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Table of Contents
Executive summary
Organizational Structure
Structure of the HR Department
MCB Department hierarchy
Human resource department
Human resource management group
Function of HR department
Human resources planning Employee’s recruitment &selection Training &development Employee compensation &benefits Organizational career management Labor management relations:
Reference & Sources
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Executive summaryIn this report of we are observing that how MUSLIM COMMERCIAL BANK work in PAKISTAN. And specially focus on HRM department. Structure and functions of the HR Department is the most important section of the report because it is my specialization area. In the Structure of HR Department, department hierarchy and number of employees working under HR department is described. And in the head of Functions of HR Department; Human resource planning and forecasting, HR process, Forecasting HR requirements. Employee compensation & benefits, Organizational career management, Employee job changes, Transfer,, Promotion, Demotion, Separations, Layoff, Termination, Resignation, Retirement, g. Labor management relations is described, Employee recruitment & selection, Employment selection process, Training & development, Employee development, and performance management, and how performance reports are written. In short, overall overview of HR Department is given.
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Organizational Structure
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Structure of the HR Department
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MCB Department hierarchy
President
Senior executive president
Executive vice president
Senior vice president
Vice president
Assistant vice president
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HR DepartmentDepartment provides basic background information about
the organization to new employees. All new employees
are provided information about the working environment,
working hours and vacations by HR Department. It may
be an informal introduction or a lengthy formal course.
NBP always exhibits a warm and cooperative attitude
towards new employees and welcomes them. It is
accountability of HR Department to manage employee’s
relations and Job changes outside the organization or
within the organization i.e. Promotion, Transfer, and
Demotion is also take place under HR Department.
Separations like Termination, Layoff, Resignation and
Retirement are also HR functions. It relates to hiring,
compensation firing, and training of the employees.
The functions under HR Department are:
Medical
Disciplinary cases
Staff loan
Leave record of employee
Performance appraisal
Office order
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Manpower planning
Human resource management groupHuman resources is term which many organizations
describe as the combination of traditionally
administrative personnel function with performance
management ,employee relation and resources
planning .the field draws upon concepts developed in
industrial organizational psychology. The objective of
human resources is to maximize the return on investment
from the organization, s human capital and minimize
financial risk .it is the responsibility of human resource
managers to conduct these activities in an the human
resources management group at MCB is divided into the
following areas:
Organizational development
Hr strategy
Compensation &training
Hr administration
Hr financial services &development compensation
&training
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 needs
HR department in MCB uses following approaches to
forecast its human resources requirement.
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Firstly they used zero based forecasting techniques uses
current level as starting point for determining future
staffing needs.
Secondly they adopt bottom up approach each level of
organization, starting with lowest, forecasts its
requirements to provide aggregate of employment needs.
Mathematical model: assist in forecasting. Relationship
between sales demand and number of employees needed
is positive one.
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 candidates
While hiring, the organization has an internal as well as
external pool of employees. The current employees are
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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
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
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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 employees and disabled
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.
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
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Referrals/recommendations: one of our main sources of
candidates is referrals and recommendations from other
candidates who we have placed.
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
Employment 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 &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
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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 supervisors.
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
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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
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 standers &expectation
Standard of performance provided the basis against
which the individual can be effectively appraised .there
are eight condition to consider when setting standards of
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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.
Employee compensation &benefits
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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.
Type of compensation &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
Employee job changes 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.
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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 hierarchy of company,
public services department or other body
Separations
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
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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 an 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
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Retirement is the point where a person stops
employment completely, a persona may also semi –retire
by reducing work hours.
Labor management relations
IN 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.
(4) promoting teamwork aimed at pursuit of individual
roles and optimization of entire team.
Recruitment
The step to step recruitment process followed by
organization is:
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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.
Reference & Sources Website Sources
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Human resource management system . Wikipedia .
Retrieved from
http://en.wikipedia.org/wiki/Human_resource_managemen
t_system
(2012).History of MCB (MCB Bank Limited) Retrieved
from http://http://www.mcb.com.pk/mcb/about_mcb.asp
Extra Source
Colleagues
Operational manager
Branch Manager
Head of Department
Different Hand books
Newspapers