KOHINOOR MILLLS LIMITED

COMPANY PROFILE
Kohinoor Mills Limited was incorporated as a Public limited Company on December 21st,
1987 and is located at 8th K.M., Manga Raiwind Road, District Kasur. The Company produces
greige cloth from cotton, blended and synthetic yarns.The project was initially established with
48 Sulzer Ruti shuttle-less looms of 153" width from Switzerland with modern ancillary
machinery to produce high quality fabric for export markets.Further expansions saw the
installation of an additional 96 Tsudakoma air jet looms from Japan in 1990 and a third shed
comprising 60 state of the art Picanol Omni 340 cm wide looms was installed in July 1998.In
2000-2001 old 48 Sulzer Ruti looms were replaced by 48 lated Picanol Omni Plus 380cm
looms. In addition to that latest Picanol Omni Plus Jacquard Looms were also added.The entire
manufacturing process from warping to fabric inspection is monitored through an on-line
process control system from Barco. The marketing strategy is to explore new markets.

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I NTERVIEWER ’ S NAME : SOHAIL

Interviewees name: MR. MUHAMMAD FAHAD KHAN

Job Title: Marketing Manager

Job code: 55
Reports to: Vice President
Grade: BPS 17
Department: Marketing
Status: Male
Location: Gujranwala, Pakistan

GENRAL SUMMARY
Responsible for developing and maintaining marketing strategies to meet organizational
objectives. Evaluates customer research, market conditions, competitor data and implements
marketing plan changes as needed. Oversees all marketing, advertising and promotional staff
and activities.

R ESPONSIBILITIES :

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 • Responsible for the marketing of professional online recruiting services tailored
exclusively to the sales and marketing industry.
• Demonstrates technical marketing skills and product knowledge of Awan Garments
Company Sales Recruiting System.
• Develops annual marketing plan in conjunction with sales department, which details
activities to follow during the fiscal year, which will focus on meeting organizational
objectives.
• To manage the Marketing Department Budget. Delivery of all marketing activity within
agreed budget. Direction of marketing staff where budgets are devolved.
• To manage all aspects of print production, receipt and distribution.
• The achievement of frequent, timely and positive media coverage for Awan Garments
Company and its programs across all available media.
• Managing the entire product line life cycle from strategic planning to tactical activities.
• Specifying market requirements for current and future products by conducting market
research supported by on-going visits to customers and non-customers.
• Driving a solution set across development teams (primarily Development/Engineering,
and Marketing Communications) through market requirements, product contract, and
positioning.
• Developing and implementing a company-wide go-to-market plan, working with all
departments to execute.
• Analyzing potential partner relationships for Awan Garments company.

E SSENTIAL F UNCTION AND D UTIES

• Demonstrate ability to interact and cooperate with all company employees.
• Build trust, value others, communicate effectively, drive execution, foster innovation,
focus on the customer, collaborate with others, solve problems creatively and
demonstrate high integrity.
• Maintain professional internal and external relationships that meet company core
values.
• Proactively establish and maintain effective working team relationships with all support
departments.

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J OB S PECIFICATIONS :
Required knowledge, skills and Abilities.
• Experience with enterprise software solutions and large, complex organizations.
• Extensive experience in all aspects of developing and maintaining marketing strategies
to meet organizational objectives.
• Strong understanding of customer and market dynamics and requirements.
• Willingness to travel and work in a global team of professionals.
• Proven ability to oversee all marketing, advertising and promotional staff and activities.
• Computer and internet knowledge are necessary.
• Minimum Education: Master’s in Business Administration.
• 2-4 years of marketing experience in the Garments industry.
• Physically and mentally fit.

INTERVIEWEE NAME : NOOR-UL-AIN SHAH

I NTERVIEWER NAME : MR. AMIR IFTIKHAR AHMAD

J OB CODE : A06
J OB TITLE : H.R Director
D EPARTMENT : Human Resource Management
S TATUS : Male
L OCATION : Lahore

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The Human Resources Director guides and manages the overall provision of Human
Resources services, policies, and programs for the entire company. The major areas directed
are:
• recruiting and staffing;
• organizational and space planning;
• performance management and improvement systems;
• organization development;
• employment and compliance to regulatory concerns;
• employee orientation, development, and training;
• policy development and documentation;
• employee relations;
• company-wide committee facilitation;
• company employee and community communication;
• compensation and benefits administration;
• employee safety, welfare, wellness and health;
• charitable giving; and
• Employee services and counseling.
The Human Resources Director originates and leads Human Resources practices and
objectives that will provide an employee-oriented, high performance culture that emphasizes
empowerment, quality, productivity and standards, goal attainment, and the recruitment and
ongoing development of a superior workforce. The Human Resources Director coordinates
implementation of services, policies, and programs through Human Resources staff; reports to
the CEO and serves on the executive management team; and assists and advises company
managers about Human Resources issues.

P RIMARY O BJECTIVES :
• Safety of the workforce.
• Development of a superior workforce.
• Development of the Human Resources department.
• Development of an employee-oriented company culture that emphasizes quality,
continuous improvement, and high performance.
• Personal ongoing development.

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H UMAN R ESOURCES D IRECTOR J OB D ESCRIPTION C OMPONENTS
• Position Description and Primary Requirements. (You are here.)
• Essential Functions: Department Development, HRIS, Training and Development,
Employment, Employee Relations.
• More Essential Functions: Compensation, Benefits, Law, Organization Development.
• Required Experience, Education, Skills and Working Conditions Described.

J OB SPECIFICATION

• Excellent communication skill and people management skill

• HR management experience of working in multinational manufactory environment.

• At least 5 years working experiences or above in HR Manager positions

• Strong negotiation, influencing and interpersonal skills

• Energetic and self-esteemed

• Good skills on HR advanced tools is preferable

• Core competencies: Business Acumen, Counseling and Coaching, Team Building,

• Change Management

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 R EPORT

We have conducted the interviews of different interviews of different professional the purpose
behind this is to get keen knowledge about their job responsibilities and their job specifications
for this we have design an questionnaire for taking an interview of an profession. This
questionnaire contains different questions about their job responsibilities and also contains the
questions about their job specifications.

All the members of my group perform this activity on his or her own behalf. while taking an
interview of different profession we ask these questions and analyze that what are their main
responsibilities and what are the level of knowledge, skills and abilities requires to fulfill the job
tasks after taking their interview we are able to design an job description and job specification
of the job necessary for acquiring the efficient and potential candidate for the job.

The job descriptions and job specifications are attached with this report this activity also enable
us to design the newspaper add. After this interviews we have find that what abilities we should
have for a job.Our group member named Amir Ghafoor has conducted the interview of
Mr.Adeel the recruitment officer.

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INTERVIEW QUESTIONAIRE

MANAGER
H.R.M

Q.1. W HAT MAKES YOUR COMPANY AN ATTRACTIVE EMPLOYER FOR

JOB SEEKERS ?

M R . M UHAMMAD F AHD K HAN : Our most valuable asset is our people. We

encourage creative approach at the workplace and hence giving our people a thriving
environment to practice creativity and innovation and discover their hidden talents. Employee
skill development and learning is an integral part of our culture.

Q.2. WHAT IS YOUR POLICY ON WORK-LIFE BALANCE AND HOW DO

YOU ACHIEVE THIS BALANCE YOURSELF?
: We encourage our people to work smart, finish it off right at 5pm and than go home spend
time with friends, families and energize social life. Occasionally we arrange company wide
sports activities to build a healthy competition among the teams and to build long lasting
relationships.

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Q.3. DO PAKISTANI UNIVERSITIES ARE CREATING
YOU BELIEVE THAT
AN EFFECTIVE TALENT POOL AND WHAT IS YOUR COMPANY STRATEGY TO
ATTRACT THE BEST TALENT IN PAKISTAN?

: Our educational institutions need a 21st century vigilant attitude, they need to develop their
curriculum as per the needs of the industry and develop 21st century workplace attitude and
behavior in their students. This can only be done when they build relationship with the industry.
Today’s challenges requires today’s educational programs and educational institution should
evolve themselves with the pace of change. Presently we are working on cultural
transformation programs and our organization culture is attracting the talent and will attract the
talent in future too. Textile sector has lot of potential and growth opportunities and growth only
comes when we break our comfort zone.

Q.4. DUE TO ROUGH ECONOMIC SITUATION AND SOARING PRICE RISE

HOW DOES YOUR COMPANY DEAL WITH KEEPING ITSELF COST EFFECTIVE
AND ATTRACTIVE FOR JOB SEEKERS?
: Right sizing and right mixing of the people in the organization is the key in today’s fast pace
world. Yes, time is really very tough we need to get out of self denial state and that is fairly
quickly. Like the Silicon Valley way; fail, fail quickly and move on. Our out of the box thinking
approach and business process re-engineering is giving us good results.

Q.5. WHAT ARE THE PRINCIPLES OF YOUR SUCCESS?

: Inspiration, Motivation and Positive Thinking!

Q.6. CAN ONE BE CERTAIN TO IMPLY THAT WORKFORCE SHOULD MAKE

NO EMERGENCY PLANS CONSIDERING THE HEAVY JOB CUTS BY THE
COMPANIES?
: The only plan one can have is to stick what he is doing no matter how rough and tough the
conditions are. Unnecessary and untimely job changes in recession will be counter-productive.

Q.7. AS FAR AS INDUSTRY LINKAGES ARE CONCERNED DO YOU FEEL

THAT INDUSTRY WILL CONTINUE TO SUPPORT ACADEMIA?

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: Yes of course. This is the only way to place our country in the top 10 growing economies of
the world. We both should be working on developing business incubation centers which will
eventually bear fruits in the long run.

Q.8. HOW WOULD YOU RATE SUCCESS AND IMPORTANCE OF ONLINE

RECRUITMENT FIRMS SUCH AS ROZEE.PK?
: Rozee.pk is fairly successful in Pakistani market, however there new players coming up in the
market with value added services so you need to come up with competitive packages. As
far as online job websites importance concerned, in my opinion they are really helpful in finding
the potential candidates due to fast processing and customized online job postings.

Q.9. H OW HAS ROZEE HELPED YOUR FIRM REGARDING

RECRUITMENT I . E . H AVE YOU TRIED ANY RECRUITMENT TOOLS

PROVIDED BY ROZEE E . G . J OB F AIRS /J OB P OSTINGS /CV

S EARCH ?
: We have tried search and job postings tools and they have helped us a lot especially the key
account team members are vigilant in their service delivery and good subject matter expertise.
Since the available pool is lacking the requisite skill set this poses a great challenge, I suggest
you should add behavioral and attitude testing mechanism with your website which will optimize
our initial screening of candidates.

Q.10. TELL US ABOUT YOUR EDUCATIONAL LIFE?

: I am an MBA in HRM, Certified Human Resource Development Professional and done several
courses in employee development, organization development, performance management.

Q.11. WHAT IS YOUR SECRET OF SUCCESS IN LIFE?

: Inspiration, Motivation and Positive Thinking! I have founded www.thewisenutrition.com. It is a
platform for all those seeking these three things and the knowledge is available in the local and
international context both and above all it is free.

Q.12. WHAT ARE THE BIGGEST TURN-OFFS IN AN INTERVIEW/A JOB

APPLICANT?
: When a job applicant is unable to express him/herself and does not have career goals.

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Q.13. ANY GOOD ADVICE YOU WANT TO GIVE FOR OUR JOB SEEKERS
WHO WANT TO JOIN HR FIELD AND OTHERWISE?

: Those who are looking for a job first need to define their career goals, what they want to
become, not what they want to earn. They need to wish for skills not for fewer problems. Money
is the byproduct of hard work. It comes with the passage of time. Those who want to join HR
field should tighten up their belts because Pakistani HR professionals have lot to do not only in
their career but also in their social lives. They need to have positive mind set and should be
able to take the pain while bringing the change. We have 53,211 registered companies in our
country in different industries, very few have HR department setup, so reach out to them and
add value and grow.

ASSISSTANT H.R.M

Q.1. WHAT MAKES YOUR COMPANY AN ATTRACTIVE EMPLOYER FOR THE

JOB SEEKERS?

M S . S HAMA S AGHIR : It is heartening to know that despite the global economic crisis
which has squeezed the life out of many companies, including the IT sector in Pakistan, i2c Inc
continues to grow. We are experiencing significant growth in business and employment
opportunities and are always on the lookout for talented people to join our team.

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We offer a challenging and rewarding career to individuals who have a passion to excel and
can deliver in a fast-paced, team-based environment. Our management culture fosters open
communication and flow of ideas throughout all levels of the organization. The proven strength
and speed of our team-based culture contributes directly to the success and agility of i2c.
The diversity, talent and expertise of our employees drive success in all areas of our business,
and keep us on the cutting edge of opportunity. And that, in my opinion, makes us a very
attractive destination for both fresh as well as experienced job seekers.

Q.2. WHAT IS YOUR POLICY ON WORK-LIFE BALANCE AND HOW DO

YOU ACHIEVE THIS BALANCE YOURSELF?
Work is an end in itself, but for a fulfilling life, one should also be able to have time for their non-
professional and leisure activities. Overburdened and overworked employees are not the best
performers. We try to create very supportive work environment for our employees and try to
resolve employee issues in a way that enables them to create a healthy work-life balance as
well as fulfill their worth to the company.We can also boast of very generous employee benefit
programs that make us stand out from other players in the market. Some of the attractive
features of our employee-oriented policies include To achieve work-life balance, I think, you
have to learn time management and set priorities in your life. If you know your priorities and
manage your time well, you should be able to strike this balance.

Q.3. DO PAKISTANI UNIVERSITIES ARE CREATING

YOU BELIEVE THAT
AN EFFECTIVE TALENT POOL, AND WHAT IS YOUR COMPANY’S STRATEGY
TO ATTRACT THE BEST TALENT IN PAKISTAN?
: I think that the Pakistani universities need to craft their curricula and courses to meet the
demands of not only the present but also the future markets. This will take more than churning
out the graduates who are content with merely trying to follow and mimic the best industry
practices they read about in books.
The institutions of higher education should understand the higher priorities of producing the
leaders and workers of this information age. This requires development of creative minds with
keen analytical skills. The universities should also invest more time and effort to groom the

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overall personalities of their graduates to make them more effective in the workplace and in life
at large. Finding the best person for the job is always a challenge. We have been recruiting a
number of people through online portals and employee referrals. We have also been recruiting
directly from the universities, and intend to pursue this avenue more vigorously in the next
quarter by broadening our search for fresh talent to a number of top schools in the country.

Q.4. DUE TO ROUGH ECONOMIC SITUATION AND SOARING PRICE RISE,

HOW DOES YOUR COMPANY DEAL WITH KEEPING ITSELF COST-EFFECTIVE
AND ATTRACTIVE FOR JOB SEEKERS?

M S . S HAMA S AGHIR : We believe in innovation and leadership – the qualities that have
helped us maintain our growth and undertake expansion even in these bitter economic times.
We have over a hundred positions open at the moment, which clearly shows our growing
business needs and highlights our achievements. This positive outlook, coupled with our
excellent working environment, competitive salary packages and first-rate employment benefit
programs, has made us the first choice for job seekers.

Q.5. HUMAN RESOURCES ARE THE FIRST CAUSALITIES OF AN

ECONOMIC SLOWDOWN. WHAT IS YOUR COMPANY STRATEGY TO DEAL
WITH THIS CHALLENGE?
The human resources are the most valuable asset a company has. They’re like the life-blood of
an organization. We expect our resources to pursue continued professional development to
stay on the top in this highly competitive and demanding market. The fate of an organization
and that of its workers are intertwined, and I think our resources understand that. This is one of
the reasons that while others are busy trying to manage their lay-offs, we continue to invite
more talent.

Q.6.AS FAR AS INDUSTRY LINKAGES ARE CONCERNED DO YOU FEEL

THAT INDUSTRY WILL CONTINUE TO SUPPORT ACADEMIA?

: If it is serious about improving its long-term business prospects in a knowledge-based

economy, the industry should not only retain its links with academia but strengthen them.
Otherwise, the industry will be faced with a dearth of workers with the right skill sets to propel
its future growth.A partnership between academia and the industry is a win-win for all and is

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absolutely crucial in producing graduates who are marketable and are ready to hit the ground
running.

Q.7. H OW WOULD YOU RATE SUCCESS AND IMPORTANCE OF

ONLINE RECRUITMENT FIRMS SUCH AS ROZEE.PK ?

: Online recruitment firms are certainly going to play a major role in a digital world. What we are
witnessing is just the beginning… Rozee has proven itself the number one job portal in
Pakistan. It has done an excellent job in building a relationship between various market forces
and bringing the employers and prospective employees together. As the economy expands and
gives birth to new employment opportunities, the job seekers will increasingly look toward
recruitment firms like Rozee.

Q.8. HOW HAS ROZEE HELPED YOUR FIRM REGARDING RECRUITMENT

I.E. HAVE YOU TRIED ANY RECRUITMENT TOOLS PROVIDED BY ROZEE
E.G. JOB FAIRS/JOB POSTINGS/CV SEARCH?
: We have been using the Rozee portal for two years now, and have also participated in the job
fairs arranged by Rozee. Our booth at the last Rozee job fair generated very high interest and
attracted more online traffic than any other booth. As I mentioned earlier, we are trying to fill
over a hundred vacant positions, and, naturally, that is something that engages people’s
attention. We also made sure that a facilitator is always present at the booth to guide the job
seekers. We appreciate the platform that Rozee has provided us to demonstrate our success
and potential, and reach out to a very large audience in the job market. We hope that Rozee
will continue to play its important role, and look forward to strengthening our mutually beneficial
relationship.

Q.9. TELL US ABOUT YOUR EDUCATIONAL LIFE.

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: I was a pretty good student. I was also always conscious of the fact that there is more to
learning than memorizing course books. I actively participated in the extracurricular activities,
and strived for a healthy balance in my student life.I have a Master’s degree in Business
Education from the University of the Punjab. It could be interesting to note that at that time, HR
Management was being offered as a course and not as a full-fledged specialization. We could
specialize either in marketing or finance. It is good to see the educational institutions finally
catching up with the global trends in realizing the value and potential of HR Management. I also
feel that a person’s education doesn’t end with his or her final degree. In my professional life, I
had had the invaluable opportunity to be a part of the development and evolution of many new
HR processes at the companies I have been with. I also consider it an excellent continuing
learning experience.

Q.10.WHAT ARE THE BIGGEST TURN-OFFS IN AN INTERVIEW/A JOB

APPLICANT?
: The biggest turn-offs are the candidates: - Who do not have well-defined objectives in life or
career
- Whose knowledge about life and profession has been borrowed exclusively from books
- Who do not have well thought-out ideas and opinions of their own.

DIRECTOR H.R.M .

.1. W HAT MAK ES YOUR COMPANY AN ATTRACTIVE EMPLOYER FOR

JOB SEEKERS ?

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M R . A AMIR I FTIKHAR A HMED : Strategic Systems International (SSI) is an attractive
employer because our employees get the best available exposure in terms of their career
growth. We provide world class software development services to software companies,
technology consultants, online businesses, and enterprises. With offices and partners in the
USA, Europe, Middle East and Asia, we serve a growing list of clients from the Fortune 500 to
entrepreneurial startups.

Moreover, working under SSI’s management and technical teams that consist of professionals
with international educational and work experiences across broad industry and functional
domains is an enriching opportunity to grow professionally. Our experiences span financial,
manufacturing, healthcare, and services sectors – in a variety of domains. Our technical
prowess comprises design and development as complex as large scale highly analytical
software applications.SSI provides competitive salary and benefits for its employees and
comprehensive health benefits. We encourage each employee to pursue professional
development opportunities, and maintain proactive programs to promote the development of
management and technical skills through an aggressive training program. This includes
employee certification programs. Several other initiatives such as our Mentor Program
encourages employees to select their own mentor within the organization to provide ongoing
support and advice. Tech Talk provides a participatory forum to exchange views and ideas on
business and technical issues, and keep employees in touch with current initiatives within the
company.

Q.2. WHAT IS YOUR POLICY ON WORK-LIFE BALANCE AND HOW DO

YOU ACHIEVE THIS BALANCE YOURSELF?
: At SSI, we make sure people are not pushed hard on their job so as to affect their personal
lives negatively. Our HR offers advisory/counseling in helping our colleagues manage this
balance. SSI enjoys a good repute among the industry resources for its comfortable stance on
this issue.

As far myself, I spend substantial time planning my work and also personal life. Otherwise
work-life balance can not be achieved. But most important is to be able to attach due
importance to any responsibility, be that job related or personal.

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Q.3. DO PAKISTANI UNIVERSITIES ARE CREATING
YOU BELIEVE THAT
AN EFFECTIVE TALENT POOL AND WHAT IS YOUR COMPANY STRATEGY TO
ATTRACT THE BEST TALENT IN PAKISTAN?
: Yes, many universities operating in Pakistan are offering quality education and we can safely
term their output as meeting industrial standards. We focus on picking up the best from the
market, be that fresh graduates from the top of the line universities or experienced hand
working with good organizations. Depending on the requirement we carry out on campus hiring,
using university alumni portals through references of our on job employees to selecting best CV
from the job portals. I firmly believe in Industry-Academia linkage which can create many
synergies and Pakistan’s IT industry must explore such opportunities.

Q.4. DUE TO ROUGH ECONOMIC SITUATION AND SOARING PRICE RISE

HOW DOES YOUR COMPANY DEAL WITH KEEPING ITSELF COST EFFECTIVE
AND ATTRACTIVE FOR JOB SEEKERS?
: SSI believes in sharing the benefits from business with its employees; in the form of salary
and benefits and other incentives. We believe our employees are our true assets. So we take
good care of them and also ensure that their value increases day by day through our employee
development programs, trainings, other forms of learning and practical exposure.

Q.5. WHAT ARE THE PRINCIPLES OF YOUR SUCCESS?

: SSI as a member of IT industry believes in the following principles which form essential part of
its mission:-
• Enabling holistic and sustainable solutions to challenging problems through integrated, best in
class people, process, and technology.
• Meeting or exceeding our customers’ needs through timely delivery of high quality software

and services; and to help increase their productivity and profitability.

• Truly collaborating with our clients and seamlessly delivering best-in-class products and
services to their marketplaces as one with their own internal teams
• Providing a world class environment for our people where they can learn and prosper; we
believe that satisfied and motivated people are the key to our customers’ and our success.
• Striving for continuous improvement in our processes and methodologies; and to foster
continuous learning in technology and functional domains.
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Q.6. HUMAN RESOURCES ARE THE FIRST CAUSALITIES OF AN
ECONOMIC SLOWDOWN. WHAT IS YOUR COMPANY STRATEGY TO DEAL
WITH THIS CHALLENGE?
: I believe this approach does not work in knowledge companies. Our employees are our
knowledge resource and they are the last option to be dispensed with under a situation like
economic downturn.

Q.7. AS FAR AS INDUSTRY LINKAGES ARE CONCERNED DO YOU FEEL

THAT INDUSTRY WILL CONTINUE TO SUPPORT ACADEMIA?
: As I said earlier, I firmly believe in Industry-Academia linkage which can create synergies and
Pakistan’s IT industry must continue to explore many other opportunities. If we follow from the
examples of the developed countries there are many lessons to learn and practice for the
industry in Pakistan. We can also learn from the examples of some developed countries who
managed well during the global slow down of the recent years.

Q.8. HOW WOULD YOU RATE SUCCESS AND IMPORTANCE OF ONLINE

RECRUITMENT FIRMS SUCH AS ROZEE.PK?
: I believe Rozee has grown by strides and benefited the industry a lot by bringing together the
resource and the demand. I believe these firms have accelerated the recruitment/ selection
process considerably and should focus more on improving their role in selection process for the
companies using their services.

Q.9. HOW HAS ROZEE HELPED YOUR FIRM REGARDING RECRUITMENT

I.E. HAVE YOU TRIED ANY RECRUITMENT TOOLS PROVIDED BY ROZEE
E.G. JOB FAIRS/JOB POSTINGS/CV SEARCH?
: Yes, we regularly try tools offered by Rozee and find these tools to be user friendly and also
productive.

Q.10. TELL US ABOUT YOUR EDUCATIONAL LIFE?

: After graduating in 1989 from UET, Lahore I started my career as an Electrical Engineer with
the industry and spent seven years with both public and private sector. I decided to do my MBA
from IBA, Punjab University and completed in 1988. While serving SMEDA (Small and Medium
Enterprises Development Authority) went on a scholarship for Masters in International
Development Studies from Japanese Policy School in Tokyo and completed it in 2004.
Afterwards, I also did my Professional Diploma in Human Resource Management from Pakistan
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Institute of Management and currently I am writing my Final Year report for my Masters in
Human resource Management from University of the Punjab, Institute of Administrative
Sciences.

Q.11. WHAT IS YOUR SECRET OF SUCCESS IN LIFE?

: I believe in myself after believing in Allah. I adopt focused approach in any thing I do. I put in
dedication and passion towards my job, practice smart work, am always eager to learn, enjoy
my assignments, like to work hands on (and I am never shy of doing it ), if I find time.

Q.12. WHAT ARE THE BIGGEST TURN-OFFS IN AN INTERVIEW/A JOB

APPLICANT?
• MExceeding limits of confidence and entering what we call self praise/boasting and arrogance
• Ignoring the mood/questions of the interviewer and beating about the bush.is-statement or you
may call it lying.

Q.14. ANY GOOD ADVICE YOU WANT TO GIVE FOR OUR JOB SEEKERS
WHO WANT TO JOIN HR FIELD AND OTHERWISE?

: HR like many other professions is a field that requires passion and dedication. Challenging if
one wants to relate real life situations to policy work and is able to analyze linkages between
work environment / culture and motivation. People who can not stand pressures and can give in
for an unfair treatment to employees should spare this profession. In my opinion it is more of a
service than a conventional meaning of profession.

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Data distribution system of Kohinoor mill of four
departments

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1|Page
finish & pack

performance appraisal

Ma Attract customer attract customer

Sales
keting & merchandise
Purchase order

Send raw material

control sales

Operation Plan and po

Delivery of finished goods to customer

Reject sales order notice

Invoice Customer
Statement

Payment by customer

Customer order Distribution s

Planning & controlling

Prepare cut order plan

Plan material requirement

Purchase material

Control operation

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