Final Project: Sir Asim Mubashir

“Final Project”
SUPERVISOR:

Asim Mubashir
SUBMITTED BY:
Hafiz Muhammad Maaz (64287)
Bilal Mehboob (64102)
Dilawar Ali (63051)

HR Department of MEEZAN BANK

 The HRM department plays an important role in value of Meezan Bank.
 Meezan Bank has very active and one of the best HR department in Pakistan.
 The existence of a HR department is vital to overall productivity and efficiency of the strong
workforce in Meezan Bank.

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 Final Project: Sir Asim Mubashir

Introduction of Meezan Bank :

Meezan Bank is the largest Pakistani Islamic commercial bank which is a subsidiary of
Kuwaiti company Noor Financial Investment. Meezan Bank signed an agreement
with HSBC Bank Middle East to acquire HSBC's Pakistan operations consisting of 10 branches.
Today Meezan Bank have 800+ Branches all over the Pakistan. Having the largest branch
network and product range. Meezan bank is publically listed company, first incorporated on
January 27th, 1997. It started operations as an Islamic investment bank of the same year, which
has been licensed by the “State Bank of Pakistan” to operate as an Islamic commercial bank on
31st January 2002.

HR PROCESSES at Meezan Bank :

HR manual contains five processes:

1. Selecting and Recruiting

2. Training and Development
3. Performance Appraisal
4. Compensation
5. Employee relation

“Selecting and Recruiting”

Planning Job Analysis at Meezan Bank :

We are extended our relationship with costumer more for opening new branch of Meezan Bank
Limited, We are dealing with customer through branch services, we can provide more facilities
to customers, and provide more information of Meezan bank products and services.

HIERARCHY of Branch Banking :

Branch Manager

Operation Manager

Teller Cashier Teller Cashier Sales Team

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Identifying the job opening :

 Security Guard.
 Cashier.
 PBO.
 MTO.
 Operations Manager.
 Branch Manager.

Job Posting Advertising :

Internal JOB Posting:
The internal job posting is a recruitment process
where a candidate is selected for the job who is
already working in that same company. In other
words, internal job posting process finds a candidate
among the employees of the company. It delivers a
sense of support from internal employees of the company.
Use this internal job posting email template to announce open positions and encourage
current employees to apply.

Include In Email
 Job title
 Department (optionally, mention manager’s name)
 Location (if applicable)
 Key responsibilities
 Requirements
 Application process and deadline

External JOB Posting:

A job advertisement that is search engine optimized (SEO) and mobile-friendly allows Yahoo,
Google, Whtsapp groups, Facebook, Indeed and Bing to index the post from the free listing
services.
News Paper.

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 Final Project: Sir Asim Mubashir

Branch Manager Job brief :

We are looking for a talented Branch Manager to assign and

direct all work performed in the branch and to supervise all
areas of operation. You will manage staff, foster a positive
environment and ensure customer satisfaction and proper
branch operation. The successful candidate will have a hands-
on approach and will be committed to the expansion and
success of the business by implementing strategies that
increase productivity and enable sales targets achievement.

Responsibilities:

 Direct all operational aspects including distribution operations, customer service, human
resources, administration and sales.
 Assess local market conditions and identify current and prospective sales opportunities.
 Develop forecasts, financial objectives and business plans.
 Meet goals and metrics.
 Manage budget and allocate funds appropriately.
 Bring out the best of branch’s personnel by providing training, coaching, development and
motivation.
 Locate areas of improvement and propose corrective actions that meet challenges and
leverage growth opportunities.
 Share knowledge with other branches and headquarters on effective practices, competitive
intelligence, business opportunities and needs.
 Address customer and employee satisfaction issues promptly.
 Adhere to high ethical standards, and comply with all regulations/applicable laws.
 Network to improve the presence and reputation of the branch and company.
 Stay abreast of competing markets and provide reports on market movement &
penetration.

Requirements:

 Proven branch management experience, as a Bank Manager or similar role.

 Sufficient knowledge of modern management techniques and best practices.
 Ability to meet sales targets and production goals.
 Familiarity with industry’s rules and regulations.
 Excellent organizational skills.
 Results driven and customer focused.

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 Final Project: Sir Asim Mubashir

 Leadership and human resources management skills.

 BS in Business Administration or related field.

Branch Manager Interview questions:

 Envisage a conflict between two people working for you. How would you approach them
and how would you resolve the situation?
 What would you do with an employee who is underperforming?
 Would you encourage competition or collaboration with other branches?
 What are the top priorities of a branch manager?
 How would you allocate responsibilities? What is important to know about your
subordinates?
 Tell us about a time you had to deal with a difficult customer.
 Tell me about a time you had to motivate your team. How did it work out?

Offered:

The average salary of a branch manager is ₨111,000.

The branch managers will also receive a bonus which
will be closely related to the success of their branch.
This management role will incur benefits such as
comprehensive dental and health insurance, dental
insurance, paid vacations, and contributions to retirement plans.

Operation Manager Job brief :

The Operations Manager role is mainly to implement

the right processes and practices across the
organization.
The specific duties of an Operations Manager include
formulating strategy, improving performance, procuring
material and resources and securing compliance. You
should be ready to mentor your team members, find
ways to increase quality of customer service and
implement best practices across all levels.
Ultimately, we’ll trust you to help us remain compliant, efficient and profitable during the
course of business.

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Responsibilities:

 Ensure all operations are carried on in an appropriate, cost-effective way

 Improve operational management systems, processes and best practices
 Purchase materials, plan inventory and oversee warehouse efficiency
 Help the organization’s processes remain legally compliant
 Formulate strategic and operational objectives
 Examine financial data and use them to improve profitability
 Manage budgets and forecasts
 Perform quality controls and monitor production KPIs
 Recruit, train and supervise staff
 Find ways to increase quality of customer service

Requirements:

 Proven work experience as Operations Manager or similar role

 Knowledge of organizational effectiveness and operations management
 Experience budgeting and forecasting
 Familiarity with business and financial principles
 Excellent communication skills
 Leadership ability
 Outstanding organizational skills
 Degree in Business, Operations Management or related field

Operation Manager Interview questions:

 What is your management style?
 What experience do you have when it comes to discussing our recently posted BANK
OPERATIONS MANAGER position?
 Tell me about yourself
 What do you see yourself doing in five years?
 What are your salary expectations?

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Offered:

The average salary of a branch manager is ₨80,000. The Operation managers will also receive a
bonus which will be closely related to the success of their branch. This management role will
incur benefits such as comprehensive dental and health insurance, dental insurance, paid
vacations, and contributions to retirement plans.

Cashier Job brief :

Cashier responsibilities include receiving payments and issuing

receipts, and keeping track of all cash and credit
transactions. To be successful in this role, you should have
previous experience in a customer service position and good
knowledge of how cash registers operate.

Responsibilities:

 Manage transactions with customers using cash registers.

 Scan goods and ensure pricing is accurate.
 Collect payments whether in cash or credit.
 Issue receipts, refunds, change or tickets.
 Redeem stamps and coupons.
 Track transactions on balance sheets and report any discrepancies.

Requirements:

 Work experience as a Retail Cashier or in a similar role in sales

 Basic PC knowledge
 Familiarity with electronic equipment, like cash register and POS
 Good math skills
 Strong communication and time management skills
 Customer satisfaction-oriented
 High school degree

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Offered:

The average salary of a Cashier PKR 24,500. The Cashier will also receive accelerated bonus
3000. This management role will incur benefits such as comprehensive dental and health
insurance, dental insurance, paid vacations, and contributions to retirement plans.

Security Guard Job brief :

We are looking for a professional Security Guard to protect our

premises, assets and personnel. You will maintain a high visibility
presence and prevent all illegal or inappropriate actions.

Responsibilities:

 Protect company’s property and staff by maintaining a safe and secure environment
 Observe for signs of crime or disorder and investigate disturbances
 Monitor and control access at branch entrances and vehicle gates
 Watch alarm systems or video cameras and operate detecting/emergency equipment

Requirements:

 Proven work experience as a Security Guard or relevant position

 Trained security officer with diploma
 Ability to operate detecting systems and emergency equipment
 Excellent knowledge of public safety and security procedures/protocols
 Surveillance skills and detail orientation

Offered:

The average salary of a Security guard PKR 20,500. This management role will incur benefits
such as comprehensive dental and health insurance, dental insurance, paid vacations, and
contributions to retirement plans.

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TRAINING AND DEVELOPMENT :

Training and Development is one of the primary features of the human resource administration
department. Training refers to a systematic setup where employees are steered and taught
matters of technical information associated to their jobs. It focuses on educating personnel how
to use precise machines or how to do specific duties to make bigger efficiency.
Whereas, Development refers to the usual holistic and educational boom and maturity of
people in managerial positions. The method of development is in relation to insights, attitudes,
adaptability, management and human relations.

STEPS INVOLVED IN TRAINING AND DEVELOPMENT PROCESS :

The training and development activity starts with a question about why the training is required.
While end with the evaluation of output of training and development program.

STEP-1 NEED OF TRAINING AND DEVELOPMENT PROGRAM :

Meezan bank regularly take a decision to roll out a training and development software after
identifying a particular need in the bank. The want could be introduction of new ability or to
replace the existing capabilities of the employee. In the case of personnel working on greater
degree the education and improvement software is added to improve the behavior capabilities
and ensure crew work in the bank.

STEP-2 GOALS AND OBJECTIVES OF TRAINGING & DEVELOPMENT :

The different goals and objectives Meezan bank can set before implementation of training and
development program:
 To impart skills: Under this goal the personnel are educated to function the gear and
equipment correctly. The desires are set to improve work efficiency and to limit wastage
of time.
 To Educate: The objective is linked with supplying data about theoretical ideas and
presents hands-on experience of the task. The goal is to enhance reasoning power and
judgment skills of employees.
 To Enhance Knowledge: The goal here is to enhance behavioral understanding of the
employee. The goal is to enhance appreciation of human relations, administration and
business surroundings amongst employees.

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 Final Project: Sir Asim Mubashir

 Ethics: The goal is to supply know-how about moral habits in the bank. The purpose is to
adjust the behavior of the employee in the bank.
 Change in attitude: The objective of the training is to alternate the mind-set of the
personnel in terms outlook, reaction, feelings and work beliefs. The goal is to enhance
dedication and delight of the worker through offering required motivation.
 Extraordinary Skills: To impart superb capabilities such as quintessential decision
making, problem-solving. The purpose is make employee geared up to face future
challenges.
 Literacy: Objective is to improve corporate language talent and make bigger attention
about bank culture. The intention is to make positive employees are in a position to
manage the global consumers and customer in a decent way.

STEP-3 TRAINING METHODS :

Different types of training methods used by Meezan bank based on the goals and objectives of
the training and development program.

 Orientations: It is commonly used to introduce the newly joined worker to the bank
work culture. It includes few lecture sessions, conferences with supervisor and data
related to the records of the bank. This education is used to make sure the newcomer
feels welcomed in the employer and emerge as aware about their work profile, desires
and targets of bank, policies as nicely as guidelines and guidelines to be followed
 Lectures: This is a one-way communication method, frequently used when necessary
information has to be conveyed to giant range of employees. The statistics can be
related to new updates in policies or any change management motion in the bank.
 Case Study: Here the members are given a scenario in terms of case learn about and
they have to provide solutions on the stated problem in the provided case. It is a best
way to impart decision making skill and sharpen the judgment abilities of the employee.
 Role Playing: A situation is created and every participant is assigned a particular
function to play out. The participant can practice their proper job work the usage of
position play method. The facilitator gives immediate comments to the participant
which helps them to improve their performance. These sorts of scenario are very
effective while imparting advertising and marketing and management training.
 Simulations: It can be used as a variety of games created from real-life scenarios. The
advantages of this simulations is that worker gets better understanding of whole bank
structure and can find out about authentic day-to-day troubles to get a applicable
solutions on it.
 Computer-Based Training: The employees are furnished study material and instruction
on the computer. It lets in employees to research on their own pace and time.

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 Self-Instruction: Individualized instruction, programmed learning, personalized

structures of instruction, correspondence find out about and learner-controlled training
are distinct kinds of self-instruction training. Here employees are responsible for their
personal learning.
 Audiovisual Training: In this kind of training films, television and videotapes are used to
expose personnel to the real lifestyles situation. The presentation consists of the state
of affairs and how the trouble noted in the state of affairs is resolved. It helps worker to
attain know-how about diverse bank situations and provide them a splendid course to
take decisions.
 Team-Building Exercises: The coaching is related with the human behavior. It includes
activities which can improve team dynamics and worker-management relations. It can
be in the structure of outdoor workout or brainstorming periods in the office.
 Apprenticeships and Internships: It is a type of on-the-job coaching in which the newly
joined employee works with skilled worker and learns work related competencies whilst
performing the genuine job.
 Job Rotation: In order to enhance the perception about the whole agency and to add
skills the job rotation technique of training is used. Here personnel do extraordinary
kinds of job on rotational foundation and attain know-how of special work profile.

STEP-4 IMPLEMENTATION OF PROGRAM :

The administration and HRM department takes an assembly with different supervisors to
decide the time period of implementation of the training and improvement program. The
implementation of orientation applications and other newcomer education applications is
carried out proper after becoming a member of the employee. The unique capabilities training
programs are launched based totally on the workload and free time span available to the
employee. The on-the-job education program is an ongoing manner and employees ought to be
informed about it in advance.

STEP-5 EVALUATION AND CONSTANT MONITORING :

The evaluation of education and improvement software is normally carried out at the time of
performance appraisal. The changes in performance and mindset are referred to primarily base
on the overall performance review. The increase in productivity and accuracy of work shows
the success of coaching and improvement program. Improved work harmony and bank
behavior shows the properly being created by using development programs. The steady
monitoring of the conduct of the worker is accomplished based totally on the monthly purpose
attainment and crew work of the employee. Additional training packages are launched in the
case of absence of any fine consequences in terms of elevated employee performance.

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 Final Project: Sir Asim Mubashir

Employee orientation is the technique via which new employees study necessary bank process,
characteristics and standards, set up working relationship and parent out how to work internal
their employments. Skills and technical training packages are organized to teach the new
worker a specific skill or place of knowledge.

Performance appraisal

Performance appraisal is the process of evaluating and documenting an employee’s performance with a
view to enhancing work quality, output and efficiency. Performance appraisals perform three important
functions within companies.

1. They provide feedback to a person on their overall contribution for a period.

2. They identify development needs and opportunities for improvement.

3. They help inform salary and bonus reviews.

THE 6 STEPS TO A SUCCESSFUL PERFORMANCE APPRAISAL :

In most effective performance appraisal processes, an employee and their manager will meet at regular
intervals to:

1. Reflect on what is required of the employee to do their job well (including behavior and results)

2. Set goals that will benefit the individual and the business

3. Share feedback on great work as well as areas for improvement

4. Identify opportunities to develop performance through ongoing education, training and learning

5. Formally review performance after a specific period

6. Reward a job well done

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Reflect
Effective performance appraisal starts with an accurate understanding of what is expected of a person in
their job. To achieve this, it helps to reflect on:

 Why a job exists;

 Where it fits into the organization;
 How it contributes to the overall objectives of the organization and current business strategy;
 What is expected of the person’s performance (including behaviors, compliance with policy and
process, and results);
 What competencies (knowledge, skills and abilities) are required?
 It is also important to help staff take a step back to look at their past performance.
 What results have they produced?
 How have they behaved with customers, suppliers, colleagues, and supervisors?
 How have they demonstrated the organization’s values?
 Have they followed process and procedures?
 What has been their biggest challenges?
 How will they adapt to any changes ahead?

Set Goals
Employee goals will usually focus on an aspect of their performance they want to work on or be better
at. Goals may also reflect the employee’s ambitions for their career.

A manager’s role will be to ensure that the person’s goals are consistent with and support the priorities
and strategy of the business. However according to the Society for Human Resource Management
(SHRM), to ensure understanding and commitment from both sides the process must remain
participative – in other words, both the manager and individual should be involved. SHRM also
recommends that staff only focus on a few major goals at a time and that goals should be SMART.

Feedback
Regular feedback is the linchpin of successful performance appraisal, but it doesn’t always have to
involve a scheduled sit-down meeting. Some of the best feedback occurs spontaneously – in the
moment, on the job. What is important is that the feedback is timely and meaningful.

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To get the most rounded and accurate feedback on performance, it may be useful to look for sources
outside of the traditional manager – employee relationship. This is where processes like 360 degree
feedback have been of value.

Develop
With a good understanding of how an individual is tracking against performance expectations, it should
be easy to identify and priorities education, training, or other learning opportunities that will help them
achieve their goals.

Development activities may involve formal accreditation eg degrees, diplomas and certificates, or could
include more flexible or low cost options like eLearning, research projects, one on one coaching,
shadowing, and peer collaboration.

Review
After 6 or 12 months, managers may schedule a formal review to look back, assess and document what
has been achieved against specific performance requirements and goals.

Reward

A formal review process is particularly important for organizations that have a reward process based on
performance. Reward can take the form of salary increases, bonus payments and other monetary
incentives however it can also take the form of non-financial rewards including awards, enhanced
decision making, more interesting work and promotional opportunities.

Compensation and benefits :

Compensation and benefits is a sub-discipline of human resources, focused on employee compensation
and benefits policy-making. While compensation and benefits are tangible, there are intangible rewards
such as recognition, work-life and development. Combined, these are referred to as total rewards

Basically, people who work in compensation and benefits are responsible for devising policies for an
organization’s salary, bonus and incentive schemes. These might include:

 Salaries
 Bonuses
 Commission
 Company cars
 Pensions
 Life assurance
 Profit-sharing
 Dental plans

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 Medical insurance
 Vouchers
 Capital bonds reward schemes.
They are then in charge of administering, managing and evaluating the payroll, salary structures, and
incentive schemes. Basically, they make sure that the right people get the right amount of money, at the
right time.

IMPORTANCE OF COMPENSATION MANAGEMENT :

A good compensation is a must for every business organization,
as it gives an employee a reason to stick to the company.

An organization gains from a structured compensation

management in the following ways −

• It tries to give proper refund to the employees for their

contributions to the organization.

• It discovers a positive control on the efficiency of

employees and motivates them to perform better and achieve
the specific standards.

• It creates a base for happiness and satisfaction of the

workforce that limits the labor turnover and confers a stable organization.

 It enhances the job evaluation process, which in return helps in setting up more realistic and
achievable standards.
 It is designed to abide with the various labor acts and thus does not result in conflicts between
the employee union and the management. This creates a peaceful relationship between the
employer and the employees.
 It excites an environment of morale, efficiency and cooperation among the workers and ensures
satisfaction to the workers.
 In short, we can say that compensation management is required as it encourages the employees
to perform better and show their excellence as well as provides growth and development
options to the deserving employees.

Types of Compensations
We have learnt about what compensation and its importance is. However, when it comes to an
organization, be it private or public, compensations are further divided into the following −

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Direct Compensation
It is naturally made up of salary payments and health benefits. The creation of salary ranges and pay
scales for different positions within an organization are the central responsibility of compensation
management staff.

Direct compensation that is in line with the industry standards facilitates employees with the assurance
that they are getting paid fairly. This helps the employer not to worry about the costly loss of trained
staff to a competitor.

Indirect Compensation
It focuses on the personal encouragements of each individual to work. Although salary is essential,
people are most productive in jobs where they share the company's values and priorities.

These benefits can include things like free staff development courses, subsidized day care, the chances
for promotion or transfer within the company, public recognition, the ability to effect change or bring
some changes in the workplace, and service to others.

These are the two types of compensation that need to be managed and have its own contribution in the
development of the organization. Moving forward, we will see the different components of
compensation.

Components of Compensation
Compensation as a whole is made up of different components that work as an aid for an employee after
retirement or in case of some accident or injury. Now we shall see the key elements or components that
make compensation.

Wages and Salary

Wages mark hourly rates of pay, and salary marks the monthly rate of pay of an employee. It is
irrelevant of the number of hours put in by an employee working in the firm. These are subject to
annual increase.

Allowances
Allowances can be defined as the amount of something that is allowed, especially within a set of rules
and regulations or for a specified purpose. Various allowances are paid in addition to basic pay.

Some of these allowances are as follows −

 Dearness Allowance − This allowance is given to protect real income of an employee

against price rise. Dearness allowance (DA) is paid as a percentage of basic pay.
 House Rent Allowance − Companies who do not provide living accommodation to their
employees pay house rent allowance (HRA) to employees. This allowance is calculated as a
percentage of salary.

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 City Compensatory Allowance − This allowance is paid basically to employees in metros

and other big cities where cost of living is comparatively more. City compensatory allowance
(CCA) is normally a fixed amount per month, like 30 per cent of basic pay in case of government
employees.
 Transport Allowance/Conveyance Allowance − Some companies pay transport
allowance (TA) that accommodates travel from the employee’s house to the office. A fixed
amount is paid every month to cover a part of traveling expenses.

Incentives and Performance Based Pay :

Incentive compensation is performance-related remuneration paid with a view to encourage employees
to work hard and do better.

Both individual incentives and group incentives are applicable in most cases. Bonus, gain-sharing,
commissions on sales are some examples of incentive compensation.

Fringe Benefits/Perquisites :
Fringe benefits include employee benefits like medical care, hospitalization, accident relief, health and
group insurance, canteen, uniform, recreation and the likes.

In recent years, a great deal of attention has been directed to the development of compensation
systems that go beyond just money. We can say that all the components of compensation management
play a very important role in the life of an employee.

In particular, there has been a marked increase in the use of pay-for-performance (PrP) for management
and professional employees, especially for executive management and senior managers. Compensation
is a primary motivation for most employees.

THE END

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