ahmad presentation

8/4/2019 Ahmad Presentation

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Presentation on HRM

Submitted to:Sir Saeed Ahmad Khakhi

Submitted by:

AQSA NOREENAMNA IDREESAHMAD SARFRAZUSMAN GHANI

MBA 2nd ( Morning)

NATIONAL UNIVERSITY OF MODERN LANGUAGE,

MULTAN


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Introduction

Allied Bank Limited was the first bank to be established in Pakistan. Itstarted out in Lahore by the name Australasia Bank before independence in

1942; was renamed Allied Bank of Pakistan Limited in 1974 and then Allied

Bank Limited in 2005.

In August 2004, because of capital reconstruction, the Banks ownershipwas transferred to a consortium comprising Ibrahim Leasing Limited and

Ibrahim Group.

Today, with its existence of over 60 years, the Bank has built itself a

foundation with a strong equity, assets and deposit base. It offers universal

banking services, while placing major emphasis on retail banking. The Bank

also has the largest network of over 925 branches in Pakistan and offers

various technology-based products and services to its diverse clientele.


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Allied Bank Limited operates by the following Vision, Mission &Values:

Vision

To become a dynamic and efficient bank providing integratedsolutions in order to be the first choice bank for the customers.

Mission

To provide value added services to our customers

To provide high tech innovative solutions to meet customers' requirements

To create sustainable value through growth, efficiency and diversity for all

stakeholders

To provide a challenging work environment and reward dedicated team

members according to their abilities and performance

To play a proactive role in contributing towards the society


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Core Values

Integrity

Excellence in ServiceHigh Performance

Innovation and Growth


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Board of Directors


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Management


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Work Flow AnalysisRaw Inputs

What materials,

data, andinformation are

needed?

Equipment

What special

equipment,facilities, and

systems are needed?

Human Resources

What knowledge,skills, and abilities

and needed by those

performing the

tasks?

Activity

What tasks arerequired in the

production of the

output?

Output

What product

information or

service is

provided?

How is the output

measured?


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Job Analysis

The process of getting detail information about the job

is called job analysis.


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Job Description

Every job in the Bank has a specific objective whether it is located in

Marketing area, operational area, or any other area of the Bank. Thepurpose of the job is effectively mentioned on the job description form to be

evolved by Human Resource Division.

Purpose, Scope, Duties and Responsibilities of Each Job

Every job description indicates the purpose of the job, its scope and duties

and responsibilities in a very precise and clear manner for the employee to

properly understand the job requirements effectively. The Departmental

managers are encouraged to review this process with their staff enabling

them to understand their job specification in a most effective way.

Education or Equivalent TrainingEvery job description shows the required level of education or training sothat the job applicant or incumbents qualification could be measured

against the requirement of the job.


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ExperienceIn the circumstances where a job requires certain degree ofmaturity, seasoning and experience, this is also indicated to

evaluate the incumbents competency in such areas.

Job Title, Scope of Job, Reporting to the next level ofmanagementEvery job has a title and shows the scope of the job it is required

to do and its next level of management reporting. It is alsoimportant that every job shows the number of level from thePresidents job to his/her own job.

Evaluation of position description

Every Group/Family/Job description is submitted to the HumanResourceCommittee by Human Resources Department for approval beforeadoption or implementation.


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Recruitment

The practice or activity carried by the organization with

the primary purpose is identifying and attracting potentialcandidatesReflecting belief in equality of opportunity, Allied Bank is

to recruit, hire, train and promote employees in all jobcategories and at all levels without regard to race, color,religion, sex or medical condition (except where suchmedical condition legitimately prevents an individual from

performing a particular job).


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Recruitment Procedure

Appointments are made both by direct recruitment and bypromotion.Employees serving in lower grades that possess the

requisite qualifications are eligible to compete when directrecruitment is made in higher grades.All appointments of employees are made through theHumanResources Division in accordance with the policy laiddown in this Policy Document.


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Grades of the Job

Classification of Staff:The permanent staff of the Bank is classified under the followingcategories:

CATEGORY I(a) Senior Executive Vice President

(b) Executive Vice President(c) Senior Vice President(d) Vice President(e) Assistant Vice President

CATEGORY

II(a) Officer Grade-I(b) Officer Grade-II(c) Officer Grade-III


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CATEGORY III

(a) Head Cashier/Stenographer.

(b) Senior Cashier/Steno-typist/Tele-printer/Telex Operator/ Key Punch

Operator.

(c) Assistant/Typist/Cashier/ Machine and Telephone

Operator/ Construction Supervisor/Works Supervisor/ Tracer/ Mechanic

and other Technicians.

CATEGORY IV

(a) Electrician (Possessing Wiremans Competency License)

(b) Driver

(c) Guard / Watchman / Messenger / Electrician / Plumber / Carpenter /

Mali and such other staff.

(d) Janitor


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Internal Job Watch

In case there is a vacant position to be filled in the Bank, HumanResources

Division may invite applications from existing employees for the said

job by advertising internally. The existing employees are compete in

the same manner as outside applicants to ensure that quality of

recruitment is not compromised and fair dealing is demonstrated in

this important aspect of personnel function. Human Resources

Division ensures that reasonable efforts are made to fill open

positions through promotions or transfers without compromising on

qualification or quality.The management of the Bank likes to see that maximum number of

positions is filled through internal channels.


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External Hiring

When Human Resource Division is unable to locate a

person from Within the

Bank efforts are made to recruit a person from outside

the Bank.The position may be advertised in prominent newspapers,

and where deemed necessary, in placement bureaus of

educational institutions. If necessary, outside consulting

firms may also be approached to identify the desired

candidate and assist the Bank in recruitment.


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Conditions of Appointment/Hiring :

Lateral Entries:The minimum educational qualification for the

posts in Category-I & Category-II are as follows:

Executives C.A. / ACMAP/Master Degree in Information

Technology/MCS/MBA from university recognized by University Grant

Commission (UGC) having appropriate experience in banking sector

with a minimum of 5 years.

Officer Grade-I

Master Degree in IT/Business/BE/ from a university recognized byUGC with minimum 3 years experience as an Officer in a first class

scheduled bank and DAIBP from institute of Bankers.


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Officer Grade-II

Master Degree from a university recognized by UGC withminimum 3 years experience in a first class scheduled

bank.

Officer Grade-III

Graduate (with minimum 60% marks) from a university

recognized by UGC and passed Stage-II of DAIBP with

minimum 3 years experience in supervisory capacity in ascheduled bank.


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The minimum educational qualification for freshhiring in Category-II is as under :

Officer Grade-II

Master Degree in Business/Commerce/IT or B.E. from auniversity recognized by UGC.

Officer Grade-III

Master Degree (with 60% or higher marks) from auniversity recognized by UGC.

Initial Recruitment:


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Selection

The process by which an organization attempts to identify

applicants with the necessary knowledge, skills, abilities and

other characteristics that will help it to achieve its goals

Steps of Selection


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Hiring on Contract BasisEmployee hired on contract for a specified period irrespective of

their date of joining are continue to be governed by specifiedterms of their contract.

OrientationOnce a new employee is hired, it is the duty of Human ResourcesDivision to ensure that he/she receives a copy of the EmployeesHand Book and is given a brief and proper orientation to theBanks policy and procedures and information on his/her pay,

other benefits and services available in the Banks premises for

educational and social purposes to ensure that the newemployee gets a feel of corporate culture in which he/she is to beinducted and is comfortable at the time of joining the Bank.


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Probation

Employees are placed on probation for a period depending upon

their category of employment as given in Employees Service Rules.

On satisfactory completion of the period of probation an employee is

confirmed. If performance during probationary period has been

unsatisfactory, the appointee may be discharged without further

notice, or, where permissible under law, may be given a written

notice of extension of probationary period.


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Appointment

Human Resource Division authorized by Human Resource

Committee issues an appointment letter to the candidate selected for

appointment. This letter is briefly outline the position, location of

appointment, remuneration, a reasonable period to join, length of the

probation, the name/title of the person to whom the new entrant is

required to report as well as terms and conditions of service. No

traveling allowance admissible for the purpose of joining.

Nomination

The new appointee is encouraged to appoint a nominee for himself

and inform Human Resource Division of any change in the same inorder to safeguard his interest (in the event of his/her untimely

death).


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Age LimitAt the time of the initial recruitment minimum age limit should notbe less than 18 years and more than 25 years.

Medical ExaminationEvery candidate must be declared physically fit by the Banks

Medical Officer or any other Medical Authority specified by theBank in this behalf.

Agreement with the BankEvery person entering the service of the Bank shall, at the time ofhis/her appointment sign an agreement in the prescribed form.

Personal SuretyAn employee at the time of his/her appointment shall furnish apersonal surety.

ConfidentialityAll persons hired to work at Allied Bank shall be required to sign aSecrecy Bond.


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Training

A planned effort to facilitate the learning of job related

knowledge, skills, and behavior by employees

Training & Development process


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Policy

The training and development policy of Allied Bank is tocontinuously provide an organized learning environment

to its employees under a well-defined program of

training through its Human Resources Division. The

training plan of the Bank is developed in a manner thatvarious training programs during one year are

conducted in an organized manner with a definite time

periodand all such programs will have a single objective

i.e. to increase the possibility of improving job

performance and growth.


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Training & Development Strategy

The Training Wing of Human Resources Division perform the

following exercise along with an external consultant, if necessary, to

evolve a Training & Development

Strategy of the Bank:-

Need Analysis

Conduct training needs analyses of key jobs in all units.

Prioritize training needs, with a view towards the required integration

of training with the business plan and organize them into a training

master plan that meets priority training needs within the required time

period and reasonable departmental budgets.


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Training MethodologiesReassess the training infrastructure in the context of the training workplan.

Make needed improvements in areas such as; restructuring theTrainingAcademies / Centers, methodologies for training coursedevelopment, methodologies for conducting training, trainingmaterials, on-the-job training, identification and evaluation of externaltraining, selecting and preparing trainers, training evaluation and thetraining organization.

Existing Training ProgramsTraining need analysis is done every year where feedback isreceived from line andCentral Office executives supervising different key functional /operational areas of the Bank. On the basis of the need and thebudget allocation, in-house or ex house training is provided.


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In-House Training

Allied Bank offers in-house training to its staff of various cadres

through its Training Academies at Karachi, Lahore and Peshawar.All batch entrants are provided in-house training within a pre-

determined time frame, which mainly covers subjects on banking and

finance including Information Technology. Also they are provided on-

the-job training during the course duration.

All promotes will be provided in-house training to equip them to

handle their new assignment.

In-house training is provided to concerned staff at the time of launch

of any new scheme, product or service.Refresher course is offered at the Training Academies to Executives

and Officers.


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Ex-House Training

The Bank sends its employees on ex-house training within

the country or outside and the expenses of the same will

be borne by the Bank.

In the event that an employee initiates to undertake some

diploma, certificate/degree course to obtain expertise andupgrade himself, the Bank bear 50% of fees of the course

undertaken by the employee. However the employee will

seek approval of HRC which will determine suitability of

the courses that may be undertaken by an employee in

line with the need of the Bank and market trend.


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Performance Evaluation

The process through which an organization gets information on how

well an employee is doing his or her job

Setting Standards

All Officers and Executives of the Bank have objectives clearly

defined by the Bank which can be measured for evaluating their

performance at the end of the year by their respective immediate

managers. Clerical and non-clerical staff will have standards and will

be evaluated using Employee Appraisal Form (to be evolved by the

Human Resource Division).


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Establishing Objectives/Goals

All Officers of the Bank completes their goals before the

end of the year for their performance measurement in the

next year. These goals highlights the areas where the

individual work, giving time frame for each portion of the

work to be completed and achievements in Rupee terms

for revenues and expenses. These goals are assigned by

the immediate manager of the incumbent. In the event of

transfer or promotion, new goals are advised in writingand assigned within one week of transfer or promotion.


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Dimensions

Each goal l clearly shows a positive financial impact in order to

ensure that the Bank is able to determine the impact of each job in

Rupee terms at the end of the year.

Performance Appraisal

All Bank staff receives a written performance evaluation at least

annually.

The principal purpose of the performance evaluation is to provide

two-way communication between a supervisor and an employee

about the individuals work performance. It also provides a basis for

salary changes, promotions, other changes and future plan of action.


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Evaluation CriteriaThe appraisers are required to ensure that the goals setting exerciseis meticulously conducted in order to avoid any ambiguity and is

clearly understood by the incumbent and the supervisors/managersin respect of all the items, i.e. goals must be clear and quantifiablewherever possible.

Interim Appraisals

At least once in a year all managers are required to do performanceappraisals for their subordinates. In some cases, it is advisable tocarry out this exercise more often, say quarterly or semi-annually, insuch areas as project management, or where the subordinate needsa closer review at frequent intervals. This mechanism will provide a

supportive approach towards meeting business objectives. This isdone on a short form basis highlighting keyareas/achievements/issues. This form once completed and signedforwarded to Human Resource Division for employees file.


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COMPENSATION

Policy StatementIt is the policy of Allied Bank to administer compensation fairly andequitably based on valid classification and performance standards.

Salary Administration ProgramIn order to maintain a competitive package, periodic market surveys is

conducted by the Bank in collaboration with professionalcompensation consultants. These surveys will guide the bank todevise competitive compensation

Starting SalariesFor each job, as per the approved job description, the bank has a

grade and connecting with it a range of salary. Consequently, theemployees are administered in their respective salary ranges. Samerule applied when the Bank appoints a new person.


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Retirement Benefit Plans

Allied Bank offers following retirement benefits to its employees :Income security in the shape of monthly income or as a lump sum

payment.

Monthly income is paid in the shape of pension/benevolent grant as

per rules.Lump sum payment includes amount of commutation/gratuity and

leave encashment.

Special group insurance coverage to employees other than retired on

medical grounds, for five years from the date of retirement or up to

age of sixty five years whichever is earlier.

Medical facilities to self and family as per Staff Service Rules.


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During Service Death

Allied Bank offers financial benefits to the family of the employee

expired during service as under :Provides lump sum amount through life insurance policy along withcontinued monthly income support in the form of monthly familypension/benevolent grant to the family/legal heirs as per rules.Additional payment to family/legal heirs in case of accidental death

through accidental death insurance.Lump sum payment to the family/legal heirs of the deceasedemployee in shape of commutation/gratuity, leave encashment,provident fund balance insurance benefits.Stoppage of further repayment of loan installment pertaining to House

Building, Car and Motorcycle Loans by the family/legal heirs of thedeceased employee. Repayment of these loans are covered by theinsurance plans.Medical facilities to staff and family as per Staff Service Rules.


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STATEMENT OF ETHICS AND BUSINESS PRACTICESAll employees of Allied Bank Limited, hereinafter called ABL, shall:-

ABIDANCE OF LAWS / RULES Conform to and abide by the ABL rules and obey all lawful ordersand directives which may from time to time be given by any personor persons under whose jurisdiction, superintendence or control

they may for the time being, be placed. They shall comply with andobserve all applicable laws, regulations and ABL policies.

Stand firmly against supporting the activities of any group orindividual that unlawfully threatens public order and safety. Theyemployees shall not be a member of any political party, take part in,subscribe in aid of, or assist in any way, any political movement.

They shall not express views detrimental to the ideology,sovereignty or integrity of Pakistan.


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Not canvass or otherwise interfere or use influence in

connection with or take part in any election as a candidate to a

legislative / local body or issue an address to the electorate or in

any manner announce or allowed to be announced publicly as a

candidate or prospective candidate. They may, however, exercise

their right to vote.

Not bring or attempt to bring political or other pressure/influence

directly or indirectly to bear on the authorities / superior officers or

indulge in derogatory pamphleteering, contribute, or write letters

to the news papers, anonymously or in their own name with an

intent to induce the authority/superior officers to act in a manner

inconsistent with rules, in respect of any matter relating toappointment, promotion, transfer, punishment, retirement or for

any other conditions of service of employment.


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INTEGRITY

Conduct themselves with the highest standards of ethics,

professional integrity and dignity in all dealings with the public,

clients, investors, employees, and fellow bankers and not engage

in acts discreditable to ABL, profession and nation. If they become

aware of any irregularity that might affect the interests of ABL, they

shall inform the senior management immediately.

Maintain all books, data, information and records with

scrupulous integrity, reporting in an accurate and timely manner all

transactions / reports.


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Avoid all such circumstance in which there is personal interest

conflict, or may appear to be in conflict, with the interests of ABL

or its customers.

Not use their employment status to seek personal gain from

those doing business or seeking to do business with ABL, nor

accept such gain if offered. They shall not accept any gift, favour,

entertainment or other benefits the size of frequency of which

exceeds normal business contacts from a constituent or a

subordinate employee of ABL or from persons likely to have

dealings with ABL and candidates for employment in ABL.

Not accept any benefits from the estate of, or a trust created by

a customer, or from an estate or trust of which ABLs Company or

business units is an executor, administrator or trustee.


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CONFIDENTIALITY

Maintain the privacy and confidentiality of all the information

acquired during the course of professional activities and refrain

from disclosing the same unless otherwise required by statutory

authorities/law. All such information will remain as a trust and will

only be used for the purpose for which it is intended and will not beused for the personal benefits of any individual (s). Inside

information about ABLs customers/affairs shall not be used for their

own gain, or for that of others either directly or indirectly.


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PROFESSIONALISM

Serve ABL honestly and faithfully and shall strictly

serve ABLs affairs and the affairs of its constituents.

They shall use utmost endeavor to promote the

interest and goodwill of ABL and shall show courtesy

and attention in all transactions/correspondence withofficers of Government, State Bank of

Pakistan, other Banks & Financial Institutions,

others establishments dealing with ABL, ABLs

constituents and the public.


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Disclose and assign to ABL all interest in any

invention, improvement, discovery or work of

authorship that they may make or conceive and whichmay arise out of their employment with ABL. If their

employment is terminated, all rights to property and

information generated or obtained as part of their

employment relationship will remain the exclusive

property of ABL.

Not engage in Money Laundering and will be

extremely vigilant in protecting ABL from being misusedby anyone to launder money by strictly complying with

Know Your Customer policies and procedures.


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BUSINESS/WORK ETHICSRespect fellow colleagues and work as a team. They shall at all

times be courteous and not let any personal differences affect their

work. They will treat every customer of ABL with respect and

courtesy.

Ensure good attendance and punctuality and demonstrate a

consistently good record in this area. For any absence during

working hours, they shall obtain written permission of theirimmediate supervisor. They shall not absent themselves from

their duties, nor leave their station over night, without having

first obtained the permission of the competent authority.

Maintain a standard of personal hygiene and dress

appropriately for attendance at work. Their appearance must

inspire confidence and convey a sense of professionalism.


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As personal responsibility, safeguard both the tangible andintangible assets of ABL and its customer(s) that are under theirpersonal control and shall not use ABL assets for their personal

benefits except where permitted by ABL. They shall not use any ABLfacilities including a telephone to promote trade union activities, orcarry weapons into ABL premises unless so authorized by themanagement, or carry on trade union activities during office hours, orsubject ABL officials to physical harassment. Not indulge in any kind of harassment including sexualharassment or intimidation whether committed by or against anysenior/junior, co-worker, customer, vendor or visitor. They shall notuse language, written or spoken in intra-office communication(s) orcommunication(s) with individual(s) outside the office that maycontain any statement or material that is offensive to others. They

shall never use ABLs system to transmit or receive electronic imageor text containing ethnic slurs, social epithets or anything that mightbe construed as harassing, offensive or insulting to others.


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To meet their responsibilities to fellow employees, customers

and investors they shall help in maintaining a healthy and

productive work environment and shall not engage in the selling,

manufacturing, distributing, using, any illegal substance or being

under the influence of illegal drugs while on the job.

Ensure strict adherence to all health and safety policies as may

be implemented from time to time by ABL.

Not give any interview in the print/electronic media or have their

photograph displayed or act in television / stage plays or in cinema

without having permission from the competent authority.

Intimate Human Resource Division of any changes in thepersonal circumstances relating to their employment or benefits.


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Employees shall also not indulge in any of the following activities

except with the prior permission of the competent authority:

Borrow money from or in any way place themselves under

pecuniary obligation to broker or moneylender or any employee of

ABL or any firm or person having dealings with ABL.

Buy or sell stock, share or securities of any description without

funds to meet the full cost in the case of purchase or scrips for

delivery in the case of sale. However, they can make a bona-fide

investment of their own funds in such stock, shares and securities

as they may wish to buy.

Lend money in their private capacity to a constituent of ABL or

have personal dealings with a constituent in the purchase or sale of

bills of exchange, Government paper or any other securities.


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Guarantee in their private capacity the pecuniary obligation of

another person or agree to indemnify in such capacity any person

from loss. Act as agent for an insurance company otherwise than as agent

for on behalf of ABL.

Be connected with the formation or management of a joint stock

company.

Engage in any other commercial business or pursuit either on

their own account or as agent for another or others.

Accept or seek any outside employment or office whether

stipendiary or honorary.

Undertake part-time work for a private or public body or private

person, or accept fee thereof.


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SWOT ANALYSIS

STRENGTHS

Allied Bank Limited has certain strengths which are different from

the other Banks.

ABL is the first Muslim Bank of the world, which is owned and

managed by its own employs. This is the biggest strength of the

Bank. A feeling of ownership is present in every employ, which not

only helps in increasing the productivity of employs but also creates

sincerity with the Bank in them.

Another strength is the high motivation of employees to their work

because they know that what so ever they do, it will be in their own

benefit. They know that the profit, which they will earn, will be

distributed among all the employees. So they work with high

motivation and concentration.


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Salaries are very reasonable, so the employees are not

financially disturbed and they devote their selves fully to their work.

They have wide area network in all over the Pakistan, so that

they cover a lot of portion of cash transactions and make customer

satisfied.

The Bank has very strict rules and regulations about the

customers complaints. The customers are treated as very special

persons in the Bank.WEAKNESSES

No entertainment facilities are available in the Bank when

customer goes to the Bank and wait for a longer time. These

facilities can be the newspaper, magazines, etc. Advertisement of ABL is not such goods as of other banks.

Out look of the ABL branches is not attractive to the people.


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OPPORTUNITIES

The policies of the new government to uplift the

economy and pursue financial sector reforms areexpected to yield positive results in the banking industry

of the country. The ABL is very well praised to avail

promising opportunities.

As a result of the different steps taken by the

Government regarding the betterment of the economy,

small borrowers are attracted to get the financing and

start small businesses. So, the ABL has an opportunityto attract the customers by giving them attractive

schemes.


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THREATS

First threat is that of political influence. Three boards of directors

are of government. So that they can influence on the decisions ofthe ABL.

The biggest threat in the banking sector is the continuous

downfall of the country economy since the last few years. If this

downfall remains for more few years then it may be the great

hindrance in achieving the Banks objectives.

The privatization of other banks is also a threat for the Bank.

Due to the privatization of the different bank e.g. MCB, the

competition has increased a lot. Furthermore many private banks

have come in the sector due to which it is becoming more difficult

day by day to attract the customers.


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Conclusion As we study the history and visits of the company and we alsointerview the managers and meet with employees we come to

know that Allied bank was established in 1942 with the name ofAustralasia and it was renamed in 1974 as allied bank ofPakistan.

The bank is owned by Ibrahim group and the owner of Ibrahimgroup is Mohammed Naeem Mukhtar.

Today with the existence of 60 years the bank has built itself afoundation with the strong equity, assets and deposits base. It

offers universal banking services.

The bank also has the largest network over 925 branches inPakistan and offers you various technology base products. as far as its branches are concerned Allied bank has itsbranches in Rawalpindi, Jhelum, Faisalabad, Karachi, Sargodha,Multan, Bahawalpur, Hyderabad, Peshawar, Mardan, AzadKashmir, Lahore, Quetta and Gujranwala, Islamabad.


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The bank has the specific objectives and to fulfill these objectives

they design the jobs and analyze the skills which are required for

performing these jobs. After designing the jobs they recruit and select

the potential candidates. As far as recruitment is concerned for higher post they prefer

internal recruitment but if necessary they recruit externally also. After

recruitment they conduct different tests and interview for selection.

And allied bank appoint individuals without regard of anydiscrimination

Allied bank appoint employees on contract basis. After selection of

employees training is provided to them according to the nature of the

job.

The training may be in-house or ex-house. Allied bank offers in-

house training to its staff of various categories through training

academies at Karachi, Lahore and Peshawar.


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All batch employees are provided in-house training within

predetermined time frame. The new comers and promotes are also

provided in-house training to equip them to handle new assignments. As far as ex-house training is concerned either it is within the

country or outside the country the expenditures are bear by the bank.

Performance of the employees is evaluated quarterly, semiannually

or annually it depends on the nature of the job and compensation is

provided to them according to their performance. Performance of the

employees is evaluated on the basis of standards set by the higher

management. It is the policy of bank to administer compensation

fairly and equitably based on valid classification and performance

standards.


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The bank has In service benefit planes in which include

Bonuses

Insurance coverage

Medical grant

Educational allowances

Executive pre requests

Retirement benefit planes

Monthly income or as a lump sum payment

Special group insurance

Medical facilities

During service death

Provide lamp sum amount through life insurance policyMedical facilities to family

Additional payment to family


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RECOMMENDATINOS and SUGGESTIONS

Training programs should be introduced by the

bank to train their lower staff.

Upper management should have interaction with

lower management

They should advertise their bank and their services

in order to compete with other banks.


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