Maryam Naeem MC080202354 MBA (HRM)
Total Page：16
File Type：pdf, Size：1020Kb
Maryam Naeem MC080202354 MBA (HRM) National Bank of Pakistan Civil line branch Gujranwala Brief Introduction of NBP Overview Business volume Competitors Overview of National Bank of Pakistan “One way to keep momentum going is to have constantly greater goals” National Bank o f Pakistan was established on November 9, 1949 as a semi public commercial bank. The main purpose of the National Bank of Pakistan at its initial stage was to extend credit to the agriculture sector. At that time the crises were on their peak so the main purpose of National Bank of Pakistan was to face the problems that had arisen with regar d to financing of jute trade. Overview… National Bank started its functions on November 20, 1949 with its very important eight jute centers in the East Pakistan. Mr.Ghulam Farooq was announced the first chairman of Jute Board and Mumtaz Hassan was announced the first chairman of National Bank of Pak istan. National Bank of Pakistan was remained totally under the Jute Operations till 1950. The first M.D of the National Bank of Pakistan was Mr. M.A. Muhajir. In 1952 Governor of State Bank of Pakistan decided to replace Imperial Bank of India by National Bank of Pakistan. Overview… By becoming Mr. Mumtaz Hassan the MD of NBP, the number of branches, deposits and the number of employees had increased significantly as compare earlier, it was all happen by the great struggle of Mr. Mumtaz Hussan. to 2.31 billion, and staff to 14, 963. Up to 1965, the shareholders had received 225% of their original investment. Rs.208283 million deposits. In Dec. 1966 its 600th branch was opened raising the deposits Now it has more than 21549 employees 1537 branches and Business Volume of NBP 1. 2. 3. 4. 5. Paid-up capital is Rs.8969 millions. NBP has net assets worth Rs.102459218. Shar e Capital is Rs. 8154319. Earning per share is Rs. 23.34. Reserves worth Rs. 157 72124. Competitors Askari Bank Habib Bank Limited United Bank Limited First Woman Bank Muslim Comme rcial Bank PICIC Commercial Bank Bank of Punjab Dubai Islamic Bank National Savi ngs Allied Bank Limited Saudi Pak Commercial Bank Ltd Union Bank Limited Competitors… Faysal Bank Standard Charter Prime Bank Bank Al- Falah My bank Silk Bank Sonehri Bank Metropolitan Bank Arif Habib Bank The Bank of Khaibar Bolan Bank Limited P latinum Commercial Bank Ltd Mashreq Bank Organizational Hierarchy Chart Chairman and President Board of Directors Board-Sub Committees President Secretariat Management Committee Audit Committee HRM Sub Committee Sports and Culture Committee IT Sub Committee Islamic Banking and Subsidiaries Operations Committee Assets and Liability Committee Credit Committee Secretary Board of Director Group IT Group Corporate and Investment Banking Group Special Asset Management Group Treasury Management Group Audit and Inspection Group Compliance Group HRM and Admin Group Operation Group EBD and TD Islamic Banking Division Credit Management Group Commercial and Retail Banking Group Financial Control Division Overseas Coordination and management group 29 Regional Offices Overseas Offices Regional HR Chief Regional Operations Chief Regional Credit Management Chief Regional Business Chief Regional Compliance Chief Training Program During the short time period of eight weeks of my internship at National Bank of Pakistan, I was given an opportunity to work in following four departments of t he bank. HR Department Accounts Opening Department Government Department Clearing Department Tasks in HR Department I match the entries in master file with the given voucher. I entered the expense s in their relevant accounts. I arranged the vouchers by date. I prepared debit and credit vouchers. I prepared office notes. I stamped different bills on the i nstructions of HR Manager. I was told about how salary is estimated every month. I was told about the whole procedure of staff loan issued to staff members. Tasks in Accounts Department I entered data of current and saving accounts into the computer system by using special software called CIF. Provide information to cus tomer what are the benefits for having account with NBP and how can one open the account. I fill the account opening forms in. Recheck the forms to make sure th at the forms are error free. I stamped the documents on the instruction. I check ed the essentials to attach with the forms like ID card, Application form. Then I was told about to issue the cheque book. Tasks in Government section I learn how to behave with customers if they are in anger because usually pension holders are aged people. I learned how to handle the doc uments like cheques, account information, stationary bill etc. I observed the be havior of employees and customers. I learned how to keep the records I learned c omputer operating in this section. I learned how to manage the receipts and paym ents. Tasks in Clearing section I assist in separating the fanfold and NIFT (National Institutional Facilitation Technologies). I stamped the cheques for outward inte rcity clearing. I prepared some memos. I recorded intercity clearing entries in required register. I learned how to make bundle of outward clearing cheques. I l earned those cheques which have been returned due to some reason must be checked again. In this department, I again prepared debit and credit vouchers. Tasks in Clearing section A major issue was balancing the payments. I assist for this also. I learned that it is of tremendous importance to keep the record of p revious clearing in hard form. I helped to keep the cheques separate which are b rought in bank for clearing purpose. Structure of HRM Department President Dr. Mirza Abrar Baig SEVP/Group Chief Secretary Institutional Discipline Wing Legal Affair Wing OD & Training Wing Sports Wing Industrial Relations Division Personnel Administration Wing Recruitment and Compensation Wing Staff Loans and Welfare Wing HR Policies and Projects wing Regional HR chief at regional Offices HRM Process in the Organization “The Guidance of HRM Committee of Board is a fuel for HR Team going forward with s mart goals” Human resource planning and forecasting Employees recruitment & selection Training & d evelopment Performance management Employee compensation & benefits Organizationa l career management Labor management relations HRM Process in the Organization Following steps are included in Human Resource Process. 1.Determine Mission of Organization 2.Scanning the Environment of Organization 3 .Lay Down Strategic Goals 4.Devise the Strategic Plan Human resource planning and forecasting Forecasting: 1.Zero-base Forecasting: This method is used to find out the future staff needs at National Bank of Pakis tan by considering the current level of employment as the staring pint. 2.Bottom-up Approach: It is a forecast method in which each successive level of the NBP, starting with the lowest and forecast its employee requirements in order to ultimately provid e an aggregate forecast of employment needs. Human resource planning and forecasting Forecasting: 3.Simulation: Try out with real world situation through a mathematical model rep resenting the situation. 4.Mathematical model Usage: For forecasting HR requirem ents, Mathematical model is also used. It shows the connection between needed em ployees and demands the number of employees. Employees Recruitment & Selection Recruitment Sources of candidates: Internal Sources: In this category, opportunity is given to NBP lower level managers by promoting them. External Sources: In this area, opportunity is given to the people outside NBP. Selection Employees recruitment & selection vacancy published in newspapers Applications received and Scanned Eligible candidates are called for written test Group Discussion Final Individual Interview Training & development Training need assessment: In training need assessment following sources help HR department. New technology Customer complains Interview with managers Customer satisfaction survey E mployee complaint Company records Observation etc Self assessments Training & development 2.5 month Training for Selected Candidates: 1 month at IBP( Institute of Bankers Pakistan) 1.5 month at Staff College Training & development The staff college obtains low-ranking bank officers for more preparation in banking sector with the course duration from six to nine weeks ha ving 25 students in each course. The bank also employs officers to attend banking tutorial both in Pakistan and out of the country and it adds immense significance to the flow of thoughts, information and facts which can be helpfully add to from these get-togethers. Training & development National Bank of Pakistan has two essential training methods: 1. It is associated with the training and development of mid term plans, concerning new customers & middle level staff. Training & development for long-standing pl ans, concerning the job development of senior level staff. 2. Training & development National Bank of Pakistan implements off-job and on-job policies to educate middle and higher level its workers. National Bank of Pakistan training & development school counsels Job rotation to make sure and make easy the creating of all rounder. National Bank of Pakistan has faith in pre-post training test for on hand staff and post training test for new human resources. Performance management “Performance management is the setting performance standards and hopes/expectation s”. Here are eight (8) situations to think when setting Performance standards: Stand ards of performance are: 1.Achievable 2.Let for review and modify 3.understood b y the worker when performing job 4.Based on the job and not on the individual do ing the job 5.As measurable and specific as possible 6.Should be time-oriented 7 .Always in writing 8.Settled by both the supervisor and employee Performance management Human Resource Development section, all the time, takes chance to assess the performance of human resources. The appraisal system also helps the management of the NBP to help the managers with placement, pay, and other HR de cisions.