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MUSLIM COMMERCIAL BANK REPORT
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
PROJECT
Submitted To:
Ms. Tahira Nisar
Submitted By:
Dawood Taslim Butt (roll no. 147) 16.5
Isma Ishfaq (roll no. 134) 17
Jannat Kamran (roll no. 137) 16.5
Rabiya Mohsin (roll no. 135) 17
Shamakh Gull (roll no. 105) 16.5
Sheikh M. Saleem (roll no. 154) 16.5
Submitted
on:
May 17, 2016.
Submitted To:
Ms. Tahira Nisar
Submitted By:
Dawood Taslim Butt (roll no. 147) 16.5
Isma Ishfaq (roll no. 134) 17
Jannat Kamran (roll no. 137) 16.5
Rabiya Mohsin (roll no. 135) 17
Shamakh Gull (roll no. 105) 16.5
Sheikh M. Saleem (roll no. 154) 16.5
Submitted
on:
May 17, 2016.
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Acknowle
dg m
en t
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I am really thankful to Allah Almighty for his blessings.
Especial thank to Miss Tahira Nisar to give us this opportunity to
explore the world and have a practical experience.
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Abstract
Summary
This report reveals the Human Resource Management
scenario of one of the main third rank Banks of Pakistan that is
MCB. The report primitively gives an introduction to MCB by
discussing its vision, mission and objectives. Further it aims to tell
how actually the human resource of MCB is managed and
sustained. A brief background of human resource department of
the bank is given.
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Executive
Summary
This report is about our visit in MCB Bank Limited. The bank
tries to control its costs and increases its efficiency and
productivity.
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Table of Contents
Dedication
Acknowledgment
Abstract Summary
Executive Summary
Introduction:
Vision statement
Mission statement
Core-values
Human Resource Department:
Origin and History:
Human Resource Hierarchy:
…………………………………………………………..………………………. 4
Duties, Roles and Responsibilities:
Functions:6
Organization career management:7
HR Planning:7
Qualitative Needs:8
Quantitative Needs:8
Job Analysis:9
Job Advertisement:9
Recruitment and Selection:10
Sourcing the qualified human resource:11
Review candidates and develop short list:1
Testing:1
Interviewing:2
Hiring:
Orientation:3
Training:3
On-the-job Training:
Off-the-job Training:
Apprenticeship Training:
Effective lectures:
Performance Appraisals:
Employee Compensation:
Rewards and Incentives:
Employee Safety and Health:
National level:
Corporate Social responsibility
Bank for life
Investing in people
Education for all
Human rights
Sports
Welfare Scheme
Occupational safety and health:
Precautions for safety and Health:
Equal Employment Opportunity and Bona Fide Occupational
Qualification:
Bona Fide Occupational Qualification:
………………………………………………………… 19
Conclusion:19
Recommendations:0
Introduction:
Muslim Commercial Bank limited is one of the main banks in
Pakistan, eminent for giving quality keeping money administrations,
innovative improvement and expert administration. Today, the Bank is
reputed as a sound financial institution with the highest market
capitalization 21.4% (as at 31st December, 2014). MCB Bank Limited is
one of only a handful couple of foundations in Pakistan that is
perceived and exchanged the worldwide business sector.
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so, we ensure that our shareholders can invest with
confidence in us.”
Integrity
Customer care
Team work
Innovation
Knowledge
Excellence
In the MCB since individuals are the way to its prosperity, the
Human Resource Department (HRD) champions the significance of the
individual while thinking deliberately. HR encourages the formation of a
situation in which individuals have the way to continually advance in
making progress toward persistent change for the advantage of all
partners.
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Origin and History:
Human Resource Department of MCB is a highly organized and
well established organization root backs to the era of Indo-Pak. The
department was created in 1947 in order to manage and coordinate
the issues, problems, and all aspects regarding human resources.
When conflicts and problems of employees were not being managed, it
was the time when organization were moving from the concept and
theory of personnel management to HR management. MCB also found
it the need of time to manage its biggest asset “The employees”
efficiently and effectively to meet organizational goals. The Human
Resource department aims to prove itself very promising for enhancing
and retaining its employee talent. Human Resource department lead
MCB to the new heights of success and fame by implementing the
function of recruitment, selection, training, appraisal in the most
optimum way. MCB currently has well established and structured
system of Human Resource department which are continuous dealing
with crucial matter on regular basis.
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Human Resource
Hierarchy
No of
Group Designati
Head Employee
ons
s
Group
Head
1
Unit Head
Unit Head 3
Divisional
head
8
HR
managers
Senior
Associates
HR
Associates 4 | Page
Duties, Roles and Responsibilities:
The duties and roles perform by the HR department of MCB are as
following:
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Functions:
HR perform many crucial functions like:
selection
and
training recruitme
and nt
developm
ent
performan
ce
appraisals
HR role in MCB
HR planning
and forcasting
organization
compensation
career s
management
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In MCB various functions are performed by HR department which
are:
HR Planning:
MCB is consistent in conducting the human resource planning.
The human resource department clearly identifies the internal demand
of human resource and then matches the internal supply of human
resource with it. Excess demand is met by adding new employees to
the organization and decisions are also taken for the excess supply.
The human resource department of MCB broadly considers two factors
in Human Resource Planning, qualitative needs and quantitative needs.
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Qualitative Needs:
Quantitative Needs:
The excess, which is usually a very rare case for the organization,
is dealt by golden hand shake which is the wisest way.
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Then the human resource department devise appropriate plans to
meet the net requirements of the organizations. These plans are then
transferred to top management who further contemplate on the plans
and then approve or disapprove these.
Job Analysis:
Job analysis is a pivotal task that the human resource department
of the organization conducts. Job analysis are conducted by the human
resource department of MCB at different times like:
When a branch is newly set by the bank. So different jobs are then
analysed at that time.
Growth of branches also demanded an effective job analysis.
When employees are to be hired or recruited.
When the jobs of the existing employees to be redesigned to
provide them a wide variety of tasks.
Any job in MCB is analyzed on the bass of three factors duties and
tasks, code of conduct and specifications of the person. The tasks are
the major work that the worker has to perform. These vary from jobs to
jobs and designations to designations. Some occasional duties are also
assigned to very high posts so that some uncertain situations can be
managed effectively.
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Job Advertisement:
A vacancy cannot be filled until or unless capable, talented and
eligible people are not aware of it. MCB believes in consistently making
its existing and potential employees aware of job vacancy.
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among them. Recruitment and selection is done in different steps that
are as follow:
Sourcing
Review applicants and develop short list
Testing
Interviewing
Hiring
Orientation
Training
Internal
External
MCB uses both sources to fill the job vacancy. Common strategies
MCB uses are advertising, marketing at selected schools and
organizations, managing employee referral programs or fill the vacancy
by promoting the existing employees. The advertisement as explained
above are done through newspaper, internet and different portals.
Than according to the job description and job specification the
potential candidate apply and thus, the pool of candidates is
generated.
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Review candidates and develop short list:
Once the position has been posted, candidates apply on the web.
Candidates Competitors finish an electronic application structure form.
In the wake of prescreening selection board short rundown the
applicants who are viewed as most appropriate for the employment at
introductory level on the premise of their resume/CVS. Once in a while
primarily interviews are led to figure out if the candidate's aptitudes,
capacities and job preferences coordinate the available job vacancy.
This interview helps MCB to screen out uninterested and unqualified
applicants. This whole process is done by HR department. Thus, the
applicants are screened and a short list of potential, interested
applicants is prepared which are further tested to recruit the best
among better.
Testing:
For this different testing like aptitude test and computer
proficiency test are conducted. In MCB if the applicant is fresh
graduate or have no working experience than a special test is
conducted for management training post (MTO). The merit list is
formulated and only the applicants who have fulfilled the requirement
of the particular job are than selected for interviewing.
Interviewing:
First of all the applicants who have passed the tests are than
considered for interview. In MCB the first short listed applicants are
interviewed by HR manager. The HR manager judges if the applicants
can perform the job efficiently. The applicant’s interests and abilities
are judged. His information regarding the organization and the job for
which he has applied is reviewed. The applicant’s expectations about
the salary and organization are asked. If the HR manager finds the
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applicant qualified for the job than the manager informs about the
organization expectation from the employee and the salary package
they can offer. After few days the background checks are done on the
applicants and references are checked. If all of this turns smooth than
the general manager of the organization invite the applicant to give
him a final decision. In this interview mostly the final salary packages
are discussed and if the applicant agrees on their terms than he is
hired. Mostly in MCB the GM decision is considered final but if the post
is higher the CEO may also conduct the interview. Proper structured
interviews are conducted by MCB.
Situational
Job related
Stress
Puzzle questions
Hiring:
After all the procedure the best candidates are selected and are
trained in the best possible way.
Orientation:
Soon after final choosing and beginning of practice procedure
orientation is directed for chose representatives. In orientation new
representatives are furnished with fundamental foundation data about
the bank.
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Training:
Immediately after hiring in MCB the employee is hired on
prohibition period and given pre-training. Length of pre-administrations
training period is of six months. In such a training operational practice
and many other banking related basic information courses are taught.
On-the-job Training:
Off-the-job Training:
Effective lectures:
Class room training is done. Professionals deliver the lectures and
motivate employees. The employee is informed about the challenges it
face and how to handle those stress.
Performance Appraisals:
MCB besides setting standards, also make it sure that its
employees are meeting their standards for this they conduct appraisals
on annual basis to evaluate their employees and to keep their
standard. MCB basically make use of three methods to conduct these
appraisals which are:
MBO
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Forced-choice rating
Multi-rater assessment
MCB follows a policy that they announce at the start of each year
their increment for the employees who will fall at grade A, B and so on.
Obviously the performers who got grade A will have more increment
than others.
MCB
on a combination ofPakistan’s
'MBO' performance appraisal system is based
Employee Compensation:
Compensation means is whatever the employee is receiving from
its organization in return of their tough services either it is
environment, salary, benefit etc. Compensation includes wages, salary,
incentives and benefits. Workers of MCB are qualified for the
compensation of the evaluation to which they are delegated. The
Executive Board will decide the different sizes of pay for the workers.
Aside from essential pay rates they are offered numerous different
benefits and incentives which are as follows:
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employees as per needed by them. MCB is also giving overtime
allowances to employees for extra work. Education allowances is also
providing by MCB for the children of employees. Education allowance is
only for officers. They also provide house rent allowance and insurance
facility to employees like life insurance and disability insurance. MCB is
also giving bonuses as well as increment to their employees that is
additional compensation give to an employees above their normal
wage.
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Life Insurance
Disability Insurance
Allowances of
medical
Retirement pension
Termination pay
Allowances of
conveyance
Different bonuses
Sharing Profit
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Bank for life
It is responsibility to enable every one of our partners with
corporate practices and valuable tasks that help them in seeking after
their Goals and accomplishments. The bank keeps up exceedingly
proficient working society in its associations that incorporate
compulsory consistence towards the improvement of its partners at
each level.
Investing in people
Human rights
At MCB bank, our central goal is to guarantee the political,
instructive, social and financial nature of privileges of groups. They
have upheld different non-benefit activity that serve for privileges of
humankind.
Sports
The bank encouraged the ibex golf Club-Sargodha, Pakistan Club
and intuitive Club of Karachi mainland, Jashan –e-Bahara celebration
and Ramazan sports affair are held by it.
Welfare Scheme
The bank has cooperated with different NGOs that have help in
the social and limit building issues of the group. The bank in a joint
effort with "Sundas Foundation" has sorted out a blood giving camp at
MCB house Lahore.
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approach has been created. This arrangement goes for giving a
protected and sound workplace the general population working and
going to the bank.
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As this is the age of competition and development, there is an
equal role involvement from both genders. Regarding this aspect, now
this is not the age that we neglect the potential powers of anyone on
basis of their age, gender or race. If anyone do so then he is keeping
himself or his organization one step behind from the track of progress
and development.
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Bona Fide Occupational Qualification (BFOQ):
According to the branch manager, we visited, they make it sure
to apply BFOQ at all levels of post as they regard it the need according
to job. This law is ensured while hiring, promoting, and retaining the
employees.as the name indicates it is the potential required for a
person's occupation.so MCB also take initiatives as required with time
to maintain this at all levels.
Conclusion:
It is plainly seen from this report MCB is gaining ground quickly.
The profit of MCB is increasing day by day. In this way, we have
reasoned that MCB has an extremely prosperous present and future,
which is the certification of riches amplification later on. With the
participation of all branch individuals, we have possessed the capacity
to learn and encounter numerous new things identified with the
keeping money segment and the banks workings. At long last, we
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inferred that MCB is a decent association for everybody for their
profession working.
Employees of MCB Shadman Branch work very hard and honestly.
Their atmosphere is very friendly. MCB provides rewards and incentives
to employees who perform well in the organization. Representatives
likewise demonstrate their faithfulness and duty to the association.
This branch of MCB is moderately extensive simply because of the
representative's endeavors and their diligent work. In the end we can
say the “Muslim Commercial Bank” is good banks of Pakistan.
Recommendations:
MCB is one of the leading banks of Pakistan having very efficient
HR department. But as we know every coin has two sides. There are
some weakness which they need to rectify. Thus, some
recommendations are as follows:
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