1968

Chapter # 1: Introduction of the Project

1. Purpose: -

The purpose of this project enables me to understand the Human Resource Management and shows practically how every step is organized and how an organization is run in a systematic way using the core functions of the Human Resource Management. It also helps me to understand the functional areas of an organization that enables it to run successfully in the world of competition. Such sorts of activities are very much helpful for the sake of students in different ways; it helps them to understand the subject more clearly and efficiently as the students are able to see practically what they had studied in their course. Secondly it makes the subject more interesting and the students are not bored. Further it helps and teaches the students how to communicate in a professional way and they, with the help of such activities can make there communication more effective and professional which helps a lot in their future when they go in the market for job search.

2. Selection of the Company: -

I had selected a national company named as “Sabro”. It is electronics based company which means that it manufactures different electronics products including a wide range of air conditioners and home appliances such as televisions, DVD players, microwave ovens geysers and stabilizers. The main reason to choose Sabro to work is that Sabro is the first and only company of Pakistan who is manufacturing a single product line very successfully and is having a great number of motivated and skilled employees which shows the strength of their Human Resource Department. Secondly, it is the first company in Pakistan that started on its own dealing in air conditioners and different home appliances. They were the pioneers who brought the concept of air conditioning system in Pakistan. Since 1968 till now, Sabro is running very effectively and it was a great owner for us to have the privilege to work on Sabro and seek out that how they had managed such a unique and successful environment that is still in progress.

3. Scope of study: -

The scope of this project shows how a company (Sabro) has built up its Human Resource Department and had covered the areas including how the recruitment is done, what are the methods of recruiting, how do Sabro train its employee, what are the evaluation criteria, what are the compensation structure of Sabro, What are the policies of Sabro and what is the SWOT (strength, weakness, opportunity, threat) analysis of Sabro.

Chapter # 2: - Brief Introduction of the Company;

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“Sabro group of companies”, the biggest Air-Conditioning manufacturer in Pakistan having biggest product range in South East Asia. The history of manufacturing air-conditioning equipment in Pakistan started some thirty-nine years ago when three brothers “Ashiquue Ali, Sadiq Ali Rayee and Muhammad Siddiqui” assembled their first equipment by designing their own bits and pieces and achieved considerable success. The effort continued for some time and as usual the pioneers in any human endeavor, the hard work pay in the end. The company was formed in 1968 and the first ten years were the hardest to survive with the foreign competition in the local market. But the hard work continued with the development in the manufacturing process, offered by the team of three brothers were very much need at those times, such as, the late sixties and the early seventies trend of air-conditioning cinema buildings boosted the overall sales of the air-conditioning industry. The beginning was tough but firm determination ultimately paved the way for success. Today, Sabro air-conditioning company is considering being the pioneer and the biggest manufacturing organization in Pakistan.

Since the past few years, Sabro has been test exporting to the Middle and Central Asian countries and is directly facing the Japanese as well as the American competition. In Pakistan “SABRO” is not the only logo that has been the leader for the domestic competitor but it has been continuously successful in beating the foreign competition. The introduction of some different Split type series of air-conditioners in 1989 made Sabro visible to the general public. The secret of Sabro’s success is rather general to a management student but the two slogans under Sabro’s flag made Sabro an organization of its kind in Pakistan, i.e., total quality management and the network of after sales services. Sabro is very conscious in having long term commitment with its customers.

Inside Sabro is very experienced management team. Its strategy and mission has also made them very distinctive from other organizations. In Pakistan, Sabro’s mission is not only to serve its clients for quality products worth their price but also to serve the society with fervor and act as a model for its uplift. Another aspect of Sabro’s long-term goal is to contribute in the development and promotion of hi-technology in the country. At present 75% to 90% components of Sabro products are said to be manufactured in Pakistan and, with the passage if time this ratio definitely will be increasing at a very rapid rate.

1. Mission Statement: -

At Sabro, by will of Allah Almighty are on the mission;

To abide by Islamic rules and ways.

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To fulfill our customers desire for quality products worth their price.

To support our employees through better career opportunity.

To sincerely backup our business alliances.

To provide highest possible return on shareholders investments.

To serve the society with fever, and act as model for its uplift.

To contribute in the development & promotion of hi-technology in the country.

2. Vision: -

“We will strive to exceed customer’s expectations through continuous improvements in the quality of our products and services”

Sohail Sadiq President S.a. Brothers (Pvt) Ltd

3a. Slogan Of the company: -

“Thinking Ahead”

3b. Logo: -

3c. Core Values: -

(We are aware);We recognize and respect our customer’s right to receive safe, efficient and quality

product in time all the time, so that they take pride in ownership of our product and Sabro become their Instinct Choice.

(We also realize);

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For us, Quality means to integrate human, technical and material resource in a manner that evolves in optimum production, coupled with highest possible standards, not only to meet the customer’s requirement but to exceed their expectations.

(We Desire);We desire to excel as a market leader in the field of HVACR, within an atmosphere

of fairness, integrity, dignity and courtesy towards customers, suppliers, employees & competitors.

(We are Determined);We shall always strive to achieve our above goals by creating a quality culture in

order to continuously improve upon our processes, products & systems.

4. Divisions of the Company: -

The company is divided into ten (10) departments, which are struggling to serve the best for the company & for their loyal customers. Each department is equipped with highly specialized & skilled personnel and with the modern technologies used now a day. But before this, like all other multinational and national companies all these departments are supervised under the supervision of the Chairman who is the owner of the company, the President & the COO (Chief Operating Officer). Following are the departments which are working under Sabro.

a. Department of Sourcing.b. Designing Department.c. Department of Corporate Sales.d. Finance Department.e. Marketing Departmentf. Human Resource Department.g. HVACR Department.h. Export & Import Department.i. Department of Home Appliances.j. Quality Assurance Department.

a. Department of sourcing: -

The department of sourcing is the department which mainly deals in the supply of goods inside and outside the organization for the continuation of the organizational operations. Sourcing department is dependent on the following personnel;

General Foreman. In charge of TV department. Production engineer. Manager MRP.

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In charge of P & D. In charge of Fan shop. Foreman Concordia. Foreman coil shop. In charge of paint shop. In charge of Con. Store In charge of Metal sheets.

b. Designing Department: -

The designing department as showed by its name deals with the shaping and designing of the air conditioners and the home appliances. Sabro tries its level best to develop new ideas and innovate new designs which would be liked by the customers. For the purpose of designing and shaping, Sabro is equipped with the latest software which helps them a lot while designing their product.

The designing department consists of the following;

Designing manager/ head of designing. Trainee and Assistants.

c. Department of corporate sales: -

The department of corporate sales is dependent on the following administration;

Head of corporate sales. Manager corporate sales Assistant manager.

d. Finance Department: -

The finance department deals with all the financing and budgeting occurred in the organization. It includes all the transactions done whether it deals in the purchasing of raw materials or in the selling of the product to the customers.

The finance department consists of the following personnel;

Head of finance. Finance Manager. Assistant finance manger. Accounts manager. Assistant manager budgeting. Assistant budgeting and monitoring. AO receivable senior management.

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AO cash Management. AO bank Management.

e. Marketing Department: -

Just like every other multinational and national, Sabro also has its own marketing and sales department. The task of marketing department is to promote their creation into the market and in front of the customers.

The marketing department includes;

Head of marketing Assistant Manager Marketing Marketing Executive.

f. Human Resource Department: -

Sabro has a separate, fully functioned human resource department, equipped with the skillful and hard working personnel. Human resource department has a very important role to run the whole organization as it deals with all those major functions which are required by a business to keep on running successfully:

The Human Resource Department consists of the following;

Head of Human Resource. HR Manager. HR Officer Assistant Human Resource.

g. HVACR Department: -

Department of HVARC is the department which deals with the out shore facility of the company. As Sabro has spread itself in different parts of the country this department has an important role to look over its franchises.

Includes the following personnel;

Country manager General Manager Regional Manager

h. Export and Import Department: -

This department deals with the shipment or the import/export of the product which are manufactured by Sabro. The region to which Sabro export its products are East & South Asia, Middle East, Central Africa & Europe.

This department is dependent on the following personnel;

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Manager Export (Europe) Manager Export (Africa & Gulf) Assistant Export.

I. Department of Home Appliances: -

It is that department that deals in the home appliances. This department includes;

Head of home appliances. Assistant Manager

j. Quality Assurance Department: -

Sabro tries its level best to provide its customers with the quality product. Rather to be a quantity conscious, Sabro emphasizes on quality.

So to maintain it qualities following personnel are working in quality assurance department;

Head of Quality QA Assistant QA Production A Dispatch PMEL Technicians. QA Inspectors Helpers

5. Basic Aims & Objectives: -

Just like any other national or multinational organizations, Sabro also has its own aims, its own objectives which they consider there responsibility to fulfill them. Sabro group of industries abide very firmly the Islamic rules, laws and regulations which is one of the major aim of the company as it is an Islam based company and though it is running in a Islamic country. Secondly considers maintaining healthy environment as its social and ethical responsibility.

Sabro is quite quality conscious as they are the pioneers in there field, they think that producing quality products is there main and the only strength which if not improved can harm there company a lot. And because of the quality production, they have maintained there powerful status their main aim is to maintain this status in future so that they could not lose there loyal customers as well as there reputation in the market.

One of there objective is also to provide the highest possible return on the stake holder’s investment. Sabro is too much curious about this fact because they do not want their stakeholders to be dissatisfied of there investment in Sabro. So for this sake they care a lot for there stake holders and count this factor as there aim and objective.

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Finally, the main aim of Sabro is to extend there world class quality production all over the world. They have a keen interest to make there business globalize and wants it to compete in the international market regardless to the national market only.

Chapter # 3: - Human Resource Planning

Human Resource Planning is a process in which an organization forecasts or predicts about the future supply or demand of the employees and matches the demand with supply. Sabro has a unique Human Resource Planning. Basically in Human Resource Planning a company Future supply and demand of the workforce that is available in the market. Keeping this thing in mind, Sabro has organized some proper steps for the recruitment and downsizing of the employees.

First of all as Sabro is dealing in manufacturing of technical electronics, so they do not recruit that much because of the workforce available in there company is good enough and they have that much expertise that there is no use of downsizing or firing them and hire new one instead of them. But this fact is only extended to limited departments and limited employees such as Manufacturing Department, Human Resource Department, Sourcing Department, Finance Department, Import and Export Department etc. But there is one factor which can change the whole infrastructure of the company that is the change in the technology.

Let suppose if a company installs any new software in any of there department so they have to either train there old employs so they could use that software properly or they have to either hire new employs who are aware with the knowledge of that software. But some time the HR planning is of great worth when any employ resign or he is retired. At this stage there are different plans of the company but each planning is again dependent on the

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nature of the department and on the nature of the employees that what the job he was performing was.

If an employee who is working as a labor or helper and he is fired, resigned or retired, then at this stage the company has different contractors or you can say an agent who helps the company to provide the labors. The job the contractor is to bring labors in bulk amount. The company then chooses the best labors who can work in there company and can adjust themselves in the environment.

Secondly, if an employee of middle or top level is fired, resigned or retired, then they have a process that, as Sabro has an online form available on there web site where different persons can apply, the company saves the data of each and every candidate who has applied. Then if they need any employee, they just give a call to those persons who had applied and offer them a job.

Hierarchy of the Human Resource Department

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Chapter # 4: - Recruitment and Selection:

Sabro Group of Industries is equipped with skilled and motivated labors and highly qualified management. But still with the passage of time many skill labors and managers

10

President

COOChief Operating

Officer

HR Manager

HR Officer

Assistant HR Manager

1968

are retired and new ones are required. So for that purpose Sabro hires employees internally as well externally. But they prefer external recruiting more than as to internal recruitment. This is so because there concept is that if they hire new employees, it would be more better as the new generation has more innovative ideas and excellent business concepts that would help the company to be at a competitive edge.

Recruitment and Selection is the major activity at Human Resource division. Being in the most delicate segment and in the delivery of Quality products, every effort is made during Recruitment and Selection process to place a right person for the right job. Talent is drawn from diverse background via, universities and open market with formal training that match their job profiles.

Internal Recruitment: -

For the internal recruitment, Sabro has its own criteria that they evaluate their employees and then decides that which employee is eligible for which job. Each department demanding a vacant post to fill, will initiate a request on prescribed form signed by manager/foreman of the related department and will send to the president for approval after the recommendation of COO. After the approval of president, the forms are then sent to the Human Resource Department for further recruitment process.

There are different processes used by Sabro to hire employees, but it varies the job. If Sabro wants labor power, they have different contractors to whom they concern. The contractor is concerned if the company wants an employee for the post between Scale 1 to Scale 5.Sabro has categorized into four major components that what types of employee they require.

Advantages & disadvantages of Internal Recruitment: -

Advantages Disadvantage

1. Less time consuming and much cheaper. 1. Remain unaware of the updated employees/candidates.

2. Employees are well aware of the organization’s culture.

-----

3. A motivation for employees to work hard for the next time.

-----

External Recruitment: -

For external recruitment, Sabro has built up its web site where the candidates can apply online. Secondly Sabro had also organized different job fairs on several occasions which is also a sort of a recruitment method. While

Permanent Employees: -

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A permanent employee is one who has been engaged on a work of permanent nature which is likely to be continued for more than nine months and he has satisfactorily completed probationary period.

Probationers: -An employee who is provisionally employed to fill a permanent place of post and has not completed his probation period.

Replacement: -A replacement is a worker who is appointed in the post of a permanent workman or probationer who is temporarily absent.

Contractual/Temporary Worker: -A temporary worker is one who has been engaged for a work which is of essentially temporary nature, liked to be finished within a period not exceeding nine months.

Advantages & disadvantages of External Recruitment: -

ADVANTAGES DISADVANTAGES

1. Bulk/ wide variety of candidates. 1. Non availability of urgent requirement.

2. Highly qualified and up to date candidates.

2. Wastage of time and is costly.

3. Equal Employment opportunities even for handicaps

3. Employee Demotivation

4. People of different characteristics. 4. Have to make researches

HIRING REQUEST FORM

FORM # SAB/HR-02

Issue No. 02

Issue Date: 06/02/07

Department Name: ______________________________

Suggested Post Title: ______________________________

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Suggested Salary: ______________________________

Job Description and Responsibilities:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

Required Qualification/Experience/Skills:

_____________________________________________________________

_____________________________________________________________

Remarks:

_____________________________________________________________

_____________________________________________________________

Deptt. Manager: ____________________ COO: ________________________

HOD Name/Signature: _______________ Director Admin: ________________

Manager HR: ______________________ President: _____________________

Date: _____________________________ Approved/Not Approved:

Chapter # 5: - Training & Development

Every company has a training plan, so as Sabro do. The products which Sabro manufactures are highly technical and complicated while they are designed, produced and assembled. So they train there employees with a great attention, full enthusiasm and complete motivation. Sabro has a well qualified staff of trainers who train and guide the employees in a well organized and in a systematic way.

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Training Plans: -

Sabro has its own training plan which they conduct on annual basis; so that they could train there employees about the new and the latest technologies which they could use and take the maximum advantage of them in there work. This also helps the employee to make them updated with the latest happenings around them.

Each department has its own and separate training plan. It depends on the nature of the department that which sort of work they are dealing in. let suppose if the manufacturing department is in need of training, so the training personnel will train there employees with the machinery handling techniques and different solutions to the problems which they might face while working on a machine or if the I.T department is in need of training, the training will be completely different as compare to that of the manufacturing department as the I.T department will train the employees about the new soft wares and the latest technology using nowadays to be efficient.

Sabro simplifies its training plan by a way which involves that they will first appraise or evaluate the whole performance of the company including all the departments and there employees. After this step they will seek out that which department needs to be train as they will be able to know this through the performance of that specific department. Through this process they will be able that what the areas where the department is lacking are. After there research, Sabro than organizes a training session to over come all those flaws and the drawbacks which the department has done and after the completion of the training they then try not to do the same mistakes again.

Methods of Training: -

Sabro use several different methods which they use to train there employees but there are two main methods that they use very frequently so that they could overcome the drawbacks which there employees has done.

Following are the methods;

1. Direct Training Method: -

The first method for training which is used by Sabro is called as direct method, in which the company train the new recruit with there own trainers. These trainers are those people who are already working in the company i.e. those who are the old employees. These old employees are much experienced then the new one that is why they are chosen to train the new employees. But the trainer depends on for which post or job the recruitment is done, like if a person is hired for a post vacant in the manufacturing department, than he will be trained by his seniors who have been working there before him. And if a person is hired for a post of any manager level, then he will be trained by director and other senior personnel’s. For the company, the method of direct training is

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much cheaper as the trainers are there own employees and the company faces less expense will training new employees directly.

2. Consultant Training Method: -

The second method of training that is been used by Sabro is Consultant Training Method. In this method what company use to do is that they hire some consultant or trainers which are basically an employee who is working in an other organization? They hire such people because they think that they have more expertise then there own employees. But is this method, Sabro only hirers those trainers who are working in a more superior company than Sabro. Sabro use this method of training very rarely because firstly it is much expensive as compare to Direct training method, secondly as being the pioneers in there field they do not think that there is any company which is superior than Sabro.

Training of New Employees: -

The basic problem for the company is to train the new recruit because as they are new, and some of them are also freshly graduated student, so they are unaware to the company’s environment and its culture. So as the training process is a time consuming and much expensive process for a company to conduct that’s why it is a bit difficult for the company to train the new employees but still they train there employees very well.

The training of new employees includes the orientation of the company which tells them about the history of the company, there presidents, Board of directors, Chairman, Chief Operating Officer Etc. In this training session the company also train them for the job which they are hired for. After this, the company further train there new recruits about different things such as Total Quality Management, ISO Familiarization, basic RAC concepts and many other things which they should follow while doing there jobs. Further during the probationary period, the new employees are assigned to watch the work of the old employees that how they are working and learn from it.

Training Old Employees: -

Comparatively to training the new employees, it is much easier for Sabro to train there old employees. As these types of employees are old they are well aware of the companies’ rules and regulations. They are just trained for there new job which there are promoted for. Further the training session for the old employees is much shorter than that of the new employees training session.

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SA BROTHER’S PVT. LIMITED

ORIENTATION CHECKLIST

Welcome Message:

Working Hours:

Leave Policy:

Office Introduction:

Factory Visits:

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Joining Reports:

Job Description:

Personal Data Sheet (Submitted To HR):

Provide HR Photocopies of all Documents:

Name: ___________________________

Designation: ______________________

Deptt: ___________________________

Signature: ________________________

HR Signature: ____________________ Date: ____________________

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Chapter # 6: - Performance Appraisal

Performance appraisal is very important step in any organization, whether the organization nature is to provide services or manufacturing product. Same is the case with Sabro, as the field at Sabro is highly technical, so is the performance appraisal of the company. It is very important for Sabro to appraise their employees because each and every single employee has a very important role in manufacturing .a single unit of their product .if any employee, doesn’t perform its duty well , then whole process of manufacturing will be disturbed , in short each employee and department is interlinked with each other.

Time of Appraisal:-

Sabro evaluate its employees and then department annually , but some times they do appraise bi-monthly and monthly, it depends if the employee is not performing well , but in the case of probation period , Sabro evaluates the on daily basis to keep check that whether the employee which they have hired is productive or not .

Basis of Appraisal:-

The only base at which they do the appraisal of the employee is their performance, so that they could keep their records up-to-date. Sabro’s performance appraisal and compensation system is aimed at increasing employee performance. Involvement in the achievement of the goals and objectives of the organization and encouraging individuals to go beyond their scope of the work and to voluntarily contribute in achieving the targets of the organization.

Methods of Appraisal: -

1) Strategic methods

Link employee activities to corporate goals, this involves “match game’ we observe that which job he can better perform then assign that job to the employee , so that he efficiently perform that job and provide better output , this also relax the employee with the job.

2) Administrative methods

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Salary, legal documentation, termination of employment, identify potential, this is all used for the better security of the employee so that he fell safe at work ,and also because to stop the violation of the rules and regulations and ethics of the organization and to provide the salary packages more efficiently to the employees.

3) Development methods.Develop employees who are effective at their job, promotion, training, recognition, motivation, this is the very important method of the organization to make the employee more productive and to make him loyal to the organization, the nature of the person is so like that if he is little appreciated or encouraged he perform better next time, even the “person nothing become some thing” in this method we emphasize on this sentence.

Our major emphasize is on the employee, because if they are well equipped with the skill and knowledge he can perform better in giving output, and can add so much to the prosperity to the organization.

Performance appraisal form is given at the end.

PERFORMANCE APPRAISAL FORMSAB/HR/PA/20

SA Brothers (Pvt) LtdEmployee Appraisal Form for

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Conformation/Special Increment/Transfer/Promotion

Type of Review

Mid Probation Probation Annual Other

Name of Employee_________________________ Designation_____________________

Department_______________________________ Date of Joining__________________

Present Salary_____________________________

Recommended Salary/Increment: ____________________________________________

NOTE: Please evaluate the employee on job being performed during above mentioned period. For each factor, clearly express your judgment.

KEYS OF GRADING:

EP = Exceptional Performance AA = Above AverageAV = Average BA = Below Average

PART 1: Personality

S# Trait Model Description EP AA AV BA Remarks01 BEARING Well Dress, create

excellent impression02 BEHAVIOUR Courteous & Helpful

03 HEALTH Energetic, Vigor & Very rare Illness

NARATIVE COMMENTS:

________________________________________________________________________

________________________________________________________________________

PERFORMANCE APPRAISAL FORMSAB/HR/PA/20

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PART 2: Nature

S# Trait Model Description EP AA AV BA Remarks01 HONESTY Honest & Straight

Forward02 TRUSTWORTHY Trust & Reliability in

work & other matters

NARATIVE COMMENTS:

________________________________________________________________________

________________________________________________________________________

PART 3: Job & Performance

S# Trait Model Description EP AA AV BA Remarks01 PUNCUALITY Always on time & very

rare take leaves02 DICIPLINE Observe rules &

regulation very strictly03 JOB

KNOWLEDGEHas sound knowledge

of relevant job04 QUALITY OF

WORKNeatness & Accuracy

of the individual05 QUANTITY OF

WORKAbility to meet

performance required by maintaining

standards06 DEFENDABILITY Always prepare to take

on responsibilities even in difficulties

07 COOPERATION Always corporative to complete work

smoothly

NARATIVE COMMENTS:

________________________________________________________________________

________________________________________________________________________OVERALL COMMENTS

_______________________________________________________________________

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________________________________________________________________________

Performance % of Grading Grading Marking Point EP 80% to 100% A+ 4.0 AA 70% to 79% A 3.0 AVG 60% to 69% B 2.5 BA 50% to 59% C 2.0

TOTAL MARKS 48MARKS OBTAINED _________

OVERALL GRADINGA+ A B C

REMARKS________________________________________________________________________

RECOMMENDED BY MANAGER/HOD

___________________________________ Signatures: ___________________________

COMMENTS:

COO________________________________________________________________________

__________________________________ Signature: ____________________________

DIRECTOR ADMINISTRATION________________________________________________________________________

__________________________________ Signature: ____________________________

PRESIDENT________________________________________________________________________

_________________________________ Signatures: _____________________________ APPROVED NOT APPROVED

Chapter # 7: - Compensation Structure of Various levels of Management

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What is compensation administration?

The process of managing a company’s compensation program. The goals of compensation are to design a cost-effective pay structure that will attract, motivate, and retain competent employees.

In SABRO there is also the compensation administration that looks after all the compensation structure and related matters.

Types of employee rewards: - There are several ways to classify rewards. We have selected three of the most typical dichotomies:

I. Intrinsic versus extrinsic rewards

Intrinsic rewardsRewards one receive from the job itself, such as pride in one’s work, a feeling of accomplishment, or being part of a team this employee reward is also practiced in the SABRO.

Extrinsic rewardsRewards one gets from the employer, usually money, a promotion, or benefit. This employee reward is also practiced at all levels of management in SABRO.

II. Financial versus non-financial rewards

Financial rewardsRewards may or may not enhance the employee’s financial well being. If they do, they can do this directly, for instance, through wages, bonuses, or profit sharing, or indirectly, through employer-subsidized benefits such as retirement plans, paid vacations, paid sick leaves, and purchase discounts.

Non-financial rewardsNon-financial rewards cover a smorgasbord of desirable extras that are potentially at the disposal of the organization, this is not practiced in the SABRO.

III. Performance-based versus membership-based rewards

Performance-based rewards6

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Rewards exemplified by the use of commissions, piecework pay plans, incentive systems, group bonuses, or other forms of merit pay. This is also practiced in SABRO.

Membership-based rewardsThis include cost-of-living increases, benefits, and salary increases attributable to labor-market conditions, seniority or time in rank, credentials (such as college degree or a graduate diploma), a specialized skill or future potential some of the features of this are included and some are not included.

Some of the above employee rewards are practiced in the SABRO except the non-financial rewards there is the administration that look after all theses matters and fulfilled them successfully.

Pay structure

The pay structure in the SABRO is of that sort, that the pay rates or ranges are compatible with the ranks, classifications, or points arrived at through job evaluation.

Incentive compensation plans

This is typically given in addition to---rather than in place of----the basic wage, incentive plans are viewed as an additional dimension to the wage structure this is also practiced in the SABRO.

Paying for performance

Rewarding employees based on their performance, this is also important as it is also a motivational factor for the employee and this is also practiced in the SABRO.

Performance Appraisal

Sabro’s performance appraisal and compensation system is aimed at increasing employee performance.Involvement in the achievement of the goals and objectives of the organization and encouraging individuals to go beyond their scope of the work and to voluntarily contribute in achieving the targets of the organization.

1) Strategic purpose

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Link employee activities to corporate goals

2) Administrative purpose

Salary, legal documentation, termination of employment, identify potential

3) Development purpose.

Develop employees who are effective at their job, promotion, training, recognition, motivation

Performance appraisal form is given at the end.

Compensation at different levels of management

Compensation system in SABRO Is annual based and compatible with the rank means level of management; there are three different levels of managements given below:

Upper management In SABRO upper management is provide with the car, mobile with balance, laptop, and other facilities common among three of the management levels like medical, rent and etc.

Middle management

Middle management is provided with motor cycle, personal load, medical and etc.

Lower management Lower management is provided with the zakat, social security card, medical and etc.

LEVEL OF MANAGEMENT SALARY COMPENSATION

Chairman Percentage of the Profit

---

President Percentage of the Profit

---

Chief Operating Officer Rs. 70,000 + Car 2000cc, Cell Phone

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Head of the Departments Rs. 50,000 + Car 1600cc, Cell Phone

Managers Rs. 39,000 + Car 1000cc, Cell Phone

Assistant Managers Rs. 21,550 – 24,550 Motor Bike, Cell Phone

Supervisors Rs. 20,550 – 22,550 Cell Phone, Transport

AllowancesLab Assistants Rs. 16,350 – 18,350 Transport

Allowances

Helpers Rs. 10,000 - 15,000 Transport Allowances

Labors/Workers Rs. 8000 - 11000 Transport Allowances

Chapter # 8 Job Analysis;

Job Description: -

A written statement of what the job holder does, how it is done & why it is done.

Job Specification:-

Statement indicating the minimal acceptable qualifications incumbents must possess to successfully perform the essential elements of there jobs.

Job Evaluation: -

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Specifies the relative value of each job in the organization.

“Human Resource Officer (M. Latif)”

Job Description: -

Human Resource Officer is responsible for the following to Manager Administration;

To hire quality staff through an effective recruitment process and an attractive employment environment.

To train for quality staff through relevant and motivating professional growth opportunities that meets the needs of the employee and organization.

To retain quality staff through a comprehensive approach reflecting best practices in employee relation that encourages commitment to the employer and employee.

To prepare monthly payroll of employees.

To prepare work permit cards for employees performing special processes in the organization and to maintain the records of permits issued.

To prepare training schedule of whole year, make necessary arrangement relating training and to maintain its record.

To involve in hiring activities of employees, according to the given authority and policy of the company.

To prepare personal files of new staff.

To maintain computerized record of employees of the company.

To make necessary arrangements regarding internship according to the policy of an organization.

To conduct visit of personnel of various organization as approved by the competent authority.

To conduct factory visit/ orientation of newly hired employees.

To do correspondence about training, internship, visits and administrative matters.

To deal with the personal problems of employees.

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Job Specification:-

The job specification of the Human Resource Officer is that is must be a qualified person in his related field. As he is the Human Resource Officer so his minimum qualifications at the point of hiring should be a master degree holder in Human Resource Management with a minimum experience of 3 years working in the related field.

Mr. Latif is a well qualified Human Resource Officer as he is working in Sabro for 7 years and serving his efforts as an HR Officer for past 4 years. He is a qualified graduate from Quaid-e-Azam University and has an experience of 3 years working in his related field in a national company before he joined Sabro.

Job evaluation: -

Mr. Latif evaluates his job very clearly. As he is the only Human Resource Officer of the company, his job is of great worth. All the HR responsibilities of the company are on his shoulders after the Human Resource Manager.

“Head of Sourcing ( Ahmed Siddiqui)”

Job Description: -

Interact with existing clients in the national market, respond to the queries in consultation with the President and enhance business relationship.

Keep well informed on company products, Increase Company’s export to other cities by searching new clients.

Maintain record of letters, faxes, telephonic regarding enquiries and their follow ups.

Keep in liaison with concerned departments through the president to communicate the client’s special requirements (if any), order specification and time frame etc

Informing the President on the current order status.

Keeping the clients update on status of orders as necessary.

Communicate with operations staff for preparation of documents and making arrangements as required.

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Arrange for after sales service for the clients and resolve quality related issues in consultation with Quality Assurance Department.

Ensure implementation of departments standard operating procedure review and update it periodically.

Maintain and control of relevant records.

Arrange training for the staff regarding QMS as appropriate.

Suggest corrective actions, preventive actions for potential non conformities and suggestions for improvement in work.

Perform any special duty assigned by the president.

Job Specification: -

The Job Specification of the Head of Sourcing is also on the main job which runs the organization. The minimum qualification for the post of Head of Sourcing is masters degree in Business Administration and a minimum experience of 5 years in the purchasing and selling of goods.

Job Evaluation: -

The job of sourcing is of great worth as it is the department that deals with the purchasing of raw materials and selling of the manufactured products which is basically the main reason why the business is running. So this shows that how much great worth does the job of Head of Sourcing has.

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Chapter # 9 Occupational Health and Safety (Policies)

Policy statement

The SABRO is firmly committed to developing, implementing and observing a safe observing a safe and healthy work environment for staff members and other visitors and to continually improving the systems, practices and appropriate resources to achieve this. Sabro is already working on Environmental Management System ISO 14000. A safe and healthy work environment is achieved through the co-operation and compliance of every staff member with Sabro procedures and relevant work standards which are developed through a participatory approach. Contractor’s health and safety policies are compatible with this policy.

Purpose

To set out the Sabro’s commitment to a safe and healthy work environment and to outline responsibilities for pro-actively managing risk and preventing accidents.

Responsibilities

The Manager Human Resource & COO have ultimate accountability for providing and maintaining a safe and healthy work environment. Mangers, Foremen, Supervisor of staff and others in positions of responsibility share the accountability for managing health and safety within their areas of control as an integral feature of their day-to-day activities.

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Managers & Foremen will take all practicable steps to provide and maintain a safe and healthy work environment by:

Establishing and implementing appropriate standards and procedures;

Establishing and insisting upon safe methods, safe equipment, proper materials, and safe practices at all times;

Providing effective training for staff as appropriate and;

Complying with current Sabro’s policy, legislative requirements and relevant standards.

Supervisors / In charge are responsible for the health and safety of staff members in the same way that they are responsible for quality, efficiency and maintenance. Safety will take precedence over short cuts and expediency at all times.

Staff members are responsible for observing safe work practices, following procedures and complying with relevant work standards and statutory obligations. Staff will be encouraged to participate in health and safety forums.

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Chapter # 10 SWOT Analysis of the HR System;

SWOT Analysis: -

SWOT Analysis is the analysis of an organization’s strengths, weaknesses, and opportunity of threats that they believe they have or might have. The SWOT of a company varies from time to time and through the condition and situation of the company. There are different are different factors that could affect the company or be a company’s SWOT.

SWOT Analysis of the HR system of Sabro: -

Strengths:-

a) Loyal intelligent and technical workers: -

One of Sabro’s strength is the loyal and the intelligent workers which are well trained to work efficiently and produce good quality work for the organization.

b) Internationally reorganization: -

Sabro thinks that the major strength of there organization is that they are the first company of Pakistan who is dealing in the manufacturing of air conditioners and different home appliances as well as they are exporting there products in different countries too.

c) Modernize technology: -

The work or the field in which Sabro is dealing is highly technical and requires a lot of perfection in there work. So for good production and t satisfy the customers need, Sabro is equipped with the update technologies used in the world which is one of the strength that over there competitors.

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d) Good, efficient workforce: -

Having a good efficient work force is obviously counted a strength of an organization, which Sabro think that they have a lot.

Weaknesses:-

a) Weak Infrastructure: -

The main and the only weakness of Sabro is that they have a weak infra structure in a sense that in some areas the company lacks a decision making power. Like if the company has an idea of manufacturing a product, they are not sure about it. They just keep it as an idea and do not work on it practically. Sabro thinks that this weakness is because that they are very much conscious towards a fact that there product might not be a success in the market,.

Opportunities:-

a) More and more employment opportunities: -

Sabro has a good opportunity that ore and more newly graduates will apply for different posts vacant in Sabro. This will provide the new generation an opportunity to make a carrier and will bring an opportunity for Sabro to have new well qualified employees. b) Availing new technology for training programmers: -

Availing new technology for the training programmers is also an opportunity for Sabro as such types of opportunities strikes the door step very rarely. As this is the era of new technology and innovation, there are different new soft wares which are being introduced in the market. If the company avail the opportunity to purchase such soft wares, they can make there training process much easier and more efficient.

Threats:-

a) High competition: -

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One threat that the company has is that as the market is growing very rapidly, more and more companies are getting into this business, which is a great threat for the company that it might be possible that any company in future might come over the Sabro.

b) Technology cost: -

Technology cost is also a treat for Sabro as the technology is enhancing day by day so do the prices of different commodities. c) Government Laws: -

The final threat the Sabro has is from the government. As in Pakistan, the political condition is very bad and no one knows about the future that who will be the next leader of the country and what law and regulation he will implement. So this is the major threat hat Sabro has from the Government.

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AWARDS AND HONORS:-

  1985   -1st prize in 2nd National Industrial Exhibition Islamabad

  1986   Merit Trophy for best Industrialist by ICCI

  1989   Special prize in National Industrial Exhibition Lahore by Ministry of Industries Punjab

  1991   Merit Trophy for Export Performance by FPCCI

Excellence Award by ICCI

  1992  

Shield of Valuable Tax Payer by Pakistan Customs Special Prize in National Industrial Exhibition Lahore by Ministry of Industries

Punjab Special Prize in Science and Technology Fair in Islamabad by Pakistan

Science Foundation

RCCI export trophy 19992 for excellent performance in Export of Split Air Conditioners.

  1993   Gold Medal in 10th International Industrial Exhibition by ICCI RCCI Shield 1993 for best performance in AC Industry.

1994

  Excellence Award by Pakistan Science Foundation. Award in 11th Annual International Industrial Exhibition of Islamabad

Chamber of Commerce.

Trophy Expo 94 by Pakistan Scientific and Technological information center.

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  1995  

RCCI Export Trophy for excellent performance in export of Split Air Conditioners.

Award in 6th All Pakistan Software Competition and Exhibition Excellence Quality Award 95 in Industrial Fair Lahore.

Award RAC 95 Second National Conference and Exhibition on Air Conditioning Refrigeration Technology.

  1996   Award in 3rd National Conference on Air Conditioning & Refrigeration Technology Pakistan GVACR society,

  1997   Achieved ISO – 9002 Certificate.

Award in 4rth National Conference Exhibition on PRC

  1998   Excellence Award by Islamabad Chamber of Commerce & Industry.

Award in 5th National Conference Exhibition RAC

  1999   Award in 6th National Conference Exhibition on RAC.

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