PROJECT ON:

HABIB BANK LIMITED

GROUP MEMBERS:

 IRFAN RASHEED
 TAYYAB ALI
 MUDASSAR ALI
 ZEESHAN SHAHZAD
 H. HASSAN BILAL
Introduction
HBL Pakistan largest bank was the first commercial bank to be established in
Pakistan in 1947, with 1700 branches and 2100ATMs globally, serving 14
million customers.
THE GOVT. privatized HBL IN 2004 through which Aga Khan Fund for
Economic Development (AKFED) acquired 51% of the Bank’s shareholding
and the management control.

Vision
HBL vision is to satisfy over customer with services so well that they came to
our company again and again. They feel comfortable with our services at
customer value and satisfaction.
Mission
HBL mission is to satisfy customers in such a way that the feel prosperity
to come again and again in our business.

Objectives
To earn profit for the bank itself and for its shareholders
To promote and boost up business sector inside the country
To provide employment opportunities to people
To help in development and industrialization of the country
To provide loan and advances to help out in self-employment schemes.
Mission
HBL mission is to satisfy customers in such a way that the feel prosperity to
come again and again in our business.

Objectives
 To earn profit for the bank itself and for its shareholders
 To promote and boost up business sector inside the country
 To provide employment opportunities to people
 To help in development and industrialization of the country
 To provide loan and advances to help out in self-employment schemes.
Who perform the HRM function
In HBL normally HR functions are performed by HR DEPARTMENT. There is a
separate department for the designing of human resource.
Operational Manager send the request to HR department for the recruitment of new
employee.

Techniques of Job Analysis Data

1. Personal observation
2. Sending out questionnaires
3. Maintenance of log records
4. Conducting personal interviews
Components of job analysis

Job description

Job specification
Job Description The preparation of job
description is necessary
before a vacancy is
advertised. It tells in brief
the nature of a job. In
other words, it emphasizes
the job requirements.
Job specification Job specification is based on job
description. It is a written statement
of qualifications, traits, physical
and mental characteristics that an
individual must possess to perform
the job duties and discharge
responsibilities effectively.
 Recruitment

Recruitment strategies:
 HBL uses the suitability or tight person approach for tis recruitment or
selection processes.
 They focus on job description, first create it according to the job
specification.
 Recruitment
Internal recruitment
Hiring from the organization
External recruitment
HBL uses outside sources for recruitment which are
• Newspaper (daily Jang, Dawn newspaper etc.
• Internet job sites
Outside sources of candidates
• college recruitment
• employee reference
• quota base recruitment
 Selection
The objective of selection process is to choose the individual who can
successfully perform the job from qualified candidates.

During the selection we see

 Aptitude test
 Psychomotor test
 Job knowledge test
 Interest test
 Personality test
 Polygraph test
 Orientation

Just after final selection and before starting of

training process orientation is conducted for
selected employees in orientation new
employees are provided with basic
background information about the HBL.
The basic contents of successful orientation include:

Information on employee
benefits Personal policies

The daily routine

The basic contents of successful orientation include:

Company operations

Safety measures and

regualtion
 Training

 Training and employee development activities

play a crucial role in developing employees
and preparing them for adverse situations and
unforeseen circumstances.
 Training

 It is really essential to upgrade your skills

and knowledge to stand apart from the
rest. Remember, one needs to grow with
time.
 Training

 Training and employee development activities

help employees to identify their weaknesses,
strengths, needs by encouraging two way
communication among employees.
 Training
 Employee development activities or training
programs in organization generally fall under
following categories:
 management development
 Soft skills development
 Technical skills development(Department wise
training)
 Personal effectiveness
 Basic skills development
 Time management