1

HUMAN RESOURCES MANAGEMENT REPORT

A REPORT

SUBMITTED TO ZAIN KHAN

 2

Table of Content
Introduction: ..............................................................................................................................................3
H.R. Process of Junaid Jamshed ................................................................................................................4
Select &Interviewing……………………………………………………………………………………………………………………………3

Orientation…………………………………………………………………………………………………………………………………………4

Compensation………………………………………………………………………………………………………………………………………5

Problems of HR Department of Junaid Jamshed .......................................................................................9

Trainings at Junaid Jamshed ....................................................................................................................12
 3

INTRODUCTION:

J. Junaid Jamshed is a brand which began his excursion in 2002 by propelling his first store in
Tariq Road, Karachi and right off the bat the Brand J. was just offering Men's prepared to wear
attire to Pakistani Industry. Before long it earned the statures of achievement as it was one of its
sorts in Karachi amid that time, however now, in the Pakistan, nobody resembles this brand as it
offers the best array with the most recent outline and ethnic wear. In 2011, Men Clothing Brand
Junaid Jamshed stepped into form industry and began to offer Women, Kids (Boys and Girls)
Apparels to the design business of Pakistan.

Alongside his accomplice Sohail Hamid Khan, J. was propelled in 2000, with making specially
crafted khaddi Shalwar Kameez suits for men. The plan rationality for J. was basic; his own
particular feeling of style reflected in each article the brand composed. The hazard started paying
profits and inside a couple of years, J. extended its portfolio to incorporate a women‟s line too,
supplemented by the dispatch of Almirah, a top of the line outfit mark. At first, his association
with the two brands was broad, with each plan and print by and by explored and endorsed.
Nonetheless, given the fast extension that J. experienced, proficient material originators were
procured and Jamshed‟s part turned out to be more key in nature. He rushes to bring up that the
one thing each J. store will dependably have are garments in earth tones and whites, as these are
the shades that interest to him the most. At first, just men's wear was accessible at the store, yet
later on dress for ladies, children, teens, and additionally formal wear including man of the hour's
wear was likewise added to the item list as development proceeded. In 2011, we took another
strong activity and gave another look to every one of our outlets as a feature of our „New
Outlook, New Outlet' technique. This broke the dreary subject of our outlets by making them
more current and not quite the same as others.
 4

H.R. Process of Junaid Jamshed:

Recruitment:

Recruitment process is consider to be one of the highly critical work that any organization faces.
Similar to that Junaid Jamshed also maintain a proper recruitment process that is analyzed and
conducted according to different situations. Junaid Jamshed usually give first piroity to internal
hiring but at a lesser ratio when compare to external hiring. About 30% weightage to internal
hiring and 70% weightage to extenal hiring. There are two recruitment process one for higher
positions and other for lower positions. Both recruitment processes are defined under:

Recruitment process (Higher positions):

When there is vacancy at upper level positions. Junaid Jamshed strive to seek out experienced
personnel working at other traditional fashion wear organizations like Khaadi, Sana Safinaz, Gul
Ahmed etc. They use there inside resources in order to collect data of these personnel than they
contact them personally and negioate with them to join their organization.

Recruitment process (Middle positions):

Recruitment of middle positions such as Assistant H.R. manager, Designers, Supervisors are
collected through two different sources i.e.:

One source of recruitment is through CVs generated from advertisement posted on social
websites such as Facebook, Rosie, LinkedIn.

The other source of recruiting which is most common for hiring middle positions staff is through
references that are collected. As most reference are experienced and have previously worked in
any competitor firm.

Recruitment process (Lower positions):

Junaid Jamshed have a backbone of helpers employees at production department that are rehire
when they require them at peek seasons. Usually 80% of helper employees comeback and others
don’t. While other departments recruitment are done in a simple manner.
 5

For lower level staff recruitment they follow the following steps:

1. Vacancy is identified and calculated that need to be fulfilled.

2. Pool of candidates is gathered by posting advertisement on three social websites that they
usually prefer i.e. LinkedIn, Facebook, and Rosie. They are also collect references from
existing personnel.

SELECTING & INTERVIEWING:

At Junaid Jamshed selection critea is different for each level of job positions. However as
mentioned earlier when the helpers at production department are rehire only then they donot
require any formal interview as they are fimiliar with the organization’s culture and values.
Other than that the selection critea for each level of job positions are defined under:

Selection (Higher positions):

For higher position they usually count the experience, knowledge. But for selection the
competitive candidate must pass three interviews. First interview is with the H.R. head i.e.
currently Miss Urooj this interview is based on evaluting the person cabliltiy then second
interview is with CFO and last interview is a panel interview where three top level managers one
COO, HR head, CMO combine conduct the last interview.

Selection (Middle positions):

Education, past experince, knowldege are calculated in two interviews are conducted for this
position level of hiring the candidate. First interview is with the supervisior of concerned
department judging the candidate his/her ability and eligibty to do that job. After passing first
interview second interview is with the HR head i.e. Miss Urooj where salary, guidelines, do and
don’ts are discussed in detail. Then the candidate is welcomed to Junaid Jamshed as a new
employee.
 6

Selection (Lower positions):

Selection of lower staff candidates is based on skills that he/she have according to job of his/her
specific field. Two interviews are conducted same as middle position hiring.

ORIENTATION:

Junaid Jamshed give high importance to orientation process as they believe that it is necessary
for employee to know the organization first and make them feel relaxed with the organization
culture. When a new employee enters in environment of Junaid Jamshed he have many questions
that need to be answered. These questions are answered in orientation that follow two steps.
Described under:

Basic Orientation:

In this orientation company structure, culture, mission, vision and related information is feeded
to employee and all the basic knowledge like number of employees, how many departments are
there, physical structure of building, how report to whom etc.

Concern Person Orientation:

A supervisior guide and give information to new employee about his concerned department. The
details like working procedure, rules, contact to whom in an emgergency and many other short
questions related to his concerned department.

Performance Evaluation

The higher positions staff are not consider in performance evaluation only the middle and lower
staff are evaluated. The performance evaluation at Junaid Jamshed is valuable to them because it
motivates every employee try his or her best to achieve goals. Performance evaluation is at J. is
done for two reasons that are defined below:
 7

1. To find non-productive personnel:

The manager or supervisior observes the performance of employee, disclipine, time management
and other attritubes this process is in informal way. Through this he then generates a report in the
end of month of September and send it to head office. Two decisions are taken in consider to
this report one is if employee is consistent in low productivity he is ask to leave the firm either if
there is a potential then training is provided to him.

2. To find best employee:

A best employee is selected from every department each year who have performed well. On his
performance he either get bonus or he/she is provided with better salary on his achievements.

LAYOFFS:

The Layoffs at Junaid Jamshed is done usually in non-seasonal period (i.e. usually December to
February) but the most layoffs are for temporary period of time. The employees working in
production department are usually fire and then rehire in seasonal period. This method is for cost
reduction purposes when no extra workers are required. And a permanent layoff by an employee
is mostly because of unsatisfied salary to them or they might switch because of other offer made
to them for a high salary.

COMPENSATION:

Compensation and benefits at Junaid Jamshed are planned differently according to different job
positions. The compensation is planned keeping three different types of job positions in mind
which are describe below:

Lower job positions:

A fixed salary is allocated at lower job positions, however when the firm experiences the
abnormal profit a small percent amount of bonus is distributed to them.
 8

Middle job positions:

Junaid Jamshed calculate their sales as well as which of their designs are mostly sold in the
seasonal period. In this case mostly designers get benefit from it bonus is provided to that
designer who have achieved greater sales from his designs.

Higher positions:

The higher position staff are the one who takes the most critical decisions for the organization so
according that they are compensated higher than others level of staff. Allowances such as
medical allowances, fuel allowances, comission allowances are rewarded to them.

CAREER DEVELOPMENT:

Career development is one of the important factor of motivation for a employee working in any
firm. According to our analysis, Junaid Jamshed career development is mostly benefical for
designers working there. Because as Junaid Jamshed being a firm working in fashion industry
specially in Pakistan where traditional wearing is consider alot for both men and women
prespective. Women talk usually buy traditional wears mostly on basis of designs. According to
HR head the designers are backbone for Junaid Jamshed. So that is why designers usually get a
rapid growth in their career forming their goodwill and reputation in the market of Fashion
Industry.
 9

Problems of HR Department of Junaid Jamshed:

Every Organization has its own set of problems and no one is perfect. J. also have some of the
problems which are described below:

1. Lack of Background Checks:

Background checks play an important role in knowing and analyzing your new employee. You
can check their history, their productivity, their behavior, and other important records. This is the
most important aspect for recruitment and selection process. As it will save you from future
problems in a long run.

We noticed this problem in J. that they do not have a proper procedure for background checks
and this is not good for their organization. They mostly hire a person from references that’s why
they don’t emphasize on background checks. They have to analyze their employee from all
aspect rather its criminal record or the organization record because the person you hired maybe
part of some criminal activity in past so J. have to think about this.

2. Compensation and Benefits:

Compensation and benefits are the motivating tools which motivate an employee to work harder
and work for the goals of the organization. It creates self-confidence and the race between the
employees to work hard. Thus we note that J. has this as their problem that they did not give the
salary which market offers at that time. They offer low compensation and salaries which leads
towards low satisfaction.

3. No Medical Allowance for Family:

As J. are now a large and a multinational organization. It’s their right to insure the health
concerns of its employees and their close family members. Their Allowance must include the
Allowance for family medical and checkup services.
 10

4. No Paid Holidays:

Paid holidays are the period of leave which an organization gives it to its employees to go out
and sends its employees on a country or a foreign trip to make their mind fresh which can
increase their productivity.

J. HR departments one of the major issue is this that they do not send its employees on any trip
which make its employees less productive.

5. Long Promotion Period:

Promotion is the motivating factor for any human being. If the employee knows that if he
increases his productivity and works better and faster then he can have a chance of promotion
which will increase his compensation benefits as well as his increment.

But in J. the promotion period of an employee is little bit longer. If an employee is promoted
recently then he have to wait another 1-2 years to get promote further.

6. Business:

We noted that J. gives their first priorities to designers and then others. And also they only hire
people from the top universities of Pakistan like IBA, Szabist and Iqra universities student with a
Cumulative Grade Point above 3.

7. Discipline:

Discipline is one of the major issues to solve in the organizations, and that’s the point where the
organizations top management and HR can help and give tips to its employees. But as I told
earlier that the reports sent to HR department delayed in process that increase the intensity of the
argument which results in the fight between the parties in the organization.
 11

8. Favoritism:

Favoritism is the biasness showed by the upper management towards someone or a group or
racial difference group over another. It is the practice of giving biased treatment or benefit to
someone or group over another. Favoritism is one the major issue for any organization as same
goes with J. The management or the supervisors make friendships with someone and start giving
them priorities over others.

9. Training:

As designing clothes and other works in J. requires a lot of training so the organization should
conduct as many as possible training for its employees, They should arrange international
trainings or trainers for its employees to make them more productive and to get more unique
designs from their own employees.

10. External Hiring:

J. mainly focuses on the hiring from the outside of the company. This means they not follow
replacement chart. They target the people who are currently working in other organization and
then they offer them the job with more salary to work for them. This way of hiring demotivates
the current employees and makes them less productive.
 12

Trainings at Junaid Jamshed:

Following are the trainings types implemented by “Junaid Jamshed’s H.R. Department” for two
separate departments (i.e. to H.R. Department as well as to Designing Team) in order to recover
any employee deficiency:

Trainings:

• Orientation

• On the job training

• Enterprise Resource Planning (ERP) training

• Creative Designer Skill Training

ORIENTATION:

When we asked about how they conduct orientation so H.R. manager (Ms. Urooj) tell us that
they conduct 2 times orientation. In first time they survey the whole organization every
department to the new employee tell him about the organization. And in second time they
overview the related department description tell him about their related department so that’s how
they conduct orientation. Following department they visit their new employee on orientation:

• Sampling department

• Embroidery department

• Cad cam department

• Supply chain department

• Procurement department

• Production department

On the job training:

We asked about the objective of this training and why this training is helpful so she tell that first
of all it is not a specific training method it is very generic and almost every organization do on
 13

the training and also it is very important to learn the employee how they do their work properly
by giving the training on job. And we provide this training to help the employee to learn the
work of their related department. And this training does not required any pre-requisite skill or
knowledge for this training. We provide this training once in week and it will continue till the
employee learn things properly. Example of on the training are as follow:

• Dealing with sampling department

• Basic sketching technique

• Fabric analyzation and introduction of different types

Technical Skills Training:

Technical Skills Training give their representatives particular specialized aptitudes to perform
their jobs. These trainings gives them better comprehension of how to perform work related task
and expands their interest for work environment. This additionally builds their competency on
specific employment task and along these lines get appraisals in the wake of performing it
exceptionally. These trainings even spare cash of J. in light of the fact that their workers end up
plainly sufficiently skilful to handle specialized issues too. J. enable their representatives in this
way they urge them to take choices on purchasing new innovation too. Some benefits of
technical skills training are:

• Adaptability

• Critical thinking

• Cost Saving
 14

Enterprise Resource Planning (ERP) Training:

They also conduct training on ERP to train employee how to plan different business management
process on software. This training will help employees at HR department learning how to make
effective HR managing processes .This training required a employee who have master degree in
HR and also know how to operate modern operating system . This training will required 4 to 5
days 1 day lecture and remaining days for computer based training. The main purpose of this
training is that to make ojr5 HR manager more effective and more efficient . Some of the
benefits of ERP training are as follow :

• Cost Saving

• Efficiency

• Forecasting

• Increase productivity

• Automated process

• Data is kept up to date

• Enhance sharing of information and collaboration

Creative Designer Skill Training:

This skill is very important to us because we largely depended on designing department.

Sometime we hire external trainer or sometimes internal designer head give training. This
training help employee to understand how fashion is currently updated in local market and how
we compete our competitors by creating new and innovative designs. This training required
master degree in fashion designing .This training will conduct once or twice every month and we
choose coaching method for this training .Some of the skills that develop after training as follow:
 15

• Highly creative and artistic

• Understanding of texture

• Good eye for detail

• Analysis pf fabrics and colors