Professional Documents
Culture Documents
COMPANY PROFILE
Kohinoor Mills Limited was incorporated as a Public limited Company on December 21st,
1987 and is located at 8th K.M., Manga Raiwind Road, District Kasur. The Company produces
greige cloth from cotton, blended and synthetic yarns.The project was initially established with
48 Sulzer Ruti shuttle-less looms of 153" width from Switzerland with modern ancillary
machinery to produce high quality fabric for export markets.Further expansions saw the
installation of an additional 96 Tsudakoma air jet looms from Japan in 1990 and a third shed
comprising 60 state of the art Picanol Omni 340 cm wide looms was installed in July 1998.In
2000-2001 old 48 Sulzer Ruti looms were replaced by 48 lated Picanol Omni Plus 380cm
looms. In addition to that latest Picanol Omni Plus Jacquard Looms were also added.The entire
manufacturing process from warping to fabric inspection is monitored through an on-line
process control system from Barco. The marketing strategy is to explore new markets.
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I NTERVIEWER ’ S NAME : SOHAIL
GENRAL SUMMARY
Responsible for developing and maintaining marketing strategies to meet organizational
objectives. Evaluates customer research, market conditions, competitor data and implements
marketing plan changes as needed. Oversees all marketing, advertising and promotional staff
and activities.
R ESPONSIBILITIES :
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• Responsible for the marketing of professional online recruiting services tailored
exclusively to the sales and marketing industry.
• Demonstrates technical marketing skills and product knowledge of Awan Garments
Company Sales Recruiting System.
• Develops annual marketing plan in conjunction with sales department, which details
activities to follow during the fiscal year, which will focus on meeting organizational
objectives.
• To manage the Marketing Department Budget. Delivery of all marketing activity within
agreed budget. Direction of marketing staff where budgets are devolved.
• To manage all aspects of print production, receipt and distribution.
• The achievement of frequent, timely and positive media coverage for Awan Garments
Company and its programs across all available media.
• Managing the entire product line life cycle from strategic planning to tactical activities.
• Specifying market requirements for current and future products by conducting market
research supported by on-going visits to customers and non-customers.
• Driving a solution set across development teams (primarily Development/Engineering,
and Marketing Communications) through market requirements, product contract, and
positioning.
• Developing and implementing a company-wide go-to-market plan, working with all
departments to execute.
• Analyzing potential partner relationships for Awan Garments company.
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J OB S PECIFICATIONS :
Required knowledge, skills and Abilities.
• Experience with enterprise software solutions and large, complex organizations.
• Extensive experience in all aspects of developing and maintaining marketing strategies
to meet organizational objectives.
• Strong understanding of customer and market dynamics and requirements.
• Willingness to travel and work in a global team of professionals.
• Proven ability to oversee all marketing, advertising and promotional staff and activities.
• Computer and internet knowledge are necessary.
• Minimum Education: Master’s in Business Administration.
• 2-4 years of marketing experience in the Garments industry.
• Physically and mentally fit.
J OB CODE : A06
J OB TITLE : H.R Director
D EPARTMENT : Human Resource Management
S TATUS : Male
L OCATION : Lahore
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The Human Resources Director guides and manages the overall provision of Human
Resources services, policies, and programs for the entire company. The major areas directed
are:
• recruiting and staffing;
• organizational and space planning;
• performance management and improvement systems;
• organization development;
• employment and compliance to regulatory concerns;
• employee orientation, development, and training;
• policy development and documentation;
• employee relations;
• company-wide committee facilitation;
• company employee and community communication;
• compensation and benefits administration;
• employee safety, welfare, wellness and health;
• charitable giving; and
• Employee services and counseling.
The Human Resources Director originates and leads Human Resources practices and
objectives that will provide an employee-oriented, high performance culture that emphasizes
empowerment, quality, productivity and standards, goal attainment, and the recruitment and
ongoing development of a superior workforce. The Human Resources Director coordinates
implementation of services, policies, and programs through Human Resources staff; reports to
the CEO and serves on the executive management team; and assists and advises company
managers about Human Resources issues.
P RIMARY O BJECTIVES :
• Safety of the workforce.
• Development of a superior workforce.
• Development of the Human Resources department.
• Development of an employee-oriented company culture that emphasizes quality,
continuous improvement, and high performance.
• Personal ongoing development.
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H UMAN R ESOURCES D IRECTOR J OB D ESCRIPTION C OMPONENTS
• Position Description and Primary Requirements. (You are here.)
• Essential Functions: Department Development, HRIS, Training and Development,
Employment, Employee Relations.
• More Essential Functions: Compensation, Benefits, Law, Organization Development.
• Required Experience, Education, Skills and Working Conditions Described.
J OB SPECIFICATION
• Change Management
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R EPORT
We have conducted the interviews of different interviews of different professional the purpose
behind this is to get keen knowledge about their job responsibilities and their job specifications
for this we have design an questionnaire for taking an interview of an profession. This
questionnaire contains different questions about their job responsibilities and also contains the
questions about their job specifications.
All the members of my group perform this activity on his or her own behalf. while taking an
interview of different profession we ask these questions and analyze that what are their main
responsibilities and what are the level of knowledge, skills and abilities requires to fulfill the job
tasks after taking their interview we are able to design an job description and job specification
of the job necessary for acquiring the efficient and potential candidate for the job.
The job descriptions and job specifications are attached with this report this activity also enable
us to design the newspaper add. After this interviews we have find that what abilities we should
have for a job.Our group member named Amir Ghafoor has conducted the interview of
Mr.Adeel the recruitment officer.
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INTERVIEW QUESTIONAIRE
MANAGER
H.R.M
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Q.3. DO PAKISTANI UNIVERSITIES ARE CREATING
YOU BELIEVE THAT
AN EFFECTIVE TALENT POOL AND WHAT IS YOUR COMPANY STRATEGY TO
ATTRACT THE BEST TALENT IN PAKISTAN?
: Our educational institutions need a 21st century vigilant attitude, they need to develop their
curriculum as per the needs of the industry and develop 21st century workplace attitude and
behavior in their students. This can only be done when they build relationship with the industry.
Today’s challenges requires today’s educational programs and educational institution should
evolve themselves with the pace of change. Presently we are working on cultural
transformation programs and our organization culture is attracting the talent and will attract the
talent in future too. Textile sector has lot of potential and growth opportunities and growth only
comes when we break our comfort zone.
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: Yes of course. This is the only way to place our country in the top 10 growing economies of
the world. We both should be working on developing business incubation centers which will
eventually bear fruits in the long run.
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Q.13. ANY GOOD ADVICE YOU WANT TO GIVE FOR OUR JOB SEEKERS
WHO WANT TO JOIN HR FIELD AND OTHERWISE?
: Those who are looking for a job first need to define their career goals, what they want to
become, not what they want to earn. They need to wish for skills not for fewer problems. Money
is the byproduct of hard work. It comes with the passage of time. Those who want to join HR
field should tighten up their belts because Pakistani HR professionals have lot to do not only in
their career but also in their social lives. They need to have positive mind set and should be
able to take the pain while bringing the change. We have 53,211 registered companies in our
country in different industries, very few have HR department setup, so reach out to them and
add value and grow.
ASSISSTANT H.R.M
M S . S HAMA S AGHIR : It is heartening to know that despite the global economic crisis
which has squeezed the life out of many companies, including the IT sector in Pakistan, i2c Inc
continues to grow. We are experiencing significant growth in business and employment
opportunities and are always on the lookout for talented people to join our team.
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We offer a challenging and rewarding career to individuals who have a passion to excel and
can deliver in a fast-paced, team-based environment. Our management culture fosters open
communication and flow of ideas throughout all levels of the organization. The proven strength
and speed of our team-based culture contributes directly to the success and agility of i2c.
The diversity, talent and expertise of our employees drive success in all areas of our business,
and keep us on the cutting edge of opportunity. And that, in my opinion, makes us a very
attractive destination for both fresh as well as experienced job seekers.
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overall personalities of their graduates to make them more effective in the workplace and in life
at large. Finding the best person for the job is always a challenge. We have been recruiting a
number of people through online portals and employee referrals. We have also been recruiting
directly from the universities, and intend to pursue this avenue more vigorously in the next
quarter by broadening our search for fresh talent to a number of top schools in the country.
M S . S HAMA S AGHIR : We believe in innovation and leadership – the qualities that have
helped us maintain our growth and undertake expansion even in these bitter economic times.
We have over a hundred positions open at the moment, which clearly shows our growing
business needs and highlights our achievements. This positive outlook, coupled with our
excellent working environment, competitive salary packages and first-rate employment benefit
programs, has made us the first choice for job seekers.
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absolutely crucial in producing graduates who are marketable and are ready to hit the ground
running.
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: I was a pretty good student. I was also always conscious of the fact that there is more to
learning than memorizing course books. I actively participated in the extracurricular activities,
and strived for a healthy balance in my student life.I have a Master’s degree in Business
Education from the University of the Punjab. It could be interesting to note that at that time, HR
Management was being offered as a course and not as a full-fledged specialization. We could
specialize either in marketing or finance. It is good to see the educational institutions finally
catching up with the global trends in realizing the value and potential of HR Management. I also
feel that a person’s education doesn’t end with his or her final degree. In my professional life, I
had had the invaluable opportunity to be a part of the development and evolution of many new
HR processes at the companies I have been with. I also consider it an excellent continuing
learning experience.
DIRECTOR H.R.M .
JOB SEEKERS ?
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M R . A AMIR I FTIKHAR A HMED : Strategic Systems International (SSI) is an attractive
employer because our employees get the best available exposure in terms of their career
growth. We provide world class software development services to software companies,
technology consultants, online businesses, and enterprises. With offices and partners in the
USA, Europe, Middle East and Asia, we serve a growing list of clients from the Fortune 500 to
entrepreneurial startups.
Moreover, working under SSI’s management and technical teams that consist of professionals
with international educational and work experiences across broad industry and functional
domains is an enriching opportunity to grow professionally. Our experiences span financial,
manufacturing, healthcare, and services sectors – in a variety of domains. Our technical
prowess comprises design and development as complex as large scale highly analytical
software applications.SSI provides competitive salary and benefits for its employees and
comprehensive health benefits. We encourage each employee to pursue professional
development opportunities, and maintain proactive programs to promote the development of
management and technical skills through an aggressive training program. This includes
employee certification programs. Several other initiatives such as our Mentor Program
encourages employees to select their own mentor within the organization to provide ongoing
support and advice. Tech Talk provides a participatory forum to exchange views and ideas on
business and technical issues, and keep employees in touch with current initiatives within the
company.
As far myself, I spend substantial time planning my work and also personal life. Otherwise
work-life balance can not be achieved. But most important is to be able to attach due
importance to any responsibility, be that job related or personal.
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Q.3. DO PAKISTANI UNIVERSITIES ARE CREATING
YOU BELIEVE THAT
AN EFFECTIVE TALENT POOL AND WHAT IS YOUR COMPANY STRATEGY TO
ATTRACT THE BEST TALENT IN PAKISTAN?
: Yes, many universities operating in Pakistan are offering quality education and we can safely
term their output as meeting industrial standards. We focus on picking up the best from the
market, be that fresh graduates from the top of the line universities or experienced hand
working with good organizations. Depending on the requirement we carry out on campus hiring,
using university alumni portals through references of our on job employees to selecting best CV
from the job portals. I firmly believe in Industry-Academia linkage which can create many
synergies and Pakistan’s IT industry must explore such opportunities.
• Truly collaborating with our clients and seamlessly delivering best-in-class products and
services to their marketplaces as one with their own internal teams
• Providing a world class environment for our people where they can learn and prosper; we
believe that satisfied and motivated people are the key to our customers’ and our success.
• Striving for continuous improvement in our processes and methodologies; and to foster
continuous learning in technology and functional domains.
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Q.6. HUMAN RESOURCES ARE THE FIRST CAUSALITIES OF AN
ECONOMIC SLOWDOWN. WHAT IS YOUR COMPANY STRATEGY TO DEAL
WITH THIS CHALLENGE?
: I believe this approach does not work in knowledge companies. Our employees are our
knowledge resource and they are the last option to be dispensed with under a situation like
economic downturn.
Q.14. ANY GOOD ADVICE YOU WANT TO GIVE FOR OUR JOB SEEKERS
WHO WANT TO JOIN HR FIELD AND OTHERWISE?
: HR like many other professions is a field that requires passion and dedication. Challenging if
one wants to relate real life situations to policy work and is able to analyze linkages between
work environment / culture and motivation. People who can not stand pressures and can give in
for an unfair treatment to employees should spare this profession. In my opinion it is more of a
service than a conventional meaning of profession.
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Data distribution system of Kohinoor mill of four
departments
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finish & pack
performance appraisal
Invoice Customer
Statement
Payment by customer
Purchase material
Control operation
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