HR practices of Berger & Colony Group of Industries
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HR practices of Berger & Colony Group of Industries

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    HR practices of Berger & Colony Group of Industries HR practices of Berger & Colony Group of Industries Presentation Transcript

    • Human Resource Practices Presented To: Miss Maria Nadeem
    • presentors 1. Muhammad Fahad Ali Mirza 2. Muhammad Shakeel 3. Waqar Liaqat 4. Hannad Ahmad
    • BERGER Paints Pakistan Ltd.
    • COLONY Textile Industries (Pvt) Ltd.
    • • Company Profile • Products Range: • • • • • • Automotive Vehicle Refinish Industrial Paints Powder Coating Road Safety Runway Markings Introduction
    • Introduction • Company Profile • Businesses • • • • • • • Yarn Procurement Fabric Production Textile Production for Different Brands (Fabrics + Finished stuff) Textiles Export Sugar Mills Distillery Pyramid Gas
    • Job Analysis • HR department & line managers design job analysis • Factors considered while designing Job Analysis: • • • • Environment Relationships Requirements Duties and Tasks • Impacts: • Useful in Selection Process & Compensation • Well designed and written JD & JS available to employees
    • Job Analysis • No specific job analysis • General skill and education requirements work as JA • Line managers’ decisions work as the guideline for employees to perform their duties • Department Heads will identify job duties, skills and job requirements for each position and person
    • Recruitment / Selection • Recruitment Requirements (Manpower) • Internal talent plans • Intranet advertisements • Annual appraisal schemes for bigger jobs • External recruitment • • • • • BERGER website: www.berger.com.pk Talent Hunt (third party) University/College Job Placement Cells Offline media (Newspapers) Social Media • Assessment Centre: Pre-employment test + forms, background reference forms • Series of Interviews, 3 in total. 1st assessment centre, 2nd in panel, 3rd with GM or CEO.
    • • Offer letter to successful candidates • Salary negotiations depending upon candidates qualification and experience • Appointment letter • Employee Orientation • Medical test after joining • Equal Employment Opportunity
    • Recruitment / Selection • Recruitment Requirements (CEO/Directors approval required to increase manpower) • Internal Requirement • External Requirement • • • • No consultancy from third party agencies Website applications: www.colonysugar.com (available but collected rarely) Social Media: facebook & linkedIn for vacancies advertisement Maximun weightage to applicants referred by internal employees (80% - 90% and almost 100% for managerial positions. • No medical test, pre-employment test is given to candidates for technical positions only • Background reference forms
    • • No issuance of offer letter, offers are made verbally • Salary negotiations and acceptance of job is made by signing and agreeing “Joining Reports” • No issuance of Appointment Letter. Employee will be given Confirmation letter only after the completion of probation • Employee Orientation
    • Training • Believe in Development through Training • Training Need Analysis • Training Need Assessment Form (Employee Code, Name, Department, Designation, Required Skills and Training Schedule) • Annual Training Needs Assessment • On the Job / In-House Training • Training at Other Institutions • QA department keeps the record of all training which has been done/to be done
    • • Trainee must obtain the Training Certificate • Training Evaluation Forms for trainee employees Period of Amount of Surety Bonded Period of Training Bond Service Less than six calendar months Amount equal to 6 months gross salary 2 years Six calendar Amount equal to 24 months or more months gross salary 4 years
    • Training • No regular trainings conducted in past • Training is conducted only when there is implementation of new technology (e.g. ERP, etc.) • Focus on Training from January, 2014 • Development of Training Calendar
    • Performance Appraisal System • Performance Appraisal Forms • Appraisal of Objectives Based Performance • Appraisal of Initiatives (Additional work responsibilities) • Appraisal of Discipline (Proper dress, regularity, punctuality & behavior with others) • Performance review twice in an year • HR Department will dispatch forms to the Departmental Heads by June 01 and December 01 each year • Departmental Heads will send back within 25 days
    • Points Percentage of Increment 1–3 Termination 4–5 No Increment 6–9 10 11 12 13 14 15 CEO/Director(s) will declare the % of increment against the rating every year based on company’s financial situation.
    • Performance Appraisal System • Annual Performance Review • HR Department will dispatch forms to the Departmental Heads by December 01 each year • 10% annual increment but not necessary to give increments every year to all the employees (some employees get increments after 2-3 years)
    • • Medical Facility + Group Life Insurance • Over Time (Rs. 65/hour) • Loan Facility (amount depends upon employee’s grade) • Advance Against Salary (1–3 salaries) • Casual + Sick Leaves (21), Annual Leaves (21) • Encashment of Leaves • Gratuity + Provident Fund • Annual Bonus + Eid Bonus • Employee of the Month Reward (Certificates + Rs. 10,000 for Winner, 6,000 for Runner Up and 4,000 for 2nd Runner Up)
    • Compensation & Benefits • Medical Facility (only for Managers) • Group Life Insurance • No Overtime (usually overtime is not required) • Advance Salary (1) • Casual+ Sick Leaves (18), Annual Leaves (14) • Encashment of Annual Leaves • Gratuity • No Provident Fund • No Bonuses
    • Employee Relation and Industrial Relation • All employee get together / Events • Corporate gatherings, red carpets • Meetings with other business industrial profiles • Empowerment of Employee • Team Work and Trust • Respect of Employees • Optimal internal/external/upward/downward communication • Avoidance of Conflicts of Interest
    • Employee Relation and Industrial Relation • Employee commitment to ethics • Code, Policies and Applicable Laws • Confidentiality (email & official stuff) • Favors and Benefits • Valuing employees’ contribution to operations • Working on “No Discrimination” basis • ISO, Audit and Legal Advising Department takes the responsibilities on legal issues
    • Health & Safety • Implementation of ISO Systems • ISO 9000 Series (Quality Management System) • • • • • ISO (9001) ISO (9002) ISO (9003) ISO (9004) ISO 9001:2008 (Revised) • ISO 14000 Series (Environment Management System) • ISO 14001:2004 • ISO 14004: 2004 • • • • ISO 22000 (Food Safety) ISO 17025 (Lab Accreditation) SA 8000 (Social Accountability) ISO 27001 (Information Security)
    • SEIRI SEITON SHITSUKE SEISO SEIKETSU
    • Health & Safety • Implementation of ISO Systems • ISO 9000 Series (Quality Management System) • • • • • ISO (9001) ISO (9002) ISO (9003) ISO (9004) ISO 9001:2008 (Revised) • ISO 14000 Series (Environment Management System) • ISO 14001:2004 • ISO 14004: 2004 • • • • ISO 22000 (Food Safety) ISO 17025 (Lab Accreditation) SA 8000 (Social Accountability) ISO 27001 (Information Security)
    • CONCLUSION • Job Analysis • Recruitment • Selection • Training • Compensation & Benefits • Performance Appraisal System • Employee Relation & Industrial Relation • Equal Employment Opportunity • Health & Safety
    • RECOMMENDATIONS • Develop proper HR systems for smooth working • HR Department should have empowerment • Policies should be available in written form • Proper HR manual is required to follow HR SOPs, to be obeyed by all level employees (bottom to top). • Compensation and benefit policies need to be developed to increase employees’ satisfaction level • Regular employee trainings should be conducted for the purpose of individual and organizational development.