Off-the-job Training: It is the method which is opposite to the OJT. In this method e m p l o y e e d o e s n o t g e t t r a i n i n g a t h i s / h e r w o r k p l a c e . T hi s m e t h o d o f t r a i n i n g i s o n l y f o r m a n a g e r i a l l e v e l employees.

Offthe-job training methods are Case study method Outside seminars Case study methods: special case studies are given to employees which contains somedilemma about banking sector. By solving those case study problems employee getstraining to take bold and effective decision in crucial situations. Outside seminars: HBL encourages its employees to participate in the seminars arranged by banking sectors not just in the Pakistan but also beyond the boarders. By participatingi n o u t s i d e s e m i n a r s e m p l o y e e g e t s a u t h e n t i c k n o w l e d g e a b o u t t h e n e w h o r i z o n s o f banking sector which is useful for HBL and makes it leading bank in Pakistan. Apprenticeship Training: A structured process by which employees become skilled workers through a combinationof classroom instruction and on-the-job training. It is actually combination of OJT andl e c t u r e s d e l i v e r e d t o e m p l o y e e s . I t m a y b e f o r b o t h l e v e l s of m a n a g e r i a l a n d f r e s h employee. In this method employee is first given the lecture about his/her job and after that implementation of lecture in practical field is observed. Informal Learning: The majority of what employees learn on the job they learn through informal means of performing their jobs on a daily basis. Effective Lectures: Lectures about jobs are also delivered. These lectures are delivered to new employees aswell 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 toachieve those challenges. Succession Planning:

It is actually management developing program. Management development is attempt toimprove current or future management performance by imparting knowledge, changing M. ISMAIL (L1F07BBAM0001)--25 UNIVERSITY OF CENTRAL PUNJAB LAHORE, PAKISTAN

attitudes, or increasing skills. In order to achieve management development, succession planning is done. Succession planning is a process through which senior-level openingsa r e p l a n n e d f or a n d e v e n t u a l l y f i l l e d . T h e m a i n p ur p o s e s o f s u c c e s s i o n p l a n n i n g areAnticipate management needs, Review firms management s k i l l s i n v e n t o r y , C r e a t e replacement charts, Begin management development. HBLs Management Trainee (MT) p r o gr a m d e a l s w i t h s u c c e s s i o n p l a n n i n g . M T i s d ef i n e d i n t h e f o l l o w i n g s e c t i o n o f Training and developing methods. Training and development programs at HBL: HBL uses following programs for training and development Management Trainee Management associate Cash officers Internships Management Trainee: HBLs Management Trainee (MT) program looks for highly motivated individuals whoexhibit the potential to excel as future leaders. The program is geared towards providingc h a l l e n g i n g w or k a s s i g n m e n t s complemented by a learning component for selectindividuals
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f r o m r e p u t a b l e u n i v e r s i t i e s . A t H B L , t h e M T p r o gr a m o f f e r s e x t e n s i v e interactive classroom training, on the job rotations and personal mentoring from senior m a n a g e m e n t t o p r o v i d e a c o m p r e h e n s i v e l e a r n i n g e x p e r i e n c e . T h e o b j e c t i v e of t h e program is to realize potential and translate the experience into a successful bankingcareer. Management associate: HBLs Management Associate Program is a training and rotational program focused ond e a l i n g w i t h b r a n c h b a n k i n g r e q u i r e m e n t s . I t p r o v i d e s a c c e l e r a t e d d e v e l o p m e n t opportunities across HBLs branch network of Retail, Corporate & Commercial banking.During this program, candidates are assigned with challenging business scenarios toenhance their critical and analytic skills. Another crucial element of the program ensures M. ISMAIL (L1F07BBAM0001)--26 UNIVERSITY OF CENTRAL PUNJAB LAHORE, PAKISTAN

that managerial skills are honed and developed. This p r o v i d e s a s s o c i a t e s w i t h t h e expertise required to handle supervisory and administrative tasks that will result in thedevelopment of successful business managers.
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Cash officers: HBLs Cash Officers Program catapults successful candidates to the front lines of the bank. Candidates in this program are the banks ambassadors and must have exemplaryskills in dealing with clients. The program involves an extensive one-month training period based on branch banking operations before placement in the branches. Energeticand focused graduates from HEC recognized institutions with good communication andinterpersonal skills qualify for HBLs Cash Officers Program. Before being placed atHBL branches, these individuals must exhibit a proven ability to add value and act asagents of change. Internships: HBLs Internship Program offers promising students with the exciting opportunity toapply 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 p a d f o r c r e a t i n g c o n t a c t s w i t h p r of e s s i o n a l s i n t h e f i e l d a n d i d e n t i f y i n g t h e i r o w n competencies to build a successful career with HBL.

HBL uses outside sources for recruitment which are Advertising1 . N e w s p a p e r s ( D a i l y J u n g , N a w a - e - W a q t , T h e N a t i o n , D a w n a n d D a i l y K h a b r e i n etc)2.Trade and professional journals (Aurora Magazine)3 . I n t e r n e t j o b s i t e s ( r o z e e . p k ) Outside sources of candidates:1.Sidat Hyder Morched Association works for outsourcing for HBL.2 . C o l l e g e r e c r u i t m e n t 3 . E m p l o y e e r e f e r r a l s 4 . W a l k - i n s Finding internal candidates:1 . J o b P o s t i n g 2 . R e h i r i n g f o r m e r employees Prescreening and short listing: M a n y c a n d i d a t e s a p p l y f or j o b i n r e s p o n s e t o v a c a n c y a d s b y s u b m i t t i n g t h e i r C V s . Selection board goes through those CVs and selects those candidates which initiallyf u l f i l l c r i t er i a of s e l e c t i o n b o a r d . Af t e r p r e s c r e e n i n g s e l e c t i o n b o a r d s h o r t l i s t s t h e candidates who are considered most suitable for job at initial level on the basis of their resume.
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Test/ interview: In this process short listed candidates are called for test and interview according to natureof 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 oralresponses to oral inquiries. M. ISMAIL (L1F07BBAM0001)--19 UNIVERSITY OF CENTRAL PUNJAB LAHORE, PAKISTAN

Formats used in selection interview: Structured/Directed Unstructured/Non directed Modes of Interview: Penal interviewAn interview in which a group of interviewers questions the applicant. Structured sequential interviewAn interview in which the applicant is interviewed sequentially by several persons; eachrates 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 givensituation. Job related:A series of job-related questions that focus on relevant past jobrelated behaviors. Thesetypes 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 withoccasionally rude questions that supposedly to spot sensitive applicants and those withl o w o r h i g h
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stress tolerance. These sorts of questions are asked a c c o r d i n g t o h i g h designation of candidate. Puzzle questions:Recruiters for technical and finance job use questions to pose problems requiring uniquesolutions to see how candidates think under pressure. Testing: Organizational performance always depends in part on subordinates having the rightskills and attributes. Keep in view this point HBL tries its level best to hire highly skilledand suitable employee for each job. For judging these skills HBL conducted some tests of employees on the basis of Reliability M. ISMAIL (L1F07BBAM0001)--20 UNIVERSITY OF CENTRAL PUNJAB LAHORE, PAKISTAN

Test validityThe 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 whatit 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 . I n t e l l i g e n c e T e s t s Tests of general intellectual abilities that measure a range of abilities, including memory,vocabulary, verbal fluency, and numerical ability are intelligence tests.2 . A p t i t u d e t e s t s Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability are aptitude tests. o
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Tests of physical abilitiesTests 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 adopts recruitment process as Entry level programs Experienced professionals Campus recruitment Rehiring Entry Level Programs: HBLs Entry-Level Programs are structured to ensure that y o u w i l l q u i c k l y a s s u m e responsibility for concrete tasks and important projects. Rotational assignments across M. ISMAIL (L1F07BBAM0001)--21 UNIVERSITY OF CENTRAL PUNJAB LAHORE, PAKISTAN