6. Introduction
• Company Profile
• Businesses
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Yarn Procurement
Fabric Production
Textile Production for Different Brands (Fabrics + Finished stuff)
Textiles Export
Sugar Mills
Distillery
Pyramid Gas
7. Job Analysis
• HR department & line managers design job analysis
• Factors considered while designing Job Analysis:
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Environment
Relationships
Requirements
Duties and Tasks
• Impacts:
• Useful in Selection Process & Compensation
• Well designed and written JD & JS available to employees
8. Job Analysis
• No specific job analysis
• General skill and education requirements
work as JA
• Line managers’ decisions work as the
guideline for employees to perform their duties
• Department Heads will identify job duties, skills and job requirements
for each position and person
9. Recruitment / Selection
• Recruitment Requirements (Manpower)
• Internal talent plans
• Intranet advertisements
• Annual appraisal schemes for bigger jobs
• External recruitment
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BERGER website: www.berger.com.pk
Talent Hunt (third party)
University/College Job Placement Cells
Offline media (Newspapers)
Social Media
• Assessment Centre: Pre-employment test + forms, background
reference forms
• Series of Interviews, 3 in total. 1st assessment centre, 2nd in
panel, 3rd with GM or CEO.
10. • Offer letter to successful candidates
• Salary negotiations depending upon candidates qualification and
experience
• Appointment letter
• Employee Orientation
• Medical test after joining
• Equal Employment Opportunity
11. Recruitment / Selection
• Recruitment Requirements (CEO/Directors approval required to
increase manpower)
• Internal Requirement
• External Requirement
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No consultancy from third party agencies
Website applications: www.colonysugar.com (available but collected rarely)
Social Media: facebook & linkedIn for vacancies advertisement
Maximun weightage to applicants referred by internal employees (80% - 90%
and almost 100% for managerial positions.
• No medical test, pre-employment test is given to candidates for
technical positions only
• Background reference forms
12. • No issuance of offer letter, offers are made verbally
• Salary negotiations and acceptance of job is made by signing and
agreeing “Joining Reports”
• No issuance of Appointment Letter. Employee will be given
Confirmation letter only after the completion of probation
• Employee Orientation
13. Training
• Believe in Development through Training
• Training Need Analysis
• Training Need Assessment Form (Employee Code, Name,
Department, Designation, Required Skills and
Training Schedule)
• Annual Training Needs Assessment
• On the Job / In-House Training
• Training at Other Institutions
• QA department keeps the record of all training which has been
done/to be done
14. • Trainee must obtain the Training Certificate
• Training Evaluation Forms for trainee employees
Period of
Amount of Surety
Bonded Period of
Training
Bond
Service
Less than six
calendar
months
Amount equal to 6
months gross salary
2 years
Six calendar Amount equal to 24
months or more months gross salary
4 years
15. Training
• No regular trainings conducted in past
• Training is conducted only when there is implementation of
new technology (e.g. ERP, etc.)
• Focus on Training from January, 2014
• Development of Training Calendar
16. Performance Appraisal System
• Performance Appraisal Forms
• Appraisal of Objectives Based Performance
• Appraisal of Initiatives (Additional work
responsibilities)
• Appraisal of Discipline (Proper dress, regularity,
punctuality & behavior with others)
• Performance review twice in an year
• HR Department will dispatch forms to the
Departmental Heads by June 01 and December 01 each year
• Departmental Heads will send back within 25 days
18. Performance Appraisal System
• Annual Performance Review
• HR Department will dispatch forms to
the Departmental Heads by December
01 each year
• 10% annual increment but not
necessary to give increments every
year to all the employees (some
employees get increments after 2-3 years)
19. • Medical Facility + Group Life Insurance
• Over Time (Rs. 65/hour)
• Loan Facility (amount depends upon employee’s grade)
• Advance Against Salary (1–3 salaries)
• Casual + Sick Leaves (21), Annual Leaves (21)
• Encashment of Leaves
• Gratuity + Provident Fund
• Annual Bonus + Eid Bonus
• Employee of the Month Reward (Certificates + Rs. 10,000 for Winner,
6,000 for Runner Up and 4,000 for 2nd Runner Up)
20. Compensation & Benefits
• Medical Facility (only for Managers)
• Group Life Insurance
• No Overtime (usually overtime is not
required)
• Advance Salary (1)
• Casual+ Sick Leaves (18), Annual Leaves (14)
• Encashment of Annual Leaves
• Gratuity
• No Provident Fund
• No Bonuses
21. Employee Relation and Industrial
Relation
• All employee get together / Events
• Corporate gatherings, red carpets
• Meetings with other business industrial profiles
• Empowerment of Employee
• Team Work and Trust
• Respect of Employees
• Optimal internal/external/upward/downward
communication
• Avoidance of Conflicts of Interest
22. Employee Relation and Industrial
Relation
• Employee commitment to ethics
• Code, Policies and Applicable Laws
• Confidentiality (email & official stuff)
• Favors and Benefits
• Valuing employees’ contribution to operations
• Working on “No Discrimination” basis
• ISO, Audit and Legal Advising Department takes the responsibilities
on legal issues
23. Health & Safety
• Implementation of ISO Systems
• ISO 9000 Series (Quality Management System)
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ISO (9001)
ISO (9002)
ISO (9003)
ISO (9004)
ISO 9001:2008 (Revised)
• ISO 14000 Series (Environment Management System)
• ISO 14001:2004
• ISO 14004: 2004
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ISO 22000 (Food Safety)
ISO 17025 (Lab Accreditation)
SA 8000 (Social Accountability)
ISO 27001 (Information Security)
27. Health & Safety
• Implementation of ISO Systems
• ISO 9000 Series (Quality Management System)
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ISO (9001)
ISO (9002)
ISO (9003)
ISO (9004)
ISO 9001:2008 (Revised)
• ISO 14000 Series
(Environment Management System)
• ISO 14001:2004
• ISO 14004: 2004
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ISO 22000 (Food Safety)
ISO 17025 (Lab Accreditation)
SA 8000 (Social Accountability)
ISO 27001 (Information Security)
29. RECOMMENDATIONS
• Develop proper HR systems for smooth working
• HR Department should have empowerment
• Policies should be available in written form
• Proper HR manual is required to follow HR SOPs, to be obeyed by all
level employees (bottom to top).
• Compensation and benefit policies need to be developed to increase
employees’ satisfaction level
• Regular employee trainings should be conducted for the purpose of
individual and organizational development.