National Bank Of Pakistan

Group MembersIsmail Mohmand

Ibrahim Khan

Introduction NBP was established in 1949 under the National Bank of Pakistan Ordinance and

was owned by government at that time.

 Headquarter in Karachi.

Acted as an agent of the central bank wherever the State Bank did not have its own branch

NBP got privatized in 2002 and now it is owned mutually by Abu Dhabi based foreign consortium and Government of Pakistan

It is the only bank in Pakistan's financial sector that caters for all type of financial needs of the customers as well as the State

It is the only Pakistani bank with multinational status

NBP has 1280 local branches.

18 overseas branches along with international banking ventures in Kazakhstan and UK

NBP has 15000 employees worldwide

Recruitment & Selection

Recruitment

Recruitment of staff is preceded by:

1. Job analysis

2. Use external expert consultants for recruitment and selection.

3. Equally organization may seek help from 'head hunters' to recruit executives

4. Recruitment and Selection should screen for suitability of applicants as poor selection costs a lot even for the mundane day-to day jobs

5. NBP strictly follows merit policy for recruitment and selection of employees in the bank.

NBP recruitment process

Recruitment & Selection

Advertising Bank Sources Institute of

Bankers Pakistan

Sources of candidates

1. Internal Sources

HR Group Head Office Karachi Regional HR Wings Special products divisions

2. External Sources

1. Industry

2. Educational institutions

3. Institute of Bankers in Pakistan

Selection process

As per requirement of the bank, the HR group circulates details of all the vacancies in all the branches through Regional HR Departments.

Applications are screened of internal applicants and suitable candidates are called for interview after scrutiny.

Selection process

Evaluation Criteria

Personality Test Interviews Background

Checks

R.S.Process (cont…)

Advertisement in Media

Applications, CV’s from Prospective Candidates

Shortlisting at HR group, Head office Karachi

Call Letter for Written tests by IBP

Shortlisting and Call Letter for Interviews

Selection of Candidates from Interviews

Job Offer Letters , Orientation and Training of Successful Candidates

Orientation:

NBP conduct one week orientation program for the new comers where they are introduce to all department, employees and to the own jobs

Compensation and Benifits

COMPENSATIONS: Base pay

Commissions

Over time pay

Stock options

Travel /meal /housing allowance

BENEFITS: Insurance

Medical

Leave

Retirement

Tax benefits

Retention Strategies

Competitive Wage Policy: At present, salary structure of NBP employees is much better than its

competitors. Besides basic pay, allowances are also paid to employees irrespective of their grade or scale.

Special Cash Awards: Every year, best performers are awarded with cash awards ranging

from Rs. 100,000/-to Rs. 500,000/- depending on the grade of the employee.

Annual Increase:

Employees (AVP and above) get annual increase in their basic pays depending on

their performance, cost of living with increase rate varying from 4% to 17%.

All other employees get their annual increase as per rate announced by the Head

Office irrespective of their performance.

from the year 2009, concept of "Pay for Performance" is implemented in NBP for

all the officers and executives.

DILEMMA FACED BY NBP

Poor record management and filing system:

Filing system is not good. When certain record is needed the staff has to struggle to find it out and a lot of time is wasted.

Unequal distribution of work:

Some employee have to work all day without relaxing while some others have nothing to do at all. This not only creates confusion among employees but also hurting and disturbing for overall setup of the bank.

Excessive paper work:

Due to the lengthy procedure of paper work the bank employee are over burdened. And face difficulties in getting their job done. Due to the lack of computerized technology.

More accounts fewer deposits:

Efficient banking is one which does not emphasize on number of accounts but on greater amount of deposits. NBP is more interested in increasing its number of account irrespective to its deposit.

Job analysis is not effective:

how a right person can be hired, trained, compensated or promoted. Most of the employees are simple graduate and do not have proper background about their job.

Lack of appreciation:

If hard work and performance of employees is not recognized and appreciated they become dishearten which results in decline in performance.

Recruitment policy:

If the personnel are recruited carefully they can become asset to the organization. Bank is not following its recruitment policy properly due to favoritism, nepotism and political pressure.

Promotions:

Promotion in NBP is purely on the basis of seniority. Top management and staff union put pressure for the promotion of their favorites.

Suggestion

Delegation of authority

Performance Appraisal

Technological Advancement

Improper Distribution of Work

Favoritism and nepotism

Inter Departmental Transfer

Thank you