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Askaribank human resources
- 3. SZABIST O V E R V I E 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
- 7. SZABIST 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.
- 8. SZABIST HUMAN RESOURCE DEPARTMENT 1.HR Philosophy- Transforming Human Capital into Competitive Advantage 2.How Bank Operates- Grading Structure 3.Alignment of HR strategy with Organizational goals
- 9. SZABIST HUMAN RESOURCE FUNCTIONS • Recruitment and selection • Compensation and benefits • Performance planning • Training and development • Severance/End of service
- 10. SZABIST TERMS OF EMPLOYMENT Regular Employment Probationer Employment Contractual Employment Temporary Workers Casual Workers Bank uses “People Soft” HRIS for effective management of its HR
- 11. SZABIST PRE-RECRUITMENT PLANNING HR Budget Volume Analysis Transfers Advertisement Selection
- 13. SZABIST SOURCES OF RECRUITMENT • Internal Recruitment • External Recruitment • Referrals • Entry-level Recruitment • On-line Job Application System Usually don’t go for “Out-sourcing”
- 14. SZABIST RECRUITMENT FOR ENTRY LEVELS • Routine Hiring • Technical/Support Staff • Junior Officers • Management Trainee Officers
- 15. SZABIST RECRUITMENT FOR MIDDLE & SENIOR LEVELS • For senior management employees – referrals are taken • For middle managers, the jobs are advertised or out-sourced
- 16. SZABIST JOB DESCRIPTION • Identified Position • Job Design • Duties and Responsibilities • Volume of Job • Work Load Job specification : KSA’S
- 17. SZABIST 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
- 19. SZABIST SELECTION • Apply Online • Entry Test • First Interview • Second Interview • Panel Interview • Background Investigation As per discretion of the management
- 20. SZABIST ORIENTATION AND PLACEMENT • Orientation • To make the employees comfortable • To get along with the workers • To learn them new culture of the organization
- 21. SZABIST ORIENTATION AND PLACEMENT • Orientation of new employees 3 days • First phase • Second phase • Third phase • Placement
- 22. SZABIST HR AUDIT • Approaches to HR audit • Comparison Approach • Outside Authority • Approach Statistical • Approach Compliance Approach • MBO Approach
- 23. SZABIST HR AUDIT • Tools for HR audit • Interviews Surveys/ Questionnaires • Historical Analysis Grievance Audit Compensation Audit
- 24. SZABIST PERFORMANCE PLANNING • Annual Performance Form • Newly Introduced Form PMS is MBO
- 25. SZABIST TRAINING & DEVELOPMENT • Training & Development - Investment in their assets • Training modes • Classroom training • Video cases • On the Job Training
- 26. SZABIST PURPOSE OF TRAINING • Improvement of Soft Skills • Improvement of technical skills • Future Prospects of Training • Train the trainees
- 27. SZABIST COMPENSATION • House Rent Allowance • Medical Allowance • Fueling Allowance • LFA- Leave for assistance • End of Service Benefit • Gradate
- 28. SZABIST NON-MONETARY BENEFITS • Leaves • Casual Leaves • Privilege Leaves • Medical Leaves • Paid leaves • Eddat Leaves • Hajj Leave • Extraordinary Leave
- 29. SZABIST EXIT INTERVIEWS • Notice Period • Exit Interview Form • Exit Interview
- 31. SZABIST 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
- 32. 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
- 34. SZABIST