National University of Modern Languages Lahore

INTERNSHIP REPORT ON

BANK ALFALAH LIMITED

SYED M. USMAN IBRAHEEM

Submitted in practical fulfillment of the requirement

 For the Degree of Masters of Business

Administration

Table of Content
Pages
Chapter1. INTRODUCTION OF ORGANIZATION
1.1 Overview of Bank Alfalah ---------------------------------------------------------------2
1.2 Bank Alfalah Limited Vision and Mission --------------------------------------------4
1.3 Management Structure of Organization ------------------------------------------------5
1.4 Business in Bank Alfalah -----------------------------------------------------------------7
1.5 Introduction and Assessment of HR ----------------------------------------------------9
1.6 Hierarchy of Human Resource Department of Bank Alfalah ------------------------10

Chapter2. HR OPERATIONS
2.1 File Audit of Pre-Hiring and Post-Hiring Documents Audit ------------------------11
2.2 Issue Employee Number from HRMIS -------------------------------------------------19

2.3 Process Flow -------------------------------------------------------------------------------20

2.4 Employment Certificates -----------------------------------------------------------------21
2.5 Probation and Contract Review ---------------------------------------------------------22
2.6 Confirmation of Services -----------------------------------------------------------------22
2.7 Contact Renewal --------------------------------------------------------------------------22

2.8 Regularization of Services ---------------------------------------------------------------22

2.9 Re Hiring on Retainer-Ship Contract ---------------------------------------------------23

2.10 Transfers and Posting ---------------------------------------------------------------------23

2.11 Staff Benefits ------------------------------------------------------------------------------24
2.12 Performance Appraisal -------------------------------------------------------------------27
2.13 Payroll of Employees ---------------------------------------------------------------------30
2.14 Resignation and Termination ------------------------------------------------------------30

Chapter3. HR RELATIONSHIP MANAGEMENT

3.1 Internship ------------------------------------------------------------------------------------34
3.2 Recruitment ----------------------------------------------------------------------------------34
3.3 HR Administration --------------------------------------------------------------------------37

Chapter4. WORK DONE BY ME-------------------------------------------------------------38

Chapter5. SWOT ANALYSIS ------------------------------------------------------------------39
Chapter6. RECOMMENDATIONS ---------------------------------------------------------44
Chapter7. CONCLUSION -----------------------------------------------------------------------45
Chapter8. INTERNSHIP IMPACT ON MY FUTURE ------------------------------45
Chapter9. SUGGESTION FOR FELLOW STUDENT ------------------------------46
Chapter10. REFERENCES ----------------------------------------------------------------------46
Chapter11. ABRIVATONS ----------------------------------------------------------------------47
Chapter12. APPENDICES -----------------------------------------------------------------------48
1 Introduction of Organization:

1.1 Overview of Bank Alfalah:

Bank Alfalah Limited was incorporated on June 21st, 1992 as a public limited company

under the Companies Ordinance 1984. Its banking operations commenced from November 1st,

1997. The bank is engaged in commercial banking and related services as defined in the Banking

companies ordinance, 1962. The Bank is currently operating through 300 branches in 74 cities,

with the registered office at B.A.Building, I.I.Chundrigar, Karachi.

Since its inception, as the new identity of H.C.E.B after the privatization in 1997, the

management of the bank has implemented strategies and policies to carve a distinct position for

the bank in the market place.

Strengthened with the banking of the Abu Dhabi Group and driven by the strategic goals set out

by its board of management, the Bank has invested in revolutionary technology to have an

extensive range of products and services.

This facilitates our commitment to a culture of innovation and seeks out synergies with

clients and service providers to ensure uninterrupted services to its customers. We perceive the

requirements of our customers and match them with quality products and service solutions.

During the past five years, we have emerged as one of the foremost financial institution in the

region endeavoring to meet the needs of tomorrow today.

4
Abu Dahbi Group is represented in Pakistan by the following entities:

5
1.2 Bank Alfalah Limited Vision and Mission:

Vision:

“To be the premier organization operating locally & internationality that provides the complete

range of financial services to all segments under one roof”

Mission:

“To develop & deliver the most innovative products, manage customer experience, deliver

quality services that contributes to brand strength, establishes a competitive advantage and

enhances profitability, thus providing value to the stakeholders of the bank”

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1.3 Management Structure of Organization:

Board of directors

H.E. Sheikh Hamdan Bin Mubarak Al Nahayan

Chairman

Mr. Abdulla Nasser Hawalileel Al- Mr. Ikram Ul-Majeed Sehgal

Mansoori Director
Director

Mr. Abdull Khalil Al Mutawa Mr. Nadeem Iqbal Sheikh

Director Director

Mr.Khalid Mana Saeed AlOtaiba Mr. Sirajuddin Aziz

Director Director & CEO

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Management:

Mr. Shakil Sadiq Mr. M. Mudassar Aqil

Chief Operating Officer General Manager
Human Resource & Quality Assuranc

Mr. Arfa Waheed Malik

Group Head Mr. Zahid Ali H. Jamall
Corporate & Investment Banking Chief Financial Officer

Mr. Sirajuddin Aziz Mr. Mohammad Iqbal Saifee

Chief Executive Officer Group Head
Audit & Inspection
Mr. Parvez A. Shahid
Co-Chairman Central Management Mr. Talib Rizvi
Committee Group Head
Priority Banking & Wealth Management
Mr. Ijaz Farooq
Group Head Mr. Tariq Mir
Islamic Banking General Manager
International Business
Mr. Adil Rashid
Group Head Mr. Ather Shehab
Consumer Finance Executive Incharge
Establishment & Administration
Mr. Mohammad Yousuf
Group Head Mr. Mahmood Ashraf
Credit & Collections G M Credit Monitoring

Mr. Bakhtiar Khawaja Mr. Falak Sher

Group Head Training & Development Chief Compliance Officer

Mr. A. Wahid Dada Mr. Imtiaz Ahmad Sheikh

Group Head G M Information Technology
Commercial Banking
Mr. Haroon Khalid
Mr. Hamid Ashraf General Manager
General Manager Risk Management
Legal Affairs & Company Secretary

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1.4 Business in Bank Alfalah:

General Banking:

• Deposit Accounts

• Lending & Deposit Rates

• Lockers

• Remittance

• Hilal / Debit Card

Financial Services:

• Structured Finance

• Trade Finance

• Lease Finance

• SME

• Agri Finance

Consumer Finance:

• Credit Cards

• Home Loans

• Auto/Vehicle Loans

• Debit Card

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Treasury & International:

• Money Market

• Forex Market

• Correspondent Banking.

• Nostro Account

• Home Remittance

• Money Gram

Islamic Banking:

• About Islamic Banking

• Personal Banking

• Corporate Banking

• Consumer Banking

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1.5 Introduction and Assessment of HRD:

In Bank Alfalah there are about 37 HR staff over four thousand employees this HR staff

deals with the Punjab and North region of Bank Alfalah branches in Pakistan. Bank Alfalah not

only is one of the fastest growing bank in Pakistan, that provides its customers with a number of

financial services, but is also a great employer of human resources, that provides its employees

with a conducive environment that not only is challenging but also helps them in applying and

gaining knowledge.

Total Number of Employees for the perid 2000-2009

9000 8000
8000
7000
No of Employees

6000 5218
5000 total number of
4000 3352 employees
3000 2133
2000 1504
695 959
1000
0
2000 2001 2002 2003 2004 2005 2006
Years

The above figures show that all prospect employees feel confidence in Bank Alfalah as their

prospective employer.

Bank Alfalah, as a response to this confidence has three ways of employing prospect employees

for their organization

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1.6 Hierarchy of Human Resource Department of Bank Alfalah

Mr. M. Mudassar Aqil

General Manager

Human Resource & Quality Assurance

Mr. M Qasim

Deputy General Manager

Human Resource & Quality Assurance

Mr. M Ismet Saeed Mirza

Assistant DGM

Mis. Alia Mallick

Sr. Manager HR

Relationship Management

Mr. Assad Ali Sahi

Assistant Sr. Manager HR

Relationship Management

Mr. Muhammad Danish

Officer HR Relationship Management

HR Officers

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 Chapter2. HR OPERATIONS

2.1 File Audit of Pre-Hiring and Post-Hiring Document of Employee:

File Audit of Pre-Hiring Documents:

1. Educational Certificate:

• Matric / O-level certificate with DOB In accordance with NIC

• Intermediate / A-level / equivalent degree with inlined with martic

degree

• Highest degree mentioned at the time of hiring with session inlined with

previous degree

• Name of father and employee must be same as on NIC

• Any other degree/ certificate which has influenced range/ salary justification

must be provided by employee

• All degrees must be original seen by relevant manager ( stamped of O/s or

designation must be shown of authority bank officer who has made the

document originally seen manually

• Provisional certificates are not accepted and for exceptional case undertaking

is required

• Foreign degree should be verified by embassy

• Matric / intermediate must be from concerned boards and signed by secretary

• In cause of final degree, status cleared must be explicitly mentioned

• University must be HEC recognized

• Web-based results cared/transcript cannot be acceptable

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2. Experience:

• Employee must provide all experience certificates, that he/she has written in

pre-hiring documents and personal data form

• In case of non financial institute, experience or release letter must explicitly

declare that there neither there is liability against him nor was he/she involved

in disciplinary action

• Last drawn salary slip

• In case of financial institution verification along with experience certificate

and salary slip and release letter are required

• Information provided on verification by financial institute must be in-

accordance with release letter

• Date of release from last employer should be less than date of joining at BAL

• For financial institute and large nonfinancial organization release letter from

Human Resource Department is required

• Salary slip is not required in cause of daily wages working in any industry

• CEO approval required in case o liability take over

3. Test:

• Employee Name, Father Name, NIC No. and Brach Should be correct

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4. NIC:

• Parent/Spouse

• Birth certificate of children if any.

• CNIC of nominee

• CNIC must not be expired

Audit of Post-Hiring Document of Employee

1. Appointment Letter:

• Date of acceptance of offer letter should be equal to or greater than date of

latter generation

• Joining bate should be greater than or equal to acceptance date

• Range, salary, salary break up, department and branch should be according

to selection process sheet

• Check surety applicability

• Probation period must be in accordance with policy

2. Acceptance of Offer Letter:

A) For Contractual:

Match the joining date on Offer Letter with joining Date on Joining Report. For credit

card division offer letter validity date is one month. Employee should join under this one month.

15
B) For Regular:

Match the joining date on after letter with joining date on joining report. Offer letter

should be signed and accepted by employee in each case of employment.

3. Personal Date Form:

All the pages should be signed and properly filled by employee. Each page should have

employee initial on the bottom

4. Joining Report:

Joining report should be duly signed by Employee and Employer. Joining date should

match with offer letter’s date, Account# should be located.

5. Group Insurance Nomination From/ Provident fond Nomination Form /

Gratuity Nomination Form:

Originally seen copy of CNIC of nominee required in each case. These forms should

sign by employee; two witnesses should sign along with their addresses. Nominee cannot be

witness in each case.

6. Application for Membership and Authorization to Deduct PF from Salary:

Date of deduction of PF from salary should be mention by employee.

7. Medical Insurance Form:

This should signed by employee. Originally seen copies of CNIC of self and department

required. Originally seen copy of B-Form issued by NADRA required for each child if any.

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8. Provident Fund Nomination Form/Gratuity Fund Nomination

Form/Application of Membership and Authorization to Deduct FP from

Salary:

Provident fund of 8.3% of basic salary of employee deducted every month in which Bank

contribute the same amount that is 8.3% of basic salary. Whole amounts will be paid to

employee at the time of resignation or according to policy.

9. Copies of All Educational Certificates/Degrees:

Copy of Board issued Metric Certificate required. Copies of Marks Sheet/Degrees

required From A-Level to Higher Degree mentioned on personal data form. All Documents

Should be originally seen by authorized officer of bank.

10. Photocopies of All Experience Certificates:

Copies of all experience certificates mentioned on personal data required. All Documents

Should be originally seen by authorized officer of bank. Check the experience date (from-to) on

certificate of last employer. This date shouldn’t be more than employment date of Bank Alfalah.

This experience certificate can also be considered as release letter from last employer.

11. Copy of Last Drawn Salary Slip:

Check the date on Salary Slip of last employer. This pay slip should stamped by last

employer & also Original seen by bank Alfalah authorized officer. Salary slip is not required for

those who were working on daily wages with their previous employer.

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12. Release Letter:

The experience certificate form last employer (with mentioned employment period) can

also be considered as release letter from last employer. In other case acceptance of resignation

from last employer can be acceptable at the time of joining. But release letter required at the time

of confirmation. Last working day with previous employer shouldn’t be more than Bank Alfalah

employment date. CEO approval for liability takeover required in case of liabilities with

financial institution.

13. Letter from References:

Letter from Reference along with their visiting cards complete mailing address and

contact number required at the time of confirmation/regularization. Employee of bank Alfalah

give the reference for new joiner of bank.

14. Six Passport Size Photographs:

Six passport size color photographs are required

15. Bank ID Card Form:

Bank ID card form properly filled and signed required

16. Job Description (JD):

Job description (JD) form should be filled and duly signed by employee and employer.

17. Service Rule and Regulation:

Each page of both forms should be signed by employee. Two pages of services rules and

regulation and four pages of employee security guide should be checked

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18. Surety Bond:

Duly filled & signed by employee, surety and witnesses. Original seen copies of CNIC of

all signatories required. Six month Bank Statement of surety showing multiple transaction of

amount more than 100K required. Surety should be verified by his bank. A letter from surety

bank showing credit worthiness can be acceptable instead of bank statement. All pages of surety

should be initialed by employee. Surety and employee itself cannot come under witness column.

19. Surety Bond & Minimum Service Agreement:

• Each page of surety bond and minimum services agreement must be signed by

employee

• Surety holder must be other than immediate family members

• Both the bonds must be witnessed by 2 witness each, surety holder cannot be

witness on surety bond

• Provide CNIC of all signatories i.e. surety holder, employee and witnesses

duly marked and signed as original seen

• Surety bond must be accompanied with either

• Account statement of surety holder multiple transaction of account

more than 100k

• Certificate from the bank/branch showing that the conduct of account

is satisfactory and he/she is capable to stand surety

• Signature of surety holder must be verified by the bank/branch where

his/her account is maintained along with seal of that bank/branch

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 • There should be no cutting/alteration on the text of bond and minimum

surety agreement

• If there is any cutting/alteration, it must be authenticated by the

signatory i.e. surety holder and employee

• Please do not use blank or ink removing fluid on surety bond

• Pleas do not pinch the bond

• On minimum services agreement HR head will sign the employee

signature column

Surety Bond and Minimum services agreement are required only for regular employees not for

contractual employee.

20. Code of Conduct:

Check four pages, each page should initialed by employee. On page 4 of 4, employee and

employer signature surly be provided

21. Pay Continuation Form:

Bank will pay an amount of Gross Salary to nominated person up to five years in cause of

death and permanent disability. Pay continuation form should be signed by employee and

nominee. CNIC of nominee should be attached.

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2.2 Issue Employee Number from HRMIS:

For the issuance of employee number the following process flow is adopted.

21
2.3 Process Flow of Tasks:

Process Start

Generate HRMIS Report of Due

Confirmations & Contract Renewals

Filtration of Relevant Area’s Data from

HRMIS Report

Audit of Personal Files of Due

Confirmations & Contract Renewals as
Per Defined Checklist

Enter Discrepancies in MIS identified

During Audit

Generation Probation and Contact

Review Forms from HRMIS

Segregate MIS Area Wise

Sent Forms Along with MIS to Relevant

Area through Email

Process Complete
CCsomplete

22
A) Scope of Work:

All documents are served as an operational manual for performing day to day activities

which helps to refine the process and practices.

B) HRMIS Description:

The role of HRMS is vital in daily routine work. It’s software which is used to perform

daily task managing employee’s records and data, handling all issues regarding employees

The process which being followed during performing the tasks which are explained

below is

2.4 Employment Certificates:

Two different types of certificate are issued by HRD to employees as describe below

1. Verifications to Universities:

Universities demand the verification from BAL-HRD for those employees who want to

enhance their professional skills. For this verification employee’s overview is conduced from

HRMS window details are like; Name, Date of Joining, Designation, Range, and Current Salary.

Verifications of the employee’s degrees also conducted from the universities.

In any case of finding fake degree HR department take action against employee according to the

policies.

2. No objection Certificate’s to Embassy’s:

Embassy’s demand the NOC from BAL_HRD for the employees who want to travel

abroad for doing this consult with HRMS for employee’s overview which verifies the employee

details like; Name, Date of Joining, Designation, Range, and Current Salary.

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2.5 Probation/ Contract Review

Probation/ Contract Review performed at the end of every month of due confirmations

and contract renewals of the next month. The task contains a pre define flow to achieve the

objectivity with in standard turn around time.

2.6 Confirmation of Services:

Services of new entrants to Bank Alfalah Limited are to be subject to a probationary

period. Length of this period is to be determined by the recruitment panel at the time of

appointment based on this on his previous relevant experience and qualification (Standardized as

six month or three months). After satisfactory completion of probationary period his services

may be confirmed on recommendation of concerned Authority.

2.7 Contract Renewal:

Officers hired on relationship contact will be relieved from the services of the Bank

unless the contract is renewed. Before the end of the contract period, the concerned authorities

are assessed his performance and fill in the Contract Review Form and forward the same to HRD

for renewal of his contact. If any staff has resigned from services or terminated (on disciplinary

action ground) after contact expiry then HRD issued formal contact renewal letter t regularize the

matter from the expiry till resigns or termination date.

2.8 Regularization of Services:

Services of an officer hired on retainer-ship contract will be regularization at the end of

the contact on recommendation of concerned authorities.

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 2.9 Re Hiring on Retainer-ship Contract:

After attaining retirement age the services of an employee rehired retainer-ship contact at

the discretion of concerned authorities and approval of management

2.10 Transfers and Postings:

1. Transfers Request Type:

There are two types of transfers of employees which are from personal request of staff

and second is from management decision, management first analysis the need for transfers

through HR relationship management through area office and branches then make the decision

for transfers. In cause personal request of staff no traveling and benefits are given two

employees.

A. Personal Request of Staff:

Personal staff request generated through two resources like

• Vide Email, Written Request

• Vide HR Portal

B. Management Decision:

Management makes the decision for transfers and posting under the following outcomes:

• For Rotation

• Career Planning / Succession Planning & Development

• Under Disciplinary Issues

25
2. Transfers Approval:

A. Transfers & Posting Order From HRD Office (Inter Regional / Group etc):

All transfer sand postings orders between Areas/Regions/Groups/Divisions having

location transfer, change of Assignments and Elevation are processed and approved by HRD

Head Office after having complete documentation NOC’s from reliving and taking authorities

HRD.

B. Relationship Management Team Transfer:

All internal Area/branch transfer having Location Transfer, change of Assignments

orders processed & issued by HR Relationship Management team however key positions like:

Branch Manager are processed through HRD Office

2.11 Staff Benefits:

1. Entitlement & Allowance:

Entitlement and allowances are given to the employees according to their nature of job and

Ranges. Some types of allowances are

• Fuel Allowance

• Title Allowance

• Cell phone Allowance

• Rental, Relocation & Transportation Allowance

26
 2. Power of Attorney:

Power of Attorney are given on the bases of

• Branch Recommendation

• Education, Experience, Relevancy of job

Before issuance of POA following checks should be counter

• Purpose of POA

• Number of POAs Already Present in Branch

• Complete File Audit

Note for CEO Approval:

In some of the cause CEO approval is required like for issuance of Power of Attorney.

• Rental, Relocation & Transportation Allowance

3. Education Reimbursement:

Education Reimbursement is directly link between Organizational and Employee

development. Employee enhances His/Her qualification and professional skills by taking His/Her

education/qualification to a higher level same time which is helpful for organization as well and

maintain his or her motivation level

4. IBP-Award:

IBP-Award are also related to organizational and employee development. SBP conduct

two examinations for IBP in a year and give the certificate to participants first who pass out the

examination but SBP categories three levels for passing participants first who pass out the exams

in 1st attempt 2nd attempt and 3rd attempt onward. Bank Alfalah Limited organized this and

27
motivates these employees by giving them Award money like with their achievements as per

BAL policy.

5. Leaves:

Three types are given to the BAL employees are as

A. Ex- Pakistan Leave

B. Maternity Leave

C. Without Pay leave

A. Ex- Pakistan Leave:

For Ex-Pakistan leave approval from Group Head is required after obtaining approval

employee liabilities are calculated and should be sign by department head then Ex-Pakistan leave

get approved.

B. Maternity Leave:

As per BAL policy employee entitled for Maternity leave for 84 days with pay other then

PL.CL and sick leaves. After approval of concerned authorities Employee is allowed the leave by

sending the letter in branch.

C. Without Pay Leave:

If employee does not have leave balance and face critical condition on medical grounds

as a special case duly suggested by doctors HRD issue leaves without pay approval.

28
2.12 Performance Management:

Performance Management is a process for establishing a shared understanding (Tow way

communication between employee and supervisor) about what is to be achieved and how it is to

be achieved and an approach to managing people that increase the probability o achieving

success.

1. Principle of Performance Management System:

Performance Management is a Comprehensive Process of

• Aligns Individual, team and organization objectives

• Stretches Performance

• Informs Compensation

• Supports Individual and Career Development

2. Goals and Objective:

Goals and objective should be ‘SMART’.

• Specific

• Measurable

• Attainable

• Relevant

• Timed

Training and support are provided for Required Performance.

29
3. Performance Management Tool Kit:

• Performance Planning (PP)

• Performance Agreement (PA)

• Core Behavioral Companies Model (CBC)

• Performance Log

• One to one Form

• Performance Improvement Plan (PIP)

• Self Evaluation Form

• SMART Goals Worksheet

• Personal Development Plan (PDP)

• Career Plan (CP) For Range Five and Above Officers

30
4. Key Steps in Performance Management Cycle:

Setting SMART
Goals

Planning

Link to Continuous
Compensation Rewarding Performance Coaching Feedback
Managemen Mid Year
t Review

Reviewing

Full Year
Review

• Core Behavioral Competencies (CBC) Model

• SMART Goals which accounts 70%

• CBC Accounts 30%

• Performance Management has two equally important outcome

• Appropriate Distribution of Reward

• Identification of development Needs

5. Core Behavioral Competency:

• Communication

• Drive/ Motivation

• Planning and Organizing

31
 • Result Focus

• Taking Initiative/ Responsibility

• Teamwork Ability

2.13 Payroll of Employee:

Payroll of employees are calculated through HRMIS software which includes all

employee’s records which are necessary for payroll. Through which pay slips are generated and

transfers to employee account.

2.14 Resignation and Termination:

There are different types of resignation and we have our procedure as accordingly.

Notice Period is required only in case when employee himself tender his resignation.

1. Procedural Work:

Step 1:

When employee submits resignation and the record of the Bank depicts no irritant or issue

against said employee, and there is sufficient balance in his Provident Account to satisfy Bank’s

dues, “Acceptance of Resignation” letter may be issued.

Step 2:

If there are no liabilities but discrepancies so that we can further process

• No Exit Formalities Form.

• No original resign letter from employee.

• No recommendation from area.

• No exact information on Exit Formalities Form

32
Step 3:

In case of regular employee: After issuance of Acceptance of Resignation, we’ll send

personal file to Karachi for final settlement. In case of Contractual Staff during probation: We’ll

issue them Acceptance of Resignation after verification that they have no liabilities at their end.

Step 4:

If there are liabilities against the employees or we have no sufficient balance to recover

the liabilities of employee. Then Bank will issue a letter

“Resignation from Bank Services” to employee to intimate him so that he can make his

adjustments for getting his “Release Letter”.

2. Types of Resignation:

A. Resignation:

Written notice by the employee, before or after last working day. Where employee

resigns at his own accord Bank has required intimation directly from branch, through the email,

fax or any other medium so that his Salary is stopped immediately upon receipt of initial

intimation.

B. Termination of Service:

When employee commits any sort of fraud and as accordingly punishment give to him.

This category of resignation is linked with employees who are under any disciplinary action and

bank’s management has issued him a show cause notice. And they cannot justify their non

involvement in that particular case. Then Bank terminates their services or dismissed them

33
 C. Forced Resignation:

Depending upon the nature of misconduct. This category of resignation is linked with any

fraud committed by employee. As a result of punishment, the staff member is asked to tender his

resignation from the service. The settlement will be processed as per normal resignation except:

• Normal Acceptance & Release letter

• No reversal

No Re-hiring in future

D. Termination of Contract by the Bank:

When services of employee are not required by the branch. In case management not

wants to renew the service contract, then after receiving the contract expiry documents from

Branch. After making sure that employee has no liability, we’ll issue him contract expiry letter.

E. Death:

In case of death no letter issued to employee, but after receiving documents from branch.

We’ll send his personal file to Karachi for insurance claim.

In all the cases of resignation we have to check some liabilities whether employee settled

that liabilities or not. These liabilities are as under

34
3. Types of Liabilities:

These are the types of liabilities which are charged to the employee these liabilities are

reserved at bank and bank will deduct it these are

• Amount of Surety Bond

Personal Loan, Principle + M/Up

Computer Loan, Principle + M/Up

House Loan, Principle + M/Up

Conveyance Loan, Principle + M/Up

Furniture Loan, Principle + M/Up

Notice Period Liability

Excess Salary Paid to Employee

Any award paid to employee in agreement that he’ll serve the

Bank for minimum one after receiving that award.

Any bonus paid to employee if employee tender resignation in

The Same Month

Arrears Paid to Employee

Credit Card

35
3.1 Internship:

For summer Internship Programmer candidates are short-listed each year on campus at

leading universities. Students are evaluated for their intellectual ability, commitment, as well as

for their communication and interpersonal skills. Project based grouped work allowing student a

wide ranging exposure to the bank, its function and various departments is a hallmark of bank’s

summer internships. Internship certificate issued to the candidate and complete record for an

internee is maintained for future assistance.

3.2 Recruitment:

All units/Branches of the Bank should systematically forecast their future staffing

requirements for timely induction of competent high quality staff. Requirement of additional

staff/ replacement should be intimated to HRD through Divisional Heads’/ Regional Managers’/

General Managers’/ Group Heads’ offices. All open positions are first posted internally by HRD

at the request of branch/ dept. concerned on the Employee Portal for a minimum period of seven

days. Incase vacant positions can not be filled in through internal resources then such vacancies

will be filled in through external hiring as per Bank’s recruitment policy. Staff hiring may be

done in batches, in small groups or individually. The management of the Bank may, at its

discretion, employ expatriates. The Bank complies with the relevant provisions of the Emigration

Ordinance/Law when hiring such employees.

There are different type recruitment practices in Bank Alfalah which are as follows:

36
 1. Batch Recruitment:

When a whole batch of fresh officers is hired, they are first trained at the Bank’s Training

& Development Centre (TDC) and then posted to Branches/HO Divisions based on requirement.

These batches will be hired under the following categories;

• Management Trainee Officers (MTOs)

• Operations Officers (OOs)

• Cash Officers (COs)

• SME Officers/ Credit Officers/ Lease Finance Officers (LFOs)/ Rural

Finance Officers (RFOs)

• Any other category of staff required by the Bank

Before initiating hiring of batch officers, HRD informs all units of approximate timings

of such hiring and enquires about their city-wise requirements before the hiring process starts.

Hiring in small groups may be done according to planned phases of expansion of existing

branches/units, or upon establishment of new branches/units, or for creating/replenishing staff

pools maintained under the supervision of Area Managers/ Regional Managers/ Group Heads in

major banking centers.

2. Batch Trainees:

All employees selected through this process, have to first complete a probation period before
given a complete status of a Bank Alfalah employee. The major benefit of this procedure is that
Bank Alfalah can employee a large number of employees at a lower cost. The procedure for
accepting a batch trainee is as follows:

37
Figure Procedure for Accepting Batch Trainees:

3. Online Recruitment:

Candidates are recruited through online. Candidate upload there CVs on portal and

recruitment staff recruit required candidate. Outsourcing through Rozee.pk is also conducted.

38
Most of the time for internal hiring job placed on Bank Alfalah portal through which employees

applied for that job.

3.3 HR Administration:

1. MTS (Mail Tracing System):

HRMIS is software through which all the mails are recorded by the reference of recipient

and sender daily and distributed to the concerned person. All letters which are come in or out to

the HR department recorded through this software.

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 Chapter4. WORK DONE BY ME

The works which I have performed by me are the following tasks in different areas of HR

Management:

• Data entering of internee from documents

• Issue letter to start internship

• Filling of internees documents for future assistance

• Issue the internship letter after completion of internship

• Audit of Pre-Hiring and Post-Hiring documents of employees

• Help in degree verification of employees from universities Make the

lists of those employees which are verified from universities and which are

not processed from degree verification

• Issues employee number from HRMIS system by complete data

entering of employee

• Call and send letters for employee References

• Managed Performance Appraisals according to the area and group and

properly filed in record

• Manage and send Annual Pay slips to employees

• Worked on MTS (Mail Tracking System)

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 Chepter5. SWOT ANALYSIS:

A. What is a SWOT?

SWOT analysis is a process to identify where we are strong and where we are vulnerable,

where we should defend and where we should attack. It tells us our strengths, our weaknesses,

the opportunities which prevail in the market and the threats which we may face from our

competitors and other from other potential factors.

This analysis can be performed on a product, on a service, a company or even on an individual.

B. SWOT Analysis of Bank Al-Falah:

Here we have applied this very useful technique to identify the strengths, weaknesses,

opportunities and threats of Bank Al-Falah.

Strengths:

1. Strong Financial Position:

As we can see in the financial statements of the bank, the financial position of the

organization is very sound and its profitability is in increasing. The Earning per share has been

increased on a rate of about 50%, which is a very positive sign.

2. Highly Qualified Employees

The bank has highly qualified and skilled workforce and it has succeeded to attract the

best banking professionals from across the country due to its growing pace and sound reputation.

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3. Conducive Work Environment

The management of the bank is very much concerned with the development of and

improvement of the working environment. The bank has state of the art and purpose built

branches where all the modern technologies are provided to get the efficiency of the workforce

and the customer satisfaction.

4. Govt. Support and Encouragement

As the owners of the bank belong to UAE and the type of their investment in Pakistan is a

foreign investment, the govt. is fully supporting the bank management due to its policy to

maximize the foreign investment in the country, to get the economic prosperity.

5. Fastest Growing Financial Institution

Due to its successful business policies and the strong financial position the bank has

achieved the reputation of fastest growing financial institution in the country. It has greatly

increased the customer’s confidence in the bank.

6. Huge Expansion Plan

Due to its strong financial position the bank has undergone a huge expansion plan to

compete with the existing bank all over the country and with the passage of time the branch

network is expanding at a very good pace.

7. Young and Energetic Workforce

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 As the bank is a newer one in the country, the bank has an advantage over its competitors

because the majority of its workforce is young and not very much over aged. Thus the bank is

getting maximum out put from its young and energetic workforce by spending comparatively

less on their remunerations.

8. Islamic Banking Division

The bank is one of the pioneers of the commercial banks who have started the Islamic

Banking along with their conventional banking. The bank has a separate network of its Islamic

Banking Division which has 16 branches across the country and this network is also expanding

at a very good pace.

Weaknesses:

1. Waiver of Charges

Currently the middle management of bank Al-Falah is the big reason for waiver of

charges. Bank Al-Falah loosing a lot of its income likes (Cheque book charge, online charges,

statement charges, and other things) because of management. This is a weakness of bank Al-

Falah.

2. Inexperienced Workforce

As the majority of the workforce consists of young professional, they lack in their

experience. And sometimes lack of experience becomes a hurdle while serving to the customers.

It is the point where they feel difficulty while competing the other bank, which have a very

experienced workforce.

3. Work Load on Employees

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 It was observed in the branch that as compared to huge business the bank is dealing in,

the no. of employees is lesser and thus there is an increased workload on the employees. Due to

this the efficiency of the employees is reduced.

4. Employees are not very much Motivated

As discussed before, the workload is high and the employees, especially the credit

department, have to do late sittings to complete their tasks. On the other hand the bank has

revised its salary increments policy to decrease the increment rate, as a result a decreased

motivation level of employees is observed.

Opportunities:

1. Rapidly Growing Economy

At present the Pakistan’s Economy is growing on a very fast pace. The rapid growth of

economy has resulted in the increase in the growth rate of all economic sectors especially in the

banking sector which is growing at a fastest speed than ever and in future the growth is expected

to increase even a higher rate.

2. Increased Interest Rates

The SBP has revised the interest policy and the interest rates have been linked with the

KIBOR rates. Due to which the banks interest rate has been substantially increased which will

greatly increase the banks’ profitability.

3. Mega Projects Financing

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 As the increase in overall business activity in the country, the investors are launching

various types of Mega Projects especially in housing and textile the bank has a great opportunity

to finance these projects at very profitable term.

4. Huge Demand for Consumer Financing

The increase in per capita income and overall economy has resulted into a great demand

for the consumer financing especially for home finance and car financing and it is said that this

trend will increase more in future. The bank can earn a lot by focusing on its consumer financing

sections.

5. Growing Trend of Islamic Banking

There is a very good growth trend in the Islamic banking in the country and in the world

as well. BAL has the advantage of having full fledged Islamic Banking network and the growth

in this particular field can be very fruitful for the bank.

6. Spending Practices of Mass

As the Pakistani’s are known for their extravagant practices, and to fulfill their funds

requirements they don’t hesitate from getting loans from banks. Thus there is a very good scope

for the bank to run successful business in such circumstances.

Threats:

1. Uncertainty of Economy

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 Although the economy is growing at a good pace, but there are many factors which

results in the uncertain position of the economy. Such as political uncertainty, WTO, increase in

poverty etc. etc. As a result there are permanent threats of future risks and losses for the bank.

2. High Rate of Inflation

The inflation rate of the country has gone above the 10%. This can result into an unfavorable

situation for the bank. And especially when the ownership of the bank is UAE based, the net

spread for them can substantially decrease.

3. Trend of Mergers

There is a trend of mergers among the banks to become prominent in the market and to

get the maximum market share. This trend can result into the union of some leading banks which

can give tough time to the bank and it will become difficult for the bank to compete with them.

4. Privatization of Banks

Due to its privatization policy, the govt. is privatizing the state owned banks. The change

in management may result in the increase in the efficiency and productivity of the banks. Thus it

can become a threat for the bank.

Chapter6. RECOMMENDATIONS

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 Chapter7. CONCLUSION

Organizations exist when two or more people work towards achieving common goals. An

organization can never be better than the people it hires. Hence we have to get the best to be the

best because the performance of the employees reflects the company’s image and standing in the

market. Better the quality of the employees better the performance of the company.

Bank Alfalah is engaged in several business activities. There are various different

techniques and methods that the management goes through, in order to run this organization. To

stay on top, Bank Alfalah has adopted modern and up to date human resource management

concepts. They adopted such approaches that they have been able to keep their employees

satisfied and happy for so many years. This report has highlighted different aspects of human

resource management i-e HR Operations, HR Relationship Management, and Recruitment of

employees along with personal recommendation and procedures that might be useful for the

Bank Alfalah HR Management.

Chapter8. INTERNSHIP IMPACT ON MY FUTURE

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 Internship keeps a bright impact on my future it really helps me to realize the actual

working environment and the keep me know that how the work is to perform in HR department

it helps me to understand the laws and regulations regarding Human Resource Management it

enhance my power of learning.

Chapter9. SUGGESTION FOR FELLOW STUDENT

My suggestion is to my fellow students when they are going to start their internship thy

must know about basics of organization and should care about the norms and culture of

organization I suggest them that explore the things during the internship and never say no for any

type of work do the best with core concentration it does not mean that what types of tasks you

are doing during internship the thing meters that how you perform the tasks which has been

given to you. Make the relation with the people in supervisor and fellows and with the people in

organization.

Chapter10. REFERENCES

All of the data is conducted from concerned persons and from Operational Manuals of the

Banks HRD employees.

Bank Website also provide basic date www.bankalfalah.com

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 Chapter11. ABRIVATONS

JD: Job description

POA: Power of Attorney

IBP: Institute of Banking Pakistan

PP: Performance Planning

PA: Performance Agreement

CBC: Core Behavioral Companies Model

PIP: Performance Improvement Plan

SMART Goals: Specific, Measurable, Attainable, Relevant, Timed

PDP: Personal Development Plan

CP: Career Plan

HRMIS Software: Human Resource Management Information System Software

M/Up: Mark Up

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MTO: Management Trainee Officers

OO: Operations Officers

CO: Cash Officers

RFO: Finance Officers

TDC: Training & Development Centre

Chapter12. APPENDICES

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