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HUMAN RESOURCE POLICIES AND PRACTICES OF HBL

SUBMITTED TO: MS. AYESHA AMAN SUBMITTED ON: SUBMITTED BY: SANILA ASLAM 9722 NEELMA ASHRAF 9993 RAHEEL ANIS UR REHMAN 9811 .
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Iqra University ACKNOWLEDGEMENT

In regard of this report first of all we would like to thank Almighty ALLAH whose help made us able to complete this report. Secondly we would like to thank our Organizational Behavior course teacher Miss Ayesha Aman who through this report provided us an opportunity to analyze realization of Organizational Behavior, her competent suggestions and guidance helped us in defining our goals, objectives and in finalizing our report in different aspects. Finally we want to thank everyone including our group members whose valuable information has helped us in completing this report.

Iqra University
LETTER OF TRANSMITTAL
Miss Ayesha Aman Organizational Behavior IQRA University Karachi
Acting in accordance with the received directions, the report on Human Resource Policies and practices at HBL Bank as a report is submitted hereby. The report represents a review of the human resource management currently used by HBL Bank. For preparing this report we have gathered information by personally conducting an Interview with Ms Zinia Amyn (Senior Manager HR), Miss Farhat Fatima (Assistant manager HR).The report also includes researches made by us through internet. We have tried our best to gather best possible information for this report. We are of firm belief that this report will not only provide you with all necessary information pertaining to the topic but will also cover all aspects and hopefully meet your expectations. It will be our pleasure to provide you further details if required. Sincerely, Neelma Ashraf Sanila Aslam Raheel Anis ur Rehman 9993 9722 9811

Iqra University
TABLE OF CONTENTS
Synopsis ------------------------------------------------------------------------------ 6 Companys General overview---------------------------------------------------- 8 Hbl History ------------------------------------------------------------------------------9 The Organogram --------------------------------------------------------------------12 HR department channel flow -----------------------------------------------------13 HR Roles and strategies-------------------------------------------------------------14 Hiring & recruitment method-----------------------------------------------------17 Training & development------------------------------------------------------------24 Questionnaires ----------------------------------------------------------------------28 Performance Management/Appraisal------------------------------------------38 Compensation------------------------------------------------------------------------39 Retention scheme-------------------------------------------------------------------40 Employees Turn over---------------------------------------------------------------41 CSR at HBL-----------------------------------------------------------------------------42 Conclusion-----------------------------------------------------------------------------43

Iqra University
SYNOPSIS
This report reflects the HR systems, policies, procedures and practices applied by HBL in Human Resource department. It shows that how HBL being an organization is following different process of recruiting work force, the criteria of their employee performance evaluations. It also provides a glance over the training and development programmes organized by HBL management for the grooming and coaching of employees. It starts with companys general overview, the brief history, the organogram, Hiring and selection methods, performance management and retention and compensation schemes. Questionnaire and used. The report consists of our best efforts which we did in gathering information regarding HR policies, procedures and practice at HBL Bank. This report elaborates the HBL is clearly the first choice of everyone who believes in qualitative approach of banking. It pertains environment of highly responsible workforce. Bank is enjoying a healthy market share and taste of good status in terms of its operative features and customer support. HBL is experiencing a good reputation and reasonable mark up with respect to prevailing market mark up with assurance of satisfaction and support. The management style is a kind of participative management in which employees are encouraged to share their ideas in decision making which enables bank to utilize knowledge, skills and abilities of its employees and meets its objective efficiently and being more innovative.

As the motivation and reward system of HBL bank are also up to the expectation of employees so that employees are very much satisfied and it helps them to retain their valuable workforce. Ultimately the report projects that HBL inherits strong organizational culture having values for leaders as well as for employees and the organizational behavior is up to the mark for any company in Pakistan.

COMPANY GENERAL OVERVIEW: 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 & Mission:

Vision:
Enabling people to advance with confidence and success.

Mission:
To make our customers prosper, our staff excel and create value for Shareholders.

Values of HBL:
HBLs values are the fundamental principles that define its culture and are brought to life in its attitudes and behavior. It is companys values that make its unique and unmistakable. Company values are defined below: Excellence Integrity Customer focus Meritocracy Progressiveness

Excellence:
This is at the core of everything HBL does. The markets in which HBL operates are becoming increasingly competitive, giving their customers an abundance of choice. Only

through being the very best - in terms of the service HBL offers, its products and premises - can it hope to be successful and grow.

Integrity:
HBL is the leading bank in Pakistan and its success depends upon trust. Its customers and society in general - expect it to possess and steadfastly adhere to high moral principles and professional standards.

Customer focus:
HBL understands fully the needs of its customers and adapts its products and services to meet these. HBL always strives to put the satisfaction of its customers first.

Meritocracy:
HBL believes in giving opportunities and advantages to its employees on the basis of their ability. HBL believes in rewarding achievement and in providing first-class career opportunities for all.

Progressiveness:
HBL believes in the advancement of society through the adoption of enlightened working practices, innovative new products and processes, and a spirit of enterprise.

Brief History of HBL:

Habib Bank Limited commonly referred to as "HBL" and head-quartered in Habib Bank Plaza, Karachi, Pakistan, is the largest bank in Pakistan. The bank has a network of 1425 branches in Pakistan and 55 branches worldwide. It has a domestic market share of over 40%. It continues to dominate the commercial banking sector with a major market share in inward foreign remittances (55%) and loans to small industries, traders and farmers. Overseas, it 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

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Mohammed Ali Jinnah, Pakistan's founding father, realized the importance of financial intermediation while he was campaigning for the creation of a separate homeland for the Muslims of India. He persuaded the Habib family to establish a commercial bank that could serve the Indian Muslim community. His initiative resulted in the creation of Habib Bank in 1941, with HO in Bombay (now Mumbai), and fixed capital of 25,000 rupees. The bank played an important role in mobilizing funds from the Muslim community to finance the All-India Muslim League's campaign for the establishment of Pakistan. Habib Bank also played an important role in channeling relief funds to the people hurt in the communal riots and violence that preceded the departure of the British from India. After Pakistan was born in 1947, Habib Bank, at the urging of Governor-General Jinnah, moved its headquarters to Karachi, Pakistan's first capital. This gave Karachi its first commercial bank of the newly formed Islamic Republic of Pakistan. HBL was incorporated on 25th August 1941 and operated in the private sector until its nationalization in 1974. HBL has been approved for privatization and the privatization commission has

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selected a Financial Advisor to prepare a comprehensive plan and assist in the sale process. The government has appointed a professional management team to restructure the bank and to recover and clean its doubtful and classified portfolio.

HBL Culture:
At HBL we have created a challenging environment that encourages creativity and commitment. In our pursuit of excellence, we are focused on attracting, developing and retaining the best talent in the marketplace. Our dynamic culture offers diverse growth opportunities across Pakistan and in 55 countries around the world. HBL fosters a work environment where employees can realize their potential whether locally or in the international arena. Thus, we enable our employees to achieve their professional goals while keeping in synch with the banks overall objectives

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Habib Bank Ltd Organogram

President / CEO

Board of Directors

Retail Banking Group

Global Operations Group

SEVP Retail Banking & IT

SEVP Finance, Audit & Administration

Human Resource Group

SEVP Asset Remedial Management

SEVP Corporate Banking & Treasury

SEVP Credit Policy

SEVP International Operations

SEVP Corporate Banking, Financial Institute, & Project Finance

Regional Head Quarters (RHQs)

Regional Head Quarters (RHQs)

Branches

Branches

Habib Bank Ltd

Human Resource Department

Human Resource Group

Human Resource Head - Global Operations Group

Human Resource Regional Head Quarters

Branches

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HR ROLE:
The HRM department plays an important role in value of any company. HBL has very active and one of the best HR department in Pakistan as well as world wide. The structure is as the President is assisted by ten Senior Executive Vice-Presidents and a staff of 29 Executive Vice Presidents, 154 Senior Vice Presidents, 420 Vice Presidents, 831 Assistant Vice Presidents, 2350 officers Grade-I, 4108 officers Grade-II, 3364 officers Grade-III and 10658 Clerical/Non-Clerical employees. The total staffing as per 1999 balance sheet figures is 23022.

STRATEGIC PLANNING OF HBL:

HBL uses two types of Corporate-level strategies Diversification strategy Geographic expansion strategy

Diversification Strategy:
It implies that HBL will expand by adding new service lines. With the passage of intervals HBL is used to introduce new banking services.

Geographic expansion strategy:

It takes the company abroad. Acting upon this strategy HBL has been expanded abroad. The abroad branches are mentioned above in introduction section. HBL is planning to expand its business and branches in more countries. Business level strategies used by HBL are Cost leadership Differentiation Focus

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Cost leadership: HBL aim is to become low-cost leader in banking sectors that is
why HBL is providing effective services in low cost than other banks in Pakistan.

Differentiation: HBL strategy is to provide unique banking services to its customers in

banking sectors to make itself valuable for its customers.

Focus: HBL provides banking services to its customer in that way that customer cannot
get that services from other competitors.

FUNCTIONAL STRATEGY:
HBL identifies basic courses of action that each department pursues in order to get basic goals and objectives of HBL. Harmony of departments towards HBLs single goal makes it unique in the competitive market.

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 is called Job analysis. Job analysis is every important as job analysis information is used in Selecting and recruiting, compensation, performance appraisal, training and in resolving other issues which HBL faces. HBL takes Job analysis services from Sidat Hyder Morshed Association (SHMA) which is the biggest HR consulting firm in Pakistan. The methods which are used in collecting job analysis information are The interview Questionnaires

The Interview for job analysis: Interview is a big source in collecting information in
the job analysis. Individual employees, group of employees and supervisors with vast knowledge about jobs are interviewed. The format of interview is Structured and unstructured. In structured interview a set of sequence of questions are followed by interviewers and in unstructured type of interview the interviewer pursues points of interest as they come up in response to questions.

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Questionnaires: In questionnaire the employees solve the fill out questionnaires to

describe their job-related duties and responsibilities. The formats of questionnaires are either structured or open ended.

Quantitative job analysis techniques:

Following methods are also used in job analysis which are called quantitative job analysis techniques

The position analysis questionnaire (PAQ): A questionnaire used to collect

quantifiable data concerning the duties and responsibilities of various jobs.

The Department of Labor (DOL) procedure: A standardized method by which

different jobs can be quantitatively rated, classified, and compared. Job description: After getting job analysis information the next step is to describe job description which contains the points of job identification, job summary, chain of command relationships), responsibilities and duties, standard occupational classifications and standard of performance and working conditions.

Job specifications:
After formulating job description the next step taken is job specification in which the traits of employees are defined who are assumed suitable for the job.

MAN POWER PLANNING & BUDGETING:

Man power must be according to the required skill of organization. We need skilled / experienced staff for HBL regarding HR Management, Staffing, and Resourcing. Yearly budgeting for man power is essential in the light of acquired profit, because sharing of employees in profit is complementary to their hard efforts and selfless dedication. At the end of every year every department provide their next year human requirement to their regional head. When any of our department required people urgently we first tried to full fill this requirement internally through different department or branches. If internally people are not available then we go to external hiring.

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HIRING/RECRUITMENT METHOD:
Selecting and Recruiting:
The recruitment and selection process starts with employment planning. This process of deciding what positions the firm will have to fill, and how to fill them. Personnel or employment planning embraces all future positions, from maintenance clerk to CEO.

Selecting and recruiting process according to HBL

The diagram below represents the process on which HBLs selection is based. This gives an overview to potential candidates as to the steps involved in becoming a part of the HBL team.

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In recruitment process first of all planning session is occurred, in planning session it is determined that which section HBL will have to fill and how to fill. If there is a vacancy of executive job then succession planning is done for filling that vacant place.

Analysis of positions and requirement:

After planning it is analyzed that which position is going to be filled and the requirement is analyze by job analysis.

Identify candidates:
HBL identifies its candidates by developing the criteria of job description and job specification and acting upon these criteria job vacancy ads are spread through dif Prescreening and short listing: Many candidates apply for job in response to vacancy ads by submitting their CVs. Selection board goes through those CVs and selects those candidates which initially fulfill criteria of selection board. After prescreening selection board short lists the candidates who are considered most suitable for job at initial level on the basis of their resume.

Test/ interview:
In this process short listed candidates are called for test and interview according to nature of their applied jobs.

Selection Interview:
Selection interview is conducted for short listed candidates. A selection interview is the procedure designed to predict future job performance on the basis of applicants oral responses to oral inquiries.

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Formats used in selection interview:

Structured/Directed Unstructured/Non directed

Types of questions: Situational: A series of job-related questions that focus on how the candidate would
behave in a given situation.

Job related: A series of job-related questions that focus on relevant past job-related
behaviors. These types of questions are asked from those candidates who have past experience of job.

Stress: An interview in which the interviewer seeks to make the applicant

uncomfortable with occasionally rude questions that supposedly to spot sensitive applicants and those with low or high stress tolerance. These sorts of questions are asked according to high designation of candidate.

Puzzle questions: Recruiters for technical and finance job use questions to pose
problems requiring unique solutions to see how candidates think under pressure.

Testing:
Organizational performance always depends in part on subordinates having the right skills and attributes. Keep in view this point HBL tries its level best to hire highly skilled and suitable employee for each job. For judging these skills HBL conducted some tests of employees on the basis of

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Reliability Test validity

The consistency of scores obtained by the same person when retested with the identical or equivalent tests is called reliability and the accuracy with which a test and interview what it purports to measure or fulfills the function it was designed to fill is referred as validity.

Types of test:
Generally two types of tests are taken in HBL Tests of Cognitive ability Physical tests

Cognitive test abilities consists of Intelligence Tests Tests of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability are intelligence tests. Aptitude tests Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability are aptitude tests. Tests of physical abilities Tests that measure static strength, dynamic strength, body coordination, and stamina are physical. Job related to guards and deliverers go through this sort of test.

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HBL adopts recruitment process as Entry level programs Experienced professionals Campus recruitment Rehiring

Entry Level Programs:

HBLs Entry-Level Programs are structured to ensure that you will quickly assume responsibility for concrete tasks and important projects. Rotational assignments across different business units provide a comprehensive and valuable experience in a relatively short amount of time.

Experienced Level Program:

HBL recruits experienced professionals in all areas of the bank and encourage the creation and pursuit of innovative ideas. HBLs dynamic work environment offers diverse opportunities to stimulate ongoing employee needs and supports career enhancement opportunities. HBL encourages you to explore this section to find out about current job openings and how to submit your resume.

Campus recruitment:
HBL is proud of its ability to nurture individuals and empower them to hone their talents. HBL size gives itself the unique ability to provide fast growth and significant responsibility early on in a career with multiple avenues to reach the top. As part of HBLs human resource strategy, HBL visits various universities across the country to induct & groom fresh business graduates every year. Enthusiastic and

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talented youth form the backbone of its banking operations and are nurtured to become future leaders at HBL. To attract the best young talent, HBLs resource department employs a pro-active strategy. HBL actively participates in campus seminars by giving presentations that highlight HBLs background, vision, mission, values, recruitment & selection process, future career prospects and overall business strategies. HBL hires fresh talent on a permanent basis and offer a wide range of career opportunities across all functions, including Finance, Marketing, Operations, Information Technology and Human Resources.

Rehiring Former employees:

It is an internal hiring source. Rehiring the former employees is the process in which HBL rehires the former employees. But this process is practiced very rarely.

Final Selection:
After going trough all the processes the best candidates according to HBLs selection boards are selected. Print Medias like newspapers and internet.

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Hiring Methods:
HBL uses outside sources for recruitment which are Advertising o Newspapers (Daily Jung, Nawa-e-Waqt, o The Nation, Dawn and Daily Khabrein etc) o Trade and professional journals (Aurora Magazine) Outside sources of candidates o Sidat Hyder Morched Association works for outsourcing for HBL. o College recruitment o Employee referrals o Walk-ins Finding internal candidates: o Job Posting o Rehiring former employees

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TRAINING & DEVELOPMENT:

Training is the process of teaching new employees the basic skills they need to perform their jobs and development is result of that training. For training and developing HBL follows five steps process of training and development Needs analysis: Identify job performance skills needed, assess prospective trainees skills, and develop objectives. Instructional design: Produce the training program content, including workbooks, exercises, and activities. Validation: Presenting (trying out) the training to a small representative audience. Implement the program: Actually training the targeted employee group. Evaluation: Assesses the programs successes or failures.

Task analysis:
In this area a detailed study of a job to identify the specific skills required, especially for new employees are analyzed.

Performance analysis:
After analyze the main tasks required in performing jobs it is verified that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means (such as transferring the employee). If there is found some deficiency in performing job then training is highly recommended to recover deficiencies.

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Training methods used by HBL:

On-the-job Training Off-the-job Training Apprenticeship Training Informal learning Effective lectures

On-the-job Training:
Having a person learn a job by actually doing the job is OJT. Methods of OJT are Coaching or understudy Job rotation Special assignments Action Learning

Coaching or understudy: It is the OJT method in which employee is coached and

taught by profession that how to do the job in order to meet HBLs goals and objectives. At managerial level the trainee works directly with a senior manager or with the person he or she is to replace; the latter is responsible for the trainees coaching. It is done at all levels of job. New employees are trained through coaching and old employees are also trained through this method like when some new innovation is introduced old employees are trained in order to handle that new innovation. In 2008 all managers have been trained to operate Misys Software (Automation of service provision and book management).

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Job Rotation: Moving a trainee from department to department to broaden his or her
experience and identify strong and weak points. Job rotation is usually done at managerial level. HBLs Manager Associate (MA) program is used for job rotation training.

Special Assignments: Special assignments are also given to employees for special
training. These assignments are actually related to tasks within the branch by achieving those tasks assigned by trainer, employee get training.

Action Learning: Management trainees are allowed to work full-time analyzing and
solving problems in other departments. This OJT method is just for managerial level employees.

Off-the-job Training:
It is the method which is opposite to the OJT. In this method employee does not get training at his/her work place. This method of training is only for managerial level employees. Off-the-job training methods are Case study method Outside seminars

Case study methods: special case studies are given to employees which contains
some dilemma about banking sector. By solving those case study problems employee gets training to take bold and effective decision in crucial situations.

Outside seminars: HBL encourages its employees to participate in the seminars

arranged by banking sectors not just in the Pakistan but also beyond the boarders. By participating in outside seminars employee gets authentic knowledge about the new horizons of banking sector which is useful for HBL and makes it leading bank in Pakistan.

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Apprenticeship Training:
A structured process by which employees become skilled workers through a combination of classroom instruction and on-the-job training. It is actually combination of OJT and lectures delivered to employees. It may be for both levels of managerial and fresh employee. In this method employee is first given the lecture about his/her job and after that implementation of lecture in practical field is observed.

Informal Learning:
The majority of what employees learn on the job they learn through informal means of performing their jobs on a daily basis.

Effective Lectures:
Lectures about jobs are also delivered. These lectures are delivered to new employees as well as senior level employees and managerial level too. In these lectures employees are prepared for facing new challenges in the banking sectors and also told them how to achieve those challenges.

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EMPLOYEE SATISFATION:

How satisfied are you that your leaders in your work environment are positive role models?
14% 14% 14%
Very Dissatisfied Dissatisfied

36%
21%

Average Satisfied Very Satisfied

How satisfied are you with your direct supervisor?

0% 7% 36% 21%
Very Dissatisfied Dissatisfied

36%

Average Satisfied Very Satisfied

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How satisfied are you keeps you well informed about what is going on in the company?
0% 43% 36%
Very Dissatisfied Dissatisfied Average

7% 14%
Satisfied Very Satisfied

How satisfied are you that your views and participation are valued?
14% 7%
Very Dissatisfied Dissatisfied Average Satisfied Very Satisfied

21%

43%

14%

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How satisfied are you that your supervisor cares for you?
0% 21% 14%
Very Dissatisfied Dissatisfied Average Satisfied

29%

Very Satisfied

36%

How satisfied are you with the professionalism of the people with whom you work?
7% 14% 36%
Very Dissatisfied Dissatisfied Average Satisfied

21%

Very Satisfied

21%

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How satisfied are you with the team spirit in your work environment?

0% 7%
Very Dissatisfied Dissatisfied

36%
36%

Average Satisfied

21%

Very Satisfied

How satisfied are you with the morale of the people with whom you work?
29% 14% 0%
Very Dissatisfied Dissatisfied

36% 21%

Average Satisfied Very Satisfied

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How satisfied are you with your own morale?

0% 7% 36%

7%
Very Dissatisfied Dissatisfied

50%

Average Satisfied Very Satisfied

How satisfied are you that your work gives you a feeling of personal accomplishment?
0% 21% 7%
Very Dissatisfied

14%

Dissatisfied Average Satisfied

57%

Very Satisfied

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How satisfied are you that you receive appreciation for your contributions?
14% 14% 14% 43% 14%
Very Dissatisfied Dissatisfied Average Satisfied Very Satisfied

How satisfied are you with the empowerment you have to influence the quality of your work?
7% 43% 14% 0%
Very Dissatisfied Dissatisfied Average Satisfied

36%

Very Satisfied

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How satisfied are you with the reasonableness of your work responsibility?
0%
21% 7% 21%
Very Dissatisfied Dissatisfied Average Satisfied

50%

Very Satisfied

How satisfied are you with your ability to maintain reasonable balance between family and work life? 0%
7% 36% 43% 14%
Very Dissatisfied Dissatisfied Average Satisfied Very Satisfied

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How satisfied are you that your compensation matches your responsibilities?
14% 7%
Very Dissatisfied Dissatisfied Average

7%

36%

36%

Satisfied Very Satisfied

How satisfied are you with the amount and frequency of informal praise and appreciation you receive from your supervisor?
0%
14% 21%
Very Dissatisfied Dissatisfied Average Satisfied

36%

Very Satisfied

29%

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How satisfied are you with the company as a place to work?

0% 21% 21%
Very Dissatisfied Dissatisfied Average

21% 36%

Satisfied Very Satisfied

Is your salary competitive with the market?

60% 50% 40% 30% 50% 20% 10% 0% Yes No 50%
Seri es1

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Is performance appraisal process transparent?

70% 60% 50% 40% 30% 20% 10% 0% 43%

57%

Series1

Yes

No

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PERFORMANCE MANAGEMENT/APPRAISAL:
Evaluating an employees current and past performance relative to its performance standards is called performance appraisal. A process that consolidates goal settings, performance appraisal, and development into a single common system to ensure that employees performance is according to companys aims is called performance management.

PERFORMANCE MANAGEMENT AT HBL:

HBLs performance management and reward systems ensure that goals are met in an effective and efficient manner. HBL defines a clear path for you to contribute to the organizations overall goals, peppered with regular reviews and feedback to help you gauge your progress. At HBL growth is not a function of time but rather of performance. As your performance improves, the role that you play within the organization will accelerate to reflect your input. HBL generally uses BARS (Behaviorally anchored rating scale) it is an appraisal method that uses quantified scale with specific narrative examples of good and poor performance.

PERFORMANCE APPRAISAL FORMS OF HBL:

HBLs performance appraisal form contains two sheets, one is FORM B2 and other is FORM B3. FORM B2 contains appraisal for Clerical staff at branch or Field Offices there are two main headings Area/factors and level of achievement points. Level of achievement point contains five points ratings A (4), B (3), C (2), D (0-1) and N/A. AREA/factors contains five kind of factors which are

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A-Productivity B-Individual \attributes C-Technology D-Customer Service E-Personal

COMPENSATION:
The salaries, rewards, bonuses, and incentives on the basis of job and performances are compensations.

Compensation at HBL:
HBLs focus is on attracting, developing and retaining the best in the business by offering market driven compensation and benefits packages. HBLs compensation and benefits strategy combines the need to maintain a high performance culture along with market competitiveness. Annual benchmarking exercises are conducted to stay abreast with industry standards. According to performance each employ gets benefits and compensation. Time does not matter only performance matters at HBL. Employees are paid in two forms Direct payments Indirect payments

Direct financial payments: Pay in the form of wages, salaries, incentives, commissions, and bonuses. Indirect financial payments: This mode of payment is not related to cash payments like medical, insurance, residence, car, car fuel etc.

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RETENTION SCHEMES AT HBL

Following are the examples of retention schemes at HBL Celebrating success Events to recognize high achievers Top performers celebration Wall of fame, Employee of the Year Team Building initiatives Cross functional & diversified teams - Involving both experienced & new employees Performance based Rewards Annual incentives for exceptional performers for displaying excellence Spot rewards Monetary awards Given on exceptional achievement Fast Track Promotions Quick Promotions Market adjustments Structured process Market based salary adjustments twice a year

THINGS HBL IS DOING DIFFERENTLY

Internal Job Postings Career progression plan Mentor Mentee program Cultural Transformational initiatives Self & professional development through trainings

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EMPLOYEE TURNOVER
HBL bank employee turnover as compared to banking industry is 7-8% in 2009 however in 2008 & 2009 the turnover was 10% & 15% respectively.

HBL Turnover rate

16% 14% 12% 10% 8% 6% 4% 2% 0% Turnover rate 2007 10% 2008 15% 2009 8%

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CSR AT HBL:
Corporate social responsibility is managerial obligation to take actions that protects the welfare of society In Oct 2005 during the earthquake many homes were damages & destroyed, the bank responded swiftly by arranging delivery of relief items such as food shelter & medicines through air transport support by Agha Khan Foundation. The bank has participated in making a significant contribution of Rs 41 million. HBL international branches particularly their subsidiary in the UK was instrumental in mobilizing substantial funds from generous donors to the presidents relief funds. HBL has sports division. It has provided jobs to players as a social responsibility so the players in the field of cricket tennis football, badminton may achieve desired goals of nation. HBL flexi loans can help finance your Children schooling paying the way for their secure & prosperous future

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CONCLUSION
HBL is clearly the first choice of everyone who believes in qualitative approach of banking. It pertains environment of highly responsible workforce. Bank is enjoying a healthy market share and taste of good status in terms of its operative features and customer support.HBL is experiencing a good reputation and reasonable mark up with respect to prevailing market mark up with assurance of satisfaction and support. HBL bank management is competent enough to set the strategies in order to compete their competitors and attract more customers.. The management style is a kind of participative management in which employees are encouraged to share their ideas in decision making which enables bank to utilize knowledge, skills and abilities of its employees and meets its objective efficiently and being more innovative. As the motivation and reward system of HBL bank are also up to the expectation of employees so that employees are very much satisfied and it helps them to retain their valuable workforce. Overall we concluded HBL inherits strong organizational culture having values for leaders as well as for employees and the organizational behavior is up to the mark for any company in Pakistan.

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