Examining The Strategic Performance Management Of Askari Standard bank LTD

Askari Bank Limited is one of the successful banking institutions working in Pakistan. The lender was designed in Pakistan on Oct 9th, 1991, as a general population limited company regarding to Company's Ordinance 1985 of Pakistan. It begins its procedure on April 1st, 1992, which is majorly engaged in the business of bank, as defined in the Banking Companies Ordinance, 1962. THE LENDER is posted with Karachi, Lahore and Islamabad Stock Exchanges. The bank has concentrated on growth through increasing service quality and better customer services, investment in up to date technology and human resources, through the use of its large branch network which include Islamic as well as Agricultural bank.

The agriculture unit is concentrating on growing business, and also achieved further refinement in back again office handling including credit initiation, procedures, risk management, based on the business dynamics and regulatory framework. On the other side Islamic Banking product opens the gates for Islamic bank solutions. With the objective to put in place a competent bank operating system supportive to economical justice and welfare of contemporary society in line with Islamic standards (Corporate website of Askri Loan provider, 2011).

The lender is providing for both consumer and corporate sectors of Pakistan. Consumer Bank division offers products and services mainly consist of personal finance, home loan finance, smart cash, Askari BANK CARDS (Master Credit card), auto money, Corporate Credit Cards, Zarai BANK CARDS and i-Net Banking (Internet Bank Service). And commercial division is offering different services to meet the unique business requirements and Investment Bank Group (CIBG) strives to meet their targets through provision of customized and relationship centered banking way (Corporate and business website of Askri Lender, 2011).

Corporate Public Responsibility is an integral part of the way we conduct business. To be able to fulfill our CSR aims, the bank try to promote general population interest by stimulating community growth and development through sponsoring sociable service events, sports, assisting education and environment and also add in socio-cultural activities (Commercial website of Askri Bank, 2011).

Set Performance Targets of Team to Meet Strategic Objectives

Performance Management

Human is the major source of any organization, and effective utilization of human learning resource and raise the performance and productivity of any corporation. So if management desires to learn about the development and performance of the organization, they can evaluate the effective utilization of its human resources (Riverside, 2011). And performance management is the technique of analyzing the effectiveness of human resource usage, where management analyzes how effectively the resources are allocated and implemented. And exactly what will be future type of action to enhance the performance so that business can achieve the aims.


Through a powerful performance management system a business can evaluate where it presently stand and when the goals and objectives of the organization are not reaching as planned, they can alter the strategies for better and better results. Fragile areas can be determined through performance management system and by bettering them organization can also achieve the particular level where it wishes to be. In addition, it allow employees to learn about their advantages and weaknesses, which leads to motivate employees to know in what management expect from them and what improvement should be made to achieve the desire level of satisfaction of management.

Business Process Reengineering

If a business wishes to make its system modernize and reliable, they may use business process reengineering which allows an organization to transform the organization to get better performance and result. The procedure includes redesigning of business process and systems while using the existing resources (Price, 2007). Utilizing the reengineering process management identifies different tools and methods to have the best results and production from the prevailing resources of the organization and with new functions and types of procedures. Business process reengineering can be used to modify the prevailing process for better and higher output of the business. This may be a scientific change and this may be the change of exiting tactics to keep and operate different sources of the organization, this may also be for reduction of cost or reduction of time, or for better corporation output and efficiency. Reengineering could be conducted by choosing the right practice of the industry and change in line with the requirement of the organization (Price, 2007).

The model was utilized by organization for reduction of cost of existing resources; the management chooses to centralize all process of consumer banking section. Initial we had different departments to perfume different duties for every single consumer division's customers. Then management decide that only one staff will perform all activity of every customer individual and all worker will have the excess to a single centralized system, this will certainly reduce the cost of human learning resource and technology and also decrease the channels of connection for customers.

Mckinsey 7s framework

Mckinsey 7s platform is can be employed by management to investigate its current position and how well the resources are used to achieve the intending goals and goals. Mckinsey acquired discussed his construction in two categories very soft elements and hard elements.

Soft Elements


Shared Values



Soft elements allow management to recognize which resources are useful and that are not, and which resources tend to be important and need attention to achieve the desire degree of successes.

Hard Elements




Hard elements are in immediate control of management and it allows employees to know in what management needs and expect from them and which areas need to be improve to meet up with the expectation of management. Effective combination of the seven elements may lead any organization to achieve their objective. But this model cannot applied in my own organization as many functions in my company is outsources, and management hasn't have direct control.

Team Performance Aim for to Donate to Getting together with Strategic Objectives

Engaging Employee

Employee engagement is new technique for driving high performance of clubs and has competitive advantages of organization for permanent profitability and financial results. An engaged team comparatively looks for more opportunities for specific and team growth and create more creative and profitable ideas to improve the performance degree of team and group as total. For higher organizational performance the range managers of every team should be clear and aligned with the strategies of management, so that they can effectively make use of the human resource to higher team and specific performances. This is one of the principal responsibilities of ever range manager to engaging each team member to the assigned project according with their expertise.

If employees are aware with the main element cultural and environmental issues of the business they act appropriately to insure to follow them while doing any task. If management engage employees in several activities other then the routine jobs, and invite these to work and brainstorm for cross-functional departments and will be offering different motivation, training and development programs, this allows and encourage employees to keep more give attention to work rather any other established or unofficial activity. Yet another way of engaging employees is to enable them for their way of life and decision, this will generate a feeling of ownership in employees and they'll take more involvement in work, and can develop the skills of better decision making to guarantee the best end result and output, on other side management will have some very good future managers for their firm.

There must be some formal profession development programs for worker which aligned with the development programs of the business, this will develop sense of satisfaction in employees they have good career route and sense of personal assessment, parallel the business fulfill its targets through effective usage of employees. Second if management allows employees to take part in strategic level decision, as well development of strategies, development of services or services, new action plans for advancements of products or services, or implementation of new programs of product or services, this will also encourage the proposal of employees atlanta divorce attorneys area of group from development to implementation of product or service. Employee engagement may also be marketed through some formal mediums where employees can share their opinions or ground breaking ideas or improvement strategies for better results of group.

My organization promotes all these ideas to ensure maximum employee engagement in day to day activity or long term planning for improvement of company. All employees get access to the management for recommendations and improvement requirements through electric and print out mediums. Tasks groups are build once in a while to cope with disaster or critical case with the reason to resolve the situation as well as to promote the better interdepartmental relationships so that functions of the business operates effortlessly and organization increases at higher rate.

It is important for each organization that all teams working in the business are focused towards their work. Our management is convinced that the success of any organization is majorly dependent on strong coordination between different degrees of departments, and then for our management possessed develop and maintain some ways of develop interpersonal skills in employees so that employees have strong coordination by any means degree of departments and businesses of organization operates properly and effectively. There are some polices develop to solve and avoid turmoil between different employee and various departments.

High Performance Team

For better corporation progress and success it is similarly important for the business that the teams working in several functional regions of organization are obvious about the goals, objective, vision and aims of the business and their work and target are linked with objectives of the organization and they add evenly to the successful run of the organization in both long and short term prospective. It is the duty of management to insure while selecting the team that the employees employed in the teams are clear about the goals and they're ambitious enough to complete them. Management also ensure that groups are up to date with the various tools and technologies operating within the organization and they're flexible enough to adobe the changes for betterment of the business and they have capabilities to adopt and face the different challenges with the passage of time. In addition they required accepting the task of improvement on continuous bases; team should understand the value of tools and knowledge for improvement and improvement should be for the team and firm all together.

One of the major aspect of a higher performance team is that took the duty collectively to ensure the best output with their skills and knowledge to achieve the common aims of the team, and all members give attention to the performance of the team as entire somewhat their own individual performance, and they support each other on shared grounds so that the team fulfill the task on timely and prepared fashion.

My organization are employing the guidelines and tools for ensure the better customer satisfaction, and there are different actives and training programs are planned to build up and promote the strong coordination between different departments and usage of new and kept up to date tools and technologies. Team managers ensure that members of groups have the capability enough to adopt change and new issues for better performance of the business, and all users are contributing into the success of team as well as the organization, and they conduct informal period with associates to ensure that each member is aligned with objectives of the teams of course, if any staff is under carrying out they took suggestions form the team to needed those employees to the level where the all members contributes similarly to the team success.

Influencing and Persuading Skills to the Dynamics and Politics of Personal Interactions

Motivation is the internal driving make of human being which activates the sense to do or reaching to meet their different needs or goals, desire also provide directions to attain them. Motivating factors may differ from person to person and effective blend of these factors can lead an individual to attain its goals.

Motivation Models

Motivated employees are the major driving push of any corporation, the success and inability of any group would depend of how effectively management utilize the resources and these resources are encouraged enough to operate a vehicle the business at continues tempo.

There are many ideas and frameworks open to understand the value of inspiration and through effective combination of the ideas management can identify the motivating factors of different classes of staff and develop strategies consequently to ensure that employees are determined.

One of the very most widely used frameworks to understand and identify the motivating factors for employees is the Maslow Hierarchy of needs, which provide bases to all or any motivation theories. Maslow identifies five phases of needs for human and relating to him every human being fall in to each need course one by one (Richard, 2011). Once the human fulfill its early level need it goes to next level and so forth till human come to to the best level need.

The first stage is physiological need which in every human being to survive, like the necessity of basic necessity of food, drinking water, sleeps, shelter and love-making. Until this main level need is unhappy no other motivating factor can works. Once human being have fulfill this need satisfied it moves to next level which is security need, where human seeks the security and safety from threat of losing the source of income and life. Another level need is interpersonal need, where the human wants to get good interactions with family, friends and possessions for so that individuals can satisfy the necessity for love and love. Now the next two level needs are consider to be the higher level needs where he seeks high position in the population for healthily living and the previous level need is where human forget fulfill its all material needs and now moves to satisfy the spiritual need where he only think about other and help others to satisfy their needs.

In continuation of Maslow theory of need, Herzberg processed the theory of Maslow and reveals the inspiration and hygienic two factor theory by modifying the factors of Maslow's hierarchy. According to him there are some internist and extrinsic factors from the satisfaction and dissatisfaction of employees throughout their work. Matching to him if employers take away the dissatisfaction factors for the work, it isn't nessarey that employees will be satisfied now. There certain factors if they absent that can cause de-motivation which are called hygienic factor and on the other hand the existence of certain factors can also court case de-motivation.

Now it's the role of management of the organization to all the hygienic factors to prevent the dissatisfaction of employees as well as ensure the provision of factors that cause the desire and satisfaction among employees. And also create the work enough challenging so that employees can use their all potential and capabilities.

It is not necessary that all needs are totally satisfied, so that it is very important to the managers to understand the amount of employee's need so that he provide the opportunities to fulfill their needs for maximum satisfaction with their needs for maximum result and output for group.

Monitor Actions and Activities described to boost Team Performance

Performance Appraisal

Performance appraisal is a process where management analysis the current performance of its resources to make sure that the resources allocated are enough to complies with the objectives of organization and they are also skilled enough that they will continue to perform for the organization to help the organization to be where the organization would like to be (King, 2011). A good Performance appraisal process also give the employees the similar chance to really know what will be the exactions of management from those to meets the defined targets, and what are the areas which required focus on improve for better results in future for the business as well for their personal development and profession forward (Riverside, 2011).

On the other hands the process also contains rewarding employees matching to their performance level. Rewards are the monitory rewards in shape of increments or bounces and also identify the employees who need the higher position and responsibility in the business. Performance appraisal would become more effective when the management required major concentrate on strengths of shows, and incentive should be equal to the efficiency or contribution created by the employees.

Following are some major benefits a business can take from a powerful implementation of performance appraisal system.

Through performance appraisal management can identify the major weakness of the resources allocated and change or prepared some approaches for better result from employees in future. Through performance appraisal management and employees get changes to talk to the other person and get an idea that what's the current degree of return and what are the actual goals. Strengths, weaknesses, threats and opportunities can be determined through appraisal system (Ruler, 2011). And most important performance appraisal is a way to obtain rewarding employees regarding with their performance and contribution.

In my firm the performance appraisal exercise is conducted at end of each year. Where managers of every team do the appraisal of each member of the team on pre-defined appraisal form and send the appraisal along with recommended increment of salary to the management. Then management reviews the appraisal of all teams and sends the approval to human source department to help expand process. If management disagrees with the appraisal of collection managers they send back the appraisal form to the range manager with suggestions, and managers will resend after review the varieties again.

In my firm, line managers do not show the performance appraisal and advised increments with employees, they regard this as a routine job which must be changed. To create this exercise far better if they show and discuss the appraisal of employees with them, so that employee get chance to share their restrictions and requirement to enhance the performance of individual as well as team. This may also give staff drive to make recommendation for improvement and believe in that management considers their advice for improvement. Furthermore it also ensures the supervisory skills of professionals how will they answer the quarries of employees about the performance appraisal.

Secondly if performance appraisal system is utilized to develop, pay back, promote and punishment of employees it can increase the importance and value of system in the minds of employees. Furthermore there must be some formal talk session with employees, where supervisors discuss the current performance and the expectation of management from them so that employees encourage to develop the skills to fulfill certain requirements of management, which should now be a onetime activity, supervisors should also ensure the continuous monitoring to gauge the improvement and occasionally advises them the effective methods and tools for advancements, and appreciate the improvement of employees to keep them motivated.

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