Bank Alfalah

Bank Alfalah Limited is a private bank in Pakistan owned by the Abu Dhabi Group. Bank
Alfalah was incorporated on June 21, 1992 as a public limited company under the Companies
Ordinance 1984. Its banking operations commenced from November 1, 1992. The bank is
engaged in commercial banking and related services as defined in the Banking companies
ordinance,

History

Bank Alfalah Limited was launched on June 21, 1992 as a public limited company under the
Companies Ordinance 1984. The bank commenced its operations on November 1, 1992. The
bank introduced commercial banking and related services as defined in the Banking
companies ordinance, 1962. After a few years, the bank introduced its new identity of H.C.E.B
after the privatization in 1997. The management of the bank had implemented strategies and
policies so the bank would become a major player in the market. With a partnership with the
Abu Dhabi Group the position of the bank became stronger which allowed the bank to invest
more in revolutionary technology to increase its range of products and services.

Vision

To be the premier organization operating locally & internationality that provides the complete
range of financial services to all segments under one roof.

Mission

To develop & deliver the most innovative products, manage customer experience, deliver
quality services that contributes to brand strength, establishes a competitive advantage and
enhances profitability, thus providing value to the stakeholders of the bank.

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.

“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:-

 Conducting job analyses (determining the nature of each employee’s job)

 Planning labor needs and recruiting job candidates
 Selecting job candidates
 Orienting and training new employees
 Managing wages and salaries (compensating employees)
  Providing incentives and benefits
 Appraising performance
 Communicating (interviewing, counseling, disciplining)
 Training and developing managers
 Building employee commitment

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”

THE JOB ANALYSIS PROCESS

Step 1: Identify The Application Of The Job Analysis

Information.

This information can be used to prepare a job description or a job specification,

to develop an employee compensation program, to determine employee
training needs, or to provide the basis for employee performance appraisal.

Step 2: Collect And Evaluate The Job Analysis Information.

This information may include existing organizational chart, job descriptions,

job specifications, or compensation reports.

Step 3: Select Representative Positions For Job Analysis.

Job analysis in a small or medium-sized company may include positions of the

president, vice presidents, marketing or sales manager, financial manager,
production or operations manager, production operator, and administration
clerk.

Step 4: Collect And Evaluate The Job Analysis Information.

Collect and evaluate the information related to the selected

representative positions, as described earlier.

Step 5: Review The Information With Job Analysis

Participants.

The job analysis information should be reviewed with the selected employees
who participate in the job analysis process. Each participant should have the
opportunity of studying and understanding the specific details related to his or
her position in light of the job analysis results.

Step 6: Develop Job Descriptions And Job Specifications.

Job descriptions and job specifications represent the two prime products of
the job analysis process. A job description specifies the duties,
responsibilities, and accountability of a particular position. A job specification
outlines the specific requirements for a particular position.

TWO "PRIME PRODUCTS" OF JOB ANALYSIS

Job Descriptions AND Job Specifications

Job descriptions summarize a list of duties and responsibilities for various

positions and provide specific guidelines for employees regarding what they
are supposed to do within the company to meet its organizational objectives.

Job specifications are very useful during the employee hiring process and
provide specific guidelines for business owners and managers regarding the
skills, education, work experience, managerial experience, and other human
assets, which may be required by applicants to perform a particular job within
the organization.

Methods Of Collecting Job Analysis Information

 Interviews
 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:

Structured interview only

• Structured Sequential Interviews
• Panel Interview
Criteria For Selecting Candidates:

Following is the criteria for selecting candidates in Bank Alfalah based on:

*Communication Skills
*Present Personality
*Educational Background (etc.)

Interview Questions

*Why Should I Hire You?

*Why Do You Want To Work For Us?
*What’s Your Great Strength?
*What’s Your Great Weakness?
*How Much Salary Do You Expected From Us?
*Where Do You See Yourself In 5 Years?
WRITING JOB DESCRIPTIONS

Job Title: Financial Planning Sales, job code: 10011

Classification: Full Time Exempt Employee

Department/Division: Financial Product/

Location: Dera Ghazi Khan

Pay Grade: Level IV (Base + Commission)

*Job Requirements

A. Summary of Position

Researches and identifies target client sectors for financial product services. Develops and
implements a sales process to include initial contact, follow up, presentation and closing
procedures. Maintains records of contacts and sales status including contact reports, sales
projections and quota ratios.

B. Job Duties

1) Research and Create targeted new client lists within Orange County California territory

2) Makes initial contact with potential clients

3) Performs routine and regular follow up with potential clients

4) Performs routine and regular follow up with former clients

5) Visits potential clients and makes sales presentations

6) Closes sales

7) Maintains regular record reporting sales activity

C. Computer Skills and Software Used

1) Windows operating system

2) MS Office including Word, Excel and PowerPoint

3) Constant Contact or other Customer Relations Management Software

D. Reporting Structure

1) Reports to regional sales manager

2) Has nobody directly reporting to this position

3) Required to participate in Annual Sales Meeting

Employee Requirements

A. Education and Training

1) Bachelor Degree in business, finance or accounting or 5 Years experience

and High School Diploma. Bachelors Degree Preferred

2) ABC Financial Planning - Level 3 or higher (Fictional)

C. Environment and Physical

1) Work in high volume sales office

2) Be able to sit for prolonged periods of time

3) Be able to travel to client locations 25% of time.

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:

*By Universities
*By Website
*By Coaching
*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)

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

Less emphasis on Internal Recruitment.

Existing employees can respond to new job offers as externals.
Performance appraisals.
External Recruitment in Bank Alfalah

In Bank Alfalah external recruitment is on

• Need basis
• No yearly or monthly recruitments
• Every branch has it’s own HR department
• Head office sanctions recruitment for new employees
Adds in leading newspapers (Dawn, Jang)
• College Recruitment (under planning)
• Online application forms
• Short listing
• Interviews
• Decisions made through head office
 • No help from recruiting agencies
Executive Recruitments:

In Bank Alfalah, Executive recruitments are done by CEO.

Recruitment of MTO’s (Management Training Officers):

In Bank Alfalah, recruitment of MTO’s is done on Yearly Basis

Recruitment of Internees:

In Bank Alfalah, recruitment of Internees is on

> Walk-ins

> Letter of recommendation from college