Final Project Presentation

Topic : Human Resource Management Department of

Habib Bank Limited
 Basic Introduction of HBL
• HBL was the first commercial bank to be established in Pakistan in
1947.
• Largest Private sector Bank with over 1,500 branches across the
country.
• HBL is majority owned (51%) by the Agha Khan Fund for Economic
Development, 42.5% by Government of Pakistan and 7.5% by general
public.
 Habib Bank Limited
HBL Chief Human Resources Officer
Mr. Jamal Nasir
 Introduction to HRM department of
HBL

• Human resource being the pulse of any organization is its most

precious asset.
• HBL has a well established HRM department which is dedicated for
hiring capable, skillful and well educated employees.
• They select employee through special selection processes like:
Interviews
Written test
• It also keeps in view the need and demands of existing employees
 HRM Structure of HBL
The HRM Department is Structurally Divided as follows:
• President is assisted by 10 Senior Executive Vice-Presidents and a
staff of 29 Executive Vice Presidents.
• 154 Senior Vice Presidents.
• 420 Vice Presidents.
• 831 Assistant Vice Presidents.
• 2,350 officers Grade-I, 4108 officers Grade-II, 3364 officers Grade-III,
and 10,658 Clerical/Non-Clerical employees.
 HR Department’s Policy of HBL
Following are the HR department policies of HBL:
• Analyzing and preparing
• Trade off
• Provide best perks and benefits
 Job Analysis at HBL
Definition:
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.
HBL takes Job Analysis services from Sidat Hyder Morshed Association
(SHMA) which is the biggest HR consulting firm in Pakistan.
 Job Analysis at HBL
Job Analysis is very important as job analysis information is used in
selecting and recruiting, compensation, performance appraisal,
training and in resolving other issues that HBL faces.

The methods which are used in collecting job analysis information are:
• Individual Interview method.
• Questionnaires method.
• Observation method.
 Job Analysis at HBL
After getting job analysis information the next step is to describe
• Job Description
and
• Job Specifications
 Recruitment at HBL
Recruiting Goal:
• The goal of recruiting must be to communicate the position in such a
way that job seekers respond.
• Because through this, more applications will be received that will help
finding an individual who is best according to the job recruitments.
 Recruiting 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.
 Recruiting Sources

Analysis of Positions and requirement:

After planning, it is analyzed that which position is going to be
filled and the requirement is analyzed by job analysis.

Identify Candidates:
HBL identifies its candidates by developing the criteria of job
description and job specification.
Through this criteria job vacancy adds are spread in different
news papers, internet and news channels.
 Recruiting Sources
Outside Sources for Recruitment by HBL:
Outside sources used by HBL for recruitment includes:
• Advertising:
• News papers (Daily Jung, Nawa-e-Waqt, The Nation, Dawn and Daily Khabrein
etc.)
• Trade and Professional Journals (Aurora Magazine)
• Internet job sites (rozee.pk)
 Recruiting Sources
Other important External sources of recruitment includes:
• SHMA (HR Consulting firm) that works for outsourcing for HBL
• Campus Recruitment
• Employee Referrals (taking recommendation from current employee)
• Walk-ins
 Recruiting Sources (Internal)
Internal Hiring Sources used by HBL are:
Selection Process at HBL
 Orientation
HBL’s basic contents of successful orientation are:
• Information on employee benefits
• Personnel policies
• The daily routine
• Company organization and operations
• Safety measures and regulations
 Training and Development
For training and development HBL follows five step process of training
and development:
• Need Analysis:
Identify job performance skills needed and develop objectives
etc.
• Instructional Design:
Produce the training program content, including workbooks,
exercises and activities.
 Training and Development
• 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 success or failures.
 Employee Training
It means to design the learning experience that will help the employees
to improve skills that will help them in their jobs.
Training approaches mostly used by HBL are:
• On the job Training
• Off the job Training
 On the job Training
On the job Training includes the following methods:
 Off the job Training
Off the job Training includes the following methods:
 Employee Development
Future oriented training that is for the personal growth of employees. It
includes:
• Job Rotation
• Special Assignments
• Action Learning
• Outdoor Training
 Performance Management and
Appraisal
• Performance appraisal:
Evaluating an employee’s current and past performance relative
to its performance standard.
• Performance Management:
A process that consolidates goal settings, performance appraisal
and development into a single common system to ensure that
employee’s performance is according to company’s aims.
 Continued…
Performance management and appraisal at HBL:
• HBL performance management and reward system ensure that goals
are met in an effective and efficient manner.
• HBL generally uses BARS (Behaviorally anchored rating scale).
• HBL’s performance appraisal form contains two sheets that are:
Form B2
Form B3
 Form B2
• It contains appraisal for Clerical staff at branch or field offices .
• It Contains two main headings.
• Level of achievement
Contains five points rating A(4), B(3), C(2), D(0-1), N/A.
• Area/factors contains five find of factors which are:
Productivity
Individual/attributes
Technology
Customer Service
Personal
 Form B3
This form contains two big boxes:
• First box is about Supervisor comments.
In this box supervisor gives comments about appraisee strengths
and further appraisee development needs.
• Second box is called overall assessment box.
In this box appraiser gives the overall performance grades to
appraisee according to B2 form and the grade is given in the form of
A,B,C,D.
 Compensation
The salaries, rewards, bonuses & incentives on the basis of job and
performances are compensations.
Compensation at HBL:
• HBL’s compensation and benefits strategy combines the need to maintain a
high performance culture along with market competitiveness.
• According to performance each employee get benefits and compensation.
Performance matters a lot at HBL. Employees are paid in two forms:
Direct Payments.
Indirect Payments.
 Compensation
• Direct Payments:
Payments in the form of wages, salaries, incentives, commissions
and bonus.
• Indirect Payments:
This mode of payment is not related to cash payments rather in
the form of medical, insurance, car, residence, car fuel etc.
 Employee Relation
• Employee Relations involves the body of work concerned with
maintaining employer-employee relationships that contributes to
satisfactory productivity and motivation etc.
• The environment of HBL is challenging that encourages creativity and
commitment among employees that enables the employee to achieve
their professional goals while keeping in view the bank’s overall
objectives.
 Employee Relation
HBL believes in two skills for employee relation:
• Interpersonal communication:
Interpersonal communication just means the exchange of
information between two or more people.
• Conflict Management:
In this skill manager let his/her subordinates to speak and say
whatever they feel during working with manager. Manager cares
employee’s emotions and feelings.
HBL Job Advertisement Samples
HBL Job Advertisement Samples
 Conclusion
• HBL is clearly the first choice of everyone who believes in qualitative
approach of banking.
• Bank is enjoying a healthy market share and good reputation.
• HBL has more customers as compare to other banks.
• If they give proper attention to every customer their repute will get
much better.
 Recommendations
• Training program should also be started for internees.
• Surveys must be conduced regarding customer satisfaction level and
management should look forward for getting feedback whenever
required.
• HBL campus recruiting process is quite slow, they should increase
their pace of hiring youngsters.
• They should provide more opportunities to fresh graduates and
masters.
• There should be authority in every region which ensures efficient
flow of communication.