Muslim Commercial Bnak

University of the Punjab

Gujranwala Campus

Department of Business Administration

Final Project:

Introduction to Human Resource Management

Class:
BBA (hons) Semester-II
Submitted to:
Dr. Ahmad Ashraf
Submitted by:
Maryam Umar (BBA21020)
Abeeha Fiaz (BBA21029)
Sidra Saleem (BBA21037)
Bisma Jabbar (BBA21043)
Tozain Muqadas (BBA21012)
Allina Afzal (BBA21015)

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FINAL PROJECT

MUSLIM COMMERCIAL BANK(MCB)

This is the project report about MCB Bank Limited in which we have collected information about their
human resource planning, recruitment, selection, orientation, training and development, performance
management, career development, compensation and incentive and benefits and so on which we had to
assigned to do in this HRM project.

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Introduction:
MCB Bank Limited is the largest private sector bank in
Pakistan with over 1400+ branches nationwide. Currently
MCB is the largest issuer of cards in Pakistan, with an
astounding card base of 2.5 million cards (debit, credit, prepaid
and smart cards) in the market. MCB has been in the card
acquiring business since 2003 and currently has a merchant
base of around 10,000 where all international & local Visa/
Master card/ China Union Pay credit & debit cards are accepted.

MCB is one of the leading banks of Pakistan with a deposit base of about Rs. 280 billion. Total assets
of around Rs.300 billion. The bank has customer base of approximately 4 million. Nationwide
distributed network of over 1,000 branches. Over 450 ATMs in the market.

MCB Bank is one of the oldest banks of Pakistan, incorporated in private sector in 1947. It was
nationalized in 1974 and privatized in 1991. MCB Bank’s major shareholding is owned by Nishat group
a prominent business conglomerate, having diversified interests in Textiles, Cement, Banking,
Insurance, Power Generation, Hotel Business, Agriculture, Dairy, Auto Manufacturing and Paper
Products.

History:

Before separation on Indo Pak, the need for more Muslim

banks was felt. And Muslims having strong financial
capacity were thinking to invest in this sector as well. This
was the idea which provided the way for setting up
MUSLIM COMMERCIAL BANK Ltd known as MCB.
This was third Muslim bank in the subcontinent.

This bank was incorporated under companies’ act 1913 on 9th July, 1947(just before partition) at
Calcutta. The bank was nationalized in 1974 during the government of Zulfiqar Ali Bhutto. This was the
first bank to be private in 1991.the president of the bank is M.U.A Usmani.

In 2005 the bank changed its name from Muslim commercial bank to “MCB BANK LIMITED” because
the bank is popular as MCB between the client and public.

Till 1991 MCB was a national bank but after government changed its policies it was the first bank being
privatized. MCB reported a significant profit ratio after its privatization. It became the largest bank in

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the Pakistan with large banking network in the country and outside. It is the biggest foreign bank in the
Sri Lanka and is registering its share in the London Stock Exchange (LSE). It is the 1st bank which is
register in foreign stock exchange.

This bank won many rewards and prizes. In 2012 it got the CSR business exclusive award and it holds
a lot of Euro and Asia money award. It fully own a company in the Hong Kong, beside this it has Asset
Management Company, Leasing finance Company, and MCB Trade Service Limited.

Vision Statement:

Vision statement is about how the company sees itself in long term.
Following is the vision statement of MCB:

“To be the leading financial services provider, partnering with our

customers for a more prosperous and secure future.”

Mission Statement:

A Mission statement focuses more on Business objectives.

Following is the mission statement of MCB:

“We are a team of committed professionals, providing innovative

and efficient financial solutions to create and nature long-term
relationships with our customers.”

Board of Directors:

Mian Muhammad Mansha (Chairman)

S. M. Muneer (Vice Chairman)

Tariq Rafi (Director)

Mian Umar Mansha (Director)

Iqraa Hassan Mansha (Director)

Muhammad Ali Zeb (Director)

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Mohd Suhail Amar Suresh (Director)

Shariffuddin Bin Khalid (Director)

Yahya Saleem (Director)

Salman Khalid Butt (Dirctor)

Masood Ahmad Puri (Director)

Shahzad Hussain (Director)

Shoaib Mumtaz (President & Chief Executive Officer)

MCB Help line:

1110 00622

Website:

https://www.mcb,com.pk

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1.1: Human Resource Planning:

HRP is the process of analyzing and identifying the
need for and availability of HR for that the organization
can meet its goals. MCB decides what positions of the
form will be filled and how to fill them. The HR
department clearly identifies the internal demand of
human resource and than matches the internal supply of
HR with it. MCB plans who job duties will be perform.
What is the hiring process.

Who to screen out the candidates. Requirements (capabilities, experience, skills and qualification etc.)
for a specific jobs. On which basis fresh staff will be hire. Medical and health care benefits for the
employees. Who to train new recruiting employees.

1.1.2 Human Resource Planning process:

These are steps of HR planning followed in MCB. Identifying the objectives and goals. Defining skills
required to meet the organization’s objectives. Identifies additional HR requirements. Develop action
plans to accomplish the anticipated human resource needs.

1.2: Recruitment:
Recruitment is the process of generating a pool of
qualified candidates for specific job. MCB must
announce the job availability to the market and
attracts qualified applicants to apply. The
organization may seek applicants both from inside
and outside the organization. Recruitment and
selection process is the most important HR function.
This requires careful planning from start to end.

MCB one of the finest bank of Pakistan has very detailed and ordered method for recruiting employees.
As MCB believes that if hiring is done carefully than the efficiency and effectiveness of bank increases.

Maryam Umar (BBA21020)

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1.2.1 The step to step recruitment process followed by organization is:

Planning means which job position is available, who to fill that job post. Job analysis identifies that
duties and skills required for a job and kind of person will be hire. Sourcing is finding the best candidates
form the inside the organization and outside the organization. Screening is the process of choose the best
applicants through initial screening interview. Selection is the hire and no hire decision. Candidates
select after testing process.

1.2.2 Job Analysis:

After planning it is analyzed that which job post is going to

be filled and their requirements. Basically. job analysis is a
procedure of investigating, study and determining the job
duties, skills and requirements and which kind of person
should be hire for particular job. It is one of the most
important term of HRM. MCB decides that what abilities,
talents and expertise their employees must have to make the
bank highly competitive in national and global market. The
components of the job analysis are job description which
describe the job and job specification, which describe the person qualities should have for the specific
job.

1.2.3 Job Description:

JD is a written document that list the duties,

responsibilities, risks, working conditions, location,
reporting relationship and tasks required for effective
job performance. Sections of typical JD are
identification, summary, responsibilities and duties,
working conditions, standard of perfmance and
relationship etc.

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1.2.4 Job Specification:

JS is a written statement that list the human personal

requirements like Educational qualification, skills,
personality, fitness and experience needed for perform a
job.

1.2.5 Uses of JA information:

JA is used for recruitment provides the details about the nature of the particular job to guide recruitment
actions. The next one is selection provides information on the knowledge, experience, skills, abilities
and requirements needed by the person who can do the job successfully. Training to give details
regarding the tasks to be completed and knowledge and expertise to Development of training program.
Next is compensation to provide the data necessary to evaluate the internal worth of the job to the bank
and compare it to posts in the relevant market.

1.2.6 Steps in job analysis:

The first step in the JA process is to point out review relevant background information, the second step
is to decide what kind of data will be collected and how to collect it. The third step is the selection of
respective position. In the organization is costly and time consuming to analysis all the job so we analysis
sample of job for detail analysis. The next forth step is to conduct actually the analyzed the job. Fifth is
to verify the JA information. Next one is develop a JD and JS. The seventh and last step is periodically
review and update.

Maryam Umar (BBA21020)

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JOB TITLE: Senior credit manager JOB CODE: IBS 9521

BOSS JOB TITLE: Vice President DEPARTMENT: RMD
JOB FAMILY: Risk Management REPORT TO: Vice President
SALARY: 50,000-500,000 LOCATION: MCB TOWER
TI MING: 9:00-5:30 DATE: March, 2015

General Responsibility:
This position is for processing of credit request and approval. It is mainly for issuing loan
for business organizations. This position is at upper level for credit requests. The main
role of this designation is to evaluate the credit requests on the basis of bank policies, State
Bank of Pakistan regulations, analytical skills and best business practices.

Environmental Conditions:
Heating and Cooling centralized system, 24 hours. Computerized system. Working in
sitting position.

Courses:
For this position, IBP Institute of Bank of Punjab offers training and workshop
courses.

Required Qualification:
Bachelors in business administration (BBA). 16 years of education

Experience:
At least 5 years working experience in bank for this designation.

Travel:
Required to go out of station, in cities like Sialkot.

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Job Specification:
The main duty at this position is to make decisions either the credit request of customer
approve or decline.

The person is responsible for collecting data, processing and reporting which is under the
IMS Management Information System.

The person may have the authority to approve 5 million. BDP (Business Discretion
Authority).

The person may experience many online courses for the betterment of his work like
OMEGA which has 14 modules.

This position is not for generating revenue just for the loan request approvals.

Performance Appraisal:
There are annual appraisals of the performance. On the basis of the performance,
there are promotions from credit analyst to manager and senior manager and then you
may acquire for branch and operational manager.

Handling:
Indirect handling of 20- 25 employees.

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JOB TITLE: Operations Manager JOB CODE: 35349

RECOMMENDED SALARY GRADE: EXEMPT\NON-EXEMPT: Exempt
JOB FAMILY: Managing EECO:
DIVISION: Educated REPORTS TO: Regional Manager
DEPARTMENT: Operational Manager LOCATION: Shalimar Town
SALARY: DATE: 17-10-2022

SUMMARY:
The operations manager is responsible for managing the financial aspects of the business, make sure
everything is running as she desired or expected, supervise the employees, give order to the
employees, report to head or top manager, oversee the work of employees, monitor daily operations.
Also her responsibilities are coordinate and oversee the day-to-day operations, handling the whole
branch and employees.

SCOPE AND IMPACT OF JOB:

The operation manager is very important in an organization or bank, because the operations manager
is an individual who manage the whole branch and employees. Without operations manager the
organization or bank cannot running on progress.
SUPERVISORY RESPONSIBILITIES:
Operations manager is also a supervisor who supervise the employees or staff and the whole branch.

REQUIRED KNOELEDGE AND EXPERIENCE:

Required Knowledge and Qualification:
For the operations manager job, we should know about this job well. .
MBA in Finance is the qualification for the operations manager job.
Related Work Experience:
Fifteen (15) years

SKILLS:
Must have communication skills, interpersonal skills and decision-making skills.
TRAVEL:
Yes, she travels from one city to another city. She travels from Gujranwala to Lahore for job related
work or trainings on the order of her boss.

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RESPONSIBILITIES AND DUTIES:

Coordinate and oversees the day-to-day operations of the branch are the responsibilities of bank
operations manager. They ensure that everything runs as planned. Managing the operations of a bank
branch including monitoring employee performance, balance the cheque. Also the responsibilities of
operations managers resolving conflicts between customers, evaluating the employee’s performance.
The main duties of an operations manager are supervising the employees and report to top or regional
manager about the performance of employees.

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1.2.7 Methods of collecting job analysis information:

The interview, in this method individual or group of employees interviewed to determine their problems,
responsibilities and working style etc. It is direct way to find overlook of information. Another method
is commonly used which is getting Questionnaire filled by the managers and employees of the bank. It
is an quick way to get information from large number of employees.

The next method is observation the analyst notice the physical activities of the employees and record
then. This is time consuming and there is a difficulty in capturing entire job cycle. Next method is
dairy/log workers keep a chronological diary log what they do and the time they spent in each activity.

1.2.8: Internal Sources of candidates:

Searching the best candidates form the inside of the

organization. It is cheaper than external sources. It is
quick and fast process and the company has limited
choice in this recruitment process. It’s the easiest way
of selection as the organization is already known their
work performance. Its is the best way to use the
existing resources of company for the growth and
development.

1.2.8.1: Succession planning:

Identify and develop new leader for current and future senior or key jobs. SP steps are finding and
analyzing key jobs. Creating and assessing the candidates. It ensure that after the key people retired,
move on to new opportunities or pass away the organization continue to run calmly, without troubles
and interruptions.

1.2.8.2: Job posting:

MCB published open job to employees often posting job vacancy details on bulletin boards and notice
board. Employees can apply according to their skills, abilities and experience etc. for the post. It’s also
called internal advertisement. It is the most beneficial and cheap way of seeking the employees within
the organization. It gives equal opportunity to all the working employees.

Maryam Umar (BBA21020)

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1.2.8.3: Promotions:

The skilled employees are shift from one department to another or from lower position to higher position
with one more responsibilities, rewards, benefits and status. performance and experience. It motivates
the employees to work hard and be honest towards the company. If employees are not promoted they
may end their job because of demotivation. Issues could be arise among employees, who are promoted
or not promoted.

1.2.8.4: Rehired employees:

The process of rehiring old and retired employees. They can be required once again in case of shortage
of qualified employees or load of work increases such people save time and costs of the organization.
They are already known the organizational culture, procedure and policies. MCB call back their retired
employees if they don’t find the right individual for specific or key job to achieve the goals.

1.2.9: External Sources:

Finding the applicants from outside of the organization. External Recruitment sources provides the more
collection of potential employees with great skills. It is an expensive and tough procedure than internal
sources. It takes time and long process of hiring. It brings new innovations and fresh minds to MCB.

1.2.9.1: Advertisement:

This is the most common, effective and popular source for gathering the pool of applicants. MCB using
News papers, social media, radio, television and job web sites, job posters, bill boards and other
platforms. In the ads they mention job nature, requirements like qualification, skills experience and
duties etc. Wording of the job ad should evoke the candidates attention, interest, desire and action.

1.2.9.2: Educational institutes:

MCB travels to college and university campuses to pick out fresh talented graduates. Give them
information about the organization and collect their CVs if the candidates are eligible for future
consideration they call them in the company and conduct interview for selection and hire then.

1.2.9.3: Employment agencies:

These agencies are organization whose business is to find out people for specific job and find job for
certain people. They also seek out top management talent for their clients and after the successful hiring
is completed they take their free for their service. They are run by both government and private sectors.

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1.2.9.4: Walk-ins:

They apply for job with their own will. No one advice or tell them to apply. Nobody refer them. There
are some advantages of this method like cost of hiring is low, fast hiring process and checking the
efficiency

1.2.9.5: Employee referrals:

MCB ask their current employees to recommend the best applicants for their bank. Referring is a cost
effective program. Referral employees become stake holders of the organization. It is one of the most
productive method of finding workforce. Existing employees are known the company mission, vision
and culture which means they can easily refer the candidates who make the best culture fit for the
1.2.9.6: Via the Internet:

More and more people are using internet to search for a job. It’s the most common and convenient way
looking for job. One survey found that more than 4 million people visits the web searching for job in
one day. Firms also use net for candidates.

Maryam Umar (BBA21020)

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1.3 Selection process of MCB:

Selection is just the decision of making a “hire” or “no

hire” according to the procedures, rules and policies
of the bank organizations. In this process first of all
bank announce the availability of jobs to the market
using different tools and sources like advertisement,
online websites, newspapers ad and many more.

The main function of HR department in banks is to

arrange the required candidates for the business organization. Make cardinal policies and strategies for
the development of human resources that is developed in such a way that suitable and necessary
employees are selected for further testing.

Bank say about recruiters: “People are at the heart of our success.”

“Recruitment is the discovering of potential applicants for actual and anticipated organizational
vacancies.”

1.3.1 Screening:
Many candidates are applying for job either online or at the portal in response to vacancy ads by
submitting their current CV’s and resumes. Selection board of MCB then screens out those recruiters
who fulfill the requirements of the job according to the criteria and standards of the job requisites.

After initial processing, members of selection board short lists the candidates who are assumed to be
more powerful or fruitful for the bank. This process is at the initial level which further proceeded on the
basis of clarity of tests and other tools essential to get a job. Recruitment and Selection in MCB consists
of many steps and may call them hurdles which must be followed.

Decide what positions to be filled in through personal planning and initial forecasting. Must build a pool
and immense of fresher’s for the seat introduced. This is done by recruiting internal and external
candidates.

Abeeha Fiaz (BBA21029)

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1.3.2 Employment Selection Procedure:

This initiative should be taken by using leading tools like tests, background investigations and probably
the last part which is physical exams to identify viable candidates. Selection process in MCB follows
the following guidelines: Identify candidates, concealing the existence views and review the databases,
examine by interview, selection interview, formats that are used in selection interview like
structured/directive which pursue the same sequence of questions or may be unstructured/nondirective
which depends upon illogical arrangement of questions. Mass interview may be conducted when

selection process is required to be done on higher level. In this interview panel interviews several
candidates at the same time and at the same place. The purpose behind this type of conducting is to
enable the candidate to respond well in competitive environment.

1.3.3 Modes of Interview:

There are many modes that bank are used to apply for
the process. First they may use panel interview in
which group of interviewers question the applicant
according to their credibility. Secondly they may use
structured sequential interview that is conducted in the
way that applicant is interviewed sequentially by
several members who rates the applicant on a standard
basis. Thirdly the interviewer may use unstructured sequential interview in each member forms an
independent view according to the answers obtained from the candidates.

1.3.4 Types of Questions:

Questions that may panel ask is the situational form which is the series of job related questions that show
how candidate would behave in a given situation like if there is conflict between co-workers then how
you resolve this. Behavioral questions show your temptations and handling to actual situations which
has been created in past. Like your previous experience might help you to control the whole conversation
then how you use your predominant expertise and skills in this scenario. Job related questions might ask
which reveals your congruent prior behaviors that you show in your previous jobs. What should you do
if your supervisor asks you to pass a false entry in the books of account?
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Stress type of questions may exert pressure on candidate to examine how they think under pressure.
These may sound arrogant that may point out keen applicants. These are the questions that are asked
according to high designation of candidates.
Puzzle questions that requires mechanical answers to broader the vision and sensibility of recruiter.
Puzzling questionnaire uses out of box solutions. In short every member come out in the given situation
according to his mental ability.

1.3.5 Testing Criteria:

For judging the abilities of employees Muslim
Commercial Bank conduct some simple tests. Test of
cognitive abilities like intelligence test which mark the
candidate’s creative and subjective abilities that include
memory, oral speech, expressions and delivery.

Test of recreational abilities may take that reveals your handlings and manual fineness. This test also
declares how much time you take in completing a task. Test of physical specifications might be taken
by bank. This includes your rigid and fixed strength, your body sorting and stamina.
Sometimes if needed organizations may take execution tests that show what a person has already learned
in different areas. Selection also requires work samples techniques that measures how fresher performs
real job on the basis of performance of the applicant.

1.3.6 Basis of Testing:

For negotiating the selected tests the criterion which may be used based upon the following parameters.
Reliability checks density of scores obtained by same applicant when retested with same and
corresponding quiz. Is the result are identical over time. Validity measures the sharpness of test,
interview and any other activity performed and measures the function what the whole steps of selection
process designed to calculate. These are further steps to validate a test which may complete the entire
practice.

Abeeha Fiaz (BBA21029)

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1.3.7 Final Selection:

Before going to final decision selection board may take
computerized selection interview that contains specifically
designed questions which may be in the form of oral, visual
and written replies. After completing all the processes the
best candidate, which fulfill the selection board
requirements are selected. The persons who are finally
selected are offered appointments according to their
education and experience.

Abeeha Fiaz (BBA21029)

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1.4: Orientation:

After the final selection process and before the

training session, orientation is held to choose
representatives. In orientation MCB provide data
about the bank to the new representatives, Data is
about information on employee benefits, personnel
policies, the daily routine, company organization and
operations, safety measures and regulations and etc.
Mostly in MCB the members from different staff
gather in a conference room and the new recruits are introduced to each other. A refreshment is given,
rules and regulations are discussed. A very friendly, professional and warm welcome is given.

In orientation, company provides information to the new employees about the company. Company
provides information about the job details. Company explain the benefits and welfare that provides the
company to the employees. Company also explain the job duties that the employee performs in the
company. The information about the policies of the company of hiring and firing, rules and regulations,
rights of privacy.

Company inform the employees about the work schedule, work day hours, lunch periods, holidays,
vacation, sick time, compensation, regulations, performance criteria, policies about salary increase,
benefits like medical insurance, life insurance, retirement plan, disability insurance, medical expenses
due to work related injury and etc.

In short, orientation is held to inform the new representatives about the company benefits and policies.
A warm welcome is given to the new recruits. A refreshment is also given to the employees.

1.5: Training and development:

“Training is the organized procedure by which people

learn knowledge and/or skills for a definite purpose”.

Training and development are educational activities

within a company to enhance the knowledge and skills of
the employees while providing information and
instructions how to perform specific task better.

Training is the best way to improve your employees according to your needs. In training procedure you

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train your employees according to your requirements. What you want from your employees that what
they do or what they do not do. You train your employees according to your taste. If you train your
employees according to your needs and requirements then your company will grow faster and faster.
Company will achieve more success day by day.

First of all, you have to decide that how you train your employees. You have to make a procedure or
process according to which you train your employees. Then, you have to follow all the procedure or
roles that you decide to train your employees.

You have to do job analysis then you have to plan all the training program according to the needs of the
job or requirements of the job.This duty is performed by the HR manager of the company.

You have to design or produce all training program content. That includes different activities that is
performed by the employees. Or different work activities that is performed by the employees. That also
include different exercises or workbooks to help the employees.

This training is performed by only those employees that will apply to a specific post. Every post has its
own training. Every employee must have to train himself according to the job requirements. No one train
himself for the wrong post. Every one must have to train himself according the requirements of the job.

After the training procedure the company must have to take a test of the employees to ensure that their
training help out the employees or not. It is a very effective way to find out that your training process
help out the employees or not. It also verify’s that, is your training procedure effective or not or if you
have to change your training process or not.

There are different job training procedures that is performed by the MCB bank. These procedures
are following:

First of all is the on the job training, in this job training process company train their employees in the
work area by providing guidance by their supervisors or by their superiors. They can also train them by
giving them special assignments or guidance about the work. There are also many ways to train
employees.

Second process is off the job training, in this process company train their employees before going to the
work place. When employee enter the work area he or she has the information about the work related
info. There are also many ways to train the employees in thus way. You can train the employee by giving
them different case studies or different work. This is a very effective way to train your employees.

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You can also train the employees by giving them different toturial lectures. You can give information
about job related work. You can train your employees by taking different test like, objective test or by
different procedures.

You can also train your employees by informal training. Informal learning is involuntary and inescapable
part of daily life; for that reason, it is sometimes called experiential learning.

“Development is a process that creates growth, progress, positive change or the addition of
physical, economic, environmental, social and demographic components.”

In development, the company develop the employees according to their needs and requirements. The
develop their employees according to their taste. The bank has the largest training facilities to train and
develop their employees according to their taste and their need. The bank has different procedures to
train and develop their employees. The company train the employees according to which the company
will touches the skies of the success.

MCB uses these processes of training and development:

First of all is the management trainee, in this process the employee work under the supervisor or under
the supervision of the senior employees of the company. In this process the employees learn the
management. They learn how to manage the work or how to manage the employees that work under the
supervision of you. This program is very effective to train the employees about the management policies.
Their goal is to acquire all essential knowledge to become future managers, often in particular fields,
marketing, sales, or operations. The management training program is usually 2 to 3 years long.

Second is management associate program in which companies check the employee potential that if they
lead the group of the employees or not. Is they eligible or not for the job. Is they complete the job
requirements or not.

Third is cash officer program, in this program the company train their employees how to perform the
jobs of the cash officer. How they deposit the cash or all the transaction process. There are many other
duties that is performed by the cash officer. The company train their employees according to the
requirements of the job. They also train and develop their employees according to their needs.

Fourthly they provide the internship programs, in this program the company provide the internships to
the new graduate students. Because of this program students start their career exploration and
development. The students learn different new skills in this regard. Internship program helps the students
to start their career.

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Employee development is a joint, on-going effort on the part of an employee and the organization for
which he or she works to upgrade the employee’s knowledge, skills, and abilities. Successful employee
development requires a balance between an individual’s career needs and goals and the organization’s
need to get work done, Employee development programs make positive contributions to organizational
performance. A more highly-skilled workforce can accomplish more and a supervisor’s group can
accomplish more as employees gain in experience and knowledge

Sidra Saleem (BBA21037)

1.6: Performance Management:

“It is the descripted of job-relevant strengths and weaknesses of an individual or a group.”

In performance management, setting the standers

and expecttions of performance management is
the main function. You can also observe and
provide feedback. Through this you can find out
the faults and the leading functions about your
organization. You can also conduct appraisal that
will enable you to achieve the best results
through managing employee performance.

Written performance standards lets supervisor compares the employee’s performance with mutually
understood expectations and minimize ambiguity in providing feedback. When observed an employee’s
performance, supervisor usually makes a judgment about whether that performance is acceptable. How
do you decide what’s acceptable performance? The answer to the question is the first step in establishing
written standards.

Job appraisal refers to the regular review of the employee’s job performance and overall contribution to
a company. It evaluates all the employee’s performance. And also evaluate that what it’s contribution to
the company success. On the basis of the employee’s performance, the company’s success depends. It
also evaluates the employee’s skills, abilities on which the company grow. It also evaluates the company
growth. All the company success depends upon the employee’s job performance.

Job appraisal also evaluate the achievements of the employee. This is also known as the annual review,
performance review or evaluation, or employee appraisal, a performance appraisal evaluates an
employee’s skills, achievements, and growth, or lack thereof.

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Companies took performance appraisal to evaluate that which employee has contributed to the
company’s growth or not. It is a very effective way to evaluate that which employee is more effective
for the company or which is not. It also evaluate that which employee helps the most to the company’s
growth. Which is most suitable for the company or which is not.

Then the company reward that employee that is most suitable for the company. Company provide
rewards to the deserving employee’s in many ways. It may b in the form of the bonus, promotion or in
many other forms. It is a very effective way to appreciate the employee that help or motivate the
employee to do more effective way to help the company.

It also helps to improve the performance of the bank or it’s staff members. With the help of performance
appraisal you can evaluate that which employee’s performance is more reliable for the company or which
employee is not reliable for the company. It is a very effective way to improve the company performance
because the growth and success of the company depends upon the performance of the employee.

It can also build a strong relationship between the staff members or management. With the help of this
relationship the company’s growth can increase. If the relationship between the staff members or
management is positive then they will support each other in every matter. If the relationship is not
positive then they will not support each other, they will oppose each other that will affect the company
in many ways. Because of the negative relationship between the employee’s and management it may
occur conflict between the employees. it will affect the company in a bad way.

In this process, the targets that you have to achieve are specific. Every one should have the knowledge
that what work is assign to him and it’s his duty to complete all the targets or the work assign to him or
her. In this way whole employees will have knowledge that what he is going to do or what is not. Is is a
very effective way to organize every work in the company.

On the basis of the performance of the employee in the company, salary depends. Salary depends upon
the performance of the employees. If the employee performs the main work in the company then its
salary must be more than the other employees. Every post has it’s own salary. Every post has different
salary. Its depends upon the requirements of the job or post.

If the salaries are different for different posts then the work assign to that post is also different. Different
assignments are assigned to different posts that they have to do in every situation for the betterment of
the company. Because the growth of the company depends on the performance of the employees.

If the employees work helps the growth of the company in an extraordinary way then the company also
provide the employees with awards. These awards may be in the form of bonus or promotion or in many

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other ways. The company may also increase the salary of the employee. Or may provide them many
other facilities like medical facilities, pick and drop services, or many other benefits.

They can also promote the employee to the higher posts. This will increase the salary of the employee,
also increase the benefits of the employee and also increase in the facilities that the company provide to
the employees of their company. Because of all these activities, the company motivate the employees to
perform extraordinary tasks. If the company didn’t provide the employees with these benefits then the
employee may be demotivated and didn’t want to do that tasks that will help the company. They will not
try to do or perform extraordinary things that will help the company’s growth in other way. It may be
prove disadvantage for the company’s growth. Bisma Jabbar (BBA21043)

1.7: Career Development

A career is a series of distinct but related work

activities that give a person’s life continuity, order, and
meaning. A person's career is not simply a series of
work-related experiences; rather, it consists of a series
of properly sequenced role experiences leading to an
increasing level of responsibility, power, and rewards.
It represents an organized path taken by an individual
across time and space.

The process of putting a personal career plan into action in order to achieve career goals is known as
career development. An employee, the company, and the manager share responsibility for an employee's
career development. The HR manager must have complete knowledge of these tools of consultants when
employees and supervisors use this system. Additionally, they are responsible for designing and
developing systems for their organization. A career development system includes a variety of
components for use in organizations to increase the system's efficiency.

In the case of an employee, career planning answers his question about where he will be in the company
in five or ten years and what his chances of advancement or growth are.

Career planning is a process of developing human resources, not an event in and of itself. In short, it is
a crucial aspect of effective workplace management career planning is the process by which one selects
career goals and the path to these goals. The career path is the sequential pattern of jobs that makes up a

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career. Career goals are the positions one aspires to hold in the future as part of a career.

Career Development is a natural follow-up to employee training and strategic planning. When a
company sets long-term goals and objectives, it must identify staffing needs over the medium and long
term. Organizations will be able to hire the right people for the right jobs thanks to career development.
The aspirational level of occupations is also rising, along with educational attainment and knowledge.

Career development for diverse employee groups becomes more important as the number of employees
at work becomes more diverse. All employees must accept their role in career development because it
is only then that various career development initiatives will be successful.

Workforce development initiatives are initiated by businesses. However, they cannot assume sole
responsibility for each individual's career development. Employees must also take initiative on their
own.

The alignment of an individual's objectives with those of the organization leads to a successful career.

An employee and the company share responsibility for career development. If an employee only wants
his career to be developed by the organization, that employee's autonomy will likely be restricted by the
organization's excessive control. As a result, it was suggested that you should be responsible for
managing your own career

If you manage your career on your own, you'll have more control over your life and be more independent.
The individual is the only one with the appropriate information forcareer decisions. To avoid being
tricked about his career, he needs to be assertive when expressing his feelings. Self-management is of
the utmost importance. Do it now, know yourself, analyze career opportunities, set a career goal, get
feedback, and manage your career are the steps to successful career self-management.

A career development system has a lot of different parts that organizations can use.HR managers play
the role of a consultant when employees and supervisors use this system, so they must have complete
knowledge of these tools in order to improve the system's efficiency. In addition, it is their responsibility
to create an efficient system for career development for their company.

Individual career planning tools exist for some activities or components, while organizational career
management tools exist for others. The majority of businesses employ a suitable combination of both
kinds of activities to increase efficiency.

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In career development programs, each employee, manager, and organization must play or exercise a set
of responsibilities to avoid all of the aforementioned errors.

The number of female employees is rising due to women's increased career orientation. Dual-career
families have also increased as a result. As a consequence of this, one member of the family might
encounter the issue of transfer. This is now a complicated issue for businesses. As a result, other
employees might be outnumbered.

Due to the influence of technological or economic factors, career opportunities may decline for certain
groups. The solution to this problem is a career change.

Computerization, for instance, reduced the number of job opportunities available to "Statisticians". By
learning how to use computers, the current statisticians could solve this issue.The three phases of career
development, which is an ongoing, organized, and formalized effort that focuses on making employees
better and more capable at work, are as follows:An assessment phase in which employees' skills,
interests, and values are identified either by the employees themselves or by the organization, or both.

The direction phase is when employees determine the type of career they want and the steps they must
take to make their career goals a reality. Career development is an ongoing, organized, and formalized
effort that focuses on developing people who are more enriched and capable at work.

The development phase involves developing and improving skills to prepare for future jobs and fostering
this growth and self-improvement through coaching, monitoring, tuition assistance, job rotation, and
other methods. Employees can get individual career counseling or information from a variety of sources.

Tozain Muqadas (BBA21012)

1.8: COMPENSATION
The term compensation refers to anything an employee
receives from their employer in exchange of their hard
work, including pay, benefits and so on. MCB
employees are eligible for compensation for the
evaluation they are assigned.

A program that offers rewards to employees who

perform well in the organization is known as an organization reward system. By attracting employees
with well-designed incentive packages, this reward system is actually inspires and motivates them to

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perform well. An employee is rewarded for their contribution to the organization that is for the
performing their job duties through compensation. Topics related to wage or salary programs and
structure are included in compensation.

For employers, compensation costs should be at a level that both guarantees hierarchical competitiveness
and give sufficient rewards and benefits to representative as for as anyone is concerned, abilities,
knowledge, skills, capacities, and performance accomplishment.

In MCB, top managers give some targets to the employees which have to be completed by their given
time, the time can be monthly, weekly or per day basis. If you complete these targets as they are expected
then they give you rewards and incentives in term of compensation. And if you don’t complete these
targets then they won’t reward you. Compensation is a given taken process. If you give something to the
organization, then you take rewards or benefits from the organization.

They are compensated in the form of numerous additional benefits and incentives including:

Utility allowance, medical allowance, overtime allowance, education allowance, house rent allowance,
insurance allowance, and bonuses. These allowances are briefly explained below:

1.8.1: Utility Allowance

The employee receives a utility allowance from MCB. The utility allowance may be small or may be
large, depends upon employee performance. If the worker does his work well the organization give him
a large utility allowance. Power, standard gas, water, waste accumulation and sewer among the utilities
for which employees are compensated.

. 1.8.2: Medical Allowance:

They also provide medical facilities to employee as they are needed. The organization pay all expenses
of an employee treatment. Medical allowance is an important compensation for an organization that
provide a employee with all medical facilities.

1.8.3: Overtime Allowance

Additionally, MCB is providing employees with overtime allowance for extra work. Due to this
compensation, employees can do extra work to get more\extra money. In this way they can fulfill their
needs by earning more money.

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1.8.4: Education Allowance

They also provide employee’s children with education allowance. Only officers receive education
allowance. The organization pay all educational expenses of employee’s children like fee, funds, books,
tuition fee etc.

1.8.5: House Rent Allowance

They also provide employees with a house rent allowance. The organization pay house rents of their
employees to help out them. The organization make sure them that they facilitate them with different
way of help.

1.8.6: Insurance Allowance

They also provide insurance facility to the employees for the better future of his or his family. The
organization provide insurance allowance like life insurance, disability insurance etc.

1.8.7: Bonuses

In addition, they offer their employees bonuses as well as increments, which are the additional payments
above the employee’s base salary. When employee do work well and his boss impressed by him or his
work they offer bonuses to the employee.

The Executive Board will decide the different sizes of pay for the workers. Balancing employee’s
knowledge, skills, abilities, and performance accomplishment that the employer can attract, retain,
motivate and reward the performance of employee requires considering several types of compensation.

1.9: Benefits in MCB

Plans for retirement, health and life insurance,

disability insurance, vacation, employee stock
ownership plans and other benefits are all common
examples of employee benefits. The presumptions of
attracting, retaining, and motivating individuals
underpin all reward systems. The system of rewards
relies heavily on Plans for retirement, health and life
insurance, disability insurance, vacation, employee
financial rewards. Different Benefits:

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1.9.1: Financial Benefits

Life Insurance, Bonuses, Disability Insurance, Medical Allowance, Pension Plans etc.

1.9.1.1: Life Insurance:

In the event of the unfortunate death of the policyholder during the plan's term, this benefit ensures that
the family will receive a monthly income.

1.9.1.2: Bonuses:

A bonus is a financial reward that exceeds the recipient's expectations.

1.9.1.3: Disability Insurance:

Customers can choose to receive an Accidental Disability Benefit in 120 equal monthly payments equal
to one percent of the basic death benefit.

1.9.1.4: Allowance:

There are two options for this plan, both of which offer savings and a certain level of life insurance.

1.9.1.5: Pension Plans:

It's easy to save for retirement with MCB! You can have the retirement you deserve with a choice of
dedicated funds and cash-in options.

Tozain Muqadas (BBA21012)

1.9.2: Non-Financial Benefits

Sound Working Environment, Training and development, Job Security, Flexible Work, Arrangement,
Sick Leave

1.9.2.1: Sound Working Environment:

Environmental protection is MCB bank's top strategic priority. The bank cares about the well-being of
its employees and supports a secure workplace.

1.9.2.2: Training and Development:

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Strategic Human Resource Management is being utilized by MCB to address the issues faced by each
manager in each department.

1.9.2.3: Job Security:

The best reason was that it was the best and most secure place to work in the banking industry for
everyone, and the job security was 100% better than in other banks.

1.9.2.4: Sick Leave:

Employees who take sick leave to take care of themselves or their families health take
Time off from work.

1.9.2.5: Flexible Work Arrangement:

Any attachments that offer an employee an alternative to working regularly scheduled hours in the office
or typical work location are referred to as flexible work arrangements.

Tozain Muqadas (BBA21012)

1.9: INCENTIVES
The most important resource of the entire
organization, MCB considers its worker or
workforce as its human assets. The management of
the organization completely motivate, excite, and
energize their employees’ in order to secure these
benefits and rewards, but these rewards and
incentives are not a realistic job preview.

The rewards are given to merit representative which also encourages employees and alternate workers.
In term of abilities, capabilities, and accomplishments, the organization provides representative with
sufficient awards and prizes.

The primary purpose of rewards and incentives are to attract, motivate, and retain workers.
Representatives have increased their problem resolving ability, work fulfilment, and contribution to
authoritative capacities with the assistance of these prizes and rewards.

In nature, there are two types of incentives and rewards offered by the organization (MCB) are intrinsic

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incentive rewards and extrinsic incentive rewards. In intrinsic motivation is based on internal incentives
such as pleasure, interest, personal growth etc. In extrinsic motivation is based on external incentives to
engage in a particular activity such as performing an unloved job for a fee, pay raises etc.

Financial incentives rewards employees for execution and profitability through cash whereas non –
money related incentives rewards worker execution through\in term of advantages and opportunities.
There are two types of incentives that are mostly use including:

Monetary Incentives

Non-Monetary Incentives

1.9.1: Monetary Incentives

An employee may receive monetary incentives in the form of cash or other financial compensation their
employer, typically in addition to their salary. The list of monetary incentives is given below:

1.9.1.1: Life Insurance

In case of your accidental death, the organization or bank provides money to your family to help meet
their needs and his family can be received this incentive only after your death.

1.9.1.2: Disability Allowance

If you become disabled due to an accident or due to any other way, the organization or bank provides
you with money to help you to meet your needs in future.

1.9.1.3: Medical Allowance

They also provide medical facilities to employee as they are needed. The organization pay all expenses
of an employee treatment. Medical allowance is an important compensation for an organization that
provide an employee with all medical facilities.

1.9.1.4: Pension Plans

A pension plan is a retirement plan in which an employer is required to contribute funds that are set for
benefits of a worker in the future. Actually it is a benefit plan that provides retirement income to the
employees.

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1.9.1.5: Severance Pays

When employment ends, employees often receive severance pay from the organization or bank.
Generally, this is determined by the employee’s eligibility for ends the job on the basis of employees
services.

1.9.1.6: Conveyance Allowance

The organization also provides conveyance allowance to the employees. It is provided to meet or cover
expenses related with transportation during official work.

1.9.1.7: Bonuses

The organization also offer their employees bonuses as well as increments, which are the additional
payments above the employee’s base salary.

1.9.1.8: Profit Sharing

They allow the employer to share a part of its profits with the employee. Profit sharing is an agreement
between an employer and an employee.

1.9.2: Non-Monetary Incentives

An employee may receive non-monetary incentives in the form of services and facilities that provides
relaxation, refreshment, a good environment in which employees are working with peace and clam. The
list of non-monetary incentives is given below:

1.9.2.1: Sound Working Environment

The organization provide sound and safe working environment to the employees in which the employees
or the organizational members can work to the best of their ability.

1.9.2.2: Training and Development

The organization also provide training and development facilities to the employees for improving their
work performance and develop and create the new ideas, responsibilities or directions to do work
efficiently and effectively.

1.9.2.3: Job Security

They also provide job security to the employees to feel them safe and secure. When the employees feel
secure then they do their work without any fear and anxiety. Also due to good job security work

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performance can be effectively, increase employee engagement etc.

1.9.2.4: Pick and Drop Facility

Pick and drop facility is also provided by the organization or bank for the employees those who have
transport problem.

1.9.2.5: Sick Leave

If your health is bad or unwell and you take leave from work, the organization provides you sick leave
facility. This incentive is also beneficial for the organization because an organization can achieve and
accomplished its goals when its employees are well and fine.

1.9.2.6: Vacations

The organization also provide vacation facility. Vacations are important for the relaxation of minds and
bod. If we are mentally fresh, then we can do work effectively.

1.9.2.7: Flexible Work Arrangements

Flexible arrangements provide job satisfaction, increase work life balance, higher productivity levels,
decreased turnover etc. Flexible work arrangement also provided by the organization.

1.9.2.8: Flex Hours

They are also offers flex hour facility to the employees that allows an employee to change the start or\and
end time of their workday. The employees have the right to alternate their work time as he\she wants

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1. Questionnaire:
Question1.1: What is your human resource planning ?
In order to perform duties at different field offices (branches) and back offices
(support/controlling offices) our bank hire staff (fresh or experienced) according to
requirements (skills, qualities, abilities, talents and expertise).
Steps of human resource planning in MCB:

• Determine the objectives.

• Develop action plans to meet HR needs.
Question1.2: How do you advertise jobs in your bank ?
MCB believes in consistently making its existing and potential employees aware of job
vacancy. An advertisement published/curriculum through:

• Newspaper
• Flyers
• Job related portals
• Social media
• Employee memo notifications
Question1.3: How you hire fresh staff ?
Fresh staff hired through batch; group of fresh graduates hired based on qualification, grade
and age. We hired staff on merit basis. Please note that our bank is equal opportunity employer.

Question1.4: What are the steps you follow in your recruitment process ?
MCB believes that if hiring is done carefully then the efficiency and effectiveness of the bank
increases. The MCB attracts the most qualified pool of candidates and selects the best among
them. The steps followed in recruitment process are :

• Planning
• Job analysis
• Sourcing
• Review applicants and develop short list
• Interview
• Hiring
• Orientation
• Training Maryam Umar (BBA21020)
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Question 1.5: After recruitment, what is the initial step in your selection process?
Selection process follows as under in MCB:

• Identify candidates
• Prescreening and Short listing
• Test/ Interview
• Selection Interview
• Formats used in selection interview

Question 1.6: What type of content you use in your interview?

Types of questions

• Situational
• Job related
• Stress
• Puzzle
• Test of Cognitive abilities(mental ability test, Intelligence test)
• Physical Test

Question 1.7: What procedure you follow in your administering interviews?

Mode of Interview

• Panel Interview
• Structured Sequential Interview
• Unstructured Sequential Interview

If needed MCB occasionally conduct Mass Interviews and Computerized Interviews for more
centralization.

Question 1.8: What is the final selection method of your bank?

After going through all the process the best candidates according to our selection policy are selected by
the selection board. The candidates who are finally selected are offered appointments as probationa

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Question 1.9: How you introduce new recruits to each other?

With the help of Orientation MCB introduce their recruits to each other. After the selection process and
before training is directed to choose representative. The essential substance of fruitful orientation are:

• Information on employee benefit

• Personnel policies
• The daily routine
• Company organization and operations
• Safety measures and regulations

Mostly in MCB the members from different staff gather in a conference room and the new recruits are
introduce to each other. A refreshment is given, rules and regulations are discussed. A very friendly,
professional and warm welcome is given.

Question 1.10: What is your training methodologies?

First of all, you have to decide that how you train your employees. You have to make a procedure or
process according to which you train your employees. Then, you have to follow all the procedure or
roles that you decide to train your employees.

You have to do job analysis then you have to plan all the training program according to the needs of the
job or requirements of the job.This duty is performed by the HR manager of the company.You have to
design or produce all training program content. That includes different activities that is performed by
the employees. Or different work activities that is performed by the employees. That also include
different exercises or workbooks to help the employees.

Question 1.11: How you train your internees?

First of all is the on the job training, in this job training process company train their employees in the
work area by providing guidance by their supervisors or by their superiors. They can also train them by
giving them special assignments or guidance about the work. There are also many ways to train
employees.

Second process is off the job training, in this process company train their employees before going to the
work place. When employee enter the work area he or she has the information about the work related
info. There are also many ways to train the employees in thus way. You can train the employee by giving
them different case studies or different work. This is a very effective way to train your employees.

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Question 1.12: On which basis/criteria you check your employee’s performance?

In MCB, performance expectations are the basis for appraising employee performance. Written
performance standards lets supervisor compares the employee’s performance with mutually understood
expectations and minimize ambiguity in providing feedback. Having performance standards is not a new
concept, standards exist whether or not they are discussed or put in writing. When observed an
employee’s performance, supervisor usually makes a judgment about whether that performance is
acceptable.

Question 1.13: What do you do to upgrade your employee development?

The bank has the largest state-of-the-art training facilities at its Training & Development Center (TDC)
and a dedicated training team to look after most of the training needs of its employees. MCB uses the
following programs for training and development.

• Management Trainee
• Management associate
• Cash officers
• Internships

Question 1.14: How you manage your employee’s performance?

“It is the descripted of job-relevant strengths and weaknesses of an individual or a group.”

Setting and clearly communicating performance standards and expectations, observing and providing
feedback, and conducting appraisal enable you to achieve the best results through managing employee
performance.

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Question 1.15: Which professional achievement are you most proud of?
If you achieve something that you are proud of, you will know that you are in the appropriate career.
Your career-related objectives might assist you to add to your list of successes if you don't know the
answer. Consider your actions throughout the previous year or however long you have been employed.
You might also mention the abilities you contribute to the team or how well you get along with your
coworkers.
Question 1.16: What are your immediate and long-term objectives?
In the near future, you might choose to take the reins of a project or join a board. In the long run, you
can aim for a promotion within the next five years. Make a list while you are alone and examine and
dream at the same time.
Question 1.17: What advantages does MCB provide for you?
Everyone receives a salary, but benefits extend beyond that and include things like paid time off,
pensions, and health insurance. These benefits can be divided into various categories.
1.17.1: Financial Benefits:
• Life insurance
• Bonus
• disability insurance
• medical allowance
1.17.2: Non-Financial Benefits:
• sound working environment
• Training and development
• job security
• sick leave

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Question 1.18: How do you compensate employees?

Employees receive compensation in return of their hard work. Employees who perform well within the
bank are given incentives and benefits by MCB. Compensation is provided to employees on the basis of
assumption of attracting, retaining, and motivating. Employees are eligible for compensation for the
evaluation they are assigned. Compensation costs must be sufficient to reward employees for their
knowledge, skills, abilities and performance accomplishment while also maintaining competitiveness
for employees. MCB offered its employees some benefits like utility Allowance, medical allowance,
commission, bonuses, house rent allowance, overtime allowance, job security etc.

Question 1.19: How compensation affects employee’s performance?

The impact of compensation on employee’s performance is given below:

1.19.1: Motivation

By providing compensation to employees they are motivated. They perform well by attracting with
compensation and incentive packages.

1.19.2: Low Productivity

Poor compensation induces low productivity. Employees are less motivated to strive for excellence.

1.19.3: High Turnover

If the reward to effort ratio is low, employees are encouraged to move on from their current job.

Question 1.20: How incentive is calculated?

Determine the employee`s base salary. Determine the incentive pay percentage. The percentage is about
2 to 8 percent of the monthly of the worker. Multiply the employee`s base salary with the incentive pay
salary. In this way we calculated incentives.

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