Professional Documents
Culture Documents
department of HBL:
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 world wide. The structure
is as the President is assisted by ten Senior Executive Vice-Presidents and a staff of 29
Executive 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. The total staffing as per 1999
balance sheet figures is 23022.
• Diversification strategy
• Geographic expansion strategy
Diversification Strategy: It implies that HBL will expand by adding new service
lines. With the passage of intervals HBL is used to introduce new banking services.
Geographic expansion strategy: It takes the company abroad. Acting upon this
strategy HBL has been expanded abroad. The abroad branches are mentioned above in
introduction section. HBL is planning to expand its business and branches in more
countries.
• Cost leadership
• Differentiation
• Focus
Cost leadership: HBL aim is to become low-cost leader in banking sectors that is why
HBL is providing effective services in low cost than other banks in Pakistan.
Focus: HBL provides banking services to its customer in that way that customer cannot
get that services from other competitors.
Functional Strategy:
HBL identifies basic courses of action that each department pursues in order to get basic
goals and objectives of HBL. Harmony of departments towards HBL’s 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 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
• The interview
• Questionnaires
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.
Following methods are also used in job analysis which are called quantitative job analysis
techniques
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.
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.
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.
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 job
specification and acting upon these criteria job vacancy ads are spread through different
Medias like newspapers and internet.
Outside sources:
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)
• Outside sources of candidates:
1. Sidat Hyder Morched Association works for outsourcing for HBL.
2. College recruitment
3. Employee referrals
4. Walk-ins
Finding internal candidates:
1. Job Posting
2. Rehiring former employees
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 applicant’s 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 HBL tries its level best to hire highly skilled
and suitable employee for each job. For judging these skills HBL 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 HBL
• 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.
HBL’s Entry-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:
HBL recruits experienced professionals in all areas of the bank and encourage the
creation and pursuit of innovative ideas. HBL’s dynamic work environment offers
diverse opportunities to stimulate ongoing employee needs and supports career
enhancement opportunities. HBL encourages you to explore this section to find out about
current job openings and how to submit your resume.
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.
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:
After going trough all the processes the best candidates according to HBL’s 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 HBL 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
Management Trainee:
HBL’s Management Trainee (MT) program looks for highly motivated individuals who
exhibit the potential to excel as future leaders. The program is geared towards providing
challenging work assignments complemented by a learning component for select
individuals from reputable universities. At HBL, the MT program offers extensive
interactive classroom training, on the job rotations and personal mentoring from senior
management to provide a comprehensive learning experience. The objective of the
program is to realize potential and translate the experience into a successful banking
career.
Management associate:
HBL’s Management Associate Program is a training and rotational program focused on
dealing with branch banking requirements. It provides accelerated development
opportunities across HBL’s 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.
Cash officers:
HBL’s Cash Officers Program catapults successful candidates to the front lines of the
bank. Candidates in this program are the bank’s ambassadors and must have exemplary
skills in dealing with clients. The program involves an extensive one-month training
period based on branch banking operations before placement in the branches. Energetic
and focused graduates from HEC recognized institutions with good communication and
interpersonal skills qualify for HBL’s Cash Officers Program. Before being placed at
HBL branches, these individuals must exhibit a proven ability to add value and act as
agents of change.
Internships:
HBL’s Internship Program offers promising students with the exciting opportunity to
apply their classroom learning experience to real life corporate assignments. Through the
program, internees can support their career goals by using the internship as a launching
pad for creating contacts with professionals in the field and identifying their own
competencies to build a successful career with HBL.
C-Technology contains
1. Knowledge of computer
2. Knowledge of internet & E-mail
D-Customer contains
1. Courtesy to Customer
2. Rapport with customer
3. Creative response to customer needs
4. Business sense (maximum revenue/ minimum cost)
E-Personal contains
1. Health & energy
2. Appearance
3. Integrity & loyalty
4. Grooming
5. Manner of speech
6. Attitude
7. Intelligence
8. Leave record
9. Attendance record
10. Punctuality
Each factor is marked tick against level of achievement and in the end total points scored
is written in the specific box. Also the signatures of appraisee and appraiser are taken.
FORM B3:
This form contains two big boxes. First box is about Development Plan/ Supervisor
comments. In this box supervisor gives comments about appraisee strengths and further
appraisee’s development needs (need to improve academic & professional qualification).
Second box is called overall assessment box. In this box appraiser gives the overall
performance grade to appraisee according to B2 form and the grade is given in form of
A, B, C, D. Then comments of appraisee is also taken in form of agree/disagree. Then
overall assessment is reviewed by reviewer and reviewer gives its comments too, but it is
not necessary. After it final acceptance of appraisee is also taken along with signatures.
5. Employee relation:
Employee Relations involves the body of work concerned with maintaining employer-
employee relationships that contribute to satisfactory productivity, motivation, and
morale. Essentially, Employee Relations is concerned with preventing and resolving
problems involving individuals which arise out of or affect work situations.
The environment at HBL is cultural, ethical and challenging that that encourages
creativity and commitment among employees. HBL fosters a work environment where
employees can realize their potential whether locally or in the international arena. Thus,
HBL enables its employees to achieve their professional goals while keeping in synch
with the bank’s overall objectives.
HBL believes in two skills for employee relation
Interpersonal communication
Conflict management
Interpersonal communication skill: At HBL the first skill for managers to understand
and practice is interpersonal communications, because it is the foundation for all actions
in the workplace and it allows the manager an opportunity to build relationships with the
overall workgroup without alienating anyone in the work environment. Working with
diverse groups of people requires a tremendous amount of interaction. If these
interactions are positive, they can help create the right workplace climate, attitudes,
beliefs and behaviors. Keeping in view these all points interpersonal HBL emphasizes on
strong interpersonal communication skill for effective accomplishment of goals.
Conflict management: In HBL the second skill for managers to leverage, is conflict
management. It is actually conflict resolving approach. Learning to leverage this skill
helps in resolving employee relations issues quickly and effectively, and creates greater
satisfaction with the workgroup. In this skill manager let his/her subordinates to speak
and say whatever they feel during working with manager. Manager cares employees
emotions and feelings.