HR practices of Berger & Colony Group of Industries

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HR practices of Berger & Colony Group of Industries

  1. 1. Human Resource Practices Presented To: Miss Maria Nadeem
  2. 2. presentors 1. Muhammad Fahad Ali Mirza 2. Muhammad Shakeel 3. Waqar Liaqat 4. Hannad Ahmad
  3. 3. BERGER Paints Pakistan Ltd.
  4. 4. COLONY Textile Industries (Pvt) Ltd.
  5. 5. • Company Profile • Products Range: • • • • • • Automotive Vehicle Refinish Industrial Paints Powder Coating Road Safety Runway Markings Introduction
  6. 6. Introduction • Company Profile • Businesses • • • • • • • Yarn Procurement Fabric Production Textile Production for Different Brands (Fabrics + Finished stuff) Textiles Export Sugar Mills Distillery Pyramid Gas
  7. 7. 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
  8. 8. 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
  9. 9. 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.
  10. 10. • Offer letter to successful candidates • Salary negotiations depending upon candidates qualification and experience • Appointment letter • Employee Orientation • Medical test after joining • Equal Employment Opportunity
  11. 11. 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
  12. 12. • 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
  13. 13. 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
  14. 14. • 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
  15. 15. 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
  16. 16. 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
  17. 17. 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.
  18. 18. 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)
  19. 19. • 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)
  20. 20. 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
  21. 21. 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
  22. 22. 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
  23. 23. 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)
  24. 24. SEIRI SEITON SHITSUKE SEISO SEIKETSU
  25. 25. 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)
  26. 26. CONCLUSION • Job Analysis • Recruitment • Selection • Training • Compensation & Benefits • Performance Appraisal System • Employee Relation & Industrial Relation • Equal Employment Opportunity • Health & Safety
  27. 27. 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.

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