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HRM practices in SCB , UBL and Citi Bank

HRM practices in SCB , UBL and Citi Bank

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Published by hraza3

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Published by: hraza3 on Jul 07, 2009
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04/10/2013

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1.0 Introduction:
To enhance the knowledge an to make the students practical Lahore School of economics has made thesis research a compulsory part of the bachelors degree. I will beconducting research on Human resource management focusing the recruitment policies procedures and practices that are being implemented in Standard Chartered, CITI Bank and United Bank Limited.The objectives of this study are to identify general practices that Banks in Pakistan use torecruit the employees. This study also aims to determine which recruitment policies and practices are most effective. Determine how the recruitment policies and practices affectorganizational outcomes.For recruiting managerial/professional candidates, the Internet is the most populaadvertising medium used by organizations. Organizations also regularly utilize internalresources (e.g., internal job postings and employee referrals) when recruiting bothinternal and external candidates. Different kinds of agencies are used to recruit for  positions at different levels. Temporary and government agencies are used mainly torecruit non-management candidates. Employment agencies, colleges, and professionalorganizations are used more often to recruit managerial/professional candidates.Organizations with the most effective selection systems were more likely to use the practices such as, behavior-based interviews, training and experience evaluations, abilitytests, and biographical data. Organizations with highly effective selection systemsexperienced higher business outcomes (i.e., financial performance, quality of productsand services, productivity, and customer satisfaction) and employee outcomes (i.e.,employee satisfaction and retention of quality employees) than those with ineffectiveselection systems.© 2008 Hussain Raza
, Lahore School Of Economics
1
 
The study of this proposal highlights the effects of recruitment, how it affects sales andthe final output of the organization and whether better recruitment policies would lead theorganization to achieve economies of scale.
1.1 Background:
In the Banking sector the success or the failure mainly results on the performanceof employees. The better the performance of the employee the better will be the output.The HR department of the banks keeps on looking for the person who they think issuitable for their job.Recruitment is a part of Human Resource Management and no organization can progress without proper Human Resource Practices. Recruitment refers to the process of finding right people for the right job or function. Recruitment polices and practices refer that how that person should be hired and are followed and carried out by the recruiters or the HR managers. Procedures refers that through which channel the policies and practicesare implement, how the policies are implement and what ways should be adopted to carryout the human resources practices.Recruitment is the process of identifying and attracting potential candidates from withinand outside an organization to begin evaluating them for future employment. Oncecandidates are identified, an organization can begin the selection process.This includes collecting, measuring, and evaluating information about candidatesqualifications for specified positions. Organizations use these processes to increase thelikelihood of hiring individuals who possess the right skills and abilities to be successfulat their jobs.Today’s tight labor market is making it more difficult for organizations to find, recruit,and select talented people. The competition for talent is intensifying, as there are fewer qualified applicants available. This shortage of applicants makes it all the more importantfor organizations to be able to effectively attract, select, and retain quality candidates.© 2008 Hussain Raza
, Lahore School Of Economics
2
 
1.2 Objectives:
Standard charted and CITI bank are one of the leading international banks where asUnited Bank was previously owned by the Government of Pakistan and later on due tothe privatization the bank is owned by some private company.Objectives of the study are to:
compare the recruitment polices of the three banks
Determine who is actually following the policies in a manner to get the maximum benefits.
Determine the policies and criteria regarding the hiring of experienced people andfresh graduate students.The study of this proposal highlights the effects of recruitment, how it affects thefinal output of Standard Chartered, CITI Bank and United Bank Limited and whethe better recruitment policies would lead the organization to achieve the maximum benefits.
1.3 SCOPE:
This work will cover the recruitment policies, procedures and practices in StandardChartered , CITI Bank and United Bank Limited, the implementation and the factors thateffects the recruitment polices and procedures.The scope of this work is to analyze the HR recruitment policies in order to know their implementation with in Standard Charted, CITI Bank and United Bank Limited. Also toexplore the factors that effect the recruitment polices.This research work will be conducted in a way to get the maximum knowledge about themain recruitment procedures that are being followed by the banks i.e. Standard charted,CITI bank and United bank limited. The human resource department of these banks will be examined and studied for the analysis; surveys will be conducted from the resourcedepartment personals as well from the employees through questioners or interviews to getthe required data.© 2008 Hussain Raza
, Lahore School Of Economics
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