Professional Documents
Culture Documents
BANK LIMITED
Submitted To:
Major Nauman Majeed
Submitted BY:
Muhammad Adnan Anwar 8151
Affan Ihsan 8166
Wajid Hussain Shah 8116
Mateen Arslan 8115
Atif Ehsan Ullah 8158
Saqib EHsan Ullah 8160
Sajid Altaf 8120
Ahsan Nawaz 8147
1
DEDICATION
We dedicate this project to our Performance teacher, Major Nauman Majeed and
to Our Parents who was the source of Motivation and inspiration through out of
this project.
2
ACKNOWLEDGEMENT
3
TABLE OF CONTENTS
PERFORMANCE APPRAISAL 6
APPRAISER AT ABL 7
PROMOTION CRITERIA 8
RATING SCALE 10
CHECKLIST 10
MANAGEMENT BY OBJECTIVE 11
4
PERFORMANCE APPRAISAL AT ALLIED
BANK LIMITED
5
PERFORMANCE APPRAISAL
Appraisals are the fact of organization life.
Hiring the best employees and training them does not ensure that
employee give their best performance. To ensure this, organization must keep a
check on their performance. This check on an employee’s performance can be
kept through performance appraisal.
6
APPRAISER LEADERSHIP ATTRIBUTES
Leaders can model desired behavior and prescribe behavior sought from
staff. This modeling carries the advantage of organizational prestige and power
associated with the position.
APPRAISER AT ABL
7
PERFORMNACE APPRAISAL SOFTWARE
ABL uses a database system that keeps important information about
employee’s performance appraisals forms. There is no specific software which
can evaluate the performance of the employees thought the year and then fill the
appraisal form. The appraisal forms are filled manually by the branch manager
and then they are stored in a file the information in the data base system of the
appraisal forms is related with the employees.
PROMOTION CRITERIA
In ABL according to management there is only one major criterion for
promotion of employees
Performance
Time span
The concept of performance is emphasized and the promotion and career
development path is based on Performance of the employees, those who perform
outstanding and according to expectations of the management have better
chances of promotion and increase in their salary bank requirement means that
the company requires particular skills and competencies and its strategy demand
certain people to be promoted.
8
PERFORMANCE APPRAISAL CRITERIA
The areas and criteria focus in performance appraisal process are of
following.
Skill:
The degree to which the job requires the person to perform different tasks
and involves the use of number of different skills, abilities and talents.
Whether the employee has the maximum knowledge of his Respective job
duties.
Behavioral competencies:
9
METHODS FOR PERFORMANCE APPRAISAL
ABL use different techniques for assessing employee’s performance and
performance appraisal form are made at corporate level. They use following
techniques:
♦ Rating Scale
♦ Checklist
♦ Management by objective
RATING SCALE
In ABL rating scale is the oldest and most widely used method of appraisal
for their employees. In this method, they evaluate employees job related aspects
i.e. work skills like record keeping and solve queries and also employees
personal characteristics which includes Cooperation, loyalty, dependability,
attendance, honesty, integrity, attitude, initiative, written and interpersonal
communication.
This rating scale is used for measuring “quantity of work and quality of
work”.
To use the rating scale, the assessor goes down the number of traits and a
range of performance for each the employees is then rated by identifying the
score that best describe his or her level of performance for each trait.
According to ABL, this method is
less-time consuming to measure performance
It provides a quantitative analysis as well as qualitative data.
CHERKLIST
The second technique used in the performance appraisal is checklist.
Some pre determined task and responsibilities are kept in a written form by the
management and a copy of that is provided tot the employee who has to perform
10
those task in a given span of time and the tasks done or performed successfully
add points to the appraisal forms.
Management by objective
A third technique used in the performance appraisal method is
management by objective. The performance of the employee is rated according
to the goals and achievements achieved by the employees during the appraisal
period .the larger weight age in the appraisal form regarding the performance of
the employee is provided thorough this technique.
11
LEGAL & ETHICAL ISSUES IN APPRAISING
EMPLOYEES
The legal issues involved in the appraisal process in ABL is that their
registration will be cancelled by the state bank of Pakistan if they don’t conduct
the appraisal process for the employees .this condition is must for every bank
operating in Pakistan. The state bank of Pakistan audits each private bank for
their practices regarding appraisal process.
The ethical issue faced by ABL in the appraisal process is the dissatisfaction of
the employees after their appraisal. As the hr manger told us that not even a
single employee is satisfied with the appraisal system of the bank .every
employee puts his heart in the work so he expects high reward from the bank
side but his expectations are not met.
12