Tabinda Kanwal

2. Tabinda Kanwal MC 080405158 MBA HRM

3. Internship Report on

4. Brief Introduction of the Organization Business Volume

5. Out Standing Shares: 782,100,831 Shares Closely Held: 707,210,906

7. Competitors of ABL • Habib Bank Limited • United Bank Limited • Muslim Commercial Bank Limited • Habib Metropolitan Bank • Standard Charted bank • Bank Al Habib • Bank Al Falah • Soneri Bank • Faysal Bank

8. Organizational Hierarchy Chairman CEO SEVP SVP AVP OG-2 OG-1 OG-3 SupportingOfficer

9. Training Program

10. Tasks assigned to me in different departments. Customer services– Guidance of the customers • To facilitate the customers • To retain the customers • Keep good and long lasting relationship with customers My task was to facilitate customers and provided above mentions services as customer services officer on the behalf of staff . In Clearing Dept– Clearing stamp • Discharge stamp • Crossing stamp • Signatures of drawer • Bank branch name • Amount in words and figure • Date mentioned on clearing stamp • Supervision • Posting

11. In HR Dept– maintain the leave record of bank employee Provided the information of these record to the head branch In Account Opening Dept– • describe complete information regarding account opening and requirements and documentation for open new account to the customer

12. Structure of HRM Department

13. HRM Process in the Organization

14. Employees recruitment & selection Sources of Candidates  Internal Sources  External Sources Selection Process • Bank Advertise vacancy • Received applications • Conduct exam and written test of recruit candidates • Interview of passing candidates • Bank issue Offer letter to successful candidates • When candidate accept offer letter then bank issue appointment letter.

15. Training & development ExistingTrainingProgram • In house Training for Employee Development • Ex-House Training For Employee Development Employee Development • A separate department MTDC (Management training development center) give training, refresher of employees for their development which consist on different duration like 1 day,1 week etc

16. Performance management SettingPerformanceStandard & Expectation • Setting Standards • Establishing objectives/goals • Dimensions Each goal will clearly show a positive financial impact in order to ensure that the Bank is able to determine the impact of each job. • Performance Appraisal Performance reports are written on annual basis. Called ACR (Annual Confidential Report)

17. Employee Compensation & Benefits Type of Compensation & Benefits • In -ServiceBenefits • Education allowance/expenses to clerical and non-clerical staff. • Yearly profit bonuses • Loan facilities on soft terms. • Marriage Grants. • Medical facilities to self and family. • Executives, perquisites that include company cars with petrol ceilings, drivers/servants, salary, reimbursement of utility bills etc. • Insurance coverage against accidental permanent or partial disability

18. 2. Retirement Benefits • Medical facilities to self and family as per staff service rules. • Income security in the shape of monthly income or as a lump sum payment • Lump sum payment includes amount of commutation/gratuity and leave encashment • Monthly income are paid in the shape of pension/benevolent grant as per rules. • Special group insurance coverage to employees other than retired on medical grounds, for 5 years from the date of retirement or up to age of 65 years whichever is earlier

19. Organizational career management • Job Changes within the Organization 1. Promotion: • Promotion on Length of service Basis Stenotypist /stenographer to OG-III 10 Years. Clerical staff to OG-III 15 Years Non-clerical staff: a. to Assistants Cadre 2 Years, if Graduate 2.Transfer: • To utilize the expertise of an experienced individual • Need for experience • Administrative reasons • To fill a vacant position

20. Separations 1. Termination • The prescribed period of notice shall be as follows: • For employees in Category I & II Three Months • For other employees One Month • 2. Resignation • Category-I & II A staff member may resign at any time by giving three months notice • Category- III & IV Unless otherwise specified in the letter of appointment in general a staff member may resign at any time by giving a notice of one Month or substantive pay in lieu of period of notice. • Exit Interview 3. Retirement

21. Critical Analysis

22. In this modern era manual system is also apply for entries of voucher, clearing etc in some branches of Allied Bank Limited • There is lack of staff in branches. Shortage of staff and heavy work are two elements • Which decrease performance of employee. • Allied Bank Limited has own disciplinary rules but not followed by staff strictly. • Written polices for appointing new staff are not followed properly.

23. Unsophisticated training program • Lack of advertisement through electronic media • Lack of refreshers

24. SWOT Analysis of the Organization

25. Strengths • Secure Banking • CUSTOMER CARE CENTRE • ONLINE Banking FACILITY • SECURE ENVIRONMENT • Varity OF Products • SUPPORTIVE ENVIRONMENT

26. Weakness • Paper Working • Traditional approaches of training • Lack of advertisement through electronic media • LOW PRODUCT CREDIBILITY • LATE PROMOTIONS

27. Opportunities • Enter new markets • Extension of International network of the branches • Business Promotional facilities • In Future Offer Auto Loan Services: • ABL has also ignored the sector of Auto loan which is a very important Financing nowadays. Many people nowadays buy cars through car financing but ABL does not have this facility

28. Uncertain economic condition • Political instability • Slow product development process Threats • FED And other GOVT charges • COMPETITORS

29. Conclusion

30. In spite ABLhas great strength but weaknesses are heavy on strength because major sector is surrounded by weakness. Which is online system but latest technology is not used, while online system is essential for banking sector.

31. Others are • Traditional trainingapproaches are used till this time which going bank towards downfall. • The structureis not fully according to the need of customers. • Polices’ld be appropriate and equalfor every one .

32. Recommendations

33. It is easy to recommend solution along with criticism. Because criticism is an element of human psyche. • Following are the recommendations • Up-to-date online system • Focus on advertisement through electronic media • Appropriate requirement process • Focus on computerized working

34. And • Motivation of Staff: • Higher management of bank should adopt the different motivation techniques which according to the self-esteem need of employee • Ways to motivate employee • Promotion • Reward System • Leave • Appreciation

36. Query