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HR Processes in Bank Alfalah Limited
Prof. Mohsin Iqbal
Muhammad Asif Sahu MBAE2008-151 Mohsin Elahi 146 Khurrum Masood Khawaja MBAE2008-137 MBAE2008-
Institute of Business Administration, University of the Punjab, Lahore, PAKISTAN
Project of Human Resource Development
Date of Submission:
4th Aug 2009
Institute of Business Administration, University of the Punjab, Lahore, PAKISTAN
Project of Human Resource Development
MR. MUDASIR AQIL, GENERAL MANAGER HR, BANK ALFALAH
Institute of Business Administration, University of the Punjab, Lahore, PAKISTAN
To achieve All set goals regarding services performance and goodwill” VISION Our vision is to be a leading financial intuition with a niche in areas where we have a completive advantage with complete banking solution our focus is an improving performance in each of our business to achieve consistent and superior returns of or our highly valued client and shareholders. PAKISTAN . At Bank Alfalah Limited the philosophy is that the bank should go to all possible limits to satisfy the customer needs. Institute of Business Administration.Project of Human Resource Development MISSION STATEMENT Bank Alfalah Limited is going on the road of progress very successfully assessment of the needs and wants of consumers is an ongoing process at Bank Alfalah. “To provide innovative and high quality product to its customers at eh lowest possible rates. University of the Punjab. The Bank’s commitment to its customers is evident from its mission statement. Lahore. which helps it to continually develop new product and services. The Bank is continually formulating new product and services for the growing and diversified needs of its ever-expanding client base.
After the culmination of his studies at oxford he returned and took responsibilities of the State administration in 1988. Lahore.E. Ikram Ul-Majeed Sehgal Mr.A.Dhabi. Abdulla Khalil Al Mutawa Mr. he effectively managed the bank in the absence of a Board of Director and steered it to success as one of the leading Bank of U.Sheikh Hamdan Bin Mubarak Al Nahayan Mr.Nahayan is an important and prominent member of the ruling family of Abu. In 1992 he become the chairman of the Union National Bank and has since remained involved in strategic management of the institution During the first five year. he was appointed the President of the higher colleges of technology comprising of eight colleges throughout the UAE a responsibility he fulfilled which distinction. PAKISTAN . Presently he also holds the presidency of the society of the natural history and National Heritage.Project of Human Resource Development ORGANIZATION HIERARCHY THE CHAIRMAN H. Khalid Mana Saeed Al Otaiba Mr.Abdulla Nasser Hawaileel Al Mansoori Mr.H Sheikh HAMDAN BIN Mubarak Al.E BOARD OF DIRECTOR Chairman Director Director Director Director Director H. In 1990 he was appointed (MIS) Minister of Higher Education and Scientific research. Nadeem Iqbal Sheikh Institute of Business Administration. University of the Punjab.
The bank is engaged in commercial Banking and related services as defined in the banking companies ordinance.Project of Human Resource Development Mr. Bank Alfalah has emerged as one of the leading commercial bank in the financial sector of Pakistan. 1962. 1997 as a Public Limited Company under company ordinance 1984. 1997. PAKISTAN . its banking operations commenced from Nov 01. Sirajuddin Aziz Director/CEO INTRODUCTION Bank Alfalah Limited was incorporated in June 21st. Bank has made significant contribution in building and strengthening both Institute of Business Administration. University of the Punjab. Lahore.
1992 as Public Limited Company under the companies ordinance4 1984. Portfolio in response to customers preferences Bank’s product like Royal Profit. Bank Alfalah Limited is on the way of expansion of its business and branches network presently. Minster of Education Govt. ALFAHAL KAROBAR FINANCE.Nahayan. the Ministry of finance acquired its three branches and Habib Credit and Exchange Bank was incorporate on June 21st. PAKISTAN . University of the Punjab. Prioritizing its product portfolio in line with consumer needs and wants the bank is committed to develop product that give more value to its customer be it is a simple bank account or complex financial of a major project designing product. Technological developments are opening up new vistas of solutions of distributing traditional financial product. Some of our new products ALFALAH MILKIAT FINANCE. Royal Patriot and Royal Custodial are prime examples of quality and innovation providing timely banking opportunities to its customer. 01st 1992. 1997 Habib Credit and Exchange Bank. Bank Alfalah Limited commits all its energies resources and time to cater to all banking and financial needs of customers. Information technology today is the key of the bank to sustain and succeed into the corporate world. Aiming to provide networking that makes its services available to any of its customer’s in all the major urban centre of Pakistan with a view to go international with its key indicators of progress already soaring to new heights the bank is committed to put all its energies resources and time to bring higher value and satisfaction of its customers employees and share holder.Dhabi based consortium and under the leadership of his Highness Sheikh Nahayan Mubarak Al. Therefore. 1962. Most of its share are owned by a consortium of Abu Dhabi after the debacle of BCCI. and commenced banking operation from Nov. Bank Alfalah Limited made heavy investment to wards exchanging its capabilities in the area of automation and technology. assumed the new identity of Bank Alfalah on February 25. Assessment of the needs and wants of its customer is an on going process at bank Alfalah which help it to continually develop new product and services. Bank Alfalah Limited has embraced upon a rapid expansion program. Charged with the strength of the Abu.Project of Human Resource Development the corporate and retail banking in Pakistan. Bank Alfalah Limited is well positioned to meet client needs with improved competitive advantages. 1998 and with this a challenge was launched the challenge to transform this bank into a highly professional most efficient and service oriented institution. of AbuDhabi and a prominent member of Royal family the Bank is energized by the vision of the development of consumer sector in Pakistan. during the recent past. Concurrently rapid change in customer preferences has related in a major shift from manual to automated services of the bank. Lahore. ALFALAH QUICK FINANCE. It is engaged in commercial banking and related service as defined in the banking companies ordinance. Following the privatization in July. To continuously offer courteous professional and advanced banking solution banks team has recently been energized by going through training programs with a focus on information technology with a team of talented services dedicated professional bankers. there are 295 branches of Bank Alfalah Limited spread all over the Pakistan and 45 still in pipeline to covering major business centers and principle cities Institute of Business Administration. To make banking solutions accessible to make and more people.
Pakistan. University of the Punjab.Project of Human Resource Development ABU DHABI GROUP’S INVESTMENTS ABU DHABI GROUP ’S MAJOR INVESTMENTS INCLUDE : Bank Alfalah Limited. UBL insurers Company Limited. Taavun (Pvt) Limited Pakistan Institute of Business Administration. PAKISTAN . Pakistan Alfalah Insurance Company Limited. Pakistan. Lahore. Pakistan Alfalah Securities (Pvt) Limited Alfalah GHP Investment Management Ltd. Pakistan United Bank Limited .
Loans and Advances Department. Foreign Exchange Department. University of the Punjab. PAKISTAN .Project of Human Resource Development DEPARTMENTS: • • • • • CD (current deposits) Department. Lahore. Institute of Business Administration. Communication Department. Accounts Department.
University of the Punjab.Project of Human Resource Development • Human Resource Department HUMAN RESOURCE DEPARTMENT HIERARCHY CORPORATE CULTURE Institute of Business Administration. PAKISTAN . Lahore.
where the customers can safely keep their money as long as they want. PAKISTAN . Lahore. I am pointing some of the major strengths of the bank. This culture is based on the following core values: CORE VALUES • • • • • • • • • Humility Extreme Customer Care/Focus Courtesy and Respect Honesty. it has become an ideal bank for the importers and exporters As for as Bank Alfalah Ltd is concerned. Bank is financially strong and has a huge deposit reserve Its cost of funds is less as compared to money of its competitors Highly professional human resource department Commitment of sponsors Efficiency Phenomenal growth Vastly experienced management Foreign trade is the focus of bank. Honest and Direct Communication Provider of growth and equal opportunity • • • • • • • • • • • • Bank Alfalah is considered to be a very sound bank in the financial circles. which is worth considerable. The rapid increase in branch network shows the Bank’s performance within seven years. A bank. Institute of Business Administration. Integrity and Trust Commitment and Hard work Creativity. it is one of the top in all-domestic commercial banks in Pakistan. Innovation and Quality Justice and Fairness to all Stake-Holders Open. It provides a full range of commercial banking services with a focus on short term & Long term lending. healthy and supportive environment where staff members are valued. The investments further reinstate management approach towards risk-asset management whereby only quality investments are booked on the balance sheet. University of the Punjab.Project of Human Resource Development Bank Alfalah aims to inculcate a nurturing and invigorating corporate culture based on providing a safe. This is the largest PCB (Privatized Commercial Bank) in terms of assets and equity base. respected and able to realize their full potential.
University of the Punjab. The employees are encouraged to contribute articles for this newsletter. PAKISTAN .Project of Human Resource Development HUMAN RESOURCE DEVELOPMENT The constantly changing regulatory and operational environment requires up-to-date knowledge and skills of latest systems. Owing to this reason human resources development is on the management’s top priority agenda. In 2000 the bank also started publishing a newsletter aimed at increasing interaction and exchange of views between staff for better coordination’s and communication. SELECTION AND PLACEMENT Institute of Business Administration. RECRUITMENT. The bank’s training and research wing which is manned by highly competent trainers and researchers is successfully catering to the training needs of the manpower. which serves the dual purpose of staff development and evaluation of common corporate culture. Lahore.
After minimum of 7 days of posting on portal.3 1.2 1. then external recruitment is allowed subject to HRE Factor ( for BB & SME Group) and other requirements being met and a genuine business need is established.4.2. Hiring Managers (in initial selection interviews) must not commit any salary range or other perks to perspective external candidates in their initial interviews.Minimum entry requirement for employment in Bank Alfalah Ltd. at its discretion. Hiring of Batches When a whole batch of fresh officers is hired. sales/ verification/ recovery staff of various Products/ Call Centre. HRD informs all units of approximate timings of such hiring and enquires about their city-wise requirements before the hiring process starts. PAKISTAN . especially for cashiers. Incase vacant positions can not be filled in through internal resources then such vacancies will be filled in through external hiring as per Bank’s recruitment policy. Their services will be regularized after clearance of test and completion of graduation. The Manager of the Branch/ Department where recruitment is to be made will first fill out the ‘Job Requisition Form’ and send to HRD.3. 1. such employees will be on Contractual Employment. in officer’s cadre is graduation from a recognized university of home country or abroad. employ expatriates.Management Trainee Officers (MTOs) 1.Project of Human Resource Development 1. However. Requirement of additional staff/ replacement should be intimated to HRD through Divisional Heads’/ Regional Managers’/ General Managers’/ Group Heads’ offices. However. The management of the Bank may. or for replacement of outgoing staff. in small groups or individually. Staff hiring may be done in batches. concerned on the Employee Portal for a minimum period of seven days.2.4 Individual Hiring Individual hiring is to be done from time to time when a branch or unit has a need to induct additional staff. Hiring in Small Groups Hiring in small groups may be done according to planned phases of expansion of existing branches/units.2.1.1 Initiation of Staff Hiring All units/Branches of the Bank should systematically forecast their future staffing requirements for timely induction of competent high quality staff.Operations Officers (OOs) 1. condition of graduation may be waived by CEO to suit the requirements of the Bank.2. 1. they are first trained at the Bank’s Training & Development Centre (TDC) and then posted to Branches/HO Divisions based on requirement. Both Salary and Range will be first agreed by HRD and then conveyed to the candidate after clearance by Interview Panel. These batches will be hired under the following categories. if suitable replacement within the Bank is not available.5 Institute of Business Administration. Lahore.5. The Bank complies with the relevant provisions of the Emigration Ordinance/Law when hiring such employees.2.5. University of the Punjab. 1. or upon establishment of new branches/units.Cash Officers (COs) 1.2. or for creating/replenishing staff pools maintained under the supervision of Area Managers/ Regional Managers/ Group Heads in major banking centers.1.SME Officers/ Credit Officers/ Lease Finance Officers (LFOs)/ Rural Finance Officers (RFOs) 1. Minimum Entry Requirements 1. All open positions are first posted internally by HRD at the request of branch/ dept.Any other category of staff required by the Bank Before initiating hiring of batch officers.
courses & seminars to be offered during the quarter.3. Branches. The proposed TNA exercise will be launched as soon as it is fine-tuned and after taking all the stake-holders into confidence. the purpose of this training program is to emphasize on customer service. The plan would list all workshops. New Joiners’ Training All newly inducted staff members are provided systematic training in groups at Bank’s Training & Development Centers at Karachi or Lahore. keeping in view the requirements of various departments of the Bank currently identified through the annual appraisal form and feedback from Audit Division. Furthermore. Annual Training Plan An Annual Training Plan shall be circulated on quarterly basis for both Training and Development Centres. history and culture before they commence their job with the Bank. as well as a number of other unique focus areas.2. PAKISTAN .2 Institute of Business Administration. rules. 2. Training Need The objectives of training activities are to keep BAL employees abreast of latest professional knowledge and skills in all areas of banking.1. Area Offices and Head Office Divisions/Departments are to send their nominations for training courses in advance (as prescribed by the concerned Training & Development Centre).1. Minimum Training For All It is obligatory for each employee of the Bank to attend at least two days of training in a calendar year. Lahore.1. University of the Punjab. Training plan for new joiners 2.Project of Human Resource Development TRAINING 2. courtesy and manner. to make them well conversant with Bank’s operating procedures. this training plan will be more reflective of actual training needs of our staff. Employees are encouraged to take initiative and get them nominated through their supervising officers for training courses relevant to their needs. After conducting the TNA. For this purpose a systematic approach for conducting TNA on scientific basis is being developed by a sub-committee of Learning Council comprising of members from TDC and HRD. as well as to reinforce a passion for the highest quality of customer service at all levels.1.1 In-Service Training & DEVELOPMENT 2. 2.
plus some field specialists.2 2. Faculty Course Contents 2. Detailed contents are handed over to candidates upon their arrival at the TDC. University of the Punjab.3 Branch Two-day orientation session Office Two-day orientation session 2.3 Batch Training Program As per the requirements. The batch trainees will be also required to go through on-job training by way of structured rotation programs at the end of every module. training will be Program Structure imparted through individual instruction and systematic and guided study of operational manuals (followed by quizzes).2.Project of Human Resource Development Category 2.1. Lahore. training courses will be organized in small batches.TDC Karachi (for branches in Southern Areas and Area Multan) .4.2.TDC Lahore (for other Northern Areas) Mostly in-house faculty.. For Branch Managers’ orientation session. the Bank recruits batches of fresh graduates under various schemes through a competitive process and offers them comprehensive training. concerned Area Manager and one or two available Group Heads/ GMs will be invited for discussions/ presentations. Heads For Managers For Head Staff Total Duration Five days (Two days of orientation training. For Branch Officers For Branch Dept. First and third Mondays of every month. Institute of Business Administration. Venue .2.2. In some cases. followed by three days of technical training) Four days (Two days of orientation training. followed by two days of technical training) 2. PAKISTAN .
For Short period placement of any officer to TDC as faculty member. Alternatively. field specialists. he/ she will not be entitled for Title allowance. External Training 4 In order to augment in-house training efforts.000/. 50. 40. will be provided secondment allowance equivalent to 20% of their gross salaries per month. Training Allowance for Training Faculty Members 6 • • • • In order to induce BAL employees to contribute in the important venture of Training and Development on core banking modules i. Operations.000/. Basic Plans and Time Schedule for Branch Managers’ Training Module Total Duration Participants Four weeks (broken in four one-week modules) Managers of all branches Four one-week modules evenly spread over the year (one in each quarter). Credits & other management/ soft skill areas depending on the nature of batch.e. PAKISTAN . Program Structure These modules will be run twice every quarter to cover the entire Branch Manager Population (including IBD Branches) . 75.Project of Human Resource Development 2. Trade Finance. Branch Managers’ Mandatory Training 5 All Branch Managers are required to undergo one-month comprehensive training to equip themselves with upto date skills in areas of banking. whenever deemed necessary. University of the Punjab. 10. Lahore. The period of secondment allowance should not exceed more than three years.TDC Karachi (for participants from Southern Areas and Area Multan) .p. personal effectiveness and IT etc.000/. by nominating Bank Alfalah’s employees to external courses. Such training is usually divided into four one-week modules in each quarter. external training consultants may be invited to conduct training programs exclusively for BAL employees.000/. external training providers will be utilized on a periodic basis.and maximum of Rs.1 Introduction Institute of Business Administration. Venue Faculty 2. senior BAL Executives and external Trainers. the following Title Allowance may be allowed: o For Range IV – VI ------. A Combination of in-house faculty. if the said staff wants to continue in the same position.Rs. customer service. with the minimum of Rs. After the period of three years.Training for participants from Northern Areas will be conducted at some external location at Lahore due to inadequacy of space and other constraints at TDC Lahore Premises. 2.m.per month o For Range VII– VIII ------. existing staff selected for faculty position who are posted at field or Head Office.Rs.per month Compensation and Benefits 3. management.
As a matter of policy.2 Advance against Salary Employees in need of funds for an emergency may be allowed advance against salary for the current month to be adjusted in full on disbursement of salary. 3. no staff member may be allowed to make a habit for applying for such advance. Moreover. who due to reasons of procedural expediency. branches are advised to ensure that all salary amendments must reach HRD latest by 20th of every month as per.4. weekends and public holidays falling during this period will also be considered as part of leave without pay. In case of emergency. PAKISTAN .4.3. In order to disburse salary on time. including allowances and perks. a staff member may avail this facility only twice during a calendar year under the following conditions :3. must treat such information as confidential. If the staff member is proceeding on leave and next payday falls during vacation period. Salary & Allowances for Officers & Executives (Minimum starting pay) 3. are in the knowledge of salary particulars of their colleagues.Project of Human Resource Development Staff monthly salary is to be disbursed before the end of each month usually on 26th/27th of the month. 3 .2. Since this facility is only meant for emergencies.2. Their failure to do so may result in disciplinary proceedings against them. Those officials. Salary & allowances of each employee is a confidential matter. 3 .1. Effect of Leave Without Pay on Salary Salary deduction on account of leave without pay will apply to the entire salary package of the concerned employee. 3. Approval shall be obtained from the Departmental Head/ Branch Manager and forwarded to HRD. Lahore.1.2. Salary and allowances of officers and executives of the Bank is as follows: (All Amounts in PKR) Institute of Business Administration. University of the Punjab.
Project of Human Resource Development Furnit.500 5.000 13. 1998.500 Typist / Technical Staff (Maintenance) Non-Clerical Peon / Tea / Office Boy 2.000 26. Driver’s All. Lahore.500 4.500 8.000 6.000 House 1.400 2.1 Reimbursement Limits (for Officers and Executives) (Amounts signify maximum limits payable on a reimbursement basis).750 9. 350 550 800 1.500 6.000 12.500 88.250 1.5. - Maint.000 20.600 2.000 20.000 20. Range Basic House Util.750 - Driver’s All. University of the Punjab. PAKISTAN .000 Any supervisory Position Clerical Assistant / Cashier / 3. Gross Range Basic I II III IV V VI VII VIII IX 3. All.000 7.750 27.250 47. Resid. Maint.000 2.500 Gross 5.000 25.O. 606 (I)/98 dated June 6.500 1.200 Driver / Guard / NonTechnical Staff (Maintenance) / Sweeper / Cleaner * This Basic salary is inclusive of Cost of living allowance of Rs 300 as per the S.500 Conv.900 1. 2.500 3.000 500 Basic House Utilities Conveyanc Gross e 400 7.500 115.000 5.500 1.000 10. 500 750 1.550 Institute of Business Administration.000* 800 200 200 3. Telep.500 3.000 65. 1. Telep.000 16.000 4. 3.500 5.200 4.000 Resid.000 50. 3. Conv.000 33.800 6.000 1.400 350 300 5.400 8.000 Util.500 1.200 3. Furnit.500 2.R.500 5.200 1. All.5 Salary & Allowances for Non-Officers (Minimum starting pay) Cadre Supervisory Secretary / Protocol / 5.
Based on functional requirement.m. Cases where monthly expenses of an officer exceed approve limits should be referred. University of the Punjab. *** A small limit may be allowed on functional basis.000/.Project of Human Resource Development Salary Range Car fuel (**) Mobile News paper Magazine Phone Limit (****) (*****) (***) Club Membership ^ No No No No No No No No 2. Area Managers/Executives-in-Charge Rs.p. approval and record keeping.000*** Yes Fuel in liters only in cases where Bank car has been provided to concerned officer.p.000 I II III IV V VI VII VIII IX ** 100** 150** 200** 250** 300** 500** No No No*** No*** No*** No*** No No No No No No No No No No No No **** Yes Yes 2.m. cellular phone limit for following will be as under :Ø Ø Branch Managers Rs. PAKISTAN ^ .000/. indicating reason. Cases where monthly expenses of an officer exceed approve limits should be referred. HRD for obtaining necessary approval & record keeping.000*** Yes 4. **** Allowed only for Branch Managers and Senior Management at HO: One mass circulation & a business paper Bank will provide club memberships of a local club to Executives-incharge and Area Managers/Country Heads with fixed monthly Institute of Business Administration. ( duly recommended by his / her supervising officer) to concerned Assistant Executive-In-Charge.4.3. HRD for obtaining necessary approval & record keeping. High performing staff members. ( duly recommended by his / her supervising officer) to concerned Assistant Executive-In-Charge. indicating reason. whose job function necessitates extensive travel. All such cases should be forwarded to HRD by concerned branch (duly recommended by Area Manager/Unit Head) for processing.000*** **** 3. may be authorized some fuel expense reimbursement. Lahore. to be advised through HRD.
000 8. 2007. CEO may approve higher limits) 3. 2007.830 5.000 350. may be entitled to the following additional allowance (this needs prior approval from HRD before transfer is implemented). iii.3 Repayment of Finance The finance will be recovered in 90 monthly equal installments (Principal + Mark-up) accrued there upon. The recovery of said loan will be through monthly installments as mentioned above.7. Those who are not interested to avail Furniture Finance may adjust outstanding Institute of Business Administration.2 Introduction of Staff Furniture Loan Instead of furniture facility.000 IV – VI 8. transferred from their permanent locations to fulfill the Bank’s requirements. They may continue to avail such facility. 3. Other staff members when transferred out of city of the permanent residence to suit the Bank’s requirements.000 Installment 2. All those staff members who have availed furniture facility as per previous policy and still have some outstanding amount shall have following: i.4 Policy options for those staff who have already availed furniture facility.000 VII 10. for managerial assignments.370 7.6. All those who have already availed furniture facility may avail furniture loan up to the extent of outstanding Written Down Value (WDV) to liquidate the present outstanding balance.300 3. PAKISTAN .7 Furniture Facility 3.7.000 (In specific circumstances.000 6. no furniture allowance will be paid to them till the value of furniture presently in their use become zero after charging depreciation as per rules. 3. however. No relaxation of installments will be given even during the salary of Eid months.000 500. the Furniture Finance Policy has been introduced which will be effective from January 01. furnished or unfurnished accommodation upto reasonable rental value may be provided to senior officers.000 250.660 Mark-up will be charged @ 9% on reducing balance method. effective from January 01. Officers transferred to new location at their own request will not be entitled for this allowance) :(All amount in PKR per month) Salary Range Married Officers Unmarried Officers I – III 6. As such no facility will henceforth be allowed. Lahore. All confirmed regular employees working in Salary Range IV & above and have completed two years continuous service with BAL will be entitled to avail the facility as per following details: Range IV – VI VII VIII IX Limit 150. University of the Punjab. ii. Accommodation At the discretion of the Bank’s Management. (Copy of repayment schedule is attached). Mark-up 3.000 4.7.Project of Human Resource Development 3 .1 Abolition of Existing Furniture Facility The existing furniture facility is being abolished.7.
2007 as per following details. (based on their functional requirements if recommended by concerned Heads of Division / Departments). This facility will be available based on recommendations from AM/EI and approval from EI HRD. Promissory Note (For Individuals) Mark up Agreement (IB-6C) Letter of Installment Letter of Disbursement Letter of Hypothecation of Movables 3.9. Credit Marketing.7 Approving Authority Assistant Executive-In-Charge. Executives-in-Charge. 3.500 the eligible staff: i. v. 3 . Human Resources Division Refer Circulars: 1) OPRN-007/HRD/DAN-54/2007 dated 16-01-2007 2) OPRN-023/HRD/MI0207/2007 dated 02-02-2007 3 .1.8.5 Furniture Allowance All those who have not availed furniture facility will draw furniture allowance w. Home Loans. vi. 1st January. are allowed payment of Fuel Allowance ranging between 50 ltrs. PAKISTAN .500 VIII 6. Agriculture Finance.6 Documents to be obtained from Furniture Loan Application on prescribed format. iii.Project of Human Resource Development balance from their own resources to avail furniture allowance. Institute of Business Administration. Fuel Allowance At the discretion of the management. iv.750 VII 4.e. 3. Product Heads. Mobile Phone Facility Those who are below salary range VII but due to their functional requirement need mobile phone facility.10 Title Allowance Branch Managers. Range Allowance IV – VI 2. Asst. 3 .500 IX 9.500/per month subject to maintenance of their own mobile phone set.7. University of the Punjab. Credit Cards. BDO. Details of furniture to be purchased.7.f. vii. officers posted in business units such as Car Finance. ii. will be eligible for reimbursement of upto maximum Rs. Lahore. Area Managers and Executives-in-Charge may be paid Title Allowance till such time they hold these positions.7. to 200 ltrs.
11. 3.000 3 .000 3. 3.12 Profit Bonus/Special Cash Prize/Ex-Gratia Profit Bonus will be paid to the employees as and when declared by the Bank’s Management. to be used by them for office-cum personal use.000 10.000 22.214.171.124.000 25.3.c.000 20. Lahore.11 Bank Car Facility 3.13 Provident Fund (PF) 126.96.36.199. University of the Punjab.11.c. Eligibility Bank cars will be provided to Executives in range VII & above upon joining the Bank’s service. Repair & Maintenance Maintenance costs of Bank cars allotted to the Executives/Officers will be borne by the Bank. or on being promoted to such salary range.) plus fuel upto 200 liters per month to officers in salary range VI. Second car for Executives-in-Charges and Area Managers Executives-in-Charges and Area Managers will be eligible to have second car (1300 c. based on their functional requirements if recommended by Executives-in-Charge/Area Manager. 3. 3 Cash Award on Passing Institute of Bankers Diploma Exams Institute of Business Administration.Project of Human Resource Development Officer Position Executives-in-charge Area Managers Product Heads Assistant Executives-incharge Branch Managers Chief Cashiers Tellers/Cash Officers Allowance in PKR per month 35. Area Managers may also avail additional 100 liters fuel in addition to their fuel entitlement mentioned in above (upto maximum 500 liters). An employee will contribute an amount equivalent to one month’s basic salary in a year (8. Objective The objective of the Bank car facility is to provide Bank’s maintained transport facility to the Bank’s senior officers.2.1.11. 3. 3 .11. Membership of PF Scheme will be automatically cancelled on the last working day of the notice period. VII VIII 3 .) based on their functional requirement. Employee Provident Fund Scheme. Special cash awards/Ex-gratia/Bonuses may be paid based on outstanding performance with the approval of CEO.000 15. based on guidelines provided in the respective bonus circular. Entitlement Types of cars and fuel entitlement for various salary ranges are detailed below: Salary Range Type of Car Fuel Limit Bank Maintained (In liters) 1300 CC 250 Yes 1300 CC GL or300 Yes Equivalent IX 1500 CC / 1300 CC 500 Yes Management of the Bank may allow Bank car facility (1000 c. PAKISTAN . PF deduction will continue to be made from monthly salary even if an employee has resigned and is working during the notice period.11.33% of monthly basic salary) towards the Provident Fund Scheme and an equivalent amount will be contributed by the Bank. 3. All permanent confirmed employees are eligible for membership of Bank Alfalah Ltd.
Hospitalization Insurance Coverage for Employees and their dependent Parents. it has been decided to award cash prizes to those employees who pass the said exams.14 Bank Alfalah. Ltd.000 50.16 Staff Insurance The Bank has arranged the following types of insurance for its full time staff. Detailed policy guidelines are available in HRD record. Please also note that Family / Dependents of all regular employees and contractual employees above 60 years of age are covered.Project of Human Resource Development . to apply some or all of the benefits of any of these policies to staff engaged on contractual basis. as detailed below: Stage of Diploma I II III 3 IBP 1st Attempt 50.000 75. at its own expense. Benefits currently available are briefly introduced below: 3. All other contractual employees below 60 years of age are covered for “SELF” only.000 3rd Onwards 10. as a matter of policy encourages its employees to appear for the IBP Diploma Exams. It is further emphasized that only those eligible employees who have sent the requisite “Family Information Form” complete in all respect are covered under this policy. Towards that end. In case an employee resign within one year of last payment received. University of the Punjab.000 2nd Attempt 30. 2008 till 31st December. PAKISTAN . Part of the cost of registration/admission/exam fees will be reimbursed to those employees who undertake and successfully complete higher degrees and professional courses related to banking and finance (from recognized institutions) to improve their competence and qualifications.15 Reimbursement of professional courses’ fee Bank Alfalah encourages its officers and staff to enhance their professional competence to meet the growing challenges of the financial industry. 3 . all payments made in respect of above will have to be refunded to the bank by the said employee. the syllabus of which has recently been upgraded and expanded to include additional subjects important for professional bankers. at its discretion.000 75. 2008 through M/s Alfalah Insurance Co. Various features relating to these policies are subject to amendment from time to time.16. Details of benefits in various salary ranges are given below.000 15.000 100. Details of this facility are available with HRD. The Bank’s Management may decide. Spouse and Children We are pleased to advise that Group hospitalization insurance policy has this time been renewed from 1st January.1.000 Attempt .000 25. Lahore. Institute of Business Administration.
000 800 1.00 400.4041555 .000 D 0 00 Non 150.00 175.O Karachi) 0300 -2834938 Refer Circular: 1) HRD/R2008/MI Dated December 31.000 30.000 25.800 0 0 400.000 7.800 15. .) ) Rs. Rs. Karachi (Tel: 021-2461314.00 125.000 15.000 45.00 500.16. Group Mortgage Insurance Coverage For Conveyance Finance (for Clerical and Non-Clerical Staff Only) Lives of Clerical and Non-Clerical Staff members are covered upto the outstanding Conveyance Finance liability with the Bank which would be taken over by the Institute of Business Administration. University of the Punjab.2007736 . Group Mortgage Insurance Coverage Lives of Employees of the Bank are covered upto the outstanding balance of House Finance liability (in the name of concerned employee or spouse) with the Bank would be taken over by the Insurance Company and no liability will be borne by the family of the deceased (subject to completion of certain formalities required by the insurance company).000 10.150 30. Mubashir Iqbal (BAL HRD H.000 22.2.00 225.Male children above 25 years of age. 40.Married daughters.000 30. 3.500 Offic 0 00 ers E Following will not be covered under bank’s hospitalization policy: .O. The original letter / card must therefore be kept with care during the entire period of hospitalization coverage.000 e Room 2.000 20.Dr. Previo Revis us ed Rs.500 C 0 00 I-III 200.0 75.500 20.000 15.) Rs. Lahore. in case of any medical emergency any of the following may be contacted: .000 45.000 e Room Privat 20.000 Normal(R Caesarean(Prev. .O Karachi) 0300. H.000 10.000 BII 0 0 IV-VI 300.4227676 .Dr.Helpline Alfalah Insurance 0321.000 1.3. Rev.0 50. IX A VIII BI PAREN ROOM TS(Rs.700 0 0 &MATERNITY Revis Normal(Pr ed ev.00 150. M/s Alfalah Insurance will be providing Insurance cards to all our staff members which will be required to be presented in original to the concerned hospital authorities in order to avail hospitalization benefits from panel hospitals.000 1.000 30.600 10. Any clarifications on contents of this circular may please be directed to under signed at HRD.0 100. Syed Fariduddin Hyder (BAL HRD H. PAKISTAN .00 325.000 2.000 60. .000 4.Working spouse if availing medical facility from any other source.Male children below 25 years but married or engaged in a gainful employment. Fawad Sarwar (Alfalah Insurance Lahore office) 0321.000 2.00 400.000 15. .000 30.Dependent parents not residing with the employee or are gainfully employed. 2414030 Ext – 2236). Syed Rehan Jalal (Alfalah Insurance Karachi office) 0321.000 45. 3.) BOARD Previo us Rs.) Rs.00 125.000 1. Caesarean( ev.000 VII 400.300 1. Meanwhile.Project of Human Resource Development Rang SELF e/ Cat. 2007.Mr.Mr. 500.16. Privat 30.7031393 .
5. Arrangements have also been made to get medical checkup Institute of Business Administration.Project of Human Resource Development Insurance Company and no liability will be borne by the family of the deceased. spouses and children suffering from serious illness (see list below) will be entitled for reimbursements of cost of medicines. lab tests and consultation fee subject to the following.000. In case of disability.16. regular employees.6.500. Coverage: .5. upto the age of 65 years. List of Diseases Eligible for Follow-up Treatment § Cardiovascular § Multiple § disorders Scleroses § § Strokes Cancer § § Hepatitis B & C Major burns Tuberculosis 3. Lahore. benefit will be paid according to percentage of disability as per schedule provided by the insurance company. who are on Bank’s payroll (whether in regular or contractual employment). University of the Punjab.2. 3.000 E Non-officers 1.000.16.000. These claims will be lodged to HRD on Follow-up Expenses Claim Form as per along with medical bills. 3. Medical Checkup In addition to hospitalization cover. their parents. In addition to life coverage. Follow-up Treatment In addition to the above. 3.4. If the treatment is likely to continue for a minimum period of six months or more. will be covered under the Group Life Insurance arranged through insurance company as per following details.000 D I – III 1.16. 3.16. a special arrangement has been made with the insurers whereby they will arrange for annual medical checkup of all officers in salary ranges VII and above.188.8.131.52. If the treatment expenses for one month are equivalent to 10% or more of the monthly Basic Salary of the concerned employee.16.000 B VII – VIII 3.000 3. Categoryy Range Sum Assured in PKR A IX & above 5.3. PAKISTAN .4. 3.1.16.000 C IV – VI 2. The insurance policy is subject to conditions and exclusions provided by the insurance company details of which shall be maintained by the Human Resources Division.Death due to any cause Disability due to sickness and accident as per schedule of disability 3.4.000. the Bank will has also obtained coverage for permanent disability due to accident and sickness upto the age of 60 years.16. Life Insurance Coverage All employees of the Bank.4. doctor’s prescriptions etc.
3 . • If period of service is 05 years and above.17 Uniform for Non-Clerical & Maintenance Staff All Non-clerical and Maintenance staff are provided uniform as per following details :Season Summer Winter Clothing Item Pairs of socks Pairs of shoes Two safari suits Two One One suit (jacket & trousers) with twoFour One shirts 3 .18. for the period of overseas posting with Bank Alfalah Limited any local law governing gratuity will be applicable and if he/she is posted back in Pakistan the period of overseas posting with Bank Alfalah Limited shall be excluded provided gratuity is paid according to the local laws of overseas posting. and providing a salary and tax certificate for the tax year to the concerned employees. The Bank undertakes no responsibility or liability in this respect.18. Further.18.3 Encashment of un-availed Privilege Leave (only in case of death / termination / Voluntary Severance Scheme) 3. . and for the payment of taxes. no gratuity will be payable. 3.18 End Service Benefits BAL employees are entitled Fund to the + following Bank) end of service benefits: income. PAKISTAN . Provident (Own plus investment 3. Lahore. University of the Punjab. gratuity will be payable equivalent to one month’s basic salary (last drawn) for each completed year of service. Institute of Business Administration.1. depositing the same with the concerned authorities.2 Gratuity payment:• If period of service is less than 05 years. submitting required statements to the income tax department. • Unpaid study leave or long leave without pay will not be considered for payment of Gratuity or any other benefit. and of other statutory dues. 3. except for deduction of taxes at source.19 Income Tax Liability Employees are personally responsible for preparation and submission of their personal income tax and any other personal taxation returns and reports.Project of Human Resource Development done 3 for certain job applicants if so decided by HRD.4 The employee or his/her family may retain Bank’s car (if provided) on book value or 10% of the original purchase price whichever is higher (only in case of death or retirement) provided the employee has spent atleast four years service with the bank. • Period of any overseas posting other than with Bank Alfalalh Limited will be excluded from the total service for calculation and payment of gratuity.18.
University of the Punjab. PAKISTAN . Lahore.Project of Human Resource Development LEAVE RULES Institute of Business Administration.
2. University of the Punjab. 3. SL should be availed after obtaining approval from the sanctioning authority. Availment CL should normally be for only one day at a time.4. Leave application in such cases should be accompanied by a medical certificate from a registered medical practitioner 3.1. Authorization All PL should be availed after obtaining approval from the sanctioning authority.20.20. PAKISTAN . Upon resumption of duty.3. by the morning of intended leave. This certificate must be issued by a registered medical practitioner. During notice period if an employee has resigned. to be credited on pro rata basis to each employee’s leave account on 1st January of each year. For this purpose. Availment In cases of emergencies.20.1 Privilege Leave (PL) 3. Maximum PL balance for any employee cannot exceed 60 days. Casual Leave (CL) 3. an employee availing SL must inform his/her sanctioning authority as soon as possible of his/her intention of availing SL. 3. Entitlement Eight days in a calendar year. Authorization For medical situations.2.20. New Joiners PL balance of those joining during the year will be calculated on a pro rata basis.2.2. Maximum SL balance for any employee cannot exceed 16 days at any point of time. to be credited on pro rata basis to each employee’s leave account on 1st January of each year. Any leave without Medical Certificate will be considered as C/ L or P/ L.184.108.40.206.20.20. no privilege leave will be allowed even if the leave shows credit balance. Outstanding balance of CL as of December 31 shall lapse as un-availed CL cannot be carried forward to next year.2 3. New Joiners SL balance of those joining during the year. Authorization All CL should be availed after obtaining approval from the sanctioning authority.2. upon return.20. New Joiners CL balance of those joining during the year will be calculated on a pro rata basis.Project of Human Resource Development All employees of the Bank including contractual staff.220.127.116.11. and a copy forwarded to HRD for record. Availment The employees must avail at least 15 days’ continuous leave from the available privilege leave balance during a calendar year. or bereavement in immediate family.20. Entitlement 30 days with full pay in a calendar year. This entitlement is spread over a few categories of leave.2. on completion of one year’s service with the Bank are entitled to certain number of days’ leave in a calendar year. the concerned employee should submit a leave application form giving due explanation.20. Sick Leave (SL) 3. 3. 3. a leave application form must be submitted to the sanctioning authority duly supported by medical certificate for approval of the sanctioning authority.20. Lahore.1.3 Institute of Business Administration. Where a medical certificate is not submitted with the leave application for one day leave. Disciplinary action may be taken against employees who frequently absent themselves from duty on the pretext of CL without even informing the sanctioning authority.3.20. 3.3. will be calculated on a pro rata basis. as elaborated below: 3. 3. In such cases. 3. under the supervision of the Head of each unit.1. Only in cases of personal emergencies.3.20. Entitlement 10 days in a calendar year.20. may an employee be allowed CL up to three days at one time. to be credited to each employee’s leave account on 1st January of each year. a leave roster for the entire staff strength of each unit must be drawn. However in case of emergency the concerned employee must inform the sanctioning authority by phone or fax (etc).3. 3.3. deduction will be made from the balance of 3.1.1.
3.Project of Human Resource Development 3. Mode of Travel Entitlement for travel by various modes of travel is as follows : 3. In extra-ordinary circumstances. senior officers of the Bank should not travel together in groups of more than three people.1. concerned officers must obtain written approval from Authorizing Officers on “Travel Authorization Form” and forward a copy of the same to the office(s) responsible for purchase of travel tickets and arranging hotel accommodation.2. a thorough evaluation of travel plans may be called for. University of the Punjab.21. prior approval from CEO will be required.1.1. 21 Transfer Travel & Baggage Rules 3.1. road or rail.21. Exceptions and deviations Strict adherence to these guidelines should be ensured by Authorizing Officers. 3. Air Travel Designation Range IX & Range VIII Others possible the stopovers for Class of Travel Domestic International above Business Class Business Class Business Class Economy Class Economy Class Economy Class As far as concerned officers should travel by direct routes and without any personal reasons. Prior to undertaking travel. should ensure that expected benefits from planned travel outweigh the costs related to such travel. PAKISTAN . Authorization & Other Conditions Stipulations of these rules relate to official travel on the Bank’s business and applies to the Bank’s employees only. the employee initiating travel plans.4. In case of doubt. Lahore.21. Authorization for official travel Authorization for official travel and related expenses may be granted (on ‘Travel Authorization Form’) by the following authorizing officers :For Approving Authority Area Managers / EI CEO All employees working in their Area Managers respective Branches and Area Offices Employees working in their EI Divisions / Departments Whenever an “Authorizing Officer” (other than CEO or EI Strategic Planning) wishes to arrange a meeting for which more than three participants need to undertake travel.21.1. whether by air. Employees contemplating official travel.2.3.1. and senior officers authorizing it.21.21. 3. should identify clear and specific objectives that the visit is expected to achieve. 3.21. 3. This applies to all means of transport. Objectives of official travel Before official travel is contemplated and authorization obtained. Senior Officers traveling together As a precautionary measure. exceptions may be allowed after obtaining approval from EI HRD. Eligibility. Institute of Business Administration.2.1. Expenses relating to accompanying family members will not be admissible except on permanent transfers.
4. spouse and dependent children. Tickets Air tickets (or railway or coach tickets.21. Insurance value of personal effects Institute of Business Administration.21. tips.21.Project of Human Resource Development 3. Hotel Accommodation 3.2.21.000/= 2. University of the Punjab. food and refreshments. The following per day cash allowance will be admissible to them in lieu of lunch. An employee who retires from the service of the Bank will be reimbursed admissible one-way traveling costs for self and family members plus cost of luggage transfer for his/her journey from last place of posting to his/her permanent place of residence in Pakistan as recorded in his/her personal file at HRD. Lahore.500/= 2.1.6 Traveling on Retirement from Service 3.3. For the purpose of calculating Daily Allowance. 3. Staff Range IX VIII VII IV – VI I – III Clerical Staff Non-Clerical staff Domestic 5 Star 4 Star 4 Star 3 Star 2 Star / Guest House Rs 500/= Rs 250/= International 4 Star 3 Star 3 Star 3 Star 2 Star - 3. dinner.6. 3.500/= 1. Daily Allowance Employees who do not wish to use hotel accommodation can claim a daily-allowance to cover cost of hotel accommodation.21. PAKISTAN .000/= 500/= 250/= International (Amount in USD) 100/= 75/= 60/= 50/= 25/= - IX VIII VII IV – VI I – III Clerical Staff Non-Clerical staff 3.21.5 Audit Officers’ Cash Allowance During Audit Duty Special arrangements have been made for audit officers on audit duty.250/= 3.000/= 1.3.21.. They will avail hotel accommodation usually in hotels/guest houses pre-selected jointly by Audit Division and HRD. However.1.000/= 1.7. as applicable) for the staff member. laundry etc. laundry. Range I – III IV – VI VII & above Amount in PKR per day 750/= 1.7. they will only use the hotel for bed and breakfast facility (if included with room rate). Daily Allowance rates are as follows: Staff Range Domestic (Amount in PKR) 3. telephone calls etc. Cost of local transport while on outstation duty may be claimed separately on the ‘Travel Expenses Claim Form’. only the number of nights away from home base should be counted.21.21.7 Permanent Transfer (Inter City) 3.1.
for non-officers & Rs. Social Security Contributions. Relocation expense to meet extra-ordinary expenses caused by a permanent inter-city transfer. 3 . etc. University of the Punjab.21. with a minimum payment of Rs.7. Introduction Bank Alfalah’s performance appraisal system is improved and upgraded from time to time in line with the Bank’s requirements. 4. as well as with industry practices. the Bank will pay 50% of monthly basic salary to an employee under transfer.Project of Human Resource Development The maximum value of an officer’s personal effects on which the Bank will pay the premium shall be as under :Range Amount in PKR VII & above 2. 3. Units are also notified deadlines for goal setting.5.2. as per the rules and provisions of the relevant statutes (if applicable) Performance Management PERFORMANCE APPRAISAL SYSTEM 4.7. HRD keeps all units of the Bank informed of the PA system and procedure currently in use. If the transfer is affected at the request of officer. assignment and career path Institute of Business Administration. PAKISTAN . no relocation allowance will be payable.000 I – III 1. Lahore.000/.000 The insurance of personal effects will be arranged by Establishment & Administration Division through approved insurance companies. Education Cess.21. 3. Objectives of Performance Appraisal: • • • • • Improving the performance of the Bank and its staff members Laying a solid foundation for relationships between staff and management Clarifying performance targets for all Using the process for career planning and professional development of staff Review of salary.1.for officers (whichever is higher). Transportation personal effects Range Container Size VII & above 40 ft. 000/. periodic monitoring and final appraisals.000.500.000 Non-officers 500.3.000 IV – VI 1. 10.000.4. Other officers 20 ft.22 Other regulatory requirements The HRD will ensure deductions of Employees’ Old Age Benefit Contributions.
6.4. salaries of certain key staff members may be adjusted during the appraisal exercise. Promotion Interview Interviews for promotions to specified positions in the branches will be conducted by one or more of the following officers of the Bank as elaborated below: Branch Manager (BM)/Chief Manager (CM). Promotion to Higher Grades Promotion to higher grades depends upon the following three factors : • • Bank’s overall policy of promoting certain number of people in specified salary ranges to maintain a balance between number of employees in various ranges. Salary Increments/Adjustments & Performance Bonus(es) • Review of salary and allowances. is carried out once a year during the first quarter of every year. based on their current assignment. 4.5. Area Manager (AM). performance bonuses may be awarded to deserving officers based on their performance rating. monitoring by supervising officers on bi-annual basis and final evaluation. The Bank’s performance appraisal (PA) system is primarily based on goal setting in the beginning of a year. as listed in the Appraisal Form. Promotion Procedure The promotion procedure revolves around the following two activities. Some weightage is also given to evaluation of enabling personal skills and personality traits. which are to be completed and recorded as described below. 4. 4. Appraisal exercise is done only for those employees who have completed six months’ service with the Bank on 31st December and whose appraisal forms have been received from their respective offices within the specified time limit. Lahore.3. Executive-in-Charge (EI). • • • • 4. This will be done in consultation with concerned Branch Manager/Area Manager/Executive-in-Charges To reward high performance during the period under review.Project of Human Resource Development • • Award of bonus(es) Provide a basis for Promotion to higher salary ranges and functional responsibilities. The extent of salary increases will depend on the system and formulae adopted by the Bank’s Management for the year in question. which is based on previous year’s performance. Institute of Business Administration. Requirements emanating from operating units for staff of higher seniority to suit their operational needs. University of the Punjab. Role of Immediate Supervisor and Branch Manager / Unit Head Detailed guidelines are issued by HRD by the end of each year regarding Performance Appraisal of all employees for the year. PAKISTAN . With reference to salary levels prevalent in the Bank and in the marketplace. using standardized performance appraisal forms at the end of the year.
• • • BAL would grow its own future managers rather than recruiting outside the organization. PAKISTAN . The learning curve for future managers to prepare for meeting challenges of higher responsibility will shorten. CEO CEO 2nd Interview Concerned EI Concerned EI ----3rd Interview --EI – HRD ----- 4.Project of Human Resource Development For promotion to Ranges I. Key Elements of the Succession Planning Policy BAL Succession plan to achieve its goals. V & VI Ranges VII & VIII Range IX 1st Interview Head of Dept. Succession Planning Succession Planning is the process of systematically identifying all key positions within Bank Alfalah (especially those which are likely to fall vacant or to open up in the near future due to promotion. Head of Dept. II & III Ranges IV. resignation or retirement). while staff turnover will go down. II & III Ranges IV. The benefits of succession planning are. The next stages in the process are to select and then to prepare candidates from within the Bank Summary Benefits The primary benefit of succession planning is that a sequence of personnel actions is initiated so that one or more candidates are identified for each key position in advance of actual need. Morale and motivation will also be enhanced. the following key elements are to be incorporated in its design: • • CEO and top management support Integration with strategic business planning and projected changes in the organization Institute of Business Administration. Lahore. These managers will be fully conversant with the organizational culture prevailing at the Bank.7. This prior identification permits opportunities for mentoring and developmental activities to improve their readiness to succeed to specific positions. Commitment and loyalty among officers aspiring for higher positions will increase. V & VI Ranges VII & VIII 1st Interview BM / CM BM / CM AM 2nd Interview AM AM 3rd Interview EI – HRD CEO & / or EI – St. Planning Promotion interviews for Head Office staff will be conducted as follows For promotion to Ranges I. University of the Punjab.
salary history and personal career goals Determination of training. and will be promoted to positions of higher responsibility on a fast track basis. having post graduate degrees from reputable institutions and two years’ experience with BAL. in consultation with Senior Management of the Bank. skills required for incumbents and gaps in management succession Time lines for filling succession gaps for organizational and individual needs Job profiling to identify critical competencies for effective performance in specific jobs A system for communication of the succession planning process to field management A system for identification. Lahore. University of the Punjab. feedback and modification of such development plans • A review of transfer and placement needs at the point in time when those individuals are ready to advance Critical positions to be focused BAL Succession Plan is to focus on three tiers of management personnel in all units of the Bank. HR Committee will monitor the progress of Training & Development Centers in providing focused training to both the groups: Nominated Successors and Officers in the Talent Pool. Succession plans for Tier C positions (Departmental Heads at Branches & Section Heads at HO/ Product Units) will be drawn and managed by concerned management at Tiers A and B. getting successors nominated for Tier A and Tier B positions and to prepare a quarterly progress report to be presented in HRMC meetings The HR Management Committee will review progress of succession planning Institute of Business Administration. education. nomination and selection of successors. as well as those placed in the Talent Pool. PAKISTAN • . including a system for monitoring. including appraisals of performance and potential. experience and skills. having received guidance and training towards this end from HRD. development and experience needs of candidates. Training and Development Needs HRD and TDC Management.Project of Human Resource Development • • • • • Identification of critical management positions. will draw Training & Development plans for all officers nominated as successors. Talent Pool A Talent Pool of bright and young employees. Succession plans for senior management levels in Tiers A (Senior Management) and Tier B (Managers of Branches/ Units) will be overseen by HRD. will be provided training and development. based on a review of the data on all potential candidates. The following step by step plan is suggested for the implementation BAL Succession Planning Program: • HRD to institute a system of identifying gaps.
Is guilty of any other act of misconduct or insubordination. in its sole discretion and without limitation. as well as nomination to the talent pool. in the opinion of the employer. or. University of the Punjab. Commits any act which. as well as those in a talent pool. Training needs are to be identified. in the opinion of the Bank. Contravenes instructions/orders issued to him in connection with his official work. in managerial positions. does not affect his/her position as an employee of the Bank. Knowingly does anything detrimental to the interests of the Bank. and verify what is working and what is not. • • DISCIPLINE Accountability of Employee Employees shall faithfully and punctually account to the Bank or its authorized officials for all moneys. drafts. securities. or. Lahore. tends to bring the officer or the employer into disrepute. as well as those in the Talent Pool. Becomes of unsound mind. It should also track career paths of officers nominated as successors. The committee will have the authority and responsibility to make decisions regarding ratification/ nomination of BAL staff as successors. or. The competent authority. PAKISTAN . or indolence. registers. may impose on him/her one or more of the following penalties. which they may receive as employees of the Bank on behalf or on account of the Bank or of any member of the Bank. or. • A Talent Pool is to be established consisting of potential candidates for managerial positions. goods and chattels or other property. papers. A review and audit process should identify supply and demand. Is convicted of any criminal offense or found guilty of any act of moral turpitude. vouchers. or. Displays negligence. or. Grounds for Disciplinary Actions Where an employee: • • • • • • • • • • • Commits breach of rules and regulations of the employer or of discipline or.Project of Human Resource Development program during its quarterly meetings. Staff placed in Talent Pool should also be available for assignment for vacant successor positions with in their existing Branches/ Units/ Areas or in other units throughout the network. training programs developed (or identified externally) and conducted for officers nominated as successors or placed in the Talent Pool. Institute of Business Administration. It will also have the authority to place staff members nominated as successors. inefficiency. or. other than an offense which. Becomes bankrupt or makes any arrangement or composition with his creditors. account books. HRD is to periodically measure the success of the succession planning program and process. or. writings. Contravenes the provisions in respect of transferability of his services to any office of the Bank.
unless another date has been approved in writing by the Bank. NO OTHER BEING LIVING OR DEAD CAN SAY THIS FOR ITSELF. Bank’s property in custody of employee The Bank’s property (e. SIMILARLY . the Bank has nominated an Organisational Ombudsperson titled Bank Alfalah Limited Mohtaseb (BALM). The Bank shall institutionalize mechanisms to safeguard against the risk of violation of accepted norms of conduct in the day to day interaction among staff members. must be handed over to a duly authorized representative of the Bank. Dismissal from service which will involve permanent disqualification for future employment in Bank Alfalah Ltd. on or before the employee’s last working day. ethnic and religious backgrounds. PAKISTAN .g.Project of Human Resource Development Penalties Consequential to Disciplinary Actions • • • • • • Reprimand Postponement or stoppage of increment or promotion Forfeiture of pay for any period of unauthorized absence from duty Recovery from pay of the whole or part of any pecuniary loss caused to Bank Alfalah Ltd. accommodation. house. geographical. car.) which has been in use/custody of an employee who is retiring. BANK ALFALAH ALSO HAS SOME SHORTCOMINGS THAT NEED TO BE MENTIONED : IS ONLY THE CLAIM OF Bank Alfalah Limited Does Not Possess Foreign Network Most of the employees are overloaded with work Inefficient software Bank Smart No Advertising in Electronic media It is step behind in using new technology as compared to other banks Disproportionate presence management Hierarchy of Old Staff in the upper Institute of Business Administration. an independent officer reporting to CEO. resigning or is under discharge or dismissal. and between supervisory staff and their subordinates. mobile phone etc. Handling of serious grievances & harassment cases Bank Alfalah Limited attracts diversified staff from various corporate. PERFECTION ALLAH ALMIGHTY. by the employee. In order to safeguard the rights of the employees at such risk. Termination of service. University of the Punjab. PC/laptop. motorcycle. Lahore.
Project of Human Resource Development Skill Set Of Employees Is Not Up to The mark as there is no job rotation Less efficient computer and I. Lahore.T system Foreign banks still are a little more prestigious There is uneven distribution of work and promotions are not very timely It is slow in the introduction of new services Institute of Business Administration. University of the Punjab. PAKISTAN .
University of the Punjab. Lahore.Project of Human Resource Development Institute of Business Administration. PAKISTAN .
Project of Human Resource Development Institute of Business Administration. University of the Punjab. Lahore. PAKISTAN .
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