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Table of Contents

Executive summary

Organizational Structure

Structure of the HR Department

MCB Department hierarchy

Human resource department

Human resource management group

Function of HR department

Human resources planning Employee’s recruitment &selection Training &development Employee compensation &benefits Organizational career management Labor management relations:

Reference & Sources

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Executive summaryIn this report of we are observing that how MUSLIM COMMERCIAL BANK work in PAKISTAN. And specially focus on HRM department. Structure and functions of the HR Department is the most important section of the report because it is my specialization area. In the Structure of HR Department, department hierarchy and number of employees working under HR department is described. And in the head of Functions of HR Department; Human resource planning and forecasting, HR process, Forecasting HR requirements. Employee compensation & benefits, Organizational career management, Employee job changes, Transfer,, Promotion, Demotion, Separations, Layoff, Termination, Resignation, Retirement, g. Labor management relations is described, Employee recruitment & selection, Employment selection process, Training & development, Employee development, and performance management, and how performance reports are written. In short, overall overview of HR Department is given.

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Organizational Structure

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Structure of the HR Department

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MCB Department hierarchy

President

Senior executive president

Executive vice president

Senior vice president

Vice president

Assistant vice president

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HR DepartmentDepartment provides basic background information about

the organization to new employees. All new employees

are provided information about the working environment,

working hours and vacations by HR Department. It may

be an informal introduction or a lengthy formal course.

NBP always exhibits a warm and cooperative attitude

towards new employees and welcomes them. It is

accountability of HR Department to manage employee’s

relations and Job changes outside the organization or

within the organization i.e. Promotion, Transfer, and

Demotion is also take place under HR Department.

Separations like Termination, Layoff, Resignation and

Retirement are also HR functions. It relates to hiring,

compensation firing, and training of the employees.

The functions under HR Department are:

Medical

Disciplinary cases

Staff loan

Leave record of employee

Performance appraisal

Office order

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Manpower planning

Human resource management groupHuman resources is term which many organizations

describe as the combination of traditionally

administrative personnel function with performance

management ,employee relation and resources

planning .the field draws upon concepts developed in

industrial organizational psychology. The objective of

human resources is to maximize the return on investment

from the organization, s human capital and minimize

financial risk .it is the responsibility of human resource

managers to conduct these activities in an the human

resources management group at MCB is divided into the

following areas:

Organizational development

Hr strategy

Compensation &training

Hr administration

Hr financial services &development compensation

&training

Function of HR department

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Human resources planning Human resources planning is the term used to describe

how companies certify that their staff is the right staff to

do the jobs .sub topics include planning for staff

recruitment, planning for candidate search, training and

skills analysis and much more. Human resources

forecasting and human resource audit are the two most

important components of this type of planning .human

resources forecasting refers to predicting an

organization’s future demand for number ,type ,and

quality of various categories of employees HR planning is

done by the organization basically to ensure the following

points

It has the right people in place.

It has the right mix of skills.

Employees display the right attitudes and behaviors.

Employees are developed in the right way.

In MCB method to forecasting HR needs are

Methods to forecast HR needs

HR department in MCB uses following approaches to

forecast its human resources requirement.

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Firstly they used zero based forecasting techniques uses

current level as starting point for determining future

staffing needs.

Secondly they adopt bottom up approach each level of

organization, starting with lowest, forecasts its

requirements to provide aggregate of employment needs.

Mathematical model: assist in forecasting. Relationship

between sales demand and number of employees needed

is positive one.

Employee’s recruitment &selection

Sources of candidates

Internal sources

External sources

Employment selection process

Recruiting refers to the process of attracting potential job

applicants from the available labor force .every

organization must be able to attract a sufficient number

of the job candidates who have the abilities and aptitudes

needed to help the organization to achieve its objectives.

Sources of candidates

While hiring, the organization has an internal as well as

external pool of employees. The current employees are

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the internal sources for recruitment. Whenever a position

is vacant, the organization can post the vacancy

internally and search for a suitable candidate’s .this is

also convenient for the organization as it reduces the

search time, cost and also serves as motivator for the

employees.

External source includes all the people within or

sometimes, outsides the country who meet the

requirements of the job when the organization publish the

job advertisements in newspapers and on websites, they

are searching for the candidates through external sources

that is outside the organization.

Internal sources

Some internal sources of requirements are given below

Transfers

In MCB the employees are transferred from one

department to another according to their efficacy and

experience.

Promotion

The employees are promotes from one department to

another with more benefits and greater responsibility

based on efficiency and experience

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Upgrading and demotion

Others are upgrading and demotion of present employees

according to their performance.

Retired and retrenched employees

Retired and retrenched employees may also be recruited

once again in case of shortage of qualified personnel or

increase in load work .recruitment such people save time

and cost of the organizations as the people are already

aware of the organizational culture and the policies and

procedures.

Decreased employees and disabled

The dependent and relatives of decreased employees and

disabled employees are also done by many companies so

that the members of the family do not become

dependent on the mercy others.

External sources

Some external sources of requirements are given below

online advertising we advertise on our own website.

Print advertising we advertise in the lawyer, legal week

and other legal publications

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Referrals/recommendations: one of our main sources of

candidates is referrals and recommendations from other

candidates who we have placed.

Employment exchanges

Government establishes public employment exchanges

throughout the country these exchanges provide job

information to job seekers and help employers in

identifying suitable candidate

Employment selection process

Excellent employee selection starts with the main

elements of the job description and the success factors.

with the job parameters, responsibilities and skills

/knowledge and abilities laid out ,the interview

assessment becomes much more straight forward .the

next step is to define which elements are most important

and rank weight them accordingly 3-4 from each section

sensible and do this before interviewing the candidates.

Training &development

The objective of training activities are to keep MCB

employees well-informed of latest professionals

knowledge and skills in all areas of banking , as well as to

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reinforce a passion for the highest quality of customer

services at all levels .training and development is

essential to carry out the work and run the organization

smoothly.

Training need assessment

Training need assessment can be as simple as asking an

employee what they’d like to be able to do better to as

complex as developing as individualized training plan for

every employee. Learn how select appropriate training

need assessment approaches and tools training needs

assessment is tool that helps you create a superior

workforce. Training programs so are conducted

continuously whenever training need is assessed and

trainers in this case are the immediate supervisors.

Employee development

Human resources management ,training and

development is the field concerned with organizational

activity aimed at bettering the performance of individuals

and groups in organizational settings .it has been known

by several names ,including employee

development ,human resource development ,and

learning and development .employee development is the

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process which includes an ongoing and joint effort of the

employee and the organization and in which work is done

to upgrade employee’s knowledge ,skills and abilities.

MCB shows concerns for employee development

programs because it makes positive contributions to

organizational performance .a more highly skilled

workforce cab accomplish more and a supervisors group

can accomplish more as employees gain in experience

and knowledge.

Performance Management

Performance management is one of the most important

parts of supervisor’s job whether working with long term

employee or a problem employee, all staff members

whether working with a long term employee or problem

employee, all staff members need ongoing feedback

about organizations expectations and their performance.

Setting performance standers &expectation

Standard of performance provided the basis against

which the individual can be effectively appraised .there

are eight condition to consider when setting standards of

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performance i.e. standard of performance are based on

the job and not on the person doing the job ,performance

are achievable performance are understood by the

employee performing the job ,performance are agreed

upon by both the employee and supervisor ,performance

are as specific and measurable as possible performance

should be time oriented.

Employee compensation &benefits

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In an addition to competitive base salaries and incentive

opportunities MCB also offers comprehensive and

competitive benefits to both full time and part time

employees compensation is one of the top issues which

the employees look at when they want to join

organization.

Type of compensation &benefits

The career management process begins with setting

goals /objectives .a relatively specific goals /objective

must be formulated .this task may be quiet difficult when

the individual lacks knowledge of career opportunities

and /or is not fully aware of their talents and abilities.

Organizational career management

Employee job changes with organization

Promotion

In MCB ,is an increase in rank which may also be

accompanied by a raise in pay, benefits and responsibility

,most people view promotions positively, as they indicate

that the individual being promoted is successful, valuable

and useful .in many workplaces. People actively work

towards promotion and its accompanied benefits.

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Transfer

In MCB the change of an employee from one position to

another position with the same salary range maximum is

termed a “transfer”

Demotion

A demotion is a reduction in an employee’s rank or job

title with in the organizational hierarchy of company,

public services department or other body

Separations

There are four types of separation layoff termination,

resignation and retirement

Layoff

When a company eliminated jobs regardless of how good

the employees, performances.

1: A risk reduction, made by investment bankers that

minimizes the potential down side associated with a

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commitment to purchase and sell a stock issue

unsubscribed by stock holders holding rights.

2: when company faces financially difficulties.

This is method whereby an investment banking firm. Who

has committed to buying up all unsubscribed shares

during a rights offering entering into the contract and

selling the shares in other words, they are hedging

against any losses due time.

Termination

Termination of employment is the end of an employee’s

duration with an employees. Depending on the case the

decision may be made by the employee the employer or

mutually agreed upon by both.

Resignation

A resignation is a personal decision to exit a position,

though outside pressure exists in many cases. A

resignation is the formal act of giving up or quitting one’s

office or position.

Retirement

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Retirement is the point where a person stops

employment completely, a persona may also semi –retire

by reducing work hours.

Labor management relations

IN MCB labor management relations are based on mutual

trust between labor and management .establishment of a

relationship of mutual consent &mutual trust &respect

between labor and management, personnel management

is conducted in accordance with four basic principles

(1) Creating a workplace environment where employee

can work with their trust in the company.

(2) Creating a mechanism for promoting constant and

voluntary initiatives in continuous improvement.

(3) Fully committed and through human resource

development.

(4) promoting teamwork aimed at pursuit of individual

roles and optimization of entire team.

Recruitment

The step to step recruitment process followed by

organization is:

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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 MCB faces identify

vacancy.

Prepare job description and person specification

Advertising the vacancy and sourcing focuses on

activities to attract both passive and active candidates.

Managing the Reponses

Short listing

Arrange interviews

Conducting interviews and decision making and common

strategies include peer interviews, panel interviews, and

the use of behaviorally-based interview techniques.

Reporting include surveying applicants and hiring

mangers collecting and analyzing applicant flow data,

and reporting performance measure and processing

metrics.

Reference & Sources Website Sources

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Human resource management system . Wikipedia .

Retrieved from

http://en.wikipedia.org/wiki/Human_resource_managemen

t_system

(2012).History of MCB (MCB Bank Limited) Retrieved

from http://http://www.mcb.com.pk/mcb/about_mcb.asp

Extra Source

Colleagues

Operational manager

Branch Manager

Head of Department

Different Hand books

Newspapers