Submitted By Supervised By

Ehsanullah Jan Dr. Nabegha Mahmood

BC220210502 Supervisor

Associate Degree Program Department of Management Sciences

Human Resource Management Virtual University of Pakistan

 Brief Introduction of the
Organization
Established in 1991.

skari Bank Limited is a leading commercial bank in Pakistan, recognized for its robust banking solutions and unwavering dedication to customer service.

stablished with a vision to provide reliable and modern banking services, the bank has evolved into a trusted financial institution over the years.

skari Bank is renowned for its customer-centric approach, innovative products, and adherence to the highest standards of integrity and professionalism.
Organizational
Hierarchy Chart
 Comments on the organizational structure
Askari Bank Limited's organizational structure reflects a Hierarchical Structure
that aligns with its strategic objectives and operational requirements. Here are the
key features and benefits of this structure:

entralized Leadership
B
oard of Directors: Sets the strategic direction and governance.
P
resident & CEO: Executes the board's vision and guides overall strategy.
U
nified Goals: Ensures consistent pursuit of strategic goals across the
organization.
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
Executive Management Team
Clear Senior Executives: Oversee critical areas like risk management, finance, compliance,
HR, banking, technology, and operations.
Accountability: Defined responsibilities and coordination across departments.
Efficient Decision-Making: Promotes smooth decision-making and oversight.

Regional Structure
Domestic and International: Operations are managed regionally.
Regional Heads: Oversee local operations and business growth.
Local Adaptation: Adjusts to local market needs while aligning with central strategy.
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 Branch and Departmental Levels

Branch Managers and Department Heads: Implement strategies, deliver

customer service, and ensure efficient operations.

Effective Communication: Promotes clear decision-making and performance

management.

 Overall Structure

Centralized Governance: Strong oversight from the top.

Functional Specialization: Focus on specific areas for expertise.

Regional Autonomy: Flexibility to adapt to local conditions.

Effective Management: Balances market challenges, risk, and stakeholder value.

Continuous Improvement: Regularly updates structure to meet changing business needs and

industry standards.
 Critical Analysis of Structure
Positive Negatives

Driven by the Askari Bank’s values of Centralized structure leads to a

Stability and Reliability. Ensures the bureaucratic system at Askari Bank
decisions taken at all levels are in making some tasks complicated and non-
accordance with bank policies. routine tasks take time to implement.

Helps in effectively managing over 9,000 Communication delay along the hierarchy
employees in more than 500 branches as the messages have to pass through a lot
through formal control systems of levels in management.

Supports the strategy of increasing Delayed feedback to important decisions

number of stores and emphasis on quality made by the Board of Directors of Askari
of work than on innovation to enhance Bank and concerning its response at
the bank’s overall ranking in operations branch level.
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Ensures the resources are always Employees opinions are not taken into
available department and that work is consideration leading to an inflexible
done at branch level with low work environment with little focus on
uncertainty, leading to stability. innovation and creativity.

Centralized structure helps the

management in effective risk
management and adapting to changes in
external environment.
 Training Program
Training `
On-the-Job Employees learn hands-on while performing their job
Training duties.
Practical experience enhances their skills.
Classroom Structured sessions conducted by internal or external
Training trainers.
Focuses on specific skills or knowledge areas.
E-Learning Online modules covering technical and soft skills.
Employees can complete them at their own pace.
Workshops and Interactive sessions led by experts.
Seminars Opportunities for learning and discussion.
Mentoring and Senior employees or external coaches provide guidance.
Coaching Supports skill development and career growth.
 Management Functions

lanning

trategic Planning: Developing long-term goals and determining the resources needed to achieve them.

perational Planning: Creating detailed plans for day-to-day operations to ensure smooth functioning.

inancial Planning: Managing budgets, forecasting financial needs, and ensuring financial stability.

rganization

tructure: Establishing a clear organizational hierarchy with defined roles and responsibilities.
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oordination: Ensuring effective communication and collaboration among different departments.

esource Allocation: Distributing resources efficiently to achieve organizational objectives.

eadership

ision and Direction: Setting a clear vision and guiding employees towards achieving it.

otivation: Encouraging and inspiring employees to perform their best.

ecision Making: Making informed and timely decisions to steer the organization in the right

direction.
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ontrol

Performance Monitoring: Regularly assessing employee and

organizational performance against set goals.

Quality Assurance: Ensuring high standards of service and product quality.

Compliance: Adhering to regulatory requirements and internal policies.

Structure of HRM Department
 Analysis of HRM Functions of the
Organization
Human Resource Planning and Forecasting

I. Human Resource Planning Process

Strengths
○ Strong recruitment and selection process.
○ Comprehensive training and development programs.
○ Effective performance management system.
○ Attractive compensation and benefits packages.
○ Positive employee relations and communication channels.

Weaknesses
○ Limited focus on employee wellness programs.
○ Need for more advanced technology in HRM processes.
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 Opportunities

○ Expansion of training programs to include digital skills.

○ Implementation of AI-driven HRM tools.

 Threats

○ High competition for top talent in the banking industry.

○ Economic instability affecting employee retention.

II. Forecasting HR Requirements
Current Workforce

o Analyze the current number of employees in different departments.

o Assess the skills and qualifications of the existing workforce.

Future Needs

o Project the number of employees required in the next 5 years based on

business growth.

o Identify key skills and roles that will be in demand.

Retention Strategies

Develop strategies to retain top talent, such as career development plans and
succession planning.
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 Recruitment Plans

o Outline recruitment plans to fill anticipated gaps, including diversity

and inclusion initiatives.

Forecasting the human resources at Askari Bank involves a detailed analysis

of the current workforce, future needs, retention strategies, and
recruitment plans. Currently, the bank has a diverse team across various
departments, each with specific skills and qualifications. To align with its
growth trajectory, the bank anticipates needing additional employees in
critical areas such as digital banking and risk management over the next
five years. Key skills in demand will include data analytics, cybersecurity,
and customer service excellence. To retain top talent, the bank plans to
implement comprehensive career development programs and succession
III. Methods to Forecast HR Needs

o Askari Bank utilizes various methods to forecast HR needs, including

demand forecasting based on business projections, supply forecasting
based on internal talent pipelines and external market trends, and gap
analysis to identify discrepancies between current and future workforce
capabilities.

o This holistic approach enables the bank to address skill gaps,

succession planning, and talent development proactively.
 Employee Recruitment & Selection
Sources of Candidates

o Askari Bank employs a multi-channel approach to sourcing

candidates, leveraging both internal and external sources.

o Internal sources include employee referrals, internal job postings,

and talent pools.

o External sources encompass online job portals, recruitment agencies,

campus hiring, and industry networking events.

o This diversified approach ensures a continuous pipeline of qualified

candidates across various roles and levels within the organization.
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 Employment Selection Process

o The bank's selection process is rigorous and standardized, comprising

multiple stages such as resume screening, competency-based
assessments, interviews, reference checks, and background
verification.

o This process ensures that candidates possess the requisite skills,

competencies, and cultural fit for the organization.

o Additionally, the bank emphasizes transparency, fairness, and equal

opportunity throughout the selection process to maintain integrity and
attract top talent.
 Training & Development
I. Training Needs Assessment at Askari Bank Limited

Askari Bank employs various methods to assess the training needs of its
employees. Here's how it's done:
Performance Appraisals
○ Managers evaluate employee performance against predefined goals and
competencies.
○ This process helps identify areas where additional training is necessary.
Surveys and Feedback
○ The bank conducts surveys and gathers feedback from employees and
managers.
○ Insights from these surveys highlight specific training requirements.
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 Job Analysis
○ Detailed analysis of job roles and responsibilities.
○ Helps identify the skills and knowledge needed for each position.
 Industry Trends
○ Monitoring industry trends and technological advancements.
○ Identifying new skills and knowledge areas to keep employees
competitive.
Types of Training Provided
 On-the-Job Training
o Employees learn hands-on while performing their job duties.
o Practical experience enhances their skills.
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 Classroom Training
o Structured sessions conducted by internal or external trainers.
o Focuses on specific skills or knowledge areas.
 E-Learning
o Online modules covering technical and soft skills.
o Employees can complete them at their own pace.
 Workshops and Seminars
o Interactive sessions led by experts.
o Opportunities for learning and discussion.
 Mentoring and Coaching
o Senior employees or external coaches provide guidance.
o Supports skill development and career growth.
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II. Employee Development
Career Development Plans
o Individualized plans outline career goals and necessary steps.
o Includes required training and development activities.
Leadership Development Programs
o Specialized programs identify and nurture future leaders.
Succession Planning
o Identifying high-potential employees for future leadership roles.
Continuous Learning Opportunities
o Askari Bank actively encourages its employees to engage in continuous
learning.
o This includes pursuing further education, obtaining certifications, and
participating in professional development courses.
 Difference Between Training and Development

Training Development

Training is a process aimed at

Development is a broader, long-term
enhancing specific skills and
process focused on the overall growth
knowledge to improve an employee’s
and career progression of employees.
performance in their current role.
To provide employees with the tools Development is a broader, long-term
and skills needed to perform their jobs process focused on the overall growth
effectively. and career progression of employees.
Long-term, overall growth and career
Short-term, specific skill acquisition.
progression.
Improving performance in the current Preparing employees for future roles
job role. and responsibilities.
Leadership development programs
Training employees on using a new
aimed at preparing employees for
software system.
management roles.
 Performance Management
Setting Performance Standards and Expectations
Askari Bank sets clear performance standards and expectations for employees,
aligning individual goals with departmental and organizational objectives.
Performance expectations are communicated through performance plans, job
descriptions, and key performance indicators (KPIs), ensuring clarity and
accountability.
How Performance Reports are Written
Performance reports at Askari Bank are written objectively, highlighting
achievements, areas for improvement, and development opportunities.
Managers provide regular feedback, conduct performance appraisals, and
document performance discussions to assess employee performance accurately
and facilitate performance improvement.
 Employee Compensation & Benefits
Type of Compensation & Benefits
Askari Bank offers a competitive compensation package:
Comprising base salary
Performance-based incentives,
Allowances
Bonuses
Benefits such as medical insurance
Retirement plans
Employee discounts
wellness programs

Compensation structures are benchmarked against industry standards to ensure

competitiveness and employee retention.
 Organizational Career Management
Employee Job Changes
Askari Bank facilitates various job changes within the organization, including
promotions, transfers, demotions, and separations, based on performance,
organizational needs, and employee preferences. These changes are governed
by transparent policies and procedures aimed at promoting career growth,
talent mobility, and organizational effectiveness.
Job Changes with the Organization
Promotion: Recognizing and rewarding high-performing employees with
upward career progression opportunities.
Transfer: Facilitating employee mobility across departments, branches, or
regions to leverage diverse skill sets and address organizational needs.
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 Demotion: Addressing performance issues or organizational
restructuring needs by reassigning employees to lower-level roles with
appropriate support and development opportunities.
 Separations: Managing employee separations, including layoffs,
terminations, resignations, and retirements, with sensitivity and
compliance with legal and ethical standards.
 Layoff:

o A layoff is the termination of an employee's position due to

business reasons such as cost-cutting, downsizing, or organizational
restructuring.

o Employees are typically given notice and sometimes a severance

package.
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o Outplacement services might be provided to help laid-off
employees find new jobs.
 Termination:

o Termination refers to the involuntary end of an employee’s job due

to performance issues, misconduct, or policy violations.

o Typically involves a performance review process and

documentation.

o Employees might be given warnings before termination, depending

on company policy.

o Legal considerations and compliance with labor laws are crucial.

 Resignation:

o Resignation is when an employee voluntarily leaves their job.

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o Employees typically provide a notice period, often outlined in their
employment contract.

o Exit interviews may be conducted to understand the reasons for

resignation.
 Retirement:

o Retirement is when an employee voluntarily leaves the workforce

after reaching a certain age or completing a career span.

o Employees often provide advance notice of their retirement plans.

o Retirement planning support and financial advice might be offered

by the employer.
 Labor Management Relations
Askari Bank fosters positive labor-management relations through open
communication, employee engagement initiatives, and adherence to labor laws
and regulations. Regular dialogue between management and employee
representatives, grievance redress mechanisms, and proactive employee
engagement initiatives promote a collaborative work environment, minimize
disputes, and enhance organizational productivity.
 HRM Process in the Organization
I. Human Resource Planning
Assessment of Needs: Evaluating current and future HR needs based on
organizational goals and strategic plans.
Workforce Analysis: Analyzing current workforce capabilities and
identifying gaps.
Forecasting: Predicting future workforce requirements to ensure the right
number of employees with the right skills are available.
II. Recruitment
 Job Analysis: Defining the roles, responsibilities, and qualifications needed
for open positions.
Continue…

 Sourcing Candidates: Utilizing various channels such as job portals, social

media, and recruitment agencies to attract potential candidates.
 Employer Brandin: Promoting ABL as an employer of choice to attract top
talent.

III. Record Keeping

 Documentation: Maintaining accurate and up-to-date records of employee
information, including personal details, employment history, and
performance records.
 Compliance: Ensuring all records comply with legal and regulatory
requirements.
 HRIS Implementation: Using Human Resource Information Systems
(HRIS) to manage and store employee data efficiently.
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IV. Selection
Screening: Reviewing resumes and applications to shortlist candidates.
Interviewing: Conducting various types of interviews (e.g., behavioral,
technical) to assess candidates' suitability.
Assessment: Utilizing tests and assessments to evaluate candidates' skills and
competencies.

V. Hiring
Job Offer: Extending offers to selected candidates and negotiating terms of
employment.
Onboarding: Integrating new employees into the organization through

orientation programs and training.

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VI. Training:
Needs Assessment: Identifying training needs based on job requirements and
employee skills.
Program Development: Designing and delivering training programs to
enhance employee skills and knowledge.
Evaluation: Assessing the effectiveness of training programs and making
necessary adjustments.

VII. Performance Appraisal

Setting Objectives: Establishing clear and measurable performance goals
for employees.
Evaluation: Regularly reviewing employee performance against set
objectives through appraisals and feedback.
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 Development Plans: Creating personalized development plans to address
performance gaps and career aspirations.

VIII. Employee Relations

 Communication: Maintaining open and transparent communication
channels between management and employees.
 Conflict Resolution: Addressing and resolving workplace conflicts and
grievances effectively.
 Engagement: Implementing initiatives to enhance employee engagement
and job satisfaction.
 Employees Recruitment & Selection

I. Recruitment Sources
 Internal Sources
o Promotions: Elevating existing employees to higher positions.
o Transfers: Moving employees from one department or branch to another.
o Employee Referrals: Encouraging current employees to refer candidates.
o Internal Job Postings: Posting job vacancies on internal communication
platforms.
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 External Sources
o Job Portals: Using online job boards and company career websites.
o Campus Recruitment: Hiring fresh graduates from universities.
o Recruitment Agencies: Partnering with agencies to find suitable candidates.
o Advertisements: Placing job ads in newspapers, magazines, and online
platforms.
o Social Media: Leveraging platforms like LinkedIn, Facebook, and Twitter.
o Walk-ins: Allowing candidates to apply directly at the bank's premises.
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II. Recruitment Process
 Reviewing Candidates' Applications:
o Initial Screening: HR reviews applications to ensure they meet basic job
requirements.
o Filtering: Sorting applications based on qualifications, experience, and skills.
 Choosing Job-Related Skillful & Experienced Candidates:
o Matching: Aligning candidate skills and experience with job specifications.
o Evaluating: Assessing candidates' professional background and accomplishments.
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 Shortlisting Candidates
o Primary Shortlist: Creating a list of candidates who closely match the job criteria.
o Secondary Shortlist: Further narrowing down the list based on detailed evaluations.
o Interviews
o Initial Interviews: Conducting preliminary interviews to gauge candidates' suitability.
o Panel Interviews: Involving multiple interviewers to assess candidates from different
perspectives.
o Technical Interviews: Evaluating candidates' job-specific technical skills.
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 Tests
o Aptitude Tests: Assessing general cognitive abilities.
o Technical Tests: Measuring job-related technical skills.
o Personality Tests: Understanding candidates' personality traits and cultural fit.
 Selection
o Final Evaluation: Reviewing all assessment results and feedback.
o Decision Making: Choosing the most suitable candidate for the job.
o Job Offer: Extending a formal job offer to the selected candidate.
o Acceptance: The candidate accepts the offer and completes necessary formalities.
 Training & Development
 Project-Based Training
o ABL provides project-based training to equip employees with hands-
on experience in managing and executing specific projects.
o This training focuses on developing skills such as project management,
teamwork, problem-solving, and critical thinking.
o Employees are assigned real-world projects that align with the bank's
strategic goals, allowing them to apply theoretical knowledge to
practical scenarios.
 New Software Training
o With the rapid advancement of technology, ABL ensures that its
employees are proficient in the latest software tools and systems.
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o New software training programs are regularly conducted to
familiarize employees with new technologies that enhance
productivity and operational efficiency.
o This includes training on banking software, data analysis tools,
customer relationship management systems, and other relevant
applications.
 Training for Promotion
o To support career growth and advancement within the organization,
ABL offers training programs designed for employees aiming for
promotion.
o These programs focus on developing leadership skills, advanced
banking knowledge, strategic thinking, and decision-making abilities.
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o The goal is to prepare employees for higher responsibilities and
leadership roles within the bank.
 Internship Opportunities
o ABL provides internship opportunities for students and fresh
graduates, offering them valuable insights into the banking
industry.
o Interns are given the chance to work on real projects, gain
practical experience, and learn from experienced professionals.
o This program not only helps interns build their skills but also
serves as a recruitment tool for the bank to identify and hire
talented individuals for future roles.
 Performance Management Methods
 Recording data of employees regarding duties
o Job Descriptions: Create and maintain detailed job descriptions for
each position, outlining specific duties and responsibilities.
o Task Management Systems: Use software to track and record the
tasks and projects assigned to employees.
o Daily Logs: Encourage employees to keep daily logs or timesheets to
document their activities and accomplishments.
 Behavior with Other Employees
o Peer Reviews: Implement a system where employees can provide
feedback on their colleagues' behavior and teamwork.
o Observation: Have supervisors and managers regularly observe and
document interactions among team members.
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o 360-Degree Feedback: Use 360-degree feedback tools to gather
input from peers, subordinates, and supervisors about an employee's
interpersonal skills and behavior.
 Handling Stressful Situations:
o Self-Assessment: Encourage employees to self-report how they
handle stress through surveys or self-assessment forms.
o Manager Observations: Have managers observe and record how
employees respond to high-pressure situations.
o Incident Reports: Keep records of how employees deal with specific
stressful events or crises.
Continue…
 Problem Finding and Solving:
o Problem-Solving Logs: Maintain logs of issues encountered and the
steps taken by employees to resolve them.
o Case Studies: Document detailed case studies of significant
problems and the solutions implemented by employees.
o Feedback Forms: Gather feedback from managers and colleagues on
an employee’s problem-solving abilities and critical thinking skills.
 Performance appraisal Methods
o Self-Assessment: Employees evaluate their own performance,
identifying strengths, weaknesses, and areas for improvement.
o Helps employees reflect on their achievements and set personal goals.
Continue…
o Managerial Reviews: Supervisors and managers assess the
performance of their team members based on pre-defined criteria.
o Includes evaluating job performance, behavior, and overall
contribution to the team.
o 360-Degree Feedback: Collects feedback from multiple sources,
including peers, subordinates, supervisors, and sometimes even
customers.
o Provides a comprehensive view of an employee’s performance from
different perspectives.
o Key Performance Indicators (KPIs): Employees are assessed based
on specific KPIs relevant to their roles.
o KPIs can include sales targets, customer satisfaction scores, project
completion rates, and other measurable metrics.
Continue…
o Behavioral Assessments: Evaluating employees on key behavioral
competencies such as teamwork, communication, leadership, and
adaptability.
o Often conducted through observation and feedback from colleagues and
managers.
o Goal Setting and Review: Setting specific, measurable, achievable,
relevant, and time-bound (SMART) goals for employees.
o Regularly reviewing progress towards these goals and providing
feedback and support.
o Project-Based Appraisals: Assessing employees based on their
performance on specific projects.
o Focuses on their ability to meet project deadlines, quality of work, and
overall contribution to project success.
 Critical Analysis
 Strategic HRM
Askari Bank aligns human resource practices with organizational goals,
focusing on workforce planning, talent management, and performance
optimization.
 Employee Recruitment and Selection
Guided by fairness and transparency, Askari Bank uses competency-
based assessments to attract and retain top talent from diverse channels.
 Training and Development:
Prioritizing continuous learning and leadership development, the bank
fosters innovation and employee engagement through structured
programs and on-the-job learning.
Continue…

 Performance Management
Clear standards and regular feedback facilitate performance
improvement and accountability, with SMART goal setting driving
organizational performance.
 Employee Compensation and Benefits
Competitive packages aligned with market benchmarks motivate and
retain employees, enhancing engagement and productivity.
 SWOT Analysis of the Organization
I. Strengths
Strong Brand Reputation
Recognized for reliability and stability
Customer-centric approach
Diversified Product Portfolio
Offers retail, corporate, Islamic, and digital banking
Caters to a wide range of customer needs
Extensive Branch Network
Wide coverage across Pakistan
Provides accessibility in urban and rural areas
 Skilled Workforce

o Experienced and knowledgeable staff

o Expertise in delivering high-quality banking services

 Strong Risk Management Practices

o Prudent lending practices

o Effective credit risk management

o Compliance with regulatory requirements

II.Weaknesses
 Limited International Presence
o Hinders capitalization on global opportunities
o Limits revenue stream diversification
 Technological Limitations
o Challenges in keeping pace with technology trends
o Potential gaps in customer experience and operational efficiency
 Dependency on Traditional Banking:
o Reliance on traditional channels and processes
o Limits potential in leveraging digital banking opportunities
 Employee Turnover

o Challenges with continuity and knowledge transfer

o Impact on organizational culture

 Regulatory Compliance Burden:

o Significant resources required for compliance
o Risk of penalties for non-adherence
III.Opportunities
Digital Transformation
o Enhance customer engagement
o Streamline operations
o Introduce innovative digital banking solutions
Expansion into New Markets
o Explore new domestic and international markets
o Diversify revenue streams
Partnerships and Collaborations
o Partner with fintech companies and financial institutions
o Facilitate innovation and product development
o Expand market reach
Continue…
 Islamic Banking Growth
o Expand the Islamic banking portfolio
o Capture larger share of the Sharia-compliant market
 Infrastructure Development
 Invest in rural and underserved areas
 Expand customer base
 Promote financial inclusion
IV.Threats
 Competition from Established Players
o Threat to market share
o Customer retention challenges
o Impact on profitability
Continue…
 Emerging Fintech Disruption
o Challenges to the traditional business model
o Increased market competition
 Economic Instability
o Impact on asset quality
o Fluctuations in loan demand
o Financial performance risks
 Regulatory Changes
o Compliance challenges
o Operational uncertainties
o Potential impact on profitability
Continue…

 Cybersecurity Risks
o Threats from data breaches and cyber attacks
o Impact on reputation and customer trust
o Financial stability risks
 PEST Analysis
I. Political Factors
o Weak Government & Corruption
o Terrorism & Military Operations
o High Taxation & Policy Changes
o Increased Minimum Wage & Minority Rights
o Decreased Foreign Investment
o Operated under Askari Welfare Trust

 Perceived as safe and independent of government interference

II. Economic Factors

o Interest Rates
 Impact on net interest margin, profitability, and lending decisions
Continue…
o Inflation & Economic Growth
 Influence on purchasing power, consumer spending, loan repayment capacity, credit demand, and
investment opportunities
o Exchange Rates
 Affect foreign currency transactions, international trade finance, and profitability of foreign currency-
denominated assets and liabilities

III. Social Factors

o Demographic Shifts
 Population growth, urbanization, aging populations, influence on demand for financial services
Continue…
o Cultural Trends
 Impact on consumer attitudes towards banking products and services

o Workplace Attitudes
 Influence on workforce dynamics, talent management strategies, and organizational culture

IV. Technological Factors

o Digitalization

 Adoption of online banking, mobile banking, and digital payment solutions

 Need for investment in digital infrastructure and cybersecurity
Continue…

o Automation & AI

 Streamlining processes, enhancing efficiency, and enabling personalized

customer experiences
 Utilization of AI for data analytics, risk management, and customer
relationship management

o Regulatory Compliance
 Importance of RegTech solutions for compliance processes and risk mitigation
 Conclusion
In conclusion, Askari Bank Limited demonstrates resilience and adaptability
in overcoming internal and external challenges. The bank's focus on customer
satisfaction, risk management, and digital transformation positions it for
sustained growth in Pakistan's competitive banking sector. By building on its
strengths such as brand reputation and diverse products, and addressing
weaknesses like technology limitations and regulatory issues, Askari Bank
can capitalize on opportunities for innovation and market expansion. Despite
facing competition and economic uncertainties, the bank's proactive approach
to risk and strategic planning prepares it to navigate challenges and continue
its growth trajectory. Overall, Askari Bank is poised to maintain its leading
position in the industry and contribute positively to the economy.
 Recommendations
 Enhance Digitalization
o Upgrade technological infrastructure for better customer experience and
operational efficiency.
o Implement innovative digital banking solutions to stay competitive.
 Expand Market Reach
o Explore domestic and international market expansion opportunities.
o Form strategic partnerships and target underserved markets.
 Strengthen Regulatory Compliance
o Monitor regulatory changes and enhance compliance processes.
o Invest in regulatory technology solutions to mitigate compliance risks.
 Focus on Talent Development:
o Prioritize employee training and development.
Continue…

o Foster innovation and adaptability within the workforce.

 Diversify Product Portfolio:
o Innovate and diversify offerings to meet evolving customer needs.
o Expand Islamic banking services and introduce new digital solutions.
 Mitigate Cybersecurity Risks:
o Enhance cybersecurity measures and data protection protocols.
o Conduct regular cybersecurity training and awareness programs.
 Optimize Customer Engagement:
o Implement customer-centric strategies for enhanced satisfaction and
loyalty.
o Personalize services and improve communication channels.