MR.EKHALQUE AHMED
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In this report, we have tried to present an insight into the human resource management practices of Soneri Bank Limited This report provides a brief overview of the organization and its philosophy regarding human resource management... Information provided in this report is based on the information collected through meetings and personal interviews with various personnel at Soneri Bank limited We are deeply grateful to Mr.Anwer Ali Incharge of the Personnel Administration for their immense support and assistance in provision of data, out of their busy schedules and providing us valuable information of their Human Resource Division. Without their support, this report would not have been possible. Last but not the least, we would like to express our gratitude to our course instructor, MR. Ekhalque Ahmed for her guidance and for giving us this responsibility that has enhanced our knowledge immensely.
Executive summary
Our main objective of this report is to highlight All Human Resource management process of Soneri bank Limited. To identify flaws of the process and recommend corrective plan to increase effectiveness of the process. Human Resource division of the Soneri bank Limited has an objective to attract, recruit, retain, select, trained and provide compensation benefits in order to improve the high quality individuals at all levels to fulfill the manpower need of the bank and develop an effective and committed workforce motivated for attaining goals and objectives of the bank. Recruitment policy of the bank is particularly aimed on selecting right type of people for the right job and the placement of the staff in accordance with their skill and qualifications and need of the bank to ensure the optimum outcome of the bank. Selection process of Soneri Bank Limited starts with policy making that is how the selection of an individual is done in their organization. This policy concludes the use of mental ability test and interview process for the effective selection of candidate. After making the final decision from the interview reference checking and degree verification is done by the bank through their own relevant sources. Training provide to the employees on the basis of upgrading their skill, knowledge & other abilities in order to reach the desired need of the job. Provide opportunity to the employees to implement their skills &abilities indifferent working scenario. Performance Appraisal system that motivate employees to increase their efficiencies & remove deficiencies in their performance.Soneri bank Evaluate the appraise performance considering on the basis of five level of performance. Compensation standard for each level of position depend upon the designation. For the staff level compensation they deal through Performance Appraisal. The HR Planning of the Soneri bank will cover all the activities which are play key role in organization over all frame work.
Company introduction;
Opened doors for operations in Lahore on April 16, 1992 followed by Karachi branch on May 09, 1992. The bank now operates with 89 Branches spread all over Pakistan including the Northern Areas of the country where no other private bank has ventured so far.
Banks Vision
To be a quality financial service provider, maintaining the highest standards in banking
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contributing towards the national economic and social development. HUMAN RESOURCE MANAGEMENT PLANNING
Recruitment
Orientation
Vision
Planning Organizing Staffing Leading Controlling
Strategy
Management process
HRM planning
Performance Appraisal
systematically updated every three to six month. Personal Administration Executive Incharge of Human Resource of Soneri Bank review job descriptions to determine if they accurately reflect the position classification and pay grade. 2. To add more Responsibility/job rotation to motivate staff for other responsibility for that job description reviewed as a part of job rotation.
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Vision
Vision
Leadership
Environment
Recruitment process;
starts with employees requisition form received from the department. All employees requisition form is received by human resource division. Human resource division than analyzes the need of the department for hiring an employee. The main focus is on the job analysis of the post, i.e. what type of an individual is needed by the department. According to this job analysis, sources of recruitment are checked and accordingly the process of identifying best candidate for the job starts.
Selection process:
Soneri bank starts with policy making that is; how the selection of an individual is done in their organization. This policy concludes the use of mental ability test and interview process for the effective
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Sent to
Employee orientation Employee turnover Appointment letter Accepted Job offer made Employee retention
Collection of resume
Screening of Resume Selecting candidate and check reference and degrees Filling up of employment application form of screened applicants
Interviewing candidate
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Process starts with employee requisition form received from different departments by Human Resource Division. Human resource division than analyzes the need for different department and starts the process of recruitment. Employment requisition form: When ever the need of new hiring arises at any level the concerned divisional / zonal authority has to fill out employee requisition form. This form is signed by divisional head and submitted to the human resource division. This form is considered as a formal request for a new appointment at any level or category. Form includes the information required to initiate recruitment procedure including job description and specification of the requested position. The need of the required position is analyzed by human resource division and if they feel that the need doesnt exist than human resources asks for justification from the concerned department. Sources of recruitment Once the need is identified recruitment process starts. It starts with identifying sources of recruitment which are as follows: Current employees through internal placements Database of solicited and unsolicited resumes Advertisement in suitable newspaper Advertisements on banks website References of employees
When ever the need for recruitment arises the first preference is given to the internal employee. If the employee meets the criteria of the new hire than that employee will be considered. If vacant position cannot be filled internally than the bank considers external recruitment. The effectiveness of the source is considered by the bank for recruitment purpose. Internal employees are contacted through email and external employee referral, advertisements and company website. Resumes received and screened; Once the source of recruitment is identified, resumes are received from the potential candidates. These resumes are screened through job analysis information. Every individual falling on the criteria is selected for the further process. This subset of candidates is than moved one step forward in the process.
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Ensuring that a potential candidate has impressed the interviewer is difficuilt.The candidate needs to excel at each encounter from the resume to the final interview. The company has initiated towards a new trend of letting each candidate know what Soneri Bank looks for in their candidates and judges each candidate on the same set of attributes and therefore removes discrepancies from the selection process.
Selection Process
Selection process includes written test conducted by the bank. The main purpose of the selection process is to identify the best fit for the job.
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Written test: Application received in HRD shall be scrutinized and short listed and forwarded to the training and management development division for arrangement of aptitude test where ever required. Training and Management Development Division shall forward the resume of successful candidates along with their result sheets to human resource division for selection interviews. Soneri Bank conduct mental ability test in its selection process. This test mainly focuses on IQ and EQ of an individual. This test also helps to test the knowledge of the candidate regarding job market and the job. By focusing on only one type of test Soneri Bank restrict its criteria for identifying the best candidate for a job. Judging candidate by only mental ability test cannot gives the true judgment about his performance on work. Changes to be made in testing method Soneri Bank focus on just mental ability test cannot give the true judgment. It can improve its format by adding more types of a test or by conducting assessment centers. Assessment center will be more useful for the bank. It consists of series of activities that shows an individual ability to perform the job. Each activity in the assessment center reflects different aspects of the job. These aspects are determined through job analysis. Individual performance in each activity reflects his performance on the job. As an assessment center is a detailed process a bank should also consider the cost factor involve. To enhance the effectiveness of the testing method cost consideration plays a very important role. The cost of conducting an assessment center should be predetermined and discussed by the HR in order to identify the problems involved in it. One of the major advantages of conducting an assessment center is as employees are with the management of the bank for two to three days they become familiar with the people and the environment of the bank. In this assessment centers they also become familiar with the policies procedures and rules of the bank. This reduces adjustment period of the person joining the bank. It also reduces efforts on socialization of employees. Selection interview; After the written test selection interview are conducted. These selection interviews are purely marked according to the judgment of the person taking the interview. Soneri Bank dont have the interview evaluation form for interviewing an applicant. Bank also has no clear policy for marking or preparing an interview report of an individual. The interviews at Soneri bank are purely summarized on the judgmental evaluation of the interviewer. Soneri Bank doesnt follow the structured interview format. Unstructured format of an interview provide an opportunity to ask different types of questions according to the situation and that are more relevant to the job. This type of an interview format followed by Soneri Bank is more flexible than structured format and an individual replies in different situational questions help to identify more appropriate candidate for a job.
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The Soneri banks not only provide training to the trainees but also give them Stephen with the fixed amount during training duration. After completing the training by each trainee Hr department take assessment test in order to evaluate each trainee that how much they upgrade their knowledge skills and abilities through training. After completing assessment test they grade each trainee according to the marks they gain in assessment test. Trainee office grade 3.
Executive training grade 2. Junior officer
OFF-JOB TRAINING:
They provide off job training to the employees though outsourcing like IBP Institute of Bankers bank workshops & seminars but the selection of training nominated by the head of the department Soneri bank limited provides training not only to the external candidates but also provide training to the internal department and also ensure that which method of training will deliver Knowledge, skills & abilities to employees.
PERFORMANCE APPRAISAL:
They conducting performance appraisal for the employees for the purpose of development purpose & for administrative purpose. Development purpose to judge skills & abilities of the overall performance of existing employees. Administration purpose appraisal is all about upper level management like senior manager, divisional head. Management and updating of all Employee Records Employee record file is opened at the time of selection .This file contain contains all sorts of personal and professional records which are updated at regular intervals of time. Maintains employee records in both computerized and manual filing systems. This file contain contains all sorts of personal and professional records which are updated at regular intervals of time. Through the record file the General manager of the department evaluate the performance of employee & send report to the HR department.
Hr department categorize the reports of performance appraisal of every employees and make sorting &
check it with it past records in order to verify its performance in meaningful manner. In Soneri bank immediate supervisor is responsible for the performance appraisal of the employees.
They have five level of performance grading Outstanding . 81%- 100% level A: Results consistently far exceed Job requirements
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Average 21%-40%
Poor ..
01%-20%
This Incharge of personnel department in Soneri bank deals with the compensation of management. The program for Staff Annual Performance Appraisal Salary Increase deals with the performance appraisal process for the staff members. It has a performance rating system in which it has 5 rating tiers and performance appraisal form for the staff members and for the management. The department reclassifies the job or grade or the position of the employee every two-year if the performance remains consistent, and analyses the existing job and adds new responsibility or specifies the task or reclassifies the grade or position in the hierarchy of in Soneri bank. They also make direct payment for all level of position HRA @ 40% of basic pay DA@ 15% of Basic pay Utilities @ 10% of Basic pay Entertainment @ 8.5 % of Basic pay Medical Allowance @ 8.33%
Soneri bank maintains the computerize system of recording attendance. There are other benefits such as medical benefits, retirement & performance bonus deal in benefit section department.
CONCLUSION:
Much of their success can be attributed to the smooth and efficient teamwork, a general willingness to give and take, to look at the other persons point of view and to deal honestly and intelligently with whatever problem that may arise during the course of work. All the departments in Soneri bank Human Resource Division remain in close contact with each other and supplement each others activities in a properly controlled and effective and efficient manner.
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Training and organizational development department performs its tasks in accordance with the overall quality vision of the organization and mission of the department. Considerations are observed and every effort is made to ensure success of training and development programs. In Personnel records and information is maintained which serves as a guide to recruiters, trainer carrier planners and other Human Resource specialists. This information of internal employment needs guides personnel division efforts towards future staffing needs. Managers can groom their employees through
required training and development efforts and employees can prepare themselves form ever-changing environment.
Soneri bank attempts to give employees a greater opportunity to affect the way they do their jobs and contribute to over all goals and missions. Employee benefits to insure indiscriminate behavior towards employ and to orient management towards cost saving, and effective employee relation supplement main departmental actions and provide improved work environment employee motivation satisfaction and productivity
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1.
TRAINING
AND
ORGANIZATIONAL
DEVELOPMENT
DEPARTMENT Soneri bank limited provides training not only to the external candidates but also provide training to the internal department and also ensure that which method of training will deliver Knowledge, skills & abilities to employees. Soneri Bank limited for the selection of applicants for training purpose they taking the written test of the new candidates. The duration of the training programme is about 6 month. In this duration they provide task to the existing employees to make 4 months training based on the theoretical & as well as practical implementation on their job. They provide on job training to the existing employess to attend training session for the half day and remainig time they perform their job. But for the new applicants they provide them training and send them to different branches in order to upgrade their learning process in a meaningful manner. The training that soner bank provided to the trainees include. Remittance Reconciliation Foreign exchange Audit Advances The soneri banks not only provide training to the trainees but also give them Stephen with the fixed amount during training duration. After completing the training by each trainee Hr department take assessment test in order to evaluate each trainee that how much they upgrade their knowledge skills and abilities through training. After completing assessment test they grade each trainee according to the marks they gain in assessment test. Trainee office grade 3. Executive training grade 2. Junior officer Con Confirmation On successful completion of six months probationary period, the employee signs permanent employment contract. Personnel record section keeps track of all employees on probation and prompts manger of the respective department on the completion of respective department to carry on the formal process.
OFF-JOB TRAINING They provide off job training to the employees though outsourcing like IBP Institute of Bankers bank workshops & seminars but the selection of taring nominated by the head of the department PERFORMANCE APPRAISAL: They conducting performance appraisal fo the employees for the purpose of development purpose & for administrative purpose. Development purpose to judge skills & abilities of the overall performance of existing employees. maintains employee records in both computerized and manual filing systems. Employee record file is opened at the time selection and maintained until ten years after termination. This file contain contains all sorts of personal and Human Resource Management which are updated at regular intervals of time. xv professional records Adiministration purpose appraisal is all about upper level management like
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