Professional Documents
Culture Documents
Submitted by:
Khawar Mehmood
Submitted to:
Sir Abdus Sattar
JLI's presence in Pakistan is virtually in every major city with multiple branched at many
locations. The network of branches and sub-offices s located at Bahawalpur, Badin, Faisalabad,
Ghotki, Gujranwala, Gujrat, Hyderabad, Islamabad, Jaccobabad, Jhelum, Karachi, Khairpur,
Kotli, Lahore, Larkana, Mirpur Azad Kashmir, Mirpurkhas, Multan, Muzaffarabad (AJK),
Mardan, Naushahro Feroz, Peshawar, Quetta, Rahim Yar Khan, Rawalpindi, Sialkot, Sukkur,
Sargodha, Tando Adam
JLI continuously expending its operation to new locations all over Pakistan.
Organization Profile:
Vision:
Enabling people to overcome uncertainty
Mission:
To provide solutions that protects the future of our customers
Core Values:
Teamwork, Integrity, Excellence, Passion
Products Line:
Individual Life:
Bancansurance Product:
SCB bank
Habib Bank
Fysal Bank
Soneri Bank
NIB Bank
AlFalah Bank
UBL Bank
HR Department:
EQUAL OPPORTUNITY EMPLOYMENT
Jubilee Life employment policy provides its employees the equality of opportunity regardless of
race, color, sex, age, religion, national origin, physical disability and shall not show partially or
grant any special favors to any employee or group of employees in violation of applicable law.
In keeping with the intent of this policy, Company will adhere to the following personnel
practices:
Recruitment, hiring and promotion of individuals in all job classifications will be conducted
without regard to race, color, religion, national origin, age, sect, except where a bona fide
occupational qualification exists. All employment decisions will be made in such a manner as to
further the principle of equal employment opportunity.
Promotional decisions will be made in accordance with the principles of equal employment
opportunity through the use of valid job related criteria.
All other personnel actions such as compensation, benefits, transfers, promotions, training &
development, and social and recreational programs will be administered without regard to race,
color, religion, national origin, age, sex, except where a bona fide occupational qualification
exists.
Code of Conduct
The following acts and omissions shall be treated as misconduct:(a) Will full insubordination or disobedience, whether alone or in combination with others, to
any lawful and reasonable order of a superior;
(b) Theft, fraud, or dishonesty in connection with the employers business or property;
Recruitment Procedure :
1. Employee Requisition Form will be submitted by the Department Head to the Human
Resource Department who will obtain principle approval of the MD for the recruitment.
2. HR will identify suitable candidates for the position, interview them and present 4-5 shortlisted candidates to the respective department (Maximum TAT - 20 working days).
3. The concerned department will interview these short-listed candidates to identify 2 candidates
they would be comfortable hiring and inform HR of their relative preference for each.
4. HR will compare existing salaries of similar employees at JUBILEE LIFE INSURANCE and
negotiate an acceptable salary with the two candidates noted above and finalize an offer letter to
one of them (TAT - 3 working days).
5. All employment formalities will be fulfilled. The employee will join after completing a
satisfactory medical examination based on our Companys requirements.
6. Hardware request form for the newly-recruited individual will also be submitted to the HR
Department, which will be forwarded to IT after the medical examination has been successfully
completed by the candidate and an employee code has been issued by HR.
7. Appointment letter will be issued to the candidate within 3 working days of completion of all
formalities and documentation.
You will all agree that a transparent process of recruitment, which is primarily managed by the
HR department, is in the best interest of our Company.
Please note that HR will not process any recruitment of support staff where this process is not
followed. No direct appointments can be made or offers made which are to be regularized by the
HR department. It will be very awkward for you and the Company if an improper offer is made
and the candidates appointment disallowed because a proper procedure has not been followed.
All of you are required to identify and plan your workforce requirements and coordinate with HR
to proceed accordingly.
Specific Goals
Developmental Use
Individual needs
Performance feedback
Transfers and Placements
Strengths and Development needs
Salary
Promotion
Retention / Termination
Recognition
Lay offs
HR Planning
Training Needs
Organizational Goal achievements
Goal Identification
HR Systems Evaluation
Reinforcement of organizational needs
Documentation
Validation Research
For HR Decisions
Legal Requirements
4. Forced Distribution Method: Here employees are clustered around a high point on a rating
scale. Rater is compelled to distribute the employees on all points on the scale. It is assumed that
the performance is conformed to normal distribution.
5. Critical Incidents Method: The approach is focused on certain critical behaviors of
employee that makes all the difference in the performance. Supervisors as and when they occur
record such incidents.
6. Essay Method: In this method the rater writes down the employee description in detail within
a number of broad categories like, overall impression of performance, promote ability of
employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses
and training needs of the employee.
Future Oriented Methods