3. SZABIST
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Incorporated in Pakistan on 9th October, 1991
Network of 235 branches/ sub-branches, including 31
dedicated Islamic banking branches and 4,401 online ATMs
Total assets of Rs, 314.7 billion, with 885,764 banking customers,
serviced by our 6,442 employees
Askari Investment Management Limited and Askari Securities
Limited are subsidiaries of Askari Bank
7. SZABIST
Our Employees
• We strongly believe that the interests
of the Bank and the employees are
inseparable. At Askari we try to create
a culture where there is mutual trust
and respect for each other.
Our Communities
• We fully recognize our corporate
social responsibility and our
contributions to different area of
social sector aimed to help improve
the quality of life in our country.
8. SZABIST
HUMAN RESOURCE DEPARTMENT
1.HR Philosophy- Transforming Human
Capital into Competitive Advantage
2.How Bank Operates- Grading Structure
3.Alignment of HR strategy with
Organizational goals
15. SZABIST
RECRUITMENT FOR
MIDDLE & SENIOR LEVELS
• For senior management employees – referrals
are taken
• For middle managers, the jobs are advertised
or out-sourced
17. SZABIST
JOB SPECIFICATION
• The job specification for ASKARI bank
employees includes the minimum qualification,
special training requirement and experience
• It is mentioned for every type of job that is to
be advertised especially the MTO’s
19. SZABIST
SELECTION
• Apply Online
• Entry Test
• First Interview
• Second
Interview
• Panel Interview
• Background
Investigation
As per discretion of
the
management
25. SZABIST
TRAINING & DEVELOPMENT
• Training & Development - Investment in their assets
• Training modes
• Classroom training
• Video cases
• On the Job Training
26. SZABIST
PURPOSE OF TRAINING
• Improvement of Soft Skills
• Improvement of technical skills
• Future Prospects of Training
• Train the trainees
27. SZABIST
COMPENSATION
• House Rent Allowance
• Medical Allowance
• Fueling Allowance
• LFA- Leave for assistance
• End of Service Benefit
• Gradate
31. SZABIST
OBSERVATIONS
• Decisions are not inline with the polices of the bank
• Recruitment polices and procedures are not been
followed in true letter head spirit
• Favoritism and nepotism is a common feature in
recruitment
• Importance is not given to placement of employees
• Retaining of employee, in competitive banking
environment
• Job advertisement does not contain job description
32. SZABIST
RECOMMENDATIONS
• Human resources are the lifeblood/asset of the
organization. Favoritism and nepotism may be
discouraged in order to promote the culture of
justice/EEO
• Placement of the employees may be on their
qualification/ experience
• Job description made part of advertisement in order
to avoid bad selections
• Bank polices regarding recruiting may be followed in
letter head spirit
