Professional Documents
Culture Documents
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DELIMITATIONS:
In this busy world no body have time for others, because of competition.
It’s very tough to get their personal data because they are very conscious about there
personal values.
This is the very large firm that’s why because of their busy schedule they are
giving us a very limited time.
They are already using the HR processes but on a very small scale, they want to
improve their performance but don’t want to spend time and money on it.
It’s very tough for us to convince them on our points of views.
Actually they need the detail explanation of all our views but because of limited
time, its not easy for us to provide it.
They are not allowed us to personally interact with their employees of different levels.
(Rehmat Flour Mills (Pvt.) Ltd. )
HISTORY
Rehmat Flour Mills was established in 1964 .the company is one of the
pioneer's with a famous trade mark "Yaadgar Atta" and enjoy a good reputation
among flour mills throughout the Pakistan.
Since its establishment Rehmat Flour Mills has concentrated its activities
on making of high quality wheat products
LOCATION
MANAGEMENT
PRODUCTS
▲ Meeda
▲ Fine
▲ Special Atta
▲ Aam Atta
▲ Bran
(Rehmat Flour Mills (Pvt.) Ltd. )
Recruitment
Appraisal
Benefits
Accommodation:
Loans
(Rehmat Flour Mills (Pvt.) Ltd. )
The employee is given loans as per the loan policy mentioned in
the Service Rules. The employees submit their application for loan
approval to Accounts department. After the approval of the Managing
Director the loan is granted to the applicant.
Deductions
◙ Deductions (such as loans, cot, income tax, provident fund,
etc) are made according to the Service Rules and records are
available in accounts department.
Mode of Payment
Labor relation
● Administration manager
● Worker representative
● HR Manager
● S.M.R
▲ HR Manager
(Rehmat Flour Mills (Pvt.) Ltd. )
▲ SMR
▲ Health & Safety Representative
▲ Safety/Security Officer
▲ Admin Manager
Hazards Prevention
The company has provided measures for prevention of the potential
threats to health & safety as:
Notification
◙ Any body who sees an emergency situation should sound the nearest
alarm button and / or inform to security staff / Time office.
Evacuation
Handling of Emergency
◙ FFF team incharge will guide their respective FFF teams as instructed
by the safety officer.
◙ The FFF teams will ensure that all employees are out to the safe
locations, emergency assembly areas. If injured employees are found,
they are to be carefully moved out of the affected area.
(Rehmat Flour Mills (Pvt.) Ltd. )
◙ In case phone system goes down during a disaster, mobile phones are
available.
▲ Impact on Environment
▲ Impact on Human
▲ Preventive Maintenance
▲ Back up of data/File
▲ Contact Insurance Companies
▲ Re-establish Utilities & Communications
▲ Training needs (if any)
◙ During the disaster some of the utilities like electric, water, sewer,
Telephone, Networks, etc may have shut down, these are to be
restored by concerned personnel.
Benefits
(Rehmat Flour Mills (Pvt.) Ltd. )
The company ensures that all employees working hours do not exceed 48 hours
per week.
Shifts will be rotated on every Saturday for M-1 and on every Monday for M-2
in the following manner.
Recruitment process:
For recruitment purposes the requirements (education, skills, experience) etc are
approved by the managers and after that they use the following steps for further process:
The employee is then assigned specific tasks and assignments related to his
position and given on-job training. During the on-job training, his/her
performance is monitored.
(Rehmat Flour Mills (Pvt.) Ltd. )
Appraisal:
Performance Evaluation:
Recommendations
Recruitment process:
For the recruitment process you must know the nature of the job and that must be
clearly defined in the job description. There are some other equipments are required for
the better recruitment process like fist of all make a succession plan for that particular job
and then for hiring a person these are the following helping hands:
With a pool of applications, the next step is to select the best candidates for the job.
Effective selection is therefore important and depends. To a large degree, on the basic
testing techniques.
We must follow some of the important testing techniques for the better selection of
candidates:
Intelligent test
Physical abilities test
Achievement test
Background investigation and reference checks are important when you are going to hire
a person.
Interview:
There are different interview techniques that must be used when the managing partner
taking interview of those candidates whose passed the test (with all defined techniques).
After selecting the exact and appropriate candidate for that particular job the managing
partner is responsible to must describe the terms and conditions regarding to the job to
the employees. The management must prepare two type of form regarding to that
employee.
Training:
Our company is already use on the job training so, On the job training also required
managerial training:
• Job rotation
• Action training
• Outsides seminars
But they have to make other training techniques for the improve performance of the
newly hired employees.
1. Simulated training
It includes off job training of the newly hired employees
(Rehmat Flour Mills (Pvt.) Ltd. )
2. Appreciation training
3. Job instructional training
4. Lectures
5. Use audiovisual tools
6. Computer base training
7. Distance and Internet base training
8. Diversity training
9. Teamwork training
The training must be recorded on training form and noted in the employee personal file
that is maintained by the management.
External Training:
In case when the organization wants to train their personnel from the external
institution, Director Production nominates and approves the right person for the training.
MR makes arrangements for registration of persons in the course.
After completion of course, the concerned person submits a copy of course
certificate to MR. These certificates are filed in the personal record and the training
records of concerned employees are updated.
Appraisal
Central tendency
Reduce Biasness
Self-appraisal
The improvement areas and the corresponding training requirements for next year
are also identified.
Conclusion:
Regarding Existing HR system
During the analysis of their existing human recourse system we seen that how
they are applying the Recruitment process (from job analysis to selection of
employees). For selection purpose of candidates they are applying interview for
testing the employee, according to their certain criteria, and candidates who meet
that criteria will be selected.
Orientation and on the job training will be arranged after the selection of
employees and the newly hired employees are posted on temporary job of 3
months for their practices, and employees having satisfied performance will be
permitted as permanent.
Appraisal will be conducted, and there are some key points that must be not
changed and must be same in all the departments. Performance evaluations of
employees are demeanor after a year. In that evaluation employees must be meet
some specific tasks like to achieve the objective of the company, achieve specific
assign tasks, complete the given assignments, and fulfill management
expectations.
Salaries and wages are paid to employees according to industrial trend, and other
direct and indirect financial payment and facilities are provided to the workers.
The company ensures that deductions from wages are not made for disciplinary
purposes.
(Rehmat Flour Mills (Pvt.) Ltd. )