PowerPoint Presentation
Strategic Human Resource ManagementPRESENTED BY: GROUP 15
Company HistoryBOP was established in 16th November 1989
In 1992, the First Bank Modaraba
In 1994, converted into Scheduled commercial bank
BOP has total 324 branchesBank of Punjab belongs to banking
sector2
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 the
middle tier of markets through a motivated team
Vision Statement To be a customer focused bank with service
excellence
Objectives of BOP
To provide the best service to its valued customers
To continuously grow in terms of profits
To provide the highest returns to its shareholder
Mobilization of its resources in order to maximize shareholders
wealth with a motivated team. 4
HR ObjectivesTo select and appoint staff through a methodical
selection process free from discriminatory bias and based soundly
on the principle of EOE (Equal Opportunity Employment).
To have clear career personal development plans to retain key
employees
To develop employees to meet the challenges of the workplace and
customer
HR PracticesRecruitment and selection: Fresh graduates through
NTS for MTO and Trainee officer ExperiencedLearning and
DevelopmentLearning and development centreExternal trainingTraining
need assessment 80% employees undergo training (2013)Compensation
benefits:Extrinsic and intrinsicSalaryBasic Salary Household
allowance 10%, Medical 10%, Utilities 10%, Household rent
allowance
HR Practices 4. Performance appraisal:Monetary benefits on the
basis of:Bell curveForce distribution
Promotion Policy:Not clearly defined should be based
onExperiencePerformance
ExcellentVery goodGoodFairNeeds improvementSHRM FrameworkIdeal
strategic human resource management will be where a company firstly
makes the goals and organizational objectives. From those
objectives it is able to develop its departmental objectives for
example for HR department BOP has objective of To have clear career
personal development plans to retain key employees. Now this needs
to be translated into practice such that it helps the achievement
of the goals of the organization as well as those of the employees.
Since employees have different directions and motives so you need
to align these first by training and properly communicating the
vision mission to the employees.
8Recruitment and Selection
Proposed SolutionsSelection criteria must be based on knowledge
and academic skills Panel interviews can be conducted after short
listing a candidateEvery employee must be reviewed individuallyAll
members should contribute Constructive arguments by candidates will
help in identifying capable and talented individualsApplicants
should be evaluated on the basis of communication and interpersonal
skillsSelection should be done in 2-3 phases of screening
10Performance appraisal Rating Scales:Rating scales consists of
several numerical scales representing job related performance
criterions such as dependability, initiative, output, attendance,
attitude etc. Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are derived.
Advantages Adaptability, easy to use, low cost, every type of job
can be evaluated, large number of employees covered, no formal
training required. Disadvantages Raters biases2.Checklist:Under
this method, checklist of statements of traits of employee in the
form of Yes or No based questions is prepared. Here the later only
does the reporting or checking and HR department does the actual
evaluation. Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters biases,
use of improper weighs by HR, does not allow rater to give relative
ratingsForced Distribution Method:here employees are clustered
around a high point on a rating scale. Rater is compelled to
distribute the employees on all points on the scale. It is assumed
that the performance is conformed to normal distribution.
Advantages Eliminates Disadvantages Assumption of normal
distribution, unrealistic, errors of central tendency.Behaviorally
Anchored Rating Scales:statements of effective and ineffective
behaviors determine the points. They are said to be behaviorally
anchored. The rater is supposed to say, which behavior describes
the employee performance. Advantages helps overcome rating errors.
Disadvantages Suffers from distortions inherent in most rating
techniques.https://corehr.wordpress.com/performance-management/performance-appraisal-methods/11
Proposed SolutionMultiple rate system must be used
Accurate records of the employee performance must be maintained
by the employee and employer
One standardized format should be used for performance
evaluation in order to avoid biases
360 degree feedback
Employees must be specified as to what is expected from them and
how can they meet those expectations
1)In many systems, the front-line supervisor is responsible for
conducting the performance review. However, a multiple rater
systemshould be considered. Multiple rater systems provide a form
of triangulation that results in ratings in which employees and
managers have greater confidence. With large spans of control,
several supervisors may work with an individual employee. The input
from all supervisors about the employeesperformance is required to
complete a thorough performance review.Another advantage of
multiple rating systems is that they can shift the supervisors role
from that of judge to performance coach.An individual supervisor
will no longer be responsible for a single employees review.This in
turn lifts the burden of policing from the supervisor and allows
him/her to focus on coaching and developing the employee.
2) Another key to ensuring the effective use of a performance
appraisal scheme is keeping and maintaining accurate records of
employeesperformance. Carefully maintained, they establish patterns
in an employees behaviour that may be difficult to spot by typical
incident-by-incidentsupervision (Crane, 1991). Careful review of
the records helps avoid the selective memory mentioned earlier and
helps plot appropriate actions. Of course, well maintained records
are essential if the need arises to discipline, demote or dismiss
an employee.
3) Validity:According to the employees , the appraisal procedure
used to measure their performance lacks in one aspect. This aspect
relates to the deficiency element of validity. This means that as
one standardized formant is used to evaluate performance, therefore
it ignores many of the job specific aspects. 12
A well-executive performance management plan will enable BOP to
achieve critical goals such as:Recognizing the efforts and
contributions of current staff.Reward staff with compensation
directly linked to performanceMotivated staff to improve
performanceOrient staff towards goal achievementRetain key
employees through the use of competitive compensation
programs.Attract quality employees with an effective performance
management system.
...
Results13Promotion policy14
Minimum length of service and merit
Horizontal promotion system for newly hired employees to keep
them motivated
Clear and well communicated promotion policy
Proposed Solution15Compensation benefits
Recognition.
Innovation and learning
Proposed Solution17Learning and development18
Proper employee career planning should be there
Succession planning should be done by enabling the managers to
select the potential from the pool of employees.
Proposed Solution19
Organizational alignmentCreate development goals that balance
the needs of the organization with employees' career
aspirations.
Maximize valueLink development goals to learning activities to
accelerate learning and create a pool of ready-now successors.
Unlock employee potentialEmpower employees to create and manage
goals for personal and professional development.Results20
