3. RECRUITMENT & SELECTION PROCESS
4.1 TRAINING OBJECTIVES
The broad objectives of the training should be to: Match the training with specific job assignments.
Enable the successful trainees to acquire and apply the training lessons in their
Specify the criteria for acceptable performance;
cit target behavior (acceptable performance) from the trainees. Promote continuous employee performance improvement.
long learning.
Provide an environment that fosters learning and encourages employee
Provide learning experiences that facilitate the improvement of employee reasoning, confidence, judgment, and self-esteem.
Cultivate a work culture that provides a balance between organizational goals and personal development.
Employee Training and Development Strategies
In an effort to serve employees better and to develop them for the upcoming roles at
Page 39 of 83
TRAINING & DEVELOPMENT
AHL is determined to take employee training and development as a continuous process that eventually will result in performing the employees best at the jobs entrusted to them.
Enable the successful trainees to acquire and apply the training lessons in their
cit target behavior (acceptable performance) from the trainees.
Provide an environment that fosters learning and encourages employee
eriences that facilitate the improvement of employee
Cultivate a work culture that provides a balance between organizational goals
Employee Training and Development Strategies
• Assess employee training and development needs regularly, in an effort to
improve employee performance.
• Provide employees with a reasonable number of eq
training and development opportunities.
The objective to assist supervisors and managers lies in the following area To assist managers and supervisors to:
• Participate in performance management processes that are collaborative with
your employees, and result in "no surprises" for either of you.
• Develop and manage a performance management process that includes annual
performance planning, employee development performance evaluation.
• Set clear employee performance goals that align with AHL vision, mission and
goals.
• Provide on-going performance feedback with adequate documentation
throughout the performance management cycle.
Understand and deal effectively with performance management related special circumstances, as they occur.
a. Objective
To help each individual, in the interest of the Company and himself, to do his present job more effectively and to help him equip himself for higher responsibility to reach his optimum potential.
b. Policy
Training is a line responsibility. Each manager is
adequate development opportunity to promote maximum growth in each of his
Assess employee training and development needs regularly, in an effort to improve employee performance.
Provide employees with a reasonable number of equitable and consistent training and development opportunities.
The objective to assist supervisors and managers lies in the following area To assist managers and supervisors to:
Participate in performance management processes that are collaborative with your employees, and result in "no surprises" for either of you.
Develop and manage a performance management process that includes annual performance planning, employee development, on-going feedback and performance evaluation.
Set clear employee performance goals that align with AHL vision, mission and
going performance feedback with adequate documentation throughout the performance management cycle.
and deal effectively with performance management related special circumstances, as they occur.
4.3 Training Policy
To help each individual, in the interest of the Company and himself, to do his present job more effectively and to help him equip himself for higher responsibility to reach his
Training is a line responsibility. Each manager is fully responsible for providing adequate development opportunity to promote maximum growth in each of his
Page 40 of 83 Assess employee training and development needs regularly, in an effort to
uitable and consistent
The objective to assist supervisors and managers lies in the following area
Participate in performance management processes that are collaborative with your employees, and result in "no surprises" for either of you.
Develop and manage a performance management process that includes annual going feedback and
Set clear employee performance goals that align with AHL vision, mission and
going performance feedback with adequate documentation
and deal effectively with performance management related special
To help each individual, in the interest of the Company and himself, to do his present job more effectively and to help him equip himself for higher responsibility to reach his
fully responsible for providing adequate development opportunity to promote maximum growth in each of his
subordinates. A Manager’s contribution in this respect is an important consideration in his own appraisal by his superior. Each General Manager mus
participate in fulfilling the training needs of his subordinates with particular attention to;
• Systematically determining training needs for each subordinate. • Setting his training objectives and plans to achieve them
• Monitoring the implementation of these plans
• Evaluating the effects and usefulness of the training being given with a view to, if necessary modify the training plans.
• Motivating subordinates to improve performance and to make full use to training. • Following above, each CEO is responsible for effective training in his unit. i. Formal training courses, both inside and out side the company, should only be a
part of a Manager’s over all plan for the development of his subordinates. Informal day to day on the jo
important part of a Manager’s responsibility in training.
ii. Corporate HR department has an advisory role in providing Line Managers whatever advice / assistance they may require. In particular, opportunities wil be provided to line Managers for improving their Training Skills.
iii. Formal training should be in the form of in
as possible.
c. Implementation
This policy shall be implemented by the following four main activities.
1. Each Manager shall review the development needs of his subordinates
constantly but more specifically at the time of annual appraisals when the development plans of a subordinate should be agreed with him. The CEO concerned shall be actively involved in the
motivate his subordinates to make full use of the training being provided.
2. Each Manager shall constantly monitor the effectiveness of training being
given and shall provide feedback to Corporate HR Department.
subordinates. A Manager’s contribution in this respect is an important consideration in his own appraisal by his superior. Each General Manager must personally actively participate in fulfilling the training needs of his subordinates with particular attention to;
Systematically determining training needs for each subordinate. Setting his training objectives and plans to achieve them
Monitoring the implementation of these plans
Evaluating the effects and usefulness of the training being given with a view to, if necessary modify the training plans.
Motivating subordinates to improve performance and to make full use to training. ing above, each CEO is responsible for effective training in his unit. Formal training courses, both inside and out side the company, should only be a
part of a Manager’s over all plan for the development of his subordinates. Informal day to day on the job coaching must be regarded as the most important part of a Manager’s responsibility in training.
Corporate HR department has an advisory role in providing Line Managers whatever advice / assistance they may require. In particular, opportunities wil be provided to line Managers for improving their Training Skills.
Formal training should be in the form of in-company courses /seminars as far
This policy shall be implemented by the following four main activities.
Each Manager shall review the development needs of his subordinates constantly but more specifically at the time of annual appraisals when the development plans of a subordinate should be agreed with him. The CEO concerned shall be actively involved in the process. The Line Manager shall motivate his subordinates to make full use of the training being provided.
Each Manager shall constantly monitor the effectiveness of training being given and shall provide feedback to Corporate HR Department.
Page 41 of 83 subordinates. A Manager’s contribution in this respect is an important consideration in
t personally actively participate in fulfilling the training needs of his subordinates with particular attention to;
Systematically determining training needs for each subordinate.
Evaluating the effects and usefulness of the training being given with a view to, if
Motivating subordinates to improve performance and to make full use to training. ing above, each CEO is responsible for effective training in his unit. Formal training courses, both inside and out side the company, should only be a
part of a Manager’s over all plan for the development of his subordinates. b coaching must be regarded as the most
Corporate HR department has an advisory role in providing Line Managers whatever advice / assistance they may require. In particular, opportunities will be provided to line Managers for improving their Training Skills.
company courses /seminars as far
This policy shall be implemented by the following four main activities. Each Manager shall review the development needs of his subordinates constantly but more specifically at the time of annual appraisals when the development plans of a subordinate should be agreed with him. The CEO
process. The Line Manager shall motivate his subordinates to make full use of the training being provided.
Each Manager shall constantly monitor the effectiveness of training being given and shall provide feedback to Corporate HR Department.
3. If at any stage the Line Manager wishes to
so after agreement with his CEO and if Department.
4. Once a year all CEOs shall individually, formally review all aspects of
development activity in their
stage the Line Manager wishes to change the training plan he may so after agreement with his CEO and if necessary advice from Corporate
Once a year all CEOs shall individually, formally review all aspects of development activity in their units.
Page 42 of 83 change the training plan he may do necessary advice from Corporate HR
Performance Gap Identified Cost Benefit Analysis Training Report
4.4 TRAINING PROCESS
Report by Immediate Supervisor Training Need AssessmeGM's Approval Training Institute
Selection
Post Training Performance
Analysis of Pre and Post Training
Performance Page 43 of 83 Training Need Assessment Training Institute Selection Analysis of Pre and Post Training
4.5 STANDARD OPERATING PROCEDURES (SOPs)
RATIONAL FOR TRAINING
Any new employee is never familiar with the culture and working conditions of a new company, to make him feel at home
socialization is done during the induction stage employees is done also.
What if an employee is been working for some time and if he starts performing bad, there should be some measure for that and it is covered under training and
development.
Boss of every employee keeps a check on his performance and when he sees a continuous decline in his subordinate’s performance he can always identify a gap. the identification of that gap he extends a report to the
He also conducts a cost benefit analysis to determine the importance of skills lacked by the employee. He then takes this working to the GM who is the training approving authority. After training has been approved by GM it is now the responsibility of Executive HR to select the institution of training.
After employee is done with the training that ranges from 2 weeks to a month he is supposed to submit a report describing his training experience and how training has helped him overcome his shortcomings.
Now he is allowed to perform again normal working his performance is checked again.
see if the training has improved his skills or not.
STANDARD OPERATING PROCEDURES (SOPs)
RATIONAL FOR TRAINING & DEVELOPMENT
Any new employee is never familiar with the culture and working conditions of a new company, to make him feel at home socialization and training is important. At AHL socialization is done during the induction stage while some part of training for new
What if an employee is been working for some time and if he starts performing bad, some measure for that and it is covered under training and
Boss of every employee keeps a check on his performance and when he sees a continuous decline in his subordinate’s performance he can always identify a gap.
that gap he extends a report to the Manager HR, who identifies TNA. a cost benefit analysis to determine the importance of skills lacked by He then takes this working to the GM who is the training approving
raining has been approved by GM it is now the responsibility of Executive HR to select the institution of training.
After employee is done with the training that ranges from 2 weeks to a month he is supposed to submit a report describing his training experience and how training has
his shortcomings.
Now he is allowed to perform again normal working conditions and after a certain period his performance is checked again. Pre training and post training data is then matched to see if the training has improved his skills or not.
Page 44 of 83
STANDARD OPERATING PROCEDURES (SOPs) &
DEVELOPMENT
Any new employee is never familiar with the culture and working conditions of a new socialization and training is important. At AHL
while some part of training for new
What if an employee is been working for some time and if he starts performing bad, some measure for that and it is covered under training and
Boss of every employee keeps a check on his performance and when he sees a continuous decline in his subordinate’s performance he can always identify a gap. At
Manager HR, who identifies TNA. a cost benefit analysis to determine the importance of skills lacked by He then takes this working to the GM who is the training approving
raining has been approved by GM it is now the responsibility of
After employee is done with the training that ranges from 2 weeks to a month he is supposed to submit a report describing his training experience and how training has
conditions and after a certain period Pre training and post training data is then matched to
HUMAN RESOURCE HIERARCHY AT
Executive
Human
Resource
UMAN RESOURCE HIERARCHY AT AHL
G.M Human
Resource /
Administration
N.M Human
Resource
Manager
Human
Resource
Executive
Human
Resource
Page 45 of 83AHL
Executive
Human
Resource
Following are the staff work
and designation is described with their job descriptions.
Miss Asma
Manager Human Resource
Responsibilities:
1. Personal Loans
These are the kinds of loan extended to the employees by the AHL. These given against Provident Fund and are payable in installments.
2. Recruitment
She monitors all recruiting activities like:
i) Budget for recruitment
ii) Ad preparation
iii) Selection of Medium
3. Reports
She prepares the reports for Management Committee, Group
Whenever a meeting is commenced she takes notes of that and prepares a report later to be circulated among the concerning authorities.
4. H.R Information System
This system includes all work functions regarding H.R and her responsibili supervise all functions and to make a report for the National Manager.
Following are the staff working at AHL in Human Resource Department and designation is described with their job descriptions.
Human Resource
These are the kinds of loan extended to the employees by the AHL. These given against Provident Fund and are payable in installments.
She monitors all recruiting activities like:
Budget for recruitment
Selection of Medium
She prepares the reports for Management Committee, Group Executive Committee. Whenever a meeting is commenced she takes notes of that and prepares a report later to be circulated among the concerning authorities.
H.R Information System
This system includes all work functions regarding H.R and her responsibili supervise all functions and to make a report for the National Manager.
Page 46 of 83 ing at AHL in Human Resource Department. Their name
These are the kinds of loan extended to the employees by the AHL. These loans are
Executive Committee. Whenever a meeting is commenced she takes notes of that and prepares a report later
This system includes all work functions regarding H.R and her responsibility is to supervise all functions and to make a report for the National Manager.
SOPs & RATIONAL FOLLOWED BY MISS ASMA
Being Manager HR she is answerable to NM and GM
she has to make sure of many documents because it involves monetary issues.
an employee comes with a request to take loan against his provident fund following documents are important:
1. Employees Employment 2. Provident Fund Documents
She consults the matter with NM and with the approval by NM loan is awarded to the employee.
Designing of recruitment ad and budget determination is also her responsibility. After preparing ad within the budget limit the ad is shown to
with that then the recruitment ad is given through desired medium.
She maintains the record of management committee reports it is her responsibility to attend the meetings and make a report within a week and then she sends the c
that report to the CEO and the officials who have attended the meeting.
SOPs & RATIONAL FOLLOWED BY MISS ASMA
Being Manager HR she is answerable to NM and GM. While dealing in personal loans she has to make sure of many documents because it involves monetary issues.
an employee comes with a request to take loan against his provident fund following
Employment Record ent Fund Documents
She consults the matter with NM and with the approval by NM loan is awarded to the
Designing of recruitment ad and budget determination is also her responsibility. After preparing ad within the budget limit the ad is shown to NM and GM and if both agree with that then the recruitment ad is given through desired medium.
She maintains the record of management committee reports it is her responsibility to attend the meetings and make a report within a week and then she sends the c
that report to the CEO and the officials who have attended the meeting.
Page 47 of 83
SOPs & RATIONAL FOLLOWED BY MISS ASMA
While dealing in personal loans she has to make sure of many documents because it involves monetary issues. When an employee comes with a request to take loan against his provident fund following
She consults the matter with NM and with the approval by NM loan is awarded to the
Designing of recruitment ad and budget determination is also her responsibility. After NM and GM and if both agree
She maintains the record of management committee reports it is her responsibility to attend the meetings and make a report within a week and then she sends the copies of that report to the CEO and the officials who have attended the meeting.
Mr. Omer Akram
Executive Human Resource:
Responsibilities:
1. Insurance
Employees at AHL are insured in three dimensions:
i) Life Insurance
ii) Health Insurance
iii) Accidental Insurance
Insurance are covered by two different insurance companies
i) New Jubilee Life Insurance Company (covers Life & Health Insurance)
ii) Atlas Insurance (covers Accidental Insurance)
2. Job Descriptions:
He also maintains a data bank of all
updated as per the requirement of the jobs. Administration and H.R managers ar responsible for updating J.Ds
3. Training Need Assessment:
Immediate boss reports the performance of his subordinates at the t
appraisal. A list of employees needing any kind of training is generated with the