1. MC100201458MBA Specialization :HUMAN RESOUSE MANAGEMENT (HRM) (HRM)

2. PresentationOn National Bank of Pakistan

3. Introduction of Organization   NBP was established in November 9, 1949 through passing of a special ordinance in the national assembly.   NBP was established with the objective to extend credit to the agriculture sector.   NBP is largest Commercial bank operating in Pakistan   NBP has wider branch network

4.   NBP provides commercial banking and related services to individuals, corporate entities and government   National Bank has earned recognition and numerous awards internationally   National bank of Pakistan is upgrading its services and implement new application solutions to meet the challenges of growing competition

5. Business Volume of NBP Year 2011 Rs. in Million Total Assets 1,149,557,736 Total Liabilities 1,016,926,288 Shareholder’s Equity 110,520,012 Net Income 17,604,722 Advances525,045,764 Deposits927,421,438 Earning per Share 10.46 Number of Branches 1300 Number of Employees 16,924

6. NBP Competitors Public sector  First women bank limited (FWB)  The bank of Punjab (BOP)  The bank of Khyber Private Bank  MCB Bank Limited  Habib Bank Limited  United Bank Limited  Bank Al Habib Limited  Faysal Bank Limited  MCB Bank Limited  Allied Bank Limited  Standard Chartered Bank (Pakistan) limited  Other Banks

7. Organizational Hierarchy Chart

8. Training Programs

9. Account Opening Department  Help customer in filling account opening form  Recording of new account on ledger  Take signature of the customer on SS card.  Help Customer in filling Cheque and Cash Deposit slip

10. Government Department  Recording of pension payment  Making scrolls  Calculations of scrolls

11. Cash Department  Recording of Cash Receipt  Recording of Cash Payment  Making scroll of Utility bills  Calculation and Matching manual recoded value with computerized entries

12. Structure of HR Department President SEVP Legal wingDiscipline wing Training wing Industrial wing Sport wingAdmin wing Regional HR chief HR policies and project wing Welfare wingRecruitment and compensation wing

13. Function of HR Department Human resource planning and forecasting NBP use the following methods for forecasting Zero base forecasting In this method NBP use present level of employment as the starting point for determining the future staff needs in National bank of Pakistan. Bottom up approach By using this method NBP start with the lowest and forecast its employee requirements in order to ultimately provide and aggregate for caste of employment requirements

14. Use of mathematical models NBP also use this method to determine its HR requirements. This method is use to determine the relationship between the demand and supply of the employee available. Simulation Simulation is used for experimenting with real world situation through a mathematical model representing that situation.

15. Employees Recruitment and Selection Sources of candidates   Internal sources   External sources Internal sources   Job posting/transfer   Promotion for employees External sources By advertising vacant post in Electronic and print media.

16. Employment Selection Process Advertisement in Media Application, CV’s of Candidates Short listing at HR group, Head office Karachi Call Letter for Written tests Short listing and Call letter for Interviews Selection of Candidates from Interviews Job offer letters, Orientation and Training of Successful Candidates

17. Training & Development Training Need Assessment   Identify performance requirements   Fulfilling the organizational goals and objectives   Employees behavior Employee Development   Up grading the employee’s skills   Enables the employees to excel and grow in highly congenial employment condition and culture

18. Employees Compensation & Benefits NBP provide the following compensation and benefits to its employees  Provident fund and pension funds  Annual increment in pay  Promotions  Sick leave  Medical insurance  Overtime pay  Bonuses on Eid-UL-Fitar and Eid- UL-Azha  Performance base award  Specific quota has also been allocated to employee the children of retired NBP Staff  Hajj facility for regular and retired employees

19. Organizational Career Management Job changes within the Organization   Promotion   Transfer   Demotion Separation   Layoff   Termination   Resignation   Retirement

20. Labor management relations  Arrange variety of shows for the employee’s families  Provide educational funds  Instant aid to any accident  Incentives to on the job deceased

21. Critical Analysis

22. Success Factor’s  National Bank of Pakistan is one of the largest banks of Pakistan  Major business partner of government of Pakistan  Good employment benefits in NBP ensure minimum turnover rate  National Bank has clearly defined organizational structure which supports clear line of communications and reporting relationships  Confidence of the customer on NBP  On job training of the employee

23. Area of deficiencies  Poor filing system record, for finding specific record a lot of time is wasted to search that record  Lack of secrecy of customers,( Information in civil lines branches )  Hard work and performance of employee are not recognize and appreciated  Hiring of employee is not fully on merit basis  Poor customer dealing by bank staff  Ineffective use technologies i.e. online banking system

24. SWOT ANALYSIS

25. Strengths  Oldest bank of Pakistan and first nationalized bank  Stake holders and customers support and continued confidence in NBP  Major business partner of government of Pakistan  NBP Earn commission from SBP on government transactions  NBP has a strong advantage with a substantial asset base, strong branch network and financial stability

26. Weakness  Employee of NBP are not punctual  Strong political hold of some parties  The promotions of employees are often powered by senior’s favoritism  No facility available for the customer complaint  Recruitment and selection of new talent is not fully on merit base  No information desk available

27. Opportunities  Great opportunity for NBP in field of micro finance  NBP have opportunity to improve the standard and get the more share in the market  Targeting of corporate and private clients  Opportunity for NBP to expand its branches network in areas where other banks products and service are not available  ATM expansion, mobile and internet banking facilities  Opportunity for NBP to provide credit card facility to its customers.

28. Threats  Defaults in retail baking e.g. credit card fraud etc  Increase in number of foreign /private player in banking industry / increase in competition  Political influence, political personalities force bank management to select employees of their choice,or for taking loan  Increase in interest rate against loans  Extensive promotion campaign run by competitors

29. Conclusion  NBP is the largest commercial bank Operating in Pakistan  NBP has challenging work environment  NBP branch staff is not satisfy with the pay that NBP is currently offering them  NBP hiring process of employee is not fully on merit  Training is not provided the employee that are on contract basis  People trust more on NBP as compare to any other private banks.

30. Recommendations  Help desk should be established in each and every branch  Should improve its HR process for recruitment and selection  For retaining employee, NBP should offer better packages and benefits then its competitors  Make system to handle customer complaint and resolve them as soon as possible  Provide the pension holder a pension card like ATM card so that customer can get pension from ATM machine any time  Make some marketing efforts for promoting its products and services