PERFORMANCE MANAGEMENT

Analysis of Performance Appraisal Form of HABIB BANK LIMITED

By AASIA GHAFFAR MARYAM ZEB

INTRODUCTION
Habib Bank Limited commonly referred to as "HBL" and head-quartered in Habib Bank Plaza, Karachi, Pakistan, is the largest bank in Pakistan. o be recognized as the leading financial institution of Pakistan and a dynamic international bank in the emerging markets, providing our customers with a premium set of innovative products and services, and granting superior value to our stakeholders shareholders, customers and employees.

VISION OF HBL

MISSION AND MISSION STATEMENT OF HBL

Enabling people to advance with confidence and success

To make our customers prosper, our staff excel and create value for shareholders

PERFORMANCE MANAGEMENT AND APPRAISAL AT HBL

HBLs performance management and reward systems ensure that goals are met in an effective and efficient manner. HBL defines a clear path for you to contribute to the organizations overall goals, peppered with regular reviews and feedback to help you gauge your progress. At HBL growth is not a function of time but rather of performance. As your performance improves, the role that you play within the organization will accelerate to reflect your input.

PERFORMANCE APPRAISAL FORM B2

HBLs performance appraisal form contains two sheets, one is FORM B2 and other is FORM B3. FORM B2 contains appraisal for Clerical staff at branch or Field Offices there are two main headings Area/factors and level of achievement points. Level of achievement point contains five points ratings A (4), B (3), C (2), D (0-1) and N/A. Area/factors contains five kinds of factors which are:

Productivity

Individual Attributes Customer Service

Technology

Personal

ANALYSIS OF APPRAISAL FORM B3

Each factor is marked tick against level of achievement and in the end total points scored is written in the specific box. Also the signatures of appraise and appraiser are taken.

APPROACHES USED TO MEASURE PERFORMANCE

TRAIT APPROACH

BEHAVIOR APPROACH

RESULT APPROACH

CRIRICAL ANALYSIS OF FORM

Strengths

Weaknesses

HBLs performance management and reward systems ensure that goals are met Form of Hbl has catered all the Contains defines a clear path for inattributes an effective and efficient manner. HBL no criteria for employee training. you to contribute to the organizations overall goals, peppered with regular reviews Hbl use all the three The progress. At HBL growth and feedback to approaches gauge your attributes in the forms are too much. is not a help you function of time but rather of performance. As for organizations motivating environment Hbl know the reality of technology No criteria your performance improves, the very well. role that you play within the organization will accelerate to reflect your input. HBL generallyto uses BARS (Behaviorally anchoredassessed properly, it results in rating scale) it is an Respect and care its customer. If performance is not appraisal method that uses quantified absolute misuse of time. narrative examples of scale with specific good and poor performance. focuses on the interpersonal skill of
the employee Comments and recommendation of supervisors. Rewards and reimbursements are not provided to low performing employees. Managers feel unenthusiastic to give response to the employees about their corresponding performance.

MAJOR COMPONENTS AND CHARACTERISTICS OF APPRAISAL FORM

Each factor is marked tick against level of Components achievement and in the end total points scored is written in Basic employee the specific information box. Also the signatures of appraise and appraiser Competencies and are taken.
indicators

Developmental achievements Stakeholder input

This form contains two big boxes. First box is about Development Plan/ Supervisor comments. In this box supervisor gives Characteristics comments about appraise strengths and further appraisers development needs (need to improve academic & professional Accountabilities, Simplicity qualification).Second box is called overall assessment box. In this objectives, and box appraiser gives the overall performance grade to appraise standards according to B2 form and the grade is given in form of A, B, C, Relevancy Major D. Then comments of appraise is also taken in form of achievement agree/disagree. Then overall assessment Descriptiveness reviewer is reviewed by and contribution and reviewer gives its comments too, but it is not necessary. After Developmental Comprehensiveness it final acceptance of appraise is also taken along with signatures.
needs, plans, and goals Employee comments and Signatures Definitional clarity Time orientation Communication

FACTORS SHOULD BE EXCLUDED

Each factor is marked tick against level of in the specific box. Also the signatures of appraise and appraiser are taken. This form contains two big boxes. First box is about Development FACTORS Plan/ Supervisor comments. In this box supervisor gives TD Cleaning/Bills Ledger Posting comments about appraise strengths and further appraisers development needs (need to improve academic & professional qualification).Second box is called overall & Accuracy in Counting/Cash Handling assessment box. In this box appraiser Speed the overall performance grade to appraise Counting gives according to B2 form and the grade is given in form of A, B, C, Dispatch of requisite appraise D. Then comments of Statementsis also taken in form of agree/disagree. Then overall assessment is reviewed by reviewer Maintenance its comments too, and reviewer givesof Guns in Order but it is not necessary. After it final acceptance of appraise is also taken along with signatures. Speed of Work Typing / Data Entry Speed Reaction to Responsibility Written Communication Ability

FACTORS SHOULD BE INCLUDED

Each factor is marked tick against level of achievement and in the end total points scored is written in the specific box. Also the signatures of appraise and appraiser are taken. This form contains two big boxes. First box is about Development NEW INDICATORS Plan/ Supervisor comments. In this box supervisor gives comments about appraise strengths and further appraisers Timeliness development needs (need to improve academic & professional qualification).Second box is called overall assessment box. In this Adherence to organization Policy box appraiser gives the overall performance grade to appraise according to B2 form and the grade is given in form of A, B, C, D. Then comments of appraise is also taken in form of Mentoring agree/disagree. Then overall assessment is reviewed by reviewer and reviewer gives its comments too, but it is not necessary. After Diversity it final acceptance of appraise is also taken along with signatures.

Job Enrichment Training

CONCLUSION
Each factor is marked tick against level of achievement and in the end total points scored is written in the specific box. Also the signatures of appraise and appraiser are taken. This form contains two big boxes. First box is about Development Plan/ Supervisor comments. In this box supervisor gives comments about appraise strengths and further appraisers In development we find out that improve academic & professional this project needs (need to the performance appraisal form of Hbl almostcalled all the major qualification).Second box is has overall assessment box. In this box appraiser gives the measure employee aspects which are used to overall performance grade to appraise according to We have included those factors performance. B2 form and the grade is given in form of A, B, C, D. Then comments form. And is also taken in form of which are lacking in theof appraise made a new agree/disagree. Then overall assessment is reviewed by reviewer form which cater all the productive and and reviewer gives its comments too, but it is not necessary. After personal attributes of an employee. it final acceptance of appraise is also taken along with signatures.

ANY QUERIES???

THANKS :)