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REPORT

ON
MEEZAN BANK.LTD

SUBMITTED TO: SIR FARRUKH


DEPARTMENT OF COMMERCE
SUBMITTED BY RIMSHA ZAFAR, SEHRISH MAQSOOD,
USMAN QAMAR, NOMAN SHAH
INTRODUCTION:
Meezan Bank is the first and largest Islamic commercial Bank
of Pakistan. The Bank is headquartered in Meezan House -
Karachi, Pakistan. It has a network of over 550 branches in more than
140 cities of Pakistan. It commenced operations in 2002 when State
Bank of Pakistan issued first-ever license for Islamic commercial
banking. The Bank has a market share of 35% in Islamic banking
industry of the country. Having the largest branch network and product
range, Meezan Bank bears the critical responsibility of leading the way
forward in establishing a stable and dynamic Islamic banking system
replete with dynamic and cutting-edge products and services. Meezan
Bank aims to fulfill its prime objective of providing customers
accessibility and convenience, within an atmosphere and culture of
dedicated service and recognition of their needs.
VISION:
ESTABLISH ISLAMIC BANKING AS BANKING OF FIRST
CHOICE

Meezan, the Arabic word for 'Balance' has been taken from Surah Al-
Rahman. Meezan Premium Banking is a prestigious way of Islamic
banking. Company’s banking relationship is based on three pillars. One
of them is Shariah-compliant Solutions. That is the main vision
statement of Meezan Bank.

MISSION:
TO BE A PREMIER ISLAMIC BANK
To be a premier Islamic bank, offering a one-stop shop for innovative
value-added products and services to our customers within the bounds of
Shariah. The objective is to make and project the Bank as a
professionally run and managed successful and profitable Islamic
Commercial Bank with high standards, discipline, morals, ethical norms
and be recognized as such by others within and outside the country.
VALUES:
CORE VALUES

Shariah-compliance, Integrity, Professionalism, Innovation, Service


Excellence, Social Responsibility committed, motivated and
professionally trained employees who are empathic to their customer’s
needs.

HIRING POLICIES OF MEEZAN BANK:


THE MAIN TARGET OF HIRING POLICY

In order to be a part of Meezan Bank, employee must meet the following


criteria or principles of related department:
a) Follow the principles and spirit of Islamic finance.
b) Comply with all the regulatory provisions issued by the State Bank of
Pakistan, Bank’s Board of Directors, Shariah supervisory board or any
other regulatory bodies.
c) Act fairly and properly.
d) Maintain high standards of integrity in dealings with customers and
with other financial institutions.
e) Adhere to a high level of professional practice.
f) Endeavor to develop a highly qualified, experienced and committed
team of professionals.
Meezan Bank will not employ a person in the same Branch/ Hub/
Regional Office/ Area Office/ Head Office Department or any other
office/affiliates, in which a relative of the incumbent is already
employed. The aim is to avoid/discourage all sorts of conflict of interest,
favoritism, nepotism etc.
If a candidate being considered for a position at MBL has a relative
employed at MBL, this fact should be disclosed by either the candidate
or existing employee (relative of the candidate) at the time of hiring. The
interviewer should also question the candidate for the same. Provision
for this has been made in the “Interview Rating Sheet” that has to be
filled as a part of hiring process. In case of a relative already working at
MBL, the hiring has to be approved by the President & CEO. Meezan
Bank will not recruit relatives of the employees of EVP II & Above
grade. In case of marriage of two MBL staff members or any new
relationship developed between two employees by virtue of any
marriage in their family; these employees should intimate HR within 15
days of such development. These guidelines apply to all employees
(regular / contract) of Meezan Bank Limited.
BASIS OF DEPARTMENTALIZATION:
At MBL departmentalization occur where there’s a need and where there
is no need centralization occurs. There’s no extra department.
Departmentalization at MBL is similar to the departmentalization of
other banks MBL have particular department of the premier bank which
none of the bank offers and is only available for priority highlight
customers that functions under consumer banking sections.

TRAINING DEPARTMENT:
The Framework outlines the basic platform for training and
development. It is based on following key areas; 1.Process
2.Standards of Excellence 3. Learning Mechanism
Training department at MBL is quite good and facilitate their employees
and they ensures their newly hired employees to get training or
orientation and learning of mandatory things and should get the full
knowledge of the system that is required. At MBL employees are being
trained in shariah compliant and Islamic system.
A group of trainers for newly hired candidates help trained them well in
head office for 2 to 3 days under training section.
MOTIVATE THE EMPLOYEE
We are the employer of first choice. Meezan bank follows a variety of
ways to compensate its employees. The basic of all of them is
compensating them by adding up bonuses and increments to their
salaries after the closing of every financial period. • Every branch
manager fills up a performance appraisal form by the end of first month
of the preceding financial period and submits that to the HR department.
• With the salary of third month each and every deserving employees
receives their rewards and increments.

MANAGEMENT STYLE
THE ROLE OF HR MANAGER
Provides support & guidance to department heads in designing,
delivering. Internal or external sourcing of training & development
solutions. Finalizes Training Activity Plan (Annual Training Calendar)
with the mutual concern of the department heads. Ensures the proper
implementation and administration of the training process during the
year; Identifies the needs for in-house training program and training
conducted by outside trainers, and reviews them with the respective
departmental heads before finalizing it; Designs in-house training /
course with the input of the department heads; Ensures proper linkage
between Practice and Theory (a mix of internal and external resource
persons may be blended to conduct training programs)
The success of Meezan bank is dependent on the employees, striving to
achieve standards of excellence in their jobs. Competencies can play an
important role in this process by helping individuals to define the job
standards, which will help the employees in achieving the quality
results. 3. Learning Mechanism: Learning mechanisms permits both
traditional and more innovative methods. These include: •Flexible
Learning •Management Development Program •Business Training
•Distance Learning •Career Planning.

DEPARTMENTS WORKING IN MBL


Departments Working in MBL Meezan Bank Limited has been divided
into following divisions Assets Management 2. Retail Banking Division
3. Liability Division 4. Common Assets Division 5. Credit
Administration Division 6. Human Resources Division 7. Finance
Division 8. Treasury and International Division 9. Information
Technology Division 10.Corporate Banking Division 11. Operation
Division 12. Credit Risk Management Division 13. Control and
Compliance Division 14. Establishment Division 15. Training, Research,
Communication & Public Division 16. Consumer Banking Division 17.
Credit Policy Division 18. Audit & Inspection Division 19. General
Service Division 20. Law Division

FUNCTION OF MEEZAN BANK


Details of Operations • Funds Transmission • Retail of Consumer
Banking • Commercial Banking • Trade Finance • Treasury • Foreign
Exchange • SWIFT Outline and Funds Transfer • Private Banking and
Wealth Management • Client Records and Account Maintenance •
Capital Markets and Treasury Backgrounds

RELATIONSHIP OF BOSS AND SUBORDINATE


At MBL boss and subordinate conduct morning herald in every branch
unit head or manager have formal catch up and meetings with their
employees in which they discuss the plan for further days and
communicate the progress of previous days.
If any employee wants to speak up or talk about any issue for personal
or occupational reason he can talk to the manager.

CONTROL THE ORGANIZATION


PDPs, the core planning mechanism: Personal Development Planning
(PDP) is a tool by which skills and learning needs are transformed into
development solutions. This helps Meezan bank in improving
performance of employees in their current roles and progress in their
careers in the Bank.

Process:  Identification of training & development needs:


Organizational level Job Level Individual level  Competency Profiling,
the main analytical tool: Competency profiling is a tool of describing an
area of knowledge, skill, or ability. This would help in matching and
placing the right person on the right job. It can be applied in two ways:
Job Competency Profile: The skills and knowledge required for
Performing a job to a given standard.

Personal Competency Profile: The skills and knowledge of an


individual.

DIVISION OF LABOUR
Top management has instructions for organizational control. Deputy
CEO has develop strategy for organizational control and have strict
compliant team that functions on low risk factor.

TYPES OF CUSTOMER AT MBL


Mostly customer at MBL come with the particular mind set of Islamic
banking and shariah.
MANAGE THE COST CUTTING
Meezan bank save the cost cutting factor by minimizing the expense of
marketing they don’t market their organization as much as others do
that’s why their visibility on electronic and social media is quite less .
MBL is the well established bank which has specific type of customers
so the investment at marketing is not needed much.

EXPENTIONARY PLAIN
MBL hold ranked 7th under the state bank rating and organization
expending drastically and within a year they were able to launch
hundred of branches