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.
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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:
HRM department bascially performing four function:
Staffing
Training and development
Compensation and rewards
Mentainace
A) Staffing
Vice presidentof Human resources
Manager total compensationManager
Employee trainingManager
labour relation Manager of Recruiting
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.
1.2Predicting/ 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