The Bank of Punjab

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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(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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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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(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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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


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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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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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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

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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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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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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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(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

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President BOP


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(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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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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(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.

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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,

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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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(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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(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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(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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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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(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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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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(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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(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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(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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(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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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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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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(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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(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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(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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(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 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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(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


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(8) CONCLUSION:-

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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


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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.


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(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.


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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.


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(10) REFERENCES AND SOURCES:-

BOP Annual Report 2004

BOP Annual Report 2005

www.bop.com.pk

CONTENTS

42

http://www.bop.com.pk/

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

The Bank of Punjab

Documents

Transcript of The Bank of Punjab