Recruitment:

Recruitment is the formal process of selection of employees. It is the systematic process of searching of candidates for employment and encourages them to apply for jobs in the organization. The overall aim of recruitment is to obtain the quantity and quality of employees. Effective recruitment is very important for any organization because it is the action in which management goes into labor market to find individual who is best suited to the job. This is done only when they communicate the position in such a way that eligible job seekers respond in positive manner. imilarly the organization must provide essential and clear information about the job! so that candidates who are not eligible on the given criteria can consider themselves out of job candidacy. The good recruitment should attract the qualified and discourage the unqualified! and this will also minimize the cost of processing unqualified candidates. Stages of Systematic Approach to Recruitment: The recruitment process begins when the human resource department starts receiving requisition for recruitment from any department of the organization. " systematic approach to recruitment process involves the following steps# 1. Detailed HR planning: " detailed document of human resource planning! which contains anticipated detail of required human resource i.e. how much organization needs human resource to meet it objectives. 2. Job analysis: $ %ob description# &detail information of the competent tasks and duties' $ %ob specification# &detail statement of professional qualification ( skills required for job' 3. Identification of recruitment source . )reparation and publication of information &advertisement' !. *anaging the response ". hort+listing #. ,onducting Interviews Recruitment Sources $internal and e%ternal&: 'nternal Sources: -.illing of job vacancies from within the organization where selection is made from e/isting employees rather than employing someone from outside0 )resent employees! employee referrals! dependents of diseased and retired are the internal sources for recruiting employees. (%ternal Sources: ).illing of job vacancies from outside the organization0 "dvertisement! employment agencies! outsourcing! and college recruiting are the e/ternal

sources of candidates. Ad*antages Disad*antages 'nternal Recruitment 1oost up *oral of employees! Incur 2ow ,ost 3evelop %ealousy! 2ack of command (%ternal Recruitment 1ring qualified persons with new ideas! ,heaper ( faster than training of e/isting employees 2onger process! *ore e/pensive $+ary Dessler, 2--!, ..no1"3& 4 Selection .rocess: election process Involves screening of candidates by which best suitable person is chosen for a vacant post from a pool of candidates. "nd rejecting the other who are not found eligible as per their qualifications and suitability for job. The main objective of the selection process is to choose the right person for the right job. The selection process typically consists of eight steps# 1. .reliminary inter*ie/: The first step in the selection process involves screening of candidates by initial interview and short+listing the list of candidates. 2. 0ompletion of Application 1orm: "pplication form is the specific employment form used to get specific information which the organization wants. In this step applicants are asked to complete the organization5s application form. 3. (mployment tests $ )erformance simulation test &job behavior'! In order to test the aptitude of candidates. $ 6ork sampling &In order to check their skills for the prescribed job' $ "ssessment centers &In order to evaluate candidates individual and group performance' . 0omprehensi*e inter*ie/: Interviews involve a face+to+face meeting with the candidate to investigate the areas which is not addressed by the application form or tests. !. 2ac3ground in*estigation: 7erification and investigation from the application form about the backgrounds like# $ .ormer employers $ )revious job performance $ Education $ 2egal status to work $ ,riminal records

". 0onditional 4ob offer: %ob is offered on probationer bases for certain period of time. "fter fulfillment of certain conditions and successful performance in that period the tentative job may becomes permanent. #. 5edical6physical e%am: "n e/amination to determine an applicant physical fitness for essential job performance. 7. 1inal selection: Individuals who perform successfully in preceding steps are now considered eligible to receive the employment offer. Recruitment and Selection .rocess in 2an3 Alfalah: 1ank "lfalah makes recruitment of three kind of employee5s for the fulfillment of their need of e/pansion and growth i.e. o Top *anagement o Trainee 8fficers o ,ontractual Employees This recruitment is made on the basis of the requirement e.g. top managerial post is fulfilled either from internal or e/ternal sources with good e/perience and qualification. Trainee officers are fresh candidates usually recruited from e/ternal sources! who are having the prescribed qualification for the post. Internal recruitment is also made by upgradation of the lower employees with the same qualification or better performances at the lower post in the same organization. 9 ome time contractual employment is made till the availability of permanent employees for the post. uch type of employment is usually made on emergency bases. .ollowing sources are used to invite applications from suitable candidates for internal and e/ternal recruitment# $ 8e/spapers: 1ank "lfalah advertises the vacancies in popular newspapers! which can either be in English or :rdu language according to the need of job and situation. $ 9ebsite: 1ank "lfalah has also adopted online recruitment process like R8;EE.)< and other online job offering websites! where they advertise the vacancies. 1ank "lfalah also has its own website! where they advertise the vacancies. $ Direct Applicants: .resh graduates keep on submitting their ,7s to the =R 3epartment from time to time. =R 3epartment selects the effective persons for interview and tests whenever a job is vacant.

Selection .rocedure: "fter the recruitment! the selection of most reliable and capable applicants is made at 1ank "lfalah under the supervision of =R personals. .irst of all 1ank "lfalah advertises in the media &newspaper! magazine! website etc' that situation is vacant for the following post! for which their criteria are# o ,andidate must be a citizen of )akistan. o They must be qualified in the relevant field having graduate or post+graduate degree. o hould have attained the age of >4 years but not be e/ceeding the age of ?@ years. "pplications are invited from candidates on prescribed forms against the vacant posts advertised in the newspapers! after advertisement different people apply for the job. In the preliminary ,7! irrelevant applications are screened out and relevant applications are called for written test. This test is e/amined by I1) &Institute of 1ankers )akistan'. The test pattern is of A*"T format in which they judge the person job behaviour and skills of doing individual and group simulation tasks. Then there is an initial interview in which one topic is given to each candidate and asked to debate on that. .urther screening is made from the group discussion which is e/amined by >B =R e/ecutives of 1ank "lfalah. In this way they judge their personality traits and leadership qualities. Cow final interview is conducted by the president of 1ank "lfalah at the regional office. Then job is offered to deserving candidates who are sent for training to the head quarter! which is based at <arachi where they undergo intensive training in various fields. "fter completion of training they are sent to different branches.

.erformance Appraisal:
)erformance appraisal is the assessment of an individual5s performance in a systematic way! in which the performance is being measured against such factors i+e job knowledge! quality ( quantity of output! initiative! leadership abilities! co+operation! judgment! loyalty etc. "ssessment should not be confined to past performance alone. 8n the basis of performance appraisals of employees! certain decisions are made i+e promotion! training! transfers! bonuses ( incentives etc. "ppraisals play a very important role in the employer5s management and their performance. The

main objective of performance appraisal is to improve employee5s efficiency. "ppraisal can be used by the organization in the following ways. $ To improve employees efficiency and their performance $ 3evelop confidence and hopes in employees about their career development $ Aive feedback of the employees to the managerial staff $ =elps in motivating employees $ )rovide uniform mechanism of evaluation to all employees $ Establish direction through objectives for performance $ )rovide standard criteria for promotion and increase in the salary of employees $ )rovide justification for transfers and discharges $ =elps in better understanding between employees and supervisors *ethod of )erformance "ppraisal# There are lot of methods of performance appraisal and can broadly categorized into two types. $ Traditional *ethods $ *odern *ethods Traditional *ethods# Traditional methods are comparatively older methods of performance appraisals which are only based on personal qualities i+e knowledge! loyalty and leadership etc. .ollowing are different traditional methods# :nstructured *ethod# In this method! appraisal process doesn5t follow any specific structure. It is only based on the description of the employee by the superior i+e judgment of leadership qualities by the superior. Ranking *ethod# In this method superior is asked to rate all the employees from highest to lowest. Thus it is easy for superior to rate the best and worst one among all. )aired ,omparison# In this method! each member performance is compared with every other member in the group. Thus a ranking system is formed and best one is chosen. *an to *an ,omparison# In this method performance of employees is determined on certain factors i+e initiative! leadership and other personal qualities which are compared with another employee. .orced ,hoice *ethod# " type of method in which two options is given to the rater and the rater must choose on of them about employee5s work behaviour. E.g. is he loyalD &Ees or Co' Essay *ethod# In this method evaluator writes an essay about employee strength! weaknesses!

and past performance. 1ut there is a major disadvantage in this method i.e. personal clash. 13 0hec3list 5ethod: In the checklist method! a rater is given a list of behavioural description and the evaluator merely goes down the list and check off FEes5 or FCo5 to each question. 5odern 5ethods: *odern methods were formulated to improve upon traditional methods. *odern methods remove the shortcoming of old methods such as biased and prejudiced. ome of the modern methods are# 2eha*ioral anchored rating scale $2ARS&: " performance appraisal technique that appraises an employee on e/ample of actual job behavior rather than traits. "dvantage of this method is the focus on specific and measurable job behavioral and the disadvantage is time consuming. 5anagement by :b4ecti*e $52:&: This method is not done by a single person &1oss' but it is done through mutual communication between boss and employees. It is the process of goal setting and feed back. 3"- degree feedbac3: " performance appraisal method that utilizes feedback from supervisors! employees and coworkers. This is thorough process but time consuming. Job (*aluation: It is the systematic approach for finding the value of the job offered by an organization. In this we review the job not the person who is performing it. 8ne of the simplest methods of analysis is to break it into different factorsG each factor is then allotted some points or score! on the basis of those points job is then evaluated e.g. level of e/perience! knowledge! skill required etc are the factors which score points in the process of evaluation. The main purpose of job evaluation to give employee wages in such a way so that! they feel motivated. 6hen using job evaluation the organization must focus on these points. 1. Detail 4obs analysis: The details job analysis will clearly provide detail information about the following main tasks. $ The specific skills and abilities needed for certain job $ The value of assets $ The working conditions $ The number of employees answerable to the employer 2. 'dentifying rele*ant 4ob factors:

These includes skills needed for the job! qualification required! the level of responsibilities! physical efforts levels needed and better working conditions 3. )oints are allocated for each job factor . Total score of the points give evaluation of their job In jobs evaluation! jobs that require greater qualification! more responsibilities and duties should be paid more than jobs with lesser requirements. The salary of the employee will be according to the responsibility which they have to perform. $Job and /or3 analysis, Date Accessed 276-"62--;& >H <he Job (*aluation 0riteria of 2an3 Alfalah: In 1ank "lfalah the job evaluation criteria is the basic payG the fi/ed salary or wages which constitutes the rates for the job. In the skill based jobs! these rates may vary according to the skill and competence of a person. The rates are fi/ed by managerial judgment that what is required to recruit and retain the employee. There is no concept of bonuses! commission or over time related pay. The official timing of bank is B9.BB "* to BI.BB )* but almost all of the employees have to work till B4.BB )*. =owever! for this additional work they are not given any additional remuneration or over time.

Appraisal Approach of 2an3 Alfalah =imited:

Regarding the performance appraisal! 1ank "lfalah adopts both types of approaches. a. <raditional Approach: This approach of appraisal is about the overall organization! on the basis of their past performance. In the 1ank "lfalah! it is reviewed at branch level. Each branch is responsible to show its performance in accordance to the set goals in a positive direction. b. 5odern Approach: In this method the employees are allocated certain goals or targets to be fulfilled in the given period! which show the overall performance of each employee e.g. they are asked to collect the deposit of certain amount in the prescribed period. The performances of all the branches are reviewed at the end of 3ecember. Till yet 1ank "lfalah! has no computerized system to assess the performance of employees. .erformance Appraisal .rocess in 2an3 Alfalah:

The performance appraisal process in the 1ank "lfalah 2td. is carried out in the following manner# J " work target is given to the employees in accordance with the e/pectation of the employers through which employees are evaluated. J The 1ank "lfalah develops performance appraisal form at the beginning of the year and makes it known to all employees about their criteria of evaluation. J The employees are observed and checked on that fi/ed criteria for certain period of time say > year or I months and their points are scored at the end of that period. J It establishes the assessment of performance and the progress against work e/pectation. J This formal documentation of performance through completion of the )erforma provides a tool for evaluation of the work of each employee. J "fter completion of the form! they discuss the appraisal with the employees. J "t the end! appropriate action is recommended in accordance with the appraisal of employees. J Report is submitted by the manager to the higher authorities about the evaluation of employee from different dimension! which help them to award them with increment or to stop their increment for the coming year. >@ +rie*ance: It is a formal way of resolving a problem at work. " grievance is a matter connected with the terms and condition of employment or working arrangements that affect an individual directly or affect their personal dealings or relationship with other staff members of the organization. It occurs when employee feels him self that heKshe is treated wrongly by his supervisor or colleagues. <he +rie*ance procedure: It is a process to resolve disputes! problems and misunderstandings associated with the staff of the organization. This procedure is used in every organization and it is very important for every organization. If employee has suffering from problem related to other employee then heKshe should immediate contact to his senior staff for resolving the problem. Human Resource management: =uman resource management is the organization function that deals with the issues related to the people such as compensation! hiring! performance management! organization development!

safety! wellness! benefit! employee motivation! communication! administration and training. =uman resource play very important role in every organization.

Disciplinary .rocedure in 2an3 Alfalah:

There is a list of disciplinary procedure which is very important for every employee to follow these rules and regulations are $ In bank "lfalah ma/imum 4@L attendance is very important for every employee. The bank "lfalah doesn5t compromise on attendance. There are no e/cuses for formal absentees. If the attendance record of any employee below from 4@L then strict action is taken against him. $ The working hour of bank "lfalah is from 9am to Ipm. If any person is late from 9am then action is taken against him. If the reason for coming late is formal then no action is taken against an employee. $ If any body found who misuse the property of 1ank "lfalah then organization takes strict action against him. $ Every employee should come in proper dress to the office. $ *issbehaviour with customers is not allowed. $ moking is prohibited inside the organizationG this rule is applied on the employees as well as of the customers. $ "ny thing which harms the image and reputation of organization is strictly prohibited. $ Taking interest in organization activities is the duty and responsibility of every employee

Dismissal .rocedure of 2an3 Alfalah:

In banks there are more chances of fraud in cash. There is a proper procedure of against employee dismissal. >. If any employee found in the fraud of cash in bank then the bank will send him the written warning. M. "fter the warning letter the internal inquiry will be conducted in the organization upon that employee. ?. This inquiry result will be sent to the higher management for further inquiry. H. If the fraud is proved on the employees then inquiry committee is established. @. 6hen inquiry proceeding is over then this committee makes a detailed report on that employee. I. "fter this if the fraud is proved on the employee then dismissal letter is given to him and he will be dismissed fro the job.

Redundancy at 2an3 Alfalah:

1ank "lfalah is operating under the two types of redundancy. 1. 0ompulsory Redundancy: The compulsory redundancy candidates are the most favorable candidates. These candidates serve the bank from more than ?B years. These candidates are serve from money and also offered them pension for their future life. The organization also gives them medical or health facilities. 1ecause these candidates apart from the age of above @@ years and are also the most favorable candidates for compulsory redundancy. 2. 8on 0ompulsory Redundancy: In this case the employees are encourage to do the task in formal and good way in return they will be benefited by a special package which is called Aolden handshake. This package offers provident fund! medical benefit! monthly pension! car finance etc.

+rie*ance .rocedure at 2an3 Alfalah:

The proper procedure for every problem is handled in 1ank "lfalah. if any employee have suffered from some problem then first of all he goes to the regional manager and discuss the problem with him after this if the regional manager is not in the position to solve hisKher grievance then the problem is forwarded to be the =R department. =R department will continue the work on the problem! if the grievance of the employee is valid then the =R department will remove the grievance and the problem will be solved! but if the grievance is unvalid then the grievance will be rejected. <he 8eed for 5aintaining .ersonal Records: Every organization needs to full fill the personal records of every employee. )ersonal records contain information which is kept on every employee of the organization to form an employee record. uch records are used for the internal use of the firm as well as by the government and other agencies. The need for the effective management of personal records arises because $ The personal data of employee5s history is very important to be stored when ever updating is required then the stored data may be use. $ 6hen government and agencies wants detailed of any employee then the detailed must be

provided to them. $ )ersonal or work information is very important for the organization it will gives help in management areas such as recruitment! selection! healthy and safety issues and in training and development etc. The purpose for storing the personal records is to gather or use of communicate information about the human resource of an organization. >9 Dismissal: It is the termination of the employee5s contract by the employer with or without notice. It is also the e/piry of fi/ed term contract without renewal. If an employer keeps an employee in his employment! but on a different contract the employer is terminating the e/isting contract and it will count as dismissal. There is a specific procedure for dismissals of employee. Every organization has different dismissals procedure but the general dismissal procedure is mentioned below 1riendly <al3: If the mistake is for the first time and is not so serious then employee should be warn via friendly in formal talk for not repeat the mistake in future. :ral 9arning: If the mistake is repeated again then oral warning given to the offender. The human resource person invites him talks to him and warns him again to be aware such a minor actions in the future. 1irst 9ritten 9arning: 6hen the mistake is again done by the offender then written serious warning is given to him. The mistake which offender is doing again and again is converting in to the habit of the offender to avoid this habit an organization gives a written warning consist of the details of complaints or mistakes to the offender. In this written warning the organization warns him to not repeat this in future. 1inal 9ritten 9arning: If an employee making a habit of such type of minor mistake again and again then this action damages the reputation and image of the organization then a final written warning given to him. This warning letter consists of the details of the minor mistakes and improvement of the

mistakes. The organization strictly warns him to not repeat these mistakes in future other wise heKshe will be suspended from the job. Suspension: If the mistake is strong then the employee may be suspended from the job without pay. 3epending on the level of the mistake the suspension may take up to two months or more. Demotion: If the offender is not changing him self then he will be demoted from his post or position. Then this position is given to other staff member who is perfect for this position. Dismissal: This action is the last tool for employee. If employee does not improve his mistakes after several warnings then dismissal tool to be used by the organization. This is the strongest action that can be carried out on an employee and heKshe will be dismissed rightly. MB Redundancy: The fact that the requirements of the business for employees to carry out work of a particular kind in the place where they were so employed have ceased or diminished or are e/pected to do so. $Redundancy may happen: $ 6ork that used to be done by the people become mechanized can be done by the machine. $ 1usiness slow down due to lower sales or production. $ The business relocates. $ " mergers or takeover happens. $ The business restructures or reorganizes. $ ,hange in tariffs or e/change rates. 0onsultation: The organization! through line managers! and supported by the 3epartment of =uman Resources! shall undertake meaningful consultation with the recognized ,ampus :nion representatives! with a view to reaching agreement on all matters covered by relevant legislation. The process which shall normally be followed is set out in the supporting management guidance notes and shall depend upon the prevailing circumstances. 6here it is not possible to avoid redundancy the requirements of legislation shall be met and a reasonable period of time shall be allowed for meaningful consultation to take place with staff

and ,ampus :nion representatives. The following are the steps used for redundancy. +eneral 0riteria >sed for Redundancy: $ The reason for redundancies. $ The number and categories of employees involved in redundancy. $ The numbers of employees in these categories employed at the establishment. $ =ow you plan to select employees for redundancy. $ =ow you will carry out redundancies. $ =ow you will work out redundancy payments. Selection: election criteria shall have regard to the number of redundancies necessary and be based upon the skills required to meet the current and future needs of the organization. ,riteria may include# $ kills and e/perience in relevant field. $ Nualification. $ "ttendance records. $ 3isciplinary record. $ Resignation letter in written form. $ )rocess on resignation letter $ Employee e/it interview $ "cceptance of resignation $ E/it check list If any employee of bank "lfalah wants to resigns from the job then proper procedure will be done. .irst of all an employee gives a written resignation letter to the organization in which heKshe mentioned that he wants to resign from the job. "fter this then the organization start works on this resignation letter. 6hen this resignation letter comes in process then the organization decides to accept or deflects this resignation letter. If this resignation letter accepts by the organization then the e/it interview will conducted. The process for this e/it interview is to provide feedback on why the employee is leaving the job what they liked or did not liked about their employment and what areas of the organization they feel need improvement. "fter e/it interview the resignation will be accepted by the organization. 6hen the resignation will be accepted then the employee will be allowed to leave the job. "fter this the e/it check list will be done this will include the following thing for e/ample $ ,lean out entire office &desk! files' return all supplies to production! take all personal belongings. $ Return all company5s credit cards. $ =and in all copies of reports and manuals.

$ 3elete software from personal laptops or home computers.