Human resource practices in pakistan a case of adamjee insurance company limited

1 Fiaz Ahmad, Center For Research and Development Minhaj University Lahore
Fiaz.crd@mul.edu.pk
Table of Contents
Abstract:................................................................................................................................................................8
Introduction of......................................................................................................................................................9
Adamjee Insurance Company limited...................................................................................................................9
Adamjee insurance ...............................................................................................................................................9
Vision: ...................................................................................................................................................................9
Mission:.................................................................................................................................................................9
Core values: ..........................................................................................................................................................9
Company Profile: ..................................................................................................................................................9
A Truly Dynamic Business Setting:......................................................................................................................10
Delivering Value to Customers: ..........................................................................................................................10
Board of Directors:..............................................................................................................................................11
Advisor:...............................................................................................................................................................11
Ethics, Human Resource and Remuneration Committee: ..................................................................................11
Company Secretary:............................................................................................................................................11
Executive Management Team: .......................................................................................................................12
Muhammad Ali Zeb.........................................................................................................................................12
Muhammad Asim Nagi ...................................................................................................................................12
Adnan Ahmad Chaudhary...............................................................................................................................12
Asif Jabbar.......................................................................................................................................................12
Muhammad Salim Iqbal..................................................................................................................................12
Registered Offices:..........................................................................................................................................12
4th
Floor, 27-C-III, Tanveer Building, M.M. Alam Road, Gulberg-III, Lahore – 54000, Pakistan......................12
Phone: (92 42) 357732860..............................................................................................................................12
Fax: (92 42) 35772868 ....................................................................................................................................12
Email: info@adamjeeinsurance.com..............................................................................................................12
Website: www.adamjeeinsurance.com..........................................................................................................12
Product Portfolio: ...............................................................................................................................................12
Personal Insurance:.........................................................................................................................................12
Home...............................................................................................................................................................12

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Personal accident............................................................................................................................................12
Travel ..............................................................................................................................................................12
Travel Policy Validation...................................................................................................................................12
Machinery.......................................................................................................................................................12
Electronic equipment......................................................................................................................................12
Contractor’s All risks.......................................................................................................................................12
Corporate Insurance:......................................................................................................................................12
Fire insurance..................................................................................................................................................12
Engineering.....................................................................................................................................................12
Health insurance.............................................................................................................................................12
Marine insurance............................................................................................................................................12
Livestock insurance.........................................................................................................................................12
Miscellaneous businesses...............................................................................................................................12
Specialized cover.............................................................................................................................................12
Corporate Objectives:.........................................................................................................................................13
Strategies:...........................................................................................................................................................13
Achievements over the years: ............................................................................................................................13
Chapter No#1:.....................................................................................................................................................15
Changing Nature of Human Resource Management..........................................................................................15
Implementation in Adamjee Insurance Companies Limited ..............................................................................15
Chapter No#2......................................................................................................................................................20
Strategic human resources objectives:...............................................................................................................20
Succession Planning:...........................................................................................................................................20
Workforce Mobility:............................................................................................................................................20
Employee Engagement:......................................................................................................................................21
Executive Leadership of AICL:.............................................................................................................................21
Managing surplus of HR:.....................................................................................................................................24
Implement a hiring freeze: .................................................................................................................................24
End outsourcing contracts:.................................................................................................................................24
Begin a mandatory furlough system:..................................................................................................................24
Offer early retirement or buyout plans for workers with seniority:...................................................................25

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Reduce workers’ hours or pay across the board: ...............................................................................................25
Layoff excess employees: ...................................................................................................................................25
Assess the Problem:............................................................................................................................................25
Look at Workload Changes:................................................................................................................................25
Cut Pay and Benefits:..........................................................................................................................................26
Examine Attrition:...............................................................................................................................................26
Use Temporary Layoffs:......................................................................................................................................26
Terminate Employees:........................................................................................................................................26
Chapter No#3......................................................................................................................................................28
Individual Performance:......................................................................................................................................28
1. Ability:.............................................................................................................................................................28
2. Effort:..............................................................................................................................................................28
3. Support: ..........................................................................................................................................................28
Motivation of Adamjee insurance Company:.....................................................................................................29
Individual Relation with the Organization:.........................................................................................................29
Job Satisfaction:..................................................................................................................................................30
Absenteeism: ......................................................................................................................................................30
Turnover: ............................................................................................................................................................30
Retention of Human Resources in AICL:.............................................................................................................30
Career opportunities:..........................................................................................................................................31
Rewards: .............................................................................................................................................................31
Job design and work: ..........................................................................................................................................31
Employees Relationship:.....................................................................................................................................31
The Retention Management Process: ................................................................................................................32
Retention Measurement and Assessment: ........................................................................................................32
Retention intervention: ......................................................................................................................................32
Evaluation and follow-up:...................................................................................................................................32
Chapter No#4......................................................................................................................................................34
Equal employment opportunity law in Adamjee Insurance Company Limited:.................................................34
Laws, Rules and Regulations:..............................................................................................................................35
Adamjee insurance company: ............................................................................................................................35

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Pregnancy implementation in AICL:....................................................................................................................35
Medical leaves in Adamjee insurance company:................................................................................................37
Medical Care:......................................................................................................................................................37
Job Security:........................................................................................................................................................37
Sexual harassment:.............................................................................................................................................37
Disability: ............................................................................................................................................................38
Disability Protection Benefit:..............................................................................................................................39
Gender discrimination: .......................................................................................................................................39
Age discrimination act in Adamjee insurance company:....................................................................................40
Equal pay in Adamjee insurance company:........................................................................................................41
Equal pay act:..................................................................................................................................................41
Adamjee insurance company limited: ................................................................................................................41
Reviews Interviews Salaries:...............................................................................................................................41
Appearance:........................................................................................................................................................43
Chapter No#5......................................................................................................................................................44
Diversity Management in Adamjee: ...................................................................................................................44
Innovation:..........................................................................................................................................................44
Attracting Talent -- and Customers: ...................................................................................................................44
From Recruitment to Strategy:...........................................................................................................................44
Cultural Intelligence:...........................................................................................................................................45
Aging workforce:.................................................................................................................................................45
Term life insurance: ............................................................................................................................................45
Permanent life insurance:...................................................................................................................................46
No health exam insurance:.................................................................................................................................46
Single premium policies:.....................................................................................................................................46
Gender protection in Adamjee:..........................................................................................................................47
Living in pain is horrific. ..................................................................................................................................47
Sexual harassment complaints Management in AICL:........................................................................................48
Adamjee follow these steps while investigating: ...............................................................................................48
1. Lawyer up:...................................................................................................................................................48
Notify the Board of Directors promptly of significant allegations:.....................................................................49

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Treat the complaining party with respect: .........................................................................................................49
Promptly and thoroughly investigate the complaint:.........................................................................................49
Chapter No#6:.....................................................................................................................................................50
Hiring producers and new job criteria’s at Adamjee:.........................................................................................50
Job analysis working at AICL: ..........................................................................................................................50
Selecting an appropriate job analysis for a Job: .................................................................................................51
Observation Method:..........................................................................................................................................51
Types of Methods use for analysis: ....................................................................................................................51
Direct observation: .............................................................................................................................................51
Interview Method:..............................................................................................................................................51
What is HR professional role in job analysis:......................................................................................................52
Developing a job description at AICL:.................................................................................................................53
Performance based promotions:........................................................................................................................54
Reasons for change in nature of work and job and its effects HR management: ..............................................55
Chapter No#7......................................................................................................................................................56
Types of Interviews at AICL:................................................................................................................................56
Intelligence test: .................................................................................................................................................56
Personality tests.: ...............................................................................................................................................56
Ability tests Ability test:......................................................................................................................................56
Identify need to the labor:..................................................................................................................................57
Approach to the market: ....................................................................................................................................57
Recruitment process steps fallowed by AICL:.....................................................................................................57
Identifying the hiring need: ............................................................................................................................57
Planning: .............................................................................................................................................................57
Searching: ...........................................................................................................................................................58
Identifying viable candidates:.............................................................................................................................58
Recruiting of A-level candidates: ........................................................................................................................58
(Telephone) screening: .......................................................................................................................................59
(Face-to-face) interviewing:................................................................................................................................59
Offering of employment: ....................................................................................................................................59
Hiring of the candidate: ......................................................................................................................................59

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On boarding of the candidate:............................................................................................................................60
Qualifications and training:.................................................................................................................................60
Specific demands:...............................................................................................................................................60
Job Duties and Responsibilities of Human Resources Specialists:...........................................................65
Importance of Selection Process: .......................................................................................................................68
Chapter No#9......................................................................................................................................................70
Practices of training and strategies approaches in Adamjee insurance:............................................................70
Training:..........................................................................................................................................................70
Features of Training:.......................................................................................................................................70
HR department of Adamjee insurance Role in training and development: .......................................................70
Traditional and modern approach of training and development .................................................................71
The use of modern approach relating to training in Adamjee insurance:..........................................................71
Types of training in Adamjee insurance Training: ..............................................................................................71
Internal Training: ................................................................................................................................................71
Product-related Training:....................................................................................................................................72
Independent Professionals: ................................................................................................................................72
Training in Adamjee insurance setting: ..............................................................................................................72
Training Policy of Adamjee insurance:................................................................................................................73
The Need for Training:........................................................................................................................................73
Need of analysis related to Training:..................................................................................................................74
Types of Training in Adamjee: ............................................................................................................................75
1. On-site training ..................................................................................................................................75
2. On-the-Job Training...........................................................................................................................75
Job Rotation:.......................................................................................................................................................76
Refresher Training: .............................................................................................................................................76
Brainstorming: ....................................................................................................................................................77
Off- Site Training:................................................................................................................................................77
Lectures/Seminars: .............................................................................................................................................77
Pros:....................................................................................................................................................................78
Cons: ...................................................................................................................................................................78
Role Playing:........................................................................................................................................................78

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Pros:....................................................................................................................................................................78
Cons: ...................................................................................................................................................................78
Simulations: ........................................................................................................................................................78
Pros:....................................................................................................................................................................78
Cons: ...................................................................................................................................................................79
Computer based training:...................................................................................................................................79

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Abstract:
Human Resource Management has a vital role in growth of any organization. It‘s a back bone of
an organization. In given project we discussed many aspects of HRM in Adamjee Insurance
Company Limited. We as a group discussed the terms related to HRM from Textbook ―Human
Resource Management by Robert L. Mathis and John H. Jackson. According to our research we
seen the particle implementation of the concepts that we read in the book. The organization in
with we visit and apply our concept is a multinational firm having representation in six different
countries. Only seven members are controlling the whole HRM structure of Adamjee
We discussed following terms as our core topics in this research:
 HR related Challenges
 Roles of Management
 Issues which affect HRM
 HR as Core Competency
 Linkage of Retention and Motivation
 EEO as a main part of HRM
 Diversity Management and HRM
 Recruiting, Selection, Job placements
 Training to employees
 Performance appraisal and HRM
There is more detailed discussion about Human Resource Management in Adamjee
Insurance Company Limited in discussion segment.

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Introduction of
Adamjee Insurance Company limited
Adamjee insurance
Vision:
Our will is to explore, innovate and differentiate
Our passion is to provide leadership to the insurance industry
Mission:
Being the leading insurance company of Pakistan and second best in Asia, our aim is to be a
significant percipient in developing Pakistan‘s image by providing maximum insurance
protection at the most competitive in highly efficient manner for industrial and economic growth.
Core values:
Integrity: Transparency and honesty without compromise
Humility: Empathy, self-esteem and respect in all relationship
Fun at workplace: Work with balance
Corporate Social Responsibility: Service to Humanity
Company Profile:
Adamjee Insurance Company Limited (AICL) is one of the largest insurance companies in
Pakistan incorporated as a Public Limited Company on September 28, 1960 and is listed on
Pakistan Stock Exchange Limited. AICL has unique advantage of having regional presence in
United Arab Emirates (UAE) and maintains its standing through an unwavering commitment to
its corporate philosophy. AICL‘s competitive competency is achieved by combinations of

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voluminous assets, notable paid-up capital, sizable reserves as well as diversified business
portfolio.
A Truly Dynamic Business Setting:
AICL aims to deliver innovative customer solutions, owing to its wide-ranging line of products.
Its employees are dedicated to performing their best for its valued customers, trained with all the
skills necessary for a truly outstanding customer service. The Company‘s focus on strengthening
and expanding its global presence is reﬂected in its tapping the potential available in the UAE
market along with the consolidation of business in Dubai & Abu Dhabi. AICL collaborated with
Hollard International, based in South Africa, to commence Life Assurance operations under a
separate entity name, today known as Adamjee Life Assurance Company Limited.
Delivering Value to Customers:
Adamjee Insurance is broadly involved in underwriting the following classes of business:
 Fire and property
 Marine aviation and transport
 Motor
 Accident and Health
 Miscellaneous insurance
AICL‘s well-founded confidence lies in the large number of banking and ﬁnancial sector clients
that AICL insures. Some of AICL‘s high risk-value projects include risk-coverage provision to
Petrochemical Factories and Industrial Risk projects. AICL also specializes in insuring
Engineering and Telecom concerns. Alternatively, AICL serves Pakistan‘s primary industry by
providing coverage to the Textile and Sugar sectors. As a pioneer in the coverage of Oil & Gas
(upstream & midstream), Wind and Thermal Energy Risks, AICL has successfully assumed the
role of the leading player in Pakistan‘s insurance industry. The Company has also managed to
secure business being brought in by foreign investors entering Pakistan to execute construction

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or infrastructure development projects. AICL is proud to be the premier insurer of Kidnap &
Ransom, Professional Indemnity, Product Liability and other specialized lines in Pakistan.
A wide range of Shariah-compliant Takaful Products are also oﬀered through AICL‘s top-of-the-
line Window Takaful Operations, serving customers from all walks of life, on a much larger
scale.
AICL‘s customer-centric approach drives it forward in customer care. The Company‘s. financial
strength allows the timely remuneration and settlement of hefty claims. A competent team of
professionals works tirelessly to ensure comprehensive customer satisfaction and a 24/7 Call
(0800-00-242) dedicated customer care call center is always on call.
Board of Directors:
Umer Mansha Chairman
Fredrick Coenrard de Beer Director
Ibrahim Shamsi Director
Imran Maqbool Director
Muhammad Anees Director
Muhammad Umer Virk Director
Sheikh Muhammad Jawad Director
Muhammad Ali Zeb Managing Director and CEO
Advisor:
Mian Muhammad Mansha
Ethics, Human Resource and Remuneration Committee:
Umer Mansha Chairman
Amir Iqbal Member
Muhammad Anees Member
Muhammad Ali Zeb Member
Company Secretary:
Tameez Ul Haque – F.C.A

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Executive Management Team:
Muhammad Ali Zeb
Muhammad Asim Nagi
Adnan Ahmad Chaudhary
Asif Jabbar
Muhammad Salim Iqbal
Registered Offices:
4th
Floor, 27-C-III, Tanveer Building,
M.M. Alam Road, Gulberg-III,
Lahore – 54000, Pakistan
Phone: (92 42) 357732860
Fax: (92 42) 35772868
Email: info@adamjeeinsurance.com
Website: www.adamjeeinsurance.com
Product Portfolio:
Personal Insurance:
Home
Personal accident
Travel
Travel Policy Validation
Machinery
Electronic equipment
Contractor’s All risks
Corporate Insurance:
Fire insurance
Engineering
Health insurance
Marine insurance
Livestock insurance
Miscellaneous businesses
Specialized cover

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Corporate Objectives:
 Strengthen customer relationship through customer satisfaction by providing excellent
service and quality product
 Maintain a healthy balance between profitability and volume and have a balanced
portfolio mix.
 Increase investment return from its growing funds and absolute return strategy.
 Consolidate market share through offering new product and to focus our approach to
areas where our presence is small
 Establish latest management systems and adopting latest techniques.
Strategies:
 To pursue strong growth
 Adopting industry‘s best practices and increasing economies of scale.
 Leveraging opportunities across the industries
 Developing the Human Resource through training
 Expansion of business and improving customer relationship management through wide
network of branches locally and internationally.
 Development in information technology to have an effective management information
system.
 Pursue best reinsurance arrangements.
 Establish effective risk management system
Achievements over the years:
Adamjee Insurance Company is the only insurance company in Pakistan to be declared the 2nd
best insurance company in Asia by Euro money.
 Up gradation of IFS ratings of JCR-VIS from AA-TOAA.
 Best export performance trophy from FPCCI 18 times.
 31% average dividend payout over the last 20 years.

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 Corporate excellence award from management association of Pakistan for two
consecutive years.
 Principle insurer in Pakistan for providing the cover of kidnap and Ranson, professional
indemnity, product liability and certain other specialized lines.
 Winner the top companies‘ award from the Karachi stock exchange 17 times.

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Chapter No#1:
Changing Nature of Human Resource Management
Implementation in Adamjee Insurance Companies Limited
Changing nature of HR Management:
Adamjee and Change management:
HR can facilitate change, it needs to be remembered that change management is first and
foremost about people and their capacity to adapt to change. Since, the HR department is all
about recruiting, training and monitoring employee performance; it has a key role to play in any
change management program. There are different aspects in which HR can play a significant
role. The HR department has to ensure that employees are motivated to undertake the change and
participate in the change management program. For this to happen, they need to recruit the right
people who can think out of the box and can bring a fresh perspective to the table.
Adamjee Insurance Company Ltd. [AIC] established in 1960 to undertake general and life
insurance business, the Life Insurance Division of the company was nationalized in 1974. Since
then, AIC has been investing its resources on providing general insurance covers for marine, fire,
motor and miscellaneous risks. In recent years it has been a pioneer in launching new types of
insurance policies which are: Home Insurance, Kidnap & Ransom, Personal Accident, Medical
Insurance & various types of covers for Power Generation/Infrastructure Projects. Today, AIC is
the largest insurance company in ×Pakistan and operates through its 1000 employees at its 84
branches all over Pakistan. It is the leader amongst 40 general insurance companies and
commands a 38% market share, as well as a reputation of being one of the promptest and
efficient settlers of claims. International offices include 6 branches each in Dubai, Abu Dhabi,
Sharjah, Jeddah, Dammam and London. Plans are underway to establish a branch in Dhaka.
The management team at AIC is considered to be the most professional in its industry. The
Company has earned a rating of ―A‖ [Excellent] by A.M. BEST COMPANY INC., AIC is a
Public Limited Company and is listed on the Karachi Stock Exchange.

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The Adamjee families holding have been diluted since 2004 when there was a change in
management of ownership structure: The Family now owns a strategic stake of 20% Recently
AIC has planned enter life insurance business in joint venture with a south Africa insurer; this
will be a subsidiary of AIC and will be marketed under brand name of ―Adamjee‖.
Guideline for employees and their relationship to management:
The boss and employee relationship is important to Adamjee Insurance Company‘s productivity.
A relationship that is built on trust and understanding can make the employee and manager more
efficient. A poor relationship that lacks cohesiveness will dampen productivity and can lead to
high rates of employee turnover. In Adamjee Insurance Company both the boss and employee
commit to the concept of teamwork.
The following specific guidelines are prescribed for the Institution‘s staff:
• Staff has a prime responsibility to the Institution and is expected to avoid any activity that
could interfere with that responsibility.
• Staff should not engage in activities or transactions which may give rise to, or which may
be seen to be giving rise to, conflict between their personal interests and the interests of the
Institution.
• The Institution purchases equipment, material and services for various aspect of its
operations. The staff members are forbidden from holding any personal financial interest,
directly or indirectly, in any deal of supplying goods or services to the Institution.
• Staff should not engage in any outside business or activity that might interfere with their
duties and responsibilities to the Institution.
• Staff should not keep or make copies of correspondence, documents, papers and records,
list of clients or customers without the consent of the Institution and all such information should
be surrendered to the Institution when the individual leaves the employment. Information and
records should be kept on Institution premises only and unpublished information may be

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disclosed to external organizations/individuals only on ―need to know‖ basis. In case of doubt in
this regard, the Management‘s advice should be sought.
• No funds or assets of the Institution should be contributed directly or indirectly, to any
political party or organization or to any individual who either holds public office or is a
candidate for public office.
• Staff should neither give nor receive payments that are intended to influence a business
decision or to compromise independent judgment nor should any staff member receive money
for having given Institution business to an outside agency.
• All funds, assets, receipts and disbursements should be fully and accurately recorded in
the books of the Institution.
• Staff should act in good faith, responsibly, with due care and diligence, and without
misrepresenting or omitting material facts. No false or fictitious entries should be made or
misleading reports pertaining to the Institution or its operations should be issued.
• Staff to exercise good judgment so as to act in a manner that will reflect favorably on the
Institution and the individual.
• In a personal capacity also, due care should be taken by staff while discussing the
Institution‘s performance or plans with outsiders. In case of doubt, advice of the Management
should be sought.
• All employees work towards achievement of corporate objectives, individually and
collectively as a team and conduct themselves at work and in society as respectable employees
and responsible citizens.
• All employees and management personnel strictly adhere to the Institution‘s rules,
regulations, policies, procedures and authority matrix and observe the best codes of conduct and
abide by all laws of Pakistan.
• Staff should take good care and ensure proper maintenance of the vehicles or any other
assets which has been provided to him/her for his/her personal use as a perquisite. Staff should

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handover all such assets in good condition, normal wear and tear with passage of time accepted,
while he/she is concluding his/her relationship with the Institution.
• Staff should take reasonable care to ensure the health and safety of himself/ herself and
others who may be affected by his/her acts or omissions at work.
• Staff should not tamper with or misuse any item provided by the Institution to secure the
safety, health and welfare of its staff and for the protection of the environment.
• Staff should use Institution assets for personal purposes strictly on an infrequent basis
with negligible expense to the Institution.
• The use of alcohol in any form is prohibited on all Institution locations/premises.
Similarly, the use of drugs, except under medical advice, is prohibited on all Institution
locations/premises. Any staff member arriving at a work place under the influence of alcohol or
drugs will not be permitted to enter the premises and will be liable to disciplinary action.
• All forms of gambling/betting on the Institution‘s premises are forbidden.
• No staff member shall seek, accept or permit himself/ herself to accept any gift or favor,
the receipt of which will place him/her under any form of official obligation to the donor. As part
of building relationship with customers, suppliers, etc. staff members may receive occasional
gifts, provided that the gift is of nominal value (e.g. pens, notepads, calendars, diaries, key chains
or such promotional material) and the gift is neither intended nor perceived by others to be
intended to improperly influence business decisions.
• Staff will maintain an environment that is free from harassment and in which all
employees are equally respected. Workplace harassment is defined as any action that creates an
intimidating, hostile or offensive work environment. Such actions include, but are not limited to,
sexual harassment, disparaging comments based on gender, race or religion.
• All staff members will be encouraged to recognize and report any concern about possible
illegal or unethical behavior or control weakness in operating and financial system, and the

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Institution ensures that such reports made in good faith will be acted upon responsibly and
without retaliation.
• Staff should respect all Tiers without regard to their position or level within the
Institution.
Responsibility of staff towards Customers:
A customer, whether coming to us directly or through some agent, is the most important visitor
on our premises. He is not dependent on us – we are dependent on him. He is not an outsider in
our business – he is a part of it. We are not doing him favor by serving him, he is doing us a
favor by giving us the opportunity to do so. If we don‘t take care of our customers, somebody
else will.
The above list is, however not exhaustive and any modification thereto will be notified
accordingly. In case of doubt, the advice of the Management should be sought.
HR activities in AICL:
HRM consist of several interrelated functions. These activities are performed in Adamjee
insurance. HR planning, Equal Employment Opportunity, Staffing, HR development,
compensation and benefits, Health, Safety and Security, Employee and Management.

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Chapter No#2
Strategic Human Resource Management
Strategic human resources objectives:
Goals are aligned with the Adamjee, in fact, in "Human Resource Management Theory and
Practice," the HR department of Adamjee identify strategic human resource management as the
"managerial process requiring human resource (HR) policies and practices to be linked with the
strategic objectives of the Adamjee." A number of human resources objectives support Adamjee
goals, such as profitability, business reputation, ethics and principles.
Succession Planning:
For many employers, a common human resource strategic objective is to ensure the Adamjee‘s
workforce is capable of meeting future staffing needs. To achieve this goal, human resources
staff and line managers generally work together in assessing current workforce skills and
qualifications. This helps determine the best course of action for human resources activities such
as succession planning. Succession planning identifies employees who show promise and
aptitude. It then provides them with the training and development they need for transitioning into
higher-level positions or more responsible roles within the Adamjee.
Workforce Mobility:
Another form of workforce development that supports human resources strategic objectives and
long-range planning is cross-training. Cross-training -- training employees to perform job duties
in other departments or areas of the business -- improves workforce mobility and expertise
through broadening employee skills and expertise. Increasing the number of different job
functions employees can perform strengthens an Adamjee‘s business continuity plan in the event
employees are unable to fulfill their responsibilities due to illness, termination or retirement.
Workforce mobility increases profitability; companies that are able to fill positions with existing
resources can minimize hiring costs for new employees.

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Employee Engagement:
Human resources strategic objectives should include activities designed to improve employee
engagement. Raising employee enthusiasm and creating excitement about employee
contributions guarantee that employees become fully engaged. Measuring employee engagement
may be a difficult task; however, the absence of employee engagement is easily observable.
Employee disengagement manifests itself in terms of low productivity, poor performance and
even workplace conflict. Supporting employee engagement efforts through polling employee
views and opinions and providing competitive compensation and benefits packages also impact
the Adamjee‘s business reputation and reflect strong business principles.
Executive Leadership of AICL:
Human resources professionals continually strive for a seat at the boardroom table as a member
of executive leadership. Acceptance of HR leaders into this exclusive group usually depends on
whether the return on investment in human resources activities justifies valuing human resources
decision-makers as members of the executive team. Business acumen and forward-thinking
business ideas and innovations are attributes executive leadership wants in its human resources
professionals. HR department leaders seeking entry to executive level positions should enlist
help from line management in performing routine human resources functions to so they can
redirect HR goals from transactional and administrative to strategic. Shifting the human
resources focus from transactional to strategic is an assuredly effective path to boardroom access.
Adamjee insurance need good people, people who are competent, up-to-date, professional,
ethical, and committed. High-performing employees no matter what their particular assignment
or job. As Adamjee insurance carry out recruitment, selection, employee relations, job analysis,
job evaluation, and position classification; the administration of pay and benefits; and
performance management, they demonstrate what the Adamjee believes in, its values, and its
standards. The aim is not good Human Resources Management.

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Adamjee leaders set the right tone for Human Resources when their management of the Adamjee
is cohesive and strategic. The connection between education, training, and development;
budgeting and finance; information technology; and human resources is seamless.
Like almost every other private and public sector organization, Adamjee insurance dedicate most
of their budget to salaries and benefits. But the services their employees provide -- on the
telephone, at the counter and the bar of the Adamjee, and from the bench -- differ from other
organizations. The Adamjee insurance‘ business is equal justice under law, due process, equal
access, and independent and impartial treatment and decisions.
Because impartiality and independence are core Adamjee values, Human Resources
Management must be fair and objective. The right people are hired, developed, and
promoted. When mistakes are made they are corrected. Human Resources staff is professional,
accountable, and recognized as vital to the Adamjee‘s mission.
Judicial independence rightly drives Adamjee Human Resources Management philosophy,
structure, and decisions. In the words of Alexander Hamilton in Federalist 78: ―there is no
liberty if the power of judging be not separated from the legislative and executive
powers.‖ While Adamjee insurance, either independently (primarily locally funded), or as a state
funded system, seek and obtain resources from the other branches, Adamjee Human Resources
must be under Adamjee control and independent in philosophy, form, and practice.
Achieving independence is not easy. Most Adamjee insurance are small employers relative to
employers generally and other governmental units in particular. Many trial Adamjee insurance
employ fewer than 20 people. Excluding large metropolitan areas, Adamjee insurance typically
employ 100 or fewer people with most having no more than 300 employees.
Due to their small size, Adamjee human resources staff are often co-located with other units of
government and even included in other‘s budgets. This can cause others to view Adamjee
insurance as ―just another department‖ with Adamjee human resources staff, policies,
procedures, and practices that should be the same as ―other departments.‖ Undue deference to
the executive branch personnel system can have negative consequences. For example, Adamjee
staff must both support and appear to support independent and impartial processes and decision
making. The Adamjee must have flexibility to adjust work schedules of Adamjee room
personnel who sometimes must work outside normal working hours due to trials or other

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Adamjee events, without incurring unnecessary overtime or compensatory time
obligations. Whatever the arrangement designed to recruit, select and hire, evaluate, pay,
reward, develop, and manage judicial staff, the judiciary must lead and, to a significant extent,
control its Human Resources function or risk its independence, image, and effectiveness.
Changing environmental factors and a changing labor pool likewise challenge Adamjee
insurance and their leaders. Current trends include an aging labor force, younger workers with
different values and expectations, more women, more racial and ethnic ―minorities,‖ more
immigrants, and more diverse life styles. Challenging issues include telecommuting, benefits,
work rules, work schedules, competing with other employers, both public and private, and
leadership practices. Environmental factors, a changing labor force, and public demands for
accountability challenge Adamjee insurance and their leaders and mandate a sense of urgency
about Adamjee Human Resources practices. But the Adamjee culture is usually
quite conservative. The top Adamjee professionals, employee, speak and dress in ways that are
staid, mannered, and unmistakably traditional, but the issues they address are complex, dynamic,
and challenging. Who gets custody? How do we balance public safety against the presumption
of innocence and reasonable doubt? A rightly conservative culture need not produce
unresponsive judicial decisions or tired Adamjee management and human resources
practices. Waiting for difficult environmental and workforce issues to go away was never
appropriate; now it is untenable.
Adamjee Human Resources Management must be dignified but not stodgy, proper but also
energetic, and correct but also creative. The highest quality service providers, whether they are
in the private sector (current examples include Nordstrom and Wal-Mart) or in the public sector,
set the standard by which Adamjee services ought to be measured. Recruitment; selection;
education, training, and development; and fairness must be equal to or better than all other
employers, both public and private. The Adamjee should be a model employer.
Effective Human Resources Management not only enables performance but also increases
morale, employee perceptions of fairness, and self-worth. People who work in the Adamjee
insurance are special. Their jobs and the work of the Adamjee insurance are not too small for the
human spirit. With proper leadership, Adamjee Human Resources Management contributes to

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meaning and pride over and beyond the reward of a paycheck. It reflects the enduring purposes
and responsibilities of Adamjee insurance.
Managing surplus of HR:
In a perfect world, the only labor problem a human resources manager or a small business owner
would need to face would be that of a labor shortage caused by expansion of his business too
quickly to keep up with staffing. In reality, however, you‘ll need to face downturns in business
that leave you with too many workers on staff than you need to meet the demands of your
business. While most businesses can weather a short-term labor surplus, human resources
managers must develop a strategy to eliminate unnecessary costs associated with excess
employees.
Implement a hiring freeze:
All companies can expect a bit of churn on their labor force simply because of their employees‘
life situations, with workers leaving for other positions or retiring. By not filling the positions
left by these departures, managers can let workforce attrition balance labor surpluses without
having to resort to layoffs.
End outsourcing contracts:
In many cases, it may be as cost-effective to shift work responsibilities back to staff employees.
While this creates corporate self-reliance, the rise in on-site responsibilities can be absorbed by
your excess workforce. This strategy is only viable when there are in-house workers of the same
skill level and pay rate as those employed by the outsourcing company.
Begin a mandatory furlough system:
By requiring all employees to schedule an unpaid week into their upcoming long-range schedule,
you reduce the burden of labor costs while providing employees with a tangible benefit – time
off – which has a smaller impact on morale than across-the-board pay reductions. You must be
extremely careful to forbid FLSA exempt employees from performing any amount of work
during their furlough, as that may endanger their exempt status.

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Offer early retirement or buyout plans for workers with seniority:
These offers not only help to eliminate excess employees when workers take advantage of the
offer, they tend to eliminate workers with the highest salaries, which has a combined cost-cutting
effect.
Reduce workers’ hours or pay across the board:
While these strategies typically negatively impact worker morale, these reductions directly
impact the primary problem of cost containment associated with excess labor.
Layoff excess employees:
Layoff strategies may be determined by seniority status, individual or collective employment
contracts or on a case-by-case basis. From time to time, you might have more staff than you
need. If this is due to slow sales that might last for a prolonged period, this can become a serious
problem. Preparing contingency plans for both short- and long-term labor surpluses will help you
prevent negative cash flow, having to terminate valuable workers you might need later and
sending loyal employees out into the cold.
Assess the Problem:
Call a meeting of management to determine the cause of your labor surplus, how long the cause
might continue and the cost to the company. Identify the positions you feel have become
unnecessary and redundant, based on the cause, and whether you can terminate the positions
without risking significant problems later if your demand for labor returns to normal. Contact all
employees with hiring authority and institute a hiring freeze.
Look at Workload Changes:
Discuss ways to find meaningful work for your excess staff, which might include re-starting
mothballed projects, beginning delayed projects or bringing outsourced services in-house. Ask
each department head if she has any backlogs or excess work a temporary worker can perform.
Send workers to conferences, trades show, seminars, workshops or certification programs if the
labor surplus is short-term and this training will add value to your company when workers return.

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Cut Pay and Benefits:
Calculate the pros and cons of reducing all workers‘ hours in a particular area of the company
rather than laying off part of your workforce. Consider across-the-board pay cuts and benefits
reductions to help keep workers on staff while you work through your problem. This might keep
all of your talent available to you through a difficult time.
Examine Attrition:
Review your employee list to determine if any are close to retirement to determine if you can
reduce your workforce through attrition. Consider offering an early retirement package if you
have workers under contract you wish to eliminate from your employ. Meet with a labor expert
to help reduce the risk of discrimination lawsuits.
Use Temporary Layoffs:
Determine which workers provide you no value at the current time and determine if you can
temporarily furlough them, or ask them to take their vacation time. Look into continuing the
benefits of furloughed employees, or allowing them to pay for their benefits while waiting to
return. This will allow them to maintain their benefits with no interruption and might be a less-
expensive option for them than securing individual replacement benefits. Check with your
benefits provider as to any legalities and check with human resources to see if you have any
contractual obligations.
Terminate Employees:
Create a protocol for notifying employees you are letting go. Plan to make the layoffs or
termination at one time to avoid a feeling of ―lingering death‖ that can spook all of your
employees, prompting some of those you want to keep to begin looking for other work.
Announce to your staff that your layoffs have been made and why, and let them know the
company is still on sound footing, if that is the case.
HRM practices have a positive influence on the improvement of service quality as well as on
customer satisfaction and hotel performance. The study further testified the relationship among
them, and provides useful information for future hotel management needs. The findings indicate
that creation of customer satisfaction value in the hotel can be achieved via increasing

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responsiveness to customers' needs and that the creation of customer value which have a positive
impact in the firm's profitability. The results suggest that HRM practices improve hotel service
effectiveness and in consequence firm performance replicates and extends in a HRM context
research. The study also suggests that management should emphasis on the development of intra-
departmental learning and relational capabilities. The findings of this study are important for the
hotel industry as the sector is faced with increasing competitive pressures in a highly fragmented,
high growth market, and challenges that threaten its viability as evidenced by recent
consolidations, merger & acquisition, franchising and foreign collaboration, etc. Further, in terms
of theoretical contributions, this research suggests that HRM improvements are as much an
outcome of technical and operational measures as they are of managerial, organizational and
inter-organizational capabilities. Finally, the study paves the way for further research that would
integrate HRM practices and operational factors in the context of analyzing improvements in
service quality, retaining customers and hotel performance.

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Chapter No#3
Individual Performance and Retention
Individual Performance and Retention in Adamjee insurance Company:
Individual Performance:
Performance is completion of a task with application of knowledge, skills and abilities in
organization. Adamjee insurance company is focus on both team and individual performance of
employees. Individual performance is consisting of three main things that‘s are Ability, Effort
and Support is also main components of individual performance.
1. Ability:
Talent or skill to do something is called ability. In Adamjee insurance company firstly check
the talent or skill of employee if they are able to do the task then Company give the task if they
have not ability to do or easily perform the task they cannot give the people.in this company see
the right talent and interest of people.
2. Effort:
Effort is the force that‘s do for the task. It‘s also depend of truth and integrity of employee with
the work. Our company check the effort by using different method like surveys, quality and
quantity of the work. Effort also checked by individual perform. Motivation and job design is
main role in the effort.
3. Support:
Support of company is the main thing of individual performance. Adamjee Company give the
high value and full support of worker for everything like career development, security and social
life. The company provide the best way and opportunity to develop the career and feature if they
have ability to do something. Adamjee insurance Company give the good training by best
trainees of the Pakistan for the development of employees.

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Motivation of Adamjee insurance Company:
The desire with a person causing that person to act to reach a goal is called motivation.
Motivation is the necessary for the growth of any organization so the Company also focus on
motivation of Employees. The Company held many program to invite the world best
motivational speaker to addressing the employees. If our people motivated, then of rotation is
going good and our company growth is going high. Motivation is not just the addressing by
motivators it‘s also things that‘s people make happy like bonus award of good working.
Company has the good award system the announced yearly people name that‘s are work for
company and they have get the reward. All people wants Great job, great company. Adamjee
Company give the great value of the people all that‘s come to with us never gone to away. We
are given the equality of all Religion and we also give the great respect to protected class
member and we have special jobs for disables person. Equity is the good motivator. The
perception of the fair value of rewards for efforts that individuals make when comparing their
results to others in the company. Adamjee insurance company is also used the latest technology
for motivation of employees.
Individual Relation with the Organization:
Relation is the most important between the company management and employees for good
communication and retention of employees. The expectations employees and employers have
about the nature of their work relationships. Therefore, AICL has once again received Corporate
Social Responsibility - CSR Award 2015 in the category of "Business Excellence Award."
Adamjee company give the value and give the opportunity communicate with the employer so
much easier. Company also held the monthly meetings between the employees and employers.
The Company provide career development, opportunity Flexibility to balance work and home
life and safety and security and the employee contribute Continuous skill improvement,
Reasonable time with the organization, Extra effort when needed. We recruit and develop a
talented, determined and skilled workforce which contributes towards the organization's success.
If the both side people do jobs with the truth, then company goo higher growth.

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Job Satisfaction:
People can‘t stay if they have not satisfied form there jobs.so the job satisfaction is necessary for
retention and company goal.in Adamjee company try to all jobs holder satisfy from their jobs
and try to give more facility to the employees.in the job satisfaction is related organization
commitment of core value like integrity is the core value of our company. At AICL, we hire
people who have the desire and passion to make a difference. We provide an enabling
environment where one can achieve their career ambitions within our network.
Absenteeism:
In our company is so much less ratio of absenteeism because people are motivated and company
also give the reward system if anyone work constantly. The Uses of technology and great job to
satisfices of employees. Company controlling the absenteeism by paid time off program and
attendance reward.
Turnover:
Turnover is the act of replacing an employee with a new employee.in the Adamjee Company the
ratio of turnover is less than other organizations. There is two types of turnover one is Voluntary
that‘s the people leave the organization by choice or some have issue that‘s not related to the
organization it‘s not make or maintain company but the second involuntary that‘s some issue
have by organization like less the facility for employees like security ,pay, and social life .The
Adamjee company try all time anybody not gone away because of us .and company give the all
facility whose possible.one thing some turnover is controlled and some is uncontrolled. If the
image of organization is so bad from customer, then the turnover control is impossible butt our
company going good with the good image in the market.
Retention of Human Resources in AICL:
Retention management is the main thing in any organization. Adamjee insurance company
maintain the retention by different ways. Company give the good award, security and safety and
good environment. AICL continues to focus on providing safe work environment to the
employees and is pleased to report zero injury for the year under review. AICL's corporate
responsibility focuses on compliance, ethics and corporate citizenship and maintaining overall

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sustainability. AICL has worked to cultivate these aspects of its operations through enhancing
communication, training and other initiatives. There are some main components of retention
management.
Career opportunities:
AICL give the continuous training for development of skills and future planning for individual
career opportunity. The AICL company give the fully support of employees to development of
their skills.in their if people not stay on their constantly jobs they have many facilities if they
want to go high in the job post of company and company provide these occasion.
Rewards:
At the AICL give the many reward of valuable employees to make the interest and motivate the
people for achieve the company goal. There are many reward of company that‘s give the people
like performance reward, attendance reward and behavior reward.
Job design and work:
Job design is very easy for employees and flexible for work. The AICL always try to give the
good design of job that‘s easily do the people and give the opportunity to do the job as well as
they give the time of his social life and family. The organization fully support and monitor the all
activity and give the task related the skills of people.
Employees Relationship:
Relation between the employees and employers the basic thing for good communication and
good work. AICL give the opportunity to easily connect with the CEO of company or the Head
of project.so if they have problem they can share and give the solution by the high profile people.
The relation of employees with each other is also good effect with the growth of company.so
Company held the many function for mutual understanding of people each other.

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The Retention Management Process:
Retention is critical because turnover (and absenteeism) can cause poor performance in
otherwise productive units. Therefore, Adamjee insurance company give the good job and great
lifestyle to Retention. The company preference on the job satisfaction to retain the employee‘s.
there are some main components of Retention management with the reference of AICL.
Retention Measurement and Assessment:
The management decisions require data and analyses of the worker to retain the workers. Check
the turnover data and analyses why the people go away after that‘s also take the exist interview
of the employees. AICL measure the different turnovers cost like hiring cost, training cost and
productivity cost. AICL in individuals are asked to give their reasons for leaving the organization
at Exist interview. Employee surveys can be used to diagnose specific problem areas, identify
employee needs. Company also held survey that focuses on employees‘ feelings and beliefs
about their jobs and the organization.
Retention intervention:
In the intervention company hiring and selecting the employees that‘s are goods assets for
company growth. Provide the training for development of employees and future planning. AICL
has taken steps in furthering the knowledge and understanding of compliance and ethical
obligations through all the levels of its management and Organization mange the relation
between the people and seniors. AICL also have the reward and award system to retain the
employees and many bonus system of good working and honestly.
Evaluation and follow-up:
AICL Regular review of turnover data can identify when turnover increases or decreases among
different employee groups classified by length of service, education, department, and gender, etc.
Tracking of intervention results and adjustment of intervention efforts also should be part of
evaluation efforts. If the turnover rate in that department drops in comparison with the turnover
rates in other departments still working set schedules, that flexible scheduling can reduce
turnover and maintain the retention.

Fiaz.crd@mul.edu.pk

Fiaz.crd@mul.edu.pk
Chapter No#4
Legal Framework for Equal Employment
Equal employment opportunity law in Adamjee Insurance Company Limited:
AICL is multinational company and is one of the largest insurance companies in Pakistan and
they follow the law of EEO which are appointed in 1973 on which all labor services are treat as
equal by not discriminating them on gender, religion or as far as on qualifications also different
articles are mentioned in this law which are company fully follow in well manner way. Our
policy of Equal Opportunity and Affirmative Action applies to all phases of the employment
process including, but not limited to, recruitment, selection, promotion, transfer, demotion,
layoff, termination, compensation, benefits, and other terms and conditions of employment, and
further requires maintaining a work atmosphere free of bias, including the prevention of
harassment. the Company take Affirmative Action for the purpose of maintaining a balanced and
representative workforce and to ensure Equal Opportunity for all applicants and employees. In
this HR department of Adamjee play vital role by treating, recruiting, selecting all employees on
the basis of this law. Its employees are dedicated to performing their best for its valued
customers, trained with all the skills necessary for a truly outstanding customer service. So there
are also foreign investors in company so they follow the equal employment opportunities law by
enhancing the mind set for employees. Not discriminating between them on the basis of religion.
Mostly in our company employees are Pakistani and treat equally and company employer not
discriminate one on his color base. They recruit and develop a talented, determined and skilled
workforce which contributes towards the organization's success. If you think you are the one
they are looking for then they challenge you to come and prove your worth and translate your
ambitions into practical reality.
They give jobs on the equality base and seeing the knowledge skills and abilities of the applicant.

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Company follow EEO by increasing team efforts for better results from employees. And without
discriminating or favoritism or on priority basis they give training and camping session to all
employees
The culture is engaging and based on ethical values and career growth opportunities are provided
to all employees. The Career Working Groups have focused on improving bench-strength at
middle and senior management level, creating opportunities for high potential employees,
through development programs.
Laws, Rules and Regulations:
In conducting business, the employees shall comply with applicable governmental laws, rules
and regulations at all levels.
Objectives Resolution 1949, The laws related to the equal opportunity further improved in
Constitution of 1973 in which different articles of 11,17,18,25,26,27,32,37,38 were passed and
Adamjee insurance company completely follow these laws. In all articles employment related
rules are described so all employees and management personnel should strictly adhere to the
Company rules and regulations.
Adamjee insurance company:
If there any discrimination occurs in Adamjee, the company human resource director is
responsible for handling this. He is responsible for ensuring documentation of all reports of
discrimination or other EEO-related concerns and for taking prompt action, or to coordinate with
others as necessary to take action, to investigate and resolve the situation. Based on the facts
presented, the situation may be resolved through informal channels or may necessitate a full,
investigation by our company Human Resources director. CEO, senior financial and legal
executives shall promptly report any known or suspected violations of code to HR.
Pregnancy implementation in AICL:
Law Qualifying Condition Leave Time/benefit Pay rates
during

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maternity
leave
The Mines Maternity
Benefits Act, 1941
Must have been working in the
mine for at least 6 months
12 weeks (84 days) Full Pay
The West Pakistan
Maternity Benefit
Ordinance, 1958
Must have been working in the
organization for at least 4
months
12 weeks (84 days) Full Pay
The Provincial
Employees Social
Security Ordinance,
1965
Contribution paid in your respect
for at least 90 days in preceding
6 months
Pre-natal
confinement and
post-natal care
The Civil Servants Act
(Revised Leave
Rules), 1980
Permanent worker 13 weeks (90 days) Full Pay
Adamjee Insurance is one of the leading Health Insurance providers catering to the health and
medical needs of the Corporate and SME sectors for their employees with customized benefits
structure and value added services. They guarantee the best quality services that not only give
peace of mind for being insured by a leading and dependable insurer but also ensures fast and
speedy access to medical services when the need arises
Company follow the maternity law which are appointed in Pakistan for female‘s workers. As our
company Adamjee is an insurance company and offering variety of insurance, so in this
maternity involves in health insurance and our company providing facility to the female‘s
employees in by providing this leaves. They follow the law of equal employment opportunity in
good way and give equal right to their employees and act of The Civil Servants Act, a female
servant is eligible for 90 days leave (around 13 weeks) maternity leave on full wages. An
employer's liability, to pay maternity benefits, is not discharged even when an entitled woman
worker dies on the day she is delivered of a child or during the period of pregnancy. Company
has to be paid to the due amount to her nominated persons or legal representatives.

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Medical leaves in Adamjee insurance company:
Adamjee insurance company care about their employees and fully cooperate with them on any
mishap. As they are insured their employees also and compensate them on any damage happened
with their employees. It provides for payment of specified capital benefits following accidental
death, bodily injury, permanent total disablement, permanent partial disablement, temporary total
and temporary partial disablement caused by an accident. In addition, the cover also provides
reimbursement of emergency transportation to the nearest Hospital and also expenses incurred
for preparation and transportation of the mortal remains of the insured employee from the place
of death to home and can also be extended to cover medical expenses.
Other products available for compensation to employees and individual against injuries resulting
from work related incidences or on leisure trips:
 Personal Accident Insurance for the crew
 Group Personal Accident for employees of firms/organizations
 Travel insurance (go secure)
 Employees Social Security Ordinance, 1965).
Medical Care:
Medical benefits are available for insured workers and these include general medical care,
specialist care, medicine, hospitalization, maternity care, and transportation.
Job Security:
As per section 72 of The Provincial Employees Social Security Ordinance, 1965 follow by in
which an employer can't dismiss, discharge, reduce or otherwise punish a worker during his/her
period of sickness, maternity, injury or medical care.
Sexual harassment:
Sexual harassment has remained a widespread problem in the country. Harassment has especially
been high among domestic workers, students and nurses. In a survey conducted by the Daily

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Times in August 2010, female government and private-sector employees complained about the
abusive and harassing behavior of their male colleagues as well as senior officials
Company follow the law of which is passed in Pakistan the Criminal Law (Amendment) Act
amended the Pakistan Penal Code. According to this they provide secure and protect work
environment to their employees. Monitor their workplace. Talk to employees about the work
environment. Ask for their input. Look around the workplace itself. They always keep the lines
of communication open.
Take all complaints seriously. If someone complains about sexual harassment, act immediately
to investigate the complaint. If the complaint turns out to be valid, their response is swift and
effective.
Disability:
1. On 12 November 1990, Pakistan ratified the Convention on the Rights of the Child
(CRC) which recognizes the rights of children with disabilities in Article 2 (para 1) and
Article 23. These Articles apply on all children including girls.
2. On 12 March 1996, Pakistan ratified the Convention on the Elimination of all Forms of
Discrimination against Women (CEDAW). The CEDAW is not directly talking about the
rights of women and girls with disabilities.
3. On 25 October 1994, Pakistan ratified the Vocational Rehabilitation and Employment
(Disabled Persons) Convention 1983 (No 159). The Convention for its purpose defines a
disabled person ―an individual whose prospects of securing, retaining and advancing in
suitable employment are substantially reduced as a result of a duly recognized physical or
mental impairment.
4. Pakistan Penal Code (PPC) 1860: In Section 332 (1) of the PPC, the act of disabling the
organ of the body of someone is considered hurt which carries around 10 years‘
imprisonment.
5. The Disabled Persons (Employment and Rehabilitation) Ordinance, 1981laid formal
foundation for institutional care of the persons with disability in the country. The

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Ordinance defines a disable person ―who, on account of injury, disease or congenital
deformity, is handicapped for undertaking any gainful profession or employment in order
to earn his livelihood, and includes a person who is blind, deaf, physically handicapped
or mentally retarded.
6. National Policy for Persons with Disabilities (2002)
7. National Plan of Action for Persons with Disabilities, 2006
Company strictly follow all the laws and rules proposed by government for disabled persons.
Adamjee follows the "Disabled Persons (Employment and Rehabilitation) Ordinance act in
section 10 where 2% quota was reserved for disabled persons (special persons) which is further
increased with passage of time which means that an employer may employ more than 2% of its
total workers from among the disabled ones but never less than that limit. On that basis they treat
well with their disable employees in job and also give jobs related to them if one person is
disable from legs they hire them on their skills of operating computers.
In our company, employer follow the equal employment opportunity law and provide facilities
and equal rights to all employees, if he disabled from any part. The provide accommodations to
them also. In that case they also insured disable persons rather he is employee or and individual.
In that situation they are involve in critical illness type.
During the insured term if the person dies he gets total coverage amount at the time of death. In
case the insured becomes disabled he receives the complete coverage amount. The insured also
has the option to collect the coverage amount in the form of monthly installments for 10 years
Disability Protection Benefit:
As with other benefits in Money Back plan the insured or the family have the option to tie a
lump sum amount in case the insured gets disabled due to any reason or the amount can also be
collected in form of monthly installments over a period of 10 years.
Gender discrimination:
Basically gender discrimination not occur in Adamjee company. Company provide environment
in which employees are equal. Provide equal benefits and rewards to male and females. Reward

Fiaz.crd@mul.edu.pk
them on the basis of their skills and abilities and performance on job not on the basis of their
gender. Adamjee insurance company HR director strictly take action if any gender
discrimination complaint/issue occur. They follow the law and make illegal to discriminate on
gender basis. If it occurs they manage them by compensating the employees through bonuses,
life insurance, hotel accommodations, travel expenses benefits
Age discrimination act in Adamjee insurance company:
Company follow the act of 2004 – SECTION 4 in which
 This act makes it unlawful to discriminate on the ground of age.
 This act has effect subject to certain geographical and constitutional limitations
 Discrimination on the ground of age can be direct or indirect.
 It is unlawful to discriminate on the ground of age in relation to work and certain other
areas it is not unlawful to discriminate on the ground of age if a particular exemption is
applicable
 It is an offence to do certain things related to age discrimination.
 Complaints can be made to the commission about unlawful discrimination.
on this basis, Adamjee company not discriminate in their employees on the basis of their age.
They offer jobs to their employees on the basis of knowledge skills and abilities. They don‘t
discriminate their employees on older working basis they treat equally all employees and judge
them and reward them on the basis of their performance even he/she is older or new in company.
As we got review of one employee he said joined the company as Business Development
Representative and within 4 years promoted to Manager, Business Development. It was a very
interesting job with lots of challenges and commensurate rewards. He learnt a lot about
Customer Service and Sales, both Individual and Business to Business because company is so
cooperative and they provided friendly environment without favoritism.

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Equal pay in Adamjee insurance company:
Equal pay act:
Following are laws on equal pay:
• The Constitution of Pakistan, 1973 (amended in 2012)
• West Pakistan Minimum Wage Rules, 1962
• Protection Against Harassment of Women at Workplace Act, 2010
In accordance with the section 15 of the West Pakistan Minimum Wage Rules, 1962, the
principle of equal remuneration for work of equal value between men and women workers will
be applied while fixing wages.
Adamjee insurance company apply these rules There is no distinction in male and female in
relation to payment of wages. Pay equally if both have same knowledge skills and abilities and
both performance is similar they don‘t discriminate and pay them equal
Company follow the rules of equal pay they not discriminate their employees on the basis of
gender and pay equity on the basis of knowledge skills and abilities their salaries rate is hidden.
Adamjee insurance company limited:
Reviews Interviews Salaries:
Job Title Monthly
Avg.
0 100,000 200,000 300,000 400,000 500,000
Accounts Officer PKR
XXXXXX
Salaries
are
hidden
(this is a
limited
view)
Assistant Manager
Health Services
PKR
XXXXXX
Salaries
are
hidden

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(this is a
limited
view)
Manager
Operations
PKR
XXXXXX
Salaries
are
hidden
(this is a
limited
view)
Manager PKR
XXXXXX
Salaries
are
hidden
(this is a
limited
view)
Head Of Tracker
Operations
PKR
XXXXXX
Salaries
are
hidden
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limited
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Senior Officer In
Motor Claim
Department
PKR
XXXXXX
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Manager Corporate
Relationships And
Key Accounts
PKR
XXXXXX
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Chief Financial
Officer
PKR
XXXXXX
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Fiaz.crd@mul.edu.pk
Chief Financial
Officer
PKR
XXXXXX
Salaries
are
hidden
(this is a
limited
view
Manager Corporate
Relationship & Key
Accounts
PKR
XXXXXX
Salaries
are
hidden
(this is a
limited
view)
Appearance:
Employees are treated on the basis of their physical appearance. On their dresses which create
bad impact on employee and also create bad work environment. For Appearance discrimination
Adamjee insurance company set a dress code for all employees which doesn‘t create any type of
bad impact on environment of company.

Fiaz.crd@mul.edu.pk
Chapter No#5
Managing Diversity and Equal Employment
Diversity Management in Adamjee:
In Adamjee as the marketplace for goods and services becomes increasingly global, businesses
must understand and embrace diversity in their brands as well as in their work forces. Simply
having a diverse employee population is no longer enough, according to Forbes; for a Adamjee
to succeed in today's challenging economy, it must not only meet the needs of a multifaceted
marketplace, it must respect different cultures, ideas and philosophies.
Innovation:
In Adamjee one of the biggest reasons to employ a diverse work force is the broad base of
cultural experience that will drive innovation. Whether an employee is management, mid-level or
entry level, when everyone in the work force has a similar background, the creative process that
drives innovation and problem solving is similar. A new perspective that doesn't match this
"group think" is more likely to improve the business in a unique way.
Attracting Talent -- and Customers:
Premier industry business talent prefers to work for or with a Adamjee that has a diverse work
force. Customers also prefer to buy goods and services from diverse companies, too. These are
two reasons that Forbes says to be truly successful in the global marketplace, a business must be
authentically diverse. That means a Adamjee must develop a new model that embraces diversity
as a central growth enabler.
From Recruitment to Strategy:
Companies that embrace this authentic diversity will find that having only the requisite number
of "minorities" in the workplace isn't enough. Instead, according to Forbes, companies are
developing "chief diversity officer" roles that touch more than just recruitment and human

Fiaz.crd@mul.edu.pk
resources. These CDOs will instead have greater control over areas such as strategy, marketing
and sales. Companies that have diversity among the management staff will more easily fulfill the
needs of a broad customer base.
Cultural Intelligence:
Perhaps the most compelling reason to employ a diverse work force is cultural intelligence.
When fellow employees and customers are diverse, the opportunities not just to learn but to
appreciate what values other cultures hold sacred are limitless. Adopting these values as part of
the business' core message and product fosters understanding between the cultures. When a
business operates with diversity in mind, the opportunity for shared value -- both in profit and
society -- is greatly expanded.
Aging workforce:
In Adamjee insurance Adamjee for seniors, life insurance can be a bit tricky. Not only do
policies get more expensive as you get older, they are also harder to qualify for. While finding
the right coverage can be a little more difficult, seniors do have several life insurance options to
choose from. Understanding the differences between these choices can help you find the right
type of policy, for you or an elderly loved one.
Term life insurance:
Term life insurance is temporary life insurance coverage. These policies have a set expiration
date. While term life insurance is available to seniors, it's an option most people should avoid.
First, these policies go up in price as a person gets older. Seniors will pay a lot more for this
temporary coverage than when they were younger. Another problem is that once a policy
expires, an elder might not be able to renew. Adamjee Insurance companies set a maximum age
limit for who can buy term insurance. If a person lives past this point, they'll lose their coverage
and won't be able to buy a new term policy. Now, in some situations, term Adamjee life
insurance can make sense for seniors. For instance, if you are still working and your family
depends on your income, a term policy could be a good idea until you retire. Term could also
make sense if you or an elderly loved one is paying off a temporary debt, like your mortgage.

Fiaz.crd@mul.edu.pk
However, this coverage isn't a good fit for leaving an inheritance or paying final expenses.
There's too much of a risk that the protection will expire right when you need it.
Permanent life insurance:
Adamjee Insurance provides Permanent life insurance usually makes more sense for seniors.
These policies never expire as long as an individual keeps paying their premium and the monthly
premium always stays the same. This makes permanent life insurance a good choice for covering
final expenses. Once an individual set up a policy, they know they will be providing money for
their heirs to handle these costs. Permanent life insurance can also be a good way to leave an
inheritance behind. Though, be warned that the monthly premiums for larger policies can get
quite expensive. The sooner an older adult can set up permanent life insurance coverage, the less
expensive it will be.
No health exam insurance:
To qualify for regular life insurance, an individual need to take a medical exam and meet a
minimum level of health. For many seniors, this can be a challenge. If an aging adult isn't able to
qualify for a regular life insurance policy, they might still be able to get coverage through a no
health exam policy. Like the name states, these policies don't require a health exam, so they are
much easier to qualify for. These policies usually ask a few questions about an applicant's health.
There are a few serious diseases (e.g. terminal cancer) that can disqualify an applicant, but most
are able to obtain a policy. No health exam life insurance does have some significant
disadvantages. These policies charge more per month than regular life insurance policies. They
also typically require a policyholder to live for a minimum number of years after they buy the
policy before coverage kicks in. However, if an aging adult wants life insurance and can't qualify
for regular coverage, a no health exam policy is a good place to turn.
Single premium policies:
If an elder is looking to leave money behind as an inheritance, another option worth considering
could be a single premium policy. With these policies, an individual can make one large payment
to the insurance Adamjee instead of many small monthly payments. This can be a good idea if an

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