The document discusses the National Bank of Pakistan (NBP), including its establishment, ownership structure, operations, and recruitment/selection processes. Some key points: - NBP was established in 1949 and was originally government-owned, now has private and government ownership. It operates 1280 local branches and 18 overseas branches. - Recruitment involves job analysis, consultants, and screening applicants based on merit. Sources include internal recruitment, industry, educational institutions, and the Institute of Bankers in Pakistan. - The selection process includes application screening, written tests, interviews, background checks, and job offers/training for successful candidates. - Benefits include insurance, medical, leave, retirement, and tax benefits

1. National Bank Of
Pakistan

2. Group Members
Ismail Mohmand
Ibrahim Khan

3. 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

4.  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

5. Recruitment & Selection

6. 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

7. 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.

8. NBP recruitment process
Recruitment &
Selection
Advertising Bank Sources
Institute of
Bankers Pakistan

9. 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

10. 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.

11. Selection process
Evaluation Criteria
Personality Test Interviews
Background
Checks

12. 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

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

14. Compensation and Benifits
COMPENSATIONS:
 Base pay
 Commissions
 Over time pay
 Stock options
 Travel /meal /housing allowance
BENEFITS:
 Insurance
 Medical
 Leave
 Retirement
 Tax benefits

15. 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.

16. 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.

17. 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.

18.  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.

19.  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.

20.  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.

21. Suggestion
 Delegation of authority
 Performance Appraisal
 Technological Advancement
 Improper Distribution of Work
 Favoritism and nepotism
 Inter Departmental Transfer

22. Thank you