Q1.

Job Descriptions

1. Myself (Karachi stock exchange)

General Purpose
A stock trader is a financial-service professional you manages the financial portfolio of your clients by purchasing and selling securities based on the individual financial objectives of your clients.

Job Responsibilities
You seek out prospective clients. You counsels clients on their financial goals, establishing guidelines as to how aggressively or conservatively they would like to play the stock market. You places buy or sell orders with the stock exchange. You notify clients when transactions have been completed; and you maintain positive relationships with your clients.

2. Marketing Manager (Kasbit)

General Purpose
To develop, establish and maintain marketing strategies to meet organizational objectives. Effective management of the marketing, advertising and promotional activities of the organization.

Main Job Tasks and Responsibilities

manage and coordinate all marketing, advertising and promotional staff and activities conduct market research to determine market requirements for existing and future products analysis of customer research, current market conditions and competitor information develop and implement marketing plans and projects for new and existing products manage the productivity of the marketing plans and projects monitor, review and report on all marketing activity and results determine and manage the marketing budget deliver marketing activity within agreed budget develop pricing strategy liaison with media and advertising

3. Assistant vice president (KASB Bank)

An assistant vice president of KASB Bank formulates policies and business strategies and provides the general direction for his organization. The assistant vice president of KASB Bank extends high-level administrative support to the vice president in directing project work. He trains and supervises low-level clerical staff. He plans, directs and coordinates operational activities at the highest level of management with the help of subordinate managers. He conducts research, prepares statistical reports and handles information requests from the vice president or president.

Responsibilities and Duties

The assistant vice president of KASB Bank allocates resources to various departments of the organization and ensures their proper utility. He provides guidance to departmental managers on specific objectives of programs, project interventions and strategic plans undertaken by the KASB Bank. He oversees project activities in his division and compiles comprehensive progress reports for the management and vice president. The assistant vice president of KASB examines and suggests improvements and ratifies budgetary estimates for departmental heads working under him. He works with internal and external leaders in sourcing for funding for organizational projects. He develops staffing recommendations to the

vice president and the president in accordance with organizational personnel needs. he analyzes operations of the organization to establish areas of cost reduction and improvement of efficiency. He reviews financial statements, sales and activity reports of various departments.

4. Head of the department Of management sciences (KASBIT)

Main Purpose

To contribute to the overall success of the University: establishing a shared strategic vision for the department and the plans necessary to attain those goals by directing the academic and business development of the department, ensuring that its programmes and academic structures are fit for purpose and are able to leverage advantage to both the department and the University as a whole. The role holder has overall responsibility for leading and managing the department supported by relevant academic and administrative management teams. Within the department the HoD provides leadership in academic matters promoting continuous improvement in research performance, quality enhancement of learning and teaching and knowledge transfer.

Main Duties

Lead the department in the setting and advancing of the strategic academic direction of the department and developing regular review procedures to monitor and progress the strategic plan. Contribute to the development and review of the Universitys Corporate Plan. Translate strategic goals into operational plans in the department and establish and lead a management team to implement the operational plan once approved. Identify, propose and plan for changes in the departments requirements for resource allocation or reallocation arising from changing needs and plans. Lead the departmental planning and budget setting process, involving others where appropriate.

Q2. HR Department working and it importance in the success of Organization

HR of ERC Global (Software house) Working

Hr of Erc Global says that I am setting the salaries of employees see the leaves of employees that how they did leaves and see who is permanent employees and who works on daily wages. if employees did leave so adjust on leaves if there is no leave so I cut down the salary Then ask the employees and I am also giving the free hand to the employees that if any type of problem all employees feel free to conduct me and then I try to solve the problems. Everything I maintained takes feedback to the team leaders and their subordinates and then gives the information to the top-level management. Budgeting information and provide the food to the employees so this type of information also give to the top level management if any problem on working so try to overcome that problems.

Importance in the success of organization

1. To motivate the employees events organized in 3 months for them water parks , dinner or any other where they may enjoy when we organized the events so first we ask the employees and they give views and try to influence on one decision to all employees with respect of all views of that employees. 2. 2nd thing appraisal system if any posted upper from assign task so in 3 months check the posting and take feedback from team leaders and take feed back from subordinates for team leaders.. 3. award system if any employee give extra ordinary services to the company so the hr department made a new system in our organization which is giving a certificate to the employees and the finally Employee of the year award but now hr depart close this award because hr depart saw some biasness on that award so thats why they close this award.

Q3. Types of Recruitment

Recruitment is of two types. 1. Internal recruitment 2. External recruitment

Internal Recruitment

- is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. Internal sources are primarily three - Transfers, promotions and Re-employment of exemployees. Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also. Internal recruitment may lead to increase in employees productivity as their motivation level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the organization from new blood. Also, not all the manpower requirements can be met through internal recruitment. Hiring from outside has to be done.

Internal sources are primarily 3 a. Transfers b. Promotions (through Internal Job Postings) and c. Re-employment of ex-employees - Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.

External Recruitment - External sources of recruitment have to be solicited from

outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include - Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc. a. Employment at Factory Level - This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers. b. Advertisement - It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television. c. Employment Exchanges - There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange. d. Employment Agencies - There are certain professional organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns. e. Educational Institutions - There are certain professional Institutions which serve as an external source for recruiting fresh graduates from these institutes. This kind of recruitment done through such educational institutions, is called as Campus Recruitment. They have special recruitment cells which help in providing jobs to fresh candidates. f. Recommendations - There are certain people who have experience in a particular area. They enjoy goodwill and a stand in the company. There are certain vacancies which are filled by recommendations of such people. The biggest drawback of this source is that the company has to rely totally on such people which can later on prove to be inefficient. g. Labor Contractors - These are the specialist people who supply manpower to the Factory or Manufacturing plants. Through these contractors, workers are appointed on contract basis, i.e. for a particular time period. Under conditions when these contractors leave the organization, such people who are appointed have to also leave the concern.

Types of recruitment which prefer in ERC Global

1. Reference 2. Advertisement

1. Reference
Employee already work in an organization and if he or she knows that there is vacancy so he tell them his or her friends and he or she ask hr department that he or she match your skills and abilities so if you want to take interview so we also take interview if he or she match our skills so we hire them.

2. Advertisement
Hr department give ads on news paper which vacancy of any job so they putted job requirements so he or she comes to the office and give interview if he or she select so he or she work easily.