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Nbp recruitment and selection by ibrahim painda kheeL
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
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Nbp recruitment and selection by ibrahim painda kheeL
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- 3. Introduction NBP wasestablished 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 isthe 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
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- 6. Recruitment Recruitment of staffis 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 andSelection 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 Asper 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 PersonalityTest Interviews Background Checks
- 12. R.S.Process (cont…) Advertisement inMedia 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 conductone 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 WagePolicy: 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 (AVPand 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 BYNBP 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 paperwork: 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 analysisis 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 ofauthority Performance Appraisal Technological Advancement Improper Distribution of Work Favoritism and nepotism Inter Departmental Transfer
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