PPT. Slides of Internship Report NBP

STUDENT NAME

mc06040

MBA

HRM

VIRTUAL UNIVERSITY OF PAKISTAN

Brief Introduction of the Organization

Overview of National Bank

1- NBP maintains its position as Pakistan's Premier Bank

2- It is the major business partner of the Government of Pakistan

3- It specially emphasis on fostering Pakistan's economic growth through

a ) Aggressive

b ) Balanced lending policies

Continued


Overview of National Bank

4- The Bank also handles treasury transactions for the

Government of Pakistan as an agent to the State Bank

of Pakistan .

5- It operates 1,243 branches in Pakistan and 18

overseas branches

( Source : www.nbp.com.pk)


Business Volume1. Non Interest based income shows impressive increase of

about 3.7 billion Rupees.

2. Administrative expenses increase by 25 % due to training facilities development.

3. Credit rating maintained at AAA by JCR Credit Rating Agency.

4. It has assets of 350 Billion Rupees

Continued


Business Volume

5. It follows the International Accounting Principles ,

Islamic Accounting Principles and regulations of

Institute of Chartered Accountants of Pakistan

( Source: NBP Quarterly Report September 2008 Pg No 9-10)


Competitors

• First Women Bank Limited FWB

• The Bank of Khyber KB

• The Bank of Punjab BOP

Public Sector


Competitors

• My Bank Limited

• Bank Al-Falah Limited

• Bank Al Habib Limited

• Askari Bank

• Faysal Bank Limited

• Metropolitan Bank Limited

Private Sector• MCB Bank Limited

• ABL Pakistan

• Atlas Bank

• Habib Bank Limited• Saudi Pak Bank Ltd


Competitors

• ABN Amro Bank

• Al Baraka Islamic Bank

• American Express

• CITI Bank

• Deutsche Bank

• Doha Bank

Foreign Banks •Habib Bank A. G. Zurich

•Corporation

•Mashreq Bank PJSC

•Oman Bank

•Standard Chartered Bank


Competitors

Specialized Banks

•Zari Tarqiati Bank Ltd.

•Industrial Development Bank of Pakistan

•Punjab Provincial Cooperative Bank Limited

Organizational Hierarchy Chart

Hierarchy Of The Organizational Structure PRESIDENT

BOARD OF DIRECTOR

MEMBER EXECUTIVE BOARD

BRANCH MANAGER

REGIONAL CHIEF

ZONAL CHIEF


Head Office


Jhelum Branch

Hierarchy

Training Program

I was selected to do my internship in National Bankof Pakistan. I followed the training programme in these Departments

• DEPOSIT DEPARTMENT

• CLEARING DEPARTMENT

• BILLING DEPARTMENT

• ACCOUNTS DEPARTMENT

Training Program

Tasks in Deposits Department

I was giving tutorial on the deposit department about :-1- How to collect deposits from customers2- How to pursue customers3- Introduction to Customers

I worked on following types of deposits offered by National Bank1. Current deposit 2. Saving bank deposit 3. Profit and loss saving account 4. Fixed deposit

Training Program

Tasks in Clearing Department

I was giving tutorial on the Clearing department about :-

1. How to perform Clearing of Instruments2. How to pursue Outward and Inward Clearing3. How to post the balance after Clearing4. Advantage of Clearing House5. Function of Clearing Department

Training Program

Tasks in Clearing Department

I worked on following types of Clearings in National Bank

1. Inward Clearing ( Same Branch ) 2. Outward Clearing ( Another Bank)3. Clearing House 4. Scrutiny of pay in slip 5. Procedure after scrutinizing 6. Procedure of clearing at clearing house

Training Program

Tasks in Billing Department

I was giving tutorial on the Billing department about :-

1. How to perform Billing of Receipts2. How to pursue Billing Account of Account Holder 3. How to post the balance after Billing4. Functions of Billing Department

Training Program

Tasks in Billing Department

I worked on following types of Bills in National Bank

1. Inward Bills for Collection ( Demand Drafts )2. Outwards Bill for Collection ( Treasury Bills Documentary bill, Pay order)

Training Program

Tasks in Accounts Department

I was giving tutorial on the Accounts department about :-

1. How to maintain Journal of Accounts2. How to maintain Vouchers System3. Functions of Billing Department

Training Program

Tasks in Accounts Department

I worked on following types of Accounts in National Bank

1. General ledger 2. Statement of daily affairs. 3. Cash book or Cash cum day book. 4. Transfer book 5. Income and expenditure ledger, etc.

Structure of HRM Department

DEPARTMENTAL HIERARCHY

Vice presidentHuman Resources

ManagerTotal compensation

Manager people &

Organizational development

ManagerLabor relations

HRM Process in the Organization

HUMAN RESOURCE MANAGEMENT PROCESS IN

THE ORGANIZATION

National Bank of Pakistan has an existing Human Resource development department, which operates to:-

• Increase the existing skills of the people existing

• New people coming in the organization

In order to achieve its objectives in a more efficient and effective manner


HUMAN RESOURCE MANAGEMENT PROCESS INNBP

The HRM process consist of the interrelated activities in National Bank like :-

• Recruitment• Selection• Training• Compensation and supervision

When applying the process diversity, labor laws and privacy is considered


Human Resource Planning and Forecasting

Organizational Study

• To Determine the organizational mission• Scan the organization environment• Set strategic goals:• Formulate a strategic plan• Course of action is designed



These are steps of Planning process in NBP

• Determining the objectives• Defining skills required to meet objectives• Determine additional human resources requirements• Develop action to meet the anticipated HR needs



Forecasting

• Zero- base forecasting

This method uses the NBP’s current level of employment as the starting point for determining future staff needs in NBP

• 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 provide an aggregate forecast of employment needs.



Forecasting

• Use of mathematical models

Mathematical model also use for forecasting HR requirements. It defines relationship between demand and the number of employees needed

• Simulation

It is a technique for experimenting with a real world situation through a mathematical model representing that situation


Employees Recruitment & SelectionPreliminary CV

Screening by Software

Entry Test and Initial Interview

Preliminary Interview Selected Candidates

HR Interview

Final Panel / Group Interview

Selection & Offer

NBP Recruitment Process

NBP has devoid Two basic training techniques

• First is related to the training and development of mid term plan, regarding new & middle level employees

• Second, the training & development for long term plan, regarding the career development of higher level employees


Training & Development

• NBP applies on-job and off-job strategies to train its

employees

• NBP training & development academy advises Job

rotation to ensure & facilitate the producing of all

rounder



•The training plan is started at least 2 months before the commencement of New-year, in order to make it easy for the socializing and orientation of the new employees

•NBP believes in pre-post training test for existing employees & post training test for new employees




Performance ManagementIn personal traits evaluation there are ten things

1. Discipline and Punctuality2. Initiative and Drive3. Team Spirit4. Intelligence5. Honesty 6. Interpersonal Relationship Skill7. Creativity and Innovations

8. Flexibility9. Loyalty and Devotion10. Fitness


Performance Management

And in performance factor there are also ten things

1. Professional Knowledge2. Improving Corporate Culture3. Decision making ability4. Ability of visualize and plan5. Ability to act on emergent situation



6. Ability to implement decisions7. Ability to guide and create team work8. Communication Skills9. Customer Relationship10. Acquaintance with technological improvement



Performance Evaluation

• An employee has not any right access to his/her Annual Confidential Report, but s/he will be informed; so that s/he can correct/improve/rectify himself/herself from his/her weaknesses if s/he has any.



• After finishing the Annual Confidential Report (ACR) in paper HR department enter those reports in the database

• On the Basis of Evaluation Benefits are offered in terms of promotions, rewards etc


Compensation , Benefits and Types

Different types of compensation includes

•Base Pay •Commissions •Overtime Pay •Bonuses, Profit Sharing, Merit Pay •Stock Options •Travel/Meal/Housing Allowance

•Benefits including: dental, insurance, medical, vacation, leaves, retirement, taxes


Organizational Career Management PromotionThe criteria for promotion to a specified post usually merit-cum-seniority. A person will be eligible for promotion if :-

•Satisfactory records of service•Meets the criteria for promotion •Clear recommendation for promotion in his/her ACR

If there is any departmental proceeding in underway against him/her or any penalty other than censure or warning has been imposed on him/her within the last three years then the employee will not be promoted.


Organizational Career Management

Demotion / Expulsion

The Organization Rules are set and handed over to the employee during the joining process.

• The Person is Demoted to lower rank if the performance required remains same for three years• Sometimes Persons are not demoted but higher post may be created in the organization to the change the status quo of demoted employee

•The Person may be Expelled on the course of bad conduct in law, convicted by law , fraudulent activities


Organizational Career Management

Resignation

• When an employee wants resignation, he has to apply in Human ResourceDepartment. He should notice Human Resource Department three months before he resign. If he fail to inform three months before then he has to pay three months gross salary amount

• After an employee applying for resignation Human Resource Department will query all the branches that the employee has any transaction with any branch or not. If the branches reports are ok then the Head of HRD approve his/her resignation and send to the employee’s Branch Manager


Organizational Career Management Retirement

• HR Department writes to employee CC line manager advising retirement date

• Line manager arranges informal meeting with employee to discuss plans and

confirm right to request continued working.

• Line manager writes to employee confirming meeting CC HR.

• Employee chooses to retire at 65.

• Normal retirement procedures apply


Labor management Relations

The Society for Labor welfare is formed within the NBP which functions with the help of mismanagement so form a good cohesive relationship and provide

1- To provide immediate relief to any accidental causality

2- Provide some benefits to the heirs of the on job deceased

3- Arranges Variety Shows for the families of the Employees

4- Arrange Educational funds or Benefits for the Employees

Critical Analysis

•Practicing Human Resource Knowledge Effectively• Train Staff with latest IT tools and Knowledge•Improve General Banking Facilities•Change the Mind of Old Employees to Adapt IT•Unclear Brand Image of Bank•People Think it as Govt. Bank with Lack of Facilities•Lack to Handle Foreign Exchange •Customers wants fast and innovative services•HR management is less existent•Motivational Tools are not followed•Promotion of employees is not done regularly

SWOT Analysis of NBP

STRENGTHS

1. Financial Strength2. High Percentage of Gross Profit3. Large number of Branches4. Govt. Support Image5. Huge Assets6. Large Number of Govt. Deposits


WEAKNESSES

1- Traditional Approach2- Lack of IT Infrastructure3- Burden of Running Extra Branches4- Lack of Modern Banking Products5- Low No. of Online Branches6- Inside Recruitment ( Not on Merit)7- Weak Customer Handling


OPPORTUNITIES

1- Electronic Banking2- Micro Finance


THREATS

1- Retail Banking Overload2- Administration Cost 3- Financing Cost of New Projects4- Focusing only on Govt. Deposits5- Ignoring Customers Needs6- Fail to Float new Products Successfully7- Untrained Staff hurting the image

Conclusion

After the completion of my internship report I draw the following Conclusions :-

1. NBP’s process of sanctioning advance is lengthy2. NBP’s staff members are not Comparatively well trained3. NBP’s HR Management is Poorly Working4. NBP’s pay large amounts on administration cost5. NBP’s Customer handling is poor6. NBP’s record on paper is awesome but it lacks the latest banking techniques and technology

Recommendations

Areas Where Improvements is to be needed

1. Internal & External Audits 2. Communications Skills3. Aggressive marketing strategies in banking4. Institutionalization of Human Resource Management5. Research and Development facilities should be improved6. Look into Scope of Investment Banking7. Stop Money laundering and white-collar crimes9. General working conditions ought to be improved

Thank You

Documents

PPT. Slides of Internship Report NBP