GROUP MEMBERS

INTRODUCTION OF ASKARI BANK

Askari Bank has started its function in 1992 Since the day of establishing. Askari bank is continuously expanding More then 75 Branches of Askari bank is online connected

Co-operate Citizenship
Askari bank role in the co-operate sector is as important as their products and services they offer. Askari bank has generous contribution in these areas. sports Culture Health & care Education(etc..).

ENVIRONMENTAL ANALYSIS
Interaction with the functions and
operations of a company, should be properly studied and evaluated so that the environment only benefits the company rather than affecting it negatively. Two types of environment effect the bank operations, policies and strategies.

Conti..
1. Micro Environment
Deposits Advances Competitors

2. Macro Environment
Demographic Sector Economic Sector Technological Sector Social Sector Political Sector

Working Environment

Salaries Allowance & Benefits

1. Introduction
2. Advance against salaries

Salary and allowances for officers & Executives (minimum starting Pay)

Disclaimer
This work is full of reality and any
resemblance to the person living, dead, in a coma or simply out of work is purely intentional and not at all regretted

Hiring And Selection system Of Askari Bank

At Askari Bank Human Resource Planning involves a decision making in three areas of combined activities:
Step-I
The bank identifies its organizational needs and then acquires a right king of human resource accordingly

Step-II
Bank motivates them to achieve excellent performance by giving them different sorts of targets according to their job requirements.

Step-III
It also creates an interactive link between the employee goals and the organizational goals

Recruitment and Selection

Askari Bank Limited recruits three kinds of
employees: 1. Top Level Management 2. Trainee Officers 3. Contractual Basis Employees

Initiation of staff hiring:

Hiring of Batches Hiring in Small Groups Individual Hiring

Hiring of Batches
Management Training Officers(MTOs) Operations Officers(OOs) Cash officers(COs) Business Developments Officers(BDOs) Any other category of staff required by the
Bank

Hiring in Small Groups

hiring may be done according to plan
faces of expansion of existing branches. Or upon the establishment of new branches. or for creating replenishing staff polls.

Individual Hiring:
depending upon the need to induct
additional staff and replacement of the outgoing staff

Selection Test
Psychometric Testing. Selection Interview.
1) For branch staff manager & Area Manager. 2) For Branch Manager & Area Office Staff: By
Concerned Area Manager. 3) For the product Departments staff: By concerned Manager & Head of Product department. 4) For Head Office Division staff: By concerned Manager & E.I

Panel Interview.

 Minimum entry requirements. Recruitment of close relatives.

Training and Development

Training Need Annual training Plan Minimum training for all New joiner training External trainings

Performance Appraisal

Performance Appraisal (cont..) Types Of approches

Traditional Approach

Development Approach

Performance Appraisal Process

The performance appraisal process in the Askari Bank consists of four inter-related steps. Establish common under standing
Step 1

between the evaluator and employee

Establish On going assessments.

Step 2 Step 3 Step 4

Formal Documentation of performance Development Plan

Objectives of Performance Appraisal

Improving the performance of the bank and its staff members. laying a solid foundation for relationship between staff and management clarifying performance targets for all using the process for career planning and professional development of staff review of salary, assignment and career path award bonuses Provide a basis for promotion to higher salary range and functional responsibilities.

Promotion Procedure
Promotion Interview Succession planning

Promotions Interview

Succession Planning
Consultation with EIs and AMs for key
position in the bank Appropriate training and grooming action must be taken for identified successor by the branch/ Area unit management by HRD.