Recommended Personnel Policies For UBL

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					Personnel Policies by BUITEMS HRM 3rd




Recommended Policies for a Bank
Prepared by: MBA 3rd HRM
Project By: Ahsan Tareen, Tahira Shaukat, Nauman Anwer,
Quratulain, Sehrish

Submitted To: Miss Ammarah




                                                          11
                  ACKNOWLEDGEMENT

First of all we would like to thank ALLAH S.W.T who gave
us enough potential and ability to complete this project by
ourselves. However, it would not have been possible without
the kind support and help of many individuals and
organizations. We would like to extend our sincere thanks to
all of them.

We are highly indebted to Miss Ammarah for her guidance
and constant supervision as well as for providing necessary
information regarding the project & also for their support in
completing the project.

We would like to express our gratitude towards our parents &
our teachers for their kind co-operation and encouragement
which help us in completion of this project.

We would like to express our special gratitude and thanks to
people who gave us attention and time.

Our thanks and appreciations also goes to our colleagues in
developing the project and people who have willingly helped
us out with their abilities.
Contents
Acknowledgement…………………………………………………………………..i
Vision, Mission, Core Values of UBL………………………………………..ii
Executive Summary………………………………………………………………..iii
Policies: Hiring ............................................................................................... 7
     A. Persons with Disabilities...................................................................... 7
     B. Equal Employment Opportunity .......................................................... 7
  1. Initial Steps ............................................................................................. 7
  2. Determine Recruitment Options ............................................................ 8
  a. Internal Recruitment: .............................................................................. 8
  b. Open Recruitment: .................................................................................. 8
  3. Job Announcement Requirements .......................................................... 8
  4. Applications for Employment ................................................................. 9
  5. Other Recruitment Sources .................................................................... 9
Policies: The Selection Process ....................................................................... 9
  1. Steps in the Selection Process .............................................................. 10
     Screen Applications ................................................................................ 10
     Interviews Required ............................................................................... 10
     Selection Panels ..................................................................................... 11
     Interview Questions ............................................................................... 11
     Reference Checks ................................................................................... 11
     Background Checks ................................................................................ 12
     1. Application blank: ............................................................................... 13
    2. Preminary interview: .......................................................................... 13
    3. Selection test: ..................................................................................... 13
    Comprehensive Test: .............................................................................. 14
    Investigation: ......................................................................................... 14
Policies: Compensation and Employee Benefits ........................................... 14
  1. New Full-Time Employees .................................................................... 14
  2. New Part-Time Employees ................................................................... 15
Policies: Employee Training and Development ............................................ 15
Policies: Career Development ...................................................................... 16
  Functional Mission Statement................................................................... 16
  Service Mission Statement ........................................................................ 16
  Introduction .............................................................................................. 17
  Employee responsibilities ......................................................................... 17
  Employee time off to pursue career development.................................... 18
  Qualifications and eligibility for changing positions .................................. 18
  Transfer of employee benefits .................................................................. 19
                              Executive Summary
The overall policies that have been drawn here are for the purpose of recruiting every person up to the
level of perfect standard and have been fairly investigated accordingly.

It’s been always the main motive of this organization that the level of tendency and capabilities required
by any of the employee may perfectly match the selected person.

The selection process is very genuine and crystal clears the policies design are basically for the
identification of correct person and making everyone assure that their assistance is worthwhile for the
institute and always considered as the suitable candidate for the perfection and optimization of skills
and efficiency of our organization.

The selection criteria is very clear and based on perfect strategies and may not require any extra
ordinary efforts and is very much worthwhile for the positive and extra productive outcomes.

It may require screen applications, interviews, selection panels, and interview checks inclusive of
reference and background checks. After considering all these significant points and going through stages
of selection process one of the perfect candidates is selected.

There are the policies for the compensation and employee benefits as it may be the full time employees
or part time employees which may require different perks and benefits to fulfill the job requirements
and demands.

The involvement level of employees into the job may be not up to that extent if there is any flaws or non
satisfactory salary or benefits the outcome as per demanded by job to achieve the level of success.

There are certain policies which are design for the employee training and development.

It may require employees who are looking forward to retain themselves in the job it is always taken into
consideration that their involvement is mandatory to reach at the level of success. It may benefit the
organization on to level of renowned and well off organization as employee will be satisfied his
performance will eventually be influenced.

There is also the career development process designed policy for the uplift and welfare of those
employees who are interested into future long lasting benefits and may high grade their degrees and
worth of performing to the level of as per contribution into the organization’s overall performance.

These all policies all together provide the perfect vision toward successful and prosperous achievements
of targets. It helps in promoting the un ambiguous and valid objectives that may sustain and support the
higher level of standard.
Personnel Policies Recommended for any bank

Policies: Hiring
The purpose of this policy is to provide guidelines for an efficient and consistent competitive
hiring process that promotes equal employment opportunity and a highly effective workforce.

The following principles apply to all aspects of this policy and for all procedures described
herein.

A. Persons with Disabilities
When requested, Bank must provide reasonable accommodation throughout the hiring process
to applicants with disabilities when such applicants are being considered for employment.

B. Equal Employment Opportunity
 Equal Employment Opportunity, to ensure that its recruiting and hiring procedures are
conducted without regard to race, sex, color, national origin, religion, age, veteran status,
political affiliation, genetics, or disability.

Positions to be filled

1. Initial Steps
Before posting Bank should:

       Analyze the vacant position and work to determine if any changes have occurred.
       Update the Employer Work Profile to reflect current duties and responsibilities.
       Determine the necessary and preferred knowledge, skills, and abilities (KSAs) or
        competencies for the position.
       Determine appropriate salary hiring range.
       Determine if the position is assigned to the proper Role and make Role Changes as
        necessary.
       Identify any education qualifications required for the position
       Identify any bona fide occupational qualifications.
2. Determine Recruitment Options
Bank may use one of these three options when conducting recruitment:

a. Internal Recruitment:

 Only current employee but who fulfill the criteria for the concerned position (e.g. if applying
for the Manager so he should have 6 years experience and CFA certificate qualification.

b. Open Recruitment: All employees and the general public may apply.

Bank Should select the recruitment option that best fits their needs before posting a vacancy.
The decision should be based on factors such as the diversity of the Bank’s workforce and the
availability of qualified applicants.

 If initial recruitment does not result in an adequate applicant pool, Bank may reopen
recruitment, and choose another option, as necessary.

3. Job Announcement Requirements
All job announcements must include an Equal Employment Opportunity statement and should
state the scope of the position and KSA qualification requirements. All information in the job
announcement must be job related.

Announcements must not specify a certain number of years of experience or a specific
educational requirement unless sanctioned by law. The following elements must be included:



      A summary of job duties.
      Any educational qualifications required by bank.
      Any bona fide occupational requirements (BFOQs).
      Hours of work
      Notification if the position is “restricted” or is funded only for a finite period of time.

Job announcements also should include:

      Any preferred qualifications.
      Any requirement or preference for related experience (but not specific years of
       experience).
      Notice to applicants that they may be required to demonstrate the skills and abilities
       necessary for satisfactory performance of the work.
       Information about conditions of employment such as shift schedule, work hours, full
        time/part time status, requirement for background check (for non-sensitive positions)
        and the extent of the back-ground check, requirement for drug testing, etc..
       Number of positions being filled from the same applicant pool, if more than one.
       A salary hiring range.
       A statement clarifying what application options if any are acceptable, such as resumes,
        email, etc... and any other information regarding the application process that would be
        helpful to applicants

4. Applications for Employment
Individuals desiring to be considered for advertised positions must submit completed
employment applications before the position closing date. Applications received after the
closing date cannot be considered.

NOTE: Bank may decide to consider a resume as an application if received by the application
closing date. If resumes are accepted as applications, applicants may be required to complete a
standard state application form during the hiring process.

5. Other Recruitment Sources
Bank may use other recruitment sources, including internet job posting services and
employment Bank. however, they are not authorized to pay related placement fees.




Policies: The Selection Process


Bank invites and welcomes all the applicants from all over Pakistan. It’s the matter of fact that
we have got the prestigious and ultimate goal of satisfying our customers and getting maximum
number of account holders.

The selection criteria for the positions of head of department, vice president and all the leading
positions are supposed to be recruited and selected on the basis of fair grounds.

Post    post                     No. of posts   Pay scale         Age limit
code


1       Office assistant                        7200-19300        18-28years
                                 76

2       Assistant manager        13             14500-25700       18-28years


3       Manager                  12             19400-28100       21-32years



4       Senior manager           02             25700-35100       21-40years



There will be online test conducted even to make it feasible for those who are unable to reach
the exam venue.

There are also certain conditions for the applicants to satisfy the job requirements.

       Applicant must have certain experience of at least 3 years so that they can at least meet
        the criteria and can be considered as deserving candidate for the specific post.
       He shall be enough capable of handling any stress and can even perform up to the mark
        for specific needs.

    Bank should provide training, instruction or guidance in lawful selection and employment
    practices to employees and others who participate in the selection process.

1. Steps in the Selection Process
Bank may either interview all applicants for a position or reduce the applicant pool by screening
applications/resumes.

Screen Applications
The Bank must screen applications according to the qualifications established for the position
and must apply these criteria consistently to all applicants.

Bank may request clarification and follow-up information from an applicant at any point in the
hiring process.

Interviews Required
No person may be hired into a classified position without having been interviewed for the
position. Although telephone interviews are not prohibited, it is strongly recommended that
the candidate meet with the hiring authority before a job offer is made.
All scheduled interviews must be completed before a final selection decision and job offer are
made. However, Bank is not required to reschedule interviews with applicants who are unable
to be present at the scheduled interview.

Interviews may be conducted by:

The hiring authority, or a person or panel of individuals designated by the hiring authority.

Selection Panels
When a selection panel is used, panel members should:

      Represent a diverse population.
      Become familiar with the basic responsibilities of the position for which they will
       interview applicants.
      Normally (if classified employees) be in the same or a higher Role than the position
       being filled (unless they are participating as human resource professionals or individuals
       with a particular expertise required for the position).
      Receive appropriate training, instruction or guidance on lawful selection before
       participation in the interview and selection process. And hold confidential all
       information related to the interviewed applicants and the recommendation or selection.

Interview Questions
      A set of interview questions must be developed and asked of each applicant.
      Questions should seek information related to the applicant’s knowledge, skills, and
       ability to perform the job.
      Questions that are not job related are not permissible.
      Interviewers must document applicant’s responses to questions to assist with their
       evaluation of each candidate’s qualifications. This information should be retained with
       other documentation of the selection process.

Reference Checks
Bank should check references with the current and at least one former supervisor of the
applicant who is the final candidate for the position.

Reference information must be documented and retained with other recruitment and selection
documents.

The reference check should attempt to obtain information such as the following:

      Name and title of person giving reference.
      Verification of employment dates.
      Verification of position title.
       Verification of position duties.
       Verification of beginning and ending salaries.
       Training completed.
       Performance (work experience, KSAs, competencies).
       Whether the employer would rehire the applicant. and verification of any license,
        certification or degree the applicant claims to possess.

Background Checks
Bank may require financial, credit, criminal, driving, or other background checks prior to
employment for certain positions based on the nature of the positions.

       Past employer
       Criminal records
       Financial records
       Medical records
       Driving Records
   1.   For the post of higher manager and the vice president it is always recommended that
        time should b proper credential check and all the investigation prior and later on the
        interview and test taker.

There are certain agencies that may also help in leading the satisfactory results as they get the
commission against the investigation taken for particular post. it is always important to make
sure that the applicant who has got sufficient qualifications and meeting the eligibility criteria is
consider to be the most beneficial applicant and must be taken into the consideration for
being selected.

For the post of vice president there are certain criteria set as for follow

       Post                     Experience                         Age
       Vice president         At least 5-7 years               35-40 above

The post of vice president is very confidential and trust worthy as it contains all the secret as
well as security information with itself.

So, the person selected may be passed through certain mental psychological test to obtain the
standard level of being at such post this will also spur his interpersonal skills and the attitude
aspects as well. as this post requires all the above mentioned personality traits.

   2. The post of operational department may require certain particular attributes as the
      person who is supposed to fill up the post may be recruited from outside or inside the
      organization.
Our bank is looking forward to select most efficient and capable candidate for this post as this
post needs lot of enthusiasm and potential to face the customer complaints and issues .The
operational person is the one who needs to have good command over handling pressurized or
stressed situations as it may happen that this person may come across certain such situations
where has to report to the upward management as daily transaction occurred.

                     Post                      Experience                        Age

             Operational manager                 2 years                       24 years


Operational manager responsible for handling issues that holds great importance as he is the
one who face the customers directly and deals with them.

There would interview before test then test for the post and then again a comprehensive to
make them aware and to be confirmed and sure about the degrees they hold as to select the
degrees they hold as to select the most appropriate applicant.

One the way of selecting the suitable candidate for any post would be

1. Application blank:
in this the candidate would be provided with particular form where he is suppose to provide his
true and fair details in order to help the organization selecting the perfect person for the job.

2. Preminary interview:
It is the interview which is taken at the beginning stage which is to make sure that candidate
may be leading towards correct information or not.

3. Selection test:
    There is a selection test which is supposed to be conducted after the preliminary interview
    in order to check the abilities and skills practically.

Under this test there are three more strategies to identify and spur the abilities of performing
well and reaching the standard.

1. Numbers/mathematical test.

2. IQ test

3. Quality test

The above mentioned tests are the kinds of test where the human resource members may be
capable of obtaining lucrative results and getting the job done for desired outcomes.
Comprehensive Test:
It is a test which covers all the criteria of job/work requirements in order to maintain the
standard of job and filling up the vacancies with deserving candidate. At this level the purpose
of interview is to find out whether the documents provided are real and genuine or it contains
any errors or false information? This interview reads to generate true information and may also
help to promote the high and above standard result.

Investigation:
After going through the process of comprehensive interview there is investigation process in
which the documents and details along with reference provided are checked and investigated.
The investigation firms are always there to help and support the organization in order to
identify the perfect information .Particularly such types of investigation is for those post which
needs confidential and high secure personnel.



After all above mentioned processes one suitable candidate may be selected and this candidate
may be considered as the most worthy and beneficial for our bank as he has been selected
after going through much consideration and deliberation.


Policies: Compensation and Employee Benefits


Compensation and the Salary Administration Plan and must be appropriately documented.

Bank should provide information about the employment benefits to prospective employees and
present complete information about these benefits to new employees

Bank should advise new employees of any planned furloughs.

1. New Full-Time Employees
Newly hired full-time classified employees are eligible to receive the following benefits:

      Various forms of leave ( Personal and Work-Related Leave);
      Sick leave credits, family and personal leave credits, and Compensation benefits
      Health insurance;
      Life insurance; and
      Retirement benefits.

Optional benefits include, but may not be limited to:

      Deferred compensation; and Optional life insurance.
2. New Part-Time Employees
Newly hired part-time classified employees are eligible to receive the following benefits:

      Various forms of leave, with some types prorated to match the work schedule
      Sick and family and personal leave credits at amounts set for part-time compensation
       benefits
      Life insurance; and
      Retirement benefits.

Optional benefits include, but may not be limited to:

      Deferred compensation and optional life insurance.


Policies: Employee Training and Development


It is the Bank’s objective to provide employee training in support of the bank’s goals, and that
this training shall be available without regard to race, color, national origin, religion, sexual
orientation, age, political affiliation, veteran status, or disability Equal Opportunity Policies.

A Bank shall provide, within reasonable resources, employee training necessary to assist the
  Bank in achieving its mission and accomplishing its goals.

   Bank should designate a person to assist in implementing its training and development
   programs and to serve as contact with HRD for the coordination of training services.

   Bank should develop a biennial training plan to include:

   Training needs assessment; an action plan showing goals, objectives, and methods by
   which the plan can be achieved; and funding needed to implement the plan.

   Bank should send a copy of their training plan to HRD to be used for the sharing of training
   information and resources.

B. Bank should provide, at a minimum, on-the-job training or work-related instruction that
   prepares employees to perform their current jobs.

C. Bank is required to prepare individual Employee Development Plans for employees as part
   of the Employee Work Profile. The plan must include personal learning goals, learning
   steps and resource needs.
D. Bank should encourage and assist employees to attend conferences, conventions, seminars
   and workshops that are aimed at enhancing and/or increasing their work skills and/or
   abilities by:

  Advising employees of training opportunities sponsored by other Organizations or NGO’s.
  And establishing a procedure for approving employee training requests to ensure that:

  The training is work-related; and the Bank will benefit from the employee's training; and
  scheduling employees, in accordance with Bank needs, for a reasonable amount of time
  away from work with pay for training.

  NOTE: The time that an employee spends at an approved training program during normal
  work hours shall be considered as part of the employee's normal work hours and shall not
  be charged to his or her accumulated leave or considered leave without pay.

E. Training records and maintenance

  Bank is responsible for documenting completed employee training and for maintaining
  training records for three years following the completion of such training.

  Training records should include, at a minimum:

         Participant's age, race, and gender.
         Course identification and dates of training.
         Participant's Role title, work title and Pay Band; and
         Cost of course registration, instructional fees, and materials.

  Bank should designate a location for maintenance of training records.


  Policies: Career Development


  Functional Mission Statement
  The purpose of the department of Career Development is to establish and coordinate
  effective programs to recruit, develop and retain qualified employees to support the Bank
  mission.

  Service Mission Statement
  To create and maintain an accessible and confidential environment that promotes
  awareness and understanding, and to provide accurate information and timely service.
Introduction
The Bank seeks to promote an atmosphere conducive to exploring career opportunities
and to supporting the efforts of employees who want to develop their skills and interests,
and fulfill their values through employment at Bank.

Employees accomplish career development by acquiring and/or improving skills that
qualify them for a promotion, lateral transfer, or even a demotion (e.g., to obtain certain
skills) within the same department or to another department.

Consistent with this policy, managers and supervisors are expected to consider employees
for promotion within their own departments and to allow them to seek opportunities in
other departments.

Employee responsibilities
Employees interested in career development are expected to take ownership of this
process which includes planning and carrying out the important responsibilities described
in this section.

      Employees must keep their employment application, resume, test results and other
       relevant materials up to date.
      Employees interested in position changes inside their occupational unit at Regional
       Office or within their department at Branch may request a meeting with their
       supervisor.
      When an occupational unit at Regional Office or a department at Branch plans to fill
       a position by promoting an appointed employee from within the occupational unit
       or department, the position does not have to be listed with the Department of
       Human Resources office. Such vacancies are to be posted on appropriate bulletin
       boards for Six (6) working days-or communicated to all employees within the unit-
       before the vacancy is posted externally by the Department of Human Resources
       office.
      An individual with a disability may request an alternate format of the position
       announcement from the department.
      Employees interested in position changes outside their present occupational unit or
       department may request an interview with the Department of Human Resources
       office to present their interests and qualifications.

At Bank each Year, Employment Services advertises employment opportunities listed with
Bank Human Resources Services. Employees are expected to screen the listing of available
positions from the online Jobs site of bank.
At bank employees interested in Support Staff positions must complete the online
applications.

At Bank’s Branch the Human Resources office will post the positions on its Web site as
positions become available.

Employee time off to pursue career development
The Bank encourages staff to pursue career development opportunities; therefore,
reasonable time away from the job for bank-provided training and development classes
and bank job interviews is permissible. Employees are not required to make up the time or
charge it to accumulated time off.

Each supervisor will have to determine what is reasonable time off, keeping in mind the
Bank’s favorable attitude toward promotion and transfer. If these absences become
excessive in the judgment of the supervisor, time off can then be made up or charged to
accumulated time off.

Qualifications and eligibility for changing positions
In considering an employee's qualifications, departments consider the following factors:

      Experience
      Past performance
      Ability to perform the essential functions of the job with or without reasonable
       accommodation.
      Educational background
      Ability and qualifications to perform the work competently, with or without
       reasonable accommodation
      Attendance record over the last 12 months (not including extended periods of sick
       leave due to serious illness or injury or approved leave of absence)
      All relevant factors are considered fully. Where such factors are found to be
       relatively equal between two or more candidates, and where at least one candidate
       is an appointed Bank Employee the decision to hire is governed by occupational
       unit seniority date first and university seniority date second, as defined in
       the Sonority Date/ Service Credit Policies.
      Hourly and temporary agency employees in an available position have no seniority.
      Existing appointed employees may seek position changes within the Bank through
       one of the following: promotion, lateral transfer, or a voluntary demotion.

The Bank Human Resources office acts as the clearing agency for information, interviews,
arrangements, and approvals regarding interdepartmental position changes.

Unless otherwise mutually agreed to by the employee and the department-and except for
openings occurring in jobs of a unique nature requiring unusual skills and abilities-an
employee must work in a position for at least four months before requesting a change to
another position. Final determination of the required length of service will be based on the
employee's qualifications in the current position and his/her ability to assume the new
position. This determination will be subject to consultation with the Bank Human
Resources office.



After a support staff employee gives notice that he/she has selected another position in
the UBL Bank , the employee will be transferred within two weeks of the date of
notification of selection or on the effective date of the position opening, whichever is later

An exception to this rule is allowed when the department head of the hiring department
agrees to a longer period of time.

The department makes the final selection, provided that (1) affirmative action
requirements are met, and where appropriate, (2) the selected candidate passes any
required physical exam.

Transfer of employee benefits
An employee's benefits will be transferred between departments and Branches, except
that the employee's current department is to grant accrued compensatory time off or paid
as overtime pay before the position change occurs.