To, Sir Tariq Saeed.

From, Sadia Jafri 12841 Jamal Afzal 12840 Uzair Razzak 12414

Athar Iqbal director of human resources The Searle Company Limited, offers, Both recruitment and talent retention are key issues for our company. In our organization HR works on KRAs (Key Result Areas) & KPIs (Key Performance Indicators). Objective formulation is a very concentrated process, departmental objectives, company objectives and individual objectives are interlinked. The top three critical HR functional areas that contributed to organizations current business strategies were 1)staffing, employment and recruitment, 2) training and development, and 3) employee benefits. He indicated that staffing, employment and recruitment was one of their organizations top three critical HR functional areas and it was their first priority. The HR responsibilities most likely to be staffed in-house were performance management, employee communication plans/strategies, policy development and/or implementation, and strategic business planning. The HR responsibilities that were most likely to be outsourced were employee assistance/counseling and flexible spending account administration. He further told that their organizations business strategy contributed to the decision of whether to staff outsource or eliminate various HR roles and responsibilities, suggesting an alignment of HR function, staffing decisions with business operating plans. He reported that they are decided to hire additional HR staff due to the HR department/function being understaffed for current number of employees within the organization. Organizations had formal (i.e., documented and established) systems and processes in place for collecting HR metrics and/or measurement data, formally calculating the impact of HR activities on measurable aspects of business performance. He reported that HRs effectiveness was limited by the budget and headcount available for HR initiatives. Although conducting business and managing a workforce involves multiple human resource activities, some HR functional areas are of more importance than others in supporting the organizations business strategies and operating plans. When asked to identify the top three critical HR functional areas contributing to their organizations current business strategy, He told that staffing/employment/recruitment was among the most critical HR functional areas. Secondly he reported that training and development and employee benefits were among their top three critical HR functional areas. This indicates that HR is most likely to support the organizations business strategy through human capital-related areas such as building, developing and maintaining the workforce. Third most important function of HR is to prepare a proper reward management policy for employees because the ultimate goal of each individual as well as organization is to earn profits. Staffing and employee benefits issues are often intertwined.