Internship Report

MCB Bank Ltd.

Submitted by:

Muhammad Usman (MBA E-6, Roll n.o# 3081 ) Masters in Business Administration (Hajvery University Lahore)

Dedication
First of all, I would like to thanks to my Almighty ALLAH & its beloved Prophet Hazrat MUHAMMAD(PBUH). This report is dedicated to my whole family, teachers and Colleages. Because of their prayers I have completed this Internship program by the Grace of Almighty ALLAH. Without their support I was unable to complete my internship program.

ACKNOWLEGEMENT
First and foremost, I would like to express my utmost gratitude to Allah Almighty to make me able to be part of Hajvery University, Lahore. I express my sincere gratitude to the Faculty members of my university who not only gave me an opputunity to learn a lot which they have thought me during my educational tenure but made the experience for me in every possible way memorable and full of knowledge. I would also like to acknowledge Sir Usman Ghauri, Sir Nazar Abbas, Sir, Ghulam Ahmad Rana, Sir Karman Saeed, Dr. Khalid Pervaiz etc as they have provided me with the valuable information which helped me a lot in the completion of this Report. This experience has made me more inclined towards persauing a professional career in the future. Last but not the least, I would like to extend my thanks to my friends and family without their support this whole experience would not have been Possible.

EXECUTIVE SUMMARY
This report is about my training at MCB BANK Limited (MCB House Lahore). For my on job training requirement, I got an oppurtunity to work in this organization. I decided to take up MCB bank Limited for my training because its competing bank now a days and gives a good training so in order to learn more this was my Choice. The report is about my training that I have undergone at MCB Bank limited from 18-03-2013 to 11-6-2013. During my stay I am able to learn practicle aspects of business and got good working experience. This report is being started with the brief and complete introduction of organization, its services and its products offerings. In this report organization structure is discussed as per the requirement of internship .This internship report covers many important aspects which are basically related with the operations and financial aspects of the bank. More over the Financial Analysis is also done which is depicting the financial position of the organization in the market place. Whereas SWOT analysis is also discussed. From all of the departments following departments are covered mainly during my internship: HR department

TABLE OF CONTENTS

SR. #

CONTENTS

PAGE #

Title Page

01

Dedication and Acknowlegement

02

Executive Summary

03

List of Contents

04

Introduction of MCB

05

Vision and Mission of MCB

06

Core Values of MCB

07

Awards and Accolates

08

Products and Services

09

Organizational Hierarchy

10

10

Organizational Structure of MCB

11

11

MCB PROFIT STATEMENT HIGHLIGHTS

13

12

The Work performed by me in MCB and its Learning

16

13

Key Operations of HR Department

18

14 15 16 17 18

SWOT ANALSYSIS OF MCB PEST ANALSIS OF MCB MAJOR COMPETITORS SUGESSTIONS AND RECOMMENDATIONS CONCLUSION

29 34 36 37 40

INTRODUCTION OF MCB BANK

About MCB Bank Ltd.

MCB Bank Limited, with more than 60 years of experience as one of the leading banks in Pakistan, was incorporated on July 9 in 1947. The bank has journeyed remarkable tenure of more than half a century of competitively edged and well positioned heights of success by deploying quality banking, heads on technological developments, professionally leading management and prudent and ethical work methodologies. MCB was nationalized along with other private banks in 1974 as part of Government of Pakistan's economic reform movement and was later privatized to Nishat Group lead consortium in 1991. Since privatization, MCB's growth has been phenomenal. Today, MCB in one of the largest foreign banks in Sri Lanka, the first bank in Pakistan to launch Global Depository Receipts (GDR) in 2006, has strategic foreign partnership with Maybank of Malaysia which holds 20% shares in MCB through its wholly owned subsidiary Mayban International Trust (Labuan) Berhad since 2008, has international indirect regional presence in Dubai (UAE),

Bahrain, Azerbaijan, Hong Kong and Sri Lanka and serving through a domestic network of over 1,130 branches and 600 ATMs across Pakistan with a customer base of 4.5 million (apprx.) MCB is reputed as one of the soundest financial institution and as one of the leading banks in Pakistan with a deposit base of PKR. 462 bln (apprx.) and total assets of PKR 605 bln (apprx.). The bank is versed as one of the oldest and most responsible banks in Pakistan and has played pivotal role in representing the country on global platforms while being one of the few institutions that are recognised and traded in the international market. The bank has also been acknowledged though prestigious recognition and awards by Euro money, MMT, Asia Money, SAFA (SAARC), The Asset and The Asian Banker.

NATIONALIZATION OF MCB BANK

MuslimCommercial Bank Limited was nationalized by the Go vernment o f Pakistan in January 1974 under the Banks Nationalization Act, 1974. Subsequent to nationalization the operations of premium Bank Limited were merged with the Muslim Commercial Bank Limited in June 1974.

Privatization of MCB
The previous Government declared the privatization policy as one of its main objectives and in accordance with its policy, the Government offered Muslim Commercial Bank Limited for privatization. The Bank was the first Public sector b a n k , w h i c h w a s p r i v a t i z e d o n 2 nd April 1991. The Government of Pakistan transferred management of the bank to Private Industrialists and Entrepreneurs, "National Group" by selling 26% shares of the Bank at Rs.56 per share.

After privatization the growth in every department of bank has been observed. Following are some key developments:
1: Launching of different deposit schemes to increase saving level. 2: Increased participation on foreign trade. 3: Betterment of branches and staff services level.

4: Introduction of rupee traveler cheque

MCB VISION & MISSION Vision Statement

To be the leading financial services provider, partnering with our customers for a more prosperous and secure future.

Mission Statement
We are a team of committed professionals, providing innovative and efficient financial solutions to create and nurture long-term relationships with our customers. In doing so, we ensure that our shareholders can invest with confidence in us

CORE VALUES
INTEGRITY We are the trustees of public funds and serve our community with integrity. We believe in being the best at always doing the right thing. We deliver on our responsibilities and commitments to our customers as well as our colleagues. INNOVATION We encourage and reward people who challenge the status quo and think beyond the boundaries of the conventional. Our teams work together for the smooth and efficient implementation of ideas and initiatives. EXCELLENCE We take personal responsibility for our role as leaders in the pursuit of excellence. We are a performance driven, result oriented organization where merit is the only criterion for reward. CUSTOMER CENTRICITY Our customers are at the heart of everything we do. We thrive on the challenge of understanding their needs and aspirations, both realized and unrealized. We make every effort to exceed customer expectations through superior services and solutions. RESPECT We respect our customers values, beliefs, culture and history. We value

the equality of gender and diversity of experience and education that our employees bring with them. We create an environment where each individual is enabled to succeed.

Strategic Objective
Delivering remarkable returns to stakeholders, sustainable performance, exceeding market and shareholder expectations. Providing value added services through operational expansion, geography and upgraded systems. Building a corporate culture of equality, trust and team spirit as we remain dedicated to be a socially responsible organization.

AWARDS & ACCOLADES

Year 2012 The Asset Triple A Euromoney NFEH ICAP and ICMAP World Finance Pakistan Centre for Philanthropy Year 2011 CFA Association Pakistan CFA Association Pakistan Euromoney ICAP / ICMAP SAFA Year 2010 The Asian Banker The Asian Banker MMT ICAP / ICMAP SAFA Best Domestic Bank - Pakistan Best Bank in Pakistan CSR Business Excellence Award Best Media Coverage 2nd Best Corporate Report Award 2011- Banking Sector Best Commercial Bank - Pakistan PCP Corporate Philanthropy Award

Most Stable Bank of the Year Best Bank of the Year Best Bank in Pakistan 1st - BCR Award 2010 - Banking Sector Joint 2nd Runner-up for BCR 2010

Strongest Bank in Pakistan Leadership Achievement Award Best Bank Led MMT Service 1st - BCR Award 2009 - Banking Sector Certificate of Merit Award for BCR 2009

Year 2009 Asiamoney The Asset Year 2008 Euromoney Euromoney Asiamoney Year 2006 Euromoney Year 2005 Euromoney Asia Money Year 2004 Euromoney Asia Money Year 2003 Euromoney Year 2001 Euromoney Year 2000 Euromoney

Best Domestic Bank in Pakistan Best Domestic Bank in Pakistan

Best Bank in Asia Best Bank in Pakistan Best Domestic Bank in Pakistan

Product & Services

Following is the list of Product and Services of MCB: Account Account Current Savings Term

Best Bank in Pakistan

Best Bank in Pakistan Best Domestic Commercial Bank in Pakistan

Best Bank in Pakistan Best Domestic Commercial Bank in Pakistan

Best Bank in Pakistan

Best Bank in Pakistan

Best Domestic Bank in Pakistan

Deposits MCB online Banking MCB MNET MCB Cash Management MCB Channel

Financing MCB Local Rupee Drawing Arrangement MCB Home Remittance MCB Corporate Financing MCB Project & Structured Finance MCB Syndicated Loans and Debt Capital Markets MCB Quasi Equity / Hybrid Instruments MCB Advisory Service MCB ISLAMIC Banking MCB Agri Products MCB Privilege MCB Salary Club MCB Investment Service MCB Visa Credit Card MCB Care4u MCB Instant Finance MCB Visa Debit Card MCB Rupee Travelers Cheque MCB ATMs MCB Mobile ATM

MCB Lockers MCB SMS Banking MCB Bancassurance MCB Call Centre MCB Mobile MCB Virtual Banking

ORGANIZATION HIERARCHY
PRESIDENT SENIOR EXECTIVE VICE PRESEDENT EXECTIVE VICE-PRESIDENT 2 EXECUTIVE VICE PRESIDENT 1 SENIOR VICE PRESIDENT

VICE PRESIDENT

VICE PRESIDENT 1

AVP HIERARCHY

OFFICER GRADE

ORGANIZATION

OFFICER GRADE

OFFICER GRADE

OFFICER GRADE

CLERICAL AND NON CLERICAL

ORGANIZATIONAL STRUCTURE
As MCB is a banking company listed in stock exchange therefore it follows all the legalities which are imposed by concerned statutes Mian Muhammad Mansha is Chairman of the company with a team of 10 directors and 1 vice chairman to help in the business control and strategy making for the company. Operational Management of the bank is being handled by a team of 10 professionals. This team is also headed by Mr. Muhammad Mansha. The different operational departments are Consumer Banking & IT div; Financial & Inter branch div; Banking operations div; HR & Legal div; financial control & Audit div; Credit management div; Commercial Banking div; Corporate Banking div; Treasury management & FX Group and lastly Special Assets Management (SAM) Group. For effective handling of branches, it has been categorized into three segments with different people handling each category. These categories are Corporate Banking Commercial Banking

Consumer Banking

CORPORATE BANKING:
These are branches which have an exposure of over Rs. 100 million. Usually includes multinational & public sector companies

COMMERCIAL BANKING:
The branches which has a credit exposure of less than Rs. 100 million but having a credit portfolio of more than Rs. 20 million (excluding staff loans)Usually branches in large markets and commercial areas come under this category.

CONSUMER BANKING:
These are the branches which have exposure up to Rs. 20 million and these include all the branches which are neither corporate nor commercial branches. Recently the organizational structure was re-designed as follows:

Recently the organizational structure was re-designed as follows:

Punjab
650

Sindh
243 NWFP 103

Blochistan
36

Azad J.Kashmir
14

Domestic
1046

Overseas
7

Total
1053 Furthermore, the bank has some proposals under consideration to open more branches insome European countries and as well as in Japan & china.

OVERSEAS BRANCHES:
Total number of Branches Overseas:
1) 2) 3) 4) 5) 6) 7) Colombu 1 Maradana 1 Pettah 1 OBU Bahrain 1 Wella Watte 1 EPZ 1 Kandy 1

MCB PROFIT STATEMENT HIGHLIGHTS

Type Industry Founded Headquarters Key people Products Revenue Net income Total assets Website

Public Banking Capital Markets 1947 Registered Office: Islamabad, Principal Office: Karachi Pakistan Mian Mohammad Mansha (Chairman) Loans, Credit Cards, Savings, Consumer Banking etc. PKR 35.782 Billion (2009) PKR 26.753 Billion (2009) USD 6.02 Billion www.mcb.com.pk

The Nature of the Job performed by me during Internship in HRM Department ( MCB House Lahore)

The following are the jobs which I have performed during my Internship listed below:

Employment Verification: To check the employees Address Verification, reference checks/Character Check, Police verification, Pre Employment verification , Educational verification, etc Data Entry: I have performed the Data entry of Employees on Excel program for keeping the record of the employees. Data Sorting: to put the documents of employees in order so It can be easily put on the Personal Officer Files File Standardization: To arrange the documents of the employees in different categories in which they belong. For Example to put the required documents in HR Miscellaneous, Performance Appraisal, Academic Documents, Loans and Entitlements, leaves and absent etc

The Most Important Things which I have Learned during my Internship in MCB ( HR DEPARTMENT) are the followings:
An internship in human resources (HR) will allow you to acquire the necessary skills and essential working knowledge in how to build and coordinate a good relationship with staff and learn how to communicate with people in the organization. I have come to know that how people are employed in the organization and what are the basic Criteria in which the employees are selected for the required job. I have learned the recuirtment and selection process of the employees. Learned about the compensation, benefits and provident funds which are given to the employees of the organization Types of compensation and benefits which are given to the employees The importance of employment verification for the organization

The internship position will provide opportunities for students to learn about the many aspects of HR administration including: resume screening, interviewing, new employee orientation, employee relations, and employee benefit plans One of the benefits of an internship program is that HR interns have the opportunity to gain hands on work experience in Human Resources as they deal with numerous applications such as: Working closely with all departments, in a consultancy role, prepare reports for management, ensure there is equality and diversity in the culture of the employer and to develop policies that affect working opportunities procedures and absence management.

Why and How I selected the Company?

For my on job training requirement I got an opportunity to work in this organization. I decided to take up MCB bank Limited for my training because its competing bank now a days and gives a good training to their employees and Internees so in order to learn more this was my choice. One of my friend is working in MCB and he was the one who recommended me to join the organization. The Department in which I was given work was Human Resource Department.

The Courses which were found relevant to my work in the Company was Human Resourse Management and the whole course was exactly applied in the working enviorment of the company.

THE KEY OPERATIONS OF THE HR DEPARTMENT OF MCB:

The key operation of the HR Department of MCB as it was applied to my course of Human resource Management are as Follows:

1) HRM Process:
As discussed here above HRM Departments plays vital role in business growth of bank. If well qualified human resource are inducted, the result & performance of employees will comparatively more better than unqualified staff. In the present snereo of banking industry , induction of fresh HR qualified in business management ,information technology, credit marketing become need of the bank.

Although experience has its own significant importance but old aged staff performance do not meet the present challenges to banking industry. Therefore human resource divisions continuously review the requirement of HR and plan to process how many HR is required? And in what field of banking i.e. information technology, credit or marketing.

2) HUMAN RESOURCE PLANNING PROCESS (HRPP):

MCB following these steps for Human Resource Planning:
Determined the organization mission

Scan the organizational environment Set strategic goals Formulate a strategic plan

3) Method of forecast HR need :

Induction of fresh HR to replace the existing staff is need of the day. Budgeting and forecasting HR need is a continuous process as competitive offer of better salary package, incentives, attractive facilities offered by various banks in the market attract the young and experience officer to resign from present job, beside regular retirement from bank service also require HRM to review HR need, to bridge the deficit HRM regularly inductive trainee officers, management trainee officer and also hire experienced officer from other bank. HRM is responsible to have approved budget of head count before hiring, recruitment of HR to meet the need for better quality services. The MCB used the following methods to forecast HR needs:

a) Experts meet face-to-face b) Group discussion facilities, exchange of ideas c) Possible subjectivity, Group pressure d) Experts work independently

4)

Employee Recruitment and Selection :

Mcb is committed to employing the best qualified candidates for approved position in compliance

with all applicable employment laws. It is MCB policy to provide equal opportunities to all candidates. All recruitments requests received by HR recruitment is compared with the budgeted head count in the beginning of the year and HR then initial search process for all budgeted/approved hiring request. HR coordinate for new hiring or replacement of suitable candidate through:

Sources of Candidates

Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources:

Internal and external sources :

The sources within the organization itself (like transfer of employees from One department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of

(a) (b)

Internal source External source

(a) Internal Source

When segment wise requirement is calculated by human resource , with job specification against the budgeted status of head count then it is decided either to announce internally. If budget allow for such position human resource announce the vacancy internally to open the job for all relevant personnel to apply who posses such qualification. Interested employees are required to fill a form duly recommended by their unit/line manager and submit to HR for further action at their end.

If an employee is applying for a job in the same grade as his existing grade, the employee must have had at least one full performance before being considered for the next job. However, if a candidate is applying for a job grade higher then existing grade the HR recruitment unit will ensure that the employee is transferred on his existing grade and perform a period of one performance cycle before being considered for a promotion.

HR will then screen all applications on the basis of pre-defined requirements and short requirement. Interview process is initiated according to pre-determined interview guidelines to determine the candidate, suitability for the vacancy. If the candidate is suitable for the position HR will make all necessary arrangements for the transfer to take place smoothly. Consequently, a replacement will be announced or identified immediately by HR to meet the needs of the department/division where the candidate is being transferred from.

(B) External source :

Management trainee probationary officer have been introduce to build an external resource pool for entry/junior level hiring. Potential candidates. An offer for employment to candidates are made through 1 Direct advertisement 2 Consultants

Direct advertisement :
This method for attracting quality applications is used when there is need to hire in large numbers within a shortest deadline and at different locations. HR will assist the department to draft advertisement which must be approved by group head HRM and group head of concerned department.

Consultant:
Some time management of the bank engages the services of consultant for hiring the candidates from the market. This is very costly option and needs to be exercised with restraint. Sometime it is the only option available. However it is important that this option must be exercised with caution and through HR recruitment policy.

5) Employment selection process :

While offering an apportunity in bank. MCB bank first introduce itself and then give the criteria/job requirement : Have minimum bachelor degree Have an age not exceeding 25 years. Be self-motivated and able to work independently Excellent presentation skill

All short listed candidates will have to clear written test and interviews. To ensure a consistent and transparent process of all such Job Experience will be an additional consideration.

6) Joining formalities :
Before joining the bank the candidates is required Acceptance of employment offer within 15 days Candidates has to undergo for medical examination from doctor on panel of bank. Completion of all documents duly witnessed and attested on joining the bank as per list of joining documents provided by HR relationship manager. References provided by the candidates are checked by within a letter referee in accordance with the regulations of SBP.

An employee is confirmed after completion of six month probationary period. However confirmation is with held if Documents submitted are incomplete

HR have its discretion to:

Extend probationary period.

Not extend any finance facility. May stop salary employee fails to provide the missing documents provide to HR.

If the performance of an employee during probationery period is not satisfactory the competent authority may terminate employee and decision of termination of employment shall be communicated to the associate follow by an exit interview by the concerned department.

7) Training and Development :

Management trainee for period of minimum six weeks. At branches supervising manager of trainee officer critically review the employee interest in job training and his performance, normally after six months, probationery officer are confirmed on their satisfied performance. However management feel that employee needs further training probationery period may also extended.

8) EMPLOYEE TRAINING AND DEVELOPMENT:

An Effective Training Program The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. Hiring and keeping good employees is the key to the first factor. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements.

9) Purpose of Training and Development

Reasons for emphasizing the growth and development of personnel include

 Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale. Increased productivity. Reduced employee turnover. Increased efficiency resulting in financial gains. Decreased need for supervision.

10)

Employee Compensation and Benefits

MCB management offer privatization revised salary package of employees in all category and remained on `top in banking industry paying good salary and remuneration to its staff which was acknowledged through high performance by staff for rapid growth in upward trend and business of achievement rapidly grow. The management of bank continued to award performance through salary adjustment, career promotions and extra ordinary bonuses.

11)

PAY :

COVERAGE AND SCOPE

Except as otherwise provided in these rules, the pay allowances of an employee shall be regulated in accordance with the staff service rules.

 PAY AND GRADES

Pay of each employee shall be determined as pay defined in each employment grade approved by the Board of Directors.

REFIXATION OF PAY
In the event of revision of pay at any time, the president shall have the power to lay down the Principles for the reification of the pay of the employees affected.

SPECIAL PAY AND ALLOWNCES

The grant of special pay or allowances to the holder of any post or to any other employee shall require the section of the Authorized Person.

12)

TYPES OF COMPENSATION AND BENEFITS in MCB :

KINDS OF ALLOWANCES
At MCB following allowances shall be admissible to all employees at the predetermined rates : House rent all owance Utility allowanc e Medic al allow ance Petrol ceiling Education Along with the above mentioned allowances, employees shall be entitled for any other allowances and benefits which may be approved by the President from time to time. The pay packages of local

based staff are prepared in accordance with the local labor laws /regulatory requirements of respective countries.

PROVIDENT, PENTION FUNDS AND OTHER BENEFITS SCHEMES.

All employees at MCB in the permanent service of the Bank in Pakistan shall become members of Banks Provident fund, benevolent fund, Pension and /or gratuity and group insurance scheme.

LEAVES :
There are different types of leave at MCB detail as given below;

CASUAL LEAVES , PRIVILEGE LEAVES, SICK LEAVES

Employees shall be allowed to avail leaves as per the Leave Policy of Bank e.g.

LEAVE ENCASHMENT;

15 days mandatory Leave must be availed by each employee and after availing that leave encashment is provide to the employees.

Medical Program
Provides comprehensive medical coverage for employee and his family. Coverage choices include different levels of medical coverage and cost levels including options that allow employee to enroll in a Health Savings Account (HSA). Systematic, low-cost way through payroll deductions.

13)

Transfer:

As per policy of bank every staff member who complete three year stay in branch, and office is transferred to other branch/office, sometime for adjustment purpose some employee are transferred before three years stay.

Regional Manager is competent to transfer clerical and non clerical staff. whereas he recommended for their transfer to General manager who issue transfer order of officers to grade 1 and recommended the transfer of executive AVP and above to group head who issue order posting of manager is base on recommendation of regional managers. However frequent transfer of an employee is not consider a good change/on his performance.

Demotion :
Demotion of adverse of promotion. Demotion is only recommended when an employee commits an act of gross misconduct, violation of procedural instruction. The accused is charged sheeted for the gross misconduct committed and later on detained enquiring conducted where accused is given fully opportunity to defend himself.

Separation : Lay off

Bank offers Golden Shake hand scheme to its employee when the work in the bank

becomes very less and increase in cost due to large number of employee , This is because of computerized banking which reduce the workload as well as cost also as a result bank offer attractive golden handshake scheme & other incentive to its employee so that cost could be minimized with

increase in productivity and bank take the step of laying off its employee, but redundancy have to pay to the lay off employee as a compensation .

Termination :
An employee terminated when he is involved for Misappropriation of bank fund for customer money Pocket banking Commitment of fraud or intentionally involving fraud Stock Shortage

Resignation: In present competitive atmosphere in banking industries employee allows to resign

from service subject to give notice are deposit salary in lieu of three months notice period. If he is confirmed employee. When an employee submit resignation his immediate boss in request to immediately send notice/resignation to Human Resource Division for their information. Simultaneously supervisor/manager is also required to conduct exit interview and forward with recommendation.

Retirement:
Retirement from service is off two natures.

1) Retirement on attain the age of super annuation(60) years 2) Pre mature retirement

The employee who reach age of 59 years are given notice by Human Resource Division at least 6 month earlier to officer to apply for 90 days PL(Privilege leave)if in their credit as the officer are allowed engagement of 365 or 180 days leave balance in their credit.

Where as clerical /non clerical are allowed 365 days leave.

If an employee who complete 25 years since appointment , retirement before attaining the age of super annuation the retirement is termed as Pre matured Retirement. On complete of leave in both case Pre mature retirement or super annuation. The employee is required to submit following papers for statement of retirement benefits. 1) written request for the release of retirement benefits 2) detail of family members 3) residential address and account number 4) clearness / liability certificates

SWOT ANALYSIS OF MCB :

A scan of the internal and external environment is an important part of the strategic planning process. The SWOT Analysis provides information that is helpful in matching the firms resources and capabilities to the competitive environment in which it operates

STRENGTHS OF MCB :
MCB is the first Pakistani privatized bank and because of its quality management, marketing, innovation in products and services. Owing to all such factors they have established a good reputation in the banking market. The name of MCB makes you recall the highly cooperative and professional individuals ready to serve you with maximum zeal and zest .The joining of experienced people, advanced management, advance setup and facilities gave MCB an edge over its competitors

 MUSLIM COMMERCIAL BANK IMAGE: MCB is a reputable financial organization and is well known all over the Pakistan. Perception is of producing a high quality services. CUSTOMER CARE: The Bank not only provides high quality services but it also look for the comfort andconvenience of the clients, MCB always preferred their customers. MARKET SHARE: MCB has covered much of the potential market and the net profit is increasing years after years. Deposits and advances have sufficiently increased. LARGE NUMBER OF DIVERSIFY PRODUCTS: This is also its main strength as it has diversified in many products such as:

Debit Card Visa Card Car Financing Agriculture Financing

BRANCH NETWORK It is the greatest strength of the Bank. In 2004, five more branches were added to the network and by the end of the year 2005 the total number of branches was raised from just 53 to143. MCB has also planned to open more branches in next coming years. SOUND MARKETING: Skillful marketing of the products is being achieving countrywide goals of MuslimCommercial Bank Limited. PHONE BANKING: Every account holder can conform its balance on Phone and may ask for any query.There are also 24 hours help lines for customers .MOBILE BANKING:

It has been launched recently. It helps in getting accounts details and making transactions usingmobiles. HIGHLY AUTOMATED BANK: MCB in Pakistan is the also in the list of highly automated banks, about 750, likeEmirates because of its modern style of banking through fully computerized control and twentyfour hour banking. FASTER BANKING SERVICE: MCB have faster banking services that are making it more prominent in the bankingindustry especially in operations and Foreign exchange. The customer prefers this bank not only because of its faster speedy service rather due to reasonable service charges. INTERNATIONALLY DESIGNED PRODUCTS: MCBs products are internationally designed products. These are valuable and operational in all over the world.

WEAKNESSES OF MCB:

ADVERTISEMENT: The majority of people are not well aware about the products of MCB. Therefore it should advertise extensively especially RTC and Master Cards. ACCOMMODATE BEHAVIORALLY: A behavior has been noted that bank tries to feel at ease with good looking, rich and educated people and the poor looking customers feel some bit strange in the environment of the bank. The bank employees should try to accommodate behaviorally all type of customers. MISMANAGEMENT OF TIME: Mismanagement of time is another big mistake in MCB branches, the bank official time of closing is 5:30pm but due mismanagement of time allocation and work the staff is normally on their seats till 7:00 or 8:00 clock. And also,

Costly documents are required for loan sanctioning.

Some times bank also never meets stated rate of profit

OPPORTUNITIES (The Future prospects of the Company):

PRIVATIZATION: As on December 31, 1998, sixty-eight scheduled banks with 9,106 branches are operating in Pakistan. As on this date, total population of Pakistan is 140.03 million. Total number of personal accounts with all scheduled banks as on December 31,1997, are 28.98 million. If we consider the population statistics of working age group as on December 31,1997, it stands to thefigure of 96.64 million. Thus we can say those 28% of working age people of Pakistan arehaving accounts with banks while 72% are unbanked. The need of privatization has made people to switch to banks to satisfy their needs of lending and borrowing. This not only increases the deposits but also the credit business. DIVERSIFICATION: They may enter in New business or any other consumer-durable product in order to promote their name, by introducing Loan for the students, small businesses, and handicraft industries. SOME MORE OPPORTUNITIES: Information Technology. Credit cards can give more earning. Establishing more foreign Branches. They should introduce Student Finance Facility. They should also introduce mobile ATM

THREATS:
CHANGE IN GOVERNMENT POLICIES: Change in government policies has affected the banking business. Still banks have to wait to get permission of state bank. The freezing of foreign currency accounts is a vital example of letting people not to trust on banks. COMPETITION: The Competition has become severe by the entrants of so many banks, So to exist one will have to prove himself in its services through excellent management and will have to satisfy its shareholders. Otherwise he will be out the market. LOW INVESTMENT: The decrease purchasing power of consumer in the current economic situation of the country affecting the business activity speed too much and the result is the low investment from the investors in new projects can create problem for the bank because it is working a lot in trade. STATE BANK REGULATION: As the Bank introduces unique products so they face problem if State Bank Of Pakistan employ taxes on them which force them to increase the rate of Interest. EXPECTATIONS OF THE PEOPLE: Due to huge competition among those banks and MCB,, people are the basic beneficiaries from it and thus their expectations tend to increase about the products and the relative rate of interest thus creating a threat for MCB

PEST ANALYSES
PEST analyses tell How Political, Economical, Social and technological factors affect MCB. These are the external factors which affects the whole organization. POLITICO-LEGAL FACTORS: Stable government

Stable policies in favor of business Improved relation with outside world

Law and order . UNSTABLE GOVERNMENT: Due to this reason foreigners hesitate to invest their savings in banks, as a result of economy of our country is going downward and banks suffer.

ADVERSE LAW AND ORDER SITUATION: The situation of law and order is adverse. The policies are not very handy and beneficialfor the country. The Govt. passes such rules which are not in the favour of bank e.g. The Govt. of Pakistan has passed a rule that if anyone withdraws more than Rs.25000 then he will be charged0.30% on withdrawal. ECONOMIC FACTORS: Pakistan's economy is going weaker and weaker. 9/11 has a great influence on the economic crisis of all over the world. With economic factors the bank influenced very much that are as under: Impact of WTO force to cost reduction methodology.

Low interest rate Inflation Low GDP growth

Budget deficit Increase in Govt. duties Fluctuation in exchange rates

SOCIAL FACTORS:
Social environment includes family, friends, a person's role and status. An individuals life directly by society and the person acts according to his or her society. Cultural environment includes norms, values, religion, conception and perception.

If we see the religion point of view then interest is not allowed that's why most of the people hesitate to invest their savings in banks and yet they are not aware of ISLAMIC BANKING.

Traditional business men do not like the business with bank. They pay their creditors through cash not through cheque. They do not want to get the bank facilities.

TECHNOLOGICAL FACTORS: Today is the era of technology. In the every aspect of life technology plays an importantrole. Due to rapid change in technology every bank has to change its technology tocompete other ones. Increasing issue of securities due to technology resulted increase in cyber crime. Cyber crime means manipulation. One person can easily transfer amount from any other's account to his account

Clerical and non-clerical are allowed monthly pension where as gratuity / retirement benefits to officers / executive are allowed in one time.

MAJOR COMPETITORS OF MCB :

Being a financial institution. The MCB is facing the competition of many commercial banks and DFIs. However, the major competitors relating to product offering and distribution channels are: a) National Bank of Pakistan b) Habib Bank Limited c) BOP Bank Limited

d) Allied Bank of Pakistan e) United Bank Limited

MCB is ranked as the "Best Domestic Bank in Pakistan" by Asia money

May 2005: MCB has once again received the award of the Best Domestic Commercial Bank in Pakistan from Asia Money. This is the second consecutive year that the bank has earned this prestigious award for its leadership position in the banking industry of the country.

MCB has a huge Network and largest number of Branches which gives the bank an upper edge against its competitors.

SUGGESTIONS & RECOMMENDATIONS FOR MCB :

Following are some suggestions for Muslim Commercial Bank, Ltd. ADVERTISING: Bank must let potential customers know that all attractions for banking exist. This is done by advertising on television and obtaining press coverage, in conjunction with direct mail,window displays, leaflet in branches and in appropriate other locations (such as hotels, shops,etc.) and including leaflets in statement of accounts sent to existing customers in the hope that they will tell potential customers about the services provided by our bank. INCREASED ATMS LOCATIONS: Some personal sector customers prefer not to come to branch. They increasingly want todeal with the bank in other ways, such as home banking or use of Automated Teller Machines(ATMs), which need to be at every branch or some important shopping plazas and airports etc. INCREASED SERVICES: One way to retain the customers is to offer a wide range of services such as tax advice, free life insurance equivalent to amount deposited, shares portfolio management, fund management facility, etc., complimentary to the core services. Banks must have a slightly different mix of services and mean of providing these such that customers can choose the mix that suits them best. MANAGEMENT OF TIME: There should be a good management of time for the sake of employees i.e. offering them free break hours instead of making them work in this time as well.

GROWTH SCOPE FOR EMPLOYEES: MCB should provide greater facilities to its employees, and give them bonuses for their hard work and Promotions as well. There is a criticism on the banking management that the salaries of the employees are decreasing in every succeeding year. And I think this will shake the confidence and working habit of the employees BANKING PROFESSIONALS: The bank should hire banking professionals having experience in their respective fieldsthat will boost the performance of the company as currently MBAs are produced for this field sothey should be hired for enhancing the performance of company. ATTRACT CUSTOMERS:

The banking company should offer such policies which would attract customers whichare denied by other banking in the market. JOB ROTATION AND PROMOTIONS: Most of the bank employees, are sticking to one seat only with the result that they become master of one particular job and loose their grip on other banking operation. In myopinion all the employees should have regular job experience all out-look towards banking. The promotion policy should be adjusted COMMUNICATION SYSTEM FOR EMPLOYEES: As such system should be designed that every employee who has some problems with hisofficers can communicate it to the higher management and some steps must be taken to improvethat.

THE PERSON WHICH I ADMIRED DURING MY INTERNSHIP PROGRAM IN MCB:

The person which I admired the most in this Organization was Sir Aftab working as an OG-4 officer in HR Department. The qualities which he have was that he was commited to his work, really Hardworking, always able to complete his tasks on time and was motivated. He helped me a lot to learn about Human Resource Management and was friendly and co-operative during my entire internship Program. I wish him best of luck in his future Professional Career.

CONCLUSION
Muslim Commercial Bank is the one of the largest bank in Pakistan. When I got a deep study about this bank, it was very difficult for me to check out the key factors which make MCB, THE BEST. A huge network, largest number of branches, it is very difficu lt to control, organize and keep the institute on a progressive way. When I studied about MCB, I am on the point that top level management, policy makers had a huge contribution for MCB but the most important role is played by Human Resource Department (HR). As the Bank is the Financial Institution and its major dealings are in deposit and lending but without Human Resource nothing is possible. As human resource is the most important in any Organization and as said earlier Human Resource Department plays a vital role for MCB. Human Resource Department plays the key role in employee recruitment and selection. And therefore internal and external sources used as well. The recruiting process initially starts within the organization. The recruitment section tries to explore the required human capital within the organization but as we know MCB is the largest Bank in Pakistan and day by day its requirements regarding staff are more and more so it need to recruit from external sources as well. Therefore HRM plays a Vital role in MCB.