GENERAL OVERVIEW OF NADRA
Objectives OF Studying NADRA
National Database and Registration Authority (NADRA) is playing a vital role in the registration of citizen of Pakistan for issuance of Computerized National Identity Cards (CNIC) and Children Registration Certificate (CRC).
NADRA was established in 2001. The network of its centers (NRCs) is spread all over the KPK Region. The primary purpose of my study is to understand the organization, the problems faced by the organization and the possible remedial actions, which can be used to improve the quality of services offers by the NADRA and its performance. Second basic purpose is to work in an organization and to compare the theory and application of the management knowledge in real life situation. Another purpose to improve my personal skills i. . Human Relations and communication skills that are to interview and work with them, similarly the report’s purpose is also to develop analytical skills by analyzing the working of the organization through critical and financial analysis.
Overview of NADRA
The Census was initially planned to be held on 04th October 1997 but was delayed till 02nd March 1998 when a presentation of the plan of conducting the Census was made to the Prime Minister as well as Chief of the Army Staff.
In the same presentation the concept of National Database Organization (NDO) was also placed before the Prime Minister and approved in totality resulting in postponement of Census for making necessary preparation. NDO has been established with the objective of introducing a new, a registration system for the entire population of Pakistan. Culminating among other things is the issuance of state of the art NICs to all adult citizens of Pakistan. These NICs shall be duly backed by the computerized database and data warehouse respectively called the Citizens Database and National Data Warehouse (NDW).
The concept was initially developed to held government in implementing a facts based system of good governance in the country encountering evils of undocumented population growth. Since 1998, NDO has worked for the creation of a comprehensive Citizens Database by the new millennium. Several thousand army and civil staff have been appointed to share the great responsibility of data collection on experts designed National Data Forms (NDFs). These NDFs were shifted to NADRA in Islamabad for sifting, scanning, data entry and warehouse.
This sharing of the great responsibility of national building transforms NDO into NADRA, an independent, autonomous body free of political pressure by February 2000.
NADRA is now playing role as a multinational organization as it has diversified its NRCs in many countries of the world. NADRA intends to facilitate its overseas national by establishing its branches in different states of the globe. NADRA has recently establish three NRCs in united Kingdom, One in Saudi Arabia, Two in United Arab Emirates, that is one in Dubai and Abu Dhabi each, which is considered as a great success of this organization.
About HR Directorate Human Resource Directorate at NADRA attempts to provide management support to its highly specialized and diverse workforce, which is a part of Pakistans largest IT based public sector organization, and geographically spread across the length and breadth of Pakistan. Our Goals Human Resource Directorate at NADRA, focusing its IT and public sector base, aims to provide an organizational framework to recruit, select, reward, train, develop and retain a diverse workforce, while ensuring an environment that optimizes and values productivity, efficiency and effectiveness.
Objectives
- Reach out to diverse group of workers across Pakistan, while recruiting to achieve fairness and diversity in an efficient manner.
- Increase women participation in NADRA up to 20%.
- Constitute and maintain a comprehensive market competitive reward system to ensure attraction and retention of qualified and experienced professionals.
- Standardization of Directorate’s internal practices and procedures to improve its customer satisfaction level.
- Enable employees to maximize their career potential by offering increased number of training and development opportunities from renowned trainers within the available resources.
- Introduce a performance management process across NADRA to ensure objectivity and fairness in performance evaluation and career progression.
- Establish and maintain open communication with all level of employees.
- We aim to create the environment of learning, culture of business excellence and belief in performance improvement.
ORGANIZATIONAL STRUCTURE
Project Basically this is the project, named as BISP, Benazeer income support program. Whenever zakat forms are submitted by the people, this section scan those and forward it to the headquarter Islamabad. A DEO and hardware engineer work in this project. This section is for the short period of time. As we know that this project has been introduced by the present government. So by the termination of this government this project will also comes to an end. Legal Section The responsibility of legal section is to deal all the legal matters.
If some case is filed against the NADRA, or some action is taken by someone against NADRA, legal section is responsible to deal the matter. Admin Supervisor Naib Qasids(Peons), Sweepers, electricians, carpenters and generator operators work under the supervision of this section. To hire these employees on their duties, their care taking and their utilization is the responsibility of this section. Preparation for an occasion or functions is the responsibility of this section. Whenever there is renovation or establishment of an NRC, this section is involved in it.
As we know that NADRA is largest organization of IT in Pakistan therefore most of their employees are well versed and well equipped with IT tools. During my study I found that HRM department is a good mixed blend of young and experience employees. The HRM department employees have been selected after a test and interview. The requirement officer should keep in view the challenging requirements of the organization as well as of HRM department. HRM department of NADRA contains a total of 37 employees in Head quarter. All these employees are contractual and full time paid staff. Although these employees are contractual but enjoy all the benefits of NADRA. Top line management of HRM department at NADRA is well-qualified.
They have extra ordinary technical/Financial/HR skills in practical and also provide multifunctional software technical assistance at any terminal. The HRM department staff faces multi-dimensional control. On one side, every staff member works directly under the command of their immediate boss, while at the same time, every member is directly under control of Manager HRM department. General Manager HR The Team Leader of department is GM. He is fully equipped with technical tools and very experience and highly educated person. The responsibility of this person is to control whole HR department.
It is a comprehensive framework for making decisions in advance. It also facilitates the organizing, leading, and controlling functions of management. Planning: allows in it to make its decisions ahead of time, it helps to anticipate the consequences of various courses of action, it provides direction and a sense of purpose, it provides a unifying framework against which to measure decisions, and thus helps to be avoid piecemeal decision making If NADRA never faced changes in the environment, there would have been no need for planning.
Planning is one of the functional areas of HR and it is need of NADRA. b. Human Resources Planning (HRP) process: In NADRA HRP is the process of systematically reviewing human resource requirements to ensure that the required number of employees, with the required skills, is available when they are needed. For this purpose some policies have been implemented as the Human Resources planning is to contribute to NADRA’s strategic plan by:
- Dedicated to providing the most helpful, effective, progressive, courteous, and responsive service to NADRA’s most important resource: its people.
- Recruiting, developing, and retaining the highest quality employees.
- Educating, assisting, counseling, and communicating with all its resources for better productivity.
- Supporting nationally and internationally competitive performance.
- Committed to the highest standards of excellence; to innovation, efficiency, creativity, and continuous improvement.
Forecasting HR requirements In NADRA a requirements forecast is an estimate of the numbers and kinds of employees the organization will need at future dates in order to realize its goals.
NADRA has supplied technical and professional staff for its multiple projects since last 4 years. During this period it has been placing employees to all areas of Pakistan for attainment of their objectives. Now with deployment of MRP abroad, NADRA always preferred to stay competitive both in domestic and international market. It strives to provide the best resources to suit the project needs for any deployment whether in land or abroad.
Over the last 1 year, it has maintained a strong base of overseas contract staff for its project deployment abroad and has the facilities in place to payroll personnel in many different countries for deploying other projects like NSRC, MRP etc.
RECRUITMENT AND SELECTION
Employee Recruitment and Selection Recruiting refers to the process of attracting potential job applicants from the available labor force. Every organization must be able to attract a sufficient number of the job candidates who have the abilities and aptitudes needed to help the organization to achieve its objectives.
An effective employee selection procedure is limited by the effectiveness of recruiting process. Outstanding job candidates cannot be selected if they are not included in the applicant pool. As in NADRA the recruitment process also interacts with other personnel functions, especially performance evaluation compensation training and development and employee relations, recruiting is typically a human resource function. First NADRA needs to know how many applicants must be recruited. For the same purpose it takes action and for this purpose two sources uses i. . inter sources and external sources.
- Internal Recruiting Sources: When job vacancies exist, the first place swift center or need in HQs NADRA look for placement is within itself. Present employees generally feel that they deserve opportunities to be promoted to higher-level positions because of their service and commitment to organization. More over organizations have opportunities to examine the track online records of its present employees and to estimate which of them would be successful.
- Promotion from within: Promoting entry-level employees to more responsible positions is one of the best ways to fill job vacancies and important reason, NADRA has human resource planning system uses succession plans and replacement charts to identify and prepare individuals for upper level positions. Skills inventories are useful in identifying individuals who have the potential for advancement, and individual’s desire to be promoted can be assessed in the performance appraisal review.
Job posting NADRA also use the policy of job posting as a internal recruitment source. In the job posting system the organization notifies its present employees about job openings through the use of company publications. The purpose of the job posting is to communicate that the job opening exists. Job posting should be prominent, Clear job specification should be communicated so that applicants assess themselves either they are eligible to apply or not, once the decision is made, all applicants should be informed about the decision.
