Service Industries Limited is a large Pakistani company that manufactures footwear, tires, and provides pharmacy services, with the human resources department playing an important role in training and developing employees through programs focused on areas like communication, leadership, and technical skills for different job roles. The company utilizes a career management model and socialization process to enhance employee engagement and retention.

1. TEAM MEMBERS
 Sh. Usman Ahmad
 Hafiz Fahim Abbas
 Hassan Shahid
 Muhammad Abdullah

2. FINAL PROJECT

3. Service Industries Limited

4. History and Background
• Service industries limited (SIL) is a public
limited company listed on the stock exchanges
of Pakistan.
• It has annual revenues of about PKR 12 billion
($130 Million)
• the largest manufacturer of footwear, tyres &
tubes
• largest footwear exporter of the country for
the last 10 years.

5. Products and Services
• Footwear
• Tyre
• Pharmacy Services

6. Company Operations
Head office
Lahore
Karachi Head SIL Footwear
Office for Local Gujrat
Wearhousing Service Plant
Industries
Limited
Pakistan
SIL Footwear
SIL Tyre &
Export
Tube Gujrat
Muridke
Planyt
Plant

7. SIL Organizational Chart
Multi-Divisional Structure
Corp. Head Group Executive Committee
quarters (GEC)
Corporate
Corporate Corporate Corporate
Procurement Human
Finance Sales Marketing
Resources
Footwear Unit Footwear Unit
Tyre & Tube Domestic Gujrat Export
Unit Gujrat Muridke
Sales & Human
Finance Production & Engineering Accounting
Marketing Resources
Planning

8. Functions of Human Resource
Department
• Manpower Planning
• Job analysis and Job description
• Compensation and Benefits
• Recruitment & Selection
• Annual Objective Setting Plans
• Performance Appraisals
• Training & Development
• Employee Welfare and Motivation
• Implementation of Organizational Policies

9. Training & Development
SIL organize training and development programs
through various institution either in-house
trainings or outsource from some other
institutions on monthly basis.

10. Training Program consists of:
• Communication Skills
• Six Sigma
• Lean Management
• Leadership Skills
• Delegation & Empowerment
• Technical Skills related to production Setups
• Quality Management Programs
• Microsoft Office Training

11. Key Positions in Human Resource
Department (HRD)
Corp. Head
Head of Human Resource
quarters
Recruitment HR Executive HR Assistant Admin
& Training
Manager
Manager
Footwear Unit Footwear Unit
Tyre & Tube Domestic Gujrat Export
Unit Gujrat Muridke
Chief Deputy
HR Admin IR Manager Compliance
Security Manager HR
Manager Manager Manager
Officer

12. Relationship of HRD & Business
Strategy

13. HR Strategy and Business Productivity
• SIL human resources department is
paramount in building a productive workforce
• Maintaining a workforce where employees
enjoy high levels of job satisfaction and job
security

14. Difference between HRM & HRD
HRM
The types of tasks that might come under the
human resources management category
include
• Compensation
• Payroll issues
• Benefits management
• Day-to-day employee relations.

15. Cont…
HRD
In other words, human resources development
concerns itself with strategic thinking about
the workforce. Therefore it involves;
• Training needs
• Industrial psychology
• Productivity gains

16. TNA Process (Training Need Analysis)
Identify
the
Need
Evaluate Plan
the the
Training Training
Deliver
the
Training

17. SIL MDP Program

18. Highlights of Training Session

19. SIL MDP Training Modules Include:
MDP-Module Setups
Communications Skills
Leadership
For All Managerial
Problem Solving & Decision Making Grades as well as Staff
Delegation & Empowerment Members
Change Management
Also SIL design a feedback plan of these training sessions on the basis of which trainers are being
evaluated and recommended for further training programs.
The Feedback Steps include:

20. Organizational Development
Organizational development as a process includes
methodologies and achievements in strategic planning,
organizational design, leadership development, coaching,
diversity and balance between work and life.
• Communication Skills
• Six Sigma
• Lean Management
• Leadership Skills
• Delegation & Empowerment
• Technical Skills related to production Setups
• Quality Management Programs
• Microsoft Office Training

21. Vision Statement
• “To become a global, world class and
diversified company this leverages its brands
and its people”

22. KSA
KNOWLEDGE
• Six Sigma
• Lean Management
• Leadership Skills
• Delegation & Empowerment
• Technical Skills related to production Setups
• Quality Management Programs

23. Cont..
SKILL
ATTITUDE

24. Employees Socialization &
Orientation Process

25. Career Management, Career Process,
Career Management issues
Career Planning in SIL
• Career Planning is the action-oriented aspect of
an individual’s personal career management.
• Career Management is a lifelong process in which
individuals take proactive steps to determine
their career paths.
• Career Management recognizes that individuals
are dynamic and continually developing.

26. Benefits:
• Enhanced Employee Engagement levels
• Employees have greater commitment to the organization.
• Improved Recruiting
• More Effective Succession Planning
• Organizational Stability
• Long-term Viability
• Capacity for Expansion
• Culture of Achievement
• Culture of Learning
• Exit Management If an organization needs to lay-off
numerous employees, the staff members actively involved
with their career development will have more
opportunities to pursue and be better equipped to pursue
them.
• Understanding Of Other’s Jobs
• Workforce Retention

27. Career Management Model

28. SIL Career Management Model for
Production Setups

29. Flaws
• They have a mixed concept of HRD and OD
• Their main focus in to develop their
organization
• OD is much more stronger than HRD

30. Recommendations
• They should also take HRD as a more serious
specified field
• They are following all the measure that an
modern organization should follow
• They have recently changed their organization
structure we can say they are going through
change process
• They should not loose there focus change
management