Organizational Structure and SWOT Analysis of Nadra

Submitted by: Name: MUHAMMAD ASIF Institute:CECOS UNIVERSITY (IMIS) Registration: CUP/BBA-00727-06 Mailing Address:Muhammad. [email protected] com Contact: +92334-737-7595 ACKNOWLEDGEMENT First of all I am very thankful to Almighty ALLAH the beneficent, the merciful, whose blessing to have the rich fruit of modest efforts in the form of this write up. I offer my humblest thanks from deepest core of my heart to NADRA Staff who really are proved as a torch of guidance and knowledge for me in preparation of my Internship Report.

It is hard to find words of appropriate dimension to express my gratitude to my worthy advisor Abid Raheem Abid for his keen potential interest, useful suggestions, consistent encouragement, and parental behavior throughout the course of this study. Muhammad Asif |Serial No. |Chapter Name |Page No. | |1. |General Overview of NADRA |6 | |2. |Organizational Structure |10 | |3. HRM Process in NADRA |22 | |4. |Recruitment and Selection |25 | |5. |Training and Development |30 | |6. |Performance Management |34 | |7. |Compensation and Benefits |38 | |8. |Separation and Mobility |47 | |9. SWOT Analysis |51 | |10. |Recommendations and conclusion |56 | CHAPTER NO 1: GENERAL OVERVIEW OF NADRA 1) 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).

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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. 2)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. 3)NADRA AS A MULTINATIONAL ORG 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. 2) Increase women participation in NADRA up to 20%. 3) Constitute and maintain a comprehensive market competitive reward system to ensure attraction and retention of qualified and experienced professionals. 4) Standardization of Directorate’s internal practices and procedures to improve its customer satisfaction level. 5) 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. 8) Establish and maintain open communication with all level of employees. 9) We aim to create the environment of learning, culture of business excellence and belief in performance improvement. CHAPTER NO 2: ORGANIZATIONAL STRUCTURE 1)ORGANIZATIONAL STRUCTURE MAIN OFFICES NADRA Headquarter is located in State Bank Building Sector G-5/2 Islamabad.

NADRA is working with speed and efficiency to establish a countrywide data communication network for linking central data warehouse with 5 Provincial Headquarters • Islamabad • Karachi • Lahore • Peshawar • Quetta Three Regional Headquarters located at • Sukkur • Multan • Sargodha. The quality of data regularly updated at District Offices and Provincial projects by the authorized users and monitored through the direct inputs from the user and feeder agencies. The data will be most comprehensive including statistical details of national and geographic resource so as to complete biographic details of every citizen.

The Provincial HQ NADRA, KPK is the combination of different sections. These sections are functioning the Provincial HQ KPK. The different sections are as under: – 1. Operation Section 2. Admin Section 3. Human Resource Section 4. Account Section 5. Vigilance Section 6. Store Section 7. Legal Section 8. Project 9. SCAC Section 10. Admin Supervisor Operation Section 1. The responsibilities of Operation Section are as under: – a. Deals in technical problems, like any problem in database, server, system etc is handeled by this section. b. NRC site establishment and maintenance. . Registration and Formation of any NRC in KPK. d. Almost 88 NRCs in KPK are related with operation. e. Inventory and MRV maintenance. f. Ensuring reliable LAN / WAN network availability and database integrity. g. Organize the activities and operations for smooth functioning of NRCs. h. NICs blocking and verification. j. Responsible for all technical issues. k. If any NRC is blocked, report sends to Head quarter by operation section. l. All the problems related to any NRC are handled by the operation section. Admin Section a. Office Administration b.

Security Administration c. Deals with NRC establishments. d. Also deals in renovation of NRC. e. M. T(management transport) is underAdmin section. f. New building rent, contracts etc, is administered by admin section. g. Occurrence reports deal by Admin section. h. All inquiries are ordered by Admin. i. Will act as chief security officer and will be responsible for the security of men, material and offices. j. To be responsible for the personal administration of all NADRA employees. k. To ensure timely submission of report / returns to the headquarters NADRA Islamabad. l.

Deals with disciplinary action cases of NADRA employees. m. Monitoring the financial issues of NADRA and providing guidance in various financial problems Store Section Store section perform the following responsibilities. a. All equipments are send from store to all NRCs of KPK, like furniture, hardware items, and all kind of stationary. b. Whenever any fault occurs in the hardware in any NRC of KPK, it is the responsibility of store section to replace that faulty hardware. The method to send items or replace them is that, email send from any affected section to headquarter Islamabad.

From Islamabad an email is send to the PHQ. This email is forwarded to admin section in PHQ. They forward it to Manager admin and HR, and he process it to store section for actions. There are two kind of purchase a. Local purchase. b. Headquarter purchase. Vigilance Section The duty of vigilance section is to check all the NRC and perform their duty as an intelligence office. When ever there is an illegal act, or illegal ID card has been issued they take action and order to do inquiry for that so that the culprits of the matter has been given the penalties according the rules and law.

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. SCAC Section

SCAC is the abbreviation of secure card for afghan citizens. At first NADRA had ANR(Afghan National Registration), to register afghans and to renew the expired cards. But now SCAC has been introduced to accomplish the task. There are total 31 sites in KPK, where Afghanis will be registered according this project. It is also for the short period of time, that is for six months. The process is as: ? SITE IDENTIFICATION ? SELECTION ? APPROVAL BY UNHCR AND SCAC TEAM ? HUMAN RESOURCE SELECTION BY NADRA ? PROCUREMENT OF EQUIPMENT AND FURNITURE BY NADRA ACCOUNT SECTION Account section is basically involve in three main functions. Salaries o Expenses o Collections The main responsibilities of account section are a. Provide salaries to all NRCs of KPK. b. TA/DA allowances are provided by this section, c. Furniture and electricity expenses are headed by this section. d. All store expenses are headed by this section. e. Collection of different amount for verification of NICs. f. Maintain overall accounts. 2)STRUCTURE OF HRM DEPARTMENT NUMBER OF EMPLOYEES WORKING IN HRM DEPORTMENT 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.

Director HR The second team Leader of department is Director. He is the head of three Managing groups i. e. (HRMS, HR operations and recruitments). Manager HRMS The Manager HRMS is responsible for the all human resources management system therefore her scale is equal to Director HR. Manager HR (operation) Manager HR (Operation) responsible for operating procedure i. e. implementing of SOPs and policies etc. Manager HR (Recruitment) Manager HR (Recruitment) responsible for employees procedure i. e. job selection, job posting, placements, hiring, interviewing etc Deputy Director HR

Deputy Director HR is the head of HR section at provincial/regional level where he solve all HR matter for further processing. Assistant Manger HRMS The Assistant Manager is to assist the Deputy Director HR for formulation the reports and other documentation for the top management for their decision-making. He also acts as guideline member to the subordinate member of the HRM department. CHAPTER NO 3: HRM PROCESS IN NADRA 1. Human Resources Management Process in NADRA a. Human Resources Planning (HRP) and forecasting: In NADRA Planning provides a sense of purpose and direction.

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: O       Dedicated to providing the most helpful, effective, progressive, courteous, and responsive service to NADRA’s most important resource: its people.

O       Recruiting, developing, and retaining the highest quality employees. O       Educating, assisting, counseling, and communicating with all its resources for better productivity. O       Supporting nationally and internationally competitive performance. O       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. CHAPTER NO 4: RECRUITMENT AND SELECTION 1)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. 1. 1 Source of Candidates: a. 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. i)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. (ii)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. b. External Recruitment: (I)Walk Ins and Write In: Walks Ins are job seekers who arrive at the HR department in search of a job.

Write Ins is job seeker who sends their applications. Both are asked to complete the application blanks (ii)Advertisement “Wanted” advertisement giving job description, job specification and other information to the candidates, are provided depending upon the policy and procedures of the organization. a. Electronic media b. Print Media Employment Agencies: a. Government employment agencies usually called un-employment office or employment services. b. Private placement agencies. 1. 2)EMPLOYMENT SELECTION PROCESS:

It is the process of determining which of candidates best suit organizational needs. Steps of Selection Process: a. Five steps in selection process i) Examining “weighted application form” ii) Preliminary interview (initial screening interview). iii) Employment tests iv) Checking and verification of information provided in CV, application form and from references. v) Medical or physical examination. Examination of Weighted Application Form: Relevant experience, qualification, skills, personality etc are given weightage to compare candidates.

Preliminary Interview: Screening out the best candidates and brief exchange of information. Employment Tests: Psychological Tests: (i)Measure Personality: Temperament, logic and reasoning ability, creativity and judgment ability leadership potential, patterns of thoughts, feelings and behaviors. (ii)Intelligence Tests: Measure mental capability, test memory, speed of thoughts and ability to see relationship in complex problems. iii) Attitude Tests: Measure attitudes about work and values and measure attitudes about theft (honesty test / credibility). v) Performance Simulation Tests: Measure practical ability on actual job activities and candidates complete some job activities under structured conditions. CHAPTER NO 5: TRAINING AND DEVELOPMENT 1)Training and Development There is no special training program for employees, but still when new employees are hired they are trained in order to learn the database used in NADRA and are given alittle bit of hints regarding the work, which he has to perform there in NADRA. In NADRA training and development is playing important role.

The main purpose of the training and development is to Skill requirements will continue to increase, Workforce will become significantly better educated & more diverse, Corporate restructuring reshapes businesses, Technology will revolutionize certain training delivery methods, The role of training departments will change time to time as required. Objectives a. To improve professional competence of various categories of employees in all disciplines akin to NADRA working with a view to maximizing the employee’s utility, both in the short and long term, to the Authority. . To provide continued professional education support to the employees, particularly those working on posts of technical or professional nature. EMPLOYEE DEVELOPMENT Employees know exactly what is expected of them and what the firm for advancement in the job or via promotion requires in NADRA. A trend in employee development has been the use of outdoors training in NADRA. The primary focus of such training is to teach trainees the importance of working together, of gelling as teams and new software.

The purpose of these trainings is to see how employees react to the difficulties that nature presents to them. HRM department helps in Training and development program by performing the following functions • Provide employee orientation training. • Contribute to management development programs. • Provide training and development. • Evaluate training. Any training or development implemented in NADRA cost effective. That is the benefits gained by such programs must outweigh the cost associated with providing the learning experience.

Training to be more effective, is supposed to be followed with careful evaluation. Different techniques and approaches used to evaluate the training program and if required at any level, revisions and redesigning not be avoided. It is not enough to merely assume that any training In NADRA effort is effective; it must develop substantive data to determine whether their training effort is achieving its goals- that is, if it’s correcting the deficiencies in skills, knowledge or attitudes that were assessed in needing attention.

Although training is often used with development, the terms are not synonymous. Training typically focuses on providing employees with specific skills or helping them to correct deficiencies in their performance. In contrast, development is an effort to provide employees with the abilities that the NADRA will need in the future. It is a specification suggests that the job requires a particular knowledge, skill, or ability in NADRA.

The development process also interacts with other personnel functions, especially performance evaluation compensation training and development and employee relations Development is training people to acquire new horizons, technology, or viewpoints and NADRA especially works these issues, it enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. CHAPTER NO 6: PERFORMANCE MANAGEMENT 1) Performance Management: In NADRA performance means efforts along with the ability to put efforts supported with the organizational policies in order to achieve certain objectives and goals.

Here performance is the process of Ability (The basic skills possessed by the NADRA employees that are required to give certain performance enhances the level of performance), Motivation (Activities in HRM concerned with helping employees exert high energy levels and to get performance in desirable direction as per NADRA policies. ), and Opportunity (Circumstances under which performance is made they can be ideal or vice versa) It is a process in NADRA that significantly affects organizational success by having managers and employees work together to set expectations, review results, and reward performance.

Performance management is a means of getting better results… by understanding and managing performance within an agreed framework of planned goals, standards and competence requirements. And to establish a shared understanding about what is to be achieved, and an approach to managing and developing people so that it will be achieved. The Goal of measuring performance is to improve the effectiveness & efficiency of the NADRA by aligning the employee’s work behaviors & results with the organization’s goals improving the employee’s work behaviors & results. . 1Setting Performance standard and expectation in NADRA. HRM department plays important role in formulating the performance appraisal systems, it facilitated different departments in setting performance standards and acquiring appropriate appraisal performance method according to the requirements of NADRA it also provides monitoring in appraising the performance of employees and hence are necessary for developing effective performance appraisal systems It is a review and evaluation of an individual or team’s job performance.

An effective system assesses accomplishments and evolves plans for development. it significantly affects organizational success by having managers and employees work together to set expectations, review results, and reward performance. Its goal is to provide an accurate picture of past and / or future employee performance. To achieve this, performance standards are established. The evaluation results are then communicated to the higher authority by the HRM deportment and performance evaluation discussion with the supervisor serves to reestablish job requirements.

Thus to set performance the following requirements are achieving by the HRM deportment. Identify the specific performance and organizational goals. Establish job expectations in NADRA where needed. Examine work performed by employees. Appraise performance of employees Discuss appraisal with employee to advance more and more. 1. 2 Writing of performance Reports in NADRA In NADRA performance report is a technique in which the appraiser is given a series of statements about an individual and the rater indicates which items are most or least descriptive of the employee. t is a checklist for a technique whereby the rater completes a form similar to the performance. For this purpose every NADRA registration center maintain monthly performance report for the information of HRM deportment and thus gains actual result. CHAPTER NO 7: COMPENSATION AND BENEFITS 1)Employees COMPENSATION AND BENEFITS 1. 1 TYPES OF COMPENSATION AND BENEFITS Employees will have a special interest in obtaining information about the reward system.

Although this information is usually provided during the recruitment and selection process, a review of the data is appropriate during job period in NADRA. The relative value of a particular job to the company known before a value and placed on from an internal perspective the more significant its duties and responsibilities. NADRA PAY SCALES All employees fall under Regulation-49(2) of Management Professionals category shall be entitled to pay, allowance and perquisites as detailed here under. Pay Scale |Minimum |Salary (Rs) |Maximum | | | |Rate of Annual Increment | | |O-10 |120,000 |6,000 (15) |210000 | |O-9 |85,000 |4,000 (18) |157000 | |O-8 |50,000 |2,000 (20) |90000 | |O-7 |37,500 |1500 (17) |363000 | |O-6 |20,400 |1200 (18) |42000 | |O-5 |10,000 |800 (20) |26000 | |O-4 |85,000 |600 (20) |97000 | |O-3 |8,000 |500 (20) |18000 | |O-2 |7,500 |350 (30) |18000 | |O-1 |7,000 |250 (30) |14500 | | | | | | |Pay Scale |Minimum |Salary (Rs) |Maximum | | | |Rate of Annual Increment | | |T-10 |140,000 |15,000 |440000 | |T-9 |100000 |12,000 |340000 | |T-8 |89,000 |10,000 |109000 | |T-7 |61,000 |4500 173500 | |T-6 |52,000 |3000 |1,27,000 | |T-5 |37,000 |2000 |87000 | |T-4 |21,000 |1000 |46000 | |T-3 |9,000 |700 |26500 | |T-2 |8000 |500 |23000 | |T-1 |7500 |250 |15000 | Overtime and premium pay: NADRA provide 30 Rupees per hour. If a person exceeds more than a hour, means he spends 2 or 3 or even 5 hours a day, he will not be provided more than 50 Rupees per day. NADRA LEAVE POLICY Types of Leaves. There are three (03) main types of leaves entitled to a NADRA employee. These are as follows:- a. Annual Leave b. Casual Leave c. Medical Leave TELEPHONE / MOBILE benefits Official Telephone a. Approving Authority.

DG Logistics is the final approving authority for the issuance of official telephone connection to the eligible employees of NADRA on recommendation of the DG of the concerned Directorate. b. Eligibility Criteria & Ceiling Limit. The employees of NADRA of officers Cadre/Grade mentioned below are authorized to apply for the issuance of official telephone connection with the under mentioned ceiling limits: |S # |Grade |Official Connection | | | |Ceiling | |a. T / O-10 |Unlimited. | |b. |T / O-9 |Rs: 10,000/- | |c. |T / O-8 |Rs: 8,000/- | |d. |T / O-8 |Rs: 8,000/- | Residential Telephone a. Approval Authority Chairman/DG Logistics is the final approving authority for the issuance of residential telephone connection to the eligible employees of NADRA on recommendation of DG of the concerned Directorate. b. Eligibility Criteria & Ceiling Limit.

The employees of NADRA of officers Cadre mentioned below are authorized to apply for the issuance of residential telephone connection with the under mentioned ceiling limit: |S # |Grade |Residential Connection Ceiling | |a. |T / O-10 |Rs: 5,000/- | |b. |T / O-9 |Rs: 4,000/- | Mobile Phone Approving Authority Chairman/DG Logistics is the approving authority for the issuance of mobile connection to the eligible employees of NADRA on recommendation of the DG of the concerned directorate. Note: Mobile sets will not be provided by the organization. However the employees who have already been issued cellular sets by the authority, will be required to pay the depreciated cost of the handset they are currently using in order to retain the same. MEDICAL POLICY

The aim of the NADRA Employees Medical Attendance Policy 2004, is to specify the rules and regulations for medical treatment obtained by NADRA employees from government-recognized hospitals. This policy is applicable to all employees of NADRA as defined in clause (1) of sub-regulation (1) of regulation 2 of the National Database and Registration Authority Employees (Service) Regulations 2002. Explanation The terms which are used in this policy are explained in detail as under to understand the full extent and purpose of the policy. Free Medical Attendance and Treatment. Save as otherwise expressly provided in the policy, all employees of the Authority and their families shall be entitled free of charge medical attendance and treatment.

When an employee is entitled under sub-section (1) to medical attendance and treatment free of charge any amount paid by him on such medical attendance/treatment for himself and his family but only in case of indoor treatment, shall be reimbursed to him by the authority subject to necessary verification by the authorized hospital and subject to such other conditions as are specified in this policy in this behalf or are specified by the authority by general or special orders. The medical policy shall be applicable to all employees including their families (wife & children), except the following: a. Employed on contract for a period not more than 12 months b. Internees hired at NRCs, P/RHQ and HQ. Explanations for purposes of policy Authorized medical attendance means a registered medical practitioner appointed or nominated by the authority for its employee or class of its employees for the purpose of medical attendance and treatment. Family means husband wife or wives, legitimate children of the employees wholly dependent upon them, parents of the employees are also included in this.

Medical attendance means an attendance in a recognized hospital including such pathological. Bacteriological, radiological, ultrasonic or other methods of the examination for purpose of diagnosis as are available in such hospital, dispensary or clinic. Recognized hospital means a hospital or dispensary maintained by the federal government, provincial government, district and Tehsil Head quarters hospitals, armed forces hospital and autonomous bodies’ hospitals. Procedure In this portion, the procedure for getting medical attention/treatment and ways of reimbursement for expenses incurred shall be explained, and will stand in effect for all employees of the Authority. Hospitals & Re-Imbursement

Medical attendance and treatment may be obtained from any government authorized hospital and any expenses incurred on such medical attendance and treatment only in case of indoor (Patient being admitted to the hospital for treatment) treatment shall be reimbursed by the Authority on production of prescription of the treating doctor and receipts verified and countersigned by the authorized medical attendant. Medical facilities for family members Save as provided otherwise in this policy, the family of an employee shall be entitled free of charge, to medical attendance and treatment from an authorized hospital on the scale and under the conditions allowed to the employee himself, and this shall include confinement of an employees wife in a hospital but not pre-natal or post-natal treatment at the employees residence. The following relations of the employee are entitled to full medical allowance coverage as allotted to him/her as per scale and NADRA Laws: a. Parents including mother and father b.

Wife or Wives which ever the case may be. c. Husband. d. Legitimate children. (what ever the number be). CHAPTER NO 8: MOBILITY AND SEPERATION 1)Mobility Promotion: Promoting entry-level employees to more responsible positions is one of the best ways to fill job vacancies and important reason in NADRA, which do by human resource planning system. NADRA that 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.

A promotion from within policy can stimulate great motivation among employee, and this motivation is often accompanied by a general improvement in the employee morale. Tests are also conducted in order to promote employees. Transfer: Employees are transferred in order to maintain demand and supply and to balance the surplus and deficiency of employees. Demotion: In NADRA demotions have long been associated with failure, but limited promotional opportunities in the future and the fast pace of technological change may make them more legitimate career options. This type of case has not come in the notice of the higher authority presently. 2) SEPARATION: ? Layoff: There are many alternative methods in NADRA of reducing labor costs that management should explore before deciding to conduct a layoff.

These alternatives include things such as early retirements, employment policies (attrition and hiring freeze), job redesign (job sharing), pay and benefits policies (pay freezes and cuts), training, and other voluntary workforce reductions. A layoff can be a traumatic event that affects the lives of thousands of people, so managers implement the layoff carefully in NADRA. Issues that need to be considered include how to notify employees, developing layoff criteria, communicating to laid-off employees, coordinating media relations, maintaining security, and reassuring survivors of the layoff. ? Termination: Involuntary separations occur when management decides to terminate its relationship with an employee due to big blunder, corruption and disciplinary action etc. r a poor fit between the employee and the organization. ? Resignation: As per NADRA rules any employee right to resign his/ her services although if he/she has not gone to NSRC abroad within past two years. He/ She may resign to inform NADRA higher authority before one month and if he/ she did not so, then the last month salary will be deducted otherwise he / she would be terminated. Retirement: As retirement becomes an inevitable reality, in the decline stage, there is frequently a period of adjustment, where many begin to accept reduced levels of power and responsibility. This type of policy is only made for Ex-DGR staff and deputed staff. CHAPTER NO 9: SWOT ANALYSIS SWOT Analysis

In this dynamic organization for making any decision concerned to the extension, facilitation, satisfaction and finally for enlargement of units requirement analysis is compulsory to conduct by asking from the concerned departments, executives and even from employees to fulfill the exact requirement, and not only it is conducted at one side but also the resources are analyzed too, to meet the requirements. Data Gathering NADRA is involving different dimensions for data collection according to the requirements of the delegate committee. In this process different departments are engaged for the data collection accordingly, e. g. NADRA Registration Centers, Mobile Vans and Semi Mobile Registration Centers as well as through Vigilance section through direct interviews and filled form, for the matter following two approaches under practice: Primary data collection Secondary data collection

In addition to the practiced approaches NADRA can use data collection through Internet, from organizations, autonomous bodies and government agencies for enhancing verity, solidity, efficiency and effectiveness. Implementation After the collection of the data, HRM department makes a good system for it as database where all employees direct met with top management for solving their problems and customer problems. When HRM department collect information about employees and centers, added it in central location where manage a database for further operation and necessary processing STRENGTHS . It structures, eases the procedure of individual identity. . Sufficient infrastructure . Wide network . Highly skilled man power . MNE Weaknesses of NADRA

Critical analysis of an organization is helpful to formulate the strategic policies for professional working; in NADRA longitudinal and comprehensive critical analysis has been experienced. There are still some loopholes and weaker areas that needed to be addressed for the better customer’s support and swift provision of their products (CNICs). These points can be as follows: LACK OF TRAINING There is no doubt that HRM department staff are hired after carefully consideration of their abilities and qualification, but when and every new machines, software is introduce in this department there is no post installation training is provided to the staff. COMPUTER LITERATIES PROBLEM As I wrote in organization employees profile that mostly the old Registration staff and Vigilance staff are unaware from I.

T and computer illiterate, this creates problem even in daily operations. PROMOTION POLICY There is no policy of promotion in NADRA for lower staff below T4 and O6, whenever an employee promote to the higher grade there is no specific policy to increase in pay. So promoted person only got higher grade but no change occur in his salary. JOB SECURITY In NADRA all the employees are insecure in term of their job. Any one can be terminated or forcedly resign from his /her services. OPPORTUNITIES • Global market for CNICs and E-Passport. THREATS • Terrorism • Unstable political conditions. CHAPTER NO 10: RECOMMENDATIONS AND CONCLUSION RECOMMENDATION

Besides these excellent efforts from HRM team in NADRA there are some recommendation points that needed to be addressed for the better effort for customer’s support and swift provision of CNICs. These are as follows. ? Inquiry is conducted for the sake of finding the illegal cards issued to Afghan nationals. After investigating the whole process, the aim of inquiry should be to give penalties to those, involved in the illegal process, and treat them according the law. But the case doesn’t seem to be like that. The involve persons are investigated, and they are proved to be the culprit, but no action is taken against them which is a real sad story. It wastes the resources of the government and also doesn’t seem to be the stoppage of the act in the future. As it is also discussed in the Weakness of NADRA, that staff below T4 and O6, whenever an employee promotes to the higher grade there is no specific policy to increase in pay. So promoted person only got higher grade but no change occur in his salary. As for my perception, it really down the morale of employee and also affect their working ability. ? NADRA hire its employees on short term basis and can terminate them without any reason which really is a sad part on behalf of short term employees. They feel insecurity of their jobs, and they can’t be motivated towards their work. So NADRA should eliminate this policy in order to retain intellectuals. In PHQ, the work of HR is only to implement the policies, imposed by the headquarter. I think, every PHQ shall be given the authority to make policies and handle its staff and citizen in its own way. ? Promotion is not often based on the performance of employees. There are really hardworking employees working in PHQ, but they are not on the road to be promoted, which is a discouraging sign for them and also for NADRA. ? NADRA provide 30 Rupees per hour. If a person exceeds more than an hour, means he spends 2 or 3 or even 5 hours a day, he will not be provided more than 50 Rupees per day. This seems to be unfair. ? In the organization there is need of cost-benefit analysis before purchasing or replacement of any hardware.

Top management must concern the HRM department for this activity because the management is unaware or the benefits associated with the new hardware and the percentage improvement in the efficiency of the department. Conclusion NADRA was come into being to aid the government in developing and implementing a fact-based system of good governance in the country to encounter undocumented population growth and register items belonging to its citizens and organizations. NADRA provided to the Nation, Computerized National Identity Card (CNIC) in the homeland, and National Identity Card for Overseas Pakistani (NICOP) and Pakistan Origin Card (POC) abroad, Afghan National Registration Card (ANR) to Afghanis dwelling in Pakistan. NADRA also managed to issue Machine-readable Passports so as to avoid illegal and bogus Passports.

NADRA prepared an advance level Database for performing and managing the entire work of Earthquake Rehabilitation and Reconstruction Authority (ERRA), which worked in earthquake-affected region. It is one of the blessings of NADRA that people submit their utility bills without any hurdle and time restriction through NADRA Established Database (KIOSK) without waiting bills and time. References/ Sources used: The following References/ Sources are used, while preparing my internship reports. Provincial Head Quarter NADRA Peshawar. Internet www. NADRA. gov. pk ———————– [pic] ZONAL DM AM HRMS MANAGER AD & HR PROVINCIAL HEAD QUARTER DGM HR CHRO AM HR AM NRC 2 DEOs 2 assistant supervisors

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Organizational Structure and SWOT Analysis of Nadra. (2017, Jan 21). Retrieved from