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ACKNOWLEDGMENT
Praise is to Allah Almighty, the one testing us all at all times and
making decisions about what we don’t know and can’t know.
Working on this report, appeared to be a great experience to us. It added a lot to
our knowledge while we were working on it. If we say that this report is one of our
memorable experiences in student life, then it would not be wrong.
We owe deep gratitude to Ma’am Ayesha Adnan for stimulating our creative
abilities by assigning this project to us. She broadened our horizons by allowing us
to do this project, without whose kind attention and interest, it would be difficult
for us to complete this report.
We are also highly obliged to Habib Bank Limited for their assistance and
guidance. And at the last but not the least, most important of them, are our
parents, we all thanks them for their prayers and patience for letting us do all the
work by ourselves.
TABLE OF CONTENTS
1
Page
No.
1. Acknowledgement 1
2. Executive Summary 6
3. Purpose of Project 7
4. Brief Overview of Habib Bank Limited 7
5. HBL Introduction 8
a) Mission Statement
b) Vision
c) Objectives Of HBL
d) HBL History
8
8
8
9
6. HBL Culture 11
7. HBL Working Environment 11
8. HR Measuring Method 12
9. Code Of Ethics 12
10. HR Functions 13
10.1 Organization Chart 13
a) Employment
b) Training and development
14
14
c) Performance Appraisal 15
d) Compensations and Benefits 16
e) Employee relation 16
JAHAN KHUWAB WAHAN HBL
2
Interpersonal communication
Conflict management
17
17
11. Discrimination or Harassment 18
12. Equal Employment Opportunity 18
13. Drug- Free Work Place 19
14. SWOT Analysis Of HBL 19
a) Strengths
b) Weaknesses
c) Opportunities
d) Threats
19
21
21
22
15. Analysis Of Organizational Structure 23
a) Centralized Decision Making
b) Downward Communication
c) Chain of Command
d) Authority and Responsibility
e) Delegation
23
24
24
24
25
17. Succession Planning 25
a) Management Trainee
b) Management Associatec) Cash Officers
e) Internships
26
26
27
27
18. Job Analysis 28
a)The Interview for job analysis 28
JAHAN KHUWAB WAHAN HBL
3
b) Questionnaire29
19. Quantitative Job Analysis Techniques 29
a) The position analysis questionnaire
(PAQ)
b) The Department of Labor (DOL)
procedure
c) Job description
d) Job specifications
e) Job Evaluation
29
29
29
30
30
20. Sources For Recruitment 31
a) Internal Recruitment Sources
b) External Recruitment Sources
31
31
21. Selection Process 33
a) Analysis Of Positions And Requirement
b) Identify Candidates
c) Prescreening and short listing
d) Test/ interview
e) Final Selection
34
34
35
35
37
22. HBL Role In Orientation 38
23. Critical Evaluation of HR Functions 38
24. Our Suggestions For Betterment Of HBL 41
25. References 42
JAHAN KHUWAB WAHAN HBL
4
JAHAN KHUWAB WAHAN HBL
5
EXECUTIVE SUMMARY
Habib Bank Limited is one of the banks playing a very important role in
the economic development of Pakistan. It’s providing high quality services,
manage customer experience efficiently, have comparative advantage due
to its innovative technology and provide high profit to its stakeholder.
In order to maintain and improve its services in the competitive market HBL
Human Resource Department plays a very important role. You will find in
this report the complete HR function of HBL. The Vision, Mission and
Strategic goal of HBL what are the methods followed by HBL for analyzing
and evaluating its Jobs. How HBL recruit and select new employees. The
methods used by HBL training and developing new skills in their employees.
The methods used for performance appraisal of its job incumbents.
Compensations and benefits provided by HBL to its employees and some
other HR Functions.
PURPOSE OF THIS PROJECT
JAHAN KHUWAB WAHAN HBL
6
The main purpose of this project is to maintain the Human Resource Manual
of Habib Bank Limited. It provides a brief overview of the organization
and all the ways, strategies and alternatives mainly used by Human
Resource Department of HBL.
BRIEF OVERVIEW OF HBL
Habib Bank Limited commonly referred to as "HBL" and head-quartered
in Habib Bank Plaza, Karachi, Pakistan, is the largest bank in Pakistan. The
bank has a network of 1425 branches in Pakistan and 55 branches
worldwide. It has a domestic market share of over 40%. It continues to
dominate the commercial banking sector with a major market share in
inward foreign remittances (55%) and loans to small industries, traders and
farmers. Overseas, it has operations in the following countries:
Afganistan, Australia, Bahrain, Bangladesh, Belgium, Canada, China,
France, Hong Kong, Iran, Kenya, Lebanon, Maldives, Nepal, Netherlands,
Nigeria, Oman, Singapore, Sri Lanka, Turkey, UAE, UK & USA.
HABIB BANK LIMITED INTRODUCTION
JAHAN KHUWAB WAHAN HBL
7
A.MISSION STATEMENT OF HBL
“To be recognized as the leading financial institution of Pakistan and a
dynamic international bank in the emerging markets, providing our
customers with a premium set of innovative products and services,
and granting superior value to our stakeholders – shareholders,
customers and employees.”
B.HBL VISION
“Enabling people to advance with confidence and
success”
C.OBJECTIVES OF HBL
Following are some of the main objectives of HBL.
To earn profit for the Bank itself and for its shareholders.
To promote and boost up business sector inside the country.
To provide employment opportunities to people.
To help in development and industrialization of the country.
To provide loan and advances to help out in self employment schemes.
D. HBL HISTORY
HBL was incorporated on 25th August 1941 and operated in the
private sector until its nationalization in 1974. HBL has been JAHAN KHUWAB WAHAN HBL
8
approved for privatization and the privatization commission has
selected a Financial Advisor to prepare a comprehensive plan and
assist in the sale process. The government has appointed a
professional management team to restructure the bank and to recover
and clean its doubtful and classified portfolio. The HBL Board of
Directors of are:
Sultan Ali Allana Chairman
Ahmed Jawad Director
Sajid Zahid Director
Yasin Malik Director
Mushtaq Malik Director
Moez Jamal Director
R. Zakir Mahmood President & CEO
The Government of Pakistan privatized HBL in 2004 through
which AKFED acquired 51% of the Bank's shareholding and management
control. HBL is majority owned (51%) by the Aga Khan Fund for Economic
Development, 42.5% of the shareholding is retained by the Government of
Pakistan (GOP), whilst 7.5% is owned by the general public i.e. over
170,000 shareholders following the public listing that took place in July
2007. With a presence in 25 countries, subsidiaries in Hong Kong and the
UK, affiliates in Nepal, Nigeria, Kenya and Kyrgyzstan and rep offices in
Iran and China, HBL is also the largest domestic multinational. The Bank
is expanding its presence in principal international markets including the
UK, UAE, South and Asia, Africa.
JAHAN KHUWAB WAHAN HBL
9
Key areas of operations encompass product offerings and services in
Retail and Consumer Banking. HBL has the largest Corporate Banking
portfolio in the country with an active Investment Banking arm. SME and
Agriculture lending programs and banking services are offered in urban
and rural centers. HBL due to its innovative corporate culture wins their
customer trust. HBL is running a corporate website to provide information
and customer services which is:
www.hbl.com
HBL CULTURE
Habib Bank Limited culture is the personality of the organization.
Culture is comprised of the assumptions, values, norms and tangible
signs (artifacts) of organization members and their behaviors. The
organizational culture of HBL is that it always provides profit to its
stakeholder and never misrepresents its financial reports and will never
do any unethical act which harms its client and competitor. The
JAHAN KHUWAB WAHAN HBL
10
employees of HBL will always be helping and friendly with its customers.
The norms of HBL are it always follows the Laws of country and maintain
its goodwill.
HBL WORKING ENVIRONMENT
The working/organization environment of HBL is very sophisticated.
Environment is very friendly due to group coordination. Employees can
easily communicate horizontally and vertically which help to achieve its
goals and objectives. Employees have to follow formal code of ethics of
Habib Bank Limited
JAHAN KHUWAB WAHAN HBL
11
HR MEASURING METHOD
Habib Bank Limited uses Scorecard Approach to measure the
effectiveness and efficiency of HR department. HBL follow the seven
steps to measure its HR department. First HBL define its business
strategy (discussed above). Second its outline the company’s value chain
activates (activities which create value for customers and related
supporting activities). Then it outlines what organizational outcomes
(goals and targets) the bank has to achieve. Then it evaluates the
workforce required to achieve the goals. After that HBL devise its HR
policies and practices (what new training is required?). Then it designs
the HR scorecard and periodically evaluates the measurement system.
CODE OF ETHICS
“A code of ethics is a formal statement that acts as a guide for making
decisions and acting within an organization.”
HBL works for code of ethics for the implementation of ethical business
effectively and efficiently.
JAHAN KHUWAB WAHAN HBL
12
HR FUNCTIONS
ORGANIZATION CHART
A chart defines the line of authority in an organization and its
departmentation. It is a sort of visual presentation of the organizational
structure. It specifies the duties and responsibilities of the personnel of the
organization. The Organizational chart of HBL is given below.
A.Employment
Recruitment is the initial attraction and screening of the supply of
prospective human resources available to fill a position.JAHAN KHUWAB WAHAN HBL
13
Chairman
President
Board of Directors
SEVP
International Operations
SEVP Corporate Banking & Treasury
SEVP Retail Banking & Information Technology
SEVP Finance, Audit & Administration
SEVP Asset Remedial Management
SEVP Credit Policy
SEVP Corporate Banking, financial institute & Project
Finance
HBL staff is the key point between customers and the bank crucial to their
success. That’s why HBL has been recruiting high-caliber senior and mid
level professionals to further strengthen the quality of their staff pool. They
are also looking out for managers of tomorrow, recruiting trainees and
probationary officers with potential to shine. These trainees are being put
through specially designed programs at the Bank’s Management
Development Institute to build their skills and shape them into the stars of
the future.
Recent recruitments have been geared towards product specialists and
system specialists and towards improving customer care.
B. TRAINING AND DEVELOPMENT
Training is the process of teaching new employees the basic skills they need
to perform their jobs and development is result of that training.
For training and developing HBL follows five steps process of training and
development
Needs analysis: Identify job performance skills needed, assess prospective
trainee’s skills, and develop objectives.
Instructional design: Produce the training program content, including
workbooks, exercises, and activities.
Validation: Presenting (trying out) the training to a small representative
audience.
Implement the program: Actually training the targeted employee group.
Evaluation: Assesses the program’s successes or failures
Training methods used by HBL:
JAHAN KHUWAB WAHAN HBL
14
On-the-job Training
Off-the-job Training
Apprenticeship Training
Informal learning
Effective lectures
C.PERFORMANCE APPRAISAL
In performance appraisal of employees HBL use Graphic Rating Scale
Method (a scale that lists a number of traits and a range of performance
for each. Employee is then rated by identifying the score that best
describes his or her level of performance for each trait) in which HBL
measure the characteristics and previous performance of employees and
then rank them subsequently.
In the performance process HBL first discuss the job and duties assigned
to the each subordinate in the Groups. After that they compare their
actual performance with the standards which are set by the HBL. Then
the performance reports of subordinates are discussed with them and
make plans if any development is required or not.
D. COMPENSATION & BENEFITS
The salaries, rewards, bonuses, and incentives on the basis of job and
performances are compensations.
COMPENSATION AT HBL:
HBL’s focus is on attracting, developing and retaining the best in the business by
offering market driven compensation and benefits packages. HBL’s compensation
JAHAN KHUWAB WAHAN HBL
15
and benefits strategy combines the need to maintain a high performance culture
along with market competitiveness. Annual benchmarking exercises are
conducted to stay abreast with industry standards. According to performance each
employ gets benefits and compensation. Time does not matter only performance
matters at HBL. Employees are paid in two forms
Direct payments
Indirect payments
Direct financial payments: Pay in the form of wages, salaries, incentives,
commissions, and bonuses.
Indirect financial payments: This mode of payment is not related to cash payments
like medical, insurance, residence, car, car fuel etc.
E. EMPLOYEE RELATION
Employee Relations involves the body of work concerned with maintaining
employer-employee relationships that contribute to satisfactory productivity,
motivation, and morale. Essentially, Employee Relations is concerned with
preventing and resolving problems involving individuals which arise out of or affect
work situations.
The environment at HBL is cultural, ethical and challenging that that
encourages creativity and commitment among employees. HBL fosters a
work environment where employees can realize their potential whether
locally or in the international arena. Thus, HBL enables its employees to
achieve their professional goals while keeping in synch with the bank’s
overall objectives.
HBL believes in two skills for employee relation
Interpersonal communication
JAHAN KHUWAB WAHAN HBL
16
Conflict management
Interpersonal communication skill: At HBL the first skill for managers to
understand and practice is interpersonal communications, because it is the
foundation for all actions in the workplace and it allows the manager an
opportunity to build relationships with the overall workgroup without alienating
anyone in the work environment. Working with diverse groups of people requires a
tremendous amount of interaction. If these interactions are positive, they can help
create the right workplace climate, attitudes, beliefs and behaviors. Keeping in
view these all points interpersonal HBL emphasizes on strong interpersonal
communication skill for effective accomplishment of goals.
Conflict management: In HBL the second skill for managers to leverage, is
conflict management. It is actually conflict resolving approach. Learning to
leverage this skill helps in resolving employee relations issues quickly and
effectively, and creates greater satisfaction with the workgroup. In this skill
manager let his/her subordinates to speak and say whatever they feel during
working with manager. Manager cares for the emotions and feelings of their
employees.
DISCRIMINATION OR HARASSMENT
Habib bank encourages a work environment where employee differences are
valued and respected. Bank promotes equality of gender, race and religion and
prohibit sexual or any other kind of discrimination, harassment or intimidation
whether committed by or against a supervisor, coworker, customer, vendor or
visitor.
JAHAN KHUWAB WAHAN HBL
17
No employee shall because of race, creed, color, national/ ethical origin,
gender/sex, marital status, sexual preferences, religion, age, or physical disability,
be subjected to any discrimination or to any harassment be another employee of
the bank.
EQUAL EMPLOYMENT OPPORTUNITY
Habib bank limited is an equal opportunity employer in hiring and promotion
practices, benefits and wages. The bank will not tolerate discrimination against
any person on the basis of race, religion, color, gender, age, citizenship, disability
or any other basis prohibited by law in recruiting, hiring, placement, promotion, or
any other condition of employment.
DRUG- FREE WORK PLACE
Habib bank limited is committed to providing a safe work environment and
fostering the well being and health of its employees. This commitment is
jeopardized when an employee illegally uses drugs or alcohol on the job, come to
work with these substances present in his body, or possess, distribute, or sell
drugs in the workplace.
SWOT ANALYSIS OF HBLJAHAN KHUWAB WAHAN HBL
18
HBL is considered to be a very sound bank in the financial circles. The
bank where the customers can safely keep their money as long as they
want.
In SWOT analysis the best strategies accomplish in organization’s mission by:
1. Exploiting opportunities and strengths.
2. Neutralizing its threats and
3. Avoiding its weaknesses.
Following is a list of SWOT of HBL
A. STRENGTHS
A skill or capability that enables HBL to conceive and implement its
strategies.
The officers of HBL are considered as one of the most able professionals in
the banking world.
I observed that HBL employees interact with their clients as if they
are their personal friends and discuss about their problems as their
own.
HBL has got a reliable and easy to use internal computer system. Every
information regarding the transactions in customers’ deposits has been
computerized.
HBL maintained its data properly.
HBL has very good security system.
HBL is the larger commercial bank in Pakistan with the network of over
1439 domestic and international branches.
Being the pioneer of banking in Pakistan, HBL is the oldest and is the richest
in experience.
HBL focuses on consumer banking by lucrative schemes, products and
services suiting best to the wants and demands of the customers.
JAHAN KHUWAB WAHAN HBL
19
HBL has opened all its branches at commercial areas so that the customers
or clients face no problems in reaching to the bank.
The band is always on the look to improve its services both to the domestic
as well as overseas customers.
Human resources development and introduction of new technology towards
modern banking.
24 hours cash access and safe payment products for high value transaction.
Having potential to encounter the competitive environment in the market.
Veteran and experience private management group also involved in other
interests like, textile and cement industry.
Customer enjoys the services at the residential localities.
B. WEAKNESSES
Highest number of branches effecting the proper maintenance and difficulty
in providing same working environment at the each branch
Poorer system of recovery of the system is a threat to bankruptcy.
Lack of customer feed back.
Low job satisfaction.
Poor ATM’s Service
Inconsistency in efficiency and working atmosphere due to the largest of
branches.
Sense of insecurity in the employees serving at low profitable branches due
to the down sizing.
Females feel uneasy in an environment among the male workers.
Victim of political, legal and socio-cultural pressures
.Lack of professionalism in the branch employees mostly.
JAHAN KHUWAB WAHAN HBL
20
D. OPPORTUNITIES
Huge untapped market potential in consumer banking
In opportunity exist, in form of opening of ladies banking section within the
branch which is entirely a new idea and it will attract customer.
Opportunity for developing value added services combined with corporate
banking relationships, cash management services to large and medium sized
corporate clients.
Growing policies of government on business and commerce sector provide
HBL opportunities to take advantages of these policies to meet efficiently
with the business people to solve their problems with the instant cash and
financing facilities.
Govt. is taking very bold steps to promote IT in Pakistan. HBL has an
opportunity to improve in technology.
Large international network which principally focuses on trade finance with
Pakistan can be utilized to tap trade activities in other markets. In addition,
services such as cross border / offshore financing for corporate customers
can be enhanced.
Customer feedback on different products and accounts has really improved
the bank performance and encourage the atmosphere for other future
policies.
HBL also has an opportunity to expand its new technological advancement
like; tele banking and internet banking facilities in order to serve the
customer more efficiently, specially
E-banking facility is also a new opportunity which is a flourishing business in
foreign countries and can also be here, if HBL takes the initiatives.
Further reduction in intermediation costs possible, with improving
technology.
JAHAN KHUWAB WAHAN HBL
21
Due to efficient and veteran management group, HBL can also improve Ill
and expand its foreign operation successfully.
Habib Bank Limited provide opportunity to utilize its skills and efficiencies
in leasing business.
E. THREATS
An area in the environment that increases the difficulties the organization’s
achieving high performance.
Consolidation in the banking sector resulting in increased competition.
Shortage of trained and specialized staff at lower executive and officer levels
The threat of inconsistency and government policy regarding to business
and economics sectors, specially political and regional situation which
makes the environment uncertain.
Growing global technological advancement.
Strict regulation by government over credit facilities to the customers as Ill
as to meet the prudential.
Loss of confidence of overseas customers due to freezing of accounts.
Facing more competition by foreign banks in the market.
Foreign banks are flourishing in field of consumer financing.
Also the increasing operation of private banks.
Highly attractive and advance services by foreign banks to their customers.
ANALYSIS OF ORGANIZATIONAL STRUCTURE
The purpose of an organizational structure is to help in creating an environment
for human performance. It is then, a management tool and not an end in its own.
Although the structure must define the task to be done, the rules so established
must also be designed in the light of abilities and motivation of the human
JAHAN KHUWAB WAHAN HBL
22
recourse available. By analyzing the organizational structure of HBL presence of
the following elements can be found in its structure.
A. CENTRALIZED DECISION MAKING
By looking at the organizational structure of HBL would be found that the
structure at HBL is a critical one. All the decisions are made at the top
management level and the subordinates have to obey these decisions. This trend in
the decision making shows a pattern of rigidity in structure of HBL.
B. DOWNWARD COMMUNICATION
Communication is the process by which information is exchanged and understood
by two or more people, usually with the interest to motivate or influence the
behavior of others in the organization. Downward communication is the message
and information sent from top management to subordinates in a downward
direction. Managers can communicate downward to the employees through
speeches, massages in company publications, information leaflets, tucked into pay
envelops material on bulletin boards, policy and procedure mandates.
The same pattern is followed at HBL. No doubt it’s a very traditional approach but
it can create problems because it ignores the receiver of the communication
because the issuer of policies and procedures does not ensure communication. In
reality may the messages communicated downward are not understood perfectly.
C. CHAIN OF COMMAND
The chain of command is an unbroken line of authority that links all persons in an
organization and shows who reports to whom. By analyzing the organizational
structure it can be found that there is a scalar principle followed with in the Bank
because each and every person knows to whom can one report. The authority and
JAHAN KHUWAB WAHAN HBL
23
responsibility for different tasks and duties are different, as well as every one
knows the successive levels of management all the way to the top.
D. AUTHORITY AND RESPONSIBILITY
The chain of command illustrates the authority structure of HBL. Authority is the
formal and legitimate right of the manger to make decisions, issues orders and
allocates resources to achieve organizational desired outcomes. By analyzing the
chain of command of HBL, one can come to the conclusion that, as there is scalar
pattern followed at the organizational setup of HBL therefore it is implied that
everyone in his position knows that what is one’s authority and what is the
responsibility and the authority it allocated.
E. DELEGATION
Delegation is the process, which managers use to transfer the authority and
responsibility to position below in the hierarchy. Most organizations today
encourage managers to delegate authority to the lowest possible level to provide
maximum flexibility to meet customer needs and adapts to the environment. But at
HBL no such system prevails the managers try to keep as much of the authority as
they can and if some authority is delegated it is sure that it will be misused
SUCCESSION PLANNING
It is actually management developing program. Management development is
attempt to improve current or future management performance by imparting
knowledge, changing attitudes, or increasing skills. In order to achieve
management development, succession planning is done. Succession planning is a
process through which senior-level openings are planned for and eventually filled.
The main purposes of succession planning are Anticipate management needs,
Review firm’s management skills inventory, Create replacement charts, Begin
management development. HBL’s Management Trainee (MT) program deals with
JAHAN KHUWAB WAHAN HBL
24
succession planning. MT is defined in the following section of Training and
developing methods.
TRAINING AND DEVELOPMENT PROGRAMS AT HBL
HBL uses following programs for training and development
Management Trainee
Management associate
Cash officers
Internships
A. MANAGEMENT TRAINEE
HBL’s Management Trainee (MT) program looks for highly motivated individuals
who exhibit the potential to excel as future leaders. The program is geared towards
providing challenging work assignments complemented by a learning component
for select individuals from reputable universities. At HBL, the MT program offers
extensive interactive classroom training, on the job rotations and personal
mentoring from senior management to provide a comprehensive learning
experience. The objective of the program is to realize potential and translate the
experience into a successful banking career.
B. MANAGEMENT ASSOCIATE
HBL’s Management Associate Program is a training and rotational program
focused on dealing with branch banking requirements. It provides accelerated
development opportunities across HBL’s branch network of Retail, Corporate &
Commercial banking.
JAHAN KHUWAB WAHAN HBL
25
During this program, candidates are assigned with challenging business scenarios
to enhance their critical and analytic skills. Another crucial element of the program
ensures that managerial skills are honed and developed. This provides associates
with the expertise required to handle supervisory and administrative tasks that will
result in the development of successful business managers.
C. CASH OFFICERS
HBL’s Cash Officers Program catapults successful candidates to the front lines of
the bank. Candidates in this program are the bank’s ambassadors and must have
exemplary skills in dealing with clients. The program involves an extensive one-
month training period based on branch banking operations before placement in the
branches. Energetic and focused graduates from HEC recognized institutions with
good communication and interpersonal skills qualify for HBL’s Cash Officers
Program. Before being placed at HBL branches, these individuals must exhibit a
proven ability to add value and act as agents of change.
D. INTERNSHIPS
HBL’s Internship Program offers promising students with the exciting opportunity
to apply their classroom learning experience to real life corporate assignments.
Through the program, internees can support their career goals by using the
internship as a launching pad for creating contacts with professionals in the field
and identifying their own competencies to build a successful career with HBL.
JAHAN KHUWAB WAHAN HBL
26
JOB ANALYSIS
The procedure for determining the duties and skill requirements of a job
and the kind of person who should be hired for it is called Job analysis. Job
analysis is every important as job analysis information is used in Selecting
and recruiting, compensation, performance appraisal, training and in
resolving other issues which HBL faces. HBL takes Job analysis services
from Sidat Hyder Morshed Association (SHMA) which is the biggest HR
consulting firm in Pakistan. The methods which are used in collecting job
analysis information are
The interview
Questionnaires
A) THE INTERVIEW FOR JOB ANALYSIS
Interview is a big source in collecting information in the job analysis.
Individual employees, group of employees and supervisors with vast
knowledge about jobs are interviewed. The format of interview is
Structured and unstructured. In structured interview a set of sequence of
questions are followed by interviewers and in unstructured type of
interview the interviewer pursues points of interest as they come up in
response to questions.
JAHAN KHUWAB WAHAN HBL
27
B) QUESTIONNAIRES
In questionnaire the employees solve the fill out questionnaires to describe
their job-related duties and responsibilities. The formats of questionnaires
are either structured or open ended.
QUANTITATIVE JOB ANALYSIS TECHNIQUES
Following methods are also used in job analysis which are called
quantitative job analysis techniques
A) THE POSITION ANALYSIS QUESTIONNAIRE (PAQ)
A questionnaire used to collect quantifiable data concerning the duties and
responsibilities of various jobs.
B) THE DEPARTMENT OF LABOR (DOL) PROCEDURE
A standardized method by which different jobs can be quantitatively rated,
classified, and compared.
C) JOB DESCRIPTION
After getting job analysis information the next step is to describe job
description which contains the points of job identification, job summary,
chain of command relationships), responsibilities and duties, standard
occupational classifications and standard of performance and working
conditions.
D) JOB SPECIFICATIONS
JAHAN KHUWAB WAHAN HBL
28
After formulating job description the next step taken is job specification in
which the traits of employees are defined who are assumed suitable for the
job.
E) JOB EVALUATION
Job Evaluation is a systematic comparison done in order to determine the
worth of one job relative to another
Job evaluation technique used by HBL is Ranking Method in which each job
relative to all other jobs according to its difficulty level like for example job
of supervisor is tougher than the manager working under its supervision.
SOURCES FOR RECRUITMENT
In order to determine the future staff needs Habib Bank Limited uses Ratio
Analysis technique (a Forecasting technique for determining future staff
needs by using ratios between, for example sales volume and number of
JAHAN KHUWAB WAHAN HBL
29
employees needed) in which trend between two trends is determined like
volume of deposits, revenue, new branches etc and number of employees
needed to perform tasks
A) INTERNAL RECRUITMENT SOURCES
In forecasting the supply of inside candidates HBL use Qualifications
inventories (manual or computerized records listing employees education
career and development interests, languages, special skills and so on to be
used in selecting inside candidates for promotion) so in order to replace a
supervisor of a department a person below educated then the current
supervisor will be selected as a new supervisor.
B) EXTERNAL RECRUITMENT SOURCES
External source for hiring employees use by HBL is Succession Planning
(the ongoing process of systematically identifying, assessing and developing
organizational leadership to enhance performance) in which HBL do
analysis on the important or key jobs in the organization, create a list of
competent employees who can fulfill the requirement of that job and then
select the best employee who can perform that job efficiently and affectedly.
The internal sources used by the Habib Bank Limited for hiring candidate
are Advertisement, Head hunter and Word of Mouth. In advertisement
they use different mediums like Television, Newspaper, subscribing the
jobs on Job sites e.g.
www.rozee.pk,
www.monster.com
HBL has hired its own Retained Executive Recruiters/Head hunter
(Executive recruiters are special employment agencies retained by
JAHAN KHUWAB WAHAN HBL
30
employers to seek out top-management talent for their clients) to find
competent and qualified people for HBL.
But due to some circumstances there is flexibility in hiring the employees
externally and internally for example non availability of required
candidates, lack of time, lack of resources etc.
Usually Habib Bank Limited don’t take Referrals but due to some reason
they do sometime take referrals for example referral form a high command
person, person on referral is qualified and competent etc.
SELECTION PROCESS
The recruitment and selection process starts with employment planning.
This process of deciding what positions the firm will have to fill, and how to
fill them. Personnel or employment planning embraces all future positions,
from maintenance clerk to CEO.
SELECTION AND RECRUITING PROCESS IN HBL
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The diagram below represents the process on which HBL’s selection is
based. This gives an overview to potential candidates as to the steps
involved in becoming a part of the HBL team.
In recruitment process first of all planning session is occurred, in planning
session it is determined that which section HBL will have to fill and how to
fill. If there is a vacancy of executive job then succession planning is done
for filling that vacant place.
A) ANALYSIS OF POSITIONS AND REQUIREMENT
After planning it is analyzed that which position is going to be filled and the
requirement is analyze by job analysis.
B) IDENTIFY CANDIDATES
HBL identifies its candidates by developing the criteria of job description
and job specification and acting upon these criteria job vacancy ads are
spread through different Medias like newspapers and internet.
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OUTSIDE SOURCES
HBL uses outside sources for recruitment which are
Advertising
1. Newspapers (Daily Jung, Nawa-e-Waqt, The Nation, Dawn and Daily
Khabrein etc)
2. Trade and professional journals (Aurora Magazine)
3. Internet job sites (rozee.pk)
Outside sources of candidates:
1. Sidat Hyder Morched Association works for outsourcing for
HBL.
2. College recruitment
3. Employee referrals
4. Walk-ins
FINDING INTERNAL CANDIDATES
1. Job Posting
2. Rehiring former employees
C) PRESCREENING AND SHORT LISTING
Many candidates apply for job in response to vacancy ads by submitting
their CVs. Selection board goes through those CVs and selects those
candidates which initially fulfill criteria of selection board. After
prescreening selection board short lists the candidates who are considered
most suitable for job at initial level on the basis of their resume.
D) TEST/ INTERVIEW
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In this process short listed candidates are called for test and interview
according to nature of their applied jobs.
SELECTION INTERVIEW
Selection interview is conducted for short listed candidates. A selection
interview is the procedure designed to predict future job performance on
the basis of applicant’s oral responses to oral inquiries.
FORMATS USED IN SELECTION INTERVIEW
Structured/Directed
Unstructured/Non directed
MODES OF INTERVIEW
Penal interview
An interview in which a group of interviewers questions the applicant.
Structured sequential interview
An interview in which the applicant is interviewed sequentially by several
persons; each rates the applicant on a standard form.
TYPES OF QUESTIONS
SITUATIONAL
A series of job-related questions that focus on how the candidate would
behave in a given situation.
JOB RELATED
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A series of job-related questions that focus on relevant past job-related
behaviors. These types of questions are asked from those candidates who
have past experience of job.
STRESS
An interview in which the interviewer seeks to make the applicant
uncomfortable with occasionally rude questions that supposedly to spot
sensitive applicants and those with low or high stress tolerance. These sorts
of questions are asked according to high designation of candidate.
PUZZLE QUESTIONS
Recruiters for technical and finance job use questions to pose problems
requiring unique solutions to see how candidates think under pressure.
TESTING
Organizational performance always depends in part on subordinates having
the right skills and attributes. Keep in view this point HBL tries its level
best to hire highly skilled and suitable employee for each job. For judging
these skills HBL conducted some tests of employees on the basis of
Reliability
Test validity
The consistency of scores obtained by the same person when retested with
the identical or equivalent tests is called reliability and the accuracy with
which a test and interview what it purports to measure or fulfills the
function it was designed to fill is referred as validity.
E) FINAL SELECTION
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After going trough all the processes the best candidates according to HBL’s
selection boards are selected.
HBL ROLE IN ORIENTATION
Just after final selection and before starting of training process orientation
is conducted for selected employees in orientation new employees are
provided with basic background information about the HBL the basic
contents of successful orientation are
o Information on employee benefits
o Personnel policies
o The daily routine
o Company organization and operations
o Safety measures and regulations
CRITICAL EVALUATION OF HR FUNCTIONS
As we review the HR Functions of Habib Bank Limited we asses that HBL
have strengthened its roots in the market place and competing with its
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competitors successfully. It has at a vast level providing online service and
one of the leading banks in e-banking in Pakistan. The Horizontal
organization design of HBL is also the reason of its success because as
compare to vertical organization design horizontal is better due to fast and
easy flow of communication among the employees. HBL is playing a very
significant role in providing employment, Loan etc which increaser the per
capita and living standard of civilians. HBL culture and environment is also
better as we compare to its competitor because there are some ethical
norms, values which are the soul of HBL and the environment is very self-
relieving, relaxing in which employees work their best. While measure the
efficiency and effectiveness of HR department functions Score Card
Approach is best and most frequently used in corporate environment. This
approach easily gives HBL accurate results.
Interview is the most commonly used for job analysis. HBL use interview
and questionnaire to ask for employees what the job entail and then write
the job description and job specification. For job evaluation HBL use
ranking method in one job is compared from another. This is not the best
one as compare to some of its competitors
The recruitment methodology used by HBL is Ratio Analysis in which ratio
between two trend is determined which is one of the best method to
forecast future employee need. HBL use qualification inventories,
advertisement and head hunters to find new talented employees. But HBL
sometimes due to some reason show flexibility to hire new employees in
which low competent employees are hired and referrals is also the reason of
hiring unqualified and not competent people.
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HBL only take Intelligence test (IQ) to analyze new employees for selection
due to which people who are not intelligent but have other skills are not
hired.
For Training and development HBL use different method which are Soft
Skill Functional Training, on-the job Training and class room lectures.
These methods are the main reason for HBL success and Good services.
For performance evaluation of employees HBL use Graphic rating scale
method which promote and give rewards to employees due to their good
traits and performance during the session. HBL conduct performance
appraisal at the end of year so the session is of one year.
The compensation and benefits plan of HBL are also very good as to its
competitors. They provide Paid-time off, Retirement, Disability Insurance,
Education and training programs to their employees. Employees stress
handling during the work is also best HBL handle stress of its employees
like many of its competitor are not be able to handle.
This is all the information that we get from HBL HR manager. The visiting
card of HR manager is also attached.
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OUR SUGGESTIONS FOR BETTERMENT OF HBL
HBL is Pakistan’s largest bank. It should eliminate the cost of online banking
since they charge cost of online transaction or transfer.
HBL is initiator of Tele-banking service which is unique service in Pakistan.
Through this service we can get information about our personal account on
telephone. Most of times customers find the service operator busy. HBL
should increase their tele-banking service centre.
HBL has begun campus recruiting which provides youngsters to come ahead
but their campus recruiting process is so slow. They should increase their
pace of hiring youngsters as other banks are doing successfully. They should
provide more and more opportunities to fresh graduates and masters.
The process of promotion at HBL is slow so they should maximize the
promotion process which would be source of motivation for their employees.
At many occasions HBL’s ATM network gets slow and their AT machines
don’t allow for transaction they should renew their ATM links in order to
make their customers avoiding inconvenience.
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REFERENCES
i. https://www.HBL.com.pk/
ii. http://www.wikipedia.org/
iii. www.HBLonline.com
iv. www.google.com.pk
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