Chapter 1

INTRODUCTION

National Database & Registration Authority (NADRA) has gained international

recognition for its success in providing solutions for identification, e-governance and

secure documents that deliver multi-pronged goals of mitigating identity theft, safe-

guarding the interests of our clients, and facilitating the public. In-depth NADRA set out

on the journey of Civil Registration of all Pakistanis in March 2000 and in a short span of

time NADRA’s team indigenously created a state of the art centralized Data Warehouse,

Network Infrastructure and Interactive Data Acquisition Systems to issue secure

Computerized National Identity Cards (CNIC). With the introduction of this new fool-

proof, comprehensive and highly sophisticated computerized system, NADRA has been

successful in reducing the identity theft to a bare minimum. NADRA prides itself on one

of the largest centralized databases in the world. This highly secure and intelligent

National Data Warehouse is the central hub of NADRA’s extraordinary strength and

growth in the last 8 years.

NADRA’s National Data warehouse hosts the data of over 96 million citizens and

runs various Transaction Processing, Business Intelligence and Decision Support

applications. Operating on international standards and models. NADRA proudly employs

a highly skilled workforce of more than 11,000 technical and management personnel,

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who contribute to register more than 96 million citizens and print more than 70 million

Computerized National Identity Cards. To achieve this gigantic landmark NADRA has

developed 365 Multi-biometric Interactive Registration Centers and deployed 189 mobile

vans to register citizens living in far-Flung flung areas with a motive to provide quality

service and comfort.

During this short span of time, NADRA has gained significant international

recognition. ID World, organizers of the ID Card & Electronic Passport Forum have

ranked NADRA as one of the World’s Top 50 Suppliers of e-Passport Technology for 04

years running.

1.1 NADRA’s Vision

NADRA having established itself as an industrial player of international stature

envisions to:

 Become a World Class, leading Solution Provider in all areas of Homeland

Security

 Develop Human Potential that is considered the best in the world

 Register all Pakistani residents/Citizens.

 Become a World Leader in Technology Development

 Attain ‘System Integration Excellence’ to implement and integrate proven, state-

of-the-art technologies to achieve specific business objectiv

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1.2 NADRA’s Mission

To create and maintain a secure, authentic and dynamic database that

comprehensively covers the demographic, geographic, social and statistical aspects of the

citizens of Pakistan and provide to our own and foreign governments effective homeland

security solutions and assistance in good governance. We shall develop ourselves as a

“Learning Organization” in a culture that fosters creativity, innovation, commitment,

dedication, continuous improvement and a desire to excel by its employees.

1.3 Objective of Study

My objective to join NADRA was to see implementation of what I learnt in

theory during my two years of course work so that I may have good services insight as

well as practical applications.

I selected Human Resource department of NADRA Regional Head Office Multan

where I could learn the practical knowledge of Human Resource Policies.

I learned following things:

 Practical knowledge and Skills of Human Resource department.

 How much HR strategies are implementing in the organization?

 Factors, which are the cause of changing strategies.

 Scrutinize the results when we do not apply the theory of Human Resource

Policies.

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  Effects of good coordination between employees.

 How we prepare the performance report and results of good planning.

Methods and implementing of polices, Promotion and recruitment and also

learned those strategic planning which make the work easy and helpful for achieving the

goals of organization.

1.4 Brief History

National Database and Registration Authority (NADRA) was established as

National Database Organization (NDO), an attached department under the

Ministry of Interior, Government of Pakistan in 1998. On 10 March 2000, NDO &

Directorate General of Registration (DGR) merged to form NADRA, an

independent corporate body with requisite autonomy to operate independently and

facilitate good governance. With the mandate of developing a system for re-

registering 150 million citizens, NADRA launched the Multi-Biometric National

Identity Card project developed in conformance with international security

documentation issuance practices in the year 2000. The program replaced the

paper based Personal Identity System of Pakistan that had been in use since 1971.

To date over 96 Million citizens in Pakistan and abroad have utilized the system

and its allied services to receive tamper resistant ISO standard Identification

Documents.

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1.5 Legal Position

NADRA has been empowered under the President's Ordinance no. VIII of the

year 2000 to facilitate the registration of all persons in the establishment and the

maintenance of multipurpose databases, Data Warehouses, networking, interfacing of

databases and related facilities. Under the ordinance NADRA must ensure and provide

security, secrecy and necessary safeguard for the protection of data and information and

shall perform and exercise any other power as may be by entrusted to or vested in the

Authority by the Federal Government. NADRA is authorized to seek advice for carrying

out its work. It is further authorized to charge fees, and other sums for its services, to

carry out research studies, surveys, experiments and other investigations.

1.6 Nature of the Organization

NADRA is service organization provide quality of services as well as accurate

quality of data. The acquired data is beneficial for the betterment of Pakistan. National

Database & Registration Authority (NADRA) was established as a public sector

endeavor towards a better understanding of Pakistan and its people through the

systematic acquisition, evaluation, and interpretation of demographic and spatial

information.

NADRA started by registering citizens and issuing computerized national identity

cards, making use of the latest technology to assist its goals. Today, NADRA has made

technology its business. The organization owns the largest information and

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communications technology resources in the country, with an IT workforce of more than

eleven thousand and the most modern communication systems owned by any single

Pakistani organization.

1.7 Management

1.7.1 Chairman

Mr. Tariq Malik was appointed as Chairman of National Database Management

Authority (NADRA) by the Government of Pakistan on 11th July 2012 while he was

already serving in the organization as Deputy Chairman. Four years ago, Mr. Malik was

voted to the strategic management role as Deputy Chairman by the board members of

NADRA after successfully leading the Network Directorate of NADRA as General

Manager. He also led NADRA Technologies Limited (NTL) in the capacity of the Chief

Executive Officer. Mr. Malik brings 20 years of experience in areas of strategic project

management of Technology, system analysis & design, software development and

business process re-engineering. This also includes strategic management experience in

implementing high profile citizen centric technology solutions in Pakistan, Kenya,

Nigeria, Bangladesh, United States of America, Canada, Germany and Bahrain.

He is well-known in the project and technology management sector as a

successful Chief Information Officer (CIO), Senior Consultant for information systems,

speaker, writer, trainer and researcher of information technology in the public sector.

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Prior to joining NADRA, he worked as Chief of Technology in the largest county of the

State of Michigan, USA.

Mr. Malik received his Master’s Degree in International Management from Heidelberg,

Germany. He also holds M.Sc. degree in Computer Sciences from Quaid-e-Azam

University, Islamabad. His studies took him to renowned institutions such as John F.

Kennedy School of Government, Harvard University, and Stanford University, USA.

Since taking over as the Chairman of NADRA, Mr. Malik vision has brought

various new policies and services that have improved the database registration system in

the country and helped in getting more people registered as well. Per his vision, he has

transformed Identity card to an entitlement document so that state can roll out social

reform solutions like social protection, emergency relief, financial inclusion, poverty

alleviation, branchless banking using Smart cards. That is why right after taking charge

as Chairman, he launched it’s 3rd generation chip-based identity card called Smart

National Identity Card (SNIC). The card is built according to international standards and

is accepted as secondary ID on all international airports. It contains 36 physical security

features and uses latest encryption codes making it the safest card in the world.

Mr. Malik spearheaded “Reforming Electoral Rolls” project and led a team that

ensured transparent Voters database by making use of biometric and information

technologies in collaboration of Election Commission of Pakistan. In line with his vision

“Every life Counts”, he devised a new policy for the registration of undocumented

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orphans, which ensures privacy and convenience for the orphans. Apart from this, he is

also responsible for incorporating the provision of accidental death insurance within the

new Smart NICs and also devised a comprehensive mechanism to enable pensioners to

draw their pensions from any biometric system used by banks, post offices and other

departments. Recently, Mr. Malik won the ‘CIO of the Year’ award. Panels of judges

consisting of eminent computer scientists, IT experts and technology gurus selected Mr.

Malik for the said award by dint of his contribution in transforming NADRA from an

identity card issuing authority to a profitable international business organization. It is

rolling out cutting edge biometric technology solutions, which results in good

governance.

Mr. Malik also won "ID People Award 2011" by ID World EMEA (Europe,

Middle East, Africa) in Abu Dhabi, "ID Outstanding Achievement Award 2009" by ID

World Congress based in Milan, Italy and “Excellence Award 2003” for providing

Citizen Centric technology services.

1.7.2 Chief Technology Officer

Mr. Usman Y. Mobin assumed the vital role of NADRA’s Chief Technology

Officer in 2002. Educated at the prestigious Massachusetts Institute of Technology

(M.I.T.), USA, he acquired Masters Degree in Electrical Engineering & Computer

Science. Mr. Mobin is bestowed with a wealth of knowledge coupled with strong

technical expertise which he has successfully applied to bring about revolutionary

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changes in various legacy systems at national and international level; gaining positive

repute as a pioneer for contributing innovative state-of-art technology solutions. He is

also well respected as the architect of Pakistan Passport System enabling the

development of world's first multi-biometric electronic passport. Apart from this, a few

of his major achievements include invention of remarkably fast phonetics-based search

technique operative on multilingual identity databases such as Pakistan's National Data

Warehouse and invention of algorithmic technique for family tree linkage in National

Database. Mr. Mobin received ID World - Special Award “ID Talent Award” in 2007 for

his excellence in the field of Technology, Presidential Medal for “Persistence in

Excellence” and "Tamgah-e-Imtiaz” in 2009 awarded for Public Service.

1.7.3 Chief Financial Officer

Mr. Saleem Khan is working as Chief Financial Officer (CFO) since September

2010. He is an officer Secretariat Group with more than 20 years experience of working

with the Federal/Provincial Governments and International Organizations. His forte has

been Administration and Financial Management. He has served in the Ministry of

Interior, Cabinet Division, Wafaqi (Federal) Mohtasib Secretariat, Local Govt. Dept. and

development Authorities. He did Masters in Public Administration from Columbia

University, New York, USA with specialization in Public Sector Management and

Governance. He also holds engineering degree from NWFP University of Engineering. &

Technology, Peshawar and Masters in Economics from University of Peshawar.

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1.7.4 Chief Human Resource Officer

Mr. Naveed Jan Sahibzada joined NADRA as General Manager HR on June 04,

2007. He has a strong professional background and vast experience of working in the

field of HR. He holds an MS degree in Human Resource management from London

School of Economics (LSE), UK. He is a Chevening Scholar and holds Certification as

professional in HR from HRCI, USA as well as Chartered Institute of Personnel and

Development (CIPD) UK.

1.7.5 Nadra Authority Board

The Federal Government has approved the appointment of following members in

the NADRA Authority Board.

1.7.5.1 Board Members

Chairman

Mr. Muhammad Tariq Malik Chairman NADRA

Board Members:
1. Mr. Kaiser Bengali, Economist.

2. Mr. Abdul Rashid, Fellow Chartered Account (FCA).

3. Mr. Ali Tauqeer Sheikh, CEO and National Program Director, Consultant/Advisor,

UNDP.

4. Mr. Ghiasuddin Ahmed Member, National Electric Power Regulatory Authority.

5. Capt. (R) Muhammad Aftab, Joint Secretary (Admn/Security), Ministry of Interior.

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 6. Mr. Sohail Qadeer Siddiqui, Joint Secretary (Admn), Ministry of Law, Justice and

Parliamentary Affairs.

7. Mr. Liaquat Muneer Rao, Joint Secretary/ FA(ID), Ministry of Finance.

1.8 Organizational Structure

1. Registration Center (SRC)

2. Operations (Ops)

3. National Data Warehouse (NDW)

4. Card Production (Prod)

5. Marketing (Mktng)

6. Projects (Proj)

7. Technology & Development (T&D)

8. Public Service Division (PSD)

9. Finance and Accounts (F&A)

10. Logistics and HR (Log)

11. Chairman Secretariat (Ch Sect)

12. Procurement (Proc)

13. Networking (NW)

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1.8.1 Main Offices

 Headquarter

 NADRA Headquarter Islamabad

 Provincial Head Offices (PHO)

 Lahore

 Karachi

 Quetta

 Peshawar

 Regional Head Office (RHOs)

 Multan

 Sargodha

 Sakhar

 Haidrabad

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1.9 Profile of Employees

NADRA proudly employs a highly skilled workforce of more than 11,000

technical and management personnel. Job at NADRA involves working in close

collaboration with others, thus job interviews are just as important to the hiring process,

as any other requisite. In this section NADRA offer a few pointers on making your

interview an informative, comfortable experience. Employees enjoyed the designation,

salaries and other benefits after selection.

There are two scales one is Nadra Pay Scale (NPS) and other is Basic Pay scale (BPS).

Scale
S. No Designation Job Specification Job Description
NPS/BPS
1 O-1/BPS-1 Sweeper Middle Office Clearness
a. Equipment Cleanness
2 O-1/BPS-1 Naib Qasid Below Matric
b. Assist of all office staff
a. Intermediate
T-1/BPS-7 Jr. Executive Acquired data to each applicant.
b. Computer Course
a. Intermediate
3 T-2/BPS-9 Sr. Executive b. Computer Short Acquired photo image.
Course
a. Intermediate
b. Computer Short
4 T-3/BPS-9 Sr.Camera Operator Acquired photo image.
Course
c. Exp: 5 Years
a. Graduation Assisting the Assistant Manager
5 O-4/BPS-14 Superintendent
b. Exp: 2 Years of the office.
Backup of Dy. Assistant
a. Graduation
6 O-5/BPS-15 Sr. Superintendent Director
b. Exp: 5 Years

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 Deputy Responsible of all activities of
7 O-6/BPS-16 M.B.A
Asst.Director the office.
a. M.B.A Manage the work of Dy.Director
8 O-7/BPS-17 Assistant Director
b. Exp: 3 Years and reporting to Director.
Responsible for all technical
Deputy Assistant a. BCS (4 years) / Trouble shooting, maintaining
10 T-4/BPS-16
Director(Tech) MCS and uploading data for further
process.
Assist the D.B.A. Guides the
Asst. Database a. BCS (4 years) /
11 T-5/BPS-17 System engineer for trouble
Administrator MCS
shooting.
Database a. BCS (4 years) /
12 T-6/BPS-17 Responsible for all issues
Administrator MCS
a. Masters Responsible for Asst.Director
13 O-8/BPS-18 Deputy Director b. Exp: work and Reporting to Director
Administrative General.

1.10 Objective of the Organization

 Registration of all-important entities that help good governance in Pakistan.

 To create awareness in Government organizations to utilize NADRA’s services

for promotion and to help the government in achieving the national objectives.

 To have strategic business partnerships / alliances with international companies in

order to win and execute successful projects.

 To become the market leader and technology pace setter for transferring NADRA

into a successful multinational company.

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  To achieve self-sustainability through acquisition of multiple projects in order to

ensure a secure future for the organization with a view to protect and increase the

interest of all stakeholders of NADRA.

 To provide quality service to corporate customers with competitive prices at the

best satisfaction level.

 To enhance creativity and job satisfaction of employees by providing

opportunities for their career and personal development.

 To do organizational restructuring with optimum use of available resources.

 Build strong analytical skills plus good relationships with governments and other

partners around the world

 Exceed our reach to gain wider investment choice and new opportunities for

growth.

 Hold market leadership.

 Deliver benefits to customers through technology and support.

 Introduce in house training programs.

 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.

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Chapter 2

SERVICES
National Database and Registration Authority (NADRA) provides the following

services to every citizen of Pakistan.

2.1 Smart NIC

NADRA Pakistan has started issuing Smart Cards, the most secure national identity

card of the world. Security Features:

 Multi-dimensional Usage & Service

 Social & Financial inclusion Programmes.

 Use of State-of-the-Art Encryption Techniques

 Live Identification of picture and finger prints

 Easy Pension Disbursement and a lot more to offer in the future

2.2 Computerized National Identity Card (CNIC)

NADRA is issuing new Computerized National Identity Cards (CNIC’s) to

all Pakistani citizens who are more then 18 years. The CNIC is a comprehensive

identification document that authenticates an individual’s identity as a Pakistani

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citizen. The CNICs are being issued to all adult citizens of Pakistan, whereas,

existing manual records of National Identity Cards (NIC’s) has been switched over

to the computerized database.

2.2.1 Processing on Data Acquisition at Data Acquisition Unit (DAU)

 Issuance of Token

 Photo Capturing

 Thumb and Signatures

 Data Acquisition by DEO

 Form Printing

 Attestation & Form Submission

 Data uploading to NADRA Data Warehouse

 Verification and Clearance from NADRA Data Warehouse

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  Printing at Production


2.2.2 Delivery of CNIC to NRC Documentation Required

A CNIC applicant is required to produce the following documents at

the time of application:

 Birth Certificate/CRC or

 Old NIC

 Matriculation Certificate or

 CNICs of immediate/blood relatives

 Citizenship certificate issued by MOI

2.2.3 Delivery Time

Normal - 30 days

Urgent - 15 days

FastTrack - 15 Days (Queue priority at NRCs for immediate processing)

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2.2.4 Fee Structure

Normal Urgent FastTrack FastTrack with Home

Sr # Category
(Rs) (Rs) (Rs) Delivery (Rs)
1 Smart NIC - - 1500 -
2 Fresh CNIC 0 200 1000 1100
3 Modification 150 200 1000 1100
4 Renewal 75 200 1000 1100
5 Duplicate 150 200 1000 1100

2.3 National Identity Card for Overseas Pakistanis (NICOP)

The card is supposed to be produced at domestic or international entry or exit

terminals. There has justifiably been recognition of the overseas Pakistanis, their services

and the potential benefits to the homeland, which has led the Government of Pakistan to

issue them with National Identity Cards for Overseas Pakistanis (NICOP). NICOP is

providing the authenticity of the individual, has additional features at the same time, as

the person possessing the NICOP is entitled visa-free entry in Pakistan.

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2.3.1 Data Acquisition at Data Acquisition Unit (DAU)

 Issuance of Token

 Photo Capturing

 Thumb and Signatures

 Data Acquisition by DEO

 Form Printing

 Attestation & Form Submission

 Data uploading to NADRA Data Warehouse

 Verification and Clearance from NADRA Data Warehouse

 Printing at Production

 Delivery of NICOP to NRC or Address

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2.3.2 Documents Required

A NICOP applicant is required to produce the following documents at the time of

application.

 Birth Certificate

 Old NIC or

 Matriculation Certificate or

 CNICs of immediate relatives or

 Passport (mandatory in case of new)

2.3.3 Delivery Time

 Normal - 30 days

 Urgent - 15 days

 FastTrack - 15 Days (Queue priority at NRCs for immediate processing)

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 2.3.4 Fee Structure

Ser # Category Normal Urgent FastTrack Modification/ FastTrack with Home

(Rs) (Rs) (Rs) Renewal/ Delivery (Rs)
NICOP (All
Duplicate * Fee includes optional
Categories)
Rs.100 delivery charge

Inland Abroad

1 NICOP (All 2250 3000 2250 3100 3500

Categories)
for Middle
East
2 NICOP (All 2250 5000 2250 5100 5500
Categories)
for USA,
Australia,
Canada and
Europe

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2.3.5 SNIC/CNIC/NICOP Process Chart

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2.4 The Pakistan Origin Card (POC)

The POC program endeavors to provide eligible foreigners with unprecedented

incentives to get back to their roots, while ensuring that the motherland remains tightly

integrated with expatriates worldwide. Any person who does not currently hold Pakistani

citizenship but has ever remained a Pakistani citizen in his/her lifetime.

 Visa-free entry into Pakistan.

 Indefinite stay in Pakistan.

 Exemption from foreigner registration requirements.

 Permission to purchase and sell property.

 Right to open and operate bank accounts

2.4.1 Data Acquisition at Data Acquisition Unit (DAU)

 Issuance of Token

 Photo Capturing

 Thumb and Signatures

 Data Acquisition by DEO

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  Verification from NADRA Data Warehouse

 Printing at Production

2.4.2 Documents Required

 Completed POC Application Form.

 2 photographs (passport size)

 Bank Draft/Bank Receipt for the fee ($100 for adults, $50 for minors)

 Copy of Foreign passport

 At least 1 proof of Pakistani origin

 Copy of Pakistani passport

 Copy of National ID Card (NIC)

 Proof of relationship with a Pakistani; e.g. (Marriage or Birth Certificate), along

with the relative's Pakistani passport or NIC.

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2.4.3 POC Process Chart

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2.4.4 Fee Structure

Type New Modification / Renewal / Duplicate Cancellation

($) ($) ($)

Under 18 50 80
100
18 & Above 100 150

2.5 Certificates

2.5.1 Child Registration Certificate (CRC)

NADRA has now initiated the provision of a Child Registration Certificate (CRC)

or B.fom to every Pakistani child, aged 18 years or less. It is the foremost right of a child

to get a registration certificate from the place of origin. NADRA has been able to

automate and in turn facilitate the process of acquiring Child Registration Certificates

(CRC). “The child shall be registered immediately after birth and shall have the right to

acquire a nationality, and as far as possible, the right to know and be cared for by his or

her parents.”Not only is the registration of children essential for upholding and

maintaining their identity, but also aids the government’s social service planning. It

ensures the availability of essential information about every registered child, which

ensures the provision of healthcare and educational facilities.

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 The Child is allotted same registration number when he/she applies for CNIC

upon attaining 18 years of age. It is the responsibility of every child’s parents/guardians

to get registered the children under 18 years of age.

2.5.1.1 Data Acquisition at NRC/DAU

 Issuance of Token

 Photo Capturing

 Thumb and Signatures

 Data Acquisition by DEO

 Data uploading to NADRA Data Warehouse

 Verification and Clearance from NADRA Data Warehouse

 Printing at NRC/DAU

2.5.1.2 Documents Required

Following are the basic documentation requirements for CRC:

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  Birth or School Certificate

 Matric Result Card or Degree

2.5.1.3 Fee Structure

Type Fee (Rs.)

Normal 50

Urgent 500

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2.5.1.4 CRC Process Chart

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2.5.2 Family Registration Certificate (FRC)

Family Registration Certificates are documents issued to nationals of Pakistan

highlighting the family tree structure of the applicant.

2.5.2.1 Data Acquisition at Data Acquisition Unit (DAU)

 Photo Capturing Thumb and Signatures Data Acquisition by DEO

 Verification from NADRA Data Warehouse

 Printing of FRC Form at DAU

 Delivery to Applicant

2.5.2.2 Documents Required

Following are the documentation requirements for FRC

 CNIC numbers of all family members

 CRC numbers of all family members

2.5.2.3 Services

Family Certificate by Marriage (Wife & Children)

2.5.2.4 Fee

Rs. 500

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Chapter 3

INNOVATIONS

3.1 Multi-Biometric ID card

Methodologies, acquiring, transferring, processing, archiving data & producing

ISO compliant secure identification documents. This system generates unique citizen

identification numbers for entire population. The Registration system integrates

biometric technologies such as Automated Finger Identification Systems (AFIS) and

Facial Recognition Systems and is capable of providing identity verification to all

integral Government departments. The system can meet any standards required by the

customer, including ISO 7810 and ICAO 9303 compliant ID cards.

NADRA provides integration services for all types of ID technologies as per the

clients’ requirement including Smart Card, RFID cards, Java cards and

microprocessor based cards. The end-to-end registration system ensures authenticity of

individual & documents through visual as well as electronic means. NADRA provides

the following services to its clients:

 Evaluate possible technologies and solutions for the project .

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  Develop a new Identification numbering scheme .

 Define technical standards based on requirements and evaluation

 Define system security standards.

 Undertake a system analysis and design study of the manual process, to identify

gaps in the system

 Perform Business Process Re-engineering (BPR) of the existing procedures

 Develop data acquisition methodologies and identify data fields required to be

captured

Identify required technologies pertaining to:

 Secure Document Production & Document Delivery components

 Design Data Backup and Disaster Recovery (DR) plan for the project

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  Develop requirements for integration with other government bodies

 Identify Hardware & Software to implement a state-of-the-art system

3.2 Civil Registration Management System (CRMS)

The Civil Registration Management System (CRMS) has been by developed by

NADRA for the registration of four vital events i.e. Birth, Death, Marriage and

Divorce. The scope of CRMS is to automate all the local governments in a country and

provide computerized registration and certificate issuance of the vital events. The

system provides up-to-date status reporting facilities for selected events, while

providing business decision models for strategic decision making. NADRA has

successfully developed and implemented CRMS for Pakistan at the grass-roots

level, with online, web based connectivity for provisioning of monitoring facilities to

designated Government officials.

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3.3 Multi-Biometric E-Passport

NADRA achieved the hallmark of developing and implementing one of the

first Multi-Biometric e- Passports. In 2004 NADRA enabled Pakistan to become

one of the first countries in the world to issue the Multi-biometric e-Passport

compliant to ICAO standards. NADRA has issued more than 7 million passports to

Pakistani citizens until now.

NADRA Multi-Biometric e-Passport solution uses overt and covert security

features on the data page supported by most sophisticated technology and business

logic which makes it one of the most modern passports of this era. NADRA

has developed expertise in centralized and decentralized e-Passport solutions to

incorporate any feature as per clients’ specifications including integration of 4K, 8K,

32K, 64K, 72K RFID chip, Ghost Images, and LaTeX Screen printing. The

system can help countries create a highly secure integrated system encompassing

immigration, Automated Border Control and passport issuance while ensuring the

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 genuineness of the holder as a valid citizen. The system requires minimum human

intervention that ensures transparency while maintaining ease of exit/ entry of

citizens without the holders being harassed unnecessarily.

The key features of NADRA’s system include:

 PKI – Public Key Infrastructure

 RFID Chip

 Biometric features namely Facial & Fingerprint

 IPI- Invisible Personal ID

 2D Barcode

 Machine Readable Zone (MRZ)

 Security Substrate and Laminate

 Ultra Violet features Micro Printing

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3.4 Verisys

The requirement of identification document for evidentiary purposes is incomplete without

verification mechanism. Having developed the Multi-Biometric National Identity Card

for Pakistan backed up by the large centralized national database in the world, NADRA

has introduced an easy- to-use access tool for verification of citizens in the country

named as Verisys. To verify the issued CNIC and avoid any fraudulent activities

NADRA launched Verisys, which is an authentication process to provide online

verifications of Pakistani citizens to the government, private and corporate sectors

for bringing in transparency, validation, elimination of fraud & forgery. This is a web-

based real-time activity displaying the front and rear image of the CNIC with added

hidden information for verifications. Using NADRA`s strong network infrastructure, a

reliable and efficient mode of connectivity is provided to clients even in the remotest

areas of Pakistan.

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3.4.1 Biometric Access Control System

NADRA's Biometric Access Control System (BACS) allows, organizations

requiring high levels of security, to better manage and monitor protection and quickly

respond to security breaches. The Biometric Access Control System developed by

NADRA is a highly scalable system for monitoring and logging of personnel movements

at defined entry and exit points. The central paradigms of the system are the automation

of workflow, increased security, efficiency, scalability and transparency in order to

achieve a foolproof system that ensures real time monitoring and identification of

personnel movement and creating a log for future references.

3.4.2 Biometric Attendance Control System

NADRA has developed a foolproof highly secured biometric attendance system

that logs all the attendance and entry/exit events and generates user friendly web reports

for review by management. NADRA’s Biometric Attendance Control System provides

automated time and attendance control, which is designed to facilitate the

employees as well as the organization. Multiple web based reports and email alerts

can be generated which display all the occurred events, processes and desired data.

NADRA’s Biometric Attendance Control System works ideally with Enterprise Resource

Planning (ERP) tool but is also compatible with any other employee database. Having a

database at the back-end ensures no data loss or duplication and it keeps the visitor or

employee record for a longer period of time.

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3.4.3 Automated Border Control

To cater for the need for robust identification and verification systems, NADRA

has developed Automated Border Control (ABC) system which serves as a tool for law-

enforcement agencies in eradicating illegal immigration and human trafficking. The

Automated Border Control System is fully automated immigration control

system linked with the central Passport server. It authenticates e-Passport,

identity and other travel documents by performing on spot Facial Recognition and

Fingerprint Identification with utmost reliability and efficiency. It also keeps the record

of automated data verification, passenger travel history, flight information,

destination, port-of-origin, nationality, verification log and officer’s comments. The

Automated Border Control is fully equipped to cater for the following functions:

 Optical reading and identification of travel documents

 Identification of passenger through AFIS and Facial 1:1 match

 Identification of passenger data and UV images

 Matching with Blacklist and Exit Control List (ECL)

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3.4.4 E Driver’s License

NADRA has developed an RFID based Driver’s License that bears a license

holder's unique, personal information as well as stores data regarding traffic violations

and tickets issued / outstanding penalties. Data is stored in two halves of the chip. One

half contains the personal information of the license holder and cannot be changed or

modified. The second half is re-writable, where history of violations can be recorded. At

the end of the day, violation data is transferred from the policeman’s handheld device

(PDA) to local police station which is then transferred to the central server (at

district/state level) through secure channel that ensures data security and integrity. The e-

Driver’s License system has been developed to automatically revoke driving rights

in case of traffic violation. Comprehensive data of violations is electronically stored and

available to the authorities. The e-Driver’s license developed by NADRA also

allows the authorities to provide for supplementary provisions and services. The

RFID Driver’s License enables improvements in identity verification, privacy protection

and highway safety.

3.4.5 E- Vehicle Management System

NADRA has developed the multiple-pronged “e-Vehicle Management”

system that uses Radio Frequency Identification Device (RFID) technology to

identify vehicles approaching ‘manned’ &‘unmanned’ Check-Posts at entry/exit with

real-time monitoring at the central control room. RFID passive contact-less chips are

placed on vehicle’s windshield that contain vehicle’s details, linked with the owner’s

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details at the database level. The information stored in the RFID contact-less chip is

encrypted ensuring international standards of security. Designated Check Posts are

equipped with cameras, RFID antennas, static scanners and magnetic loops that are able

to read the RFID tags on passing vehicles. Transmission of complete date including

timestamp, vehicle information and Check Post details are transmitted in real-time to

the central control room that allows authorities to monitor & generate route of vehicles.

Suspect vehicles are marked in the system and alerts are generated when that vehicle

crosses any Check Post.

The e-Vehicle Management System has the following elements:

Vehicle Identification and Monitoring System (VIMS): Vehicles are issued

unique Vehicle Identification Number (VIN) embedded in encrypted RFID contactless

chips. The system allows authorities to monitor passage of vehicles and traffic levels at

check posts helping them to eradicate vehicle theft and smuggling, catch suspects and

improve vehicle tax collection.

Vehicle Access Control System (VACS): VACS can be deployed in secured

premises/ building entry/exit points to restrict access of vehicles at designated gates,

levels and points. The system is useful in monitoring activity at entry/exit points and

generates reports of visitors and staff vehicles. The VACS is a valuable tool where

security is a priority and passage of vehicles must be regulated by time.

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Chapter 4

HUMAN RESOURCE DEPARTMENT AND ITS FUNCTION

Neither there is no doubts to say that Human Resource department is the

backbone of any organization and its major function to recruit personnel for the

organization and to manage the employees. This department plays very important role

for fulfilling the need of personnel for any department.

Manpower Planning

It involves the planning for the future and finding out how many employees will

be needed in the future by the business and what types of skills should they possess.

It depends on the following factors

 The number of people leaving the job

 The projected growth in sales of the business

 Technological changes

 Productivity level of the workers

Job analysis and Job description

HR Department is also involved in designing the Job analysis and Job description

for the prospective vacancies.

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 A job analysis is the process used to collect information about the duties,

responsibilities, necessary skills, outcomes, and work environment of a particular job.

Job descriptions are written statements that describe the:

 Duties and Responsibilities,

 Most important contributions and outcomes needed from a position,

 Required Qualifications Of Candidates,

 Reporting relationship and co-workers of a particular job.

Recruitment and Selection

One of the most important jobs HR departments is to recruit the best people for

the organization. This is of crucial importance as the success of any organization depends

on the quality of its workforce. Details regarding the recruitment and selection procedure

can be found here.

Performance Appraisal

Once the employees are recruited, the HR Department has to review their performance on

a regular basis through proper performance appraisals.

Performance appraisal is the process of obtaining, analysing and recording information about the

relative worth of an employee. The focus of the performance appraisal is measuring and

improving the actual performance of the employee and also the future potential of the employee.

Its aim is to measure what an employee does.

On the basis of performance appraisal the HR Department will set up an action plan for

each employee. If the employees need any training then he provided that.

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Training and Development

HR department is constantly keeping a watch over the employees of the

organisation. In order to improve the efficiency level of the employees they have go

undergo regular trainings and development programmes. All trainings and development

needs are carried out by this department. Training might include on the job or off the job

training. Find more information on training here.

Employee Welfare and Motivation

Happy employees mean a healthy organization. HR Department conducts various

employee welfare activities which might include employees get together, annual staff

parties etc. HR department also reviews organizational policies and its impact on the

motivation of the employees.

Labor Management Relations

For the smooth operation of any organization, it is crucial to have good labour

management relations. HR department has to ensure that these relations are cordial. In

case of any labour-management conflict the HR Department will play a vital role in

bringing both management parties to the negotiation table and resolving the issue.

Implementing Organizational Policies

HR Department has to coordinate with line manager and see that the

organizational policies are being implemented in a proper manner. Disciplinary action

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can be initiated against employees who are not following organizational rules and

regulations. All these actions are conceived and implemented by the HR department.

Dismissal and Redundancy

HR Department has to take firm actions against employees who are not following

the organizational code of conduct, rules and regulations. This can result in the dismissal

of the employee.

Sometimes, an organization may no more require the services of an employee.

The employee may be made redundant. HR Department has to see that organizational and

government regulations are being followed in this process.

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4.1 Structure of Human Resource Department

The structure of HR Department of Regional Head Office Multan is as follows:

Director Admin
& HR

Deputy Director
HR

Assistant
Director HR

Deputy Assistant
Director HR

Deputy
Assistant
Director HR(ii)

Superintendent

Asst.
Superintendent

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4.2 Human Resource Assessment

Human Resource Department of Regional Head Office Multan attempts to

provide management support to its highly specialized and diverse workforce, which

is a part of Pakistan’s largest IT based public sector organization, and geographically

spread across the length and breadth of Pakistan.

4.2.1 Mission Statement

To Provide and organize workforce having diversified potential in management

and technical fields to facilitate in the achievement of overall objectives of the

organization.

4.2.2 Vision Statement

Serves as benchmark to develop HR potential, considered best in the market. Provide

services and programs. Equal opportunity employment. Effective implementation of

employees’ compensation plans. Human resource development.

4.2.3 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% to facilitate its 54% customer

base.

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  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 in house training programs.

 Introduce a performance management process across NADRA to ensure

objectivity and fairness in performance evaluation and career progression.

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4.3 HR Diversity Management Program (HRDMP)

Workplace diversity refers to the variety of differences between people in an

organization. This sounds simple; however, diversity encompasses race, gender, ethnic

group, age, personality, cognitive style, tenure, organizational function, education and

more. Diversity involves how people perceive themselves and how they

perceive others. These perceptions affect their interaction in a work place. For a wide

assortment of employees to function effectively in an organization, human resource

professionals need to deal effectively with issues of communication, cultural fit and change.

Understanding and appreciation of diversity helps HR professionals to achieve this goal.

Understanding and respect for diversity has improved considerably in recent years and

learning organizations have responded positively by sensing this subtle

change in their external environment. They have recognized the need for

immediate action by preparing themselves to utilize human and financial capital.

NADRA’s 54% clientele comprises of females. Only 11% of our employees are

female therefore it is our goal to increase the current female representation to 20% by the

end of year 2009. Some concrete steps have been taken to accomplish this task in order

to facilitate the customer base and improve organizational diversity.

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4.4 Compensation and Benefits

 Analysis of NADRA pay structure

 Promotion boards HQ,PHO/RHO

 Salary Fixations

 Salary Anomalies

 Special promotion initiative

 Employee Old Age Benefits

 Pension

 Commutation

 Gratuity

 Benevolent Fund

 Insurance

 Salary Proposals

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 2. 4.5 Technical Human Resource

Function
 ERP Creation

 Issuance of Contract Letters

 Issuance of Employee Master data forms

 Data Updation in HRMS

 Issuance of User Logins and Email IDs on Domain

 Creation of Ultimus Accounts

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  Issuance of Employee Cards

 Employee Personal File Management

 HRMS Reports

 HRMS Administration

 Leave Management

 Leave Cases

4.6 Employee Relation Cell

Function
 Creating open lines of communication with employees & management i.e. Blog,

Suggestion Box etc.

 Assist employee at all the levels in the interpretation & communication of policies &

precedures.

 Offering employee & management assistance in resolution of all employee relation

matters.

 Answering employee's queries through blog.

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4.7 Anti Harassment

 Function Awareness Sessions on "The protection of women against

harassment at workplace Act 2010"

 Training/Awareness sessions on "NADRA Anti Harassment Policy"

 Case Resolution(Submitted to AHC)

 Counseling of employees involved directly or indirectly in any of the cases

4.8 Career Opportunities

NADRA offers a wide range of career opportunities to technical and non

technical people both. NADRA hires highly specialized human resource, therefore,

majority of the designations/specifications have been tailored according to the needs of

the organization.

4.8.1 Careers at NADRA encompass the following areas

Administration: Identifies and implements improved streamlined processes

Customer Business Development: It helps business enhance its capacity by

enabling proactive interactions with customers

Customer Services/Integrated Logistics: Management of the flow of

materials/products and services and process finished products through the supply

chain.

Engineering: Develop new products or design

new processes.

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External Relations: Functions as strategic business partner in various areas of

public relations.

Finance & Accounting Management: Provide financial leadership at all levels.

Assist in budgeting and financial resource allocating and risk management

Human Resources: Partner with management to set direction, develop and

implement strategies. Manages, develops and deploy the human capital of the

organization.

Information Technology: Impact global market, leading business objectives by employing

the state of the art technology.

Marketing: Deploy plans to initiate innovative products, attractive for the stakeholders

and the customers. Devise and develop promotional activities.

Procurement: Providing support to the main function of the organization in all areas.

Research & Development: Create and develop innovative products, processes and

technologies so as to help improve the quality of life of the masses.

4.8.2 Job Environment

NADRA’s technological orientation has enabled it to provide a well equipped and

a diverse working environment to its employees. It introduces them to a realistic
challenge where an employee discovers experiential learning with a supervisory support.
This challenge and support inculcates confidence and belief in his/her abilities which
becomes a part of the employee’s personality.

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4.8.3 Career Development

Professional development of its employees is at the heart of NADRA.

Management has strong belief in professional development of employees that are

asset to the organization. The career graph of NADRA employees moves with the

growth of the organization, since both the organization and the employees grow on

reciprocal bases.We arrange extensive training programs for our employees to improve

their existing skills set and help them grow in their career. A fully dedicated team at the

HR Directorate works full time to find the best trainers and training programs

available across Pakistan. Our training and development team has developed a strong

association with renowned training institutions and universities like LUMS, NUST and

IBA etc.

4.8.4 Potential Career Path

NADRA offers internship as well as employment opportunities for those who are

willing to work in a competitive and diverse environment.

4.8.4.1 Internship Program

NADRA has developed extensive paid internship programs for the energetic

and competent university graduates looking for challenging careers and diverse work

environment. NADRA reachs out to the fresh graduates through job fairs which are a

valuable opportunity to meet and induct fresh talent. Most recent participations are

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GIK and Bahria university job fairs. Internship programs are offered in the following

three categories.

Senior Internee: Candidates having 2 years Masters Degree or 4 years Bachelors

Degree with one year experience are inducted as Assistant Manager (non-technical) or
System Engineer (technical) for a period of six months.
Junior Internee: Candidates having 2 years Masters Degree or 4 years

Bachelors Degree are inducted as Assistant Manager (non technical) or System

Engineer (technical) for a period of six months.

Student Internee: Current students taking projects as part of their course are inducted

for a period of three months in early June.

Our internship programs are exciting, providing valuable opportunities for

student interns and the fresh graduates both. Our internships provide invaluable

opportunity to put theory into practice, apply knowledge and skills to real-life business

situations. It is a great prospect of experiential learning where internee may find

permanent place at the end of his/her probation period. Our supervisors/managers guide

our interns in every possible way.

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 4.9 Number of Employees Working in Human Resource Department

NADRA proudly employs a highly skilled workforce of more than 1500 Human
Resource specialized and Regional Head office Multan employs more than 50 employess
who contribute to register more than 140 million citizens and print more than 80 million
Computerized National Identity Cards. Following Human Resource department staffs
are:

S_No Scale Designation Job Specification Job Description

1 O-8/BPS18 Director Admin & HR a.MBA(HR)/ Regional HR and

M.Phil(HR) Admin Incharge
b. Exp: 10 Years

2 O-7/BPS-18 Deputy Director HR a. MBA(HR)/M.Phil(HR) Managing the Asst

b. Exp: 5 Years Deputy Director’s work

3 O-6/BPS-17 Deputy Asst. Director M.B.A/M.com(HR) Responsible of all

HR activities of the HR
office.

4 O-4/BPS-14 Superintendent a. Graduation Backup of Deputy

b. Exp: 5 Years Assistant Director

5 O-3/BPS-11 Asst. Superintendent a. Graduation Reporting and

uploading data to
required specification.

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Chapter 5

CRITICAL ANALYSIS OF NADRA OPERATION

NADRA is one of the top leading IT and aggressive organization. In National

Database and Registration Authority (NADRA), all policies are being adapted

Headquarters Islamabad and Regional and Provincial Head Offices. Until and unless

higher management at least at PHO / RHO level All branches, specially Accounts will

not realize the difficulties, problems, workload, and routine tasks performed by NADRA,

the fruitful results may not be achieved.

 Lack of job satisfaction among employees due to contract appointment.

 Discouraged workers (seniors are the most downhearted) due to absence of job

structure and individual reward.

 Furniture and fixtures are deteriorating due to wear and tear and unavailability of

replacement/maintenance funds.

 Packages of staff not up to standard

 There is no social activity for boost the morale of staff

 Lack of appreciation on good work

 Lack of behavioral trainings for staff

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5.1 Achievements

 NADRA has been placed amongst the Top 50 e-Passport Technology Suppliers

for 5 consecutive years in ID World Magazine, for 2007, 2008, 2009, 2010 and

2011 published by Wise Media, Italy.

 NADRA is amongst the 3 companies selected from Asia and Africa on the list.

NADRA was honored with the “Outstanding Achievement Award” at CARDEX

Middle East in Cairo, Egypt in May, 2007.

 NADRA has been awarded The Merit Exporter Award by Federation of Pakistan

Chambers of Commerce & Industry (FPCCI) in 2006 for achieving export of

homeland security solutions in the international market.

 NADRA’s Chief Technology Officer, Mr. Usman Y. Mobin was awarded the “ID

Talent Award” in November, 2007 at the ID World International Congress held in

Milan, Italy. He was recently awarded Tamgah-e-Imtiaz in 2009 for his services

rendered to the state.

 NADRA has successfully achieved Capability Maturity Model Integration

(CMMI) from Software Engineering Institute (SEI) Carnegie Melon, USA.

Certification was assessed on Technology, Quality Management and Project

Management divisions.

 NADRA Quality Management and CNIC Production departments are also ISO

9001:2000 Certified.

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5.2 Success and Failure of Different Services

5.2.1 Successful Services

All services gained a great succession. Following successor services are

 CNIC

 CRC

 NICOP

 Modification in CNIC

 Duplication in CNIC

 Renewal of CNIC

 CRMS Certificates

 Online Verifications of CNIC

 Online Utility bills Payment

The general reasons for the success of the services are as under:

 Minimum processing time

 Quick and easy delivery

 Efficient System

 Little documentation

 Customer Care with smile

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5.2.2 Failed Services

There is no failed service of NADRA because federal, provincial and local

governments back up all NADRA products.
5.3 Major Competitors

Although there is no competitor of NADRA in country but with reference to

utility payments and verification following are main competitors of NADRA:

 Banks

 Post Office

 Insurance Companies etc.

5.4 Future Prospects of the Organization

NADRA introduce following products for future aspects:

 Aslah License

 E-Ticketing (Pakistan Railway, P.I.A)

 Vehicles identification Tracking System

 Border Security System for provinces

 Land Registration

 Vehicles Registration System

 Driving License

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5.5 Weaknesses of the Human Resource Department

Following are the major weaknesses of the HR Department

 Lack of the proper training

 Low salary packages
 Employees job insecurity
 Employees benefits insufficient
 Promotion Policy
 Performance Appraisal Policy
 Termination Policy
 Contributed Provident Fund Scheme
 Reward Scheme
 Employee Security Deposit Policy
5.6 Recommendations

Based on my thorough study of NADRA RHO Multan I suggest the following

recommendations:

 NADRA cannot fully achieve all objectives until and unless well motivated team

invests itself personally to NADRA Regional Headquarter Multan.

 Indeed, only highly motivated and energetic staff may boost up any organization.

 Once the way of Management comes on proper track then it is very easy to get

Managers on proper way. Managers must train in a way to look like Managers not

officers. They must have responsibilities as well as due authorities to carry them.

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  Staff being a life blood of any organization needs special care. They should get

financial budgetary support as well as appreciation.

 Salaries and benefits of staff would up to standard as compare to market. A

person engaged with NADRA Registration Centre (NRC) cannot think about any

part time job in evening hours or after his/ her duty hours because NADRA

Registration Centre (NRC) remain operational in rush days till work completed

without giving any extra benefit to staff.

 Social activities viz. games, dramas, musical shows would be encouraged at NRC

and PHO/RHO level.

 Appreciation concept may introduce on work performance that DEO/Jr.Executive

of the center/ Area, AD/SE of the Area/RHO on monthly, quarterly and yearly

basis by awarding some incentives.

 Behavioral trainings may be conducted Area or PHO/RHO level.

 Effecting management requires complete attention round the clock and demands

continuous inputs from Managers. Human being having limited capacity cannot

hold all operations as alone that evolve other people. So the concept of power

delegation to down word is adopted for better command & control.

If we want better command and control and fruitful result from NADRA

Registration Centre (NRC), then we should have slot of managers on various stages

NADRA Registration Center (NRC), PHO/RHO and HQ.

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Chapter 6

CONCLUSION

National Database and Registration Authority (NADRA) is not just a combination

of technical and management skills, but also the investment of personal self. It is not just

a job but also a mission for the betterment of Pakistan. The spirit of NADRA requires us

to use our full potential for the betterment of the county, the organization and us.

After the completing my internship at Human Resource Department of NADRA

Regional Head Office Multan I have studied in this organization specially HR department

that is relevant my specialization. In Human Resource department RHO NADRA Multan

I have covered different types Job Description, Transfer of staff, Leave Management,

Promotions cases etc. I have read above mention areas in my course books but based on

my through study of Human Resource at RHO NADRA Multan, this practical work and

experience is essential for me, and will give me benefit in practical life.

In this regard, I am very grateful to Human Resource department of National

Database and Registration Authority at Regional Headquarter Multan.

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 References

 Collected data from NADRA in Regional Office, Multan.

 By the use of Internet and NADRA's websites.

 Self experience during job in this Organization

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