Nadra Report

Chapter 1
INTRODUCTION
National Database & Registration Authority (NADRA) has gained international recognition for its success in providing solutions for identification, e-governance and secure documents that deliver multi-pronged goals of mitigating identity theft, safeguarding the interests of our clients, and facilitating the public. n-depth NADRA set out on the !ourney of "ivil Registration of all #a$istanis in %arch &''' and in a short span of time NADRA(s team indigenously created a state of the art centrali)ed Data *arehouse, Net+or$ nfrastructure and nteractive Data Ac,uisition -ystems to issue secure
"omputeri)ed National dentity "ards ("N "). *ith the introduction of this ne+ foolproof, comprehensive and highly sophisticated computeri)ed system, NADRA has been successful in reducing the identity theft to a bare minimum. NADRA prides itself on one of the largest centrali)ed databases in the +orld. .his highly secure and intelligent National Data *arehouse is the central hub of NADRA(s e/traordinary strength and gro+th in the last 0 years. NADRA(s National Data +arehouse hosts the data of over 12 million citi)ens and runs various .ransaction #rocessing, 3usiness ntelligence and Decision -upport
applications. 4perating on international standards and models. NADRA proudly employs a highly s$illed +or$force of more than 55,''' technical and management personnel,
National Database and Registration Authority
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+ho contribute to register more than 12 million citi)ens and print more than 6' million "omputeri)ed National dentity "ards. .o achieve this gigantic landmar$ NADRA has developed 728 %ulti-biometric nteractive Registration "enters and deployed 501 mobile vans to register citi)ens living in far-9lung flung areas +ith a motive to provide ,uality service and comfort.
During this short span of time, NADRA has gained significant international recognition. D *orld, organi)ers of the D "ard & :lectronic #assport 9orum have ran$ed NADRA as one of the *orld(s .op 8' -uppliers of e-#assport .echnology for '; years running. 1.1 NADRAs Vision NADRA having established itself as an industrial player of international stature envisions to< 3ecome a *orld "lass, leading -olution #rovider in all areas of =omeland -ecurity Develop =uman #otential that is considered the best in the +orld Register all #a$istani residents>"iti)ens. 3ecome a *orld ?eader in .echnology Development Attain @-ystem ntegration :/cellence( to implement and integrate proven, stateof-the-art technologies to achieve specific business ob!ectiv
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1.2
NADRAs Mission .o create and maintain a secure, authentic and dynamic database that
comprehensively covers the demographic, geographic, social and statistical aspects of the citi)ens of #a$istan and provide to our o+n and foreign governments effective homeland security solutions and assistance in good governance. *e shall develop ourselves as a A?earning 4rgani)ationB in a culture that fosters creativity, innovation, commitment, dedication, continuous improvement and a desire to e/cel by its employees.
1.3
Objective o !t"#$
%y ob!ective to !oin NADRA +as to see implementation of +hat learnt in
theory during my t+o years of course +or$ so that may have good services insight as +ell as practical applications. selected =uman Resource department of NADRA Regional =ead 4ffice %ultan +here could learn the practical $no+ledge of =uman Resource #olicies. learned follo+ing things< #ractical $no+ledge and -$ills of =uman Resource department. =o+ much =R strategies are implementing in the organi)ationC 9actors, +hich are the cause of changing strategies. -crutini)e the results +hen +e do not apply the theory of =uman Resource #olicies.
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:ffects of good coordination bet+een employees. =o+ +e prepare the performance report and results of good planning.
%ethods and implementing of polices, #romotion and recruitment and also learned those strategic planning +hich ma$e the +or$ easy and helpful for achieving the goals of organi)ation. 1.% &rie 'istor$
National Database and Registration Authority (NADRA) +as established as National Database 4rgani)ation (ND4), an attached department under the %inistry of nterior, Dovernment of #a$istan in 5110. 4n 5' %arch &''', ND4 & Directorate Deneral of Registration (DDR) merged to form NADRA, an independent corporate body +ith re,uisite autonomy to operate independently and facilitate good governance. *ith the mandate of developing a system for reregistering 58' million citi)ens, NADRA launched the %ulti-3iometric National dentity "ard pro!ect developed in conformance +ith international security documentation issuance practices in the year &'''. .he program replaced the paper based #ersonal dentity -ystem of #a$istan that had been in use since 5165. .o date over 12 %illion citi)ens in #a$istan and abroad have utili)ed the system
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and its allied services to receive tamper resistant -4 standard dentification Documents.
1.( )e*a+ ,osition NADRA has been empo+ered under the #residentEs 4rdinance no. F of the
year &''' to facilitate the registration of all persons in the establishment and the maintenance of multipurpose databases, Data *arehouses, net+or$ing, interfacing of databases and related facilities. Gnder the ordinance NADRA must ensure and provide security, secrecy and necessary safeguard for the protection of data and information and shall perform and e/ercise any other po+er as may be by entrusted to or vested in the Authority by the 9ederal Dovernment. NADRA is authori)ed to see$ advice for carrying out its +or$. t is further authori)ed to charge fees, and other sums for its services, to carry out research studies, surveys, e/periments and other investigations. 1.Nat"re o the Or*ani.ation NADRA is service organi)ation provide ,uality of services as +ell as accurate ,uality of data. .he ac,uired data is beneficial for the betterment of #a$istan. National Database & Registration Authority (NADRA) +as established as a public sector endeavor to+ards a better understanding of #a$istan and its people through the systematic ac,uisition, evaluation, and interpretation of demographic and spatial information.
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NADRA started by registering citi)ens and issuing computeri)ed national identity cards, ma$ing use of the latest technology to assist its goals. .oday, NADRA has made technology its business. .he organi)ation o+ns the largest information and communications technology resources in the country, +ith an . +or$force of more than eleven thousand and the most modern communication systems o+ned by any single #a$istani organi)ation.
1./
1./.1
Mana*e0ent
Chairman %r. .ari, %ali$ +as appointed as "hairman of National Database %anagement
Authority (NADRA) by the Dovernment of #a$istan on 55th Huly &'5& +hile he +as already serving in the organi)ation as Deputy "hairman. 9our years ago, %r. %ali$ +as voted to the strategic management role as Deputy "hairman by the board members of NADRA after successfully leading the Net+or$ Directorate of NADRA as Deneral %anager. =e also led NADRA .echnologies ?imited (N.?) in the capacity of the "hief :/ecutive 4fficer. %r. %ali$ brings &' years of e/perience in areas of strategic pro!ect management of .echnology, system analysis & design, soft+are development and business process re-engineering. .his also includes strategic management e/perience in implementing high profile citi)en centric technology solutions in #a$istan, Ienya, Nigeria, 3angladesh, Gnited -tates of America, "anada, Dermany and 3ahrain.
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=e is +ell-$no+n in the pro!ect and technology management sector as a successful "hief nformation 4fficer (" 4), -enior "onsultant for information systems, spea$er, +riter, trainer and researcher of information technology in the public sector. #rior to !oining NADRA, he +or$ed as "hief of .echnology in the largest county of the -tate of %ichigan, G-A. %r. %ali$ received his %aster(s Degree in nternational %anagement from =eidelberg, Dermany. =e also holds %.-c. degree in "omputer -ciences from Juaid-e-A)am Gniversity, slamabad. =is studies too$ him to reno+ned institutions such as Hohn 9. Iennedy -chool of Dovernment, =arvard Gniversity, and -tanford Gniversity, G-A.
-ince ta$ing over as the "hairman of NADRA, %r. %ali$ vision has brought various ne+ policies and services that have improved the database registration system in the country and helped in getting more people registered as +ell. #er his vision, he has transformed dentity card to an entitlement document so that state can roll out social reform solutions li$e social protection, emergency relief, financial inclusion, poverty alleviation, branchless ban$ing using -mart cards. .hat is +hy right after ta$ing charge as "hairman, he launched it(s 7rd generation chip-based identity card called -mart National dentity "ard (-N "). .he card is built according to international standards and is accepted as secondary D on all international airports. t contains 72 physical security features and uses latest encryption codes ma$ing it the safest card in the +orld.
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%r. %ali$ spearheaded AReforming :lectoral RollsB pro!ect and led a team that ensured transparent Foters database by ma$ing use of biometric and information technologies in collaboration of :lection "ommission of #a$istan. n line +ith his vision A:very life "ountsB, he devised a ne+ policy for the registration of undocumented orphans, +hich ensures privacy and convenience for the orphans. Apart from this, he is also responsible for incorporating the provision of accidental death insurance +ithin the ne+ -mart N "s and also devised a comprehensive mechanism to enable pensioners to dra+ their pensions from any biometric system used by ban$s, post offices and other departments. Recently, %r. %ali$ +on the @" 4 of the Kear( a+ard. #anels of !udges consisting of eminent computer scientists, . e/perts and technology gurus selected %r. %ali$ for the said a+ard by dint of his contribution in transforming NADRA from an identity card issuing authority to a profitable international business organi)ation. t is rolling out cutting edge biometric technology solutions, +hich results in good governance. %r. %ali$ also +on L D #eople A+ard &'55L by D *orld :%:A (:urope, %iddle :ast, Africa) in Abu Dhabi, L D 4utstanding Achievement A+ard &''1L by D *orld "ongress based in %ilan, taly and A:/cellence A+ard &''7B for providing "iti)en "entric technology services.
1./.2
Chief Technology Officer
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%r. Gsman K. %obin assumed the vital role of NADRA(s "hief .echnology 4fficer in &''&. :ducated at the prestigious %assachusetts nstitute of .echnology (%. ...), G-A, he ac,uired %asters Degree in :lectrical :ngineering & "omputer -cience. %r. %obin is besto+ed +ith a +ealth of $no+ledge coupled +ith strong technical e/pertise +hich he has successfully applied to bring about revolutionary changes in various legacy systems at national and international levelM gaining positive repute as a pioneer for contributing innovative state-of-art technology solutions. =e is also +ell respected as the architect of #a$istan #assport -ystem enabling the development of +orldEs first multi-biometric electronic passport. Apart from this, a fe+ of his ma!or achievements include invention of remar$ably fast phonetics-based search techni,ue operative on multilingual identity databases such as #a$istanEs National Data *arehouse and invention of algorithmic techni,ue for family tree lin$age in National Database. %r. %obin received D *orld - -pecial A+ard A D .alent A+ardB in &''6 for his e/cellence in the field of .echnology, #residential %edal for A#ersistence in :/cellenceB and L.amgah-e- mtia)B in &''1 a+arded for #ublic -ervice.
1./.3
Chief Financial Officer %r. -aleem Ihan is +or$ing as "hief 9inancial 4fficer ("94) since -eptember
&'5'. =e is an officer -ecretariat Droup +ith more than &' years e/perience of +or$ing +ith the 9ederal>#rovincial Dovernments and nternational 4rgani)ations. =is forte has been Administration and 9inancial %anagement. =e has served in the %inistry of
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nterior, "abinet Division, *afa,i (9ederal) %ohtasib -ecretariat, ?ocal Dovt. Dept. and development Authorities. =e did %asters in #ublic Administration from "olumbia Gniversity, Ne+ Kor$, G-A +ith speciali)ation in #ublic -ector %anagement and Dovernance. =e also holds engineering degree from N*9# Gniversity of :ngineering. & .echnology, #esha+ar and %asters in :conomics from Gniversity of #esha+ar. 1./.% Chief Human Resource Officer %r. Naveed Han -ahib)ada !oined NADRA as Deneral %anager =R on Hune ';, &''6. =e has a strong professional bac$ground and vast e/perience of +or$ing in the field of =R. =e holds an %- degree in =uman Resource management from ?ondon -chool of :conomics (?-:), GI. =e is a "hevening -cholar and holds "ertification as professional in =R from =R" , G-A as +ell as "hartered nstitute of #ersonnel and Development (" #D) GI. 1./.( Nadra Authority Board .he 9ederal Dovernment has approved the appointment of follo+ing members in the NADRA Authority 3oard.
1./.(.1 Board Members
Chair0an %r. %uhammad .ari, %ali$ "hairman NADRA &oar# Me0bers1
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5. &. 7. GND#. ;. 8. 2.
%r. Iaiser 3engali, :conomist. %r. Abdul Rashid, 9ello+ "hartered Account (9"A). %r. Ali .au,eer -hei$h, ":4 and National #rogram Director, "onsultant>Advisor,
%r. Dhiasuddin Ahmed %ember, National :lectric #o+er Regulatory Authority. "apt. (R) %uhammad Aftab, Hoint -ecretary (Admn>-ecurity), %inistry of nterior. %r. -ohail Jadeer -iddi,ui, Hoint -ecretary (Admn), %inistry of ?a+, Hustice and
#arliamentary Affairs. 6. %r. ?ia,uat %uneer Rao, Hoint -ecretary> 9A( D), %inistry of 9inance.
1.2
Or*ani.ationa+ !tr"ct"re
5. Registration "enter &. 4perations 7. National Data *arehouse ;. "ard #roduction 8. %ar$eting 2. #ro!ects 6. .echnology & Development 0. #ublic -ervice Division 1. 9inance and Accounts (-R") (4ps) (ND*) (#rod) (%$tng) (#ro!) (.&D) (#-D) (9&A)
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5'. ?ogistics and =R 55. "hairman -ecretariat 5&. #rocurement 57. Net+or$ing
(?og) ("h -ect) (#roc) (N*)
1.2.1 Main Offices
=ead,uarter
NADRA =ead,uarter slamabad #rovincial =ead 4ffices (#=4)
?ahore Iarachi Juetta #esha+ar
Regional =ead 4ffice (R=4s) %ultan
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-argodha -a$har =aidrabad
1.3
,ro i+e o 40p+o$ees

NADRA proudly employs a highly s$illed +or$force of more than 55,'''
technical and management personnel. Hob at NADRA involves +or$ing in close collaboration +ith others, thus !ob intervie+s are !ust as important to the hiring process, as any other re,uisite. n this section NADRA offer a fe+ pointers on ma$ing your intervie+ an informative, comfortable e/perience. :mployees en!oyed the designation, salaries and other benefits after selection. .here are t+o scales one is Nadra #ay -cale (N#-) and other is 3asic #ay scale (3#-).
!ca+e N,!5&,! 4-5>3#--5 4-5>3#--5 .-5>3#--6 7 .-&>3#--1
!. No 5 &
Desi*nation -+eeper Naib Jasid Hr. :/ecutive -r. :/ecutive
6ob !peci ication %iddle 3elo+ %atric a. ntermediate b. "omputer "ourse a. ntermediate b. "omputer -hort a. b.
6ob Description 4ffice "learness :,uipment "leanness Assist of all office staff
Ac,uired data to each applicant. Ac,uired photo image.
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"ourse a. ntermediate ; .-7>3#--1 -r."amera 4perator b. "omputer -hort "ourse c. :/p< 8 Kears a. Draduation b. :/p< & Kears a. Draduation b. :/p< 8 Kears %.3.A a. %.3.A b. :/p< 7 Kears a. 3"- (; years) > %"Ac,uired photo image.
4-;>3#--5;
-uperintendent
Assisting the Assistant %anager of the office. 3ac$up of Dy. Assistant Director Responsible of all activities of the office. %anage the +or$ of Dy.Director and reporting to Director. Responsible for all technical .rouble shooting, maintaining and uploading data for further process. Assist the D.3.A. Duides the -ystem engineer for trouble shooting. Responsible for all issues Responsible for Asst.Director +or$ and Reporting to Director Deneral.
4-8>3#--58
-r. -uperintendent Deputy Asst.Director Assistant Director
6 0
4-2>3#--52 4-6>3#--56
5'
.-;>3#--52
Deputy Assistant Director(.ech)
55
.-8>3#--56
Asst. Database Administrator Database Administrator Deputy Director
a. 3"- (; years) > %"a. 3"- (; years) > %"a. %asters b. :/p< Administrative
5&
.-2>3#--56
57
4-0>3#--50
1.17
Objective o the Or*ani.ation

Registration of all-important entities that help good governance in #a$istan. .o create a+areness in Dovernment organi)ations to utili)e NADRA(s services for promotion and to help the government in achieving the national ob!ectives.
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.o have strategic business partnerships > alliances +ith international companies in order to +in and e/ecute successful pro!ects.
.o become the mar$et leader and technology pace setter for transferring NADRA into a successful multinational company.
.o achieve self-sustainability through ac,uisition of multiple pro!ects in order to ensure a secure future for the organi)ation +ith a vie+ to protect and increase the interest of all sta$eholders of NADRA.
.o provide ,uality service to corporate customers +ith competitive prices at the best satisfaction level.
.o enhance creativity and !ob satisfaction of employees by providing opportunities for their career and personal development.
.o do organi)ational restructuring +ith optimum use of available resources. 3uild strong analytical s$ills plus good relationships +ith governments and other partners around the +orld
:/ceed our reach to gain +ider investment choice and ne+ opportunities for gro+th.
=old mar$et leadership. Deliver benefits to customers through technology and support. ntroduce in house training programs.
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ntroduce a performance management process across NADRA to ensure ob!ectivity and fairness in performance evaluation and career progression.
:stablish and maintain open communication +ith all level of employees. *e aim to create the environment of learning, culture of business e/cellence and belief in performance improvement.
Chapter 2
!4RVIC4!
National Database and Registration Authority (NADRA) provides the follo+ing services to every citi)en of #a$istan. 2.1 Smart NIC NADRA #a$istan has started issuing -mart "ards, the most secure national identity card of the +orld. -ecurity 9eatures< %ulti-dimensional Gsage & -ervice -ocial & 9inancial inclusion #rogrammes. Gse of -tate-of-the-Art :ncryption .echni,ues ?ive dentification of picture and finger prints :asy #ension Disbursement and a lot more to offer in the future
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2.2
Co0p"teri.e# Nationa+ I#entit$ Car# 8CNIC9
NADRA is issuing ne+ "omputeri)ed National dentity "ards ("N "(s) to all #a$istani citi)ens +ho are more then 50 years. .he "N " is a comprehensive identification document that authenticates an individual(s identity as a #a$istani citi)en. .he "N "s are being issued to all adult citi)ens of #a$istan, +hereas, e/isting manual records of National dentity "ards (N "(s) has been s+itched over to the computeri)ed database.
2.2.1 rocessing on !ata Ac"uisition at !ata Ac"uisition #nit $!A#%
ssuance of .o$en
#hoto "apturing
.humb and -ignatures
Data Ac,uisition by D:4
9orm #rinting
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Attestation & 9orm -ubmission
Data uploading to NADRA Data *arehouse
Ferification and "learance from NADRA Data *arehouse
#rinting at #roduction
2.2.2
!eli&ery of CNIC to NRC !ocumentation Re"uired
A "N " applicant is re,uired to produce the follo+ing documents at the time of application<
3irth "ertificate>"R" or
4ld N "
%atriculation "ertificate or
"N "s of immediate>blood relatives
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2.2.3
"iti)enship certificate issued by %4 !eli&ery Time
Normal - 7' days
Grgent - 58 days
9ast.rac$ - 58 Days (Jueue priority at NR"s for immediate processing)
2.2.%
Fee Structure
Nor0a+ 8Rs9 ' 58' 68 58' Ur*ent 8Rs9 &'' &'' &'' &'' ;astTrac< 8Rs9 58'' 5''' 5''' 5''' 5''' ;astTrac< =ith 'o0e De+iver$ 8Rs9 55'' 55'' 55'' 55''
!r : 1 2 3 % (
Cate*or$ -mart N " 9resh "N " %odification Rene+al Duplicate
2.3
National Identity Card for Overseas Pakistanis (NICOP) .he card is supposed to be produced at domestic or international entry or e/it
terminals. .here has !ustifiably been recognition of the overseas #a$istanis, their services and the potential benefits to the homeland, +hich has led the Dovernment of #a$istan to issue them +ith National dentity "ards for 4verseas #a$istanis (N "4#). N "4# is providing the authenticity of the individual, has additional features at the same time, as the person possessing the N "4# is entitled visa-free entry in #a$istan.
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2.3.1 !ata Ac"uisition at !ata Ac"uisition #nit $!A#%
ssuance of .o$en
#hoto "apturing
9orm #rinting
Attestation & 9orm -ubmission
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2.3.2
Delivery of N "4# to NR" or Address !ocuments Re"uired A N "4# applicant is re,uired to produce the follo+ing documents at the time of
application.
3irth "ertificate
4ld N " or
%atriculation "ertificate or
"N "s of immediate relatives or
#assport (mandatory in case of ne+)
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2.3.3
!eli&ery Time
Normal - 7' days
Grgent - 58 days
9ast.rac$ - 58 Days (Jueue priority at NR"s for immediate processing)
2.3.%
Ser #
Fee Structure
Normal (Rs) Urgent (Rs) FastTrack (Rs) Modi ication! Rene"al! #$%licate FastTrack "it& 'ome #eli(ery (Rs) ) Fee incl$des o%tional Rs*+,, deli(ery c&arge
Category
NICOP (All Categories)
Inland
+
NICOP (All Categories) or Middle .ast NICOP (All Categories) or USA2 A$stralia2 Canada and .$ro%e
A-road
2250
3000
2250
3100
/0,,
2250
5000
2250
5100
00,,
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2.3.5 SNIC/CNIC/NICOP Process Chart
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2.%
The ,a<istan Ori*in Car# 8,OC9

.he #4" program endeavors to provide eligible foreigners +ith unprecedented
incentives to get bac$ to their roots, +hile ensuring that the motherland remains tightly integrated +ith e/patriates +orld+ide. Any person +ho does not currently hold #a$istani citi)enship but has ever remained a #a$istani citi)en in his>her lifetime. Fisa-free entry into #a$istan. ndefinite stay in #a$istan. :/emption from foreigner registration re,uirements. #ermission to purchase and sell property. Right to open and operate ban$ accounts
2.%.1
!ata Ac"uisition at !ata Ac"uisition #nit $!A#% ssuance of .o$en
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#hoto "apturing
Ferification from NADRA Data *arehouse
2.4.2 Documents Required Completed POC Application orm!
2 photographs "passport si#e$
%an& Dra't(%an& Receipt 'or the 'ee ")100 'or adults* )50 'or minors$
Copy o' oreign passport
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At least 1 proo' o' Pa&istani origin
"opy of #a$istani passport
"opy of National D "ard (N ")
#roof of relationship +ith a #a$istaniM e.g. (%arriage or 3irth "ertificate), along +ith the relativeEs #a$istani passport or N ".
2.%.3
OC rocess Chart
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2.4.4
Fee Structure
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.ype
Ne+ (N)
Mo#i ication 5 Rene=a+ 5 D"p+icate 8>9 0'
"ancellation 8>9
Gnder 50 50 & Above
8' 5''
5'' 58'
2.( Certi icates

2.(.1 Child Registration Certificate $CRC% NADRA has no+ initiated the provision of a "hild Registration "ertificate ("R") or 3.fom to every #a$istani child, aged 50 years or less. t is the foremost right of a child to get a registration certificate from the place of origin. NADRA has been able to automate and in turn facilitate the process of ac,uiring "hild Registration "ertificates ("R"). A.he child shall be registered immediately after birth and shall have the right to ac,uire a nationality, and as far as possible, the right to $no+ and be cared for by his or her parents.BNot only is the registration of children essential for upholding and maintaining their identity, but also aids the government(s social service planning. t ensures the availability of essential information about every registered child, +hich ensures the provision of healthcare and educational facilities.
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.he "hild is allotted same registration number +hen he>she applies for "N " upon attaining 50 years of age. t is the responsibility of every child(s parents>guardians to get registered the children under 50 years of age.
2.5.1.1
Data Acquisition at NRC/DAU
ssuance of .o$en
#hoto "apturing
#rinting at NR">DAG
2.(.1.2 !ocuments Re"uired
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9ollo+ing are the basic documentation re,uirements for "R"<
3irth or -chool "ertificate %atric Result "ard or Degree
2.(.1.3 Fee Structure
Ty%e Normal Urgent
Fee (Rs*) 0, 0,,
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2.(.1.% CRC rocess Chart
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2.(.2
Family Registration Certificate $FRC% 9amily Registration "ertificates are documents issued to nationals of #a$istan
highlighting the family tree structure of the applicant. 2.(.2.1 !ata Ac"uisition at !ata Ac"uisition #nit $!A#%
#hoto "apturing .humb and -ignatures Data Ac,uisition by D:4 Ferification from NADRA Data *arehouse #rinting of 9R" 9orm at DAG
Delivery to Applicant
2.(.2.2 !ocuments Re"uired 9ollo+ing are the documentation re,uirements for 9R"
2.(.2.3
"N " numbers of all family members "R" numbers of all family members Ser&ices
9amily "ertificate by %arriage (*ife & "hildren)

2.(.2.% Fee
Rs. 8''
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Chapter 3
INNOVATION!
3.1 M"+ti?&io0etric ID car# %ethodologies, ac,uiring, transferring, processing, archiving data &
producing -4 compliant secure identification documents. .his system generates uni,ue citi)en identification numbers for entire population. .he Registration system integrates biometric technologies such as Automated 9inger dentification -ystems (A9 -) and 9acial Recognition -ystems and is capable of providing identity verification to all integral Dovernment departments. .he system can meet any standards re,uired by the customer, including -4 605' and "A4 17'7 compliant D cards.
NADRA provides integration services for all types of D technologies as per the clients( re,uirement including -mart "ard, R9 D cards, Hava cards and
microprocessor based cards. .he end-to-end registration system ensures authenticity of individual & documents through visual as +ell as electronic means. NADRA provides the follo+ing services to its clients<
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:valuate possible technologies and solutions for the pro!ect .
Develop a ne+ dentification numbering scheme .
Define technical standards based on re,uirements and evaluation
Define system security standards.
Gnderta$e a system analysis and design study of the manual process, to identify gaps in the system
#erform 3usiness #rocess Re-engineering (3#R) of the e/isting procedures
Develop data ac,uisition methodologies and identify data fields re,uired to be captured
dentify re,uired technologies pertaining to<
-ecure Document #roduction & Document Delivery components
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Design Data 3ac$up and Disaster Recovery (DR) plan for the pro!ect
Develop re,uirements for integration +ith other government bodies
3.2
dentify =ard+are & -oft+are to implement a state-of-the-art system Civi+ Re*istration Mana*e0ent !$ste0 8CRM!9 .he "ivil Registration %anagement -ystem ("R%-) has been by developed by
NADRA for the registration of four vital events i.e. 3irth, Death, %arriage and Divorce. .he scope of "R%- is to automate all the local governments in a country and provide computeri)ed registration and certificate issuance of the vital events. .he system provides up-to-date status reporting facilities for selected events, +hile providing business decision models for strategic decision ma$ing. NADRA has successfully developed and implemented "R%- for #a$istan at the grass-roots level, +ith online, +eb based connectivity for provisioning of monitoring facilities to designated Dovernment officials.
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3.3
M"+ti?&io0etric 4?,assport
NADRA achie+ed the hallmar& o' de+eloping and implementing one o' the 'irst ,ulti-%iometric e- Passports! .n 200/ NADRA enabled Pa&istan to become one o' the 'irst countries in the 0orld to issue the ,ulti-biometric e-Passport compliant to .CAO standards! NADRA has issued more than 1 million passports to Pa&istani citi#ens until no0! NADRA %ulti-3iometric e-#assport solution uses overt and covert security features on the data page supported by most sophisticated technology and business logic +hich ma$es it one of the most modern passports of this era. NADRA has developed e/pertise in centrali)ed and decentrali)ed e-#assport
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solutions to incorporate any feature as per clients( specifications including integration of ;I, 0I, 7&I, 2;I, 6&I R9 D chip, Dhost mages, and ?a.eO -creen
printing. .he system can help countries create a highly secure integrated system encompassing immigration, Automated 3order "ontrol and passport issuance +hile ensuring the genuineness of the holder as a valid citi)en. .he system re,uires minimum human intervention that ensures transparency +hile maintaining ease of e/it> entry of citi)ens +ithout the holders being harassed unnecessarily. .he $ey features of NADRA(s system include< #I P #ublic Iey nfrastructure R9 D "hip 3iometric features namely 9acial & 9ingerprint # - nvisible #ersonal D &D 3arcode %achine Readable Qone (%RQ) -ecurity -ubstrate and ?aminate Gltra Fiolet features %icro #rinting
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3.%
Veris$s
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.he re,uirement of identification document for evidentiary purposes is incomplete +ithout
verification mechanism. =aving developed the %ulti-3iometric National dentity "ard for #a$istan bac$ed up by the large centrali)ed national database in the +orld, NADRA has introduced an easy- to-use access tool for verification of citi)ens in the country named as Ferisys. .o verify the issued "N " and avoid any fraudulent activities NADRA launched Ferisys, +hich is an authentication process to provide online verifications of #a$istani citi)ens to the government, private and corporate sectors for bringing in transparency, validation, elimination
National Database and Registration Authority ;'
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of fraud & forgery. .his is a +eb-based real-time activity displaying the front and rear image of the "N " +ith added hidden information for verifications. Gsing NADRARs strong net+or$ infrastructure, a reliable and efficient mode of connectivity is provided to clients even in the remotest areas of #a$istan.
3.%.1 Biometric Access Control System
NADRAEs 3iometric Access "ontrol -ystem (3A"-) allo+s, organi)ations re,uiring high levels of security, to better manage and monitor protection and ,uic$ly respond to security breaches. .he 3iometric Access "ontrol -ystem developed by NADRA is a highly scalable system for monitoring and logging of personnel movements at defined entry and e/it points. .he central paradigms of the system are the automation of +or$flo+, increased security, efficiency, scalability and transparency in order to achieve a foolproof system that ensures real time monitoring and identification of personnel movement and creating a log for future references.
3.%.2 Biometric Attendance Control System
NADRA has developed a foolproof highly secured biometric attendance system that logs all the attendance and entry>e/it events and generates user friendly +eb reports for revie+ by management. NADRA(s 3iometric Attendance "ontrol -ystem provides automated time and attendance control, +hich is designed to facilitate the
National Database and Registration Authority ;5
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employees as +ell as the organi)ation. %ultiple +eb based reports and email alerts can be generated +hich display all the occurred events, processes and desired data. NADRA(s 3iometric Attendance "ontrol -ystem +or$s ideally +ith :nterprise Resource #lanning (:R#) tool but is also compatible +ith any other employee database. =aving a database at the bac$-end ensures no data loss or duplication and it $eeps the visitor or employee record for a longer period of time.
3.%.3 Automated Border Control
.o cater for the need for robust identification and verification systems, NADRA has developed Automated 3order "ontrol (A3") system +hich serves as a tool for la+-enforcement agencies in eradicating illegal immigration and human traffic$ing. .he Automated 3order "ontrol -ystem is fully automated immigration control system lin$ed +ith the central #assport server. t authenticates e-
#assport, identity and other travel documents by performing on spot 9acial Recognition and 9ingerprint dentification +ith utmost reliability and efficiency. t also $eeps the record of automated data verification, passenger travel history, flight information, destination, port-of-origin, nationality, verification log and officer(s comments. .he Automated 3order "ontrol is fully e,uipped to cater for the follo+ing functions<
4ptical reading and identification of travel documents
dentification of passenger through A9 - and 9acial 5<5 match
National Database and Registration Authority ;&
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dentification of passenger data and GF images
%atching +ith 3lac$list and :/it "ontrol ?ist (:"?)
3.%.% ' !ri&er(s )icense
NADRA has developed an R9 D based Driver(s ?icense that bears a license holderEs uni,ue, personal information as +ell as stores data regarding traffic violations and tic$ets issued > outstanding penalties. Data is stored in t+o halves of the chip. 4ne half contains the personal information of the license holder and cannot be changed or modified. .he second half is re-+ritable, +here history of violations can be recorded. At the end of the day, violation data is transferred from the policeman(s handheld device (#DA) to local police station +hich is then transferred to the central server (at district>state level) through secure channel that ensures data security and integrity. .he eDriver(s ?icense system has been developed to automatically revo$e driving rights in case of traffic violation. "omprehensive data of violations is electronically stored and available to the authorities. .he e-Driver(s license developed by
NADRA also allo+s the authorities to provide for supplementary provisions and services. .he R9 D Driver(s ?icense enables improvements in identity verification, privacy protection and high+ay safety.
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3.%.(
'* +ehicle Management System
NADRA has developed the multiple-pronged Ae-Fehicle %anagementB system that uses Radio 9re,uency dentification Device (R9 D) technology to identify vehicles approaching @manned( &@unmanned( "hec$-#osts at entry>e/it +ith real-time monitoring at the central control room. R9 D passive contact-less chips are placed on vehicle(s +indshield that contain vehicle(s details, lin$ed +ith the o+ner(s details at the database level. .he information stored in the R9 D contact-less chip is encrypted ensuring international standards of security. Designated "hec$ #osts are e,uipped +ith cameras, R9 D antennas, static scanners and magnetic loops that are able to read the R9 D tags on passing vehicles. .ransmission of complete date including timestamp, vehicle information and "hec$ #ost details are transmitted in real-time to the central control room that allo+s authorities to monitor & generate route of vehicles. -uspect vehicles are mar$ed in the system and alerts are generated +hen that vehicle crosses any "hec$ #ost. .he e-Fehicle %anagement -ystem has the follo+ing elements< Vehicle Identification and Monitoring System (VIMS): Fehicles are issued uni,ue Fehicle dentification Number (F N) embedded in encrypted R9 D
contactless chips. .he system allo+s authorities to monitor passage of vehicles and traffic levels at chec$ posts helping them to eradicate vehicle theft and smuggling, catch suspects and improve vehicle ta/ collection.
National Database and Registration Authority ;;
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Vehicle Access Control System (VACS): FA"- can be deployed in secured premises> building entry>e/it points to restrict access of vehicles at designated gates, levels and points. .he system is useful in monitoring activity at entry>e/it points and generates reports of visitors and staff vehicles. .he FA"- is a valuable tool +here security is a priority and passage of vehicles must be regulated by time.
Chapter %
'UMAN R4!OURC4 D4,ARTM4NT AND IT! ;UNCTION
Neither there is no doubts to say that =uman Resource department is the bac$bone of any organi)ation and its ma!or function to recruit personnel for the organi)ation and to manage the employees. .his department plays very important role for fulfilling the need of personnel for any department.
Manpo=er ,+annin*
t involves the planning for the future and finding out ho+ many employees +ill be needed in the future by the business and +hat types of s$ills should they possess. t depends on the follo+ing factors .he number of people leaving the !ob
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.he pro!ected gro+th in sales of the business .echnological changes #roductivity level of the +or$ers
6ob ana+$sis an# 6ob #escription =R Department is also involved in designing the Hob analysis and Hob description for the prospective vacancies. A job ana+$sis is the process used to collect information about the duties, responsibilities, necessary s$ills, outcomes, and +or$ environment of a particular !ob. 6ob #escriptions are +ritten statements that describe the< Duties and Responsibilities, %ost important contributions and outcomes needed from a position, Re,uired Jualifications 4f "andidates, Reporting relationship and co-+or$ers of a particular !ob.
Recr"it0ent an# !e+ection
4ne of the most important !obs =R departments is to recruit the best people for the organi)ation. .his is of crucial importance as the success of any organi)ation depends on the ,uality of its +or$force. Details regarding the recruitment and selection procedure can be found here.
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,er or0ance Appraisa+ 4nce the employees are recruited, the =R Department has to revie+ their performance on a regular basis through proper performance appraisals. #erformance appraisal is the process of obtaining, analysing and recording information about the relative +orth of an employee. .he focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. ts aim is to measure +hat an employee does. 4n the basis of performance appraisal the =R Department +ill set up an action plan for each employee. f the employees need any training then he provided that. Trainin* an# Deve+op0ent
=R department is constantly $eeping a +atch over the employees of the organisation. n order to improve the efficiency level of the employees they have go undergo regular trainings and development programmes. All trainings and development needs are carried out by this department. .raining might include on the !ob or off the !ob training. 9ind more information on training here. 40p+o$ee @e+ are an# Motivation =appy employees mean a healthy organi)ation. =R Department conducts various employee +elfare activities +hich might include employees get together, annual staff parties etc. =R department also revie+s organi)ational policies and its impact on the motivation of the employees.
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)abor Mana*e0ent Re+ations 9or the smooth operation of any organi)ation, it is crucial to have good labour management relations. =R department has to ensure that these relations are cordial. n case of any labour-management conflict the =R Department +ill play a vital role in bringing both management parties to the negotiation table and resolving the issue. I0p+e0entin* Or*ani.ationa+ ,o+icies =R Department has to coordinate +ith line manager and see that the organi)ational policies are being implemented in a proper manner. Disciplinary action can be initiated against employees +ho are not follo+ing organi)ational rules and regulations. All these actions are conceived and implemented by the =R department. Dis0issa+ an# Re#"n#anc$ =R Department has to ta$e firm actions against employees +ho are not follo+ing the organi)ational code of conduct, rules and regulations. .his can result in the dismissal of the employee. -ometimes, an organi)ation may no more re,uire the services of an employee. .he employee may be made redundant. =R Department has to see that organi)ational and government regulations are being follo+ed in this process.
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%.1 !tr"ct"re o '"0an Reso"rce Depart0ent
.he structure of =R Department of Regional =ead 4ffice %ultan is as follo+s<
Director A#0in A 'R Dep"t$ Director 'R Assistant Director 'R Dep"t$ Assistant Director 'R Dep"t$ Assistant Director 'R8ii9 !"perinten#ent National Database and Registration Authority ;1 Asst. !"perinten#ent
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%.2
'"0an Reso"rce Assess0ent
=uman Resource Department of Regional =ead 4ffice %ultan attempts to provide management support to its highly speciali)ed and diverse +or$force, +hich is a part of #a$istan(s largest geographically
%.2.1
. based public sector organi)ation, and length and breadth of #a$istan.
spread
across
the
Mission Statement .o #rovide and organi)e +or$force having diversified potential in management
and technical fields to facilitate in the achievement of overall ob!ectives of the organi)ation.
%.2.2 +ision Statement
-erves as benchmar$ to develop =R potential, considered best in the mar$et. #rovide services and programs. :,ual opportunity employment. :ffective implementation of
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employees( compensation plans. =uman resource development.

4.2.3 Objectives
Reach out to diverse group of +or$ers across #a$istan, +hile recruiting to achieve fairness and diversity in an efficient manner.
ncrease +omen participation in NADRA up to &'S to facilitate its 8;S customer base.
"onstitute and maintain a comprehensive mar$et competitive re+ard system to ensure attraction and retention of ,ualified and e/perienced
professionals.
-tandardi)ation of Directorate(s internal practices and procedures to improve its customer satisfaction level.
:nable employees to ma/imi)e their career potential by offering increased number of training and development opportunities from reno+ned trainers +ithin the available resources.
ntroduce in house training programs.
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ntroduce a performance management process across NADRA to ensure ob!ectivity and fairness in performance evaluation and career progression.
%.3
'R Diversit$ Mana*e0ent ,ro*ra0 8'RDM,9

*or$place diversity refers to the variety of differences bet+een people in an
organi)ation. .his sounds simpleM ho+ever, diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organi)ational function, education and more. Diversity perceive involves ho+ people perceive themselves and ho+ they
others. .hese perceptions affect their interaction in a +or$ place. 9or a
+ide assortment of employees to function effectively in an organi)ation, human resource professionals need to deal effectively +ith issues of communication, cultural fit
and change. Gnderstanding and appreciation of diversity helps =R professionals to achieve this goal. Gnderstanding and respect for diversity has improved considerably in recent years
and learning organi)ations have responded positively by sensing this subtle change in their e/ternal environment. .hey have recogni)ed the need for
immediate action by preparing themselves to utili)e human and financial capital.
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NADRA(s 8;S clientele comprises of females. 4nly 55S of our employees are female therefore it is our goal to increase the current female representation to &'S by the end of year &''1. -ome concrete steps have been ta$en to accomplish this tas$ in order to facilitate the customer base and improve organi)ational diversity.
%.%
Co0pensation an# &ene its

Analysis of NADRA pay structure #romotion boards =J,#=4>R=4 -alary 9i/ations -alary Anomalies -pecial promotion initiative :mployee 4ld Age 3enefits #ension "ommutation Dratuity 3enevolent 9und nsurance -alary #roposals
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2. %.(
Technica+ '"0an Reso"rce
Function :R# "reation ssuance of "ontract ?etters ssuance of :mployee %aster data forms Data Gpdation in =R%ssuance of Gser ?ogins and :mail Ds on Domain "reation of Gltimus Accounts ssuance of :mployee "ards :mployee #ersonal 9ile %anagement =R%- Reports
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=R%- Administration ?eave %anagement ?eave "ases
%.-
40p+o$ee Re+ation Ce++
Function "reating open lines of communication +ith employees & management i.e. 3log, -uggestion 3o/ etc. Assist employee at all the levels in the interpretation & communication of policies & precedures. 4ffering employee & management assistance in resolution of all employee relation matters. Ans+ering employeeEs ,ueries through blog.
%./

Anti 'arass0ent
9unction A+areness -essions on L.he protection of +omen against harassment at +or$place Act &'5'L .raining>A+areness sessions on LNADRA Anti =arassment #olicyL "ase Resolution(-ubmitted to A=") "ounseling of employees involved directly or indirectly in any of the cases
%.2
Career Opport"nities
NADRA offers a +ide range of career opportunities to technical and non
technical people both. NADRA hires highly speciali)ed human resource, therefore,
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ma!ority of the designations>specifications have been tailored according to the needs of the organi)ation. %.2.1 Careers at NA!RA encom,ass the follo-ing areas
A#0inistration1 dentifies and implements improved streamlined processes C"sto0er &"siness Deve+op0ent1 t helps business enhance its capacity by
enabling proactive interactions +ith customers C"sto0er !ervices5Inte*rate# )o*istics1 %anagement of the flo+ of
materials >products and services and process finished products through the supply chain. 4n*ineerin*1 Develop ne+ products or design ne+ processes. 4Bterna+ Re+ations1 9unctions as strategic business partner in various areas of public relations. ;inance A Acco"ntin* Mana*e0ent1 #rovide financial leadership at all levels. Assist in budgeting and financial resource allocating and ris$ management '"0an Reso"rces1 #artner +ith management to set direction, develop and implement strategies. %anages, develops and deploy the human capital of the organi)ation. In or0ation Techno+o*$1 mpact global mar$et, leading business ob!ectives by employing the state of the art technology.
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Mar<etin*1 Deploy plans to initiate innovative products, attractive for the sta$eholders and the customers. Devise and develop promotional activities. ,roc"re0ent1 #roviding support to the main function of the organi)ation in all areas. Research A Deve+op0ent1 "reate and develop innovative products, processes and technologies so as to help improve the ,uality of life of the masses. %.2./ 0ob 'n&ironment NADRA(s technological orientation has enabled it to provide a +ell e,uipped and a diverse +or$ing environment to its employees. t introduces them to a realistic challenge +here an employee discovers e/periential learning +ith a supervisory support. .his challenge and support inculcates confidence and belief in his>her abilities +hich becomes a part of the employee(s personality.
%.2.3 Career !e&elo,ment #rofessional development of its employees is at the heart of NADRA. %anagement has strong belief in professional development of employees that are asset to the organi)ation. .he career graph of NADRA employees moves +ith the gro+th of the organi)ation, since both the organi)ation and the employees gro+ on reciprocal bases.*e arrange e/tensive training programs for our employees to improve their e/isting s$ills set and help them gro+ in their career. A fully dedicated team at the =R Directorate +or$s full time to find the best trainers and training programs available across #a$istan. 4ur training and development team has developed a strong
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association +ith reno+ned training institutions and universities li$e ?G%-, NG-. and 3A etc. %.2.% otential Career ath
NADRA o''ers internship as 0ell as employment opportunities 'or those 0ho are 0illing to 0or& in a competiti+e and di+erse en+ironment!
1.2.1.3
Internshi, rogram
NADRA has developed e/tensive paid internship programs for the energetic and competent university graduates loo$ing for challenging careers and diverse +or$ environment. NADRA reachs out to the fresh graduates through !ob fairs +hich are a valuable opportunity to meet and induct fresh talent. %ost recent participations are D I and 3ahria university !ob fairs. nternship programs are offered in the follo+ing three categories. !enior Internee1 "andidates having & years %asters Degree or ; years 3achelors Degree +ith one year e/perience are inducted as Assistant %anager (non-technical) or -ystem :ngineer (technical) for a period of si/ months. 6"nior Internee1 "andidates having & years %asters Degree or ; years 3achelors Degree are inducted as Assistant %anager (non technical) or -ystem :ngineer (technical) for a period of si/ months. !t"#ent Internee1 "urrent students ta$ing pro!ects as part of their course are inducted for a period of three months in early Hune.
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4ur internship programs are e/citing, providing valuable opportunities for student interns and the fresh graduates both. 4ur internships provide invaluable opportunity to put theory into practice, apply $no+ledge and s$ills to real-life business situations. t is a great prospect of e/periential learning +here internee may find permanent place at the end of his>her probation period. 4ur supervisors>managers guide our interns in every possible +ay.
%.3
N"0ber o 40p+o$ees @or<in* in '"0an Reso"rce Depart0ent

NADRA proudly employs a highly s$illed +or$force of more than 58'' =uman
Resource speciali)ed and Regional =ead office %ultan employs more than 8' employess +ho contribute to register more than 5;' million citi)ens and print more than 0' million "omputeri)ed National dentity "ards. 9ollo+ing =uman Resource department staffs are<
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!DNo 5
!ca+e 4-0>3#-50
Desi*nation Director Admin & =R
6ob !peci ication a.%3A(=R)> %.#hil(=R) b. :/p< 5' Kears
6ob Description Regional =R and Admin ncharge
&
4-6>3#--50
Deputy Director =R
a. %3A(=R)>%.#hil(=R) b. :/p< 8 Kears
%anaging the Asst Deputy Director(s +or$
4-2>3#--56
Deputy Asst. Director =R
%.3.A>%.com(=R)
Responsible of all activities of the =R office.
4-;>3#--5;
-uperintendent
a. Draduation b. :/p< 8 Kears a. Draduation
3ac$up of Deputy Assistant Director Reporting and uploading data to re,uired specification.
4-7>3#--55
Asst. -uperintendent
Chapter (
CRITICA) ANA)C!I! O; NADRA O,4RATION
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NADRA is one of the top leading . and aggressive organi)ation. n National Database and Registration Authority (NADRA), all policies are being adapted =ead,uarters slamabad and Regional and #rovincial =ead 4ffices. Gntil and unless higher management at least at #=4 > R=4 level All branches, specially Accounts +ill not reali)e the difficulties, problems, +or$load, and routine tas$s performed by NADRA, the fruitful results may not be achieved. ?ac$ of !ob satisfaction among employees due to contract appointment. Discouraged +or$ers (seniors are the most do+nhearted) due to absence of !ob structure and individual re+ard. 9urniture and fi/tures are deteriorating due to +ear and tear and unavailability of replacement>maintenance funds. #ac$ages of staff not up to standard .here is no social activity for boost the morale of staff ?ac$ of appreciation on good +or$ ?ac$ of behavioral trainings for staff
(.1
Achieve0ents
NADRA has been placed amongst the .op 8' e-#assport .echnology -uppliers for 8 consecutive years in D *orld %aga)ine, for &''6, &''0, &''1, &'5' and &'55 published by *ise %edia, taly.
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NADRA is amongst the 7 companies selected from Asia and Africa on the list. NADRA +as honored +ith the A4utstanding Achievement A+ardB at "ARD:O %iddle :ast in "airo, :gypt in %ay, &''6.
NADRA has been a+arded .he %erit :/porter A+ard by 9ederation of #a$istan "hambers of "ommerce & ndustry (9#"" ) in &''2 for achieving e/port of homeland security solutions in the international mar$et.
NADRA(s "hief .echnology 4fficer, %r. Gsman K. %obin +as a+arded the A D .alent A+ardB in November, &''6 at the D *orld nternational "ongress held in %ilan, taly. =e +as recently a+arded .amgah-e- mtia) in &''1 for his services rendered to the state.
NADRA has successfully achieved "apability %aturity %odel
ntegration
("%% ) from -oft+are :ngineering nstitute (-: ) "arnegie %elon, G-A. "ertification +as assessed on .echnology, Juality %anagement and #ro!ect %anagement divisions. NADRA Juality %anagement and "N " #roduction departments are also -4 1''5<&''' "ertified.
(.2
4./.3
!"ccess an# ;ai+"re o Di erent !ervices

Successful Ser&ices
All services gained a great succession. 9ollo+ing successor services are
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"N " "R" N "4# %odification in "N " Duplication in "N " Rene+al of "N " "R%- "ertificates 4nline Ferifications of "N " 4nline Gtility bills #ayment
.he general reasons for the success of the services are as under< %inimum processing time Juic$ and easy delivery :fficient -ystem ?ittle documentation "ustomer "are +ith smile
4././
Failed Ser&ices .here is no failed service of NADRA because federal, provincial and local
governments bac$ up all NADRA products.
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(.3
Major Co0petitors
Although there is no competitor of NADRA in country but +ith reference to
utility payments and verification follo+ing are main competitors of NADRA<
3an$s #ost 4ffice nsurance "ompanies etc.
(.%
;"t"re ,rospects o the Or*ani.ation

NADRA introduce follo+ing products for future aspects< Aslah ?icense :-.ic$eting (#a$istan Rail+ay, #. .A) Fehicles identification .rac$ing -ystem 3order -ecurity -ystem for provinces ?and Registration Fehicles Registration -ystem Driving ?icense
(.(
@ea<nesses o the '"0an Reso"rce Depart0ent
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9ollo+ing are the ma!or +ea$nesses of the =R Department ?ac$ of the proper training ?o+ salary pac$ages :mployees !ob insecurity :mployees benefits insufficient #romotion #olicy #erformance Appraisal #olicy .ermination #olicy "ontributed #rovident 9und -cheme Re+ard -cheme :mployee -ecurity Deposit #olicy
(.-
Reco00en#ations
3ased on my thorough study of NADRA R=4 %ultan suggest the follo+ing
recommendations< NADRA cannot fully achieve all ob!ectives until and unless +ell motivated team invests itself personally to NADRA Regional =ead,uarter %ultan. ndeed, only highly motivated and energetic staff may boost up any organi)ation. 4nce the +ay of %anagement comes on proper trac$ then it is very easy to get %anagers on proper +ay. %anagers must train in a +ay to loo$ li$e %anagers not officers. .hey must have responsibilities as +ell as due authorities to carry them.
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-taff being a life blood of any organi)ation needs special care. .hey should get financial budgetary support as +ell as appreciation.
-alaries and benefits of staff +ould up to standard as compare to mar$et. A person engaged +ith NADRA Registration "entre (NR") cannot thin$ about any part time !ob in evening hours or after his> her duty hours because NADRA Registration "entre (NR") remain operational in rush days till +or$ completed +ithout giving any e/tra benefit to staff.
-ocial activities vi). games, dramas, musical sho+s +ould be encouraged at NR" and #=4>R=4 level.
Appreciation concept may introduce on +or$ performance that D:4>Hr.:/ecutive of the center> Area, AD>-: of the Area>R=4 on monthly, ,uarterly and yearly basis by a+arding some incentives.
3ehavioral trainings may be conducted Area or #=4>R=4 level. :ffecting management re,uires complete attention round the cloc$ and demands continuous inputs from %anagers. =uman being having limited capacity cannot hold all operations as alone that evolve other people. -o the concept of po+er delegation to do+n +ord is adopted for better command & control. f +e +ant better command and control and fruitful result from NADRA
Registration "entre (NR"), then +e should have slot of managers on various stages NADRA Registration "enter (NR"), #=4>R=4 and =J.
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Chapter -
CONC)U!ION
National Database and Registration Authority (NADRA) is not !ust a combination of technical and management s$ills, but also the investment of personal self. t is not !ust a !ob but also a mission for the betterment of #a$istan. .he spirit of NADRA re,uires us to use our full potential for the betterment of the county, the organi)ation and us.
After the completing my internship at =uman Resource Department of NADRA Regional =ead 4ffice %ultan have studied in this organi)ation specially =R department that is relevant my speciali)ation. n =uman Resource department R=4 NADRA %ultan have covered different types Hob Description, .ransfer of staff, ?eave %anagement, #romotions cases etc. have read above mention areas in my course boo$s but based on
my through study of =uman Resource at R=4 NADRA %ultan, this practical +or$ and e/perience is essential for me, and +ill give me benefit in practical life.
n this regard,
am very grateful to =uman Resource department of National
Database and Registration Authority at Regional =ead,uarter %ultan.
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Re erences
"ollected data from NADRA in Regional 4ffice, %ultan. 3y the use of nternet and NADRAEs +ebsites. -elf e/perience during !ob in this 4rgani)ation
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Chapter 1

National Database and Registration Authority

National Database and Registration Authority

National Database and Registration Authority

National Database and Registration Authority

National Database and Registration Authority

National Database and Registration Authority

National Database and Registration Authority

Chief Technology Officer

National Database and Registration Authority

National Database and Registration Authority

Chair0an %r. %uhammad .ari, %ali$ "hairman NADRA &oar# Me0bers1

National Database and Registration Authority 5'

National Database and Registration Authority 55

(?og) ("h -ect) (#roc) (N*)

1.2.1 Main Offices

NADRA =ead,uarter slamabad #rovincial =ead 4ffices (#=4)

?ahore Iarachi Juetta #esha+ar

Regional =ead 4ffice (R=4s) %ultan

National Database and Registration Authority 5&

-argodha -a$har =aidrabad

,ro i+e o 40p+o$ees

Desi*nation -+eeper Naib Jasid Hr. :/ecutive -r. :/ecutive

Ac,uired data to each applicant. Ac,uired photo image.

National Database and Registration Authority 57

-r. -uperintendent Deputy Asst.Director Assistant Director

Deputy Assistant Director(.ech)

Asst. Database Administrator Database Administrator Deputy Director

Objective o the Or*ani.ation

National Database and Registration Authority 5;

National Database and Registration Authority 58

National Database and Registration Authority 52

Co0p"teri.e# Nationa+ I#entit$ Car# 8CNIC9

.humb and -ignatures

Data Ac,uisition by D:4

National Database and Registration Authority 56

Attestation & 9orm -ubmission

Data uploading to NADRA Data *arehouse

Ferification and "learance from NADRA Data *arehouse

!eli&ery of CNIC to NRC !ocumentation Re"uired

"N "s of immediate>blood relatives

National Database and Registration Authority 50

"iti)enship certificate issued by %4 !eli&ery Time

Normal - 7' days

9ast.rac$ - 58 Days (Jueue priority at NR"s for immediate processing)

Cate*or$ -mart N " 9resh "N " %odification Rene+al Duplicate

National Database and Registration Authority 51

2.3.1 !ata Ac"uisition at !ata Ac"uisition #nit $!A#%

.humb and -ignatures

Data Ac,uisition by D:4

Attestation & 9orm -ubmission

Data uploading to NADRA Data *arehouse

National Database and Registration Authority &'

Ferification and "learance from NADRA Data *arehouse

"N "s of immediate relatives or

#assport (mandatory in case of ne+)

National Database and Registration Authority &5

Normal - 7' days

9ast.rac$ - 58 Days (Jueue priority at NR"s for immediate processing)

National Database and Registration Authority &&

2.3.5 SNIC/CNIC/NICOP Process Chart

National Database and Registration Authority &7

The ,a<istan Ori*in Car# 8,OC9