assignment hr

8/3/2019 Assignment HR

http://slidepdf.com/reader/full/assignment-hr 1/22

SUBJECT BUSINESS RESEARCH METHODS

SUBMITTED TO: ISMAIL KHAN

SUBMITTED BY: ASAD MANZOOR

SEMESTER: AUTMN 2010

TOPIC: RESEARCH PROPOSAL IN BUSINESS RESEARCH

ROLL NO: AH 523059

ALLAMA IQBAL OPEN UNIVERSITY

Department of Business Administration

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ACKNOWLEDGEMENT:

First of all, we are indebted to Al Mighty Allah who gave us courage and insight to complete

this assignment to the best of our capabilities and knowledge. The assignment has been compiledthroughout by experienced and intellectual support of officers & staff, which readily and so

kindly provided their guidance and assistance. Every ingredient of this assignment bears the

imprints of their suggestions and comments. We wish to express our wholehearted gratitude tothem for their timely & valuable assistance enabling us to complete the assignment as per

deadline.

I being the researcher for this study report acknowledge with gratitude the assistance of myteacher provided to me by the AIOU. Whose suggestions, advice and assistance made me able in

the preparation of this work.

Words are inadequate in offering my thanks to the project trainees and project assistants, for thisencouragement and cooperation in carrying out the 2nd assignment.

Finally, yet importantly, I would like to express my heartfelt thanks to my beloved parents for

their blessings, my friends/classmates for their help and wishes for the successful completion of

this 2nd assignment.

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ABSTRACT:

This study report is about the career planning. As the term suggests, career planning is the

process by which management ensures that it has the right personnel, who are capable of

completing those tasks that help the organization, reach its objectives. Another part of the

current assessment is the job analysis.

1-Assessing current human resources.

2-Assessing future human resource needs.

3-Developing a program to meet future human resources needs.

The issue is discussed in a very simple and understandable way so there would be no

misunderstanding or difficulty for anyone to understand the report. Then there is an

organization name BANK ALFALAH taken as an example so the concept of the issue will

be discussed in more simple way and with the practical example.

In whole this study report will cover all the main issues related to the career planning.

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TABLE OF CONTENTS:

TOPICS PAGE NO

Introduction of Topic 05

Case Study- BANK ALFALAH 07

Organizational structure 08

HRM dept and Bank Alfalah 08

Job Analysis 09

Recruitment 10

Training 12

SWOT Analysis 18

Conclusion 19

Recommendation 19

Reference 19

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INTRODUCTION OF TOPIC:

Career planning

The word career covers all types of employment ranging from semi-skilled through skilled, and

semi professional to professional. The term careers has often been restricted to suggest an

employment commitment to a single trade skill, profession or business firm for the entireworking life of a person. In recent years, however, career now refers to changes or modifications

in employment during the foreseeable future. Planning is an act of formulating a program for a

definite course of action; ” the act or process of drawing up plans or layouts for some project or enterprise the cognitive process of thinking about what you will do in the event of something

happening;

Career planning incorporates short-term and long-term career goals, personal goals andconstraints. You don't always have control over outside factors such as health and family issues,

but as far as possible, your planning process should incorporate the following stages:

Short-term

planning

Assess your skills, knowledge,

values, constraints and interests

Long-term

planning

Identify which new skills and

knowledge you want to develop

Research career opportunities

Should Formulate a careers action plan

with contingencies

Up to 5 years

ahead

Check the careers action plan for

realism

From 5 to

10 years

ahead

These cycles of short-term and long –term planning run in parallel and be reviewed regularly.

Career planning is a lifelong process, which includes choosing an occupation, getting a job,growing in our job, possibly changing careers, and eventually retiring. The Career Planning Site

offers coverage of all these areas. This article will focus on career choice and the process one

goes through in selecting an occupation. This may happen once in our lifetimes, but it is more

likely to happen several times as we first define and then redefine ourselves and our goals.Career planning comprised of four steps.

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1-Self

Gather information about yourself (self assessment)

• Interests

• Values

• Roles

• Skills/ aptitudes

• Preferred environment

• Development needs

• Your realities

2-Options

• Explore the occupations in which you are interested

• Research the industries in which you would like to work

• Research the labor market

Get more specific information after you narrow down your options by

• Job shadowing

• Part time work, internship, or volunteer opportunities

•

Written materials• Informational interviews

3-Match

During this phase of the process, you will;

• Identify possible occupations

• Evaluate these occupations

• Explore alternatives

• Choose both a short term and a long term option

4-Action

You will develop the steps you need to take in order to reach your goal, for example;

Investigating sources of additional training and education, if needed

Developing job search strategy

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• Writing your resume

• Gathering company information

• Composing cover letters

• Preparing for job interviews

The continuous process of evaluating your current lifestyle, likes/dislikes, passions, skills,

personality, dream job, and current job and career path and making corrections and

improvements to better prepare for future steps in your career, as needed, or to make a career change.

Career planning is the process of establishing career objectives and determining appropriate

educational and developmental programs to further develop the skills required to achieve short-or long-term career objectives.

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CASE STUDY

BRIEF HISTORY OF BANK ALFALAH LIMITED

Bank Alfalah Limited was incorporated in June 21st, 1997 as a public limited company under theCompanies Ordinance 1984. Its banking operations commenced from November 1st, 1997. The

bank is engaged in commercial banking and related services as defined in the Banking

Company’s ordinance 1962. The Bank is currently operating through 45 branches in 21 cities,

with the registered office at B.A.Building, I.I. Chundrigar, and Karachi.The bank perceived the requirements of customers and matches them with quality products and

service solutions. During the past five years, bank has emerged as one of the foremost financialinstitution in the region endeavoring to meet the needs of tomorrow as well as today. To

continually upgrade the quality of service to the customers, training of team members in all the

integral aspects of banking, customer service and IT was specially focused.The portfolio concentrates on all aspects of conventional banking as well as the financial needs

of corporate sector. Dynamic and high value product includes Car Financing, Home Financing,

Rupee Travelers Cheques, Credits Cards, Debit Cards, On line Banking, ATM and consumer

Durables. In addition to this, Islamic Banking Division is a recent initiative, which operates asseparate branch. It offers Shariah.

Compliant products through a network of five branches, which will increase to 50 by the year 2007. The bank is committed to combine all it s energies and resources to bring high value,security and satisfaction to its customers, employees and shareholder.

Vision:

To be the premier organization operating locally & internationality that provides the complete

range of financial services to all segments under one roof.

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ORGANIZATIONAL STRUCTURE:

HRM DEPARTMENT & BANK ALFALAH:

Like other organizations HRM department acts as the mind of the organization. Without theHRM department Bank Alfalah cannot imagine being able to function. At Bank Alfalah, HRM

has great significance, everybody depends on this department for the entire organization to work

and succeed in its mission.

RESPONSBILITIES OF HR OFFICER:

Following are the responsibilities of HR Officer in Bank Alfalah:

• Recruitment And Selection

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• Policy Making

• Retention Program

• Improve Working Relation Of Employees

COMPETITIVE ADVANTAGES:

Bank Alfalah has following competitive advantages over its competitors:

• Strong Pay Structure

• Retention Program

•

All Banking System Based On It• Select People From Top Universities

• Account EI Has 30 Years Work Experience

JOB ANALYSIS:

“The procedure for determining the duties and skill requirements of a job and the kind of

person who should be hired for it”

Job Analysis includes:

• Job Description

• Job Specification

Job Description:

“A list of job’s duties, responsibilities, reporting relationships, working conditions, and

supervisory responsibilities”

Job Specification:

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“A list of job’s human requirements,” that is, the requisite education, skills, personality, and

so on “

METHODS OF COLLECTING JOB ANALYSIS INFORMATION

There are two methods of collecting Job Analysis Information:-

• Interviews

• Observation

Criteria for Selecting Candidates:

Following is the criteria for selecting candidates in Bank Alfalah based on:

• Communication Skills

•Present Personality

• Educational Background (etc.)

• Skills And Competency

INTERVIEW QUESTIONS

• Why Should I Hire You?

• Why Do You Want To Work For Us?

• What’s Your Great Strength?

• What’s Your Great Weakness?• How Much Salary Do You Expected From Us?

RECRUITMENT

“The development of a pool of applicants for jobs in the organization”

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Sources Of Job Recruitments:

Following are the some sources of Job Recruitment in Bank Alfalah:

• By Universities

• By Website

• By Coaching

• By Newspapers

R ECRUITMENT PROCESS:

Following are the recruitment processes in Bank Alfalah:

1.) Assess need (strategic planning and tactical planning)

There is no fixed quota of number of employees to be recruited, it depends on need and the

strategic (organizational) and tactical (branch level) requirements.

2.) Create a pool of candidates:

The prospect candidates are attracted through advertisement in the newspapers, on the

website online and also the walk in.

3.) Screen out candidates:

Through interviews and tests they screen out the less attractive candidates.

4.) Make selection:

After further interviews and other processes the final candidate is selected. Questions in an

interview are made by doing proper job analysis of the job. That includes identifying the job

duties and requirements.

5.) Evaluate recruitment process:

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Evaluate effectiveness of recruitment by comparing the results to expected results.

TYPES OF RECRUITMENT

There are two types of recruitment in Bank Alfalah:

1. Internal

2. External

INTERNAL RECRUITMENT IN BANK ALFALAH

Includes recruiting of already existing employees for new jobs within the organization”Bank Alfalah normally

• Less emphasis on Internal Recruitment• Existing employees can respond to new job offers as externals

• Performance appraisals

EXTERNAL RECRUITMENT IN BANK ALFALAH

“Includes bringing “new blood” in an organization. Recruiting people who are new”

In Bank Alfalah external recruitment is on

• Need basis

• No yearly or monthly recruitments

• Every branch has it’s own HR department• Head office sanctions recruitment for new employees

• Adds in leading newspapers (Dawn, Jang)

• College Recruitment (under planning)

• online application forms

• Short listing• Interviews

• Decisions made through head office• No help from recruiting agencies

Executive Recruitments:

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In Bank Alfalah, Executive recruitments are done by CEO.

Recruitment of MTO’s (Management Training Officers):

In Bank Alfalah, recruitment of MTO’s is done on Yearly Basis

Recruitment of Internees:

In Bank Alfalah, recruitment of Internees is on

• Walk-ins

• Letter of recommendation from college

TRAINING

“The process of teaching new employee the basic skills they need to perform their jobs.”

Basic Steps in Training:

Following are the basic steps in training employees in Bank Alfalah:

• Need Analysis

• Instructional Design• Validation

• Implementation

• Evaluation and follow up- Training Mangers and faculty is hired for training purposes.

- Training Mangers are in their respective head offices

TWO TYPES OF TRAINING

ON THE JOB TRAINING

“Training a person to learn a job while working on it”

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“On The Job Training” in Bank Alfalah is done by

• Making teams of new employees with a few old specialized Employees.

•

Contribution to overall productivity.• Lower cost

• Lower Time

Management Training Officers (MTO) Training Program:

In Bank Alfalah, MTO’s training program is 3 months On the Job Training & 9 months Off the

Job Training.

OFF THE JOB TRAINING

“Training an employee to learn a job while providing him a class room environment”

In Bank Alfalah, Off the Job Training is done by

• In-house training, done at least once a year

• Employees from all over Pakistan attend seminars and courses.

• Employees are tested after the completion of the course

• Specialist trainers are hired

• Provide a proper learning environment to the employees

• Professional faculty is hired

• Increases employee loyalty• Labor productivity is zero

• Cost is high

• Time is consumed

PERFORMANCE APPRAISAL SYSTEM

The performances of employees are appraised yearly at Alfalah Bank. HR head said that

“Performance appraisal helps us in estimating employee’s current performance, setting work

standards and then providing feedback to employees with the aim of eliminating performancedeficiencies”.

APPRAISAL METHOD AT ALFALAH

The Appraisal Methods at Bank Alfalah are

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Self-Appraisal Method

· Ratting

· EvaluationProblems During Appraisal

· Unfair Assessment (Bias)

BEHAVIOR APPRAISAL

In this service oriented industry behavior is as important as performance on job. To manage

behaviors and appraise company has devised a managing behavior system to evaluate their corevalues. Each employee in such a system is rated against the behavior performance achieved,

against the required benchmark applicable, depending on the Job Grade.

MANAGING CAREER & FAIR TREATEMENT

In Bank Alfalah, Managing Career & Fair Treatment is based on:

• Promotion Decision

• How To Handle Transfer

• Communication At Alfalah

• Manage Dismissals

PAY PLANS & INCENTIVES AT ALFALAH

Pay Plans:

Pay plans Alfalah are establish on the basis of job ratings. All jobs are ranked from top to

bottom, on the bases of compensable factor. Employee with higher rank gets highest pay and

incentives.

In Bank Alfalah, compensation plan for employees includes:

• Basic Salary

• Bonuses

• Medical Facilities

• Allowances

• Incentive Plans:

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• In Bank Alfalah, incentive are provided to

• Managers and Executives

• Middle and Lower Level Employees

EMPLOYEE BENEFIT & SERVICES

The employee benefits & services provided by Bank Alfalah are

• Health & life insurance

• Paid Annual Vacations, Leaves, Holidays

• Health Insurance Of Parents

• Pension & Provident Fund• Discount On Company Products

• Annual Bonuses• Educational Plans

• Social Events

• Customized Services

• Creative, Learning & Healthy Environment

• Highly Qualified, Experienced & Committed Staff

• Profit & Gain Sharing Plans

Financial Benefits:

The financial benefits provided by Bank Alfalah to its employees are

Severance – Pay

1. Policy

2. Give Full & Final Settlement3. Half Salary As A Complementary (Optional)

Supplemental Unemployment Benefits

1. During Annual Routine Audits

2. Other Privileges

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Insurance Benefits:

Bank Alfalah gives insurance benefits on

• Worker’s Compensation

• Complete Life Insurance

• Hospitalization & Medical Insurance

Other Benefits:

Other benefits provided by Bank Alfalah to its employees are

• Pregnancy Compensation

• Bonuses For Each Employee

• Faster Promotion• Introduction Of MENTORS

• Bank Alfalah MOHTISIB

• Staff Suggestion Scheme

• Family Community Concept• Salary Of Own Choice

• Job Rotation Facility

• Prizes & Gifts

• Refreshment Packages

• Short Courses & Trainings + Training Material

• Traveling & Stay Allowances

• Communication Benefits

Retirement Benefits:

Bank Alfalah gives retirement benefits on the basis of

• Age

• Pension Plans

• Provident Fund Facility

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• Early Retirement Window

• No-golden Offerings & Defined Contrib. Plan

• No-social Security & Deferred Profit Sharing

EMPLOYEE SAFETY & HEALTH CONTRIBUTION:

Bank Alfalah is

• Strict About Occupational Safety Laws• Obeying The OSHA – Standards

• Major Responsibility – Br. Manager

• Routine Safety Audits

• Inspection & Citations By Head Branch

• Managing Proper Responsibilities & Rights Of

• Both Employer & Employee

SWOT ANALYSIS

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Strengths:

• Bank is in its growing stages so there is good financial position.

• Professional and Committed workforce

• Low cost than other major banks

• Increasing the number of branches in the country

• Successfully launching new Product Lines

• Well experienced and quality staff

• Efficient internal communication system

Weaknesses:

Although the bank is growing fastly but it has some weaknesses, which it should remove to

make itself further strong.

• Less Advertisement

• Slow in introducing new products

• The staff is not satisfied with the salary structure

• Gives its staff less benefit

Opportunities:

• Extension of International network of the branches• Introduction of innovative products

• Growing market

• ATM facility for all customers

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Threats:

• Uncertain economic conditions

• Action taken by competitors

CONCLUSION:

HRM managers at Bank Alfalah are performing a great job as far it is concerned Motivatingthem and looking after them. Along with the other managers and employees.

HRM managers are also doing a great job in achieving company goals and objectives. There is a

very calm and friendly atmosphere at Bank Alfalah because of the HRM department and their

policies for keeping their employees happy, productive and efficient.

RECOMMENDATIONS:

• It is observed that the employees were overburdened so they have to stay at branch till

late at night. In this way their efficiency is affected and hiring more employees can

reduce their work.

• The employees should be signed jobs for specific period and than they should shifted to

other department so that they gain knowledge of other jobs.

• Bank Alfalah Limited should properly advertise and Communicate to public about the

services provided by it, so that more customers will be attracted.

•

The bank’s management should give more incentives and pay scale of officers should berevised & improved.

• System and operations should be more defined and organized.

• IT draw backs should be improved.

• Administration drawbacks should be improved by the strict control of general issues.

• Some employees waive the bank charges (Statement charges, cheque book charges etc)that decrease the income of the bank.

• Lockers, ATM, all these facilities should be provided to attract more customers.

• Expenditures must be control, which are very high.

REFERENCES:

• www.bankalfalah.com

• www.wikipedia.com

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• www.Google.com

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