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THE BANK OF PUNJAB

(Human ResourceManagement)

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GROUP MEMBERS

Ehsan Ullah ME-09-27

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Introduction to theOrganization

Branch Network:-The Bank of Punjab has opened 273 branches.

REGIONAL OFFICES:-The network of the branches of BOP is divided in to seven

Regions in all Pakistan. The administrate control, operational controland increasing business volume is the responsibility of the Regional

chief. The following Region has been established up till now.

Regional Office Lahore.

Regional Office Rawalpindi.

Regional Office Gujranwala.

Regional Office Faisal Abad.

Regional Office Multan. Regional Office Karachi / Quetta.

Regional Office Peshawar

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Registered Office/BOP HeadOffice

Registered Office/BOP Head Office

10-B, Block E-II, Main Boulevard

Gulberg III,lahore.

Tel: (042) 5783700-10

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HRM PROCESS IN

BOPThere are 4982 employees working in The Bank of Punjab:Total numbers of regular employees are 2839

Total numbers of contractual employees are 2143

Total numbers of executives are 487

Total numbers of officers are 3213

Total numbers of non clerical staff are 1282

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HRM PROCESS IN

BOPHUMAN RESOURCE PLANNINGHuman resource planning can be condensed into three steps.

1. Assessing current human resources.

2. Assessing future human resource needs.

3. Developing a program to meet future.

HRP PROCESS

Major steps in the Human resource planning process are to ascertain:-

Goals and plans of organization Current human resources situation Human resource forecast Implementation programs Audit and adjustment

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HRM PROCESS IN BOP

HUMAN RESOURCE FORECASTING

FORECASTING HR REQUIREMENTS

Forecasting of HR requirements, at BOP is made on the followingparameters:-

Staffing LevelNumber of employees needed to meet the strategic

plans of the bank. Staffing Mix

There are following categories of working staff inBOP as mentioned below:-

Executives Officers Clerical staff Non-clerical staff

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EMPLOYEE RECRUITMENT

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EMPLOYEE RECRUITMENTAND SELECTION

Following steps are involved in the recruiting process:- Primary steps:- Demand analysis Supply analysis Gap analysis Action plan

Secondary steps:- Vacancy arises Job analysis Job description Job specification Job advertised in appropriate media

Application forms and short listing Interviews and selection Vacancy filled Steps

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ACTION PLAN

Following steps are involved in the actionplanning that how does the action take place:-

Staffing authorizations

Promotion & Transfer Training & Development Recruitment Planning Compensation & Benefits Labour Relations

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Recruitment

Recruitment starts with the objectives ofbank and the specification of HRrequirements.

Initial Screening Selection

Orientation

Placement Training

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Performance AppraisalIn BOP the performance appraisal is basically opened to every one and it is composed of two parts which

are further composed of three sections . The detail is given below:-PART 1:-

Section-I (To be filled by the concerned Branch / Region) Name

Fathers Name

Designation

Grade

Basic Pay

Regular / Contractual

Current Posting

Reporting to

Date of Joining BOP

Date of Last Promotion Academic Qualification

Professional Qualifications

Status of Disciplinary actions, if any

Section-II (To be filled by the Appraise)

Mention most important achievements during the year

Section-III (To be filled by the Appraise)

What Training would you like to undertake to benefit you

PATRT B:-

Section-IPerformance, Achievement against job objectives (Already agreed)Rate the performance against objectives:(1=poor, 2=Satisfactory3=Good4=Very Good 5=Excellent)

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Five Objectives Score (1 to 5)1. Deposit2. Advances3. Profit4. Reduction of Bad debts

5. Reduction of ComplaintsTotal score / No. of objectives x 0.7 (Score of Section-I) Section-IIBehavioral Skills1. Job Knowledge2. Communication Skills3. Attitude, Behaviour & Response to Controlling Offices

4. Initiative5. Attendance & Punctuality6. Commitment to Job & Organization7. Team Work8. Analytical Ability9. Development of subordinates10.Personal appearance and groomingTotal score / No. of objectives x 0.3 (Score of Section-II)Grand Total:_________________ Section-IIISignature of Appraisee & Date(with comments, if any)Signature of Appraiser & Date(with comments, if any)(Immediate Supervisor)

Countersigned by the Appraisers Supervisor & Date

TRAINING AND

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TRAINING ANDDEVELOPMENT

Training Programmes follow three phase sequence:-

Needs Assessment

Implementation

Evaluation

Three levels of analysis for determining the needs that training can fulfill.1. Organization Analysis

Focuses on identifying where within the organization training is needed.2. Operations Analysis

Focuses to identify the content of training what an employee must do in order to perform

competently.3. Individual Analysis

Determines how well each employee is performing the tasks that make up his job

Oprational analysis:-

Operations analysis requires a careful examination of the work to be performed after training.It involves:-

1. A systemic collection of information that describes how work is done.

2. Descriptions of how tasks of performance for that work can be determined.

3. The competencies necessary for effective task performance.

PERFORMANCE

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PERFORMANCEMANAGEMENT

There are following three mainthings in performance managementprocess in BOP:-

Goal Setting

Measuring Accomplishment Regular Assessments of Progress

R lt O i t d R ti

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Result Oriented RatingMethod

Main process is goal setting to establish objectives forthe organization as a whole, for each department foreach manager within each branch and for eachemployee.

Three things involved to establish objectives:-1.To agree on the major objectives i.e Deposit, Advances,

Profit etc for given period of time 01 year in BOP.2.Develop plans for how & when the objectives will be

accomplished.3.Agree on the yardsticks for determining whether theobjectives have been met.

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Graphic Rating Scale

Level of PerformanceRating Factors Points

1 2 3 4 5Attendance & Punctuality

Job KnowledgeAttitude, Behaviour & Response

To controlling offices / branches

Personal Appearance &

grooming

Quality of workCommitment to job &

Organization / bank / branch

Unsatis

factor

y

Conditio

nal

Satisfactory

AboveS

atisfac

tory

Outstan

d

ing

EMPLOYEE COMPENSATION

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EMPLOYEE COMPENSATIONAND BENEFITS

Compensation includes direct cash paymentsand indirect payments in the form of employeebenefits and incentives to motivate employeesfor higher levels of productivity.

Pay for performance is the new mantra. Anorganizational reward system includesanything e.g; an employee values and desiresthat a bank is able and willing to offer for

employee contributions.

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Reward Systems

FINACIAL REWARD Direct payments (salaries) Indirect payments (benefits)

NON-FINANCIAL REWARDS Protection program Employee involve in decision making

Effective supervision Recognition Training opportunities Supportive company culture

ORGANIZATIONAL CAREER

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ORGANIZATIONAL CAREERMANAGEMENT

Employee Job Changes

Job Changes within the organization Promotion

Transfer

Demotion

Separations Layoff

Termination

Resignation

Retirement

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LABOUR MANAGEMENTRELATIONS

Union Membership

Labour Management relations are relating the needs of people. Employees often join unionsin order to have a method of collectively resisting actions of management. When employerscut wages, pay low wages, dismiss employees, unpleasant working conditions, employeesmay resist by joining unions. Union employees may petition management for changes and ifunsuccessful they may resort to concerted work stoppage a strike.

Collective Bargaining

Collective Bargaining is a process by which management and unions establish terms andconditions of employment. The process is bargaining because it involves give and take, the

making of contract.

Labour management negotiations involve three major participants.

1. Union

2. Management

3. Employees

Conducting A Strike

When no decision is made between union leader and negotiating committee to solve theproblems, then great influence by union leaders to enforces workers to gather for a strike.

A strike has its own dynamics. It is called simply to bargain demand. Its a pressure tactic.Strikes occur when employees refuse to work until changes are made in compensation or inconditions of work.

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Settling Disputes

Mediation

Strikes are a form of open conflict which most people wish to avoid. When a strike begins, in consequences a number of steps are consider try toresolve thedisputes.

Mediation is a major form of intervention intended to resolve disputes without strikes. Mediation is a process by which a neutral party attemptsto help disputing

parties reach a settlement of the issues that divide them. So, mediation is a process of persuading the parties to reach an agreement.

Arbitration

Arbitration is a process by which an answer is provided for issues in dispute. Whereas, the focus in mediation is on bringing the parties to someagreement; the focus

in arbitration is on what the agreement should be.

Handling Grievances

A grievance is an alleged violation of the rights of workers on the job. One of followings can cause grievances:-

As a violation of the collective bargaining agreement

As a violation of federal / state law

As a violation of past practice

As a violation of company rules

As a violation of managements responsibility

Grievances ordinarily arise under the provision of a collective bargaining agreement.Grievance Procedure

To settle disputes arising during the period of the agreement

To establish an orderly method for handling disputes

To provide unions role in processing the grievance of a single employee

To allow either side to appeal the results of grievance negotiation step by step until a final and binding decision is reached

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CRITICAL ANALYSIS

Human Resource Planning and Recruitment process of BOP is centralized.The Head Office Lahore analyzes the staff requirement on the basis of input /

feed back received from its seven regions. Then it advertises the JobOpening in all leading news paper and after test / interviews, therecruitment is made by BOP.

Head Office announces the promotions of employees, which may be 10%, 20%

or 30% in each grade/cadre. further more the following steps are alsoinvolved in the critical analysis.

Requirement Analysis (Purpose of study)

Data Gathering

System Design

Implementation

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WEAKNESSES OF HRM

DEPARTMENTFollowing are the weaknesses of HRM department:-

Delay in taking steps for HR development

No flexibility in rules and regulations

Political Recruitments

Excessive Work Load on employees

Lack of Team Work

Lack of Participative Management System

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CONCLUSION

No doubt the BOP is financial institute but the workingsubstances are the human beings. It goes with out saying thatHuman resources are the most important in the organizationand so does the Human Resource Department. It integrates allthe activities and functions of the bank like job analysis,recruitment, staffing, training, designing compensation packageand employees appraisal system.

Human Resource Department plays the key role in the hiring,retention, motivation and promotion of the employees. Actuallyit assigns the specified duties to the specified persons in thisage of specialization.

Human Resource manager should be well versed and confidentin his field. He should be humane, well natured and have go

face reading capabilities. All this ensures his success. He shouldbe of the notion victory is not the everything but the way offighting is.

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RECOMMENDATIONS

The BOP has centralized system. All decisions and policies are madeat Head Office level, which creates a lot of delay and confusion whileperforming different functions. I think that the Bank should alsodelegate some authority to field offices or it should made flexibledecisions in which the field offices can initiate.

The Human Resources should be recruited as per job specificationsand without taking any political pressure.

Training and Refreshing courses should be adequate and morefrequent during the year.

The promotional criteria by the Human Resource Department shouldbe well defined and implemented as per rules.

More training centers should be established. If there is lack ofresources, the training centers of the other organizations in the samecapacity can be utilized by determining the terms and conditions.

The proper and competitive evaluation methods and procedures willdefinitely enhance the performance of Human Resources.

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Human Resource Department may advice and trains its employees forefficient working in order to reduce the time and conserve the resources.

Benefits to employees may be raised upto reasonable extent in the light ofprofit earned by the organization; to motivate the employees.

Work environment plays an important role to enhance the productivity.During my internship, I found that by improving the work environment theBOP can enhance the productivity of its employees.

BOP has a very vast network of customers. The Bank is also performingsuch public services which are not being dealt by other Banks. Forexample, Government receipts and payments, Pension payments, Zakatpayments and payment of salary of government employees. Branches ofBOP remain over crowded due to these services. To overcome thisproblem the Bank should immediately increase its Human Resources.

Pay for performance compensation system must be introduced and

remuneration of employees must be on the basis of their qualification andperformance and not on seniority.