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CONCLUSION:

To conclude ZTBL has a strong HR system. That is the reason we didnt foundmuch discrepancies in what management says, what policies state and what

employees say. 90 % of the times they were same. There are some minor

discrepancies but they are adjustable with little effort.

ZTBL has been one of the few Government Departments which has not been

explicitly acknowledged as being corrupt. It is a tribute to the staff of this

Organisation that it carries out its work as mandated by its charter, forming the

backbone of agricultural credit in Pakistan. The bank served around half a millionclients last year and has over one million accumulated account holders.

The HR Department at ZTBL is playing a crucial part in keeping the

organisation at peak performance under the constraints of following the

Government policies and limited resources. The Governments HR regulations

are in place and ensure a stable secure job for the employees.

To attract top talent, the organisation has kept up its Basic Compensation

packages close to the market denominator. It has kept recruitment steady for the

last five years. However the recent ban on recruitment in all GovernmentDepartments and Corporations has left the Bank is a quandary. There has been

no recruitment this year and a gap is emerging between the older more

experienced Field officers and the younger cadre of recently recruited MTOs.

The attempts to link the two for enhanced performance have not been successful

and as the former retire, there will be a yawning gap between the two tiers will

make the job of the Field Managers difficult. It is the HR Departments top

concern today.

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As for promotion, ZTBL gives it to its employees on the basis of their performance. The

HR department develops the employees career development plans in which the HR

department predicts the next logical step for their employees within five years. Career

planning and development is one of the basic tool and strategy organizations are using

for retaining their employees. This function actually makes employees feel that they are

important to the organization and ZTBL wants them to be at the top in their careers.

However, at ZTBL this function is not performed satisfactorily. There are Government

policies but these are often subordinated to political whims of the appointing authority.

One point of divergence is found along with the compensation while another relates with

recruitment.

Training is viewed at ZTBL as a way of creating intellectual capital. It is a sound

approach but is too narrowly defined so that once an employee undergoes

training, he is expected to retain that knowledge throughout his career. No

refresher courses are undertaken, resulting in decreasing efficiency of the

employee as he grows old. Employees are expected to acquire new skills and

knowledge, apply them on job and share this information with other employees.

The training is cross-functional for sharing of skills. But such ideal is rarely

followed thoroughly because of nepotism and favouritism. It is the Blue-eyed

employees who get promoted on fast-track basis to higher level posts. The

resulting demoralization and indignation of the employee cadre can be imagined.

Overall, ZTBL is one of the better-off Public Sector Corporations. It is still

earning profit and able to hold its own in its confined market i.e. agricultural loansand financing. It is the market leader and has no serious rival. From an

employees perspective, a job at ZTBL means a steady income, considerable

benefits, pension and stable long-term job. It is the ideal organisation for the

average un-ambitious Pakistani bank employee.