Chapter 3

Recruitment and selection

3.1__ RECRUITMENT It is the process of finding and attracting capable applicants for employments. 3.2__SELECTION: It is defined as a differentiating between applicants in order to identify and hire those with greater likelihood of success in a job. 3.3__THE RECRUITMENT AND SELECTION PROCESS: The Human Resource Department is usually responsible for recruiting the new staff and for training them to do their new jobs. Then Human Resource Department has to follow certain procedures before a job can be advertised 1. Vacancy occurs: there are three reasons why a vacancy arises in a business: 2Retirement Promotion Going to a new job Job description: the HR manager the draws up a job description. The job description should contain the basic Information about the vacancy 3The job title The position in the organization chart The list of duties Person specification: The person specification should include the following vacancy. Qualification Experience Personality information, the specification represents the ideal qualities of the person required to fill the

3.4__ EMPLOYEES RECRUITMENT AND SELECTION PROCESS IN DIB: Every organization must be able to attract a sufficient number of the job candidates who have the abilities and aptitudes needed to help the organization to achieve its objectives. There are two sources are used in DIB for recruitment Internal Source External Source 3.5 __Internal source: 3.5.1__ Present employees: In DIB promotion and Transfer are take place from among the present employees. It is a good source of recruitment because they know the organization rules, regulation and policies. The junior employees are transfer to the senior rank. 3.5.2__ Employees Referrals: In DIB when new vacancies are come out the existing employees refer their family members, friend, and relative to the bank as potential candidate for vacancies to be filled up on organization. 3.5.3__ Job posting: DUBAI ISLAMIC BANK also use the policy of job posting as an internal recruitment source. In the job posting system the organization notifies its present employees about job openings through the use of company publications. The purpose of the job posting is to communicate that the job opening exists. 3.6__ External Source: 3.6.1__ Advertisement:

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When new vacancies are come out for professional and technical pocission they make advertisement. It includes advertisement in newspaper, professional journal and technical magazine etc. 3.6.2__ Professional Association: In DIB for such pocission the HR department directly contact with highly skilled and professional personal. 3.6.3__Employment Agencies: a. Government employment agencies usually called un-employment office or employment services. b. Private placement agencies. 3.7__EMPLOYMENT SELECTION PROCESS: It is the process of determining which of candidates best suit organizational needs. 3.8 a. Steps of Selection Process: Five steps in selection process (i) (ii) (iii) (iv) (v) Examining weighted application form Preliminary interview (initial screening interview). Employment tests Checking and verification of information provided in CV, application form and from references. Medical or physical examination. 3.8.1__Examination of Weighted Application Form: Relevant experience, qualification, skills, personality etc are given weight age to compare Candidates. 3.8.2__Preliminary Interview: Interviews are particularly useful for getting the story behind a participants experiences. The interviewer can pursue in

11

depth information around a topic. Interviews may be useful as to follow up certain respondents to questionnaires, e.g. to further investigate their responses. Usually open ended questions are asked during the interviews. Before you start to design your interviewer questions and processes, clearly articulate to yourself what problem or need is to be addressed using the information to be gathered by the interviews. This helps you keep cleat focus on the intent of each question. 3.8.3__Employment Tests: 1) Psychological Tests: (i) (ii) Measure Personality test: Temperament, logic and reasoning ability, Creativity and judgment ability leadership potential, patterns of thoughts, feelings and behaviors. 2) Intelligence Tests: Measure mental capability, test memory, speed of thoughts and ability to see relationship in complex problems. 3) Attitude Tests: Measure attitudes about work and values and measure attitudes about theft (honesty test / credibility). 4) Performance Simulation Tests: Measure practical ability on actual job activities and candidates complete some job activities under structured conditions.

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Chapter 4

Training and development

13

4.1__TRAINING: Training is formally organized program aimed at

increasing the knowledge and skills of employees and change of behavior to ensure high level of performance. 4.2__ TRAINING FOCUS AREAS Training needs to be focused on these following three areas. 1. 2. 3. Development of skills Enhancing the knowledge changing the attitude

4.3__Training and Development when new employees are hired they are trained in order to learn the database used in DUBAI ISLAMIC BANK and are given a little bit of hints regarding the work, which he has to perform there in DUBAI ISLAMIC BANK. In DUBAI ISLAMIC BANK training and development is playing important role. The main purpose of the training and development is to Skill requirements will continue to increase, Workforce will become significantly better educated & more diverse. The role of training departments will change time to time as required. We organize various trainings for our technical support teams and management teams. Employees may be sent to other department, if necessary, for the training purpose. Apart from them the management of DIB believes that systematic training and development helps the bank human resource in enquiring professional skills and expertise, which in turn gives DIB a sustainable edge over peer banks in the todays competitive business environment. On going learning for all is therefore one of the priority areas for the bank. The objective of training activities are to keep DIB employees abreast of latest professional knowledge and skills in all areas banking, as well as to reinforce a passion for the highest quality of customer services at all levels.

14

4.4__Training method in DIB: In DIB when new employees are hired then they need to be trained and developed. In DIB different methods are fallow to train the new employees. On the job training Lecture/Coaching Conference/Seminar Job rotation Job instruction

1) On the job Training: in DIB a trainer teaches the new employees how to
perform your task, they identify the necessary skills to perfume the job. Such kind of training method is follow when the employees are on the job

2) Lecture/coaching: in this method a trainer teaches or guide the new employees

about the knowledge and skills of a specific job. Some time lecture is given when the information is shared to be a large no of employees.

3) Conference/Seminar: The DIB top management conducted the seminar for new
employees to better knows the organization rules, regulation, and policies. If there is any problem for new employees in the organization they discussed with the senior employees.

4) Job rotation: in this method DIB top management moves their new employees to
the other branch of DIB for training.

5) Job instruction: in this method senior employees directly give suggestion to new
employees that to perfume the task 15

6) Objectives:
a. To improve professional competence of various categories of employees in all disciplines to DUBAI ISLAMIC BANK working with a view to maximizing the employees utility, both in the short and long term, to the Authority. b. To provide continued professional education support to the employees, particularly those working on posts of technical or professional nature. 4.5__TYPICAL TOPICS OF EMOPLOYEE TRAINING

1. Communication: The increasing diversity of todays work force brings a

wide variety of languages and customs.

2. 3.

Computer skills: Computer skills are becoming necessity for conducting administrative and office tasks Customer service: Increased competition in todays global market place makes it critical that employees understand and meet the needs of customers.

4. DIVERSITY:

Diversity training usually includes explanation about how

people have different perspectives and views, and includes techniques to value diversity.

5. Ethics: Todays society has increasing expectations about corporate social

responsibility. Also todays diverse work force brings a wide variety of values and morals to the workplace.

6. Human relations: The increase stresses to todays workplace can include

misunderstandings and conflict. Training can prepare to cooperate along in the workplace.

7. Qualitive initiatives: Initiatives such as total quality management, quality

circles benchmarking, etc require basic training about quality concepts, guidelines and standards for quality, etc.

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8. Safety: safety training is critical where working with heavy equipment and
hazardous chemicals. 9. Sexual harassment: Sexual harassment training usually includes careful description of the organizations policy about sexual harassment, especially about what are inappropriate behaviors.

4.6__ GENERAL BENEFITS FROM ERMLOYEE TRAINING

AND DEVELOPMENT: There are numerous sources from employee training and development. Several of these sites suggested reasons for supervisors to conduct training among employees. These reasons include: 1. 2. 3. gain. 4. 5. 6. 7. 8. Increase capacity to adopt new technology and methods. Increase innovation in strategies and products reduce employees turnover Enhances company image. Rick management, e.g. training about sexual harassment, Increase job satisfaction and moral among employees. Increase employees motivation Increase efficiencies in process resulting in financing

diversity training. 4.7__EMPLOYEE DEVELOPMENT Employees know exactly what is expected of them and what the firm for advancement in the job or via promotion requires in DUBAI ISLAMIC BANK. A trend in employee development has been the use of outdoors training in DUBAI ISLAMIC BANK. The primary focus of such training is to teach trainees the importance

17

of working together, of gelling as teams and new software. The purpose of these trainings is to see how employees react to the difficulties that nature presents to them. HRM department helps in Training and development program by performing the following functions Provide employee orientation training. Contribute to management development programs. Provide training and development. Evaluate training.

Any training or development implemented in DUBAI ISLAMIC BANK cost effective. That is the benefits gained by such programs must outweigh the cost associated with providing the learning experience. Training to be more effective, is supposed to be followed with careful evaluation. Different techniques and approaches used to evaluate the training program and if required at any level, revisions and redesigning not be avoided. It is not enough to merely assume that any training In DUBAI ISLAMIC BANK effort is effective; it must develop substantive data to determine whether their training effort is achieving its goals- that is, if its correcting the deficiencies in skills, knowledge or attitudes that were assessed in needing attention. Although training is often used with development, the terms are not synonymous. Training typically focuses on providing employees with specific skills or helping them to correct deficiencies in their performance. In contrast, development is an effort to provide

employees with the abilities that the DUBAI ISLAMIC BANK will need in the future. 18

It is a specification suggests that the job requires a particular knowledge, skill, or ability in DUBAI ISLAMIC BANK. The development process also interacts with other personnel functions, especially performance evaluation compensation training and development and employee relations Development is training people to acquire new horizons, technology, or viewpoints and DUBAI ISLAMIC BANK especially works these issues, it enables leaders to guide their organizations onto new expectations by being proactive rather than reactive.

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Chapter 5

PERFORMANCE APPRAISAL

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5.1__ DEFINITION
Performance appraisal is the systematic, periodic, and an impartial rating of an employees excellence in matters pertaining to his present job and his potential for a better job. Or It is a systematic evaluation of the individual with respect to his or her performance on the hob and his or her potential for the development.

5.2__ NECESSITIES OF PERFORMANCE APPRAISAL Following are some of the necessities for hr performance appraisal system.
The establishment of standards: It is necessary to have standards because these will set criteria for hr assuagement of the performance. The standards must be realistic and achievable and should avoid idealism. The work standards The traits (qualities)

The work standards may be the knowledge of the job, learning of new techniques regularity and punctuality, crisis management, written and oral communication accuracy and speed, organization ability etc. The traits standards can be honesty, responsibility, dedication, consciousness, loyalty, judgment, cooperative, health and physical fitness, personality and appearance etc.

21

Communication

of

standards: Whatever standard are placed should be communicated to each and everyone who is concerned with it because if will be a key to all the performance of the employees. Measurement of actual

performance: For that purpose you must have a system of progress reports or inspection team in order to get the information about the work done. performance with standards. Discuss the appraisal with the employees: If the level of performance is low then what are the reason and causes for it and how it can be rectified. The main purpose of discussing it with the employees is bringing out the actual causes of low performance. Initiate the corrective action. Comparison of actual

P5.5.3__PURPOSE OF PERFORMANCE APPRAISAL: To identify employees for salary increases, promotion, transfer and layoff or termination of services. To determine training and development needs of the employees To motivate employees by providing feedback on their performance levels To establish a basis for research and reference for personal decision in future Evaluation made by relative contributions made by individuals and of organization goals.

entire departments in achieving higher level

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 Criteria for the evaluating the effectiveness of selection and placement decisions, including the relevance of the information used in the decisions within the organization

5.4__OBJECTIVES of performance appraisal: Improving the performances of the bank and its staff members Promotion to higher salary ranges and functional responsibilities Review of salary, assignments and career path. Laying a solid foundation ship between staff and management. Using the process for career planning and professional development of staff. Clarifying staff performances target for all 5.5__METHODE OF PERFORMANCE APPRAISAL: Force choice method Pair comparison Management by objective Checklist method 360-degree method

Forced choice method: - This appraisal method has been developed to prevent evaluators from rating employees to high using this method the evaluator has to select from a set of descriptive statements, statements that apply to the employee. The statements have been weighted and summed to at, effective index. Forced rating scales:-The term used to describe an appraisal system similar to grading on a curve. The evaluator had been asked to rate employees in some fixed distribution of categories. 23

Graphic rating scales: - The term used to define the oldest and most widely used performance appraisal method. The evaluators are given a graph and asked to rate the employees on each of the characteristics. The number of characteristics can vary from one to one hundred. The rating can be a matrix of boxes for the evaluator to check off or a bar graph where the evaluator checked off a location relative to the evaluators rating. Narrative easy evaluation: - This appraisal method asked the evaluator the strengths and weaknesses of employees behaviors DIB still use this method exclusively, where as in others the method has been combined with the graphic rating scales. Management by objective:-The management by objective performance appraisal method has the superior and the employees get together to set objectives in quantifiable terms the appraisal method has worked to eliminate communications problems by the establishment of regular meetings, emphasizing results and being an on going process as process where new objectives has been established and old objectives had been modified as necessary in light of changed conditions. Paired comparison: - The term used to describe an appraisal method for ranking employees. First the names of employees to be evaluated have been placed on separate sheets in a predetermined order, so that each person has been compared with all other employees to be evaluated. The evaluator then checks the person he or she felt had been the better of the two on the criterion for each comparison. Typically the criterion has been the employees overall ability to do the present are an index of the number of preference compared to the number being evaluated. Ranking:-The term ranking has been used to describe an alternative method of performance appraisal where the superior has been asked to order his or her employees in terms of performance from highest to lowest. Weighted checklist: - The term used to describe an alternative method of performance appraisal method where supervisor or personnel specialists familiar

24

with the jobs being evaluated prepared a large list of descriptive statements about effective and ineffective behavior on jobs.

360-degree appraisal: - This is another appraisal method used in DIB. Under 360 appraisal performance information such as employee skills, abilities, and behavior is collected all around an employees.

5.6__PERFORMANCE APPRAISAL IN DIB: It is a process in DUBAI ISLAMIC BANK that significantly affects organizational Success by having managers and employees work together to set expectations, review results, and reward performance. Performance management is a means of getting better results by understanding and managing performance within an agreed framework of planned goals, standards and competence requirements. And to establish a shared understanding about what is to be achieved, and an approach to managing and developing people so that it will be achieved. The Goal of measuring performance is to improve the effectiveness & efficiency of the DUBAI ISLAMIC BANK by aligning the employees work behaviors & results with the organizations goals improving the employees work behaviors & results. 5.7 __Setting Performance standard and expectation in DIB. HRM department plays important role in formulating the performance appraisal systems, it facilitated different departments in setting performance standards and acquiring appropriate appraisal performance method according to the requirements of DUBAI ISLAMIC BANK it also provides monitoring in appraising the performance of employees and hence are necessary for developing effective performance appraisal systems It is a review and evaluation of an individual or teams job performance. An 25

effective system assesses accomplishments and evolves plans for development. it significantly affects organizational success by having managers and employees work together to set expectations, review results, and reward performance. Its goal is to provide an accurate picture of past and / or future employee performance. To achieve this, performance standards are established. The evaluation results are then communicated to the higher authority by the HRM deportment and performance evaluation discussion with the supervisor serves to reestablish job requirements. Thus to set performance the following requirements are achieving by the HRM deportment.
n n n n n

Identify the specific performance and organizational goals. Establish job expectations in DUBAI ISLAMIC BANK where needed. Examine work performed by employees. Appraise performance of employees Discuss appraisal with employee to advance more and more.

5.8__Writing of performance Reports in DUBAI ISLAMIC BANK In DUBAI ISLAMIC BANK performance report is a technique in which the appraiser is given a series of statements about an individual and the rater indicates which items are most or least descriptive of the employee. it is a checklist for a technique whereby the rater completes a form similar to the performance. For this purpose every DUBAI ISLAMIC BANK registration center maintain monthly performance report for the information of HRM deportment and thus gains actual result. 26

5.9__Major performance appraisal method used in DIB: 360-degree method Management by objective 1) 360-degree method

:-First method used in DIB is

360-degree method. In this method information such as employees skills, behavior and abilities is collectected from his supervisors, subordinate, peers and even customers. Objectives/ benefits To know better about employees. Easy to prepare individual reports. 2) Management by Objectives:This is another method used in DIB. In this method top management and bank employees get together to set objective in quantifiable term. In this method old objectives are replaced with new objectives. Objectives/Benefits A major benefit of this method is to eliminate communication problems

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Chapter 6

Compensation and benefits

28

6.1__Fringe benefits: In order to retain efficient and productive employees, organizations, and organizations need to provide employees with an enriched basket of fringe benefits, redefine jobs so that workers perform meaningful tasks, pay equal or higher salaries than the competitors, implement flexible work schedules and sponsor special training or higher education programs. DIB Bank provide following compensation and benefits to its employees Medical allowance House rent allowance Bonus Salaries and wages Inspection Provident fund Sanctions

6.2__Medical allowance: The Bank will reimburse the cost of medical advice and medicines, claimed by the employees for themselves and their dependents up to a maximum 20% of the basic pay of the employee per month, on production of medical certificates from employees indicating disbursement made by him. 6.3__House Rent Allowance: Its 45% of the basic pay to all categories of staff. This allowance is not payable to those who are provided with accommodation by the Bank. 6.4__Bonus: Three to four bonuses are given to the employees every year on the religious festival. 29

6.5__Salaries and Wages: There in no fixed pay scale in the bank. Many people get different salaries even though they had been selected for the same batch under the same circumstances with same qualification. 6.6__Inspections: Inspection teams are sent from time to time from the Head Office to check the performance of various employees and pinpoint any irregularities to take action consequently. 6.7__Provident Fund: 1/12 of every employees salary is deducted as provident fund and the Bank contributes the same. The amount is invested in interest earning securities for the benefit of the personnel. 6.8__Sanctions: Punishment may be awarded in case of misconduct by stopping promotion and bonus. Its an effective tool for improving the performance of the employees, however in some cases it can prove otherwise 6.9__Overtime and premium pay: DIB provide 30 Rupees per hour. If a person exceeds more than a hour, means he spends 2 or 3 or even 5 hours a day, he will not be provided more than 50 Rupees per day. 6.10__DIB LEAVE POLICY Types of Leaves. There are three (03) main types of leaves entitled to a DIB employee. These are as follows:a. b. c. Annual Leave Casual Leave Medical Leave

6.11__TELEPHONE / MOBILE benefits 30

Official Telephone a. Approving Authority. DG Logistics is the final approving authority for the issuance of official telephone connection to the eligible employees of DIB on recommendation of the DG of the concerned Directorate. b. Eligibility Criteria & Ceiling Limit. The employees of DIB of officers Cadre/Grade mentioned below are authorized to apply for the issuance of official telephone connection with the under mentioned ceiling limits: Residential Telephone a. Approval Authority Chairman/DG Logistics is the final approving authority for the issuance of residential telephone connection to the eligible employees of DIB on recommendation of DG of the concerned Directorate. b. Eligibility Criteria & Ceiling Limit. The employees of DIB of officers Cadre mentioned below are authorized to apply for the issuance of residential telephone connection with the under mentioned ceiling limit: 6.12__Mobile Phone Approving Authority Chairman/DG Logistics is the approving authority for the issuance of mobile connection to the eligible employees of DIB on recommendation of the DG of the concerned directorate. Note: Mobile sets will not be provided by the organization. However the employees who have already been issued cellular sets by the authority, will be required to pay the depreciated cost of the handset they are currently using in order to retain the same. .6.13__Medical facilities for family members Save as provided otherwise in this policy, the family of an employee shall be entitled free of charge, to medical attendance and treatment from an authorized hospital on the scale and under the conditions allowed to the employee himself, and this shall include 31

confinement of an employees wife in a hospital but not pre-natal or post-natal treatment at the employees residence. The following relations of the employee are entitled to full medical allowance coverage as allotted to him/her as per scale and DIB Laws: a. Parents including mother and father b. Wife or Wives which ever the case may be. c. Husband. d. Legitimate children. (Whatever the number be).

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Chapter 7

Mobility and separation

33

1) Mobility 7.1__Promotion: Promoting entry-level employees to more responsible positions is one of the best ways to fill job vacancies and important reason in DUBAI ISLAMIC BANK, which do by human resource planning system. DUBAI ISLAMIC BANK that has human resource planning system uses succession plans and replacement charts to identify and prepare individuals for upper level positions. Skills inventories are useful in identifying individuals who have the potential for advancement, and individuals desire to be promoted can be assessed in the performance appraisal review. A promotion from within policy can stimulate great motivation among employee, and this motivation is often accompanied by a general improvement in the employee morale. Tests are also conducted in order to promote employees. In DIB promotion are made on the basis of : Seniority Merit performance 7.2__Transfer: Employees are transferred in order to maintain demand and supply and to balance the surplus and deficiency of employees. In DIB transfer are made where in other department, there is shortage of the employees 7.3__Demotion: 34

In DUBAI ISLAMIC BANK demotions have long been associated with failure, but limited promotional opportunities in the future and the fast pace of technological Change may make them more legitimate career options. This type of case has not come in the notice of the higher authority presently. 2) SEPARATION: 7.4__Layoff: There are many alternative methods in DUBAI ISLAMIC BANK of reducing labor Cost. That management should explore before deciding to conduct a layoff. These alternatives include things such as early retirements, employment policies (Attrition and hiring freeze), job redesign (job sharing), pay and benefits policies (Pay freezes and cuts), training, and other voluntary workforce reductions. A layoff can be a traumatic event that affects the lives of thousands of people, so managers implement the layoff carefully in DUBAI ISLAMIC BANK. Issues that need to be considered include how to notify employees, developing layoff criteria, Communicating to laid-off employees, coordinating media relations, maintaining security, and reassuring survivors of the layoff. 7.5__Termination: Involuntary separations occur when management decides to terminate its relationship with an employee due to big blunder, corruption and disciplinary action etc. or a poor fit between the employee and the organization. 7.6__Resignation: As per DUBAI ISLAMIC BANK rules any employee right to resign his/ her services although if he/she has not gone to NSRC abroad within past two years. He/ She may resign to inform DUBAI ISLAMIC BANK higher authority before one 35

month and if he/ she did not so, then the last month salary will be deducted otherwise he / she would be terminated. 7.7__Retirement: As retirement becomes an inevitable reality, in the decline stage, there is frequently a period of adjustment, where many begin to accept reduced levels of power and responsibility. This type of policy is only made for Ex-DGR staff and deputed staff.

36

Chapter 8

Swot analysis

37

SWOT is an acronym for an organizations strengths, weaknesses, opportunities and threats. A SWOT analysis consists of sizing up a firms internal strengths and weaknesses and its external opportunities and threats. Its a tool, to get a quick overview on a firms strategies situation. The SWOT analysis of DIB, Main Branch Peshawar is as follows: 8.1__STRIENGTH OF DIB: banks. Easy assess to the customers at their residential localities through a Considered to be a trustworthy and highly secure bank. In the past and presently having a marketing strategy in place and The branch staff is motivated to make it one of the best branches high number of branches. NBP, Main Branch Peshawar is a profitable branch. Most economical pricing of products and services as compared to other

therefore able to tap into the vast market. 8.2__ WEAKNESSES OF THE BRANCH: There are some weaknesses of the branch. Which are discussed Below? Tall bureaucratic structure that is inappropriate for a commercial bank and limits progressive activities. The tall structure has results in a smaller span of control which has led to less delegation of authority. This has minimized the growth of DIB. Not targeting and paying attention to higher class accounts like corporate accounts. 38

 No implementation of modern technology in small branches in rural areas.

Employees behavior with the customers is ordinary and below the average in The authority of the manager in decision-making is limited. Employees are facing fears of downsizing.

small branches.

8.3__Opportunities: An opportunity exists in form of opining a separate ladies department within the branch, in order to give equal opportunity to ladies. Growing polices of the government on businesss and commerce sector provides DIB an opportunity to efficiently meet business peoples requirement of instant cash financing facilities. Customer feedback on various products and services could be immense help to DIB. DIB has opportunity to introduce latest technology in small branches. With the introduction of more branded products and services DIB could grab the market from other nationalized and foreign banks. Customers already trust DIB and with the introduction of such products it would be an incentive for them to become customers. Employees should be sent for training and seminars to get advanced knowledge about banking. 8.4__Threats: The increased number of nationalized banks becoming privatized and foreign banks operating in Pakistan is a major threat for DIB. The aggressive marketing campaigns of foreign and private banks result in customers shifting their money to these banks. 39

 Lack of consistency of government policies often directly affects DIB. Reduction in business activities in the country Political economic situation of the country

Chapter 9

Recommendation and improvement

40

9.1__ Recommendations for Improvement:

From the quantum of profit and its financial date it can be easily judged that after privatization, Dubai islamic bank is performing well. Its deposits are rowing day-byday and so its profitability. The controlling body is responsible for the productive performance of the bank following are many observation and suggestion to improve the efficiency for the development of economy: 1) Pakistanis working abroad through DIB send a big portion of one remittance. As we know a big portion of this amount is wasted in purchase of luxuries. The people can be motivated to save money by offering various investment schemes. The rate of profit should increase 1% or 2% than other banks and it would be profitable step for bank.. 2) Staff turnover particularly of trained staff result in financial and other losses. The amount spent by bank on employment, induction and training of outgoing officers constitutes to beat till another officer should ready prove this work. The exodus of bank officer in the past has worsened the situation. 3) Most of the bank employees are sticking to one seat only with the result that they become master of one particular job and loose their grip on other banking operations. In my option all the employees should have regular job experience all out-look towards banking. The promotion policy should be reviewed. 4) Refresher coursed for the staff is most important in any international organization. All the employees should have these coursed according to their requirement. Foreign experts can also be called for this purpose. 5) Every year some of the employees should be sent for training to another countries and employees form other branches should be brought here. Some more riding material should be provided. The purpose should be to educate the employees 41

with the advance studies in their fields. The employees should be provided the opportunities to attend and participate in seminars and lectures on banking. 6) Banks should give some more incentive to its employees in order to remove the conflict between lower and higher officers and should try to improve the working

condition of the bank. As such, system should be designed that every employee who has some problems with his officers can communication it to higher management and some steps must be taken to improve that. 7) A proper and conducive centrally managed Internship System should be designed, so that the forthcoming business students could be able to get firsthand practical touch. 8) For the last many years, the management of DIB is continuously closing its unprofitable branches and lying of the personnel of these branches. This is creating a situation of unemployment in the country. This should be stopped and an incentive for the bank personnel should be introduced. 9) 10) The management of the bank should take care of its shareholders and a stable policy regarding cash dividend should be adopted. The bank management should formulate such policies as to target home appliances market for middle class group because it is a larger market available with the bank to serve. In this regard proper leasing schemes should be introduced. 11) 12) 13) The process of establishing On-line Banking system should be conducted at a fast pace, so that a large number of clients could be served. The automation process should be conducted at a fast pace. The bank should take into series attention to conduct foreign business. Otherwise, foreign banks will capture the foreign market. In this respect the bank should capitalize its huge branch network. 14) 42 The ATM machines and other instruments of the banks should be user-friendly.

9.2__Conclusion:
It is evident from this report and the financial statements of DIB that it is making progress by leaps and bounds. The profits of DIB have grown considerably during the last few years and this trend is expected to continue into the future. Therefore, we conclude that DIB has a very prosperous present and future, which assures the shareholders of wealth maximization. Side by side of it I think that if bank would be able to cover and control on the above mentioned recommendations then it would be in such a situation that will really lead it towards the road of prosperity, development and integrity. And with the above mentioned sentences I think there is too fault of the customers and in order to make the proper working of the bank the customers should also cooperate with the bank which will be really a good, ambitious and diligent condition for the bank. And then bank will be really in such a situation and position to compete its competitors in the country as well as on international level.

References:
www.DIB.com.pk www.sbp.org.net.pk www.pkeconomist.com www.punjab.gov.pk www.coper/hrm.ca

Books & Journals: Human Resource Management (Gary Dessler) Human Resource Management (David Decenzo) Public Administration Research Center (1981). Islamabad Annual Report 2006, 2007 DIB Bank ltd. 43

 Journal of Applied Psychology. Pp 81,557-574.

44