As an organization IRSP continue to grow, the need to establish a more mature HR Department that responds to the organization’s need to succeed in an ever toughening market becomes apparent. HR Department is most important in keeping the workers aligned with the goals of the organization.

1. HR at a Glance
HR Annual Report 2013
AR Danish Abad – MHRL-IRSP 10/01/2014 The 1st
Complete HR Report for 2013

2. 2013
HR AT A Glance
Annual Report 2013 Page 1 of 28
Index Page
CONTENTS
Index Page 1
Executive Summary 2
1. Acknowledged By Director HR/Admin & Logistics 3
2. Organizational Chart - HR 4
3. About The IRSP HR Department4
4. HR Officials 4
5. About HR Officials (Short Intro) 5
6. About HRM – Human Resource Management 8
7. Managing Human Resources 9
8. Objectives HR 9
9. Why is Human Resource Management Important for Organization? 9
10. Human Resource Information System 10
11. Employees Status in January 2013 12
12. Annexure - 01 - Employees Joined, Projects Wise during the year 2013 13
13. Annexure - 02 - Employees Exit (Resigned, Project Completed) Projects Wise - 2013 14
14. Annexure – 03 - Employees Project & Month Wise In & Out Status 15
15. Since Establishment 15
16. Overall Employees Year Wise In & Out Status 17
17. EOBI – DataBase 2008 - 2013 18
18. Leave – DataBase System 2010 - 2013 20
19. IRSP HR Manual Updated 22
20. HR General Policies 22
21. HR – MEMO Tracking System 22
22. Employees Experience Certificate Issue Tracking System 22
23. Employees Identity Card Tracking System 22
24. Recruitment Processed Updated 22
25. Bio-Matric System Introduced 2013 23
26. Key Performance Indicators 23
In Progress . . . 23
27. Medical – Re-Imbursement DataBase 2013 23
28. Job Descriptions 23
29. Get Involved/ Join Us! Join IRSP 24
30. Fun & Learn Day 24
31. HR Team in a Way! 25
32. HR Team – Training on Personality Assessment & Interview Skill 26
33. Feedback 27

3. 2013
HR AT A Glance
Annual Report 2013 Page 2 of 28
Executive Summary
As an organization IRSP continue to
grow, the need to establish a more
mature HR Department that
responds to the organization’s need
to succeed in an ever toughening
market becomes apparent. HR
Department is most important in
keeping the workers aligned with
the goals of the organization.
A good and strategic HRD plan helps the management to see a clear line of
sight between organizational goals, the competencies the employees need to
demonstrate and what they as management need to do in order to encourage
and support the acquisition and demonstration of these behaviors. Having a
thoroughly thought out plan for human resource department helps attract the
needed talents and keep them motivated in pursuing performance excellence.
The goal of this report/document is to present a set of guidelines and strategies
to help both the Human Resource Department and the Line Mangers to form
partnership/contracts for helping the employees acquire the necessary knowledge,
skills and attitude to perform the assigned job in a professional manner.
Executive Director
Syed Shah Nasir Khisro

4. 2013
HR AT A Glance
Annual Report 2013 Page 3 of 28
1. Acknowledged By Director HR/Admin & Logistics
This report identifies key activities undertaken by the Human Resources Department, and the
performance of the Organization in relation to staffing related matters during the last twelve months
i.e. 2013 as well as Administration & Logistics Departments’ annual reports also in progress in
their separate profiles.
THE REPORT AIMS TO HIGHLIGHT AREAS OF PRIORITY IN RELATION TO ACTIVITIES FOR 2014.
Since 2006, the Human Resources (HR) department has undertaken extensive efforts to examine how
the HR programs and delivery systems within the IRSP can improve to suitably meet the strategic
needs of the organization.
HR department efforts to enhance the efficiency and effectiveness of our HR systems as part of
improving the IRSP’s overall ability to advertise the opportunities, recruit, post, develop the capacity
building, and retain the best workforce in the organization.
Our continuing efforts during 2013 planning process have confirmed what our HR professionals know
all too well – that we operate in a complex environment characterized by a network of multiple HR
units rather than one unified structure. This environment is challenged by a number of related factors
including:
 Heavy reliance on manual transactions
 Disparity in HR resource levels and expertise across the organization
 Lack of consistent HR processes and information
 Inefficient service delivery and insufficient investment in strategic HR processes (such as
workforce planning, training, recruiting, and performance enhancement programs)
We have the opportunity to tackle these challenges and must act now to take advantage of the
commitment for increased investment in HR technology to transform the operational system. This
annual strategic report describes our vision for making IRSP the best social sector employer in the
country/world through effective HR programs, services and technologies that build a talented, diverse,
engaged and productive workforce.
The report identifies the initiatives for achieving this vision and recommends the roadmap for
delivering outcomes rapidly and sustainably.
Director HR/Admin & Logistics
Sayed Shah Rome

5. 2013
HR AT A Glance
Annual Report 2013 Page 4 of 28
2. Organizational Chart - HR
The Organogram shows the responsibilities of Director HR/Admin & Logistics and his Team, while
in this report only the HR Branch highlighted will be the focus point.
3. About The IRSP HR Department
This report identifies key activities undertaken by the Human Resource Department and the
performance of the Organization in relation to staffing related matters during the last twelve
months. The report aims to highlight areas of priority in relation to activity for 2014.
4. HR Officials
1 Director HR/Admin & Logistics Mr. Syed Shah Rome 2009
2. Manager HR Mr. AR Danish Abad 2003
3 HR Officer Mr. Farhad Ali 2011
4 HR Officer Mr. Farhan Muzammil 2012
5 HR Assistant Mr. Ashfaq Ali Shah 2013
6 HR Assistant Mr. Emad Ali Shah 2013
7 HR Internee Mr. Farrukh Tariq 2013
DIRECTOR
HR, ADMIN & LOGISTICS
Manager
Administration
Admin Officer
Admin Assistant
Drivers
Support Staff
Manager Logistics
Supply Chain Management
Assistant
Manager Logistics
Logistics Officer
Logistics
Assistant
Manager HR
(Human Resource)
HR Officer
HR Assistant
Internees
Assistant
Manager HR

6. 2013
HR AT A Glance
Annual Report 2013 Page 5 of 28
5. About HR Officials (Short Intro)
Sayed Shah Rome
Born in Mardan he passed his H.S.S.C. from Govt College
Mardan, followed by his bachelor’s degree from the
University of Peshawar in 1988. He started his professional
career with Habib Bank Limited in 1990. He served in HBL
on managerial position for nearly 19 years, after leaving
the bank service he joined IRSP in 2009 as Manager HR.
Due to his excellent performance and vast managerial
knowledge the senior management of IRSP promoted him
to the position of Director HR/Admin & Logistics in September, 2011. Since
then he is leading HR at IRSP.
 Leading the organizational development and change processes to a new stature.
 Improve our approaches to planning, monitoring and learning.
 Coordination of the strategic planning process and its implementation, reporting and
review.
 Leading the organization through our annual/multi - year planning processes.
 Developing and implementing organizational systems and methods to improve our
evaluation.
 Helping invoke program which leads staff to develop their skills in drafting applications,
recording outcomes/ impacts and reporting to donors.
 Promoting good internal communications, especially in relation to learning about
our outputs and outcomes.
 Convening and chairing regular program department meetings. This is a responsibility
shared with the Director of Program
 Leading and representing ED in national/ international platforms
 Heading the process of developing monitoring indicators in consultation with other
divisions
 Monitoring the HR progress of all IRSP projects
 Providing expert guidance on collection, compilation and analysis of data relating to
projects
 Leading the preparation of special reports, documents, papers etc. on behalf of IRSP

7. 2013
HR AT A Glance
Annual Report 2013 Page 6 of 28
Aziz Ur Rahman Danish Abad
Mr. AR Danish Abad the sole architect
of IRSP progressive structure was
born in district Swat. He got his MBA
(MIS) degree from ANSI Degree
College and started career with IRSP
in 2003 as Admin & Finance
Coordinator. In Dec 2005 he was
promoted as Finance & Admin Officer
(FAO) IRSP, with proved performance
in 2008 he was promoted as
Assistant Manager Finance & Admin - IT, and then in 2009 during the 1st
IDP’s
Emergency and 2nd
Flood Emergency assigned the additional task of Logistic
Officer.
Due to his excellent output and dedication he was assigned task of logistic
management and promoted to the position of Manager Logistics in 2011. In
October 2012 he was given the additional task of Human Resource - HR
Department as HR Manager due to his vast and dynamic experience the social
sector. Since then he is managing HR at IRSP.
 SUMMARY SKILLS & QUALITIES:
 Served in IRSP for over 10+ years, (5+ as Manager HR & Logistics;
5+ as Manager Finance & IT and 2+ Finance & Admin Officer
 The professional goal is to provide the information required, in a timely and efficient
manner, with satisfaction.
 Working for one of the leading Humanitarian organization (IRSP); I got exposure to
almost all domains of HR/Finance/Admin & Logistics (Supply Chain Management).
 Valuable experience of working with
Humanitarian & Developmental Organizations (NGOs /INGOs).
 Specializes in various levels at Finance/Accounts, Logistics/Admin/HR, and IT Software
& Hardware.
 Ability to resolve problems and make decisions quickly and accurately.
o Competent, reliable, and committed professional, with proven record of success in
increasing level of responsibility.

8. 2013
HR AT A Glance
Annual Report 2013 Page 7 of 28
Farhad Ali - HR Officer
Mr. Farhad Ali born in village Hathian, District Mardan got his MBA
degree with specialization in HR from Abdul Wali khan (AWK)
University Mardan in 2010.
Farhad then started his career with IRSP as intern HR in 2011 rising
through the ranks following IRSP promotion system then became
HR Assistant. Due to his excellent work Mr. Farhad was promoted
to the Position of HR Officer in 2012. Since then he is dealing
various donors funded projects in IRSP.
Farhan Muzammil - HR Officer
Mr. Farhan Muzammil born in District Mardan passed his Bachelor’s degree in
Business Administration from Hazara University Mansehra in 2005.
Farhan then proceeded to UK for higher education and got his Master Degree in
Business Administration from De Montfort University, Leicester in 2009. After
getting his degree he returned to Pakistan in 2011 and joined IRSP in April 2011.
Since then he is working with IRSP in HR Department.
Ashfaq Ali Shah - HR Assistant
Mr. Ashfaq Ali born in Mardan got his MBA degree with
specialization in HR from Northern University Nowshera in 2012.
After that he joined IRSP in 2013 an intern HR where he worked
for three months as intern and then appointed as HR Assistant. He
has a nice and humble personality and assisting HR department in
various tasks since his appointment.
Emad Khan - HR Assistant
Mr. Emad Khan born in Mardan got his Bachelor’s degree with
specialization in HR from Gandhara University Peshawar in 2012. After
that he joined IRSP in 2013 an intern HR where he worked for three
months as intern and then appointed as HR Assistant. He takes keen
interest in his work and assisting HR department in various tasks since his
appointment.
Farrukh Tariq - HR Interne
Mr. Farrukh born in Mardan got his Master Degree in Business
Administration from Spring Hill University UK in 2012 and then
returned to Pakistan. He joined IRSP in September 2012 as intern
HR. Since then he is working in HR department at IRSP and took
keen interest in his assigned tasks.

9. 2013
HR AT A Glance
Annual Report 2013 Page 8 of 28
6. About HRM – Human Resource Management
HRM represents a new concept of and approach to performing personnel functions. It still
requires the performance of those personnel functions that have evolved over the years in
response to emerging needs. However, instead of treating these functions as separate and
distinct, HRM considers them interrelated parts of a management system that must be
integrated closely with strategic organizational planning.
HR director/managers are becoming more involved in the decision making of top management in a
wide variety of issues and problems. Knowledge of HRM is important for individuals who will occupy
managerial and supervisory roles, since they will also perform HR functions.
A code of ethics focuses attention on ethical values and provides a basis for HR professionals to
evaluate their plans and their actions. HR departments have been given a greater role in
communicating the organization's values and standards and in monitoring compliance with its code of
ethics.
Manager HR & Logistics
AR-Danish Abad

10. 2013
HR AT A Glance
Annual Report 2013 Page 9 of 28
7. Managing Human Resources
An HR program constitutes the overall plan for managing people and for guiding managers
and supervisors in decisions relating to their subordinates. It establishes the objectives,
policies, procedures, and budget pertaining to the HR functions to be performed.
Although HR managers are responsible for coordinating and enforcing policies relating to HR
functions, responsibility for performing these functions rests with all managers and
supervisors within an organization.
8. Objectives HR
HR objectives are determined by the organization's objectives as a whole. More and more,
HR objectives are reflecting the increased social responsibilities of firms, which include not
only traditional responsibilities to customers, employees, and shareholders but also
responsibilities to the community and to the total society.
HR objectives
goals to be achieved in the area of HRM
9. Why is Human Resource Management Important for Organization?
Human resource management is the management of the people who work in an organization.
They can be managers, employees, project officers, field workers,
coordinators. Since the organization is run by these people, they are
considered to be a “resource” – ‘a human resource.’ Like we use
funds to manage a project, we also need to use these ‘human
resources’ or the ‘people’ to manage the organization.
It is not enough just to have a dedicated team for an organization. It is fundamentally believed
that unless the team is not properly managed, motivated and performed, the organization
will not achieve its goal and objectives.
The process of managing, motivating and making the staff perform involves setting up of
systems, including building plans and policies. These systems fall under human resource
management.

11. 2013
HR AT A Glance
Annual Report 2013 Page 10 of 28
10. Human Resource Information System
The Human Resource Employee’s Information System (HR-EIS) is a database that’s developed to
record and maintain information about all employees in an organization. This system is very useful in
recruitment, developing terms of reference/tracking, monitoring, assessing and coordinating work
with each of the employee. This system also ensures transparency of the organization in employing
people.
We are familiar with ‘MIS’ or ‘Management Information System’ to implement projects and deliver
results. The (HR-EIS) Human Resource Employee’s Information System is similar to it in the sense that
it is used to manage the staff and achieve results for the growth of the organization.
Although this kind of information system is also used for carrying out job analysis and career
development of an organizations.
In this time we created and will use a Microsoft Excel Workbook /worksheet to fill in the information
Sheets, save the file in the computer and take a printout and file it.
Search By Name, Contract ID, E-Code, Project Wise, and many more option adopted, The HR-EIS should
be easily accessible for others to see and gets reports.
The Main Menu of Human Resource Information System IRSP’s contains the following options:
Service Contract Agreement:
1 SCA - DATA BASE - Regular
2 Appointment Letter & Contract
3 SCA - DATA BASE - CRP
4 Letter of Contract Agreement
Tracking System
1 EI - Search (By Name)
2 EI - Leave Search
3 EI - EOBI Search
4 EI - Bank Account Letter
5 Experience Letter
6 Employee ID Card
7 Joiner / Leaver - Employees
CV DATA BANK for Employment
1 CV - Executive
2 CV - General
Correspondence SYSTEM
1 MEMO System
2 Feed Back
REPORTING
Monthly Staff IN - OUT
Project Wise - Staff IN - OUT
Leave System 2010 - 2014
Leave - Monthly & Year Wise
Leave - Project Wise
Leave - Date Wise Status
EOBI System 2008 - 2014
EOBI - Detail Employee Status
Medical Ledger
Depended List
and many many more …. Next Addition.
1 HR Manual
2 Job Descriptions
3 Organogram
4 AUDIT (HR) - Auditor Requirements
and many more option in progress

12. 2013
HR AT A Glance
Annual Report 2013 Page 11 of 28
The Main Contract Entries of Human Resource
Information System IRSP’s contains the
following heading:
1 Contract ID
2 Projects:
30 Department
31 E-Code
3 Title
4 Name of Employee:
5 Son/Daughter/Wife of:
7 Designation:
8 Date of Birth:
9 CNIC No.
10 Address:
11 Mobile:
12 Res:
13 Email:
33 Gender
34 Marital Status
14 Contract Date
15 Date of Joining
16 Date of Expiry (Contract)
17 Contract Extended Till
18 Duration of Agreement
19 Posting/Location
20 Salary Per Month
21 Working Hours:
22 Working Days :
23 Mode of Payment :
24 Qualification
27 Bank Account No.
28 Bank Branch
29 Probation Period
26 End
32 Probation End Date
35 Notice Period
36 Remarks
37 References
38 CV
39 CNIC
40 DOCs
41 Code Of Conduct
42 Employ Card
43 E. Certificate
44 Bank Letter
45 Program Code & Title
46 Project Code
47 EOBI #
48 Contract Copy.
49 Data Posted By;
50 Actual Date
51 Contract Copy Issued on
52 Remarks
53 Employee's Project Contract Status
54 Employee's Current Status in IRSP
56 Active Due To.
57 mm-yy DOJ
58 YEAR doj
59 mm-yy DoE
60 YEAR doE
61 Age as on DOJ
62 Service till
63 upto date
64 upto 60 years
65 Years
66 Months
67 Days
68 Age Current
69 Actual Date
70 Contract Copy Issued on
71 Remarks
72 PID Number
73 NTN

13. 2013
HR AT A Glance
Annual Report 2013 Page 12 of 28
11. Employees Status in January 2013
Serial Projects Strength Donor /Project
1 CESSD 9 Co-Water
2 Concern DRR 26 Concern World Wide
3 Concern EC 16 Concern World Wide
4 EC Project 29 EU – Water Aid
5 EU-LTORP 6 EU – TAF
6 FANSA 2 FANSA
7 General Fund 58 IRSP
8 SDC Project 30 SDC
9 STAEP 15 Taf
10 Unicef 1 Unicef
10 Total 192
9
26
16
29
6
2
58
30
15
1
0 10 20 30 40 50 60 70
CESSD
Concern DRR
Concern EC
EC Project
EU-LTORP
FANSA
General Fund
SDC Project
STAEP
Unicef
Overall Project Wise 2013
Series1

14. 2013
HR AT A Glance
Annual Report 2013 Page 13 of 28
12. Annexure - 01 - Employees Joined, Projects Wise during the year 2013
Serial Month & Year Total Donor/Projects
1 Jan-2013 17 EU-LTEORP, General Fund, Intern Ship,
2 Feb-2013 42 CESSD, Concern DRR, Concern DRR, General Fund, STAEP,
3 Mar-2013 18 CESSD, Concern DRR, Concern DRR, EU-LTEORP, FANSA, General Fund, STAEP,
4 Apr-2013 41 Concern DRR, EU-WAP, General Fund, STAEP, Unicef
5 May-2013 7 CESSD II, Concern DRR, General Fund, Intern Ship, Unicef
6 Jun-2013 6 CESSD, EU-WAP, General Fund, Unicef
7 Jul-2013 7 CESSD, General Fund, Intern Ship, STAEP,
8 Aug-2013 1 General Fund,
9 Sep-2013 5 EU-WAP, General Fund, Unicef
10 Oct-2013 2 General Fund,
11 Nov-2013 2 EU-WAP,
12 Dec-2013 1 General Fund,
12 149 Total
17
42
18
41
7
6
7
1
5
2 2
1
-
5
10
15
20
25
30
35
40
45
Total

15. 2013
HR AT A Glance
Annual Report 2013 Page 14 of 28
13. Annexure - 02 - Employees Exit (Resigned, Project Completed)
Projects Wise - 2013
Serial Month & Year Total
1 Jan-2013 (10) Intern Ship,
2 Feb-2013 (1) General Fund,
3 Mar-2013 (11) Concern DRR, General Fund,
4 Apr-2013 (1) CESSD,
5 May-2013 (29) Concern DRR, Concern DRR, EU-LTEORP, EU-WAP, General Fund, STAEP,
6 Jun-2013 (19) CESSD II, General Fund, STAEP,
7 Jul-2013 -
8 Aug-2013 -
9 Sep-2013 (3) FANSA, General Fund, STAEP,
10 Oct-2013 (4) EU-LTEORP,
11 Nov-2013 (36) EU-WAP, General Fund, SDC Phase II,
12 Dec-2013 (69) Concern DRR, EU-LTEORP, EU-WAP, FANSA, General Fund, STAEP, Unicef
12 (183)
(10)
(1)
(11)
(1)
(29)
(19)
- -
(3) (4)
(36)
(69)
(80)
(70)
(60)
(50)
(40)
(30)
(20)
(10)
-
Grand Total Exit

16. 2013
HR AT A Glance
Annual Report 2013 Page 15 of 28
14. Annexure – 03 - Employees Project & Month Wise In & Out Status
Month &
Year
CESSD CESSD II Concern
DRR
Concern
EC
EU-
LTEORP
EU-WAP FANSA General
Fund
Intern
Ship
SD
Phas
In Out In Out In Out In Out In Out In Out In Out In Out In Out In
AsonJan2013 6 - 15 14 - 29 2 58 30
1 Jan-2013 - - - - - - - - 6 - - - - - 1 - 5 5 -
2 Feb-2013 3 - - - 4 - 3 - - - - - - - 1 1 - - -
3 Mar-2013 1 - - - 3 10 1 - 9 - - - 1 - 2 1 - - -
4 Apr-2013 - 1 - - 3 - - - - - 1 - - - 2 - - - -
5 May-2013 - - 2 - 1 16 - 1 - 9 - 1 - - 1 1 1 - -
6 Jun-2013 1 - - 2 - - - - - - 1 - - - 1 2 - - -
7 Jul-2013 3 - - - - - - - - - - - - - 1 - 1 - -
8 Aug-2013 - - - - - - - - - - - - - - 1 - - - -
9 Sep-2013 - - - - - - - - - - 1 - - 1 1 1 - - -
10 Oct-2013 - - - - - - - - - 4 - - - - 2 - - - -
11 Nov-2013 - - - - - - - - - - 2 3 - - - 3 - - -
12 Dec-2013 - - - - - - - 13 - 2 - 29 - 2 1 16 - 2 -
12 8 1 2 2 11 26 4 14 15 15 5 33 1 3 14 25 7 7 -
15. Since Establishment
Serial Year Month & Year Joined Exit
1 2001 15 -
2 2002 20 -
3 2003 80+ -
4 2004 100+ -
5 2005 100+ -
6 2006 150+ -
7 2007 125+ -
8 2008 200+ -
9 2009 350+ -
10 2010 450+ -
- -

17. 2013
HR AT A Glance
Annual Report 2013 Page 16 of 28
Serial Year Month & Year Joined Exit
11 2011 Jan-2011 28 -
12 2011 Mar-2011 3 -
13 2011 Apr-2011 6 -
14 2011 May-2011 3 -
15 2011 Jun-2011 3 -
16 2011 Jul-2011 2 -
17 2011 Sep-2011 14 -
18 2011 Oct-2011 1 -
19 2011 Dec-2011 3 -
- -
20 2012 Jan-2012 3 -
21 2012 Apr-2012 1 -
22 2012 May-2012 1 -
23 2012 Jun-2012 1 -
24 2012 Sep-2012 7 -
25 2012 Oct-2012 1 -
26 2012 Nov-2012 3 -
- -
27 2013 Jan-2013 12 5
28 2013 Feb-2013 42 1
29 2013 Mar-2013 19 11
30 2013 Apr-2013 41 1
31 2013 May-2013 6 29
32 2013 Jun-2013 6 19
33 2013 Jul-2013 6 -
34 2013 Aug-2013 1 -
35 2013 Sep-2013 5 3
36 2013 Oct-2013 3 4
37 2013 Nov-2013 2 36
38 2013 Dec-2013 1 67

18. 2013
HR AT A Glance
Annual Report 2013 Page 17 of 28
16. Overall Employees Year Wise In & Out Status
0
4
0 1
6
2 1
3 4
14
7
29
8
83
0 0
-1
0 0 0 0 0 0 0 0
-1
0
-34
-9
-55
0 0
-80
-60
-40
-20
0
20
40
60
80
100
1900 2000 2001 2002 2003 2004 2005 2007 2008 2009 2010 2011 2012 2013 2014 (blank)
Active Staff Closed Staff

19. 2013
HR AT A Glance
Annual Report 2013 Page 18 of 28
17. EOBI – DataBase 2008 - 2013
During 2013, IRSP regulated the EOBI payments since December 2008 till May 2013 for 185+ staff for 54 month
manually deposited, acknowledged by the EOBI Officials accordingly and correspondence documented. The
below mention table self-explanatory
After June 2013 all the EOBI vouchers generated through EOBI Online FS (Facilitation System) and filed properly
and now we have the EOBI Employees Info Status system, Where the HRO can facilitate the employees about
their status month and year wise with their payments deposited against their EOBI No.
Month & Year Wise Summary of Staff Numbers & Payments Details
Particulars Employer Employee
Year
Month
& Year
Members +/-
Monthly
Rate
Ratio Amount Ratio Amount
Total
Amount
1 2008 12-2008 20 20 360 300 6,000 60 1,200 7,200
2 2009 01-2009 21 1 360 300 6,300 60 1,260 7,560
3 2009 02-2009 21 - 360 300 6,300 60 1,260 7,560
4 2009 03-2009 21 - 360 300 6,300 60 1,260 7,560
5 2009 04-2009 20 360 300 6,000 60 1,200 7,200
6 2009 05-2009 23 3 360 300 6,900 60 1,380 8,280
7 2009 06-2009 25 2 360 300 7,500 60 1,500 9,000
8 2009 07-2009 28 3 360 300 8,400 60 1,680 10,080
9 2009 08-2009 33 5 360 300 9,900 60 1,980 11,880
10 2009 09-2009 33 - 360 300 9,900 60 1,980 11,880
11 2009 10-2009 33 - 360 300 9,900 60 1,980 11,880
12 2009 11-2009 33 - 360 300 9,900 60 1,980 11,880
13 2009 12-2009 33 - 360 300 9,900 60 1,980 11,880
14 2010 01-2010 41 8 360 300 12,300 60 2,460 14,760
15 2010 02-2010 41 - 360 300 12,300 60 2,460 14,760
16 2010 03-2010 42 1 360 300 12,600 60 2,520 15,120
17 2010 04-2010 42 - 360 300 12,600 60 2,520 15,120
18 2010 05-2010 42 - 360 300 12,600 60 2,520 15,120
19 2010 06-2010 43 1 360 300 12,900 60 2,580 15,480
20 2010 07-2010 43 - 420 350 15,050 70 3,010 18,060
21 2010 08-2010 43 - 420 350 15,050 70 3,010 18,060
22 2010 09-2010 43 - 420 350 15,050 70 3,010 18,060
23 2010 10-2010 44 1 420 350 15,400 70 3,080 18,480
24 2010 11-2010 44 - 420 350 15,400 70 3,080 18,480
25 2010 12-2010 44 - 420 350 15,400 70 3,080 18,480
26 2011 01-2011 59 15 420 350 20,650 70 4,130 24,780
27 2011 02-2011 59 - 420 350 20,650 70 4,130 24,780
28 2011 03-2011 62 3 420 350 21,700 70 4,340 26,040
29 2011 04-2011 66 4 420 350 23,100 70 4,620 27,720
30 2011 05-2011 70 4 420 350 24,500 70 4,900 29,400
31 2011 06-2011 72 2 420 350 25,200 70 5,040 30,240

20. 2013
HR AT A Glance
Annual Report 2013 Page 19 of 28
Month & Year Wise Summary of Staff Numbers & Payments Details
Particulars Employer Employee
Year
Month
& Year
Members +/-
Monthly
Rate
Ratio Amount Ratio Amount
Total
Amount
32 2011 07-2011 75 3 420 350 26,250 70 5,250 31,500
33 2011 08-2011 76 1 420 350 26,600 70 5,320 31,920
34 2011 09-2011 88 12 420 350 30,800 70 6,160 36,960
35 2011 10-2011 89 1 420 350 31,150 70 6,230 37,380
36 2011 11-2011 89 - 420 350 31,150 70 6,230 37,380
37 2011 12-2011 93 3 420 350 32,550 70 6,510 39,060
38 2012 01-2012 97 4 420 350 33,950 70 6,790 40,740
39 2012 02-2012 97 - 420 350 33,950 70 6,790 40,740
40 2012 03-2012 97 - 420 350 33,950 70 6,790 40,740
41 2012 04-2012 98 1 420 350 34,300 70 6,860 41,160
42 2012 05-2012 99 1 420 350 34,650 70 6,930 41,580
43 2012 06-2012 99 - 420 350 34,650 70 6,930 41,580
44 2012 07-2012 99 - 480 400 39,600 80 7,920 47,520
45 2012 08-2012 99 - 480 400 39,600 80 7,920 47,520
46 2012 09-2012 103 4 480 400 41,200 80 8,240 49,440
47 2012 10-2012 103 - 480 400 41,200 80 8,240 49,440
48 2012 11-2012 103 - 480 400 41,200 80 8,240 49,440
49 2012 12-2012 103 - 480 400 41,200 80 8,240 49,440
50 2013 01-2013 109 6 480 400 43,600 80 8,720 52,320
51 2013 02-2013 134 25 480 400 53,600 80 10,720 64,320
52 2013 03-2013 147 13 480 400 58,800 80 11,760 70,560
53 2013 04-2013 183 36 480 400 73,200 80 14,640 87,840
54 2013 05-2013 183 - 480 400 73,200 80 14,640 87,840
55 2013 06-2013 -
Total 3,707 183 1,336,000 267,200 1,603,200
Year Wise Summary of Staff & Payments Details
Year
Total
Staff
Employer Employee
Total
Payable
Total Paid Balance
2008 20 6,000 1,200 7,200 23,040 (15,840)
2009 324 97,200 19,440 116,640 254,700 (138,060)
2010 512 166,650 33,330 199,980 119,520 80,460
2011 898 314,300 62,860 377,160 336,240 40,920
2012 1,197 449,450 89,890 539,340 191,100 348,240
2013 756 302,400 60,480 362,880 757,048 (394,168)
Total 3,707 1,336,000 - 267,200 1,603,200 1,681,648 (78,448)

21. 2013
HR AT A Glance
Annual Report 2013 Page 20 of 28
18. Leave – DataBase System 2010 - 2013
During the Year 2013 the HRD developed and initiated Leave DataBase System and the below mentioned
Tables (Table 1 & 2) show the overall situation.
Table – 1: Yearly Leave Record
Particulars 2011 2012 2013 Total
No of Application 171 269 343 794
No of Days 285 545 940 1,770
Casual 158 217 393 767
Sick 99 131 174 404
Annual 28 145 237 410
Maternity - 22 - 22
Without Pay - - - -
Compensatory - 1 - 1
Table – 2: Monthly Leave Record for 2013
Particulars
Jan
2013
Feb
2013
Mar
2013
Apr
2013
May
2013
Jun
2013
Jul
2013
Aug
2013
Sep
2013
Oct
2013
Nov
2013
Dec
2013
Total
No of Application 12 18 22 36 16 20 45 42 53 33 33 13 343
No of Days 134 40 87 62 19 27 82 127 125 136 66 22 927
Casual 8 11 80 31 12 25 35 46 75 35 17 7 382
Sick 2 20 4 24 6 2 28 25 11 12 24 15 173
Annual - 9 3 7 1 - 19 56 39 86 16 - 236
Maternity - - - - - - - - - - - - -
Without Pay - - - - - - - - - - - - -
Compensatory - - - - - - - - - - - - -

22. 2013
HR AT A Glance
Annual Report 2013 Page 21 of 28
Table - 3 Monthly Project Wise Leave Record for 2013
Particulars
Jan
2013
Feb
2013
Mar
2013
Apr
2013
May
2013
Jun
2013
Jul
2013
Aug
2013
Sep
2013
Oct
2013
Nov
2013
Dec
2013
Total
General 1 1 3 5 6 4 3 8 9 12 15 3 70
EC-WAP 2 3 2 5 6 2 15 9 5 3 7 4 63
CBDRM 8 13 14 22 - - - - - - - - 57
CESSD 1 - 1 3 1 1 6 2 14 7 9 5 50
UNICEF - - - - - 8 12 6 13 1 - - 40
SDC - - - - - - 4 10 4 6 - - 24
STAEP - - 1 1 1 1 2 3 3 - - - 12
STAEP/CESSD - 1 - - 1 2 1 1 3 - - - 9
EU-LTEORP - - 1 - 1 1 1 2 - 2 - - 8
Concern Swat - - - - - - 1 1 2 1 - - 5
PFWRP - - - - - - - - - - 2 - 2
CESSD - - - - - 1 - - - - - - 1
SPSP - - - - - - - - - 1 - - 1
PWRP - - - - - - - - - - - 1 1
- - - - - - - - - - - - -
Total 12 18 22 36 16 20 45 42 53 33 33 13 343

23. 2013
HR AT A Glance
Annual Report 2013 Page 22 of 28
19. IRSP HR Manual Updated
In Progress .. .Draft version presented for approval
20. HR General Policies
In Progress .. .draft version in final stage
21. HR – MEMO Tracking System
IRSP HR Department has adopted HREIS System for its various HR solutions. In case a memo is issued
inside organization we have a proper electronic link to track that memo. Also the memo issuance
record is kept manually by maintaining a register.
Total 26 memos relating to employee deployment, transfer, project extension and project expiry
notice are issued by HR department in year 2013.
22. Employees Experience Certificate Issue Tracking System
Experience certificate is issued to every employee upon completion of project the record of which is
recorded both manually and in soft form in HR-EIS. We maintain a proper register to record the
complete details for a certificate issued and an acknowledgement signature is also obtained when
delivering it to the employee.
23. Employees Identity Card Tracking System
Each employee has an identity card issued by HR department the record of which is kept both
manually and in soft form in HR-EIS. The record of every identity card issued is also kept manually by
maintain a register for the purpose.
24. Recruitment Processed Updated
All recruitment processes done for various positions are uploaded to HR-EIS and employees service
contract is generated through the system which is then duly approved by designated directors of the
organization. The table below describes various recruitment processes done in year 2013.
Year Project Designation
No of
Applicants
Applied
Short
listed Selected Remarks
2013 EU-LTORP DLTO 22 0 4 walk in interview
2013 EU-LTORP EOM 1 0 1 selected by internal decision
2013 EU-LTORP A&F officer 1 0 1 selected by internal decision
2013 EU-LTORP CLTO 9 0 9 selected by internal decision
2013 CESSD CBO-Male 48 8 1 selected through process
2013 CESSD CBO-Female 20 5 1 selected through process

24. 2013
HR AT A Glance
Annual Report 2013 Page 23 of 28
Year Project Designation
No of
Applicants
Applied
Short
listed Selected Remarks
2013 CESSD CBO-Male 1 0 1 selected by internal decision
2013 STAEP Constt Coordinator 8 4 1 selected through process
2013 CESSD Project Coordinator 23 4 1 selected through process
2013 CESSD CBO-Female 20 6 1 selected through process
2013 UNICEF Team Leader 7 7 1 selected through process
2013 UNICEF Project Manager 8 4 2 selected through process
2013 CESSD CBO-Male 6 5 1 selected through process
2013 CESSD CBO-Female 12 9 2 selected through process
2013 EC Social Organizer 10 7 1 selected through process
25. Bio-Matric System Introduced 2013
HR Department of IRSP is proud to introduce Biometric attendance system for its employees in July
2013. Through this system attendance of employees is monitored and the same is use for payroll
purposes. All leaves including business leaves are recorded and a hard copy of the same is kept in HR
section for record purpose.
26. Key Performance Indicators
In Progress . . .
27. Medical – Re-Imbursement DataBase 2013
Health is wealth. This old saying has never been as true as it is today. In this age of sky rocketing prices,
medical costs are a heavy burden on a person meager income. Keeping in view the same factor IRSP
introduced Medical scheme for its employees which covers employees and their dependents medical
cost in case of critical illness and hospitalization. The task for Medical re-imbursement is assigned to
HR Department which files medical bills of employees and maintain a ledger entry of the same. A lot
of employees have benefited from this facility since its inception.
28. Job Descriptions
Each personal file has a proper job description which describes job responsibilities, skills and
qualification required for the job. We have a a database for all the JDs which are used for different
positions in the organization.

25. 2013
HR AT A Glance
Annual Report 2013 Page 24 of 28
29. Get Involved/ Join Us! Join IRSP
Time to time during 2013 on IRSP official Web site the “Get Involved/ Join Us! Join IRSP” various career
opportunities lunched & advertised and also proper Application Format for employment introduced,
which help a lot during the recruitment process.
In 2014 the Online Application submitting system will be lunched; which will help the HR to get data
on real-time process and the applicant will receive their confirmation via email with tracking number.
30. Fun & Learn Day
It is my team high dream to have a get-together every month, where we can share
the good and bad practices of the projects, and to thoroughly discuss either we are
gaining or losing.

26. 2013
HR AT A Glance
Annual Report 2013 Page 25 of 28
31. HR Team in a Way!

27. 2013
HR AT A Glance
Annual Report 2013 Page 26 of 28
32. HR Team – Training on Personality Assessment & Interview Skill
HR – IRSP Team @ Highly-keen HR Institute, Lahore, Pakistan with Mr. Jibran Bashir
during Training on Personality Assessment & Interview Skill at on December 9, 2012
Mr. Farhad Ali &
Mr. Farhan Muzimall
– HR Officers IRSP
With Mr. JIbran
Bashir as Interview
Panel

28. 2013
HR AT A Glance
Annual Report 2013 Page 27 of 28
33. Feedback
WE VALUE YOUR FEEDBACK
We are always interested in hearing how we are doing because it helps us to ensure we are
providing the highest quality of services and that our employees & clients/donor are 100% satisfied.
Without feedback, we would not be as successful as we are.
If you could please take a few minutes of your time to fill out our feedback form below, it would
be greatly appreciated.
Conclusion: Would you like to say!
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Comments: Would you like to be refine!
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Suggestions: Would you like to be added!
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