Talent Management: A Case Study Of National Bank Of Pakistan (nbp) 18 April, 2009

Talent Management: A Case Study of National Bank of Pakistan (NBP) 18th April, 2009 Presented By Dr. Mirza Abrar Baig Senior Executive Vice President Group Head Human Resource Management & Administration Group

What is Talent Management? 

Talent is a combination of a sharp strategic mind, leadership ability, emotional maturity, communications skills, the ability to attract and inspire other talented people and the ability to deliver results. (“The War for Talent”, Ed Michaels et. al)



It is a critical driver of corporate performance and a company’s ability to attract, develop, and retain talent is a major competitive advantage far into the future. (“The War for Talent”, Ed Michaels et. al)

Why Talent Management ? – Growing Importance  Fortune

Study

NBP CASE STUDY ON TALENT MANAGEMENT

NBP PROFILE Transformation in 8 Years (Rs. In Millions) 2000 Pre-Tax Profit Total Assets Earning Per Share (Rs) Total Equity

1,032

28,061

371,636

762,194

0.57

23,34

17

116

No. of Employees

16000

No. of Domestic Branches Overseas Presence

2007

1250 21 Countries

*Source NBP Annual Report 2000 & 2007

AWARDS & ACHIEVEMENTS 35 International Awards including: 

The World’s Best Foreign Exchange Bank (Global Finance- World’s Leading Financial Journal - 2008, 2006, 2005 & 2004).

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Bank of the year Award (The Banker Magazine – 2001, 2002, 2004, 2005 & 2008)

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Best Bank in Pakistan (Global Finance - 2005)

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The Strongest Bank in Pakistan and amongst the 300 of Asia’s strongest Banks (Asian Banker)

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Amongst the Top 100 Banks of Asia (Euro Money Magazine-2005. )

HR Mission Statement

“To provide more talented human resource in relation to competition in all NBP functional areas and keep them motivated and maintain total industrial harmony.”

HR Mission Statement

Basic Components:  Provision

of Talented Human Resource  Employee Motivation  Industrial Harmony

NBP COMMITMENT TO TALENT MANAGEMENT   

  

Challenging Status Quo Embracing a Talent Mindset Formulating policies & Strict Compliance (Transparency & Merit) Ruthless Focus Communication Training / Coaching / Mentoring

Talent Management at NBP 1.

Regional Management Team

3.

Management Trainees

5.

Talent Pool Scheme

7.

Female Business Managers

9.

Hiring of Professionals

KEY STRENGTHS OF MANAGEMENT TRAINEES AS IDENTIFIED BY NBP EMPLOYEES ( During an internal survey conducted in June ‘ 2007). Operational Skills Knowledgeable. Meet

all targets. Strive for improvement Willingness for job rotation.

Interpersonal Skills Goal

oriented Good communication skills & interpersonal skills Accept change. Approach towards career development.

IT Skills Good

IT skills. More use of computers and try to less manual work.

HR Skills Sharing

of new ideas and vision with the old employees. Good relationship with the coworkers. Good in team work.

4. Female Business Managers “As a step towards empowering female

employees of NBP, deserving female employees were given opportunity to take up challenging assignment of managing specified NBP branches as • 65Branch Managers in all the regions.” females have been entrusted with the responsible position of heading the high value branches of NBP.

4. Female Business Managers Of all the branches headed by Females : 

In 90% of the branches profit has increased by an average of over 150% .

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In 85% of the branches Advances have gone up by an average of 200%.

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In 80% of the branches deposits have gone up by an average of 60% .

The NBP experience… Talent Management is now central to our People Strategy and will remain in future as well.

Concluding Remarks “Being surrounded by incompetent people means you are always chasing rabbits..they ask the wrong questions or focus on the wrong issues. They ultimately limit what your organisation can achieve” -Dick Parsons: CEO, Time Warner