HRM Report on Habib Bank Limited (HBL)

Submitted by:

Mr. Junaid Ali FA11- BS (BA)-060

Ms. Ramsha Tariq FA11-BS (BA)-016

Mr. Waqas Sidique FA11-BS (BA)-017

Ms. Farah Naz FA11-BS (BA)-029

Mr. Malik Arslan FA11-BS (BA)-034

Mr. Fazle Wadood FA11- BS (BA)-004

Supervised by:

Mr. Javed Bhatti

Department of Management Sciences

COMSATS Institute of Information Technology,

Attock City
Habib Bank Limited
Jahan Khawab Wahan HBL
 DEDICATIONS
To those teachers who really struggle with their students to provide them with true knowledge as
the students put face the current challenges of coming world international business.

To those students who work to meet their study resources and cover their expenses from their
Earnings, they love and respect their teachers and desire to seek true knowledge from them.
We dedicate this report to our parents who really contributed in our efforts they fully supported
us morally, financially and gave us such strengths and courage that helped us a lot in gaining.
And a big thanks to our seniors who helped us to write a report.

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 ACKNOWLEDGEMENT

All praises and appreciation are for Almighty Allah. The most beneficial and the most merciful,
the gracious and the compassionate whose bounteous blessings and exaltation flourish my
thoughts and thrived my ambitions to have the cherish fruit of our modest efforts in form of this
manuscript from the blooming springs of blooming knowledge.

My special praise is for the Holy Prophet (S.A.W.W) the most perfect and exalted among and of
ever born on the surface of earth who is forever, a torch of guidance and knowledge for humanity
as a whole.

We feel highly privileged to describe the most an ever burning flame of gratitude and deep sense
of devotion to Mr. Javed Bhatti. Under his auspicious, we took the information and completed
this task assign to us. We are grateful to his ever inspiring guidance, keen interest, scholarly
comments, scholastics and constructive solutions and polite behavior throughout our project
duration.

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Table of Contents
1-Executive Summary ................................................................................................................................... 1
2-INTRODUCTION.......................................................................................................................................... 2
3.0 OBJECTIVES OF HBL ................................................................................................................................. 3
3.1 Vision................................................................................................................................................... 3
3.2 Mission ................................................................................................................................................ 3
4-ORGANIZATIONAL CULTURE ...................................................................................................................... 5
5- Job Analysis ............................................................................................................................................... 6
The Interview for job analysis: .................................................................................................................. 6
Questionnaires method: ........................................................................................................................... 6
Observational method: ............................................................................................................................. 6
Job description: ......................................................................................................................................... 7
Job specifications: ..................................................................................................................................... 7
6- Recruitment .............................................................................................................................................. 8
6.1 Recruiting Goal .................................................................................................................................... 8
6.2 Recruiting Sources .............................................................................................................................. 8
6.1.1 External searches ............................................................................................................................. 8
6.2.2 Internal Search ............................................................................................................................... 10
6.2.3 Employee Referrals ........................................................................................................................ 10
6.3.4 Recruitment Alternatives ............................................................................................................... 10
7- Selection ................................................................................................................................................. 12
7.2 Reliability and Validity....................................................................................................................... 14
7.3 Cut off scores .................................................................................................................................... 15
8-Training and development....................................................................................................................... 16
8.1 Employee Training ............................................................................................................................ 16
8.2 Employee Development .................................................................................................................... 17
8.3 Organization Development ............................................................................................................... 17
9- Socialization and Orientation ................................................................................................................. 19
10-Conclusuion and Recommendations ..................................................................................................... 20
11-Bibliography ........................................................................................................................................... 21
 1-Executive Summary

HBL established operations in Pakistan in 1947 and moved its head office to Karachi. Our first
international branch was established in Colombo, Sri Lanka in 1951 and Habib Bank Plaza was
built in 1972 to commemorate the bank’s 25th Anniversary. HBL has the largest Corporate
Banking portfolio in the country with an active Investment Banking arm. It encompasses product
offerings and services in Retail Banking and, in recent years, Consumer Banking as well.
Satisfying customers are the only way to stay competitive in today's Market place. The balancing
act between what customers want and what the HBL can provide must be optimized in order to
maximize HBL’s long-term profits.
HBL is expanding its presence in principal international markets including the UK, UAE, South
and Central Asia, Africa and the Far East. With a domestic market share of over 40%, HBL was
nationalized in 1974 and it continued to dominate the commercial banking sector with a major
market share in inward foreign remittances (55%) and loans to small industries, traders and
farmers. International operations were expanded to include the USA, Singapore, Oman, Belgium,
Seychelles and Maldives and the Netherlands.
HBL is currently rated AA (Long Term) and A-1+ (Short term). HBL is the first Pakistani bank
to raise Tier II Capital from external sources.

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 2-INTRODUCTION

HBL was the first commercial bank to be established in Pakistan in 1947. Over the years, HBL
has grown its branch network and become the largest private sector bank with over 1,500
branches and 1,300 ATMs across the country and a customer base exceeding five million
relationships.

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 presence in 25 countries, subsidiaries in Hong Kong and the UK, affiliates in Nepal, 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 Central Asia, Africa and the Far East.

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.

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 3.0 OBJECTIVES OF HBL

Like other business organization the core desire of Habib Bank is to maximize the profit through
saving & loaning money to the life of the common people. The Objectives of the Habib Bank is
given below:
I. Broad Goal:
Ash a nationalized commercial organization, Habib Bank belongs to the people. It implies that it
stands for meeting the banking needs of the mass people of the society.
II. Operating Goal:
In compliance with the very nature of the organization, the objective in mind the bank aims at
excelling quality and diversified services. To fulfill its mission Habib Bank has its main
objectives as followings.
 To earn profit for the Bank itself and maximize its shareholder’s value.
 To provide solutions for multiple requirements of clients of diverse
 Financial nature.
 To manage with the changing trends of the modern day financial market.
 To be a diversified bank by offering all basic consumer services along with
 Specialized services
 Honest and ethical conduct, including ethical handling of actual or apparent conflicts of
interest between personal and professional relationship.
 To provide employment opportunities to people.
 To help in development and industrialization of the country.

3.1 Vision
Simply the vision of Habib Bank is mass banking. At the time of formation it changed its motto
from class banking to mass banking. Expedite the economic growth of the country through
spreading the banking services to the doorsteps of mass people so that they get institutional
financial help and participate in the economic activities of the country.
“To be the premier organizations operating locally and internationally that provides the complete range of
financial services to all segments under one roof.”

3.2 Mission

HBL is a client-oriented bank and its mission is:

“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

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 Products and services, and granting superior value to our stakeholders – shareholders, customers
and employees”.

 To be the trendsetter for innovative banking with excellence and perfection.

 To be the best performing bank in the country and the region.
 To exceed customer expectations through innovative financial products & services and establish
a strong presence to recognize shareholders' expectations and optimize their rewards through
dedicated workforce.
 Keeping ahead of other competitors in productivity and profitability. To attain budgetary targets
fixed in each area of business.

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 4-ORGANIZATIONAL CULTURE

Organizational culture is the behavior of humans who are the part of an organization and the
meanings that the people react to their actions. Culture includes the organization values, beliefs,
working language and system as well as way of dressing.

Organizational culture of HBL: At HBL we have created a challenging environment that

encourages creativity and commitment. In our pursuit of excellence, we are focused on
attracting, developing and retaining the best talent in the marketplace. Our dynamic culture
offers diverse growth opportunities across Pakistan and in 25 countries around the world. HBL
fosters a work environment where employees can realize
their potential whether locally or in the international arena. Thus, we enable our employees to
achieve their professional goals while keeping in synch with the bank’s overall objectives.

HBL has a strict rule and regulations and employees learn culture by managers, trainings are
conducted, books and different workshops are organized for the employees. A system of shared
meaning held by members that distinguishes the organization from other organizations.

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 5- Job Analysis

David A. Decenzo and Stephen P. Robbins said about job analysis they say that job analysis is a
systematic explorations of the activities within a job. It is a technical procedural used to define
the duties, responsibilities and accountabilities of a job. This analysis “involves the identification
and description of what is happening on the job . . . accurately and precisely identifying the
required tasks, the knowledge, and the skills necessaries for performing them, and the conditions
under which they must be performed.” 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
 Individual interview method.
 Questionnaires method
 Observation method.

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.
HBL prefer to hire home country employees who give them more work on time, and they are
more honest and punctual with their work and because they know our cultural values, traditions
etc, and adjust in our environment easily. HBL prefer interview method more, rather than
questionnaire and observation methods. The HBL thinks that this method is effective for
assessing what a job entails, needs, and involving employees in the job analysis is essential.
Individual employees, group of employees and supervisors with vast knowledge about jobs are
interviewed so HBL preferred interview method first.

Questionnaires method:
Book says this 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.
HBL is against of this method, they think it is time consuming and get nothing.

Observational method:
Using the observation method, a job analyst watches employees directly or reviews of workers
on the job.
HBL is not with this method because employees performed well if organization check their
employees individually and continuously so this method give poor results in the mind of HBL.
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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. A job description is a written statement of what the jobholder does, how it is done,
under what conditions it is done, and why it is done. An example of job description for a Benefits
Manager is provided. HBL provided this method to their employees they facilitate them.

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.
Identifies the knowledge, skills, education, experience, certification and abilities needed to do the
job efficiently as HBL specialized their employees through training and HBL take more work
from them and they give good response to organization and give work efficiently.

What approach of job specification HBL used? (Either focus on the skills and potential or on the
education and qualification?) We asked this question from HR Recruitment Department and they
said HBL used both skill & Qualification. HBL need only those employees who are skilled or
qualified.

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 6- Recruitment

6.1 Recruiting Goal

The first goal of recruiting, then, is to communication the position in such a way that job seekers
respond. Why? The more applications received, the better the recruiter’s chances for findings an
individual who is best suited to the job recruitments. However, the recruiter must provide enough
information about the job that unqualified applicants can select themselves out of job candidacy.

Human Resource management structure:

The HRM department plays an important role in value of any company. HBL has very active and
one of the best HR department in Pakistan as well as worldwide. The structure is as the President
is assisted by ten Senior Executive Vice-Presidents and a staff of 29Executive Vice Presidents,
154 Senior Vice Presidents, 420 Vice Presidents, 831 Assistant Vice Presidents, 2350 officers
Grade-I, 4108 officers Grade-II, 3364 officers Grade-III and 10658 Clerical/Non-Clerical
employees.

6.2 Recruiting Sources

Recruiting is more likely to achieve its objectives if recruiting sources reflect the type of position
to be filled. Certain recruiting sources are more effective than others for filling the types of jobs
this is what the book says about recruitment sources.
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 jobspecification and acting
upon these criteria job vacancy ads are spread through different Medias like newspapers and internet.

6.1.1 External searches

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)
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HBL uses a website for recruitment. 100% response HBL get from the cyberspace recruiting
(website).

• External sources of candidates:

Book will describe three forms of employment agencies: public or state agencies, private
employment agencies, and management consulting firms.

1. Sidat Hyder Morched Association works for outsourcing for HBL.

2. College recruitment
3. Employee referrals
4. Walk-ins

Campus recruitment:
HBL is proud of its ability to nurture individuals and empower them to hone their talents.HBL
size gives itself the unique ability to provide fast growth and significant responsibility early on in
a career with multiple avenues to reach the top. As part of HBL’s human resource strategy, HBL
visits various universities across the country to induct & groom fresh business graduates every
year. Enthusiastic and talented youth form the backbone of its banking operations and are
nurtured to become future leaders at HBL. To attract the best young talent, HBL’s resource
department employs a pro-active strategy. HBL actively participates in campus seminars by
giving presentations that highlight HBL’s background, vision, mission, values, recruitment &
selection process, future career prospects and overall business strategies. HBL hires fresh talent
on a permanent basis and offer a wide range of career opportunities across all functions, including
Finance, Marketing, Operations, Information Technology and Human Resources.

As part of HBL’s human resource strategy, we visit various universities across the country to
induct & groom fresh business graduates every year. Enthusiastic and talented youth form the
backbone of our banking operations and are nurtured to become future leaders at HBL.
To attract the best young talent, our resourcing department employs a pro-active strategy. We
actively participate in campus seminars by giving presentations that highlight HBL’s background,
vision, mission, values, recruitment & selection process, future career prospects and overall
business strategies.

We hire fresh talent on a permanent basis and offer a wide range of career opportunities across all
functions, including Finance, Marketing, Operations, Information Technology and Human
Resources.

HBL is proud of its ability to nurture individuals and empower them to hone their
talents.HBL size gives itself the unique ability to provide fast growth and significant
responsibility early on in a career with multiple avenues to reach the top.

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6.2.2 Internal Search

Finding internal candidates:

In HBL if internal employees are hired, even then the proper selection process is followed for
them. HBL hire any other employment agency or do this task on their own? If yes, then for
which positions? If HBL do internal search then by their Own and from Low management to top
management.

1. Job Posting

2. Rehiring former employees

3. Final Selection within the Organization

Job posting:
Related to job’s advertisement, HBL posted the job opportunity in their own personal r internal
website.

Rehiring Former employees:

It is an internal hiring source. Rehiring the former employees is the process in which HBL
rehires the former employees. But this process is practiced very rarely.

Final Selection within the Organization:

After going through all the processes the best candidates according to HBL’s selection boards are
selected.

6.2.3 Employee Referrals

One of the best sources for individuals who will perform effectively on the job is a
recommendation from a current employee. Why? Because employees rarely recommend
someone unless they believe that the individual can perform adequately.
HBL mostly hire those candidates who’s under employees referrals due to financial records
because the records are so risky. And employee referrals may also minimize an organization’s
desire to add diversity to the workplace.

6.3.4 Recruitment Alternatives

More and more companies today are looking at hiring temporary help (including retirees),
leasing employees, and using the service of independent contractors.

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Employee Leasing
Individuals who are hired by one firm and sent to work in another for a specific duration of time.
Whereas temporary employees come into an organization for a specific short-term project, leased
employees typically remain with an organization for longer periods of time. HBL hired leased
employees those who are for longer period of time because these employees are also well-trained
individuals. They are screened from the leasing firms, trained appropriately and HBL checked
their performance on daily basis.

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 7- Selection

Selection Process
This process involves selecting the employees by follow the eight steps that include the initial
screening interview, completion of the application form, employment test, and comprehensive
interview, background investigation, realistic job preview, conditional job offer, medical
/physical exams, permanent job offers.
Selection process HBL follow is that Written test followed by panel interview. HBL prefer Test
& interview conducted while doing selection of new employees.

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.

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Pre-screening and short listing:
Selection board goes through those CVs and selects those candidates which initially fulfill the
criteria of selection board. After prescreening the HBL 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.
 Formats used in selection interview:
 Structured/Directed
 Unstructured/Non directed
 Modes of Interview:
• Panel interview
• Structured sequential interview
 Types of questions:
 Situational
 Job Related
 Stress
 Puzzled Questions

Selection Interview:
Selection interview HBL 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.

 Yes, HBL are providing opportunity of initial screening to their candidates

 HBL are providing the realistic job preview to their candidates. Brochures,videos etc
source HBL are using these sources.
 Structred interviews HBL conduct for interviewing new candidates.
 We ask this question from the HR manager of HBL that what type of test you take from
the candidates? (written etc, work sampling, performance simulation,assesseent centres)
then he replied HBL used written test from the candidates.
 Internal method in background investigation HBL follows for selection a new candidate.
 Bound sign type of conditions HBL put while offering the conditional job.

Final Selection:
After going through all the processes the best candidates according to HBL’s selection boards are
selected.

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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
 Information on employee benefits
 Personnel policies
 The daily routine
 Company organization and operations
 Safety measures and regulation

7.2 Reliability and Validity

Reliability

For any predictor to be useful, scores it generates must possess and acceptable level of reliability
or consistency of measurement. This means that the applicant’s performance on any given
selection device should produce consistent scores each time the device is used.

Although HBL attempts to provide accurate, complete and up-to-date information, which has been
obtained from sources that are considered reliable, HBL makes no warranties or representations,
express or implied, as to whether the information provided on or via this Website is accurate, complete
or up-to-date. HBL makes no representations and disclaims all express, implied, and statutory warranties
of any kind to you or any third party, including, but not limited to, representations and warranties
regarding accuracy, timeliness, completeness, merchantability, or fitness for any particular purpose. HBL
assumes no responsibility for the consequences of any errors or omissions.

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

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Cognitive test abilities consists of
 Intelligence Tests
Tests of general intellectual abilities that measure a range of abilities, including memory,
vocabulary, verbal fluency, and numerical ability are intelligence tests.
 Aptitude tests
Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal
comprehension, memory, and numerical ability are aptitude tests.

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.

7.3 Cut off scores

Cutoff scores predictors helps in maximize Correct Hires and Correct Rejection. A cut-off score
represents a standard of performance that is set in a selection process with the objective of
identifying the best qualified candidate(s). In setting a cut-off score, you are deciding on the
level of performance that a candidate must display to be considered further. Often the objective
of identifying the best qualified candidate(s) will be achieved most efficiently by setting a
standard of performance above just a minimally acceptable level.

Higher scores on selection instruments are usually associated with higher levels of job
performance. The expression "more is better" captures this notion. The manager may want to
consider only candidates showing higher levels of performance. Whatever the initial preference
of the manager, he/she will want to consider several factors before making a cut-off score
decision.

HBL get success in hiring of corrects hires and correct rejection because it provides training to
the news employees as well as also the 17 and its onward grades employees and if such
employees passed the special courses of CTR (Common Training Program Lahore) so then they
will also selected for the higher grades so in such a manner organization wills knows that who is
correct or wrong for an organization.

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 8-Training and development

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.

8.1 Employee Training

Means to design the learning experience that will help the employees to improve its skills that
will help them in the job. HBL offers inhouse training to their new candidate.

Training approaches mostly used by HBL:

On-the-job Training: (OJT)

The most widely used training methods take place on the job.

 Coaching or understudy: it is done at all level of the jobs. It is the OJT method in which
employee is coached and taught by profession that how to do the job in order to meet
HBL’s goals and objectives.

 Audio/Video: HBL used audio and video training method for the new applicant’s.

Off-the-job Training:

• Case study methods: special case studies are given to employees which contains some
dilemma about banking sector. By solving those case study problems employee gets
training to take bold and effective decision in crucial situations.

• Outside seminars: HBL encourages its employees to participate in the seminars arranged
by banking sectors not just in the Pakistan but also beyond the borders. By participating

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 in outside seminars employee gets authentic knowledge about the new horizons of
banking sector which is useful for HBL and makes it leading bank in Pakistan.

Succession Planning:

• It is actually management developing program. Succession planning is a process through

which senior-level openings are planned for and eventually filled. HBL’s Management
Trainee (MT) program deals with succession planning.

8.2 Employee Development

Future oriented training that is for the personal growth of employees.

 Job Rotation: Moving a trainee from department to department to broaden his or her
experience and identify strong and weak points. HBL’s Manager Associate program is
used for job rotation training.

 Special Assignments: These assignments are actually related to tasks within the branch
by achieving those tasks assigned by trainer, employee get training.

 Action Learning: Management of HBL trainees are allowed to work full-time analyzing
and solving problems in other departments.

 Outdoor Training: Outdoor training typically involves some major emotional and
physical challenge.

8.3 Organization Development

It is important to recognize that organizations change from time to time. Convince health
education type of benefits and packages HBL provide to your employees. Organizational
development facilitates long-term organization-wide changes. It include different techniques
HBL mostly used the techniques of survey feedback from the employees on the basis of sort out
the problems if there is any and also the team building.

Habib Bank Limited (HBL) is the most recently privatized amongst the local big banks in
Pakistan. HBL is the leading private bank in Pakistan with over 1400 branches and international
outreach of more than 30 branches across the Globe.

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HBL was privatized in 2004 and since then has emerged head on with the competition because of
its aggressive and effective customer oriented strategies, especially re-branding and revitalization
of branches. HBL has a workforce of around 15000 employees, most of which had been part of
the pre-privatization phase.

Being recently privatized, it is facing the problems of pre-privatization bureaucratic culture.

However despite the fact mentioned above, HBL has been seen as emerging out in the
competition with aggressive and effective customer oriented strategies even though a majority of
its work force is used to dealing with conventional bureaucratic management styles and a change
resisting attitude.

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 9- Socialization and Orientation

Socialization process of adaption to a new work role. When the new employees joined the HBL
their way of working pattern is totally different and interaction with colleagues is minor. In such
away we socialized them by giving team works that will help them to interact with their
colleagues easily and it will also help them to understand the organization rules and regulations.

HBL also socialized the employees by allowing them that they have a right to share their ideas
and their problems regarding to job. All employees of each grade are considered to be an equal.

If new employees facing problems related to the jobs so we motive them by providing extra
training courses that will help them about their actual duties in an organization.

In HBL socialization process is favorable new employees who passes through three stages of
pre-arrival at this stage they have their own working scenario after it they making comparison
with their previous and current job here we provide the facility of providing different training
courses that help them to their jobs. In last stage of metamorphosis employees are able to
understand that how to be stable in an organization. Now it is up to the employees who wants to
commit with or leave the organization. But we provide the Specific training to them so if they
quit from the job on the basis of their specific training experience they easily get new job.

HBL provide employees enough time to socialize and adopt with the organizational
environemnt.

Orientation:
The activities involved in introducing new employees to the organization and their work units.
Orientation is a process in which tells about the organization objectives and its rules or
regulation, HRM practices etc. That mostly given by the supervisor or CEO. But in HBL not
assigned specific duty to the supervisor that to orient about the organization to the employees.
When they hired new employee they send them to different training center’s where they come to
know about an organization and learn organization culture.

HBL give orientation to their new employees, and it is banking college

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 10-Conclusuion and Recommendations

Conclusion
HBL is clearly the first choice of everyone who believes in qualitative approach of banking an
environment of highly responsible people. Bank is enjoying a healthy market share and taste of
good status in terms of its operative features and customer support. HBL is clearly the best bank
operating in Pakistan. Corporate and commercial functions are distinguished features of HBL
experiencing a good reputation and reasonable mark up with respect to prevailing market mark
up with assurance of satisfaction and support. HBL has more customers as compare to other
banks, if they given proper attention to every customer then in few years it will be the leading
bank of the country.

Recommendations
 There should be authority in every region which ensures efficient flow of communication
and its understanding.
 HBL should immediately take brave steps towards the welfare of experienced Habibians.
In this regard NBP has set best example.
 The management should try to decrease job insecurity among the employees.
 Training program should be started for internees and newly appointed employees.
 The bank charges high service charges as compared to the other banks, so these should be
lowered down.
 Surveys must be conducted regarding customer satisfaction level and all employees of
this dept. should look forward to getting feedback whenever possible.
 Adding of value added features that offer competitive advantage is also a means of
avoiding customer dissatisfaction.

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Bibliography/References
1. Seventh Edition Human Resource Management, David A. Decenzo and Stephen P. Robbins in
their book Part 3: STAFFING THE ORGANIZATION, chapter 5 Job Analysis. p.124

2. Seventh Edition Human Resource Management, David A. Decenzo and Stephen P. Robbins in
their book Part 3: STAFFING THE ORGANIZATION, chapter 6 Recruitment. p.148

3. Seventh Edition Human Resource Management, David A. Decenzo and Stephen P. Robbins in
their book Part 3: STAFFING THE ORGANIZATION, chapter 7 Foundations of Selection.
p.174

4. Seventh Edition Human Resource Management, David A. Decenzo and Stephen P. Robbins in
their book Part 4: TRAINING AND DEVELOPMENT, chapter 8 Socializing, Orientation, and
Developing Employees. p.206

5. Human Resource Manager of Habib Bank Limited, Attock branch and Hazro branch.

6. http://www.scribd.com/doc/19406057/Human-Resource-Management-at-HBL-PAKISTAN

7. http://www.scribd.com/doc/28664322/HBL-Final-Project

8. http://www.hbl.com/about-us.php

9. http://www.hbl.com/individual-customers-services.php

10. http://www.hbl.com/

11. www.willey.com/college/decenzo

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