Professional Documents
Culture Documents
NIB stands for national investment bank . NIB Bank Limited (formerly
NDLC-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
National Development Leasing Corporation (NDLC) and Pakistan operations of IFIC
Bangladesh were amalgamated with and into NIB Bank. NIB Bank has a countrywide
network of 41 branches, which is growing. With the acquisition of PICIC our branches
network 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 from
Rs. 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 and
corporate markets in Pakistan.
• To revolutionize banking for the SME segment by creating new products and
distribution channels.
• To become a leading provider of investment banking and wealth management
services.
Mission:
Our Mission is to provide a banking experience so unique, that its compels each of our
customers to want a long term, multi-product relationship with NIB Bank.
Over all Bank hierarchy
Vice president
of Human resources
A) Staffing
1. Assessing Human resource:
Assessing current human resources begins by developing a profile of the
organization’s current employee. Generally there are two methods:
a. Human resources inventory report
b. Human resouce information system
NIB bank used HRIS.
a. Human resouce information system (HRIS):
It is a computerized system that assists to find out how many
employee 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, without
the usage of computer no organization exsist in this world that’s why like other banks
NIB bank limited have HRIS to find out information of its current employee. Usually
HRIS 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 have…etc
1.1 Demand forcast of employee:
Demand forcast means that predicting how many employee an orgainazation
will 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 identified
the demand and number of employees needed. Both ratio analysis and regression analysis
are aspects of human resource management systems (HRIS) or (HRMS ) packages, and
therefore provide more accurate and timely forecasts. This forcast have shows qunatitive
and qualitative needed of future employees.
1.2 Predicting/ forcasting Supply of employee:
Forcast supply of employee means that in future what factors
through 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 moved
towards recuritment and also for current employee.
Mostly 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 organization
vacanies”
HRM department of NIB bank limited have not done too much recruiting
efforts. The bank easily find out the candidate it needed. One thing more bank perform
recuriting efforts only for current vacant job and it done recruiting by iteslf not with the
help of other organization.
The interview
Questionnaires
Job description
4. Selection process:
Selection process is also the part of staffing. Bank have four step selection process
1. CV screening
2. written entry test
3. interview
4. selection and offer
1) CV screening:
In this step HR department discourage those candidate who do not meet
the criteria of job and encourage those who meet with job criteria. HR department also
take screening interview with the help of which
Positive points:
CV screening easily skipped the candidate who do not fit so the less time
consumed 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 information
mentioned so bank trun away from the candidate who’s information is wrong
Negative points:
NIB bank collect paper CV’s the reason is that it does not advertise vacant job on
net and also not collect mail CV so screening step become prolonged. As software
timely 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 interpersonal
realations. So later on when employment tests and interview are taken, the
candidate 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) Employment 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,
including memory, vocabulary, verbal fluency, and numerical ability are intelligence
tests.
Aptitude tests
Tests that measure specific mental abilities, such as inductive and deductive
reasoning, verbal comprehension, memory, and numerical ability are aptitude tests.
Tests of physical abilities
Tests that measure static strength, dynamic strength, body coordination, and
stamina 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 called
for 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 can
trained themselves for other job
Negative points:
Can be time-consuming to develop if not purchased off
Are typically more likely to differ in results by gender and race than other types
of tests so HR department cannot make one single tests for all candidates
Cognitive ability tests May be inappropriate for every jobs where only knowledge
is 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 applicant’s oral responses to oral inquiries
basically checking communication skills, personal values and standards, judging
personality of candidate.
Type of interview:
There are two type of interview generally like
Structured interview
Non- structured interview
NIB bank used structured interview type.
Structured sequential interview:
An interview in which the applicant is interviewed sequentially by several
persons; each rates the applicant on a standard form. NIB bank takes interview in three
levels:
Initial interview
Penal interview
Business Head interview
Initial interview
This interview is take by HR manage to delivering the important information about job
like 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 job-related questions that focus on how the candidate would
behave in a given situation.
Job related:
A series of job-related questions that focus on relevant past job-related behaviors. These
types 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 with
occasionally rude questions that supposedly to spot sensitive applicants and those with
low or high stress tolerance. These sorts of questions are asked according to high
designation of candidate.
Puzzle questions:
Recruiters for technical and finance job use questions to pose problems requiring unique
solutions 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
Communication skills, personal standard and values, personality type can identify
with the help of interview
Negatives points:
Are often more time-consuming to administer than paper and pencil or
computerized tools
Can be costly to train interviewers
Interviewer cannot memorize each particular candidate interviewed, so final
decision will be effected.
Some candidate showed good result in tests but in this step they will rejected due
to lack of communication skills so Bank lose qualified employees
Keeping the interview standardize is tough because the job is changing due to
dynamic environment of world
4) Selection and offer:
Head of department and HR department both select the candidate
and offer the job after mutual agreement on the terms and conditions of employment and
the date when the candidate will join the bank is mentioned on Letter of Appointment and
send 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 which
he/she hired etc.
Bank also makes arrangement for new candidate. HR department sign duties who will
teach them
How successful the selection process?
We can say such a selection process is successful which have
reliability, validity, and cut scores impact on hiring. NIB bank selection process has all
these qualities. The bank select job fit employee, showing majority of employees good
performance in a year according the predication made during the employment and
interview step. But stead of this NIB bank has high turn over rate due to other factors
like 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
Vestibule training:
A structured process by which employees become skilled workers through a
combination of classroom instruction and on-the-job training. It is actually combination
of OJT and lectures delivered to employees. It may be for both levels of managerial and
fresh employee. In this method employee is first given the lecture about his/her job and
after that implementation 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 bank’s Management Trainee (MT) program looks for highly motivated
individuals who exhibit the potential to excel as future leaders. The program is providing
challenging work assignments complemented by a learning component for select
individuals from reputable universities.
Management associate:
Management associate is the program in which for the training of future job bank send
their employees to other branches of bank. During this program, candidates are assigned
with 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 its
duties 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 this
discuss problem with employee. Employee said that he could not operate computer
properly like having low typing speed, does not know how to operate bank data base etc
It 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 month
when 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.
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 been
utilized by employees to pursuit of their job responsibilities.
Permanent employees under grade entitlement are eligible for the use of mobile phones
which they have incurred to pursuit of their job responsibilities.
House Loan
House loan facilities are available to all confirmed employees at NIB, based
on the following criteria:
You should have 3 years of experience as a permanent employee with at least 6 months
of 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
probationary period, are eligible to apply for car loans. The loan will carry interest rate
of 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 only
new motorcycles are permitted to be purchased under this policy.
.
Car Entitlement
Employees at NIB will be provided a car according to their grade entitlement.
Below is a table providing a description of the entitlements of bank provided vehicles:
Grades CAR Make & Type
Grade 3 Toyota (Altis, 2.0 D Saloon) OR Honda VTi Oriel ( U/G)
Grade 4 Honda VTi Oriel (A/T)
Grade 5 Honda 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 till
the completion of 4 Years.
NIB will make payments for car insurance and vehicle tax for motor vehicles that
are being used by the employees and also for their reasonable maintenance ( this
includes, servicing, oil change, replacement of parts / accessories, filling of gas in
air-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 mid-point 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 sole
discretion of NIB.
direction.
Note:
Manager himself or herself evaluates the performance, other persons not involved.
Manager evaluates usually following tasks or behavior of employees:
1. Job knowledge
2. Adoptability of new assignments
3. Quality of work
4. Speed of work
5. Filing and record keeping
6. Typing/data entry speed
7. Typing/data entry accuracy
8. Reaction to responsibility
9. Sense of responsibility
10. Oral communication Ability
11. Written communication ability
12. Performing under pressure
13. Ability to work without supervision
14. Willing to work after office hours
15. Knowledge of computer
16. Courtesy to Customer
17. Knowledge of internet & E-mail
18. Appearance
19. Integrity & loyalty
20. Manner of speech
21. Attitude
22. Intelligence
23. Leave record
24. Attendance record
25. Punctuality… etc
D) Maintenance
1. Health benefits:
Inpatient medical facility:
All permanent employees (confirmed or in probationary period) may avail
this benefit. If in case you require hospitalization you should refer to the panel hospital
mentioned on the EFU Allianz insurance card. If the hospital you have chosen ( in
emergency ) is not available on the panel list, you must call the EFU Allianz Hotline
(0300-8207000) and update them on the details. If the case is not an emergency you
must get a prior approval from EFU Allianz through the Human Resources Department.
After completion of the hospital treatment, you must make a full and final payment to the
hospital. 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 must
display the insurance card to the hospital. After receiving the treatment you may not
have to pay any amount unless the amount entitled exceeds the level mentioned as per
your grade
. Medical Insurance (Hospitalization)
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 in
the event of their death and disability. It is subject to fulfilling the requirement of the
insurance company
Provident Fund:
The Provident Fund rules of NIB will govern this policy and the membership to
Provident Fund is compulsory for all permanent employees upon confirmation.
Emergency Loan
All confirmed permanent employees of NIB are eligible to apply for Emergency Loan.
According to amount of emergency loan repayment loan period is decided with 4 %
interest rate
For 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
department and President (where applicable).
If an employee resigns, retires, or is terminated from services for any reasons and
his loan remains unpaid, he/she will be liable to immediately repay the full
outstanding amount.
In case an employee does not pay the loan, the case will be forwarded to
collection for loan according to the bank’s 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,
prevailing commercial rate will be charged for the loan until it is taken over by the new
employer
Employee Loan Program
NIB has a comprehensive set of loans that are provided to the permanent employees. The
objective of the loan program is to enable employee build personal assets which
contribute to their personal and professional well being.
2. Employee relation:
Employee Relations involves the body of work concerned with maintaining employer-
employee relationships that contribute to satisfactory productivity, motivation, and
morale. Essentially, Employee Relations is concerned with preventing and resolving
problems involving individuals which arise out of or affect work situations.
The environment at NIB bank is cultural, ethical and challenging that that encourages
creativity and commitment among employees. NIB bank fosters a work environment
where employees can realize their potential whether locally or in the international arena.
Thus, NIB bank enables its employees to achieve their professional goals while keeping
in synch with the bank’s overall objectives.
NIB bank believes in two skills for employee relation
Interpersonal communication
Conflict management
Interpersonal communication skill:
At NIB bank the first skill for managers to understand and practice is interpersonal
communications, because it is the foundation for all actions in the workplace and it
allows 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. Keeping
in view these all points interpersonal NIB bank emphasizes on strong interpersonal
communication skill for effective accomplishment of goals.
Conflict management:
In NIB bank the second skill for managers to leverage, is conflict management. It is
actually conflict resolving approach. Learning to leverage this skill helps in resolving
employee relations issues quickly and effectively, and creates greater satisfaction with the
workgroup. In this skill manager let his/her subordinates to speak and say whatever they
feel during working with manager. Manager cares employees’ emotions and feelings.