Contents
Introduction
Vision & Mission
List of Products & Services
Organizational Structure
Organization Information
Various Departments at Organization
Human Resource Planning (HRP) & Forecasting
SWOT Analysis of HR Practices in NADRA
PEST Analysis
Recruitment & Selection Process
Training & Development Process
Training Needs Analysis (TNA) processes & Techniques
Introduction
NADRA in Pakistan was established on March 10, 2000, as an independent and
autonomous agency operating under the Ministry of Interior.
. Its primary mission is to modernize and streamline the citizen registration and
identification process
At its core, NADRA is responsible for issuing Computerized National Identity Cards
(CNICs), serving as the primary means of establishing citizens' identities.
Beyond identity documentation, NADRA has become an integral part of Pakistan's
electoral system. By providing the Election Commission of Pakistan (ECP) with a
reliable and up-to-date voter database, NADRA contributes to ensuring transparency
and integrity in the electoral process.
Adapting to technological advancements, NADRA continues to be a key player in
identity management in Pakistan, contributing to national security, efficient
governance, and the overall well-being of its citizens.
Vision & Mission
To be a leading and innovative identity management organization,
contributing to national security, effective governance, and the
well-being of Pakistani citizens through advanced technologies
and international best practices.
Create and maintain a secure, accurate, and comprehensive
database of Pakistani citizens, ensuring the issuance of reliable
and tamper-proof identity documents
Actively collaborate with international organizations, foreign
governments, and stakeholders to share expertise, adopt best
practices, and contribute to the global development of identity
management standards
Implement rigorous security measures to safeguard the integrity
of the database and protect citizens' sensitive information during
identity verification and document issuance processes.
Products & Services
Computerized National Identity Card (CNIC)
Smart National Identity Card (SNIC)
Juvinile Card
National Identity Card for Overseas Pakistanis (NICOP)
Pakistani Origin Card (POC)
Child Registration Certificate (CRC)
Family Registration Certificate (FRC)
NIMS
Organizational Structure
Chairman
Deputy Chairman
Director General
Director
Deputy Director
Assistant Director
Deputy Assistant Director
Superindent
Senior Executive
Junior Executive
Naibqasid
Sanitary worker
Departments
NRCs
BISP
Pasport
Human Resource Planning (HRP) and Forecasting
Forecasting:
Goal Setting and Strategic Planning:
Program Implementation and Evaluation:
SWOT analysis of HR Practices in NADRA
Strengths
HR Network
Committed Workforce
Accessibility
Dynamic Environment
Initiative Based
Weakness
No Job Security
Surplus Un-utilized Workforce
Financial Constraints
Opportunities
International Market
Supply of IT Supply of IT Resources
Threats
Employee Turnover
Govt. Policies Changes
PEST Analysis
Political
Economic
Social
Technological
Recruitment & Selection
Process
Job Analysis:
Job Advertisement
Document Verification
Online Test
Test Results
Interviews
Post Interview process
Offer letter
Training
Onbroading
Training & Development
Process
Selection and Initial Training
Introduction to NADRA Policies
Practical Training at RHOs
On-the-Job Training (OJT)
Training Duration
Training for Senior Grade Scale Officers
Practical Learning at Posted Offices
On-the-Job Development (OJD)
Specialized Workshops and Seminars
Cross-Functional Experiences
Performance Feedback and Coaching
Training needs Analysis
-assessments, or skills tests to identify gaps in knowledge and skills.
Training History Review:
Process: Review employees' training history to identify areas for additional or refresher training.
Technique: Analyze past training attendance, completion rates, and feedback.
Feedback from Managers and Supervisors:Job Role Analysis:
Process: Examine specific job roles and responsibilities within NADRA.
Technique: Conduct interviews and meetings (zoom/physical) with employees and supervisors to understand the skills
and knowledge required for each job.
Performance Appraisals:
Process: Analyze performance appraisal data to identify patterns and trends.
Technique: Review performance metrics to identify areas where additional training or skill development is necessary.
Technology Proficiency Assessment:
Process: Evaluate the proficiency of employees in using relevant technologies.
Technique: Conduct practical assessments or surveys to gauge technological skills.
Customer Interaction Analysis:
Process: Analyze customer interactions to identify areas for improvement.
Technique: Use customer feedback, observations, and role-playing exercises to assess communication and interpersonal
skills.
Regulatory and Policy Compliance Review:
Process: Evaluate employees' understanding of NADRA policies and regulatory compliance.
Technique: Use quizzes, or interviews to assess knowledge and adherence.
Skill Gap Analysis:
Process: Compare current skill levels with required competencies.
Technique: Utilize surveys, self
Process: Collect input from managers and supervisors regarding team strengths and areas for improvement.
Technique: Hold regular meetings or use surveys to gather managerial perspectives.
Continuous Monitoring and Adaptation:
Process: Establish a continuous monitoring system.
Technique: Regularly update the TNA process based on evolving organizational needs and feedback.
Thank you