3.

1 Introduction of Human Resource Management

Human resources are most effective and valuable asset in an organization. They can be useful if
they are well trained and provide guidelines by their supervisors. Due to the scarcity of human
resources the complexity of human resource function has increased in this modern word and
even though human resource functions and activities are the responsibility of HR department.

Managers are also playing effective role in an organization and coordinating with employees.
They are also the contributors in the management system and problem solving party in an
organization among members or employees.

In a market place there are massive demand for highly qualified employees or workers and
skilled and talented people by large organizations. These people are competitive and expensive
in market and organizations higher them immediately.

Hiring new employees can be disruptive to existing employees. It may also take time to adopt
and develop new changes like cultural awareness, product, process, organization knowledge and
experiencing new staff.

3.1.1 Human Resource Department

The Human Resource Department plays major roles in organization and provides effective
management system. It can be facilitator, change agent, controller and specialist for the working
staff. Under our Human Resource policy CRI develops and groom the management and
employees for position of greater responsibility, interpersonal, conceptual and specialization
skills to enable them to understand the cause and effect relationship and to perform efficiently
and to think broadly.

The hiring philosophy is based on meritocracy and select person who fits to some specific job.
CRI laid great emphasis on the honesty of employees working in an organization and integrity
besides technical competence and new staff is selected through the proper and well defined
systematic selection procedure.

3.1.2 Human Resource Management Function

Human Resource management system functions are the most effective way to help
organizational activities and essential for the better functioning of organization culture.
Following functions performed are mention below:

 Training and Development

 Recruiting
 Selection
 Health and Safety
  Compensation
 Advertisements
 Benefits
 Crisis Management

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Professional dedication
Organizations are giving more priority to their employees because staff is the most valuable asset
for an organization. The Human Resource philosophy at CRI focus on hiring of multi-talented
people, competent training, and requires or necessary training. And they give maximum priority
to their staff so that incumbents feel comfortable and satisfactory environment at job place.

CRI provide training to their staff and enhance their productivity by giving them internal or
external training programs facility. CRI continues offer opportunity for people to enhance their
skills, knowledge and personalities thus ensuring huge self-fulfillment progression in the
organization. In short CRI comprise of dedicated professionals equipped with a diverse array of
skills and vast experience.

Training and Development

CRI team members are all committed to the welfare of the people and professional development
of all our team members. Human Resource needs proper training which essential role not only
for the more productive and satisfactory work force but for also homogenous corporate
environment and culture.

CRI training and development center is a state of art which provides facility with an impressive
faculty or staff. CRI continues to follow the strategy of hiring batches of young people and
energetic management trainees who are sent to our Training and Development center for training
in all areas.

Ethical Issues
CRI understands its commitment towards society and work best to provide them satisfaction. It
helps to improve their living standards and satisfied customer needs be filled within a
professional and ethical framework. CRI took decisions to maintain equality system in our
society and remove the poverty so that everyone can enjoy their life.
Benefits and Promotion
CRI hires officers in range then depending upon their performance these are promoted to the
next level and provide incentives to them by higher authorities. More increments and benefits are
given along with the promotion. CRI also provides cars to the senior officers who are on high
rank. They are also provided by high salary increments for an increasing the employees
satisfaction. Also with the development of the branch network extension in the existing era more
and more opportunities have been provoked not only for young people or generation but also for
the employees of the CRI.

Policy of Recruitment
There are mainly two types of hiring i.e. direct hiring and the other one is promotion from the
lower level. CRI policy is to hire best pool of candidates who are qualified and experienced and
can manage any type of uncertainties happened in our society. They must be in a position to
handle each and every type of problem existing due to any reasons.CRI s hiring focuses on the
person who are mentally and physically be strong to cope up any bad situations occurring in the
field. In such an organization strong personal character and interpersonal skills as well as good
communication are required to achieve goals of CRI.

Process of Recruitment
CRI recruits both from external as well internal sources from where they can obtain better,
experienced and qualified staff. But the point is they give more priority to the internal
recruitment by keeping in view employees previous records and to encourage plus motivate their
employees. This may also find it less expensive as compared to getting employees from outside
by offering higher salaries. According to the recruitment procedure of CRI following internal and
external recruitment sources are used:

 Newspaper
CRI advertises the vacancies in the newspaper as well as magazines etc
 Website
CRI also adopted recruitment process and advertise vacancies on rozee.pk and other
online job offering websites.
 Retired people
They are also reemployed in case of shortage of qualified employees and when
workloads increases.
 According to the performance upgrade the existing employees

Selection Process
CRI selection process is just similar as like other NGOs working for the welfare of community.
They select employees by several ways. First of all CRI advertise its vacant positions in the
national newspaper and magazines through which they can heir best and qualified people. CRI
mention their criteria like

 Candidate must belong from Pakistan or citizen of Pakistan

 They must be a business student
 Should have attained the age of 18 year

Applications are invited from candidates on prescribe forms against vacant posts advertisement
in the magazine as well in newspapers after advertisement different people from different areas
who are applicable for such positions apply for the job.

 Application survey
 Short listing
 Call letter issuance
 Testing
 Listing candidates on the basis of given test
 Call letter for candidates interview
 Interviewing
 Short listing
 Letter offered
 Joining of the organization
 Training of the candidates

Policy of Training and Development

CRI policy is to take special interest in training and recruitment process. They also provide two
types of training one is on-job training and the other one is off-job training. When technical
training is provided to its staff “Training and Development Center” offers programs in several
technical skill areas. Its employees attend seminars and courses offered by the organization.
They also offer technical training to the employees that how to handle natural disaster situation
like floods, earthquake etc. it is compulsory for every individual to attend minimum number of
training courses during the course of the year. Whenever training Department is not able to
provide focused training to the working employees, reputable external training providers are
welcomed to fill the remaining gap.

Quality Service

Providing excellent service to the society is the one of the major priority of CRI. A separate
quality assurance department is to be established and removing other little flaws prevailing to the
other branches regarding the facilities for the community. The focus of CRI is to improve their
service quality by developing new areas of activities along with traditional resources
mobilization.
Policy Growth
CRI put more emphasis on growth along with providing satisfactory services to the community
or society. It focuses more on working in a group rather than in individual working through
which they can obtain maximum outcomes.

Job Experience
Job satisfaction is the major component to be considered while evaluating any organization. To
evaluate an organization reputation in the industry job satisfaction is the important element of
growth and development in the monetary terms.

During my internship program, I felt being in touch with the existing staff that all were working
with full devotion and satisfied with the job. On the basis of their performance they are given
benefits by higher authority and with the increments as well as promotions. Only thing is that
which is to be mentioned here is work burden and the timing of employees for their jobs. Some
of the employees are really feel burden due to some task but it does not impact on their job
satisfaction. Actually such NGOs take much care of their employees because these employees
are really precious for them and a great asset for the organization. CRI celebrates employees’
birthday, arrange trips and provide them opportunity to enjoy their life successfully.

CRI hires officers and depending upon their performance they promoted to next range. More
facilities and health benefits are provided to them along with increments and promotion. It
provides car facility to the high rank officers as well as cash rewards and salary increments for
increasing the employees’ satisfaction. In CRI employees are really enjoying the working
condition plus they are satisfied with its environment, so in due response CRI is enjoying high
efficiency and employees good output within the organization.

Management and Administrative styles

Management at CRI is quite impressive towards maintaining the decorum of the organizational
culture and with the clients of the CRI. Managers are much cooperative towards other working
employees and perform organizational functions with full attention at CRI. This is the main
reason that employees are satisfied with the job and its outstanding working conditions.
Management Methodology
Management procedures must be design in a way that can get all the activities to be done in an
effectively. According to the CRI management style there is both centralizations and
decentralization to some extent. As far as management style at CRI is concerned there is
centralization in the township branch to some extent and in other areas decentralization exist.

Management is the process through which things are being done efficiently and effective with
and through the people. Through this basic management functions i.e. planning, organizing,
leading and controlling organizational desired objectives will achieve.

…Managerial Level

Branch manager is an authoritative person and the administration requirement is his authoritative
style. This is the duty of a branch manager to fully control the organization environment and
implement proper strategies and getting all the activities to be done in an effective way. During
my internship program I observed that in the absence of a manager the deregulation as well as
uncertainty in the CRI organization.

Departmental Level
The departmental head is also responsible for the overall operations that are assigned to the
department. There is a sign of authority of good delegation for effective decision making in CRI
at this level. The department manager took their sub ordinates suggestions regarding to some
problem solution so that employees remain contented to their work.

Workforce Level
People who are working as staff are more concerned about their work due to satisfaction by work
assigned and authority structure in CRI. So the management is more concerned to the decision of
department head level.

.Management Impact on Employees

Management style does impact on the working procedures of an organization. Key issues that
can be arise from authoritative actions are of the following

 Coordination
 Turnover
 Absenteeism
 Employee Behavior
 Time Delaying Tactics
But at CRI these issues have never been provoked till now. This is because each and every
employee has been given equal employment opportunities as other can enjoy it. So employees
are satisfied and work with full devotion.

Following are the points that need to be considered by management system:

Employees Morale
Management need to focus on employees’ high morale. Employees’ job attitude can be positive
by social interaction at the work place and through good supervision. Better working conditions
are also important to keep qualified worker at place of work. High morale helps to gain more
effective results within organization.

Motivation
Motivation can be defined as actions to satisfy need or want by people. The term implies as a
willingness to expand energy to attain organization goals and objectives. In CRI management
adopts great styles and employees are motivated towards their derived goals as well as enhance
their performance through better techniques.

Job Satisfaction
The overall impact of quality management style in the organization improves the efficiency as
well as satisfaction of employees towards job. At CRI the employees are very much happy with
the job and overall working conditions of the CRI. So as a result CRI is very much enjoying the
high efficiency of managing the time and working operations.

Job Analysis
For every job there is a job specification through which candidates know about the job duties and
responsibilities regarding the specific job. But the method of its application is quite unique at
different firms. We have taken a job analysis of CRI and regarding to our investigation we get to
know that there are following three types of job handled by different ways.

. Job Analysis for Lower HR/Staff

For lower level personnel there are not any kind of specific job related description or
specification. Operational manager is responsible for controlling the lower level staff duties with
the consultation of supervisor. If there are some vacancies at lower level in CRI then the
supervisor immediately transfer the job description and specification to the HRM Department
with assistance of Branch Manager. After that the head office is responsible to select the right
candidate according to the specific job description and specification for the job in CRI.
Job Analysis for Middle Class Personnel
The branch manager is responsible for the overall working condition happening in CRI, if there
is any vacant position at middle level that includes head of department and the operational
manager then the present manager will send a formal request to the head office by sending them
their job description as well as specification.

Job Analysis for Top Management

In the CRI the top management personnel is selected through the inner sources by the head of
department or head office can directly do analysis regarding jobs.

CRI Planning Process

Following are HR planning process in CRI:

 CRI determine its objectives that where currently they are and in future where they want
to be.
 CRI train their employees according to the need or requirement of the job.
 Finding additional human resource requirement
 CRI also focusing on meeting the current needs of HR so that they can perform
efficiently and effectively.

Performance Appraisal
Performance appraisal refers to assessing the performance of employee or a group of employees
on a specific job and employees potential for future development. Basically it is an ordinary and
a formal procedure used by organizations for determining the employees’ potential.

.Characteristics

 Performance appraisal is a systematic process use for examining employees strength and
weaknesses during job.
 It is study of formal procedures as well as scientific and objective study.
 It is a continuous process through which employees evaluations are arranged
periodically according to a define plan.
 It also helps to maintain information essential for making objectives and effective
decisions for employees.
Performance Appraisal Process
Following are the define process

 CRI makes the standards of performance appraisals

 Communicate the standards with others
 Estimate performance
 Making comparisons of performance with the standards
 Make discussions about appraisal
 Take Corrective Actions

Limitations
 Rating errors
 Lack of reliability
 Negative approach
 Multiple goals
 Insufficient knowledge

Performance Appraisal Methodologies

Such methodologies are used to identify employees’ performance in a given job for a period of
time. This helps to maintain high working standard within organization. I shall briefly review
some of the methodologies that are more or less enhancing complexity. Following are mentioned
below

Essay Appraisal
This technique asks rater to rate the people doing a job by writing a paragraph about employees’
strength, weakness and potentials. It may include the following people like professionals and
managerial level.

Graphic Rating Scale

This technique is more consistent and reliable as compared to the essay appraisal method. This
may judge a person by evaluating his work quality and its quantity. And define that an
individual’s work is satisfactory, neutral or unsatisfactory? It may also include oral and written
communication.

Field Review
It refers as member of personnel meeting with the group of raters from each supervisory unit and
visit every employee rating with them to provide assistance to group arrive at a consensus and
examines that every rater conceives the standards similarly.

Forced Choice Rating

In this rating technique, it reduces the bias and initiates the objective standards of making
comparison between people but it may not allow third party to make intervention.