Human Resource management structure

The HRM department plays an important role in value of any company. EMIRATES BANK has very active and one of the best HR department in UAE as well as worldwide. The structure is as the President is assisted by ten Senior Executive Vice-Presidents and a staff of 2350 officers Grade-I, 4108 officers Grade-II, 3364 officers Grade-III and 10658 Clerical/Non-Clerical employees. The total staffing as per 1999 balance sheet figures is 23022.

Strategic planning of Emirates Bank

EMIRATES BANK uses two types of Corporate-level strategies Diversification strategy Geographic expansion strategy

Diversification Strategy: It implies that EMIRATES BANK will expand by adding new
service lines. With the passage of intervals EMIRATES BANK is used to introduce new banking services.

Geographic expansion strategy: It takes the company abroad. Acting upon this strategy
EMIRATES BANK has been expanded abroad. The abroad branches are mentioned above in introduction section. EMIRATES BANK is planning to expand its business and branches in more countries. Business level strategies used by EMIRATES BANK are Cost leadership Differentiation Focus

Cost leadership: EMIRATES BANK aim is to become low-cost leader in banking sectors
that is why EMIRATES BANK is providing effective services in low cost than other banks in Pakistan.

Differentiation: Emirates Banks strategy is to provide unique banking services to its

customers in banking sectors to make itself valuable for its customers.

Focus: EMIRATES BANK provides banking services to its customer in that way that customer
cannot get that services from other competitors. Functional Strategy EMIRATES BANK identifies basic courses of action that each department pursues in order to get basic goals and objectives of EMIRATES BANK. Harmony of departments towards Emirates Banks single goal makes it unique in the competitive market. Job Analysis The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is called Job analysis. Job analysis is every important as job analysis information is used in Selecting and recruiting, compensation, performance appraisal, training and in resolving other issues which EMIRATES BANK faces. The interview Questionnaires

The Interview for job analysis Interview is a big source in collecting information in the job analysis. Individual employees, group of employees and supervisors with vast knowledge about jobs are interviewed. The format of interview is Structured and unstructured. In structured interview a set of sequence of questions are followed by interviewers and in unstructured type of interview the interviewer pursues points of
interest as they come up in response to questions.

Questionnaires In questionnaire the employees solve the fill out questionnaires to describe their job-related duties and responsibilities. The formats of questionnaires are either structured or open ended.

Quantitative job analysis techniques Following methods are also used in job analysis which are called quantitative job analysis techniques The position analysis questionnaire (PAQ): A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs. The Department of Labor (DOL) procedure: A standardized method by which different jobs can be quantitatively rated, classified, and compared. Job description After getting job analysis information the next step is to describe job description which contains the points of job identification, job summary, chain of command relationships), responsibilities and duties, standard occupational classifications and standard of performance and working conditions. Job specifications After formulating job description the next step taken is job specification in which the traits of employees are defined who are assumed suitable for the job. HR manual contains five processes 1. Selecting and Recruiting 2. Training and Development 3. Performance Appraisal 4. Compensation 5. Employee relation

1. Selecting and Recruiting:

The recruitment and selection process starts with employment planning. This process of deciding what positions the firm will have to fill, and how to fill them. Personnel or employment planning embraces all future positions, from maintenance clerk to CEO. Selecting and recruiting process according to EMIRATES BANK The diagram below represents the process on which Emirates Banks selection is based. This gives an overview to potential candidates as to the steps involved in becoming a part of the EMIRATES BANK team.

In recruitment process first of all planning session is occurred, in planning session it is determined that which section EMIRATES BANK 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: EMIRATES BANK identifies its candidates by developing the criteria of job description and job specification and acting upon these criteria job vacancy ads are spread through different Medias like newspapers and internet. Prescreening and short listing:

Many candidates apply for job in response to vacancy ads by submitting their CVs. Selection board goes through those CVs and selects those candidates which initially fulfill criteria of selection board. After prescreening selection board short lists the candidates who are considered most suitable for job at initial level on the basis of their resume. Test/ interview: In this process short listed candidates are called for test and interview according to nature of their applied jobs. Selection Interview: Selection interview is conducted for short listed candidates. A selection interview is the procedure designed to predict future job performance on the basis of applicants oral responses to oral inquiries. Formats used in selection interview: Structured/Directed Unstructured/Non directed

Modes of Interview: Penal interview

An interview in which a group of interviewers questions the applicant. Structured sequential interview

An interview in which the applicant is interviewed sequentially by several persons; each rates the applicant on a standard form. Types of questions: Situational:

A series of job-related questions that focus on how the candidate would behave in a given situation. Job related:

A series of job-related questions that focus on relevant past job-related behaviors. These types of questions are asked from those candidates who have past experience of job. Stress:

An interview in which the interviewer seeks to make the applicant uncomfortable with occasionally rude questions that supposedly to spot sensitive applicants and those with low or high stress tolerance. These sorts of questions are asked according to high designation of candidate. Puzzle questions:

Recruiters for technical and finance job use questions to pose problems requiring unique solutions to see how candidates think under pressure. Testing: Organizational performance always depends in part on subordinates having the right skills and attributes. Keep in view this point EMIRATES BANK tries its level best to hire highly skilled and suitable employee for each job. For judging these skills EMIRATES BANK conducted some tests of employees on the basis of Reliability Test validity

The consistency of scores obtained by the same person when retested with the identical or equivalent tests is called reliability and the accuracy with which a test and interview what it purports to measure or fulfills the function it was designed to fill is referred as validity. Types of test: Generally two types of tests are taken in EMIRATES BANK Tests of Cognitive ability Physical tests

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

EMIRATES BANK adopts recruitment process as Entry level programs Experienced professionals Campus recruitment Rehiring

Entry Level Programs Emirates Bank sentry-Level Programs are structured to ensure that you will quickly assume responsibility for concrete tasks and important projects. Rotational assignments across different business units provide a comprehensive and valuable experience in a relatively short amount of time. Experienced Level Program EMIRATES BANK recruits experienced professionals in all areas of the bank and encourage the creation and pursuit of innovative ideas. Emirates Banks dynamic work environment offers diverse opportunities to stimulate ongoing employee needs and supports career enhancement opportunities. EMIRATES BANK encourages you to explore this section to find out about current job openings and how to submit your resume. Campus recruitment EMIRATES BANK is proud of its ability to nurture individuals and empower them to hone their talents. EMIRATES BANK 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 Emirates Banks human resource strategy, EMIRATES BANK 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 EMIRATES BANK. To attract the best young talent, Emirates Banks resource department employs a pro-active strategy. EMIRATES BANK actively participates in campus seminars by giving presentations that highlight Emirates Banks background, vision, mission, values, recruitment & selection process, future career prospects and overall business strategies. EMIRATES BANK hires fresh talent on a permanent basis and offers a wide range of career opportunities across all functions, including Finance, Marketing, Operations, Information Technology and Human Resources. Rehiring Former employees It is an internal hiring source. Rehiring the former employees is the process in which EMIRATES BANK rehires the former employees. But this process is practiced very rarely.

Final Selection:
After going trough all the processes the best candidates according to Emirates Banks selection boards are selected.

Orientation:
Just after final selection and before starting of training process orientation is conducted for selected employees in orientation new employees are provided with basic background information about the EMIRATES BANK the basic contents of successful orientation are o Information on employee benefits o Personnel policies o The daily routine o Company organization and operations o Safety measures and regulations

Training and development:

Training is the process of teaching new employees the basic skills they need to perform their jobs and development is result of that training. For training and developing EMIRATES BANK follows five steps process of training and development Needs analysis: Identify job performance skills needed, assess prospective trainees 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 programs successes or failures. Task analysis:

In this area a detailed study of a job to identify the specific skills required, especially for new employees are analyzed. Performance analysis:

After analyze the main tasks required in performing jobs it is verified that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means (such as transferring the employee). If there is found some deficiency in performing job then training is highly recommended to recover deficiencies. Training methods used by EMIRATES BANK: On-the-job Training Off-the-job Training

Apprenticeship Training Informal learning Effective lectures

On-the-job Training
Having a person learn a job by actually doing the job is OJT. Methods of OJT are Coaching or understudy Job rotation Special assignments Action Learning Coaching or understudy: It is the OJT method in which employee is coached and taught by profession that how to do the job in order to meet Emirates Banks goals and objectives. At managerial level the trainee works directly with a senior manager or with the person he or she is to replace; the latter is responsible for the trainees coaching. It is done at all levels of job. New employees are trained through coaching and old employees are also trained through this method like when some new innovation is introduced old employees are trained in order to handle that new innovation. In 2008 all managers have been trained to operate Misys Software (Automation of service provision and book management). Job Rotation: Moving a trainee from department to department to broaden his or her experience and identify strong and weak points. Job rotation is usually done at managerial level. Emirates Banks Manager Associate (MA) program is used for job rotation training. Special Assignments: Special assignments are also given to employees for special training. These assignments are actually related to tasks within the branch by achieving those tasks assigned by trainer, employee get training. Action Learning: Management trainees are allowed to work full-time analyzing and solving problems in other departments. This OJT method is just for managerial level employees.

Off-the-job Training
It is the method which is opposite to the OJT. In this method employee does not get training at his/her work place. This method of training is only for managerial level employees. Off-the-job training methods are Case study method Outside seminars

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: EMIRATES BANK encourages its employees to participate in the seminars arranged by banking sectors not just in the UAE but also beyond the boarders. By participating in outside seminars employee gets authentic knowledge about the new horizons of banking sector which is useful for EMIRATES BANK and makes it leading bank in Pakistan. Effective Lectures Lectures about jobs are also delivered. These lectures are delivered to new employees as well as senior level employees and managerial level too. In these lectures employees are prepared for facing new challenges in the banking sectors and also told them how to achieve those challenges.

Succession Planning
It is actually management developing program. Management development is attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills. In order to achieve management development, succession planning is done. Succession planning is a process through which senior-level openings are planned for and eventually filled. The main purposes of succession planning are Anticipate management needs, Review firms management skills inventory, Create replacement charts, Begin management development. Emirates Banks Management Trainee (MT) program deals with succession planning. MT is defined in the following section of Training and developing methods.

Training and development programs at EMIRATES BANK

EMIRATES BANK uses following programs for training and development Management Trainee Management associate Cash officers Internships

Management associate:
Emirates Banks Management Associate Program is a training and rotational program focused on dealing with branch banking requirements. It provides accelerated development opportunities across Emirates Banks branch network of Retail, Corporate & Commercial banking.

During this program, candidates are assigned with challenging business scenarios to enhance their critical and analytic skills. Another crucial element of the program ensures that managerial skills are honed and developed. This provides associates with the expertise required to handle supervisory and administrative tasks that will result in the development of successful business managers.

Performance Management and appraisal

Evaluating an employees current and past performance relative to its performance standards is called performance appraisal. A process that consolidates goal settings, performance appraisal, and development into a single common system to ensure that employees performance is according to companys aims is called performance management. Performance management and appraisal at EMIRATES BANK: Emirates Banks performance management and reward systems ensure that goals are met in an effective and efficient manner. EMIRATES BANK defines a clear path for you to contribute to the organizations overall goals, peppered with regular reviews and feedback to help you gauge your progress. At EMIRATES BANK growth is not a function of time but rather of performance. As your performance improves, the role that you play within the organization will accelerate to reflect your input. EMIRATES BANK generally uses BARS (Behaviorally anchored rating scale) it is an appraisal method that uses quantified scale with specific narrative examples of good and poor performance.

Performance Appraisal form of EMIRATES BANK:

Emirates Banks performance appraisal form contains two sheets, one is FORM B2 and other is FORM B3. FORM B2 contains appraisal for Clerical staff at branch or Field Offices there are two main headings Area/factors and level of achievement points. Level of achievement point contains five points ratings A (4), B (3), C (2), D (0-1) and N/A. AREA/factors contains five kind of factors which are A-Productivity B-Individual \attributes C-Technology D-Customer Service E-Personal

Our Suggestions for betterment of EMIRATES BANK

EMIRATES BANK is UAEs largest bank. It should eliminate the cost of online banking since they charge cost of online transaction or transfer. EMIRATES BANK is initiator of Tele-banking service which is unique service in Pakistan. Through this service we can get information about our personal account on telephone. Most of times customers find the service operator busy. EMIRATES BANK should increase their tele-banking service centre. EMIRATES BANK has begun campus recruiting which provides youngsters to come ahead but their campus recruiting process is so slow. They should increase their pace of hiring youngsters as other banks are doing successfully. They should provide more and more opportunities to fresh graduates and masters. The process of promotion at EMIRATES BANK is slow so they should maximize the promotion process which would be source of motivation for their employees. At many occasions Emirates Banks TMM network gets slow and their AT machines dont allow for transaction they should renew their ATM links in order to make their customers avoiding inconvenience.