1. Human Resource
Practices
Presented To: Miss Maria Nadeem

2. presentors
1. Muhammad Fahad Ali Mirza
2. Muhammad Shakeel
3. Waqar Liaqat
4. Hannad Ahmad

3. BERGER Paints Pakistan Ltd.

4. COLONY Textile Industries (Pvt) Ltd.

5. • Company Profile
• Products Range:
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Automotive
Vehicle Refinish
Industrial Paints
Powder Coating
Road Safety
Runway Markings
Introduction

6. Introduction
• Company Profile
• Businesses
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Yarn Procurement
Fabric Production
Textile Production for Different Brands (Fabrics + Finished stuff)
Textiles Export
Sugar Mills
Distillery
Pyramid Gas

7. Job Analysis
• HR department & line managers design job analysis
• Factors considered while designing Job Analysis:
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Environment
Relationships
Requirements
Duties and Tasks
• Impacts:
• Useful in Selection Process & Compensation
• Well designed and written JD & JS available to employees

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. Recruitment / Selection
• Recruitment Requirements (Manpower)
• Internal talent plans
• Intranet advertisements
• Annual appraisal schemes for bigger jobs
• External recruitment
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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. • 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. Recruitment / Selection
• Recruitment Requirements (CEO/Directors approval required to
increase manpower)
• Internal Requirement
• External Requirement
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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. • 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. 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. • 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. 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. 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. Points
Percentage of Increment
1–3
Termination
4–5
No Increment
6–9
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14
15
CEO/Director(s) will declare the % of
increment against the rating every year
based on company’s financial situation.

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. • 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. 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. 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. 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. Health & Safety
• Implementation of ISO Systems
• ISO 9000 Series (Quality Management System)
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ISO (9001)
ISO (9002)
ISO (9003)
ISO (9004)
ISO 9001:2008 (Revised)
• ISO 14000 Series (Environment Management System)
• ISO 14001:2004
• ISO 14004: 2004
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ISO 22000 (Food Safety)
ISO 17025 (Lab Accreditation)
SA 8000 (Social Accountability)
ISO 27001 (Information Security)

24. SEIRI
SEITON
SHITSUKE
SEISO
SEIKETSU

27. Health & Safety
• Implementation of ISO Systems
• ISO 9000 Series (Quality Management System)
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ISO (9001)
ISO (9002)
ISO (9003)
ISO (9004)
ISO 9001:2008 (Revised)
• ISO 14000 Series
(Environment Management System)
• ISO 14001:2004
• ISO 14004: 2004
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ISO 22000 (Food Safety)
ISO 17025 (Lab Accreditation)
SA 8000 (Social Accountability)
ISO 27001 (Information Security)

28. CONCLUSION
• Job Analysis
• Recruitment
• Selection
• Training
• Compensation & Benefits
• Performance Appraisal System
• Employee Relation & Industrial Relation
• Equal Employment Opportunity
• Health & Safety

29. 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.