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NADRA
Human Resource Management
Background & Establishment NADRA
Initial Stages• National Database Organization (NDO) was
established under Ministry of Interior • National Database was possible due to
information gathered through “National Data Forms” during the Population Census 1998
The Emergence of NADRATo cater for a cohesive and unified approach in
both Registration and Social fields NADRA was created on 10 March 2000 by merging the National Database Organization (NDO) and Directorate General of Registration
Vision
A Catalyst for Change
NADRA is the most modern
organization which will provide base for
the better governance of Pakistan and
will also prove as a model organization
for Public Sector of Pakistan.
Mission
Custodian of Pakistani Identity Reliability (Restoring National & International Confidence)National Information Infrastructure Customer Care Corruption FreeConvenience
Efficient
Administrative Structure
Headquarter Islamabad (HQ)Regional Headquarters (RHQ)
Karachi, Quetta, Sukkur, Multan, Lahore, Sargodha, Peshawar and Islamabad
District Registration Offices (DRO)NADRA Swift Registration Centre (NSRC)Sub DRO (SDRO)Satellite Swift Registration Centre (SSRC)Mobile Van Registration Centre (MVRC)
Major ProjectsNADRA
HUMAN RESOURCE DEPARTMENT
Administration Strategic planning, managerial evaluation,
region Board relations, policy recommendations, administration of unit workforce
Compensation Wages and assistance different study ,
occupation evaluation, job descriptions. Employee relations Counteractive processes, occurrence
investigations, complaint/grievance events, labor-management relations.
Employee services Knowledge assistance, worker service awards. Fiscal Employment resources, departmental income,
financial announcement salary able, total package estimate.
Health and safety Worker sustains, workers' reward claims, OSHA-
related compliance, drug testing, safety compliance and training.
Labor relations Agreement administration, mutual bargaining,
grievance.
1HUMAN RESOURCEM PROCESS IN THE ORGANIZATION
HUMAN RESOURCE Operations & Policy Implementation Training Recruitment Organization Development
EMPLOYEE RECRUITMENT AND SELECTION
ADVERTISING ON NADRA WEBSITE SOURCES OF CANDIDATES
INTERNAL RECRUITMENT SOURCES
Job Postings Job Bidding Skill Banks Skill Tracking Systems Employee Referrals Succession Plans
EMPLOYMENT SELECTION PROCESS
The first step in determining who is qualified is to carefully prepare job analysis & job description.
Job Analysis provides the basis for validating methods used in making employment decisions.
Job Analysis and Description make it easy to evaluate & screen out candidates' who lack the minimum KSAs (Knowledge, Skill & Abilities) required for the job.
TRAINING & DEVELOPMENT
4 levels of Competency Framework Orientation & Induction Policy Training & Development Policy Website for Training & Development Training Repository Training Calendars for all Directorates In-house Training Program
PERFORMANCE MANAGEMENT
OBJECTIVE It is process to figure out the employees
which are performing effectively and efficiently to get a reward and figure out the weak points of an employee where he is not extracting good results
FUNCTION
The process of informing or giving feedback to employee about his performance.
To chance the behavior for more affective work
It can help the manager to make a decision about the reward job rotation etc of the employee
recompense review
SWOT ANALYSIS
SWOT analysis in short form stands for strengths, weakness, opportunities, and threats. In SWOT analysis we can evaluate the internal strengths and weakness and external opportunities and threats for the accomplishment of organizational goals.
STRENGHTS
Computerized Based Card system:
Enjoying monopoly in Registering and issuing NIC Cards to Citizen of Pakistan..
Limited Salary to Employee
Largest citizen data storage
Countrywide largest database registration authority and NIC, CNIC facility provider to Citizen.
Having largest HUMAN RESOURCE
To recruit and select best suitable and talented employ to fulfill the requirement of the NADRA
Infrastructure and nationwide reach.
WEAKNESS
Marketing and advertisement Maintenance of database and training. Limited salary to employee
THREATS
Misuse of data Data loss Discrimination in issuing different cards
like NIC, vehicle license, professional and non professional cards.
Lack of consistency of government policies often directly affects NADRA Finance and often destroys the progress if the government stop the funds.
OPPORTUNITIES
Enhances quality HUMAN RESOURCE.
Lunching New Smart Card using as NIC, Debit Card, and Billing Card.
Accurately completes encountering the population of the country.
Become a country dependable authority. Multiple cards to facilitate people An opportunity exists in the form of new segment of
registering Property, plant, human resource NIC cards.
RECOMMENDATIONS
Personal files of employees must be kept updated and complete in all respects. Some important documents like Domicile certificate, AAR, Offer/Contract letters, and educational
Documents of employees should be placed in their personal files. The TA / DA procedure is not known to the employees. It should
be properly disseminated to all employees working in NADRA Headquarters Islamabad.
Non salaryment of Over Time (claiming and availing) is another major demotivating factor for the employees. Some of the employees are working overtime 1-3 Hours daily but they are not paid for their extra time.
Health bills for outdoor treatment are forwarded for verification to the civil surgeon or concerned doctors resultantly thus reimbursement takes long time. This verification may be done human resource internal audit in order to facilitate employees in getting reimbursement of health bills.
CONCLUSIONS
In NADRA, it is really difficult to manage so many issues of more than 11, 000 employees; however HUMAN RESOURCE Department is doing so well in a sense to tackle and resolve various type of the issues. There HUMAN RESOURCE procedures and SOPs are according to the international standards.
The HUMAN RESOURCE Department is a little bit weak in the training and support Department. They should nominate all the employees specifically from the regions including Headquarters Islamabad, who lacks in their technical and management skills which can improve quality and efficiency of the work.
THANKS
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