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RETAINING & MOTIVATING EMPLOYEES By: Dr. Razi Azmat Head Human Resources - HBL

RETAINING & MOTIVATING EMPLOYEES By: Dr. Razi Azmat Head Human Resources - HBL 6 TH November 2008. WHAT IS MOTIVATION. Inner force that drives individuals to accomplish personal and organizational goals. WHAT IS MOTIVATION. Employee’s Point of View: Productivity Paycheck

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RETAINING & MOTIVATING EMPLOYEES By: Dr. Razi Azmat Head Human Resources - HBL

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  1. RETAINING & MOTIVATING EMPLOYEES By: Dr. Razi Azmat Head Human Resources - HBL 6TH November 2008

  2. WHAT IS MOTIVATION Inner force that drives individuals to accomplish personal and organizational goals.

  3. WHAT IS MOTIVATION • Employee’s Point of View: • Productivity • Paycheck • Job Satisfaction

  4. WHAT MOTIVATES EMPLOYEES TO STAY

  5. MANAGERS ROLE IN EMPLOYEE MOTIVATION

  6. TOP TEN MOTIVATORS

  7. NEED FOR RETENTION? Continued industry/ job growth +Mass exodus of baby boomers + Less skilled industry workers Shortage of talent & Increased turnover

  8. RETENTION SCHEMES AT HBL

  9. RETENTION SCHEMES

  10. THINGS WE ARE DOING DIFFERENTLY ….

  11. THINGS WE ARE DOING DIFFERENTLY

  12. INTERNAL JOB POSTINGS

  13. INTERNAL JOB POSTINGS

  14. CAREER PROGRESSION PLAN

  15. Career Progression Plan

  16. CAREER LADDER – Cash Officer To Branch Manager A strong sense of direction coupled with responsibility, boosts motivational levels and enhances performance & productivity 5-6 Years GROWTH OPPORTUNI TY After relevant Rotation, Training & experience in various branch banking area’s, a Cash Officer/Junior Officer can grow into a Branch Manager position in a period of 5-6 years, accomplishing greater responsibility and challenge. 4-5 Years The growth ladder is directly proportional to the increase in the skills & the competencies which leads to a managerial position of a certain Branch function. (eg: Manager Credit, Manager Operations etc.) 3-4 Years Hands on experience in cash & front line operations will lead to career development in a specific area of interest within the branch (e.g. Operation Officer, Credit Officer, Marketing Officer etc.) 1-2 Years Rotation within cash areas in a branch for learning and skill development in different areas (e.g.. Cash Payments, Cash Receipts etc) START Placement of Cash Officer/Junior Officer in the Branch after training Branch Manager Officer CAREER LADDER

  17. MENTOR MENTEE PROGRAM

  18. PURPOSE OF THE PROGRAM .

  19. CULTURAL TRANSFORMATIONAL INITIATIVES

  20. CULTURAL TRANSFORMATIONAL INITIATIVES

  21. SELF & PROFESSIONAL DEVELOPMENT THROUGH TRAINING

  22. NEW LEARNING VEHICLES IFC PROJECT TECHNICAL TRAINING SOFT SKILL TRAINING TRAINING INITIATIVES

  23. IFC PROJECT Developing a world-class training institute equivalent to International Standards

  24. NEW LEARNING VEHICLES – For Employees

  25. SOFT SKILL TRAINING Training at Executive Level Training at Middle Management Level Internal & External Training programs on Customer Service, Sales, Relationship Management skills etc Training for Fresh Graduates & Batches IESE / HARVARD / OTHER RECOGNIZED INSTITUTIONS LUMS / OTHER REPUTABLE TRAINERS INTERNAL & EXTERNAL TRAINING INTERNAL & EXTERNALTRAINERS

  26. TECHNICAL TRAINING PROGRAMS Fresh Graduates, Post Graduates Middle Management CUSTOMIZED TRAINING PROGRAMS - DCGARDNER / EURO MONEY Senior Executives

  27. To keep good employees, you must meet their needs and expectations, and understand what keeps them inspired.

  28. THANK YOU!!!

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