Recruitment and Selection policy

Recruitment process:
Recruiting is a more complex activity than most managers think it is. Recruitment efforts should make sense in terms of the companys strategic plans. Some recruiting methods are superior to others, depending on who you are recruiting for and what your resources are. The success you have with your recruiting actually depends on non-recruitment HR issues and policies. There are several internal and external sources of recruiting the right candidate for the organization, like: Finding internal candidates. Rehiring. Succession planning etc. Advertisement Employment agencies Executive recruiters. Referrals etc. In Allied bank: In Allied bank the major source of recruiting employees is advertisement in the newspapers. Both types of sources of employment are being practiced in this bank. Selection process After building a pool of candidates, the next step is to screen out the best candidates according to your requirement by using various testing tools and techniques. Careful selection of employees is an

important issue because of three main reasons; which are given below: Employees with the right skills and attributes will perform more effectively. Internal Sources. External Sources. 30 The cost of making a wrong hire can become exorbitant considering the time and money invested in the selection and training process. The legal implications of incompetent or negligent hiring. Here are some testing tools & techniques that are used in the selection process: Test of cognitive abilities Test of motor and physical abilities. Measuring personality and interests. Achievement tests etc.

Testing in Allied bank:

In Allied bank, IBA test is conducted of all those employees who have appeared in recruitment process to screen out the best candidates. IBA written test consist of English, Math, General/Computer Knowledge and Intelligence part based on multiple choice questions pattern, with negative marking in case of wrong answer. After testing of the candidates, the next step is interviewing of those candidates that have passed the IBA written test.

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Interviewing Candidates:
After testing the candidates, the next step involves conductinginterviews of the best candidates. An interview is the procedure designed to obtain information from a person through oral to oral inquiries. Managers use several types of interviews in the work settings. There are basically three main types of interviews; selection interview, appraisal interview and exit interview. Managers use various techniques for conducting the selection interview; such as:

Structured or unstructured interviews Stress interview Panel interview Computerized interview Mass interview etc.

Interviewing in Allied bank:

In Allied bank, panel interview is conducted to screen out the best candidates for the job. Here; from the pool of the candidates, who have appeared and cleared IBA written, interview by the panel of specialist is conducted. All those candidates; who have cleared this interview are then posted to the vacancies they have applied for or that meet the skills and abilities of the selected candidates. After selecting the candidates by using various testing and interviewing techniques; the next step is to train

those candidates who are selected in this process. 32

Training, Retraining and Development approach Training:

Training is a job-oriented activity. It provides or improves specific skills for the current job. A manager may be trained in communication skill to improve reading, writing, listening and speaking. A technician may be placed in a factory to acquire jobrelevant skills in a computerized machine. It makes a person fit for the present work through updating or upgrading of skills. While in Allied bank training period is for 6months.

Retraining:

For the improvement of employees due to advancement of technology. Retraining is only possible when workforce possesses a sound general education and has already been trained of broad line skill. But in Allied bank they conduct seminars for this purpose.

Development:

Development is a concept-oriented preparation for human relation, problem solving in structured or unstructured situation. It provides conceptual skill to employees. There are two types of training approaches. Off-job training approaches On-job training approaches
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Off-job training approaches

There are further types of off-job training approaches.

1. Occupational Training schools

There may be an individual who is aware of his insufficient skills, at hand, as compared with those required by the work place. Such a person may be provided desirable job-oriented skill training by a school. The training school may be in public or private sector. The individual would opt for training programs in the respective skills.

2. Cooperative Education
A cooperative education programs are a feasible vehicle of creating and sustaining liaison between the institution and the entrepreneur. College provides conceptual framework while the enterprise engages the strident with work experiences.

3. Vestibule training

An employee may not be placed on actual workbench because of the pressure of work, efficiency of the already trained manpower and quality controls. A separate simulated workplace is identified to house the learners. It may be an inservice training school established by the organization.
On job training approaches

1. Apprenticeship
A group of potential employees is inducted to hobspecific training under the guidance of matured and skilled personnel. If it is provided first time to a trainee, it is initial training that includes induction training as well.

If trainee has already initial training, then it is only the induction training provided through apprenticeship. The apprentice is paid subsistence money to manage boarding, lodging and daily needs.

2. Coaching
A coaching is an instructor of skills. Coaching teaches skills on the basis of one-to-one personal contact between the trainee and the trainer. It is an equally useful training method for managers 34 and non-managers in business, industry, education and government. Allied bank includes training after 6 month probation for final evaluation of candidate, candidate goes to Islamabad (national institute of business and finance) for one week training then he is employed.

3. Mentoring
A mentor means an experienced and trusted adviser. Mentoring is an advanced form of coaching designed for potential managers, of various levels, in conceptual skills. In Allied bank for this purpose seminars are conducted.

4. Job Rotation
An employee is shifted from one position to another, at lateral level from one job to a similar of differentiated and diversified work, preferably, in ones own discipline. The similarity of elements in the previous and new jobs helps the trainee in acquiring the new skills. In Allied bank this situation is already

existing.

5. In-Basket Training
The trainee is attached with a senior person. The trainer provides the trainee a basket containing official documents, i.e. memos, letters, reports, etc. The trainee studies these documents and learns about that level of management.