Mahnoor Asad

Attending to HRKatalyst3.0.....It was a truly remarkable experience that offered profound insights into cutting-edge HR practices and innovative strategies. I had the chance to engage with leading industry experts and forge valuable connections with fellow HR professionals. #Katalyst3.0" #HRInnovation #HRTrends #NetworkingOpportunities #HRCommunity #HRInsights

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"Honored to be featured in Insights Pakistan Spotlight! 🌟 At Appedology Pvt. Ltd., I’m passionate about creating a performance-driven culture where employee engagement and recognition are key. Excited to continue driving innovation and excellence with my team! Feel free to connect if you’d like to discuss more about performance management and employee engagement. Let’s keep pushing for workplace excellence! 💼✨ #PerformanceAndRewards #EmployeeEngagement #HRExcellence #LeadershipInHR #WorkplaceInnovation #HRLeadership #CareerSpotlight"

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𝐖𝐞'𝐫𝐞 𝐇𝐢𝐫𝐢𝐧𝐠: 𝐀𝐬𝐬𝐢𝐬𝐭𝐚𝐧𝐭 𝐌𝐚𝐧𝐚𝐠𝐞𝐫 - 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐬 Are you an experienced account professional with a keen eye for detail and a passion for precision? Join our dynamic team at 𝐌𝐇𝐘 𝐏𝐨𝐥𝐲 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐢𝐞𝐬 (𝐏𝐯𝐭) 𝐋𝐭𝐝 as an Assistant Manager - Accounts and play a crucial role in shaping our financial success! 𝐋𝐨𝐜𝐚𝐭𝐢𝐨𝐧: Kahna Kacha Road, Gajjumata, Lahore 𝐊𝐞𝐲 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬: 1. 𝐅𝐢𝐧𝐚𝐧𝐜𝐢𝐚𝐥 𝐃𝐨𝐜𝐮𝐦𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧: Prepare and supervise financial documents including invoices, bills, and accounts payable and receivable to ensure accuracy and timeliness. 2. 𝐏𝐮𝐫𝐜𝐡𝐚𝐬𝐞 𝐎𝐫𝐝𝐞𝐫𝐬 & 𝐈𝐒𝐎: Complete and approve purchase orders and ISO documentation within the system. 3. 𝐅𝐢𝐧𝐚𝐧𝐜𝐢𝐚𝐥 𝐑𝐞𝐩𝐨𝐫𝐭𝐢𝐧𝐠: Generate and complete regular financial reports, providing insightful information to the finance team. 4. 𝐃𝐚𝐭𝐚 𝐄𝐧𝐭𝐫𝐲: Enter financial information into relevant software programs, maintaining precise records. 5. 𝐋𝐞𝐝𝐠𝐞𝐫 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: Manage company ledgers and process business expenses efficiently. 6. 𝐀𝐮𝐝𝐢𝐭 𝐂𝐨𝐨𝐫𝐝𝐢𝐧𝐚𝐭𝐢𝐨𝐧: Coordinate internal and external audits to ensure compliance and accuracy. 7. 𝐁𝐚𝐥𝐚𝐧𝐜𝐞 𝐕𝐞𝐫𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Verify balances in account books, rectifying any discrepancies to maintain accurate records. 8. 𝐁𝐚𝐧𝐤 𝐃𝐞𝐩𝐨𝐬𝐢𝐭𝐬 & 𝐁𝐮𝐝𝐠𝐞𝐭𝐢𝐧𝐠: Verify bank deposits and manage monthly budgeting tasks to optimize financial health. 9. 𝐓𝐫𝐚𝐧𝐬𝐚𝐜𝐭𝐢𝐨𝐧 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: Oversee day-to-day transactions, ensuring smooth financial operations. 10. 𝐄𝐱𝐩𝐞𝐧𝐬𝐞 𝐑𝐞𝐜𝐨𝐫𝐝𝐢𝐧𝐠: Record office expenditures and ensure they remain within the allocated budget. 11. 𝐅𝐢𝐧𝐚𝐧𝐜𝐢𝐚𝐥 𝐒𝐮𝐩𝐩𝐨𝐫𝐭: Assist the finance department and senior accounting staff with tasks such as preparing budgets, records, and financial statements. 12. 𝐃𝐞𝐛𝐭𝐨𝐫𝐬 & 𝐂𝐫𝐞𝐝𝐢𝐭𝐨𝐫𝐬 𝐑𝐞𝐩𝐨𝐫𝐭𝐢𝐧𝐠: Report on debtors and creditors, and manage accruals and prepayments. 13. 𝐃𝐨𝐜𝐮𝐦𝐞𝐧𝐭 𝐒𝐨𝐫𝐭𝐢𝐧𝐠 & 𝐏𝐨𝐬𝐭𝐢𝐧𝐠: Sort financial documents and post them to the appropriate accounts. 14. 𝐑𝐞𝐩𝐨𝐫𝐭 𝐑𝐞𝐯𝐢𝐞𝐰: Review computer-generated reports for accuracy, tracing and correcting errors meticulously. 𝐖𝐡𝐚𝐭 𝐖𝐞’𝐫𝐞 𝐋𝐨𝐨𝐤𝐢𝐧𝐠 𝐅𝐨𝐫: 1. Bachelor's degree in Accounting, Finance, or a related field. 2. Proven experience in accounting or finance roles, with at least 4 years in a managerial capacity. 3. Strong analytical skills and attention to detail. 4. Proficiency in accounting software and MS Office Suite. 5. Excellent communication and organizational abilities. 𝐒𝐚𝐥𝐚𝐫𝐲 𝐁𝐫𝐚𝐜𝐤𝐞𝐭: 70,000 - 80,000 𝐖𝐡𝐲 𝐉𝐨𝐢𝐧 𝐔𝐬? Be part of a forward-thinking company with a commitment to professional growth and development. 𝐀𝐩𝐩𝐥𝐲 𝐇𝐞𝐫𝐞: 𝐡𝐫@𝐦𝐡𝐲𝐩𝐨𝐥𝐲𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐢𝐞𝐬.𝐜𝐨𝐦 #AccountingJobs #FinanceCareers #AssistantManager #JobOpportunity

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I had an insightful meeting with a senior HR professional Mr. Muhammad Saqib bhatti an expert in people management. We discussed the critical role of HR in organizations, focusing on advocacy and change management. Our conversation included challenges faced with Generation Z and Millennials, and how HR can effectively manage these evolving dynamics. We also explored how HR acts as a catalyst for strategic initiatives, reinforcing the importance of adaptability in today’s ever-changing landscape. I'm grateful for the opportunity to gain valuable insights from a leader in the field. #HR #ChangeManagement #genz #peoplemanagement #HRProfessional

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EOBI or Employees Old Age Pension, commonly known as EOBI Pension, is applicable to nearly all organizations in Pakistan. Below are the key points regarding EOBI contributions and eligibility: 1. Every month, the employer deducts Rs. 320 from the employee's salary and contributes an additional Rs. 1,600 to the EOBI account, totaling Rs. 1,920 submitted via bank challan or cheque. 2. Male employees are eligible for Old Age Pension upon reaching 60 years of age. 3. Female employees are eligible for the pension at 55 years of age. 4. To receive the Old Age Pension, the following service periods are required based on the age at which the employee was registered with EOBI: - If registered before the age of 40, 15 years of service are required. - If registered between the ages of 40 to 45, 7 years of service are required. - If registered after the age of 45, only 5 years of service are required. 5. The required years of service can be accumulated across multiple organizations. 6. If an employer deducts the EOBI amount but fails to submit it to EOBI, the EOBI is still obligated to issue the Old Age Pension. EOBI will collect the contribution from the employer and cannot reject the employee’s application based on non-payment by the employer. 7. Employees should maintain records of each employer, such as company ID card copies, salary slips showing EOBI deductions, experience certificates, and appointment letters. These documents are necessary when submitting an application for the EOBI Pension. 8. The EOBI Pension application must be submitted through the last employer along with a photocopy of the EOBI card, a salary certificate for the last 12 months, proof of age (CNIC), and the payment schedule for the last 12 months. 9. The EOBI Pension is also applicable to terminated, dismissed, and resigned employees without any discrimination. 10. If an insured employee dies before reaching the age of 60, their legal heirs can claim the EOBI Pension, termed the Survivors Pension in this case. 11. All employees can check their EOBI contribution status and EOBI card details on the EOBI website. It is important to note that some HR departments may fail to provide EOBI cards, submit EOBI contributions, or provide service certificates. Such practices are unfair and should be addressed. If you or any of your colleagues face similar issues, please share in the comments. If you have any questions, feel free to ask in the comments.

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𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝟳𝟳𝘁𝗵 𝗜𝗻𝗱𝗲𝗽𝗲𝗻𝗱𝗲𝗻𝗰𝗲 𝗗𝗮𝘆: As we celebrate Independence day this year many people in Pakistan are feeling disheartened by the current economic situation given the recent situation of Internet outages int he country. The uncertainty and financial strain are affecting households across the country, leading to a sense of frustration and anxiety about the future. However, even in these difficult times, it’s important to remember that challenges often bring out the best in us. History has shown that resilience, innovation, and a strong community spirit can overcome even the toughest circumstances. By staying united, supporting one another, and believing in our ability to create change, we can navigate through these challenges and work towards a brighter, more prosperous future. Happy Independence Day to all 🎆 #IndependenceDay #Pakistan #ProudPakistani #Celebration #IntagleoSystems #14August #IndependenceDay hashtag #PakistanZindabad #NationalPride #UnityInDiversity #CorporateCulture #CelebratingTogether

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I had the pleasure of attending an eye-opening online webinar on Psychological Contract delivered by the remarkable Kanwal Malik, Senior HR Manager and Talent Acquisition Expert at CureMD. This event was organized by Global HR Professionals - GHRP - and powered by Artificial Intelligence Community of Pakistan Kanwal's expertise shed light on the crucial elements of the psychological contract, emphasizing its importance in today’s evolving work environment. Here are some key takeaways from the session: - Understanding the Concept: A clear exploration of what the psychological contract is and its vital role in shaping employer-employee relationships. - Components and Expectations: Insights into the components and expectations that define this unwritten agreement. - Impact on Organizations: How maintaining a strong psychological contract can lead to higher employee engagement and improved organizational success. - Management Strategies: Practical strategies for managing and nurturing this critical aspect of HR. - Adaptation and Future Readiness: Preparing for future challenges by aligning psychological contracts with modern workplace demands. A huge thank you to Hussain Sajid & Abeer Azhar - CHRP the founders of Global HR Professionals - GHRP - and the Artificial Intelligence Community of Pakistan for taking such an initiative. This was an enriching experience that has provided me with fresh perspectives on managing human capital effectively. Looking forward to applying these insights in my work and staying engaged with future discussions in this ever-evolving field. #PsychologicalContract #Webinar #KanwalMalik #HR #GHRP #AICP #EmployeeEngagement #OrganizationalSuccess #HRStrategies #FutureOfWork #ProfessionalDevelopment #Leadership

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Hey friends and folks! As a working woman in Sindh, this feels like BIG BIG news for me. Today, I have officially completed my MBA in HRM. My last 6-8 months were totally invested on a capstone project journey which has been both challenging and eye-opening, focusing on a topic close to my heart and soul: Examining the Multilevel Impediments that Working Women Confront in the region of Sindh. A big thanks to my very kind Supervisor @Caterina Fox for making this possible. Surprisingly, my findings revealed that two of the variables: Workplace Discrimination and Social and Cultural Impediments significantly impact women's Career growth in our region. As a woman from Sindh, this research was more than an academic pursuit as it was deeply personal. I have always wanted to understand and amplify the voices of women who juggle work and family life in our patriarchal society. Many women here feel regret for prioritizing work over household chores, forgetting they are doing double duties sacrificing themselves, enduring discrimination at their workplaces, and striving for balance. I consider myself privileged to have siblings who prioritizes my growth and a partner who values and supports my contributions. Yet, I live in a region where opportunities are scarce, and challenges are abundant. This research is just the beginning. I am determined to create a platform to empower the women of Sindh, spreading awareness about their resilience and the systemic barriers they face. Now, I need your advice! How can I take this in the coming future? Would a podcast featuring real stories from working women in Sindh be impactful? Or perhaps a different approach to inspire and empower?💡

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Professional Journey # 3 In my early days as a marketing executive, I faced a daunting challenge: launching our company's new office in a city of Pindi/ Islamabad ( a special permission was granted from govt for banners in Islamabad ) where we had no presence before. The pressure was on as 200 banners and promotional materials were delayed, arriving by train at 1:00 am in the night and office launch was in the morning at 9:00 am. With time ticking away and the morning launch looming, the workers were already on site, ready to hang banners despite the freezing night at 0 degree. But fatigue set in quickly, and after just 60-70 banners, they were ready to call it quits. With a full-page newspaper ad in key newspapers on the same day and TV support scheduled for the launch, decorating the city was critical to make full impact of launch event. In that moment, I knew I had to lead by example. Taking a banner in hand, I climbed a tree myself and began to tie it in place. As the workers watched, a sense of shame washed over them, but I reassured them that I was there to stay until all 200 banners were hung. With renewed energy and determination, the workers joined me, working tirelessly through the night. Together, we faced the challenge head-on, moving from one location to another throughout the city in cold weather. And as the sun rose on the morning of the launch, the city was adorned with banners, each one a testament to our collective effort, dedication and commitment to finish the job on time to make the best of this launch. I went back to hotel at around 7:00 am and dressed up to go to new office. Through that experience, I learned that true leadership isn't just about giving orders from a distance—it's about standing shoulder to shoulder with your team, facing challenges together, and leading by example. When people see their leader willing to roll up their sleeves and get their hands dirty, it inspires respect, loyalty, and a shared sense of purpose and ultimately sense of achieving together.

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Go ahead apply

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As HR professionals, it’s crucial to recognize that salary increments cannot be solely based on employee performance. While performance remains an important consideration, we must also account for economic factors such as inflation rates, the consumer price index (CPI) and the cost of basic necessities. Recent regulations in Pakistan have set the minimum wage at Rs. 37,000. This regulation might seem confusing or challenging to understand in the context of salary increments. To address this, I am seeking insights on two key points: 1. What is the recommended minimum percentage increase in employee salaries to comply with economic adjustments and minimum wage requirements, irrespective of performance? 2. What is the maximum percentage increase that should be considered for high performers, taking into account their contributions, as well as inflation, CPI and other relevant economic factors? Your expertise and suggestions on how to balance these considerations while ensuring fair and competitive compensation are highly appreciated. #HumanResources #SalaryIncrements #CompensationManagement #HRInsights #EconomicFactors #MinimumWage #PerformanceManagement

Implementing the Employees' Old-Age Benefits Institution (EOBI) should be a top priority for companies in Pakistan. Not only is it a legal obligation, but it also falls under the purview of HR's role in ensuring employee welfare and compliance. EOBI registration and contribution are mandated by labor laws, protecting the rights of workers to receive retirement benefits. Failure to comply can result in penalties. Moreover, offering EOBI demonstrates ethical treatment of the workforce and enhances employee retention and motivation. As part of their HR duties, companies must prioritize EOBI implementation. It aligns with corporate social responsibility goals, contributes to societal welfare, and boosts the organization's reputation as a caring employer. By embracing EOBI, businesses can positively impact their employees' future while fulfilling legal and ethical obligations. #HRCompliance #EmployeeRetention #EthicalEmployment #SocialWelfare

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Attention UET Alumni and Upcoming Graduates University of Engineering and Technology, Lahore Does UET offer a resource to help upcoming graduates or alumni get jobs? (Such as a career center?) How do they inform you about jobs - do you get emails for vacancies?

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EOBI or Employees Old Age Pension, commonly known as EOBI Pension, is applicable to nearly all organizations in Pakistan. Below are the key points regarding EOBI contributions and eligibility: 1. Every month, the employer deducts Rs. 320 from the employee's salary and contributes an additional Rs. 1,600 to the EOBI account, totaling Rs. 1,920 submitted via bank challan or cheque. 2. Male employees are eligible for Old Age Pension upon reaching 60 years of age. 3. Female employees are eligible for the pension at 55 years of age. 4. To receive the Old Age Pension, the following service periods are required based on the age at which the employee was registered with EOBI: - If registered before the age of 40, 15 years of service are required. - If registered between the ages of 40 to 45, 7 years of service are required. - If registered after the age of 45, only 5 years of service are required. 5. The required years of service can be accumulated across multiple organizations. 6. If an employer deducts the EOBI amount but fails to submit it to EOBI, the EOBI is still obligated to issue the Old Age Pension. EOBI will collect the contribution from the employer and cannot reject the employee’s application based on non-payment by the employer. 7. Employees should maintain records of each employer, such as company ID card copies, salary slips showing EOBI deductions, experience certificates, and appointment letters. These documents are necessary when submitting an application for the EOBI Pension. 8. The EOBI Pension application must be submitted through the last employer along with a photocopy of the EOBI card, a salary certificate for the last 12 months, proof of age (CNIC), and the payment schedule for the last 12 months. 9. The EOBI Pension is also applicable to terminated, dismissed, and resigned employees without any discrimination. 10. If an insured employee dies before reaching the age of 60, their legal heirs can claim the EOBI Pension, termed the Survivors Pension in this case. 11. All employees can check their EOBI contribution status and EOBI card details on the EOBI website. It is important to note that some HR departments may fail to provide EOBI cards, submit EOBI contributions, or provide service certificates. Such practices are unfair and should be addressed. If you or any of your colleagues face similar issues, please share in the comments. If you have any questions, feel free to ask in the comments. Muhammad Imran Shahid 0334-9168904 #EOBI #LabourLawUpdates #LabourLaws #HRBP #HR #industrialrelations #LabourRights

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📢 Understanding Labour Laws in Pakistan: Ensuring Fair & Safe Workplaces. In today’s evolving work environment, understanding labor laws is crucial for both employers and employees. Pakistan’s labor laws are designed to safeguard workers' rights, promoting fair wages, reasonable working hours, and safe workplaces. Whether it's annual leave, overtime pay, or maternity benefits, being informed helps foster a healthy work environment. 💼 By knowing and respecting these laws, companies can build trust, boost productivity, and avoid potential legal issues. Let's work towards an empowered workforce that’s knowledgeable and protected! #LaborLaws #PakistanLaborLaw #EmployeeRights #HRCompliance #FairWorkplace #WorkplaceSafety #EmployeeEmpowerment #PakistanEmployment #HRProfessionals #LaborLawAwareness

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Lessons from My Recent Experience as an HR Representative. Recently, I had the opportunity to join the hiring process as our agency expanded into new areas. Here are some key insight learning that might help my Linkedin Connections. 1. Proactive Outreach is key the best talent often needs to be sought out rather than waiting for them to apply. 2. Skills Make the Difference Candidates who focus on continuous learning and skill development stand out significantly. 3. Communication Matters (significantly) Clear and confident communication is a crucial asset for any professional. 4. Opportunity Awareness Educating and engaging candidates about opportunities helps attract the right talent. This experience reinforced the value of being proactive, nurturing talent, and fostering growth in our team and beyond. Takeaway: Success in today’s job market comes from continuous learning, honing your communication skills, and staying proactive. Seize opportunities, present yourself with confidence, and focus on growth to stand out as a top candidate. Good luck 👍🏻 #Hiring #Remote #Design #Framer #NewHire

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