ASSIGNMENT # 2

HUMAN RESOURCE MANAGEMENT(8502)

MBA (BANKING & FINANCE)
SEMESTER : AUTUMN 2011






SUBMITTED BY
ASIF IQBAL
Roll no. AM 572794





Department of Business Administration
Allama Iqbal Open University Islamabad



ACKNOWLEDGEMENT

I have great sense of gratitude for the most Beneficent and Merciful God who has
always helped me in all matters of life .I tried but He rewarded me more than the
tried.

I am thankful to all of my teachers and my class fellows and friends whom
cheerfulness and guidance is an asset for me .I am especially thankful to the ZTBL
BANK Staff who has given me opportunity to get precious practical knowledge
and also for their guidance during my Assignment. I am also thankful to the
respondents who gave me their precious time for the interviews. Without the help
of all these I was not able to complete this report.



















Executive Summary
Through this Assignment I learnt a lot and it has aided me in being well equipped
with valuable experience that would help me once I enter the professional life after the
completion of my studies. I worked in ZTBL as able to write my Human Resource Management
(HRM) Assignment which is on research based.
This report gives a profile of ZTBL Pakistan (Agriculture Bank) and an insight into
the HR department where I was assigned to work. The report is about the Training &
development of human resources, Personal Development And Training, Executive Development
Course, Basic English Language Course, In-Housing Training School and Training Methods.

Banking is one of the most sensitive businesses all over the world. Banks play very
important role in the economy of every country all over the world and Pakistan is no exemption.
This report is about one of the leading Agriculture Bank of the Pakistan known as Zarai Taraqiati
Bank Limited. ZTBL is playing its one of the most important role in the development of the
Agriculture Sector of the Pakistan. On 14
th
December 2002, under the ordinance of the
Agricultural Development of the Pakistan 1961, ZTBL was incorporated as Public Limited
Company. This Bank severs its venerated customers in the form of different customized
products. It is providing both type of severs financial and non-financials mostly to its clients of
the rural areas of the Pakistan, which comprises of 68% of the Pakistans total population. The
Bank has country-wide network in the form of 349 branches and is severing round about half of
the million clients annually and over accumulated account holders with the average loan size of
around Rs.89, 000 serving 65%, 31% & 4% of subsistence, economic and large growers
respectively.








TABLE CONTENTS
The assignment report on the HUMAN RESOURCE MANAGEMENT Division of
the ZTBL is arranged in chapters. The report is arranged in the following sequence:



Chapter 1:
This is an introductory chapter which describes the introduction, background, purpose,
scope, importance, research methodology, and scheme of the report, overview of banking in
Pakistan and role of banks in the economic development of the Pakistan.
Chapter 2:
This chapter encompasses the introduction, history, mission, vision, objectives, restructuring
plans, BOD, zonal offices & branches, ranking of staff members and subsidiary of the ZTBL.
Chapter 3:
This chapter briefly describes the training & development of human resources
department, products & services such as loans & schemes and the recovery procedure of the loan
of the ZTBL.
Chapter 4:
This chapter explains the SWOT analysis & human resource analysis of the ZTBL.
Chapter 5:
This chapter explains recommendations, conclusions & references of the ZTBL.









CHAPTER 1
INTRODUCTION TO REPORT
1.0 TRANING PROCESS:
The training process of teaching new or current employees the basic skills
they need to perform their jobs. Training means giving new or current employees the skills they
need to perform their jobs. This might mean showing a new web designer the intricacies of your
site, a new sales person how to sell ZTBL products, or a new supervisor how to complete the
firms weekly payroll sheets. It might involve simply having the current job holder explain the
job to the new hire, or a multi-week training process including classroom

1.1Personal Development And Training
Junior-level courses are frequently held in-house for personal training. Various courses
organized in the past include the following,

. Executive Development Course
This course was specially designed for middle management to enhance their principle-centered
leadership qualities so that they could meet the emerging challenges of the global world. Neuro-
linguistic programming was part of the course to help the employee in day-to-day activities to
improve proficiency and effectiveness in their attitude and work style.



. Basic English Language Course
This course was for those staff that is not proficient in written and verbal English language. An
external instructor whose services were especially hired for this purpose conducted the course.

. Basic Labor laws of Pakistan
Professionals from Labor Department organized this course. The main purpose was to give
acquaintances to the staff of their rights. Wage rates, vacations, working hours, child & bonded
labor etc, were the main topics covered.

. In-Housing Training School
organization has also establish an in-house Training School for unskilled labor so that they
may be trained. Unskilled manpower is hired from the market for training. And during this
period they are paid as per the prevailing wage rules.


1.2TRAINING METHODS:
There are different methods of training such as:

i. ON-THE-JOB TRAINING
On-the-job (OTJ) means having a person learn a job by actually doing it.On-the-job
training a person to learn a job while working on it. Types of on-the-job training is the
coaching or understudy method .The OTJ (on-the-job) process have some steps to help ensure
its success.
STEP 1: PERPARE THE LEARNER
Put the learner at ease.
Explain why he or she is being taught.
Create interest and find out what the learner already knows about the job.
STEP 2: PERSENT THE OPERATION
Explain quantity and quality requirements.
Go through the job at the normal workplace.
Have the learner explain the steps as you go through the job at a slow place.
STEP 3 : DO A TRYOUT
Run the job at the normal place.
Have the leaner do the job, gradually building up skill and speed.
As soon as the learner demonstrates ability to do the job, let the work begins, but dont abandon
him or her.
STEP 4 : FOLLOW UP
Designate to whom the learner should go for help.
Gradually decrease supervision, checking work from time to time.
Compliment good work.

ii. APPRENTICESHIP TRAINING
A structured process by which people become skilled workers through a
combination of classroom instruction and on-the-job training.




iii. INFORMAL LEARNING
Employees learn on the job, they learn not through formal training but
through informal means; including performing their jobs on a daily basis in collaboration with
their colleagues.
iv. JOB INSTRUCTION TRAINING
Listing each jobs basic tasks, along with key points. In order to provide
step-by-step training for employees.

v. LECTURES
Lecturing is a quick and simple way to present knowledge to large groups of trainees, as
when the sales force needs to learn a new products features.




vi. PROGRAMMED LEARNING
A systematic method for teaching job skills, involved presenting questions or
facts, allowing the person to respond, and give the learner immediate feedback on the on the
accuracy of his or her answers.

vii. AUDIOVISUAL BASED TRAINING
Audiovisual- based training techniques like DVDs, films, PowerPoint
and audio tapes are widely used.

viii. VESTIBULE TRAINING
Vestibule training is a method in which trainees learn on the actual or
simulated equipment they will use on the job, but are trained off the job. Vestibule training is
necessary when its too costly or dangerous to train employees on the job.

ix. TELETRAINING AND VIDEOCONFERENCING
With teletraining, trainer in a central location teaches groups of employees at remote
locations teaches groups employees at remote locations via televised hook ups.Video
conferencing live with people in another city or country, or with groups in several cities. This
may simply involve using PC-based video cameras and several remote trainees, or a dozen or
more learners taking a class in a video conference lecture room.

x. ELECTRONIC PERFORMANCE SUPPORT SYSTEMS (EPSS)

Sets of computerized tools and displays that automate training, documentation and phone
support, integrate this automation into applications, and provide support thats faster, cheaper,
and more effective than traditional methods.






xi. COMPUTER-BASED TRAINING
With computer-based training, train computer-based use
interactive computer-based and/or DVD systems to increase knowledge or skills. Computer-
based training (CBT) is increasingly interactive and realistic.
xii. SIMULATED LEARNING:
Simulated learning means different things to different people. A
recent survey asked training professionals what experiences qualified as simulated learning
experiences.
xiii. INTERNET-BASED TRAINING
Internet or web-based learning is rapidly replacing other types of training.
IMPROVING PRODUCTIVITY THROUGH HRIS:
LEARNING MANAGEMENT SYSTEMS:
Learning management systems (LMS) play an important role in
internet training. They are special software packages that support internet training by helping
employers identify training needs and in scheduling, delivering, assessing, and managing the
online training itself.


xiv. THE VIRTUAL CLASSROOM
Teaching method that uses special collaboration software to enable
multiple remote learners, using their Pcs or laptops, to participate in live audio and visual written
text, and learn via content such as power point slides.



1.3 BACKGROUND OF STUDY
The Zarai Taraqiati Bank Limited is the premier financial institution geared towards the
development of agriculture sector by providing financial products and services to their
customers. It is a common practice at universities during the doing assignments of the masters
program to attain practical experience in different fields. Students are required to undergo the
business/commercial organization to fulfill the requirement for their assignment prospective. The
selection of the firm is based on the choice of the student. The institute requires an assignment
report based on the research oriented activity in which theoretical and practical learning of the
student.
This Assignment report is mainly focused on the working of the Human Resources
management (HRM) Division of the ZTBL. Moreover, the report is a unique aspect of education
that integrates study with planned and supervised career-related work experience. The purpose of
the research-oriented report is to develop and strengthen the students educational and career
preparation. By doing this report assignment in any organization that obviously exposes the
interpersonal relationships not only with employees but also with supervisor that are essential in
obtaining a successful and satisfying career.
This background of the study is mainly focus on the performance, functions and objectives
of the Human resource Management Division of the ZTBL and its internal working and
operations of this division. While, the assignment is any Knowledge where students learn by
taking on responsible roles as workers in organizations and observing and reflecting on what
happens while they are in the workplace. It provides many advantages to student that helps him
throughout his life. Some advantages of research-oriented report are given as under;
To gain professional experience and receive academic credit
To enhance independence, responsibility and self-confidence
To Interact and collaborate confidently with employees
To share ideas with one another.
To translate classroom knowledge into the professional work environment and to make
plan, how to carry the activities.
To work towards the process improvement.

1.4 PURPOSE OF THE STUDY
The purpose of conducting this study is to develop some insight into the working of the
Human Resource Management Division of the ZTBL and to gain the experience regarding the
overall operations and procedures of the bank, in order to assignment of the MBA (B&F) degree
as well. The purpose of the assignment is to develop and strengthen the students educational and
career preparation, which they gain from university. This assignment is a researched oriented
activity. The students have required obtaining information from a business/commercial
organization. It provides a glance of each department, as the period is too short for learning in
detail. Other objectives of the study are as follows:
To gather relevant information then interpret and analyze it in a useful manner.
To highlight the facilities and products offered by the ZTBL to its customers.
Assignment Report can develop good work habits and to reduce student dropouts.
To develop, enhance and strengthen the communication skills.
To observe and participate in a professional work situation which represents an area of
career interest.
To develop an understanding of the organization, its mission, objectives and management
philosophy.
To acquire good work habits and gain an awareness of the communitys vast resources.
To be responsible and work toward specific achievable goals.
To analyze the bank through different analysis such as Ratio & SWOT analysis.

1.5 SCOPE OF THE STUDY
The scope of the conducting this study is given as under;
This report is concerned with the performance, functions and objectives of the Human
Resource Management Division of the ZTBL Head Office Islamabad.
It can provide help to the management of the ZTBL in identifying their Strengths,
Weaknesses, Opportunities and Threats.
It can also provide assistance for the students in seeking annual reports for the purpose to
calculate and interpret financial ratios, in order to check the liquidity, leverage and
profitability of the ZTBL.
Furthermore, students are able to analyze the human resources & analyze the marketing
of products and services schemes that the ZTBL provide his customers.
1.6 IMPORTANCE OF STUDY
Banks play a central and very important role in the economic life of a country, thats why
they are considered as the lifeblood of modern economy. Today no one can deny the importance
of banking in the economy. They facilitate and expedite trade and commerce and provide a
variety of services that one cant imagine without banks.
I have chosen the ZTBL for my research based assignment because it has a large network of
zonal offices and branches. But besides this, the ZTBL plays an important role in the economic
development and growth of Pakistan.

1.7 RESEARCH METHODOLOGY
During the report assignment at the ZTBL Zonal Office Islamabad, the most important
task was to collect as much as information on the bank in order to have a full productive report.
For the collection of information and data, I used two methods for collecting data for the
preparation of the report such as primary and secondary collection methods, which is given as
under;
1.7.1. Primary Data Collections: In primary data collection method, I interviewed different
officers for this purpose. The interviews were not of formal nature but it went along with time
and the questions arose with identification of problems. I prepared many questions and discuses
with Bank officers asked all the detailed function and procedures of their departments. All
officers fully cooperated with me and provided all the necessary information which was required
to me. The interviews have been taken from the bank officers and also the discussion was
conducted with the heads of different departments. For collecting primary data, I use my own
observation and discuss my problems with related people.
1.7.2. Secondary Data Collection: The data that are previously collected and assembled for the
some projects other than the one at hand. It is also called as historical data. This method can
almost always be gathered faster ant at a lower cost than primary data. The secondary data is
collected from following sources;
Annual Reports & Accounts manual.
ZTBL web site & Internet.
Brochures.
Pamphlets.
Newspapers.
Business journals.
Books.


1.9 CLASSIFICATION OF BANKS IN THE PAKISTAN
The banks are classified according to their spheres of activities. The main types of banks
are as under:
1. Central Bank: Every civilized country now has its own central bank. The primary
function of the central bank is to regulate the flow of money and credit in order to
promote efficiency, stability and growth in the country. In Pakistan, the SBP is the
countrys central bank.
2. Commercial Banks: These banks are engaged in performing the routine duties of
banking business. They collect surplus money from the people. They make loans and
advances in the form of overdrafts, cash credits, discounting bills of exchange. The
commercial banks also manufacture credit money. They also provide agency services and
general utility services. These banks are considered the lifeblood of the economic society.
Some commercial banks are owned and controlled by the government which is called as
public sector banks. For e.g., NBP, HBL, UBLetc while other commercial banks that
are owned by corporations is called as private sectors banks. For e.g., MCB, ABL, City
Banketc.
3. Exchange Banks: As name signifies, these banks mainly deal with international trade.
These banks take the responsibility of settlement of foreign exchange and arrange the
foreign business. In Pakistan, all the nationalized commercial banks have been allowed to
do the business of exchange banks.
4. Saving Banks: Saving banks are those banks which collect and keep the small savings of
the public. They are called also thrift promoting institutions. The saving banks invest the
funds in the safest government securities. The Post offices and saving centers perform the
business of saving banks in Pakistan.
5. Agriculture Banks: The agricultural banks (specialized banks) are set up to provide
financial assistance to the agriculturists. The agriculture banks provide short term credit
to the farmers for the purchase of seeds, fertilizers, pesticides, fuel.etc. They also make
medium term advances for buying tractors and introducing modern techniques in
farming. In Pakistan, the Agricultural Development Bank of Pakistan was set up in 1981
for meeting the financial requirement of agriculture, the ADBP is incorporated as public
limited company, according to the Company Ordinance 1984 & is name was changed
to the ZTBL in 2002. An agriculture bank is also called as domestic banks because these
banks are registered and incorporated within the country.
6. Industrial Banks: The industrial banks mainly provide medium and long term credit to
the industries. Since the industrial banks have long term deposits, they are in a position to
permit long term investment in industries. In Pakistan, the Industrial Development Bank
was set up in 1961. The other institutions engaged in providing financial assistance to
industries are PICIC, NDFC.etc.
1.10 ROLE OF ZTBL IN THE ECONOMIC DEVELOPMENT OF THE
PAKISTAN
Banks play an important and active role in the economic development of a country.
If the banking system in a country is effective, efficient and disciplined, it brings about a rapid
growth in the various sectors of the economy such as agriculture, industrial, and the SME
sectors. If the banking system is unorganized and inefficient, it creates maladjustments and
impediments in the process of development. In Pakistan, the banking system is very well
organized. The SBP established on July 1st, 1948 stands at the apex and is responsible for the
operation of the banking system in Pakistan. The other banks such as commercial, specialized or
unspecialized banks which form the banking structure in the Pakistan are playing an active role
in the economic development of the country. The role of the ZTBL in order to achieve economic
growth and development of the Pakistan is briefly explained as under:
1. Development of Agriculture & Industrial Sector. The ZTBL particularly in rural areas
of Pakistan are now providing credit for the development of agriculture & industrial
sector. The provision of credit to agriculture & industrial sector has greatly helped in
raising agricultural productivity and income of the farmers. This has led to increased
demand for industrial goods and expansion of trade & industry. The use of bank drafts,
cheque, bills of exchange, credit cards.etc, has revolutionized both national and
international trade.
2. Banks Promote Capital Formation. The ZTBL plays an important role in rising of the
financial resources. They encourage savings by giving various types of incentives to the
savers. They expand branches of the banks in the rural and urban areas and mobilize
savings even at far of places. These savings are then made available to the businesses
which make use of for productive purposes in the country.
3. Investment in new Enterprises. Businessmen normally hesitate to invest their money in
risky enterprises. The ZTBL generally provide short, medium & long term loans to
farmers to invest in new enterprises and adopt new methods of production. The provision
of timely credit increases the productive capacity of the country. The organized banking
system helps in directing physical resources into productive channels. It also keeps a
balance between the availability and requirements of the capital in the country.
4. Balanced Development of different regions. The ZTBL plays an important role in
achieving balanced development in different regions of the country. They help in
transferring surplus capital from developed regions to the less developing regions. The
trade industries etc of less developed regions are able to get adequate capital for meeting
their business needs. This in turn, increases investment, trade and production in the
country.
5. Monetization of the Economy. The commercial banks by opening branches in the rural
and backward areas are reducing the exchange of goods through barter. The use of money
has now greatly increased the volume of production of goods. The non monetized sector
(barter economy) is now being converted into monetized sector with the help of
commercial banks.
6. Implementation of Monetary Policy. The central bank of the country controls and
regulates volume of credit through the active cooperation of the banking system in the
country. It helps in bringing price stability and promotes economic growth within shortest
possible period of time. The ZTBL under the supervision and guidance of the SBP help in
implementing and achieving the objectives of the monetary policy which vary from time
to time.
7. Financing Development Projects. The ZTBL provide short, medium & long term loans
for financing of development projects both in private and public sectors. The ZTBL starts
projects with the Ministry of Food, Agriculture & Livestock (MINFAL) launched an
integrated development program entitled Crop Maximization Project in 15 districts.
The MINFAL will provide funds to the tune of Rs.299.833 millions to the ZTBL and thus
help in accelerating the rate of economic development in the country.
8. Booting the Exports: In order to boosts the exports of the agriculture and industrial
goods of the Pakistan, the banks have established export promotion cell for the
information and guidance of the exporters.
9. Less Reliance on Foreign Capital: A planed banking system by launching a vigorous
campaign of mobilizing idle saving in the country can meet the capital development
requirements from within the country. The country will thus have to rely less on foreign
capital for financing in the development projects.









CHAPTER 2
INTRODUCTION TO ZTBL

2.0 INTRODUTION
The Zarai Taraqiati Bank Limited is the leading, premier and specialized financial
institution geared towards the development of agriculture, industrial and SME sector, by
providing financial products, services and loans for their customers. The restructuring plan is
being carried out with the aim to uplift the agriculture and rural sector by raising the
productivity, streamlining the institutional credit and increasing income generating capacity of
the farming community. The ZTBL was incorporated as the public limited company on 14th
December, 2002 through repeal of the ADB Ordinance of 1961.
The ZTBL provides financial and technological services to the agriculturalist at their
doorstep for modernization of agriculture sector in Pakistan. The main purpose of the ZTBL is to
provide sustainable rural finance and services particularly to small farmers and low-income
households to strengthen the rural and agricultural sector, mitigate poverty, capital market and
investment activities. The core values of the ZTBL are the professional integrity, teamwork,
customer satisfaction and loyalty.
The ZTBL has a one subsidiary which is known as the Kissan Support Services Limited.
The bank can charge 9% interest. The authorized capital of the ZTBL is Rs.25, 000,000,000.
This amount is dividend into Rs.2, 500,000,000 ordinary shares & the price of each shares is ten
rupees. The total number of shares of the ZTBL is Rs.1,186,961,000 and paid up capital is
Rs.11,869,612,000 of the ZTBL. The ZTBL has one chairman, one president and ten directors.
The total number of employees is 5,326, while 982 employees is provided by the KSSL. The
ZTBL make investment in some listed companies such as Nestle Milkpak Limited, Uqab
Breeding Farm Limited, Mubarik Dairies Limited & Dadabohy Agriculture Leasing Limited in
order to generate profit.

2.1 HISTORY OF ZTBL
It was considered after independence of Pakistan that the existing institutional sources of
credit, such as, taccavi and cooperatives, were insufficiently meeting the credit needs of farmers.
Therefore the need for establishment of a third source of agricultural credit was essentially
percolated so as to fulfill the credit requirements of farmers not only for production but even for
the development purposes. Consequently, the ADFC was brought into existence in 1952 for the
purpose of expanding financial facilities and promoting the development and modernization of
agriculture in the Pakistan. Subsequently in 1957, the ABP was established that can provide both
short term loan for production and long term loan for development. The ADFC & ABP were
merged together as the ADPB in 18th February 1961. The ADPB is the main credit supplier to
the agriculture sector in the country. According to the Companies Ordinance 1984, the ZTBL
was incorporated as the public limited company on 23th October, 2002. The ZTBL is governed
by Memorandum and Article of Association and registered with the SECP under Companies
Ordinance 1984. Consequently, on 18th November, 2002, all the assets, contracts, liabilities,
proceedings and undertakings of the ADBP were transferred and vested in the ZTBL on 14th
December, 2002 by the Federal Government.

2.2 CORPORATEAVISION
To develop and operate the ZTBL as a commercially viable bank with focus on rural and
agriculture finance and to serve the needs of farming community, by delivering financial
products and services.

2.3 CORPORATE MISSION
To play an effective role in the promotion of economic growth, by enhancing the
availability of credit to the agriculture sector, through reliable access to sustainable
financing, special lending programs, technical assistance, products & services, and to
promote career development opportunities for increasing professionalism, technical
proficiencies & trainings of employees.

2.4 CORPORATE OBJECTIVES
To assist rural community, particularly the small farmers, in raising their productivity and
income levels through timely delivery of credit, advisory and ancillary services.
To build the image of the ZTBL as a proactive, client friendly, financially &
operationally sustainable with indigenous product deployment.
To establish and provide backward and forward linkages to strengthen the agriculture
and industrial sector.
The ZTBL can engage in public and private, wholesale and retail partnership to deepen
outreach and reduce operating cost.
The ZTBL act as rural commercial bank to mobilize rural capital formation and to
commercialize the agriculture sector by delivering the true value of credit to the client.

2.5 RESTRCTURING PLAN OF ZTBL
The restructuring means activity involving expansion or contraction of a organizations
operations or changes in its assets and financial structure. The restructuring plan of the ZTBL
covering the following factors;
1. Governance: The ZTBL establish an environment that facilitates good governance and
accountability.
2. Systems: The ZTBL modernize operations through use of technology, networking and
communication tools.
3. Business Processes: The streamline products and delivery systems of the ZTBL are to
reduce transaction costs, simplify operations, and increase outreach.
4. Products and Services: The ZTBL introduce products and services that are financially
and economically viable.
5. Human Resource Development: The ZTBL can improve standards and skills of staff &
management and strengthen training capacity.
6. Information Technology: The ZTBL establish new hardware and software platform to
support the MIS, accounting system including forensic accounting, and risk management
functions.



2.6 BOARD OF DIRECTORS
The ZTBL has one chairman, one president and ten directors. The seven meetings of the
board are held during each year. The main responsibility of the BOD is to establish and maintain
a system of internal control, prepare and present the financial statements with approved
accounting standard and requirement of the Banking Companies Ordinance, 1962 and the
Companies Ordinance 1984. The new corporate structure redefines the bank's status as the
Public Limited Company registered under Companies Ordinance 1984, with an independent
BOD which aims at ensuring good governance, autonomy, delivering high quality. The list of
the BOD is given as under;

List of Board of Director










2.7 COMMIITTEES & ORGANIZATION STRUCTURE OF ZTBL
The overall management, functions, meetings of the ZTBL is control by two committees
known as Board & Management Committees. The sub-committees of these two committees is
explain as under;
2.7.1 Board Committees
1. Audit Committee: This committee has one chairman, four members that are the directors
of the ZTBL and one secretary from the Audit Department. The designation of secretary
is the Chief Internal Auditor of Audit Department.
2. Human Resource Management (HRM) Committee: This committee has one chairman
& president of the ZTBL, four members that are the directors of the ZTBL and one
secretary from the HRM Department. The designation of secretary is the Head of the
HRM Department.
3. Risk Management Committee: This committee has one chairman & three members that
are the directors of the ZTBL. But one member designation is the risk manager. But in
risk management committee, the company secretary act as member and secretary as well.
4. Information Technology (IT) Committee: This committee has one convener & two
members that are the directors of the ZTBL. One member is from IT Department & his
designation is the Chief information officer. While one secretary (Head) of IT
Department.
2.7.2 Management Committees
1. Assets Liabilities Management Committees: This committee has one convener (CEO) &
three members. The designation of the first member is the SEVP of Operation
Department. The designation of the second member is the risk manger. But the third
member (Chief Financial Officer) acts as member and secretary as well.
2. Executive Coordination Committee: This committee has one convener (CEO), one
secretary (Compliance Officer) & three members. The designation of the first member is
the SEVP. The designation of the second member is the EVP. The designation of third
member is the risk manger.
2.7.3 Organization Structure of ZTBL: The organizational structure of the ZTBL is shown in
below diagram;

2.8 ZONAL OFFICE AND BRANCHES
In public sector, the ZTBL is largest financial development institution with a wide
network of 25 zonal offices and 342 branches in the Pakistan. The network of the ZTBL Head
Office is given as under;














2.9 RANKING OF STAFF MEMBERS
The ranking of staff members in order of seniority in the ZTBL is given as under;

























2.10 SUBSIDRAY
The ZTBL has one subsidiary which is known as the Kissan Support Services
Limited. It was incorporated as owned subsidiary of the ZTBL that function independently
effective from 1st January 2006. The KSSL is a separate and distinct legal entity that is
controlled by the ZTBL. The KSSL has an authorized capital of Rs.100 million. Its aim is to
provide a support to the management of the ZTBL such as to focus on core banking business and
assign non-core activities. The KSSL operates under the Memorandum and Article of
Association. The KSSL also provide support staff and services to the ZTBL in the following
areas;
I. The KSSL has recruited and developed support staff of following table categories in ZTBL,
Head Office as will as in field offices;


S.No.

Category of Employees Provided By KSSL
No. of
Employees

01 Darbans and Armed Guards 526
02 Drivers 291
03 Naib Qasids 54
04 Mali / Beldars 25
05 Typists, Assistants & Senior Assistants 41
06 Security Supervisor 03
07 Sweepers 07
08 Players 20
09 Others 15
Total 982

ll. Besides manpower support a service, the KSSL has also provided following support services
to the ZTBL;
Provide mail management, repairing, maintenance & photographing services to
ZTBL
Recruitment and provision of staff
Provides farms and the ZTBL Staff College.
Provide security services not only to the ZTBL Head Office but also to branches
and zonal offices.

CHAPTER 3

HUMAN RESOURCES PLANNING

The most important function performed by the department is the Human Resource Planning. For a smooth production there must
be an effective Human Resource Planning. For This purpose it makes long term and short term plans to make the labor available
for production. Short term Plans are made for those places where workers have gone on holidays or absent.
Under these plans it has two types of recruitment:
Badli
Temporary
For long term plans workers are recruited from the temporary workers who have become skilled one.


PRODUCTS & SERVICES OF ZTBL

3.3 INTRODUCTION
The ZTBL has provided many products and services for their customers. The product and
services of the ZTBL can raise the living standard of rural areas and develop the agriculture
sectors of a country as well. The Pakistan is an agriculture country and the products and services
of the ZTBL plays very important role in increasing the GDP and accelerates economic growth.
For this purpose, the ZTBL provides many facilities for their customers, such as provides
schemes and loans, obviously help the customers to invest money in their businesses, to get
maximum profit from it and to pay low interest rates.



3.4 SCHEMES OF ZTBL
The ZTBL provides various schemes for customers, in order to strengthen the rural and
agricultural sector of economy, mitigate poverty and accelerate growth. The Schemes of the
ZTBL is which is briefly explains as under;
3.4.1 Sairab Pakistan Scheme: The ZTBL can raise the irrigated area for the purpose to
accelerate rate economic growth and to facilitate the farmers. The ZTBL has assigned the
collaboration agreement with the KSB Pumps Company Limited under the Sairab Pakistani
Scheme. The ZTBL will provide loans to the farmers for installation of tube wells and turbines
whereas KSB Pumps Company Limited will provide quality pumps, turbines, equipments to
borrowers for efficient pumping of waters. The water can plays vital role to improve per acre
yield. Out of total 31 million hectors area of the Pakistan, 22 million hectors is cultivated while 9
million hectors is not cultivated & waste mainly due to non-availability of water. More over
increase in water supply being a key input is required to raise cropping intensity and hence the
income of the farmer. Since inception the ZTBL financed over 143000 tube wells amounting to
Rs.15 billion. The KSB Pumps Company will provide quality machinery and equipment for
efficient pumping of water. The company shall also provide after sale service including
replacement of parts and availability of spares through its network of dealers despite
technological advancements and rapid growth of industrial sector, agriculture is still the back
bone of the Pakistan's economy. It contributes 22% towards the GDP and employs nearly 45% of
country's labor force. It provides raw material for preparation of industrial products. So it has
both pulled & pushes effect on the economy.
3.4.2 Supervised Agriculture Credit Scheme: Under this scheme agriculture loans are given
for short, medium and long term loans up to Rs.1 million per borrower. The loans are
sanctioned for fats, livestock, orchard, tractor, agricultural machinery, tube well and
irrigation facilities. Under the scheme besides provision of credit, information is to the
farmers for planning the farm, production, guidance for implementation of the scheme,
marketing and repayment of loans.
3.4.3 White Revolution Scheme: In order to modernize the dairy farming for increasing milk
supply, mitigate poverty in Pakistan, and improving the living standards of the rural areas
in Pakistan for the purpose to achieve growth and development in agriculture sector of
Pakistan, the ZTBL may start the Strategic Partnership agreement with the Pakistan
Development Diary Company (PDDC) and the Nestle Pakistan Limited (NPL) under the
white revolution scheme. Under this participatory approach, the diary sector would be
modernized with a view to increase milk supply, mitigate poverty and improve the living
standard of the rural population. The ZTBL has earmarked funds to the tune of Rs.5000
millions for financing of 50,000 animals (buffaloes and imported cows) during the five
years period 2007 to 2011. The PDDC will also help the ZTBL in the selection of clients
and processing of loan cases. Initially the schemes will be for modernization of 5000
farmers during 5 years period involving Rs.700 million. Under the scheme 1000 farms
would be covered on yearly basis. The modernization of dairy farm will be carried out
through financing milk cooling tank, generator, voltage stabilizer, hot water geezer, water
pump, cooling pad and other dairy equipment. There would be maximum limit of loan of
Rs.1 million per borrower party. The PDDC would bear the entire amount of mark-up
charged in the loan cases & provided the 50% of principal part of loan is repaid in time
by the borrower. The remaining 50% amount of principal along with the amount of mark-
up would be paid by the PDDC.
The Nestle Pakistan Limited would help to select and identify good clients for the ZTBL to
improve quality breed of foreign and local dairy animals. The NPL can provide technical
guidance to the farmers through nestle veterinary doctors. The NPL would purchase milk
through its network and make weekly payments of milk sale to the ZTBL for the adjustment of
loan.
3.4.4 Micro Credit Scheme: This Scheme has been launched since 15th July, 2000 for the uplift
of rural poor. The landless poor such as; tillers, harries and small land owners having land not
exceeding 2 acres may avail loan under Micro Credit Scheme. It is operational in all branches of
the ZTBL through all the Mobile Credit Officers. Both, men and women may obtain loans under
the scheme as an individual or as a member of group of 5-10 members. The minimum credit
limit is Rs. 5,000 while maximum credit limit is Rs.25, 000. One hundred and thirty six income
generating activities or cottage industry items have been identified for lending under the scheme.
The loan may be advanced against one surety with 50% solvency of the assessed value of
property owned by the guarantor or security of tangible property. Being small loans involving
high cost 18% per annum mark-up is charged, whereas 2% rebate is given on timely repayment.
All loans under these Schemes are recoverable within 18 months after disbursement of loan.
3.4.5 Zarkhaiz Scheme (One Window Operation): For timely and conveniently provision of
credit to purchase inputs, loans is provided to the borrowers under this scheme being conducted
twice a week during Rabi & Kharif seasons. All the related departments such as revenue,
agriculture, post office.etc. attend the focal points which are established at convenient places.
The farmers get their pass books prepared and loan applications processed on the same day
whereas sanction payments are made within three days at branch. For Rabi crops, one window
operation from October to January and for Kharif crops from April to September each year
which is extendable as per requirement of particular area.

3.4.6 Sada Bahar Scheme: For providing timely input loans for crops and working capital for
poultry and fishery etc, the ZTBL has launched a Sada Bahar Scheme. This scheme is also
known as Revolving Finance Scheme. The assessment for inputs requirements for the whole
year is made at the time of first application. The amount so assessed is treated as revolving limit
provided it is within the security limit. The managers are authorized to sanction such loan limits
up to Rs.5 Lake. The salient features of the scheme are given as under:
1. Revolving Credit Limit is fixed to cater production credit and ancillary requirements of
the farmers during one year period.
2. The borrowers can draw the credit in lump sum or in installments according to his
requirement.
3. The borrowers can repay in lump sum or in installments during the year when his cash
position allows him.
4. The Pass Book containing transactions in his account is supplied to every borrower free
of cost.
3.4.7 Tea Financing Scheme: In order to increase the tea cultivation in Mansehra, Swat,
Mutta and Dir in Malakand Division, the tea financing scheme has been introduced which would
not only save the hard earned foreign exchange but would also help to improve the socio-
economic condition and living standard of the inhabitants of the area. The salient features of the
scheme are given as under:
1. The maximum credit ceiling of Rs.60, 000 per acre has been fixed.
2. All the farmers owing land up to five acres are eligible to avail loans.
3. The amount of credit will be given in three installments; the first year installment is
Rs.30, 000, second year installment is Rs.15, 000 and third installment is year Rs.15, 000.
4. The credit would be repayable within 11 years with 6 years grace period with prescribed
markup of 9% per annum.


3.5 LOANS OF ZTBL
The ZTBL provides loans for the development and growth of rural areas and uplift of farm
activities. The loans of ZTBL are briefly explained as under;
3.2.1 Production Loans: These loans are given to farmers for seed, fertilizer, pesticides,
labor chargesetc. to grow crops and vegetables including working capital for poultry, dairy,
orchard and fishery and are recoverable within one and half year. The amount of disbursement of
production loan, at the end of December 31, is 50,222 million for overall four provinces. The
example of production loans items are given as under;
1. Seeds, fertilizers and fuel
2. Pesticides, insecticides and herbicides manual sprayers
3. Poultry feed, chicks and medicines
4. Hire charges of farm power
5. Water charges and electric charges for tube well
6. Production loan for growth of mushroom
7. Hired labor, water rates & fuel wood for tobacco curing

3.5.2 Development Loans: The loans for purchase of items like farm machinery, tractors,
irrigation, land development, orchard, green houses, dairy, poultry, fishery, livestock,
farming..etc are recoverable up to one to eight years. The amount of disbursement of
development loan is 5,690 million at the end of 2007, for overall four provinces. However, the
provinces wise disbursement of loans & its percentages at end of 31st December, 2007 is given
as under;


S.No. Provinces Disbursement of Loans ( Rupees) %age
1. Punjab 44,327,000,000 79.50%
2. Sindh 7,384,000,000 13.20
3. NWFP 3,802,000,000 6.80
4. Baluchistan 99,000,000 0.20
Moreover, the term wise disbursement of loans of bank is on short, medium and long term basis.
I. The short term loans are also called production loans having maturity period is one year.
These loans are given to farmers for seed, fertilizer, pesticides, labor chargesetc. to grow
crops and vegetables. These loans are recoverable in lump sum commencing after the harvest
or marketing of respective crops.
II. Medium term loans are for development and advance purposes the examples of these loans
are dairy farming and livestock. The installments of these loans are made on monthly,
biannually and annually basis and the recovery or maturity period is 5 years.
III. The long term loans are for tractor, agricultural machinery, poultry farming, and orchard. The
installments of these loans are made on monthly, biannually and yearly basis and the
maturity period is 8 years and above.


Summary of Term Wise Disbursement of Loans
S.No. Term wise Disbursement of Loans Maturity %age
1. Short Term Loan (Production Loans) 12months 89.80%
2. Medium Term Loan (Development Loans) 5 years 3.40
3. Long Term Loan (Development Loans ) 8 years 6.80

3.6 RECOVERY PROCEDURE OF LOAN
The recovery procedure of the ZTBL loan is to carried and taken by three steps such as
recovery schedule, issuance of notice and legal action which is briefly explain as under;
Recovery Schedule: The recovery schedule in each loan case as per terms of sanction of
loan is fixed and communicated to the borrowers after disbursement of loan. In case of default or
failure in repayment of any installment on due date the mark-up shall continue to be charged and
last installment due to this may differ from the amount of installments fixed at the time of
disbursement.
Issuance of Notice: The ZTBL can issue notice for recovery of loan which is known as
Demand Notice. It is issued before the due date of every installment. A legal notice is issued
one month after the due date informing the borrower that if the amount is not repaid within next
one month, further legal action will be taken to recover the dues.
Legal Action: The legal action can be initiated against the defaulter if loan is not repaid even
after expiry of legal notice period. Where the court in bank's favor has decreed a case, account is
to be settled by recovery of amount from the auction of the mortgaged property. The bank may
purchase the mortgaged property if considered feasible to dispose it off later on through auction
or in any manner deemed fit for getting the best price. The bank may dispose of the mortgaged
properties of defaulters for satisfaction of its dues without intervention of courts under Financial
Institutions Ordinance 2001.



EMPLOYEES RELATIONS DEPARTMENT
According to the Personnel Department of ZTBL R.F., there are things which are
common between workers and machinery of the organization. For examples:
Machinery requires repair where as workers required training.
Both are used for production purposes.
Both require improvement.
Both become inefficient if proper attention is not given.
There are many Departments which work for different areas. Such as Production Department
works for the controlling of production. Sales Department works for the sale of Products.
Finance Department arranges the finance for the organization and so on. Therefore there must be
a department for the controlling, motivation and training of the employees. For this purpose
Unilever R.F. has an Employees Relation Department. The Personnel Department of Unilever
R.F. performs the following functions:
FUNCTIONS
Employment
Transfer and Promotion
Training
Compensation Administration
Health and safety
Benefits and Services
Maintain relations with labor
Human Resource planning



EMPLOYMENT
Personnel Department makes arrangements for the recruitments of the employees. For this
purpose it collects information about the desired employees functions and then defines the job
requirements and job profile. The Personnel Department makes all the arrangements for the
report meant of new employee, It sees better such employee is available in the organization or
not. In case of no, it gives the advertisement in the newspapers. It also collects all the
applications of the applicants. It also makes arrangements for test. The Personnel Department
uses different tests for different applicants. After that it arranges the interviews for the succeeded
applicants. Usually the interviews are bland of different types

of interviews. These interviews
include panel interview, structured questions etc. The background information about the
succeeded applicants is also gathered by the Personnel Department.
TRANSFER AND PROMOTION
The Personnel Department transfers the workers from one department to other department
according to the circumstances. The function of promotion of the workers is also performed by
this department after consulting with the top management and analyzing the past record of the
workers.
TRAINING
For smooth production and efficient work there must be some training programs for the workers,
staff and management. Training function is also performed by the Personnel Department. It
provides on the job training to the existing workers and arranges programs for new employees.


The Personnel Department provides the following training facilities to management, staff and
workers.
On the job training
Lectures
Seminars
Conferences
The company has a full time training manager who conducts the different training programs
according to circumstances. The management is also sent abroad for certain training programs.

COMPENSATION AND ADMINITRATION
The Unilever Pakistan Limited conducts the wages survey in the market and of the major
competitors after every two years and compares the results with its own package and there is any
difference then adjustment is made. The desire of Unilever R.F. is that its employees must be
satisfied in every aspect because it has the opinion that satisfied employees are more productive
as compared to dissatisfied. The Unilever gives 30 different types of allowances to its
employees. Some of these are annual, some are semi-annual, and some are monthly while some
are once in the whole employment period.
HEALTH AND SAFETY
ZTBL is much conscious about the health and safety. Proper equipments are available in all areas
of the production where sensitive machinery is in operation. Furthermore, the organization has a
well equipped Medical Center where MBBS doctors are available in order to meet

with
emergency cases.

The Personnel Department provides all possible instruments to all workers and it has the desire
that every worker should use those instruments in order to avoid losses.

BENEFITS & SERVICE
ZTBL also provides certain benefits and services to all its employees. A list of some benefits and
services is given below:
Attendance Allowance
Good attendance award
Death Compensation
Canteen allowance
Tea Expenses
Conveyance Allowance
Family medical allowance
Family medical care
House rent Allowance
Utilities allowance
Meal Allowance
Rehabilitation Allowance
Retirement
Jersey
Shoes
Tonga Allowance
Traveling Announce
Hajj
Marriage Assistance To minorities
The organization has a club for the employees of the organization. Indoor and outdoor facilities
are also available. The company also celebrates Annual Sports Day on which different games are
played and prizes are given to the succeeded players by the company.
HUMAN RESOURCES PLANNING
The most important function performed by the department is the Human Resource Planning. For
a smooth production there must be an effective Human Resource Planning. For This purpose it
makes long term and short term plans to make the labor available for production. Short term
Plans are made for those places where workers have gone on holidays or absent.
Under these plans it has two types of recruitment:
Badli
Temporary
For long term plans workers are recruited from the temporary workers who have become skilled
one.
MOTIVATION
The organization has the opinion that motivated workers are more productive than unmotivated
workers. To motivate its employees the organization uses both intrinsic and extrinsic approaches
for motivation its employees.
o Intrinsic Approach
o Extrinsic Approach
I NTRI NSI C APPROACH
Job rotation
XTRI NSI CE APPROACH
Training
Appreciation letters
Bonuses
Cash awards
Gifts
Shields
Clocks
Put the name of the workers on the notice board who perform an excellent performance. To
motivate the employees the organization has introduced a program name OFI (Opportunity for
Improvement).



CHAPTER 4
SWOT ANALYSIS

4.0 INTRODUCTION
The analysis is a tool, which is used for checking the overall performance of any
organization. It is not only used on national level but also on international level for the purpose
to check internal and external factors that influence the organization, positively or negatively
and leads the organization towards failure to success. There are various analyses, such as the
SWOT analysis, ratio analysis, and human resource analysis which is briefly explains as under;

4.1 SWOT ANALYSIS
The word SWOT is abbreviated to strengths, weakness, opportunities and threats while
analysis is a tool, which is used for checking the overall performance of any organization. The
SWOT analysis is a strategic planning tool used to evaluate the overall organizations strengths,
weakness, opportunities & threats and involves specifying the objective of the organization and
identifying the internal and external factors that are favorable and unfavorable to achieve that
objective. The SWOT analysis is designed to help an organization from failure to success.
Finally, we do the strength & opportunities because it is helpful while we avoid the weaknesses
and threats which is harmful for organization, which is shown in below figure.














4.1.1 Strengths: The attributes of the organization which are helpful in achieving the
objective. In other words, strengths means, the activities that an organization does well favorable
chances or positive factors in the internal environment due to which organization achieve the
objective. The strengths of the ZTBL is given as under;
1. Strong Supervision and Management: The supervision and management of the ZTBL
is very strong such as, step by step, effective and efficient that leads the bank toward
failure to success.
2. Provide many Facilities for Employees: For maintaining the employees, the ZTBL
provides the facility of health, safety and employee relations & training.
3. Employees Traits: All staff members are well mannered in attitude, communications &
following the ethics.
4. Credit Rating: The report of Jun 22, 2008, the credit rating of the ZTBL was reaffirmed
the medium to long-term entity rating of AAA (Triple A) with a stable outlook and
short term rating of A-1+ (A-One Plus) assigned to the ZTBL.
5. Risk Management: The risk management of the ZTBL is still in the process of
restructuring and efforts have been put in place to adequately equip the risk management
function with credit review, credit risk rating and value at risk models. Pakistan is an
agriculture country with major portion of its economy dependent on agricultural sector.
ZTBL recognizes this responsibility and thus also caters to agriculture sector which
promises high returns.
6. Expansion of ZTBL: The ZTBL is expanding day by day because customer accepts it.
Its network expanded to 342 branches and 25 zonal offices in the Pakistan, which will
attract large number of customers.
7. The Elevator and Cameras Systems: In the age of globalization, the elevator makes it
possible to save time. While the cameras in ZTBL, make the employees to stress on their
work which is assigned or given.

4.1.2 Weakness: The attributes of the organization which are harmful in achieving the
objective. In other words, weakness means, the activities that an organization lakes or
unfavorable chances or negative factors in the internal environment due to which organization do
not achieve the objective. The weakness of the ZTBL is given as under;
1. Understaffing: The total number of employees is 5,326 in the ZTBL Head Office. In age
of technology and globalization, the understaffing may cause unnecessary work burden
on employees decreasing their efficiency.
2. Lack of Refreshment Courses: Although the ZTBL has its own Training and
Development Canter but it needs to give refreshment courses to its employees more
frequently so that they came explore new dimensions and conquer worlds.
3. Seniority Based Promotion: Promotion in the ZTBL is purely on seniority basis rather
than on performance. This really de-motivates the employees because they know that it
doesnt matter whether they perform well or bad.
4. Lake of Job Rotation: Most of the employees work in a particular department and they
specialize only in one department. In case of absence of one employee, any other
employee cannot perform this work. In this way bank not only loses the business but also
results in dissatisfaction of the customer.
5. Shortage of skillful Labor: The shortage of skillful labor or manpower that will lead
the organization from success to failure. Because in the ZTBL, there are many contract
and temporary based employees that has lake of managerial & financial skills.
6. Lake of Qualification: The employees working on the same position may have different
degrees like B.Sc., B.A. etc which devaluate the students of MBA, BBA, and other
well qualified staff. So there is a lack of professional staff in different departments and
lack of theoretical knowledge of the employees as well.
7. The Rate of Absenteeism and Turnover: The absenteeism & turnover rate is too high
thats results the conflicts in the organization.

4.1.3 Opportunities: The attributes of the organization which are helpful in achieving the
objective. In other words, opportunities means, the activities that an organization does well or
favorable chances or positive factors in the external environment due to which organization
achieve the objective. The opportunities of the ZTBL are given as under;
1. Proper Utilization of Recourses: The Organization is made up three types of recourses,
such as human, physical & financial resources which come from external environment.
However, in the age of globalization for achieving growth, the competent, skillful and the
English speaking employees are on of the requirement of the organization.
2. Increasing Extensive Advertisements: The ZTBL can increase the extensive
advertisements of new products, services, vacancies, in order to increase customers &
heir competent employees from external environment.
3. Mobile Credit: The ZTBL can start mobile credit which is the best way to effectively
utilize its present resources to gain a competitive edge.
4. Increasing the Amount of Loans and Capital: The ZTBL increases the amount of loan
for their customers, which is five lacks, in order to attract the large number of customers.
The ZTBL issue a large amount of capital to agriculture sector, in order to, utilize its
resources more efficiently and to earn more profit.
5. Creating Public Relations: The ZTBL also, involves in creating public relations that
will increase the image and profitability of the bank. Often, public relations are
conducted through the media that is, newspapers, television, magazines, internet.etc
thats attract a large number of customers.


4.1.4 Threats: The attributes of the organization which are harmful in achieving the objective.
In other words, threats means, the activities that an organization lakes or negative factors in the
external environment due to which organization do not achieve the objective. The threats of the
ZTBL are given as under;
1. Avoid Discrimination: The ZTBL can avoid discrimination because it is harmful for the
bank in achieving its objective. The bank can hire the employees from external environment.
The right person is for right for job will leads the organization towards failure to success.
2. Avoid Illegal Activities: The employees of the ZTBL can avoid the illegal activities in
external environment that will reduce the reputation and image of the ZTBL.
3. Internet Banking: It is the main problem that was found to be a lack of trust in the new
banking channel by customer. However, effective complaint management can increase
customers loyalty and trust in Internet Banking. However, the Crises Management Plan
has been developed which is under review by the senior management. The objective of this
plan is to have clear guidelines and communication in the event of any crises occurrence,
which may threaten the safety of its staff, the security of its assets, the continuity of its
operation and the reputation of the ZTBL.
4.2 Human Resource Analysis
The organization is made up by three types of resources such as human, physical and
financial resources. Recently, the ZTBL can properly utilize their resources more efficiently in
order to strengthen the rural and agricultural sector, mitigate poverty and investment activities.
But the most important is the human resource and which the key ingredient for successes of any
organization. Hiring and retaining productive people is critical to the success of every
organization which is permanent, temporary or contract basis. The Human Resource Division
mainly involve in hiring of employees, training and development of employees, employees
motivation.etc. Activities necessary for staffing the organization and sustaining high
employee performance The achievements of the ZTBL and the implementation plans for future
can never be possible without skilled and motivated employee, for this purpose the HRD makes
continuous effort to attract highly educated, skilled and trained manpower in different fields
especially in the field of IT, HR and Finance. Trainings, workshop, seminars, support for higher
education are the few activities being carried out to upgrade the skills of professionals working.
The ZTBL can motivate their employees by providing compensation packages, house rent,
medical allowanceetc. The Human resource analysis is briefly explained as under;
1. Hiring of Employees: The ZTBL can hire the employees by submitting the CV in the
Human Resource Department. If the person is eligible for the post, then the Head of HRD
will call to inform the person for the interview. Recruitment staff including job description,
preparation, preparing advertisement, checking application forms, short listing, interviewing
and selecting candidates through the selection procedure is done by HRD.
2. Training & Development of Employees: Once the employees are recruited by the Human
Resource Department, it is very important to develop their skills. There are two ways to
develop their skills and to give trainings in the ZTBL Staff collage such as theoretical and
practical training. However, initial training or pre-service training is given to the employees
at initial stages of fresh candidates. This training covers the theory related topics such as
banking rules, regulations and operations. After completing the theoretical training, they are
placed on different branches for getting practical training.
3. Employees Motivation: The ZTBL can motivate their employees by providing different
facilities. The employees, who are motivated, exert a greater effort to perform the assigned
tasks effectively and efficiently than those who are not motivated. Various measures are used
in the ZTBL for motivating the employees. The techniques are as follows;
I. Compensation Package: The compensation is based on the employees knowledge,
education, skills and experience. There is 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 but mostly depend on the grade on which the
employees is ranked.
II. Promotions: The ZTBL can promote the employees to higher grades on the basis of
performance during each year.
III. House Rent: The house rent is provided to all categories of staff. This allowance is not
payable to those who are provided with accommodation by the ZTBL. The ZTBL can
also provide the accommodation facility for their employees, in order to reduce the
absenteeism.
IV. Medical Allowance: The ZTBL will reimburse the cost of medical advice and
medicines, claimed by the employees for themselves and their dependents on production
of medical certificates from employees indicating disbursement made by him.


4.3 Motivation of Human Capital
Human capital no doubt is a precious asset for any organization, without skilled and
motivated employees no organization can survive in this competitive environment. ZTBL has
mix of experience and young staffs which provide excellence blend of required skills and
enthusiasm for progress.

But I have found during my internship that the employee of ZTBL is not as much motivated as
other banks employees are. The reason behind this is the mechanism of promotion, many of the
permanent employees of the bank has not been promoted since last 10 years and the same case is
with the contracted workforce they have no idea that when they will be permanent.

The promotion criteria like all other government institutions is based on the experience, the more
older the employee is the more he has a chance to be promoted irrespective of this that how his
previous performances was. But what I have heard from the employee is that they have no idea
that when and how they will be promoted, there are no hard and fast rules made as it is available
in other government institutions.

The banks Human Resource Department needs to focus on developing more trained and
motivated employee, the efforts they are putting in this regard is not satisfactory. However, the
bank starts training each and every employee which is a good thing but with training the
motivation in terms of promotion, bonuses etc. are also required.





4. 4 CONSLUSION
While concluding my report, I would like to say that assignment report normally covers one
academic term. The main purpose of the assignment report is to develop and strengthen the
students educational and career preparation. I did my report assignment at ZTBL, working on
the Human Resource Management Division. My goals included completing the reports assigned
to me, learning about the ZTBL, which is public limited company and also developing positive
relationships with employees. Some of my activities as preparing research-oriented assignment
in the ZTBL are to coordinate with employees, working on my giving tasks, performing full
concentration and preparation of my reports. So, as an opportunity to gain real-life experience
doing the work of an employee in your career area of interest. Ideally, this experience allows me
to try out many aspects of the job and to apply skills learned in the classroom environment.
During assignment report is any experience where students learn by taking on responsible roles
as workers in organizations and observing and reflecting on what happens while they are in the
workplace.
During my report assignment here in ZTBL, I found that ZTBL has high level of
professionalism and challenging environment and its culture is friendly. ZTBL seems Top
Agriculture Financing in the future as indicated by the financial indicators. It keeps energy and
potential to serve the deserving clients in all over the world. The bank has set itself a vision to be
a world-class bank. This can only be achieved with dedication and a passion to excel in every
activity. I really admire ZTBLs policy makers for designing investor friendly and customer
oriented products.
The bank is really working well and contributing a valuable part in the economy of Pakistan
through tax, giving loan to government, giving loans to the businesses for their survival and
expansion, generating a well skilled human resource and employment etc. During this report
assignment, I really learned Professionalism, leadership skills, communication skills, problem
solving skills, situation analysis skills and how to become a good mentor etc.



RECOMMENDTIONS

Although sill, there is cooperative environment in the ZTBL, but there is a need to
further boost it up. There must be cooperation among staff members, management,
customer and shareholders.
The job rotation of duties of employees should be implemented to improve the
performance which will enhance their skills and confidence.
The motivation level of the employees should be enhanced by increasing
compensation and giving extra fringe benefits.
The advertisements of the products and the services of the ZTBL should be done in a
proper way with a strategic management.
To hire creative, skillful and young employees on the basis of their eligibility and
experience but not on discrimination basis. The recruitments should be strictly on merit
basis and induction should be after proper and extensive training.
To remove the file keeping barriers, which waist a lot of time on searching of files.
There should be a proper check and balance. The documentary records of the ZTBL
should be correct and complete.
More rewards and bonus schemes should be for management as well as for
employees and promotion should be based on performance of employees and not on
favoritism.
The ZTBL has developed a web site but still only its front home page has been
developed while other banks have good attractive sites.
The efforts should be made to reduce the employee turnover and absenteeism rate
because it creates misunderstanding and conflicts in the ZTBL.
In order to increase cooperation among employees, management has to arrange
different parties or get together which will create love, care and cooperation among
employees.
The MIS is still not fully understood by all of the employees. To cope with this situation,
the management should arrange workshops and short courses, so that the employees can
benefit fully from the MIS.
The employees attitude and behavior towards work and customers must be positive and
polite way at time of conversation.
In order to increase the motivation, job satisfaction, and organizational commitment the
organization should give special incentives to all the old as well as new employees. This
may be in the form of promotion or increase in pay or other facilities provided to them on
performance basis.
The promotions should be given to the employees of ZTBL on the basis of performance
rather than seniority, time period or designation.
The job rotation techniques should be adopted so as to make the staff knowledgeable of
the operation of various departments of the ZTBL.


















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