• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Recruitment process of habib bank limited
 

Recruitment process of habib bank limited

on

  • 398 views

Human Resource Management, HRM, Recruitment Process of Habib Bank limited

Human Resource Management, HRM, Recruitment Process of Habib Bank limited

Statistics

Views

Total Views
398
Views on SlideShare
384
Embed Views
14

Actions

Likes
0
Downloads
25
Comments
0

1 Embed 14

http://www.slideee.com 14

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Recruitment process of habib bank limited Recruitment process of habib bank limited Presentation Transcript

    • Recruitment & Selection Process at HBL (Habib Bank Limited)
    • Group Members • Danish Riaz Shaikh (Group Leader) • Naveed Khero • Paras Akhlaque Shaikh • Sonam Balchand Ahuja
    • Outlines • Introduction and Brief History of HBL • Human Resource Department at HBL ▫ Opening and Closing Phase of Recruitment ▫ Internal and External Recruiting ▫ Media Sources used for External Recruiting ▫ Job Analysis at HBL ▫ Five Processes of HR Manual
    • HBL (Habib Bank Limited) • Inception in 1941. • Moved head quarters from Mumbai to Karachi. • First commercial bank of Pakistan. • Over 1500 branches in Pakistan, 1000 ATMS and 55 branches worldwide.
    • Human Resource Department at HBL • Very active and one of best HR department in Pakistan. • HR of HBL is also Working on ▫ Strategic planning of HBL  Diversification Strategy  Geographic expansion strategy ▫ Functional Strategy • Opening and closing phase of HBL recruitment.
    • Recruitment in HBL Internal Recruitment: Hiring from the Organization External Recruitment: Hiring outside of the Organization
    • Media Sources used for External Hiring • HBL uses outside sources for recruitment which are: ▫ 1.Newspapers (Daily Jung, Nawa-e-Waqt, The Nation, Dawn and Daily Khabrein etc) ▫ 2.Trade and professional journals (Aurora Magazine) ▫ 3.Internet job sites (rozee.pk) • Outside sources of candidates: ▫ 1.Sidat Hyder Morched Association works for outsourcing for HBL. ▫ 2.College recruitment ▫ 3.Employee referrals ▫ 4.Walk-ins
    • Job Analysis at HBL • The interview ▫ Individual employees, group of employees and supervisors with vast knowledge about jobs are interviewed. • Questionnaires ▫ In questionnaire the employees fill out questionnaires to describe their job related duties and responsibilities.
    • Job Analysis at HBL Cont… • Job Description ▫ After getting job analysis information the next step is to describe job description which contains the points of job identification. • 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 at HBL.
    • Human Resource Manual of HBL Contains Five process Selecting and Recruiting Training and Development Performance Appraisal Compensation Employee relation
    • Analysis of Position and Recruitment Identify Candidates Pre Screening and Short Listing Vacant Positions Develop Candidate Database Recruitments and Selection Monitoring, Training and Development Test / Interviews Final Selection 1. Selecting and recruiting process according to HBL
    • Analysis of positions and requirement: After planning it is analyzed that which position is going to be filled and the requirement is analyze by job analysis. Identify Candidates: HBL identifies its candidates by developing the criteria of job description and job Specification.  Outside Sources  Finding internal candidates: ▫ Job Postings ▫ Rehiring former employees Prescreening and short listing: Selection board goes through those CVs and selects those candidates which initially fulfill the criteria of selection board. After prescreening selection board short lists the 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 nature of their applied jobs.  Selection interview.  Formats used in selection interview:  Structured/Directed  Unstructured/Non directed  Modes of Interview: • Penal interview • Structured sequential interview  Types of questions:  Situational  Job Related  Stress  Puzzled Questions Final Selection: After going through all the processes the best candidates according to HBL’s selection boards are selected.
    • 2. Training and development: For training and developing HBL follows five steps process of training and development:  Needs analysis: Identify job performance skills needed, assess prospective 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.
    • Training methods mostly used by HBL: On-the-job Training:  Coaching or understudy: it is done at all level of the jobs. 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.  Job Rotation: Moving a trainee from department to department to broaden his or her experience and identify strong and weak points. HBL’s Manager Associate program is used for job rotation training.  Special Assignments: 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.
    • Off-the-job Training • 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 boarders. By participating in outside seminars employee gets authentic knowledge about the new horizons of banking sector which is useful for HBL and makes it leading bank in Pakistan.
    • Succession Planning • It is actually management developing program. Succession planning is a process through which senior-level openings are planned for and eventually filled. HBL’s Management Trainee (MT) program deals with succession planning. Probation Period • 6 months probation period for all level of jobs.
    • Thank you