Docstoc

National Bank of Pakistan (NBP) - Presentation

Document Sample
National Bank of Pakistan (NBP) - Presentation Powered By Docstoc
					Report On National Bank Of Pakistan
Presented For: Organizational Behavior

Presented To: Sir Amin Rajani
Presented By: Muhammad Umair Sheikh Nida Azhar

DEDICATION
This humble effort is dedicated to our beloved parents, whose love and efforts can never be forgotten.

National Bank Of Pakistan

Karachi Main Branch

COMPANY PROFILE

IMPORTANT COMPONENTS

 Maximization of profit.  Customer satisfaction.  Excellence in service.

FORMATION AND SETUP
 NBP is depend on de-layering management system from down to top levels.

AWARDS & RECOGNITION
 Bank of the year-2001,2002,2004 and 2005 by The Banker magazine,London.  Best Bank-Pakistan 2005,Global Finance.  One of the best banks in the Emerging Markets,Global Finance,May 2003.  Kissan Time Awards–2005 for NBP’s Services in the Agricultural Sector.  10th best bank in terms of profit on capital in the world,The Banker,July 2005.

OPERATING REGIONS

15 Overseas Branches 4 Represative Offices 1 Subsidiary 1 Joint Venture

29 Regional Offices 1,189 Branches 4 Subsidiaries

BRANCHES ALL OVER THE PAKISTAN

REVENUES
(Rs Bn)      In In In In In 2003 2004 2005 2006 2007 --------------------------------------------------4.2 6.2 12.71 17.02 19.03

VISION - VALUES

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

MISSION
NBP will aspire to the values that make NBP truly the Nation’s Bank, by:  Institutionalising a merit and performance culture.  Creating a distinctive brand identity by providing the highest standards of services.  Maximizing stakeholders value.

MISSION
 Adopting the best international management practices.  Discharging our responsibility as a good corporate citizen of Pakistan and in countries where we operate.

CORE VALUES
 Highest standards of integrity.  Institutionalising teamwork and performance culture.  Excellence in service.  Advancement of skills for tomorrow’s challenges.

CORE VALUES
 Awareness of social and community responsibility.  Value creation for all stakeholders.

SENSE OF PURPOSE AND DIRECTION
 NBP worked within the framework or instructions provided to them through directives procedures and systems.  State Bank provides potential regulations and directions time by time NBP worked in it.

STRUCTURE

STRUCTURE
 Corporate hierarchy is vertical in NBP, down to top.  NBP identifying core market values among the employees, communicate and motivate them to remove the diversity.  NBP organizing training camps and training programs for their employees.

CHALLENGES
NBP face both cultural and ethnic issues.  Working with people from different cultures.  Managing workforce diversity.  Helping employees balance work-life conflicts.  Upgradation of employees according to the environment.

EMPLOYEES OF NBP
 Training provided to un-skilled persons to remove the shortage of skilled employees.  NBP identify and address labor needs through communication, employees feedback and meetings.  NBP managed their employees through communicating and encouraging them.

BENEFITS & INCENTIVES
    Medical facility. House and car loans. Yearly 3 bonuses. Performance award in cash.

POLICIES AND REWARDS
 Provide job satisfaction to their employees.  Allow employees to participate in decisions that affect them.  Good performance reward is also in the form of Hajj and Umrah package.  Use goals and feedbacks.  Developing a benefits package.

POLICIES AND REWARDS
 HR policies are in the form of circulars and instructions for the employees.  Organizing 6 weeks Internship for the students.  NBP has no gender bias.  There is a free-lancing.

POLICIES AND REWARDS
 NBP has no gap in communication process.  NBP compensate assignments through circulars.  To handle the language barrier issue, after a meetings Manager oraly convey to the employees so that everyone can understand it easily.  Relationship exists between the leaders and the followers is coperative and strong.

BEST PRACTICES

BEST PRACTICES
 NBP adopted and learned best practices through their good faith,assignments,directions and welldefined structure.  NBP is properly networked.  Fraud and forgeries exist where they fall neglegency between systems and employees.  Employee development program is organized through training and motivating them.

FACTORS AT TIME OF SELECTION
     Qualification. Experience. Intelligence. Personality. Communication skills.

IMPROVE ETHICAL BEHAVIOR
      Measuring job satisfaction. Giving them a questionnaires. Performance recognition and evaluation. Reward systems. Increase in communication. NBP also provides Stress management program.

IMPROVE ETHICAL BEHAVIOR
 HR conducting exit interviews.  Manager of NBP handle conflicts with the help of interacting staff members and meetings.  NBP has a strong and coperative kind of leadership and they influence their subordinates through motivation factor from the top management.

EMPLOYEE ENGAGEMENT

EMPLOYEE ENGAGEMENT
 NBP Organizing training camps to increase the skills of their employees.  Job rotation is very important.  NBP has flexi timing.  The employees feel proud working with NBP.  NBP involve their employees in participative decision making and giving self respect.  NBP encourage their employees to exercise their own initiative by motivation.

CHANGE MANAGEMENT

CHANGE MANAGEMENT
 NBP manage change with survey feedback, technology in the workplace, sources of innovation and establish a strategy.  Globalization impact is very vast in NBP with the help of information technology.

GAUGING BEHAVIOR

GAUGING BEHAVIOR
 An employees attitudes are measured by questionnaire.  Salary structure is known to everyone but its depending on the length of service.  In temporariness, there is fear factor of termination between employees.  In NBP, there is a deposit and profit target but employees do not cut corners to meet the targets and deadlines.

GAUGING BEHAVIOR
 NBP cater absenteeism and turnover by giving warning and memorandum to the employees but after crossing the third time warning NBP oust them.  NBP handle emotion and moods of the employees by giving them support and motivation.  NBP identify issues down the line through feedback and communication.  NBP has political influence by State Bank of Pakistan (SBP) and Central Bank of Pakistan (CBP).

GAUGING BEHAVIOR
 NBP employees show respect to each other.  NBP employees feel their job is a desirable.  More experience members of the NBP take time to help new members.  Executives of NBP lead by example through rational decision making.

OUR ASSESSMENT ON NBP

OUR ASSESSMENT ON NBP
NBP is fully aware of the developments taking place in the world as well as the changes occur in the economic and social condition with in the country. The bank is determined to meet new challenges by redefining its goals and strategy as well as by the adjustment of its operational policies.


				
DOCUMENT INFO
Shared By:
Categories:
Stats:
views:6667
posted:8/28/2009
language:English
pages:41
Description: Are you looking for assignment and term reports? then I can make your assignments and term reports. Please email me for further details: Email: umair_sheikh2002@hotmail.com
Umair Sheikh Umair Sheikh BBA and MBA Education
About Hi, Are you looking for assignment and term reports? then I can make your assignments and term reports. Please email me for further details: Email: umair_sheikh2002@hotmail.com Thanks.