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Human resource management presentation


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Human resource management presentation

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Human resource management presentation

  1. 1. Group Members: •Muhammad Yasir (1547) •Sarwar Ali 3104 •Muhammad Haseeb Qureshi (1791) •Muhammad Usman (1994) HUMAN RESOURCE MANAGEMENT PROJECT Submitted to : Sir Hammad Ur Rehmaan
  2. 2. Syed Yasir Abdali (Human Resource Officer) Vision: “Offer the Consumers a Greater Choice of exclusive Quality Products.” Mission: To provide a one shop to promote socially responsible life style products while growing the global market with the conscious.
  3. 3. 1.Working Hours: •For management: Monday to Friday (9 hours) •For production: Monday to Saturday (9 hours) 2. Meals Break: •1 hour meal break between 1.00 pm to 2.00 pm. •2 hour meal break on Friday between 1.00 pm to 3.00 pm.
  4. 4. 3. Probation Period: •Minimum: 3 Months period •Maximum: 4 Months period Depending upon the performance of the employee. 4 Leaves: •No mandatory leaves. •30 days annual leaves for management only. •If no leaves are taken company will pay at the end of year.
  5. 5. 5. Incentives and Benefits: •Incentives are given on the basis of the task that is given to employee is completed or not within the given period. 6. Dress Code Policy: •No proper dress code for management employees. •Uniform for production department workers for male and females.
  6. 6. •Job Analysis is done through observation method. •Ask questions from duty managers of all departments. •Check out the log book of every duty manager. •Log book is submitted to HR department at the end of every month.
  7. 7. 1.Screening: • Ads in newspapers, LinkedIn etc. • Personal References. 2. Hiring: • 3 consecutive interviews. • Salary discussion in final interview. • Candidate has to fill some legal requirements before joining the company.
  8. 8. 3. Firing: • Fraud, Misbehavior, Theft, Absenteeism and Harassment. • 3 warnings are given. • Fourth time he/she is fired. • FIRs and inquiries are conducted in case of fraud.
  9. 9. • On the job training (working days) • Off the job training (weekends or sometimes at the end of the month) • New employees are usually sent to training department first then transfer to the concerned department.
  10. 10. 1.POLICIES REGARDING THE DISABLED EMPLOYEES: Disabled person are hired if they fit for the job perfectly. 2.STANDARDS FOR HIRING AN EMPLOYEE: Education, skills and experience are counted depending on the job requirements.
  11. 11. 3.TURNOVER RATE: • Little bit high due to different opportunities. • Employee has to tell the company one month before leaving the job. 4.SETTING GOALS IN THE ORGANIZATION: • Strategic/long term goals are set by top management. • Operational goals are transferred to front line managers.
  12. 12. 5.DEFENSES WHICH CAN BE USED IN EVENT OF DISCRIMINATORY PRACTICE ALLEGATIONS: • Explanation is required. • 3 times warning is given on doing discrimination. • Fourth time that person doing discrimination is terminated.
  13. 13. • Recruitment is depended on the type of job • For low level employees, Kolson contacts different companies for recruitment and even salaries of low level employees are paid through other companies. • In the case of managerial level recruitment, required job description and job specification are prepared by the HR Manager.
  14. 14. SOURCES OF RECRUITMENT: •Internal Sources Memo is issued in organization for vacancies. Interested employees can drop their application at HR department. •External Sources Press and online advertisements. (Newspaper,linkedin) Internees are also the part of fulfilling vacancies by external sources.
  15. 15. •Their workforce is diversified automatically as there is a huge pool of employees working in Kolson. •They do not encourage racism or biasness on culture, religion, age, gender or other characteristics. •The difference is based solely on how much the employee is competent.
  16. 16. •Monetary or non monetary benefits •Guaranteed bonuses •Annual increment
  17. 17. •Evaluation is done on monthly basis by HR managers. •Duty managers gives marks about the employees working under them on certain questionnaires. •Log Book is also prepared and it is sent to the General Manager.