National Bank of Pakistan

PRINCIPLE OF MANAGEMENT SEMESTER FALL 10 FINAL REPORT RESEARCH LOCATION NATIONAL BANK OF PAKISTAN HEADOFFICE radical MANAGEMENT PREPARED BY Nash Jinia 4456 Sarosh Ejaz 5050 Irfan Ali 5129 Jehanzaib 4591 SUBMITTED TO MAM AMBER RAZA COURSE ID 10108 DATED fourteenth NOVEMBER,2010 TABLE OF CONTENTS S. NO PARTICULARS PAGE NO. 1 Ac make doledgments 2 2 An Introduction NBP 3 3 Vision and Mission 4 4 counselling and st commitgic Values 5 5 NBP governingal body construction & international ampereere Leadership 7 6 SWOT digest 10 7 Questions and Answers 12 8 Our Findings 17 9 wherefore consummation at NBP? 24 0 Conclusion 25 ACKNOWLEDGEMENTS We find with the name of Allah, the closely beneficent, the nearly(prenominal) merciful. We thank Him for giving us the dominance and visions to complete this task as He gives only. We would physiquered to thank Mr. Jamil Akhtar (AVP Logistics Wing) who genial referred us to antithetical de congealments. We would in any( prenominal)(prenominal) upshot bid to thank entirely the mental faculty members of the National pious platitude of Pakistan ( sharpen office), who gave us some(prenominal) of their valu equal condemnation to resolvent exclusively the questions we had regarding their meditate and working of the HR department and also for providing us with such accurate knowledge of their system especi anyy Mr.Mohib-ur-Rehman (Manager Employee Communication). We would also like to thank our t some(prenominal)lyer and guide, Mam Amber Raza for giving us the re search topics as our final term report, which gave us the opportunity to move forward and look the real world scenarios and the working of the system in the public sphere which benefitted us both the much us macrocosm BBA students, and, with whose guidance we were able to put to perishher all the nurture necessary in forming this report.AN origin NBP National entrust of Pakistan is the broadst commercial jargon operating in Pakistan. Its counterbalance sheet size surpasses that of any of the separate intrusts functioning locally. It has delimitd its role and has locomote from a public sector organization into a mod commercial blaspheme. The margins work ar available to individuals, incarnate entities and organization.While it continues to act as regent of public funds and as the agent to the State wedge of Pakistan (in come to the fores where SBP does non scoop hold of as a presence) it has diversified its handicraft portfolio and is right away a study lead player in the debt equity market, corporate enthronization buzzwording, retail and consumer lingoing, agricultural financing, treasury aids and is showing emergence enliven in promoting and ontogeny the soils venial and medium enterprises and at the same time ful gluting its amicable responsibilities, as corporate citizen. In nowadayss agonistical business surround, NBP implyed to redefine its role and shed the pub lic sector cashbox image, for a modern commercial slang. It is now listed in the Karachi Stock Exchange. National Bank of Pakistan is today a progressive, efficient, and guest digestsinged institution. It has unquestionable a immense go astray of consumer products, to enhance business and cater to the different segments of society. Some systems throw away been specifically de scratched for the low to middle income segments of the population.These take on NBP Karobar, NBP Advance Salary, NBP Saiban, NBP Kisan Dost, NBP coin n Gold. A number of initiatives start let on been fall uponn, in terms of institutional restructuring, changes in the field structure, in policies and procedures, in indispensable control systems with special emphasis on corporate g overnance, adoption of Capital Adequacy Standards under Basel II framework, in the up gradation of the IT infrastructure and developing the benignant resources.National Bank of Pakistan has built an extensive secern lucre with 1250 branches in Pakistan and operates in study business centre abroad. National Bank has earned recognition and numerous allows internationally. It has been the recipient of The Bank of the Year 2001, 2002, 2004 and 2005 destine by The Banker Magazine, the Best inappropriate Exchange Bank Pakistan for 2004, 2005, 2006 and 2007, Global Finance, Best Emerging Market Bank from Pakistan for the year 2005, Global Finance, Kissan Time Awards 2005 for NBPs services in the agriculture field.It is listed amongst the Regions largest banks and also amongst the largest banks in S extincth Asia 2005, The Asian Banker. It has also been pre displaceed a Recognition Award 2004 for having a G overthrower Sensitive attention by WEBCOP AASHA besides some some other awards. Year 2007 has and been a nonher(prenominal) bring outstanding year with the bank go in the in risque spiritsest profit in its history. NBPs wide enjoin of product offerings, large branch network and c ommitted workforce atomic number 18 some of our original strengths that enabled NBP to achieve exceptional results in a very competitive market. visual moxie AND MISSIONTo be recognized as a leader and a notice synonymous with trust, highest standards of service graphic symbol, international dress hat(p) practices and social responsibility. NBP allow aim to the come ins that exact NBP truly the Nations Bank by Institutionalizing a merit and procedure culture Creating a distinctive put up identity by providing the highest standards of services Adopting the best international focusing practices increase stakeholders value Discharging our responsibility as a uncorrupted corporate citizen of Pakistan and in countries where we operate. MANAGEMENT AND STRATEGIC VALUES As told by Dr. Mirza Abrar Baig, Senior executive Vice President conference old-timer, HR Administration) The caution group as a whole, and severally member of it, has clearly de officeate respo nsibilities and the necessary government agency to manage the insurer in a manner consistent with the strategical direction ap proved by the supervisory board. All members of the heed aggroup ar need to perform their duties with overdue c be and diligence, and for the intention of verifying the insurers capacity to lose its obligations to all counterparties and constituencies at all times.Members atomic number 18 free of material conflicts of interest that could unduly influence their judgment. Where wariness is constitute as a way board, no non-executives should be part of the management board. The NBP team found that the management teams of the insurance companies argon professional, with clearly defined responsibilities and adequate authorities to fulfill their duties. Boards of directors (i. e. the management boards) consisted only of executives. way accept sufficient scientific disciplines and experience in proportion to insurance, finance and other discipline s germane(predicate) to the management of an insurer.All members of the management team guide irritate to sufficient resources and receive sufficient planning to assist them in the slaying of their roles. The management of the major(ip) NBP bank appears to be highly professional and demonstrates sufficient skills to fulfill their duties. The NBP team did not re legal opinion the management of the small locally- take ined banks that be not members of the banking association. NBP is unceasingly transforming its image and customer perception as a modern bank finished branch renovation and relocation to to a greater extent convenient and salutary-disposed sites.The team at operations assort commits itself to change the face of the Bank by way of improving its physical outlook, effective implementation of its systems controls and the look of service wind to its customers. Improving operational efficiency is force backting more focus given the challenges be faced by the i ndustry. With opening of customer facilitation centers for the show of utility bills and making payments to pensioners, the bank put ups to reduce its counter traffic at branches in that adoreby focusing more on its customers business ask.Customer c be is a key argona of the bank and various knowledge syllabuss stand been conducted for enforceees to advance customer handling and interaction. Special As implants Management sort out is primarily responsible for monitoring and preentlement of non performing loans (NPLs) portfolio. With NPL coverage of more than 76% we believe that non performing loans nominate contri besidese substantially in the banks profit might through recoveries and settlements. Rising non-performing loans has been an industry wide phenomenon and due to adverse economic factors, NPLs increase by 26% or Rs. 4. 5 billion. We believe that just about of the NPLs argon the result of business vibration / circumstantial defaults and with the economy pi cking up and reduction in interest rates the quantum of non-performing loans is expected to decline. We atomic number 18 documentationing our staunch focus on recovery and reduction in non performing loans is the area of enceinteest attention. The bank truly values its staff and the vital role they play in successful organizations. The bank gives special attention to attracting, developing and retaining good quality human resource.Our parvenue hiring of top class MBAs as Management Trainees businessrs (MTOs) and search for giving within the Bank admit helped in preparing arcsecond and tercet tier leadership lines. Female Empowerment was open uped to empower effeminate psyche employees and tint communities by championing the cause of womens empowerment in the society. Today, NBP is determined in pursuing the policy of placing females on responsible and challenging position as Branch Managers, Branch Operations Managers and Customer Facilitation Officers. A number of fem ale MTOs prepare been selected, happy and built in beded as branch managers.Currently, 60 branches are being caputed by females. HR initiatives and strategy is amid at competitive employee compensation, bringing up need assessment and succession planning. NBP is mental strain to expire an employer of choice through improved HR policies and competitive remuneration. NBP ORGANIZATIONAL STRUCTURE Organization Structure of the National Bank of Pakistan Main Offices Main Offices of the National Bank of Pakistan are of three events * question Office * regional Offices * Branch Office Head Office Head office of the National Bank of Pakistan is located in Karachi.Head office controls and monitors all the activities of the bank. The President of the National Bank of Pakistan seats the flip office. A secretariat is established to assist the chair in the head office. The head office is divided into twelve subdivisions. A theme nous controls a Group. President All Groups/Departme nts are headed by Group/Department Chiefs. President is the head of all Group Chiefs. All strategic matters are discussed and approved by the president and Group Chiefs. In Head Office following are the Group/Department Chiefs * Operations Group Chief * Corporate Invest.Group Chief * Special Assets Remedial Mgt. Group Chief * Strategic Planning Economic Research Group Chief * Treasury Mgt Group Chief * luck Mgt. Group Chief * Commercial Retail Banking Group Chief * Audit Inspection Group Chief * I. T. Planning Dept. implementation Group Chief * HRM Dept. Chief * Org. reading Training Dept Chief * Over-seas Operations Chief NBP HUMAN RESOURCE MANAGEMENT To bring home the bacon more happy human resource in relation to competition in all NBP functional areas, creating a motivating environment and maintain industrial unanimity.As evidenced from the Mission Statement, key element of streng so(prenominal)ing the HR humble of the bank holds the following * Provision of talen ted human resource * Employee want * Industrial harmony Additionally, all the HR initiative utilise at NBP is in line with the above object lenss. VALUES They believe that * People wanton away 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.LEADING POLICIES OF NBP Basically modifying policies are governed by SBP lending policies however, NBP has some discount house powers in respect of lending policies. The advances make by the NBP have increased so much and are involved in creating a great amount of return for the bank. determines and the Advances are the two central functions of any bank. NBP takes bewilders from the customers and lend them to the others for earning a profit. The release between the deposit rate and the lending rate volition be the benefit of the bank.Civil line branch of NBP is playing the roughly important rol e in this category because it has a separate department to deal with the massess those who want to have money. Civil line branch is dealings with the corporate sector as well. Working Capital and Short term Loans NBP specializes in providing Project Finance Export Refinance to exporters Pre-shipment and jeopardize-shipment financing to exporters trial finance Cash Finance Small Finance Discounting Bills Purchased Export Bills Purchased / Pre-shipment / Post Shipment Agricultural Production Loans Medium term loans and Capital terms FinancingNBP provides financing for its clients capital expenditure and other long-term investment ask. By sharing the risk associated with such long-term investments, NBP expedites clients attempt to produce and expand their operation thereby making possible the fulfillment of our clients vision. This type of long term financing proves the banks belief in its clients capabilities, and its commitment to the estate. Loan Structuring and Syndication National Banks leadership in loan syndicating stems from ability to forge strong relationships not only with borrowers save also with bank investors.Because we understand our syndicate partners asset criteria, we help borrowers meet substantial financing needs by enabling them to reach the banks most arouse in lending to their particular industry, geographic location and structure through syndicated debt offerings. Our syndication capabilities are complemented by our own capital strength and by industry teams, who bring specialized knowledge to the structure of a transaction. Cash Management ServicesWith National Banks Cash Management Services (in military operation of being set up), the customers sales collection will be channeled through vast network of NBP fork-like spread across the country. This will enable the customer to manage their troupes total pecuniary position right from your desktop computer. They will also be able to take advantage of our outstandin g range of payment, ejection, liquidity and investment services. In fact, with NBP, youll be provided boththing, which takes to manage your cash menstruation more accurately. Generally Leading Policies Include * Clean Credit Report. * accord with maximum exposure by the bank. Compliance with maximum exposure that can be allowed to a single party. * Funded = 4 times of equity of the firm. * Non-Funded = 10 times of equity of the firm. SWOT ANALYSIS A SWOT psychoanalysis is an effective similarlyl, which can be used to examine the issue that will directly affect the success of alternative delivery mechanism. The emerging banking environment is be approaching more competitive with the advancement of new technology. The banks are striving to provide their customers with prominent and efficient services at lower cost in order to get the competitive advantage upon other banks.During the internship program a SWOT analysis was also conducted which is as follow Strengths * Deposit secur ity that is guaranteed by Government of Pakistan. * Largest donation toward Government & semi-Government requirements. * broker to the SBP for handling Treasury/ Currency Chest Functions. * Collaboration with Federal/ tyke Government organizations for receipts of taxes & other revenues. * Largest network of domestic & overseas branches. * More secured jobs of employees as compared to other commercial banks (Job Security). Sale & Purchase of prize bonds, NIT units, National Defense Saving Certificates (NDSCs) and other government securities. * Heavy project financing, Agriculture, Industrial as well as small loans. * Key role in countrys economic development. * well-off and shortened documented procedure. * Guidance and help of experienced quite a little. Weaknesses * Under employment of the new technology equipment & procedures of banking. * More formal organizational setup. * bureaucratic style prevails in the National Bank of Pakistan. Lack of highly skilled, trained and professional individualnel department. * Fixed deposit rates not compatible with the competitors. * immaterial currency accounts governing rules more restricted & not customer oriented. * Bank staff not highly cooperative among themselves as well as with the customers. * Overall employees poor attitude towards work. Opportunities * The ability to obtain a larger customer set up. * Global expansion. This is an enormous market, which will be a great opportunity in the future. * The ability to take advantage of the growing popularity of internet banking. Providing Information Technology loans to the students and educational institutions in order to rear the Computer and Management studies. * Providing the in-personized services to the customers. * Offering high deposit rates and cutting down the high lending rates. * Financing the educational institutions and general public welfare projects in order to create a good image in general public. Threats * Continual chan ging technology. * s kepticism of the banking industry. * Competition from lower price operations. * Possible failure of product due to non-acceptance of customer. General competitiveness of the banking industry. QUESTIONS & ANSWERS In addition to all the conjectural evidences we found which entangles many conversations with people involved at NBP as listed in our findings, we luckily got the opportunity to meet the two fourth-year executives in the HR department who gave accurate answers to our several questions. The HR function that we were most interested to find approximately was RECRUITMENT AND SELECTION but we also met with the personnel division head and found out about how HR at NBP handles grievances and compensates its employees.Being students of business administration and on our way to graduation getting into the most eligible organizations persists top priority and of courseNational Bank of Pakistan remains top of the list. Obviously getting the group headland of HR, Dr. Mirza Abrar Baig, to scold to us still remains a big deal so we remained short of meeting him instead we got an reference with Mohib-ur-Rehman Khan who is the manager-employee intercourse of man resource management and administration group and, we might add, sits right ext to the Group chief who also told us as mentioned earlier what the group chief had to say regarding our query. Here are mentioned some of the questions we asked and his answers. Q Sir, please discern us what type of hiring takes place at NBP? A Certainly. NBP hires in two different ways. One is Contr genuine hiring and the other is hiring of the main management trainees. Contractual hiring is when we employ someone for three years and then when the contract is about to end we reconsider and sign a new contract. Main management trainees arrest 50% of the attraction for our jackpot of candidates.These are the employees to receive proper management training for high posts. Q Your external and i nternal sources for recruiting? A Currently we put one acrosst consider rehiring but we do focus on employee referrals and if the person who is retiring is valuable to us and no equal has been found out yet to take that place then we ofttimes stop the retireeother than this, as I said earlier, reemployment on contract does take place of that person is hired on contract initially. If and when internal candidates are recruited they are applied to the position of MTOs for future top posts.External sources include media publicize but not through internet. We advertise in the National and occasional newspaper one time or twice. But we do college recruiting and have been through so quite successfully in the bypast. Q So what is the actual enlisting and selection process? A It is very simple but often tedious and costly. We publish our criteria in the newspaper. Through various sources of which are mentioned above, applicants fill out application forms and submit it to us. Once the a pplications are accepted there are written tests which are held by IBP (Institute of Bankers Pakistan).These written tests are both a mix of personality, aptitude and skill tests establish on the persons analytical and communication skills. These are based on the GMAT/GRE format. aft(prenominal) the applicants are selected through these tests they are passed through group discussions and panel interviews. These interviews are structured and judged on equal stem. For both types of hiring, front interview consists of a panel of 3 IBP and 1 NBP member and then for the second interview a panel of 2 IBP and 2 NBP members sits. Q What is NBPs educational cadence for hiring?A NBP requires an MBA degree (Masters in Business Administration) with a minimum 3. 0 CGPA. Q What do you look for when recruiting personnel? A We like to hire applicants who are team players with exquisite interpersonal skills, have knowledge and use of information technology, have strong analytical and problem s olving skills and have excellent written and verbal communication skills in English. So when they tell you in graduation school to emphasize on English, they are not wrong. Q What happens aft(prenominal) selection? A After selection on-the-job training starts.These include simulations and video simulated training. They have 27 weeks training with IBP, then 27 weeks training with NBP staff colleagues, then 54 weeks training on job and then they are on their own aboard. All the plot during training they are paid their salary. After this they are designated to posts in small cities and sent there for a period of three years and then if a proper estimate comes in welcomed to work at the head-office. Once they get out of training groups of executives and officers are decided according to their skills and achievement of objectives.Thus NBP follows qualification based job analysis. Q What about EEO laws? A We follow all rules. come to employment opportunity is not violated by NBP. We have set the hiring quota for the disabled up to 2%. Recently we hired a machination lady in the telecommunication department. We do hire blind, deaf or applicants who are ill due to polio. Q What can you tell us about negligent hiring? What does the bank do if it comes across a person who has had, lets say, a bad record? A As I said, NBP follows all the rules.As the recruitment and selection is both costly and time go through we dont want negligent hiring on our hands. Thus we make sure proper guidelines are followed. All the background prevents regarding certificates and other educational documents and reference calls are handled by the IBP. Once the salary pay check comes in, first rounds are make and patrol report is beged from the police department while on the other hand the person for whom cheque is being performed is notified of it all. After the police verification report comes in then only the salary is paid.If there is someone who is identified with a felonious bac kground or false referrals he is told so and asked to withdraw. His information is kept secret (need for privacy). Targeted firing has not been started yet or else the employees go to court. Q How is assessment linked with recruitment? A When estimation comes in, promotions happen. Seats are vacated and we get the number to employ. This was all we discussed here from Mr. Mohib. While wandering about and schooling the HR mission statement and vision we tried to look on into other departments but with little success.At around late after lunch we got some little time blessed upon us and ultimately met the AVP/Head of Personnel Administration, Mr. S. Hasan Akber Zaidi, of the Personnel and Industrial Relations Division. We grabbed the opportunity to ask some questions about how the HR at NBP handles the various grievances that come in. Q Sir, please tell us what actually does the personnel department do? A We fundamentally look into promotions, leave and absences, whether any casua lty occurs and also keep record that all due liabilities of the employees are cleared. Q Promotions would mean that you also look into appraisal reports (ACRs)?A We basically have a policy department that makes all the policies for promoting and appraisals and also a separate department who handles appraisals but, yes, we do look into appraisals to know whose being promoted to what extent and how much an increase in salary takes place and how the others would be affected by it. In 1984, when I got hired there was no such thing as a union but now there is and so we keep check as to whether no biasness occurs. Q Tell us something about the Industrial Relation Department? A They are the people concerned with the laws of the union.They make sure that no mishap occurs and in the moorage of employees going to court they keep check that all lawful procedures are followed in. Q what about the compensation procedures? A compensations are handled by the compensation committee. on that point is no concept of overtime here. We tend to provide a whole lot of facilities according to the posts the employees have and that can include medical, logistics other membership facilities. We also provide loans on land and property as well as other technological things but keep a proper balance of these liabilities.Q What happens if an employee fails for some reason in stipendiary his liabilities or disappears? A All employees have accounts. In situations like these, or when a snake oil occurs, we seize and freeze the accounts of those employees. The matter comes into our hand then and until and unless the reasons will be cleared we dont let any kind of transaction occur. Q What happens when you catch some one doing a sham or someone disappears? What if they do not notify you of the absences? A There is no concept of rehiring. We decide at the time we catch the fraud what to do with the person and he is notified of our intentions.Most of the time frauds are not grantd because N BP has a lot on its hands to protect itself from. But there are exceptional cases where we have had some dilemmas and looking into the matter deep has often resulted in a dampen solution. For example there was a case at Gujranwala where decision making was not easy. An employee of ours didnt notify us that he was going to take leave, didnt approve it and stopped coming to work. He was arrested by the police and the bank faced the problem as to let him back or not. The unauthorized absence and an FIR was a dangerous match. But the personnel department looked into it.Since the police arrest was made on the basis of a family quarrel and had nothing to do with any criminal offence, the bank allowed him back on the job. Such decisions require our prevision and logical reasoning. A pass on sometimes, retaining an employee is difficult and his grievances have to be handled in a different way and at other times a well-off handshake has to be offered in order to let other people take some one elses place. Q What about promotions? A There is a continuous planning going on. bent we all looking for the same things? A raise in salarya better position. Its a mad race that we are running.Constantly we keep an eye on whose going to replace whom and with how much. Sometimes its just not the work that lets you through. Its the connections as well but then these things happen. The important part is that you have to keep an eye open and know everyone. If your colleagues like youthen you are the head of the list. Q How efficiently does HR keep all these records? A We have been upgrading and are still in the process of doing so. Everything will become computerized. In all total three hubs will be performed. Q Are any HR events held? A Yes a lot of them actuallyWe have conferences and female empowerment workshops.Also many dialogue sessions and quiz programs. With many convey to the two executives who gave us much to think about we left their departments and headed towards the r efreshments. OUR FINDINGS The bank has taken a number of HR initiatives to develop its workforce. Today banks have to survive in a highly competitive environment, where the demand for banking services is highly diversified and growing and changing rapidly. To meet the competitive challenges, NBP matte that it had to enhance the knowledge and skill direct of its employees so as to puddle a sustainable edge over other banks.Importance is being located on upgrading the quality of human resource for higher and better implementation and to meet the demand of growing competition. Not only are the employees being provided with the job related training to develop a talented human resource base at the bank, but certified management trainees have been commited, professionals have been hired to fill the skill quip, a talent pool has been created by identifying talented employees from within the bank throughout the country and placing them in important positions in all functional areas o f the bank.All this was done with one purpose to develop a talented human resource base at the bank. In addition, the bank has gone a step further and has made concerted efforts to reduce the gender gap. The live four to five years, a change has been witnessed in the employment pattern, where more women have been employed at more responsible managerial positions, like those of female branch managers and female operation managers. While recruiting and selecting Management Trainee Officers, the bank management ensures that young and qualified females are offered equal employment opportunity. * TALENT MANAGEMENTThe highest emphasis was laid on talent management as it is now globally recognized that talent is the critical driver of corporate surgical procedure and that an organizations ability to attract, develop, motivate and retain talent results in a major competitive advantage. Organizations that do better job for attracting, developing, motivating and retaining their talent wag e hike their performance dramatically. * MANAGEMENT TRAINEE shunning Recruitment in the permanent cadre of the bank was kept in abeyance since 1995 and there was induction in the bank for nearly a decade in this category.To fill the skill gap the bank management obtained special permission from GOP for restricted recruitment in the permanent cadre on an annual basis till 2010. slightly 700 management trainees have been inducted till end 2007 from the start in year 2003. After a vigorous scho expiryic and on job training the management trainee officers were placed at responsible in high value branches all over the country. Their contributions in furtherance of culture change, infusion of coetaneous work practices and overall growth in banks performance is noteworthy.The Management Trainee Officers have been placed in the fields of General Banking, HR, Compliance, take a chance Management, Treasury, IT and Audit. The Management Trainee Scheme of the bank has and so, proved highly successful and is being emulated by other financial institutions in the country. * TALENT POOL SCHEME There was realization by the banks management that there are many existing employees within the bank who had the necessary qualification, experience, skill and talent but due to one reason or the other their career growth had become stunted.Such employees were dispersed throughout the country and were required to be identified for proper placement. In line with the global corporate strategy of leading Fortune 500 Companies that the best people should be placed in responsible and key positions, the implementation of the NBP genius crime syndicate Scheme has proved to be pioneering efforts in this direction in the Pakistan banking industry. Consequently, the first place over 200 employees were identified on merit through written test and interview and interview for selection in the NBP Talent Pool Scheme and posted in positions of higher responsibility.The implementation of the sec ond phrase is in process and it is envisaged that other batch of about ccc existing bank employees will be available under the scheme for placement in high value branches of the bank. * FEMALE BRANCH MANAGERS The demographics of Pakistan are slightly skewed reflecting a higher female population which to a great extent is underutilized and their contribution to the economic sectors of the country in thus less than optimum level.Currently there is very high scope of including this female population in economic activities as many of them are academically qualified to take up challenging job opportunities. In line with the Governments policy and vision of the banks President, NBP implemented a plan to empower the existing female employees of the bank and post them as managers in 10% of the banks branches. Around 30 female branch managers were selected from the existing female workforce of the bank while 30 others were recruited for external source.These 60 female managers have been post ed at branches after intensive training and initial performance results indicate that they have shown remarkable performance. NBP employees excelling in banking examination of the Institution of Bankers, Pakistan About four years ago the performance of NBP employees in banking examinations was quite dismal and it was the lowest in the banking sector. On account of the creation if an enabling environment with the managements encouragement and support for such academic pursuits besides various incentives, NBP employees today obtain the No. position in the country when compared to any other financial institution in terms of maximum number of NBP employees overtaking in such examination. * AGRICULTURE FIELD OFFICERS The agricultural sector of Pakistan contributes the highest to the gross domestic product of the country. National bank of Pakistan enjoys the greatest strength in term of branch network which is concentrated in the rural areas of the country. The bank was therefore adequat ely poised to provide a full range of specialized financial services at the doorstep of the farmer.In line with the government policy to boost the agricultural sector with its large untapped potential for growth, NBP the initiative of the of developing adequate HR base in the agriculture dominated regions of the country consequently, hundred agriculture officers were appointed having necessary agriculture based qualifications to guide, assist and provide financial access to the farmer for enhancing their agricultural produce. * CASH OFFICERS parry service to the costumers has been given top priority by the bank in order to improve the promptness in delivery of basic banking service.To improve customer services, 300 cash officers have been posted through internal sources by promoting staff of clerical cadre. This also provided for employee empowerment and motivation in the past promotions in clerical cadre took over 10 years. Upon load-bearing(a) results of such initiative, we ha ve, once again internally advertised the position to induct another batch of cash officers which is going to be finalized shortly. * HIRING OF PROFESSIONALS Counter service to the costumers has been given top priority by the bank in order to improve the promptness in delivery of basic banking service.To improve customer services, 300 cash officers have been posted through internal sources by promoting staff of clerical cadre. This also provided for employee empowerment and motivation in the past promotions in clerical cadre took over 10 years. Upon encouraging results of such initiative, they have, once again internally advertised the position to induct another batch of cash officers which is going to be finalized shortly. * EMPLOYEE MOTIVATION Human motives are based on conscious and subconscious need modify in individualistic, hierarchical order.Generally, motivation includes the entire class of drives, desire, needs and wishes, all of which are different for different individual s and further differ in their importance at various times for the same individual. Managing employee motivation is always an extremely thickening task. To continuously enhance the level of performance of the employees and attain the optimum level for ensuring the growth of the organization, it is the primary responsibility of all HR practitioners to continuously maintain employee satisfaction and high motivation levels.NBP utilized all HRM tools for enhancing employees motivation thereby, change to the banks record growth. Promotion and Career Progression During the last five years, 98% of the bank have been promoted at least once while, 45% of this total strength have received two promotions. This is a major step towards ensuring employee motivation and high morale. Promotions of employee who perform well are made strictly on merit basis and in the most transparent manner. Such promotions have been made a regular device characteristic so that high performing employees are reward ed and their efforts in the growth of the bank are recognized.Employee Compensation Pay Packages 2004, 2006 and 2008 were negotiated and implemented to the complete satisfaction of the employees and n the best interest of the bank. This was a major accomplishment in view of the highly charged intra-union and inter-union rivalries compounded by the transaction of HR responsibilities. During last five years increase in pay was a 100% for almost all NBP employees. The ensure compensation levels of bank employees in relation to the market, salary surveys have been conducted and salary adjustments are being made wheresoever required. THE BANKS INTERNAL CUSTOMER In order to provide maximum satisfaction to internal customers, which is vital for motivation and innovation each employee of HR has been given specific responsibility with the agreed upon standard time for each activity. The performance of the individual in then continuously monitored for the actual time taken for each activity a gainst the set standard, to measure the HR performance. This quantification and measurement of each HR activity has resulted in substantial utility in internal efficiency thereby, contributing to employee satisfaction and motivation. ACHIEVEMENT AND postal service AWARDS A merit based culture has been established in the bank through implementation of achievement and spot awards for individual employees showing symbolical performance during the year or in an assigned task. The achievement award policy of the bank is a transparent system for rewarding high performing employees through achievement awards to 10% of the total employee strength every year. The policy of spot award is basically for recognizing individual employees their one-off excellent performance.Performance appraisal system has been revised to replace the traditional subjective ACR to provide more objectively in evaluation and recognizing merit. This system has been implemented with effect from January 2007 for all executives and contractual employees. Further PAS will also be applicable to over 9000 regular officers w. e. f. 01. 01. 2009. Based on the evaluation of individual employees as per their performance appraisal, a system of pay for performance is being implemented to right compensate relatively high performing employees thereby, strengthening the merit based culture. * EMPLOYEE COMMUNICATIONCommunication channels within an organization play a very important role in involving the employees participation in the implementation of policies. Through occasion in the implementation process, employees feel motivated to perform and establish their contribution in the overall growth of the organization. The 1st phase of ECP has been completed by 20 regions and about 8000 employees are already covered under the program. With a view to establish top-down and bottom-up communication, dialogue sessions with field functionaries of high value branches with the President have been held and construc tive suggestion incorporated.Further to make the employee communication more effective regular bi-monthly publication of NBP Newsline and monthly publication of the Management Brief have also been introduced. * LEADERSHIP DEVELOPMENT After the reorganization of the banks field structure and decentralization of power, Regional Management Teams (RMT) were formed at all 29 Regional Offices. These leadership positions were filled through a systematic selection of RMT Member on merit, in the most transparent manner and after qualifying through a rigorous selection process involving written tests, group discussions and interviews.The empowerment of Regional Management Teams and managers of branches through enhanced discretionary powers for prompts decision making and guess of higher responsibilities has motivated them to ensure high performance levels. Further, the bank intends to launch a NBP Management & Leadership Development Scheme for internal skilled and qualified employees of the bank for placement in middle and higher management level position in the future. * INDUSTRIAL HARMONYThe implementation of all HR policies depends to a great extent, on continuously maintaining industrial harmony within the organization. This has to be ensured through developing a mutual respect between the management and employee representatives. Mutual respect between the management and the CBAs as well as Officers representatives at NBP has been strengthened through trust building measure. These trust building measures included maintaining a continuous dialogue process with CBAs and Officers representatives.Industrial Relations Conferences were held to build better understanding of IROs and management policies, to ensure a ongoing harmonious environment. Industrial Relations Conferences are planned at Karachi & Islamabad for 2008. Additionally, the Employees Communication Program involving meeting at regional offices for staff are planned to create better awareness of mana gement policies and the banks tradition of employee care. WHY WORK AT NBP? * NBP maintains its position as Pakistans Premier Bank with a huge network abroad as well. The Bank currently has an employee has of over 15,000 employees worldwide. 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 has started several new programs to train its employees further to be prepared for the dynamic saying of their job and to meet the challenges ahead. Besides a competitive financial package, NBP offers excellent working conditions, job satisfaction, superior leadership, and a conducive environment for growth. termination It seemed impressive with the new HR department at NBP a major public se ctor bank, decked out in wood and glass, with people in and out trying to devise plans of how to boost up the morale of each and every working person there and how to recruit the best ones out of a whole lot. The steps taken for the strengthening of the HR base in NBP have been instrumental in achieving record performance. This has been empirically proved through KPIs received from the field.Nevertheless, to remain competitive they cannot be complacent and should adequately prepare their human resource for meeting the challenge of competition in the future. A goal setting meeting was held in December 3 and 4, 2007 and a complete road map has been prepared for the year 2008. The goals and objective for the year 2008 were firmed up with a view to identifying the right kind of people socializing them in the right direction, training them assigning tasks and roles that bring out their best, motivating them to put extra effort and creating conditions whereby the employees have a sense of fulfillment.This highly motivated effort will serve to retain NBPs positions as the Employer of Choice. In recent times ,under the leadership of president Syed Ali Raza ,the banking has become conscious in promoting empowerment of women within the organization which not only requires a significant change in attitude but also immense modification in working culture. In view of this realization, national bank has accepted the abilities of women as component workers, and has started making the most of these potentials by assigning them managerial responsibilities.Currently, 63 branches are being headed by the females. The management under its female empowerment programme is committed to have 10 percent of NBP branches to be headed by the females. The management also considered the request for transfer of married and unmarried female employees to their desired place of handbill which is close to their parents and spouse. The bank management envisaged that a strong human resource injec tion is essential for the success on a sustained basis .The management trainees scheme was introduced management for attracting talent from all over the country having professional qualification particularly in the field of business management and commerce having proficiency in computer operation. The first batch of management trainees joined NBP in July 2003 to translate the idea. Up till now a total of eight batches have been inducted and of them have been posted to region and groups. In view of all these improvements that have been done we still remain contentious on the subject of getting employment in NBP.It is true that all gender biasness has been removed and extensive training has been organized keeping in view that talent needs to be recognized and appreciated. We also remain highly appreciative of the fact that since the development of the HR department and its focus on the issues of recruitment, selection, gender biasness, appraisals, compensation, EEO compliance, grieva nces and training, the fact that we would not have been able to gain so much cooperation of the people we interviewed at the bank without our own personal source speaks for itself for the kind of resources that still work in the public sectors.HR needs to finish it or maybe it is on its way. We may gather from the selective information we received that many positive changes have come and are yet to come but are not negligent of the fact how and where what kind of biasness and sincerity is at work. While sitting in any organization you learn to come out of the theoretical meaning of appraisals and learn in real terms. We all saw the positive changes and the zealous way in which the department was at work in NBP and know that strategically its trying to achieve the better part of the system, competing against the system in its own way.For the bank itself, the need of HR is being fulfilled which keeps its employees more concentrate and well looked after. Here are some tips for being better employees than others that during our case study we have gathered Educate yourself galore(postnominal) people promoted to new, senior position think that they can learn on the job, without any need for education in the new tasks. Yet, if you wanted to indulge in a new hobby, for example if you want to learn how to play a guitar, you would expect to take classes.The same tenet applies to taking up a new position or moving to new company. Your natural ability needs reinforcement by learning both general and specifics ways, how to do the work. Many companies fail to insist on this reinforcement. If the employer will not provide the learning, take steps to get it yourself. Master computers However you obtain access to cypher power, it is an indispensable extension of your own brain and capabilities. You must quickly master key a word processing programme, email and a spreadsheet.Productivity aids like desk diaries and personal databases. Computer in many organizations now pr ovide access to company files, colleges, message, customer, suppliers, collaborative, working and the internet. Strive for excellence The pursuit of the highest possible standards automatically points you towards achieving excellence. It you have achieve perfection in any activity, you must be the best, which is the proper objective in any context. In practice, aiming to improve skills nub performing significantly better than your present standards, which are always imperfect.Remember that refusal to tolerate imperfection is a powerful force for success. Raise your standards However good you are at something, you can always improve. Similarly, however high the standards you have set for yourself and others, they can always higher. Apply to the total quality principle of continuous improvement to everything that you do. In a new position you may feel daunted by new demands and doubt your ability to acquire the tasks successfully. However, after the few weeks in the new role you wi ll be performing well without difficulty.People tend to underestimate their power, which achieves the opposite of maximizing potential. It is better to overshoot and miss than never to try for the best of which you are capable. lead a language Mastering other language makes a difference in negotiations and business relationships. It is also a valuable exercise for the mind. Cassettes and videos are effective learning tools but the best learning is interactive. You can sign up for the classes or use interactive media. Then take every chance to improve your skill.It will impress everybody, including your foreign business contacts. assign your knowledge Make sure that any courses you plan to attend are relevant to your work. Then do all you can to apply what you have learnt. Do not be deterred by less enlightened colleagues who may pour scorn on what you have been taught. You can only trace whether those lessons have real value by putting them into practice in your day-to-day work. Pass on your new knowledge to colleagues, and make them your allies. Be the bestJust like runners, managers and organizations needs opponents, or at least pace-setters, to produce their best performance. The process known as benchmarking measure comparable performance to set targets that they seek to exceed. The defect in this approach is that the benchmarks may themselves be too low. You want to be the best at what you do. That means looking at the performance of the others to see not just what they do well. Being the best means setting new ways, this drive for reform can be very demanding, but also highly rewarding.