project of performance and career management

Submitted to;
Sir shakeel

Submitted by;
Amber Naz

Registration no.

Fa16-BBA-183
 phase-1
Name: Amber Naz(fa16-BBA-183)
Company Name: Muslim commercial Bank
Focal person: Shoaib Akhtar
contact no. 064-2463815
 phase -2
MUSLIM COMMERCIAL BANK

Introduction;

MCB Bank was formed with the help of Adam jee group 9 July 1947 in Kolkata Bengal. But due
to changing state of affairs in the city, the certificates of incorporation will be issued on August
17, 1948 with a postponement of just about 1 year; it turns out that the certificate will be issued
in Chittagong. The first Head quarter was formed at Dacca and its first chairman was appointed
by Mr. G.M. Adam Jee. It is incorporated with a Rs. 15 million authorized assets. On August 23,
1956, the Bank moved its registered / administrative headquarters from Dhaka to Karachi. The
financial institution has been turned into a set-up to provide South Asia's commercial enterprise
network with banking centers. In the era Zulfqar Ali Bhutto 1947 financial institution was fully
nationalized. This became the first financial company to be privatized in 1991 and, with the
support of a consortium of Pakistani companies led by Nishat Group, the monetary group turned
into a purchase. MCB is the fourth largest business sector with the asset of 770.282 million and
most importantly in terms of market capitalization of 192.950 million PKRs. MCB has near
about four million customers as whole and total 208 branches all over the Pakistan, there are
total 22 branches which are purely based upon the Islamic banking system and over 690 ATMs.
In an economy with a population of one hundred and sixty million (MCB financial institution,
2012). Before 2008, the head office was in Karachi but in 2008 the head office was transferred to
the Lahore city, most notably the MCB House in Shari-e-Ghazi-e-Azam,(Jail Road)
Products and services;

The products and services that MCB provided to their customers are;

 Their schemes of prime currency account, hajj scheme and fund management scheme

 Fax press

 Utility bill collection

 Mobile banking

 Car cash MCB locker

 Master card

 Smart card and many more

Literature review;

The purpose of this assignment is to understand the implications and importance of performance
management system. It is a most difficult part for a manager, yet it is inevitable part of an
organization process.

Performance management is the process of recognizing, guiding, managing, training and

developing the performance of human resources in an organization. this is a need for
performance review by an organization. It should be seen as a learning for the employee, both
personally and professionally.

MCB strictly follows as effective management system. Although it is a tough task to be done by
multinational companies because in a company, there are many numbers of employees having
different culture. Here in MCB, an individual can actually see a big picture as his/her
performance. MCB conduct a performance twice a year. It’s based upon the objective’s
performance appraisal is done which are align with both the company and managers goals. MCB
conduct HRMS (human resource management system). this system has detailed information or in
other words, the performance ups and downs detail of all employees. This system has maintained
the performance appraisal system. there are many other contexts of performance management
system like planning. With the help of planning, organization easily understands the objectives
and tasks for achieving the goals. Next one is review. Managers perform performance appraisal
system.it is an annual or bi annual process in most of the companies where an employee is
evaluated based on his/her job responsibilities. Another is coaching, where training and
development is necessary. The organization keeps two-way communication channel between
appraise and appraiser about performance throughout the cycle. All these contexts are involved
in performance management process.it is the process where there made an environment where
people perform their best in order to meet the company’s need.

Phase-3

performance management system:

performance management system is basically involving employee evaluation and provide

feedback to improve the performance of an employee in organization. it is not only for
performance; it is also used to describe the strength and weaknesses of an employee. for that
purpose, performance appraisal system is used. performance appraisal is basically a systematic
description of an employee's strengths and weaknesses.

In my organization (Muslim commercial bank), the purpose of performance management system

is to provide the formal assessment to evaluate work performance and promote communication
and discussion of performance of an employee. it can help an organization to review the current
job performance. it can also help to set an organization's goals and help to achieving those goals.
MCB identifies his candidate's performance by setting the criteria about job description and job
specification. for setting the performance standards, MCB uses its performance appraising
system. In its written performance standards, the supervisor compares the employee's
performance with other employees and then provide feedback according to their performances.
After observing the employee’s performances, supervisor make a judgement about whether that
performance is acceptable or not.

In performance appraisal, management is responsible to ensure that employees have necessary

skills to perform current and future job challenges. now the world has changing. In all banking
fields, a centralized system is used. so many old employees, who did not know that how to use
new technology cannot work properly. this is a main issue in every organization. so, performance
appraisal system can help the organization to find out such issues.

Appraisal form of Muslim commercial bank

Use this form to record the issues discussed at an employee’s performance appraisal
meeting at the end of the performance management cycle.

Employee’s name:

Job title:

Manager’s name:

Date of review:

Current performance - record discussion on the key areas of the job, and include a
summary of achievement against the objectives that were agreed at the beginning of
the performance management cycle.
Rating scale: 1. Exceeded objective 2. Met objective 3. Did not meet objective

Assessment
Objective Results achieved
(1, 2 or 3)
1)

2)
3)

4)

5)

Development and training - identify where further training and support is required.
These activities are not restricted to training courses, and may include attachments,
projects, coaching, planned experience or any other suitable activity that will enhance
the skills, knowledge and behaviour required in the employee’s work or to develop
him/her further.

Career planning - record any areas of the department or Company in which the
employee has expressed a specific interest.

Other areas of discussion - record any other points raised at the appraisal meeting
including actions to be taken.

Summary – Describe the employee’s overall performance.

 Overall rating
Exceeded expectations Met expectations Did not meet expectations

By signing this performance management form, both parties acknowledge that they have
read and discussed the contents of the form.
Employee’s signature: __________________________________
Manager’s signature: __________________________________
Date: __________________________________

One copy of this completed form will be kept by the manager, one by the employee and
one in the employee’s personnel file.

How performance management system can be improved:

here are many aspects to improve the performance management system of an organization. MCB
must focus on the growth and development of the employee's talents, find those talent and use it
for the benefit of an organization. organization must develop the coaching skills to improve
performance. organization must monitor the performance of employees, educate them and
provide them a proper feedback which can be help an employee to improve his skills and
abilities. organization must reduce the paperwork. Managers must increase their communication
skills with staff. this can help the manager to know about employees’ problems and issue
whether it is personal or related to the organization. manager can help to solve those problems. it
helps to increase the performance and efficiency. manager must give the weekly or monthly
reviews to their employees.

MCB must set the individual and team goals separately organization must use the rating system
that involves wide range of categories. they must develop coaching and communication skills to
provide proper and effective feedback. the most important thing is that, top management must
create both long term and short-term goals.
All these aspects are important to create an effective performance management system in any
organization.

Conclusion:

Our Pakistani banking system is lagging behind the foreign banking system. In every
organization, there are some issues which organizations wants to solve and make a good
environment to conclude this assignment. i suggest that first of all organization must find out
those issues, then find proper solutions of those problems and issues. For that purpose,
organization use performance appraisal system. there should be proper training and development
processes of employees who will use performance management system. many organizations did
not provide proper training just because of consuming the time and money. it is not good for both
employees and organization. organization must improve their schemes and objectives. they must
try to involve their employees in setting the goals and objectives for organization. this can help
in getting better productivity.