Burque Corporation (Pvt) Ltd is a leading distribution and sales management company in Pakistan, committed to optimizing shareholder value and ensuring Shariah compliance. The HR department focuses on talent management, performance appraisal, and employee retention strategies, with a proactive approach to training and career development. The company aims for a presence in 50 cities and 5 overseas locations by 2020, with a strong emphasis on motivating employees through various events.

1. Submitted to:
Sir Salman Abbasi
Presented by:
Umair Shaikh 0972

2. We are very thankful to
Mr. Abdul Ahad Khan
Head of Training and Development

3. Intoduction
 :Burque Corporation (Pvt) Ltd is leading
distribution and sales management company
in pakistan.
 They introduce Nestle Nescafe, Nido and
some other brands first time in Pakistan.
 Working with....
3000 employees
In 27 cities
More than 55 locations from which 20 are in
Karachi.

4. Mission and Vision
 Burque corporation is committed to
serve its customers in the local and
global market ,optimizing the
shareholders vallue ,ensuring the
shariah compliance.
 To be the benchmark sales
management & distribution company in
the market we serves.
 Presence in 50 cities & 5 overseas
locatins by 2020.
 Attracting, hiring & retaining employees
at better than industory average.

5. Functional Departments
 Finance Department
 Sales Department
 Marketing Department
 IT Department
 HRM Department
 Supply chain management

6. HRM Department
HRM
Talent
manag
emet
Training
&
Develop
ment
Compensa
tion &
Benifits

7. HRM
 Talent Management
 Recruiting
 Selection
 Polish Talent
 Operations
 Payroll Decisions
 Medical cases
 Attendance
 Leaves
 Provident Funds etc

8. HRM
 Compensation
 Review every year
 Grading
 By research in market.
 By climate survey
 Training and Development
 Performance Appraisal
 Events
 In house training
 Off the job training if needed

9. Man Power Planning
 HOD done Man power Planning.
 By current and future assessment
 What is requirement of the department
 What positions to fill and how to fill.

10. Job Analysis
 They hire consultant for Business
Process Reengineering (BPR)
 They done profiling of each job in the
organization for approx. Next 10 years.

11. Recruitment
 Recruitment for Senior positions is done by Head
Hunters. OR done by HR consultant group.
 Recruitment for junior positions is done by other
means.
 Internal Recruitment:
 Word of mouth
 Referrals
 Promotion
 External Recruitment:
 Job ads
 Online

12. Recruitment Process
 Identify vacancy by any department
 Job analysis
 Job Description
 Job Specification
 Advertisement
 Making a list of potential candidates

13. Selection
 Interviews
 Check References
 Job Offer
 Appointment letter
 Probationary Period

14. Orientation
 Daily Orientation Plan
 On first day of the job who brief for how long time?
 The days of the orientation depends upon position
 Written Test:
 A manual given on the first day of the job to the employee
and then on completion of training they take a written test.
 Declaration
 Employee who pass the written test must sign the
declaration and if he does not follow it then he will be
dismiss from the organization.

15. Performance Management
 Appreasel done on biannual basis
 Feedback
 Done by line managers
 To attract and retain qualified people
 To Identify employee training needs

16. Training and Development
 Training Need assesment (TNA)
 Training Need Analysis
 Develop a training program
 Implement training Program
 Evaluation of Results

17. Training and Development
 Methods of training:
 On job training
 Special training sessions ( By companies
senior employees)
 Off the job training if needed.

18. Compensation Management
 Grading
 By research in market.
 By climate survey

19. Benifits
 Medical allownce
 Daily allownce
 Target incentive
 Travel allownce

20. Succession Planning
 All managers are advised to nominate a
person who work with him.
 These managers have to train their
replacement & submit report about the
training.
 If they do not done the training with the
person they nominate for the training
then there performance appraisal is not
done.

21. Career Development
 All higher vacant posts are announced
and filled internally.
 Candidates are promoted to higher level
if they qualified

22. Turnover Ratio
 Turnover Ratio is negligible in senior
level positions.
 The turnover ratio in found junior level
positions but this is also very low
because of employee retention policy.

23. Conclusion....
Status of HRM Department
The HR of burque corporation is found proactive & HRM
departmentis strategic business partner at Burque
corporation (Pvt) Ltd. HRM department tries to
provides better resources to the company through
which company can increase its business. HR
provides its best effort to motivate its employees. To
motivate their employees, they arrange different
events including sports events.
HR was found integreting & motivating the
people to achive organiztional goals set for 2020

24. Thank You