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Career

Planning

What is Career?

Dictionary meaning of career is

an individual's "course or progress through

entire life (or a distinct portion of life)". It is

understood mainly to be concerned with the remunerative or professional work and

also, sometimes with formal education.

What is Planning?

Planning the process of making plan is called planning, and Plan is a written document describing how to achieve goals.

What is Career Planning

  • Career planning consists of activities and actions which take you to achieve

your individual career goals. Career planning help you in

  • Understanding where you are

  • Deciding where you want to be

  • Making the changes and adjustments necessary to get there

Career Planning Process

  • The career planning process can be divided into six steps:

  • Self-Assessment(there is no substitute for knowing yourself)

  • Career Exploration

  • Targeting/job search

  • Career Preparation

  • Marketing Yourself(the more you know, the greater your marketability)

  • Career Management

Advantages of Career

Planning:

  • A well structured career plan in an organization helps

it to retain those employees whom the company

wants and to motivate them fully to use their potentials, talents and capabilities in the best possible ways.

  • A good career planning system sends out a message that the organization believes in providing fairness and equal opportunities to all its employees with transparency.

  • Since training and development of employees is an integral aspect of career planning, it prepares more competent professionals in the organization on an ongoing basis. This is advantageous to the organization as well as the employees.

Who's Responsible for

Planning Your Career?

  • You have the lead responsibility for

planning your career. Supervisors, managers, and your agency can provide

you with meaningful assistance in this

process.

  • Challenges in Introducing Effective Career Planning Structure

  • Competent human resource is scarce and all the organizations compete for it.

  • Hence attracting, satisfying, motivating and retaining the competent people are a huge challenge.

  • On top of it, in situations when the growth opportunities for the employees are less in the organization, meeting the expectations of all the talented and capable persons is an additional challenge.

  • Yet another challenge in career planning is how to provide support to the marginal or average performers and how to facilitate the separation of the poor performers from the organization in a dignified manner.

Elements of Well Structured

Integrated Career Planning System

It is necessary for the organizations to design a well structure integrated career

planning system for its employees which

may preferably contain the following elements:

  • Competency model

  • Performance appraisal system

  • Mentoring and career coaching

  • Establishing corporate campus

  • Job rotations, job enrichment and job transfers

  • Training and development

Competency-based HR

Individual Career Plan(ICP)

  • Individual career plans (also referred to as

career action and development plans) can

be looked at as an outline that helps a person figure out the steps he needs to take in order to achieve his ultimate career

goals.

  • The plan contains an organized list of the individual's work-related experiences,

education, preferences and other

groundwork to illustrate his career choices and to help develop a career action plan.

See a Career Counselor

  • The career counselors at your college are trained professionals who can

help you

  • discover your strengths and weaknesses

  • evaluate your values and goals

  • sort through what type of career you want

  • They will not tell you what to do, they will simply help identify what factors may lead to successful and

interesting career options

Understanding Yourself

  • What is the kind of work I like to do?

  • What activities give me the most satisfaction?

  • What is the environment in which I would like to work?

  • What kind of people do I like to work with?

  • What kind of abilities do I want to build on?

Key Questions

  • What motivates you?

  • What is your idea of an „ideal‟ job?

  • What makes you excited?

  • What kind of job would be most fulfilling?

  • What kind of work should you stay away from?

  • Where are you weak?

  • Where should you change or improve?

Short Term Planning

Short term career planning focuses on a

timeframe ranging from the coming year to

the next few years.(1-3)

Long Term Planning:

Long term career planning:

Involves a planning of five years or longer and a broader set of guidelines and

preparation.(5-10 or 20 years)

Marketable Job Skills

Overview

There are a five

main marketable job skills that you should not only be

aware of, but

possess and include in your career planning assessment.

Communication

Marketable Job Skills Overview There are a five main marketable job skills that you should not

Research and

Planning

Marketable Job Skills Overview There are a five main marketable job skills that you should not
Marketable Job Skills Overview There are a five main marketable job skills that you should not

Work

Survival

Human

Relations

Marketable Job Skills Overview There are a five main marketable job skills that you should not
Organization, Management and
Organization,
Management
and

Leadership

Career Strengths

Your strengths are the positive aspects of your

life that make your knowledge and work experience different from everyone else.

Examples:

  • Work experience

  • Education

  • Strong technical knowledge within your field

  • Specific transferable skills such as communication, teamwork and leadership.

  • ethic, self discipline, ability to work under

Personal characteristics such as strong work

pressure, creativity and high level of energy

  • Good contacts or successful networking

  • Interaction with professional organizations

Career Weaknesses

  • Although you will feel uncomfortable discussing your possible weaknesses, it

may be necessary to do so in an

interview. You should always try to turn

your weaknesses into a positive,

showing that you have changed or are trying to apply a change to lessen these

weaknesses.

Networking

Have you ever heard the phrase “It‟s all in who you know?” It‟s stated because it‟s true. Many

people land jobs because they form a

relationship with another .Network contacts often turn out to be the best source of

information.

  • They provide you information about careers.

  • They counsel you in interests, skills, experiences and goals.

  • They generate job leads.

Networking can happen anywhere, if you keep your eyes open to the opportunities that exist

around you in your everyday activities.

Where to Network

Here are a few great places to network:

  • One to one meetings

  • Conferences and Conventions

  • Career or Job Fairs

  • Academic/Training Settings

  • Networking meetings

  • The Internet

  • Social/Community settings

Networking Strategies

Networking with others to further your career path is not

as hard as it may sound.

It can be as easy as

starting up a conversation with a person in a training session to calling an executive and building a relationship.

No matter how you network, you should have a strategy for what you can get out of the networking session.

A networking strategy consists of:

  • Establishing well-defined goals

  • Setting objectives to reach those goals

  • Creating a plan to meet those objectives

Goals

Goals should:

  • Reflect your own values, not societies

  • Be realistic and Attainable, not fantasies

Goals Goals should:  Reflect your own values, not societies  Be realistic and Attainable, not

Objectives

Objectives are the “mini goals” along the

way to a goal.

Objectives should be:

  • Measurable

  • Realistic

  • Logical means to a desired

A plan is a written document describing how to achieve goals

A plan should:

  • Be systematic

  • Fit your personal style

  • Fit your goals

  • Be based on thorough preparation

UNITED BANK LIMITED

  • United Bank Limited was established on November 7, 1959 and incorporated as a

Public Limited Company under Companies Act 1913

  • Officer The Bank is currently operating 1056 Branches Domestically and 15 Branches Overseas (USA, Qatar, UAE, Bahrain and Republic of Yemen).

  • UBL hold 51% of its total shares other

49% shares are owned by Government.

HRM Process in the

Organization

  • The Human Resource Department of UBL is responsible to the following activities in the organization:

    • Recruitment & selection of employees

    • Increase the existing skills of the employees through the arrangement of in-house and external training

    • Orientation of new employees

    • Compensation & benefits

Training Programs

HR Department:

How

to

monitor

and

evaluate

performance

management system for staff How to maintain Internal & External Training Record

Recruitment & selection process

UBL BANK’S management recognizes the importance

of trained and highly skilled persons in every field. To achieve this purpose, efforts are made to train and develop the employees at a level which is beneficial generally to the employee and specifically to the bank.

Following trainings are given to its employees:

Eternal Training

 

Internal Training

EXTERNAL TRAINING:

On completion of training, Copy of handouts & Certificate is schedules collected from Trainee Send nominees
On completion of
training, Copy of
handouts & Certificate is
schedules
collected from Trainee
Send nominees for
External training
According to scheduled
dates

Prepared Annual Training Program

Annual Training Program Approved & signed by Director (HR)

Request is sent to Training Institutes For annual training

External training record Form is filled out for evaluation

After receiving Training Calendars, it is sent to Concerned In charges for nominations

After 3 months, evaluation Is done by Head of respective department

END

Internal Training

Externally After presentation Knowledge through a presentation Completion, internal training Record of employees is filled out
Externally
After presentation
Knowledge through a
presentation
Completion, internal training
Record of employees is filled
out
Arrange attendance
from participants for
Internal training record by
HRD personnel

Presentation venue Is arranged by HR Department

Delivery of presentation

Get signatures of trainee & trainer in signatures column for record

Trained employee to share

Internal training record Is maintained by HRD Department

Preparation of presentation By trainer

End

Orientation: it is given to all employees

Hiring of new Employee in the

organization

Stage-3 Orientation Explanation of job description,

Common problem and their

resolution, Department Procedures, work instructions

Orientation: it is given to all employees Hiring of new Employee in the organization Stage-3 Orientation
Stage-1 Orientation Company Mission/Vision, Employee Benefits, Performance Appraisal, Employee Training
Stage-1 Orientation
Company
Mission/Vision, Employee
Benefits, Performance Appraisal,
Employee Training
Orientation: it is given to all employees Hiring of new Employee in the organization Stage-3 Orientation
Orientation: it is given to all employees Hiring of new Employee in the organization Stage-3 Orientation

Stage-2 Orientation

Department history, Role & Responsibility in the department, Departmental objectives, Relevant policies, procedure, rules

& regulations

Structure of HRM

Department

HUMAN RESOURCE DEVELOPMENT

DIRECTOR (HR) MANAGER (HR)
DIRECTOR (HR)
MANAGER (HR)

DY. MANAGER (HR)

Recruitment & Selection

Employee Requisition from Department

Interview Call
Interview Call

Final Interview by

D, GM & HR Deptt

Selection & Job Offer

Job Advertisement In Press

Recruitment & Selection Employee Requisition from Department Interview Call Final Interview by D, GM & HR

CV Receiving & Screening

Appointment

Letter

HRM Process in the

Organization

Performance Management:

Two separate methods of evaluating performance are used: one for supervisory cadre and the other for workers:

Management by Objective (MBO) management system for

supervisory cadre employees

GOAL SETTING:

  • Mutually agreed goals between the subordinate and the superior on yearly basis (Jul-Jun) every year

  • Each goal carries 25 points for 4 goals or 20 points for 5 goals

  • GOAL MONITORING:

Goals are monitored on quarterly basis on a

prescribed form namely Goal Monitoring PERFORMANCE EVALUATION:

Employee performance is measured on the

following basis:

  • Planning skills

  • Delegation & empowerment

  • Executing skills (including time and stress management)

  • Leadership & time building skills

  • Communication skills

  • Grievance & conflict handling

  • Cooperation, coordination & attitude towards work

  • Personal grooming & conduct

    • - These skills are graded: Below Average (1 point), Average (2 Points), Above Average (3 Points) & Excellent (4 Points)

Performance Management:

Performance Ratings:

  • Below Average

=

Upto 49%

  • Average

=

50-70%

  • Above Average

=

71-90%

  • Excellent

=

91-100%

SUGGESTED REWARDS:

  • Annual Increment: An employee whose performance is evaluated at 50% or above is rewarded for Annual Increment.

Other Rewards:

  • Letter of Appreciation:

Employees placed in the Excellent category have right to get a Letter of Appreciation

Promotion: An employee is promoted to the next cadre

  • subject to a vacancy, based on his performance.

  • Both (Letter of Appreciation & Promotion):An employees is rewarded Letter of Appreciation & Promotion to next cadre if his in charge recommend both rewards.

HRM Process in the

Organization

REWARDS:

  • Special Increment

  • Promotion to next cadre

Compensation

  • Basic Pay

  • Production Bonus

  • Medical Allowance

  • Housing Allowance

  • Conveyance Allowance

  • Provident Fund for workers

  • Gratuity for Staff

Benefits

Benefits

  • Leaves (Medical/Casual/Earned)

  • Health Insurance of Permanent Employees

  • Long Service Awards

  • Performance of Hajj

  • Visit to Sacred Places for Christian Employees

  • Interest free Motorcycle Loan

  • Transport

  • Free of cost Training (Internal & External)

Organizational career management

Transfer:

To fill a vacant vacancy

Mutual transfer (inter departmental change)

Surplus in the existing department

Partial physical unfit due to accident

To fill a vacancy as the transferee meet the required qualification/experience

Resignation:

Better opportunity

Organizational career management

Environmental conditions

Personal reasons

  • Retirement:

Retired at the age of 60 years

Premature retirement on medical grounds

Critical Analysis

  • The promotions awarded to the employees is on the basis of politics and not on the basis of performance, qualification and professional experience.

  • As I review the HR Functions of United Bank Limited I assessed that

UBL have strengthened its roots in the market place and competing with its competitors successfully.

  • At a vast level UBL providing online services and one of the leading banks in e-banking in Pakistan.

  • The Horizontal organization design of UBL is also the reason of its success because as compare to vertical organization design horizontal is better due to fast and easy flow of communication among the employees

  • The compensation and benefits plan of UBL are also very good as to its competitors.

  • They provide Paid-time off, Retirement, Disability Insurance, Education and training programs to their employees.

  • Employees stress handling during the work is also best. UBL handle stress of its employees like many of its competitors are not be able to handle. This is all the information that I get from UBL HR manager.

SWOT Analysis of the

Organization

  • Strengths:

1. 3 rd largest Bank of Pakistan in term of deposits

  • 2. 2 nd largest Privatized Bank of Pakistan

  • 3. UBL offering Customized Products and services aggressively better then its competitors

  • 4. Improved operational efficiency as to its past

  • 5. Extensive Branch network

  • 6. UBL Product positioning is very effective

  • 7. 1056 Branches all over Pakistan

  • 8. Stands in the list of Profitable bank in stock exchange

SWOT Analysis of the

Organization

Weaknesses

1. Accumulated losses pushed the bank to cut down its promotional activities in order to reduce expenses for last few years.

  • 2. The application time is also quite lengthy.

  • 3. UBL is a step behind in using new technology as compared to other banks

  • 4. All branches need orientation for customer dealing.

  • 5. Most of the employees are overload with the work and promotion is also not timely.

SWOT Analysis of the

Organization

Opportunities:

  • Bank can extend its network in other cities of Pakistan , it would increase their sales.

  • Proper orientation of employees in all branches can help them to cope up with foreign banks

  • Foreign remittances are another area as present

world wide control systems over transfer of currencies through illegal channels has facilitated the area for the banks.

  • Expansion of IT platform and internet based banking

system.

  • Interest of businesses in leasing facilities provides a healthy opportunity

SWOT Analysis of the

Organization

Threats:

1. Large and increasing competition

  • 2. Extensive promotion campaigns run by competitors.

  • 4. High operating costs

  • 5. Lack of huge deposits

Conclusion

  • UBL Bank is struggling hard to achieve

its goals and do their best to satisfy its

customer‟s requirements and presents

their products in precise manner.