ALLAMA IQBAL OPEN UNIVERSITY

Department of Business Administration SUBJECT BUSINESS RESEARCH METHODS

SUBMITTED TO:

ISMAIL KHAN

SUBMITTED BY:

ASAD MANZOOR

SEMESTER:

AUTMN 2010

TOPIC:

RESEARCH PROPOSAL IN BUSINESS RESEARCH

ROLL NO:

AH 523059

ACKNOWLEDGEMENT:

First of all, we are indebted to Al Mighty Allah who gave us courage and insight to complete this assignment to the best of our capabilities and knowledge. The assignment has been compiled throughout by experienced and intellectual support of officers & staff, which readily and so kindly provided their guidance and assistance. Every ingredient of this assignment bears the imprints of their suggestions and comments. We wish to express our wholehearted gratitude to them for their timely & valuable assistance enabling us to complete the assignment as per deadline. I being the researcher for this study report acknowledge with gratitude the assistance of my teacher provided to me by the AIOU. Whose suggestions, advice and assistance made me able in the preparation of this work. Words are inadequate in offering my thanks to the project trainees and project assistants, for this encouragement and cooperation in carrying out the 2nd assignment. Finally, yet importantly, I would like to express my heartfelt thanks to my beloved parents for their blessings, my friends/classmates for their help and wishes for the successful completion of this 2nd assignment.

ABSTRACT:

This study report is about the career planning. As the term suggests, career planning is the process by which management ensures that it has the right personnel, who are capable of completing those tasks that help the organization, reach its objectives. Another part of the current assessment is the job analysis. 1-Assessing current human resources. 2-Assessing future human resource needs. 3-Developing a program to meet future human resources needs. The issue is discussed in a very simple and understandable way so there would be no misunderstanding or difficulty for anyone to understand the report. Then there is an organization name BANK ALFALAH taken as an example so the concept of the issue will be discussed in more simple way and with the practical example. In whole this study report will cover all the main issues related to the career planning.

TABLE OF CONTENTS:

TOPICS

PAGE NO

Introduction of Topic Case Study- BANK ALFALAH Organizational structure HRM dept and Bank Alfalah Job Analysis Recruitment Training SWOT Analysis Conclusion Recommendation Reference

05 07 08 08 09 10 12 18 19 19 19

INTRODUCTION OF TOPIC:
Career planning

The word career covers all types of employment ranging from semi-skilled through skilled, and semi professional to professional. The term careers has often been restricted to suggest an employment commitment to a single trade skill, profession or business firm for the entire working life of a person. In recent years, however, career now refers to changes or modifications in employment during the foreseeable future. Planning is an act of formulating a program for a definite course of action; the act or process of drawing up plans or layouts for some project or enterprise the cognitive process of thinking about what you will do in the event of something happening; Career planning incorporates short-term and long-term career goals, personal goals and constraints. You don't always have control over outside factors such as health and family issues, but as far as possible, your planning process should incorporate the following stages: Short-term planning Assess your skills, knowledge, values, constraints and interests Identify which new skills and knowledge you want to develop Research career opportunities Should Formulate a careers action plan with contingencies From 5 to 10 years ahead Longterm planning

Up to 5 years Check the careers action plan for ahead realism

These cycles of short-term and long term planning run in parallel and be reviewed regularly. Career planning is a lifelong process, which includes choosing an occupation, getting a job, growing in our job, possibly changing careers, and eventually retiring. The Career Planning Site offers coverage of all these areas. This article will focus on career choice and the process one goes through in selecting an occupation. This may happen once in our lifetimes, but it is more likely to happen several times as we first define and then redefine ourselves and our goals. Career planning comprised of four steps.

1-Self Gather information about yourself (self assessment) Interests Values Roles Skills/ aptitudes Preferred environment Development needs Your realities 2-Options Explore the occupations in which you are interested Research the industries in which you would like to work Research the labor market

Get more specific information after you narrow down your options by Job shadowing Part time work, internship, or volunteer opportunities Written materials Informational interviews

3-Match During this phase of the process, you will; Identify possible occupations Evaluate these occupations Explore alternatives Choose both a short term and a long term option

4-Action You will develop the steps you need to take in order to reach your goal, for example; Investigating sources of additional training and education, if needed Developing job search strategy 6

Writing your resume Gathering company information Composing cover letters Preparing for job interviews

The continuous process of evaluating your current lifestyle, likes/dislikes, passions, skills, personality, dream job, and current job and career path and making corrections and improvements to better prepare for future steps in your career, as needed, or to make a career change. Career planning is the process of establishing career objectives and determining appropriate educational and developmental programs to further develop the skills required to achieve shortor long-term career objectives.

CASE STUDY

BRIEF HISTORY OF BANK ALFALAH LIMITED

Bank Alfalah Limited was incorporated in June 21st, 1997 as a public limited company under the Companies Ordinance 1984. Its banking operations commenced from November 1st, 1997. The bank is engaged in commercial banking and related services as defined in the Banking Companys ordinance 1962. The Bank is currently operating through 45 branches in 21 cities, with the registered office at B.A.Building, I.I. Chundrigar, and Karachi. The bank perceived the requirements of customers and matches them with quality products and service solutions. During the past five years, bank has emerged as one of the foremost financial institution in the region endeavoring to meet the needs of tomorrow as well as today. To continually upgrade the quality of service to the customers, training of team members in all the integral aspects of banking, customer service and IT was specially focused. The portfolio concentrates on all aspects of conventional banking as well as the financial needs of corporate sector. Dynamic and high value product includes Car Financing, Home Financing, Rupee Travelers Cheques, Credits Cards, Debit Cards, On line Banking, ATM and consumer Durables. In addition to this, Islamic Banking Division is a recent initiative, which operates as separate branch. It offers Shariah. Compliant products through a network of five branches, which will increase to 50 by the year 2007. The bank is committed to combine all it s energies and resources to bring high value, security and satisfaction to its customers, employees and shareholder.

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

ORGANIZATIONAL STRUCTURE:

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. RESPONSBILITIES OF HR OFFICER: Following are the responsibilities of HR Officer in Bank Alfalah:

Recruitment And Selection

Policy Making Retention Program Improve Working Relation Of Employees

COMPETITIVE ADVANTAGES: Bank Alfalah has following competitive advantages over its competitors:

Strong Pay Structure Retention Program All Banking System Based On It Select People From Top Universities 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:

Job Description Job Specification

Job Description: A list of jobs duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities Job Specification:

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A list of jobs 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:

Interviews Observation

Criteria for Selecting Candidates:

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

Communication Skills Present Personality Educational Background (etc.) Skills And Competency

INTERVIEW QUESTIONS

Why Should I Hire You? Why Do You Want To Work For Us? Whats Your Great Strength? Whats Your Great Weakness? How Much Salary Do You Expected From Us?

RECRUITMENT
The development of a pool of applicants for jobs in the organization

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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) 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:

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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

INTERNAL RECRUITMENT IN BANK ALFALAH

Includes recruiting of already existing employees for new jobs within the organization 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 Includes bringing new blood in an organization. Recruiting people who are new In Bank Alfalah external recruitment is on

Need basis No yearly or monthly recruitments Every branch has its 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:

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In Bank Alfalah, Executive recruitments are done by CEO. Recruitment of MTOs (Management Training Officers): In Bank Alfalah, recruitment of MTOs is done on Yearly Basis Recruitment of Internees: In Bank Alfalah, recruitment of Internees is on

Walk-ins Letter of recommendation from college

TRAINING
The process of teaching new employee the basic skills they need to perform their jobs. Basic Steps in Training: Following are the basic steps in training employees in Bank Alfalah:

Need Analysis Instructional Design Validation Implementation Evaluation and follow up - Training Mangers and faculty is hired for training purposes. - Training Mangers are in their respective head offices

TWO TYPES OF TRAINING

ON THE JOB TRAINING

Training a person to learn a job while working on it

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On The Job Training in Bank Alfalah is done by

Making teams of new employees with a few old specialized Employees. Contribution to overall productivity. Lower cost Lower Time

Management Training Officers (MTO) Training Program:

In Bank Alfalah, MTOs training program is 3 months On the Job Training & 9 months Off the Job Training. OFF THE JOB TRAINING Training an employee to learn a job while providing him a class room environment In Bank Alfalah, Off the Job Training is done by

In-house training, done at least once a year Employees from all over Pakistan attend seminars and courses. Employees are tested after the completion of the course Specialist trainers are hired Provide a proper learning environment to the employees Professional faculty is hired Increases employee loyalty Labor productivity is zero Cost is high Time is consumed

PERFORMANCE APPRAISAL SYSTEM

The performances of employees are appraised yearly at Alfalah Bank. HR head said that Performance appraisal helps us in estimating employees current performance, setting work standards and then providing feedback to employees with the aim of eliminating performance deficiencies. APPRAISAL METHOD AT ALFALAH The Appraisal Methods at Bank Alfalah are

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Self-Appraisal Method Ratting Evaluation Problems During Appraisal Unfair Assessment (Bias) BEHAVIOR APPRAISAL

In this service oriented industry behavior is as important as performance on job. To manage behaviors and appraise company has devised a managing behavior system to evaluate their core values. Each employee in such a system is rated against the behavior performance achieved, against the required benchmark applicable, depending on the Job Grade. MANAGING CAREER & FAIR TREATEMENT In Bank Alfalah, Managing Career & Fair Treatment is based on:

Promotion Decision How To Handle Transfer Communication At Alfalah Manage Dismissals

PAY PLANS & INCENTIVES AT ALFALAH

Pay Plans:

Pay plans Alfalah are establish on the basis of job ratings. All jobs are ranked from top to bottom, on the bases of compensable factor. Employee with higher rank gets highest pay and incentives. In Bank Alfalah, compensation plan for employees includes:

Basic Salary Bonuses Medical Facilities Allowances Incentive Plans: 16

In Bank Alfalah, incentive are provided to Managers and Executives Middle and Lower Level Employees

EMPLOYEE BENEFIT & SERVICES

The employee benefits & services provided by Bank Alfalah are

Health & life insurance Paid Annual Vacations, Leaves, Holidays Health Insurance Of Parents Pension & Provident Fund Discount On Company Products Annual Bonuses Educational Plans Social Events Customized Services Creative, Learning & Healthy Environment Highly Qualified, Experienced & Committed Staff Profit & Gain Sharing Plans

Financial Benefits:

The financial benefits provided by Bank Alfalah to its employees are

Severance Pay

1. Policy 2. Give Full & Final Settlement 3. Half Salary As A Complementary (Optional) Supplemental Unemployment Benefits

1. During Annual Routine Audits 2. Other Privileges

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Insurance Benefits:

Bank Alfalah gives insurance benefits on

Workers Compensation Complete Life Insurance Hospitalization & Medical Insurance

Other Benefits:

Other benefits provided by Bank Alfalah to its employees are

Pregnancy Compensation Bonuses For Each Employee Faster Promotion Introduction Of MENTORS Bank Alfalah MOHTISIB Staff Suggestion Scheme Family Community Concept Salary Of Own Choice Job Rotation Facility Prizes & Gifts Refreshment Packages Short Courses & Trainings + Training Material Traveling & Stay Allowances Communication Benefits

Retirement Benefits:

Bank Alfalah gives retirement benefits on the basis of

Age Pension Plans Provident Fund Facility 18

Early Retirement Window No-golden Offerings & Defined Contrib. Plan No-social Security & Deferred Profit Sharing

EMPLOYEE SAFETY & HEALTH CONTRIBUTION: Bank Alfalah is

Strict About Occupational Safety Laws Obeying The OSHA Standards Major Responsibility Br. Manager Routine Safety Audits Inspection & Citations By Head Branch Managing Proper Responsibilities & Rights Of Both Employer & Employee

SWOT ANALYSIS

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Strengths:

Bank is in its growing stages so there is good financial position. Professional and Committed workforce Low cost than other major banks Increasing the number of branches in the country Successfully launching new Product Lines Well experienced and quality staff Efficient internal communication system

Weaknesses:

Although the bank is growing fastly but it has some weaknesses, which it should remove to make itself further strong.

Less Advertisement Slow in introducing new products The staff is not satisfied with the salary structure Gives its staff less benefit

Opportunities:

Extension of International network of the branches Introduction of innovative products Growing market ATM facility for all customers

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Threats:

Uncertain economic conditions Action taken by competitors

CONCLUSION:
HRM managers at Bank Alfalah are performing a great job as far it is concerned Motivating them and looking after them. Along with the other managers and employees. HRM managers are also doing a great job in achieving company goals and objectives. There is a very calm and friendly atmosphere at Bank Alfalah because of the HRM department and their policies for keeping their employees happy, productive and efficient.

RECOMMENDATIONS:

It is observed that the employees were overburdened so they have to stay at branch till late at night. In this way their efficiency is affected and hiring more employees can reduce their work. The employees should be signed jobs for specific period and than they should shifted to other department so that they gain knowledge of other jobs. Bank Alfalah Limited should properly advertise and Communicate to public about the services provided by it, so that more customers will be attracted. The banks management should give more incentives and pay scale of officers should be revised & improved. System and operations should be more defined and organized. IT draw backs should be improved. Administration drawbacks should be improved by the strict control of general issues. Some employees waive the bank charges (Statement charges, cheque book charges etc) that decrease the income of the bank. Lockers, ATM, all these facilities should be provided to attract more customers. Expenditures must be control, which are very high.

REFERENCES:

www.bankalfalah.com www.wikipedia.com

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www.Google.com

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