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National University of Modern Languages Lahore
INTERNSHIP REPORT ON
BANK ALFALAH LIMITED
SYED M. USMAN IBRAHEEM
Submitted in practical fulfillment of the requirement
For the Degree of Masters of Business
Administration
Table of Content Pages
Chapter1. INTRODUCTION OF ORGANIZATION1.1 Overview of Bank Alfalah ---------------------------------------------------------------2 1.2 Bank Alfalah Limited Vision and Mission --------------------------------------------41.3 Management Structure of Organization ------------------------------------------------51.4 Business in Bank Alfalah -----------------------------------------------------------------71.5 Introduction and Assessment of HR ----------------------------------------------------91.6 Hierarchy of Human Resource Department of Bank Alfalah ------------------------10
Chapter2. HR OPERATIONS2.1 File Audit of Pre-Hiring and Post-Hiring Documents Audit ------------------------11 2.2 Issue Employee Number from HRMIS -------------------------------------------------19
2.3 Process Flow -------------------------------------------------------------------------------202.4 Employment Certificates -----------------------------------------------------------------212.5 Probation and Contract Review ---------------------------------------------------------222.6 Confirmation of Services -----------------------------------------------------------------222.7 Contact Renewal --------------------------------------------------------------------------22
2.8 Regularization of Services ---------------------------------------------------------------222.9 Re Hiring on Retainer-Ship Contract ---------------------------------------------------23
2.10 Transfers and Posting ---------------------------------------------------------------------232.11 Staff Benefits ------------------------------------------------------------------------------242.12 Performance Appraisal -------------------------------------------------------------------272.13 Payroll of Employees ---------------------------------------------------------------------302.14 Resignation and Termination ------------------------------------------------------------30
Chapter3. HR RELATIONSHIP MANAGEMENT 3.1 Internship ------------------------------------------------------------------------------------343.2 Recruitment ----------------------------------------------------------------------------------343.3 HR Administration --------------------------------------------------------------------------37
Chapter4. WORK DONE BY ME-------------------------------------------------------------38Chapter5. SWOT ANALYSIS ------------------------------------------------------------------39Chapter6. RECOMMENDATIONS ---------------------------------------------------------44
Chapter7. CONCLUSION -----------------------------------------------------------------------45Chapter8. INTERNSHIP IMPACT ON MY FUTURE ------------------------------45Chapter9. SUGGESTION FOR FELLOW STUDENT ------------------------------46Chapter10. REFERENCES ----------------------------------------------------------------------46Chapter11. ABRIVATONS ----------------------------------------------------------------------47Chapter12. APPENDICES -----------------------------------------------------------------------48
1 Introduction of Organization:
1.1 Overview of Bank Alfalah:
Bank Alfalah Limited was incorporated on June 21st, 1992 as a public limited company
under the Companies Ordinance 1984. Its banking operations commenced from November 1st,
1997. The bank is engaged in commercial banking and related services as defined in the Banking
companies ordinance, 1962. The Bank is currently operating through 300 branches in 74 cities,
with the registered office at B.A.Building, I.I.Chundrigar, Karachi.
Since its inception, as the new identity of H.C.E.B after the privatization in 1997, the
management of the bank has implemented strategies and policies to carve a distinct position for
the bank in the market place.
Strengthened with the banking of the Abu Dhabi Group and driven by the strategic goals set out
by its board of management, the Bank has invested in revolutionary technology to have an
extensive range of products and services.
This facilitates our commitment to a culture of innovation and seeks out synergies with
clients and service providers to ensure uninterrupted services to its customers. We perceive the
requirements of our customers and match them with quality products and service solutions.
During the past five years, we have emerged as one of the foremost financial institution in the
region endeavoring to meet the needs of tomorrow today.
4
Abu Dahbi Group is represented in Pakistan by the following entities:
5
1.2 Bank Alfalah Limited Vision and Mission:
Vision:
“To be the premier organization operating locally & internationality that provides the complete
range of financial services to all segments under one roof”
Mission:
“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”
6
1.3 Management Structure of Organization:
Board of directors
H.E. Sheikh Hamdan Bin Mubarak Al Nahayan Chairman
Mr. Abdulla Nasser Hawalileel Al- Mansoori Director
Mr. Abdull Khalil Al Mutawa Director
Mr.Khalid Mana Saeed AlOtaiba Director
Mr. Ikram Ul-Majeed SehgalDirector
Mr. Nadeem Iqbal SheikhDirector
Mr. Sirajuddin AzizDirector & CEO
7
Management:
Mr. Shakil Sadiq Chief Operating Officer
Mr. M. Mudassar AqilGeneral ManagerHuman Resource & Quality Assuranc
Mr. Arfa Waheed MalikGroup HeadCorporate & Investment Banking
Mr. Sirajuddin AzizChief Executive Officer
Mr. Parvez A. ShahidCo-Chairman Central Management Committee
Mr. Ijaz FarooqGroup HeadIslamic Banking
Mr. Adil RashidGroup HeadConsumer Finance Mr. Mohammad YousufGroup HeadCredit & Collections Mr. Bakhtiar KhawajaGroup Head Training & Development
Mr. A. Wahid DadaGroup HeadCommercial Banking
Mr. Hamid AshrafGeneral ManagerLegal Affairs & Company Secretary
Mr. Zahid Ali H. JamallChief Financial Officer Mr. Mohammad Iqbal SaifeeGroup HeadAudit & Inspection
Mr. Talib RizviGroup HeadPriority Banking & Wealth Management
Mr. Tariq MirGeneral ManagerInternational Business Mr. Ather ShehabExecutive InchargeEstablishment & Administration Mr. Mahmood AshrafG M Credit Monitoring Mr. Falak SherChief Compliance Officer
Mr. Imtiaz Ahmad SheikhG M Information Technology Mr. Haroon KhalidGeneral ManagerRisk Management
8
1.4 Business in Bank Alfalah:
General Banking:
Deposit Accounts
Lending & Deposit Rates
Lockers
Remittance
Hilal / Debit Card
Financial Services:
Structured Finance
Trade Finance
Lease Finance
SME
Agri Finance
Consumer Finance:
Credit Cards
Home Loans
Auto/Vehicle Loans
Debit Card
9
Treasury & International:
Money Market
Forex Market
Correspondent Banking.
Nostro Account
Home Remittance
Money Gram
Islamic Banking:
About Islamic Banking
Personal Banking
Corporate Banking
Consumer Banking
10
1.5 Introduction and Assessment of HRD:
In Bank Alfalah there are about 37 HR staff over four thousand employees this HR staff
deals with the Punjab and North region of Bank Alfalah branches in Pakistan. Bank Alfalah not
only is one of the fastest growing bank in Pakistan, that provides its customers with a number of
financial services, but is also a great employer of human resources, that provides its employees
with a conducive environment that not only is challenging but also helps them in applying and
gaining knowledge.
The above figures show that all prospect employees feel confidence in Bank Alfalah as their
prospective employer.
Bank Alfalah, as a response to this confidence has three ways of employing prospect employees
for their organization
11
Total Number of Employees for the perid 2000-2009
695 9591504
2133
3352
5218
8000
0
1000
2000
3000
4000
5000
6000
7000
8000
9000
2000 2001 2002 2003 2004 2005 2006
Years
No
of
Em
plo
ye
es
total number ofemployees
1.6 Hierarchy of Human Resource Department of Bank Alfalah
Mr. M. Mudassar Aqil
General Manager
Human Resource & Quality Assurance
Mr. M Qasim
Deputy General Manager
Human Resource & Quality Assurance
Mr. M Ismet Saeed Mirza
Assistant DGM
Mis. Alia Mallick
Sr. Manager HR
Relationship Management
Mr. Assad Ali Sahi
Assistant Sr. Manager HR
Relationship Management
Mr. Muhammad Danish
Officer HR Relationship Management
HR Officers
12
Chapter2. HR OPERATIONS
2.1 File Audit of Pre-Hiring and Post-Hiring Document of Employee:
File Audit of Pre-Hiring Documents:
1. Educational Certificate:
Matric / O-level certificate with DOB In accordance with NIC
Intermediate / A-level / equivalent degree with inlined with martic
degree
Highest degree mentioned at the time of hiring with session inlined with
previous degree
Name of father and employee must be same as on NIC
Any other degree/ certificate which has influenced range/ salary justification
must be provided by employee
All degrees must be original seen by relevant manager ( stamped of O/s or
designation must be shown of authority bank officer who has made the
document originally seen manually
Provisional certificates are not accepted and for exceptional case undertaking
is required
Foreign degree should be verified by embassy
Matric / intermediate must be from concerned boards and signed by secretary
In cause of final degree, status cleared must be explicitly mentioned
University must be HEC recognized
Web-based results cared/transcript cannot be acceptable
13
2. Experience:
Employee must provide all experience certificates, that he/she has written in
pre-hiring documents and personal data form
In case of non financial institute, experience or release letter must explicitly
declare that there neither there is liability against him nor was he/she involved
in disciplinary action
Last drawn salary slip
In case of financial institution verification along with experience certificate
and salary slip and release letter are required
Information provided on verification by financial institute must be in-
accordance with release letter
Date of release from last employer should be less than date of joining at BAL
For financial institute and large nonfinancial organization release letter from
Human Resource Department is required
Salary slip is not required in cause of daily wages working in any industry
CEO approval required in case o liability take over
3. Test:
Employee Name, Father Name, NIC No. and Brach Should be correct
14
4. NIC:
Parent/Spouse
Birth certificate of children if any.
CNIC of nominee
CNIC must not be expired
Audit of Post-Hiring Document of Employee
1. Appointment Letter:
Date of acceptance of offer letter should be equal to or greater than date of
latter generation
Joining bate should be greater than or equal to acceptance date
Range, salary, salary break up, department and branch should be according to
selection process sheet
Check surety applicability
Probation period must be in accordance with policy
2. Acceptance of Offer Letter:
A) For Contractual:
Match the joining date on Offer Letter with joining Date on Joining Report. For credit
card division offer letter validity date is one month. Employee should join under this one month.
15
B) For Regular:
Match the joining date on after letter with joining date on joining report. Offer letter
should be signed and accepted by employee in each case of employment.
3. Personal Date Form:
All the pages should be signed and properly filled by employee. Each page should have
employee initial on the bottom
4. Joining Report:
Joining report should be duly signed by Employee and Employer. Joining date should
match with offer letter’s date, Account# should be located.
5. Group Insurance Nomination From/ Provident fond Nomination Form /
Gratuity Nomination Form:
Originally seen copy of CNIC of nominee required in each case. These forms should
sign by employee; two witnesses should sign along with their addresses. Nominee cannot be
witness in each case.
6. Application for Membership and Authorization to Deduct PF from Salary:
Date of deduction of PF from salary should be mention by employee.
7. Medical Insurance Form:
This should signed by employee. Originally seen copies of CNIC of self and department
required. Originally seen copy of B-Form issued by NADRA required for each child if any.
16
8. Provident Fund Nomination Form/Gratuity Fund Nomination
Form/Application of Membership and Authorization to Deduct FP from
Salary:
Provident fund of 8.3% of basic salary of employee deducted every month in which Bank
contribute the same amount that is 8.3% of basic salary. Whole amounts will be paid to
employee at the time of resignation or according to policy.
9. Copies of All Educational Certificates/Degrees:
Copy of Board issued Metric Certificate required. Copies of Marks Sheet/Degrees
required From A-Level to Higher Degree mentioned on personal data form. All Documents
Should be originally seen by authorized officer of bank.
10. Photocopies of All Experience Certificates:
Copies of all experience certificates mentioned on personal data required. All Documents
Should be originally seen by authorized officer of bank. Check the experience date (from-to) on
certificate of last employer. This date shouldn’t be more than employment date of Bank Alfalah.
This experience certificate can also be considered as release letter from last employer.
11. Copy of Last Drawn Salary Slip:
Check the date on Salary Slip of last employer. This pay slip should stamped by last
employer & also Original seen by bank Alfalah authorized officer. Salary slip is not required for
those who were working on daily wages with their previous employer.
17
12. Release Letter:
The experience certificate form last employer (with mentioned employment period) can
also be considered as release letter from last employer. In other case acceptance of resignation
from last employer can be acceptable at the time of joining. But release letter required at the time
of confirmation. Last working day with previous employer shouldn’t be more than Bank Alfalah
employment date. CEO approval for liability takeover required in case of liabilities with
financial institution.
13. Letter from References:
Letter from Reference along with their visiting cards complete mailing address and
contact number required at the time of confirmation/regularization. Employee of bank Alfalah
give the reference for new joiner of bank.
14. Six Passport Size Photographs:
Six passport size color photographs are required
15. Bank ID Card Form:
Bank ID card form properly filled and signed required
16. Job Description (JD):
Job description (JD) form should be filled and duly signed by employee and employer.
17. Service Rule and Regulation:
Each page of both forms should be signed by employee. Two pages of services rules and
regulation and four pages of employee security guide should be checked
18
18. Surety Bond:
Duly filled & signed by employee, surety and witnesses. Original seen copies of CNIC of
all signatories required. Six month Bank Statement of surety showing multiple transaction of
amount more than 100K required. Surety should be verified by his bank. A letter from surety
bank showing credit worthiness can be acceptable instead of bank statement. All pages of surety
should be initialed by employee. Surety and employee itself cannot come under witness column.
19. Surety Bond & Minimum Service Agreement:
Each page of surety bond and minimum services agreement must be signed by
employee
Surety holder must be other than immediate family members
Both the bonds must be witnessed by 2 witness each, surety holder cannot be
witness on surety bond
Provide CNIC of all signatories i.e. surety holder, employee and witnesses
duly marked and signed as original seen
Surety bond must be accompanied with either
Account statement of surety holder multiple transaction of account
more than 100k
Certificate from the bank/branch showing that the conduct of account
is satisfactory and he/she is capable to stand surety
Signature of surety holder must be verified by the bank/branch where his/her
account is maintained along with seal of that bank/branch
19
There should be no cutting/alteration on the text of bond and minimum surety
agreement
If there is any cutting/alteration, it must be authenticated by the signatory i.e.
surety holder and employee
Please do not use blank or ink removing fluid on surety bond
Pleas do not pinch the bond
On minimum services agreement HR head will sign the employee signature
column
Surety Bond and Minimum services agreement are required only for regular employees not for
contractual employee.
20. Code of Conduct:
Check four pages, each page should initialed by employee. On page 4 of 4, employee and
employer signature surly be provided
21. Pay Continuation Form:
Bank will pay an amount of Gross Salary to nominated person up to five years in cause of
death and permanent disability. Pay continuation form should be signed by employee and
nominee. CNIC of nominee should be attached.
20
2.2 Issue Employee Number from HRMIS:
For the issuance of employee number the following process flow is adopted.
21
2.3 Process Flow of Tasks:
22
Generate HRMIS Report of Due Confirmations & Contract Renewals
Audit of Personal Files of Due Confirmations & Contract Renewals as
Per Defined Checklist
Filtration of Relevant Area’s Data from HRMIS Report
Generation Probation and Contact Review Forms from HRMIS
Enter Discrepancies in MIS identified During Audit
Process Start
Sent Forms Along with MIS to Relevant Area through Email
Segregate MIS Area Wise
Process Complete CCsomplete
A) Scope of Work:
All documents are served as an operational manual for performing day to day activities
which helps to refine the process and practices.
B) HRMIS Description:
The role of HRMS is vital in daily routine work. It’s software which is used to perform
daily task managing employee’s records and data, handling all issues regarding employees
The process which being followed during performing the tasks which are explained
below is
2.4 Employment Certificates:
Two different types of certificate are issued by HRD to employees as describe below
1. Verifications to Universities:
Universities demand the verification from BAL-HRD for those employees who want to
enhance their professional skills. For this verification employee’s overview is conduced from
HRMS window details are like; Name, Date of Joining, Designation, Range, and Current Salary.
Verifications of the employee’s degrees also conducted from the universities.
In any case of finding fake degree HR department take action against employee according to the
policies.
2. No objection Certificate’s to Embassy’s:
Embassy’s demand the NOC from BAL_HRD for the employees who want to travel
abroad for doing this consult with HRMS for employee’s overview which verifies the employee
details like; Name, Date of Joining, Designation, Range, and Current Salary.
23
2.5 Probation/ Contract Review
Probation/ Contract Review performed at the end of every month of due confirmations
and contract renewals of the next month. The task contains a pre define flow to achieve the
objectivity with in standard turn around time.
2.6 Confirmation of Services:
Services of new entrants to Bank Alfalah Limited are to be subject to a probationary
period. Length of this period is to be determined by the recruitment panel at the time of
appointment based on this on his previous relevant experience and qualification (Standardized as
six month or three months). After satisfactory completion of probationary period his services
may be confirmed on recommendation of concerned Authority.
2.7 Contract Renewal:
Officers hired on relationship contact will be relieved from the services of the Bank
unless the contract is renewed. Before the end of the contract period, the concerned authorities
are assessed his performance and fill in the Contract Review Form and forward the same to HRD
for renewal of his contact. If any staff has resigned from services or terminated (on disciplinary
action ground) after contact expiry then HRD issued formal contact renewal letter t regularize the
matter from the expiry till resigns or termination date.
2.8 Regularization of Services:
Services of an officer hired on retainer-ship contract will be regularization at the end of
the contact on recommendation of concerned authorities.
24
2.9 Re Hiring on Retainer-ship Contract:
After attaining retirement age the services of an employee rehired retainer-ship contact at
the discretion of concerned authorities and approval of management
2.10 Transfers and Postings:
1. Transfers Request Type:
There are two types of transfers of employees which are from personal request of staff
and second is from management decision, management first analysis the need for transfers
through HR relationship management through area office and branches then make the decision
for transfers. In cause personal request of staff no traveling and benefits are given two
employees.
A. Personal Request of Staff:
Personal staff request generated through two resources like
Vide Email, Written Request
Vide HR Portal
B. Management Decision:
Management makes the decision for transfers and posting under the following outcomes:
For Rotation
Career Planning / Succession Planning & Development
Under Disciplinary Issues
25
2. Transfers Approval:
A. Transfers & Posting Order From HRD Office (Inter Regional / Group etc):
All transfer sand postings orders between Areas/Regions/Groups/Divisions having
location transfer, change of Assignments and Elevation are processed and approved by HRD
Head Office after having complete documentation NOC’s from reliving and taking authorities
HRD.
B. Relationship Management Team Transfer:
All internal Area/branch transfer having Location Transfer, change of Assignments
orders processed & issued by HR Relationship Management team however key positions like:
Branch Manager are processed through HRD Office
2.11 Staff Benefits:
1. Entitlement & Allowance:
Entitlement and allowances are given to the employees according to their nature of job and
Ranges. Some types of allowances are
Fuel Allowance
Title Allowance
Cell phone Allowance
Rental, Relocation & Transportation Allowance
26
2. Power of Attorney:
Power of Attorney are given on the bases of
Branch Recommendation
Education, Experience, Relevancy of job
Before issuance of POA following checks should be counter
Purpose of POA
Number of POAs Already Present in Branch
Complete File Audit
Note for CEO Approval:
In some of the cause CEO approval is required like for issuance of Power of Attorney.
Rental, Relocation & Transportation Allowance
3. Education Reimbursement:
Education Reimbursement is directly link between Organizational and Employee
development. Employee enhances His/Her qualification and professional skills by taking His/Her
education/qualification to a higher level same time which is helpful for organization as well and
maintain his or her motivation level
4. IBP-Award:
IBP-Award are also related to organizational and employee development. SBP conduct
two examinations for IBP in a year and give the certificate to participants first who pass out the
examination but SBP categories three levels for passing participants first who pass out the exams
in 1st attempt 2nd attempt and 3rd attempt onward. Bank Alfalah Limited organized this and
27
motivates these employees by giving them Award money like with their achievements as per
BAL policy.
5. Leaves:
Three types are given to the BAL employees are as
A. Ex- Pakistan Leave
B. Maternity Leave
C. Without Pay leave
A. Ex- Pakistan Leave:
For Ex-Pakistan leave approval from Group Head is required after obtaining approval
employee liabilities are calculated and should be sign by department head then Ex-Pakistan leave
get approved.
B. Maternity Leave:
As per BAL policy employee entitled for Maternity leave for 84 days with pay other then
PL.CL and sick leaves. After approval of concerned authorities Employee is allowed the leave by
sending the letter in branch.
C. Without Pay Leave:
If employee does not have leave balance and face critical condition on medical grounds
as a special case duly suggested by doctors HRD issue leaves without pay approval.
28
2.12 Performance Management:
Performance Management is a process for establishing a shared understanding (Tow way
communication between employee and supervisor) about what is to be achieved and how it is to
be achieved and an approach to managing people that increase the probability o achieving
success.
1. Principle of Performance Management System:
Performance Management is a Comprehensive Process of
Aligns Individual, team and organization objectives
Stretches Performance
Informs Compensation
Supports Individual and Career Development
2. Goals and Objective:
Goals and objective should be ‘SMART’.
Specific
Measurable
Attainable
Relevant
Timed
Training and support are provided for Required Performance.
29
3. Performance Management Tool Kit:
Performance Planning (PP)
Performance Agreement (PA)
Core Behavioral Companies Model (CBC)
Performance Log
One to one Form
Performance Improvement Plan (PIP)
Self Evaluation Form
SMART Goals Worksheet
Personal Development Plan (PDP)
Career Plan (CP) For Range Five and Above Officers
4. Key Steps in Performance Management Cycle:
30
Setting SMART Goals
Planning
Link to ContinuousCompensation Rewarding Coaching Feedback
Mid YearReview
Reviewing
Full Year Review
Core Behavioral Competencies (CBC) Model
SMART Goals which accounts 70%
CBC Accounts 30%
Performance Management has two equally important outcome
Appropriate Distribution of Reward
Identification of development Needs
5. Core Behavioral Competency:
Communication
Drive/ Motivation
Planning and Organizing
Result Focus
Taking Initiative/ Responsibility
31
Performance Managemen
t
Teamwork Ability
2.13 Payroll of Employee:
Payroll of employees are calculated through HRMIS software which includes all
employee’s records which are necessary for payroll. Through which pay slips are generated and
transfers to employee account.
2.14 Resignation and Termination:
There are different types of resignation and we have our procedure as accordingly.
Notice Period is required only in case when employee himself tender his resignation.
1. Procedural Work:
Step 1:
When employee submits resignation and the record of the Bank depicts no irritant or issue
against said employee, and there is sufficient balance in his Provident Account to satisfy Bank’s
dues, “Acceptance of Resignation” letter may be issued.
Step 2:
If there are no liabilities but discrepancies so that we can further process
No Exit Formalities Form.
No original resign letter from employee.
No recommendation from area.
No exact information on Exit Formalities Form
Step 3:
32
In case of regular employee: After issuance of Acceptance of Resignation, we’ll send
personal file to Karachi for final settlement. In case of Contractual Staff during probation: We’ll
issue them Acceptance of Resignation after verification that they have no liabilities at their end.
Step 4:
If there are liabilities against the employees or we have no sufficient balance to recover
the liabilities of employee. Then Bank will issue a letter
“Resignation from Bank Services” to employee to intimate him so that he can make his
adjustments for getting his “Release Letter”.
2. Types of Resignation:
A. Resignation:
Written notice by the employee, before or after last working day. Where employee
resigns at his own accord Bank has required intimation directly from branch, through the email,
fax or any other medium so that his Salary is stopped immediately upon receipt of initial
intimation.
B. Termination of Service:
When employee commits any sort of fraud and as accordingly punishment give to him.
This category of resignation is linked with employees who are under any disciplinary action and
bank’s management has issued him a show cause notice. And they cannot justify their non
involvement in that particular case. Then Bank terminates their services or dismissed them
C. Forced Resignation:
33
Depending upon the nature of misconduct. This category of resignation is linked with any
fraud committed by employee. As a result of punishment, the staff member is asked to tender his
resignation from the service. The settlement will be processed as per normal resignation except:
Normal Acceptance & Release letter
No reversal
No Re-hiring in future
D. Termination of Contract by the Bank:
When services of employee are not required by the branch. In case management not
wants to renew the service contract, then after receiving the contract expiry documents from
Branch. After making sure that employee has no liability, we’ll issue him contract expiry letter.
E. Death:
In case of death no letter issued to employee, but after receiving documents from branch.
We’ll send his personal file to Karachi for insurance claim.
In all the cases of resignation we have to check some liabilities whether employee settled
that liabilities or not. These liabilities are as under
3. Types of Liabilities:
34
These are the types of liabilities which are charged to the employee these liabilities are
reserved at bank and bank will deduct it these are
Amount of Surety Bond
Personal Loan, Principle + M/Up
Computer Loan, Principle + M/Up
House Loan, Principle + M/Up
Conveyance Loan, Principle + M/Up
Furniture Loan, Principle + M/Up
Notice Period Liability
Excess Salary Paid to Employee
Any award paid to employee in agreement that he’ll serve the
Bank for minimum one after receiving that award.
Any bonus paid to employee if employee tender resignation in
The Same Month
Arrears Paid to Employee
Credit Card
3.1 Internship:
35
For summer Internship Programmer candidates are short-listed each year on campus at
leading universities. Students are evaluated for their intellectual ability, commitment, as well as
for their communication and interpersonal skills. Project based grouped work allowing student a
wide ranging exposure to the bank, its function and various departments is a hallmark of bank’s
summer internships. Internship certificate issued to the candidate and complete record for an
internee is maintained for future assistance.
3.2 Recruitment:
All units/Branches of the Bank should systematically forecast their future staffing
requirements for timely induction of competent high quality staff. Requirement of additional
staff/ replacement should be intimated to HRD through Divisional Heads’/ Regional Managers’/
General Managers’/ Group Heads’ offices. All open positions are first posted internally by HRD
at the request of branch/ dept. concerned on the Employee Portal for a minimum period of seven
days. Incase vacant positions can not be filled in through internal resources then such vacancies
will be filled in through external hiring as per Bank’s recruitment policy. Staff hiring may be
done in batches, in small groups or individually. The management of the Bank may, at its
discretion, employ expatriates. The Bank complies with the relevant provisions of the Emigration
Ordinance/Law when hiring such employees.
There are different type recruitment practices in Bank Alfalah which are as follows:
1. Batch Recruitment:
36
When a whole batch of fresh officers is hired, they are first trained at the Bank’s Training
& Development Centre (TDC) and then posted to Branches/HO Divisions based on requirement.
These batches will be hired under the following categories;
Management Trainee Officers (MTOs)
Operations Officers (OOs)
Cash Officers (COs)
SME Officers/ Credit Officers/ Lease Finance Officers (LFOs)/ Rural
Finance Officers (RFOs)
Any other category of staff required by the Bank
Before initiating hiring of batch officers, HRD informs all units of approximate timings
of such hiring and enquires about their city-wise requirements before the hiring process starts.
Hiring in small groups may be done according to planned phases of expansion of existing
branches/units, or upon establishment of new branches/units, or for creating/replenishing staff
pools maintained under the supervision of Area Managers/ Regional Managers/ Group Heads in
major banking centers.
2. Batch Trainees:
All employees selected through this process, have to first complete a probation period before
given a complete status of a Bank Alfalah employee. The major benefit of this procedure is that
Bank Alfalah can employee a large number of employees at a lower cost. The procedure for
accepting a batch trainee is as follows:
Figure Procedure for Accepting Batch Trainees:
37
3. Online Recruitment:
Candidates are recruited through online. Candidate upload there CVs on portal and
recruitment staff recruit required candidate. Outsourcing through Rozee.pk is also conducted.
Most of the time for internal hiring job placed on Bank Alfalah portal through which employees
applied for that job.
3.3 HR Administration:
38
1. MTS (Mail Tracing System):
HRMIS is software through which all the mails are recorded by the reference of recipient
and sender daily and distributed to the concerned person. All letters which are come in or out to
the HR department recorded through this software.
Chapter4. WORK DONE BY ME
39
The works which I have performed by me are the following tasks in different areas of HR
Management:
Data entering of internee from documents
Issue letter to start internship
Filling of internees documents for future assistance
Issue the internship letter after completion of internship
Audit of Pre-Hiring and Post-Hiring documents of employees
Help in degree verification of employees from universities Make the lists of
those employees which are verified from universities and which are not
processed from degree verification
Issues employee number from HRMIS system by complete data entering of
employee
Call and send letters for employee References
Managed Performance Appraisals according to the area and group and
properly filed in record
Manage and send Annual Pay slips to employees
Worked on MTS (Mail Tracking System)
Chepter5. SWOT ANALYSIS:
40
A. What is a SWOT?
SWOT analysis is a process to identify where we are strong and where we are vulnerable,
where we should defend and where we should attack. It tells us our strengths, our weaknesses,
the opportunities which prevail in the market and the threats which we may face from our
competitors and other from other potential factors.
This analysis can be performed on a product, on a service, a company or even on an individual.
B. SWOT Analysis of Bank Al-Falah:
Here we have applied this very useful technique to identify the strengths, weaknesses,
opportunities and threats of Bank Al-Falah.
Strengths:
1. Strong Financial Position:
As we can see in the financial statements of the bank, the financial position of the
organization is very sound and its profitability is in increasing. The Earning per share has been
increased on a rate of about 50%, which is a very positive sign.
2. Highly Qualified Employees
The bank has highly qualified and skilled workforce and it has succeeded to attract the
best banking professionals from across the country due to its growing pace and sound reputation.
3. Conducive Work Environment
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The management of the bank is very much concerned with the development of and
improvement of the working environment. The bank has state of the art and purpose built
branches where all the modern technologies are provided to get the efficiency of the workforce
and the customer satisfaction.
4. Govt. Support and Encouragement
As the owners of the bank belong to UAE and the type of their investment in Pakistan is a
foreign investment, the govt. is fully supporting the bank management due to its policy to
maximize the foreign investment in the country, to get the economic prosperity.
5. Fastest Growing Financial Institution
Due to its successful business policies and the strong financial position the bank has
achieved the reputation of fastest growing financial institution in the country. It has greatly
increased the customer’s confidence in the bank.
6. Huge Expansion Plan
Due to its strong financial position the bank has undergone a huge expansion plan to
compete with the existing bank all over the country and with the passage of time the branch
network is expanding at a very good pace.
7. Young and Energetic Workforce
As the bank is a newer one in the country, the bank has an advantage over its competitors
because the majority of its workforce is young and not very much over aged. Thus the bank is
getting maximum out put from its young and energetic workforce by spending comparatively
less on their remunerations.
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8. Islamic Banking Division
The bank is one of the pioneers of the commercial banks who have started the Islamic
Banking along with their conventional banking. The bank has a separate network of its Islamic
Banking Division which has 16 branches across the country and this network is also expanding
at a very good pace.
Weaknesses:
1. Waiver of Charges
Currently the middle management of bank Al-Falah is the big reason for waiver of
charges. Bank Al-Falah loosing a lot of its income likes (Cheque book charge, online charges,
statement charges, and other things) because of management. This is a weakness of bank Al-
Falah.
2. Inexperienced Workforce
As the majority of the workforce consists of young professional, they lack in their
experience. And sometimes lack of experience becomes a hurdle while serving to the customers.
It is the point where they feel difficulty while competing the other bank, which have a very
experienced workforce.
3. Work Load on Employees
It was observed in the branch that as compared to huge business the bank is dealing in,
the no. of employees is lesser and thus there is an increased workload on the employees. Due to
this the efficiency of the employees is reduced.
4. Employees are not very much Motivated
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As discussed before, the workload is high and the employees, especially the credit
department, have to do late sittings to complete their tasks. On the other hand the bank has
revised its salary increments policy to decrease the increment rate, as a result a decreased
motivation level of employees is observed.
Opportunities:
1. Rapidly Growing Economy
At present the Pakistan’s Economy is growing on a very fast pace. The rapid growth of
economy has resulted in the increase in the growth rate of all economic sectors especially in the
banking sector which is growing at a fastest speed than ever and in future the growth is expected
to increase even a higher rate.
2. Increased Interest Rates
The SBP has revised the interest policy and the interest rates have been linked with the
KIBOR rates. Due to which the banks interest rate has been substantially increased which will
greatly increase the banks’ profitability.
3. Mega Projects Financing
As the increase in overall business activity in the country, the investors are launching
various types of Mega Projects especially in housing and textile the bank has a great opportunity
to finance these projects at very profitable term.
4. Huge Demand for Consumer Financing
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The increase in per capita income and overall economy has resulted into a great demand
for the consumer financing especially for home finance and car financing and it is said that this
trend will increase more in future. The bank can earn a lot by focusing on its consumer financing
sections.
5. Growing Trend of Islamic Banking
There is a very good growth trend in the Islamic banking in the country and in the world
as well. BAL has the advantage of having full fledged Islamic Banking network and the growth
in this particular field can be very fruitful for the bank.
6. Spending Practices of Mass
As the Pakistani’s are known for their extravagant practices, and to fulfill their funds
requirements they don’t hesitate from getting loans from banks. Thus there is a very good scope
for the bank to run successful business in such circumstances.
Threats:
1. Uncertainty of Economy
Although the economy is growing at a good pace, but there are many factors which
results in the uncertain position of the economy. Such as political uncertainty, WTO, increase in
poverty etc. etc. As a result there are permanent threats of future risks and losses for the bank.
2. High Rate of Inflation
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The inflation rate of the country has gone above the 10%. This can result into an unfavorable
situation for the bank. And especially when the ownership of the bank is UAE based, the net
spread for them can substantially decrease.
3. Trend of Mergers
There is a trend of mergers among the banks to become prominent in the market and to
get the maximum market share. This trend can result into the union of some leading banks which
can give tough time to the bank and it will become difficult for the bank to compete with them.
4. Privatization of Banks
Due to its privatization policy, the govt. is privatizing the state owned banks. The change
in management may result in the increase in the efficiency and productivity of the banks. Thus it
can become a threat for the bank.
Chapter6. RECOMMENDATIONS
Chapter7. CONCLUSION
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Organizations exist when two or more people work towards achieving common goals. An
organization can never be better than the people it hires. Hence we have to get the best to be the
best because the performance of the employees reflects the company’s image and standing in the
market. Better the quality of the employees better the performance of the company.
Bank Alfalah is engaged in several business activities. There are various different
techniques and methods that the management goes through, in order to run this organization. To
stay on top, Bank Alfalah has adopted modern and up to date human resource management
concepts. They adopted such approaches that they have been able to keep their employees
satisfied and happy for so many years. This report has highlighted different aspects of human
resource management i-e HR Operations, HR Relationship Management, and Recruitment of
employees along with personal recommendation and procedures that might be useful for the
Bank Alfalah HR Management.
Chapter8. INTERNSHIP IMPACT ON MY FUTURE
Internship keeps a bright impact on my future it really helps me to realize the actual
working environment and the keep me know that how the work is to perform in HR department
it helps me to understand the laws and regulations regarding Human Resource Management it
enhance my power of learning.
Chapter9. SUGGESTION FOR FELLOW STUDENT
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My suggestion is to my fellow students when they are going to start their internship thy
must know about basics of organization and should care about the norms and culture of
organization I suggest them that explore the things during the internship and never say no for any
type of work do the best with core concentration it does not mean that what types of tasks you
are doing during internship the thing meters that how you perform the tasks which has been
given to you. Make the relation with the people in supervisor and fellows and with the people in
organization.
Chapter10. REFERENCES
All of the data is conducted from concerned persons and from Operational Manuals of the
Banks HRD employees.
Bank Website also provide basic date www.bankalfalah.com
Chapter11. ABRIVATONS
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JD: Job description
POA: Power of Attorney
IBP: Institute of Banking Pakistan
PP: Performance Planning
PA: Performance Agreement
CBC: Core Behavioral Companies Model
PIP: Performance Improvement Plan
SMART Goals: Specific, Measurable, Attainable, Relevant, Timed
PDP: Personal Development Plan
CP: Career Plan
HRMIS Software: Human Resource Management Information System Software
M/Up: Mark Up
MTO: Management Trainee Officers
OO: Operations Officers
CO: Cash Officers
RFO: Finance Officers
TDC: Training & Development Centre
Chapter12. APPENDICES
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