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GROUP MEMBERS

SYED HASSAN ABBAS(L1F07BBAM2128)

KAMRAN BUTT(L1F07BBAM2216)

ZAID TAHIR(L1F07BBAM2186)
Introduction
• Before 1984, Mr. Nawaz Chatha was the employee of the Shezan bakers
at the post of Manager. When he was performing his job, he decided to
start his own business separately because he was expert dealer, a technical
supporter and maintained check-in balance of every branch.
• Mr. Nawaz Chatha started his business from one unit in Muslim Town
with bakers. When owner saw that business was earning maximum profit
then he decided to introduce new product i.e. SWEETS and start selling
as a complimentary line. And after SWEETS, the company introduced
MILK and then ICE-CREAM.
• This made Gourmet more accessible to the rather modern areas of Lahore
and gave its name a further boost in 1987-93
VISION
We are a bakery company with one goal in mind
to meet the needs of our customers
we focus on our customers as our clients
MISSION STATEMENT
• To provide delicious, wholesome baked
foods without sacrificing health and well-
being.
TOPIC
HR practices in Gourmet bakers and sweets
Aim of the presentation
To tell the listeners what kind of HR policies
are implemented in Gourmet HR
department.
HRM HIERARCHY IN
GOURMET
JOB DESCRIPTION

• Director Human Resource


• Training & Development Manager
• Health & Safety Manager
• Benefit & Administration Manager
JOB ANALYSIS
JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION


• Submission of Job Description • Qualification
• Immediate Supervision • Personality
• Basic job Responsibilities • Knowledge
• Job Title • Age
Job Description
• Job Title : Human Resource Manager
• Department :HR Department
• SUMMARY:
• Human resource management jobs
fundamentally involve the basic process of
recruitment, hiring, training, promotion, and
retention of a company’s most important asset,
its employees.
Cont’d
ESSENTIAL DUTIES AND
RESPONSIBILITIES:
• Include the following. Other duties may be assigned.
• Interviews for those employees who will apply for different managers and
deputy manager’s post.
• design and implement staff appraisal systems and develop effective training
policies
• advise general managers on disciplinary issues
• monitor employment legislation
• advise senior management on pay and conditions, retention rates and business
policy affecting employee relations
• keep up to date with best practice in recruitment and selection
• maintain staff records
Job Specification
• QUALIFICATIONS
To perform this job successfully, an individual must be
able to perform each essential duty satisfactorily. The
requirements listed below are representative of the
knowledge, skill, and or ability required. Reasonable
accommodations may be made to enable individuals with
disabilities to perform the essential functions.
• EDUCATION and/or EXPERIENCE
Master's degree (MBA.) or equivalent; or four to ten years
related experience and/or training; or equivalent
combination of education and experience.
Con’d
PHYSICAL DEMANDS:
The physical demands described here are representative of those that
must be met by an employee to successfully perform the essential
functions of this job. Reasonable accommodations may be made to
enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly
required to sit and talk or hear. The employee frequently is required to
use hands to finger, handle, or feel. The employee is occasionally
required to stand, walk, and reach with hands and arms.
• WORK ENVIRONMENT
The work environment characteristics described here are representative
of those an employee encounters while performing the essential
functions of this job. Reasonable accommodations may be made to
enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate
RECRUITMENT

Methods of Recruitment

Internal Recruitment External Recruitment


RECRUITMENT

Processes of Recruitment

• Fresh Graduates
• Batch Trainee officers
• Management Trainee officers
• Experienced Candidates
SELECTION
POLICY
◦ Quality Of Staff
◦ Selection On merit
◦ Confidentiality
STEPS
◦ Reception of Applicant/Applications
◦ Interviews
◦ Medical Examination
◦ Placement of The Job
PERFORMANCE
MANAGEMENT

• Performance Appraisal
• Conduction of Performance Appraisal
• Provision of Feedback
• Raters of Employee Performance
• Rewards After Performance Appraisal

Performance Appraisal Form


TRAINING &
DEVELOPMENT

ASSESMENT PHASE

– Task Variables
– Person Variables
ORIENTATION

• Introduction Of Coworkers
• Explanation Of Work Environment
• Explanation Of Policies Of Procedures
TRAINING &
DEVELOPMENT

ACTIVITY

– Location
– Timing
– Presenters
TRAINING &
DEVELOPMENT

EVALUATION PHASE

– Learning
– Behavior
– On the job training
COMPENSATION
& BENEFITS

Compensation
• Salary Scales
• Wages
• Bonus
• Commission
Compensation & Benefits
Benefits
• Medical Allowance
• Conveyance Allowance
• Gratuity Fund
• Annual Leave
• Casual Leaves (10 days)
• Sick Leaves (10-30 days)
• Annual Leaves (15 days)
EMPLOYEE SAFETY
• Uniform Availability
• Machinery Guarding
• Hazardous Materials
• Personal Protective Equipement(PPE)
• Temperature Extreme
• Heat
• Cold
WORK PLACE SECURITY
• Safe Work Place

• Employee Termination on Noncompliance of Policy

• Exigent Circumstances
DISMISSAL
• Resignation

• Termination of Employee

• Termination with Reason


• Redundancy or Reduction in Force (RIF)
• Health Reasons
• Disciplinary Reasons
• Continued unsatisfactory performance

D
DISMISSAL
• Abolition of Post
• Dismissal
• Unauthorized absence.
• Gross negligence or misconduct (see also disciplinary
procedure).
• Permanent Disability
• Retirement
• Death
Recommendation
E recruitment should be used for recruitment.

Gourmet should affiliate themselves with universities and


business schools.

Outsourcing should be used to save the cost.


CONCLUSION
• Gourmet is a formalized organization and
still there is a room for betterment in the
field of HR which can be done with time.
THANK YOU