ASKARI BANK INTERNSHIP REPORT

EXECUTIVE SUMMARY

The report is a thorough and comprehensive profile of the Askari Commercial

Bank Limited. The report begins with the introduction of the bank, citing its brief

history, the objectives of the creation and the structure of the bank.

I then discussed about my internship program and the plan of training

program. As an intern in Human Resource Division (HRD) of Askari Bank Limited, I

learned about their structure and hierarchy, their recruitment process in the

organization.

Here comes the important part I.e. analysis of the company. I did SWOT

(Strengths, Weaknesses, Opportunities and Threats) Analysis, critical analysis of the

organization.

In the end of the report after analyzing the organization and HRD, I state the

conclusion and recommendation on how to make this organization work better.

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INTERNSHIP REPORT 2015

LIST OF ABBREVIATIONS

 AWT – Army Welfare Trust

 ICAP – Institute of Chartered Accountants of Pakistan

 ATM –Automated Teller Machine

 AKBL – Askari Commercial Bank Limited

 RTC – Rupee Travelers Cheque

 EVP – Executive Vice President

 SVP- Senior Vice President

 HRD- Human Resource Division

 VP- Vice President

 DRC – Data Reporting Cell

 HR – Human Resources

 KSA – Knowledge, Skills and Abilities

 HRMS – Human Resource Management System

 OBU – Off-Shore Banking Unit

 APR – Annual Performance Review

 OG - Officer Grade

 COG - Cash Officer Grade

 SWOT – Strengths, Weaknesses, Opportunities and Threats

 ICMAP – Institute of Cost and Management Accountant of Pakistan

 FTD – Foreign Trade Division

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INTERNSHIP REPORT 2015

TABLE OF CONTENTS
INTERNSHIP LETTER..................................................................................................iii
ACKNOWLEDGEMENT.......................................................................................................iv
EXECUTIVE SUMMARY.......................................................................................................v
LIST OF ABBREVIATIONS....................................................................................................i
CHAPTER I..............................................................................................................................1
HISTORY OF ASKARI BANK LIMITED.................................................................1
NATURE OF THE ORGANIZATION........................................................................2
PRODUCTS................................................................................................................3
COMPETITORS.........................................................................................................5
ORGANIZATIONAL STRUCTURE..........................................................................6
CHAPTER II............................................................................................................................9
TASK PERFORMED AT ASKARI BANK.................…………………………………………12
WEEK 1........................................................................................................13
WEEK 2........................................................................................................13
WEEK 3........................................................................................................14
WEEK 4........................................................................................................14
WEEK 5........................................................................................................15
WEEK 6........................................................................................................15
TRAINING PROGRAM............................................................................................16
HUMAN RESOURCE MANAGEMENT DIVISON.................................................19
HUMAN RESOURCE MANAGEMENT PROCESS IN THE ORGANIZATION...20
TRAINING & DEVELOPMENT..............................................................................22
CHAPTER III.........................................................................................................................24
SWOT ANALYSIS OF ASKARI BANK LIMITED.................................................24
CHAPTER IV.........................................................................................................................26
CONCLUSION..........................................................................................................26
RECOMMENDATIONS............................................................................................29
ANNEXURE..........................................................................................................................31
REFERENCES.......................................................................................................................33
 CHAPTER I

HISTORY OF ASKARI BANK LIMITED

AKBL worked as a unit of Fauji Foundation. It was established for the Welfare of

Army Officials. The head office is situated at F-8 Markaz, Islamabad (Previously

AWT Plaza, Rawalpindi).

Askari Bank Limited was established on 9th October 1991 in Pakistan, as a public

limited company. It commenced its operations on April 1 st, 1992, and it’s mainly

involved in the business of banking, as characterized in the Banking Companies

Ordinance, 1962. It is registered in Islamabad, Lahore and Karachi Stock Exchanges

and its share is currently top performing among the new private segment banks in

Pakistan. Askari Bank Limited has extended into a countrywide existence of 326

branches, and an overseas banking Unit in Bahrain. A shared network of over 407

online ATMs covering all major cities in Pakistan supports the distribution channels

for customer service. As on March 31, 2015, the bank had equity of PKR 24.8 billion

and total assets of PKR 471.6 billion, with over 600,000 banking customers, serviced

by over 5,000 employees.

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 Over the years, the bank has acknowledged numerous AWARDS for the value of

its banking services to individuals and corporate. Askari Bank Limited was declared

Best Annual Report Award by ICMAP & ICAP for the years 2011 and runner – up

in 2012. Also, Global Finace Magzine awarded it as the Best Bank In Pakistan for

the years 2001, 2002 and 2003. As early as 1994, 1996 and 1997, the Bank received

the Euro money and Asia money awards for the Best Domestic Bank in Pakistan.

Askari Bank Limited won the first prize in the Best Corporate Report awards for the

years 2000, 2001 and 2002 from ICAP and ICMAP. Recently it got “Best Presented

Annual Report Award and SAARC Anniversary Awards for

Corporate Governance Disclosures” by South Asian Federation of Accountants in

2011.

NATURE OF THE ORGANIZATION

Askari bank Ltd. is one of the leading private sector bank in Pakistan. It has

demonstrated a constant and steady development throughout the years. Askari Bank

Limited commits itself to search out new prospects and make its current operations

well-organized. It continues to struggle for the best in presenting technology-based

solutions to the esteemed customers and keep sound control environment. During

2014, various activities were successfully finished and executed including payment of

utility bills electronically, inter-branch funds transfer, and new IT systems for the

Treasury operations.

Askari Bank Limited, along with a foreign bank, was the original co-founder of

the “One-Link” ATM network in Pakistan. Nine other banks have since joined the

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ATM network, including four of the five largest. Through this, the customers have

round-the-clock access to over 400+ ATMs, covering all the major urban centers in

Pakistan. Askari’s customers can now pay their telephone bills via the Bank’s ATM

network, or over the Internet. The swift connectivity of the Bank has also been

upgraded.

PRODUCTS

Consumer Banking Services

Personal Finance

Personal Finance is a parameter driven item to cater to the public’s need in

different parts of country. One can gain ultimately through Askari Bank's Personal

Finance. With unmatched finance highlights in terms of loan amount, payback period

and most reasonable monthly payments, Askari Bank's Personal Finance verifies that

one gets the most out of his/her credit. Once a good record of loan payment is

established, the door to benefit opens much wider

Mortgage Finance

Askari "Mortgage Finance" offers the ease of possessing a house of own

selection, while living in it at its leasing value. The installment plan has deliberately

intended to suit both the financial plan & housing prerequisites. It has been intended

for upgrading financing offer initially for employees of corporate companies for

acquisition/ creation/ overhaul of house.

3
 Business Finance

In pursuance of the National objectives to revive the economy of the country,

AKBL is providing loans to small and medium size business enterprises under Askari

Bank's Business Finance Scheme. Our goal is to offer a loan, which enables business

community to receive the financing required by them based on their cash flows. Our

valued customers can enjoy the convenience of getting financing on attractive terms

with the minimum processing turnaround time.

Paishgi Munafa Account

Askari Paishgi Munafa Account is a unique term deposit designed to meet the

immediate financial needs of individual investors who want to invest funds for the

medium term. Now you don’t have to wait the entire term to receive your profit. The

most significant feature of this product is that the customer receives the entire profit

upfront at the time of placement. So you can fulfill your financial needs today without

depleting your savings.

Auto Financing

Yet another of our products, ASKCAR offers the most convenient and

affordable vehicle- financing scheme, which provides our valuable customers an

opportunity to own a brand new vehicle of their choice. With minimum down

payment, lowest insurance rates and widest range of available car makes and models,

ASKCAR offers the best value to our esteemed customers.

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 AskariCard

ASKCARD means freedom, comfort, convenience and security, so that you

can have retail transactions with complete peace of mind. ASKCARD is your new

shopping companion which enhances your quality of life by letting you do shopping,

dine at restaurants, pay your utility bills, transfer funds, withdraw and deposit cash

through ATM anywhere, anytime.

Value plus Deposits

The first liability product launched by this unit is showing a remarkable acceptability

in the market. The growth of this product is witnessed by its share, which has

presently reached at Rs. 1,079 Million even after lowering down the profit rates due to

sufficient liquidity in the market.

Competitors

Askari Bank’s competitors are:

 BANK AL-HABIB LTD

 AL-FALAH BANK

 NIB

 UBL

 ALLIED BANK OF PAKISTAN LTD

 FAYSAL BANK LIMITED

 STANDARD CHARTERED BANK LTD

 MUSLIM COMMERCIAL BANK

 MEEZAN BANK

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 ORGANIZATIONAL STRUCTURE

The Structure of Askari Bank is well defined and well designed according to

types of services they provide. This structure has been defined by keeping in mind the

needs and demands of its customers and employees.

Functions of the Divisions

There are many divisions in Askari Bank Limited; their functions are as follow.

Credit Administration Division

This department is headed by SVP. Credit division is responsible for review of

credit proposal submitted by branches, giving approvals, provisioning of bad debts

and monitoring the portfolio.

Finance Division

SEVP heads finance division. This division is responsible for keeping the

records of all the transaction of different branches. Finance division is further divided

into subdivision, which are Budget and Finance & DRC.

Operations Division

Operation division is headed by Group Head Operations SEVP, deals with

opening of new branches. It analyzes the feasibility reports about the proposed

branches. It also deals with aspects such as choosing the buildings and fixing the rent

for it. This division also helps in making a layout of the whole branch.

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Human Resource Division

HRD basically deals with the human aspects of the organization. This division

is headed by the SVP. The major functions of this division are to recruit persons,

decide about promotions, transfers etc., and holding training programs and provide

administration related services.

Services Quality Division

SQD deals with quality of services given to customers of the bank. This

division is headed by SVP. This division monitors the environment given to the

customer in branch and tries to rectify the complaint of customers.

Strategic & Planning Division

This division being headed by SVP is responsible for adopting different

business Strategies. Recently it has introduced many consumer services in response to

tough Competition with competitors such as credit card, visa card, and Askari master

card, Askari Link etc

Corporate Banking Division

Senior Executive Vice President and deal corporate matters of the bank head

this division. The major aim of this division is to provide lending facilities to

corporate clients under syndication arrangements.

Islamic Banking Services Division

Islamic Banking was established under the brand 'Askari Islamic Banking', by

opening 6 committed Islamic Banking branches in main cities of Pakistan. Currently,

there are 56 Islamic banks working in Pakistan. Their goal is to put in place a well-

organized banking system supportive to economic impartiality and prosperity of

society in line with Shariah standards.

7
Number of Employees

There are total of 6500 number of employees working in Askari Bank.

Regular / Permanent Employees: 5896

Contractual Employees: 944

Main Offices

Registered Office

Askari Bank Limited

AWT Plaza, The Mall, P.O Box # 1084

Rawalpindi – 46000, Pakistan

Regional Offices of Askari Bank ltd.

The Regional Office – North,

AWT Plaza, The Mall,

Rawalpindi.

The Regional Office – Central,

Gulberg – III Branch,

Lahore.

The Regional Office – South,

Clifton Branch,

Karachi.

Mostly the Group heads and Divisional Heads are in the Head Office.

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 CHAPTER II
As per the requirement of Quaid-I-Azam University, I did six weeks internship

in “Askari Bank Ltd” Human Resource Division. The plan of Internship was to gain

information about the inference of Human Resource Plans and Policies. For this

purpose Askari Bank Ltd was the perfect choice, because it is one of the fastest

growing private sectors Bank. I did not plan my internship, but I only had one thing in

mind and that was to gather information as much as possible about the whole Human

Resource Division of

Askari Bank Ltd.

Brief Introduction of HRD Department

The Human Resource Division of Askari Bank Ltd is well defined and well

established Division. With the passage of time changes have been made. For the

Management of Askari Bank Ltd, the importance of Human Resource activities has

increased with time. In the beginning Human Resource Division was only under

Administration, but now, it has been removed from the hierarchy of HR Division, so

now the HR Division is only responsible for hiring, firing and all in between. The HR

Division has 40 employees, the head of HR division is Mr. Bakar Ahmed, SVP

(Senior Vice President), there are 6 executives in the division, there are 3 managers in

HR division and rest of them are officers, clerical and peons.

9
 Starting and Ending Dates of Internship

The starting and the ending day of my internship were totally different in a

sense that one the first day, everything was new to me. On my first day I wanted to

leave early, but as the time passed away, I got use to the environment and the

timetable. I was given an orientation on the first day.

On the last day, Head Recruitment and Selection Madam Sonia Farooq

interviewed me and asked different questions about the division and work

environment

Sub Division of HRD

I worked in the different teams of HR division. In the last week I was helping

those, who had bulk of work.

o Recruitment and Selection

o Operations Team

o Compensation and Benefits Team

o Organizational Development Team

Task Performed at Askari Bank

As an Intern I am working in Askari Bank Limited for Six weeks. I joined the

organization on 13th July, 2015. During my internship I executed many duties which

added to my knowledge and learning. All the tasks that I performed gave me a sense

of responsibility. At times things were slow and confusing, but my supervisors guide

me all the time. I worked in Human Resource Division and mostly in Recruitment. I

performed following tasks and duties during my Internship:

10
 WEEK 1
On my first day, I was introduced to Mr. Talha Bin Younus, Post

Recruitment Manager. He told me little about hierarchy of the bank, documents

necessary for recruitment process. Most of the Human Resource Division is situated

in E-11 office whereas F-8 Markaz deals with recruitment process. Departments

working along with us were Operations Management and Company Secretary.

As I was an intern, he didn’t give me much access to confidential data. So they

kept on the work of filing, data entry and dispatching to different addresses mostly to

Regional General Managers Central and South.

They gave me an introduction of Human Resource Division and staff members

working along with us. Thus my first week ends on Friday

WEEK 2
This week I saw a proposal in which a selected candidate asked for extension

in joining date to Askari Bank. Normal joining period is within 30 days after issuance

of appointment letters.

They asked me to call applicants who were going to be interviewed and to

arrange a meeting with Madam Sonia Farooq, Head Recruitment. Mr. Talha told me

the difference between net salary and gross salary.

Interview of two applicants with Head Recruitment was arranged. Madam

Sonia asked to me read about the recruitment policy of AKBL and present it to her. It

was a confidential document and I was not allowed to print the document. Clerical

work like printing, scanning, dispatching and filing was almost a daily routine

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 WEEK 3
This week Mr. Mian Javed, Hiring Manager told me about the hierarchy of

banks geographically. Branch is the base and it moves up to divisions. He told me

that company secretary, division working on the same floor, is mainly concerned with

dealings of external regularity body.

An brief insight about Human Resource Process was given in which they told

me about the salary distribution and ranking order used in Askari Bank Limited.

This week I was sent to E-11 office where rest of HR division is working. I

learnt mail merger which no one knows in F-8 office and I was then assigned to add

mail merger in the documents where needed.

It was a slow week so I asked different questions about the bank with Post

Recruitment Manager and Head Recruitment and they told me about the history of

Askari Bank and asked me to search AKBL website. I attended an interview applicant

and sent to Head Recruitment Office. Other clerical works were done on daily basis.

WEEK 4
Half of the internship period was over but it was enjoyable. Mr. Talha Bin

Younus could not come to the office this week because of demise of his father, so I

could gather much information about the company.

This week we had 4-5 interview applicants and I asked Head Recruitment to

let me sit in the office when she’s taking interview with the applicants and she happily

allowed me. I analyzed the applicants within a specified parameter and later give my

suggestion to Head Recruitment. I was not given much work this except filing.

12
 WEEK 5
Although Mr. Talha Bin Younus didn’t join us this week too but I was sent

to E-11 office for a week and met Mr. Hassan Rasool over there who told me about

different type of leaves. I was given the duty is to maintain the confirmation of the

leaves in their respective registers and write the serial number on every original leave

forms. Casual leaves are not recoding in the register, it directly put in the Causal

Leave Folder.

I was given the task of preparations of summary for hospitalizations. I

calculate the cost of all the medicines bought by the employee and I confirmed that no

receipt other than receipts of medicines is attached with the medial repayment form.

Then on the Excel sheet I make the summary of all the bills and incase of any

ambiguity I consult my supervisor Mr. Yasir Nawaz Khan to verify the bills and

dates. Askari

I was also about monetary compensation to employees and manager told me

about the resignation process. First an application is given by going out employee

then HR and Finance sees if there are any payables or receivables, then HR issues a

release letter.

WEEK 6
I was sent back to F-8 office and Mr. Talha Bin Younus was back in the

office. I was given the task of data entry and issue appointment letters for the

employees who were hired permanently and the photo copies of these letters are sent

to Regional General Manager, Area Manager and Branch each. Routine work like

dispatching, scanning, copying were taken from me. On my last day, Madam Sonia

Farooq asked few questions from me and rest of the HR staff gave me treat in a

restaurant as a farewell.

13
 TRAINING PROGRAM

Objectives of the Study

The main objective of this report is to enlighten the things, which I have

learned through out Six Weeks of my internship. The internship has made me

completely prepared to face the practical life.

During my internship I have:

o Learned the practical application of the theory we have studied.

o Developed my socializing skills.

o Enhanced my communication skills.

o Enhanced my confidence.

o Made me more responsible.

o Learned how to work and adjust with people.

14
 Introduction of All Sub Departments

There are three main departments in Askari Bank Ltd HR Division.

Recruitment and Selection

 Pre-recruitment Team.

This team is responsible for conducting tests and interviews of the

candidates, as over Pakistan. This team responsibility is:

o Conducting Tests

o Conducting Interviews

o Making Budget

 Post-recruitment Team

This team is responsible for hiring the new employees. Team’s

activities include:

o Issuing appointment letters

o Dispatching,

o Making personal files

o Data entry

Operations Team

 Compensation and Benefits Team

o Leaves and Hospitalization

o Confirmation

o Staff Loan

15
 o Transfer

 Resignation and Termination Team

Taking care of resigned employees and Terminated employees

formalities and Liabilities.

Organizational Development Team

 Making new plan and Policies

 Conducting annual performance rating

 Conducting Training Need assessment

 Promotions

Detailed Description of Human Resource Division

The Human Resource Division (HRD) is accountable for handling and helping

the most important tactical resource of any organization. Its focus is on attracting and

retaining the prospective and diversity of a professional workforce to guarantee

effective achievement of goals set by the Bank’s management.

The major objectives are:

 Recruiting the best.

 Creating an atmosphere that weighs quality across the whole

organization.

 Refining human resource guidelines.

 Improving financial benefits.

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  Giving training and development opportunities

In today’s highly volatile environment employees’ turnover is a significant

affair for every organization. Askari is well inside the suitable limits for staff

turnover. However with a view of further promote organizational faithfulness among

the staff; the bank is designing numerous new staff motivational offerings in the

future. Upgrades and appointments from within the organization for available

management positions is a key approach of the Bank.

Although there are many recognized rules and regulations, the employees are

quite comfortable amongst themselves. Despite being limited by proper dressing and

the rule of “focus on the customer” the employees still manage an atmosphere of

friendship and togetherness.

There is no obvious discrimination as people of different backgrounds are all

working together and are not having any problems. Many women work for Customer

Services and in the Front Office, but there are a couple of female employees in

departments like FTD, Accounts and also in Credit Cards Division. Besides this many

females are employed as telephone operators, receptionists and greeters.

HUMAN RESOURCE MANAGEMENT DIVISON

HRD is completely adapted to meet the future's problems. The point is to hold

the current labor, and in addition to pull in new high potential professionals. There are

once in a while any divisional clashes as everybody is on great terms with their

associates. In spite of the fact that there is a solid level of rivalry, once in a while do

employees attempt to do one over their associates? Also, since the divisions are

segmented in such an effective way, they don't need to go up against one another for

resources or anything of that sort. There is incredible affinity amongst every one of

17
their employees and they appreciate helping one another out in times of need. They

additionally like to work overtime and gather after office to socialize and lessen office

stress.

Structure of the Human Resource Division

The Structure of Human Resource Division is well defined according to the

needs and requirements of the Bank’s management. The Head of Human resource

Division directly report to the President of the Bank.

OG-I, OG-II, and OG-III employees report to their respective In charge

according to the hierarchy of the HR division. Organogram is given in annexure

HUMAN RESOURCE MANAGEMENT PROCESS IN THE

ORGANIZATION

Employees Recruitment & Selection

AKBL believe that by bringing together their collective expertise, insight, and

professionalism, they will grow individually and succeed collectively. They utilize a

variety of methods and tools to help them determine their skill level and motivations.

Their selection processes provide you with additional information about career

opportunities, employee benefits, and their organizational culture that will help you

decide if Askari Bank is the right place for you. Additionally, their processes allows

them to make objective hiring decisions by using methods that have been proven to

predict on-the-job performance.

18
 Their selection processes vary from post-to-post, and are designed to

successfully match an individual’s awareness, abilities, interests, and practices to

those needed for a specific position. They also recognize that your time is very

valuable, so they strive to create high impact, yet efficient processes that benefit you

and our hiring personnel.

If you want to work for them, and have the skills and experience, their

procedure will ensure that all candidates are provided with equal opportunities to

secure a position. Hierarchy of Bank is given in annexure.

Sources of Candidates

o Internal sources

Askari Bank prefers this source to external source to some extent for

the following reasons:

a. Internal recruitment can be used as a technique of motivation.

b. Morale of the employees can be improved.

c. Loyalty, commitment, a sense of belongingness, and security of the present

employees can be enhanced.

d. Employees’ psychological and economic needs can be met by providing an

opportunity for advancement and promotion respectively.

e. Cost of training, induction, orientation, period of adaptability to the

organization can be reduced.

19
 o External sources

Bank management goes for external sources when hiring at the entry level

positions or when the job requires some extra new skills.

Sources for External Recruitment

 Universities Graduate Directories

 CV’s and Resume Data Base of experienced candidates.

 Employee References.

TRAINING & DEVELOPMENT

Human Resources are the most valuable assets of a financial institution. Their

progress ensures the prosperity of the institution. Askari Bank Limited Training and

Development programs refer to the application of structured learning activities for

current and future tasks to improve work-based performance to achieve business goals

and objectives effectively and efficiently.

Askari Bank Limited is committed to provide on-the-job trainings and

development facilities to its staff members. The Management will make every effort

to match staff member’s skills, competencies and abilities according to the job

requirements.

The goals of training and enlargement programs are to improve and expand

the abilities, productivity, and efficiency of an employee up to the preferred standards

for current and future projects and duties.

20
 They also focus on providing opportunities and facilitating their executives

and officers for increasing their professional and governance skills through

management development programs for existing and prospect duties.

Training & development of the employees is given high importance in AKBL.

At AKBL employees are considered a valuable asset and every effort is made to train

& equip them in areas of banking & management.

21
 CHAPTER III

SWOT ANALYSIS OF ASKARI BANK LIMITED

STRENGTHS

Strong Footing

Askari Bank is funded by Fauji Foundation which is performing very well in

the market. Askari Bank has generated revenue of Rs. 1.26 billion, a healthy increase

of 23.4% compared to the corresponding quarter last year, under the new management

with President Syed Majeedullah Husain.

Country-wide Branch Networking

From a modest start with just 10 branches in 1993, today bank enjoys network

of more than 320 branches, stretch across the county. A system of self-service ATMs

supports these branches.

WEAKNESSES

Lack of Marketing Promotions

Askari bank does not advertise it’s not products in the market and their

Services Quality Division (SQD) is not very efficient. This is the main weakness

which bank should address. Through marketing, they can increase their customer to

large extent and generate more revenue.

Computer Skills

As every employee in the bank has his/her own laptop in the branch but they

are not expert with information of using the computer well. Due to lack of computer

specialist at branch level it has to take help from the head office.

22
 OPPORTUNITIES

Worldwide Branching Networks

AKBL has only one branch outside Pakistan in Bahrain. In order to promote

their business and recognition world wide, they should open more branches outside

Pakistan especially in U.A.E and Europe.

Increase Islamic Banking Branch

Currently there are 56 Islamic Banking Branches (IBB) in Pakistan. People

showed very favorable response towards Islamic banking. Askari Bank has the

opportunity to capture more market share by investing in such branches.

THREATS

Major Competitors

Askari is facing a fierce competition by other established banks; Muslim

Commercial Bank (MCB) and Habib Bank Limited (HBL) etc. They are progressing

rapidly in banking industry. So in order to achieve the sustainable growth in a market,

AKBL has to remain vigilant about the ever changing environment and the

competitors.

Pay Packages

AKBL should enhance the Pay Packages given to the employees, because it

has been noticed that the competitors of the AKBL are giving more lucrative pay

packages to their employees.

23
 CHAPTER IV

CONCLUSION

“It’s not the whole employees of the company that makes the company profitable

(Successful), it may be a single team or a single employee.”

Every organization needs to have a well-adjusted, trained and experience

employees to perform the activities that must be done. As jobs in today’s dynamic

organizations have become more and more complex, the importance of employees’

education and qualification has increased. To do so, the HR professional must

understand and grasp the concept of value.

Value in this light is defined by the receiver more than the giver. HR

professional feels proud when their work help someone reaches their goals. It's not the

scheme of the system or assertion of policy that matters most, however what

employee benefit get from these activities. In a universe of progressively scarce

resources, activities that neglect to include quality are not worth seeking after.

Regardless of how intriguing or important it may appear to do those activities, if the

employee who get the compensation of that task not according to it, proceeding with

such duties can't be justified.

HR professional needs a perspective that is compatible with and distinct from

other business perspectives. That is they must be able to understand and value the

finance and marketing perspectives, but they must also add their own point of view.

Without a unique and strong perspective, they are redundant and fail in their

aspirations as full business contributors. For example, an HR perspective is one that

establishes the linkages between employee commitment, customer attitudes and

24
investor returns. This unique view demonstrate a powerful connection between what

is carried out by managers and employees inside a firm and what happens with

customers and investors in the outside.

Many strategies at HR begin without defining its worth. For instance a few

organizations put resources into E-HR administrations, for example, portals and

online worker benefit and trust that they have changed HR, however in all reality they

have not. E-HR may be a piece of general change however it is just an approach to

convey HR regulatory administrations. HR change must change the best approach to

consider HR's part in conveying worth to clients, shareholders, executives and

different stakeholders and not just about how administrations are conveyed and

administered.

Influence with effect happens when HR expert begin with the view and

objectives of the receivers, who are their key partner and what are their objective,

what is vital to them and what do they need, when these necessity are completely

seen, then the HR expert can demonstrate how an interest in a HR practice will help

the partner increase self-worth as characterized by that stakeholder.

All offices that matters, bring special and meaningful point of view of their

own. For instance, when a financial manager look at item product, they see margins,

benefits, cash flow, risk or profit on sale. Whenever sales or marketing expert take

ponder at the same product market, they will probably see segments, demographics,

trends, product and service. In spite of the fact that the two points of view are good,

they have extremely little overlap. Asking which point of view is exact is not helpful.

Both are different but powerful.

25
 All in all the experience of internship in such a reputable bank was amazing. I

made lot of new friends. I was treated very nicely. All the employees helped me a lot

in learning about the bank’s workings. The employees were very friendly no matter

their position in the organization and always answered any query I had. Other Interns

working in Askari Bank Ltd were also very cooperative and we were often given

group assignments. This helped us develop the ability of working in groups.

26
 RECOMMENDATIONS

After working in different departments of the Askari Bank Ltd Human Resource

Division, interacting with the employees, getting their views, observing the

organizational structure and design, I have come up with the following suggestions

that in my view, will definitely improve weaknesses observed in the Bank Human

Resource Division by me.

 Recreational Activities

It should be there for the Staff to enhance the efficiency of the working. Arranging

the social gatherings, promotion dinners etc can do this thing.

 Late Sittings

I observed the late sitting of employees in Askari Bank Limited working after

office hours. They should be properly compensated for their work especially during

the overtime period. This will be encouraging for all the employees.

 Intern Compensation

Askari Bank is a large organization but it doesn’t utilize its intern properly. They

are usually given the task of office boy or sometime as a typist. Rubbing salt in the

wounds, they don’t give any stipend to their intern which demotivates the intern and

he doesn’t take interest in his tasks.

 Training for Human Resource Employees

One of the most important things I observed; is that the Trainings for Human

Resource Employees is not considered important. Training is there but it’s more for

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General Banking employees. So there should be separate training programs for HR

Employees.

 Job Rotation

I observed most of the employees are working on the same post for a long time

that they become expert of that specific job and lose their abilities to other jobs. In my

opinion all the employees should have regular job rotation experience.

 Regular Hiring

Fresh hiring should be made Permanent so that they are secured of their future.

Further the allowances and perquisites attached with the permanent jobs will also

increase the motivation level of the employees.

 Enhance the Physical appearance of the Office

It looks somewhat an old fashion, as the furniture and the interior decoration of

the office were done several years ago. Now the trend has changed and Askari Bank

Limited should spend on enhancing the physical layout of the office. This will

increase employee satisfaction as well as it will give a good impression to the new

clients coming in.

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 ANNEXURE
ASKARI BANK HUMAN RESOURCE DIVISION ORGANOGRAM

Country Head
HRD

SVP

HRD

SVP

Recruitment Operations Compensation Organizational

Department Department and Benefits Development
Department

Activities Activities Activities Activities

Test. Issuing New ID cards.. Salaries. Plan and Policies

Interviews. Confirmation of Allowances. Training &
Budget. Educational Staff Loans. Development
Appointment Certificates. Leaves.
Letters. Terminations Medical APR’s
Resignations. Confirmation of Promotions
Extensions in ID cards Service Special Assignment
Joining Dates. Allocated from time to
time.
Making Personal files.
Data Entry.

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 ASKARI BANK HEIRARCHAY

Executives

I. PRESIDENT

II. SENIOR EXECUTIVE VICE PRESIDENT (SEVP)

III. EXECUTIVE VICE PRESIDENT (EVP)

IV. SENIOR VICE PRESIDENT (SVP)

V. VICE PRESIDENT (VP)

VI. ASSISTANT VICE PRESIDENT (AVP)

Officers

I. MANAGER GRADE (MG)

II. ASSISTANT MANAGER GRADE(AMG)

III. OFFICER GRADE - I (OG-I)

IV. OFFICER GRADE-II (OG-II)

V. OFFICER GRADE-III (OG-III)

Cashiers

I. CHIEF CASHIER (CC)

II. DEPUTY CHIEF CASHIER (DCC)

III. ASSISTANT CHIEF CASHIER (ACC)

IV. CASH OFFICER GRADE – I (COG-I)

V. CASH OFFICER GRADE-II (COG-II)

VI. CASH OFFICER GRADE-III (COG-III)

Clerical staff

Non- Clerical Staff

30
 REFERENCES

For the preparation of this report I have used the sources given below

1. Askari Bank Limited . (2014). Financial Statements 2014. Retrieved from

www.askaribank.com.pk:
http://www.askaribank.com.pk/financialstatement.php

2. Askari Bank Limited . (2015). Retrieved from Corporate Information

Overview: http://akbl.com.pk/about-us/corporate-information/overview/

3. Askari Bank Limited. (2015). Retrieved from Deposit & Personal Products:
http://akbl.com.pk/personal/deposit-products/

4. Askari Bank Limited. (2015). Retrieved from Careers:

http://akbl.com.pk/career/

5. Express Tribune. (n.d.). Askari Bank Announces Results. Retrieved from

www.tribune.com.pk: http://tribune.com.pk/story/878186/askari-bank-
announces-results/

6. James C. Van Horne & John M. Wachowicz, J. (2006). Fundamentals of

Financial Management. 13th Edition.

SUPERVISORS
Ms. Sonia Farooq Head Recruitment

Mr. Talha Bin Younas Post Recruitment

Mr. Qasim Raza Data Entry

Mr. Mian Javed Post Recruitment

Mr. Tanvir Ahmed Head Organizational Development

31