www allied bank jobs com pk

Posted Date:14-Jun-2021 · Education: Master · Location: Pakistan · Company: Allied Bank · Job Type: Full Time · Last date. Allied Bank Limited Latest Jobs 2021|How To Apply Online In #ABLjobs2021 |ABL Jobs 2021 |#JobzCoachAllied Bank JobsCash Officer. Website: abl.com.pk · Headquarters: Lahore, Pakistan · Size: 5001 to 10000 Employees · Founded: null · Type: Company - Private · Industry: Banks & Credit Unions.

Www allied bank jobs com pk -

Allied Bank Offer Vacancies for the Different Positions in Pakistan. The aforesaid Jobs are published in The Jang Newspaper. More Details About Allied Bank Jobs in Pakistan 2021. See job notification for relevant experience, qualification, and age limit information.

Job Description

EducationMatric to masters
Websitehttp://www.abl.com/
LocationPakistan
Job TypeContract
Job SectorPrivate
Job IndustryServices
EducationMinimum Non-Matriculation
OrganizationAllied Bank

Allied Bank Jobs in Pakistan 2021

Allied Bank Jobs in Pakistan 2021

Job Position

  • Sweeper
  • Data Entry Operator
  • Assistant
  • Sub Inspector
  • Stenotypist
  • Photographer
  • Networking Operator
  • Constable
  • Driver
  • Naib Qasid
  • Waiter
  • Cook

How to Apply for Allied Bank Jobs?

People who plan to apply for Allied Bank and don’t know what to do can also follow our guidelines for successfully submitting their form. Often times they hire through their HR team, but sometimes they also hire through the FPSC. Read the background of the position you are applying for very carefully and if you think you are qualified, you can click on the “Apply Here” button which will take you to their official website where you can download an online form. After downloading, each category will be filled with original information only; Otherwise, your form will be rejected during the verification process. Please attach the documents which prove that you are a Pakistani citizen because citizens can apply. After all the hassles, the test date will be published, and only selected applicants will be encouraged to come for an interview. We hope all the details regarding your application process will help you land a job.

Apply Here

Important Note

Avoid Fraudulent Recruitment Activities: If your employer asks you to pay for any reason, including processing a shortlist, do not pay at all and let us know using our contact form. Apply according to the instructions and dates are given in the original job advertisement. Online government jobs cannot be applied from here. Errors and omissions are excluded.

Categories Jobs in Lahore, Government Jobs, Govt Jobs, Jobs in Pakistan, Jobs in Punjab, Private JobsИсточник: https://www.ujobs.pk/allied-bank-jobs-in-pakistan/

Human Resource Management in Allied Bank Ltd.

Allied Bank Limited. 1 Contents 2 Allied Bank Limited ................................................................................................................. 3 3 History ....................................................................................................................................... 3 3.1 Allied Bank: Public Sector Years (1974-91).................................................................... 3 3.2 Privatization (1991-2004) ................................................................................................ 3 3.3 A new beginning (2005-to-date) ...................................................................................... 4 4 Board of Directors.................................................................................................................... 4 5 Products .................................................................................................................................... 4 5.1 Personal Banking.............................................................................................................. 4 5.2 Business Banking ............................................................................................................. 4 5.3 Islamic Banking................................................................................................................ 4 5.4 Other Services .................................................................................................................. 5 6 Innovation: e-Banking Channels ............................................................................................ 5 7 Corporate Objective ................................................................................................................ 5 8 Mission Statement .................................................................................................................... 5 9 Vision 2010 and Beyond .......................................................................................................... 5 10 Values ........................................................................................................................................ 5 10.1 Service Orientation ........................................................................................................... 6 10.2 Trustworthiness ................................................................................................................ 6 10.3 Adaptive to Change .......................................................................................................... 6 10.4 Team Orientation.............................................................................................................. 6 10.5 Commitment ..................................................................................................................... 6 10.6 Pride ................................................................................................................................. 6 11 Chairman’s Message............................................................................................................... 6 12 Human Resource Management (HRM) ................................................................................ 7 12.1 Role of Human Resource Management ........................................................................... 7 12.1.1 Selection:................................................................................................................... 7 12.1.2 Strategic Planning: .................................................................................................... 7 12.1.3 Training and Development: ...................................................................................... 7 13 Job Analysis ............................................................................................................................. 7 13.1 Understand the job ........................................................................................................... 8 13.2 Identify Performance Behaviours..................................................................................... 8 13.3 Essential Competencies .................................................................................................... 8 13.4 Identify Target Performance Level .................................................................................. 9 1 Allied Bank Limited. 13.5 Experience, Education and Training Needed ................................................................... 9 13.6 Special Considerations ................................................................................................... 10 13.7 Review and Finalize ....................................................................................................... 10 13.8 Using Results.................................................................................................................. 10 14 Recruitment ........................................................................................................................... 10 14.1 Criteria for labor ............................................................................................................. 11 14.2 Criteria for executive ...................................................................................................... 11 14.3 Channels of Recruitment ................................................................................................ 11 14.3.1 External Recruitment .............................................................................................. 11 14.3.2 Internal Recruitment ............................................................................................... 12 14.3.3 Rehiring................................................................................................................... 12 14.3.4 Salary ...................................................................................................................... 12 15 Selection ................................................................................................................................. 12 15.1 Informal interview .......................................................................................................... 12 15.2 Formal interview ............................................................................................................ 13 16 Employee Orientation ........................................................................................................... 13 16.1 Benefits: ......................................................................................................................... 13 16.2.1 Welcome employee to company ............................................................................. 13 17 Defining Training & Development: ..................................................................................... 14 17.1 Training Process ............................................................................................................. 14 18 Training and Development................................................................................................... 14 18.1 On the Job Trainings ...................................................................................................... 14 18.2 Off the Job Trainings...................................................................................................... 15 19 Compensation Management ................................................................................................ 15 19.1 Rewards .......................................................................................................................... 15 19.2 Punishment ..................................................................................................................... 16 20 Employee Engagement & Retention ................................................................................... 16 20.1 Performance Management.............................................................................................. 17 21 Pay for Performance ............................................................................................................. 17 21.1 Maslow Hierarchy of Need ............................................................................................ 17 2 Allied Bank Limited. 2 Allied Bank Limited Allied Bank is a commercial bank in Pakistan. Allied Bank, with its registered Offices in Karachi and Lahore, is one of the largest banks within the country with over 1150 branches and ATMs. It was the first Muslim bank established in Pakistan before independence (1942) with the name of Australasia Bank. It was named as Allied Bank of Pakistan from Australasia Bank Limited in 1974, and Sarhad Bank Ltd, Lahore Commercial Bank Ltd and Pak Bank Ltd were also merged in it. 3 History Allied Bank Limited (ABL) is the first Muslim Bank established on territory that later on became Pakistan. It was established on December 3, 1942 as Australasia Bank at Lahore with capital of 0.12 million. At that time the chairman was Kh. Bashir Baksh. ABL’s story was one of the dedication, commitment to professionalism and adaptation to changing environmental changes. 3.1 Allied Bank: Public Sector Years (1974-91) Under the Nationalization Act of 1974, 14 scheduled banks were taken over by the Government. Australasia Bank’s Board of Directors was dissolved and the bank was renamed as Allied Bank of Pakistan Limited. Sarhad Bank, Lahore Commercial Bank and Pakistan Bank Limited were merged into Australasia Bank. At time of merge, ABL was second highest among all the banks Nationalized in 1974. Allied Bank’s first Executive Board was constituted of Mr. Iqbal A. Rizvi as President, Mr. Ajmal Khalil as Joint President and Mr. Khadim Hussain Siddique as member. In 1974 Mr. I.D. Junejo and Mr. Safdar Abbas Zaidi joined the Board later. 116 new branches were opened in 1974 and it started participation in commodity Operation program of Government. In 1970’s Bank played an important part of agricultural area loans and other loans. In 1976 Mr. Ajmal replaced Mr. Rizvi as Chief Executive and President. During 1974-77, 361 new branches were opened and 230 of these were located in villages and small towns. It also opened its foreign branch in London, near the Bank of England. In 1980 the Bank of England granted Allied Bank recognition as a full fledge Bank under the U.K. Banking Act. In 1981, President was changed. In 1984, again new president was come to know. He tries to increase the international business. It also initiated a major counter program. In 1985, mainframe computer was installed and effective management system was developed. During this period profitability was increased. New President Mr. Maqbool introduced different schemes in 1987- 88. In 1989, new 13 branches were installed. Over 1991, 745 branches were there in all over the Pakistan. 3.2 Privatization (1991-2004) In November/ December 1990, the Government announced its commitments to the rapid privatization of the Banking sector. Allied Bank’s management under the leadership of Mr. 3 Allied Bank Limited. Khalid Latif decided to react positively to this challenge. As a result of privatization in September 1991, Allied Bank entered in a new phase of its history, as the world’s first bank to be owned and managed by its employees. Allied Bank’s capital and reserves were Rs.1.525 (Billion) and assets amounted to Rs. 87.536 (Billion) and deposits were Rs. 76.038(Billion). The Bank enjoyed an enviable position in the financial sector of Pakistan and was recognized as one of the best amongst the major banks of the country. In August 2004 as a result of capital reconstruction, the Bank’s ownership was transferred to a consortium comprising Ibrahim Leasing Limited and Ibrahim Group. 3.3 A new beginning (2005-to-date) In May 2005 Ibrahim Leasing Limited was amalgamated by transfer to and vested in with and into Allied Bank Limited. ILL shareholders were issued ABL shares in lieu of the ILL shares held by them. 4 Board of Directors  Tahir Hassan Qureshi - Chief Executive Officer  Mohammad Naeem Mukhtar - Chairman / Non-Executive Sponsor Director  Sheikh Mukhtar Ahmad - Non-Executive Sponsor Director  Muhammad Waseem Mukhtar - Non-Executive Sponsor Director  Abdul Aziz Khan - Independent Director  Mubashir A. Akhtar - Independent Director  Pervaiz Iqbal Butt - Independent Director  Akbar Sharifzada - Government Nominee Director  Sheikh Jalees Ahmed - Executive Director 5 Products The bank provides its customer various products & services, to cater there need of investments, and other social or business requirements. These Product & Services offered by the bank are as follows: 5.1 Personal Banking Under Personal Banking, ABL offers: Everyday Accounts, Lifestyle Banking, Savings & Term Deposits, Credit & Debit Cards, Domestic Remittance, Bancassurance, and e-Banking Services. 5.2 Business Banking Under Business Banking, ABL offers: Corporate & Investment Banking, Transaction & Business Accounts, Home Remittances to Pakistan, Cash Management Solutions, Trade Services, SME Financing, and Agriculture Financing. 5.3 Islamic Banking Allied Bank has established its Islamic banking group to offer a diverse range of Deposit and Investment related accounts ensuring Shariah compliance. 4 Allied Bank Limited. 5.4 Other Services Allied Bank's other services include: Extended Hours Banking, Online Banking, Safe Deposit Lockers, Utility Bills Payments, Allied Phone Banking, and Customer Support. Car finance 6 Innovation: e-Banking Channels Allied Bank maintains its reputation for innovation in education and embracing new technologies in the banking sector of Pakistan. Their current suite of e-Banking services comprises:  Allied Direct-Internet Banking  Allied SMS Banking  Automated Teller Machines (ATMs)  Transactional Alerts Facility 7 Corporate Objective By continually providing the best customer experience to generations of Filipinos here, Allied Bank aims to be among the top 3 in the various markets that it chooses to compete in. 8 Mission Statement We are a leading, dynamic Filipino financial services group with a global presence committed to delivering a whole range of quality services that will create value and enrich the lives of our customers, employees, shareholders and the communities we serve. 9 Vision 2010 and Beyond To be the most admired financial services organization in the country in terms of:  Financial performance – rank #1 or #2 in its businesses in terms of return on equity  Innovativeness – in products, services, distribution and the use of cutting-edge technology  Customer perception  The preferred financial services provider  The customer-centered organization with a passion for service excellence  Social responsibility – the employer of choice, a good corporate citizen and partner in nation-building  Long-term vision – developing competitive advantage on a sustained basis by anticipating changes in customer’s preferences and in the manner of doing business 10 Values Our Shared Values bind everyone in ABL together, providing the basis for trusting one another and helping enable the Bank to achieve its mission and vision. 5 Allied Bank Limited. 10.1 Service Orientation We are committed to deliver the best possible service to our customers, proactively responding to their needs and exceeding expectations as manifestation of the value and respect that the Bank holds for every single one of them. 10.2 Trustworthiness We hold sacred the consistent adherence to a strict moral and ethical code manifested through honesty, professionalism, fairness, prudence and respect for the law. 10.3 Adaptive to Change We nurture within each one of us a positive attitude towards change and innovation, promoting flexibility and celebrating creativity as drivers of our quest for continuous improvement and operational excellence. 10.4 Team Orientation We are committed to work together as a family united in pursuit of common goals and aspirations, valuing meritocracy in promoting the common good. 10.5 Commitment As stewards, not only of the Bank's business, but of its proud name and enduring heritage, we manifest genuine concern and affection for the Bank, it's business, and its core constituents. 10.6 Pride We take pride in working with the Bank, of being a Pakistani, in whatever tasks we undertake. This will be reflected in all our actions, in the passion of how we get things done. 11 Chairman’s Message 2015 was a challenging year all over the world with negative sentiments developing towards emerging markets, a sharp fall in commodity prices, persistently low interest rates, surplus liquidity, regional conflicts and changing regulatory framework. Global GDP growth remained muted during 2015 and is expected to face sustained challenges going forward. Your Bank shall continue to extend its outreach enhance its customer base and deepen existing customer relationships, utilize technology to deliver innovative and convenient banking solutions and capitalize on the growth opportunities in digital banking. The strategic initiative of Your Bank of improving business acumen of its existing and prospective customers shall continue by organizing seminars focusing on enhancing management skillset, corporate governance and succession planning. Today, Your Bank stands at the brink of achieving the milestone of Rs.1 trillion Balance Sheet footing which would not have been possible without the untiring efforts of the management and commitment of all staff members, working as a team. Your Bank has made tremendous strides during a challenging year and is on a solid foundation to achieve stable profitability levels in future. 6 Allied Bank Limited. Lastly, I wish to take this opportunity to thank all stakeholders including Board of Directors for their vision, State Bank of Pakistan and Securities and Exchange Commission of Pakistan for their continued support and guidance. As we enter 2016, it is important that we look back with pride at the Bank’s accomplishments but also keep looking forward and adapt to the changing landscape of the future to position the Bank as a dynamic financial service provider. Mohammad Naeem Mukhtar Chairman 12 Human Resource Management (HRM) Human resource management is the function of management. Which is concerned with maintaining, hiring, motivation of employees. 12.1 Role of Human Resource Management The role of HRM in an organization. 12.1.1 Selection: Selection is the 1st function of the HRM which is the process of choosing persons in a groups OR individuals. The HR manager selects the employees for organization to achieve their organization’s goals and objectives. 12.1.2 Strategic Planning: HR managers make strategic planes and policies for the organization to achieve their organization aim’s, goals and objectives. 12.1.3 Training and Development: The training and development is the most important function of the HRM. HR managers train the employee’s and also enhance the performance of the organization’s employees to achieve the organization goals and objectives. 13 Job Analysis Hiring is the key importance to the overall productivity of Canadian businesses. A well put together job description is a good business investment because it can be used to support most HR functions: recruitment, selection, orientation, training, work plans, compensation, performance reviews and legal defense. Job descriptions explain the key responsibilities of the actual position, reporting relationships and work environment. The first step in writing or rewriting job descriptions is job analysis. Job analysis is an in-depth study of a job. It provides 7 Allied Bank Limited. information for job descriptions. In doing the analysis, you or an employee will gather information about jobs through interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from secondary sources such as the National Occupational Classification (NOC) system. deleted or modified. Here are few steps for job analysis in Allied Bank Limited: 13.1 Understand the job Start by developing a complete understanding of the position. This is the foundation on which hiring is based. In conducting your analysis, consider:  All of the duties and responsibilities of the position  Their scope and level  The context in which these are to be performed  The amount of responsibility, authority and accountability required to perform the work  The major and minor activities 13.2 Identify Performance Behaviours Next, identify examples of behaviour that you would use to evaluate the quality of the work. Identify examples of both effective and ineffective behaviours. To do this, ask yourself:  What are the performance expectations for superior performance?  How do you know someone is doing an excellent, satisfactory or poor job?  How does it look when a high performer is doing an excellent job or when a poor performer is doing an unsatisfactory job? 13.3 Essential Competencies Using the examples of behaviour as a basis, identify and choose only the most critical/ essential competencies required to demonstrate high performance. Differentiate between high performers and average performers:  There should be no more than 6 to 10 competencies selected for a role or job. Remember, fewer are better.  The key is to select only the most critical/essential competencies required to demonstrate high performance. While all competencies may seem desirable, they are not all critical.  Familiarize yourself types of competencies and skills. Next, sort the competencies based on how critical or essential each one is. You could sort each of the competencies into one of four groups:  Critical/essential  Important/significant  Less important/learn on the job  Not applicable When determining how critical or essential a Competencies, Knowledge, Skills and Abilities (CKSA) is, consider factors such as:  The difficulty or criticality of the tasks being performed 8 Allied Bank Limited.  The impact on job outcomes  The impact on the performance of other employees  The consequence of error if the CKSA is not present  How frequently the CKSA is used on the job  Whether the CKSA is required at when the job starts or can be learned or acquired on the job within the first six months When completed sorting, review and make any adjustments that are needed. Count the number of CKSA you sorted in the Critical/Essential and Important/Significant groups. There should be between 6 and 10 competencies. If you have more than that number, you can rank the competencies in your Important/Significant group and pick only the highest ranking that provide you with an appropriate number of competencies. Put all others aside. If you ended up with fewer than an appropriate number of competencies, then rank the competencies in your Less Important/Learn on the Job group and pick only the highest ranking to add to the Important/Significant group, providing you with an appropriate number of competencies. Put all others aside. The competencies you have chosen form the CKSA portion of the qualifications for the job. 13.4 Identify Target Performance Level Target levels refer to the types of behaviors demonstrated by high performers. They are not minimum standards. The key is to select the target level that high performers demonstrate most of the time (general rule - 75% of the time). While all people may be able to demonstrate a level once, target levels refer to what they do most of the time. To assist you, think about what a high performer in the job demonstrates most of the time when they are engaged in that competency. Do not select an inappropriately high target level. Setting the bar too high can lead you to hiring no one. The focus is on trying to describe reality, not ideals. Once you have set the Target Level, you should also set the minimum acceptable level required at job start. You could set Level 1 as the lowest possible level and 5 as the highest. Ensure the minimum level is also realistic. 13.5 Experience, Education and Training Needed Review the final list of Competencies, Knowledge, Skills and Abilities (CKSA) and determine the various ways in which these could be acquired through education, experience (work, volunteer and/or life) and/or training. It may be helpful to consider the background of high- performing employees in this type of position. Be sure to include as many of the equivalent combinations of education and experience as possible. Consider the availability of qualified people in the job market and ensure the qualifications are reasonable given that market. It is important to determine a qualification that is appropriate to the job on day one and not inappropriately high or low. If qualifications are set too high, candidates that have the competencies may be inadvertently eliminated at the screening stage before having the opportunity to prove themselves. Alternatively, if the qualifications are set too low, most of the applicants will need to be considered which can be a time-consuming process and many may not have the required competencies. 9 Allied Bank Limited. 13.6 Special Considerations Now is the time to identify and include any special considerations you may wish to include. Some jobs may require additional specific criteria like the following:  Criminal records review  Drivers, firearms or other licenses  Professional designations (for example: Professional Engineer)  Occupational certifications  Physical requirements to lift heavy objects, work in strenuous situations etc.  Willingness statements (for example: willingness to work in dusty or noisy environments 13.7 Review and Finalize At this point you have completed the job analysis process. This final step is to give you an opportunity to stand back and take a second look at your work to ensure its valid and stands the common-sense check. To do this, ask yourself the following questions:  Given what I know about the accountabilities of this job/role, are the Competencies, knowledge skills and abilities chosen really the most critical ones? Will they help me identify the difference between a high performer and a poor one?  Do the behavioral levels identified really define what high or poor performers actually do in this job/role?  Are the experience, education and training requirements related to the CKSA chosen: job-related, inclusive, reasonable and appropriate?  Have all necessary special considerations been included? If you answered no to any of these questions, review your work and make adjustments so that you can answer each question with a yes. If you answered yes to all of the questions, finalize your Statement of Qualifications. These may now be added to Job Descriptions, included in applicant packages and advertisements, and used as a basis for determining the most appropriate assessment methods to be used in the hiring process. 13.8 Using Results The list of qualifications and competencies developed through job analysis are used to create:  The Statement of Qualifications to be attached to Job Descriptions  Advertising content and/or applicant information packages  Criteria for short listing applicants  As a basis for determining the most effective assessment methods 14 Recruitment To get hired for the job there is complete process. First of the candidate have to send an application for the job to the company. The company checks the application. This is only when there is vacancy will be announced by the company. Now there are two 10 Allied Bank Limited. words labor and executive. They both are different. Any new candidate who applies for the job will be known as the executive. Now the question is that if the new candidate who applies for the job as a labor then is he will be called as the executive? No there is not such a concept. The labor is one who apply for the job on the post of the labor or low class labor will be known as the labor but if a candidate applies for the superior job i.e. manager, HOD etc then he/she will be known as executive. It will remain executive till he got the experience of one year at the company. Now there is a difference in the hiring of labor and executive for the job. 14.1 Criteria for labor  There is no hard and fast rule for the hiring of labor.  They can approach for the job from the newspaper.  They can also approach from the notices of the job those will display on the notice board of the company only when the vacancy will be announced.  The vacancy for the labor will be posted in the local and as well as national level newspaper.  There is no such a need of qualification for this job but the experience is required by the company that one who is willing to apply for the job will must have the experience of 1 year at least. 14.2 Criteria for executive  Executive are the managers or the people who are qualified and apply for the middle or the top-level management.  These are the persons for those the qualification or the study matters, obviously if a person want to apply for the highest post the education, knowledge is the thing that matters.  If there is a need for a person as executive for a specific job then the HOD of that particular department tells or announces the vacancy that I need the person for that particular job. For example, the HOD of sales department will announce the vacancy that there is a need for the sales person.  If there is another person who has to announce the vacancy for any department then the HOD of that department will sent the requirements for the job and then the vacancy will be announced in the newspaper, notice board etc.  The company also does the college hiring for the executive in which the company visit some colleges and universities and then start doing interview of the students those are willing to apply for the job. Basically, this concept is running in many other cities and it will start soon in the Faisalabad too. And the company from where it starts this college hiring will be from the UCP FSD campus. 14.3 Channels of Recruitment There are basically two channels for the recruitment those are discussed below. 14.3.1 External Recruitment In external recruitment, the company gives an ad in the newspaper it could be local newspaper and it could the national newspaper. The company also announces the company on the websites on the internet such as rozee.pk etc. If a person is willing to apply for the job then he sent his CV 11 Allied Bank Limited. to the company. Then the company starts screening the CV’s in which the company select only those candidates those are close enough to the requirement by the company. Now that candidate whose CVs will approved then the company calls those candidates. The purpose for this call is just to have an informal interview with them and tell them timing and the day of their interview. 14.3.2 Internal Recruitment In internal recruitment, there is a need of reference of some persons from the company. Basically, it similar to the election and it will be elected by those candidates to whom the company is thinking to give them a promotion. Reference is just a guarantee by the seniors to those who are to be promoted. Guarantee in a sense that the seniors will vote for those who they think that that this person will be the best for this post. In this way the internal recruitment process will be completed. 14.3.3 Rehiring Sometimes the company needs to do rehiring. This is because that if an employee who is working for so many years and then leave the company wish to rehire him because company did invest on him. Investment in a sense that company gives him a job, training, experience and many other things. That is why if the employee leave the company offer him extra and more benefits, salary etc before he had. In short term it is expensive that you apply more on the employee but in long term it is profitable for the company that he has the ability to give more to the company as before he was giving. 14.3.4 Salary The company doesn’t have any method of setting the salary of employee at the time of hiring new employees. The company doesn’t have to set the any percentage like education, knowledge, presentation, skills and orientation, experience and training on hiring the employees and there is no need to multiply that percentage with the currency rate. The only method that the company chooses to set the salary right at the time of hiring that the company and the employee both set a salary level. This all done after so many battle dore at try to set or choose a single point at which the company is willing to give and an employee is willing to accept. 15 Selection Selection is almost the final stage of the employee to be selected in the company. For this purpose, the candidate has to give the interview for the selection. Interview sessions those are conducted by the company are of two types. These are described below. 15.1 Informal interview This is basically not an interview, it just a first informal call between the company and the candidate. In this session, the company calls to those candidates who are selected after giving their CV to the company. In this call the timing and the date will be told to the candidate for the 12 Allied Bank Limited. interview session. There are also some other questions those are asked from the candidate. This is the informal session. 15.2 Formal interview Formal interview is the complete interview that the candidate has to be given to the company. These interviews are two in numbers in which the candidate has to be appears for two times. 16 Employee Orientation Employee orientation is part of a long-term investment in a new employee. It is an initial process that provides easy access to basic information, programs and services, gives clarification and allows new employees to take an active role in their organization.  Introduce new employees to their new environment  Make new employees feel welcome and comfortable  Retain a pool of new, capable employees 16.1 Benefits:  Establish clear standards that help reduce disputes and limit liability  Promote consistent management  Inform new employees of the company’s policies  Demonstrate a commitment to equal treatment of personnel  Provide protection from claims of discrimination and sexual harassment In some organizations, an employee handbook is available to all employees. The content of the handbook covers the key topics covered in an orientation session for new employees. 16.2 What should employee orientation programs include? An orientation program helps the employee understand their assigned duties, terms and conditions of employment as well as the organizational culture. It provides the following information: 16.2.1 Welcome employee to company Orientation to business:  History  Mission Statement  Goals and Objectives  Organizational structure, e.g. Own job description and relationship of position to other positions  Future Plans Company policies and procedures, for example:  Dress Code  Reporting Procedures  Smoking Restrictions  Expense Claims 13 Allied Bank Limited. Legislation Safety procedures Emergency procedures  Operating telephone system,  Who to call for repairs 17 Defining Training & Development: Training & Development have been defined in several ways by different authors. The main idea that each one of them highlighted in their studies is the workforce capability enhancement. Nadler & Nadler (1991, as cited in Kumpikaite & Sakalas, 2011) identified Training and Development as “the components of the human resource development (HRD) model”. 17.1 Training Process Different authors have put forward the systematic process for training and development of employees. The number of steps varies but the basic approach remains the same i.e. to manage training in a better way to have the best results out of the investments made. Training is a continuous process. Whatever the scheme may be presented by various scholars and trainers the following steps are inevitable for any well designed and precisely implemented Training and Development plan: 18 Training and Development Training is a lesson by the company to employees to fulfill the current need of any project while development is the lesson that is given by the company to its employees for the future need of any project. The company trained its employees every time they need. Training is of two types including on the job and off the job training. The company gives both of the training to its employees. 18.1 On the Job Trainings On the job training is the training that is given by the company to its employees within the organization. On the job training is the training that is given by the company to its employees within the company. Therefore, the company first identifies the problem then company thinks that there is a need to train the employees. Therefore, the company conducts a training session and provides all the information to the employees who will need to appear in the training session. The person who has to give the training to the employees is from the company every person who trained the employees will must have the experience of at least 5 years. A complete booklet or file is given to the employees in whom the complete detail of training session, time table, duration etc is mentioned clearly. Employee gets this file but beside this a short meeting of 1 to 2 hours is conducted and tells everything about the training session to the 14 Allied Bank Limited. employees orally too. This is because it minimizes and clears every ambiguity in the mind of employee (if any) regarding the training session. Well this is the criteria of giving training to those who the company thinks to be trained. This training is given to the employees on identifying the problem. But beside this there is also another training that is given to the employees those are newly hired after completing their graduation or study time period. This training session is for 3 months in which the experienced employees of the company give them training. These trainers are from every department i.e. if an employee is hired in the marketing department then the trainer will be from the marketing department who will train them. This is criteria of on the job training. 18.2 Off the Job Trainings When the company hired the new employees then the company needs to train them. For this purpose, sometimes the company trains its employees by using both the techniques of on the job and off the job training. Whether company is using the technique of on the job or off the job training the training period in both of the cases is of three months. In off the job training the company sends its employees to Lahore and Islamabad or sometimes canal road headquarter of the company. This is because all of these headquarter has all the facilities those are needed to t rained the employee. The main focus of the company is to train the technical. This is because these are the persons who are involving in making of the product. They are present in the manufacturing of the liquid, then packaging etc. that is why the main focus of the company is highlight these employees because if there will be any issue in making of product then automatically the reputation of the company will disturb. That is why the employees who are technical need to be trained more and more that there should not be any fault in the making of product. After giving them training to employees the company again evaluates the performance and also the performance that was identified before is removed or not? There is a concept in which the company believes strongly. That concept is access training. This is the stage where the employee had the ability to do anything at any time. In other word the company is basically focusing on the career management and career development. That is why if an employee got the training of one thing then he will be train again for some other thing but these employees are only few or selected persons. Eg. ASAD who was the HOD of marketing department has the ability to anything at any time. That is Happilac is the market leader, not a market follower. It is the market leader because the company has a big infrastructure, a big list of loyal employees, best manufacturing unit as compared to the other paint making industries. There is a reason behind it that company always searches for the innovators and the company has these types of employees who have the ability to bring out the positive change. 19 Compensation Management 19.1 Rewards Rewards are of two types monetary and non-monetary. Monetary reward is to give the basic salary to the employees while non-monetary reward is to give some incentives, appreciation etc. 15 Allied Bank Limited. here is again an example of Asad Sahab. That one person in the company who performed extra and got the benefits and rewards. He got a car as a reward on achieving the target in july 2016. In this way many other employees are there in the company who got many rewards. Rewards are also in the form of promotion but as discussed before that promotion is always depend on the performance. 19.2 Punishment A punishment criterion is same to every person belongs to the company. Whether he is a security guard or he is CEO. Every person who breaks the rules will be punished. At the time of orientation, the rules and regulations were told in detailed form and the punishments also described to them. Some of the rules are defined below.  Always park vehicle in the parking or otherwise the one who break the rule will be punished.  Don’t smoke in the office hours.  Mobile usage during working hours is prohibited.  Dressing must be according to the dress code defined by the company.  For the wrong parking and cell usage during working hours the fines are defined below: Labor = Rs. 30 Manager = Rs. 350 Senior officer = Rs. 550 CEO = Rs. 6500 etc. Similarly, many others punishments are also mentioned in the company’s policy on breaking the rules. There is also rule that anyone can complain for anyone but only when someone don’t perform a duty that is giver to him. For example, that if it is a duty of HR manager that check out the discipline (checking the cleanliness of offices) and if senior officer go to his office and see there is a dust on his table then he is free to complain about the HR manager that he doesn’t check this thing that whether the officer is clean or not. 20 Employee Engagement & Retention Employee engagement illustrates the commitment and energy that employees bring to work and is a key indicator of their involvement and dedication to the organization. Employees who are engaged are more productive, content and more likely to be loyal to an organization. When organizations put sound HR practices in place, they are more likely to discover that employees feel satisfied, safe and will work to their full potential...and that means they are more likely to stay put. 16 Allied Bank Limited. 20.1 Maslow Hierarchy of Need The company believes on the Maslow’s hierarchy of need. In this theory, there are five needs of the human being. If he have all of these then he can do the work better, effectively and efficiently. These needs are defined below:  Biological and Physiological needs - air, food, drink, shelter, warmth, sleep.  Safety needs - protection from elements, security, order, law, stability, freedom from fear.  Love and belongingness needs - friendship, intimacy, trust and acceptance, receiving and giving affection and love. Affiliating, being part of a group (family, friends, work).  Esteem needs - achievement, mastery, independence, status, dominance, prestige, self- respect, respect from others.  Self-Actualization needs - realizing personal potential, self-fulfillment, seeking personal growth and peak experiences.  The company focus on this theory and strongly work upon it the by proving and fulfilling all these needs of employees and then the result from the employee is always positive. 17

Источник: https://www.academia.edu/35803637/Human_Resource_Management_in_Allied_Bank_Ltd

Allied bank limited jobs

Samba Bank Ltd Jobs Branch Manager

Position: Branch Manager Experience: 05 – 10 Years Qualification: Graduation Job Location: Peshawar Last Date to Apply: 03 Nov 2021 How to Apply: For More Details View The Image. Press the Image to View Large & Clear Image Your email address will...

Head of General Banking Operation (Sub-Dept)

 ...This employer is no longer accepting CVs for this job, it has been deactivated by the company's administrator. Head of General Banking Operation (Sub-Dept) Job Description ( total positions: 1, posted on: May 27, 2021) Who can manage SBP Branch Licensing Policies... 

Bank Islami Pakistan Limited

Phone Banking Officer

 ...We are looking for dedicated and passionate Phone Banking Officers (PBO)! PBO will be responsible for answering incoming calls...  ...Job Title Phone Banking Officer (PBO) Company Allied Bank Limited No. of Positions Approx. 20 per month Qualification... 

Teller - Banking

Teller - Banking required for urgent job placement. REQUIREMENTS Experience: 3 years minimum . Experience in UAE: experience in UAE is an advantage . Education: Bachelor Degree is an advantage . Languages: Arabic is an advantage. Nationality: filipino preferred PROVISIONS... 

Teller - Banking

Conduct dozens of bank’s routine transactions within time limits and established guidelines (cash checks, accept deposits and loan payments, process withdrawals etc)Assess customer needs and introduce new products and services (credit cards, saving bonds etc)Make sales... 

Teller - Banking

Looking for Teller - Banking preferable with UAE experience. REQUIREMENTS Experience: 1 - 3 years . Education: Bachelor Degree required . Languages: English required. Nationality: indian preferred PROVISIONS Transport provided . Medical insurance Salary: AED 5500

Teller - Banking

Teller - Banking required. Should be ready to relocate to Dubai REQUIREMENTS Experience: 2 - 3 years . Education: Bachelor Degree is an advantage . Languages: English required. Gender: female preferred PROVISIONS Employment visa . Medical insurance provided Salary... 

Teller - Banking

Teller - Banking required for urgent job placement. REQUIREMENTS Experience: 1 - 2 years . Experience in UAE: experience in UAE required . Education: Bachelor Degree required . Languages: English required, Arabic required PROVISIONS Residence visa provided . Accommodation... 

Teller - Banking

Looking for Teller - Banking REQUIREMENTS Experience: 3 - 5 years . Education: Bachelor Degree required . Languages: Arabic is an advantage. Gender: male preferred PROVISIONS Employment visa provided . Transportation . Accommodation Salary: AED 6500

Teller - Banking

Honest and self-motivated Teller - Banking required for a reputed company. REQUIREMENTS Experience: 2 - 3 years . Experience in UAE: experience in UAE is an advantage . Languages: good English required, Arabic is an advantage PROVISIONS Transportation . Medical... 

Teller - Banking

Hiring now: Teller - Banking required. REQUIREMENTS Experience: at least 1 year . Experience in UAE: experience in UAE is an advantage . Education: Bachelor Degree required . Nationality: indian preferred PROVISIONS Accommodation provided Salary: AED 7000

Teller - Banking

Looking for Teller - Banking preferable with UAE experience. Should be ready to relocate to Dubai REQUIREMENTS Experience: 5 years minimum . Languages: English required PROVISIONS Medical insurance provided Salary: AED 5000

Teller - Banking

Looking for Teller - Banking preferable with UAE experience. Should be ready to relocate to Abu Dhabi REQUIREMENTS Education: Bachelor Degree is an advantage . Languages: good English required. Nationality: pakistani preferred Salary: AED 4000

Teller - Banking

Teller - Banking required urgently. REQUIREMENTS Experience: 2 - 3 years . Education: Bachelor Degree is an advantage . Languages: good English required PROVISIONS Employment visa . Transport provided Salary: AED 6500

Teller - Banking

Teller - Banking required. Ones on visit visa can apply. REQUIREMENTS Experience: 5 years minimum . Education: Bachelor Degree is an advantage . Languages: good English required. Gender: male preferred PROVISIONS Medical insurance Salary: AED 6500

Teller Supervisor - Banking

Hiring now: Teller Supervisor - Banking REQUIREMENTS Languages: English is an advantage, Arabic is an advantage. Nationality: indian preferred PROVISIONS Medical insurance . Housing allowance provided Salary: AED 14000

Operation Officer - Banking

Operation Officer - Banking required. Ones on visit visa can apply. REQUIREMENTS Experience: 3 years minimum . Experience in UAE: experience in UAE required . Education: Bachelor Degree required . Nationality: filipino preferred Salary: AED 12000

Teller - Banking

Looking for Teller - Banking Should be ready to relocate to Dubai REQUIREMENTS Experience: 1 - 3 years . Education: Bachelor Degree required PROVISIONS Employment visa provided . Accommodation Salary: AED 7000

Relationship Officer - Banking

Hiring now: Relationship Officer - Banking required for a reputed company. REQUIREMENTS Experience: 5 years minimum . Languages: English required PROVISIONS Employment visa provided . Transport provided . Medical insurance provided Salary: AED 11000

Customer Service - Banking

Customer Service - Banking with UAE experience required. REQUIREMENTS Experience: at least 1 year . Experience in UAE: experience in UAE required . UAE driving license: UAE driving license is an advantage . Gender: female preferred PROVISIONS Employment visa provided... 

Источник: https://pk.jooble.org/jobs-allied-bank-limited

Since its inception, DHA Bahawalpur is contouring the concept of premier community lifestyle. DHA has become the epitome of developing and creating residencies and communities for the diverse populous. We are growing progressively but with sustainable pace, focused more towards reliability in the development of communities. DHA, itself has become a brand and has shed a huge responsibility in charting our course of growth and expansion.

OUR VISION

Provision of remarkable opportunity to deliver a world class, integrated, sustainable city to enable people of Bahawalpur to live, work & learn in a socially, environmentally and economically sustainable manner. To deliver a holistically master planned township complemented by residential, commercial, institutional, cultural, civic and recreational opportunities to create desired life style.

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Источник: https://www.dhabahawalpur.com/

Allied Bank Pakistan Career Opportunities 2016 MTITs Management Trainees Information Technology

Allied Bank, with high customer satisfaction rate and strong equity baseline, is one amongst the most progressive and established financial institution, operational in Pakistan and offering the universal banking services to the citizens of the country. At the moment ABL is serving with 1000+ operational bank branches throughout the country and the same number is valid for ATM machines as well. To meet human capital need’s under the field of IT, Allied Bank Limited is inviting online applications from young postgraduates, who have completed their required level of qualification in Information Technology and Computer Science field. Selected individuals will be placed under ABL’s Information Technology Group (ITG) for the job designation of Management Trainee Information Technology (MTIT). Allied Bank Pakistan Career Opportunities 2016 MTITs Management Trainees Information Technology, latest advertisement is published under Daily Dawn Newspaper on Sunday 16th of October 2016. www.abl.com/careers.

See:Meezan Bank Jobs 2016 October For Cash Officers (Islamic Banking).

Detailed eligibility criteria, i-e qualification, CGPA required, Experience, age limit and how to apply can be checked below.

Allied Bank Pakistan Career Opportunities 2016 MTITs Management Trainees Information Technology

Educationl Qualification (CGPA):

MCS with BS in Computer Science or Master’s in Science (M.SC Computer Science) is the mandatory requirement from each applicant. Education must be from HEC recognized local or Foreign institution. 3.00 is the minimal standard for CGPA in Master’s degree.

Experience Criteria:

Experience is not mandatorily required, but may preferred.

Age Limitations:

29 years is the maximum age required as on November 30, 2016.

Where to Apply…???

Apply online by visiting official job portal’s link provided below. Submit your duly filled application, on or before the closing date for submission. Note: Candidates will be selected and placed as per Geographical requirement by the district/location.

>>>> Apply Online, Click Here.

Due Date:

Last date for the receipt of application is Saturday, October 22, 2016.

Advertisement Image:

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Источник: https://jobsworld.pk/

Allied Bank Jobs 2021

Allied Bank Jobs 2021 Partnered Bank, with its reality of more than 75 years, has assembled itself an establishment with solid value, resources and store base.

Allied Bank Jobs 2021

It offers widespread financial administrations and has a significant organization of 1400+ continuous internet based branches and 1,550+ ATMs in Pakistan. Associated Bank offers esteem added administrations to its clients through super advanced imaginative answers for meet.

Vacant Positions:

Manager Constructions Renovation Maintenance

Clients’ Necessities.

As per the Bank’s corporate technique and its human resources needs, applications are welcome to fill in positions in
Bank’s General Services and Real Estate Group at Karachi.

Qualification Criteria:
Instructive capability Preferably Masters certificate in the field of Engineering or if nothing else Bachelor certification or identical expert capability in a similar discipline from rumored neighborhood or unfamiliar college.

Experience: Preferably 5 years’ involvement with pertinent field.
Age Not over 40 years as on October 31, 2021.

  1. Please send your resume at [email protected] to the Chief Human Resource, most recent by Sunday, October 31, 2021.
  2. The up-and-comers will go through a far reaching determination process, which incorporates starting short posting stringently dependent on the qualification standards, trailed by board interviews.
  3. Allied Bank gives consistent profession development openings simply dependent on execution.
  4. If you satisfy the qualification measures, as referenced in this promotion, and want to fill in the financial profession
    with solid readiness to respond to the call.
  5. Kindly notice the position for example “Supervisor Construction/Renovation/Maintenance'” in the headline of the email. Please note that main the shortlisted applicants will be reached. Printed copies of CVs by post or through messenger administrations, just as calls, will not be engaged.
  6. The enrollment interaction might incorporate a progression of meetings and additionally tests.
  7. Allied Bank is an equivalent chance manager and urges females and minorities to apply.
  8. Allied Bank maintains whatever authority is needed to acknowledge or dismiss any application(s) without allotting any reason(s), thereof.

For More Government Jobs Visit: www.paklatestjob.com

More Latest Jobs:

Prime Minister Office Jobs 2021

MNS University Of Agriculture Jobs 2021

Join Pak Army as Clerk and Driver Jobs 2021

Karachi Shipyard and Engineering Works Jobs 2021

Allied Bank Jobs 2021
Источник: https://paklatestjob.com/allied-bank-jobs/

 Management Trainess                     Faisalabad.Punjab                                                   MTIT,                                              Karachi sindh                                                             Business.Development,Office         lahore.punjab                                                             Sale.                                                Rawalpindi.punjab     

     
Источник: https://www.newspepar.site/2021/02/allied-bank-jobs-2021-latest-careers-in.html?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+UrduNewspeparupdate+%28urdu+news.pepar.update%29

Www allied bank jobs com pk -

If you are looking for a banking job in Pakistan then you are in the right place. Because Allied Bank limited has announced vacancies in the sector. This bank announces jobs time after time. The institution is looking for young and energetic people who should know how to run a bank rightly. They should also have qualifications. Those who are eligible should apply for Allied Bank Jobs. In my view, this is one of the best places for work.

Allied Bank Job

This is due to they want that institution should have professional staff. After that their bank will generate good income for them. This is great opportunity for our youth as well they can make their future bright and can create career through these posts. Many people have accounts in this bank and it is famous too around Pakistan.

On this platform, you can relax by taking a monthly salary. Allied Bank announces jobs only on their website. These vacancies are for several big cities of Pakistan like Karachi, Lahore Peshawar, and Rawalpindi. Both Males and females can apply for this.

Also, Read SNGPL Jobs 2021

Quick Summary

  • Organization Name: Allied Bank Limited
  • Employment Type: Full Time
  • Education Required: BS/MS
  • Location: Pakistan
  • Job Industry: Bank Jobs

Concerning the Organization

Allied Bank Limited was formed before the independence of Pakistan in 1942. It is a private organization and it is serving in the development of our country. Many people have been putting their assets in this bank and the institution protecting it that is why people trust it. The branches of the bank are present in every part of the country.

The institution wants to give jobs to the middle and lower class of the country. They announce new jobs after a few months. Many people apply for these jobs hence professionals get these vacancies. By this process, prosperity will come in our country and after some years we will do the decisions of the world and the globe will be dependable on us.

Vacancies List

Manager/Cashier

Advantages of Getting These Jobs

As Allied Bank is a very old and famous bank around Pakistan so if you get a job here you may understand the mechanism of the financial process. I think you may obtain the following advantages

  • Monthly Salary
  • Bonuses
  • Allowances
  • Practical Experience
  • Support and Accessories

Acceptability (Eligibility Criteria)

  1. The applier age should be less than 28
  2. The candidate must have Bachelor’s or Mater Degree
  3. He should gained 3.0 GPA in the final transcript
  4. May be experience does the rest
Allied Bank Jobs

How to Apply?

If you want to apply for these posts then go to the official website.

Official Website

Conclusive Comments

The vacancies announced by Allied Bank Limited are very good for those who have just taken Bachelors’s or Master’s Degree. So youth should work hard to get these posts it will give them a lot of advantages.

Categories Banking Jobs, Private JobsИсточник: https://vacanciespk.com/allied-bank-jobs/

Human Resource Management in Allied Bank Ltd.

Allied Bank Limited. 1 Contents 2 Allied Bank Limited ................................................................................................................. 3 3 History ....................................................................................................................................... 3 3.1 Allied Bank: Public Sector Years (1974-91).................................................................... 3 3.2 Privatization (1991-2004) ................................................................................................ 3 3.3 A new beginning (2005-to-date) ...................................................................................... 4 4 Board of Directors.................................................................................................................... 4 5 Products .................................................................................................................................... 4 5.1 Personal Banking.............................................................................................................. 4 5.2 Business Banking ............................................................................................................. 4 5.3 Islamic Banking................................................................................................................ 4 5.4 Other Services .................................................................................................................. 5 6 Innovation: e-Banking Channels ............................................................................................ 5 7 Corporate Objective ................................................................................................................ 5 8 Mission Statement .................................................................................................................... 5 9 Vision 2010 and Beyond .......................................................................................................... 5 10 Values ........................................................................................................................................ 5 10.1 Service Orientation ........................................................................................................... 6 10.2 Trustworthiness ................................................................................................................ 6 10.3 Adaptive to Change .......................................................................................................... 6 10.4 Team Orientation.............................................................................................................. 6 10.5 Commitment ..................................................................................................................... 6 10.6 Pride ................................................................................................................................. 6 11 Chairman’s Message............................................................................................................... 6 12 Human Resource Management (HRM) ................................................................................ 7 12.1 Role of Human Resource Management ........................................................................... 7 12.1.1 Selection:................................................................................................................... 7 12.1.2 Strategic Planning: .................................................................................................... 7 12.1.3 Training and Development: ...................................................................................... 7 13 Job Analysis ............................................................................................................................. 7 13.1 Understand the job ........................................................................................................... 8 13.2 Identify Performance Behaviours..................................................................................... 8 13.3 Essential Competencies .................................................................................................... 8 13.4 Identify Target Performance Level .................................................................................. 9 1 Allied Bank Limited. 13.5 Experience, Education and Training Needed ................................................................... 9 13.6 Special Considerations ................................................................................................... 10 13.7 Review and Finalize ....................................................................................................... 10 13.8 Using Results.................................................................................................................. 10 14 Recruitment ........................................................................................................................... 10 14.1 Criteria for labor ............................................................................................................. 11 14.2 Criteria for executive ...................................................................................................... 11 14.3 Channels of Recruitment ................................................................................................ 11 14.3.1 External Recruitment .............................................................................................. 11 14.3.2 Internal Recruitment ............................................................................................... 12 14.3.3 Rehiring................................................................................................................... 12 14.3.4 Salary ...................................................................................................................... 12 15 Selection ................................................................................................................................. 12 15.1 Informal interview .......................................................................................................... 12 15.2 Formal interview ............................................................................................................ 13 16 Employee Orientation ........................................................................................................... 13 16.1 Benefits: ......................................................................................................................... 13 16.2.1 Welcome employee to company ............................................................................. 13 17 Defining Training & Development: ..................................................................................... 14 17.1 Training Process ............................................................................................................. 14 18 Training and Development................................................................................................... 14 18.1 On the Job Trainings ...................................................................................................... 14 18.2 Off the Job Trainings...................................................................................................... 15 19 Compensation Management ................................................................................................ 15 19.1 Rewards .......................................................................................................................... 15 19.2 Punishment ..................................................................................................................... 16 20 Employee Engagement & Retention ................................................................................... 16 20.1 Performance Management.............................................................................................. 17 21 Pay for Performance ............................................................................................................. 17 21.1 Maslow Hierarchy of Need ............................................................................................ 17 2 Allied Bank Limited. 2 Allied Bank Limited Allied Bank is a commercial bank in Pakistan. Allied Bank, with its registered Offices in Karachi and Lahore, is one of the largest banks within the country with over 1150 branches and ATMs. It was the first Muslim bank established in Pakistan before independence (1942) with the name of Australasia Bank. It was named as Allied Bank of Pakistan from Australasia Bank Limited in 1974, and Sarhad Bank Ltd, Lahore Commercial Bank Ltd and Pak Bank Ltd were also merged in it. 3 History Allied Bank Limited (ABL) is the first Muslim Bank established on territory that later on became Pakistan. It was established on December 3, 1942 as Australasia Bank at Lahore with capital of 0.12 million. At that time the chairman was Kh. Bashir Baksh. ABL’s story was one of the dedication, commitment to professionalism and adaptation to changing environmental changes. 3.1 Allied Bank: Public Sector Years (1974-91) Under the Nationalization Act of 1974, 14 scheduled banks were taken over by the Government. Australasia Bank’s Board of Directors was dissolved and the bank was renamed as Allied Bank of Pakistan Limited. Sarhad Bank, Lahore Commercial Bank and Pakistan Bank Limited were merged into Australasia Bank. At time of merge, ABL was second highest among all the banks Nationalized in 1974. Allied Bank’s first Executive Board was constituted of Mr. Iqbal A. Rizvi as President, Mr. Ajmal Khalil as Joint President and Mr. Khadim Hussain Siddique as member. In 1974 Mr. I.D. Junejo and Mr. Safdar Abbas Zaidi joined the Board later. 116 new branches were opened in 1974 and it started participation in commodity Operation program of Government. In 1970’s Bank played an important part of agricultural area loans and other loans. In 1976 Mr. Ajmal replaced Mr. Rizvi as Chief Executive and President. During 1974-77, 361 new branches were opened and 230 of these were located in villages and small towns. It also opened its foreign branch in London, near the Bank of England. In 1980 the Bank of England granted Allied Bank recognition as a full fledge Bank under the U.K. Banking Act. In 1981, President was changed. In 1984, again new president was come to know. He tries to increase the international business. It also initiated a major counter program. In 1985, mainframe computer was installed and effective management system was developed. During this period profitability was increased. New President Mr. Maqbool introduced different schemes in 1987- 88. In 1989, new 13 branches were installed. Over 1991, 745 branches were there in all over the Pakistan. 3.2 Privatization (1991-2004) In November/ December 1990, the Government announced its commitments to the rapid privatization of the Banking sector. Allied Bank’s management under the leadership of Mr. 3 Allied Bank Limited. Khalid Latif decided to react positively to this challenge. As a result of privatization in September 1991, Allied Bank entered in a new phase of its history, as the world’s first bank to be owned and managed by its employees. Allied Bank’s capital and reserves were Rs.1.525 (Billion) and assets amounted to Rs. 87.536 (Billion) and deposits were Rs. 76.038(Billion). The Bank enjoyed an enviable position in the financial sector of Pakistan and was recognized as one of the best amongst the major banks of the country. In August 2004 as a result of capital reconstruction, the Bank’s ownership was transferred to a consortium comprising Ibrahim Leasing Limited and Ibrahim Group. 3.3 A new beginning (2005-to-date) In May 2005 Ibrahim Leasing Limited was amalgamated by transfer to and vested in with and into Allied Bank Limited. ILL shareholders were issued ABL shares in lieu of the ILL shares held by them. 4 Board of Directors  Tahir Hassan Qureshi - Chief Executive Officer  Mohammad Naeem Mukhtar - Chairman / Non-Executive Sponsor Director  Sheikh Mukhtar Ahmad - Non-Executive Sponsor Director  Muhammad Waseem Mukhtar - Non-Executive Sponsor Director  Abdul Aziz Khan - Independent Director  Mubashir A. Akhtar - Independent Director  Pervaiz Iqbal Butt - Independent Director  Akbar Sharifzada - Government Nominee Director  Sheikh Jalees Ahmed - Executive Director 5 Products The bank provides its customer various products & services, to cater there need of investments, and other social or business requirements. These Product & Services offered by the bank are as follows: 5.1 Personal Banking Under Personal Banking, ABL offers: Everyday Accounts, Lifestyle Banking, Savings & Term Deposits, Credit & Debit Cards, Domestic Remittance, Bancassurance, and e-Banking Services. 5.2 Business Banking Under Business Banking, ABL offers: Corporate & Investment Banking, Transaction & Business Accounts, Home Remittances to Pakistan, Cash Management Solutions, Trade Services, SME Financing, and Agriculture Financing. 5.3 Islamic Banking Allied Bank has established its Islamic banking group to offer a diverse range of Deposit and Investment related accounts ensuring Shariah compliance. 4 Allied Bank Limited. 5.4 Other Services Allied Bank's other services include: Extended Hours Banking, Online Banking, Safe Deposit Lockers, Utility Bills Payments, Allied Phone Banking, and Customer Support. Car finance 6 Innovation: e-Banking Channels Allied Bank maintains its reputation for innovation in education and embracing new technologies in the banking sector of Pakistan. Their current suite of e-Banking services comprises:  Allied Direct-Internet Banking  Allied SMS Banking  Automated Teller Machines (ATMs)  Transactional Alerts Facility 7 Corporate Objective By continually providing the best customer experience to generations of Filipinos here, Allied Bank aims to be among the top 3 in the various markets that it chooses to compete in. 8 Mission Statement We are a leading, dynamic Filipino financial services group with a global presence committed to delivering a whole range of quality services that will create value and enrich the lives of our customers, employees, shareholders and the communities we serve. 9 Vision 2010 and Beyond To be the most admired financial services organization in the country in terms of:  Financial performance – rank #1 or #2 in its businesses in terms of return on equity  Innovativeness – in products, services, distribution and the use of cutting-edge technology  Customer perception  The preferred financial services provider  The customer-centered organization with a passion for service excellence  Social responsibility – the employer of choice, a good corporate citizen and partner in nation-building  Long-term vision – developing competitive advantage on a sustained basis by anticipating changes in customer’s preferences and in the manner of doing business 10 Values Our Shared Values bind everyone in ABL together, providing the basis for trusting one another and helping enable the Bank to achieve its mission and vision. 5 Allied Bank Limited. 10.1 Service Orientation We are committed to deliver the best possible service to our customers, proactively responding to their needs and exceeding expectations as manifestation of the value and respect that the Bank holds for every single one of them. 10.2 Trustworthiness We hold sacred the consistent adherence to a strict moral and ethical code manifested through honesty, professionalism, fairness, prudence and respect for the law. 10.3 Adaptive to Change We nurture within each one of us a positive attitude towards change and innovation, promoting flexibility and celebrating creativity as drivers of our quest for continuous improvement and operational excellence. 10.4 Team Orientation We are committed to work together as a family united in pursuit of common goals and aspirations, valuing meritocracy in promoting the common good. 10.5 Commitment As stewards, not only of the Bank's business, but of its proud name and enduring heritage, we manifest genuine concern and affection for the Bank, it's business, and its core constituents. 10.6 Pride We take pride in working with the Bank, of being a Pakistani, in whatever tasks we undertake. This will be reflected in all our actions, in the passion of how we get things done. 11 Chairman’s Message 2015 was a challenging year all over the world with negative sentiments developing towards emerging markets, a sharp fall in commodity prices, persistently low interest rates, surplus liquidity, regional conflicts and changing regulatory framework. Global GDP growth remained muted during 2015 and is expected to face sustained challenges going forward. Your Bank shall continue to extend its outreach enhance its customer base and deepen existing customer relationships, utilize technology to deliver innovative and convenient banking solutions and capitalize on the growth opportunities in digital banking. The strategic initiative of Your Bank of improving business acumen of its existing and prospective customers shall continue by organizing seminars focusing on enhancing management skillset, corporate governance and succession planning. Today, Your Bank stands at the brink of achieving the milestone of Rs.1 trillion Balance Sheet footing which would not have been possible without the untiring efforts of the management and commitment of all staff members, working as a team. Your Bank has made tremendous strides during a challenging year and is on a solid foundation to achieve stable profitability levels in future. 6 Allied Bank Limited. Lastly, I wish to take this opportunity to thank all stakeholders including Board of Directors for their vision, State Bank of Pakistan and Securities and Exchange Commission of Pakistan for their continued support and guidance. As we enter 2016, it is important that we look back with pride at the Bank’s accomplishments but also keep looking forward and adapt to the changing landscape of the future to position the Bank as a dynamic financial service provider. Mohammad Naeem Mukhtar Chairman 12 Human Resource Management (HRM) Human resource management is the function of management. Which is concerned with maintaining, hiring, motivation of employees. 12.1 Role of Human Resource Management The role of HRM in an organization. 12.1.1 Selection: Selection is the 1st function of the HRM which is the process of choosing persons in a groups OR individuals. The HR manager selects the employees for organization to achieve their organization’s goals and objectives. 12.1.2 Strategic Planning: HR managers make strategic planes and policies for the organization to achieve their organization aim’s, goals and objectives. 12.1.3 Training and Development: The training and development is the most important function of the HRM. HR managers train the employee’s and also enhance the performance of the organization’s employees to achieve the organization goals and objectives. 13 Job Analysis Hiring is the key importance to the overall productivity of Canadian businesses. A well put together job description is a good business investment because it can be used to support most HR functions: recruitment, selection, orientation, training, work plans, compensation, performance reviews and legal defense. Job descriptions explain the key responsibilities of the actual position, reporting relationships and work environment. The first step in writing or rewriting job descriptions is job analysis. Job analysis is an in-depth study of a job. It provides 7 Allied Bank Limited. information for job descriptions. In doing the analysis, you or an employee will gather information about jobs through interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from secondary sources such as the National Occupational Classification (NOC) system. deleted or modified. Here are few steps for job analysis in Allied Bank Limited: 13.1 Understand the job Start by developing a complete understanding of the position. This is the foundation on which hiring is based. In conducting your analysis, consider:  All of the duties and responsibilities of the position  Their scope and level  The context in which these are to be performed  The amount of responsibility, authority and accountability required to perform the work  The major and minor activities 13.2 Identify Performance Behaviours Next, identify examples of behaviour that you would use to evaluate the quality of the work. Identify examples of both effective and ineffective behaviours. To do this, ask yourself:  What are the performance expectations for superior performance?  How do you know someone is doing an excellent, satisfactory or poor job?  How does it look when a high performer is doing an excellent job or when a poor performer is doing an unsatisfactory job? 13.3 Essential Competencies Using the examples of behaviour as a basis, identify and choose only the most critical/ essential competencies required to demonstrate high performance. Differentiate between high performers and average performers:  There should be no more than 6 to 10 competencies selected for a role or job. Remember, fewer are better.  The key is to select only the most critical/essential competencies required to demonstrate high performance. While all competencies may seem desirable, they are not all critical.  Familiarize yourself types of competencies and skills. Next, sort the competencies based on how critical or essential each one is. You could sort each of the competencies into one of four groups:  Critical/essential  Important/significant  Less important/learn on the job  Not applicable When determining how critical or essential a Competencies, Knowledge, Skills and Abilities (CKSA) is, consider factors such as:  The difficulty or criticality of the tasks being performed 8 Allied Bank Limited.  The impact on job outcomes  The impact on the performance of other employees  The consequence of error if the CKSA is not present  How frequently the CKSA is used on the job  Whether the CKSA is required at when the job starts or can be learned or acquired on the job within the first six months When completed sorting, review and make any adjustments that are needed. Count the number of CKSA you sorted in the Critical/Essential and Important/Significant groups. There should be between 6 and 10 competencies. If you have more than that number, you can rank the competencies in your Important/Significant group and pick only the highest ranking that provide you with an appropriate number of competencies. Put all others aside. If you ended up with fewer than an appropriate number of competencies, then rank the competencies in your Less Important/Learn on the Job group and pick only the highest ranking to add to the Important/Significant group, providing you with an appropriate number of competencies. Put all others aside. The competencies you have chosen form the CKSA portion of the qualifications for the job. 13.4 Identify Target Performance Level Target levels refer to the types of behaviors demonstrated by high performers. They are not minimum standards. The key is to select the target level that high performers demonstrate most of the time (general rule - 75% of the time). While all people may be able to demonstrate a level once, target levels refer to what they do most of the time. To assist you, think about what a high performer in the job demonstrates most of the time when they are engaged in that competency. Do not select an inappropriately high target level. Setting the bar too high can lead you to hiring no one. The focus is on trying to describe reality, not ideals. Once you have set the Target Level, you should also set the minimum acceptable level required at job start. You could set Level 1 as the lowest possible level and 5 as the highest. Ensure the minimum level is also realistic. 13.5 Experience, Education and Training Needed Review the final list of Competencies, Knowledge, Skills and Abilities (CKSA) and determine the various ways in which these could be acquired through education, experience (work, volunteer and/or life) and/or training. It may be helpful to consider the background of high- performing employees in this type of position. Be sure to include as many of the equivalent combinations of education and experience as possible. Consider the availability of qualified people in the job market and ensure the qualifications are reasonable given that market. It is important to determine a qualification that is appropriate to the job on day one and not inappropriately high or low. If qualifications are set too high, candidates that have the competencies may be inadvertently eliminated at the screening stage before having the opportunity to prove themselves. Alternatively, if the qualifications are set too low, most of the applicants will need to be considered which can be a time-consuming process and many may not have the required competencies. 9 Allied Bank Limited. 13.6 Special Considerations Now is the time to identify and include any special considerations you may wish to include. Some jobs may require additional specific criteria like the following:  Criminal records review  Drivers, firearms or other licenses  Professional designations (for example: Professional Engineer)  Occupational certifications  Physical requirements to lift heavy objects, work in strenuous situations etc.  Willingness statements (for example: willingness to work in dusty or noisy environments 13.7 Review and Finalize At this point you have completed the job analysis process. This final step is to give you an opportunity to stand back and take a second look at your work to ensure its valid and stands the common-sense check. To do this, ask yourself the following questions:  Given what I know about the accountabilities of this job/role, are the Competencies, knowledge skills and abilities chosen really the most critical ones? Will they help me identify the difference between a high performer and a poor one?  Do the behavioral levels identified really define what high or poor performers actually do in this job/role?  Are the experience, education and training requirements related to the CKSA chosen: job-related, inclusive, reasonable and appropriate?  Have all necessary special considerations been included? If you answered no to any of these questions, review your work and make adjustments so that you can answer each question with a yes. If you answered yes to all of the questions, finalize your Statement of Qualifications. These may now be added to Job Descriptions, included in applicant packages and advertisements, and used as a basis for determining the most appropriate assessment methods to be used in the hiring process. 13.8 Using Results The list of qualifications and competencies developed through job analysis are used to create:  The Statement of Qualifications to be attached to Job Descriptions  Advertising content and/or applicant information packages  Criteria for short listing applicants  As a basis for determining the most effective assessment methods 14 Recruitment To get hired for the job there is complete process. First of the candidate have to send an application for the job to the company. The company checks the application. This is only when there is vacancy will be announced by the company. Now there are two 10 Allied Bank Limited. words labor and executive. They both are different. Any new candidate who applies for the job will be known as the executive. Now the question is that if the new candidate who applies for the job as a labor then is he will be called as the executive? No there is not such a concept. The labor is one who apply for the job on the post of the labor or low class labor will be known as the labor but if a candidate applies for the superior job i.e. manager, HOD etc then he/she will be known as executive. It will remain executive till he got the experience of one year at the company. Now there is a difference in the hiring of labor and executive for the job. 14.1 Criteria for labor  There is no hard and fast rule for the hiring of labor.  They can approach for the job from the newspaper.  They can also approach from the notices of the job those will display on the notice board of the company only when the vacancy will be announced.  The vacancy for the labor will be posted in the local and as well as national level newspaper.  There is no such a need of qualification for this job but the experience is required by the company that one who is willing to apply for the job will must have the experience of 1 year at least. 14.2 Criteria for executive  Executive are the managers or the people who are qualified and apply for the middle or the top-level management.  These are the persons for those the qualification or the study matters, obviously if a person want to apply for the highest post the education, knowledge is the thing that matters.  If there is a need for a person as executive for a specific job then the HOD of that particular department tells or announces the vacancy that I need the person for that particular job. For example, the HOD of sales department will announce the vacancy that there is a need for the sales person.  If there is another person who has to announce the vacancy for any department then the HOD of that department will sent the requirements for the job and then the vacancy will be announced in the newspaper, notice board etc.  The company also does the college hiring for the executive in which the company visit some colleges and universities and then start doing interview of the students those are willing to apply for the job. Basically, this concept is running in many other cities and it will start soon in the Faisalabad too. And the company from where it starts this college hiring will be from the UCP FSD campus. 14.3 Channels of Recruitment There are basically two channels for the recruitment those are discussed below. 14.3.1 External Recruitment In external recruitment, the company gives an ad in the newspaper it could be local newspaper and it could the national newspaper. The company also announces the company on the websites on the internet such as rozee.pk etc. If a person is willing to apply for the job then he sent his CV 11 Allied Bank Limited. to the company. Then the company starts screening the CV’s in which the company select only those candidates those are close enough to the requirement by the company. Now that candidate whose CVs will approved then the company calls those candidates. The purpose for this call is just to have an informal interview with them and tell them timing and the day of their interview. 14.3.2 Internal Recruitment In internal recruitment, there is a need of reference of some persons from the company. Basically, it similar to the election and it will be elected by those candidates to whom the company is thinking to give them a promotion. Reference is just a guarantee by the seniors to those who are to be promoted. Guarantee in a sense that the seniors will vote for those who they think that that this person will be the best for this post. In this way the internal recruitment process will be completed. 14.3.3 Rehiring Sometimes the company needs to do rehiring. This is because that if an employee who is working for so many years and then leave the company wish to rehire him because company did invest on him. Investment in a sense that company gives him a job, training, experience and many other things. That is why if the employee leave the company offer him extra and more benefits, salary etc before he had. In short term it is expensive that you apply more on the employee but in long term it is profitable for the company that he has the ability to give more to the company as before he was giving. 14.3.4 Salary The company doesn’t have any method of setting the salary of employee at the time of hiring new employees. The company doesn’t have to set the any percentage like education, knowledge, presentation, skills and orientation, experience and training on hiring the employees and there is no need to multiply that percentage with the currency rate. The only method that the company chooses to set the salary right at the time of hiring that the company and the employee both set a salary level. This all done after so many battle dore at try to set or choose a single point at which the company is willing to give and an employee is willing to accept. 15 Selection Selection is almost the final stage of the employee to be selected in the company. For this purpose, the candidate has to give the interview for the selection. Interview sessions those are conducted by the company are of two types. These are described below. 15.1 Informal interview This is basically not an interview, it just a first informal call between the company and the candidate. In this session, the company calls to those candidates who are selected after giving their CV to the company. In this call the timing and the date will be told to the candidate for the 12 Allied Bank Limited. interview session. There are also some other questions those are asked from the candidate. This is the informal session. 15.2 Formal interview Formal interview is the complete interview that the candidate has to be given to the company. These interviews are two in numbers in which the candidate has to be appears for two times. 16 Employee Orientation Employee orientation is part of a long-term investment in a new employee. It is an initial process that provides easy access to basic information, programs and services, gives clarification and allows new employees to take an active role in their organization.  Introduce new employees to their new environment  Make new employees feel welcome and comfortable  Retain a pool of new, capable employees 16.1 Benefits:  Establish clear standards that help reduce disputes and limit liability  Promote consistent management  Inform new employees of the company’s policies  Demonstrate a commitment to equal treatment of personnel  Provide protection from claims of discrimination and sexual harassment In some organizations, an employee handbook is available to all employees. The content of the handbook covers the key topics covered in an orientation session for new employees. 16.2 What should employee orientation programs include? An orientation program helps the employee understand their assigned duties, terms and conditions of employment as well as the organizational culture. It provides the following information: 16.2.1 Welcome employee to company Orientation to business:  History  Mission Statement  Goals and Objectives  Organizational structure, e.g. Own job description and relationship of position to other positions  Future Plans Company policies and procedures, for example:  Dress Code  Reporting Procedures  Smoking Restrictions  Expense Claims 13 Allied Bank Limited. Legislation Safety procedures Emergency procedures  Operating telephone system,  Who to call for repairs 17 Defining Training & Development: Training & Development have been defined in several ways by different authors. The main idea that each one of them highlighted in their studies is the workforce capability enhancement. Nadler & Nadler (1991, as cited in Kumpikaite & Sakalas, 2011) identified Training and Development as “the components of the human resource development (HRD) model”. 17.1 Training Process Different authors have put forward the systematic process for training and development of employees. The number of steps varies but the basic approach remains the same i.e. to manage training in a better way to have the best results out of the investments made. Training is a continuous process. Whatever the scheme may be presented by various scholars and trainers the following steps are inevitable for any well designed and precisely implemented Training and Development plan: 18 Training and Development Training is a lesson by the company to employees to fulfill the current need of any project while development is the lesson that is given by the company to its employees for the future need of any project. The company trained its employees every time they need. Training is of two types including on the job and off the job training. The company gives both of the training to its employees. 18.1 On the Job Trainings On the job training is the training that is given by the company to its employees within the organization. On the job training is the training that is given by the company to its employees within the company. Therefore, the company first identifies the problem then company thinks that there is a need to train the employees. Therefore, the company conducts a training session and provides all the information to the employees who will need to appear in the training session. The person who has to give the training to the employees is from the company every person who trained the employees will must have the experience of at least 5 years. A complete booklet or file is given to the employees in whom the complete detail of training session, time table, duration etc is mentioned clearly. Employee gets this file but beside this a short meeting of 1 to 2 hours is conducted and tells everything about the training session to the 14 Allied Bank Limited. employees orally too. This is because it minimizes and clears every ambiguity in the mind of employee (if any) regarding the training session. Well this is the criteria of giving training to those who the company thinks to be trained. This training is given to the employees on identifying the problem. But beside this there is also another training that is given to the employees those are newly hired after completing their graduation or study time period. This training session is for 3 months in which the experienced employees of the company give them training. These trainers are from every department i.e. if an employee is hired in the marketing department then the trainer will be from the marketing department who will train them. This is criteria of on the job training. 18.2 Off the Job Trainings When the company hired the new employees then the company needs to train them. For this purpose, sometimes the company trains its employees by using both the techniques of on the job and off the job training. Whether company is using the technique of on the job or off the job training the training period in both of the cases is of three months. In off the job training the company sends its employees to Lahore and Islamabad or sometimes canal road headquarter of the company. This is because all of these headquarter has all the facilities those are needed to t rained the employee. The main focus of the company is to train the technical. This is because these are the persons who are involving in making of the product. They are present in the manufacturing of the liquid, then packaging etc. that is why the main focus of the company is highlight these employees because if there will be any issue in making of product then automatically the reputation of the company will disturb. That is why the employees who are technical need to be trained more and more that there should not be any fault in the making of product. After giving them training to employees the company again evaluates the performance and also the performance that was identified before is removed or not? There is a concept in which the company believes strongly. That concept is access training. This is the stage where the employee had the ability to do anything at any time. In other word the company is basically focusing on the career management and career development. That is why if an employee got the training of one thing then he will be train again for some other thing but these employees are only few or selected persons. Eg. ASAD who was the HOD of marketing department has the ability to anything at any time. That is Happilac is the market leader, not a market follower. It is the market leader because the company has a big infrastructure, a big list of loyal employees, best manufacturing unit as compared to the other paint making industries. There is a reason behind it that company always searches for the innovators and the company has these types of employees who have the ability to bring out the positive change. 19 Compensation Management 19.1 Rewards Rewards are of two types monetary and non-monetary. Monetary reward is to give the basic salary to the employees while non-monetary reward is to give some incentives, appreciation etc. 15 Allied Bank Limited. here is again an example of Asad Sahab. That one person in the company who performed extra and got the benefits and rewards. He got a car as a reward on achieving the target in july 2016. In this way many other employees are there in the company who got many rewards. Rewards are also in the form of promotion but as discussed before that promotion is always depend on the performance. 19.2 Punishment A punishment criterion is same to every person belongs to the company. Whether he is a security guard or he is CEO. Every person who breaks the rules will be punished. At the time of orientation, the rules and regulations were told in detailed form and the punishments also described to them. Some of the rules are defined below.  Always park vehicle in the parking or otherwise the one who break the rule will be punished.  Don’t smoke in the office hours.  Mobile usage during working hours is prohibited.  Dressing must be according to the dress code defined by the company.  For the wrong parking and cell usage during working hours the fines are defined below: Labor = Rs. 30 Manager = Rs. 350 Senior officer = Rs. 550 CEO = Rs. 6500 etc. Similarly, many others punishments are also mentioned in the company’s policy on breaking the rules. There is also rule that anyone can complain for anyone but only when someone don’t perform a duty that is giver to him. For example, that if it is a duty of HR manager that check out the discipline (checking the cleanliness of offices) and if senior officer go to his office and see there is a dust on his table then he is free to complain about the HR manager that he doesn’t check this thing that whether the officer is clean or not. 20 Employee Engagement & Retention Employee engagement illustrates the commitment and energy that employees bring to work and is a key indicator of their involvement and dedication to the organization. Employees who are engaged are more productive, content and more likely to be loyal to an organization. When organizations put sound HR practices in place, they are more likely to discover that employees feel satisfied, safe and will work to their full potential...and that means they are more likely to stay put. 16 Allied Bank Limited. 20.1 Maslow Hierarchy of Need The company believes on the Maslow’s hierarchy of need. In this theory, there are five needs of the human being. If he have all of these then he can do the work better, effectively and efficiently. These needs are defined below:  Biological and Physiological needs - air, food, drink, shelter, warmth, sleep.  Safety needs - protection from elements, security, order, law, stability, freedom from fear.  Love and belongingness needs - friendship, intimacy, trust and acceptance, receiving and giving affection and love. Affiliating, being part of a group (family, friends, work).  Esteem needs - achievement, mastery, independence, status, dominance, prestige, self- respect, respect from others.  Self-Actualization needs - realizing personal potential, self-fulfillment, seeking personal growth and peak experiences.  The company focus on this theory and strongly work upon it the by proving and fulfilling all these needs of employees and then the result from the employee is always positive. 17

Источник: https://www.academia.edu/35803637/Human_Resource_Management_in_Allied_Bank_Ltd

List of companies of Pakistan

Name Industry Sector Headquarters Founded Notes A. F. Ferguson & Co.Financials Asset Managers Karachi1893 Accounting Adam Motor CompanyConsumer goods Automobiles Karachi2001 Automotive division defunct in 2006, only recreational & rehabilitation products are manufacturing. Adamjee GroupConglomerates - Karachi1896 Auto parts, chemicals, commodities, engineering, financials, industrials, pharmaceuticals, textiles Aero AsiaConsumer services Airlines Karachi1993 Private airline, defunct Afzal MotorsIndustrials Commercial Vehicles and Parts Karachi2006 Commercial vehicles manufacturer Air IndusConsumer services Airlines Karachi2010 Private airline AirblueConsumer services Airlines Karachi2003 Private, low-cost airline AirSialConsumer services Airlines Sialkot2017 Private airline Aisha Steel MillsBasic Materials Iron and Steel Karachi2005[12]Steel, owned by Arif Habib GroupAKD GroupConglomerates - Karachi1947 Brokerage and financial services, infrastructure, natural resources, real estate & telecom sectors Al-Ghazi TractorsIndustrials Machinery: Agricultural Karachi1983 Tractors, agricultural equipment, diesel generating sets manufacturer Alkaram StudioConsumer services Apparel Retailers Karachi2011 Retail Allied Bank LimitedFinancials Banks Lahore1942 Commercial bank Amreli SteelsBasic Materials Iron and Steel Karachi1972 Steel Arif Habib GroupConglomerates - Karachi1970[13]Cement, energy, fertilizer, financials, power generation, real estate, steel ARY Digital NetworkConsumer services Media Agencies Karachi2000 Media, television, subsidiary of ARY Group (UAE) Ashraf Group of IndustriesConglomerates - Lahore1982 Agriculture & farming, dairy & livestock, energy, mining, real estate & sugar mills Askari BankFinancials Banks Rawalpindi1991 Commercial/retail bank Askari Group of CompaniesConglomerates - Rawalpindi1971 Aviation, commodities, finance, leisures, lubricants (Mobil), real estate, securities, suger At-TahurConsumer goods Food Producers Lahore2007 Dairy products Associated GroupConglomerates - Lahore[14]1965 Aviation, industrials, LPG, power, publishing Atlas GroupConglomerates - Karachi[15]1962 Aluminium products, automobiles, engineering, financials, Industrials, power Attock CementIndustrials Cement Karachi1981 Cement, subsidiary of Attock Oil Company (UK/Pakistan) Attock PetroleumEnergy Oil Refining and Marketing Rawalpindi1998 Retail fuel marketing & refinery, subsidiary of Attock Oil Company (UK/Pakistan) Avari HotelsConsumer services Hotels and Motels Karachi1944 Hospitality AxactTechnology Software and Computer Services Karachi1997 IT services, software, consulting & media holding company Bahria FoundationFinancials Real Estate Holding and Development Karachi1982 State-owned real estate developer Bahria TownFinancials Real Estate Holding and Development Rawalpindi1996[16]Real estate developer Bank Al HabibFinancials Banks Karachi1991 Commercial bank, owned by House of HabibBank of Credit and Commerce InternationalFinancials Banks Karachi1972 Bank, defunct 1991 Bank of KhyberFinancials Banks Peshawar1991 Provincial government bank owned by Government of Khyber PakhtunkhwaBank of PunjabFinancials Banks Lahore1989 Commercial bank owned by Government of PunjabBareezéConsumer services Apparel Retailers Lahore1985 Retail Bhoja AirConsumer services Airlines Karachi1993 Private airline, defunct Bibojee GroupConglomerates - Karachi1981 Automobiles, constructions, financials, insurance, textiles, tyres BOL NetworkConsumer services Media Agencies Karachi2013 Media, television, owned by AxactBrighto PaintsIndustrials Paints and Coatings Lahore1973 Paints & coatings Burj BankFinancials Banks Karachi2006 Bank, defunct 2016, merged into Al Baraka BankBusiness RecorderConsumer services Media Agencies Karachi1965 Media holding company Byco PetroleumEnergy Oil Refining and Marketing Karachi1995 Retail fuel marketing & refinery, subsidiary of Byco (Mauritius/Pakistan) CA SportsConsumer goods Recreational Products Sialkot1958 Sports goods, sportswear Chenab GroupConsumer goods Clothing and Accessories Faisalabad1974 Textiles Daily ExpressConsumer services Publishing Karachi1998 Newspaper, part of Lakson GroupDalda FoodsConsumer goods Food Producers Karachi1937 Cooking Oil & ghee, dairy products, snacks, joint venture with Westbury GroupDarazTechnology Consumer Digital Services Karachi2014 Broadline retailing services, part of Alibaba Group (China) DawlanceConsumer goods Household Appliance Karachi1980 Electronics and home appliances, part of Arçelik (Turkey) Dawn Group of NewspapersConsumer services Publishing Karachi1941 Newspaper (English), part of Dawn Media GroupDawn Media GroupConsumer services Media Agencies Karachi1947 Media holding company Dawood Hercules Corporation LimitedConglomerates - Karachi1968 Investments & holdings, various sectors Defence Housing AuthorityFinancials Real Estate Holding and Development Lahore1975 State-owned real estate developer DesconIndustrials Industrial Engineering Lahore1977 Chemicals, constructions, engineering, power generation Dewan Farooque MotorsConsumer goods Automobiles Karachi2000 Automotive, defunct DG Khan CementIndustrials Cement Lahore1986 Cement, owned by Nishat GroupDYL MotorcyclesConsumer goods Automobiles Hub1976 Motorcycles manufacturer, joint venture with Yamaha Motor Company (Japan) EFU LifeFinancials Life insurance Karachi1932 Life & health insurance, part of JS GroupEnglish Biscuit ManufacturersConsumer goods Food Producers Karachi1966 Confectionery, Peek Freans brand Engro CorporationConglomerates - Karachi1957 Chemicals, energy, fertilizers, foods, petrochemicals & polymers Engro EnergyEnergy Alternative Energy Karachi2008 Power generation, geothermal power, Hydroelectric, wind power, subsidiary of Engro CorporationEngro FertilizersBasic Materials Fertilizers Karachi2010 Fertilizers, subsidiary of Engro CorporationEngro PolymerMaterials Specialty Chemicals Karachi1997 Chemicals & polymers, subsidiary of Engro CorporationFrieslandCampina EngroConsumer goods Food Producers Karachi2005[17]Dairy products Olper's & Omoré brands, joint venture with FrieslandCampina (Netherlands) Express Media GroupConsumer services Media Agencies Karachi2008 Media holding company, owned by Lakson GroupFauji Fertilizer CompanyBasic Materials Fertilizers Rawalpindi1978 Fertilizers, part of Fauji FoundationFauji FoodsConsumer goods Food Producers Lahore1966 Food products, part of Fauji FoundationFauji FoundationConglomerates - Rawalpindi1954 Cement, chemicals, financials, food, oil & gas, power Faysal BankFinancials Banks Karachi1994 Commercial bank Fecto GroupConglomerates - Lahore1952 Cement, paper products, sugar mills, tractors, boards First Women BankFinancials Banks Karachi1989 Government bank Forward SportsConsumer goods Recreational Products Sialkot1991 Sports goods, sportswear Frontier Works OrganizationIndustrials Construction Rawalpindi1966 State-owned transportation infrastructure GENCOUtilities Conventional Electricity Lahore1998 State-owned power generation, part of WAPDAGeneral TyreConsumer goods Tires Karachi1963 Tyres retailer & manufacturing, subsidiary by Bibojee Group, joint venture with Continental AG (Germany) Geo Television NetworkConsumer services Media Agencies Karachi2002 Media, television, subsidiary of Independent Media CorporationGhandhara IndustriesIndustrials Commercial Vehicles and Parts Karachi1953 Commercial vehicles manufacturer, subsidiary of Bibojee GroupGhandhara NissanIndustrials Commercial Vehicles and Parts Karachi1981 Commercial vehicles manufacturer, subsidiary of Bibojee GroupGhani Group of CompaniesConglomerates - Lahore1959 Automobiles, food, poultry & rock salt products GIDSIndustrials Aerospace and Defense Rawalpindi2007 State-owned drone manufacturing, military equipment, munitions Gourmet FoodsConsumer goods Food Producers Lahore1987 Bakery chain, food retailer Gul Ahmed GroupConsumer goods Clothing and Accessories Karachi1953 Textiles, retailer Gwadar PortTransportation Transportation Services Gwadar2016 Gwadar Balochistan seaport operations Habib Metropolitan BankFinancials Banks Karachi1992 Commercial bank, owned by House of Habib subsidiary of Habib Bank AG Zurich (Pakistan/Switzerland) Hamdard LaboratoriesHealth care Pharmaceuticals Karachi1906 Alternative medicines Hascol PetroleumEnergy Oil Refining and Marketing Karachi2001 Retail fuel marketing & refinery, authorized distributor & supplier of Fuchs Petrolub (Germany) lubricants Hashoo GroupConglomerates - Karachi1960 Chemicals, financials, mining, pharmaceuticals, technology, tourism HBL PakistanFinancials Banks Karachi1941 Commercial bank owned by Aga Khan Fund for Economic Development (Switzerland) Heavy Industries TaxilaIndustrials Defense Taxila1971 State-owned armored vehicles manufacturing Heavy Mechanical ComplexIndustrials Industrial Engineering Taxila1979 State-owned heavy construction equipment, machinery, plant engineering & infrastructures Hinopak MotorsIndustrials Commercial Vehicles and Parts Karachi1985 Commercial vehicles manufacturer, part of Hino Motors (Japan) House of HabibConglomerates - Karachi1841[18]Automobiles, education, financials, industrials, oil & gas, technology Hub Power CompanyUtilities Conventional Electricity Hub1991[19]Power generation Hum Network LimitedConsumer services Media Agencies Karachi2004 Media holding company ICI PakistanBasic Materials Chemicals: Diversified Karachi1944 Paints, polyesters, pharmaceuticals, agrichemicals and soda ash, owned by Yunus Brothers GroupImtiaz Super MarketConsumer services Diversified Retailers Karachi1955 Supermarket & hypermarket chain. Independent Media CorporationConsumer services Media Agencies Karachi1945 Media holding company Indus Media GroupConsumer services Media Agencies Karachi2000 Media holding company Industrial Development BankFinancials Banks Karachi1961 Government financial bank InstaphoneTelecommunications Telecommunications Service Providers Islamabad1991 Telecommunications, defunct 2008, part of Millicom (Sweden/USA) Integrated DynamicsIndustrials Aerospace and Defense Karachi? drone manufacturing Interloop LimitedConsumer goods Clothing and Accessories Faisalabad1992 B2B textile products. International Steels LimitedBasic Materials Iron and Steel Karachi2007 Steel Ismail Industries LimitedConsumer goods Food Producers Karachi1988 Confectionery, snacks, owns CandyLand, Bisconni and SnackCity brands Ittefaq GroupBasic Materials Iron and Steel Lahore1939 Steel, defunct 2004, acquired by Ittefaq Iron IndustriesIttefaq Iron IndustriesBasic Materials Iron and Steel Lahore2009 Steel, part of Alshafi GroupIttehad ChemicalsBasic Materials Chemicals: Diversified Lahore1964 Chemicals Jang Group of NewspapersConsumer services Publishing Karachi1939 Newspaper, part of Independent Media CorporationJazzTelecommunications Telecommunications Services Islamabad1994 Mobile networks, owned by VEON (Netherlands) JS BankFinancials Banks Karachi2007 Commercial bank owned by JS GroupJS GroupFinancials Diversified Financial Services Karachi1971 Banking, Brokerage, Asset management, financial management, investment Jubilee LifeFinancials Life Insurance Karachi1995 Life & health insurance, part of Aga Khan Fund for Economic Development (Switzerland) JW ForlandIndustrials Commercial Vehicles and Parts Karachi2021 Commercial vehicles manufacturer, joint venture with Foton Motor (China) K&N'sConsumer goods Food Producers Karachi1964 Poultry products retailer Karachi Port TrustTransportation Transportation Services Karachi1887 Karachi seaport operations Karachi Shipyard & Engineering WorksIndustrials Shipbuilding Karachi1957 State-owned commercial & naval ship building industry KASB BankFinancials Banks Karachi1994 Bank, defunct 2015 K-ElectricUtilities Conventional Electricity Karachi1913 Power generation & distribution, owned by The Abraaj Group (UAE) KhaadiConsumer services Apparel Retailers Karachi1999 Clothing Khan Research LabsIndustrials Aerospace and Defense Kahuta1976 State-owned multi-industrial aerospace & defense Kot Addu Power CompanyUtilities Conventional Electricity Kot Addu City1996 Power generation Lakson GroupConglomerates - Karachi1954 Consumer goods, financials, food, industrials, media, technology, textile Loads LimitedConsumer goods Auto Parts Karachi1979[20]Automobile components & parts manufacturer Lotte KolsonConsumer goods Food Producers Karachi1942 Confectionery, snack, part of Lotte Group (South Korea) Lucky CementIndustrials Cement Karachi1996 Cement, owned by Yunus Brothers GroupMaple Leaf CementIndustrials Cement Lahore1956 Cement, part of Saigol GroupMaria BConsumer services Apparel Retailers Lahore1999 Retail Mari PetroleumEnergy Oil: Crude Producers Islamabad1984 Martin DowHealth care Pharmaceuticals and Biotechnology Karachi1995 Multi-national pharmaceuticals & ingredients manufacturer Masood Textile MillsConsumer goods Clothing and Accessories Faisalabad1985 Textiles Master MotorsIndustrials Commercial Vehicles and Parts Karachi2002 Commercial vehicles manufacturer MCB Bank LimitedFinancials Banks Karachi1947 Commercial bank, owned by Nishat GroupMeezan BankFinancials Banks Karachi1997 Islamic banking Millat TractorsIndustrials Machinery: Agricultural Lahore1965 Tractors, agricultural equipment, diesel engines & generating sets, forklift vehicles manufacturer Mitchell'sConsumer goods Food Producers Lahore1933 Confectionery, fruit processing Mughal SteelBasic Materials Iron and Steel Lahore2010 Steel Muhammadi Steamship Company LimitedTransportation Marine Transportation Karachi1947 Shipping line, merged into PNSCMurree BreweryConsumer goods Brewers Rawalpindi1860 Brewers & Non-alcoholic beverages National Bank of PakistanFinancials Banks Karachi1949 Government commercial bank NESPAKIndustrials Construction Lahore1973 State-owned multinational construction, engineering & contracting services National FoodsConsumer goods Food Producers Karachi1970 Spices. National Logistics CellTransportation Delivery Services Rawalpindi1978 State-owned freight service NESCOMIndustrials Aerospace and Defense Islamabad2001 State-owned multi-industrial aerospace & defense Network Television MarketingConsumer services Media Agencies Karachi1990 Production Company, defunct in 1999 Nexus AutomotiveConsumer goods Automobiles Karachi1999 Automotive, defunct NIB BankFinancials Banks Karachi2003 Bank, defunct 2017, merged into MCB BankNishat GroupConglomerates - Lahore1951 Automobiles, cement, chemicals, commodities, financials, food, power, technology, textiles Nishat LinenConsumer services Apparel Retailers Lahore? Retail NTDCUtilities Conventional Electricity Lahore1998 State-owned power transmission Oil and Gas Development CompanyEnergy Oil: Crude Producers Islamabad1961 State-owned Packages LimitedIndustrials Containers and Packaging Lahore1956 Manufacturer of packaging papers & items, notable tissue papers Rose Petal brand Pak DatacomTelecommunications Telecommunications Service Providers Islamabad1992 State-owned telecommunications & internet Pak SuzukiConsumer goods Automobiles Karachi1983 Automotive & motorcycles manufacturer Pakistan Aeronautical ComplexIndustrials Aerospace and Defense Kamra1971 State-owned aircraft & drone manufacturing Pakistan Atomic Energy CommissionEnergy Alternative Energy Islamabad1956 State-owned nuclear-based power generation, nuclear research & studies Pakistan Chrome MinesBasic Materials Nonferrous Metals Muslim Bagh1902 Mining of Chromite & MagnesitePECOIndustrials Industrial Engineering Lahore1950 Electrical equipment & parts, electric motors, industrial machinery, transmission infrastructure Pakistan Gems and Jewellery Development CompanyConsumer goods Luxury Items Karachi2007 State-owned gems and jewelry, subsidiary of PIDCPICICFinancials Diversified Financial Services Karachi[21]1957 Consumer finance, Investment services, mortgage, specialty finance, part of Temasek Holdings (Singapore) Pakistan Industrial Development CorporationFinancials Diversified Financial Services Karachi1952 State-owned large capital investment services Pakistan International AirlinesConsumer services Airlines Karachi1946 Flag carrier airline, previously known as Orient AirwaysPakistan Locomotive FactoryIndustrials Railroad Equipment Risalpur1993 State-owned rail vehicles & equipment manufacturer Pakistan Mineral Development CorporationBasic Materials General Mining Islamabad1974 State-owned general mining, notably owning Khewra Salt MinePakistan National Shipping Corporation (PNSC)Transportation Marine Transportation Karachi1971 State-owned cargo/shipping Pakistan Oilfields LimitedEnergy Oil: Crude Producers Rawalpindi1950 Subsidiary of Attock Oil Company (UK/Pakistan) Pakistan Ordnance FactoriesIndustrials Defense Wah Cantonment1951 State-owned arms & ammunitions manufacturing Pakistan PetroleumEnergy Oil: Crude Producers Karachi1950 State-owned Pakistan PostTransportation Delivery Services Islamabad1947 State-owned postal & courier service Pakistan RailwaysTransportation Railroads Lahore1861 State-owned railway services Pakistan State OilEnergy Oil Refining and Marketing Karachi1974 State-owned retail fuel marketing, refinery & petrochemicals product Pakistan Steel MillsBasic Materials Iron and Steel Karachi1973 State-owned steel manufacturing Pakistan Television CorporationConsumer services Media Agencies Islamabad1964 State-owned media holding company Pakistan Tobacco CompanyConsumer goods Tobacco Islamabad1947 Tobacco, subsidiary of British American Tobacco (UK) PakolaConsumer goods Beverages Karachi1950 Non-alcoholic beverages PakWheelsConsumer services Auto Services Lahore2003 Automotive services PARCOEnergy Oil Refining and Marketing Karachi2002 State-owned Retail fuel marketing as Total Parco joint venture with Total S.A. (France) & refinery joint venture with Mubadala Investment Company (UAE) Pearl-Continental Hotels & ResortsConsumer services Hotels and Motels Islamabad1958 Hospitality, part of Hashoo GroupPELIndustrials Electronic & Electrical Equipment Lahore1956 Electrical goods and Home appliances, part of Saigol GroupPEPCOUtilities Conventional Electricity Lahore1998 State-owned power distribution, distributed into DISCO & PITCPHA FoundationFinancials Real Estate Holding and Development Islamabad1999 State-owned real estate developer PICIC Commercial BankFinancials Banks Karachi1993 Bank, defunct 2007, merged into NIB BankPort Qasim AuthorityTransportation Transportation Services Karachi1980 Port Qasim seaport operations PTCLTelecommunications Telecommunications Service Providers Islamabad1949 State-owned telecommunications, mobile & internet, joint venture with Etisalat (UAE) QMobileTelecommunications Telecommunications Equipment Karachi2009 Cell phones, tablets, joint venture with Gionee (China) Ravi MotorcyclesConsumer goods Automobiles Lahore2004 Motorcycles manufacturer, joint venture with PiaggioRayyan AirConsumer services Airlines Islamabad2009 Private airline, defunct Saif GroupConsumer goods Clothing and Accessories Islamabad1927 Textiles Saigol GroupConglomerates - Lahore1930 Automobiles, cement, chemicals, electronics, energy, engineering, food, technology, textiles Saindak MetalsBasic Materials Nonferrous Metals Saindak1995 State-owned mining of Copper, Gold & Silver, joint venture with Metallurgical Corporation of China (China) Sana SafinazConsumer services Apparel Retailers Karachi1989 Retail Sapphire GroupConglomerates - Lahore1940 Dairy products, power generation, textiles Sapphire RetailConsumer services Apparel Retailers Lahore2014 Retail Sapphire TextileConsumer goods Clothing and Accessories Lahore1940 Textiles, part of Sapphire GroupSazgarConsumer goods Automobiles Lahore1991 Automotive & autorickshaws manufacturer SereneAirConsumer services Airlines Islamabad2017 Private airline Servis ShoesConsumer goods Footwear Lahore1928 Footwear retailer & manufacturing, part of Servis GroupServis TyresConsumer goods Tires Lahore1970 Tyres retailer & manufacturing, part of Servis GroupShaheen AirConsumer services Airlines Karachi1993 Private airline, defunct Shakarganj LimitedConglomerates - Jhang1967 Bio fuel, food, sugar, textile Shan FoodsConsumer goods Food Producers Karachi1981 Spices Sharif GroupConglomerates - Lahore[22]1939 Food, Industrial transportation, poultry, sugar mills Shell PakistanEnergy Oil Refining and Marketing Karachi1898 Retail fuel marketing, refinery & petrochemicals product, owned by Royal Dutch Shell (Netherlands/UK). Previously known as Pakistan Burmah Shell. Shezan InternationalConsumer goods Beverages Lahore1964 Beverages, fruit processing Sigma MotorsConsumer goods Auto Services Islamabad1994 Automotive authorized distributor & supplier of Jaguar Land Rover (UK) vehicles Sindh BankFinancials Banks Lahore1989 Commercial bank owned by Government of SindhSindh Engro CoalEnergy Coal Karachi[23]2009 State-owned coal mining & coal power generation, joint venture with Engro EnergySohrab CyclesConsumer goods Recreational Vehicles Lahore1952 Bicycles, tricycles, rehabilitation products. Soneri BankFinancials Banks Karachi1992 Commercial bank State Bank of PakistanFinancials Banks Karachi1948 Government central bank State Life InsuranceFinancials Life Insurance Karachi1972 State-owned life & health insurance Sui Northern Gas Pipelines LimitedUtilities Gas Distribution Lahore1963 State-owned distributor of natural gas northern regions. Sui Southern Gas CompanyUtilities Gas Distribution Karachi1954 State-owned distributor of natural gas southern regions. Summit BankFinancials Banks Karachi2006 Bank, joint venture of Arif Habib Group & Suroor Investment (Mauritius) Super Asia GroupConglomerates - Gujranwala1975 Automobiles, durable household products, fast food chains (Hardee`s Pakistan), home appliances (Whirlpool Pakistan)Tapal TeaConsumer goods Beverages Karachi1947 Tea marketing TCS CourierTransportation Delivery Services Karachi2000 Courier service The Express TribuneConsumer services Publishing Karachi2010 Newspaper (English), part of Lakson GroupTPSTechnology Software and Computer Services Karachi1996 E-Commerce, financial solutions, IT services, software, consulting Treet CorporationConsumer goods Personal Products Lahore1977 Personal care products Treet Group of CompaniesConglomerates - Lahore1952 Automotive batteries (Daewoo Battery) brand, packaging products, personal shaving products, pharmaceutical (Renacon Pharma) brand & trading[24]TRG PakistanIndustrials Professional Business Support Services Karachi2002 Business Process Outsourcing (BPO), consulting Tuwairqi Steel MillsBasic Materials Iron and Steel Karachi1979[25]Steel, joint venture of Arif Habib Group, Al-Tuwairqi Holdings (Saudi Arabia) & POSCO (South Korea) UfoneTelecommunications Telecommunications Services Islamabad2001 Mobile networks, owned by PTCLUnion BankFinancials Banks Karachi1991 Bank, defunct 2006 United Auto IndustriesConsumer goods Automobiles Lahore1999 Automotive, autorickshaws & motorcycles manufacturer United BankFinancials Banks Karachi1959 Commercial bank Utility Stores CorporationConsumer services Food Retailers and Wholesalers Islamabad1973 State-owned retail chain stores Volvo PakistanConsumer goods Auto Services Lahore1984 Commercial vehicles, equipment & machinery authorized distributor & supplier of Volvo (Sweden), owned by Panasian GroupWAPDAUtilities Water Lahore1958 State-owned hydropower development & management wi-tribeTelecommunications Telecommunications Services Islamabad2007 Broadband internet provider, Internet service providerWorldCallTelecommunications Telecommunications Service Providers Lahore1996 Telecommunications & internet, owned by Omantel (Oman) Yousuf Dewan CompaniesConglomerates - Karachi1912 Automobiles, cement, chemicals, industrials, sugar mills, textiles Zarai Taraqiati Bank LimitedFinancials Banks Islamabad1961 Government financial bank
Источник: https://en.wikipedia.org/wiki/List_of_companies_of_Pakistan

 Management Trainess                     Faisalabad.Punjab                                                   MTIT,                                              Karachi sindh                                                             Business.Development,Office         lahore.punjab                                                             Sale.                                                Rawalpindi.punjab     

     
Источник: https://www.newspepar.site/2021/02/allied-bank-jobs-2021-latest-careers-in.html?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+UrduNewspeparupdate+%28urdu+news.pepar.update%29

Since its inception, DHA Bahawalpur is contouring the concept of premier community lifestyle. DHA has become the epitome of developing and creating residencies and communities for the diverse populous. We are growing progressively but with sustainable pace, focused more towards reliability in the development of communities. DHA, itself has become a brand and has shed a huge responsibility in charting our course of growth and expansion.

OUR VISION

Provision of remarkable opportunity to deliver a world class, integrated, sustainable city to enable people of Bahawalpur to live, work & learn in a socially, environmentally and economically sustainable manner. To deliver a holistically master planned township complemented by residential, commercial, institutional, cultural, civic and recreational opportunities to create desired life style.

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Источник: https://www.dhabahawalpur.com/

 

On this page, we are providing Banking Jobs 2021 information to our visitors. Currently, we published here Allied Bank Limited ABL Jobs 2021. We get this Banking Career Notice from the Daily Express newspaper on 13 June 2021. Interested individuals checking out Banking Career shouldn't miss this career opportunity.

Allied Bank Limited - ABL Jobs Advertisement Latest

 Posted on: 13th June 2021

 Location: Pakistan

 Education: Master

 Vacancy: Multiple

 Company: Allied Bank Limited - ABL

 Last Date: June 20, 2021

 Address: Allied Bank Limited, Lahore

The Allied Bank Limited ABL is seeking Management Trainee Officers MTOs – General Banking. These Management Trainee Officers Jobs opening everywhere Pakistan. Interested professionals can get more information from the advertisement or can visit the ABL website www.abl.com/careers.

These positions are opening for MBA, MBIT, M.Com, Master Degree in Banking/Finance/Business, or 4 Years BBA Honors from an HEC recognized institute.

Fresh and experienced both individuals may apply.

The maximum regulation is 27 years.

Vacant Positions:

Management Trainee Officers

How to Apply Online?

Interested professionals can visit the ABL website www.abl.com/careers and fill the web form for his or her desired post.

Candidates can apply before 20 June 2021.

The Allied Bank reserves the proper to reject any application without assigning any reason.

The department will test the applications and call the sole eligible individuals.



Источник: https://www.findpakjobs.com/2021/06/allied-bank-limited-abl-jobs-2021-for.html

Allied Bank Offer Vacancies for the Different Positions in Pakistan. The aforesaid Jobs are published in The Jang Newspaper. More Details About Allied Bank Jobs in Pakistan 2021. See job notification for relevant experience, qualification, and age limit information.

Job Description

EducationMatric to masters
Websitehttp://www.abl.com/
LocationPakistan
Job TypeContract
Job SectorPrivate
Job IndustryServices
EducationMinimum Non-Matriculation
OrganizationAllied Bank

Allied Bank Jobs in Pakistan 2021

Allied Bank Jobs in Pakistan 2021

Job Position

  • Sweeper
  • Data Entry Operator
  • Assistant
  • Sub Inspector
  • Stenotypist
  • Photographer
  • Networking Operator
  • Constable
  • Driver
  • Naib Qasid
  • Waiter
  • Cook

How to Apply for Allied Bank Jobs?

People who plan to apply for Allied Bank and don’t know what to do can also follow our guidelines for successfully submitting their form. Often times they hire through their HR team, but sometimes they also hire through the FPSC. Read the background of the position you are applying for very carefully and if you think you are qualified, you can click on the “Apply Here” button which will take you to their official website where you can download an online form. After downloading, each category will be filled with original information only; Otherwise, your form will be rejected during the verification process. Please attach the documents which prove that you are a Pakistani citizen because citizens can apply. After all the hassles, the test date will be published, and only selected applicants will be encouraged to come for an interview. We hope all the details regarding your application process will help you land a job.

Apply Here

Important Note

Avoid Fraudulent Recruitment Activities: If your employer asks you to pay for any reason, including processing a shortlist, do not pay at all and let us know using our contact form. Apply according to the instructions and dates are given in the original job advertisement. Online government jobs cannot be applied from here. Errors and omissions are excluded.

Categories Jobs in Lahore, Government Jobs, Govt Jobs, Jobs in Pakistan, Jobs in Punjab, Private JobsИсточник: https://www.ujobs.pk/allied-bank-jobs-in-pakistan/

Allied Bank Pakistan Career Opportunities 2016 MTITs Management Trainees Information Technology

Allied Bank, with high customer satisfaction rate and strong equity baseline, is one amongst the most progressive and established financial institution, operational in Pakistan and offering the universal banking services to the citizens of the country. At the moment ABL is serving with 1000+ operational bank branches throughout the country and the same number is valid for ATM machines as well. To meet human capital need’s under the field of IT, Allied Bank Limited is inviting online applications from young postgraduates, who www allied bank jobs com pk completed their required level of qualification in Information Technology and Computer Science field. Selected individuals will be placed under ABL’s Information Technology Group (ITG) for the job designation of Management Trainee Information Technology (MTIT). Allied Bank Pakistan Career Opportunities 2016 MTITs Management Trainees Information Technology, latest advertisement is published under Daily Dawn Newspaper on Sunday 16th of October 2016. www.abl.com/careers.

See:Meezan Bank Jobs 2016 October For Cash Officers (Islamic Banking).

Detailed eligibility criteria, i-e qualification, CGPA required, Experience, age limit and how to apply can be checked below.

Allied Bank Pakistan Career Opportunities 2016 MTITs Management Trainees Information Technology

Educationl Qualification (CGPA):

MCS with BS in Computer Science or Master’s in Science (M.SC Computer Science) is the mandatory requirement from each applicant. Education must be from HEC recognized local or Foreign institution. 3.00 is the minimal standard for CGPA in Master’s degree.

Experience Criteria:

Experience is not mandatorily required, but may preferred.

Age Limitations:

29 years is the maximum age required as on November 30, 2016.

Where to Apply…???

Apply online by visiting official job portal’s link provided below. Submit your duly filled application, on or before the closing date for submission. Note: Candidates will be selected and placed as per Geographical requirement by the district/location.

>>>> Apply Online, Click Here.

Due Date:

Last date for the receipt of application is Saturday, October 22, 2016.

Advertisement Image:

allied-bank-pakistan-career-opportunities-2016

Источник: https://jobsworld.pk/

 Management Trainess                     Faisalabad.Punjab                                                   MTIT,                                              Karachi sindh                                                             Business.Development,Office         lahore.punjab                                                             Sale.                                                Rawalpindi.punjab     

     
Источник: https://www.newspepar.site/2021/02/allied-bank-jobs-2021-latest-careers-in.html?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+UrduNewspeparupdate+%28urdu+news.pepar.update%29

Human Resource Management in Allied Bank Ltd.

Allied Bank Limited. 1 Contents 2 Allied Bank Limited . 3 3 History . 3 3.1 Allied Bank: Public Sector Years (1974-91). 3 3.2 Privatization (1991-2004) . 3 3.3 A new beginning (2005-to-date) . 4 4 Board of Directors. 4 5 Products . 4 5.1 Personal Banking. 4 5.2 Business Banking . 4 5.3 Islamic Banking. 4 5.4 Other Services . 5 6 Innovation: e-Banking Channels . 5 7 Corporate Objective . 5 8 Mission Statement . 5 9 Vision 2010 and Beyond . 5 10 Values . 5 10.1 Service Orientation . 6 10.2 Trustworthiness . 6 10.3 Adaptive to Change . 6 10.4 Team Orientation. 6 10.5 Commitment . 6 10.6 Pride . 6 11 Chairman’s Message. 6 12 Human Resource Management (HRM) . 7 12.1 Role of Human Resource Management . 7 12.1.1 Selection:. 7 12.1.2 Strategic Planning: . 7 12.1.3 Training and Development: . 7 13 Job Analysis . 7 13.1 Understand the job . 8 13.2 Identify Performance Behaviours. 8 13.3 Essential Competencies . 8 13.4 Identify Target Performance Level . 9 1 Allied Bank Limited. 13.5 Experience, Education and Training Needed . 9 13.6 Special Considerations . 10 13.7 Review and Finalize . 10 13.8 Using Results. 10 14 Recruitment . 10 14.1 Criteria for labor . 11 14.2 Criteria for executive . 11 14.3 Channels of Recruitment . 11 14.3.1 External Recruitment . 11 14.3.2 Internal Recruitment . 12 14.3.3 Rehiring. 12 14.3.4 Salary . 12 15 Selection . 12 15.1 Informal interview . 12 15.2 Formal interview . 13 16 Employee Orientation . 13 16.1 Benefits: . 13 16.2.1 Welcome employee to company . 13 17 Defining Training & Development: . 14 17.1 Training Process . 14 18 Training and Development. 14 18.1 On the Job Trainings . 14 18.2 Off the Job Trainings. 15 19 Compensation Management . 15 19.1 Rewards . 15 19.2 Punishment . 16 20 Employee Engagement & Retention . 16 20.1 Performance Management. 17 21 Pay for Performance . 17 21.1 Maslow Hierarchy of Need . 17 2 Allied Bank Limited. 2 Allied Bank Limited Allied Bank is a commercial bank in Pakistan. Allied Bank, with its registered Offices in Karachi and Lahore, is one of the largest banks within the country with over 1150 branches and ATMs. It was the first Muslim bank established in Pakistan before independence (1942) with the name of Australasia Bank. It was named as Allied Bank of Pakistan from Australasia Bank Limited in 1974, and Sarhad Bank Ltd, Lahore Commercial Bank Ltd and Pak Bank Ltd were also merged in it. 3 History Allied Bank Limited (ABL) is the first Muslim Bank established on territory that later on became Pakistan. It was established on December 3, 1942 as Australasia Bank at Lahore with capital of 0.12 million. At that time the chairman was Kh. Bashir Baksh. ABL’s story was one of the dedication, commitment to professionalism and adaptation to changing environmental changes. 3.1 Allied Bank: Public Sector Years (1974-91) Under the Nationalization Act of 1974, 14 scheduled banks were taken over by the Government. Australasia Bank’s Board of Directors was dissolved and the bank was renamed as Allied Bank of Pakistan Limited. Sarhad Bank, Lahore Commercial Bank and Pakistan Bank Limited were merged into Australasia Bank. At time of merge, ABL was second highest among all the banks Nationalized in 1974. Allied Bank’s first Executive Board was constituted of Mr. Iqbal A. Rizvi as President, Mr. Ajmal Khalil as Joint President and Mr. Khadim Hussain Siddique as member. In 1974 Mr. I.D. Junejo and Mr. Safdar Abbas Zaidi joined the Board later. 116 new branches were opened in 1974 and it started participation in commodity Operation program of Government. In 1970’s Bank played an important part of agricultural area loans and other loans. In 1976 Mr. Ajmal replaced Mr. Rizvi as Chief Executive and President. During 1974-77, 361 new branches were opened and 230 of these were located in villages and small towns. It also opened its foreign branch in London, near the Bank of England. In 1980 the Bank of England granted Allied Bank recognition as a full fledge Bank under the U.K. Banking Act. In 1981, President was changed. In 1984, again new president was come to know. He tries to increase the international business. It also initiated a major counter program. In 1985, mainframe computer was installed and effective management system was developed. During this period profitability was increased. New President Mr. Maqbool introduced different schemes in 1987- 88. In 1989, new 13 branches were installed. Over 1991, 745 branches were there in all over the Pakistan. 3.2 Privatization (1991-2004) In November/ December 1990, the Government announced its commitments to the rapid privatization of the Banking sector. Allied Bank’s management under the leadership of Mr. 3 Allied Bank Limited. Khalid Latif decided to react positively to this challenge. As a result of privatization in September 1991, Allied Bank entered in a new phase of its history, as the world’s first bank to be owned and managed by its employees. Allied Bank’s capital and reserves were Rs.1.525 (Billion) and assets amounted to Rs. 87.536 (Billion) and deposits were Rs. 76.038(Billion). The Bank enjoyed an enviable position in the financial sector of Pakistan and was recognized as one of the best amongst the major banks of the country. In August 2004 as a result of capital reconstruction, the Bank’s ownership was transferred to a consortium comprising Ibrahim Leasing Limited and Ibrahim Group. 3.3 A new beginning (2005-to-date) In May 2005 Ibrahim Leasing Limited was amalgamated by transfer to and vested in with and into Allied Bank Limited. ILL shareholders were issued ABL shares in lieu of the ILL shares held by them. 4 Board of Directors  Tahir Hassan Qureshi - Chief Executive Officer  Mohammad Naeem Mukhtar - Chairman / Non-Executive Sponsor Director  Sheikh Mukhtar Ahmad - Non-Executive Sponsor Director  Muhammad Waseem Mukhtar - Non-Executive Sponsor Director  Abdul Aziz Khan - Independent Director  Mubashir A. Akhtar - Independent Director  Pervaiz Iqbal Butt - Independent Director  Akbar Sharifzada - Government Nominee Director  Sheikh Jalees Ahmed - Executive Director 5 Products The bank provides its customer various products & services, to cater there need of investments, and other social or business requirements. These Product & Services offered by the bank are as follows: 5.1 Personal Banking Under Personal Banking, ABL offers: Everyday Accounts, Lifestyle Banking, Savings & Term Deposits, Credit & Debit Cards, Domestic Remittance, Bancassurance, and e-Banking Services. 5.2 Business Banking Under Business Banking, ABL offers: Corporate & Investment Banking, Transaction & Business Accounts, Home Remittances to Pakistan, Cash Management Solutions, Trade Services, SME Financing, and Agriculture Financing. 5.3 Islamic Banking Allied Bank has established its Islamic banking group to offer a diverse range of Deposit and Investment related accounts ensuring Shariah compliance. 4 Allied Bank Limited. 5.4 Other Services Allied Bank's other services include: Extended Hours Banking, Online Banking, Safe Deposit Lockers, Utility Bills Payments, Allied Phone Banking, and Customer Support. Car finance 6 Innovation: e-Banking Channels Allied Bank maintains its reputation for innovation in education and embracing new technologies in the banking sector of Pakistan. Their current suite of e-Banking services comprises:  Allied Direct-Internet Banking  Allied SMS Banking  Automated Teller Machines (ATMs)  Transactional Alerts Facility 7 Corporate Objective By continually providing the best customer experience to generations of Filipinos here, Allied Bank aims to be among the top 3 in the various markets that it chooses to compete in. 8 Mission Statement We are a leading, dynamic Filipino financial services group with a global presence committed to delivering a whole range of quality services that will create value and enrich the lives of our customers, employees, shareholders and the communities we serve. 9 Vision 2010 and Beyond To be the most admired financial services organization in the country in terms of:  Financial performance – rank #1 or #2 in its businesses in terms of return on equity  Innovativeness – in products, services, distribution and the use of cutting-edge technology  Customer perception  The preferred financial services provider  The customer-centered organization with a passion for service excellence  Social responsibility – the employer of choice, a good corporate citizen and partner in nation-building  Long-term vision – developing competitive advantage on a sustained basis by anticipating changes in customer’s preferences and in the manner of doing business 10 Values Our Shared Values bind everyone in ABL together, providing the basis for trusting one another and helping enable the Bank to achieve its mission and vision. 5 Allied Bank Limited. 10.1 Service Orientation We are committed to deliver the best possible service to our customers, proactively responding to their needs and exceeding expectations as manifestation of the value and respect that the Bank holds for every single one of them. 10.2 Trustworthiness We hold sacred the consistent adherence to a strict moral and ethical code manifested through honesty, professionalism, fairness, prudence and respect for the law. 10.3 Adaptive to Www allied bank jobs com pk We nurture within each one of us a positive attitude towards change and innovation, promoting flexibility and celebrating creativity as drivers of our quest for continuous improvement and operational excellence. 10.4 Team Orientation We are committed to work together as a family united in pursuit of common goals and aspirations, valuing meritocracy in promoting the common good. 10.5 Commitment As stewards, not only of the Bank's business, but of its proud name and enduring heritage, we manifest genuine concern and affection for the Bank, it's business, and its core constituents. 10.6 Pride We take pride in working with the Bank, of being a Pakistani, in whatever tasks we undertake. This will be reflected in all our actions, in the passion of how we get things done. 11 Chairman’s Message 2015 was a challenging year all over the world with negative sentiments developing towards emerging markets, a sharp fall in commodity prices, persistently low interest rates, surplus liquidity, regional conflicts and changing regulatory framework. Global GDP growth remained muted during 2015 and is expected www allied bank jobs com pk face sustained challenges going forward. Your Bank shall continue to extend its outreach enhance its customer base and deepen existing customer relationships, utilize technology to deliver innovative and convenient banking solutions and capitalize on the growth opportunities in digital banking. The strategic initiative of Your Bank of improving business acumen of its existing and prospective customers shall continue by organizing seminars focusing on enhancing management skillset, corporate governance and succession planning. Today, Your Bank stands at the brink of achieving the milestone of Rs.1 trillion Balance Sheet footing which would not have been possible without the untiring efforts of the management and commitment of all staff members, working as a team. Your Bank has made tremendous strides during a challenging year and is on a solid foundation to achieve stable profitability levels in future. 6 deutsche bank usa news Allied Bank Limited. Lastly, I wish to take this opportunity to thank all stakeholders including Board of Directors for their vision, State Bank of Pakistan and Securities and Exchange Commission of Pakistan for their continued support and guidance. As we enter 2016, it is important that we look back with pride at the Bank’s accomplishments but also keep looking forward and adapt to the changing landscape of the future to position the Bank as a dynamic financial service provider. Mohammad Naeem Mukhtar Chairman 12 Human Resource Management (HRM) Human resource management is the function of management. Which is concerned with maintaining, hiring, motivation of employees. 12.1 Role of Human Resource Management The role of HRM in an organization. 12.1.1 Selection: Selection is the 1st function of the HRM which is the process of choosing persons in a groups OR individuals. The HR manager selects the employees for organization to achieve their organization’s goals and objectives. 12.1.2 Strategic Planning: HR managers make strategic planes and policies for the organization to achieve their organization aim’s, goals and objectives. 12.1.3 Training and Development: The training and development is the most important function of the HRM. HR managers train the employee’s and also enhance the performance of the organization’s employees to achieve the organization goals and objectives. 13 Job Analysis Hiring is the key importance to the overall productivity of Canadian businesses. A well put together job description is a good business investment because it can be used to support most HR functions: recruitment, selection, orientation, training, work plans, compensation, performance reviews and legal defense. Job descriptions explain the key responsibilities of the actual position, reporting relationships and work environment. The first step in writing or rewriting job descriptions is job analysis. Job analysis is an in-depth study of a job. It provides 7 Allied Bank Limited. information for job descriptions. In doing the analysis, you or an employee will gather information about jobs through interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from secondary sources such as the National Occupational Classification (NOC) system. deleted or modified. Here are few steps for job analysis in Allied Bank Limited: 13.1 Understand the job Start by developing a complete understanding of the position. This is the foundation on which hiring is based. In conducting your analysis, consider:  All of the duties and responsibilities of the position  Their scope and level  The context in which these are to be performed  The amount of responsibility, authority and accountability required to perform the work  The major and minor activities 13.2 Identify Performance Behaviours Next, identify examples of behaviour that you would use to evaluate the quality of the work. Identify examples of both effective and ineffective behaviours. To do this, ask yourself:  What are the performance expectations for superior performance?  How do you know someone is doing an excellent, satisfactory or poor job?  How does it look when a high performer is doing an excellent job or when a poor performer is doing an unsatisfactory job? 13.3 Essential Competencies Using the examples of behaviour as a basis, identify and choose only the most critical/ essential competencies required to demonstrate high performance. Differentiate between high performers and average performers:  There should be no more than 6 to 10 competencies selected for a role or job. Remember, fewer are better.  The key is to select only the most critical/essential competencies required to demonstrate high performance. While all competencies may seem desirable, they are not all critical.  Familiarize yourself types of competencies and skills. Next, sort the competencies based on how critical or essential each one is. You could sort each of the competencies into one of four groups:  Critical/essential  Important/significant  Less important/learn on the job  Not applicable When determining how critical or essential a Competencies, Knowledge, Skills and Abilities (CKSA) is, consider factors such as:  The difficulty or criticality of the tasks being performed 8 Allied Bank Limited.  The impact on job outcomes  The impact on the performance of other employees  The consequence of error if the CKSA is not present  How frequently the CKSA is used on the job  Whether the CKSA is required at when the job starts or can be learned or acquired on the job within the first six months When completed sorting, review and make any adjustments that are needed. Count the number of CKSA you sorted in the Critical/Essential and Important/Significant groups. There should be between 6 and 10 competencies. If you have more than that number, you can rank the competencies in your Important/Significant group and pick only the highest ranking that provide you with an appropriate number of competencies. Put all others aside. If you ended up with fewer than an appropriate number of competencies, then rank the competencies in your Less Important/Learn on the Job group and pick only the highest ranking to add to the Important/Significant group, providing you with an appropriate number of competencies. Put all others aside. The competencies you have chosen form the CKSA portion of the qualifications for the job. 13.4 Identify Target Performance Level Target levels refer to the types of behaviors demonstrated by high performers. They are not minimum standards. The key is to select the target level that high performers demonstrate most of the time (general rule - 75% of the time). While all people may be able to demonstrate a level once, target levels refer to what they do most of the time. To assist you, think about what a high performer in the job demonstrates most of the time when they are engaged in that competency. Do not select an inappropriately high target level. Setting the bar too high can lead you to hiring no one. The focus is on trying to describe reality, not ideals. Once you have set the Target Level, you should also set the minimum acceptable level required at job start. You could set Level 1 as the lowest possible level and 5 as the highest. Ensure the minimum level is also realistic. 13.5 Experience, Education and Training Needed Review the final list of Competencies, Knowledge, Skills and Abilities (CKSA) and determine the various ways in which these could be acquired through education, experience (work, volunteer and/or life) and/or training. It may be helpful to consider the background of high- performing employees in this type of position. Be sure to include as many of the equivalent combinations of education and experience as possible. Consider the availability of qualified people in the job market and ensure the qualifications are reasonable given that best savings account rates in ct. It is important to determine a qualification that is appropriate to the job on day one and not inappropriately high or low. If qualifications are set too high, candidates that have the competencies may be inadvertently eliminated at the screening stage before having the opportunity to prove themselves. Alternatively, if the qualifications are set too low, most of the applicants will need to be considered which can be a time-consuming process and many may not have the required competencies. 9 Allied Bank Limited. 13.6 Special Considerations Now is the time to identify and include any special considerations you may wish to include. Some jobs may require additional specific criteria like the following:  Criminal records review  Drivers, firearms or other licenses  Professional designations (for example: Professional Engineer)  Occupational certifications  Physical requirements to lift heavy objects, work in strenuous situations etc.  Willingness statements (for example: willingness to work in dusty or noisy environments 13.7 Review and Finalize At this point you have completed the job analysis process. This final step is to give you an opportunity to stand back and take a second look at your work to ensure its valid and stands the common-sense check. To do this, ask yourself the following questions:  Given what I know about the accountabilities of this job/role, are the Competencies, knowledge skills and abilities chosen really the most critical ones? Will they help me identify the difference between a high performer and a poor one?  Do the behavioral levels identified really define what high or poor performers actually do in this job/role?  Are the experience, education and training requirements related to the CKSA chosen: job-related, inclusive, reasonable and appropriate?  Have all necessary special considerations been included? If you answered no to any of these questions, review your work and make adjustments so that you can answer each question with a yes. If you answered yes to all of the questions, finalize your Statement of Qualifications. These may now be added to Job Descriptions, included in applicant packages and advertisements, and used as a basis for determining the most appropriate assessment methods to be used in the hiring process. 13.8 Using Results The list of qualifications and competencies developed through job analysis are used to create:  The Statement of Qualifications to be attached to Job Descriptions  Advertising content and/or applicant information packages  Criteria for short listing applicants  As a basis for determining the most effective assessment methods 14 Recruitment To get hired for the job there is complete process. First of the candidate have to send an application for the job to the company. The company checks the application. This is only when there is vacancy will be announced by the company. Now there are two 10 Allied Bank Limited. words labor and executive. They both are different. Any new candidate who applies for the job will be known as the executive. Now the question is that if the new candidate who applies for the job as a labor then is he will be called as the executive? No there is not such a concept. The labor is one who apply for the job on the post of the labor or low class labor will be known as the labor but if a candidate applies for the superior job i.e. manager, HOD etc then he/she will be known as executive. It will remain executive till he got the experience of one year at the company. Now there is a difference in the hiring of labor and executive for the job. 14.1 Criteria for labor  There is no hard and fast rule for the hiring of labor.  They can approach for the job from the newspaper.  They can also approach from the notices of the job those will display on the notice board of the company only when the vacancy will be announced.  The vacancy for the labor will be posted in the local and as well as national level newspaper.  There is no such a need of qualification for this job but the experience is required by the company that one who is willing to apply for the job will must have the experience of 1 year at least. 14.2 Criteria for executive  Executive are the managers or the people who are qualified and apply for the middle or the top-level management.  These are the persons for those the qualification or the study matters, obviously if a person want to apply for the highest post the education, knowledge is the thing that matters.  If there is a need for a person as executive for a specific job then the HOD of that particular department tells or announces the vacancy that I need the person for that particular job. For example, the HOD of sales department will announce the vacancy that there is a need for the sales person.  If there is another person who has to announce the vacancy for any department then the HOD of that department will sent the requirements for the job and then the vacancy will be announced in the newspaper, notice board etc.  The company also does the college hiring for the executive in which the company visit some colleges and universities and then start doing interview of the students those are willing to apply for the job. Basically, this concept is running in many other cities and it will start soon in the Faisalabad too. And the company from where it starts this college hiring will be from the UCP FSD campus. 14.3 Channels of Recruitment There are basically two channels for the recruitment those are discussed below. 14.3.1 External Recruitment In external recruitment, the company gives an ad in the newspaper it could be local newspaper and it could the national newspaper. The company also announces the company on the websites on the internet such as rozee.pk etc. If a person is willing to apply for the job then he sent his CV 11 Allied Bank Limited. to the company. Then the company starts screening the CV’s in which the company select only those candidates those are close enough to the requirement by the company. Now that candidate whose CVs will approved then the company calls those candidates. The purpose for this call is just to have an informal interview with them and tell them timing and the day of their interview. 14.3.2 Internal Recruitment In internal recruitment, there is a need of reference of some persons from the company. Basically, it similar to the election and it will be elected by those candidates to whom the company is thinking to give them a promotion. Reference is just a guarantee by the seniors to those who are to be promoted. Guarantee in a sense that the seniors will vote for those who they think that that this person will be the best for this post. In this way the internal recruitment process will be completed. 14.3.3 Rehiring Sometimes the company needs to do rehiring. This is because that if an employee who is working for so many years and then leave the company wish to rehire him because company did invest on him. Investment in a sense that company gives him a job, training, experience and many other things. That is why if the employee leave the company offer him extra and more benefits, salary etc before he had. In short term it is expensive that you apply more on the employee but in long term it is profitable for the company that he has the ability to give more to the company as before he was giving. 14.3.4 Salary The company doesn’t have any method of setting the salary of employee at the glenview state bank review of hiring new employees. The company doesn’t have to set the any percentage like education, knowledge, presentation, skills and orientation, experience and training on hiring the employees and there is no need to multiply that percentage with the currency rate. The only method that the company chooses to set the salary right at the time of hiring that the company and the employee both set a salary level. This all done after so many battle dore at try to set or choose a single point at which the company is willing to give and an employee is willing to accept. 15 Selection Selection is almost the final stage of the employee to be selected in the company. For this purpose, the candidate has to give the interview for the selection. Interview sessions those are conducted by the company are of two types. These are described below. 15.1 Informal interview This is basically not an interview, it just a first informal call between the company and the candidate. In this session, the company calls to those candidates who are selected after giving their CV to the company. In this call the timing and the date will be told to the candidate for the 12 www allied bank jobs com pk Allied Bank Limited. interview session. There are also some other questions those are asked from the candidate. This is the informal session. 15.2 Formal interview Formal interview is the complete interview that the candidate has to be given to the company. These interviews are two in numbers in which the candidate has to be appears for two times. 16 Employee Orientation Employee orientation is part of a long-term investment in a new employee. It is an initial process that provides easy access to basic information, programs and services, gives clarification and allows new employees to take an active role in their organization.  Introduce new employees to their new environment  Make new employees feel welcome and comfortable  Retain a pool of new, capable employees 16.1 Benefits:  Establish clear standards that help reduce disputes and limit liability  Promote consistent management  Inform new employees of the company’s policies  Demonstrate a commitment to equal treatment of personnel  Provide protection from claims of discrimination and sexual harassment In some organizations, an employee handbook is available to all employees. The content of the handbook covers the key topics covered in an orientation session for new employees. 16.2 What should employee orientation programs include? An orientation program helps the employee understand their assigned duties, terms and conditions of employment as well as the organizational www allied bank jobs com pk. It provides the following information: 16.2.1 Welcome employee to company Orientation to business:  History  Mission Statement  Goals and Objectives www allied bank jobs com pk  Organizational structure, e.g. Own job description and relationship of position to other positions  Future Plans Company policies and procedures, for example:  Dress Code  Reporting Procedures  Smoking Restrictions  Expense Claims 13 Allied Bank Limited. Legislation Safety procedures Emergency procedures  Operating telephone system,  Who to call for repairs 17 Defining Training & Development: Training & Development have been defined in several ways by different authors. The main idea that each one of them highlighted in their studies is the workforce capability enhancement. Nadler & Nadler (1991, as cited in Kumpikaite & Sakalas, 2011) identified Training and Development as “the components of the human resource development (HRD) model”. 17.1 Training Process Different authors have put forward the systematic process for training and development of employees. The number of steps varies but the basic approach remains the same i.e. to manage training in a better way to have the best results out of the investments made. Training is a continuous process. Whatever the scheme may be presented by various scholars and trainers the following steps are inevitable for any well designed and precisely implemented Training and Development plan: 18 Training and Development Training is a lesson by the company to employees to fulfill the current need of any project while development is the lesson that is given by the company to its employees for the future need of any project. The company trained its employees every time they need. Training is of two types including on the job and off the job training. The company gives both of the training to its employees. 18.1 On the Job Trainings On the job training is the training that is given by the company to its employees within the organization. On the job training is the training that is given by the company to its employees within the company. Therefore, the company first identifies the problem then company thinks that there is a need to train the employees. Therefore, the company conducts a training session and provides all the information to the employees who will need to appear in the training session. The person who has to give the training to the employees is from the company every person who trained the employees will must have the experience of at least 5 years. A complete booklet or file is given to the employees in whom the complete detail of training session, time table, duration etc is mentioned clearly. Employee gets this file but beside this a short meeting of 1 to 2 hours is conducted and tells everything about the training session to the www allied bank jobs com pk 14 Allied Bank Limited. employees orally too. This is because it minimizes and clears every ambiguity in the mind of employee (if any) regarding the training session. Well this is the criteria of giving training to those who the company thinks to be trained. This training is given to the employees on identifying the problem. But beside this there is also another training that is given to the employees those are newly hired after completing their graduation or study time period. This training session is for 3 months in which the experienced employees of the company give them training. These trainers are from every department i.e. if an employee is hired in the marketing department then the trainer will be from the marketing department who will train them. This is criteria of on the job training. 18.2 Off the Job Trainings When the company hired the new employees then the company needs to train them. For this purpose, sometimes the company trains its employees by using both the techniques of on the job and off the job training. Whether company is using the technique of on the job or off the job training the training period in both of the cases is of three months. In off the job training the company sends its employees to Lahore and Islamabad or sometimes canal road headquarter of the company. This is because all of these headquarter has all the facilities those are needed to t rained the employee. The main focus of the company is to train the technical. This is because these are the persons who are involving in making of the product. They are present in the manufacturing of the liquid, then packaging etc. that is why the main focus of the company is highlight these employees because if there will be any issue in making of product then automatically the reputation of the company will disturb. That is why the employees who are technical need to be trained more and more that there should not be any fault in the making of product. After giving them training to employees the company again evaluates the performance and also the performance that was identified before is removed or not? There is a concept in which the company believes strongly. That concept is access training. This is the stage where the employee had the ability to do anything at any time. In other word the company is basically focusing on the career management and career development. That is why if an employee got the training of one thing then he will be train again for some other thing but these employees are only few or selected persons. Eg. ASAD who was the HOD of marketing department has the ability to anything at any time. That is Happilac is the market leader, not a market follower. It is the market leader because the company has a moneylion customer service phone infrastructure, a big list of loyal employees, best manufacturing unit as compared to the other paint making industries. There is a reason behind it that company always searches for the innovators and the company has these types of employees who have the ability to bring out the positive change. 19 Compensation Management 19.1 Rewards Rewards are of two types monetary and non-monetary. Monetary reward is to give the basic salary to the employees while non-monetary reward is to give some incentives, appreciation etc. 15 Allied Bank Limited. here is again an example of Asad Sahab. That one person in the company who performed extra and got the benefits and rewards. He got a car as a reward on achieving the target in july 2016. In this way many other employees are there in the company who got many rewards. Rewards are also in the form of promotion but as discussed before that promotion is always depend on the performance. 19.2 Punishment A punishment criterion is same to every person belongs to the company. Whether he is a security guard or he is CEO. Every person who breaks the rules will be punished. At the time of orientation, the rules and regulations were told in detailed www allied bank jobs com pk and the punishments also described to them. Some of the rules are defined below.  Always park vehicle in the parking or otherwise the one who break the rule will be punished.  Don’t smoke in the office hours.  Mobile usage during working hours is prohibited.  Dressing must be according to the dress code defined by the company.  For the wrong parking and cell usage during working hours the fines are defined below: Labor = Rs. 30 Manager = Rs. 350 Senior officer = Rs. 550 CEO = Rs. 6500 etc. Similarly, many others punishments are also mentioned in the company’s policy on breaking the rules. There is also rule that anyone can complain for anyone but only when someone don’t perform a duty that is giver to him. For example, that if it is a duty of HR manager that check out the discipline (checking the cleanliness of offices) and if senior officer go to his office and see there is a dust on his table then he is free to complain about the HR manager that he doesn’t check this thing that whether the officer is clean or not. 20 Employee Engagement & Retention Employee engagement illustrates the commitment and energy that employees bring to work and is a key indicator of their involvement and dedication to the organization. Employees who are engaged are more productive, content and more likely to be loyal to an organization. When organizations put sound HR practices in place, they are more likely to discover that employees feel satisfied, safe and will work to their full potential.and that means they are more likely to stay put. 16 Allied Bank Limited. 20.1 Maslow Hierarchy of Need The company believes on the Maslow’s hierarchy of need. In this theory, there are five needs of the human being. If he have all of these then he can do the work better, effectively and efficiently. These needs are defined below:  Biological and Physiological needs - air, food, drink, shelter, warmth, sleep.  Safety needs - protection from elements, security, order, law, stability, freedom from fear.  Love and belongingness needs - friendship, intimacy, trust and acceptance, receiving and giving affection and love. Affiliating, being part of a group (family, friends, work).  Esteem needs - achievement, mastery, independence, status, dominance, prestige, self- respect, respect from others.  Self-Actualization needs - realizing personal potential, self-fulfillment, seeking personal growth and peak experiences.  The company focus on this theory and strongly work upon it the by proving and fulfilling all these needs of employees and then the result from the employee is always positive. 17

Источник: https://www.academia.edu/35803637/Human_Resource_Management_in_Allied_Bank_Ltd

If you are looking for a banking job in Us bank hours las vegas then you are in the right place. Because Allied Bank limited has announced vacancies in the sector. This bank announces jobs time after time. The institution is looking for young and energetic people who should know www allied bank jobs com pk to run a bank rightly. They should also have qualifications. Those who are eligible should apply for Allied Bank Jobs. In my view, this is one of the best places for work.

Allied Bank Job

This is due to they want that institution should have professional staff. After that their bank will generate good income for them. This is great opportunity for our youth as well they can make their future bright and can create career through these posts. Many people have accounts in this bank and it is famous too around Pakistan.

On this platform, you can relax by taking a monthly salary. Allied Bank announces jobs only on their website. These vacancies are for several big cities of Pakistan like Karachi, Lahore Peshawar, and Rawalpindi. Both Males and females can apply for this.

Also, Read SNGPL Jobs 2021

Quick Summary

  • Organization Name: Allied Bank Limited
  • Employment Type: Full Time
  • Education Required: BS/MS
  • Location: Pakistan
  • Job Industry: Bank Jobs

Concerning the Organization

Allied Bank Limited was formed before the independence of Pakistan in 1942. It is a private organization and it is serving in the development of our country. Many people have been putting their assets in this bank and the institution protecting it that is why people trust it. The branches of the bank are present in every part of the country.

The institution wants to give jobs to the middle and lower class of the country. They announce new jobs after a few months. Many people apply for these jobs hence professionals get these vacancies. By this process, prosperity will come in our country and after some years we will do the decisions of the world and the globe will be dependable on us.

Vacancies List

Manager/Cashier

Advantages of Getting These Jobs

As Allied Bank is a very old and famous bank around Pakistan so if you get a job here you may understand the mechanism of the financial process. I think you may obtain the following advantages

  • Monthly Salary
  • Bonuses
  • Allowances
  • Practical Experience
  • Support and Accessories

Acceptability (Eligibility Criteria)

  1. The applier age should be less than 28
  2. The candidate must have Bachelor’s or Mater Degree
  3. He should gained 3.0 GPA in the final transcript
  4. May be experience does the rest
Allied Bank Jobs

How to Apply?

If you want to apply for these posts then go to the official website.

Official Website

Conclusive Comments

The vacancies announced by Allied Bank Limited are very good for those who have just taken Bachelors’s or Master’s Degree. So youth should work hard to get these posts it will give them a lot of advantages.

Categories Banking Jobs, Private JobsИсточник: https://vacanciespk.com/allied-bank-jobs/

Allied bank limited jobs

Samba Bank Ltd Jobs Branch Manager

Position: Branch Manager Experience: 05 – 10 Years Qualification: Graduation Job Location: Peshawar Last Date to Apply: 03 Nov 2021 How to Apply: For More Details View The Image. Press the Image to View Large & Clear Image Your email address will.

Head of General Banking Operation (Sub-Dept)

 .This employer is no longer accepting CVs for this job, it has been deactivated by the company's administrator. Head of General Banking Operation (Sub-Dept) Job Description ( total positions: 1, posted on: May 27, 2021) Who can manage SBP Branch Licensing Policies. 

Bank Islami Pakistan Limited

Phone Banking Officer

 .We are looking for dedicated and passionate Phone Banking Officers (PBO)! PBO will be responsible for answering incoming calls.  .Job Title Phone Banking Officer (PBO) Company Allied Bank Limited No. of Positions Approx. 20 per month Qualification. 

Teller - Banking

Teller - Banking required for urgent job placement. REQUIREMENTS Experience: 3 years minimum. Experience in UAE: experience in UAE is an advantage. Education: Bachelor Degree is an advantage. Languages: Arabic is an advantage. Nationality: filipino preferred PROVISIONS. 

Teller - Banking

Conduct dozens of bank’s routine transactions within time limits and established guidelines (cash checks, accept deposits and loan payments, process withdrawals etc)Assess customer needs and introduce new products and services (credit cards, saving bonds etc)Make sales. 

Teller - Banking

Looking for Teller - Banking preferable with UAE experience. REQUIREMENTS Experience: 1 - 3 years. Education: Bachelor Degree required. Languages: English required. Nationality: indian preferred PROVISIONS Transport provided. Medical insurance Salary: AED 5500

Teller - Banking

Teller - Banking required. Should be ready to relocate to Dubai REQUIREMENTS Experience: 2 - 3 years. Education: Bachelor Degree is an advantage. Languages: English required. Gender: female preferred PROVISIONS Employment visa. Medical insurance provided Salary. 

Teller - Banking

Teller - Banking required for urgent job placement. REQUIREMENTS Experience: 1 - 2 years. Experience in UAE: experience in UAE required. Education: Bachelor Degree required. Languages: English required, Arabic required PROVISIONS Residence visa provided. Accommodation. 

Teller - Banking

Looking for Teller - Banking REQUIREMENTS Experience: 3 - 5 years. Education: Bachelor Degree required. Languages: Arabic is an advantage. Gender: male preferred PROVISIONS Employment visa provided. Transportation. Accommodation Salary: AED 6500

Teller - Banking

Honest and self-motivated Teller - Banking required for a reputed company. REQUIREMENTS Experience: 2 - 3 years. Experience in UAE: experience in UAE is an advantage. Languages: good English required, Arabic is an advantage PROVISIONS Transportation. Medical. 

Teller - Banking

Hiring now: Teller - Banking required. REQUIREMENTS Experience: at least 1 year. Experience in UAE: experience in UAE is an advantage. Education: Bachelor Degree required. Nationality: indian preferred PROVISIONS Accommodation provided Salary: AED 7000

Teller - Banking

Looking for Teller - Banking preferable with UAE experience. Should be ready to relocate to Dubai REQUIREMENTS Experience: 5 years minimum. Languages: English required PROVISIONS Medical insurance provided Salary: AED 5000

Teller - Banking

Looking for Teller - Banking preferable with UAE experience. Should be ready to relocate to Abu Dhabi REQUIREMENTS Education: Bachelor Degree is an advantage. Languages: good English required. Nationality: pakistani preferred Salary: AED 4000

Teller - Banking

Teller - Banking required urgently. REQUIREMENTS Experience: 2 - 3 years. Education: Bachelor Degree is an advantage. Languages: good English required PROVISIONS Employment visa. Transport provided Salary: AED 6500

Teller - Banking

Teller - Banking required. Ones on visit visa can apply. REQUIREMENTS Experience: 5 years minimum. Education: Bachelor Degree is an advantage. Languages: good English required. Gender: male preferred PROVISIONS Medical insurance Salary: AED 6500

Teller Supervisor - Banking

Hiring now: Teller Supervisor - Banking REQUIREMENTS Languages: English is an advantage, Arabic is an advantage. Nationality: indian preferred PROVISIONS Medical insurance. Housing allowance provided Salary: AED 14000

Operation Officer - Banking

Operation Officer - Banking required. Ones on visit visa can apply. REQUIREMENTS Experience: 3 years minimum. Experience in UAE: experience in UAE required. Education: Bachelor Degree required. Nationality: filipino preferred Salary: AED 12000

Teller - Banking

Looking for Teller - Banking Should be ready to relocate to Dubai REQUIREMENTS Experience: 1 - 3 years. Education: Bachelor Degree required PROVISIONS Employment visa provided. Accommodation Salary: AED 7000

Relationship Officer - Banking

Hiring now: Relationship Officer - Banking required for a reputed company. REQUIREMENTS Experience: 5 years minimum. Languages: English required PROVISIONS Employment visa provided. Transport provided. Medical insurance provided Salary: AED 11000

Customer Service - Banking

Customer Service - Banking with UAE experience required. REQUIREMENTS Experience: at least 1 year. Experience in UAE: experience in UAE required. UAE driving license: UAE driving license is an advantage. Gender: female preferred PROVISIONS Employment visa provided. 

Источник: https://pk.jooble.org/jobs-allied-bank-limited

Allied Bank Offer Vacancies for the Different Positions in Pakistan. The aforesaid Jobs are published in The Jang Newspaper. More Details About Allied Bank Jobs in Pakistan 2021. See job notification for relevant experience, qualification, and age limit information.

Job Description

EducationMatric to masters
Websitehttp://www.abl.com/
LocationPakistan
Job TypeContract
Job SectorPrivate
Job IndustryServices
EducationMinimum Non-Matriculation
OrganizationAllied Bank

Allied Bank Jobs in Pakistan 2021

Allied Bank Jobs in Pakistan 2021

Job Position

  • Sweeper
  • Data Entry Operator
  • Assistant
  • Sub Inspector
  • Stenotypist
  • Photographer
  • Networking Operator
  • Constable
  • Driver
  • Naib Qasid
  • Waiter
  • Cook

How to Apply for Allied Bank Jobs?

People who plan to apply for Allied Bank and don’t know what to do can also follow our guidelines for successfully submitting their form. Often times they hire through their HR team, but sometimes they also hire through the FPSC. Read the background of the position you are applying for very carefully and if you think you are qualified, you can click on the “Apply Here” button which will take you to their official website where you can download an online form. After downloading, each category will be filled with original information only; Otherwise, your form will be rejected during the verification process. Please attach the documents which prove that you are a Pakistani citizen because citizens can apply. After all the hassles, the test date will be published, and only selected applicants will be encouraged to come for an interview. We hope all the details regarding your application process will help you land a job.

Apply Here

Important Note

Avoid Fraudulent Recruitment Activities: If your employer asks you to pay for any reason, including processing a shortlist, do not pay at all and let us know using our contact form. Apply according to the instructions and dates are given in the original job advertisement. Online government jobs cannot be applied from here. Errors and omissions are excluded.

Categories Jobs in Lahore, Government Jobs, Govt Jobs, Jobs in Pakistan, Jobs in Punjab, Private JobsИсточник: https://www.ujobs.pk/allied-bank-jobs-in-pakistan/

Since its inception, DHA Bahawalpur is contouring the concept of premier community lifestyle. DHA has become the epitome of developing and creating residencies and communities for the diverse populous. We are growing progressively but with sustainable pace, focused more towards reliability in the development of communities. DHA, itself has become a brand and has shed a huge responsibility in charting our course of growth and expansion.

OUR VISION

Provision of remarkable opportunity to deliver a world class, integrated, sustainable city to enable people of Bahawalpur to live, work & learn in a socially, environmentally and economically sustainable manner. To deliver a holistically master planned township complemented by residential, commercial, institutional, cultural, civic and recreational opportunities to create desired life style.

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Источник: https://www.dhabahawalpur.com/

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