Post on 20-Jan-2023
Final Internship Report on Bank ALFALAH Limited
Presented to: sir B.Com (Hons)
Presented by: Ali Tariq University of Central Punjab
Vision statement of the Company
The vision statement of Bank ALFALA is to be a premier financial services
organization, operating both locally and globally, offering a complete range of
financial products and services to diverse segments under one umbrella.
Mission statement of the Company
Mission To develop & deliver the most innovative products and deliver
exceptional service quality which contribute to strengthening brand equity
strength and maximize value for the stakeholders of the Bank.
Final Internship Report on Bank ALFALAH Limited
Presented to: sir B.Com (Hons)
Presented by: Ali Tariq University of Central Punjab
INTRODUCTION OF THE COMPANY:
Background:
Bank of Credit and Commerce International (BCCI) was a Pakistan based bank, established
by Mr. Agha Hassan Abdi from UBL, in association with U.A.E and Europe. BCCI has its
branches in 74 different countries of the world. It had its 3 branches in Pakistan. In 1991,
the BCCI was banned, when it was accused by European countries that the bank was
involved in some illegal operations with Gulf countries. The major reason behind European
accusation was the BCCI was of Islamic mode. Therefore, the bank was closed due to
international pressure. Then, its 3 Pakistani branches were taken over by the Government of
Pakistan, which were named as Habib Credit and Exchange Bank (HCEB) and these were
working as subsidiary of Habib Bank Limited.
Following the privatization in July 1997, Habib Credit and Exchange Banned assumed the
new identity of bank Alfalah on February 25, 1998. It is now Abu Dhabi based bank as the
family of Sheikh Nahayan Mubarik Al Nahayan purchased 70% of its shares and 30% shares
remained with Habib Bank on behalf of Government of Pakistan.
The development of various sectors in Pakistan. The bank has already made significant
contribution in building and strengthening both corporate and retail banks sector in
Pakistan. Assessment of the needs and wants of customer is an ongoing process at Bank
Alfalah, which help to centennially develop new products of services. Designing the product
portfolio in response to royal patriot, royal custodial, Alfalah car finance, Alfalah repee
traveller cheques, home loans are prime example of quality innovation providing timely
banking opportunities to customer. To continuously offer courteous, professional and
advanced banking solution the team of bank has recently been rejuvenated by going
through training programs with focus to information technology.
With their key indicators of progress a steady soaring to new heights, the bank is committed
to dedicate all its energies, resources and time to bring higher value and satisfaction to their
customers and employers.
The graph of the bank is going up and up every year. The ratio of profit is increasing at a
good percentage. The bank is serving the people at high level of standard by according to
expectation of customers.
Final Internship Report on Bank ALFALAH Limited
Presented to: sir B.Com (Hons)
Presented by: Ali Tariq University of Central Punjab
Human Recourse policies of the Company:
According to 2013 Annual report the year 2013 was a transformative, productive one for the Human
Resources and learning Group at the bank. Whilst developing and strengthening one of the best
trams of HR professionals in the industry, our focus remained on improving delivery channels for our
internal customers in order to position ourselves as a ‘Employer of Choice”. Significant efforts were placed in the areas of Talent Acquisition, performance Management, Compensation, HR Insights,
Organizational Development and learning.
With the bank’s aggressive expansion and restructuring plans. Talent Acquisition has been the foremost priority of HRLG. While inducing resources, our focus remained on quality, skill set and
experience to match job profiles. Organizational structures were reviewed to assess optional
resource utilization and enhance efficiency.
The policy framework for performance management and compensation was revised with the
objective of inculcating a strong performance culture at the bank and benchmarking ourselves with
the ‘‘best in class’’ in the market. The revised performance management framework establishes
objective based performance measures, geared towards rewarding performance at all levels.
HRLG also focused on Organizational Development aspects, through the initiation of the Job
evaluation exercise, in order to benchmark jobs with international standards vis-à-vis the banking
industry in Pakistan. The exercise will assist in the standardization of jobs through proper scoping
skill set, knowledge, know-how and accountability levels.
The bank conducted its first ever Employee Engagement Survey in collaboration with an
internationally recognized firm in 2013. The objective was to determine the engagement level of the
bank’s key asset (its human resource) and devise a roadmap for improving this score on a year on
year basis.
HR Insights is another key initiative of HRLG, whereby internal customers were supplied with various
insights on HR activities at regular intervals, in order to facilitate them in timely and informed
decision making.
The bank’s learning and Development function has been reorganized and its policy framework has been re-visited to improve the quality of our learning programs. We are moving to a model that
relies on identifying and assessing learning needs so as to provide customized learning
opportunities.
Looking ahead, HRLG will continue to strive to deliver upon its goal of recruiting, developing and
retaining top tier talent at the bank and hence fulfil its role as a facilitator and partner for the various
businesses.
Source: Annual report 2013
http://www.bankalfalah.com/cltp-content/uploads/2013/02/Bank-Alfalah-Annual-Report-2013-
00.pdf
HUMAN RESOURCE MANAGEMENT:
Final Internship Report on Bank ALFALAH Limited
Presented to: sir B.Com (Hons)
Presented by: Ali Tariq University of Central Punjab
“The policies and practices involved in carrying out the “People” or Human Resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising”
The concepts and techniques need to carry out the “people” or personal aspects of management job are:-
1. Conducting job analyses (determining the nature of each employee’s job) 2. Planning labour needs and recruiting job candidates
3. Selecting job candidates
4. Orienting and training new employees
5. Managing wages and salaries (compensating employees)
6. Providing incentives and benefits
7. Appraising performance
8. Communicating (interviewing, counselling, disciplining)
9. Training and developing managers
10. Building employee commitment
HR’s Definition at Bank Alfalah:
“We Are Struggling For People.”
HRM DEPARTMENT & BANK ALFALAH
Like other organizations HRM department acts as the mind of the organization. Without the HRM
department Bank Alfalah cannot imagine being able to function. At Bank Alfalah, HRM has great
significance, everybody depends on this department for the entire organization to work and succeed
in its mission.
Final Internship Report on Bank ALFALAH Limited
Presented to: sir B.Com (Hons)
Presented by: Ali Tariq University of Central Punjab
Human Resource Department-Hierarchy
Final Internship Report on Bank ALFALAH Limited
Presented to: sir B.Com (Hons)
Presented by: Ali Tariq University of Central Punjab
RESPONSBILITIES OF HR OFFICER:
Following are the responsibilities of HR Officer in Bank Alfalah:-
1. Recruitment And Selection
2. Policy Making
3. Retention Program
4. Improve Working Relation Of Employees
HRM Management Responding To Changing Environment:
Bank Alfalah’s HRM Management is responding to changing environment by
1. Follow Customers Needs
2. Adopt Continuous Changes
3. Decentralized Organization
COMPETITIVE ADVANTAGES:
Bank Alfalah has following competitive advantages over its competitors:
1. Strong Pay Structure
2. Retention Program
3. All Banking System Based On It
4. Select People From Top Universities
5. Account EI Has 30 Years Work Experience
JOB ANALYSIS
“The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it”
Job Analysis includes:
Final Internship Report on Bank ALFALAH Limited
Presented to: sir B.Com (Hons)
Presented by: Ali Tariq University of Central Punjab
1. Job Description
2. Job Specification
Job Description:
“A list of job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities”
Job Specification:
“A list of job’s human requirements,” that is, the requisite education, skills, personality, and so on “
METHODS OF COLLECTING JOB ANALYSIS INFORMATION
There are two methods of collecting Job Analysis Information:-
1. Interviews
2. Observation
INTERVIEWS
“A procedure designed to obtain information from a person through oral responses to oral inquiries”
Who Conducts Interview?
“Interviews are taken by the branch HR head responsible for recruitment and selection”
Types Of Interviews Taken:
1. Structured interview only
2. Structured Sequential Interviews
3. Panel Interview
Criteria for Selecting Candidates:
Following is the criteria for selecting candidates in Bank Alfalah based on:
1. Communication Skills
Final Internship Report on Bank ALFALAH Limited
Presented to: sir B.Com (Hons)
Presented by: Ali Tariq University of Central Punjab
2. Present Personality
3. Educational Background (etc.)
4. Skills And Competency
INTERVIEW QUESTIONS
1. Why Should I Hire You?
2. Why Do You Want To Work For Us?
3. What’s Your Great Strength?
4. What’s Your Great Weakness?
5. How Much Salary Do You Expected From Us?
RECRUITMENT
“The development of a pool of applicants for jobs in the organization”
Sources of Job Recruitments:
Following are the some sources of Job Recruitment in Bank Alfalah:
1. By Universities
2. By Website
3. By Coaching
4. By Newspapers
Recruitment Process:
Following are the recruitment processes in Bank Alfalah:
1.) Assess need (strategic planning and tactical planning)
2.) Create a pool of candidates:
3.) Screen out candidates:
4.) Make selection
5.) Evaluate recruitment process:
1.) Assess need (strategic planning and tactical planning)
Final Internship Report on Bank ALFALAH Limited
Presented to: sir B.Com (Hons)
Presented by: Ali Tariq University of Central Punjab
There is no fixed quota of number of employees to be recruited, it depends on need and the
strategic (organizational) and tactical (branch level) requirements.
2.) Create a pool of candidates:
The prospect candidates are attracted through advertisement in the newspapers, on the website
online and also the walk in.
3.) Screen out candidates:
Through interviews and tests they screen out the less attractive candidates.
4.) Make selection:
After further interviews and other processes the final candidate is selected. Questions in an
interview are made by doing proper job analysis of the job. That includes identifying the job duties
and requirements.
5.) Evaluate recruitment process:
Evaluate effectiveness of recruitment by comparing the results to expected results.
TYPES OF RECRUITMENT
There are two types of recruitment in Bank Alfalah:
1. Internal
2. External
1. Internal:
“Includes recruiting of already existing employees for new jobs within the organization”
2. External:
“Includes bringing “new blood” in an organization. Recruiting people who are new”
INTERNAL RECRUITMENT IN BANK ALFALAH
Bank Alfalah normally
1. Less emphasis on Internal Recruitment
2. Existing employees can respond to new job offers as externals
Final Internship Report on Bank ALFALAH Limited
Presented to: sir B.Com (Hons)
Presented by: Ali Tariq University of Central Punjab
3. Performance appraisals
EXTERNAL RECRUITMENT IN BANK ALFALAH
In Bank Alfalah external recruitment is on
1. Need basis
2. No yearly or monthly recruitments
3. Every branch has it’s own HR department
4. Head office sanctions recruitment for new employees
5. Adds in leading newspapers (Dawn, Jang)
6. College Recruitment (under planning)
7. Online application forms
8. Short listing
9. Interview
10. Decisions made through head office
11. No help from recruiting agencies
DIRECT INDUCTION OF FRESH CANDIDATES
Through direct induction of fresh candidates, Bank Alfalah is able to employ fresh postgraduate
candidates for its organization and the process is as follows: