SZABIST

SUBMITTED TO:PROF.RAMMIS MUGHAL

HRM PROJECT

• ZUL-NU-RAIN 0009• WAQAR SALEEM 0079• ZAFAR IQBAL 0087

SZABIST OV

ER

VIE

W 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

HUMAN RESOURCE DEPARTMENT AND POLICIESASKARI BANK

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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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Our Employees• We strongly believe that the interests

of the Bank and the employees are inseparable. At Askari we try to create a 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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HUMAN RESOURCE DEPARTMENT

1.HR Philosophy- Transforming Human Capital into Competitive Advantage

2.How Bank Operates- Grading Structure3.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 Budget Volume Analysis Transfers Advertisement Selection

SZABIST

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

InvestigationAs per discretion of

the management

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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 3 days• 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

SZABIST

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

SZABIST

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

SZABIST

SZABIST

SUBMITTED TO:PROF.RAMMIS MUGHAL

HRM PROJECT

• ZUL-NU-RAIN 0009• WAQAR SALEEM 0079• ZAFAR IQBAL 0087