Report On Human Resource

Planning
Based on an interview by Manager Recruitment & Placement
 Report On Human Resource Planning 1

SUBMITTED BY:

HALEEMA SADIA

HIRA YAQOOB

KHADIJA SHAKIR

UROOSA SHAFIQUE

CLASS: MBA (MORNING)

SUBMITTED TO: MA’AM SAYMA ZIA

TOPIC: STRATEGIC HUMAN RESOURCE PLANNING

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ACKNOWLEDGEMENTS

GLORY AND PRAISE BE TO ALLAH THE ALMIGHTY- THE MOST GRACIOUS & THE MOST MERCIFUL

We take this opportunity to express our abysmal gratitude to our mentor Ma’am Sayma Zia
for her commendable guidance throughout the making of this report.

We wish to give special thanks to the Mr. Syed Ubaid Ali, Manager Recruitment &
Placement (Habib Metro Bank) for his congenial support and valuable information. Without
his backing and active participation there would no success in completion of this report.

Lastly, we thank Allah Almighty, our families and our friends for their constant support and
encouragement without which this given task would not be possible.

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TABLE OF CONTENTS

Sr. No Topics Page No.

1 Abstract 5

2 Introduction to HRP 6

3 Why HRP is important? 6

4 About the company 6-7

5 About HR department of HMB 7-8

6 Strategic HRP 8-10

7 Job Analysis 10

8 Recruitment and Selection 10-11

9 Training and Development 11

10 Human Resource Information Systems 12

11 HR Program evaluation 12

12 Challenges 12

13 How to overcome the challenges 12-13

14 Conclusion 13

15 References 14

16 Questionnaire Used 15

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Address: HBZ Plaza, I.I. Chundrigar Road,

Karachi – 74200

Telephone: (92-21)111-14-14-14

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ABSTRACT

This report includes all the necessary information of the human resource
planning process of HabibMetro Bank. HabibMetro Bank ranks within top 10
banks of Pakistan. HabibMetro has a nationwide network of 214 branches/sub-
branches spread over 49 cities with concentration in Karachi and Lahore. It
deals in Branch Banking, Corporate Banking, Electronic Banking as well as
Islamic Banking. This report contains a detailed report on human resource
department of the HabibMetro Bank. All the research done is qualitative
study acquired through structured interview from Manager recruitment and
placement of the Bank. The HRP model implemented in the company contains
almost all the steps of process which includes environment, strategic plan, job
analysis, forecasting demand and supply of resources, succession planning,
outsourcing, evaluation program, mergers & acquisitions. At last we have
concluded the report along with the challenges faced in human resource
planning and have provided solution for company’s growth and success.

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1) INTRODUCTION TO HRP: Human resource planning, or HRP, is the ongoing,

continuous process of systematic planning to achieve optimum use of an
organization's most valuable asset — its human resources. The objective of human
resource planning is to ensure the best fit between employees and jobs while
avoiding manpower shortages or surpluses. The four key steps of the human
resources planning process are analyzing present labor supply, forecasting labor
demand, balancing projected labor demand with supply and supporting
organizational goals

2) WHY HRP IS IMPORTANT: Planning is a process to complete a particular purpose. It

involves gathering information that ensures managers can make sound decisions.
The obtained information is also utilized to achieve goals. If HR planning is applied
properly, it can help in answering the four important questions:
 What is the strength of the organization?
 As far as skill sets are required what kind of employees does the organization
have?
 How should the organization function to be able to utilize all its resources
properly?
 How can the company retain its employees?
Effective HR planning helps the organization work smoothly and achieves success in
the present times. HR professionals working towards developing HR planning for an
organization, assists the organization to manage its staff strategically. Apart from
that HR planning can also ensure a proper career planning for employees and help
them in achieving their goals. The major steps involved in HR planning include the
following: Forecasting, Audit, HR Resource Plan and Monitoring and Control

3) INTRODUCTION OF COMPANY: Habib Metropolitan Bank was incorporated

in Pakistan as a Public Listed Company in 1992 under the name, Metropolitan Bank
Limited. The Bank commenced, duly licensed, full scheduled commercial-banking
operations in October 1992. Metropolitan Bank, from October 1992 to September
2006, remained, providing its nationwide 51-branch on-line network, established as
a provider of trade finance services. On October 26, 2006, Habib Bank AG Zurich's

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Pakistan Operations merged into Metropolitan Bank Limited and the merged entity
was named Habib Metropolitan Bank Limited (HMB). HBZ is the principal
shareholder of HMB.HMB operates in all major cities of the country. HMB has its
primary focus on retail banking and trade finance and offers E-Banking solutions and
Consumer Banking to its customers. The Bank’s Islamic Banking Division caters to
customers seeking Shariah compliant products. The group’s flagship and HMB’s
principal, HBZ (incorporated 1967) claims International ranking of 687 in terms of
capital. With Headquarters in Switzerland, the HBZ Group also operates in Hong
Kong, Singapore, United Arab Emirates, Kenya, South Africa, United Kingdom and
North America.

4) ABOUT HR DEPARTMENT: The human resources department is responsible for hiring

employees, maintaining employee well-being and dismissing employees when
necessary. The human resources department handles many tasks related directly to
employment issues, such as payroll, insurance, benefits and taxes, and it is
responsible for staying up-to-date on legal issues affecting employment. The
principle of the company is mainly focus on the equal opportunity which is central to
the company’s HR policy. The company is very committed to their employee’s job
roles and supports their employee to work with their full potential. Following are the
main functions of HR:

Recruitment & Training and

Placement Development

Compliance Payroll

Employee Relations

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 Overall HRM strategy of organization: The overall strategy is to bring alliance

between human resources and business. The strategy puts the HR functions in
the key role of Business Partner which focuses on elements like culture, people,
organization and HR systems

 Outsourcing: HR department of HabibMetro is partly outsourced. Background

information check which is part of recruitment formality is outsourced. Other
activities are mix of third party contracts as well as regular pattern of
employment

 Strategic options: HabibMetro is a merger of two entities. Success of merger and

acquisitions depends on the people who drive the business, their ability to drive,
lead, and formulate strategy, execution and implementation. HR professionals
play an active role in the change process by offering their interventions to help
ensure a successful merger. HR plays a vital role in: job security, structural
changes, coping up with the change, personal records

 H-Learning (Corporate University): Employees take interest in completing online

courses on H-learning. They have plans to fully utilize H-learning in future and
would highly recommend the nominated staff to take interest in robust and
convenient opportunity of learning

5) STRATEGIC HRP:
 Objective of organization satisfied by doing HRP: Following are the
objectives of the company which are satisfied by doing manpower planning:
o Identification of manpower requirements during a year
o Creating pool of candidates
o Bring aid to selection decision
o Ensuring retention
 Tools and Techniques: There are many tools available to assist in the HRP
process. Tool used at HabibMetro is succession management. They have very
effective talent-pool management and replacement planning. The bank
continuously attempts to create indiscriminate growth opportunities for all

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the staff, those who can challenge their potential and perform at higher
levels with increased responsibilities are awarded with the succession
 Model: They have an in-built model for conducting manpower planning
which is integrated with Bank’s operating system i.e. hplus. The exercise
commences at the beginning of the year. Following is the specific model:

Organizational
Objectives

Execute Strategic planning

(Retention/Succes (Environmental
sion) Scan)

Human Resource
Gap Analysis Requirements
(Forecasting)

 External Factors affecting HRP/Considerations: Following are the external

factors that are important for HRP:
 Employment ratio
 Turnover/Absenteeism
 Product/service demand
 Stability in the country/region
 Technological advancements
 Awareness in the industry
 Organizational Changes – Business expansion or closure
 Workforce diversity

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 Environmental Scan: Environmental scan is done through SWOT analysis.

SWOT analysis not only facilitates scanning process but also contributes in
devising HR strategies to better compete with rivals from time to time
 Forecasting supply and demand:

Demand • Trend analysis

Balancing
Demand
• Succession and
planning Supply
Supply
• Replacement
charts

6) JOB ANALYSIS: Job analysis is the systematic process of collecting job related
information to define duties, responsibilities and accountability. At the same time, it
is the act of defining minimum skills, qualification, experience and expertise required
for the job. A comparative study is conducted on job descriptions and job
specifications of the existing jobs positions. They are reviewed once in 3 years
7) RECRUITMENT AND SELECTION: HabibMetro believes that right persons at right
roles are the key to the delivering quality and ensuring consistency in Customer
Satisfaction. And to achieve the overall objective trainees are recruited. The
recruitment & selection plan needs to align to the overall strategic plan to achieve
optimum competitive advantage & cost effectiveness. Strategy for recruitment &
selection have been focused mainly on the quality. In order to achieve market
leadership, it is imperative to look at the quality of the human resources carefully
especially the new recruits. Screening of any new recruits with the minimum
required qualification. To enhance the qualification criteria & competency level of
the new recruits at the operations and marketing departments as well as branches.

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Hiring is done from external recruitment sources because all job vacancies cannot be
filled through succession planning as mentioned earlier so most of the recruiting is
done through external labor market and because very competent and highly
qualified people are available
8) TRAINING AND DEVELOPMENT: No organization can flourish if training standards
are under any compromise. Orientation/Induction Plan – At HabibMetro, the new
employees who are hired will attend induction training programs to socialize and
familiarize themselves with the organization, their department and also the people
in the organization. Though the HR department facilitates the induction process for
the new inductees, the ownership and responsibility of the effectiveness of delivery
lies with the managers who the inductees will report to.
 Methodology: As far as methodology is concerned, both on the job and off-
the-job/classroom trainings are preferred for betterment of human capital
 Training design: Training design depends on the nature of training one is
being nominated for. Most of the time in-house trainings are designed but
there are external trainings as well
 Evaluation: Evaluation is done through post training feedback of participants
as well as their performance comparison for before and after training is
conducted
 Highlights of Trainings (January – June 2016):

No. of In-house trainings 143

No. of external trainings 78

Man hours 27,690

Participants (Inhouse+External) 3,108

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9) HUMAN RESOURCE INFORMATION SYSTEM: Hplus is the software which is used at

HabibMetro. Information system is capable to extracting and processing raw data
from office processing systems, such as desktop computers. The output is in the
form of reports that present aggregated data, which facilitates analysis and decision
making. The reports could be summaries of employee details, branches in the
regions, vacant positions etc.
10) PROGRAM EVALUATION: An audit is done once a year, which is a comprehensive
method (or means) to review current human resources policies, procedures,
documentation and systems to identify needs for improvement and enhancement of
the HR function as well as to assess compliance with ever-changing rules and
regulations. It involves systematically reviewing all aspects of human resources. The
purpose of an HR Audit is to recognize strengths and weaknesses along with possible
opportunity. A properly executed Audit will reveal problem areas and
provide recommendations and suggestions for the remedy of problems. It includes:

 Hiring, orientation, onboarding

 Benefits, compensation, payroll

 Performance evaluation process

 Exit interviews

 Personnel file review

11) CHALLENGES: Following are main challenges and problems that arises during human
resource planning:
 Estimations are not accurate
 Coordination
 Integration with the organization’s plan
 Uncertainties like absenteeism
 Pace of change
12) HOW TO OVERCOME CHALLENGES: Human resource planning can be effective if
several aspects are kept in mind. Following are the steps which can be taken to
overcome the challenges:
 It should be linked to organization’s goals and objectives

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 Gap analysis should be done appropriately to keep balance between supply

and demand
 There should not be communication gap
13) CONCLUSION: This report is sought to examine the relationship between Human
Resource Planning strategic planning of organization and the importance of Human
Resource Planning concept at HabibMetro bank. Human resource planning is crucial
in organizations in the sense that, it makes the organization aware of what course of
action to take, and to be proactive in recruiting and retaining employees. Through
human resource planning organizations can determine, if there will be right supply of
talent in order to increase their recruiting efforts and act quickly to secure skilled
and talented employees.

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14) REFERENCES

http://www.investopedia.com/terms/h/human-resource-planning.asp

http://habibmetro.com/

http://habibmetro.com/about-us/

Company’s brochures and newsletters

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15) QUESTIONNAIRE

NAME:

DESIGNATION:

NOTE: The purpose of this questionnaire is to collect information about Human Resource
Planning. More specifically, planning of future personnel needs of your organization taking
into consideration the internal activities and factors in the external environment.

1. What is overall HRM strategy of your organization?

2. Which objectives of your company do you satisfy by doing manpower planning?
3. Do you have your organization specific model for doing manpower planning? If yes,
then specify?
4. What external factors do you think are important for human resource planning?
5. How do you scan environment? (SWOT, PEST etc.)
6. How do you forecast supply (replacement charts, skill inventories etc.) and demand
(trend analysis, Delphi technique etc.) for HRP?
7. Do you have any mechanism of succession management? Please elaborate.
8. How job analysis is done at your organization and how frequently jobs are reviewed?
9. Do you consider trainings as part of organizational strategy? If yes, then which
method is preferred on the job or off the job?
10. Trainings are designed in house or outsourced?
11. How do you evaluate training programs?
12. Do you have human resource information or management system? Please specify.
(Eg. Oracle)
13. Which kind of information or benefits can be derived from HRMS or HRIS?
14. Is your HR partly outsourced or have third party contracts?
15. What Strategic HR options your department have?
16. What are the challenges of HRP?
17. How to overcome challenges?

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Visiting Card:

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