History and Background• Service industries limited (SIL) is a public limited company listed on the stock exchanges of Pakistan.• It has annual revenues of about PKR 12 billion ($130 Million)• the largest manufacturer of footwear, tyres & tubes• largest footwear exporter of the country for the last 10 years.
Products and Services• Footwear• Tyre• Pharmacy Services
Company Operations Head office LahoreKarachi Head SIL Footwear Office for Local GujratWearhousing Service Plant Industries Limited Pakistan SIL Footwear SIL Tyre & Export Tube Gujrat Muridke Planyt Plant
SIL Organizational Chart Multi-Divisional Structure Corp. Head Group Executive Committee quarters (GEC) Corporate Corporate Corporate Corporate Procurement Human Finance Sales Marketing Resources Footwear Unit Footwear Unit Tyre & Tube Domestic Gujrat Export Unit Gujrat Muridke Sales & HumanFinance Production & Engineering Accounting Marketing Resources Planning
Functions of Human Resource Department• Manpower Planning• Job analysis and Job description• Compensation and Benefits• Recruitment & Selection• Annual Objective Setting Plans• Performance Appraisals• Training & Development• Employee Welfare and Motivation• Implementation of Organizational Policies
Training & DevelopmentSIL organize training and development programs through various institution either in-house trainings or outsource from some other institutions on monthly basis.
Training Program consists of:• Communication Skills• Six Sigma• Lean Management• Leadership Skills• Delegation & Empowerment• Technical Skills related to production Setups• Quality Management Programs• Microsoft Office Training
Key Positions in Human Resource Department (HRD) Corp. Head Head of Human Resource quarters Recruitment HR Executive HR Assistant Admin & Training Manager Manager Footwear Unit Footwear Unit Tyre & Tube Domestic Gujrat Export Unit Gujrat Muridke Chief DeputyHR Admin IR Manager Compliance Security Manager HRManager Manager Manager Officer
HR Strategy and Business Productivity• SIL human resources department is paramount in building a productive workforce• Maintaining a workforce where employees enjoy high levels of job satisfaction and job security
Difference between HRM & HRDHRMThe types of tasks that might come under the human resources management category include• Compensation• Payroll issues• Benefits management• Day-to-day employee relations.
Cont…HRDIn other words, human resources development concerns itself with strategic thinking about the workforce. Therefore it involves;• Training needs• Industrial psychology• Productivity gains
TNA Process (Training Need Analysis) Identify the Need Evaluate Plan the the Training Training Deliver the Training
SIL MDP Training Modules Include:MDP-Module SetupsCommunications SkillsLeadership For All ManagerialProblem Solving & Decision Making Grades as well as StaffDelegation & Empowerment MembersChange ManagementAlso SIL design a feedback plan of these training sessions on the basis of which trainers are beingevaluated and recommended for further training programs.The Feedback Steps include:
Organizational DevelopmentOrganizational development as a process includes methodologies and achievements in strategic planning, organizational design, leadership development, coaching, diversity and balance between work and life.• Communication Skills• Six Sigma• Lean Management• Leadership Skills• Delegation & Empowerment• Technical Skills related to production Setups• Quality Management Programs• Microsoft Office Training
Vision Statement• “To become a global, world class and diversified company this leverages its brands and its people”
KSAKNOWLEDGE• Six Sigma• Lean Management• Leadership Skills• Delegation & Empowerment• Technical Skills related to production Setups• Quality Management Programs
Career Management, Career Process, Career Management issuesCareer Planning in SIL• Career Planning is the action-oriented aspect of an individual’s personal career management.• Career Management is a lifelong process in which individuals take proactive steps to determine their career paths.• Career Management recognizes that individuals are dynamic and continually developing.
Benefits:• Enhanced Employee Engagement levels• Employees have greater commitment to the organization.• Improved Recruiting• More Effective Succession Planning• Organizational Stability• Long-term Viability• Capacity for Expansion• Culture of Achievement• Culture of Learning• Exit Management If an organization needs to lay-off numerous employees, the staff members actively involved with their career development will have more opportunities to pursue and be better equipped to pursue them.• Understanding Of Other’s Jobs• Workforce Retention
SIL Career Management Model for Production Setups
Flaws• They have a mixed concept of HRD and OD• Their main focus in to develop their organization• OD is much more stronger than HRD
Recommendations• They should also take HRD as a more serious specified field• They are following all the measure that an modern organization should follow• They have recently changed their organization structure we can say they are going through change process• They should not loose there focus change management