In the name of allah, the most benefIcent, the most mercIful

Human Resource Management

BEACHLOR of BUSINESS ADMINSTRATOR

Submitted To:

Program:

Prof : Hammad Ahmad MUHAMMAD TARIQ M.TARIQ Haroon Sadiq M .Sufiyan M.Shahbaz Umer Farooq Usman Sadiq 11344 11344 11349 11324 11323 11317 11360

Group Leader: Submitted By:

Class:

BBA (5) A

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Acknowledgement and dedication

Acknowledgement:-

First of all we are thankful to one and only the Almighty Allah and his prophet Mohammed (PBUH) for always guiding us in the thick and thin and giving us strengths and courage to complete this project, without them nothing would have been possible. Our special thanks to our teacher Sir Hammad who not only provide us Opportunity to do this assignment but also paid a Fair attention to do it. Then we would like to thank our parents whose prayers and support have always been influential in our lives. Finally we would like to thank all the people who directly or indirectly helped us out in this, and a thank you goes to the organizations whose data we used in this project as well.

Dedication:To Almighty Allah and his prophet Mohammed (PBUH), and to Our loving parents who gave our life to face the world and to our dearest sisters who gave us a lot and always there For us whenever we need them we also dedicate to all our teacher specially Prof. Hammad Ahmad to teach us and help us in every knowledge activity that we were done.

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Executive Summary
Orient Group of Companies has been on the forefront of design and development, by coming up with new products and increasing its presence in all its featured markets. Established in Lahore in1957, today the Orient Group of Companies is one of the largest consumer goods companies of Pakistan. Orients products have proven themselves in functional performance parameters set by international industry experts. With the vision to become leaders of the industry, Orient strives to make each of its products, with careful R&D and intensive innovation. Orient aims to give its customers new and original products each year, which can be value beyond the ordinary in every household They are using a HRIS, which is a great sign for any organization especially like Orient who are through their expansion. They do screening interviews, employment tests, job offers etc for the appointment. They also give their new entrants orientation so that they get familiar with the environment of the organization. The immediate supervisor evaluates performance. The probation period is 6 months. There are no unions in the organization. The style of management at Orient is different from the traditional organizations, Orient has adopted participative management. This type of management creates a sense of ownership among the employees. There are no workingwomen issues in Orient, and women consist of 20 percent of total work force of Orient. The HR department at Orient also manages grievance. Orient provides perfect environment for employees to work efficiently to gain experience and to add worth to the organization.

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Table of Contents
1. Introduction of the Organization .................................................................... 8 1.1. HISTORY OF ORIENT ................................................................................. 8 1.2. Company Profile ............................................................................................. 9 1.3. OUR VISION.................................................................................................. 9 1.4 Commitment ........................................................................................................ 9 1.5 Universal Standards .......................................................................................... 10 1.6 Quality Control ................................................................................................... 10 1.7 Innovation ........................................................................................................... 10 1.8 Our Team ............................................................................................................ 10 1.9 Customer Care .................................................................................................... 11 1.10 Life Styles ......................................................................................................... 11 1.11 Objectives ......................................................................................................... 11 1.12 Achievements .................................................................................................... 11 1.13 Corporate Social responsibility ......................................................................... 12 1.14 Company's Future ............................................................................................. 12 1.15 Hierarchy............................................................................................................... 13 1.16 Number of employees ................................................................................... 14 2. Departmental Chart........................................................................................ 15 2.1. History of HRM Department ........................................................................ 15 2.2. Role of HRM Department ............................................................................. 15 2.3. FORMULATION OF POLICIES ................................................................. 16 2.4. HIERARCHY OF HUMAN RESOURCE DEPARTMENT ....................... 17 3. HR Planning .................................................................................................... 18 3.1. Introduction Of Human Resource Panning ................................................... 18 3.2. Accessing the needs of human resources in various departments .............. 18 3.3. Problematic areas in Human Resource Planning .......................................... 19 3.4. Suggestions ................................................................................................... 19 4. Job Analysis ..................................................................................................... 20 4.1. Orient Job Analysis ....................................................................................... 20 4.2. Information Collected in Job Analysis ......................................................... 20 4.3. Why Orient conducts job analysis ................................................................ 20 4.4. Importance of Job analysis for Orient ........................................................... 21 4.5. Job analysis procedure of the Orient ............................................................. 22 4.5.1. Direct Observations ...................................................................................... 22 v|Page

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Interviews ...................................................................................................... 22 How Orient formulate job description and specification .............................. 22 Job specification............................................................................................ 23 Job Description ............................................................................................. 23 Job Evaluation............................................................................................... 23 Job Rotation .................................................................................................. 24 5. Recruitment ..................................................................................................... 26 5.1. Recruitment Sources ..................................................................................... 26 5.1.1. Advertisements ............................................................................................. 26 5.1.2. Educational Institutions ................................................................................ 27 5.1.3. Personal Referrals ......................................................................................... 28 5.1.4. Walk Ins ..................................................................................................... 28 5.1.5. Candidates Database ..................................................................................... 28 5.2. Recruitment Alternatives .............................................................................. 28 5.2.1. Outsourcing ................................................................................................... 29 5.2.2. Employees Leasing ....................................................................................... 29 5.2.3. Hired employees on Contracts ...................................................................... 29 5.2.4. Online Recruitment ....................................................................................... 29 5.3. Documents .................................................................................................... 30 5.3.1. Employment Application .............................................................................. 30 5.3.2. Internship Plan .............................................................................................. 30 5.4. Problematic Areas ......................................................................................... 31 5.5. Suggestion ..................................................................................................... 31 6. Selection ........................................................................................................... 32 6.1. Selection Criteria .......................................................................................... 32 6.2. Standards for Recruitment ............................................................................ 32 6.3. Hiring Authorities ......................................................................................... 33 6.4. Board of Directors......................................................................................... 33 6.5. Selection Committee ..................................................................................... 33 6.6. Selection process operates in the UFONE .................................................... 34 Selection of the candidates ............................................................................................. 34 6.6.1. Screening Interview: ..................................................................................... 35 6.6.2. Employment Test: ......................................................................................... 35 6.6.3. Employment Interview: ................................................................................ 35 6.6.4. Job Offer: ...................................................................................................... 35 6.6.5. Recruitment Job: ........................................................................................... 35 6.7. Probation Period............................................................................................ 35 6.8. Documentation .............................................................................................. 36 6.9. Application Form .......................................................................................... 37 7. 7. Socializing................................................................................................. 38 7.1 Employees Orientation............................................................................................ 38 8. Training & Development ................................................................................ 39 8.1. Training ......................................................................................................... 39 8.1.1. On Job Training ............................................................................................ 39 8.1.2. Off Job Training ............................................................................................ 39 8.2. Duration ........................................................................................................ 39 vi | P a g e 4.5.2. 4.6. 4.6.1. 4.6.2. 4.6.3. 4.6.4.

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Sources .......................................................................................................... 40 Development ................................................................................................. 40 Carrier Management ..................................................................................... 40 Reduce employees frustrations .................................................................... 41 Enhance culture diversity.............................................................................. 41 Monitoring .................................................................................................... 41 Coaching ....................................................................................................... 41 Suggestions ................................................................................................... 41 9. Performance Management System ................................................................ 42 9.1. Methods Performance Appraisal Objective Measures .................................. 42 9.2. Subjective measures ...................................................................................... 42 9.3. Checklist appraisal ........................................................................................ 43 9.4. Checklist Form .............................................................................................. 44 9.5. Performance Evaluation ................................................................................ 45 9.6. Promotion Policy .......................................................................................... 47 9.7. Performance Appraisal Process .................................................................... 48 9.8. Objectives of Performance Appraisal ........................................................... 48 9.9. Employees Benefits and Incentives .............................................................. 49 9.9.1. Provident Fund .............................................................................................. 49 9.9.2. Staff Insurance Policy ................................................................................... 49 9.9.3. Health Insurance ........................................................................................... 50 9.9.4. Car Insurance ................................................................................................ 50 9.9.5. Loan Insurance .............................................................................................. 50 9.9.6. Leave Policy.................................................................................................. 50 9.9.7. Rewards......................................................................................................... 50 9.9.7.1. Financial Rewards ......................................................................................... 50 9.9.7.2. Non Financial Rewards ................................................................................. 51 9.9.8. Compensation System ................................................................................... 51 9.10. Benefits ......................................................................................................... 52 9.10.1. Job Security................................................................................................... 52 9.10.2. Motivating Employees .................................................................................. 52 9.10.3. Health and Safety Issues ............................................................................... 53 9.10.4. Firing Policy.................................................................................................. 53 9.10.5. Retirement ..................................................................................................... 53 9.10.5.1. Pre-Retirement Socialization: ....................................................................... 54 9.10.5.2. Early Retirement Programs: .......................................................................... 54 10. CONCLUSION ............................................................................................... 55 11. Recommendations and Suggestions............................................................... 56 8.3. 8.4. 8.5. 8.6. 8.7. 8.8. 8.9. 8.10.

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1. Introduction of the Organization 1.1. HISTORY OF ORIENT

Orient Group of Companies (OGC) have been working tirelessly to bring state of the art products to our customers. Being an innovative company we understand that the future of this world belongs to Information Technology and the world has already switched its trend to more digitized modes of communication and marketing. For the sheer support of our customers and to build up on the IT driven market of the world we have decided to launch a new website for our brand. The new website is a lot more interactive in nature and our customers will be able to surf through the complete range of our finest products, making it easier for them to make a choice. To make it an even more time saving mode of liaison we have loaded the website with all the product related technical information that might be needed by the consumers. At OGC, customer feedback has always been a priority and to make it possible for our customers to record their suggestions we have added features where the people logging in to the website will be able to comment on the posts made. A section of the website has been dedicated to customer feedback where our support team is at your disposal round the clock. In order to keep our users informed about the companys activities an active press releases section has been created where you will be able to stay in touch with our product related news as well as other fun activities. We have focused particularly on dynamic navigation for our customers to have a hassle free experience while exploring our website. It is well known that the Orient Group of Companies values customer services more than anything. I believe that with this technology, we are now getting one step closer to our customers. But this is more than just a statement in achieving technological excellence; we consider our website as our online brochure. We are also in the process of centralizing our content generation. We want all corporate literature of Orient Group of companies to have complete synergy in the relevant media. Orient has also linked up comprehensive social media strategy to support the website. We understand that social media is paving the way for the future. Our strategy is such where customers will have a chance to take home a prize, every week. And that means competitions, games, activities and interactivity of a vibrant level that keeps our customers engaged to the Orient brand & builds up the social media community. No company in our field has taken up such a strategy till now. We are very excited in the prospects of the social medias influence on our marketing dimensions and the possibilities are seemingly endless 8|Page

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1.2.

Company Profile

Orient Group of Companies has been on the forefront of design and development, by coming up with new products and increasing its presence in all its featured markets. Established in Lahore in1957, today the Orient Group of Companies is one of the largest consumer goods companies of Pakistan.

Orients products have proven themselves in functional performance parameters set by international industry experts. With the vision to become leaders of the industry, Orient strives to make each of its products, with careful R&D and intensive innovation. Orient aims to give its customers new and original products each year, which can be value beyond the ordinary in every household.

1.3.

OUR VISION To be the leading provider of Consumer Electronics goods in Pakistan and deliver the best to the nation and our country

1.4 Commitment At Orient Group of Companies we are driven first and foremost by our customers. The talent, energy and determination of each and every employee enable us to deliver the best to our customers and play a role in boosting the country.

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1.5 Universal Standards Our products are designed according to the universal standards so that our customers can enjoy the best of their experiences with them.

1.6 Quality Control Our stringent quality parameters and rigorous testing and re-testing allows for 100% confirmation of standards. From our services to our workforce, we are employed to ensure the best quality on offer.

1.7 Innovation Orient Group of Companies is built up of a dedicated workforce functioning as a team. We are working together on a mission to provide our very best to the customers.

1.8 Our Team

Our Vision is to be the leading provider of Consumer Electronics goods in Pakistan and deliver the best to the nation and our country.

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1.9 Customer Care We value our customers and are devoted to deliver to them in a timely and professional manner. Our dedicated team deals each query with utmost efficiency in order to gain customer satisfaction

1.10 Life Styles Our exquisite range of appliances is designed to bring vibrant changes in your lifestyle. Our attractive products certainly add more meaning to your life.

1.11 Objectives
Our target is to become Pakistan's top manufacturers in electronics and home appliances, photographic and lighting industries. We are evolving ourselves toward upgrading our products and services to serve our customers the best.

1.12 Achievements

Orient Group of Companies has been awarded with the Best Achievement Award by Lahore Chamber of Commerce & Industry in the year 2005. It is recognized as Pakistan's one of the most successful manufacturers and distributors of electronic goods.

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1.13 Corporate Social responsibility Our Vision is to be the leading provider of Consumer Electronics goods in Pakistan and deliver the best to the nation and our country.

1.14 Company's Future

Our Vision is our dream, soon to be fulfilled. Orient Group of Companies is progressing towards bringing world class electronic products to its customers and contributing to our nation.

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1.15 Hierarchy

President

Vice President

Manager HRM Manager Marketing

Manager Customer

Care Manager IS SystemSystem

Manager Finance Manager Engineering

Assistant Managers

Ex. Assistant Managers

Assistant Managers

Assistant Managers

Ex. Assistant Managers

Ex. Assistant Managers

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1.16 Number of employees

Orient is the leading organization in the electronic industry. They have 600 plus employees. At their head office they had 120 employees. They have 14 branches in different cities of Pakistan. At orient, our believe is that our people are our greatest asset. We take greater pride in acknowledging the contribution each one of us makes. We focus on people development and for that we ensure:

Staff Orient with world class Professionals and ensure that the right Systems are in place to encourage them to develop to their full potential Create a collaborative and mutually supportive work environment that encourages people to grow Build a team of professionals who deliver expertise by participating in business decisions

Develop Performance Management and reward systems underlying our Business strategy

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2. Departmental Chart 2.1. History of HRM Department

Orient human resource department is in the head office, which is in Multan Road, Lahore. The HR department of Orient is functioning very efficiently, there are in total Fifteen employees in which the there is one head who is the Human Resource Manage. He is the one who deals with all the matter related to HR in the organization. HR department in any organization is very significant, no one can deny from its importance. Because human beings working in an organization are the most precious asset of that organization. Orient also knows that the secret of success of their business lies in their human resources. The basic and core function of HR Department is to select and keep the right person for the right job. Because there is a man behind machine.

2.2.

Role of HRM Department

The job of HR manager is very critical, the success or the failure of the business depends a lot on Hr manger. Because HR manger is the person who evaluates people whether they are fit for the particular job or not Like every prestigious organization at Orient HR department is responsible for implementation off all the policies in the organization. HR department is also responsible for initiating different types of policies such as,

Hiring And Firing Policy Leave Policy Working Hours Policy Retirement Policy Performance Evaluation Training Policy 15 | P a g e

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Career Counseling Grievance Management HR department at Orient designs the job, and then according to that hire people who best fit in that job. Training the employees to make them more efficient and effective is done by HR department, for this purpose they have to identify the needs and then design the training to meet the requirements of that need.

2.3.

FORMULATION OF POLICIES

The executives with the consent of the employees formulate the policies and thats why they havent faced any problem during the implementation of those policies. There is no resistance against the policies because of participative management and this generates the sense of ownership among the employees. It is the responsibility of the HR department to implement all the policies.

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2.4. HIERARCHY OF HUMAN RESOURCE DEPARTMENT

Manager HRM

Assistant Managers

Assistant Managers

Ex. Assistant Managers

Ex. Assistant Managers

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3. HR Planning 3.1. Introduction Of Human Resource Panning

Human resource planning is a process of determining an organizations human resource needs. In human resource planning at strategic level it is determined what business the organization will be in, then setting goals and objectives, determining how goals and objectives will be attained, determining what jobs needs to be done and by whom at the end matching skills knowledge and abilities to required jobs.

3.2.

Accessing the needs of human resources in various departments

The departments of Orient send request to the HR departments for the needed employees in further in various fields then hr department start action on the request of departments and they develop profile and profile includes All employees names Education Training Prior employment Current positions performance rating Salary level Language spoken Capabilities and specialized skills

Information about theses inputs are gathered from questioner given to their employees and checked by the supervisors and this information is available in the companys database.

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3.3. Problematic areas in Human Resource Planning

Orient do not have management inventory report (Replacement chart) system which covers individuals in middle to upper level management positions in case of any position become vacant in the near future due to retirements, promotions, transfers, resignations or deaths of any employees, They cannot fulfill the vacant position in efficiently manner. They will conduct meetings and interviews to fill that position.

3.4.

Suggestions

They have to maintain separate management inventory report that covers vacant positions from middle to upper level management in case of any uncertainty retirements, promotions, transfers, resignations in near future. They have to nominate the persons who are capable to fulfill the vacant positions and their time period will also be mentioned in which they were accepted to move the upper level.

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4. Job Analysis Job analysis is systematic exploration of activities within a job. It is a technical procedure used to define the duties, responsibilities, and accountabilities of job. It is proved that job analysis is almost first activity of HR department to be done. Because on this, pay packages, compensations, job descriptions, job specifications, job evaluation etc are made. So at Orient experts do job analysis. They construct Job Analysis form.

4.1.

Orient Job Analysis

Following steps should be taken by the Orient. Step1: Obtain Documentary information such as procedure Manuals and written

instruction. Step 2: Ask about more general aspect such as the jo Purposes, the main activities. Step 3: Ask the jobholders about the job. Step 4: Observe the jobholders to see what they actual do.

4.2. 4.3.

Information Collected in Job Analysis Work activities Worker-oriented activities Machines, tools, equipment, and work aids used Job-related tangibles and intangibles Work performance Job content Personal requirements for the job Why Orient conducts job analysis

The Orient conducts the job analysis to get the right person for the right job at the right time. If the Orient does not conduct the job analysis then there will be a huge chance of selecting the wrong person or to reject the right person who is suitable for the job.

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Knowing Who Does What Major duties or activities required Conditions under which the job is performed

4.4.

Importance of Job analysis for Orient Provide realistic job information's regarding duties, working conditions, and requirements Identifies relationships between supervisors and subordinates Defines duties and related tasks Time required to perform duties Basis for training, career planning, and career development Help to determine the worth/pay

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4.5. Job analysis procedure of the Orient

There are mostly following procedure of the Orient about analysis of a job:

4.5.1.

Direct Observations

At Oreint direct observation is also done for job analysis. Employees are directly observed and watched at work through security cameras that were installed within the organization or at the work place. Through these cameras all the employees entire range of activities which they during the job but this method is not use full for executive job

4.5.2.

Interviews

Orient use two kinds of interviews method individual interviews and group interviews. Individual interview method results in single job analysis in Orient and group interview method is used for group job analysis. Through these methods the selected persons have the ability to perform the job according to the requirement of Orient.

4.6.

How Orient formulate job description and specification

In Orient most of the announcements for jobs are being done through newspapers having wide circulation in the country. Whenever Orient offers any job it also describes the responsibilities and duties with in a job to be performed. The HR people after analyzing any job that has become vacant makes a job description defining clearly what the jobholder will do and how it will be done. On the whole job description defines characteristics of job, environmental conditions and responsibilities of the job. The HR people define the job in such a way that it clearly describes the job and guides new employees what to do etc. now they are moving towards E-Recruitment also to ensure best candidates apply for the jobs and professional people are employed in the Organization.

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4.6.1. Job specification

Orient also has well developed criteria for each job in term of the job specification. In all the area of the jobs the pre- requisite for the job are defined for example: Qualification required for a job Skill required for a job Experience required for a job

4.6.2.

Job Description

Human resource Division analyze each job and the its required outcomes. Job analysis is done by analyzing the past experience and emerging trends.

Orient holds documents about terms, duties responsibilities, and specifications about each job. In job description Orient define the following: 4.6.3. Duties of HR manager is to select, hire and train employees Responsibilities are to update records and processing insuring claims Task is to complete the job related activities Job Evaluation

The job evaluation method of Orient is lined to appraisal system. Whenever the appraisal report of any employee is generated he is being paid according to his performance. The job is evaluated on the basis of appraisal reports. If any post is vacant those past performance on that post is evaluated and the market conditions are observed and then the job is evaluated. The value for the job is concerned with the performance report. The value of any job can be increased if the employee on certain post has performed very well and his appraisal report is very outstanding then according to his performance value of job is increased and this process is carried out by the HR department of Orient. Moreover, the job evaluation is linked with the merit. Any person who is employed on merit and is performing very well will be given salary on the basis of his performance and merit.

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The job evaluation method was not very much good in the past but now it is linked to appraisal system of Orient

4.6.4.

Job Rotation

Periodic rotation of staff between various assignments is used by Ufone as a means of broadening areas of expertise of concerned staff. For HR, supervisory and officer level positions, rotation is done upon completing around 2 years in one assignment. For Managers the maximum period in one assignment not exceeds 5 year.

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JOB DESCRIPTION FORM

NAME __________________ GRADE/DESIGN_________ ___________ STAFF NO______ PAYSACLE______________BASIC PAY AS ON ______________________ DATE OF BIRTH_________________________DOMICILE_____________________ ACADEMIC QUALIFICATION_________PROFESSIONAL QUALIFICATION___________ PAST RECORD, ADVERSE REPORT/DISCIPLINARY ACTION (IF ANY) DURING LAST THREE YEARS _______________________________________________ ___________________________________________________________________ INCREMENT GRANTED W.E.F. 2000 ANNUAL SPECIAL ________ ________ ________ ________ ________ ________ 01-01-1998 01-01-1999 01-01-

BRIEF DESCRIPTION PF THE POSITION HELD DURING ENTIRE CAREER IN BANKING Period Placement Position of Duties Responsibility

Signature of reporting officer: ___________ Date: _________

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5. Recruitment Recruitment is the process whereby Orient attracts or finds capable individuals to apply for employment. Of course, the objective is to find these applicants at the lowest possible cost. This process begins when new recruits are sought, and ends when applicants have submitted application forms or resumes. The result is a pool of job seekers from which the Orient can then the select the most qualified. Smart companies recruit employees they can retain, and retention depends on getting the right people in the right job in the first place. So, while getting a large pool applicant is important, getting the right type of applicant is even more important. Generally, skilled workers are more difficult to find than unskilled workers. A limited pool of potential applicants causes Orient to use different recruiting techniques. Whereas an advertisement placed in a newspaper's classified section may serve to attract unskilled workers, recruitment of skilled workers may require more sophisticated techniques

5.1.

Recruitment Sources

In every organization, recruitment policy plays an important role in the development and in achieving the overall objectives of that organization. Every organization needs right people for the right place and for the right job. All this could be done through an effective best recruiting policy so that right candidates should be picked and placed on the right place. As far as the recruiting policy of Orient Limited is concerned, they also have an effective, powerful and constructive recruitment policy to compete in the overall corporate sector. Salient features of Orient recruitment policy areas under.

5.1.1.

Advertisements

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5.1.2.

Educational Institutions

Educational institutions are an excellent source for hiring. Many educational institutions offer current students and alumni placement assistance. Although, some applicants sought through educational institutions are experienced, many are not. It is the policy of Orient that they prefer fresh graduates from the top business schools like IBM, LUMS etc. For this purpose, they have a contact with the management of that business schools. The position holder students, the students with good academic record etc, who completed the courses, and they have been offered a good package in the Oreint. They are normally inducted as MTOs. In this way, they always found hard working and good employees for the future.

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5.1.3. Personal Referrals

Personal referrals are an excellent and legal recruitment technique that is also being adopted by every organization. The Human Resource Division of Orient also adopted this technique and preference is given to the referrals than casual walk Ins. Walk Ins

5.1.4.

Like all other good organizations, generally candidates approach Human Resource division with their credentials at Orient Head Office. They submit their Particulars in the Human Resource division for the possible future considerations. All these candidates are encouraged, even its not possible that all these candidates are given jobs. Whenever there are vacant positions, these candidates are been called by Orient for the test and interview and other recruiting process.

5.1.5.

Candidates Database

The Human Resource division maintains an up to date database of the candidates for the jobs or vacant positions. Whenever any candidate applies for any type of job, it is fed in the database. When there is a vacancy, the Human Resource division extracts the records from the database according to the job function. This extracted list is scrutinized and short-listed. The shortlisted candidates are then called for test and interview.

5.2.

Recruitment Alternatives

Orient also uses the alternatives of recruitments for the completion of any work if there is need of excess employees to complete the task or immediate projects. For those projects which time period is less than one year period. The techniques uses for the alternative recruitment are

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5.2.1. Outsourcing

Orient some time outsource their work if they do not have experts employees for the required task.

5.2.2.

Employees Leasing

Orient also hire individuals by other firms and send to work in another for a specific time.

5.2.3. Hired employees on Contracts Orient may often hire employees on contract bases for the completion of tasks like consultants or their membership form checking task.

5.2.4. Online Recruitment Orient uses online recruitment to attract the qualified employees.

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5.3. 5.3.1. Documents Employment Application

The Orient uses the employment application forms to attract the qualified pool of candidates for the required position. Applications forms are available online and in the office of Orient. 5.3.2. Internship Plan

Orient offers internships to eligible students from reputed educational institutions. Internship is provided by the demand of office not on the demand by the students. Branches offer internship positions to presentable and responsible looking candidates who fulfill the eligibility criteria. Internship certificate is an official document and is only issued under the signatures of Area Managers. No other branch of bank is authorized to issue internship certificate. Copies of internship form and internship certificate are retained in branch for future reference.

Advertisement Internal database Personal References University References

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5.4. Problematic Areas

The website of Orient does not have detailed information about online recruitment is not efficient enough they usually prefer that the applicant will apply through there office and franchises that exist in different cities.

5.5.

Suggestion

The Orient must improve their website so the individuals can apply online with ease and so that many individuals can apply so it gives choice the Orient to select the most appropriate candidate.

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6. Selection 6.1. Selection Criteria

Every good organization and the companies maintain a certain criteria for the induction of new people into the organization. Orient does the same practice and maintains a specific criterion. The candidates are selected keeping in view the educational qualification, professional qualification, job placement means location of job whether it is in the branch or head office, experience of the candidates if any and also experience in any specific field or job, particular achievements and the result of the written test and interview.

Detail of selection criteria is as given below

6.2.

Standards for Recruitment Cadre V.P A.V.P GM Finance GM Marketing GM IS Qualification Electrical Engineering Engineering in Electronics MBA Finance MBA Marketing MCS Experience Min 16 Years Min 13 years 6 to 10 years 2 to 5 years Min 2 years

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6.3. Hiring Authorities

The hiring authorities for the recruitment and selection are Board of Directors Selection Committee

6.4.

Board of Directors

Senior executives or the candidates for the posts are being interviewed and selected by the board of directors. The board of directors is headed by the Chairman of the board, the President, Chief Executive and Directors.

6.5.

Selection Committee

The selection committee is headed by the President and Chief Executive of the Orient, the Head of the HR Division and two Senior Executives from Orient. The selection committees conduct interviews up to the posts of engineers and other needed employees.

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6.6. Selection process operates in the UFONE Selection process of Orient is well developed. The selection process of Orient is described as: Selection Process
Advertising for the applicants in the leading news papers

The collection of the application Short-listing the applicants

Testing the applicants

Short-listing the applicants in the test Interviewing the applicants

Selection of the candidates

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There are different steps used at the Orient for hiring the employees. Screening interviews Employment test Comprehensive interview Job offer Reference check

6.6.1.

Screening Interview:

In screening interviews Orient actually selects the best rsums according to their objectives, goals, etc. It is the first step in the selection of an employee.

6.6.2.

Employment Test:

Once the candidates pass the screening interview they are tested for the skills they need. They have to pass the technical test and then they are judged on the basis of it.

6.6.3.

Employment Interview:

After screening interview, candidates are selected for the employment interview in which the interview maybe structured or unstructured. Generally the structured interviews are taken from the top management and the unstructured interviews are taken from the managers, etc.

6.6.4. Job Offer: After passing through all the steps the candidates selected are offered job.

6.6.5. Recruitment Job: Sometime Orient recruits the best person from the market and directly offers him a job without going to the recruitment process.

6.7.

Probation Period

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Probation period at Orient is 6 months. Usually the employees are given the status of permanent employees only if they are performing up to the task or the objectives set by the organization. If an employee is in need of more training they keep him as a temporary employee and give him feedback and when he improves he is taken up by the organization as a permanent one. And if he couldnt show any improvement then hell be fired.

6.8.

Documentation

The Orient maintain the profiles of selected candidates after the recruitment process in which there CV With other relevant documents is maintained in the profile.

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6.9. Application Form (Inquiries Before Hiring)

7.

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7. Socializing

In socializing it is the responsibility of Orient to help clients appraise the corporate culture as much as the job description, salary and benefits

Acknowledging that understanding the culture of an organization before working there is a challenge, teach them these tips for uncovering it. Encourage clients to keep the corporate culture in mind while networking and interviewing. Listening for informal comments and being very observant may prevent taking a job in a toxic environment. Clients should try to assess support for professional growth, rate of turnover, leadership styles, employee morale, and style of dress, length of the work day, support for life work balance, and the ease and frequency of internal communication. 7.1 Employees Orientation At Orient orientation is given to the employees. For different sort of jobs different sort of orientation is given means its not like that during the orientation the new entrant is notified about the rules and regulations only in fact some time it might exceeds one day because they basically identifies the training needs of the employees and this orientation is somewhat directly related with the training programs.

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8. Training & Development 8.1. Training

Orient provides training benefits to all the employees whether on permanent or contractual basis so that in order to keep the employees updated with the recent modification in the Electronic sector. Orient provides training to its employees through Training & Development Academies in Lahore, Karachi and Rawalpindi. 8.1.1. On Job Training

The objectives of training activities are to keep Orient employees abreast of latest professional knowledge and skills in all areas of Electronic an annual training plan is circulated for all Training and Development Academies, the requirements of various departments of the Electronic identified through annual appraisal form and feedback. As per the requirements, the Electronic recruits batches of fresh graduates under various schemes through a competitive process and offers them comprehensive training.

8.1.2.

Off Job Training

In order to enhance in house training efforts, external training providers are utilized on a periodic basis, by nominating Orient employees to external courses. 8.2. Class room lectures Film and videos On the equipment training Simulation exercises Online training Duration

Duration of training depend upon the nature of job some jobs required long training and some required short training.

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8.3. Sources

The employee of Orient have been developed and trained within the organization and outside the organization or within the country and outside the country like China, America and England etc. 8.4. Development

Orient is also developing its employees in order that they could meet the needs of present and future. The development of the staff is done through arranging various development programmed. These programmed are arranged by the HRD in coordination with the branch managers and area managers. 8.5. Carrier Management

Carrier is the sequence of positions that a person held over or his life it is the responsibility of Orient is managing a carrier to the individual. The Orient role is to provide assistance and information to the employees to their employees for their carrier choice. It is also beneficial for the Orient so Orient will get trained employees to fulfill the future needs.

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8.6. Reduce employees frustrations

Orient reduces their employees frustrations by providing assistance through guide lining to develop their careers. 8.7. Enhance culture diversity

Orient also provides assistance to their employees enhanced culture diversity. In Orient employees of different cultures working on different positions are needed to assistance to maintain the strong relationship with each other. 8.8. Monitoring

In Orient top-level management provide the assistance to the middle level and lower level management for the career development. 8.9. Coaching

In Orient coaching assistance of employees can occur at any level and can be more effective when the two individuals have no type of reporting relationship but share other similarities in their prospective. If there is any need of assistance in the work or in the career development top level management are available at any time to provide assistance to their employees. 8.10. Suggestions

Always select the career according to your interest. Career chosen according to your interest, you have no need to put so much efforts on it and if you chose career which is not according to your interest you will have to suffer in future. 1. 2. 3. 4. 5. 6. No yourself Keep current information Build and maintain a network connection Manage your reputation Document your achievement Keep your option open

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7. 8. Try to work hard Balance your specialist and generalist competencies

9. Performance Management System Every year, most employees experience an evaluation of their past performance. This may be a five-minute informal discussion between employees and their supervisor or a more elaborate several week process involving many specific steps. Employees generally see any such evolution as having direct effect on their work lives. They may lead to increased pay, a promotion or assistance in personal in development areas for which the employees need some training. As a result, any evaluation of employees work can create an emotionally charged event, because the performance evolution is no longer a simple process, it is now more critical to perform one while simultaneously focusing on key job activities. 9.1. Methods Performance Appraisal Objective Measures

Orient can measure the performance of their employees in term of things they can see and count. 9.2. Production measures Sales measures Personnel data Performance tests Business unit performance measures Use for managers with business unit responsibility

Subjective measures

Orient measure the performance of their employee using judgment. 42 | P a g e Ranking Paired Comparisons Rating scale (graphic rating scale)

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9.3. Forced distribution Behaviorally Anchored Rating Scale

Checklist appraisal

Orient can check the performance of their employees on the basis of checklist form which were distributed to the employees. In this checklist form they can evaluate their employees on yes or no form questions.

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9.4. Checklist Form

When required to make a performance appraisal, do you become flustered and fail to function at your best? YES NO Would you consider it necessary to consult your subordinates regarding a problem with which they have experience? YES Are you usually edgy both before and after making your work? YES NO NO

Are you told about the decision to your subordinates before taking work?

YES

NO

Whether you have the courage to take the responsibility if anything goes wrong?

YES

NO

Which method you most like in making performance Group OR Individual performance?

YES

NO

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9.5.

Performance Evaluation

Performance evaluation is a process in which the performance of an employee is observed, that if it is up to the standards or below the standards set by the organization. At Orient performance is evaluated on the basis of following Goals Objectives Benchmark

Orient is at very high scale in evaluating the performance of their employees because of integrated system. They are using tailored made software to achieve this purpose. Every employee organization wide is allotted a user name and password (objectives and goals are defined for each employee) and their productivity is monitored with the help of intranet. HR department is also responsible for conducting performance evaluation process. Immediate supervisor evaluates the performance of subordinates at Orient.

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9.6.

Promotion Policy

Sometimes it became big issues that a junior is superseded over a senior. That might be the case here at Orient because they promote their employees on performance basis. But according to them as the selection criteria is clear about the selection of an employee so that problem can be generated only in case of wrong hiring. Otherwise they took the best from the market that has knowledge about their field. The bottom line is there promotion policy is simply based on the performance of the employees so there is a pretty tough competition among the employees and this thing is doing favor for the organization.

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9.7. Performance Appraisal Process

9.8.

Objectives of Performance Appraisal Improving Orient Performance Improving employee performance Review of salary, assignment and career path. Bonus Provide a basis for promotion.

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9.9. Employees Benefits and Incentives

Compensation and benefits is linked with the value of the job. It means that why an employee should be paid for his job and along with it what are the incentives that he should be paid. The value of the job is analyzed by Orient HR department in a way that they evaluate the market value and the number of potential candidates available for that job. And then assess the value for that job. The personal characteristics like skills, responsibilities, and efforts required to do the job are also one of the factors that are being looked to evaluate the job value. Benefits that are attached to the employees salary in Orient are conveyance facility, medical facilities, leave encashment facilities etc. these facilities are provided by LG management and HR department assesses that which employee needs which facility and then provide them with those required facilities. Orient of the companies which are providing about all the facilities to their employees thats why this company attract people for jobs. They compensate their employees through cash and non cash items but it may differ at different levels like manager and above managers (senior management) car allowance is there.

Benefits that the employees of the company are getting are as under:

9.9.1.

Provident Fund

All permanent confirmed employees are eligible for membership of Orient Employee Provident Fund Scheme. An employee contributes 8.33% of month basic salary in a year and an equivalent amount is being contributed by the employer.

9.9.2.

Staff Insurance Policy

The Orient has arranged the following types of insurance for its full time staff Health Insurance Car Insurance Loan Insurance

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9.9.3. Health Insurance

Like all other cellular companies Orient also provides health insurance policy to its employees.

9.9.4.

Car Insurance

Car Insurance policy is also provided by Orient to the employees of Orient

9.9.5.

Loan Insurance

At Orient loan insurance policy is also provided to their employees through banks.

9.9.6.

Leave Policy

As concerns with the leave policy there are different types of leave policies like: 9.9.7. Annual leaves which are 20 Medical Leaves are 10 And the casual leaves are 10 (cashable). Rewards

Rewards are given to enhance the morale of the employees that they can work more efficiently and effectively. Every organization gives rewards to its employees on achievement of some goal. At Orient rewards are also given to the employees on their performance. Orient is offering following types of rewards: Financial Rewards Non financial rewards

9.9.7.1.

Financial Rewards

There are different types of financial rewards offered by Orient it includes Bonuses Salary increments

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9.9.7.2. Non Financial Rewards

Besides financial rewards Orient is also offering non-financial rewards to its employees to encourage them. Because they think the organization can grow with fast speed only unless and until its employees are performing up to the tasks assigned to them. To achieve this purpose Orient is offering an environment, which enhances the productivity of the employees.

9.9.8.

Compensation System

Compensation and benefits are very important for any employee. If they are given properly and according to the market rate then the employee will be motivated and hell try to give his best. At Orient compensation system is designed with the help of job evaluation. For making the compensation they are using both point and rank methods according to the wage survey for benchmark jobs. And for unique positions they have crafted their own formula.

They are offering Minimum wage Overtime Equal employment opportunities (in terms of equal pay without discriminating against sex or race) Merit pay (payment based on performance) Individual incentives (reward for individual performance that can be earned and re-earned) Profit sharing (focuses on individual employee) They gave these plans on the task basis other than the organizational incentive plans.

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9.10. Benefits

Orient is providing many benefits to its employees in order to boost their morale, reduce turnover, gain a competitive position, etc. All this is done in order to maintain a high position in the market and in order to recruit high performing employees. Following are some of the benefits provided to employees:

Paid time off Vacations Holidays Tuition Reimbursement Pension Plans Health Insurance Death Benefit Salary Advance Service Awards Provident Funds Conveyance allowance

9.10.1.

Job Security

There are no issues what so ever in Orient about the job security. Yes they are tight on the performance and if someone is not performing well they take it as dishonesty with himself and as well as with the organization. And such an employee is fired after giving a one-month prior notice.

9.10.2.

Motivating Employees

Giving different benefits and incentives like promotions, increments, rewards etc motivates the employees. These different kinds of things actually keep the employees

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motivated and boost their morale. They are emphasizing on participative system, which actually finishes the resistance of employees to the upcoming changes and other things.

9.10.3.

Health and Safety Issues

The working environment at Orient is favorable for any employee to work productively; because it is a service organization therefore they do not have any health issues because there are no hazards all around. And apart from safety there are no serious issues because such sorts of machinery, which can cause a workplace injury, are not used at Orient.

But for the cases of emergencies such as fire, Orient has taken all the necessary measures to face such a situation. In respect of health Orient provides clean water to its employees at work place.

9.10.4.

Firing Policy

At Orient the management is also very conscious about the performance of the employee because they are a service oriented organization, and if the employees are not working properly the clientele and the goodwill of the organization might suffer a lot. They usually didnt fire their employees because they spent a lot on them and do counseling to resolve their issues, but if the one who is not performing well is fired with a one month prior notice. Performance based Tardiness in work

9.10.5.

Retirement

It involves leaving a job and work role and making a transition to life without work. Orient management has taken a proactive approach on this issue in the following manner:

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9.10.5.1.

Pre-Retirement Socialization:

The process of helping employees prepares for exit from work. Management encourages employees to learn about retirement life; plan for adequate financial, housing and healthcare resources; and form accurate expectations about retirement.

9.10.5.2.

Early Retirement Programs:

These offer employees financial benefits to leave the company. Orient management has decided on a lump sum of money and a percentage of salary based on years of service. Eligibility for early retirement is based on age and years of service.

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10. CONCLUSION Finally we come to conclude that no doubt Orient is the leading private sector Electronic Company in Pakistan. It is providing a number of jobs and is participating in the betterment of overall economic conditions. Orient has the efficient and skilled staff that even provides personal services to the customers and no doubt that Orient is the largest fast growing Electronic company in Pakistan.

We gain a lot of experience during our project on Orient. All group members participated by heart during this project and we saw the practical implementation of HR department in the organization. We are very thankful to our teacher and Mr. Amjad Hussain (HR Executive) who helped us in completion of our project.

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11. Recommendations and Suggestions o They should start installing the ERP modules so that after some time they could easily handle the whole ERP according to the organizational requirements. o Employees who have direct interaction with the customers should be evaluated on 360-degree evaluation method as well as their immediate supervisors evaluate them. o They should conduct some seminars in stress management. o They must conduct employee safety awareness programs. o They have to improve the quality of the sub-ordinates. o Orient should provide the more and more assistance to their employees so that they will be competent enough in future to meet the organization challenges.

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