SEVERE TIES BETWEEN EMPLOYEES

The understaffing was also the major reason for the acrimonious relations between the bank employees themselves. As discussed earlier back biting was a very normal practice at HBL Bank Square Branch, Mingora. The whole atmosphere would some time seem of uncertainty and ambiguity. Understaffing was the major reason of this because most of the conflicts that arose would relate to the work of employees. Over burdened employees would always seek chances to avert responsibilities and hold somebody else accountable for any mistake that would have occurred. This was a grave problem that was taking its roots deep inside the bank environment.

7.4 CONCLUSION

Considering the prevailing circumstances at HBL Bank Square Branch, Mingora and taking a broad overview of the possible solution, one would surely come up with the idea of employing fresh energetic workers. This would root out the above-mentioned problems. Additionally an employee in the cash department would lessen the burden of the already working tellers as well as it would help in

the reduction of long queues at the cash counter. A member at remittance department would surely prove helpful as to share the workload of the already overstrained staff. Although help desk was maintained at HBL Bank Square Branch, Mingora but that normally was an inexperienced internee who, most of the time instead of helping would just direct the questioner to another department.

Thus the help desk, instead of providing true help, would waist the time of customer as well as add more to the work of other members of staff. Thus if an experienced and well-educated employee is given the responsibility, that would help both the customers as well as the colleagues.

7.5 IMPLEMENTATION PLAN

Thus now when the basic area of problem is identified, the understaffing, several measures can be taken into account to deal with this problem. There are two plans which are suggested for dealing for this problem.

Short Term Plan Long Term Plan

The two plans devised will be effective in results and they both match the banks image and perspective of banking. Both are described in detail below.

7.5.1 SHORT TERM PLAN

The short term plan is devised for employees who would be given the chance to serve in the bank for a limited period. This can be done in the following two methods.

 Longer Duration Internship Program

The bank normally offers a 6 weeks internship program. At the maximum this duration stretches to 8 weeks. During this period the employees of the bank helps

After the coaching and teaching of these 6 or 8 weeks the internee is able to comprehend most of the functions of the bank and he or she is able to follow the appropriate procedures which is to be followed for the completion of that function. So at a time when an internee learns most of the jobs and can prove more beneficial to the bank than before, he is supposed to leave. The bank can set a particular quota for a long internship duration. Many graduates after the completion of their degree roam around and wander uselessly.

The bank can introduce a long internship program for its own benefit as well as these graduates. To keep the normal internees unaffected, it can reserve a special quota for these kinds of long duration internees. The selection can be made in the local branches. A specific date can be set for interviews and the applicants may be chosen on merit. The bank can offer a six months or a year internship program.

The bank can make a promise that at the end of the program it can give a recommendation report about the applicant. To get good recommendation on this kind of a report the applicant will be motivated and will work hard. This will help him in getting experience as well knowledge about the delicacies of practical job.

Most of the organization requires earlier experience in the field, thus HBL can be helpful in developing the youth into a positive direction as well. Since the name of HBL already means quality, this will build many people’s career in good organizations. The bank will benefit in the shape of obtaining a motivated and energetic employee and that also at a lesser cost than the normal employees. The cost would be less because since these would be fresh graduates seeking experience and recommendation, hence they can taken as internees. They can be paid the internees stipend and the main purpose of these internees would be to achieve experience and recommendation, not salary. Thus they can prove economical workers for the bank. they would prove useful because after the initial 2 months period the applicant will be aware of the banks policies , he can be of great use to the bank. He will also be more devoted towards the customers, to win their recommendations and sympathies. More customer devoted staff will improve the bank’s image also. If the worker shows extraordinary performance,

the bank can also take him as a permanent employee. Since his last one years performance and his attitude towards fellow colleagues and customers will be proofs of his ability or inability, the bank will find it easier to decide about him.

 Contract Workers

The bank can also employ contract workers also. If the bank wants to be careful in choosing a better lot among the pool of candidates for its operations, it can offer contract seats. Contracts seats will be for applicants who will be employed on contract basis. This program will be different than the long internship program as the above program will be just meant for fresh graduates and new applicants who will get recommendation and will be paid the internees stipend. However, full salary will be paid to contract workers. This program will include other banks personnel as well as experienced people. This can be a sort of brain drain technique that the bank can use. This will bring experienced, energetic and capable employees to the bank, who can work hard and share the responsibilities of the other workers. As they will be on contract basis, so if the bank, after the completion of the contract period wants them to leave, it can exercise the liberty to ask them to leave. Or if the bank considers them worthy and wants to take use of their expertise, it can reassign them some job as well.

7.5.2 LONG TERM PLAN

The long term plan would be designed for the permanent employees of the bank, so that they can prove beneficial to the bank in future. This program would include picking up the most competent employee amongst the employee and sending him for further training and higher studies about the bank policies. Now the question arise that how can he be of any use to solve the problem of understaffing. The answer is that a more efficient, able, experienced and motivated employee can handle the job of several persons. The bank can make the

When a selection about an employee is made, thus he will be send for a period of time to get training and education. More emphasis is to be given to the sensitivities and delicacies involved in the operations of different functions. He would be taught specifically the policies about the bank, the broader goal the bank want to achieve and the ways of cumulative efforts that are required. His appointment is to be made rotational, thus he would work in other branches too and would understand the inner environment of the branches, and he will work in.

This will help him in dealings in future. This kind of training program would enable the employee to understand the whole banking structure precisely. When returned to the branch, he can be of great use as his expertise on many issues will be authentic and accurate. The bank will bear all the expenses that are to be made during the training program. The employee in return is to be made bound to stay with the bank for over a period of time.

This practice will create a more motivated, efficient and skillful staff. Also will it produce a competitive and healthy environment. A skilful employee would be more efficient and productive. Hence his expertise would replace any additional employee place. This indirectly will replace the expenses, the bank has endured during the training and development program.

The above plan if implemented can produce better results for the bank. The short-term plan would save the bank from unnecessary costs. The long internship program is economical as well as beneficial. Similarly the contract workers can be experienced workers, whose expertise will valuable to the bank. The long-term plan would surely cost a little, but the bank can reap its fruitful benefits in the long run.