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8/8/2019 Final Pres HRM (1)
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Presented
by
Faheemullah BaigAhmed
Wajahat ullah Khan
TahirAdeel
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Introduction to State Bank
Mr. Shahid Hafiz Kardar
Governor State Bank
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Human Resource Department
State Bank of PakistanVision Statement:
We are c itte t excelle ce at acq iri ,evel i a retai i t e ri t tale t
by:
li i r H licies wit ar et ervi as a strate ic art er t t e li e e art e ts
i isteri s eri r a r t H services
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Human Resource Functions
Performed in State Bank
Human resource Planning and Development
Selection and Recruitment Training & Development
Compensation and enefits
Performance Management
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Human resource planning andDevelopment
Annual Men Po er Plan
Identify the Ne Goals
Check the Inventory
Jo Analysis
Jo Descriptions
Old Jo s Evaluation Process Ne Jo s Evaluation Process
Identifies the Training Needs for the Old Workforce
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RECRUITMENT& SELECTIONy METHODOFRECRUITMENT
EXTERNALHIRING
INTERNALHIRING
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RECRUITMENT & ELECTION
EligibilityFor B sicHiri g:
y Nationality : Pakistaniy Qualification : As p rrequirement
y Age : 18 & above.
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RECRUITMENT & SELECTION
yModeofapplication
y
Methodof selection
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RECRUITMENT& ELECTIONyApplied focused theoretical training (Ph-1)
y Grading And Evaluation (Phase-1)
-Periodic test-Comprehensive Examination
-Passing Percentage
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RECRUITMENT& SELECTIONy PracticalTraining (Phase -2)
- Discipline
- LeaveRules
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Objectives of Training & Development
The expertise guys through provide asic information, skills
& Kno ledge that is needed to accomplish the task.
To upgrade & enhance the kno ledge of S.B.P. employees
through focused, result oriented and vigorous training incentral anking, management and technical areas.
To provide exposure Enhancing and net orking
Opportunities to S.B.P. employees ith other internationalcentral anking communities.
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Some key aspects of T & D
Introduction to company.
Revie of policies & procedures.
Revie of enefits & compensation.
Overvie of expectation.
Introduction to co- orkers, facilities , jo duties.
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Types ofTraining
Post Inductive Training.
Management Training.
Specific Function Training.
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Training Methods
On the jo training. (Jo instruction training)Off the jo training:
oAudiovisual- ase Training.
oComputer ased training/interactive video.
oClass room lectures.
DevelopmentMethod
Jo Rotation.
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Training institutions
Training placement are made in different institutionsoth home and a road hich are as follo s:
NIPAIBP
PIDE
IMF
ADB
WORLD BANK
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Training Evaluation
hy Evaluate ?
Measures of Effectiveness through:
oReacting.oLearning.oBehavior.oResult.
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Compensation and Benefits
y SalaryStructure.
y EmployeesFacilities.
y FRINGE BENEFITS
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SALARY STRUCTUREGrade Salary Scale
S-1 8,100 14,400
S-2 8,573 15,500S-3 9,675 18,700S-4 10,733 22,300S-5 11,903 24,200S-6 13,838 26,400
S-7 14,400 28,600SS-1 10,429 18,700SS-2 13,500 22,900SS-3 16,729 28,300SS-4 20,138 34,900
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SALARY STRUCTURE
y OG-1 16,481 36,600
y OG-2 19,890 45,400
y OG-3 23,704 55,800
y OG-4 29,059 63,600
y OG-5 32,119 69,200
y OG-6 34,650 73,600y OG-7 46,721 91,100
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FRINGE BENEFITS
y STAFF LOAN POLICY
y Purchase/construction of ahouse/apartment forresidential purpose.
y Purchase of Motor Car/Motor
Cycle.y Purchase of Computer and
Printer.
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FACILITY OFBANKS CAR & PETROL CEILING
y Directors & Chief Managers
Car 800 CC Petrol 200 liters per month.
y Executive Directors
Car 1300 CC Petrol 340 liters per month.
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MEDICAL FACILITIES
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Medical Facilities Medical allo ance
Family Medical allo ance
Diseases allo ance FreeHealth checkup
Relaxation in case of Uncertainty like
accident, death etc.
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y CASH AWARDS FOR ACQUIRINGPROFESSIONAL/ACADEMIC QUALIFICATION
y
RETIREMENTPOLICIES
y CONTIRBUTORY PROVIDENT FUNDANDGRATUITY SCHEME:
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y GENERAL PROVIDENT FUNDAND PENSION
SCHEME
y COMMUTATION OF PART-PENSION
y FAMILY PESION
y GRATUITY:
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PerformanceManagement
Getting Feedback is really important
A need for Measurement for Performance
Special System for Measurement of Performance
State Bank uses Bell Curve System
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What is Bell Curve System? Not only a Performance Measurement system ut
Complete Organizational System
Forced Ranking System
Identify Best and Poor
Rates Entire Workforce
Basis of Similar Activity
Basis of their Performance
Workforce is Segregated in Three Parts Organization Makes the Standard Percentile for the
Workforce
Percentile Varies in Different Organizations
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State Bank's Percentile Standard
For Bell Curve System On Similar Work Basis
May Called Department Basis
10% Top 80% Middle
10% Bottom
This Clearly Identifies the Demand of New workforce
Tells to the Employee Clearly where he stands
Basically Pay-for-Performance System
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Working of Bell Shape System
in State Bank
Low Performance Grading
Pressure to Perform
If Perform Better
Promotion Plus Good Rating
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Pressure and Performance
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ButManager Should
Consider in Mind that: No Pressure Slack Performance
Huge Pressure Performance Reduces
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TheMiddle 80%?
Significant in Number
Shows un-interrupted work flow
Have some weaknesses
Provided More Training
Enrich the Skills
Considered for the Next Performance Measurement
Time
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What about Poor Old 10%?
Requires Huge Change
Unsatisfactory
Poor Performer
Sometimes given some time to Improve
Usually Fired
Replaced By Fresh Talent Easy to identify the Demand :-)
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Thankyou..
Any ? plz