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Performance Management System
HABIB BANK LIMITED
By
ARSLAN ALI
HBL was the first commercial bank to be established in Pakistan in 1947.
The largest private sector bank with over 1,450 branches across the country
Customer base exceeds five million relationships.
51% of the shares are owned by AKFED, 42.5% by Government of Pakistan and 7.5% by General Public.
Key areas of operations encompass product offerings and services in Retail and Consumer Banking
Introduction
HBL established operations in Pakistan in 1947
First international branch was established in Colombo, Sri Lanka in 1951
Holds the domestic market share of 40%
Nationalized in 1974
In 2003, AKFED purchased the rights to 51% of the shareholding, against an investment of PKR 22.409 billion.
THE HISTORY
Vision
“Enabling people to advance with confidence and success”
Mission
“To make our customers prosper, our staff excel and create
value for shareholders”
Excellence
Integrity
Customer Focus
Progressiveness
Meritocracy
VALUES
Board of Directors Sultan Ali Allana
Chairman R. Zakir Mahmood
President & CEO Sikandar Mustafa
Director Sajid Zahid
Director Ahmed Jawad
Director Mushtaq Malik
Director Moez Jamal
Director
HUMAN RESOURCE MANAGEMENT DEPARTMENT
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 world wide.
The total staffing in HBL is 23022.
The StructurePresident
Board of Directors
10 SEVP
29 EVP
154 SVP
420 VP
831 AVP
2350 OG-I
4108 OG-II
3364 OG-III
10658 clerical/non-clerical employees
THE HR MANUALThe HR manual contains five major processes
Selecting and Recruiting
Training and Development
Performance Appraisal
Compensation
Employee Relation
Selecting and Recruiting
TRAINING & DEVELOPMENT
For training and developing HBL follows five steps process
Need Analysis
Instructional Design
Validation
Implementation
Evaluation
Performance Appraisal
Evaluating an employee’s current and past performance relative to its performance standards is called performance appraisal.
Performance Management
A process that consolidates goal settings, performance appraisal, and development into a single common system to ensure that employee’s performance is according to company’s aims is called performance management.
Performance management and appraisal at HBL
At HBL, performance management and reward systems ensure that goals are met in an effective and efficient manner.
HBL defines a clear path for employees to contribute to the organization’s overall goals, peppered with regular reviews and feedback to help them gauge their progress.
At HBL, growth is not a function of time but rather of performance.
As employee’s performance improves, the role that he plays within the organization will accelerate to reflect his input.
Performance Appraisal form of HBL
HBL’s performance appraisal form contains two sheets
Form B2
Form B3
Form B2There are two main headings in form B2 i.e.
level of achievement points.
Level of achievement points contain five points ratings
• A (4), • B (3), • C (2), • D (0-1) • N/A.
Areas/Factors
It contains five types of factors which are:
A-Productivity
B-Individual \attributes
C-Technology
D-Customer Service
E-Personal
Area A-Productivity Job knowledge
TD clearing/Bills Ledger Posting
Timely Lodgment of Clearing
Followed Return unpaid cheques
Nothing of Stop Payment Instruction
Volume of Work Handled
Accuracy & Attention to Detail
Willingness & Ability to work with other units/people
Ability to write Effectively
Adoptability of new assignments
Deposit Mobilization /saving/current etc.
Number of fresh accounts arranged
Reduction in customer complaints
Hajj application target
Accuracy in counting/cash handling & counting speed
Receiving of payments of utilities
Dispatch of requisite statements
Maintenance of guns in order
Zero theft
Delivery of letters/mails in time
Quality of work
Speed of work
Filing and record keeping
Typing/data entry speed
Typing/data entry accuracy
B-Individual Attributes Professional/technical knowledge & competency
Initiative (eagerness to learn, enlarge knowledge)
Reaction to responsibility
Sense of responsibility
Oral communication Ability
Written communication ability
Sorting of notes
Cash excess/shortage situation
Performing under pressure
Ability to work without supervision
Willing to work after office hours
C-Technology
Knowledge of computer
Knowledge of internet & E-mail
D-Customer
Courtesy to Customer
Creative response to customer needs
Business sense (maximum revenue/ minimum cost)
E-Personal
Health & energy
Appearance
Integrity & loyalty
Grooming
Manners of speech
Attitude
Intelligence
Leave record
Attendance record
Punctuality
Each factor is marked tick against level of achievement and in the end total points scored is written in the specific box. Also the signatures of appraisee and appraiser are taken.
Form B3
This form contains two boxes
Development Plan/ Supervisor comments
Overall assessment box
Compensation
At HBL, compensation and benefits strategy combines the need to maintain a high performance culture along with market competitiveness.
Each employee gets benefits and compensation according to performance, not according to seniority.
Employees are paid in two forms:
Direct payments
Indirect payments
Employee Relation Involves the body of work concerned with maintaining employer-
employee relationships that contribute to satisfactory productivity, motivation, and morale.
The environment at HBL is cultural, ethical and challenging that that encourages creativity and commitment among employees.
HBL believes in two skills for employee relation:
Interpersonal communication
Conflict management
Critical Analysis Annual performance management system
Employees are evaluated by the supervisors only; not by customers, co-workers or by themselves.
Chances of personal biasness.
No feedback mechanism.
Weaker checks and balances.
The decision makers rely mostly on the reports given by immediate supervisors/managers.
Promotions/compensation decisions are made through result-oriented approach.
Not enough HR staff to effectively handle this large workforce.
Subordinates cannot appraise the superiors.
Employees from smaller branches do not have direct linkages with HR department.
Promotion is a slower and time taking process and depends a lot on supervisor’s approval, not solely on performance.
HR manual is not followed strictly when it comes to promotions and benefits.
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