This action might not be possible to undo. Are you sure you want to continue?
And of course our special thanks to the executives who understood our requirements and took out some time out of their bustling schedules. In addition to that we would like to thank the teacher Ms. observe. interact and learn. Mona to provide us with an opportunity to open our minds. and equipped us with the substantial material 2 .ACKNOWLEDGEMENT We are highly obliged to Allah who gave us the strength and showered His blessings over us because of which we were able to complete this report in time.
Pakistan • Offers Services In Following Areas: − − − − − Consumer Banking Commercial Banking Corporate Banking Investment Banking Treasury Banking United Bank Ltd. technologically 3 . United National Bank Limited.300 billion and a solid track record of forty six years in addition to the convenience of over 1000 branches serving customers throughout the country and also at several overseas locations. Pakistan Head Office: I. Switzerland. 15 Overseas Branches Representative Offices: Tehran Subsidiary: United Bank AG Zurich. 1959 Chairman: His Highness Sheikh Nahayan Mabarak Al Nahayan Deputy Chairman: Sir Mohammed Anwar Pervez OBE President & CEO: Mr. EPZ Branch. UBL follows the strategy of Non-Commercial Stock (NCS).• UNITED BANK INTRODUCTION: LIMITED – AN United Bank Limited is the second largest Private Commercial Banks of Pakistan. Some Important Facts About : Date Established: November 7. Atif R. Muscat Offshore Banking Unit: Export Processing Zone. UBL has assets of over Rs. Karachi. Karachi. maintains its position as Pakistan's premier bank determined to set higher standards of achievements. UBL Fund Managers Limited Associated Company: Oman United Exchange Company. It is the major business partner for the Government of Pakistan with special emphasis on fostering Pakistan's economic growth through aggressive and balanced lending policies. UK (Joint venture with NBP). Bokhari Branches: 1056 Domestic. Chundrigar Road.I.
The HR Group at UBL currently comprises of six divisions namely HR Management. Best in class in any business we initiate. Become the most sought after investment. Training and Organizational Development. on a sustained basis. Strive to provide world class service.oriented products and services offered through its large network of branches locally. Your Excpectations-----our Goals. Optimize people. Growth through creation of sustainable relationships with our customers. Employee Relations. The Middle East HR Division has its dotted reporting to the Head of HR based in Head Office. Meet expectations through Market-based solutions and products. Vision of UBL: • • • • • • • • • Meeting ever growing standards. Relationship Banking involves: • Assessing and understanding customer needs 4 . These divisions of HR Department are currently looking after the Core HR activities of UBL’s 9000 plus employees. Create value for all stakeholders. processes and technology to deliver the best possible financial solutions to our customers. Prudence to guide our business conduct. Reward entrepreneurial efforts. Strategic Projects. Wow impact on every encounter. and Middle East HR. Relationship Banking This forms the pillar of our strategy as it is the primary tool towards providing you full satisfaction. internationally and representative offices. HR Services. Consistent in our growth. Karachi Mission of UBL: • • • • • • Set the highest industry standard for quality across all areas of operation. Be recognized as the employer of choice.
salary determination. reassignments. It also administers such things as promotions. performance appraisal review and processing. Following are the major functions (category wise) performed by the HR Group of UBL: Human Resources Planning: • • • • • • • • • • • • • • • • • • • • Forecasting Maintaining personnel inventories Succession planning Modeling career paths Recruitment Selection Orientation Employment: Training & Development: Devising programs Primary Skills Training Advanced Skills Training Employee turnover Grievances Attendance Accidents Compliance with federal and state regulations Formulation and coordination of policies Assistance and advice in major disciplinary actions Administering opinion surveys Conducting HR Audits Publishing statistical analysis 5 HR Audits: Discipline: Personnel Research: . awards review and processing.• • • Providing you advice on your business needs Helping you find viable financial solutions for your business problems Acting as the primary contact for you • FUNCTIONS OF HUMAN RESOURCE GROUP: The HR Group at UBL is responsible for coordinating the recruitment and hiring of employees. personnel data entry and records maintenance. position classification and grading. policy development and so on.
Safety: • • • • Overseeing security Physical Environment Conducting accident investigations Conducting health and wellness programs Medical & Health: Employee Benefits: • • • • • • • • • • • • Design of vacation & sick benefits program Administering policy Health insurance Incentive pay plans Job analysis Job evaluations Wage surveys Performance reviews Compensation: Performance Appraisals: Employee Relations: Performance standards Measuring employee performance according to the set standards Hearing employee concerns and complaints Monitoring morale • FUNCTIONS OF HR MANAGEMENT DIVISION: The broad objective of HR Management Division is to ensure the recruitment against vacant positions while being a Strategic Partner to all the Business Groups. both internally and externally in order to enhance the image of the Bank and be the Employer of Choice. 6 • . The objective of this division is to provide continuing support to the efforts towards employer branding. To highlight. o Mid Career Hires. following are the major functions performed by HR Management Division at UBL: • Support for Recruitment o Entry Level Hires. o Management Trainees. Manpower Budgeting & Forecasting for the regional businesses.
• • • • • • • • • • • • • • • Transfers. This concept also in practice in UBL. Providing regional input for the formulation & revamping of HR policies. Build up UBL’s image in order to become the Employer of Choice. Senior Executive Vice President (SEVP). Assistant Vice President (AVP). Track the Attrition activity within the organization by way of Analysis (market based surveys). Reorganizations by way of assisting Departments in their organization and restructuring of existing positions in the organizational charts as well as job descriptions. Organizational Headcount Matrix for the region. Job descriptions of Branch Operations staff. salaries. responsibility and knowledge required by jobs in each grade is known as Grade Definition. Filling the organization’s resource needs by way of internal rotations (Resourcing). Liaising with various Business Groups to chart out future resource needs based on the group’s strategic vision. and Officer Grade – III (OG-III). Facilitation in Training Needs Assessment. Induction of Management Trainees to take on the role of Change Agents with in UBL. Senior Vice President (SVP). market adjustment. Internship Program Coordination. Exit Interviews & expediting the resignation process. rotations etc). Officer Grade – II (OG-II). say. Vice President (VP). Officer Grade – I (OG-I). Grade Definition: (Human Resource Management) Written description of the level of. • RELATION OF FUNCTIONS OF HR GROUP TO THE CORPORATE OBJECTIVES: 7 . Utilization of all available modes of hiring to recruit employees at all levels on the basis of transparent screening process. At the same time facilitate the Rotations/Appraisals for the existing Management Trainees. Similar jobs can then by combined into grades or classes. Identification of new sources of recruitment in order to attract the best talent available in the industry both at local levels and international levels. They have grades such as Group Executive (GE). Management reviews and Employee Surveys (with reference to attrition.
low training costs.The functions of HR. 8 . To achieve this objective. This is where strategic HR comes into play. For attaining this objective. these people should be flexible enough so that they can be trained and developed according to the changing needs of the business. it is responsibility of HR to recruit the best people for the bank out of the huge pool which is there in the market. In a nutshell. For generating consistent results and for maintaining strong growth. Another objective of UBL is to be a world class brand which means to be innovative. and so on. the functions of HR are the backbone which supports all other functions of a business and which enable HR to contribute to the business objectives of UBL. Human Resource Group of UBL contributes to the corporate objectives in many ways. it is the job of HR to provide those people to business who are capable of understanding business operations well and who believe in achieving their own objectives. HR thrives to hire quality people at lower costs that is low hiring cost. For example: one of the business objectives of UBL is to be the lowest cost producer. mentioned are the tools which help HR contribute towards the business objectives of UBL. Strategic HR is when HR is involved in setting business objectives with the perspective of strategizing the Human Assets which will enable achievement of any goals set for the business there on. Moreover. aspiration-al and consistent.
This concept helps a lot in classifying job descriptions according to the various departments of the bank. what he has done. Step 2: Next.• RECRUITMENT AND SELECTION PROCESS: • Job Descriptions: (Human Resource Management) The concept of Job Description is the document which tells that what the job will entail. it is a document that defines a person and his achievements in his professional career. Bachelors Degree. Masters 9 • . what work experience does he have. all the qualified candidates are required to fill out 'UBL's Blue Form' which is just like an application form. who he is. what will be the duties to be performed on the job. Along with this. what are his interests and how his personality is. and with whom the job holder will have relations on the job. what behaviors and attitudes will be required on the job. • Curriculum Vitae Or Resume: (Human Resource Management ) A Curriculum Vitae is the document which describes a person. what will be the working conditions of the job. • Recruitment Process: • Step 1: Whenever there is any vacant position or a new position is formed. In other words. all the candidates are required to provide the necessary document such as Matriculation Certificate. the first step is to fill out a 'Staff Requisition Form' by the immediate supervisor of that position. Inter Certificate.
Salary Slip. the approved candidate is then sent for the Medical Examination to the doctor's specified by UBL. (Business Interviews are those interviews which are conducted by the concerned department). Experience Letter. Internal recruitment is made by bank if the required skills & expertise required for the job are available within the bank. The Bank first analyzes the existing situation whether it is must to go for external recruitment or they can do it internally. For entry level positions. Step 5: After the three interviews. • Step 3: Upon selection of the people who are thought to be the best fit for the job and the organization. he is sent to the HR Department for further verification and a final Interview with the HR Department. Thus. there are three interviews for any position in UBL. If internal recruitment has to be done then the advertisement is circulated to all employees of the bank inviting the applications if they fulfill the criteria required for the job. Types of Recruitment: Before starting the recruitment and selection process the organization should analyze whether they really need recruitment. the recruitment and selection process at UBL is entirely different. and other documents. Step 4: When a person is selected by the concerned department after the two business interviews. Step 7: The final step in the recruitment and selection process is the issuance of 'Appointment Letter' to the candidate. The internal recruitment is normally up to the SVP position. or for Management Trainee Program.Degree (where applicable). 'Hiring Approval Form' is made which is approved and signed by three heads. these people are called on for two Business Interviews. • Internal Recruitment: • External Recruitment: 10 . to count. • • • • The above mentioned process is for the jobs of mid-career level. They are also interviewed by the interviewing committee for the assessment of suitability of their job. Step 6: Once a candidate is marked 'Fit' by the doctors.
A minimum period of 20 days is allowed for the processing of applications therefore they use different media in order to find a quick response. The external recruitment is done through advertisements in news paper and through recruitment agencies. • Promotional Activities For Recruitment: • Advertisement of Positions UBL mostly goes for the advertisement for permanent positions through print media but with some exceptions and those positions not subject to permanent employment shall normally be advertised through print media and if the bank do not receive any application against their advertisement then the vacancies are advertised through the Recruiter’s website by mentioning the name of the bank with exact title/ position for the job but not exactly about the permanent employment or 3rd party contractual.usually the Audit firm Taseer Hadi Associates recruits the high caliber professionals for the United Bank Ltd. They follow the Recruitment Policy already approved by the Board of United Bank Ltd.. • Recruitment Agencies: UBL usually for the higher level positions look for the consultation with the respective names of the audit lines for the recommendation of hiring in the position of Executive levels. For the position like SEVP the bank have to do the external recruitment. 11 ..If the bank did not find suitable skills & expertise internally then the go for the external recruitment.
Ranking and short listing in an objective manner. ability. 12 . and Selection of the most suitable candidates. An assessment center is a test of an individual’s personality as well as his or her abilities. recruit people with the required basic knowledge. The decision taken by the panel for short listing is the final decision. • Phase 1: Recruitment and Selection: Objective of Recruitment: United Bank Ltd. • Employee Orientation: (Recruitment and Selection) A procedure for providing new employees with basic background information about the organization is known as employee orientation. Screening on the basis of defined criteria. The main purpose of the panel interview is to assess the individual’s capacity and proclivity. The first one is the Initial Screening Interview.• Selection Process: The United Bank Ltd. Candidates passing assessment center are qualified for the Panel Interview. has a selection process to ensure: • • • • Invitation of applications from eligible candidates. The first phase of three sub-phases. skills and attitude and can be relied upon to continuously enhance and apply their competence to the achievement of the bank’s mission and objectives. A candidate passing this interview is qualified for the Assessment Center.
of Recruitment and Selection Course. is widely accepted and used at UBL. projected business requirements and normal attrition. provides equal employment opportunity to minorities. • Phase 3: Rotation: UBL allows candidates to learn about the entire bank operations before entering a specific business segment. do the recruitment planning to fill vacancies after due consideration of any available surplus. Transparent Selection Process: United Bank Ltd. Candidates are first evaluated for increments after 12 months of rotation. This method of introducing an employee or intern to the department and organization helps a lot in building relations and understanding work. Equal Employment Opportunity: United Bank Ltd. • Phase 2: Training and Development: After clearing the assessment center and panel interview. • While recruiting UBL emphasizes on: Recruitment Planning: United Bank Ltd. the candidates are placed in the departments. women and men at approximately their rate of availability and in line with legal requirements as to quotas. Three months subsequent to that. • Assessment Development) Centers: (Employee Training and 13 .This concept. the candidates have to go through extensive training and work assignments of 6-8 weeks. they are evaluated for the promotions on the basis of the results provided by the functions throughout the process of their training. • Phase 4: Departmental Placement: After 15 months of extensive training and rotation. The in-house training is conducted by Seasoned Professionals (both internal and external). has a transparent selection process that promotes open competition and provides a fair chance of success to the most appropriate candidates. The supervisor introduces to everyone who are related to the field which helps a lot me in building the relations with everyone at work. rotation and placement.
quantitative section. This interview is usually conducted as a first or second step of the hiring process. conducted for the purpose of obtaining information about the job or related matters. • Initial Screening Selection) Interviews: (Recruitment and This is a type of interview generally conducted to screen out those people who do not even stand equal to the minimum qualifications of the job or position. conducted by the HR Department. During my internship. For all the permanent employees. Types of interview UBL conduct during Selection Process • Exit Interviews: (Recruitment and Selection) Interviews with employees who are leaving the organization. This concept. to give the employer insight about the organization.Assessment Center is a written test which aims at testing candidates on the qualification they have. It basically consists of various types of exercises to see whether an individual is capable of becoming a good manager in the future or not. also gets practice at UBL. HR managers from UBL went to all the business schools (accepted by their criteria) 14 . general knowledge section and an in-tray exercises section. This test consists of a verbal section. an example of initial screening interview which I saw was the MT Program. At UBL. it is a necessary requirement that if they leave the job. learnt in the above mentioned course. Initial Screening Interviews were conducted for almost all the jobs or positions but especially for the entry-level positions. This was widely practiced at UBL for the selection of candidates. they are supposed to go through an Exit Interview.
15 . That is. without the three interview sheets. • Interview Evaluation Management) Forms: (Human Resource Interview Evaluation Forms are the forms of pre – set format to evaluate a candidate during an interview. and the third one from the immediate supervisor. Forms used For Hiring Purposes • Staff Requisition Form: Staff Requisition Form is used at UBL for all the positions that are vacant or which require a new employee. a file for the candidate is not supposed to be a complete. it was mandatory to attach three interview sheets (filled) with any permanent hiring case. second from the departmental head. by the concerned department and HR department.for the initial screening interviews of the candidates who applied for the MT Program. Hiring Approval Form is a mandatory requirement for a candidate to be hired. At UBL. It is necessary to have three signatures on this form for a candidate to be hired. Thus Staff Requisition Form is the first step to start a hiring process. that is. It is basically an official form on which a request in made. one signature from the group head.’ This is a kind of form which is filled out when a candidate is selected in the interviews and on the basis of other qualification. first you have to fill out the requisition and then the HR department can start a hiring process for a new job. that is. • Hiring Approval Form: A new concept which came across me during my internship was of ‘Hiring Approval Form.
16 . We came to know about their process of recruitment & selection. the job of hiring a suitable professional is assigned to professional recruitment agencies or head hunting firms. However in case of executive hiring they consult the auditing firms according to their approved panel list and in some exceptional cases where highly technical positions are required to be filled then. Rich in a sense that the information we get was to detailed and we actually found there the practical implication of whatever we have studied yet in the Human Resource Management and when we started examining how the recruitment department functions at the Bank.• Conclusion: The HR department of UBL deeply focuses over the Recruitment & Selection Process and it was a very rich experience for us to visit United Bank Ltd. They mostly prefer the print media in case of advertising the job vacancies otherwise due to the shortage of time in case of less response or job applications they consult the Recruiter’s websites.
UBL should look for some Universities Student profile in case of Fresh Graduate Hiring. 17 . The selection criteria should be broad enough that would not only consider the experience but also look into the other interpersonal skills and the adaptability of candidate. UBL should use multiple sources of advertisement in advertising job openings.Recommendations For : We by considering our studies found the recruitment and selection process at UBL quite viable but as the business always requires “a change” we would recommend some important facts which would help UBL in further prospering their line of business and hiring skilled personnel: • • • • United Bank Limited should use online system in case of applications for their available openings.
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue listening from where you left off, or restart the preview.