SUBJECT PRINCIPLES OF HRM

SUBMITTED TO MAM AMBREEN MALIK

SUBMITTED ABDUL
BY
HASEEB
{6920}
{6783}
MALIK

{6923}
ARFEEN
COMPANY NAME
HAIDER
PARTICIPENTS
ABDUL HASEEB MALIK MUHAMMAD JAMAL ARSHAD
MUHAMMAD JAMAL

ARSHAD ARFEEN HABIB BANK LIMITED

HAIDER

1
ACKNOWLEDGMENT
First of all we are very much thankful to Allah Almighty to give us health and ability to
analyze and write this report. After that we are thankful to our respected teacher “mam
ambreen malik ”who gave us this project. Which provide the wonderful opportunities to learn
and also opened the different dimension of thinking. Last but not the least we would like to
thankful of managers of HBL who provides the information to completion our report. It is all
about our teamwork and coordination, that we have been able to achieve our goal. Working
professionally and effort from each.

2
DEDICATION
This piece of work is dedicated to our beloved parents and our teacher Ambreen Malik who
always helped us out in the times of woe and stress. And taught us to follow the path of truth
justice and to all who love and care about us.

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Table of Contents
PARTICIPENTS ...................................................................................................................................
1
ABDUL HASEEB MALIK .................................................................................................................. 1
MUHAMMAD JAMAL ARSHAD...................................................................................................... 1
ARFEEN HAIDER ............................................................................................................................ 1
ACKNOWLEDGMENT......................................................................................................................... 2
DEDICATION......................................................................................................................................
3
OUR BRAND ......................................................................................................................................
6
VISION ..............................................................................................................................................
6
MISSION ...........................................................................................................................................
6
VALUES .............................................................................................................................................
6
INTRODUCTION TO COMPANY ......................................................................................................... 6
HISTORY........................................................................................................................................ 6
ORGANIZATION............................................................................................................................. 6
RECRUITMENT AND SELECTION ........................................................................................................
7
RECRUITING GOAL ........................................................................................................................
7 HUMAN RESOURCE MANAGEMENT
STRUCTURE: ......................................................................... 7 RECRUITING
SOURCES................................................................................................................... 7
ANALYSIS OF POSITIONS AND
REQUIREMENT: ................................................................................. 7
IDENTIFY CANDIDATES:.................................................................................................................
8
EXTERNAL SEARCHES ....................................................................................................................
8
ADVERTISING ................................................................................................................................
8
EXTERNAL SOURCES OF
CANDIDATES: .............................................................................................. 8
CAMPUS RECRUITMENT:............................................................................................................... 8
As part of HBL’s human resource strategy, HBL ............................................................................
8
To attract the best young talent, HBL’s resource . ........................................................................ 8

4 FINDING INTERNAL
CANDIDATES:..................................................................................................... 9
Job posting:...................................................................................................................................
9
 MODES OF INTERVIEW:............................................................................................................... 10
TYPES OF QUESTIONS: ................................................................................................................ 10
SELECTION INTERVIEW:............................................................................................................... 10
RESPONSES TO ORAL INQUIRIES. ....................................................................................................
10
FINAL SELECTION: ....................................................................................................................... 11
ORIENTATION: ............................................................................................................................ 11
RELIABILITY AND VALIDITY RELIABILITY: ......................................................................................... 11
TEST VALIDITY:............................................................................................................................ 11
TYPES OF TEST:............................................................................................................................ 11
INTELLIGENCE TESTS: .................................................................................................................. 12
APTITUDE TESTS:......................................................................................................................... 12
TESTS OF PHYSICAL ABILITIES:..................................................................................................... 12
CUT OFF SCORES: ........................................................................................................................ 12
TRAINING AND DEVELOPMENT ...................................................................................................... 12
NEEDS ANALYSIS ......................................................................................................................... 12
INSTRUCTIONAL DESIGN: ............................................................................................................ 12
VALIDATION:............................................................................................................................... 12
EVALUATION:.............................................................................................................................. 12
EMPLOYEE TRAINING .................................................................................................................. 13
COACHING OR UNDERSTUDY:..................................................................................................... 13
HBL’S GOALS AND OBJECTIVES: .................................................................................................. 13
SUCCESSION PLANNING: ............................................................................................................. 13
EMPLOYEE DEVELOPMENT: ........................................................................................................ 13
JOB ROTATION:........................................................................................................................... 13
SPECIAL ASSIGNMENTS:.............................................................................................................. 13
ACTION LEARNING: ..................................................................................................................... 13
OUTDOOR TRAINING: ................................................................................................................. 13
ORGANIZATION DEVELOPMENT: ................................................................................................ 13
ISSUES FACED IN SOME BRANCHES DURING COVID 19 PANDAMIC ............................................ 14
CONCLUSION: .................................................................................................................................
14
RECOMMENDATIONS: ....................................................................................................................
15

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OUR BRAND
HBL's 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
"Enabling people to advance with confidence and success"

MISSION
"To make our customers prosper, our staff excel and create value for shareholders"

VALUES
HBL's values are the main principles that define its corporate culture. These are brought to
life through the Bank's employees' attitudes and behavior.

INTRODUCTION TO

COMPANY HISTORY
Originally established in 1941,
HBL moved its operations to
Pakistan in 1947 at the request
of Muhammad Ali Jinnah, hence becoming the first commercial bank to lay its foundation in
the country. Embarking on a progressive journey, HBL continued to grow and expand in the
successive years. The Bank's first international branch opened in Colombo, Sri Lanka in 1951,
while the construction of the iconic Habib Bank Plaza was completed in 1972, the year that
also marked the commemoration of HBL's 25th anniversary.
With a sizeable domestic share, HBL was nationalized in 1974. The Bank became a trend
setter in the banking industry, acquiring the lion's share in inward foreign remittances and a
major market share in loans to small industries, traders and farmers.
In February 2004, the Bank was privatized and management control was handed over to
AKFED. By April 2015, the Government of Pakistan divested its entire shareholding of
41.5% through the Privatization Commission of Pakistan, making HBL Pakistan's largest
private Bank.
HBL has not just been a pioneer in the banking industry, but has also been a platform that has
enabled dreams for millions of people. It has time and again, proven to be a catalyst for
change by initiatives that have elevated Pakistan‟s image and reputation. From bringing back
international cricket to Pakistan through HBLPSL, to helping strengthen the economy of the
country through historic initiatives such as the Ehsaas Emergency Cash Program, HBL
continues to enrich lives

ORGANIZATION
HBL, Pakistan‟s largest bank, was the first commercial bank to be established in Pakistan in
1947. Over the years, HBL has grown its branch network and maintained its position as the
largest private sector bank in Pakistan with over 1,700 branches and 2,000+ ATMs globally,
serving 27 million customers across three continents. HBL is shaping the future through
paradigm shift as a „Technology Company with 6 a Banking License‟. The Bank‟s multiple
digital channels are helping it get closer to its customers through innovative and frictionless
ways.The Government of Pakistan (GoP) privatized HBL in 2004 through which Aga Khan
Fund for Economic Development (AKFED) acquired 51% of the Bank's shareholding and the
management control. The remaining 41.5% shareholding by the GoP was divested in April
2015. AKFED continues to retain 51% shareholding in HBL while the remaining
shareholding is held by individuals, local and foreign institutions and funds including CDC
Group Plc which holds 5% and International Finance Corporation which holds 3%.The Bank
is a leading full-service commercial bank. The key areas of operation are Branch Banking,
Corporate & Investment Banking, Treasury, SME & Rural Banking, Financial Institutions &
Global Trade Services, Transaction Banking and Islamic Banking. The Branch Banking
business is the mainstay of the Bank, positioning HBL as the largest retail bank in Pakistan
catering to all market segments. HBL Corporate & Investment Banking Group is a leading
provider of financial services to multinational and local corporate clients across the country.
The Bank also has the largest Treasury operations in Pakistan and plays a key role in
Pakistan's domestic markets.

RECRUITMENT AND SELECTION

RECRUITING GOAL
The first goal of recruiting, then, is to communication the position in such a way that job
seekersRespond. Why? The more applications received, the better the recruiter‟s chances for
findings an Individual who is best suited to the job recruitments. However, the recruiter must
provide enough information about the job that unqualified applicants can select themselves
out of job candidacy.

HUMAN RESOURCE MANAGEMENT STRUCTURE:

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 worldwide. The structure is as the
President is assisted by ten Senior Executive Vice-Presidents and a staff of 29Executive 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.

RECRUITING SOURCES
Recruiting is more likely to achieve its objectives if recruiting sources reflect the type of
position to be filled. Certain recruiting sources are more effective than others for filling the
types of jobs this is what the book says about recruitment sources. 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.

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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 different
Medias like newspapers and internet.

EXTERNAL SEARCHES
HBL uses outside sources for recruitment which are:

ADVERTISING
Newspapers (Daily Jung, Nawa-e-Waqt, The Nation, Dawn and Daily Khabrein etc.)
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).

EXTERNAL SOURCES OF
CANDIDATES:
Book will describe three forms of employment agencies: public or state agencies, private
employment agencies, and management consulting firms.1. Sadat Hider Marched Association
works for outsourcing for HBL.2. College recruitment3. Employee referrals4. Walk-ins.

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 HBL’s human resource strategy, HBL

Visits various universities across the country to induct & groom fresh business graduates
every year. Enthusiastic and talented youth form the backbone of its banking operations and
are nurtured to become future leaders at HBL.

To attract the best young talent, HBL’s resource .

Department employs a pro-active strategy. HBL actively participates in campus seminars by
giving presentations that Highlight HBL‟s back ground, Vision, mission, values, recruitment
&selection process, future career prospects and overall business strategies. HBL hires fresh
talenton a permanent basis and offer a wide range of career opportunities across all functions,
including Finance, Marketing, Operations, Information Technology and Human Resources.As
part of HBL‟s human resource strategy, we visit various universities across the country to
induct & groom fresh business graduates every year. Enthusiastic and talented youth form the
backbone of our banking operations and are nurtured to become future leaders at HBL. To
attract the best young talent, our resourcing department employs a pro-active strategy. We
actively participate in campus seminars by giving presentations that highlight HBL‟s
background, vision, mission, values, recruitment & selection process, future career prospects
and overall business strategies. We hire fresh talent on a permanent basis and offer a wide
range of career opportunities across all functions,
8 including Finance, Marketing,
Operations, Information Technology and Human Resources. 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.

FINDING INTERNAL CANDIDATES:

In HBL if internal employees are hired, even then the proper selection process is followed for
them. HBL hire any other employment agency or do this task on their own? If yes, then for
which positions? If HBL do internal search then by their Own and from Low management to
top management.

FINAL SELECTION WITHIN THE ORGANIZATION

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.

FINAL SELECTION WITHIN THE ORGANIZATION:

After going through all the processes the best candidates according to HBL‟s selection boards
are selected.

EMPLOYEE REFERRALS:
One of the best sources for individuals who will perform effectively on the job is are
commendation from a current employee. Why? Because employees rarely recommend
someone unless they believe that the individual can perform adequately. HBL mostly hire
those candidates who‟s under employees referrals due to financial records because the records
are so risky. And employee referrals may also minimize an organization‟s desire to add
diversity to the workplace.

RECRUITMENT ALTERNATIVES:
More and more companies today are looking at hiring temporary help (including retirees),
leasing employees, and using the service of independent contractors.

EMPLOYEE LEASING:
Individuals who are hired by one firm and sent to work in another for a specific duration of
time. Whereas temporary employees come into an organization for a specific short-term
project, leased employees typically remain with an organization for longer periods of time.
HBL hired leased employees those who are for longer period of time because these employees
are also well-trained individuals. They are screened from the leasing firms, trained
appropriately and HBL checked their performance on daily basis.

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SELECTION PROCESS:
This process involves selecting the employees by follow the eight steps that include the initial
screening interview, completion of the application form, employment test, and comprehensive
interview, background investigation, realistic job preview, conditional job offer,
medical/physical exams, permanent job offers. Selection process HBL follow is that Written
test followed by panel interview. HBL prefer Test& interview conducted while doing selection
of new employees

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.

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

SELECTION INTERVIEW:
Formats used in selection interview:

Structured/Directed
Unstructured/Non directed

MODES OF
INTERVIEW:
• Panel interview
Structured sequential
interview

TYPES OF
QUESTIONS:
Situational
Job Related
Stress
Puzzled
Questions

SELECTI
ON
INTERVI
EW:
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. 10

Yes, HBL are providing opportunity of initial screening to their candidates
HBL are providing the realistic job preview to their candidates. Brochures, videos etc. source
HBL are using these sources. Structured interviews HBL conduct for interviewing new
We ask this question from the HR manager of HBL that what type of test you take from the
candidates? (Written etc., work sampling, performance simulation, assessment, centers) then
he replied HBL used written test from the candidates.

Internal method in background investigation HBL follows for selection a new candidate.
Bound sign type of conditions HBL put while offering the conditional job.

FINAL SELECTION:
After going through all the processes the best candidates according to HBL‟s selection boards
are selected.

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

RELIABILITY AND VALIDITY RELIABILITY:

For any predictor to be useful, scores it generates must possess and acceptable level of
reliability or consistency of measurement. This means that the applicant‟s performance on any
given selection device should produce consistent scores each time the device is used.
Although HBL attempts to provide accurate, complete and up-to-date information, which has
been obtained from sources that are considered reliable, HBL makes no warranties or
representations, express or implied, as to whether the information provided on or via this
Website is accurate, complete or up-to-date. HBL makes no representations and disclaims all
express, implied, and statutory warranties of any kind to you or any third party, including, but
not limited to, representations and warranties regarding accuracy, timeliness, completeness,
merchantability, or fitness for any particular purpose. HBL assumes no responsibility for the
consequences of any errors or omissions.

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

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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.

CUT OFF SCORES:

Cutoff scores predictors helps in maximize Correct Hires and Correct Rejection. A cut-off
score represents a standard of performance that is set in a selection process with the objective
of identifying the best qualified candidate(s). In setting a cut-off score, you are deciding on the
level of performance that a candidate must display to be considered further. Often the
objective of identifying the best qualified candidate(s) will be achieved most efficiently by
setting a standard of performance above just a minimally acceptable level. Higher scores on
selection instruments are usually associated with higher levels of job performance. The
expression "more is better" captures this notion. The manager may want to consider only
candidates showing higher levels of performance. Whatever the initial preference of the
manager, he/she will want to consider several factors before making a cut-off score decision.
HBL get success in hiring of corrects hires and correct rejection because it provides training
to the news employees as well as also the 17 and its onward grades employees and if such
employees passed the special courses of CTR (Common Training Program Lahore) so then
they will also selected for the higher grades so in such a manner organization wills knows that
who is correct or wrong for an organization.

TRAINING AND DEVELOPMENT

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 program‟s successes or failures.

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EMPLOYEE TRAINING
To improve its skills that will help them in the job. HBL offers in house training to their new
candidate. Means to design the learning experience that will help the employees training
approaches mostly used by HBL
COACHING OR UNDERSTUDY:
it is done at all level of the jobs. 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:

CASE STUDY METHODS:
Special case studies are given to employees which contains some dilemma about banking
sector. By solving those case study problems employee get straining 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 the
new horizons of banking sector which is useful for HBL and makes it leading bank in
Pakistan.

SUCCESSION PLANNING:
It is actually management developing program. Succession planning is a process through
which senior-level openings are planned for and eventually filled. HBL‟s Management
Trainee (MT) program deals with succession planning.

EMPLOYEE DEVELOPMENT:
Future oriented training that is for the personal growth of employees.

JOB ROTATION:
Moving a trainee from department to department to broaden his or her experience and
identify strong and weak points. HBL‟s Manager Associate program is used for job rotation
training.

SPECIAL ASSIGNMENTS:
These assignments are actually related to tasks within the branch by achieving those tasks
assigned by trainer, employee get training.

ACTION LEARNING:
Management of HBL trainees are allowed to work full-time analyzing and solving problems
in other departments.

OUTDOOR TRAINING:
Outdoor training typically involves some major emotional and physical challenge.

ORGANIZATION DEVELOPMENT:
It is important to recognize that organizations change from time to time. Convince health
education type of benefits and packages HBL provide to your employees. Organizational
development facilitates long-term organization-wide changes. It include different techniques

13
HBL mostly used the techniques of survey feedback from the employees on the basis of sort
out the problems if there is any and also the team building. Habib Bank Limited (HBL) is the
most recently privatized amongst the local big banks in Pakistan. HBL is the leading private
bank in Pakistan with over 1400 branches and international outreach of more than 30
branches across the Globe.

ISSUES FACED IN SOME BRANCHES DURING COVID 19 PANDAMIC

RAWALPINDI: Closure of branches of Habib Bank Ltd (HBL) in the name of
coronavirus in Rawalpindi areas extremely confused customers.Specifically the bani Chock
branch of HBL which has been shut since the outbreak of COVID-19 in March has become a
matter of concern for the account holders who are not allowed to operate their accounts from
this bank. The account holders used to stand outside the bank asking bank officials to open it
as they wanted to carry out some transactions which is necessary to fulfil their commitments
like sending or receiving amount from other cities or business sectors.Above all the account
holders who have kept lockers and kept their important documents and other precious things
in HBL Bani Branch are also not allowed to operate as per instructions issued by HBL head
office. This move immensely enraged account holders and this leaves negative impacts of
bank authorities. Sometime bank officials including guards have to face rude behavior of
account holders when they are unable to satisfy customers. Sometimes account holders
become so furious and say that they want to carry out transactions only through this branch
not through any other branch of HBL and on denial of their request they have threatened to
shut their accounts and open new accounts in branch of other bank situated right in front HBL
Banni branch. So this branch of HBL is also losing its old account holders which is not good
for the HBL. Interesting thing is that the branches of other banks including Meezan Bank,
UBL and ABL situated near Banni Chowk are operating without any hindrance by following
SOPs. This thing enraged account holders of HBL Banni Branch and they threatened to close
their decade long accounts if the bank authority will not review its decision to open this
branch. Bank manager of this branch said that he had written letters to HBL head office
regarding opening of this branch but still no instructions were given to open the bank. He said
that sometime he has to face humiliation by the account holders on not treating them because
they want to use their lockers which have a lot of their important things.Account holders of
this bank appeal to the HBL head office to issue instructions regarding opening of this bank as
this branch has many accounts which were opened more than five decades ago and mitigate
their problems regarding bank dealings.

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. HBL is clearly the best
bank operating in Pakistan. Corporate and commercial functions are distinguished features of
HBL experiencing a good reputation and reasonable mark up with respect to prevailing
market markup with assurance of satisfaction and support. HBL has more customers as
compare to other banks, if they give proper attention to every customer then in few years it
will be the leading bank of the country.

14
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. In this regard NBP has set best example. The management should try
to decrease job insecurity among the employees. Training program should be started for
internees and newly appointed employees. The bank charges high service charges as
compared to the other banks, so these should below 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.

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