Human Resource Management project (ppt).

Project of HRM

1. HUMAN RESOURCE MANAGEMENT
INTERVIEW PROTOCOL
Submitted by:
•Muhammad Tayyab(108)
•Isha Ahmed(111)
•Faiz Muhammad(114)
•Tasbeeha Raza(126)
•Fatima Munir(144)
•Affan Pervaiz(148)
Submitted to:
Ma’am AsbahShujaat

2. BANK OF PUNJAB
BOP VISION
“Your banking partner is creating value and improving lives.”
BOP MISSION
“Meet customer needs through innovative technology
products/services to drive business growth while promoting
financial inclusion, diversity and prosperity across the nation
with a motivated team through culture of excellence and
empathy”.

3. STRATEGIC HUMAN RESOURCE MANAGEMENT
❑MAIN ACTIVITIES
•recruitment, promotion, grading, motivation, performance appraisal
system
•score card system, compensation and benefits, workforce planning and
development.
❑DEVELOPMENT & IMPLEMENTATION
•Heads of respective functional departments as main resource
•Meeting called with these HODs
•Implementation of strategy in their respective departments
•Human resource business partner is another department for assistance
❑HR COLLABORATION WITH OTHER DEPARTMENTS
•Yearly activities for determining needs e.g manpower, grading, budgeting
etc
•Direct link with HODs, different branches, regional offices
•Hr collects all the requirements and then take decisions accordingly to
align with organisational goals.
•Decisions are cost and time effective

4. SUCCESSFUL STRATEGIES BY BOP
❑COMPENSATION STRATEGY
Recently we did a survey. When the turnover increased of employees
resignation. We hired a third party to evaluate the salaries offered in
market for the same jobs as compared to the ones our organisation
was offering (If they are more or less). As a result, we got to know
that some jobs in market were high paying than ours and some were
less. We divided the salaries of our employees in three years time
span in such a way that their salaries would rise in those years and
ultimately will reach the level going on in market to achieve
employee satisfaction.
❑IBP TRAINING STRATEGY
Another example is a training programme conducted by IBP. It was
an online training programme and was much effective. Now it is
mandatory for the employees, they cannot be promoted until they
complete their training. We have a system on our portal which
reminds the employees to complete such training plus emails are
sent as a reminder. Both these strategies were effective. Many
employees had an increased salary as a result including myself.
Increment other than salaries were 40k-50k based on appraisal.

5. TRAINING AND DEVELOPMENT
❑TRAINING & DEVELOPMENT DEPARTMENT
•L & Dc department of BOP.
•Offers different trainings for skill and career
development.
•Some trainings are mandatory for employees.
❑TRAINING NEEDS AND EFFECTIVE METHODS
•needs are determined through self assessment of
employees, levels of management and score card system.
•Managers and hr decide most effective method for
employee in accordance with KSAOs and career
development.

6. WORKFORCE PLANNING AND RECRUITMENT
❑DETERMINATION OF STAFFING REQUIREMENTS
•organisational needs, budget, business goals and market demands
❑DIFFERENT PLANS
•extra allowance for overtime
•incentives
❑RECRUITMENT PROCESS
•requirement form given by HODs, managers
•determining method of recruitment (internal, external etc)
•Decision for advertising through newspapers, social media, rozee.pk,
linkedin, or recruitment agencies.
•Interview
❑TOP TALENT AND DIVERSITY
•top talent strategies include partnerships with recruitment agencies,
attending job fairs, and utilising online job platforms
•For diversity BOP has set a quota for people of different cultures and it
also has a target for diversity of employees which must be achieved.

7. PERFORMANCE MANAGEMENT
❑PERFORMANCE APPRAISAL
•Ranking on basis on performance.
•Score card system
•Decision criteria for employee promotion or training
❑KEY PERFORMANCE INDICATORS
•for job evaluation
•different KPIS for different employees
•at the end of the year KPIs are checked and then the
employees are ranked accordingly
❑TOTAL QUALITY MANAGEMENT
•All processes of performance appraisal including the KPIs
ensures the total quality management principle.

8. COMPENSATION
❑ATTRACTING AND RETAINING TOP TALENT
•salary according to market
•special compensations(different loans with less interest)
•Allowance for overtime and extra activities
❑LAWS AND REGULATIONS
•third party is hired for this process and they set salaries
according to benchmarks following all rules and
regulations.
•all compensations are set according to State Bank Of
Pakistan (SBP’s) rules and regulations.