HUMAN RESOURCE

MANAGEMENT

Zubair Saleem 14142

Syed Mazhar Ali 14849
Fahad Baig 14863
Abdul Moeed Malik
CORPORATE PROFILE
• Lucky Textile Mills was first established in 1983 and has since remained
one of the leading textile manufacturer in the country to date. With an
inedible commitment to employing the most modern technology and
providing outstanding working conditions for all our staff we always
believed in creating the best value for any entity that invest its time with us.
For over 25 years our continued focal point has remained on our esteemed
customers and their satisfaction, which we always strive to guarantee.
• We maintain that every aspect of our operations is inclined towards adding
a progressive future and firmly believe that by stringently pursuing our core
values of Leadership, Understanding, commitment, knowledge and yielding
we will undoubtedly grow to be one of the most successful industry leaders
in the country.
PRODUCTS
Right now Lucky Textile Mills is on the largest textile
exporter in Pakistan having a variety of products including:
• Home Textile/Beddings
▫ Flat Sheets
▫ Fitted Sheets
▫ Pillow Covers
▫ Duvet Covers
▫ Comforters
▫ Curtains
• Fashion Garments/Apparel
▫ Trousers and Shorts
▫ Gowns
▫ Lab Coats
▫ Scrub Suits
HUMAN RESOURCE
We at Lucky Textile Mills Ltd. have five
operational units.
• Head Office 500 Employees
• Weaving Unit 1 500 Employees
• Weaving Unit 2 500 Employees
• Processing Unit 2500 Employees
• Stitching Unit 1 1000 Employees
• Stitching Unit 2 1000 Employees
• Stitching Unit 3 2500 Employees
• Total Man Power 8500 Employees
DEPARTMENTS
• TECHNICAL DEPARTMENT
▫ Weaving Production
▫ Fabric Processing (Dyeing / Printing)
▫ Stitching Department (Cutting , Sewing & Packing)
• NON TECHNICAL DEPARTMENT
▫ Marketing Department
▫ Finance Department
▫ Procurement Department
▫ HR Department
▫ Admin Department
▫ Transport Department
HUMAN RESOURCE MANAGEMENT
CHANGING ENVIRONMENT OF HRM
GLOBALIZATION
Initially we work at domestic level but we plan to train our employees
at international standards so that we can compete in global market.
CHANGING ENVIRONMENT OF HRM
TECHNOLOGICAL
Training through virtual reality ( video conferencing, Skype etc.) in
order to save time and financial cost.
CHANGING ENVIRONMENT OF HRM
WORKFORCE DEMOGRAPHIC TREND
We have offices in different cities of Pakistan so we have
demographically diverse workforce to be trained.
HUMAN RESOURCE MANAGEMENT ACTIVITIES

• PLANNING
• RECRUITMENT
• SELECTION
• TRAINING & DEVELOPMENT
• PERFORMANCE ASSESSMENT
• APPRAISALS
• COMPENSATION
HUMAN RESOURCE MANAGEMENT ACTIVITIES
• RECRUITMENT & SELECTION
PROCESS

– Recruitment form to be approved by senior management.

– HR call for interview through different medium of advertisement
– Screening and Shortlisting
– Written test
– Interviewing
– Evaluation and Employment offer
TRAINING & DEVELOPMENT
A Continuous Process
HUMAN RESOURCE MANAGEMENT ACTIVITIES
• COMPENSATIONS & APPRAISALS
1- Salary

2- Annual Bonus

3- Medical Insurance

4- Overtime

5- Conveyance and Fuel Allowance

6- Performance Appraisal after 2 years

JOB ANALYSIS
FINANCE MANAGER
• JOB DUTIES & RESPONSIBILITIES
▫ Perform day-to-day financial operations within the company, such as payroll, invoicing,
and other transactions
▫ Oversee financial department employees, including financial assistants and accountants
▫ Contract outside services for tax preparation, auditing, banking, investments, and other
financial needs as necessary
▫ Track the company's financial status and performance to identify areas for potential
improvement
▫ Seek out methods for minimizing financial risk to the company
▫ Research and analyze financial reports and market trends
▫ Provide insightful information and expectations to senior executives to aid in long-term
and short-term decision making
▫ Review financial data and prepare monthly and annual reports
▫ Present financial reports to board members, stakeholders, executives, and clients in
formal meetings
▫ Stay up to date with technological advances and accounting software to be used for
financial purposes
▫ Establish and maintain financial policies and procedures for the company
▫ Understand and adhere to financial regulations and legislation.
JOB ANALYSIS

FINANCE MANAGER
• JOB SPECIFICATION
▫ CA Qualified with MBA degree in accounting, business, economics,
finance.
▫ Five years of experience in a finance role
▫ Superior mathematical skills
▫ Leadership skills and experience
▫ Employee management
▫ Understanding of data privacy standards
▫ Solid communication skills, both written and verbal
▫ Public speaking skills
▫ Deep understanding of business principles and practices
▫ Analytical skills
▫ Multi-tasking abilities
▫ Integrity
▫ Honesty.
JOB REDESIGNING
• Under Specialization
▫ Work Simplification
 Provide assistants to perform day to day financial operations.
▫ Reengineering
 Provide the integrated software to reduce the hectic manual working and
improving the output.
• Over Specialization
▫ Job Rotation
 By transferring AR Manager to AP department and vice versa
▫ Job Enlargement
 Giving the tasks of Accounts Payables to the AR Manager to motivate him/her
at the same position without giving him any appraisal.
▫ Job Enrichment
 Responsibilities like Capital Budgeting usually performed by senior manager
transferred to Manager Finance.
JOB ANALYSIS
MARKETING MANAGER
• JOB DUTIES & RESPONSIBILITIES
▫ Interviews, hires, and trains marketing staff members
▫ Establishes marketing goals based on past performance and market forecasts
▫ Oversees current offerings and comes up with initiatives for new products or services
▫ Researches and analyses market trends, demographics, pricing schedules, competitor
products, and other relevant information to form marketing strategies
▫ Works with marketing staff to develop detailed marketing plans for all media channels and
sales teams
▫ Approves and oversees the creative development of promotional materials, website content,
advertisements, and other marketing-related projects
▫ Communicates with various media buyers, advertising agencies, printers, and other services to
help marketing projects come to fruition
▫ Provides in-depth information to interested clients, and acts as a representative for the
marketing department in important buyer meetings
▫ Works within the department budget to develop cost-effective marketing plans for each
product or service
▫ Tracks all marketing and sales data and creates detailed written reports and verbal
presentations to bring to senior executives
▫ Adjusts marketing campaigns and strategies as needed in response to collected data and other
feedback
JOB ANALYSIS

MARKETING MANAGER
• JOB SPECIFICATION
▫ MBA Degree in Marketing
▫ Good at Marketing Strategy
▫ Media Channels
▫ Client Relationships
▫ Creativity
▫ Adaptability
▫ Research Analysis
▫ Public Speaking & Interpersonal Communication
▫ Leadership
▫ People Management
▫ Detail-Orientated
▫ Budgeting
▫ Multi-Tasking
JOB REDESIGNING

• Under Specialization
▫ Work Simplification
 Training will be conducted by training and development department.
 Provide assistants to perform researches analyzed by the marketing manager.
▫ Reengineering
 All marketing and sales data is tracked by the developed IT software and all
reports are generated at single click through the system.
• Over Specialization
▫ Job Rotation
 By transferring from one region to another or from one customer to another.
▫ Job Enlargement
 By providing multiple regions or customers at a time
JOB ANALYSIS
TRAINING & DEVELOPMENT MANAGER
• JOB DUTIES & RESPONSIBILITIES
▫ Oversees training programs that include web-based seminars, printed manuals, group
sessions, training videos, and more
▫ Determines training needs and requirements for an organization or group by meeting with
managers, talking with employees, or administering surveys
▫ Reviews existing training materials produced by third parties to determine appropriateness
and relevance
▫ Modifies or creates course materials and training manuals to meet specific training needs
▫ Presents in-person and online training sessions or hires qualified personnel to do so
▫ Schedules training sessions, organizes information technology and other equipment, and
manages course enrolment
▫ Monitors training programs and manuals to ensure that they are effective and up-to-date and
makes updates as necessary
▫ Works with managers to address learning issues, instruction problems, or new educational
needs regarding specific employees or departments
▫ Manages costs for all programs, productions, and publications in order to report to
organization executives regarding a return on investment
▫ Specializes in a particular industry and keeps current on the activities and needs of that
industry by attending regular meetings, conferences, and seminars
▫ Maintains understanding of new educational and training techniques and methods
JOB ANALYSIS
TRAINING & DEVELOPMENT MANAGER
• JOB SPECIFICATION
▫ Bachelor's or Master's Degree in Business or Human Resources
▫ Written and Verbal Communication
▫ Interpersonal Communication
▫ Problem Solving
▫ Critical Thinking
▫ Planning Skills
▫ Time Management
▫ Attention to Detail
▫ Decision Making
JOB REDESIGNING

• Under Specialization
▫ Work Simplification
 Information technology and other equipment is arranged by Junior staff of the
department.
 Surveys conducted by the T&D staff and evaluate by the manager.
▫ Reengineering
 HR or T&D portals can help monitoring training programs
• Over Specialization
▫ Job Rotation

▫ Job Enlargement
SUCCESSION PLANNING
• Succession Planning is the process of identifying and
tracking high-potential employees who will be able to fill
top management positions when they become vacant.
... Succession planning involves understanding the
organization's long-term goals and objectives, identifying
employee development needs, and determining trends
SUCCESSION PLANNING
• Promotions & Transfer:-
 Identify Key Areas and Positions.
 Identify Capabilities for Key Areas and Positions.
 Identify Interested Employees and Assess Them Against
Capabilities.
 Ask People About Where They Would Like To Be.
 Evaluate Each Person's Future Potential.
 Inform Employees Of Their Succession Potential.
SUCCESSION PLANNING
• Continuity Planning

▫ Job Rotation
▫ Training & Development
▫ Special Assignment