University of central Punjab

GROUP: “3”
Section: “B”
Submitted to:
Prof. Shakoor Razvi
Submitted by:
Waseem Azam L1F08MBAM2141
Zuhair Qadir L1F08MBAM2059
Rana Mohsin Saeed L1F08MBAM2046
Muhammad Asad L1F08MBAM2062

Date: 02-06-2009

Human Resource Management

Contents
Mission........................................................................................................................................................3
Vision...........................................................................................................................................................3
Strategy.......................................................................................................................................................4
History.........................................................................................................................................................4
Head Office..................................................................................................................................................4
Location.......................................................................................................................................................5
Organization................................................................................................................................................5
Functions.................................................................................................................................................6
Term of office of the Commissioners.......................................................................................................6
Committees of the Board........................................................................................................................7
International organizational securities commission................................................................................7
Human Resource Department:..................................................................................................................10
hr department chart:.............................................................................................................................10
Objective:..............................................................................................................................................11
Recruitment...........................................................................................................................................11
Performance Appraisal..........................................................................................................................11
Compensation Management.................................................................................................................11
Career Management..............................................................................................................................12
HR Policies and Procedures...................................................................................................................12
HR Automation......................................................................................................................................12
Training wing.........................................................................................................................................12
Objective...............................................................................................................................................12
Functional profile...................................................................................................................................13
Personnel needs........................................................................................................................................13
HIRING OF PERSONNEL..............................................................................................................................13
ATTRACTING CANDIDATES........................................................................................................................14
Media Advertisement............................................................................................................................14
Benefits of print media:........................................................................................................................14
Method for collection of job information..............................................................................................15

Human Resource Management

Job Description..........................................................................................................................................15
JOB SPECIFICATION....................................................................................................................................17
Application form........................................................................................................................................19
SCREENING / SHORT LISTING THE APPLICANTS.........................................................................................27
ISSUANCE OF CALL LETTERS.......................................................................................................................28
Test validation...........................................................................................................................................28
Content Validation:................................................................................................................................29
Interviewing...............................................................................................................................................29
Why they use interview method...........................................................................................................30
Orientation PROCESS.................................................................................................................................31
Check List...............................................................................................................................................33
Training and Development:.......................................................................................................................34
Training:.................................................................................................................................................34
Development:........................................................................................................................................34
PROBATION:..............................................................................................................................................36
After termination of probation period:..................................................................................................36
Probation form..........................................................................................................................................37
Performance Appraisal..............................................................................................................................38
STEPS IN APPRAISING PEFORMNACE;....................................................................................................38
PERFORMANCE APPRAISAL METHODS USDE BY THE Secp....................................................................38
COMPENSATION:.......................................................................................................................................39
Effective recruiting....................................................................................................................................40
Advertising Your Company....................................................................................................................40
Job Requirements..................................................................................................................................40
Compensation.......................................................................................................................................40
Benefits & Incentives.............................................................................................................................41
Contact Information..............................................................................................................................41
Health facilities:.........................................................................................................................................41
2. Hospitalization...............................................................................................................................42
3. Treatment after discharge from hospitalization............................................................................42
4. Treatment for prolonged illness....................................................................................................42
5. Medical insurance..........................................................................................................................42

Human Resource Management

 6. Family............................................................................................................................................43
Employee Relations...................................................................................................................................43
Suggestions................................................................................................................................................44

Human Resource Management

MR. SALMAN SIDDIQUE
CHAIRMAN SECURITIES AND EXCHANGE POLICY BOARD
SECRETARY
FINANCE DIVISION

Q-Block, Pak Secretariat Islamabad.

Tel: (Off.) 051-9202373, 9203424 (Res.) 051-9211808
Fax: 051-201857

Mission
To develop a fair, efficient and transparent regulatory framework, based on international legal
standards and best practices, for the protection of investors and mitigation of systemic risk aimed
at fostering growth of a robust corporate sector and broad based capital market in Pakistan.

Vision
The development of modern and efficient corporate sector and capital market, based on sound
regulatory principles, that provides impetus for high economic growth and foster social harmony
in the Country.

Human Resource Management

Strategy
To develop an efficient and dynamic regulatory body that fosters principles of good governance
in the corporate sector, ensures proper risk management procedures in the capital market, and
protects investors through responsive policy measures and effective enforcement practices.

History
The Securities and Exchange Commission of Pakistan was created to succeed the Corporate Law
Authority, which was an attached Department of the Ministry of Finance. The process of
restructuring the Authority was initiated in 1997 under the Capital Market Development Plan of
the Asian Development Bank (ADB). A Securities and Exchange Commission of Pakistan Act
was passed by the Parliament and promulgated in December 1997. In pursuance of this Act, the
Securities and Exchange Commission of Pakistan, having autonomous status, became
operational on January 1 1999. The Act gave the organization the administrative authority and
financial independence to carry out the reform program of Pakistan’s capital market with the
assistance of the Asian Development Bank (ADB).

Head Office
The head office of the Commission shall be in Islamabad. The Commission may establish and
close down offices at such other places in Pakistan as it considers necessary.

Location
The Commission's main office is in the Blue Area in Islamabad.
Securities and Exchange Commission of Pakistan
National Insurance Corporation Building,
Jinnah Avenue,
Islamabad-44000,Pakistan
Telephone: 92-51-9207091 (3 lines)
Fax: 92-51-9204915
Email (General Information): enquiries@secp.gov.pk
SECP office in Karachi is on: 4th floor State Life Building 2, Ibrahim Ismail Chundrigar Road
Karachi Pakista

Human Resource Management

Organization
Securities and Exchange Commission of Pakistan (SEC) established under the Securities and
Exchange Commission of Pakistan Act 1997 was operational zed as a body Corporate on 1st
January 1999. SEC replaced Corporate Law Authority, the former corporate regulatory body. It
has been vested with adequate operational, administrative and financial autonomy.

The SEC’s head office is at the Federal Capital, Islamabad and it has eight regional offices
(Company Registration Offices), one at Federal Capital, four at provincial Capitals and three in
other major cities i.e. Multan, Faisalabad and Sukkur. The SEC has been organized into
following Divisions:

 Company Law Administration Division

 Securities Division;

 Enforcement & Monitoring Division;

 Specialized Companies Division;

 Insurance Division; and

 Support Services Division

Functions

SEC’s main functions include; regulation of securities market and related institutions like Central
Depository Company (CDC), Credit Rating Companies and Modarabas (funds operating on the
basis of Islamic economic principles); Administration of the Company Law; regulation of non-
banking finance companies like leasing companies, investment banks and mutual funds and
regulations of insurance business.

One of the important functions of the SEC is incorporation/registration of companies. This task
has been entrusted to the Company Law Administration Division which has its field offices
known as Company Registration Offices (CROs) for the purpose of incorporation / registration
of different type of companies.

Term of office of the Commissioners

Human Resource Management

Not less than three of the Commissioners (excluding the Chairman) first appointed under this
Act, to be selected at random ballot in accordance with such procedure as may be approved by
the Board (the “Term A Commissioners”) shall hold office for a term of two years, shall retire on
the expiration of that term and may be re-appointed for a further term of three years. The
Commissioners, other than the Term A Commissioners (including the Chairman, the “Term B
Commissioners”) shall hold office for a term of three years, shall retire on the expiration of that
term and may be re-appointed for a further term of three years. (2) At the end of each term,
(initial or further) or at the end of the cumulative period of five years, in the case of the Term A
Commissioners, or six years, in the case of the Term B Commissioners, as provided for under
sub-section (1), the relevant number of Commissioners shall cease to hold office and any

vacancy thus arising shall in each case be filled by the appointment of the requisite number of
qualified persons as Commissioners, each for a term of three years reckoned from the date the
vacancy being filled occurred.

Committees of the Board

The Board may constitute such number of its committees as it considers necessary or expedient
to assist it in the performance of its functions under this Act.

A committee constituted under this section shall act in accordance with the regulations made by
the Board.

Except as otherwise provided in the regulations made by the Board, the meetings of a committee
shall be held at such times and places as the chairman of the committee may determine.

 Substituted by S & E Commission of Pakistan (Amend) Ord., 2000

 Substituted by S & E Commission of Pakistan (Amend) Ord., 2000

 Inserted by S & E Commission of Pakistan (Amend) Ord., 2000

 Substituted by S & E Commission of Pakistan (Amend) Ord., 2000

 Inserted by S & E Commission of Pakistan (Amend) Ord., 2000

International organizational securities commission

The SECP has been playing an active role in the activities of International Organization of
Securities Commissions (IOSCO). The member agencies currently assembled together in the

Human Resource Management

IOSCO have resolved, through its permanent structures: Presently, the SECP is a member of the
Emerging Markets Committee (EMC), member of the EMC Advisory Board, chair of Working
Group-3 (WG3) of EMC on financial

intermediaries, member of EMC’s Working Group-2 on regulation of secondary markets, and

member of Technical Committee and Standing Committee on financial intermediaries.  As the
chair of WG3, the SECP has successfully completed its work on the mandate of “Cross-Border
Activities of Financial Intermediaries in Emerging Markets”. In this regard, the SECP prepared a
survey report based on responses of more than twenty jurisdictions from emerging markets. The
report focused on major impediments to cross border trading, the regulatory treatment of such
trading and cross border co-operation and information sharing mechanism between jurisdictions.

Human Resource Management

 

Human Resource Management

Human Resource Department:
The Human Resource (HR) Department is headed by the Director. The HR Department is
responsible for various activities that include manpower planning, recruitment and selection,
developing HR policies and procedures, managing employee benefits and compensation,
coordinating with other departments in connection with staff development and processing
employee promotions, transfers, retirements and dismissals.

hr department chart:

As shown in above hierarchy Chart Human Resource Department is headed by Executive

Director, then there is a Director, Then Joint Director, Deputy Director, Two Assistant Directors,

Human Resource Management

three Joint Executive, sixteen Operatives. There are total 25 employees in Hr Department of
SECP Lahr.

Objective:

To improve the productive contribution of human resources in ways which are strategically,
ethically and socially responsible?

Recruitment
The Human Resource (HR) Department keeps an eye on the HR needs of the SECP and recruits
suitable applicants to fill those needs. The process starts from the placement of advertisement to
market the organization and the post to potential candidates. The applications so received are
screened and candidates selected through a transparent selection process.

Performance Appraisal
Performance appraisal is a critical activity of the HR Department. For the purpose, performance
standards are established based on goals agreed between the appraisee and his/her supervisor.
The HR Department uses the information gathered through performance appraisals to evaluate
the success of recruitment, selection, orientation, placement, training and other activities.

Compensation Management
The HR Department ensures that compensation levels are competitive and all employees are
compensated fairly in terms of salaries and other fringe benefits.

Career Management
The HR department is involved in career management of its employees. This is helpful in
meeting internal staffing requirements, reducing turnover, and tapping employees’ potential. To
achieve this purpose, the HR department is involved in career counseling, promotions, transfers,
rotations, and goal setting etc. which motivates employees to grow and develop.

HR Policies and Procedures

The HR Department is responsible for formulation and implementation of policies and
procedures that further the organization’s competitive advantage and helps in achieving
organizational objectives.

Human Resource Management

HR Automation
The HR department, in coordination with Information Systems & Technology Department, keeps
improving upon the human resources information system (HRIS), Online CV Submission
System and Leave Management System.

Training wing

The Training Wing is headed by the Director. It undertakes necessary activities for capacity
building of the SECP’s employees. These activities are aimed at enhancing the productivity of
employees, equipping them with new skills, knowledge and abilities, ensuring their continued
usefulness to the organization and meeting their personal desires for advancement.

Objective

To develop SECP’s human resources through customized and need-based capacity building
programs.

Functional profile

The Training Wing is concerned with conducting training need analysis, seeking nominations,
processing local and foreign training programs, and arranging customized training programs. It
also processes the internships of fresh graduates in the SECP.

Personnel needs
There is no proper method in the SECP for developing the personnel needs but they create the
assumption. They use the junior executive scheme trough which every year they hired the fresh
graduates and then train them and rotate them in the different departments and in which he
perform well hired in that department.

The Commission may create permanent posts from time to time and may also create temporary
posts within the budget provision for a period not exceeding six months.

Human Resource Management

HIRING OF PERSONNEL
 The job requirements and specifications for a position (e.g., minimum qualification,
experience and other requirements related to the job position) are defined in the relevant
Job Descriptions.

 The requirement for hiring of the employees is identified by the concerned departmental
head. The request for new hiring is communicated to HR Department through Personnel
Requisition form (duly recommended by the concerned Commissioner).

 The Director Human Resources reviews and assesses the legitimacy and validity of the
new hiring and makes recommendations for the new hiring. The requisition is then
forwarded to the Chairman for the final approval through the Commissioner (SSD).

ATTRACTING CANDIDATES

Media Advertisement

In case of media advertisements, the draft for advertisement is prepared with a tentative date by
the HR Department & forwarded to the advertising agency through PID (Press Information
Department) for publishing.

 The draft shall be given to the agency for publishing after the approval of the
commissioner overseeing support services division.

 Advertisement specifying the vacancies shall be published in minimum two leading

newspapers according to the nature of the post. The applicant may be encouraged to
apply online as per the standard requirement after going through the SECP website.

 A notice of minimum ten days shall be given in the advertisement for the submission of
applications.

Benefits of print media:

 Newspapers and specialist media are frequently used.  However they can be expensive
and it is therefore important to carefully consider the target audience.  For example,
national newspapers will probably only be used for managerial, professional or specialist
jobs or where the local employment market is particularly buoyant.

Human Resource Management

  Specialist magazines/press can be specialist in terms of specific professions, such as
People Management or Computer Weekly or for particular groups of people, such as the
ethnic press. Using these types of publication can ensure that the advertisement attracts
those from within the profession/particular group.

Method for collection of job information

A variety of methods are used to collect information about jobs. None of them, however, is
perfect. In actual practice, therefore, a combination of several methods is used for obtaining job
analysis data. These are discussed below. And the methods used for collection of job analysis in
the security and Exchange commission of Pakistan are,

 Interviewing
 Questionnaire
 Personnel Observation

Job Description
A job description is a list of the general tasks, or functions, and responsibilities of a position.
Typically, it also includes to whom the position reports, specifications such as the qualifications
needed by the person in the job, salary range for the position, etc. In SECP a job description is
usually developed by conducting a job analysis, which includes examining the tasks and
sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge
and skills needed by the job.

The SECP use the following job description form the outside candidate, middle management,
and for low pay scale jobs.

According to the SECP Act 1997 Promotion to a higher post shall be made on the
recommendations of the designated promotion committee.

Only such persons as possess the qualifications and meet the conditions for the purpose of
promotion, as determined by the Commission shall be considered by the promotion committee.

Purpose of the following job description is to provide the clearly define the job duties to the
candidate. It include the job title, report to, report him, responsibilities etc. When it is completed
reviewed by the concerned dept. manager and approved by the HR manager and then posted for
further procedure.

Human Resource Management

 SECP
Job Description Form

Division/Department:__________________________________

Location:______________________________

Job title:_________________________________

Reports to:________________________

Title:______________________
Scale:________________ Type of position: Working hours:____________
 Full-time
 Part-time
General
Description:_____________________________________________________________
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
______________________________________________________

Work experience
requirements:____________________________________________________________
______________________________________________________________________
__________________________

Education
Requirements:___________________________________________________________
_____________________________________________________________________

Reviewed by:______________________

Title:__________________________
Approved by:_________________________

Title:_________________________

Date posted:____________________
Date hired:______________________

Human Resource Management

JOB SPECIFICATION
Derived from job analysis, it is a statement of employee characteristics and qualifications
required for satisfactory performance of defined duties and tasks comprising a specific job or
function.

The SECP Attract the candidate through the print media and the clearly define the characteristics
that must be need to perform the job. According to SECP Act 1997 A candidates for appointment
must be in good mental and bodily health and free from any physical defect likely to interfere
with the discharge of his duty. Shall be made purely on merit.

SECP
Job SPECIFICATIONS Form

Job Title:____________________________

Division/Department:__________________________

Reports To:___________________________

Scale: _______________________________

Location: ___________________________

Must be Citizen of Pakistan

QUALIFICATIONs
Education:__________________________

 minimum necessary to perform job satisfactorily

Work experience:______________________________

Knowledge:_________________________________________________________

Human Resource Management

__________________________________________________________________
_____________________________________________________________

Skills:
__________________________________________________________________
__________________________________________________________________

Abilities:___________________________________________________________
_________________________________________________________________

Physical
demands:___________________________________________________________
_________________________________________________________________

Work
environment:______________________________________________________

SUPERVISORY
RESPONSIBILITIES:____________________________________________________
_________________________________________________________________
_________________________________________________________________
______________________

Completed By: ______________________ Completed Date:________________

Reviewed By: _______________________ Review Date: __________________

Approved By:________________________

Approved Date:_______________________

Employee Name:______________________

Signature:____________________________

Application form
Application form of the SECP includes the employee’s personnel information and its
Employment background, training information and includes the reason for leaving the

Human Resource Management

organization. Ensure the employee; I can confirm that to the best of my knowledge the following
information is correct. Also take the signature of the of employees on this page.

HRM-

Secp
APPLICATION FORM Form No.____________

CONFIDENTIAL

EMPLOYMENT APPLICATION FORM

FOR THE POST OF _______________________

Name: __________________________ Father’s/Husband’s Name: ____________________

Present Address: ______________________________________________________________

______________________________________________________________

Permanent Address:_____________________________________________________________

_____________________________________________________________

Telephone. Residence: Office:

Human Resource Management

TO BE FILLED IN BY HUMAN RESOURCE FUNCTION

Action:

Reference from:

Issue Interview letter ( )

S.No: ________________

Issue Regret Letter ( )

Post Applied: _____________

_______________________

Head of HR Function

Human Resource Management

National Identity Card - -

No.

Photograph

Date of Birth:_________________ Nationality:__________________

Place of Birth/Domicile__________ Single ( ) Married ( )Other_______

Male ( ) Female ( ) Notice period required:___________

Dependants ( if any)

Name: Relationship with Applicant:

_________________________ ________________________________

_________________________ ________________________________

_________________________ ________________________________

_________________________ ________________________________

ACADEMIC/PROFESSIONAL QUALIFICATION (last qualification first)

Name of Institution Year Certificate/Degree Grade/Division

Membership of professional bodies:

1._____________________________________________________________________________

Human Resource Management

 2._____________________________________________________________________________

LANGUAGES:
Spoken Written Read

Excellent Good Fair Excellent Good Fair Excellent Good Fair

Hobbies:
1._____________________________________________________________________________

2._____________________________________________________________________________

PRESENT/MOST RECENT EMPLOYMENT

Company Name: _________________________________________________________________________

Address:_________________________________________________________________________________________
________________________________________________________________________________

Present/Most Recent Position: _____________ Salary & benefits:

Gross Salary: ________________________________

Position (at the time of joining): ____________ Bonus: ________________________________

Date of Joining :_____________________ L.F.A: ________________________________

Car: ________________________________

Others: ________________________________

PREVIOUS EMPLOYMENT (last employment first) OTHER THAN ABOVE.

Position Reason for
Company Name & Address From To Last gross salary
held leaving

Human Resource Management

1.
2.

3.

4.

Expected Salary & Allowances/Benefits: ____________________________________

Details of Training or Certificate/Diploma if
From To Company or Institute
apprenticeship any

2.

3.

4.

Have you ever applied to SECP for any position before this? Yes No

If yes, for which position (s): _______________________________________________________________

Date of Application(s): _________________________________________________________________

Outcome of the Application: ______________________________________________________________

HEALTH
Mention any disability, serious illness or operation which you have had

Do you have any defect in any of the following:

Sight Yes ( ) No ( )

Human Resource Management

Hearing: Yes ( ) No ( )

Speech: Yes ( ) No ( )

Have you ever been convicted in any criminal case? Yes ( ) No ( )

If yes, give details:_______________________________________________________________________________

How do you see your self 5 years down the road? Discuss
briefly.___________________________________________________________________________________________
_________________________________________________________________________________________________
_______________________________________________________________________

Summarize your personality in four to five lines?

_________________________________________________________________________________________________
_________________________________________________________________________________________________
________________________________________________________________

Briefly outline the factors that motivated you to apply for this position?
_________________________________________________________________________________________________
_________________________________________________________________________________________________
________________________________________________________________

Briefly analyze the relevance of your experience with the position applied for?
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________

If you are hired for this position, what would be your expectations regarding the work environment & co-
workers?

Human Resource Management

.________________________________________________________________________________________________
_________________________________________________________________________________________________
__________________________________________________________________

REFERENCES

Name and addresses of two References:

1. Name___________________________________ 2. Name_____________________________________

Address: __________________________________ Address: ____________________________________

__________________________________ ____________________________________

__________________________________ ____________________________________

Relation: __________ Phone: _______________ Relation: ___________ Phone: ________________

DECLARATION
I declare that the information given above is correct and that I have not withheld any information, which may adversely
affect my fitness for employment. I understand that in the event of my employment with this Organization, if it is found
that any statement made by me is untrue, it shall be treated as an act subversive of discipline of the Organization and will
be sufficient cause for termination / dismissal.

Name, address and telephone number of person to be

Date: _________________
contacted in emergency: _________________________

________________________ __________________________

Signature

SCREENING / SHORT LISTING THE APPLICANTS

In case of applications invited online, computerized screening and short listing of the applicants
may be done. The screening / short listing criteria will generally fulfill the following conditions:

 Check all the requirements in the application form are being fulfilled.

Human Resource Management

  Check that all entries in the form are complete with the instructions given.

 In case of applications, which are received in hard copy, manual data entry will be made
in online CV submission system by the HR Department.

 The above screening procedures will also hold true for applications secured over time
with their record available on the commission’s computerized database.

 The resumes are scrutinized and short listed by the HR Department in consultation with
the Head of concerned Department, based on the requirements of the position.

ISSUANCE OF CALL LETTERS

The call letters will be issued to the candidates as short listed by the screening / short listing
procedure.

 Call letters may be sent through email. The interview/test call letters will be issued giving
a notice time of a week to the candidates to appear before the selection committee. The
candidates will be required to bring along their certificates/ testimonial s on the day of
interview.

 In case where tests have been prescribed, HR department will organize tests. HR
department will prepare test materials taking necessary expert input internally or
externally and a final rating sheet of the candidates will be prepared by the HR
Department.

Test validation
Test validation is a procedure that demonstrates that a test is job-related and correlates to on-the-
job performance. And the SECP adopt the validation method and in the validation they use the
content validation for testing the employees.

Content Validation:

Is a procedure where the content of the job in question is analyzed, matched and compared,
(function by function) to the abilities measured by the test. This shows that the test is related to
the job. The Secp hire the professional trainer for training. He also validates the test of the
candidates and there is no hard and fast rule for validation of test.

Human Resource Management

Interviewing

The SECP used the panel interview that consists of the commissioner, executive Director of
concerned department. The interview method consists of asking questions to both incumbents
and supervisors in either an individual or a group setting. The reason behind the use of this
method is that job holders are most familiar with the job and can supplement the information
obtained through observation. Workers know the specific duties of the job and supervisors are
aware of the job’s relationship to the rest of the organization.

The SECP interview the candidates to collect information about the candidate such as

The relevant selection committee (already constituted with the approval of commission) will
conduct interviews and assess the candidates.

Composition of selection
Sr. No. Class of Employees (Pay Scale)
Committees
1. For Executive Directors and equivalent in CPS – Three Commissioners including the
10 commissioner of concerned
Division, Commissioner (SSD) and
any other Commissioner, available.
2. For Officers in CPS-9 Two Commissioners including the
Commissioner of concerned
Division, Commissioner (SSD) and
One Executive Director.

3. For Officers in CPS -5 to 8 Commissioner of the concerned

Division, an Executive Director and
Director (HR)

4. i) For officials in CPS 1 to 4 (at HQ) i) Executive Director concerned, any

ii) For officials in PS 1 to 4 (at CROs) Director and Director (HR)
ii) Executive Director concerned, In
charge of the CRO concerned and
Director (HR)

 In case, if the commissioner is not available, the Executive Director of the concerned
department will represent.

Human Resource Management

  Each member of the section committee assesses the candidates and gives their comments
and recommendations on rating sheet.

 In case of senior positions e.g. Joint Director and above HR Department will arrange
second interview with the chairman. However, in case of Assistant Director and Deputy
Director, the department will prepare the minutes after panel interview and forward them
to the chairman for his assent.

 After selection of the candidates, the Director Human Resources settles the terms and
conditions of the appointment with the selected candidates in the consultation with the
concerned Commissioner and Commissioner (SSD).

Why they use interview method

 Allows the participant to describe what is meaningful or important to him or her using his
or her own words rather than being restricted to predetermined categories; thus
participants may feel more relaxed and candid.

 Provides high credibility and face validity; results "ring true" to participants and make
intuitive sense to lay audiences

 Allows evaluator to probe for more details and ensure that participants are interpreting
questions the way they were intended

 Interviewers have the flexibility to use their knowledge, expertise, and interpersonal
skills to explore interesting or unexpected ideas or themes raised by participants

 Sometimes no existing standardized questionnaires or outcome measures are available

that are appropriate for what your program is trying to accomplish

Orientation PROCESS
EMPLOYEE ID:
NAME:_______________________ ________________________ DESIGNATION:__________________

DATE OF
DEPARTMENT:__________________ JOINING:________________ DATE OF BIRTH:_________________

Human Resource Management

 QUALIFICATION:_______________ WORK
_ EXPERIENCE:____________ CONTRACT: REGULAR:

Day / Resource Division / Introduction with the Personnel / Senior Management of the
Date Person Department Divisions & Presentation / Briefing by the designated
resource person / s from each Division/ Department / Wing,
on various Departmental workings and responsibilities.

Support
I Services Into. To HR Department
DAY Division /
HR Department
Introduction to SSD resources (FINANCE Dpt., IT Dpt. & ADMIN
Dpt.) and respective Directors.
& Introduction Presentation by the HR Dpt. on the Introduction to SECP which
to all includes the History of SECP, its Mission. Vision and strategy, the organ
three_______ gram and SECP’ divisions, and the role of HR in SECP.
Along with the presentation the new recruits will be handed out
welcome kit that includes i.e. Fact Sheet, Employee handbook,
Handbook receipt, Newsletter of the Commission).

Chairman’s
Secretariat / Introduction with the Executive Director (Law Dpt. and Chairman’s
Legal Secretariat) , the Directors and All Officers
Department

RESPECTIVE
First Day (on the Day of Joining), after orientation with the Support Services
DEPARTMENT
Division, the Individual is briefed about his / her respective Department /
OF THE
Division, accordingly, by the resource person.
EMPLOYEE

II Executive Director (Company Law Division),

DAY Enforcement Department I

Company Law Enforcement Department II

Division MIS Wing
(Enforcement
Dpt. / Investigation & Compliance Wing
Registration

Human Resource Management

 Department) Registration & Licensing Wing

Briefing on the CRO’s (Khi, Lhr, Rwp, Mul, Sukkur, Peshawar,

Quetta) and their role / objectives in the Commission by the resource
person from the Reg. Department.
NBFC (Non Banking Financial Company)
Specialized
Companies NBFC I
Division ( All
Wings in the NBFC II
NBFC Dpt)
Mordarba

M&I

Specialized Insurance
Companies Life Insurance
Division
(Insurance Dpt.) Non Life Insurance
Securities Registration & Inspection Wing & Investors’ Complaint Wing
Market Division
( All Wings)
Beneficial Ownership Wing & Monitoring & Surveillance Wing

Commodity Exchange Wing

Capital Issue Wing
Stock Exchange Wing
Professional
Services &
Policy Division Policy Wing

Professional Services Wing

Endorsement

Hr representative Date:

Director hr Date:

Check List

Human Resource Management

  Employee ID given, Copy of Offer letter / Documents/ Exp Letters &
Photographs and all records on file with database updated
 Announcement through Office Order/email
 Introductory presentation on SECP with its mission Statement and
Objectives
 Extract of the Service Manual which includes reporting hierarchy and
supervisory Structure, Grievance procedures, Leave Policy (Attendance and
absences)
 Disciplinary procedures, Dress code, Work ethics and etiquettes etc.

 Welcome kit (Fact Sheet, Employee handbook, Handbook receipt /

acknowledgment form, Induction review form, job description, Stationery
form / Accounts Form/ IT Form, Newsletter of the Commission)
 Arrangements for the workstation, PC, telephone ext, lunch through relevant
departments.

Training and Development:

Training:

It is a learning process that involves the acquisition of knowledge, sharpening of skills,

concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.
The SECP follows the on the job training method. They hire the professional trainer that trains
the employees.

Development:

The enhancement of the skills, knowledge, and experience of employees with the purpose of
improving performance. Employee development, unlike personal development, is usually
coordinated by the employing organization. It can use a variety of training methods, and is
usually conducted on a planned basis, perhaps as a result of a performance appraisal.

They develop their employees by rotating them in different departments in order to enhance their
performance. And the employee how performs well in any department and he has been hired in
that department.

The purpose of orientation is ensuring that employees know what to do and how to do.

 Orientation helps employees in these ways:

 Employees feel welcome and ease in organization.

Human Resource Management

  Employees understand the organization.
 Employees able to know what expectation organization have from them.
 Employees learn from group of people in society.

There are five steps in training process:

 Needs analysis
 Instructional design
 Validation
 Implement the program
 Evaluation

The SECP have a specific program for training employees name as

“MDP” (management development program)

They hire group of five professional trainers to train the employees for a specific period
after their needs analysis. They develop their behavior and attitude to perform better in
their job. This program is adopted for whole commission and there is a revise session of
training in every year.

PROBATION:
In a workplace setting, probation is a status given to new employees of a company or business.
This status allows a supervisor or other company manager to closely evaluate the progress and
skills of the newly hired worker, determine appropriate assignments and monitor other aspects of
the employee – such as how he/she interacts with co-workers, supervisors and/or customers.
A probationary period varies widely depending on the business, but usually lasts anywhere from
30 to 90 days.

In SECP the successful candidate is initially placed on probation for 6 months. On completion
of probation, HR Department asks for report from the departmental head of the relevant
employee, who gives his Comments/recommendations on the performance, suitability and
conduct of the employee. In case of satisfactory performance, the probation period of the
employee is terminated with the approval of the competent authority.

After termination of probation period:

In Case of the dissatisfactory employees According to the SECP Act 1997;

Human Resource Management

  the services of an employee may be terminated for any reason, other than misconduct, by
giving him one month notice or pay in lieu thereof;
 the period of notice shall commence from the date of issuance of such notice;
 the Commission may terminate or dispense with the services of a bonded employee
without assigning any reason:

Provided further that no bonded employee shall be allowed to resign or leave the service while
on training abroad without payment of all the expenses.

Probation form

SECP
Probation Form

Department: _________________________
Manager: ___________________________
Date: _________________________
Employee: ___________________________
The above-named employee’s probationary period (6 months) will end on _______________.
Above Average Average Less than satisfactory Unacceptable

Job Knowledge [] [] [] []

Comments:
______________________________________________________________________
____________________________________________________________
Initiative [] [] [] []

Comments:______________________________________________________________
________________________________________________
Communication Skills [] [] [] []

Comments:______________________________________________________________
____________________________________________________________________
Dependability [] [] [] []

Comments:______________________________________________________________
______________________________________________________________________

Human Resource Management

Work Organization [] [] [] []

Comments:______________________________________________________________
_____________________________________________________________________
Decision Making [] [] [] []

Comments:______________________________________________________________
_____________________________________________________________________
Employee’s Overall Evaluation [ ] [] [] []

Comments:
___________________________________________________________________
______________________________________________________________________
Please answer either question one or two:
1. Do you wish to retain this employee? Yes [] No []

Comments/Supporting Information: ____________________________________________

______________________________________________________________________
____________________________________
Department Head Date:
______________________________________________________________________
________________
My supervisor has met with me to discuss my performance. (Attach page with additional
Comments, if necessary)
_____________________________________________________

Employee Date:______________________________________

Please complete and return this form to Human Resources no later than: _______________

Date: ___________________

Performance Appraisal
Means setting work standards, assessing performance and providing feedback to employees to
motivate, correct and continue their performance.

STEPS IN APPRAISING PEFORMNACE;

 Defining the job

 Appraising performance
 Providing feed back

Human Resource Management

PERFORMANCE APPRAISAL METHODS USDE BY THE Secp

Alternation ranking method :

SECP rank employees from best to worst on particular trait,first they choose highest then
lowest until all the employees has been ranked.

Paired comparison method:

SECP also use paired comparison method for performance appraisal in which they make all
possible pairs of the employees for each trait and indicate that who is the best employee of the
pair.

COMPENSATION:
Pay rates are established on the basis of “CPS“(commission pay scale) because Autonomous
body and there is no any competitors through which the organization compare its pay rates.

SECP is using competency base pay rates, if the performance of employees is good then he is
offered 15% increment on, CPS, and if performance is very good , he is offered 25% increment
and on excellent performance the employee is offered 35% increment. On CPS SECP is

using competency base pay in order to enhance the performance of his employees and motivate
them to work more efficiently and effectively

The SECP using organization wide incentives programs and it offer their employees the
performance based bounces, extra work bounces, allowances honorarium, additional pay, cash
awards and special allowances.

They have different incentive for their senior management such as:

 Vehicle facility
 House rent or allowances
 Free hotel facility while doing organization task
 Cell phone facility

SECP is offering different incentives and benefits in the form of :

 Over time premium

 Petrol facility
 Lunch facility

Human Resource Management

  Loan and advances

Effective recruiting
Advertising Your Company
the more job seekers know about how great your company is, the more they'll want to be
employed and stay employed with you. Marketing SECP as well as your job openings is
important. SECP attract the

candidates through the print media. To make the recruitment effective they must advertised on
the internet, colleges and in universities.
Job Requirements
For the effective recruitment the SECP make sure the education and skills of the candidates
according to the requirement of the job. Specifies the skills clearly in the job specification form.
Clearly define the job description in a manner in which the candidates easily understand the job
and no doubt about the job entail.

Compensation
Always begin your advertisement by listing the minimum salary you're willing to pay to a person
who might need 'on the job training' ranging to what you'd be willing to pay that 'perfect' person
who has all the

experience and skills you're looking for. The SECP already providing the enough compensation
in the form of,
 Medical Allowance
 Provident Fund
 Gratuity Fund.
Benefits & Incentives
Benefits and incentives are important for job seeker to consider on. So, always outline your
insurance plans, as most job seekers are looking for a long-term position. To make the effective
recruitment SECP providing the following benefits and incentives
 Cash Award on the best performance
 Vehicle facility
 House rent or allowances

Human Resource Management

  Free hotel facility while doing organization task
 Cell phone facility

Contact Information

You will miss out on hearing from ideal candidates by limiting the different ways one can apply
for a position. The candidates who might not have access to a fax machine or the ability to send
an email from home may lose their opportunity to apply for the jobs. The SECP check the
references to make the effective recruitment in the application form and they also check the
previous employment record.

Health facilities:
According to the secp act 1997 & Service the following Facilities SECP given to there
employees.

1. Medical allowance. All employees shall be paid medical allowance at the rate of 10%
of basic pay per month to meet usual expenses on account of medical treatment for
themselves and their families.

1. 1-A Reimbursement of Medical Charges to Chairman and Commissioners.

The Chairman and Commissioners would be entitled to reimbursement of all actual
expenditures including the consultancy fee paid to the doctor subject to the limit of 10%
of their basic pay.]
2. Hospitalization.In addition to the medical allowance and reimbursement as described
in paras 1 and 1-A above, the Chairman, Commissioners and the employees shall be
entitled to reimbursement of hospitalization charges, for themselves and their families as
defined in Para 6 below. All such expenditure on hospitalization shall be authorized by
the Commission.

3. Treatment after discharge from hospitalization. The cost of medication, tests and
consultation fee in connection with the same illness, if it is part of hospitalization of an
employee or any member of his/her family discharged from the hospital but require

Human Resource Management

 treatment as an outdoor patient, shall be reimbursable on the authorization of a committee
consisting of two Commissioners and an Executive Director.
4. Treatment for prolonged illness. The cost of medication, tests and consultation fee
in connection with a prolonged illness of an employee, shall be reimbursable as an
outdoor patient on the recommendation of a committee constituted by the Commission,
aindicated in Para 3 of the secp act 1997.
5. Medical insurance.The Commission may get a medical insurance cover in due course
and in that case the entitlement of medical allowance and hospitalization shall be suitably
amended. The details of such cover shall be notified by the Commission from time to
time.
6. Family. For the purpose of this chapter the term “Family” includes, spouse, legitimate
children, step-children, parents residing with and wholly dependent upon the Chairman, a
Commissioner or an employee. If he has no legitimate child of his own or step-child, one
adopted child; provided that under the personal law of the employee concerned, the
adoption is legally recognized as conferring the status of a natural child and prior
approval of the Commission is obtained.

Employee Relations

Employee relationships involve the body of work concerned with maintaining employer-
employee relationships that contribute to satisfactory productivity, motivation, and morale.
Essentially,

Employee Relations is concerned with preventing and resolving problems involving individuals
who arise out of or affect work situations.

Advice is provided to supervisors on how to correct poor performance and employee

misconduct. In such instances, progressive discipline and regulatory and other requirements
must be considered in effecting disciplinary actions and in resolving employee grievances and
appeals. Information is provided to employees to promote a better understanding of
management's goals and policies. Information is also provided to employees to assist them in
correcting poor performance, on or off duty misconduct, and/or to address personal issues that
affect them in the workplace. Employees are advised about applicable regulations, legislation,
and bargaining agreements. Employees are also advised about their grievance and appeal rights
and discrimination and whistleblower protections.

Human Resource Management

Suggestions
 SECP should use internet advertisement for hiring people.
 They should use trend analysis method for forecast personnel needs.
 Their job description is low oriented and they should make it flexible.
 SECP test should be valid as well as reliable.
 There should combination of three training methods:
 Job instruction training method
ss
 Audio Visual training method
 Computer based training method
 Every employee should be given uniform training.
 Employee should be sent in foreign country for getting proper training.
 SECP should secure future of its employees by hiring them on permanent basis.

Human Resource Management