3. GROUP MEMBERS
• M.HASEEB MIR
• MOEZZA MIR
• MEHWISH JAVED
4. TABLE OF CONTENT
• MISSION OF ZONG
• VISION OF ZONG
• STRUCTURE OF HR DEPARTMENT AT ZONG
• RECRUITMENT AND SELECTION PROCESS
• TRAINING & DEVELOPMENT
• PERFORMANCE APPRAISAL SYSTEM
• MOTIVATION
• REWARDS SYSTEM
• HEALTH AND SAFETY MEASURES
7. Chief HRM Officer
Director HRM
Senior HR Manager
Regional HR Manager
Assistant HR Manager
Team Leader
Team
8. Human Resource Management
Process
Recruitment
Planning Selection Orientation
& Downsizing
Training & Performance
Development Appraisals Competent High-Performing
Workers
Compensation Safety and
& Benefits Health
9. Human Resource
Planning
Making a Current Making a Future
Assessment Assessment
Designing a Future
Program
12. Employment Recruiting: Applicants
planning & Build a complete
forecasting pool of application
candidates form
Use
selection
tools;
tests to
screen-out
applicants
Candidate Director or department
becomes head interview final
employee candidates to make
final choices
13. Internal School
Searches Placement
Employee Traditional Employee
Leasing Recruiting Referrals
Sources
Employment Advertisements
Agencies
14. Recruitment & Selection
Attracting the candidates to apply for jobs
in the organization
Applicants may apply online to the specific
post.
HR data base is update after 6 months.
Recruitment in consultation with officers
and heads of specific department.
Judged on the basis of knowledge, skills,
tests, experience and references.
After screening and short listing desired
applicants interviews are conducted.
15. Recruitment & Selection
Screened CV’s are than provided to
departments and they conduct immediate
interview with departmental head or
nominated person.
After interview with specific department
selected candidates are than forwarded to HR
to conduct a final interview with them.
Selected candidates are than appointed for a
probationary period. After probation period 2
references are checked.
16. Recruitment & Selection
For employee personal file following
documents are required:
Interview Evaluation form,
Passport size Photos,
Any other special clause,
References, Copy of N.I.C.,
Copies of degree(s): Bachelors and above
only
copies of experience certificates
Employment letter is than given to selected
candidates and get signatures on its copy.
17. Employee Training
What deficiencies, if any, Is there
do jobholders have in a need for What are the
terms of skills, training? Organization
knowledge, or abilities ‘s Strategic
required to exhibit the goals?
essential and necessary
job behaviors?
What tasks
What behaviors are must be
necessary for each Completed to
jobholder to complete achieve
his or her job duties? Organization
al goals?
18. Job Understudy
Rotation Assignments
Classroom Training Films
Lectures
Methods and Videos
Simulation On Job
Exercises Training
19. Training & Development
Soft skill training to remove
personal distraction from job.
Conflict management training
People management training
Communication skills
Anger management
Time management training
Teamwork training etc
20. Training & Development
Developmental programs are arranged for
long term beneficial planning of
organization.
To motivate human resource by developing
their personal skills.
The ZONG HR department develops the
employee’s career development plans in
which the HR department predicts the next
logical step for their employees within five
years.
21. Performance Appraisal
According to Newstrom, “It is the
process of evaluating the performance of
employees, sharing that information
with them and searching for ways to
improve their performance’’.
23. Performance Appraisal
To evaluate and improve the actual
performance of employee (current/past)
towards performance standards and also
future potentials of ZONG.
ZONG uses the computerized performance
appraisal method. ZONG conduct its
performance appraisal of employees in
December.
24. Performance Appraisal
Appraisal sheets are developed by HR
department and send to other department
supervisors.
ZONG use 180 degree tool in past for
appraisal and 360 degree currently.
25. Disadvantages
If not done appropriately, can
be a negative experience.
very time consuming,
especially for a manager
subject to rater errors
& biases.
If not done right can be a
complete waste of time.
Can be stressful for all
involved
26. Motivation
Motivation of ZONG employees is based on
two factors, intrinsic and extrinsic.
Intrinsic due to fast growing image of ZONG
Extrinsic due to attractive pay scale together
with basic facilities such as medical play
important role to keep the employees
motivated.
27. Rewards System
Reward system policies are strictly practiced at
ZONG. Employees are paid when they are
supposed to pay.
Other rewards are also fast but they are mostly
tenure based rather than performance based.
Policies shows that rewards are totally
performance based but in actual this policy is
not followed strictly.
Mostly rewards are determined by the
organizational membership and seniority.
28. Rewards System
Promotion is given on the basis of
performance
PMO (Project management office) introduces
many club memberships, game shows, lunch
arrangement and many more for employee to
be motivated., as well as tenure.
Special achievement awards at each
individual level, team awards, department
awards and division awards.
29. HEALTH AND SAFETY MEASURES
Maximum jobs of ZONG are not hazardous to
health so, there is no such need of health
measurements.
Though everybody wants to be safe and that’s
why when you visit some ZONG office to meet
someone of a high designation level. You need
to fulfill various safety measures.
