a complete report on hbl management

7/28/2019 a complete report on hbl management

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LOCAL ORGANIZATIONBANK AL-HABIB LIMITED

Executive Summary:

This report is for academic purpose. it was assigned to uses an assignment and project of

our course Business Organization and Management .In the report we have mentioned

the organization structure, policies, strategies, working styles of the organization,

decisionmaking styles,SWOT analysis etc. We conducted questionnaires, interviews from

HBL (ThokarNaizBaig) branch from top management low-level management and also

searched at internet and collected information about organization.

Introduction:

HBL formerly Habib Bank Limited) now referred to as "HBL Pakistan" and headquartered inHabib Bank

Plaza,Karachi,Pakistan, is the largest bank in Pakistan. The bank has a network of over 1450 branches in

Pakistan and 55 branches worldwide. It has a domestic market share of over 40%. It continues to

dominate the commercial banking sector with a major market share in inward foreign remittances (55%)

and loans to small industries, traders and farmers.
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Services:

Habib Bank offers the basic range of banking services to its customers, to include commercial, bank inthe emerging markets.

.

History:
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HBL Plaza in Karachi

Habib Bank Limited (HBL) was established on 25 thAugust 1941 just one year after the

historic Pakistan resolution was adopted in Lahore for carving an independent homeland

for the Muslims of subcontinent. It was founded with the blessing of Quaid-e-Azam

(Great Leader) Mohammad Ali Jinnah, the architected founder of Pakistan. We are proud

of the fact that the Quaid-E-Azam demonstrated his faith and confidence in HBL by

opening his personal account in our Bombay branch in the year 1946.The first prime

minister of Pakistan Quaid-e-MillatLiaqat Ali Khan, on the independence day of Pakistan

(August 14, 1947) appreciated the service of the bank in these words.

I wish every success to HBL and hope that it will continue to play an important and

useful role in the industrial and commercial life of the Muslim nation

The commitment of HBL towards the cause of the economic uplift of Pakistani people wassuccessfully tested when the subcontinent was partitioned in 1947.The new born country

faced serious financial difficulties. Habib Bank joined hands with the government of

Pakistan and placed all its services at their disposal for nation building activities.

Throughout the decades, HBL has held the mantle of a dynamic leader, by adding value to

the lives of its customers. It was HBL that introduced products such as Debit Cards, ATMs,

TravellersCheques, etc., to the Pakistani market. We at Habib Bank cater to the needs of

millions with our quality products & services. Today, Habib Bank is truly the bank of the

people, providing its Customers convenience and satisfaction all over the world. Habib

Bank Plaza, the second tallest building in Pakistan, is the proud symbol of HBLs

leadership in Pakistans corporate arena.

Present Status:The Habib Bank Group is leader in Pakistans services industry. Today, HBL has more than

1,400 branches all over Pakistan and presence in 25countries across five continents. With

a revamped customer oriented philosophy, we are pursuing new avenues of leadership

through innovation, as we gear up to face the challenges of the new millennium. A huge

network of 1425 domestic branches, with largest bank in Pakistan. And55 international

branches have enabled HBL to provide comprehensive services that meet customer

needs. This has ensured thriving client relationship that fo rms the backbone of the Banks

operations. Today, HBL plays a central role in Pakistans financial and economic

development. It has come a long way from its modest beginnings in Bombay in1941 when

it commenced operations with a fixed capital of 25,000 rupees. Impressed by its initial

performance, Quaid-e-As am Mohammad Ali Jinnah asked the bank to move its

operations to Karachi after the creation of Pakistan.HBL established itself in the Quaids

city in 1943 and became symbol of pride and progress for people of Pakistan. Habib Bank

has a pioneer in providing the innovative banking services. These have included the

installation of the first main frame computer in Pakistan followed by first ATM and more

recently internet banking facilities in 1425domestic branches.
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Privatization:The year 2003 was marked by the implementation of the Government of Pakistans

program for privatizing the Bank. Amongst the qualified bidders, theAgha khan Fund for

Economic Development (AKFED) offered the highest bid, which was accepted by the

Government of Pakistan in December. HBLs privatization is the largest in Pakistans

history and management takes great pride in fact that the bidding took place within fourmonths of the commencement of the due diligence process in September 2003. With this

change the anticipates further progress as AKFED brings considerable expertise in

international finance and business and is familiar with conditions in Pakistan, where it

already has extensive operations in various fields.

Economic Landscape:The country is now in the process of warming its relations with the

neighbours.Consequently the political stability has translated into direct economic

benefit for Pakistan. G.D.P. growth has exceeded. The capital market performance has

been, once again, very impressive and KSE has performed at par with all other stockmarkets of the world. The banking sector has played an important role in sustaining this

growth: consumer financing has enhanced purchasing power and created new demand

while the low interest rates has contributed to making exports price competitive. The

state bank of Pakistan (SBP) has played a supportive monetary policy role to sustain and

improved the current growth improved current growth momentum.

Financial Highlights:

HBL now ranks amongst the top corporate entities in Pakistan in terms of profitability.

This large jump is also reported profit the net interest income and profit growth of the

bank has been achieved in an environment that can be termed unique for the sector in

Pakistan. The improved economic fundamentals have allowed the government to slash its

borrowing requirements and this , combined with substantial inflows of remittance , has

resulted in a large buildup of excess liquidity in the banking sector.

Organization Profile:

Name of Organization:

Habib Bank Limited

President and Chief Executive Officer:

Zakir Mahmood

Head Office: Habib Plaza, I.I. Chundrigar Road, Karachi-75650.HBL Phone Banking: 111-

111-425Product Information: 111 -33-44-55

FAX: 2411647


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Telex: 20086-20751 HBANK-PK

Website:www.hblgtr.com.pk

Corporate:www.habibbankltd.com

Future Outlook:

For a bank to deliver quality services, it is imperative that technology be an integral part

of all aspects of its operations. At Habib Bank, strategy has been to utilize cutting edge

technology to serve customer efficiently and in a cost-effective manner. HBL strive to

accomplish this while maintaining a strong personalized approach in our customer

relationship.HBL embarked on an ambitious plan in 2001 to revamp its technology

platform. The technology initiative includes:

Online inter-branch funds transfer

Alternate delivery channels e.g. POS terminal

ATM network for cash withdrawal, fund transfer, payment of utility bills etc.

E-commerce

Internet banking

PC based banking for corporate customers

Automation of treasury and trade finance

HBL corporate website has recently been revamped and now provides a customer

friendly, information rich and technologically advanced environment to its clientele.

Enhancement of the Banks communications network to provide online connectivity to:

More than 200 branches, corporate centers and regional offices in over 30 cities

throughout Pakistan

More than 100 ATMs covering most of cities

Over 1000 nationwide point of sales terminal.

Habib Banks corporate email users Implementation of a Virt ual Private Network (VPN)

yielding the following benefits:

Centralized processing of batch branches offering daily consolidation of data for

customer service and risk management Implementation of technology in HBL

international centers

As with our other areas of operations, we recognized that at international centers too,

technology is a key consideration for bank to ensure the competitive edge and maintain

effective internal control. To that endSignificant steps have been taken towards automation and offering technology related

faculties at our overseas centers.

Branch Network
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International Operations:

Habib Bank is represented in 25 countries in 5 continents through a network of 55

branches, subsidies and joint ventures. The Bank has one of the most extensiveinternational networks amongst the emerging market banks. Our ability to operate

successfully in diversified markets and cultures in a function of long history in

international banking- HBL opened first international branch in 1951and established

customer base. Our international presence spans major financial centers as well as

developing countries.

Vision


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To be the premier organizations operating locally and internationally that provides the

complete range of financial services to all segments undergone roof.

Mission

HBL is a client-oriented bank and its mission is:

To be recognized as the leading financial institution of Pakistan and a dynamic

international bank in the emerging markets, providing our customers with a premium set

of innovative products and services, and granting superior value to our stakeholders

shareholders, customers and employees

Hierarchy

Management Functions:In HBL the management functions are performed as follow

Planning

In HBL, decision making is highly centralized because all the decisions and plans are made

at the top level of management.

Organizing

No autonomy is provided to HBL employees.HBL strives to become a cohesive and unified

force, to offer the customer, a level of service beyond their expectations. This force is

derived from participative and collective endeavors, a common set of goals and a spirit to

share the glory and the strength to face failures together. And there is also a high degree

of interaction among department managers.

Leading

The leadership approach established in HBL is team leadership and the positive attitude

of HBL employees towards their job is because of increasing employee job satisfaction.

Controlling

HBL impose external control on its employees and the criterion used by management toevaluate the employees is their performance. Annual reports are sent to the top level

management about each and every employee which evaluates their performance.


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This analysis makes the managers aware of the organizations external and internal affairs

and helps them to grip opportunities and exploits the resources.

Strengths

An old and well established organization. Customers are loyal. It is a well-known organization. Good reputation.

Weakness

Organization is quite behind in the field of IT. its employees lack IT knowledge.

Out of 1400 branches only 600 branches provide online banking facility. Overstaffing is serious problem for the organization.

Threads

Other banks have high and new IT technology.

Other banks offer different valuable packages to the customers.

Opportunities

Our Internship Program offers promising students with the exciting opportunity to apply

their classroom learning experience to real life corporate assignments.

HBL provide good opportunities for the employees in developing their careers.

HBL is an organization that provides opportunities for its staff to have a challenging and

rewarding long-term career.

Decision Making and Policymaking:

Decision making process at HBL has following points:

Centralized


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All major policies, plans, rules and regulations and controls etc. are devised by head

office of Habib Bank Ltd in Karachi. Then these policies are conveyed to the regional

heads and branch heads.

Decentralized

All routine matters are decided at branch level by the respective heads of departments

with permission of branch head. If any problem or matter is beyond limits of branch, then

it is referred to the Regional Head quarter.


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Types of Problems:

Usually the middle managers face structured problems and they have the authority to

deal with them without consulting the top managers. Apart from this programmed or

more complex problems are solved by the top executives.

Management Styles and Policies

At the moment is the management is following the revamping and reengineering policies.

The VSS (voluntary Separation Scheme) is offered to the employees to reduce the number

of employee which is first toward reshaping of under new management.Collective Participation indecision-Making:

Department heads meet frequently with each other and discuss problem with each other

if any. They seek advice from each other and also the branch head is also available to all

department heads to review or control the functions of bank.

Employee Participation:

The management is receptive to new ideas like for marketing some facility or improving

any procedure, etc.

Delegation of Power:

Delegation means giving the authority to lower management. In Habib Bank Limited, top

management makes the major decisions. So there is a centralized control. These are

limits of authority approved for different levels of management at branch level. Thebranch operation manager and chief manager, takes active part in the decision-making.

The lower level employees can make routine decisions relevant to their work.

Control Function:

There is a strict control in Habib Bank Limited. There is strict diligence over the activities

of the branch by the regional head quarter and Head office. Both keep themselves

completely informed by the activities of branches through different types of reports.

Rules and regulations are strictly followed. Policies are implemented through the


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supreme authorities at each branch. Too keep the works going; back up of each critical or

important seat is given. Few authorized officers duly sign most of documents.

Head office, State Bank of Pakistan and external auditor conduct annual audit to check

that bank operations have been satisfactory completed. Accounts department strictly

controls expenses. Employees are instructed and encouraged to abide by the rules and

follows the policies of bank. Each employee, who operates computer, has his own

password and access to other passwords is prohibited.

Organization Structure and Design

The HBL is divided in main group in its organization structure. The one which performs

the core business activities and the second which perform the support

HBL is an organization that provides opportunities for its staff to have challenging and

rewarding long-term career. To this end the Human Resource Group (HRG) encourages

and motivates its employees to excel in the responsibility that they have in the

organization. We believe that creativity and innovation comes from talent, knowledge

and experience and it is our endeavor to provide and maintain an environment which not

only nourishes these strengths but also provides opportunities for the staff to have a

career which has multidimensional growth opportunities. In doing so, HBG has been

restructuring and redesigning the overall structure of the organization, which includes

rationalization, cutting down the decision layers, improvement in staff training and hiring

professionals and MBAs at entry-levelmanagement.The overall direction of HRG has been

towards nurturing the strengths of the human capital to its maximum with a defining

principal to help create a progressive environment and sustain a thorough commitment

of our staff towards focused customer service.HRG therefore recognizes the need to


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proactively invest in staff training anddevelop courses on a regular basis. Under the

umbrella of our Management and Organization Development Division (MODD) our

Management Development Institute (MDI) with its three fully equipped chapters at

Karachi, Lahore &Islamabad regularly conducts and outsource technical and personal

development courses for our all level of staff enabling them to meet the challenges of

the ever-changing business requirements and customer needs. During 2003, 529 courses,workshops, skill development clinics and seminars in the disciplines of Service &Attitude,

Market Research & Selling, Management & Communication, Credit &Finance, I.T. & e-

Banking, Treasury & Trade Finance, Global/ Domestic Banking Operations and on other

diverse subjects were conducted by In / Ex-House professionally skilled, qualified and

certified faculty and industry experts for 10233 people of senior / middle line

management & staff carving 1334 day straining days. There is no budget limit for Training

and Education at Habib Bank.HR Group aims to maintain and further improve the service-

oriented culture and to make employment not only satisfying but also enjoyable.

Omnipotent or Symbolic View of management

In HBL, managers are also responsible for the success or failure of the organization butthere are also some factors that have great effect on organization and that type of affairs

are out of control of managers.

Culture of the organization:

At HBL we have created a challenging environment that encourages creativity and

commitment. In our pursuit of excellence, we are focused on attracting, developing and

retaining the best talent in the marketplace. Our dynamic culture offers diverse growth

opportunities across Pakistan and in 25 countries around the world. HBL fosters a work

environment where employees can realize their potential whether locally or in the

international arena. Thus, we enable our employees to achieve their professional goals

while keeping in synch with the banks overall objectives.

Attention to Detail:


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The employees in HBL are expected to exhibit precision, analyses and attention to detail

OutcomeOrientation: In HBL the managers not only focus the results or the outcomes but

also how the outcome is achieved Innovation and Risk Taking

HBL aim is to be proactively responsive to new ideas, and to respect and reward the

agents, leaders and creators of Change

Team Orientation

HBL strives to become a cohesive and unified force, to offer you, the customer, and a

level of service beyond your expectations. This force is derived from participative and

collective endeavors, a common set of goals and a spirit to share the glory and the

strength to face failures together.

Stability: The organization tries its best to make such decision which should not have any

adverse effect on the status of the origination.

Stability: The organization tries its best to make such decision which should not have any

adverse effect on the status of the origination.

The Source of Culture

HBLhas a strict rule and regulations and employees learn culture by managers, trainings

are conducted, books and different workshops are organized for the employees.

How Employees learn culture:

In HBL, the employees learn culture by stories and by rituals.

Innovative culture:

HBL has innovative culture. HBL promotes the new ideas and appreciate itsemployees for

giving new and innovative ideas. That helps the employees in achieving their goals and,

they try to show their best at job

.

Customer-responsive culture

HBL has customer responsive culture. The employees of the HBL are continues in their

desire to please the customers and provide good service to their customers and satisfy

the needs of customers.Focus on individual development

HBL focus on individual development, HBL try to create the good culture, in which every

employee can adjust, work properly, learn the new thing and give best.

Trust and openness

In HBL, top management have full trust on their employees. Mostly employees are honest

and they

Employees Empowerment


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In

HBL, managers have trust on their employees and they want that their employees also try

to make decisions at their own job level.

Toleration of Employees Expression

: In HBL, there is no toleration of employees expression. They want work and

HBL has good relationship with their customers, suppliers. Managers try their best to

great good environment with them and solve problems in well manner. [The general

environment effects on HBL economic. HBL work in legal way, all the decisions of the

managers are legal and they give benefit to their customers, stakeholder, stockbroker

and employees. HBL fulfils the demographic conditions; HBL is introducing new types of

accounts of different age groups, level of education income of family location. Now inHBL, there is a bit change of technology.

Stakeholder relationships

HBL have very good relation with his stakeholder and try to provide them better facilities

and fulfil their need in proper and good manner.


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Socioeconomic view

In HBL, managers try to maximize the profits for the organization but as well as they

make decisions and plans for protecting the society. They focus on development and

welfare of the society.

Social responsibility

HBL make the goals and plans for society that gives benefit and they try to do right

ethical decisions in a legal way.

Social Obligation

HBL fulfill its economic need in legal way.

Social Responsiveness

HBL make changes in it as the society change. They change with environment provides

the best services.

Value-Based Management

Managerial Ethics

In HBL, there are also some rules that tell what is good or what is bad for organization

while taking a decision.

Work specialization

HBL has a high degree of work specialization. It gives jobs to its employees according to

their capabilities and their skills. So that they can give their best at their work in the

specific field assigned to them Departmentalization:


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HBL has functional departmentalization .

Chain of Command

In HBL, the decisions are made by top level managers and then these decisions extended

to the employees at the lower level and they work according to these decisions to

maintain this continuous chain of command.

Formalization

The structure of HBL is highly formalized because of high level of standardized jobs and

because their employees behavior is guided by the rules and procedures made by their

management.

Human Resource Management

HBL has a well-established HRM department which is dedicated for hiring capable, skillful

and well educated employees which are selected through special selection processes like

interviews and written test to ensure that the most appropriate candidates are hired .It

also keeps in view the need and demands of existing employees.

HumanResourceCentreDecruitmentSelectionRecruitmentIdentification and Selection of

Competent Employees

Recruitment

Meritocracy is an integral part of HBLs recruitment policy. Our merit -based recruitment

process incorporates the principles of equal opportunity and leads to the appointment of

the most capable candidate. This ensures openness and transparency, allowing greater

confidence in the outcome of the selection process. The merit principle at HBL aims to

identify the most suitable person for the job assessed on the basis of the following

parameters:

Educational Background Skills and Competencies Abilities and Attitude


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Experience Interpersonal / Communication skills

Selection

The diagram below represents the process on which we base our selection. This gives an

overview to potential candidates as to the steps involved in becoming a part of the HBL

team. We are proud of our ability to nurture individuals and empower them to hone their

talents. Our size gives us the unique ability to provide fast

Growth and significant responsibility early on in a career with multiple avenues to reach

the top. As part of HBLs human resource strategy, we visit various universities across the

country to induct & groom fresh business graduates every year. Enthusiastic and talented

youth form the backbone of our banking operations and are nurtured to become future

leaders at HBL.To attract the best young talent, our resorting department employs a pro -

active strategy. We actively participate in campus seminars by giving presentations that

highlight HBLs background, vision, mission, va lues, recruitment& selection proces s,

future career prospects and overall business strategies. We hire fresh talent on a

permanent basis and offer a wide range of career opportunities across all functions,

including Finance, Marketing, Operations, Information Technology and Human Resources.

Selection Devices

In HBL, the Application formsmust be submitted by candidate by their CV and by giving

basic information about himself/herself.

Interviewsare conducted by top management and evaluate the candidate. Sometime

written test are also conducted.HBL investigate the background of candidate and physical

fitness tests are used for selection of the candidates.


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Orientation

When the new employee is hired the management organizes the orientation program to

introduce the rules, working and culture of organization to new employee.

Types of Training

HBL have different training programs.HBL organize different training programs for their

employees for updating of knowledge of business and technology. It may be on the job or

rotation of job or in form of lec tures.

Career Development

There are great chances of promotion for the hard working employeesand for those who

shoe their best performance and achieve the goal effectively and efficiently.

Employees Performance Management:

In HBL, top management evaluates the performance of his employees that the employees

are achieving their goals or not, what improvement in employees makes them more

successful. It is evaluated after a specific period of time.

Motivation:

In HBL, the employees are motivated by giving those bonuses, compensations and other

facilities necessary for living a good life thatfulfils their social and the safety needs.

Conclusion/RecommendationsNo doubt that HBL is the largest bank in the private sector and since its establishment it

has progressed and improved tremendously and has a customer base exceeding 5 million

but it can still advance further if it adopt new changing IT technologies as there is still

room for someinprovemnets.It should train its employees about the new IT trends.

Moreover certain needs of the employees should also be considered like bank timings

should be acceptable and employees should be given importance and must be consulted

in some decision making processes. Improved friendly relations are required between the

top and the middle management. This will make the employees work even better for their

organization

National / International Awards or Recognition

The bank has also received "Bank of the Year - 2011 (Mid-Size Banks) Award " from CFAAssociation of Pakistan Award for the third consecutive year.

Award of Recognition, 2010 from International Finance Corporation (IFC) as the Most ActiveGTFP (Global Trade Finance Program) Issuing Bank in Middle East & North Africa for South -South Trade. This is the second consecutive year that the Bank received an award from IFC in

recognition of participation in GTFP. Bank of the Year 2010 (Mid Size Banks) Award from CFA Association of Pakistan. The

qualifying banks are awarded points on the basis of Profitability, Efficiency, Growth, andSolvency. Again, this is the second time that the Bank has received this award, having received it

earlier for the year 2009. Top 25 Companies Award for the year 2010 by the Karachi Stock Exchange. Criteria for the

award include dividend payout, return on equity, compliance with listing regulations, and good

corporate governance. This, too, is the second consecutive year that the Bank has received thisaward.


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References:

www.habibbankltd.com

www.habibbankltd.com

www.hblgtr.com.pk

www.google.com

Syed MussadiqHussain (Manager Habib Bank ThokerNiazBaigBranch)
http://www.habibbankltd.com/http://www.habibbankltd.com/http://www.hblgtr.com.pk/http://www.google.com/http://www.google.com/http://www.hblgtr.com.pk/http://www.habibbankltd.com/http://www.habibbankltd.com/

a complete report on hbl management

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