Ijaz ul Hassan 7012

M.Amjad 7008

M.Mujahid 7034

Umair saif 7032

Tahir Abbas 7060

Presented By
Jazz up Hassan & Team mates
Introduction of HBL Job Analysis

History of HBL Recruitment

Objectives of HBL Selection

Mission and Vision Training

SWOT Analysis Compensation

Strategic planning Socialization

Conclusion And
Recommendation
 Introduction of HBL
 HBL was the first commercial bank to be established in
Pakistan in 1947
 1500 branches and 1,300 ATMs across the country
 51% own by the Aga
Khan Fund for
Economic Development
 42.5% by Government
of Pakistan
 7.5% by General public
 History of HBL
 Originally established in 1941, HBL moved its operations to
Pakistan in 1947 at the request of
Muhammad Ali Jinnah
 First international branch opened in
Colombo, Sri Lanka in 1951
 Iconic Habib Bank Plaza was
completed in 1972 at Karachi
 Objectives of HBL
The Objectives of the Habib Bank is given below

Broad Goal
Operating Goal
 Objectives of HBL

Broad Goal
As a nationalized commercial organization, Habib Bank
belongs to the people. It implies that it stands for
meeting the banking needs of the mass people of the
society.
 Objectives of HBL
Operating Goal
• To earn profit for the Bank itself and maximize its shareholder’s value.
• To provide solutions for multiple requirements of clients of diverse
• Financial nature.
• To manage with the changing trends of the modern day financial
market.
• To be a diversified bank by offering all basic consumer services along
with
• Specialized services
• Honest and ethical conduct, including ethical handling of actual or
apparent conflicts of interest between personal and professional
relationship.
• To provide employment opportunities to people.
 Vision of HBL
Simply the vision of Habib Bank is mass banking. At the time of
formation it changed its motto from class banking to mass
banking.

“To be the premier organizations operating locally and

internationally that provides the complete range of financial
services to all segments under one roof.”
 Mission of HBL

“To be recognized as the leading financial

institution of Pakistan and a dynamic
international bank in the emerging markets,
providing our customers with a premium set of
innovative products and services and
granting superior value to our stakeholders –
shareholders, customers and employees”.
 SWOT Analysis of HBL
Strength
• HBL is the oldest and is the richest in experience.
• HBL has the potential to encounter the competitive
environment in the market.
• The management of the bank believes in customer
focused banking rather than the product oriented
banking.
• The products and services of HBL are also the
strength of it. HBL has many products for almost all
type of customers.
• HBL is the largest private bank in Pakistan now and
people trust is very high.
• It has the largest branch network among private
banks of Pakistan.
 SWOT Analysis of HBL
Weakness
• Lack of communication between bank and customers
about terms and condition of products and services.
• Employees at branch level are not properly motivated
to work by heart. They take the all routine activities as
a boring job.
• We observed that some customers are facing problem
to physically visit the branch just to have bank
statement
• At many occasions HBL's ATM network gets slow and
the machines don't allow for transaction so they
should renew their ATM links.
• HBL is lacking of customer feedback.
• It has poor IT system.
 SWOT Analysis of HBL
Opportunities
• A large amount of foreign investment is
attracted.
• It has strong potential for growth.
• Islamic Banking is a growing market segment
that offers attractive opportunities to potential
and existing customers
• E-banking facility is also a new opportunity
which is a flourishing business in foreign
countries and can also be here, if HBL takes the
initiatives.
• HBL differentiate and increase its deposit by
offering attractive rate of return on deposits.
 SWOT Analysis of HBL
Threats
• The schedules of charges indicate that the fees
charged by the bank on the various services it
provides are high. It may result in decrease
in the number of its existing customers.
• Shortage of trained and specialized staff at
lower executive and officer levels.
• Highly attractive and advance services by other
banks to their customers.
• Other private commercial bank with sound
profitability is also a threat to HBL e.g. Bank Al
Habib, MCB etc.
 Strategic Choices

Business level strategies used by HBL are

• Differentiation
• Cost leadership
 Strategic Choices of HBL

• Differentiation
HBL’s strategy is to provide unique banking services to its
customers in banking sectors to make itself valuable for its
customers.

• Cost leadership
HBL aim is to become low-cost leader in banking sectors
that is why HBL is providing effective services in low cost.
 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
 Job Analysis

Employee Interview for Job Analysis

Job Description

Job Specification
 Job Analysis
• Employee Interview for Job Analysis:

Interview is a big source in collecting information in the job an

alysis. Individual employees, group of employees and
supervisors with vast knowledge about jobs are
interviewed. The format of interview is Structured and unstru
ctured. 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.
 Job Analysis
• 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 Analysis
• Job Specification:
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.
Identifies the knowledge, skills, education, experience,
certification and abilities needed to do the job efficiently.
HBL need only those employees who are skilled or qualified.
 Recruitment

Recruiting Goal:
 The first goal of recruiting, then, is to communication the
position in such a way that job seekers respond.
 The more applications received, the better the recruiter’s
chances for findings an individual who is best suited to the job
recruitments.
 The recruiter must provide enough information about the job
that unqualified applicants can select themselves out of job
candidacy.
 Recruitment
Recruitment Process:
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
requirements analyze by job analysis.
• Identify candidates:
HBL Identify its candidates by developing the criteria of job description and job
specification and acting upon these criteria job vacancy ads are spread through
different Medias like newspapers and internet.
 Recruitment Sources
Internal
Sources

External
Alternatives
Sources

Recruitment
Sources
 Recruitment Sources
External sources
Advertising
• Newspapers (Daily Jung, Nawa-e-Waqt, The Nation, Dawn
and Daily Khabreinetc)
• Trade and professional journals (Aurora Magazine)
• Internet job sites (rozee.pk)
• HBL uses a website for recruitment. 100% response HBL get
from the cyberspace recruiting(website).
Other External Sources
• Sidat Hyder Morched Association works for outsourcing for
HBL.
• College recruitment
 Recruitment
Internal sources
• Job posting:
Related to job’s advertisement, HBL posted the job
opportunity in their own personal internal website.
• 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.
• Employee Referrals
One of the best sources for individuals who will perform
effectively on the job is a recommendation from a current
employee. HBL mostly hire those candidates who are under
employees referrals
 Recruitment Sources
Alternatives
Employee leasing
Individuals who are hired by one firm and
sent to work in another for a specific
duration of time.
 Selection process

Pre Screening or Short Listing

Test

Interview

Final Selection

Orientation
 Selection process

• Pre-screening and short listing:

Selection board goes through those CVs and selects those
candidates which initially fulfill the criteria of selection board.
After prescreening the HBL selection board short lists the
candidates who are considered most suitable for job at initial
level on the basis of their resume.
 Selection process
• Test/ interview:
In this process short listed candidates are
called for test and interview according to
nature of their applied jobs.
Types of questions:
– Situational
– Job Related
– Stress
– Puzzled Questions
 Selection process
• Selection Interview:
Selection interview HBL is conducted for short listed candidates. A
selection interview is the procedure designed to predict future job
performance on the basis of applicant’s oral responses to oral
inquiries.
• Formats used in selection interview:
– Structured/Directed
– Unstructured/Non directed
Modes of Interview:
Panel interview
Structured sequential interview
 Selection process

• Final Selection:
After going through all the processes the best candidates
according to HBL’s selection boards are selected.
 Selection process
• Orientation:
• Just after final selection and before starting of training
process orientation is conducted for selected employees in
orientation new employees are provided with basic
background information about the HBL the basic contents of
successful orientation are
• Information on employee benefits
• Personnel policies
• The daily routine
• Company organization and operations
• Safety measures and regulation
 Employee Training

Special
Job rotation
Assignments

Coaching
Action
or
Understudy On The Learning

job
Training
 On The Job Training
• 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 HBL’s 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 trainee’s 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).

• 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. HBL’s Manager Associate (MA) program is used for job rotation
training.
.
 On The Job 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.
 Employee Training

Case
Outside
study
seminars
method
Off The
Job
Training
 Off The Job Training
• 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 borders. By participating
in outside seminars employee gets authentic knowledge about th
e new horizons of banking sector which is useful for HBL and
makes it leading bank in Pakistan.
 Compensation

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 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
médical, insurance, résidence, car, car fuel etc.
 Socialization
• Socialization process of adaption to a new work role. When the new
employees joined the HBL their way of working pattern is totally
different and interaction with colleagues is minor. In such away we
socialized them by giving team works that will help them to interact
with their colleagues easily and it will also help them to understand
the organization rules and regulations.
• HBL also socialized the employees by allowing them that they have
a right to share their ideas and their problems regarding to job. All
employees of each grade are considered to be an equal.
• If new employees facing problems related to the jobs so we motive
them by providing extra training courses that will help them about
their actual duties in an organization.
 Conclusion
• HBL is clearly the first choice of everyone who believes in
qualitative approach of banking an environment of highly
responsible people.
• Bank is enjoying a healthy market share and taste of
good status in terms of its operative features and
customer support.
• Corporate and commercial functions are distinguished
features of HBL experiencing a good reputation and
reasonable mark up with respect to prevailing market
mark up with assurance of satisfaction and support.
• HBL has more customers as compare to other banks, if
they given proper attention to every customer then in
few years it will be the leading bank of the country.
 Recommendations
• There should be authority in every region which ensures efficient
flow of communication and its understanding.
• HBL should immediately take brave steps towards the welfare of
experienced Habibians.
• The management should try to decrease job insecurity among the
employees.
• The bank charges high service charges as compared to the other
banks, so these should be lowered down.
• Surveys must be conducted regarding customer satisfaction level
and all employees of this dept. should look forward to getting
feedback whenever possible.
• Adding of value added features that offer competitive advantage is
also a means of avoiding customer dissatisfaction.