Professional Documents
Culture Documents
Submitted By:
Isma Nizam
M12BBA013
Zartasha Shaukat
M12BBA057
Kehkashan Sakhawat
M12BBA067
Submitted To:
Prof. Riaz
Ahmed Mian
Session:
BBA B&F
2012-2016
Hailey College of Banking &
Finance
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Table of Content
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CONTENTS
Acknowledgement
Executive Summary
INTRODUCTION OF THE ORGANIZATION
Introduction Of ABL
Mission & Vision
History
Today ABL
Organizational Chart
Products & Services
Departments at ABL
HUMAN RESOURCE MANAGEMENT IN ABL
Categories of Employee
Mission Statement of HRM Department
Role of HRM Department
Human Resource Policy
Problem In Hierarchy
HR PLANNING
HR Planning in ABL
JOB ANALYSIS
Job Specification & Description in Out Sourcing
Job Specification & Description in regular Staffing
RECRUITMENT & SELECTION
Recruitment Process in ABL
Selection Process in ABL
TRAINING AND DEVELOPING EMPLOYEES
Training in ABL
Carrier at ABL
COMPENSATION MANAGEMENT
PERFORMANCE APPRAISAL
SALARY ADMINISTRATION
EMPLOYEE SERVICES, SAFETY, HEALTH &
WELFARE
SEPARATION FROM EMPLOYMENT
INDUSTRIAL RELATION
NEGITIATION WITH UNION
SYSTEM OF COMMUNICATION
TERMS & CONDITION OF EMPLOYMENT
RECOMMENDATIONS AND SUGGESTIONS
CONCLUSION
REFFERENCES
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Acknowledgement
Thanks and again thanks to Allah Almighty,
who pulled us through the times when every stone was
turned against us.
He and only He dawned new horizons for us when the
darkest fog made us blind,
who is really the Best Manager of the entire universe.
Without His consent, nothing is possible.
Thank You Allah Almighty.
Thanks from the recesses of our hearts to our to
the Most Respected Teacher, Professor Riaz Ahmed Mian
for his Untiring efforts, His Valuable Guidance and Precious
Advices
are rare Assets for Us.
Dedicated to:
Our Honorable Teachers & Loving Parents
Whose,
Love, Affection, Motivation, Patience, Support
&
Spiritual Inspirations
Give us Encouragement,
To all those People who have quenched for Knowledge,
To all those who have dedicated their lives to others,
To all of those who have served and sacrificed for
Sake of Freedom
To all of those people, who may be gone now,
But they will never be
Forgotten....
EXECUTIVE SUMMARY
Allied Bank was the first Muslim bank to have been established in Pakistan.
At the time, the Banks total assets amounted to Rs. 0.572 million. Today, Allied
Bank's paid up Capital & Reserves amount to Rs. 10.5 billion, deposits exceed Rs.
143 billion and total assets equal Rs. 170 billion.
COMPANY PROFILE
Type
Public
Founded
Headquarters
Lahore, Pakistan
Industry
Products
Financial Services
Revenue
Website
www.abl.com.pk
INTRODUCTION
Allied Bank Limited was the first bank to be established in Pakistan. It started out in
Lahore by the name Australasia Bank before independence in 1942; was renamed Allied
Bank of Pakistan Limited in 1974 and then Allied Bank Limited in 2005.
In August 2004, because of capital reconstruction, the Banks ownership was transferred
to a consortium comprising Ibrahim Leasing Limited and Ibrahim Group.
Today, with its existence of over 60 years, the Bank has built itself a foundation with a
strong equity, assets and deposit base. It offers universal banking services, while placing
major emphasis on retail banking. The Bank also has the largest network of over 700
online branches in Pakistan and offers various technology-based products and services to
its diverse clientele.
MISSION
VISION
To become a dynamic and efficient bank providing integrated solutions and the
first choice of bank for all customers.
VALUES
Integrity
Excellence in Service
High Performance
History
The Banks journey has been about dedication, commitment, professionalism and
adapting to environmental changes, leading to its immense growth and stability.
It is these factors that have made it a Bank the rest look up to.
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However, it was severely hit by the riots in East Punjab. The Bank was identified
with the Pakistan Movement. At the time of independence all the branches in
India, (Amritsar, Batala, Jalandhar, Ludhiana, Delhi and Angra (Agra)) were
closed down. New branches were opened in Karachi, Rawalpindi, Peshawar,
Sialkot, Sargodha, Jhang, Gujranwala and Kasur. Later, the network spread to
Multan and Quetta as well. The Bank financed trade in cloth and food grains
thus, played an important role in maintaining consumer supplies during the
early months of 1948 affected by riots. Despite the difficult conditions prevailing
and the substantial set back in the Banks business in India, Australasia Bank
made a profit of Rs. 50,000 during 1947-48.
By the end of 1970 it had 101 branches. Unfortunately, it lost 51 branches in the
separation of East Pakistan. But the Bank did well despite losing a lot of its assets
and by the end of 1973 had 186 branches in West Pakistan.
In August 2004 as a result of capital reconstruction, the Banks ownership was
transferred to a consortium comprising Ibrahim Leasing Limited and Ibrahim
Group.
Today the Bank stands on a solid foundation of over 63 years of its existence
having a strong equity, assets and deposits base offering universal banking
services with higher focus on retail banking. The bank has the largest network of
on-line branches in Pakistan and offers various technology based products and
services to its diversified clientele through its network of more than 700 branches.
increased from 353 in 1974 to 748 in 1991. Deposits rose from Rs. 1.46 billion, and
Advances & Investments from Rs. 1.34 billion to Rs. 22 billion during this period.
It also opened three branches in the U.K.
Allied Banks capital and reserves were Rs. 1.525 billion; its assets amounted to
Rs. 87.536 billion and deposits to Rs. 76.038 billion. Allied Bank enjoyed an
enviable position in Pakistans financial sector and was recognized as one of the
best amongst the major banks of the country.
In August 2004, as a result of capital reconstruction, the Banks ownership was
transferred to a consortium comprising Ibrahim Leasing Limited and Ibrahim
Group.
Today, the Bank stands on a solid foundation built over 63 years of hard work and
dedication, giving it a strong equity, an asset and deposit base and the ability to
offer customers universal banking services with more focus on retail banking.
The Bank has the largest network of online branches in Pakistan and offers
various technology-based products and services to its diverse clientele through
its network of more than 700 branches.
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Today, all Allied Bank Limited shareholders can trade in the Banks shares at
their will.
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BOARD OF DIRECTORS
Tariq Mahmood
Independent Director
Mubashir A. Akhtar
Independent Director
Independent Director
A. Akbar Sharifzada
Executive Director
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Personal Banking
Under Personal Banking, ABL offers: Everyday Accounts, Lifestyle Banking, Savings & Term
Deposits, Credit & Debit Cards, Domestic Remittance, Bank assurance, and e-Banking
Services.
Business Banking
Under Business Banking, ABL offers: Corporate & Investment Banking, Transaction &
Business Accounts, Home Remittances to Pakistan, Cash Management Solutions, Trade
Services, SME Financing, and Agriculture Financing.
Islamic Banking
Allied Bank has established its Islamic banking group to offer a diverse range of Deposit and
Investment related accounts ensuring Shariah compliance.
Other Services
Allied Bank's other services include: Extended Hours Banking, Online Banking, Safe Deposit
Lockers, Utility Bills Payments, Allied Phone Banking, and Customer Support.
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E-Banking Channels
Allied Bank maintains its reputation for innovation in education and embracing new
technologies in the banking sector of Pakistan. Their current suite of e-Banking services
comprises:
CONSUMER
In line with the Banks aim to provide a host of products and services to its
customers, substantial ground work has been done to establish a strong
consumer banking business. Furthermore, to achieve this objective, professionals
from across the industry have been recruited into areas of product development,
sales, credit policy, research, consumer analytics, call centers and service quality
departments.
The consumer portfolio, comprising the debit card, credit cards, auto loans,
personal loans and mortgages will be established phase by phase. However, we
are confident that our strengths, together with our largest network of online
branches, a superior technology platform, a big customer base and the Consumer
Personal Banking Group (CPBG), will take the Banks profitability to new
heights.
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Additionally, account holders of all online branches can obtain the Allied
Cash+Shop Visa Debit Card for use at ATMs as well as at POS terminals. To
locate a branch simply select the city.
WORKING ENVIRONMENT
Allied Bank boasts of a work culture, which displays respect for all walks of life
and different ways of thinking.
Everyone at Allied Bank has a common corporate vision and values. However, all
employees are encouraged to grow as individuals and collaborate in teams.
Increments, bonuses and promotions are based solely on individual skills,
qualities, abilities and attitude. It is our aim to provide innumerable
opportunities for all those employees who show aptitude and the will to keep
learning.
Training programmes, both local and foreign, are also considered important for
employee growth.
Our complex and relatively changing environment teaches flexibility, provides
opportunities to learn and offers many career opportunities. We encourage
people who like challenges, can take their responsibilities seriously and handle a
constantly changing and high-pressure work environment, to come work with us.
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AREA OF OPERATIONS
Allied Bank has operating branches in four provinces, throughout the 38
districts of the country including Azad Jammu and Kashmir.
THE SHAREHOLDERS
Fourteen commercial banks, including three multinational banks are the
bank's shareholders.
Departments at ABL
1. Administration Department:
It is responsible for administrative services for all meetings, personnel
matters, budgets and accounts. It studies and reviews general
administrative policies and industrial relations methods used in the
industry, and advise management of possible improvements.
The Department also keeps track of contemporary administrative policies
and/or policy changes occurring in the industry which might affect the
Organization, or be of interest to it.
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histories, data, skills, Capabilities and experiences to payroll records. To reduce the
manual workload of these administrative activities,
Organizations began to electronically automate many of these processes by introducing
innovative HRIS technology.
HR function is still to a large degree administrative and common to all organizations. To
varying degrees, most organizations have formalized selection, evaluation, and payroll
processes. Efficient and effective management of Human Capital Pool has become an
increasingly imperative and complex activity to all HR Professionals.
Evolvement of HR department
HR Department evolves at Allied Bank in 1999, after when allied became privatized.
And they feel the need of proper HR department because there was a need of proper HR
department in Allied Bank for many important solutions. That time the name of this hr
Department was manpower planning. That time work of that department was planning
for employee.
Policy Rationale
The purpose of the Performance Management Policy is to periodically review associates
work performance in order to promote the most effective use of expertise, to determine
the quality of service, to recognize achievements, and to identify training and
development needs.
4. Marketing Department
Marketing department involves to sales the credit cards, and different products of the
bank with the help of sales representator of the bank, which are the part of the marketing
departments. Marketing Division, setup is responsible for all marketing operations
including planning, distribution, sales, farm advisory services,
5. Accounts department
Accounts department of allied bank responsible for the operation of maintaining daily
transactions occurring in the bank and prepare balance sheet and income statement and
also deals with the customerss accounts pass book and cash book procedures.
6. Finance Department
Finance department of an allied bank performs the following operations
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CLASSIFICATION OF ABL:
The categories of services in ABL are classified as under:
Category A
Chief Executive President, Executive Vice President (EVP)Senior Vice President
(SVP)Vice President (VP)Assistant Vice President (AVP)
Category B
Officer Range 6
Officer Range 5
Officer Range 4
Officer Range 3
Officer Range 2
Officer Range 1
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Category C
Clerical Staff
Category D
Drivers, Guards, Chowkidars, Peons, Sweepers
Role of HR department
Performance of an organization crucially depends on the efficiency of its personnel,
reflecting their skills and experience together with the human resource policy of the
organization. It is in this context
that the ABL provides an environment that motivates the employees to improve their
efficiency. Thus the management is constantly thinking of providing initiatives as a part
of human resource policies.
This includes improving the staff selection procedure, introduction of a system of
competitive reward,
Accountability: mechanism, effective learning and training and eliminating unnecessary
layers in the
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Hierarchy: ABL is also trying to bring positive change in the attitude and values of its
employees. The
main human resource functions are being performed by the Administration Department.
During FY05, the BSC has focused on effective implementation of policies in the areas of
performance appraisal, promotions, motivation through compensation management,
rotation of jobs and training etc.
Function of Hr department
o Assess the need of employees where, ever required.
o Provide equity opportunities for all the applicants
o Select the most appropriate person for the job. Or the purpose of
selection conduct interviews, tests etc.
o Provides training opportunities to the employee both on the job and
outside job.
o Motive the employee through the programs adopted by the head
office.
o Evaluate the performance of the employees with the help of their
immediate boss.
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A good human resources policy aims at employee development and their career
growth. It recognizes the achievement of its employees and gives them rewards.
According to ABL personal policy procedures manual it covers:
1.
2.
3.
4.
Resignation
6.
7.
8.
9.
Industrial relations
Transportation.
Medical schemes.
Tax liability.
Temporary Recruitment.
Problem in Hierarchy:
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There is problem in the Hierarchy is that there is deep gap between the low level
employee and the top level Management. the lower level management has not approach
towards the top level management.
HR Planning IN ABL
Human resource department of the ABL designed decision-making process to ensure that
enough competent people with appropriate skills are available to perform jobs where and
when they will be needed.
The HR Department of the ABL meets the requirements of the various departments in
various ways.
If there is shortage of the employee in any branch they try to fulfill immediately the
vacancy as soon as possible
And assessing the available pool of people to determine the best fit.
For example
If any employee has an emergency or he needs the leave then the Hr department provides
the leave to him but also fulfill the need of that branch where from the person shortage
happened.
Or any there is happen the shortage of the employee in any department The HR department
appointed the other person from the other department. And after hiring the specialized
individual in that position they placed.
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Job Analysis
Job analysis is the procedure for determining the duties and skill requirements of a job
and the kind of person who should be hired for the job by collecting the following types
of information: work activities; human behaviors; machines, tools, equipment, and work
aids; performance standards; job context; and human requirements. Simply we may say;
job analysis consists of:
Job Description
Job Specification
Job description is a list of a jobs duties, responsibilities, reporting relationships,
working conditions, and supervisory responsibilities. While, Job specification is a list of
a jobs human requirements: the requisite education, skills, personality, and so on
another product of a job analysis.
Compensation
Performance appraisal
Training
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Other requirements:
A hand written job application along with a passport size photograph, copy of National
identity Card, Qualification certificates, character certificate, driving license in some
cases and references if any.
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Here, you can have the glance of the job specification that is used by Allied bank while
recruiting the regular staff:
Minimum Qualification: Masters degree within required discipline
Work experience: not required but preferably 1 year.
Personality: smart, physically fit and medically fit for the job.
Abilities: Good command on English language with Computer knowledge.
Entry Test: IBA Karachi.
Interview: HR department, Islamabad.
Other requirements:
A job application along with a C.V.
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Sources of Recruitment:
There are several internal and external sources of recruiting the right candidate for
the organization, like:
Finding internal candidates.
Rehiring.
Internal Sources.
External Sources.
Executive recruiters.
Referrals etc.
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Selection process
After building a pool of candidates, the next step is to screen out the best
candidates according to your requirement by using various testing tools and
techniques. Careful selection of employees is an important issue because of three
main reasons; which are given below:
Employees with the right skills and attributes will perform more
effectively.
The cost of making a wrong hire can become exorbitant
considering the time and money invested in the selection and
training process.
Advertising for the applicants in the leading news papers
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Selection of the candidate
Testing Tools:
Here are some testing tools & techniques that are used in the selection process:
Test of cognitive abilities
Test of motor and physical abilities.
Measuring personality and interests.
Achievement tests etc.
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Interviewing Candidates:
After testing the candidates, the next step involves conducting interviews of the
best candidates. An interview is the procedure designed to obtain information from
a person through oral to oral inquiries. Managers use several types of interviews in
the work settings. There are basically three main types of interviews; selection
interview, appraisal interview and exit interview.
Managers use various techniques for conducting the selection interview; such as:
Structured or unstructured interviews
Stress interview
Panel interview
Computerized interview
Mass interview etc.
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Training, Retraining
and
Development approach
Training:
Training is a job-oriented activity. It provides or improves specific skills for the
current job. A manager may be trained in communication skill to improve reading,
writing, listening and speaking. A technician may be placed in a factory to acquire
job-relevant skills in a computerized machine. It makes a person fit for the present
work through updating or upgrading of skills. While in Allied bank training period
is for 6months.
Retraining:
For the improvement of employees due to advancement of technology. Retraining
is only possible when workforce possesses a sound general education and has
already been trained of broad line skill. But in Allied bank they conduct seminars
for this purpose.
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Development:
Development is a concept-oriented preparation for human relation, problem
solving in structured or unstructured situation. It provides conceptual skill to
employees.
There are two types of training approaches.
Off-job training approaches
On-job training approaches
3. Mentoring
A mentor means an experienced and trusted adviser. Mentoring is an advanced
form of coaching designed for potential managers, of various levels, in conceptual
skills. In Allied bank for this purpose seminars are conducted.
4. Job Rotation
An employee is shifted from one position to another, at lateral level from one job
to a similar of differentiated and diversified work, preferably, in ones own
discipline. The similarity of elements in the previous and new jobs helps the
trainee in acquiring the new skills. In Allied bank this situation is already existing.
5. In-Basket Training
The trainee is attached with a senior person. The trainer provides the trainee a
basket containing official documents, i.e. memos, letters, reports, etc. The trainee
studies these documents and learns about that level of management.
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Compensation Management
To attract and retain the best talent, companies require compensation and benefits
structures that are both enticing and consistent with market standards.
It is an integral part of the management of the organization. Compensation
Management contributes to the overall success of the organization in several ways.
Employee compensation is also a way to contribute in success of the organization,
it refers to all forms of pay or rewards going to employees and arising from their
employment.
Allied Bank Limited offers three types of compensation to its workers
Provident Funds
Employees Insurance Scheme
Gratuity
PROVIDENT FUNDS
Provident fund scheme is funded by equal contribution from both employer and employee at the rate of
8.50% of basic salary is deducted every month from the salary of employee and is doubled by Bank. It is
payable after retirement of the employee.
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PERFORMANCE APPRAISAL:
As the name indicates, performance appraisal is evaluating the performance of the
employees for given period of time. It is a systematic evaluation of the individual with
respect to his performance of employees as ABL is appraised on the basis of Annual
Confidential Reports. A Performa made by head office is send to immediate superior for
filling. There are three different types of appraisal preform as used for evaluating the
performance of an employee in ABL:
Executive
Officers
Clerical Staff
5. Motivation
6. Customer focus
7. Initiative to work
8. Team work
9. Productivity
10. Time management
11. Work habbits
12. accomplishment of assigned task
Management level:
1.
2.
3.
4.
5.
6.
Leadership
Planning and organizing
Problem solving and decision making
Development of subordinates
Consensus building to take new task
Creativity
Probation Period:
The services of a probationer may be terminated at any time by the competent authority
without notice or pay or he/ she may resign without giving any notice or pay in lieu
thereof.
In Allied bank
In Allied bank there is 6 months probation period used to check the performance of new
employees whether it is up to the mark or not. If performance is not satisfactory then new
employee will be dismissing from job and performance is above par then employee can
gain permanent job with the bank.
Salary Administration:
A salary is a form of periodic payment from an employer to an employee, which is
specified in an employment contract. It is contrasted with piece wages, where each
job, hour or other unit is paid separately, rather than on a periodic basis.
In Allied bank:
Salary structure in ABL is competitive as compare to other banks. BPS starts from
12000 for a new trainee or employee.
INCREMENT AND PERFORMANCE EVALUATION:
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All the employees of ABL are given an increment of 10% after every 6 months of period.
Bonuses are also given on every Eid that is equalent to the basic salary of every
employee.The process of performance evaluation keeps on going in banks, special
examsa n d t e s t a r e a r r a n g e d t o e v a l u a t e e m p l o y e e s . A n d t h e d a i l y p e r f
o r m a n c e evaluation is also done by seniors, so that those employees who really perform
well are given promotions every year
Promotion Criteria
Promotion cannot be claimed as a matter of right as on the basis seniority but on the basis
of performance. Main criteria for promotion are the performance and skills of the
individuals though seniority is also taken into consideration but it is of secondary
importance. ABL has defined perfect career paths for its employees and the staff gets
promotion accordingly in their grades by way of transferring from one position to the
other. Normally employee is promoted to the next grade after 3 years but promotion is
totally based on 3 years performance of the employee
Main criteria for promotion of an employee in ABL:
1. Education
2. Job knowledge
3. Experience
4. Performance
If an employee is fulfilling all above requirements then he will be promoted after 6
months.
Education of children:
Some big organizations give education facility for the children of
employees. In order to achieve this task they can give allowances or cash or
direct payment of fees. Some time workers welfare schools are established
for the convenience of employees.
In Allied bank:
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Insurance:
Medical care:
Some time medical allowances are given to employees by their employers while
on the other hand if allowances are not given then charges incurred on
hospitalization are paid by organizations. So, in this way medical care facility is
provided to personals.
42
In Allied bank:
Employees of ABL are enjoying medical care facility. Any employee of the Allied
bank can claim to pay hospitalization charges of his family members. The claim is
approved by R&D department, for approval purpose certain type of documentation
is necessary which should be fulfill by employees. After this employees can enjoy
this facility.
Transportation:
Transportation means conveyance facility to workers of any organization. Some
well reputed organizations give allowance to meet their transportation charges or
in other way companies provide its own transportation to workers in order to
enhance their efficiency and motivational level.
In Allied bank:
Pension:
It is a plan that provides a fix sum when employees reach a predetermined
retirement age or when they can no longer work due to disability. In recent time
only government sector give pensions to their workers and not private sector.
In Allied bank:
In ABL there is no pension plan for employees but gratuity is given to workers
Transfer:
ABL takes a lot of its employees so there are very few inter branch transfer. .Further
different kinds of problems may crop up in transferring an employee from one station to
another station. Therefore transfers are rarely made and are only on them managerial
levels according to the requirements of position. It may also be possible at the request of the
employees.
Vacation criteria:
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Every organization whether public or private has its own vacation plan which is
abided by employees. There are many types of leaves given to workers like casual
leaves, mandatory leaves, sick leaves, annual leaves etc.
In Allied bank:
Types of leaves:
At ABL., following types of leave are granted to employee.
SICK LEAVE
The annual entitlement is 30-calendar days sick leave. In the event of prolonged illness
the competent authority may sanction further sick leave up to a period, not one ending the
period of leave that has been lapsed.
EARNED LEAVE
This leave is over 45 days in a calendar year. Maximum period of earned leave, which
can be taken at one time by an employee, is 60 days. Under special circumstances at the
discretion of chief executive.
ALLOWANCES
The Grant of special pay or allowance to the holder of any post or to any other employee
shall require the sanction to the competent authority kinds of allowances for employees at
ABL are: House rent allowance
Technical allowance
Utility allowance
Washing allowing (non-clerical staff
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FRINGE BENEFITS
Medical facility
Facilities at residence
Leaves fare assistance
Grants of incentives for improving qualification every year Increment (annual increase in
the basic pay)
Cash prize
DISCIPLINARY RULES:
It is a force that prompts individuals or group to observe rules regulation and procedure,
which are deemed to be necessary for the effective function of the organization.
Discipline; in ordinary conduct of affairs by the members maintain harmony and peace
in organization willingly.1.
Observance of rules.
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Maintenance of secrecy.
Misconduct
Disobedience with any lawful and reasonable order of the supervisor i.e.transfers.
Collection of money with in the office premises for any purpose not approved by
bank.
Striking..
.PENALTIES:
An employee found guilty under any rule or any offense of misconduct is liable to one or
more of the following penalties.
Reprimand
With holding for a specified period confirmation on promotion or increment
Recovery form salary of the whole or part of any particular loss caused to the bank
by the employee.4.
Demotion to any lower grade.
Removal from services.
Termination by way of punishment.
Dismissal from services.
Compulsory retirement from the service with or without retirement benefits.
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INDUSTRIAL RELATIONSHIP
The relationship between the employers and employees and trade unions is called
Industrial Relation. Harmonious relationship is necessary for both the employers and
employees to safeguard the interests of both the parties of production.
The term industrial relations relates to the state of relations in an industry respect of
persons involved in work. Major actors in this are the owner who provides funds for
financing the organization, manager who is assigned the responsibility to manage the
affairs of the firm, workers who provides the grass root support for performance of work
in accomplishing the objectives of the firm and government who play the role of
legislating rules and regulations governing the industrial relations. The whole scheme
which integrates the above actors is known as industrial relation system.
The industrial relations in Allied Bank are quite good and efficient. The relation with
mangers and unions are cordial. The demands put up by the unions are considered by the
management and where possible benefits are allowed. Allied Bank has very strong
internal relations. Employee relationships are based on candor and confidence. Allied
banks external relationships are very strong and healthy. Allied bank communicates to
SBP through letters.
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Limited (HBL), Allied Bank Limited (ABL) and National Bank of Pakistan (NBP) are
remain in the influence of Unions.
In ALLIED bank it is the duty of HR department to negotiate with unions Silk bank
handle these relations very efficiently through proper negotiation with unions. ALLIED
bank promises to employee through trade union to give extra bonuses on target
achievement. As silk bank is providing banking facilities so it deals mostly with literate
workers and official staff. To deal with such workers is a task for a person with high
intellect. The HR manager is performing this task very well. Most of the issues are
cleared even before the problem becomes an uncontrollable issue, hence HR department
at ALLIED bank is performing an effective role.
System of Communication
Communication systems increase the productivity for banks, leasing and factoring
companies, equity houses and many other financial institutions. Today, the biggest
challenge faced by banks and finance institutions is to provide customer satisfaction, and
thus obtain customer loyalty and offer solutions to continue this loyalty.
Banking sector, focused on the customer loyalty, can reach this goal with high
operational efficiency. Employees in banking and finance sector can work more
productively and reach their business goals more easily. Employees of the banks and
financial institutions can communicate with their customer in a more productive way and
operational costs can be decreased. Communication system integrates audio, video,
conference, presence, instant messaging, fax, e-mail features and mobility, changes,
facilitates and accelerates the working methods of the employees. In addition, the system
has the option to record all customer service calls and allow management to quickly
review to ensure the highest quality customer interaction with the bank. When a bank is
able to identify and correct problems, customer retention can be managed and improved.
Personnel at Allied Bank are of the view that both manual and automated systems are
effective ways of message entry and transmission but manual data systems have certain
cons as compared to their counterpart the automated data systems. Manual data systems
are slow and tedious as compared to automated systems. Moreover, there are more
chances of human error occurring in the usage of manual systems as compared to
automated systems and this error removing is crucial to the efficient functioning of the
Allied Bank. Moreover, manual data systems are less secure and tampering with data is
possible via their use and to minimize that risk Allied bank shifted to the use of
automated Data systems in 2002
OF
AN
EMPLOYMENT
48
CONSTITUENTS
ISLAM:
OF
INDUSTRIAL
RELATIONS
IN
"Allah loves those believers who labor to earn a living through lawful
means"(Al-Tabarani)
Give the laborer his wages before his sweat dries (Ibn Majah). Islam
ordains that employees should be paid reasonable monetary
compensation.
It should be high enough to afford the basic necessities of life as a minimum level.
Flaws in practice
In every organization there may be possibility of flaws in regulation of policies or poor
policies regarding human resources. Similarly there are also some flaws ALLIED bank
regarding HR policies.
In Allied bank:
In Allied bank following are draw backs:
Centralization:
The most important draw back of HR policies OF ABL is centralization, which means
that all employees are selected by centralized corporate office Islamabad so there should
be decentralization because branch wise selection can reduce many problems.
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RECOMMENDATIONS
CONCLUSIONS
In despite of all things and discussions, Allied bank has a strong H.R.Department. Allied
bank H.R.Department has strong management and enough resources (e.g. well trained
staff and financial). The environment of Allied bank is very informal and more friendly.
They proved to be not only the bank but more than a bank. It has been a really good
experience
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REFERENCES
Human resource management (g. Dessler)
Human resource management (Sherman)
Job advertisements of Allied bank
Allied banks annual reports
Lahore branch of Allied bank
www.google.com.pk
official web site of Allied bank
www.abl.com.pk
others.
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