Interview content

The HR influence the company, has direct link on quality of the service in the bank by which we achieve
by motivating and satisfying our employs to increase their performance and outcome increasing employees
performance will lead to higher profitability and this will lead customer satisfaction in the bank. The Customer
satisfaction this will lead to making higher quality production that will make your customer satisfied but we
also try to offer your customer by gauntness and support service but we have to achieve employee satisfaction
by giving them bonuses, actives and utilities that will help to increase their performance.
The HR department have 150 employees in the bank. The main vision is for institution HR to be leading
company in our field and to provide excellent services for our costumer to be number 1 in the market and be
able to make impact on the economical society. We should have 3 interviews (applicants - job applicant
interview – supervisor interview) in any bank.
Our motivation in the bank, is based on performance score the higher to more increase on bonus, activates
try to make workplace healthier and clear environment if low performance was detected we try to provide
him with training in meant area to be able to increase their performance. This bank has a big median salary
6500 monthly wage.
Our policy and methods must be legally documented with no breach in any rules of the law-working hours is
40 a week from 8-5 with an hour and 15 minutes break in intervals this is normal in any bank, is the employees
right. Our Bank is highly diverse and flexible there is cultural difference but we share our cultural together to
be able to unite to reach goals in the bank. We don’t deal with any environmental violations due to being a
bank and we recycle our recyclable resources.
Bringing experts from abroad to give lectures "sending them to training courses abroad" exercises on
teamwork "providing the latest technology" exercises on the speed of thinking and know the latest means of
dealing.
The relation between Human resources and the other departments: HR is the most important department in
any company because it is responsible for recruiting staff and putting them in the right place and is also
responsible for solving their problems and the homogeneity of staff and the development of plans for the
company and employee and therefore have close relationship with other departments and employee.
In the bank : The problem must be identified first. Is the problem related to the employee inside the Bank or
outside the Bank , if inside the bank is determined the size of the problem can be solved amicably or is
interfering materially or temporary suspension of work if it is external recourse to the Labor Office to deal
with and solve it, They hire over qualified people, because most banking jobs are sensitive, qualified people
should be employed Certainly we need special skills from the potential employees For example : MPA ,
behavioral skills To learn about dealing with customers.
The average 50 guests per day in the bank .
Criteria of recruiting & selections:
Our bank follows a very effective Human Resources Policy which is mostly reliable in case of recruiting,
training, developing, motivating, and retaining good employees. In order to increase efficiency in hiring and
retention and to ensure consistency and compliance in the recruitment and selection process, it is
recommended some steps.
 Step 1: Identify Vacancy and Evaluate Need
• Step 2: Develop Position Description
• Step 3: Develop Recruitment Plan
• Step 4: Select Search Committee
• Step 5: Post Position and Implement Recruitment Plan
• Step 6: Review Applicants and Develop Short List
• Step 7: Conduct Interviews
• Step 8: Select Hire
• Step 9: Finalize Recruitment
Employments tests and interviews in the bank, Banks use employments tests and interview to improve hiring
decisions and it helps organizations evaluate applicants for all positions and levels in the banking industry
including: tellers, branch managers, financial analysts, loan officers, and back office staff. The 10-minute hiring
assessment evaluates all applicants on 9 traits, including Cognitive Ability, Personality, and Motivation, that
have been proven to be the best indicators of job performance for banking jobs.
People with disabilities are an untapped resource of skills and talents. In many countries, people with
disabilities have skills that businesses need, both technical job skills and transferable problem-solving skills
developed in daily life. They represent an overlooked and multibillion-dollar market segment. And the people
with disabilities increases workforce morale and also they are more likely to stay on the job, using three ways
to know my employee satisfaction: Anonymous employee surveys, Employee performance review, Employee
suggestion box.
Our employees are privileged because of many things the work’s environment help them to
give their best in the work. bank with a minimum of one employee is required to provide
unemployment insurance, which is covered 100%, meaning the employee pays nothing,
Vacation, pregnancy disability leave, sick pay, medical insurance and pension and retirement as
you can see, most employee benefits are in fact a privilege.
Give employees some control over their own work. People who can decide when and where
they work often put in many more hours and much more productive effort than those who
have to follow strict rules and timetables.
Help employees get really good at their job. People enjoy being good at what they do, so
provide them with coaching and advice and Give employees a clear purpose, beyond the
enrichment of shareholders, for the work they do in the bank
They are a Team works that is an important thing in our bank it’s for:

 Creates synergy – where the sum is greater than the parts

 Supports a more empowered way of working, removing constraints which may prevent
someone doing their job properly.
 Promotes flatter and leaner structures, with less hierarchy.
 Encourages multi-disciplinary work where teams cut across organizational divides

The Inter-employees relations :The supervisor or employee who has influence or control over
the other's conditions of employment has an obligation to disclose his/her relationship to the
department head or next level of administrator. Employees are encouraged to socialize and
develop professional relationships in the workplace provided that these relationships do not
interfere with the work performance of either individual or with the effective functioning of the
workplace.
They hire The people by ask for their CV , experiences , practices , skills and certificates