Professional Documents
Culture Documents
aculty
Of
Management
MGT300
“Human Resources Management”
Phase One
“JUHAYNA Company”
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JUHAYNA
• Milk products:
1 liter, 200 packs, 200 ml small bag, and 500 ml small bag.
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4. Rayeb: it’s a manufactured dairy with the natural fat existed
and it’s suitable for the ones who are seeking for natural taste
of the cow dairy.
• Yogurt products:
needed for the day. It’s available in plain and light yogurt.
• Juice products:
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1. Fruit drinks: it’s a juice existed in many flavors such as orange,
• Sour cream: it’s a tasty cream with a sour taste that could be
added to any dish to makes it taste better.
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It’s a very tasty dessert that could be having during or after
meals with stunning sauce.
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to JUHAYNA, it’s expanded its sales to other countries such as
USA, Europe, and the Persian Gulf for the sake of increasing its
profits.
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III. Nature of work; since JUHAYNA is a customer oriented, it gives its
The real constraints facing JUHAYNA and any other dairy company in
case of recruiting, is the lack of the specialists, scientist, engineers,
and technologists in dairy industries, there is a need for these
workforce with experiments. Keeping the company in-the-top of the
dairy markets and competition put a heavy pressure on it.
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and get promotions and high benefits for their good work. It often uses
personnel records of their employees and their skills bank and job
posting as well by making interviews with them and knowing their
reasons and abilities they have to be recruited as the best person for
the job. In case the job position is a top manager position, JUHAYNA
looks in the records of its best managers and their skills banks that
could be the right one, and after making intensive interviews; the best
one for the job will be selected, all this is a part from the company
succession planning. But it doesn’t prefer rehiring former employees
because JUHAYNA cares about offering best environment for its
employees.
When there is no candidates for the empty position from inside the
company, JUHAYNA tends to look for outside candidates through
advertising and employment agencies. It often uses blind ads when
searching for job candidates, since JUHAYNA is considered as one of the
most well-known companies in dairy industry, and therefore, it’s better
to get candidates who are not applying for the job because of the
company’s position, but for the job itself. JUHAYNA also look for
candidates in employment agencies in public agencies since it is
considered as the most important source of workers; an employer can
look in workers CVs and interview the ones with the most relevant CVs.
In addition, these agencies offer to the employer many services such
as recruitment services, tax credit information, training programs and
access to local and national labor market information, and the
employer can also end-up with the applicant who are not willing to
work properly. Sometimes JUHAYNA goes for private agencies to look
for candidates when it has no time to make interviews with many
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applicants, and when it needs to find a qualified applicants in an easy
way, even though this type of agencies could dismiss skilled applicants
and let unqualified ones to pass the primary stages or recruiting, and
therefore, the company should fill specific and accurate job description
and make sure that the process of the primary stage of selecting is
done in the right way, and keep screening and checking the agency
and the people that couldn’t pass or have passed the interviews in
order to make sure that the suitable applicants haven’t been missed.
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Selection and Screening Process
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Selecting the best candidate so careful is an important step, since
going through all this searching, interviewing, testing, comparing and
contrasting, and finally selecting the suitable one, is a costly process,
legal obligations such as busting an employee with a criminal records,
and/or suing the employer for a discriminatory actions, and because
going through all this is because of searching for the one with the best
qualifications and skills needed for the job.
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contrast between them, and decide who is the best one to be hired,
and at JUHAYNA, the panel and mass interviews are not favorable
because they believe that such interviews could make the interviewers
miss certain information or point that he or she has to know it.
A mixed type of questions are used in the interviews that are made
at JUHAYNA, but not all the time, sometimes situational interview are
used in order to observe how the interviewee could behave in a certain
situations, sometimes behavioral interviews are made-up in order to
know the reactions the applicant made in some past situations, and
some other times job-related interviews are used so the manager
interviewing the candidate could figure out his or her actions according
to his or her experience in the past, and to figure his or her ability to
know whether he or she can handle this job correctly or not.
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where the need of testing is required to verify the candidate abilities on
handling the job, such as the technologists and the engineers, they
must be tested all the described tested and work sampling techniques
so as to discover if they’re capable of handling this job or not. And the
scientists must be tested for achievement and cognitive abilities to
settle their abilities. And for all employees, JUHAYNA imposes a health
checks and physical examinations, since it’s a dairy company and thus
it should be serious in such situations and should keep away the
infected people from the factory, otherwise it would lose its reputation
and position among other dairy companies and customers will repel its
products if any mistake or disease has passed to JUHAYNA’s products.
The probationary period for the new employees extends from one
month to three months, and that is to test their abilities and their
efficiency in their jobs, and if they were suitable and effective elements
and handle their jobs professionally, then their probationary period
ends and they become a permanent employees, and if not they will be
repelled, and start searching for better candidate for the job.
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At JUHAYNA, they do offer inducement training for their new
employees in order to make them feel familiar with others by
introducing them to everyone there, and get them to know the basic
rules and policies of JUHAYNA and the whole system and how to deal
with each matter there. The HR department is the one responsible of
performing and preparing for such trainings, that they’re trained to
know how to put the new employees at ease, learn him or her it’s role,
his responsibilities and duties, and his authority, and the objectives
they have achieved and are about to achieve, and learn them about
the company’s past, present and future.
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