“ FINAL REPORT FOR

INTRODUCTION TO HUMAN
RESOURCE MANAGEMENT”

PRESENTED TO:

Mr. Farhan Bukhari

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 DATED:

November, 14th 2007

Organization`s Name :

HABIB BANK Ltd

Presented By:

Aisha Akram.
Beenish Riaz Sajan.
Sidra Khalil.
Fatima Mateen
Qureshi.
Sobia Anwar Dawra.

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CONTENTS

• Mission………………………………………………………………………………………………04

• Acknowledgement……………………………………………………………………………05

• Company's Profile………………………………………………………………………….…06

• Hierarchy………………………………………………………………………………………….07

• Questions………………………………………………………………………….……………..08

• Training and Development Process……………………………………….……….12

 Evaluation Form

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  Training Plan 2007

 Appreciation Certificate

• Conclusion…………………………………………………………………………………………16

MISSION STATEMENT:

We continue to build on our track record and in our quest for

excellence we strive to meet the needs of both our customers and
our employees.

At Habib Bank we aim to ensure customer satisfaction by providing high

quality banking services. This is made possible by the professionalism of

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our employees all of whom are provided with the requisite training and
opportunities to enable them to realize their full potential.

ACKNOWLEDGEMENT
The present report is a result of the project assigned by our teacher as a
curricular requirement by the university towards the completion of course
Introduction to Human Resource Management.

First of all we would like to thank Almighty Allah for blessing us with the
necessary mental and physical abilities. We owe innumerable thanks for
His grace, who gave us a bit of knowledge from the ocean of knowledge.

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We are greatly indebted to our teacher Mr. Farhan Bukhari who has
guided us throughout in every difficulty and provided us with the best
solution through his professional approach and experience. We really
salute him for his knowledge. We also thankful to Mr. Shahanshah
Alam Siddiqui (Head – Learning & Development) of HBL who helped us
and give us time from their precious one.

COMPANY'S PROFILE:
HBL was the first commercial bank to be established in Pakistan in 1947.
Over the years, the bank has grown its branch network and become the
largest private sector bank with over 1,400 branches across the country
and a customer base exceeding five million. HBL also has a presence in
25 countries with subsidiaries in Hong Kong and the UK and affiliates in
Nepal and Nigeria.

HBL's key areas of operations encompass product offerings and services

in Retail Banking and, in recent years, Consumer Banking as well. HBL
has the largest Corporate Banking portfolio in the country with an active
Investment Banking arm. SME and Agriculture lending programs and
banking services are offered in both urban and rural centers. Using our

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branch network as a key competitive advantage, our business
concentration has remained consistent for Retail, Consumer, Corporate
and SME clients.

HBL is expanding its presence in principal international markets including

the UK, UAE, South and Central Asia, Africa and the Far East.

Rating

HBL is currently rated AA (Long Term) and A-1+ (Short Term). HBL is the
first Pakistani bank to raise Tier II Capital from external sources

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QUESTIONS ASKED
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• Do you give training to your employee?

Yes, we give training to our employees both new and current

employees.

• Do you have any special department who develop training

and development program? Who approves these programs?

Yes, we have a special department called MODD (Management &

Organization Development Division) who prepares all the programs
and these are approved by our group executive – HR Mr. Zafar
Aziz Osmani (SEVP)

• Where you give training to your employees and what are the
timings of training sessions?

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 We give training to our employees both inside and outside the
organization and we have training sessions inside the organization
but sometimes even training sessions are conducted outside the
organization.

• What is the duration of your training programs usually?

The minimum duration of any course is from one day and the
maximum duration is of four months.

• Is there any need of giving training to your employees or

you think that your employees are lacking some where in
their jobs.

We think that every progressing organization must have training

sessions for their employees. It is not that we think that our
employees are lacking but to keep them update of new technology
and to develop and enhance their skills attitudes and knowledge.

• How you identify the need of training? Is there any method

through which you identify the need?

We identify their need through TNA, we distribute questionnaire and

sometimes we take structured interviews even of the supervisors.

• How many trainers you have?

We have seven faculty members, and one principal. We have

faculty of three types:

1. Regular Employees (20 members who are only trainers & are
permanent).

2. HBL in-house trainer (70 members).

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 3. Other Organization Members (12 Organization).

• What you think training new employees is an easy or current

employee?

Basically, both the employees have different needs like new

employees have to learn some basic skills and current employees
want advance knowledge so training new employees is more easier
because the way you mold them they will be molded accordingly.

• Do you follow the whole process of training Like Need

Analysis, Instructional Design, Validation, and
Implementation?

• Yes we do follow the whole process that includes Need Analysis,

Training Plan, Instructional Design, Validation, and Implementation.

• What are your training methods?

We use different methods like we conduct training sessions (class

room training), on the job, job rotation, sometimes we give our
trainee any case study, we show them certain videos, we take
computer presentation.

• Do you evaluate after training employees? Is training

effective. Do you see any change or difference after
training?

Yes we do evaluate, we have an evaluation sheet which we give to

our trainee after every training session and it is very much
effective. There is a lot of change we see after training in our

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 employees though the result is not 100% but it is positive and near
to our expectations.

• How you motivate your employees for implementing training

and development programs? Is it difficult for you?

No it is not, because even our employees are more interested

towards our training and development program, and our every
employee thinks that it is necessary for them and even for their
jobs.

• How many training sessions and development programs you

have prepared and implemented?

We have 600 courses which are prepared and implemented during

the year 2006. We also have development programs like IT
training, Banking Diploma and MBA.

• There are three most important things for any organization

Training, Learning, and Motivation. Do you follow that?

Yes we follow them and it is the requirement of each and every

organization.

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 TRAINING &
DEVELOPMENT
PROCESS

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CONCLUSION:
The object of the project was a new and a good experience for us it help
us in polishing our communication skills it bring the confidence because

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due to this project we experience the professional environment we came
to know how the how the works are being done in organization how to
implement our knowledge

We also faced some problems in our project but it was source of learning
for us that we have to fix a time such a way that we both i.e. bank staff
and we are available on the given time

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