Final Assignment

Human Resource Management

HR Analysis Report
Submitted to
Prof:zirgham ullah
khan

Group Members:

Najaf Ali (mi08bba071)

Syed qasim raza (mi08bba011)
Wajid zahid (mi08bba050)
M.Arslan (mi08bba065)
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Table of Contents
Page No
1) Dedication
2) Acknowledgement
3) Executive Summary
4) Company Introduction
5) Vision
6) Mission
7) Core values .
8) Goals .
9) HR Mission .
10) HR Values
11) Organization Hirarchy Chart..
12) Regional Management Chart
13) Structure of HRM Department
14) HRM Process in the organization
15) HRM Activities
16) HR Planning & Forecasting..
17) Employee Recuitment and Selection.
18) Training and Development
19) Performance Management
20) Performance Evaluation..
21) Communication Health and Safty.
22) Labour Management Relation..
23) Challenges faced by HR Manager..
24) Employees Job Requirement.
25) Career opportuinity in NBP.
26) Recomendations .
27) Conclusion

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DEDICATIONS

To hands,
Shivering and uplifted
Eyes heavy and thoughtful
Of my parents;
Hands ever praying for me
Eyes with dreams in of my bright tomorrow
These hands may never fall down.
These eyes may never go to asleep.

This project is dedicated to our most respectful and

honorable
PROFESOR ZIRGHAM ULLAH KHANl who always
motivate us towards Positive thinking and towards
success.

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ACKNOWLEDGMENTS
We are grateful to ALLAH Almighty Who Blessed us
with hearing and along the mind to make work as they
should, who has given us boundless affection and depth
of feelings and who has blessed us with the courage for
fulfilling the arduous writing of this project.
We are extending our hearty thanks and gratitude to
Prof.ZIRGHAM ULLAH KHANl, for his guidance and
corporation, who very generously benefited us from his
rich and precious repertory of knowledge.
We are also thankful to our parents who gave us moral
support and encouragement.

God help those who help themselves

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Executive Summary
National Bank of Pakistan has an existing Human Resource development
department, which operates to increase the existing skills of the people
existing or coming in the organization, in order to achieve its objectives in a
more efficient and effective manner.NBP has devoid two basic training
techniques. First is related to the training and development of mid term plan,
regarding new clients & middle level employees.Secondly, the training &
development for long term plan, regarding the career development of higher
level employees.NBP applies on-job and off-job strategies to train its
employees (middle & higher level).NBP training & development academy
advises Job rotation to ensure & facilitate the producing of all rounder.The
source of this assignment confirms the availability of the training plan at
least 2 months before the commencement of New Year, in order to make it
easy for the socializing and orientation of the new employees.NBP believes
in pre-post training test for existing employees & post training test for new
employees. The trainees will be required to submit back-home action plan,
which will be followed up by the JNMDC/Staff colleges. These plans will help
in evaluation and end use of training.

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Company Introduction:
It gives me great pleasure to exchange a few words about the banks performance. NBP
continued its journey of success based on our strategy of serving clients better. a company
agile enough to take advantage of its unique domestic and international footprint, capitalizing on
the largest balance sheet and customer base in Pakistan with high cross sell potential. Our
standalone AAA rating (the highest in the industry), our ROE, which is amongst the highest in
the Asian Banking industry, and our comfortable capital adequacy ratios, position us well in front
of our competitors for future growth.
Year 2007 was an outstanding year with the bank recording the
highest profit in its history. Our wide range of product offering,
large branch network and committed workforce are some of our
fundamental strengths that enabled us to achieve exceptional
results in a very competitive market.The pre-tax profit increased
to Rs. 28.06 billion, an increase of 6.6% over last year. Earning
per share jumped by over 11.6% from Rs. 20.88 in 2006 to Rs.
23.34 in 2007. Pre- tax return on equity stood at 45.9%, whereas
pre-tax return on assets stands at 4.1% and cost to income ratio of
0.30 remained one of the highest in the sector. These results were
possible despite the fact that NBP had to make additional
provision of over Rs.3 billion as a result of withdrawal of Forced
Sales Value (FSV).This year NBP also availed the offer by
Government of Pakistan to redeem up to 10% of its holding in
NIT units held by the bank under Letter of Comfort (LoC)
arrangement, this sell off resulted in a Capital gain of Rs. 1.8
billion. Increase in pre-tax profit was achieved through strong
growth in core banking income. Net Interest income increased by
Rs. 3.5 billion (11.5%) due to better yields and volume driven
growth spurred by increase in consumer loan portfolio. Dividend income and Capital Gains also
made a healthy contribution as it increased by Rs. 371 million and Rs. 1,145 million over 2006
respectively mainly owing to higher dividends from NIT Units as well as Capital gains recorded
on sell of 10% NIT Units. Advances increased by Rs. 25 billion due to impressive contribution
by all business units. Deposits increased by a healthy Rs. 90 billion or 18% over last year. The
bank's NPL provision coverage ratio also stands at an impressive 84%.

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Vision
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To be recognized as a leader and a brand synonymous with trust, highest

standards of service quality, international best practices and social
responsibility

Mission
NBP will aspire to the values that make NBP truly the Nations
Bank, by:
Institutionalizing a merit and performance culture
Creating a distinctive brand identity by providing the highest standards of
services
Adopting the best international management practices
Maximizing stakeholders value
Discharging our responsibility as a good corporate citizen of Pakistan and
in countries where we operate

Core Values

Highest standards of Integrity

Institutionalizing team work and performance culture
Excellence in service
Advancement of skills for tomorrows challenges
Awareness of social and community responsibility
Value creation for all stakeholders

Goals

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To enhance profitability and maximization of NBP share through increasing

leverage of existing customer base and diversified range of products

HR mission

Provide more talented Human Resource in all NBP functional areas in

relation to competition keep motivated all the employees and maintain total
industrial harmony

HR Values
We believe that;

People make the organization

People collectively yield results

People have ambitions and aspirations to be distinguished and

rewarded

People form the human capital to be developed and invested in.

Organization Hierarchy Chart

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President
Board of
Directors

Member Executive
Board

Regional
Chief

Zonal Chief
Manager

Regional Management Team

Regional Management
Team
Regional Business Chief
Regional Operational Chief
Regional Risk Management
Chief
Regional Compliance Chief
Regional HR Chief
Structure of HRM Department

Manager
Total
Compensati

Manager
Vice
people an
President
OD

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Manager
Labour
Relations

on

HRM Process in the Organization

National bank of Pakistan has existing human resource department,
which operates to:
Increase the skills of the existing employees
New recuitment and hiring in the organization

HRM sytem consist of following

activities
Recruitment & Selection
Trainning & development
Compensation & benefits

HR Planning and Forecasting

Determine the organizational goals
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Scan the organizational environment

Set strategic goals
Formulate the strategic plan
Course of action is designed

Steps of planning process in NBP

Determine the objectives
Define required skills to meet the objectives
Determined additional human resource reqiurement
Develop action to meet the anticipated human resource needs
Forcasting:
Zero Barrier Forecasting
Bottom-Up Approach
Use of Mathematical Model
Simulation

HR
Plannin
g
Induction
Plan

Recuitme
nt Plan

Selection
Process

Induction Plan

Agriculture field officers (AFO`s)

Customer facilitation officers (CFO`s)
Management trainee officers (MTO`s)
Cash officers (co`s)
Relationship Managers (RM)
(Compitative examination through SBP/Ibp)
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Employees Recuitment & Selection

CV Screening and
Short Listing

Written Entry
Test

Final Panel/ Group

Interviews

Initial HRM
interviews

Selection and
offer

Recuitment Plan
Direct from quota system
Indirectly by bank management

Selection process

Selecton

Telent
Hunt
Scheme

Process

Employee`
s Son
Induction

Daily
wages
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Trainning and develpoment

NBP has develpoment group called ogranizational develpoment and
trinning group
Four staf colleges are operating under this group in Lahore, Karachi,
Islamabad and Peshawar
The trainning is mostly carried through seminars , workshopsand
mostly on the job trainning
At the time of the introduction of the employeehe is given the initail
tarainning in Istitude of Bankers of Pakistan (IBP). After that they are
posted to their respective jobs.

National Bank of Pkaistan follows two forms of trainnings

First is related to the trainning and developmentof new and mid
level employees
Second is the trainningfor long terms plans,regarding the career
development of higher level employees

NBP applies on-job and of-job strategies to tarin its employess

NBP traning and development academy advices job rotation to ensure
and facilitate the
production of all- rounder employees.
Training programstarted atleats two month beforethe commencement
of the new year, in order to make it easy for the socializing and
orientation of the new employees.
NBP believe in pre/posttests for the existing employees and post
training test for the new employees.

Training &
Develpoment
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Course
Design for
Inductees

Trainning
Need
Analysis

Skill Gaps
Analysis

Training Calender
Training cataloge
Tarinning course module / shedule
Outcomming (Need Based)
Feed back analysis
Quiz competitions
Short, Medium, Long terms workshops, seminars, courses
Data Reportings

Performance mangement
In performance management facor there are certain aspects about which
Nation Bank takes special care, these are:
Professional Knowledge
Improving corporate culture
Decision making ability
Ability to visualize and plan
Ability to act in emergent situation
Ability to implement decisions
Ability to guide and create team work
Communication skills
Customer relationship
Acquaintance with technological improvement

Performance Evaluation:

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 An employee do not has any right and acces to the Annual

Confidential Report (ACR). But he or she imformed, so that he or
she can rectify/improve his or her shortcomming if any
After ACR paper work, it is enter into data base by HR
On the basis of the evaluation, benefits are ofered in term of
promotion, reward etc.

Communication
Intructions
Circulars

Modes

Surprise visits

Information
President

Direction

Means

Colleges
Meeting

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Health and Safety

A different type of compoensations includes:

Medical Insurance
Sick Leave
Vacations
Provident and Pension Funds
Promotions
Overtime pay
Profit sharing
Travel/Meal/ Housing Allowances
House and car loans
Yearly 3 bonuses
Performance award in cash

Labour Management Relations:

The society of labor is formed within NBP, which functions with the help of
management, so form a good relation and provides:

Immidiate reief to any accidental causality

Some benefits to on job decresed
Arranges variety shows for the families of the employees
Arrage educational funds or benefits for the employees
Unionism
Welfare

IRO
Decipline
HR policy Planning

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Challenges faced by HR
Manager
Working with people of diferent
cultures
Managing workforce diversity
Helping employees balanced work life
conflict
Upgration of employeesaccording to
the emvironment
Cost cutting

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Employee`s job Requirement

Management Trainees for General Banking, Corporate & Investment
Banking, Credit, Risk Management, Compliance, Commercial &
Retail Banking and Treasury Management
MBA or equivalent degree (Finance/General Management/Marketing
Banking).
Management Trainees for HR
MBA/MPA or equivalent degree in Human Resource Management.
GPA Requirements:- Minimum GPA.3.0 out of 4 or 3.7 out of 5.0 where GPA
system is applicable, where GPA system is not in practice candidates must
have secured a minimum of 70% aggregate marks in the examination. Only
those who have already received final results are eligible to apply (Executive
MBAs are ineligible).
Age Limit:- Maximum age limit 26 years as on 31.07.2009.
Compensation:- Management Trainees will be appointed as Officer Grade-Il
in regular cadre and will receive a gross compensation of around Rs.30,000Iper month plus bonuses, liberal perks and end service benefits.
Training & Development:- They will receive comprehensive training in
banking and management to groom them as professional bankers.
Career Growth:- Management Trainees on completion of three years will be
promoted as Officer Grade-I and in next three years as Assistant Vice
President on the basis of their performance.

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Selection Process:- Candidate will be required to appear for written test on

the pattern of GMAT/GRE. Successful applicants will participate in group
discussion and final interview.

Career opportuinity in NBP

NBP maintains its position as Pakistan's Premier Bank with a network of over
1200 branches locally, 18 overseas branches, 1 Subsidiary at Almaty
(Kazakhstan) and 11 Representative Offices all over the world
NBP also have a Joint Venture with UBL at U.K., with the name of Pakistan
International Bank (UK) Ltd., with seven branches at Main Branch, London,
Manchester Branch, Glasgow Branch, Bradford Branch, Sheffield Branch,
Birmingham Branch and Knightsbridge Branch (London).
The Bank has employed more than 15,000 people world wide. The various
departments include:
Consumer Banking Corporate Finance Investment Banking Agricultural
Banking Transactional Banking Operations Software Development and
Automation Financial Control Treasury Internal Audit Risk Management
& Credit Economic & Business research Training & Development
Strategic Planning Human Resources

NBP offers unlimited opportunities to its employees for continuous

personal and professional growth:
1) Change Management Program: NBP has started an ambitious Change
Management Program to further train its employees to meet the challenges
of present day requirements.

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2) Training of new staf: Training and development are the core issues of HR,
which will ultimately improve our customer service and help us attain the
standard of a progressive bank.
3) Benefits: Besides a competitive financial package, we ofer excellent
working conditions, job satisfaction, superior leadership, and a conductive
environment for growth.

Recommendation

Employees should be involved in decisions afecting them

Promotion and reward system should be fair
Introducing new and efficient products
Total quality approch should be used
Trainning should be according to assessed needs
Creation of enhaced performance appraisal system
Job rotation and job enrichment for emplyees
Improve communication skills
Agreessive marketing strategyin banking
Intitutionalization of HRM
Research and development facilities must be improved
New Talent/ professionals should be hired
Public relation desk should be established in each and every branch

Conclusuion

NBP is the employer of choice. The whole NBP family comprises of committed
and dedicated members with passion to serve in their respective functional
areas. The Bank has challenging work environment where merit and
performance help the individuals to explore their true potential. As a caring
employer the Bank enables the employees to excel and grow in highly
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congenial employment conditions and culture. The career path is full of

challenges and opportunities. The Bank has absolutely open culture where
members share and communicate freely.

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