Final Project of Pcm

8/11/2019 Final Project of Pcm

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FINAL PROJECTBANK OF PUNJAB PERFORMANCEMANAGEMENT SYSTEM

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Table of ContentsHISTORY ................................................................................................................................ 4

VISION .................................................................................................................................. 4

MISSION STATEMENT ............................................................................................................ 4

CORE VALUES ........................................................................................................................ 4

PRODUCT AND FEATURES ...................................................................................................... 5

BOPS MANAGEMENT AND EMPLOYEES ................................................................................ 6

Staff Strength ..................................................................................................................... 6

Board of Directors (BOP) .................................................................................................... 6

BOP Top Level Management .............................................................................................. 7

Auditors Committee ....................................................................................................... 7

Auditors ......................................................................................................................... 8

Registered Office ............................................................................................................ 8

Website .......................................................................................................................... 8

UAN ............................................................................................................................... 8

Registrar ......................................................................................................................... 8

CORPORATE GOAL ............................................................................................................. 8

HUMAN RESOURCE MANAGEMENT ....................................................................................... 8

B.O.P HRM OBJECTIVES ...................................................................................................... 9

HRM PERSONAL COMMUNICATION ................................................................................... 9

B.O.P HRM PRACTICES .................................................................................................... 9

HRM FLOW ........................................................................................................................ 9

Note: Depending on the profile, there will be multiple technical and/or written rounds. 10

PERMANCE MANAGEMENT SYSTEM (PMS) OF B.O.P ........................................................ 10

STEPS OF PMS .................................................................................................................. 10

SETTING PERFORMANCE STANDARDS AND EXPECTATIONS .............................................. 10

HOW PERFORMANCE REPORTS ARE WRITTEN .................................................................. 11

EMPLOYEES DEVELOPMENT ............................................................................................ 11

INTERNAL WAY OF EMPLOYEES DEVELOPMENT ........................................................... 12

EXTERNAL WAY OF EMPLOYEES DEVELOPMENT ........................................................... 12


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ORGANIZATIONAL CAREER MANAGEMENT .......................................................................... 12

EMPLOYEES JOB CHANGES IN THE ORGANIZATION ........................................................... 12

PROMOTION ................................................................................................................ 12

TRANSFER ..................................................................................................................... 13

DEMOTION ................................................................................................................... 13

SEPARATIONS .................................................................................................................. 13

LAY OFF ........................................................................................................................ 14

TERMINATION .............................................................................................................. 14

RESIGNATION ............................................................................................................... 14

PERFORMANCE APPRAISAL .............................................................................................. 14

TRAINING & DEVELOPMENT ............................................................................................. 16

LIST OF EXTERNAL SOURCE ........................................................................................... 16

COMPENSATION .............................................................................................................. 17

BENEFITS ...................................................................................................................... 18

EMPLOYEE RELATIONS ..................................................................................................... 18

CONCLUSION &RECOMMENDATION .................................................................................... 19

FUTURE HR TRENDS ............................................................................................................. 20


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HISTORY

Established in 1989, in pursuance of The Bank of Punjab Act 1989 and was given

the status of scheduled bank in 1994. The Bank of Punjab is working as a

scheduled commercial bank with its network of 273 branches at all major

business centers in the country. The Bank provides all types of banking services

such as Deposit in Local Currency, Client Deposit in Foreign Currency,

Remittances, and Advances to Business, Trade, Industry and Agriculture A

wholly owned subsidiary of BOP First Punjab Modaraba (FPM) was

established in 1992 and is being managed by Punjab Modaraba Services (P.v.t)

Ltd.

VISION

To be a customer focused bank with service excellent.

MISSION STATEMENT

To exceed the expectations of our stakeholders by leveraging our

relationship with the government of Punjab and delivering a complete range

of professional solutions with a focus on program driven products and

services in the Agriculture and Middle Tier Markets through a motivated

team.

CORE VALUES

Our Customer: As our first priority.

Profitability : For the prosperity of our stakeholders that allows us to constantlyinvest, improve and succeed.

Corporate Social Responsibility : To Enrich the Lives of community where we

operate.

Recognition and Reward: For the talented and high performing employees.
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Excellence : In everything we do. Integrity: In all our dealings. Respect : For our customers and each other.

PRODUCT AND FEATURES

The Bank of Punjab was established in 1989 under the "The Bank of Punjab Act 1989". The

bank provides commercial banking and related services in Pakistan and Azad Jammu and

Kashmir, with special emphasis on the agricultural sector. Now a days it is in the future

requirement every one want these facilities, Bop is giving these such kind of facilities and its

effect would be increase the profitability.

BOP Offers the House Loan (Long Term Finance Facility) for purchase ofhouse / flat, purchase of plot & construction thereon , construction of house

on self owned plot, renovation / home improvement

BOP offers the car lease facility to purchase brand new locally manufactured /

assembled / imported vehicles for personal use.

BOP Apna cash Card is an ATM plus debit card. Our customer will be able to

use the debit card across the country in BOP network as well as across anyother bank network.

BOP offers aasaish loan facility for the purchase of consumer durable goods

of all renowned brands for personal use.

BOP provide the Karobar Barhao facility to meet working capital

requirement. Customer will be able to withdraw the amount of max Rs.

50,000,000/- and min Rs. 200,000/- with floating markup rate.

Provision of financial facility to the farmers for installation of Tube well,

turbines etc.

Amount: Maximum Rs 500,000/-. Provision of financial facility to the

Village Veterinary Workers for purchase of Artificial Insemination kits on lease finance basis.


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BOPS MANAGEMENT AND EMPLOYEES

Staff Strength

At present, the total number of employees in the organization is 4918.

Board of Directors (BOP)

Sr. # Name Status

01 Mr. Safdar Javaid Syed Chairman

02 Mr. Naeem-Ud-Din Khan President

03 Mr. Tariq Mehmood Pasha Director

04 Mr. Azhar Hamid Director05 Mr. Shafqat Ellahi Director

06 Mr. Shafqat Mahmood Director

07 Mr. Waqar Ahmed Khan Director

08 Mr. Raza Saeed Secretary

STAFF STRENGTH

4918 4555

4120 3923 3806

0

700

1400

2100

2800

3500

4200

4900

5600

Years

# O F E m p l o y e e

2004 2005 2006 2007 2008


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BOP Top Level Management

Sr.# Name Designation

1 Mr. Khalid Siddiq Trimizey Deputy Chief Executive Officer

2Mr. Sajjad Hussain Head of Special Project

3 Mr. Shahid Waqar Mahmood Head Retail Banking

4 Mr. Nadeem Amir Chief Financial Officer

5 Mr. Sharjeal Masud General Manager Operations & IT

6 Mr. Zalmai Azam Durrani General Manager Broad Base Liability

7 Mr. S. M. Atif Head Consumer Banking Division (CBD)

8 Mr. Azhar Hussain Dilawari Head IT

9 Mr. Khawar S.Ansari Head Treasury

10 Mr. Ijaz ur Rehman Qureshi Head of Audit & RAR

11 Mr. Main Muhammad Sharif Head CAD

12 Mr. Salman Saeed Head Credit Policy

13 Mr. Moazzam M Maneka Head Agriculture Credit Department

14 Mr. Amir Hameed Head TPC

15 Mr. Sajid Arif Nomani Head Establishment

16 Mr. Irfanuddin Head C&CD

17 Mr. Moghis Bokari Head Human Resource

18 Mr. Abdul Razzaq Chief Risk Officer

19 Mr. Hafeez ud Din Head SAM

20 Mr. Liaquat Ali Country Commercial Head

21 Mr. Momin Hyat Advisor Islamic Banking

22 Mr. Ahmed Tariq Azam Head Corporate

Auditors Committee Mr. Kasir Zulifqar Khan Chairman Mr. Salman Siddique Member Mr. Khurram Iftikhar Member


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Auditors

Ford Rhodes Sidat Hydar & Co., Charter Accountants

Registered Office

7- Egerton Road, Lahore Pakistan PBX + 92 (42) 9200421 432

Website

(www.bop.com.pk)

UAN

(111-200-100)

Registrar

M/s corplink (Pvt) Ltd Wings Arcade, 1-k (Commercial) Model Town, Lahore. Ph: 042-5839182

CORPORATE GOAL

Organizational goal and strategy define the purpose and competitive techniques that set it

apart from others organizations. Goals are often written down as an enduring statement of

company intent. A strategy is the plan of action that describes the resource allocation and

activities for dealing with the environment and for reaching the organizational goal. Goals

and strategies define the scope of operations and the relationship with employees, clients

and competitors.

With over 140 years of experience in trade finance and an extensive international branch

network, The Bank of Punjab is committed to help the customer succeed in every

competitive environment. To keep pace with changing needs, BOP constantly review its

comprehensive cash, trade and treasury products and services, ensuring that a full range offlexible and innovative services is always available for the customer wherever they trade.

HUMAN RESOURCE MANAGEMENT

The policies and practices involved in carrying out the
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people or human resource aspects, including recruiting,

Screening, training, r ewarding, and appraising.

OR

The Process of acquiring, training, appraising &

compensating employees.

B.O.P HRM OBJECTIVES

In B.O.P HR department is under GROUP HEAD Mr. MOGHIS BUKHARI, HRM

objectives are fully consistent with mission & values of BOP. However if

employees are allowed flex time they will feel more satisfied. According to

in flex time employees are allowed to work in a time frame of flexible hours

for work i.e. relaxation at slow hours but ensuring to be at workplace during

peak hours. It will not only increase their productivity but will ensure a better

culture in the organization. It is beneficial for both, the organization &

workers in every aspect & as such no con appear for anyone.

HRM PERSONAL COMMUNICATION

HRM is an active department having good relations with employees 85% employees are satisfied with their salary package 45% employees are punctual only so HRM could initiate flex-time for employees

B.O.P HRM PRACTICES

Above mentioned practices is followed by different organizations. But according to our

requirement we extract these practices from definition regarding our assignment varies.

HRM FLOW

Recruitment & Selection

Training & Development


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The recruitment and selection process is a series of hurdles aimed at selecting the best candidate

for the job. In B.O.P management follow this process for recruitment and selection. At B.O.P we

believe that it is imperative for us to test not only your knowledge, but also analyze your ability

to think when given a certain task. We also look for drive in an individual to excel and innovate.

Note: Depending on the profile, there will be multiple technical and/or written rounds.

PERMANCE MANAGEMENT SYSTEM (PMS) OF B.O.P For performance management there are certain parameters on which performance is measured.

The performance management is not essential for the employees but also good in the favor of

organization. The Bank of Punjab (BOP) has also certain parameters for performance

management.

STEPS OF PMS

Following two steps are used in Bank of Punjab (BOP):

Setting performance standards and expectations. How performance reports are written.

SETTING PERFORMANCE STANDARDS AND EXPECTATIONS

The Bank of Punjab (BOP) measures the performance through goals, targets and achievement

of those targets. Every branch manager of the Bank of Punjab (BOP) has assigned a target for

a period of one year. The branch manager of the Bank of Punjab at Bhakkar district has (given

me a previous years evaluation regarding performance due to which I compel to mention

previous years data here) a target noted below for year 2004-2005 and 2005-2006.

Performance Appraising

Compensating

Employees Relations


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YEAR TARGET

2004-2005 Deposit

200 Million

Financing

150 Million

2005-2006 250 Million 200 Million

Every manager try to achieve the targets assigned to him by the Bank of Punjab (BOP).

Assessment of performance is an important element for measuring goals or targets. Regular

assessments of progress toward goals, focuses the attention and efforts an employee or a team. If

a branch manager of Bank of Punjab (BOP) takes the time to identify measurable goals, but

fails to access progress towards them, then he will be in trouble.

HOW PERFORMANCE REPORTS ARE WRITTEN

The Bank of Punjab is a big organization therefore; it has a proper setup to prepare written

performance reports. The performance reports are written on the basis of annual confidential

reports (ACR) and achievements of targets. Every branch manager will write the ACR for his

subordinate employees. Every area manager will write the ACR for every branch manager

Another way for writing the performance report is that an employee himself writes his reports

regarding performance, the branch manager is the authority to check that and after branch

manager approval the reports are finalized.

In The Bank of Punjab (BOP) while writing an ACR following performance standards are used:

Target setting Target achievement Overall behavior Dependability Job knowledge Job attendance

EMPLOYEES DEVELOPMENT

Employees development is an essential aspect. Keeping in view the Bank of Punjab (BOP) has

two ways for employee development.


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Internal way of employees development. External way of employees development.

INTERNAL WAY OF EMPLOYEES DEVELOPMENT

Internal way of employees development carries on at branch level, area level, region level, andat hea d office level. In internal way of employees development, an area manager carries on

employees training on weekly basis and Saturday is the day fixed for this purpose. On the other

hand, the area manager gives training to employees on monthly bases; same with regional and in

head office level there is an OTI (Officer training institute) in which the Bank of Punjab

(BOP) experts give training to employees.

EXTERNAL WAY OF EMPLOYEES DEVELOPMENT

In this way of employee development, The Bank of Punjab (BOP) has an arrangement at headoffice level that is CMD (Centre for Management Development) in which experts from

outside hired for the employees development.

ORGANIZATIONAL CAREER MANAGEMENT

EMPLOYEES JOB CHANGES IN THE ORGANIZATION

In the bank of Punjab during the job tenure, the employees job changes in organization in

following ways.

Promotion Transfer Demotion

PROMOTION

In Bank of Punjab BOP after three years promotion is due. The performance is an important

aspect regarding promotion.

Promotion criteria in Bank of Punjab are based on the marks achieved out of hundred on

different assessment basis, which are;

50 marks are for Performance appraisal. It is in the form of A, B, C, D rankings.

Immediate Supervisor fills the performance appraisal form.


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10 marks for current qualification of the employee. e.g. if a clerical or non clerical

staff worker after a few years of job experience has done graduation, now

he deserves to be promoted to officer level like junior officer in the bank. 10 marks for Banking Diploma of IBP. If an employee has done that he

gets ten marks straight. There are 3 stages of Diploma. A person clearing

2 stages will get 6.7 marks out of ten.

10 marks for experience. A person needs minimum 3 years experience to

qualify for promotion at next level. And if he has more years of

experience he will get more marks out of ten.

20 marks are for potential assessment. It judges that how much potential a

person has to hold a designation. It depends on employees personality,

attitude and behavior mainly. A person having leadership quality, has a

good responsibility level, has complete control over his tasks means he

has the potential to move to next level. Potential assessment is done

through supervisors remarks. Supervisor gives an assessment report in

which he gives his comments about his subordinate.

The marks necessary to promote out or cut off marks are usually 60 or

above out of 100. If a person gets above average marks for instance 95

marks he is worthy to be promoted but also encouraged and uplifted. He can begiven appreciation letter or a good ranking etc.

TRANSFER

In Bank of Punjab (BOP) the job changes in the organization through transfer. After every three

years employees transfer is due but after none he can also be transferred. On emergency basis

any employee can be transferred anywhere in any branch of ( BOP).

DEMOTION

In the Bank of Punjab (BOP) there is no rule of demotion.

SEPARATIONS

In the Bank of Punjab (BOP) the employees can be separated from their jobs. The separation

can be in the following ways:


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Layoff Termination Resignation Retirement

LAY OFF

Lay off mean suspension. In the Bank of Punjab the employee can be suspended as a punishment

due to some serious mistake in office work or due to some serious complaints.

TERMINATION

In the Bank of Punjab, an employee can be terminated due to some serious mistake in office

work, or due to some serious complaints.

RESIGNATION

In the Bank of Punjab, an employee can resign from job but there must be a 3 months notice

before resigning from job, otherwise 3 months salary will be deducted from the dues, due to

Bank of Punjab. If the employee is on contract there will be one month notice before resign,

otherwise one month deducted from dues.

PERFORMANCE APPRAISAL

Performance appraisal is working under the guidance of Mr . AHMED

ZAHEER and his assistant NOUMAN AND UMAR . During interview he

provided us this kind of information which is needed to be known for us:

At the beginning of the performance cycle, supervisors help their

employees write work plans that lay out the results the employee is

expected to achieve during the year.

Throughout the year , adjustments are made to keep performance ontrack and plans are updated as priorities change.

Now, at the end of the year , it is time to summarize the actual results

achieved.


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"Doing" a performance appraisal entails collecting information, preparing a formal

document and holding a meeting with each employee.

The appraisal is a formal summary of the informal performance discussions that have

been taking place all year.

And it is an opportunity to reflect , identify trends and look ahead to the upcoming year.

As we know Performance appraisal means measuring the performance discussing it with

employee and taking corrective actions to remove that deficiency . Performance appraisal

is done annually at BOP.

Performance appraisal has following steps in The Bank of Punjab are:

STEP 1

Performance standards in Punjab bank are in the form of Duty List, Job Description and

Goals and objectives. General Manager and Chief Manager set these goals.

STEP 2

Goals are discussed with employee whenever there is a change in job goals or job

activities. To let the employee know what is expected of him.

STEP 3

To measure the performance is main soul of Performance appraisal. For this purpose one

standardized method is used called PA (Performance Appraisal) Form.

STEP 4

At this level difference between Actual performance and Performance goal is measured.

The difference is assessed gradually with time as the subordinated perform their duties and

report to supervisor. Supervisors observe their subordinates that how efficiently they are

doing the tasks assigned and what are their peers opinions about their behavior this builds

up the perception in the appraisers mind and he matches it with what was expected from

the employee.

STEP 5

To remove the deficiencies in performance corrective actions are taken. Employees are

counseled and asked to discuss their problems which they are facing.


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TRAINING & DEVELOPMENT

Training & Development department is working under Miss.

JAVERIA who looks after the training requirement of all over the

organization. There are 3 types of trainings which are given to

employees according to their requirement by our OTI (officer

training institute) where we had designed our training programs. There are following types:

For fresh hiring

Core Banking skills I.T Skill Soft skills of HR

In House training for permanent staff members to improving/polishing their skills. Special course which is introduced by our external source (training institution).

LIST OF EXTERNAL SOURCE

There are following names of institutions from where B.O.P

trained their employees for their better performance. ICIL IBP PIM BDIs


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OCTARA

COMPENSATION

In B.O.P Compensation is working under Mr. SHAHEEN IQBAL Compensation , including

the overall system of rewards. Compensation provides the point at which organizational andindividual priorities and goals meet, encouraging the contentment of both parties. It provides the

driving force for effectively attracting needed human talent, retaining that talent and encouraging

the talent in enduring persistent, enviable and enhanced performance. While developing the

global compensation and benefit composition, HR must deal with many factors that are not

present in a domestic environment. B.O.P major function is to

maintain internal and external equity. Different type compensation and

benefits are given to the employees of the BOP . These rewards include

intrinsic and extrinsic rewards. Satisfaction derived from the job itself,

such in ones work, a feeling of accomplishment, or being a part of a

team. Extrinsic rewards include benefits provided by the employer,

usually money, promotion, or benefits. Compensation and benefits

were given according to the performance appraisal. This was done on

monthly annual and semiannual basis. There are following

compensation given by B.O.P to their employees:

Salary Bonuses TADA Petrol facility Medical allowance Special allowance

Vehicle, bike, driver House allowance Phone facility and bill Employees Loan


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BENEFITS

Benefits which were given to normal jobs include promotion, salary raise, allowances. A

residential scheme was also under consideration:

The Bank of Punjab (BOP) also offers many benefits to its employees.The benefits are as follow:

Medical facility Health Insurance (Complete family) Staff loan Convince allowance House rent 45% of basic pay

Mobile plus card Field allowance

EMPLOYEE RELATIONS

In B.O.P their aim is to recognizing the need and fulfills their

expectations at workplace. The banks management realizes the

necessity of existence of effective internal controls to ensure smooth

operations in current technical and swift business environment. The

key to a companys success is a reciprocal, balanced level of

expectations between the organizations and each of its employees. In

B.O.P managers are maintaining a positive, productive work

environment is critical for all managers. Our Employee Relations team

also supports the Consultation Ordinance Employee Management Committee with the goal of

increasing communication and understanding of the City's personnel rules, policies and

procedures. You accomplish this by engaging in:

Mentoring and coaching your staff Regular feedback, including annual performance reviews Open and honest communication regarding group, unit and university business issues Change management strategies Employee engagement and empowerment


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Fairly, assertively and promptly addressing workplace challenges and problems.

CONCLUSION &RECOMMENDATION

A managerial function tries to match an organization s needs to the skills and abilities of itsemployees. Managers can gain support for best HR practices by

linking the use of HR practices to the solution of real business

problems, and to achieving tangible business goals. This

achievement of goals requires selection of well defined and

specific, measurable and realistic goals and communicating the

expected standard of performance to workers. Managers should

demonstrate how the benefits outweigh the costs of using best

HR practices . Speak the language of business people, i.e.,

money, not correlation coefficients. Etc. The Bank of Punjab is one

of the largest Banks with a network of 272 online branches in the

country. In the previous years from 2004 to 2007 it generates more

deposit and provides a large amount of advances to various sectors

in the country wide. The BOP providing excellence services to

customer as customer focus bank with a personnel of tremendous

skills and hardworking. The total assets of the BOP increased by

67.6% in the year of 2005 and further it also increased in 2006 by

148.6% & 254.6% in the year of 2007. The banks assets show

increasing trend from 2005 to 2007 but in 2008 the BOPs assets

decreased by 180.3%. The total liabilities as compare to total

assets shows increasing trend by 66.7%, 154.3% & 269.4 % in

2005, 2006 & 2007 but total liabilities of the BOP also decreased

by 211.5% in 2008.

The mark up interest earned income is showing increasing trend since 2004 to 2008 and non

mark up income is also increasing since 2004 . But the total income decrease in the end of 2008

due to a heavy provisioning against non performing advance. Now, the new management of the

BOP is performing and taking the present position of the BOP as challenge although they are
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performing well and beating the market with excellence services and strategies but they have to

face many problems.

FUTURE HR TRENDS Workplace Flexibility: Collaborative work in a virtual office as well as flexible work

hours is one of future HR trends.

Global Business: Borderless business requires a global

workforce to perform the function at international business

level.

Work & Society: Working to live, not living to work Workforce Development: Constant learning in a just-in-time format, learning

organization & high skill utilization

Definition of Jobs: Jobs get bigger & broader Strategic Role of HR: Becoming leaders, not just partners The Value of Predicting: Having a vision & a way to achieve it BOP should start its operation in credit card. These cards are very helpful for the

ordinary customer in general and the business people in particular. To make it more

secure and to eliminate the misuse of it, the management is required to keep proper

security against the card.

BOP should adopt new compensation trends which include: Compensation should

also be based on the relative worth of the job for the organization. Job based salary

surveys and Industry surveys should be conducted to decide Compensations.

Compensations should be based on government policies and regulation and according to

inflation level in the country.

Else than tangible rewards intangible rewards such Work life balance (Providing good

leave structure, Flexible times for lunch break and Baby day care centers etc),

Inspiration and career opportunities for all employees, should be provided.

The services charges should be minimized to compete with the competitors by excellence

customer services.
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Presently, in order to enhance the deposit of the Bank, the BOP doesnt have staff at

lower level for getting more deposit in CASA & other terms deposit. Therefore, Bank

should hire the services of Business Development Officers particularly for this

assignment.

Although bank has its Quality Assurance Department (QAD ) but it should be further

strengthen up to branch level. There should be an information desk to provide the

information and to receive the complaints of the customer in the bank. At present there is

no complaint box available in the branches and not any person appointed to hear the

complaints.

In order to facilitate the nation the bank of Punjab can play an important role in the

development of following sectors.

Training of Staff. Good pay and incentive. Working environment. Education. Health care. Sports

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Final Project of Pcm