S/No.

Contents Title Page Acknowledgements List of Contents CHAPTER#1 Purpose of Internship Objectives of Studying KBL Scope of Study Methodology of study Limitations of the study CHAPTER#2 About the Organization Present Status of the Bank Prospects Corporate & Investment Banking Treasury / International Banking Brief History of KBL Vision Statement Mission Statement Core values Their Promise, One Promise Nature of Khushhali Bank of Pakistan Business Volume Financial highlights Product Lines of KBL CHAPTER#3 Organizational Structure of Khushali Bank of Limited Company Management Corporate Information Management Restoring businesses, rebuilding lives Monitoring Operating Efficiency & Productivity Human Resource Management & Administration Information Technology Group Organizational Hierarchy chart Span of Control Number of Employees Direct vs. Indirect Control Branch network Central Region Southern Region Northern Region Organization Structure of the Branch Decision Making

Page No.

1 1.1 1.2 1.3 1.4 1.5 2 2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 2.9 2.10 2.11 2.12 2.13 2.14 3 3.1 3.2 3.2.1 3.2.2 3.3 3.4 3.5 3.6 3.7 3.8 3.8.1 3.8.2 3.9 3.9.1 3.9.2 3.9.3 3.10 3.10.1

1 1 1 2 3 5 6 6 6 6 7 8 9 10 10 10 10 11 12 12 14 20 20 22 22 23 26 27 27 27 29 29 30 30 30 31 32 33 34 35

3.10.2 3.10.3 3.10.4 3.10.5 4 4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 5 5.1 5.2 5.3 5.4 5.5 5.6 5.7 5.8 5.8.1 5.8.2 5.9 5.9.1 5.9.2 5.10 5.10.1 5.10.2 5.10.3 5.11 5.12 5.13 5.13.1 5.13.2 5.14 5.15 5.15.1 5.15.2 5.15.3

Communication Chain of Command Authority and Responsibility Delegation CHAPTER#4 DEPARTMENTS OF KBL Performance Management System at KBL Information System Resources of KBL TPS (Transaction processing system) in KBL KBL use TPS in Management Information System (MIS) KBL use MIS in Decision Support System (DSS) Oracle Human Resources Management System Wages Protect System (WPS) CHAPTER#5 HUMAN RESOURCE MANAGEMENT & KHUSHALI BANK OF PAKISTAN Staff Planning and Recruitment Division Compensation, Benefits and Compliance Staff Development and Training Division Employee Health and Welfare Human Resource Management Process in the Organization: Main HR Process Areas The HR Model Why is the HR Model important? What are the outcomes of the HR Model? Compensation and Benefits: Compensation and Benefits Role Compensation and Benefits Responsibilities Pay for Performance What is pay for performance? What HR Processes are included in pay for performance? How to implement Pay for Performance? Recruitment and Selection Main Recruitment and Staffing Areas Performance Management Purpose of the Performance Management HR Role in the Performance Management Organizational Design HR Training HR Training Summary What is HR Training about? How should be HR Training structured?

36 38 39 40 42 42 44 52 56 56 57 57 57 58 58 59 59 60 60 60 61 61 62 65 65 66 67 67 68 69 69 70 71 71 73 73 74 74 75 76 77 77 78

5.16 5.16.1 5.16.2 5.17 5.17.1 5.18 5.18.1 5.18.2 6 6.1 6.1.1 6.1.2 6.1.3 6.2 7 7.1 7.1.1 7.1.2 7.1.3 7.1.3(a) 7.1.3(b) 7.1.3(c) 7.1.4(d) 8 8.1 9 9.1 9.2 9.3 9.4 9.5 9.6 10 10.1

Recruitment Sources Recruitment Sources Evolution Traditional versus Modern Recruitment Sources Background Check Why is Background Check necessary? Internal and External Recruitment Internal Recruitment External Recruitment CHAPTER#6 Organizational career management: Career Management: (Defined) Organizational Career Management (OCM) Career Management and Career Motivation: PROTEAN CAREER CHAPTER#7 Job changes within Organization: The Key Drivers for Changing Nature of Work: Key organizational changes include: How Work is Changing for Individuals and Groups Cognitive competence Social and interactive competence The new "psychological contract" between employees and employers Changes in process and place CHAPTER#8 Labor management Relations CHAPTER#9 SWOT Analysis STRENGHTS WEAKNESSES OPPORTUNITIES THREATS RECOMMENDATIONS CHAPTER#10 Conclusions

79 80 81 81 82 82 82 83 84 84 84 85 87 88 89 89 90 90 91 91 92 93 93 92 92 97 97 97 98 99 99 99 101 101