Professional Documents
Culture Documents
Human - Resource - Management - in - Allied - Bank 2
Human - Resource - Management - in - Allied - Bank 2
1 Table of Contents
2 Allied Bank Limited ............................................................................................................................... 4
3 History ................................................................................................................................................... 4
3.1 Allied Bank: Public Sector Years (1974-91) ................................................................................... 4
3.2 Privatization (1991-2004).............................................................................................................. 4
3.3 A new beginning (2005-to-date) ................................................................................................... 5
4 Board of Directors ................................................................................................................................. 5
5 Products ................................................................................................................................................ 5
5.1 Personal Banking ........................................................................................................................... 5
5.2 Business Banking ........................................................................................................................... 5
5.3 Islamic Banking.............................................................................................................................. 5
5.4 Other Services ............................................................................................................................... 6
6 Innovation: e-Banking Channels ........................................................................................................... 6
7 Corporate Objective .............................................................................................................................. 6
8 Mission Statement ................................................................................................................................ 6
9 Vision 2010 and Beyond........................................................................................................................ 6
10 Values ................................................................................................................................................ 6
10.1 Service Orientation ....................................................................................................................... 7
10.2 Trustworthiness ............................................................................................................................ 7
We hold sacred the consistent adherence to a strict moral and ethical code manifested through
honesty, professionalism, fairness, prudence and respect for the law. ................................................... 7
10.3 Adaptive to Change ....................................................................................................................... 7
We nurture within each one of us a positive attitude towards change and innovation, promoting
flexibility and celebrating creativity as drivers of our quest for continuous improvement and
operational excellence. ............................................................................................................................. 7
10.4 Team Orientation .......................................................................................................................... 7
We are committed to work together as a family united in pursuit of common goals and aspirations,
valuing meritocracy in promoting the common good. ............................................................................. 7
10.5 Commitment ................................................................................................................................. 7
As stewards, not only of the Bank's business, but of its proud name and enduring heritage, we
manifest genuine concern and affection for the Bank, it's business, and its core constituents. ............. 7
10.6 Pride .............................................................................................................................................. 7
We take pride in working with the Bank, of being a Pakistani, in whatever tasks we undertake. This
will be reflected in all our actions, in the passion of how we get things done......................................... 7
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Allied Bank Limited.
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Allied Bank Limited.
3 History
Allied Bank Limited (ABL) is the first Muslim Bank established on territory that later on became
Pakistan. It was established on December 3, 1942 as Australasia Bank at Lahore with capital of
0.12 million. At that time the chairman was Kh. Bashir Baksh. ABL’s story was one of the
dedication, commitment to professionalism and adaptation to changing environmental changes.
3.1 Allied Bank: Public Sector Years (1974-91)
Under the Nationalization Act of 1974, 14 scheduled banks were taken over by the Government.
Australasia Bank’s Board of Directors was dissolved and the bank was renamed as Allied Bank of
Pakistan Limited. Sarhad Bank, Lahore Commercial Bank and Pakistan Bank Limited were
merged into Australasia Bank. At time of merge, ABL was second highest among all the banks
Nationalized in 1974.
Allied Bank’s first Executive Board was constituted of Mr. Iqbal A. Rizvi as President, Mr. Ajmal
Khalil as Joint President and Mr. Khadim Hussain Siddique as member. In 1974 Mr. I.D. Junejo
and Mr. Safdar Abbas Zaidi joined the Board later. 116 new branches were opened in 1974 and it
started participation in commodity Operation program of Government.
In 1970’s Bank played an important part of agricultural area loans and other loans. In 1976 Mr.
Ajmal replaced Mr. Rizvi as Chief Executive and President. During 1974-77, 361 new branches
were opened and 230 of these were located in villages and small towns. It also opened its foreign
branch in London, near the Bank of England. In 1980 the Bank of England granted Allied Bank
recognition as a full fledge Bank under the U.K. Banking Act.
In 1981, President was changed. In 1984, again new president was come to know. He tries to
increase the international business. It also initiated a major counter program. In 1985, mainframe
computer was installed and effective management system was developed. During this period
profitability was increased. New President Mr. Maqbool introduced different schemes in 1987-88.
In 1989, new 13 branches were installed.
Over 1991, 745 branches were there in all over the Pakistan.
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Allied Bank entered in a new phase of its history, as the world’s first bank to be owned and
managed by its employees.
Allied Bank’s capital and reserves were Rs.1.525 (Billion) and assets amounted to Rs. 87.536
(Billion) and deposits were Rs. 76.038(Billion). The Bank enjoyed an enviable position in the
financial sector of Pakistan and was recognized as one of the best amongst the major banks of the
country. In August 2004 as a result of capital reconstruction, the Bank’s ownership was transferred
to a consortium comprising Ibrahim Leasing Limited and Ibrahim Group.
3.3 A new beginning (2005-to-date)
In May 2005 Ibrahim Leasing Limited was amalgamated by transfer to and vested in with and into
Allied Bank Limited. ILL shareholders were issued ABL shares in lieu of the ILL shares held by
them.
4 Board of Directors
Tahir Hassan Qureshi - Chief Executive Officer
Mohammad Naeem Mukhtar - Chairman / Non-Executive Sponsor Director
Sheikh Mukhtar Ahmad - Non-Executive Sponsor Director
Muhammad Waseem Mukhtar - Non-Executive Sponsor Director
Abdul Aziz Khan - Independent Director
Mubashir A. Akhtar - Independent Director
Pervaiz Iqbal Butt - Independent Director
Akbar Sharifzada - Government Nominee Director
Sheikh Jalees Ahmed - Executive Director
5 Products
The bank provides its customer various products & services, to cater there need of investments,
and other social or business requirements. These Product & Services offered by the bank are as
follows:
5.1 Personal Banking
Under Personal Banking, ABL offers: Everyday Accounts, Lifestyle Banking, Savings & Term
Deposits, Credit & Debit Cards, Domestic Remittance, Bancassurance, and e-Banking Services.
5.2 Business Banking
Under Business Banking, ABL offers: Corporate & Investment Banking, Transaction & Business
Accounts, Home Remittances to Pakistan, Cash Management Solutions, Trade Services, SME
Financing, and Agriculture Financing.
5.3 Islamic Banking
Allied Bank has established its Islamic banking group to offer a diverse range of Deposit and
Investment related accounts ensuring Shariah compliance.
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7 Corporate Objective
By continually providing the best customer experience to generations of Filipinos here, Allied
Bank aims to be among the top 3 in the various markets that it chooses to compete in.
8 Mission Statement
We are a leading, dynamic Filipino financial services group with a global presence committed to
delivering a whole range of quality services that will create value and enrich the lives of our
customers, employees, shareholders and the communities we serve.
10 Values
Our Shared Values bind everyone in ABL together, providing the basis for trusting one another
and helping enable the Bank to achieve its mission and vision.
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Allied Bank Limited.
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Allied Bank Limited.
Lastly, I wish to take this opportunity to thank all stakeholders including Board of Directors for
their vision, State Bank of Pakistan and Securities and Exchange Commission of Pakistan for their
continued support and guidance. As we enter 2016, it is important that we look back with pride at
the Bank’s accomplishments but also keep looking forward and adapt to the changing landscape
of the future to position the Bank as a dynamic financial service provider.
Mohammad Naeem Mukhtar
Chairman
13 Job Analysis
Hiring is the key importance to the overall
productivity of Canadian businesses. A well put
together job description is a good business
investment because it can be used to support
most HR functions: recruitment, selection,
orientation, training, work plans, compensation,
performance reviews and legal defense.
Job descriptions explain the key responsibilities
of the actual position, reporting relationships and
work environment. The first step in writing or
rewriting job descriptions is job analysis. Job
analysis is an in-depth study of a job. It provides
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information for job descriptions. In doing the analysis, you or an employee will gather information
about jobs through interviewing employees, observing performance of certain tasks, asking
employees to fill out questionnaires and worksheets, and collecting information about a job from
secondary sources such as the National Occupational Classification (NOC) system. deleted or
modified. Here are few steps for job analysis in Allied Bank Limited:
13.1 Understand the job
Start by developing a complete understanding of the position. This is the foundation on which
hiring is based. In conducting your analysis, consider:
All of the duties and responsibilities of the position
Their scope and level
The context in which these are to be performed
The amount of responsibility, authority and accountability required to perform the work
The major and minor activities
13.2 Identify Performance Behaviours
Next, identify examples of behaviour that you would use to evaluate the quality of the work.
Identify examples of both effective and ineffective behaviours. To do this, ask yourself:
What are the performance expectations for superior performance?
How do you know someone is doing an excellent, satisfactory or poor job?
How does it look when a high performer is doing an excellent job or when a poor performer
is doing an unsatisfactory job?
13.3 Essential Competencies
Using the examples of behaviour as a basis, identify and choose only the most critical/ essential
competencies required to demonstrate high performance. Differentiate between high performers
and average performers:
There should be no more than 6 to 10 competencies selected for a role or job. Remember,
fewer are better.
The key is to select only the most critical/essential competencies required to demonstrate
high performance. While all competencies may seem desirable, they are not all critical.
Familiarize yourself types of competencies and skills.
Next, sort the competencies based on how critical or essential each one is. You could sort each of
the competencies into one of four groups:
Critical/essential
Important/significant
Less important/learn on the job
Not applicable
When determining how critical or essential a Competencies, Knowledge, Skills and Abilities
(CKSA) is, consider factors such as:
The difficulty or criticality of the tasks being performed
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14 Recruitment
To get hired for the job there is complete process. First of the
candidate have to send an application for the job to the company.
The company checks the application. This is only when there is
vacancy will be announced by the company. Now there are two
words labor and executive. They both are different. Any new
candidate who applies for the job will be known as the executive.
Now the question is that if the new candidate who applies for the
job as a labor then is he will be called as the executive? No there is not such a concept. The labor
is one who apply for the job on the post of the labor or low class labor will be known as the labor
but if a candidate applies for the superior job i.e. manager, HOD etc then he/she will be known as
executive. It will remain executive till he got the experience of one year at the company. Now
there is a difference in the hiring of labor and executive for the job.
14.1 Criteria for labor
There is no hard and fast rule for the hiring of labor.
They can approach for the job from the newspaper.
They can also approach from the notices of the job those will display on the notice board
of the company only when the vacancy will be announced.
The vacancy for the labor will be posted in the local and as well as national level
newspaper.
There is no such a need of qualification for this job but the experience is required by the
company that one who is willing to apply for the job will must have the experience of 1
year at least.
14.2 Criteria for executive
Executive are the managers or the people who are qualified and apply for the middle or the
top-level management.
These are the persons for those the qualification or the study matters, obviously if a person
want to apply for the highest post the education, knowledge is the thing that matters.
If there is a need for a person as executive for a specific job then the HOD of that particular
department tells or announces the vacancy that I need the person for that particular job. For
example, the HOD of sales department will announce the vacancy that there is a need for
the sales person.
If there is another person who has to announce the vacancy for any department then the
HOD of that department will sent the requirements for the job and then the vacancy will
be announced in the newspaper, notice board etc.
The company also does the college hiring for the executive in which the company visit
some colleges and universities and then start doing interview of the students those are
willing to apply for the job. Basically, this concept is running in many other cities and it
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will start soon in the Faisalabad too. And the company from where it starts this college
hiring will be from the UCP FSD campus.
14.3 Channels of Recruitment
There are basically two channels for the recruitment those are discussed below.
Now that candidate whose CVs will approved then the company calls those candidates. The
purpose for this call is just to have an informal interview with them and tell them timing and the
day of their interview.
14.3.3 Rehiring
Sometimes the company needs to do rehiring. This is because that if an employee who is working
for so many years and then leave the company wish to rehire him because company did invest on
him. Investment in a sense that company gives him a job, training, experience and many other
things. That is why if the employee leave the company offer him extra and more benefits, salary
etc before he had. In short term it is expensive that you apply more on the employee but in long
term it is profitable for the company that he has the ability to give more to the company as before
he was giving.
14.3.4 Salary
The company doesn’t have any method of setting the salary of employee at the time of hiring new
employees. The company doesn’t have to set the any percentage like education, knowledge,
presentation, skills and orientation, experience and training on
hiring the employees and there is no need to multiply that
percentage with the currency rate. The only method that the
company chooses to set the salary right at the time of hiring that
the company and the employee both set a salary level. This all done
after so many battle dore at try to set or choose a single point at
which the company is willing to give and an employee is willing to
accept.
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15 Selection
Selection is almost the final stage of the employee to be selected in the company. For this purpose,
the candidate has to give the interview for the selection. Interview sessions those are conducted by
the company are of two types. These are described below.
16 Employee Orientation
Employee orientation is part of a long-term investment in a new employee. It is an initial process
that provides easy access to basic information, programs and services, gives clarification and
allows new employees to take an active role in their organization.
Introduce new employees to their new environment
Make new employees feel welcome and comfortable
Retain a pool of new, capable employees
16.1 Benefits:
Establish clear standards that help reduce disputes and limit liability
Promote consistent management
Inform new employees of the company’s policies
Demonstrate a commitment to equal treatment of personnel
Provide protection from claims of discrimination and sexual harassment
In some organizations, an employee handbook is available to all employees. The content of the
handbook covers the key topics covered in an orientation session for new employees.
16.2 What should employee orientation programs include?
An orientation program helps the employee understand their assigned duties, terms and
conditions of employment as well as the organizational culture. It provides the following
information:
16.2.1 Welcome employee to company
Orientation to business:
History
Mission Statement
Goals and Objectives
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Organizational structure, e.g. Own job description and relationship of position to other
positions
Future Plans
Company policies and procedures, for example:
Dress Code
Reporting Procedures
Smoking Restrictions
Expense Claims
Legislation
Safety procedures
Emergency procedures
Operating telephone system,
Who to call for repairs
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within the company. Therefore, the company first identifies the problem then company thinks that
there is a need to train the employees. Therefore, the company conducts a training session and
provides all the information to the employees who will need to appear in the training session. The
person who has to give the training to the employees is from the company every person who trained
the employees will must have the experience of at least 5 years.
A complete booklet or file is given to the employees in whom the complete detail of training
session, time table, duration etc is mentioned clearly. Employee gets this file but beside this a short
meeting of 1 to 2 hours is conducted and tells everything about the training session to the
employees orally too. This is because it minimizes and clears every ambiguity in the mind of
employee (if any) regarding the training session.
Well this is the criteria of giving training to those who the company thinks to be trained. This
training is given to the employees on identifying the problem. But beside this there is also another
training that is given to the employees those are newly hired after completing their graduation or
study time period. This training session is for 3 months in which the experienced employees of the
company give them training. These trainers are from every department i.e. if an employee is hired
in the marketing department then the trainer will be from the marketing department who will train
them. This is criteria of on the job training.
There is a concept in which the company believes strongly. That concept is access training. This
is the stage where the employee had the ability to do anything at any time. In other word the
company is basically focusing on the career management and career development. That is why if
an employee got the training of one thing then he will be train again for some other thing but these
employees are only few or selected persons. Eg. ASAD who was the HOD of marketing
department has the ability to anything at any time. That is Happilac is the market leader, not a
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market follower. It is the market leader because the company has a big infrastructure, a big list of
loyal employees, best manufacturing unit as compared to the other paint making industries. There
is a reason behind it that company always searches for the innovators and the company has these
types of employees who have the ability to bring out the positive change.
19 Compensation Management
19.1 Rewards
Rewards are of two types monetary and non-monetary. Monetary reward is to give the basic salary
to the employees while non-monetary reward is to give some incentives, appreciation etc. here is
again an example of Asad Sahab. That one person in the company who performed extra and got
the benefits and rewards. He got a car as a reward on achieving the target in july 2016. In this way
many other employees are there in the company who got many rewards. Rewards are also in the
form of promotion but as discussed before that promotion is always depend on the performance.
19.2 Punishment
A punishment criterion is same to every person belongs to the company. Whether he is a security
guard or he is CEO. Every person who breaks the rules will be punished. At the time of orientation,
the rules and regulations were told in detailed form and the punishments also described to them.
Some of the rules are defined below.
Always park vehicle in the parking or otherwise the one who break the rule will be
punished.
Don’t smoke in the office hours.
Mobile usage during working hours is prohibited.
Dressing must be according to the dress code defined by the company.
For the wrong parking and cell usage during working hours the fines are defined below:
Labor = Rs. 30
Manager = Rs. 350
Senior officer = Rs. 550
CEO = Rs. 6500 etc.
Similarly, many others punishments are also mentioned in the company’s policy on breaking the
rules.
There is also rule that anyone can complain for anyone but only when someone don’t perform a
duty that is giver to him. For example, that if it is a duty of HR manager that check out the discipline
(checking the cleanliness of offices) and if senior officer go to his office and see there is a dust on
his table then he is free to complain about the HR manager that he doesn’t check this thing that
whether the officer is clean or not.
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Biological and Physiological needs - air, food, drink, shelter, warmth, sleep.
Safety needs - protection from elements, security, order, law, stability, freedom from fear.
Love and belongingness needs - friendship, intimacy, trust and acceptance, receiving and
giving affection and love. Affiliating, being part of a group (family, friends, work).
Esteem needs - achievement, mastery, independence, status, dominance, prestige, self-
respect, respect from others.
Self-Actualization needs - realizing personal potential, self-fulfillment, seeking personal
growth and peak experiences.
The company focus on this theory and strongly work upon it the by proving and fulfilling
all these needs of employees and then the result from the employee is always positive.
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