The Bank of Punjab

1
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 competitors 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
The Bank of Punjab

(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.
The Bank of Punjab

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 employees perception Human Resource Management and important function affecting individuals, organization and society.
The Bank of Punjab

INTERNSHIP REPORT (Reg.) NO.4-PBK-0155 ROLL NO. P-502051 (3) OVERVIEW OF ORGANIZATION
THE 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.
The Bank of Punjab

ORGANIZATIONAL STRUCTURE MAIN OFFICES

Head Office 7-Egrten Road Lahore
Regional Office Faisalabad 43-Braches
Regional Office Gujranwala 45Branches 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

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 years 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.
The Bank of Punjab

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

1 2 3 4 5 1,615,550,270,94 1,632,667,268,55 2,869,338,029,73 7,840,303,996.67 7,340,155,347.24
Close Expense
-1,172,946,907,82 -1,097,946,012.40 -1,676,959,562.82 -4,462,674,531.28 -4,930,557,182.17
Profit Loss
441,603,363,12 534,721,256,.15 1,192,378,466.91 3,377,629,465,.39 2,409598,165.07
Growth (%)
Base line 21% 123% 183% -29% June 2006
till
(Source of data: official and general website of The Bank Of Punjab)
(Table-1)
The Bank of Punjab

The Bank of Punjab

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The Bank of Punjab

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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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

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

(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:President BOP
GM HR Recruitment
Additional Director Training
Admin Training Center
Faculty Training Center
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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

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 managements decision in the area of Human Resource & Management labor relation.
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The Bank of Punjab

(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) (ii) (iii) (iv) An inventory of talent currently on hand. Forecast of human resource supply and demand over short and long term period. Action plans such as training or job transfer to meet forecasted HR needs. 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,
The Bank of Punjab

Issues analysis
Forecasting Requirement STAFFINGLEUEIS STAFFING MIX
ACTION PLANS
Business Needs External Factors
STAFFING AUTHORIZATIONS
(qualitative)
ORGANIZATION & JOB DESIGN AVAILABLE PROJECT RESOURCES
RECURITMENT
Internal Supply Analysis Management Implications
PROMOTIN & TRANSFER
ORGANIZATIONAL CHANGES
NET REQUIREMENTS
TRAINING & DEVELOPMENT
COMPENSATION & BENEFITS
LABOR RELATIONS
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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 cant 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) (b) External and internal supply of labor. The aggregate and external demands for labor.
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The Bank of Punjab

(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

(5.2)
EMPLOYEES RECRUITMENT & SELECTION.
Like other well reputed and well organized organizations The Bank of Punjab (BOP) has also a typical system for employees 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

(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

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 Resume Invitation Interview Offer Acceptance
To Invitation Interview Offer Acceptance Report of Work Total
Days 5 6 4 7 21 43
Fitness certificate from an M.B.B.S doctor.
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The Bank of Punjab

(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

EMPLOYEES DEVELOPMENT Employees development is an essential aspect. Keeping in view
the Bank of Punjab (BOP) has two ways for employee development. i. ii. (i) Internal way of employees development. External way of employees development.
Internal way of employees development

Internal way of employees development carries
on at branch level, area level, region level, and at head office level. In internal way of employees 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 employees development.
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The Bank of Punjab

(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) (ii) Setting performance standards and expectations. How performance reports are written.
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The Bank of Punjab

(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
2004-2005 2005-2006
Target
Deposit 200 Million 250 Million Financing 150 Million 200 Million
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

(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

(5.5) EMPLOYEES COMPENSATION AND BENEFITS
COMPENSATION
Every good organization has a great care regarding employees
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) (ii) (iii) (iv) (v) (vi) (vii) Medical facility Health Insurance (Complete family) Staff loan Convance allowance House rent 45% of basic pay Mobile plus card Field allowance
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The Bank of Punjab

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) (II) (III) i. PROMOTION:
Promotion Transfer Demotion
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

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) (ii) (iii) (iv) Layoff Termination Resignation 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

(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

(6) LABOUR MANAGEMENT RELATION:Labor management relation has great importance for good working atmosphere as well as for companys 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

(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. b. c. d.
Mandatory crops insurance. Less estimate of per acre expenses. Uncertain mark up rates. 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

(ii)
MAJOR COMPETITORS.
Being the financial institution the bank of Punjab is financing the competition of many of commercial banks DFI s however, the majors 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. 2. 3. 4. 5. 6. Training of Staff. Good pay and incentive. Working environment. Education. Health care. Sports.
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The Bank of Punjab

(iv) WEAKNESS OF HUMAN RESOURCE DEPARTMENT: other bank The product and sales promotion is not equipped with up to date training. The 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
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:-
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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
The Bank of Punjab

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In the bank of Punjab individual differences have strong impact on the organizations 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
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INTERNSHIP REPORT (Reg.) NO.4-PBK-0155 ROLL NO. P-502051 (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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The Bank of Punjab

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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The Bank of Punjab

(10)
REFERENCES AND SOURCES:-
BOP Annual Report 2004 BOP Annual Report 2005 www.bop.com.pk
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CONTENTS
SR, NO. 1 2 3 4 14-14 5 Human Resource Management Process in the Organization (5.1) Human Resource Planning (HRP) and Forecasting HRP Process Forecasting HR Requirements Method to Forecast HR needs (5.2) Employee Requirement and Selection Sources of Candidates (a) Internal Sources (b) Eternal Sources Employment Selection Process (5.3) Training and Development Training needs assessment Employee Development (5.4) Performance Management Setting Performance Standards and Expectations How Performance reports are Written 26-28 24-25 21-23 15-16 17-20 CONTENTS Objective of studying the organizational Introduction to the Organization Overview of the Organization Organizational Structure Organizational of Human Resource Management (HRM) Department PAGE NO 1-1 2-3 4-13
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(5.5) Employee Compensation and benefits Type of compensation and benefits (5.6) Organizational Career management Employee job Changes Job Changes With in the Organization Promotion Transfer Demotion
29-29 30-32
Separations 6 7 Lay off Termination Registration Retirement 33-33
Labor Management Relations
Critical analysis of theoretical concepts relating to practical experience i.e. 34-37 Conclusions. Recommendations References and Sources used 38-39 40-41 42-42
relate the theoretical concepts with your practical experiences during your internship. 8 9 10
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DEDICATION 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.

The Bank of Punjab

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