slide about human resource

2. PRESENTERS
 Maryam Cheema BC10-115
 Rabia Abbas BC10-118
 Noor Tayyaba BC10-119
 Sehrish Mudassar BC10-120
 Yumna Muneer BC10-127

3. NOOR TAYYABA
BC10-119

4. HUMAN RESOURCE
MANAGEMENT PROCESS
Introduction

5. HUMAN RESOURCE MANAGEMENT
 Human resource management (HRM, or simply HR) is
the management of an organization's workforce,
or human resources. It is responsible for
the attraction, selection, training, assessment,
and rewarding of employees, while also overseeing
organizational leadership and culture, and ensuring
compliance with employment and labor laws.

6. HR PROCESS FLOWCHART

7. MAIN HR PROCESS AREAS
 Recruitment and Staffing
 Compensation and Benefits
 Training and Development
 Career Development
 Talent Management
 Leadership Development
 HR Controlling

8. SEHRISH MUDASSAR
BC10-120

9. HUMAN RESOURCE
PROCESS
NESTLE

11. INTRODUCTION OF NESTLE
 Nestle is the leading company of Switzerland
established by Henri Nestle. He endowed his
company with the symbol derived from his name.
 Nestle represents the nourishment, security
and sense of family that are essential to life.
 The first product made by Henri Nestle are
the food for babies.

12. NESTLE VISION
 Lead a dynamic ,motivated and professional work force.
 Meet the nutritional needs of all age groups.
 Maintain long-term growth.
 Establishing responsible communication with the
consumers which in turn can provide feedback.
 Strengthen the position as the best career destination
for talented individuals.

13. NESTLE MISSION
“ Nestle is dedicated to providing the best foods to
people throughout their day, throughout lives,
throughout the world. Nestle contributes to your well-
being and enhances your quality of life.”

14. HUMAN RESOURCE PLANNING
 Planning encompasses those guidelines which
constitutes a sound basis for effective HR Management
in the Nestle group around the world.
 HR Policy has been built on two documents:
 Nestle management and leadership principles.
 Corporate business principles.

15. RECRUITMENT PROCESS
 Recruitment Requisition Form is the major
document for hiring the employees.
 This document is used in three circumstances:
 Replacement
 Management trainees
 Succession plan

16. REPLACEMENT
 Filling of a position and additions to existing work force.
 This opportunity arises after budgeting a position on the
resignation of some employees or on urgent basis.
 Department head has to obtain approval from MD.
 If the request is budgeted , the divisional heads fills up a
“Recruitment and Budgeted form”

17. MANAGEMENT TRAINEES
 The procedure for selecting fresh graduates at Nestle is
bit different as the trainees cannot be short listed
through their CV’s.
 Management trainees are fresh graduates or they have
one year experience.
 Salaries or benefits of the management trainees don’t
vary with their specialization.

18. SUCCESSION PLAN
 Succession plan at Nestle is made by the department
head.
 He chooses his own successor.
 His duty to train for his work, so that there is a person to
takeover in case he is transferred.

19. TRAINING AND DEVELOPMENT
 Learning is the part of company culture.
 Each employee, either fresh or old, is conscious of the
need to upgrade continuously his knowledge and skills.
 Guiding and coaching is part of responsibility of each
manager.
 When formal training programs are organized, they
should be purpose-oriented and designed to improve
relevant skills and competencies.

20. PERFORMANCE APPRAISAL
 Job performance of an employee, in terms of quality,
quantity, cost and time is evaluated by by managers or
supervisors.
 The methods are performance appraisal, employee
appraisal, performance review or development
discussion.
 Nestle gives importance to their employees at their
work place because their quality is totally depended on
employees performance.

21. COMPENSATION BENEFITS
 Compensation is a key part of Nestle Real
package and helps to attract, motivate and
retain a workforce of top performers.
 Nestle is committed to offering compensation
packages:
 BASE PAY:
Base pay are designed to be competitive, based
on data specific to each position as measured in market
place.

22.  SHORT-TERM INCENTIVES:
It is designed to reward you for
accomplishments during a specific performance period.
 LONG-TERM INCENTIVES:
It is designed to motivate and reward those in
eligible leadership positions for company’s sustained
success over a longer period.
 HEALTH AND WELLNESS:
Nestle offers a range of healthcare options
through benefits program called NESCARE. You can
choose the benefits of medical, dental and vision
coverage.

23. MOTIVATIONAL STRATEGIES
 Adoption assistance
 Employee discount
 Voluntary benefits
 Scholarship program
 Long-term care
 Employee assistance program
 Pick and drop facilities
 Good working environment
 Games

24. LEADERSHIP STYLE
 Nestle management and leadership principles describe
the management style and the corporate values of
Nestle group.
 A prerequisite for dealing with people is respect and
trust.
 There is no room for intolerance, harassment or
discrimination of any kind.
 Nestle has Democratic Leadership Style

25. SAFETY AND HEALTH MEASURES
 Nestle regards its people as its most valuable assets.
 Valuing our people by providing a safe place to work.
 Reducing risk and preventing injury or illness to
our employees, contractors and visitors.
 Consulting with employees and other stakeholders on
Health and Safety matters.

26. HUMAN RESOURCE
MANAGEMENT
In McDonald’s

28. HRM IN MCDONALD’S
 McDonald’s is divided into five regions in the world,
which are further divided into sub regions.
 Internationally owned.
 All decisions are taken from head office.
 Decisions are some how changed to suit the different
cultural backgrounds of the region.
 HR is working very efficiently.
 95% of the workforce is restaurant based while 5% of it
is in the official running of the organization.

29. JOB DESCRIPTION
Candidate Profile
MBA/PGDBA with specialization in Marketing must
be willing to travel. Must have 2-4 year experience from
the retail industry.

30. JOB DESCRIPTION (CONT’D)
Job Description
Identify priority restaurants, develop sales building
plans and evaluate results for priority restaurants, map
business opportunities and challenges for restaurants,
event marketing, assist with the development of mini-
market marketing plans, provide input on marketing
needs from customer view point, monitors the proper
execution and impact of all marketing activities.

31. JOB ANALYSIS IN MCDONALD’S
Questionnaire
Employees fill questionnaires in every 2 month to
know the performance of the restaurant so that
information about duties, responsibilities and activities
of a job can be gathered.

32. JOB ANALYSIS IN MCDONALD’S (CONT’D)
Observation
Observation is also a way to gather the information
about a job and to achieve different satisfaction levels.
Once the firm has determined its staffing needs, it takes
every possible step to hire the best employees so as to
fill the available positions.

33. EQUAL EMPLOYMENT OPPORTUNITY LAWS
McDonald’s believes on Equal Employment Opportunity
Laws and is an equal employer committed to a diverse
work force. There is no limit to how far you can progress
here without gender discrimination.

34. THE HIRING PROCESS
The hiring process has two components:
 Recruitment.
 Selection

35. THE HIRING PROCESS (CONT’D)
Recruitment
Recruitment is the process of generating a pool of
qualified candidates for a particular job. The firm
announces the job’s availability to the market and
attracts qualified candidates to apply.
Selection
At McDonald’s, people are the most important factor.
They seek only those people, who can think, feel,
express themselves, learn, teach and hence grow. Their
growth is the company’s growth.

36. TYPES OF RECRUITMENT
 Internal Source
 External Source

37. TYPES OF RECRUITMENT (CONT’D)
Internal sources
Filling open positions with current employees are
often best source of candidates. At Macdonald’s job
posting technique is used which mean sit publicizes an
open job to employees (often by literally posting it on
intranets and bulletin boards) and listing the job’
attributes like qualification, work schedule and pay
rates.

38. TYPES OF RECRUITMENT (CONT’D)
External sources
Eternal sources used by McDonald’s are
Advertisement in Newspapers
Advertisements are done in all the leading papers so that
every eligible candidate can apply for the job.
Advertisement on Web Site
Sometimes advertisement is also done on website so that
the opportunity can’t be missed by anyone.
Internships
Sometimes students get jobs while doing internship in
McDonald.

39. SELECTION
Fresh People
McDonald’s provides thorough In-house training to
fresh people relatively inexperience people. Hiring
people having no previous work experience also helps
them greatly in adjusting to the distinct culture of the
organization.
Justified Selection
The selection is entirely based on merit, which
conform the selection criteria without any bias towards
gender, religion, race, colour , nationality, age.

40. SELECTION PROCESS
Screening of Applicants
After building a pool of candidate’s applications, short
listing of selective applications is done by the HR manager.
Written Test
The reason for the written test is to assess that whether
the recruits are able enough to fulfill the general practical
requirements of the job. The HR department designs and
conducts the tests as and when hiring needs arises.

41. SELECTION PROCESS (CONT’D)
Initial Interview
The ONE to ONE structured interviews are conducted by
Restaurant Manager after the written test.
Aptitude Tests
These are those tests, which are done for the training
managers.
Reference Checks
They are to make sure that references provided by the
candidates are valid so that no confusion remains.

42. SELECTION PROCESS (CONT’D)
Final Interview
Candidates who give the best results are called for the
final interview. A panel of five or six interviewers does
interview.
Relocation
After final interview, it is decided which candidates to
select for which job to make sure who is the best so that the
standard of McDonald’s is maintained.

43. TRAINING IN MCDONALD’S
The employees in McDonald’, are provided with
training to achieve. high standards in the organization.
The training period for a crewmember is three months
and for others it is one month or 10-15 days.
Training involves
 Direct Training
 Training Abroad

44. TRAINING IN MCDONALD’S (CONT’D)
Direct Training
This is that training which is given directly after the
selection so that an employee can understand the
position he will be working for and its responsibilities.
Training Abroad
Different programs are arranged so that other
qualified people can train employees at different levels
abroad so that they can understand different standards
and can improve their own capabilities.

45. METHODS OF TRAINING
Orientation
This is a way of direct training which provides new
employees with basic background information they
need to perform their . New employees get a
handbook, Working hours, Performance
reviews ,Vacations ,Employee benefits, Personnel
policies, Safety measures and regulations. The
orientation is performed by the HRD Manager.

46. METHODS OF TRAINING (CONT’D)
On-the-Job Training
On-the-job training is to train a person to learn a job
by actually doing it. Every day, around the world;
restaurant members receive on-the-job training and
coaching in skills and procedures essential to their work.
Classroom Training
Classroom courses, developed and led by training
experts, restaurant employees for advancement.

48. YUMNA MUNEER
BC10-127

49. LEVEL OF TRAINING
Crew Member’s Training
Crew members are trained extensively on all food safety
and food handling processes.
Manager’s Training
McDonald's is dedicated to professional training and
development. The average McDonald's restaurant
manager spends more than 2,000 hours over four years in
training of one kind or another.

50. SPECIFIC TRAINING COURSES
Floor Management Course (FMC)
The FMC is geared towards improving the trainee's ability
to deliver Q,S,C & V as a Floor Manager.
Management Development Program
(MDP)
The MDP series is designed to help to become a most
effective manager :
 Operations Consultant Course (OCC)
 Training Consultant Course (TCC)

51. PERFORMANCE APPRAISAL
The appraisal process in McDonald’s includes PA forms for
every particular job which involves
 International McDonald‘s standards.
 Assessing the employees’ actual performance relative to
these standards.
 Providing feed back to the employees.

52. LEVELS OF PERFORMANCE APPRAISALS
There are four levels to evaluate the performance of
employees:
 Out Standing
 Excellent
 Good
 Need Improvement
After giving the total grade to the employee the appraiser
writes down about the strength and the areas needing
improvement of the employee.

53. INCENTIVES
Performance-based pay approach that is designed to
increase output, based on the performance of individuals
or groups. Incentives in McDonald's are .given to
employees on basis of performance

54. TYPES OF INCENTIVES
Cash Based Incentives
 Attendance Allowance
 Annual Allowance
 Medical Allowance
 Hard Soft Furnishing [HSF]: Once in every year certain
categories of employees can furnish their houses
with the carpet, furniture, curtains etc. at the
McDonald’s expense.
 Leave Fair Assistance [LFA]: Once in two year
managerial level employees are allowed to choose
any area for tourism in Pakistan with family for 10
days.

55. Non Cash Based Incentives
 Crew of the Year
 Crew of the Month
 Branch of the Year
 Access to gift certificates
 Merchandise
 Free food

56. BENEFITS
When employee joins the McDonald's management team,
he will receive the following:
Profit Sharing
Fully funded by McDonald’s. Share in the profits of the
most successful quick service restaurant in the world.
Vacation
Increased vacation time per years of service.
Leaves
McDonald's employees can also apply and obtain a leave
of up to two months for personal reasons or to study for
examinations or school projects.

57. Company Car
Restaurant managers are eligible for a company vehicle
after only three years of service.
Educational Assistance
McDonald's offers an educational assistance program for
its employees.
Social Activities
Enjoy a variety of activities with his team which could
include an annual Convention, summer picnic or outing,
eid Party etc.

58. Uniform
All the employees accept those working in the offices are
given uniforms.
Flexible hours
The restaurant opens for business 18 hours a day and that
means work at McDonald's can fit into anyone's schedule.
Schoolwork, family or personal activities can be scheduled
around working hours.

59. CONCLUSION
McDonald's is successful because it has a system of
corporate norms and individual opportunities, to all the
Franchises they are integrated in the same philosophy of
values and clear expectations.
McDonald's guides all the actions according
 to organizational values as working in team.
 to feel passion for the work always offering the best of
themselves.
 to be committed with the partners and with the mission
of the company.
 to be entire in each one of the actions, to be leaders.

60. RECOMMENDATIONS
No doubt McDonald's is a huge giant size organization but
it also need some improvements which are
 McDonald's must start its services for customers as well
as product.
 Job enlargement and job enrichment should be applied
for retention of employees.
 Recruitment must be conducted for higher posts also to
select more skilled persons.
 There should be proper and flexible arrangements for
training of managerial level employees.

61. RABIA ABBAS
BC10:118

62. HUMAN RESOURCE
PROCESS OF PC, LAHORE

64. INTRODUCTION
 Parent Organization: Pakistan Services Ltd (P.S.L)
 Owner: Mr. Sadrudin Hashwani
 Director HR: Lt. Col. (RETD.) Sohail Bashir
 HRM Manager: Madam Aliya
 HR Executive: Mr. Aqeel Ahmed
 Employee strength at PC : Approx 1600

65. VISION
 “We’ll open the doors; you’ll see what’s in store.”
 We feel pride in making efforts to position Pakistan in
the forefront of the International arena.

66. MISSION
 “Our mission is to be the hotel recognized as the leader
in the industry in any aspect. We are committed to
train and develop all our staff members allowing
them to grow in their careers and provide services and
standards which exceed guest expectations.”

67. OBJECTIVES OF THE
HUMAN RESOURCE DEPARTMENT
 Job analysis
 Selection
 Recruitment
 Orientation
 Training
 Review benefits

68. STRUCTURE OF HUMAN RESOURCE
DEPARTMENT AT PC
 DIRECTOR HUMAN RESOURCE
 MANAGER HUMAN RESOURCE
 HUMAN RESOURCE EXECUTIVE
 ADMINISTRATION OFFICER ADMINISTRATION
SUPERVISOR
 OFFICE ASSISTANT

69. ROLE OF HR DEPARTMENT AT PC
 “Organization needs people and people need
organizations.”
 The HR element of the organization is fundamental and
carries a great value
 Human resource plays a vital role in the smooth running
of an organization.
 The total numbers of employees working for PEARL
CONTINENTAL HOTEL Lahore is more than 1500.
 A large number of these employees are working in Food
and Beverage Department and House Keeping
Department.

70. FUNCTIONS OF HR DEPARTMENT AT PC
PC has the following HR Management functions
 Personnel planning
 Recruitment
 Selection
 Interview
 Orientation
 Training
 Performance appraisal
 Benefits & Compensations
 Health & safety

71. RECRUITMENT AND SELECTION
 ‘Creating a pool of well qualified and talented
candidates and choosing the best candidate from
that pool.’
 The recruitment and selection process in an
organization has to be aligned with the corporate
mission and objectives.

72. RECRUITMENT AT PC
 Employment planning & forecasting Recruiting:
 Build a pool of candidates
 Applicants complete application form
 Use selection tools
 Tests to screen-out applicants
 Director or department head interview final
candidates to make final choices
 Candidate becomes employee

73. RECRUITMENT PROCEDURE
 The organization recruiting procedure is based on the
nature of Job. What kind of the job is it?
 It depends upon the kind of work, job contains
for permanent employees is different contractual is
different
 Job specification and job description is prepared by the
HR manager..
 HR manager then has to consult with GM of
the particular unit.
 After the proposal has been discussed the approval is
given.

74. RECRUITMENT PROCEDURE
(CONT’D)
 PC does not rehire employees which have gone. They
prefer fresh graduate’s employees.
 Job posting is maximum of 9 months and minimum of 3
months.
 During this period if the hired employee is found to be
unsuitable the next most suitable candidate is called
from the waiting list to replace him.

75. RECRUITMENT PROCEDURE (CONT’D)
 They hire permanent, monthly basis, and also daily
basis employees.
 For labor work PC uses contractors to provide them
with the specified no. of employees as required.
 The organization does not go for child labor as it is
unethical
 They provide 100 % Diversity (Equal opportunity to
both genders).
 Applications from candidates are kept in separate
files according to the job titles and whenever there is
a vacancy available they are called.

76. SOURCES OF RECRUITMENT
 Inside candidates
 Outside candidates
 Internees

77. SOURCES OF RECRUITMENT
 INSIDE CANDIDATES
 As soon as a position is vacant a memo is issued
throughout the organization.
 The employees interested in the vacant position drop
their application forms at HR department.
 The other source for internal candidates is referrals.

78. SOURCES OF RECRUITMENT (CONT’D)
 OUTSIDE CANDIDATES
 There are no means used for attracting the outside c
andidates.
 PC makes no advertisements.
 Existing candidates does the job of getting outside
candidates.
 Internees are one of the sources of the outside
candidates.

79.  Internees
 Basic requirements for internees are the hotel ma
nagement degrees and diplomas/certificates in
hotel management.
 The referred candidates are given priority.
 Minimum duration of internship is one month
whereby internees are not paid.
 Free food and laundry services are however
provided.
Sources of recruitment (Cont’d)

80. JOB ANALYSIS
 Job analysis contains two key elements :
Job Description
Job Specification
 Job description is prepared at only managerial level post
and it is written by HR department

81. JOB ANALYSIS (CONT’D)
 Job description
Job descriptions are developed by conducting a
job analysis, which includes examining the tasks
and sequences of tasks necessary to perform the
job. It includes:
 Skills and Efforts
 Responsibilities
 Outlines of the Duty
 Whom to Report the Task everything is mentioned
in it for the employees in a very detailed manner.

82. JOB ANALYSIS (CONT’D)
 Job specification
The job specification includes:
 Qualification of employee
 Experience of employee
 Training or development needed for the
particular job
 Personal attributes required for the job
 Interpersonal skills and communication skills

83. MARYAM CHEEMA
BC10-115

84. JOB EVALUATION
 The methods and practices of ordering jobs or positions
with respect to their value or worth to the organization.
 Factors considered important while making job
evaluation are:
Complexity of the Job.
How much Stress one can Bear.
Available Budget for Compensation.
Experience Required for the Job.
Company Need for the Employee for that Job.
Abilities required performing a Job.

85. METHOD USED FOR JOB EVALUATION
 Classification Method
 Ranking Method
 Point Method

86. Classification Method
The general purpose of job classification is to create and
maintain pay grades for comparable work across your
organization.
Ranking Method
Jobs are arranged from highest to lowest, in order of
their value or merit to the organization. Jobs can also be
arranged according to the relative difficulty in
performing them.
Point Method
Jobs are expressed in terms of key factors. Points are
assigned to each factor after prioritizing each factor in
order of importance.

87. SELECTION
Basic criteria for testing and selection
Appearance & Grooming
Professional Qualifications
Experience & Knowledge of Job applied for
Communication Skills in English
Balance Poise & Maturity
Potential for Growth
Reasoning & Judgment
Computer Skills

88. SELECTION PROCEDURE
 Firstly trickle down the CV’s.
 Selection is based on the eligibility of qualification and
experience.
 Minimum qualification is matriculation for the lower
level staff. And the minimum Qualification is bachelors
for the upper level staff.
 Avoid negligent hiring because they are running five star
hotels.

89. INTERVIEW
 The candidate is first interviewed by the manager of
PC and the Director HR.
 In second step the selected candidates are called
again for the structured interview which is to be
conducted by head of the particular department.
 The candidate is first interviewed by director of HR
then he would be going through panel interview.
 For top level they also have Panel interview.

90. ORIENTATION
ORIENTATION
Two Day
Program
Job
Description
Dress Code
Privacy of
Another
Employee

91. TRAINING AND DEVELOPMENT
 Provide training to their employees on the job and
also off the job.
 Use different Training centers at locations
 Safety training provided to the employee.

92. TRAINING APPRAISAL
 The trainee performance is appraised by the immediate
supervisor. The immediate supervisor in PC Hotel
evaluates trainee performance on trainee’s assignment,
tests and on the job work.
 This appraisal shows trainees:
Ability/Desire to learn new things.
Knowledge.
Leadership qualities.
Discipline and Flexibility.
Personality.
Strengths and Weaknesses.

93. PERFORMANCE APPRAISAL
 Appraisal is essential for enhancing the productivity of
employees .
 Appraisal is done by the head of the specific department
whose employee is being appraised.
 Employees’ promotion (or demotion) is finally approved
by the HR Manager.
 Important factors that are considered while appraising
an employee
Appearance
Conduct
Professional Work
Leadership & Teamwork

94. PERFORMANCE APPRAISAL(CONT’D)
 Planning & Organization
 Initiative & Creativity
 Communication
 Training Skills
 Business Attitude & Operational Performance
 Achievements of Objectives
 The actual appraising is done by the immediate
supervisor of each employee.
 When an employee is promoted, he/she is required to
meet the new post requirements.

95. BENEFITS
Work Schedule
Work schedule differs for different posts as managers
are required to be present at office timings.
Breaks and Meal Periods
PC supply free meals and tea to employees during
working hours.
Leaves
The leave structure of PC is as follows:
Casual (Maximum 3)
Sick (Medical certificate for three or more)
Earned (Minimum 7)

96. BENEFITS (CONT’D)
Medical Facilities
PC provides free medical facility to all its employees and
their children.
Life Insurance
PC provides life insurance facility to its employees.
Minor charges are deducted from employee’s pay.
Increments
PC offers yearly pay rise to its employees regardless of
their performance. The rate of increments is same for all
employees.

97. OTHER BENEFITS
 Free uniform is provided to all employees.
 Free laundry services for employees’ uniforms.
 Free transportation for female workers.
 Hajj Lucky Draw Package
COMPENSATIONS
Family Counseling
Family Counseling is a counseling program for
employees wherein they are suggested how to cope
with their personal & family problems.
Pre-Retirement Counseling
Employees willing to work after retirement tare given
constructive guidance concerning their second careers.

98. HEALTH AND SAFETY
 Health and safety laws
 Security Measures
 Social security fund
 In-house doctor and Dispensary
 Contract with Services Hospital
 Hygiene of employees
 Fire preventions
 Energy conservation

99. CHALLENGES FOR HR
DEPARTMENT
 Relationship between the Workforce and
Management
 Managing a Dynamic Environment
 Conflict Management
 Managing Workforce Diversity
 Lack of Trained Workforce
 Global Competitive Environment
 Economic Challenge
 Loyalty of Employees

100. CONCLUSION
After a thorough study of Human Resource Department
at Pearl Continental, Lahore we can conclude that PC is a
huge name in the hotel industry and its Human
Resource Department is working dynamically to pursue
its organizational goals. This project has given us the
realistic view of how Human Resource practices are
followed in any organization.