2. Incorporated in Pakistan on 9th October, 1991
Network of 235 branches/ sub-branches, including 31
dedicated Islamic banking branches and 4,401 online ATMs
Total assets of Rs, 314.7 billion, with 885,764 banking customers,
serviced by our 6,442 employees
Askari Investment Management Limited and Askari Securities
Limited are subsidiaries of Askari Bank
SZABIST
7. OUR CUSTOMERS
Knowing our customers and their needs is the key to our business success. Our products and services are as
diverse as our market segments. Our client relationship managers are well equipped and well trained to
provide the most efficient and personalized service to the customers.
Passionat A Exemplary Caring for Dedication
e about distinctive complianc our towards
ourOUR INVESTORSinvestmen e, people social
customers t, governess and developme
We believe that the bottom line of any business is creating shareholder value. To gain their trust and
success confidence, we believe in providing our investors timely, regularhelping
delivering and and reliable information on our and
nt
activities, structure, financial situation and performance.
and outstandin business them to improveme
delighting g ethics grow nt in
them REGULATORS
OUR performan quality of
quality of firmly believe in regulatory discipline and harmony of our corporate objectives with regulatory framework.
We
ce, return life
Our business methodologies are designed to ensure compliance with the directives of all our regulators.
our and value
service
SZABIST
8. Our Employees
We strongly believe that the interests
of the Bank and the employees are
inseparable. At Askari we try to create
a we culture where there is mutual
trust and respect for each other.
Our Communities
We fully recognize our corporate
social responsibility and our
contributions to different area of
social sector aimed to help improve
the quality of life in our country.
SZABIST
12. HR Philosophy- Transforming Human
Capital into Competitive Advantage
How Bank Operates- Grading
Structure
Alignment of HR strategy with
Organizational goals
SZABIST
13. Recruitment and selection
Compensation and benefits
Performance planning
Training and development
Severance/End of service
SZABIST
14. Regular Employment
Probationer Employment
Contractual Employment
Temporary Workers
Casual Workers
Bank uses “People Soft” HRIS for effective
SZABIST management of its HR
19. For senior management employees – referrals
are taken
For middle managers, the jobs are advertised
or out-sourced
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20. Identified Position
Job Design
Duties and Responsibilities
Volume of Job
Work Load
Job specification : KSA’S
SZABIST
21. The job specification for ASKARI bank
employees includes the minimum qualification,
special training requirement and experience
It is mentioned for every type of job that is to
be advertised especially the MTO’s
SZABIST
35. Decisions are not inline with the polices of the bank
Recruitment polices and procedures are not been
followed in true letter head spirit
Favoritism and nepotism is a common feature in
recruitment
Importance is not given to placement of employees
Retaining of employee, in competitive banking
environment
Job advertisement does not contain job description
SZABIST
36. Human resources are the lifeblood/asset of the
organization. Favoritism and nepotism may be
discouraged in order to promote the culture of
justice/EEO
Placement of the employees may be on their
qualification/ experience
Job description made part of advertisement in order
to avoid bad selections
Bank polices regarding recruiting may be followed in
letter head spirit
SZABIST