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Human Resource Management
GROUP: 3
Section: B
Submitted to:
Prof. Shakoor Razvi
Submitted by:
Waseem Azam L1F08MBAM2141
Zuhair Qadir L1F08MBAM2059
Rana Mohsin Saeed L1F08MBAM2046
Muhammad Asad L1F08MBAM2062
Date: 02-06-2009
University of central Punjab
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Contents
Mission .................................................................................................................................................... 5
Vision ...................................................................................................................................................... 5
Strategy ................................................................................................................................................... 6
History ..................................................................................................................................................... 6
Head Office.............................................................................................................................................. 6
Location................................................................................................................................................... 6
Organization ............................................................................................................................................ 7
Functions ............................................................................................................................................. 7
Term of office of the Commissioners.................................................................................................... 7
Committees of the Board ..................................................................................................................... 8
International organizational securities commission ............................... ....................... ........................ 8
Human Resource Department:............................................................................................................... 11
hr department chart: ......................................................................................................................... 11
Objective: .......................................................................................................................................... 12
Recruitment ....................................................................................................................................... 12
Performance Appraisal....................................................................................................................... 12
Compensation Management ........................... ............................. ...................... ................................ 12
Career Management .......................................................................................................................... 12
HR Policies and Procedures ................................................................................................................ 13
HR Automation .................................................................................................................................. 13
Training wing ..................................................................................................................................... 13
Objective ........................................................................................................................................... 13
Functional profile .............................. ........................ ............................. .............................. .............. 13
Personnel needs .................................................................................................................................... 13
HIRING OF PERSONNEL .......................................................................................................................... 14
ATTRACTING CANDIDATES ..................................................................................................................... 14
Media Advertisement ........................................................................................................................ 14
Benefits of print media: .......................................... ................................ ...................... .................... 14
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Method for collection of job information .......................... ................................ ...................... ........... 15
Job Description ...................................................................................................................................... 15
JOB SPECIFICATION ................................................................................................................................ 17
Application form .................................................................................................................................... 19
SCREENING / SHORT LISTING THE APPLICANTS ...................................................................................... 26
ISSUANCE OF CALL LETTERS ................................................................................................................... 27
Test validation ....................................................................................................................................... 27
Content Validation: ............................................................................................................................ 27
Interviewing .......................................................................................................................................... 28
Why they use interview method ........................................................................................................ 29
Orientation PROCESS ............................................................................................................................. 29
Check List........................................................................................................................................... 32
Training and Development: .......................... ................................ ...................... ................................ .... 32
Training: ............................................................................................................................................ 32
Development: .................................................................................................................................... 32
PROBATION: .......................................................................................................................................... 33
After termination of probation period: .............................................................................................. 34
Probation form ...................................................................................................................................... 34
Performance Appraisal .......................................................................................................................... 36
STEPS IN APPRAISING PEFORMNACE; .......................... ................................ ...................... ................. 36
PERFORMANCE APPRAISAL METHODS USDE BY THE Secp ....................................................... ........... 36
COMPENSATION: ................................................................................................................................... 36
Effective recruiting ................................................................................................................................ 37
Advertising Your Company ................................................................................................................. 37
Job Requirements .............................................................................................................................. 37
Compensation ................................................................................................................................... 37
Benefits & Incentives ......................................................................................................................... 38
Contact Information........................................................................................................................... 38
Health facilities: ..................................................................................................................................... 38
2. Hospitalization. .......................................................................................................................... 39
3. Treatment after discharge from hospitalization. ........................... .......................... .................... 39
4. Treatment for prolonged illness. ................................................................................................ 39
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5. Medical insurance ...................................................................................................................... 39
6. Family. ....................................................................................................................................... 39
Employee Relations ............................................................................................................................... 39
Suggestions ........................................................................................................................................... 40
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MR. SALMAN SIDDIQUECHAIRMAN SECURITIES AND EXCHANGE POLICY BOARD
SECRETARY
FINANCE DIVISION
Q-Block, Pak Secretariat Islamabad.Tel: (Off.) 051-9202373, 9203424 (Res.) 051-9211808
Fax: 051-201857
Mission
To develop a fair, efficient and transparent regulatory framework, based on international
legal standards and best practices, for the protection of investors and mitigation of
systemic risk aimed at fostering growth of a robust corporate sector and broad based
capital market in Pakistan.
Vision
The development of modern and efficient corporate sector and capital market, based on
sound regulatory principles, that provides impetus for high economic growth and foster
social harmony in the Country.
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Strategy
To develop an efficient and dynamic regulatory body that fosters principles of good
governance in the corporate sector, ensures proper risk management procedures in the
capital market, and protects investors through responsive policy measures and effective
enforcement practices.
History
The Securities and Exchange Commission of Pakistan was created to succeed the
Corporate Law Authority, which was an attached Department of the Ministry of Finance.The process of restructuring the Authority was initiated in 1997 under the Capital Market
Development Plan of the Asian Development Bank (ADB). A Securities and Exchange
Commission of Pakistan Act was passed by the Parliament and promulgated in
December 1997. In pursuance of this Act, the Securities and Exchange Commission of
Pakistan, having autonomous status, became operational on January 1 1999. The Act
gave the organization the administrative authority and financial independence to carry
out the reform program of Pakistans capital market with the assistance of the Asian
Development Bank (ADB).
Head Office
The head office of the Commission shall be in Islamabad. The Commission may
establish and close down offices at such other places in Pakistan as it considers
necessary.
Location
The Commission's main office is in the Blue Area in Islamabad.Securities and Exchange Commission of Pakistan
National Insurance Corporation Building,
Jinnah Avenue,
Islamabad-44000,Pakistan
Telephone: 92-51-9207091 (3 lines)
Fax: 92-51-9204915
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Email (General Information): [email protected]
SECP office in Karachi is on: 4th floor State Life Building 2, Ibrahim Ismail Chundrigar Road
Karachi Pakista
Organization
Securities and Exchange Commission of Pakistan (SEC) established under the
Securities and Exchange Commission of Pakistan Act 1997 was operational zed as a
body Corporate on 1st January 1999. SEC replaced Corporate Law Authority, the
former corporate regulatory body. It has been vested with adequate operational,
administrative and financial autonomy.
The SECs head office is at the Federal Capital, Islamabad and it has eight regional
offices (Company Registration Offices), one at Federal Capital, four at provincial
Capitals and three in other major cities i.e. Multan, Faisalabad and Sukkur. The SEC
has been organized into following Divisions:
Company Law Administration Division
Securities Division;
Enforcement & Monitoring Division;
Specialized Companies Division;
Insurance Division; and
Support Services Division
Functions
SECs main functions include; regulation of securities market and related institutions like
Central Depository Company (CDC), Credit Rating Companies and Modarabas (funds
operating on the basis of Islamic economic principles); Administration of the Company
Law; regulation of non-banking finance companies like leasing companies, investment
banks and mutual funds and regulations of insurance business.
One of the important functions of the SEC is incorporation/registration of companies.
This task has been entrusted to the Company Law Administration Division which has its
field offices known as Company Registration Offices (CROs) for the purpose of
incorporation / registration of different type of companies.
Term of office of the Commissioners
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Not less than three of the Commissioners (excluding the Chairman) first appointed
under this Act, to be selected at random ballot in accordance with such procedure as
may be approved by the Board (the Term A Commissioners) shall hold office for a
term of two years, shall retire on the expiration of that term and may be re-appointed for
a further term of three years. The Commissioners, other than the Term A
Commissioners (including the Chairman, the Term B Commissioners) shall hold office
for a term of three years, shall retire on the expiration of that term and may be re-
appointed for a further term of three years. (2) At the end of each term, (initial or further)
or at the end of the cumulative period of five years, in the case of the Term A
Commissioners, or six years, in the case of the Term B Commissioners, as provided for
under sub-section (1), the relevant number of Commissioners shall cease to hold office
and any
vacancy thus arising shall in each case be filled by the appointment of the requisite
number of qualified persons as Commissioners, each for a term of three years reckoned
from the date the vacancy being filled occurred.
Committees of the Board
The Board may constitute such number of its committees as it considers necessary or
expedient to assist it in the performance of its functions under this Act.
A committee constituted under this section shall act in accordance with the regulations
made by the Board.
Except as otherwise provided in the regulations made by the Board, the meetings of a
committee shall be held at such times and places as the chairman of the committee
may determine.
Substituted by S & E Commission of Pakistan (Amend) Ord., 2000
Substituted by S & E Commission of Pakistan (Amend) Ord., 2000
Inserted by S & E Commission of Pakistan (Amend) Ord., 2000
Substituted by S & E Commission of Pakistan (Amend) Ord
.,2000
Inserted by S & E Commission of Pakistan (Amend) Ord., 2000
International organizational securities commission
The SECP has been playing an active role in the activities of International Organization
of Securities Commissions (IOSCO). The member agencies currently assembled
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together in the IOSCO have resolved, through its permanent structures: Presently, the
SECP is a member of the Emerging Markets Committee (EMC), member of the EMC
Advisory Board, chair of Working Group-3 (WG3) of EMC on financial
intermediaries, member of EMCs Working Group-2 on regulation of secondary markets,
and member of Technical Committee and Standing Committee on financial
intermediaries. As the chair of WG3, the SECP has successfully completed its work on
the mandate of Cross-Border Activities of Financial Intermediaries in Emerging
Markets. In this regard, the SECP prepared a survey report based on responses of
more than twenty jurisdictions from emerging markets. The report focused on major
impediments to cross border trading, the regulatory treatment of such trading and cross
border co-operation and information sharing mechanism between jurisdictions.
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Human Resource Department:
The Human Resource (HR) Department is headed by the Director. The HR Department
is responsible for various activities that include manpower planning, recruitment and
selection, developing HR policies and procedures, managing employee benefits and
compensation, coordinating with other departments in connection with staff
development and processing employee promotions, transfers, retirements and
dismissals.
hr department chart:
ExecutiveDirector
JointDirector
DeputyDirector
AssistantDirector
JointExecutive
Operatives
16
JointExecutive
JointExecutive
AssistantDirector
Director
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As shown in above hierarchy Chart Human Resource Department is headed by
Executive Director, then there is a Director, Then Joint Director, Deputy Director, Two
Assistant Directors, three Joint Executive, sixteen Operatives. There are total 25
employees in Hr Department of SECP Lahr.
Objective:
To improve the productive contribution of human resources in ways which are
strategically, ethically and socially responsible?
Recruitment
The Human Resource (HR) Department keeps an eye on the HR needs of the SECP
and recruits suitable applicants to fill those needs. The process starts from the
placement of advertisement to market the organization and the post to potential
candidates. The applications so received are screened and candidates selected through
a transparent selection process.
Performance Appraisal
Performance appraisal is a critical activity of the HR Department. For the purpose,
performance standards are established based on goals agreed between the appraisee
and his/her supervisor. The HR Department uses the information gathered through
performance appraisals to evaluate the success of recruitment, selection, orientation,
placement, training and other activities.
Compensation ManagementThe HR Department ensures that compensation levels are competitive and all
employees are compensated fairly in terms of salaries and other fringe benefits.
Career Management
The HR department is involved in career management of its employees. This is helpful
in meeting internal staffing requirements, reducing turnover, and tapping employees
potential. To achieve this purpose, the HR department is involved in career counseling,
promotions, transfers, rotations, and goal setting etc. which motivates employees to
grow and develop.
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HR Policies and Procedures
The HR Department is responsible for formulation and implementation of policies and
procedures that further the organizations competitive advantage and helps in achieving
organizational objectives.
HR Automation
The HR department, in coordination with Information Systems & Technology
Department, keeps improving upon the human resources information system (HRIS),
Online CV Submission System and Leave Management System.
Training wing
The Training Wing is headed by the Director. It undertakes necessary activities for
capacity building of the SECPs employees. These activities are aimed at enhancing the
productivity of employees, equipping them with new skills, knowledge and abilities,ensuring their continued usefulness to the organization and meeting their personal
desires for advancement.
Objective
To develop SECPs human resources through customized and need-based capacity
building programs.
Functional profile
The Training Wing is concerned with conducting training need analysis, seeking
nominations, processing local and foreign training programs, and arranging customized
training programs. It also processes the internships of fresh graduates in the SECP.
Personnel needs
There is no proper method in the SECP for developing the personnel needs but they
create the assumption. They use the junior executive scheme trough which every year
they hired the fresh graduates and then train them and rotate them in the different
departments and in which he perform well hired in that department.
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The Commission may create permanent posts from time to time and may also create
temporary posts within the budget provision for a period not exceeding six months.
HIRING OF PERSONNEL
The job requirements and specifications for a position (e.g., minimum
qualification, experience and other requirements related to the job position) are
defined in the relevant Job Descriptions.
The requirement for hiring of the employees is identified by the concerned
departmental head. The request for new hiring is communicated to HR
Department through Personnel Requisition form (duly recommended by the
concerned Commissioner).
The Director Human Resources reviews and assesses the legitimacy and validity
of the new hiring and makes recommendations for the new hiring . The requisition
is then forwarded to the Chairman for the final approval through the
Commissioner (SSD).
ATTRACTING CANDIDATES
Media Advertisement
In case of media advertisements, the draft for advertisement is prepared with a tentative
date by the HR Department & forwarded to the advertising agency through PID (Press
Information Department) for publishing.
The draft shall be given to the agency for publishing after the approval of the
commissioner overseeing support services division.
Advertisement specifying the vacancies shall be published in minimum two
leading newspapers according to the nature of the post. The applicant may be
encouraged to apply online as per the standard requirement after going through
the SECP website. A notice of minimum ten days shall be given in the advertisement for the
submission of applications.
Benefits of print media:
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Newspapers and specialist media are frequently used. However they can be
expensive and it is therefore important to carefully consider the target audience.
For example, national newspapers will probably only be used for managerial,
professional or specialist jobs or where the local employment market is
particularly buoyant.
Specialist magazines/press can be specialist in terms of specific professions,
such as People Management or Computer Weekly or for particular groups of
people, such as the ethnic press. Using these types of publication can ensure
that the advertisement attracts those from within the profession/particular group.
Method for collection of job information
A variety of methods are used to collect information about jobs. None of them, however,
is perfect. In actual practice, therefore, a combination of several methods is used for
obtaining job analysis data. These are discussed below. And the methods used for
collection of job analysis in the security and Exchange commission of Pakistan are,
Interviewing
Questionnaire
Personnel Observation
Job Description
A job description is a list of the general tasks, or functions, and responsibilities of aposition. Typically, it also includes to whom the position reports, specifications such as
the qualifications needed by the person in the job, salary range for the position, etc . In
SECP a job description is usually developed by conducting a job analysis, which
includes examining the tasks and sequences of tasks necessary to perform the job. The
analysis looks at the areas of knowledge and skills needed by the job .
The SECP use the following job description form the outside candidate, middle
management, and for low pay scale jobs.
According to the SECP Act 1997 Promotion to a higher post shall be made on therecommendations of the designated promotion committee.
Only such persons as possess the qualifications and meet the conditions for the
purpose of promotion, as determined by the Commission shall be considered by the
promotion committee.
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Purpose of the following job description is to provide the clearly define the job duties to
the candidate. It include the job title, report to, report him, responsibilities etc. When it is
completed reviewed by the concerned dept. manager and approved by the HR manager
and then posted for further procedure.
SECPJob Description Form
Division/Department:__________________________________
Location:______________________________
Job title:_________________________________
Reports to:________________________
Title:______________________
Scale:________________ Type of position: Full-time Part-time
Working hours:____________
General
Description:_____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
Work experience
requirements:____________________________________________________________________________________________________________________________________________________________
Education
Requirements:________________________________________________________________________________________________________________________________
Reviewed by:______________________
Title:__________________________
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Approved by:_________________________
Title:_________________________
Date posted:____________________
Date hired:______________________
JOB SPECIFICATION
Derived from job analysis, it is a statement of employee characteristics and
qualifications required for satisfactory performance of defined duties and tasks
comprising a specific job or function.
The SECP Attract the candidate through the print media and the clearly define the
characteristics that must be need to perform the job. According to SECP Act 1997 A
candidates for appointment must be in good mental and bodily health and free from any
physical defect likely to interfere with the discharge of his duty. Shall be made purely on
merit.
SECPJob SPECIFICATIONS Form
Job Title:____________________________
Division/Department:__________________________
Reports To:___________________________
Scale:_______________________________
Location:___________________________
Must be Citizen of Pakistan
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QUALIFICATIONs
Education:__________________________
minimum necessary to perform job satisfactorily
Work experience:______________________________
Knowledge:_________________________________________________________
__________________________________________________________________
_____________________________________________________________
Skills:
__________________________________________________________________
__________________________________________________________________
Abilities:___________________________________________________________
_________________________________________________________________
Physical
demands:___________________________________________________________
_________________________________________________________________
Work
environment:______________________________________________________
SUPERVISORY
RESPONSIBILITIES:____________________________________________________
_________________________________________________________________
_________________________________________________________________
______________________Completed By:______________________ Completed Date:________________
Reviewed By: _______________________ Review Date:__________________
Approved By:________________________
Approved Date:_______________________
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Employee Name:______________________
Signature:____________________________
Application form
Application form of the SECP includes the employees personnel information and its
Employment background, training information and includes the reason for leaving the
organization. Ensure the employee; I can confirm that to the best of my knowledge the
following information is correct. Also take the signature of the of employees on this
page.
HRM-
Secp
APPLICATION FORM Form No.____________
CONFIDENTIAL
EMPLOYMENT APPLICATION FORM
FOR THEPOSTOF _______________________
Name: __________________________ Fathers/Husbands Name: ____________________
Present Address:______________________________________________________________
______________________________________________________________
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Permanent Address:_____________________________________________________________
_____________________________________________________________
Telephone. Residence:Office:
TOBE FILLED IN BY HUMAN RESOURCE FUNCTION
Action:
Reference from:
Issue Interview letter ( )
S.No: ________________
Issue Regret Letter ( )
Post Applied: _____________
_______________________
Head of HR Function
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National Identity Card
No.
- -
PhotographDate of Birth:_________________ Nationality:__________________
Place of Birth/Domicile__________ Single ( ) Married ( )Other_______
Male ( ) Female ( ) Notice period required:___________
Dependants ( if any)
Name: Relationship with Applicant:
_________________________ ________________________________
_________________________ ________________________________
_________________________ ________________________________
_________________________ ________________________________
ACADEMIC/PROFESSIONAL QUALIFICATION (last qualification first)Name of Institution Year Certificate/Degree Grade/Division
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Membership of professional bodies:
1._____________________________________________________________________________
2._____________________________________________________________________________
LANGUAGES:Spoken Written Read
Excellent Good Fair Excellent Good Fair Excellent Good Fair
Hobbies:
1._____________________________________________________________________________
2._____________________________________________________________________________
PRESENT/MOST RECENT EMPLOYMENT
Company Name:_________________________________________________________________________
Address:_________________________________________________________________________________________
________________________________________________________________________________
Present/Most Recent Position: _____________ Salary & benefits:
Gross Salary: ________________________________
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Position (at the time of joining): ____________
Date of Joining :_____________________
Bonus: ________________________________
L.F.A: ________________________________
Car: ________________________________
Others: ________________________________
PREVIOUS EMPLOYMENT (last employment first) OTHER THAN ABOVE.
Company Name & Address From ToPosition
heldLast gross salary
Reason for
leaving
1.
2.
3.
4.
Expected Salary & Allowances/Benefits:____________________________________
Details of Training or
apprenticeshipFrom To
Certificate/Diploma if
anyCompany or Institute
1
2.
3.
4.
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Have you ever applied to SECP for any position before this? Yes No
If yes, for which position (s): _______________________________________________________________
Date of Application(s): _________________________________________________________________
Outcome of the Application: ______________________________________________________________
HEALTHMention any disability, serious illness or operation which you have had
Do you have any defect in any of the following:
Sight Yes ( ) No ( )
Hearing: Yes ( ) No ( )
Speech: Yes ( ) No ( )
Have you ever been convicted in any criminal case? Yes ( ) No ( )
If yes, give details:_______________________________________________________________________________
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How do you see your self 5 years down the road? Discuss
briefly.__________________________________________________________________________________________
_________________________________________________________________________________________________
________________________________________________________________________
Summarize your personality in four to five lines?
_________________________________________________________________________________________________
_________________________________________________________________________________________________
________________________________________________________________
Briefly outline the factors that motivated you to apply for this position?
_________________________________________________________________________________________________
_________________________________________________________________________________________________
________________________________________________________________
Briefly analyze the relevance of your experience with the position applied for?
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________
If you are hired for this position, what would be your expectations regarding the work environment & co-
workers?
.________________________________________________________________________________________________
_________________________________________________________________________________________________
__________________________________________________________________
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REFERENCES
Name and addresses of two References:1. Name ___________________________________ 2.Name_____________________________________
Address:__________________________________ Address: ____________________________________
__________________________________ _________________________
__________________________________ _________________________
Relation:__________ Phone: _______________ Relation:___________ Phone:________________
DECLARATION
I declare that the information given above is correct and that I have not withheld any information, which mayadversely affect my fitness for employment. I understand that in the event of my employment with thisOrganization, if it is found that any statement made by me is untrue, it shall be treated as an act subversive ofdiscipline of the Organization and will be sufficient cause for termination / dismissal.
Date:_________________
________________________
Signature
Name, address and telephone number of person to be
contacted in emergency: _________________________
__________________________
SCREENING / SHORT LISTING THE APPLICANTS
In case of applications invited online, computerized screening and short listing of the
applicants may be done. The screening / short listing criteria will generally fulfill thefollowing conditions:
Check all the requirements in the application form are being fulfilled .
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Check that all entries in the form are complete with the instructions given.
In case of applications, which are received in hard copy, manual data entry will
be made in online CV submission system by the HR Department.
The above screening procedures will also hold true for applications secured over
time with their record available on the commissions computerized database.
The resumes are scrutinized and short listed by the HR Department in
consultation with the Head of concerned Department, based on the requirements
of the position.
ISSUANCE OF CALL LETTERS
The call letters will be issued to the candidates as short listed by the screening / short
listing procedure.
Call letters may be sent through email. The interview/test call letters will be
issued giving a notice time of a week to the candidates to appear before the
selection committee. The candidates will be required to bring along their
certificates/ testimonial s on the day of interview.
In case where tests have been prescribed, HR department will organize tests .
HR department will prepare test materials taking necessary expert input internally
or externally and a final rating sheet of the candidates will be prepared by the HR
Department.
Test validation
Test validation is a procedure that demonstrates that a test is job-related and correlates
to on-the-job performance. And the SECP adopt the validation method and in the
validation they use the content validation for testing the employees.
Content Validation:
Is a procedure where the content of the job in question is analyzed, matched and
compared, (function by function) to the abilities measured by the test. This shows that
the test is related to the job. The Secp hire the professional trainer for training. He also
validates the test of the candidates and there is no hard and fast rule for validation of
test.
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Interviewing
The SECP used the panel interview that consists of the commissioner, executive
Director of concerned department. The interview method consists of asking questions to
both incumbents and supervisors in either an individual or a group setting.
The reasonbehind the use of this method is that job holders are most familiar with the job and can
supplement the information obtained through observation. Workers know the specific
duties of the job and supervisors are aware of the jobs relationship to the rest of the
organization.
The SECP interview the candidates to collect information about the candidate such as
The relevant selection committee (already constituted with the approval of commission)
will conduct interviews and assess the candidates.
Sr. No. Class of Employees (Pay Scale)Composition of selection
Committees
1. For Executive Directors and equivalent in CPS
10
Three Commissioners including the
commissioner of concerned
Division, Commissioner (SSD) and
any other Commissioner, available.
2. For Officers in CPS-9 Two Commissioners including the
Commissioner of concerned
Division, Commissioner (SSD) and
One Executive Director.
3. For Officers in CPS -5 to 8 Commissioner of the concerned
Division, an Executive Director and
Director (HR)
4. i) For officials in CPS 1 to 4 (at HQ)
ii) For officials in PS 1 to 4 (at CROs)
i) Executive Director concerned, any
Director and Director (HR)ii) Executive Director concerned, In
charge of the CRO concerned and
Director (HR)
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In case, if the commissioner is not available, the Executive Director of the
concerned department will represent.
Each member of the section committee assesses the candidates and gives their
comments and recommendations on rating sheet.
In case of senior positions e.g. Joint Director and above HR Department will
arrange second interview with the chairman. However, in case of Assistant
Director and Deputy Director, the department will prepare the minutes after panel
interview and forward them to the chairman for his assent.
After selection of the candidates, the Director Human Resources settles the
terms and conditions of the appointment with the selected candidates in the
consultation with the concerned Commissioner and Commissioner (SSD).
Why they use interview method
Allows the participant to describe what is meaningful or important to him or her
using his or her own words rather than being restricted to predetermined
categories; thus participants may feel more relaxed and candid.
Provides high credibility and face validity; results "ring true" to participants and
make intuitive sense to lay audiences
Allows evaluator to probe for more details and ensure that participants are
interpreting questions the way they were intended Interviewers have the flexibility to use their knowledge, expertise, and
interpersonal skills to explore interesting or unexpected ideas or themes raised
by participants
Sometimes no existing standardized questionnaires or outcome measures are
available that are appropriate for what your program is trying to accomplish
Orientation PROCESS
NAME:-
_______________________
EMPLOYEE ID:
________________________ DESIGNATION:__________________
DEPARTMENT:__________________DATE OF
JOINING:________________ DATE OF BIRTH:_________________
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QUALIFICATION:________________WORKEXPERIENCE:____________ CONTRACT: REGULAR:
Day /Date
ResourcePerson
Division /Department
Introduction with the Personnel / Senior Management of theDivisions & Presentation / Briefing by the designatedresource person / s from each Division/ Department / Wing,on various Departmental workings and responsibilities.
DAY
SupportServices
Division /HR Department& Introductionto allthree_______
Into. To HR Department
Introduction to SSD resources (FINANCE Dpt., IT Dpt. & ADMINDpt.) and respective Directors.Presentation by the HR Dpt. on the Introduction to SECP whichincludes the History of SECP, its Mission. Vision and strategy, the organgram and SECP divisions, and the role of HR in SECP.Along with the presentation the new recruits will be handed outwelcome kit that includes i.e. Fact Sheet, Employee handbook,Handbook receipt, Newsletter of the Commission).
ChairmansSecretariat /LegalDepartment
Introduction with the Executive Director (Law Dpt. and ChairmansSecretariat) , the Directors and All Officers
RESPECTIVEDEPARTMENTOF THE
EMPLOYEE
First Day (on the Day of Joining), after orientation with the SupportServices Division, the Individual is briefed about his / her respectiveDepartment / Division, accordingly, by the resource person.
IDAY
Company LawDivision(Enforcement
Executive Director (Company Law Division),
Enforcement Department I
Enforcement Department II
MIS Wing
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Dpt. /RegistrationDepartment)
Investigation & Compliance Wing
Registration & Licensing Wing
Briefing on the CROs (Khi, Lhr, Rwp, Mul, Sukkur, Peshawar,Quetta) and their role / objectives in the Commission by the resourceperson from the Reg. Department.
SpecializedCompaniesDivision ( AllWings in theNBFC Dpt)
NBFC (Non Banking Financial Company)
NBFC I
NBFC II
Mordarba
M & I
Specialized
CompaniesDivision(Insurance Dpt.)
Insurance
Life Insurance
Non Life Insurance
SecuritiesMarket Division( All Wings)
Registration & Inspection Wing & Investors Complaint Wing
Beneficial Ownership Wing & Monitoring & Surveillance Wing
Commodity Exchange Wing
Capital Issue Wing
Stock Exchange Wing
ProfessionalServices &Policy Division Policy Wing
Professional Services Wing
Endorsement
Hr representative Date:
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Check List
Employee ID given, Copy of Offer letter / Documents/ Exp Letters &
Photographs and all records on file with database updated
Announcement through Office Order/email
Introductory presentation on SECP with its mission Statement and
Objectives
Extract of the Service Manual which includes reporting hierarchy andsupervisory Structure, Grievance procedures, Leave Policy
(Attendance and absences)
Disciplinary procedures, Dress code, Work ethics and etiquettes etc.
Welcome kit (Fact Sheet, Employee handbook, Handbook receipt /
acknowledgment form, Induction review form, job description,
Stationery form / Accounts Form/ IT Form, Newsletter of the
Commission)
Arrangements for the workstation, PC, telephone ext, lunch through
relevant departments.
Training and Development:
Training:
It is a learning process that involves the acquisition of knowledge, sharpening of skills,
concepts, rules, or changing of attitudes and behaviors to enhance the performance of
employees. The SECP follows the on the job training method. They hire the
professional trainer that trains the employees.
Development:
The enhancement of the skills, knowledge, and experience of employees with the
purpose of improving performance. Employee development, unlike personal
development, is usually coordinated by the employing organization. It can use a variety
Director hr Date:
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of training methods, and is usually conducted on a planned basis, perhaps as a result of
a performance appraisal.
They develop their employees by rotating them in different departments in order to
enhance their performance. And the employee how performs well in any department
and he has been hired in that department.
The purpose of orientation is ensuring that employees know what to do and how to
do.
Orientation helps employees in these ways:
Employees feel welcome and ease in organization.
Employees understand the organization.
Employees able to know what expectation organization have from them.
Employees learn from group of people in society
.
There are five steps in training process:
Needs analysis
Instructional design
Validation
Implement the program
Evaluation
The SECP have a specific program for training employees name as
MDP(management development program)
They hire group of five professional trainers to train the employees for a specific
period after their needs analysis. They develop their behavior and attitude to
perform better in their job. This program is adopted for whole commission and
there is a revise session of training in every year.
PROBATION:In a workplace setting, probation is a status given to new employees of a company or
business. This status allows a supervisor or other company manager to closely evaluate
the progress and skills of the newly hired worker, determine appropriate assignments
and monitor other aspects of the employee such as how he/she interacts with co-
workers, supervisors and/or customers.
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A probationary period varies widely depending on the business, but usually lasts
anywhere from 30 to 90 days.
In SECP the successful candidate is initially placed on probation for 6 months. On
completion of probation, HR Department asks for report from the departmental head ofthe relevant employee, who gives his Comments/recommendations on the performance,
suitability and conduct of the employee. In case of satisfactory performance, the
probation period of the employee is terminated with the approval of the competent
authority.
After termination of probation period:
In Case of the dissatisfactory employees According to the SECP Act 1997;
the services of an employee may be terminated for any reason, other thanmisconduct, by giving him one month notice or pay in lieu thereof;
the period of notice shall commence from the date of issuance of such notice;
the Commission may terminate or dispense with the services of a bonded
employee without assigning any reason:
Provided further that no bonded employee shall be allowed to resign or leave the
service while on training abroad without payment of all the expenses.
Probation form
Department:_________________________
Manager:___________________________
Date: _________________________
Employee:___________________________
The above-named employees probationary period (6 months) will end on _______________.
Above Average Average Less than satisfactory Unacceptable
SECPProbation Form
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Job Knowledge [ ] [ ] [ ] [ ]
Comments:
__________________________________________________________________________________________________________________________________Initiative [ ] [ ] [ ] [ ]
Comments:______________________________________________________________________________________________________________Communication Skills [ ] [ ] [ ] [ ]
Comments:__________________________________________________________________________________________________________________________________Dependability [ ] [ ] [ ] [ ]
Comments:____________________________________________________________________________________________________________________________________
WorkO
rganization [ ] [ ] [ ] [ ]
Comments:___________________________________________________________________________________________________________________________________Decision Making [ ] [ ] [ ] [ ]
Comments:___________________________________________________________________________________________________________________________________EmployeesOverall Evaluation[ ] [ ] [ ] [ ]
Comments:___________________________________________________________________
______________________________________________________________________
Please answer either question one or two:
1.Do you wish to retain this employee? Yes [ ] No [ ]
Comments/Supporting Information:______________________________________________________________________________________________________________________________________________________Department Head Date:
______________________________________________________________________________________My supervisor has met with me to discuss my performance. (Attach page with additional
Comments, if necessary)_____________________________________________________
Employee Date:______________________________________
Please complete and return this form to Human Resources no later than:_______________
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Date: ___________________
Performance AppraisalMeans setting work standards, assessing performance and providing feedback to
employees to motivate, correct and continue their performance.
STEPS IN APPRAISING PEFORMNACE;
Defining the job
Appraising performance
Providing feed back
PERFORMANCE APPRAISAL METHODS USDE BY THE Secp
Alternation ranking method :
SECP rank employees from best to worst on particular trait,first they choose highest
then lowest until all the employees has been ranked.
Paired comparison method:
SECP also use paired comparison method for performance appraisal in which they
make all possible pairs of the employees for each trait and indicate that who is the
best employee of the pair.
COMPENSATION:Pay rates are established on the basis of CPS(commission pay scale) because
Autonomous body and there is no any competitors through which the organization
compare its pay rates.
SECP is using competency base pay rates, if the performance of employees is goodthen he is offered 15% increment on, CPS, and if performance is very good , he is
offered 25% increment and on excellent performance the employee is offered 35%
increment. On CPS SECP is
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using competency base pay in order to enhance the performance of his employees and
motivate them to work more efficiently and effectively
The SECP using organization wide incentives programs and it offer their employees
the performance based bounces, extra work bounces, allowances honorarium,
additional pay, cash awards and special allowances.
They have different incentive for their senior management such as:
y Vehicle facility
y House rent or allowances
y Free hotel facility while doing organization task
y Cell phone facility
SECP is offering different incentives and benefits in the form of :
y Over time premiumy Petrol facility
y Lunch facility
y Loan and advances
Effective recruiting
Advertising Your Company
the more job seekers know about how great your company is, the more they'll want to
be employed and stay employed with you. Marketing SECP as well as your jobopenings is important. SECP attract the
candidates through the print media. To make the recruitment effective they must
advertised on the internet, colleges and in universities.
Job Requirements
For the effective recruitment the SECP make sure the education and skills of the
candidates according to the requirement of the job. Specifies the skills clearly in the jobspecification form. Clearly define the job description in a manner in which the
candidates easily understand the job and no doubt about the job entail.
Compensation
Always begin your advertisement by listing the minimum salary you're willing to pay to a
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person who might need 'on the job training' ranging to what you'd be willing to pay that
'perfect' person who has all the
experience and skills you're looking for. The SECP already providing the enough
compensation in the form of,
Medical Allowance
Provident Fund
Gratuity Fund.
Benefits & Incentives
Benefits and incentives are important for job seeker to consider on. So, always outline
your insurance plans, as most job seekers are looking for a long-term position. To make
the effective recruitment SECP providing the following benefits and incentives
Cash Award on the best performance Vehicle facility
House rent or allowances
Free hotel facility while doing organization task
Cell phone facility
Contact Information
You will miss out on hearing from ideal candidates by limiting the different ways one canapply for a position. The candidates who might not have access to a fax machine or the
ability to send an email from home may lose their opportunity to apply for the jobs. The
SECP check the references to make the effective recruitment in the application form
and they also check the previous employment record.
Health facilities:
According to the secp act 1997 & Service the following Facilities SECP given to thereemployees.
1. Medical allowance.All employees shall be paid medical allowance at the rate
of 10% of basic pay per month to meet usual expenses on account of medical
treatment for themselves and their families.
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1. 1-A Reimbursement of Medical Charges to Chairman and
Commissioners. The Chairman and Commissioners would be entitled to
reimbursement of all actual expenditures including the consultancy fee paid to
the doctor subject to the limit of 10% of their basic pay.]
2. Hospitalization.In addition to the medical allowance and reimbursement asdescribed in paras 1 and 1-A above, the Chairman, Commissioners and the
employees shall be entitled to reimbursement of hospitalization charges, for
themselves and their families as defined in Para 6 below. All such expenditure on
hospitalization shall be authorized by the Commission.
3. Treatment after discharge from hospitalization. The cost of medication,
tests and consultation fee in connection with the same illness, if it is part of
hospitalization of an employee or any member of his/her family discharged from
the hospital but require treatment as an outdoor patient, shall be reimbursable on
the authorization of a committee consisting of two Commissioners and an
Executive Director.
4. Treatment for prolonged illness. The cost of medication, tests and
consultation fee in connection with a prolonged illness of an employee, shall be
reimbursable as an outdoor patient on the recommendation of a committee
constituted by the Commission, aindicated in Para 3 of the secp act 1997.
5. Medical insurance.The Commission may get a medical insurance cover in duecourse and in that case the entitlement of medical allowance and hospitalization
shall be suitably amended. The details of such cover shall be notified by the
Commission from time to time.
6. Family. For the purpose of this chapter the term Family includes, spouse,
legitimate children, step-children, parents residing with and wholly dependent
upon the Chairman, a Commissioner or an employee. If he has no legitimate
child of his own or step-child, one adopted child; provided that under the personal
law of the employee concerned, the adoption is legally recognized as conferring
the status of a natural child and prior approval of the Commission is obtained.
Employee Relations
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Employee relationships involve the body of work concerned with maintaining employer-
employee relationships that contribute to satisfactory productivity, motivation, and
morale. Essentially,
Employee Relations is concerned with preventing and resolving problems involving
individuals who arise out of or affect work situations.
Advice is provided to supervisors on how to correct poor performance and employee
misconduct. In such instances, progressive discipline and regulatory and other
requirements must be considered in effecting disciplinary actions and in resolving
employee grievances and appeals. Information is provided to employees to promote a
better understanding of management's goals and policies. Information is also provided
to employees to assist them in correcting poor performance, on or off duty misconduct,
and/or to address personal issues that affect them in the workplace. Employees are
advised about applicable regulations, legislation, and bargaining agreements.
Employees are also advised about their grievance and appeal rights and discrimination
and whistleblower protections.
Suggestions SECP should use internet advertisement for hiring people.
They should use trend analysis method for forecast personnel needs.
Their job description is low oriented and they should make it flexible.
SECP test should be valid as well as reliable.
There should combination of three training methods:
Job instruction training method
ss
Audio Visual training method
Computer based training method
Every employee should be given uniform training.
Employee should be sent in foreign country for getting proper training.
SECP should secure future of its employees by hiring them on permanent basis.