The SECP is continuously taking measures to enhance both capability and capacity of its human capital.
Our people comprise of the most credible, worthy and competent individuals who are devoted to developing and enforcing policies which promise, positive results for the economy and the country.
Keeping in view the responsibilities, employees are paid lucrative remuneration and privileges. At the same time, no compromise is made on merit and integrity. Our employees enjoy a balanced contentment of private sector benefits and the charm of serving the public sector. Our pledge of employee wellbeing is clearly reflected in our Human Resource policies and procedures. In return it is expected from the employees to put their best towards the achievement of targets set by the senior management. A clearly defined promotion policy is approved by the Commission therefore every employee knows the minimum rating to be achieved. Recognition and reward is given to the high performers and continuous and structured guidance and coaching is given to those who need our assistance. At the same time our overarching emphasis for reward and recognition to our employees is based on contributions made by them that most positively touch the lives of our larger stakeholder base.
Aside from attractive performance based financial benefits, we provide employees with on premises health and wellbeing facilities such as a medical clinic, a state of the art gym and a library with audio-visual facilities. Our commitment, in particular to encourage an enabling environment to our female employee base is reflected in the fully operational day care facility we offer to our young professionals where their children are secure and watched over by competent day care staff.
To ensure our human capital has access to latest communication technology, international knowledge sharing and exposure for it to execute its responsibilities efficiently, we make considered investment in each employee's individual and professional growth. SECP has invested in IT infrastructure, software development and training to make our working environment modern and at par with international standards. A state of the art training facility, structuring of a centralised knowledge management department and our ongoing efforts to migrate to unified communications is proof of our resolve to benefit most from technological advances in developing our human capital.
Over the years, SECP has also developed value added liaisons with international counterparts through signing of MOUs leading to mutual co-operation on information sharing among other areas of collaboration. Through these initiatives our human capital now has enhanced access to an international network of intellectual capital, more frequent foreign exposure and the ability to invite international thought leaders to address Pakistani stakeholders. Through sharing of information we continue to refine our policies and procedures by adopting international best practices while exporting our intellect to other developing jurisdiction for which we and our employees get international recognition.
Our Training and Development wing maintains a computerised database of domestic and international trainings being offered by local and international training and development consultants and institutions. Our training and employee development calendar is accordingly structured based on identified training needs through conducting a scientific training needs analysis. A highly qualified and groomed internal trainer database supports intra-organisational learning and development.
In addition to considering international talent exchange through a global internship program a world class Management Trainee program is being developed in-house. Through the global internship program we hope to create international goodwill ambassadors and through the Management Trainee program we hope to develop the most competent representatives of SECP to serve our stakeholder base.
Similarly, Human Resource Operations is devising a scientific workload assessment methodology evaluating each job role on the basis of functional and organizational competencies and time value studies leading to a sophisticated and transparent succession planning mechanism.
SECP is avowedly determined in having it recognised as the preferred employer of choice in years to come and for that it recognises the need to nurture and harness talent to become one of the leading regulators of the world. The writer is an SECP Commissioner.