Orientation v6.5 Final
Orientation v6.5 Final
Orientation v6.5 Final
A robust project sales portfolio spanning every corner of the country, and the
launch of Zameen Developments as one of the nation’s premier real estate
developers. Our parent entity, Emerging Markets Property Group (EMPG) continues
.
to grow rapidly as well, with operations in 18 countries in the MENA, South Asia and
Southeast Asia regions.
I wish you the best of luck in your journey with us, and look forward to a mutually
beneficial relationship for years to come!
Organization Overview
CEO
Zeeshan Ali Khan
.
Acquisition Development Compliance
Shujaullah Khan Taha Mehmood Hassan Danish Ali Rehan Basil Hafeez Usman Sarwar
( SD- Central) ( SD- South) ( SD- North) ( Director) ( Director) ( Director)
HIRING PROCESS
Hiring Process
ASSESSMENT COMPETENCY INTERVIEWS
TEST ASSESSMENT
RESUME
SCREENING
SUCCESSFUL
HIRING NEW HIRE TRAINING
WHAT IS
ZAMEEN.COM
OUR VISION
INTEGRITY INNOVATION
Ask Questions
BE CREATIVE
&
THINK
OUTSIDE
THE BOX
“
Driven by innovation, Zameen revolutionized the
industry by digitalizing a conventional market.
”
GO GETTER
WHAT IS IT?
GO-GETTER
1st
5.7M+
TOTAL MONTHLY TRAFFIC
2.1M+
TOTAL MONTHLY LEADS
15,000+
Active AGENCIES
600,000+
NEW LISTINGS MONTHLY
TEAM SIZE
OFFICES
BAHAWALPUR GUJRANWALA
OUR JOURNEY
OUR JOURNEY
Collaborated with
DHA Lahore for Lahore
Property Festival
OUR JOURNEY
3 back-to-back Expos in
Lahore, Islamabad & Karachi
Expanded to
30 cities nationwide
OUR JOURNEY
Launched In Pakistan
A complete Property Solution &
Exclusive Projects
&
MERGER IN THE MENA & SOUTH ASIA REGIONS
2020
ZAMEEN’S BUSINESS MODEL
Classified
▪ Agencies
▪ Developers
▪ Home Partners
▪ Launched in 2017
CPML ▪ 5 On Ground Projects
▪ COST PER MATURED LEAD (PROJECT SALES DEPT) ▪ 2000 + Happy Customers
▪ ZAMEEN GETS EXCLUSIVE PARTNER RIGHTS
Secondary
▪ FACILITATION CENTERS
▪ TRANSFER OF SECONDARY PROPERTIES
▪ KLI LAUNCH
OUR TECHNOLOGY
INTERNAL SALES
MANAGEMENT
PORTAL
CRM
CUSTOMER RELATIONSHIP
Lead Management System MANAGEMENT
Sales & Contact Center Teams will work according to their department schedules
RAMADAN TIMINGS ARE COMMUNICATED BEFORE THE START OF THE MONTH
ATTENDANCE
MINUTES MULTIPLIER
From To
0 200 0.00
201 350 1.25
351 750 1.50
751 1500 2.00
LEAVES
▪ Employees are advised to extinguish their cigarettes and discard them appropriately.
▪ Smoking in the vicinity of the Generators or any flammable object is strictly prohibited.
Salary Disbursement
▪ Zameen.com ensures timely salary disbursement to all employees to avoid any
inconvenience.
▪ All new employees who join on or before 15th Of the month become part of the
current month’s payroll
▪ The attendance management system is directly linked with the payroll system
therefore employees are advised to regularize their attendance by 23rd of every
month to avoid any deductions in their salaries.
POC ICE:
HQ- CPML -Muhammad Omar Afzal (Admin) : 0300 8382721
Region - LC – Hashim Mehmood ( Admin) : 0300 8546754
Employees Engagement
SEXUAL
HARRASMENT
POLICY
SEXUAL HARRASMENT
DEFINITION
Sexual harassment is unwelcome and unwanted conduct of a sexual nature
which makes a person feel offended, humiliated and/or intimidated.
SEXUAL HARRASMENT
MODES OF HARRASMENT
PHYSICAL
SEXUAL HARRASMENT
HOW TO DEAL WITH IT
Anyone who experiences sexual harassment from another should inform the alleged harasser that
the conduct is unwanted and unwelcome.
SAY “NO”
If a victim cannot directly approach an alleged harasser, he/she can approach and inform HR
- OR -
one of the designated Committee members or Counsellors responsible for receiving complaints of
sexual harassment.
SEXUAL HARRASMENT
COUNSELLERS
▪ To train them at initial stage of hiring in a way to avoid any potential fraudulent activity
by any of the staff.
▪ Obtaining feedback from customers and converting/analysing the same feedback for
risk assessment and quality control improvement.
TYPES OF
IMPROPER CONDUCT
What do you think they are?
Take two minutes & think about it!
TYPES OF IMPROPER CONDUCT
IMPROPER CONDUCT
2 TYPES
FINANCIAL INFORMATIONAL
IMPROPER FINANCIAL CONDUCT
▪ Includes, but is not limited to:
▪ Offering/ Accepting Bribes
▪ Extorting Colleagues
▪ Asking/ Accepting undue commission
▪ Debt Elimination
▪ Kickbacks from Vendors
▪ Misappropriation of Assets
▪ Receiving “gifts”
▪ Creating “Ghost Employees”
▪ Primary & Secondary Teams should stick to their own respective roles.
IMPROPER INFORMATIONAL CONDUCT
▪ Includes, but is not limited to:
▪ Internal Collusion between departments/teams for self interest within
Zameen.com.
▪ Collusion for personal gain with an external party.
▪ External & Internal leakage of confidential information.
▪ Creation of “Ghost Affiliates”
▪ Leaking information to direct competitors.
▪ Manipulation of attendance system.
▪ Holding customer information at personal level & not making it a part of the
system
▪ Association development with affiliates/dealers & sharing client’s confidential
information.
WHAT CAUSES WRONG
DOING?
What do you think?
Take two minutes & think about it!
WHAT CAUSES WRONG DOING?
▪ In most of the cases, the motivation for wrongdoing & unethical behavior is driven by:
▪ Personal & Financial Gain
▪ Environment
▪ Peer Pressure
FRAUD
RATIONALIZE OPPORTUNITY
Note: Issues for which appropriate procedures already exist, including values and ethics, harassment and
grievances, in which case relevant policy “code of conduct” should be followed where appropriate. And such
cases should be reported to HR for due course of action as defined in the code of conduct.
WHISTLEBLOWING
▪ Be Aware of your surroundings
▪ If someone you know is doing something they shouldn’t, don’t keep it quiet.
▪ If, however, allegations are made out of mala fide intent, simply to cause anger,
irritation or distress; disciplinary action may be taken against whistle blower.
FAILURE TO REPORT
▪ Failure to report any of known concerns, instead of having detailed knowledge and
evidence, action can be taken against that person if identified, as it’s the duty of a
person to raise concern.
HOW TO REPORT
HOW TO REPORT
▪ You can report any whistle blowing concern by visiting the following HR portal based
link:
Note: For email route “Name and contact details of the whistle blower ” should be included in the email otherwise email will be
considered as invalid . Name of the whistle blower shall be maintained strictly confidential in any case.
LEVELS OF OFFENCE
3 LEVELS OF OFFENCE
LEVEL 3
OFFENCE LEVEL 1 OFFENCE
▪ False Allegations.
LEVEL 2 OFFENCE
LEVEL 1 OFFENCE
3 LEVELS OF OFFENCE
LEVEL 3
OFFENCE LEVEL 2 OFFENCE
▪ Failure to report
▪ Colluding with the main perpetrator.
▪ Tampering with Attendance
LEVEL 2 OFFENCE
LEVEL 1 OFFENCE
3 LEVELS OF OFFENCE
LEVEL 3
OFFENCE LEVEL 3 OFFENCE
▪ Embezzlement from Zameen.
▪ Leaking Confidential information to
competitors.
LEVEL 2 OFFENCE ▪ Willingly causing loss to Zameen.
▪ Creating Ghost Affiliates/ Employees.
LEVEL 1 OFFENCE
WHAT HAPPENS WHEN
A VIOLATER IS
CAUGHT?
GETTING CAUGHT
LEVEL 3
OFFENCE LEVEL 1 OFFENCE
▪ Promotion & Increment held for 6
months.
▪ Remains on record for 6 months.
LEVEL 2 OFFENCE
LEVEL 1 OFFENCE
GETTING CAUGHT
LEVEL 3
OFFENCE LEVEL 2 OFFENCE
▪ Warning
▪ Fine Imposed
▪ Promotion & Increment held for 1 year.
LEVEL 2 OFFENCE ▪ Remains on record for 1 year.
LEVEL 1 OFFENCE
GETTING CAUGHT
LEVEL 3
OFFENCE LEVEL 3 OFFENCE
▪ Termination
▪ Blacklisting
▪ Carrying out due legal process.
LEVEL 2 OFFENCE ▪ Activation of Indemnity Form
LEVEL 1 OFFENCE
Let your Journey begins with the
LEADER of the Real Estate Industry