SITARA CHEMICLAS

INDUSTRIES LTD
Impact of HR Practices on this Organization.
University of Agriculture Sub Campus Toba-Tek-Singh.

SUBMITTED TO:

Respected Dr.Adnan Sarwar.

Submitted on:

30-11-2018

SUBMITTED BY:

Muhammad Bilal Zahid

2015-ag-7970

BSCS 7th Semester

Session 2015-2019
 TABLE OF CONTENTS

ACKNOWLEDGEMENT

EXECUTIVE SUMMARY

INTRODUCTION

(OVERVIEW OF THE ORGANIZATION)

(VISION)

(MISSION)

CURRENT PROBLEMS BEING FACED BY SCIL WITH RESPECT TO HRM

STRATEGIC LONG TERM IMPLICATIONS OF HRM IN A DYNAMIC ENVIRONMENT

EMPLOYEE RIGHTS AND HR COMMUNICATION

HR PLANNING AND JOB ANALYSIS

RECRUITING

SELECTION PROCESS

NEW EMPLOYEES’ ORIENTATIONS

TRAINING THE WORKFORCE

MANAGING CAREERS

PERFORMANCE MANAGEMENT SYSTEM

EMPLOYEE’S BENEFITS, REWARDS AND PAY PLANS

ENSURING THE SAFE AND HEALTHY WORK ENVIRONMENT

LABOR RELATIONS AND COLLECTIVE BARGAINING

RECOMMENDATIONS

CONCLUSION

REFERENCES AND SOURCES

 ACKNOWLEDGEMENT

“In the name of Allah, the most merciful and beneficent”

Thanks to almighty Allah for enabling us to fulfill all the requirements for the completion of

our HRM final project report. We are also grateful to the University of Central Punjab that

provided use a chance to explore our skills, qualities, abilities and potentials through

internship program.

And we are also thankful to our teacher Dr.Adnan Sarwar for giving us chance to show the

best of our abilities during the period of our course.

 EXECUTIVE SUMMARY

In this assignment I have describe about the Sitara

Chemical’s Human resource department problems, functions,

processes, objectives, roles & their goals in the organization. Terms

included in this report are HR planning, job analysis, recruitment,

selection, socializing, training & development, career management,

compensating the employees and their safety assurance and

management relationships in the organization. The human resource

departments of Sitara Chemicals Industries Limited have many

ambiguities in there recruitment, selection, training & development,

motivation, compensating & maintaining process. We have

recommended much useful suggestion for the refinement of the

whole process According to our knowledge.

INTRODUCTION:

SITARA GROUP OF INDUSTRIES is one of the renowned industrial groups of Pakistan. This group
started its industrial activity with textile weaving sector in 1956 under leadership of two brothers,
Haji Abdul Ghafoor (Late) and Haji Bashir Ahmed. Group Companies includes Sitara textile Industries
Ltd, Sitara Peroxide Ltd, Sitara Energy Ltd and Sitara Developers (pvt.) Ltd whereas Aziz Fatimah
Hospital, Sitara Institute of Management & Technology, Aziz Fatima hospital and Aziz Fatimah Girls
High School are included in Group Charities.

OVER VIEW OF THE ORGANIZATION:

Sitara Chemical Industries Ltd is situated at 32 km, Sheikhupura road, Faisalabad. It was
incorporated in 1981 and began producing caustic soda in 1985. Company entered into Textile
Spinning Business in 1995. Its specialty chemicals and export division was established in 2001
and agri-chemicals division in 2003. Its Main Office is in Faisalabad. It have more than 1,600
employees

PRODUCTS:
Basic Chemical
Specialty Chemical
Gases
Agricultural

BOARD OF DIRECTORS:

Haji Bashir Ahmad(Chairman)

Muhammad Adrees(CEO)
Mr .Javeed Iqbal
Mr. haseeb ahmad
Mr. Muhammad Anis
Mr. Muhammd Khalil
Mr. Imran Ghafoor
Mr.Rashid Rzahir
LOGO:

VISION:

“Strive to develop and employ innovative technological solutions to add value to business
with progressive and proactive approach.”

MISSION:

“Continuing growth and diversification for bottom line results with risks well contained.”

CODE OF ETHICS AND BUSINESS PRACTICES:

“We believe in stimulating and challenging team oriented work environment that encourages,
develops and rewards excellence and diligently serve communities, maintaining high standards
of moral and ethical values.”
QUALITY POLICY:

“Sitara Chemical Industries Ltd. is committed to remain alert and advance, to

continuously grow as a Quality Symbol for its products and in meeting industrial and
consumer requirements, through training, team work, and procedures, on time, every
time.”

ENVIRONMENTAL POLICY:

“Sitara Chemical Industries Ltd. is committed to continual improvement of its

Environmental Management System (EMS) by adoption of appropriate pollution
prevention measures and complying with all relevant training, teamwork and procedures
as implemented from time to time.”

CORPORATE SOCIAL RESPONSIBILITIES:

“SCIL is a socially responsible organization. They are investing in healthcare and skills
development of their people and peoples of the area as well as education of best of the
brains. This industry is well acknowledged for its contribution to socio-economic uplift of
the region and strengthening social safety nets. They value their workforce as the most
integral part of the organization.”
CURRENT PROBLEMS BEING FACED BY SCIL
WITH RESPECT TO HRM:

TECHNICAL MANPOWER SHORTAGE:

SCIL has to face the shortage of skilled labor because there is huge demand of technical workers
in MIDDLE-EAST. Due to high compensation rate in foreign countries, technical man power
prefers to work there instead of Pakistan.

DIVERSITY PROBLEMS:

Work force diversity is causing serious problems in SCIL. Because people belong to similar
backgrounds form groups, monopolies and they sport only their own group members. Group
members prefer to form trusting relationships with people who have a similar background while
distrusting (or being less trusting of) those from dissimilar backgrounds.

MOTIVATION PROBLEMS:

Great majority of employees are quite enthusiastic when they start a new job. Employees' morale
sharply declines after their first six months—and continues to deteriorate for years afterward.
And it very difficult maintains the enthusiasm of employees in Pakistan due to bad economic
conditions.

RETAINING PROBLEMS:

The attraction and retention of high caliber persons is key to success in every organization.
Middle level managers and professionals who have been inducted in the organization are
difficult to retain and motivate as the market offers higher remuneration to those who have
acquired experience at the SCIL.
PECIAL TRAINING AND SKILL UP-GRADATION PROBLEMS:

Many employees have been sent abroad for overseas training, attachment, study tours,
seminars, etc. On their return, each participant is expected to share and disseminate his learning
with the larger group to which he/she belongs. But many employees do not do so.

EMPLOYEE TURNOVER PROBLEMS:

Turnover can be a serious obstacle to productivity, quality, and profitability at any firm. The
prospect of getting higher pay elsewhere when an employee has acquired experience at the SCIL
is one of the most obvious contributors to turnover.

INCREASING PERSONAL PROBLEMS:

Due to increasing working women in our society, Parents give less attention to their children. This
thing causes many serious family problems. Due to disturbance of their personal life, many
employees are unable to concentrate on their assigned task and show lack of motivation.
STRATEGIC/LONG TERM IMPLICATIONS OF HRM IN
A DYNAMIC ENVIRONMENT:

CULTURAL ENVIRONMENT OF SITARA CHEMICALS INDUSTRIES LTD:

In Pakistan there is a great value of collectivism, relationships and concern of others life. After
understanding these cultural values, the professional management always lays emphasis on
initiative, drive and team spirit, where continuous improvement and excellence is the goal.
Professional culture is dominant in the group. As a part of Organizational Development program,
special emphasis is laid on development of human resources through in-house and external
training, in order to update the staff with latest advancements in technology and management
techniques, resulting in a highly competent pool of human resources.

Effect of technology on HRM practices:

Technology has affected human resource management in many ways such as,

Recruiting:

Changing technology developed new systems of recruiting in Scil. Company has recently
upgraded its human resource management system for ORACAL to SAP. This system helps HR
department to maintain the employees’ information. All the programming has been done by IT
department. In pay roll system there is an employee form where the data has recorded and pay
break up system is also the part of these pay roll forms. In Sitara, employees attendance is being
checked through hand scanning recently changed from old procedure of card scanning. SCIL also
use internet to recruit new employees. Company has a “JOB” section in its web site. This section
has all information about the available jobs. Persons who are interested in the job can easily
apply online.
Training & and development:

Employee’s development & grooming become more critical & essential for which importance of
training & development cannot be denied. New technology developed new methods of training
such as computer based. This type of training includes guided drill and practice exercises,
computer visualization of complex objects, and computer-facilitated communication between
employees and instructor.

Other HRM practices:

In Sitara Chemicals Industries Ltd, newly installed HRIS (SAP) helps HR department to maintain
the employees’ information more easily and effectively. Systems such as pay roll, attendance
management system help management to maintain record more quickly and accurately.

Employees’ rights:

Employee rights have become one of the more important human resource issues. Management
of SCIL allowed employees to tell management what they perceive they are doing right or
wrong. Discrimination, intimidation and harassment based on sex, race, religion, age, color,
disability, sexual orientation and cultural background is prohibited at the workplace. HRM is
creating awareness in employees by communicate their rights, policies and procedures to
employees.

Work force diversity:

Work force diversity can cause serious problems such as formation of groups, monopolies and
biasness in the groups. Group members prefer to form trusting relationships with people who
have a similar background while distrusting (or being less trusting of) those from dissimilar
backgrounds. So management in SCIL is doing continuously efforts to avoid these kind of
problems.

Labor supply:

SCIL has to face the shortage of skilled labor because there is huge demand of technical workers
in MIDDLE-EAST. Due to high compensation rate in foreign countries, technical man power is
shifting from Pakistan to these countries. To fulfill this gap , management has taken some serious
measures to fulfill these requirements.

CONTINGENT WORK FORCE ISSUES:

In SCIL, contingent work force is mainly the low level physical workers and their goals are not in
accordance with the organizational goals. It is very tough job to manage this type of physical labor
because they mostly try to complete their duty hours or assigned task not the ultimate goal
behind that goal.

CONTINUOUS IMPROVEMENT PROGRAMS:

Sitara Chemical Industries Ltd. is committed to remain alert and advance, to continuously grow as a
Quality Symbol for its products and in meeting industrial and consumer requirements, through training,
team work, and procedures, on time, every time.

WORK PROCESS ENGINEERING:

To meet the requirements of changing environment and increasing competition, recently Sitara
Chemicals Industries Ltd upgraded its ORACAL based human resource management system to
SAP based human resource management system. This system helps HR department to maintain
the employees’ information. Its card scanning system is also upgraded to thumb scanning system
last year. HRM Assisted in Work Process Engineering by providing them skills training.

Employee involvement:

Great majority of employees are quite enthusiastic when they start a new job. Employees' morale
sharply declines after their first six months—and continues to deteriorate for years afterward.
HRM of SCIL is taking measures to maintain the enthusiasm of employees even in these bad
economic conditions.
EMPLOYEE RIGHTS AND HR COMMUNICATION:

LABOR LEGISLATION IN PKAISTAN:

The Constitution of Pakistan contains a range of provisions with regards to labor rights.

Article 11 of the Constitution prohibits all forms of slavery, forced labor and child labor

Article 17 provides for a fundamental right to exercise the freedom of association and the
right to form unions;

Article 18 proscribes the right of its citizens to enter upon any lawful profession or occupation
and to conduct any lawful trade or business;

Article 25 lays down the right to equality before the law and prohibition of discrimination
on the grounds of sex alone;

Article 37(e) makes provision for securing just and humane conditions of work, ensuring
that children and women are not employed in vocations unsuited to their age or sex, and for
maternity benefits for women in employment.

DISCIPLINES IN SCIL:

Laws & Workplace Regulations:

The Company is complying with laws & regulations in its all business locations.

No Child Labor:

The Company is not engage itself in or support the use of child labor.
No Forced Labor:

The Company is not using any involuntary or forced labor- indentured, bonded or otherwise.

Health & Safety:

The Company is providing employees with a safe and healthy work environment. The Company
is ensuring prevention of accidents and injury. Clean & sanitary support facilities; access to
potable water and safety training will also be a part of Company’s policy.

Freedom of Association:

The Company is recognizing and respecting the rights of employees to associate, organize, and
bargain collectively in a lawful and peaceful manner, without penalty or interference.

Nondiscrimination:
The Company employees, pays, promotes and terminates workers on the basis of their ability to
do the job, rather than on the basis of personal characteristics or beliefs.

No Harassment or Abuse:
The Company is providing a work environment free of harassment, abuse or
corporal punishment in any form.

Hours of Work:

Hours worked each day, and the days worked each week are not exceeding the legal limitations.
The Company is providing at least one day off in every seven-day period, except as required to
meet urgent business needs.
Compensation & Benefits:

The Company is paying at least the minimum total compensation as required by local law,
including those relating to minimum wages, overtime, maximum hours, piece rates and other
elements of compensation, providing legally mandated benefits.

Environment:
The Company complies with environmental rules, regulations & standards applicable to their
operations & will observe environmentally conscious practices in all locations of business.

Drug Interdiction:

The Company cooperates with local, national and foreign customs and drug enforcement
agencies to guard against illegal shipments of drugs. This social compliance policy and its
objectives are made available to any interested party upon request. These same commitments
are shared by all suppliers of Stara Chemicals.

EMPLOYEES’ RIGHTS IN SCIL:


Every employee has the right to come to meet his immediate supervisor for the help  or
solution of any problem. If his supervisor cannot satisfy the employee, then employee

can go to HR department for this problem.


Complaint Box is placed near the entrance of HR office which is opened by HR manager
 normally once in a week. So employee can get the solution of his problem in this way as

 well.


 is subjected
The Organization treats all employees with respect and dignity, no employee
 to any gesture, language and physical contact that are sexually coercive,
threatening, abusive or exploitative.
 
 immediate
Warning are addressed to the employees verbally and in written through their
 supervisor. The warning referred to the contraventions committed by the
employee and served to remind the employees the he/she abide by organizational rules
and regulations in performing his/her work, and that this contravention should not be
repeated in future.



A written letter addresses to the employee describing the contravention committed. The
 employee is also notified that a higher penalty may be inflicted on him if the

contravention is repeated in future. The warning letter is then put in the employee’s
personal file. Issuance of written warning can be recommended by the respective
supervisor and Head of Department. It will be issued by the HR department after approval
of Chief Executive Officer.


An employee who is absent from the job without satisfactoryexplanation and necessary
 proof, is considered to be an unauthorized unpaid absence.


Discrimination, intimidation and harassment based on sex, race, religion, age, color, 
disability, sexual orientation and cultural background is prohibited at the workplace.

Communication of Policies:

SCIL utilizes following means to communicate these policies and procedures to employees:

1. Inclusion in employee handbook

 2. Inclusion as a separate area of discussion in the new
employee Orientation program
3. Inclusion as part of training sessions.

PLANNING AND JOB ANALYSIS:

Managers and HR departments achieve their purpose by meeting objectives. Objectives are
benchmarks against which actions are evaluated. Sometimes they are carefully thought out and
expressed in writing. More often objectives are not formally though out and expressed in writing.

The main objectives of Human Resource Management are not only to reflect the intention of
senior management, they also must balance challenges from the organization, the HR function,
society, and the people who are affected. Failure to do so can harm the firm's performance,
profits, and even survival.

ORGANIZATIONAL OBJECTIVE:

HR management exists to contribute to organizational effectiveness. Even when a formal HR

department is created to help managers, the managers remain responsible for employee
performance. The HR department exists to help managers achieve the objectives of the
organization. HR management is not an end in itself; it is only a means of assisting managers with
their human resource issues.

 At the organizational level, senior managers who set the organization’s goals should
analyze needs.

 At the operations level, the managers who specify how the organization’s goals are
going to be achieved should analyze needs.

 At the individual level, the managers and workers who do the work to achieve those goals
should analyze needs, keeping in mind that performance is a function both of ability and
motivation.

CORPORATE ASSESSMENT:

Gap or SWOT (Strengths-Weaknesses-Opportunities-Threats) analysis determines what is

needed to meet objectives
Strengths:

 Largest manufacture(caustic soda)


 Largest Shareholder

 Advance Technology

 Plant Infrastructure

 Strong Management

 Strong Brand name

  Financially Sound

Weaknesses:

 Need Sizable Market to Sustain


 Lack of Operations in Abroad

 Relying on Permanent Customers

Opportunities:

 Increase Production Capacity


 Increase Product Line

 Taking Advantage of Geographic position

 Provide Online Customer Service & Ordering System

Threats:

 Competitors

 Economic Environment

 Energy Crises

 hreat of Stakeholders

 Unstable Law & Order Situation

ASSESSING CURRENT HUMAN RESOURCES:

Current human resources are assessed with the help of human resource management system
and replacement chart.

Human Resource Information System:

Human resource information system is a computerized database that contains important
information about employees. Scil have recently upgraded its human resource management
system for ORACAL to SAP. This system helps HR department to maintain the employees’
information. All the programming has been done by IT department. In pay roll system there is an
employee form where the data has recorded and pay break up system is also the part of these
pay roll forms. In Sitara, employees attendance is being checked through hand scanning recently
changed from old procedure of card scanning.

Replacement Chart:

Scil also uses replacement charts for its succession planning. These charts enlist information
about individuals who might qualify to fill the positions as well as the information about the
management positions that may become vacant in the near future.

HUMAN RESOURCE PLANNING:

Human resource planning is all about measuring the organization need to identify the numbers
of employees and skills required to do those jobs. Further, an understanding of available
competencies is necessary to allow the organization to plan for the changes to new jobs required
by corporate goals. Human resource planning is done according to estimation of numbers of
vacancies that will vacant in the near future. Factors considered in this estimation include
Retirements, Dismissals, Transfers-out, Lay-offs, Voluntary quits, Sabbaticals, Prolonged illnesses
and Deaths.

JOB ANALYSIS:

There are four basic technique generally used for gathering about different jobs.
  Interviews in some cases, job analysts may interview the employee who is performing
the job, the supervisor, or both. This technique may be time consuming, and the danger
exists that employees may exaggerate the importance of their jobs. At Sitara interviews
are conducted for certain types of investigations in cases of breakage of rules and
regulations. Interviews are also conducted for search of a new candidate but these
interviews are just mere formality rather than having professional approach.

 Observation A second approach to information gathering in job analysis is having the
analyst actually observe the individuals performing a job and record observations while
doing so. In some instances this method is very useful, but under certain conditions it
becomes more difficult if not impossible. At Sitara this technique is implemented in some
cases, observations have done for performance judgment and competency of work force.

 Questionnaires Probably the least costly method of collecting job analysis data is by
using questionnaires. Well-designed questionnaires have been claimed to be “the most
efficient way to collect a wide array of job data and information in a short time. However,
there is the danger that a responder will not complete the questionnaires, complete it
inaccurately, or take an excessively long time to return it Sitara usually does not use this
sort of technique to collect the data.

 Diaries or Logs A fourth approach is to utilize diaries or logs in which employees record
their daily activities and tasks. In addition, those activities performed at infrequent
intervals must also be noted. Because of the difficulties connected with this procedure,
portable tape recorders may be utilized to assist in maintaining a record of such activities.
HRM department has not any systematic procedure for using the diaries or logs for the
purpose of data gathering.

JOB DESCRIPTIONS AND JOB SPECIFICATION:

After job analysis, a written statement is produced about what jobholder does, how it is done,
under what conditions. This written statement is known as job description. It is also used to
describe the job to applicants, to guide new employees, and to evaluate employees. After the
formation of job description, another statement is produced. This statement states the minimum
acceptable qualifications for the job. And it is used to select employees who have the essential
qualifications.

RECRUITING:

i). INTERNAL RECRUITING

Filling a job opening from within the firm has the advantages of stimulating preparation for
possible transfer, or promotion and increasing the general level of morale. There are two types
of internal recruiting in SCIL.

Self-Nomination:

Human resource department of SCIL publishes a newsletter after some times that enlists all
information about the vacant jobs. Any employee who have the required qualifications and
interested in the position can apply for it.

Nomination By Employees Supervisor:

Informal communications among managers and supervisors leads to the identification of a

talented and suitable person for a certain job .

ii). EXTERNAL RECRUITING

Sitara chemicals incorporation Limited also goes to external sources for positions whose
specification cannot beam by present personnel. SCIL uses following outside sources:

Employee References:

Employee referrals have great importance in SCIL because employees have more accurate
information about the potential job and they give the applicant more realistic information about
the job than any other source. This information reduces unrealistic expectations and increases
the survival rate. Employee referrals are also important to locate a potential employee for any
hard-to-fill location.

independent Ads:

When there is no person inside the organization to meet the requirements of a job then human
resource department give independent ads in the newspapers. The ads contain only the
qualification required and other important information about the job. Advertisements are placed
in various newspapers.

Walk-in Applications:

Unsolicited applications both at the gate and through the email constitute a much used source
of personnel. Even there is no current opening; these applications are kept on file for later use.
These applications provide an excellent supply of stockpiled applicants.

Cyber Space Recruiting:

SCIL also use internet to recruit new employees. Company has a “JOB” section in its web site. This
section has all information about the available jobs. Persons who are interested in the job can
easily apply online.

Employment Agencies:

Additional screening is done through private employment agencies. Employment agencies

used by scil includes
  ROOZE

 Careerjet

 Bayrozgar

 The Guides

CONSTRAINTS ON RECRUITING EFFORTS:

The major constraint on recruiting efforts is shortage of skilled labor because Middle East has
huge demand of technical labor. The person who has technical skills preferred to work in overseas
countries rather than Pakistan. That’s why it is very difficult to find a fully skilled person.

SELECTION PROCESS:

There are various authorities to hire the people for various positions. If position of job is that
employee would be paid about Rs.7, 000/- monthly, immediate boss has authority to hire this
employee. The department head hires employees having salaries below Rs.12, 000/- monthly.
And job of value higher than Rs.12, 000/- there are various steps through which the candidate
has to pass.

In the hiring procedure, SCIL considers the following steps to discover significant
information about an applicant:

SHORT-LISTING OF APPLICATIONS:
SCIL primarily review the potentially acceptable candidates. This initial screening process also
includes shortlisting of applications.

 After recruiting efforts, the applications and CVs submitted by candidates are screened
out on the basis of:
 I. Merit

II. Institute

III. Experience etc.

 In shortlisting of applications, approximately 50% of the applicants are selected for the
further process. After this process, the H.R Department lists out the salient features of
the CVs (only the accepted CVs).

WRITTEN TEST:
For fresh graduates, a written test is conducted by the HR management. This written test
covers various types of questions and topics i.e.

I. Intelligence Test

II. Mechanical Aptitude test

III. Clerical Aptitude Test

IV. Interest Test (Likes and Dislikes)

EMPLOYMENT INTERVIEW:
The employees who are able to pass the written test are called for interviews. Candidate has to
pass through three different interviews.

 1st interview is conducted by his immediate boss


 2nd interview is conducted by department head

 3rd interview is conducted by CEO or senior management or both.

MEDICAL/PHYSICAL TEST:
The objectives of having physical/medical test are to ascertain the applicant physical capabilities
e.g. can the applicant work standing up. The second objective of examination is to protect the
company against unwarranted claims under worker's compensation laws or against lawsuits for
damages.

Candidates who are selected for management posts will only have to submit their blood tests
reports while the persons selected for technical and physical work will have to pass the all kinds
of required physical and medical tests.

CHECK OF REFERENCES:
This is the last step of the selection process. The purposes of the reference check are to obtain
information about past behavior of applicants and to verify the accuracy of information. SCIL uses
combination of letters and telephone calls, as a method of checking. Reference check includes;

I. Dates of

Employment

II. Job Title

III. Absentee Record

IV. Promotions and Demotions

V. Compensation

VI. Stated Reason for termination.

Employee Grades:
There are different grades for workers. These are:

 Grade-1 G-1

 Grade-2 G-2
  Grade-3 G-3

 Grade-4 G-4


Grade-5 G-5

Grade G-5 is for supervisors and G-1 is lowest grade in the organization. There are four different
executives’ grades. These are:

 Executive-1 E-1

 Executive-2 E-2

 Executive-3 E-3


Junior Executive J.E

E-1 is the most senior in executive group and J.E is the most junior in this group. There are three
Managers grade in SCIL. These are:

 Manager-1 M-1

 Manager-2 M-2

 Manager-3 M-3

In this group M-3 is most senior and M-1 is joiner.

NEW EMPLOYEES’ ORIENTATIONS:

New employee orientation program delivers multiple benefits includes helping employees to
learn the “ground rules” of the company. In SCIL there are distinct components of new employee
orientation program. First part is general orientation, in which overall policies and procedures
are discussed to new employees that are applied to all areas of the company. These includes
matters of personnel, compensation, benefits, employee rights, unions (if applicable), and the
employees' general responsibilities. The second part consists of job-specific issues that are
directly related to the new employee responsibilities, company expectations, and policies and
procedures. At the end of the of orientation program, employee have to submit the orientation
report.

 In SCIL Orientation program is varied from job to job. For some jobs its duration is one
week and for some jobs it is up to one month. The first part of the orientation that is
known as general orientation is conducted by human resource management. Then new
employees are introduced to the supervisor to whom they have to report. Then the
practices and procedures of SCIL told to the new-comers i.e.

 Hours of work and attendance/tardiness policy

 Payroll periods, when paychecks are delivered and when first check will
arrive

 Rates of pay

 Overtime rules

 Training or introductory employment period

 Employee benefits for which they are or may become eligible:

 Advancement or promotion opportunities and procedures

 Employee suggestion plan

 Parking arrangements

 Union-related information if this person will be in a represented group
  Then new employees are provided with the copies of the following documents:


 Employee handbook

 Safety plan

 Annual report

 Employee newsletter

 Direct payroll deposit request

 Employee benefit booklet explaining each of the organization's offered
benefits

After the general orientation new employees are introduced to their correspondent supervisors
to whom they have to report. In this part of orientation the employee are informed with their
office location. This component of the orientation helps employees to understand how their new
team operates. The chain of command of the department in which the new employee has to
work is explained to him and provided with a copy of the organizational chart. The supervisor
also explains about the training process.
TRAINING THE WORKFORCE:

Training is one of management's most important strategies for reaching organizational goals.
When used to produce or upgrade organizational skills needed to overcome gaps in
performance, training can bring back savings to an organization that are many times more
valuable than the cost of the training itself. To be effective, training decisions must be based
on a consistent flow of reliable information about the quality of performance in various parts
of an organization. Providing management with information of this kind is the reason why
organizations undertake the assessment of training needs.

SCIL mostly uses following indicators to assess needs for training:

 New employees

 Career Enhancement Plans

 New supervisors

 Performance problems

 Production problems

 Safety problems

 New technology
Techniques Used include:

 Direct observation

 Management requests

 Questionnaires

 Personnel reports

 Business and production reports

FIVE-STEP PROCESS:

SCIL’s training needs assessment is planned according to the five-step. Faithful adherence to
this process will produce a substantial amount of information about organizational
performance. It also will furnish the manager with a guidance system for identifying needs that
call for training solutions and for choosing the most suitable training remedy.

STEP 1) MANAGEMENT SANCTION AND PREPARATION:

In SCIL, the training needs assessment process begins when a decision is made by
management to sanction and prepare needs assessment in locating appropriate targets for
training. If employees are new to the organization, it may be necessary to appoint and train
staff or to engage competent outside assistance.

Step 2) SCANNING THE WORK SITUATION:

This is a significant step, as performance discrepancies exist at every organizational level.
Some discrepancies exist or develop when employees do not know how to perform their
duties correctly or do not wish to do so. Other discrepancies come into existence as the
consequence of starting new programs, hiring new people or installing new facilities and
equipment. The nature and extent of discrepancies in performance within the organization
are identified by continuous scanning - studying records and reports produced by or about the
organization, and asking questions to verify facts and opinions obtained through other means.

Step3) FOCUSING ON DISCREPANCIES AND NEEDS:

As performance discrepancies vary in nature and can affect an organization in different ways.
Some are serious and can be damaging if not corrected. SCIL focuses on an analytical activity
that helps to direct management attention to the most important discrepancies.
step 4) PLANNING FOR PRIORITIES:

In this step SCIL identify and formulate proposals for meeting an organization's training needs
which requires careful planning. There are limited resources available to the organization to
train its employees, both from within the organization and from outside. Priorities are
assigned to the various strategies based on criteria of potential impact, cost, feasibility and
timing for consistency with the organization's requirements.

Step 5) REPORTING TO MANAGEMENT:

The final step in a training needs assessment is to prepare a written report to management.
Report contents include background information on each training need and a description of
desired performance levels. In addition, report content include strategies for using training to
achieve or restore performance to the desired level, priority rankings and an assortment of
facts about each strategy.
 The needs assessment process ends when a decision is made by management to implement
suggested training strategies. This decision, in turn, sets into motion the mobilization of
resources to perform the training and evaluate the training results.

Typical topics of employee training:

 Communications

 Computer skills

 Customer service

 Sexual harassment

 Ethics

 Human relations

 Quality incentives

 Safety

RAINING METHODS:
Three type of training method used in SCIL that are;

I. ON-THE-JOB TRAINING:
 On-job training (OJT) involves conducting training at a trainee’s regular workstation. This is
the most common form of training; most employees receive at least some training and coaching
on the job. The main benefit of OJT is an employee in their own working environment, with
equipment they are familiar with and people they know can help they gain direct experience to
a standard approved by the employer. It includes,

1-Job Instruction Training:

In this training type the, sequence of instructional procedures used by the trainer to train
employees while they work in their assigned job.

JIT Process

 Observe work processes


 Brainstorm improvements

 Analyze options

 Implement improvements

 Evaluate results and make adjustments

2-Job Rotation:

During this assignment, the trainee is supervised by a department employee, usually a

supervisor, who is responsible for orienting, training and evaluating the trainee. Throughout the
training cycle the trainee is expected to learn about how each department functions including
roles, policies and procedures.

3-Coaching and Monitoring:

Coaching method is used between an employ and his supervisor and focuses on examine
employee performance and taking actions to maintain effective performance and correct
performance problems. Monitoring a senior manager is paired with a more junior employee for
the purpose of giving support, helping the employee learn the ropes, and preparing the employee
for increasing responsibility.

II. CLASSROOM TRAINING APPROACHES:

Classroom approaches conducted outside of the normal work setting, such as the cafeteria
or a meeting room. Classroom setting permits the use of the variety of training techniques such
as video, lecture, discussion, role playing. It includes,

 Lecture

 Discussion

 Audiovisual Media

 Experimental Methods

 Classroom-based Computer-Based Training

III. 3. COMPUTER AIDED INSTRUCTIONAL TRAINING:

Third method of training is computer aided instructional training, subcategory of

computer based training. It includes guided drill and practice exercises, computer visualization of
complex objects, and computer-facilitated communication between students and teachers.
ANAGING CAREERS:

Career planning is an ongoing process through which an individual sets career goals and identifies
the means to achieve them. The process by which individuals plan their life’s work is referred to
as career planning. Through career planning, a person evaluates his or her own abilities and
interests, considers alternative career opportunities, establishes career goals, and plans practical
developmental activities.

In SCIL employees are suggested according to their career goals and their skills and qualifications.
Usually, career planning programs are expected to achieve one or more of the following
objectives:

 More effective development of available talent.


 Self-appraisal opportunities for employees considering new or nontraditional career
paths.

 More efficient development of human resources within and among divisions and/or
geographic locations.

 Satisfaction of employees’ personal development needs

 Improvement of performance through on-the-job training experiences provided by
horizontal and vertical career moves.

 Increased employee loyalty and motivation, leading to decreased turnover.

 A method of determining training and development needs.

Employee Career Planning:

SCIL provides good career planning to its employees. The career counseling is provided through
different means

I. Discussions with Knowledgeable Individuals

SCIL has good very experienced and skilled management which provides excellent career
development techniques and knowledge to their employees. This is not a formal type of
discussion. Experienced HR management also share its experiences with the employees for their
development.

II. Performance Appraisal System

As performance appraisal does not have direct link with promotions and salaries practically
however it provides excellent opportunity to employees to see where they are in terms of their
performance. After having knowledge of performance appraisal they can set their targets and
can work to achieve the best performance.

III. Workshops

As SCIL is pioneer of some very useful social development techniques, SCIL believes in career
development through workshops. Workshops are arranged on different topics by SCIL
management for their employees. Sometimes other organizations are also invited to participate
in workshops which provide good opportunity for experience sharing and organizational
motivation.
ERFORMANCE MANAGEMENT SYSTEM

Performance Management has always been core issue to be discussed within any organization.
A performance management system consists of the processes used to identify, encourage,
measure, evaluate, improve, and reward employee performance at work.

Sitara Chemicals Incorporation Ltd always encourages its employees to achieve high level of
excellence i.e. in

 Quality of output

 Timeliness of output

 Presence at work

 Cooperativeness

 Efficiency

 Effectiveness

These excellences are appreciated by the management at their monthly meetings with their
employees and in the form of certificates, cash and shield awards. However all these activities
are qualitative in nature. The activities of employees are recorded on the basis of observation
and performance appraisals made by the management every year and time to time.

PERFORMANCE STANDARDS AND EXPECTATIONS:

Usually following determinants are considered for performance Management;

I. Willingness to perform:

If employee is performing tasks and responsibilities in the organization with willingness

level of the performance will be high and will be up to the standards.

II. apacity to Perform:

If the basic qualifications abilities and skills required performing specific tasks are
possessed by the employees the level of performance will be in accordance with the set
standards and vice versa.
III. Opportunity to Perform:
 Favorable circumstances and opportunities to perform the challenging tasks which are
more contributory towards achievement of the organization’s mission and objective can
be reasons to have more effective performance from employees.

HOW PERFORMANCE REPORTS ARE WRITTEN IN SCIL?

Performance & appraisal are two sides of a coin. Immediate officer appraises performance. For
the appraisal of the performance, there is a Performa, which is filled by immediate officer. This
Performa is named as (PPE) Performance Planning & Evaluation.

There are seven sections in this form. The particulars of the candidates are written on the top of
the form.

Performance Plan:

In this section, some standards and targets along with time frame are given. The target given in
SCIL Limited is known as “SMART”.

S= Specific

M= Measure able

A= Attainable

R= Realistic

T= Time frame

Performance Evaluation:

In this section, the net results of the standards & targets given in section # 1 is evaluated or
checked whether the person can achieve the targets in the required time frame or not.
Competency Dimension:

In this section, different behavioral indicators, in accordance with the performance are
checked. These indicators are as follows:
 
 Communication Skills
 
 Team Player
 
 Self-Confidence
 
 Leadership Qualities
 
 Development Orientation
 
Business Knowledge

Performance Evaluation Results:

In this section, there are two parts.

Part A Section # 2 score (%)

Part B Section # 3 score

Total score of Part A and Part B are calculated here.

Strengths & Limitations:

In this section, the strengths and limitations of the trainee or subordinate is written. This is all up to the
immediate officer.

Performance Improvement Plan:

In this section, the immediate manager gives some suggestions and recommendations.

Comments:

The employee/ subordinate and the manager give their comments. Employee comments may be how he found
the work place? Who supported him? And the manager gives the comments according to his observation. In the
last they put their signatures with date.