Final Project of Human Resource Management Process

Career Planning in Human Resource Management
Abstract
Career planning is the action of defining career type, objectives and strategies in order to achieve certain goals and career success. Career planning could be a crucial element to gain a healthy and successful career. Career planning drives your ideas into a clear direction to walk through, and series of actions to perform. Getting you career planning process running is to be achieved through your own self planning, hiring professional service or consultant, or using some kind of career planning tools. Setting your own career planning scheme requires some deep thinking, studied calculations and good knowledge of your potentials. Its not an everyday action, nor a subject for too many frequent changes. Career planning should be built on strong basis of best self analysis, during the appropriate time to take such process. Career planning helps individuals to invest their potentials into predefined tracks, and save their time, effort and money from distraction. Career planning is the key for an early look on what to be working on its achievement. Career planning in many cases is not a permanent, one time deal. It can be divided on multiple stages to adapt according to certain circumstance or new calculations that come up through the way. It can also be re-done in a complete different and reset, Its not the end of the world if you have to re-construct your planning and begin everything all over. The entrance for individual career development planning is the next step on the track, after setting the main career planning scheme, then beginning the implementation, and reaching certain goals the development process that has to come next. After succession with your early objectives that were set on your career planning, you may refresh your planning scheme with new objectives or even extra goals. Just keep it gradual and reasonable.
University Name: Allama Iqbal Open University Submitted by: Shaheen shad
Page 1
Page 2
Introduction Career
Dictionary meaning of career is an individual's "course or progress through entire life (or a distinct portion of life)". It is understood mainly to be concerned with the remunerative or professional work and also, sometimes with formal education.
What is Career Planning? Career planning consists of activities and actions that you take to achieve your individual career goals. Career planning is the ongoing process where you:
Explore your interests and abilities; Strategically plan your career goals; and Create your future work success by designing learning and action plans to help you achieve your goals.
Page 3
Career planning process wheel
A Guide to career planning Competencies also enable employees to develop themselves in a way that links personal effectiveness and
Page 4
satisfaction with the achievement of the organization's strategic objectives Organizational Needs Major strategic issues facing the organization? critical needs and challenges critical competencies to meet challenges shortages? does org. have bench strength to meet challenges? Individual Needs Finding career opportunities within org. that: use my strengths address my development needs provide challenge match my interests match my values match my personal style
Page 5
Sub Topics
Career Planning Tools Self-assessment: Typically consists of a competency-based questionnaire that is completed by the employee. Aptitude, Personality and Interest Assessments Are helpful in guiding individuals who are considering their aptitude and interests in pursuing different career options, or in determining how they may work more effectively within the organization. Developmental Guides: Provide employees with a valuable tool to assist in planning their learning and development. Competency Based Development Catalogues Contain detailed learning and development tips and activities for all of the competencies used by an organization. Learning Profiles: Used to define the study program an individual needs to work towards a particular role. Career Architecture: A map that outlines the relationship between various careers within an organization (i.e. the progression between and among careers).
Career Planning and Development

Advantages
Builds company brand
Empowers individual to become involved in career development

Enhances engagement and retention Facilitates Career Streaming Gives employee options Improves opportunities for career mobility i-SkillSuite makes this a private process Links to/ builds on/connects to other process Reduces job cannibalism Reduces turnover
Tools
Access to system Career streams Clearly defines jobs Communication strategy
Page 6
Formal gap analysis Inform employees at all phases Integrated into orientation process i-SkillSuite Lunch and learns to discuss roles and commitment of organization Meeting of relevant managers/employees understanding of roles Possible self assessment against all competencies in organization to direct own career Promote and develop from within (retention)Success stories Supported by policy
Barriers
Communication High turnover Individual resistance/inertia Lack of organizational commitment Lack of organizational support at management level Managers not wanting employees to gain skills Managers not wanting to lose valuable team members On the Job "Quit" Organizational or management resistance/inertia Poorly defined jobs
Advantages of Career Planning: Following are the advantages of career planning A well structured career plan in an organization helps it to retain those employees whom the company wants and to motivate them fully to use their potentials, talents and capabilities in the best possible ways. A good career planning system sends out a message that the organization believes in providing fairness and equal opportunities to all its employees with transparency. Since training and development of employees is an integral aspect of career planning, it prepares more competent professionals in the organization on an ongoing basis. This is advantageous to the organization as well as the employees.
Who's Responsible for Planning Your Career? You have the lead responsibility for planning your career. Supervisors, managers, and your agency can provide you
Page 7
with meaningful assistance in this process. The following are examples of career planning actions: Employees: Decide what you want from your career now and in the future. Take actions individually or with your supervisor to assess your individual interests, strengths, and areas for development. ( See Steps to Career Planning ) Develop a yearly Employee Development Plan (See Part III of the Employee Work Profile ) with input from your supervisor, including current job development and long-term career objectives as part of the performance management process. Work with your supervisor to identify on-the-job learning and training opportunities, continued education, and/or avenues for professional development. Managers: Identify the job-related knowledge, skills, abilities, competencies and experience that employees need to be effective in their positions. Help employees define short and long-term development needs that support agency objectives and employee career goals. Support Employee Development Plans by indicating specific steps that need to be taken and by whom to accomplish the learning goals. Agencies: Provide a job and compensation structure that supports the agency's goals and allows for individual development and growth. Provide time and available funding for development activities. Utilize the knowledge, skills and abilities of each employee to support agency objectives and meet future staffing needs. Keep in mind that factors outside of the employee and agency's control may affect the outcome of career actions. But one thing is true it is important to perform well in one's current position. Consistent, high quality performance, along with thoughtful career planning, will help ensure continued career success. Overall, career development involves being aware of one's personal goals and values as well as work goals. It involves continuously learning and applying new knowledge, taking advantage of opportunities, and taking risks in order to help the agency be productive and effective while achieving one's career and personal goals
Page 8
Career planning process spans the entire or a significant portion of one's life. To start with it includes aiming for an occupation, getting necessary and related formal professional education, choosing a specific profession stream and getting an appropriate job. Next step includes growing in one's job, possibly changing careers before finally, retiring. For some, it may be just once for every phase in career and for others, it may be a more dynamic process. For the latter, it is more likely to happen several times in their life span as they first define and then redefine their life time goals.
Corporate and HR responsibility While each individual on his job in an organization will start planning out his career growth path and crossing the mile stones along the path to finally reach his goals, organization where he works is also responsible to support or to proactively carve his career progression. Therefore, the organizations should keep a track on the performance and progress of all the professionals working in the organization. Organizations should enable their people with the knowledge of the existing and future opportunities and growth avenues that can be pursued and achieved within. Organizations should also let their people know about what kind of systems and interventions the organizations have to support the attainment of these growth possibilities. While organizations at the corporate level will be concerned about the career planning of their professionals even as a corporate strategy, it may finally be human resources departments' responsibility to execute this function. It is considered an important function of HRM but it is true also that it is one of the most the most neglected and least developed functions in large number of organizations. HR departments should chalk out well-structured system of career planning in their organizations. Challenges in Introducing Effective Career Planning Structure Competent human resource is scarce and all the organizations compete for it. Hence attracting, satisfying, motivating and retaining the competent people are a huge challenge. On top of it, in situations when the growth opportunities for the employees are less in the organization, meeting the expectations of all the talented and capable persons is an additional challenge.
Page 9
Yet another challenge in career planning is how to provide support to the marginal or average performers and how to facilitate the separation of the poor performers from the organization in a dignified manner. Elements of Well Structured Integrated Career Planning System It is necessary for the organizations to design a well structure integrated career planning system for its employees which may preferably contain the following elements: Competency model: Organizations can do well by designing and implementing competency matrix and competency mapping system for defining the required technical and behavioral competencies for each job position and then, evaluating the existing competencies of the job holders against these. The competency gaps can be addressed and rectified by various interventions like on and off the job training and education, coaching, mentoring, task force assignments, job rotation, job enrichment, transfers etc. Performance appraisal system: Well designed and well implemented performance appraisal system facilitates evaluation of an employee objectively on their existing jobs and for their potential for the jobs at higher hierarchical levels. The strengths and weaknesses of the employee allow the organization to plan to carve out an appropriate career plan and associated interventions. The decisions to promote an employee to a higher hierarchical level or motivating him at the current level by giving accelerated increments or other suitable rewards Mentoring and career coaching: Counseling through formal or informal mentoring system in the organization and/or positioning of career coaches help the employees in getting insight into the career path they can steer through and for this what development tools should they use. Establishing corporate campus: In partnership with the local colleges and consultants, the organizations can make available for its employees career development programs and courses. Based on the career plan, the employees can choose to join these programs/courses or be deputed by the organization. Job rotations, job enrichment and job transfers: These are well tried out systems to prepare the employees to take on the responsibilities of different jobs/assignments so as to groom them as per their career plans.
Page 10
Training and development: In-company training and development system can provide necessary inputs to the employees on the subject of career planning and also on various competencies and skills that will be necessary to be imparted to make the employees ready to take up the responsibilities that will come their way as they progress on their career paths in the organization.
Page 11
Individual career planning
Page 12
Individual career plans (also referred to as career action and development plans) can be looked at as an outline that helps a person figure out the steps he needs to take in order to achieve his ultimate career goals. The plan contains an organized list of the individual's work-related experiences, education, preferences and other groundwork to illustrate his career choices and to help develop a career action plan
Significance
The National Career Development Association (NCDA) defines the plan as "a written list of the short and long-term goals that employees have pertaining to their current and future jobs, and a planned sequence of formal and informal experiences to assist in achieving their goals." Individual career plans are intended to help a person reach her full career potential by considering both her strengths and limitations--central components when it comes to identifying the specific job and career route that is the best match. Such factors can detect the overall success and satisfaction a person will have within a specific career.
Identification
Individual career plans generate a portrait of sorts and provide individuals with important information concerning future career development and activities. Individual career plans are typically done after a person has completed a number of career aptitude tests, interest inventories, personality tests, work values inventories and skills assessments. These are great resources that can be employed to discover those careers which directly correlate to the individual's skills, preferences, traits and overall objectives. Self-assessments are also used to help illustrate the specific career and work environments a person is most likely to thrive in.
Helpful Tools
The Department of Commerce (DOC) Careers in Motion Program (CM) involves a number of web-based tools for individual assessment and career planning, which allows individuals to set realistic, achievable goals and to design personalized, customized achievable career goals with measurable steps. Additionally, the Riley Guide is a good source for the above, along with MindTools.com, which utilizes the SWOT analysis (Strengths, Weaknesses, Opportunities and Threats) to help gauge how practical a person's career goals and expectations are (see Resources). The objective of these tools is to help a person form and implement her individual career plan.
Outline/Features
Although the exact format of individual career plans may vary according to the person, they all contain the same information. For example, it should begin with the occupation or group of occupations that the person is interested in. Following that is a section devoted to skills/abilities, interests, and areas to work on. The next portion is goal setting and planning. This include your objectives or actions you plan on taking to get to where you want to be. Identify and think about the amount of time and energy that needs to be devoted towards things like education and other activities that bring you towards accomplishing your objectives. See References for links to sample individual career development plans so you can look at the different formats and sections they contain.
Page 13
Considerations
Individual career plan models are something you can tailor to suit your best. For instance, you may want to include all of the assessments and use them to detail your progress or success and serve as a motivational guide towards your plan. Under the assessments, you can also record the results of any academic exams or occupational-related tests you've taken. The subsequent parts of an individual career plan should include any relevant work-based learning experiences, extracurricular activities and notable awards and accomplishments (this doesn't have to be limited to academic achievements). Lastly, write down all potential strategies and actions that you'll take. These strategies or action plans can be divided into specific areas such as personal/ social, academic/vocational, financial and workplace readiness
The career planning process can be divided into six steps: 1. 2. 3. 4. 5. 6. Self-Assessment Career Exploration Targeting Career Preparation Marketing Yourself Career Management
Page 14
To manage means "to control, handle, or cope." Career management is the ability to control your life, handle the demands of work and life, and cope with a dynamic and changing economy that directly affects your work life and career development. Ask yourself: Who are you? What interests you? What do you like to do? What are you good at doing? What do you value, what's important to you? What are your special assets, skills, and abilities? Who needs the talents, skills, and abilities you can provide? What work environment and/or arrangements make sense for you? What skills do you need to acquire to develop and manage your career?
The career planning process of self-awareness, career exploration, and job search strategies must encompass and embrace these concepts.
Self-Assessment / Knowing Yourself Look within yourself to discover your interests, skills, personality traits, and values. Also ask friends, family members, teachers, or mentors if they see the same qualities in you as you see in yourself. Simply ask:
Page 15
What do I like to do? What activities do I find fun, motivating, interesting, and enjoyable? What skills and abilities do I have or want to develop? What personal style or characteristics do I have that are important to me in the work place? What purpose or goal do I want to accomplish in my career?
Career Exploration Investigate all the career choices, options, and opportunities available to you. Attend career fairs, visit a career center in your school or community, talk to people in various careers, shadow or spend time with people in careers that interest you. Ask: How did you get started in this career? What is a typical day like? What type of training or education is required? What are the starting and average salaries?
Next, set some goals. Research careers that interest you to determine how to prepare for them and how much training and education are required to be successful. After gathering the information, set goals to attain the required training. Job Search Once you've decided on a career path and made strides in obtaining the required training and education, you will be prepared to begin searching for a job that suits you. Job searching skills include: How to write a resume and cover letter How to network to find job openings How to fill out an application How to interview successfully for a job
Career planning is an ongoing process. Regardless of your age, it is important to assess where you are if you're going to meet your goals and turn your dreams into reality. For example, an unskilled worker with little education or experience in the workforce has different needs from a recent college graduate looking to launch a first-time professional or technical career. An older adult with educational credentials and years of experience, but who is in transition because of layoff or an employer's reorganization, faces a different set of issues. Everyone can benefit from the process of self-assessment, exploring career opportunities, and learning effective, assertive job search
Page 16
strategies that produce results. This is where your career path begins: learning about yourself, exploring careers, and beginning your job search. Remember, career management is a life-long process. Few people stay in one job or on one career path throughout their lives, so you may find yourself completing the process more than once along the way.
CAREER EXPLORATION After self-assessment, the next step in the career management process is to review information about careers of interest. Because careers are rapidly changing, it is important to locate current sources of information. Many sources are available, including publications, videos, and Internet resources. Friends, family, teachers, co-workers, and others are also good sources of career information. When researching career information, learn as much as you can about: Job descriptions and requirements Salary and working conditions Education and training requirements The labor market, including demographics, industrial and occupational trends.
Page 17
Career planning is a process and is always ongoing and often runs in cycles. When you desire change in your career, the process can be repeated many times. In planning your career, try to find the people who can be mentors for you and assist you along the way. Career planning is no different than any goal setting and planning. The difference is that you are specifically separating your career and job goals from all other goals you may have. The reason most people do not turn their wishes and dreams into reality is because they dont take these wishes and dreams and make them goals. A goal is a dream with a deadline. There are many reasons why people dont make goals for themselves. The biggest reason is they dont understand that the process of goal setting is a skill. All of us have made some goals in our life and achieved them. But most of these were not large or life changing goals like going into business, changing careers, becoming wealthy, writing a novel, going from office clerk to a top executive or becoming an expert in your field. The successful people set goals; they plan and follow the plan. Goal setting is a process and a learned skill with many parts to it. Simple, short-term goals may be done in your head, but more complex, long-term goals, should be written, evaluated and monitored frequently. The longer it takes to achieve your goal, the more you will encounter problems, changes and frustration. Goal setting is as much art as it is science. The more you understand the process and the more skills you acquire, the better are the chances in reaching your goal. By seeking your goal you will help build your self-esteem and self-confidence. Goal seeking is growth building. Goal planning is life planning. As you define your goal, it will define you. Life presents us with unexpected events all the time. So when we set out a goal we must understand that there may be many roadblocks to reaching a goal. In summary, many people are dissatisfied in their jobs and career. Career planning will help maximize your potential and satisfaction in your work. Having a career plan keeps you focused and motivated. It helps you to anticipate problems and barriers that may come and what you can do to avoid the problem or barrier, solve it and continue on, or it may point out your deficiency or weakness so you can get the skills or resource needed to deal with the potential barrier. Career planning will give you confidence that you are in charge of your career and life and you have the power to decide, act, and do what you want to accomplish your goals.
A career plan helps you determine your skills and interests, what career best suits your talents, and what skills and training you need for your chosen career. By developing a career plan, you can focus on what you want to do and how to get there. And when you are ready to develop your resume, you will have a better understanding of your skills and experiences to discuss with potential employers.
Page 18
1.
Decide your career goal, which can help you focus more clearly on possibilities available to you. A career goal can be a specific job you want to do ,such as doctor or teacher or be a particular field you want to work in, such as medicine or education. Rather than limiting your future, a career goal may help you discover career possibilities you wouldn't have thought of otherwise. There are several job possibilities with any chosen career. For instance, if you choose a medical career, you may want to be a scientist, a nurse, or a doctor. A career goal can also guide you into doing what you want with your life.
2.
Determine what you need to do to prepare for your chosen career. Do you need special training? If so, find out what schools offer the training you need. Also, determine what kind of experience you will need to be successful in the career. Consider an internship as a way to get work experience in the career field.
3.
Write your career plan.
Part of the career planning process involves setting goals. These goals, both long and short term, will be used to develop a career action plan. The career action plan describes steps you will take to reach your goals. In this case the goal is usually a particular career objective. It can be a particular occupation, a rung on the career ladder, or an earnings level. Goals may be either short or long term. Long term goals can take about three to five years to achieve, while short term goals are reachable in one to three years. Short term goals are often a stop along the way to our long term goals. We actually set goals regularly when we plan what we want to accomplish that day, that week, or even that month. Those are usually fairly simple goals, i.e., clean the house, finish an assignment, do laundry. You decide what you want to do and then figure out what you need to do to achieve your goal. Then you get into more complicated goals, your plans for the future. It's fairly simple to say that in five years you want to be a such and such. Or in two years you want to earn X amount of money. It's achieving those goals that arent so easy. Of course the actions you take to try to accomplish your goals will play a huge role in whether you reach them. But, the way you formulate your goals is extremely important too. Next, some criteria that will help you set goals that you can successfully reach. Goal-Setting: Developing a Career Vision Statement Having a clear vision of the end state we are trying to achieve before we take action to reach our goals is the key factor in accomplishing any goals that we set. Do you have a clear mental image of who you will be in the future? Your vision is a picture of what you aspire to ?and what inspires you? In your work life. Articulating your vision statement for your career is the first step in helping you eventually reach your career goals.
Page 19
WHY DECIDE ON A CAREER GOAL? A career goal helps you focus and make decisions on what you want to do for a living. It directs you, motivates you and helps you to accomplish what you want. A career goal helps you focus and make decisions on what you want to do for a living. A career goal can be a specific jobsuch as a clerk or teacheror a career goal can be a particular field you want to work in, such as transportation or education. A career goal may help you discover your talent, skills and abilities and possibilities that you wouldnt have thought of. Many possibilities exist with any career you choose. Having a career goal can guide you to doing what you want to do in your life rather than just aimlessly drifting from job to job. Once you choose a career, it would be to your advantage to think strategically about the steps you need to take to accomplish your goal. The future is unpredictable; however, you should still make career goals and plan the necessary steps to your goal. EXPECTATIONS/DISAPPOINTMENTS With every goal there is an anticipated desired outcome. We call this an expectation. Our expectations help keep us motivated. When we realize our goal, we often feel joy and satisfaction. All of us have expectations and disappointments. In the process in thinking about our goals, we have to be prepared to have disappointments. Career planning is simply goal planning with the intention of setting goals for jobs and career. However, the only career planning you need is the one that is for you and your particular needs. Career planning is getting information, and with that information, you make a goal, and then plan the steps needed to obtain that goal. The world we live in works in certain ways. The more one knows how it works, the better one can achieve those goals by utilizing the processes that will give you the advantage. Career planning is simply goal planning with the intention of setting goals for jobs and career. In order to remain competitive you need to be as flexible as you can and continually increase your skills. Some things you can do are: go to school, take workshops or seminars, keep up with trade journals and talk to people who are knowledgeable in the field. Today, its almost mandatory for us to take some form of training all through our career to keep up with the times. When I talk about training or skill, Im not just talking about things like organization and time management, although these are important. However, stress management, problem solving, risk taking, and overcoming procrastination, to name a few, are equally, if not more important, to getting to your goal.
Page 20
Career counseling and career coaching are similar in nature to traditional counseling. However, the focus is generally on issues such as career exploration, career change, personal career development and other career related issues. Typically when people come for career counseling they know exactly what they want to get out of the process, but are unsure about how it may work. In the UK, career counseling would usually be referred to as careers advice or guidance. Career counseling is the process of helping the candidates to select a course of study that may help them to get into job or make them employable. A career counselor helps candidates to get into a career that is suited to their aptitude, personality, interest and skills. So it is the process of making an effective correlation between the internal psychology of a candidate with the external factors of employability and courses. Career counselors work with people from various walks of life, such as adolescents seeking to explore career options, or experienced professionals contemplating a career change. Career counselors typically have a background in vocational psychology or industrial/organizational psychology. Benefits of career counseling An expert career counselor can put a person's qualification, experience, strengths and weakness in a broad perspective taking into consideration schooling, desired salary, personal hobbies and interests, location and job market. It will help to greatly to find the current position as well as the future direction. A person may have to answer some basic questions asked by counselor. On the basis of the answers, the career counselor will give career options to choose. The career counselor with his vast knowledge of careers can open the doors of a new world. Only a career counselor can tell the pros and cons of various careers. By taking career counseling one can make a long list of career options, which suits the qualifications. WHY IS CAREER PLANNING IMPORTANT? Lets suppose you choose a field. Career planning is not planning for that field on a one-time only basis, but its a continuing process; in fact, you can call it a lifetime process. We are always learning and growing, and as we do, our interests and needs also change. Career planning is not just making plans to obtain your perfect job or career, but to help you make the many adjustments there will be along the way as you learn about you and your world or work. Career planning is estimating, predicting and calculating all the steps necessary to achieving your goals. In the process, you are always making choices. When you choose one alternative over another, this is called an opportunity cost. An opportunity cost is the cost of passing up your next best choice when making a decision. In career planning, we need to always be mindful of our opportunity costs and take into consideration all that will come our way. Those
Page 21
who have successful careers understand how the game of work is played. As you can see career planning is more than just looking at jobs and positions and working hard.
Lets take an example of individual who did MBA (Marketing) what are his/her strength, weaknesses, opportunities and threats Strengths You = Education Skills in the industry and/or function Weaknesses You = No professional network in the industry and/or function
Market = High demand for people with your skills Opportunities You = New contact has taken a particular interest in your potential.
Market = Weak economy Threats You = Poor interviewing skills
Market = A recent merger results in a demand for your offerings

.
Market = Target industry hit particularly hard by economy
How an Organization did its SWOT analysis:

Strengths and weaknesses are often internal to your organization, while opportunities and threats generally relate to external factors. For this reason the SWOT Analysis is sometimes called Internal-External Analysis and the SWOT Matrix is sometimes called an IE Matrix.
Strengths:
What advantages does your organization have? What do you do better than anyone else? What unique or lowest-cost resources can you draw upon that others can't?
Page 22
What do people in your market see as your strengths? What factors mean that you "get the sale"? What is your organization's Unique Selling Proposition (USP)? Consider your strengths from both an internal perspective, and from the point of view of your customers and people in your market. You should also be realistic - it's far too easy to fall prey to "not invented here syndrome." Also, if you're having any difficulty with this, try writing down a list of your organization's characteristics. Some of these will hopefully be strengths! When looking at your strengths, think about them in relation to your competitors. For example, if all of your competitors provide high quality products, then a high quality production process is not a strength in your organization's market, it's a necessity.
Weaknesses:
What could you improve? What should you avoid? What are people in your market likely to see as weaknesses? What factors lose you sales? Consider this from an internal and external basis: Do other people seem to perceive weaknesses that you don't see? Are your competitors doing any better than you? It's best to be realistic now, and face any unpleasant truths as soon as possible.
Opportunities:
What good opportunities can you spot? What interesting trends are you aware of? Useful opportunities can come from such things as: Changes in technology and markets on both a broad and narrow scale. Changes in government policy related to your field. Changes in social patterns, population profiles, lifestyle changes, and so on.
Page 23
Local events.
Threats:
What obstacles do you face? What are your competitors doing? Are quality standards or specifications for your job, products or services changing? Is changing technology threatening your position? Do you have bad debt or cash-flow problems? Could any of your weaknesses seriously threaten your business.
Practical Study United Bank Limited Pakistan

Brief Introduction of the Organization
United Bank Limited was established on November 7, 1959 and incorporated as a Public Limited Company under Companies Act 1913. The UBL Board of Directors of are: Highness Sheikh Nahayan Mabarak Al Nahayan Chairman Sir Mohammed Anwar Pervez OBE Deputy Chairman Mr. Atif R. Bokhari President & CEO Mr. Omar Ziad Jaafar Al Askari Director Mr. Zameer Mohammed Chaudhry Director Mr. Ahmad Waqar Director Dr. Ashfaque Hassan Khan Director Mr. Aqeel Ahmed Nasir Company Secretary & Chief Legal Mr. Abdul Rauf Malik Director Mr. Ameer Karachi wall Chief Financial Officer The Bank is currently operating 1056 Branches Domestically and 15 Branches Overseas (USA, Qatar, UAE, Bahrain and Republic of Yemen). UBL hold 51% of its total shares other 49% shares are owned by Government. After the privatization of banking sector in Pakistan UBL implemented its strategies to achieve the comparative advantage in the Market place. UBL BANKS management recognizes the importance of trained and highly skilled persons in every field. To achieve this purpose, efforts are made to train and develop the employees at a level which is beneficial generally to the employee and specifically to the bank. Following trainings are given to its employees:
External Training Internal Training
Page 24
HRM Process in the Organization

Performance Management Two separate methods of evaluating performance are used: one for supervisory cadre and the other for workers Management by Objective (MBO) management system for supervisory cadre employees
GOAL SETTING:
Mutually agreed goals between the subordinate and the superior on yearly basis (Jul-Jun) every year Each goal carries 25 points for 4 goals or 20 points for 5 goals
HRM Process in the Organization GOAL MONITORING:

Goals are monitored on quarterly basis on a prescribed form namely Goal Monitoring
Page 25
Organizational Hierarchy Chart Chairmain Deputy Chairman Board of Directors Executive Commitee Managing Director SEVP EVP VP Officer Grade-I Non clerical Staff clerical staff Officer Grade-II Officer Grade-III
Structure of HRM Department
DIRECTOR (HR)
MANAGER (HR)
D. MANAGER (HR)
Page 26
Strengths: 3rd largest Bank of Pakistan in term of deposits
Weaknesses
Accumulated losses pushed the bank to cut down its promotional activities in order to reduce expenses for last few years.
2nd largest Privatized Bank of Pakistan
No separate training center to train their employees
UBL offering Customized Products and services aggressively better than its competitors
Security system in most of the branches is not up to the mark
Improved operational efficiency as to its past
During the nationalization life span of the bank political lords used influence in bank business and selection of employee at each level and thus adversely affected the banks efficiency and effectiveness.
Courteous Customer service and fast delivery of online and offline services
The application time is also quite lengthy.
Marvellous Image and Reputation of the bank in the eyes of its customers
UBL is a step behind in using new technology as compared to other banks
Extensive Branch network
All branches need orientation for customer dealing.
UBL Product positioning is very effective 1056 Branches all over Pakistan
Most of employees are experienced and they are not able to deal customers well, adopt new culture
Page 27
and above all they are unable to use of new technology like computers Stands in the list of Profitable bank in stock exchange Most of the employees are overload with the work and promotion is also not timely.
Opportunity
Bank can extend its network in other cities of Pakistan like other 4 remote cities, it would increase their sales.
Threats
Large and increasing competition
Proper orientation of employees in all branches can help them to cope up with foreign banks
Extensive promotion campaigns run by competitors.
Foreign remittances are another area as present worldwide control systems over transfer of currencies through illegal channels has facilitated the area for the banks.
Unemployment, lower level of income and prices like problems in the motherland coupled with low rate of industrialization, geo political adverse conditions, religious factor, and lack of consistency in policies due to political instability are some of the other major threats.
Expansion of IT platform and internet based banking system. Interest of businesses in leasing facilities provides a healthy opportunity
High operating costs Lack of huge deposits
I found that UBL Bank is struggle hard to achieve its goals and do their best to satisfy its customers requirements and presents their products in precise manner. I also concluded that UBL directors did not take keen interest in employee training and developments but the directors is interested in getting more and more profit.
1. 2.
Employees training methods should be improved Referral should be ignored
Page 28
3.
I suggest that UBL should used Diversification corporate strategy in which new and innovating services should lines
4.
UBL should use Participant Diary/Logs and Position analysis Questionnaire method with their current methods so for writing Job description
5.
UBL should use a combination of Ratio Analysis and Trend Analysis (study of a firms past employment needs over a period of years to predict future needs) for recruitment.
6. 7. 8.
We recommend UBL should use College Recruiting from honoured universities. Panel Interview should be conducted then individual interview We suggest that UBL should use Paired Comparison Method for performance appraisal
Conclusion:
As a conclusion, career planning is an important step to take on the road to goal achievement. It helps keep your path organized and clear, it gives you motivation to go as you have clear, well planned career.
Recommendations
Career planning is not an activity that should be done once in high school or college and then left behind as we move forward in our jobs and careers. Rather, career planning is an activity that is best done on a regular basis especially given the data that the average worker will change careers (not jobs) multiple times over his or her lifetime. And it's never too soon or too late to start your career planning. Career planning is not a hard activity, not something to be dreaded or put off, but rather an activity that should be liberating and fulfilling, providing goals to achieve in your current career or plans for beginning a transition to a new career. Career planning should be a rewarding and positive experience. Following are the tips that help to achieve successful career planning. Make Career Planning an Annual Event. Map Your Path Since Last Career Planning.Reflect on Your Likes and Dislikes Needs and Wants. Examine Your Pastimes and Hobbies. Make Note of Your Past Accomplishments. Look beyond Your Current Job for Transferable Skills. Review Career and Job Trends. Set Career and Job Goals. Explore New Education/Training Opportunities.
Page 29
Research Further Career/Job Advancement Opportunities. The following are some tips for setting effective goals:
Express your goals positively, rather than framing them in terms of what you dont want. Be precise in setting dates, times, and amounts so that you know when you have achieved your goals. Set priorities so that you know which of your goals to focus your attention toward and helps you avoid feeling overwhelmed by having too many goals. Write your goals down so that you can visually be reminded of them and so that you can craft them to be precise and clear. Break down your goals into small, achievable tasks so that you get frequent opportunities to accomplish them and feel motivated to take on other goals. Set realistic goals that you can achieve and that are in your own control.
References:
Bibliography idividual career planning. (n.d.). Retrieved from www.mvsoft.com: http://www.mvsoft.com image=searchconduit+imagepreview+career+planning=citd&9203898. (n.d.). Retrieved from searchconduit.com: http://www.searchconduit.com ubl.hrm.org.pk. (n.d.). Retrieved from www.ubl.com.pk: http://www.ubl.com.pk wikipedia. (n.d.). Retrieved from www.wikipedia.com: http://www.wikipedia.com
Page 30

Final Project of Human Resource Management Process

Cargado por

Información del documento

Descripción original:

Derechos de autor

Formatos disponibles

Compartir este documento

Compartir o incrustar documentos

Opciones para compartir

¿Le pareció útil este documento?

¿Este contenido es inapropiado?

Copyright:

Formatos disponibles

Final Project of Human Resource Management Process

Cargado por

Copyright:

Formatos disponibles

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career planning process wheel

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning and Development

Empowers individual to become involved in career development

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Individual career planning

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Write your career plan.

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Market = Weak economy Threats You = Poor interviewing skills

Market = A recent merger results in a demand for your offerings

Market = Target industry hit particularly hard by economy

How an Organization did its SWOT analysis:

Career Planning in Human Resource Management

Career Planning in Human Resource Management

Practical Study United Bank Limited Pakistan

External Training Internal Training

Career Planning in Human Resource Management

HRM Process in the Organization

HRM Process in the Organization GOAL MONITORING:

Career Planning in Human Resource Management

Structure of HRM Department

Career Planning in Human Resource Management

Strengths: 3rd largest Bank of Pakistan in term of deposits

2nd largest Privatized Bank of Pakistan

No separate training center to train their employees

Security system in most of the branches is not up to the mark

Improved operational efficiency as to its past

The application time is also quite lengthy.

UBL is a step behind in using new technology as compared to other banks

Extensive Branch network

All branches need orientation for customer dealing.

Career Planning in Human Resource Management

Extensive promotion campaigns run by competitors.

High operating costs Lack of huge deposits

Employees training methods should be improved Referral should be ignored

Career Planning in Human Resource Management

Career Planning in Human Resource Management

También podría gustarte