hrm - tetrapak pakistan

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Presented to: Mr. Salmaan Presented by: Muneeb Usmani 09- 4650 Kazim Asghar 09- 4767 Arooj Zahid 09- 4768 Tetra Pak Pakist an Ltd. December 16 2011 This is a report regarding the Human Resource Department and the HR activities of Tetra Pak Pakistan. Term Paper

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Page 1: HRM - Tetrapak Pakistan

Presented to:

Mr. Salmaan RahmanPresented by:

Muneeb Usmani 09-4650

Kazim Asghar 09-4767

Arooj Zahid 09-4768

Zurnab Sarfaraz 09-4685

Anum Iqbal 09-4765

Rizwan Asif 09-4715

Tetra Pak Pakistan Ltd.

December 16

2011This is a report regarding the Human Resource Department and the HR activities of Tetra Pak Pakistan. Term Paper

Page 2: HRM - Tetrapak Pakistan

ContentsExecutive Summary.....................................................................................................................................4

Introduction.................................................................................................................................................5

Vision:......................................................................................................................................................5

Mission:...................................................................................................................................................5

Goal/Objective:........................................................................................................................................5

CORE VALUES:.........................................................................................................................................5

Organization structure:...............................................................................................................................6

Hierarchy:................................................................................................................................................6

Recruitment and selection:.........................................................................................................................7

Newspaper..............................................................................................................................................7

Online Recruitment.................................................................................................................................7

Walk In Applicants...................................................................................................................................7

Educational Institutes..............................................................................................................................8

Mail.........................................................................................................................................................8

Number of Employees.............................................................................................................................8

Replacement:..........................................................................................................................................8

Management trainees:............................................................................................................................9

Job assessment:.......................................................................................................................................9

Selection Process:....................................................................................................................................9

Required Degrees:...................................................................................................................................9

Mandatory skills:...................................................................................................................................10

INTERNAL RECRUITMENT:.....................................................................................................................10

CONTRACT OF SERVICE:-.......................................................................................................................10

APPOINTMENT:.................................................................................................................................10

INDUCTION:.......................................................................................................................................11

PROBATION:......................................................................................................................................11

SEPARATION:-....................................................................................................................................11

Recruitment of Labour:.........................................................................................................................12

2. ORIENTATION:.......................................................................................................................................12

Page 3: HRM - Tetrapak Pakistan

Training......................................................................................................................................................13

TRAINING METHOD...............................................................................................................................13

In-House Training:.............................................................................................................................14

SELECTING THE TRAINING SOURCE :..................................................................................................14

EVALUATION......................................................................................................................................15

SUCCESSION PLANNING............................................................................................................................15

PROCEDURE...........................................................................................................................................16

Performance appraisal..............................................................................................................................17

POLICIES & BENEFITS:............................................................................................................................18

Bonus.................................................................................................................................................19

Conveyance Allowance......................................................................................................................19

House Rent Allowance.......................................................................................................................19

Employees' Old Age Benefit Scheme.................................................................................................19

Motivational strategies:.........................................................................................................................19

Pick and Drop Facilities:.....................................................................................................................19

Good Working Environment:.............................................................................................................19

Voluntary Benefits:............................................................................................................................19

Leadership style:....................................................................................................................................20

Labor policies:........................................................................................................................................21

Conclusion.................................................................................................................................................22

Page 4: HRM - Tetrapak Pakistan

Executive SummaryTetra Pak is one of the world’s leading food processing and packaging company. Tetra Pak

Pakistan employs a total of 350 employees in their different departments. For managing the HR

affairs they have 6 people working for Human Resource Department. When a job vacancy is

created in a department, the concerned manager of that department writes to the HRD to

recruit a person. HRD then publish the job vacancy in the national newspapers. Application

forms are available online at Tetra Pak website. Tetra Pak also display its career opportunity

notices on notice boards of various universities. Tetra Pak’s official recruitment channel is its

website (www.tetrapak.com).

According to most recent calculation, 350 workers are working in Tetra Pak. Tetra Pak follows a

fixed and preset process for hiring new employees. Management trainees are not called

directly. There is a classified system of job measurement at Tetra Pak answerability incentives in

the form of business or services are make available to employees the theater well. Employees

form the domestic impartiality of the company.

The probationary period served by an employee shall be taken in consideration while

computing the employee’s total length of service. This department is under the supervision of

HRD. Employee orientation provides employees with the basic background information they

need to work in the organization. HRD of TETRA PAK Ltd. gives the new recruited employees the

orientation. At Tetra Pak in-house training is conducted with methods such Panel discussions

and Presentations, etc. are used for in-house training.

HRD department sends employees from different departments to different institutes for off-

the-job training. Tetra Pak uses the services of LUMS and other such institutes for training their

employees. Tetra Pak is multinational company so they provide their employees with an

effective working environment.

Management style of Tetra Pak can be defined in the area of interpersonal relations.

Page 5: HRM - Tetrapak Pakistan

IntroductionTetra Pak is one of the world’s leading food processing and packaging company. Tetra Pak’s

motto ‘Protects What’s Good’ reflects the philosophy upon which they conduct their business

in order to make food safe and available, everywhere, Tetra Pak believes in responsible industry

leadership, creating profitable growth in agreement with good corporate citizenship and a

sustainable approach to business.

Vision:We commit to making food safe and available, everywhere. We are focusing on the health;

pleasure and convenience are shaping the demands of consumers when choosing the food they

buy.

Mission: To proactively support our partners by providing knowledge and expertise to initiate and

support socially and economically sustainable agricultural, feeding and food development

programs.

Goal/Objective:Our core goal is to forms the foundation for our company and shapes, the Tetra Pak culture

which flows through all levels and each individual in our organization. Together, we form a

strong and successful team. We are committed people, engaged in both our work and with the

world around us, always striving for the best solutions in everything we do.

CORE VALUES: Smart governance

Our people

Customer satisfaction

Work environment

Conservation

Ethical behavior

Page 6: HRM - Tetrapak Pakistan

Organization structure:Tetra Pak Pakistan employs a total of 350 employees in their different departments. For

managing the HR affairs of the company and of these 350 people they have 6 people working

for Human Resource Department. These six people conduct all the processes of an HR

department that are crucial for the better functioning of the company.

Hierarchy:According to Ms. Kamal, HR Executive of Tetra Pak Pakistan, they have hierarchy level as

follows:

Quoting the words of Ms. Kamal: “We have a very flat hierarchical structure.”

There is one Managing Director and the Director of each department is answerable to him.

Then there are senior and junior managers reporting to department heads. There are Senior

Executives and Executives reporting to Managers.

In small departments like HR, all team is reporting to HR Director.

HR Director

Page 7: HRM - Tetrapak Pakistan

FUNCTIONSHRD performs the following basic functions.

1. Recruitment and selection

2. Orientation

3. Training

4. Succession planning

5. Performance appraisal

Recruitment and selection:HRD performs this function efficiently. When a job vacancy is created in a department, the

concerned manager of that department writes to the HRD to recruit a person. For that they

provide HRD with the specification required i.e. the qualification, experience, skills etc needed

for the required vacancy.

HRD then publish the job vacancy in the national newspapers. With the eligibility criteria.HRD

invites the candidates through the following mediums.

Newspaper Vacancies are advertised in Lahore, Karachi and Islamabad's leading newspapers like "Dawn,

Jung and The News" on Sundays depending on the post. The newspaper ad is designed by

"Prestige" advertising agency through which the ad is also placed in the newspaper.

Online Recruitment Application forms are available online at Tetra Pak website

Interested people can fill and submit them online.

Walk In Applicants Interested people can personally drop their CVs at HRD department.

Page 8: HRM - Tetrapak Pakistan

Educational Institutes The HRD department conducts annual job fairs in various educational institutes in which

presentation about prospects and the company is given. Tetra Pak also display its career

opportunity notices on notice boards of various universities.

Mail Interested persons can e-mail their CVs to HRD department, which are collected in a file and

consulted whenever job opportunities for one or two persons arise.

After this HRD receive CV’s for the required vacancy.HRD sort them out according to the

eligibility criteria. Those who are eligible receives a call from the HRD for the initial test.

Tetra Pak’s official recruitment channel is its website (www.tetrapak.com). On the website you

will find all available positions and work opportunities in our group. You can register your

Curriculum Vitae in their electronic database.

Number of EmployeesAccording to most recent calculation, 350 workers are working in Tetra Pak. This is a rough

figure as more hiring has been done in the not too distant past. Tetra Pak follows a fixed and

preset process for hiring new employees. The major document in this connection is the

"Recruitment Requisition Form". This document is used in all three instances; such as for:

Replacement:

An employment opportunity may arise either after discussing or budgeting a situation on the

resignation of some employee or on an imperative need basis. In all three situations, the

department head has to attain support from the Managing Director (MD). If the demand is

budgeted, then the Divisional Head fills up a "Recruitment Form". This form contains the

complete information; i.e.

Date of initiation

Date the employee is needed Profile

Page 9: HRM - Tetrapak Pakistan

Job description

After receiving the document the human resource department puts up an advertisement in the

newspaper or it directly associates placement officers at a range of institutes. Approximately

few of the resumes are selected and accessible to the divisional heads. On their approval the

candidates are called for interviews and the most appropriate are in conclusion chosen.

Management trainees:The procedure for selecting fresh graduates at Tetra Pak is bit different as the trainees cannot

be diminutive scheduled during their CV's. Management trainees are fresh alumnae or they

have one year understanding at the most. Management trainees are not called directly. They

are contacted through their placement officers. Salaries or profit of the management trainees

do not ebb and flow with their specialization. Similarly the preparation phase is the same,

whether they are chosen for marketing or finance.

Job assessment:There is a classified system of job measurement at Tetra Pak answerability incentives in the

form of business or services are make available to employees the theater well. Employees form

the domestic impartiality of the company. Therefore, equally justifying measures are taken to

satisfy and motivate the employees.

Selection Process:Apart from the work information we have provided is the part of recruiting process, following

information is the minimum criteria that Hr managers hire for specific job.

Required Degrees:

All University Degrees with a focus on:

• Engineering (Mechanical, Mechatronics, Electronic, Electric, Management, and

Material).

• Economics, Marketing, MBA.

• Chemistry, CTF, Food Sciences and Technologies, Food Engineering.

Page 10: HRM - Tetrapak Pakistan

Mandatory skills:Since Tetra Pak is an international company, a good knowledge of written and spoken English is

a must as well as the ability to work together with other team members.

Training, workplace conditions and Employee Relations

For marketing and accounts related jobs, their test is based on G-MAT. But for engineering

related jobs, their test is a mixture of G-MAT + technical portion. Those who qualify the test are

then passed through an interview (Initial interview) which is basically a panel interview in which

there are two or more managers and HRD manager.

They then select those candidates who fall under the departments criteria. The recruitment

and selection ends here.

INTERNAL RECRUITMENT:Normally when a vacancy is created HRD recruits a person externally i.e. from outside of the

organization but in case, if a vacancy is created for a key position they prefer to recruit a person

internally (internal recruitment). It is done in a way that the employee of that relevant

department who is skilled enough for that post is promoted to that post.

A contract of service is issued.

CONTRACT OF SERVICE:-

APPOINTMENT:a) Each selected candidate is given a Letter of Appointment (in duplicate) specifying his

terms and conditions of service.

b) An offer of appointment shall become effective only when the candidate confirms his

intention to accept the position by endorsing the duplicate copy of Letter of

Appointment to the industrial relations department.

c) The candidate has to pass the medical examination conducted by the Company’s Doctor

before he is confirmed.

Page 11: HRM - Tetrapak Pakistan

INDUCTION:a) The appointee shall submit his joining report, in writing, to his Head of Department, on

the date he joins his duty.

b) The Time Office shall issue an Identity card which shall indicate the Department,

Designation and the Employee Number of the appointee.

PROBATION:a) New employee is initially kept on probation for a period of 1 year unless otherwise

specified in the Letter of Appointment.

b) On successful completion of the probationary period, the Company shall inform the

employee in writing, about his confirmation.

c) Before this the employee shall present a final presentation to the General Manager of

Tetra Pak and to the concerned department manager and HRD manager.

d) He will then be interviewed for the final time. General manager and the HRD will

conduct this interview.

e) In case, the employee fails to come up to the desired standard, his probation may be

extended, at the discretion of the Company, in order to give him a chance to improve his

performance or he may be terminated.

f) On confirmation, the new employee shall be given a permanent Identity Card which

he/she must carry on his/her person while inside the factory perimeter and produce the

same on demand.

g) The probationary period served by an employee shall be taken in consideration while

computing the employee’s total length of service.

SEPARATION:-

(a) TERMINATION:I. During the probationary period, an employee’s service may be terminated at any time

without assigning any reason for the same.

II. A confirmed employee may be terminated by the Company by giving notice of

termination as per the Letter of Appointment or salary in lieu thereof.

III. Notice of termination shall be in writing. It shall become effective as specified.

Page 12: HRM - Tetrapak Pakistan

(b) RETIREMENT:An employee shall retire from service of the company on attaining superannuation i.e. 58 years

of age, or early, if found, medically unfit by the company’s appointed Doctor.

(c) DISMISSAL:An employee shall be dismissed from service, if found guilty of misconduct as specified under

the law. Such employee shall not be entitled to any notice or pay in lieu thereof.

(d) RESIGNATION:I. A probationer may resign from the service of the Company by giving 24 hours notice in

writing.

II. A permanent employee may resign from the service of the company either by giving

notice, in writing, as per the terms of his appointment or depositing salary in lieu

thereof.

Recruitment of Labour:This is not done by the HRD but by the IR (industrial relations). This department is under the

supervision of HRD. It recruits the labour and keeps an arranged record of their files and

folders.

2. ORIENTATION: Employee orientation provides employees with the basic background information they

need to work in the organization. Orientation mainly covers four things:

The new employee should feel welcome and at ease in the new environment.

Should understand the organization in a broad sense.

Should get familiar with the policies and procedures.

The employee should be clear about what is expected in terms of work and behavior

from him.

Orientation is an important function because without information on basic things an employee

can make time consuming or even dangerous errors. HRD of TETRA PAK Ltd. gives the new

recruited employees the orientation. This continues for about 2 to 3 weeks.HRD manager

Page 13: HRM - Tetrapak Pakistan

performs the orientation by explaining basic matters like working hours, benefits and vacations.

HRD manager then introduces the new employee to his or her supervisor. At TETRA PAK Ltd.

HRD provides new employees with a handbook (service rules).

Training

We develop our strengths through learning. People develop the most when they are able to

identify and cultivate their individual strengths and are provided with the right support and

encouragement to do so. This philosophy lies at the core of our training and development

programs.

We have an institutionalized in-house training function, reflecting our commitment to building

a workforce culture where all employees have access to personal and professional growth

opportunities. Staff at all levels is encouraged to participate in these development programs. In-

house training courses and workshops are regularly organized: some recent topics included

Communication Skills, Time Management, Leadership, Language Improvement, Productivity

Enhancement and Development Course for Supervisors.

We send approximately 60 to 70 employees abroad annually for training purposes, while over

300 persons are trained locally every year.

Adult education classes are held regularly for the workers' benefit.

Training basic role is to give the new employee skills required to perform his respective job,

train him to be productive. It should be mentioned here that this training program is not only

for the new recruited employees but also for the current working employees, so that they can

cope up with the changing environment.

TRAINING METHODThe next component is to determine the best training method out of the following.

i. In-House Training

ii. On-The-Job Training

iii. Off-The-Job Training

Page 14: HRM - Tetrapak Pakistan

In-House Training:At Tetra Pak in-house training is conducted with the following methods used for in-house-

training:

Guest speakers

Panel discussions

Audiovisual techniques

Presentations

On-The-Job Training: New or inexperienced employees learn through observing managers' performing on the job and

trying to mould their behavior. Self directed learning takes place in on- the-job training.

Off-The-Job Training:HRD department sends employees from different departments to different institutes for off-

the-job training where the variety of techniques for off-the-job training which includes:

Simulations

Case studies

Business games

Role-play

Behavior modeling

SELECTING THE TRAINING SOURCE :The next component is to select a professional training center for the training course.

Tetra Pak use the service of the following institutes for training its employees.

LUMS

PIM

Beacon House Informatics

IMS

Employees' Federation of Pakistan

Page 15: HRM - Tetrapak Pakistan

PIQC

EVALUATIONEvaluation refers to the process of collecting the training outcomes to determine if training was

effective or not. There are two evaluation criteria in Tetra Pak.

Formative evaluation

Summative evaluation

Formative EvaluationThrough Formative Evaluation HRD department determines:

The training program is well organized and runs smoothly.

Trainees learn and are satisfied with the program.

How to make the training program better.

Note: Training course evaluation form has been attached in appendix.

SUMMATIVE EVALUATIONIt refers to determining the extent to which employees have changed as a result of participating

in the training program. It is done through:

Direct feedback from employees

Verbal feedback from employees

Next year's performance appraisal

Presentation evaluation

After attending the training program, each participant has to give a presentation to his/her

department about his learning.

SUCCESSION PLANNING

Tetra Pak is a company that offers long term career opportunities to its employees. There is no

concept of lateral entry in Tetra Pak. An individual begins his career as a management trainee.

Page 16: HRM - Tetrapak Pakistan

Management trainee is trained and groomed according to the company's requirement. As the

individual grows and shows his potential, he is considered for higher vacant post for which he is

transferred or promoted. The sequence plan at Tetra Pak is made by the department head. He

chooses his descendant. It is the duty of the departmental head to train someone for his work,

so that there is a person to takeover in case he is transferred.

For succession planning, a panel meeting is held annually where a list of employees for

promotion is evolved. The panel comprises of:

GM

DGM

HR manager

Head of respective department

The panel holds discussions about employees of departments. The panel discusses various issues

regarding employees like strengths, weaknesses, qualification, performance, experience,

seniority, and suitability for the position. These discussions are then recorded and reviewed

periodically so that action can be taken accordingly.

PROCEDUREWhen a need for external executive recruitment arises, it is communicated via departmental

head along with the requirements to the HRD department. The HRD department advertises in

newspapers and collects CVs of interested persons from mail and internet. The eligible

applicants are listed according to their merit, which is calculated through a formula. The

number of applicants to be called for the written test varies according to the number of vacant

posts and is strictly on merit(at least the HR Manager says so). Candidates are invited for

written tests via mail through courier or e-mail at least five to ten days prior to the test. The

HRD department decides the date and venue of test. The candidates are provided with the

information about the pattern of test, which carries 100 marks. The test consists of the

following parts:

Qualitative skills

Quantitative skills

Page 17: HRM - Tetrapak Pakistan

Writing skills

Technical knowledge

IQ

The successful candidates are informed via mail, e-mail (and telephone call, if urgent) about the

interview. However, the candidates who fail the written test once are not given a second

chance for the same vacancy.

The first interview is called "preliminary interview" which is conducted by a panel of managers

to access the potential of candidates. It takes approximately 15 minutes for the panel to

interview a candidate. The panel consists of 4-6 people. HRD department is responsible for

constituting the panel, which comprises of HRD manager and a team of relevant departmental

heads.

The basic purpose of the initial screening of the applicants is to eliminate those who do not

meet the requirements of the position although they have passed the written test. After the

results are compiled, successful candidates are called 2-3 days later for final interview.

The final interview is a goal-oriented conversation in which the most promising candidates

appear. In the second interview, GM makes the final selection and his decision is considered to

be final. During the interview the HRD head accompanies GM. The last step is the candidate's

medical examination, which is conducted by the company. Those candidates who pass the

medical test are sent an appointment letter at least one week before the joining date whereas

the unsuccessful candidates are sent regret letters.

Performance appraisalPerformance appraisal is a periodic review or evaluation of an individual job performance. It is

always a continuous process. In Tetra Pak Ltd:

Performance appraisal is conducted annually

The employees in connection with their respective managers set their objectives at the

beginning of the year (MBO), and they are evaluated against these objectives at the end

of the year.

The new management trainees are evaluated quarterly by their immediate supervisor

Page 18: HRM - Tetrapak Pakistan

The employees are evaluated sixty percent against the set objectives and forty percent

against different attributes like personal behavior, leadership qualities, decision making,

and vision and innovation/initiative competencies.

Performance appraisal is used here for succession planning, selection, HR development,

career planning and development, assessment of employee potential.

Performance appraisal is used to evaluate

o Behaviors

o Task outcome

o Improvement potential

o Training needs evaluation

POLICIES & BENEFITS:Your job is an important part of your life, and to do it well, you need an appropriate

environment for your mind as well as your body. We like to make sure that you do: our

corporate culture emphasizes people, and the need to satisfy their potential.

The attractiveness of any company's corporate environment can be gauged by the employees it

hires and retains. An impressive 42% of our employees have been with us for more than 10

years, and almost 26% for more than 20. This is just one of the reasons why you would consider

Tetra Pak as a prospective employer.

Another is the technical excellence of our employees. 33% of our employees working as

technical personnel have a bachelors or advanced degree. We take pride in the diversity of our

staff, with chartered accountants, MBAs, engineers and even qualified lawyers on board.

For us, the resources running Tetra Pak are not the machines, but the people. We do not seek

employees. We seek people who will think, feel, express themselves, learn, teach, and grow

with us. Their growth is the company's growth. That's how personal it is, for us. We have

designed an impressive range of facilities and services to free our people from worries and

allow them personal and professional freedom. These are just a few of the benefits we provide

for employee welfare:

Page 19: HRM - Tetrapak Pakistan

Bonus

A cash bonus is paid annually to all employees.

Conveyance Allowance 

This is also paid to all employees. Employees are also offered the option of buying vehicles at

reduced prices.

House Rent Allowance  

This is paid to all employees as a hefty percentage of their basic salaries.

Employees' Old Age Benefit Scheme 

The company contributes a percentage of workers' wages towards this government scheme,

which ensures a reasonable pension on retirement.

Motivational strategies:

Pick and Drop Facilities:Tetra Pak provide their employee pick and drop facility, the timing of employee come in to the

workplace is also not disturbed. All employees are relatively on the time in their workplace.

Good Working Environment:Working environment is very suitable for employees. Tetra Pak is multinational company so

they provide their employees with an effective working environment that encourage employee

to done their work continues effectively.

Voluntary Benefits:Tetra Pak makes a number of voluntary benefits available to you through an outside service

provider, including auto and home insurance, prepaid legal services and pet insurance

Tetra Pak culture is driven by fundamental core values, which keep our team together and give

us a true competitive advantage.

They are:

• Freedom with Accountability

Page 20: HRM - Tetrapak Pakistan

• Partnership with Customers, Suppliers and Colleagues

• Long-Term Perspective

• Innovation and Creativity

• Commitment and Fun

We believe in good corporate citizenship and responsible industry leadership. Our motto

"Protects what’s Good"™ reflects the philosophy upon which we conduct our business in order

to make food safe and available, everywhere.

» ONE TETRA PAK, ONE TEAM

We are looking for talented young persons, who are motivated, enthusiastic and willing to learn. Our people are team players, results-oriented and have a strong desire to work in a diverse and stimulating environment alongside colleagues of many different nationalities. Our minds are organized, proactive and innovative, while our characters are communicative and entrepreneurial.

» TETRA PAK PEOPLE

The continuous improvement of personal knowledge and skills is the base of our employment concept. As we believe that people make the difference we increase personal competences by building up a development plan formulated on the specific needs of our organization and of our employees.

Leadership style:Tetra Pak Management and Leadership Principles describe the management style and the

corporate values of the Tetra Pak, specifically in the area of interpersonal relations. Their

respect calls for specific attitudes which deserve to be outlined in the present policy:

A requirement for dealing with people is respect and trust. There can be no room for

intolerance, harassment or discrimination of any kind as they are the expression of an

elementary lack of respect. This principle suffers no exception and is to be applied at all levels

and under all circumstances.

Nestle has Democratic and Autocratic Leadership Style because they take advise from their

employees and review it and then take decision. The long-term success of the Company

Page 21: HRM - Tetrapak Pakistan

depends on its capacity to attract, retain and develop employees able to ensure its growth on a

continuing basis. This is a primary responsibility for all managers. The Tetra Pak policy is to hire

staff with personal attitudes and professional skills enabling them to develop a long-term

relationship with the Company.

Therefore the potential for professional development is an essential standard for recruitment.

Hence, a clear communication of these principles and values from the very beginning of the

recruitment process is required

Labor policies: To communicate is not only to inform. It is also to listen and to engage in dialogue. Every

employee has the right to an open conversation with superiors or colleagues.

In case of discord between an employee and her/his superior or another employee, the

possibility must be offered for a fair hearing. The HR staff of Nestle will provide assistance to

ensure that the disharmony is dealt with impartially and that each party has the opportunity

to explain her/his viewpoint regardless of hierarchical position.

Page 22: HRM - Tetrapak Pakistan

ConclusionThe human resource management has not assumed its mature shape in true sense. HR department has limited roles and responsibilities which should be enhanced. Career ladder for each employee should be well defined. Negligence of shift workers should strictly be watched by supervisors. HR must be made an autonomous body for Career management, training and employee’s development. Its area of action needs to be restructured and well defined. The employee’s complaints should be attended to and be considered.