Professional Documents
Culture Documents
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
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.
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.
Job specifications:
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.
Human
Resource
Centre
Recruitment
Selection
Identification and
Selection of Competent
Employees
Decruitment
Orientation
Training
Performance
Management
Compensation
and benefits
1) Recruitment
Career
Development
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)
Test/ interview:
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 applicants oral responses to
oral inquiries.
Formats used in selection interview:
Structured/Directed
Unstructured/Non directed
Modes of Interview:
Penal 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:
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.
Types of test:
Generally two types of tests are taken in HBL
Physical tests
Experienced professionals
Campus recruitment
Rehiring
Final Selection:
After going through all the processes the best candidates according to HBLs selection boards are
selected.
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
General Banking
Customer services
When bank implement any new software in that situation it is necessary to train employees in
running that system.
Amendment in regulations
When regulations are amended so the employees are given orientation to these amendments
in regulations
When current working system of bank is updated and advanced so the employees who use
that system are given training to these changes
When bank launches any new product so its features and benefits are communicated through
training programs to the employees
When employees do not perform consistently so there is need to train those employees so
that they can become able to perform better and include their share in overall growth of the
bank.
When employees are posted in any new department where they have no experience so they
are given initial training of that department to get better output from them.
Training methods used by HBL:
On-the-job Training
Off-the-job Training
Apprenticeship Training
Informal learning
Effective lectures
After analyzing the employee on the basis of above and some other criteria they are divided in
following categories
TP (Top performer)
Promotion procedure
After performance evaluation the promotions for the year are announced promotion policy is also
announced each year the following are the considerations for the promotion
Academic qualifications
Appraisal awarded
Test marks
Interview
The weight age of all parts is given by human resource department and the candidates secured
higher marks are promoted. Normally the weight age is as follows
Academic qualifications (10%)
Appraisal awarded (40%)
Test marks (30%)
Interview (20%)
The 40% of appraisal category is also divided in three years more weight age is given to most
recent years appraisal and preceding years appraisal has less weight age.
Basic pay
House rent allowance
Medical allowance
Utility allowance
Key allowance
Branch banking allowance
Conveyance allowance
Formerly the bonuses were paid three times in a year on year end, Eid-ul-fitr and Eid-ul-adha but
now these bonuses have been merged in the salaries of employees by increasing their basic pay.
And the bonus payment is now on the discretion of management but there is fix time and
commitment of bonus now.
HBL give other benefits as well to its employees which are as follows
Medical facility
HBL provide medical expenses reimbursement to its staff when they hospitalized and all the
consultation and bed charges are born by bank and bank also contribute 80% in medicines.
There are some limits of daily hospital charges for each cadre which are communicated to all
employees and HBL has all good hospitals on its panel in all big cities to facilitate its staff.
House loan
House loan is provided to staff on completion of five years service with the bank. It has also
different amounts cadre wise. Repayment of this loan is scheduled in remaining service
length of staff to minimize installment amount and facilitating staff member. There is very
low mark-up rate on house finance for staff.
Auto loan
Auto finance is also provided to staff as well by the bank the minimum service required to
avail that loan is three years. The mark-up is also very low for that loan. The loan is
scheduled in ten years and 100 installments. Installment is not deducted in the months of Eid.
Personal loan
Personal loan is provided to staff. The mark-up rate on that loan is a bit higher as compare to
house loan and auto loan. This loan is provided for five years.
Education allowance
Employees of HBL who has children getting education are given education allowance
monthly for one child for officer and above and for three children for below officer cadre.
Hajj Scheme
HBL send its employees on Hajj each year by balloting amongst staff and bear all expenses
of Hajj.
Marriage allowance
When any employee gets married the marriage allowance is paid to him by the bank.
When employees are posted in the areas where there is difficulty in living or those areas are
very remote in that case dare ness allowance is paid to them by the bank.