You are on page 1of 22

ALLAMA IQBAL OPEN UNIVERSITY

Department of Business Administration SUBJECT BUSINESS RESEARCH METHODS

SUBMITTED TO:

ISMAIL KHAN

SUBMITTED BY:

ASAD MANZOOR

SEMESTER:

AUTMN 2010

TOPIC:

RESEARCH PROPOSAL IN BUSINESS RESEARCH

ROLL NO:

AH 523059

1

ACKNOWLEDGEMENT:

First of all, we are indebted to Al Mighty Allah who gave us courage and insight to complete this assignment to the best of our capabilities and knowledge. The assignment has been compiled throughout by experienced and intellectual support of officers & staff, which readily and so kindly provided their guidance and assistance. Every ingredient of this assignment bears the imprints of their suggestions and comments. We wish to express our wholehearted gratitude to them for their timely & valuable assistance enabling us to complete the assignment as per deadline. I being the researcher for this study report acknowledge with gratitude the assistance of my teacher provided to me by the AIOU. Whose suggestions, advice and assistance made me able in the preparation of this work. Words are inadequate in offering my thanks to the project trainees and project assistants, for this encouragement and cooperation in carrying out the 2nd assignment. Finally, yet importantly, I would like to express my heartfelt thanks to my beloved parents for their blessings, my friends/classmates for their help and wishes for the successful completion of this 2nd assignment.

2

3-Developing a program to meet future human resources needs. Another part of the current assessment is the job analysis. 1-Assessing current human resources. The issue is discussed in a very simple and understandable way so there would be no misunderstanding or difficulty for anyone to understand the report. In whole this study report will cover all the main issues related to the career planning.ABSTRACT: This study report is about the career planning. who are capable of completing those tasks that help the organization. career planning is the process by which management ensures that it has the right personnel. As the term suggests. reach its objectives. Then there is an organization name BANK ALFALAH taken as an example so the concept of the issue will be discussed in more simple way and with the practical example. 2-Assessing future human resource needs. 3 .

BANK ALFALAH Organizational structure HRM dept and Bank Alfalah Job Analysis Recruitment Training SWOT Analysis Conclusion Recommendation Reference 05 07 08 08 09 10 12 18 19 19 19 4 .TABLE OF CONTENTS: TOPICS PAGE NO Introduction of Topic Case Study.

constraints and interests Identify which new skills and knowledge you want to develop Research career opportunities Should Formulate a careers action plan with contingencies From 5 to 10 years ahead Longterm planning Up to 5 years Check the careers action plan for ahead realism These cycles of short-term and long –term planning run in parallel and be reviewed regularly. however. profession or business firm for the entire working life of a person. but as far as possible. growing in our job. and eventually retiring. In recent years. personal goals and constraints. knowledge. This article will focus on career choice and the process one goes through in selecting an occupation. The term careers has often been restricted to suggest an employment commitment to a single trade skill.INTRODUCTION OF TOPIC: Career planning The word career covers all types of employment ranging from semi-skilled through skilled. Career planning is a lifelong process. career now refers to changes or modifications in employment during the foreseeable future. This may happen once in our lifetimes. Planning is an act of formulating a program for a definite course of action. You don't always have control over outside factors such as health and family issues. possibly changing careers. values. 5 . and semi professional to professional. which includes choosing an occupation. ” the act or process of drawing up plans or layouts for some project or enterprise the cognitive process of thinking about what you will do in the event of something happening. your planning process should incorporate the following stages: Short-term planning Assess your skills. Career planning incorporates short-term and long-term career goals. The Career Planning Site offers coverage of all these areas. getting a job. but it is more likely to happen several times as we first define and then redefine ourselves and our goals. Career planning comprised of four steps.

you will.1-Self Gather information about yourself (self assessment) • Interests • Values • Roles • Skills/ aptitudes • Preferred environment • Development needs • Your realities 2-Options • • • Explore the occupations in which you are interested Research the industries in which you would like to work Research the labor market Get more specific information after you narrow down your options by • • • • Job shadowing Part time work. or volunteer opportunities Written materials Informational interviews 3-Match During this phase of the process. • • • • Identify possible occupations Evaluate these occupations Explore alternatives Choose both a short term and a long term option 4-Action You will develop the steps you need to take in order to reach your goal. if needed Developing job search strategy 6 . for example. Investigating sources of additional training and education. internship.

likes/dislikes.• • • • Writing your resume Gathering company information Composing cover letters Preparing for job interviews The continuous process of evaluating your current lifestyle. Career planning is the process of establishing career objectives and determining appropriate educational and developmental programs to further develop the skills required to achieve shortor long-term career objectives. dream job. and current job and career path and making corrections and improvements to better prepare for future steps in your career. skills. passions. personality. as needed. or to make a career change. 7 .

The bank is committed to combine all it s energies and resources to bring high value. It offers Shariah. employees and shareholder. 8 . security and satisfaction to its customers. with the registered office at B. The bank perceived the requirements of customers and matches them with quality products and service solutions. Home Financing. In addition to this. bank has emerged as one of the foremost financial institution in the region endeavoring to meet the needs of tomorrow as well as today. Its banking operations commenced from November 1st. Compliant products through a network of five branches. Dynamic and high value product includes Car Financing. The bank is engaged in commercial banking and related services as defined in the Banking Company’s ordinance 1962.A. During the past five years. ATM and consumer Durables. Debit Cards. To continually upgrade the quality of service to the customers. 1997. I. On line Banking. Credits Cards.Building.CASE STUDY BRIEF HISTORY OF BANK ALFALAH LIMITED Bank Alfalah Limited was incorporated in June 21st. The portfolio concentrates on all aspects of conventional banking as well as the financial needs of corporate sector. Rupee Travelers Cheques. training of team members in all the integral aspects of banking. Islamic Banking Division is a recent initiative. which will increase to 50 by the year 2007. customer service and IT was specially focused. The Bank is currently operating through 45 branches in 21 cities. 1997 as a public limited company under the Companies Ordinance 1984.I. which operates as separate branch. and Karachi. Vision: To be the premier organization operating locally & internationality that provides the complete range of financial services to all segments under one roof. Chundrigar.

At Bank Alfalah.ORGANIZATIONAL STRUCTURE: HRM DEPARTMENT & BANK ALFALAH: Like other organizations HRM department acts as the mind of the organization. everybody depends on this department for the entire organization to work and succeed in its mission. HRM has great significance. RESPONSBILITIES OF HR OFFICER: Following are the responsibilities of HR Officer in Bank Alfalah: • Recruitment And Selection 9 . Without the HRM department Bank Alfalah cannot imagine being able to function.

and supervisory responsibilities” Job Specification: 10 .• • • Policy Making Retention Program Improve Working Relation Of Employees COMPETITIVE ADVANTAGES: Bank Alfalah has following competitive advantages over its competitors: • • • • • Strong Pay Structure Retention Program All Banking System Based On It Select People From Top Universities Account EI Has 30 Years Work Experience 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” Job Analysis includes: • • Job Description Job Specification Job Description: “A list of job’s duties. working conditions. reporting relationships. responsibilities.

personality.” that is. skills.“A list of job’s human requirements. and so on “ METHODS OF COLLECTING JOB ANALYSIS INFORMATION There are two methods of collecting Job Analysis Information:• • Interviews Observation Criteria for Selecting Candidates: Following is the criteria for selecting candidates in Bank Alfalah based on: • • • • Communication Skills Present Personality Educational Background (etc. the requisite education.) Skills And Competency 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? RECRUITMENT “The development of a pool of applicants for jobs in the organization” 11 .

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. That includes identifying the job duties and requirements. 5. 4.) Create a pool of candidates: The prospect candidates are attracted through advertisement in the newspapers.) Assess need (strategic planning and tactical planning) There is no fixed quota of number of employees to be recruited.) Evaluate recruitment process: 12 .) Screen out candidates: Through interviews and tests they screen out the less attractive candidates. Questions in an interview are made by doing proper job analysis of the job. 2. on the website online and also the walk in. 3.) Make selection: After further interviews and other processes the final candidate is selected. it depends on need and the strategic (organizational) and tactical (branch level) requirements.

TYPES OF RECRUITMENT There are two types of recruitment in Bank Alfalah: 1.Evaluate effectiveness of recruitment by comparing the results to expected results. External INTERNAL RECRUITMENT IN BANK ALFALAH Includes recruiting of already existing employees for new jobs within the organization” Bank Alfalah normally • Less emphasis on Internal Recruitment • Existing employees can respond to new job offers as externals • Performance appraisals EXTERNAL RECRUITMENT IN BANK ALFALAH “Includes bringing “new blood” in an organization. Internal 2. Jang) • College Recruitment (under planning) • online application forms • Short listing • Interviews • Decisions made through head office • No help from recruiting agencies Executive Recruitments: 13 . Recruiting people who are new” 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 • Adds in leading newspapers (Dawn.

Training Mangers are in their respective head offices TWO TYPES OF TRAINING ON THE JOB TRAINING “Training a person to learn a job while working on it” 14 .” Basic Steps in Training: Following are the basic steps in training employees in Bank Alfalah: • Need Analysis • Instructional Design • Validation • Implementation • Evaluation and follow up . .In Bank Alfalah. recruitment of Internees is on • • Walk-ins Letter of recommendation from college TRAINING “The process of teaching new employee the basic skills they need to perform their jobs. Recruitment of MTO’s (Management Training Officers): In Bank Alfalah. Executive recruitments are done by CEO.Training Mangers and faculty is hired for training purposes. recruitment of MTO’s is done on Yearly Basis Recruitment of Internees: In Bank Alfalah.

“On The Job Training” in Bank Alfalah is done by • • • • Making teams of new employees with a few old specialized Employees. done at least once a year Employees from all over Pakistan attend seminars and courses. HR head said that “Performance appraisal helps us in estimating employee’s current performance. Employees are tested after the completion of the course Specialist trainers are hired Provide a proper learning environment to the employees Professional faculty is hired Increases employee loyalty Labor productivity is zero Cost is high Time is consumed PERFORMANCE APPRAISAL SYSTEM The performances of employees are appraised yearly at Alfalah Bank. Contribution to overall productivity. Off the Job Training is done by • • • • • • • • • • In-house training. setting work standards and then providing feedback to employees with the aim of eliminating performance deficiencies”. APPRAISAL METHOD AT ALFALAH The Appraisal Methods at Bank Alfalah are 15 . Lower cost Lower Time Management Training Officers (MTO) Training Program: In Bank Alfalah. OFF THE JOB TRAINING “Training an employee to learn a job while providing him a class room environment” In Bank Alfalah. MTO’s training program is 3 months On the Job Training & 9 months Off the Job Training.

Employee with higher rank gets highest pay and incentives. All jobs are ranked from top to bottom. depending on the Job Grade.Self-Appraisal Method · Ratting · Evaluation Problems During Appraisal · Unfair Assessment (Bias) BEHAVIOR APPRAISAL In this service oriented industry behavior is as important as performance on job. To manage behaviors and appraise company has devised a managing behavior system to evaluate their core values. MANAGING CAREER & FAIR TREATEMENT In Bank Alfalah. Managing Career & Fair Treatment is based on: • • • • Promotion Decision How To Handle Transfer Communication At Alfalah Manage Dismissals PAY PLANS & INCENTIVES AT ALFALAH Pay Plans: Pay plans Alfalah are establish on the basis of job ratings. In Bank Alfalah. compensation plan for employees includes: • • • • • Basic Salary Bonuses Medical Facilities Allowances Incentive Plans: 16 . against the required benchmark applicable. Each employee in such a system is rated against the behavior performance achieved. on the bases of compensable factor.

Leaves. Experienced & Committed Staff Profit & Gain Sharing Plans Financial Benefits: The financial benefits provided by Bank Alfalah to its employees are Severance – Pay 1. Half Salary As A Complementary (Optional) Supplemental Unemployment Benefits 1. Other Privileges 17 . Policy 2.• • • In Bank Alfalah. Holidays Health Insurance Of Parents Pension & Provident Fund Discount On Company Products Annual Bonuses Educational Plans Social Events Customized Services Creative. Learning & Healthy Environment Highly Qualified. incentive are provided to Managers and Executives Middle and Lower Level Employees EMPLOYEE BENEFIT & SERVICES The employee benefits & services provided by Bank Alfalah are • • • • • • • • • • • • Health & life insurance Paid Annual Vacations. During Annual Routine Audits 2. Give Full & Final Settlement 3.

Insurance Benefits: Bank Alfalah gives insurance benefits on • • • Worker’s Compensation Complete Life Insurance Hospitalization & Medical Insurance Other Benefits: Other benefits provided by Bank Alfalah to its employees are • • • • • • • • • • • • • • Pregnancy Compensation Bonuses For Each Employee Faster Promotion Introduction Of MENTORS Bank Alfalah MOHTISIB Staff Suggestion Scheme Family Community Concept Salary Of Own Choice Job Rotation Facility Prizes & Gifts Refreshment Packages Short Courses & Trainings + Training Material Traveling & Stay Allowances Communication Benefits Retirement Benefits: Bank Alfalah gives retirement benefits on the basis of • • • Age Pension Plans Provident Fund Facility 18 .

• • • Early Retirement Window No-golden Offerings & Defined Contrib. Plan No-social Security & Deferred Profit Sharing EMPLOYEE SAFETY & HEALTH CONTRIBUTION: Bank Alfalah is • • • • • • • Strict About Occupational Safety Laws Obeying The OSHA – Standards Major Responsibility – Br. Manager Routine Safety Audits Inspection & Citations By Head Branch Managing Proper Responsibilities & Rights Of Both Employer & Employee SWOT ANALYSIS 19 .

which it should remove to make itself further strong.Strengths: • • • • • • • Bank is in its growing stages so there is good financial position. Professional and Committed workforce Low cost than other major banks Increasing the number of branches in the country Successfully launching new Product Lines Well experienced and quality staff Efficient internal communication system Weaknesses: Although the bank is growing fastly but it has some weaknesses. • • • • Less Advertisement Slow in introducing new products The staff is not satisfied with the salary structure Gives its staff less benefit Opportunities: • • • • Extension of International network of the branches Introduction of innovative products Growing market ATM facility for all customers 20 .

IT draw backs should be improved. System and operations should be more defined and organized. In this way their efficiency is affected and hiring more employees can reduce their work.bankalfalah. REFERENCES: • • www. so that more customers will be attracted. RECOMMENDATIONS: • • • • • • • • • • It is observed that the employees were overburdened so they have to stay at branch till late at night. Along with the other managers and employees. The bank’s management should give more incentives and pay scale of officers should be revised & improved. HRM managers are also doing a great job in achieving company goals and objectives. all these facilities should be provided to attract more customers. The employees should be signed jobs for specific period and than they should shifted to other department so that they gain knowledge of other jobs. There is a very calm and friendly atmosphere at Bank Alfalah because of the HRM department and their policies for keeping their employees happy. cheque book charges etc) that decrease the income of the bank.com 21 .Threats: • • Uncertain economic conditions Action taken by competitors CONCLUSION: HRM managers at Bank Alfalah are performing a great job as far it is concerned Motivating them and looking after them. productive and efficient. Lockers. ATM.com www. Bank Alfalah Limited should properly advertise and Communicate to public about the services provided by it. Expenditures must be control. Some employees waive the bank charges (Statement charges. which are very high.wikipedia. Administration drawbacks should be improved by the strict control of general issues.

• www.com 22 .Google.