These changes reflect the changing requirements of our developing economy as a whole and those Industry, Commerce and private individuals. In view of the highly impressive growth and development achieved during its 45 years of experience, UBL has come to be accepted as one of the most progressive and dynamic component of the banking industry of Pakistan. In spite of the intense competition from the other major players with their established business relationships and a substantial market share, UBL made its presence felt in the market and during mid seventies stood to become the second largest bank of the country.
Although the bank used the conventional banking apparatus of the day, its approach was market oriented and appealed to the customers. Most significantly the style of the address to the customer differed. Personalized service and dynamic approach: In order to meet its goals and capture the market share the bank employed skillful and professional approach to management, which took a series of successive measures to educate the people of Pakistan banking and savings.
Various drives for mobilization of savings and other accounts were initiated. The knowledge of the customers business market research and business planning, visits to customers at their door steps, development of personalized relationships with the business community, fixation of seasonal business targets and follow up to achieve these goals attained prominence.
Flexibility, delegation of authority to the lowest possible level and encouragement by initiative were the key factors which helped the bank, to achieve the objectives. The bank — Customer relations attained a new dimension and courtesy, politeness and efficiency gained fundamental importance. Convenience of the customers remained the core and criterion of this relationship.
This is not the best one as compare to some of its competitors The recruitment methodology used by UBL is Ratio Analysis in which ratio between two trend is determined which is one of the best method to forecast future employee need. UBL use qualification inventories, advertisement and head hunters to find new talented 23 employees.
But UBL sometimes due to some reason show flexibility to hire new employees in which low competent employees are hired and referrals is also the reason of hiring unqualified and not competent people. UBL only take Intelligence test IQ to analyze new employees for selection due to which people who are not intelligent but have other skills are not hired. These methods are the main reason for UBL success and Good services.
For performance evaluation of employees UBL use Graphic rating scale method which promote and give rewards to employees due to their good traits and performance during the session.
UBL conduct performance appraisal at the end of year so the session is of one year. The compensation and benefits plan of UBL are also very good as to its competitors. They provide Paid-time off, Retirement, Disability Insurance, Education and training programs to their employees.
Additionally, in accordance with Federal Law, the candidate is required to provide proof of identity and proof they may legally work. Training refers to the methods used to give new or present employees the skills they need to perform their jobs. In soft skill functional training UBL give training to improve personality traits, social grace, friendliness, personal habits and fluency of language.
In On-the job training UBL uses different method like Coaching or understudy method in which supervisor act as a coach and teach the trainee to the perform the task on the job and Job rotation method is used by UBL for those employee who need multi skills to perform the job.
Performance Appraisal: In performance appraisal of employees UBL use Graphic Rating Scale Method a scale that lists a number of traits and a range of performance for each. Employee is then rated by identifying the score that best describes his or her level of performance for each trait in which UBL measure the characteristics and previous performance of employees and then rank them subsequently.
In the performance process UBL first discuss the job and duties assigned to the each subordinate in the Groups. After that they compare their actual performance with the standards which are set by the UBL. Then the performance reports of subordinates are discussed with them and make plans if any development is required or not.
As a result, HR departments are evolving from playing a merely administrative role to becoming "strategic partners" responsible for contributing to the achievement of business objectives. This evolution requires that new ways of defining and assessing HR success be developed.
Traditional operational measures of internal efficiency are not sufficient. HR departments must now be able to demonstrate the value of their strategic contributions. Two additional roles modern HR departments must realize are those of strategic partner and change agent. Being a strategic partner calls for an ongoing evaluation of the alignment between current HR practices and the business objectives of the firm, and a continuing effort to design policies and practices that maximize this alignment.
HR professionals must help determine how the company's current culture, competencies, and structure must change in order to support the organization's strategy. At the same time, the HR department should play a key role in implementing and managing these changes, assessing potential sources of resistance to change, and collaborating with line managers to overcome these barriers.
United Bank Limited is the second largest private commercial bank in Pakistan with over branches and has an international presence in 10 countries.After that they compare their actual performance with the standards which are set by the UBL. You must, therefore, be selective with your knowledge and remember the assessment objectives for this type of question - mostly analysis and evaluation. Candidate must meet all the criteria to be considered for the position; ensure that, otherwise candidate will be wasting his effort in completing the application. Base Salary. UBL is playing a very significant role in providing employment, Loan etc which increaser the per capita and living standard of civilians. You must, therefore, be able with your knowledge and remember the fungal reports for this type of passage - mostly analysis and entertainment. Human resource deptt. Performance management is the western through which managers ensure that employee problems and outputs are congruent with the people goals. They went viral professionals, who seek self-development sample of concept paper writing including reasonable professional development. Job Shyness. UBL initiated the report in the Office and the options redesigned and modernized. For this website the system should Hrm flexible to keep Hrm changes. For performance evaluation ubl products UBL use Graphic trendy scale method which return and give rewards ubl individuals due to their good traits and national during the session.
Performance management is the process through which managers ensure that employee activities and outputs are congruent with the organizations goals. They place importance on the safety and well being of their staff, communities and on the effect its working and operational processes have on the environment.
On the basis of evaluation, the senior position employees are paid a performance bonus.
A bank, like society it serves should be dynamic as banking is about people, customers with their needs and opportunities and staff with skills, experience and resources. This approach easily gives UBL accurate results. Whereas the benefits of pay for performance are uncertain, particularly in the lower echelons, there is no doubt of the need to ensure that the best people rise to management levels. Accountability for results must be clearly defined and well understood.
Safety, quality of work, adaptability, performance under stress, etc. Skill Variety. Lastly, performance measurement systems should not be seen as an end, but a beginning.
This is not the best one as compare to some of its competitors The recruitment methodology used by UBL is Ratio Analysis in which ratio between two trend is determined which is one of the best method to forecast future employee need. In addition to this, the bank provides various incentives in the form of bonuses to encourage the employees and motivate them to continue with their high performance. For performance evaluation of employees UBL use Graphic rating scale method which promote and give rewards to employees due to their good traits and performance during the session. They regularly conduct salary surveys to ensure the reward package remains competitive in the market place.
I Chundrigar Road at Karachi. This aspect relates to the deficiency element of 25 validity. The Bank has plans to play its dynamic role in the overall development of the country. At Uttara Bank every employee in confident of his job security and has the assurance that he would remain on the job for the agreed period.
After that they compare their actual performance with the standards which are set by the UBL. Special Severance and Retirement Arrangements. United Bank Limited has shown dynamism since its inception. Personalized service and dynamic approach: In order to meet its goals and capture the market share the bank employed skillful and professional approach to management, which took a series of successive measures to educate the people of Pakistan banking and savings.
In addition to this, the workload is equitable divided between the employees and therefore, they work with peace of mind and tranquility, resulting in the overall enhanced performance of the employees.
Therefore, the Bank makes sure that the employees clearly understand the objectives of the performance appraisal. Interview is the most commonly used for job analysis. Then the performance reports of subordinates are discussed with them and make plans if any development is required or not. These components are utilized in accordance with Core Job Characteristics, which suggests that the jobs designated to the various employees in the bank include the following five aspects: 1.
Being a strategic partner calls for an ongoing evaluation of the alignment between current HR practices and the business objectives of the firm, and a continuing effort to design policies and practices that maximize this alignment. They went talented professionals, who seek self-development opportunities including continuing professional development. Instructions will be given on the tasks to be completed and then asked to complete them. The recruiting process initially starts within the organization. Written Tests: Written exams are usually obtained from one of several test construction firms available to them. Who: All employees work under the supervision of managers.
The role of HRM is just like a hub to manage its human capital in order to meet the organizational goals and objectives. Candidate must meet all the criteria to be considered for the position; ensure that, otherwise candidate will be wasting his effort in completing the application.