Human_Resource_Management

MEEZAN BANK LIMITED JOB ANALYSIS ➢ How is a job description made' A JD is prepared by HR in consultation / coordination with the functional Department RECRUITMENT & SELECTION ➢ What is the process for recruitment & selection' The process for recruitment & selection is that staff hiring is done in batches, in small groups or individual basis is subjected to availability of vacant slot in the organ gram of the unit duly approved by the COO and President & CEO. It should be intimated to Human resource department through regional managers offices (in case of branches) and in case of head office through concerned department heads. ➢ What are the important key points which need to be considered when selecting a person for the job' The important key points when selecting person for the job are as fellows : 1. Work experience if any for the specified job that is to be need in the firm / organization 2. Educational qualification 3. ECIB should be satisfactory INTERVIEW ➢ How many interviews are conducted' There are two conditions: 1. Panel Interview In case of panel interview, only one interview is conducted in presence of the officials of HR, Functional Department; and BM/Area/ Regional Offices. 2. One-to-one Interview In case of one-to-one interview three interviewers are conducted ie • HR • Functional Department; • BM/Area/Regional offices ➢ What role does job description play during the interview' JD is a written list of the tasks / duties which should be performed by the respective employee. During the interview, an interviewer can judge the candidate on the basis of JD considering the JD as a bench mark. JD will help to standardize the interview for all the candidates who will be appearing in the interview. ➢ What type of interview is conducted' o Panel o One-to-one o Other (Please specify) ➢ Do you think ‘first impression is the last impression’ is the correct approach to be used during interview' ‘The first impression may not be the correct approach because, if the interviewer is inspired from candidate’s attire, communication skills and level of enthusiasm then there are chances that the interviewer may ignore / oversight the other technical skills that are more important than just the attire, communication etc. E.g. a Manager Operations is hired just on the basis of first impression may consequently failed in disposal of his operations related assignments / tasks (that requires a lot of skills / experience). TRAINING & DEVELOPMENT ❖ How does orientation take place in your company' Orientation is a chance for the company to help newly hired employees to understand how the company does business and what are the common policies of the company. It can also help new employee to feel welcome and get the employee-employer relationship off to a good start. New joiners, whether experienced or fresh, need effective orientation to feel secure in their positions. Orientation makes the new employee comfortable about the company culture and the new people surrounding him/her. ➢ How much time is dedicated to the training sessions in a year' As and when required and may vary from person to person. However, atleast one training is mandatory during the whole job. ➢ Is there a concept of mentoring in your organization' Yes, there is a concept of mentoring in our organization, if a sub ordinate feels that he is stuck in some task and need help / advice from seniors to get the things done, then his line manager / seniors (sometimes peers) help him in proper disposals of the work and explain him to improve his assignments / work. PERFORMANCE MANAGEMENT & APPRAISAL ➢ How does your department evaluate the performance of the employees' The performance of an employee is evaluated through performance Appraisal exercise such as rating the employee on technical competencies and personal attributes. An employee is appraised by his line manager which may be further endorsed / approved by the Regional Manager / Department Head etc for promotions strong justification from respective line mangers or department head is required. ➢ What are policies regarding managers who: o Discourage teamwork Proper training / counselling is provided to the manager for ensuring team work. o Employee is exploited by the manager The manager is warned (either verbally or in writing) and if he doesn’t improve, disciplinary action is taken. COMPENSATION ➢ What sort of benefits do you get' (please tick on as many as applicable) o Medical insurance o Education assistance o Education leave o Stock purchase o Life insurance o Vacations o Overtime o OTHERS (please specify) Others Staff benefits are as follows : 1. Mobile phone and Black Berry (based on entitlement) 2. Lap top (based on entitlement) 3. Club Membership (based on entitlement) 4. Provident fund (for confirmed staff) 5. Staff Account 6. Gratuity (after three years of confirmed service) 7. Alternate Saturday off (for Head Office staff only) MISCELLENOUS ➢ What are your policies for cases regarding sexual harassment' Sexual or gender based harassment is determined to be “unwanted conduct of a sexual nature or other conduct based on sex, affecting the dignity of women and men at work.” Examples of sexual harassment would include but not be limited to: • Unwelcome sexual advances, requests, sounds, physical conduct or gestures of a sexual nature including suggestive and persistent staring or unsolicited contact such as touching or jostling; • Implicit threats of revenge for refusing to comply with a request of a sexual nature, implied or articulated promises of reward for agreeing to comply with a request of a sexual nature; • Unwelcome or suggestive remarks, jokes, banter, speculation about a person’s body, dress, sex life, age, ethnicity etc; • Any other act or conduct including spoken words, gestures and the production, display or circulation of written words, pictures or other material including electronic transfer or display; it may also include director indirect comments, sarcasm, snide remarks, inappropriate jokes or banter based on sex, directed towards a colleague at any level in the Bank. Conduct of this nature is sexual harassment, if it is unwelcome to an employee and could reasonably be regarded as resulting from the employee’s gender or if it is sexually offensive, humiliating or intimidating. Conduct of this nature by an employee or third party towards an employee will constitute sexual harassment. What are your policies regarding whistle blowing' MBL whistle blowing policy states that if an employee observes any suspicious, fraudulent or unethical activity, transaction or act that may cause a potential threat to the bank or is against interest of the bank, he / she must immediately report this to Head of HR or Head of Internal Audit”. ➢ How often do you have activities like un-official dinners, picnics, etc' Not fixed ➢ What are your strategies for employee motivation' ▪ Staff Medical and Insurance ▪ Allowing sufficient leaves ▪ Mobile phone and Black Berry (based on entitlement) ▪ Lap top (based on entitlement) ▪ Club Membership (based on entitlement) ▪ Provident fund (for confirmed staff) ▪ Staff Account ▪ Gratuity (after three years of confirmed service) ▪ Alternate Saturday off (for Head Office staff only) ➢ If an employees completes a higher degree of education, what are your policies regarding his/her promotion' Promotion is not linked with the educational qualification of the employee; it is awarded on the basis of work performance.