16.al Fardan Exchange - (HR)

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Acknowledgement
Through this acknowledgement note, I would like to thank all those people who
helped me in the completion of this report. Without them, it would not be possible
for me to attempt it.
First of all my family. My parents who encouraged and supported me at each and
every step of my life, specially my academic years. My mother has always been a
courage and support to me, as well as my brothers.
Mr. S. A. Adeel from the Al Fardan Exchange, IC (Internal Control) Department,

Najma Branch. Without his help and support, this project would not have been
possible.
Last but not least, I would like to express my gratitude to the management of Al
Fardan Exchange, Najma Branch for giving me the opportunity to complete this
project. I like to thank all the staff members of the Fardan Exchange for
cooperating with me throughout my project and providing me with all necessary
information.
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Table of Contents:
Particulars Page #
Introduction Pg 8
Corporate Vision & Mission Statement Pg 11
Interviewer’s Details Pg 13
Objective of Organization Pg 15
Skilful Employees Pg 15
Environmental Stability Pg 15
Retaining Employees OR Employee Trends Towards Organization Pg 15
Management – Employee Relationship Pg 15
Requirement to Fit-in the Organizational Culture Pg 16
Value of Seniority Pg 16
Innovative & Risk Taking Employees Pg 16
Grouping Pg 16
Reporting of Individuals Pg 16
Reporting of Groups Pg 17
Controlling Skills of Managers Pg 17
Decision Making Authorities Pg 17
Managing/Tackling Emergencies Pg 17
Rules & Regulations Pg 17
Hierarchy of Decision Making Pg 18
Motivating Employees Pg 18
Training & Career Development Programs Pg 18
Kinds of Training & Career Development Programs Pg 18
Satisfying & Dissatisfying Factors Pg 19
Performance Appraisal Pg 19
Criteria of Performance Appraisal Pg 19
Application of Performance Appraisal Pg 20
Resolving Conflicts Pg 20
References Pg 22
Student’s Judgment Pg 24
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Introduction
Al Fardan's legend started laying foundations far at the end of the 19th century,
one of the biggest Arabian merchants in Gulf Area. They have been renowned as
one of the Arabian Gulf's leading merchant families for over one hundred years.
Even that Pearl Trading was the departure point of Ibrahim Alfardan, The
following generations lead by Hussein Alfardan and His son's Ali , Fahad and
Omar shaped the family business and turned it into One of the most sucessful
Businesses in the Gulf area and the Middle East.
The foundations of the family's fortunes were laid towards the end of the 19th.
century by Ibrahim Alfardan, who established himself as a pearl trader, dealing in
what was then the Gulf's sole high-value tradable commodity.
The clear warm waters of the Arabian Gulf boast the finest pearls in the world,
and the pearl beds off Qatar's coast were known to be among the best in the
region. Ibrahim's passion for pearls was so great that he came to be acknowledged
as a leading expert on pearls in the Gulf. An attention to detail and a commitment
to quality has been central to the Alfardan's business since the earliest days.
The creation of cultured pearls by the Japanese at the end of the 1920's dealt a
serious blow to the market for the natural pearl; and the outbreak of World War II
caused a catastrophic disruption of trade routes between the Gulf and India, the
main market for Gulf pearls.
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For the Alfardan’s, the end of World War II was a time to start fresh, using the
knowledge they had of business and taking advantage of the opportunities
provided by the new oil era.
50 years ago Hussain Alfardan re-established his business starting with a small
jewelry shop and a currency exchange operation. Later, he was helped by his sons
Ali, Fahad, and Omar in rebuilding the business on a scale that Ibrahim, the
founder of the dynasty, would not have been able to imagine; making it a major
player not only in the Gulf region, but also on the world stage.
The Alfardan Group is divided into the following operational divisions:
• Automobiles
• Jewelry
• Exchange/Trading
• Real Estate
• Marine Services
The success of the Alfardan Group can be attributed to a business approach that
combines the ability to change with the traditional values of integrity, service and
social responsibility that define its core business philosophy.
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Corporate Vision
“The Alfardan family is credited with laying the foundation for Qatar’s most
successful group of companies over the past 50 years.”
Mission Statement
“To be the leading brand in each market that is serve by the organization,
offering high quality products and services to their customers.”
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Interviewer’s Details:
♦ Mr. Nadir Armouti

Vice President, Al Fardan Exchange
Phone: +974-4335129
Fax: +974-4335124
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Objective of Organization
The objective of the organization is to be the leading brand in each market

that they serve by offering high quality products and services to their
customers.
Highly Competent Employees
According to the Vice President, Alfardan Group is poised to lead because

it is led by hard working and dedicated individuals who do not hesitate to
go the extra mile to achieve excellence.
Environmental Stability
People at Al Fardan treat each other with respect and dignity, valuing
individual and cultural differences. They aim to hire the best and
recognize that exceptional quality begins with people; give individuals the
authority to use their capabilities to the fullest to satisfy their customers.
Their environment fosters personal growth and continuous learning for all
Alfardan staff.
Retaining Employees
Al Fardan Group is one of the leading groups of not only Qatar but the
whole Gulf reign. So, being a part of it is a happy and dignified feeling.
Employees at Al Fardan tend to keep their job and perform well to get a
raise in salary or promotion. Another reason, as mentioned by the Vice
President and the IC Manager is that the employees are sure that if, by any
chance, they leave the organization, they are sure to get a good job
anywhere else due to the healthy reputation and good will of the group in
the market.
Management – Employee Relationship
Alfardan Group aims to communicate in an open and courteous manner,

listening to each other regardless of level or position. The organization
wants to be honest and ethical in all their business dealings, starting with
how we treat each other and their customers.
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Requirements for Employees to Fit-in
According to the senior manger of Alfardan Exchange, for an employee to

be a long lasting part of Alfardan culture and to fit into in he/she must be:
§ Friendly in nature
§ Have good ability to mix-up with people of
different cultures
§ Must have lot of patience
§ Must be broad minded
§ Hard-working
Value of Seniority
According to the Vice President, seniority does have its importance.

People working with the company for the last 25, 30 years definitely
understand its values, its culture, certain legalities and are experienced as
well. They can not be compared with somebody working for the last 3 to 5
years. Seniority does have its own value but it should not be taken into the
meanings that talented juniors are not appreciated and given value. The
company also encourages and rewards the new comers who show good
performance and new ideas.
Innovative & Risk Bearing Employees
Al Fardan Group aims to embrace a culture that encourages creativity,

seeks different perspectives and risks, whilst pursuing new opportunities.
They openly share their experiences so that their people can gain
knowledge and expertise, creating opportunities for everyone to contribute
to the continued success of the Alfardan Group.
Grouping
Mostly the tasks are carried out in team or group form. Especially, in the
“Exchange” section almost all the work is carried out by grouping.
Reporting of Individuals
Within a team or group, individuals report to their group leader or group

manager. If not a part of a team, then individuals report to the manager of
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the concerned department or their section as each branch is divided into

different departments and the department is further into small sections.
Reporting of Groups
Groups present their report to the concerned person (department head,

senior manager, branch manager, vice president) who asked for the task or
report.
Controlling Skills of Managers
Mostly the team size depends upon the task but normally they consist of 5
to 8 members. One of them is the team incharge or manager, and rest of
his subordinates.
Decision Making Authorities
Most of the decision making authorities lie at the top level. The sensitive
and major decision are taken by the Board or Directors or President while
relatively less sensitive decisions or decisions related to some concerned
branches are taken by the senior most manager of that branch. In case of
the Exchange, Najma Branch, the senior most manager is the Senior Vice
President so most of the decision is taken by him.
Managing/Tacking Emergencies
For emergencies like fire, the employees get short term training about how
to react in case if the surroundings got fire. Also, they are trained how to
react on different types of fire-alarms and according to each building, how
much time they have to get out of the building. Meaning that until the
professional help the there, the employees of Al Fardan Group are trained
to help themselves and their fellows.
For other situations like worker’s conflicts, senior managers interfere to
resolve the issue and try their least to keep the environment friendly.
Rules & Regulations
Most of the times, the employees follow the rules and regulations of the
organization. But sometimes, they don’t. In such cases the senior
managers try to find out the reasons of why the rules were avoided. They
try to fix the “WHY” problem instead of “WHO”, meaning that instead of
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punishing the employee they try to find out the weakness due to which the
person committed the mistake.
Hierarchy of Decision Making
Decisions making authorities are given to both high level as well as

middle managers. In situations strictly related to concerned department,
the department manager is authorized to take necessary decisions.
Whereas decisions about matters concerning to the whole group are taken
by the Board of Directors, President, CEO, etc.
Motivating Employees
The Vice President told that their organization use a number of methods to
motivate employees. Most common is verbal appreciation. Whenever an
employee performs well, they do not hesitate to encourage him/her and
few good words always work as a source of motivation. The organization
also provides bonuses, pay increments, cash awards etc as an appreciation
of employee’s performance.
Training & Career Development Program
The organization provides a number of training programs to its employees

from time to time. Most of the new employees take these programs in the
initial period of their job while seniors are trained for the new
developments that arrive in market, related to their specific fields.
Kinds of Training & Career Development Programs
Some of the training programs provided by the AL Fardan Group include

computer courses (for those who do not have much knowledge of
computer), basic computer accounting courses, any new accounting
software that is introduced in the market, various management course (4 to
6 months) for HR department, basic safety course (like first-aid,
responding to different fire-alarms etc) and many others.
Satisfying & Dissatisfying Factors
The satisfying factors of the organization are:
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o The pay is quite handsome, compared to other

organizations in the market
o It has a very good repute, so one has not to be worried
about career
o Future of employees is quite secured and bright here
o The organization is providing many facilities like house
allowance, medical allowance etc, which are more than
other companies
The dissatisfying factors include:
• The senior staff having lots of authorities and decision

making powers, often make wrong use of their authorities.
They make decisions based on their personal opinions and
not on facts.
• Although employees do not show conflicts openly but most
of them are not happy with others. Jealousy and hatred
affects their professional work a lot, especially between
some specific nationalities.
• Many of the employees working all over the Group, senior
as well as junior staff do not follow the rules strictly. This,
sometimes, cause serious problems.
Performance Appraisal
Performance is measured on the basis of task given to an employee. If he

completes it in the given time-period then he is sure to get reward.
Rewards are sometimes work recognition by encouraging the employee
and sometimes it is in the form of pay increment or bonus, depending
upon the performance.
Criteria of Performance Appraisal
The appraisal system in Al Fardan is entirely merit-based. Employees

having good work report are rewarded. The immediate managers of
employees prepare the report on monthly basis and then they are judged
according to that report. Employees are not allowed to discuss their work
report with their managers.
Application of Performance Appraisal
According to the Vice President, most of the employees working at

Al-Fardan are quite happy and satisfied with the appraisal system. The
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proof of it is that the organization is progressing with every passing day

and it not only achieving its targets but even doing more than that.
Resolving Conflicts
Most of the times, employees do not express their conflicts at workplace.

But in any such situation, the senior managers play their part to resolve the
matter and try maximum not to let the environment get hot. It is strictly
mentioned in the rules that there won’t be any exchange of harsh wordings
at workplace and anyone disobeying the law will be punished, so mostly
the employees follow it. Even in case of clashes, they keep it out of
official area.
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References:
♦ Mr. Nadir Armouti

Vice President, Al Fardan Exchange
Phone: +974-4335129
Fax: +974-4335124
♦ Mr. Naseer Ahmed

Internal Control (IC) Manager
Al Fardan Exchange
Phone: +974-4335123
Fax: +974-4335124
♦ Mr. S.A. Adeel

Internal Control (IC) Assistant
Al Fardan Exchange
Phone: +974-4335124
Fax: +974-4225124
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Student’s Judgment & Comments
From all the information I came to know about The Al Fardan Group, and
its employees, I concluded that no doubt they have good policies and
system to progress and run a customer friendly as well as worker friendly
organization. Also the employees are hardworking and quite sincere to the
company. All they need is the proper cooperation of their employees. If all
is done according to their rules & regulations, then it could become a
much better organization as it is today.
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16.al Fardan Exchange - (HR)

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Mr. S. A. Adeel from the Al Fardan Exchange, IC (Internal Control) Department,

The Alfardan Group is divided into the following operational divisions:

♦ Mr. Nadir Armouti

The objective of the organization is to be the leading brand in each market

Highly Competent Employees

According to the Vice President, Alfardan Group is poised to lead because

Management – Employee Relationship

Alfardan Group aims to communicate in an open and courteous manner,

Requirements for Employees to Fit-in

According to the senior manger of Alfardan Exchange, for an employee to

According to the Vice President, seniority does have its importance.

Innovative & Risk Bearing Employees

Al Fardan Group aims to embrace a culture that encourages creativity,

Within a team or group, individuals report to their group leader or group

the concerned department or their section as each branch is divided into

Groups present their report to the concerned person (department head,

Controlling Skills of Managers

Decision Making Authorities

Rules & Regulations

Hierarchy of Decision Making

Decisions making authorities are given to both high level as well as

Training & Career Development Program

The organization provides a number of training programs to its employees

Kinds of Training & Career Development Programs

Some of the training programs provided by the AL Fardan Group include

Satisfying & Dissatisfying Factors

The satisfying factors of the organization are:

o The pay is quite handsome, compared to other

• The senior staff having lots of authorities and decision

Performance is measured on the basis of task given to an employee. If he

Criteria of Performance Appraisal

The appraisal system in Al Fardan is entirely merit-based. Employees

Application of Performance Appraisal

According to the Vice President, most of the employees working at

proof of it is that the organization is progressing with every passing day

Most of the times, employees do not express their conflicts at workplace.

♦ Mr. Nadir Armouti

♦ Mr. Naseer Ahmed

♦ Mr. S.A. Adeel

Student’s Judgment & Comments

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