HUMAN RESOURCE MANAGEMENT

REPORT
ON THE MAINTENANCE FUNCTION AND
ACTIVITIES IN HR DEPARTMENT
OF

Page 1

GROUP # 09 MEMBERS:
NAME

ROLL NUMBER

Shariq Aslam
Shahir Khan
Syed Abdul Mateen
Syed Ali Raza

32
44
49
50

SUBMITTED TO:
MADAM IFRAH SEHAR
HUMAN RESOURCE MANAGEMENT

______________________________________________________
UNIVERSITY OF KARACHI
DEPARTMENT OF COMMERCE
Page 2

KARACHI.

PREFACE
First of all, we are thankful to Almighty ALLAH (The most Gracious
and the most Powerful, the Knower of seen and unseen), for giving
us courage and power to learn and to apply our knowledge for the
benefits of mankind.

Page 3

Page 4

Content

Page

ACKNOWLEDGEMENT

EXECUTIVE SUMMARY

RESEARCH METHODOLOGY

STANDAR CHARTERED BANK PAKISTAN LTD

10-16

GREENBIZ PVT LTD,PAKISTAN

17-24

CONCLUSION OF REPORT

25

VOTE OF THANKS

26

TABLE OF CONTENTS

Page 5

STANDARD CHARTERED BANK PAKISTAN LTD

TABLE OF CONTENTS
Content

Page

COMPANY OVERVIEW

10

HISTORY

11

STANDARD CHARTERED BANK PAKISTAN

11

SERVICES AND DEPARTMENTS

12

MAINTENANCE ACTIVITIES IN HR DEPARTMENT

13-16

EMPLOYEE BENEFITS

13

HEALTH AND SAFETY

14

EMPLOYEE-MANAGEMENT RELATIONSHIP

16

CONCLUSION

Page 6

16

GREENBIZ PVT LTD, PAKISTAN

TABLE OF CONTENTS
Contents

Page

COMPANY OVERVIEW

17

HISTORY

17

SERVICES OFFERED

18

DEPARTMENTS

19

MAINTENANCE ACTIVITIES IN HR DEPARTMENT

20-23

EMPLOYEE BENEFIT

20

HEALTH AND SAFETY

22

EMPLOYEE-MANAGEMENT RELATIONSHIP

23

CONCLUSION

Page 7

24

ACKNOWLEDGEMENT
We like to express our profound gratitude to our course coordinator,
Madam Ifrah Sehar, for her invaluable support, supervision and
suggestions throughout the report.
We would also like to express our gratitude to the following
personnel who devoted us their precious time and support to
accomplish this task.
Ahmed Qureshi, HR Manager.
Standard Chartered Bank Pakistan Ltd, Main Branch, I.I
Chundrigarh Rd, Karachi.
Arshia Arshad Memon, HR Manager.
Greenbiz Pvt Ltd, Pakistan.
C-1/C, Main khayaban-e-Ittehad, DHA, Phase 7,
Karachi.
At last but not the least, we would like to thank our family and
friends, for their consistent support and faith, which enables us to
complete this project.

Page 8

EXECUTIVE SUMMARY
The objective of our research is to provide a brief review on
Maintenance function and activities in HR department of firms. We
analyze and observe that how maintenance functions activities and
policies are made, handled and execute in HR department for the
good of employees.
We visited two firms for our research report and they are:
Standard Chartered Bank Pakistan Ltd, Main Branch, I.I
Chundrigarh Rd, Karachi.
Greenbiz Pakistan Pvt Ltd.
We covered following areas of maintenance function during our
effort, they include.

Benefits offered
to Employees.

Health and Safety

Measures.

EmployeeManagement
Relationship.

Insurances ( Personal & Family)

Retirement Plans.
Loans.
Allowances
Facilities.
Recreational Activities & Vacation
Days.
Plans for Safe Working
Environment.
Preventive Security and Training
Programs. ( Fire Evacuation And
drills)
Working with Labor Unions.
Handling Complaints.
Communication System and
Chain.
Retainment of Efficient and
Experienced Employee.

Page 9

We planned to and analyzed in our visit how HR Department in these

firms sustain, maintain and improve the established conditions and
make it a productive and safe working environment for employees of
the firms.

RESEARCH METHODOLOGY
The methodology adopted in carrying out the research consists of
personal interviews with HR managers of both the firms. The
research has been conducted on the basis of primary and secondary
data and information gathered through field work and data provided
by the respected Managers.
Some Of the Questions Addressed during the visit are:

What have been done for

environment for employees?

Do you arrange any preventive security and training programs

for employees?

What measures are adopted for retaining an efficient and

experienced employee?

How employee-management relations are maintained for

smooth flow of work?

What communication system your department implies?

maintaining

safe

working

How complaints among employees are dealt with?

What are arrangements for security in the firm?
What employee benefits are offered by your firm?

We assemble our report on the basis of insights of manager on our

questions, data they provided to us and our observation during the
visit.

Page 10

STANDARD CHARTERED BANK PAKISTAN

LTD
COMPANY OVERVIEW
Standard Chartered has a history of over 150 years in banking and
operates in many of the world's fastest-growing markets with an
extensive
global network of over
1,600 branches (including
subsidiaries, associates and joint ventures) in over 70 countries in
the Asia Pacific Region, South Asia, the Middle East, Africa, the
United Kingdom and the Americas.
As one of the world's most international banks, Standard Chartered
employs 70,000 people, representing over 125 nationalities,
worldwide. This diversity lies at the heart of the Bank's values and
supports the Bank's growth as the world increasingly becomes one
market.
With strong organic growth supported by strategic alliances and
acquisitions and driven by its strengths in the balance and diversity
of its business, products, geography and people, Standard Chartered
is well positioned in the emerging trade corridors of Asia, Africa and
the Middle East.
Standard Chartered derives over 90 per cent of profits from Asia,
Africa and the Middle East. Serving both Consumer and Wholesale
Banking customers worldwide, the Bank combines deep local
knowledge with global capability to offer a wide range of innovative
products and services as well as award-winning solutions.
Standard Chartered is also committed to all its stakeholders by living
its values in its approach towards managing its people, exceeding
Page 11

expectations of its customers, making a difference in communities

and working with regulators.

HISTORY OF STANDARD CHARTERED BANK

Standard Chartered was formed in 1969 through a merger of two
banks: The Standard Bank of British South Africa, founded in
1863, and the Chartered Bank of India, Australia and China,
founded in 1853.

THE CHARTERED BANK:

The Chartered bank was founded by James Wilson following the
grant of a Royal Charter by Queen Victoria in 1853. Chartered bank
opened its first branches in Mumbai (Bombay), Kolkata and Shanghai
in 1858, followed by Hong Kong and Singapore in 1859.

THE STANDARD BANK:

The Standard bank was founded in the Cape Province of South Africa
in 1862 by John
Paterson. The bank commenced business in Port Elizabeth, in
January 1863.

STANDARD CHARTERED BANK IN PAKISTAN:

Standard Chartered Bank Pakistan Limited (SCBPL) is Pakistan's
oldest and largest foreign bank with over 176 branches in the
country. The history of Standard Chartered in Pakistan dates back to
1863, when the Chartered Bank of India, Australia and China first
established its operations in Karachi. The year 2006 marked the
beginning of a major transformation for Standard Chartereds
operations in Pakistan. It was during this year that the Bank
announced its acquisition of Union Bank, one of the best private
sector banks in Pakistan.
Page 12

The US$ 487 million, the largest ever transaction in Pakistans

banking history, spearheaded the establishment of Standard
Chartered Bank (Pakistan) Limited (SCBP), the first international
bank in Pakistan to be locally incorporated. The acquisition
effectively cemented our position as the largest and fasted growing
international bank in Pakistan: Standard Chartered is now the 5th
largest bank in terms of revenue and operating profit.
In early 2007, the combined bank had 115 branches across 22 cities
in Pakistan. A year later, by mid 2008, the bank has 176 branches
across 41 cities. Our geographic footprint growth has led the Bank in
becoming a part of the social and economic fabric of the country,
positioning us to deliver on our vision of Being the best locally
embedded international bank.
The bank now has over 176 branches across over 41 cities of
Pakistan.

SERVICES AND DEPARTMENTS OF SCBPL:

Page 13

WMEloffkvcb.yHuFiPhInCrLeBDRfg&TUSptamds

We are now giving you our review about maintenance activities

handled in HR department of STANDARD CHARTERED BANK
PAKISTAN Main Branch Karachi at I.I Chundrigarh Road. HR Manager
elaborated to us that these policies remain same in all branches
throughout Pakistan; however its conductance varies from Managers
to Managers.

Page 14

MAINTENANCE ACTIVITIES IN HR DEPARTMENT

EMPLOYEE BENEFITS:
Employees of SCBPL are offered with fringe benefits according to
their work and its requirements.
INSURANCE:
Personal insurance is being offered to employees up to 2 lacs, if
employee wishes to have one. All the procedure and requirements
are managed by HR Department.
RETIREMENT PLANS:
Employees are being granted with proper retirement plan, and
separate section is accommodated for this purpose in finance
section. These plans are made in conjunction with HR Department so
that insights of employees can pass through them, and before any
changes in these policies are made, they go through HR Department
for approval.
LOANS:
Home finance loans and car loans are provided to employees
according to banks policies.
MAINTENANCE AND DEVELOPMENT OF SKILLS:
HR Department always prefers and recruits those employees which
are willing to improve their skill and willing to learn. So bank also
offers the opportunity to develop skills through externally accredited
courses. These are designed in conjunction with top universities and
business schools including postgraduate, MBA, etc.
The bank provides a lot of skill related training e.g. credit workshop,
sales & negotiation skills, project management, etc. to help staff
enhance their skill in particular aspects.
Product training is provided e.g. cash product training, operational
training etc, to help the related staff to learn more about the
products that the Bank is providing.
Page 15

All the expenses are managed by bank, and selection & approval of
deserved and required employee is done by HR Department.
FACILITIES & REWARDS:
Bank offers and provides cars to Grade level employees and offers
bonuses to employee at special occasions. Rewards and Bonuses are
also distributed as per performances of employees, which is
evaluated after every 6 months. These various incentives in the form
of bonuses and rewards motivate the employee and makes him/her
committed towards the organization, some of these are:

Spot Award + Rs. 5000 as cash prize.

Best Performer Award.
Service Quality Award.
YES( Year of Excellent Services) Award.

Any conflicts
Department.

of

interest

by

employee

are

handled

by

HR

RECREATIONAL ACTIVITIES:
HR Department arranges regular activities such as picnics at Beach
and visits to a farm in order to rejuvenate energy in its employees.

HEALTH AND SAFETY MEASURES:

Proper care has been adopted by SCBPL for ensuring safe working
environment for the employees and HR Department makes it sure
that they are implemented and updated regularly.
SAFE & HEALTHY WORKING ENVIRONMENT:
Bank tries to provide best possible atmosphere and working
environment to its employees, because SCBPL believes that the
health and well-being of their employees is important.
They are concerned not only about the physical health of their
employees, but also their mental and emotional well- being.
Standard Chartered has policies & practices that provide for a safe
and healthy working environment. They place importance on the
safety and well-being of their staff, communities and on the effect
Page 16

its working and operational processes have on the environment.

They are continually developing policies and practices designed to
maintain the highest appropriate standards.

Following are the some measures set by bank and managed and
maintain by HR Department:
OFFICE LAYOUT AND FURNITURES:
Adjustable seats are deployed for employees so that their wrist can
land at table at accurate angle in order to avoid any injuries which
arise due to it, furthermore these seats are backbone supportive.
Electronic Screens such as television and computer screens are
LCDs so that it have minimal effect on eyesight of employees.
Proper Cooling system is deployed around the branches with the
facility of backup generators, in order to provide continuous supply
of electricity.
State of the art fire alarms and smoke detectors are installed to
detect any signs of smoke and fire, in order to avoid any accident
related to fire.
SAFETY PLANS AND TRAINING:
At the time of hiring, HR department gives the whole orientation to
the new employee regarding safety measures, entails him/her
regarding fire evacuation and evacuation plan in case of any
emergency.
Every employee of SCBPL is trained with basic emergency health
practices such as CPR (Cardiopulmonary Resuscitation), in order to
maintain any patient in need of it until ambulance arrives. First Aid
Box is at every branch with basic equipments and accessories to
treat any small injuries.
HR Department arranges all these training programs for the
employees, and conduct regular seminars to refresh it. These safety
Page 17

precautions are managed by HR Department in order to ensure

safety and well being of employees.

EMPLOYEE-MANAGEMENT RELATIONSHIP:
HR department tries its best to maintain smooth flow of work by
conveying messages from employees to management and
management to employees, and maintaining harmony between
them.
COMMUNICATION SYSTEM:
Open door policy is maintained in SCBPL so that every employee can
have its say, whenever he wanted. With this policy an employee can
properly addressed his concerns and request to management and
any queries he/she have.
Any request and communication to Higher Management is conveyed
through HR Department.
COMPLAINTS MANAGEMENT:
Any complaints among the employees regarding harassment, theft,
violence and insubordination are handled by HR department through
proper procedure and according to the policies of SCBPL.

CONCLUSION
SCBPL HR Department tries to perform every HR function according
to the company policies and regulations. Maintenance function and
activities are managed by HR department in order to maintain best
possible environment for employees and to provide them with
benefits and safe working environment, so that to make them loyal
and committed to the bank.
Page 18

Any policies amendments, or measures to be implement pertaining

to the employee is made with the approval and suggestion of HR
Department.

Page 19

GREENBIZ PVT LTD, PAKISTAN.

COMPANY OVERVIEW
GreenBiz is an Australian based Renewable Energy and
Environment Services Company and leading wholesaler of Solar PV
Panels and related products.
It collaborate its
business with two other companies:
Wellbeing Green Pvt Ltd.
7IT. ( IT Solution Providers)
GreenBiz specializes in design and installation of renewable energy
products. They sell their products and provide a complete energy
solution for homes and commercial setups.
GreenBiz vision is to tap the resources of sun and make energy
through it so that transition to solar energy will help to save money
now against a hedge of electricity bills of tomorrow.
Their record breaking solar technology has led to development of
solar solutions for homes, business and other commercial buildings.
More than 80% of customers have a positive feedback regarding
their products and services.

HISTORY OF GREENBIZ PVT LTD, PAKISTAN

Greenbiz and its associates are established in 1970s in Australia,
eventually becoming one of the leading wholesalers of solar energy
products to household sectors.
In Pakistan, initially Greenbiz outsource the employees for call centre
services for customer support and telemarketing sales to the
customer in Australia in 2001. However, Greenbiz started its
operation in Pakistan in 2007 and made its product available to the
potential customers in Pakistan, in order to provide them with solar
energy solutions.
Page 20

Greenbiz in Pakistan works in collaboration with LG and Studer for

providing user oriented solar power system.
Greenbiz is regularly showcasing its potential in Pakistan especially
in Sindh by installing their various products in public places and rural
areas.

SERVICES OFFERED BY GREENBIZ PVT LTD, PAKISTAN

As Greenbiz offers energy solution through solar energy, it does so
with its following products:
PRODUCT

Solar PV Panel

Inverters

Online UPS

Solar Street Lights

Solar Tube well

Solar Geyser

Wind Turbine

Page 21

 Compact Fluorescent Lamps

Page 22

ITSRenwWbDGraphAdmiHtCl7ousEgyvc&(,Mk
DEPARTMENTS OF GREENBIZ PAKISTAN

Page 23

MAINTENANCE ACTIVITIES IN HR DEPARTMENT

EMPLOYEE BENEFITS:
Many benefits are offered to employees to help them in any way
possible, and to
make them believe that organization is there for
them in time of need.
INSURANCES:
GreenBiz offers personal and family insurance to its employees.
Basic personal insurance of 2.5 lacs is provided to the employee, if
he wishes for family insurance it can increased up to 4.5 lacs.
Family insurance can either be of parents or employees childrens
and marital partner.
OPD expenses are not covered in these insurances, however any
expense related to accidents and medical test such as ultrasound,
C.T scan are covered in the insurances.
HR Department devises the insurance plan with the employee
according to his/her requirement and capabilities.
RETIREMENT PLANS:
GreenBiz has plan to offer retirement plans to its employees as all of
the employees hired by HR Department are relatively young so
retirement plan is in their policy and plan and HR Department is in
collaboration with management and employees to devise an
effective retirement plan.
LOANS:
Personal loans were provided by GreenBiz initially up to 2 Lacs, but
some employees who availed this facility left the firm resulting in
loss to the company.
This situation led to the new policy for the loans that an employee
can take loan in multiples of its salary up to 3 times. For Example:

Page 24

If an employee salary is 30,000 Rs, he/she can take up to maximum

of 90,000 Rs.
It is the choice of the employee in how many months he/she wishes
to pay back, with payment to be made in maximum of 6 months
after the loan is availed.
MAINTENANCE AND DEVELOPMENT OF SKILLS:
GreenBiz offers to afford any expense for the employee if they want
to learn any course, training, or want to do postgraduate and
graduate programs if it s related to their field of work.
HR Department also arranges regular seminars relating to marketing
and technical skills in order to enhance the skills of that department
so that sales and customer support can be excelled.
Criteria is followed and managed by HR department.
FACILITIES:
GreenBiz offers car to their higher level management, furthermore
Conveyance allowance are given to the employees and if any
employee needs to go out of city for companys business Travelling
and Daily Allowance (TADA) is also provided.
All the criteria, amount of allowance and nature of facilities are set
and managed by HR Department according to the needs and
requirement of employees.
VACATION DAYS:
HR Department of GreenBiz set total of 12 sick days annually and 24
vacation days annually, totaling up to 36 days allowed absence.
However according to the policy set by HR Department only 1 sick
day and 2 vacation days can be used in one month.
Moreover, newly recruit employees are not allowed to avail their
vacation days in their first year. Vacation days are started after it has
been approved and confirmed by the organization.

Page 25

HR department handles all the request and confirmation regarding

these after consulting with the desired manager and employees.

RECREATIONAL ACTIVITIES:
HR department arranges outgoing activities at regular intervals for
its employees to freshen up the energy and environment.
Arrangements are also made for family of employees so that not
only the employees but their families can be part of firm too.

HEALTH AND SAFETY MEASURES:

Basic measures are covered by Greenbiz to provide safe working
environment to the employees.
SAFE & HEALTHY WORKING ENVIRONMENT:
OFFICE LAYOUT AND EVAC PLAN:
Office layout of the organization is planned according to the
emergency evacuation plan. Evacuation Plan is oriented to every
employee. Fire alarms are installed.
SECURITY:
Private security guards are hired for protection against any external
threat and to interfere and stop any workplace violence.
HEALTH ROUTINE:
First Aid box is available with staff to handle it and, furthermore HR
Department held sessions for maintaining and doing work in healthy
way such as warm up routine after every two hour of sitting at job
desk to avoid any stiffness to the muscle and survical pains.
Regular Medical test are conducted after every 6 months to check
the level of drugs and alcohol in the system due to the reason that
Page 26

this substance abusiveness can lead to inefficient work performance

of employee and workplace violence.
If someone is found with such abuse HR department arrange
counseling and rehabilitation program for the employee.

EMPLOYEE-MANAGEMENT RELATIONSHIP:
HR department tries its best to maintain smooth flow of work by
maintaining adequate environment for employees to work with
management and transferring insights of both parties to each other
for better work performance.
COMMUNICATION SYSTEM:
HR manager does not communicate directly with the employees but
transfer its messages through the line manager of the department
which is assigned by the HR Manager. She may communicate with
the employee if an employee needs and during any negotiations.
Furthermore, HR Department also held meetings at regular intervals
to take any insights of employee to top level management and to
take suggestion, request, consultation and recommendation
regarding any new policy or measures.
Following is the chain of communication between HR Manager and
employee for conveying the insights from HR to employee and to
employee to HR.

Page 27

EH
L
m
i
R
pn
lM
e
A
oa
s
yn
M
s
ea
i
eg
n
s
ta
e
g
ra
e
n
tr

HANDLING COMPLAINTS:
Any complaints among the employees are dealt with procedure of
confirmation and identifying the complaint, and any action taken is
according to the organization rules and policies.
Any dispute among the employee is identified and sought out by the
HR Department by making them sit through session conducted by
HR manager and removing any differences between them.
Complaints and problems related to ineffective work performance
are dealt with private counseling among the employees and HR
manager and any complain is tried to resolve as quickly as possible
so that smooth flow of work is maintained.
EFFICIENT AND EXPERIENCED EMPLOYEES:
Greenbiz values its employees and has clear order for HR
department regarding employees that not to left out any efficient
Page 28

and experienced personnel and immediate recognition and

appreciation should be practice for their effort for the company.
So HR department whenever sees active and noticeable
performance from the employee they recognized it and give that
employee promotion or bonus for his/her effort after consulting the
management.
In this way employee is reinforce with occupational safety and more
likely to remain committed to the firm.

CONCLUSION
HR Department of GreenBiz Pakistan tries to provide employees best
possible environment to work in, carry out their insights to
management and make sure that Human assets of organization are
geared up for better performance.

CONCLUSION TO THE REPORT

During our visit and interview with managers we observe and found
that HR Department of both firm do follow the organization policies
but also tries to provide best possible circumstances, facilities and
environment to the employees within those policies.
Both Managers are very keen for the safety and maintenance of
employees and regularly devising new tactics and policies in order to
improve it and tries to arrange as many activities to better the work
force of firm.
They also try to convey all suggestions, requirements and
recommendation of employees to management. Both HR
department is also very effective in negotiating terms with
employees on part of management.
Page 29

HR department tries to maintain almost 50-50 percent balance

between the demands and requirements of Management and
Employees.
Maintenance function and activities related to it are well managed
by both the HR departments and improvements are in planning
process.
SCPBL Health and Safety measures for employees and their training
is up to date and should be commented, however GreenBiz Health
and Safety Measures can be improvised and updated.
Greenbiz communication system is well maintained and information
and orders are transferred efficiently, thus maintain better
Employee-Management relationship.
Both the HR departments plan to improve working condition for their
employees along with other functions and targets to provide best
Human Resource for their respective companies.

VOTE OF THANKS

We would like to thank Mr. Syed Maarij Ghazal, Finance

Manager, Standard Chartered Bank Pakistan Ltd, to set
up a meeting with HR Manager at I.I Chundrigarh Branch.

Page 30

We would like to thank Mr. Ahmed Qureshi, HR Manager,

Standard Chartered Bank Pakistan Ltd, Main Branch, to
give us his precious time and help us accomplishing the task.
We would like to thank Mr. Aadil Rajput, Senior Web and
Multimedia Designer, to set up a meeting with HR Manager
of GreenBiz Pakistan.
We would like to thank Mrs. Arshia Arshad Memon, HR
Manager, Greenbiz Pvt Ltd, Pakistan, to give us her
precious insights and sharing the information with us.

JAZAKALLAH,
THANK YOU.

Page 31