final pres hrm (1)

8/8/2019 Final Pres HRM (1)

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Presented

by

Faheemullah BaigAhmed

Wajahat ullah Khan

TahirAdeel


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Introduction to State Bank

Mr. Shahid Hafiz Kardar

Governor State Bank


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Human Resource Department

State Bank of PakistanVision Statement:

We are c itte t excelle ce at acq iri ,evel i a retai i t e ri t tale t

by:

li i r H licies wit ar et ervi as a strate ic art er t t e li e e art e ts

i isteri s eri r a r t H services


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Human Resource Functions

Performed in State Bank

Human resource Planning and Development

Selection and Recruitment Training & Development

Compensation and enefits

Performance Management


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Human resource planning andDevelopment

Annual Men Po er Plan

Identify the Ne Goals

Check the Inventory

Jo Analysis

Jo Descriptions

Old Jo s Evaluation Process Ne Jo s Evaluation Process

Identifies the Training Needs for the Old Workforce


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RECRUITMENT& SELECTIONy METHODOFRECRUITMENT

EXTERNALHIRING

INTERNALHIRING


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RECRUITMENT & ELECTION

EligibilityFor B sicHiri g:

y Nationality : Pakistaniy Qualification : As p rrequirement

y Age : 18 & above.


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RECRUITMENT & SELECTION

yModeofapplication

y

Methodof selection


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RECRUITMENT& ELECTIONyApplied focused theoretical training (Ph-1)

y Grading And Evaluation (Phase-1)

-Periodic test-Comprehensive Examination

-Passing Percentage


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RECRUITMENT& SELECTIONy PracticalTraining (Phase -2)

- Discipline

- LeaveRules


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Objectives of Training & Development

The expertise guys through provide asic information, skills

& Kno ledge that is needed to accomplish the task.

To upgrade & enhance the kno ledge of S.B.P. employees

through focused, result oriented and vigorous training incentral anking, management and technical areas.

To provide exposure Enhancing and net orking

Opportunities to S.B.P. employees ith other internationalcentral anking communities.


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Some key aspects of T & D

Introduction to company.

Revie of policies & procedures.

Revie of enefits & compensation.

Overvie of expectation.

Introduction to co- orkers, facilities , jo duties.


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Types ofTraining

Post Inductive Training.

Management Training.

Specific Function Training.


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Training Methods

On the jo training. (Jo instruction training)Off the jo training:

oAudiovisual- ase Training.

oComputer ased training/interactive video.

oClass room lectures.

DevelopmentMethod

Jo Rotation.


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Training institutions

Training placement are made in different institutionsoth home and a road hich are as follo s:

NIPAIBP

PIDE

IMF

ADB

WORLD BANK


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Training Evaluation

hy Evaluate ?

Measures of Effectiveness through:

oReacting.oLearning.oBehavior.oResult.


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Compensation and Benefits

y SalaryStructure.

y EmployeesFacilities.

y FRINGE BENEFITS


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SALARY STRUCTUREGrade Salary Scale

S-1 8,100 14,400

S-2 8,573 15,500S-3 9,675 18,700S-4 10,733 22,300S-5 11,903 24,200S-6 13,838 26,400

S-7 14,400 28,600SS-1 10,429 18,700SS-2 13,500 22,900SS-3 16,729 28,300SS-4 20,138 34,900


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SALARY STRUCTURE

y OG-1 16,481 36,600

y OG-2 19,890 45,400

y OG-3 23,704 55,800

y OG-4 29,059 63,600

y OG-5 32,119 69,200

y OG-6 34,650 73,600y OG-7 46,721 91,100


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FRINGE BENEFITS

y STAFF LOAN POLICY

y Purchase/construction of ahouse/apartment forresidential purpose.

y Purchase of Motor Car/Motor

Cycle.y Purchase of Computer and

Printer.


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FACILITY OFBANKS CAR & PETROL CEILING

y Directors & Chief Managers

Car 800 CC Petrol 200 liters per month.

y Executive Directors

Car 1300 CC Petrol 340 liters per month.


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MEDICAL FACILITIES


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Medical Facilities Medical allo ance

Family Medical allo ance

Diseases allo ance FreeHealth checkup

Relaxation in case of Uncertainty like

accident, death etc.


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y CASH AWARDS FOR ACQUIRINGPROFESSIONAL/ACADEMIC QUALIFICATION

y

RETIREMENTPOLICIES

y CONTIRBUTORY PROVIDENT FUNDANDGRATUITY SCHEME:


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y GENERAL PROVIDENT FUNDAND PENSION

SCHEME

y COMMUTATION OF PART-PENSION

y FAMILY PESION

y GRATUITY:


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PerformanceManagement

Getting Feedback is really important

A need for Measurement for Performance

Special System for Measurement of Performance

State Bank uses Bell Curve System


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What is Bell Curve System? Not only a Performance Measurement system ut

Complete Organizational System

Forced Ranking System

Identify Best and Poor

Rates Entire Workforce

Basis of Similar Activity

Basis of their Performance

Workforce is Segregated in Three Parts Organization Makes the Standard Percentile for the

Workforce

Percentile Varies in Different Organizations


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State Bank's Percentile Standard

For Bell Curve System On Similar Work Basis

May Called Department Basis

10% Top 80% Middle

10% Bottom

This Clearly Identifies the Demand of New workforce

Tells to the Employee Clearly where he stands

Basically Pay-for-Performance System


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Working of Bell Shape System

in State Bank

Low Performance Grading

Pressure to Perform

If Perform Better

Promotion Plus Good Rating


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Pressure and Performance


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ButManager Should

Consider in Mind that: No Pressure Slack Performance

Huge Pressure Performance Reduces


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TheMiddle 80%?

Significant in Number

Shows un-interrupted work flow

Have some weaknesses

Provided More Training

Enrich the Skills

Considered for the Next Performance Measurement

Time


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What about Poor Old 10%?

Requires Huge Change

Unsatisfactory

Poor Performer

Sometimes given some time to Improve

Usually Fired

Replaced By Fresh Talent Easy to identify the Demand :-)


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Thankyou..

Any ? plz

final pres hrm (1)

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