1

Introduction:
Ghani Group is a Lahore based Group. The founder of Ghani Group (Late) the Sheikh Abdul Ghani started business carrier of the Group in 1963 and established a coal/ silica sand mining firm in the name of Ahmad Brothers and Company. The group is running a diverse range of businesses including;
Three glass plants. An automobile plant. Number of leading mining companies.

The origins of this group can be found in the mining industry given its involvement in coal, salt and sand mining since 1959. The chosen manufacturing field was glass manufacturing due to the robust demand for glass products in the country. The Ghani Group was not new to the glass manufacturing industry. They had been supplying silica sand to the glass industries four decades back. Their dedication to quality and customer service allowed them to land an exclusive 25 year excellence certificate from Phillips. Their venture into the manufacturing field took the form of Ghani Glass, incorporated in 1992 and starting production in 1995, forming the first step on the road to success of Ghani Glass limited, which today own three glass plants namely GGL1 Hattar, GGL2 Landhi GGL3 Sheikhupura Road.

Vision of Ghani Group:

To indulge in honesty, integrity and self determination, to encourage excellence in performance and most of all to put our trust in Allah, so that we, eventually through our efforts and belief, become the leader amongst glass manufacturers not only in Pakistan, also in Asia.

Ghani Glass Limited:

Ghani Glass Limited was incorporated in 1992 and during 1994 the company was listed on stock exchanges. The Company setup its glassplant in village Shadi of district Haripur and started commercial production in 1995. This plant was the first to facilitate the GMP requirements of pharmaceutical industries. This demand resulted from their strong focus on product quality, testament to which is the ISO 9002 certification that the plant received in October 1998. This made Ghani Glass the first ISO certified Glass Company in Pakistan. Within a short span of time, Ghani Glass became the leading manufacturer of glass products in Pakistan.

To meet the customer demand and honor the in time delivery promises, management invested more than Rs. 130 million and build an entirely new plant in the same premises at Ghani Glass Hattar. Ghani Glass Hattar there were now two separate state-of-the-art glass plants, each having a daily production capacity of 125 tons. Two mega size furnaces are controlled by auto optic fiber system, designed and installed by SORG, Germany. There are seven high-speed machines, working around the clock, producing top quality glass bottles and covering the range of all kinds of USP type-III 7.5ml to 1000ml Amber and clear glass bottles vials and jars for the pharmaceuticals and Food & Beverages industries to meet the requirement of local and international markets.

Ghani Glass had led the way by introducing 8 section machines for the first time in the

country, paving the way for other glass manufacturers to adopt the same technology. It has an annual turnover of over Rs 8 Billion.

Production:
GGL 1 & 2 combined produces 110,000 tons per annum of food beverages and

pharmaceuticals containers
GGL 3 produces 100,000 tons per annum of float glass.

Companies of the Group:

The diversified businesses operating under the umbrella of Ghani Group are as follows:

Ghani Glass Limited, Hattar (GGL-I) Ghani Glass Limited, Karachi (GGL-II) Ghani Glass Limited, Sheikhupura (Float Glass Plant) Ghani Automobiles Limited (formerly Ghani Textile Ltd.) Makerwall Collieries Limited

Ghani Mines (Pvt.) Limited> Ghani Chromites Mines Pvt. Limited Ghani International Ghani Corporation Ahmed Ghani Joint Venture

Market Share:
Through a process of continuous development, innovation, expansion and customer and quality focus, Ghani Group is today famous as THE LEADERS IN GLASS amongst the players of the glass in the industry. With a distinguished list of customers, a strong export base and a diverse product range, Ghani Glass Limited is doubtlessly the biggest name of glass manufacturers of the country.

Basic functions of Human Resource Department:

Staffing Training and Development Performance Management Compensation Management Employee Relation

Human Resource Department of Ghani Glass Limited:

Ghani Group believes in recruiting, selecting and retaining the best human resources in the glass industry. We will see the human resource department hierarchy and the functions of the human resource related issues.

President Human Resource management Human Resource Manager

Executive H .R Manager

Human Resource Officer

Manager human resource drafts the policies and the executive human resource manager assists and implements it.

Job Analysis:
A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. Job analysis is done by the following methods: Observation Method Individual interview Method Group interview Method Questionnaire Method Technical Conference Method Diary Method The job analysis done at Ghani glass can be divided into two parts based on the non managerial positions and managerial positions. For non managerial posts job analysis is done by technical conference method which means that information is collected from the supervisor. For managerial posts job analysis is done by interviews.

Staffing:
It consists of two basic functions of human resource. Selection Recruitment

Recruitment:
Process of identifying and hiring best-qualified for a job vacancy in a most timely and cost effective manner. In Ghani companies, it is done from two sources.

Internal recruitment: In Ghani companies it is done through number of references and it is preferred for the managerial postings. Note: Succession planning is done in internal recruitment using HRIS. External recruitment: In Ghani companies it is done through advertisements in newspaper and on their website.

Selection:
Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

Standard process of selection: Initial screening

Completing the application form

Employment test Comprehensive Interview Background investigation Conditional job offer Medical test Permanent job offer

In Ghani group, it is done in four phases.

Initial Screening:

The human resource officer calls the candidates and verifies their curriculum vitae. (C.V) .They verifies the candidates C.V either it fulfills the job description and specifications or not and also their c.v is updated is not. They dont consider the students of LUMS and IBA(KARACHI) due to their high expectations of compensation. Skimming: The human resource senior officer makes the order of the candidates in sequence according to their experience, skills and residence. Initial Interview: The human resource manager conducts the interview and asks them about the experience and skills that are required to do this job.
Final interview:

Candidates are screened out more and the left candidates are interviewed for the final time by the board of directors and negotiation is done. It continues for more than an hour and it is also a stress interview as questions are bombarded to the candidate. Each and every aspect of job is disclosed to the candidate to get them the realistic job preview.

Training and Development:

Training and development is a process dealing primarily with transferring or obtaining knowledge, attitudes, and skills needed to carry out a specific activity or task.

On The Job Training: Training at the three glass plants is a continued process at Ghani Glass. Top of the line Chinese consultants reside at plants 12 months a year to ensure provision of quality technical training to the personnel working at plants.

Experienced and highly trained local professionals are also invited from time to time to facilitate the technical training and updating of the staff working at the three glass plants.

Off The Job Training:

It is mandatory for the staff in Ghani Group to attend at least 2 training courses every

year. Additionally, technical staff is sent to other glass plants outside Pakistan to remain update on technological advances worldwide.
Senior managerial staff is also sent to the Pakistan institute of management to have the

training essential for the completing the job tasks.

Performance Management:
Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
In Ghani group of companies production goals are given to the employees for a specific

time and then these goals are assessed whether they are achieved or not achieved. No performance appraisal is given in Ghani group of companies.

Compensation Management:
Compensation management is the management of remuneration received by an employee in return for his/her contribution to the organization. Basic salary:

Basic salary is given to each employee according to their ranks. They didnt disclosed their pay scales. Bonuses: Bonuses are given on Eid ul Fitr and Eid ul Azha. Incentives: Incentives are given on sale targets of the company. Hajj policy 4 employees from each company are send to do hajj through balloting. Over time Employee working for more than 8 hours is given the extra monetary benefit Transportation: Facility of transportation is given to the employees.

10

Insurance They have the insurance of the plant workers.

Employee Relation:
Employee Relations involves the body of work concerned with maintaining employer-employee relationships. Employee Relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations. Ghani companies believe that Employee Relationship Management will improve productivity by improving: Employee morale Employee loyalty Employee communication

Ghani companies have the conflict management department which ensures the communication between the employer and employee and manages the conflicts between them.