Human Resources Development

Submitted to: Prof. Javeed

Submitted By:
Ali Imran Saria Arif Sabahat Faheem BCH 9179 BCH 9195 BCH 9112 BCH 9154

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2012

Nishat Group
The Nishat Group Mian Muhammad Mansha Yaha is the captain of this splendid ship having around 30 companies on board. Mansha, who owns the Muslim Commercial Bank as well, is now setting up a billion rupee ($ 17 m) paper sack project too. He is one of the richest Pakistanis around. Nishat Group was country's 15th richest family in 1970, 6th in 1990 and Number 1 in 1997. Mansha is on the board of nearly 50 companies. Chinioti by clan, Mansha is married to Yousaf Saigol's daughter. He is deemed to have made investments in many bourses, currency and metal exchanges both within and outside Pakistan. He has had his share of luck on many occasions in life and has recently been awarded Pakistan's highest civil award by President Musharraf. He could have bought the United Bank too, but then who doesn't have adversaries. Nishat Group of comprises of textiles, cement, leasing, insurance and management companies. If Mansha was bitten by Bhutto's nationalization stint of 1970, his friends think he was compensated by Nawaz Sharif's denationalization programme to a very good effect. There is no stopping Mansha and he is still on the move! The history of Nishat Group dates back to 1951, when Mian Muhammad Yahya founded Nishat Mills Limited. This man of vision, courage and integrity, Mian Mohammad Yahya was born in 1918 in Chiniot. In 1947 when he was running leather business in Calcutta, he witnessed by the momentous changes that swept the Indo-Pak subcontinent. This is story of success through sheer hard work and an undaunted spirit of enterprise. Beginning with a cotton export house, he soon branched out in to ginning, cotton and jute textiles, chemicals and insurance. He was elected Chairman of all Pakistan Textile Mills Association. He died in 1969, at the age of 51 having achieved so much in so short time. After almost half a century of undaunted success, Nishat group is among the leading business houses of the country and ranks among the top 5 groups in terms of assets and sales revenue. The group has its roots firmly planted into four core business namely Textiles Power Generation Banking Cement Adamjee Insurance

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Vision
To transform the company into a modern and dynamic yarn, cloth and processed cloth and finished product manufacturing company with highly professionals and fully equipped to play a meaningful role on sustain able basis in the economy of Pakistan. To transform the company into a modern and dynamic power generating company with highly professionals and fully equipped to play a meaningful role on sustainable basis in the economy of Pakistan.

Mission
To provide quality products to customers and explore new markets to promote/expand sales of the company through good governance and foster a sound and dynamic team, so as to achieve optimum prices of products of the company for sustainable and equitable growth and prosperity of the company.

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Role of HR Department
Human Resource department play a very important role in Nishat Mills LTD. New talent has a thirst for opportunity and that they are seeking such jobs which enhance their capabilities and to gain some experience. Due to these facts the HR department of Nishat is looking for these kinds of people who want to excel in life and are highly motivated to achieve some goals. The HR department of Nishat is working day and night to make this Organization a better organization by hiring people who are self-motivated and there main aim is to make the company more profitable.

Nishat textile HRM

Training & Development

Compensation & Benefits Social

Human Resource

Compliance

Management

Safety Industrial Relations Health & Environment

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HRM in Nishat Mills

Employing over 9000 people. Lowest Employee Turnover Seeks to fulfill the highest practical degree in administering its welfare and compensation program. Apprenticeship and other training schemes at all levels. To obtain, manage, develop, motivate and gain the commitment of company's key resource- the people who work in and for it. To develop a positive corporate culture to promote commitment to excellence and quality throughout the company. To identify training needs and provide required training to all categories of employees. To make best use of the skills and abilities of all those employed in the organization. To ensure that the company meets its social and legal responsibilities towards its employees, with particular regard to the conditions of employment, quality of working life provided for them and the need to promote environment, occupational health and safety. To ensure industrial peace and harmony through excellent employee relations to achieve optimum level of employee, productivity and to contribute towards companys aimed quality standards.

JOBS OF HRM
Conducting job analysis Planning needs and recruiting job candidates Selecting job candidates Orienting and training new employees Appraising performance

Responsibilities of HR Manager
Following are the responsibilities of HR Manager in Nishat Mills-: Recruitment And Selection Policy Making Retention Program Improve Working Relation Of Employees

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Competitive Advantages
Nishat Mills has following competitive advantages over its competitors: Strong Pay Structure Retention Program No Firing After retirement contract basis job The particular HR department then uses two approaches to hire the employee internal recruitment and external recruitment.

Job Analysis
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it Nishat is one of the largest textile manufacturers in Pakistan having lots number of different sectors o/departments working in it. It has many employees who are working on different posts and are working hard according to their own capacity. Nishat Mills conducted job analysis in order to hire new employees at every year .This also enables management to have a better understanding of the jobs and duties being performed at every level and also helps them in training the people who are freshly recruited. In job analysis, firstly we specified two pillars which are; 1: Job description 2: Job specification.

Uses of Job Analysis Information

The information collected during the process of job analysis is used by the company in taking decisions regarding affairs like: Recruitment & Selection decisions Compensation Performance Appraisal Training

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Methods of Collecting Job Analysis Information

There are two methods of collecting Job Analysis Information-: Interviews Observation

Internal Recruitment:
Job Posting: Advertising of job openings to current employees via bulletin boards, newsletters, or personal letters. Filling a job opening from within the firm has the advantages of stimulating preparation for possible transfer, or promotion and increasing the general level of morale. The first and foremost preference of Nishat Mills is to hire the employees through internal recruitment and giving existing employees more chances to develop their career. For this purpose Nishat Mills firstly use Internal Job Posting to fulfill the vacant seat.

Sources used for external job recruitment

Following are the some sources of Job Recruitment in Nishat Mills: By Newspapers By Website By Universities

1-Advertising:
Advertisements are placed in various newspapers. More information about the company and job specification is included in the ad to present some self-screening. The advertisement is placed in Jhang and Din. Nishat Mills use print media for advertisement because they think most of the people dont have knowledge about computer or internet and they can easily find job advertisement in newspaper.

2-Casual Applications/Unsolicited Applications:

Unsolicited applications are also welcomed in Nishat Mills; they are not neglected aswhole. If candidate have excellent performances throughout his career he can be hiredor these applications can be used for future references.

3-University Recruitment:
Nishat Mills used the university recruitment only once in LUMS but the result wasnot such a good and only one candidate was hired that time

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Equal Employment Opportunity (EEO)

Nishat Mills provides jobs on Equal employment opportunity as they do not make any discrimination in job description .The Company provide Equal Employment Opportunity is also mentioned in the job advertisement.

Selection Process of Candidate

Following steps are followed in the selection process 1-Reception of Applicant 2-Preliminary Interview 3-Application Form 4-Tests 5-Interview 6-Background 7-Preliminary screening by HR Department 8-Final selection by line managers 9-Medical Examination

1-Reception of Applicant:
The importance of giving the applicant a favorable impression at this stage cannot be overemphasized. Rudeness, disinterest or discrimination at reception may cost the organization a good applicant and foster negative attitudes about the company and its products. Nishat Mills give high importance to the first step in selection process which is reception of applicants. The staff makes such a friendly environment at this stage that does not make any negative thinking about the company even if the candidate is refused for the future prosing refused for further processing. The usually use the indirect way to inform candidate about refusal.

2-Preliminary Interview:
In Nishat Mills preliminary or initial screening interview is used to check quickly on language skills, qualifications, willingness to do shift work, union membership and the like. In Nishat Mills preliminary interview is typically brief and centered on very specific job requirement. However has carried out in a courteous, non-discriminatory and efficient way.

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3-Application Form:
After preliminary interview or initial screening Nishat mills receives the applications from the candidates who have cleared the initial screening step. The application form of candidate is a valuable tool in screening out unqualified applicants The HR Manager considers the qualification, experience and other job related data provided in application form

4-Test:
In Nishat mills test is used to access the match between application and the job requirement. The most used types of test in Nishat Mills are following1-Aptitude Test2Intelligence Tests3-Personality Tests the most frequent method used to take the tests is computer based tests but written test

5-Interview:
There are three types of interviews take by the Nishat Mills

Initial Interview:
The initial screening interview is taken by the HR Manager. The only purpose of initial screening interview is to access the language skills, qualifications, willingness to do shift work.

Panel Interview:
In Nishat Mills the Panel interview is the next step for the candidates who have successfully passed the tests. In Nishat Mills panel interview is taken by three managers 1-General Manager 2-HR Manager 3-Head of the Department

Unstructured Interview:
Nishat Mills do not use a predetermined outlines or questions to be asked from candidate but the take the unstructured interview and interviewer can ask anything which is thing is necessary.

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Criteria for Selecting Candidate in interview

Following is the criteria for selecting candidates in Nishat Mills based on: Communication Skills Present Personality Educational Background (etc.) After interview the Nishat Mills HR Department staff checks the backgrounds of the successful candidates through the references provided by them. The background is investigated to ensure that candidate have a fair character and is not involve in any criminal activity.

7-Preliminary screening by HR Department:

HR Department completes all the works assigned to it and finally do a preliminary screening. This screening is based on the overall results of the candidates. A list of successful candidates is made and the maximum no of toppers are screened as per required by the head of department. The list of selected candidates is then forwarded to the particular Head of the Department.

8-Final selection by line manager:

The list of selected candidates by HR Manager of Nishat Mills is given to the Head of the particular department and now Head of the department is the final authority toselect the candidate.

9-Medical Examination:
After the candidates have been selected by the head of department, medical examination of the selected candidates is taken by Dr. of the Nishat Mills. This is a check to ensure that employees do not have any contagious disease and to save other from the employee

Training and Development Training

Training is an activity that results in learning .it seems important than to consider what learning is and what trainers can do to positively influence it. There is considerable disagreement over which theory best explains how learning occurs. This is however consensus on the definition of learning and the goals of learning process

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Methods of training
The Nishat Mills adopts many different training programs for enhancing the skills of its employee. In Nishat Mills following methods are used for employee training On job training Off the job training

On Job Training:
Making teams of new employees with a few old specialized Employees. Acquaintance with day to day procedures Contribution to overall productivity. Lower cost Lower time

Off Job Training

They provide a well-crafted job description- it is the foundation upon which employee training and development activities are built Provide training required by employees to meet the basic competencies for the job. This is usually the supervisor's responsibility Develop a good understanding of the knowledge, skills, and abilities that the organization will need in the future. What are the long-term goals of the organization and what are the implications of these goals for employee development? Share this knowledge with staff. Look for learning opportunities in every-day activity. Was there anincident with a client that everyone could learn from? Is there a newgovernment report with implications for the organization? Explain the employee development process and encourage staff to develop individual development plans. Support staff when they identify learning activities that make them an asset to the organization both now and in the future.

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Kohinoor Mills Limited

Brief History of Kohinoor Mills Limited
Kohinoor Mills Limited (KML) was established in 1953, initially with 25,000 spindles and 600 looms with further expansion in 1954. Initially KML was a part of Saigol Group owing over 250,000 spindles. The Saigol Group represents a golden era of history of industrial and commercial development in Pakistan. The Group established industrial projects in the field of textile comprising seven textile mills with spinning (over 25,00,000 spindles), weaving and finishing facilities, a chemical complex producing insecticides, caustic soda, and chlorine and acetate rayon yarn, a sugar refining unit, vegetable oil & paper mills. The Group also entered into the field of construction, engineering, banking, (owing 55% of shares of United Bank limited) and had interests in many other fields. Prior to nationalization of the private sector industries in the early 1970s the Group was one of the largest in Pakistan. After nationalization, the group focused in textiles only. In 1976 KML became a part of Kohinoor Maple Leaf Group (KMLG). KMLG was born from trifurcating the Saigol Group in 1976. It is now a leading textile manufacturer in the country consisting of one composite textile unit, two weaving and one spinning unit. The Group is also involved in a number of other industrial activities including cement & power generation. The Group participated in the acquisition of Maple Leaf Cement Complex in 1992 under the Governments privatization program. KML remained a part of KMLG up to 2006, but in 2006 it was separated due to family conflicts and now it consists of 5 different units: Kohinoor Weaving Kohinoor Dyeing Kohinoor Genertek

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Vision
To be achieved through our Mission, Kohinoor Industries Vision is "to be a world-class company as defined by the customers we serve."

Mission
"We will exceed our customers expectations in quality, service, and value; continually increase shareholder value; and provide growth opportunities for our people." The Mission is supported by our Values and Principles

Values
"Honesty, integrity, and hard work." The companys success, as well as the success of individual employees, can be traced to embracing and practicing these values. Flowing from the values of honesty, integrity, and hard work are a set of principles that we believe in and use to govern our behavior as Kohinoor Industries employees.

Principles
"People, relationships, customer, citizenship, innovation, and results.

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Kohinoor HRM Philosophy

People are its most valuable asset. KML thinks that it achieves competitive advantage with the help of better execution of its Human Resource System. KML think that it goals are only achieved when its personals are motivated and satisfied with their work life. It only hires professionally qualified and motivated employees. Moreover it also fulfills legal requirements like discourage child labor, forced labor, gender discrimination and sexual harassment etc. It acts as an equal opportunity employer and their will be no discrimination on basis of sex, age, gender, cast and religion.

RECRUITMENT POLICY Objective

To recruit and retain capable and qualified employees. Placing right personnel on the right job who are willing to contribute their best efforts to accomplish objectives of the organization.

POLICY
We are an equal opportunity employer. There is no discrimination on the basis of Religion, Sect, Colour, Caste, Gender and Region. Job requirement, relevant qualification & experience will be the determining factors in the selection of employees. The policy of the company is to develop its own employees and fill in the vacancies from within the organization, whenever possible. In case of non-availability of qualified personnel from within the company shall recruit qualified and appropriately experienced personnel in the respective discipline from outside. New employees will be inducted only on the basis of a personnel requisition against a specific function within the approved manpower budget.

MINIMUM AGE/QUALIFICATION
Age = Qualification = 18 Years Matric (Secondary School Certificate)

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PROCEDURE Employment Requisition

The Department Head wishing to fill a vacancy for a position that has been approved by the company will prepare a personnel requisition form (HRGP-02/F01) and send it to the Human Resources Department. On receipt of this form, the HR Department will: Register the requisition and allot a serial number Check that all necessary information has been recorded therein See if required position can be filled from within the company by promotion or by transfer from associated, subsidiary or holding companies Process the requisition for recruitment

Source of Applications
The H.R Department will maintain active application files. In addition application for employment may be obtained, when necessary through Advertisement in the press Contacts with Universities, professional institutions etc.

Review of Applications/Qualifications
Applications will be reviewed by the H.R. Department, keeping in view the job specifications. Suitable candidates holding certificates/degrees only from recognized institutes/universities will be short-listed for interview. A recognized certificate/degree means, which is issued by an institution, approved by the provincial/federal government or granted charter by the university grants commission

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Outstation Candidates Interview Calls

To avoid unnecessary cost of travel to the Company and inconvenience to the applicants, candidates from odd locations will be called for interview only after their application have been given careful examination and in the opinion of the HR Department, the interview is considered necessary.

Expenses
TA/DA will be paid as per company policy to the out station candidates.

SELECTION PROCEDURE Written Test/ Preliminary Interview

Candidates invited for written test/preliminary interview will be asked to bring with them testimonials and filled-in Application for EMPLOYMENT (HRGP-02/F02), which will be sent with the interview call Appropriate mandatory written test will be administered Candidates will be screened by the H.R department, based on the result of the written test Candidates for final interview will be selected on the basis of this screening

Final Interview/Selection/ Appointing Authority

Candidates will be interviewed by the selection committee and appointed as indicated Against each category Sr. No Categories Selection committee Appointing Authority

Worker/Nonmanagement Staff

Department Head

Department Head

Head of Human KML Grade E- Resources Deptt 1 to E-4

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Supervisors/Officers/Middle Department Head Management - Head of Human KML Grade Resources Deptt M-11 to M-15

2012
C.E.O/ MD

Managers & above

Depar tment Head

C.E.O

KML Grade M Head of Human Resources Deptt. -16 and M-17

Interviewing the Candidate

The candidates will be put at ease and interviewed at their "natural self" with the opportunity to exhibit their usual behavior towards the people. Of course, this is not entirely possible when they know that their selection or rejection for employment may depend in part at least upon the impression t he y create. But with due allowance for nervousness and perhaps anxiety, an interview conducted under the following conditions can go far towards revealing the human relations aspect of the candidates: Discussion level and must n o t be an inquisition. The interview must be conducted in a tension free atmosphere The subjects discussed must be chosen so that the candidate can engage in the give and take of the discussion. The discussion must be on subjects they know about, have opinions about, and can talk about. Since it is the candidate who is being evaluated, they should do most of the talking. Interviewee should not end up as the interview The interview must be kept on a However, the candidate should at time be put "under pressure" by the use of probing or

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Follow-up questions Objective questions, which can be answered Yes or No, and questions which can be answered by authority should be kept to a minimum Questions, which enable the applicant to draw extensively upon experience, should be avoided. The applicant should be required to think out an answer rather than answer by authority The type of questions for which answers should be sought are: Will their personal appearance and manner add to or detract from their ability to work with others? How well do they express on self? Are they enthusiastic, highly motivated? How well and fast can they think? Will they be able to work well with others? Will they fit into the work situation for which they are being interviewed? Will they be able to integrate their education and experience? Do they show self-control? Do they have the ability to learn?

APPOINTMENTS
Formalities to be completed for new appointees Appointment letter will not be issued unless a person has been declared medically fit Certificate of medical fitness will include the following a. Complete physical examination b. Blood Test c. Chest x-rays d. Test for Colour blindness where nature of duties warrants e. Drug test of employees if deemed appropriate References wi l l be obtained from the reference and/or previous employer(s) where deemed necessary. Production of National Identity Card and four latest photographs Copies of the Testimonials will be retained in the personal file after checking with the original including Nation Identity card. Date of Birth given in the Matric certificate will be deemed authentic Background verification will be conducted if deemed appropriate which includes Criminal record & Application verification

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Appointment
Human Resources Manager or Factory Manager nominated under the factories act will prepare and sign the letter of Appointment (HRGP-02/F-05) The appointee will be asked to sign an office copy of the letter of appointment. The joining report (HRGP-02/F-06) will be obtained from the Appointee. Companys Identity card will be issued.

Record
All records will be preserved in the personal file of the incumbent including written test and interview rating form

INDUCTION/ORIENTATION
It is the responsibility of the Human Resource Department to undertake the induction/orientation training of all new appointees for the first 2 days. The appointee will be introduced to their work, place in the organization, co-workers and colleagues.

EXEMPTION
No relaxation in the recruitment policy is allowed except in the case of persons appointed through transfer from associated, subsidiary or holding companies or Janitorial/unskilled Job's, where a Non- Matric will be acceptable. But they should be able to read and write Urdu. Approval of the MD/C.E.O is required in all such cases

URDU VERSION
For the proper understanding of workers Urdu version may be used.

TRANSFER
Service of any person appointed through transfer from associated, subsidiary or holding company shall be treated as continuous service in the company and he will be appointed in the similar /equal grade in which he was working in the company from where he is appointed through transfer.

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His pay and other allowances in the company shall also not be less than the pay and allowances, which he was getting from the company from where he is transferred.

RE-EMPLOYMENT
It is the policy of the company to discourage re employment. All such cases must have prior approval of the MD/C.E.O who will consider market conditions, reason for leaving performance, conduct, attendance etc. Employment with another company within the group shall be deemed as re- employment