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e rmP re s e n ta tio n
:o B e P r e s e n t e d B y- -F F A N U L H A QA L M A N S A M N A N I
Y E D S A M I A H M E DU S A M A S A T T A R
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Planning
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History
Habib Bank Limited commonlyreferred to as"HBL" and head-quartered in HabibBank Plaza, Karachi, is the largest
bank in Pakistan.The bank has a network of 1425
branches in Pakistan and 55
branches worldwide.
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SHARES OF HBL
It has a domestic market share ofover 40%. It continues to dominatethe commercial banking sector with
a major market share in inwardforeign remittances (55%) andloans to small industries, traders
and farmers.
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CODE OF ETHICS
Honest & ethical conduct, conflicts ofinterest between personal &professional relationship.
Compliance with applicablegovernmental laws, rules ®ulations.
Promote internal reporting todesignated persons of violations ofthe code.
Accountability
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BRANCHES OF HBL INPAKISTAN
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DIVERSITY
Branches allover Pakistan is bestexample of diversity in HBL
HBL has operations outside Pakistan in
Afghanistan, Australia, Bahrain,Bangladesh, Belgium, Canada, China,France, Hong Kong, Iran, Kenya,Lebanon, Maldives, Nepal, Netherlands,Nigeria, Oman, Singapore, Sri Lanka,
Turkey, UAE, UK & USA
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DISCRIMINATION ORHARASSMENT
Bank promote equality of gender,race & religion prohibit sexual anyother kind of discrimination or
harassment.
Equal Employment Opportunity
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VISION OF HBL
Enabling people toadvance with confidenceand success
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HBL OBJECTIVES
Excellence
Integrity
Customer focus Meritocracy
Progressiveness
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Corporate Strategy
Growth
Asset Quality
Focus
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planning of
HBL: Diversification Strategy
Geographic expansion strategy
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BUSINESS LEVELSTRATEGIES
Cost leadership
Differentiation
Focus
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ORGANIZING
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DEFINITION
Organizing is the process ofestablishing orderly uses for allresources within the management
system
A Primary focus of organizing is
determining both what individualemployee will do in an organizationand how their individual effortsshould best be combined to
advance the attainment of
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JOB ANALYSIS
The Interview
Questionnaires
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uantitative job analysistechniques: A questionnaire used to collect
quantifiable data concerning theduties and responsibilities of
various jobs.
A questionnaire used to collect
quantifiable data concerning theduties and responsibilities ofvarious jobs.
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JOB DESCRIPTION
After getting job analysis informationthe next step at HBL is to describe
job description which contains the
points of job identification, jobsummary, chain of commandrelationships), responsibilities and
duties, standard occupationalclassifications and standard ofperformance and workingconditions.
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JOB SPECIFICATIONS
After formulating job description thenext step taken is job specificationin which the traits of employees are
defined who are assumed suitablefor the job.
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HR PROCESS
Selecting and Recruiting
Training and Development
Performance Appraisal
Compensation
Employee relation
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SELECTING ANDRECRUITING:
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RECRUITMENT PROCESS
Entry level programs
Experienced professionals
Campus recruitment
Rehiring
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TRAINING AND DEVELOPMENTPROCESS
Needs analysis
Instructional design
Validation
Implement the program
Evaluation
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TRAINING METHODS
On-the-job Training
Off-the-job Training
Apprenticeship Training
Informal learning
Effective lectures
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TRAINING PROGRAMMES
Management Trainee
Management associate
Cash officers
Internships
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ERFORMANCE MANAGEMENT ANDAPPRAISALA-Productivity
B-Individual \attributes
C-Technology
D-Customer Service
E-Personal
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COMPENSATION
The salaries, rewards, bonuses, andincentives on the basis of job andperformances are compensations.
Direct payments
Indirect payments
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MPLOYEE RELATION Interpersonal communication skill
Conflict management
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INFLUENCING
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Leadership
Democratic Style Of Leadership
Leadership Behavior
1.Directive
2.Supportive
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The Flow Of Information
Downward Communication
Upward Communication
Lateral Communication
Diagonal Communication
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Motivation
The success ratio goes higher whenthe leader motivates his/heremployees to do the work or
complete the task, given to them inthe time.
Have sound knowledge about needs
like Physiological needs, safetyneeds, social needs, esteem needsand self-actualization needs of theemployees.
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McGregors Theory X & Y
HBL possesses both type ofemployees X & Y
Mostly employees of the bank are the
type of Y Other type of employee X are
punished (not heavily) andmotivates by theLeaders/managers of bank.
Believe in the equity and motivationof their employees.
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Organizational Valuesand Culture
ExcellenceIntegrityCustomer focusMeritocracy
Progressiveness
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Training And Development
Training methods used by HBL:
On-the-job Training
Off-the-job Training
Apprenticeship Training
Informal learning
Effective lectures
Encourages Creativity & InnovationOf Employees
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Controlling
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Bank Quality Control
qMystery shoppers
qEmployees attitudeq
qCustomers & Employees
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The Controlling Process
q &C u sto m e r E m p lo y e e
surveysq
q M a rke t co n tro lq
q Fin a n cia l Po sitio nq
q Pro d u ctio n co n tro l
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