Human Resource

Management
Selection &Recruitment Process: CITROPAK (PVT) LTD.
5/03/2015
PRESENTED TO: Prof ASLAM PERVAZ
PERSENTED BY:
NAMES

ROLL NO.

MUHAMMAD AADIL
SHAH JAHN RAJA

M.COM (A) 3rd Semester

( ACCOUNTING & FINANCE)

0045
0019

Human Resource Management

Dedication

Acknowledgement

Executive Summary

CITROPAK: An Introduction

CITROPAK : Organogram

CITROPAK: H R Deptt.

CITROPAK : Recruitment Process

Appendix

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THIS REPORT IS DEDICATED

TO OUR RESPECTED
TEACHERS AND BELOVED
GRAND PARENTS.

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ALLAH the name we begin with the most Merciful and most
Gracious. First of all We offer our humble appreciation from the
core of our heart to the HOLLY PROPHET HAZRAT
MUHAMMAD (PBUH) who is forever torch of guidance and
knowledge for humanity as a whole.
We acknowledge with deep reverence and sincerity and feel
much pleasure in expressing heartiest gratitude to our respected
teacher Prof .ASLAM PERVAZ , who always served for the
betterment of students .
Finally We would like to express heart -felt gratitude and thanks
to our adoring parents for economic and social support and
countless prayers throughout our educational career and thanks
to our class fellows and respected seniors for their cooperation .

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In addition to being the leading Fruits and Citrus Company in the Country, CITROPAK
is also a large scale employer. Presently, we have more than 500 work force. These
people are supported by more than 100 executive officers, who are providing
managerial input and guidance to them.
With such a large base of people, it is imperative to have a world class HR Function
which is able to harness the combined efforts of our people towards achieving
excellence in all aspect of our activities. The Human Resources department in
CITROPAK is providing precisely the support, which the top team is looking for
achieving his objective. Our HR Team has the full capability to be an active business

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partner, a Change Agent, and an employee advocate.

We have been able to recruit the best professionals, who have taken the company to
new heights. Our HR philosophy is based on the belief that we can increase our overall
Human Capital by improving the following:

Intellectual Capital: Processes which will improve specialized knowledge,

skills, tacit knowledge, and imagination of our people.

Emotional Capital: Developing a culture which breeds self confidence,

ambition, and courage. Developing Leadership capabilities and encouraging
team based environment, is an essential ingredient.

Social Capital: leveraging social contacts for business and personal gains,
strengthening networks of our people with outside world, trustworthiness, etc.
are the hallmark of this process.

We have a strong people development process, which enable us to plan career paths for
our executives. It also helps us to identify areas of improvement for further training by
developing a gap analysis. The assessments are done continuously so that our people
are ready to face the ever increasing challenges of the corporate world.
As a part of our Values, we are constantly striving to transform CITROPAK into a more
"Caring & Sharing" Company. We believe that the success of a company comes through
its workers and we have recently launched an initiative, known as "Project CARE" for
this purpose. This project is recognition of our people's performance & dedication
towards CITROPAK. Long Service Awards, supporting children education, integration
of families through social activities, and guaranteed jobs for our long serving
employees are some of the salient features of this program.

HUMAN RESOURCE MANAGEMENT

DEPARTMENT

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Human Resource Management

For the purpose of H.R. Project, we have to select an organization to see its recruiting
process. To collect this information we have chosen CITROPAK. After conducting a
visit of CITROPAK Factory in Sargodha., we have almost complete information about
their recruiting efforts. They have:

500 employees;
Employee turnover is about 5% that is acceptable.

There are different ways through which vacancies may be created.

When there is expansion of business.

When an employee suddenly leaves the organization.

When a person reaches to superannuation age or near to retirement age.

When an employee is promoted.

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Recently, the CITROPAK expanded its business and of new plant

has been installed for this purpose because of this a lots of vacancies have been
created.
To fill these vacancies, CITROPAK has divided the recruiting efforts into 2 parts.
1. Executive Recruitment.
2. Workers recruitment.
The hire workers on daily basis, however the criteria for executive recruitment covers 2
3 months time period. And for some immediate requirements, they shorten this period to
one month only.

Following practices are adopted for executive recruitment.

Fresh Post graduates.

Experienced person.

In fresh post graduates they prefer fresh MBAs and some other people having 16 years
education. For this, experience is not required.
In recruiting experienced persons, they require people having leadership skills, people
and time management skills and also good communication skills.

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Retirement age fixed by CITROPAK is 60 years however if they are unable to fill
the vacancy create by retired person, they make a contract with this person. 5 6
employees are employed there on the basis of such contracts.

For this purpose existing employees of CITROPAK are very much helpful, so it not
required to conduct separate recruitment process for employees.

An effective recruiting process requires a significant pool of candidates to chose from and
the more diversity within that group the better.

Like all good companies their recruiting goals are to invite a large pool of

applicants and discourage unqualified workers.

We have provided a specimen of an ad of CITROPAK recruitment in which they
have provided all necessary information that encourages only qualified workers.

While the image of company is so much good that they always have a necessary
pool of applicants for the recruiting purposes.

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The ideal recruitment effort might bring in s satisfactory numbers of qualified applicants
who want the job, but certain realities cannot be ignored for example, pool of qualified
applicants may not include the best candidate or the best candidate may not want to work
for the organization let us look if CITROPAK is effected by some constraints or not.

Sometimes organization image effect the recruiting efforts because if a

company has no good image, they can never invite large pool of applications. As
the image of CITROPAK is very much impressive in the minds of people so, they
are

always interested in having a job in In CITROPAK. It offers best salaries

excellent benefit and even respect in community so CITROPAK has no hurdle as

regard to its image and thus able to attract large pool of applicants and chose out
of them more qualified workers.

If the position to be filled is an unattractive job, recruiting a large and qualified

pool of applications will be difficult, particularly manual labor positions are more
effected by this constraint. But the jobs offered to workers and executives (Males
& females) are so much attractive that no one hesitates to apply in this
organization. People are very much afraid to send their daughters in textile
industry but they offer a lots of benefits and best environment to work in the

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organization and thus they make jobs attractive for the females also. In Faisalabad
Industry, they are at the top who offer best care to their employees. They offer
overtime for their workers only of 2 hours. Thus job offered by them at all
levels become more attractive than others.

The Governments influence in the recruiting process should not be overlooked.

An employer can no longer seek out preferred individuals based upon non-job
related factors such as physical appearances sex and religion. CITROPAK offers
equal employment opportunities to females and minorities also. Male and female
are equally important to an organization and the people of other religions exist in
workers and also in executives jobs. This they always respect the rules set by the
govt.

Recruiting is a costly process, Organization have to pay the costs of ads, time,
socialization and training efforts. The CITROPAK always spends an extra cost to
get the more qualified workers, because performance of employees is more
important than cost of recruitment. Their focus is just on business needs so to
meet their business needs if they have to pay an extra cost, they pay for this
purpose. They bear recurring cost i.e. 4 times of salary of an existing employees.
o

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Recruiting is more. Likely to achieve its objectives if recruiting sources reflect the type of
position to be filled. To fill different jobs. CITROPAK uses 2 different sources.
1. Internal Sources.
2. External Sources.

They use planned approach for internal searching. Initial short listing is done by H.R.
Department. If there is requirement of marketing or finance people, concerned
department will do this job.

sometimes they use employee referrals, that is for workers, whenever there is any
vacancy, the exiting employees may ask their relatives & friends to apply for job.
And thus their reference is considered and good applicants are hired. Their
performance is good and response of employee referrals is very much positive.

Their positive aspects are.

It saves time.
It saves cost.

Adjustment becomes easy.

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In addition to looking internally for candidates, organizations often open up recruiting

efforts to the external community. These efforts include advertisements employment
agencies, schools colleges and universities, professional organizations and unsolicited
applicants.

Advertisement is made by the CITROPAK for top, middle and lower level. They
have a contract with www.rozi.pk for the purpose of advertisements.

For top and middle level jobs, they usually advertise the jobs in Jang & Down
News. Qualification required for top and middle level management is:-

I.Q. Test for executives.

Job knowledge Test. According to their specialization.

MBA (Post graduates).

Skills required for these managerial jobs include.

Computer Skills.

Time management skills.

People management skills.

Communication skills.

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For lower level jobs, they give ads in local news papers. Forms to be filled are in
Urdu Language. Qualification required for these jobs is: Matric.
Inter (F.A).
Bachelors (B.A).

And they must possess skills for using computer because the whole process in
CITROPAK is computerized

Note:

They dont use blind box ads. Because they have a good image in the mind of people.
And for the purpose to attract qualified workers they dont believe in giving blind box
ads.

As such there is no proactive for inviting fresh students from schools, colleges &
universities, personally. However in last year a job fair has been conducted in
university of Sargodha and also in superior college and at that place some
recruitment efforts have been conducted. But they have no permanent association
with any university to invite people for jobs.

Employment agencies are not being used by CITROPAK as the H.R. system of
CITROPAK is very much strong. So, there is no need of employment agencies.

Unsolicited applications are also not preferred by CITROPAK.. The management

say that without inviting unsolicited applicants they have enough applications

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therefore they are not considering unsolicited applications as an external source of

recruitment.

Cyber space recruitment is being performed by CITROPAK. They have place the
application forms on their website and any interested person can till the form and
submit it to the organization. So, online advertisement of jobs and at the same
time applying for the job is offered by CITROPAK.

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Today, many companies are hiring temporary help leasing employees and using
independent contractors. Recruitment alternatives, are used by CITROPAK are now
discussed.

Sometimes the old workers or retired workers offer temporary help service.
CITROPAK gets temporary help service from retired workers in case if it has no
person to till the retired persons, vacancy. By receiving temporary help from these
persons gives a benefit to the organization as they have mentoring abilities for

young workers.
Generally employee leasing is not preferred by CITROPAK.. However,
sometimes, they have a contract, with leasing companies for the purpose of some
technical jobs. The management of CITROPAK also says that, the lased
employees are not much loyal to the mgt of CITROPAK is that as they have good
employees at all level therefore they dont need to have contract with employee
leasing companies.

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Candidate Selection Process of CITROPAK

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Importance of staff selection

Selecting the right staff is crucial for the management and
development of a tourism
company. It saves time and money, improves service quality and
increases customer
satisfaction.
The selection process has six stages

Stage 1: needs analysis

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The characteristics of the job and the personal and professional

profile of the person
required to perform it are analysed

Stage 2: recruitment
There are two types:
Internal: the post is covered by promoting a current staff member.
External: the company turns to formal sources of information (social
networks,
CV databases, employment agencies, etc.) or informal sources
(acquaintances,
network of contacts in general).

Stage 3: pre-selection
All of the CVs submitted are analysed and the profiles that meet the
requirements are
pre-selected..

Stage 4: selection tests

These are the tools that provide information about the skills, talents,
attitudes and
aspirations of candidates. They can be divided into three groups:

Skills and knowledge testing.

Psychological tests.
Interview: structured, unstructured, or mixed

Stage 5: test report and reference check

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A report is generated to reflect the the main findings and conclusions

of the tests.
It is also important to check the references of the finalists

Stage 6: final interview

After selecting the final candidate or candidates, it is sometimes
necessary for the head
of Human Resources or the relevant department for the position to
perform an
interview with the candidate in order to get to know them and approve
the selection

Motivation Factors adopted by CITROPAK

INDIVIDUAL:
1.Project Care:

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Project Care means Celebration of

employees. The company pay for all celebration.

Project care Evening:

Project care start in 2006. It
is

celebration

day

of

employees.

All

the

employees get together and celebrate an evening

at some best hotel in Sargodha like in PC HOTEL,
Quos HOTEL

etc. The company pay for this

celebration all.

Family Visit:
All the family members invite for
visit CITROPAK. They see the environment of
CITROPAK and company give them special Lunch
or Dinner with their superiors.
Family Day:
It is full day fun given to family of
employee. They can go to hill station or anywhere
else for fun in Pakistan. The company pay for it.

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Anniversary Leave:
Marriage

Anniversary leave given and

company pay salary on this leave. All the day they

enjoy their anniversary.

2.Workplace health and Safety

.

Heats:
CITROPAK manages all types of heats.
Because heat causes many diseases. They always
watch on machines for safety of employees.
Injuries:
Before 2006-07 there are many injuries
problems in CITROPAK. But now there is no major
injuries in CITROPAK but little bit injuries are held
but sometimes in a year.
3.Reward and Recognition:
Everything defined by
CITROPAK. Like proper salary, work and CIRTPPAK
Policies.

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Rewards like long-term employees are being

rewarded. If a person do his work best company
give him reward like work assigned for a worker
and time is given like 3 days and he did his work
well all and then he is rewarded promotion etc.
Most of the companies rewarded subordinates
work to their bosses. CITROPAK has recognition of
all

employees

for

their

work

done.

Like

if

subordinates work 70% and Boss work 30% then

they are rewarded according to their work done.
CITROPAK checkout the team work and recognized
them. If any employee done very good work he is
rewarded and CITROPAK set a photo of that
employee on Website
4.Others
Bonuses:
CITROPAK set bonus for employees.
Employees are assets of CITROPAK their first
motive is to motivate employees by bonuses.
Buses:

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Very nice Conveyance facility for all

employees. Peoples wants go their because they
have very good conveyance facility.
Mess Facility:
CITROPAK is subsidies mess
Social Security Facility:
Employees job security and
their lifes security is very strong.
Gratuity:
Company manages gratuity fund for
welfare of employees
Provident Fund:
Provident fund given after their
retirement.
GROUP:
Reward and Recognition Project care Evening are
given to employees for their motivation.

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