H UMAN R ESOURCE

M ANAGEMENT
Gunj Glass

Submitted To: Mam Sobia

Authored By: Sobia, Mariana, Amna, Saira and
Sadia
2/1/2011
 2/1/2011

CONTENTS

1. INTRODUCTION OF COMPANY

2. QUALITY P OLICY

3. HR P LANNING

4. EMPLOYEE PLANNING

5. RECRUITMENT

6. SELECTION

7. ORIENTATION

8. COMPENSATION PLANS

9. REWARDS AND PAY P LANS

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ACKNOWLEDGEMENT

All praises for ALLAH Almighty, the real worthy of

all praises who guides in darkness and helps in
difficulties. This report would have never been
possible if we didn’t have the Invisible hand of
ALLAH Almighty on our back.

After this, we would like to thank for the moral and

didactic support of our teacher Mam Sobia, who
were always there for the critical analysis of our
work. In the end, we would like to acknowledge our
friends and fellows who were always with us in all
the related matters.

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INTRODUCTION TO COMPANY
Gunj Glass is a Glass Factory founded in 1985. It is
situated on G.T Road in Hassan Abdal.
The reason behind this for choosing the area of
Hassan Abdal, because of;

• Availability of Raw Material

• Availability of Sui Gas
• Government incentives
1st thing, Raw material is easily available in this
area, in glass making the most important
ingredient is silica sand. This comes from Swat also
from Mianwaali.
2nd thing is availability of Sui gas, for making in
glass. In the area of Hassan abdal there is much
gas is available. Hassan abdal is the 3rd electric city
in Pakistan in that time, that’s why they chose this
area to run the industry.
3rd thing is, government incentive is given to this
area. Government also gives some compensation
for the development in backward areas. This area is
free from income tax legislation till ten years, so
that’s why they decided to place their industry in
this area.

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HIERARCHY OF GUNJ GLASS

• Director

• General Managers

• Managers

• Assistant manager

• Officers

• Supervisor

• Skilled workforce

• Labors
There are six departments under the director.

 Production department

 Electrical department

 Mechanical department

 Sale & marketing department

 Civil department

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 HRM department

Each department is responsible for its results in

front of their director.

QUALITY POLICY:
At Gunj Glass works / Ali Glass Industries. Every
member of staff is responsible for the quality of the
product that reaches our customers.
The customer’s requirements for quality, product,
service and value will be the motivating factor
behind each division. We will take Preventive
Measures rather than Corrective Ones to improve
our system. Team work will provide the avenue for
open interaction with employee’s suppliers and
customers, so we can be receptive to that changing
needs. We are committed to comply with applicable
legal and regulatory requirements.

HR DEPARTMENT
The history of HR department in Gunj Glass is 21
years old. Under Directors 6, 7 departments work in
Gunj Glass. One of these is HR department. All
these departments have equal power and obliged
to report to directors.
HR department consist of only few people which
involves HR manager and few assistants. The

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motive of HR department is to get the best results

of each employee.
Following functions are being performed in
department;

HR PLANNING
The strategic planning process in Gung Glass is
long and continuous.
The beginning includes Analysis and Report of each
department. Analysis includes assessing current
human resource (employees). Factory develops and
maintains the profile of each employee. It gives the
information about skills of the employees that are
currently working in the factory. Computerized data
is maintained for each department i.e. what kind of
skills are required and what skills possessed by
currently working employees.

Predicting the Future Labor Supply

HR department of Gung Glass estimates the
changes to determine the increase and decrease in
demand and supply of labor.
The planning is done through the Report from each
department.

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EMPLOYEE PLANNING
Employment planning is done by HR department in
Gunj Glass. They determine Human Resource Need.
The question is what kind of employee and
workforce they need? Here Strategic Management
Process of Gunj Glass is involved.
Process starts from Mission statement and
Goals/Objectives of organization.
Each department, whenever they need human
resource writes a report to the HR department.
It sometime happens as the result of change e.g.
Previously B.O.D decided to increase the
production of Production Department from 8 ton to
10 ton. The supervisor of Production Department
sent a request for more workers in order to
increase the Production.
Report is then analyzed under discussion, which is
done in a meeting. In this meeting HR manager,
B.O.Ds and Relevant Department Supervisors and
Head are present. If the recruitment of more
workers is verified then next steps are taken.

RECRUITMENT
Once employment planning has done and
application is approved by the Directors, then HR

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department of Gunj Glass announces its vacancies

to create the pool of applicants.

Man Power Strength Meeting

After that, do hire new work-force man power
strength meeting is held in which man strength to
each department is approved i.e. how many
managers, assistants and labors are required.
Here another situation comes when organization
requires Host Country Nationals. Recently Gunj
Glass bought some new technology from China. To
operate that machinery new work force was
required, HR Manager, Mr. Abid Shah decided to
call an expert from China. That person suggested
that Candidates should have technical diploma of 3
years in relevant field and should have computer
education.
There are two major sources of Gunj Glass for
Recruitment:

Internal Resources
Within Organization Promotion:
If vacancy can be fulfilled by internal employee by
his or her promotion, it is first preferred.

Employee Referrals:
Employees who are already working in Gunj Glass
can recommend or refer someone particular for Job.

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HR department develops different policies to

achieve Goals e.g. change or replace the workforce
such as Fresh Employee replace the Exhausted
one, during work hours.

External Recourses
Advertisements:
It is in form of newspaper mostly and some time
electronic media such as Radio, T.V used.
Most of time Gunj Glass give blind box ad and the
reason is to avoid political pressure.
In the area of Hassan Abdal, Politicians have great
influence on industries. Whenever an industry
advertises its vacancies, many unqualified people
took Job on the bases of Political Reference. It
causes cost and loss to organization.
So to avoid such loss and to recruit qualified and
talented workers, most of the time Gunj Glass gives
blind box ad in which Job description and Job
specifications are mentioned, mailing address (P.O.
Box) is given but the name of organization is not
mentioned.
The interesting fact that we came to know is that,
HR Manager who told us about blind box ad reason
is the referral of MPA, in Attock…

SELECTION

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After using Internal and External Resources,

Applications are collected as a result of
Recruitment. Forms of Applications, either relevant
or irrelevant tell the successfulness of Recruitment
Process.
Now it is part of Selection Process, select the right
person for right job from the pool of applicants;
CVs are separated and categorized for each Job
according to Job Description and Job Specification.
When going through CVs, two things are taken into
considerations;
• Qualification according to nearest Requirement
• Residence of Applicant (that should be in
surrounding areas near the organization)
Irrelevant CVs are eliminated.
Then Interview Call Letters send to the Applicants.
Gunj Glass uses two kinds of interview call letters,
One for Officers’ Job
Other for Workers
Then an Interview Committee is formulated which
consist of 5, 6 members. It includes;
• 2, 3 Directors from Top Management

• Relevant Department Head

• HR Manager

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Candidates come up with Interview Letter along

their Form whether Officers’ or Workers’ Form.
These forms consist of some main information
about candidate such as, Name, Experience,
Qualification and Contact, Address etc.
Along with Interview, some written or practical
tests are also taken depending upon the Nature of
Job e.g. If a Technical Employee is to be hired, he
may asked to perform a particular function on
machine. Such tests are held under the supervision
of Department Head or Supervisor.
Sometime only oral or written tests are taken and
sometimes combination is used, again it depends
on the nature of Job.
Once Oral Interviews or tests are held then the
interview committee calls for a meeting on which
the candidates who have appeared in interview are
discussed. At this stage again Short listing is done
after recommendations and suggestions of
Interview Committee.
The candidates who are selected in first interview,
they are called for second interview. HR
department sends them final interview letter. That
is again of two types, for workers and for officers.
Second interview is taken for more technical job
e.g. If civil engineer is to be hired, Directors or HR
manager is not expert of civil engineer, they take
first interview to match the specification and then

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calls for second interview in which specialized of

civil engineering comes for taking interview.
At this stage, terms and conditions told to the
candidate by face to face interaction in order to
avoid any misunderstanding.
After second interview background investigation is
done to check the reference of candidate. All that
information that is provided by the candidate is
cross-checked and verified. The basic information
such as regarding Education, qualification and
previous employment experience is checked to
verify.
If information proves to be true then candidate is
offered the Job. If the candidate accepts the job
and agreed on company’s term and conditions then
comes the Orientation.

ORIENTATION
As the candidate come in the company after
accepting the job, he is given Orientation.
If workers are hired then orientation is given in the
form of group. HR deputy handovers the employee

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to relevant department supervisor and ask him to

give briefing to the new workers.
Officers’ level orientation is given by HR Manager.
It’s a formal ceremony in which relevant
department officers participate and welcome the
new employee to make him feel good.
When employee has joined the company and has
given the orientation, then company takes his
medical test form, social security form.
If the employee is founded physically and mentally
good then he is offered the permanent Job and
he/she becomes the permanent employer of Gunj
Glass.
Now, he is the part of company. Here the role of
other departments end and only HR department is
involved.
HR manager says that,
“Every Manager is HR Manager”
So they think that it is role of relevant department
manger to train new employee and adjust him in
new environment.
First 3 months are Probationary Period as per
International Employment Law during this time if
employ is not adjusted he is at liberty to leave the
job, in the same way company is also at liberty to
fire the employ if he does not found good at work.

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After 90 days, HR department takes report of new

employ from relevant department.
If that report is satisfactory, then he remains the
employ of company but if report is not satisfactory,
Hr department can fire the employ.
Now, 6% of pay of every employ will funded into
government account, in return government will
provide medical facilities to employee and his
family. Their main Hospital, Social Security Hospital
is in Rawalpindi and has many small dispensaries in
Hassan Abdal.
HR department keeps the record of each employee
on regular basis.

Administration of Discipline
Record is maintained in order to assure discipline
inside the company. Employees and workers are
given specific number of leaves, which they can
take in a month.
If any employee is found to break the discipline
such as theft or absenteeism first head of relevant
department gives him oral warning if employee do
not follow then relevant department is authorized
to give him written notice, that is not sent to the
HR department and not placed in the employee file.
Company considers its skilled labors as the asset of
organization and don’t want to lose them. So all

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possible steps are taken to compensate and correct

the employees’ mistakes.
After relevant department’s written notice, if
employee remains indulge in such actions that are
against Ethics and Company Policy, the department
reports to HR department and HR department
issues show cause letter to employee along with
warning. That letter is kept in employee’s file. HR
department calls the employee for explanation,
investigation is done and if employee found guilty
of breach of rule or theft then ultimately he is
terminated. Termination is the last option.

COMPENSATION PLANS
Compensation and benefits of employee is not an
easy task.
First of all salaries is a big issue that should be
according to law and paid on time.
Gunj Glass is paying minimum wage of Rs. 5,000
that is not according to law.
Compensation and benefits depends on the ranking
of job. Such as;

• Medical facilities:
For workers’ level medical facility is provided by
the government for which company cut off 6% of
their pay and that is funded into government
account.

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For officers’ level medical facilities are provided by

the company itself. Company is responsible for
medical treatment of employee and his family.

• Old age benefits:

Company also cut off 6% of the pay of employees
and give pension after retirement and old age. It
helps the employees to survive when are
dependent on their children and physically unable
to continue any kind of Job.

• Bonuses:
For bonuses, rules and regulations are decided by
the HR department of Gunj Glass. They set policy to
give bonuses to employees, such as if company
achieves its targets they give yearly bonus to
employees from profit of Company e.g. Umra
Package.
Gunj Glass, every year do the LUCKY DRAW of all
the employees. They select four names out of that
draw and send then for Umra on company’s
expenditure.

• Compensation for any mishap:

Company also provides compensation for any
mishap with employee that happens during work
hours in the organization e.g. many workers got
injured by the breakdown of glass sheets, in such
cases they are given first aid inside the company

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and then sent to the hospital for further treatment

on the expense of company.
There we found a case of Mr. Abdul Rehman, a
labor of Gunj Glass. During his first year of working,
he lost his hand during working at machine.
Company gave him compensation and pension as
per local law. But still they accommodated him. He
could not work at machine; company adjusted him
as Office Boy and working since 18 years.

Performance Appraisals
Company conducts annual performance appraisals
to see either performance of employees is
according to standard or not.
Company has established performance standards
that required fulfilling their quality policy.
Performance goals are mutually settled and
communicated to employees depending upon the
nature of job. There are Different goals for different
departments. Supervisors or head or department
make sure that those standards are being met.
To evaluate the performance of each employee,
different methods are being used in Gunj Glass,
e.g.
Employees are observed during work by surprise
visits. They are also observed by department
manager or supervisor.

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Statistical data i.e. revenue increase, no of sales,

production etc.
Oral and written reports are taken from
supervisors.
Before the end of year, an appraisal form is sent to
supervisor to be fulfilled and then get back for
evaluation of each employee’s performance.
All these sources are used to cross check the
information and to avoid biasness.
Then actual performance of each employee is
compared with desired performance or standards.
Absenteeism punctuality, discipline and general
reputation of each employee is also considered. As
a result of comparison, further action is taken.
If employee’s performance is good or up to the
standard then given reward in form of money or
promotion.
Results are discussed with employee, for giving
them feedback and if there is gap between actual
and desired, new plans are made to cover the gap.
Find out the reasons for poor performance and
corrective actions are taken or may re-establish the
standards depending on results.

REWARDS AND PAY PLANS

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Pay plans of Gunj Glass are not according to local

law. Minimum wage as per law of 2009 is Rs. 1000
but still in 2011, Gunj Glass getting services of
employees at Rs. 5000per month salary.
Other pay plans includes yearly increments and
other financial benefits.
Rewards are given on the bases of performance.
Both financial and non financial rewards are given.
Financial includes pay increment and bonuses and
non financial includes promotions, good office etc.

EMPLOYEE TRAINING AND DEVELOPMENT

Gunj Glass conducts training for employees.
It is conducted whenever a new employee comes in
organization.
It is also conducted when new machinery or
technology is brought into company.
Training need is also recognized when poor
performance is the result of evaluation.
Both types of training are conducted;

• On Job Training:
This type of training is for workers’ level

• Off Job Training:

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This type is for officers’ level. Outdoor trainings are

also conducted for managerial level of employees.
They are sent to foreign countries for different
courses.
Company does not give facilities for further
education of employee except Time Relaxation. For
career development employees are not given any
kind of financial aid but they are given working
under relaxation.

NOTE
We were told by the HR manager that when Ali
Glass, a firm of working under directors of Gunj
Glass was closed due to shortage of Power Supply,
their employees were not layed off but adjusted in
Gunj Glass.
But later during interview of different employees of
Gunj Glass, we came to know that not all
employees were adjusted and more than 30
employees were layed off.
Only those were adjusted who have insurance and
entitled for pension.

… END …

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