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Experience

HR Strategy and Organization Development

Since inception, the firm has engaged in comprehensive HR consulting mandates for organizations of various sizes across diverse sectors. The following profile is not intended to be an exhaustive list of assignments completed, projects consulted and/or clients engaged by PEOPLE™, but represents a select sample of illustrative experience listed by client and in random order.

  • Askari Commercial Bank Limited
  • Muslim Commercial Bank
  • Sui Northern Gas Pipelines Limited
  • Invest Capital
  • Meezan Bank Limited
  • Union Bank Limited
  • Pakistan Industrial Credit & Investment Corp. (PICIC)
  • UBL Fund Managers
  • AMZ Securities & Technologies Limited
  • United Bank Limited
  • Mercer Worldwide

Askari Commercial Bank Limited. (ACBL)

In 2006, PEOPLE™ engaged in a comprehensive organizational development and HR management mandate with Askari Commercial Bank Limited that led to the overall transformation of the Bank’s strategy going forward and organizational restructuring of its businesses accordingly. Key areas of PEOPLE’s mandate included:

  • Evaluation of all organizational and operational needs of the Bank
  • Building the business case for change with ACBL’s top management
  • Facilitation of a strategy conference in Bentota, Sri Lanka for consensus above
  • Re-structuring the business divisions of ACBL according to change management agenda
  • Compilation of a comprehensive Job Description Manual for all unique position in ACBL in light of the newly restructured organization
  • Performance management system and related training
  • Compensation policy design and realignment

Muslim Commercial Bank (MCB)

In 2003, PEOPLE™ engaged in a comprehensive human resource management initiative for Muslim Commercial Bank Limited. The assignment covered:

  • Evaluation of all human resource needs of the Bank
  • Review of existing policies and practices in effect at MCB
  • Comparison of the existing policies to other players in the sector
  • Proposal for alterations to the existing policies in light of the above findings and approval of MCB’s board for the same
  • Presentation of the approved policies in the form of a comprehensive HR manual
  • Job evaluation and design for MCB’s first and second layer of top management including Group Heads and Divisional Heads

Sui Northern Gas Pipelines Limited (SNGPL)

In 2003, PEOPLE™ was consulted for the organizational development initiative for Sui Northern Gas Pipelines Limited (SNGPL). The assignment included the various components as listed below. Over the last few years, PEOPLE™ has been providing services related to recruitment and placement of staff in a nationwide campaign for SNGPL. More recently, the firm was also consulted for conducting a comprehensive manpower study.

  • Facilitating a three-day strategy conference in Bhurban for the senior management towards identification of performance impediments and their solutions thereof
  • Completing a comprehensive HR Audit of the current policies, practices and systems
  • Benchmarking compensation to market and building equity in the performance evaluation and reward systems of SNGPL
  • Developing of job description documents for the top three layers of management in light of the restructured organization
  • Recommending and consolidating new practices and policies in the shape of a new Service Rules / HR Manual

Invest Capital

In 2002, PEOPLE™ provided an extensive advisory mandate for the development and institution of a comprehensive Human Resource management set up for Invest Capital and Securities Limited – a leading financial services and brokerage firm. The project included:

  • Definition and formulation of a set of People Management Principles
  • Recommendation for an organizational model most suited for the financial services business
  • Preparation of Job Description Documents / Position Profiles for each role in the organization
  • Formulation of a compensation policy and marking to market through a market survey, in order to make the compensation competitive.
  • Composition of a Performance Evaluation system, along modern concepts to achieve performance excellence
  • Compilation of all policies, practices and processes in form of a Staff Service Rules Manual in hard copy format as well as a soft format accessible on the desktops of all staff members countrywide.

Meezan Bank Limited

In 2002, PEOPLE™ advised Meezan Bank on the amalgamation process of HR practices, policies and systems for their acquisition of Societe Generale. The assignment included:

  • Preparation of Job Description Documents / Job Profiling
  • Evaluation and bench marking
  • Grading structure development
  • Compensation mechanism and quantum evaluation
  • Development of a comprehensive set of policies in the form of a HR Manual

Union Bank Limited (UBL)

In 2003, PEOPLE™ provided an assignment for professional support in strategy building for Union Bank Limited (UBL) with emphasis on the deliverables listed below. Over 100 top managers across the country participated in the process in six different strategy sessions.

  • Redefining the current role of HR as a key strategic partner in view of the proposed change initiatives
  • Formulating a comprehensive performance management mechanism
  • Aligning and benchmarking the bank’s current compensation policy
  • Corporate team building

Pakistan Industrial Credit & Investment Corp. (PICIC)

In 2002, PEOPLE™ conducted a human recourse management diagnostic research for Pakistan Industrial Credit & Investment Corporation (PICIC). Our advisory mandate resulted in the following:

  • Formulation of an appropriate HR management function for the PICIC group and service delivery of the same
  • Development and realignment of existing policies and practices
  • Recommendations to enhance the information management system
  • Transformation initiative for organizational development

UBL-Fund Managers

In 2005, PEOPLE™ engaged in a HR management mandate for UBL Fund Managers, a subsidiary and fund management company of UBL. The scope of the assignment included the following:

  • Complete job description documents for staff in first and second tiers of management
  • An equitable and competitive compensation policy
  • An effective performance management policy with transparent evaluation mechanism and related template
  • A comprehensive staff training and career development policy
  • Compilation of the above in a comprehensive HR manual

AMZ Securities & Technologies Limited

In 2004, PEOPLE™ got involved in an extensive advisory mandate for the development and set up of a comprehensive Human Resource Management System for AMZ Group – including their securities, technologies, and food business. The project included:

  • Recommendation for an organizational model most suited for the financial services, technologies, and food businesses
  • Preparation of Job Description Documents for each role in the organization
  • Formulation of a compensation policy and marking to market through a market survey, in order to make the compensation competitive
  • Creation of a Performance Evaluation system, along modern concepts to achieve performance excellence including a Variable Compensation / Bonus Policy
  • Compilation of all policies, practices and processes in form of a Staff Service Rules Manual in hard copy format as well as a soft format accessible on the desktops of all staff members countrywide

United Bank Limited (UBL)

PEOPLE™ designed and structured a variable compensation scheme for United Bank Limited (UBL) – Investment Banking Group. The new scheme was built upon an equitable and balanced approach which took into account individual performance factors as well as market movements.

Mercer Worldwide

PEOPLE™ conducted a market study on remuneration strategy and scales in the investment-banking sector on behalf of Akhtar & Hasan (Actuaries) - local representatives of Mercer Worldwide.