Bank Alfalah

Bank Alfalah Limited is a private bank in Pakistan owned by the Abu Dhabi Group. Bank Alfalah was incorporated on June 21, 1992 as a public limited company under the Companies Ordinance 1984. Its banking operations commenced from November 1, 1992. The bank is engaged in commercial banking and related services as defined in the Banking companies ordinance,

History
Bank Alfalah Limited was launched on June 21, 1992 as a public limited company un der the Companies Ordinance 1984. The bank commenced its operations on November 1, 1992. The bank introduced commercial banking and related services as defined in the Banking companies ordinance, 1962. After a few years, the bank introduced its new identit y of H.C.E.B after the privatization in 1997. The management of the bank had implemented strategies and policies so the bank would become a major player in the market. With a partnership with the Abu Dhabi Group the position of the bank became stronger whi ch allowed the bank to invest more in revolutionary technology to increase its range of products and services.

Vision
To be the premier organization operating locally & internationality that provides the complete range of financial services to all segments under one roof.

Mission
To develop & deliver the most innovative products, manage customer experience, deliver quality services that contributes to brand strength, establishes a competitive advantage and enhances profitability, thus providing value to the stakeholders of the bank.

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.

³The policies and practices involved in carrying out the ³People´ or Human Resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising ´
The concepts and techniques need to carry out the ´peopleµ or personal aspects of management job are: -

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Conducting job analyses (determining the nature of each employee·s job) Planning labor needs and recruiting job candidates Selecting job candidates Orienting and training new employees Managing wages and salaries (compensating employees)

marketing or sales manager. This information can be used to prepare a job description or a job specification. Step 4: Collect And Evaluate The Job Analysis Information. financial manager. or compensation reports. as described earlier. and administration clerk. production or operations manager. vice presidents. to determine employee training needs. Collect and evaluate the information related to the selected representative positions. to develop an employee compensation program. Each participant should have the opportunity of studying and understanding the specific details related to his or her position in light of the job analysis results.y y y y y Providing incentives and benefits Appraising performance Communicating (interviewing. . counseling. production operato r. Step 2: Collect And Evaluate The Job Analysis Information. This information may include existing organizational chart. job descriptions. Job analysis in a small or medium-sized company may include positions of the president. Step 6: Develop Job Descriptions And Job Specifications. Step 5: Review The Information With Job Analysis Participants. job specifications. The job analysis information should be reviewed with the selected employees who participate in the job analysis process. d isciplining) Training and developing managers Building employee commitment JOB ANALYSIS The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it THE JOB ANALYSIS PROCESS Step 1: Identify The Application Of The Job Analysis Information. or to provide the basis for employee performance appraisal. Step 3: Select Representative Positions For Job Analysis.

Methods Of Collecting Job Analysis Information y y Interviews Observation INTERVIEWS ³A procedure designed to obtain information from a person through oral responses to oral inquiries Who Conducts Interview? ³Interviews are taken by the branch HR head responsible for recruitment and selection´ Types Of Interviews Taken: Structured interview only Structured Sequential Interviews 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. education.) Interview Questions *Why Should I Hire You? *Why Do You Want To Work For Us? *What¶s Your Great Strength? *What¶s Your Great Weakness? *How Much Salary Do You Expected From Us? *Where Do You See Yourself In 5 Years? . A job specification outlines the specific requirements for a particular position. and other human assets. managerial experience. TWO "PRIME PRODUCTS" OF JOB ANALYSIS Job Descriptions AND Job Specifications Job descriptions summarize a list of duties and responsibilities for various positions and provide specific guidelines for employees regarding what they are supposed to do within the company to meet its organizational objectives. Job specifications are very useful during the employee hiring process and provide specific guidelines for business owners and managers regarding the skills. responsibilities. A job description specifies the duties. which may be required by applicants to perform a particular job within the organization. work experience. and accountability of a particular position.Job descriptions and job specifications represent the two prime products of the job analysis process.

Job Duties 1) Research and Create targeted new client lists within Orange County California terr itory 2) Makes initial contact with potential clients 3) Performs routine and regular follow up with potential clients 4) Performs routine and regular follow up with former clients 5) Visits potential clients and makes sales presentations 6) Closes sales 7) Maintains regular record reporting sales activity C. Maintains records of contacts and sales status including contact reports. Computer Skills and Software Used 1) Windows operating system 2) MS Office including Word. job code: 10011 Classification: Full Time Exempt Employee Department/Division: Financial Product/ Location: Pay Grade: Dera Ghazi Khan Level IV (Base + Commission) *Job Requirements A. f ollow up. Excel and PowerPoint 3) Constant Contact or other Customer Relations Management Software D. Summary of Position Researches and identifies target client sectors for financial product services.WRITING JOB DESCRIPTIONS Job Title: Financial Planning Sales. Reporting Structure 1) Reports to regional sales manager 2) Has nobody directly reporting to this position 3) Required to participate in Annual Sales Meeting . sales projections and quota ratios. presentation and closing procedures. B. Develops and implements a sales process to include initial contact.

Education and Training 1) Bachelor Degree in business. 2.Employee Requirements A. Bachelors Degree Preferred 2) ABC Financial Planning . 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 *By Newspapers Recruitment Process: Following are the recruitment processes in Bank Alfalah: 1.) Create a pool of candidates: .Level 3 or higher (Fictional) C. it depends on need and the strategic (organizational) and tactical (branch level ) requirements.) Evaluate recruitment process: 1.) Create a pool of candidates: 3. Environment and Physical 1) Work in high volume sales office 2) Be able to sit for prolonged periods of time 3) Be able to travel to client locations 25% of time .) Assess need (strategic planning and tactical planning) There is no fixed quota of number of employees to be recruited.) Assess need (strategic planning and tactical planning) 2.) Screen out candidates: 4.) Make selection 5. finance or accounting or 5 Years experience and High School Diploma.

Performance appraisals.) Make selection: After further interviews and other processes the final candidate is selected.) Screen out candidates: Through interviews and tests they screen out the less at tractive candidates. Existing employees can respond to new job offers as externals.The prospect candidates are attracted through advertisement in the newspapers. 5. on the website online and also the walk in. Recruiting people who are new Internal Recruitment in Bank Alfalah Bank Alfalah normally Less emphasis on Internal Recruitment. External 1. Types Of Recruitment There are two types of recruitment in Bank Alfalah: 1. 4. That includes identifying the job duties and requirements. External: Includes bringing new blood in an organization. Internal 2. Internal: Includes recruiting of already existing employees for new jobs within the organization 2. External Recruitment in Bank Alfalah In Bank Alfalah external recruitment is on ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ ‡ Need basis No yearly or monthly recruitments Every branch has it¶s own HR department Head office sanctions recruitment for new employees College Recruitment (under planning) Online application forms Short listing Interviews Decisions made through head office Adds in leading newspapers (Dawn. Jang) . Questions in an interview are made by doing proper job analysis of the job. 3.) Evaluate recruitment process: Evaluate effectiveness of recruitment by comparing the results to expected results.

‡ No help from recruiting agencies Executive Recruitments: In Bank Alfalah. recruitment of Internees is on > Walk-ins > Letter of recommendation from college . recruitment of MTO¶s is done on Yearly Basis Recruitment of Internees: In Bank Alfalah. Executive recruitments are done by CEO. Recruitment of MTO¶s (Management Training Officers): In Bank Alfalah.