Hrm Report Bank Alfalah

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    HRM REPORT BANK ALFALAH

    BRIEF HISTORY OF BANK ALFALAH LIMITED

    Bank Alfalah Limited was incorporated in June 21st, 1997 as a public

    limited company under the Companies Ordinance 1984. Its banking

    operations commenced from November 1st ,1997. The bank is engaged

    in commercial banking and related services as defined in the Banking

    companies ordinance 1962. The Bank is currently operating through 45

    branches in 21 cities, with the registered office at B.A.Building, I.I.

    Chundrigar, Karachi.

    Since, its inception as the new identity of H.C.E.B after the privatization

    in 1997, the management of the bank has implemented strategies and

    policies to carve a distinct position for the bank in the market place.

    Strengthened with the banking of the Abu Dhabi Group and driven by thestrategic goals set out by its board of management, the Bank has

    invested in revolutionary technology to have an extensive range of

    products and services. This facilitates their commitment to a culture of

    innovation and seeks out synergies with clients and service providers to

    ensure uninterrupted services to its customers.

    The bank perceived the requirements of customers and matches them

    with quality products and service solutions. During the past five years,

    bank has emerged as one of the foremost financial institution in the

    region endeavoring to meet the needs of tomorrow as well as today. To

    continually upgrade the quality of service to the customers, training of

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    team members in all the integral aspects of banking, customer service

    and IT was specially focused.

    The portfolio concentrates on all aspects of conventional banking as well

    as the financial needs of corporate sector. Dynamic and high value

    product includes Car Financing, Home Financing, Rupee Travellers

    Cheques, Credits Cards, Debit Cards, On line Banking, ATM and

    consumer Durables. In addition to this, Islamic Banking Division is a

    recent initiative, which operates as separate branch. It offers Shariah

    Compliant products through a network of five branches, which will

    increase to 50 by the year 2007. The bank is committed to combine all it

    s energies and resources to bring high value, security and satisfaction to

    its customers, employees and shareholder. The Bank has invested in

    revolutionary technology to have an extensive range of products and

    services. This facilitates commitment to a culture of innovation and

    seeks out synergies with client and service providers to ensure

    uninterrupted services to it customers.

    V I S I O N

    To be the premier organizations operating locally and internationally

    that provided the complete range of financial services to all segments

    under one roof

    MISSION

    To develop and deliver the most innovative products, manage

    customers experience, deliver quality service that contributes to brand

    strength, establishes a competitive advantage and enhances profitability,

    thus providing value to the stakeholders of the bank

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    MANAGEMENT

    Chief Executive Officer

    Executive In charge

    Strategic Planning & Global Marketing

    Executive Incharge

    International &Treasury

    Division

    Executive In charge

    Human Resources Division

    Executive Incharge

    IT Division

    Executive In charge

    Credit Division

    Executive Incharge

    System & Operation Division.

    Executive Incharge

    Establishment & Administratration

    Executive Incharge

    Credit Monitoring Division

    Executive Incharge

    Business Development Division

    S.A.M./ Car Finance/ Leasing

    Executive Incharge

    Legal Affairs Division.

    Executive InchargeAudit & Inspection Division

    Executive InchargeFinance Division

    Executive Incharge

    Corporate Banking,

    SME Financing & Home Loans

    Executive Incharge

    Islamic Banking Division

    Executive Incharge

    New Products &

    Service Quality Division

    Executive Incharge

    Cards Division

    ORGANIZATIONAL STRUCTURE

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    DEPARTMENTS

    Bank Alfalah Limited has the following departments:

    v Account Opening Department

    v Human Resource Department

    v Trade Finance

    v Credits

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    v Accounts Department

    v Administration / Personnel

    v Special Asset Management (SAM)

    v MIS Department

    v Marketing

    v Cash & Deposits

    v Foreign Currency Accounts

    HUMAN RESOURCE MANAGEMENT

    The policies and practices involved in carrying out the People or

    Human Resource aspects of a management position, including

    recruiting, screening, training, rewarding, and appraising

    The concepts and techniques need to carry out the people or personalaspects of management job are:-

    Conducting job analyses (determining the nature of each

    employees job)

    Planning labor needs and recruiting job candidates

    Selecting job candidates

    Orienting and training new employees

    Managing wages and salaries (compensating employees)

    Providing incentives and benefits

    Appraising performance

    Communicating (interviewing, counseling, disciplining)

    Training and developing managers

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    Building employee commitment

    HRs Definition at Bank Alfalah:

    We Are Struggling For People.

    HRM DEPARTMENT & BANK ALFALAH

    Like other organizations HRM department acts as the mind of the

    organization. Without the HRM department Bank Alfalah cannot imagine

    being able to function. At Bank Alfalah, HRM has great significance,

    everybody depends on this department for the entire organization to

    work and succeed in its mission.

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    Human Resource Department-Hierarchy

    RESPONSBILITIES OF HR OFFICER:

    Following are the responsibilities of HR Officer in Bank Alfalah:-

    Recruitment And Selection

    Policy Making

    Retention Program

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    Improve Working Relation Of Employees

    HRM Management Responding To Changing Environment:

    Bank Alfalahs HRM Management is responding to changing

    environment by

    Follow Customers Needs

    Adopt Continuous Changes

    Decentralized Organization

    COMPETITIVE ADVANTAGES:

    Bank Alfalah has following competitive advantages over its competitors:

    Strong Pay Structure

    Retention Program

    All Banking System Based On It

    Select People From Top Universities

    Account EI Has 30 Years Work Experience

    JOB ANALYSIS

    The procedure for determining the duties and skill requirements of a joband the kind of person who should be hired for it

    Job Analysis includes:

    Job Description

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    Job Specification

    Job Description:

    A list of jobs duties, responsibilities, reporting relationships, working

    conditions, and supervisory responsibilities

    Job Specification:

    A list of jobs human requirements, that is, the requisite education,

    skills, personality, and so on

    METHODS OF COLLECTING JOB ANALYSIS INFORMATION

    There are two methods of collecting Job Analysis Information:-

    Interviews

    Observation

    INTERVIEWS

    A procedure designed to obtain information from a person through oral

    responses to oral inquiries

    Who Conducts Interview?

    Interviews are taken by the branch HR head responsible forrecruitment

    and selection

    Types Of Interviews Taken:

    Structured interview only

    Structured Sequential Interviews

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    Panel Interview

    Criteria for Selecting Candidates:

    Following is the criteria for selecting candidates in Bank Alfalah based

    on:

    Communication Skills

    Present Personality

    Educational Background (etc.)

    Skills And Competency

    INTERVIEW QUESTIONS

    Why Should I Hire You?

    Why Do You Want To Work For Us?

    Whats Your Great Strength?

    Whats Your Great Weakness?

    How Much Salary Do You Expected From Us?

    RECRUITMENT

    The development of a pool of applicants for jobs in the organization

    Sources Of Job Recruitments:

    Following are the some sources of Job Recruitment in Bank Alfalah:

    By Universities

    By Website

    By Coaching

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    By Newspapers

    Recruitment Process:

    Following are the recruitment processes in Bank Alfalah:

    1.) Assess need (strategic planning and tactical planning)

    2.) Create a pool of candidates:

    3.) Screen out candidates:

    4.) Make selection

    5.) Evaluate recruitment process:

    1.) Assess need (strategic planning and tactical planning)

    There is no fixed quota of number of employees to be recruited, it

    depends on need and the strategic (organizational) and tactical (branch

    level) requirements.

    2.) Create a pool of candidates:

    The prospect candidates are attracted through advertisement in the

    newspapers, on the website online and also the walk in.

    3.) Screen out candidates:

    Through interviews and tests they screen out the less attractive

    candidates.

    4.) Make selection:

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    After further interviews and other processes the final candidate is

    selected. Questions in an interview are made by doing proper job

    analysis of the job. That includes identifying the job duties and

    requirements.

    5.) Evaluate recruitment process:

    Evaluate effectiveness of recruitment by comparing the results to

    expected results.

    TYPES OF RECRUITMENT

    There are two types of recruitment in Bank Alfalah:

    1. Internal

    2. External

    1. Internal:

    Includes recruiting of already existing employees for new jobs within the

    organization

    2. External:

    Includes bringing new blood in an organization. Recruiting people who

    are new

    INTERNAL RECRUITMENT IN BANK ALFALAH

    Bank Alfalah normally

    Less emphasis on Internal Recruitment

    Existing employees can respond to new job offers as externals

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    Performance appraisals

    EXTERNAL RECRUITMENT IN BANK ALFALAH

    In Bank Alfalah external recruitment is on

    Need basis

    No yearly or monthly recruitments

    Every branch has its own HR department

    Head office sanctions recruitment for new employees

    Adds in leading newspapers (Dawn, Jang)

    College Recruitment (under planning)

    Online application forms

    Short listing

    Interviews

    Decisions made through head office

    No help from recruiting agencies

    DIRECT INDUCTION OF FRESH CANDIDATES

    Through direct induction of fresh candidates, Bank Alfalah is able to

    employ fresh postgraduate candidates for its organization and the

    process is as follows:

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    EXPERIENCED PROFESSIONALS

    Based on requirements of experienced staff, Bank Alfalah also recruits

    talent from the marketplace. Bank Alfalah offers competitive salary /

    benefits to worthy professionals at all levels who wish to join hands with

    Bank Alfalah. The procedure for selecting such professionals is as

    follows:

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    Executive Recruitments:

    In Bank Alfalah, Executive recruitments are done by CEO.

    Recruitment of MTOs (Management Training Officers):

    In Bank Alfalah, recruitment of MTOs is done on Yearly Basis

    Recruitment of Internees:

    In Bank Alfalah, recruitment of Internees is on

    > Walk-ins

    > Letter of recommendation from college

    Human Resource Assessment

    Bank Alfalah Ltd. has worked hard to build its human resource team and

    ensure that the quality of newly inducted staff is not comprised with

    growth. For recruitment and selection banks policy is to hire suitable

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    candidates. By suitable candidates bank refers to candidates having

    proper educational qualification, experience and background.

    Bank Alfalah not only is one of the fastest growing bank in Pakistan, that

    provides its customers with a number of financial services, but is also a

    great employer of human resources, that provides its employees with a

    conducive environment that not only is challenging but also helps them

    in applying and gaining knowledge.

    The above figures show that all prospect employees feel confidence in

    Bank Alfalah as their prospective employer. Bank Alfalah, as a response

    to this confidence has three ways of employing prospect employees for

    their organization.

    OREINTATION

    The orientation program of Bank Alfalah contains:

    Introductory Lecture

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    Printed Employee Hand book in Bank Alfalah

    Time Duration

    Familiarize new employees with their new jobs, work units and

    organization in general.

    BATCH TRAINEES

    All employees selected through this process, have to first complete a

    probation period before given a complete status of a Bank Alfalah

    employee. The major benefit of this procedure is that Bank Alfalah can

    employee a large number of employees at a lower cost. The procedure

    for accepting a batch trainee is as follows:

    TRAINING

    The process of teaching new employee the basic skills they need to

    perform their jobs.

    Basic Steps in Training:

    Following are the basic steps in training employees in Bank Alfalah:

    Need Analysis

    Instructional Design

    Validation

    Implementation

    Evaluation and follow up

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    - Training Mangers and faculty is hired for training purposes.

    - Training Mangers are in their respective head offices

    The Training Centers Of Bank Alfalah:

    Bank Alfalahs training centers are inKarachi& Lahore. These training

    centers are responsible for providing multi-level high quality training

    programs in following areas:

    - Consumer banking operations

    - Credit administration/documentation

    - Trade finance operations

    - Marketing & selling skills

    - Customer service skills

    - Performance appraisal skills

    - Time management & personal effectiveness

    TWO SCENARIOS OF TRAINING

    Training Calendar:

    In Bank Alfalah, Head office devises a calendar according to which they

    train their employees

    Need Basis:

    In Bank Alfalah, Branch Manger realizes that specific department lacks

    in some skill.

    TWO TYPES OF TRAINING

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    On The Job Training:

    Training a person to learn a job while working on it

    Off The Job Training:

    Training an employee to learn a job while providing him a class room

    environment

    ON THE JOB TRAINING

    On The Job Training in Bank Alfalah is done by

    Making teams of new employees with a few old specialized

    Employees.

    Contribution to overall productivity.

    Lower cost

    Lower Time

    Management Training Officers (MTO) Training Program:

    In Bank Alfalah, MTOs training program is 3 monthsOn the Job

    Training& 9 months Off the Job Training.

    OFF THE JOB TRAINING

    In Bank Alfalah, Off the JobTrainingis done by

    In-house training ,done at least once a year

    Employees from all over Pakistan attend seminars and courses.

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    Employees are tested after the completion of the course

    Specialist trainers are hired

    Provide a proper learning environment to the employees

    Professional faculty is hired

    Increases employee loyalty

    Labor productivity is zero

    Cost is high

    Time is consumed

    Training & Development:

    In Bank Alfalah, employee is trained & developed in following different

    operations:

    Consumer Banking Operations

    Credit Marketing & Credit Proposals

    Credit Administration/Documentation

    Trade Finance Operations

    Marketing & Selling Skills

    Customer Services Skills

    Performance Appraisal Skills (Self Appraisal)

    Time Management & Personal Effectiveness

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    PERFORMANCE APPRAISAL SYSTEM

    Evaluating an employees current and / or past performance relative to

    his or her performance standards

    The performances of employees are appraised yearly at Alfalah Bank.

    HR head said that

    Performance appraisal helps us in estimating employees current

    performance, setting work standards and then providing feedback to

    employees with the aim of eliminating performance deficiencies.

    APPRAISAL METHOD AT ALFALAH

    The Appraisal Methods at Bank Alfalah are

    1. Self Appraisal Method

    Ratting

    Evaluation

    1. Problems During Appraisal

    Unfair Assessment (Bias)

    BEHAVIOR APPRAISAL

    In this service oriented industry behavior is as important as performanceon job. To manage behaviors and appraise company has devised a

    managing behavior system to evaluate their core values. Each employee

    in such a system is rated against the behavior performance achieved,

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    against the required benchmark applicable, depending on the Job

    Grade.

    PERFORMANCE STANDARDS AT ALFALAH

    Alfalah Bank Has laid down the following Performance Standards:

    1-Demonstrates Commitment

    2-Aligns Activities

    3-Promotes Alfalah Long Term Objectives

    MANAGING CAREER & FAIR TREATEMENT

    In Bank Alfalah, Managing Career & Fair Treatment is based on:

    Promotion Decision

    How To Handle Transfer

    Communication At Alfalah

    Manage Dismissals

    PAY PLANS & INCENTIVES AT ALFALAH

    Pay Plans:

    Pay plans Alfalah are establish on the basis of job ratings. All jobs areranked from top to bottom, on the bases of compensable factor.

    Employee with higher rank gets highest pay and incentives.

    Compensation Plans for Employees:

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    In Bank Alfalah, compensation plan for employees includes:

    Basic Salary

    Bonuses

    Medical Facilities

    Allowances

    Incentive Plans:

    In Bank Alfalah, incentive are provided to

    Managers and Executives

    Middle and Lower Level Employees

    EMPLOYEE BENEFIT & SERVICES

    The employee benefits & services provided by Bank Alfalah are

    Health & Life Insurance

    Paid Annual Vacations, Leaves, Holidays

    Health Insurance Of Parents

    Pension & Provident Fund

    Discount On Company Products

    Annual Bonuses Educational Plans

    Social Events

    Customized Services

    Creative, Learning & Healthy Environment

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    Pregnancy Compensation

    2 Bonuses For Each Employee

    Faster Promotion

    Introduction Of MENTORS Bank Alfalah MOHTISIB

    Staff Suggestion Scheme

    Family Community Concept

    Salary Of Own Choice

    Job Rotation Facility

    Prizes & Gifts

    Refreshment Packages Short Courses & Trainings + Training Material

    Traveling & Stay Allowances

    Communication Benefits

    Retirement Benefits:

    Bank Alfalah gives retirement benefits on the basis of

    Age

    Pension Plans

    Provident Fund Facility

    Early Retirement Window

    No-golden Offerings & Defined Contrib. Plan

    No-social Security & Deferred Profit Sharing

    Services Benefits:

    Following services benefits are provide by Bank Alfalah to the

    employees:

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    Introduction Of MENTORS(HR REPRESENTATIVE)

    Counseling Services-

    Financial, Career, Job-placement, Grievances

    Bank Alfalah Mohtisib

    Lunch & Learn Program

    Employee Transportation

    Educational & Training Subsidies

    Flexible Benefits Programs (Few-limitations)

    No-subsidized Child & Elder Care

    EMPLOYEE SAFETY & HEALTH CONTRIBUTION

    Bank Alfalah is

    Strict About Occupational Safety Laws

    Obeying The OSHA Standards

    Major Responsibility Br. Manager

    Routine Safety Audits

    Inspection & Citations By Head Branch

    Managing Proper Responsibilities & Rights Of

    Both Employer & Employee

    Avoiding the Causes Of Accidents:

    Bank Alfalahs management plays an important role in avoiding the three

    causes of accidents

    Unsafe conditions

    Unsafe acts

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    Accident prone people

    HEALTH PROBLEMS & REMIEDIES

    Following are the steps that taken by Bank Alfalahs HR Department to

    solve the health problems in the organization and make possible

    remedial changes

    Smoke Free Environment

    Role Of Mentors ; Regarding

    Job-stress , Burn-out , Health Conditions

    Remedies For VDTS & Other Tools Vaccinations & Health Treatments

    Other Precautionary Measures:

    Other precautionary measures taken by Bank Alfalah for the safety of

    employees are

    1. Personalized Attention To Employees2. Angry Employees Management

    3. Temporary Stop The Working

    4. Counseling

    5. Real Root Problem

    6. Use Of Personal Skills

    7. Professional Attitude Adopted

    8. Future Avoidance

    SWOT ANALYSIS

    BAL is one of the fastest growing banks in Pakistan. In the light of these

    situations we can make an analysis.

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    Strengths:

    Bank is in its growing stages so there is good financial position.

    Professional and Committed workforce

    Low cost than other major banks

    Increasing the number of branches in the country

    Successfully launching new Product Lines

    Well experienced and quality staff

    Efficient internal communication system

    Weaknesses:

    Although the bank is growing fastly but it has some weaknesses which it

    should remove to make itself further strong.

    Less Advertisement

    Slow in introducing new products

    The staff is not satisfied with the salary structure

    Gives its staff less benefits

    Opportunities:

    Extension of International network of the branches

    Introduction of innovative products

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    Growing market

    ATM facility for all customers

    Threats:

    Uncertain economic conditions

    Action taken by competitors

    CONCLUSION

    HRM managers at Bank Alfalah are performing a great job as far it isconcerned

    Motivating them and looking after them. Along with the other managers

    and employees

    HRM managers are also doing a great job in achieving company goals

    and objectives. There is a very calm and friendly atmosphere at Bank

    Alfalah because of the HRM department and their policies for keepingtheir employees happy, productive and efficient.

    RECOMMENDATIONS

    It is observed that the employees were overburdened so they have to

    stay at branch till late at night. In this way their efficiency is affected and

    hiring more employees can reduce their work.

    The employees should be signed jobs for specific period and than

    they should shifted to other department so that they gain knowledge of

    other jobs.

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    Bank Alfalah Limitedshould properly advertise and Communicate to

    public about the services provided by it, so that more customers will be

    attracted.

    The banks management should give more incentives and pay scale of

    officers should be revised & improved.

    System and operations should be more defined and organized.

    IT draw backs should be improved.

    Administration drawbacks should be improved by the strict control of

    general issues.

    Some employees waive the bank charges (Statement charges,

    cheque book charges etc) that decrease the income of the bank.

    Lockers, ATM, all these facilities should be provided to attract more

    customers.

    Expenditures must be control, which are very high.

    References

    Personal Refernces

    Mr. Zulfiqar, Accounts Officer.

    (Bank Alfalah Ltd., Wah Cantt Branch)

    Mr. Waqas, Customer Services Officer.

    (Bank Alfalah Ltd., Wah Cantt Branch)

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    Web Resources

    Bank Alfalah (www.bankalfalah.com)

    Wikipedia (www.wikipedia.com)

    State Bank of Pakistan (www.sbp.org.pk)

    Google (www.Google.com)

    Reports & Papers

    Annual Report Bank Alfalah 2008

    Issues in Pakistans Economy by S. Akbar Zaidi

    International Finance by Maurice D. Levi Bank Alfalah Limited. (2009). Alfalah Mahana Amdan Plus

    [Brochure].

    Bank Alfalah Limited. (2009). Alfalah Quick Finance [Brochure].

    Bank Alfalah Limited. (2009). Alfalah Milkiat Finance [Brochure].

    Bank Alfalah Limited. (2009). Alfalah Karobar Finance [Brochure].

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