EXECUTIVE SUMMARY.
A case study seeks to associate with reward and employee motivation and identify association between employee motivation and employee motivation variables for instance gender, age, education, and income level and job experience in banking in Pakistan. The study should be based on primary data and sample size, by use of questionnaires. The partners are, therefore, in case of a business opportunity should apply relevant entrepreneurial skills in order to succeed especially by following the following path. Two hypotheses were developed for the present study and were tested by using Chi-square Test and binary Regression Test. The result of Chi-square shows that P- value is 0.048 of Chi-square its mean there is an association between salary and gender. The correlation between rewards and Employee Motivation is 0.546, which shows the positive relationship between compensation and employee motivation Payment structure is a crucial element in a business plan and should be carefully be looked into for instance the partners should make sure that they recruit a reasonable number of workers that they are able to manage.
Objectives of this study (i).To determine if there is an association between rewards and employee motivation, biographical factors (Gender, age, education, qualification, and Income level).
(ii).To identify the types of reward system in Pakistani Banks.
(iii).To determine the impacts of rewards system on Banks employees’ biographical variables. (iv) To suggest ways in which reward program in Pakistani banks can be improved upon in order to increase employee motivation. INTRODUCTION.
Bank is a corporation between partners empowered to deal with cash, domestic, foreign, and receive deposits of money and loan them to third party. There are about 40 banks operating in Pakistan, for instance, the national Banks of Punjab, Commercial Banks like Muslim commercial Bank, Mezan Bank, and Habib Bank. The banks play a significant role in the economy and banks employees, which are the best source of delivering useful services to their customers, which in turn generates a positive perception. Reward system is an imperative tool that all banks can use to straight employees to join the bank. All types of rewards motivate to employee to work well. Reward system can be formal or informal program used to recognize individual workers’ achievements. These can be money or other things such as pension, health insurance, bonus, promotion, working conditions, training and healthy environment that you get from being employed. There are two types of reward system, one is financial rewards (salary, bonus, commission, incentives) second is non-financial rewards (promotion, opportunity to completion, training, skills, meaningful work and work kind condition. The Department of Econometrics and Statistics offers the MSc degree in Econometrics and Statistics. It is a new and emerging discipline in Pakistan, providing with an emphasis on the application of econometrics and statistics to policy issues and empirical questions. The MSc in Econometrics and Statistics at PIDE aims to provide advanced instruction and training in econometric theories and the relevant statistical methods. These include basic econometric theory, applied econometrics, probability theory, statistical methods, sampling, time series analysis, financial econometrics, and micro econometrics. This program is for students having a Bachelor’s degree in Statistics or Mathematics. Career prospects with a Master’s degree in Econometrics and Statistics are diverse and excellent. Graduates will find employment in research departments, the financial sector, teaching institutions, and business organizations as marketing analysts, econometricians, and statisticians. The program also prepares students for admission to the Ph.D. program. The State Bank of Pakistan (SBP) is the central bank of Pakistan. After its nationalization in 1974, the scope of its functions was considerably enlarged. There are two subsidiaries of state bank of Pakistan namely State Bank of Pakistan-Banking Services Corporation (SBP-BSC) and National Institute of Banking and Finance (NIBAF). The Governor SBP is chairperson five-year action plan in alignment with the overall strategic direction of the Bank. The program focuses on three particular goals aimed at improving efficiency and effectiveness of the existing HR policies and programs of Boards for both the subsidiaries. OVERVIEW: Human Resources Department (HRD) at the State Bank of Pakistan is making continuous efforts to strengthen the participative role of HR.
HUMAN RESOURCE MANAGEMENT April 16, 2013 been focused on the need to continuously invest in people, provide them with the right incentives to perform better and to make merit and performance the criteria for professional and career development.
HUMAN RESOURCE MANAGEMENT April 16, 2013 HUMAN RESOURCE DEPARTMENT STRUCTURE: DIRECTOR HRD
Regulation and Compliance Relationship Counseling Unit Disciplinary and Litigation Unit Transfer and Posting Unit Administration and Coordination Unit Internal Audit and Compliance Unit Business Planning group Talent Management Reward Management and HIRS Div HR Planning Job Analysis and Ben Planning Unit Recruitment Planning and OD Employee Database Unit Assessment Center Service Record and Compliance Unit Employee Orientation HR Automation Unit Internal Job Posting Unit Performance management Unit Reward Recognition Unit Succession Planning Employee Motivation and Retention Unit Job Evaluation Unit
HUMAN RESOURCE MANAGEMENT April 16, 2013 SURVEY:
The focus was on gathering information in reference to Human Resource Department, apart from understanding organizational and Management structure that is being practiced by State Bank of PAKISTAN. HUMAN RESOURCE MANAGEMENT
April 16, 2013 Directors as well as private sector specialists in the relevant field. This commitment to quality and merit will continue in our recruitment and other managerial actions. Eligibility Criteria for selection: QUALIFICATION: Master’s Degree or 16 years of education (with at least 60% marks where percentage system applies, or, minimum 3.00 CGPA where GPA system uses) in Business/ Public Administration, Business Economics, Economics, Statistics, Commerce, Mathematics, Computer Science/ I.T from HEC recognized university
HUMAN RESOURCE MANAGEMENT April 16, 2013
Consolidate monthly-monetized salary of Rs 34,000/- in the salary range of Rs 34,000 – 79,350 Medical facility for self, dependent spouse and dependent children only as per bank’s rule Provident Fund, Gratuity, Leave Fare Assistance, Staff Loans & other services as per bank’s rules
APPLICATION PROCEDURE
HUMAN RESOURCE MANAGEMENT April 16, 2013
IN-HOUSE TRAINING
In-house trainings are designed to lower travel cost, minimize displacement from workstations, and attract maximum participation. The Department coordinated with NIBAF to deliver 16 courses for 282 participants, including four specially tailored management development soft skill courses facilitated at SBP LRC.
HUMAN RESOURCE MANAGEMENT April 16, 2013 and appreciation amongst employees for introducing innovative business practices, showing extraordinary efforts for achievement of goals and enhancing Bank’s corporate image HUMAN RESOURCE MANAGEMENT April 16, 2013 To maintain and assess the potential present in a person for further growth and development. To provide feedback to employees regarding their performance and related status This series, based on the seminars given at PIDE, has become vibrant and replaced the older Research Report series. Some recent titles are:
1. One Dynamic Effects of Agriculture Trade in the Context of Domestic and Global Liberalization: A CGE Analysis for Pakistan by Rizwana Siddiqui (2007).
2. Two Measures of Monetary Policy Stance: The Case of Pakistan by Sajawal Khan and Abdul Qayyum (2007).
3. Three Public Provision of Education and Government Spending in Pakistan by Muhammad Akram and Faheem Jahangir Khan (2007).
4. Four Household Budget Analysis for Pakistan under Varying the Parameter Approach by Eatzaz Ahmad and Muhammad Arshad (2007).
5. Five Pension and Social Security Schemes in Pakistan: Some Policy Options by Naushin Mahmood and Zafar Mueen Nasir(2008).
6. six Public Social Services and Capability Development: A Cross-district Analysis of Pakistan by Rizwana Siddiqui (2008).
7. seven Monetary Policy Transparency in Pakistan: An Independent Analysis by Wasim Shahid Malik and Musleh-ud Din (2008).
8. eight Bilateral J-Curves between Pakistan and Her Trading Partners by Zehra Aftab and Sajawal Khan (2008).
9. nine On Measuring the Complexity of Urban Living by Lubna Hasan (2008).
Conceptual Framework.
[Independent variable] [Dependent variable] Salary
Job security
Promotion
Working condition
Appreciation

Rewards Employee motivation Methodology
Primary data was used for the present study. Primary data collected by structured questionnaires by using a sort of different approaches. There are about 40 banks operating in Pakistan and data were gathered from 21 different banks of Pakistan.
The demographics and descriptive statistics of the sample are presented in the table of which out of 226 respondents in the sample, 101 employees belong to the 20-30 age category, that is 44.7%. Males were 81%, and 19% were females. 60.2% respondents are master degree holder, and about 51.1% of the professionals were drawing a salary between Rs 10,000 to Rs 30,000.
DEMOGRAPHIC PROFILE
Demographic category % age
Gender Male 81 Female 19
Age less than 30 44.9 31-40 36.7 41-50 15 51-60 3.1 Above 60 .41
Educational level Bachelor 30.1 Master 60.2 Ph.D 0 Others 4.4
Income annually less than 10,000 4.4 31,000-50,000 33.6 51,000-70,000 7.1 Above 3.1
Experience less than a year 8.4 1-5 46.9 5-10 31.9 Above 10 years 12.8 RESPONDENT PROFOLE.
Working motivation factor Strongly agree
Good salary 71.9%
Interesting work 59.9%
Job security 65.9%
Promotion 54.4%
Appreciation 65.2%
Opportunity for advancement 66.5%
Employers attitude 52.9%
Sympathetic personal help 61.2%
Good working conditions 64.5%
Others

In order to find out the nature of the relationship between two variables and analysis is carried out. The line regression explained the pattern of variation of depended variable in relation to the independent variable. In this research ,in order to find what relationship exists between a reward system and employee motivation, the binary regression is applied.
Motivation = 6.66 + 0.0527reward ............R-square = 0.61 Regression equation given above shows the positive effect of reward on employee motivation. That , when compensation is increased by one unit, then motivation increased by 0.527, so we can say that motivation is directly proportional to rewards and that motivation is depends on rewards .P-value is .000 which is less than .05, so we rejected H0.The correlation between rewards and employee motivation is 0.0546. The value of R-square is 0.61 which shows the explanatory power of regression model and employee motivation is accepted by Reward.
Conclusion and Recommendations In this Study, every element of job security, salary, working conditions, and appreciation relate to the rewards and employee motivation of the banking sector in Pakistan. The study establishes that several factors explain employee motivation. In this research, it was revealed that rewards and employee motivation have positive relationship and chi-square results shows that there is association between motivational factors and demographical variables like ( gender, age, qualification, income and experience ) but there is no connection between employee motivation and skill of banks employees, while experience showed the least association. On the other hand, similarities were also identified, when one unit, then motivation increased by 0.527, increases reward, so we can say that motivation depends upon rewards.Simply change in reward offer will have the same effect of the change in employee work motivation. After the careful analysis to determine, the ranked order of motivational factors are, good salary, Promotions and growth in the organization, Full appreciation of work done, Job security, Good working conditions, personal loyalty to employees, tactful discipline, and Sympathetic help with personal problems
The paper recommends that in order to increase the employees’ motivation by redesigning the reward system. (I).Employees should be trained according to the present context of the environment. (ii).Regarding the salary and other allowances. (iii).Internal work environment of banks must be pleasant. In order to satisfy the staff and work with efficiency. (iv).Different facilities to be provided to all employees in order to enhance the employees’ motivation and job satisfaction. Management of any banking need to encourage the salary scheme of workers that would upgrade their standard of living. 1-Bonus 2- Holiday pay 3- Overtime pay 4- Pension Benefits 5- Proper training and promotion also needs to be given to the staff in order to promote their job satisfaction Data collected for the present study from only 21 banks from only Punjab District; Pakistan and sample size was not enough for better results. Further researchers in this area should focus the work-life issues, flexible working hours of banks’ employees. Impact of factors other than rewards on employees’ motivation. Consider the different levels of employees in the bank.

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