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Performance Appraisal
National Bank of Pakistan
Introduction
National Bank of Pakistan is the largest
commercial bank operating in Pakistan
The bank is engaged in providing commercial
banking and related services in Pakistan and
overseas
The services are available to individuals,
corporate entities and government
NBP headquarters in Karachi with over
1254branches country wide
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Scope and Components
Subjectivity vs. Objectivity
Objectives/KPIs
Behavioral Skills
Session with supervisor
Eligibility for Promotion

Level of measurement
This appraisal is mainly focusing on individuals
performance and also focusing on Departmental level
by setting Individual goals.
Components of PMS
Behaviors that are required
Set objectives
Identify Skills
Consultancy through supervision.

Remove obstacles which limits performance
Training and development.
Lack of good infra structure and equipment as compare to
private banks.
But provide more security then private banks.

.
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Components of PMS
Encourage Maximum Performance
Lack in encouraging performance.
Organizational culture is not sufficient and cooperative
Dislike new employees
Biasness regarding young employees and their promotion

Measuring Performance
Through performance appraisal form.

Feedback employees
Performance feedback is provided at the end of the year
Purpose of PMS
Strategic
KPIs/Objectives set at the start of the year

Administrative
Recommendations by higher management
Self assessment by appraisee
Personal opinion of appraiser

Developmental
Through self assessment by appraisee
Through score of objectives and behavioral skills
Through consultancy by superior authority
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Essentials of PMS
Performance Criteria
Strategic Fit
Objectives of a company are set according to their job description

Validity
Only set Objectives/KPIs are measured

Reliability
Not reliable because there are lots of uncertainties during the year.

Acceptability
Subjective measures are more than objective measures.

Specificity
Goals and objectives are specific and target oriented.
Essentials of PMS
Source of information
Branch Managers/Supervisors
Brand manager is accountable for performance. As most of
the form is filled by branch manager and supervisors.
Peers
Peers are also responsible for judgment as there is option in
Performa that clearly describes the role of peers.
Self
Self assessment is also catered regarding personal training
and requirements.

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Essentials of PMS
Rater Issues
Similar to me
Halo and horns
Contrast
Distribution error

As there is more subjectivity so there is an
acute chance regarding the occurrence of
these errors.
Approaches and Performance
Indicators
MBO
Objective are set by employs and mutual
consensus of superior authorities.

Goal Approach
Performance is judged on the bases of
achievements.

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Reward System
Promotions
Transfers
Pay increments
Allowance