HR Practices in

National Bank
of Pakistan

Group members
Sahar Naeem
Saima Bilal
Shabnam Mushtaq
Robina Taj
Tahira Tabassum

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Contents
Introduction
Human

to National Bank of Pakistan

Resource department at NBP

Organizational
Human

chart of HR department

Resource Planning and Forecasting

Employee
Training

Recruitment & Selection

and Development

Performance
Employee

management

compensation and benefits

Introduction to National Bank of

Pakistan

NBP was established in 1949 under the National Bank of Pakistan

Ordinance and was owned by government at that time

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 1200 local branches, 18 overseas branches along with

international banking ventures in Kazakhstan and UK

NBP has 15000 employees worldwide

Human Resource department at NBP

At start there was no concept of manpower planning in NBP

But after the privatization of NBP massive programme was launched by new
leadership to introduce a Culture Change in the organization

Main purposes of this culture change process were:

Transformation of NBP from service organization to service/profit earning
entity
Introduction of technology based infrastructure eliminating old manual
ledgers
Induction of highly educated and professional employees in the bank through
all Pakistan open merit written examination conducted by Pakistan Banking
and Finance Services Commission

1.
2.
3.

For this purpose a separate Group has been created in the bank to handle
HR matters It is called Human Resource Management and Administration
Group and it is presently being headed by Dr. Mirza Ibrar Baig.

HR Mission

Provide more talented Human Resource in all NBP functional areas in

relation to competition

Keep all the employees motivated and maintain total industrial harmony

NBP Values
NBP 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

Organizational Chart of HR department

Human Resource Planning and

Forecasting

HRP is the process of analyzing organization's human resource

needs in the light of organization's objectives, corporate and
business level strategies. It includes:
a.
b.
c.
d.
e.
f.

Developing plans, policies, and systems to satisfy HR needs

Setting human resource objectives and deciding how to meet
them
Ensuring HR resource supply meets human resource demands
Comparing forecasts of demand and supply
Planning the actions needed to deal with anticipated shortage or
overages
Feeding back HR information into the strategic planning process

NBP is employing about 100 young MBA's every year to meet

its present as well as future needs

Human Resource Planning

and Forecasting (cont..)

HRP process at NBP

Interfacing with strategic planning and scanning the

environment

Taking an inventory of the company's current human

resources

Forecasting demand for human resources

Forecasting the supply of HR from within the organization

and in the external labor market

Human Resource Planning

and Forecasting (cont..)

Methods of forecasting HR needs

1.

Internal Supply Forecasting Information

Organizational features (e.g., staffing capabilities)

Productivity - rates of productivity, productivity changes
Rates of promotion, demotion, transfer and turnover

2. External Supply Forecasting Information

External labor market factors (retirements, mobility,

education, unemployment).

Controllable company factors on external factors (entry-level

openings, recruiting, compensation).

Human Resource Planning

and Forecasting (cont..)

Factors Affecting HR Forecast and

Planning

Sales and production forecasts

Effects of technological change on task needs

Variations in the efficiency, productivity, flexibility of labor as a

result of training etc

Changes in employment practices (e.g. use of subcontractors or

agency staffs etc)

Variations, which respond to new legislation, e.g. payroll taxes or

their abolition, new health and safety requirements

Changes in Government policies

Factors affecting NBPs portfolio for e.g. Competitors etc.

Forecasting as a Part of
Human Resource Planning

Employee Recruitment & Selection

Recruitment of staff is preceded by:
1.
2.

3.
4.
5.

6.

Job analysis
In the case of replacement staff a critical questioning of the
need to recruit at all (replacement should rarely be an automatic
process)
Use external expert consultants for recruitment and selection
Equally organization may seek help from 'head hunters', to
recruit executives
Recruitment and Selection should screen for suitability of
applicants as poor selection costs a lot even for the mundane dayto day jobs
NBP strictly follows merit policy for recruitment and selection of
employees in the bank

NBP recruitment
process

Sources of Candidates
Internal Sources

1.

HR Group Head Office Karachi

All the Groups in NBP
Regional HR Wings
Special products divisions

External Sources

2.
1.

2.
3.

Industry
Educational institutions
Institute of Bankers in Pakistan

Employment 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

Employment selection process

(cont)

Job Opportunities in NBP

1.

Management Trainees

2.

Professionals

3.

MBA lady officers

4.

Customers Facilitation Officers

5.

Cash staff

Training and Development

Training is the systematic development of the attitude,

knowledge, skill pattern required by a person to perform a
given task or job adequately

Development is 'the growth of an individual in terms of

ability, understanding and awareness'

Need of Training and Development

1.

Develop workers to undertake higher-grade tasks

2.

Provide the conventional training of new and young workers

(e.g. as apprentices, clerks, etc.)

3.

Raise efficiency and standards of performance

4.

Meet legislative requirements (e.g. health and safety)

5.

Inform people (induction training, pre-retirement courses,

etc.)

6.

From time to time meet special needs arising from technical,

legislative, and knowledge need changes. Meeting these
needs is achieved via the 'training loop'

Training Process
Training need assessment (TNA)

Keys factors affecting training needs assessment are:

Defining Gap: Between Current and Desired Performance

2. Structure of training needs: Whether Organizational Performance, Individual

behavior and performance or Overall competence needs to be improved
3. Needs Level in an Organization:
a. Individual needs like knowledge, skills, attitude, performance etc
b. Group needs like teams, groups, needs of group as a whole
c. Organizational needs like environment, competitors, peers, etc
4. Quantitative/qualitative
a. Problem identification & analysis
b. Comparison/ bench marking
c. Expert opinion

Employee development

It is based on TNA of an employee

Special training programs are arranged by Organizational

Development and Training Wing headed by Executive Vice
President Mr. Muhammad Hanif at NBP

OD&T Wing formulates education and training programs

for all levels of employees from executives to lower
management

NBP has various Staff colleges across Pakistan for this

purpose

Types of Trainings at NBP

1.
2.
3.
4.
5.
6.
7.
8.
9.
10.

Know your customer & Anti Money Laundering (KYC, AML)

Basic Foreign Exchange
International Banking
Credit Risks and how to counter Risks
Frauds/ Forgeries detection and prevention
New Account Opening
Employees Communication Programme
MS Office courses
Management Courses
Annual Appraisal Formats

Employment Training and

Development Methods
1.
2.
3.
4.
5.
6.
7.
8.

Work shop
Dialogue Sessions
Quiz Programs
Lectures by NBP resource persons or professionals
from other institutes
On job Training
Tours of Trainees to different offices
Seminars
On spot training by visits of resource persons to the
respective regions

Performance management

Necessary because it improves organizational performance

via improving individual performance

It identify individual potential, what can be done to get

better results from individual skills

Helps in Appraisals and Promotions

Category
Business

Operations

Compliance

Credit

HR

Examples of Performance standards in

different departments
Standards

Targets for Deposits, Advances, Profits,

Business Volume, Import/Exports, New
Products
Operational matters like Internal workings,
Complaints and complaints handling Staff
positioning , Customer care, Follow up of
procedure, Prudential Regulations , KYC,
AML
Audit, Audit category, Audit irregularities
and their rectification, Compliance of audit
manual, Compliance of procedures, SBP/
External audit
Credit procedures, Credit formalities, Legal
issues, Export handling documents, FIM
creation, SBP Prudential Regulations
HR Issues, Training and Development,
Training needs assessment, Transfers &
postings,
Disciplinary
cases,
Frauds/
forgeries handling, Industrial relations

Performance reports

NBP has was using old ACR system for employees evaluation
until 2004 when Performance based Appraisal system was
launched by HRM in NBP

According to this system employees are assigned SMART

job goals at the start of the year then mid year and final
evaluation is made at the end of the year on the basis of
these set targets

Further employee evaluation is done by his immediate boss

regarding his motivation and behavior, then employee report
is prepared with his consent to eliminate biasness

These reports provide basis for employee appraisals,

promotions and training need assessment

Employee compensation and

benefits

Gives motivation to employees, help retain good staff, and

encourage employees to give their best

Employee compensation and benefit rules are decided by

government along with market mechanism

Good Employment Benefits in NBP ensure minimum turnover

rate

Employee compensation
and benefits (cont)

Competitive Wage Policy

At present, salary structure of NBP employees is much

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

House Rent Allowance (50% of basic pay)

Conveyance Allowance (minimum 90 liters of petrol to
clerical staff, 120 liter OG-III, 130 Liters OG-II, 140 to
OG-II, 240 TO AVP and so on.)

Utility Bill Allowances

Education Allowances
Medical Allowances (for medicines)
Maternity Allowances

Employee compensation and

benefits (cont)

Spot Cash Awards:

They

are awarded for extraordinary counter service or adopting

precautionary measures to prevent frauds/ forgeries

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
Mostly

managers are benefited from this award to motivate them

for procuring more business

Employee compensation and

benefits (cont)

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

However

from the year 2009, concept of "Pay for Performance"

is implemented in NBP for all the officers and executives

Loan

Facilities

Motor

Cars for Branch Managers

Promotions

Employee Job Changes

Factors affecting the employee job changes are:

Specialized Assignments
Specialized Work Force
Introduction of Special Products

Job changes within organization

Transfers: maximum period for an employee to stay at one

place is three years in NBP
Separations
Terminations
Resignations
Retirement

Organizational career management

It is based on the policies of the organization keeping
in view following factors:

1.
2.
3.
4.
5.
6.
7.
8.

Resources
New developments
New products
New policies
Motivation
Promotions
New employments
NBP always stresses the need for career management due
to its ongoing development and progress to meet the
requirement of competitive environment prevailing in the
banking sector

Conclusion

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

NBP is a caring employer which enables the employees to excel

and grow in highly congenial employment conditions and culture