NIB Bank limited

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

Board Directors Names

• Francis Andrew Rozario chairman

• Syed Aamir Zahidi Director
• Tejpal Singh Hora Director
• Chia Yew Hock Wilson Director
• Sng SeowWah Director
 • Mahmudul Huq Bhuiyan Director
• Asif Jooma Director
• Khawaja Iqbal Hassan Director & President / CEO

HRM department introduction

NIB bank limited have following hierachy in HRM department:

Vice president
of Human resources

Manager Manager Manager of

Manager total compensation
Employee training labour relation Recruiting

HRM department bascially performing four function:

• Staffing
 • Training and development
• Compensation and rewards
• Mentainace

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.

2.1 Goals of recruiting:

 HRM department first goal of recruiting to communicate the vacant job to
required 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 to
assets and liablties as compard to other banks so size of bank is small that why it
does less recruiting efforts.
 Unemployement rate is high in Pakistan so recruiting effort are low
 Bank will have good reputation so its image will good infront of general public
due to safe working conditions, personal benefits, banking services, salary we
can 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 recruiting
a. Internal search
b. External search
a. Internal search:
Internal search include referance from internal emloyees. Bank trust
those employees who showed good performance, have long tenure with bank ,
orginaztion commitment behavior and offered them to recommend candidate of own
choice matching with job requirements.
 b. External search:
i. Advertisement
Newspaper (Daily Jung, Nawa-e-Waqt, The Nation, Dawn and Daily
Khabrein… etc)
ii. School, colleges, universities
Bank recurit fresh students from foregin unversities and from best
universities, 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 and
the kind of person who should be hired for it is called Job analysis. Job analysis is very
important 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. Individual
employees, group of employees and supervisors with vast knowledge about jobs are
interviewed. The format of interview is Structured and unstructured. In structured
interview 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 to
questions.
b) Questionnaires:
In questionnaire the employees solve the fill out questionnaires to describe their
job-related duties and responsibilities. The formats of questionnaires are either structured
or open ended. The following common data the HR department get after job analysis:
i) Education Requirements for Banking operations Jobs
 B.Com (Bachelor’s degree in Commerce): It is one of the most basic requirements
of any Banking firm.
 M.Com (Master’s degree in Commerce): From any reputed and recognized
college or university would be an added benefit.
 CPA (Certified Public Accountant) : A CPA degree is optional but it will surely
give 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 a
reputed firm
ii) Skills needed for getting a Banking operations job:
 Public Speaking: A good Banking operations professional should have strong
communication as well as public speaking skills.
 Mathematical aptitude: A Banking operations job seeker should also have an
aptitude in Mathematics and should be able to work with figures quickly and
accurately.
 Risk identification skills: He or she should have extremely good analytical as
well as Risk identification skills.
 Knowledge of Finance: Good knowledge of Finance and the current market
scenario is also a must to get a good Banking operations job.
 Organizational skills: As a Banking operations job includes organizing work it is
necessary to have good skills in this department.
 Managerial skills: Being able to do the work is another thing but being able to
get the work done from others is a skill that a Banking operations professionals
should have.
3.1 Job description:
After getting job analysis information the next step is to describe job description
which contains the points of job identification, job summary, chain of command
relationships), responsibilities and duties, standard occupational classifications and
standard of performance and working conditions.
3.2 Job specifications:
After formulating job description the next step taken is job specification in
which the traits of employees are defined who are assumed suitable for the job. Two job
descriptions are following:
Job description

Job title: Accountant location: Gujrat

Report to: Accountant manager Job type: Permanent
Job status: full time Job code: N34M
Responsibilities:
• 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 communications 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 description

Job title: cashier location: Gujrat

Report to: branch manager Job type: temporary
Job status: full time Job code: N34M
Responsibilities:
• 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 are
correct 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/merchandise 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 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

B) Training and development

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 selected
employees in orientation new employees are provided with basic background information
about 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 regulations
This 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 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.
 Ramadan timing is from 8.30 am to 1.45 pm while on Fridays the timings are
from 8.30 am to 12.30 pm without break.
ii) Identification Card:
 You will receive a photo identification card which you can use to gain
entrance to Bank premises. The card will be issued to you once you submit you joining
from and Employee’s Data Sheet for Bank ID Card (forms given to you with Offer
Letter.
Head 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 the
current job.
For training and developing NIB bank follows five steps process of training and
development:
 Needs analysis: Identify job performance skills needed, assess prospective
trainee’s skills, and develop objectives.
 Instructional design: Produce the training program content, including workbooks,
exercises, 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 program’s successes or failures
I 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 corrected
through 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 to
recover 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 profession
that how to do the job in order to meet NIB Bank’s goals and objectives. It is the OJT
method in which employee is coached and taught by profession that how to do the job in
order to meet NIB bank’s goals and objectives. At managerial level the trainee works
directly with a senior manager. It is done at all levels of job. New employees are trained
through coaching and old employees are also trained through this method like when some
new innovation is introduced old employees are trained in order to handle that new
innovation.
Like in pervious years new software was introduced in bank this was learned old
employee through coaching.
Special Assignments:
Special assignments are also given to employees for special training. These
assignments are actually related to tasks within the branch by achieving those tasks
assigned by trainer, employee get training
Informal Learning:
The majority of what employees learn on the job they learn through informal
means 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 does
not get training at his/her work place. This method of training is only for managerial level
employees. 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 dilemma
about banking sector. By solving those case study problems employee gets training to
take 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 participating
in 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 new
employees as well as senior level employees and managerial level too. In these lectures
employees are prepared for facing new challenges in the banking sectors and also told
them how to achieve those challenges.

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.

C) Compensation and rewards

1. Motivation:
Motivation is a driver force through which an employee showed maximum level
of performance. To motivate the employee NIB bank used Path goal motivation
theory. According to this theory the manager’s job is viewed as guiding workers to
choose the best paths to reach their group goals, as well as the organizational goals.
First of all manager identify what outcomes subordinates are trying to
obtain in the workplace. For example, what goals are they trying to meet? After gaining
this information, the manager guides the employee how to achieve those goals efficiently
and effectively. Removing any obstacles that might come along the way, and by
expressing 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 what
tasks need to be performed and how they should be performed.
 Supportive behavior (similar to consideration) lets subordinates know their
leaders cares about their well-being and is looking out for them.
 Participative behavior enables subordinates to be involved in making decisions
that affect them.
 Achievement-oriented behavior pushes subordinates to do their best. Such
behavior includes setting difficult goals for followers, expecting high
performance, and expressing confidence in their capabilities.
2. Salary structure:
Salary structure of NIB bank is based on experience. The employee who has less
experience will get less salary for example
Beginner (0-1 years of experience)
Monthly: Rs.15,000 to Rs.18,000
Annual: Rs.1.8 lakhs to Rs.2.16 lakhs
Professional ( 2-3 years of experience) :
Monthly: Rs. 18,000 to Rs. 30,000
Annual: 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. 50,000
Annual: 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 been
utilized by employees to pursuit of their job responsibilities.

Mobile Phone facility:

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.

4. Performance Management and appraisal:

Evaluating an employee’s current and past performance relative to its
performance standards is called performance appraisal.
A process that consolidates goal settings, performance appraisal, and development into a
single common system to ensure that employee’s performance is according to company’s
aims 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, job
expectations to employees, and to let employees review how they have performed
against these standards. It enables the employee and his/her supervisor to discuss
the employee’s performance based on the objectives that have been set at the start
of the year.
 Provide a time for you and your supervisor to discuss you performance, career
development, 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; nevertheless
employees need not wait for a performance evaluation to discuss issues or
problems. Immediate concerns should always be brought to the attention of the
employee’s supervisor on a day-to-day basis who will assist you in providing

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)

Medical Insurance (Hospitalization) is provided to employees through an approved

Insurance Company, and disbursal is subject to fulfilling the requirement of the insurance
company. The coverage of medical benefits includes self, spouse and dependent
children, 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 in
the event of their death and disability. It is subject to fulfilling the requirement of the
insurance 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 will
contribute 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 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.

Recommendation for NIB bank

• NIB Bank should offer training and development sessions for

undergraduates; this will help NIB Bank in future while recruiting
employees.
• 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
employees.
• NIB Bank should arrange extra curricular activities like cricket
matches on interbank level to further improve relations between employees
as other organizations are organizing (for example ABN Amro, Mobilink, etc.)
• NIB should introduce “Dress-Down” day i.e. employees should be
given permission to wear dresses other than formal dresses on certain days so as
to make them relaxed while work
 Six year performance of Bank

Rs M n 2009 2008 2007 2006 2005 2004

A d va n c e s 84021 80344 81932 31052 19623 11737
D e p o s it s a n d o t h e r a c c o u t s 9 3 9 2 0 1 0 4 5 8 61 1 6 6 7 1 30566 21124 10648
To ta l A s s e ts 2 0 8 1 1 91 7 8 9 0 91 7 6 8 7 2 46423 32019 16557
N e t A s s e ts 41528 39699 36453 4327 4213 1364
S h a r e C a p it a l 4037 28437 22018 3362 3362 1229

N e t M a r k -u p / In t e re s t In c o m e 5400 4402 2004 1021 598 391

T N o n M a rk -u p / In t e r e s t In c o m e 1682 2421 927 495 233 111
T N o n M a rk -u p / In t e r e s t E x p e n s e 5243 8164 2146 1224 713 398
P r o fit / ( L o s s ) b e fo re t a x t a t io n 6 4 4 -1 0 9 9 8 -7 1 0 22 27 31
P r o fit / ( L o s s ) a ft e r t a x t a t io n 6 9 1 -7 4 7 5 -4 9 0 118 104 123
B a s ic / d ilu t e d e a rn in g / ( lo s s ) p e r S h a0 re
. 1 7(R u-2p e. 6e3s ) -0 . 4 4 0 .2 1 0 .4 5 0.9 9