Human Resource

Management Presentation
Submitted To: Miss SOFIA BANO
Class ID: 109413.
Course: Human Resource
Management
GROUP MEMBERS:

HAMZA-12849
YOUSUF-11274
ASIM-63429
 State Bank of Pakistan

 The State Bank of Pakistan (SBP) is the central bank of Pakistan.

 The State Bank of Pakistan Act 1956, with subsequent amendments, forms the basis of its operations today.
 The headquarters are located in the financial capital of Pakistan, Karachi
 The bank has a fully owned subsidiary with the name SBP Banking Services Corporation (SBP-BSC) which is the operational
arm of the central bank.
 SBP-BSC has branch offices in 15 cities across Pakistan, including the capital city Islamabad and the four provincial capitals
and has head office in Karachi.
 State bank has other fully owned subsidiaries as well namely.
 National Institute of Banking and Finance (NIBAF) which is the training arm of the bank and also provides training to commercial banks.
 Deposit Protection Corporation (DPC) and recently SBP was given ownership of.
 Pakistan Security Printing Corporation (PSPC) as well.
Hierarchy of Human Resource Department in
SBP

Executive Additional Senior Joint

Director
Director Director Director

Joint Director Deputy Assistant

Officer
Director Director
 Recruitment and Selection

 In SBP Recruitment Process starts when the Annual Business plan is made.
 In the SBP, the bank takes a survey on how many employees (manpower) are currently enrolled in the bank
and how many there should actually be.
 The gap between the number of employees needed and the number of employees enrolled is calculated and
the recruitment drive is then started.
 The ABP starts every year in March and is concluded in July/August after which the recruitment drive is
then started.
 Recruitment and Selection
(cont’d)

 In recruitment, not every internal candidate can apply for a position.

 There are certain conditions for an internal candidate to fulfill.
 For example, if there is a vacant position in SBP, specific internal candidates can apply for that position (in
the form of promotion).
 If no eligible internal candidates are found for that position, SBP then moves on to recruiting external
candidates.
 Performance Management

 SBP has a Performance Management System.

 At the start of every year, goals are set for each individual employee including a timeline (one year) for
which they are supposed to complete the goals in.
 A brief discussion after 6 months takes place, informing the employee about his progress.
 At the end of the year, his progress is again discussed and reviewing how much he was successful in
completing his goals over the year, he is then given a performance rating.
 Performance Rating is given in the form of a Grade (A,B,C etc.)
 Performance Management
(cont’d)

 An employee can provide feedback about his manager through PMS.

 PMS has an option for employees to provide feedback about their managers by filling out the specified
column in the PMS.
 Another way is through the Whistle-Blowing Policy.
 This policy states that a staff can report any type of problem with his manager to the management.
 Yes it is. The greater the performance, the greater the position in the merit list which means greater rewards.
 Training and Development

 Yes, there are regular training sessions for employees

 They are compulsory for each and every employee.
 There are two categories of employees: Individual Contributors and Middle Management.
 Individual Contributors have to complete 100 hours of training each year
 Middle Management have to complete 50 hours of training each year.
 Training and Development
(cont’d)

In House Training:
In house trainings are designed to lower travel cost, minimize displacement from work stations and attract
maximum participant.
Higher Education:
To develop its human resource for future challenges, scholarships were granted for higher studies pursued
domestically and abroad .
Foreign Training:
Officers attended various training courses, workshops, seminars, pertaining to core & support function of the
SBP.
 Succession Planning

 Candidates who have a good grade in their performance.

 They are well known for the managerial skills and responsibility.
 They can take on extra work without any problems.
 They are usually a grade or two below the position they would take over.
 Succession Planning(cont’d)

 In SBP’s succession planning policy, it is already defined that whose successor should be ready to come in
place if the person leaves (critical seats are defined in the policy).
 The person chosen to become the successor of a position is given regular assignments (relating to the work of
the position) and given training sessions of a senior level position.
 There are 3 types of Succession in SBP
 Immediate Succession.
 Short Term succession.
 Long Term succession.
 Compensation and Benefits
(cont’d)

 Compensations: Rewarded in the form of salary bonuses and Rest and Recreation (RR leaves).
 Benefits: Free medical, free petrol, free membership of SBP gym and free membership of SBP library.
 Salary Bonuses are given according to the position in the merit list.
 The greater the grade, the greater the position in merit, hence greater bonuses.
 Employees with unacceptable performance (Grade D) are not rewarded.
 Employees with a better grade than Grade D are rewarded through one way or another.
 Compensation and Benefits

 Two types of increases given to employees in SBP.

 The greater the (rating/grade) of the employee, the greater the increase in his salary (or in terms of bonuses)
would be given.
 The Salary Survey compares the salaries of employees in the market with the salaries in SBP and then
adjusts those salaries accordingly.
THANK YOU!