The Human Resource

THE HUMAN RESOURCE at

PRESENTED BY:Shuja Osto

ArsalanMaria Patel

Marium

Points to be discussed:

• About the BANK• Vision & Mission• Organization’s Organogram & Hierarchy• The Culture• Centralization, Formalization & Span of Control• Chain of Command• HR Strategy• Objectives, Contents & Compliance• Recruitment, Selection & Placement• Training & Development• Allowances & Benefits• Performance Management System

Introduction to the BankCompany Profile Bank AlfalahTicker BAFLMajor Industry Financial ServicesSub Industry Commercial BankCountry PakistanEmployees 6651Operations Commenced

November 1, 1997

Branches 200Cities 74Business Group Abu Dhabi Group

Vision

To be the premier organization operating locally & internationality that provides the complete range of financial services to all

segments under one roof.

Mission Statement

To develop & deliver the most innovative products, manage customer experience,

deliver quality services that contributes to brand strength, establishes a competitive

advantage and enhances profitability, thus providing value to the stakeholders of the

bank

Organogram

HierarchyRegional

Manager Area

ManagerBranch Manager

Assistant Manager

Officer

Department Manager

The Culture

Bank Alfalah aims to inculcate a nurturing and invigorating corporate culture based on providing a safe, healthy and supportive

environment where staff members are valued, respected and able to realize their full

potential.

Core Values

• Humility • Extreme Customer Care/Focus • Courtesy and Respect • Honesty, Integrity and Trust • Commitment and Hard work • Creativity, Innovation and Quality • Justice and Fairness to all Stake-Holders • Open, Honest and Direct Communication • Provider of growth and equal opportunity

Internal Communication

Bank Alfalah believes in promoting open, direct and

honest communication among all units and individuals

of the Bank. So for that it uses:• Bank’s Web-site • E-Mail Facility • BAL Newsletter • Mentors at Branch Level • Monthly Branch / Unit Meetings

Divisions & Departments

• Compliance• Consumer Finance• Human Resources • Information Technology • Media & Publicity • Quality Assurance • Risk Management • Training & Development

Centralization

Banks in particular have either high centralization or low centralization depending upon the functions & departments of the banks.

Centralized operations in Bank Alfalah is only high in departments such as account opening,

treasury functions and IT operations, rest is taken care by the area manager and regional manager.

Formalization

• Friendly Environmental Formalizationattitude towards his/her subordinates is friendly

which makes the environment free of conflicts and disputes and to work and achieve goals of

the organization becomes easy. • Discipline

Bank Alfalah is highly formalized in regard of discipline, like punctuality is strictly observed by the managers. Absence from work without

information or notice is taken serious. It affects the organization’s goodwill in the corporate

market

Span of Control

Span of Control in Bank Alfalah is wide which is evident from organizational structure. The

wider Span of controls in bank shows that it is an efficient organization in terms of costs.

Controls are organized through area manager, auditors and RMU (Risk Management Units).

Chain of Command

Two types of chain of command are observed in Bank

Alfalah. Those are:

• CENTRAL COMMAND • BRANCH COMMAND

Chain of Command

CENTRAL COMMAND

CEODivisional

HeadsExec. Inch.

Group Heads

Assistant Executive Incharge

Branch Command

Area Manager

Branch Manager

Assistant Manager

Officer

Department Manager

HR Strategy

By playing the role of a strategic partner and a change agent, Human Resource Division of the Bank aims to provide all units with an effective

workforce, ensure that all employees have ample opportunities for learning and

development, and to act as an advisor to the field management, helping them in keeping all employees happy, motivated and productive.

HR Objectives

“To align Bank’s people and HR strategy with the organization’s strategic direction and

objectives in a way that maximizes the return on human capital."

(Pending Board's Approval)

Elements of the HR Strategy

a) Recruitmentb) Compensation & Benefitsc) Performance Management Systemd) Retention & Motivation of Employeese) A Nurturing Corporate Culturef) Organized Employee Relations Programmeg) Compliance with Regulatory Requirements

Objectives & Compliance

OBJECTIVES OF HR POLICY GUIDELINES:The HR Policy Guidelines have been prepared with theobjective of providing information and guidance to staffmembers and management of branches and otherworking units of the Bank.

COMPLIANCEManagement of branches and other units of the Bank must

ensurecompliance to the provisions contained in this HR Policy

Guidelines in letterand in spirit. HRD, with the help of Area HR Coordinators, will

monitorcompliance of these policy provisions.

Recruitment, Selection & Placement

• Initiation of Staff Hiring• Hiring of Batches• Hiring in Small Groups• Individual Hiring

Minimum Entry Requirements: • Minimum entry requirement for employment in Bank Alfalah

Ltd. In officer’s cadre is graduation from a recognized university of home country or abroad.

• Persons deputed by “External Service Providers” must possess matriculation or higher degree.

Recruitment, Selection & Placement (Contd ..)

Recruitment of Close Relatives BAL does not prohibit employment of close or blood

relativesof current employees, provided that they meet requiredeligibility criteria, no conflict of interest is likely to arise andprior approval is obtained from competent authority.Candidate once appointed should not be placed in the sameBranch/Unit in which his close/blood relative is alreadyworking.

All candidates, at the time of interview are required todisclose their relationship with the existing employees intheir application form.


Selection Responsibility and Authority: All appointments of Branch managers, Range VII

and above require subsequent ratification from the board.

Selection Test:All regular and contractual candidates for Range

I, II & III must undergo a selection test arranged by HRD / TDC.


Selection InterviewSelection interviews should be conducted and evidenced by duly filled interview sheets, as follows:

For Branch Staff: By Branch Manager & Area ManagerFor Branch Manager & Area Office Staff: By concerned Area Manager.For Product Departments’ Staff: By concerned Manager & Head of Product Department.For Head Office Division Staff: By concerned Manager & E.I.

Panel Interviews Candidates for Ranges IV and above will be interviewed by panels of senior officers at Karachi and Lahore. Panel members will be nominated by the CEO.


• Medical examination of the new-joiners • Issue of Offer/Appointment Letters • Verification of Antecedents

Hiring Methods

• Probationary Period & Confirmation of Services• Renewal of Contract• Placement of New Entrants• Job Description• Job Rotation

INDUCTION, TRAINING &

DEVELOPMENT • In-Service Training • Annual Training Plan • Minimum Training For All • Induction Training • Batch Training • External Training

SALARY ALLOWANCES & BENEFITS

Staff monthly salary is to be disbursed before the end of each month usually on 26th/27th of the month. Salary & allowances of each employee

is a confidential matter.

Advance Against Salary Employees in need of funds for an emergency

may beallowed advance against salary for the current

month tobe adjusted in full on disbursement of salary.

SALARY ALLOWANCES & BENEFITS (Contd…)

Fuel in liters only in cases where Bank car has been provided to concerned officer.

High performing staff members, whose job function necessitates extensive travel, may be authorized some fuel expense reimbursement. All such cases should be forwarded to HRD by concerned branch (duly recommended by Area Manager/Unit Head) for processing, approval and record keeping.

Cases where monthly expenses of an officer exceed approve limits should be referred, indicating reason, ( duly recommended by his / her supervising officer) to concerned Assistant Executive-In-Charge, HRD for obtaining necessary approval & record keeping.

SALARY ALLOWANCES & BENEFITS (Contd…)• A small limit may be allowed on functional basis, to be

advised through HRD. Based on functional requirement, cellular phone limit for following will be as under :-

• Branch Managers: Rs.3, 000/- p.m. • Area Managers/Executives-in-Charge: Rs.4, 000/- p.m.

• Bank will provide club memberships of a local club to Executives-in-charge and Area Managers/Country Heads with fixed monthly subscription fees. (The CEO may use his discretion to make exceptions to these rules). One time approval of CEO should be obtained for joining fee & monthly subscription in each case.


• AccommodationAt the discretion of the Bank’s Management, furnished or unfurnished accommodation up to reasonable rental value may be provided to senior officers, transferred from their permanent locations to fulfill the Bank’s requirements.

• Furniture Facility Abolition of Existing Furniture Facility Staff Furniture Loan Furniture Allowance


• Fuel Allowance • Mobile Phone Facility • Title Allowance• Bank Car Facility

Repair & Maintenance

• Profit Bonus/Special Cash Prize/Ex-Gratia • Provident Fund (PF) • Cash Award on Passing Institute of Bankers

Diploma Exams • Reimbursement of professional

courses’ fee


• Staff Insurance • Hospitalization Insurance Coverage for

Employees and their dependent Parents, Spouse and Children Follow-up Treatment Medical Checkup

• Group Mortgage Insurance Coverage • Life Insurance Coverage • Uniform for Non-Clerical & Maintenance Staff • End Service Benefits

Provident Fund (Own + Bank) plus investment income. Gratuity payment

Performance Management System

Bank Alfalah’s performance management system is improved and upgraded from time to time in line with the Bank’s requirements, as well as with industry practices. HRD keeps all units of

the Bank informed of the PA system and procedure currently in use. Units are also

notified deadlines for goal setting, periodic monitoring and final appraisals.

Resignation

A confirmed employee may resign from the Bank’s service upon giving one month’s prior

written notice to the Bank, failing which he/she will be liable to pay one month’s gross salary

in lieu of notice period. Management may waive notice salary to suit bank’s requirement

Employee will not be eligible to avail leave during notice period.

Termination

Services of a confirmed employee may be terminated by the Bank without assigning any

reason by giving one month’s notice in writing or on payment of one month’s gross salary in lieu

of notice period. The Bank’s management may allow, at its

discretion, any of the benefits admissible on retirement from the service, to an employee whose services have been terminated except when the terminated employee is involved in

fraud, misconduct or gross negligence.

Conditions for Retirement

• All employees of Bank Alfalah Ltd. are liable to retire from the Bank’s services on attaining the age of 60 years

• The Bank’s management may, at its discretion, re-employ an employee due for retirement on contractual basis for a defined period.

• The services of a person, who is thus employed, may be terminated by serving one month’s prior notice in writing or one month’s gross salary in lieu thereof.

Conclusion

The management chain of commanding Bank Alfalah is very simple and well defined where there are clear reporting lines defined, at all

levels, in the organization. . It contains all the required ingredients like timelines, participative

objective assignment, goal specificity, and timely feedback to the employees and from the employees. Independent goal setting is scarcely

found at any level in the organization.

Thank you!

Documents

The Human Resource