We accept

Vision And Goals For Bank or investment company Alfalah

  1. (Research: http://www. bankalfalah. com
  2. Bank Alfalah perspective:
  3. (Guide: http://www. bankalfalah. com
  4. (Research: http://www. faysalbank. com
  1. (Reference: http://www. faysalbank. com
  2. Objective of the study:
  3. Analyze the need for human learning resource planning, the information required and the periods involved in this technique (P4)
  4. Human Reference Planning:
  5. Process of Individual resource Planning:
  6. (Guide: Gary Dessler, )
  7. Apply the concepts of human source of information planning and phases involved in this process on the organization under study (M3)?
  8. Objectives of Faysal Standard bank behind conducting Individual resource planning:
  9. To load the desire to look into the future:
  10. To exercise control over as many variables as possible which effect business?
  11. To handle employment safety legislation:
  12. To comply with technological changes:
  13. To handle de-jobbed personnel:
  14. To complete the expansion plans in time:
  15. Recommend, the way the organization can improve their human resource likely to achieve Human Resource goals effectively (D3).
  16. Compare the structured process for recruitment in two organizations and evaluate the methods and marketing you can use (P5)
  17. Job analysis which include:
  18. Policy:
  19. Evaluate the interview as a range technique and discuss a range of solution selection methods available (P6)
  20. Paper and Pencil and Performance Test:
  21. Management Assessment
  22. HR Assessment
  23. HR Screening
  24. Management Interviews
  25. Job Fit Assessment
  26. Resume Review
  27. Selection form:
  28. Test:
  29. Interview:
  30. Physical Evaluation:
  31. Approval by the Competent Specialist: -
  32. Offer of Session:
  33. Orientation Period:
  34. Confirmation:
  35. Promotion/copy:
  36. Provident finance:

Bank Alfalah Limited started it functioning on June 21st, 1992 in the form of general public limited company under the firms Ordinance 1984. Its bank operations started out from November 1st, 1997. Since then the lender is employed in commercial banking and other services relating to banking as identified in the Banking companies' ordinance, 1962 of Pakistan. The Bank is currently functioning through various branches in Peshawar and in Pakistan most importantly. They also have branches in Bahrain, Bangladesh & Afghanistan, with the documented office at B. A. Building, I. I. Chundrigar, Karachi.

Since the beginning, as the new identification of H. C. E. B after the privatization in 1997, the management of the lender has adopted strategies and procedures to make a different position for the bank on the market place. It became economically better with the banking of the Abu Dhabi Group and its influenced by the proper goals lay out by its panel of management. THE LENDER has committed to revolutionary technology to have a huge selection of products and services.

This helps the dedication of Loan company Alfalah to a culture of more advancement and looks for out synergies with clients and providers to ensure undisturbed services with their customers. Loan company Alfalah focuses on the requirements of these customers and always make an effort to match them with quality products and service solutions. In the past five years, Bank Alfalah has raisen in the market among the foremost lender in the region endeavoring to meet up with the needs of tomorrow today.

The Name of the principle Executive of Bank or investment company Alfalah is Mr. Sirajuddin Aziz and the Co-Chairman Central Management Committee is Mr. Parvez A. Shahid

(Research: http://www. bankalfalah. com

/about/historical_introduction. asp)

Bank Alfalah perspective:

To be the premier organization operating locally & internationality that delivers the complete selection of financial services to all or any segments under one roofing.

Mission Affirmation of Standard bank Alfalah:

To develop & deliver the most impressive products, control customer experience, deliver quality services that contributes to brand power, establishes a competitive benefit and enhances success, thus providing value to the stakeholders of the bank.

(Guide: http://www. bankalfalah. com

/about/historical_review. asp)

Faisal Loan company Limited

Faysal Bank Limited started its procedures in Pakistan on October 3, 1994, in the condition of general population limited company under the firms Ordinance, 1984. The Bank has shown its shares on Karachi, Lahore and Islamabad Stock Exchanges. Since then the lender is employed in Commercial, Consumer and Corporate Bank activities. The Bank has a network of 136 branches including 10 Islamic Banking branches and 2 sub-branches. The listed head office of the Bank is situated at Faysal House, ST-02, Shahrah-e-Faisal, Karachi

The Pakistan Credit Firm Small (PACRA) and JCR-VIS Credit Rating Company Limited have fixed the Bank's long - term score as 'AA' and short term score as 'A1+'.

Faysal Bank's advantage in 30th June, 2010 was over Rs. 175 billion; about 3, 000 employees will work in the lenders with a network of over 135 branches in 38 metropolitan areas of Pakistan. Presently it is the 12th largest loan company in Pakistan by resources. The majority talk about holding of Faysal Loan provider is kept by Ithmaar Standard bank B. S. C.

(Research: http://www. faysalbank. com

/aboutus. html)

Faysal Bank Small Vision:

Excellence in every that people do

Faysal Bank Quest Statement:

Achieve leadership in providing financial services in chosen marketplaces through invention.

Faysal Bank Beliefs:

Faysal Loan provider daily code of conduct is exemplified by eight center principles: Four threshold ideals - values at the heart of our own brand and four differentiator beliefs - ideals that place our brand apart.

The chief executive and CEO of Faysal bank or investment company is Naved A. Khan while the chairman of Faysal standard bank is Syed Naseem Ahmad

(Reference: http://www. faysalbank. com

/visionmissionandvalues. html)

Objective of the study:

We went to Standard bank Alfalah and Faysal Loan company branches positioned in Peshawar. We interviewed the HR officials of both finance institutions plus some other employees for our HRM project and we asked them questions regarding the way they plan People Source of information and their Procedures and just how they Recruit new employees for the lender. Now we are going to apply the information relating to People Source of information planning and Selection and Recruitment Method gain from both of these Banks in our HRM task.

Analyze the need for human learning resource planning, the information required and the periods involved in this technique (P4)

Human Reference Planning:

"Human learning resource planning identifies as "the process of deciding what positions the organization will have to fill and how they will fill them" (Reference point Gary Dessler, site. no. 152)

Human learning resource planning is an activity conducted by a firm for the future in order to choose how much employees will be required by the organization to recruit to hide the post, from warehouse keeper to the CEO. Man reference planning is the most crucial part of the overall Human Source of information strategy. For example a firm wants to enter into a new kind of business or market it has to plan that how much of employees it needs to carry out those new functions if it would like to have success.

Process of Individual resource Planning:

Planning relating to employment is being done based on some basic assumptions. Forecasting techniques like HRP enables a company to create these assumptions. In case a company desires to plan for their employment needs, they basically need to consider three things:

Personnel needs (demand)

Supply from inside (Current employees)

Supply from out side.

After doing the research of demand and supply then the stage of eliminating the gape between resource and demand comes

Forecasting of staff needs (Demand):

Organizations keep the some factors at heart while forecasting demand. Factors like the aims of the organization, employees utilization (how a lot of labor will an organization require because of their development or services aims), the price of labor, and environmental factor like technology and cultural norms are important for demand forecasting. A couple of simple techniques like percentage examination and time series research through which forecasting of demand can be done.

Forecasting of Source:

One important question in this regard is should a business plan to load the forecasted positions with employees already working in the organization or by recruiting people from outside the organization. There are also some critical indicators, which a company must consider while doing the procedure of forecasting source. If a company is likely to fill the position from within so it must consider factors like employee's skills, performance standard, potential trainability, educational basic etc.

On the other palm, if a firm is likely to recruit people from outside so it should consider factor like skill availability, education and training degree of the potential people, opponents activities and paying rate in the marketplaces. Computerized information systems that contain a database of all employees can be used for forecasting source from external.

Removing Difference between demand supplies:

After doing the demand and supply examination three situations can occur. Firstly, demand may become equal to source so no activities are needed in this situation. Secondly, there may be surplus of employees so in that situation steps like early retirements, limited hiring and minimizing the numbers of employees work. Thirdly, a lack of employees may happen so in that situation the process of recruitment and selection should be fastened.

(Guide: Gary Dessler, )

Apply the concepts of human source of information planning and phases involved in this process on the organization under study (M3)?

The idea of Human Source Planning combined with the stages involved in its process has been mentioned in detail in P4 of this assignment here we will discuss the People Tool Process in Faysal standard bank and its advantages for the organization.

According to HR officer of Faysal Loan provider, Human Source of information Planning is vital for their People Resource section. By conducting the examination they come to know just how many employees they have currently and how much they might need in the foreseeable future in order to get their Human Source of information objectives. They analyze Human Resource with the help of time series which imply they give focuses on to their employees and if they are unable to get those goals in given time with the available staff (Demand) then they evaluate the performance of each employee by using their human source information system (HRIS) that contains the data of the all the employees they foresee the potential trainability, efficiency improvement of their current employees. Beside this they hire more employees in order to expand and to get their People Resource focuses on.

For example if they want to recruit new employees firstly, they look at their current employees, someone with experience, skill, competitive advantage over other if there are such employees they assign them two times tasks with 50% increase in pay. If there are not such employees available then they find new employees through the research with their existing employees or good friend and family (Supply of employees from Inside). If they are starting new branch for the purpose in addition they first try looking in their current employees to bring employees for them.

Faysal Bank Human being Resource division do not advertise for the required general articles, they only advertise (Supply from outside) for the post of MTO (Controlling Training Officer). University student from top quality Colleges apply online for this post one per year and normally they recognize the qualified learner of LUMS, IBA, NUST Colleges respectively, because of this post.

Objectives of Faysal Standard bank behind conducting Individual resource planning:

Objectives of Faysal Bank behind conducting human being source planning are as follow:

To load the desire to look into the future:

Organizations like Faysal Bank or investment company are growing big and the method to do business are becoming difficult daily therefore careers at Faysal Bank or investment company sometimes requires advanced experience and skills that cannot easily be found and bought. Second of all it requires time to teach and develop employees. Due to these factors Faysal Bank or investment company may find itself in a difficulty if indeed they don't plan their employees properly so for Faysal Bank or investment company the desire to check out the future is growing credited to factors talk about above that's why it is the primary objective behind doing Human Source of information Planning. .

To exercise control over as many variables as possible which effect business?

Businesses are cant forecast their future. A lot of the analyst refers Human Resource Planning as an approach to associated risk management. Faysal Bank or investment company also uses Human being Resource Planning so that it can practice control over changeable or adjustable factors like labor turnover, future labor market etc.

To handle employment safety legislation:

It is one of the Faysal Loan provider main objectives behind conducting Individuals Tool Planning. Legislation (regulations) relating to job security and general expectations from Faysal Standard bank as far as social responsibility is matter makes it difficult for it to simply remove employees. The expense of this for Faysal Bank can be solution in financial conditions (cost of employee development etc) as well as loosing its reputation as a secure company that sometimes may also damage its business. So Human being Source of information Planning can help Faysal Bank or investment company in working with problems like these.

To comply with technological changes:

Advancement in technology is changing the nature of work as new systems are emerging in Service Sector. Faysal Bank conducts Human Source of information Planning so that technologically competent employees can be chosen. For instance if it pre-plan to employ fresh IT experts who can know that how to use rivals for online repayment and receipts along with some accounting skills so that it means that Faysal Standard bank would be possessing a competitive advantage over its competition.

To handle de-jobbed personnel:

In Pakistan the pace of jobs is changing the tendency of project platform work is increasing day by day. So it is one of its center objectives behind performing Human Resource Planning that proper planning can be done about project basic workers.

To complete the expansion plans in time:

The demands for Banking companies are increasing day by day. Therefore Faysal Loan provider has some serious strategies to expand its operations. Which means that it could need new people for which it conducts human being reference planning so a forecasted demand of real human resource can be made. This can help the business in employing the right person for the right job and with in time. Ultimately Faysal Loan provider will be able to complete its enlargement plans in time.

Recommend, the way the organization can improve their human resource likely to achieve Human Resource goals effectively (D3).

The changes and pressures earned by economic, technological and public factors have required organizations of most kinds to study the costs and human areas of labor much more very seriously and carefully than ever before. Therefore Faysal loan company must further improve their Human Tool Planning to be able to achieve their HR goals effectively.

For improving their Human Reference Planning Faysal Bank or investment company need to put into action the suggested steps below:

They need to accept employees from the most honest and well known reference (Supply of labor from inside). Not from any body because some can be bias in having their comparative, friends with no educational qualifications and skills to be able to boost their Human Source of information Planning.

They must select the staff member (employees) with the required capacity and information since it will give spirited edge over competition since a good quality employee will carry move forward service deliverance and therefore productive personnel can analyze Human tool well.

They need to educate their present personnel and try to utilize their present staff more by elevating their salaries, in this way the present staff can be made knowledgeable and it'll also help the Analyzers of HR to measure the performance of these current personnel and the mandatory number of staff and skilled they might need to hire in order to support the old and therefore achieve their HR goals.

They need to keep their proper planning (corporate objectives) in mind while conducting Human resource planning process; which means that the HRP must fulfill the whole purpose of the business.

They should actively involve their managers, executives, and series employees during studying human source because they have more inside to the business.

Compare the structured process for recruitment in two organizations and evaluate the methods and marketing you can use (P5)

Systematic approach to Recruitment

"Recruitment is the part of the human process worried about finding the applicants: this is a positive action by management, entering the labor market, interacting opportunities and information, and encouraging applications from appropriate applicants".

http://www. slideshare. net/harshalsk/recruitment-and-selection

Effective recruitment is progressively important today. Recruitment is an extremely complex concept it isn't an easy process of placing advertisements or calling employment agencies. The key work in this regard is the fact recruiting should make sense in conditions of your overall corporate strategic plan. Successful results of recruitment is dependent upon other HR polices so that it is vital that recruitment policy should be coherent with your HR insurance plan and also with the overall strategic programs.

Recruitment options (internal and external)

Internal sources: Existing employees, rehiring the old employees and succession plan The ongoing process of systematically identifying assessing and developing organizational leadership to enhance performance (Gary Dessler, p. no163) will be the internal sources for recruiting employees.

External options: Advertisement, work businesses, off shoring/outsourcing, university recruiting and employee referrals is the exterior sources of individuals.

Systematic method of recruitment

A systematic approach to recruitment will involve the next steps:

A detailed doc of human resource planning, which contains anticipated detail of required human reference such as how, a lot of human resource corporation needs to meet it aims.

Job analysis which include:

Job information: an activity conducted so that detail information of skilled Tasks, responsibilities and standard can be made.

Job standards: a depth statement of the professional certification and skills necessary for employment.

Job analysis is being conducted so that there is fine detail information with the organization that helps in hiring the right person for the right Job.

An recognition of the free posts, by analyzing the human learning resource plan and job evaluation for different branch or team, which has free vacancy, and succeeding, agreement or authorization. Seeking approval from that specific team ensures effective, low priced and timely recruitment.

Evaluation of the resources of the staff that should be expected by using forecasting techniques. Internal and exterior resources should be analyzed in this respect.

Preparation and publication of information (offering the jobs information and specs in the press along with other condition).

One the applications from the potential candidates are received they can further prepared before selecting the prospects.

Recruitment way by Loan company Alfalah

The overall goal of recruitment process within an organization is to get the variety and quality of candidates required to match the objectives of the organization.

The recruitment coverage of standard bank Alfalah is centralized and lower employees haven't any usage of it but it is present in a proper form. The insurance policy manual of Alfalah is also not properly communicated to the low employees and no person in the lower employees knows that what the overall policies of bank or investment company are. When we asked about the insurance policies from the lower employees a few of the employees were not clear about the HR procedures as that they had neither been not communicated, nor seen the coverage manual. We asked the HR planner about the insurance plan manual, she refused to provide it to us declaring that it's highly private. Yet verbally she offered us some idea that what exactly are the steps in recruitment. These steps are the following.


The recruitment insurance policy of lender Alfalah has the following conditions:

If some one is making use of from Khyber Pakhtun Khwa he must be domiciled in Khyber Pakhtun Khwa.

The required ages for the fresh recruits at start level are between 18-26

The educational qualifications of the employees.

Officers (Executive Category) Master Degree /MBA/MCOM

(Any recognized College or university by Federal government Govt. )

Assistant Officers/below Category B. A. /B. Sc

(Any known Institute by Government Govt. )

Peon and assisting personnel / matriculation.

Sources of Recruitment (labour pool):

Whenever a vacant position is available, the head of team make reviews of the existing personnel and perform a search within the business for suitable individuals before trying the outside resources. But if a person with the mandatory qualifications for confirmed job is unavailable, fresh recruitment is made.

Ways of Recruitment:

The vacant articles are advertised through the local and national newspapers and applications are asked with the job specification and information showing the work requirements and eligibility. When the staff member is aware of any eligible person he or she is asked to call him together with his CV. If he fits the job conditions than the bank will not advertise for five or six seats but if the seats are more and time is significantly less than they certainly advertise.

Manager's view:

The HR planner of lender Alfalah told us about the recruitment coverage of loan company Alfalah matching to her they follow the next method of recruitment:

Detailed human learning resource planning determining what resources the business needs to meet its aims.

The HR Manager described the tasks, responsibilities, objectives, tasks and requirements of the work.

The HR Manager specified that what type of employees they are looking to perform the work.

We provide equal opportunities to all the employees meeting with our conditions. No gender or racial discrimination is involved.

We coach our employee's after recruitment regarding to their job and assign them a job or work.

At start we work with our employees on agreement basis of 1 year but if he/she works well he/she can be made permanent.

Employees' view:

As we've interviewed some of the employees matching to their perspective recruitment policies are extremely much translucent and fair. As those employees have spent more than three years in standard bank Alfalah and were satisfied using their company director and from the lender environment. Corresponding to them they have got submitted their CV's in loan company AlFalah and after some time they were needed a written test and than after qualifying the test they were called for interview. Then they were determined and dispatched for four weeks training to Lahore where they have their own training academy for fresh employees to teach them for such specific job that they were recruited.

Personal evaluation:

Bank AlFalah is considering well in banking sectors for their transparent policy which includes recruitment, selection etc. We professionally dropped well about their insurance plan because the employees that happen to be area of the organization are individually satisfied off their recruitment process. They clearly show the features of the personnel, that they required. For their good behaviours to the candidates they make a good commercial image on the mind of the applicant. The individuals who remain part of the organization are in favor of their recruitment plan, which helps in creating a good image of the organization of the peoples out side the business.

Recruitment methodology by Faysal Bank

Whenever there's a ensuing demand of recruitment F. B (Faysal loan provider) there are many patterns which F. B follows in order to achieve a person for the job, for that reason Faysal standard bank hires different recruiting companies to conduct the operation of recruiting of the required vacancy. Similarly when different internees to drop in their C. V (cv) so that whenever ever before required they can fetch them for the desired vacancy.

Before the recruitment of an employee different facets are planed to perform the finest from the new recruit so that it can provide the best it can to the bank.

The objectives which are kept in front before the recruitment are as under:

The individual's potential of reaching the aims which he/she is chosen for.

The recruit might not get exceeded before the finalization of the desired task.

The recruited must have the ability of having new things when he/she is being skilled.

He/she could adopt himself/herself to the changes or development in the lender industry.

And most importantly he/she could be reliable so that he/she can keep the business top secret of the financial company.

The those who are preferred before the recruitment of the new candidates for the bank are as under.

Initially the choice is directed at the existence employees when there is any employee who deserves that particular job, or that if a particular person is with the capacity of filling that vacancy, he/she is recommended as to before hiring a new employee.

If there is some individual in the Faysal Bank branch who contains the nerve that if he could be trained he can have more skilled and suits that job unoccupied in those days he could be indulged in that particular vacancy.

The desired vacancy could be described the other braches of the lender, so that if there is any capable worker that can be assigned compared to that job then he/she will be undertaken.

Faysal Bank Romantic relationship Manager View:

Mr. Muhammad Yaver Khan Khattak the branch relationship manager Faysal bank Omer Plaza Jehangirabad University or college Road view above the recruitment insurance plan is that is a very flexible and possible way for the employees already working in the lender that if they're given the determination that if there gets a vacancy in the bank they have a opportunity for the campaign for the staff, this final results in the betterment of the business and the employees start for devote more initiatives for the achievement of that desire post.

likewise he considers that if there's no one commendable enough with the job, we work with different organizations for the recruitment of the personnel of the lender which helps in the time keeping of the organization but for the desired quality of the new recruitment the final interview is being conducted by the HR coordinator in the Islamabad brunch. And then the C. V (cv) of the prospect is send to the head office in Karachi.

Employee's view:

When we interview Mr. Imran a newly recruit in F. B Omer Plaza Jehangirabad Peshawar, he said that the recruitment insurance plan of Faysal standard bank is versatile and feasible as that he was doing the internship from the bank and when there is a vacancy they called him if he was willing to achieve that desired job.

Our Personal evaluation:

In our view Faysal loan provider has got a very professional method of the recruitment coverage for their loan provider because their insurance policy of supplying the possibility to the old employees to be upgraded to the new post. Likewise the happening of finding a recruiting agency is very simple for the bank and as well for the new recruit.

Evaluate the interview as a range technique and discuss a range of solution selection methods available (P6)


Interview is a kind of in person negotiation between two different people for a particular purpose. An interview is a purposeful exchange of ideas, the answering of question and communication between two or more persons. Both Faysal Bank or investment company and Loan company Alfalah consider interview to be great for selecting employees. A selection interview is a selection procedure designed to forecast future job performance on the basis applicant's oral respond to dental enquiries.

A hiring and selection tool can be an aid that helps interviewers focus on key success conditions, compare conclusions with others better, and develop more rigors in analyzing and scoring prospects. To be effective, the tool must be recognized by excellent skills in behaviorally-anchored interviewing. Furthermore, interviews must be sensitive to various suggestions about the sort of data looked for in interviews. The guiding concept is the fact that specific information related to shielded classes of people or even to personal activities or ideas that are nor related to specific job activities should not be directly questioned. Furthermore, using these tools and processes provides an outstanding opportunity to sell the company's approach to performance superiority, including tools that applicants may use throughout their career to maximize their own performance.

General Procedure for a selection is really as follows:

Selection involves number of steps through which the job seekers are screened for choosing the most appropriate individuals for available articles. The main target of selection is to find the right person for the vacant job.

The general procedure for selection is really as follows:

Checking each applicant resistant to the standards given in the work advertisement.

Short report on Applicants

Notifying Short outlined Applicants

Conducting Interviews

Verifying Credentials

Ranking Applicants

Reference Checking

Writing Selection Report

Follow-up procedure for candidates who efficiently completed the choice procedure

Negotiation of terms and conditions of the job.

Formulate up a deal or written conditions of careers.

Plan original orientation for the new employees.

Review the people list which are not interviewed and putting the potential individuals on cling to for future.

Telling the unsuccessful job seekers for the required post.

Alternative selection methods open to the Banks

Psychological Test:

Psychological test is the important technique in selecting workers, and this is widespread whatsoever levels and times of life. Which is a measuring device, a yardstick applied in regular and systematic fashion to evaluate an example of habit?

Purpose of Psychological test:

Selection: The emphasis is on finding a person with the right requirements for a specific job.

Placement: The significance is depended on employees; the problem is to find the right type of job for a suitable employee.

Characteristics of Mental tests:

Standardization: It refers to the blend or customary of the conditions and steps for administer a test.

Norms: It relates specifically to the average or performance on the test

Reliability: It identifies the regularity of response on the test. There are many methods for identifying reliability:

Test Retest Method

Equivalent-forms Method

Split-halves Method

Validity: It is one of the most crucial requirements of any mental health test is that it measures accurately what it is supposed to evaluate.

A amount of steps are required to establish a screening program:

Conducting a job and personnel analysis

Finding or creating a suitable tests

Conducting something analysis of every question on a test

Determining the amount of difficulty of every question

Establishing the reliability and validity of the test

Setting the cut-off scores

Types of Psychological test

Administration Test:

Individual & Group Test: Individual test is straight to one person at a moment in time, will be more precious and so, are used to slighter level in industry than a grouping evaluation.

Speed Test: It has a rigid time limit at which place job seekers taking the diagnosis ought to terminate.

Power Test: It has no time period limit, examines are allowed as enough time as they feel they have to conclude the test.

Paper and Pencil and Performance Test:

Paper & Pencil Test: Is a kind of assumption test where questions are in written structure and the email address details are recorded on a remedy page.

Performance Test: It possibly will take longer to manage than paper & pencil test and also may desire a candidate testing procedure.

Objectivity: It's the greater part of the test used for automated selection aims are objective.

Subjectivity: In inspection score, such as interview, allows staff prejudices and feature to enter into the troublesome circumstances. This may lead to distortion of the evaluation.

Behavioral Solution Test:

Cognitive Capability: (better known as intellect tests) is utilized in individual selection. Cleverness test items associate generally to educational materials such as spelling, reading, or mathematics.

Interests: Interest inventories are of increased value in vocational information and counseling than in industrial workers selection.

Aptitude Test: It must be created especially to gauge the skills required by that job, but there are shared tests that solution general aptitudes for mechanical and clerical skills.

Motor Potential: Many careers in industry and the military services require a high degree of motor skill affecting muscular coordination, finger dexterity, or specific eye side coordination.

Projective Test: Project test of personality was developed mostly for use in clinical psychology for work with emotionally allocated individuals.

Evaluate selection methods and techniques in two organizations assessing these to 'best practice' (P7)

Best Practices for selection

The selection process can be involved with the securing relevant information regarding the applicant. The selection procedure uses the testing devices so that the most effective and professional employees should be accessible to the business. Following is the procedure of a selection.

Preliminary Interview

Selection Tests

Employment Interview

Reference and History Analysis

Physical Examination

Job offer

Employment contract

Example of the choice Process

Management Assessment

HR Assessment

HR Screening

Management Interviews

Job Fit Assessment

Resume Review

Role Plan Exercise

Job Stimulation Assessment

Tel. Testing Interview

Realistic Job Preview

Computer Skills Assessment

HR Interview

Selection techniques and techniques by Bank Alfalah Limited


The selection procedure in Alfalah loan company is based after eight important concepts, namely.

Initial testing interview

Completion of the application form

Employment tests

Comprehensive interview

Background investigation

Medical/physical exam

Conditional job offer

Permanent job offer

The following testing devices are being used in the Alfalah standard bank through the selection process:

Selection form:

Each applicant is provided a selection form by the Administration department. The application form has to be stuffed by the applicant in his own handwriting submitted to the supervision department before a specific day. The format of the application empty is given in the appendix. In the application form, the personal data, educational certification and experience etc. of the candidate is give.


These applications are scrutinized and the candidates passing through the security are needed a written test. The test s conducted by way of a Board from the top Office with the assistance of the Administration office at the concerned channels. The test is kept is kept is Lahore generally.


Those qualifying the written test are called for an interview administered by the selection board helped by the supervision team. The interview procedure is also kept in Lahore right after the written test.

Physical Evaluation:

There is usually a formal physical study of the prospects. Another necessity is the distribution of an formal Medical Fitness License from a doctor.

Approval by the Competent Specialist: -

After going right through the whole procedure for selection, the set of recommended people is delivered to the competent expert for endorsement. From component authority we mean the head HR department at Lahore. In above complete process experts from other corporation or appointed experts can also be included so only the HR department of loan provider Alfalah does indeed the endorsement.

Offer of Session:

After the authorization, the Administration Department notifies the decision to the individuals through a "letter of appointment".

Orientation Period:

After session, the employees proceed through an orientation period i. e. Probation, for MBA/MCOM as professional the period is 5 weeks. And for employees of under-officer course, the time is 3-6 months.


After successful completion of the probation period, the employees apply for confirmation to a reliable authority.


A promotion is an upward growth in the business to a position, which commands higher opportunities, better specialist, better service conditions and a higher rank. All of the promotions in bank or investment company Alfalah are created based on merit of each case, and not by the virtue of seniority exclusively.

Transfer to different jobs either to fill up definite vacancies or even to perform assignments to build up individual are created. THE TOP office in accordance with the advertising makes promotion and transfer to all or any categories and levels and copy polices of bank Alfalah. The Supervision department assists with co-ordination these activities of copy and deals.

Provident finance:

Provident fund is directed at the employees of bank or investment company Alfalah at their retirement life. Any staff of bank or investment company Alfalah can take the provident fund if he has spent more than three years in the bank because three years are the least requirement for provident finance. For provident account five percent from the complete salary of the employee is deducted and the others is added by the business.

Selection routines and procedures by Faysal Bank

After the recruitment technique is been presented by the recruiting agency, a particular amount of individuals are being send to the HR coordinator in Islamabad so that their skills could be approved by the Human Learning resource management office of the Faysal standard bank. Thereafter interviews are conducted for the satisfaction of the lender for the applicant refereed by the recruiting firm is capable of the required vacancy.

The selection technique of the bank involves the following steps:

First of all an acknowledgement notice is sent to each application submitted applicants to the recruiting agency hired by the bank, similarly the individual who's already employed and is capable for the vacancy is wanted to submit his request as well to the head office as well.

Each of the job seekers is then place against a certain requirements as given in the work prescriptions. Critical factors can include age, qualification, experience and so forth.

The applications are then sort out into possible, marginal and unsuitable for the vacancy.

The possible are then more directly evaluated by the recruiting organization.

Then the applicant is being analyzed by the HR specialist and also by worried manager of the branch where in fact the recruit is required. This would be the ultimate examine of the candidate.

Thereafter if the applicant is being preferred, the job information latter combined with the appointment letter is delivered to the prospect.

Thus a fresh recruit is utilized in the bank.

Make an effective wisdom about different selection techniques that the organizations take on (M4)

Both lenders is using different selection technique such interviewing the job seekers, assessing candidate through skills ensure that you knowledge lab tests before selecting the prospects for the posts available in there organizations. While interviewing the employees and managers of these two banking companies we had taken their views regarding the selection techniques they embark on for selecting a proper employees we will discuss their view first then we will give our own common sense about the choice methods of both these Banking institutions.

Manager's view of Bank or investment company Alfalah:

Manager gets the pursuing views about their selection process:

Their selection process is totally centralized and the complete process of selection is completed by the HR division.

The selection procedure is totally translucent no unfair means are being used during selection.

Equal opportunities are given to all candidates no gender, racial or religious discrimination.

We choose those candidates who've some job experience about banking system for high jobs if we haven't any eligible person inside our organization.

People who have more connections or good PR are preferred because they may bring more investment to the lender.

Employees' view:

Candidates with strong financial backgrounds are usually more preferred as they may bring more investment. In the same way the candidates who've done their internship in Alfalah are definitely more preferred over other individuals because the management has learned their talent from their previous experience. There is no gender discrimination in selection process of AlFalah. Corresponding to interviewed employees a few of the selection process also requires unfair means which includes favoritism and a great many other sorts of unfair means. But its selection treatment is still far better then any private institutions

Our Personal view:

They are extremely much conscious about the choice process because human being is the most important asset of an organization. They make an effort to select those recruits, that happen to be perfect for the project for which they may be recruiting to help the upper management to attain their goals. Their selection policy is very hassle-free that they are following. There is absolutely no discrimination in selection process they choose those peoples, which can be according with their need either female or male. They usually preferred those prospects who may bring high investment because their job is very monetary.

Relationship Manager's view of Faysal Loan company:

Mr. Muhammad Yaver Khan Khattak, the branch relationship supervisor of Faysal Bank or investment company Omer Plaza Jehangirabad School Street Peshawar has an optimistic view about the selection procedure held for the recruiting of the prospect as he feels that when a person is being preferred through an effective and clean channel, the new staff gives more then his/her potential to the lender. Similarly, this professional approach to the selection assists with creating more attractive image of the lender to the average person interested in getting a part of Faysal bank.

Employee's view:

Mr. Imran feels that the selection held by which he's being analyzed is quite attractive for the new skilled, experienced, qualified and talented those who are not determined by the other finance institutions because of bribery, linkage or romance with the management and he's quite content with the selection technique.

Our Personal Evaluation:

In our view, the choice procedure accompanied by the bank really suits the accomplished individual considering getting entry as a worker in the Faysal bank or investment company. This portrays a good image of the bank and relates to the quality of selection procedures. In the same way, as we analyzed Mr. Imran's view provides agrees to our thoughts.

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