Contents

HISTORY ..................................................................................................................................................... 3 History of Muslim Commercial Bank ......................................................................................................... 4 Products and Services ................................................................................................................................ 6 Loan Products ............................................................................................................................................ 8 Function of HR department ..................................................................................................................... 10 Human resources planning: ................................................................................................................. 11 Employee’s recruitment & selection.................................................................................................. 12 Sources of candidates .............................................................................................................................. 12 Internal sources ................................................................................................................................... 13 Transfers .......................................................................................................................................... 13 Promotion ........................................................................................................................................ 13 Upgrading and demotion ................................................................................................................. 13 Retired and retrenched employees ................................................................................................. 13 Decreased and disabled employees ............................................................................................... 13 External sources .................................................................................................................................. 13 Employment exchanges .................................................................................................................... 14 Training and development ....................................................................................................................... 14 Training need assessment ................................................................................................................... 14 Employee development ....................................................................................................................... 15 Performance management ...................................................................................................................... 15 Employee compensation and benefits ................................................................................................ 17 Types of compensation and benefits ....................................................................................................... 17 Organizational career management .................................................................................................... 17 Job change with organization .............................................................................................................. 17 Promotion ............................................................................................................................................ 17 Transfer ................................................................................................................................................ 17 Separation ................................................................................................................................................ 18 Layoff ................................................................................................................................................... 18 Termination ......................................................................................................................................... 18 1

Resignation .......................................................................................................................................... 18 Retirement ........................................................................................................................................... 18 Labor management relations................................................................................................................... 19 Recruitment ......................................................................................................................................... 19 Employee compensation &benefits..................................................................................................... 19 Recruitment: ........................................................................................................................................ 20 Human resources of information system ................................................................................................ 20

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HISTORY 3 .

MCB has become the only bank to receive the Euro money award for the fourth time in the last five years. In addition. 2001. MCB won the "Best Bank in Pakistan" in2005. over 750 of which are Automated Branches. The bank has restructured its asset portfolio and rationalized the cost structure in order to remain a low cost producer. MCB is now in a consolidation stage designed to lock in the gains made in recent years and prepare the groundwork for future growth. "to become the preferred provider of quality financial services in the country with profitability and responsibility and to be the best place to work" 4 . 2004. MCB is also catering to the growing middle class by providing new asset and liability products. Corporate clientele includes public sector companies as well as large local and multinational concerns.History of Muslim Commercial Bank History MCB Bank Limited (Formerly Muslim Commercial Bank Limited ) has a solid foundation of over 50 years in Pakistan. making strides towards fulfillment of its mission. Ten years after privatization. Commercial and Consumer Banking. and in 2000 the "Best Domestic Bank in Pakistan" awards. 2003. which as a combination is considered to be the core competence of MCB. over 222 MCB ATMs in 41 cities nationwide and a network of over 12 banks on the MNET ATM Switch. with a network of over 900 branches. MCB also has the distinction of winning the Asia Money 2005 & 2004 awards for being "The Best Domestic Commercial Bank in Pakistan".MCB now focuses on three core businesses namely Corporate. MCB looks with confidence at year 2005 and beyond.

providing innovative and efficient financial solutions to create and nurture long-term relationships with our customers. we ensure that our shareholders can invest in us with confidence” 5 . In doing so. partnering with our customers for a more prosperous and secure future” Mission Statement “We are a team of committed professionals.Vision Statement “To be the leading financial services provider.

2 years. 6 months. Pak Rupee Term Deposit MCB Pak Rupee Term Deposit gives a higher rate of return. 1 year. 3 months. the account can be opened by people from all walks of life and still avail the facility of daily product profit calculation.Products and Services Personal Banking Deposit Accounts Khushali Bachat Account: Khushali Bachat Account. Pak Rupee Savings Account: MCB banks Pak Rupee Savings Account offers you attractive returns on your Pak Rupee investment. Just purchase a Monthly Khushali Certificate and you will enjoy a steady income of your total deposit every month. Mahana Khushali Bachat: MCB Monthly Khushali Scheme provides you with a steady income every month. access to your funds whenever you want without any notice. In addition. 3 years. There is no limit on the number of transactions you make in a day plus you can avail finance facility up to 75% of the total deposit. The facility also provides you with unlimited daily transactions with a limit on maximum withdrawal amount through the ATM machines. a Rupee savings account is one of MCB Banks most popular products. you have access to a countrywide ATM network convenient cash accessibility 24 hours a day. you have access to a countrywide ATM network convenient cash accessibility 24 hours a day. It gives you choice of 1 month. Pak Rupee Current Account MCB banks Pak Rupee Current Account offers you the convenience of unlimited withdrawals i. The facility also provides you with unlimited daily transactions with a limit on maximum withdrawal amount through the ATM machines.e. Due to the low initial deposit. 4years and 5 year term deposits. Saving 365 The MCB Saving 365 calculates profits on a daily product basis and gives you the facility of unlimited withdrawals. In addition. 6 .

1 year. Today.Foreign Currency Savings Account MCB banks Foreign Currency Savings Account offers you attractive returns on your Foreign Currency investment. There is no limit on the number of transactions you make in a day. you can open a Dollar Khushali Account at over 200 branches in Pakistan. US Dollar.   You can invest in any of the four currencies i. 3years. 2 years. Dollar Khushali Account The Dollar Khushali Account. a Dollar based account was introduced in1993 at selected MCB Bank branches. Itgives the choice of 1 month. UK Pound Sterling. 4 years and 5 year term deposits. access to your funds whenever you want without any notice. 7 .e. 3 months. MCB Foreign Currency Term Deposit MCB Foreign Currency Term Deposit gives a higher rate of return. 6 months. Japanese Yen or Euro Your foreign currency account is exempted from Zakat and withholding tax Foreign Currency Current Account MCB banks Foreign Currency Current Account offers you the convenience of unlimited withdrawals i.e.

It is affordable. MCB CAR4U Auto Finance is the power move that assists you in more ways than you ever imagined. even physical space. Renovate or Construct your home the way you have always wanted. people have tried to find more convenient ways to pay. Today. easy processing and above all. no hidden costs. But when you really want to improve your life. MCB Car4u Life is like a chess board. money is moving away from distinct hard currencies and towards universal payment products that ran second national borders. inevitably will replace cash and cheques as the money of the future. Buy a car. Take that much-needed holiday.Loan Products MCB Business Sarmaya MCB Business Sarmaya´ is the best Running Finance facility against your residential property which empowers you to manage your business dealings better. Finance a better education for your children. MCB Pyara Ghar Some destinations require a long wait. Refurnish your house . Plastic or "virtual" money.MCB Pyara Ghar is an ideal Home Finance from your own bank that lets you Purchase. flexible conditions. You analyze your business moves. and. with absolute satisfaction of cash flows. Like waiting for a home of your own But with MCB Pyara Ghar it is now easy to step into your home and start living a real life. You plan your career options. credit. you make a power move. avail lucrative opportunities and expand your business. debit. 8 . and electronic cash products.Purchase a new TV. MCB Master Card Since the beginning of time. with lowest mark up. So act today and get MCB Business Sarmaya and thus improve your business. time zones. from gold to paper money and cheques. Having your own home was never so easy Easy Personal Loan MCB Easy Personal Loan provides you with the financial advantage to do things you've always wanted to but never had the sufficient funds for. with the Internet.

9 .s continuing efforts to provide with convenience that suits your requirements most.the mcb ATM network is the largest and most advanced od its kind in the country .MCB. over 190 MCB ATM’s in 34 cities nationwide and a network of over 16 banks on the MNET ATM switch.MCB Rupee Traveler's Cheques MCB Rupee Traveler's Cheques were first introduced in 1993 as safe cash for traveling and travel related purposes.MCB Rupee Traveler's Cheques. And now the MCB ATM has gone global . MCB has proudly introduced MCB mobile banking . MCB is positioned at the forefront Cost of a sms of the banking industry in Pakistan . 269 online branches.The safest way to Carry Cash MCB ATM 24 hours cash With an ever growing numbers of ATMs operating across the nation . with more than 750 automated branches.s affiliation with master card international brings about added facilities for the MCB travels abroad with the cirrus and maestro networks M net MCB’s revolutionary m-net switch enables customers to access their MCB account from any member banks ATM machine Online With a solid foundation of over 50 years in Pakistan. The product has been extremely popular and is preferred over cash by customers while traveling and in all walks of life.this success has been possible because of never – ending drive to achieve higher levels of excellence.and is part of MCB. constantly striving to raise the level of performance MCB mobile banking At the fore front of technological excellence.MCB MOBILE banking provides the convenience of accessing account balance information and mini statements whenever the customer is available.

Function of HR department 10 .

Human resources forecasting and human resource audit are the two most important components of this type of planning . o Mathematical model: assist in forecasting.and quality of various categories of employees HR planning is done by the organization basically to ensure the following points It has the right people in place It has the right mix of skills Employees display the right attitudes and behaviors. o Secondly they adopt bottom up approach each level of organization. Relationship between sales demand and number of employees needed is positive 11 . Employees are developed in the right way In MCB method to forecasting HR needs are: Methods to forecast HR need HR department in MCB uses following approaches to forecast its human resources requirement o Firstly they used zero based forecasting techniques uses current level as starting point for determining future staffing needs.Human resources planning: Human resources planning is the term used to describe how companies certify that their staff is the right staff to do the jobs .type . planning for candidate search. training and skills analysis and much more.human resources forecasting refers to predicting an organization’s future demand for number . forecasts its requirements to provide aggregate of employment needs.sub topics include planning for staff recruitment. starting with lowest.

Whenever a position is vacant. External source includes all the people within or sometimes. cost and also serves as motivator for the employees. the organization can post the vacancy internally and search for a suitable candidate’s . they are searching for the candidates through external sources that is outside the organization. outsides the country who meet the requirements of the job when the organization publish the job advertisements in newspapers and on websites.this is also convenient for the organization as it reduces the search time. 12 . Sources of candidates While internal as well as external pool of employees the current employees are the internal sources for recruitment.Employee’s recruitment & selection Sources of candidates internal sources External sources Employment selection process Recruiting refers to the process of attracting potential job applicants from the available labor force every organization must be able to attract a sufficient number of the job candidates who have the abilities and aptitudes needed to help the organization to achieve its objectives.

recruitment such people save time and cost of the organizations as the people are already aware of the organizational culture and the policies and procedures. 13 . Retired and retrenched employees Retired and retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load work .Internal sources Some internal sources of requirements are given below Transfers In MCB the employees are transferred from one department to another according to their efficacy and experience. Decreased and disabled employees The dependent and relatives of decreased employees and disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy others. Print advertising we advertise in the lawyer. External sources Some external sources of requirements are given below online advertising we advertise on our own website. Promotion The employees are promotes from one department to another with more benefits and greater responsibility based on efficiency and experience Upgrading and demotion Others are upgrading and demotion of present employees according to their performance. legal week and other legal publications Referrals/recommendations: one of our main sources of candidates is referrals and recommendations from other candidates who we have placed.

the interview assessment becomes much more straight forward .training and passion for the highest development is essential to carry out the work and run the organization smoothly.Employment exchanges Government establishes public employment exchanges throughout the country these exchanges provide job information to job seekers and help employers in identifying suitable candidate employee selection process Excellent employee selection starts with the main elements of the job description and the success factors. with the job parameters. Training need assessment Training need assessment can be as simple as asking an employee what they’d like to be able to do better to as complex as developing as individualized training plan for every employee. as well as to reinforce a quality of customer services at all levels . Learn how select appropriate training need assessment approaches and tools training needs assessment is tool that helps you create a superior workforce.the next step is to define which elements are most important and rank weight them accordingly 34 from each section sensible and do this before interviewing the candidates. 14 . Training programs so are conducted continuously whenever training need is assessed and trainers in this case are the immediate supervisor. Training and development The objective of training activities are to keep MCB professionals employees well-informed of latest knowledge and skills in all areas of banking . responsibilities and skills /knowledge and abilities laid out .

a more highly skilled workforce cab accomplish more and a supervisors group can accomplish more as employees gain in experience and knowledge. performance are as specific and measurable as possible performance should be time Oriented.including employee development .e.skills and abilities.Employee development Human resources management .performance are achievable performance are understood by the employee performing the job . standard of performance are based on the job and not on the person doing the job .performance are agreed upon by both the employee and supervisor.there are eight condition to consider when setting standards of performance i.human resource development .it has been known by several names . MCB shows concerns for employee development programs because it makes positive contributions to organizational performance . all staff members need ongoing feedback about organizations expectations and their performance.employee development is the process which includes an ongoing and joint effort of the employee and the organization and in which work is done to upgrade employee’s knowledge .training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings . Setting performance stander and expectations Standard of performance provided the basis against which the individual can be effectively appraised .and learning and development . all staff members whether working with a long term employee or problem employee. Performance management Setting performance stander and experience Performance management is one of the most important parts of supervisor’s job whether working with long term employee or a problem employee. 15 .

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Organizational career management Job change with organization Promotion In MCB .this task may be quiet difficult when the individual lacks knowledge of career opportunities and /or is not fully aware of their talents and abilities. public services department or other body 17 . The career management process begins with setting goals /objectives . Types of compensation and benefits.most people view promotions positively. as they indicate that the individual being promoted is successful. valuable and useful .is an increase in rank which may also be accompanied by a raise in pay.a relatively specific goals /objective must be formulated .in many workplaces. benefits and responsibility .Employee compensation and benefits In an addition to competitive base salaries and incentive opportunities MCB also offers comprehensive and competitive benefits to both full time and part time employees compensation is one of the top issues which the employees look at when they want to join organization. People actively work towards promotion and its accompanied benefits Transfer In MCB the change of an employee from one position to another position with the same salary range maximum is termed a “transfer” Demotion A demotion is a reduction in an employee’s rank or job title with in the organizational hierarchy of company.

Depending on the case the decision may be made by the employee the employer or mutually agreed upon by both. they are hedging against any losses due time.Separation There are four types of separation layoff termination. 18 . 2: when company faces financially difficulties. Resignation A resignation is a personal decision to exit a position. Who has committed to buying up all unsubscribed shares during a rights offering entering into the contract and selling the shares in other words. Termination Termination of employment is the end of an employee’s duration with employees. a persona may also Semi – retire by reducing work hours. though outside pressure exists in many cases. performances. This is method whereby an investment banking firm. resignation and retirement Layoff When a company eliminated jobs regardless of how good the employees. made by investment bankers that minimizes the potential down side associated with a commitment to purchase and sell a stock issue unsubscribed by stock holders holding rights. 1: A risk reduction. A resignation is the formal act of giving up or quitting one’s office or position Retirement Retirement is the point where a person stops employment completely.

establishment of a relationship of mutual consent &mutual trust &respect between labor and management. and reporting performance measure and processing metrics.training and in resolving other issues which MCB faces identify vacancy. o Managing the Reponses o Short listing o Arrange interviews Conducting interviews and decision making and common strategies include peer interviews. panel interviews. Reporting include surveying applicants and hiring mangers collecting and analyzing Applicant flow data.compensation . Prepare job description and person specification Advertising the vacancy and sourcing focuses on activities to attract both passive and active candidates.Labor management relations IN MCB labor management relations are based on mutual trust between labor and management .(2)creating a mechanism for promoting constant and voluntary initiatives in continuous improvement (3)fully committed and through human resource development and (4)promoting teamwork aimed at pursuit of individual roles and optimization of entire team . 19 . Recruitment The step to step recruitment process followed by organization is: Job analysis is every important as job analysis information is used in selecting and recruiting . Employee compensation &benefits In an addition to competitive base salaries and incentive opportunities MCB also offers comprehensive and competitive benefits to both full time and part time employees compensation is one of the top issues which the employees look at when they want to join organization. personnel management is conducted in accordance with four basic principles :(1) creating a workplace environment where employee can work with their trust in the company .performance appraisal . and the use of behaviorally-based interview techniques.

20 . Pick your HRIS carefully based on the capabilities you need in your company. and reporting performance measure and processing metrics. hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Normally packaged as a data base.performance appraisal . Managing the Reponses Short listing Arrange interviews Conducting interviews and decision making and common strategies include peer interviews.training and in resolving other issues which MCB faces identify vacancy. payroll. data tracking. Reporting include surveying applicants and hiring mangers collecting and analyzing applicant flow data. and accounting functions within a business. Prepare job description and person specification Advertising the vacancy and sourcing focuses on activities to attract both passive and active candidates.compensation . and data information needs of the Human Resources.Recruitment: The step to step recruitment process followed by organization is: Job analysis is every important as job analysis information is used in selecting and recruiting . and the use of behaviorally-based interview techniques. Human resources of information system The Human Resource Information System (HRIS) is a software or online solution for the data entry. management. panel interviews.

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