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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

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.

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 Management


HBL has a well established HRM department which is dedicated for hiring capable, skillful and
well educated employees which are selected through special selection processes like interviews
and written test to ensure that the most appropriate candidates are hired .It also keeps in view the
need and demands of existing employees.

Human
Resource
Centre

Recruitment

Selection

Identification and
Selection of Competent
Employees

Decruitment

Orientation

Training

Performance
Management

Compensation
and benefits

1) Recruitment

Adapted and competent employees


with up-to-date skills and knowledge

Career
Development

Competent and high-performing employees who


are capable of sustaining high performance over
the long term

Meritocracy is an integral part of HBLs recruitment policy. Our merit-based


recruitment process incorporates the principles of equal opportunity and leads to
the appointment of the most capable candidate. This ensures openness and
transparency, allowing greater confidence in the outcome of the selection process.
The merit principle at HBL aims to identify the most suitable person for the job
assessed on the basis of the following parameters:
Educational Background
Skills and Competencies
Abilities and Attitude
Experience
Interpersonal / Communication skills
2) Selection
The diagram below represents the process on which HBLs 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.
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.
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.
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
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.

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 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:

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

Tests of Cognitive ability

Physical tests

o Cognitive test abilities consists of


1. Intelligence Tests
Tests of general intellectual abilities that measure a range of abilities, including memory,
vocabulary, verbal fluency, and numerical ability are intelligence tests.
2. Aptitude tests
Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal
comprehension, memory, and numerical ability are aptitude tests.
o Tests of physical abilities
Tests that measure static strength, dynamic strength, body coordination, and stamina are
physical. Job related to guards and deliverers go through this sort of test.
HBL adopts recruitment process as

Entry level programs

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

3) Training procedure of HBL


HBL has its management and development institute at its head office in Karachi where senior
banking lecturers are available to facilitate the employees. Some of the facilitators are the
employees of HBL and some facilitators are specially called to conduct classes and deliver
lectures under special arrangements. Training is of following kinds.

For fresh employees


When any lot of candidates is hired for HBL then HBL give them three months comprehensive
training. This comprehensive training covers

General Banking

In this training account opening, remittances, locker management, cash management,


clearing, foreign currency operations are taught generally and special attention is given to the
department for which employees have been hired. These training module also give the
orientation of the bank and define the boundaries in which employee of the bank has to work.
It also gives the knowledge of prudential regulations to the employee which employee has to
comply with.

Customer services

Customer service is a series of activities designed to enhance the level of customer


satisfaction that is, the feeling that a product or service has met the customer expectation. To
achieve the high level of customer satisfaction employees are trained to deliver high quality
customer services for that their behavior is turned in the certain direction which leads them
and the bank to keep itself remarkable in delivering better services to the customers.

KYC and AML

Identifying High-Risk Customer Relationships "Know Your Customer" is the fundamental


principle used in complying with the obligations of due diligence. It is essential to obtain
background information on customers in order to maintain a KYC profile. Anti-money
laundering measures must be efficient and reliable and must be integrated in the information
structure and processes of the company. KYC(know your customer) and Anti money
laundering are the key components of compliance nowadays and State bank of Pakistan
requires strict compliance in both areas that is why employees are given training for these
regulations at the time of hiring necessarily.

For senior employees


Senior and already working employees are also given training at management and development
institute when needed senior employees are given training in following conditions

Implementation of any software

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

Advancement of systems working

When current working system of bank is updated and advanced so the employees who use
that system are given training to these changes

Launching of any new product

When bank launches any new product so its features and benefits are communicated through
training programs to the employees

Low performance of 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.

Switching to other department

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

4) Performance Appraisals in HBL


Performance appraisals are conducted annually by the line manager. In branches branch manager
evaluate the performance of the staff of branch in other department corresponding line manager
evaluate the performance of the employees these evaluation of performance then forwarded to
corresponding regional office which further forward it to the human resource department where
appraisal of employees are finalized and issued. The appraisal criteria include;

Performance on the job


Regularity
Punctuality
Target achievement
Growth of the department
Customer services
Behavior with colleagues
Behavior with supervisors and mangers

After analyzing the employee on the basis of above and some other criteria they are divided in
following categories

TP (Top performer)

EMP (Exceeding most parameters)


ESP (Exceeding some parameters)
MAP (Meeting all parameters)
MSP (Missing some parameters)
MMP (Missing most parameters)

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.

5) Benefits and compensation of employees


HBL is an equal opportunity employer it gives market competitive pay and benefits to its
employees. Salaries of employees includes following items

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.

Dare ness allowance

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.

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