HUMANRESOURCE MANAGEMENT

VISITED TO:
Human Resource Officer
SUBMITED TO:
HAMMAD UR REHMAN

Contents
LETTERS OF ACKNOWLEGMENT............................................................... 4
INTRODUCTION:....................................................................................... 5
VISION:................................................................................................... 5
MISSION:................................................................................................. 5
HR POLICIES OF KOLSON:........................................................................... 6
1.

WORKING HOURS:............................................................................. 6

2. MEALS BREAK:............................................................................... 6
3. PROBATION PERIOD:....................................................................... 6
4. LEAVES:......................................................................................... 6
5.

INCENTIVE & BENEFITS:..................................................................... 7

6.

DRESS CODE POLICY:......................................................................... 7

CONDUCTING JOB ANALYSIS:................................................................... 8

PROCESS OF SCREENING, HIRING & FIRING:............................................. 8
1. SCREENING.................................................................................... 8
2. HIRING:.......................................................................................... 8
3. FIRING:.......................................................................................... 8
TRAINING & DEVELOPMENT PROGRAMS................................................... 9
HUMAN RESOURCE DIVISION:.................................................................. 9

POLICIES REGARDING THE DISABLED EMPLOYEES:.................................. 9

STANDARDS FOR HIRING AN EMPLOYEE:................................................ 9

TURNOVER RATE:.............................................................................. 9

SETTING GOALS IN THE ORGANIZATION:.............................................. 10

DEFENSES WHICH CAN BE USED IN EVENT OF DISCRIMINATORY PRACTICE

ALLEGATIONS:..................................................................................... 10
FUNCTIONS OF HR DEPARTMENT................................................................ 11
RECRUITMENT AT KOLSON:.................................................................... 11
SOURCES OF RECRUITMENT:.................................................................. 12

INTERNAL SOURCES:........................................................................ 12

EXTERNAL SOURCES:....................................................................... 12

MOTIVATIONAL FACTORS:...................................................................... 12

BIRTHDAY CELEBRATIONS:............................................................... 13

FAREWELL DINNERS:....................................................................... 13

EQUAL OPPORTUNITY:...................................................................... 13

LETTERS OF ACKNOWLEGMENT
FIRST WE WOULD LIKE TO ACKNOWLEDGE THE SERVICES AND
FACILITATION OF MR. YASIR ABDALI, HR OFFICER KOLSON
COOKIES, CEREALS AND BISCUITS AT FED GLOBE INTERNATIONAL.
WE HAD INTERVIEWED HIM FOR THE SAKE OF THE PROJECT AND
IT WAS NICE OF HIM TO TAKE OUT TIME FOR US FROM HIS BUSY
SCHEDULE. HE BRIEFED US UPON DIFFERENT MARKETING
STRATEGIES KOLSON S PURSUING ABOUT ITS PRODUCTS, AND
ABOUT KOLSON'S FUTURE PLANS.WE ALSO THANK OUR COURSE
INSTRUCTOR, FOR HIS GUIDANCE AND INSTRUCTION, WHICH
ACTUALLY MADE THIS REPORT POSSIBLE. WITHOUT HIS HELP, WE
WOULD NOT HAVE BEEN ABLE TOCOMPLETE THIS ACADEMIC
WORK.

INTRODUCTION:
LOTTE Group - A South Korean conglomerate, with turnover of US$ 80 billion; enjoys presence
in 70 countries in key business areas which include: food, retail, tourism, chemicals,
construction, manufacturing & finance.

Lotte Confectionery Co. Ltd. Is Asias No.1 Confectionery Company.

M/s K S Sulemanji Esmailji and Sons (Pvt) Ltd (KOLSON), established in 1942, is one of the
pioneering companies in producing quality food products in Pakistan. It has actively participated
in the development and growth of the FMCG industry by introducing many innovative and
unique brands. As a brand, KOLSON has a stamp of recognition and appreciation in overseas
market too by virtue of its decades old history and as a pioneer export house of processed foods.

VISION:
Offer the Consumers a Greater Choice of exclusive Quality Products

MISSION:
To provide a one shop to promote socially responsible life style products while growing the
global market with the conscious.
The mission statement clearly shows that it aims at becoming world-class leader in
the food industry. It also shows that the management at KOLSON believes in an exceptional

workforce to provide world-class food to their consumers. They want to ensure that
not only they satisfy their consumers but also delight them.

HR POLICIES OF KOLSON:
1. WORKING HOURS:
Company divided by two categories:

1) Management:
Which have five working days Monday to Friday and they used to come in 6, 9
hour working in Monday to Friday. Saturday and Sunday is off for only
management staff.

2) Production
Production, logistics have six working days Monday to Saturday and they
have 9 hour working to complete the task that has.

2. MEALS BREAK:
The meal break in KOLSON Company generally is between 01:00 pm to 02:00
pm for all day except Friday. In Friday there are 2 hours break from 01:00 pm
to 03:00 pm.

3. PROBATION PERIOD:
The prohibition period is of 3 months minimum and maximum of 4 months depending
upon the performance of an employee.

4. LEAVES:
In KOLSON Company, there is no actual category for leaves. There is no
mandatory for 15 day leave or etc; they have 32 days annual leaves for only
management employees, if anyone not takes any leave in the whole year, so
company paid that for leave to the employee.

5. INCENTIVE & BENEFITS:

In KOLSON Company there is a structured of incentive and benefits, every employees
have certain task to complete in a month or week, and company give incentives depend
upon the task that the employee completed.
6. DRESS CODE POLICY:
There is a proper dress code for management department like dress paint, dress shirt with
tie.
And production department employee has a proper uniform for man and women both.

CONDUCTING JOB ANALYSIS:

The HR department of KOLSON conducts job analysis through observation method. They ask
several questions from the Duty Managers of all departments of KOLSON and then read out
their logs. Every Duty Manager has his own log book in which he/she writes about the daily
activities of their department. At the end of every month, these logs are submitted to HR
department & the HR Officers after reading these logs make decision for hiring. These dairies
also give the clear look on performance of a particular department and help in promoting and
appraising of employees.

PROCESS OF SCREENING, HIRING & FIRING:

1. SCREENING
After conducting job analysis and find out the vacancies, the HR department gives
print ads in newspapers and also do direct calling to candidate through personal
reference. First, they look for the requirement that company want and then the CV
was selected for the interview

2. HIRING:
HR Managers of KOLSON usually take three consecutive interviews before hiring a
candidate. In the final interview, they ask about salary from the candidate. When the
candidate is selected as an employee, he/ she must have to fulfill some legal
requirements before joining the organization.

3. FIRING:
Acts like misbehavior, fraud, theft, absenteeism and harassment will lead to
termination of employment. The HR department gives three warnings to an employee
to justify his acts and in the fourth time, he or she is fired. In the cases of fraud, FIRs
and different inquiries are also conducted while the employee is arrested

TRAINING & DEVELOPMENT PROGRAMS

The management of KOLSON is very concerned about the training & development of new as
well as old employees thats why they have provided a separate department for this function. The
employees are given on-the-job-training as well as of-the-job-training. On-the-job-training is
conducted on working days while of-the-job-training is conducted on the weekends or sometimes
in the end of the month. New employees are usually sent to training department first then transfer
to the concerned department.

HUMAN RESOURCE DIVISION:

POLICIES REGARDING THE DISABLED EMPLOYEES:

In case of a disabled applicant, we hire them if they fit the job description and if they are
not suitable for the job because of their disability, we dont hire them at the first place.
Although there is a person who is working in the communication department, who is
slightly disable but still as he can perform his job duties like every other employee he is
working in the organization

STANDARDS FOR HIRING AN EMPLOYEE:

We look for candidates who have various skill and education (depending on the job
itself). Experience counts as well, depending on the job requirements.

TURNOVER RATE:
Turnover is little bit high, because this is the era of opportunities, if our employees want
to switch to another organization they have to let us know one month prior and according
to the policies we cant give you the exact ratio. Autocratic leader ship is followed in
KOLSON which means if the employees are not up to the mark, they will probably get
fired.

SETTING GOALS IN THE ORGANIZATION:

Strategic goal/ long term goal are set by the top management and then these goals are
transferred to several departments accordingly, later on operational goals to be transferred
to the front line managers.

DEFENSES WHICH CAN BE USED IN EVENT OF DISCRIMINATORY

PRACTICE ALLEGATIONS:

Since KOLSON has a diverse workforce environment for many years, so the culture of
the organization teaches you how to blend in such environment, although if such situation
occurs, we have a criteria in which company want a written explanation and then ask to
the employee to resolve the situation and also give the 3 time warning letters to such
individual, if its still cant be resolved we terminate him/her.

FUNCTIONS OF HR DEPARTMENT
Like all other HR Departments KOLSONs HR Department is responsible for managing all the
activities related to Human resource.
KOLSON has the following Human Resource Management functions

Personnel planning
Recruitment
Selection
Interview
Orientation
Training
Performance appraisal
Benefits & Compensations
Health & safety

RECRUITMENT AT KOLSON:
The recruitment process of KOLSON depends on the nature of job. Is the job for labor or
managerial level? If the job is for labor level, e.g. Security guards and low level employee. They
contact the different companies for recruitments. The company hires employees for KOLSON
and even the salaries of small level employees are paid from the office of those companies.
In the case of managerial level recruitment, required job description and job specification are
prepared by the HR Manager.

SOURCES OF RECRUITMENT:
Management of KOLSON mostly emphasizes more on internal sources for filling the gaps.

INTERNAL SOURCES:
They fill in the gaps through internal sources, by promotions, demotions or transfers. A
memo is issued throughout the organization for the vacancy, and interested employees
can drop their applications at the HR department. Promotion includes promoting a junior
employee to a superior position it is done by applications dropped by employees. Other
source for internal candidates can be referrals too.

EXTERNAL SOURCES:
If the appropriate candidate is not found in the internal sources, the second approach is by
hiring someone from outside. For this they choose press advertisements and online
advertisements. Internees are also the part of fulfilling vacancies by external sources.

WORKFORCE DIVERSITY:
They never try to uniform their workforce from same cast or anything like it. Their workforce is
diversified automatically as there is a huge pool of employees working in KOLSON. The do not
encourage racism or biasness on culture, religion, age, gender or other characteristics. The
difference is based solely on how much the employee is competent.

MOTIVATIONAL FACTORS:
An HR manager also has to make sure that the employees are motivated, there are monetary or
non monetary benefits, and guaranteed bonuses are here for employees and also give their
employees annually increment to motivate their employees.

PERFORMANCE APPRAISALS:
Performance appraisals are given to the employees on monthly bases, the evaluation is done by
HR managers. Certain questionnaires are given to the duty managers, duty managers then give
marks to employees working under him on the bases of performance, sometimes if the guest
praises someone in front of the duty manager that can count as well. Log books are prepared as
well, in which duty manager notes the daily activities, and events. This is then sent to the
General Manager.

 BIRTHDAY CELEBRATIONS:
Birthdays of the managers and supervisors are celebrated as well in KOLSON; this is to
show the employees that the company cares for them.

FAREWELL DINNERS:
Farewell dinners are given to the managers at a higher position who are leaving the
organization because of some reason; this is done to make them feel good, or may be a
last try to stop them leaving the organization

EQUAL OPPORTUNITY:
According to the employees of the organization the selection and recruitment process are
highly influenced by references of the candidates rather than the qualification, like most
of the organizations in Pakistan, but other than that Promotions and appraisals are fair,
and it is made sure that equal opportunity is given to everyone

CONCLUSION:
After a thorough research of HRM Department of KOLSON, Karachi. We can determine that
KOLSON is a huge name in food industry and its Human resource division is working
dynamically to engage in its business objectives. Although its HR division has some moves
which can be retrieved. This project has given us genuine perspective of how Human Resource
practices are followed in the company.