Institute of Management Sciences

Human Resource Management

Final Presentation
Presented to:

Sir. Sajid Asghar Rana

Presented By: MOHSIN MUSADDIQ SAJJAD JALIL MUHAMMAD ASADULLAH

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INTRODUCTION

Vision of Nimir Chemicals Pakistan Limited

To make nimir chemicals pakistan limited a customer driven and result oriented company which brings success to all its stakeholders through a commitment to technical and managerial excellence, innovation creativity and social responsibility.

Introduction
chemical manufacturing company. y main strength is to produce petrochemical intermediate products (Phthalic Anhydride,Di-Octyl Phalate, Maleic Anhydride) y Nimir Chemicals Pakistan limited has the monopoly in production of Phthalic Anhydride chemical in Pakistan.
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Mission Statement
Create Social value , while fulfilling the stake holder expectations. To turn over business around into viable enterprise by reducing costs and increasing revenues.

Statement of Ethics and Business Practices

We believe in a stimulating and challenging team oriented work environment that encourages, develops and rewards excellence. y We are committed to diligently serving our Community and stake holders while maintaining high standards of moral and ethical values.
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Organizational Membership
Certificate of Registration by Moody International
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It is also ISO 9001:2000 Certified.

Nimir Chemicals at a Glance

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Nimir Chemicals founded November 30, 1989 Site Location 14.8 Km, Faisalabad Sheikhupura Road Mouza Bhikhi District Sheikhupura. Worker s welfare funds As per Labor Law Charity Funds Needy Employees

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Total Strength 400 (Permanent & temporary) Management Team 60 Qualification s of Employees Plant operator : F.Sc and above Management :As per specific requirement Computer Network Fully integrated I.T. Department Lab Fully equipped quality control laboratory.

ORGANIZATIONAL STRUCTURE

HRM AIMS & OBJECTIVE

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Recruiting, selecting , training and motivating people with right caliber at the right time for the right position in the organization.

Develop such Human Capital Management system that improves outcomes using Integrated workforce management solutions.

Other Objectives of HR Department

    

Staffing of the Organization. Right Number and type of people at the right place at the right time. Managing people so as to improve their performance. Aligning the structure and culture for the benefit of people. Administrating people for corporal issues.

HR Hierarchy

Recruitment and Selection

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x Regular x Contract

Formal Recruiting
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All appointments shall be made as may be considered necessary by the Organization to achieve its objectives and promote efficiency in all functions of the Organization. Appointments may be made on regular or temporary basis, or technical / professional services on Contract within the policy framework of the organization. For all new appointments a personal Requisition Form will be filled by the concerned Department Head and will be provided to HR Department, recruitment process will be initiated after the CEO s approval for the same. All candidates shall invariable fill in the Interview Assessment From before the employment interview and applications form for employment upon selection. All appointments shall be made through Human Resource Department or properly constituted selection committees. A vacancy in the higher grade may be fill internally by promotion considering the merit, seniority, suitability and experience of which the management shall be the sole judge. Proceedings of Interviews shall be recorded on Interview From for preliminary interview and then for Final Interview. All necessary documents of the applicant will be acquired and verified before the final approval of appointment. Appointment will be finalized as soon as Personnel Action Notice (PAN) Form in signed by the CEO.

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Employee Orientation
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Within the first week of employment, all new employees must go througg the department orientation. It is the responsibility of each Department Head and the Managers to complete the Departmental Orientation. While the Orientation is being conducted, an Orientation checklist will be used to keep track of all that is being done. Within 30 days of employment all new employees must attend a formal orientation program. The program will include, but will not be limited to the following: Nature of business History- philosophy and structure of the Company Organizational structure chain of command within the Company Company benefit plans Layout and facilities offered by the Company

Training & Developement

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Communication skills training Computer and technical skills training Management and leadership training Diversity training Safety training Conflict management Workplace wellness Supervisor skills development Team building skills training

Two days Training Course on FIRE FIGHTING MANAGEMENT & BASIC LIFE SAVING
(BLS) (BLS)
28 & 29 December 2011

Course Contents for the Training

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1. FIRE CHEMISTRY : FIRE TRIANGLE / TETRAHEDRON FIRE EXPANSION (CONDUCTION, CONVECTION, RADIATION) FLASH OVER BACK DRAFT PRINCIPLES OF EXTINGUISHING (STARVATION, COOLING, SMOTHERING) CLASSIFICATION OF FIRE (A,B,C,D,E) 2. CHEMICALS FIRE: REACTIVE CHEMICALS WATER REACTIVE CHEMICALS HAZARDS / RISKS

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3. FIRE PREVENTION EQUIPMENT AND SYSTEM: HYDRANT SYSTEM SPRINKLER SYSTEM HEAT AND SMOKE DETECTORS FIRE ALARM SYSTEM 4. FIRE EXTINGUISHERS: WATER TYPE FOAM TYPE CO2 TYPE DCP TYPE HALOTRON TYPE USE OF EXTINGUISHER

Performance Management
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Nimir Chemicals Pakistan Limited has constituted a uniform employee performance evaluation process The process is initiated by HR, which requests for employees self evaluation Performa. This Performa is submitted to the concerned manager for verification and comments. In case there is another manager in line, the performance evaluation is counter signed by him or her. The Performa is then submitted to the management for evaluation committee. This committee assigns grades to the employee s performance based on the received Performa. The annual salary increment is granted basing on the grade and relative placement of the employee s performance record in the whole community of company.

Promotion
All promotions shall be made on the basis of the following:
x Annual Appraisal Report. x Evidence of potential to meet the job requirements of the higher rank. x Availability of budget and position.

Grievance Resolution Procedure

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Employee may present the problem in writing to Head HR within seven calendar days, after discussion with his or hers immediate concerned officer. The Head HR will place the case to Grievance Resolution Committee. The Grievance Resolution Committee would comprise of the following members. CEO s nominee. One Senior Manager or Manager of a subordinates. Manager HR. A nominee of the staff, if required.

HR Information System
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Enter Resource Planning ERP

Levels and Distribution x Marketing department x Administration Department x Dispatch Department x Credit & collection Department x Top Management

Performance Compensation
Compensations Policies
Salary: y Medical Bills : y Children Education: y Traveling & Food Allowances: y Health Insurance:
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