Dedication

We dedicate this achievement to our teacher and parents who changed our
life and it is the result of their guidance we are here, in this stage.
 TABLE OF CONTENTS
Executive Summary
About POFs
Human Resource Planning
 Accessing the human resources needs
 Pre-Board Meeting
Job Analysis
 Introduction to Job Analysis
 Importance of Job Analysis for the POFs
 Purpose of job Analysis
Recruitment
 What is Recruitment?
 Recruiting Goals
 Constraint on Recruiting Efforts
 Recruitment Sources
 Recruitment Alternatives
Selection
 What Is Selection?
 Selection in POFs
 Steps in Selection Process of POFs
Training & Developing
 Introduction to Training & Developing
 New -Employee Orientation
Employee Benefits
 Introduction of Employee Benefits
 Fringes and Benefits - OFFICERS BS-17
 Facilities

Executive Summary

This project is about the human resource

management in Pakistan Ordnance Factories. The
project describes the primary function of human
resource management that is related with one
another and with organizational strategy.

This project tells us how Pakistan Ordnance Factories

form human resource management plan, access
human resource needs and how POFs conduct job
analysis ,recruitment, selection and training and
development and how POFs provides training to its
employees.

This project briefly describes the benefits that POFs

provides to its employees and how it manages the
performance with in the company. It also describes
the separation process for permanent and contract
base employees.
 PAKISTAN ORDNANCE FACTORIES
(POFs)
Pakistan Ordnance Factories is huge industrial complex in public sector
with diversified products which are mainly focused at providing the self
reliance through indigenization within Pakistan. Thus POF is a 'force
behind the forces' as it is producing armaments and weapons for all
the three forces i.e.; Pakistan Air Force, Pakistan Navy and Pakistan
Army.
In Pakistan Ordnance Factories, more than 30000 people are working
for strengthening of the national defense. This huge human capital is
engaged in supporting each other for the same national cause. It not
only requires a well established HR infrastructure for recruiting and
training the new human capital but also needs empowering the
present employees through innovative methods of trainings for better
outcomes. In POFs, Human Resource is recruited and managed by the
Personnel Department.
Each and every year, many a people are retired from service after
completing their tenure i.e. at the age 60 years or completing 25 years
of service. Thus a large no. of posts become vacant which are filled in
on the basis of specific quota reserved for all the regions/ provinces of
Pakistan. The process of selection of the right persons for the right jobs
(Recruitment) involves a chain of steps which are focused at exploring
the potential individuals who can perform well in the organization in
the existing scenario. This process ultimately results in appointment of
the people who perform well during different steps of this recruiting
process. Main steps of this process are as below;

HUMAN RESOURCE PLAINING

Introduction of HR Planning:

HR Planning links people management to the organization's mission,

vision, goals and objectives, as well as its strategic plan and budgetary
resources. A key goal of HR planning is to get the right number of
people with the right skills, experience and competencies in the right
jobs at the right time at the right cost.

1) Accessing the human resources needs.

POFs are one of the biggest organizations in Pakistan. It consists of

30000 employees in overall Pakistan. The human resource needs of
POFs are accessed through a proper process.

Before the preparation of financial budget of POFs, each department

sends their demand for HR. The G.M and the different department of
POFs send their HR demand to their concerned SEVP e.g. requirements
for the account departments are send to the SEVP of accounts.

The SEVP of each department reports to the SEVP of HR. The SEVP of
HR analyzes the human resource demands and justified them through
different standards. If any of the human resource demands does not
match with the POFs policies i.e. If not justified then these demands
are rejected and the concern SEVP is informed about the rejection.
SEVP of concerned area may justify their demand of human resource.

2) Pre-Board Meeting:

The SEVP of HR conducts a pre-board meeting before sending their HR

budget to the top management. In pre-board meeting the SEVP of all
departments are informed about any change or variation e.g. if
number of post are increased or decreased by the SEVP of HR.

After pre-board meeting the human resource budget is send to the

board of Directors for the approval. In HR budget the HR department
must specify the month from which the employees will be needed.

JOB ANALYSIS
Introduction to Job Analysis:
A job Analysis is a systematic exploration of the activities within a job.
It is a technical procedure used to define a job’s duties, responsibilities,
and accountabilities.

In POFs, engineers, welfare officers, MBAs, doctors, IT specialists and

some other professional degree holders are engaged in serving the
nation. Each and every post has its own job requirements. So keeping
in view, the job requirements and required basic qualifications,
recruitment is done.
POFs conducts job analysis when
 New jobs are introduced.
  Changes occur in organizational structure.
 Technological changes occur.

Importance of Job Analysis for the POFs:

POFs are one of the biggest and oldest organizations in PAKISTAN. For
the organizations like POFs the Job analysis is one of the most
important activities for the POFs. The importance of job analysis for
the POFs is as follows:

 Job analysis identifies the personal qualifications necessary to

perform the job and the conditions under which work is
performed.
 Job analysis identifies who does what.
Determine needs for new and experienced employees.
Place employees in jobs that use their skills effectively

In addition, job analysis can uncover tools and technologies commonly

used on the job, working conditions, and a variety of other aspects that
characterize work performed in the position

Purpose of job Analysis:

Job Descriptions:
A job description is a written statement of what the jobholder does,
how it is done, under what conditions, and why.
 Major duties performed
 Nature of job i-e technical or managerial
 Performance standards
 Working conditions
 Number of employees doing the job
  Job identification

Job Specifications:
Statement indicating the minimal acceptable qualifications incumbents
must possess to successfully perform the essential elements of the
jobs.

 Education
 Experience
 Age
 Salary
 Qualification
 Benefits

RECRUITMENT
What is Recruitment?
The process of discovering potential candidates for actual or
anticipated organizational vacancies is called as recruitment.
POF is a well known organization engaged in serving the nation in a
better way. For this purpose, a well trained, professional and
diversified human resource is required for better performance. On the
basis of job analysis, recruitment for different posts is carried out to fill
the vacant posts.
Recruiting Goals:
Although all organizations will, at one time or another, engage in
recruiting activities, some do so more than other. Certain other
variables will also influence the extent of recruiting. Employment
condition in local community influences how much recruiting take
place. The effectiveness of past recruiting efforts will show itself in the
organization’s historical ability to locate and keep people who perform
well.

Constraint on Recruiting Efforts:

Factors that can limit recruiting outcomes:
 Organization Image.
 Job Attractiveness.
 Internal Organizational policies.
 Government Influence.
 Recruiting Costs.

Recruitment Sources:

i) Internal Search
Many large organizations attempt to develop their own low-level
employees for higher positions. These promotions can occur through
an internal search of current employees who have bid for a job, been
identified through the organization’s human resource management
system, or even been referred by a fellow employee.
ii) Employee Referrals and recommendation
A recommendation from a current employee regarding a job
applicant
iii) External Searches:
Organizations often open up recruiting efforts to the external
community. These efforts include advertisement, employment
agencies, schools, colleges and universities, professional organizations
and unsolicited applicants.
a) Advertisement:
 When vacancies are needed to be filled the Organizations
announces their jobs vacancies through the advertisement. They
announce the vacancies in different newspapers. Being the federal
organization, all the vacancies are advertised through out Pakistan to
recruit the suitable individuals/professionals from all regions/provinces
of Pakistan. So POFs symbolizes unity of the whole nation. Vacancies
are advertised in the well read and famous newspapers (English /
Urdu / local languages) all over the country to encourage the people
from all areas (Punjab, Sind, NWFP, Balochistan, FATA/NA and
Kashmir).

Recruitment Alternatives:
a) Temporary Help Services:
Temporary employees are particularly valuable in meeting short-
term fluctuations in HRM needs.
b) Employee Leasing:
Individual hired by one firm and sent to work in another for a
specific time.
c) Independent Contractors:
Another means of recruiting is the use of independent
contractors. Often referred to as consultants, independent
contractors are talking on a new meaning. Companies may hire
independent contractors to do specific work at a location on or off
the company’s premises.
 SELECTION

What Is Selection?

Selection is the process used to choose individuals with the right

qualifications to fill job openings in the organization. The more
strategic term is placement, which means the process of ensuring that
the right person is placed in the right job. Placement includes two
separate but integrated concepts:

• Person-job fit this is the process of ensuring that the

knowledge, skills, and abilities of the individual match the
requirements of the essential functions of the job.
• Person-organization fit This is the process of ensuring that the
personality and value system of the individual match the culture
and objectives of the organization

Selection in POFs:
After recruiting the next step is selection. POFS calls short listed
candidate for the selection. POFS follows a standard selection pattern
for top level position POFS have different selection pattern and fir other
position.
Employees for human resource Department, information, Technology,
accounts department etc are hired on contract basis. If the
organization is satisfied with employee performance their contract are
renewed.
For contract bases employees there are two types of contract:
 Temporary contract/time bounded:
 For temporary contract base employees their selecting is
temporary e.g. It may be for a project or for a specific time i.e.
their contract will not be renewed.
 Open contract:
The employees that are hired on open contract on completion of
their contract, the contract will be renewed.

Steps in Selection Process of POFs:

Initial screening:
The first step in the selection process where by job inquires are sorted
and initial screening is done on the basis of data given in the
application form filled in by the applicants. Their eligibility and in-
eligibility is finalized on the basis of this data.

Completing the Application Form:

In this process specific employment form of that organization are
completed. These forms are used to generate specific information
about the employee that company wants about him.
A job application Performa is also given in the advertisement to be
filled by the applicants to provide their bio-data.

Weighted Applicant Form:

These are special type of application forms that uses relevant applicant
information to determine the likelihood of job success. These include
qualification, extra achievements and these are given ranking points.
On the basis of this comparative weightage, merit is calculated for
each post so that shortlisted candidates may be called for personal
interview.

Employee Test:
After the completion of application form employees are tested by
computer based tests and hand written test depending on the
requirements.
 1) Performance Simulation Test:
Works sampling and assessment centers evaluation abilities in
actual job activities.
2) Works Sampling:
A selection device requiring the job applicant to actually perform a
small segment of the job.
3) Assessment Centers:
A facility where performance simulation tests are administered.
These include a serious of exercises used for selection,
development, and performance appraisals.

Behavior Interviews:
Observing job candidates not only for what they say but for how they
behave.
After short listing of applicants, individuals falling top in the merit are
called for personal interviews to judge their professional knowledge
and their approach which reflects their personality. Thus the applicants
with suitable professional knowledge and required approach are
selected for appointment in POFs.

Conditional Job Offers:

A tentative job offers that become permanent after certain conditions
are met. Appointment letters alongwith fringes and benefits offered at
POFs are sent to selected persons with certain conditions to be
completed before joining POFs.

Medical & Physical Examination:

The last step in selection process of POFs is to conducts a medical or
physical test. POFs use physical test as a selection device to screen out
individuals who are unable to physically comply with the requirement
of a job.

Comprehensive Selection:
Applying all steps in the selection process before rendering a decision
about a job candidate

TRAINING AND DEVELOPMENT OF

EMPLOYESS
Introduction to training and development:

The objective of training and development is to enable employees to

acquire the knowledge, skills, abilities and attitudes necessary to
enable them to improve their performance. Staff training and
development should focus on the department's objectives and goals
and staff's competencies in achieving them.
• Training: to familiarize new recruits with job requirements and
procedures, departmental objectives and performance standards;
and the values and norms of the department.
• Development: The purpose of development is to identify and
develop the potential within staff, to build existing skill levels, and
to prepare staff to take on greater responsibility during their career.

New -Employee Orientation:

New employee orientation covers the activities involved in introducing
a new employee to the organization and to the individuals in his or her
work unit. An orientation program should familiarize the new member
with the organization objective, history, philosophy, procedure, and
rules; communicate relevant HRM policies such as work hours, pay
procedure, overtimes requirements, and company benefits; review the
specific duties and responsibilities of new member's job; provide a tour
of organization's physical facilities; and introduce the employee to
his\her manager and coworkers.

In POFs, all the selected individuals are introduced to all of the units/
groups through a comprehensive training program (3-4 months) which
is specially focused at socializing the new entrants in the organization.
This program consists of lectures, visual demonstrations and industrial
visits. Thus these young officers become familiarized with the system
being operative in the organization. Relevant rules and regulations are
circulated among these officers. This intensive training program also
includes hands-on experience through visits of respective groups.
Relevant industries are also visited to study the comparative
managerial tools which help in effective management in future.

EMPLOYEE BENEFITS
Employee Benefits:
Membership based non financial rewards offered to attract and keep
employees.
As in past POFS was a government organization all of its pay standards
were according to the scales of employees. After the privatizing of the
organization the POFS is still using some pervious standards including
pay standards. POFS uses
 basic pay scale (BPS) standards. There are 22 grades or levels in POFS
i.e. 17-22.
Fringes and Benefits - OFFICERS BS-17

Basic Pay Rs 8210/-

Two Advance increments Rs 1230/-

Conveyance allowance Rs 1240/-
House Rent Rs 3695/-

TOTAL Rs 14375/-

• Single accommodation fully furnished having a monthly rental

value of Rs. 5000/- is provided to POF officers at a subsidized
value of Rs. 450.
• Married accommodation / Banglow ranging from Rs 15,000/-
to Rs 20,000/-is provided after deduction of house rent only.

In addition to above, following facilities are also

available:

 Free medical facility / treatment to POF employees, their

family and parents are provided to POF officers.

 Adequate intra city transport facilities for local traveling at

cheapest rates.

 Ample recreational sports facilities such as one of the

country’s best 9-holes golf course, skeet shooting, tennis,

cricket, volley ball; swimming, international standard squash

court etc.


 4-Star POF Hotel in the heart of the city where POF

employees and their guests can stay at considerably low

rates.

 Branches of the entire local and several multinational banks.

 University of Wah, Engineering and Medical Colleges

in addition to Post Graduate Colleges for men and women
and over 100 other educational institutions facilitating the
literacy rate of the city to 95 %, which is the highest in the
country.
 Ordnance Club (Officers Club) the hub of all social and

cultural facilities for the welfare / entertainments of its

members and their families.

 Uninterrupted power supply of electricity at subsidized rates