Gift University

Project
Company UBL

Group Members
1. Sulman Haider 192300034
2. Umar Farooq 192300013
3 Tayyeb tahir 192300027
“In the name of ALLAH, The Most Merciful, the Most Kind”
Acknowledgement
We are so much grateful to our Prestigious Sir, Ali Hassan who
gave us this opportunity to make the Report on Organization
.We decided to make report on United Bank Limited

We would also like to pay our thanks to UBL Manager Mr.

Ahmad Khan who provide us all the information of United
Bank Limited and all other Staff who help us in providing in-
depth information on the environment and culture of United
Bank Limited.

I (Sulman Haider) also like to thanks my brother Mujtaba

Hassan for helping me in making this report by arranging the
meeting of interviewing UBL manager.
Content we use in this project by requirement by Sir.Ali Hassan
Content
4 History of United Bank Limited
5 UBL Introduction

6 Mission Statement

7 Vision
8 Introduction

9 UBL HR Functions
10 UBL HR Objectives

11 UBL HR Planning’s and Policies

12 Organization Chart
13 Investment in Development & Performance

14 UBL Structure

15 Organizational Values
16 UBL Culture
17 UBL Working Environment
18 HR Measuring Method

19 Job Analysis
20 Techniques for Job Analysis

21 Job Evaluation

22 Recruitment

23 Internal Recruitment Sources

24 External Recruitment Sources

25 Selection
26 The Application Form

27 Written Tests
28 Performance Exams
29 Selection Interview

30 Training & Development

31 Performance Appraisal

32 Compensations and Benefits

Purpose of This Project

The main purpose of this project is to highlight and to study the
Organization of United Bank Limited. It provides a brief
overview of the organization and all the ways, strategies and
alternatives mainly used by Human Resource Department of
UBL
 History of UBL
United Bank Limited was established in November 1959. The
bank was sponsored by the Saigon Group of Companies, which
were the mainstay of the textile industry in Pakistan at that time.
Within a short period of time, the bank emerged as the third largest
in the country after HBL and NBP. The bank was nationalized in
1974. Later on another bank the commerce bank limited was
merged into UBL.

UBL was the third bank to be offered for privatization.

Initially, a Saudi based financial institution; Bash Rahil Group
came up with the highest bid for the bank, and deposited the first
tranche for its consideration. However, due to flaws in the
transaction, the SBP cancelled the privatization and took over the
bank in 1995.

The Bank’s total income including interest and non-interest

income amounted to RS.4935 million in 1995, its deposits were
RS. 109 billion and investments were RS.25 billion in 1995. UBL
incurred a loss of RS.724 million in 1995.

In 1996 the management of the bank was changed and by

mid-1997 the financial and administrative discipline was restored.
The interference of the government was eliminated and the non-
performing loans recovery was increased and the liquidity position
was brought up to the required level. About RS.6.3 billion were
recovered out of which about RS.5 billion were domestic and of
this about Rs. 4.5 billion was recovered in cash.

A right sizing program was initiated as well as an aggressive

branch rationalization strategy by which 203 loss making
branches were shut down and profitable ones were opened in
other areas. Surplus staff was removed which amounted to 5416
employees. The entire audit system was revamped
Organizational structure

President

President Secretariat

Division Division Division

RHQ RHQ

Hub Branch Hub branch

Spoke branch Spoke branch

 Branch Functional Chart

Area manager

Operational manager

Cash department
Credit department

Foreign currency dept

Computer department

Account opening Clearing department

Bills and remittance

Finance department

Legal department Audit department

Employees working
 United Bank Limited Introduction
The mission of United Bank Limited is to provide the financial services to the
general public at the most reasonable rate.

3 To cope out the rapidly changing environment.

4 To provide fully modern and atomized services to their customers.
5 To provide personalized banking system
A. UBL Vision:
“To be the premier organizations operating locally &
internationally that provides the complete range of financial
services to all segments under one roof

B. UBL Introduction:
United Bank Limited was established on November 7, 1959 and incorporated as a
Public Limited Company under Companies Act 1913. The UBL Board of Directors of
are:

Highness Shaikh Nahayan Mabarak Al Nahayan Chairman

Sir Mohammed Anwar Pervez OBE Deputy Chairman
Mr. Atif R. Bokhari President & CEO
Mr. Omar Ziad Jaafar Al Askari Director
Mr. Zameer Mohammed Choudrey Director
Mr. Ahmad Waqar Director
Dr. Ashfaque Hasan Khan Director
Mr. Aqeel Ahmed Nasir Company Secretary & Chief
Legal
Mr. Abdul Pauf Malik Director
Mr. Ameer Karachi wall Chief Financial Officer

The Bank is currently operating 1056 Branches Domestically and 15 Branches

Overseas (USA, Qatar, UAE, Bahrain and Republic of Yemen). UBL hold 51% of its
total shares other 49% shares are owned by Government.

UBL website
 WWW.ubl.com.pk

SWOT Analysis

i. Strengths:
1. 3rd largest Bank of Pakistan in term of deposits
2. 2nd largest Privatized Bank of Pakistan
3. Improved operational efficiency as to its past
4. Courteous Customer service and fast delivery of online and offline
services
5. Marvelous Image and Reputation of the bank in the eyes of its
customers
6. Extensive Branch network
7. UBL Product positioning is very effective
8. UBL target the segment like salaried person, business people and self
employed person
9. UBL product positioning affect the life style of the people as they help
in improving standard of living
10. 1056 Branches all over Pakistan
11. Stands in the list of Profitable bank in stock exchange
12. Largest number of corporate deals by any bank is Pakistan

ii. Weaknesses:

No standardization in terms of branches some of the branches are very attractive and most of
the branches are not very good like other branches
1. In some regions, urban areas of Pakistan service of UBL is not good as
compared to other privatized banks
2. The application time is also quite lengthy.
3. UBL is a step behind in using new technology as compared to other
banks
 4. All branches need orientation for customer dealing.
5. Most of the employees are overload with the work and promotion is also
not timely.
6. Most of employees are experienced and they are not able to deal
customers well, adopt new culture and above all they are unable to use
of new technology like computers.
7. No separate training center to train their employees
8. Employees are not well dressed
9. Workforce is not diverse
10. Security system in most of the branches is not up to the mark.

 Opportunities:
1. Bank can extend its network in other cities of Pakistan like
other 4 remote cities, it would increase their sales.
2. Proper orientation of employees in all branches can help
them to cope up with foreign banks
3. By bringing new technology and modern business processes
will bring the change and increase their profitability
4. Call centre services should be improved to enhance their
network Threats
5. Large and increasing competition.
6. High operating costsLack of huge deposits

Documentation of Accounts:
Following documents are required for opening different types of accounts.

1. Attested photocopy of NIC/passport of account holder proprietor, partners, directors etc.

2. Certified copy of the certificate of incorporation or registration (in case of companies &
registered bodies only).
3. Certified copy of commencement of and business (incase of public limited companies only).
4. Certified copy of the memorandum and articles of association (incase of public limited
companies only).
5. Certified copy of rules and regulations (incase of limited companies).
 6. Certified copy of resolution of the board of Directors/Managing
Committee/Governing Body regarding conduct of the A/C.
7. List containing names and signatures of the Directors/Registration.
Authority.
 Letter of partnership or certified copy of partnership deed
(incase of public limited companies only

LOCKERS FACILITY

 First customer should be account holder in bank.

 Customer completes locker agreement form.
 Customer’s signatures are taken on Locker Hire Agreement.
 Customer‘s signatures must be stamped with Admitted stamp.
 Fill the application Access to Locker.
 Key account is opened in system.
 Hand over the Key to the customer after key account opened in system.
Advance charges collected by the customer. (Charges are taken annually

Following entries are passed

H O A/c issuing branch Dr

Bills payable account TT pay able Cr

Bills pay able account TT payable Dr

Party’s account Cr
TYPES OF CHEQUES

Cheques collected by clearing department are of three type:

1 Transfer cheques
2 Transfer delivery cheques
3 Clearing cheques

Record books

The books used for record keeping in accounts department are:

1 Payment book
2 croll book
3 Cashier’s books
4 Transfer book
5 Journal ledger books

OPENING OF AN ACCOUNT
Requirements for Account Opening

(i) Account Opening Form

It is a form that contains the account number, date, title of the account
introducer’s name and address, special instruction (if any) information about
Zakat deduction and mode of delivery of checkbook etc. Then this filled form is
submitted in bank, the bank admits the signatures of the applicant and verifies
the introducer’s signatures (specimen is enclosed in Appendix)

(ii) Specimen Signature Card This card contains account number, title of the
account and the specimen signatures of the account holder. When this form is
submitted in bank the bank officer admits the signatures of the applicant and
keeps this specimen card in record
(iii) Cheque Requisition Slip
 This is a request made by the client to the bank to issue him a checkbook
containing number of leaves mentioned. When this slip is submitted in bank, the
bank as per instruction the account of the person is debited or the client pays
the amount in cash. If the account is to be debited then party debit voucher is
prepared which is actually intimation to the party that her account has been
debited. But if the amount paid is in cash, then cash is debited which is actually
cashier’s stamp. Regardless whether the account is debited or cash is debited
the account heads of Central Excise duty and Sales Tax are credited.

OPENING OF AN INDIVIDUAL ACCOUNT

Following are the requirements for opening of an individual account.

1. A photocopy of National Identity card.

2. Filled Account Opening Form
3. Three photographs if the person is not able to sign.

OPENING OF JOINT ACCOUNT

For this account in addition to above said documents national ID card of

all the account opening parties is required. Also in the box of special instruction
it should be clearly mentioned that one person’s signatures will be enough to
get it honored the check or there should be signatures of all the parties.

OPENING OF A PARTNERSHIP ACCOUNT

Along with the other document, “partnership deed” is also required. A

partnership deed is a document that shows the nature of the business that will
be carried out by the partners, number of the partners, their share. Who will run
the business, what will be the profit and loss sharing ratio, what will be the initial
investment of each partner, who will be the limited partner and who will
maintain the account with the bank. According to bank point of view the most
important thing is the person’s name who will maintain the account with bank.
National identity card of the person who will maintain the account is required

Following are the major Human Resource Management Functions of United

Bank Limited

HR Objectives:

The objectives are to look out for the well being of all employees of the UBL.
Provide leadership and direction to employees of the company. Career
Development planning for all employees of the company. Ensure thorough
training of nationwide employees. To provide individual employees with
orientation on the company at the time of joining. To provide employees with
solutions to their problems. Maintaining data records of all employees of UBL
(Human Resources information System). To evaluate and retain those
employees who are assets to the company.

UBL HR Planning’s and Policies:

United Bank Limited follows Business-level/Competitive Strategy

(competitive strategy identifies how to build and strength the business’s long-
term competitive position in the market place) because of vast number of its
competitor in the market place. UBL analyze it’s strengths with weakness and
opportunities with threats to maintain its comparative advantage. The
competitive advantage of UBL is based on Differentiation. It provides
different online and offline services to win its customer and periodically
analyze the competitive marketplace to enhance its services at a high level.
 Organizational Values:

1. •Trust and Integrity

2. •Respect for people
3. •Responsible corporate citizens
4. •Passion for business excellence
5. •Commitment to total customer’s satisfaction

UBL Culture:

United Bank Limited culture is the personality of the organization. Culture is

comprised of the assumptions, values, norms and tangible signs (artifacts) of organization
members and their behaviors. The organizational culture of UBL is that it always provides
profit to its stakeholder and never misrepresents its financial reports and will never do any
unethical act which harms its client and competitor. The employees of UBL will always be
helping and friendly with its customers. The norms of UBL are it always follows the Laws
of country and maintain its goodwill.
UBL Working Environment:

The working/organization environment of UBL is very sophisticated. Environment

is very friendly due to group coordination. Employees can easily communicate horizontally
and vertically which help to achieve its goals and objectives. Employees have to follow
formal code of ethics of United Bank Limited

HR Measuring Method:

United Bank Limited uses Scorecard Approach to measure the effectiveness and
efficiency of HR department. UBL follow the seven steps to measure its HR department.
First UBL define its business strategy (discussed above). Second its outline the company’s
value chain activates (activities which create value for customers and related supporting
activities). Then it outlines what organizational outcomes (goals and targets) the bank has
to achieve. Then it evaluates the workforce required to achieve the goals. After that UBL
 devise its HR policies and practices (what new training is required?). Then it designs the
HR scorecard and periodically evaluates the measurement system.

6. Job Analysis:

Job Analysis is the procedure through which you determine the duties of the
position and the characteristics of the people to hire for them. Job analysis produces
information used for writing job descriptions and job Specifications.

Techniques for Job Analysis:

UBL only use Qualitative Techniques of analyzing jobs. The techniques UBL uses
are Interview and Open-ended Questionnaires. They use interviews in which employees
are ask what the job entails and questionnaires in which employees are asked different
question about what are the activates they perform in job.

Job Evaluation:

Job Evaluation is a systematic comparison done in order to determine the worth of

one job relative to another

Job evaluation technique used by UBL is Ranking Method in which each job
relative to all other jobs according to its difficulty level like for example job of supervisor
is tougher than the manager working under its supervision.

Recruitment:
In order to determine the future staff needs United Bank Limited uses Ratio Analysis
technique (a Forecasting technique for determining future staff needs by using ratios between,
for example sales volume and number of employees needed) in which trend between two trends
is determined like volume of deposits, revenue, new branches etc and number of employees
needed to perform tasks.

Internal Recruitment Sources:

 In forecasting the supply of inside candidates UBL use Qualifications inventories
(manual or computerized records listing employees education career and development
interests, languages, special skills and so on to be used in selecting inside candidates for
promotion) so in order to replace a supervisor of a department a person below educated then
the current supervisor will be selected as a new supervisor.

External Recruitment Sources:

External source for hiring employees use by UBL is Succession Planning (the ongoing process
of systematically identifying, assessing and developing organizational leadership to enhance
performance) in which UBL do analysis on the important or key jobs in the organization, create
a list of competent employees who can fulfill the requirement of that job and then select the
best employee who can perform that job efficiently and affectedly. The internal sources used
by the United Bank Limited for hiring candidate are Advertisement, Head hunter and Word
of Mouth. In advertisement they use different mediums like Television, Newspaper,
subscribing the jobs

Selection:

Selection process of UBL based on Qualification, Previous job experience, Age and
health of candidate.

The Application Form:

For selection process the first step which candidate to be fulfilled is application form, this show
about the candidate’s education, previous performance, prior work history, experience, hobbies
and health condition? As such, it is extremely critical for his/her continued participation in the
examination process. Before that candidate has to review thoroughly what the Job
advertisement specifies the requirements to qualify for the position. Candidate must meet all
the criteria to be considered for the position; ensure that, otherwise candidate will be wasting
his effort in completing the application.

Written Tests:

Written exams are usually obtained from one of several test construction firms available to
them. These tests are designed to determine level of technical and/or analytical abilities
associated with the particular position for which candidate had applied. Unstructured
questionnaire and IQ test (intelligence test) Test results are sent by mail, usually within 6
working days. If receive a passing score candidate will be invited to continue in the examination
process

Performance Exams:
Test ability to accomplish specific job-related tasks by providing the opportunity to
actually perform them. These tests are scheduled through the Human Resources
Department office, with notification in writing of the date, time, location and duration of
the test. Instructions will be given on the tasks to be completed and then asked to complete
them. Individuals with considerable relevant experience will conduct the evaluations.
Safety, quality of work, adaptability, performance under stress, etc. are evaluated.
Specialized Testing
Selection Interview

Once the List of candidate who is capable enough, is established it is sent to the Department(s)
that is hiring to fill a current vacancy. The Department Head is responsible for setting up
Selection Interviews. He/she may interview anyone on the list; The Department Head will be
looking for the candidate with the best qualifications for their particular position.

The candidate who is selected, investigate his/her background and a probationary period before
attaining permanent employment status. Additionally, in accordance with Federal Law, the
candidate is required to provide proof of identity and proof they may legally work.

6. Training & Development:

Training refers to the methods used to give new or present employees the skills they
need to perform their jobs. Development include employee, management, organizational
and career development which develop employees skills, management which enhance
executive’s abilities, organizational cultural development and career development of
employees.

Training methods used by United Bank Limited are Soft Skill Functional Training, On-
The Job Training and Class Room lectures.
 In soft skill functional training UBL give training to improve personality traits,
social grace, friendliness, personal habits and fluency of language. In On-the job training
UBL uses different method like Coaching or understudy method in which supervisor act as
a coach and teach the trainee to the perform the task on the job and Job rotation method is
used by UBL for those employee who need multi skills to perform the job.

Performance Appraisal:

In performance appraisal of employees UBL use Graphic Rating Scale Method (a scale that
lists a number of traits and a range of performance for each. Employee is then rated by
identifying the score that best describes his or her level of performance for each trait) in which
UBL measure the characteristics and previous performance of employees and then rank them
subsequently.

In the performance process UBL first discuss the job and duties assigned to the each
subordinate in the Groups. After that they compare their actual performance with the
standards which are set by the UBL. Then the performance reports of subordinates are
discussed with them and make plans if any development is required or not

Compensations and Benefits:

United Bank Limited provide compensations to its employees in shape of Cost of

any medical Treatment, Cancelled Holidays fees, Repair of vehicle, any injury while
doing job tasks and some other. Employees can claim their compensation if any above
case occurs.

Benefits which are provided by UBL are Paid time off, Retirement, Disability
Insurance, Education and training programs. In Paid time off benefits the employee is
paid for the time he don’t worked duo to vacation, holiday pay and sick pay. Retirement
benefits are in shape of pension, gratuity, provident fund and superannuation fund. In
disability insurance bank provides financial support when an employee becomes injured or
ill and is unable to do his/her job and in education & training programs bank provide
different education & training to their employees to furbish their skill.
 Stress Handling:

The techniques used by United Bank Limited to handle stress among its employees
are by providing better atmosphere in the office which is neat & clean, Air-conditioned,
peaceful and relaxed so employees can work with their full potential.

Lunch break are also provided to employee to reduce stress among them. This also
creates a relaxed atmosphere because employees can chit chat in that break.

United Bank Limited sometime also arrange excursion tour for their employees to
lessen their workload and fresh their mind for the challenging task ahead them and
sometime send employees on vacation with their families.