HRM in Nishat Mills

• Employing over 9000 people.• Lowest Employee Turnover.• Seeks to fulfill the highest practical degree
inadministering its welfare and compensation program.• Apprenticeship and other training schemes at all
levels.• To obtain, manage, develop, motivate and gain thecommitment of company's key resource- the
peoplewho work in and for it.
• To develop a positive corporate culture to promotecommitment to excellence and quality through outthe
company.• To identify training needs and provide required trainingto all categories of employees.• To
make best use of the skills and abilities of all thoseemployed in the organization.• To ensure that the
company meets its social and legalresponsibilities towards its employees, with particular regard to the
conditions of employment, quality of working life provided for them and the need topromote
environment, occupational health and safety.• To ensure industrial peace and harmony throughexcellent
employee relations to achieve optimum level of employee, productivity and to contribute
towardscompany’s aimed quality standard

Responsibilities of HR Manager
:
Following are the responsibilities of HR Manager in Nishat Mills-:
•
Recruitment And Selection
•
Policy Making
•
Retention Program
•
Improve Working Relation Of Employees
Competitive Advantages
:
Nishat Mills has following competitive advantages over its competitors:
•
Strong Pay Structure
•
Retention Program
•
No Firing
•
After retirement contract basis job
Recruitment Process
"The Process of seeking and attracting a pool of qualifiedapplicants from candidates for job vacancies can
be selected."
Recruitment Policy
An organization's recruitment policy provides the framework for recruiting action andreflects the
organization's recruitment objectives. It details the overriding principles to be followed by management in
general and by HR manager in particular .In Nishat Mills the recruitment process starts when a there is a
vacancy and employeeis required. The job requirement is forwarded to the HR Department by the head
of the particular department. Hr department then use two approaches to hire theemployee internal
recruitment and external recruitment.
Job Analysis
“The procedure for determining the duties and skillrequirements of a job and the kind of person
whoshould be hired for it” Nishat is one of the largest textile manufacturers in Pakistan having lots
number of different sectors o/departments working in it. It has many employees who are workingon
different posts and are working hard according to their own capacity. Nishat Millsconducted job analysis
in order to hire new employees at every year .This also enables management to have a better
understanding of the jobs and duties being performed at every level and also helps them in training the
people who arefreshly recruited.In job analysis, firstly we specified two pillars which are

Job description

Job specification.
Uses of Job Analysis Information
The information collected during the process of job analysis is used by the companyin taking decisions
regarding affairs like:

Recruitment & Selectiondecisions

Compensation

Performance Appraisal

Training

Methods of Collecting Job Analysis Information

There are two methods of collecting Job Analysis Information-:
•
Interviews
•
Observation
1-Internal Recruitment:
Job Posting:

Advertising of job openings to current employees via bulletin boards,newsletters, or personal letters.
Filling a job opening from within the firm has theadvantages of stimulating preparation for possible
transfer, or promotion andincreasing the general level of morale.The first and foremost preference of
Nishat Mills is to hire the employees throughinternal recruitment and giving existing employees more
chances to develop their career. For this purpose Nishat Mills firstly use Internal Job Posting to fulfill
thevacant seat.

Replacement charts:
A visual representation of which employee will replace the existing incumbent in adesignated position
when it becomes vacant. In Nishat Mills replacement charts areused rarely.
2-External Recruitment
To search the employee to fulfill the vacant seat outside the organization is calledexternal recruitment.
HR Department can use various approaches to locate and attract
external candidates like Government agencies, private employment agencies,recruiting consultants,
executive search firms, and educational institutions. Nishat Mills run the external recruitment campaign
itself and do not use the other sources like agencies and search firms.
Sources used for external job recruitment
Following are the some sources of Job Recruitment in Nishat Mills:
•
By Newspapers
•
By Website
•
By Universities
1-Advertising:
Advertisements are placed in various newspapers. More information about thecompany and job
specification is included in the ad to present some self-screening.The advertisement is placed in Jhang and
Din. Nishat Mills use print media for advertisement because they think most of the peopledon’t have
knowledge about computer or internet and they can easily find jobadvertisement in newspaper .
2-Casual Applications/Unsolicited Applications:
Unsolicited applications are also welcomed in Nishat Mills; they are not neglected aswhole. If candidate
have excellent performances throughout his career he can be hiredor these applications can be used for
future references.
University Recruitment:
Nishat Mills used the university recruitment only once in LUMS but the result wasnot such a good and
only one candidate was hired that time.
Equal Employment Opportunity (EEO:(
Nishat Mills provides jobs on Equal employment opportunity as they do notmake any discrimination in
job description .The Company provide EqualEmployment Opportunity is also mentioned in the job
advertisement.
Selection Process
Following steps are followed in the selection process
1-Reception of Applicant2-Preliminary Interview3-Application Form4-Tests5-Interview6-Background7-
Preliminary screening by HR Department8-Final selection by line managers9-Medical Examination10-
Placement on the Job
1-Reception of Applicant:
The importance of giving the applicant a favorable impression at this stagecannot be overemphasized.
Rudeness, disinterest or discrimination at reception maycost the organization a good applicant and foster
negative attitudes about the companyand its products. Nishat Mills give high importance to the first step
in selection process which isreception of applicants. The staff makes such a friendly environment at this
stage thatdoes not make any negative thinking about the company even if the candidate is
refused for further processing. The usually use the indirect way to inform candidateabout refusal.
2-Preliminary Interview:
In Nishat Mills preliminary or initial screening interview is used to check quickly on language skills,
qualifications, willingness to do shift work, unionmembership and the like.In Nishat Mills preliminary
interview is typically brief and centered on very specific job requirement. However has carried out in a
courteous, non-discriminatory andefficient way.
3-Application Form:
After preliminary interview or initial screening Nishat mills receives the applicationsfrom the candidates
who have cleared the initial screening step. The application formof candidate is a valuable tool in
screening out unqualified applicants
.
The HR Manager considers the qualification, experience and other job related data provided in
application form
.4-Test:
In Nishat mills test is used to access the match between application and the jobrequirement.The most used
types of test in Nishat Mills are following1-Aptitude Test2-Intelligence Tests3-Personality TestsThe most
frequent method used to take the tests is computer based tests but writtentests are also taken rarely in
Nishat Mills.
5-Interview:
There are three types of interviews take by the Nishat Mills
Initial Interview:
The initial screening interview is taken by the HR Manager. The only purposeof initial screening
interview is to access the language skills, qualifications,willingness to do shift work .
 Panel Interview:
In Nishat Mills the Panel interview is the next step for the candidates whohave successfully passed the
tests. In Nishat Mills panel interview is taken by threemanagers 1-General Manager 2-HR Manager 3-
Head of the Department
Unstructured Interview:
Nishat Mills do not use a predetermined outlines or questions to be asked fromcandidate but the take the
unstructured interview and interviewer can ask anythingwhich he thinks is necessary.
Criteria for Selecting Candidate in interview
:
Following is the criteria for selecting candidates in Nishat Mills based on:
•
Communication Skills
•
Present Personality
•
EducationalBackground (etc.)
Skills AndCompetency
6-Background:
After interview the Nishat Mills HR Department staff checks the backgrounds of thesuccessful candidates
through the references provided by them. The background isinvestigated to ensure that candidate have a
fair character and is not involve in anycriminal activity.
7-Preliminary screening by HR Department:
HR Department completes all the works assigned to it and finally do a preliminaryscreening. This
screening is based on the overall results of the candidates. A list of successful candidates is made and the
maximum no of toppers are screened as per required by the head of department. The list of selected
candidates is than forwardedto the particular Head of the Department.
8-Final selection by line manager:
The list of selected candidates by HR Manager of Nishat Mills is given to the Head of the particular
department and now Head of the department is the final authority toselect the candidate.
9-Medical Examination:
After the candidates have been selected by the head of department, medicalexamination of the selected
candidates is taken by Dr. of the Nishat Mills. This is acheck to ensure that employees do not have any
contagious disease and to save other employees from this disease.
10-Placement on the Job:
After passing each and every selection step Nishat Mills the successful candidates aregiven the job letter
which indicated their job title, work timing, starting date andsalary package.
Training and Development
Training
Training is an activity that results in learning .it seems important than to consider what learning is and
what trainers can do to positively influence it. There isconsiderable disagreement over which theory best
explains how learning occurs.This is however consensus on the definition of learning and the goals of
learning process
Methods of training
The Nishat Mills adopts many different training programs for enhancing the skills of its employee. In
Nishat Mills following methods are used for employee training

On job training

Off the job training

On Job Training:
•
Making teams of new employees with a few old specializedEmployees.
•
Acquaintance with day to day procedures
•
Contribution to overall productivity.
•

Lower cost
•
Lower Time
Off Job Training
• I n -
h o u s e t r a i n i n g , d o n e a t l e a s t o n c
e a y e a r • S p e c i a l i s t t
r a i n e r s a r e h i r e d •Pro
v i d e a p r o p e r l e a r n i n g e n v i r o n m e n t t o t h e e m p l o y e e s For
employee training and development to be successful, Nishat Mills do followingthings:
•
They provide a well-crafted job description- it is the foundation uponwhich employee training
and development activities are built
•
Provide training required by employees to meet the basic competenciesfor the job. This is usually the
supervisor's responsibility
•
Develop a good understanding of the knowledge, skills, and abilitiesthat the organization
will need in the future. What are the long -term goals of t h e o r g a n i z a t i o n a n d w h a t a r e
t h e i m p l i c a t i o n s o f t h e s e g o a l s f o r e m p l o y e e development? Share this knowledge with staff.
•
Look for learning opportunities in every -day activity. Was there
ani n c i d e n t w i t h a c l i e n t t h a t e v e r y o n e c o u l d l e a r n f r o m ? I s t h e r e a
n e w government report with implications for the organization?
•
E x p l a i n t h e e m p l o y e e d e v e l o p m e n t p r o c e s s a n d e n c o u r a g e s t a f f t o develop individual
development plans.
•
Support staff when they identify learning activities that make them an asset to the organization
both now and in the future.I n t h e d e v e l o p m e n t p r o c e s s N i s h a t a l i g n s t h e i n t e r e s t a n d
s k i l l s w i t h t h e n e e d o f organization. It means carrier must be managed strategically so
the skills demanded by the organization’s strategic business objectives are understood and a
work forcewith the matching profile of skills is developed.
Performance Appraisal
Performance appraisal concerned with determining how wellemployees are doing, communicating that
information toemployees and establishing a plan for performance improvementThe jobs are evaluated on
yearly basis under superior evaluation method. Thecompetent employees are rewarded in shape of
promotions, bonus, increments andannual holidays. The results of an appraisal can be used to identify
areas for further development of the employee.The method used to evaluate employee’s performance
consists of 20-25 questionsabout the behavior of the employee, and then on the basis of these answers
personalityof the employee is judged.There are two possible sources of errors of performance evaluation
in Nishat
Halo EffectRecency effect
Compensation and Benefits System
 Nishat Mills use compensation process in which Nishat Mills wants to satisfy
t h e individual need of employees and to make the employees work with the organization.The
company use cash and non cash rewards to motivate its employees.The company uses the following ways
to retain the employee

Promotion
Promotion is direct shift only to the next level from the current grade, theEmployee’s performance is
evaluated and if his performance is above average he isgiven promotion.In Nishat Two things are counted
to give promotion 1-Experience 2-Performance

Increments
The company decides at the end of the financial year, according to its financialcondition, whether
increments should be given or not. Once the increment isdecided, it is effective from January of each
calendar year .

Free transport
Nishat Mills provide free transport to local employee and also to their children for school

Medical facility
Nishat Mills provide free medical facility to workers depending upon the position/rank of the employee.

Free housing
They give the facility of free accommodation for all level of employees, again thefacility is provided
according to the position.
Recommendations
In Order to solve the problem the company must fire thoseemployees who are giving continuous poor
performance in spiteof job rotation and training. Company must use externalrecruitment firms like
Personnel consultancies, Managementrecruitment consultants, and Executive search firms to hire the best
employees as these companies are the expertise. The NishatMills must not hire the retired employees on
contract and givemore and more chances to the new talent. Nishat Mills needs to improve its
advertisement campaign as theresults shows that the comany advertisement process is not veryeffective
and the best candidates are not attracted.Company alsoneeds to motivate its employees in a better way
like bonus,commissions,promotions and increment at the same time.The result of performance appraisal
should be discussed directlywith the employees and should be kept uptodate with their bothnegative and
positive aspects.This can be done by arrangingmeetings etc.s