Vous êtes sur la page 1sur 22

Term Report: Business and Labor Laws

PROJECT REPORT
TITLE: “HR DEPARTMENT OF DUBAI ISLAMIC BANK”

SUBMITTED TO

MR AFZAL JANJUA

SUBMITTED BY

ANUM KALEEM SIDDIQUI

(SP08-BB-0023)

SANIYA ASHIQ ALI

(SP08-BB-0101)

COURSE TITLE

BUSINESS AND LABOR LAWS (SECTION D)

TABLE OF CONTENTS
1. Letter of transmittal 3
2. Acknowledgement 4
3. Methodologies 5
4. Executive summary 6
5. Mission 8
6. Vision 9
7. Values 10
8. History 11
9. Introduction of DIBP 12
10. Introduction to Human Resources Department 13
1

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

11. Functions of Human Resources Department 15


12. Importance of HR department 16
13. HR for mangers or employees? 18
14. Analysis of questionnaire 20
15. Conclusion 23
16. References 24
17. Appendix 25

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

LETTER OF TRANSMITTAL
March 20th, 2008
Sir M. Afzal Janjua,
Mohammad Ali Jinnah University,
Department of Business Administration
22-E-BLOCK-6
P.E.C.H.S, Karachi

Respected Sir,
We herewith present our “Term Report” assigned by you as a requirement
of our course “Business and Labor Laws” on the HR Department of Dubai
Islamic Bank and implementation of legal policies in the Bank.

This report is the result of work completed at the Dubai Islamic Bank,
Clifton branch. In the course of this work we got a lot of information
regarding the actual working and use of HR strategies in a bank.

Through the project report, we were given the opportunity to learn much
about all the different parts related to HR and law departments. I feel that
this knowledge will be helpful in future work terms, and in our career.

We thank you for your consultation & guidance in this project ad for
providing us with the opportunity to conduct this project report.
Sincerely,

--------------------
-----------------------

ANUM KALEEM SANIYA ASHIQ ALI

(SP08-BB-0023) (SP08-BB-0101)

ACKNOWLEDGEMENT:

In the name of Allah, the Beneficent, and the Merciful Who gave us
strength and capability to complete this term report. This report is a part
of our course of Business and Labor Laws and is completed by the
combined efforts of Anum Kaleem Siddiqui and Saniya Ashiq Ali.

Nothing is possible without someone’s assistance and support. We are


thankful to all those who assisted, guided and supported us in completing
this report.

First of all, we would like to express our gratitude to our course instructor
Mr. M. Afzal Janjua, who gave us a chance to work on this report and
provided us with all the help and support we needed.
3

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

We would also like to thank Mr. Akbar, senior HR Manager of Dubai Islamic
Bank, Clifton branch, for giving us his precious time and explaining us the
working of their department and the role, working and importance of HR
and law in the banking sector.

Last, but definitely not the least, we are thankful to all our friends and fellows who helped
us by giving their advices and comments which helped us a lot in the completion of this
project report.

METHODOLOGIES

The basic purpose of this report is to give an overview of the working of


HR department and implementation of legal policies at Bank, Clifton
branch.

To be able to construct this report, we discussed the report topic with our
friends, who are studying HR our course book and constructed some
questions out of our study, then those questions were given a form of
questionnaire and the final questionnaire was prepared.

We visited the Clifton branch of the Dubai Islamic Bank and got the
answers of our questions from the Senior Officer of the HR department of
the Bank.

The answers we got from the respected senior officer, Mr. Akbar, helped
us in analyzing and understanding the role of HR and implementation of
legal policies and law in banking sector. This report contains our views
and analysis of the functions of HR department of Bank and how they
implement law in their organization.

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

EXECUTIVE SUMMARY

The Dubai Islamic Bank (DIB), established in 1975, was one of the first
Islamic
banks in the UAE. The bank offers a range of Islamic commercial banking
as well
as investment banking including advisory and asset management. DIB
ranked as the
sixth largest commercial bank and the largest Islamic bank in the UAE in
terms
of total assets, which amounted to AED64.4 billion (USD17.5 billion) by the

close of 2006.

DIB expanded its branch network from 12 branches in 2002 to 50


branches as of November 2008 throughout the UAE. DIB further expanded
its banking operations into Iran, Pakistan and Sudan. The bank has a
diversified portfolio of subsidiaries
operating across various industries including financial services, shipping
and
realestate. Within its corporate banking activities, DIB places special
emphasis on
contracting and real estate financing.

THE Dubai Islamic Bank is the first Islamic bank introduced in Pakistan. It
was introduced in Karachi, Pakistan on March 26, 2008.

The vision of DIB is to be the leading provider of world class banking – the
Islamic way by being the first choice of customers and our employees, and
their mission is to introduce and advance in the use of innovation, talent
and technology.

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

Mission
Innovation, Talent and
technology.

Vision
8

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

Dubai Islamic Bank Pakistan


Limited('DIBPL') will be the
leading provider of world class
banking – the Islamic way by
being the first choice of our
customers and our employees

Values
Trust
Listening
Innovation
Social Responsibility
Fun

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

HISTORY OF DUBAI ISLAMIC BANK


Incorporated in 1975 in Dubai, the Dubai Islamic Bank was the first bank
specialized exclusively in Islamic financing instruments, in the world. The
bank operates all types of financial and banking services in accordance
with the Islamic sharia that prohibits usury.

Following the capital increase conducted in 1998, the Government of


Dubai became one of the major shareholders controlling 30% of the bank.
The branch network included 9 offices in 1998, in addition to the
headquarters. By 2002 the number of branches rose to 16.

Since its formation in 1975 as the world’s first full-service Islamic bank,
DIB has established itself as the undisputed leader in its field, setting the
standards for others to follow as the trend towards Islamic banking
gathers momentum in the Arab world and internationally.

Today, Islamic banking is increasingly recognized as a fairer alternative to


traditional commercial banking and is consequently attracting many non-
Islamic customers – motivated by the system’s inherent commitment to
transparency and ethical values.
That’s why Islamic banking now one of the world’s fastest-growing
economic sectors, comprising close on 200 institutions responsible for
assets estimated at more than $200 billion.

And Dubai Islamic Bank still leads the way, remaining true to its roots as a
customer-centered organization where close personal service and
understanding form the basis of all its relationships. Tradition and
heritage join with a commitment to flexibility, innovation and modernity,
so that customers of every nature are provided with comprehensive
solutions to all their financial needs

INTRODUCTION

The State Bank of Pakistan (SBP) awarded to Dubai Islamic Bank Pakistan
Limited(DIBPL), the license for the establishment of its operations in
Pakistan on Saturday, November 26, 2005. Since then, DIBPL has
undertaken major initiatives to expand its branch network across the
country. Under its consumer banking division, the bank is offering state-
of-the-art Sharia compliant products that effectively compete with those
being offered in the market by conventional banks. This is not the Bank’s
only strength though. It also has expertise in providing Retail, Private,

10

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

Small and Medium Enterprises, Corporate, Investment Banking and


advisory services.

Dubai Islamic Bank (DIB) launched its operations in Pakistan, with opening
of its first branch in the commercial city of Karachi on March 28 by Dr.
Mohamed Khalfan bin Khirbash, UAE Minister of State for Finance and
Industry and Chairman of DIB and Mr. Saad Abdul Razak, CEO of DIB and
other senior officials of the bank. With opening of Shaheed-e-Millat Road
branch, DIBPL network now stands at 25 branches in nine cities and
expected to further expand in coming months.

The Bank has launched Pakistan's first Islamic Visa Debit Card and
introduced financial products covering Home Financing, Auto
Financing, and Depository products.
DIBPL has also introduced Priority Banking and Internet Banking, both of
which are being recognized as benchmark products in their respective
categories. Besides regular banking services, the Bank is committed to
bringing foreign investment to the country. DIBPL's corporate wing has
actively pursued foreign investors and convinced world renowned giants
from the GCC to be part of Pakistan's economy.

DIBPL is a Public Limited company. Its total worth is Rs. 5.1 billion which
will gradually increase to Rs. 6 billion. DIBPL is 100% owned by Dubai
Islamic Bank PJSC (Public Joint Stock Company) and its nominated
shareholders. The parent company is a listed company in Dubai.
WHAT IS A HUMAN RESOURCES DEPARTMENT?
Departments are the entities organizations form to organize people,
reporting relationships, and work in a way that best supports the
accomplishment of the organization's goals. Departments are usually
organized by functions such as human resources, marketing,
administration, and sales.

As in today's business an enterprise is very large so much that it has a


number of its branch all over the world. As the business is engaged in so
many activities so it doesn't have the time to concentrate on things
pertaining to employees. So for this reason there is a department made
'human resources department'. The basic reason of this department is to
work hand in hand with the employer as well as the employee. It has to
manage within the minimum cost the benefits and requirements of the
employees. As there are certain needs of humans which are unpredictable
so an HR department must be active enough to participate in the
changes.

The forward thinking human resource department is devoted to providing


effective policies, procedures, and people-friendly guidelines and support
within companies. Additionally, the human resource function serves to
make sure that the company mission, vision, values or guiding principles,

11

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

the company metrics, and the factors that keep the company guided
toward success are optimized.

The most common Human Resource jobs that are grouped in the Human
Resource Department are the Human Resources Director, Human
Resources Generalist, and Human Resources Assistant. Additionally, some
organizations have a Vice President of Human Resources and employees
who are organized around providing a specific component of Human
Resource services including compensation, training, organization
development, and safety.

THE FUCTIONS OF HR DEPARTMENT

• Training and Development:

This department deals with the development and training of the staff
to meet the requirements of the jobs. These training can be obtained
through the internet or any institution... Many a times the organization
also arranges these programs for the training the staff. There are
today many website providing the facility. They tend to develop their
personals according to their job criteria for e.g. a call center might
train its personals in communication whereas a bank would train its
personal in banking stuff. That depends on the enterprise how and
what it wants through its employees.

• Labor Relations:

Labor relation department deals with the requirement and needs of the
labors and how to manage them. It manages the facilities provided to
the personals like the medical facility, loans, transportation etc. A
personal of this department must be well trained so that he doesn't
gets confused by the ups and downs of the business specially the
conflicts between employees and employer.

• Strategic HR:

This department works on the appointing and firing of an employee.


The salary of an employee according to the work he is about to give.
His facilities which he will avail from the company. His conflicts with his
colleagues and the employer. But all this has to be done in the budget
of the companies or the amount given.

• Global HR:

Where there are huge enterprises there are a number of their setups
all over the world. The function of this department is to handle the
12

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

setups and the employees which are going to work in there. Again
their salaries and all facility but the difference from the above one lies
that this part is directly not related with the employee's in fact, here it
contacts the strategic HR and gets to know the employees problems
and then it works on then.

In today's world it is necessary that there should be an HR department in


an enterprise to keep the conflict of the employees far away form
affecting the business. Many a times it happens that not fulfilling the
demands the employees' rude behavior affects the business and its
dealings.

IMPORTANCE OF HR DEPARTMENT
For any business these days, scaling the heights of success is not always
an easy task. This is because today's corporate world has become
extremely complex and intricate. For any business to succeed nowadays it
is very important that the organization's employees play a key role. This
does not only refer to employees doing the best job possible, but it also
means that every employee must be right for the job that they are doing.

13

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

What this translates into is that every employee who is working at his or
her own position is the best possible candidate for that job.

While all this is easily possible in a small business organization, it is very


difficult to accomplish in big businesses. The reason behind this is that big
companies have very little direct contact between their top management
executives and their regular employees. This is where the human
resources department comes into play. The human resource department
of a business not only helps to maintain the most important asset of the
company - the employees - but it also helps in protecting employees
rights aswell.

The purpose of having a human resources department is to establish,


develop, maintain, and communicate office policies throughout the entire
company and to represent, help, advise, and consult with the employees,
while simultaneously keeping the overall best interests of the company in
mind. A human resource department develops hiring plans and recruiting
policies, as well as handles compensation and salary administration. It
also works for affirmative action and handles employee relations,
separations, contracts, performance reviews, benefits, 401k and pension
plans. Most human resource departments also develop official
documentation, workplace ethics/code of conduct, employee handbooks,
employee training programs, award/reward programs and community
connections as well.

While the above is a classic definition of what a human resource


department does, nowadays the HR department in most companies is
more involved and has a more hands on, active role in an organization.
Current human resource departments now balance more responsibilities
as they also discuss the strategic planning of a business with top
executives. HR managers in today's day and age lead the way in not only
making recommendations, but also initiate policy changes.

Today top executives now understand that that having a human resource
department is key to ensuring economic success. This is because a good
human resource department not only helps to boost the morale and
efficiency of employees, but also restricts and limits job turnovers as well.
The purpose of human resource departments is thus to basically utilize an
employee's abilities effectively by coaching them to maximize those
abilities, while simultaneously improving their working environment so
that they are assuredjobsatisfaction.

Handling people is always difficult and difficult people are always hard to
handle, however with the help of a human resource department,
employees can work together as a cohesive unit to not only solidify the
company but to rake in the profits as well. Human resource personnel
understand the psyche of a person so that they can motivate and
stimulate employees to work not only more efficiently but more effectively
aswell.

14

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

Thus ultimately the purpose of having a human resource department


comes down to wanting a cordial and friendly atmosphere where
employees can work side by side with their peers to create an effective
business mechanism.

FOR WHOM DOES HR DEPARTMENT WORK, MANAGERS


OR THE EMPLOYEES?

It's not unusual for HR departments and factions within each department
to debate for hours about "who is their customer?" For HR departments
whose goal is to become a strategic partner that debate should end
quickly. All strategic businesspersons define their customer as the
ultimate end-customer of the firm’s products or services. Everyone and
function inside the firm should have as their priority increasing value to
the end customer. However, when providing services internally it is also
important to define the internal customer.

During the 1990’s most HR executives listed earning a seat at the


executive table as their most important goal. Fortunately, many HR
leaders succeeded and now enjoy a new level of visibility that has
dramatically changed the game and redefined the internal customer of HR
services. To those who have achieved senior leadership team status and
those currently pursuing it, it should become abundantly clear that if you
wish to demonstrate strategic impact, you must define "your internal
customers" as the other senior managers of the corporation. There are a
variety of reasons why senior managers must become your primary HR
customer. They include:

The senior managers are "by definition" strategic. They control resources
and business units and as a result, anyone expecting to have a strategic
impact must seek their cooperation and support. Few if any mid-level
managers or employees can ever have a strategic impact, so defining
them as customers ends any chance of producing strategic results.

Senior managers have supervisory responsibility for the line managers


under them. As a result, their influence and cooperation are needed to
help persuade managers and supervisors to follow your advice and utilize
your programs.
15

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

If HR executives want to be consulted in other areas of management, they


must first establish a track record within HR of advocating productivity,
profit and attainment of corporate goals that are shared by other
members of the senior management team.

These points highlight the need to establish upfront that the senior
managers of the corporation (general managers and above) are HR's
primary internal customers. HR must identify the senior managers
business objectives and their expectations when it comes to HR and then
design systems to ensure that HR is contributing directly to meeting those
needs and objectives. All HR plans, services and performance metrics
must be designed with the goals and objectives of this customer set in
mind.

Naming senior managers as a primary HR customer has been known to


"irritate" some HR traditionalists. Because they feel so strongly that HR
should be an employee advocate it’s appropriate to spend a little time
demonstrating the negative business consequences of such an approach.

LAW AND HR IN DUBAI ISLAMIC BANK:


We got our questionnaire filled by a senior officer of the HR department at the Dubai Islamic
Bank. Below is the analysis of the questionnaire.

1.MAIN DUTIES OF HR EMPLOYEE:

Mr. Akbar told us the following three duties as the basic part of an HR job:

16

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

Employment and placement.

Employment and placement managers supervise the hiring and separation of employees.
They also supervise employment, recruitment, and placement specialists, including
recruitment specialists and employment interviewers.

Compensation, benefits, and job analysis.

Occupational analysts, Compensation manager, Employee benefits managers and specialists

Employee assistance plan managers

Training and development.

We conduct and supervise training and development programs for employees. Training offers
a way of developing skills, enhancing productivity and quality of work, and building worker
loyalty to the firm, and most importantly, increasing individual and organizational
performance

2. TRAININGS AND WORKSHOPS

When asked about to what extent does the DIB promote its employees for participating in
activities and training programs, he said that they greatly motivate all the employees to take
active part in all the activities, workshops, training programs etc.

3. WOMEN REPRESENTATION

When we asked him about the percentage of women employees in the bank, he said that there
are approximately 41% to 60% women employees working in DIB.

4. GENDER DISCRIMINATION

We then enquired if they face any kind of gender discriminations at the workplace. To this
his answer was no. he said there are no gender differences and that all the employees are
treated as equal.

5. MAINTAINING EMPLOYEE RECORDS

the DIB is in practice of maintaining all the records and files of their employees. They
maintain job descriptions, leave records, appraisal records, contract letters and everything and
anything else related to the employees.

6. STRATEGIES FOR IMPROVING HR DEPARTMENT:

1. Make training desirable. Some of the most successful companies in the world offer
training retreats in desirable travel destinations as rewards for top performing department
heads, sales teams, or operational managers. The awarding of these trips is dependent on the
achievement of specific organizational profit goals. When these goals are achieved, the top
performers attend a three to seven day training retreat in a tropical destination. Half the time
17

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

is for training while the other half is for enjoying the location. Everyone benefits: the
company, the employees, and the HR department.

2. Implement a mentorship program. Develop a company wide mentorship program that


matches up senior executives with junior managers who demonstrate leadership potential.
Most of the effort involved in running mentorship programs is required at the outset to ensure
it is properly designed. A list of objectives and actions for both the mentor and the protégé
must be established. Once established these programs are incredibly valuable and cost little to
maintain yet their effect on the organization can be profound.

3. Introduce database management softwares: at present, the employee records and


databases are maintained and updated manually by the staff. There is need for some softwares
that can help in managing and updating the records automatically so that the employees could
focus more on other tasks.

These strategies can profoundly affect the health and performance of the organization if
implemented. By using these valuable strategies, the human resource department can
effectively get the stature and respect it rightfully deserves.

7. LEGAL PROBLEMS FACED

When asked about the legal problems faced in the organization, Mr. Akbar said that they do
not face any major legal problems. There are very minor legal problems which are dealt by
the senior HR officers.

8. LAW DEPARTMENT

Since the legal problems faced are not many and almost negligible. That is why they do not
feel any need of a law department. There is no law department in DIB at present because they
do not need it as such. The minor legal problems that occur are managed and solved by the
senior HR managers.

9. AFFECT OF HR ON THE ORGANIZATION

ACCORDING TO Mr. Akbar, the HR performance affects around 80 to 90% performance of


the organization overall. HR department is the backbone of any organization and without a
well maintained and organized HR department no organization can progress. It is of great
importance.

10. CRITERIA OF HIRING

When we asked about the criteria of hiring employees in DIB, he told us that they mainly
look for intelligence, creativity, decision making ability, experience and qualification of the
candidate. He said they ask him practical questions in order to judge all these qualities.

18

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

CONCLUSION:

Human recourse department has been a key resource in Dubai Islamic bank. HR
department support to the management teams and has been involved in variety of
value adding roles through facilitation and implementation of change management
programs, reorganization and restructuring.

The HR department of Dubai Islamic bank HR has command over drafting and
implementing HR Policies and Procedures; Managing Performance Appraisal
System; Conducting Training/Developmental Need Assessment; Facilitating
Management Training; Managing Employees' Compensation and Benefits; Dealing
with and Managing Union Management Agreements and strategic HR planning and
development. They strongly believe in continuous improvement and change.

19

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

REFERENCES
http://www.dibpak.com/ContactUs.aspx

http://www.alislami.ae/en/index.htm

http://www.dibpak.com/Search.aspx?q=branch%20network

http://www.ameinfo.com/81775.html

http://www.tyo.ca/islambank.community/modules.php?
op=modload&name=News&file=article&sid=2233 –

http://www.uae.superbrandsmena.com/spreads/dubai_islamic_bank.pdf -

www.dib.ae/en/downloads/s-and-p_dib-ratingaction23dec.pdf -

www.careerjet.ae/jobs/d/dubai_islamic_bank_jobs.html - 27k -

20

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

APPENDIX

BRANCH NETWORK OF DUBAI ISLAMIC BANK IN KARACHI


BRACH NAME ADDRESS

1. Avari Dubai Islamic bank Pak. Ltd

Avari branch, 242, 243 staff lines, Fatimah Jinnah Road,


Karachi.

2. Gulshan Plot No. 7/FL-6Block 6, Gulshan-e-Iqbal, Karachi.

3. Cloth market Cloth Market Branch, plot#18, 3rd building, facing


Hussaini cloth market, bunder quarter, Kharadar,
Karachi.

4. Hassan Chambers Hassan Chambers Plot DC-7, Block 7, Clifton, Karachi.

5. Khayaban-e- 31-c, Khayaban-e-shahbaz, DHA, Karachi.


Shahbaz

6. Shaheed-e-Millat Shop#1, Dolmen Arcade, Bahadurabad, Karachi.


Branch

7. Ittehad Branch 92-C, tt11th Commersial Street, Phase 11, Ext. ,


Khayaban-e-Ittehad, DHA, Karachi.

8. Haideri Branch D-6-B, Block D, North Nazimabad, Karachi

9. Dubai-Lounge Khayaban-e-Shahbaz, DHA, Phase VI, Karachi.


Shahbaz Branch

10. Offsite ATM Qasim International Container, Terminal Berths 5, 6 and


7, Marginal Wharves, Port Mohammad Bin Qasim,
Karachi.

OTHER BRANCHES
Other branches are located in:

• Multan (1 branch)

• Gwadar (1 branch)

• Lahore (5 branches)

• Faisalabad (1 brach)

21

Prepared By: Anum Kaleem & Saniya Ashiq Ali


Term Report: Business and Labor Laws

• Gujranwala (1 branch)

• Gujrat (1 branch)

• Rawalpindi (2 branch)

• Islamabad (2 branches)

• Peshawar (1 bramch)

22

Prepared By: Anum Kaleem & Saniya Ashiq Ali