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“In the name of allah, the most benefIcent, the most mercIful”

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.

http://www.orient.com.pk/assets/factory.jpg






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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


Assistant Managers 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.

Advertisement

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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6.9. Application Form

(Inquiries Before Hiring)

7.


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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.