INTRODUCTION

On 25th of august 1941, Habib Bank inaugurated its operations with the banks first branch in Bombay (now Mumbai). In 1947 Karachi saw its first commercial bank of the newly formed Islamic Republic of Pakistan, when the bank shifted its head office there. Through out the decades, HBL has held the mantle of a dynamic leader, by adding values to the lives of its customers. Today HBL has more than 1,425 branches in all over Pakistan and present in 26 countries across five continents. At present The Agha Khan Fund for Economic Development (A.K.F.E.D.) has 51% of HBLs shares while the other 49% of its shares are in the hands of the Government.

TYPE OF ORGANISATION
Habib Bank is basically a service industry. It was HBL that introduced products such as credit cards, ATMs, Traveler Cheques, etc., to the Pakistani market. Habib Bank caters the needs of millions with its quality products and services.

ORGANISATIONAL LEVELS
Habib Bank has the following organizational levels: Top Managers Middle Managers Front Line Managers

TOP MANAGERS:
The top managers include: 1. The Chairman 2. The Board Of Directors 3. The President (CEO)

MIDDLE MANAGERS:
The middle managers include: 1. The S.E.V.P (Senior Executive Vice President) 2. The M.M.C. (Manager Management Committee) 3. The Regional Chief

FRONT LINE MANAGERS:

The front line managers include: 1. Manager Operations 2. Manager credits 3. Branch Managers

DIFFERENT ROLES PERFORMED BY DIFFERENT LEVELS OF MANAGEMENT

TOP MANAGEMENT:
The top management performs the interpersonal roles to illustrate the Chairman plays the role of a figurehead while the president (Mr.Zakir Mahmood) plays the role of a leader who motivates and directs etc.

MIDDLE MANAGEMENT:
The middle management plays the role of a bridge between the top management and the front line or lower management. It makes sure that the decisions made by the top management are properly implemented. It also monitors the ongoing activities in the organization and does Training Need Analysis (T.N.A.)

LOWER MANAGEMENT:
The lower level management or the front line management, which include branch managers, officers, assistants, subordinates etc., act upon the plans made by the top management and the middle management and serve the customers and thus increase the productivity and profit of the organization.

MANAGEMENT SKILLS
HABIB BANK has different skills as service industry. Their skills are efficient and effective from upper level to lower level management.

UPPER LEVEL MANAGEMENT SKILLS

The top management (C.E.O, President, G.M) is highly experienced and has vast knowledge. The top management is elected according to their qualification, experience and past performance. It is related to internal and external environment. The top management plans and the lower level management conduct the implementation.

MIDDLE LEVEL MANAGEMENT SKILLS

It consists of regional management level. The managers have skills to supervise and lead the organization to success. Regional means its branches, which are 23 over the country. The managers implement the plans and also organize the way to achieve the objectives and goals of organization.

LOWER LEVEL MANAGEMENT SKILLS

Lower management is qualified, has some experience and has knowledge about the work, which they are required to perform. They are related to technical work and have knowledge about the procedures. The bank has engineering, computer and accounting.

MANAGEMENT SYSTEM
The management system has responsibility to make decisions in order to accomplish the banks goals. Bank has hierarchy in making decisions. Most important (financial, economic etc.) decisions are made by top management. They consider the alternatives available and the proposals from the branch managers. Choose the best alternative and ask their managers to implement the decision process. The middle management has responsiveness to implement and the lower level management uses their technical skills. Higher-level management has closed system to manage their goals. They have a meeting and plan their future development. It is an open system for lower and middle level management.

HBLS MISSION
To be recognized as the leading financial institution of Pakistan. A dynamic international bank in the emerging markets. Providing our customers with a premium set of innovative products and services. Granting superior value to our stakeholders shareholders, customers and employees.

CORPORATE SOCIAL RESPONSIBILITY

Bank is interested in doing social work keeping their interest and profit in their mind. It has sports division which includes their hockey team, cricket team and table tennis teams etc. Bank has done charity funds and helping the poor and deserving people. Bank provides the long terms and short-term loans.

BANKING IN VILLAGES
Habib bank has their branches in villages. Instead of thinking their profit and loss, they are continuously working for the poor people. They are facilitating the villagers and they face enormous problems just for the people benefit. They have provided the money to the government of sindh for recreating the I.I chundigar road.

Code of Ethics in Habib Bank Limited

(Moral Values which integrate in Habib Bank)

HBL is firmly grounded with a corporate philosophy that incorporates five solid values which each individual associated with the bank abides by.

Humility
HBL staff encourages a culture of mutual respect and treat both their team members and customers with humility and care.

Integrity
For the staff, integrity means a synergic approach towards abiding our core values. United with the force of shared values and integrity, they form a network of a well-integrated team.

Meritocracy
At every level, from selection to advancement, they have designed a consistent system of human resource practices, based on objective criteria throughout all the layers of the organization. They are, therefore, able to achieve a specific level of performance at every layer of the organization.

Teamwork
HBL team strives to become a cohesive and unified force, to offer the customer, a level of service beyond his expectations. This force is derived from participative and collective endeavors, a common set of goals and a spirit to share the glory and the strength to face failures together.

Culture

of

Innovation

We (Habib Bank Ltd) aim to be proactively responsive to new ideas, and to respect and reward the agents, leaders and creators of change.

Objectives of the Bank

i. ii. iii. At Habib Bank, we aim to ensure customer satisfaction by providing high quality banking services. Habib bank aims to be proactively responsive to new ideas, and to respect and reward the agents, leaders and creators of change. In their quest for excellence, they strive to meet the needs of both their customers and their employees. According to the Organization, the top-level management develops objectives, which are then implemented by the middle level managers and the lower level management works on these objectives to ensure their fulfillment. So its an ongoing process of creating, implementing and working of the whole staff to satisfy the consumers and customers of Habib Bank Ltd. as well as enhancing its image in the global arena.

Importance of Objectives
The Habib Bank Annexe branch HR Manager strived on the need of objectives by saying that they are the best guides in any organization. They guide the top management in leading their subordinates towards the goal of the organization; they help all concerned authorities to enhance the image of the organization locally and internationally. Not only had that if firmly established, objectives serve as the stairway to the achievement of the purpose of organization, which is the very basic reason of its existence. Another important view conveyed by the Manager was that in any organization, objectives must change with the passage of time in accordance to the changing environment, values, market conditions and others factors too.

How Objectives are developed in Habib Bank

The first thing we were told in this regard was that objectives are defined keeping in view the present scenario of the state. As mentioned above Habib Bank considers the environment, values of masses, and the analyzing of needs of people, as a vital factor in objective development. Launching new products is more than often considered, and most importantly ideas and innovations of their competitors are thoroughly analyzed and evaluated while setting the Organizations objectives. When asked about how the objectives are developed, we were answered in a professional manner and every single step was simplified presented to us. The whole procedure is comprehensively defined as follows: i. ii. iii. iv. First of all the big bosses analyze the situation of the market whether its profitable or suffering downfall Then the needs of the common people as well as the elite class are determined and considered Discussions and meetings are regularly held to minimize any risk of loss to the bank Another step which is put into practice only when the organization feels its a much better option is that renowned executives are called from multinational organizations to evaluate the ideas of the internal executives and comment and suggest on their progress Lastly after all these evaluations are properly carried out only then the objectives of the organization are clearly defined Thats not the end as these objectives are transferred from the top management to the middle and lower level sectors and every individual is assigned a specific goal which when accomplished individually helps as a whole in reaching the main GOAL of the organization.

v. vi.

Habib Banks business in the Global Arena

Habib Bank has more than 68 branches through out the globe. Over 26 countries have branches of HBL. Best results come from the Middle Eastern Countries, U.A.E and U.K. Internationally its aim is to serve the Pakistanis working abroad. It proves to be a grand link between people who want to transfer money back home. Habib bank is not looking currently for too much international involvement, firstly they want to dominate the banking sector nationally, and then the next step would be to cross international hurdles.

Guidelines f or Establishing Objectives

HABIB BANK has considered some of the guidelines on the basis of which they have developed their objectives. First of all they consider their goal and their aim on the basis of which they set their objectives. They focus on the people factor within the bank .Do them ability to achieve the goals? If the employee works according to their objective, they give him/her a time period. Employees have the time period to accomplish the objective. They specify the written objective, which is given to each employee within the organization. They only consider the people factor as a guideline so they easily achieve the goals. They kept the international laws in their mind while establishing the objectives.

Management By Objectives (MBO)

HABIB BANK does not use the MBO factor as such but they believe that their management cannot run without objectives. As habit bank is widely spread into its regions and branches so the task are divided according to the size of the branch. The main branch calls a meeting in which the managers from different branches are called with their proposals. Managers proposals

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are recorded and reviewed. Manager is given the task to implement in their branch. Rewards are awarded to the selected people who have achieved their set goals. Rewards are usually are in the form of cash or sometimes they are encouraged verbally. No promotion is given to those who got late in achieving the banks objectives. Their alary is detected. Major task are given to branch managers, which are divided into the subtask. Subtasks are given to the sub-ordinates. Rewards are awarded to the employees who have accomplished the task given to them.

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PLANNING IN HABIB BANK

HABIB BANK does make proper planning before starting any project. According to the vice-president of credit department, Planning is a route, following the route, the goals and objectives of the bank can easily be achieved. Two years back, they had a technology problem. Old employees do not about the usage of computer so their board of directors and CEO sat together to solve the problem. They Planned that those employees who can learn the computer, they will be remained as employee, but those who cannot come across with the technology change, they will be given the golden handshake. Their purpose of planning is to achieve their goals in a sequential method. As the technology factor was occurred then they planned to inject the new blood within the bank that can lead the bank to the success.

Purpose of Planning
For Habib Bank Ltd., planning is a way to handle future challenges and problems. Planning is primarily done to minimize risks in the business as well as to capture most of the markets business. HBL also believes in this theory and it desires to be the leading bank of Pakistan. For this purpose, planning is mandatory. So the main purpose of planning in the eyes of HBL is to survive in the future and face the challenges with prepared strategies.

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Advantages of Planning
It creates a co ordination within the employees so they easily implement the planning. The employees are more focused on the objectives. Implementation becomes easy and the line staff is well defined about the work. Employee has the clear vision about the goals.

Disadvantages of Planning
He says that there can be a risk factor involved. As they tell about the planning to their employees if any employee is not loyal to the bank then he/she realizes the planning to the outsider, then it will be a big blunder for the bank. Bank can face an unexpected situation for which they did not plan.

Planning Process
Whenever the problem occurs in the bank, a meeting is called in which they think of the solution of the particular problem. Mangers from the branches are called in the meeting and they present their proposals for the problem. The top management usually does the planning. They have planned to extend the on line banking. They have 350 online branches right now and thinking to extend it unto 1500. Bank gathers feedback from different branches. About their progress, gathers the information of the Market trends. Bank focuses on the customers satisfaction

Role of C.E.O. in Planning

The CEO monitors the whole bank during planning. He controls the bank whenever it faces a crisis situation. He checks whether the organization is heading towards the right path or not, more specifically towards the

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achievement of organizations goals. He is involved in all plans of the organization and in many cases he does the planning all by himself. The CEO has the authority to accept or reject the proposals of their managers. He interferes in difficult circumstances and holds the authority to keep a check on the progress of the employees to know where the organization is going. Sound planning always comes from competent C.E.O.

Definition of Plans in HBL

HBL defines plans as the ways to achieve the goals of the bank. It states that plans are different methods and techniques, which an organization adopts in order to accomplish its mission.

Planning Tools
Habit bank uses the forecasting tool. They predict the future environment and their plans will affect the market. They focus on the valuable customers and facilitate them more rather than their others customers. They invest in those industries where they see the charm or profit. If they give the loans to the customers with whom they are not familiar or do not know him/her financially so it will be a wrong decision.

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Decisions in Habib Bank

In HBL, decision is regarded as the best option chosen. A decision is made when more than one alternative are available. HBL tries to make marvelous decisions and achieve its objectives.

Types of Decisions
There are two types of decisions as seen by HBL: I. Programmed II. Non programmed

Programmed Decisions: These include decisions regarding projects; customer services rules and many more. As in undergoing projects, everything is pre-defined and clear, the bank has decided well before time what will be the finance of the project, where it will be implemented and how long will it take to start. Same is the case for customer service providing as to which customers should be dealt and which not. All these decisions stand in the queue of programmed decisions. Non-Programmed Decisions: These are the decisions, which must be taken in exceptional cases, critical situations or against the established principles of the organization. They arise when the bank faces a situation where it has to review its rules or programmed decisions. The top-level management of the bank, sometimes with the coordination of middle management, makes these types of decisions.

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Scope of Decisions
Habib bank has divided the decision-making authority into its committees, regions and departments. The scope of decisions depends upon the nature of it. Finance related decision is taken by the finance committee of Board of Directors; an organizational development related decision is taken by the HR and organizational development committee and so on. In this way, there are different sectors of decision-making. On the whole, the Board of Directors makes most of the decisions, which are then flowed to the bottom. As far as routine and regular decisions are concerned, the middle management is able to take decisions on their own.

The Decision Making Process

The process of decision-making in HBL mainly resides on the top-level management. The Board of Directors takes all major and crucial decisions, which are then implemented at all levels. There is no tradition of concerning the employees when making decisions. However the middle management is sometimes called in conferences to present their ideas and views. The Chairman still remains authoritative of which decision to take. When a decision is finally taken, all levels are informed about it and tasks are distributed.

Decision Making Tools

In HBL, there are no specific decision making tools implemented. The most important factor when making a decision is said to be research, analysis of the concerned sector, as well as historical records of the department. These are the main considerations, which are followed when a decision is to be made. Otherwise there is not any decision making tool used at HBL.

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Strategic Planning
Habib Bank refers to Strategic planning as: Long range planning that focuses on the Organization as a whole. It means that those plans that are not restricted to anyone area of the organization; they are aimed at achieving things listed in the mission statement. The Directors at Habib Bank Limited are responsible for making sound strategies. Habib Bank limited has always had the vision of the future while making any strategies. Their strategies are focused on a time period of 8-10 years, which they keep on reviewing from time to time. These strategies keep them on their mission and helps employees stay more dedicated in contributing to organizational goals. Any Strategy formed is aimed at guaranteeing customer satisfaction & incrimination in profit of the Organization. Habib Bank has always led the Banking sector in Pakistan and will keep on doing so with the help of distinguished strategies. Habib Bank has qualified personnel who assist in strategic planning.

Strategy Management Process

The People at Habib Bank always keep in consideration that a particular strategy is beneficial for the organization as a whole or not. They keep the cost incurred on the strategy in mind and decide whether they should continue the same pattern or not. Habib Bank has a broad mission statement and they try their best to keep on the track lead by that statement. HBL also has the record of avoiding undue risks while working at a strategy. Sometimes they have to give up their short-term advances, while looking at the big picture. They are keen to develop a Sound organizational Strategy that caters all aspects of the corporation and are willing to tackle any hindrances in its way. HBL regards Strategic Management Process as the way to boundless success. This process consists of in-depth study of the current scenarios of the market.

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Impact of Environmental Analysis on Strategy Formulation

With out having a complete analysis of the surrounding environment, a meaningful organizational strategy can never be formed. Habib Bank has to keep all the factors in mind before jumping to any conclusions. The regulations laid down by State Bank, the regulations laid down by IMF, World Bank e.t.c. Habib Bank also has to consider the economic condition of the country, whether any long-term investments would be feasible or not. Cultural and Social issues are not left behind while making a concrete organizational strategy. Currently Habib Bank wants to promote Online banking which will result in efficient money transfer in the future, but factors such as lack of access to Internet are restricting from that to happen. Habib Bank also has to consider what its opponents are providing to the people, because if they were lacking way behind them, it would result in total disaster. Habib Bank also keeps a close eye on the satisfaction levels of the customers as well as the employees. The Bank has always tried to fight of international competition, trying to prove as a trendsetter, which has always asked a lot from the organization.

Strategy Formulation Tools

Habib Bank values its previous records to give a clear picture of the future. By the help of

those crucial records, forecasting of the future becomes easier. In Habib Bank, forecasting has proved to be the most useful Strategic formulation tool. Forecasting also requires constant attention, because it may be so that the prediction went totally wrong resulting in overall failure. Other tools like SWOT analysis, Business Portfolio analysis etc are not that commonly used in Habib Bank. Credit Commission uses SWOT analysis, but in making organizational strategies, it is not used. It also depends on the Current scenario, which tool would prove to be most beneficial. The aim of any tool used is the same, to ensure organizational success.

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Insight into Tactical Planning

Tactical planning is relatively short term in nature than strategic planning. Here the plans are focused on short term objectives and are reviews of the strategic plans. Organizational goals are kept in close consideration and middle managers are directly involved in the process. These plans are restricted to a time period of nearly a year. The planners notice day-to-Day happenings as well.

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IMPORTANCE OF ORGANIZING
Organizing, according to HBL is a very significant factor in an organizations success or even survival. No organization can survive in the modern era without a proper organizing theory and process. It is one of very basic needs of modern business. According to Habib Bank Limited, organizing is a process similar to planning, the only difference being that planning is setting goals while organizing is using all the best available resources to achieve those goals. HBL strives for organizing every kind of its resources in the optimal way so that the achievement of its objectives becomes an easy task.

The Organizing Process in HBL

HBL believes in efficient and effective organizing. Its main focus is on generating good resources in every field and utilizing them in the best favor of the Bank. The process of organizing runs from the top level i.e. from Board of Directors to the grass root level of the organization. The steps of organizing in HBL are summarized below: First the chairman of board of directors presents his views on how to distribute the main jobs. The main objective of the bank is kept in mind at this, infect at every step. Then the Board of Directors decides mutually with the Chairman how to divide major tasks into small managerial activities. These individual tasks are passed on to the middle management. These managers now set directives and tell individuals what they need to do.

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Output Main objective of the bank Board of directors divides tasks into managerial activities Middle managers tell individuals what to do Continuous check on the organizing strategy

Organizing Process Input (Part of the organizations input) People Capitol Raw material Machines (technology)

In the end, there is a continuous check on whether the implemented allocations are paying off or not. In this way, the bank sticks to its high standards of quality services and customer satisfactions.

Organizing Subsystem

Sound organizational strategy leads to achievement of organizational objectives

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Responsibility, Authority and Delegation

Responsibility refers to those tasks and activities that are supposed to be performed by an individual. The act of accepting a job means that the person is obligated to a superior for the accomplishment of his job activities. In Habib Bank Ltd., responsibilities are well defined and the appropriate authority is also given to every individual. This is carried out to ensure that when a person is assigned a job, he doesnt have to run to his supervisor again and again for grantment of authority. The person is given all the authority necessary for performing that job. This leads to a balance between jobs assigned and tasks done. Also in HBL, sometimes it becomes crucial for the supervisor to delegate an additional task to his subordinates, which is called delegation. Hence there is a systematic approach in this regard. After delegating authority, the supervisor holds the right to question the subordinate of his performance and how he used his authority. Responsibility: In the bank, job description is equally defined and elaborated, but verbally only. Jobs are clearly divided, managers are told what they are required to do and responsibilities are accepted. However all these processes are done without paperwork. When individuals were asked about these matters, they too replied in the same way. So it can be said that although verbally, but every individual is informed of his duties. Authority: In HBL, authority is given according to the responsibility and delegation given. Authority primarily includes line and functional authority whereas staff authority does exist in the organization but in an informal manner. It means that there are no boundaries set about staff authority, coworkers and individuals at the same level are allowed to guide each other and help in solving their problems. Delegation:
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Delegation exists in the bank because of its huge structure. Different tasks are delegated to subordinates and they perform them with usual concern.

HUMAN

RESOURCES IN HABIB BANK

LTD.
Human resource of any organization plays a pivotal role as the productivity in an organization is determined by how human resource co-ordinates & inter relates the management system resources& use them for the management system goal attainment. The human resource system in Habib bank limited involves the following sequential steps: 1. Recruitment 2. Selection 3. Training 4. Performance appraisal

RECRUITMENT
In the recruitment process the human resource department does the job analysis, which is aimed at determining the job description & job specification. Two sources are used by human resource to fill a position. They are: 1. Sources inside the organization 2. Sources outside the organization SOURCES INSIDE THE ORGANIZATION

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Habib bank doesnt maintain a human resource inventory system, instead it circulates memos & places notices on the notice board within the organization so that employees who think they are eligible for the job apply for it. SOURCES OUTSIDE THE ORGANZATION Habib bank limited also uses the sources outside the organization to hire substantial employees. These sources include: Employment agencies Competitors Educational institutions Certain publications

SELECTION
The second major step involved in providing human resource for the organization (HBL) is selection. In the selection process there are two things that applicants must pass in order to be hired. These are: 1. Aptitude test 2. Interview

TRAINING
After recruitment & selection the training department of Habib Bank Limited does the training analysis to develop qualities in human resource that will enable them to be more productive. In the training need analysis the training program is designed, administered & finally evaluated. In Habib Bank Limited training is essentially done through lectures. On job training is also done in Habib Bank Limited so that the employees keep up pace with the rapid growing world.
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PERFORMANCE APPRAISAL
Even after the recruitment, selection & training it is necessary to maximize employees productivity by evaluating their contribution & past productivity towards attaining organizational objectives. This is done by performance appraisal. Habib Bank Limited strictly maintains the performance appraisal system. The performance appraisal in Habib Bank Limited is given to employees in the form of critical-form Essay.

ORGANIZATIONAL CHANGE IN HABIB BANK LIMITED

The major organizational change (structural change) in Habib Bank Limited took place in 1997 when the whole bank was divided in to two groups, namely Corporate Banking Group and Retail Banking Group. In the same year Habib Bank Limited also announced the golden shake hands in which there were many layoffs (people change).

MANAGING CHANGE
The management committee of Habib Bank Limited made organizational changes in 1997 to increase productivity and to keep up with new technological advancements. They divided the whole organization in two groups so that each group becomes more focused and hence increase productivity. Secondly they announced thousands of layoffs so that they can hire fresh blood in their place, youngsters who are more at ease with new technology as they are not resistant to change. The management knew that to manage this change was an uphill task but if they would remain committed they would be able to manage the change and now after nine years the consequences of the organizational changes made in 1997 tell us that those changes have made the organization more profitable and that the management of Habib Bank Limited has been successful in managing the change.
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FUNDAMENTALS OF INFLUENCING AND COMMUNICATION

In order to guide the activities of organizational members in apposite direction influencing and communication play pivotal roles. In Habib Bank Limited influencing involves management activities such as motivating, leading and considering groups. All these activities are inter-related. Managers at H.B.L. accomplish these influencing activities by communicating with the staff. So, essentially sound communication system plays a vital role in Habib Banks successful endeavors.

INTERPERSONAL COMMUNICATION
Interpersonal communication in Habib Bank Limited is of two types: Formal organizational communication Informal organizational communication

FORMAL ORGANIZATIONAL COMMUNICATION:

The formal organizational communication in Habib Bank Limited is a blend of downward organizational communication, upward organizational communication and lateral organizational communication that is why although a huge organization H.B.L. has a sound communication system with in the organization.

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INFORMAL ORGANIZATIONAL COMMUNICATION

Although the management of Habib Bank Limited encourages formal communication, at the same time it also endorses informal communication. It is used occasionally with in the organization. Top executives do not influence it. Habib Bank Limited also has a grapevine; it is a single strand grapevine that distorts the actual message.

MOTIVATION PROCESS
The management committee of H.B.L gives a lot of importance to motivation since it is motivation that causes the behavior in organizational members that ensures the accomplishment of a certain objective. The employees at H.B.L. dont only get intrinsic rewards but are also given extrinsic rewards (promotions, increase in salary, cash rewards e.t.c.)

THEORIES OF MOTIVATION
Essentially in Habib Bank Limited the management practices the Need-goal theory, which says, that felt needs cause human behavior.

MOTIVATING ORGANIZATIONAL MEMBERS

In order to motivate its employees the H.B.L. management uses various theories. These theories include Managerial Communications, Job Design (job rotation, job enlargement, and job enrichment), Behavior modification, monetary incentives, non-monetary incentives and Likerts management systems (system 3).
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Leader V/S Manager

According to HBL, leading emphasizes mainly on behavioral issues of the members of an organization whereas management involves both behavioral as well as non-behavioral issues. In this sense, therefore HBL says that a manager has to monitor and coordinate many more activities than a leader does. One of the HR Manager of the organization replied to this question that a leader can be a manager but the other way round is not possible. Also that management has a very vast area of dealing as compared to that of a leader. Hence the management of HBL does believe in the fact that they are two different things.

Leader Behavior
Habib Bank Ltd. believes that the behavior of a leader should be of concern, involvement and care towards the subordinates. He must be able to motivate them to perform above expectations whenever required. He must possess qualities like nice behavior, politeness, and he has the skills for successfully bringing any change in the attitude of people inside the bank. The leader must possess a morally high personality. He should be willing to give sacrifices of his own interests in the benefit of the bank. The leader in an organization must be fully informed of all the happenings of the market and must keep his organization equivalent to that. Not only that, the personal knowledge of, relevant as well as irrelevant matters is an important factor in the eyes of the bank and it matters a lot for the bank.

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Women as Leaders
When we asked this controversial question from the HR manager, he replied that there are a few women leaders in the bank as in the SEVP and Group Executive committee. The HBL team really wants to see women progressing and achieving high position in the society. The bank has allocated a small percentage of jobs for women. The bank believes in women leaders but according to the management, one of major factors that dont let women step out of their houses and perform extraordinary tasks is our cultural values and customs. These customs literally dont let women step up and revolutionize the world. In short the bank recognizes the fact that women can be leaders and in some exceptional cases they even perform better than men.

GROUPS IN HBL
There are mainly two kinds of groups prevailing in the bank. One is the formal group, which is formed by the management, which follows the organization chart structure for processes and tasks. In this group, the communication is also formal and there are very little personal relationships developing in this kind of group. On the other hand is the informal group. According to the workers this group is usually beneficial for the new comers and inexperienced employees because they can acquire the help of the experienced veterans and solve their problems. These kinds of groups also prove significant when some orders or policies are to be brought in the bank. The news is given to an individual and he discusses it with his colleagues. In this way, the reactions of the employees suggest whether to float that policy or not.

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Managing Work Groups

At HBL, work groups are organized and managed by the supervisors of the groups. The first thing considered is the type of work the group is performing; the supervision is done in accordance to this work. Then the group members are told what they are supposed to do and every individual is assigned a specific task. This is done considering his area of expertise. When the group starts working, the supervisor keeps a check on its performance in collaboration to the banks established objectives. The HBL uses this strategy to manage its work groups.

Understanding People
Attitude and perception of the employees of Habib Bank Ltd. is a concern of the related manager. The branch managers mainly do this task because they are responsible for the performance of the workers of their branches. Hence they are also the ones to help people change their perception and attitudes.

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TYPES OF CONTROL
In HBL the main types of control are: Pre control Concurrent control Feedback control The bank performs the precontrol as it sets cost limits, areas to invest and stuff like that. The concurrent control is obviously performed as a monitoring process of the ongoing activities. As far as the feedback is concerned the bank collects the project or problem related feedback from the environmental surveys, researches, questioning customers and even employees suggestions.

Information & Technology

The bank uses desktop pcs for accessing data, records and files. The computers look to be in good condition and working well. The bank keeps the records of its employees in the computers too. All these data volumes become massive so there is regular upgrading of all the systems. Addition to this, all the printers, scanners and other machines are well maintained and are taken care by the management. The bank has a huge line of ATMs where touch screens are used. These are the technologies used by the bank.

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CONCLUSION
Our suggestions To Habib Bank

We ourselves being students of management have come to a conclusion that Habib Bank plans way too much for the future. They plan for around 10 years at once. This behavior may restrict them from gaining advantage from the changing situation and environment. We have also studied that Nothing is permanent but change On this statement we think that they should limit their plans to a period of 23 years which will result in adapting to change in trends, consumer needs and competitors e.t.c. We also came to know that Habib bank has over 1500 branches, and their co-ordination has become a problem. Our suggestion is that, if they want to utilize their resources to the extreme they should try and make their structure more flat. It will result in quicker means of communication between different levels of organizational members and also in quicker means of achieving goals. Overall the Organization has progressed a lot in the recent past and will be one of the leading banks in Pakistan in the years to come. The bank has done a lot to maintain its positive image in the eyes of its stakeholders which always results in gain in monetary terms or otherwise. We also think that the bank in current hands will reach new and greater heights and will be as a role model for all the upcoming banks in Pakistan.

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