Hamdard Institute of Management

Sciences (HIMS)

Prepared by
Salman Sarwar 271011
Muhammad Ahmed 271008
M. Saqib Hussain 271010
Class
BBA-6
Subject
Human Resource Management
Topic
Interview with Senior Manager H.R. of Jang Group
Submitted to
The biggest challenge for Jang Group is to retain their employees. The H.R manager in
Jang are most concerned with the fact that how to stop their trained and qualified staff
from switching to other organizations. Retaining was the most important challenge and
still is for Jang group.

In the early days of establishment of geoTV staffing was the most important challenge
for us because it was a new company and we wanted to hire the best of the best we use
to go to good selective candidates because we knew who were the best in their work as
we are news papers company so we knew every thing about the news channel industry
who is the best and where we can find him.

On discussing strategic planning and forecasting planning he said: you need to know a
certain amount of manpower required for next couple of year. What actually is you do is
that you issue a kind of memo or a circular that circulates with in the whole organization
and is send to all department heads that we are preparing forecast planning schedule
for next 5 yrs and asked them to tell us about the no of men power they will require in
these yrs and we also asked them that in which designation they will require their future
employees. Then they tell us their requirement or numbers such as IT department
would tell us that in next 5 yrs they will be requiring 5 additional web page designers, 5
additional web page developers, 5 hardware engineers, 5 additional software engineers
We usually collect this kind of information from all departments we gather them,
combine them, and tabulate them in one page information and with help of this page we
do employment-forecasting planning strategic planning which is done for 5 yrs involves
various different aspects of the firm such as financing, production if it is related to
production then we analyze what kind of printing machines will be required in next 5 yrs
time suppose jag group is launching new English news paper from Peshawar then
definitely they need a press for it. So press as u know is very expensive item we have to
allocate millions of dollars for this section and we are doing budging for the new
employees. so far that thing we take loan from the bank and utilized that amount on
these aspects effectively .benefits will be provided to new employees when we make
budget .

When we asked him about talent management and relations with HR he replied that HR
is more focused on talent management. He considers HR as a business function,
with a goal of effective handling of its talent as a main focus. PM is rather more
focused on managing people and their jobs.
Personnel Management is more of a system that is followed for handling and managing
people with profitability as a main concern.

On discussing how Jang group Job Analysis the kind of employee you need you
analyze their job and then make Job description and Job Specifications and also their
job responsibilities .job description and job specification are very important. For example
you analyze a job for an IT engineer and prepare a Job description and Job
specification suited for that job.

The other tool by which we analyze the job is that by Hay evaluation points system in
which we give points according to the job requirements and job specialization and
design the salary package according to the given points to a particular job.

The criteria for giving points includes:

 Responsibilities

 Education

 Degree of decision-making

 No of people reporting to him

 No of peoples he has to report to

Are some of the criteria’s which we evaluates when we give points the higher the no
of points given to the particular job the greater would be the importance of that job.
 On discussing Training of temporary employees he said in our organization
temporary workers performs such a minor job that we usually don’t provide any
training to them most of these employees are already trained daily wages workers
we use temporary workers usually for holding of magazines and newspapers a little
bit of orientation is given to them about safety and security issues so that they may
not fell in any dangerous situation and also take the company into any unwanted
situation.

As far as journalist training and security is concern it is usually not provided by jang
group this type of training and info about precautionary measures one should take
when covering a story is provided by different journalist body also in these situations
the police and other Law enforcing agencies draw a boundary for the security
purposes of the journalist they are provide a manual in which every thing is written
about what to do and what not to do when covering a Bomb explosion or a suicide
attack a part from that they are also provided a bullet proof jacket and other
equipment but they are responsible for their security themselves.

On discussing the supply of inside candidates he explained that which is a very

general practice that for every new job inside candidates are preferred first. We
circulate a memo in the organization or put a notification on the notice board in the
office building. Everyone can apply for that Job but before applying he/she has to
inform his/her department head. The candidate has to take N.O.C. from his
department head before applying for the Job. Sometimes the interested employee
gets news about a job through grapevine process.

For executive positions all over the country we usually prefer our own executives
which are working anywhere within the country in our organization. This is a part of
organizational development, which is commonly referred to as O.D. We give a great
deal of importance to that aspect of O.D.

On discussing the recruitment complexities faced by jang group he answered that

sometimes people from reference of government may apply or the government asks
us to hire someone for a particular position. Then we have to take under
consideration that aspect but while we consider their request we also see that
whether the person applied for a job has the required qualifications and skill sets
required for that particular job. If his/her qualifications or skills do not matches our
requirements, in this case we have to excuse the government authorities.

Other concerning area was the rapid development of electronic media in early
2000s. What happened that the electronic media created hype in the market and
almost all of the trained and senior staff or the print media switched to electronic
media. People like Kamran Khan, Hamid Mir who were employed as journalists and
wrote columns in our news papers when to electronic media due to which the
salaries of journalists suddenly went sky high and we also faced a great deal of
difficulty in attracting new journalist and reporters for news papers because every
body wanted to work for electronic media.

On discussing whether Jang group employees Off shoring technique or not he said:
as far as jang is concerned we usually don’t hire people from abroad but when we
were launching Geo tv for the First time initially we did hired the technical staff from
abroad they stayed in Avari Tower For Three months training was provided to staff
like new casters, new anchors, camera men, and other technical staff were trained
because at that time we did not had these trained people available in Pakistan.

As far as training and development of journalists are concerned we do send them

abroad for training as well as conduct seminars for journalists in Pakistan. Some of
our senior journalists like Rahim Ullah Yousuf Zai, Kamran Khan, Hamid Mir also
attend world wide journalists conferences in which they tend to learn new things and
new aspects of journalism.

When we asked him how a candidate should elaborate his strength and weaknesses

The most important point is how many organizations the person has changed during
the last few years .It could be positive or negative. If you find a trend in his C.V that
he frequently changes his Job places. Then as an interviewer you may ask him the
reason for changing so many jobs in a short span of time and if he replies by saying
that “I change jobs for better future or for better compensation then as an interviewer
you get to know that in future if someone will offer him/her a higher salary package
then he may leave our organization as well. There fore we don’t hire such people.
This is a negative aspect of that candidate and hence becomes his/her weakness.

Strength and weaknesses varies from person to person. If suppose a person is

working in a company which he joined 10 years ago and applies in other
organization then he may right in C.V. that “I have been working in ABC news paper
company for the last 10 years and I don’t believe in changing organization frequently
because I am not a rolling stone. So therefore in this situation changing the
organization becomes a strong point for him.

To see the weaknesses of the candidates we also conduct semantic interviews.

These interviews are basically conducted to see the psychological behavior of the
candidate. They are somewhat different to stress interviews because in these
interviews we check the mentality, religious mindset, political affiliation and also the
behavioral patterns of a candidate where as in stress interviews we only see or
check the degree of stress a candidate can cope with.

In our business political affiliation with a certain party can be either your strength or
weakness. Such as in Karachi political affiliation with one party is considered to be
your strength.

On discussing when a journalist is targeted or accused by any political, social or

government official then how your organization handles that situation he answered
that there is a policy in Jang group that if a reporter writes or publishes a story a
writes a news in a newspaper which is based on actual facts and concrete grounds
though against one including the government officials then in these situations we
support our reporter for journalist.

On asking him about how he evaluates performance management he said basically

we measure performance management by using performance appraisal forms. It is a
two-page form, which is distributed in April or May. In this form we write different
skills, competency and measure the employees performance against it. The form
includes criteria’s like:
  Discipline
 Late attendance
 Work performance under pressure
 Extra hours work and etc

It is also a part of annual increment if one employee has performed outstandingly in

the year, then he/she gets more average increment. So in our organization each and
every employee know that if he/she will perform very well during the year, then
he/she will get annual increment when performance appraisal is done in our
organization.

Employees in departments like marketing related to sales are evaluated in every

three months. They are given a target let say to bring advertisement of Rs:500,000
or this year for our newspaper. Then if he meets that target with in the given period
allocated to him, it means he has done well and achieved his target and if he brings
Rs: 700,000 advertisement instead of Rs:500,000 this means he has done very well
and if he brings a total Advertisement of a total of Rs:100,000 its means he has
performed outstandingly .This type of performance appraisal is conducted in every
department in 3 months in our organizations.

When we asked him about what points he takes in consideration when employing
someone he replied that Employing is not a line type of a function that can be done by
following a basic procedure. It has various aspects such as: -

1. What does company want?

2. What are the situations in which company needs people?

3. Why does the company need them?

4. For how long does it want to get engaged with them viz. temporary or permanent?

5. Qualifications needed for the application of the job?

6. Training is needed or not?

7. Personal qualities of the applicant?

8. Job profile

9. Faith of the applicant towards organization and his interests?

These questions need to be answered before selecting a employee.

When we asked him about what he thinks is the most motivator for employees
according to him he said HR gives importance to human relations and thus
motivation is also based on the same grounds, thus we at Jang Group we believe
in motivating employees by giving them the perfect job profile which suits them and
from which they can get their job satisfaction.

Though HR gives less importance to money, but still in Pakistan money is high
influencer and motivator of the employees. so we make sure that employees receive
salary on the first of every month

Thus in Jang group we make sure that we offer a right mix of motivators because
each individual gets motivated by different means. For example some employee
gets a great boost even if you just pat on his back. While other feels good if he gets
some monetary benefit.
The company always makes sure that the policies that are framed by the company
are kept transparent and the employees are aware of it.Such activities act as an
effective motivator.

When we asked him how important is work sampling techniques for evaluating the
new candidates he answered by saying that it is very important especially for
journalist every journalist whether the reporter or a sub-ordinate has to go through a
written test. In which given various tasks to perform and questions were asked about
their general knowledge relat6ed to their area we also asked them skill based
questions

First we used to conduct the written test then tabulate the results then we short list
the best scorers and then and then call them for their interviews so this is related to
his job assignment same criteria is use for different job in our organization as well
we also take the same test for the musketries as well it helps to bring out the skills
and competencies of the candidates the questions are made by the line manager or
department dead in coordination with HR manager.

When we asked him about how much importance he give to Snap judgments he
replied that Snap judgments according to him is very important criteria for evaluating
the candidates .no matter how much the candidate is educated, qualified and skillful
but if he lacks in his appearance or in visual features like bad dressing during the
interview, not properly shaved, improper hair style and other physical appearances
then we don’t usually hire these kinds for peoples for the job no matter how qualified
they are .because one person bad behavior can effect the behaviour,attutites and
performance other employees as well and on the other hand the image of our
newspaper is also declines .

When we asked him whether they use standardized forms for conducting the
interviews he answered that basically we don’t use standardized questions for
conducting interviews .we generally use Multiple interviews .it is a very criteria for
evaluating a candidates .for multiple interviews we sometimes use sequential
interviews as well as non-sequential or panel interviews. In these interviews the line
manager sits along with H.R manager and department head, for example in
conducting an interview for marketing position the marketing head site along with
 H.R head and a person from editorial department may also sits along with them to
conduct the interview. All of these people will evaluate the candidate independently
and will give their independent opinion about the candidate in final decision-making
process.

When asked about what are the future challenges for HR in this country he said the
biggest challenge for future of HR in Pakistan is its implementation and penetration
in all the industries and family run businesses.

The top class management has to understand its importance so as to give a

boost to HR in corporations in Pakistan .The biggest challenge would be to develop
such policies and developments so as to generate maximum employee satisfaction
and efficiency by which Pakistan will become a much happier land to work and
progress in.

Technically, the future will see HR in every face of life. A day might come when even
a college and school will have a HR dept. Recent trends have made HRM to
become more focused on bottom line of the organization. Introduction of IT has
made all the employees work more efficiently with lightening speed. H.R considers
people as not only assets but also as their profit.

Questionnaire
Q1: Which is the most important management function in your
organization? Planning, Organizing, Staffing, Leading or
Controlling?

Q2: How is strategic planning related to HRM? In your opinion, is

there any difference between personnel management and HRM?

Q3: Job analysis information is useful in several HR activities. Can

you please illustrate which are those areas in which Job analysis is
done in your organization?

Q4: From what type of tools does your organization collects job analysis information?

Q5: Is there any policy of giving training to temporary workers in

your organization?

Q6: What techniques does your organization use for forecasting

the supply of inside candidates?

Q7: During the recruitment process of new employees, what

types of recruiting complexities are faced by your organization?

Q8: How is performance management is evaluated in your

organization?
Q9: Is their any position in your organization for which you select
foreign employees? Or does your organization use off shoring?

Q10: During the selection interview, what are the best ways in which an interviewee
should elaborate his strength and weaknesses?

Q11: What are the points that are looked while employing
people?

Q12: For an executive position, what is the process of

recruitment and selection in your organization?

Q13: During an interview how much importance do you give to

things such as snap judgment, non-verbal behavior and
impression management?

Q14: What are some of the most important aspects you observe
in an interview?

Q15: Is there any procedure used in your organization to use

standardize forms for conducting the interview?
Q16: What do you think is the most effective motivator of
employees?

Q17: If the government or any other sector accuses your reporter

or journalist for being biased on them misrepresenting them
ten how do your organization handle that situation?

Q18: What are the Future challenges of HR in Pakistan and

especially today’s in corporate world?