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8/3/2019 Tapal HRM Project
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GROUP MEMBERS
NUMAN AHMAD;
AZHAR ALI;
ASSIGNMENT ; HRM
SUBMITED to; SOHAIL AKRAM
PRESTON UNIVERISTY LAHORE
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HUMAN RESOURSE MANAGEMENT
Tapal Tea Pvt. Ltd.
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Contents
1. Company Profile
2. Vision, Mission & Values
3. Structure
4. Human Resource Management
5. Best Practices
6. Employee Engagement
7. Change management8. Gauging Behavior
9. Evaluation and recommendations
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HISTORY OF THE COMPANY
In 1947, Tapal started out as a family concern
under the supervision of its founder, Adam Ali
Tapal.
Initially, Tapal started with a single unique blend
of tea, named FAMILY MIXTURE.
It had just 1 outlet in Jodia Bazar, Karachi.
Its distribution channel spread across the countryunder the leadership of Faizullah A. Tapal.
Currently, company is achieving new heights
under the leadership of founders grandson, Aftab
A. Tapal.
1. Company Profile
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1. Company Profile
BRANDS
The company has 10 brands under its umbrella.
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1. Company Profile
OPERATING REGIONS
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Vision Of Tapal To act locally, but think globally
To Provide information & trainings to employeesfor their development and improvement
To indulge in environment friendly business
activities that generate positive influence to society
To produce environment friendly product
2. Vision, Mission & Values
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2. Vision, Mission & Values
Mission Of Tapal
To satisfy our stakeholders and as a
guiding principle to our business; be a
benchmark for Quality, Creativity andEthical values Achieve leadership in
all categories of our core business
and diversify in areas whichcompliment the core business.
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Values At Tapal Trust in each other
Outstanding Quality
Passion for creativity
Leadership and role model for others
Together, everyone achieve more
2. Vision, Mission & Values
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3. StructureCorporate Hierarchy
Tapal has a flat organizational structure
CEO: Aftab A. Tapal
DIRECTOR: Mehvish Tapal DIRECTOR: Kumail Tapal
COO CCO
Commercial
Sales
Marketing
Admin
Production
Supply Chain
Tea SC
Corporate
Internal Audit
Finance
HR
Projects
IT
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Culture and Environment Friendly environment with respect for each team
member of organization
Healthy culture of mutual trust and openness
Comfortable work area with international
standard facilities
Diversified with both male and female workforce
Tapal is networked organization which allowspeople to communicate and work together
Tapal does not face any ethical or cultural issues
3. Structure
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L
aborManagement All governments regular labor laws are being
followed
The calculation of man-power requirement is
done on annual basis.
If shortages are experienced due to high
absenteeism or turnover it is being adjusted by job
distributions and overtime.
Multi-skilled Employees so that replacement can
be found incase of skilled worker absenteeism
In Tapal there is no gender bias or gender
discrimination.
4. Human Resource Management
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Recruiting Process Recruiting process starts 2
months earlier
Head-hunt process is
completed in 45 days max.
First priority is given to existing
employees
Selection criteria is based on
skill set, abilities and personality
requirement of a specific job
Judgment is based on
knowledge and attitude towards
life and work.
4. Human Resource Management
Vacancy
Announcement
Screening through
CV
Initial Interview
Second Interview
Reference counter
check
Medical
Examination
Hiring
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Separation Process One month notice period is fixed before leaving
Dues are cleared on the last day
An exit interview is also taken on which following
is discussed
- Reason for leaving the company
- Employees experience with the company
- Improvement opinions/ideas
If the company finds an employee involved in
some fraudulent act then the person is directly
terminated without any notice.
4. Human Resource Management
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Perform
anc
e Meas
urem
en
t
MBO and behavioral review process is used for
Performance Management
Appraisal is done once a year based on the
achievement ratio of MBOs
Discussion between sectional head and
employees in informal and open environment
The promotion, job enrichment and enlargement
options are also discussed
4. Human Resource Management
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Compensation andBenefits
Monetary as well as fringe benefits
Nine salary grades and the salary of employees
move within the different bands of grades
The fringe benefits include transport facility and
medical services
The company has also set and R & D program
with which the company researches about the
compensation plan being followed by companies
of the same stature to benchmark their salaries
against the market.
4. Human Resource Management
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Succession Policy
Tapal has a succession policy, every manager
has a successor who can replace him in times
of need.
Development of Human Resource
Providing trainings, skills development and
inculcating performance management culture.
Stress and Conflict resolution
Employees are comforted by being listened
and then most feasible solution is advised.
5. Best Practices
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Situational Leadership
Situational Leadership is used for shaping up
strategic Management Culture.
CSR Corporate Social
Responsibility
All expectations of stakeholders are kept in
consideration with national and moralobligations realization potential the
organization overall believes in making a
difference.
5. Best Practices
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Skill Improvement through Training
On Job trainings for employees
In-house trainings on leadership,
team work and communicationimprovements
Special workshops for executives
Evaluation is done before and after
the training
6. Employee Engagement
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Innovation and Creativity
Appreciation of creativity and innovation is
among the core values
Tapal Tea is honored to have taken the lead in a
number of areas in the tea industry
-The first to invent the highly successful brand
Danedar Leaf Blend.
-The first tea company to introduce metal-free
tea bags.
-The first to market Kenya teas in Pakistan.
-The first tea company to be awarded the ISO
9001/2000 Quality Certification
6. Employee Engagement
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Increasing Employee Motivation
Job enrichment and job enhancement
procedures.
Employees are provided with flexi timing so they
can balance their work as well as personal lives
Right to express opinion and ideas
Challenging and meaningful work with
opportunities for career advancement
Open door policy of communication
6. Employee Engagement
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Increasing Employee Involvement
6. Employee Engagement
Employees are
encouraged to take
initiative and bring in new
ideas for work
improvement.
They are given ownership
and responsibility of their
work.
Appreciation on
achievement
Cordial relationship with
bosses and co-workers
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Measuring Attitudes
360 degree Feedback
program
Feedback is provided by
-Subordinates
-Peers
-Supervisors
-Customers
-Suppliers
-Stakeholders
8. Gauging Behavior
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Measuring Job Satisfaction
No such method for measuring the job
satisfaction of employees is used.
The salary structure is known to all the
employees of the organization.
Employees at similar positions in an organization
have identical salary packages.
8. Gauging Behavior
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Coping With Temporariness
Provides trainings to employees in order to
cope up with temporariness.
The employees have no fear of termination as
the company gives proper chance to prepare forthe upcoming changes.
Meeting Targets And Deadlines
Time management training are given Achievable deadlines and targets
Cutting corners in order to meet deadlines as
doing it is unacceptable.
8. Gauging Behavior
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Absenteeism & Turnover
Absenteeism and turn over is low
Emotions And Moods
Opportunity to travel in foreign countries
Rewards for their achievements
Bonuses
8. Gauging Behavior
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BUSINESS PRACTICES AT TAPAL
EVALUATION: The company practices some of
the best business management programs
RECOMMENDATION:
The management should also employ some
program to measure employees job satisfaction
and motivation like
Single global rating
Summation of job facets.
9. Evaluation
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ORGANIZATIONAL CULTURE
EVALUATION: Work environment is comfortable,
friendly and enjoyable with international
standards and facilities
RECOMMENDATION:
The culture and environment should be
maintained
9. Evaluation
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HUMAN RESORCE MANAGEMENT
EVALUATION: Human resource practices of
Tapal are satisfactory
RECOMMENDATION:
There is no policy of short term incentives or
rewards inform of cash or gift items.
Such a policy like rewards for creative
suggestion should be introduced to promote the
small steps make great difference philosophy
9. Evaluation
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RELATIONSHIP OF EMPLOYEES
WITH ORGANIZATION
EVALUATION: In general, employees are
satisfied to be working with Tapal. They are proud
to be associated with the company and are loyalto it.
RECOMMENDATION:
Employee motivation and loyalty to the
company should be maintained by continuing itspolicies.
9. Evaluation
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Tapal has successfully invested in the areaTapal has successfully invested in the area
of Personal management of its employeesof Personal management of its employeesand has reaped extensive benefits in termsand has reaped extensive benefits in terms
of profits and a renowned brand, with allof profits and a renowned brand, with all
embracing employee loyaltyembracing employee loyalty