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HBL Training and Development

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					   “ 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

                             4
         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




                                    8
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.




                                  13
 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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