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MANAGEMENT
Introduction
Established in 1962 as a fabric trading business house, Yuns Brothers soon
become one of the largest conglomerates in Pakistan. Yunus Brothers Group,
with investment in Textiles, Cement, Construction, Real Estate, Energy, and
Commodity trading business has an annual turnover, which exceeds US $
750 million.
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Lucky Cement Limited
Mission Statement
Our mission is to manage a textile business entity aimed at producing
quality yarns through innovative technology and effective resource
management, maintain high ethical and professional standards and coming
up to expectations of all our customers.
We preserve to achieve the highest possible operating efficiencies and
lowest costs and expand the business through selective expansion so that
we are able to deliver maximum value to stakeholders.
Gadoon Textile aims at adopting the latest technology and tries to stay up to
date with the upcoming technology that allows it to produce quality yarns
that live up to its clients expectations. By having the latest technology, it
aids in achieving economies of scale therefore resulting in lower costs.
Part of the reason Gudoon textile is able to achieve its mission is due to its
HR department which helps it to establish professional ethical standards and
managing its resources. Its HR department is considered as one its most
valuable assets that help the organization in achieving its objectives.
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Human
Resource
Informatio
Internal n
Finance Purchases Imports Exports
Audit Technolog
y
Human Resource Department and Its Strengths
One of the unique ideas that Gadoon Mills support is in people development.
Its Human Resource is considered as an asset and an important factor in its
success. Its Intellectual Capital provides a framework that is used as a
guiding force for the organization as a whole.
Since the last couple of years Gudoon Mills is climbing on the ladder of
growth. In order to stay in the lead they target optimum performance and
excellence. Its objective is to use talent in the best possible manner by
positioning their responsibility with delivering value. The organization gives
them the push to accomplish their full potential
Performance Management
Performance management is an instrument that relates to each business
activity of the organization and has its influence on human resource policy,
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corporate culture and style along with communication systems in the
organization.
Salary Survey
The company has participated in salary surveys to meet the market and
stand out as a competitive employer. This helped them to retain the top
talent in the company and offer with the best compensation and benefit
packages in the market.
Minimum Wages
Safety measures
Labor Training
Make sure labor union is not created
Labor rights
Communication
Assist General Managers if there are counseling issues.
Search for potential talent and train them Developing administrative
rules, manuals, guidelines, forms and templates
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Researching, compiling and analyzing workforce statistical information
Labor Productivity ( Production/No. of Labor)
Recruitment
One of the core and foremost function of an organization is recruitment. At
Gudoon Textile Mills Ltd., recruitment process is very important and they put
in a lot of time and effort in recruitment and ensure that the candidates are
hired on merit basis by following a clearly defined process from job analysis
to final selection. At Gudoon Tex, they believe that hiring the right people is
very important because they are the assets of company and finding the right
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people also have a lot of costs attached to them, therefore, they have
rigorous process for hiring and one of the finest processes in the industry.
Performance Appraisals
Another core function of an HR department is performance appraisals. Since
Gudoon Textile Mills Ltd. believes in hiring the right people and providing job
satisfaction, Gudoon Textile Mills Ltd. have great performance appraisals in
place so that the individuals who are an asset to the company remain with
the company and also stay motivated.
Succession Planning
It is one of the important things that Gudoon Textile Mills Ltd. is following.
They have focused their resources and energy in succession planning in
which a lot of other companies lack. With collaboration from different
department heads, the HR department identifies individuals who have the
potential and could drive the company well and take it to new heights.
Such high performers once identified and are eager, are then prepared for
the future of the company and their career so that they can climb the
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corporate ladder within the company and fully utilize their skills to improve
companys performance.
Our Department has an open door policy, anyone can approach me directly
through emails, text messages and phone calls. If its urgent, my office is
open for any staff member. I prefer full job dignity and power of decision
making for employee within their own boundaries. Our department is infant;
we are trying to link each and every department through ERP system that
have HR functions in it. Payroll has been computerized in all department and
factories. We have implemented HR component in every factory and our
team monitors each and every activity. My target is to bring relational
change in our industry by implementing these things and some other plans
that I have told you before
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Benefits Rendered to the Organization
Following are they ways in which they effectively provide benefits to the
Organization:
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problems before they affect job performance. The greatest benefit of
employee reviews to an employer is the creation of realistic job descriptions,
which will help your workplace in the future. They publish research articles
under the name of their senior staff that have been step ahead in doing
research and development of the new products.
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Factors distinguishing them from the Market
The concept of Human Resource does not exist in Pakistans Textile industry
but the Lucky Group is the first group in market who took the initiative of
Human Resource department. Thus the HR strategy of Lucky group which
comprises of Gudoon Textile, Lucky Textiles and Lucky Cement differs from
the market.
The company always played a positive role and always valued its talent who
took challenges of solving problems and initiatives to continuously learn and
think out of the box. This group order to retain its talent for the longer time
period has applied number of strategies to mitigate their employee risk and
safety & security risk which no other company facilitates in the industry.
On the Job and external trainings are provided to the employees for their
professional developments.
There is a tribunal committee that conciliates and arbitrates all the issues
and ensures a win-win situation. (Industrial Relation)
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Value Addition Aspect
Gudoon textiles have value added services for the people working there so
that it could attract the best talent in the market and could become the
market leaders in the country. In order to do that the following value added
services they offer:
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Recommendation
The Gudoon textiles HR department work efficiently when it comes to the
white color staff but when it comes to the labor class, they have few and
lenient HR policies. The training and mentoring is not been focused of the
staff of this level who play essential role in production capacity.
Other Recommendations:
The employees are not working up to the level then they are to be told where
are they lagging and are to be showed the correct path so that they could
reach the level and start performing. Mentors are to be assigned so that the
talent could be prepared in a proper manner to take the responsibility.
Business Partners
Each department should have a business partner and should be active in
affairs concerned with his department and should report or solve the problem
as they occur and keep the department in shape so that performance could
not be affected and internal problems could be solved before they become
issues and cause damage to the company.
Wage Level
The company should keep the wage level higher than the market level so
that the best talent could be brought in and the organization could develop.
This will create goodwill and employer image in the market
Bonuses
Bonuses must be given for recognition and reward for exceptional
performance, significant contributions, and substantial accomplishments well
beyond normal or regular work responsibilities, to motivate the employees to
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perform better and show others that they could also get them if they
increase their performance.
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References
http://www.gadoontextile.com/
http://www.yunustextile.com/group-history.html
http://www.pakistaneconomist.com/database2/pdffiles/Cement/LUCKY
%20CEMENT/Year13-14/LCAnnual-Y13-14.pdf
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