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Beirut - May 2009
AL-Amal Microfinance Bank HR Perspective
Mohammed Salah Al-laiExecutive Director
Sanabel 6th Annual Conference
Al-Amal Microfinance Bank -Yemen
Introduction Poverty and unemployment have a negative impact
on the
development of Yemen.
Yemeni Government has issued the Law (23) for the
year 2002,
establishing the first Microfinance Bank in Yemen
(and the region)
under the name of (Al- Amal Microfinance Bank
AMB).
The bank was established by :
45% (SFD) .
35% (AGFUND).
20% the Private Sector.
Vision , Mission and Objectives Vision
Inclusive financial services for all Yemenis
To improve the economic and social conditions of the Yemeni low income family, especially those of small and micro enterprises; by providing outstanding financial services. And to become the pioneering and sustainable financial institution in Yemen.
Mission
Objectives
To provide diversified financial services satisfying the target group's needs and expectations.
To expand to all the Yemeni territories (rural and urban) through new branch and possible partnership with other local institutions.
To be sustainable financial institution, with qualified and efficient staff, and equipped with modern systems able to attract fund.
Al-Amal Bank Key Figures
2009 2010 2011 2012 2013
Staff N. 58 142 248 379 531
Loan Officer's 22 66 128 206 298
Branches N. 4 10 18 28 40
Active Clients000
4.5 15 40 70 100
Yemeni HR Overview
Employment Lack of clear national strategy for labor and employment. 20% of the workforce in Yemen participate in the formal
sector. 17% is the rate of unemployment. Different public and private work environment. Yemeni people get their job through:
1. Personal initiative
2. employment bureaus Only 5% of the unemployed are
registered with them. Only 13% of those registered
received help from the bureaus in finding jobs.
Poor relation with employers. Offering one service
Yemeni HR Overview
Recruitment:
Applicants heading for jobs
that are not related to their
qualification and/or
experience.
Lack of qualified applicants.
Lack of proper training.
Unclear career path.
Selection:
Applicants characterized with:
Poor self presentation.
Misleading previous work
experience.
Hesitant to be exposed to a
new work environment.
Microfinance Institutions
Challenging Human Resource Issues for MFIs Recruiting qualified staff. Little attraction for the applicants. Training and capacity building Managing human resources Designing satisfying incentives Financial constraints Preventing turnover
Al-Amal Microfinance Initiative
Started officially in January 2009 and people has little sometimes no information about it.
Strategic decision has been taken “ NO staff from the MFIs, Fresh graduates ONLY “
A management team was recruited on a voluntary basis at the beginning (4 staff).
Exposure visits locally and internationally. HR manual and policy on recruitment and selection were
set. Appointing the recruitment and selection committee by the
Executive Director.
Total Number of applications 2851Management posts applicants 755
Secretary posts applicants 224IT posts applicants 197
Applicants with no clear interest
1675
Al-Amal Microfinance Initiative
Al-Amal Microfinance Initiative
• Recruitment and selection procedures
Advertising the vacancy announcement.
screening of the relevant application forms, and key in in the
database.
Selecting the best 15 applicants and calling them for the job
interview. Choosing the best one to fill in the vacancy.
• Sending a letter of acceptance.• 2 months training period.
Keeping in touch with the second and the third ranked.
Al-Amal Microfinance Initiative
Capacity Development: Microfinance Orientation. Microfinance practical training conducted:
• Site Seeing to some regional MFI’s (Egypt and Jordon)• TOT courses ensuring that people attended acquired
(Trainer Status).• Visiting experts .• Residential experts helped training the staff and revising
the manuals. Progression Evaluation:
Setting standards. Evaluating performance according to the
standards. Support and re-enforcement.
Al-Amal Bank contribution to the HR development
of the Microfinance Industry in Yemen Adding new potentials and experience to the industry .
Encouraging the females to apply for the vacant posts.
Using the media for recruitment.
Stimulating competition in terms of staff selection.
Creating an interest in working and learning about the industry.
Future HR aspirations of the bank Sharing the job application database with the current MFI's.
Improve coordinating with the universities and educational
institution to cater the needs of the microfinance industry
needs.
Encouraging Universities and institutes to introduce Microfinance tailored programs.
Supporting National Microfinance Awareness Campaign. Helping the MFI’s ensuring effective HR plan is in place. Helping the countries to reach experts TOT trainers’ self
sufficiency. Encouraging the MFIs’ to have effective recruitment and
selection process.
Suggested Donors’ Involvement
