IQRA UNIVERSITY

IQRA UNIVERSITY NORTH CAMPUS

TERM PROJECTON

INTRODUCTION TO BUSINESS

HBL BANK

PRESENTEDTO

SIR SHAHBAZ RIZVI

GROUP MEMBERS

ABDUL WAHAB (1065)JUNAID AHMED (10227)MEHRAN AMAN (1057)

SYED SHAHRUKH HUSSAIN (10771)

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AKNOWLEDGEMENT

First and foremost, we thank Almighty Allah for having presented us with the greatest bounty of life and the privilege to be a part of IQRA UNIVERSITY NORTH CAMPUS that Insha’Allah will be priceless in the years to come. A special thanks to “MR. SHAHBAZ RIZVI” for showering his knowledge and for the congenial environment that was created in the class which has really

enabled us to get an insight of the vast subject of INTRODUCTION TO BUSINESS

With enjoyable memories. We would like to thank “Mr S.A.A. IMAM Asstt Manager of habib bank (sakhi Hassan darbar branch, Block N, North Nazimabad, Karachi for providing us information about the organization.Last but not least, we would like to thank the encouragement that our parents, families, fellow students, teachers and everyone else in our lives have given us in taking up the MBA program and pray that Allah blesses us with success.

CONTENTS

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1. Executive Summary………………………………………………………….……………2. Introduction……………………………………………………………….………………3. Mission & Vision Statement…..………………………………………………..……........4. History of Habib bank………..…………………………………………………….………5. Hierarchy of HBL…………………………………………………………………..….……6. Human Resource Management… …..………………………………………………………7. Recruitment and selection…….……………………………………………………………8. Vacant position……………………………………………………………………………..9. Orientation ……………………………………………………………………………..10. SWOT analysis…………………….……………………………………………………….11. Conclusion………………………………………………………………………………….12. APPENDIX……..…………………………………………………………………………

REFERENCES………………………………………………………………………..…VISITED CARD and Questionnaires……………………………………………………

THE EXECUTIVE SUMMARY

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The scope of the project is to discuss the HR strategies adopted and applied by “HBL BANK Pakistan. From the last Two weeks our group is in the process of continuous research on the HRM functions and strategies adopted by “HBL BANK” These HR functions mainly include the HR FUNCTIONS.

We will like to add the project will provide the readers and listeners very highly profile information about the HR FUNCTIONS as a whole and also about the “HBL BANK” .In the end hope that the project will result very profitable for the readers and HBL BANK

INTRODUCTION

Bank is an important institute of an economy. In modern times a  strong banking system is necessary for economic prosperity of a country. Banks are necessary for maintaining a sound financial position of Government and for running trade and industry

MISSION & VISION STATEMENT

“To be the premier organizations operating locally and internationally that provides the complete range of financial services to all segments under one roof.”HBL is a client-oriented bank and its mission is:To be recognized as the leading financial institution of Pakistan and a dynamic international bank in the e m e r g i n g m a r k e t s , p r o v i d i n g o u r c u s t o m e r s w i t h a premium set of innovative products and services, and granting superior value to our stakeholders – shareholders, customers and employees”.

OUR MISSION

Our Roadmap starts with our mission, which is enduring. It declares our purpose as a company and serves as the standard against which we weigh our actions and decisions.· To refresh the world...· To inspire moments of optimism and happiness...· To create value and make a difference.

OUR VISION

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Our vision serves as the framework for our CUSTOMERS and guides every aspect of our business by describing what we need to accomplish in order to continue achieving sustainable, quality growth.

· People: Be a great place to work where people are inspired to be the best they can be.· Portfolio: Bring to the world a portfolio of quality that anticipate and satisfy people's desires and needs.· Partners: Nurture a winning network of customers, together we create mutual, enduring value.· Planet: Be a responsible citizen that makes a difference by helping build and support sustainable communities.· Profit: Maximize long-term return to shareowners while being mindful of our overall responsibilities.· Productivity: Be a highly effective, lean and fast moving organization.

FOCUS ON NEEDS & WANTS

Focus on needs of our customers and stakeholders· Get out into the market and listen, observe and learn· Possess a world view· Focus on execution in the marketplace every day

HISTORY

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Habib Bank Limited (HBL) was established on 25thAugust 1941 just one year a f t e r   t h e   h i s t o r i c   P a k i s t a n   r e s o l u t i o n  w a s   a d o p t e d   i n   L a h o r e   f o r   c a r v i n g   a n independent homeland for the Muslims of subcontinent. It was founded with the blessing of Quaid-e-Azam (Great Leader) Mohammad Ali Jinnah, the architect and founder of Pakistan. We are proud of the fac t tha t the Quaid-E-Azam demonst ra ted h is fa i th and confidence in HBL by opening his personal account in our Bombay branch in the year 1946.The f i rs t pr ime minis ter of Pakis tan Quaid-e-Mil la t Liaqat Al i Khan, on the independence day of Pakistan (August 14, 1947) appreciated the service of the bank in these words.“I wish every success to HBL and hope that i t wi l l continue to play an important and useful role in the i n d u s t r i a l   a n d   c o m m e r c i a l   l i f e   o f   t h e   M u s l i m nation”The commitment of HBL towards the cause of the economic uplift of Pakistani people was successfully tested when the subcontinent was partitioned in 1947.The new born country faced ser ious f inancia l d i f f icul t ies . Habib Bank jo ined hands with the government of Pakistan and placed all its services at their disposal for nation building activities. Throughout the decades , HBL has he ld the mant le of a dynamic leader , by adding value to the lives of its customers. I t was HBL tha t in t roduced products such as Debi t Cards , ATMs, Travel lers Cheques, etc., to the Pakistani market. We at Habib Bank cater to the needs of millions with our quality products & services. Today, Habib Bank is truly the bank of the people, providing itsCustomers’ convenience and satisfaction all over the world. Habib Bank Plaza, the second tallest building in Pakistan, is the proud symbol of HBL’s leadership in Pakistan’s corporate arena.

HIERARCHY OF HBL

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HUMAN RESOURCE MANAGEMENT

HBL has a well-established HRM department which is dedicated for hiring capable, skillful and well educated employees which are selected

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MANAGER

OPRATION MANAGER

ADVANCE INCHARGE ESTABLISHMENT INCHARGE

ACCOUNT/DEPOSITE INCHARGE

GOVT.TRANSCTION INCHARGE

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through special selection processes like interviews and written test to ensure that the most appropriate candidates are hired .It also keeps in view the need and demands of existing employees.

Recruitment 

Meritocracy is an integral part of HBL’s recruitment policy. Our merit-based recruitment process incorporates the principles of equal opportunity and leads to

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Selection Identification andSelection of CompetentEmployees

Decruitment

Recruitment

Human Resource Centre

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t h e   a p p o i n t m e n t   o f   t h e   m o s t   c a p a b l e   c a n d i d a t e .   T h i s   e n s u r e s a n d t r a n s p a r e n c y ,   a l l o w i n g   g r e a t e r   c o n f i d e n c e   i n   t h e   o u t c o m e   o f   t h e   s e l e c t i o n  process.The merit principle at HBL aims to identify the most suitable

person for the job assessed on the basis of the following parameters:

Educational Background

Skills and Competencies

Abilities and Attitude

Experience

Interpersonal / Communication skills

Selection 

The diagram below represents the process on which we base our selection. Th i s g ive s an ove rv i ew to po t en t i a l c and ida t e s a s t o t he s t eps i nvo lved

i n  becoming a part of the HBL team. We are proud of our ability to nurture individuals and empower them to hone t he i r t a l en t s . Our s i z e g ive s u s t he un ique ab i l i t y

t o p rov ide f a s t g rowth and s i gn i f i c an t r e spons ib i l i t y e a r l y on i n a c a r ee r w i th mu l t i p l e avenues to reach the top .As part of HBL’s human resource strategy, we visit various universities across the country to induct & groom fresh business graduates every year.E n t h u s i a s t i c   a n d   t a l e n t e d   y o u t h   f o r m   t h e   b a c k b o n e   o f   o u r  b a n k i n g operations and are nurtured to become future leaders at HBL.To attract the best young talent, our resorting department employs a pro-ac t i ve   s t r a t egy .  We  ac t i ve ly  pa r t i c i pa t e   i n   c ampus   s emina r s   by  g iv ing  presentations that highlight HBL’s background, vision, mission, values, r e c r u i t m e n t   &   s e l e c t i o n   p r o c e s s ,   f u t u r e   c a r e e r   p r o s p e c t s   a n d  o v e r a l l  business strategies .We hire fresh talent on a permanent basis and offer a wide range of career o p p o r t u n i t i e s   a c r o s s   a l l   f u n c t i o n s ,   i n c l u d i n g   F i n a n c e ,  M a r k e t i n g , Operations, Information Technology and Human Resources.Selection Devices 

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 In HBL, the

Application formsMust be submitted by candidate by their  CV and by giving basic information about

himself/herself.Interview

s areconduc t ed  by   t op  managemen t   and   eva lua t e   t he   c and ida t e .  

Some t ime written test are also conducted. HBL investigate the background of candidate and physical fitness tests are used for selection of the candidates.

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OrientationWhen the new employee is hired the management organizes the orientation program to introduce

the rules, working and culture of organization to new employee.

Types of Training

HBL have different training programs. HBL organize different training programs fo r t he i r emp loyees fo r upda t i ng o f knowledge o f bus ine s s and t e chno logy . I t may be

on the job or rotation of job or in form of lectures.

Career Development

There are great chances of promotion for the hard working employees and for those who shoe their best performance and achieve the goal effectively and

efficiently.E m p l o y e e s  

P e r f o r m a n c e ManagementIn HBL, top management evaluates the performance of his employees that the

emp loyees a r e a ch i ev ing t he i r goa l s o r no t , wha t improvemen t i n emp loyees makes them more successful. It is evaluated after a specific period of time.

Motivation

In HBL, the employees are motivated by giving them bonuses, compensations and other facilities necessary for living a good life that fulfills their social and the safety needs.

 Introduction of Human resource Management department of HBL:

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 29 Executive 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. The total staffing as per 1999 balance sheet figures is 23022.

MACROENVIRONMENT SITUATION

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THE GENERAL ENVIRONMENT:

The HBL BANK Pakistan limited has a very strong potential in the future as Pakistani population is increasing and there is a shift in the customers perception of its conservatism and the stigma. The legal/political environment does have much effect on this company. As there has been a continuous change in the governments and the policies related to the duties and taxation so it is relatively less immune to changes in this sectors of the environment.

FACTORS EFFECTING

Costumers firstly decide that they are going to have profit. Then they compare brands with each other. Like they compare HBL with UBL and ALFLAH with ABL.So the major competitor of HBL is UBL.

COMPETITORS: HBL major competitor is “UBL” and there is no hesitation to say this because everyone knows that and all the other service providers banks are competitors.

SWOT ANALYSIS OF HBL

STRENGTHS

It is rated as the world’s number one BANK and is famed for its internationally well-known brand name “HBL BANK”

HBL has been a complex part of world culture for a very long time. The HBL image is displayed on hats, and collectible memorabilia. This extremely recognizable branding is one of HBL's greatest strengths is they provide excellent service. "Enjoyed more than million times a day around the world.

AGGRESSIVE MARKETING STRATEGY:

Its marketing strategy is very aggressive which aids it in further and incessant providing high services and profit to its customers.

WEAKNESS

Weaknesses for any business charge to be both minimized and monitored in adjustment to finer accomplish abundance and ability in their business's activities, although HBL is very successful business company, with limited weakness. However they do have a variety of weakness that need to be addressed if they want to raise the next level.

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OPPORTUNITIES

We think that HBL can secure new dealers and customers of its service as still large part of the country is still devoid of its service. It can promote its service in the younger generation by targeting the new account being opened and without monthly charges. Another new opportunity is to open an account an almost put 25 lacks and get interests.

THREATS

There is no threat, because we are on the top

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 is called 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 s e rv i ce s f rom S ida t Hyde r Morshed Assoc i a t i on (SHMA) wh ich i s t he b igges t HR consu l t i ng f i rm in Pak i s t an . The me thods wh ich a r e u sed i n co l l e c t i ng j ob ana ly s i s information are

•The interview•Questionnaires

The Interview for job analysis:In t e rv i ew i s a b ig sou rce i n co l l e c t i ng i n fo rma t ion i n t he j ob ana ly s i s . I nd iv idua l emp loyees , g roup o f emp loyees and supe rv i so r s w i th va s t knowledge abou t j obs a r e i n t e rv i ewed . The fo rma t o f i n t e rv i ew i s S t ruc tu r ed and uns t ruc tu r ed . I n s t r uc tu r ed interview a set of sequence of questions are followed by interviewers and in unstructured type of interviewThe interviewer pursues points of interest as they come up in response to questions

Questionnaires:In questionnaire the employees solve the fill out questionnaires to describe their job-related duties and responsibilities. The formats of questionnaires are either structured or open ended

Job description:

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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),r e spons ib i l i t i e s and du t i e s , s t anda rd occupa t i ona l c l a s s i f i c a t i ons and s t anda rd o f performance and working conditions.

Job specifications: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.

HR manual contains five processes

1 . S e l e c t i n g a n d R e c r u i t i n g2 . T r a i n i n g a n d D e v e l o p m e n t3 . P e r f o r m a n c e A p p r a i s a l4 . C o m p e n s a t i o n5 . E m p l o y e e r e l a t i o n

Analysis of positions and requirement:

After planning it is analyzed that which position is going to be filled and the requirementis analyze by job analysis.

Identify candidates:

HBL iden t i f i e s i t s c and ida t e s by deve lop ing t he c r i t e r i a o f j ob de sc r i p t i on and j ob specification and acting upon these criteria job vacancy ads are spread through different Medias like newspapers and internet.

Outside sources:HBL uses outside sources for recruitment which are:Advertising 1 .Newspape r s (Da i l y Jung , Nawa-e -Waq t , The Na t i on , Dawn and Da i l y Khab re in etc.) 2. Trade and professional journals (Aurora Magazine) 3 . In t e rne t j ob s i t e s ( rozee .pk )Outside sources of candidates: 1.Sidat Hyder Morched Association works for outsourcing for HBL.2 . C o l l e g e r e c r u i t m e n t 3 . E m p l o y e e r e f e r r a l s 4 . W a l k - i n s Finding internal candidates: 1 J o b P o s t i n g 2 . R e h i r i n g f o r m e r e m p l o y e e s

Prescreening and short listing:Many cand ida t e s app ly fo r j ob i n r e sponse t o vacancy ads by submi t t i ng t he i r CVs . Selection board goes through those CVs and selects those candidates which initially fu l f i l l c r i t e r i a o f s e l e c t i on boa rd . Af t e r p r e sc r een ing

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se l ec t i on boa rd sho r t l i s t s t he 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 natureof their applied jobs.

Selection Interview:Selection interview 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:•Penal interview An interview in which a group of interviewers questions the applicant.•Structured sequential interview An interview in which the applicant is interviewed sequentially by several persons; each rates the applicant on a standard form.

Types of questions:•Situational: A series of job-related questions that focus on how the candidate would behave in a given situation.•Job related: A series of job-related questions that focus on relevant past job-related behaviors. These types of questions are asked from those candidates who have past experience of job.•Stress: An interview in which the interviewer seeks to make the applicant uncomfortable with occasionally rude questions that supposedly to spot sensitive applicants and those with l ow o r h igh s t r e s s t o l e r ance . These so r t s o f ques t i ons a r e a sked acco rd ing t o h igh designation of candidate.•Puzzle questions: Recruiters for technical and finance job use questions to pose problems requiring unique solutions to see how candidates think under pressure.Testing: Organizational performance always depends in part on subordinates having the right skills and attributes. Keep in view this point HBL tries its level best to hire highly skilled and suitable employee for each job. For judging these skills HBL conducted some tests of employees on the basis of

•Reliability

•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:

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Generally two types of tests are taken in HBL

•Tests of Cognitive ability•Physical tests

Cognitive test abilities consists of 1 . I n t e l l i g e n c e T e s t s Tests of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability are intelligence tests.2 . A p t i t u d e t e s t s 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.

HBL adopts recruitment process as:

•Entry level programs•Experienced professionals•Campus recruitment•Rehiring

Entry Level Programs:HBL’s En t ry -Leve l P rog rams a r e s t r uc tu r ed t o ensu re t ha t you w i l l qu i ck ly a s sume responsibility for concrete tasks and important projects.Rotational assignments across different business units provide a comprehensive and valuable experience in a relatively short amount of time.

Experienced Level Program:HBL rec ru i t s expe r i enced p ro fe s s iona l s i n a l l a r ea s o f t he bank and encou rage t he creation and pursuit of innovative ideas. HBL’s dynamic work environment offers diverse opportunities to stimulate ongoing employee needs and supports career enhancement opportunities. HBL encourages you to explore this section to find out about current job openings and how to submit your resume.

Campus recruitment:HBL is proud of its ability to nurture individuals and empower them to hone their talents. H B L s i z e g i v e s i t s e l f t h e u n i q u e a b i l i t y t o p r o v i d e f a s t g r o w t h a n d s i g n i f i c a n t 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 a t t r a c t t he be s t young t a l en t , HBL’s r e sou rce depa r tmen t emp loys a p ro -ac t i ve strategy. HBL actively participates in campus seminars by giving presentations that highlight HBL’s background, vision, mission, values,

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recruitment & selection process, f u tu r e c a r ee r p ro spec t s and ove ra l l bus ine s s s t r a t eg i e s . HBL h i r e s f r e sh t a l en t on a permanent basis and offer a wide range of career opportunities across all functions, i nc lud ing F inance , Marke t i ng , Ope ra t i ons , I n fo rma t ion Techno logy and Human Resources.

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: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

O Information on employee benefitsO Personnel policiesO The daily routineO Company organization and operationsO Safety measures and regulations

2. Training and development:Training is the process of teaching new employees the basic skills they need to perform their jobs and development is result of that training. For training and developing HBL follows five steps process of training and development

Needs ana ly s i s : I den t i fy j ob pe r fo rmance sk i l l s needed , a s se s s p ro spec t i ve trainee’s 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.

•Task analysis:In this area a detailed study of a job to identify the specific skills required, especially for new employees are analyzed.

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Af te r ana lyze t he ma in t a sks r equ i r ed i n pe r fo rming j obs i t i s ve r i f i ed t ha t t he r e i s a performance deficiency and determining whether that deficiency should be corrected through training or through some other means (such as transferring the employee). If there is found some deficiency in performing job then training is highly recommended to recover deficiencies.

Training methods used by HBL:

•On-the-job Training•Off-the-job Training•Apprenticeship Training•Informal learning•Effective lectures

On-the-job Training:Having a person learn a job by actually doing the job is OJT. Methods of OJT are–Coaching or understudy–Job rotation–Special assignments–Action Learning

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. I t i s done a t a l l l eve l s o f j ob . New employees a r e t r a i ned t h rough coach ing and o ld emp loyees a r e a l so t r a i ned t h rough t h i s me thod l i ke when some new innova t i on i s introduced old employees are trained in order to handle that new innovation. In 200 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 e x p e r i e n c e a n d i d e n t i f y s t r o n g a n d w e a k p o i n t s . J o b r o t a t i o n i s u s u a l l y d o n e a t manage r i a l l eve l . HBL’s Manage r Assoc i a t e (MA) p rog ram i s u sed fo r j ob ro t a t i on training.

Special Assignments:Spec i a l a s s i gnmen t s a r e a l so g iven t o emp loyees fo r spec i a l 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.

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Off-the-job Training:I t i s t he me thod wh ich i s oppos i t e t o t he OJT . In t h i s me thod emp loyee does no t ge t t r a i n ing a t h i s / he r work p l ace . Th i s me thod o f t r a i n ing i s on ly fo r manage r i a l l eve l employees. Off-the-job training methods are

•Case study method•Outside seminars

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 i n ou t s i de s emina r s emp loyee ge t s au then t i c knowledge abou t t he new ho r i zons o f banking sector which is useful for HBL and makes it leading bank in Pakistan.

Apprenticeship Training:A structured process by which employees become skilled workers through a combination of classroom instruction and on-the-job training. It is actually combination of OJT and

l e c tu r e s de l i ve r ed t o emp loyees . I t may be fo r bo th l eve l s o f manage r i a l

and f r e sh employee. In this method employee is first given the lecture about his/her job and after that implementation of lecture in practical field is observed.

Informal Learning:The majority of what employees learn on the job they learn through informal means of performing their jobs on a daily basis.

Effective Lectures:Lectures about jobs are also delivered. These lectures are delivered to new employee’s as well as senior level employees and managerial level too. In these lectures employees are prepared for facing new challenges in the banking sectors and also told them how to achieve those challenges.

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Training and development programs at HBL:

HBL uses following programs for training and development•Management Trainee•Management associate•Cash officers•Internships

Management Trainee:

HBL’s Management Trainee (MT) program looks for highly motivated individuals who exhibit the potential to excel as future leaders. The program is geared towards providing cha l l eng ing work a s s ignmen t s complemen ted by a l e a rn ing componen t f o r s e l e c t i nd iv idua l s f rom r epu t ab l e un ive r s i t i e s . A t HBL, t he MT p rog ram o f f e r s ex t ens ive interactive classroom training, on the job rotations and personal mentoring from senior managemen t t o p rov ide a comprehens ive l e a rn ing expe r i ence . The ob j ec t i ve o f t he program is to realize potential and translate the experience into a successful banking career.

Management associate:HBL’s Management Associate Program is a training and rotational program focused on d e a l i n g w i t h b r a n c h b a n k i n g r e q u i r e m e n t s . I t p r o v i d e s a c c e l e r a t e d d e v e l o p m e n t opportunities across HBL’s branch network of Retail, Corporate & Commercial banking. During this program, candidates are assigned with challenging business scenarios to enhance their critical and analytic skills. Another crucial element of the program ensures t ha t manage r i a l sk i l l s a r e honed and deve loped . Th i s p rov ide s a s soc i a t e s w i th t he expertise required to handle supervisory and administrative tasks that will result in the development of successful business managers.

Cash officers:HBL’s Cash Officers Program catapults successful candidates to the front lines of the bank. Candidates in this program are the bank’s ambassadors and must have exemplary skills in dealing with clients. The program involves an extensive one-month training period based on branch banking operations before placement in the branches. Energetic and focused graduates from HEC recognized institutions with good communication and interpersonal skills qualify for HBL’s Cash Officers Program. Before being placed at HBL branches, these individuals must exhibit a proven ability to add value and act as agents of change.

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Internships:HBL’s Internship Program offers promising students with the exciting opportunity to apply their classroom learning experience to real life corporate assignments. Through the program, internees can support their career goals by using the internship as a launching pad fo r c r ea t i ng con t ac t s w i th p ro fe s s iona l s i n t he f i e l d and i den t i fy ing t he i r own competencies to build a successful career with HBL.

Compensation and Benefits

Wages:Wages:

Money paid for time workedMoney paid for time worked

Salary:Salary:

Money paid for accomplishing a specific jobMoney paid for accomplishing a specific job

Incentive Programs:Incentive Programs:

Money linked specifically to high performance.Money linked specifically to high performance.

In HBL bank there is a big compensation for managers they give them to a target, that In HBL bank there is a big compensation for managers they give them to a target, that When they bring more customers and they open account and put huge amount when When they bring more customers and they open account and put huge amount when manager completed their tasks and target they will be compensated like house, conveyance manager completed their tasks and target they will be compensated like house, conveyance and etc.and etc.

Bonuses:Bonuses:Also they get bonuses for high performances.Also they get bonuses for high performances.

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CONCLUSION

We have concluded from this detailed report that despite the fact HBL currently occupies the market leadership position overall but it guarantee that the company will sustain its position in the future as well. In Pakistan as compared to other banks, HBL has more number of customers in Pakistan. So to attain the position in market it must enhance his relationship marketing, invocation & technology as well.

APPENDIX

REFERENCES:www.google.comwww.wikipedia.com

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INTERVIEW

HBL_BANK

S.A.A. IMAMAsstt. Manager (Marketing)Habib Bank LimitedSakhi Hassan Darbar BranchBlock N, North Nazimabad, Karachi

Questionnaires:

HBL_BANK

Q1: what is your responsibilities ?

A_ If there is any problems the manager will solve the problem If there is any dealing with customers and also leads.

Q2: Tell me about your bank?

A_The relation b/w customers is very good and we also provide services like Dr and Cr card and we give response very soon and the account process or any other work we done in very short time .

Q3: Your bank position in Pakistan ?

A_ We are in 1one position in big-5

Q4: Tell me the relation between employee & manager and employers ?

A_ Very friendly and we are like family and very close

Q5: What is your vision and mission ?

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A_Vision : To be in high and we want our customer to be with us and believe us mission to be success and famous and want more and more customers to get their believes.

Q6: Tell us about the SWOT analyses.

A_ Strengths _ ExcellentWeaknesses_ NothingOpportunities_ give to our customersThreats_ nothing

Q7: Different Department?

A_ One is services DepttOne is consumer Deptt There is different deptt in main but in branches there is limited.

Q8: How do u Training?

A_ Weekly and also monthly base.1s week we Trained new employee.

Q9: How do u recruitment?

A_ Graduation.Check their CVs and performance base .Also third party base and we do ourselves as well

Q10: How do you compare with other bank ?

A_ We don’t compare because we are on top .

Q11: How do we give profit to your customer ?

A_ We give profit yearly basis on our connected customers .

Q12: Is your balance sheet available in Net ?

A_ Yes we put it in net for our shareholders.

Q13: Manager Role?

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A_ Manager: Maintain, Dealing with customer solve problems and see the all procedures.

Q14: How do you achieve goal ?

A_ To give brilliant service to customers for getting goal .

Q15: Tell about meeting ?

A_ Monthly , weekly meeting .

Q16: what target you have given to your customers ?

A_We give target like we give scheme if that is achieved then company compensate, like house, car.

Q17: how do you market your bank policy to people ?

A_ By newspaper , Net , T.V , and road banners.

Q18: How do you impress to get customers ?

A_ We have already given Training how to convince them how to communicate them and how to show our scheme to impress them .

Q19: How do you give job offer ?

A_ We give Notice in Newspaper something university after fresh MBA we take then collect c.v .

Q20: If fresh graduate you hire how you make him Training ?

A_ One week Training .

Q21: How closing? A/C

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A_ 30 June Yearly basis .

OFFER

(IF A CUSTOMERS OPEN AN ACCOUNT ALMOST WITH 25 LACKS THEN WE GIVE THEM INTEREST MORE AND MORE)

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