IQRA UNIVERSITY

TERM REPORT

IQRA UNIVERSITY NORTH CAMPUS TERM PROJECT ON INTRODUCTION TO BUSINESS

HBL BANK
PRESENTED TO SIR SHAHBAZ RIZVI

GROUP MEMBERS ABDUL WAHAB (1065) JUNAID AHMED (10227) MEHRAN AMAN (1057) SYED SHAHRUKH HUSSAIN (10771)

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AKNOWLEDGEMENT

First and foremost, we thank Almighty Allah for having presented us with the greatest bounty of life and the privilege to be a part of IQRA UNIVERSITY NORTH CAMPUS that InshaAllah will be priceless in the years to come. A special thanks to MR. SHAHBAZ RIZVI for showering his knowledge and for the congenial environment that was created in the class which has really enabled us to get an insight of the vast subject of INTRODUCTION TO BUSINESS With enjoyable memories. We would like to thank Mr S.A.A. IMAM Asstt Manager of habib bank (sakhi Hassan darbar branch, Block N, North Nazimabad, Karachi for providing us information about the organization. Last but not least, we would like to thank the encouragement that our parents, families, fellow students, teachers and everyone else in our lives have given us in taking up the MBA program and pray that Allah blesses us with success.

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CONTENTS
1. Executive Summary. 2. Introduction. 3. Mission & Vision Statement............ 4. History of Habib bank... 5. Hierarchy of HBL... 6. Human Resource Management .. 7. Recruitment and selection. 8. Vacant position.. 9. Orientation .. 10. SWOT analysis.. 11. Conclusion. 12. APPENDIX.. REFERENCES.. VISITED CARD and Questionnaires

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TERM REPORT THE EXECUTIVE SUMMARY

The scope of the project is to discuss the HR strategies adopted and applied by HBL BANK Pakistan. From the last Two weeks our group is in the process of continuous research on the HRM functions and strategies adopted by HBL BANK These HR functions mainly include the HR FUNCTIONS. We will like to add the project will provide the readers and listeners very highly profile information about the HR FUNCTIONS as a whole and also about the HBL BANK .In the end hope that the project will result very profitable for the readers and HBL BANK

INTRODUCTION Bank is an important institute of an economy. In modern times a strong banking system is necessary for economic prosperity of a country. Banks are necessary for maintaining a sound financial position of Government and for running trade and industry MISSION & VISION STATEMENT To be the premier organizations operating locally and internationally that provides the complete range of financial services to all segments under one roof. HBL is a client-oriented bank and its mission is:
To be recognized as the leading financial institution of Pakistan and a dynamic international bank in the e m e r g i n g m a r k e t s , p r o v i d i n g o u r c u s t o m e r s w i t h a premium set of innovative products and services, and granting superior value to our stakeholders shareholders, customers and employees.

OUR MISSION Our Roadmap starts with our mission, which is enduring. It declares our purpose as a company and serves as the standard against which we weigh our actions and decisions. To refresh the world... To inspire moments of optimism and happiness... To create value and make a difference.

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Our vision serves as the framework for our CUSTOMERS and guides every aspect of our business by describing what we need to accomplish in order to continue achieving sustainable, quality growth. People: Be a great place to work where people are inspired to be the best they can be. Portfolio: Bring to the world a portfolio of quality that anticipate and satisfy people's desires and needs. Partners: Nurture a winning network of customers, together we create mutual, enduring value. Planet: Be a responsible citizen that makes a difference by helping build and support sustainable communities. Profit: Maximize long-term return to shareowners while being mindful of our overall responsibilities. Productivity: Be a highly effective, lean and fast moving organization. FOCUS ON NEEDS & WANTS Focus on needs of our customers and stakeholders Get out into the market and listen, observe and learn Possess a world view Focus on execution in the marketplace every day

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HISTORY
Habib Bank Limited (HBL) was established on 25th August 1941 just one year a f t e r t h e h i s t o r i c P a k i s t a n r e s o l u t i o n w a s a d o p t e d i n L a h o r e f o r c a r v i n g a n independent homeland for the Muslims of subcontinent. It was founded with the blessing of Quaid-e-Azam (Great Leader) Mohammad Ali Jinnah, the architect and founder of Pakistan. We a r e p r o u d o f t h e f a c t t h a t t h e Qu a i d - E - A z a m d e mo n s t r a t e d h i s f a i t h a n d confidence in HBL by opening his personal account in our Bombay branch in the year 1946.Th e f i r s t p r i me mi n i s t e r o f P a k i s t a n Qu a i d - e - M i l l a t Li a q a t Al i Kh a n , o n t h e independence day of Pakistan (August 14, 1947) appreciated the service of the bank in these words. I w i s h e v e r y s u c c e s s t o H B L a n d h o p e t h a t i t w il l continue to play an important and useful role in the industrial and commercial life of the Muslim nation The commitment of HBL towards the cause of the economic uplift of Pakistani people was successfully tested when the subcontinent was partitioned in 1947.T h e n e w b o r n c o u n t r y f a c e d s e r i ou s f i n a n c i a l d i f f i c u l t i e s . Ha b i b B a n k jo i n e d hands with the government of Pakistan and placed all its services at their disposal for nation building activities. Th r o u g h o u t t h e d e c a d e s , H B L h a s h e l d t h e ma n t l e o f a d yn a mi c l e a d e r , b y adding value to the lives of its customers. I t w a s HB L t h a t i n t r o d u c e d p r o d u c t s s u c h a s D e b i t C a r d s , A TM s , T r a v e l l e r s Cheques, etc., to the Pakistani market. We at Habib Bank cater to the needs of millions with our quality products & services. Today, Habib Bank is truly the bank of the people, providing its Customers convenience and satisfaction all over the world. Habib Bank Plaza, the second tallest building in Pakistan, is the proud symbol of HBLs leadership in Pakistans corporate arena.

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HIERARCHY OF HBL

MANAGER

OPRATION MANAGER

ACCOUNT/DEPOSITE INCHARGE

ADVANCE INCHARGE

ESTABLISHMENT INCHARGE

GOVT.TRANSCTION INCHARGE

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HUMAN RESOURCE MANAGEMENT

HBL has a well-established HRM department which is dedicated for hiring capable, skillful and well educated employees which are selected through special selection processes like interviews and written test to ensure that the most appropriate candidates are hired .It also keeps in view the need and demands of existing employees.

Human Resource Centre

Recruitment

Selection

Identification andSelection of CompetentEmployees

Decruitment

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Recruitment Meritocracy is an integral part of HBLs recruitment policy. Our merit -based recruitment process incorporates the principles of equal opportunity and leads to the appointment of the most capable candidate. This ensures and transparency, allowing greater confidence in the outcome of the s e l e c t i o n process.The merit principle at HBL aims to identify the most suitable person for the job assessed on the basis of the following parameters: Educational Background Skills and Competencies Abilities and Attitude Experience Interpersonal / Communication skills

Selection
The diagram below represents the process on which we base our selection. T h i s gives an overview to potential candidates as to the steps involved i n becoming a part of the HBL team. We are proud of our ability to nurture individuals and empower them to h o n e t h e i r t a l e n t s . O u r s i z e g i v e s u s t h e u n i q u e a b i l i t y to provide fast growth and significant responsibility early on in a career with multiple avenues to reach the top .As part of HBLs human resource strategy, we visit various universities across the country to induct & groom fresh business graduates every year.E n t h u s i a s t i c a n d t a l e n t e d y o u t h f o r m t h e b a c k b o n e o f o u r b a n k i n g operations and are nurtured to become future leaders at HBL.To attract the best young talent, our resorting department employs a pro a c t i v e s t r a t e g y. W e a c t i v e l y p a r t i c i p a t e i n c a m p u s s e m i n a r s b y g i v i n g pres entations that highlight HBLs background, vision, mission, values, recruitment & selection process, future career prospects and overa l l business strategies .We hire fresh talent on a permanent basis and offer a wide range of career o p p o r t u n i t i e s a c r o s s a l l f u n c t i o n s , i n c l u d i n g F i n a n c e , M a r k e t i n g , Operations, Information Technology and Human Resources. Selection Devices

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In HBL, the Application forms Must be submitted by candidate by their CV and by giving basic information about himself/herself. Interview s arec o n d u c t e d b y t o p m a n a g e m e n t a n d e v a l u a t e t h e c a n d i d a t e . S o m e t i m e writt en test are also conducted. HBL investigate the background of candidate and physical fitness tests are used for selection of the candidates.
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Orientation
When the new employee is hired the management organizes the orientation program to introduce the rules, working and culture of organization to new employee. Types of Training HBL have different training programs. HBL organize different training programs f o r t h e i r e m p l o ye e s f o r u p d a t i n g o f k n o w l e d g e o f b u s i n e s s a n d t e c h n o l o g y. I t may be on the job or rotation of job or in form of lectures. Career Development There are great chances of promotion for the hard working employees and for those who shoe their best performance and achieve the goal effectively and efficiently. E m p l o y e e s P e r f o r m a n c e Management In HBL, top management evaluates the performance of his employees that the e m p l o ye e s a r e a c h i e v i n g t h e i r g o a l s o r n o t , w h a t i m p r o v e m e n t i n e m p l o ye e s makes them more successful. It is evaluated after a specific period of time. Motivation In HBL, the employees are motivated by giving them bonuses, compensations and other facilities necessary for living a good life that fulfills their social and the safety needs.

Introduction of Human resource Management department of HBL: Human Resource management structure:
The HRM department plays an important role in value of any company. HBL has very active and one of the best HR department in Pakistan as well as worldwide. The structure is as the President is assisted by ten Senior Executive Vice-Presidents and a staff of 29 Executive Vice Presidents, 154 Senior Vice Presidents, 420 Vice Presidents, 831 Assistant Vice Presidents, 2350 officers Grade-I, 4108 officers Grade-II, 3364 officers Grade-III and 10658 Clerical/NonClerical employees. The total staffing as per 1999 balance sheet figures is 23022.

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MACROENVIRONMENT SITUATION THE GENERAL ENVIRONMENT: The HBL BANK Pakistan limited has a very strong potential in the future as Pakistani population is increasing and there is a shift in the customers perception of its conservatism and the stigma. The legal/political environment does have much effect on this company. As there has been a continuous change in the governments and the policies related to the duties and taxation so it is relatively less immune to changes in this sectors of the environment. FACTORS EFFECTING Costumers firstly decide that they are going to have profit. Then they compare brands with each other. Like they compare HBL with UBL and ALFLAH with ABL.So the major competitor of HBL is UBL. COMPETITORS: HBL major competitor is UBL and there is no hesitation to say this because everyone knows that and all the other service providers banks are competitors. SWOT ANALYSIS OF HBL STRENGTHS It is rated as the worlds number one BANK and is famed for its internationally well-known brand name HBL BANK HBL has been a complex part of world culture for a very long time. The HBL image is displayed on hats, and collectible memorabilia. This extremely recognizable branding is one of HBL's greatest strengths is they provide excellent service. "Enjoyed more than million times a day around the world. AGGRESSIVE MARKETING STRATEGY:

Its marketing strategy is very aggressive which aids it in further and incessant providing high services and profit to its customers. WEAKNESS Weaknesses for any business charge to be both minimized and monitored in adjustment to finer accomplish abundance and ability in their business's activities, although HBL is very successful business company, with limited weakness. However they do have a variety of weakness that need to be addressed if they want to raise the next level.
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OPPORTUNITIES We think that HBL can secure new dealers and customers of its service as still large part of the country is still devoid of its service. It can promote its service in the younger generation by targeting the new account being opened and without monthly charges. Another new opportunity is to open an account an almost put 25 lacks and get interests.

THREATS There is no threat, because we are on the top

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 is called Job analysis. Job analysis is every important as job analysis information is used in Selecting and recruiting, compensation, performance appraisal, training and in resolving other issues which HBL faces. HBL takes Job analysis s e r v i c e s f r o m S i d a t H yd e r M o r s h e d A s s o c i a t i o n ( S H M A ) w h i c h i s t h e b i g g e s t H R c o n s u l t i n g f i r m i n P a k i s t a n . T h e m e t h o d s w h i c h a r e u s e d i n c o l l e c t i n g j o b a n a l ys i s information are The interview Questionnaires The Interview for job analysis: I n t e r v i e w i s a b i g s o u r c e i n c o l l e c t i n g i n f o r m a t i o n i n t h e j o b a n a l ys i s . I n d i v i d u a l e m p l o ye e s , g r o u p o f e m p l o y e e s a n d s u p e r v i s o r s w i t h v a s t knowledge about jobs are interviewed. The format of interview is S t r u c t u r e d a n d u n s t r u c t u r e d . I n s t r u c t u r e d interview a set of sequence of questions are followed by interviewers and in unstructured type of interview The interviewer pursues points of interest as they come up in response to questions

Questionnaires:
In questionnaire the employees solve the fill out questionnaires to describe their job-related duties and responsibilities. The formats of questionnaires are either structured or open ended

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Job description:
After getting job analysis information the next step is to describe job description which contains the points of job identification, job summary, chain of command relationships),r e s p o n s i b i l i t i e s a n d d u t i e s , s t a n d a r d o c c u p a t i o n a l c l a s s i f i c a t i o n s a n d s t a n d a r d o f performance and working conditions.

Job specifications:
After formulating job description the next step taken is job specification in which the traits of employees are defined who are assumed suitable for the job.

HR manual contains five processes

1. 2. 3. 4. 5. Selecting and Recruiting Training and Development Performance Appraisal Compensation Employee relation

Analysis of positions and requirement:

After planning it is analyzed that which position is going to be filled and the requirementis analyze by job analysis.

Identify candidates:
HBL identifies its candidates by developing the criteria of job description a n d j o b specification and acting upon these criteria job vacancy ads are spread through different Medias like newspapers and internet.

Outside sources:
HBL uses outside sources for recruitment which are: Advertising 1 . N e w s p a p e r s ( D a i l y J u n g , N a w a - e - W a q t , T h e N a t i o n , D a w n a n d D a i l y K h a b r e i n etc.) 2. Trade and professional journals (Aurora Magazine) 3.Internet job sites (rozee.pk) Outside sources of candidates: 1.Sidat Hyder Morched Association works for outsourcing for HBL.2 . C o l l e g e r e c r u i t m e n t 3 . E m p l o y e e r e f e r r a l s 4 . W a l k - i n s Finding internal candidates: 1 J o b P o s t i n g 2.Rehiring former employees

Prescreening and short listing:

Many candidates apply for job in response to vacancy ads by submitting t h e i r C V s . Selection board goes through those CVs and selects those candidates which initially f u l f i l l c r i t e r i a o f s e l e c t i o n b o a r d . A f t e r p r e s c r e e n i n g
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s e l e c t i o n b o a r d s h o r t l i s t s t h e candidates who are considered most suitable for job at initial level on the basis of their resume.

Test/ interview:
In this process short listed candidates are called for test and interview according to natureof their applied jobs.

Selection Interview:
Selection interview is conducted for short listed candidates. A selection interview is the procedure designed to predict future job performance on the basis of applicants oral responses to oral inquiries.

Formats used in selection interview:

Structured/Directed Unstructured/Non directed Modes of Interview: Penal interview An interview in which a group of interviewers questions the applicant. Structured sequential interview An interview in which the applicant is interviewed sequentially by several persons; each rates the applicant on a standard form. Types of questions: Situational: A series of job-related questions that focus on how the candidate would behave in a given situation. Job related: A series of job-related questions that focus on relevant past job-related behaviors. These types of questions are asked from those candidates who have past experience of job. Stress: An interview in which the interviewer seeks to make the applicant uncomfortable with occasionally rude questions that suppos edly to spot sensitive applicants and those with l o w o r h i g h s t r e s s t o l e r a n c e . T h e s e s o r t s o f q u e s t i o n s a r e a s k e d a c c o r d i n g t o h i g h designation of candidate. Puzzle questions: Recruiters for technical and finance job use questions to pose problems requiring unique solutions to see how candidates think under pressure.

Testing:
Organizational performance always depends in part on subordinates having the right skills and attributes. Keep in view this point HBL tries its level best to hire highly skilled and suitable employee for each job. For judging these skills HBL conducted some tests of employees on the basis of Reliability

Test validity
The consistency of scores obtained by the same person when retested with the identical or equivalent tests is called reliability and the accuracy with which a test and interview what it purports to measure or fulfills the function it was designed to fill is referred as validity.
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IQRA UNIVERSITY Types of test: Generally two types of tests are taken in HBL Tests of Cognitive ability Physical tests

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Cognitive test abilities consists of 1 . I n t e l l i g e n c e T e s t s Tests of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability are intelligence tests.2 . A p t i t u d e t e s t s Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability are aptitude tests. Tests of physical abilities Tests that measure static strength, dynamic strength, body coordination, and stamina are physical. Job related to guards and deliverers go through this sort of test. HBL adopts recruitment process as: Entry level programs Experienced professionals Campus recruitment Rehiring

Entry Level Programs:

H B L s E n t r y - L e v e l P r o g r a m s a r e s t r u c t u r e d t o e n s u r e t h a t yo u w i l l q u i c k l y a s s u m e responsibility for concrete tasks and important projects. Rotational assignments across different business units provide a comprehensive and valuable experience in a relatively short amount of time.

Experienced Level Program:

HBL recruits experienced professionals in all areas of the bank and e n c o u r a g e t h e creation and pursuit of innovative ideas. HBLs dynamic work environment offers diverse opportunities to stimulate ongoing employee needs and supports career enhancement opportunities. HBL encourages you to explore this section to find out about current job openings and how to submit your resume.

Campus recruitment:
HBL is proud of its ability to nurture individuals and empower them to hone their talents. H B L size gives itself the unique ability to provide fast growth and s i g n i f i c a n t responsibility early on in a career with multiple avenues to reach the top. As part of HBLs human resource strategy, HBL visits various universi ties across the country to induct & groom fresh business graduates every year. Enthusiastic and talented youth form the backbone of its banking operations and are nurtured to become future leaders at HBL.T o a t t r a c t t h e b e s t yo u n g t a l e n t , H B L s r e s o u r c e d e p a r t m e n t e m p l o ys a p r o - a c t i v e strategy. HBL actively participates in campus seminars by
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giving presentations that highlight HBLs background, vision, mission, values, recruitment & selection process, f u t u r e c a r e e r p r o s p e c t s a n d o v e r a l l b u s i n e s s s t r a t e g i e s . H B L h i r e s f r e s h t a l e n t o n a permanent basis and offer a wide range of career opportunities across all functions, i n c l u d i n g F i n a n c e , M a r k e t i n g , O p e r a t i o n s , I n f o r m a t i o n T e c h n o l o g y a n d H u m a n Resources.

Rehiring Former employees:

It is an internal hiring source. Rehiring the former employees is the process in which HBL rehires the former employees. But this process is practiced very rarely. Final Selection: After going through all the processes the best candidates according to HBLs selection boards are selected.

Orientation:
Just after final selection and before starting of training process orientation is conducted for selected employees in orientation new employees are provided with basic background information about the HBL the basic contents of successful orientation are O Information on employee benefits O Personnel policies O The daily routine O Company organization and operations O Safety measures and regulations

2. Training and development:

Training is the process of teaching new employees the basic skills they need to perform their jobs and development is result of that training. For training and developing HBL follows five steps process of training and development N e e d s a n a l ys i s : I d e n t i f y j o b p e r f o r m a n c e s k i l l s n e e d e d , a s s e s s p r o s p e c t i v e trainees skills, and develop objectives. exercises, and activities.

Task analysis:
In this area a detailed study of a job to identify the specific skills required, especially for new employees are analyzed.
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Performance analysis:
A f t e r a n a l yz e t h e m a i n t a s k s r e q u i r e d i n p e r f o r m i n g j o b s i t i s v e r i f i e d t h a t t h e r e i s a performance deficiency and determining whether that deficiency should be corrected through training or through some other mean s (such as transferring the employee). If there is found some deficiency in performing job then training is highly recommended to recover deficiencies.

Training methods used by HBL:

On-the-job Training Off-the-job Training Apprenticeship Training Informal learning Effective lectures

On-the-job Training:
Having a person learn a job by actually doing the job is OJT. Methods of OJT are Coaching or understudy Job rotation Special assignments Action Learning

Coaching or understudy:
It is the OJT method in which employee is coached and taught by profession that how to do the job in order to meet HBLs goals and objectives. At managerial level the trainee works directly with a senior manager or with the person he or she is to replace; the latter is responsible for the trainees coaching. I t i s d o n e a t a l l l e v e l s o f j o b . N e w e m p l o ye e s a r e t r a i n e d t h r o u g h c o a c h i n g a n d o l d e m p l o ye e s a r e a l s o t r a i n e d t h r o u g h t h i s m e t h o d l i k e w h e n s o m e n e w i n n o v a t i o n i s introduced old employees are trained in order to handle that new innovation. In 200 all managers have been trained to operate Misys Software (Automation of service provision and book management). Job Rotation: Moving a trainee from department to department to broaden his or her e x p e r i e n c e and identify strong and weak points. Job rotation is usually done a t managerial level. HBLs Manager Associate (MA) program is used for j o b r o t a t i o n training. Special Assignments: S p e c i a l a s s i g n m e n t s a r e a l s o g i v e n t o e m p l o ye e s f o r s p e c i a l training. These assignments are actually related to tasks within the branch by achieving those tasks assigned by trainer, employee get training.
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Action Learning: Management trainees are allowed to work full -time analyzing and solving problems in other departments. This OJT method is just for managerial level employees.

Off-the-job Training:
I t i s t h e m e t h o d w h i c h i s o p p o s i t e t o t h e O J T . I n t h i s m e t h o d e m p l o ye e does not get training at his/her work place. This method of training is o n l y f o r m a n a g e r i a l l e v e l employees. Off-the-job training methods are Case study method Outside seminars

Case study methods:

Special case studies are given to employees which contains some dilemma about banking sector. By solving those case study problems employee gets training to take bold and effective decision in crucial situations.

Outside seminars:
HBL encourages its employees to participate in the seminars arranged by banking sectors not just in the Pakistan but also beyond the borders.By participating i n o u t s i d e s e m i n a r s e m p l o ye e g e t s a u t h e n t i c k n o w l e d g e a b o u t t h e n e w h o r i z o n s o f banking sector which is useful for HBL and makes it leading bank in Pakistan. Apprenticeship Training: A structured process by which employees become skilled workers through a combination of classroom instruction and on-the-job training. It is actually combination of OJT and lectures d e l i v e r e d t o e m p l o ye e s . I t m a y b e f o r b o t h l e v e l s o f m a n a g e r i a l a n d f r e s h employee. In this method employee is first given the lecture about his/her job and after that implementation of lecture in practical field is observed. Informal Learning: The majority of what employees learn on the job they learn through informal means of performing their jobs on a daily basis. Effective Lectures: Lectures about jobs are also delivered. These lectures are delivered to new employees as well as senior level employees and managerial level too. In these lectures employees are prepared for facing new challenges in the banking sectors and also told them how to achieve those challenges.

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Training and development programs at HBL:

HBL uses following programs for training and development Management Trainee Management associate Cash officers Internships

Management Trainee:
HBLs Management Trainee (MT) program looks for highly motivated individuals who exhibit the potential to excel as future leaders. The program is geared towards providing c h a l l e n g i n g work assignments complemented by a learning component for select individuals from reputabl e universities. At HBL, the MT program offers e x t e n s i v e interactive classroom training, on the job rotations and personal mentoring from senior m a n a g e m e n t t o p r o v i d e a c o m p r e h e n s i v e l e a r n i n g e x p e r i e n c e . T h e o b j e c t i v e o f t h e program is to realize potential and translate the experience into a successful banking career.

Management associate:
HBLs Management Associate Program is a training and rotational program focused on dealing with branch banking requirements. It provides accelerated d e v e l o p m e n t opportunities across HBLs branch network of Retail, Corporate & Commercial banking. During this program, candidates are assigned with challenging business scenarios to enhance their critical and analytic skills. Another crucial element of the program ensures t h a t m a n a g e r i a l s k i l l s a r e h o n e d a n d d e v e l o p e d . T h i s p r o v i d e s a s s o c i a t e s w i t h t h e expertise required to handle supervisory and administrative tasks that will result in the development of successful business managers.

Cash officers:
HBLs Cash Officers Program catapults successful candidates to the front lines of the bank. Candidates in this program are the banks ambassadors and must have exemplary skills in dealing with clients. The program involves an extensive one month training period based on branch banking operations before placement in the branches. Energetic and focused graduates from HEC recognized institutions with good communication and interpersonal skills qualify for HBLs Cash Officers Program. Before being placed at HBL branches, these individuals must exhibit a proven ability to add value and act as agents of change.

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Internships:
HBLs Internship Program offers promising students with the exciting opportunity to apply their classroom learning experience to real life corporate assignments. Through the program, internees can support their career goals by using the internship as a launching p a d f o r c r e a t i n g c o n t a c t s w i t h p r o f e s s i o n a l s i n t h e f i e l d a n d i d e n t i f yi n g t h e i r o w n competencies to build a successful career with HBL.

Compensation and Benefits

Wages:
Money paid for time worked

Salary:
Money paid for accomplishing a specific job

Incentive Programs:
Money linked specifically to high performance. In HBL bank there is a big compensation for managers they give them to a target, that When they bring more customers and they open account and put huge amount when manager completed their tasks and target they will be compensated like house, conveyance and etc. Bonuses: Also they get bonuses for high performances.

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CONCLUSION
We have concluded from this detailed report that despite the fact HBL currently occupies the market leadership position overall but it guarantee that the company will sustain its position in the future as well. In Pakistan as compared to other banks, HBL has more number of customers in Pakistan. So to attain the position in market it must enhance his relationship marketing, invocation & technology as well.

APPENDIX REFERENCES:
www.google.com www.wikipedia.com

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IQRA UNIVERSITY

TERM REPORT

INTERVIEW
HBL_BANK
S.A.A. IMAM Asstt. Manager (Marketing) Habib Bank Limited Sakhi Hassan Darbar Branch Block N, North Nazimabad, Karachi

Questionnaires:
HBL_BANK Q1: what is your responsibilities ? A_ If there is any problems the manager will solve the problem If there is any dealing with customers and also leads. Q2: Tell me about your bank? A_The relation b/w customers is very good and we also provide services like Dr and Cr card and we give response very soon and the account process or any other work we done in very short time . Q3: Your bank position in Pakistan ? A_ We are in 1one position in big-5 Q4: Tell me the relation between employee & manager and employers ? A_ Very friendly and we are like family and very close

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IQRA UNIVERSITY Q5: What is your vision and mission ?

TERM REPORT

A_Vision : To be in high and we want our customer to be with us and believe us mission to be success and famous and want more and more customers to get their believes. Q6: Tell us about the SWOT analyses. A_ Strengths _ Excellent Weaknesses_ Nothing Opportunities_ give to our customers Threats_ nothing Q7: Different Department? A_ One is services Deptt One is consumer Deptt There is different deptt in main but in branches there is limited. Q8: How do u Training? A_ Weekly and also monthly base. 1s week we Trained new employee. Q9: How do u recruitment? A_ Graduation. Check their CVs and performance base . Also third party base and we do ourselves as well Q10: How do you compare with other bank ? A_ We dont compare because we are on top . Q11: How do we give profit to your customer ? A_ We give profit yearly basis on our connected customers . Q12: Is your balance sheet available in Net ? A_ Yes we put it in net for our shareholders.
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IQRA UNIVERSITY

TERM REPORT

Q13: Manager Role? A_ Manager: Maintain, Dealing with customer solve problems and see the all procedures. Q14: How do you achieve goal ? A_ To give brilliant service to customers for getting goal . Q15: Tell about meeting ? A_ Monthly , weekly meeting . Q16: what target you have given to your customers ? A_We give target like we give scheme if that is achieved then company compensate, like house, car. Q17: how do you market your bank policy to people ? A_ By newspaper , Net , T.V , and road banners. Q18: How do you impress to get customers ? A_ We have already given Training how to convince them how to communicate them and how to show our scheme to impress them .

Q19: How do you give job offer ? A_ We give Notice in Newspaper something university after fresh MBA we take then collect c.v . Q20: If fresh graduate you hire how you make him Training ? A_ One week Training .

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IQRA UNIVERSITY

TERM REPORT

Q21: How closing? A/C A_ 30 June Yearly basis .

OFFER

(IF A CUSTOMERS OPEN AN ACCOUNT ALMOST WITH 25 LACKS

THEN WE GIVE THEM INTEREST MORE AND MORE)

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