Final Internship Report On Bank Alfalah Limited

Final Internship Report on Bank ALFALAH Limited
Presented to: sir B.Com (Hons)

Presented by: Ali Tariq University of Central Punjab

Vision statement of the Company
The vision statement of Bank ALFALA is to be a premier financial services
organization, operating both locally and globally, offering a complete range of
financial products and services to diverse segments under one umbrella.

Mission statement of the Company
Mission To develop & deliver the most innovative products and deliver
exceptional service quality which contribute to strengthening brand equity
strength and maximize value for the stakeholders of the Bank.


INTRODUCTION OF THE COMPANY:
Background:
Bank of Credit and Commerce International (BCCI) was a Pakistan based bank, established
by Mr. Agha Hassan Abdi from UBL, in association with U.A.E and Europe. BCCI has its
branches in 74 different countries of the world. It had its 3 branches in Pakistan. In 1991,
the BCCI was banned, when it was accused by European countries that the bank was
involved in some illegal operations with Gulf countries. The major reason behind European
accusation was the BCCI was of Islamic mode. Therefore, the bank was closed due to
international pressure. Then, its 3 Pakistani branches were taken over by the Government of
Pakistan, which were named as Habib Credit and Exchange Bank (HCEB) and these were
working as subsidiary of Habib Bank Limited.
Following the privatization in July 1997, Habib Credit and Exchange Banned assumed the
new identity of bank Alfalah on February 25, 1998. It is now Abu Dhabi based bank as the
family of Sheikh Nahayan Mubarik Al Nahayan purchased 70% of its shares and 30% shares
remained with Habib Bank on behalf of Government of Pakistan.
The development of various sectors in Pakistan. The bank has already made significant
contribution in building and strengthening both corporate and retail banks sector in
Pakistan. Assessment of the needs and wants of customer is an ongoing process at Bank
Alfalah, which help to centennially develop new products of services. Designing the product
portfolio in response to royal patriot, royal custodial, Alfalah car finance, Alfalah repee
traveller cheques, home loans are prime example of quality innovation providing timely
banking opportunities to customer. To continuously offer courteous, professional and
advanced banking solution the team of bank has recently been rejuvenated by going
through training programs with focus to information technology.
With their key indicators of progress a steady soaring to new heights, the bank is committed
to dedicate all its energies, resources and time to bring higher value and satisfaction to their
customers and employers.
The graph of the bank is going up and up every year. The ratio of profit is increasing at a
good percentage. The bank is serving the people at high level of standard by according to
expectation of customers.


Human Recourse policies of the Company:
According to 2013 Annual report the year 2013 was a transformative, productive one for the Human
Resources and learning Group at the bank. Whilst developing and strengthening one of the best
trams of HR professionals in the industry, our focus remained on improving delivery channels for our
internal customers in order to position ourselves as a Employer of Choice. Significant efforts were
placed in the areas of Talent Acquisition, performance Management, Compensation, HR Insights,
Organizational Development and learning.
With the banks aggressive expansion and restructuring plans. Talent Acquisition has been the
foremost priority of HRLG. While inducing resources, our focus remained on quality, skill set and
experience to match job profiles. Organizational structures were reviewed to assess optional
resource utilization and enhance efficiency.
The policy framework for performance management and compensation was revised with the
objective of inculcating a strong performance culture at the bank and benchmarking ourselves with
the best in class in the market. The revised performance management framework establishes
objective based performance measures, geared towards rewarding performance at all levels.
HRLG also focused on Organizational Development aspects, through the initiation of the Job
evaluation exercise, in order to benchmark jobs with international standards vis--vis the banking
industry in Pakistan. The exercise will assist in the standardization of jobs through proper scoping
skill set, knowledge, know-how and accountability levels.
The bank conducted its first ever Employee Engagement Survey in collaboration with an
internationally recognized firm in 2013. The objective was to determine the engagement level of the
banks key asset (its human resource) and devise a roadmap for improving this score on a year on
year basis.
HR Insights is another key initiative of HRLG, whereby internal customers were supplied with various
insights on HR activities at regular intervals, in order to facilitate them in timely and informed
decision making.
The banks learning and Development function has been reorganized and its policy framework has
been re-visited to improve the quality of our learning programs. We are moving to a model that
relies on identifying and assessing learning needs so as to provide customized learning
opportunities.
Looking ahead, HRLG will continue to strive to deliver upon its goal of recruiting, developing and
retaining top tier talent at the bank and hence fulfil its role as a facilitator and partner for the various
businesses.
Source: Annual report 2013
http://www.bankalfalah.com/cltp-content/uploads/2013/02/Bank-Alfalah-Annual-Report-2013-
00.pdf

HUMAN RESOURCE MANAGEMENT:

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:-

1. Conducting job analyses (determining the nature of each employees job)
2. Planning labour needs and recruiting job candidates
3. Selecting job candidates
4. Orienting and training new employees
5. Managing wages and salaries (compensating employees)
6. Providing incentives and benefits
7. Appraising performance
8. Communicating (interviewing, counselling, disciplining)
9. Training and developing managers
10. Building employee commitment

HRs Definition at Bank Alfalah:

We Are Struggling For People.

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.

Human Resource Department-Hierarchy


RESPONSBILITIES OF HR OFFICER:

Following are the responsibilities of HR Officer in Bank Alfalah:-

1. Recruitment And Selection
2. Policy Making
3. Retention Program
4. Improve Working Relation Of Employees

HRM Management Responding To Changing Environment:

Bank Alfalahs HRM Management is responding to changing environment by

1. Follow Customers Needs
2. Adopt Continuous Changes
3. Decentralized Organization

COMPETITIVE ADVANTAGES:

Bank Alfalah has following competitive advantages over its competitors:

1. Strong Pay Structure
2. Retention Program
3. All Banking System Based On It
4. Select People From Top Universities
5. 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:

1. Job Description
2. Job Specification

Job Description:

A list of jobs duties, responsibilities, reporting relationships, working conditions, and supervisory
responsibilities

Job Specification:

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:-

1. Interviews
2. 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:

1. Structured interview only
2. Structured Sequential Interviews
3. Panel Interview

Criteria for Selecting Candidates:

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

1. Communication Skills
2. Present Personality
3. Educational Background (etc.)
4. Skills And Competency
INTERVIEW QUESTIONS

1. Why Should I Hire You?
2. Why Do You Want To Work For Us?
3. Whats Your Great Strength?
4. Whats Your Great Weakness?
5. How Much Salary Do You Expected From Us?

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:

1. By Universities
2. By Website
3. By Coaching
4. 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
1. Less emphasis on Internal Recruitment
2. Existing employees can respond to new job offers as externals
3. Performance appraisals

EXTERNAL RECRUITMENT IN BANK ALFALAH

In Bank Alfalah external recruitment is on

1. Need basis
2. No yearly or monthly recruitments
3. Every branch has its own HR department
4. Head office sanctions recruitment for new employees
5. Adds in leading newspapers (Dawn, Jang)
6. College Recruitment (under planning)
7. Online application forms
8. Short listing
9. Interview
10. Decisions made through head office
11. No help from recruiting agencies

DIRECT INDUCTION OF FRESH CANDIDATES

Through direct induction of fresh candidates, Bank Alfalah is able to employ fresh postgraduate
candidates for its organization and the process is as follows:


EXPERIENCED PROFESSIONALS

Based on requirements of experienced staff, Bank Alfalah also recruits talent from the marketplace.
Bank Alfalah offers competitive salary / benefits to worthy professionals at all levels who wish to join
hands with Bank Alfalah. The procedure for selecting such professionals is as follows:

Executive Recruitments:

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

1. Walk-ins
2. Letter of recommendation from college
Human Resource Assessment

Bank Alfalah Ltd. has worked hard to build its human resource team and ensure that the quality of
newly inducted staff is not comprised with growth. For recruitment and selection banks policy is to
hire suitable candidates. By suitable candidates bank refers to candidates having proper educational
qualification, experience and background.

Bank Alfalah not only is one of the fastest growing bank in Pakistan, that provides its customers with
a number of financial services, but is also a great employer of human resources, that provides its
employees with a conducive environment that not only is challenging but also helps them in
applying and gaining knowledge.

OREINTATION

The orientation program of Bank Alfalah contains:

1. Introductory Lecture
2. Printed Employee Hand book in Bank Alfalah
3. Time Duration
4. Familiarize new employees with their new jobs, work units and organization in
general.
BATCH TRAINEES

All employees selected through this process, have to first complete a probation period before given
a complete status of a Bank Alfalah employee. The major benefit of this procedure is that Bank
Alfalah can employee a large number of employees at a lower cost. The procedure for accepting a
batch trainee is as follows:

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:
1. Need Analysis
2. Instructional Design
3. Validation
4. Implementation
5. Evaluation and follow up
a. Training Mangers and faculty is hired for training purposes.
b. Training Mangers are in their respective head offices

The Training Centres of Bank Alfalah:

Bank Alfalahs training centers are in Karachi & Lahore. These training centers are responsible for
providing multi-level high quality training programs in following areas:

1. Consumer banking operations
2. Credit administration/documentation
3. Trade finance operations
4. Marketing & selling skills
5. Customer service skills
6. Performance appraisal skills
7. Time management & personal effectiveness

TWO SCENARIOS OF TRAINING

Training Calendar:

In Bank Alfalah, Head office devises a calendar according to which they train their employees

Need Basis:

In Bank Alfalah, Branch Manger realizes that specific department lacks in some skill.

TWO TYPES OF TRAINING

On The Job Training:

Training a person to learn a job while working on it

Off The Job Training:

Training an employee to learn a job while providing him a class room environment

ON THE JOB TRAINING

On The Job Training in Bank Alfalah is done by

1. Making teams of new employees with a few old specialized Employees.
2. Contribution to overall productivity.
3. Lower cost
4. 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

In Bank Alfalah, Off the Job Training is done by

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

Training & Development:

In Bank Alfalah, employee is trained & developed in following different operations:

1. Consumer Banking Operations
2. Credit Marketing & Credit Proposals
3. Credit Administration/Documentation
4. Trade Finance Operations
5. Marketing & Selling Skills
6. Customer Services Skills
7. Performance Appraisal Skills (Self Appraisal)
8. Time Management & Personal Effectiveness

PERFORMANCE APPRAISAL SYSTEM

Evaluating an employees current and / or past performance relative to his or her performance
standards

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

Self Appraisal Method
1. Ratting
2. Evaluation
Problems During Appraisal
1- 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.

PERFORMANCE STANDARDS AT ALFALAH

Alfalah Bank Has laid down the following Performance Standards:

2- 1-Demonstrates Commitment
3- 2-Aligns Activities
4- 3-Promotes Alfalah Long Term Objectives

MANAGING CAREER & FAIR TREATEMENT

In Bank Alfalah, Managing Career & Fair Treatment is based on:

1- Promotion Decision
2- How To Handle Transfer
3- Communication At Alfalah
4- 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.

Compensation Plans for Employees:

In Bank Alfalah, compensation plan for employees includes:

1- Basic Salary
2- Bonuses
3- Medical Facilities
4- Allowances
Incentive Plans:

In Bank Alfalah, incentive are provided to

1- Managers and Executives
2- Middle and Lower Level Employees
EMPLOYEE BENEFIT & SERVICES

The employee benefits & services provided by Bank Alfalah are

1- Health & Life Insurance
2- Paid Annual Vacations, Leaves, Holidays
3- Health Insurance Of Parents
4- Pension & Provident Fund
5- Discount On Company Products
6- Annual Bonuses
7- Educational Plans
8- Social Events
9- Customized Services
10- Creative, Learning & Healthy Environment
11- Highly Qualified, Experienced & Committed Staff
12- Profit & Gain Sharing Plans
Financial Benefits:

The financial benefits provided by Bank Alfalah to its employees are

Severance Pay

Severance Pay is given according to

1- Policy
2- Give Full & Final Settlement
3- Half Salary As A Complementary (Optional)

Supplemental Unemployment Benefits

Supplemental Unemployment Benefits are given

1- During Annual Routine Audits
2- Other Privileges
Insurance Benefits:

Bank Alfalah gives insurance benefits on

1- Workers Compensation
2- Complete Life Insurance
3- Hospitalization & Medical Insurance
Other Benefits:

Other benefits provided by Bank Alfalah to its employees are

1- Pregnancy Compensation
2- 2 Bonuses For Each Employee
3- Faster Promotion
4- Introduction Of MENTORS
5- Bank Alfalah MOHTISIB
6- Staff Suggestion Scheme
7- Family Community Concept
8- Salary Of Own Choice
9- Job Rotation Facility
10- Prizes & Gifts
11- Refreshment Packages
12- Short Courses & Trainings + Training Material
13- Traveling & Stay Allowances
14- Communication Benefits
Retirement Benefits:

Bank Alfalah gives retirement benefits on the basis of

1- Age
2- Pension Plans
3- Provident Fund Facility
4- Early Retirement Window
5- No-golden Offerings & Defined Contrib. Plan
6- No-social Security & Deferred Profit Sharing
Services Benefits:

Following services benefits are provide by Bank Alfalah to the employees:

1- Introduction Of MENTORS (HR REPRESENTATIVE)
2- Counseling Services -
Financial, Career, Job-placement, Grievances

1- Bank Alfalah Mohtisib
2- Lunch & Learn Program
3- Employee Transportation
4- Educational & Training Subsidies
5- Flexible Benefits Programs (Few-limitations)
6- No-subsidized Child & Elder Care


EMPLOYEE SAFETY & HEALTH CONTRIBUTION

Bank Alfalah is

1- Strict About Occupational Safety Laws
2- Obeying The OSHA Standards
3- Major Responsibility Br. Manager
4- Routine Safety Audits
5- Inspection & Citations By Head Branch
6- Managing Proper Responsibilities & Rights Of
7- Both Employer & Employee
Avoiding the Causes Of Accidents:

Bank Alfalahs management plays an important role in avoiding the three causes of accidents

1- Unsafe conditions
2- Unsafe acts
3- Accident prone people
HEALTH PROBLEMS & REMIEDIES

Following are the steps that taken by Bank Alfalahs HR Department to solve the health problems in
the organization and make possible remedial changes

1- Smoke Free Environment
2- Role Of Mentors ; Regarding
3- Job-stress , Burn-out , Health Conditions
4- Remedies For VDTS & Other Tools
5- Vaccinations & Health Treatments
Other Precautionary Measures:

Other precautionary measures taken by Bank Alfalah for the safety of employees are

1- Personalized Attention To Employees
2- Angry Employees Management
3- Temporary Stop The Working
4- Counseling
5- Real Root Problem
6- Use Of Personal Skills
7- Professional Attitude Adopted
8- Future Avoidance

References

Personal Refernces

Mr. Zulfiqar, Accounts Officer.

(Bank Alfalah Ltd., Wah Cantt Branch)

Mr. Waqas, Customer Services Officer.

(Bank Alfalah Ltd., Wah Cantt Branch)

Web Resources

Bank Alfalah (www.bankalfalah.com)
Wikipedia (www.wikipedia.com)
State Bank of Pakistan (www.sbp.org.pk)
Google (www.Google.com)
Reports & Papers

Annual Report Bank Alfalah 2008
Issues in Pakistans Economy by S. Akbar Zaidi
International Finance by Maurice D. Levi
Bank Alfalah Limited. (2009). Alfalah Mahana Amdan Plus [Brochure].
Bank Alfalah Limited. (2009). Alfalah Quick Finance [Brochure].
Bank Alfalah Limited. (2009). Alfalah Milkiat Finance [Brochure].
Bank Alfalah Limited. (2009). Alfalah Karobar Finance [Brochure].


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Final Internship Report on Bank ALFALAH Limited

Presented to: sir B.Com (Hons)

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