For Professional And Technical Jobs:
- Advertising
- Employment Agencies
- Executive Recruiters
- Referrals
- Walk Ins
For Sales ,Office and plant Personnel
- Advertising
- Employment Agencies
- Referrals
- Walk Ins
Chapter # 05
Employee testing and selection
For the selection of management they check the person by using following types of tests like:
-
Intelligence test: - The HR management tests, the person’s mental ability whether he/she can do this job according to the requirements of the particular job.
-
Graphology: - To check the behavior of the person and personality.
-
References: - To check the work experience and past behavior during the related job.
-
Management Games: - They engage the person in the hypothetical situation and candidate is asked to take decision e.g. how much inventory we should keep in stock. In this way the company check the person’s ability to take decision.
And for the selection of Technical or lower level employees they check the following techniques;
-
Test of motors and physical abilities: - As the technical employee require physical and motor abilities. For this purpose the company check the employee’s static strength (lifting weights), Dynamic Strength (Pull-ups) and stamina.
-
References: - To check the work experience and past behavior during the related job.
Ch#6 interview
The H.R Manager Mr. Aleem Dani said that before starting the interview we create a rapport. He said that during interview we check the analytical ability of the employee, communication ability, and maturity and only use these for the selection of only management people. They use the following techniques
-
Nondirective interviews: - HR managers ask the candidates questions according to the situation.
-
Penal Interview: - In which the interviewers ask questions to the candidate who apply for the managerial positions (Marketing, finance, Accounts, Research and Development) and analyze him/her and at the end they select the person, which is acceptable for penal.
-
Stress Interview: - The H.R Manager Aleem Dani said that he don’t ask stress question to the candidates but the other members in the penal ask such questions to test the candidates from different aspects. This type of interview, we usually use for Marketing people.
-
Appraisal Interview: - The H.R Manager said that after appraising an employee the supervisor discuss the rating with the employee to see whether employee is satisfy with rating or not.
Ch#7(tahir)
Training and developing employees:
The HR manager said that after selection of candidates, first of all we make an employee orientation program in which they explain the matters as working hours and vacations, culture. Employees are introduced to his/her supervisor, and then explain the exact nature of the job. The HR manager said that we mostly take experienced people but if we select a candidate who is not trained then we use the following training techniques:
-
On the job training :-In which employees are trained by actually doing the job. When a person is going to retire especially at management position then we hire a new candidate for that position, one month before the retirement of that employee so that new employee can be trained by that person.
-
Instruction training: -As the company’s most jobs are of sequential nature such as (wash the wool, dry, cardin, sliver, bump, cardidtops, yarn, then cloth) for this purpose they use job instruction training.
(tahir)Ch#9 Appraisal Performance at Lawrencepur (scan form):
In Lawrencepur the appraisal performance is accomplished in such a way that first of all a person from HR department appraise the performance of the employee then it is reviewed by the department Head of that employee. If the head of that department is agreed then it is evaluated by Divisional Head/GM.
For Top Management the HR Management use: -
-
Graphical Rating Scale Method (as indicated attached appraisal form).
For this purpose they use the following rating scales.
-
Outstanding (81-100%)
-
Above Average (61-80%)
-
Average (41-61%)
-
Below Average (31-40%)
-
Poor (0-30%)
For Lower level employees the first of the supervisor appraise the employee, and then it is reviewed by departmental head (Ask by Asif Rao about the form).
Appraisal form is attached.
Ch#11 Establishing pay Plans at Lawrencepur:
Pay Plan at Lawrencepur is according to the established scales of the company. They have already set pay plans for candidates coming from different institutions like PU, (Lums), IBA Karachi and other private institutions.e.g Mr.Dani said that the ‘MBA’ candidates that are from any private institution will get starting pay of Rs.4000/ but candidate from PU will get about Rs.9000/. He said that we also bargain with the new employee to set pay. Mr.Aleem Dani said that we have ten different motivational grades e.g. Engineer, senior engineer, and senior engineer officer etc. and difference of pay between these levels is very small, these are only for motivation.
For both lower level and for management people they use:-
- Classification or (grading) method.
Ch #12 Pay For Performance And Financial Incentives at Lawrencepur:-
The company managers at Lawrencepur believe that giving special incentives and bonuses to employees could be helpful in employees’ motivation. The HR manager said that to motivate employees we have established different scales as described above for incentive purposes. When we promote an employee to next level, although the difference of pay between these levels may be very low but employee feels him at upper level.
Pay For Performance And Financial Incentives for operative employees at Lawrencepur:-
-
Guaranteed piece work plan: At lawerancpur for operaticve employees there is basic pay and if the employee exceed the required standard then he will be paid extra financial incentive e.g At lawencepur each should have to prepare two suits in a day but if he prepare more than two suits then he will be paid extra Rs 100 per suit. The management thinks that this incentive plan causes to increase the efficiency of the worker.
-
Annual bonuses: The management says that if profit of the company increases the predetermined profit standard than employees awarded annual incentive to motivate the employees.
Incentive for Sales people:
-
Combination plan: For the sales people the company uses the combination of basic pay and commission (5% per suit) because management think that in this way employees are safe in getting basic salary and are motivated through commission pay.
Incentives for Management people:
Annual bonuses: The Company awards a certain amount of bonus i.e. 45% of extra profit to management and other will be given to lower level employee and retained in the company.