Professional Documents
Culture Documents
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
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
guidance
especially
(internship)
is
the
put
in
by of I
the
of in
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
organization
statement.
training
development my perception
process via
organization courses it
making tried
resources.
report books of
according
the
implemented the
business
comprehensive department
sophisticated
elaborated
judgment
resource
organization.
the
of
the
have
tried of
my the the
level report
best will
to report
make the
the
report to easily.
elaborative. in
way
involved
resources I my
capabilities am recommendation
managerial oblige and me by of the degree Cooperative procedure will the bank be
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
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
members
internship
satisfy
regarding the
equipped
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
central
cooperative credit
cooperatives. Establishment banking converted urban and of stood on manage Banks. VOLUME was cooperative central/
banking
According
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
Government cooperative
Rs.16.235
million.
authorized
unlimited
purchase
manner
as
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
departments
general
manager
department
directors
Department. 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
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
incentives
hence
persons complaints
proper of the
products takes
measures person
specifications,
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.
advisory, has
departments advantage
whether
specialized the
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
Ordinarily revised
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
suspended. manager on
increases, occur
operating
department.
have
supervision past be other fact, so the experience people people. this direct are
employees
Successful sensitive, continually functioning management. people providing SERVICE The tasks the claims records personnel Control The conform function quality that
centered.
cognizant
obligation
structure
organization.
Management goals
organization
satisfactions
organization.
service such of
of as
when functions. in
employment,
recruiting, Training
applicants
performed staffed
Organized adequate
through setup,
H.R.Deptt through
instructional
materials been
available. service
pension that
programs functional
H.R.Deptt.
maintenance
adequate
employee within
function
permeates
specialties
carries line
performance
department
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
management
directing
described
particular
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
maintain selection
employee one
reference requested
H.R.Deptt
However,
large-scale
program and
unskilled authority
workers,
commonly
granted
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
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
seniority company.
rights This
filled
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.
responsibility needs the results. appraisal assignments central For activity For activity He diagnoses provides those the plans those in If personnel the
of
the
relations a
to
management. service
needs
established, usually
room and
administrated
understudies,
broadening H.R.Deptt.
coordinated
personal
manager
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
adopt
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
and noise,
environment
cause hygienists
occupational
chemicals hazards
radiation,
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
headache,
consulting
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
and be o
properly and is
guarded. so
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
responsibility of line penalties this the has that case to can is clear
penalties and
Frequently
penalties
management
commonly, and is
employee
discharge in
especially
companywide
uniformity
has
been
by sole of
national exclusive in
labor to
relations wages,
agency tasks
employees,
management
bargain
regard
conditions
employment. negotiation,
involved handling.
handling
labor
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
acting
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
medical
unemployment
compensation,
programs,
programs consultation
advice
the a are
The insurance
actual
design
of These or
pension insurance of
and
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
direct, contribute in
problem
organization.
interventions conflict exercises RESOURCE has emerged responsibility; the a firm manpower within is
training
primary
responsibilities number
persons
programming
organization,
principal goals
human
comparison
projected
EMPLOYMENT commonly for the chief laws to who personnel that and someone performs the the executive organization She the duties insuring
opportunity work or
delegates
day-to-day as
specializes such
department plays a
employment formulation
Usually
executive of
company,
whether policy.
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,
capabilities
applications
inventories,
productivity
THE on the cash basis of under the historical societies with provisions C0-opertive
conformity
RETIREMENT following for the schemes new scheme for the its bank fun
BENEFITS employees: operates the and scheme. SCHEME introduced the 1986
provident gratuity the for fund new which introduced scheme operates
the
bank
monthly in lieu
of
the fund.
exemptions
income
are
stated over
at a
bonds
principal loan
loan
losses.
provisions
possible bank
considered
consideration FIXED
is is
not
at useful
cost
les
accumulated
over
charged which
applying
diminishing charged
the
depreciation
where No
the and of
has
been is
for
more in to
than
six the
in
the of when if
depreciation
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
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.
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
banking Department
been
achieved
functionality Resources managers The of by but The the Human directors the
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
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
the
in
the
light
of
the
demands between
the
is
the talks
responsibility
Human
organizations Discipline maintained creating depending and Work The work is place the the
Resource
employee warned be
administration of the
nothing, and
the
allegation
training .As
is the of
key is good
of dealing and
of the the
the work
Department integral
factor
policies
refreshing as
courses well.
the
potential by are
of staff
the
staff by
and on are
performance financial the PAY The are .It The 1) 2) 3) The packages
courses
conducted
different
Refreshing and
clerical
evaluated
achieved. PACKAGES: Department. and good Human These seniority ones. Resource Direct Graduate Non-graduate
performance,
ACR, methods
qualification
comparatively
packages
Department.
are
on
the
cum
basis come
.So up
and of in
are Department
the of it also
skills the
employee
Human
Department
employees
Human
Department
playing
complementary
role
development
TECHNOLOGY:
The affairs
is
the the
of
the hand
of
the
each of the
formulation
running upon
providing Department
Resource Punjab
depends
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
If
there
is
lack in
of the
it
is
difficult,
training the
centers
determining Human
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.
The the
manual
to
ultimately train
Resource in the
Department order to of
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
Training,
package, employees
employees
specified
specialization.
capabilities
victory
everything