TABLE OF CONTENTS

Topics Page Number

1.Introduction To Askari Bank 02
2.Mission Statement 03
3.Core values 04
4.Corporate Philosophy 04
5.Objectives 05
6.Motivation of Askari Bank 05
7.Human Resource division of Askari Bank 05
8.Importance of human Resource division 06
9.Employee Relationship 07
10.Job Description 07
11.Job Specification 07
12.Recruitment and Selection 08
13.Interview Assessment Form 11
14.Orientation and Placement 13
15.Training and Development 14
16.Job Evaluation 19
17.Health and Safety 20
18.Collective Bargaining 21
19.Handling Conflict Situations 23
20.Role Of HRD in solving Problems 24
21.Discipline 24
22.Career Development in Asker Bank 25
23.Human Resource Planning 26
24.Salaries,Insentives and Benefits to the employees 31
25.HR audit 40
26.Coclusion 41
27.Tasks Assigned to our Group

1
INTRODUCTION TO ASKARI COMMERCIAL BANK

The banking sector has

witnessed a dramatic change during the last ten years with the development of Askari

Bank , which is not only the redefining priorities and focus of the banks, but also

threatening the domination of traditional players.

Asker Bank was incorporated on October 09, 1991 as a Public Limited

Company and is listed on the Karachi, Lahore and Islamabad Stock Exchange. It started
its operations from April 01, 1992. The bank was declared as “Best Bank in Pakistan” in
2001 in Global Finance. The bank’s registered office/Head Office is situated in AWT
Plaza, The Mall, P.O.Box No. 1084, Rawalpindi, (Pakistan).
Askari Bank Limited has expanded into a nation wide presence of over a 100
branches, comprising commercial and Islamic banking branches, connected online and
supported by a network of Automated Teller Machines (ATMs). It also enjoys an
offshore banking unit in Bahrain. Over the years, Askari Bank Limited has proven its
strength as a leading banking sector entity with ever increasing commitment to its
clients, through a strategic investment in electronic technology. It has A1+, the highest
possible credit rating, for short-term obligation, and AA+ for long-term rating. Beside
day-by-day banking solutions, Askari Bank Limited has a wide range of Corporate,
Consumer, and Islamic Banking products.

Askari Commercial Bank Limited was the first bank in Pakistan to offer Internet
banking Services and B2B e-commerce (Business to Business electronic Commerce)
solutions for merchants looking to purchase on credit. They believe that balanced growth
is the key to survive in the today’s global banking environment.

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Mission Statement: -
The mission statement of the bank is
“To be the leading private sector bank in
Pakistan with an international presence,
delivering quality services through
innovative technology and effective
resource management in a modern and
progressive organization culture of
meritocracy, maintaining high ethical and
professional standards, while providing
enhanced value to all their stakeholders,
and contributing to society”

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Core Values:

We understand that our commitment to satisfy customers’ needs must

be fulfilled within a professional and ethical framework. We subscribe to a culture of high
ethical standards, based on the development of right attitudes. We believe in our 'core
values' as the essential and enduring tenets of our organization - the very small set of
guiding principles that have a profound impact on how everyone in the organization
thinks and acts. They have an intrinsic value for us and bear significant importance to all
our employees. They are the few extremely powerful guiding principles; the soul of the
organization - the values that guide all our actions.

The intrinsic values, which are the corner stones of our corporate behavior, are:

• Commitment
• Integrity
• Fairness
• Team-work
• Service

Vision:
“To be the Bank of first choice”

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 CORPORATE PHILOSOPHY:

I n s p i r i n g R e l a t i o n s h i p s

From knowing our customers requirements to understanding employee needs, from

utilizing modern technology to making responsible social contributions, from enhancing
stake-holders value to practising corporate ethics.... We are continuously and consistently
striving to address newer challenges with a single motivation: “the power to inspire and
be inspired”

OBJECTIVES:
Ζ Deliver solutions that meet customer’ financial needs.
Ζ Build and sustain a high performance culture.
Ζ Build trusted relationships with all stakeholders.
Ζ Build and manage the Banks’ portfolio of business to achieve strong and
sustainable shareholder return.
Ζ Create and leverage strategic assets and capabilities for competitive advantage.
Ζ To facilitate the bank with modern banking technique.
Ζ To accelerate commercial activities and capture large market share.

Motivation of Askari Commercial Bank

While successfully penetrating the key domestic markets through strategic
expansion and business diversification they remain alive to the challenge from the
development in the global finance markets. The opportunities and threats are eliminates
by greater deregulation and increased customer expectations. These provide them the
moment to make the best use of available resources.

Askari commercial bank is the only private sector bank that has been approved by the
World Bank as a participating financial institution for the US 200 Million line of credit

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authorized to the Government of Pakistan for the financial sector deepening and
intermediation project.

Askari emphasis further broadening its core foreign trade business translated into
handling a higher volume of export and import business of RS.36 billion registering a
growth of 42% over the previous year that enhanced the foreign trade business.

Human Resource division of askari bank

Askari Bank has a progressive and a dynamic human resource (HR) philosophy. The
Bank believes in transforming its human capital into a key source of competitive
advantage. The Bank believes that investment in human capital is critical for achieving
and sustaining growth.

Askari Bank is trying to achieve Business Level Competitive Strategy, which will help
them in strengthening the business’s long-term competitive position in the market
place. The Bank is using Human Resource as a strategic weapon, which will help
them in achieving short term as well as long-term objectives.

Importance of Human Resource Division of Askari

Bank: -
“Our staff is our most valuable asset”
That’s why Staff is given on the job as well as site training in diverse areas of banking
and management. Fifty two in house courses were organized during 2001 in Askari Bank
for training the employees.
The HR manager says that we are committed to provide a healthy environment, culture,
job satisfaction, opportunity and compensation that attracts and retains outstanding
individuals.

Askari Bank value a work place where:

• People are promoted on their merit rather than on their tenure.
• People treat each other with mutual respect and dignity.
• People truly feel that no matter how large we grow, each one of us can make a
difference.

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 • No discrimination among the male and female employees.
HR Head’s Responsibilities;
Human Resource Division of Askari Bank was successful in implementing:
1. Staff Hospitalization Plan;
2. Staff Transport Finance Scheme;
3. Medical Leave of Absence Facility;
4. Privilege Leave of Absence Encashment;
5. Enhancement in Staff House Finance Limit;
6. Insurance of House Finance;
7. Increment in Salaries Up to 15%;
8. Rationalization of Pay Scales;
9. Performance Appraisal System;
10. House Rent Facility.

Employee Relationships
“Unusual efforts on part of the employees who are apparently ordinary workers is
one of the key indications of a superior enterprise”

Askari bank focuses on multi talent hiring ,Professional grooming , training and
meritocracy based reward system.Askari lays great emphasis on the development and
nurturing of “Askari Culture” , a cohesive team work , where each relies on the strength
of the other and together they achieve common objectives.

Employee productivity enhancement is organized through extensive in house and external

training programs.Askari continue to offer oppurtuinities for people to develop there
knowledge , skills and personalities , thus ensuring greater self-fullfilment and
progression in the organization .

Job Description.
Service manager according to the skills capabilities personality communication skill

confidence level has designed Job description.

Job Specification.

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 Statements indicating the minimal acceptable qualifications incumbents must possess
to successfully perform the essential elements of their jobs. In which includes the
knowledge, skills, education, experience, certification, and abilities need to do the job
effectively.

Askari Bank mainly focuses on the communication and confidence level of the
candidate as skill can be updated.

Recruitment and selection

Recruitment is the process of searching for prospective employees and stimulating them
to apply for jobs in the organization.

Objective:

Askari Bank believes that by bringing together there collective expertise, insight, and
professionalism, we will grow individually and succeed collectively.

RECRUITMENT CRITERIA:

If anyone wants to work with Asker Bank, and have the right capabilities and
experience, there process will ensure that all candidates are provided with equal
opportunities to secure a position.

• Entry level fresh Induction:

At this level, fresh graduates are hired normally in officer cadre of the bank
ranging from OG–III to OG–I.

• Management Trainee Officers:

A special batch of qualified, energetic, high caliber and qualified young with good
academic records is also hired as Management Trainee Officers (MTOs) on annual

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 basis with an aim to nurture high-talented lot of future executives/managers for the
Bank.

• Hiring of experienced professionals:

At this level, experienced and skilled professionals are hired normally for Senior
Slots.

RECRUITMENT SOURCES:
Recruitment of employees, in general the sources of recruitment can be classified
into two types.
i) Internal Job Posting:
Filling a job opening from within the firm has the advantages of stimulating
preparation for possible transfer, or promotion and increasing the general level of morale.
ii) External Job Posting:
Askari Bank also goes to external sources for positions whose specification cannot
beam by present personnel. Askari Bank uses following outside sources.
• Advertising:
• Employment Agencies:
• Casual Applications:
• Leasing:

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THE HIRING PROCEDURE FOR NEW/FRESH EMPLOYEES.
RECRUITMENT PROCESS (FRESH/ BATCH PROGRAMS):

SELECTION

Askari selection processes differ from position-to-position, and are designed to

effectively match an individual’s knowledge, skills, interests, and experiences to those
needed for a particular position.

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THE HIRING PROCESS:
In the hiring procedure, Askari Bank is following steps to discover significant
information about an applicant.

1) Call for application

2) Preliminary interview
3) Applications blank
4) Check of References
5) Psychological test
6) Employment interview
7) Approval by the supervisor
8) Physical examinations
9) orientation

ASKARI BANK
INTERVIEW ASSESSMENT FORM

Job Title: ___________ Trade: _____________ Department:

___________
Name: ___________ Age/DOB ______________ App. Source:
___________
Place of Domicile: ___________ Available to joining No: _____________________
Expected Salary Rs: ____________________________

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Name of the Interview: 1. (HRD Executive)
2. (Concerned Executive)
3. Supporting Executive)

(1) (2)
a) AppearanceABC a) Assignment Knowledge ABC a) Potential ABC
b) Health ABC b) Experience Rating ABC b) Behaviour ABC
c) Education ABC c) Professionalism ABC c) Observation ABC
d) Experience ABC d) Verbal/Written Expression ABC
e) Skill ABC
f) Confidence ABC
g) IntelligenceABC
Rating ABC Final Rating: Merit Rating:
1. Excellent: ________________
2. Good: ________________
3. Average: ________________

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4. Below Average: ________________
General Remarks:

_____________ _____________ _____________

HRD Executive Concerned Executive Supporting Executive

ORIENTATION AND PLACEMENT

Once employees are "on board" their personal growth and development overtime
become a major concern. Change is a fact of an organizational life and to cope it
effectively.
OBJECTIVES:
The following are the objectives of orientation program of Askari Bank:
1) To make the employees comfortable
2) To get along with the workers
3) To learn them new culture of the organization
ORIENTATION OF NEW EMPLOYEES
After the selection of successful employees the first step in their introduction to bank
policies, practices and benefits is an orientation program.
The Orientation program in Askari Bank is completed in three phases.

FIRST PHASE:
The first phase is usually conducted by the staff personnel unit. Subjects covered
include products of the bank, employee benefits, salary schedules, safety, probationary

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period, timed recording and absence, holidays equal employment opportunity programs,
packing and the grievance procedure.
SECOND PHASE:
The second phase of most organized induction program is performed by the
immediate supervisor. The inductee is introduced to fellow employees, given a tour of the
department, and informed about such details as locker and rest rooms, supply procedures,
hours of work overtime, call in procedures, rest and lunch periods, and lunching facilities.
THIRD PHASE:
The complete in action program will provide for phase three follow up some
week later. The interview, conducted by either the supervisor or a personnel specialist is
concerned with
1) Employee satisfaction with the job and organization.
2) Supervisor satisfaction with the employees.

PLACEMENT:
In Askari Bank Placement means
“Right person for a right job”
A lot of applicants’ abilities are matched with a specific job requirement and then that
person is placed on that position.

TRAINING AND DEVELOPMENT

After the employee has been received, selected and inducted, he or she must next
be developed to better fit the job and the organization.
INVESTMENT IN THEIR ASSETS:
Askari Bank is a multinational organization in which importance has been given to
training.

The management considers the training as an "Investment in their Asset".

OBJECTIVE:

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 The objectives of training and development programs are to enhance and improve
the capabilities, efficiency, and productivity of an employee up to the desired standards
for current and future assignments and responsibilities.

We have askari bank own specialized in-house training facilities in the shape of
Training Academies at Rawalpindi and Lahore.

AREAS OF TRAINNING:

The Training Academies of the Bank are equipped with modern state of the art
facilities and are responsible for imparting multi-functional high quality trainings to all
staff members in the following areas:

•Business Development
» Customer Service
» Liabilities Management
» Asset Development
» Consumer Finance

•Commercial Banking
» General Banking
» Foreign Trade
» Credit Management

•Credit Administration
•Risk Management
•Consumer Banking
•Soft Skills
» Effective Communication Skills
» Negotiation Skills
» Team Building
» Selling Skill
» Customer Care etc.

The employees of Askari Bank are also sent to attend specialized courses by various
banking /non-banking training institutes.

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TRAINING NEEDS ASSESSMENTS:
In Askari Bank there are three level of analysis for determining the needs training
can fulfill.
1. Organization analysis:
Focuses on identifying where within the organization training is needed.
2. Operation analysis:
Attempts to identify the content of training - what an employee must do to
perform competently.
3. Individual Analysis:
Determines how well each employee is performing the tasks that make up his or
her job.
At this level, training needs may be defined in terms of a simple equation.
Desired performance - Actual Performance = Training need.
OPERATIVE TRAINING:
The development of operative calls for specific increased in skills and knowledge
to perform a particular job. In Askari Bank there is primarily two basic methods in use.
1) On The Job Training:
Since most jobs in Askari Bank can be learned in a relatively short period of time,
this method is most widely used.
The type of on the job training implemented in Askari Bank is:

Apprenticeship program which include both classroom instructions as well

as on the job training. This type of training is given to the new inductees and usually two
years long.

2) Off the Job Training:

There are following methods used in Askari Bank for Off the Job training.
i) Staff Training Program:
ii) Special Courses:
iii) Selling and Technical skills training program:
iv) Opportunities For Improvement Of Educational And Technical Qualification:

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EVALUATING TRAINING PROGRAMS:
To assess the utility or value of training, in Askari Bank management seek ensures
to four questions.
1. Did change occur?
2. Is the change due to training?
3. Is the change positively related to the achievement of organizational goals?
4. Will similar change occur with new participants in the same training programs?
MEASURES OF CHANGE:
In evaluating training programs, measures of change fall into four categories.
Reaction:
How do participants feel about the training program?
Learning:
To what extent have trainees learned what was taught?
Behavior:
What on the job changes in behavior occur because of attendance at the training
program?
Results:
Is what extent have cost related behavior outcomes or quality improvement, turn
over or accident reduction (productivity) resulted from the training.

DEVELOPMENT:
We also focus on providing opportunities and facilitating askari bank executives and
officers for developing their managerial and leadership skills through management
development programs for present and future responsibilities.

PERFORMANCE APPRAISEL
Definition:

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 It is a formal process and structured process through which management
measures, evaluates and assesses job related attitudes behavior and out comes.

Importance of performance appraisal in Askari Bank:

• It identifies employees current job i.e. what is he doing?

• It will help in identifying in weak and strength points.
• It will help an employee to improve his or her performance.
• Organization compensation and rewards are all based on performance appraisal.
• It motivates the individual to face constructive criticism when there is negative
performance appraisal.
• It also helps in assessing in training and development needs.
• It helps in documenting the HR policies.
• It helps in decision making of retention and termination.
• It is important for promotion, transfer and termination.
Method used in Askari Bank for performance appraisal:

A special document is used for performance appraisal in Askari Bank, which is known
as GDD (grade development document)

Following are the main things, which are included in document.

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 • Assignments
• Job duties
• Achievements
• Audit objectives
• Complaints
These things are discussed in document with regard to performance of employee.

Performance appraisal is done on annually basis.

Some other methods of performance appraisal normally used in

Askari Bank:

• Written essay:
Here you write the employee weak and strong points, future potential and past
achievement and area for improvement.

• Critical incident method:

Here the appraisal based on those factors which are very effective and the events
where your performance was efficient

Problems with the appraisal:

There is no specific problem is faced in performance appraisal

JOB EVALUTON
Definition:
It is a process by which the relative worth of various jobs is determined for pay purpose.
It checks the out the amount of employee’s pay or salary to the contribution made by this
job. The job is evaluated according to its importance.

JOB EVALUATION:
The process of job evaluation involves assessing the relative dollar-worth of each job
to the organization to set up internally equitable pay structures. If pay structures are
not equitable, employees will be dissatisfied and quite, or they will not see the

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 benefits of striving for promotions. To put dollar values on jobs, it is necessary to get
information about different jobs to determine which jobs deserve higher pay than
others.

Job Evaluation.

Askari Bank do job evaluations with the help of

• Manager Analysis
• Mystery shopping
• Quizzes/Snaps
• Exit interviews
• Curiously calls
• Training
• Attitude
• Relations with Customer and Employee
• Targets
Specifies the relative value of each job in the organization.

HEALTH, SAFETY & WELFARE

SAFETY AWARENESS:
The employees are given a physical environment that is comfortable and healthy. In
summer there is adequate air-conditioning and in winter there is central heating. Since
Askari Bank is handling with services and there is no potential danger in the nature of
its business, hence the only thing that the HR management needs to ensure a healthy
environment.

HEALTH AND SAFETY:

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 A monthly health and safety meeting held at Askari Bank. Chief Manager presides
this meeting and discuss any accident if happen in preceding month.
Measures in future to avoid these types of accidents.
Working hours = 48 hours per week.
Sick leave = 8 days
Casual leave = 10 days
FEATURES OF COMPENSATION SYSTEM AND SOCIAL SERVICES:
* Fixed salary
* Overtime is paid according to Government rules and regulations i.e. double on
holidays.
* Group Insurance scheme is practiced for the compensation of two objectives:
i) Accidents
ii) Injuries
* Employees old age benefit scheme.
* Gratuity scheme.
* Bonus is awarded (Minimum one bonus in a year)
* Monthly Medical Allowance
* Social Security services are obtained for employees.

HEALTH SERVICES:
Following are included in the health services of Askari Bank:

• Adequate facilities for emergency

• Pre-employment medical examinations
• Reasonable first aid to employees for non-occupational illness while on the job.
• Information and education services for the personal health of employees
• Advice and supervision, where necessary, to maintain proper company sanitation.

COLLECTIVE BARGAINING

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 It is a process to determine the terms and conditions of employment and regulating
employment relationship, which utilizes the process of negotiation between representative
of management and employees intending to result in an agreement, which may be applied
across the group of employees.
Terms of Employment: -
The following are four categories of employment in Askari Bank Limited;
1. Regular Employment;
2. Probationer Employment;
3. Contractual Employment;
4. Temporary Employment; and
5. Casual Employment.
Regular Employment: -
These are the employees, which are after the final selection employed for a regular
period. These employees enjoy all the benefits such as annual gratuity fund, Retirement
benefit and after the retirement, pension etc. Usually managers and supervisors fall in this
category.

Probationer Employment: -
When an employee is selected for some post, he or she undergo for the probation
period of 6 months normally. However for the management cadre, it can be less than 6
months. When the probation period is completed, the employee signs a contract with
personnel manager.

Contractual Terms: -
There are three major considerations;
 Employment is temporary in nature.
 The person should be of age 60 or above.
 Duration of employment contract is one year and renewable.

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When the bank management feels that the person retiring from the job have enough
capabilities and potential to work more in the benefit of the organization, then sign this
type of agreement with the retired employee. Employee form the top to bottom can be
included in this type of employment terms.
Temporary Workers: -
Employees of cadre of workers and supervisors are hired for a period of 6-9 months
according to government rules on temporary terms of employment.
Casual Workers: -
It is concerned with the daily wages workers. When the company requires the workers
urgently, they employ the casual worker to fill the vacancies.

Apprenticeship Training: -
According to government regulation, Banks have to hire the apprentices against the
regular scheme.
Askari Bank is not bound to give regular jobs to the apprentice trainees.

HANDLING CONFLICT SITUATION:

Obvious sources of conflict range from a difference of opinion, problematic working
conditions or unrealistic work expectations through discriminatory behavior, to poor
communication or non-compliance with organization norms or values.

Conflict can be covert and take the form of resentment or irritation. Such conflict is much
harder to detect and easier to ignore.

ADVANTAGES OF MANAGING CONFLICTS:

Advantages of managing conflict situations for the Askari Bank management are:

• Better motivated staff; staff energies are directed to work rather than emotions
• An organization or staff that presents a positive name to the outside world
• Improved team work

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 • Better personal development of individuals
DIFFERENT TYPES OF DISPUTES IN ORGANIZATION:

There are some signs of disaffection with organization such as strikes,

confrontation leading to lockouts and various forms of withdrawal of cooperation by staff
in furthermore of their claims. And other conflicts such as poor training, turnover, and
absenteeism. To solve all disputes Askari Bank, management take action which are very
right and then all the employees are happy ad are more committed to their work.

ROLE OF HRD IN SOLVING PROBLEMS:

HRD performs following chief roles.

• Supportive behavior on manager's part.

• A work group problem solving.

• To design job techniques in such a way that gives satisfaction for individual and
opportunity for improving performance.
• Letting everyone to have his or her say.

DISCIPLINE
DEFINATION:

Discipline is condition where employees know that what is expected from them
and what will be the consequences of violation.

Purpose of discipline in Askari Bank:

Following are the main purposes of discipline in Askari Bank:

• To enforce rules and regulations

• Smooth running of organization.

• To ensure efficiency of workers.

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 • To improve work relations.

CAREER DEVELOPMENT

Askari Bank values performances. We have introduced an objective system of

performance evaluation based on Management by Objectives and Behavioral
Competencies. The system allows for mid-year reviews and is 100% open to appraises.

CAREER PLANNING:
It entails matching an individual’s skills and aspirations with opportunities that are or may
become available in the organization. This matching process requires that those in charge
of career planning know the skill requirements of the various jobs. This allows them to
guide individuals into jobs in which they will succeed and be satisfied.

CAREER DEVELOPMENT IN ASKARI BANK:

Askari Bank Limited is one of the most progressive institutions in the country today. -
Currently, Askari Bank is pursuing an ambitious expansion strategy, which envisions
opening a large number of branches throughout the country.

Askari Bank, besides being the most rapidly expanding Bank in the market, is also the
choice of many career-focused individuals since it offers some of the following
benefits:

• Stability of Career
• Tremendous Growth Opportunities
• Extensive Training & Development Program
• Motivating Work Environment
• Attractive Salary Packages
• Nurturing Culture

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 HUMAN RESOURCE PLANNING

MANPOWER PLANNING
Askari Bank has a progressive and a dynamic human resource (HR) philosophy.
The Bank believes in transforming its human capital into a key source of competitive
advantage for that they believe in human resource planning.
BASIC PURPOSE:
In Askari Bank basic purpose for which HRD in relation to HRP serves are as
under:
1. Balancing the cost between utilization of plant & manpower:
This theme involves comparing costs of these two resources in different
combinations and selecting the optimum.

2. Determining recruitment needs:

It is an essential prerequisite to the process of recruitment. It means that HRD unexpected
shortages, wastage, blockages of unexpected shortages, wastage, blockages in promotion
flow and needless redundancies.

3. Determining training needs:

HRD plans fundamental training programmes for which it is necessary to assess not only
quantity but also quality in terms of the skills required by Askari Bank.

4. Management Development:
HRD provides succession of trained and experienced manager that is essential to
the effectiveness of the organization and this depends on accurate information about
present and future requirements in all management level in Askari Bank.

A system of HRP in Askari Bank:

A system of HRP in Askari Bank has some specific points on which Banking Act.

26
1. Defining or redefining organizational objectives.
2. Determining and implementing the basic requirement to sound planning.
3. Assessing future requirements to meet objectives.
4. Assessing current resources and availability of resources in the future.
5. Monitoring system and amending as indicated.
REASONS FOR HUMAN RESOURCE PLANNING
Following are specific reasons for which Askari Bank management is carrying on
systematic human resource planning.
1) Future Personnel Needs:
2) Coping with Change:
3) High-Talent Personnel:
4) Strategic Planning:
5) Equal Employment Opportunity:
6) Foundation for Personnel Functions:
THE PLANNING PROCESS:
Planning for human resources is tied in with overall Askari Bank long range
planning. The process of planning in itself forces management to think through objectives
of firm and people problem relating to achieving those objectives through planning.

1) GOALS AND PLANS OF ORGANIZATION:

Human resource planning is a part of overall strategic planning for Askari Bank. A
personnel vice-president and his staff cannot make useful plans for period of one or three
or five years, unless they have data on possible corporate expansions new products, new
plants, new markets and so on.
IMPORTANT STEPS:
Important steps involved in overall planning for Askari Bank are:
1. To analyze and evaluate environmental influence.
a) Political trends and legislation which will have impact upon the business.
b) Social trends in leisure time, consumer tastes, work values and retirement.
c) Technological advances affecting enterprise.

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2. To identify the values and aspirations of Askari Bank's directors and executive.
3. To identify and evaluate the internal strengths and weaknesses of the enterprise.
4. To create specific enterprise objectives and plans for achieving these objectives.
5. To evaluate progress toward implementation of plans and take corrective action
where necessary.
PLANNING PERIOD:
Askari Bank's planning period is from 3 years to 5 years. Period for three year is
short range and of five years is long-range period.

2) CURRENT HUMAN RESOURCE SITUATION:

The second phase of the planning process for Askari Bank is the preparation of an
inventory of personnel presently within the organization. A skill inventory consists of up-
to date information regarding the qualifications of the selected categories of personnel.
IMPORTANT USES OF SKILL INVENTORY:
The skills inventory has several important uses.

1) After preparing human resource forecast, Askari Bank compare, the number, types
and skills specified by forecast with the present baseline or current position given
by skill inventories to ascertain what skills must be developed from present
personnel via training, up grading and special development efforts.
2. Other use is to identify talent within the organization for specific job opening.
3. An up to date skill inventory is valuable for the preparation of rosters of qualified
technical and managerial personnel.

COMPUTERIZED SYSTEM:
Askari Bank along with manually prepared Human Resource Data cards also use
computerized system to handle data. The computer can readily provide a printout of the
age distribution of all mangers by level, job, and department.

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TRANSFERS, PROMOTIONS AND SEPARATION
TRANSFERS:
The Headquarters of all employees as mentioned in the letter of appointment is
subject to change at the discretion of the Management in which event an employee will be
required to work anywhere in Pakistan as Headquarters with no extra remuneration and
/or allowance or compensation whatsoever in the salary structure. In case of a transfer, an
employee will be entitled to the following transfer benefits:
I) Air-conditioned Coach train fare or air passage as per entitlement for himself
and his immediate family to the place of transfer will be provided.

II) 14 days upcountry allowance (Boarding & Lodging allowance) as per entitlement
in the traveling scheme will be provided.
For single employees, reimbursement is at a flat rate. The amount allowed will be
specified in the transfer letter served by the Management.
In cases where the Management has initiated the move, it can at its discretion,
allow a higher ceiling/additional benefits.
Transfers are also being done within the city and outside the city. The purpose is
to provide employees a better chance to excel in their area at different locations and in
different bank branches. Job rotation is also being done. Traveling and transfer
allowances are also given so that employees get settled as soon as they join the duty.

Promotion: -
Promotions are an integral part of the job. Every employee is looking forward
towards its career path. In Askari Bank the promotions are given on the basis of superior
performances. The promotion occurs both in the ranks and in the salary structure.

SEPARATION OF SERVICE:
a) An employee's service can be terminated on three months notice in case of a
manager or level above that and one month's notice in case of a junior Officer,
Senior Officer and Assistant Manager or pay in lieu thereof

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 b) If in the course of an employee's service, the employee suffers from any serious
ailment or permanent disability of any kind which in the opinion of the
management may or is likely to interfere with the due performance of duties, the
employee's service may be terminated at the discretion of the management by
giving notice as mentioned above, or payment in lieu thereof as the bank may
deem fit

SALARY AND INCENTIVES

Salary: -
Askari Bank tries it best to keep the staff fully satisfied and provide them with
perfect career paths. The employees are paid well so that they can maintain reasonably
decent living and are motivated to work as bank’s employees.
The employee compensation at Askari Bank caters both

“Direct financial payments”

“ Indirect financial payments”.
The pay scale is determined on the commendable factors and on the decision-making
ability for the managers and executives.
Allowances:
Which are given to employees other than the basic pay, are as follows:
 House Rent Allowance.
 Utilities Allowance
 Technical allowance.
 Traveling Allowance and Daily allowance.
Fringe Benefits: -
In Askari Bank, following benefits are offered to the employees.
 Medical Facility.
 Facilities at residence.
 Grants of incentives for improving qualification every year.

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  Cash prizes.
 Increments (Annual increase in pay)
 Bonuses.
Indirect Compensations: -
Askari Bank offers three types of indirect compensation to its workers.
 Employee insurance scheme
 Providing funds
 Gratuity scheme.
department shall initiate the case to P & A.
Pay Plans and Incentives at Askari: -
Establishing Pay Rates: -
For establishing the pay rates, first step is to conduct the salary surveys.

The Salary Surveys: -

For the purpose of conducting salary survey, Askari Bank is taking help of The
Ferguson firm, which conducts surveys and researches in the field of marketing and
finance. Moreover, the bank’s managers are well informed about the pay and salary
structure for the candidates to be hired in case of hiring. This external survey is conducted
once in two years. Complete documented information is being delivered to the bank so
that the pay scales do not vary from the market rates.
Job Evaluation: -
Evaluation of the job performance is done yearly. The purpose is to see and
identify the employees who have done their respective work well through out the year
considered and who have not been able to show good performances.
. Pay Plan at Askari: -
Pay plans at Askari are established on the basis of job rating. All jobs are ranked
from top to bottom, on the basis of commendable factors. Employee with higher rank gets
higher salaries and incentives. Askari Bank has its own criteria for establishing pay rates.

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 . HR manager believes that competency and skill based pay can increase
motivation and employee commitment. But more often employees are paid on the basis of
their jobs. Their pay is based on job or skills.

Skill Based Pay: -

Skill based pay is given to employees for the recognition of their knowledge,
decision making, problem solving abilities and competency of efficient and effective
working in their jobs.
Variable Pay: -
Variable pay is a group incentive plan that ties pay to some measure of an
organization’s overall profitability. When the bank performs or the branch of the bank
performs spectacularly in terms of profitability for a particular year, the whole branch is
given a variable pay.

Compensation Plan: -
Compensation plan for Askari employees involves following things;
 Basic Salary;
 Bonuses;
 Allowances;
 Reimbursements;
 Short term Incentives;
 Long term Incentives.
Basic salary involves fixed compensation paid regularly. Bonus is given two times in
a year to managers and professional employees, percentage of which lies from 80% to
100%. Allowances and reimbursements are short-term incentives.
Askari Bank has also several incentive plans, including individual performance
awards and bonuses, team awards.

Incentives for the Employees at Askari: -

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 Employees at Askari are paid basic salary as well as some sort of short and long-
term incentives. Individual incentive programs are launched at Askari to give income over
and above basic pay to individual employees who meet specific individual performance
standards.

Incentives for Managers and Executives: -

Managers and executives play a central role in influencing divisional and
corporate profitability. Askari Bank Limited puts considerable attention towards their
rewards. Most managers get short bonuses and long-term incentives in addition to salary.
Askari Bank offers stock option to its managers as the long-term incentives. The purpose
of stock option is to motivate and reward management of the bank for long term corporate
growth, prosperity and shareholder value.
Bonus: -
Along with the basic salary, bonuses are given to managers two times in a year.
The percentage of bonus is 80% and sometimes 100% to their pay.
Allowances: -
House rent and Utility allowance are also given to managers. Managers are paid
42.5% and 10% of their incremental pay as house rent and utilities allowance
respectively. 10% of the salary is given to as medical facility, and for the general utilities
like telephone 10% of the salary is also being given to the utilities. So the overall salary
comes to a higher level including all these cash and other benefits.
Reimbursements: -
Reimbursements for medical, telephone and petrol expenses are also given to
managers and executives.
Incentives for middle and lower level Employees: -
Middle level employees and professionals are also paid bonus, allowances, and
reimbursements along with their basic pay. Lower level employees like peon, driver, and

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 technicians are paid dearness allowance, house rent allowance and medical
allowance along with their basic salary. The incremental stages for these employees are
+30, where as others have +25 stages in their jobs.
Ensuring Accuracy & Authorization: -
The following payments shall be made in the routine, with such additional
payments as the management may direct from time to time:

Medical Reimbursement: -
Medical reimbursements are made to staff and executives of the bank according to
the bills presented by them. What to be done and how to reimburse the medical
expenditure is shown in the required action section.
Claims for Traveling allowance and Daily allowance: -(TA,DA)
Allowances are given to the employees for the traveling of the executives from
one city to another or abroad, all the expenditure is on the bank, daily expenditure can
also be recovered through claims.
Fuel and Lubricants: -
The bank also provides free traveling facilities to its employees by paying amount
against the consumption of fuel dependent upon their respective ranks. It is of two types;
1. Reimbursement to executives;
2. Official Expenditure.
Office Expenditure: -
 PTCL connections.
 Corporate connections
 Mobile phones and connections
 Reimbursements to executives.
Salary Disbursement: -
 Payments to regular staff
 Payments to contractual staff
 Arrears payments
 Bonus payments.

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Insurance: -
Life insurance and car insurance are some of the benefits, which are also given to the
employees and more precisely to the managers and to the executives.

BENEFITS AND SERVICES OF ASKARI BANK

LEAVE: ENTITLEMENTS & RULES

CONFIRMED EMPLOYEES
All confirmed employees are entitled to leave according to the rules and
regulations stated below:
i. CASUAL LEAVE
Ten days with pay in a calendar year, at the discretion of the Management.
Casual leave is meant to meet urgent and/or unforeseen circumstances. Prior
approval of the Management has to be obtained whenever possible, stating the reason for
leave.
a) Casual leave may be allowed to be availed at one time for a maximum of 3 days
and shall not normally be combined with any other leave, holidays and /or public
holidays.
b) Causal leave shall not be accumulated and carried forward beyond a calendar year.
c) Casual leave may be allowed in continuation of Sick Leave in cases where the
Doctor recommends sick leave is exhausted and further leave.
ii. SICK LEAVE
The entitlement is 14 calendar days in a year. Sick leave if not availed during a
calendar year may be carried forward but the total accumulation of Sick leave shall not
exceed 28 days at any time.

a) Any application for sick Leave which exceeds 3 days should be supported by a
medical certificate from a registered practitioner.

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b) The management may at its discretion have any employee examined by the bank
Doctor and the advice of the Doctor shall be final, for the purpose of granting
leave to the employee.
c) If sick Leave is availed on Thursday and also on the following Sunday, such leave
will be counted for four days and a medical Certificate should accompany the
leave application.
d) In case of prolonged illness, where the required leave exceeds the entitlement, the
adjustment of leave beyond entitlement may be made against C/L or P/L, or be
granted as a special sick Leave at the discretion of the Management.
iii. PRIVILEGE LEAVE
The P/L entitlement for all employees is as follow:
For the 1st completed year of service 3 weeks (21 Calendar days).
For 2nd to 5th completed year of service or part thereof 4 weeks (28 Calendar
days).
For 6th year onwards- 5 weeks (35 Calendar days)
a) An application for P/L shall be submitted to the Human Resource Division duly
recommended by the concerned Superior, a minimum of 14 days before
commencement of leave.
b) A minimum of 2 weeks P/L pertaining to one year has to be availed in order to
receive Leave fare Assistance for the year. According to the profit of the bank, the
Management could allow a maximum of 1 month’s basic salary as LFA subject to
approval. However, as minimum LFA, a fixed amount will be paid.
c) Leave will always be adjusted first against any remaining balance of a previous
year before being adjusted against the current year's entitlement.

d) Prefix and suffix of weekly/gazette/other holidays to Privilege Leave will be

allowed and as such will not be counted as Privilege Leave. However, should any
holiday fall during the leave, it will be counted as Privilege Leave.
e) The management reserves the right to refuse any leave if the exigencies of
business so require.
iv. MATERNITY LEAVE

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 Maternity Leave will be allowed to the concerned employee for a period of 12
weeks (85 Calendar days) for each case.
Application for the period of leave should be submitted well in advance.
PROBATIONARY EMPLOYEES
During the probationary period of any employee there will be no entitlement to
any kind of leave, be it Casual Leave, Sick Leave, Privilege Leave or Maternity Leave.
Sick Leave if required, will be approved as a very special case only if supported by a
Medical Certificate from a registered medical practitioner.
Any other leave if availed, will be treated as without pay.
However, on confirmation if the employee so desires, the leave may be adjusted
against his entitlement and the deducted amount refunded.
LOAN POLICY
The bank guarantees loans for car and scooter/ motorcycle.
1. Application under the Loan Policy, which is duly recommended by the concerned
Division/Department Head, should be forwarded to Human Resource Division for
processing. Applications will be approved subject to availability of Funds at the
concerned Banks.
2. As per the Bank's Policy for financing loans, the vehicle should be jointly
registered in the name of the Bank and employee.
3. All employees will also have to take out a comprehensive insurance policy for the
vehicle in order to avoid monetary loss in case of accidents.

These are normally given to employees involved in actual sales only.

CAR LOAN FACILITY
The bank has decided to adopt a policy for granting bank guaranteed loans for
purchase of a car to all assistant managers irrespective of whether they are involved in
sales.
In case a mileage is sanctioned the pick & drop facility presently enjoyed at the Head
Office and regional or zonal office will be withdrawn.
This fund will be an interest bearing fund and the rate of interest will be 12% per
annum.

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TRAVELING SCHEME:
All official arrangements for employees whether at Karachi or upcountry will be
made after prior approval.
The concerned employee keeping in mind, the entitlement and the length of stay planned
may also take a traveling advance. For this purpose an advance form may be filled in,
recommended by the Division/Department Head and forwarded to Human Resource
Division for approval.

Breakup of Boarding Allowance:

Breakup 15%, Lunch and dinner 30%, each Misc. 25%.
a) 100% Boarding will be allowed in case if absence from the Headquarters for 12
hours or more.
b) 50% boarding will be allowed in case of absence from the Headquarters for 6 to
12 hours.

Insurance plan
The bank has made arrangements to provide adequate 24 hour insurance coverage
of all its employees in case of death or permanent disability while at work or traveling or
at home.

i. PERSONAL ACCIDENT POLICY

In the case of death of an injured employee, the bank will pay the amount received from
the insurance bank to the employees’ nominated beneficiary.
The benefits of this plan with the limits of Compensation are as follows:
1. Death only 100% of sum insured

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HR AUDIT
DEFINATION:

HR Audit is related to examine that how HR Managers are performing their HR

responsibilities.

APPROACHES TO HR AUDIT:
There are five types of HR Audit that are
• Comparison Approach
• Outside Authority Approach
• Statistical Approach
• Compliance Approach
• MBO Approach
Askari Bank used comparison approach for audit purpose.
TOOLS FOR HR AUDIT:
The following are tools of HR Audit.

• Interviews
• Surveys/ Questionnaires
• Historical Analysis
• Grievance Audit
• Compensation Audit
Askari Bank used each tool of HR Audit for audit purpose but mostly used that tool which
suits to the environment of their organization.

SUGGESTIONS BY EMPLOYEES
Suggestions are always encouraged but no extra award or recognition is given to
the employees if the suggestion or a creative idea benefits the organization in terms of
reduced cost, increase in profit etc.

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CONCLUSION
In this competitive environment, where Askari Bank is facing tough competition
with other multi national companies, HRD has been successful in retaining its employees
by offering a clearly defined reward and incentive system.

Tasks Assigned to the group members

Thanks to Almighty ALLAH that we have completed our project on askari
bank by putting our utmost efforts.Each individual of the group have worked
very hard in completion of the project.We are also very glad to our teacher
Sir Shahid Nawaz , who gave us a vast knowledge about the Human
Resource management and taught us Really well.

How it is done?
We actually divided different tasks by creating sub-groups in our group and
each group have to give a weekly report to the group leader that what is done
in a week.So,We divided our self in the three groups.
Group 1 Group 2 Group 3
Majid Yaseen(G.L.) Qudrat Sheikh Asif Khan

Sajid Nawaz Umar Shehbaz Mohsin Ahmad Khan, Awais ahmed &
M.ASAD QUYYUM

Group 1
Group 1 is consisted of two members named Majid yaseen & Sajid Nawaz.We
met with the manager in the Asker Bank and we arranged couple of meetings with
him.The other task was to gather the information provided by the other members
and to refine it and to bring it to the written form.Group 1 have contributed the
following areas in the Project:

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1. Introduction To Askari Bank
2.Mission Statement
3.Core values
4.Corporate Philosophy
5.Objectives
6.Motivation of Askari Bank
8.Importance of human Resource division
9.Employee Relationship
10.Job Description

Group 2
Group 2 is consisted of tw0 members named Qudrat sheikh and Umar
Shehbaz.The task was to meet with the HR manager and gather the information
about the selection and the recruitment policies etc.. They have contributed the
following areas to the project:

Job Specification
Recruitment and Selection
Interview Assessment Form
Orientation and Placement
Training and Development
Job Evaluation
Health And Safety
Collective Bargaining
Handling Conflict Situations
Role Of HRD in solving Problems

Group 3
Group 3 is consisted of four members named Asif Khan,Mohsin Ahmed Khan,
Awais Ahmed and M.Asad Qayyum.They have conducted some research work.For
this purpose they met with the Hr manager and some of the employees and
distributed a questionnaire to the employees. They contributed the following areas
in the project:

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Discipline
Career Development in Askari bank
Human Resource Planning
Salaries,Insentives and Benefits to the employees
HR audit
Coclusion

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