REPORT

HBL

Group Members

Teacher : Miss Nazish Khan

 Table of Content

Contents
Acknowledgement 01
Objective 01
Organization 01
Organization Objectives 01
Key Departments 01
Organizational Hierarchy 02
Skills Needed For Relevant Roles 02
Decision Making Styles 03
Financial Analysis 03
Training, Learning& Development 03
Training & Development of employees 04
HR PROCESS 05
The HR department of HBL bank includes the some of the following hr functions 05
HR Guide contains five operations 05
Management 06
Management Functions 06
Management Skills 07
Strategic management process of HBL 07
HBL STRUCTURE 09
ORGANIZATION STRUCTURE 09
HBL prepares to step into branchless banking 09
Performance Management and Appraisal at Habib Bank Limited – INTRODUCTION 10
Performance Management at HBL 11
Performance Appraisal at Habib Bank Limited 12
Employee Engagement Strategies 13
Our Finances at a Glance 2017/18 13
Job Analysis at HBL 13
Job Analysis for Top Level Management 14
PROFIT MAXIMIZATION TECHNIQUES 14
Performance Management and Appraisal at HBL 15
Compare your chosen organization with any international organization of your choice from the
same sector and highlight the key difference. 15

Acknowledgement
First of all thanks to Almighty Allah for the successful accomplishment of this task. Allah
Almighty the merciful, the beneficent who helps me in achieving our goals.
We will like to thanks our parents who constant support was helpful during our report
their encouragement and facilitation gave us the energy to complete this project report
successfully. A special thanks to Miss Nazish Khan for making the conditions for writing the
report easier

Objective
The main objective of this report is to provide information about management and its practices
in the organization to achieve their goals and to understand the planning, leading, organizing,
controlling and other functions of the organization. Another objective is to analysis the role of
manager in the organization and its ability to manage organization affairs and problems occurs
in the organization.

Organization
Habib Bank Limited doing business as HBL is a Karachi based multinational bank. It is the largest
bank by assets in Pakistan. Founded in 1941, HBL became Pakistan's first commercial bank. In
1951 it opened its first international branch in Colombo, Sri Lanka.

Organization Objectives
Following are the main Objectives of HBL:

 To earn profit for the bank itself and for its shareholders.

 To promote and boost up business sector inside the country.

 To provide employment opportunity to the people.

 To help in development and industrialization of the country.

 To provide loan and advances to help out in self-employee schemes.

Key Departments
 Human Resource Department
 Functional Department
 MDI Department
 Overseas Operation Department
 Pak Account Department
  Foreign Exchange Department
 Audit Department

Organizational Hierarchy

Skills Needed For Relevant Roles

1. Initial Screening
2. Application Blank
3. Pre-employment test
 General Intelligence Test
 Aptitude Tests
 Personality and Interest Test
 Achievement Test
 Honesty Test
4. Interview
 Structured Interview
 Unstructured Interview
 Mixed Interview
5. Backgrounds Checks
6. Conditional Job Offer
 7. Medical Exam/Drug Test
8. Final Selection Decision

Decision Making Styles

 HBL would be found with the structure of centralized decision making.
 Top management makes decisions.
 Number of activities are related to decision making. Coordination is important.

Financial Analysis
 There is noticeable communication gap between upper level management and
operational staff
 There is also over staffing in HBL moreover inefficient individuals are in credit card
department
 huge difference in approaches of experienced staff & young staff
 Experienced staff is frustrated mainly because of two reasons

Training, Learning& Development

 At HBL, we believe each employee has their own unique potential to offer. HBL, therefore,
strives to create an engaged, high-performing workforce where constant learning and growth
are paramount. To this end, HBL has developed its own Learning and Development
department, where employees engage in seminars, workshops and trainings to further
develop themselves and their skills.
Training that is need based and customized to HBL, covering the following categories:

Branch Banking Operations, Compliance and Regulations, Credit and Risk, Employee
Engagement, Induction and Development Programs, Information Technology, Product, Trade
and Treasury, Workplace Skills.

Partnering with local and international world-class industry experts, Learning and Development
sets the bar high by meeting international standards.

Training & Development of employees:

Developing is the process by which organizations groom their existing employee’s skills, and to
train the new comers about how they will have to done their tasks.

The difference is that we use training to train new comers about how they will have to do their
tasks, but we develop the existing employee’s skills to perform their tasks with more efficiency.

The methods which are normally used in HBL bank for training are:

 On-the-Job Training
 Off-the-Job Training
 Apprenticeship Training
 Informal lectures
 Effective lectures

 On-the-Job Training means to train the employees on the job, when they are
performing their tasks.

 Off-the-Job Training means is the vice versa of on-the-job training, that is not given
during the job. They are normally specified for managerial posts not for ordinary
employees.
 Apprenticeship training in which the employees are trained by the coordination of
classroom instructions and on-the-job training.
  Informal learning is that the most of the labor gains knowledge by informal means
during their job.

 Effective lectures are given in HBL bank routinely to make their employees efficient to
perform their tasks in an effective way.

HR PROCESS
HBL has a well-established HRM department which is dedicated for hiring capable, skillful and
well educated employees which are selected through special selection processes like interviews
and written test to ensure that the most appropriate candidates are hired .It also keeps in view
the need and demands of existing employees

The HR department of HBL bank includes the some of the

following hr functions:
 Job analysis
 Job Description
 Job specifications

HR Guide contains five operations

1. Selection and recruitment
2. Training and Development
3. Performance Evaluation
4. Compensation
5. Employee relation

 Selection and recruitment:

 Attitudes and demand analysis:
 Identify candidates:
 Outside sources:
 Screening and short listing:
 Test / interview:
 Cognitive abilities test consists of
 Physical capacity tests
Management
Management in business is to get more and more peoples and together them for a same
purpose that is getting things or goals done with the available resources that the company has,
to produce the profit.

Management is very important part of any company. Its main focus is to manage the
employees, make policies, standards, and motivate employees to fulfill their tasks.

Management Functions
Management performs four kinds of tasks, which are as follows:

 Planning
 Organizing
 Staffing
 Leading
 Controlling

Planning is to make policies, standards, regulations in the company. This is mainly done by the
top-level managers. They make the policies and give it to middle managers to implement those
policies within the organization.

Organizing is to organize the schedule on the daily basis, and to make operations within the
organization and distribute them to employees to perform their tasks. Organizing is basically
managing of company’s tasks, goals and objectives.

Staffing some analysts thinks as the third function of management, but some say that they are
not part of management. Staffing in each and every business is to arrange and fix the
employees in the right post what qualities the employee has.

Leading is to lead the business in order to acquire the goals and objectives and to maximize
their profits. Leading is mainly done by the supervisors who cooperate with employees at
regular basis.

Controlling is the process by management controls the company performances and explains
them to fulfill their tasks according to company policies and regulations. This is mainly done
top-level, middle- level and first-level managers.

The HBL is also performing this management functions to fulfill their tasks, goals, and
objectives.
Management Skills
The skills which must be required in managers to appoint them as managers are:

 Technical skills
 Political skills
 Interpersonal skills
 Conceptual skills
 Diagnostic skills

 Technical skills are that managers must have specialized knowledge which are required
for the managers post.

 Political skills must be required in manager’s post to keep the power in their area to
manage operations and to establish connections.

 Conceptual skills are by the managers to search the conceptual problems in the
company and to resolve these problems.

 Interpersonal skills are used to communicate with the employees, and to motivate, and
to supervise them in their problems. In order to manage the routine employee’s
problems managers must have interpersonal skills, because in order to resolve this
complexes managers must have to communicate with the employees.

 Diagnostic ability helps him to choose the most appropriate response in any situation. If
they judge the mistaken or wrong answer to this it means that they has less ability to
pick the select the right choice in the complex situations.

In HBL managers they have these skills in order to manage their company’s position in the
market and to give appropriate opportunities to employee, so they feel satisfaction in the
company.

Strategic management process of HBL

Corporate Level Strategies
HBL has following corporate level strategies.

Growth strategy
Related diversification
BUSINESS LEVEL STRATEGY
Cost Leader Ship strategy
Differentiation Strategy

At business level, HBL has also adopted differentiation strategy by introducing some new
products into the market earlier to other banks like debit cards, HBL express.
At business level HBL has adopted cost leadership strategy in a way that cost of advancing loans
is less as compare to some other well reputed banks like Alfalfa, bank AL HABIB, MCB.

DIVISIONAL LEVEL STRATEGY 

To increase the number of online branches.
To implement the performance appraisal process to provide motivation and merit oriented
culture in the bank.
To improve extensive tanning to the employees in the process, products, marketing and selling
skills
Upgrading skills level of employees
SO WHAT WE GET SOO FAR??
CELEBRITIES IN HBL
PROMOTIONAL ACTIVITIES OF HBL
MR. BEAN AND HBL
WHAT CUSTOMERS THINK ABOUT THE MARKETING STRATEGIES OF HBL?
Almost half of the sample is size is satisfies with Mr. Bean
Quite satisfactory report of promotional activities but the 28% margin of ‘don’t know’ shows
that there is a lot to work on promotional activities. 
Inclusion of celebrity in banking terms are very much welcomed by people and they want to see
their celebrities associated with HBL 
Overall results shows that no doubt HBL is going great in marketing but still HBL have been
specific to TV audience only. And Even now they are focusing more towards Television ads. That
means they are strengthening one side for sure but by leaving all other sides weak.
HBL ADS COMPARISON WITH OTHER BANKS
People do find HBL ads understandable as well as quite interesting too. We have to admit that
half of the sample says HBL ads are easily understandable and interviews result says that these
ads are worth to watch as compare to other banks
HBL ADS MAKING PEOPLE BUY HBL PRODUCTS
And results clearly shows that they are not only doing good in it but successfully making people
attracted towards their products and offers
HBL STRUCTURE
Departments of HBL there are few departments on which general or day to day banking of HBL
composes. Depositdepartment, Clearing DepartmentsInland Remittance Department, Bills
DepartmentsCash departmentCredit Department, Foreign Exchange Department

ORGANIZATION STRUCTURE
Structure of HBLAt present the Bank operates through one central and 23 Regional Offices and
1439 branches, all over Pakistan.

Every organization to be effective must have an organizational structure. Organizational

structure is the form of structure that determines the hierarchy and the reporting structure in
the organization. Organizational structure shows information, flows from level to level within
the company. It is also called organizational chart.

Designing of Organizational Structure:

Work Specialization

Work specialization is the key element of organizational structure and it refers to the degree to
which tasks in the organization are subdivided in to separate jobs. In the work specialization the
entire job is subdivided into different steps and each step have to complete separately by
individual. For example: – making of an automobile. Advantages of work specialization are that,
employee’s skills can increases by doing one job again and again. It saves time and there is
accuracy in production. It allows managers to supervise more employees. While the
disadvantages are that, employees might get bored by doing same job again and again.
Sometime if the person is on leave then no one can do his job, due to which absenteeism rises.
Quality of work may suffer.

HBL prepares to step into branchless banking

KARACHI: 
Habib Bank Limited (HBL) is ready to step into the branchless banking market with its
partnership with Ufone, Sybase 365 and Abacus Consulting by 2012.
HBL’s debut in the branchless banking business will create competition among other
established names in the market like Easy Paisa (a joint venture of Telenor Pakistan and
Tameer Bank), UBL Omni (a branchless banking venture of United Bank Limited) and
Mobilink’s branchless banking which is a team-up with Nadra’s e-sahulat.
Sybase 360, which is the global leader in mobile messaging and mobile commerce services
will provide technology support and Abacus Consulting a leading management and
technology consultancy firm will deploy the project.

According to sources, HBL has invested millions of dollars for the marketing of the project as
it aims to launch the project on a large scale.

HBL claims that their branchless banking solution will introduce more Unique Selling Points
(USPs) by enabling customers to pay taxi fares, gas station charges or other similar retail
transactions with their mobile phones. HBL’s branchless banking will also offer international
remittances from mobile phones as well.

Azfar Jamal, head of branchless banking at HBL, in a conversation with ProPakistani said that

Sybase 365 will provide technological infrastructure and software solution for the project,
while Ufone will give USSD access and Abacus Consulting will be responsible for the
deployment of the project.
However, HBL’s partnership with Ufone won’t be exclusive as they may get other operators
on board to expand their market reach.

HBL currently operates through a nationwide network of 1500 branches and it plans to get
about four-five million of their existing customers for branchless banking solutions.

Performance Management and Appraisal at Habib

Bank Limited – INTRODUCTION

 Habib Bank Limited commonly referred to as “HBL”

 HBL was established in 1941
 Head-quartered in Habib Bank Plaza, Karachi, Pakistan
 Largest bank in Pakistan
 Network of 1425 branches in Pakistan
 55 branches worldwide
 Domestic market share of over 40%.
 HBL has operations in the following countries:
Afghanistan, Australia, Bahrain, Bangladesh, Belgium, Canada, China, France, Hong Kong, Iran,
Kenya, Lebanon, Maldives, Nepal, Netherlands, Nigeria, Oman, Singapore, Sri Lanka, Turkey,
UAE, UK & USA.

Services provided by HBL:

 Commercial, Corporate, Investment, Retail Banking, Treasury, and Islamic Banking.

Brand of HBL:
 HBL says “Our brand identity is the outward expression of what we stand for as an
organization. This is summarized in our vision, mission and is supported by our values.”

VISION OF HBL:
 “Enabling people to advance with confidence and success.”

MISSION STATEMENT OF HBL:

 “To make our customers prosper, our staff excel and create value for shareholders”

VALUES OF HBL:
 HBL’s values are the fundamental principles that define its culture and are brought to
life in its attitudes and behavior.
 Company values are defined below:
 Excellence
 Integrity
 Customer focus
 Meritocracy
 Progressiveness

Performance Management at HBL:

 Performance management at HBL is a forward looking process for setting goals and
regularly checking progress towards achieving those goals.
 At HBL it is a continual feedback process whereby the observed outputs are measured
and compared with the desired goals.
 Performance management includes activities to ensure that goals are consistently being
met in an effective and efficient manner.
 Performance management at HBL is a system of evaluating employees to help them
reach reasonable goals and thus ensure that the company performs better.
 In HBL’s performance management model employees are given opportunities to work
on harder projects, paired less-skilled employees with expert employees and employees can
direct and make decisions.
 At HBL growth is not a function of time but rather of performance.
Tools used by HBL for performance management are:
 Developmental goal setting
 Ongoing performance monitoring
 Ongoing feedback
 Coaching and support
 Performance appraisal
 Rewards, recognition, and compensation

Performance Appraisal at Habib Bank

Limited:
 Performance appraisal, also known as employee appraisal is a method by which the job
performance of an employee is evaluated.
 Performance appraisal is a part of career development.
 Performance appraisal at HBL is a structured formal interaction between a subordinate
and supervisor.
 At HBL the formal performance appraisals are generally conducted annually for all the
staff.
 Each staff member is appraised by their line manager. Directors are appraised by the
CEO, who is appraised by the chairman.
 Aims of Performance Appraisal at HBL are:
 Identify employee training needs.
 Facilitate communication between employee and administration.
 Deciding promotions
 Determining transfers
 Making termination decisions
 Identifying skill and competency deficits
  Providing employee feedback
 Determining reward allocations

Employee Engagement Strategies

‘Employee engagement’ is a common buzz phrase in the HR field. Employee engagement is the
level of commitment and involvement an employee has towards their organization and its
values. An engaged employee is aware of business context, works with colleagues to improve
performance within the job for the benefit of the organization and has a positive attitude held
by towards the organization and its values (Robinson et al, 2004). The term ‘employee
engagement’ is interpreted differently in psychology and management literature. In psychology
employee engagement is closely associated with the existing construction of job involvement
(Brown, 1996) and flow (Csikszentmihalyi, 1990). According to Lawler and Hall (1970), job
involvement is defined as “the degree to which the job situation is central to the person and his
or her identity”. Kanungo (1982) maintained that job involvement is a ‘cognitive or belief state
of psychological identification’. From a management theorist perspective, Buchanan (2004)
proposes that employee engagement consists of two types of commitment: emotional and
rational. .The emotional commitment is very important in determining the performance of the
employee.

Our Finances at a Glance 2017/18

During 2017/18, HBL ICT achieved a financial breakeven point and thereby hitting the control
total as defined by the Partnership Board, which included the 2% national efficiency target. Due
to the capital investment programmer, HBL ICT had an increase on operating costs of £546k
which has been absorbed by ridged financial and operational controls therefore retaining
income streams from the Partnership at the same level of 2016/17. The additional operating
costs were for: Capital asset depreciation and for the migration costs for NHSMail 2
(unarchiving of Enterprise Vault for circa 10,000 email accounts) Therefore in real terms, HBL
ICT Shared Services delivered 9% in cost efficiencies to the Partnership, which equates to 7%
above the national efficiency target.

Job Analysis at HBL

This is the procedure that is undertaken in determining the duties and tasks of a position in the
organization, the requisite characteristics of the people filling in those job positions.
There are special consultancy firms that could aid in an organizations human resource planning;
HBL is using the services of ‘SidatHyderMorshed Associates’ which is one of the pioneering
management consulting firms.

SMHA provides job analysis services to HBL and for that it collects information through:

 Questionnaires
 Interviews

Job Analysis for Top Level Management

The job analysis for the top management is supervised and administered by the HR department
at the head office situated at Karachi. For filling the respected vacancies the head office uses
internal as well as external source of recruitment.
An example of job description and job specification of a managerial post in HBL is as follows.
This was constructed with the aid of a thorough job analysis.
Managerial Job Description
Job Title: Branch Manager
Job Summary: Promotes banking in the community and manages branch operations in
Coordination with the head office.
Tasks
Highlight the services of the bank in the community to attract people for opening their
Accounts to increase the bank assets.
To operate the branch in such a way that the cost of operation is minimized and the servicesare
maximized.
To check and issue loans on merit for the increase of bank revenues.
Managerial Job Specification:
Experience:
This job is for the trained person and should have minimum 2 years of working experience.
Previous job performance should be good.
Personality: Attractive
Qualification:MBA or MS in relevant field.
Personnel Planning at HBL
PROFIT MAXIMIZATION TECHNIQUES
 HBL introduces new attractive offers like giving more interest to the customer.
 Reduces the limitations in load policies.
 Increases the interest rate in saving accounts for common citizens.
 Gives free cheque books.
 Reduces the amount of interest in loans for vehicles.
 Gives you discounts for ocassions like Eid.
 Gives you discounts for some restaurants like giving you 20% discount on pizza hut by
showing them your HBL atm card.

Performance Management and Appraisal at HBL

Compare your chosen organization with any international

organization of your choice from the same sector and
highlight the key difference.

 Users can access while staying home.

 The technologies which are being used here now, they had been used in international
banking already.
 Less traffic in their branches.
 International banking is based on paper less banking whereas Pakistani banking is based
on paper based banking.
 Through website, user is accessed to get his credit card.
 Less paper work for opening an account.
 All information and applications related to loans are available on the websites.