Kohinoor Millls Limited

KOHINOOR MILLLS LIMITED COMPANY PROFILE Kohinoor Mills Limited was incorporated as a Public limited Company on December 21st, 1987 and is located at 8th K.M., Manga Raiwind Road, District Kasur. The Company produces greige cloth from cotton, blended and synthetic yarns.The project was initially established with 48 Sulzer Ruti shuttle-less looms of 153" width from Switzerland with modern ancillary machinery to produce high quality fabric for export markets.Further expansions saw the installation of an additional 96 Tsudakoma air jet looms from Japan in 1990 and a third shed comprising 60 state of the art Picanol Omni 340 cm wide looms was installed in July 1998.In 2000-2001 old 48 Sulzer Ruti looms were replaced by 48 lated Picanol Omni Plus 380cm looms. In addition to that latest Picanol Omni Plus Jacquard Looms were also added.The entire manufacturing process from warping to fabric inspection is monitored through an on-line process control system from Barco. The marketing strategy is to explore new markets.

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I NTERVIEWER ’ S

NAME :

SOHAIL

Interviewees name: MR. MUHAMMAD FAHAD KHAN Job Title: Marketing Manager Job code: 55 Reports to: Vice President Grade:

BPS

17

Department: Marketing Status: Male Location: Gujranwala, Pakistan GENRAL SUMMARY Responsible for developing and maintaining marketing strategies to meet organizational objectives. Evaluates customer research, market conditions, competitor data and implements marketing plan changes as needed. Oversees all marketing, advertising and promotional staff and activities.

R ESPONSIBILITIES : 1|Page

•

Responsible for the marketing of professional online recruiting services tailored exclusively to the sales and marketing industry.

•

Demonstrates technical marketing skills and product knowledge of Awan Garments Company Sales Recruiting System.

•

Develops annual marketing plan in conjunction with sales department, which details activities to follow during the fiscal year, which will focus on meeting organizational objectives.

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To manage the Marketing Department Budget. Delivery of all marketing activity within agreed budget. Direction of marketing staff where budgets are devolved.

•

To manage all aspects of print production, receipt and distribution.

•

The achievement of frequent, timely and positive media coverage for Awan Garments Company and its programs across all available media.

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Managing the entire product line life cycle from strategic planning to tactical activities.

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Specifying market requirements for current and future products by conducting market research supported by on-going visits to customers and non-customers.

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Driving a solution set across development teams (primarily Development/Engineering, and Marketing Communications) through market requirements, product contract, and positioning.

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Developing and implementing a company-wide go-to-market plan, working with all departments to execute.

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Analyzing potential partner relationships for Awan Garments company.

E SSENTIAL F UNCTION

AND

D UTIES

•

Demonstrate ability to interact and cooperate with all company employees.

•

Build trust, value others, communicate effectively, drive execution, foster innovation, focus on the customer, collaborate with others, solve problems creatively and demonstrate high integrity.

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Maintain professional internal and external relationships that meet company core values.

•

Proactively establish and maintain effective working team departments.

relationships with all support

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J OB S PECIFICATIONS : Required knowledge, skills and Abilities. •

Experience with enterprise software solutions and large, complex organizations.

•

Extensive experience in all aspects of developing and maintaining marketing strategies to meet organizational objectives.

•

Strong understanding of customer and market dynamics and requirements.

•

Willingness to travel and work in a global team of professionals.

•

Proven ability to oversee all marketing, advertising and promotional staff and activities.

•

Computer and internet knowledge are necessary.

•

Minimum Education: Master’s in Business Administration.

•

2-4 years of marketing experience in the Garments industry.

•

Physically and mentally fit.

INTERVIEWEE

NAME : NOOR-UL-AIN SHAH

I NTERVIEWER

NAME : MR. AMIR IFTIKHAR AHMAD

J OB

CODE :

A06

J OB

TITLE :

H.R Director

D EPARTMENT : Human Resource Management S TATUS : Male L OCATION : Lahore

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The Human Resources Director guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. The major areas directed are: •

recruiting and staffing;

•

organizational and space planning;

•

performance management and improvement systems;

•

organization development;

•

employment and compliance to regulatory concerns;

•

employee orientation, development, and training;

•

policy development and documentation;

•

employee relations;

•

company-wide committee facilitation;

•

company employee and community communication;

•

compensation and benefits administration;

•

employee safety, welfare, wellness and health;

•

charitable giving; and

•

Employee services and counseling.

The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CEO and serves on the executive management team; and assists and advises company managers about Human Resources issues.

P RIMARY O BJECTIVES : •

Safety of the workforce.

•

Development of a superior workforce.

•

Development of the Human Resources department.

•

Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.

•

Personal ongoing development.

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H UMAN R ESOURCES D IRECTOR J OB D ESCRIPTION C OMPONENTS •

Position Description and Primary Requirements. (You are here.)

•

Essential Functions: Department Development, HRIS, Training and Development, Employment, Employee Relations.

•

More Essential Functions: Compensation, Benefits, Law, Organization Development.

•

Required Experience, Education, Skills and Working Conditions Described.

J OB

SPECIFICATION

•

Excellent communication skill and people management skill

•

HR management experience of working in multinational manufactory environment.

•

At least 5 years working experiences or above in HR Manager positions

•

Strong negotiation, influencing and interpersonal skills

•

Energetic and self-esteemed

•

Good skills on HR advanced tools is preferable

•

Core competencies: Business Acumen, Counseling and Coaching, Team Building,

•

Change Management

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R EPORT We have conducted the interviews of different interviews of different professional the purpose behind this is to get keen knowledge about their job responsibilities and their job specifications for this we have design an questionnaire for taking an interview of an profession. This questionnaire contains different questions about their job responsibilities and also contains the questions about their job specifications. All the members of my group perform this activity on his or her own behalf. while taking an interview of different profession we ask these questions and analyze that what are their main responsibilities and what are the level of knowledge, skills and abilities requires to fulfill the job tasks after taking their interview we are able to design an job description and job specification of the job necessary for acquiring the efficient and potential candidate for the job. The job descriptions and job specifications are attached with this report this activity also enable us to design the newspaper add. After this interviews we have find that what abilities we should have for a job.Our group member named Amir Ghafoor has conducted the interview of Mr.Adeel the recruitment officer.

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INTERVIEW QUESTIONAIRE

MANAGER H.R.M

Q.1. W HAT

MAKES YOUR COMPANY AN ATTRACTIVE EMPLOYER FOR

JOB SEEKERS ?

M R . M UHAMMAD F AHD K HAN :

Our most valuable asset is our people. We encourage creative approach at the workplace and hence giving our people a thriving environment to practice creativity and innovation and discover their hidden talents. Employee skill development and learning is an integral part of our culture.

Q.2. WHAT

IS YOUR POLICY ON WORK-LIFE BALANCE AND HOW DO

YOU ACHIEVE THIS BALANCE YOURSELF?

: We encourage our people to work smart, finish it off right at 5pm and than go home spend time with friends, families and energize social life. Occasionally we arrange company wide sports activities to build a healthy competition among the teams and to build long lasting relationships.

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Q.3. DO

PAKISTANI UNIVERSITIES ARE CREATING AN EFFECTIVE TALENT POOL AND WHAT IS YOUR COMPANY STRATEGY TO ATTRACT THE BEST TALENT IN PAKISTAN? YOU BELIEVE THAT

: Our educational institutions need a 21st century vigilant attitude, they need to develop their curriculum as per the needs of the industry and develop 21st century workplace attitude and behavior in their students. This can only be done when they build relationship with the industry. Today’s challenges requires today’s educational programs and educational institution should evolve themselves with the pace of change. Presently we are working on cultural transformation programs and our organization culture is attracting the talent and will attract the talent in future too. Textile sector has lot of potential and growth opportunities and growth only comes when we break our comfort zone.

Q.4. DUE

TO ROUGH ECONOMIC SITUATION AND SOARING PRICE RISE

HOW DOES YOUR COMPANY DEAL WITH KEEPING ITSELF COST EFFECTIVE AND ATTRACTIVE FOR JOB SEEKERS?

: Right sizing and right mixing of the people in the organization is the key in today’s fast pace world. Yes, time is really very tough we need to get out of self denial state and that is fairly quickly. Like the Silicon Valley way; fail, fail quickly and move on. Our out of the box thinking approach and business process re-engineering is giving us good results.

Q.5. WHAT

ARE THE PRINCIPLES OF YOUR SUCCESS?

: Inspiration, Motivation and Positive Thinking!

Q.6. CAN

ONE BE CERTAIN TO IMPLY THAT WORKFORCE SHOULD MAKE

NO EMERGENCY PLANS CONSIDERING THE HEAVY JOB CUTS BY THE COMPANIES?

: The only plan one can have is to stick what he is doing no matter how rough and tough the conditions are. Unnecessary and untimely job changes in recession will be counter-productive.

Q.7. AS FAR AS INDUSTRY LINKAGES ARE CONCERNED DO THAT INDUSTRY WILL CONTINUE TO SUPPORT ACADEMIA?

YOU FEEL

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: Yes of course. This is the only way to place our country in the top 10 growing economies of the world. We both should be working on developing business incubation centers which will eventually bear fruits in the long run.

Q.8. HOW

WOULD YOU RATE SUCCESS AND IMPORTANCE OF ONLINE

RECRUITMENT FIRMS SUCH AS

ROZEE.PK?

: Rozee.pk is fairly successful in Pakistani market, however there new players coming up in the market with value added services so you need to come up with competitive packages. As far as online job websites importance concerned, in my opinion they are really helpful in finding the potential candidates due to fast processing and customized online job postings.

Q.9. H OW RECRUITMENT PROVIDED

ROZEE HELPED YOUR FIRM REGARDING I . E . H AVE YOU TRIED ANY RECRUITMENT TOOLS ROZEE E . G . J OB F AIRS /J OB P OSTINGS /CV

HAS

BY

S EARCH ? : We have tried search and job postings tools and they have helped us a lot especially the key account team members are vigilant in their service delivery and good subject matter expertise. Since the available pool is lacking the requisite skill set this poses a great challenge, I suggest you should add behavioral and attitude testing mechanism with your website which will optimize our initial screening of candidates.

Q.10. TELL

US ABOUT YOUR EDUCATIONAL LIFE?

: I am an MBA in HRM, Certified Human Resource Development Professional and done several courses in employee development, organization development, performance management.

Q.11. WHAT

IS YOUR SECRET OF SUCCESS IN LIFE?

: Inspiration, Motivation and Positive Thinking! I have founded www.thewisenutrition.com. It is a platform for all those seeking these three things and the knowledge is available in the local and international context both and above all it is free.

Q.12. WHAT APPLICANT?

ARE THE BIGGEST TURN-OFFS IN AN INTERVIEW/A JOB

: When a job applicant is unable to express him/herself and does not have career goals.

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Q.13. ANY

GOOD ADVICE YOU WANT TO GIVE FOR OUR JOB SEEKERS

WHO WANT TO JOIN

HR

FIELD AND OTHERWISE?

: Those who are looking for a job first need to define their career goals, what they want to

become, not what they want to earn. They need to wish for skills not for fewer problems. Money is the byproduct of hard work. It comes with the passage of time. Those who want to join HR field should tighten up their belts because Pakistani HR professionals have lot to do not only in their career but also in their social lives. They need to have positive mind set and should be able to take the pain while bringing the change. We have 53,211 registered companies in our country in different industries, very few have HR department setup, so reach out to them and add value and grow.

ASSISSTANT H.R.M Q.1. WHAT MAKES JOB SEEKERS?

YOUR COMPANY AN ATTRACTIVE EMPLOYER FOR THE

M S . S HAMA S AGHIR : It is heartening to know that despite the global economic crisis which has squeezed the life out of many companies, including the IT sector in Pakistan, i2c Inc continues to grow. We are experiencing significant growth in business and employment opportunities and are always on the lookout for talented people to join our team. 1|Page

We offer a challenging and rewarding career to individuals who have a passion to excel and can deliver in a fast-paced, team-based environment. Our management culture fosters open communication and flow of ideas throughout all levels of the organization. The proven strength and speed of our team-based culture contributes directly to the success and agility of i2c. The diversity, talent and expertise of our employees drive success in all areas of our business, and keep us on the cutting edge of opportunity. And that, in my opinion, makes us a very attractive destination for both fresh as well as experienced job seekers.

Q.2. WHAT

IS YOUR POLICY ON WORK-LIFE BALANCE AND HOW DO

YOU ACHIEVE THIS BALANCE YOURSELF?

Work is an end in itself, but for a fulfilling life, one should also be able to have time for their nonprofessional and leisure activities. Overburdened and overworked employees are not the best performers. We try to create very supportive work environment for our employees and try to resolve employee issues in a way that enables them to create a healthy work-life balance as well as fulfill their worth to the company.We can also boast of very generous employee benefit programs that make us stand out from other players in the market. Some of the attractive features of our employee-oriented policies include To achieve work-life balance, I think, you have to learn time management and set priorities in your life. If you know your priorities and manage your time well, you should be able to strike this balance.

Q.3. DO

PAKISTANI UNIVERSITIES ARE CREATING AN EFFECTIVE TALENT POOL, AND WHAT IS YOUR COMPANY’S STRATEGY TO ATTRACT THE BEST TALENT IN PAKISTAN? YOU BELIEVE THAT

: I think that the Pakistani universities need to craft their curricula and courses to meet the demands of not only the present but also the future markets. This will take more than churning out the graduates who are content with merely trying to follow and mimic the best industry practices they read about in books. The institutions of higher education should understand the higher priorities of producing the leaders and workers of this information age. This requires development of creative minds with keen analytical skills. The universities should also invest more time and effort to groom the

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overall personalities of their graduates to make them more effective in the workplace and in life at large. Finding the best person for the job is always a challenge. We have been recruiting a number of people through online portals and employee referrals. We have also been recruiting directly from the universities, and intend to pursue this avenue more vigorously in the next quarter by broadening our search for fresh talent to a number of top schools in the country.

Q.4. DUE

TO ROUGH ECONOMIC SITUATION AND SOARING PRICE RISE,

HOW DOES YOUR COMPANY DEAL WITH KEEPING ITSELF COST-EFFECTIVE AND ATTRACTIVE FOR JOB SEEKERS?

M S . S HAMA S AGHIR : We believe in innovation and leadership – the qualities that have helped us maintain our growth and undertake expansion even in these bitter economic times. We have over a hundred positions open at the moment, which clearly shows our growing business needs and highlights our achievements. This positive outlook, coupled with our excellent working environment, competitive salary packages and first-rate employment benefit programs, has made us the first choice for job seekers.

Q.5. HUMAN RESOURCES ARE THE FIRST CAUSALITIES OF AN ECONOMIC SLOWDOWN. WHAT IS YOUR COMPANY STRATEGY TO WITH THIS CHALLENGE?

DEAL

The human resources are the most valuable asset a company has. They’re like the life-blood of an organization. We expect our resources to pursue continued professional development to stay on the top in this highly competitive and demanding market. The fate of an organization and that of its workers are intertwined, and I think our resources understand that. This is one of the reasons that while others are busy trying to manage their lay-offs, we continue to invite more talent.

Q.6.AS FAR AS INDUSTRY LINKAGES ARE CONCERNED DO THAT INDUSTRY WILL CONTINUE TO SUPPORT ACADEMIA?

YOU FEEL

: If it is serious about improving its long-term business prospects in a knowledge-based economy, the industry should not only retain its links with academia but strengthen them. Otherwise, the industry will be faced with a dearth of workers with the right skill sets to propel its future growth.A partnership between academia and the industry is a win-win for all and is 2|Page

absolutely crucial in producing graduates who are marketable and are ready to hit the ground running.

Q.7. H OW

WOULD

YOU

RATE

SUCCESS

ONLINE RECRUITMENT FIRMS SUCH AS

AND

IMPORTANCE

OF

ROZEE.PK ?

: Online recruitment firms are certainly going to play a major role in a digital world. What we are witnessing is just the beginning… Rozee has proven itself the number one job portal in Pakistan. It has done an excellent job in building a relationship between various market forces and bringing the employers and prospective employees together. As the economy expands and gives birth to new employment opportunities, the job seekers will increasingly look toward recruitment firms like Rozee.

Q.8. HOW HAS ROZEE HELPED YOUR FIRM REGARDING RECRUITMENT I.E. HAVE YOU TRIED ANY RECRUITMENT TOOLS PROVIDED BY ROZEE E.G. JOB FAIRS/JOB POSTINGS/CV SEARCH? : We have been using the Rozee portal for two years now, and have also participated in the job fairs arranged by Rozee. Our booth at the last Rozee job fair generated very high interest and attracted more online traffic than any other booth. As I mentioned earlier, we are trying to fill over a hundred vacant positions, and, naturally, that is something that engages people’s attention. We also made sure that a facilitator is always present at the booth to guide the job seekers. We appreciate the platform that Rozee has provided us to demonstrate our success and potential, and reach out to a very large audience in the job market. We hope that Rozee will continue to play its important role, and look forward to strengthening our mutually beneficial relationship.

Q.9. TELL

US ABOUT YOUR EDUCATIONAL LIFE.

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: I was a pretty good student. I was also always conscious of the fact that there is more to learning than memorizing course books. I actively participated in the extracurricular activities, and strived for a healthy balance in my student life.I have a Master’s degree in Business Education from the University of the Punjab. It could be interesting to note that at that time, HR Management was being offered as a course and not as a full-fledged specialization. We could specialize either in marketing or finance. It is good to see the educational institutions finally catching up with the global trends in realizing the value and potential of HR Management. I also feel that a person’s education doesn’t end with his or her final degree. In my professional life, I had had the invaluable opportunity to be a part of the development and evolution of many new HR processes at the companies I have been with. I also consider it an excellent continuing learning experience.

Q.10.WHAT APPLICANT?

ARE THE BIGGEST TURN-OFFS IN AN INTERVIEW/A JOB

: The biggest turn-offs are the candidates: - Who do not have well-defined objectives in life or career - Whose knowledge about life and profession has been borrowed exclusively from books - Who do not have well thought-out ideas and opinions of their own.

DIRECTOR H.R.M . .1. W HAT JOB SEEKERS ?

MAK ES YOUR COMPANY AN ATTRACTIVE EMPLOYER FOR

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M R . A AMIR I FTIKHAR A HMED : Strategic Systems International (SSI) is an attractive employer because our employees get the best available exposure in terms of their career growth. We provide world class software development services to software companies, technology consultants, online businesses, and enterprises. With offices and partners in the USA, Europe, Middle East and Asia, we serve a growing list of clients from the Fortune 500 to entrepreneurial startups. Moreover, working under SSI’s management and technical teams that consist of professionals with international educational and work experiences across broad industry and functional domains is an enriching opportunity to grow professionally. Our experiences span financial, manufacturing, healthcare, and services sectors – in a variety of domains. Our technical prowess comprises design and development as complex as large scale highly analytical software applications.SSI provides competitive salary and benefits for its employees and comprehensive health benefits. We encourage each employee to pursue professional development opportunities, and maintain proactive programs to promote the development of management and technical skills through an aggressive training program. This includes employee certification programs. Several other initiatives such as our Mentor Program encourages employees to select their own mentor within the organization to provide ongoing support and advice. Tech Talk provides a participatory forum to exchange views and ideas on business and technical issues, and keep employees in touch with current initiatives within the company.

Q.2. WHAT

IS YOUR POLICY ON WORK-LIFE BALANCE AND HOW DO

YOU ACHIEVE THIS BALANCE YOURSELF?

: At SSI, we make sure people are not pushed hard on their job so as to affect their personal lives negatively. Our HR offers advisory/counseling in helping our colleagues manage this balance. SSI enjoys a good repute among the industry resources for its comfortable stance on this issue.

As far myself, I spend substantial time planning my work and also personal life. Otherwise work-life balance can not be achieved. But most important is to be able to attach due importance to any responsibility, be that job related or personal.

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Q.3. DO

PAKISTANI UNIVERSITIES ARE CREATING AN EFFECTIVE TALENT POOL AND WHAT IS YOUR COMPANY STRATEGY TO ATTRACT THE BEST TALENT IN PAKISTAN? YOU BELIEVE THAT

: Yes, many universities operating in Pakistan are offering quality education and we can safely term their output as meeting industrial standards. We focus on picking up the best from the market, be that fresh graduates from the top of the line universities or experienced hand working with good organizations. Depending on the requirement we carry out on campus hiring, using university alumni portals through references of our on job employees to selecting best CV from the job portals. I firmly believe in Industry-Academia linkage which can create many synergies and Pakistan’s IT industry must explore such opportunities.

Q.4. DUE

TO ROUGH ECONOMIC SITUATION AND SOARING PRICE RISE

HOW DOES YOUR COMPANY DEAL WITH KEEPING ITSELF COST EFFECTIVE AND ATTRACTIVE FOR JOB SEEKERS?

: SSI believes in sharing the benefits from business with its employees; in the form of salary and benefits and other incentives. We believe our employees are our true assets. So we take good care of them and also ensure that their value increases day by day through our employee development programs, trainings, other forms of learning and practical exposure.

Q.5. WHAT

ARE THE PRINCIPLES OF YOUR SUCCESS?

: SSI as a member of IT industry believes in the following principles which form essential part of its mission:• Enabling holistic and sustainable solutions to challenging problems through integrated, best in class people, process, and technology. • Meeting or exceeding our customers’ needs through timely delivery of high quality software

and services; and to help increase their productivity and profitability. • Truly collaborating with our clients and seamlessly delivering best-in-class products and services to their marketplaces as one with their own internal teams • Providing a world class environment for our people where they can learn and prosper; we believe that satisfied and motivated people are the key to our customers’ and our success. • Striving for continuous improvement in our processes and methodologies; and to foster continuous learning in technology and functional domains. 1|Page

Q.6. HUMAN RESOURCES ARE THE FIRST CAUSALITIES OF AN ECONOMIC SLOWDOWN. WHAT IS YOUR COMPANY STRATEGY TO WITH THIS CHALLENGE?

DEAL

: I believe this approach does not work in knowledge companies. Our employees are our

knowledge resource and they are the last option to be dispensed with under a situation like economic downturn.

Q.7. AS FAR AS INDUSTRY LINKAGES ARE CONCERNED DO THAT INDUSTRY WILL CONTINUE TO SUPPORT ACADEMIA?

YOU FEEL

: As I said earlier, I firmly believe in Industry-Academia linkage which can create synergies and Pakistan’s IT industry must continue to explore many other opportunities. If we follow from the examples of the developed countries there are many lessons to learn and practice for the industry in Pakistan. We can also learn from the examples of some developed countries who managed well during the global slow down of the recent years.

Q.8. HOW

WOULD YOU RATE SUCCESS AND IMPORTANCE OF ONLINE

RECRUITMENT FIRMS SUCH AS

ROZEE.PK?

: I believe Rozee has grown by strides and benefited the industry a lot by bringing together the resource and the demand. I believe these firms have accelerated the recruitment/ selection process considerably and should focus more on improving their role in selection process for the companies using their services.

Q.9. HOW HAS ROZEE HELPED YOUR FIRM REGARDING RECRUITMENT I.E. HAVE YOU TRIED ANY RECRUITMENT TOOLS PROVIDED BY ROZEE E.G. JOB FAIRS/JOB POSTINGS/CV SEARCH? : Yes, we regularly try tools offered by Rozee and find these tools to be user friendly and also productive.

Q.10. TELL

US ABOUT YOUR EDUCATIONAL LIFE?

: After graduating in 1989 from UET, Lahore I started my career as an Electrical Engineer with the industry and spent seven years with both public and private sector. I decided to do my MBA from IBA, Punjab University and completed in 1988. While serving SMEDA (Small and Medium Enterprises Development Authority) went on a scholarship for Masters in International Development Studies from Japanese Policy School in Tokyo and completed it in 2004. Afterwards, I also did my Professional Diploma in Human Resource Management from Pakistan 1|Page

Institute of Management and currently I am writing my Final Year report for my Masters in Human resource Management from University of the Punjab, Institute of Administrative Sciences.

Q.11. WHAT

IS YOUR SECRET OF SUCCESS IN LIFE?

: I believe in myself after believing in Allah. I adopt focused approach in any thing I do. I put in dedication and passion towards my job, practice smart work, am always eager to learn, enjoy my assignments, like to work hands on (and I am never shy of doing it ), if I find time.

Q.12. WHAT APPLICANT?

ARE THE BIGGEST TURN-OFFS IN AN INTERVIEW/A JOB

• MExceeding limits of confidence and entering what we call self praise/boasting and arrogance • Ignoring the mood/questions of the interviewer and beating about the bush.is-statement or you may call it lying.

Q.14. ANY

GOOD ADVICE YOU WANT TO GIVE FOR OUR JOB SEEKERS

WHO WANT TO JOIN

HR

FIELD AND OTHERWISE?

: HR like many other professions is a field that requires passion and dedication. Challenging if one wants to relate real life situations to policy work and is able to analyze linkages between work environment / culture and motivation. People who can not stand pressures and can give in for an unfair treatment to employees should spare this profession. In my opinion it is more of a service than a conventional meaning of profession.

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Data distribution system of Kohinoor mill of four departments

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finish & pack performance appraisal Ma Attract customer keting & merchandise Purchase order

attract customer

Sales

Send raw material control sales

Plan and po

Operation Delivery of finished goods to customer Reject sales order notice Invoice

Customer

Statement Payment by customer

Distribution s

Customer order Planning & controlling Prepare cut order plan Plan material requirement Purchase material Control operation

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