The document discusses performance management at The Bank of Punjab (BOP). [1] BOP measures employee performance based on criteria like achieving targets, implementing procedures correctly, customer service standards, and teamwork. [2] Performance is appraised semi-annually through reviews of the past 6 months' work. [3] Employee compensation and promotions are linked to performance appraisal results.

1. Performance Management
Project on:
The Bank of Punjab
SAJJAD HUSSAIN (25)
ABUBAKR NAZIR (2538)
ABDUR REHMAN (25)
Submitted to:
SIR MUDASSIR
International Islamic university Islamabad

2. Project report of performance and compensation management:-
Introduction:-
Performance management is the process of creating a work environment or
setting in which people are enabled to perform to the best of their abilities.
Performance management is a whole work system that begins when a job is
defined as needed. It ends when an employee leaves your organization.
Consultants are using the term “performance management” as a substitution
for the traditional appraisal system. I encourage you to think of the term in this
broader work system context. A performance management system includes the
following actions.
* Develop clear job descriptions.
* Select appropriate people with an appropriate selection process.
* Negotiate requirements and accomplishment-based performance standards,
outcomes, and measures.
* Provide effective orientation, education, and training.
* Provide on-going coaching and feedback.
* Conduct quarterly or semi annually performance development discussions.
* Design effective compensation and recognition systems that reward people for
their contributions and performance in the organization
* Provide promotional/career development opportunities for staff.
The Bank Of Punjab-Established in 1989, in pursuance of The Bank of Punjab
Act 1989 and was given the status of scheduled bank in 1994. The Bank of
Punjab is working as a scheduled commercial bank with its network of 272
branches at all major business centers in the country. The Bank provides all
types of banking services such as Deposit in Local Currency, Client Deposit in
Foreign Currency, Remittances, and Advances to Business, Trade, Industry,
and Agriculture A wholly owned subsidiary of BOP First Punjab Modaraba
(FPM) was established in 1992 and is being managed by Punjab Modaraba
Services (Pvt) Ltd. This lends more stability and resilience to the Bank’s

3. financial health that portends promising prospects of rejuvenated operations,
robustness in business continuity and much strengthened capacity for
achievement of sustainable growth, diversity, and all-round progress in every
facet of banking.
we got the information about there performance and compensation
management of there employees. The bank was open in 16 November 1989.Mr.
tajamal hussain was the first president of the BOP. The currently president of
BOP is Mr.naeemuddin khan.the hiararchy of the over all of the bank is
Chairman
President
Dupty CEO
General manager GM
SEVP
EVP
VP
VPI
AVP
AVPI
OGI
OGII
OGIII
Cash officer CO
Admin Assitant officer AAC
In branches
Chief manager
Operational manager
Staff officers(5 to 9)
pions
The departments of the BOP are
Chairman secretariat
President secretariat
Dupty CEO office
Liability development division
Broad base liability
Operations division
Trade processing centre
O & M department

4. Fraud risk management
Cash management
Finance management
Credit risk management division
Consumer Cell
Human resource division
Law department
Audit compliance Cell
General service division
Credit policy department
Commercial Banking Group
Corporate and ivestment banking group
I.T staff
Training department:-
The BOP have their own training department for the improvement in the
employees and to enhance the skill levels of their employees if needed the
trining centre is OTI officers trianing institute and also there employees were
trined through other institues when needed like from IBP institute of bankers
pakistan.
Performanace management at Measurement method :-
BOP:GOALS
Objections or irragularities pointed
The performnce of the employees at out
bop is measured under the
instructions given by the state bank of DCFC
Pakistan through a certain creteria Checking problems daily
which is: Responsible to work in the
general banking in accordance with Weightage is 25% for above
bank policies and procedures and SBP instructions.
instructions.
Implmentation of all service
operational procedure SOP in
true spirit and bringing
improvement in the branch
working by implementing
policies of the SBP
Ensure full compliance with
risk management policies
and procedures and do not
follow the audit objections in
future

5. Implmentation of DCFC
Check and balance of online
banking daily and report IT
department if any problem is in No of adverse transactions
system reported
Employees when performing Smooth flow in performance of
duties they must bring quality the duties
to there work and KYC know No of incidence of fraud and
their custumer and also falsification
increase the customer This process is weighted 30%.
satisfaction
Then they also bring quality to
customer services by
continuously improving existing Service standerd of branch
process and must dispose No of complaints received
customer complants if any and TAT of each transaction
also moniter the TAT turn This process is weighted as
arround time of each 15%.
transaction.
TQM at practice for cusmer
satisfaction
Achievement of individual Achievement of targets given
depoit targets on the monthly time to increase the desired
basis through mobilization of results
the low cost deposit. This process would be rated
Facilitating the branch as 20%
manager BM and branch
operational manager BOM by
attending value customer
and also persuading new
customers to deposit there
cash in the bank this process
increase the relationship of
the BOP with customers.
Actively participating in the
marketing activties to
enchance the bank deposit
among different competiters
Ensuring of the decorum and Punctuality

6. disipline in the branch. Observance of dress and
Timely arrival of employees at behavior eith other
the branch and observance of colleagues
the dress code Team work
Developing the healthly This process is rated as 10%
environment at office work to
enhance the productivity
level and have to participate
with other employees which
all benefited in collaborative
working and team work is
quit efficiently done
Performance Appraisals at their practices:-
Performance appraisals at bop were taken in the mid of the year and at
the end of the year in june and in december which we may called semi
annually.The employees were rated by their superiors particularly in
branch by their operational managers and chief managers who appraised
them by short listing their reasent past performance.

7. Performance measurement categories were used which are mentioned
above
The annual increments of the employees were on the basis of the
performance appraisal results and also the raise in the salary of the
employees is also on the basis of the performance appraisal.
The promotions of the employees were also done by short listing the last
three (3) years performance appraisals and also the EID bonuses were
increased or decreased by using relative information of the performance
appraisal systems.
They do not use the 360* approach because this is expensive process
and also time consuming.
Medical facility for employees:-
BOP contracted with the Allianz EFU insurance company for facilitating
the employees if their would be any uncertain health problem of the
employees and as well as their familiy
Shifa international hospital and maharoof international hospital were
on their panel.
Loan for employees:-
Staff car loan
House buliding finance loan
General purpose loan
(QCL) quick cash loan