National Bank of Pakistan is the largest commercial Bank runing in Pakistan. It was established under the Government of Pakistan in 1949. It has redefined its function and has moved from a public sector organisation into a modern commercial bank. The Bank 's services are available to persons, corporate entities and authoritiesIn today 's competitory concern environment, NBP needed to redefine its function and shed the populace sector bank image, for a modern commercial bank. It has offloaded 23.

2 per centum portion in the stock marketNational Bank of Pakistan is today a imperfect, efficient, and client focused establishment. It has developed a broad scope of consumer merchandises, to heighten concern and cater to the different sections of society. Some strategies have been specifically designed for the low to middle income sections of the population.National Bank of Pakistan has built an extended subdivision web with 1250 subdivisions in Pakistan and operates in major concern Centre abroad. The Bank has representative offices in Beijing, Tashkent, Chicago and Toronto.

3.

1 ) Vision:

Our vision is to be the pre-eminent fiscal establishment in Pakistan and achieve market acknowledgment both in the quality and bringing of service every bit good as the scope of merchandise offering.

3.2 ) Mission:

To be recognized in the market topographic point by Commiting a virtue & A ; public presentation civilization, Making a powerful & A ; typical trade name individuality, Achieving top-tier fiscal public presentation, and Adopting & A ; populating out our nucleus values.

3.3 ) Branch:

Pakistan: Here is a list of branch locations in Pakistan in conformity to each state or district ;Sindh: Dadu, Sanghar, Hyderabad, Jacobabad, Shikarpur, Karachi, Larkana, Mirpurkhas, Badin, Nawabshah, Sukkur, Khairpur, Tharparkar.

Punjab: Bahawalpur, D.G. Khan, RYKhan, Faisalabad, Gujranwala, Sialkot, Narowal, Jhang, Jhelum, Gujrat, Chakwal, Darya Khan, Bhakkar, Lahore, Multan, Murree, Attock, Gilgit, Rawalpindi, Sahiwal, Sargodha, Sheikhupura.NWFP: Abbottabad, Mansehra, Bannu, D.I. Khan, Kohat, Mingora, Mardan, Peshawar.

Baluchistan: QuettaAzad Kashmir: Muzaffarabad, Mirpur.

International

NBP besides has subdivisions in USA, Canada, Germany, France, Bahrain, Egypt, Bangladesh, Hong Kong, Japan, South Korea, The Peoples Republic of China, Afghanistan, Turkmenistan, Kyrgyz Republic, Kazakhstan, Uzbekistan and Azerbaijan.

3.4 ) BOARD OF DIRECTORS:

S Ali Raza - Chairman & A ; PresidentDr. Waqar Masood Khan - DirectorIftikhar Ali Malik - DirectorSyed Shafqat Ali Shah Jamote - DirectorMohammad Zubair Motiwala - DirectorSikandar Hayat Jamali - DirectorAzam Faruque - DirectorEkhlaq Ahmed - Secretary4.0 ) ORGANIZATION CHART:4.

1 ) CHART FOR DEPARTMENT PERFORMING MAIN BUSINESS FUNCTION:RMT = Regional Mgmt TeamsRBC = Regional Business ChiefROC = Regional Operations ChiefRCC = Regional Credit ChiefRHRC = Regional Human Resource Chief

5.0 ) STRUCTURE OF HUMAN RESOURCES DEPARTMENT/DEPARTMENTAL HIERARCHY:

6.0 ) HUMAN RESOURCE PLANNING AND Prediction:

Planning Procedure:

Determining the aimSpecifying accomplishments required to run into aimsDetermine extra homo resource demandsDevelop action programs to run into awaited HR demand

Prediction:

ZERO BASE Prediction:

This method uses NBP 's current degree of employment as the starting point for finding future staff demands.

BOTTOM UP Approach:

In this method each consecutive degree of NBP, get downing from the lowest prognosis its employee demands in order to supply an aggregative prognosis of employee demands.HRM ROLES AND FUNCTIONS:Recruitment/decruitmentChoiceDesignation and choice of competent employeesOrientationTraining and developmentPerformance directionCompensation and benefitsCareer development

7.0 ) RECRUITMENT & A ; SELECTION PROCESS:

Preliminary CV showing by package

Preliminary interview selected campaigners

Entry trial and initial interview

HR interview

Selection & A ; Offer

Final Panel / Group Interview

Recruitment:Beginning of happening possible occupation campaigners:Ad in newspaper, decease appointee, mentions of current employees.

Choice:

Test through IBP, interviews and group treatments.

IDENTIFICATIONS AND SELECTIONS OF COMPETENT EMPLOYEES:

Choosing internees for occupations after measuring their abilities, fiting the campaigner 's accomplishments and abilities with pre-made criterions.

Orientation:

NBP behavior one hebdomad orientation plan for the new comers where they are introduce to all section, employees and to the ain occupations.

Training AND DEVELOPMENT:

NBP applies on occupations on off occupations schemes to develop its employeesNBP preparation and development academy advices occupation rotary motion to guarantee and ease to bring forthing all libertine.

CRITERIA PERFORMANCE MANAGEMENT:

devotedness Discipline and promptnessInitiative and thrustTeam spiritIntelligenceHonestyInterpersonal relationship accomplishmentsCreativity and inventionsFlexibilityLoyalty andFitness

PERFORMANCE Factor:

professional cognitionBettering corporate civilizationDecision devising abilityAbility to visualise and be afterAbility to move on emergent state of affairs

COMPENSATION AND BENEFITS:

Compensation:Base wageCommitteesOver clip wageBonussMerit wageStock optionsTravel /meal /housing allowanceBenefits:InsuranceAlveolar consonantMedicalVacationsLeaveRetirementTax benefits

CAREER DEVELOPMENT:

Information, appraisal and preparation needed to assist employees recognize there calling ends, it is another manner of pulling and retaining extremely talented people.Promotions, demotions and retirement

CHANGES BROUGHT IN BY NBP IN HR DEPARTMENT:

Performance assessments systemEndowment poolGrudge handlingMentoring planDe-layering-PERFORMANCE APPRAISALS SYSTEM:In NBP public presentation of the employees is evaluated through their work attempts, promptness, accomplishments, devotedness, clip and squad direction in specific undertakings.

-TALENT Pool:In endowment pool foremost they asses their possible employees which may be a few out of many so they conduct a specific trial in a staff school after that select some of them and these possible employees are offered appellation harmonizing to their accomplishments and abilities.Incentives:10 % addition in their basic wage, position addition, give them developing and seek to increase their possible and abilities.-GRIEVANCE Handling:Grudges are portion of every organisation there may be grudge of many sort like miscommunications, misinterpretation, conflicts etc. Now NBP is working on a policy for managing such issues of grudge managing as they have designed a policy for this intent but non implemented yet.

-MENTORING Plan:In this procedure possible senior members acts as wise mans, they help in developing employees in different sections of organisation. This procedure helps greatly in employee motive, edifice accomplishments and increasing productiveness of the employees.-DELAYERING:NBP has shed his image of a traditional banking institute and moved towards modern direction techniques.Before the initiation of delayering attack the determination doing procedure was really drawn-out but after bring oning delayering attack the determination devising procedure is shortened, It has besides quickened the response clip for doing any determination.

STAFF INVOLVEMENT IN DECISION Devising:

HR staff have really low engagement in organisational determinationsconcluding determinations are taken by the top directionDue to an bossy manner of direction

EXTENT THE EMPLOYEES APPROACH THE HIGHER MANAGEMENT FOR THEIR PROBLEMS:

Extent may be 80 % to 85 %Excluding some of the instances where employees may non confer with and seek to work out their jobs on their ainThey may be work based jobs, reassign jobs, personal jobs among employees.

MOST Press HR ISSUE FACED BY THE BANK:

The chief HR issue faced by the bank is the opposition towards alteration. The employees working under traditional environment are non easy following the alterations go oning in planetary banking sector. The authorities 's ownership of the bank for many decennaries is the chief factor towards the position quo.