Mr Asif Lakhani originally started his career in the field of Finance, but later expanded his career towards the field of Human Resource. Mr Asif Lakhani now possess around 4+ years of experience in the field of Human Resource Management and also management of sourcing resumes, recruiting chain, attracting high potential candidates, managing compensation and benefits, conducting and carrying out interview till induction and on boarding and lastly on indentifying training and organization development needs through appraisal schemes, TNA, job analysis and frequent consultation with Human resource department and Business managers
Mr Asif Lakhani specializes in Recruitment Acquisition, Employee Relations, Training and Development, Organization Policy Design and Administration, Employee Relations, Compensation Plan and Merger and Acquisitions
Duties and Responsibilities
Assistant Manager Recruitment and Training
Al Baraka Bank (Pakistan) Limited
January 2009Â -Â PresentÂ (4 years)
Involve in preparation of Al Baraka Bank Limited (Pakistan) personnel forecast in order to project the employment needs of the Company. As well as other duties such as, preparation of comprehensive HR Policies, manpower budgeting & planning for the year, Internship program ,employee handbook, Training Manual, Recruitment manual, Preparing and updating the Organizational charts and creating job description of every department of its Organization.
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To conduct presentation, test and interview in various universities for hiring candidates for job opening, and instigate management trainee programs.
Conducting interviews of experienced candidates applying for jobs and to develop the compensation package for already selected candidates as according to the HR policies.
Identifying development and training needs within an organization through job analysis, appraisal schemes, TNA and frequent consultation with Human resource department and Business managers.
Conduct evaluation of development programs and training given. And creating succession and career plans.
Credit Analyst- Corporate and SME
Al Baraka Bank (Pakistan) Limited
May 2008Â -Â December 2008Â (8 months)
Determine client needs, Control the credit approval process, mitigate risk and evaluate repayment feasibility. Established a credit level and conduct analysis on client commercial operations, maintaining payment and other factors such as industry management, status and economy. Determine credit and alignment of terms with lending and organization procedure. Develop relationship by sales calls to current and past customers to increase productivity and profitability in lending and non lending associations. And Conduct negotiable settlement with delinquent accounts.
Acknowledgement of the company`s product & services and promotions, selling to the targeted customers in agreement with the Company's policy and SBP prudential regulations..
Handling credit requests, conducted applicant interviews in evaluations of risk analysis, financial data and financial requirements.
Served as a vital member of the commercial client teams. Developed and maintained critical client's relationships and ensured that its customer's satisfaction levels are at 100% to allow futures expansion of relationships and business. And being updated with industrial trends, economic conditions and credit activities
Other job Experience
Credit Risk Officer & Branch Coordinator Lahore - Hyderabad
Security Leasing Corporation Limited
Senior Finance Executive
KASB Modarba (formerly First Mehran Modarba)
Al Baraka Banking Group was established Manama, Bahrain during the year 1984, it is basically a Joint Stock Company of Bahrain which is licensed by the Central Bank of Bahrain as an Islamic Wholesale Bank. It is one of the leading Islamic Bank in the world that is offering a unique service to almost one billion people around the world. Al Baraka works under the principle and laws of the Islamic Shariah offering services such as investment banking, retail and treasury. It has an authorized capital of worth US $1.5 billion and a total equity amount of almost US $1.8billion.
Al Baraka has a global presence of a subsidiary bank unit and also has it representative office in almost 15 different countries that in return further provide its services through branches that are in number of 400 and increasing. Al Baraka Banking Group is currently located and has strong presence in Islamic States of Sudan, Pakistan, Saudi Arabia, Lebanon, Turkey, Egypt, Bahrain, Jordan, South Africa, Indonesia, Libya, Iraq, Syria and Algeria.
Al Baraka Bank Pakistan Limited received its commercial banking license in Pakistan in 1991. Al Baraka Bank Group and Al Baraka Bank (Pakistan) is an entirely committed Islamic banking system that is promoting the Islamic Financial System and is working under the principles and laws of the Islamic Shariah that is the core and back bone of this system. All of Al Baraka banking activities within Pakistan is synchronized and watched by the Shariah Advisor in Pakistan and also by the Board of Shariah Advisors Head office in Bahrain to make sure the activities of the bank are in compliance with the standards of the Islamic Banking Principles. Al Baraka Bank Limited (Pakistan) has a total asset of worth 70 Billion Rupees, a workforce of 1400 professional and around 89 branches in 37 cities across Pakistan. Al Baraka Bank (Pakistan) is a fully committed banking industry in Pakistan that has a vision of creating a new and innovative product line and services, increasing network point and working with the Islamic Financial system and promoting its concept within the community. And providing its customers a wide range of Shariah services and Products suitable to their Banking Needs.
Always on Time
Marked to Standard
Al Baraka Bank Limited (Pakistan) is mainly a merger of Emirates Global Islamic Bank (Pakistan) and Al Baraka Islamic Bank (Bahrain) that took place on November 1st 2010. The merger positioned Al Baraka Bank limited to play a vital role in further developing this industry that has witness tremendous growth since the last couple of years. Due to the growing and rapid changing market environment Al Baraka Bank Limited (Pakistan) relies basically on its ability of being an efficient and effective market player and on the flawless concept they follow that is of Financial Banking system that focuses on the Socio Economic Development because of the strict adherence it pays to the Shariah principles and rules. By providing financing products such as Musharakah, Ijarah, Murabaha etc to diverse economy of Customer, Small/Medium Enterprise and Corporate Sector. They also offer numerous Shariah Deposit Schemes to investors to invest their funds in, as well as offer a variety of other well known services of E-Banking, SMS Banking, Utility Bill payment, ATM/debit card and safe deposit lockers and much more.
Al Baraka has also received long term and short term rating of A and A1 from Pakistan Credit Rating Agency, these rating shows the low credit risk that come from its timely payments made under financial commitments. Al Baraka believes in prioritizing customer value at the top and providing them with banking solutions that works under the Islamic belief. Their vision is that today's society needs a fair financial system which rewards effort that contribute to the development of the society .
Al Baraka Banking Group basically works under 4 main core values:
Partnership: to create a strong bond that takes place in a long term relationship with its customers and staffs.
Driven: to have an impact in the lives of our customers and to work for the betterment of the society and economy by promoting the concept of Islamic Financial Banking.
Neighborly: to welcome all our customers with a warm heart & hospitality, and to resolve all their issues through the service we offer to the community.
Peace of Mind: to assure all our customers that we are managing their financial interest by working towards the Shariah Rules and within the Ethical standards.
Human Resource Processes
Al Baraka Bank Limited (Pakistan) conducts and starts its annual appraisal mostly at the end of the year during December and ends it by the mid of January. And announces its results in the organization specifying the increments and promotion given to each employee on the bases of their performance effort, within the month of February to March. So by giving increment, benefits and promotions on the bases of employee performance, all its employees are motivated to working fairly effectively and efficiently so that they too can also be awarded such benefit and hence this increases the organizations productivity.
If any of the employees of Al Baraka Bank Limited (Pakistan) wants to leave the organization for what so ever reason he may have regarding the decision of resignation, he has to submit a 3 month`s notice in advance that is specified in the contract he agreed to before joining the organizations. And if he does not or is unable to follow the notice period he has to pay a penalty where he has to pay 2 basic salaries to the organization that is already pre specified in the agreement he agreed to with the organizations.
The resigning staff has to submit his resignation letter to his respected department head, which approves it and forwards it to the Human Resource Department. Then the Human Resource Department confirms it with the department head for the reasons of resignations of the employees and works out with him about the procedure related to the replacement of that employee.
All employees at the time of selection and hiring are made aware of their job description relating to what they are supposed to perform and how they are supposed to carry out their job tasks. If an employee fails to meet the requirement and duties mentioned in his job description or fails to follow the rules and regulation of the organization, firstly a verbal warning is given to the employee and still if the employee fails to correct himself then a "show cause notice" that is a written statement provided to him where he has to provide a written statement stating the reason for his behavior in return within 10 days or else he'll be rusticated. And even if after the show cause notice he fails to satisfy the department or fails to improve himself then he is held reliable for his own termination.
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They use a software by the name of HRMS (Human Resource Management System) which records salaries of them employees that have been paid or they are yet to receive, personal employee information, education, backgrounds, development of job, appraisal records helping to identify candidates likely for promotion or rewards, record total training hours received by the employees and it is very time effective with the help of this software to search for any records compared to the old 'hard file' system. Through records they can individual record of each employee and their performance evaluation.
They intend to do a background check on the candidate that is hired. The candidate is hired on a 3 months' probation period until his background check and all investigation is being done. It was done randomly before, but since outbreak in news regarding 'fake degrees' they decided to make it a regular practice and verify all information of the job candidate who are in-consideration of getting hired.
Firstly to keep a lot of things in mind regarding personnel needs, this is where HR policies and Business planning comes in effective use. During product launch of our Takaful scheme, they realized they might require people with expertise skills in field of R&D, advertisement and IT. More people were required then, and therefore they decided to act by creating job offerings, and started doing recruiting according to their business needs for achieving goals of their organization keeping in mind our budget for the process.
There are 2 options. Firstly 60 is the official age limit, with a serving period of 20-25 years, to avail the retirement incentive opportunities which includes provident fund, car etc, secondly if an employee who is 60 years old and willing to continue to work gets a third party contract in which only basic salary is given.
10 days leave is allowed for an employee regarding other personal issues, 15 days of sick leaves is allowed to employee provided they submit a valid medical certificate. Therefore to be on safe side company allows 20 days maximum leave period. If any employee takes more than 20 leaves in a year apart of sick leave than he/she would be given notice and some amount would be start deducting from his basic salary.
They do not emphasize on making employees work overtime, however if an employee feels he/she needs to stay back then the bank provides dinner to workers sitting after schedule working hours or if any employee works on Sunday than Lunch is provided.
An employee when hired, has to sign an agreement of working in the bank for at least 3 years, if they leave before their term then they have to pay triple amount of fine for their salary.
Recruitment and selection
Al Baraka has different recruitment criteria for its different positions within the organization. Al Baraka Bank Limited (Pakistan) has its own Human Resource Database system know as Human Resource Management System (HRMS) which collect and maintains CV`s of the candidates that as well as records and maintains information on all its current working and past working employees within all departments and branches. And if the database does not have the CV`s of the applicants of their departments requires in terms of experience and qualifications etc then they move to other sources to generate a pool of possible candidates. The four other sources they use to come up with a pool of candidates are newspaper advertisements and the internet. Al Baraka Bank Limited prefers to use LinkedIn as a source over the internet to generate candidates rather than Face book or other available options. Thirdly they also consider looking into candidate CV`s that has been sent from other banks relative departments. Fourthly they do internal job posting within the company so that employees who are interest for the job can also apply as well for it. So they prefer to search candidate internally within their database system and then move to advertisement and net surfing and so on to the other resource until a well deserved candidate is found that meets the requirements of the job and departments that is in need of them.
Al Baraka Bank Limited (Pakistan) also mentions on their websites career portal if there is a vacancy in any positions that is required to be filled within their organizations. So they prefer to first search candidates from their organizations database and then move to the other mentioned prefers sources. Usually they prefer internal recruiting mostly by checking employee database for who is eligible to be promoted internally in the organization, providing ads in newspaper, LinkedIn, employees can handover their CV's to heads if they feel they want to apply for vacant job in the organization, interview is a must criteria for selection And once when a possible pool of candidate are generated the CV`s of the respected candidates are then forwarded to the Department head, they short list candidates by conducting interviews and then forwards the selected candidates CV`s back to the Human Resource management department that conducts their own interview to further shortlist them and come up with a final deserving candidate for the job.
Selection test are conducted for fresh graduates in order to test their intellectual skills of the related field for which they are applying and they take tests related to English, Math's and General Knowledge for fresh graduates. But for experienced candidates applying for the top jobs within the organizations very rarely highly level test in the form of case studies are carried out for them that the respected department head creates and comes up with in order to check the candidate ability to brain storm and come up with unique solutions under pressures.
When it comes to job vacancy for a high level post they are looking for experience, and in such cases usually they prefer internal supply of candidates for promotion, but keeping in mind there are possibilities of gaps being created in the job positions, to avoid such hassles they tend to rely on external source of recruiting to fill that gap created in between the jobs, which is done on jobs that can be handled by someone with fair amount of experience.
They mostly prefer LinkedIn, which is very much into the knowledge of people of professional world looking to apply for jobs and can forward their CV's on the site to us. They do not prefer Facebook as we feel it is not professional practice to post our ads on social network sites.
For fresh candidates who just graduated from universities, they opt for general question tests which have sections of English, Math's, Finance, Communication Skills and General Knowledge. Once they pass the test, the interview type carried out is based on a 'panel interview.' Whereas for experience candidates they give them short case study questions and their interview is also done by panel of interviewers.
Firstly they prefer LinkedIn, Rozee, and the company website. They also blog on ACCA forums to let aware the accountants regarding our job vacancies. From Last 2 years they did not go to University recruitment because of the merger that took place.
Al Baraka Bank Limited (Pakistan) keeps all its newly inducted employees under a 3 months prohibition period, where it carries out a background check on its newly inducted employees to check whether their provided information is fake or not and the profile provided by them to the Organization doesn't contain any flaws.
If any of the provided background information or reference information is found to be fake or incorrect, then the only simple outcome carried out by Al Baraka Bank Limited (Pakistan) to the concerned employees is to "Terminate" them.
If an employee fails to meet the requirement and duties mentioned in his job description or fails to follow the rules and regulation of the organization, firstly a verbal warning is given to the employee and still if the employee fails to correct himself then a "show cause notice" that is a written statement provided to him where he has to provide a written statement stating the reason for his behavior in return within 10 days or else he'll be rusticated. And even if after the show cause notice he fails to satisfy the department or fails to improve himself then he is held reliable for his own termination.
Send employees to Bahrain for training if employees lacking some of the skills needed to accomplish task
Tell their policies and procedures
Send employees to Bahrain
They tend to provide orientation training, where they brief employee about how to perform their duties, to whom they report to, information regarding work environment, awareness about company rules and regulations, pay policies, increment policies, leave policies, and work timings. Department head can also recommend employees for training if they feel there is a need, and ask a fresh graduate to attain a master's degree for the job.
Performance Appraisal Methods
They use a 360 Degree feedback in which their employee's receives feedbacks from their fellow subordinates, managers and peers regarding their performance.
They have their own Human Resource database system know as Human Resource Management System (HRMS) that collects and maintain information on their employees as well as tracks and keep the department head and managers updated on their employee's performance.
They use Bell Curve Model as an appraisal method that is a forced ranking system that categorizes people on the bases of their performance, and penalizes and rewards them accordingly.
Al Baraka Bank Limited (Pakistan) keeps its employees motivated under basically 3 terms. Firstly if the employees are performing up to the mark and standards of the Company then there is an increase in the salary of the employees which is given in order to motivate them so that they continue to keep performing within the standards of the company. Secondly the employees are also given specialized training in order to improve themselves and their performance standards so that they can apply for new positions within the company and also be eligible to be promoted onto the next level. And lastly by offering the well deserving and well performing candidates promotions within the respected department, which in return leads to an increase in the employee's salary income and other benefits as well, which the company offers depending on the promoted post job. So basically the employees are being motivated on two factors career growth within his respected field and financial well being and status of the employee.
It is the responsibility of the Human Resource Department to listen and resolve all the issues related to its employees and to keep its employees motivated by having a fair performance appraisal system so that a hard working candidate is promoted, incentives and given bonuses are given accordingly. It is also the responsibility of the Human Resource Department to make sure that employee issues are dealt with and forwarded to the respected department head. It is vital for the Human Resource Department to make sure that the Department head is appraising the employee's performance on the job description of the employee's title rather that any unfair bases. The Human Resource Department has to listen to the opinions of all its employees regarding benefits of the Organizations, all employees must be given a chance to be heard. In case of performance appraisal nothing is been disclose when conducting it.
Al Baraka Bank Limited (Pakistan) protects their employees by giving those promotions and other benefits as well as other peaks and privileges such as transport facilities, fuel expense, insurance expense and many more benefits so employees are motivated and are satisfied with their job and the company policy and environment. Also ensuring that employee`s appraisal process is done fairly and is not subjected to any sort of discrimination that can cause a dissatisfaction among the employee`s, making them forced to leave their job post under unfair work environment.
As per state bank laws, it is compulsory for all to avail a leave of at least 15 days in a year. Therefore by the new year, the employee will again have basic leave period of 15-20 days max
Al Baraka Bank Limited (Pakistan) does allow job transfers within its organization so that it employees can improve themselves and their performance within the organization so that they can apply for top or new positions within the company and also be eligible to be promoted onto the next level. They prefer internal recruiting rather than external source of candidates. The basic benefit Al Baraka Bank Limited (Pakistan) get from this procedure is that their employees working experience get further broadened and through this they can also indentify the weak and strong point of an employee before they assign him/her any enhanced role within the organizations. And also increases the ability of the employees to work under as a team with different work groups.
HR plays a vital role in the hiring of employees, keeping in mind the goals of the organization and what they want to achieve. If they feel there is a need to open more branches then they have to do more recruiting to fill the vacant positions, therefore they carry out our practices accordingly and HR planning is done effectively to make sure they maintain a budget where it does not increase recruiting cost applying to their needs. The HR has to identify all the needs and fulfill those needs keeping in mind the goals and costs. Planning is the key component, a vital ingredient when it comes to aligning HR role in today's world. HR is like a pillar of any organization now and always stays up-to-date with the top level management goals and make sure to implement their decisions in an effective way.
Al Baraka Bank Limited (Pakistan) retains its key employees in terms of financial benefit and other prick and privileges. But if so its key employee in the organization is intent to leave, then the company under the succession planning made by the organization they put the next most deserving person as an acting department head who knows all about the responsibilities and duties he would have to face on the job until the next department head is found and selected. Whereas the currently acting department head can also prove himself worthy enough to be selected as a permanent Department Head.
The Human Resource Department then conducts an exit interview with the resigning staff related to his reason for resigning where he can disclose all his problems related to his job to them and then after all this process the resigning employee is given his resignation approval. And the resignation approval is given after a thorough check on the resigning employee liabilities and whether he was not engaged in any fraud activity or what so ever. The exits interview is a mandatory process in the organization even under the 3 month notice period as well on the 2 month salary penalty procedure as well
At the time of selection they tell their employees about their JD and make them aware of the job that they have to do
According to the organization charts of AL-Baraka bank, we follow the reporting lines of who reports to whom, but it also depends on the cases. Usually the employee of the respective department conveys their issue with the head of department or their employers, if they are not able to resolve the matter then the HR department is supposed to look into the problem and can be consulted for any sort of approvals regarding employee leaves, payments and benefits and in case of any resigning issue with other departments then through the help of exit interview and word of mouth analysis is done and final decision is taken.
Basically task is being assigned through Job Description and department head looks to have a check on it, if in case employee is unable to perform then it would be reported to Human Resource Department.
In case if half of the task is complete or work is done gradually then head of department mainly take control of it. When it comes to have performance rating on task, provision period of 3 months is given and mainly appraisal of new candidate is given within that time period and through that incentives are given.
Problems related to Al-Baraka Bank policy and procedures in accordance with Human Resource Department:
For the recruitment of top level jobs they take case study tests but it is not a perfect way to test a candidate because they can answer only on the certain situation given while other important factors remain unanswered.
Not recruiting fresh candidates due to the recent merge being done created more internal recruitment and not External sources to find a correct person. Internal posting may create gaps between employees.
Orientation training for new employees is not an effective method for the work environment because in this employee only gets an overview and basic idea of the tasks they have to do but practically employee performance differ because of such training.
Their leave policy provides 15days leaves in a year, if any employee does not take a leave in a year than he won't get any type of bonuses or won't be given any type of benefits.
For online recruiting they prefer LinkedIn only rather than using other sources.
They hire an employee on 3 months probationary period and during that time span they check the authenticity of employee documents, if found any information is found invalid then company has to suffer hiring cost expenditure and waste of recruitment time.
In orientation they do not provide any information regarding bonuses and promotion. Just policies and procedures that are to be followed
They do not visit any universities or colleges to recruit fresh candidates
Employee working overtime are just provided meals only rather than any pay compensations or bonuses
They do not provide any education compensation for their employees to pursue their masters or any other degrees required for that employee to be promotable for the higher position and career development
HR did not play any role of staff manager but relied on the department head to take care of their department issues.
Appraisals were not being carried out more frequently and there was a gap in formulating the results.
Use bell curve method in appraisals which can be biased compared to actual performance, cannot accurately identify company performance, it is not effective for south Asian countries, might not reflect actual perception regarding worker, it leads to compulsion of people from being identified from the top performing categories leading for employees for thinking more employees should be hired for improving organization and might not fulfill organization needs and purpose to identify and reward employees.
Solutions Related to problems:
Top level candidates should be recruited through behavioral or situational interviews so that their capabilities in different situations can be tested like how they perform under pressure, stress and handle emergency situations.
More external employees should be consider because it will help them to bring fresh and innovative minds which could prove out to be beneficial for the organization. New blood will bring new thinking creativity and employees with old thinking will stay in the company for long time and company will not be efficient in knowledge.
Employees should be given on job training relating to practical environment of their job so that they become aware with the pros and cons of their job. This is more effective because they get more idea of their Job Description.
The employees who are truly devoted should be given some type of hand shake amount or being awarded by company as an example for other employees. As this will not only motivate them but encourage other employees to work hard and show more honesty with their work and commitment. Most importantly it will help organization to have quality performance and high productivity.
They should advertise job on popular forums classifieds and online communities such as, craigslist, twitter, posting it in different universities that might reach to the specific candidates but will help reaching them through word of mouth and monster.com websites like this where already a big pool of candidates available can help them find right candidates.
They should verify authenticity of documents of an employee during recruiting and selection process, before hiring, as it will save the time and money of the company and most importantly it would reduce any sort of risk for organization as well.
Many organizations prefer to highlight more about bonuses and promotion activities during orientation because it not only motivates employees to achieve organization goals but also create competition between employees to complete tasks on time as well as to get good appraisal results for them.
Visiting Universities is very important for any organization as it is the best recruiting method to capture new blood with a lower wage salary to gain competitive advantage.
They should recognize and reward employees working overtime and showing work dedication and more commitment, according to state bank policy, they are not allowed to make an employee work over time, an employee can work overtime on their own will. They are provided lunch/dinner facility but should be motivated by other ways as well such as introducing an 'employee of the month' award and should be mentioned in their appraisals for promotion strategies.
As per state bank policy an employee is compelled to take a leave of 15 days in year, Al-Baraka has a leave policy of 20 days. Therefore an employee who does not avail those extra 5 leave days should be rewarded and mentioned in appraisal about their turnover consistency. It will ensure better employee turnover ratio and reduce absenteeism.
Appraisals should be carried out on regular basis, so that it would be help in immediate promotions. With technological developments changes employees need to be evaluated regularly, determine if employees are working according to organization goals, and should be carried out often at senior level for succession planning.
HR should play role of staff manager to help managers get insight of what positions are required for company to run business to achieve organization goals, support business needs, employee engagement and help in change management.
They should use other appraisal methods rather than bell curve such as Management by objective where employee and manager agree to certain objectives and employee rating is based on their objectives they achieve. 360 degrees feedback are also effective to get more accurate information of employee from all sources interacting with employee such as HR, department head, customers, and colleagues.
We had visited Al-Baraka bank to check how they had carried out their HR processes. To determine their HR policies and procedures, we asked structured questions from the HR manager for our research. The overall view of the company is that it is in a very good position, providing a good environment for their employees to work in and ensuring they are motivated and working towards the banks goals and objectives. The Human Resources make sure that everyone is working without any hassles and issues, so that they enjoy their workplace and try to clear out any ambiguity in relations of managers with their sub-ordinates. Whether an employee belongs to top management or the lower, the Human Resource wants equal opportunities in promotions, allow them to express their views and concerns regarding any organization issues or suggestions which they believe could benefit the bank are always welcomed and reward employees according to their performances through appraisals. They provide job transfer within the company and go according to their business plans when it comes to recruiting candidates, following a systematic recruiting process, taking general tests for new candidates and case study tests for top level jobs, using panel interview and then carrying out background tests to verify candidate information. Use HRMS software for employee database which makes it easier to get information and appraisals are carried out end of the year which are also saved in this software. They provide employees leave of 20 days, when an employee wants to leave they use exit interview to find out why a candidate is willing to leave and improve on their problems. But we had also noticed some problems with their HR processes which they should consider and should look to clear out. They focus too much on internal recruiting rather than external which might create a gap between the jobs and external recruiting might allow them to get employees with new ideas for the organization to progress and have a competitive advantage in maintaining customer relation. Orientation training might not be the most effective form of training for Al-Baraka, instead should use other forms such as on job training where an employee should observe how their job is supposed to be carried out according to their job description so that employees have a clear view of regarding the 'Do's and Don'ts' of the organization. Al Baraka uses 'Bell Curve' in their appraisal method which is not a best technique to be implemented as it does not perceive level of fairness and the well-deserved employees might be left out of contention for rewards. Employee does not get any special bonus on not availing leaves apart from the compulsory 15 days as per state bank laws, rewarding for such practice might improve turnover ratio. Other issues such as taking long time for carrying out background verification, quality of tests for recruiting candidates and limited online advertisement should be thought about, HR should also play a role of staff manager to handle any department issues and align employees with business strategies, have to be given a thought so that Al-Baraka does not face any issue in the long run and have employees follow goals of the organization and provide better customer relations
How do you help motivate your employees?
What sources are considered in your Organizations hiring process?
What recruitment criteria are considered in your Organizations hiring process?
How do you'll retain your key employees?
How do your`l plan on your annual increments?
What are the procedures carried out for resigning staff?
How do you take disciplinary actions against employees who fail to meet their objectives or negligent to meet their responsibilities?
How your HR Department contributes in the growth and satisfaction of the employees?
How do you protect the intellectual property of the organizations?
Do you play the role of staff manager when it comes to assist other department's employers?
How Strategic Human Resource Management is playing important role in today's world?
Does your department use any kind of computerized system to keep and record employee's information?
When there is any vacancy in any department; do you prefer internal pool of candidates or external sources?
Do you consider online recruitment and how effective is it?
Do you use background investigation and Reference checks before giving job to a candidate?
What type of training do you give to newly inducted employees?
What type of selection tests does your company carry out for gathering a pool of possible candidate for the job?
How do you forecast company's personnel needs?
How do you advertise for job vacancies?
What type of appraisal methods are being used in your organization?
What are retirement plans for your employees?
If any task is being given to an employee, so do you check the whether it is being performed on time or not?
What are your leave policies?
Do you reward employees if they have zero leaves in a year?
What is the over-time policy for employees?
Do you provide payments for further education of your employees?
Is there any contract for newly hired employees?