INTRODUCTION
Historical Overview
Bank Alfalah Limited was incorporated on June 21st, 1997 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 177 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 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 interrupted 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.
Vision
To be the premier organizations operating in locally & internationally 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 service that contributes to brand strength, establishes a competitive advantage and enhances profitability, thus providing value to the stakeholders of the bank.
Functions of HRD Basic functions performed by HRD of AlFalah are:
1. Human Resource Planning
2. Job design and setting standards
3. Work rules and schedules
4. Career transition
5. Skills training
6. Management and career development
7. Performance appraisal
8. Wage and salary administration
9. Conflict Resolution
These functions will be explained in detail.
Goals and Plans of AlFalah
Human resource planning is a part of overall strategic planning for AlFalah. A personnel vice-president and his staff cannot make useful plans for period of one or three or five years, unless they have data on possible corporate expansions, new products, new plants, new markets and so on. Important steps involved in overall planning for AlFalah are:
1. To analyze and evaluate environmental influence.
a) Political trends and legislation which will have impact upon the bank.
b) Economic conditions such as competition inflation, rate of change in gross national product and unemployment level.
c) Social trends in leisure time, consumer tastes, work values and retirement.
d) Technological advances affecting enterprise.
2. To identify the values and aspirations of AlFalah’s directors and executive.
3. To identify and evaluate the internal strengths and weaknesses of the enterprise.
4. To develop a strategy, which relates the strength of the company and aspirations of executives with opportunities, perceived in environment.
5. To create specific enterprise objectives and plans for achieving these objectives.
6. To prepare plans for the functional areas; production, finance, marketing, research and development and personnel.
7. To communicate with members of the organization and involve them in planning process.
8. To evaluate progress toward implementation of plans and take corrective action where necessary.
EQUAL OPPORTUNITY RIGHTS
Personal Characteristics
Promotion on personal characteristics means the promotion on the basis of age, race, color, religion, sex or national origin.
In AlFalah Bank promotion on the personal characteristics is not allowed. All peoples have the equal right for promotion. And it is a written role in the constitution of company. i.e. "Discrimination is prohibited."
Nepotism
Nepotism is the showing of favoritism or patronage to relatives. Nepotism is often criticized because family members get desirable jobs and promotions primarily by virtue of their lineage.
For prohibiting the nepotism in AlFalah there is a written rule. That is as:
1. Strictly, no relatives will be employed by the company (i.e. Father, mother, brother, sister, nephew, niece, in-laws etc.).
2. Employment of one son/daughter to be considered after retirement of existing employee, or death during service, only if the candidate is found suitable for the existing vacancy.
3. If any existing employees marry each other, then one of them, in accordance with the choice of the management, will have to leave.
- Sons/Daughters and relatives of in-service employees would not be eligible for temporary employment.
Demotion
A demotion is the reassignment of an employee to a lower job with less pay, involving fewer skills and responsibilities. As demotions may take place for reasons beyond the control of the employees. Such major changes as reorganizations, company mergers or business contractions may result in fewer jobs, forcing some employees to accept lower positions.
In other situations, employees may be demoted for inability to perform their jobs according to acceptable standards.
ROLE OF HRD IN SOLVING PROBLEMS
Different conflict resolution starts with a careful diagnosis of the causes of the problem. And all the times HRD plays an important role in solving their problems. It is then the responsibility of the manager of HRD to apply an appropriate procedural, structural or personal solution or some combination of all three. But the manager of AlFalah has greatest assets in resolving conflicts will be his or her own preparedness to adopt a pluralist stance, and the interpersonal skills which he or she can bring to bear supplemented by honesty and pragmatism. But HRD performs following chief roles.
- Supportive behavior on manager's part.
- A work group problem solving.
- To design job techniques in such a way that gives satisfaction for individual and opportunity for improving performance.
- To overcome lack of commitment to work.
HR STRATEGIES
Over View
Division at Bank Alfalah Limited makes every effort to empower each team member and increase congruency between individual and organizational goals. The Bank's management incorporates human resource management at every level of decision making, thus ensuring that a harmonious corporate culture attuned to innovation and flexibility is maintained.
JOB ANALYSIS
Job Analysis
Job Analysis the procedure through which you determine the duties of these positions and the characteristics of the people to hire them. Job analysis produces information used in writing job descriptions and job specifications.
The incumbent of our report has below information
Name: Mr. Muhammad Mohsin Shah
Organization: Bank Alfalah, Remittence Division
Job Title: Officer Controller Remittence OG-1
Job Description
Now we will explain the steps in Job Analysis, by going towards that first of all let’s examine its Job descriptions first. His main events, duties, responsibility, reporting, relationships, working conditions and his behavior. So let us discuss them one by one.
Work Activities
The main activities which has to be perform is given below.
- Get reports from external bank (i.e senders bank) department
- Get also e-report (MIS) from the verification department (corresponding bank).
- Checking the validity of EB (External Bank) reports by matching them with MIS
