NATIONAL BANK OF PAKISTAN HUMAN RESOURCES DEPARTMENT HEAD OFFICE, I.I.

CHUNDRIGAR ROAD FROM 12-MAY-2011 TO 22-JUNE-2011

SUBMTTED BY: MAHEEL AHMED MBA-D 0928107

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 Maintains its position as Pakistan's premier bank. Determined to set higher standards of achievements. It is the major business partner for the Government of Pakistan. Special emphasis on fostering Pakistan's economic growth through aggressive and balanced lending policies, technologically oriented products and services offered through its nationwide branches.

National Bank of Pakistan was established under the National Bank of Pakistan ordinance 1949 and it came into existence on November 20; 1949.Its main aim was to provide all types of banking services to the government and private sector. The bank also handles treasury transactions for the Govt. of Pakistan as agent to State Bank of Pakistan.

GOAL
To enhance profitability and maximization of NBP share through increasing leverage of existing customer base and diversified range of products.

VISION
To be recognized as a leader and a brand synonymous with trust, highest standards of service quality, international best practices and social responsibility

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STRENGTHS

Oldest institution. Alternate duties in SBP absence. More deposits than other banks. Broad Network.

WEAKNESSES
Political pressure. Favoritism and nepotism. Uneven work distribution. Inefficient counter services in the rush hours. Lack of computerized network and modern equipment.

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OPPORTUNITIES
Technological advancement. Electronic banking. Micro financing. Continuing the process of management trainees. Growing business and policies.

THREATS
Customers complaints. Emergence of new competitors. Inconsistency in government policies. Growing global technological advancement. Downsizing.

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PRESIDENT
BOARD OF DIRECTORS MEMBER EXECUTIVE BOARD REGIONAL CHIEF ZONAL CHIEF MANAGER

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INTRODUCTION
NBP is the employer of choice. The whole NBP family comprises of committed and dedicated members with passion to serve in their respective functional areas. The Bank has challenging work environment where merit and performance help the individuals to explore their true potential. As a caring employer the Bank enables the employees to excel and grow in highly congenial employment conditions and culture. The career path is full of challenges and opportunities. The Bank has absolutely open culture where members share and communicate freely. NBP believes that: People make the organization. People collectively yield results. People have ambitions and aspirations to be distinguished and rewarded. People form the human capital to be developed and invested in.

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NBPs training developments are: JNMDC: For Executive Development Programs only Staff

College Karachi:

Karachi South, Karachi West, Hyderabad, Sukkur, Larkana, Gwadar, Quetta and Regional Audit Office Karachi Staff

College Lahore:

Lahore Central, Lahore East, Multan, Sahiwal, D.G Khan, Gujranwala, Sialkot, Bahawalpur and Regional Audit Office Lahore. Staff Staff

College Peshawar: College Islamabad:

Peshawar, Abbottabad, Mardan, D .I. Khan.

Islamabad, Rawalpindi, Jhang, Faisalabad, Gujrat, Jhelum, Sargodha, Mirpur, Muzaffarabad, Gilgit and Regional Audit Office Islamabad. Training January February March April May June

Programs

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The details of the assignments provided during the course of internship in NBP Human Resource Department are as follows: Drafting letters for the internships placement in the National Bank of Pakistan branches all over the country. Drafting letters for the casual leaves, Ex-Pakistan leaves of the employees from the bank. Filing the letters of the concerned employees in their respective files journals. Understanding the environment and the procedures of Human Resource of the bank.

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My recommendations regarding NBP are: Promotions and rewards system should be fair. New talents/professional should be hired. Working conditions and environment should be improved. Institutionalization of human resource. Improving communication skills. Aggressive marketing strategy. Creation of enhanced performance appraisal system. Job rotation and job enrichment for the employees. Training should be according to the assessed needs. Total quality approach should be adopted. Usage of latest banking techniques together with the paper work. Creating an atmosphere which should promote job satisfaction.

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