Tabinda Kanwal

Report
Brief Introduction of the
Organization
Business Volume
Out Standing Shares:
782,100,831
Shares Closely Held:
707,210,906
Shares
Lucky Cement
Askari Bank
Engro chemical Pakistan Limited
MCB Bank Limited
Meezan Bank Limited
Nishat Chunian power Limited
Nishat Power Limited
Packages Limited
Redco Textile Mills Limited
ICI Pakistan limited
Rupees ‘000
274,621
57,920
661,336
274,621
70,792
309,000
371,382
371,382
29,862
70,792
Competitors of ABL









Habib Bank Limited
United Bank Limited
Muslim Commercial Bank Limited
Habib Metropolitan Bank
Standard Charted bank
Bank Al Habib
Bank Al Falah
Soneri Bank
Faysal Bank
Organizational Hierarchy
Chairman
CEO
SEVP
SVP
AVP
OG-2
OG-1
Supporting
Officer
OG-3
Training Program
Tasks assigned to me in different
departments.
Customer services –
Guidance of the customers
 To facilitate the customers
 To retain the customers
 Keep good and long lasting
relationship with customers
My task was to facilitate
customers and provided above
mentions services as customer
services officer on the behalf of
staff .
In Clearing Dept –








Clearing stamp
Discharge stamp
Crossing stamp
Signatures of drawer
Bank branch name
Amount in words and figure
Date mentioned on clearing
stamp
Supervision
Posting
In HR Dept –
In Account Opening
Dept–
 maintain the leave record
 describe complete
of bank employee
 Provided the information
of these record to the
head branch
information regarding
account opening and
requirements and
documentation for open
new account to the
customer
Structure of HRM
Department
Human
Resource
Dept
Recruitme
nt dept
Salary
Dept
Personal
Benefit
Dept
Staff
Loan
Dept
Medical
Dept
Leave
record
Dept
HRM Process in the
Organization
Employees recruitment &
selection
Sources of Candidates
 Internal Sources
 External Sources
Selection Process






Bank Advertise vacancy
Received applications
Conduct exam and written test of recruit candidates
Interview of passing candidates
Bank issue Offer letter to successful candidates
When candidate accept offer letter then bank issue
appointment letter.
Training & development
Existing Training Program


In house Training for Employee Development
Ex-House Training For Employee Development
Employee Development

A separate department MTDC (Management
training development center) give training,
refresher of employees for their development
which consist on different duration like 1 day,1
week etc
Performance management
Setting Performance Standard &
Expectation



Setting Standards
Establishing objectives/goals
Dimensions
Each goal will clearly show a positive financial impact in order to
ensure that the Bank is able to determine the impact of each job.

Performance Appraisal
Performance reports are written on annual basis. Called
ACR (Annual Confidential Report)
Employee Compensation
& Benefits
Type of Compensation & Benefits
1. In -Service Benefits







Education allowance/expenses to clerical and non-clerical
staff.
Yearly profit bonuses
Loan facilities on soft terms.
Marriage Grants.
Medical facilities to self and family.
Executives, perquisites that include company cars with
petrol ceilings, drivers/servants, salary, reimbursement of
utility bills etc.
Insurance coverage against accidental permanent or
partial disability
2. Retirement Benefits





Medical facilities to self and family as per staff service rules.
Income security in the shape of monthly income or as a lump
sum payment
Lump sum payment includes amount of commutation/gratuity
and leave encashment
Monthly income are paid in the shape of pension/benevolent
grant as per rules.
Special group insurance coverage to employees other than
retired on medical grounds, for 5 years from the date of
retirement or up to age of 65 years whichever is earlier
Organizational career
management

Job Changes within the Organization
1. Promotion:

Promotion on Length of service Basis
Stenotypist /stenographer to OG-III
Clerical staff to OG-III
Non-clerical staff:
a. to Assistants Cadre
Graduate
10 Years.
15 Years
2 Years, if
2.Transfer:




To utilize the expertise of an experienced individual
Need for experience
Administrative reasons
To fill a vacant position
Separations
1. Termination

The prescribed period of notice shall be as follows:
For employees in Category I & II
Three Months
For other employees
One Month

2. Resignation


Category-I & II
A staff member may resign at any time by giving three months
notice

Category- III & IV
Unless otherwise specified in the letter of appointment in
general a staff member may resign at any time by giving a
notice of one Month or substantive pay in lieu of period of
notice.


Exit Interview
3. Retirement
Critical Analysis
 In this modern era manual system is also apply
for entries of voucher, clearing etc in some
branches of Allied Bank Limited
There is lack of staff in branches. Shortage of
staff and heavy work are two elements
Which decrease performance of employee.
Allied Bank Limited has own disciplinary rules
but not followed
by staff strictly.
Written polices for appointing new staff are not
followed properly.
 Unsophisticated training program
 Lack of advertisement through electronic
media
Lack of refreshers
SWOT Analysis of the
Organization
Strengths






Secure Banking
CUSTOMER CARE CENTRE
ONLINE Banking FACILITY
SECURE ENVIRONMENT
Varity OF Products
SUPPORTIVE ENVIRONMENT
Weakness
 Paper Working
 Traditional approaches of training
 Lack of advertisement through
electronic media
LOW PRODUCT CREDIBILITY
 LATE PROMOTIONS
Opportunities
 Enter new markets
 Extension of International network of the
branches
 Business Promotional facilities
In Future Offer Auto Loan Services:
ABL has also ignored the sector of Auto loan which
is a very important Financing nowadays. Many
people nowadays buy cars through car financing but
ABL does not have this facility
Threats
 Uncertain economic condition
 Political instability
 Slow product development process
 FED And other GOVT charges
 COMPETITORS
Conclusion
In spite ABLhas great strength but weaknesses
are heavy on strength because major sector is
surrounded by weakness.
Which is online system but latest technology is
not used, while online system is essential for
banking sector.
Others are
Traditional training approaches are
used till this time which going bank towards
downfall.
The structure is not fully according to
the need of customers.
Polices’ld be appropriate and equal for
every one .
Recommendations
It is easy to recommend solution along with
criticism. Because criticism is an element of
human psyche.
Following are the recommendations
 Up-to-date online system
 Focus on advertisement through
electronic media
 Appropriate requirement process
 Focus on computerized working
And
Motivation of Staff:
Higher management of bank should adopt the
different motivation techniques which according
to the self-esteem need of employee
Ways to motivate employee
 Promotion
 Reward System
 Leave
 Appreciation

similar documents