The existence of culture bound syndrome

The existence of culture bound syndrome This essay will explore whether culture bound syndrome exist or not. First, the essay will first define what culture bound syndromes are and how they are categorised. Then this is followed by a discussion of arguments supporting the existence of CBS and arguments challenging their existence. Introduction Most mental health disorders are based on the Western scientific model of medicine. It is assumed that mental health disorders stem from a biological basis and that they are found in all cultures. The view that mental health problems are culture free is a universalist perspective. However a universalist perspective ignores the role of culture on mental health. Ignoring the role of culture can lead to misdiagnosis and lack of understanding about mental health problems in general. Definition Classification systems like the DSM IV ( Diagnostic and Statistical manual of mental health disorders)are a diagnostic tool for psychiatrists. The current DSM is the DSM IV, where Diagnostic and Statistical Manual of Mental Disorders, Fourth Edition (DSM-IV) has been designed for use across clinical settings (inpatient, outpatient, partial hospital, consultation-liaison, clinic, private practice, and primary care), with community populations. It can be used by a wide range of health and mental health professionals. The current edition of the DSM has made modest attempts to include mental health disorders from other cultures in order to address cultural issues. These are known as culture-bound syndromes and are defined as; Culture Bound syndromes are a culturally relative approach to mental health disorders in which specific symptom are unique to that particular culture. recurrent, locality-specific patterns of aberrant behavior and troubling experience that may or may not be linked to a particular DSM-IV diagnostic category. Many of these patterns are indigenously considered to be illnesses, or at least afflictions, and most have local names The word culture refers to the beliefs, norms and also values that govern the way people that are within a defined group such as a certain society or nation that interact with each other and these must be in a standard of acceptable behaviours and thoughts and each new member of the society has to learn these beliefs and understandings. This links to culture bound syndromes since as mentioned before, Culture bound syndromes are syndromes in which are very unique to a certain culture only which would mean that their symptoms are only seen and experienced within that culture. An examples of a culture bound syndromes is Amok found in Malaysia. This CBS is where this is a dissociative episode featuring a period of brooding followed by an outburst of aggressive, violent or homicidal behaviour aimed at people and objects.   It seems to occur only among males, and is often precipitated by a perceived slight or insult.   It is often accompanied by persecutory ideas, automatism, amnesia or exhaustion, following which the individual returns to their pre-morbid state.   The victim, who is almost always a male between 20-45, has often experienced a loss of social status or a major life change.   It is now rare, and occurs primarily in rural regions. 4 Another culture bound syndrome would be Dhat which occurs in India. Dhat is defined as vague somatic symptoms of fatigue, weakness, anxiety, loss of appetite, guilt and sexual dysfunction attributed by the patient to loss of semen in nocturnal emissions, through urine and masturbation.   The anxiety related to semen loss can be traced back thousands of years to Ayurvedic texts, where the loss of a single drop of semen, the most precious body fluid, could destabilize the entire body. These examples of culture bound syndrome represent some syndromes are found in Asia. Culture bound syndromes also exist in Western society one of the most well known ones is anorexia. It is an eating disorder in which people intentionally starve themselves. It causes extreme weight loss, which the National Institute of Mental Health (NIMH), part of the National Institutes of Health (NIH), defines as at least 15 percent below the individuals normal body weight. Categorizing culture bound syndromes Culture bound syndromes have been categorised by McCajor Hall (1988) in the six following ways. The first way is that he believes that in order to be a culture bound syndrome, it must be a psychiatric illnesses that has not been originally caused and it must be recognised as an illness locally, however it must not be matched within a recognised category. The second way is that, it must be a psychiatric illness that has not been originally caused and is also recognised as an illness locally but it must also resemble a western category though it may lack some symptoms that are usually regarded as the important part within other cultures. The third way is just simply that the psychiatric illness has not yet been recognised in the west. The fourth way is that the psychiatric illness that is found in many cultures may be originally caused but must be only regarded as an illness in one or a few of the cultures. The fifth way is that the psychiatric illness is accepted culturally as a form of illness but it would still not be regarded as an acceptable illness in the mainstream of west ern medicine. The sixth way is that the psychiatric illness or syndrome supposedly occurring in a given culture, but in fact does not exist at all in reality but is used to justify the expulsion and execution of an outcast in the same way witchcraft was. Psychiatrist, Berry et al (1992) has argued that there are three types of syndromes. Firstly, absolute syndromes where the same symptom and incidence rates are found around the world. The second is universal syndromes where the same symptoms are found around the world but where the incidence rates may vary between culture to culture and lastly culturally relative syndromes where the symptoms are unique to a particular culture. However there remains speculation about the existence of culture bound syndromes, some psychologists take a universalist position and maintain they dont exist, whilst others take a relativist position and argue they do. Culture Bound syndromes do exist Culture bound syndromes are unique in their own way since it can only be seen within specific cultures. People who support this idea are psychologists like Pfeiffer and McCajor Hall. Hall believes that in order for a syndrome to be considered a culture bound syndrome, the syndrome itself must essentially be recognised by the locals of the specific culture and must be not known by another category like from the western culture. If it is recognised as or resembles a western mental illness, then the syndrome should at least have a few of its symptoms but not all. Pfeiffer has argued that culture bound syndromes might not be at home in the classification system such as the DSM IV. He believes that culture bound syndromes should be viewed at a level of the culture individually itself and not just from one specific place like the vantage point of Washington DC ( the home of the American Psychological Association) and believes that it is specific in the following four aspects. The first aspect is that he believes that cultures differ in those things that place people under unbearable stress, for example, in one culture it may be due to work, status or health issues while in another culture it may be due to family relations. The second aspect he proposed was that different cultures allow and ban certain expressions and behaviours and what might be permitted as a culturally acceptable release mechanism in certain cultures may perhaps not be allowed in others if they do not accept it. For example within some cultures, drinking alcohol is prohibited. Without this release mechanism certain frustrations may be expressed in certain ways that are disguised in cultures where drinking alcohol is viewed as a acceptable behaviour. Therefore a behaviour may be unique to that behaviour. The third aspect is that we may have culture- specific interpretations within us; this would mean that a behaviour is one thing, however what we take it to mean for ourselves and what sense we make from it, can be a totally different thing. An example of this would be that back in the past, certain women were discovered or rather accused of being witches because of culturally specific interpretations of their behaviour (Ussher 1992). The fourth aspect that Pfeiffer proposed was that we have not explored the variety of culturally specific ways of treating disorders, but folk medicine is a good example of the ways in which indigenous people treat their illnesses. Another good example would be that through western sciences, people can be cured from their illness like fever, cough and so on though the usage of drugs but in the Asian culture, the Chinese use natural sources such as herbs or use acupuncture to cure the same illness the western culture is curing but the only difference between the two cultures is the method that is being used. From this, if it is true that Culture bound syndromes are a form of folk illness that are to be treated by folk medicine, then this would mean that they are qualitatively inconsistent with the aims and purpose of the ICD and DSM. Though Pfeiffers view was different compared to Halls view, there are some similarities, and the most obvious one would be the fact that the syndrome is determined by the culture itself. This shows that both psychologists view believe that not every culture bound syndrome has to be under Western science and that it can be unique in its own way. Behaviours can be misunderstood and misinterpreted. What is considered normal in one culture may not be in another and vice versa. In a study in the early 1960s, Lee noted that out of a random sample of Zulu women more than a third had reported visual and auditory hallucinations involving angels, babies and little short hairy men. In the same study he found that more than half of the women engaged in screaming behaviour, often yelping for hours, days and even weeks. Either of these reported behaviours would be viewed as grossly abnormal in the west. Yet few of these women showed any other signs of mental disorder. Within their own culture their hallucinations and screaming were legitimate. Such a study shows that though not accepted globally, different societies have different morals and different beliefs. Zulus considered having hallucinations and screaming as acceptable and normal however such behaviours would be pathologised in the West. The opposite then can be true, behaviour can be deemed unacceptable or a mental illness if it violates a societys norms. Sam (1996) states that western psychological explanations dont account for all the experiences and behaviour of people from other cultures, psychology being western culture bound and blind to influences from elsewhere Culture-bound syndromes do not exist Yap (1974) has argued that human mental disorders are very broad and span across all culture and so it could be argued that the symptoms emerge from within the individual and these symptoms cluster together to form discrete categories of mental illness. The second point is that he believes comparative psychiatry aims to establish common links across cultures in a similar manner to the way in which comparative psychology explores links within humans which could be seen as culturally specific expressions of common human problems and disorders that are addressed by the ICD and the DSM. Yap also mentions that he believes that a CBS such as Latah is a local cultural expression of primary fear reaction. There are also other arguments which show that culture bound syndrome in fact do not exist. One example is that of Dhat, mentioned earlier. The British Journal of Psychiatryincludes a study called Culture-bound syndromes: the story of Dhat syndrome The study had two objectives; the first was to gather information on studies which were clinical and empirical about the syndrome called Dhat and to review the literature that was done. The second was to extract the information on historical data in different countries at different periods. The method in which they decided to do it was by manual literature searches and electronic literature searches in order to gain information. They did it on the existence and description of the semen-loss anxiety in different cultures and also settings. The result was that although Dhat syndrome usually came from Asia, the syndromes concepts, historically have been explained by other cultures in Britain, USA and Australia for example. This shows that fro m the sources gained, the symptoms show global prevalence of this condition, even though its mostly seen as a syndrome from the east. The conclusion they came up with was that It appears that  dhat  (semen-loss anxiety) is not  as culture-bound as previously thought. We propose that the  concept of culture-bound syndromes should be modified in line  with DSM-IV recommendations. Also when they were collecting and analysing the results they found out that semen loss anxiety in Western culture, Chinese culture and in the Indian subcontinent were the same and what their views on the loss of semen meant to them within the culture. In fact the historical information could be traced back to Aristotles time whilst on the Indian subcontinent this view could be found In Ayurvedic texts which are dated between the 5th millennium BC and the 7th century AD . This show that people think alike about same but its just called in different names. This is very significant as this supports wi th the universal idea where it is proposed that mental health disorders are universal and that culture bound syndromes are in fact just variations of the mental health disorders depending on what sort of symptoms they have. This supports the view that culture bound syndrome should not need a new diagnostic criteria due to it being variations as mentioned before. The British Journal of Psychiatryargues that the syndrome called taijin kyofusho from Japan is similar to the western category of social phobia. Both syndromes cause the patients to suffer an intensive fear about their bodies, body part or even body functions in which may be displeasing to other people. If we compare the syndrome taijin kyofusho with social phobia, both have symptoms like anxiety, although to different degrees, so we can say its the same syndrome or mental illness. Culture bound syndrome may in fact only be considered a syndrome for a specific culture in that it may not have all the symptoms from the western culture. Thomas Szasz an American psychologist also believed that the idea of culture bound syndromes existing is obsolete though he also believed that the idea of mental health disorders existing is also obsolete too. The idea on mental illnesses or mental health disorder in which Thomas Szasz has came up with is the idea in which that these dont really exist. He believed that these are just a myth as all the mental illnesses has no real evidence in which show they are a biological cause of mental illnesses. In a article about him by the new atlantis, Szasz mocked the efforts of almost every major American psychiatrist back to Benjamin Rush, the professions founding father. The subjects [mental diseases] have hitherto been enveloped in mystery, Rush wrote in the late eighteenth century. I have endeavored to bring them down to the level of all other diseases of the human body, and to show that the mind and the body are moved by the same causes and subject to the same laws. This was the error Szasz aimed to correct. This can be seen Within his The Myth of Mental Illness: Foundations of a Theory of Personal Conduct .It is a Thomas Szaszs classic book revolutionized thinking about the nature of the psychiatric profession and the moral implications of its practices. By diagnosing unwanted behavior as mental illness, psychiatrists, Szasz argues, absolve individuals of responsibility for their actions and instead blame their alleged illness. He also critiques Freudian psychology as a pseudoscience and warns against the dangerous overreach of psychiatry into all aspects of modern life. Thomas Szasz believes that psychiatry is just a social control system and not a truly medical science as he believed that psychiatry is nothing but just for people to deal with other peoples problems in living that has been troubling them in life on and on. Thomas Szasz also feels that psychiatry is nothing but a pseudo science that pretend its a medicine by using words in which would make psychiatry sound medical over the last century. From this Thomas Szasz show people that such ideas like mental health disorders and culture bound syndromes do not exist. Conclusion In conclusion, the culture bound syndromes do exist to some extent as people such as Yaps idea believe on the universal approach and believe that culture bound syndromes are just mental health disorders but just at a lower scale. Another psychologists who believe that culture bound doesnt exist is Thomas Szasz, though he also believes mental health disorders do not exists, his idea still nonetheless show it to be non-existence. However according to the article in the new Atlantic Szasz has been   passed into legend, bearing little resemblance to reality. At this time now Szasz is mostly remembered, if he is remembered at all, as the great silly, a flat-earth adherent in the time of telescopes and globes. Most medical students graduate without ever hearing his name. They believe that his believes and views are now obsolete and One can hardly be surprised if Szasz has assumed the role reserved for all failed revolutionaries. The British Journal of Psychiatryhave also done historical research on the culture bound syndrome Dhat where they looked at how the view of losing semen was approach. They found that the views were the same , where they all believed that semen are very precious and valuable and a undesirable trait. This show and supports the idea of universality where all mental health disorders exist everywhere and they are all the same. This shows that the culture bound syndrome Dhat was not really a culture bound syndrome and it could have been exaggerated. The journal has concluded within their research that since the Dhat syndrome is not really a culture bound syndrome they thought it would be, they suggested that the Dhat syndrome should modify its criteria along the lines which is similar to the DSM IV. This once again supports the universality idea. Unfortunately despite various arguments showing culture bound syndromes existence to be obsolete, there are still quite a few psychologists who have their own views and believes that show that that culture bound syndrome does in fact exist. A good example would be psychologist McCajor Halls believes. Hall believed that since culture bound syndromes are only present in specific cultures; he believed that so long a syndrome does not have all the symptoms that are from a western category it is indeed, a culture bound syndrome. McCajor Hall with his own views and ways lets people realize that, not all disorders or syndromes in fact have to be compared to western science nor does it have to be under a western category in mental health disorders and the syndromes can be in anywhere in different forms. The psychologist Pfeiffer also has his own views and believes strengthens the culture bound syndrome furthermore, saying that culture varies from one to another. Pfeiffer believed that one problem in one culture may not have the same problem in another culture and has mentioned that depending on the culture, behaviours can be only acceptable or unacceptable only according to their culture. From here we see that culture bound syndromes in fact do exists but not entirely and the extent in which it is exist may not be very high. What shows culture bound syndromes do exists, are from psychologists ideas such as Pfeiffer and Hall. Their views tells us that even though some culture bound syndromes may have similar symptoms from the western category on mental health disorders, it still is a culture bound syndrome. The reason for this is because the universal approach may lead to misdiagnosis. Also from Pfeiffers first point where one cultures problem is may not be the same as the other, we can see that in reality, its impossible to say that cultures all around the world have the same problem. This is quite true as there are a lot of mental health disorders in this world which have yet to be discovered and the psychologists and psychiatrists are yet at a level which can understand the human mind completely since its so complex. With this we can once again say that culture boun d syndromes exist.

Facility Planning Part I

Facility Planning-Part l When making plans to build or renovate a heath care facility there are a lot of things that must be taken into consideration. The first thing to start with is the community. The planner must evaluate the community to find out what type of community the facility is located in and if the facility is serving the needs of the community. This paper will take a look at a community in on the south side of Chicago and the new development of a long-term care facility in the community. It will discuss the community’s need for the long-term care facility. It will discuss the type of population the long-term care facility serves. It will also give a description of the long-term care facility serving the older adults in the community. Roseland is a large community located on the south side of Chicago, Illinois. It is a mixed community of all ethnics and ages. For the older adults it is not a community for them to live alone in. The community is flourishing with youths and with the youths came a rise in crime. Drugs and violence is running rapid, however, the older adults don’t want to leave their homes, their community, their known surroundings. Also affecting the community is the economy. With property taxes and the cost of living on the rise, it is a struggle for the older adults to maintain their independents. With these things coming against the aging adults, there came the need to place the aging adults some place safe and affordable without taken them out of the community. This need lead to the development of a supportive living community. There are more than 60 long-term care options. These services are divided into nine categories. Supportive living, also called assisted living, falls under the Housing category. Independent housing, continuing care retirement community, and group housing also falls under the Housing category of long-term care options. Supportive living services were uniquely developed for older adults who cannot function without help and consequently cannot be assisted in a residential-care or retirement-living facility. The cost for living in a supportive living community costs can range between $2,000 and $2,000, depending on the room size and amenities. There is an additional charge for medical services. This is the perfect service for older adults who need assistance but don’t require 24 hour monitoring or help. It is also perfect for the older adult who can’t afford to live on his or her own because of the cost of living. Victory Centre of Roseland is a Supportive Living Community by Pathway Senior Living. Victory Centre of Roseland is for those in need of some assistance with the activities of daily living. This facility has private studios with a resident call system and a step in shower. The staff provides three daily meals, medication management, housekeeping and laundry weekly, wellness programs, scheduled trips and activities, routine maintenance, all utilities except phone, cable, and internet, living room with fireplace, library, a dining room for family and private gatherings, courtyard garden with patio, community room with 50† TV, craft room with demonstration kitchen, beauty/barber shop, and a bathtique with whirlpool. It is also pet friendly. Making plans to renovate or build a facility takes a lot of work and planning. One of the main considerations is to take a look at the community and the needs of the people in the community. On the south side of Chicago, Illinois the Roseland community felt the need to establish a supportive living for the older adults who reside there. Out of this need came the development of Victory Centre of Roseland. Developed by Pathway Senior Living, this facility provides a safe, affordable place for the older adults to reside without living his or her community. This facility offers the comfort of home along with providing companionship and the security of 24-hour staffing, or assistance with life’s daily tasks. This community has everything an older adult needs to enjoy each day of his or her life to the fullest. It is conveniently located near shopping, medical offices, and transportation. This park-like ground, comfortably furnished community provides a haven from the hustle and bustle of the city in the city.

Anthropology And The Study Of Culture - 1221 Words

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Understanding the business of bank alfalah limited - Free Essay Example

Sample details Pages: 10 Words: 2945 Downloads: 5 Date added: 2017/06/26 Category Business Essay Type Analytical essay Did you like this example? Bank Alfalah Limited is a private type bank of Pakistan that is owned by the Abu Dhabi Group. In Pakistan, Bank Alfalah became functional in the year 1997. Initially it was started working as a public limited company under the companies Ordinance 1948. Don’t waste time! Our writers will create an original "Understanding the business of bank alfalah limited" essay for you Create order In the same year, in the month of November it started working as a bank. Bank Alfalah is a commercial bank. ÂÂ  Bank Alfalah has a partner ship with the Abu Dhabi Group that allows the bank to invest advanced and effective technology in order to widen the range of its services and products. Outside Pakistan, Bangladesh was the first place where Bank Alfalah got its establishment in 2005. Currently there are 270 branches of Bank Alfalah in more than 75 different cities of Pakistan. The head office is located in Karachi at I.I Chundrigarh Road. Some major cities where Bank Alfalah branches are located are as follows: Karachi, Islamabad, Lahore, D.I.G Khan, Sargodah, Sukkar, Rawalpindi, Peshawar, Hyderabad, Murree, Attock, Sialkot, Gujranwala, Quetta. VISION: To be the premier organization operating locally internationally that provides the complete range of financial services to all segments less than one roof. MISSION: To develop and deliver the most innovative products, manage customer experience, deliver quality service that contributes to brand strength, establishes a comprehensive advantage and enhances profitability, in this way providing value to the stakeholders of the bank. FUNCTIONS: Branch banking Deposits, Remittances, Foreign trade, Lockers. Consumer banking Credit Cards, Auto loans, Home loans, Consumer durables, RTCs. Electronic Banking Telephone banking, ATMs, Online banking. Corporate banking Short/Long Term finance, Trade finance, Structured finance. Treasury Investment Money market, Forex market, Investments, Government securities, Correspondent banking. HUMAN RESOURCE MANAGEMENT Human resource management (HRM) is the organization functions that deals with the issues related to the people or employees such as compensation, hiring, performance, management, organization development, safety, wellness, benefit, employee motivation, communication, administration and training. Human resource play very important role in every organization. It basically deals with the people in the organization, their interrelationships, interaction, problems and their solutions in a friendly and smooth environment. HR department also handle different grievance procedures. Grievance procedures are process to resolve disputes, problems and misunderstandings associated with the staff of the organization. HR department also handle the disciplinary procedure. It also includes the process of development of training, skills, abilities and capabilities. OBJECTIVES: Some main objectives of HRM include: Ensure right number of workforce for the right job, at the right place and at t he right time. To ensure employees satisfaction and development of their skills. To facilitates training and development programs for employees. To forecast future requirements: i.e. HR labor, availability of finance. To reduce excessive labor turnover and high absenteeism. To ensure organization is responsive to changes in the environment and the working conditions. HIERARCHY OF THE ORGANIZATION STRUCTURE: ORGANIZATIONAL HIERARCHY CHART: EME SOCIETY BRANCH: HUMAN RESOURCE PLANNING: Human resource planning is the process of determining an organizations human resource needs. It involves forecasting and planning for the acquisition, retention, improvement and the utilization of HR in an effective and efficient way. The process of HRP consists of six steps: HR PLANNING: ORGANIZATIONS STRTEGIES AND PLANS 1) Analysis of plans and objectives: The organization should b clear about its objectives. The business policies such as profitability, financial plans, production targets, market forecast and budget, etc: are always based upon and should be related to manpower planning. 2) Analysis of HR requirements (demand): This step involves forecasting HR needs based on organizational objectives. Several factors should be considered when forecasting demand. Factors like objectives of the organization, requirement of workforce, cost of labor, environmental factors and social norms are crucial for demand forecasting. 3) Analysis of HR availability (supply): In this the organization checks the current position of their employees that how well they are doing the existing programs and then forecast what additional programs they can do. This step is the analysis of the present resources such as internal HR supply, external HR supply, analysis of HR utilization, etc. 4) GAP analysis: After doing the demand and supply analyses there may be become three situations: First situation when demand = supply, so no actions are needed in this situation. Second situation is when there may be a surplus of workers so steps like early retirement, restricted hiring and down sizing are appropriate. Third situation is when there is a shortage of employees may rise so a scenario process of recruitment and selection should carry out. 5) HRP: Organization need to prepare a plan which removes the gap between demand and supply within the financial resources available to them. This should ideally take the form of comprehensive human resource plan with various dimensions such as organizational structure, recruitment and selection, training and development, promotion, staff reduction, retrenchment, etc. so at that time not all the elements may require, only the prior matters then be incorporated into plans. 6) Monitoring and control: This is the final step in which all the process is reviewed and then takes some corrective steps where necessary. This step also ensures that hr planning is going according to the organization strategic plan and matches the demand and supply. (GARY DESSLER, 2005) HUMAN RESOURCE PLANNING PROCESS AND FORCASTING: ORGANIZATONAL STUDY: To determine the organizational mission Scan the organization environment Set strategic goals Formulate a strategic plan Course of action is designed. FORCASTING EMPLOYEE DEMAND: Opening a new branch Setting up or starting with new technology Changes in customer demand New services. FORCASTING EMPLOYEE SUPPLY: Transfers Promotions Job rotations Overtime. Banks making different type of forecasting like zero-base forecasting, bottom-up forecasting approach, Use of mathematical models, simulation etc Bank ALFALAH is used zero-base forecasting for current level of employment as the starting point for determining future staff needs in bank. Bottom-up forecasting approach: It is a forecast method in which each successive level of the ALFA`LAH, starting with the lowest and forecast its employee requirements in order to ultimately provide an aggregate forecast of employment needs: Use of mathematical models: mathematical models also use for forecasting HR requirements. Its show the relationship between demand and number of employees needed. replication it is the method for experimenting with a real world situation through a mathematical model representing the situation. JOB ANALYSIS: Job analysis is very impotent for any organization because on this basis many administrative and managerial decisions are taken, such training , selection and recruitment. Bank Alfalah conduct job analysis when organization want to open new branch, setting up new technology or new service etc. The purpose of job analysis is: Collection of information about the different level of activities to be performed. Collection of the data about education, skill, experience, personnel qualities select the suitable person for right job Job Analysis For Top Level Management: The job analysis is done in the head office which is situated in Karachi , the Head office usually use internal sources as well as external sources to job vacancy , here given some example of job description and job specification of the managerial post of bank MANAGERIAL JOB DESCRIPTION: Job Title: Branch Manager Job Summary: Promotes banking in the community and manages branch operations in the coordination with head office. Tasks: Highlight the services to attract people. To operate in such a way that cost is minimized and services are maximized. To check and issue loans on merit for the increase in bank revenue. Job Specifications: Experience: Minimum 2 year working experience Personality: Attractive and charming Qualifications: MBA or MS in relevant field. RECRUITMENT AND SELECTION PROCESS: BANK ALFALAH uses different procedures for recruitment to fulfillment of their need of expansion Top management Trainee officers Recruitment is usually made on the basis of requirement, top management uses different approaches for recruitment they use internal and external sours for recruitment. Trainee officers are fresh candidates usually from external sources, who are having the prescribed qualification for the post. Internal recruitment is also made by up graduation of the lower employees with the same qualification or better performances at the lower post in the same organization. BANK ALFALAH advertises the vacancies in popular newspapers, websites and direct applicants. Thats all Depends on sources and ways. They can advertises their vacancies through newspapers which can either be in English and Urdu language They also adopted online recruitment process and other online job offering websites and also they use their on websites, where they advertise the vacancies. Also direct applicants means that fresh graduates keep on submitting their CVs to the HR department from time to time and then HR department selects the efficient persons for interview and tests at any time a job is vacant. SELECTION PROCEDURE: Selection procedure involves viewing of candidates by which best appropriate person is chosen for a vacant post from a group of candidates. The main objective of the selection process is to choose the right person for the right job. The selection process typically consists of following steps: PRELIMINARY INTERVIEW: The first step of the selection process is involving the viewing of candidates by first interview and short-listing the list of candidates COMPLITION OF APPLICATION FORM: Application form is the precise employment form used to get exact information which the organization wants for selections, In this step applicants are asked to complete the organizations application form EMPLOYMENT TESTS: presentation simulation test, work sampling, assessment centers. Complete Interview : interviews involve a face-to-face meting with the candidates to investigate the areas which are not addressed by the application form about the backgrounds like: Formers employers Previous job performance Education Legal status to work Criminal records CONDITIONAL JOB OFFER: job is offered on conditions bases for certain period of time. After fulfillment of certain conditions and successful performance in that period the tentative job may becomes permanent. MEDICAL/PHYSICAL EXAM: an examination to determine an applicant physical fitness for essential job performance. FINAL SELECTION: individuals who perform successfully in preceding steps are now considered eligible to receive the employment offer. Performance appraisal In Bank Allfalah Setting goals for the appraisal system Developing criteria for successful performance Creating metrics for evaluating performance Selecting reviews and reviewers Considering the timing of feedback Organizing logistics for the report and meeting Giving candid and constructive feedback Setting goals Well-designed Performance Appraisal systems: Recognize and record an employees contributions Give employees useful performance feedback Enable a more effective and equitable reward system Develop the professional capabilities of employees Communicate the organizations values and culture Help the organization make evidence-based, legally defensible personnel decisions JOB EVALUATION: Job evaluation is the process of systematically determining a relative internal value of a job in an organization. In all cases the idea is to evaluate the job, not the person doing it. Job evaluation is the process of determining the worth of one job in relation to that of the other jobs in a company so that a fair and equitable wage and salary system can be established. When using job evaluation the organization must focus on following points: Detail job analysis. Identifying relevant job factors. Allocation of points. Total score of points for job evaluation. Job evaluation criteria of bank Alfalah: In bank alfalah the job evaluation criteria is basic pay, the fixed salary or wages which contributes the rates for the job. In the skills based job, these rates may vary according to the skills and competence of a person. The rates are fixed by managerial judgment that what is required to recruit and retain the employee. The official timing of bank is 09.00 AM to 06.00 PM, but almost all the employees have to work till 08.00PM. however, for this additional work they are not given any additional remuneration or over time pay. COMPENSATION AND BENEFITS: Different types of compensation include: Base pay Commission Overtime pay Bonuses, profit sharing Merit pay Stock option Travel, meal, housing allowance Benefits includes: dental, insurance, health(medical), vacation, leaves, retirement, taxes DISCIPLINE: regulation is a most for every organization that wants to move forward. It is very necessary for the smooth running of any firm. It is also very important for peace and harmony in an organization. Peace between employees, customers and clients. Discipline can be seen or defined as a force that prompts individuals, organizations, nation etc to observe rules and regulations stipulated which are deemed necessary for the effective and efficient running of the group, organization or nation. There is a list of disciplinary procedure which is very important for every employee to follow. The rules and regulations are: The bank Alfalah doesnt compromise on attendance and in bank maximum 85% attendance is very important for every employee. There are no excuses for formal absentees. Bank working timing is 9pm to 6 am and there are no excuses to come after 9 pm. Every employee should come in proper dress to the office. Misbehavior with customers is not allowed. Smoking is pro hibited inside the bank, this rule for all, for employees as well as customers. Taking interest in organization activities is the duty and responsibility of every employee. GRIEVENCE: It is a formal way of resolving a problem at work. It is a matter connected with the terms and conditions of employment or working conditions that affect an individual directly or affect their personal dealings or relationships with other staff members of the organization. PROMOTION: The criteria for promotion to a specified post usually merit cum seniority. A person will be eligible for promotion if: Satisfactory records of service Meets the criteria for promotion Clear recommendation for promotion in his/her ACR If there is any complain any departmental proceeding in underway against him/her within the last three years then the employee will not be promoted. DEMOTION: Demotion is opposite to promotion. The person is demoted to lower rank or remains the same rank because the performance remains same for three years. The person may be expelled on the course of bad conduct in law, convict by law, fraudulent activities. RESIGNATION: When an employee wants resignation, he has to apply in HRD. He should notice HRD three months before he resign. If he not inform before three months then he has to pay three months gross salary amount. After an employee applying for resignation HRD will inquiry all the branches that the employee has any transaction with any branch or not. If the branches reports are ok then the Head of HRD approve their resignation and send to the employees Branch Manager. RETIREMENT: HRD writes to employee CC line manager advising retirement date. Line manager arranges informal meeting with employee to discuss plans confirm right to request continued working. Line manager writes to employee confirming CC HR. Employee chooses to retire at 65. SWOT: S = Strengths: Bank is in rising stage so financial position is good. expert and loyal workforce. Low cost than other major banks. Wide networking. W = Weaknesses Less advertisement Slow in introducing new offers O = Opportunities: Bank alfalah may fully avail the facilities of e-banking. Extension of international network of the branches. Introduction of innovative products. rising market. Credit card facilities. T = Threats: Uncertain economic conditions. Action taken by competitors. Political instability. SUGGESTIONS AND RECOMMENDATIONS: After having a great experience of six-week internship in BANK ALFALAH, I have come to know some weak points that must be given attention for better progress. Following are some points which I suggested to be handling with more care and attention: The web site of the bank is very less informative which has no any good impression on the visitors. The site is also not such updated with new activities. So I suggest that it should be updated with time for the convenience of the customers or visitors. There is a bit misdistribution of work in the bank. Like some employees are over burdened with the work which creates lack of responsibility in others. So I suggest that the distribution of work should be fair. The number of fax machines and photocopiers are less than the one they needed for proper use. So it should be managed in a way to save time and improved efficiency. There is lack of communication channels in marketing department which affects all the departments directly or indirectly. So I suggest that the bank should spend and concentrate more in improving its communication channels. CONCLUSION An organization is a structure of several people who join their efforts for the achievement of common goals. The good employees are the key to success for an organization. Hence, one has to get the best to be best because the performance of the employees reflects the companys image and its position in the market. Better the quality of employees better the performance of company. BANK ALFALAH is engaged in several business activities. All the departments are well-managed and goal directed. There are various different techniques and methods that the management goes through, in order to produce the desired outcome. My work on this report highlighted different aspects of human resource management, like, HR planning, job analysis, recruitment and selection, performance appraisal, job evaluation, compensation, discipline, grievances, promotion, demotion, resignation, retirement and swot analysis along with suggestions and recommendations. I hope all the data which I collected suppo sed to be useful for the bank as well as for other readers. My working experience was really great in bank alfalah. In my point of view the system of the bank is really well managed and highly adorable. The bank is providing its customers world class excellent services. They have always followed the right path for the fulfillment of their needs and their goals too. All the employees knew their responsibilities well and managed all their work in an effective and efficient way. For such a short time period but still I m very happy to be a part of bank alfalah private.