HR practices in khaadi. This presentation contains all the information about the hr practices in khaadi along with Job description and specifications, swot analysis, managerial position selection, training, interviews, appraisals and recommendations about certain things.

1. HR PRACTICES IN KHAADI
Presented by
Arfa Akram
Mehreen Mehboob
Mahnoor Arif

2. Introduction
• 25-year-old Shamoon Sultan opened the first Khaadi store in Karachi, Pakistan.
• Khaadi was originally a men’s clothing brand selling basic-colored kurtas.
• By 2002 it was making women’s wear and soon expanded into women’s luxury wear with Khaadi Khaas launching in 2008.
• It was 2012 that saw Khaadi change to a mega retail brand, as it decided to evolve with the customer and introduce colourful lawn
prints. This time not for a niche market but for the wide variety of Pakistanis customers.
• Khadi is an organization composed of natural fiber cloth. Khadi’s term is used throughout India, Pakistan and Bangladesh.
• The cloth is usually hand-spun and woven from cotton. However, it may also include silk or wool.
• Khaadi has been making it possible for women to dress in an inspiring, vibrant, and affordable way.
• Khaadi believes that culture, values, mind-sets are in a constant state of evolution, and we strive to keep transforming with it.

3. Mission and vision
Khaadi mission statement
“To establish stores with a global footprint”
Khaadi Vision Statement
To revive the ancient craft of the handloom, reinterpreting it within a more contemporary and fashion focused
context, to suit the high street.
Goals and objectives
Khaadi aims to expand further, and faster, with a focus on large-scale retail stores. By hiring creative
individuals with a desire to learn and to take on challenges, we know we’ll continue on this growth trajectory to
create our global presence.

4. Job description and Job specification
• A job description explains the tasks,
duties, functions, and responsibilities
of a position. In order for managers
and candidates to grasp the job
position, job descriptions are essential
during the recruiting process.
• The majority of individuals at work
require job descriptions. A person's
position and responsibility are defined
by a job description. It's difficult to
commit to or be held accountable for
a role without a job description.

5. Job title [ Designer (Textile/Fashion) ]
There is clearly mentioned job title, important for a candidate to identify a job.
Responsibilities and duties
The responsibilities and duties for each position have been mentioned and defined clearly in the attached job description.
What an employee has to do performing a specific job, occupying a particular position has been clearly explained. They
have specified a whole section explaining the responsibilities and duties for all the positions which is quite impressive and
useful as the candidates will be able to comprehend what would they have to do for the position that they are applying for.
.
Location
In the event of On-site work requirements, Khaadi mentions the location in the job description to give candidates a better
sense of what to expect so that those who cannot reach to a specific area may know ahead of time and decide whether or
not to apply for the position.
Skills required/job requirements:
Khaadi has specified talents that are required for that specific post in addition to the requisite degree and experience. This
section aids a candidate in determining if they possess certain talents or not.
Vacancy type
Khaadi has clearly mentioned which type of vacancy it is offering. It is quite useful for the candidates as they would know if
the position they are applying for is part or full time.
Observation

6. Missing in the description
Working conditions
There is no working schedule and conditions mentioned in the description.
Salary and benefits
No salary and benefits clearly mentioned.
Timing
Not even mention the flexible opening and closing times for deployment days.
Application deadline
Khaadi has not mentioned the application deadline.
Job summary:
There is no job summary in the job description of Khaadi. Job summary makes it easier
to make a candidate understand the job he/she is applying for.

7. Recommendation
 Job summary, which Describe the basic purpose of the job, without job summary the candidates would
not be able to know how they are going to perform the job.
 There must be Specialists in specific areas, such as retail, finance, and payroll, to be consulted to
ensure expertise in core project elements.
 There must be frequent updates for key team leaders, in order to resolve project-level issues quickly.
 Flexible opening and closing times for deployments days, to allow for patches and smooth deployment.
 Working schedule and conditions for the positions that they have specified.

8. Employment planning and forecasting
Planning and forecasting is the managerial process of mapping out corporate actions based on past and present data trends.
Techniques
Past data
By using past data, khadi fulfils its forecasting needs. Historical data enables the tracking of improvement over time which gives
key insights. These insights are essential for driving a business.
Benchmark
Khaadi uses benchmark technique for forecasting and planning, which includes something that serves as a standard by which
others may be measured or judged a stock whose performance is a benchmark against which other stocks can be measured.
Detailed job analysis
Conducting detailed job analysis identifies risks associated with the job responsibilities. So by doing that khaadi can do
forecasting and planning in a better way.

9. Conduct online surveys
Khaadi do online surveys for its forecasting and employment
planning.. Conducting regular online surveys is one of the
simplest and most effective ways to unearth customers
perception about your products, services, and brand. These
online surveys helps khaadi For being well prepared for
everything that comes your way during the process.
Society for HR management (SHRM):
Society for HR management (SHRM) also helps in forecasting
and planning. This Society for Human Resource Management,
creates better workplaces where employers and employees
thrive together.
.

10. Main sources of candidates Effective job adds
• Heading
• Space utilization
• Job description
Outside sources of candidates
• Recruiting via internet
• Walk-in interviews
Internal sources of candidates
• Internships

11. AIDA Plan
They should attend to make their heading
effective
Attention
They should mention good amount of salary
to develop interest of people
Interest
They should provide incentives and benefits in
the ad
Desire
Action
They should immediately call the candidates
who apply

12. Selection techniques for managerial or non managerial
position
.
Managerial Position Non-Managerial Position
Supply Chain Manager Clerk
Selection Technique
Structured Interviews
Directive
Interviews
Pre-determined questions
Questionnaires
Both parties know the
questions
Selection Technique
Unstructured Interviews
Non-directive
Interviews
No pre-determined
questions
Random discussion
Conversation based

13. Suggestions
Situational Interviews
• Allow hiring manager how the person would handle a situation being in that position
• Makes the interviewee think critically about situations they’ll encounter
Behavioral Interviews
• Allow the hiring manager to know how the person behaved in past situations
• Helps to evaluate a candidate’s future performance

14. Interview techniques
One-to-one interview
Panel/Board interview
Sequential/Serial interview
Phone interview
Culture fit interviews
• Allow hiring manager to
know which candidate fits
the organization culture
Suggestions

15. Training
Making sure your
employees do know what to
do and how to do it is the
purpose of orientation and
training.
Training means "Process of
teaching new and current
employees the basic skills
they need to perform their
jobs"
Training should align with
your strategies.
On the job training
Apprenticeship Training
Online/Internet based training
KHAADI ON THE JOB
TRAINING

16. KHAADI ON THE
JOB TRAINING
Coaching :
Khaadi uses
experienced
workers or
supervisors to
training their
employees
Job Rotation:
Khaadi allows its
employees to
move from job to
job for
diversifying skills
Special assignme
nts:
Khaadi gives low
level executives
experience to
work on actual
problems
Peer training:
Khaadi allow
fellows from
the same post
to guide you
Programmed Learning:
Khaadi presents questions,
allowing the person to respond
and provide feedback
Job instruction training:
Khaadi lists job basic tasks along
with key points to provide step by
step training
APPRENTICESHIP
TRAINING

17. KHAADI OFF The Job
Case Study Method:
to diagnose and solve the organization problems, a written
description was provided by Khaadi to managers.
Executive Coaches:
Khaadi hires an outside consultant who question executive
associates in an order to identify the strengths and weaknesses

18. Performance
Appraisal
"Evaluating an employee's current
or past performance relative to
his/her performance standards"
It plays an important role in
managing people.
Khaadi conducts appraisal for
growth of company and
employees.
Re-enforcement:
If the employee is performing according to
the benchmarks, Khaadi give their
employee;
Incentives
Additional bonus
Provide them motivation by giving them
promotions
Feedback:
In the case if employee is not performing
according to the benchmarks, Khaadi
usually provide ;
Feedback on their job performance
Required training
Functions of
Appraisal by Khaadi

20. Appraisal by Khaadi
The appraisal by Khaadi is
mostly done by their
supervisors, it uses several
options as well.
Peer appraisal:
Khadi uses its colleagues
who are the part of same
team to evaluate
performance
360- degree appraisal:
Khaadi collects performance
information all around an
employee
Self-rating :
Khaadi sometimes conduct
self-rating by the
determination of once own
rating with reference to
standard scale

21. Tools used by
Khaadi
+ Graphic Rating scale:
Khaadi uses a scale that lists the number of
traits and a range of performance for each
+ Narrative forms:
Supervisor of the Khaadi
assesses the employee's past performance
and required areas of improvement

22. Performance Management
Direction Sharing:
In it Khaadi communicates the company's goals to all the employees
Goal Alignment:
Khaadi enables managers to see link between the employees goals and those of their department and company
On Going Feedback:
Khaadi provides continius feedback regarding progress toward goals
Coaching:
It should be a part of feedback process
Recognition and Rewards:
Khaadi provides incentives to keep the employees goal directed performance on track
Khaadi continuously evaluate the performance of its employees as it is the continuous process of
identifying and measuring the performance of the individuals and teams and aliening their performance
with organization's goals add text