This document provides an overview of the planning and leading practices at United Bank Limited's (UBL) IT department. It discusses UBL's history and operations. The IT department uses centralization in data management and decision making. Managers motivate employees through positive thinking and annual feedback. The department hires skilled workers and uses job rotation. Planning includes upgrading servers, training employees, and contingency planning. A SWOT analysis identifies strengths like a large branch network, and weaknesses like high administrative costs. Recommendations include decentralization, modern technology, and reducing expenses.

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Management Report
(United Bank Limited - UBL)
[Focusing on the factors of “Planning” and “Leading”]
Submitted By:
•Fahad-Ur-Rehman Khan
•Humais Zakai
•Junaid Mughal

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Introduction to UBL
 Founded; November 7, 1959
 Top commercial bank in Pakistan for last 3 years
 Have over 1,320 branches (Working) in Pakistan
 In 2002 the government of Pakistan sold to on an open auction to a
group of Abu-Dhabi and Bestway group.
 UBL also has the large numbers of corporate customers all over
Pakistan.
 UBL has a wide banking system outside Pakistan.
 UBL has 15 branches in (United States of America, Qatar, UAE,
Bahrain, and Republic of Yemen).
 It also has representative offices in Beijing, China, Tehran, Iran, and
Almaty, Kazakhstan.
 It owns subsidiaries in the UK (United National Bank Limited), and
in Zurich, Switzerland.

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I.T Department in UBL
 UBL I.T (Information Technology) system manages and organizes
their Data online to serve numerous normal and corporate
customers.
 How they manages their data centre information
 What obstacles they face while doing it with people around them
 Art of making it reliable and authentic with the confirming and
retrievable without any technical malfunctioning.
 Our vision of I.T department is about to unveiling the significance of
a department.
 I.T is the backbone of any banking institute.

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“Leading”

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Top Manager’s Inspiration
 Positive Thinking
 Negotiations with the peers.
 Not just motivate yourself, lead yourself with you
mates, colleagues and team mates to achieve
the tasks with them.
 Using tricks to keep their employees inpired
towards their task
 According, to them Top Manager’s inspired by
the performance of their employees.

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Centralization
 In UBL they use Centralization
 Centralization at the data server management
and top management level.
 Managers have to been through a lengthy
process to make a single decision.
 They have to make centralization because of the
venerability of Data server management.
 According to them they can’t decentralize their
department that may create hustle in their
management process.

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Style of motivation & Span of control
 Wide span of control
 In terms of training a number of newly recruited
employees to be professionally trained by the
Microsoft Certified Professionals.
 They face difficulties when they make annual
report and on other hand they has to manage
their wide number of sub ordinates.
 They see if their wide span out of their control,
so they use different tactics to control them
(Like, Bonuses, feedback etc)

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Annual Feedback
 To get to know what their employs want whether
they unhappy or happy.
 Annual feedback has really effect their
employees' behavior.
 Unfortunately, except this there is no suggestion
box for employees where they can drop their
suggestions
 They have to wait to drop the suggestion for a
whole year.

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Skilled Labor
 They hire skilled people like who have
professional degree, the one can understand the
language of servers and understand the
worthiness and must do have know how about
data centre.
 In order to lead them, it is become easy to lead
them on a project. They don’t have to use tactics
there.
 As earlier they have some unskilled labor hired
back 5 years ago created a lot of problems in
leading.

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Job rotation and Job enlargement
 In UBL I.T department, they appreciate Job
rotation and Job enlargement by switching and
given them different task with different
challenges and difficulties.
 To make their system, a learning system.
 sharing a lot of data and managing it is not a
small task itself on daily basis. That’s why they
rotate their jobs and enlarge it to feel them relax
and innovative about their work.

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Technological Innovation
 In I.T they usually lead to not to upgrade their
servers, they do it when they feel there is a need
of upgrading it but in competition among other’s
they need to avail every upgrades every server
needs to have.
 In UBL they do not avail every update they just
wait if they need to upgrade it or not if they want
they avail that otherwise they don’t.

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Negotiation
 In UBL, They deal with all the employees
through this tool to make them adequate
accordingly to their needs. What they want?
Why they unhappy? What they want from them
now these all questions ask by the manager who
has the span under control.

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“Planning”

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Vision and Future Goals
 To retain their position
 Hiring a number of professionals and specialist
in Pakistan to make infrastructure better and
more reliable.
 want to see their bank on the top and
progressing upwards in the international banking
rankings
 Plan before doing anything

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Planning Style
 Core values is based on the belief that superior
personalized service is the most important
product.
 Linear at the upper level because they believe
that following procedures makes him best and
allows him to avoid any kind of risk.
 Non linear style has adapted by all the
colleagues working on a specific project
assigned to them by the manager and reporting
to single manager taking steps and decision by
their own (Specialist Only) They have some
courtesy to come up with innovative ideas.

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Business level Strategic planning In
UBL
It means the tactics to beat the competition.
 Upgrading servers, when they need.
 24/7 availability of data confidentially given
encrypted key to the core personalities to check
in balance.
 Keep in touch with market
 Speculators

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I.T Departmental planning In UBL
 Training of employees
 Designing their own operating system
 Improving their services to the braches
 Managing efficiently
 Not allowing another person to interfere.

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Contingency Planning
 Set all kinds of bonuses and packages
 Took out certain percentage of money to be
given as bonus before the time of giving that.
 Setting up backup servers which can be use as
the backhand servers
 When servers goes offline than they use those
backhand servers to store their information

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Working Structure in UBL
Team Structure:
 Assigned newly recruited people in the span of
professionals to be trained adequately.
 To let them know the meaning of team work
Matrix Structure
 Use it sometimes when they face some
unprogrammed situation
 Like, (Server failure etc because only specialist
can solve it. As they know the tactics.

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Customers Needs
 UBL’s I.T department run feedback on their
website and the visitors in UBL and take their
suggestion like what they need and what they
want to see we do next.
 I.T team believes that customers give them
overwhelming feedback, being very honest with
the suggestion they give.

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“SWOT
Analysis”

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SWOT Analysis
Strengths:
 One of the largest private banks with more than
400 Billion assets.
 Adequately equipped branch networking system.
 Involve in both corporate and individual banking
 Constant growth
 Good Environment at work place

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SWOT Analysis
Weaknesses:
 Administrative expenses are more than 51%
 Promotions are carried out on annual basses
ignoring the importance of output performance
 Unsatisfactory Working conditions

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SWOT Analysis
Opportunities:
 Increase large amount of servers
 Has enough money to make their own OS.
 Still has enough ideas to launch them
accordingly.

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SWOT Analysis
Threats:
 More competitor banks
 Growing Global technology advancements
 Expensive promotion campaign run by other
Banks

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“Conclusion”

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Conclusion
 UBL is standing tall and doing their very best but
there are some places where they are doing
some kind of childish mistakes and lacking.
 UBL’s I.T department needs to work out a little
more to get UBL out of these situations that
lacking at some places.
 They are well organized, well equipped but they
need to do work on human psychological
development to understand what they want
because centralization.

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Conclusion
 they would have to take initiative to upgrade as
soon as possible as a new upgrade arrives we
know that it’s not an easy task to do but still they
need to work out on it otherwise someone else
would win the technological battle.
 have to make an easy step procedure which
makes third customers not too wait a long for
just a simple thing or account balance inquiry
etc

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Conclusion
 they would have to take initiative to upgrade as
soon as possible as a new upgrade arrives we
know that it’s not an easy task to do but still they
need to work out on it otherwise someone else
would win the technological battle.
 have to make an easy step procedure which
makes third customers not too wait a long for
just a simple thing or account balance inquiry
etc

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“Recommendations”

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Recommendations
 Lengthy Procedure
 Decentralization
 Modern Technological Techniques
 Friendly Environment
 Mood Swings
 Reduce Expenses
 Up to date Server Database
 Information technology should be introduced in all the branches to
enhance the efficiently.
 A separate ladies counter should be there.
 Do marketing through internet.

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Recommendations
 UBL’S top management must adopt such strategies, that will helpful
in eradication of internet politics.
 Divide equal work to employees because in this branch, some
employees have a lot of work and some have few.
 They must need to check whether their employees are doing their
job well or not.
 Lastly, they should take suggestions in managerial decision to
promote them to make decisions.

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“Thank You”