BANK OF PUNJAB

TAQWA
1 Introduction

2 Core Values

3 HR & Life at BOP TAQWA

4 Recruitment & Selection

5 Assessment and Rewards

6 Training and Development

7 Recommendations
 Vision

“To be the market leader through

introducing innovation, convenience and
expediency in Islamic Banking Market

www.meezanbank.com
QUAID SAYING
 INTRODUCTION

◈ BOP TAQWA is largest growing Islamic bank, is a publicly listed

company with a paid-up capital of Rs. 10 billion.
◈ Fastest growing financial institution.
◈ Now it has a network of over 490 conventional and 73 islamic
branches in over 140 cities across Pakistan
◈ BOP TAQWA offers a complete range of Islamic banking products and
services
 CORE VALUES

◈ Shariah Compliance
◈ Integrity
◈ Professionalism
◈ Service Excellence
◈ Social
◈ Responsibility
◈ Learning
◈ Fairness
◈ Respect for individual enterprise and performance
www.meezanbank.com
 CULTURE OF BOP TAQWA

◈ Islamic Culture:
The employees are groomed well to understand the trading and banking
from Islamic point of view.
◈ Innovative Culture:
BOP promotes the new ideas and appreciate its employees for giving
new and innovative ideas.
◈ Customer Responsive Culture:
The employees of the BOP TAQWA are continues in their desire to
please the customers
 ENVIRONMENT OF BOP TAQWA

◈ Sophisticated environment
◈ friendly environment
◈ group coordination
◈ Vertical and Horizontal communication
◈ Formal code of ethics
 EMPLOYEES

The Bank expects its employees to be

◈ Sober
◈ Truthful
◈ Committed to excellence
◈ Empathetic
◈ Professional
◈ Extremely loyal
◈ Dependable friend
◈ Trust worthy business partner
◈ Committed to the cause of Islamic Banking
www.meezanbank.com
 HR DEPARTMENT OF BOP TAQWA

◈ BOP TAQWA, has been acknowledged with 5th position for Best HRM
Practices in 2017 in the category of ‘Large National Companies’ by
Employers Federation of Pakistan (EFP).
 BUSINESS MODEL

Dominant features of Harvard Map

◈ Involvement of Employees in decision making
◈ First preference for Internal Recruitment
◈ Sophisticated Reward System
◈ Trust Culture
◈ Duties and positions are clearly defined

By this they achieve Commitments, Congruence, Competencies & Cost

effectiveness.
 STYLE

◈ BOP TAQWA used both Autocratic and Democratic style

simultaneously
◈ It also give authority to its employes but final decisions are
taken by top management
 BUSINESS MODEL

◈ Strategic policy areas of Harvard Map

◈ HR Flows
◈ Rewards
◈ Employee influence
◈ Work systems
◈ HR outcomes
 OUTCOMES

◈4Cs
◈ Commitment
◈ Congruence
◈ Competencies &
◈ Cost effectiveness
 KNOWLEDGE MANAGEMENT

◈ Both implicit and explicit Knowledge

◈ Culture of Trust and Knowledge sharing
◈ Every Friday is scheduled for a test and training session
◈ Employees are given training to use new technology effectively
◈ Every employee has the detailed information about the processes
related to his work.
 A HIGH PERFORMER

◈ Full customer satisfaction, Continuous Improvement & Quality Service

◈ It provides job security to the employees
◈ IT aimed to identify the competitive and job related attributes in their
employees
◈ In BOP, there is participative decision making
◈ High Reward System
◈ Proper training and developments
◈ Co-operation between employees to reduce Status Difference
◈ Culture of Trust is enabling to share information
 RECRUITMENT
STRATEGIES

◈ Suitability and Culture fit approach is used

◈ Skills are predefined
◈ They try to match the skills of an employee with predefined skills
◈ Employee is judged whether a person will fit in the culture or not during interview
◈ Batch Hiring
 Job Posting  Experience Hiring
 Rehiring  Internet
 Texting
 Succession Planning  Dot-Job Domains
 Virtual Job Fairs
 Media
 Employment Agencies
 Referrals and Walk-Ins
 RECRUITMENT
METHODS

Internal Recruitment:
◈ Company have the record of each employee and they are given an offer of
promotion
◈ Jobs are posted on websites for internal recruitment
◈ Words of Mouth is used to communicate the information

External Recruitment:
◈ Company’s 2nd choice when internal potential candidate is not available
◈ Important jobs are filled through this
 JOB ADVERTISEMENT TOOLS

◈ Job posting on Website

◈ Newspaper
◈ Agencies like ( Meezan.rozze.pk, Indeed.com.pk, Mustaqbil.com) etc.
◈ Professional journals
◈ Linked in
 ANALYSIS OF POSITIONS AND
REQUIREMENT

◈ It is analyzed that which position is going to be filled

◈ Job analysis is done
◈ The requirements and Task Duties are defined in JD
SELECTION PROCESS
 PRE-SELECTION

◈ MBL CVs. Selection board goes through those CVs

◈ Selects those candidates which initially fulfill criteria of selection board
◈ Selection board short lists the candidates fir initial level
 SELECTION TOOLS

Two tools are used for

Selecting an employee:

◈ Test
◈ Interview
 SELECTION INTERVIEW

◈ Selection interview is conducted with short listed candidates

◈ This interview is done on regional HR department of Meezan Bank Limited
◈ It is board panel interview
◈ Branch Manager is only present in interview
 TYPES OF QUESTIONS???

◈ Both structured and unstructured questions are asked

Types of Questions:
◈ Situational
◈ Job related
◈ Experiences
◈ Puzzle questions

Test:
◈ After interview, The applicant is called in Head Office for a written test.
◈ The test includes questions related to Islamic Banking, Job related and experience
based
  
PERFORMANCE MANAGEMENT
AND APPRAISAL
◈ System ensure that goals are met in an effective and efficient manner
◈ Defines a clear path for their employees to contribute to the organization’s overall
goals
◈ They use Line Management appraisal system for all staff
◈ The scale that lists a number of traits and a range of performance for each
employee is used. (Key Performance Indicators)
◈ Feed back is shared with employees
◈ Tasks and Objectives are defined at top level and then communicated
◈ Points are awarded for achieving targets
 REWARDS

Combination schemes
I. Fixed level of Pay
Fixed level is determined by responsibility, Seniority, experience and duration of
employment in the organization.

II. Reward linked to KPI

Precisely calculated rewards are given on the basis of KPI’s.

III. Group based Bonuses

A group that achieves the goal is given bonus
 REWARDS

Other benefits are

◈ Medical insurance
◈ Pay off
◈ House rent
◈ Loan facilities
◈ Bonuses (group based)
◈ Telephone bill exemption
◈ Leaves (45 annually)
◈ Car facility
◈ Medical bill exemption
 TRAINING AND DEVELOPMENT

◈ core management activity

◈ It is based on following key areas
  PROCESS
 STANDARDS OF EXCELLENCE
 LEARNING MECHANISM
 PROCESS

◈ Identification of training & development

needs
◈ Organizational level
◈ Job Level
◈ Individual level
 COMPETENCY PROFILING

◈ The main analytical tool

◈ Competency profiling is a tool of describing an area of
knowledge, skill, or ability.
◈ Job Competency Profile: The skills and knowledge
required for performing a job to a given standard.
◈ Personal Competency Profile: The skills and knowledge
of an individual.
 PDPS

◈  The core planning mechanism:

◈ A tool by which skills and learning needs are
transformed into development solutions.
◈ This helps Meezan bank in improving performance
of employees in their current roles.
◈ Progress in their careers in the Bank.
 STANDARDS OF EXCELLENCE

◈ The success of BOP is dependent on the employees,

striving to achieve standards of excellence in their
jobs.
◈ Competencies can play an important role in this
process by helping individuals to define the job
standards, which will help the employees in
achieving the quality results
 LEARNING MECHANISM
Flexible Learning:
• On the job training
• Coaching
• Mentoring  Business Training
• Reading and research  Distance Learning
• Expert briefing  Career Planning
• Team-based activities
• Project assignments.
• Job swaps

Management Development
Program:
• Develops employees in the core
competencies with respect to there job
positions
THE ROLE OF DEPARTMENT HEADS IN THE
TRAINING AND DEVELOPMENT PROCESS

◈ Is to supports and develops their team members

◈ Is to works with their team members to identify training
& development needs
◈ Is to create and facilitate learning opportunities
◈ Is to make the effective use of Training & Development
Activity Plan (Annual Training Calendar)
◈ Is to conduct training programs as designed
◈ Is required to commit a minimum of 20 hours of formal
training per annum
 RECOMMENDATIONS

◈ To ensure the effective Recruitment & Selection Process

◈ Referrals should be ignored at the selection and hiring process.
◈ To ensure the implementation of all the policies at ground levels
◈ 360 degree or other performance evaluation tools should be applied
to ensure the performance of branch heads as well as department
heads.
 RECOMMENDATIONS

◈ Performance appraisal should be on merit and unbiased and

favoritism free.
◈ Job rotation to increase the level of motivation and trust to the
organization.
◈ There is lack of healthy and entertainment activities like excursions
on weekend, parties and other important days, celebration in their
tidy life. Such activities should be encouraged at once in a month.
THANKS!