Submitted by:

Laiba Noor BBA20011

Kashaf Fatima BBA20051
Maham Imran BBA20102
Romaan Shahid BBA20007
Bisma BBA20151

Submitted to:
Dr. Ahmed Ashraf
Strategic Human Resource Management

University of the Punjab, Gujranwala Campus

National Bank of Pakistan
1.Introduction: -
National bank of Pakistan is a Pakistani government owned
multinational commercial bank established on November
8, 1949 under National bank of Pakistan ordinance 1949.
NBP is a subsidiary of state bank of Pakistan. Its
headquarter is in Karachi, Pakistan. It has almost 1511
branches across Pakistan with the asset of approximately
USD 20 billion.
Mr. Muhammad Imran Malik is president of National
bank of Pakistan. It is the second largest commercial bank in Pakistan with market share of
13% in term of total deposits and 12% in term of total loans. The bank’s services are
available to individuals, corporate entities and government.

1.1 Portfolio of NBP:

NBP has diversified its portfolio and today it is a major lead player in:

 Debt equity market

 Corporate investment banking
 Retail and customer banking
 Agricultural financing
 Treasury services

NBP is showing growing interest in promoting and developing the country’s small and
medium enterprises and at the same time fulfilling its social responsibilities. NBP provides
financing for its clients capital expenditure and other long term investment needs. By sharing
the risk associated with such long term investments, NBP expedites clients attempt to
upgrade and expand their operation thereby making possible the fulfilment of their client’s
vision. NBP provides services through 1286 branches in Pakistan and 23 branches overseas
with more than 120000 employees .National bank of Pakistan is the only Pakistani bank to
have representative offices in Canada ,China and Uzbekistan. National bank of Pakistan was
the first international bank to open its branch in Kabul in 2003.NBP also works for welfare of
the employees, the management offers 24 scholarships every year to the children of clerical
and non clerical staff to support them .

1.2 Aid by NBP:

NBP aid the government in ordinary, by facilitating the collection of taxes, by rendering
remittances to and from the treasury more easy, safe and free from expense and lastly in extra
ordinary cases by being an instrument of loans in sudden emergencies. NBP is in the top six
banks of Canada. In 2001 State bank of Pakistan and Bank of England agree to allow only 2
Pakistani banks to operate in the UK. NBP and united bank agreed to merge their operations
to form Pakistan International Bank, of which NBP would own 45% and united bank 55%.

NBP also has branches and offices in the United States, UK, Canada, Germany,
France, Bahrain, Egypt, Bangladesh, Hong Kong, Japan, South Korea, People’s Republic of
China, Afghanistan, Turkmenistan, Kyrgyzstan, Kazakhstan, Uzbekistan, Azerbaijan
and Saudi Arabia.
2.Organizational Chart of National Bank of Pakistan:
Organizational structure is totally based on organization objective and strategy to
achieve them. Organizational structure of NBP is based on both centralized and
decentralized processes.

2.1 Hierarchy:

2.2 HR Management and Admin Group:

3. Nature Of job Analysis At NBP: 
 NBP currently employs more than 15,000 people worldwide. The various departments of the
bank include: 
Consumer Banking, Corporate Finance, Investment Banking,  Agricultural Banking, 
Transactional Banking,  Operations,  Software Development and Automation,  Financial
Control,  Treasury,  Internal Audit, Risk Management & Credit,  Economic & Business
Research,  Training & Development,  Strategic Planning and Human Resources. 
 
NBP offers unlimited opportunities to its employees for continuous personal and
professional growth: 
 
 Change Management Program: 

NBP has started an ambitious Change Management Program to further train its employees to meet
the challenges of present-day requirements. 
 
3.1 Training of new staff: 
 Training and development are the core issues of HR, which will ultimately improve our customer
service and help us attain the standard of a progressive bank. 
3.2 Benefits: 
 Besides a competitive financial package, we offer excellent working conditions, job satisfaction,
superior leadership, and a conducive environment for growth. 
The National Bank of Pakistan offers a variety of jobs in the banking industry, including retail
banking, corporate banking, and investment banking. If you’re looking for a job in the banking
industry, the National Bank of Pakistan is a good option for you. The bank also offers training and
development programs that can help you build the skills you need to be successful in the banking
industry. 
1) Jobs in Retail Banking: 
Retail banking is the provision of banking services to consumers, small businesses, and middle-
market businesses. Jobs in retail banking include customer service representatives, loan officers,
and accountants. 
2) Jobs in Corporate Banking: 
Corporate banking is the provision of banking services to large businesses and corporations. Jobs in
corporate banking include accountants, financial analysts, and loan officers. 
3) Jobs in Investment Banking: 
Investment banking is the provision of banking services to high-net-worth individuals and
institutions. Jobs in investment banking include financial analysts, investment bankers, and loan
officers. 
 

4. Selection Interview:
A selection interview is a free-flowing and open-ended process used to determine if someone is suitable for a
specific job opening. It can be distinguished by five clear criteria:

 Final Step

 Greater Variety

 More Interaction

 Less Structure

 Interviewer Composition

4.1 Selection Interview process at National Bank Pakistan:

The selection process at NBP involves various steps. Those candidates that have been
referred to NBP go through different tests and interviews. After initial scrutiny, candidates go
through written test at NBP. NBP short list the candidates, those who pass the test. The
written test conducted at NBP consists of GMAT, GRE and questions related to management
and mathematics, to check the soft skills of the candidates.

Those candidates that are short listed after the return test at NBP, are invited for the
group discussion, this group discussion also takes place at NBP. In this discussion, candidates
are divided in the groups. In these groups, candidates are asked to perform different activities,
which include:

1. Discussion on topic: Candidates are given a topic, he/she to speak on the topic. A
group of expert just a communication skill and reasoning ability of the candidate.
2. Interview: Panel of expert conduct the interview of the candidate. An interview is the
first face to face interaction between the candidate and the banks representatives. The
interviews are held into stages:
 Preliminary
 Final

A preliminary interview helps in recruiting the most probable candidates who could be
called for the final interview. The interview is conducted by the senior executives of Bank.
Interview is conducted as non-patterned (unstructured) or open interview, executive put such
questions as and the field would make the candidates reveal his mind and his strong and weak
points.

Selected candidates will undergo extensive training in banking and management. Only
those applicants who have already received final results in the specified discipline will be
considered. Those waiting for final results are not eligible.
5. TRAINING AND DEVELOPMENT:
Training and development initiatives are educational activities within an organization
that aim to improve an individual's or group's job performance. These programmes typically
involve increasing a worker's knowledge and skill sets as well as instilling greater motivation
to improve job performance. Employee training and development helps to update employees'
skills and knowledge for performing a job, which in turn increases their work efficiency and
an organization's productivity. It ensures that employees' oddness or eccentricity is reduced,
and that learning or behavioural change occurs in a very structured manner. Training and
development, also known as learning and development, are official ongoing educational
activities designed to help employees achieve their goals and improve their performance.

Training and development are two distinct activities that work in tandem to improve
the overall performance of the employee. Training is a short-term and reactive process used
for operational purposes, whereas development is a long-term process used for executive
purposes. The goal of training and development is to improve the employee's required skills,
whereas the goal of development is to improve the employee's overall personality.
Management takes the initiative to select appropriate training methods to fill skill gaps in the
organization; the development initiative is typically undertaken with the goal of future
succession planning.

Training and development activities are the best way for HR to create a talent pool in
the organization. Instead of hiring staff who are skilled and trained for a specific job profile,
internal training and development activities are a much cheaper source of skilled employees.
It lowers the organization's recruitment or hiring costs, and because the employee was hired
internally for a specific position, he or she is already familiar with the organizational work
culture. The HRD department also encourages HR training and development activities
because home-grown executives outperform skilled people hired from outside.

5.1 Training process:

 Assess.
 Motivate.
 Design.
 Deliver.
 Evaluate

Following are the Advantages of employee training and development programmes:

 Increased productivity
 Reduced micromanagement
 Train future leaders
 Increased job satisfaction and retention
 Attract highly skilled employee.