Human Resource Process in Muslim Commercial Bank ltd

8/12/2019 Human Resource Process in Muslim Commercial Bank ltd.

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Before separation of Indo Pak, the need for more muslim banksfelt.

The idea was originated which provided the way for setting up

MUSLIM COMMERCIAL BANK Ltd known as MCB.

This bank was incorporated under companies’ act 1913 on 9th

July, 1947.





MCB is one of the leading banks of Pakistan with a deposit base

of about Rs. 280 billion

Total assets of around Rs.300 billion.

The bank has a customer base of approximately 4 million.

Nationwide distribution network of over 1,000 branches

Over 450 ATMs in the market.





► Human resource planning and forecasting

► Employee Recruitment and Selection

► Training And Development

► Performance Management

► Employee Compensation And Benefits

► Organizational Career Management





► Human resource planning and forecasting includes the

specific and interrelated activities that together

constitutes HRP system

► These are steps of HRP in Muslim Commercial Bank:

Determining the Objectives.

Defining skills required to meet the objectives.

Determine additional human resource requirements. Develop actions to meet the anticipated HR needs.



► The purpose of forecasting of human resources is to

estimate labor requirements at some future times period.

► Such forecasts are of two types.

1. The external and internal supply of labor

2. The aggregate external and internal supply of labor



Methods Toforecast HRneeds

Zero baseforecasting

(determingfuture staff

needs)

Mathematicalmodels

(relationshipbetween demand

and supply ofemployees)

Simulation(technique toestimate real

world situation)

Bottom upApproach (start

from lowest toprovide forecast

of employeeneeds)







“People are at the heart of our success”

so

“Recruitment is the discovering of potential applicantsfor actual and anticipated organizational

vacancies”



Job application form

Employment test

Interview

Physical examination



PlanningJob

AnalysisSourcing

ScreeningSelectionInterviewing

Hiring Reporting



After planning it is analyzed that which position

is going to be filled.

Identify Candidates:

MCB identifies its candidates by developing the

criteria of job description and job specification. E.g

(ads, newspapers)



Transfers: The employees are transferred from one department to another

according to their efficiency and experience.

Promotions : The employees are promoted from one department to another with

more benefits and greater responsibility based on efficiency and

experience.

Others are

Upgrading and demotion of present employees according to their

performance.



Press Advertisement

Educational Institutes

Placement Agencies Employee Referrals / Recommendations



► Selection in MCB has many processes and steps that must

be followed.

Decide what positions to fill

Build a pool of candidates for these jobs

Have candidates complete application form and perhaps

undergo initial screening interviews.

Use selection tools like tests, background investigations, and

physical exams





► Steps followed by MCB are as follows:

Many candidates apply for job in response to

vacancy ads by submitting their CVs

Selection board goes through those CVs and selects

candidate

After prescreening selection board short lists the

candidates who are considered most suitable for job



► In this process short listed candidates are called for test and

interview according to nature of 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



► 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 ofquestions

Situational

Stress

Puzzle

Jobrelated



► Organizational performance always depends in

part on subordinates having the right skills and

attributes. Keep in view this point MCB tries its

level best to hire highly skilled and suitable

employee for each job.

► For judging these skills MCB conducted some tests

of employees on the basis of

Reliability

Test validity



► Generally two types of tests are taken MCB:

Tests of Cognitive ability ( mental ability , eye hand co-ordination )

Physical test



► Intelligence Tests:

Tests of general intellectual abilities that measure a

range of abilities

► Aptitude tests:

Tests that measure specific mental abilities





► Tests that measure:

static strength

dynamic strength

body coordination

stamina are physical.

► Job related to guards and deliverers go through this

sort of test .



Probationary Officers ( entry point for fresh

graduates )

Management Trainees

Contractual Appointments



► After going through all the processes the best

candidates according to MCB’s selection boards are

selected.

► The candidates, who are finally selected, are offered

appointments as probationary officers, after signing thefollowing bonds :

Bank’s Secrecy Bond

Bank’s Security Bond

Service Agreement Bond



► Just after final selection and before starting of trainingprocess orientation is conducted for selected employee.

► In orientation new employees are provided with basicbackground information about the MCB

► The basic contents of successful orientation are:

Information on employee benefits

Personnel policies The daily routine

Company organization and operations

Safety measures and regulation





► Training is the organized procedure by which people learnknowledge and/or skills for a definite purpose”.

► MCB has a mix of 5 training methodologies for itsemployees.

Needs analysis:

Identify job performance skills needed, assessprospective trainee’s skills, and develop objectives.

Instructional design: Produce the training program content, including

exercises, and activities.



Validation

Presenting the training to a small representative audience.

Implement the program

Actually training to the targeted employee group.

Evaluation

Assesses the program’s successes or failures.





► Needs assessment-Organizational support

Organizational analysis-Task and KS Analysis -Person

analysis

Needs Assessment refer to the process used todetermine if training is necessary.

Instructional Training Validity

Effective training practices involve the use of an

instructional systems design process that conducting

needs assessment.



► Organizational Analysis involves determining:

The appropriateness of training, given the businessstrategy

Resources available for training is support by managers

and peers for training.



► Task Analysis involves:

Identifying the important tasks and knowledge, skill,

and behaviors that need to be emphasized in training.

Person Analysis involves:

Determining whether performance deficiencies resultfrom a lack of knowledge, skill, or ability (a training

issue) or from a motivational or work design problem



On-the-job Training

Off-the-job Training

Effective lectures

Apprenticeship Training

Informal learning



► The Bank has the latest state-of-the-art training facilities at its

Training & Development Center (TDC) and a dedicated training

team to look after most of the training needs of its employees.

► MCB uses following programs for training and development:

Management Trainee

Management associate

Cash officers

Internships



► Employee development is a joint, on-going effort on

the part of an employee and the organization for

which he or she works to upgrade the employee's

knowledge, skills, and abilities.



► MCB Pakistan’s performance appraisal system is based on acombination of 'MBO‘ and 'Enabling Traits' approaches, under

which:

60% weight age is given to performance goals discussed and

laid out in the beginning of the year.

Another 40% weight age is assigned to enabling

personality factors, which are clarified to all employees by

their supervising officers at the start of each year .







► An organization reward system is a program or

scheme which provides incentives for those individuals

or groups who perform well in the organization.

► This reward system in actual motivates employees to

perform well by attracting with well designed incentive

packages.



► Compensation is payment to an employee in return for

their contribution to the organization , that is, for doing

their job.

► Types Of Compensation And Benefits:

Financial

Non Financial



Life Insurance

Profit sharing

Medical Allowances

Pension Plans

Severance Pay

Bonuses





MCB awards their employees attractive compensation

in return of their tough mental labor. Apart from basic

salaries they are offered many other benefits like:

Utility Allowance

Medical Allowance

Overtime Allowance

Education Allowance

Bonuses





"A goal that you desire to achieve in a selected fieldor occupation with a well-thought out plan, to getyou there is called Career Planning.“

“A job is just an opportunity to learn new skills that

you can then peddle elsewhere in the market place “.



Documents

Human Resource Process in Muslim Commercial Bank ltd