SZABIST

DS: MR RIFFAT IQBAL• MARIA JAVEED• FATIMA TARIQ• KHURSHID MARWAT

R&S PROJECT

SZABIST

OV

ER

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Incorporated in Pakistan on 9th October, 1991

Network of 235 branches/ sub-branches, including 31

dedicated Islamic banking branches and 4,401 online ATMs

Total assets of Rs, 314.7 billion, with 885,764 banking customers,

serviced by our 6,442 employees

Askari Investment Management Limited and Askari Securities

Limited are subsidiaries of Askari Bank

SZABIST

ASKARI BANKHUMAN RESOURCE DEPARTMENT AND POLICIES

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GROUP MEMBERS

MARIA JAVEDFATIMA TARIQ

KHURSHID MARWAT

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INTRODUCTION

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VISION AND MISSION

VISIONTo be the Bank of first choice in the region

MISSIONTo be the leading private sector bank in Pakistan with an international presence, delivering quality service through innovative technology and effective human resource management in a modern and progressive organizational culture of meritocracy, maintaining high ethical and professional standards, while providing enhanced value to all our stake-holders, and contributing to society.

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CORE VALUES

OUR CUSTOMERS

Knowing our customers and their needs is the key to our business success. Our products and services are as diverse as our market segments. Our client relationship managers are well equipped and well trained to provide the most efficient and personalized service to the customers.

OUR INVESTORS

We believe that the bottom line of any business is creating shareholder value. To gain their trust and confidence, we believe in providing our investors timely, regular and reliable information on our activities, structure, financial situation and performance.

OUR REGULATORS

We firmly believe in regulatory discipline and harmony of our corporate objectives with regulatory framework. Our business methodologies are designed to ensure compliance with the directives of all our regulators.

Passionate about

our custome

rs success

and delighting them quality of our service

A distincti

ve investme

nt, deliverin

g outstand

ing performa

nce, return

and value

Exemplary

compliance,

governess and

business ethics

Caring for our people

and helping them to

grow

Dedication

towards social

development and improvement in

quality of life

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Cont…

Our Employees

We strongly believe that the interests of the Bank and the employees are inseparable. At Askari we try to create a we culture where there is mutual trust and respect for each other.

Our Communities

We fully recognize our corporate social responsibility and our contributions to different area of social sector aimed to help improve the quality of life in our country.

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PRODUCTS AND SERVICES

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Cont…

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HUMAN RESOURCE DEPARTMENT

HR Philosophy- Transforming Human Capital into Competitive Advantage

How Bank Operates- Grading Structure

Alignment of HR strategy with Organizational goals

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HUMAN RESOURCE FUNCTIONS

Recruitment and selection

Compensation and benefits

Performance planning

Training and development

Severance/End of service

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TERMS OF EMPLOYMENT

Regular Employment

Probationer Employment

Contractual Employment

Temporary Workers

Casual Workers

Bank uses “People Soft” HRIS for effective management of its HR

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PRE-RECRUITMENT PLANNING

HR Budjet

Volume Analysis

Transfers

Annual Expansion Plan

Forecasting Employee Demand

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HEIRARCY OF STRATAGY

Bank’s Corporate Structure Plan

Hr Strategic Plan

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SOURCES OF RECRUITMENT

Internal Recruitment

External Recruitment

Referrals

Entry-level Recruitment

On-line Job Application System

Usually don’t go for “Out-sourcing”

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RECRUITMENT FOR ENTRY LEVELS

Routine Hiring

Technical/Support Staff

Junior Officers

Management Trainee Officers

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RECRUITMENT FOR MIDDLE & SENIOR

LEVELS For senior management employees – referrals are taken

For middle managers, the jobs are advertised or out-sourced

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JOB DESCRIPTION

Identified Position

Job Design

Duties and Responsibilities

Volume of Job

Work Load

Job specification : KSA’S

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JOB SPECIFICATION The job specification for ASKARI bank

employees includes the minimum qualification, special training requirement and experience

It is mentioned for every type of job that is to be advertised especially the MTO’s

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ADVERTISMENT

Newspapers

Website

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SELECTION

Apply Online

Entry Test

First Interview

Second Interview

Panel Interview

Background Investigation

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ORIENTATION AND PLACEMENT

Orientation

To make the employees comfortable

To get along with the workers

To learn them new culture of the organization

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ORIENTATION AND PLACEMENT

Orientation of new employees

First phase

Second phase

Third phase

Placement

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HR AUDIT

Approaches to HR audit

Comparison Approach

Outside Authority

Approach Statistical

Approach Compliance Approach

MBO Approach

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HR AUDIT

Tools for HR audit

Interviews Surveys/ Questionnaires

Historical Analysis Grievance Audit Compensation Audit

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PERFORMANCE PLANNING

Annual Performance Form

Newly Introduced Form

PMS is MBO

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TRAINING & DEVELOPMENT

Training & Development - Investment in their assets

Training modes

Classroom training

Video cases

On the Job Training

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PURPOSE OF TRAINING

Improvement of Soft Skills

Improvement of technical skills

Future Prospects of Training

Train the trainees

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COMPENSATION

House Rent Allowance

Medical Allowance

Fueling Allowance

LFA- Leave for assistance

End of Service Benefit

Gradate

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NON-MONETARY BENEFITS

Leaves

Casual Leaves

Privilege Leaves

Medical Leaves

Paid leaves

Eddat Leaves

Hajj Leave

Extraordinary Leave

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EXIT INTERVIEWS

Notice Period

Exit Interview Form

Exit Interview

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OBSERVATIONS&

RECOMMENDATIONS

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OBSERVATIONS Decisions are not inline with the polices of the bank

Recruitment polices and procedures are not been followed in true letter head spirit

Favoritism and nepotism is a common feature in recruitment

Importance is not given to placement of employees

Retaining of employee, in competitive banking environment

Job advertisement does not contain job description

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RECOMMENDATIONS Human resources are the lifeblood/asset of the

organization. Favoritism and nepotism may be discouraged in order to promote the culture of justice/EEO

Placement of the employees may be on their qualification/ experience

Job description made part of advertisement in order to avoid bad selections

Bank polices regarding recruiting may be followed in letter head spirit

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CONCLUSION

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SZABIST

DS: MR RIFFAT IQBAL• MARIA JAVEED• FATIMA TARIQ• KHURSHID MARWAT

R&S PROJECT