final intership

University of Education .

INTERNSHIP REPORT ON

Specialization: Human Resources Management

Submitted By

Musawwar Abbas

Session: 2010 To 2013

Contact No. 0345-3313136

Date of Submission: 28-08-2013

Submitted To: Ms. Samaria

DEPARTMENT OF BUSINESS ADMINISTRATION

Haidri Beverages (Pvt) Ltd.

1


UNIVERSITY OF EDUCATION LAHORE, PAKISTAN

DEDICATION

“To my Parents, All Teacher, Virtual University and my so sweet

brother Muhammad Irfan, who kept me connected to the world away from

the keyboard that prayed for me during that period and reminded me every

day how good it feels to learn new things”

In the name of Allah

The most Omnipotent

The most Omnipresent

“ In the creation of heaven and the earth, and in the alteration of night

and day, are surely signs for man of understanding such as keep before their

mind the law of Allah, standing and sitting and reclining, and reflect on the

creation of the heaven and earth saying on Rubb Thou has not created this in

vain”

(Al-Quran 3:189)


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ACKNOWLEDGEMENTS

Under and above any thing else, all praise to “ALMIGHYTY ALLAH” alone, the most

merciful and compassionate. The words are bound, knowledge is limited and time is

short to express his dignity. I pay homage to Holy Prophet HAZRAT MUHAMMAD

(peace be upon him) the most perfect and exalted among and of ever born upon the

surface of earth, which is forever a light house for the humanity as a whole.

A great debt of gratitude and sincere thanks are extended to great

“Sir, Malik Muhammad Yasir Awan (HR & Admin Officer Haidri Beverages (Pvt)

Ltd.)” for their valuable comments, constructive suggestions and inspiring attitude during

the session of M.B.A. (Human Resources Management). Words are lacking to express

my humble obligation to my great Teachers, sweet Mother, whose lap is my refuge from

harsh faces of life, my Father who encouraged my through out my studies and My

Friends who supported my efforts to complete this Internship Report and without them I

will be never able to complete this Internship Report. Being a student of MBA with the

major in Human Resources Management, I have selected the Haidri Beverages (Pvt)

Ltd. for the purposes of internship.

LIST OF CONTENTS

CHAPTER NAME SUMMARY PAGE NO.

OBJECTIVEObjective of studying To Haidri Beverages

(Pvt) Ltd., 06


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INTRODUCTIONDefinition of HRM

Brief Introduction of the Organization’s Business Sector

07

08

OVERVIEW OF THE

ORGANIZATION

History of Haidri Beverages (Pvt) Ltd.

Nature of Haidri Beverages (Pvt) Ltd.

Organization Profile

Business Volume

Product lines

Competitors

10

12

12

13

14

15

ORGANIZATIONAL STRUCTURE

Organizational Hierarchy chart

Number of employees

Main offices

Introduction of all departments

Comments on the organizational structure

16 – 18

19

19

19 – 22

STRUCTURE OF THE HR DEPARTMENT

Department hierarchy

Number of employees working under HR department

18

12

FUNCTION OF HR DEPARTMENT

HRM processes

Human resource planning and forecasting

Employees recruitment & selection

Training & development

Performance management

23

25

29-35

36-41


4


Employee compensation & benefits

Organizational career management

Labor management relations

42

43

52

CRITICAL ANALYSIS Critical Analysis 55

SWOT ANALYSIS OF ORGANIZATION IN THE BUSINESS SECTOR

Strengths

Weaknesses

Opportunities

Threats

55-57

CONCLUSIONS &

RECOMMENDATION

Conclusion

Recommendations

57

58

REFERENCES & SOURCES USED References & Resources 59

ANNEXES Annexes 60 – 63

Objectives of studying the organization

In MBA (Human Resources Management), Internship Program is an important part that

to give students an opportunity to have experience of practical field. So internship plays

an essential role in their future success.

The most important objective of an Internship Program is that the students should spend


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their time in a true manner and with the spirit to learn practical direction of theoretical

study framework. This internship report is on my Eight weeks practical training at a well

established and organization, HAIDRI BEVERAGES (PVT) LTD, CDA

INDUSTRIAL TRIANGLE KAHUTTA ROAD, ISLAMABAD. In this internship

report, I have tried to learn about the Haidri Beverages (Pvt) Ltd., working and the

functions of different departments of the organization. How organizations use their

resources and by adopting what procedures & policies organization generate their funds.

Following are the Main objectives of studying the organization shown as under,

To monitor the Administrative & Management structure of the organization.

The organization Goals in relation that provides to the community.

Contribute in national efforts toward in Beverages Sector.

For fulfillment of the requirements of the Virtual University for the degree of

Master of Business Administration (Human Resource Management) because

without the practical knowledge of a Manufacturing concern Organization, the

degree of MBA is known as incomplete. On these bases of above objectives, I

chose to “HAIDRI BEVERAGES (PVT) LIMITED” and achieved these

objectives.

What is Human Resource?

“Human Resource Planning is the personnel process that attempts to provide adequate

human resource to achieve future company objectives”


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It includes forecasting future needs for employees of various types, comparing

these needs with present work force and determining the numbers & types of employees

to be recruited or fazed out of company’s employment group.

What is Human Resource Management?

The policies and practices involved in carrying out the “people” or human resource

aspects of a management position including, recruiting, screening, training, rewarding,

and appraising.

Human resource planning therefore initially seeks to estimate current and future

employment needs. However task of estimating current and future needs is an extremely

complicated process which requires care along-with consideration. Issues on the basis of

which HR planning is done in Haidri Beverages (Pvt) Ltd. are following:

How many employees does the company currently employ?

What is the age profile by department of our employees?

Which are the biggest departments of the company?

In which areas of our business do we tend to lose more employees?

Human resource planning is more people friendly in the sense that it attempts more

radically to address the potential as well as development needs of employees in order to

foster quality, commitment and sales in the work place. Therefore humans are treated as a

resource rather than a commodity or investment and not a burden on the company.

Brief Introduction of the Organization’s

Business Sector


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Pepsi Cola International (Pvt) Ltd.

Pepsi Cola is a carbonated soft drink produced and manufactured by Pepsi Company. The

drink was first made in the 1890 by pharmacist Caleb Bradham in New Bern, North

Carolina. The brand was trademarked on 16 June, 1903. There have been many

Pepsi variants produced over the years since 1898.

It was first introduced as "Brad's Drink" in New Bern, North Carolina in 1898 by Caleb

Bradham, who made it at his pharmacy where the drink was sold. It was later named

Pepsi Cola, possibly due to the digestive enzyme pepsinogen and kola nuts used in the

recipe. Bradham sought to create a fountain drink that was delicious and would aid in

digestion and boost energy.

Pepsi-Cola International (PVT) Limited

22 Zaman Park Upper Mall

Lahore, Pakistan

Tel: (92) 42 6368 727

Overview of the organization

1. Brief history


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Pepsi Cola is a world leader in convenient snacks, foods and beverages with revenues of

more than $60 billion and over 285,000 employees. Take a journey through our past and

see the key milestones that define Pepsi Cola.

PepsiCo has enjoyed a long history of delivering strong financial growth. Get the who,

what, when, where, and why of investing in our company and join us as we grow.

As one of the world’s largest food and beverage companies, we recognize our

responsibility to help make a positive contribution in a world that continues to experience

unprecedented economic, environmental and social challenges.

PepsiCo's business strategy and affairs are overseen by our Board of Directors, which is

comprised of one executive director and eleven independent outside directors. Only

independent outside directors make up our three standing Board Committees,

(a) Nominating and Corporate Governance

(b) Audit, and

(c) Compensation.

Haidri Beverages (Pvt) Ltd. a franchise Bottler (PEPSI COLA INTL.)

Haidri Beverages (Pvt) Ltd.was incorporated on 1984 as a private limited company under

the company ordinance 1984. The Haidri Beverages (Pvt) Ltd.is currently operating

through 3 branches in different cities of Pakistan. With the name of Northern Bottling


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Company and Beverage Plus. With the registered office at CDA industrial triangle

Kahutta road, Islamabad. The strategic goals set out by its board of management with his

“M.D Sir, Muhammad Imran Khan”

2. Board of Directors and Committees

PepsiCo's business strategy and affairs are overseen by our Board of Directors, which is

comprised of one executive director and eleven independent outside directors. Only

independent outside directors make up our three standing Board Committees,

(a) Nominating and Corporate Governance,

(b) Audit, and

(c) Compensation.


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Shona L. Brown Ian M. Cook Dina Dublon

Victor J. Dzau, M.D. Ray L. Hunt Ibargüen

Arthur C. Martinez Indra K. Nooyi Lloyd Trotter

Sharon Percy Rockefeller James J. Schiro Daniel Vasella

3. Nature of the Organization:

The group’s principal activity is to provide Food and Soft Drink to the community. The

nature of organization is Manufacturing and Beverages concern business. The Pepsi Cola


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http://www.pepsico.com/Company/Board-of-Directors-and-Committees.html#Dublon

http://www.pepsico.com/Company/Board-of-Directors-and-Committees.html#Schiro

http://www.pepsico.com/Company/Board-of-Directors-and-Committees.html#Hunt


International operates through 475 domestic office and 110 international offices in

different countries.

The company is listed New York Stock Exchange. The Pepsi Cola International is

engaged in beverages manufacturing.

4. Company Profile of Pepsi Cola International

Company name : Pepsi Cola International

Major Industry : Beverages

Country : Pakistan

Branches : 585

Chairman of PepsiCo : Indra K. Nooyi

Auditor : Price water house Coopers

Website : www.pepsico.com

H.O Lahore : Pepsi-Cola International (PVT) Limited

22 Zaman Park Upper Mall

Lahore

Tel: (92) 42 6368 727

5. Business volume

(For the year ending – 2008)


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UNDS in “00000”

Items 2008

Gross Revenue 2,375,0

Assets 750,0

Liabilities 225,0

Net Worth 525,0

Earnings 9,5

Note:- “The above referenced data has been taken from www.pepsico.com

Financial Annual Report 2008”

6.Products Line of Human Resources Management in


The direct handling of people has always been an integral part of every line

manager’s duties. For example, one major company outlines its line supervisors’


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http://www.pepsico.com/


responsibilities for effective human resource management under these general

headings.

(a) Placing the right person on the right job

(b) Starting new employees in the organization

(c) Training employees for jobs that are new to them

(d) Improving the job performance of each person

(e) Gaining creative cooperation and developing smooth working relationships

(f) Interpreting the company’s policies and procedure

(g) Controlling labor costs

(h) Developing the abilities of each person

(i) Creating and maintaining department morale

(j) Protecting employee’s health and physical condition

In small organizations like Haidri Beverages (Pvt) Ltd. line managers may carry out

all these personal duties unassisted. But as organization grows, they need the

assistance, specialized knowledge, and advice of a separate human resource staff. The

human resource department provides this specialized assistance.

7. Competitors

There are many competitors of Haidri Beverages (Pvt) Ltd. is Coca Cola Beverages

(Pvt) Ltd, Amrrat Cola, Makah Cola and Murree Brorray.etc

8. Organizational structure


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Pepsi Cola International (Pvt) Ltd is currently worked at a motivated plan to expand out-

side local boundaries in the international arena. It has opened branches in below countries

with a passion to grow further around the world.

(a) Country Wide Structure

(b) Head Office

9. Organizational Hierarchy chart



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Pepsi-Cola International (PVT) Limited 22 Zaman Park Upper Mall, Lahore Tel: (92) 42 6368 727

PAKISTAN

M. D / Chairman


10.


16

Chief Operating Officers

Group Heads / G. M

Managers

Assistant Managers

Non Managerial Staff & Labor

Departmental Heads



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Unit Manager

Territory Development Manager

COO

G.M

A.G.MManager

HR

Manager

Finance

Manager

MarketingAssistant HR

ManagerManager

Accounts

Shipping

ManagerManager

Admin

Manager

Training

Assistant

Payroll InchargeAssistant

Accounts

Shipping

In charge

Assistant

Marketing Mgr

Area Development Representative

Non Managerial Staff


11.


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Area Development Representative

Non Managerial Staff

Manager HR

Assistant HR Manager

Manager

Admin

Manager

Training

Unit ManagerManager

Development

Territory Development ManagerManager

Compensation & Incentive


Note:-

“The above referenced organization & HR structure data has been taken from

www.haidribev.com.pk .

12. Number of employeesHAIDRI BEVERAGES (PVT) LIMITED has almost 180 Management Staff, 250 employees in

technical department, 140 in sale staff department and near about 600 employees in labor

department.

(Pepsi cola International has 950 employees)

13. Main Office

Haidri Beverages (Pvt) Ltd. commencement his business at Head Office that placed at

CDA industrial triangle Kahutta road, Islamabad

Ph No. 051 – 4490490

Fax No. 051 – 4490497

www.haidribev.com.pk

14. Introduction of all departments of PEPSI COLA

Haidri Beverages (Pvt) Ltd. has following main departments.

(a) Accounts Department

(b) Sales & Purchased Department

(c) Cash Department

(d) Shipping Departments


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http://www.haidribev.com.pk/



(e) Quality control Department

(f) Production Department

(g) HR Department

(a) Accounts Department:-Account department is the most

important department of the Haidri Beverages (Pvt) Ltd. because it is concerned

with:-

(i) Revenue

(ii) Expenses

(iii) Assets

(iv) Liabilities

These are the pillars of any business. The accounts departments of

the organization is responsible for all of accounting operation like

Purchase, Sales, Incentive, Cash payment, Tax & excise, Bank payments,

pay roll, MQT etc. An accounting system consists of the personnel,

products, Technology and records used by an organization

To develop accounting information.

To communicate this information to decision makers.

To decision and abilities of this system very greatly from one

organization to another. In small business like sole proprietorship

accounting system may consist of little more then a cash register, a cheque

book and an annual trip to an Income Tax preparer.

Also the accounts departments generate the following reports:-

Bank movement reports

Cash report


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Incentive report

Bank reconciliation statement

Income statement & Balance Sheet

(b) Sales & Purchased Department: - A Sale &

purchase department of the HAIDRI BEVERAGES (PVT) LIMITED is to control

all the sale and purchase activities. They have the following responsibilities:-

(i) To control the production of the organization

(ii) To control the distribution of the products

(iii) To control the raw material inventory

(c) Cash Department: - Cash department of HAIDRI

BEVERAGES (PVT) LIMITED is responsible all of activities which is relating to

the cash:-

(i) Cash received from distributors

(ii)Daily Cash payments

(iii) Also maintain daily cash report etc.

(d) Shipping Departments:- Shipping department of

HAIDRI BEVERAGES (PVT) LIMITED also to control the distribution of

production from producing point to at the end point of customer and to manage

and received demand order from distributor and maintain all activities that is

relevant to shipment department.


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(e) Quality control Department: - Quality control

department of the HAIDRI BEVERAGES (PVT) LIMITED is to control quality of

production that is high standard or low.

(f) Production Department: -

The production Manager of Haidri Beverages (Pvt) Ltd.

(i) To maintain the stock of the organization as per community requirement.

(ii) To control the maintenance of the plant.

(iii) To control the work force (Labor).

(iv) To control raw material inventory etc.

(g) HR Department: - Human resource planning therefore

originally seeks to estimate current and future employment needs. However task

of estimating current & future needs is an extremely complicated process which

requires care & consideration. Issues on the basis of which HR planning is done in

Haidri Beverages (Pvt) Ltd. are following:-

(i) How many employees does the company currently employ?

(ii) What is the age profile, by department, of our employees?

(iii) Which are the biggest departments of the company?

(iv) In which areas of our business do we tend to lose more employees?

Human resource planning is more people friendly in the sense that it

attempts more radically to address the potential & development needs of

employees in order to foster quality, commitment & sales in the work place.

Therefore humans are treated as a resource rather than a commodity or investment


22


and not a burden on the company. Also HR department of Haidri Beverages (Pvt)

Ltd. Has Five employees in which one of Manager.

HR PROCESS

Although HRP means different things to different people, general agreement exists on its

ultimate objectives like the most effective use of scarce talent in the interest of the worker

& the company. Thus HRP is an effort to anticipate future business & environmental

demands on an organization, & to provide qualified people to fulfill that business &

satisfy those demands. This suggests several specific interrelated activities that together

constitute an HRP process. Following are the steps of HRP process followed by the

company include the following steps:-

1. Planning

2. Organizing

3. Staffing

4. Leading

5. Controlling

1. Planning: - Establishing goals and standards, developing rules and procedure,

developing plans and forecasting. In this step current human resource is assessed which

includes their skills, abilities, potential and to analyze how they are currently being used.


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2. Organizing: - Giving each subordinate a specific task, establishing

departments, delegating authority to subordinates, establishing channels of authority and

communication, coordinating the work of subordinates. Human resource forecast is used

to predict future HR requirements like the number of workers needed; the skills mix

required, internal and external sources of workers etc.

3. Staffing:- Determining what type of people should be hired, recruiting

prospective employees, selecting employees, setting performance standards,

compensating employees, evaluating performance, counseling employees, training and

developing employees. Action plan is used to enlarge the pool of people qualified to fill

the projected vacancies through such actions as recruitment, selection, training,

placement, transfer, promotion.

4. Leading: - Getting others to get the job done, maintaining morale, motivating

subordinates. Process feed back is provided on the overall effectiveness of the human

resource planning process by monitoring the degree of attainment of HR objectives.

5. Controlling:

Setting standards such as sales quotas, quality standards, or production levels, checking to

see how actual performance compares with these standards, taking corrective action as

needed.

HR Process in Haidri Beverages (Pvt) Ltd


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HR ProcessHR Process

(1)Planning

(1)Planning

(2)Organizing

(2)Organizing


FORECASTING HR

REQUIREMENTS

What is certain, is uncertainty of the future. As time passes, the working environment

changes internally as well as externally. Internal changes in the organizational

environment include product mix, capacity utilization, and union management relations

among many other areas. Changes in the external environment include governmental

regulations, literacy, competence levels of employees and consumerism.

HR plan heavily depends on forecasts, expectations & anticipation of future events to

which the requirement of staffing in term of quality & quantity are directly linked.

However, complexity is added to the technique of forecasting. For effective forecasting

system, there are following requirements which are considered by Haidri Beverages (Pvt)

Ltd:-

1. Time Horizon

2. Economic Factor

3. Social Factor

4. Demographic Factor

5. Competition

6. Technological Factor

7. Growth and Expansion of Business

8. Leadership

9. Innovation Management


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(3)Staffing

(3)Staffing

(4)Leading

(4)Leading

(5)Controlling

(5)Controlling


1. Time Horizon:- The longer the period the greater the uncertainty. On the

contrary, too short a period is not sufficient for preparation of the people to be recruited.

In addition, the techniques for forecasting events in the longer period of time are different

from those for the shorter duration. Therefore company prepares plans for different

periods like short range plans, medium range plans & long range plans.

2. Economic Factor:- As the business of beverages is an economic activity,

forecasts considers economic aspects like income, expectations of wages & salaries etc.

therefore all the factors which affect on such economic activities are considered while

forecasting.

3. Social Factor:- Under social factors expectations of existing & potential

employees on wages, working conditions & government regulations & future trends

regarding public are considered.

4. Demographic Factor:- In demographic factor availability of youth, training

facilities, facilities for professional education, income level literacy etc. are the

requirements or needs of forecasting.

5. Competition:- Competitor’s strategies including advertising, quality of

product, pricing & distribution influence future staffing in a variety of ways. For example

company can preserve its market share by improving the quality of product.

6. Technological Factor:- As technology is one of major factor that is

used to achieve company’s goals therefore, it is considered as the state of art to survive in

the competition. Technology both in term of quality & extent to which it is used,

determine the employee requirements. According to company’s point of view, needs

depend on expected trends in technology, technology forecasting.


26


7. Growth & Expansion of Business:- Future goals & expansion plans

effect future staffing requirements. Growth is possible through

(a) Product diversification.

(b) Increasing sales volume of product.

8. Leadership:- Top management ultimately decides what level of staffing

are required?. The philosophy of the top management largely determines the policies that

inform decisions on future staffing needs. As Haidri Beverages (Pvt) Ltd. is the private

sector, whose philosophies are more determined by economic & entrepreneurial

considerations than by social policy & trying to employ optimum number of employees

as done in public sector enterprises.

9. Innovation Management:- As competition increases with globalization,

management needs to be innovative to stay in & sustain competitive advantage. For this

purpose, improvements are always welcomed on work places. Relationship management,

customer loyalty, economics of variety etc, are the innovations in management that are

considered for adoption. Therefore future staffing needs are influenced by these

innovative practices.

METHODS TO FORECAST HR NEEDS

There are different techniques used by Haidri Beverages (Pvt) Ltd. for forecasting HR

needs. The purpose of which is to estimate requirements at some future time period.

Therefore by keeping in view different aspects & factors, company has adopted following

different techniques of forecasting.

1. Expert- Estimate technique

2. Trend projection technique


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3. Multiple- Predictive technique

4. Unit demand forecasting technique

1. Expert- Estimate Technique;- This is one of the techniques used by Haidri

Beverages (Pvt) Ltd. for HR planning. An expert or group of experts forecast

employment & HR needs based on experience & intuition. Personnel managers do this by

examining past employment levels & questioning future needs which is a quite informal

system. This type estimate is made more refined & more effective in order to make

decisions. Expert- Estimate technique is a set of procedures used for obtaining the most

reliable consensus of opinions of group of experts. Very simply, it consists of a series of

careful but in depth rounds of questioning of each individual expert, through a series of

questionnaires, to get the data desired. The interesting feature of this technique is that the

procedures ensure that there are no direct meetings between the experts but each

subsequent round of questions is informed by summaries of opinions from the preceding

round.

2. Trend Projection Technique: - Another technique used by Haidri

Beverages (Pvt) Ltd. is Trend Projection which is most commonly used technique by

other companies as well. It involves developing a forecast based on a past relationship

between a factor related to employment & employment itself. As employment needs are

related to the sales level, the personnel planner then develops a table or a graph showing

past relationships between these two factors & estimate required staffing levels based on

sales forecast.

3. Multiple-Predictive Technique: - Third approach for the prediction of

demand is multiple-predictive technique used by the company. As trend projections are

based on relating a single factor to employment. In contrast, multiple-predictive


28


technique uses many factors & hence is more refined & advanced. These techniques

relate many factors to employment like sales, product, income etc.

4. Unit Demand Forecasting Technique:- Each unit makes a forecast of

its staffing needs. The head office sums these unit forecasts, & the results become the HR

forecast of the organization. The manager of each unit analyses the unit’s needs on a

person-by-person, job-by-job basis in present as well as the future. By analyzing present

& future requirements on the job, & the skills of the incumbent, this method focuses on

the quality of workers.

The usual approach is for the head of personnel & the HR planner to initiate a

letter or phone call to managers of units. Each unit manager starts with the present census

of people compiled on a list called a staffing table. Staffing tables include the jobs in an

organization by name & number of jobholders for each entry. Managers evaluate the

resulting tables in term of both numbers & skills of the present personnel. They also give

careful consideration to the effects of expected losses through retirement, promotion or

other reasons.

EMPLOYEE RECRUITMENT AND SELECTION

Employment in Haidri Beverages (Pvt) Ltd is carried out by the following

processes:-

1. Sources of candidates

2. Unsolicited applicants

3. Labor Unions

4. Professional Association


29


5. School and Colleges

6. Advertising

7. Employee Referrals

1. Sources of candidates:- Recruitment is the development & maintenance of

adequate manpower sources. It involves the creation of pool of available labor from

which the organization can draw when it needs additional employees.

Convenient way that Haidri Beverages (Pvt) Ltd. Pepsi cola (Pvt) Ltd Islamabad is using

to recruit the people is using outside & inside sources. Thus if a particular job vacancy

occurs, Haidri Beverages (Pvt) Ltd. fills it by transferring or promoting employees from

within the company to that post. If there is to be a net addition the size of the work force

then a suitable candidate is employed from outside the organization. Whether people are

selected from or outside, company always consider necessity of matching job

requirements with worker qualifications. For fulfillment of this purpose first chance of

any better & attractive job is given to present employees rather than outsiders.

(a) Inside sources:- When management of Haidri Beverages

(Pvt) Ltd. wishes to fill the vacancies by choosing from among present

employees ultimately anyone of three procedures is used.

(i) Informal Search

(ii) Skills Inventory

(iii) Job Posting


30


(i) Informal Search:-Typically the manager of the department having the

vacancy speaks to the personnel manager & together they give consideration to one or

more possible candidates for the position. The manager may interview the employee who

is first choice for the job to that individual or manager may interview several employees

and then offer the job to the one he favors. Although this informal method is quite

commonly used, it tends to keep most employees, who might be interested in the

opportunity, ignorant of the vacancy and to deny them the chance to apply.

(ii) Skills Inventory:- Some organizations maintain a skills inventory which

provides in some detail the qualification of every employee. When a job opening occurs

the inventory can be searched to supply the list of employees having qualification that

match or approximate the requirement of the position.

(iii) Job posting:- Job posting involves announcing the job openings on

bulletin boards & in periodic announcements of office employees. Typically the bulletins

give job title, a brief job description, pay grade & department. Interested employees can

apply for the jobs.

Haidri Beverages (Pvt) Ltd. mostly uses the particular procedure of job posting for

recruitment because according to the managers it meets equal employment opportunity &

affirmative action requirements of an open recruitment system.

(b) Outside Sources:- Depending upon the management policy, the type of

job involved & the nature of labor market, management have the number of options

available for obtaining people from outside the organization.

2. Unsolicited applicants:- Organization receives many applicants who live in

the area & simply walk into the employment office to inquire about job opening.

Employers often find that this is the satisfactory way of meeting their needs for hourly

paid blue collar workers and clerical personnel. Oftentimes technical, professional and


31


administrative type personnel apply for jobs by sending their resumes to the personnel

office even though organization has not advertised any opening.

3. Labor Unions:- In those occupations and industries where employment is

generally of short duration and intermittent, labor unions typically operate hiring halls.

These are common in the construction long shoring and maritime industries. That’s why

this method is not used in Haidri Beverages (Pvt) Ltd.

4. Professional Association:- Many professional associations in

the engineering, scientific, accounting, health care and education fields operate placement

services for their members. Furthermore, at their annual conventions they typically

provide services and facilities that enable job seekers and employer to meet. (As the

Haidri Beverages (Pvt) Ltd.is concerned this method is not applicable).

5. Schools and Colleges:- On international level alert employment managers

make it a practice to contact school principals and guidance counselors to recruit

graduates for office clerical jobs, store clerks and trainees for the variety of jobs.

Business and technical institutes, both public and proprietary provide training for such

occupations as secretaries, junior accountants, computer operators, mechanics, electronic

technicians and medical technicians. Companies, especially large firms, obtain portion of

their managerial, professional and technical personnel via direct recruitment at colleges

and universities. The typical campus interview of one half hour constitutes rough

screening. The employer then invites the most promising candidates to a company facility

or headquarters for interviews with several managers. After consultation among the

managers formal job offers are made to a subset of those who visited the company

premises.

Advertising:


32


Advertising in news papers, magazines and professional journals is a very widely used

method of recruitment in Haidri Beverages (Pvt) Ltd. Islamabad. It usually generates a

large pool of applicants. Not only does advertising reach those who are currently

unemployed but it also attracts those holding jobs who seek who seek better job

opportunities.

Employee Referrals:

A significant percentage of jobs are obtained through word of mouth and through friends

already employed in organization. Especially for skills that are in short supply, company

formalizes the processing of employee referrals by actively soliciting employee

nominations, providing information on job requirements and giving recognition to

individuals who successfully recruit new employees.

Employment selection process

Selection process is most properly made to meet the particular needs of the employing

organization. The thoroughness of the process depends upon the various factors. In

consequences of the faulty selection weighed must be done. This is influenced by the

length of the training period, money invested in new employee, level & complexity of the

job& possible damage to the organization if incumbent job holder fails.

Another factor influencing the thoroughness of the selection sequence is company top

management attitude. Some organizations deliberately over hire & count up weeding out

poor performers after a few months on the payroll. This simply differs the selection

decision until management has ha a chance to observe the new employee’s behavior


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closely. However, this procedure is costly both the organization & the individuals

involved. It waste their time because they may be more profitably is employed elsewhere,

where the employer does not hire.

Although it is true that that the steps in the selection process should be varied to meet the

special needs of the organization, the following is the model program that is used in

Haidri Beverages (Pvt) Ltd. in selection process.

a. Advertisement

b. Collection of CVs

c. Short listing candidates

d. Interview

e. Medical examination

f. Induction

g. probation

Advertisement:

Whenever any job vacancy is created in any department of the organization, the specified

department gives information to the HR department which in turn gives information to

general public through print & electronic media as well. However in print media

newspaper & in electronic media website of the company is used as the source of

providing information regarding vacant job of specified department. Newspaper that is

used for advertisement is “The News” & web site is

www.haidribev.com.pk. Through advertisement public is informed to submit their CVs

on specified date & related job experience with minimum degree requirement as well as

number of posts available is also mentioned in the add.


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Collection of CVs :

All the candidates willing to have a job send their CVs on specified address, in which all

the details of personal information, education, experience, achievements n others with

their abilities to fit in specified company are mentioned. Thus CVs play very important

role in hiring process as well as help in searching talented applicants in short time.

Short listing candidates:

As CVs are important and only the most suitable source of getting information regarding

selection of candidates but CV is not a base of real selection. Those applicants having no

relevant education, experience & information regarding particular job are short listed in

very first stage. However candidates with experience, knowledge & education are further

considered for next stage of final selection.

Interview:

Applicants who are short listed are called for interview on date specified in news paper.

Panel of interview mostly include GM, HR manager & manager of different departments.

During interview original documents with all achievements are checked keenly for

verification.

Induction:

After medical examination, candidates who are medically fit are selected for specified

post. Case which includes education documents, experience certificates, other

achievements, written test, interview marks as well as CV’s of all the candidates are

recorded in office documents & one copy is forwarded to head office with signature &

stamp of Area and HR manager of that representative area.

Probation:


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As the stage of induction is completed last stage of selection is probation. At this stage

candidate is given tasks related to job for which he is selected. Like regular workers

neither he can avail any fund nor enjoy any benefit. Probationer is not authorized any

leave during probation period like

permanent employees of company. Total time of probation in Haidri Beverages (Pvt) Ltd.

is two months. At the end of the month his performance is measured. During time of

probation candidate can be terminated if he is failed to show good performance.

Training & development

Training:

“A planned process to modify attitude, knowledge or skill behavior through learning

Experience to achieve effective performance in an activity or range of activities. Its

purpose, in the work situation, is to develop the abilities of the individual & to satisfy the

current & future needs of organization”

Training consists of planned program designed to improve performance of individuals,

group and or organizational levels. Improved performance, in turn, implies that there

have been measurable changes in knowledge skills attitude and or social behavior.

When we examine the training enterprise as a whole, it is clear that training issued can be

addressed from at least two perspectives.

1. Structural level

2. Micro level


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Structural Level:

At the structural level , one can examine issues such as aggregate level of expenditures by

the various providers of training (e.g federal state, & local governments, educational

institutes, private sector business) & the degree of cooperation among the providers,

incentives ( or lack of incentives) for providing training, who gets training & the

economic impact of training, these are macro level concerns.

Micro Level:

At the micro level one may choose to examine issues such as what type of training seem

to yield positive outcomes for organizations & trainees (i.e. what “works”); how to

identify if training is needed &, if so, what type of training best fits the needs that have

been identified; how to structure the delivery of training programs; & how to evaluate the

outcomes of training efforts.

Unfortunately, organizations sometimes place too much emphasis on the techniques &

methods of training & not enough on first defining what the employee should learn in

relation to the desired job behaviors in addition. Very few organizations make an effort to

determine whether the training objectives were met.

Training Need Assessment :

In Haidri Beverages (Pvt) Ltd. the first vital step in HRD is the “identification of the

needed skills & active management of employee learning for their long range future in

relation to explicit corporate & business strategies”. As the company wants its training to

be effective, for this purpose it not only identifies the individual needs but also how their

needs fit the overall organizational objectives. This is not an easy task however.

Keeping in mind the importance of training & its strategic implementation Haidri

Beverages (Pvt) Ltd. believes that a considerable amount of money is to be “thrown

away”


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Mainly because of fundamental issues such as analyses of training needs in relation to

short & long term business plans.

An integral part of analyzing training needs is the recognition of what will fit the

company culture, as well as the company strategy & objectives. In other words the

training scheme may fit one company may not fit another.

Haidri Beverages (Pvt) Ltd. follow two proposed elements by Beard well & Holden, for

consideration in carrying out training needs analysis.

There are three levels of analysis for determining the needs that training can fulfill

Employee Development:

Employee development means developing the ability of people to manage their

organizational environment. Although it is highly complex subject involving both the

conceptual & practical difficulties. It involves work & identification of work processes

which facilitate learning. Thus require deep knowledge & understanding of how they

change, & of the way in which employee development can effectively assist & support

the process of organizational change. Different companies use different methods for

development of employees according to their needs. Despite the available variety of

methods, an organization is cautious when selecting training methods for its use. Training

methods that are generally used by the Haidri Beverages (Pvt) Ltd. are of two types.

On the job training

Off the job training

A. On the job Training:


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This is probably the most common method of training, & can range for relatively

unsophisticated “observe & copy” methods to highly structured courses built into

workshop & office practice. The most commonly used methods of “on the job” training

in Haidri Beverages are,

Group work

Simulation method

Lecture & presentation method

Audiovisual, computer & communication technologies

Learning by doing

Mentoring

Group Work:

One of the useful methods for employee development is group work which is normally

use to reflect the overall objective of company & is also related to attitude, skills &

knowledge. Group learning also becomes the training objective when the group as a

whole needs to learn ways of dealing with a given situation. There are different methods

by using which company makes its employee a useful asset for achieving targeted goals.

A. Learning from Materials:

In order to develop employee’s skills &enhancing their knowledge books, training

manuals& other printed or audiovisual material are used in group training. Learning

material which is advantageous regarding examples, advice or information which are

immediately useful to the group participants, is provided by the trainer. In this regard

company selects the trainer with the abilities Who could identify the material that can

Be useful & effective for the group members. Who could enable group members to use

one another’s experience & knowledge effectively while interacting over the material?


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B. Learning from each other:

When ever employees work in groups, they learn from each other. Interpersonal learning

takes place when they share particular experience with each other. Interpersonal learning

means learning from some body’s mistakes as well as from their success. When a group

encounters a particular problem a specific need for knowledge arises. The group is thus

open to learning from particular members. Thus under implication of such a method

group members focus on sharing each other’s experience & consultancy as well.

C. Problem Solving:

By using this method a group is given a particular problem to solve. While they are given

a certain situation to handle, group members have to solve the problem by following

procedure;

a. Defining a problem

b. Describing a problem

c. Estimate of time & resources used to solve problem

d. Way in which problem is solved

Simulation Method:

Another approach used by the company for employee development is simulation through

which strong behavioral changes are achieved. Thus it enhances learning effectiveness. In

simulation exercise model of reality is used on the basis of which skills are improved,

norms & values of organization are broadly understood to them so that they could

perform their duties by keeping in view norms & values set by the company. Simulation

is an operational exercise where parameters are personality, task & environment. By

using this approach of development following methods are used;

Lectures & presentation Method:


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As learning is more effective through seeing than through hearing. In this context third

approach used by Haidri Beverages (Pvt) Ltd. for employee development is lecture &

presentation method. In all the training methods, though one may use all the ideas

available but lecture remains an important method. It is also an essential complement to

other methods. Lectures are usefully applied in combination with discussion for example,

as a way of communicating ideas, point of views or concepts. Thus in order to develop

employees, company employ trainers from within the managers who deliver lectures on

subject area of unique competency in order to avail opportunity to share experience. By

using this method speaker can look at the audience, judge their reactions & modify the

lecture accordingly. Things can be

Repeated when necessary; points can be omitted or treated more lightly when considered

less important. Therefore it is a two way communication, the visual contact with the

audience & opportunity to adopt personal experiences to the presentation, which make

lecture special in relation to other training methods.

Audiovisual Method:

Audiovisual is another effective method of developing employees. In this regard slide &

video projections are used for presenting real scenes. Thus viewing of images is made

possible through these projectors. These images can be sourced from video tape, from a

CD or from a computer. Words & diagrams & still pictures are created & stored in video

projection system with appropriate software, & any image can then be viewed via the

video projection system. Exciting & informative visuals are created in order to entertain

& developing skills of employees.

Learning by doing:

Learning by doing is very popular method of teaching new skills & methods to

employees. in this case the new worker observes a senior experienced worker & learns

what to do. Far more successful is to use a senior or experienced worker who has been


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trained in instructions or training methods & whole teaching skills are coordinated with a

developed program linked to off the job course.

Mentoring:

Mentoring is another version where by a senior or experienced employee takes charge of

the training & development of a new employee. This shows much closer association

where mentor acts as an advisor& proctor to the trainer.

CD’s

Whenever candidates who show their interest in company’s jobs want to learn about them

they can easily approach through CD’s with the facility of sight & sound, interactive

videos & audio tapes. Programmed instruction can be used where the trainee receives

immediate feedback on answers. A correct answer brings new information, whereas an in

correct answer results in remedial material.

Performance Management

Performance appraisal is the process used by the companies to measure the performance

of the employees & then evaluating that performance with better suggestions to improve

in future to achieve organizational goals. Therefore it is defined as

“A formal & structured system by which management measures, evaluates & assesses an

employee’s job related attributes behaviors & outcomes”

It is under taken to discover how productive the employee is & whether the employee

can continue to perform in future to help achieving the organizational goals. It is

considered in Haidri Beverages (Pvt) Ltd. an important part of human resource

management & is considered as a factor in determining the crucially important dimension

of employee & organization effectiveness for success.


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There are several reasons due to which performance standards & expectations are carried

out by Haidri Beverages (Pvt) Ltd.

To identify the individual’s current level of job performance

To identify employee strength & weaknesses

To enable employees to improve their performance

To provide a basis for rewarding employees in relation to their contribution to

organizational goals

To motivate individuals

To identify training & development needs

To provide information for succession planning

The most likely reason for the adoption of appraisal system is to draw attention to present

performance in the job in order to (a) reward people fairly (b) identify those with

potential for promotion or transfer. The efficiency of the performance appraisal system as

a whole in human resource management is dependent on the Right choice made as to

methodology. Many tools & techniques are employed in the appraisal process.

There are following standards which are set by the company on the basis of which

performance is measured time by time.

Written Essays:

One of the methods used by Haidri Beverages (Pvt) Ltd. to describe employee’s strengths

& weaknesses, past performance, future potential & suggestions for improvement is

writing essays. Although it is a simple method, it requires a great deal of writing ability &

use of objective language on the part of appraiser. Therefore in order to measure the

performance is based on performance given by the employee as well as appraiser’s

writing skills.

Employee Compensation & BenefitsHaidri Beverages (Pvt) Ltd.

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Compensation:

Compensation can be defined in following words

“Compensation is the monetary reward paid by an enterprise for the work done by an

employee.”

Compensation is part of transaction between an employee & an employer that results in

an employment contract. From the employee’s side, pay is the necessity in life.

Compensation received for work is one of the chief reasons people seeks employment.

Pay is the mean by which they provide for their own & & their family needs.

Compensation is one of the most important functions in the HR functions for the

employer, as well. It may be the major method used by an enterprise to attract the

employees needed to get the work done, as well as a mean to try to motivate more

effective performance.

Benefit:

Term benefit can be defined in following words.

“It is a part of reward the purpose of which is to keep the enterprise competitive in

recruiting & retaining employees in relation to employers”

Objectives of compensation & benefit

The objective of a compensation & benefit system in Haidri Beverages (Pvt) Ltd. is to

create the system of rewards that is equitable to the employer & employee alike, so that

the employee is attracted to the work & motivated to do a job for the employer. There are

seven criteria for the effectiveness of such a policy of compensation & benefit.

Types of Compensations & benefits offered by Haidri Beverages (Pvt) Ltd.

Haidri Beverages (Pvt) Ltd. offer its employees compensation & benefits differently on

basis of performance they show time by time. Therefore such reward system bridges the


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gap between organizational objectives & individual expectations. In organization both the

financial & non financial rewards are offered to the employees. Financial rewards include

direct payment like salary plus indirect payment in the form of compensation & benefits.

Non financial rewards include everything in the work environment that enhances the

worker’s sense of self respect & esteem by others. Following are the compensation &

benefits offered by Haidri Beverages (Pvt) Ltd. varying from top management to line

management.

1. Basic Salary:

Basic salary is the financial reward that is called direct payment, paid to the employers &

employees of Haidri Beverages (Pvt) Ltd. ranging from organizational hierarchy.

2. Incentive on Achievement of Target :

Employees are given target of sales on achievement of which they are given incentives

like Area Development Representative is facilitated with incentive on achievement of

target

3. Sims Card:

Another incentive paid, is payment of mobile bills which also vary from company’s

hierarchy. Most of the connections are post paid so company gives benefit by paying their

bills & in this regard both Haidri Beverages (Pvt) Ltd. & Telenor signed an agreement. A

limitation of payment is fixed according to designation, which company has to pay but in

case of exceeding limitation employer or employee has to pay from his own pocket for

that extra expense.

4. Laptop:


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All the unit managers are provided incentive of laptop on basis of their performance. This

incentive is just given to unit managers for achieving target or exceeding target. Facility

of laptop is not provided to ADR (Area Development Representative) & TDM (Territory

Development Manager).

5. Uniform:

When any person is employed in any unit of Haidri Beverages (Pvt) Ltd. in any area two

uniforms which includes two shirts & trousers, are provided. There is no specification

whether he is employee or employer. Such an incentive is provided every year to all of

them.

6. Convince:

Company provide another facility of convince to its employees & employers. In this

regard ADR (Area Development Representative) & TDM (Territory Development

Manager) are facilitated. On the basis of designation ADR is facilitated with motorcycle

& TDM is facilitated with a car.

7. Petrol Ceiling:

Company facilitates its managers & representatives with petrol ceiling. This incentive is

provided according to company’s hierarchy on monthly basis. ADR, TDM & UM (Unit

Manager) are facilitated with such an incentive.

8. Bonuses:

All the employees & employers are provided two bonuses every year. Such bonuses are

provided on Eid-ul-Fitar & Eid-ul-Azha. Bonus is not given on basis of performance. Just

like the incentive of uniform it is given to all the people working for achieving target set

by the company. Bonus contains extra basic salary for that particular month. So two basic

salaries on Eid days are given every year.


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9. Annual Leave:

To all the employees & employers in the Haidri Beverages (Pvt) Ltd. are facilitated with

twenty leaves annually. They utilize such a benefit in any causality or emergency. Such a

benefit leads them to stay in company over a period of time.

10. Medical Allowances:

All the workers are benefited with facility of medical allowances. Al Shifa international

Islamabad is specified hospital for treatment of workers, their parents as well as for wife

& children. Total amount specified for treatment is two hundred thousand if the expense

exceeds from such an amount then it is on behalf of that worker to meet the expense.

11. Insurance:

Haidri Beverages (Pvt) Ltd. provides insurance facility to its employees & employers as

well. Amount of insurance is two hundred thousand. Every month fifty rupees are

collected from them from salary.

12. Sampling:

As the name of company indicates that it is the business of beverages therefore all the

workers of company are given twelve bottles of 1.5 liters per month.

13. House Rent:

All the territory development manager, unit manager & upper hierarchy are facilitated

with house rent. Other workers are not entitled with such a benefit.

14. Promotion:

In Haidri Beverages (Pvt) Ltd. promotion is done on the basis of qualification &

experience like to be a unit manager criteria is specified as


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Ten years experience.

Master degree minimum qualification.

Age must be more than forty years.

Organizational Career Management

Employee Job changes

Job changes within the organization

a. Promotion:

Promoted employees usually assume greater responsibility & authority in return for

higher pay, benefits & privileges. Psychologically, promotions help satisfy employees

needs for security, belonging & personal growth. Promotions are important

organizational decisions that should receive the same careful attention as any other

employment decision. They are more likely to be successful to the extent of that firm:

1. Conduct an extensive search for candidates

2. Make standardized & clear information available on all candidates.

Organizations must continue to live with those who are bypassed for promotion.

Research indicates that these individuals often feel they have not been treated fairly, with

the result that their commitment decreases & their absenteeism increases. Conversely,


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promoted individuals tend to increase their commitment. Minimizing defensive behavior

requires that the procedures used for promotion decisions be acceptable, valid & fair to

the unsuccessful candidates. Further the greater merits of the promoted candidates,

relative to those who were not promoted, should be emphasized.

b. Transfer:

With respect to relocation, senior management sometimes faces resistance from

employees. The effect of move on family can be profound. For the employee relocation,

often means increased prestige & income. However the cost of moving & the

complications resulting from upsetting routines, losing friends & changing schools &

jobs are borne by the family. Uprooted family members often suffer from loss of

credentials as well. They do not enjoy the built-in status that awaits the transferred

employee at the new job; they must start from scratch.

Transferred employees who are promoted estimate that it will take them a short time to

get up to speed in their new posts. However, the actual time taken to reach competency

varies with

1. The degree of similarity between the old & new jobs.

2. The amount of support from peers & superiors at the new job.

c. Demotions:

Employee demotions usually involve a cut in pay, status, privilege or opportunity. They

occur infrequently. Since they tend to be accompanied by problems of employee apathy,

depression & inefficiency that can undermine the morale of a work group. For these

reasons, many managers prefer to discharge or to move employees laterally rather than

demote them. In either case careful planning, documentation & concern for the

employees should precede such moves.


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Demotion can be a disciplinary action, inability of an employee to handle the

requirements of a higher level job, heath problems of changing interests e.g., a desire to

move from production to sales. Demotions also may result from structural changes, as

one time managers are recast into project leaders, technical specialists or internal

consultants by companies in the throes of reorganization. In many cases, demotion is

mutually satisfactory to the organization & to the affected employees.

Separations

a. Layoff:

Involuntary layoffs are never pleasant, & management policies must consider the impacts

on those who leave, on those who stay, on the local community & on the company. For

laid off workers, efforts should be directed toward a rapid, successful & orderly career

transition. How long does it take on average to find a new job, it depends a great deal on

the amount of effort put into the job search. Firm should emphasize outplacement

program that help laid off employees deal with the psychological stages of career

transition anger, grief, depression, family stress), assess individual strengths &

weaknesses, & develop support networks.

b. Termination:

Termination is a traumatic experience. Egos are shattered &employees may become bitter

& angry. Family problems may also another factor that is added like emotional &

financial strain. It is important that those who remain retain the highest level of loyalty,

trust, team work, motivation& productivity possible. This doesn’t just happen & unless

there is good deal of face to face, candid, open communication between senior

management& survivor, it probably will not happen. Layoff policies should consider the

companies reputation & image within the community, in addition to the impact of the

layoff on the local economy &

Social service agencies. Although layoffs are intended to reduce costs, some costs may in

fact increase according to the situation.


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However there may be another option of that is to initiate the program of job sharing to

perform the reduced work load. While no one is laid off, everyone’s work week &pay are

reduced. This help the company reduce labor cost. In an area experiencing high

employment, it may be better to have all employees share the “misery” rather than to lay

off selected ones. Some of the benefits of job sharing are as follows

Twice as much talent & creativity is available.

Benefits continue.

Overtime is reduced.

Workers retain a career orientation & potential for upward mobility. It eliminates the

need for training a temporary employee, for example, when one employee is sick or is

on vacation, because the other can take over.

Job sharing is not without its drawbacks:

There is a lack of job continuity.

Supervision is inconsistent.

Accountability is not centered in one person.

Non salary expenses do not decrease, because many benefits are a function of the

employee, not the amount of pay.

c. Resignation:

In most of the organizations resignation or voluntary worker turnover, has been

increasing steadily over the past 15 years, especially among blue collar &

professional workers. Employees who resign from organization should avoid burning

their bridges behind them by leaving their anger; instead, they should leave gracefully

& responsibly, stressing their experience in the company. As well as Haidri

Beverages (Pvt) Ltd. is concerned there is minimum of resignation from employees as


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they are provided best suitable compensations & working conditions to achieve

organizational objectives & individual personal goals.

d. Retirement:

For selected employees, early retirement is a possible alternative to being laid off.

Early retirement programs take many forms, but typically they involve partial pay

stretched over several years, along with extended benefits. Early retirement programs

are intended to provide incentives to terminate; they are not intended to replace

regular retirement benefits. Any losses in pension resulting from early retirement are

usually offset by attractive incentive payments. Employees are more likely to retire to

the extent that they have reached their occupational goals, that their job has

undesirable characteristics, that home life is seen preferable to work life, & that there

are attractive alternative activities.

Labor Management Relations

As most of the public or government owned enterprises face a lot of problems due to

misunderstanding between employers & employees. For this reasons there is need of

unions for solving arising disputes. In private sector however there is not such type of

grievances which could create troubles to such an extent of establishing unions. Same is

the case with Haidri Beverages in which there is no concept of union. However when any

dispute raised, is solved in a very peaceful manner. There is representative of workers

who by negotiation with top management solve problems & remove complains

highlighted by workers. According to report format I’ve to explain labor management

relation in detail because importance of this relation can never be ignored.

A. Concept of Union:


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“Any combination of persons, whether temporary or permanent, primarily for the purpose

of regulating the relations between the workers & employers or between workers &

workers or for imposing restrictive conditions on the conduct of any business” According

to another concept

“An organization of workers acting collectively who seek to protect & promote their

mutual interests through collective bargaining?”

From theses two concepts it is clear that there are following characteristics of unions

1. A union is an association of persons that is employees.

2. A union is not casual. Once recognized, it is relatively permanent.

3. A union’s main objective is to secure economic benefits for its members. This is done

through a process called collective bargaining.

4. Unions maintain harmony with employers through intelligent handling of matters.

5. A union provides check & balance on the employers & reduces the freedom of

management.

B. Principles:

Most of the unions follow the underlying principles.

1. Union is strength

2. Equal pay for equal work

3. Security of employment

C. Labor Management Relations:


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It is related to relations between the employer as a management body & its workers as a

recognized group or set of groups. It covers rights, protocols & practices, often regulated

by a legal structure, related to

Management

Formation & recognition of unions to represent the interests of the employees

Collective agreements

The settling of disputes

Through this body, management & labor negotiate & enforce the establishment of

welfare measures & benefit schemes. Another focus of labor management relations are

health & safety regulations & programs at work.

D. Objectives of Labor management relations:

Labor management relations has four main objectives

To promote & realize standards & fundamental principles & rights at work

To create greater opportunities to secure employment

To enhance the coverage & effectiveness of social protection for all

To strengthen social dialogue

These objectives are realized in number of ways

Formulation of policies & programs to promote basic human rights, improve working

& living conditions & enhance employment opportunities


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Creation of standards baked by the unique system to supervise & serving the

guidelines to put policies in action.

An extensive program of technical cooperation formulated & implemented to put the

policy effectively in practice.

Training, education, research & publishing activities to help all of these efforts.

E. Reasons for Joining Unions:

From a practical standpoint, people join unions if the benefit they derive from being a

member is greater than the cost of being a member. Therefore, practical increases in

wages must be greater than the amount of dues paid. Now a model has been developed

according to which an individual’s decision to join or avoid a union is influenced by two

critical determinants.

Critical Analysis

Haidri Beverages (Pvt) Ltd. present a good example of how employment planning is

handled in an organization. Effective use of job descriptions and job specifications at

Haidri Beverages (Pvt) Ltd. give them a motivated and hardworking workforce that

any organization would like to comprise of. The supervisors and hr working together

on these particular details makes a good impact and show better results. Backups or

replacements been made a specific part of their performance appraisal ensures smooth

running of their business and guarantees that there will not be any haphazardness

once someone has left an important position.


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When viewing Haidri Beverages (Pvt) Ltd. recruitment and selection processes it was

noticed that there main emphasis was on selecting employees internally unless the job

was very technical.

The main focus of training and development of the employees on the managerial level

in Haidri Beverages (Pvt) Ltd. is on the ‘off the job’ training. In can include different

courses and workshops in different leading universities of Pakistan and abroad as

well.

The concept of implementation of Human Resources Management and policies is not

too good as compared to the theoretical concepts also your job would not be secured

you must be fire at any time.

WHAT is SWOT ANALYSIS?

SWOT analysis classifies …

the INTERNAL ASPECTS of the company as strengths or weaknesses and

The EXTERNAL SITUATIONAL FACTORS as opportunities or threats.

By understanding these four aspects of its situation, a firm can better leverage its

strengths, correct its weaknesses, capitalize on golden opportunities, and deter

potentially devastating threats.

The completed SWOT profile can be arranged as follows:

SWOT analysis:

An analysis of the organization’s strengths, weaknesses, opportunities and threats.

When the analysis (both internal and external) has been completed, a SWOT profile can

be generated and used as the basis of goal setting, strategy formulation, and

implementation. By understanding the company’s strength(S), weaknesses (W),


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opportunities (O) and threats (T), it helps top management further into building up their

vision and mission.

(S) Strengths:

Any activities the

organization does well or any

unique resources that it has.

(O)Opportunities:

Positive trends in external

environment factors.

(W) Weaknesses:

Activities the organization

does not do well or resources

it needs but does not possess.

(T) Threats:

Negative trends in external environmental factors.

Some internal factors (for understanding strength and weaknesses) that can be

considered are:

Company culture, company image, organizational structure, key staff, access to

natural resources, position on the experience curve, operational efficiency,

operational capacity, brand awareness, market share, financial resources, exclusive

contracts, patents and trade secrets


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Some external factors (opportunities and threats) that can be considered are:

Customers, competitors, market trends, suppliers, partners

Social changes, new technology, economic environment, political and regulatory

environment.(macro-environmental variables and addressed in a SWOT analysis)

CONCLUSION

At present there is no such organization in the world that is free from problems and

challenges. Every concern has to strive and struggle a lot to be more profitable and to get

more competitive edge.

The basic salary which is offered by Haidri Beverages (Pvt) Ltd. is very low as

compared to the competitors. So due to this factor employees are not satisfied with

their jobs.

The company used to train the labor workforce on the actual job environment, where

the workers seek guidance with the concerned supervisors and their mentors.

Employees not append as per there advertisement but append at reference base only.

Recommendations

Finally, there are some suggestions for Haidri Beverages (Pvt) Limited. These

suggestions are based on my experience in the Haidri Beverages (Pvt) Limited.


58


Company can increase the basic salary of employees by decreasing incentive which is

offered by the company. Due to this factor the motivation power of the employees

will increase.

They can practice to hire externally which would bring fresh blood into the

organization and thus devise new strategies to expand and manage things more

efficiently

Keeping in mind the fluctuations in demand they could make a database of temporary

employees thus they could be re-hired when they are required.

In addition to evaluating the trainees, the company should also evaluate the training

programs and the trainers. This is to ensure that the employees are getting the best

value possible for their time and effort.

The company should focus on the rights of women to a higher degree. It should make

sure that all the new hiring gives equal opportunity to females in addition to males.

This would ensure a better and discrimination free environment in the organization

boosting self esteem of the employees working there.

REFERENCES

Malik M. Yasir Awan, HR & Admin Officer

GOOGLE SEARCH ENGINE


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(Internet web browsers)

CENTRAL LIBRARY

(Our Institute of University)

INTERNET

(www.pepsico.com)

(www.haidribev.com)

REPORTS AND NOTES

(Teacher and personal notes, Expert’s Reports)

LIST OF ANNEXURES

Annex-A

DUTY / LEAVE SHEET

Date________________

Employees Information Tick one of these Boxes


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http://www.pepsico.com/


Code #______________________________

Name: ______________________________

Designation: _________________________

Department: _________________________

Short Leave

Full Leave:

Official Duty:

Late Arrival:

Period

From:____________ To:___________

No of Days: __________________________

Compensatory against __________________

In case of Late Coming

Date: ______________________________

Shift Time: _________________________

Time In / Time out: __________________

Leave Type

Casual Leave:

Medical Leave:

Annual Leave:

Compensatory Leave:

Leave Status:

Casual

Medical:

Annual:

Compensatory:


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Reason for Leave / Late Coming / Coming / Nature of job in case of official duty

______________________________________________________________________________________

________________________________________________________________________________

______________

Applicant Signature

_________________ _________________ _______________

Admin officer HR Manager Direct Reports

Annex-B

EMPLOYEE PERFORMANCE APPRAISAL FORM

This form is used to evaluate the performance of staff employees. .

Period covered (month/day/year): from ________ to ________

Employee name_______________________

Employee number_____________________

Title code and payroll title________________

Department___________________________

Working title (optional)___________________

Length of time in this position____________________

Yes No (months: )

Supervisor name_________________________

Supervised for entire review period? _______________


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Supervisors Recommendations

I rate _____‘s performance for this review period as:

Meets Expectations or Exceeds expectations. ______________

Does not meet expectations. ______________

Employee Name

JOB FUNCTION:

Percent of Time:

Annex-C

EMPLOYEE PERFORMANCE APPRAISAL FORM


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MERIT RATING PAGE

Period covered (month/day/year): from ________ to ________

_______ ____________

Employee Name Department

AUTHORIZED MERIT RATING (See

instructions)

Signature

Date

Outstanding

Very Good

Satisfactory

Less than satisfactory


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final intership

Documents

internship report

human resources management

nature of haidri beverages

purposes of internship

hr department18

organizational structure16

great sir

great teachers