This document discusses employee turnover at HBL Bank. It defines employee turnover and describes different types. Voluntary turnover occurs when employees choose to leave, while involuntary is when employees are forced to leave. Functional turnover is the departure of low performers, while dysfunctional is the loss of high performers. The document examines reasons for leaving, factors affecting turnover, and provides a SWOT analysis of HBL's employee retention practices. It concludes with recommendations to improve HBL's human resource management.

2. HUMAN RESOURCE MANAGEMENT
PRESENTED TO: KHAWAJA IMRAN
PRESENTED BY: WAQAS ILYAS (BA582702)

3. TODAY’S TOPIC
EMPLOYEE TURNOVER

4. WHAT IS EMPLOYEE TURNOVER ?
“ Employee Turnover is the movement of members
across the boundary of an organization.”

5. TYPES OF TURNOVER
 Involuntary Turnover
 Voluntary Turnover
 Functional Turnover
 Dysfunctional Turnover

6. INVOLUNTARY TURNOVER
Involuntary Turnover Consists of Separations where an
Employee unwilling leaves.

7. VOLUNTARY TURNOVER
Voluntary Turnover Consists of employees Exercising
their free Choice to leave.

8. FUNCTIONAL TURNOVER
Functional Turnover is when low Performing Employees
leave.

9. DYSFUNCTIONAL TURNOVER
Dysfunctional Turnover is when high Performing
Employees leave.

10. REASONS WHY AN EMPLOYEE LEAVES AN ORGANIZATION
 Monetary Factors
 Lack of good Working Condition
 Lack of Respect
 Lack of Appreciation
 Less frequency in Giving Rewards

11. REASONS WHY AN EMPLOYEE LEAVES AN ORGANIZATION
 The Mismatch Between Job and Person
 Too Little Coaching and Feedback
 Lack of Support
 Stress From Overwork and Work-Life Imbalance
 Loss of Trust and Confidence in Senior Leaders
‫ہے‬ ‫کاروبار‬ ‫فعال‬ ‫غیر‬ ‫جب‬ ‫کر‬ ‫چھوڑ‬ ‫کو‬ ‫مالزمین‬ ‫دکھانے‬ ‫کارکردگی‬ ‫اعلی‬ .

12. FACTORS AFFECTING EMPLOYEE TURNOVER
 Training & Development
 Performance Management
 Job Fit
 Manager Quality
 Candidate Behaviors
 Candidate Skills
 Compensation
 Employment Brand

13. PRACTICAL STUDY
Introduction
HBL was the first commercial bank to be established in Pakistan
in 1947. Over the years, HBL has grown its branch network and
become the largest private sector bank with over 1,600
branches and 1,700 ATMs globally and a customer base
exceeding eight million relationships.

14. THE ORGANIZATION WITH RESPECT TO TOPIC
 Involuntary Turnover is Necessary to Maintain the Image of HBL Brand.
 HBL Always Busy into Analyzing and Preparing the HR Policy.
 HBL Always look into Trade off between Company and Employee
benefits.
 The Main purpose of HBL is to Provide best Perks and Benefits to the
Employee on Reasonable cost, as the Employee work for the
Betterment of HBL with Creative and Fresh mind.

15. SWOT ANALYSIS
Strengths
 Professional and well trained staff.
 Wider space for healthy work.
 Stronger ambition.
 Higher co-operative Workforce.
Weakness
 Difficult to maintain same
environment in each branch.
 Low job satisfaction.
 Loss of Cost When Hire New
Employee.

16. SWOT ANALYSIS
Threats
 Offer Competitive Wages & Benefits.
 Leak the Information & Polices When
Employee Leaves.
Opportunities
 HBL HR Department Makes Back
Up Systems when Employee
Leaves an Organization.
 Manager Makes Good Relation
with Employee to Work Better.
 Level up the Salary Slabs.

17. CONCLUSIONS
Bank is enjoying a healthy market share and taste of good status in
terms of its operative features and customer support. HBL
experiencing a good reputation and reasonable mark up with
respect to prevailing market mark up with assurance of satisfaction
and support. HBL given proper attention to every customer then in
few years it will be the leading bank of the country.

18. RECOMMENDATIONS
 HR Department of HBL to increase the efficiency of the company.
 The management should try to decrease job insecurity among the
employees.
 Training program should be started for internees and newly
appointed employees.
 There should be transport facility for the employees.
 The number of employees should be increased in order to
decrease the workload.