Human Resource Management

Human Resource ManagementSelection &Recruitment Process: CITROPAK (PVT) LTD.

5/03/2015 PRESENTED TO: Prof ASLAM PERVAZ PERSENTED BY: NAMES ROLL NO. MUHAMMAD AADIL 0045 SHAH JAHN RAJA 0019 M.COM (A) 3rd Semester ( ACCOUNTING & FINANCE)

Dedication Acknowledgement Executive Summary CITROPAK: An Introduction CITROPAK : Organogram CITROPAK: H R Deptt. CITROPAK : Recruitment Process Appendix

THIS REPORT IS DEDICATED TO OUR RESPECTED TEACHERS AND BELOVED GRAND PARENTS.

ALLAH the name we begin with the most Merciful and most Gracious. First of all We offer our humble appreciation from the core of our heart to the HOLLY PROPHET HAZRAT MUHAMMAD (PBUH) who is forever torch of guidance and knowledge for humanity as a whole.We acknowledge with deep reverence and sincerity and feel much pleasure in expressing heartiest gratitude to our respected teacher Prof .ASLAM PERVAZ , who always served for the betterment of students .Finally We would like to express heart -felt gratitude and thanks to our adoring parents for economic and social support and countless prayers throughout our educational career and thanks to our class fellows and respected seniors for their cooperation .

Human Resource Management

Recruitment

In addition to being the leading Fruits and Citrus Company in the Country, CITROPAK is also a large scale employer. Presently, we have more than 500 work force. These people are supported by more than 100 executive officers, who are providing managerial input and guidance to them. With such a large base of people, it is imperative to have a world class HR Function which is able to harness the combined efforts of our people towards achieving excellence in all aspect of our activities. The Human Resources department in CITROPAK is providing precisely the support, which the top team is looking for achieving his objective. Our HR Team has the full capability to be an active business partner, a Change Agent, and an employee advocate. We have been able to recruit the best professionals, who have taken the company to new heights. Our HR philosophy is based on the belief that we can increase our overall Human Capital by improving the following: Intellectual Capital: Processes which will improve specialized knowledge, skills, tacit knowledge, and imagination of our people. Emotional Capital: Developing a culture which breeds self confidence, ambition, and courage. Developing Leadership capabilities and encouraging team based environment, is an essential ingredient. Social Capital: leveraging social contacts for business and personal gains, strengthening networks of our people with outside world, trustworthiness, etc. are the hallmark of this process. We have a strong people development process, which enable us to plan career paths for our executives. It also helps us to identify areas of improvement for further training by developing a gap analysis. The assessments are done continuously so that our people are ready to face the ever increasing challenges of the corporate world. As a part of our Values, we are constantly striving to transform CITROPAK into a more "Caring & Sharing" Company. We believe that the success of a company comes through its workers and we have recently launched an initiative, known as "Project CARE" for this purpose. This project is recognition of our people's performance & dedication towards CITROPAK. Long Service Awards, supporting children education, integration of families through social activities, and guaranteed jobs for our long serving employees are some of the salient features of this program.

HUMAN RESOURCE MANAGEMENT DEPARTMENT

For the purpose of H.R. Project, we have to select an organization to see its recruiting process. To collect this information we have chosen CITROPAK. After conducting a visit of CITROPAK Factory in Sargodha., we have almost complete information about their recruiting efforts. They have: 500 employees; Employee turnover is about 5% that is acceptable.

There are different ways through which vacancies may be created. When there is expansion of business. When an employee suddenly leaves the organization. When a person reaches to superannuation age or near to retirement age. When an employee is promoted. Recently, the CITROPAK expanded its business and of new plant has been installed for this purpose because of this a lots of vacancies have been created. To fill these vacancies, CITROPAK has divided the recruiting efforts into 2 parts. 1. Executive Recruitment. 2. Workers recruitment. The hire workers on daily basis, however the criteria for executive recruitment covers 2 3 months time period. And for some immediate requirements, they shorten this period to one month only. Following practices are adopted for executive recruitment. Fresh Post graduates. Experienced person. In fresh post graduates they prefer fresh MBAs and some other people having 16 years education. For this, experience is not required. In recruiting experienced persons, they require people having leadership skills, people and time management skills and also good communication skills. Retirement age fixed by CITROPAK is 60 years however if they are unable to fill the vacancy create by retired person, they make a contract with this person. 5 6 employees are employed there on the basis of such contracts. For this purpose existing employees of CITROPAK are very much helpful, so it not required to conduct separate recruitment process for employees.

An effective recruiting process requires a significant pool of candidates to chose from and the more diversity within that group the better. Like all good companies their recruiting goals are to invite a large pool of applicants and discourage unqualified workers. We have provided a specimen of an ad of CITROPAK recruitment in which they have provided all necessary information that encourages only qualified workers.

While the image of company is so much good that they always have a necessary pool of applicants for the recruiting purposes.

The ideal recruitment effort might bring in s satisfactory numbers of qualified applicants who want the job, but certain realities cannot be ignored for example, pool of qualified applicants may not include the best candidate or the best candidate may not want to work for the organization let us look if CITROPAK is effected by some constraints or not.

Sometimes organization image effect the recruiting efforts because if a company has no good image, they can never invite large pool of applications. As the image of CITROPAK is very much impressive in the minds of people so, they are always interested in having a job in In CITROPAK. It offers best salaries excellent benefit and even respect in community so CITROPAK has no hurdle as regard to its image and thus able to attract large pool of applicants and chose out of them more qualified workers.

If the position to be filled is an unattractive job, recruiting a large and qualified pool of applications will be difficult, particularly manual labor positions are more effected by this constraint. But the jobs offered to workers and executives (Males & females) are so much attractive that no one hesitates to apply in this organization. People are very much afraid to send their daughters in textile industry but they offer a lots of benefits and best environment to work in the organization and thus they make jobs attractive for the females also. In Faisalabad Industry, they are at the top who offer best care to their employees. They offer overtime for their workers only of 2 hours. Thus job offered by them at all levels become more attractive than others.

The Governments influence in the recruiting process should not be overlooked. An employer can no longer seek out preferred individuals based upon non-job related factors such as physical appearances sex and religion. CITROPAK offers equal employment opportunities to females and minorities also. Male and female are equally important to an organization and the people of other religions exist in workers and also in executives jobs. This they always respect the rules set by the govt.

Recruiting is a costly process, Organization have to pay the costs of ads, time, socialization and training efforts. The CITROPAK always spends an extra cost to get the more qualified workers, because performance of employees is more important than cost of recruitment. Their focus is just on business needs so to meet their business needs if they have to pay an extra cost, they pay for this purpose. They bear recurring cost i.e. 4 times of salary of an existing employees.

Recruiting is more. Likely to achieve its objectives if recruiting sources reflect the type of position to be filled. To fill different jobs. CITROPAK uses 2 different sources. 1. Internal Sources. 2. External Sources.

They use planned approach for internal searching. Initial short listing is done by H.R. Department. If there is requirement of marketing or finance people, concerned department will do this job. sometimes they use employee referrals, that is for workers, whenever there is any vacancy, the exiting employees may ask their relatives & friends to apply for job. And thus their reference is considered and good applicants are hired. Their performance is good and response of employee referrals is very much positive. Their positive aspects are. It saves time. It saves cost. Adjustment becomes easy.

In addition to looking internally for candidates, organizations often open up recruiting efforts to the external community. These efforts include advertisements employment agencies, schools colleges and universities, professional organizations and unsolicited applicants. Advertisement is made by the CITROPAK for top, middle and lower level. They have a contract with www.rozi.pk for the purpose of advertisements. For top and middle level jobs, they usually advertise the jobs in Jang & Down News. Qualification required for top and middle level management is:- I.Q. Test for executives. Job knowledge Test. According to their specialization. MBA (Post graduates). Skills required for these managerial jobs include. Computer Skills. Time management skills. People management skills. Communication skills. For lower level jobs, they give ads in local news papers. Forms to be filled are in Urdu Language. Qualification required for these jobs is:- Matric. Inter (F.A). Bachelors (B.A). And they must possess skills for using computer because the whole process in CITROPAK is computerized Note: They dont use blind box ads. Because they have a good image in the mind of people. And for the purpose to attract qualified workers they dont believe in giving blind box ads. As such there is no proactive for inviting fresh students from schools, colleges & universities, personally. However in last year a job fair has been conducted in university of Sargodha and also in superior college and at that place some recruitment efforts have been conducted. But they have no permanent association with any university to invite people for jobs. Employment agencies are not being used by CITROPAK as the H.R. system of CITROPAK is very much strong. So, there is no need of employment agencies. Unsolicited applications are also not preferred by CITROPAK.. The management say that without inviting unsolicited applicants they have enough applications therefore they are not considering unsolicited applications as an external source of recruitment. Cyber space recruitment is being performed by CITROPAK. They have place the application forms on their website and any interested person can till the form and submit it to the organization. So, online advertisement of jobs and at the same time applying for the job is offered by CITROPAK.

Today, many companies are hiring temporary help leasing employees and using independent contractors. Recruitment alternatives, are used by CITROPAK are now discussed. Sometimes the old workers or retired workers offer temporary help service. CITROPAK gets temporary help service from retired workers in case if it has no person to till the retired persons, vacancy. By receiving temporary help from these persons gives a benefit to the organization as they have mentoring abilities for young workers. Generally employee leasing is not preferred by CITROPAK.. However, sometimes, they have a contract, with leasing companies for the purpose of some technical jobs. The management of CITROPAK also says that, the lased employees are not much loyal to the mgt of CITROPAK is that as they have good employees at all level therefore they dont need to have contract with employee leasing companies.

Candidate Selection Process of CITROPAK

Importance of staff selectionSelecting the right staff is crucial for the management and development of a tourismcompany. It saves time and money, improves service quality and increases customersatisfaction.The selection process has six stages

Stage 1: needs analysisThe characteristics of the job and the personal and professional profile of the personrequired to perform it are analysed

Stage 2: recruitmentThere are two types:Internal: the post is covered by promoting a current staff member.External: the company turns to formal sources of information (social networks,CV databases, employment agencies, etc.) or informal sources (acquaintances,network of contacts in general).

Stage 3: pre-selectionAll of the CVs submitted are analysed and the profiles that meet the requirements arepre-selected..

Stage 4: selection tests These are the tools that provide information about the skills, talents, attitudes andaspirations of candidates. They can be divided into three groups:

Skills and knowledge testing. Psychological tests. Interview: structured, unstructured, or mixed

Stage 5: test report and reference checkA report is generated to reflect the the main findings and conclusions of the tests.It is also important to check the references of the finalists

Stage 6: final interviewAfter selecting the final candidate or candidates, it is sometimes necessary for the headof Human Resources or the relevant department for the position to perform aninterview with the candidate in order to get to know them and approve the selection

Motivation Factors adopted by CITROPAK

INDIVIDUAL:1.Project Care: Project Care means Celebration of employees. The company pay for all celebration.

Project care Evening: Project care start in 2006. It is celebration day of employees. All the employees get together and celebrate an evening at some best hotel in Sargodha like in PC HOTEL, Quos HOTEL etc. The company pay for this celebration all.

Family Visit: All the family members invite for visit CITROPAK. They see the environment of CITROPAK and company give them special Lunch or Dinner with their superiors. Family Day: It is full day fun given to family of employee. They can go to hill station or anywhere else for fun in Pakistan. The company pay for it.Anniversary Leave: Marriage Anniversary leave given and company pay salary on this leave. All the day they enjoy their anniversary. 2.Workplace health and Safety.

Heats: CITROPAK manages all types of heats. Because heat causes many diseases. They always watch on machines for safety of employees. Injuries: Before 2006-07 there are many injuries problems in CITROPAK. But now there is no major injuries in CITROPAK but little bit injuries are held but sometimes in a year.3.Reward and Recognition: Everything defined by CITROPAK. Like proper salary, work and CIRTPPAK Policies. Rewards like long-term employees are being rewarded. If a person do his work best company give him reward like work assigned for a worker and time is given like 3 days and he did his work well all and then he is rewarded promotion etc. Most of the companies rewarded subordinates work to their bosses. CITROPAK has recognition of all employees for their work done. Like if subordinates work 70% and Boss work 30% then they are rewarded according to their work done. CITROPAK checkout the team work and recognized them. If any employee done very good work he is rewarded and CITROPAK set a photo of that employee on Website4.OthersBonuses: CITROPAK set bonus for employees. Employees are assets of CITROPAK their first motive is to motivate employees by bonuses.Buses: Very nice Conveyance facility for all employees. Peoples wants go their because they have very good conveyance facility.Mess Facility: CITROPAK is subsidies mess Social Security Facility: Employees job security and their lifes security is very strong. Gratuity: Company manages gratuity fund for welfare of employeesProvident Fund: Provident fund given after their retirement.Group:Reward and Recognition Project care Evening are given to employees for their motivation.