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Human resource management HR planning process in NBP
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HR Practices in National Bank of Pakistan
Group members
Sahar Naeem 04-arid-142Saima Bilal 06-arid-123Shabnam Mushtaq 06-arid-202Robina Taj 06-arid-119Tahira Tabassum 06-arid-151
ContentsIntroduction to National Bank of Pakistan
Human Resource department at NBP
Organizational chart of HR department
Human Resource Planning and Forecasting
Employee Recruitment & Selection
Training and Development
Performance management
Employee 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: 1. Transformation of NBP from service organization to service/profit
earning entity2. Introduction of technology based infrastructure eliminating old
manual ledgers3. 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
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 ValuesNBP 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
President
Dr. Mirza Ibrar Baig SEVP /
HR Group
Coordinator Secretary
Institutional Discipline
Wing
Legal Affairs OD&T Wing Industrial
Relation Wing Personnel
Administration
Recruitment & Selection
Staff Loans & Welfare
HR Policies & Project
Regional HR Chiefs at RHQ
levels
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. Developing plans, policies, and systems to satisfy HR needs b. Setting human resource objectives and deciding how to
meet themc. Ensuring HR resource supply meets human resource
demandsd. Comparing forecasts of demand and supplye. Planning the actions needed to deal with anticipated
shortage or overagesf. 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
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 NBP’s portfolio for e.g. Competitors etc.
Human Resource Planning and Forecasting (cont..)
Forecasting as a Part of Human Resource Planning
Determine
Organizational Objectives
Demand Forecast For
Each Objective
Aggregate Demand Forecast
Does Supply Meet
Demand?
Choose Human Resource Programs
Internal Programs
Promotion Transfer Career
Planning Training Turnover
control
External Programs
Recruiting External
Selection Executive
Change
Internal Supply Forecast External Supply Forecast
Go Feasibility Analysis Steps
Aggregate Supply Forecast
NO
YES
SUPPLY FORECASTING
Employee Recruitment & Selection
Recruitment of staff is preceded by:
1. Job analysis2. In the case of replacement staff a critical questioning of the
need to recruit at all (replacement should rarely be an automatic process)
3. Use external expert consultants for recruitment and selection
4. Equally organization may seek help from 'head hunters', to recruit executives
5. Recruitment and Selection should screen for suitability of applicants as poor selection costs a lot even for the mundane day-to day jobs
6. 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
Evaluation Criteria
Personality Test Interviews Background
Checks
Sources of Candidates
1. Internal Sources
HR Group Head Office Karachi All the Groups in NBP Regional HR Wings Special products divisions
2. External Sources
1. Industry 2. Educational institutions3. 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 ProcessTraining 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 etcb. Group needs like teams, groups, needs of group as a wholec. Organizational needs like environment, competitors, peers, etc
4. Quantitative/qualitativea. Problem identification & analysisb. Comparison/ bench markingc. 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. Know your customer & Anti Money Laundering (KYC, AML)
2. Basic Foreign Exchange3. International Banking4. Credit Risks and how to counter Risks5. Frauds/ Forgeries detection and prevention6. New Account Opening7. Employees Communication Programme8. MS Office courses9. Management Courses10. Annual Appraisal Formats
Employment Training and Development Methods
1. Work shop2. Dialogue Sessions3. Quiz Programs4. Lectures by NBP resource persons or professionals
from other institutes5. On job Training6. Tours of Trainees to different offices7. Seminars8. 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
Examples of Performance standards in different departments
Category Standards
Business Targets for Deposits, Advances, Profits, Business Volume, Import/Exports, New Products
Operations Operational matters like Internal workings, Complaints and complaints handling Staff positioning , Customer care, Follow up of procedure, Prudential Regulations , KYC, AML
Compliance Audit, Audit category, Audit irregularities and their rectification, Compliance of audit manual, Compliance of procedures, SBP/ External audit
Credit Credit procedures, Credit formalities, Legal issues, Export handling documents, FIM creation, SBP Prudential Regulations
HR 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
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 compensation and benefits (cont…)
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. Resources2. New developments3. New products4. New policies5. Motivation6. Promotions7. New employments8. 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