Askari Bank Limited

MANAGEMENT HIERARCHY

PRESIDENT / CEO

SENIOR EXECUTIVE VICE PRESIDENT

EXECUTIVE VICE PRESIDENT

SENIOR VICE PRESIDENT

VICE PRESIDENT

ASSISTANT VICE PRESIDENT

MANAGER

ASSISTANT MANAGER

GRADE I OFFICER

GRADE II OFFICER

GRADE III OFFICER

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Askari Bank Limited

POLICY FORMATION PROCESS

POLICY STATEMENT
Operating businesses to the highest standards of ethical conduct is crucial to the
preservation and enhancement of reputation. Individually, Askari Bank Ltd. must earn
that reputation every day by consistently demonstrating unquestionable integrity and
good judgment in the conduct of their banking business.
Askari Bank Ltd. faces a particular challenge - to uphold consistent standards of conduct
while at the same time respecting the culture and varying business customers.
In the ordinary course of business the Askari Bank Ltd. collects, holds, processes and
transfers personal data of its employees (current, past, prospective and temporary
employees, and their dependants).
As a first class international banking group it is vital that the bank establishes and
operates to a very high standard of data protection for personal data and for commercial
data. Failure to do so can have serious commercial and legal implications for the Group.
Clearly personal data in some contexts means personal data about customers, but this
Policy is designed for employee personal data.
This Data Protection & Privacy Policy relates to the handling and processing of all Group
employee personal data, whether held manually or electronically. It forms an important
part of the overall branch data protection environment, the basic structure of the bank is
as follows:
POLICY STRUCTURE
The Transporter Data Protection Agreement for Human Resources, by which all entities
in the bank are committed to comply where necessary with the Group global standard of
Personal data protection, and
Data Protection & Privacy Statements for Employees, Temporary Employees and Job
Applicants, by which the bank states to its employees the purposes for which data will be
used and the circumstances in which data will be disclosed.
This Policy sets out the minimum global standards of conduct and procedure the bank
expects from data users in HR and other functions for the handling of personal data
wherever the Group operates.

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If country HR heads consider that it is necessary to provide staff with translations of this
Policy, or of other associated documents, they may do so provided that the translations
accurately reflect the requirements of the original.
BASIC VALUES OF THE POLICY
Respect for the Privacy of Employees
Data Protection and Privacy Laws
Collection and Use of Personal Data
Rights of the Individual
Sensitive Personal Data
Disclosure of Personal Data
Data Security
Cross Border Transfer of Personal Data
Automated Decisions
Appointment of Delegates
CAREER LADDER
Carrier Ladder means how much opportunities are available in the organization for its
employees. In Askari Commercial Bank, the promotion opportunities are available on
seniority bases and for some extra ordinary performance.
PROMOTIONS
PROMOTION ON SENIORITY
There are 25 steps in grades and after covering each step .The grade as well as the salary
of the employee is increased .The steps may be covered in minimum three years.
EXTRA ORDINARY PROMOTION
Extra ordinary promotion is usually on following basis:
Social Connectivity
Well on seats
SENIOR LEVEL PROMOTIONS ANNOUNCED

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Askari Bank Limited

Askari Bank Limited announced senior level promotions

HOW THE EMPLOYEES CAN BE USED?
Manpower planning is a technique usually associate with employers who employ large
numbers of the same sort of people in one location or country. In essence it attempts to
map supply and demands of skills as a basis for making strategic decisions on how to
influence the supply side of the equation, and on whether and where to establish
businesses.
PREPARING FOR THE BUDGET
Employees budgeting refers to the annual process of establishing the manpower
requirement to conduct the business for the forthcoming year. It is one of the key
processes in the overall resourcing process. It is at this stage that get to the detail of
identifying immediate (one year horizon) manpower requirements. The manpower budget
for each business, and for the support functions, must flow/derive from the business plan
for the forthcoming year
Budgeting tools
We have a number of tools which can help build a more accurate manpower budget, and
hr can play a challenging/facilitating role in the process. The following are some
suggestions on how that might be done.
First, for each business, based on the business plan, and using capacity information,
standard structure and job family information where available, build structure and
number for the ‘front’ office.
Then again based on capacity information and estimates of transactions from the business
plan, build appropriate back-office structures and numbers.
Finally, based on business requirements and the support function plans (derived from the
business plans), build the support department structure required.
STRUCTURAL DIMENSIONS OF THE ASKARI BANK LTD.
Structural dimension provides label to describe the internal characteristics of an
organization.
INTER-CONECTIVITY AMONG THE DEPARTMENTS
There is a “pooled interdependence” in which each department is the part of the
organization and contributes to the common good of the organization but works

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independently. The connection between branches is that they share financial resources
from a common pool and success of each branch contributes to the success of the
organization.
FORMALIZATION
In Askari commercial bank, division of labor is characterized by small and specified tasks
and there is written rules and procedure approved by Rawalpindi head office.
SPECIALIZATION
Specialization is low in Askari bank so that the employee performs a wide range of tasks
in their jobs.
SKILLS
Work staff is highly educated and experience according to their post or job title. Staff has
both formal education and job experience. For multi skill development management
rotate the employees after time to time.
SPAN OF CONTROL
Span of control is the number of employees who report to single manager or supervisor.
In Askari commercial bank span of control differ from department to department
according to task and requirement.
COMMUNICATIOON AND COORDINATION
Communication activity and frequency increases as task varaity increases. Frequent
problems require more information sharing to solve problems and ensure proper
completion of activities. The direction of communication in Askari commercial bank is
both horizontal and vertical. If task is highly analyzable, statically and written forms of
communication is used such as reports, memos and rules. If the task is less analyzable
information is conveyed through mails, telephone or in small meetings.
DEVELOPMENT OF EMPLOYEES
Personnel ratio in this organization is according to requirement that includes
administrative ratio, clerical ratio, and professional staff. Beside this deployment of
employees to various functions and departments takes place.

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Askari Bank Limited

CONTEXTUAL DIMENSIONS OF THE ASKARI BANK LTD.

SIZE
Size can be counted as number of employees in the organization or through total assets or
total sales. There are 36 branches of Askari commercial bank in which a large number of
employees, administrative staff, clerical staff and others are performing different
functions accordingly.
THE ENVIRONMENT
It includes all the elements present outside the boundary like customer, government
suppliers and financial community. They all have a clear influence on scb and act to
satisfy all of them.
GOALS AND STRATEGIES
Askari bank has clear cuts goals and strategies to have an edge on its competitors and to
be a market leader and always at the top to serve.
ORGANIZATIONAL CULTURE
A culture is the underlying set of key values, beliefs, understandings and norms shared by
the employees. Askari commercial bank has a good corporate culture having a touch of
clan culture. It has a good family friendly environment that pertains to ethical behavior,
commitment to employees, efficiency or customer services and they provide the glue to
hold organizational members together. DESIGN, ASSESSEMENT METHODS AND
MATCHING BENEFITS
JOB DESIGN
Management must ensure that for each position on the organization charts, an up-to-date
and signed-off job description exists. This must include new positions that are vacant at
that point in time. This has two main benefits – first, for new positions, the job can be in
preparation for recruitment, and second the job description from the basis for the
recruitment and selection process.
RECRUITMENT PLAN
The final product of the manpower budgeting process should be a recruitment plan. This
plan should be prepared by the hr function, based on the agreed requirements for the
business and functions as expressed in the organization charts, and the timing of those

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Askari Bank Limited

requirements. This in turn allows advance planning of recruitment so that timetables are
met.

BONUS SCHEME
Askari commercial bank operates a discretionary bonus scheme. Bonus payments are
subject to determination of the bonus pool based on business, unit performance as
applicable.
INDIVIDUAL CONTRIBUTION RECOGNITION
The ABL has the policy is to recognize and reward an individual’s contribution which
goes beyond normal expectations but which may not be adequately converted through
salary or bonus.
PERFORMANCE – PLANNING & ASSESSMENT
Askari commercial bank recognizes that motivating people to achieve high levels of
performance in alignment with business goals is essential to gaining competitive
advantage.
The bank has outlined this approach to performance planning and assessment in plan for
people performance. The information is designed to ensure that people identify and focus
on those activities that are really important for the success of the bank. It also provides
individuals with opportunities for personal challenge growth and recognition by ensuring
that everyone contributes to their highest level and to the best of their capabilities.
PERFORMANCE CYCLE
There are three key activities in plan for people performance:
Objective setting
Performance planning and tracking
Performance assessment
OBJECTIVE SETTING
Business and performance objectives are set annually and ensure that:
Employees’ efforts are focused on key priorities:
The work is co-coordinated with that of others:
The employees understand exactly what is expected of them.

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Askari Bank Limited

The employees are required to prepare and draft the annual performance objectives for
discussion and agreement with the manager. A standard form has been designed for this
purpose. Every employee should have a set of annual objectives that have been agreed
with their line manager.

PERFORMANCE PLANNING & TRACKING

Staff members and their managers meet to informally view progress against objectives a
at least once every quarter. These are called interim performance assessments. Their
purpose is to check that the objectives are still valid, to give the opportunity to revise
them if appropriate and to agree on how well staff is doing.
The employees need to access their performance against their objectives regularly, to
decide what action to take to ensure their achievement.
PERFORMANCE ASSESSMENT
The performance against agreed objectives is formally assessed at the end of the
performance year during a performance assessment interview with the manager. A
performance rating is given to each employee that reflects his/her performance against
the objectives allocated
Employee is assessed on following:
 Quantity and quality of work
 Problem solving and analytical skills
 Leadership and decision making
 Initiative and drive
 Ability to achieve targets
 Professional knowledge and experience
 Proficiency and Personal Computer
 Behavior, loyalty and commitment
 Punctuality
 Regularity
These scores are then added up and given grades
A= Excellent

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Askari Bank Limited

B= Good
C= Average
D= Needs Improvement
After this grading, comments of head of department about promotion of the employee are
also asked.

ACCOUNTABILITY
If any employee is in a criminal offense or who knowingly does any thing detrimental to
the interest of corporation or display negligence or inefficiency for such person inquiry is
made for the same period, like for two or three months the salary of employee is stopped
for two or three months, but for serious cases legal actions are taken against the
employees and penalties are made imposed.
MATCHING BENEFITS
CHILDREN EDUCATION ALLOWANCE
For the education of children of employee allowances are given per child. d. This amount
is given up to three children.
TRAVELING ALLOWANCE:
Traveling allowances are given to the employees.
MEDICAL FACILITY
Medical facility is given to the employees unto the 33% basic salary of the employees.
Dental care and pregnancy is not included in the medical facility.
SPECIAL ALLOWANCE
10% of the basic salary is given as special allowance to all employees.MD may allow
special allowance limit to 29% of pay to the worker engaged in a special duty and
working for longer hours.
CAR LOAN ALLOWANCE
25% of the basic salary is given as car loan allowance.id given to the employees need a
car.
HOUSE RENT ALLOWANCE

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Askari Bank Limited

70% of the basic salary is given as house rent allowance to each employee of the
corporation.
PETROL AND DRIVER FOR DMD AND SEVP
Two cars of 1300cc and1000cc along with driver are given. 500 liters of petrol are also
provided. If some one doesn’t take a driver he /she receive Rs. 3500 for the salary of
driver.
CASH REWARD
Cash reward is given t employees who perform major role in recoveries of stuck up loans.
Cash reward is also given to the employees on passing the exams of IBP.
HOUSE BUILDING ADVANCE
House building advance is given equal to100%of basic salary (annually).
50% of this amount or 300,000 which ever is higher is free and on remaining amount
mark up is charged @ 7.5%.
ENTERTAINMENT FACILITY
Tea and coffee is provided to all employees during office hours and lunch is also
delivered at very nominal rates e.g. for SVP it is 10% of basic salary.
UNITS OF UTILITY
Units of utility are provided in the following ranges:
Electricity charges
Gas charges
Water charges
DAILY ALLOWANCE
Daily allowance is given within the range of Rs. 800-250 to the employees.
SPECIAL WELFARE ALLOWANCE
For each social occasion Rs. 10,000 are given to the employees of non-clerical staff. In
case of death of employee Rs. 10,000 is given to the spouse member of non-clerical
LEAVES
The categories of leaves given to the employees is as follows :
There are 20 casual leaves
30 privileged leaves
among the 30 privileged leaves 50% are excusable.

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Askari Bank Limited

MANAGERIAL POLICES

1. Financial policies
2. Procurement policies
3. Marketing policies
4. Promotional policies
5. Lending policies
6. Personal policies
FINANCIAL POLICIES
The financial policies of any bank are the most important policies through which the
whole banking activity is conducted. These policies are primarily conducted on:
• Source of funds
• Use of funds
SOURCE OF FUNDS:
The bank finance policy is acquiring funds from the following sources:
• Deposits of account holders.
• Interest on advances and loans granted to the borrowers.
• Income and commission from the services provided by the bank.
• Bank open various types of accounts for its customers Services are provided for
earning.
• Interest income and commission bank providing the services to its customer.
USE OF FUNDS:
After the acquisition of the funds their acquisition become necessary. The bank seeks
the best way for making investment to got more profit with the maximum security.
The bank has an investment portfolio in which it allocate its funds for crediting to
borrowers, investment in the stock market, investment in the real estate property etc.
for allocation of funds a bank has to follow some banking policies and the prudential
regulations of SBP these are:

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Askari Bank Limited

 A bank has to maintain a liquidity with central bank ,i.e. 25 %of its total deposits.
 A bank cannot invest all of its funds otherwise it will be difficult to meet urgent
needs.
 A substantial part of funds is received from interest on loans and advances. Before
granting a loan the bank analyze and observe the borrower and conduct a
complete ratio analysis. Bank prepare credit line for this purpose the major thing
is granting an advance is the security offered by the borrower and its actual
market value.
PROCUREMENT POLICIES
Procurement policies are more concerned with manufacturing organizations. In bank
industry that is service industry procurement means the procurement of funds from various
sources such as deposits. It involves attracting and holding the funds of the depositors.
After the acquisition of funds, the bank invest the acquire funds. One alternative is to lend
its money and earned interest markup or invest in govt. securities etc. as already mentioned
in the above paragraph the major sources of funds for a bank are the deposit of the general
and the other sources of income includes interest or markup charges received for various
services offered by the bank to its clients.
A bank tries to attract maximum no. Of accounts so that it can increase it’s deposits and
these lending ability. In order to get maximum no. of accounts the staff of the bank must
be efficient as compared to the other banks and the manager of the branch must take
personal interest in attracting deposits. Good quality of the service is the key to success.
MARKETING POLICIES
Marketing policies are also one of the most important policies because they are related to
the growth of the organization. Marketing for a bank would mean:

1. Creation of new product and services.

2. The bank marketing must be consumer oriented.
Following are the marketing policies of the ACBL.

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Askari Bank Limited

1. Keeping the track of latest development in the world and incorporating the latest
and most modern equipment to make the banking procedures simple and easy for
the customers.
2. Development of products for the customers.
3. Giving good services and maintaining good relations with the customers.
These policies can be implemented by providing the right product and service to the
customer at the right place, at the right time, at the right price.
It is necessary for the managers to keep in touch with consumers, observe their needs and
develop products, which meet their needs.
PROMOTIONAL POLICIES
Public relation and advertising has assumed a great importance in the modern banking
business. As for as promotional activities are concerned, the main objective of the bank is
to inform the existing clients and other people about its new products or change in the
existing services.
ACBL establishes its purpose through:
1. Direct contact with customers.
2. Relation with business organizations.
3. Community relations.
LENDING POLICIES
Every bank has its own lending policies except for those, which are common for all the
banks, i.e. the policies, which are imposed on all the commercial banks by the SBP, are
known as prudential regulations. The lending policies of ACBL are as follows:

1. The bank only invests in those sound and viable projects, which have good rate of
return.
2. Bank prefers to advance loan to their account holders.
3. Loan is given to reliable person only.
4. No political loan is sanctioned by bank.
5. Any account holder can apply for running finance or demand finance. The manger
apprises the past record of account holder and his credit worthiness. If he finds
any thing wrong he can refuse to sanction the amount.

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6. The bank while taking security prefers govt. Securities to shares.

7. It also advances working capital loans.
PERSONAL POLICIES
Personal policies have an important role in the success of an any organization. ACBL
have its proper personal policies. Good personal policies motivate the employees towards
hardworking.
Following are the main personal policies of ACBL:
1. Selection of employees on merit
2. Selection of capable employees.
3. Attractive salary package for motivation of employees.
4. To train and develop the future management of the bank.
5. Every employee must have certain set of clearly defined duties
6. Effective communication at al levels of the organization.

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