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Human Resource Management - Saba Gulzar

Final Project Report


Muhammad Anis Raza (17469)
Syed Zaaib Hussain (17371)
Arisha Meraj (17113)
Sara Ghazal (17889)
Syeda Fariha Fatima (17879)

INDEX:
1.
2.
3.
4.
5.
6.
7.

Objective .........................................................................................................................01
Executive Summary ........................................................................................................01
Introduction .....................................................................................................................02
The World .......................................................................................................................03
Trends ..............................................................................................................................03
Scope ...............................................................................................................................04
Company Profile .............................................................................................................04
7.1. Mission Statement ....................................................................................................04
7.2. Vision .......................................................................................................................04
7.3. Overview ..................................................................................................................04
8. Human Resource Department .........................................................................................05
8.1. Definition .................................................................................................................05
8.2. Artistic Apparel's HR Department ...........................................................................05
9. Recruitment and Selection process .................................................................................06
9.1. Definition & Importance ..........................................................................................06
9.2. Over the globe ..........................................................................................................06
9.3. Artistic Apparel ........................................................................................................07
10. Training and Development .............................................................................................07
10.1. Definition ...............................................................................................................07
10.2. Company's Process ................................................................................................07
11. HR Analytics ..................................................................................................................08
11.1. Definition ..............................................................................................................08
11.2. Artistic's view .......................................................................................................09
12. Workforce Analytics ......................................................................................................09
13. Talent Analytics .............................................................................................................10
13.1. Definition ..............................................................................................................10
13.2. Artistic's view ........................................................................................................11
14. HR Scorecard .................................................................................................................11
14.1. Definition ..............................................................................................................11
14.2. Artistic's view ........................................................................................................12
15. Future ..............................................................................................................................12
16. Conclusion ......................................................................................................................12
17. Recommendations ...........................................................................................................13

1) Objective of the report:


To study and understand HR Analytics, It's importance, use, benefits, effects and to carefully
observe if it is implemented in the organization we have selected. If yes, how it is implemented,
what are the benefits and if not, then why, Till when will it be implemented.

2) Executive Summary:
In this report, we have briefly explained about the existence of the Human Resource Department,
its functioning and its importance in the modern business world.
Human resource management is a function in organizations designed to maximize employee
performance in service of an employer's strategic objectives. Its importance has been highly
recognizable all over the world in recent decades. The new trends of Human Resource
Department have also been entered like forecasting, budgeting and strengths review. HR
Analytics, another innovation of the modern business world. It aids and helps the HR
Department in further evaluating the workforce. It provides a system through which employees
efficiency can be taken into account.
The report also focuses upon its application in the real world and how companies have been
using this department for the betterment of the company. The report narrows down to display an
example of the Denim Industry and then further narrows down to focus on a company named,
Artistic Apparels.
The company has been discussed in detail. A complete company profile has been declared in the
report, including the companys vision, mission and a complete overview. The companys entire
HR Department has been briefed in the report. The information was gathered by conducting an
interview with the HR Head, Mr. Faisal Mahmood. The report then mentions the recruitment and
selection process of the company and mentions that the company conducts this process twice a
year. It further talks about training and development function of the HR Department and
indulges in the example of the company, Artistic Apparels. The report also mentions all the
techniques used in the functioning of the HR department, like Workforce Analytics, Talent
Analytics and the HR scorecard. Each of the technique has also been talked about in reference to

the company as well, as how the company uses these techniques to ensure a competitive
workforce.
In the end, the report focuses on the future of HR in the Denim Industry and also all other
industries in Pakistan. A brief conclusion is given about the usage of HR Department in the
company, Artistic Apparels, and a few recommendations for the company to look and work upon
for an efficient workforce and to have that competitive edge that all companies are looking for in
this modern, competitive business world.

3) Introduction:

Human resource management (HRM, or simply HR) is a function in organizations designed to


maximize employee performance in service of an employer's strategic objectives. HR is
primarily concerned with the management of people within organizations, focusing on policies
and
on
systems.
The importance of Human Resources is too high in an organization because a good team cannot
be built in their absence. Human resource management has been in the workforce since early
20th century, initially it was an administrative kind of a work which used to include payroll and
benefit administration, but now it is more of a strategic management like mergers and
acquisitions, talent management, succession planning, industrial and labor relations, diversity
and inclusion. The new trends of human resource department has also been entered like
forecasting, budgeting and strengths review. Basically, what a company does in this is that it
makes the proper plan keeping in mind all the risks, it makes the budget and allocates certain
amount for different departments, it basically sees as to where the investment is needed and in
order to do so it has to keep in mind all the merit and demerits or all the risks which can lead a
company to bear a loss.

(figure 3.1)

4) The World:
HR Analytics is really an important factor because initially Human resource department has to
make the decision on the basis of their gut feeling or instinct regarding hiring, onboarding,
promotion, rewards or retention, but now a new trend of HR analytics has been introduced which
has made the work of HR department a lot easier. HR analytics can assist us actually understand
what could improve our workforces action , and create a group that routinely meets its targets,
identifies why certain managers resume to flourish whilst others burn out, and perceive exactly
which candidates are likely to succeed. Now for small businesses, software advice surveyed
recruiters who use some type of HR analytics in the form of software or manual methods, such
as
self-created
formulas.

5) Trends:
The trend of HR is changing rapidly. Something which was known as personal management a
few decades before which had very low importance is now considered as Human Resource
department and it is the most crucial department of the organization.

(figure 5.1)

But now HR is really being developed, new trends such as HR Analytics, Dashboard, Workforce
Analytics, HR scorecard and talent analytics are now changing the HR over the globe. These
trends are very beneficial for companies in order to cut down their cost and maximizing profit.

6) Scope:
The denim business is facing quite a pressure these days. The global recession has had a great
impact on people. Expensive is out, cheap is in.

Sales of denim jeans have declined and the low-cost knitted athletic wear has gained
considerable popularity.
To lower the cost of denim jeans, manufacturers have switched from cotton to polyester,
which is not appreciated by the consumers.
Denim was and is everyones favorite piece of cloth. Its customizability and
characteristics have witnessed many trends.
The denim industry has long reigned as one of most unshakable sectors of the fashion
world.
Artistic apparels have introduced many new innovative designs.

7) Company Profile:

7.1) Mission statement:


To deliver quality products through service standards, innovative technology, empowerment,
and teamwork.
7.2) Vision:
To be a globally prominent innovative garment manufacturer and be ranked amongst the top
garment manufacturers in the world.
7.3) Overview:
Artistic Apparels started as a small corporation in the year 1969, which has now become one of
the leading manufacturers of premium garments to well known brands across the globe. They
have a widespread market network with high customer satisfaction, smooth and fast service, and
effective price policies. Artistic apparels do not compromise on quality and they ensure high
quality standards from fabric to finished garment.
Computerize Gerber system guarantees an identical layout with consistent high quality. Every
cut- piece is assigned a barcode and a description.
The most essential process in denim garment is washing. The factory of Artistic apparels is
equipped with Tonello and Green Mac Korean washing machines, hydro extractors, steam
tumble dryers and an ozone generator. A total of 40,000 pieces are washed per day.
Each garment produced is inspected for its quality and safety by the factory workers. To ensure
further satisfaction of their customers they certify their products by the Oeko- Tex standard 100.
The

person

we

interviewed:

8) Human Resource Department:


8.1) Definition:

Mr.

Faisal

Masood

(HR

Head)

Departments are the elements associations structure to sort out individuals, reporting connections,
and work in a way that best backings the achievement of the association's objectives. Offices are
typically sorted out by capacities, for example, HR, administration, sales and marketing.
Be that as it may, a department can be sorted out in any capacity that bodes well for the client.
Offices can likewise be sorted out by client, by item, or by district of the world.
The human asset department is committed to giving successful approaches, strategies, and
human benevolent rules and to provide support to the organizations. Moreover, the human
resource function serves to ensure that the organization mission, vision, values or directing
standards, the organization measurements, and the variables that keep the organization directed
toward achievement are streamlined.
HR department is a basic segment of worker prosperity in any business, regardless of how little.
HR obligations incorporate finance, advantages, procuring, terminating, and staying up to date
with state and government tax laws.
The most well-known Human Resource employments that are assembled in the Human Resource
Department are the Human Resources Director, Human Resources Manager, Human Resources
Generalist, and Human Resources Assistant.
8.2) Artistic Apparels' HR Department:
The HR department of artistic apparel is headed by Mr. Faisal Mahmood (HR Head) assisted by
Mr.Ali (Payroll Manager). Basically their HR department is responsible for making and
implementing policies and procedures which act in the best way to make organization efficient.
It is also responsible for managing the human capital which starts with hiring the right person for
the right job at the right time and then training them to assemble the required set of skills and
then by having a proper process of managing the performance by finding out strengths and
weaknesses and by checking weather the performance is up to the standards or not.
They have a very huge HR department and they have employees for everything. They have made
subdivisions in HR department to assign teams of employees to look over different operations
such as payroll team, policy making team, performance managing team, time managing team,
compensation managing team, employee leave managing team, training and development team
and record keeping and reporting team etc.
The problem which we analyzed in this organization's HR department is that everything is done
manually and no technology is used. This is the era of technology, things happen and change
very fast. They use computers just to record the events happening such as which employee is
paid how much amount or who has taken how many leaves etc. Which will be a major drawback
for them in the future if they do not update their processes.

9) Recruitment and selection process:


9.1) Definition & Importance:
Its a process of attracting and choosing candidates for employment. The Human Resource
Department of a company will often have detailed recruitment and selection policies that need to
be followed by those responsible for hiring new employees.
Employing the right person for your business might be the most important part of your venture.
These processes match up the right person with the right job skills. Hence emphasizing the
statement, A company needs the right person for the right job at the right time.
Interviews and background checks ensure that you employ a candidate who is reliable and
carries out the objectives you planned for providing quality services and goods to your customers.
An employee, at the time he or she is on the field, is representing your company. You really
wouldnt want a person with uncompetitive skills or with a shady background to be representing
you in order to ensure the companys reputation.
Theres no point of employing a person which does not has the right skills that you want for the
company at the moment. Hence, the process is a tool to ensure and check whether the person
youre about to hire possess those skills that youre seeking for, or not.
9.2) Over the globe:
Each company may have different basis of their own recruitment and selection process because
of the high variability in the number of jobs that the world has to offer. A capital intensive
company would want to hire high end technical employees. Whereas, a labor intensive company
would focus on raw labor that may be able complete the day to day chores of the company.
9.3) Artistic Apparels:
The company we visited, Artistic Apparels, when asked about this question about their
Recruitment and Selection process, went a little obstructive. He was, at first a little hesitant to
answer this question but then told us that in a country like Pakistan anything can happen. He
explained that at times they have to compromise their process after receiving certain calls or
simply an order from their heads. He further told us that 90% of the time, candidates our selected
upon merit. However the remaining 10% has to be compromised to maintain relationships.
Artistic Apparels Recruitment and Selection Process:

Completion of Application Forms


Comprehensive Interview
Background Investigation
Job offer

The company holds the process twice a year in order to stay competitive in the market, attaining
the best talent available in the market.

10) Training and development


10.1) Definition:
Training and development is an element of human resource management worried with
organizational movement aimed for enhancing the execution of people and groups in
authoritative settings. Training and development can likewise be depicted as 'an instructive
procedure which includes the honing of abilities, ideas, changing of mentality and increasing
more learning to upgrade the execution of employees. It has been known by a few names,
including "Human Resource Development", "Human Capital Development" and "Learning and
Development".

10.2)

Company's

Process:

This function is an important function for textile based company. If a company doesn't give
importance to training and awareness function then a company like textile can not get an
information about the development and new trends in the market. Artistic apparels gives training
to their employees, mainly about how to minimize the cost in which they tell them how to get
your work done effectively and efficiently. Firstly, they used to work on minimizing cost training
factor only but now new parameter has been defined to work on skills enhancement and to
interlink the ability and efficiency of an employee together.Textile based companies also make
their employee aware about the standard minute value strategy of the company in which they
even the observe that how an employee interacts with other employees, how they deal with
suppliers, they even observe their posture.

11) HR Analytics:

(figure 11.1)
11.1) Definition:
Human resource analytics is a range in the field of analytics that alludes to applying systematic
procedures to the human resource department of an association with the hope of enhancing
worker execution and therefore showing a better return on investment. HR analytics does not
only about gathering information on employee productivity. Rather, it means to give
understanding into every procedure by assembling information and after that utilizing it to settle
on applicable decisions about how to enhance these procedures.
What HR analytics does is associate business information and individuals information, which
can set up vital associations later on. The key part of HR analytics is to convincingly
demonstrate the effect the HR department has on the association overall. Building up a cause and
effect relationship between what HR does and business results - and afterward making
procedures taking into account that data.
HR has core capacities that can be improved by applying forms in analytics. These are
optimization, building up the workforce of the association, paying and acquisition. HR analytics
can burrow problems and issues encompassing these prerequisites and utilizing systematic work
process will control the supervisors to answer inquiries and gaining information from data within
reach, then settle on important choices and take appropriate actions.
11.2) Artistic's view:

The core objective of this report was to understand HR analytics and to observe how it is
implemented in practical world but when we asked about it in the interview, We got to learn that
they do not use any software for HR analytics. Mr. Faisal (HR Head) was aware of the software
but he insisted that due to the culture of Pakistan's denim industry it is not easy to bring
technological change in the processes.. It is a very time consuming task and he is working on it
because all that they (directors of the company) care about is profit maximization by cost cutting.
However, He has maintained a system to manually conduct HR analytics.

12) Workforce Analytics:

(figure 12.1)
Technically, workforce analytics is a combination of software and methodology that applies
statistical models to worker-related data, allowing enterprise leaders to optimize Human
Resource Management (HRM).
Workforce analytics can help enterprise leaders to develop and improve recruiting methods,
make general and specific hiring decisions, and keep the best workers with the company. In
addition, workforce analytics can help management personnel to:

Predict the probability of an individual employee's success.


Identify the need for new departments and positions.
Determine which departments or positions can be reassigned or eliminated.
Identify and quantify physical risks to employees in specific positions.

Identify and quantify factors that influence employee job satisfaction.


Analyze and predict current and future technological needs.
Assign and delegate responsibility for tasks and goals.
Optimize the enterprise's organizational structure.
Help the enterprise to identify, encourage, and cultivate its future leaders.

13) Talent Analytics:


13.1) Definition:
Talent Analytics is the utilization of insights, innovation, and mastery to substantial
arrangements of individuals information which results in better choices for an association. The
main object is to make information open to empower on-demand reporting.
There are three steps of talent analytics:

(figure 13.1)

13.2) Artistic's view:

There is no concept of talent analytics in artistic apparels. In the interview, Mr. Faisal said that
he has heard about but it is going to take a lot of time to bring this concept to the denim industry.
He believes that first priority should be bringing HR analytics and then talent Analytics.

14) HR Scorecard:
14.1) Definition:
The HR scorecard is a process for Human Resources to settle itself as a strategic planning
companion with line managers and executives in an association.
The assertion for an HR scorecard is that HR can and should build metrics to showcase how HR
activities impact profitability. The recommended process is:
1. Classify the crucial deliverables for Human Resources.
2. Classify HRs consumers (for the deliverables).
3. delineate HR activities that accommodate the crucial deliverables (such as high-talent staffing or
a retention initiative).
4. Execute a cost-benefit analysis of activities that accommodate deliverables.
Lastly, its crucial to ask the correct questions to pin down if HR is accommodating the relevant
deliverables. Examples of these questions are:
5. How many exceptional candidates do we recruit and retain for each strategic job opening?
6. How many hours of results-oriented training do new employees receive annually?
7. What is the differential in merit pay between high-performers and low-performers?

(figure 14.1)

14.2) Artistic's View:


Mr.Faisal said that HR Scorecard is only used by the multi-nationals in Pakistan. It is something
which the denim industry can only read about. Even though it is extremely important and useful
tool for an organization but it cannot be implemented because all these companies are run by
people of old thoughts.

15) Future:
What we learned from this project is that all the company's in the denim industry of Pakistan
belong to the people of old thoughts. All the directors of this company believe in old methods
which were hugely successful in their time. They completely ignore the fact that their era is long
gone and they just not accept the new changes especially the technological changes because they
increase cost. The only thing which they care about is maximizing the profit by reducing cost.
The new trends in business processes are bringing drastic change in HR. These companies have
to understand these changes and have to keep themselves up-to-date in order to survive. The only
hope now are the off-springs of these old aged directors. They might understand these new
changes and implement new processes when they'll be the in charge.

16) Conclusion:
Conclusively, when you look at all these Pakistani companies and the feedback we got from Mr
Faisal Mahmood, who has been working with top notch Pakistani companies, we can deduce that
the field of Human Resource Management, still has a long way to go. Even when you look at the
multinationals, they too except three or four companies have not been using the HR software that
the rest of the world has been using since a long time now. Although the Pakistani indusrty has
seen rapid increase in the field of HR recently, it still needs room for improvement.
Focusing on Artistic Apparels, what we noticed over there, that the company indeed is working
hard and trying their best to get the HR Department running by employing specialists and highly
skillfull managers.
Overall, I think by the end of this course, each and every student must be aware of the
importance of this department. A department which was given the least importance, or did not
even exist in many companies, a few decades earlier, is now considered as one of the most
crucial department of the company.

17) Recommendations:

They should use the resources more efficiently so that they can maximize the profit
margin and net profit by reducing the cost.
They should select the proper thread for denim garments to minimize sewing and seam
performance issues.

HR managers should hire suitable applicants so that work can be carried out effectively
and efficiently.
Prepare employees for assignment by providing orientations and training programs.