HUMAN RESOURCE MANGEMENT The personnel and administrative division gives the format of human resource management.

As in any organization its people runs the management. And to recruit them the basic functions of human resource management are needed to be followed as follows. Staffing Training and development Motivation Maintenance Through these four functions the personnel are kept at balance with stated policies, any organization can have sound functioning and can retain its staff at opportunity cost. The same functioning is undertaken at Askari Commercial Bank. With its stated policies. Though it is not directly related to the operations of the bank, but being a strong pillar. It is viewed as to minimize employee competency and motivation with the intent of profitability. Under the functions fo human resource management the various policies are stated as STAFFING The primary function here is to have competent applications and provide basic information about the position available ate the bank. The objective here is to search for prospective employees and with suitable qualifications related to the posts available.

The criteria required for selection have the following considerations QUALIFICATION AND EXPERIENCE The educational qualification varies from post to post requirement can be masters degree in administration profession. Mostly the selection is done on merit bases. Along with the merit, experience also counted. Experience in banking skills and knowledge about the concern field is required . Age Limit The age limit is bounded around 18 years and not more than 26 years for fresh appointments. Process of recruitment ACBL follows a stepwise procurement policy. The steps followed are as follow suitable applications are short listed according to the educational qualification, experience, age limit, past achievements etc. based on the marks obtained on the written test and interview, the suitable candidates are compared for the job description and for the specialized jobs. during the interview various aspects of the candidates are upraised such as the physical appearance, socialization, family background, language spoken for the final approval, the results of the interview are sent to the Human Resource Division Rawalpindi, where approvals, rejections are done.

after the approval process the final part to make final entitlements for the posts on provision. Mostly there probations period is of six months the last stage of recruitment process is the final selection of the candidates for the posts selected. The appointments letters are issued. Appointments The board either makes these by direct recruitment or by promotion or on terms or conditions decided from time to time. Probationary Period An employee is required by the Bank to be placed on a probation period up to six months or for a period decided by the Board. CATEGORIES OF STAFF Executives president executive vice president senior vice president vice president assistant vice president Category B Officers officer grade-1

officer grad -2 junior officer 3 Clerical staff stenographer supervisor office assistant/ clerk typist cashiers receptionist telephone, telex, fax operator store/ godown keeper TRAINING After the process of recruitment, selection and appointment, the candidates are sent to training in order to be fitted in the organization. The basic focus here is an employee training development, organizational development and career development. Employee are to focus on the future position of ACBL. For fresh candidates pre- service training is required for them as to polish their duties. The main training centre of ACBL is at Islamabad. In service officer

Training courses, seminars and workshops are conduct for officers in grade 1,2,3 working in different departments. In this regard weight age is given to the suggestions of the Departmental in-charge and Branch manager. In the assessment of training needs. Common irregulations, typical problems and changes are considered to upgrade the standards of training. Training needs for managers Bank managers are basically financial managers hence, the risk managers and at the same time are also personnel managers, therefore keeping impart more relevant and meaningful training is provided to them. The managers have been divided in two groups On Designated Managers Designated Managers As the undesignated managers works in larger or bits, therefore, their training consists of managing personnel leadership attributes decision making, personality build up and advance banking practices. Training needs for Executives Executives for any organization function as a brain in human body. The training of executives in various cadres is determined in the perspective of banks goals and objectives. Suggestions of senior executives are given extreme importance. Guidance of financial experts. HR specialists is sought in the panning of training for the executives in different cadres. Training needs for staff

At ACBL the training methodology is carried out through: pre course exams brain storming on-job training courses in educational institutes COMPENSASTION ACBL, provides its employees with the following compensation facilities. Pay and allowances The competent authority determines the salary of an employee. Depending on the Grades and the positions. The pay scale varies from grade to grade and also with promotion of the employee. The increasing the pay scale of the particular employee. Along with pay increments are also given to the employees bhe the competent authority as determined as their annual increment. It can not be claimed as in special case, more than one increment is also given to the deserving employee. House rent allowances The bank facilitates its employees with a house rent allowance on scales determined by the competent authority. Conveyance

Employees have trouble in conveyance are provided with this allowances at the scale given by the competent authority. Provident fund: To benefit their employees, the bank is scheduled to provide provident fund at the retirement of the employee. Here 8.33% s contributed by the employee and the same bye employer. Employees insurance scheme The bank offers life insurance policy to their employees. The amount equals to 48 basic salaries of the employee. Gratuity The attractive package for those employees who have rendered 5 years of service to the bank. These include those who either leave the bank gob or get retired. They are given gratuity according to their basic pay scale. Staff loans Staff loans are given by the bank accordingly to the length of services and eligibility of the employees. The loans entitlement is after one year of confirmed service.ACBL offer two types of loans. House building loan

It is provided to the employees who have maximam10 years of regular service including 2 or 5 years regular services in ACBl receive 100 basic salaries and markup is charged at the rate of 5%. It is basically for the construction of houses. Personal loan It is provided to the staff after 2 years of service in ACBL and equal to 3 basic salaries and they charge 5% markup on the given loan. Fringe Benefits medical facility facilities at residence leave fare assistance three bonuses are provided to each employee in December increment (annual increase in the basic pay) cash prizes PERFORMANCE APPRAISAL The procedure is undertaken as to evaluate the performance of the employees from time to time. The reason for this is that the suitable and competent workers are to be promoted . so those not so productive are eliminated out of the organization. At ACBL the old system of holding confidential reports have is replaced by the modern concept of appraisal system. Involving the staff and then making judgments based on their performance and skills

The appraisal process is also undertaken by an inspection team, that visits the branches and check out the management performance. Inter bank exams are also conducted for the employees as to evaluate their academic quantities and their know how about their services. PROMOTION The promotion criterion is given by the schedule from the competent authority. They have their own base o which they performance appraisal .the promotion is not claimed s being the right, however the person deserving is awarded promotion either on the base of seniority, experience, educational qualification, merit etc. TRANSFER ACBL take a lot of care in transferring its employees from one place to the other place. Mostly transfers are done inter branch or intra transfers. The purpose is to provide the employees a general experience of all the departments and sections to meet emergency consequences. Transfers are also conducted as to restrict any awkward activity. Mostly transfers are done at the branch level.