Hrm

Consolidated Chemicals (Pvt.) Ltd

Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd

CONTENTS TOPICS

PAGE #

Executive summary

1

Introduction

3

Objective of study

3

Scope of project

3

Core roles in HRM

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Delimitations

5

HR Process & Procedures

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Background of the company

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Scope of business

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Company Organization chart

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HR polices regarding HR

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HR management system

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Recruitment & Placement

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Job analysis

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HR Planning

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Recruitment

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Forecasting

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Supply for inside candidates

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Supply of outside candidates

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Recruitment of personnel

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Selection & Testing

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Executives

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Non executives

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Orientation & Training

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Orientation by Department

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Training & development in CCL

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Appraisal

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Appraisal methods adopted by the CCL

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Career planning & management

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Pay plans Benefits & services

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Loan & credit scheme

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Labor relations

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Formation of worker welfare committee

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Health & safety representatives

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Activities during emergency

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Conclusion Recommendations Annexure

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Executive Summary This report focuses on the importance of human resource management process prevail in CCL. This report also gives us the view how the organization remain competitive in the market. Brief introduction of all the processes is the following

Recruitment and Selection process Recruitment comes first. It is a process of attracting people in an organization; human resources are the most valuable assets. The successes and failures of the organization are largely determined by the caliber of its workforce and managers The Selection is eliminating or sorting of people. Selection tends to be negative because it rejects a good portion of those who apply. The selection procedure varies from company to company but it should meet the needs of the job. CCL has a very well established Recruitment and selection Process for both the employees and Managers. It uses such screening process so that they can access each aspect of the people that is important for doing the job. For higher management they mostly prefer the Selection is eliminating or sorting of people. Selection tends to be negative because it rejects a good portion of those who apply. The selection procedure varies from company to company but it should meet the needs of the job.In CCL, the criteria for selecting the employee are given by central HR department in Head Office.

Orientation: The employee’s are introduced with organization’s culture through the process. Organization’s values, norms and beliefs are discussed in detail. Employees are introduced with CCL image and its reputation in all over the world and the customs and traditions are explained to the employees. Company’s policies, rules and regulations, benefits, working hours, performance reviews, payroll system, vacation information, working conditions these types of issues are discussed in this content of the orientation

Testing Period: After selection, there is a trial period of three months. During his trial period, the manager checks his attendance, obedience, approach to the work and behavior with the colleagues. If the manager is satisfied with his performance, then he will send recommendations. If not satisfied, then that employee will be terminated.

Training: To find the range of training needs ,CCL has designed its own system of analyzing the training needs for their employees; they divided this system in two categories: •

Task Analysis: Training for new employees Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd •

Performance Analysis: Training for existing employees

CCL train their employees through the following Methods and tools Training Methods: • • •

On the Job Training Off the Job Training Stimulated Training

Training Tools: • Audiovisual Tools • Programmed Learning • Lectures • Informal Training • Job Rotation & 3/30 Plan

PERFORMANCE APPRAISAL In CCL job performance is reviewed throughout the year by the senior management. This provides the chance to employees to see what they are doing and how they can improve their performances. On the basis of performance level the employee receives Bonus. They rate the employees according to their performance in the following categories • Outstanding • Excellent: • Good • Need Improvement • Unsatisfactory Compensation: Every organization has its own method of paying to the employees. CCL ‘pays for performance they reward their performer with the high pay All employee, employee trainer and maintenance employees are eligible to earn a employee performance bonus In CCL there are two types of employees. One type is workers and the other is management staff. Employees are paid monthly but due to the time required to prepare, process and distribute the payroll, they will receive their pay by the 5th of each Month In management category, the highest pay is of managers and the lowest pay worker.

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INTRODUCTION Objective of the Study: Actually CCL Pharmaceuticals (Ptv.) Ltd is “the policies and practices involved in carrying out the “people ” or human resource aspects of the management position, including recruiting, testing, training, rewarding, and appraising.” Here are some key objectives that must be achieved for the implementation of the project: 1. To help them in improving their management process including (planning, organizing, staffing, leading, and controlling). Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd 2. The main purpose of the project is to improve the working system of their HR department and provide them with new vision of human rescues management. 3. To provide them the proper way to mange their labour management. 4. Provide them opportunity to compete the global market in minimum period. 5. How to get maximum benefits with minimum recourses. 6. How to balancing the company’s external opportunities and threats, with its internal strength and weaknesses.

The scope of the Project: The scope of the project is related to development issues of CCL Pharmaceuticals (Ptv.) Ltd, tentative generic skills required in performing HRM roles, as well as the roles of a human resource management practitioner (line management and HRM professionals) that helping in the proper management of their resources. Development issues  Knowledge management, which entails accumulating & capturing  Knowledge in large organisations for future application & use (organisation memory)  Manage the transfer of HRM functions and skills to line management  Marketing of HRM to line management  Development of contextual approaches to HRM  Multi-skilling and /or multi-tasking  Increased societal responsibility  Managing people in virtual work environments  Develop additional means of assessing HRM  Managing HRM as a business unit  Adviser / consultant to line management

Supportive generic skills: The following points have emerged during the process as important skills for human resource practitioner to possess. These are:       

Project management Consulting skills Entrepreneurship Self management Communication skills Facilitation skills Presentation skills Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd  Skills for transforming groups into self-directed mutually controlled high performing work teams  Trans-cultural skills  Mediation & arbitration skills  Financial skills  Problem-solving  Diagnostic skills

Core roles in Human Resource Management: The core roles of human resource management are grouped below into four categories. 1. Planning and Organising For Work, People and HRM: ⇒ ⇒ ⇒ ⇒

Strategic perspective Organisational design Change management Corporate wellness management

2. People Acquisition and Development: ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒

Staffing the organisation Human Resource Planning (linked to strategic perspective) Determining requirements of jobs Recruitment of staff for the organisation Selection of human resources Placement of staff Induction and orientation

3. Management of A-Typical Employment Situations: ⇒ ⇒ ⇒ ⇒ ⇒

Management of termination Training & development Career management Performance management Industrial relations

4. Administration of Policies, Programmes & Practices: ⇒ Compensation management ⇒ Information management ⇒ Administrative management Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd ⇒ Financial management

Delimitations: ⇒ In this busy world no body have time for others, because of competition. ⇒ It’s very tough to get their personal data because they are very conscious about there personal values. ⇒ This is the very large company that’s why because of their busy schedule they are giving us a very limited time. ⇒ They are already using the HR processes but on a very small scale, they want to improve their performance but don’t want to spend time and money on it. ⇒ It’s very tough for us to convince them on our points of views. ⇒ They are not allowed us to personally interact with their employees of different levels.

HR PROCESSES PROCEDURES

&

BACKGROUND OF THE COMPANY: CCL was formed in 1965 by a renowned physician, Dr. Dilawar Hussain and his sons. In 1970, Pulmonol cough syrup was launched, which turned out to be an instant success and grew to become the flagship of the company. In 1984, CCL’s new Plant was Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd inaugurated, which was regarded as a most modern and immaculate manufacturing facility. CCL was transformed to a Private Limited company in 1985, after which it made rapid progression both in terms of business as well as being regarded as a properly structured company having clearly defined departments with their distinguished roles and established employee hierarchy and benefits. The dawn of 1993 saw the establishment of a new state of the art sterile manufacturing area at CCL’s Plant, which further opened many avenues of business growth and the company’s prowess to handle diverse, high quality pharmaceuticals. CCL commenced its international activities in 1998 by formally setting up an export department. In 1998 CCL performed another feat which the others were still dreaming about. The company achieved the distinction of becoming the first pharmaceutical company in the country to get ISO 9001 accreditation by the world renowned auditors, SGS. The new millennium brought further jubilation for the CCL family in the form of licensing agreement with Laboratoires Biocodex, France, in the year 2000.In 2000 the company also won the coveted “EFP Organizational Excellence Award in Human Resource / Industrial Relations Management” by Employers’ Federation of Pakistan, which was bestowed to only 9 companies in the country. Yet another feather in its cap and diversification of the product portfolio, in 2001 CCL entered into marketing agreement with Tianjin Hualida Bioengineering Co. Ltd. (BioPharmaceuticals).In 2002, CCL made a marketing agreement with Laboratoires Dolisos, France (Pierre Fabre Company) for the marketing of their top class women healthcare products in Pakistan. The production facilities are located at 62-industrial Estate, Kot Lakhpat,. The head office of CCL is situated at Javaid House, 22-A, Gulberg-II, Lahore.

Scope of the Business: As a healthcare company CCL manufactures and markets innovative and quality products, which offer real health solutions. Our rich product portfolio, covering nearly all the major therapeutic areas helps prevent, cure or alleviate illness, as well as save lives. They have a strong marketing and sales force of more than 300 people with a reach of more than three hundred territories covering literally every nook and corner of the country. Our sale force visits more than 50,000 doctors and our medicines are present at more than 50,000 pharmacies nationwide. The main concern of the company is to provide best Medicines products that other companies in their fields are lacking for. For this purpose, company was able to produce every kind of products related to the Medicines. The main quality Medicines products are

Company organization chart:

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Consolidated Chemicals (Pvt.) Ltd Board of

Directors

DMD of Production

DMD of Sale

DMD of Marketing

DMD of HR

DMD of Accounts

Production Manager

Sale Manager

Marketing Manager

HR Manager

Production In charge

Ass Sale Manager

Ass Mark Manager

Ass HR Manager

Ass Acc Manager

QC In charge

Production Supervisor

Sale Clerks

Marketing Clerks

HR Clerks

Accounts Clerks

QC Supervisor

Accounts Manager

DMD of QCM

QCM

QC Workers

Machine operator

Human Resource policies regarding HR: At CCL each employee is like an important member of the family. The Company wants to provide every individual a chance to grow and glow; to love and be loved, and to work as a well knit coherent team. Company places immense significance on human values. Our work philosophy revolves around best managed behaviors. Offer a truly congenial working environment to the employees, which foster creativity, team work, motivation and innovation plus respect for the individual. A happy, content and motivated staff gets sufficient chances of growth at CCL. For almost all positions, the Company gives preference to promotion from within the company. In this regard, the Management has established Assessment Committees to look after the possibilities of promoting our internal candidates against any vacancies. Co’s stairway to upward mobility is open and all potential employees get fair chance to appear before a formal board to contend their candidacy and this greatly fosters transparency in their career management decisions. A comprehensive Management. By Objectives approach truly reflects the performance and achievements of the employees. The management strongly believes that employees are our supreme strength. Therefore, they strive to attract, retain and develop the best talent. Just because of this policy the company continues to benefit from the efforts of its valuable people, who are actually, the Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd strength of Company through training and development activities the human resources policies aim at the improved working conditions all over the organization .The various personal strategies can be that the employees are chosen solely on the basis of merit and they are given monetary rewards and incentives so that employee motivation and commitment may increase. The Human Resource Team at CCL make conscious efforts to set the workforce development strategy for the organization, assess current workforce characteristics and future needs by aligning the HR policies with organizational mission, strategic goals, and performance utcomes.

Human Resource Management System: No one can deny the importance of the information technology. Information Technology has changed the business by creating a new vision to improve their functionality and efficiency by utilizing and deploying it. In CCL, different Departments are using Software’s for example Finance department is computerized and all transactions made by the company can easily handle. As far as HRM is concerned there is no proper software implemented in organization but the Management is thinking to make software the helps them in Personnel Planning. For Testing, Performance Appraisal Management is using different kinds of software’s on the basis of that software’s they are able to handle Personnel Planning. Intranet facility is also available for organization which helps employees and Management to communicate with each other.

RECRUITMENT AND PLACEMENT Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd

Job Analysis: Job analysis is very important task because on its results many administrative and managerial decisions are made. Such as recruitment & selection, performance appraisals, compensation, training etc. At CCL the job analysis is conducted when the organization wants to make new products, establish a new unit or to expand the existing unit and then launch new products into the Market. The purpose of job analysis is. 1. To collect information about the different level of activities to be performed. 2. To collect the data about education, skills, experience, personnel qualities. 3. To put the suitable person for right job Job analysis for Executives: The CEO/Director conducts the job analysis for the job of the executives. He finalizes the personnel requirements, education and experience. Job analysis for Sub-Ordinates: At CCL once the GM (unit head) is hired then the duty of the job analysis for his subordinates is assigned to him. As GM has professional skills reasonable experience, so based upon his experience, skills, knowledge and observation he prepare the Job description, Job specification and further no. of persons to be hired. At CCL usually the technique used by GM is Quantitative Job Analysis technique and further the method used in this technique is Department of Labor Job Analysis. As this is based upon the three very important factors data, people and things. Moreover the personal experience of GM also contributes a lot. The GM get all these approved by the Director and upon his approval it is sent to administrator manager/HR to follow in the future.

HR Planning: Like all good plans, HR manager of CCL builds employment plans on premises basic assumptions for employment requirement by forecasting three things:

• • •

The supply of inside candidates; Personnel needs; The supply of requirements

outside

candidates

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Consolidated Chemicals (Pvt.) Ltd By the utilization of their resources, firstly it is checked that either there is any job placement or company is expending their business so that new jobs are open for new candidate’s .Al these issues are tackled by the HR manger and their respective staff. If staff is required then company tries to find them inside the company by upgrading their employees if it not possible then new jobs are created and fill by the outside market.

Recruitment: CCL is proud of its Human resource ,as almost all the employee have been picked by the management .It is fortunate for company that the Leaders i.e. the top management is very much qualified and has the ability to lead in an efficient and effective manner .human resource is supposed to be the most valuable asset at the company .With its expanding business operations, the requirement of new employees keeps on arising .Human resource management strives to achieve organizational goals and goals of the employees through effective personal program, policies and procedures . The job requirements and specifications for a position (e.g., minimum qualification, experience and other requirements related to the job position) are defined in the concerned Job Description. The requirement for any hiring is identified by concerned plant administrative, which is communicated to Managing Director. Recruitment comes first. It is a process of attracting people in an organization; human resources are the most valuable assets. The successes and failures of the organization are largely determined by the caliber of its workforce and managers. At CCL the need for recruitment is felt usually ⇒ ⇒ ⇒ ⇒

When expansion of existing unit When expansion of products (In Product Development Laboratory) New unit is established. The turnover is very low. Before recruitment the organization forecast its employment needs.

After approval, there are two types of positions First (Budgeted) that are advertised in the internal mean within the organization. Second are (None Budgeted) that are advertise in the organization and external through media and newspaper. In addition, personnel having any reference may be directly contacted. The candidates are asked to submit their CVs/bio-data.

Forecasting: In forecasting first of all the organization identify the needs of personnel planning. It may be for Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd ⇒ Expansion of existing unit. ⇒ Establish a new plant/unit. ⇒ To meet the future requirement of sales. Selection of Techniques: CCL use different techniques in forecasting which based upon the  Nature of job.  Nature of unit The organization has the proficient persons. During the forecasting for a unit, or launching a new product the organization uses the data of an existing unit, and product which is similar & homogenous as well as the expertise of their specialized persons. For example to make a new formula for making product , organization will consult with data of existing formulas for that particular product as well as take different sample tests of that particular product and extract the results. Forecasting will be made for different level of Job separately.

The supply for inside Candidates: At CCL the already working employees are enjoying the equal chance of hiring/ posting on some other better positions. For this purpose match/comparison between qualification, skills, experience is made. If some one deserve, he always avail the opportunity. For this purpose regularly & continuously record maintained in the following manners ⇒ ⇒ ⇒ ⇒

Qualification inventories Computerized information system Performance appraisal record Training record

In which detailed record about the employees is carefully maintained including products knowledge, industry experience, education (improvement in education) careers interest, performance during training programs and performance on job etc. For the internal candidate the above mentioned data play a vital role in recruitment.

Supply of outside candidates: CCL is a rapidly growing conglomerate and is always eagerly seeking talented men and women to join its workforce. Therefore, they strongly urge recent graduates and other interested individuals to apply for positions in the Sindh or Punjab region.

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Consolidated Chemicals (Pvt.) Ltd Recruitment in CCL is being done from under mention sources. 1. Internet (Organization Website) 2. College Recruiting 3. Referrals & Walk-ins 1. Internet: CCL has its website. The HR department collects the on-line information & CVs from competent & energetic people. The HR department keeps the record of that information’s for a large pool of candidates. 2. College Recruiting: It is adopted for the fresh executive (managerial) staff. CCL sends add to colleges and ask for the applications. 3. Referrals and Walk-ins: It is the mostly used for the first line supervisor and workers. The major advantages of the method are ⇒ Motivation of existing employees ⇒ Cheapest method of recruiting The requirement for any hiring is identified by concerned departmental incharge, which is communicated to Managing Partner. After approval, the position is advertised in the local newspapers. In addition, personnel having any reference may be directly contacted. The candidates are asked to submit their CVs/bio-data.

Recruitment of personnel ⇒ Every worker is hired according to Recruitment Policy. ⇒ Notice Boards are installed at the relevant locations for displaying relevant information. ⇒ Workers understand the calculations of wages & overtime

SELECTION AND TESTING Once a pool of candidate has been completed, the next stage is to select the best person for the job to achieve the organizational goal. The organization gives importance to solution process as the result of this process. The better performance of the employees Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd shows the better performance of organization, which can achieve its goodwill & vice versa. Further effective screaming leads towards cost minimization. Finally the organization gives this process importance to fulfill legal formalities also. The selection process varies according to type of post & candidate such as executive or non-executive fresh or experienced. These are explained as under

Executive: Experienced: For an experienced executive the selection process would be as under. ⇒ Gather back ground information ⇒ Academics performance ⇒ Experience Above-mentioned data used to find out the short listed candidates. And then call them for interview, after interviews the final decision is being made. The interview characteristics are: ⇒ ⇒ ⇒ ⇒

Un-structured Job-related Panel (for higher executive) Sequential (for middle & lower executive)

In-experienced: They are mostly come from the colleges directly. The process of their selection is as under: ⇒ IQ test (GMAT) ⇒ Group discussion ⇒ First screening interview The whole above mention activities are performed in a single day. Then the candidates are asked to go back. Then the short-listed candidates are informed. Candidates are short listed on the base of: ⇒ Academic performance ⇒ Performance in above mention activities The short listed candidates are then called for the second interview, May it be the final interview or there will be another one. Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd The characteristics of sequential interviews are. 1st Interview: ⇒ ⇒ ⇒ ⇒

Un-structured Not much job related To check the personal traits Panel interview (HR manager, GM, Head of Dep’t)

2nd Interview: ⇒ Unstructured ⇒ Job-related ⇒ Panel interview (GM, Director/CEO)

Non-Executives: They are not much qualified but professional skills are much important. The selection is being done on the following criteria. ⇒ ⇒ ⇒ ⇒ ⇒ ⇒

Academic performance Experience Back ground information Reference checks Interview (unstructured job-related) Most important is work sampling techniques

On the base of above mention data the head of Dept, GM and HR manager makes the final selection All hiring is being done on the base of Equal Employment Opportunity. There is no discrimination on the base of sex, religion, cost, nationality, age etc (The lower age limit is 18 year as per Govt. law) The candidate is initially hired on temporary basis for a 6 months probationary period after which his/her performance is reviewed and assessed by his departmental head. In case of satisfactory performance, he is hired on permanent basis.

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Consolidated Chemicals (Pvt.) Ltd

ORIENTATION AND TRAINING Orientation is a process to provide new employees the basic background information about the organization. Orientation typically includes the information on employees’ benefits, personnel policies, the daily routine, Organization operation and safety measures and regulations as well as the facilities tour. Knowing that the norms and values which are given as, ⇒ What are the traditions adopted by the organization? ⇒ What type of culture prevails in the organization? Affects the efficiency and effectiveness of employees to large extent, in order to minimize rather avoids reality shock. The Management spends a whole working day for the orientation, in which information about the norms and values, rules and regulations, traditions etc are provided. Further to facilitate the employees, they are taken to the sites, where people work and with whom they have to work. They are introduced with their head of Dept. also chance of socialized with their co-workers is provided. Further question & answers sessions are also held to remove their complications.

Orientation by Department: After the selection the head of Dept itself give the orientation to his sub-ordinates. He gives an overview of organization culture, but the duties & responsibilities of new employees in detail. First 2-3 days there is a not much/fully responsibility on the employee. ⇒ For the fresh employee (having no experience) there is 3 to 6 month training period. After it they are fully responsible for there duties. ⇒ For existing employees, there is continuous On Job Training by the supervisor and Head of Dept. they are prepared as inside supply of candidates for an upper level vacant post in future expected. Orientation provide the information about the followings Organization’s Culture The entire employee’s are introduced with organization’s culture. Organization’s values, norms and beliefs are discussed in detail. Employees are introduced with CCL image and its reputation in all over the world and the customs and traditions are explained to the employees.

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Consolidated Chemicals (Pvt.) Ltd Employee’s Introduction All the employees are introduced with other employees and their supervisors so they can know each other. The purpose of this practice is that, if employees know each other and they feel good to work with each other then definitely they will perform well and with ease. Company’s policies, rules and regulations, benefits, working hours, performance reviews, payroll system, vacation information, working conditions these types of issues are discussed in this content of the orientation. Contingency Training In this content employees are introduced certain contingent situations in which they have to respond immediately, like fire drill, safety issues, theft, robbery, to handle disputes among the customers. Employees are taught about precautionary measures, they should take during these critical situations. CCL considers it very important to discuss these sensitive and crucial matters on the very first day because these issues can happen at any time and employees must know how to handle these situations in advance, that’s why first orientation session is taken very seriously. This training session forms a base for all future training programs. Follow-Up Orientation Follow-up orientation is conducted after the 30 days of first orientation. This orientation is also a 45 minutes session having following contents: Revision First of all the contents of previous orientation are revised, to just have a bird’s eye view and to recall the previous learning or to make up trainees mind, or to start the orientation with something known by the trainees.

Training and Development In CCL: The Management strongly believe that employees are our supreme strength. Therefore, we strive to attract, retain and develop the best talent. Special emphasis in this regard is given to training & development of the staff. CCL not only boasts top-notch in-house training, but sending our employees for external training has also been our preference always. In this context, we have never left any stone unturned to avail external training being offered not only in the country but have also sent many employees for training abroad. The Human Resource Team at CCL make conscious efforts to set the workforce development strategy for the organization, assess current workforce characteristics and future needs by aligning the HR policies with organizational mission, strategic goals, and performance outcomes. Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd

The training personnel are busy round the year in designing & conducting excellent programmes at corporate level and especially for the Sales Team, which is not only trained on the basic product knowledge, but also on developmental managerial skills not only through pragmatic, interactive formal sessions but also through specially designed ‘Distant Learning Programme’. After joining by the new employee, Management initiates the orientation of employee. First gives the employee orientation on administrative policies, quality policy departmental structure and functions, and the concerned position’s responsibilities and authorities. The training is recorded on training form. The employee is then assigned specific tasks and assignments related to his position and given on-job training. During the on-job training, his/her performance is monitored. After completion of initial on-job training, it is recorded on the training form. The training form is maintained in the respective file.

Appraisal As it is obvious that performance appraisal is very important tool for evaluating the performance so in CCL it is conducted in a very careful manner. Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd

Immediate Supervisor: the responsible Person For this purpose the person or official who is in direct contact with employees and to whom the employees are under reservations is selected to assign the duty of appraising the performance. The administrative manger, unit head, For example, General Manger also make surprise visit. Moreover the immediate boss makes the performance appraisal in a very concise, precise and systematic way as given below. Defining the Job Properly: In order to avoid future problems the supervisors clarify from all aspects to employees what the performance level is expected from them and what would be the standard for their performance appraisal. Then in the light of definition of job performance appraisal is made. Feed Back: As without feed back performance appraisal remains fruitless. The keeping in mind performance appraisal, discussion and feed back session are held time-to-time for solving the problems.

Appraisal methods adopted by the CCL: In order to get better results CCL uses the combination of several methods and this technique is very successful in their organization. The most important method by them is ⇒ The MBO method ⇒ Critical Incident Method ⇒ Behaviorally Anchored Routing Sale. NOTE: In CCL performance appraisal is not limited up to formulation just. Rather based upon a reward system that is established for satisfaction providing appraisal as ⇒ Special increment ⇒ Promotions

Career Planning and Management: The company consistently monitors its employees and as far as the betterment of their career is concern, the company has a proper strategic plan through which it increases the skill level of its employees. The company offers training courses which focuses on Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd injecting skills and professionalism into employees. These courses held in the organization or outside organization and even abroad depending upon the course requirements. Regardless of the location of these training programs, the company pays all the expenses. The only focus is to improve the skills of their employees so that not only company can get maximum out of them but also employees can enrich their nature of job and life standard as well. Along with these training programs, the company make their employees fully aware of their job requirements so that they can develop a clear picture about at what they are good and bad. Indirectly the promotions also play a key role in employees’ job satisfaction.

PAY PLANS Employee compensation refers to all forms or rewards going to employee and arising their employment. CCL pays the employees according to their pay scales that are already Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd defined. At the end of each year the employee is also paid some raises and bonuses according to their contribution in the business. This contribution or compensation made by the company help to increase the motivation, devotion and efficiency of the employees in respect to their company. ⇒ Wages are paid as per industry trend and local labor laws ⇒ The company ensures that deductions from wages are not made for disciplinary purposes. ⇒ The composition of the salary is as follows:       

Gross Salary Basic Salary (75 %) House Rent Indexation Allowance (for workers having salary less than Rs. 4000) Attendance Allowance (for workers having salary less than Rs. 4000) Cost of Living Allowance Special Allowances

Deductions: ⇒ Loan Installments ⇒ Provident Fund ⇒ Employees Old Age Benefit Institution --E.O.B.I Benefits: The following benefits are being paid. EOBI Bonus Advance against salary Medical Allowance than Rs 5000)

5% of wages as per Company Policy up to one-third of salary 5 % of wages (for employee having salary more

Accommodation: The employees who belong to distant areas are entitled for accommodation at site. However, employees who are required to be at plant to meet exigencies are also provided accommodation at site. For detail, refer Housing Policy. Over time calculation Overtime is paid at a premium rate i.e. twice of ordinary rate of pay. Loans

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Consolidated Chemicals (Pvt.) Ltd The employee is given loans as per the loan policy mentioned in the Service Rules. The employees submit their application for loan approval to Accounts department. After the approval of the Managing Director the loan is granted to the applicant.

BENEFITS AND SERVICES Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd

At CCL each employee is like an important member of the family. Company wants to provide every individual a chance to grow and glow; to love and be loved, and to work as a well knit coherent team. CCL place immense significance on human values. CCL work philosophy revolves around best managed behaviors. We offer a truly congenial working environment to the employees, which foster creativity, team work, motivation and innovation plus respect for the individual. As a company par excellence, along with good and congenial working environment as well as a respect based open culture, we also provide various facilities to our employees like competitive compensation and the following lucrative fringe benefits, which enable us to enjoy the status of a ‘preferred employer’ among the industry : ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒

Group Life Insurance Hospitalization Insurance for the individuals and their dependent family members Out-patient Medical Allowance Contributory Provident Fund and Gratuity both at the same time Bonuses / incentives in addition to attractive annual increments Employees Old-age Benefit (EOBI) and Social Security services Subsidized meals, uniforms and transportation facility at Plant Periodical Medical check-up Compliance of all regulatory requirements under labor laws and Factories Act.

HR Department maintains records of working hours and overtime of workers. All employees are required to swipe the attendance card upon entering and exiting from their respective departments for the purpose of duty. The company provides one day off in every seven-day period.

Loan / Credit schemes ⇒ Loan & Advances policy is addressed in Service Rules and accounts are managed

accordingly. ⇒ Loan Records are available in accounts department. ⇒ Workers are also given advance against salary on recommendations of General Managers or Heads of Department, Personnel department and HR department.

Labor Relations: The organization keeps healthy relations with its employees. There good two-way communication methods are used as. ⇒ Every employee have the right to come to meet with labor officer for his problem

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Consolidated Chemicals (Pvt.) Ltd ⇒ If labor officer cannot satisfy employee, then employee can go to senior management for this problem. ⇒ There are placed the “Complaint Box” at different location in the organization that are only opened by the CEO randomly. ⇒ General monthly meetings are being held at Dept level in which head of Dept and first line supervisor meet to employee and discuss about the previous performance of Dept & individual performance. At the end the decisions are made to enhance the individual performance by facilitating the employees. ⇒ The organization arrange annual Sports Week in which tournament are held between management & workers and among the workers. The games include cricket, hockey, football and badminton. ⇒ The company treats all employees with respect and dignity, no employee is subjected to any gesture, language and physical contact that are sexually coercive, threatening, abusive or exploitative.

Formation of Workers Welfare Committee A workers’ welfare committee has been formed by the workers having nominations from all departments and consist of:  Administration manager  Worker representative  HR Manager T

The Company ensures that workers representative is not subject to discrimination by monitoring that nominations are not based on religion, region, race, cast, gender, disability, political affiliation and age.

Health & Safety Representative Manager HR has been nominated as Health & Safety Representative, responsible for health & safety for all personnel and for the implementation of health & safety requirements of this standard. Health & Safety Committee To ensure compliance of Health & Safety requirements and create awareness among all employees about H&S, the committee has been formulated as: ⇒ ⇒ ⇒ ⇒ ⇒

HR Manager Health & Safety Representative Safety/Security Officer Admin Manager

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Consolidated Chemicals (Pvt.) Ltd Health & Safety Training: Health & Safety training is scheduled as per Training Schedule. These sessions are arranged whenever needed for existing and new employees.

Responding Potential Threats to Health & Safety: Hazards Prevention: The company has provided measures for prevention of the potential threats to health & safety as: ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒

All fire-fighting equipment is regularly inspected Evacuation and Fire drills are conducted twice a year Emergency exits are clearly marked and accessible Adequate first aid supplies and trained first aid personnel are available on site to attend any emergency. In-case hospital treatment is required, the company arranges accordingly Fire Alarm is installed in M-I and M-II Emergency Lights are installed on emergency exits Protective health & safety equipment’s (gloves, masks, shoes, goggles, ear plugs etc) are available for use. Ventilation, Lighting, and temperature control are adequate. Evacuation Plans are available at the relevant locations; these plans show the closest emergency exit and indication of current position, Accident records are updated and reviewed in the management review meetings; Actions taken to prevent the recurrence are recorded. During the tests & real emergencies, handicapped employees are assisted to evacuate from the area Clean bathrooms are provided to both male & female workers. Potable water is provided to the workers Health & Safety policy, relevant posters, safety signs, work instructions, Internal & External emergency telephone numbers are displayed at the relevant locations

Activities during Emergency: In case of any emergency the following activities are carried out: Notification: Any body who sees an emergency situation should sound the nearest alarm button and / or inform to security staff / Time office.

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Consolidated Chemicals (Pvt.) Ltd Evacuation: ⇒ On hearing alarm, all employees will evacuate through emergency exits and gather at their respective assembly points. ⇒ Shift in-charge or any nominated person will take roll call at the respective assembly point. ⇒ Admin Manager will arrange emergency vehicle which will be parked outside Time Office in complete readiness during emergency. ⇒ On hearing central alarm, all employees will report back to their place of work and start work. Contacting outside agencies: ⇒ Admin Manager / Time Office member will call to external agencies for tackling the uncontrollable emergency situations. ⇒ External agencies contacts are available at time office, telephone exchange, notice-boards and main gate. Shut Down of Certain Utilities & Services: ⇒ Considering the nature of emergency, all utilities & services e.g. machines, Boilers, Generators or Electric supply etc are shut downed by the concerned personnel . Review of Emergency Preparedness & Response: ⇒ The initial details if the accident is reported by department /section head on accident notification report and submit it to HR department. ⇒ An investigation team comprising of HR Manager, Safety Officer and department head or his nominee will investigate major / critical incidents. Accident investigation report will include: o Analysis of the loss o Cause of accident o Contributory factors of accident o Impact assessment ⇒ Recommendations will be documented as: o Impact on Environment o Impact on Human o Preventive Maintenance o Back up of data/File o Contact Insurance Companies o Re-establish Utilities & Communications o Training needs (if any)

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Consolidated Chemicals (Pvt.) Ltd Re-establish Utilities & Communications: ⇒ During the disaster some of the utilities like electric, water, sewer, Telephone, Networks, etc may have shut down, these are to be restored by concerned personnel.

CONCLUSION During the analysis of their existing human recourse system we have seen that how they are applying the Recruitment process (from job analysis to selection of employees). And we have seen that company recruit all those persons those are eligible to his criteria whether they are internal or external. Once a pool of candidate has been completed, the next stage is to select the best person for the job to achieve the organizational goal. Orientation and on the job training will be arranged after the selection of employees and the newly hired employees are posted on temporary job of 6 months for their practices, and employees having satisfied performance will be permitted as permanent. The Management strongly believes that employees are our supreme strength. Therefore, they strive to attract, retain and develop the best talent. Special emphasis in this regard is given to training & development of the staff. CCL not only boasts top-notch in-house training, but sending our employees for external training has also been our preference always. Performance Appraisal conducted, and there are some key points that must be not changed and must be same in all the departments. In order to get better results CCL uses the combination of several methods and this technique is very successful in their organization .Performance evaluations of employees are demeanor after six months or sometimes after one year. In that evaluation employees must be meet some specific tasks like to achieve the objective of the company, achieve specific assign tasks, complete the given assignments, and fulfill management expectations. Salaries and wages are paid to employees according to industrial trend, and other direct and indirect financial payment and facilities are provided to the workers. The company ensures that deductions from wages are not made for disciplinary purposes. As Company has no HR System for implementation of HRMS. If company in future implements HRMS then they can gain benefit from it. The some of the benefits that they can get are given below:    

Reduction in Selection Cost Increase in Performance Very helpful for Employees Helpful in job Posting Hailey College of Banking & Finance

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Consolidated Chemicals (Pvt.) Ltd  Easily get filtered information about employees.

RECOMMENDATIONS During studying the Human Resource department, we conclude that this department is acting its duties efficiently and in an excellent order. It is quiet difficult to suggest such things to such an established organization in the area, we make a humble effort to give some recommendations to this well performing organization Regarding Existing HR System: ⇒ No doubt that the most important issue is that employees are the key assets of the company and if company pays more attention towards them then it will get optimum result so HR Planning in an Organization can play a very critical role. ⇒ Job Analysis should be done carefully. Selection should be made on the basis of merit. ⇒ Allocation of resources should be appropriate in an organization otherwise this may be very critical. ⇒ Performance appraisal should be done after every 3 months or maximum after 6 months before quarterly Financial Reports are issued. ⇒ As the training procedures are also very important to have qualified people on their jobs, special emphasis should be laid on to the management development part of the training programs. ⇒ It is the responsibility of the company to create a friendly atmosphere inside its company that will affect the efficiency of the workers and will improve the output of the company. ⇒ The company should think such plans that can enhance its manpower efforts. Regarding Existing HRMS: ⇒ Company should implement its HRM System to enhance performance and reduce work load that decreases both performance and earnings. ⇒ Company has Information Technology Department and with the help of this department company can develop its own software for HRM.

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Consolidated Chemicals (Pvt.) Ltd

ANNEXURE Recruitment: 1. What is the current situation of your organization, are you downsizing or rightsizing? 2. What is the strength of employees working in your organization? 3. From which area you recruit your employees? 4. What is your recruitment process? 5. What is the minimum and maximum age limit for different kind of employees? 6. What is your policy for those people who apply for a job which is less than their qualification or requirement? 7. When a new job is created weather you prefer internal resources or external resources? 8. What is the turnover rate of employees? 9. In which season, you usually recruit employees? 10. When some new type of technology is introduced, what is your policy about those employees whom you don’t, need after this change in technology? 11. Do you use new technologies (computer, artificial intelligence) to predict personnel requirement? 12. Have you made any recruitment chart? 13. On which media you advertise for any job required? 14. Do you consult any employment agency for recruitment? 15. Do you recruit people on internet? 16. Do you have any quota system and what are its criteria? 17. In what percentage and for what jobs, do you recruit minorities? 18. Do you give equal opportunity to all applicants and or you have some preference based on relationship reference or any other? 19. Many companies give less pay to old employees and give more pay to new employees at same post. Is it in practice in your company? If it6 is, why/ 20. How much you pay to overtime in percentage? 21. What are your standard working hours? 22. Do you follow place work plans or hourly plans? 23. Do you offer any team or group incentive program? 24. Do you give annual bonus to employees? And what is the eligibility or base of annual bonus? 25. Do you have any employees stock ownership plan and how much percentage of shares is reserve for employees

Training and Development:

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Consolidated Chemicals (Pvt.) Ltd 1. Have you any orientation program for the employees and what kind of instructions you give to your employees in this orientation? 2. Do you have any training program for your employees? 3. Do you have your own training instructors? 4. What is your training method and process? 5. Do you follow traditional or informal methods of training? 6. Do you use audio and visual aid or training? 7. What kind of laws and acts do you follow in the training process? 8. Do you have any training program for your current employees? 9. How you access that current employee need training? 10. Do you give any diploma or certificate to the people who complete their training? 11. How do you train your employees to work with other employees well? 12. Do you have any program to increase skills of your employees?

Benefits and Services: 1. Is there any reward for the persons who do something extra ordinary? 2. What is your policy toward employee vocation, such as holidays and sick leaves or underemployment issuance? 3. How many leaves you allow a person to officially take in a year? (Lateness, absenteeism, illness, pregnancy). 4. Do you provide any life insurance to your employees of your company? 5. What kind of benefits you give to your employees incase of death and serious injury during their service? 6. What is post retirement program in your organization? Is there any pension program in this regard/ 7. Do you provide food service to your employees within the organization and at what rates? 8. Do you have any fair price shop within your organization for your employees/

Safety and Health: 1. 2. 3. 4.

Do you have your own medical facility? Is it a hospital or a dispensary? What kind of medical services you provide to your employees? Is there any difference in the provision of medical services to the workers and the managers? 5. What are the safety measures you have installed in your company? 6. Do you give any recess or break to your employees during working hours and what is its time duration? 7. Is smoking prohibited or allowed in your organization? 8. What are your safety measures in case of fire? 9. What are your safety measures in case of fire? 10. How do you provide employee protection (first aid, safe tools, protective gloves, glasses, cloths etc).

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Consolidated Chemicals (Pvt.) Ltd

Labor Relationships: 1. Is there any labor union in your organization? 2. When was this union established in this organization? 3. How many members are there in the union? 4. Is union a burden on your organization or is it useful? 5. How many unions are there in your organization? 6. Is union powerful enough to have an effect on your policies and planning? 7. How are your relationships with union leader? 8. After how much time union elections are held? 9. What kinds of things attract the employees to join the union? 10. How well collective bargaining process is in practice in your organization? 11. Is this bargaining a good faith bargaining or something like (surface bargaining, inadequate concession, imposing conditions.) 12. do you use any third party to assist in the bargaining process/

Communication: 1. What kind of communication system you use? 2. Do you have internet technology in your organization like intranet extranet etc? 3. Have you any communication system with other industries of your kind?

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