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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(1) OBJACTIVE OF STUDYING THE ORGANIZATION
The major objectives of studying the organization are as under:
To see the organizational set up structure and framework to view the nature of
organization, its employees activities, the way of satisfying the field and Managerial
staff. The structure of organization that will show its distribution, activities and the
hierarchy of Managerial staff and level of operational and managerial activities.
To chose the organizational diversity at work and analyzing work and planning for
people.
To see the recruitment method and policies and also process for recruitment
To see organizational pay and incentive system, and also check the organizational
employee benefits plans.
To see the business trend and channelization. This study shows the business
volume, use of automation and marketing tips. It will also help the competitor’s
analysis with updated business trend.
To see the product innovation, promotion and compare the product and services
offered by bank with competitors. To see and analyze Managerial strategies with
bookish and practical studies.
Over all customer satisfaction and compliance
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(1) INTRODUCTION TO THE ORGANIZATION
Practical experience to make oneself well experienced in any field is very
necessary. The students of business administration passed through rigorous program fir
learning different managerial techniques. During this practical course they are provided
with an opportunity to learn and understand that how the theoretical learning can be
implemented practically.
This report is not only an academic requirement but also give vision
operation of certain organization. All efforts should be made to make this exercise a
fruitful exercise. Only then a student can be good manager in practical life.
I have been working with in The Bank of Punjab since 01-02-2007. THE
Bank of Punjab, being a good bank in country, has very huge setup in interior Punjab and
branches in other Provinces. With passage of time, the bank is undergoing massive
transformation. Huge investment on human resource and development of technological
advancement has started to yield its Goals.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
Being a student of MBA, I have an opportunity to server almost all operations
at Branch level and especially as an Assistant Manager to control and motivate the staff.
A fundamental assumption is that all Managers are accountable to their organization in
term of the impact of Human Resource Management activities, and they expected to add
the value by managing their people effectively and efficiently. The employee and
manager have a relationship should strengthen the employee’s perception Human
Resource Management and important function affecting individuals, organization and
society.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(3) OVERVIEW OF ORGANIZATIONTHE BANK OF PUNJAB
(i) History of BOP: - Established in pursuance of Bank of Punjab Act 1989
and was given status of schedule bank in 1994.
(ii) Nature of organization:- The bank is providing all banking services of
mercantile
& commercial banking permissible in country, which include,
Accepting of deposits of money on current, fixed saving, term deposits, Profit & loss sharing.
Advance & lending money to its clients.
Buying, selling, dealing, including entering into forward contracts of foreign
Exchange:-
Financing seasonal crops like cotton, wheat, rice, sugarcane, tobacco, etc
Receiving bond, scrip, valuable for safe custody.
Carrying on agency business of any description other then managing agent on
behalf of client, including Government & local authorities.
Transaction guarantees & indemnity business.
Undertaking & executing trusts.
Buying & selling of shares and debentures.
ATM facilities for customers.
Online Banking.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
ORGANIZATIONAL STRUCTURE
MAIN OFFICES
5
Head Office7-Egrten Road Lahore
Regional Office Faisalabad 43-Braches
Regional Office Gujranwala 45-Branches
Regional Office Karachi / Quetta 05- Branches
Regional Office Lahore 67-Branches
Regional Office Multan 63-Branhes
Regional Office Peshawar 06-Branches
Regional Office Rawalpindi 37-Branches
The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
BUSINSSS VOLUME
Over view of business performed by Bank of Punjab is very encouraging and
going up streamline. The Bank earned a pre-tax profit of Rs. 822 million during the
quarter as compared to Rs. 565 million for the similar period last year including 46 %
growth. Profit after tax of Rs.585 million is 61% higher then figure of last year’s
corresponding period.
Despite accounting for the dilution impact of about 58 % bonus issue made by
bank for year 2005, earning per share for 1st quarter to Rs 2.04. Bank deposits rose to
level of Rs. 90,089 million the end of quarter. Advance portfolio of bank has increased to
Rs. 71,385 million showing 12 % increase over December 31, 2005. The capital and
reserve of your bank have now grown up to Rs. 7,362 million with rise of 9% over the
level as of December 31, 2005.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
Following tables and graph are showing five year position of the bank from
2002 to 2006.
TABLE OF INCOME , EXPENCE , PROFIT LOSS AND GROWTH :-
(Amount in Rupees)
S.No Close Income Close Expense Profit Loss Growth (%)1 1,615,550,270,94 -1,172,946,907,82 441,603,363,12 Base line2 1,632,667,268,55 -1,097,946,012.40 534,721,256,.15 21%3 2,869,338,029,73 -1,676,959,562.82 1,192,378,466.91 123%4 7,840,303,996.67 -4,462,674,531.28 3,377,629,465,.39 183%5 7,340,155,347.24 -4,930,557,182.17 2,409598,165.07 -29% till
June 2006(Source of data: official and general website of The Bank Of Punjab)
(Table-1)
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
FACILITIES OR SERVICES FOR CUSTOMER / CLINTS:-
Quotation of The Bank of Punjab they said’ to exceed the expectations of
our stakeholder by leveraging our relationship with Government of Punjab and delivering
a complete range of professional solution with a focus on program driven products &
services inn Agriculture and Middle Market through a motivated team .
Following main Services that offered by The Bank of Punjab for its customer / clients.
Retail Banking
Online Banking
Cash Management
Corporate investment Banking
Consumer Financing
SME Banking
Agriculture Financing
Foreign Trade Services
Custodian Services
10
Bank of Punjab has its head office at Lahore and seven Regional Offices that
are at Faisalabad, Gujranwala, Karachi,Quetta, Lahore, Multan, Peshawer and
Rawalpindi. There are 266branches all over the provinces of Punjab and Major cities of
country.Every branch provide all facilities of banking to its clients. The bank since its
establishment is playing a key role in development of the country.It is effectively involved
in all type of activities in Agriculture and Industrial financing. The Bank of Punjab is
playing an important role in banking industry of Pakistan.
It provides not only banking facilities to general public cut also provide banking
facilities to the Govt. institutions.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
MANAGEMENT OPERATIONS :-
Each of division in this department has assigned its respective staff
to perform Managerial duties. My study on Human Resource Management process
relating to this department is as follows.
The Bank of Punjab has fully authorized to Branch Manager to
motivated and control the staff at Branch level.
The basic function of Branch Manager is to complete
documentation of applications received with the updated follow up for proper utility of
funds and recoveries of finance.
They perform the duties of marketing and operations follows:
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
Field Work
In field work the Manger has to visit in different areas for checking
the performance of marketing staff, different method are used for this purpose as follows:-
1. By participating in local ventures.
2. Arranging seminars and former meeting locally.
3. By installing banners and posters at public places.
It is also include field work of Branch Manager to prepare feasibility report of Farm Field
and continuous visit for proper utilization of funds.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(4) ORGANIZATIONAL STRUCTURE OF THE HUMAN RESOURCE MANAGEMENT (HRM) DEPARTMENT
The Bank of Punjab has a complete organo-gram for its
Human Resource and Management Department. All of the employees relating to this
department are working at their respective level. They are well educated and fully trained
persons. Their assignments are at main offices and braches.
Structure of employees is according to following hierarchy.
The structure of Human Resource Department of BOP is
shown as under:-
Additional Director Training
Admin Training Center
Faculty Training Center
GM HR Recruitment
14
President BOP
The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(5) HUMAN RESOURCE MANAGEMENT PROSESS IN THE
ORGANIZATION :-
Human Resource & Management getting every body form
top of organization to bottom, doing this to implement the strategy of business effectively.
The Bank of Punjab has big setup of human resource & management department of The
Bank of Punjab (BOP) is completing all the components of Human Resource &
Management process.
These components represent
Human resource planning.
The addition of staff through recruitment.
Reduction of staff through downsizing.
The result of the selection will be in form of a complete and
skilled staff. The department of the Bank of Punjab (BOP) selected the candidates who
want to adopt the organization and ensure that their jobs will be made on the base of
skills and knowledge. They also offer an efficient and effective reward system.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
In Bank of Punjab (BOP), after recruitment and selection of competent
and skilled employees, this department will organize and manage training for their better
improvement to organization. This department will also face environmental constraints
that effect management’s decision in the area of Human Resource & Management labor
relation.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(5.1) HUMAN RESOURCE PLANING & FORECASTING :-
HUMAN RESOURCE PLANING (HPR) PROCESS.
Human resource plans parallels the plains for the business for hole
strategic and operational business objective dictate what the HR objective must be
HUMAN RESOURCE PLANING HPR parallels general business planning. Broadly
speaking HRP is an effort to anticipate future business and environment demand on an
organization and to meet Human Resource requirements dictated by those conditions.
This general view suggests several activities that together make up an integrated HRP
system. These include,
(i) An inventory of talent currently on hand.
(ii) Forecast of human resource supply and demand over short and long
term period.
(iii) Action plans such as training or job transfer to meet forecasted HR
needs.
(iv) Control and evaluation procedures.
17
The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
In the Bank of Punjab (BOP) the Human Resource planning process works as, on the lines. We have mention above and according to this diagram,
Issues a
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Bu
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Ne
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Extern
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Internal S
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
FORECASTING HR REQUIREMENTS .
The main purpose of human resource
forecasting is to estimate labor requirements at some future time period. The Bank of
Punjab has applied forecasting HR requirements because unless and until you will not
apply it you can’t plan regarding your future. The other reason for forecasting HR is that
all the organization are facing a lot of complication form their direct and indirect
competitors. The bank of Punjab (BOP) is very much aware regarding this.
METHOD OF FORECASTING HR NEEDS.
The Bank of Punjab has applied two type pr
sources or method for forecasting. As we read in the book of HRM as well as during
practical study, these two methods of forecasting are as under,
(a) External and internal supply of labor.
(b) The aggregate and external demands for labor.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(a) EXTERNAL & INTERNAL SUPPLY OF LABOR.
Internal supply forecast relates to the conditions inside the Bank of
Punjab (BOP) such as age, distribution of the force, terminations, retirements and new
hire job with in the job classes.
(b) THE AGGREGATE INTERNAL & EXTERNAL DEMAND FOR LABOR.
On the other hand the Bank of Punjab (BOP) has applied internal
and external forecast which depends on the primary behavior of some business forecast
e.g. enrolments of internship candidates, projected sale volume.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(5.2) EMPLOYEE’S RECRUITMENT & SELECTION.
Like other well reputed and well organized organizations The Bank of Punjab (BOP) has
also a typical system for employee’s recruitment & selection. Employee recruitment
begins with a clear specification, the number of employee need (e.g. through Human
resource forecast and workforce utilization analysis) and seconds is, when they are need.
The Bank of Punjab adopt the recruitment period which also called “Recruitment
pipeline’’. Recruitment pipeline means the duration between the receipts of resume the
time of new hire start work.
SOURCES OF CANDIDATES:-
In the Bank of Punjab two sources are used for candidates.
(a) Internal sources.
(b) External sources
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(a) Internal sources
As we mention above that the Bank of Punjab has used
two methods for the recruitment of candidates. The first source for recruitment is internal
source. Internal sources for the recruitment mean promotion of employees with in bank.
This system may be called as employee referral is that “it takes one to know one”.
(b) External sources.
The second method used in Bank of Punjab (BOP)n for
the recruitment of employees is external source. The Bank of Punjab (BOP) used external
source for recruitment and selection of employees to meet demand for talented employee
and seek fresh ideas for business growth. Advertising is best external sources for
recruitment. The Bank of Punjab (BOP) advertises in the news paper as well as their web
is also used for advertising for recruitment of new employees.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
EMPLOYMENT SELECTION PROCESS
Recruitment begins with a clear specification of the number of
people needed (e.g. through Human Resource forecast and work force utilization
analysis) and the second step is when they are needed. The Bank of Punjab has
adopted the recruitment period which called “Recruitment Pipeline”. Recruitment
pipelines means the duration period between the receipts of resume the time of a
new hire start work.
Bank of Punjab Recruitment Pipeline
Form To DaysResume Invitation 5Invitation Interview 6Interview Offer 4Offer Acceptance 7Acceptance Report of Work 21
Total 43
Fitness certificate from an M.B.B.S doctor.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(5.3) TRAINING AND DEVELOPMENT
Training and development of employees is also one
of the most important aspects that should never be neglected. In the Bank of Punjab
there is also a specific techniques used for the training and development of employees.
Before starting the training and development sessions or ways you must assess the
training needs i.e. you must know what time requirement is? What the ways, the
competitions are using?
TRAINING NEED ASSESSMENT:-
Assessment means planning as a foundation for
the entire training efforts. The Bank of Punjab fined the purpose of assessment. The
purpose of assessment is to define what the employees should learn in relation to desired
job behavior. The Bank of Punjab has three level of analysis to determine the needs that
training can full fill. Every employee in the Bank of Punjab will be trained regarding job
requirements. The marketing staff is trained & controls the market. The cashier is trained
to handle the cash. The bank manager is trained to manage the staff and make policies to
increase deposits and financing.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
EMPLOYEE’S DEVELOPMENT
Employee’s development is an essential aspect. Keeping in view
the Bank of Punjab (BOP) has two ways for employee development.
i. Internal way of employee’s development.
ii. External way of employee’s development.
(i) Internal way of employee’s development
Internal way of employee’s development carries
on at branch level, area level, region level, and at head office level. In internal way of
employee’s 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.
(ii) External way of employee development
In this way of employee development, The Bank
of Punjab (BOP) has an arrangement at head office level that is CMD (Centre for
Management Development) in which experts from out side hired for the employee’s
development.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(5.4) PERFORMANCE MANAGEMENT
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.
For performance management following two steps used
in Bank of Punjab (BOP).
(i) Setting performance standards and expectations.
(ii) How performance reports are written.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(i) 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 a target noted below for
year 2004-2005 and 2005-2006.
Year Target
2004-2005Deposit
200 Million
250 Million
Financing150 Million
200 Million2005-2006
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.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(ii) 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
I. Target setting
II. Target achievement
III. Overall behavior
IV. Dependability
V. Job knowledge
VI. Job attendance
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(5.5) EMPLOYEE’S COMPENSATION AND BENEFITS
COMPENSATION
Every good organization has a great care regarding employee’s
compensation and benefits. Same the condition is with Bank of Punjab (BOP). The Bank
of Punjab has a good compensation and benefits structure. Every employee is paid salary
on the fixed base. The pay is set on the bases of grade or targets every employee get
bonus, fixed on the basic pay base.
BENEFITS
The Bank of Punjab (BOP) also offers many benefits to its employees. The
benefits are as follow,
(i) Medical facility
(ii) Health Insurance (Complete family)
(iii) Staff loan
(iv) Convance allowance
(v) House rent 45% of basic pay
(vi) Mobile plus card
(vii) Field allowance
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
5.6) 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.
(I) Promotion
(II) Transfer
(III) Demotion
i. PROMOTION:
In Bank of Punjab POB after three years promotion is due. The
performance is an important aspect regarding promotion.
ii. 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 any where in any
branch of (BOP).
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
iii. 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,
(i) Layoff
(ii) Termination
(iii) Resignation
(iv) Retirement
(i) LAYOFF:-
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.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(ii) 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.
(iii) 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.
(iv) RETIREMENT:-
In the Bank of Punjab on completion of 60
years of age the retirement is compulsory or on completion of 25 years of job tenure the
employee will be retired from job.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(6) LABOUR MANAGEMENT RELATION: -
Labor management relation
has great importance for good working atmosphere as well as for company’s growth.
While working in the Bank of Punjab (BOP) it gave me a great pleasure that company
branch employee have good working relation, every one very much aware of his duties.
The Bank of Punjab making great progress due to the good labor management relations.
We should never look as labor and management relation but we should never look as
labor and management relation but we should observe labor management relation as,
a. Labor, labor relations,
b. Labor, management relations.
c. Management, management relations
So it is clear that labor
management relations is not only the important aspect but these above mention three
aspects have great important for a good working atmosphere. A good working relation
and working atmosphere takes you towards your goals achievement and that is
impossible with labor management relations.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(7) CRITICAL ANALYSIS OF THE THEORETICAL CONCEPTS RELATING
TO PRACTICAL EXPERIENCE .
During the period of my job at the Bank, I have found following
strengths and weakness with relation with bookish and practical studies.
(I) SUCCESS AND FAILURE OF SOME PRODUCTS .
Some products like agriculture lending kissan dost schemes are at
decreasing way of sale due to following majors.
a. Mandatory crops insurance.
b. Less estimate of per acre expenses.
c. Uncertain mark up rates.
d. Very complicated procedure of proposal.
That is why some twelve products are offered by the Bank in Agriculture
sector but four are in practice other eight are useless due to some complications i.e.
procedure and geographical differences.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(ii) MAJOR COMPETITORS.
Being the financial institution the bank of Punjab is financing the competition of
many of commercial banks DFI s however, the major’s competitors relating to product
offering and distribution channels are sharing business of Bank of Punjab.
a. Muslim Bank of Pakistan Limited.
b. National Bank of Punjab.
c. Habib bank Limited.
d. zari Tarqati Bank Limited.
e. United bank Limited.
f. Allied bank Limited.
(iii) FUTURE PROSPECTS.
Until recently the bank perceived as purely commercial banking entity so in order
to expend its business that may starting investment banking by in investing in
profile of handsome return.
The bank should establish its branches foreign countries, for world recognition and
can also expend its business a lot and enhance its market share and profit.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
The Bank of Punjab can enjoy handsome return any delivery its funding base by
investing into capital market of others. So it will enable it to establish name
recognition in the world.
Despite of poor customer services of Bank of Punjab people still come to bank of
Punjab because of its Govt. ownerships they feel its secure therefore bank improve
its deposits by giving facility of night banking and also can complete its competitors
with positive steps.
It can establish advisory services division in order to facilitate the customer s
investing in the securities.
In order to facilitate the nation the bank of Punjab can play an important role in the
development of following sectors.
1. Training of Staff.
2. Good pay and incentive.
3. Working environment.
4. Education.
5. Health care.
6. Sports.
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The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(iv) WEAKNESS OF HUMAN RESOURCE DEPARTMENT:-
As the bank of Punjab enjoying energetic and young managerial staff at same time following discrepancies are present to be removed in modernized competition
The staff has low pay and less incentive with low promotion policy as compared to
other bank
The product and sales promotion is not equipped with up to date training. The
bank of Punjab (BOP) is marketing its product but employee behavior is not like
marketing staff (marketing believes in customer satisfaction). There must be
special training program to develop good behavior do your output double.
The management for field staff is not equipped with fast communication and
transportation
Emoluments are not market based, salaried are not according to qualification and
experience. For example and officer is getting low monthly pa as compared to the
other with same qualification and experience.
While writing ACR there must be separate part for behavior with customers
The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
(8) CONCLUSION:-
37
Human resource planning requires auditing of the current jobs and internal
assessments and the availability of the employee and forecast the demand
and supply of employee for the bank of Punjab,
In the bank of Punjab recruiting and selecting equal opportunity and the
guidelines clearly. Require a sound and comprehensive selecting and
recruiting criteria with the systematic investigation
Prepare a program for the training and development of the employee in the
bank of Punjab and provide the basic training in the weak areas of the
organization and implement the program.
With the a person actually has job analyses information is essential when
determining the compensation of the employee
With the performance evaluation to compare what an employee is supposed to
be doing of the bank of Punjab. This information is to be used to determine for
the internally appointed employee for compensation.
The bank of Punjab one of the few banks witch give due give attention
recourses development management arrange numerous courses on the
different topic directly or indirectly related to the banking
The bank of Punjab play vital role in the national economy through mobilization of
the hitherto untapped local resources promoting saving and providing founds for
investments
The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
38
In the bank of Punjab individual differences have strong impact on the
organization’s performance due to the wrong criteria of selections of the
employees. So with the passage of time individual differences are increasing
which are undermining the good will of the organization.
In this organization the authority structure is bureaucratic which a barrier in
rapid and effective decision making is.
In our country rate of inflation is increasing with the increase on
unemployment. So due to the increase in the price of the products the saving
of the nation is decreasing with the passage of time. So it is threat for the
banking sector. In future deposits of the banks will decrease.
The number of banks is increasing in Pakistan with the passage of time. So
due to poor working conditions and poor customer services it is the possibility
that BOP will lose market share in future.
On bank of Punjab is working on Punjab Government policies that have strong
impact, a slight change in Govt. sector and policies may affect the
performance of the bank. The bank to work with in the regulation frame work.
The business ways and banking ways are rapidly changing; the customer
needs are quick and through services. And bank of Punjab at this time
proactive to the change of market.
The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
39
(9) RECOMMEMDATION:-
The political involvement that can make its routed in administration decisions
should be minimized on all the operation of the Bank of Punjab.
The counter service be improved for customer satisfaction, should be
guaranteed through rapid delivery of financial products services
The decision making is bit slowly, that should be improved. Risk management has
not been implemented I true sense. The manager is key player in credit
management. He is recommending office, sanctioning authority (depends upon
documents of empowerment), credit administrator, & in true sense a monitor of the
same. That should be discouraged.
Implementation of the rules, regulation and policies should be ensured,
through better management.
Physical infrastructure is to be improved
Advance to the non-productive investment should be stopped
The bank should develop a comprehensive recruitment policy in order to have
the competent people.
For the development of the human capital the bank should conduct a series of
training program to achieve the mission.
The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
40
Fast communication and transportation facilities should be provide to sales and
marketing staff.
The Bank should develop the policy and incentive to employees.
The promotion should be made on the basis of merit and according to the required
education.
The Bank of Punjab INTERNSHIP REPORT (Reg.) NO.4-PBK-0155
ROLL NO. P-502051
41
(10) REFERENCES AND SOURCES:-
BOP Annual Report 2004
BOP Annual Report 2005
www.bop.com.pk
CONTENTS
42
SR, NO. CONTENTS PAGE NO
1 Objective of studying the organizational 1-1
2 Introduction to the Organization 2-3
3 Overview of the Organization 4-13
Organizational Structure
4 Organizational of Human Resource Management (HRM) Department
14-14
5 Human Resource Management Process in the Organization 15-16
(5.1) Human Resource Planning (HRP) and Forecasting 17-20
HRP Process
Forecasting HR Requirements
Method to Forecast HR needs
(5.2) Employee Requirement and Selection 21-23
Sources of Candidates
(a) Internal Sources
(b) Eternal Sources
Employment Selection Process
(5.3) Training and Development 24-25
Training needs assessment
Employee Development
(5.4) Performance Management 26-28
Setting Performance Standards and Expectations
How Performance reports are Written
43
(5.5) Employee Compensation and benefits 29-29
Type of compensation and benefits
(5.6) Organizational Career management 30-32
Employee job Changes
Job Changes With in the Organization
Promotion
Transfer
Demotion
Separations
Lay off
Termination
Registration
Retirement
6 Labor Management Relations 33-33
7 Critical analysis of theoretical concepts relating to practical experience i.e.
relate the theoretical concepts with your practical experiences during your
internship. 34-37
8 Conclusions. 38-39
9 Recommendations 40-41
10 References and Sources used 42-42
DEDICATION
44
TO
MY PARENTS
Who are universe for me
Whose love is more precious
than pearls and diamonds
Whose super moral training
Enable me to built
my personality,
My Brother and sisters
Who are the worlds for me
Whose love and guidance
encourage me at every step.
MY WIFE
Who is everything
My consolation in sorrow
My hope in misery
My strength in weakness
Whose inspiration towards knowledge served me as a beacon of light.
45