ContentsHISTORY....................................................................................................................................................3

History of Muslim Commercial Bank........................................................................................................4

Products and Services...............................................................................................................................6

Loan Products...........................................................................................................................................8

Function of HR department....................................................................................................................10

Human resources planning:................................................................................................................11

Employee’s recruitment & selection.................................................................................................12

Sources of candidates.............................................................................................................................12

Internal sources..................................................................................................................................13

Transfers.........................................................................................................................................13

Promotion.......................................................................................................................................13

Upgrading and demotion................................................................................................................13

Retired and retrenched employees...............................................................................................13

Decreased and disabled employees.............................................................................................13

External sources.................................................................................................................................13

Employment exchanges...................................................................................................................14

Training and development......................................................................................................................14

Training need assessment..................................................................................................................14

Employee development......................................................................................................................15

Performance management.....................................................................................................................15

Employee compensation and benefits................................................................................................17

Types of compensation and benefits......................................................................................................17

Organizational career management...................................................................................................17

Job change with organization.............................................................................................................17

Promotion...........................................................................................................................................17

Transfer..............................................................................................................................................17

Separation..............................................................................................................................................18

Layoff..................................................................................................................................................18

Termination........................................................................................................................................181

Resignation.........................................................................................................................................18

Retirement.........................................................................................................................................18

Labor management relations..................................................................................................................19

Recruitment........................................................................................................................................19

Employee compensation &benefits....................................................................................................19

Recruitment:.......................................................................................................................................20

Human resources of information system...............................................................................................20

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HISTORY

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History of Muslim Commercial BankHistory MCB Bank Limited (Formerly Muslim Commercial Bank Limited )has a solid foundation of over 50 years in Pakistan, with a network of over 900 branches, over 750 of which are Automated Branches, over 222 MCB ATMs in 41 cities nationwide and a network of over 12 banks on the MNET ATM Switch, which as a combination is considered to be the core competence of MCB. MCB has become the only bank to receive the Euro money award for the fourth time in the last five years. MCB won the "Best Bank in Pakistan" in2005, 2004, 2003, 2001, and in 2000 the "Best Domestic Bank in Pakistan" awards. In addition, MCB also has the distinction of winning the Asia Money 2005 & 2004 awards for being "The Best Domestic Commercial Bank in Pakistan". Ten years after privatization, MCB is now in a consolidation stage designed to lock in the gains made in recent years and prepare the groundwork for future growth. The bank has restructured its asset portfolio and rationalized the cost structure in order to remain a low cost producer.MCB now focuses on three core businesses namely Corporate, Commercial and Consumer Banking. Corporate clientele includes public sector companies as well as large local and multinational concerns. MCB is also catering to the growing middle class by providing new asset and liability products. MCB looks with confidence at year 2005 and beyond, making strides towards fulfillment of its mission, "to become the preferred provider of quality financial services in the country with profitability and responsibility and to be the best place to work"

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Vision Statement

“To be the leading financial services provider, partnering with our customers for a more prosperous and secure future”

Mission Statement

“We are a team of committed professionals, providing innovative and efficient financial solutions to create and nurture long-term relationships with our customers. In doing so, we ensure that our

shareholders can invest in us with confidence”

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Products and Services

Personal Banking

Deposit Accounts

Khushali Bachat Account:

Khushali Bachat Account, a Rupee savings account is one of MCB Banks most popular products. Due to the low initial deposit, the account can be opened by people from all walks of life and still avail the facility of daily product profit calculation.

Mahana Khushali Bachat:

MCB Monthly Khushali Scheme provides you with a steady income every month. Just purchase a Monthly Khushali Certificate and you will enjoy a steady income of your total deposit every month.

Pak Rupee Savings Account:

MCB banks Pak Rupee Savings Account offers you attractive returns on your Pak Rupee investment. In addition, you have access to a countrywide ATM network convenient cash accessibility 24 hours a day. The facility also provides you with unlimited daily transactions with a limit on maximum withdrawal amount through the ATM machines.

Pak Rupee Current Account

MCB banks Pak Rupee Current Account offers you the convenience of unlimited withdrawals i.e. access to your funds whenever you want without any notice. There is no limit on the number of transactions you make in a day plus you can avail finance facility up to 75% of the total deposit. In addition, you have access to a countrywide ATM network convenient cash accessibility 24 hours a day. The facility also provides you with unlimited daily transactions with a limit on maximum withdrawal amount through the ATM machines.

Pak Rupee Term Deposit

MCB Pak Rupee Term Deposit gives a higher rate of return. It gives you choice of 1 month, 3 months, 6 months, 1 year, 2 years, 3 years, 4years and 5 year term deposits.

Saving 365

The MCB Saving 365 calculates profits on a daily product basis and gives you the facility of unlimited withdrawals.

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Foreign Currency Savings Account

MCB banks Foreign Currency Savings Account offers you attractive returns on your Foreign Currency investment.

You can invest in any of the four currencies i.e. US Dollar, UK Pound Sterling, Japanese Yen or Euro

Your foreign currency account is exempted from Zakat and withholding tax

Foreign Currency Current Account

MCB banks Foreign Currency Current Account offers you the convenience of unlimited withdrawals i.e. access to your funds whenever you want without any notice. There is no limit on the number of transactions you make in a day.

MCB Foreign Currency Term Deposit

MCB Foreign Currency Term Deposit gives a higher rate of return. Itgives the choice of 1 month, 3 months, 6 months, 1 year, 2 years, 3years, 4 years and 5 year term deposits.

Dollar Khushali Account

The Dollar Khushali Account, a Dollar based account was introduced in1993 at selected MCB Bank branches. Today, you can open a Dollar Khushali Account at over 200 branches in Pakistan.

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Loan Products

MCB Business Sarmaya

MCB Business Sarmaya´ is the best Running Finance facility against your residential property which empowers you to manage your business dealings better. So act today and get MCB Business Sarmaya and thus improve your business, avail lucrative opportunities and expand your business, with absolute satisfaction of cash flows.

MCB Car4u

Life is like a chess board. You plan your career options. You analyze your business moves. But when you really want to improve your life, you make a power move.MCB CAR4U Auto Finance is the power move that assists you in more ways than you ever imagined. It is affordable, with lowest mark up, flexible conditions, easy processing and above all, no hidden costs.

MCB Pyara Ghar

Some destinations require a long wait. Like waiting for a home of your own But with MCB Pyara Ghar it is now easy to step into your home and start living a real life.MCB Pyara Ghar is an ideal Home Finance from your own bank that lets you Purchase, Renovate or Construct your home the way you have always wanted. Having your own home was never so easy

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Easy Personal Loan

MCB Easy Personal Loan provides you with the financial advantage to do things you've always wanted to but never had the sufficient funds for. Take that much-needed holiday. Buy a car. Refurnish your house .Purchase a new TV. Finance a better education for your children.

MCB Master Card Since the beginning of time, people have tried to find more convenient ways to pay, from gold to paper money and cheques. Today, money is moving away from distinct hard currencies and towards universal payment products that ran second national borders, time zones, and, with the Internet, even physical space. Plastic or "virtual" money, credit, debit, and electronic cash products, inevitably will replace cash and cheques as the money of the future.

MCB Rupee Traveler's Cheques

MCB Rupee Traveler's Cheques were first introduced in 1993 as safe cash for traveling and travel related purposes. The product has been extremely popular and is preferred over cash by customers while traveling and in all walks of life.MCB Rupee Traveler's Cheques- The safest way to Carry Cash

MCB AT M 24 ho ur s ca sh

With an ever growing numbers of ATMs operating across the nation ,the mcb ATM

network is the largest and most advanced od its kind in the country ,and is part of MCB,s

continuing efforts to provide with convenience that suits your requirements most. And

now the MCB ATM has gone global .MCB,s affiliation with master card international

brings about added facilities for the MCB travels abroad with the cirrus and maestro

networks

M ne t

MCB’s revolutionary m-net switch enables customers to access their MCB account from

any member banks ATM machine

Onli ne

With a solid foundation of over 50 years in Pakistan, with more

than 750 automated branches, 269 online branches, over 190 9

MCB ATM’s in 34 cities nationwide and a

network of over 16 banks on the MNET ATM switch, MCB is positioned at the forefrontCost of a sms of the banking industry in Pakistan .this success has been possible because

of never – ending drive to achieve higher levels of excellence, constantly striving to raise

the level of performance

MCB mo bil e ba nki ng

At the fore front of technological excellence, MCB has proudly introduced MCB mobile

banking .MCB MOBILE banking provides the convenience of accessing account balance

information and mini statements whenever the customer is available.

Function of HR department

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Human resources planning:

Human resources planning is the term used to describe how companies certify that their

staff is the right staff to do the jobs .sub topics include planning for staff recruitment,

planning for candidate search, training and skills analysis and much more.

Human resources forecasting and human resource audit are the two most important

components of this type of planning .human resources forecasting refers to predicting an

organization’s future demand for number ,type ,and quality of various categories of

employees HR planning is done by the organization basically to ensure the following

points

It has the right people in place

It has the right mix of skills

Employees display the right attitudes and behaviors,

Employees are developed in the right way

In MCB method to forecasting HR needs are:

Methods to forecast HR need

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HR department in MCB uses following approaches to forecast its human resources

requirement

o Firstly they used zero based forecasting techniques uses current level as

starting point for determining future staffing needs.

o Secondly they adopt bottom up approach each level of organization, starting

with lowest, forecasts its requirements to provide aggregate of employment

needs.

o Mathematical model: assist in forecasting. Relationship between sales

demand and number of employees needed is positive

Employee’s recruitment & selection

Sources of candidates

internal sources External

sources

Employment selection process

Recruiting refers to the process of attracting potential job applicants from the available labor

force every organization must be able to attract a sufficient number of the job candidates who

have the abilities and aptitudes needed to help the organization to achieve its objectives.

Sources of candidatesWhile internal as well as external pool of employees the current employees are the internal

sources for recruitment. Whenever a position is vacant, the organization can post the vacancy

internally and search for a suitable candidate’s .this is also convenient for the organization as

it reduces the search time, cost and also serves as motivator for the employees.External source includes all the people within or sometimes, outsides the country who

meet the requirements of the job when the organization publish the job advertisements in

newspapers and on websites, they are searching for the candidates through external sources 12

that is outside the organization.

Internal sources

Some internal sources of requirements are given below

Transfers

In MCB the employees are transferred from one department to another according to their efficacy

and experience.

Promotion

The employees are promotes from one department to another with more benefits and greater

responsibility based on efficiency and experience

Upgrading and demotion

Others are upgrading and demotion of present employees according to their performance.

Retired and retrenched employees

Retired and retrenched employees may also be recruited once again in case of shortage of qualified

personnel or increase in load work .recruitment such people save time and cost of the organizations

as the people are already aware of the organizational culture and the policies and procedures.

Decreased and disabled employees

The dependent and relatives of decreased employees and disabled employees are also done by

many companies so that the members of the family do not become dependent on the mercy others.

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External sources

Some external sources of requirements are given below online advertising we advertise on our own

website.

Print advertising we advertise in the lawyer, legal week and other legal publications

Referrals/recommendations: one of our main sources of candidates is referrals and

recommendations from other candidates who we have placed.

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Employment exchanges

Government establishes public employment exchanges throughout the country these

exchanges provide job information to job seekers and help employers in identifying

suitable candidate

employee selection process

Excellent employee selection starts with the main elements of the job description and the

success factors. with the job parameters, responsibilities and skills /knowledge and

abilities laid out ,the interview assessment becomes much more straight forward .the next step

is to define which elements are most important and rank weight them accordingly 3-

4 from each section sensible and do this before interviewing the candidates.

Training and development

The objective of training activities are to keep MCB employees well-informed of latest

professionals knowledge and skills in all areas of banking , as well as to reinforce a

passion for the highest quality of customer services at all levels .training and

development is essential to carry out the work and run the organization smoothly.

Training need assessment

Training need assessment can be as simple as asking an employee what they’d like to be able

to do better to as complex as developing as individualized training plan for every employee.

Learn how select appropriate training need assessment approaches and tools training needs

assessment is tool that helps you create a superior workforce. Training programs so are

conducted continuously whenever training need is assessed and trainers in this case are the

immediate supervisor.

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Employee development

Human resources management ,training and development is the field concerned with

organizational activity aimed at bettering the performance of individuals and groups in

organizational settings .it has been known by several names ,including employee

development ,human resource development ,and learning and development .employee

development is the process which includes an ongoing and joint effort of the employee and

the organization and in which work is done to upgrade employee’s knowledge ,skills and

abilities. MCB shows concerns for employee development programs because it makes

positive contributions to organizational performance .a more highly skilled workforce

cab accomplish more and a supervisors group can accomplish more as employees gain

in experience and knowledge.

Performance management

Setting performance stander and experience

Performance management is one of the most important parts of supervisor’s job whether

working with long term employee or a problem employee, all staff members whether

working with a long term employee or problem employee, all staff members need

ongoing feedback about organizations expectations and their performance.

Setting performance stander and expectations

Standard of performance provided the basis against which the individual can be

effectively appraised .there are eight condition to consider when setting standards of

performance i.e. standard of performance are based on the job and not on the person doing

the job ,performance are achievable performance are understood by the employee performing

the job ,performance are agreed upon by both the employee and supervisor, performance are

as specific and measurable as possible performance should be time Oriented.

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Employee compensation and benefitsIn an addition to competitive base salaries and incentive opportunities MCB also offers

comprehensive and competitive benefits to both full time and part time employees

compensation is one of the top issues which the employees look at when they want to join

organization.

Types of compensation and benefits.

The career management process begins with setting goals /objectives .a relatively specific

goals /objective must be formulated .this task may be quiet difficult when the individual

lacks knowledge of career opportunities and /or is not fully aware of their talents and

abilities.

Organizational career management

Job change with organization

Promotion

In MCB ,is an increase in rank which may also be accompanied by a raise in pay, benefits and

responsibility ,most people view promotions positively, as they indicate that the individual

being promoted is successful, valuable and useful .in many workplaces. People actively work

towards promotion and its accompanied benefits

Transfer

In MCB the change of an employee from one position to another position with the same

salary range maximum is termed a “transfer”

Demotion

A demotion is a reduction in an employee’s rank or job title with in the organizational

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hierarchy of company, public services department or other body

Separation

There are four types of separation layoff termination, resignation and retirement

Layoff

When a company eliminated jobs regardless of how good the employees, performances.

1: A risk reduction, made by investment bankers that minimizes the potential down side

associated with a commitment to purchase and sell a stock issue unsubscribed by stock

holders holding rights.

2: when company faces financially difficulties.

This is method whereby an investment banking firm. Who has committed to buying up all

unsubscribed shares during a rights offering entering into the contract and selling the shares

in other words, they are hedging against any losses due time.

Termination

Termination of employment is the end of an employee’s duration with employees.

Depending on the case the decision may be made by the employee the employer or

mutually agreed upon by both.

Resignation

A resignation is a personal decision to exit a position, though outside pressure exists in many cases. A resignation is the formal act of giving up or quitting one’s office or position

Retirement

Retirement is the point where a person stops employment completely, a persona may also Semi –retire by reducing work hours.

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Labor management relationsIN MCB labor management relations are based on mutual trust between labor and

management .establishment of a relationship of mutual consent &mutual trust &respect

between labor and management, personnel management is conducted in accordance with four

basic principles :(1) creating a workplace environment where employee can work with their

trust in the company .(2)creating a mechanism for promoting constant and voluntary

initiatives in continuous improvement (3)fully committed and through human resource

development and (4)promoting teamwork aimed at pursuit of individual roles and

optimization of entire team .

RecruitmentThe step to step recruitment process followed by organization is:

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 MCB faces identify vacancy.

Prepare job description and person specification

Advertising the vacancy and sourcing focuses on activities to attract both passive and active

candidates.

o Managing the Reponses

o Short listing

o Arrange interviews

Conducting interviews and decision making and common strategies include peer

interviews, panel interviews, and the use of behaviorally-based interview techniques.

Reporting include surveying applicants and hiring mangers collecting and analyzing

Applicant flow data, and reporting performance measure and processing metrics.

Employee compensation &benefits

In an addition to competitive base salaries and incentive opportunities MCB also offers

comprehensive and competitive benefits to both full time and part time employees

compensation is one of the top issues which the employees look at when they want to join

organization.

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Recruitment:

The step to step recruitment process followed by organization is:

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 MCB faces identify vacancy.

Prepare job description and person specification

Advertising the vacancy and sourcing focuses on activities to attract both passive and active

candidates.

Managing the Reponses

Short listing

Arrange interviews

Conducting interviews and decision making and common strategies include peer interviews, panel interviews, and the use of behaviorally-based interview techniques. Reporting include surveying applicants and hiring mangers collecting and analyzing applicant flow data, and reporting performance measure and processing metrics.

Human resources of information system

The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company.

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