Human Resources Management

Project Report
For HR & OB Of IZHAR Group Of Companies
Chapter # 01
Introduction:
Established in 1960 by the Chairman Mr. Izhar Ahmad
Qureshi, a reputed name in Engineers’ community of Pakistan,
IZHAR has become one of the leading construction GROUPS. With
its broad and rich experience, high standards of technical
performance in the numerous major construction projects of
various types, ranging from Civil Works, Housing and Urban
Development, Heavy Industrial Construction, Defense Oriented
Projects and Sophisticated Engineering Construction, IZHAR has
earned an outstanding recognition from the nation. IZHAR is always
ready to carry out any construction project of any size at any time
anywhere, with its best services and performance for its clients in
the region. “Time to contact IZHAR is when you have started
thinking of your project”. Our variety of experience stretching over
44 years, equipped with dedicated and motivated team of
professionals, provides you complete turnkey construction
solutions. Our professional staff and hardworking experienced crew
work with our clients assuming a tight schedule, economical
construction and above all quality
workmanship throughout the entire
project. We are capable to take up
large projects of any size with proven
track record and pioneering
innovative role in revolutionizing the
construction environment in the
country.

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IZHAR Construction (Pvt) Ltd:
Izhar Construction has
completed numerous large Industrial, Commercial, Educational
and Infrastructural projects. Today, after having earned an
outstanding recognition of consistent performance in matching
international standards and harnessing indigenous expertise
over the past half a century, we are one of the leading
construction companies in Pakistan.
IZHAR Concrete (Pvt.) Ltd:
IZHAR Concrete is the parent
member of Izhar Group of Companies which is the pioneer and
the largest single entity engaged in manufacturing of pre-cast
and pre-stressed concrete components including but not limited
to T-Slabs, Smooth Face Slabs, Girders, and Transoms. Pavers,
Kerb Stones, Hollow Core Slabs of widest range and variety in
Pakistan.
In addition to other construction systems, the technology of pre-
casting and pre-stressing concrete elements was indigenized and developed by the founder of Izhar
Group, Engineer Izhar Ahmed Qureshi (Late), to best meet the
local requirements and conditions.
MEP Solutions (Pvt.) Ltd:
MEP Solutions (Pvt.) Ltd. (MEPS) is a
“contracting firm providing end to end solutions for Mechanical,
Electrical & Plumbing works in all construction sectors”. MEPS is
a wholly owned subsidiary group member company of Izhar
Group of Companies.
IZHAR Housing (Pvt.) Ltd:
IZHAR Housing is committed to bring
the limits of luxurious living at affordable prices and our
customers have responded to the brand-name of IZHAR even
beyond our expectations. Izhar Construction continues to build
residential complexes meeting housing requirements of masses
at large.
IZHAR Energy Services (Pvt.) Ltd:
IZHAR Energy Services (Pvt.)
Ltd. (IES) is an energy company committed to provide Energy
Efficiency (EE) and Alternate Energy (AE) Technologies and
Solutions to Industrial, Commercial and Institutional Clients.
IZHAR Steel (Pvt.) Ltd:
IZHAR is the only Pakistani group
furnishing pre-engineered steel buildings from conception to
commissioning on turnkey basis and hence the only one to
provide prompt after sales service by virtue of its steel factory

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located in Lahore, Pakistan. Izhar Steel (Pvt.) Ltd. has completed
more than 650 pre-engineered steel buildings since its inception
more than a decade ago.
Green Revolution (Pvt) Ltd:
Green Revolution, as the name
indicates, is committed to bring a revolutionary growth in
Pakistan’s agriculture sector by introducing scientifically updated
agriculture techniques and trends as to further enhance the harvest return and its beneficial capabilities
in Pakistan. Green revolution is the newest edition to IZHAR Group of Companies.
Managerial Function:
Organizing
Staffing
Leading
Controlling

Planning Sets Goals and decide how to achieve them

Arrange tasks people and other

Organizing Resources to accomplish the work

Motivate, direct and influence

people to work hard to achieve Leading
the organization goals

Monitor performance, compare it with goals,

and take corrective actions as needed Controlling

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In company these functions are dealt in two specific types of meetings:

Project Planning
Management
Discussion
Organizing

This Meeting held weekly Basis and the main characteristics of the meetings are:
Discussions about the progress of different projects
Time line of projects
Planning department involves
Customers Services
Design
Estimation
Duties allotment
Minutes of meeting
In these types of meetings mainly managers of different departments take part.
The second is HOD of Departments meeting:

HOD Leading
Meeting

Controlling

In this meeting High Level authorities are involved such as head of departments,
General Managers administration Heads and directors of company.
It deals with
Future projects
Progress of projects is examined and directions are given to lower management.
These meeting keep check and balance of running projects

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Operational Function:

Procurement

Record
Orientation
Maintanance

Compensation &
Industrial Benifits
Relations

Training &
Motivation Development

Maintenance

Procurement:
The important operative function of HRM is employment proper man power which can help the
organization to achieve the required objectives. Before initiating the recruitment process, it is necessary
to plan the man power recruitment in terms of number and required skills. A lot of elements go into this
function of recruitment like developing a job description, publishing the job posting, sourcing the
prospective candidates, interviewing, salary negotiation and job offer.
Components of Procurement Process:

Job Job
Analysis Design HRM Recruitment Selection Placement Orientation Socialization

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Compensation & Benefits:
This function is related to determine accurate remuneration of employees towards their contribution in
the organization.
Compensation and benefits refers to payments/salary and other monetary or non-monetary benefits
passed on by a firm to its employees. It’s helps to keep the employees and brings the best out of them at
the workplace.
Components of Compensation & Benefits Process:

Job Performance Wages Incentives

Evaluation Evaluation Administration & Benefits

In company pay is offered fix amount according to the market trend depending upon
candidate ability and job nature during interview.

Performance Management:
For smooth functioning of an organization, the employer has to ensure that employees are provided
with good working so that their efficiency should be increased. This includes their safety, security and
measures applied for their comfort.
Components of Performance Management:
HR Records,
Employes Well- HR Information
Research &
Being System
Audit

Social Security Job Rotation

Workers
Motivation
Participation

Theories for Performance Management:

Social Exchange Theory
Effective Theory
Goal Setting Theory
Characteristics of Performance Management:
Agreement
Measurement
Feed Back
Positive Reinforcement
Dialogue

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In Company performance management is carried out by
Keeping workers in a relax environment
No extra burden
Job Description is clear and extra work than that
Time schedule is fix (09:00 am – 05:00) and more working hours
Also seniors employees are encouraged to help the new ones to make sure their improved
progress
Mutual understanding is appreciated
Free time is for relaxation and no extra duties is assigned for that duration
Job security is clear and management give chances the employees to improve themselves

Training & Development:

Training & Development is the process of developing employs technical skills for they have been hired as
well as develop them for higher job within the organization. This helps both employees and employers
growth.

Components of Developing & Training Process:

Career
Worker Exective Organizational
Planning
Development Development Development
&Development

In Company for purpose to improve the skills of Workers

Workers are encouraged to study literature available about their specific job and they are given
proper time for that
Guidelines are available
Design Codes
Previous projects works related to the job
Soft wears are taught
Skills improvement trainings are held

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Departmentalization:

Admin
Department

HR Department
Administrations
Security
Department

Accounts
Department

Design
department

Detailing
GM-Engineering
department

Approval
department

Estimation
Board Department
Senior
of Precurement
G. M Depertment
Directors GM- Markeeting
Sales Department

Project
Depertment

Recruiter Planning
Department

Employ Relations Production

Depertment

Compensation HR Dept. Quality Control

Depertment
Training
Dispath
GM-works
Depertment

Health & Safety Storage

Depertment

Electrical
Depertment

Errection
department

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Chapter # 02
Human Resources Functions
Recruitment and Selection:
Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment
and selection of employable candidates and job seekers for an organization. Every enterprise,
business, start-up and entrepreneurial firm has some well-defined employment and recruitment
policies and hiring procedures. The human resources department of large organizations, businesses,
government offices and multilateral organizations are generally vested with the respons ibilities of
employee recruitment and selection.
Steps for Recruitment & Selection:

Buisness Planing Job Recruitment Searching

Identifying
Obective Recrutment Vacancy Analysis Strategy Right Selection
Cnadidates

Internal Sources
Sources of Recruitment
External Sources
Job Analysis

Job Specification

Job Description

Job Evaluation

In company mainly the technical staff hired in following ways

Reference Based
Advertisement (sometimes)
From CVs which candidates drop in companies offices
Test and interviews are held individually depending upon the nature of the job by mangers of
departments or any relevant technical person.

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After selection of new candidate he is referred to admin department for accommodation other
functions. And HR department is responsible to create Employ Code & Employ Card and further
proceedings.
Ways which can be adopted for Job Analysis:
Observation:
In observation an expert is being hired or nominated to observe similar occupations to gain data
and information against job.
Diary Method:
In this pattern employs are encouraged to maintain daily diary to being analyzed by the expert.
Check List Method:
In this method a number of statements is being developed by expert to seek opinion from
relevant job holders to actual understanding about job.
Questionnaire:
In method expert develops the detail statement with open ending and ranking options to seek
opinion about job.
Strategic Choices for Job Analysis Process:
Level of involvement of Employs
Top management Commitment
Intellectual level of employees
Job Description Form of Company:
Job Requisition Form:
Theories for Recruitment & Selection:
ASA Framework:
A=Attraction , S=Selection, A=Attraction
Theory of Reasoned Action:
Electronic Recruitment
 Job Websites
 Agency Sites
 Companies Sites
Out Sourcing:
 Consultants
 Advisors
 Expert Opinion
Process after Sitting of Application:
Types of Tests:
Aptitude Test
Ability Test
Attainment / Achievement Test
Emotional Intelligence Test
Analytical Test
Spiritual Test
Participative Test
Type of test Depend upon the nature of the Job

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Employment Application:
Izhar Group relies upon the accuracy of information contained in the employment application, as well as
the accuracy of the other data presented throughout the hiring process and employment. Any
misrepresentations, falsifications or material omissions in any of this information or data may result in
the exclusion of the individual from further consideration for employment and may result in termination
of employment. In processing employment applications, Izhar Group may obtain a background check for
employment.

Orientation:
First half of the first day of new inductee is to be spent with HR Department who will acquaint him about
the Company policies and procedures. After having done this, HR representative takes him for a round
to introduce him with relevant staff.

Probation Period:
The introductory period is intended to give new employees the opportunity to demonstrate their ability
to achieve a satisfactory level of performance and to determine whether the new position meets
Group’s expectations. Izhar Group uses this period to evaluate employee capabilities, work habits and
overall performance. Either the employee or Izhar Group may end the employment relationship during
the probationary period, with or without cause or advance notice.
All new employees work on probationary basis for the first six months after their date of joining. If Izhar
Group determines that the designated probationary period does not allow sufficient time to thoroughly
evaluate the employee’s performance, the probationary period may be extended for a specified period.
It is mandatory for an employee to produce relevant documents within probation period; otherwise
probation duration will be increased.
Izhar Group allows an employee to avail casual and sick leaves during probation period only on
“compassionate cases”.

Types of Jobs at IZHAR Steel Private Limited:

Permanent Employ
Contractual Employment
Management Trainee Officers (MTOs)
Internships
Daily Wage Based Employment
Third Party Employment

Regular (Full Time) Permanent Employment:

Those employees who are hired to work as regular full time employees (permanent employees) and they
are eligible for the complete salary and benefit package offered by ISPL. These employees are hired for
jobs of permanent / continuing nature of work where they are required to complete a probation period
of 6 months which shall not be extended more than 9 months by assigning proper written reasons of
extension in probation. After completion of probation and recommendation from HOD’s these
employees are referred to as permanent confirmed employees.

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Contract Employment:
An employee hired for a specific and limited period. Contract employee means an employee who has
been engaged for work on a short term contract because a person suited to the post is not available at
the time of appointment or the job is of limited time period (non-permanent nature). A job description is
required before hiring procedure is followed. Contract staff is usually hired usually for a transitory period
of nine (9) months and in no case exceeding eleven (11) months. For such employees, all terms and
conditions of employment will be conveyed in their employment contracts. All terms and conditions of
contract will be written in contract letter, which will govern both employee and employer. In
Contractual Employment there will be no employee benefits expect Employee Old Age Benefit.
Contractual Employee will get Total Monthly Package only.
Management Trainee Officers:
The third type of employment at ISPL is Management Trainee Officers (MTOs). ISPL regularly runs an
MTO Program where it hires fresh university graduates in batches on training-based service contract.
These MTOs are hired for 15 Months duration where in first 3 months the MTOs will be rotated in
different departments at ISPL and on the basis of their 3 months performance evaluation and aptitude
testing they will be allocated to a specific department for getting trained for the next whole year. The
MTO program is a paid program where the MTOs are paid the compensation equivalent to Management
Staff Cadre M2.
Internship:
The fourth type of employment at ISPL is Internship. It shall range from six to twelve weeks extendable on case to
case basis, at the sole discretion of the Management. Intern may get the per month stipend as per term and
condition of Internship letter (Maximum stipend limit is upto 10,000 PKR and / or Fuel Adjustment – Stipend
maximum limit is subject to revision in policy when required). An intern is a learner who may be paid a fixed
stipend/allowance during the period of his/her training/internship.

Daily Wage Based Employment:

The fifth type of employment at ISPL is Daily Wage Based Employment. For the tasks of temporary
nature in production operations divisions at ISPL the daily wage based employees are hired and are paid
consolidated daily wages at the end of month or at the end of job (if task is less than a month). Daily
Wagers total work tenure must not exceed 89 Days. Also it is mandatory to submit Employment
Application, Personal Information forms along with a copy of CNIC and 2 Pictures at time of joining of
Daily Wagers.

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Third Party (Contractor) Employment:
The sixth type of employment is where the labor is hired on a Third Party’s payroll (Contractor’s Payroll)
to perform specified production or administrative tasks at ISPL. Third party workers are not eligible to
receive leave and other benefits, and are also not entitled to rights of grievance and appeal directly from
ISPL. However company will facilitate them for benefits through the contractor as per company policy.
Main Contractor person shall provide his complete contract & personal documents. Also make sure to
follow Reduction in Liability clause for all third party contracts (it’s a part of terms and conditions, in
which contractor is liable to pay his team instead of ISPL is not directly responsible to resolve issues)

Performance Appraisal:
Izhar Group provides opportunity to all employees to flourish by performance. In this regard, Group
encourages a performance driven culture and strives to implement an effective Performance Appraisal
System. The Group assesses an employee’s job performance and productivity in relation to certain pre-
established criteria and to meet the Organizational objectives. The Performance Appraisal period
commences between July to June each year

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Compensation Structure:
Compensation: In very simple terms, compensation is the results or rewards that the employees receive
in return for their work. Compensation includes payments like bonuses, profit sharing, overtime pay,
recognition rewards and sales commission, etc.

Fixed
Accomodation Pay
& Others
Variable
Pay

Compensaton
Structure

Equity
Insurance
Pay

Medical

Theoretical Approach for Compensation:

Equity Theory:
The proportionate worth of job being persuaded by employ leads to create equity instead of
equality.
Expectancy Theory:
Compensation by meeting the expectations of employ
EVLN Model:
Absolute Pay And Relative Pay
Classification Method (Grading System)
Pay Administration:
Izhar Group takes all reasonable steps to ensure that employees receive the current amount of pay
promptly on scheduled pay day. According to law, Group makes certain deductions from every
employee’s salary. Among these are applicable income taxes, Provident fund, EOBI etc. In case of any
error in the employee salary, the employee may bring the discrepancy in the notice of HR department.
Employee Benefits:
Eligible employees of Izhar Group are provided with a wide range of benefits. A number of programs
cover all employees in the manner prescribed by law and as per Group policy. The following benefits
programs are offered to eligible employees:
Family Medical Health Takaful
Bonuses
Provident Fund
EOBI

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Social Security
Zakat Fund
Izhar Zakat Compensation Allowance Scheme
Loan Facility
Advance Against Salary
Mobile Phone and Usage Allowance
Leave Entitlement
Leave Encashment
Special Leaves
Gazette Holidays
Subsidized Mess Facility
Marriage Gifts
Family Medical Health Takaful:
Izhar Group provides Medical Health Takaful coverage to employees and their families. After
confirmation, new employee is offered to join Health Takaful Scheme. In this regards, employee is
required to submit a form to HR department containing family details including his spouse and
dependent children. 50% contribution amount is to be paid by the individual himself and the rest 50% is
paid by the Group. Contribution is deducted on monthly basis from salary of the employee.
Provident Fund
All permanent employees who have completed their probation period are eligible to join the Group
Provident Fund. The rate of contribution is:
Employee – 10% of basic salary
Employer – 10% of basic salary
Zakat Fund:
Izhar Group has established a “Zakat” Fund to facilitate their “Low Salary Grade Employees”. Deserving
employees are provided funds to meet their domestic emergencies. Desirous employees are required to
fill and submit the prescribed form.
Izhar Zakat Compensation Allowance Scheme:
To facilitate low salary grade employees in meeting their daily needs, Izhar Group provides monthly
Zakat Compensation Allowance. Only those employees are eligible for these funds who meet the Group
laid down criteria. The list of beneficiary employees is prepared for succeeding year in the month of
September each year.
Loan Facility:
The Izhar Group extends facility to its employees to withdraw prescribed portion of their Provident Fund
as per Law to meet their inceptive needs. However, to meet the emergent financial needs of its
employees, the loan from Group fund is awarded only to extreme compassionate cases. Employees
interested to avail this facility are supposed to process the application through proper channel. Loan is
provided to employees according to the laid down Group criteria.
Advance Against Salary:
To meet the monthly immediate expenses, employees may avail Advance against Salary facility,
however, the Management discourages this practice and allows it only in extreme emergent cases with
prior permission of HOD.
Mobile Phone and Its Usage Facility:
Mobile phones and monthly usage allowances are provided to the entitled permanent and contractual
employees to meet day to day official requirement.

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Leave Entitlement:
All employees after completing the initial months of their probation period with the Group will be
entitled to leave with pay as laid down hereinafter.

Earned Casual Sick Maximum

Leaves Leaves Leaves Accumulation of
Sick Leave in days
14 10 8 16

Group leave year starts from January and ends at December. Balance casual leaves are lapsed and
earned leaves are paid in cash at the end of year.
Special Leaves:
Izhar Group endeavors to engage itself in employee’s familial cheerful moments and sad incidents.
Group favors the employees by
providing following special with pay leaves:
Marriage Leave:
After completing one year service, an employee may avail 10 days marriage leave with pay for his own
marriage.
Hajj Leave:
After completing three years of initial service, an employee may avail 25 days Hajj leave with pay. An
employee may avail this facility again after 10 years.
Umrah Leave:
After completing three years of service, an employee may avail 15 days Umrah leave with pay. An
employee may avail this facility again after 10 years.
Bereavement Leave:
An employee may avail this leave on the death of an immediate family member, 2 days with pay
bereavement leave is entitled to the bereaved employee. Izhar Group defines ‘’Immediate Family
Member’’ as the employee’s spouse, parent, child and siblings.
Leave Without Pay:
Leave without pay is a non-pay status and is considered as absence from duty. In most cases, it is
granted on the employee’s request. This leave is granted on Management discretion only. An employee
can avail this leave with the prior permission of Top Management in following circumstances:
Family problem
On Medical grounds
Educational Purposes
In addition to normal entitled leave quota (For Hajj, Umrah, Aitekaf)
Any other genuine reason
Gazette Holidays:
Izhar Group grants Gazette Holidays to all employees, announced by the Federal Government.
Mess Facility:
Group offers Messing services for its employees in order to facilitate them. In Head office & Zonal
Offices, these services are offered on subsidized rates.
Marriage Gifts:
Marriage gifts are presented to the newly married employees from Izhar Group.

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Training & Development:
Training and Development is a subsystem of an organization which emphasize on the improvement of
the performance of individuals and groups. Training is an educational process which involves the
sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the
performance of the employees. Good & efficient training of employees helps in their skills & knowledge
development, which eventually helps a company improve.
Difference in Training & Development
TRAINING DEVELOPMENT

Training is meant for operatives Development is meant for executives

It is reactive process It is pro- active process

AIM: To develop additional skills AIM: To develop the total personality

It is short term process It is continuous process

OBJECTIVE: To meet the present need of an OBJECTIVE: To meet the future need of an
employee employee

Initiative is taken by the management Initiative is taken by an individual.

Training and Development Methods

On Job Methods Of Job Methods

Job Rotation Case Study Method

Coaching Incident Method
Job Instruction Role Pay
Committee Assignments In Basket Method
Internship Training Business Games
Apprenticeship Grid Training
Lectures
Simulation
Management Education
Conferences

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Types of Pattern for Training and Development:
High Leverage Training
Medium Leverage Training
Occupational Rules
Learning Emphasis
Training Need Assessment (TNA)
Focus Group
Questionnaire
Environmental Workplace
Training Design Assessment (TDA)
Training Evaluation Assessment:
Formative Evaluation:
Summative Evaluation Assessment
Behavior of Employs about Tacit and Explicit Knowledge:
Training and Development:
Izhar Group takes all reasonable steps to ensure that employees receive the current amount of pay
promptly on scheduled pay day. According to law, Group makes certain deductions from every
employee’s salary. Among these are applicable income taxes, Provident fund, EOBI etc. In case of any
error in the employee salary, the employee may bring the discrepancy in the notice of HR department.

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Problems as Per Management and Employees View Point:
Management Point of View:
Leadership practices are not properly responding.
Investing in the training and development of lower-level employees is common HR problem.
Sometimes management has trouble in finding the resources to do so. Employees on the front
lines are some of your hardest workers, and may not have the time to take a training course.
Technology is constantly changing sometimes worker take too much time to adopt the new
technology.
Proper compensation offer becomes problem while economy is in crises and prices of materials
rising day y day.
It becomes difficult to satisfy employee’s expectancy in critical financial situations.
Attracting talent is a huge investment of time and money. It’s difficult for entrepreneurs to
balance between keeping a business running, and hiring the right people at the right time. In
addition, it’s impossible to know whether a candidate will actually be a good fit until they’ve
worked for you for a period of time.
Competition for talented employees is fierce. Employee turnover is expensive and can negatively
impact business growth.
Multiple generations. Ethnic and cultural differences sometimes cause grouping and behavioral
problems which becomes difficult to deal with.

Employees Point View:

As business is growing, its strategies, structure, and internal processes grows with it. Some
employees have a hard time coping with these changes.

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Chapter # 03
Organizational Behavior
Organizational Behavior (OB) is the study of human behavior in organizational settings, the interface
between human behavior and the organization, and the organization itself.
Organizational Behavior researchers study the behavior of individuals primarily in their organizational
roles. One of the main goals of organizational behavior is to revitalize organizational theory and develop
a better conceptualization of organizational life.
“Organizational behavior is directly concerned with the understanding, prediction, and control of human
behavior in organizations.” — Fred Luthans.
OB Involves:
How individual relates to
Sociology groups and each other
How Individual Response to a
stimulus

Psychology
Organizational Social
Behaviour Psychology

Understanding How Individual &

customs, traditions & Organization perceive
social mores Anthropology conflict, threats & undergo
stress

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Factors Affecting Organizational Behavior:

People Structure

Factors Affecting
Organizational Behavior

Environment Technology

Organizational Citizemship Behaviour:

It is a volountry discussionry Behaviour being applied by the individuals as per the structure of the
organization.
Givers
Takers
Matchers
Characterstics of OCB:
Altruism (Helping Behaviour of individuals)
Courtesy (humbleness and politnes of invidiuals)
Concienotiiousness (Discipline , ethics , mannerism)
Civic Virtue (Act of involvement and dedication)
Spotmanship (application of +ve mora)
Organizational Structure:
An organizational structure is a system that outlines how certain activities are directed in order to
achieve the goals of an organization. These activities can include rules, roles, and responsibilities. The
organizational structure also determines how information flows between levels within the company. For
example, in a centralized structure, decisions flow from the top down, while in a decentralized structure,
decision-making power is distributed among various levels of the organization.
Employment Separation:
Separation of an employment is an evitable part of personnel activity within any organization. Below are
the categories under which employment is terminated:
Resignation
Voluntary employment termination initiated by an employee.
Lay Off
Involuntary employment termination initiated by Organization because of organizational change.
Termination
Employment termination is initiated by the Organization.
Retirement

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Employment termination initiated by employee after meeting age, length of service and any other
criteria for retirement from the organization.
Exit Interview:
Izhar Group generally schedules exit interviews at the time of employment separation. It provides an
opportunity to discuss such issues as employee benefits, repayment of outstanding debts etc.
Suggestions, complaints and questions may also be highlighted.
Return of Company Assets:
Employees are responsible for all Group property, equipment and information issued to them or in their
possession or control. Employee must return all Group assets immediately upon end of employment.
Group has authority to uphold the settlement of final account in case any item is not returned.
Organizational Culture:

General Code of Conduct and Work Place Ethics:

Employee Conduct and Work Rules
Izhar Group of Companies, by the Grace of Almighty Allah, enjoys a fabulous repute throughout the
country. Its employees work all over the country for the benefit of the Group as integral part of local
economy and with intensions to respect for the cultural, religious, social values and norms in each
province and region. Following code of conduct apply to all Group employees:

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Employees are expected to be concerned about good reputation and respect of the
Group wherever they are serving.
Employees shall act honestly, fairly and with integrity towards other colleagues.
Employees shall not misuse their position.
Employees shall protect the tangible and intangible assets of the Group. The facilities and
equipment of the Group may be used only for official purposes.
No material, printed or electronic, containing sectarian & political matter shall be distributed by
any employee.
Smoking within the office premises is strongly discouraged. Smoking is allowed only in
designated area, where they may go with prior approval of HOD.
Any sale / purchase of personal belongings by the staff in office premises is strictly prohibited.
“Kamittee’’ practice is strongly prohibited amongst employees of Izhar Group.
Staff is expected to keep their working place neat & clean.
Ensure safety of important documents and classified information. Cabinet and table drawers
should be locked before leaving the office.
Use meeting room for official meetings only.
Switch cell phones to silent or vibration mode after entering the office premises. Avoid personal
use of phones within office premises, repeated violations may result in disciplinary action.
Ensure personal computer is switched-off before leaving the office.
Avoid personal guests during office hours. Personal guests should be limited to waiting area only.
Do not allow others, the access to your computer without your consent.
Observe lunch/prayer timings strictly.
Internet access is provided by the Group to assist employees in obtaining work related data and
information only. Unauthorized and irrelevant use of internet is extremely prohibited and may
lead to strict disciplinary actions.
Employee Relation:
Izhar Group believes in providing good working environment and benefits to its valuable employees and
enjoying good working relationship with them.
Equal Employment Opportunity:
In order to provide equal employment and advancement opportunities to all individuals, employment
decisions at Izhar Group are based on merit, qualifications, skills and the requirements of the Group.
Problem Resolution and Grievance Handling:
Izhar Group is committed to provide the best possible working conditions for its employees. Part of this
commitment is to encourage an open and cordial atmosphere in which any problem, complaint,
suggestion or question receives a timely response from the Group’s respective HODs and Management.
Izhar Group strives to ensure fair, honest & cordial working relationship with all employees. HODs,
Managers and employees are expected to treat each other with respect and dignity. Employees are
encouraged to offer positive and constructive feedback.
Conflicts of Interest:
Employees have an obligation to conduct business within the guidelines laid down by Izhar Group of
Companies. The Group expects from its employees not to indulge in any activity contrary to or
conflicting with the interest of the Group.
This situation may take many different forms that include, but are not limited to following:
Employees’ ability to use their position with the Group to their personal advantage.
Establishing a new business by any employee or group of employees dealing in supply chain
related to our business.

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Employees engaging in activities that may bring direct or indirect profit to a competitor.
Recruitment of relatives in same department with mala fide intensions.
Employees using connections obtained through the Group for their own private purposes.
Employees using Group equipment or means to support an external business.
Key personnel of the Group working as part time with another employer.
Use of Group information gathered by virtue of one’s position to obtain personal gains.
Non-Disclosure:
The protection of confidential business information and trade secrets is vital to the interests and success
of Izhar Group. The employees are expected to keep the official documents confidential. Any disclosure
in this respect may result in a disciplinary action, up to and including termination of employment.
Whistle Blowing Policy:
The Group is committed to maintain high standards of ethical, moral and legal business conduct. In line
with this commitment, Group provides an avenue for employees to raise concerns and reassures them
that they will be protected from reprisals or victimization for whistle blowing.
These guidelines are intended to protect the staff raising the concerns regarding following irregularities:
Incorrect financial reporting.
Unlawful activity.
Activities that are against Izhar Group’s policy, including the Code of Business Conduct.
Activities, which otherwise amount to serious misconduct.
Izhar Group encourages employees to intimate Head HR regarding the above and put their
names to allegations as appropriate follow- up questions and investigation may not be possible
unless the source of information is identified.
Anti-Fraud Policy:
Group is committed to the highest possible standards of openness, transparency and accountability in all
its affairs. In this respect, Group wishes to promote a culture of honesty and opposition to fraud in all its
forms.
In general, fraud includes but is not limited to the following:
Theft of funds or any other Group property.
Falsification of costs or expenses.
Forgery or alteration of documents.
Destruction or removal of records.
Inappropriate personal use of Group’s assets.
Employees seeking or accepting gifts or other benefits from third parties without the HOD’s
approval.
Employees seeking cash or accepting valuable gifts or other benefits from third parties without
the Employer’s approval.
Blackmail or extortion.
Paying of excessive prices or fees to third parties with the aim of personal gain.
Employee found involved in any of the mala fide practices may result in disciplinary action, up to
and including termination of employment.

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Attendance and Punctuality:
Group expects from every employee to strictly adhere the office working timings. Group management
gives top priority to punctuality of its staff. Work activity should commence at starting time and
continue except the normal designated times for lunch, prayers and end of work.
Attendance machines have been installed in offices and other premises to record the employee’s
attendance. In case of late arrival, early departure or absence, the employee is required to justify it as
per the Group’s attendance procedure.
Poor attendance and excessive tardiness are disruptive and may lead to disciplinary action, up to and
including termination of employment.
Personal Appearance:
During working hours or when representing Izhar Group, employee is expected to display a clean, neat
and presentable appearance. Following Dress Code has been declared for Izhar Group on different
premises:
Group Head Office (Monday to Friday)
Dress Pant and a formal Shirt. Coat and presentable Jacket can be used as per weather
requirement.
Formal Shalwar Kameez. Waist Coat and presentable Jacket can be used. (Open sleepers, joggers,
P-caps are not allowed) Saturday Only
Smart/ Smart Casual Dress: Jeans and Shirt/T-Shirt with collar. T- Shirts having pictures or slogans
are prohibited. (Open sleepers, joggers, P-caps are not allowed)
Factory/Site
Factory/Site uniform on all days.
Zonal Offices
Same as Head Office.
Health and Safety:
To assist in providing a safe and healthy work environment for employees, customer and visitors, Izhar
Group has established a work place safety program. The Admin department has responsibility for
implementing, administrating, monitoring and evaluating the safety program with the close liaison of
HSE staff. Health and Safety program success depends on the vigilance and personal commitment of all.

Each employee is expected to obey safety rules to exercise caution in all work activities. Employees must
immediately report any unsafe condition to concerned supervisor.

The overall all culture of the company is cooperative and administration or management staff tries its
best to improve the organization and also for well-being of their workers.

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Problems in Behavior as per Management and Employees View Point:

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Chapter # 04
Conclusion of the Project
The project has proved very beneficial to make clear the concepts of Human Resources Management
Knowledge and to observe its practical applications in the field though there is much difference in the
theoretical knowledge of classroom and its practices in field.
There are many concepts of HRM which are being neglected in the field but still there are a lot of things
to learn.

Recommendation for the Company

During the study of the HR functions in the company it is observed that the rule of HR Department in the
company is not as active as it to be. Also the theories of HR are not being properly employed. It is
consultation for the company that they should make their HR department effective in Recruitment
process and also the compensation and Benefits should undergo the processes of HR.
Some Recommendations are prescribed below as:
Department Staffing:
HR and line managers should communicate regularly and frequently to determine the skills and
qualifications required for seamless operation of department functions. Whenever there’s a vacancy in a
line manager’s department, an HR recruiter or employment specialist and the line manager review the
job description for accuracy and completeness. During the recruitment and selection process, HR advises
line managers on how to identify qualified candidates and existing department staff capabilities.
Workforce Strategy:
Strategic planning between HR and line managers involves reviewing projections concerning future
business demands to determine whether to train current employees to prepare them for promotion or
to recruit candidates with higher level skills to augment the current employee knowledge base. By
working together on immediate and future staffing needs, HR and line management benefit from
reduced cost per hire and turnover. In addition, the organization benefits from appropriate succession
planning and adequate staffing.
Performance Management:
Training and development is an HR function that prepares line managers for a number of leadership
tasks. One such task is conducting employee performance appraisals. Human resources trainers develop
learning objectives based on line managers’ understanding of the organization’s coaching philosophy.

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Leadership training topics include how to provide employees with constructive feedback and how to
conduct fair and unbiased assessments of employee performance. HR and line managers should
therefore work together to ensure the organization maintains a consistent approach to performance
management. Inconsistencies within an organization’s performance management system negatively
impact employee job satisfaction, which is another reason HR and line managers should work
collaboratively.
Conflict Resolution:
Workplace conflict is inevitable whenever department employees represent different cultures, work
styles and personalities. When conflicts arise, line managers typically seek the advice of HR in resolving
issues between employees or issues between employees and their managers. If there is already
dissention between HR and line management, it can be difficult for human resources to determine what
underlies the conflict and how to resolve it. A positive working relationship between HR and line
management facilitates easier handling of workplace investigations and mediating differences between
staff. When HR and line management work together, it’s easier for HR to investigate workplace issues
because the human resource staff may have greater confidence that line managers document their
employment actions and decisions appropriately and according to company policy.
There are some steps which may help the company in a positive way:
Implement strategic organizational change for increased quality, productivity and employee
satisfaction
Construct an effective training program
Design a compensation system that motivates employees
Structure benefit packages and measure their success
Identify principles for developing, utilizing and conserving human resources
Use data and statistics to make informed business decisions
Leverage technology to enhance the contributions of the human resource function to an
organization
Develop financial management and budgetary skills

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