2009

Human Resource
Management
Assignment # 2
This document contains the detailed information of an Interview
with the Human Resource Manager of Al-Ghazi Tractors Ltd.

Submitted to: Miss

Submitted by: HAWKS

Faraz Ameem SP09—MBA-026

October 17, 2009

History

The Al-Ghazi Tractors Limited (AGTL), was incorporated in 1983, Located in Dera
Ghazi Khan, Punjab, Pakistan. Al-Ghazi Tractors's plant for the manufacture of Fiat Tractors in
collaboration with Fiat New Holland. In 1991, Al-Futtaim Group of Dubai took over the
management control of Al-Ghazi Tractors. Its corporate Head Office is in Karachi,
Pakistan.Located at Dera Ghazi Khan, the AGTL plant for the manufacture of New Holland
Tractors in collaboration with CNH is a hallmark of engineering dynamics. With the distinction
of having achieved the highest local content in Pakistan's automobile industry, producing 92% of
the parts locally, quality is AGTL's most -enduring competitive edge. With no short cuts to
distinction, AGTL operates with a disciplined focus on all management activities - the most
important asset being its human capital: the customers, the employees and the investors - for
AGTL believes that this human capital does not depreciate with time.

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Interview session with HR Manager of AGTL

Our group was given a task of interviewing the personnel’s of a firm. Our group chooses Al-
ghazi Tractor which is situated in D.G Khan. We chose to interview the personnel’s of the firm
on four HR different functions i.e.

 Nature of Job

 Recruitment

 Selection

 Orientation

 Socialization

 Laws and regulations

Nature of job

Q: Sir, being an HR manager what is your nature of job? And what are your
responsibilities in the HRD?

Ans: A company has to evaluate the job then it’s our task to plan for the job, advertising,
selection, and then arranging different training programs is our basic duty. Besides we have to
organize some motivational programs which include incentives, tours and different courses etc.
We also have to adapt some performance appraisal methods and evaluate capital and budgeting
and controlling expenditures. All in all, the entire job is not an easy task and demands high level
of interest in your employees and co-workers. To be a good HR manager, you must be well
aware of your every employee.

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 Recruitment
We interviewed the HR Manager on Recruitment function of the organization. The following
conversation took place between us & the HR Manager

Q. Sir, What is Recruitment? Explain according to your ideas.

Ans. Recruitment refers to the process of screening, and selecting qualified people for a job at
an organization or firm, or for a vacancy in a volunteer-based organization or community group

Q. Then what process you are using for screening & selecting qualified
people?

Ans. We are using an appropriate system of hiring & recruiting employees by gathering
information from all the departments that what sort of employees they are lacking. We are using
a document which is known as “man Power Requisition form” which is used by the managers of
different departments by acquiring information that which type of employee they require, the
qualification, the skills etc. This piece of document will represent this information. This
document is used internally in the organization. All the requirements of the manager for hiring a
candidate are indicated in this document, and then forwarded to the HR department & then the
process of Recruitment starts.

Q. Which type of Recruitment procedure your organization is using?

Ans. We are using different means for the Recruitment of candidates’ i.e.

 Advertising

 Web Data

 Internal Recruitment,

 Internal Data Bank.

Through these means we collect a huge collection of curriculum vitae of candidates. The
advertising is based on the nature of the job & the candidates already working in the organization
are preferred by posting procedure. Web Data is also suitable because candidates from different
territories can easily become a part of our organization. With the passage of time different
candidates submit their resumes into our organization; this helps the organization a lot because
whenever an employee is needed all we use is the internal data bank.

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Q. Do you think the Recruitment procedure which your organization is using,
offer Equal Employment Opportunity?

Ans. Yes, it is & we try to our farthest efforts to maintain the Equal Employment Opportunities.
Our organization main motive is to provide maximum exposure of information & people should
get the opportunity to join our organization. These opportunities are based upon open
competition.

Selection Process

Q. Sir please tell us about the selection procedure of your organization?

Ans. Yes, we have a well defined system for the process of selecting a right candidate for the
right job at the right time. Our Selection procedure is normally based on the following steps:

 Short Listing of C.V’s

 Telephonic Interview

 Written Tests

 Practical Test (For Technical Jobs)

 Computer Proficiency Test (if needed)

 Interviews (Personality Test, Communication Test)

Q. Please tell us about the Interview session?

Ans. The Selection criteria in which our organization is indulged are a panel of 4 judges
organizes the entire interview. Every single judge gives his own personal rating to the candidate
which provides the final recommendations regarding the candidate.

Q. what sort of capabilities does the judges of your organization seek in the
candidate in the interview secession?

Ans. Normally the capabilities which the judges seeks in every single candidate are :
 Personality

 Expression

 Experience

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  Qualification

Q. What is the final procedure of your organization’s selection process?

Ans. After the interviewing process, the resumes of the selected candidates are sending to CEO
for the approval of hiring.

Note:
If our organization fails to search the right candidate then the recruitment process again takes
place from the beginning (excluding the rejected candidates).

Orientation

Q. What are the orientation policies of your organization?

Ans. We have different departments of Finance, Marketing, H.R, Purchase, sales, warehousing,
and transportation and after sales services, all these department have will define objective and
collective business strategies. So it is based on the nature on the job that what sort of information
should be providing regarding orientation.

Q. How long is your orientations secession?

Ans. Normally there is 15 days orientation secession. But it is again based on the nature of the
job that this orientation secession may be based on one week or one month.

Q. In your opinion what is the outcome of this kind of orientation secession?

Ans. It is very necessary to provide information to a new candidate and also guide him about
the nomenclature of his job. It is also necessary that interaction with the other employees and the
environment in which the candidate is going to enter should possess all the necessary
information regarding the organization.

At the end of the orientation secession, it is compulsory for every candidate to submit a
report to the respected heads regarding their observation during the orientation secession. The
candidate can also provide his suggestions which might help in improving the orientation
secession.

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 Socialization

Q. What are your socialization policies regarding employees?

Ans. For the betterment of socialization of employees AGTL has taken various steps:
 Accommodation facility

 Health facility

 Children school facility

 Transportation facility

 Officer club

 Entertainment facility

Q. Do you think all these facilities are enough for the motivation of the
employees?

Ans. I think so to some extent these facilities are fulfilling the basic necessity of the employees,
but these are not the parameter of motivation. As our employees are serving in an effective and
efficient attitude which increases the productivity of our organization is example of well
motivated.

Q. what is turnover ratio of your organization?

Ans. In our organization, the turnover ratio is at the minimal level, which is 1%.

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 Regulations and Laws

Q: Sir, what are the various government regulations and laws being
implemented in the organizations?

Ans: All the laws and regulations that are imposed by Government are implemented by us.
These laws include all the labor laws and different rights given to the employees. These laws
include:-
 Civil Rights Act of 1964
 1972 Equal Employment Opportunity Act
 Age Discrimination in Employment Act of 1967
 Pregnancy Discrimination Act of 1978
 The Americans with Disabilities Act of 1990 (ADA)
 The Family and Medical Leave Act of 1993
 Privacy Act of 1974
 The Drug-Free Workplace Act of 1988
 Family Medical Leave Act of 1993 (FMLA)
 Fair Labor Standards Act (1938)
 We also avoid the Child labor and forced labor
 Retirement Benefits

Now we explain these laws one by one:

 Civil Rights Act of 1964

This act makes it unlawful for employers to discriminate against any individual
with respect to hiring, compensation, terms, conditions, or privileges of employment
because of race, color, religion, sex, or national origin.

 Equal Employment Opportunity Act 1972

It Created and gave enforcement powers to the Equal Employment Opportunity
Commission and Expanded Title VII coverage to include employees of state and local
governments, educational institutions, and others.
 Age Discrimination in Employment Act of 1967
As amended, protects those 40 and older; eliminates mandatory retirement and the
arbitrary replacement of older workers with younger workers and provides for
oversight in pension and benefit issues.

 Pregnancy Discrimination Act of 1978

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 Employment decisions may not be based on an individual’s pregnancy; must treat
pregnancy as any other short-term disability.

 The Americans with Disabilities Act of 1990 (ADA)

Extends protection of Vocational Rehabilitation Act to most forms of disability
status (including AIDS and other contagious diseases). Requires companies to make
reasonable accommodations for qualified applicants and employees. Covers private
companies and all public service organizations.

 The Family and Medical Leave Act of 1993

Employees in organizations employing 50 or more workers can take up to 12

weeks unpaid leave each year for childbirth, adoption, own illness or illness of a family
member. Employees must meet eligibility requirements to be covered. Employers must
meet certain communication requirements under the Act.

 Fair Labor Standards Act (1938)

This act provides for minimum wages, maximum hours, overtime pay for
nonexempt employees after 40 hours worked per week, and child labor protection. The
law has been amended many times and covers most employees.

Reference
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Syed
Deputy Manager (HR & IR)
Al-Ghazi Tractors Ltd.
Ph.:
Mobile:
E-mail:

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