Recruitment Process of Fecto group of industries


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Recruitment Process of Fecto group of industries

  1. 1.  History of the Organization  Introduction of Training  Training of employee in organization ( selected topic for assignment )  Method of training in the organization  Advantages and Drawbacks  Personal Opinion  SWOT Analysis  Suggesti0ns and Recommendations  Conclusion
  2. 2.  Founded by Mr. Ghulam Muhammad Fecto in 1952  Initially started trading electrical appliances  From 1970 onwards started industrial production  Group ventured into progressive manufacturing of agricultural tractors and farm equipment FECTO CEMENT:  Fecto cement is located near Islamabad  First ever anti-pollution cement manufacturing plant  Rated capacity to produce 780,000 tons of clinker per annum
  3. 3.  Induction training is important as it enables a new recruit  The length of induction training will vary from job to job  It can avoid costly mistakes by recruits  Learning about the duties of the job  Meeting new colleagues  Seeing the layout of the premises  Learning the values and aims of the business  Learning about the internal workings and policies of the business
  4. 4.  On the job training With on the job training, employees receive training whilst remaining in the workplace.  Off the job training This occurs when employees are taken away from their place of work to be trained.
  5. 5.  Common methods of on-the-job training include: 1. Demonstration / instruction Showing the trainee how to do the job 2. Coaching A more intensive method of training that involves a close working relationship between an experienced employee and the trainee
  6. 6. 3. Job rotation Where the trainee is given several jobs in succession, to gain experience of a wide range of activities (e.g. a graduate management trainee might spend periods in several different departments) 4. Projects Employees join a project team - which gives them exposure to other parts of the business and allow them to take part in new activities. Most successful project teams are "multi-disciplinary"
  7. 7. Common methods of off-the-job training include: 1. Day release (employee takes time off work to attend a local college or training centre) 2.Distance learning / evening classes 3.Block release courses - which may involve several weeks at a local college
  8. 8. 4.Sandwich courses - where the employee spends a longer period of time at college (e.g. six months) before returning to work 5. Sponsored courses in higher education
  9. 9.  Improve Staff Morale Training is a commitment towards developing the skills of your staff and cements their importance to your organization, which improves staff morale and loyalty.  Increase Productivity & Motivation Training provides the structures, techniques and awareness to manage time and workload efficiently, which increases productivity and motivates staff to achieve more.  Competitive Advantage People buy from people. Training gives staff the skills to handle your customers professionally and increase customer satisfaction. Training also improves internal efficiency, which will keep you ahead of the competition.
  10. 10.  Introduce Change Some staff members may not welcome the opportunity to learn new skills and introduce change for the benefit of the organization. Hamilton Mercer Training offers expertise to guide and support staff in to new ways of improving their skills and attitude towards professional communication and exceptional customer service.  Lower Recruitment and Training Costs Effective training lowers staff turnover, which reduces recruitment and training costs.
  11. 11.  Most companies, when sponsoring employee training, confine the topics to those which serve the company’s short-term interest.  The company loses out on the opportunity of an employee using fresh knowledge to energize the organization  The company loses out on the opportunity of an employee using fresh knowledge to energize the organization  Employees taking time out for training on the company’s time and expenses may cause a short-term drop in productivity and create disruptions in the work schedule.
  12. 12.  A bigger danger of company sponsored training is the discontent of employees not offered this benefit  Unless the company offers the training to all employees, a selection criterion that is not only objective  Contracts that bind the employee to remain with the company might not be legally enforceable, and the only option for the company might be to recover the training expenses from the employee.
  13. 13.  Training is most important for the employee  Because on the behalf of trained employee of the company achieves their goal and achieves the target  So both method of training are most important 1. On the job training and other are 2. Off the job training  Both the method of training the main purpose to train the employees  if we keep the proper check and balance on the process of training then we trained efficient employees for the company.
  14. 14.  As well skilled employees are the power of any organization so training process is very necessary  one thing is most important we spend many time, highly expenses, hire the qualified trainer so each and every step of training do properly
  15. 15. Strength 1. Increase Productivity 2. Increase Job Knowledge 3. Cost Reduction Weakness 1. Sometimes gets expensive 2. Selected employee training creates dissatisfaction in others
  16. 16. Opportunities 1. New technology can be adopted quickly. 2. Competent person can be hired for training. 3. Online training programs can be initiated. Threats 1. Employee turnover 2. Energy crisis. 3. Biasness
  17. 17.  Both the methods of training are good for training the employees but on the job training method is better than off the job training  Very attention and interest is required for on the job training.  On the job training is good because each and every thing is learned by employee on the spot and get high knowledge about their job.
  18. 18.  Training is very important for the employees as it is beneficial for the organization as well as the employee’s career. Training programs can be more efficient if we will try to over overcome the drawbacks mentioned above.