NATIONAL BANK OF PAKISTAN

HR PLAN

Submitted by : Muhammad Qasim

BM-26464 (MGT-501)
Human Resource Management
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Contents
Introduction.......................................................................................................................................5
Vision...............................................................................................................................................5
Mission............................................................................................................................................5
Core Values......................................................................................................................................5
Goals................................................................................................................................................5
HR mission......................................................................................................................................5
HR Values........................................................................................................................................5
Human Resource Planning (HRP):..................................................................................................6
Step 1: Analysis of the Plans and Objectives of the Organization:.................................................7
Step 2: Analysis of Human Resource Requirement (Demand):......................................................7
Step 3: Analysis of Human Resource Availability (Supply):..........................................................7
Step 4: GAP Analysis:.....................................................................................................................7
Step 5: Human Resource Planning:.................................................................................................7
Step 6: Monitoring & Control:........................................................................................................7
Job Analysis & HR Planning Process in National Bank of Pakistan............................................8
Job Analysis of National Bank of Pakistan:....................................................................................8
Job Analysis for Top Level Management:.......................................................................................8
Managerial Job Description:.......................................................................................................8
Human Resource Planning Process of National Bank of Pakistan:................................................9
Forecasting Employee Demand:.................................................................................................9
Forecasting Employee Supply:....................................................................................................9
Recruitment:....................................................................................................................................10
Stages of Systematic Approach to Recruitment:...........................................................................10
Detailed HR planning:...................................................................................................................10
Recruitment Sources (internal and external):................................................................................10
Internal Sources:........................................................................................................................10
Selection Process:.............................................................................................................................11
Preliminary interview:...................................................................................................................11
Completion of Application Form:.................................................................................................11
Employment tests:.........................................................................................................................11
Comprehensive interview:.............................................................................................................11
Background investigation:.............................................................................................................11
Conditional job offer:....................................................................................................................11
Medical/physical exam:.................................................................................................................11
Final selection:...............................................................................................................................11
Recruitment and Selection Process in National Bank of Pakistan:...............................................12
Selection Procedure:..................................................................................................................12
Performance Appraisal:..................................................................................................................14
Method of Performance Appraisal:...............................................................................................14
Traditional Methods:.................................................................................................................14
Modern Methods:......................................................................................................................15

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 Job Evaluation:..............................................................................................................................15
Detail jobs analysis:...................................................................................................................16
Identifying relevant job factors:................................................................................................16
Points are allocated for each job factor.....................................................................................16
Total score of the points give evaluation of their job................................................................16
The Job Evaluation Criteria of National Bank of Pakistan:..........................................................16
Appraisal Approach of National Bank of Pakistan:..................................................................16
Performance Appraisal Process in National Bank of Pakistan:.................................................17
Proposed Strategies for Improving Performance Appraisal of National Bank of Pakistan:.....17
Discipline:.........................................................................................................................................19
Disciplinary Procedure in National Bank of Pakistan:..................................................................19
Grievance:........................................................................................................................................20
The Grievance procedure:.............................................................................................................20
Grievance Procedure at National Bank of Pakistan:.....................................................................20
Personal Records Maintenance......................................................................................................21
Dismissal:.........................................................................................................................................21
Friendly Talk:................................................................................................................................21
Oral Warning:................................................................................................................................21
First Written Warning:...................................................................................................................21
Final Written Warning:..................................................................................................................22
Suspension:....................................................................................................................................22
Demotion:......................................................................................................................................22
Need for the Effective Management of Employee Dismissal:......................................................22
Employees Turnover:......................................................................................................................21
Causes of Employee Turnover:.....................................................................................................21
CONCLUSION.................................................................................................................................22

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Introduction

Vision

”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 Nation’s 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 stake holder's 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 tomorrow’s challenges
• Awareness of social and community responsibility
• Value creation for all stakeholders

Goals

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

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HR Plan – NBP 6
Human Resource Planning (HRP):

Human resource planning is the process of determining an organization’s human resource needs. It
involves forecasting and planning for the acquisition, retention, improvement and the
utilization of HR. In other words we can say that it is the process through which
management select the right number of workforce for the right job, at the right place and
at the right time. This means to complete the task more effectively and efficiently and
take more benefits that will help in the success of organization. Planning is a very
important part of any activity. In organization, every decision needs its own set of plan,
as there is a saying that “if you plan to fail, you plan to fail”. Let us take an example of a
firm who wants to enter into a new business or market, for the success of a new business
of a firm they should have proper planning of expansion along with the need of financial
and human resources. So HR Planning Process is the carrying out of analysis of existing
workforce and the forecasted man power. This process also includes the development of
training, skills, abilities and capabilities.

Objectives of Human Resources Planning (HRP):

Following are some of the objectives while carrying out human resource planning:
Ensures right number of workforce for the right job, at the right place and at the right time.
To reduce excessive labor turnover & high absenteeism.
To forecast future requirements i.e. availability of finance and HR Labor.
To ensure employees satisfaction and developing of their skills.
To facilitate training and development programmes.
To ensure organization is responsive to changes in the environment and technology.
To improve productivity which help to achieve organizations goal.

Process of Human Resource Planning:

The following diagram shows the process of HR Planning:

(Figure 1: Process of HRP)

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Step 1: Analysis of the Plans and Objectives of the Organization:
The organization should be clear about its objectives and strategies. The business policies such as
profitability, financial plans, production targets, market forecast and budget etc. are
always based upon and should be related to manpower planning.

Step 2: Analysis of Human Resource Requirement (Demand):

This step involves forecasting HR needs based on organizational objectives. Organizations consider
several factors while forecasting demand. Factors like objectives of the organization,
requirement of work force i.e. how many human resources are required for the
achievement of organizational objectives, the cost of labor, and environmental factor like
technology and social norms are crucial for demand forecasting.

Step 3: Analysis of Human Resource Availability (Supply):

In step three, organization checks the current position of their employees that how well they are
doing the existing programs and then forecast what additional programs they can do.
This step is the analysis of the present resources such as internal HR supply, external HR
supply, analysis of the human resource utilization etc.

Step 4: GAP Analysis:

After doing the demand and supply analysis there may become three situations.
First situation: demand may become equal to supply so no actions are needed in this
situation. Second situation: there may be surplus of workers so in such a situation steps
like early retirement, restricted hiring and downsizing are appropriate.
Third situation: a shortage of employees may arise so in such a scenario process of
recruitment and selection should carry out.

Step 5: Human Resource Planning:

This step involves developing a strategy or plan to meet the organizational human resource needs.
Organization need to prepare such a plan which removes the Gap between demand and
supply within the financial resources available to them. This should ideally take the form
of comprehensive human resource plan with various dimensions, such as organizational
structure, recruitment & selection, training & development, promotion, staff reduction,
retrenchment etc. So at that time not all the elements may require, only the prior matters
then be incorporated into plans.

Step 6: Monitoring & Control:

This is the final step in which all the process is reviewed and then takes some corrective steps
where necessary. This step also ensures that HR planning is going according to the
organization strategic plan and matches the demand and supply.

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Job Analysis & HR Planning Process in National Bank of Pakistan

Job Analysis of National Bank of Pakistan:

Job analysis is very important task because on the basis of that many administrative and managerial
decisions are made, such as recruitment, selection and training etc.

At National Bank of Pakistan the job analysis is conducted when the organization wants to open a
new branch, setting up new technology or new services etc.

The purpose of job analysis is:

 To collect information about the different level of activities to be performed

 To collect the data about education, skills, experience, personnel qualities
 To select the suitable person for right job

Job Analysis for Top Level Management:

The job analysis for the top management is done directly by the head office situated at Karachi and
the head office uses internal as well as external source of recruitment to fill the vacant job
accordingly. Following is one of the example of job description and job specification of
the managerial post of Bank.

Managerial Job Description:

Job Title: Branch Manager

Job Summary: Promotes banking in the community and manages branch

operations in coordination with the head office.

Tasks
Highlight the services of the bank in the community to attract people for opening
their accounts to increase the bank assets.
To operate the branch in such a way that the cost of operation is minimized and the
services are maximized.
To check and issue loans on merit for the increase of bank revenues.

Managerial Job Specification:

Experience: This job is for the trained person and should have
minimum 2 years of working experience. Previous job performance
should be good.
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Personality: Attractive

Qualification: MBA or MS in relevant field.

Human Resource Planning Process of National Bank of Pakistan:

HR Department is responsible for an effective HR planning regarding demand and supply

of employees and forecasting for these practices. The objectives of human resource
planning for National Bank of Pakistan is same like the other organizations i-e to forecast
and plan for the acquisition, retention, improvement and the utilization of HR. At National
Bank of Pakistan, Human Resource Planning involves a decision making in three areas of
combined activities:

In the first step the National Bank of Pakistan make a list of requirements to the specified job
keeping in view its needs, objectives, additional human resource and skills required, then
bank is able to hire the services of right kind of person to that job.

In the second step the National Bank of Pakistan make plans for motivation of their employees by
giving them different sort of targets and incentives on their achievement for bringing
excellence in the performance of employees in their organization.

In the 3rd step, employee goals and the organizational goals are interlinked.

Following are the different situations for which National Bank of Pakistan carries out different
human resource planning.

Forecasting Employee Demand:

 Opening a new branch
 Setting up or starting with new technology
 Changes in customer demand
 New services

Forecasting Employee Supply:

 Transfers
 Internal Movements (promotions)
 Job Rotations
 Overtime

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Recruitment:

Recruitment is the formal process of selection of employees. It is the systematic process of searching
of candidates for employment and encourages them to apply for jobs in the organization.
The overall aim of recruitment is to obtain the quantity and quality of employees.
Effective recruitment is very important for any organization because it is the action in
which management goes into labor market to find individual who is best suited to the job.
This is done only when they communicate the position in such a way that eligible job
seekers respond in positive manner. Similarly the organization must provide essential and
clear information about the job, so that candidates who are not eligible on the given
criteria can consider themselves out of job candidacy. The good recruitment should attract
the qualified and discourage the unqualified, and this will also minimize the cost of
processing unqualified candidates.

Stages of Systematic Approach to Recruitment:

The recruitment process begins when the human resource department starts receiving requisition for
recruitment from any department of the organization. A systematic approach to
recruitment process involves the following steps:

Detailed HR planning:

A detailed document of human resource planning, which contains anticipated detail of required
human resource i.e. how much organization needs human resource to meet it objectives.
 Job analysis: (detail of particular job duties and requirements)
 Job description: (detail information of the competent tasks and duties)
 Job specification: (detail statement of professional qualification & skills required for job)
 Identification of recruitment source
 Preparation and publication of information (advertisement)
 Managing the response
 Short-listing
 Conducting Interviews

Recruitment Sources (internal and external):

Internal Sources:
“Filling of job vacancies from within the organization where selection is made from existing
employees rather than employing someone from outside”. Present employees, employee referrals,
dependents of diseased and retired are the internal sources for recruiting employees.

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Selection Process:
Selection process Involves screening of candidates by which best suitable person is chosen for a
vacant post from a pool of candidates. And rejecting the other who are not found eligible
as per their qualifications and suitability for job. The main objective of the selection
process is to choose the right person for the right job.

The selection process typically consists of eight steps:

Preliminary interview:
The first step in the selection process involves screening of candidates by initial interview and
short-listing the list of candidates.

Completion of Application Form:

Application form is the specific employment form used to get specific information which the
organization wants. In this step applicants are asked to complete the organization’s
application form.

Employment tests:
Performance simulation test (job behavior), In order to test the aptitude of candidates.
Work sampling (In order to check their skills for the prescribed job)
Assessment centers (In order to evaluate candidates individual and group performance)

Comprehensive interview:
Interviews involve a face-to-face meeting with the candidate to investigate the areas which is not
addressed by the application form or tests.

Background investigation:
Verification and investigation from the application form about the backgrounds like:
Former employers
Previous job performance
Education
Legal status to work
Criminal records

Conditional job offer:

Job is offered on probationer bases for certain period of time. After fulfillment of certain conditions
and successful performance in that period the tentative job may become permanent.

Medical/physical exam:
An examination to determine an applicant physical fitness for essential job performance.

Final selection:
Individuals who perform successfully in preceding steps are now considered eligible to receive the
employment offer.

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Recruitment and Selection Process in National Bank of Pakistan:
National Bank of Pakistan makes recruitment of three kind of employee’s for the fulfillment of
their need of expansion and growth i.e.
 Top Management
 Trainee Officers
 Contractual Employees

This recruitment is made on the basis of the requirement e.g. top managerial post is fulfilled either
from internal or external sources with good experience and qualification.
Trainee officers are fresh candidates usually recruited from external sources, who are having the
prescribed qualification for the post. Internal recruitment is also made by upgradation of
the lower employees with the same qualification or better performances at the lower post
in the same organization.

Sometime contractual employment is made till the availability of permanent employees for the
post. Such type of employment is usually made on emergency bases.

Following sources are used to invite applications from suitable candidates for internal and external
recruitment:

Newspapers:
National Bank of Pakistan advertises the vacancies in popular newspapers, which can either
be in English or Urdu language according to the need of job and situation.
Website:
National Bank of Pakistan has also adopted online recruitment process like ROZEE.PK and
other online job offering websites, where they advertise the vacancies. National Bank of
Pakistan also has its own website, where they advertise the vacancies.
Direct Applicants:
Fresh graduates keep on submitting their CVs to the HR Department from time to time. HR
Department selects the effective persons for interview and tests whenever a job is vacant.

Selection Procedure:
After the recruitment, the selection of most reliable and capable applicants is made at National
Bank of Pakistan under the supervision of HR personals.

First of all National Bank of Pakistan advertises in the media (newspaper, magazine, website etc.)
that situation is vacant for the following post, for which their criteria are:
 Candidate must be a citizen of Pakistan.
 They must be qualified in the relevant field having graduate or post-graduate degree.
 Should have attained the age of 18 years but not be exceeding the age of 35 years.

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Applications are invited from candidates on prescribed forms against the vacant posts advertised in
the newspapers, after advertisement different people apply for the job. In the preliminary
CV, irrelevant applications are screened out and relevant applications are called for
written test. This test is examined by IBP (Institute of Bankers Pakistan). The test pattern
is of GMAT format in which they judge the person job behavior and skills of doing
individual and group simulation tasks. Then there is an initial interview in which one
topic is given to each candidate and asked to debate on that. Further screening is made
from the group discussion which is examined by 10 HR executives of National Bank of
Pakistan. In this way they judge their personality traits and leadership qualities. Now
final interview is conducted by the president of National Bank of Pakistan at the regional
office. Then job is offered to deserving candidates who are sent for training to the head
quarter, which is based at Karachi where they undergo intensive training in various
fields. After completion of training they are sent to different branches.

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Performance Appraisal:

Performance appraisal is the assessment of an individual’s performance in a systematic way, in

which the performance is being measured against such factors i-e job knowledge, quality
& quantity of output, initiative, leadership abilities, co-operation, judgment, loyalty etc.
Assessment should not be confined to past performance alone. On the basis of
performance appraisals of employees, certain decisions are made i-e promotion, training,
transfers, bonuses & incentives etc.
Appraisals play a very important role in the employer’s management and their performance. The
main objective of performance appraisal is to improve employee’s efficiency. Appraisal
can be used by the organization in the following ways.

 To improve employees efficiency and their performance

 Develop confidence and hopes in employees about their career development
 Give feedback of the employees to the managerial staff
 Helps in motivating employees
 Provide uniform mechanism of evaluation to all employees
 Establish direction through objectives for performance
 Provide standard criteria for promotion and increase in the salary of employees
 Provide justification for transfers and discharges
 Helps in better understanding between employees and supervisors

Method of Performance Appraisal:

There are lot of methods of performance appraisal and can broadly categorized into two types.

Traditional Methods:
Traditional methods are comparatively older methods of performance appraisals which are only
based on personal qualities i-e knowledge, loyalty and leadership etc. Following are
different traditional methods:

Unstructured Method: In this method, appraisal process doesn’t follow any specific
structure. It is only based on the description of the employee by the superior i-e judgment
of leadership qualities by the superior.

Ranking Method: In this method superior is asked to rate all the employees from highest
to lowest. Thus it is easy for superior to rate the best and worst one among all.

Paired Comparison: In this method, each member performance is compared with every
other member in the group. Thus a ranking system is formed and best one is chosen.

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 Man to Man Comparison: In this method performance of employees is determined on
certain factors i-e initiative, leadership and other personal qualities which are compared
with another employee.

Forced Choice Method: A type of method in which two options is given to the rater and
the rater must choose one of them about employee’s work behavior.
E.g. is he loyal? (Yes or No)

Essay Method: In this method evaluator writes an essay about employee strength,
weaknesses, and past performance. But there is a major disadvantage in this method i.e.
personal clash

Checklist Method: In the checklist method, a rater is given a list of behavioral description
and the evaluator merely goes down the list and check off ‘Yes’ or ‘No’ to each question.

Modern Methods:

Modern methods were formulated to improve upon traditional methods. Modern methods remove
the shortcoming of old methods such as biased and prejudiced. Some of the modern
methods are:

Behavioral anchored rating scale (BARS): A performance appraisal technique that appraises an
employee on example of actual job behavior rather than traits. Advantage of this method
is the focus on specific and measurable job behavioral and the disadvantage is time
consuming.

Management by Objective (MBO): This method is not done by a single person (Boss) but it is
done through mutual communication between boss and employees. It is the process of
goal setting and feedback.

360 degree feedback:

A performance appraisal method that utilizes feedback from supervisors, employees and
coworkers. This is thorough process but time consuming.

Job Evaluation:

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It is the systematic approach for finding the value of the job offered by an organization. In this we
review the job not the person who is performing it. One of the simplest methods of
analysis is to break it into different factors; each factor is then allotted some points or
score, on the basis of those points job is then evaluated e.g. level of experience,
knowledge, skill required etc are the factors which score points in the process of
evaluation. The main purpose of job evaluation to give employee wages in such a way so
that, they feel motivated.

When using job evaluation the organization must focus on these points.

Detail jobs analysis:

 The details job analysis will clearly provide detail information about the following main
tasks.
 The specific skills and abilities needed for certain job
 The value of assets
 The working conditions
 The number of employees answerable to the employer

Identifying relevant job factors:

These includes skills needed for the job, qualification required, the level of responsibilities,
physical efforts levels needed and better working conditions

Points are allocated for each job factor

Total score of the points give evaluation of their job

In jobs evaluation, jobs that require greater qualification, more responsibilities and duties should be
paid more than jobs with lesser requirements. The salary of the employee will be
according to the responsibility which they have to perform.

(Job and work analysis, Date Accessed 28/06/2009)

The Job Evaluation Criteria of National Bank of Pakistan:

In National Bank of Pakistan the job evaluation criteria is the basic pay; the fixed salary or wages
which constitutes the rates for the job. In the skill based jobs, these rates may vary
according to the skill and competence of a person. The rates are fixed by managerial
judgment that what is required to recruit and retain the employee.

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There is no concept of bonuses, commission or over time related pay. The official timing of bank is
09.00 AM to 06.00 PM but almost all of the employees have to work till 08.00 PM.
However, for this additional work they are not given any additional remuneration or over
time.

Appraisal Approach of National Bank of Pakistan:

Regarding the performance appraisal, National Bank of Pakistan adopts both types of
approaches.

Traditional Approach:
This approach of appraisal is about the overall organization, on the basis of their past performance.
In the National Bank of Pakistan, it is reviewed at branch level. Each branch is
responsible to show its performance in accordance to the set goals in a positive direction.

Modern Approach:
In this method the employees are allocated certain goals or targets to be fulfilled in the given
period, which show the overall performance of each employee e.g. they are asked to
collect the deposit of certain amount in the prescribed period. The performances of all
the branches are reviewed at the end of December. Till yet National Bank of Pakistan,
has no computerized system to assess the performance of employees.

Performance Appraisal Process in National Bank of Pakistan:

The performance appraisal process in the National Bank of Pakistan Ltd. is carried out in the
following manner:
 A work target is given to the employees in accordance with the expectation of the
employers through which employees are evaluated.
 The National Bank of Pakistan develops performance appraisal form at the beginning of the
year and makes it known to all employees about their criteria of evaluation.
 The employees are observed and checked on that fixed criteria for certain period of time say
1 year or 6 months and their points are scored at the end of that period.
 It establishes the assessment of performance and the progress against work expectation.
 This formal documentation of performance through completion of the Performa provides a
tool for evaluation of the work of each employee.
 After completion of the form, they discuss the appraisal with the employees.
 At the end, appropriate action is recommended in accordance with the appraisal of
employees.
 Report is submitted by the manager to the higher authorities about the evaluation of
employee from different dimension, which help them to award them with increment or to
stop their increment for the coming year.

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Proposed Strategies for Improving Performance Appraisal of National Bank of Pakistan:
Normally performance appraisal is carried out by mutual understanding of employees and
employers where some achievable targets are set and the performance is evaluated by
scoring certain points from the factors which are derived from segmentation of the task
and finally the results are obtained from accumulation of the points achieved during a set
period of time. The high or low score of each individual employee is used for giving
them promotion or increment.

Following are the some recommendations for improving the effectiveness of this method of
appraisal in National Bank of Pakistan:

 The method should be made transparent by using computerized system which are connected
throughout the branches on net, so that overall comparison of the employees can easily be
made and no favoritism or nepotism should be given.
 This evaluation of appraisal of performance should only be used for motivation purpose and
not for penalizing their employees. Those who are able to score high points should be
awarded in such a way that other employees are motivated to achieve that kind of target in
future.
 Those who are not able to achieve 50% of their target should be only given letter reprimand
or warning to improve their work or their increment may be stopped next year if they do not
improve their required result.
 Feedback is also very important factor for improvement of performance appraisal of the
employees in the National Bank of Pakistan.

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Discipline:
Discipline is the set of rules and regulation for people to follow usually in an organization. If
organization did not have any discipline and rules about the way their employees should
behave then simply they would be free to do anything they want.

Disciplinary Procedure in National Bank of Pakistan:

There is a list of disciplinary procedure which is very important for every employee to follow these
rules and regulations are
 In National Bank of Pakistan maximum 85% attendance is very important for every
employee. The National Bank of Pakistan doesn’t compromise on attendance. There are no
excuses for formal absentees. If the attendance record of any employee below from 85%
then strict action is taken against him.
 The working hour of National Bank of Pakistan is from 9am to 6pm. If any person is late
from 9am then action is taken against him. If the reason for coming late is formal then no
action is taken against an employee.
 If anybody found who misuse the property of National Bank of Pakistan then organization
takes strict action against him.
 Every employee should come in proper dress to the office.
 Misbehavior with customers is not allowed.
 Smoking is prohibited inside the organization; this rule is applied on the employees as well
as on customers.
 Anything which harms the image and reputation of organization is strictly prohibited.
 Taking interest in organization activities is the duty and responsibility of every employee

The rules and regulation of National Bank of Pakistan is very simple. They believe in having
comfortable and friendly environment so the employee can enjoy their work. If someone
tries to break the rules and regulation of the National Bank of Pakistan then manager has
the authority to take strict action against him. National Bank of Pakistan is in the
position to give benefits to their customers and employees under certain discipline that’s
why National Bank of Pakistan doesn’t compromise on their rules and regulation.

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Grievance:
It is a formal way of resolving a problem at work. A grievance is a matter connected with the terms
and condition of employment or working arrangements that affect an individual directly
or affect their personal dealings or relationship with other staff members of the
organization. It occurs when employee feels himself that he/she is treated wrongly by his
supervisor or colleagues.

The Grievance procedure:

It is a process to resolve disputes, problems and misunderstandings associated with the staff of the
organization. This procedure is used in every organization and it is very important for
every organization. If employee has suffering from problem related to other employee
then he/she should immediate contact to his senior staff for resolving the problem.

Grievance Procedure at National Bank of Pakistan:

The proper procedure for every problem is handled in National Bank of Pakistan. If any employee
have suffered from some problem then first of all he goes to the regional manager and
discuss the problem with him after this if the regional manager is not in the position to
solve his/her grievance then the problem is forwarded to be the HR department. HR
department will continue the work on the problem, if the grievance of the employee is
valid then the HR department will remove the grievance and the problem will be solved,
but if the grievance is invalid then the grievance will be rejected.

The grievance procedure of National Bank of Pakistan is simple. If the grievance occurs in the
organization the human resource department will solve it. HRD put all its efforts for
solving the employee grievance. Their aim I to solve the problem as soon as possible
because grievance may cause damage to the image and reputation of the National Bank
of Pakistan in the market.

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Personal Records Maintenance

Every organization needs to full fill the personal records of every employee. Personal records
contain information which is kept on every employee of the organization to form an
employee record. Such records are used for the internal use of the firm as well as by the
government and other agencies.

The need for the effective management of personal records arises because the personal data of
employee’s history is very important to be stored whenever updating is required then the
stored data may be use.

When government and agencies wants detailed of any employee then the detailed must be provided
to them. Personal or work information is very important for the organization it will gives
help in management areas such as recruitment, selection, health and safety issues and in
training and development etc.

The purpose for storing the personal records is to gather or use of communicate information about
the human resource of an organization.

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Dismissal:

It is the termination of the employee’s contract by the employer with or without notice. It is also the
expiry of fixed term contract without renewal.

If an employer keeps an employee in his employment, but on a different contract the employer is
terminating the existing contract and it will count as dismissal. There is a specific
procedure for dismissals of employee. Every organization has different dismissals
procedure but the general dismissal procedure is mentioned below

Friendly Talk:
If the mistake is for the first time and is not so serious then employee should be warn via friendly
in formal talk for not repeat the mistake in future.

Oral Warning:
If the mistake is repeated again then oral warning given to the offender. The human resource person
invites him talks to him and warns him again to be aware such a minor actions in the
future.

First Written Warning:

When the mistake is again done by the offender then written serious warning is given to him. The
mistake which offender is doing again and again is converting in to the habit of the
offender to avoid this habit an organization gives a written warning consist of the details
of complaints or mistakes to the offender. In this written warning the organization warns
him to not repeat this in future.

Final Written Warning:

If an employee making a habit of such type of minor mistake again and again then this action
damages the reputation and image of the organization then a final written warning given
to him. This warning letter consists of the details of the minor mistakes and
improvement of the mistakes. The organization strictly warns him to not repeat these
mistakes in future otherwise he/she will be suspended from the job.

Suspension:
If the mistake is strong then the employee may be suspended from the job without pay. Depending
on the level of the mistake the suspension may take up to two months or more.

Demotion:
If the offender is not changing himself then he will be demoted from his post or position. Then this
position is given to other staff member who is perfect for this position.

HR Plan – NBP 23
Need for the Effective Management of Employee Dismissal:
When any employee who found in fraud or in corruption in organization then the organization used
the dismissal tool against him This tool organization thus uses when the problem is
serious and against the laws and regulations of the organization. If the fraud or
corruption of the employee is proved upon him/her then they will be dismissed from the
job for maintaining the future discipline of organization that no other employee should
repeat the same task in future. The need for the effective management is very important
for every organization because dismissal of any single employee from the job can affect
the other staff members of the organization either in negative direction or in positive
direction. Sometimes the reason of dismissal is not so much serious then they should be
warn orally and allowed him/her to work in organization but if the problem is serious
then there is no chance for leaving him without an inquiry. Every organization has an
inquiry department. This department takes a check on every employee. If an employee
who found to be in fraud then this inquiry department will start inquiry on that
employee. The department will give a written final warning to the employee before
dismissal. The need for the effective management of employee is very important because
may be sometime the employee is not involved in such type of activities (fraud or
corruption) and the organization claim upon him that he/she is involved in that activities
then this action may be discourage that employee and may be on the basis of that claim
the employee leave that job rightly. Following are some steps which are very important
before employee dismissal.
 First investigate that the employee is truly involved in fraud or in corruption.
 Take a check upon the employee for the specific time.
 If under this check he/she found in that activities then send the problem to the inquiry
department.
 The inquiry department will give oral or written warning to that employee but during this
warning the department will investigate him/her.
After a lot of inquiry or investigation if the employee is involved in those activities then dismissal
letter sent to that employee. At the end the employee should be dismissed from the job.

HR Plan – NBP 24
Employees Turnover:
Employees Turnover is the rate at which an employer gains and loses employees.
Employee turnover is costly to the company because immediate vacuum is
created which is difficult to fill. Placement of inappropriate person may take
place before recruitment of suitable person. Thus lot of damage to the
organization may occur in the due course.

Causes of Employee Turnover:

 One problem is the type of the work, if the working environment is not good and
there is no opportunity to excel in the existing hierarchy then it creates the
problem of employee turnover.
 Misunderstanding between the management and workers also leads towards the
rise in turnover.
 The workers join the unions, most of the time unions challenges the management
and creates problem for the workers and thus the management take hard action
against workers and employee turnover increases.
 Employee turnover can increase due to not fully fitness of the employee’s i-e both
physical and mental.
 When employee changes the job from one industry to another for better wages, it
creates employee turnover in previous industry.
 If an employee is not fit enough for the job and has completed 10 years of service,
then golden handshake is given to them in the form of incentives.
 The bad recruitment and selection applied by the management may leads to the
occurrence of employee turnover.
CONCLUSION

Organizations exist when two or more people work towards achieving common goals. An
organization can never be better than the people it hires. Hence we have to get
the best to be the best because the performance of the employees reflects the
company’s image and standing in the market. Better the quality of the
employees better the performance of the company.

National Bank of Pakistan is engaged in several business activities. There are various
different techniques and methods that the management goes through, in order
to run this organization. To stay on top, National Bank of Pakistan has adopted
modern and up to date human resource management concepts. They adopted
such approaches that they have been able to keep their employees satisfied and
happy for so many years.

This report has highlighted different aspects of human resource management plan i.e. HR
planning, job analysis, recruitment & selection, hiring, dismissal, evaluation
and assessment of employees along with personal recommendation and
procedures that might be useful for the National Bank of Pakistan HR
management.

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