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Human Resource Management
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BEACHLOR of BUSINESS ADMINSTRATOR
Prof : Hammad Ahmad MUHAMMAD TARIQ 11344
M.TARIQ 11344
Haroon Sadiq 11349
M .Sufiyan 11324
M.Shahbaz 11323
Umer Farooq 11317
Usman Sadiq 11360
BBA (5) A
Submitted To:
Submitted By:
Group Leader:
Program:
Class:
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Acknowledgement and dedication
Acknowledgement:-
First of all we are thankful to one and only the Almighty Allah and his prophet
Mohammed (PBUH) for always guiding us in the thick and thin and giving us strengths
and courage to complete this project, without them nothing would have been possible.
Our special thanks to our teacher Sir Hammad who not only provide us
Opportunity to do this assignment but also paid a Fair attention to do it. Then
we would like to thank our parents whose prayers and support have always been
influential in our lives. Finally we would like to thank all the people who directly or
indirectly helped us out in this, and a thank you goes to the organizations whose data we
used in this project as well.
Dedication:-
To Almighty Allah and his prophet Mohammed (PBUH), and to Our loving parents who
gave our life to face the world and to our dearest sisters who gave us a lot and always
there For us whenever we need them we also dedicate to all our teacher specially Prof.
Hammad Ahmad to teach us and help us in every knowledge activity that we were done.
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Executive Summary
Orient Group of Companies has been on the forefront of design and development, by
coming up with new products and increasing its presence in all its featured markets.
Established in Lahore in1957, today the Orient Group of Companies is one of the largest
consumer goods companies of Pakistan.
Orients products have proven themselves in functional performance parameters set by
international industry experts. With the vision to become leaders of the industry, Orient
strives to make each of its products, with careful R&D and intensive innovation. Orient
aims to give its customers new and original products each year, which can be value
beyond the ordinary in every household
They are using a HRIS, which is a great sign for any organization especially like Orient
who are through their expansion. They do screening interviews, employment tests, job
offers etc for the appointment. They also give their new entrants orientation so that they
get familiar with the environment of the organization. The immediate supervisor
evaluates performance. The probation period is 6 months. There are no unions in the
organization.
The style of management at Orient is different from the traditional organizations, Orient
has adopted participative management. This type of management creates a sense of
ownership among the employees. There are no workingwomen issues in Orient, and
women consist of 20 percent of total work force of Orient. The HR department at Orient
also manages grievance. Orient provides perfect environment for employees to work
efficiently to gain experience and to add worth to the organization.
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Table of Contents
1. Introduction of the Organization .................................................................... 8
1.1. HISTORY OF ORIENT ................................................................................. 8
1.2. Company Profile ............................................................................................. 9
1.3. OUR VISION.................................................................................................. 9
1.4 Commitment ........................................................................................................ 9
1.5 Universal Standards .......................................................................................... 10
1.6 Quality Control ................................................................................................... 10
1.7 Innovation ........................................................................................................... 10
1.8 Our Team ............................................................................................................ 10
1.9 Customer Care .................................................................................................... 11
1.10 Life Styles ......................................................................................................... 11
1.11 Objectives ......................................................................................................... 11
1.12 Achievements .................................................................................................... 11
1.13 Corporate Social responsibility ......................................................................... 12
1.14 Company's Future ............................................................................................. 12
1.15 Hierarchy............................................................................................................... 13
1.16 Number of employees ................................................................................... 14
2. Departmental Chart........................................................................................ 15
2.1. History of HRM Department ........................................................................ 15
2.2. Role of HRM Department ............................................................................. 15
2.3. FORMULATION OF POLICIES ................................................................. 16
2.4. HIERARCHY OF HUMAN RESOURCE DEPARTMENT ....................... 17
3. HR Planning .................................................................................................... 18
3.1. Introduction Of Human Resource Panning ................................................... 18
3.2. Accessing the needs of human resources in various departments .............. 18
3.3. Problematic areas in Human Resource Planning .......................................... 19
3.4. Suggestions ................................................................................................... 19
4. Job Analysis ..................................................................................................... 20
4.1. Orient Job Analysis ....................................................................................... 20
4.2. Information Collected in Job Analysis ......................................................... 20
4.3. Why Orient conducts job analysis ................................................................ 20
4.4. Importance of Job analysis for Orient ........................................................... 21
4.5. Job analysis procedure of the Orient ............................................................. 22
4.5.1. Direct Observations ...................................................................................... 22
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4.5.2. Interviews ...................................................................................................... 22
4.6. How Orient formulate job description and specification .............................. 22
4.6.1. Job specification............................................................................................ 23
4.6.2. Job Description ............................................................................................. 23
4.6.3. Job Evaluation ............................................................................................... 23
4.6.4. Job Rotation .................................................................................................. 24
5. Recruitment ..................................................................................................... 26
5.1. Recruitment Sources ..................................................................................... 26
5.1.1. Advertisements ............................................................................................. 26
5.1.2. Educational Institutions ................................................................................ 27
5.1.3. Personal Referrals ......................................................................................... 28
5.1.4. Walk – Ins ..................................................................................................... 28
5.1.5. Candidates Database ..................................................................................... 28
5.2. Recruitment Alternatives .............................................................................. 28
5.2.1. Outsourcing ................................................................................................... 29
5.2.2. Employees Leasing ....................................................................................... 29
5.2.3. Hired employees on Contracts ...................................................................... 29
5.2.4. Online Recruitment ....................................................................................... 29
5.3. Documents .................................................................................................... 30
5.3.1. Employment Application .............................................................................. 30
5.3.2. Internship Plan .............................................................................................. 30
5.4. Problematic Areas ......................................................................................... 31
5.5. Suggestion ..................................................................................................... 31
6. Selection ........................................................................................................... 32
6.1. Selection Criteria .......................................................................................... 32
6.2. Standards for Recruitment ............................................................................ 32
6.3. Hiring Authorities ......................................................................................... 33
6.4. Board of Directors......................................................................................... 33
6.5. Selection Committee ..................................................................................... 33
6.6. Selection process operates in the UFONE .................................................... 34
Selection of the candidates ............................................................................................. 34
6.6.1. Screening Interview: ..................................................................................... 35
6.6.2. Employment Test: ......................................................................................... 35
6.6.3. Employment Interview: ................................................................................ 35
6.6.4. Job Offer: ...................................................................................................... 35
6.6.5. Recruitment Job: ........................................................................................... 35
6.7. Probation Period............................................................................................ 35
6.8. Documentation .............................................................................................. 36
6.9. Application Form .......................................................................................... 37
7. 7. Socializing................................................................................................. 38
7.1 Employees Orientation............................................................................................ 38
8. Training & Development ................................................................................ 39
8.1. Training ......................................................................................................... 39
8.1.1. On Job Training ............................................................................................ 39
8.1.2. Off Job Training ............................................................................................ 39
8.2. Duration ........................................................................................................ 39
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8.3. Sources .......................................................................................................... 40
8.4. Development ................................................................................................. 40
8.5. Carrier Management ..................................................................................... 40
8.6. Reduce employee’s frustrations .................................................................... 41
8.7. Enhance culture diversity .............................................................................. 41
8.8. Monitoring .................................................................................................... 41
8.9. Coaching ....................................................................................................... 41
8.10. Suggestions ................................................................................................... 41
9. Performance Management System ................................................................ 42
9.1. Methods Performance Appraisal Objective Measures .................................. 42
9.2. Subjective measures ...................................................................................... 42
9.3. Checklist appraisal ........................................................................................ 43
9.4. Checklist Form .............................................................................................. 44
9.5. Performance Evaluation ................................................................................ 45
9.6. Promotion Policy .......................................................................................... 47
9.7. Performance Appraisal Process .................................................................... 48
9.8. Objectives of Performance Appraisal ........................................................... 48
9.9. Employees Benefits and Incentives .............................................................. 49
9.9.1. Provident Fund .............................................................................................. 49
9.9.2. Staff Insurance Policy ................................................................................... 49
9.9.3. Health Insurance ........................................................................................... 50
9.9.4. Car Insurance ................................................................................................ 50
9.9.5. Loan Insurance .............................................................................................. 50
9.9.6. Leave Policy.................................................................................................. 50
9.9.7. Rewards......................................................................................................... 50
9.9.7.1. Financial Rewards ......................................................................................... 50
9.9.7.2. Non Financial Rewards ................................................................................. 51
9.9.8. Compensation System ................................................................................... 51
9.10. Benefits ......................................................................................................... 52
9.10.1. Job Security ................................................................................................... 52
9.10.2. Motivating Employees .................................................................................. 52
9.10.3. Health and Safety Issues ............................................................................... 53
9.10.4. Firing Policy.................................................................................................. 53
9.10.5. Retirement ..................................................................................................... 53
9.10.5.1. Pre-Retirement Socialization: ....................................................................... 54
9.10.5.2. Early Retirement Programs: .......................................................................... 54
10. CONCLUSION ............................................................................................... 55
11. Recommendations and Suggestions............................................................... 56
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1. Introduction of the Organization
1.1. HISTORY OF ORIENT
Orient Group of Companies (OGC) have been working tirelessly to bring state of the art
products to our customers. Being an innovative company we understand that the future of
this world belongs to Information Technology and the world has already switched its
trend to more digitized modes of communication and marketing. For the sheer support of
our customers and to build up on the IT driven market of the world we have decided to
launch a new website for our brand.
The new website is a lot more interactive in nature and our customers will be able to surf
through the complete range of our finest products, making it easier for them to make a
choice. To make it an even more time saving mode of liaison we have loaded the website
with all the product related technical information that might be needed by the consumers.
At OGC, customer feedback has always been a priority and to make it possible for our
customers to record their suggestions we have added features where the people logging in
to the website will be able to comment on the posts made. A section of the website has
been dedicated to customer feedback where our support team is at your disposal round
the clock. In order to keep our users informed about the company’s activities an active
press releases section has been created where you will be able to stay in touch with our
product related news as well as other fun activities.
We have focused particularly on dynamic navigation for our customers to have a hassle
free experience while exploring our website. It is well known that the Orient Group of
Companies values customer services more than anything. I believe that with this
technology, we are now getting one step closer to our customers. But this is more than
just a statement in achieving technological excellence; we consider our website as our
online brochure. We are also in the process of centralizing our content generation. We
want all corporate literature of Orient Group of companies to have complete synergy in
the relevant media.
Orient has also linked up comprehensive social media strategy to support the website. We
understand that social media is paving the way for the future. Our strategy is such where
customers will have a chance to take home a prize, every week. And that means
competitions, games, activities and interactivity of a vibrant level that keeps our
customers engaged to the Orient brand & builds up the social media community. No
company in our field has taken up such a strategy till now. We are very excited in the
prospects of the social media’s influence on our marketing dimensions and the
possibilities are seemingly endless
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1.2. Company Profile
Orient Group of Companies has been on the forefront of design and
development, by coming up with new products and increasing its
presence in all its featured markets. Established in Lahore in1957,
today the Orient Group of Companies is one of the largest
consumer goods companies of Pakistan.
Orients products have proven themselves in functional performance
parameters set by international industry experts. With the vision to
become leaders of the industry, Orient strives to make each of its
products, with careful R&D and intensive innovation. Orient aims
to give its customers new and original products each year, which
can be value beyond the ordinary in every household.
1.3. OUR VISION
“To be the leading provider of Consumer Electronics goods in Pakistan and
deliver the best to the nation and our country”
1.4 Commitment
At Orient Group of Companies we are driven first and foremost by our
customers. The talent, energy and determination of each and every
employee enable us to deliver the best to our customers and play a role in
boosting the country.
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1.5 Universal Standards
Our products are designed according to the universal standards so that our
customers can enjoy the best of their experiences with them.
1.6 Quality Control
Our stringent quality parameters and rigorous testing and re-testing allows
for 100% confirmation of standards. From our services to our workforce,
we are employed to ensure the best quality on offer.
1.7 Innovation
Orient Group of Companies is built up of a dedicated workforce
functioning as a team. We are working together on a mission to provide
our very best to the customers.
1.8 Our Team
Our Vision is to be the leading provider of Consumer Electronics goods in
Pakistan and deliver the best to the nation and our country.
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1.9 Customer Care
We value our customers and are devoted to deliver to them in a timely and
professional manner. Our dedicated team deals each query with utmost
efficiency in order to gain customer satisfaction
1.10 Life Styles
Our exquisite range of appliances is designed to bring vibrant changes in your
lifestyle. Our attractive products certainly add more meaning to your life.
1.11 Objectives
Our target is to become Pakistan's top manufacturers in electronics and home
appliances, photographic and lighting industries. We are evolving ourselves toward
upgrading our products and services to serve our customers the best.
1.12 Achievements
Orient Group of Companies has been awarded with the Best Achievement
Award by Lahore Chamber of Commerce & Industry in the year 2005. It is
recognized as Pakistan's one of the most successful manufacturers and
distributors of electronic goods.
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1.13 Corporate Social responsibility
Our Vision is to be the leading provider of Consumer Electronics goods in
Pakistan and deliver the best to the nation and our country.
1.14 Company's Future
Our Vision is our dream, soon to be fulfilled. Orient Group of Companies is
progressing towards bringing world class electronic products to its customers
and contributing to our nation.
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1.15 Hierarchy
Vice President
Manager Marketing
Manager Finance
Manager HRM Manager Customer Care
Manager IS SystemSystem
Manager Engineering
Assistant Managers
Ex. Assistant Managers
President
Ex. Assistant Managers
Assistant Managers Assistant Managers
Ex. Assistant Managers
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1.16 Number of employees
Orient is the leading organization in the electronic industry. They have 600 plus
employees. At their head office they had 120 employees. They have 14 branches in
different cities of Pakistan. At orient, our believe is that “our people are our greatest
asset. We take greater pride in acknowledging the contribution each one of us makes”.
We focus on people development and for that we ensure:
Staff Orient with world class Professionals and ensure that the right
Systems are in place to encourage them to develop to their full potential
Create a collaborative and mutually supportive work environment that encourages
people to grow
Build a team of professionals who deliver expertise by participating in business
decisions
Develop Performance Management and reward systems underlying our Business
strategy
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2. Departmental Chart
2.1. History of HRM Department
Orient human resource department is in the head office, which is in Multan Road,
Lahore. The HR department of Orient is functioning very efficiently, there are in total
Fifteen employees in which the there is one head who is the Human Resource Manage.
He is the one who deals with all the matter related to HR in the organization.
HR department in any organization is very significant, no one can deny from its
importance. Because human beings working in an organization are the most precious
asset of that organization. Orient also knows that the secret of success of their business
lies in their human resources. The basic and core function of HR Department is to select
and keep the right person for the right job. Because there is a man behind machine.
2.2. Role of HRM Department
The job of HR manager is very critical, the success or the failure of the business depends
a lot on Hr manger. Because HR manger is the person who evaluates people whether they
are fit for the particular job or not
Like every prestigious organization at Orient HR department is responsible for
implementation off all the policies in the organization. HR department is also responsible
for initiating different types of policies such as,
Hiring And Firing Policy
Leave Policy
Working Hours Policy
Retirement Policy
Performance Evaluation
Training Policy
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Career Counseling
Grievance Management
HR department at Orient designs the job, and then according to that hire people who best
fit in that job. Training the employees to make them more efficient and effective is done
by HR department, for this purpose they have to identify the needs and then design the
training to meet the requirements of that need.
2.3. FORMULATION OF POLICIES
The executives with the consent of the employees formulate the policies and that’s why
they haven’t faced any problem during the implementation of those policies. There is no
resistance against the policies because of participative management and this generates the
sense of ownership among the employees. It is the responsibility of the HR department to
implement all the policies.
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2.4. HIERARCHY OF HUMAN RESOURCE DEPARTMENT
Manager HRM
Assistant Managers Assistant Managers
Ex. Assistant Managers Ex. Assistant Managers
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3. HR Planning
3.1. Introduction Of Human Resource Panning
Human resource planning is a process of determining an organization’s human resource
needs. In human resource planning at strategic level it is determined what business the
organization will be in, then setting goals and objectives, determining how goals and
objectives will be attained, determining what jobs needs to be done and by whom at the
end matching skills knowledge and abilities to required jobs.
3.2. Accessing the needs of human resources in various departments
The departments of Orient send request to the HR departments for the needed employees
in further in various fields then hr department start action on the request of departments
and they develop profile and profile includes
All employees’ names
Education
Training
Prior employment
Current positions performance rating
Salary level
Language spoken
Capabilities and specialized skills
Information about theses inputs are gathered from questioner given to their employees
and checked by the supervisors and this information is available in the company’s
database.
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3.3. Problematic areas in Human Resource Planning
Orient do not have management inventory report (Replacement chart) system which
covers individuals in middle to upper level management positions in case of any position
become vacant in the near future due to retirements, promotions, transfers, resignations or
deaths of any employees, They cannot fulfill the vacant position in efficiently manner.
They will conduct meetings and interviews to fill that position.
3.4. Suggestions
They have to maintain separate management inventory report that covers vacant positions
from middle to upper level management in case of any uncertainty retirements,
promotions, transfers, resignations in near future.
They have to nominate the persons who are capable to fulfill the vacant positions and
their time period will also be mentioned in which they were accepted to move the upper
level.
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4. Job Analysis
Job analysis is systematic exploration of activities within a job. It is a technical procedure
used to define the duties, responsibilities, and accountabilities of job. It is proved that job
analysis is almost first activity of HR department to be done. Because on this, pay
packages, compensations, job descriptions, job specifications, job evaluation etc are
made. So at Orient experts do job analysis. They construct “Job Analysis form”.
4.1. Orient Job Analysis
Following steps should be taken by the Orient.
Step1: Obtain Documentary information such as procedure Manuals and written
instruction.
Step 2: Ask about more general aspect such as the jo Purposes, the main activities.
Step 3: Ask the jobholders about the job.
Step 4: Observe the jobholders to see what they actual do.
4.2. Information Collected in Job Analysis
Work activities
Worker-oriented activities
Machines, tools, equipment, and work aids used
Job-related tangibles and intangibles
Work performance
Job content
Personal requirements for the job
4.3. Why Orient conducts job analysis
The Orient conducts the job analysis to get the right person for the right job at the right
time. If the Orient does not conduct the job analysis then there will be a huge chance of
selecting the wrong person or to reject the right person who is suitable for the job.
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Knowing Who Does What
Major duties or activities required
Conditions under which the job is performed
4.4. Importance of Job analysis for Orient
Provide realistic job information's regarding duties, working conditions, and
requirements
Identifies relationships between supervisors and subordinates
Defines duties and related tasks
Time required to perform duties
Basis for training, career planning, and career development
Help to determine the worth/pay
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4.5. Job analysis procedure of the Orient
There are mostly following procedure of the Orient about analysis of a job:
4.5.1. Direct Observations
At Oreint direct observation is also done for job analysis. Employees are directly
observed and watched at work through security cameras that were installed within the
organization or at the work place. Through these cameras all the employees entire range
of activities which they during the job but this method is not use full for executive job
4.5.2. Interviews
Orient use two kinds of interviews method individual interviews and group interviews.
Individual interview method results in single job analysis in Orient and group interview
method is used for group job analysis. Through these methods the selected persons have
the ability to perform the job according to the requirement of Orient.
4.6. How Orient formulate job description and specification
In Orient most of the announcements for jobs are being done through newspapers having
wide circulation in the country. Whenever Orient offers any job it also describes the
responsibilities and duties with in a job to be performed. The HR people after analyzing
any job that has become vacant makes a job description defining clearly what the
jobholder will do and how it will be done. On the whole job description defines
characteristics of job, environmental conditions and responsibilities of the job.
The HR people define the job in such a way that it clearly describes the job and guides
new employees what to do etc. now they are moving towards E-Recruitment also to
ensure best candidates apply for the jobs and professional people are employed in the
Organization.
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4.6.1. Job specification
Orient also has well developed criteria for each job in term of the job specification. In all
the area of the jobs the pre- requisite for the job are defined for example:
Qualification required for a job
Skill required for a job
Experience required for a job
4.6.2. Job Description
Human resource Division analyze each job and the its required outcomes. Job analysis is
done by analyzing the past experience and emerging trends.
Orient holds documents about terms, duties responsibilities, and specifications about each
job. In job description Orient define the following:
Duties of HR manager is to select, hire and train employees
Responsibilities are to update records and processing insuring claims
Task is to complete the job related activities
4.6.3. Job Evaluation
The job evaluation method of Orient is lined to appraisal system. Whenever the appraisal
report of any employee is generated he is being paid according to his performance. The
job is evaluated on the basis of appraisal reports. If any post is vacant those past
performance on that post is evaluated and the market conditions are observed and then
the job is evaluated. The value for the job is concerned with the performance report. The
value of any job can be increased if the employee on certain post has performed very well
and his appraisal report is very outstanding then according to his performance value of
job is increased and this process is carried out by the HR department of Orient.
Moreover, the job evaluation is linked with the merit. Any person who is employed on
merit and is performing very well will be given salary on the basis of his performance
and merit.
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The job evaluation method was not very much good in the past but now it is linked to
appraisal system of Orient
4.6.4. Job Rotation
Periodic rotation of staff between various assignments is used by Ufone as a means of
broadening areas of expertise of concerned staff. For HR, supervisory and officer level
positions, rotation is done upon completing around 2 years in one assignment. For
Managers the maximum period in one assignment not exceeds 5 year.
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JJOOBB DDEESSCCRRIIPPTTIIOONN FFOORRMM
NAME __________________ GRADE/DESIGN_________ ___________ STAFF
NO______
PAYSACLE______________BASIC PAY AS ON ______________________
DATE OF BIRTH_________________________DOMICILE_____________________
ACADEMIC QUALIFICATION_________PROFESSIONAL
QUALIFICATION___________
PAST RECORD, ADVERSE REPORT/DISCIPLINARY ACTION (IF ANY) DURING
LAST THREE YEARS
_______________________________________________
___________________________________________________________________
INCREMENT GRANTED W.E.F. 01-01-1998 01-01-1999 01-01-
2000
ANNUAL ________ ________ ________
SPECIAL ________ ________ ________
BRIEF DESCRIPTION PF THE POSITION HELD DURING ENTIRE CAREER IN
BANKING
Period Placement of
Position
Duties Responsibility
Signature of reporting officer: ___________
Date: _________
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5. Recruitment
Recruitment is the process whereby Orient attracts or finds capable individuals to
apply for employment. Of course, the objective is to find these applicants at the
lowest possible cost. This process begins when new recruits are sought, and ends
when applicants have submitted application forms or resumes. The result is a pool of
job seekers from which the Orient can then the select the most qualified. Smart
companies recruit employees they can retain, and retention depends on getting the
right people in the right job in the first place. So, while getting a large pool applicant
is important, getting the right type of applicant is even more important. Generally,
skilled workers are more difficult to find than unskilled workers. A limited pool of
potential applicants causes Orient to use different recruiting techniques. Whereas an
advertisement placed in a newspaper's classified section may serve to attract unskilled
workers, recruitment of skilled workers may require more sophisticated techniques
5.1. Recruitment Sources
In every organization, recruitment policy plays an important role in the development and
in achieving the overall objectives of that organization. Every organization needs right
people for the right place and for the right job. All this could be done through an effective
best recruiting policy so that right candidates should be picked and placed on the right
place.
As far as the recruiting policy of Orient Limited is concerned, they also have an effective,
powerful and constructive recruitment policy to compete in the overall corporate sector.
Salient features of Orient recruitment policy areas under.
5.1.1. Advertisements
Like other organizations Orient HR division advertises for the recruitment in order that
everyone should be aware of the job positions becoming vacant.
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5.1.2. Educational Institutions
Educational institutions are an excellent source for hiring. Many educational institutions
offer current students and alumni placement assistance. Although, some applicants sought
through educational institutions are experienced, many are not.
It is the policy of Orient that they prefer fresh graduates from the top business schools
like IBM, LUMS etc. For this purpose, they have a contact with the management of that
business schools. The position holder students, the students with good academic record
etc, who completed the courses, and they have been offered a good package in the Oreint.
They are normally inducted as MTOs. In this way, they always found hard working and
good employees for the future.
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5.1.3. Personal Referrals
Personal referrals are an excellent and legal recruitment technique that is also being
adopted by every organization. The Human Resource Division of Orient also adopted this
technique and preference is given to the referrals than casual walk Ins.
5.1.4. Walk – Ins
Like all other good organizations, generally candidates approach Human Resource
division with their credentials at Orient Head Office. They submit their Particulars in the
Human Resource division for the possible future considerations. All these candidates are
encouraged, even it’s not possible that all these candidates are given jobs. Whenever
there are vacant positions, these candidates are been called by Orient for the test and
interview and other recruiting process.
5.1.5. Candidates Database
The Human Resource division maintains an up to date database of the candidates for the
jobs or vacant positions.
Whenever any candidate applies for any type of job, it is fed in the database. When there
is a vacancy, the Human Resource division extracts the records from the database
according to the job function. This extracted list is scrutinized and short-listed. The short-
listed candidates are then called for test and interview.
5.2. Recruitment Alternatives
Orient also uses the alternatives of recruitments for the completion of any work if there is
need of excess employees to complete the task or immediate projects. For those projects
which time period is less than one year period.
The techniques uses for the alternative recruitment are
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5.2.1. Outsourcing
Orient some time outsource their work if they do not have experts’ employees for the
required task.
5.2.2. Employees Leasing
Orient also hire individuals by other firms and send to work in another for a specific time.
5.2.3. Hired employees on Contracts
Orient may often hire employees on contract bases for the completion of tasks like
consultants or their membership form checking task.
5.2.4. Online Recruitment
Orient uses online recruitment to attract the qualified employees.
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5.3. Documents
5.3.1. Employment Application
The Orient uses the employment application forms to attract the qualified pool of
candidates for the required position. Applications forms are available online and in the
office of Orient.
5.3.2. Internship Plan
Orient offers internships to eligible students from reputed educational institutions.
Internship is provided by the demand of office not on the demand by the students.
Branches offer internship positions to presentable and responsible looking candidates
who fulfill the eligibility criteria. Internship certificate is an official document and is only
issued under the signatures of Area Managers. No other branch of bank is authorized to
issue internship certificate. Copies of internship form and internship certificate are
retained in branch for future reference.
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Internal database
Personal References
University References
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5.4. Problematic Areas
The website of Orient does not have detailed information about online recruitment is
not efficient enough they usually prefer that the applicant will apply through there
office and franchises that exist in different cities.
5.5. Suggestion
The Orient must improve their website so the individuals can apply online with ease
and so that many individuals can apply so it gives choice the Orient to select the most
appropriate candidate.
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6. Selection
6.1. Selection Criteria
Every good organization and the companies maintain a certain criteria for the induction
of new people into the organization. Orient does the same practice and maintains a
specific criterion.
The candidates are selected keeping in view the educational qualification, professional
qualification, job placement means location of job whether it is in the branch or head
office, experience of the candidates if any and also experience in any specific field or job,
particular achievements and the result of the written test and interview.
Detail of selection criteria is as given below
6.2. Standards for Recruitment
Cadre Qualification Experience
V.P Electrical Engineering Min 16 Years
A.V.P Engineering in Electronics Min 13 years
GM Finance MBA Finance 6 to 10 years
GM Marketing MBA Marketing 2 to 5 years
GM IS MCS Min 2 years
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6.3. Hiring Authorities
The hiring authorities for the recruitment and selection are
Board of Directors
Selection Committee
6.4. Board of Directors
Senior executives or the candidates for the posts are being interviewed and selected by
the board of directors. The board of directors is headed by the Chairman of the board, the
President, Chief Executive and Directors.
6.5. Selection Committee
The selection committee is headed by the President and Chief Executive of the Orient,
the Head of the HR Division and two Senior Executives from Orient. The selection
committees conduct interviews up to the posts of engineers and other needed employees.
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6.6. Selection process operates in the UFONE
Selection process of Orient is well developed. The selection process of Orient is
described as:
Selection Process
Advertising for the applicants in the
leading news papers
The collection of the
application
Short-listing the applicants
Testing the applicants
Short-listing the applicants in
the test
Interviewing the applicants
Selection of the candidates
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There are different steps used at the Orient for hiring the employees.
Screening interviews
Employment test
Comprehensive interview
Job offer
Reference check
6.6.1. Screening Interview:
In screening interviews Orient actually selects the best résumé’s according to their
objectives, goals, etc. It is the first step in the selection of an employee.
6.6.2. Employment Test:
Once the candidates pass the screening interview they are tested for the skills they need.
They have to pass the technical test and then they are judged on the basis of it.
6.6.3. Employment Interview:
After screening interview, candidates are selected for the employment interview in which
the interview maybe structured or unstructured. Generally the structured interviews are
taken from the top management and the unstructured interviews are taken from the
managers, etc.
6.6.4. Job Offer:
After passing through all the steps the candidates selected are offered job.
6.6.5. Recruitment Job:
Sometime Orient recruits the best person from the market and directly offers him a job
without going to the recruitment process.
6.7. Probation Period
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Probation period at Orient is 6 months. Usually the employees are given the status of
permanent employees only if they are performing up to the task or the objectives set by
the organization. If an employee is in need of more training they keep him as a temporary
employee and give him feedback and when he improves he is taken up by the
organization as a permanent one. And if he couldn’t show any improvement then he’ll be
fired.
6.8. Documentation
The Orient maintain the profiles of selected candidates after the recruitment process in
which there CV With other relevant documents is maintained in the profile.
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7. Socializing
In socializing it is the responsibility of Orient to help clients appraise the corporate
culture as much as the job description, salary and benefits
Acknowledging that understanding the culture of an organization before working there is
a challenge, teach them these tips for uncovering it. Encourage clients to keep the
corporate culture in mind while networking and interviewing. Listening for informal
comments and being very observant may prevent taking a job in a toxic environment.
Clients should try to assess support for professional growth, rate of turnover, leadership
styles, employee morale, and style of dress, length of the work day, support for life work
balance, and the ease and frequency of internal communication.
7.1 Employees Orientation
At Orient orientation is given to the employees. For different sort of jobs different sort of
orientation is given means it’s not like that during the orientation the new entrant is
notified about the rules and regulations only in fact some time it might exceeds one day
because they basically identifies the training needs of the employees and this orientation
is somewhat directly related with the training programs.
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8. Training & Development
8.1. Training
Orient provides training benefits to all the employees whether on permanent or
contractual basis so that in order to keep the employees updated with the recent
modification in the Electronic sector. Orient provides training to its employees through
Training & Development Academies in Lahore, Karachi and Rawalpindi.
8.1.1. On Job Training
The objectives of training activities are to keep Orient employees abreast of latest
professional knowledge and skills in all areas of Electronic an annual training plan is
circulated for all Training and Development Academies, the requirements of various
departments of the Electronic identified through annual appraisal form and feedback. As
per the requirements, the Electronic recruits batches of fresh graduates under various
schemes through a competitive process and offers them comprehensive training.
8.1.2. Off Job Training
In order to enhance in house training efforts, external training providers are utilized on a
periodic basis, by nominating Orient employees to external courses.
Class room lectures
Film and videos
On the equipment training
Simulation exercises
Online training
8.2. Duration
Duration of training depend upon the nature of job some jobs required long training and
some required short training.
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8.3. Sources
The employee of Orient have been developed and trained within the organization and
outside the organization or within the country and outside the country like China,
America and England etc.
8.4. Development
Orient is also developing its employees in order that they could meet the needs of present
and future. The development of the staff is done through arranging various development
programmed. These programmed are arranged by the HRD in coordination with the
branch managers and area managers.
8.5. Carrier Management
Carrier is the sequence of positions that a person held over or his life it is the
responsibility of Orient is managing a carrier to the individual. The Orient role is to
provide assistance and information to the employees to their employees for their carrier
choice. It is also beneficial for the Orient so Orient will get trained employees to fulfill
the future needs.
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8.6. Reduce employee’s frustrations
Orient reduces their employee’s frustrations by providing assistance through guide lining
to develop their careers.
8.7. Enhance culture diversity
Orient also provides assistance to their employees enhanced culture diversity. In Orient
employees of different cultures working on different positions are needed to assistance to
maintain the strong relationship with each other.
8.8. Monitoring
In Orient top-level management provide the assistance to the middle level and lower level
management for the career development.
8.9. Coaching
In Orient coaching assistance of employees can occur at any level and can be more
effective when the two individuals have no type of reporting relationship but share other
similarities in their prospective. If there is any need of assistance in the work or in the
career development top level management are available at any time to provide assistance
to their employees.
8.10. Suggestions
Always select the career according to your interest. Career chosen according to your
interest, you have no need to put so much efforts on it and if you chose career which is
not according to your interest you will have to suffer in future.
1. No yourself
2. Keep current information
3. Build and maintain a network connection
4. Manage your reputation
5. Document your achievement
6. Keep your option open
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7. Try to work hard
8. Balance your specialist and generalist competencies
9. Performance Management System
Every year, most employees experience an evaluation of their past performance. This
may be a five-minute informal discussion between employees and their supervisor or a
more elaborate several week process involving many specific steps. Employees generally
see any such evolution as having direct effect on their work lives. They may lead to
increased pay, a promotion or assistance in personal in development areas for which the
employees need some training. As a result, any evaluation of employees work can create
an emotionally charged event, because the performance evolution is no longer a simple
process, it is now more critical to perform one while simultaneously focusing on key job
activities.
9.1. Methods Performance Appraisal Objective Measures
Orient can measure the performance of their employees in term of things they can see and
count.
Production measures
Sales measures
Personnel data
Performance tests
Business unit performance measures
Use for managers with business unit responsibility
9.2. Subjective measures
Orient measure the performance of their employee using judgment.
Ranking
Paired Comparisons
Rating scale (graphic rating scale)
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Forced distribution
Behaviorally Anchored Rating Scale
9.3. Checklist appraisal
Orient can check the performance of their employees on the basis of checklist form which
were distributed to the employees. In this checklist form they can evaluate their
employees on “yes” or “no” form questions.
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9.4. Checklist Form
When required to make a performance appraisal, do you become flustered and fail to function at
your best?
YES NO
Would you consider it necessary to consult your subordinates regarding a problem with which
they have experience?
YES NO
Are you usually edgy both before and after making your work?
YES NO
Are you told about the decision to your subordinates before taking work?
YES NO
Whether you have the courage to take the responsibility if anything goes wrong?
YES NO
Which method you most like in making performance Group OR Individual performance?
YES NO
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9.5. Performance Evaluation
Performance evaluation is a process in which the performance of an employee is
observed, that if it is up to the standards or below the standards set by the organization.
At Orient performance is evaluated on the basis of following
Goals
Objectives
Benchmark
Orient is at very high scale in evaluating the performance of their employees because of
integrated system. They are using tailored made software to achieve this purpose. Every
employee organization wide is allotted a user name and password (objectives and goals
are defined for each employee) and their productivity is monitored with the help of
intranet. HR department is also responsible for conducting performance evaluation
process. Immediate supervisor evaluates the performance of subordinates at Orient.
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9.6. Promotion Policy
Sometimes it became big issues that a junior is superseded over a senior. That might be
the case here at Orient because they promote their employees on performance basis. But
according to them as the selection criteria is clear about the selection of an employee so
that problem can be generated only in case of wrong hiring. Otherwise they took the best
from the market that has knowledge about their field. The bottom line is there promotion
policy is simply based on the performance of the employees so there is a pretty tough
competition among the employees and this thing is doing favor for the organization.
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9.7. Performance Appraisal Process
9.8. Objectives of Performance Appraisal
Improving Orient Performance
Improving employee performance
Review of salary, assignment and career path.
Bonus
Provide a basis for promotion.
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9.9. Employees Benefits and Incentives
Compensation and benefits is linked with the value of the job. It means that why an
employee should be paid for his job and along with it what are the incentives that he
should be paid. The value of the job is analyzed by Orient HR department in a way that
they evaluate the market value and the number of potential candidates available for that
job. And then assess the value for that job. The personal characteristics like skills,
responsibilities, and efforts required to do the job are also one of the factors that are being
looked to evaluate the job value. Benefits that are attached to the employees’ salary in
Orient are conveyance facility, medical facilities, leave encashment facilities etc. these
facilities are provided by LG management and HR department assesses that which
employee needs which facility and then provide them with those required facilities.
Orient of the companies which are providing about all the facilities to their employees
that’s why this company attract people for jobs. They compensate their employees
through cash and non cash items but it may differ at different levels like manager and
above managers (senior management) car allowance is there.
Benefits that the employees of the company are getting are as under:
9.9.1. Provident Fund
All permanent confirmed employees are eligible for membership of Orient Employee
Provident Fund Scheme. An employee contributes 8.33% of month basic salary in a year
and an equivalent amount is being contributed by the employer.
9.9.2. Staff Insurance Policy
The Orient has arranged the following types of insurance for its full time staff
Health Insurance
Car Insurance
Loan Insurance
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9.9.3. Health Insurance
Like all other cellular companies Orient also provides health insurance policy to its
employees.
9.9.4. Car Insurance
Car Insurance policy is also provided by Orient to the employees of Orient
9.9.5. Loan Insurance
At Orient loan insurance policy is also provided to their employees through banks.
9.9.6. Leave Policy
As concerns with the leave policy there are different types of leave policies like:
Annual leaves which are 20
Medical Leaves are 10
And the casual leaves are 10 (cashable).
9.9.7. Rewards
Rewards are given to enhance the morale of the employees that they can work more
efficiently and effectively. Every organization gives rewards to its employees on
achievement of some goal. At Orient rewards are also given to the employees on their
performance. Orient is offering following types of rewards:
Financial Rewards
Non financial rewards
9.9.7.1. Financial Rewards
There are different types of financial rewards offered by Orient it includes
Bonuses
Salary increments
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9.9.7.2. Non Financial Rewards
Besides financial rewards Orient is also offering non-financial rewards to its employees
to encourage them. Because they think the organization can grow with fast speed only
unless and until its employees are performing up to the tasks assigned to them. To
achieve this purpose Orient is offering an environment, which enhances the productivity
of the employees.
9.9.8. Compensation System
Compensation and benefits are very important for any employee. If they are given
properly and according to the market rate then the employee will be motivated and he’ll
try to give his best. At Orient compensation system is designed with the help of job
evaluation. For making the compensation they are using both point and rank methods
according to the wage survey for benchmark jobs. And for unique positions they have
crafted their own formula.
They are offering
Minimum wage
Overtime
Equal employment opportunities (in terms of equal pay without discriminating
against sex or race)
Merit pay (payment based on performance)
Individual incentives (reward for individual performance that can be earned and
re-earned)
Profit sharing (focuses on individual employee)
They gave these plans on the task basis other than the organizational incentive
plans.
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9.10. Benefits
Orient is providing many benefits to its employees in order to boost their morale, reduce
turnover, gain a competitive position, etc. All this is done in order to maintain a high
position in the market and in order to recruit high performing employees. Following are
some of the benefits provided to employees:
Paid time off
Vacations
Holidays
Tuition Reimbursement
Pension Plans
Health Insurance
Death Benefit
Salary Advance
Service Awards
Provident Funds
Conveyance allowance
9.10.1. Job Security
There are no issues what so ever in Orient about the job security. Yes they are tight on
the performance and if someone is not performing well they take it as dishonesty with
himself and as well as with the organization. And such an employee is fired after giving a
one-month prior notice.
9.10.2. Motivating Employees
Giving different benefits and incentives like promotions, increments, rewards etc
motivates the employees. These different kinds of things actually keep the employees
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motivated and boost their morale. They are emphasizing on participative system, which
actually finishes the resistance of employees to the upcoming changes and other things.
9.10.3. Health and Safety Issues
The working environment at Orient is favorable for any employee to work productively;
because it is a service organization therefore they do not have any health issues because
there are no hazards all around. And apart from safety there are no serious issues because
such sorts of machinery, which can cause a workplace injury, are not used at Orient.
But for the cases of emergencies such as fire, Orient has taken all the necessary measures
to face such a situation. In respect of health Orient provides clean water to its employees
at work place.
9.10.4. Firing Policy
At Orient the management is also very conscious about the performance of the employee
because they are a service oriented organization, and if the employees are not working
properly the clientele and the goodwill of the organization might suffer a lot. They
usually didn’t fire their employees because they spent a lot on them and do counseling to
resolve their issues, but if the one who is not performing well is fired with a one month
prior notice.
Performance based
Tardiness in work
9.10.5. Retirement
It involves leaving a job and work role and making a transition to life without work.
Orient management has taken a proactive approach on this issue in the following manner:
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9.10.5.1. Pre-Retirement Socialization:
The process of helping employees prepares for exit from work. Management encourages
employees to learn about retirement life; plan for adequate financial, housing and health-
care resources; and form accurate expectations about retirement.
9.10.5.2. Early Retirement Programs:
These offer employees financial benefits to leave the company. Orient management has
decided on a lump sum of money and a percentage of salary based on years of service.
Eligibility for early retirement is based on age and years of service.
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10. CONCLUSION
Finally we come to conclude that no doubt Orient is the leading private sector Electronic
Company in Pakistan. It is providing a number of jobs and is participating in the
betterment of overall economic conditions. Orient has the efficient and skilled staff that
even provides personal services to the customers and no doubt that Orient is the largest
fast growing Electronic company in Pakistan.
We gain a lot of experience during our project on Orient. All group members participated
by heart during this project and we saw the practical implementation of HR department in
the organization. We are very thankful to our teacher and Mr. Amjad Hussain (HR
Executive) who helped us in completion of our project.
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11. Recommendations and Suggestions
o They should start installing the ERP modules so that after some time they
could easily handle the whole ERP according to the organizational
requirements.
o Employees who have direct interaction with the customers should be
evaluated on 360-degree evaluation method as well as their immediate
supervisors evaluate them.
o They should conduct some seminars in stress management.
o They must conduct employee safety awareness programs.
o They have to improve the quality of the sub-ordinates.
o Orient should provide the more and more assistance to their employees so that
they will be competent enough in future to meet the organization challenges.
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