COMPANY PROFILE

Type
Founded
Headquarters
Industry
Products
Revenue
Website

Public
as "Australasia Bank", 1942 Lahore, Pakistan
Lahore, Pakistan
Finance and Insurance
Financial Services
PKR () (2004)
www.abl.com.pk

INTRODUCTION
Allied Bank Limited was the first bank to be established in Pakistan. It started out in
Lahore by the name Australasia Bank before independence in 1942; was renamed Allied
Bank of Pakistan Limited in 1974 and then Allied Bank Limited in 2005.
In August 2004, because of capital reconstruction, the Banks ownership was transferred
to a consortium comprising Ibrahim Leasing Limited and Ibrahim Group.
Today, with its existence of over 60 years, the Bank has built itself a foundation with a
strong equity, assets and deposit base. It offers universal banking services, while placing
major emphasis on retail banking. The Bank also has the largest network of over 700
online branches in Pakistan and offers various technology-based products and services to
its diverse clientele.

MISSION
To provide value-added services to our customers
To provide high-tech innovative solutions to meet customer
requirements
To create sustainable value through growth, efficiency and diversity
for all stakeholders
To provide a challenging work environment, and reward dedicated
team members
To play a proactive role in contributing towards the society
VISION
To become a dynamic and efficient bank providing integrated solutions and the first
choice of bank for all customers.
VALUES
Integrity
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Excellence in Service
High Performance
Innovation and Growt

WORKING ENVIRONMENT
Allied Bank boasts of a work culture, which displays respect for all walks of life and
different ways of thinking.
Everyone at Allied Bank has a common corporate vision and values. However, all
employees are encouraged to grow as individuals and collaborate in teams.
Increments, bonuses and promotions are based solely on individual skills, qualities,
abilities and attitude. It is our aim to provide innumerable opportunities for all those
employees who show aptitude and the will to keep learning.
Training programmes, both local and foreign, are also considered important for employee
growth.
Our complex and relatively changing environment teaches flexibility, provides
opportunities to learn and offers many career opportunities. We encourage people who
like challenges, can take their responsibilities seriously and handle a constantly changing
and high-pressure work environment, to come work with us.

HR Department
At Islamabad
HR Department is that department that manages Human resource of the company.
In managing the human resource, not only H.R. Department involves but also participate
other personnel and management of the company. The HR department of Allied bank
undertook various initiatives to improve and streamline induction of manpower, career
planning, management practices and general procedures across the organization that
enabled it to fully support the companys operations. Following are some activities of HR
Department:
Job Analysis
Recruitment
Testing
Interviews
Compensation
Performance appraisal etc.
In Allied bank, there are two sources of hiring the employees.
These are:
Outsourcing i.e. hiring of the contractual staff like, guard, drivers,
office boys etc.

Regular Staff by giving the advertisement in the newspaper.

Job Analysis
Job analysis is the procedure for determining the duties and skill requirements of a job
and the kind of person who should be hired for the job by collecting the following types
of information: work activities; human behaviors; machines, tools, equipment, and work
aids; performance standards; job context; and human requirements. Simply we may say;
job analysis consists of:
Job Description
Job Specification
Job description is a list of a jobs duties, responsibilities, reporting relationships,
working conditions, and supervisory responsibilities. While, Job specification is a list of
a jobs human requirements: the requisite education, skills, personality, and so on
another product of a job analysis.
Uses of Job Analysis:
Following are some uses of the Job analysis:
Recruitment and selection
Compensation
Performance appraisal
Training
Discovering unassigned duties.
Job Specification in outsourcing
Here, you can have the glance of the job specification that is used by Allied bank in
outsourcing:
Job Title: Data entry operator
Qualification: intermediate with at least second division.
Age: 20 25 years
Work experience: not required but preferably 1 year.

Abilities: reasonable, intelligent with good communication skills.

Personality: smart, physically fit and medically fit for the job.
Other requirements:
A hand written job application along with a passport size photograph, copy of National
identity Card, Qualification certificates, character certificate, driving license in some
cases and references if any.
Job Description in outsourcing
Here, you can have the glance of the job description that is used by Allied bank in
outsourcing:
Performs work of moderate difficulty in the supervision and participation of data entry
and record maintenance utilizing data entry terminal; performs other work as assign or
required.
Example of Duties:
Enters alphabetic, numeric, or symbolic data
Maintains manual support files.
Receives and processes requests.
Verifies eligibility or specific master file records for purging.
Plans, organizes and directs the work of data entry personnel.
Operates various types of office equipment.
Job Specification in regular Staffing
Here, you can have the glance of the job specification that is used by Allied bank while
recruiting the regular staff:
Minimum Qualification: Masters degree within required discipline
Work experience: not required but preferably 1 year.
Personality: smart, physically fit and medically fit for the job.
Abilities: Good command on English language with Computer knowledge.
Entry Test: IBA Karachi.
Interview: HR department, Islamabad.
Other requirements:
A job application along with a C.V.

Job Description in outsourcing

Here, you can have the glance of the job description that is used by Allied bank while
recruiting the regular staff: here are some exemplary responsibilities:

implementing the delivery of sales strategies and targets and

motivating employees to meet these;
Establishing and maintaining effective relationships with new and
existing customers.
communicating, implementing and monitoring compliance with
corporate standards and procedures;
processing data to produce accurate facts, figures and reports;
checking accounts and initiating action if they are overdrawn without
arrangement or are in excess of agreed arrangements;
Networking with appropriate professionals.
Representing the bank within the wider community.

Recruitment and Selection Process

Recruitment process:
Recruiting is a more complex activity than most managers think it is. Recruitment efforts
should make sense in terms of the companys strategic plans. Some recruiting methods
are superior to others, depending on who you are recruiting for and what your resources
are. The success you have with your recruiting actually depends on non-recruitment HR
issues and policies.
There are several internal and external sources of recruiting the right candidate for the
organization, like:
Finding internal candidates.
Rehiring.
Succession planning etc.
Advertisement
Employment agencies

Internal Sources.

External Sources.

Executive recruiters.
Referrals etc.

In Allied bank:: In Allied bank the major source of recruiting employees is

advertisement in the newspapers. Both types of sources of employment are being
practiced in this bank.

Selection process
After building a pool of candidates, the next step is to screen out the best candidates
according to your requirement by using various testing tools and techniques. Careful
selection of employees is an important issue because of three main reasons; which are
given below:
Employees with the right skills and attributes will perform more
effectively.
The cost of making a wrong hire can become exorbitant considering
the time and money invested in the selection and training process.
The legal implications of incompetent or negligent hiring.
Here are some testing tools & techniques that are used in the selection process:
Test of cognitive abilities
Test of motor and physical abilities.
Measuring personality and interests.
Achievement tests etc.
Testing in Allied bank::
In Allied bank, IBA test is conducted of all those employees who have appeared in
recruitment process to screen out the best candidates. IBA written test consist of English,
Math, General/Computer Knowledge and Intelligence part based on multiple choice
questions pattern, with negative marking in case of wrong answer. After testing of the
candidates, the next step is interviewing of those candidates that have passed the IBA
written test.
Interviewing Candidates:
After testing the candidates, the next step involves conducting interviews of the best
candidates. An interview is the procedure designed to obtain information from a person
through oral to oral inquiries. Managers use several types of interviews in the work
settings. There are basically three main types of interviews; selection interview, appraisal
interview and exit interview.

Managers use various techniques for conducting the selection interview; such as:
Structured or unstructured interviews
Stress interview
Panel interview
Computerized interview
Mass interview etc.

Interviewing in Allied bank::

In Allied bank, panel interview is conducted to screen out the best candidates for the job.
Here; from the pool of the candidates, who have appeared and cleared IBA written,
interview by the panel of specialist is conducted. All those candidates; who have cleared
this interview are then posted to the vacancies they have applied for or that meet the skills
and abilities of the selected candidates.
After selecting the candidates by using various testing and interviewing
techniques; the next step is to train those candidates who are selected in this process.

Training, Retraining
and
Development approach
Training:
Training is a job-oriented activity. It provides or improves specific skills for the current
job. A manager may be trained in communication skill to improve reading, writing,
listening and speaking. A technician may be placed in a factory to acquire job-relevant
skills in a computerized machine. It makes a person fit for the present work through
updating or upgrading of skills. While in Allied bank training period is for 6months.
Retraining:
For the improvement of employees due to advancement of technology. Retraining is only
possible when workforce possesses a sound general education and has already been
trained of broad line skill. But in Allied bank they conduct seminars for this purpose.
Development:
Development is a concept-oriented preparation for human relation, problem solving in
structured or unstructured situation. It provides conceptual skill to employees.
There are two types of training approaches.
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Off-job training approaches

On-job training approaches
Off-job training approaches
There are further types of off-job training approaches.
1.
Occupational Training schools
There may be an individual who is aware of his insufficient skills, at hand, as compared
with those required by the work place. Such a person may be provided desirable joboriented skill training by a school. The training school may be in public or private sector.
The individual would opt for training programs in the respective skills.
2. Cooperative Education
A cooperative education programs are a feasible vehicle of creating and sustaining liaison
between the institution and the entrepreneur. College provides conceptual framework
while the enterprise engages the strident with work experiences.
3. Vestibule training
An employee may not be placed on actual workbench because of the pressure of work,
efficiency of the already trained manpower and quality controls. A separate simulated
workplace is identified to house the learners. It may be an in-service training school
established by the organization.
On job training approaches
1. Apprenticeship
A group of potential employees is inducted to hob-specific training under the guidance of
matured and skilled personnel. If it is provided first time to a trainee, it is initial training
that includes induction training as well. If trainee has already initial training, then it is
only the induction training provided through apprenticeship. The apprentice is paid
subsistence money to manage boarding, lodging and daily needs.
2. Coaching
A coaching is an instructor of skills. Coaching teaches skills on the basis of one-to-one
personal contact between the trainee and the trainer. It is an equally useful training
method for managers and non-managers in business, industry, education and government.
Allied bank includes training after 6 month probation for final evaluation of candidate,
candidate goes to Islamabad (national institute of business and finance) for one week
training then he is employed.
3. Mentoring

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A mentor means an experienced and trusted adviser. Mentoring is an advanced form of

coaching designed for potential managers, of various levels, in conceptual skills. In
Allied bank for this purpose seminars are conducted.
4. Job Rotation
An employee is shifted from one position to another, at lateral level from one job to a
similar of differentiated and diversified work, preferably, in ones own discipline. The
similarity of elements in the previous and new jobs helps the trainee in acquiring the new
skills. In Allied bank this situation is already existing.
5. In-Basket Training
The trainee is attached with a senior person. The trainer provides the trainee a basket
containing official documents, i.e. memos, letters, reports, etc. The trainee studies these
documents and learns about that level of management.

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Compensation Management

To attract and retain the best talent, companies require compensation and benefits
structures that are both enticing and consistent with market standards.
It is an integral part of the management of the organization. Compensation Management
contributes to the overall success of the organization in several ways. Employee
compensation is also a way to contribute in success of the organization, it refers to all
forms of pay or rewards going to employees and arising from their employment. It has
two main components:
Direct financial payments;
Wages, salaries, incentives, commissions, and bonuses etc
Indirect payments;
Pay in the form of financial benefits such as insurance.
Components of compensation management:
Salary
Probation period
Promotion criteria
Rent or residence facility
Medical care
Transportation
Salary:
A salary is a form of periodic payment from an employer to an employee, which is
specified in an employment contract. It is contrasted with piece wages, where each job,
hour or other unit is paid separately, rather than on a periodic basis.
In Allied bank:
Salary structure in KB is competitive as compare to other banks. BPS starts from 12000
for a new trainee or employee.
Probation period:
It is a time to check the performance of an employee who is provisionally employed to
fill a vacant newly created post. The services of a probationer may be terminated at any
time by the competent authority with out notice or pay or he/ she may resign with out
giving any notice or pay in lieu there of.
In Allied bank
In Allied bank there is 6 months probation period used to check the performance of new
employees whether it is upto the mark or not. If performance is not satisfactory then new
employee will be dismissing from job and performance is above par then employee can
gain permanent job with the bank.

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Promotions:
Promotions traditionally refer to advancements to positions of increased responsibility.
Most working people look forward to promotions, which usually mean more pay,
responsibility and often job satisfaction. For employers, promotions can provide
opportunities to reward exceptional performance, and to fill open positions with tested
and loyal employees.
Allied bank:
Following is the main criteria for promotion of an employee in KB:
1. Education
2. Job knowledge
3. Experience
4. Performance
If an employee is fulfilling all above requirements then he will be promoted after 6
months.
Rent or residence facility:
Traditionally residential facilities are obtained by employees from their employers or
organizations in which they work. If no residential facility is provided then employers
paid the rent of such accommodation in which employees are living.
Usually well reputed or public organizations give this facility to their employees.
In Allied bank:
No rent or residential facility provided by KB to their valuable employees.
Medical care:
Some time medical allowances are given to employees by their employers while on the
other hand if allowances are not given then charges incurred on hospitalization are paid
by organizations. So, in this way medical care facility is provided to personals.
In Allied bank:
Employees of KB are enjoying medical care facility. Any employee of the Allied bank
can claim to pay hospitalization charges of his family members. The claim is approved by
R&D department, for approval purpose certain type of documentation is necessary which
should be fulfill by employees. After this employees can enjoy this facility.
Transportation:
Transportation means conveyance facility to workers of any organization. Some well
reputed organizations give allowance to meet their transportation charges or in other way
companies provide its own transportation to workers in order to enhance their efficiency
and motivational level.
In Allied bank:
There is no transportation facility provided to male employees only for females
transportation is provided on local basis.

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Pension:
It is a plan that provides a fix sum when employees reach a predetermined retirement age
or when they can no longer work due to disability. In recent time only government sector
give pensions to their workers and not private sector.
In Allied bank:
In KB there is no pension plan for employees but gratuity is given to workers.
Vacation criteria:
Every organization whether public or private has its own vacation plan which is abided
by employees. There are many types of leaves given to workers like casual leaves,
mandatory leaves, sick leaves, annual leaves etc.
In Allied bank:
KB has its own vacation criteria including:
1. Entitlement of 30 leaves in 1 year per employee
2. Out of thirty 2 weeks are mandatory leaves
3. Remaining leaves can be enjoyed by employee at their will
Above mentioned is revising policy but before this there were:
1. 12 casual leaves
2. 1 sick leave
3. 3 seasonal leaves etc.
Transfer:
Reassignments to similar positions in other parts of the firm are called transfers. Usually
a transfer is a move from one job to another with no change in salary or grade .Every
organization has its own policies or criteria for transfer of employees.
In Allied bank:
In Allied bank transfers depend upon following issues with reference to employer:
1. Business accidences like overstaffing or understaffing
2. Experience
3. No efficient performance of employee
4. No particular tenure system
Employees seek transfer for:
1. Personal enrichment
2. More interesting job
3. Better working hours
Career management:
Career means the occupational position a person has had over many years while career
management is a process for enabling employees to better understand and develop their
career skills and interests and to use these skills and interests more effectively.
In Allied bank:
The series of activities that contribute to career of employees of KB include:

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1.
2.
3.
4.

Workshops
Seminars
On the job training
Training by National Institute of Business and Finance

Education of children:
Some big organizations give education facility for the children of employees. In order to
achieve this task they can give allowances or cash or direct payment of fees. Some time
workers welfare schools are established for the convenience of employees.
In Allied bank:
In Allied bank there is no any facility is given to employees in terms of education of
children.
Insurance:
Almost all companies are providing insurance facility to their personals. Companies
usually give this facility to their permanent workers or employees. Probationers are not
come under this head.
In Allied bank:
All employees of Allied bank are insured except from probationers or temporary
employees. They insured by ALLICO insurance company upto 6 million or six lakh.
If an employee will expired during duty hours then his family will receive full amount as
said six million.
If an employee will expire after duty hours then his successors will receive half or fifty
percent of the full amount.
Health and safety program:
Health and safety programs include medical care and establishment of safe environment
for employees. In order to regulate these programs firms maintain their own policies to
ensure employees that they are safe and company consider them as a valuable asset for
their organization.
In Allied bank:
The bank is providing proper health awareness by recommending different tests for
employees from time to time without any cost and in order to regulate safety measures
KB has insured its all assets including human resource staff, vehicles, furniture,
equipments, cash etc.

Performance appraisal:
Virtually all companies have some formal or informal means of appraising their
employees performance. Performance appraisal means evaluating an employees current
and/or past performance relative to his or her performance standards set by organization
for that particular job.

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Performance appraisals are a regular review of employee performance within

organizations.
Generally, the aims of a scheme are:
Give feedback on performance to employees.
Identify employee training needs.
Document criteria used to allocate organizational rewards.
Form a basis for personnel decisions-salary (merit)
increases,promotions, disciplinary actions, etc.
Provide the opportunity for organizational diagnosis and
development.
Facilitate communication between employee and administrator.
Validate selection techniques and human resource policies to meet
federal Equal Employment Opportunity requirements.
Motivation Factors:
Pension
Vacation criteria
Transfer
Career management
Education of children
Insurance
Health and safety program
Performance appraisal
Flaws in practice

In Allied bank:
Employee level:
In KB following parameters are used to evaluate performance of an individual employee
as well as performance of management level:
1. Job knowledge
2. Communication
3. Interpersonal relationship
4. Adoptability of new things
5. Motivation
6. Customer focus
7. Initiative to work
8. Team work
9. Productivity
10. Time management
11. Work habbits
12. accomplishment of assigned task
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Management level:
1.
2.
3.
4.
5.
6.

Leadership
Planning and organizing
Problem solving and decision making
Development of subordinates
Consensus building to take new task
Creativity
CONCLUSIONS
In despite of all things and discussions, Allied bank has a strong H.R.Department. Allied
bank H.R.Department has strong management and enough resources (e.g. well trained
staff and financial). The environment of Allied bank is very informal and more friendly.
They proved to be not only the bank but more than a bank. It has been a really good
experience.
REFERENCES
Human resource management (g. Dessler)
Human resource management (Sherman)
Job advertisements of Allied bank
Allied banks annual reports
Gujranwala branch of Allied bank
www.google.com.pk
official web site of Allied bank
www.abl.com.pk
others.

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