Human Resource Management: Project Report Presentation

HUMAN RESOURCE MANAGEMENT
PROJECT REPORT PRESENTATION
BY
Faraz Ahmed -53305
Waqar Masood-53306
Shahzad Ahmed-47819
Class ID = 54202
Instructed by: Mr. Q.S. Imran Azam
Bank Alfalah Limited
The Caring Bank
•Bank Alfalah Limited was incorporated in June 21st, 1997

•Investment of Abu Dhabi Group
•Currently Operating in 29 Cities with 325 Branches
•Having Strength of 12,000 employees
•Pakistan’s 5th Largest Bank
•Having AA rating
RECRUITMENT
All units/Branches of the Bank should systematically forecast their future

staffing requirements for timely induction of competent high quality staff.
Requirement of additional staff/ replacement should be intimated to HRD
through Divisional Heads.
All open positions are first posted internally by HRD at the request of
branch/ dept. concerned on the Employee Portal for a minimum period of
seven days. After that external recruitment policy is being followed.
•Batch Hiring
•Individual Hiring
•Hiring In small Groups
Process of Recruitment
Requisition Management
Assessment Management
Screening IQ / EQ Test
Group Discussion Final Interview
Offer Management Verification Management
Internal Equity External Equity
Delivery Management
Followed By the Organization
Requisition Management
Assessment Management
Screening IQ / EQ Test
Final Interview
Offer Management
Internal Equity External Equity
Delivery Management
Verification Management
For recruitment purpose following medium is being used
• Internal Hiring (Portal based)

• Employee referrals
• Head Hunting (Executive level)
• Placement consultants (For Non Clerical Staff)
TRAINING & DEVELOPMENT
• The objectives of training activities are to keep BAL employees abreast of

latest professional knowledge and skills in all areas of banking.
• To reinforce a passion for the highest quality of customer service at all

levels. For this purpose a systematic approach for conducting TNA on
scientific basis is being developed by a sub-committee of Learning
Council comprising of members from TDC and HRD.
• Annual Training Plan (throughout the year)

• New Joiner’s Training (02 months – 03 months)
• Batch Training (06 month-09 months)
• External Training (Need based)
T& D Process
Training & Development
Where ultimate objective of LND is contribution towards the

Training & Coaching
organizations mission
Meeting Meeting a two way interaction
Performance Performance feedback is the important tool of the development
Bonus Based on individual's performance, behavior and skills
Behavior The attitude and the way of action
Recognition Acknowledge one’s effort and accordingly reward it
Project To Judge one's Performance

Annual Training Plan
An Annual Training Plan shall be circulated on quarterly basis , keeping in view the
requirements of various departments of the Bank , the training plan will be more
reflective of actual training needs of our staff. The plan would list all workshops,
courses & seminars to be offered during the quarter.
Minimum Training For All
It is obligatory for each employee of the Bank to attend at least three days of
training in a Quarter/Semi annually. Branches, Area Offices and Head Office
Divisions/Departments are to send their nominations for training courses in
advance (Using Online Learning Management System).
New Joiners’ Training
All newly inducted staff members are provided systematic training in groups at
Bank’s Training & Development Centers, to make them well conversant with Bank’s
operating procedures, rules, history and culture before they commence their job with
the Bank.
Batch Training Programme
As per the requirements, the Bank recruits batches of fresh graduates under various
schemes through a competitive process and offers them comprehensive training. The
batch trainees will be also required to go through on-job training by way of structured
rotation programs at the end of every module.
External Training
In order to augment in-house training efforts, external training providers will be

utilized on a periodic basis, by nominating Bank Alfalah’s employees to external
courses. Alternatively, external training consultants may be invited to conduct
training programs exclusively for BAL employees, whenever deemed necessary.
Mandatory Training
All Branch Managers / Executives are required to undergo one-month

comprehensive training to equip themselves with up to date skills in areas of
banking, management, customer service, personal effectiveness and IT etc. Such
training is usually divided into four one-week modules in each quarter.
COMPENSATION & BENEFIT
The organization is the firm believer of Best HR practices and they hire
•Best Individual
•Giving them Best Training
•Taking Maximum output from them
•Offering them best remuneration
Bank Alfalah provide both sort of incentives Cash rewards & Non Cash
rewards. The organization is also offering best remuneration packages to their
employees keeping in view the concept of External Equity.
Salary Components
•Cash Incentives
•Non Cash Incentives
•Gain Sharing ( Performance Based Bonus)
Bank Alfalah offers following benefits to their Staff members (Cash/ Non Cash)
•Club membership •Life Insurance

•Accommodation •Medical Insurance
•Fuel Allowance •Group Mortgage Insurance
•Company maintained Car (Home / Conveyance)
•Cash Award on Passing IBP •Pay Continuation Plan
•Reimbursement of professional course fee

PERFORMANCE
MANAGEMENT
Performance Management is a process for establishing a shared

understanding (two-way communication between employee and
supervisor) about what is to be achieved and how is to be achieved,
and an approach to managing people that increases the profitability of
achieving success.
Performance Based Bonus

Bank Alfalah provide extreme care to differentiate between an average
Performer and Super performer and accordingly they provide them
reward on basis of their preceding year’s performance.
Setting SMART
Goals
Link to Feedback
compensation & Midyear
Review
Full Year Review
Planning
The process of planning reflects five to seven challenging goals which a employee
along with its supervisor agreed up on.
Coaching
Both employee and his supervisor will need to commit to setting aside time to share
performance feedback. Supervisor will give feedback informally through out the year
to track the progress of an individual and provide them coaching.
Reviewing
An employee actively participate in annual performance review process
•Consider overall performance of an individual in a year What has gone well
and what has been difficult?
•Thinking ahead what can you do to improve or stretch your performance in

coming year
Rewarding
Performance management system is driven by a combination of annual
inflation officially announced by the GOP for the period under review, and
overall performance in the Job. Official Inflation announced by GOP source
will guide the management in determining inflation related increase in salary.
The overall performance in the Job will be assessed by a combination of
measured performance and management judgment which will lead to a
competitive ranking with in pools of similar Jobs.
THE END
Thank You so much for Your

Cooperation

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HUMAN RESOURCE MANAGEMENT

PROJECT REPORT PRESENTATION

•Bank Alfalah Limited was incorporated in June 21st, 1997

All units/Branches of the Bank should systematically forecast their future

Group Discussion Final Interview

Offer Management Verification Management

Internal Equity External Equity

Internal Equity External Equity

• Internal Hiring (Portal based)

• The objectives of training activities are to keep BAL employees abreast of

• To reinforce a passion for the highest quality of customer service at all

• Annual Training Plan (throughout the year)

Training & Development

Where ultimate objective of LND is contribution towards the

Meeting Meeting a two way interaction

Performance Performance feedback is the important tool of the development

Bonus Based on individual's performance, behavior and skills

Behavior The attitude and the way of action

Recognition Acknowledge one’s effort and accordingly reward it

Project To Judge one's Performance

Minimum Training For All

Batch Training Programme

In order to augment in-house training efforts, external training providers will be

All Branch Managers / Executives are required to undergo one-month

•Club membership •Life Insurance

•Cash Award on Passing IBP •Pay Continuation Plan

•Reimbursement of professional course fee

Performance Management is a process for establishing a shared

Performance Based Bonus

Full Year Review

•Thinking ahead what can you do to improve or stretch your performance in

Thank You so much for Your

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