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

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