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TABLE OF CONTENTS Page Acknowledgement Preface Transmittal Executive SECTION 1.1 1.2 1.3 1.4 SECTION 2.1 2.

2 2.3 2.4 2.5 2.6 2.7 SECTION HUMAN 3.1 3.1.1 3.1.2 3.1.3 3.1.4 3.2 Internship 2 3.2.1 3.2.2 3.2.3 3.2.4 3.2.5 3.2.6 3.2.7 3.2.8 3.2.9 3.2.10 3.2.11 SECTION 4.1 Policies of Equal Personal Benefits Organizational Human resource employment information # the bank Transfers, Training Compensation Health Discipline Labor and promotions, and and and and relations services development planning opportunity system Layoffs development administration safety discharges 26 27 28 29 30 31 32 33 34 35 36 4 37 Human report on the Staff Policy RESOURCE Role of initiation Advice Service Control Resource Punjab Provincial Department Cooperative bank the and Board List Operational of of # DEPARTMENT HR department formulation Objectives Nature Product Lines of of of Competitors zones directors products studying the the Objectives Functional Introduction Business of departments # the organization business bank of the the to Memorandum summary # the volume bank bank organization # 2 3 5 7 1 9 10 11 12 2 13 14 15 16 17 18 19 3 FUNCTIONS 20 21 22 23 24 25 Ltd.

4.2 4.3 4.4 4.5 SECTION HUMAN SECTION 6.1 6.2 Conclusions RESOURCE Sheets showing Reserved

Administrative funds Current the financial # DEPARTMENT # Weaknesses Recommendations OF position of

head the deposits of THE the bank BANK bank

39 40 41 42-46 5 47-51 6 52-53 54-55

ACKNOWLEDGEMENT I have great helped deep Bukhsh, always deep am seas to and sense me in of all for Mother me, all of gratitude matters whole and elevated All asset of is my an for of of my me of for and Tousif Perveen Ali Shah Chief Chief Human Manager Deputy Resource the life my .I most tried Beneficent but in He and Merciful me for in has to and thankful Allah more my who than has the Malik .They me in family. whom bank the Always Tried. I have feelings my soothed family, and their my and me general, Smi and are words my .I and Ullah, dua due Father Khuda have the I elder brother particular floated my friends to rewarded

troubles.

successes class am

thankful

teachers

fellows

cheerfulness staff Mr. Mrs. Mr.Iftikhar PREFACE This project

guidance

especially

particularly. Finance GM Manager

(internship)

report A.I.O.U. the task

is

the

compulsion for of the

put

in

by of I

the

department degree the one the go its in

of in

business business In and order

administration to accomplish organization and the

Islamabad of is the the the in

award degree, a prove to

master choose

administration. completion the bank human to will human Punjab bank are the has bank resources is been a best has give of the renowned Ltd in I true .The the went art that of of of the the affairs, of provincial emerged to in order very to be evident cooperative the Bank

reputed

Human through and the gained courses the

Recourse 3 months practical by The the the way of

Department records internship picture which is and

successful perceive and and and of to out good

organization

statement.

training

development my perception

through limited the due and knowledge

process via

organization courses it

making tried

resources.

report books of

according

the

implemented the

business

comprehensive department

sophisticated

elaborated

judgment

resource

organization.

For read The have I its 6 which

the

convenience and and

of

the

reader The the and

have

tried of

my the the

level report

best will

to report

make the

the

report to easily.

comprehensive processes been sure

elaborative. in

sectioning human the

pave and will

way

understand thoroughly and department consent the on through things

involved

resources I my

development have learned will

management enhance my skills. giving purpose Ltd. served

studied that report the

capabilities am recommendation

polish of for business the Punjab and

managerial oblige and me by of the degree Cooperative procedure will the bank be

administration Provincial report writing

and

approval

Internship I

have

gone

training

positively. TRANSMITTAL To: The From: Sana Roll Reg House Road, Jhang Ph 041-752977 E-mail. Sana_311@yahoo.com Subject: Lahore. It To is After have The by grades Human and more Resources of and proper Department the ordered way should More promotion employees. the is review a study of the are level reached employees the top the the compulsion in order functioning of necessary organization, conclusion to not satisfied by The the workers and take over strong the during the consideration should hours rush for be customer management after by the to the human element the 3 at the promotion should be months the mentioned Business complete resources of practical end of Administration the department Department masters of any at report. M.B.A. training the and the A.I.O.U. degree. organization Program. bank, My I main are: procedure according the treated is adopted to their Islamabad Internship report on The Punjab Provincial Cooperative Bank Ltd. Sana_034@hotmail.com # Sadar 0471-612598 # 373/11, St # 3 Mohallah Chah Muhammoday Wala Ullah No.j5135625 No.00-pjg-0412 Abaid Ullah Department of Business Administration Allama Iqbal Open University Islamabad. MEMORANDUM

recommendations

organization criteria satisfied

qualifications. retention in a the bit

because

there

negligence I the thoroughly agreed to of they thankful Resources if discussed on the the have to the pit in staff some the place with were

towards top due and extra University level course and this questions and in management by of the report. me and business I falls the mentioned

public of to and I the make organization good to for I am and the the to

dealings. and law the .I they am implement successful review with . the conduction actual of the things through

recommendations

according team will fully report. for see any

thankful completion panel the I am Human taking EXECUTIVE TITLE:

members

management hope the

internship

satisfy

regarding the

equipped

necessary Specialization which enabled me

knowledge Department to

organization. SUMMARY

An

internship

report

on

the

Punjab

provincial

bank

ltd.

Authorization: Recommendation: Department to the review .The of It is also meant for finding of through the all functions job processes, and processes organization appraisal e.g. analysis, the suggestions Process I of etc. HAZARDS: The hazards and board with report the it of the is the on employees .They difficult the problems .The faced or are of found not in the Provincial trained general be more in the different work organization the capacities assigned are in of its the not them.. Ltd. task the his/her specified time. SLOT: promotional promotional satisfied Internship 10 More specified efficiency. In task the era and specialization, refreshing the employee should be TIME be trained conducted according time to to process should over, by task, are are for him not given to according training so accurate their while and it specialized performing affects performed him/her procedures employees employees status Punjab the satisfied with working to bank went the go a of study of process any of business of and the 3 administration month work internship during human this weaknesses for Review of the human staffing, resources employers of recruitment, packages, and shortcomings and then currently of the done demands program the running every and training its to student submit process. of the It is is its the MBA report program based on the

observations

actually main

organization functions

business, department

having

competitors purpose the internship. giving improvement. Methodology: department training, employees

resources

performance

compensation

retention

.Some

working

were

present

Cooperative

IMPLIMENTATION

The fiscal

suggestions

and

recommendation

can

be

implemented

during

the

current year.

INTRODUCTION The bank was credit the for October Federal three 1976, Bank whereby tiers into the and cooperative to and the two banks vested the by base; the was registered in the the Punjab cooperative constituted at In of from the the and the bank top

TO in 1924 to of province Provincial Federal Cooperative cooperative tiers and in resulting banking of the by the of

THE accomplish Punjab. banks were bank to Promulgated of the of 46 to in regulation system the unions. the Punjab dissolution Dissolved provincial the the Primary at the the the Punjab the limited three-tier

ORGANIZATION system level an of and apex cooperative secondary serving as societies

central

cooperative credit

cooperative Government and in

providing the for

cooperatives. Establishment banking converted urban and of stood on manage Banks. VOLUME was cooperative central/

ordinance, industrial transferred terms

banking

According

provisions Banks to Limited

ordinance,

undertakings notified

Cooperative cooperative in

Bank order

conditions

provincial

Government dissolved

control

undertakings

cooperative

BUSINESS The present, towns. share share A Provincial member Punjab having Over Capital capital has of of to provincial 161 the the 38000 cooperative at societies amounts of shares which least has shares bank district, are to limited Tehsil Rs. worth to equal affiliated is with a the scheduled and Bank. out of the MCL The of The Rs. of Bank the branches cooperative bank Bank subscribes consists at with OF main To afford To To To inspect, help objects financial carry supervise the of assistance on and growth DEPARTMENTS six functional departments and and of the to be banking estimate of and credit the of credit member cooperative OF bank. These the members Bank societies society, headquarters million, of loan 2% the THE are in such as of shares from the important

Bank, paid which 100 for

at mandi up the each. its

112.518 number borrow to

Government cooperative

Rs.16.235

million.

authorized

unlimited

members, fixed OBJECTIVES The 1. may 2. 3. 4.

purchase

society Bank. BANK under:

manner

as

necessary. business. societies. movement. THE are :

FUNCTIONAL BANK: There 1)Credit 2)Audit are

Recovery Inspection

3)Board 4)Finance 5)Human 6)Law All these with the departments the ,there policies are is work

and

Properties

Affairs Resources

and under the supervision and the of by the bank the STUDYING human of resources human resources department of of the heads .All from deputy of time H.R. all to these general these time deputy framed general by the manager board

Advisory manager functional work the and

.Along under policies

departments

general

manager

department

directors

conducted OF review the functionalities

Department. THE : . .

OBJECTIVES ORGNIZATION 1. 2. To Analysis of the

department

3. To do a comparative analysis of the organization with the other in the same business and capacity . 4. Finding out the weaknesses, short comings, strengths and beauties of the human resource department . 5. To put some suggestions & recommendations for the development and polishing of the human resource department. NATURE The known bank It also PRODUCT The 1) by 2) 3) 4) 5) 6) 7) 8) Tehsil COMPETITORS: The industrial Females Availabilities The launching may of of the gold also loan loan benefit for for the themselves development public of and by same Information agriculture The Mid societies for term loan A oldest leading scheduled bank its availabilities seeds, loan up to for 5 of for customer. providing Punjab productive pesticides the Lac purchase for machine loans and of and co-operative the agriculture wide to tractors societies the in tube for the fertilizers loans to the 161 formers on a of easy co-operative well increment in low scaled formers branches. co-operative conditions. societies. loans. the production. facilities. Technology. purposes at level. Punjab is Provincial in the organization considered loans offers to OF Cooperative the banking Bank sector. its societies the THE Ltd. Its area and is of to one of have services the BUSINESS the won and famous good range too. of THE gives the following services to will of More daily and and over : well the it life. BANK: the

credible services LINES

throughout in

operation banking

business.

gives

cooperative

individuals

normal OF

bank

of

Pakistan

Agriculture

general

1) 2) 3) 4) 5) Ilyas Midsnell Legal Khan Mian Rab Bank Cooperative Shahrah-e-Quaid-e-Azam(The Lahore. OPERATIONAL For to zones Multan Sargodha Faisal Rawal Gujranwala Bahawalpur D.G.khan BOARD Following of Registrar, Chief 34 Three The board of conduct manager, appointed board of of cooperatives directors any duly of Auditor, elected nominated directors the elect delegate business other by of attends directors may the Cooperatives, Cooperatives, members, members has a 39 vice all or the the members. of any bank officer the of to of president meetings one by A from the the the board board members constitute the OF board the Punjab Punjab from the nominee of amongst powers president, bank of its for or of Ex-Officio Ex-Officio each the Distt. Registrar Federal as proper vice a directors of directors for general Abad Pindi the the convenience customers along at of or the near with operations their the of the town head bank the and bank is office providing working at more with home Bank Safdar Nawaz Group Foreign banks like Chartered Muslim Habib City Bank , Commercial Bank Standard Charted Bank Ltd. Bank

I.D.B.P. A.D.B.P. Ltd. Ltd. etc. Saeed International Advisors: Ilyas Mehmood Malik location: Square, Mall) Accountants:

ZONES facilities following Lahore. Zone Zone Zone Zone Zone Zone Zone DIRECTORS: management bank. President President Member Member Bank The and sub for The board efficient general committee directors. observer.

members.

president,

responsible

LIST 1) 2) 3) 4) 5) 6) 7) 8) Human satisfaction its policies trained, different helps the it in Reception Resource but its ensure Reception of policies the giving the is the person of of the to are Department right External

OF Shares Reserve loans Loans of application not integral to and the the be part for directly of by and not job hired, bank. products are the the for So if the concerns bank the utility Pilgrimage with right right are with etc. and the achievement

PRODUCTS: capital. deposits. Securities. . Investment. . bills. (Hajj). customer plans in and job, the

specified

evaluated, functional the

incentives

hence

appointing Human there satisfied

persons complaints

departments functioning bank in or or order

Resource the and

Department against products, of the leading

proper of the

products takes

customers determine the goals

bank hiring hence

measures person

specifications,

appropriate toward STAFF DEPARTMENT The staff It The 1. 2. 3. 4. POLICY The

conducting

refreshing

courses

achievement. THE THE HUMAN bank exists operates in to of the help in the an line RESOURCE BANK auxiliary, Any and roles: Advice Service Control effectively. talent organization.

ROLE Human or been H.R unit, Resource facilitative it created department in be

OF OF department relationship personnel the of first the to or place bank of

the other to otherwise, take

advisory, has

departments advantage

whether

specialized the

knowledge. generally performs and following Initiation formulation

INITIATION in policy latters the discuss to charge revision these policy past, the are the survey matter the authority of to the H.R.Department recurring to the director to colleagues policy is in the in cover the

AND is the or of individual to the issued. analyze how in problem president actually must and determine

FORMULATION most and that give actively anticipated it is a proposing handle prevent company, When problem they the and

executive

involved problems. up new on or

Ordinarily revised

proposed that other with prevailing personnel

have similar due

occurred situations,

companies

subordinates

consideration

philosophy

organization.

ADVICE A major of portion counsel may even foreman or for slow by the should H.R.Managers policy, the the company personnel wants, be of the need and the and labour and of the and be may activities advice have pay may in to the At of those with the the in engaged a time the the for in staff over who annual manager of of the piece handle to the to At to really and achieved members be develop They same the the at the that the is and personnel work be of all key An week familiar and must time essence efforts the welfare be they of of same sound is in the A be in been before. situation. with of nature shop Another disciplined personnel advising concerted instituted How The H.R. both line manager. problem Countless examples he plays It can feels of a may the this fully needs a given. should role

foreman

confronted

grievance employee of the operating assembly

distribution review program. rates

overtime. salaried apparent

suspended. manager on

possible down union

increases, occur

operating

administration the are in cutting expected order

department.

have

retaliation their the staffs

production agreement, must of their In to seek for

supervision past be other fact, so the experience people people. this direct are

employees

solution. feeling must and H.R. the time

Successful sensitive, continually functioning management. people providing SERVICE The tasks the claims records personnel Control The conform function quality that

specialist motives of must of the

centered.

cognizant

obligation

preserve coordinate while of

structure

organization.

Management goals

organization

satisfactions

organization.

service such of

responsibilities things are

of as

the the and are see

H.R. testing planned, that and

department training, job

are and and

apparent benefits are often have of

when functions. in

one The the and all the field.

examines H.R.Deptt.. facilities

employment,

recruiting, Training

interviewing programs Once must the

applicants

performed staffed

Organized adequate

through setup,

H.R.Deptt. are must is a be

H.R.Deptt through

instructional

materials been

available. service

pension that

insurance The all

programs functional

H.R.Deptt.

maintenance

adequate

employee within

function

permeates

specialties

H.R.Deptt of the to of control

carries line

out personnel that or

important and other policy, is

control staff quite of procedures,

functions. departments and to to with to

It practices. the staff insure

monitors insure that The activities that of

the they control a to

performance

department

established personnel group

department measures to the ascertain

comparable variables the

product activities

conformance

engineering accounting

specifications records

auditing

inspects standards.

to

conformance

prescribed

HUMAN FUNCTIONS H.R. by force. because This function The It and Very have H.R.Deptt. The must It set the or the is includes initial also the been These H.R.Deptt up role reject in the H.R.Deptt the new employees his/her to the supervisor new work bears environment. and of selection its organization. management. performed satisfactorily. qualification and the specification. labour. include Quite decision employee. skilled make The or TRANSFER, For When needs be these of the to by This wide it the may and final by tasks are the or H.R.Deptt from because that they to employees moved one of insure must decision in may to change establish which in be PROMOTION, serves primarily to in a the skills. of a or made department to is unit cover chosen the by introducing Management operating Variation activities in of recruitment, to add responsibility to decision employee commonly, previously are must tests, the case is being from the are the pattern carried course on of both may special selection, someone to determine of out the and and the the job jointly form of by occur the the in

RESOURCEDEPARTMENT staff activities H.R.Deptt of the and work

management

directing

described

particular

companies into the by to the line be job

circumstances. induction payroll content to content between job is of the and line made job

qualifications statements worked in the develop a made of medical is the by recorded operate

necessary

perform

employee management and job of may checks. the the final new or to for sources which

descriptions adequate system, with of final

maintain selection

employee one

interviews, commonly to hire

examination, of supervisor hiring full hiring Important This is

and screening who

reference requested

H.R.Deptt

However,

large-scale

program and

unskilled authority

workers,

commonly

granted

decision. responsibilities often called orientation

indoctrination. LAYOFF coordinative either because personnel Layoffs of jobs, vacancy direct where matters for the vacancy jointly capacity. of the may are is a the type. is another

department individual the that of from is of

business ascertain the can be the

requests, requisite the proper When

records typically preference occurs hiring between the of has this

studied

posses

processed followed. and plant position, outside has The largely TRAINING On-the-job a specially

H.R.Deptt become

order

complicated by promotion

combinations within the

departmental, in from vacancy

seniority company.

rights This

observed. often policies

filled

H.R.Manager occurred. actual

executive companies as the

Many

decision

candidate whose

promotion

made

executive

occurred.

AND training and coaching are performed in the by role the of line an designated employee who acts instructor.

DEVELOPMENT supervisor It or is by the

responsibility needs the results. appraisal assignments central For activity For activity He diagnoses provides those the plans those in If personnel the

of

the

personnel with takes job the the specialists

industrial line must form rotation, by design of in

relations a

group Once the to

to

determine are it the and

training desired is post by a

cooperation training program by counseling, are

management. service

needs

established, usually

program class performance

accomplish courses, special but appraisal,

room and

administrated

H.R.Department. largely executed that that serves in to are are in

Coaching, operating engaging engaging a consulting with various managers

understudies,

broadening H.R.Deptt.

managers in or in role an the an to of

coordinated

enterprise the enterprise H.R.Manager programs people feedback

organization personnel organization an operating operating type ongoing

development staff. development department. departments, and problems.

personal

manager

cooperation conducts the

managers

problems,

workshop about

programs,

COMPENSATION The part, decision and The a work by to of the designing H.R. a for work Periodic or and installing with pay grades analyzing plan, are the wage and a job evaluation consultation with a pay top program with grades their suitable the of H.R.deptt, the particularly is line and worth department particular the of some structure is jobs, conducted schedule officer AND part within may and important to elements examinations, ailments Small only with safety element I usually program are a on biological on the be occupational working gases, dusts, and an health fumes, stress. such employee agents, hire part health for those rendering and basis. prevention works physicians, time the and in of enforcement. examinations colds and and programs that toxic is can the

ADMINISTRATION handled, managers fixed for . the The

adopt

minimums to are firm for

maximums day-to-day formal to job rise chief

management records but always

responsibility. according is any reserved

evaluating maintaining by is

evaluation change

H.R.deptt.functions decision the HEALTH A of some identify Other medical exposure of minor information. hygienists staffed The main who significant agents agents

entire

executive

organization. SAFETY

identification and metals, are to are on first

and noise,

control diseases. heat, to health.

environment

cause hygienists

occupational

chemicals hazards

radiation,

substances control of periodic such the is as

Industrial

employed

programs working of

pre-employment jobs aid, health and tend having treatment education industrial to be The plant areas. injuries. safety with the director

occupational

disease-causing typically time directed , of toward

headache,

providing nurses Large

companies full engineering member

consulting

firms these work The

personnels education

HR

department

closely

engineering production possibility DISCIPLINE Discipline that codes of The the with issued Most before serve of LABOR When the hours in The relations. bargaining day-to-day finds like of BENEFITS Included and and The nearly actual always a result of addition, and penalty it H.R. list the of is employee of

unit processes

to and of

have

machines must human

and be o

equipment designed injury

properly and is

guarded. so

New that remote.

machines

constructed

AND has or two principal This the because The meanings. means people meaning In the of the first and sense and discipline believe it in refers means corrects. achieving the term the range maintaining the to for for list of

DISCHARGE training orderly established punishment wrongdoers. formulating each before be is the be together and it is rules of

molds

behavior conduct.

understand

second

department necessary range and of discussed actual may should rules

commonly together for cleared

assumes with each with by only the offense.

responsibility of line penalties this the has that case to can is clear

penalties and

Frequently

penalties

high-level the The when a

management

communicated approval be be vital used to discharged. achieve such

throughout H.R.department reason very

organization. obtained a very In shown.

commonly, and is

employee

discharge in

especially

companywide

uniformity

handling cases. RELATIONS

union of then work, an

has

been

certified as must are and the

by sole of

the and with it

national exclusive in

labor to

relations wages,

Board, for of rate

as the pay, and

election, and other relations

bargaining The principal

agency tasks

employees,

management

bargain

regard

conditions

employment. negotiation,

involved handling.

handling

labor

contract very relation chief of

contract role in a key In line

interpretation

administration, H.R.department The director often under occasion of over of team basis plays

grievance significant usually labor transfers management the the of serves as member operating

labor-management of on the a often matters application rules. SERVICES

industrial a terms to time, contract the

acting

spokesman. agreement, and work layoffs,

supervision such the

frequently allocation

consult handling

H.R.department

regarding and

AND under loan this insurance, funds, college decision made by to top establish line category sickness credit are leave unions, tuition or to upon management the pensions, pay social group plans, life insurance, recreational these and supplemental refunds expand

hospital programs plans. is of

medical

unemployment

compensation,

programs,

programs consultation

advice

the a are

H.R.department. great deal with of

The insurance

actual

design

of These or

pension insurance of

and

insurance are generally is

programs worked these After handled

requires out by in the plans

technical the

knowledge. companies

programs

conjunction

consultants. claims

installed,

day-to-day

processing

H.R.department ORGANIZATION Organization effectiveness science trust skills, to they Consultants management kinds buildings, managerial HUMAN Another resource or are office shared is new planning has by the this function (also) as several process available and of (3) for elements and skills future implement plans inventory; demand the its by that called people which at the which involved of are to OD survey tap and make the development of an Among is the more all be often collect field, grid activities involved data, are back in OD problems are resolution, diagnose a that objective people open who can general utilizes of in and the the approach a OD variety are directly to the work and they work work of to organization, for of organization among of DEVELOPMENT improving applied the enhance confront level the of and behavioral interpersonal, problems wherever with Typical team and projects. PLANNING in more that recent Sometimes commonly unit. the jobs it for has the planning human including (4) and personnel years a the in specific Human right that are are as human person resource of useful involved. follows: situation of programs adjustment. OPPORTUNITY in or a he with company with who of often others (CEO) bears the either a the the various major equal in the the complies

methodologies.

increase

supportiveness communication knowledge may

direct, contribute in

problem

solutions jointly solutions. meetings,

organization.

interventions conflict exercises RESOURCE has emerged responsibility; the a firm manpower within is

confrontation laboratory and

training

planning). corporate insures times,

primary

responsibilities number

planning qualified to The (1) the

persons

proper provide in human

programming

organization,

satisfaction resources current (2) resource

individuals resource designing

principal goals

human

organization; employees plans; with and

including projected to EQUAL Very

forecast supply; audit (5)

comparison

projected

EMPLOYMENT commonly for the chief laws to who personnel that and someone performs the the executive organization She the duties insuring

responsibility employment detailed this field of

opportunity work or

regulations. within these chief

delegates

day-to-day as

administration function. and

H.R.department along officer

specializes such

department plays a

employment formulation

Usually

executive of

company,

whether policy.

she or he be called the chairman

of the board or the president, equal

key role in

implementation

employment

PERSONNEL Today, these studies. POLICIES The 1925. STAFF The a) i) ii) NEW For for i) are ii) An approved non-contributory contributory TAXATION Provision applicable Ordinance. INVESTMENTS Investments on Loans for held TANGIBLE Fixed lives method assets, of the except other than land which and on Pakistan and ADVANCES advances The by necessary are specific after stated taking the in at in marketable investment securities are for taxation and is based rebates, if new both An employees clerical approved and staff funded for those and for pension For following: Approved An bank employees operates who did the not opt bank maintenance and are in the convention OF account many and planning, organizations to have computers, resources management personnel skills

INFORMATION staffs work. of people systems. Among employee the trained Some benefits in mathematical have been and have information companies analysis,

SYSTEM analysis, applied human

capabilities

applications

inventories,

productivity

THE on the cash basis of under the historical societies with provisions C0-opertive

BANK cost Act,

conformity

RETIREMENT following for the schemes new scheme for the its bank fun

BENEFITS employees: operates the and scheme. SCHEME introduced the 1986

contributory approved who opted officers scheme made: provident for

provident gratuity the for fund new which introduced scheme operates

the

bank

following: contributions and

monthly in lieu

of

the fund.

provident on taxable any, as after laid taking down in in the to

account tax 1979.

exemptions

income

are

stated over

at a

market period net have as are stated the is

value. of of been value ten

Premium years. provisions made of as assets security. ASSETS

bonds

amortized their for to

principal loan

amounts, losses the realizable

loan

losses.

provisions

possible bank

considered

consideration FIXED

is is

not

depreciated, computed to income

at useful

cost

les

accumulated

depreciation. related motor

Depreciation assets vehicles

over

economic balance straight on

charged which

applying

diminishing charged

the

depreciation

asset year. Major

where No

the and of

asset normal and fixed

has

been is

used are are

for

more in to

than

six the

months year as or in and

in

the of when if

accounting disposal. incurred. any, on income.

depreciation

provided charged are investment

Maintenance disposal REVENUE Revenue

repairs assets and

income Gains

repairs

improvements

capitalized.

losses,

included are

current on cash

RECOGNITION from advances recognized basis. HEAD head basis No Deputy Chief Chief Chief Chief Chief Chief Manager, FUNDS maintaining Type Reserve Bad Other & Building Doubtful Fund Funds reserve of funds, Fund No Legal OF as on Fund Fund Amount Manager Manager, Manager, Manager, Board Human Audit Credit & Manager, and Advisory THE 30-04-2001, (Rs) as of of the Bank is general by the at manager board head of General Resources & & Properties who or controls office the affair the s of to the policy framed directors from time

ADMINISTRATIVE The the time. Sr. 1 2 3 4 5 6 7 RESERVE The Sr. 1 2 3 4 Total CURRENT The bank Sr 1 2 3 4 Total The Rs A sum of Rs. 369.993 Bank million and securities, Government cash balances including bank balance has shares of the bank by as on the 30.04.2001 Bank in to 889.996 been of invested other institution according the Saving Fixed Other no bank held up deposits of Nature Current Deposits Deposits Deposits to the tune which of of Rs 1,339.009 is deposit million given Amount Deposits (PLS) as on here (Million) bank administrative Bank on The

following

executives Name

assist

him. Executives Manager

Department Inspection recovery affairs Finance Services BANK under: million 298.248 410.475 103.862 79.401 891.986 DEPOSITS 30.04.2001 the (Rs) 83.946 1042.095 131.280 81.778 1,339.099 stood at million. Government policy under.

laid

down

by

the

State

Bank

of

Pakistan.

HUMAN BANK: The daily bank life has of won

RESOURCE repute .It the is of Resource on the Human also special task. Department issues The of human Department. the the a of the has Human the in the field

DEPARTMENT of agriculture only due and the then are only his ,industrial to the Head team

OF loan proper of comprises and in offers and and the of the for

THE the exact Human chief . board to provided services order

banking Department

been

achieved

functionality Resources managers The of by but The the Human directors the

Resource general may

Department manager

.The

different advice and not policies need and of the a .Then best of of then bank It it the gives of employees the

departments administration offers ultimate advice the to be ,the with under persons expected bank is hired are general his the are and services ,

accomplish

resources

deciders

Resource control first

administration. .The invited team banner college hence post from . of at the

RECRUITMENT: department each is applicants determine is there is against personally TRAINING: Then Human Faisalabad against performance TRANSFER: Human the him Health in the EVALUATION: The employees in system whole union plays an essential are order then to comprises properly of evaluated and to different by different the evaluation depending forwarded management relation .It criteria .The upon and job which . bargains procedures appraisal the UNION: The part for the labor motivate them enhance is performance the it hence and bank. is safety As the job Resource because and the Department the right to matters there are are no of also the of the is bank employed that handled Human by the to apparent dangers the also over deals the with knows right Human post Resource and to see employees the place transfer the by of the of . Department customers through matter. employees Human person Resource Department demands the qualified Resource and each candidates Department Bahawalpur specified and post good so undergo .There the will training are the results the period specified are co-operative training vacancy .If the advertised applications cadre along

post

manager interviewees

manager

interviewer

Districts

appointed increased.

transferring

responsibility

Resource

Department

questionnaire

system

with and Human

the

management of the Resources and by problems upon the

in

the

light

of

the

demands between

of which for each the

the

employees the the dealing

.It formal with and

is

the talks

responsibility

Human

Resource is the also

Department responsible the of of

holds the same

negotiations Department running discharge is

parties. other business. it is is and

organizations Discipline maintained creating depending and Work The work is place the the

necessity Department for

organization bank. he If an be may may he

Human for the severity

Resource

employee warned be

administration of the

nothing, and

the

matter even Place

allegation

suspended terminated. Training:

training .As

is the of

the bank for the

key is good

factor public will

of dealing and

the the the

policies entity status so of

of the the

the work

Human place and bank. COURSES:

Resources training services REFRESHING The

Department integral

factor

policies

refreshing as

courses well.

enhance The are of staff. behalf and

the

potential by are

capabilities are the equally

of staff

the

staff by

and on are

the the for and

performance financial the PAY The are .It The 1) 2) 3) The packages

refreshing attended the So their they

courses

conducted

different

institutions and and of are on posts

members courses is firmly

recommendations managerial enhancement

H.R.Department capabilities by the pay the three Human

Refreshing and

clerical

evaluated

achieved. PACKAGES: Department. and good Human These seniority ones. Resource Direct Graduate Non-graduate

also the are

determined basis filled of low by

Resources yet by the

determined has managerial

performance,

ACR, methods

qualification

comparatively

packages

Department.

promotions Resource .In .According over the and the

are

on

the

seniority supposed also

cum

fitness to with one

basis come

.So up

the and gets the the the

qualified to the old the firing job age is

and of in

the top. the the

efficient Human employees bank .More of

workers case to .It is of

are Department

deals employee, and that

the of it also

retention his cares child for in the ensures resources

deceased qualification Resource is obvious a of

skills the

employee

benefits benefits of key and bank.

Human

Department

employees

Human

Department

importance promotion INFORMATION

playing

complementary

role

development

TECHNOLOGY:

The affairs

information If properly Better

system helps by the in

is

the the

core policy the 1st

of

the hand

operationing and and the accurate the

of

the

each of the

and the The

every business whole

organization. Human system. The Human

formulation

running upon

providing Department

information. Resource and is and

Resource Punjab

functionality system, has good bitterly better

depends

information Department. serving the effectively.

information bank Department

Human system efficiently

cooperative

information and

Resource

WEAKNESSES: 1) The Human policies with Human the e.g. the of the mark have the up rate Resource the Department bank H.R. up are is not of determined However is is 14%.It risks a psychology Department programs for Resource two for employee Resource evaluation the Department centers and study of the to training Department of the are system is at during such employees on is the lacks the normal staff right do for is & not by not off, in the and things working in the not progress Human it for is of normal timely for of very their the functioning and Human the difficult organization the for and lacking refreshing the bank, job, there employee and courses he has are training Bahawalpur of to certain the take bottle centers. which approval necks of training wants Faisalabad is of that the much by the there on its limits Department. Department rate that and developed Resource in many Human up to the mark the board are the are promotion bank higher are hence not of certain State and directors policies Bank of for the proper staff. in in the appraisal 2)The which Pakistan is 3) 4) 5) are 6) the taking 7) 8) 9) slow 10) takes Human Proper bank. Refreshing The proper The hence Human Resource time Resource much courses information automation delaying department to Manager frequently. Resource is bank. the it If procedures The problems Human only an of mark accordance system

Resource

dependent

powers

dependency increased. criteria creating & the There are from for the justified. customer.

increased Employees

insufficient Human

employees.

approval.

Department.

process

Resource

Department

functioning

organization.

RECOMMENDATIONS 1) staff. 2) 3) Refreshing The courses and should criteria be by be adequate the and as more frequent per during the should year. be rules. promotional Human Resource Department The Human Resources should take less time in recruitment and training the

defined

4) can 5) 6)

More

training the be

centers utilized

should by by be

be of

established. the other

If

there

is

lack in

of the

resources, same ethical and of

it

is

difficult,

training the

centers

organizations the more

capacity conditions. values

determining Human

terms Department the the

and the

During The

training and

Resource of

should proper by is adopted Resource 7) the This bank the of era be the of other

emphasized. methods performance functions automatic. and It for conserve to facilitate with and will of this the the procedures Human of the bank. purpose. for one resources. customers check and system. Department.

competitive competitors

evaluation will

enhance Technology.

Information from Resource should

The the

procedures enhance the

should Resource operation for Human

converted Human Department

manual

to

performance Human 8) 9) by window the Human Agents

Department allocate advice the be policies time

ultimately train

resources and and and

Resource in the

Department order to of

may reduce the may

employees

promotion

bank

Resource

Department

appointed

proper

balance 10) Pay packages may be revised in the light of profit earned

by

the

Organization. CONCLUSIONS: No Being The The Human Motivation Duties Human Should Ensures be his doubt .It bank goes is with and and financial out so institute that the the plays the be and be of but Human bank the the working resources Resource like key in versed go the notion job role .Actually this and face substances are the Department analysis, in it age confident reading is the are most .It the human in all saying does of Human important integrate

organization activities

functions Department

recruitment, appraisal hiring, the his the of in not assigns

staffing, system. retention, specified field. .All He this

Training,

designing Resource and to Resource the humane, success

compensation of should natured should

package, employees

employees

promotion manager well .He

specified

persons well have

specialization.

capabilities

victory

everything

But the way of fighting is.