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Hrm Project on NIB Bank Pakistan

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NIB
Bank

limite
d
NIB stands for
national

investment
bank . NIB
Bank Limited
(formerly NDL
C-IFIC Bank
Limited) was
incorporated in
March 2003 as
a public listed

company.In
October 2003,
all assets and
liabilities and
all rights and
obligations of
the
former Nation
al

Development
Leasing
Corporation
(NDLC) and
Pakistan
operations of
IFICBanglades
h were
amalgamated

with and into

NIB Bank. NIB
Bank has a
countrywidene
twork of 41
branches,
which is
growing. With
the acquisition

of PICIC our
branchesnetw
ork will reach
240 by the end
of 2007. NIB
Bank has since
grown rapidly
from a base of
2 branches in

2003 to 45 in
the 4th quarter
of 2007. Total
assets have
grown fromRs.
9 bn in
December
2003 to Rs 87
bn (excluding

acquisition of
PICIC through
rights)as of
September 30
2007.
Vision:

To be the bank
of choice for

the most
discerning
segments of
the consumer
andcorporate
markets in
Pakistan.

To
revolutionize
banking for the
SME segment
by creating
new products
anddistribution
channels.

To become a
leading
provider of
investment
banking and
wealth
managements
ervices.
Mission:

Our Mission is
to provide a
banking
experience so
unique, that its
compels each
of
our customers
to want a long

term, multiproduct
relationship
with NIB Bank.

Over all
Bank
hierarchy
Board
Directors
Names

Francis
Andrew
Rozario
chairman

Syed Aamir
Zahidi
Director

Tejpal Singh
HoraDirector

Chia Yew
Hock
WilsonDirect
or

Sng
S e o w Wa h D
i re c t o r

Mahmudul
Huq
BhuiyanDire
ctor

Asif
JoomaDirect
or

Khawaja
Iqbal Hassan
Director &

President /
CEO

HRM
departme
nt in
troduction

NIB bank
limited have
following
hierachy in
HRM
department:H
RM
department
bascially

performing
four function:

Staffing

Vice presidentof
Human
resources
Manager total
compensation

Manager Employ
ee
trainingManager
labour
relationManager
of Recruiting

Training and
development

Compensation
and rewards

Mentainace

A)
Staffing

1.
Assessing
Human
resource:
Assessing
current human
resources
begins by

developing a
profile of
theorganizatio
ns current
employee.
Generally
there are two
methods:a.Hu
man

resources
inventory
report b.Huma
n resouce
information
system NIB
bank used
HRIS.

a.Human
resouce
information
system
(HRIS):
It is a
computerized
system that
assists to find

out how
manyemploye
e an
orginazation
has cureently.
In other words
we can say it
is data base
system NIB

bank limited is
support
information
technology for
enchancing
bank servies,
withoutthe
usage of
computer no

organization
exsist in this
world thats
why like other
banks NIB
bank limited
have HRIS to
find out
information of

its current
employee.
UsuallyHRIS
shows
following
information:

Name of
employee

Education of
employee

Job position of
employee

Name of
branch in

which he/she
is working

Experience of
employee

Salary level
with respect to
grade of the

employee
have

Specialized
skills the
employee
haveetc1.1

Demand
forcast of
employee:
Demand
forcast means
that predicting
how many
employee an

orgainazationw
ill need in
future. The
methods which
used are
following:

statistical
methods

Judgmental
analysis

Ratio analysis

Regression
analysis NIB

bank limited
used statistical
software in
which through
pi diagram
mostly
identifiedthe
demand and
number of

employees
needed. Both
ratio analysis
and regression
analysisare
aspects of
human
resource
management

systems (HRIS)
or (HRMS )
packages,
andtherefore
provide more
accurate and
timely
forecasts. This
forcast have

shows
qunatitiveand
qualitative
needed of
future
employees.1.2

Predicting /
forcasting

Supply of
employee:
Forcast supply
of employee
means that in
future what
factorsthrough
which number

of emplyees
increase or
decrease in a
particular
department.
In NIB bank
limited have
following are
the factors:

Retirement

Transfer in or
out

Sabbatical
(long leaves)

Contigent
employees

Illness

Deaths

New hires

Resignation

1.3

Matching
future
demand of
emloyee
and future
supply of
emloyee:

HRM
department of
NIB bank
limited match
future demad
of employee
and future
supply of
employee if

there is a gap
HRM
department
movedtowards
recuritment
and also for
current
employee.Most
ly HRM

department
have done
recuritment
process there
is almost less
chances
that bank have
no gap or less
gap b/w future

demand of
employee and
future supply
of employee.

2.
Recruiting:
Recruiting is
the part of

staffing. It
define as,
Process of
discovering
potential
candidates for
actual or
estimated

organizationva
canies
HRM
department of
NIB bank
limited have
not done too
much
recruitingeffort

s. The bank
easily find out
the candidate
it needed. One
thing more
bank
performrecuriti
ng efforts only
for current

vacant job and

it done
recruiting by
iteslf not with
thehelp of
other
organization.
2.1 Goals of
recruiting:

HRM
department
first goal of
recruiting to
communicate
the vacant job
torequired
candidate

Second goal of
recruiting is
provide
enough
information
about job
2.3 Fator
effect the

recruiting
efforts:

NIB limited
bank is newly
estalished
since 2003 it
does not big
with respect

toassets and
liablties as
compard to
other banks so
size of bank is
small that why
itdoes less
recruiting
efforts.

Unemployeme
nt rate is high
in Pakistan so
recruiting
effort are low

Bank will have

good

reputation so
its image will
good infront of
general
publicdue to
safe working
conditions,
personal
benefits,

banking
services,
salary wecan
say that Bank
will increase
recruiting
efforts in
futures

Bank have
internal
recruiting
policy such as
promote
within
wherever
possible.The
employee who

show good
performance
can become
the branch
manager
of bank.
2.4 Recruiting
sources:

NIB bank used

two source of
recruitinga.Int
ernal
search b.Exte
rnal search
a.Internal
search:

Internal search
include
referance from
internal
emloyees.
Bank
trustthose
employees
who showed

good
performance,
have long
tenure with
bank
,orginaztion
commitment
behavior and
offered them

to recommend
candidate of
ownchoice
matching with
job
requirements.

b.External
search:i . A d v
ertisement
Newspaper
(Daily Jung,
Nawa-e-Waqt,
The Nation,
Dawn and

DailyKhabrein
etc)
ii.School,
colleges,
universities
Bank recurit
fresh students
from foregin
unversities

and from
bestuniversitie
s, institues of
Pakistan, some
names are
following:

Institute of
Business
Administration

Lahore
University of
Management
Sciences

Institute of
Business
Management

National
University of
Science and
Technolog

Recuriting
alteranatives:

Intership
package

Contract
workers

Contegent
workers

3. Jon
analysis:
The procedure
for
determining
the duties and

skill
requirements
of a job andthe
kind of person
who should be
hired for it is
called Job
analysis. Job
analysis is

veryimportant
as job analysis
information is
used in
Selecting and
recruiting,
compensation,
performance
evaluation,

training and in
resolving
other issues
which NIB
Bank
faces.The
methods which
are used in
collecting

current job
analysis
information
are

The interview

Questionnaires

a) The
Interview for
job analysis:
Interview is a
big source in
collecting
information in
the job
analysis.

Individualempl
oyees, group
of employees
and
supervisors
with vast
knowledge
about jobs
areinterviewed

. The format of
interview is
Structured and
unstructured.
In
structuredinter
view a set of
sequence of
questions are

followed by
interviewers
and in
unstructured
type of
interview the
interviewer
pursues points

of interest as
they come up
in response
toquestions.
b)
Questionnair
es:
In
questionnaire

the employees
solve the fill
out
questionnaires
to describe
their jobrelated duties
and
responsibilities

. The formats
of
questionnaires
are either
structuredor
open ended.
The following
common data
the HR

department
get after job
analysis:
i) Education
Requirements
for Banking
operations
Jobs

B.Com
(Bachelors
degree in
Commerce): It
is one of the
most basic
requirementsof
any Banking
firm.

M.Com
(Masters
degree in
Commerce):
From any
reputed and
recognizedcoll
ege or

university
would be an
added benefit.

CPA (Certified
Public
Accountant) :
A CPA degree
is optional but

it will
surelygive you
an edge over
the other
Banking
operations job
seekers.

Knowledge of
book keeping,
auditing,
Banking,
finance and
analysis,
taxation
can prove to
be of great

help while
looking for
getting a
Banking
operations job
in areputed
firm
ii) Skills
needed for

getting a
Banking
operations
job:

Public
Speaking
: A good
Banking

operations
professional
should have
strongcommun
ication as well
as public
speaking skills.

Mathematical
aptitude
: A Banking
operations job
seeker should
also have
anaptitude in
Mathematics
and should be

able to work
with figures
quickly
andaccurately.

Risk
identification
skills:

He or she
should have
extremely
good analytical
aswell as Risk
identification
skills.

Knowledge of
Finance
: Good
knowledge of
Finance and
the current
marketscenari
o is also a
must to get a

good Banking
operations job.

Organizationa
l skills:
As a Banking
operations job
includes
organizing

work it
isnecessary to
have good
skills in this
department.

Managerial
skills:

Being able to
do the work is
another thing
but being able
toget the work
done from
others

is a skill that a
Banking
operations
professionalss
hould have.
3.1 Job
description:

After getting
job analysis
information
the next step
is to describe
job
descriptionwhi
ch contains
the points of

job
identification,
job summary,
chain of
commandrelati
onships),
responsibilities
and duties,
standard

occupational
classifications
andstandard of
performance
and working
conditions.
3.2 Job
specifications
:

After
formulating job
description the
next step
taken is job
specification
inwhich the
traits of
employees are

defined who
are assumed
suitable for the
job. Two
jobdescriptions
are following:
Job
descriptionJo
b title

: Accountant
location:
Gujrat
Report to
: Accountant
manager
Job type:
Permanent
Job status

: full time
Job code:
N34M
Responsibiliti
es:

Collections of
payments from

creditors
within 60 days

Payment
within due
dates either
30/60 days

Input of sales
and purchases

invoices, cross
checking on
billing

Prepare report

Monthly
reconciliation

Issue cheque
and official
receipts

General Admin
works
Requirements
:

Degree /
Diploma / in
Accounting

Min 3-5 yrs

accounts
experience

Speak fluent
English and

good
communicatio
ns skills

Able to start
immediately
Timing:

Working Hours:
Mon Fri

9.30am
6.30pm

Sat: 9.30am
2.00pm
(Alternate)

Sun: Off
Salary:

Salary: 18000
to 30000 Rs
Job
descriptionJo
b title
: cashier
location:
Gujrat
Report to

: branch
manager
Job type:
temporary
Job status
: full time
Job code:
N34M

Responsibiliti
es:

Resolve
customer
complaints.

Answer
customers'
questions, and

provide
information on
procedures or
policies.

Cash checks
for customers

Compute and
record totals of
transactions.

Count money
in cash
drawers at the
beginning of
shifts to

ensure that
amounts
arecorrect and
that there is
adequate
change.

Issue receipts,
refunds,

credits, or
change due to
custom

Process
merchandise
returns and
exchanges.

Receive
payment by
cash, check,
credit cards,
vouchers, or
automatic
debits.
Requirements
:

B.com or
M.com degree

Ability to
operate all
equipment
necessary to
perform the
job

Ability to
process
information/m
erchandise
through
register
system

Ability to
communicate
with
associates and
customers

Ability to read,
count, and
write to

accurately
complete all
documentation
Timing:

Form 9.00 a.m.

to 6.00 p.m
from Monday
to Thursday

whilst lunch
break is of one
hour i.e.
1.00pm to
2.00 p.m.

Friday timings
include break
fro lunch and

prayers from
1.00 pm. To
3.00 p.m

Timing for
Saturday are
from 9.300 am
to 2.00 pm
without break

Sunday is
designated as
your official
day off work
Salary:

Salary :5000 to
8000 Rs.

4. Selection
process:
Selection
process is also
the part of
staffing. Bank
have four step
selection

process1.CV
screening2.w
ritten entry
test3.intervie
w4.selection
and offer 1)
CV screening:
In this step HR
department

discourage
those
candidate who
do not
meetthe
criteria of job
and encourage
those who
meet with job

criteria. HR
department
alsotake
screening
interview with
the help of
which
Positive
points:

CV screening
easily skipped
the candidate
who do not fit
so the less
timeconsumed
for selecting

desired
employee

CV screening
can reduce the
overall
selection
process cost

CV shows
qualifaction ,
experience,
achievement
etc of the
candidate
have
which predict
the future

performance
of candidate

CV have
referances
with the help
of which bank
investigate
the

informationme
ntioned so
bank trun
away from the
candidate
whos
information is
wrong

Negative
points:

NIB bank
collect paper
CVs the
reason is that
it does not

advertise
vacant job
onnet and also
not collect
mail CV so
screening step
become
prolonged. As
softwaretimely

recognize
fitted the
candidate but
in other case
candidate
waite number
of days for the
call of

interview and
test.

Second
negative point
of paper CV
screening of
NIB bank is
that its not

fair because
HR manager
can perfer
those
candidate who
have good
interpersonalr
ealations. So
later on when

employment
tests and
interview are
taken,
thecandidate
do not show
satisfactory
result, the
time and

selection
process cost
will be highly
effected.
Suppose, if by
chance the
candidate
become
employee of

the bank
through unfair
selection
process, the
bank will not
achive its
goals.

Paper CV can
lost or
missplace
easily.
2)Employme
nt test:
In this step,
candidates are
called for test

according to
nature of
their applied
jobs. NIB bank
take following
employment
tests:

Tests of
Cognitive
ability

Physical tests
Intelligence
Tests
Tests of
general

intellectual
abilities that
measure a
range of
abilities,includi
ng memory,
vocabulary,
verbal fluency,
and numerical

ability are
intelligencetes
ts.
Aptitude
tests
Tests that
measure
specific mental
abilities, such

as inductive
and
deductivereas
oning, verbal
comprehensio
n, memory,
and numerical
ability are
aptitude tests.

Tests of
physical
abilities
Tests that
measure static
strength,
dynamic
strength, body
coordination,

andstamina
are physical.
Job related to
guards and
deliverers go
through this
sort of test.
Note

:Bank do not
take
employment
test for each
type of
candidate.
Some
candidates are
calledfor

interview
without taking
test like
cashier job
Positive
points of
employment
test:

Show actual
abilities of
candidates

Predict the
future
performance
of candidate

Candidate little
bit aware
about the job
requirement

Reduce
training cost

Identify the
right people
for the right
job

For the future

reduce the
recruitment
time and cost

Screen the
candidates
based on
actual skills
instead of
blind resumes

Candidate
himself or
herself know
the deficiency
areas of their
skills so they
cantrained
themselves for
other job

Negative
points:

Can be timeconsuming to
develop if not
purchased off

Are typically
more likely to
differ in results
by gender and
race than
other typesof
tests so HR
department
cannot make

one single
tests for all
candidates

Cognitive
ability tests
May be
inappropriate
for every jobs

where only
knowledgeis
not applied
like gate
keeper job

Only written
tests are not
the predictor

of
performance
of candidate
so bank should
involve the
candidate in
actual
behavior or

task the job

require
3) Interview:
After passing
the
employment
test HR
department
calls for

interview.
To predict
future job
performance
on the basis of
applicants
oral responses
to oral
inquiries basic

ally checking
communicatio
n skills,
personal
values and
standards,
judging person
ality of
candidate.

Type of
interview:
There are two
type of
interview
generally like

Structured
interview

Nonstructured
interview NIB
bank used
structured
interview type.

Structured
sequential
interview:

An interview in
which the
applicant is
interviewed
sequentially by

several person
s; each rates
the applicant
on a standard
form. NIB bank
takes
interview in
threelevels:

Initial
interview

Penal interview

Business Head
interview
Initial
interview

This interview
is take by HR
manage to
delivering the
important
information
about joblike
job
responsibilities

, working
conditions ,
salary range
so that
candidate own
self decided
whether they
are fit with job
or not

Penal
interview
An interview in
which a group
of interviewers
questions the
applicant.

Business
Head
interview
The head of
the
department
take interview
to candidate.

Types of
questions:

Situational:A
series of jobrelated
questions that
focus on how
the candidate

would behave
in a given
situation.

Job related:A
series of jobrelated
questions that
focus on

relevant past
job-related
behaviors.
Thesetypes of
questions are
asked from
those
candidates
who have past

experience of
job.

Stress:An
interview in
which the
interviewer
seeks to make
the applicant

uncomfortable
withoccasional
ly rude
questions that
supposedly to
spot sensitive
applicants and
those withlow
or high stress

tolerance.
These sorts of
questions are
asked
according to
highdesignatio
n of candidate.

Puzzle
questions:Recr
uiters for
technical and
finance job use
questions to
pose problems
requiring
uniquesolution

s to see how
candidates
think under
pressure.
Positive
points:

Provide an
opportunity for

a two-way
exchange of
information.

Are typically
less likely to
differ in results

by gender and
race than
other types
of tests.

Are expected
and accepted
by many job
applicants

Communicatio
n skills,
personal
standard and
values,
personality
type can
identifywith

the help of
interview
Negatives
points:

Are often
more timeconsuming to
administer

than paper
and pencil
or computeriz
ed tools

Can be costly
to train
interviewers

Interviewer
cannot
memorize
each
particular
candidate
interviewed,
so
finaldecision

will be
effected.

Some
candidate
showed good
result in tests
but in this step
they will

rejected dueto
lack of
communicatio
n skills so
Bank lose
qualified
employees

Keeping the
interview
standardize is
tough because
the job is
changing due
todynamic
environment of
world

4) Selection
and offer:
Head of
department
and HR
department
both select the
candidateand
offer the job

after mutual
agreement on
the terms and
conditions of
employment
andthe date
when the
candidate will
join the bank is

mentioned on
Letter of
Appointment
andsend it.
Positive
points:
Candidate
mentally
prepared

himself or
herself for job
after taking
appointment
letter take
necessary
actions like
searching
hostel,

knowing more
about the job
for
whichhe/she
hired etc.Bank
also makes
arrangement
for new
candidate. HR

department
sign duties
who willteach
them

How
successful
the

selection
process?
We can say
such a
selection
process is
successful
which

havereliability,
validity, and
cut scores
impact on
hiring. NIB
bank selection
process has
allthese
qualities. The

bank select
job fit
employee,
showing
majority of
employees
good

performance
in a year
according the
predication
made during
the
employment
andinterview
step. But

stead of this
NIB bank has
high turn over
rate due to
other
factorslike
over load
work, extra

time working
etc

Suggestion
to reduce
turnover
rate

Increase salary
at per hour

Hire
contingent
worker for
extra work

Provide easy
timing so that
employee can
work at home

B)
Training
and

develop
ment
1.
Orientation
:
When the
candidate join

the bank,
he/she will
consider the
employee of
bank. Just
after final
selection and
before starting
of training

process
orientation is
conducted for
selectedemplo
yees in
orientation
new
employees are
provided with

basic
background
informationabo
ut the NIB
bank the basic
contents of
successful
orientation are
o

Information on
employee
benefits
o

Personnel
policies
o

The daily
routine
o

Company
organization
and operations
o

Safety
measures and
regulationsThis
following
information is

also describe
in orientation
of new hire.
i) Work
Schedule:

Normal
working hours
at NIB begin

form 9.00 a.m.

to 6.00 p.m
from Monday
toThursday
whilst lunch
break is of one
hour i.e.
1.00pm to
2.00 p.m.

Friday timings
include break
fro lunch and
prayers from
1.00 pm. To
3.00 p.m

Timing for
Saturday are
from 9.300 am
to 2.00 pm
without break

Sunday is
designated as

your official
day off work.

Ramadan
timing is from
8.30 am to
1.45 pm while
on Fridays the
timings

arefrom 8.30
am to 12.30
pm without
break.
ii)
Identification
Card:

You will
receive a
photo
identification
card which
you can use to
gainentrance
to Bank

premises. The
card will be
issued to you
once you
submit you
joiningfrom
and
Employees
Data Sheet for

Bank ID Card
(forms given
to you with
Offer Letter.He
ad of
department or
supervisor
delivered this

information to
new employee.
2. Employee
training:
Training is the
process of
teaching new
employees the
basic skills

they need
to perform
their jobs and
development
is result of that
training.
Employee
training is for
thecurrent

job.For
training and
developing
NIB bank
follows five
steps process
of training
anddevelopme
nt:

Needs
analysis:
Identify job
performance
skills needed,
assess
prospectivetrai
nees skills,

and develop
objectives.

Instructional
design:
Produce the
training
program
content,

including
workbooks,exe
rcises, and
activities.

Validation:
Presenting
(trying out) the
training to a

small
representative
audience.

Implement the
program:
Actually
training the
targeted

employee
group.

Evaluation:
Assesses the
programs
successes or
failuresI will
discuss need

analysis step
NIB bank used
two methods
for identifying
the need
of training
which are
following:
Task analysis:

In this area a
detailed study
of a job to
identify the
specific skills
required,
especially
for new

employees are
analyzed.
Performance
analysis:
After analyze
the main tasks
required in
performing
jobs it is

verified that
there is
a performance
deficiency and
determining
whether that
deficiency
should be
correctedthrou

gh training or
through some
other means
(such as
transferring
the employee).
If there is
found some
deficiency in

performing job
then training is
highly
recommended
torecover
deficiencies.
2.1 Training
method:

On-the-job
Training

Off-the-job
Training
On-the-job
Training:
Having a
person learn a

job by actually
doing the job
is OJT. Methods
of OJT are

Coaching or
understudy

Special
assignments

Informal
Learning
Coaching or
understudy:
It is the OJT
method in

which
employee is
coached and
taught by
professionthat
how to do the
job in order to
meet NIB
Banks goals

and objectives.
It is the
OJTmethod in
which
employee is
coached and
taught by
profession that
how to do the

job inorder to
meet NIB
banks goals
and objectives.
At managerial
level the
trainee
worksdirectly
with a senior

manager. It is
done at all
levels of job.
New
employees are
trainedthrough
coaching and
old employees
are also

trained
through this
method like
when
somenew
innovation is
introduced old
employees are
trained in

order to
handle that
newinnovation.
Like in
pervious years
new software
was introduced
in bank this
was learned

oldemployee
through
coaching.
Special
Assignments:
Special
assignments
are also given
to employees

for special
training.
Theseassignm
ents are
actually
related to
tasks within
the branch by
achieving

those
tasksassigned
by trainer,
employee get
training
Informal
Learning:
The majority of
what

employees
learn on the
job they learn
through
informalmeans
of performing
their jobs on a
daily basis.

Off-the-job
Training:
It is the
method which
is opposite to
the OJT. In this
method
employee
doesnot get

training at
his/her work
place. This
method of
training is only
for managerial
levelemployee
s. Off-the-job

training
methods are

Case study
method

Outside
seminars

Effective
Lectures

Vestibule
training
Case study
methods:
Special case
studies are

given to
employees
which contains
some
dilemmaabout
banking
sector. By
solving those
case study

problems
employee gets
training totake
bold and
effective
decision in
crucial
situations.

Outside
seminars:
NIB bank
encourages its
employees to
participate in
the seminars
arranged by
banking

sectors not
just in the
Pakistan but
also beyond
the boarders.
By
participatingin
outside
seminars

employee
gets authentic
knowledge
about the new
horizons
of banking
sector which is
useful for NIB
bank and

makes it
leading bank
in Pakistan.
Effective
Lectures:
Lectures about
jobs are also
delivered.
These lectures

are delivered
to
newemployees
as well as
senior level
employees and
managerial
level too. In
these

lecturesemplo
yees are
prepared for
facing new
challenges in
the banking
sectors and
also toldthem
how to achieve

those
challenges.
Vestibule
training:
A structured
process by
which
employees
become skilled

workers
through
acombination
of classroom
instruction and
on-the-job
training. It is
actually
combinationof

OJT and
lectures
delivered to
employees. It
may be for
both levels of
managerial
andfresh
employee. In

this method
employee is
first given the
lecture about
his/her job
andafter that
implementatio
n of lecture in

practical field
is observed
3. Employee
development:
Employee
development
means that
training of
employees for

future job. NIB

bank used
following
methods:

Management
associate

Management
Trainee
Management
Trainee:
NIB banks
Management
Trainee (MT)
program looks
for highly

motivatedindiv
iduals who
exhibit the
potential to
excel as future
leaders. The
program is
providing

challenging
work
assignments
complemented
by a learning
component for
selectindividua
ls from

reputable
universities.
Management
associate:
Management
associate is
the program in
which for the

training of
future job
bank sendtheir
employees to
other branches
of bank.

During this
program,
candidates are
assignedwith
challenging
business
scenarios to
enhance their

critical and
analytic skills.

Pratical
example

An employee
at cashier job
position
having age

above 30
years does not
perform
itsduties like
quick delivery
of checque to
customer so
have rude
behavior with

customer and
with
employees. He
covert one
checque into
cash in 15
mints.
Supervisor saw
thisdiscuss

problem with
employee.
Employee said
that he could
not operate
computer pro
perly like
having low
typing speed,

does not know

how to operate
bank data
base etcIt was
decided to
give him off
the job
training.
Employee

went for one

month
for vestibule
training in
National
University of
Science and
Technolog.
After one

monthwhen
the employee
came
supervisor
evaluate its
performance
by comparing
employee past
performance

and current
performance.
Employee
speed increase
5 mint per
checque.So
training
program
achieve its

objective. This
was the
inceident
since mid of
2010.oberved
by my brother.

C)
Compen
sation
and
rewards

1.
Motivation:
Motivation is a
driver force
through which
an employee
showed
maximum

levelof
performance.
To motivate
the employee
NIB bank used
Path goal
motivationth
eory.

According to
this theory the
managers job
is viewed as
guiding
workers
tochoose the
best paths to
reach their

group goals, as
well as the
organizational
goals.First of
all manager
identify what
outcomes
subordinates
are trying

toobtain in the
workplace. For
example, what
goals are they
trying to
meet? After
gainingthis
information,
the manager

guides the
employee how
to achieve
those goals
efficientlyand
effectively.
Removing any
obstacles that
might come

along the way,

and
byexpressing
confidence in
their
subordinates
capabilities.
Reward
subordinates

for performing
at high levels
or achieving
their work
goals by giving
them desired
outcomes.

Four types of
behavior that
manager can
engage in to
motivate
subordinates:

Directive
behavior

(similar to
initiating
structure) lets
subordinates
know
whattasks
need to be
performed and
how they

should be
performed.

Supportive
behavior
(similar to
consideration)
lets
subordinates

know
their leaders
cares about
their wellbeing and is
looking out for
them.

Participative
behavior
enables
subordinates
to be involved
in making
decisionsthat
affect them.

Achievementoriented
behavior
pushes
subordinates
to do their
best.
Such behavior
includes

setting difficult
goals for
followers,
expecting
high performa
nce, and
expressing
confidence in

their
capabilities.
2. Salary
structure:
Salary
structure of
NIB bank is
based on
experience.

The employee
who has
lessexperience
will get less
salary for
example
Beginner (0-1
years of
experience)

Monthly:
Rs.15,000 to
Rs.18,000Annu
al: Rs.1.8 lakhs
to Rs.2.16
lakhs
Professional (
2-3 years of
experience) :

Monthly: Rs.
18,000 to Rs.
30,000Annual:
Rs.2.16 lakhs
to Rs. 3.60
lakhs
Banking
operations
Manager

professional (
5 and above
years of
experience)
Monthly: Rs.
30,000 to Rs.
50,000Annual:
Rs.3.60 lakhs

to Rs. 6.00
lakhs
3.
Benefits of
NIB bank:

Vehicle loan

Car
Entitlement

House loan

Fuel
Allowances

Mobile Phone
facility

Fuel
Allowance:

Permanent
employees
according to
their grades
entitled bank
gave petrol

that has
beenutilized
by employees
to pursuit of
their job
responsibilities
.
Mobile Phone
facility:

Permanent
employees
under grade
entitlement
are eligible for
the use of
mobile
phoneswhich
they have

incurred to
pursuit of their
job
responsibilities
.
House Loan
House loan
facilities are
available to all

confirmed
employees at
NIB, basedon
the following
criteria:You
should have 3
years of
experience as
a permanent

employee with
at least 6
monthsof
experience
with NIB. Fresh
hires (who
have joined
NIB directly
after

completing
their education
and do not
have any
previous
experience)
should have 3
years NIB
experience.the

maximum
House Loan
that can be
availed is
limited to
Rs.15,
000,000.

Interest rate of
4 % per
annum will be
charged for
this facility

This loan is
repayable
within 25

years of
service
Vehicle Loan
All confirmed
permanent
employees of
NIB, after
completion of
their probatio

nary period,
are eligible to
apply for car
loans. The loan
will carry
interest rateof
4 %. The
repayment
period for new

& used cars

and for new
motorcycle is
7 years.Used
cars should
not be older
than 5 year
form the date
of their

registration
whether
onlynew
motorcycles
are permitted
to be
purchased
under this
policy.

.
Car
Entitlement
Employees at
NIB will be
provided a car
according to
their grade

entitlement.Be
low is a table
providing a
description of
the
entitlements of
bank provided
vehicles:

GradesCAR
Make &
Ty p e
Grade
3Toyota
(Altis, 2.0 D
Saloon) OR
Honda VTi
Oriel

( U/G)G r a d e
4Hon da VTi
Oriel
(A/T)Grade
5Hon da VTi
(A/T) etc.

Cars will be
replaced after
4 yeas from
date of
purchase.

If an employee
is promoted,
the existing

car will
continue to be
the entitled
car tillthe
completion of
4 Years.

NIB will make

payments for

car insurance
and vehicle
tax for motor
vehicles
thatare being
used by the
employees and
also for their
reasonable

maintenance
( thisincludes,
servicing, oil
change,
replacement of
parts /
accessories,
filling of gas
inair-

conditioner
once every
year )..

Employees are
not allowed to
convert their
vehicles to

CNG and /or

diesel.

An employee
can apply to
buy the car on
completion of
4 Years from
the time

of purchase.
The purchase
price of vehicle
will be midpoint of
market price
and the book
value.

An employee,
after
submitting
resignation,
can apply for
the purchase
of vehicle.The
decision to sell
the vehicle to

the employee
for a price will
be at the
solediscretion
of NIB.

4.
Performanc
e

Manageme
nt and
appraisal:
Evaluating an
employees
current and
past
performance

relative to
its performanc
e standards is
called
performance
appraisal.A
process that
consolidates
goal settings,

performance
appraisal, and
development
into asingle
common
system to
ensure that
employees
performance is

according to
companysaim
s is called
performance
management.

NIB has
established a
formal
performance
evaluation and
appraisal
program.The
purpose of the
performance

evaluation is
to:

Provide a
system in
order to link
the
organization

mission and
goal/objective.

Provide the
means for
supervisors to
communicate,
in measurable
terms,

jobexpectation
s to
employees,
and to let
employees
review how
they have
performedagai
nst these

standards. It
enables the
employee and
his/her
supervisor to
discussthe
employees
performance
based on the

objectives that
have been set
at the startof
the year.

Provide a time
for you and
your
supervisor to

discuss you
performance,
career develop
ment,
coaching and
training plan,
followed by
setting of
objectives for

the period
until the next
review.

Performance
evaluations
are normally
conducted on
an annual

basis;
neverthelesse
mployees need
not wait for a
performance
evaluation to
discuss issues
or problems.
Immediate

concerns
should always
be brought to
the attention
of
theemployees
supervisor on
a day-to-day
basis who will

assist you in
providingdirect
ion.
Note:
Manager
himself or
herself
evaluates the
performance,

other persons
not
involved.Mana
ger evaluates
usually
following tasks
or behavior of
employees:1.J
ob

knowledge2.A
doptability of
new
assignments3.
Quality of
work 4.Speed
of
work 5.Filing
and record

keeping6.Typi
ng/data entry
speed7.Typing
/data entry
accuracy8.Re
action to
responsibility
9.Sense of
responsibility

10.Oral
communicatio
n
Ability11.Writt
en
communicatio
n ability

12.Performing
under
pressure13.Abi
lity to work
without
supervision14.
Willing to work
after office
hours15.Knowl

edge of
computer 16.C
ourtesy to
Customer 17.K
nowledge of
internet & Email18.Appear
ance19.Integri
ty &

loyalty20.Man
ner of
speech21.Attit
ude22.Intellig
ence23.Leave
record24.Atte
ndance
record25.

Punctuality
etc

D)
Mainten
ance

1. Health
benefits:
Inpatient
medical
facility:
All permanent
employees
(confirmed or

in probationary
period) may
availthis
benefit. If in
case you
require
hospitalization
you should
refer to the

panel
hospitalmentio
ned on the
EFU Allianz
insurance
card. If the
hospital you
have chosen (
inemergency )

is not
available on
the panel list,
you must call
the EFU
Allianz
Hotline(03008207000) and
update them

on the details.
If the case is
not an
emergency
youmust get a
prior approval
from EFU
Allianz through
the Human

Resources
Department.Af
ter completion
of the hospital
treatment, you
must make a
full and final
payment to
thehospital.

Keep a record
of the bills
and document
in order to
claim a refund
of
the payment.
All these bills
and

documents will
have to be
submitted to
the Hr.In the
event where a
panel hospital
is available on
the EFU
Allianz

network, you
mustdisplay
the insurance
card to the
hospital. After
receiving the
treatment you
may nothave
to pay any

amount unless
the amount
entitled
exceeds the
level
mentioned as
per your grade
.

Medical
Insurance
(Hospitalizati
on)
Medical
Insurance
(Hospitalizatio
n) is provided
to employees

through an
approvedInsur
ance
Company, and
disbursal is
subject to
fulfilling the
requirement of
the

insurancecomp
any. The
coverage of
medical
benefits
includes self,
spouse and
dependentchil
dren, with an

age limit of 21
years.
Life
Insurance:
NIB gives life
insurance
facility and
approved
insurance

company for
all
its permanent
employees as
a means of
guaranteeing
financial
security to
their families

inthe event of
their death
and disability.
It is subject to
fulfilling the
requirement of
theinsurance
company

Provident
Fund:
Upon
confirmation of
service all full
time
permanent
employees
will become

member of NIB
Provident Fund
Scheme. This
means that
every month
you
willcontribute
10 % of your
basic salary to

the Fund and

the same
amount will be
contributed by
NIB. Your
portion of
contribution
will be
deducted from

your monthly
salary.The
Provident Fund
rules of NIB
will govern this
policy and the
membership
toProvident
Fund is

compulsory for
all permanent
employees
upon
confirmation.
Emergency
Loan
All confirmed
permanent

employees of
NIB are
eligible to
apply for
Emergency
Loan.Accordin
g to amount
of emergency
loan

repayment
loan period is
decided with
4 %interest
rateFor all
Loans, please
note that:

Employee Loan
Application
forms may be
obtained
through the
Intranet (e-nib)

All Loan
approvals will

require
approval of
your
supervisor,
Group Head,
the
HR departmen
t and President

(where
applicable).

If an employee
resigns,
retires, or is
terminated
from services

for any
reasons andhis
loan remains
unpaid,
he/she will be
liable to
immediately
repay the

fulloutstanding
amount.

In case an
employee
does not pay
the loan, the
case will be
forwarded

tocollection for
loan according
to the banks
policy.In case
where
employees
loan will be
picked up by
the new

employer, the
new
employer will
be given a
grace period of
10 days for the
loan to be
taken over.
After this

period, prevaili
ng commercial
rate will be
charged for
the loan until it
is taken over
by the
newemployer

Employee
Loan Program
NIB has a
comprehensive
set of loans
that are
provided to the
permanent
employees.

Theobjective
of the loan
program is to
enable
employee
build personal
assets
whichcontribut
e to their

personal and
professional
well being.

2.
Employee
relation:
Employee
Relations

involves the
body of work
concerned
with
maintaining
employeremployee
relationships
that

contribute to
satisfactory
productivity,
motivation,
andmorale.
Essentially,
Employee
Relations is
concerned

with
preventing
and
resolving probl
ems involving
individuals
which arise out
of or affect
work

situations.The
environment
at NIB bank is
cultural,
ethical and
challenging
that that
encouragescre
ativity and

commitment
among
employees.
NIB bank
fosters a work
environmentw
here
employees can
realize their

potential
whether locally
or in the
international
arena.Thus,
NIB bank
enables its
employees to
achieve their

professional
goals while
keepingin
synch with the
banks overall
objectives. NIB
bank believes
in two skills for

employee
relation

Interpersonal
communicatio
n

Conflict
management

Interpersonal
communicatio
n skill:
At NIB bank
the first skill
for managers
to understand
and practice
is

interpersonalc
ommunication
s, because it
is the
foundation for
all actions in
the workplace
and itallows
the manager

an opportunity
to build
relationships
with the
overall
workgroup
without
alienating

anyone in the
work
environment.
Working with
diverse groups
of people
requires a
tremendous
amount of

interaction. If
these
interactions
are
positive,they
can help
create the
right
workplace

climate,
attitudes,
beliefs and
behaviors.
Keepingin
view these all
points
interpersonal
NIB bank

emphasizes
on strong
interpersonalc
ommunication
skill for
effective
accomplishme
nt of goals.

Conflict
management:
In NIB bank
the second
skill for
managers to
leverage, is
conflict
management.

It isactually
conflict
resolving
approach.
Learning to
leverage this
skill helps in
resolvingempl
oyee relations

issues quickly
and
effectively,
and creates
greater
satisfaction
with
theworkgroup.
In this skill

manager let
his/her
subordinates
to speak and
say whatever
theyfeel during
working with
manager.
Manager cares

employees
emotions and
feelings.

Recomme
ndation
for NIB
bank

NIB Bank
should offer
training and
development
sessions
forundergradu
ates;

this will help

NIB Bank in
future while
recruitingempl
oyees.

NIB Bank
should reduce
conformity by

giving
rewards to
employees
for suggesting
more effective
idea in the
benefit of the
organization
this will not

only provide
wider range
of ideas but
also act as a
motivational
tool for
their employe
es.

NIB Bank
should
arrange extra
curricular
activities like
cricketmatche
s on inter

bank level to
further
improve
relations
between
employeesas
other
organizations
are organizing

(for example
ABN Amro,
Mobilink, etc.)

NIB should
introduce
Dress-Down
day i.e.
employees

should
begiven
permission to
wear dresses
other than
formal dresses
on certain
days so asto
make them

relaxed while
work

Six year
performan
ce of
Bank

R
M
0
0
0
0
0

s
n
9
8
7
6
5

2
2
2
2
2
A

0
0
0
0
0
d v

a n c e s
8 4 0 2 1
8 0 3 4 4
8 1 9 3 2
3 1 0 5 2
1 9 6 2 3
Deposits

and
other
accouts9
3920104
5861166
7130566
21124To

t a l
A s s e t s
2 0 8 1 1 9
1 7 8 9 0 9
1 7 6 8 7 2
4 6 4 2 3 3
2 0 1 9 N e

t
A
4
3
3
4
2

s
1
9
6
3
1

s
5
6
4
2
3

e
2
9
5
7
S

t s
8
9
3
4
h

a r e
C a p i t a
l 4 0 3 7 2
8 4 3 7 2
2 0 1 8 3
3 6 2 3 3
6 2 Net

Markup/Inte
rest
Income
540044
022004
102159

8T Non
Markup/
Interest
Income
168224
219274

95233T
Non
Markup/
Interest
Expense
5243816

4214612
24713Pr
o fi t /
(Loss)
before
taxtatio
n644-

10998710222
7 --

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