Human recource management
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HBL is Pakistan's largest private bank with over 1500 branches and 1300 ATMs across 25 countries. Its vision is to be the premier financial services provider locally and internationally. HBL uses rigorous job analysis and selection processes to attract and retain top talent. It conducts interviews, tests, and background checks on candidates. New hires undergo orientation and extensive on-the-job and off-the-job training programs, including seminars, job rotation, and outdoor exercises. HBL sources candidates through multiple channels, including campus recruitment and employee referrals, to build a highly skilled workforce.
Human recource management
- 1. HUMAN RECOURCE MANAGEMENT HABIB BANK LIMITED Submitted by: Anus Irshad: 130909 Bilal Amjad: 130927 Submitted to: Mr. Saeed Chaudhary Air University, Islamabad
- 2. HBL Introduction First Commercial Bank in Pakistan Established in 1947 Largest Private Network Bank Over 1500 branches & 1300 ATMs Presence in 25 countries
- 3. Vision and Mission Vision •To be the premier organization operating locally and internationally that provides the complete range of financial services to all segments under one roof Mission •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 services
- 4. Organizational Culture Challenging Environment Encourages Creativity & Commitment Attracts & retains the best talent Enable employees to achieve their goals Learn culture from managers
- 6. Job Analyses • Job Analysis is a process to identify and determine the particular job duties and requirements and the relative importance of these duties for a given job • 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
- 7. Individual Interview Method • 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 • HBL prefer interview method more, rather than questionnaire and observation methods. • HBL thinks that this method is effective for assessing what a job entails, needs, and involving employees in the job analysis is essential
- 8. Questionnaire & Observational Method Questionnaire Method: • In questionnaire method the employees fill out questionnaires to describe their job-related duties and responsibilities. The formats of questionnaires are either structured or un- structured • HBL is against of this method, they think it is time consuming and ineffective Observational Method: • Using the observation method, a job analyst observes workers on the job • HBL thinks this method is also ineffective as employees get conscious when we observe them
- 9. Job Description • After getting job analysis information the next step is to describe job description • Job Description includes Job Identification Job Summary Chain of command Responsibilities & Duties Performance Standards • HBL uses this method to hire, evaluate and appraise the employees
- 10. Job Specification • After formulating job description the next step taken is job specification that are required to efficiently do the job • Job Specification includes: Skills & Abilities Education Work experience Certifications • HBL focuses both on Skills and Education of the candidates during the hiring process
- 11. Recruitment 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. Analysis of positions and requirement: • First it is determined 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 • Acting upon these criteria job vacancy ads are spread through different media like newspapers and internet
- 12. Recruitment Sources - External Advertising • Newspapers (Daily Jung, Nawa-e-Waqt, The Nation, Dawn and Daily Khabrein etc) • Trade and professional journals (Aurora Magazine) • Internet job sites (rozee.pk etc.) Other External Sources: • Sidat Hyder Morched Association works for outsourcing for HBL • College recruitment • Employee referrals • Walk-ins
- 13. Campus Recruitment HBL is proud of its ability to nurture individuals and empower them to improve their talents As part of HBL’s human resource strategy, they visit various universities across the country to induct & groom fresh business graduates every year To attract the best young talent, 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
- 14. 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 prefers hiring candidates through employees referrals due to financial records because the records are so risky
- 15. Recruitment Sources - Internal In HBL if internal employees are hired, even then the proper selection process is followed for them as follows: • Related to job’s advertisement, HBL posted the job opportunity in their own personal website Job posting • Rehiring the former employees is the process in which HBL rehires the former employees. But this process is practiced very rarely Rehiring Former employees • After going through all the processes the best candidates according to HBL’s selection boards are selected Final Selection within the Organization
- 16. Selection • This process involves selecting the employees by follow the eight steps
- 17. 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
- 18. Test/Interview In this process short listed candidates are called for test and interview according to nature of their applied jobs Mode of Interview: One-to-One Interview Panel interview Types of questions: Situational Questions Job Related Stress Questions Puzzled Questions
- 19. 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. HBL uses written test from the candidates HBL conducts background investigation for selection a new candidate Final Selection: After successfully completing the test, panel interview is conducted After going through all the processes the best candidates according to HBL’s selection boards are selected Bond containing terms & conditions of the job is signed by the selected candidate
- 20. 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 include: Information on employee benefits Personnel policies The daily routine Company operations Safety measures and regulation
- 21. Training and Development Needs Analysis Identify job performance skills needed, 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
- 22. Types of Trainings On-the-Job Training Coaching or understudy: It is the OJT method in which employee is coached and taught by professional that how to do the job in order to meet HBL’s goals and objectives 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 Seminars: HBL encourages its employees to participate in the seminars arranged by banking sectors not just in the Pakistan but also beyond the borders
- 23. Employee Development Job Rotation Special Assignments Action Learning Outdoor Training • 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 • These assignments are actually related to tasks within the branch by achieving those tasks assigned by trainer, employee get training • Management of HBL trainees are allowed to work full-time analyzing and solving problems in other departments • Outdoor training typically involves some major emotional and physical challenge
- 24. Any Questions? Please Ask! Thank You