ENEM ENTERPRISES

Imran Sultan
ID:15062021004
Entrepreneur

Asif Khan
ID:15062021009
Sales Executive Byco
Petroleum Company

Maryam Tariq
ID:13024048015
Store Manager Domonio
Pizza

Zainab Hassan
ID:14025048009 Student
:MHRM

HUMAN RESOURCE MANAGEMENT

SIR ALAY RAZA

EXECUTIVE SUMMARY

Overseeing HR in today's dynamic surroundings is turning out to be increasingly

mind boggling and critical. Acknowledgment of individuals as an important asset in the
association has prompted expands patterns in worker upkeep, professional stability, and so for
this purpose we as a group went to ENEM ENTERPRISES. In this report, we have
interviewed the HR head of the organization. The principal segment of our report manages a
nitty gritty organization profile. It incorporates the organization's vision and mission, its goals
and objectives, its exercises and operations, authoritative structure, and so forth this area
endeavors to give point by point data about the organization and the way of its working. The
second area manages more towards the explanation of their appraising systems working
within the organization. Enems hierarchy, their HR department and other working
departments. As, we are much more concerned about the HR functions and practices in that
organization, so our most of the focus is how they develop appraising systems, when, why
and how to evaluate the employee performance.

INTRODUCTION
Performance appraisal is the ongoing process of evaluating employee performance.
Performance appraisal are reviews of employee performance over times, so appraisal is just
one piece of performance management.
Performance management is the process of identifying, measuring, managing, and developing
the performance of the human resources in an organization.

ENEM ENTERPRISES
ENEM is in retailing from over 5 decades and known in the marketplace as imported and
local products retailers. Today Enem has been transformed into multiband stores with local
and international assortment, franchised and non-franchised, exclusive / nonexclusive. Enem
is intend to turn exclusive multiband lifestyle retail chain all over Pakistan. This lifestyle
multiband store will be catering all age groups and gender filling infant to young, boys to
men, girls to women, and optimally serving the audience from high end to premium
effectively to fully engage middle class. A thoroughgoing range from eastern to ethnic,
formal to smart casual, colors to fragrances, optics to accessories, luggage to hard goods/
toys. ENEM enterprise is a medium size company with 200 around permanent employees and
100-150 contractual including brand ambassadors.

VISION OF ENEM
The rung of a ladder was never meant to reset upon, but only to hold a mans foot
long enough to enable him to put the other somewhat higher. We believe in infinite ascension.

Our mission is to transfigure peoples lives by making

them feel prodigious about themselves, their exterior
appearance so that, it might infiltrate inward, to build
their self-esteem so they might reach their highest
dreams and potential.

Values

ENEM OBJECTIVE
Is to be a market leader in fashion retail industry

ENEM Hierarchy

HR DEPARTMENT
At ENEM, HR department is divided into 3 main stream lines. Since it is a medium size
company, they follow different functional and hirareical structure.

At ENEM, appraisal form is for everyone is the identical. It is a designed form which is filled
by the employee and his supervisor.

Then comes the trickiest part of appraisal that is Discourse between the supervisor and the
employee. It is an intimate dialogue, which happens after every 6 months, like a mid-year,
where they both discuss about what are the potentials and what is actually employee is up to.
Supervisor can evaluate how the employee is engaging himself with the goals and objectives
of the company. He can rate the employee, can give opinion about his performance, in
accordance with his/her JD, JS. This is the most thought-provoking aspect of performance
appraisal because human comportment is affianced.

HR OPERATION

Within operations, they handle recruitment and selection, but not to that extensive level.
Mostly people come from references. They have an online portal as well where people can

drop their CVs.

Things related to store operations, janitorial staff, and clerical staff are under admin manager.

TRAINING AND DEVELOPMENT

Trainings and development part is under HR head. They train and develop their personnel for
improvement in skills set and to achieve the strategic goals of the company.

ADMINISTRATION

3 people out of 7 in operations are also reporting to HR and Admin department as well.
People reporting to admin manager, which is basically admin reporting to the directors of the
company, and some are also report to HR head.

PROCESS OF APPRISAL

ENEM enterprise is following a formal PAS (performance appraisal system) since June 2015,
before that they do not have a designed system for this purpose.

Appraisal significant in ENEM

Appraisal system is a blend of 360 degree plus MBO.

Who Conduct Appraisals?

Supervisors rating their employees

How Part

A checklist is used which raters check statements that are most representative of the
characteristics and performance of employees. Often, a scale indicating perceived level of
accomplishment on each statement is included.

HRIS Software

It helps them to run payrolls, calculating attendances, bonuses, work hours.

Steps in Appraisal Process

Sr
no

Step

Description

Contents

Stakeholders

Employee
Self
Review

Employee is provided a form to

check the details.

Objectives,goals,KSIs

Employee/HR

Supervisor
Review

Supervisor check the details of

checklist provided to employee and
varify this document along with
employee oriented questions

What do you see in an

employee?
How do you deal with
employee?
What are your expectations
from the employee?

Supervisor/HR

Discussion

Next step is discussion, in which

forwarded mentioned details are
discussed

Signature

Employee Signature & Supervisor

Signature

Completed
and
Forwarded

Completed and forwarded for

further proceedings ,transfer score
to employee score card

Roadblocks, Management
support,Competencis,potential
& core values
Supervisor/Empl
Signatures

Supervisor/Empl

HR & Executiv

Documents & Forms used in Appraisals 360 Degree performance

Evaluation Form

SWOT ANALYSIS
A SWOT analysis is a tool that identifies the strengths, weaknesses, opportunities and threats
of an organization. Specifically, SWOT is a basic, straightforward model that assesses what
an organization can and cannot do as well as its potential opportunities and threats. The
method of SWOT analysis is to take the information from an environmental analysis and
separate it into internal (strengths and weaknesses) and external issues (opportunities and
threats). Once this is completed, SWOT analysis determines what may assist the firm in
accomplishing its objectives, and what obstacles must be overcome or minimized to achieve
desired results.
(Investopedia)

Comparative Analysis
Comparative analysis is a study that compares and contrasts two things: two life insurance
policies, two sports figures, two presidents, etc. The study can be done to find the crucial
differences between two very similar things or the similarities between two things that appear
to be different on the surface.(Ask.com)

Loop Holes & Gaps

Rendering strategic objectives into a series of KPIs.

Day to day monitoring is absent from the organization.
Job enlargement, career forecasting and leadership expansion is nowhere in this enterprise.
Lack of trainings of skill set improvements.

HR is so far unable to execute and implement safety and security policies and labor laws.
HR is fail to develop organizational culture so far.
Organogram has been developed but not implemented so far.

RECOMMENDATIONS

Implementation safety and security

Safety and Security is the most significant part of the HR .ENEMs HR should implement
safety and security policies as soon as possible in order to retain company worth in current
age.
Organogram implementation
Company should implement organizational structure quickly as it has been developed but it is
being delayed due to typical culture of single owner.
Implementation of Organizational Culture
Organizational culture should be developed in spite of single owner traditional system.
Employee motivation will be increase, a great working culture would be developed, and that
will make the company successful.
Developing a positive culture
Altering culture requires leaders to recognize the learning process changing aspects and how
the learning and unlearning of assumptions and beliefs can be manipulated to modify
behavior. Cultural aspects could be one of the areas of training. An organizations leadership
has the responsibility to develop a positive culture to assist the acceptance of performance
appraisal among managers and their employees.

Providing performance feedback

Employees naturally like to know how they are performing relative to what is expected from
them. Performance feedback lets employees know how well they have performed in
comparison with the performance standards. Having day-to-day employee-manager
interaction, through which the appraise is provided with constructive feedback.
Avoiding unequal performance criteria

Active performance appraisal requires equal standards against which employees are assessed.
In the absence of equal standards, employees are assessed with subjectivity, which may
destroy the process of appraisal and leave it as a body without soul.
Therefore, the problem of unequal standards can be minimized by ensuring that the appraisal
criteria are job-oriented, communicating performance expectations to the employees before
the appraisal review.

CONCULSION
The findings in this report have showed that it is essential to have an effective performance
appraisal system. The system should be free of bias so that employees afforded the chance to
get a fair appraisal.

REFERENCES
https://www.enemstores.com/
http://www.investopedia.com/terms/p/performance-appraisal.asp-0
http://www.hrwale.com/performance-management/performance-appraisal-methods/
www.va.gov/lmr/docs/Article_26_PerformanceAppraisal.pdf

Figures

Series 1

Series 2

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tables, if applicable). Include a numbered caption for each figure. Use the Table/Figure style
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Manual, 6th Edition.

Executive Summary
Overseeing HR in today's dynamic surroundings is turning out to be increasingly
mind boggling and critical. Acknowledgment of individuals as an important asset in the

association has prompted expands patterns in worker upkeep, professional stability, and so for
this purpose we as a group went to ENEM ENTERPRISES. In this report, we have
interviewed the HR head of the organization. The principal segment of our report manages a
nitty gritty organization profile. It incorporates the organization's vision and mission, its goals
and objectives, its exercises and operations, authoritative structure, and so forth this area
endeavors to give point by point data about the organization and the way of its working. The
second area manages more towards the explanation of their appraising systems working
within the organization. Enums hierarchy, their HR department and other working
departments. As, we are much more concerned about the HR functions and practices in that
organization, so our most of the focus is how they develop appraising systems, when, why
and how to evaluate the employee performance.