project on human resource

8/9/2019 Project on Human Resource

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Human Resource Management

GROUP: 3

Section: B

Submitted to:

Prof. Shakoor Razvi

Submitted by:

Waseem Azam L1F08MBAM2141

Zuhair Qadir L1F08MBAM2059

Rana Mohsin Saeed L1F08MBAM2046

Muhammad Asad L1F08MBAM2062

Date: 02-06-2009

University of central Punjab


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Contents

Mission .................................................................................................................................................... 5

Vision ...................................................................................................................................................... 5

Strategy ................................................................................................................................................... 6

History ..................................................................................................................................................... 6

Head Office.............................................................................................................................................. 6

Location................................................................................................................................................... 6

Organization ............................................................................................................................................ 7

Functions ............................................................................................................................................. 7

Term of office of the Commissioners.................................................................................................... 7

Committees of the Board ..................................................................................................................... 8

International organizational securities commission ............................... ....................... ........................ 8

Human Resource Department:............................................................................................................... 11

hr department chart: ......................................................................................................................... 11

Objective: .......................................................................................................................................... 12

Recruitment ....................................................................................................................................... 12

Performance Appraisal....................................................................................................................... 12

Compensation Management ........................... ............................. ...................... ................................ 12

Career Management .......................................................................................................................... 12

HR Policies and Procedures ................................................................................................................ 13

HR Automation .................................................................................................................................. 13

Training wing ..................................................................................................................................... 13

Objective ........................................................................................................................................... 13

Functional profile .............................. ........................ ............................. .............................. .............. 13

Personnel needs .................................................................................................................................... 13

HIRING OF PERSONNEL .......................................................................................................................... 14

ATTRACTING CANDIDATES ..................................................................................................................... 14

Media Advertisement ........................................................................................................................ 14

Benefits of print media: .......................................... ................................ ...................... .................... 14


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Method for collection of job information .......................... ................................ ...................... ........... 15

Job Description ...................................................................................................................................... 15

JOB SPECIFICATION ................................................................................................................................ 17

Application form .................................................................................................................................... 19

SCREENING / SHORT LISTING THE APPLICANTS ...................................................................................... 26

ISSUANCE OF CALL LETTERS ................................................................................................................... 27

Test validation ....................................................................................................................................... 27

Content Validation: ............................................................................................................................ 27

Interviewing .......................................................................................................................................... 28

Why they use interview method ........................................................................................................ 29

Orientation PROCESS ............................................................................................................................. 29

Check List........................................................................................................................................... 32

Training and Development: .......................... ................................ ...................... ................................ .... 32

Training: ............................................................................................................................................ 32

Development: .................................................................................................................................... 32

PROBATION: .......................................................................................................................................... 33

After termination of probation period: .............................................................................................. 34

Probation form ...................................................................................................................................... 34

Performance Appraisal .......................................................................................................................... 36

STEPS IN APPRAISING PEFORMNACE; .......................... ................................ ...................... ................. 36

PERFORMANCE APPRAISAL METHODS USDE BY THE Secp ....................................................... ........... 36

COMPENSATION: ................................................................................................................................... 36

Effective recruiting ................................................................................................................................ 37

Advertising Your Company ................................................................................................................. 37

Job Requirements .............................................................................................................................. 37

Compensation ................................................................................................................................... 37

Benefits & Incentives ......................................................................................................................... 38

Contact Information........................................................................................................................... 38

Health facilities: ..................................................................................................................................... 38

2. Hospitalization. .......................................................................................................................... 39

3. Treatment after discharge from hospitalization. ........................... .......................... .................... 39

4. Treatment for prolonged illness. ................................................................................................ 39


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5. Medical insurance ...................................................................................................................... 39

6. Family. ....................................................................................................................................... 39

Employee Relations ............................................................................................................................... 39

Suggestions ........................................................................................................................................... 40


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MR. SALMAN SIDDIQUECHAIRMAN SECURITIES AND EXCHANGE POLICY BOARD

SECRETARY

FINANCE DIVISION

Q-Block, Pak Secretariat Islamabad.Tel: (Off.) 051-9202373, 9203424 (Res.) 051-9211808

Fax: 051-201857

Mission

To develop a fair, efficient and transparent regulatory framework, based on international

legal standards and best practices, for the protection of investors and mitigation of

systemic risk aimed at fostering growth of a robust corporate sector and broad based

capital market in Pakistan.

Vision

The development of modern and efficient corporate sector and capital market, based on

sound regulatory principles, that provides impetus for high economic growth and foster

social harmony in the Country.


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Strategy

To develop an efficient and dynamic regulatory body that fosters principles of good

governance in the corporate sector, ensures proper risk management procedures in the

capital market, and protects investors through responsive policy measures and effective

enforcement practices.

History

The Securities and Exchange Commission of Pakistan was created to succeed the

Corporate Law Authority, which was an attached Department of the Ministry of Finance.The process of restructuring the Authority was initiated in 1997 under the Capital Market

Development Plan of the Asian Development Bank (ADB). A Securities and Exchange

Commission of Pakistan Act was passed by the Parliament and promulgated in

December 1997. In pursuance of this Act, the Securities and Exchange Commission of

Pakistan, having autonomous status, became operational on January 1 1999. The Act

gave the organization the administrative authority and financial independence to carry

out the reform program of Pakistans capital market with the assistance of the Asian

Development Bank (ADB).

Head Office

The head office of the Commission shall be in Islamabad. The Commission may

establish and close down offices at such other places in Pakistan as it considers

necessary.

Location

The Commission's main office is in the Blue Area in Islamabad.Securities and Exchange Commission of Pakistan

National Insurance Corporation Building,

Jinnah Avenue,

Islamabad-44000,Pakistan

Telephone: 92-51-9207091 (3 lines)

Fax: 92-51-9204915


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Email (General Information): [email protected]

SECP office in Karachi is on: 4th floor State Life Building 2, Ibrahim Ismail Chundrigar Road

Karachi Pakista

Organization

Securities and Exchange Commission of Pakistan (SEC) established under the

Securities and Exchange Commission of Pakistan Act 1997 was operational zed as a

body Corporate on 1st January 1999. SEC replaced Corporate Law Authority, the

former corporate regulatory body. It has been vested with adequate operational,

administrative and financial autonomy.

The SECs head office is at the Federal Capital, Islamabad and it has eight regional

offices (Company Registration Offices), one at Federal Capital, four at provincial

Capitals and three in other major cities i.e. Multan, Faisalabad and Sukkur. The SEC

has been organized into following Divisions:

Company Law Administration Division

Securities Division;

Enforcement & Monitoring Division;

Specialized Companies Division;

Insurance Division; and

Support Services Division

Functions

SECs main functions include; regulation of securities market and related institutions like

Central Depository Company (CDC), Credit Rating Companies and Modarabas (funds

operating on the basis of Islamic economic principles); Administration of the Company

Law; regulation of non-banking finance companies like leasing companies, investment

banks and mutual funds and regulations of insurance business.

One of the important functions of the SEC is incorporation/registration of companies.

This task has been entrusted to the Company Law Administration Division which has its

field offices known as Company Registration Offices (CROs) for the purpose of

incorporation / registration of different type of companies.

Term of office of the Commissioners


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Not less than three of the Commissioners (excluding the Chairman) first appointed

under this Act, to be selected at random ballot in accordance with such procedure as

may be approved by the Board (the Term A Commissioners) shall hold office for a

term of two years, shall retire on the expiration of that term and may be re-appointed for

a further term of three years. The Commissioners, other than the Term A

Commissioners (including the Chairman, the Term B Commissioners) shall hold office

for a term of three years, shall retire on the expiration of that term and may be re-

appointed for a further term of three years. (2) At the end of each term, (initial or further)

or at the end of the cumulative period of five years, in the case of the Term A

Commissioners, or six years, in the case of the Term B Commissioners, as provided for

under sub-section (1), the relevant number of Commissioners shall cease to hold office

and any

vacancy thus arising shall in each case be filled by the appointment of the requisite

number of qualified persons as Commissioners, each for a term of three years reckoned

from the date the vacancy being filled occurred.

Committees of the Board

The Board may constitute such number of its committees as it considers necessary or

expedient to assist it in the performance of its functions under this Act.

A committee constituted under this section shall act in accordance with the regulations

made by the Board.

Except as otherwise provided in the regulations made by the Board, the meetings of a

committee shall be held at such times and places as the chairman of the committee

may determine.

Substituted by S & E Commission of Pakistan (Amend) Ord., 2000

Substituted by S & E Commission of Pakistan (Amend) Ord., 2000

Inserted by S & E Commission of Pakistan (Amend) Ord., 2000

Substituted by S & E Commission of Pakistan (Amend) Ord

.,2000

Inserted by S & E Commission of Pakistan (Amend) Ord., 2000

International organizational securities commission

The SECP has been playing an active role in the activities of International Organization

of Securities Commissions (IOSCO). The member agencies currently assembled


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together in the IOSCO have resolved, through its permanent structures: Presently, the

SECP is a member of the Emerging Markets Committee (EMC), member of the EMC

Advisory Board, chair of Working Group-3 (WG3) of EMC on financial

intermediaries, member of EMCs Working Group-2 on regulation of secondary markets,

and member of Technical Committee and Standing Committee on financial

intermediaries. As the chair of WG3, the SECP has successfully completed its work on

the mandate of Cross-Border Activities of Financial Intermediaries in Emerging

Markets. In this regard, the SECP prepared a survey report based on responses of

more than twenty jurisdictions from emerging markets. The report focused on major

impediments to cross border trading, the regulatory treatment of such trading and cross

border co-operation and information sharing mechanism between jurisdictions.


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Human Resource Department:

The Human Resource (HR) Department is headed by the Director. The HR Department

is responsible for various activities that include manpower planning, recruitment and

selection, developing HR policies and procedures, managing employee benefits and

compensation, coordinating with other departments in connection with staff

development and processing employee promotions, transfers, retirements and

dismissals.

hr department chart:

ExecutiveDirector

JointDirector

DeputyDirector

AssistantDirector

JointExecutive

Operatives

16

JointExecutive

JointExecutive

AssistantDirector

Director


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As shown in above hierarchy Chart Human Resource Department is headed by

Executive Director, then there is a Director, Then Joint Director, Deputy Director, Two

Assistant Directors, three Joint Executive, sixteen Operatives. There are total 25

employees in Hr Department of SECP Lahr.

Objective:

To improve the productive contribution of human resources in ways which are

strategically, ethically and socially responsible?

Recruitment

The Human Resource (HR) Department keeps an eye on the HR needs of the SECP

and recruits suitable applicants to fill those needs. The process starts from the

placement of advertisement to market the organization and the post to potential

candidates. The applications so received are screened and candidates selected through

a transparent selection process.

Performance Appraisal

Performance appraisal is a critical activity of the HR Department. For the purpose,

performance standards are established based on goals agreed between the appraisee

and his/her supervisor. The HR Department uses the information gathered through

performance appraisals to evaluate the success of recruitment, selection, orientation,

placement, training and other activities.

Compensation ManagementThe HR Department ensures that compensation levels are competitive and all

employees are compensated fairly in terms of salaries and other fringe benefits.

Career Management

The HR department is involved in career management of its employees. This is helpful

in meeting internal staffing requirements, reducing turnover, and tapping employees

potential. To achieve this purpose, the HR department is involved in career counseling,

promotions, transfers, rotations, and goal setting etc. which motivates employees to

grow and develop.


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HR Policies and Procedures

The HR Department is responsible for formulation and implementation of policies and

procedures that further the organizations competitive advantage and helps in achieving

organizational objectives.

HR Automation

The HR department, in coordination with Information Systems & Technology

Department, keeps improving upon the human resources information system (HRIS),

Online CV Submission System and Leave Management System.

Training wing

The Training Wing is headed by the Director. It undertakes necessary activities for

capacity building of the SECPs employees. These activities are aimed at enhancing the

productivity of employees, equipping them with new skills, knowledge and abilities,ensuring their continued usefulness to the organization and meeting their personal

desires for advancement.

Objective

To develop SECPs human resources through customized and need-based capacity

building programs.

Functional profile

The Training Wing is concerned with conducting training need analysis, seeking

nominations, processing local and foreign training programs, and arranging customized

training programs. It also processes the internships of fresh graduates in the SECP.

Personnel needs

There is no proper method in the SECP for developing the personnel needs but they

create the assumption. They use the junior executive scheme trough which every year

they hired the fresh graduates and then train them and rotate them in the different

departments and in which he perform well hired in that department.


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The Commission may create permanent posts from time to time and may also create

temporary posts within the budget provision for a period not exceeding six months.

HIRING OF PERSONNEL

The job requirements and specifications for a position (e.g., minimum

qualification, experience and other requirements related to the job position) are

defined in the relevant Job Descriptions.

The requirement for hiring of the employees is identified by the concerned

departmental head. The request for new hiring is communicated to HR

Department through Personnel Requisition form (duly recommended by the

concerned Commissioner).

The Director Human Resources reviews and assesses the legitimacy and validity

of the new hiring and makes recommendations for the new hiring . The requisition

is then forwarded to the Chairman for the final approval through the

Commissioner (SSD).

ATTRACTING CANDIDATES

Media Advertisement

In case of media advertisements, the draft for advertisement is prepared with a tentative

date by the HR Department & forwarded to the advertising agency through PID (Press

Information Department) for publishing.

The draft shall be given to the agency for publishing after the approval of the

commissioner overseeing support services division.

Advertisement specifying the vacancies shall be published in minimum two

leading newspapers according to the nature of the post. The applicant may be

encouraged to apply online as per the standard requirement after going through

the SECP website. A notice of minimum ten days shall be given in the advertisement for the

submission of applications.

Benefits of print media:


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Newspapers and specialist media are frequently used. However they can be

expensive and it is therefore important to carefully consider the target audience.

For example, national newspapers will probably only be used for managerial,

professional or specialist jobs or where the local employment market is

particularly buoyant.

Specialist magazines/press can be specialist in terms of specific professions,

such as People Management or Computer Weekly or for particular groups of

people, such as the ethnic press. Using these types of publication can ensure

that the advertisement attracts those from within the profession/particular group.

Method for collection of job information

A variety of methods are used to collect information about jobs. None of them, however,

is perfect. In actual practice, therefore, a combination of several methods is used for

obtaining job analysis data. These are discussed below. And the methods used for

collection of job analysis in the security and Exchange commission of Pakistan are,

Interviewing

Questionnaire

Personnel Observation

Job Description

A job description is a list of the general tasks, or functions, and responsibilities of aposition. Typically, it also includes to whom the position reports, specifications such as

the qualifications needed by the person in the job, salary range for the position, etc . In

SECP a job description is usually developed by conducting a job analysis, which

includes examining the tasks and sequences of tasks necessary to perform the job. The

analysis looks at the areas of knowledge and skills needed by the job .

The SECP use the following job description form the outside candidate, middle

management, and for low pay scale jobs.

According to the SECP Act 1997 Promotion to a higher post shall be made on therecommendations of the designated promotion committee.

Only such persons as possess the qualifications and meet the conditions for the

purpose of promotion, as determined by the Commission shall be considered by the

promotion committee.


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Purpose of the following job description is to provide the clearly define the job duties to

the candidate. It include the job title, report to, report him, responsibilities etc. When it is

completed reviewed by the concerned dept. manager and approved by the HR manager

and then posted for further procedure.

SECPJob Description Form

Division/Department:__________________________________

Location:______________________________

Job title:_________________________________

Reports to:________________________

Title:______________________

Scale:________________ Type of position: Full-time Part-time

Working hours:____________

General

Description:_____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Work experience

requirements:____________________________________________________________________________________________________________________________________________________________

Education

Requirements:________________________________________________________________________________________________________________________________

Reviewed by:______________________

Title:__________________________


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Approved by:_________________________

Title:_________________________

Date posted:____________________

Date hired:______________________

JOB SPECIFICATION

Derived from job analysis, it is a statement of employee characteristics and

qualifications required for satisfactory performance of defined duties and tasks

comprising a specific job or function.

The SECP Attract the candidate through the print media and the clearly define the

characteristics that must be need to perform the job. According to SECP Act 1997 A

candidates for appointment must be in good mental and bodily health and free from any

physical defect likely to interfere with the discharge of his duty. Shall be made purely on

merit.

SECPJob SPECIFICATIONS Form

Job Title:____________________________

Division/Department:__________________________

Reports To:___________________________

Scale:_______________________________

Location:___________________________

Must be Citizen of Pakistan


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QUALIFICATIONs

Education:__________________________

minimum necessary to perform job satisfactorily

Work experience:______________________________

Knowledge:_________________________________________________________

__________________________________________________________________

_____________________________________________________________

Skills:

__________________________________________________________________

__________________________________________________________________

Abilities:___________________________________________________________

_________________________________________________________________

Physical

demands:___________________________________________________________

_________________________________________________________________

Work

environment:______________________________________________________

SUPERVISORY

RESPONSIBILITIES:____________________________________________________

_________________________________________________________________

_________________________________________________________________

______________________Completed By:______________________ Completed Date:________________

Reviewed By: _______________________ Review Date:__________________

Approved By:________________________

Approved Date:_______________________


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Employee Name:______________________

Signature:____________________________

Application form

Application form of the SECP includes the employees personnel information and its

Employment background, training information and includes the reason for leaving the

organization. Ensure the employee; I can confirm that to the best of my knowledge the

following information is correct. Also take the signature of the of employees on this

page.

HRM-

Secp

APPLICATION FORM Form No.____________

CONFIDENTIAL

EMPLOYMENT APPLICATION FORM

FOR THEPOSTOF _______________________

Name: __________________________ Fathers/Husbands Name: ____________________

Present Address:______________________________________________________________

______________________________________________________________


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Permanent Address:_____________________________________________________________

_____________________________________________________________

Telephone. Residence:Office:

TOBE FILLED IN BY HUMAN RESOURCE FUNCTION

Action:

Reference from:

Issue Interview letter ( )

S.No: ________________

Issue Regret Letter ( )

Post Applied: _____________

_______________________

Head of HR Function


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National Identity Card

No.

- -

PhotographDate of Birth:_________________ Nationality:__________________

Place of Birth/Domicile__________ Single ( ) Married ( )Other_______

Male ( ) Female ( ) Notice period required:___________

Dependants ( if any)

Name: Relationship with Applicant:

_________________________ ________________________________

_________________________ ________________________________

_________________________ ________________________________

_________________________ ________________________________

ACADEMIC/PROFESSIONAL QUALIFICATION (last qualification first)Name of Institution Year Certificate/Degree Grade/Division


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Membership of professional bodies:

1._____________________________________________________________________________

2._____________________________________________________________________________

LANGUAGES:Spoken Written Read

Excellent Good Fair Excellent Good Fair Excellent Good Fair

Hobbies:

1._____________________________________________________________________________

2._____________________________________________________________________________

PRESENT/MOST RECENT EMPLOYMENT

Company Name:_________________________________________________________________________

Address:_________________________________________________________________________________________

________________________________________________________________________________

Present/Most Recent Position: _____________ Salary & benefits:

Gross Salary: ________________________________


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Position (at the time of joining): ____________

Date of Joining :_____________________

Bonus: ________________________________

L.F.A: ________________________________

Car: ________________________________

Others: ________________________________

PREVIOUS EMPLOYMENT (last employment first) OTHER THAN ABOVE.

Company Name & Address From ToPosition

heldLast gross salary

Reason for

leaving

1.

2.

3.

4.

Expected Salary & Allowances/Benefits:____________________________________

Details of Training or

apprenticeshipFrom To

Certificate/Diploma if

anyCompany or Institute

1

2.

3.

4.


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Have you ever applied to SECP for any position before this? Yes No

If yes, for which position (s): _______________________________________________________________

Date of Application(s): _________________________________________________________________

Outcome of the Application: ______________________________________________________________

HEALTHMention any disability, serious illness or operation which you have had

Do you have any defect in any of the following:

Sight Yes ( ) No ( )

Hearing: Yes ( ) No ( )

Speech: Yes ( ) No ( )

Have you ever been convicted in any criminal case? Yes ( ) No ( )

If yes, give details:_______________________________________________________________________________


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How do you see your self 5 years down the road? Discuss

briefly.__________________________________________________________________________________________

_________________________________________________________________________________________________

________________________________________________________________________

Summarize your personality in four to five lines?

_________________________________________________________________________________________________

_________________________________________________________________________________________________

________________________________________________________________

Briefly outline the factors that motivated you to apply for this position?

_________________________________________________________________________________________________

_________________________________________________________________________________________________

________________________________________________________________

Briefly analyze the relevance of your experience with the position applied for?

_________________________________________________________________________________________________

_________________________________________________________________________________________________

_________________________________________________________________

If you are hired for this position, what would be your expectations regarding the work environment & co-

workers?

.________________________________________________________________________________________________

_________________________________________________________________________________________________

__________________________________________________________________


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REFERENCES

Name and addresses of two References:1. Name ___________________________________ 2.Name_____________________________________

Address:__________________________________ Address: ____________________________________

__________________________________ _________________________

__________________________________ _________________________

Relation:__________ Phone: _______________ Relation:___________ Phone:________________

DECLARATION

I declare that the information given above is correct and that I have not withheld any information, which mayadversely affect my fitness for employment. I understand that in the event of my employment with thisOrganization, if it is found that any statement made by me is untrue, it shall be treated as an act subversive ofdiscipline of the Organization and will be sufficient cause for termination / dismissal.

Date:_________________

________________________

Signature

Name, address and telephone number of person to be

contacted in emergency: _________________________

__________________________

SCREENING / SHORT LISTING THE APPLICANTS

In case of applications invited online, computerized screening and short listing of the

applicants may be done. The screening / short listing criteria will generally fulfill thefollowing conditions:

Check all the requirements in the application form are being fulfilled .


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Check that all entries in the form are complete with the instructions given.

In case of applications, which are received in hard copy, manual data entry will

be made in online CV submission system by the HR Department.

The above screening procedures will also hold true for applications secured over

time with their record available on the commissions computerized database.

The resumes are scrutinized and short listed by the HR Department in

consultation with the Head of concerned Department, based on the requirements

of the position.

ISSUANCE OF CALL LETTERS

The call letters will be issued to the candidates as short listed by the screening / short

listing procedure.

Call letters may be sent through email. The interview/test call letters will be

issued giving a notice time of a week to the candidates to appear before the

selection committee. The candidates will be required to bring along their

certificates/ testimonial s on the day of interview.

In case where tests have been prescribed, HR department will organize tests .

HR department will prepare test materials taking necessary expert input internally

or externally and a final rating sheet of the candidates will be prepared by the HR

Department.

Test validation

Test validation is a procedure that demonstrates that a test is job-related and correlates

to on-the-job performance. And the SECP adopt the validation method and in the

validation they use the content validation for testing the employees.

Content Validation:

Is a procedure where the content of the job in question is analyzed, matched and

compared, (function by function) to the abilities measured by the test. This shows that

the test is related to the job. The Secp hire the professional trainer for training. He also

validates the test of the candidates and there is no hard and fast rule for validation of

test.


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Interviewing

The SECP used the panel interview that consists of the commissioner, executive

Director of concerned department. The interview method consists of asking questions to

both incumbents and supervisors in either an individual or a group setting.

The reasonbehind the use of this method is that job holders are most familiar with the job and can

supplement the information obtained through observation. Workers know the specific

duties of the job and supervisors are aware of the jobs relationship to the rest of the

organization.

The SECP interview the candidates to collect information about the candidate such as

The relevant selection committee (already constituted with the approval of commission)

will conduct interviews and assess the candidates.

Sr. No. Class of Employees (Pay Scale)Composition of selection

Committees

1. For Executive Directors and equivalent in CPS

10

Three Commissioners including the

commissioner of concerned

Division, Commissioner (SSD) and

any other Commissioner, available.

2. For Officers in CPS-9 Two Commissioners including the

Commissioner of concerned

Division, Commissioner (SSD) and

One Executive Director.

3. For Officers in CPS -5 to 8 Commissioner of the concerned

Division, an Executive Director and

Director (HR)

4. i) For officials in CPS 1 to 4 (at HQ)

ii) For officials in PS 1 to 4 (at CROs)

i) Executive Director concerned, any

Director and Director (HR)ii) Executive Director concerned, In

charge of the CRO concerned and

Director (HR)


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In case, if the commissioner is not available, the Executive Director of the

concerned department will represent.

Each member of the section committee assesses the candidates and gives their

comments and recommendations on rating sheet.

In case of senior positions e.g. Joint Director and above HR Department will

arrange second interview with the chairman. However, in case of Assistant

Director and Deputy Director, the department will prepare the minutes after panel

interview and forward them to the chairman for his assent.

After selection of the candidates, the Director Human Resources settles the

terms and conditions of the appointment with the selected candidates in the

consultation with the concerned Commissioner and Commissioner (SSD).

Why they use interview method

Allows the participant to describe what is meaningful or important to him or her

using his or her own words rather than being restricted to predetermined

categories; thus participants may feel more relaxed and candid.

Provides high credibility and face validity; results "ring true" to participants and

make intuitive sense to lay audiences

Allows evaluator to probe for more details and ensure that participants are

interpreting questions the way they were intended Interviewers have the flexibility to use their knowledge, expertise, and

interpersonal skills to explore interesting or unexpected ideas or themes raised

by participants

Sometimes no existing standardized questionnaires or outcome measures are

available that are appropriate for what your program is trying to accomplish

Orientation PROCESS

NAME:-

_______________________

EMPLOYEE ID:

________________________ DESIGNATION:__________________

DEPARTMENT:__________________DATE OF

JOINING:________________ DATE OF BIRTH:_________________


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QUALIFICATION:________________WORKEXPERIENCE:____________ CONTRACT: REGULAR:

Day /Date

ResourcePerson

Division /Department

Introduction with the Personnel / Senior Management of theDivisions & Presentation / Briefing by the designatedresource person / s from each Division/ Department / Wing,on various Departmental workings and responsibilities.

DAY

SupportServices

Division /HR Department& Introductionto allthree_______

Into. To HR Department

Introduction to SSD resources (FINANCE Dpt., IT Dpt. & ADMINDpt.) and respective Directors.Presentation by the HR Dpt. on the Introduction to SECP whichincludes the History of SECP, its Mission. Vision and strategy, the organgram and SECP divisions, and the role of HR in SECP.Along with the presentation the new recruits will be handed outwelcome kit that includes i.e. Fact Sheet, Employee handbook,Handbook receipt, Newsletter of the Commission).

ChairmansSecretariat /LegalDepartment

Introduction with the Executive Director (Law Dpt. and ChairmansSecretariat) , the Directors and All Officers

RESPECTIVEDEPARTMENTOF THE

EMPLOYEE

First Day (on the Day of Joining), after orientation with the SupportServices Division, the Individual is briefed about his / her respectiveDepartment / Division, accordingly, by the resource person.

IDAY

Company LawDivision(Enforcement

Executive Director (Company Law Division),

Enforcement Department I

Enforcement Department II

MIS Wing


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Dpt. /RegistrationDepartment)

Investigation & Compliance Wing

Registration & Licensing Wing

Briefing on the CROs (Khi, Lhr, Rwp, Mul, Sukkur, Peshawar,Quetta) and their role / objectives in the Commission by the resourceperson from the Reg. Department.

SpecializedCompaniesDivision ( AllWings in theNBFC Dpt)

NBFC (Non Banking Financial Company)

NBFC I

NBFC II

Mordarba

M & I

Specialized

CompaniesDivision(Insurance Dpt.)

Insurance

Life Insurance

Non Life Insurance

SecuritiesMarket Division( All Wings)

Registration & Inspection Wing & Investors Complaint Wing

Beneficial Ownership Wing & Monitoring & Surveillance Wing

Commodity Exchange Wing

Capital Issue Wing

Stock Exchange Wing

ProfessionalServices &Policy Division Policy Wing

Professional Services Wing

Endorsement

Hr representative Date:


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Check List

Employee ID given, Copy of Offer letter / Documents/ Exp Letters &

Photographs and all records on file with database updated

Announcement through Office Order/email

Introductory presentation on SECP with its mission Statement and

Objectives

Extract of the Service Manual which includes reporting hierarchy andsupervisory Structure, Grievance procedures, Leave Policy

(Attendance and absences)

Disciplinary procedures, Dress code, Work ethics and etiquettes etc.

Welcome kit (Fact Sheet, Employee handbook, Handbook receipt /

acknowledgment form, Induction review form, job description,

Stationery form / Accounts Form/ IT Form, Newsletter of the

Commission)

Arrangements for the workstation, PC, telephone ext, lunch through

relevant departments.

Training and Development:

Training:

It is a learning process that involves the acquisition of knowledge, sharpening of skills,

concepts, rules, or changing of attitudes and behaviors to enhance the performance of

employees. The SECP follows the on the job training method. They hire the

professional trainer that trains the employees.

Development:

The enhancement of the skills, knowledge, and experience of employees with the

purpose of improving performance. Employee development, unlike personal

development, is usually coordinated by the employing organization. It can use a variety

Director hr Date:


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of training methods, and is usually conducted on a planned basis, perhaps as a result of

a performance appraisal.

They develop their employees by rotating them in different departments in order to

enhance their performance. And the employee how performs well in any department

and he has been hired in that department.

The purpose of orientation is ensuring that employees know what to do and how to

do.

Orientation helps employees in these ways:

Employees feel welcome and ease in organization.

Employees understand the organization.

Employees able to know what expectation organization have from them.

Employees learn from group of people in society

.

There are five steps in training process:

Needs analysis

Instructional design

Validation

Implement the program

Evaluation

The SECP have a specific program for training employees name as

MDP(management development program)

They hire group of five professional trainers to train the employees for a specific

period after their needs analysis. They develop their behavior and attitude to

perform better in their job. This program is adopted for whole commission and

there is a revise session of training in every year.

PROBATION:In a workplace setting, probation is a status given to new employees of a company or

business. This status allows a supervisor or other company manager to closely evaluate

the progress and skills of the newly hired worker, determine appropriate assignments

and monitor other aspects of the employee such as how he/she interacts with co-

workers, supervisors and/or customers.


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A probationary period varies widely depending on the business, but usually lasts

anywhere from 30 to 90 days.

In SECP the successful candidate is initially placed on probation for 6 months. On

completion of probation, HR Department asks for report from the departmental head ofthe relevant employee, who gives his Comments/recommendations on the performance,

suitability and conduct of the employee. In case of satisfactory performance, the

probation period of the employee is terminated with the approval of the competent

authority.

After termination of probation period:

In Case of the dissatisfactory employees According to the SECP Act 1997;

the services of an employee may be terminated for any reason, other thanmisconduct, by giving him one month notice or pay in lieu thereof;

the period of notice shall commence from the date of issuance of such notice;

the Commission may terminate or dispense with the services of a bonded

employee without assigning any reason:

Provided further that no bonded employee shall be allowed to resign or leave the

service while on training abroad without payment of all the expenses.

Probation form

Department:_________________________

Manager:___________________________

Date: _________________________

Employee:___________________________

The above-named employees probationary period (6 months) will end on _______________.

Above Average Average Less than satisfactory Unacceptable

SECPProbation Form


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Job Knowledge [ ] [ ] [ ] [ ]

Comments:

__________________________________________________________________________________________________________________________________Initiative [ ] [ ] [ ] [ ]

Comments:______________________________________________________________________________________________________________Communication Skills [ ] [ ] [ ] [ ]

Comments:__________________________________________________________________________________________________________________________________Dependability [ ] [ ] [ ] [ ]

Comments:____________________________________________________________________________________________________________________________________

WorkO

rganization [ ] [ ] [ ] [ ]

Comments:___________________________________________________________________________________________________________________________________Decision Making [ ] [ ] [ ] [ ]

Comments:___________________________________________________________________________________________________________________________________EmployeesOverall Evaluation[ ] [ ] [ ] [ ]

Comments:___________________________________________________________________

______________________________________________________________________

Please answer either question one or two:

1.Do you wish to retain this employee? Yes [ ] No [ ]

Comments/Supporting Information:______________________________________________________________________________________________________________________________________________________Department Head Date:

______________________________________________________________________________________My supervisor has met with me to discuss my performance. (Attach page with additional

Comments, if necessary)_____________________________________________________

Employee Date:______________________________________

Please complete and return this form to Human Resources no later than:_______________


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Date: ___________________

Performance AppraisalMeans setting work standards, assessing performance and providing feedback to

employees to motivate, correct and continue their performance.

STEPS IN APPRAISING PEFORMNACE;

Defining the job

Appraising performance

Providing feed back

PERFORMANCE APPRAISAL METHODS USDE BY THE Secp

Alternation ranking method :

SECP rank employees from best to worst on particular trait,first they choose highest

then lowest until all the employees has been ranked.

Paired comparison method:

SECP also use paired comparison method for performance appraisal in which they

make all possible pairs of the employees for each trait and indicate that who is the

best employee of the pair.

COMPENSATION:Pay rates are established on the basis of CPS(commission pay scale) because

Autonomous body and there is no any competitors through which the organization

compare its pay rates.

SECP is using competency base pay rates, if the performance of employees is goodthen he is offered 15% increment on, CPS, and if performance is very good , he is

offered 25% increment and on excellent performance the employee is offered 35%

increment. On CPS SECP is


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using competency base pay in order to enhance the performance of his employees and

motivate them to work more efficiently and effectively

The SECP using organization wide incentives programs and it offer their employees

the performance based bounces, extra work bounces, allowances honorarium,

additional pay, cash awards and special allowances.

They have different incentive for their senior management such as:

y Vehicle facility

y House rent or allowances

y Free hotel facility while doing organization task

y Cell phone facility

SECP is offering different incentives and benefits in the form of :

y Over time premiumy Petrol facility

y Lunch facility

y Loan and advances

Effective recruiting

Advertising Your Company

the more job seekers know about how great your company is, the more they'll want to

be employed and stay employed with you. Marketing SECP as well as your jobopenings is important. SECP attract the

candidates through the print media. To make the recruitment effective they must

advertised on the internet, colleges and in universities.

Job Requirements

For the effective recruitment the SECP make sure the education and skills of the

candidates according to the requirement of the job. Specifies the skills clearly in the jobspecification form. Clearly define the job description in a manner in which the

candidates easily understand the job and no doubt about the job entail.

Compensation

Always begin your advertisement by listing the minimum salary you're willing to pay to a


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person who might need 'on the job training' ranging to what you'd be willing to pay that

'perfect' person who has all the

experience and skills you're looking for. The SECP already providing the enough

compensation in the form of,

Medical Allowance

Provident Fund

Gratuity Fund.

Benefits & Incentives

Benefits and incentives are important for job seeker to consider on. So, always outline

your insurance plans, as most job seekers are looking for a long-term position. To make

the effective recruitment SECP providing the following benefits and incentives

Cash Award on the best performance Vehicle facility

House rent or allowances

Free hotel facility while doing organization task

Cell phone facility

Contact Information

You will miss out on hearing from ideal candidates by limiting the different ways one canapply for a position. The candidates who might not have access to a fax machine or the

ability to send an email from home may lose their opportunity to apply for the jobs. The

SECP check the references to make the effective recruitment in the application form

and they also check the previous employment record.

Health facilities:

According to the secp act 1997 & Service the following Facilities SECP given to thereemployees.

1. Medical allowance.All employees shall be paid medical allowance at the rate

of 10% of basic pay per month to meet usual expenses on account of medical

treatment for themselves and their families.


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1. 1-A Reimbursement of Medical Charges to Chairman and

Commissioners. The Chairman and Commissioners would be entitled to

reimbursement of all actual expenditures including the consultancy fee paid to

the doctor subject to the limit of 10% of their basic pay.]

2. Hospitalization.In addition to the medical allowance and reimbursement asdescribed in paras 1 and 1-A above, the Chairman, Commissioners and the

employees shall be entitled to reimbursement of hospitalization charges, for

themselves and their families as defined in Para 6 below. All such expenditure on

hospitalization shall be authorized by the Commission.

3. Treatment after discharge from hospitalization. The cost of medication,

tests and consultation fee in connection with the same illness, if it is part of

hospitalization of an employee or any member of his/her family discharged from

the hospital but require treatment as an outdoor patient, shall be reimbursable on

the authorization of a committee consisting of two Commissioners and an

Executive Director.

4. Treatment for prolonged illness. The cost of medication, tests and

consultation fee in connection with a prolonged illness of an employee, shall be

reimbursable as an outdoor patient on the recommendation of a committee

constituted by the Commission, aindicated in Para 3 of the secp act 1997.

5. Medical insurance.The Commission may get a medical insurance cover in duecourse and in that case the entitlement of medical allowance and hospitalization

shall be suitably amended. The details of such cover shall be notified by the

Commission from time to time.

6. Family. For the purpose of this chapter the term Family includes, spouse,

legitimate children, step-children, parents residing with and wholly dependent

upon the Chairman, a Commissioner or an employee. If he has no legitimate

child of his own or step-child, one adopted child; provided that under the personal

law of the employee concerned, the adoption is legally recognized as conferring

the status of a natural child and prior approval of the Commission is obtained.

Employee Relations


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Employee relationships involve the body of work concerned with maintaining employer-

employee relationships that contribute to satisfactory productivity, motivation, and

morale. Essentially,

Employee Relations is concerned with preventing and resolving problems involving

individuals who arise out of or affect work situations.

Advice is provided to supervisors on how to correct poor performance and employee

misconduct. In such instances, progressive discipline and regulatory and other

requirements must be considered in effecting disciplinary actions and in resolving

employee grievances and appeals. Information is provided to employees to promote a

better understanding of management's goals and policies. Information is also provided

to employees to assist them in correcting poor performance, on or off duty misconduct,

and/or to address personal issues that affect them in the workplace. Employees are

advised about applicable regulations, legislation, and bargaining agreements.

Employees are also advised about their grievance and appeal rights and discrimination

and whistleblower protections.

Suggestions SECP should use internet advertisement for hiring people.

They should use trend analysis method for forecast personnel needs.

Their job description is low oriented and they should make it flexible.

SECP test should be valid as well as reliable.

There should combination of three training methods:

Job instruction training method

ss

Audio Visual training method

Computer based training method

Every employee should be given uniform training.

Employee should be sent in foreign country for getting proper training.

SECP should secure future of its employees by hiring them on permanent basis.