and The legacy
Upholding values of honesty and trust to deliver the best in real estate has been our greatest accolade. The foundation of the famous Raja Market located in Raja Bazar, being the first milestone of our journey, was laid down by Raja Afsar Ali Khan after the independence of Pakistan in the 1950s, and the development journey hasn’t stopped since.
Starting in the inspirational streets of London, we have been delivering real estate excellence for more than 17 years. As a real estate development group, we have successfully completed more than 55 projects (remodeling & development) in a very competitive market of the United
IT BEGINS IN ISLAMABAD
Our Group has started 15 real estate projects since 2016 in the most sought-after areas of Pakistan. With a country club as well as a business district, we have been able to launch 4 hotels and 2 luxury apartment complexes (Golf Floras & IMARAT Residences) in the capital city alone.
Our Corporate social responsibility
A sustainability first approach
We rise by lifting others.
For IMARAT, corporate social responsibility retains an intrinsic commitment to our community, our environment, and everything in between. It is our extended responsibility towards creating greener and more sustainable communities. Our entire construction portfolio promotes environment-friendly designs, materials, and procurements. CSR is the essence of our Jazba-e-Tameer where we seek to spread our light in the nooks and crannies of Pakistan.
As the 8th most affected country by climate change, we believe it is important for the private sector to endorse eco-friendly development, green technology, and sustainable business models to mitigate climate change challenges in Pakistan. We maintain a holistic CSR portfolio that caters for underprivileged communities, school-going children, and budding young professionals through initiatives like TameerSeTaleem, STEAM Safeers, TaqdeerKiTameer, and so on.
OUR EXTERNAL AUDITORS
The primary goals of the external audit are to confirm the sufficiency and fairness of the organization’s financial records and to determine if they are in accordance with the company’s policies and bylaws. Our external auditors critically evaluate the record books and if valid; provide us with a reasonable level of assurance regarding the absence of any substantial misstatements in the financial statements.
Our People and Culture
The Human Resource Philosophy
The IMARAT Group Human Resource philosophy emphasizes commitment towards excellence in all aspects of operations. This focus on excellence encompasses a culture that encourages and supports professionalism in interactions amongst employees, stakeholders, customers, and public members. Employees are representatives of the organization in both internal and external interactions.
Our Guiding Principles
- With the highest ethical standards of integrity in conformity with the Code of Ethics and Business Conduct.
- By complying with all legal and regulatory requirements and
- In a manner that no disfavor will reflect on the Group, both on and off the job.
Our Group acknowledges the vitality of HR in its overall success. To push towards optimisation in HR, a professional approach is critical. Merit-based transparent recruitment processes are core. Relevancy is important when it comes to hiring, and profiles are matched accordingly.
GROW WITH IMARAT
Other than lateral hiring against open positions, we provide a platform to young graduates from different fields to learn and ‘Grow with IMARAT.’ The summer internship programme is designed to give students real-time, project-based grooming, and exposure to business challenges in the fields of marketing, human resources, finance, development, and sales.
Our performance management system is designed to support employees’ regular performance reviews that help them track their performance against individual goals and their contributions to the Group. It encourages employees and managers to keep track of achievements all year long. Using a streamlined and logical approach to objective setting and assessment helps differentiate clearly between varying performance levels.
STANDARD 70:20:10 MODEL
We follow the standard 70:20:10 model for learning and development, in which 70% of the growth is generated by stretch assignments to our high performing employees, job rotations, and participation in strategy development. Meanwhile, 20% learning comes from continuous feedback, exposure to senior leadership, coaching and mentoring, and the remaining 10% is derived from educational programmes like trainings and seminars.
The expertise and experience of people in our Executive Group and management enable us to create a great business model, continue to deliver on our strategy, and capitalise on the great opportunities that lie ahead.