EMPLOYEE RECRUITMENT AND SELECTION PROCESS What is Recruitment?

Recruitment is placing the right person in right place at right time. Vacancy is known in two situations (generally):

An employee leaves and there is a vacancy created Business Growth

The vacancy is intimated to the HR department by the concerned technical department. Ensure that judgment of abilities, experience and qualifications is made against the requirements of the position in question. 1. Defining the Requirement - Decide what vacancy you have. If you need to fill a new role quickly you might find it helpful to adapt one of the models provided here:
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Task analysis - Draw up a detailed list of tasks that the person will have to do. This helps in determining the qualities and qualifications genuinely required for the job.

Job description - Produce an outline of the broad responsibilities (rather than detailed tasks) involved in the job.

Person specification - Decide what skills, experience, qualifications and attributes someone will need to do the job as defined in the task analysis and job description.

2. Selection - Select your candidate being objective and unbiased. Choose the person who best fits your person specification.
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Short listing - Review applications on the basis of the person specification. Ensure that you select for interviewthose who match the specifications, regardless of age, sex, race etc, and that the specifications are not themselves discriminatory.

Interviews - Interview your short-listed candidates remembering that your job is not only to assess the best candidate for the job, but also to create a great impression of your organization.

3. Candidate assessments - The interview will provide you with some information but check it out before offering a job.
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Ask the candidate to show you examples of previous work, do a presentation, a case study, some tests or full assessment. Tests can be done before the interview or after the interview. It depends on the number of candidates being interviewed and the type of job.

You must have the specific permission of the applicant to do so, particularly if you wish to contact their current employer. If you need them quickly, try phoning.

4. Making a Job Offer - If you think you have found the right candidate, its time to make the job-offer. 5. Induction - Help your new recruit to settle in quickly and become productive as soon as possible. The Recruitment Process

The recruitment process begins when you know you need someone new in the Department, either because an existing staff member has left, or because there is new work to be done. It doesn't finish until after the appointment has been made.

The main stages are identified in the below flow chart

Identify Vacancy | Prepare Job Description and person Specification | Advertise | Managing the Response | Short-listing | References | Arrange Interviews | Conduct The Interview | Decision Making | Convey The Decision | Appointment Action

THE AIMS OF RECRUITMENT Organization does not operate in a vacuum and recruitment drives or one of the times when an organization has direct contact with the outside world. Other factors affecting recruitment or the framework impose by legislation, and the fact that no organization will want to spend money on unnecessary activities. In keeping with this and definition of recruitment given above the aims of recruitment are:

To obtain pool of suitable candidates for vacant posts. To use and be seen to use a fair process To ensure that all recruitment activities contribute to company goals and a desirable company image To conduct recruitment activities in an efficient and cost effective manner

These statement intimate that a number of judgment to be made about how recruitment is carried out. Figure illustrates the relationship among human resource planning, job analysis, recruitment, and the selection process.

RECRUITMENT SOURCES There are mainly two types of recruitment sources are used in the organization. a) Internal sources b) External sources

AIMS AND THE OBJECTIVE OF THE SELECTION PROCESS The ultimate goal of the selection is usually express as to choose the best person for the job. selector attempts to predict performance on the job, but they also need to ensure that the suitability of the candidates is such that the job is acceptable to them and they are not likely to leave within a short period of times objective the selection process, which will lead to the fulfillment of the main goal, are as follows: Gather as much relevant information as possible Organize and evaluate the information Assess each candidates in order to Forecast performance on the job and Give information to applicants so that

They can judge whether or not they wish to accept an offer of employment

FACTORS AFFECTING RECRUITMENT PROCESS

International recruitment is part of International Human Resource Management (IHRM) practices designed to match the new market realities. It requires the ability to match available international employees to existing corporate culture and job requirements. This becomes a more difficult process when considering the concepts of international law, local culture, local skills, local recruitment methods, and human resource information management systems (HRIS). Each of the five aspects of a strong IHRM program should work both in balance and together. If a great local recruitment strategy violates a country's laws, the process will not work. Likewise, having abundant access to desired local skills won't be enough if recruitment methods are insufficient. The organization will not be able to hire the best talent out of that pool.

Discrimination in employment Discrimination refers to the any kind of prejudice, biasness or favoritism on the basis of

disability race age sex sexuality pregnancy Marital status

in employment. No person should be treated less favorably than any other on the basis of the specified issues above. Many countries (like SA) have already implemented Equal Opportunity Act, making it against the law to treat anybody unfairly.

Diversity in workforce With the globalization and the increasing size of the organizations, the diversity in the workforce is increasing i.e. people from diverse backgrounds, educational background, age groups, race, gender, abilities etc come together to work for one organization and common objectives. Therefore, it is the responsibility of the employer to create an equality-based and discriminationfree working environment and practices. Equal opportunity means treating people equally and fairly irrespective of their race, religion, sex, age, disability etc. Giving women an equal treatment and access to opportunities at the workplace. Any employee should be ill-treated or harassed by the employer or other employees. Equal Employment Opportunity principles help to realize and respect the actual worth of the individual on the basis of his knowledge, skills, abilities and merit. And the policy should cover all the employees of an organization whether permanent or temporary, contractual etc.

CASE STUDY ALLIED BANK LIMITED INTRODUCTION The function of commercial banking and application of the fundamental principles of the depositor bank relationship have remained essentially the same since about 500 B.C. Bank operation methods and procedures, on the other hand, have undergone a constant process of evolution because of economic growth, the mounting volume of transactions and greater use of banking facilities. As a result of these contributing factors, methods and practices necessary to handle the increased volume of detail work have been developed while other and quicker methods have been adopted in order to cope with the increased volume, much of which has been accomplished without unduly increasing the cost of doing business. During the last twenty years we have experienced a constant transition from the old the new from manual to mechanical methods and procedures from old established practices to current techniques and to a more scientific approach to the solution of problems brought about by day to day changes in business practices. Bank Definition Banks are institution that enjoys the public money doing nothing for the public. According the banking ordinance 1962 sec (6), Banks mean the acceptance of deposit for the purpose the lending or the investment of deposit of money from the public repayable on demand or otherwise withdraw able by cheques, drafts orders and otherwise. History of Allied Bank LTD ABL is the first Muslim Bank established on territory that later on became Pakistan. It was established on December 3, 1942 as Australasian Bank at Lahore with capital of 0.12 million. At that time the chairman was Kh. Bashir Baksh. ABLs story was one of the dedication, commitment to professionalism and adaptation to changing environmental changes.

The banks history is divided into many phases. During 25 years of united Pakistan the bank advanced forward in all areas of its activities. 1970s were a difficult decade for all banks of Pakistan. In 1971 East Pakistan was separated and Australasian Bank lost its 50 branches and a lot of capital as well. Nevertheless the growth remained steady. In 1974 all the Banks were nationalized including Australasian Bank. The small provincial Banks were merged into Australasian Bank. On 1st July 1974 the new entity was renamed as ABL of Pakistan limited. Then it started its operations as public sector financial institution. Allied Bank objectives 12Main objective of Allied Bank is to earn profit. To provide services to their customers and assistance in the.

Management system of ABL Successful and profitable banking management depends on two principal factors. a) The manner in which the functions of banking, that is the acquiring of deposits the

investing or converting such deposits into earning assets, and the servicing of such deposits, are performed. b) The degree to which officers and employees contribute their talents to the progress and

welfare of the bank in discharging duties and responsibilities. Allied Bank Management Banks are managed by board of director or similar group of men who are responsible to the owners, creditors and the government for the well being of their institutions. The government selects all or some of directors of ABL. Management of ABL are given as follows. Credit risk management for banking Access and aggregate credit data across disparate systems and sources. Seamlessly integrate credit scoring/internal rating with credit portfolio risk assessment. Accurately forecast, measure, monitor and report potential credit risk exposures across the entire organization, both on the counter party level and portfolio level.

Evaluate alternative strategies for pricing, hedging or transferring credit risk. Optimize allocation of regulatory capital and economic capital.

Facilitate regulatory compliance and risk disclosure requirements for a wide variety of regulations such as base II. The SAS solution provides an open, extensible environment with complete capabilities for retail credit scoring, corporate credit rating and credit portfolio risk management. MANAGEMENT HIERARCHY The management hierarchy represents the different positions and designations in the hierarchy of the ABL. However, this is not the reporting hierarchy but merely represents the positions and grades on the basis of seniority and grades.

Management System of ABL Successful and profitable banking management depends on two principal factors. a. The manner in which the functions of banking, that is the acquiring of deposits, the investing or converting such deposits into earning assets, and the servicing of such deposits, are performed b. The degree to which officers and employees contribute their talents to the progress and welfare of the bank in discharging duties and responsibilities.

Compensation Strategy Process in ABL Compensation Management simplifies and standardizes the planning, modeling, budgeting, analysis, and execution of global compensation and reward policies. Built on the industrys most complete talent platform, Compensation Management enables you to:

Achieve global compensation visibility by replacing spreadsheets and legacy systems with a flexible, centralized, and modern compensation system

Build a culture of high performers by aligning performance, goals, and rewards across an entire organization

Reduce the cost and complexity of compensation administration by optimizing rollups, exception handling, and approvals

Types of Problems: Usually the middle managers face structured problems and they have the authority to deal with them without consulting the top mangers. Apart from this programmed or more complex problems are solved by the top executives. Management Styles and Policies

At the moment is the management is following the revamping and reengineering policies. The VSS (voluntary Separation Scheme) is offered to the employees to reduce the number of employee which is first toward reshaping of under new management. RECRUITMENT AND SELECTION PROCESS IN ABL

SWOT analyses

External Analysis

Process

Opportunity threats

Identify the organizations mission, goals and strategies

SWOT Analysis
Internal Analysis Strengths weakness

Formulate strategies

Implement strategies

Evaluate

This analysis makes the managers aware of the organizations external and internal affairs and helps them to make safe and strong kind of decisions in the different kind of situation. Strengths

An old and well established organization Customers are loyal

 It is a well known organization. Good reputation

Weakness:

Organization is quite behind in the field of IT. its employees lack IT knowledge. Out of 1400 branches only 600 branches provide online banking facility. Overstaffing is serious problem for the organization.
Threats

Other banks have high and new IT technology and easy decision making system. Other banks offer different valuable packages to the customers.
Opportunities

Our Internship Program offers promising students with the exciting opportunity to apply
their classroom learning experience to real life corporate assignments.

ABL provide good opportunities for the employees in developing their careers. ABL is an organization that provides opportunities for its staff to have a challenging and
rewarding long-term career. Conclusion

Recommendations References http://www.abl.com/ http://en.wikipedia.org/wiki/Allied_Bank_Limited https://allied.direct.abl.com.pk/allied.proxy/ Annual Report of Allied Bank of Pakistan 2012 http://www.indiastudychannel.com/resources/116916-Programmed-Non-ProgrammedDecisions.aspx

 http://books.google.com.pk/books?id=xWxmFNMKXhEC&pg=PA185&lpg=PA185&dq =programmed+and+nonprogrammed+decisions&source=bl&ots=tLXUCmfyDc&sig=9c Hp_qOF_r_Y5ELiYeeHMZQeyA&hl=en#v=onepage&q=programmed%20and%20nonprogrammed%20decisions& f=false