Report of hrm department waqar

REPORT OF HRM DEPARTMENT

MUSLIM COMMERCIAL BANK

WAQAR AHMED ASIF

May 30, 2012
Authored by: ABDUL REHMAN, MUNAZZA SHIZ AND WAQAR AHMED ASIF

REPORT OF HRM DEPARTMENT

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
REPORT OF HRM DEPARTMENT | 5/30/2012


 Labor management relations:

Reference & Sources

1

Executive summary
In 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.


2

Organizational Structure

Board of Dirctors

Chairman

President

Commercial
Audit & RAR Wholesale Consumer Islamic Treasury &
Banking
Banking Banking Banking Forex

Strategic Planning
Corporate Affairs Special Assets Risk Compliance & Financial Contorl
& Investment
Management Management Control
Banking

Human
Information Opreations
Resource
Technology
Management

3

Structure of the HR Department
HR Structure

President

Group Head
HRM

Div Head
HRM

Head HR Head dac, Head
Head Head HR
Financial Recruitment & Organizational
compensation Operation
Services Training Devalopment

Manager Unit HR
Compensation Principle Staff HR Associate Manpower
Outsourced Relationship Senior
Manager Collge Training Budgeting
Staff Services management Associate od
and Planing

Senior HR Senior HR HR
Associate Associate Relationship
Compensation Staff Services manager

Senior
HR Associate Relationship
Assistant
Outsourced associate
Comepnsation Staff Services

HR
HR associate Relationship
Training associate

HR associate
disciplinary
action

4

MCB Department hierarchy
President

Senior executive
president

Executive vice
president

Senior vice president

Vice president

Assistant vice president

5

HR Department
Department 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
 Manpower planning

6

Human resource management group
Human 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
 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

7

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.
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

8

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 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

9

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
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.

10

Print advertising we advertise in the lawyer, legal week and other legal
publications
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 reinforce a passion for the highest quality of

11

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 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

12

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 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.

13

 Employee compensation &benefits
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

14

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.

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

15

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 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
16

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
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

17

The step to step recruitment process followed by organization is:

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
Human resource management system . Wikipedia . Retrieved from
http://en.wikipedia.org/wiki/Human_resource_management_system

18

(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

19

Report of hrm department waqar

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Viewers also liked

Viewers also liked (20)

Similar to Report of hrm department waqar

Similar to Report of hrm department waqar (20)

More from WAQAR AHMED

More from WAQAR AHMED (20)

Report of hrm department waqar