HRM PRACTICES

PREVAILING IN PACKAGES LIMITED COMPANY

Submitted to:
Ghulam Hussain (Lecturer)
Submitted by:
Zubair Rashid (CIIT/FA09-MBA-036/SWL)
Imran Babar (CIIT/FA09-MBA-064/SWL)
Fozia Mumtaz (CIIT/FA09-MBA-088/SWL)

COMSATS INSTITUTE OF INFORMATION TECHNOLOGY

SAHIWAL
 Dedication

This project is dedicated to my loving parents. Without their knowledge, wisdom, and
guidance, I would not have the goals I have to strive and be the best to reach my dreams

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 Table of Contents

INTRODUCTION AND BACKGROUND........................................................................1

1.1 History of Organization:....................................................................................................1
1.2 Vision:..................................................................................................................................1

1.3 Mission Statement:.............................................................................................................2

1.4 Core Values:........................................................................................................................2
1.4.1 Corporate Structure:.......................................................................................................................4
1.5 Products and Services:.......................................................................................................4
1.6 Departments........................................................................................................................7
CHAPTER NO 2.................................................................................................................8
HR DEPARTMENT...........................................................................................................8
2.1 History:................................................................................................................................8
2.2 Major Function or Unit:.....................................................................................................8
CHAPTER NO 3.................................................................................................................9
JOB ANALYSIS.................................................................................................................9
3.1 Job Analysis........................................................................................................................9
3.2 Manpower planning:........................................................................................................10
CHAPTER NO 4...............................................................................................................11
RECRUITMENT AND SELECTION.............................................................................11
4.1 Recruitment of worker:....................................................................................................11
4.2 Recruitment of Technicians:............................................................................................11
4.3 Standard Operating Procedure.......................................................................................13
CHAPTER NO 5...............................................................................................................14
TRAINING AND DEVELOPMENT .............................................................................14
5.1 Orientation .......................................................................................................................14
5.2 Training Need Assessment:..............................................................................................14
5.3 Training design and implementation process:................................................................14
5.4 Criteria for evaluation:....................................................................................................15
CHAPTER NO 6...............................................................................................................16
PERFORMANCE MANAGEMENT SYSTEM..............................................................16

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 6.1 Performance objective......................................................................................................16
6.2 Performance Evaluation...................................................................................................16
CHAPTER NO 7...............................................................................................................18
COMPENSATION MANAGEMENT/ REWARDS........................................................18
7.1 Salaries and Wages:..........................................................................................................18
7.2 Monetary Benefits:...........................................................................................................19
7.3 Non-Monetary Benefits:...................................................................................................19
CHAPTER NO 8...............................................................................................................20
INDUSTRIAL RELATIONS...........................................................................................20
8.1 Trade Union and Process of CBA:..................................................................................20
8.2 Process of dispute settlement:..........................................................................................21
References.........................................................................................................................22

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 ACKNOWLEDGEMENT
I owe a great many thanks to a great many people who helped and
supported me during the writing of this project.

My deepest thanks to Ghulam Hussain (Lecturer) the Guide of the project

for guiding and correcting various documents of mine with attention and care. He
has taken pain to go through the project and make necessary correction as and
when needed.

I express my thanks to the Human Resource department of packages limited

company, Lahore for extending his support.

My deep sense of gratitude to ASMA YOUSAF, Human Resource Manager (LHR)

support and guidance. Thanks and appreciation to the helpful people at Packages
Limited Company for their support.

I would also thank my Institution and my faculty members without whom

this project would have been a distant reality. I also extend my heartfelt thanks to
my family and well wishers.

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 Executive Summary

Overview
Packages have always been at the forefront of new developments in packaging research
and have pioneered several innovations, including the use of wheat straw as a raw
material for paper and board manufacture. Our on-site paper and board mill, established
in 1968, has constantly increased its production capacity. A new plant with even greater
capabilities is planned for the near future
The Company
A company which combines its people, technology, management systems, and market
opportunities to achieve profitable growth while providing fair returns to its shareholders.
Develop relationships with all our stakeholders based on sustainable co-operation,
upholding ethical values, which the shareholders, management and employees. A
company that endeavors to set the highest standards in corporate ethics in serving the
society.
Products and services
The company manufactures the following types of product
1. Tissue Products
2. Personal Hygiene
3. Paper Products
4. Board

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 CHAPTER NO 1

INTRODUCTION AND BACKGROUND

1.1 History of Organization:

Established in 1956 as a joint venture between the Ali Group of Pakistan and Akerlund
and Rausing of Sweden, Packages Limited provides premium packaging solutions for
exceptional value to individuals and businesses. We are the only packaging facility in
Pakistan offering a complete range of packaging solutions including offset printed
cartons, shipping containers and flexible packaging materials to individuals and
businesses world-wide. Our clientele includes illustrious names such as Unilever and
Pakistan Tobacco Company, who have been our customers for over 50 years. We employ
over 3000 people and had sales of over US $ 100 million in 2004.
Listed on all three stock exchanges in Pakistan, Packages Limited has maintained a long-
time credit rating of AA. Our joint ventures and business alliances with some of the
world's biggest names reflect our forward-looking strategy of continuously improving
customervalue through improvements in productivity.
Packages have always been at the forefront of new developments in packaging research
and have pioneered several innovations, including the use of wheat straw as a raw
material for paper and board manufacture. Our on-site paper and board mill, established
in 1968, has constantly increased its production capacity. A new plant with even greater
capabilities is planned for the near future.

1.2 Vision:

To position ourselves to be a regional supplier of quality packaging and

tissue products. To improve on contemporary measures such as cost,
quality, service, speed of delivery and mobilization. Keep investing in
technology, systems and human resources to effectively meet the
challenges every new dawn brings. Develop relationships with all our
stakeholders based on sustainable co-operation, upholding ethical
values, which the shareholders, management and employees represent
and continuously strive for.

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 1.3 Mission Statement:

TO BE
A market leader by providing quality products and superior service to our customers,
while learning from their feedback to set even higher standards for our products.
A company that continuously enhances its superior technological competence to provide
innovative solutions to cater to customer needs.
A company that attracts and retains outstanding people by creating a culture that fosters
openness and innovation, promotes individual growth, and rewards initiative and
performance.
A company which combines its people, technology, management systems, and market
opportunities to achieve profitable growth while providing fair returns to its
shareholders.
A company that endeavors to set the highest standards in corporate ethics in serving the
society.

1.4 Core Values:

1. Smart Governance
2. Our People
3. Customer Satisfaction
4. Work Environment
5. Conservation
6. Ethical Behavior

Underlying everything we do and everything we believe in is a set of core values. These

guide us to deal with every aspect of any issue we might encounter in our personal and
professional lives. These values help us grow inside and outside, personally and as an
organization.

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Smart Governance
We are committed to running our business successfully and efficiently, providing long
term benefits to our employees and shareholders, and enriching the lives of those whom
we serve by fulfilling our corporate responsibility to the best of our ability. We expect
excellence from all processes, whether they relate to policy formation and accounting
procedures or product development and customer service.
Work Environment
Our policies and core values are aimed towards creating an informal yet stimulating
team-oriented work environment with a culture of sharing develops character.
All employees have the right to a stress- and injury-free work environment. We ensure
our employee safety and health by providing various in-house facilities such as a gym
and making sure that and open communication. We cherish the diversity of viewpoint of
every individual; we realize this encourages innovation and all staff understand and
uphold our safety policy. All our employees are permitted and encouraged to afford time
and attention to personal concerns.
Our People:
The success of any organization is largely dependent on the people working for it. Each
member of our team is considered equally important and provided constant training,
motivation and guidance. We possess a dedicated staff of the highest caliber dedicated to
making our business a success.
We ensure that every employee has the opportunity for maximum professional
development. To achieve this goal, we seek to provide challenging work prospects for all
employees. Each person is compensated and rewarded for his or her performance and
hard work on a strict merit basis.
Conservation:
We expect and encourage our employees to actively participate in community service and
to take care of the environment entrusted to us as citizens sharing the earth's resources.
Customer Satisfaction
We are customer-driven; we go the extra mile to make sure our clients' expectations are
met and exceeded on every issue. We partner with leading companies to arm ourselves
with the latest technology and provide customers with innovative solutions in the most

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cost-effective manner available.
Ethical Behavior:
We make it clear that being a sincere, honest and decent human being takes precedence
over everything else. In the Packages family, there is an all-round respect for elders,
tolerance for equals and affection for youngsters. Managers are expected to lead from the
front, train junior colleagues through delegation, resolve conflicts speedily, be visible at
all times and act as role models for others.
We make sure that all our processes and methods conform to the highest ideals of
professional behavior. Our organizational structure is straight-forward and need-based;
accountability is transparent, consistent and both horizontal and vertical

1.4.1 Corporate Structure:

Packages Limited has three main manufacturing divisions:

1. The Paper and Board Division, which manufactures paper and board from a
mixture of wood, pulp and other raw materials, and treats effluent.
2. The Packaging Division, which takes materials from the Paper and Board
Division and converts customer ideas into finished products
3. The Consumer Products Division, which manufactures off-the-shelf branded
consumer products

Packages Lanka is a joint venture between Packages Limited and the Print Care Group of
Sri Lanka, and DIC Pakistan a joint venture between Packages Limited and Dainippon
Ink and Chemicals, Inc. of Japan.

1.5 Products and Services:

1. Paper
2. Board
Paper:
They produce:
1. High gloss writing paper
2. Machine glazed / special poster paper

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 3. Fluting paper
4. Liner for shipping cartons
5. Corrugating medium paper
6. Wood-free writing/printing paper
Board
Some of their board products are:
1. Liquid packaging board
2. Food grade board
3. Duplex board / chipboard
4. Bleached board
5. Tobacco board and cardboard
6. Liner board
Services:
1 Carton Business Unit
The carton business unit is an integral part of the manufacturing facilities at Packages.
Constant improvements in technology help our customers exert exact control over each
stage of the manufacturing process. Our customized packaging and consistent quality
give all our cartons superior shelf visibility.
The foundations of this business line were laid about 50 years ago with the formation of
the offset printing department. Carton Business Unit production experts work closely
with pre-press and technical staff to deliver a durable, aesthetically pleasing and
technically sound package to the customer.
2 Corruwal Business Unit
Packages have been manufacturing corrugated cartons since 1974. Produced in a variety
of sizes, these cartons are of great value for in-country goods distribution and export.
Capacity increase and product development continue to be of high priority.
Corrugated cartons are of great value to our diverse portfolio of customers for secure
transportation of their products to local and international markets. With the
commissioning of our corrugated plant in Karachi, we have the capability of producing
seven million corrugated cartons to cater to the ever-increasing demand of high quality
shipping cartons.

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3 Flexible Business Unit
With improved barrier properties and lower cost compared to rigid packaging, flexible
packaging is steadily gaining importance in the packaging industry. Our flexible line
makes high quality packaging films and laminates, and offers other specialized services
such as rotogravure printing and sleeve-making.
Flexible packaging combines different plastic films, aluminium foil and paper to produce
laminates of two or more layers for providing layered protection against moisture, gases
and odours. Used where colourful package design and preserving product quality are
important, such as in the food and pharmaceutical industries, flexographic printing offers
economy with quality.
4 Consumer Products
A range of products for those annoying problems in life: our consumer products
feature great ideas for making everyday living easier and more comfortable, both
indoors and out.

Tissue Products
Personal Hygiene
Paper Products

The Packages Group is proud of its long standing network of friends and family, with key
business partners as diverse as Print Care, Coca-Cola, Tetra Pak and Mitsubishi
Corporation.
1. Nestle Pakistan Ltd
2. Tetra Pak Pakistan Ltd.
3. Tri-pack Films Ltd.
4. DIC Pakistan Ltd.
5. Packages Lanka Pvt. Ltd.
6. IGI Insurance Ltd.
7. IGl Investment Bank Ltd.
8. Coca-Cola Beverages Pakistan Ltd.

6
1.6 Departments
1. Marketing Department
2. Sales Department
3. Planning Department
4. Planning Department
5. Commercial Department
6. Human Resource Department
7. Account Department
8. Finance Department
9. Personnel Department
10. Security Department

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 CHAPTER NO 2

HR DEPARTMENT

2.1 History:
The human resource department of Packages limited was established twelve years back.
The human resource manger of the packages company is Miss ASMA YOUSAF. Who
control the entire activities related with the human resource management. There are 3000
employees working in the company which contains 850 executive and remaining are non-
executive (working class).

2.2 Major Function or Unit:

HR Department

Man power Planning

Recruitment and Selection

Training and development

Performance management system

Compensation management

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 CHAPTER NO 3

JOB ANALYSIS

3.1 Job Analysis

Job Analysis is a process to identify and determine in detail the particular job duties and
requirements and the relative importance of these duties for a given job. Job Analysis is a
process where judgments are made about data collected on a job.

Job description:
In job description, company mentions the following things.
1. Organization Name and brief introduction
2. Job title
3. Conditions
4. Duty timing
5. Company aim
6. Responsibilities of employee
7. Date of Application

Job Specification:
1. They mentioned the minimum criteria of education and also preferred education.
(3 CGPA)
2. If job is experience based then they mentioned minimum experience. (3 to 5 year)
3. Age, sex, and nationality also mentioned if required.

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 Specimen of JD Form
Job Title ………

Accountability:
Duties and responsibility

Qualification:
Education Record

3.2 Manpower planning:

In packages the human resource planning is usually done by the Top Management.
Employment planning should flow from the firm’s strategic plans. Plans to enter new
businesses, build new plants, or reduce cost all influence the types of position the firm
will need to fill. It involve the further planning of such recruitment, training, retraining,
labor reductions such as early retirement/redundancy or changes in workforce utilization
as will bring supply and demand into equilibrium, not just as a one-off but as a
continuing workforce planning exercise the inputs to which will need constant varying to
reflect actual as against predicted experience on the supply side and changes in
production actually achieved as against forecast on the required surface.

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 CHAPTER NO 4

RECRUITMENT AND SELECTION

Human Resource Department only recruits and a select executive member in the
organization, non-executive members has been hired by the Industrial Relation
department. The requirement of Recruitment and Selection of Non-executive members is
as follow.

4.1 Recruitment of worker:

Minimum qualification for the post of the workers is Matriculation 2nd Division. The
workers should not be more than 21 years old and must be medically fit. These are
employed as "Apprentice Trainee". If the performance of the worker is satisfactory
during the probation period, he is hired. Normally workers get promotion after two years
on the recommendation of their supervisors. This post is not advertised.

4.2 Recruitment of Technicians:

Diploma holders in Electrical, Mechanical and Instrument Engineering are also
employed. They are given a training of six months. They are employed for supervisory
jobs.
Internal sources:
Company not offer executive or top management posts are not offered in the market. And
company prefers to promote its own employees for these high level jobs.
External sources:
Company uses the following external sources to recruit employees.
1. Newspaper (The Dawn, Daily Jang. The news)
2. Internet (rozee. Com)
3. Employment agencies (Dreams Job)
4. Job fair in universities & colleges (LUMS, PU, LSE, GC)
Written test

11
Every eligible individual has to pass a specific test to appear in the interview. It includes
general knowledge, mathematical knowledge and previous field knowledge
Background investigation:
The company investigates the background of the employee through application form,
formal employers, and previous job performance, and education, legal status to work,
credit references, or criminal record. If the selection is satisfied with the job requirement
and employee background then they select the employee for conditional job offer
Medical examination:
Medical examination is held in the Shalimar Hospital in which medical facilities are
provided to the employees. If an employee is suffered in dangerous diseases like
Hepatitis, TB, Aids, then employee is rejected to save the other employees for such kind
of diseases.
Permanent job offer:
They firstly offer the job for one year on contract base if the employee satisfies the
company needs and job requirement effectively and efficiently then he is offered
permanent job.

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 4.3 Standard Operating Procedure

Vacancy

Resources

Internal External

Advertisement and
Lateral Movement
online CV

Promotion Previous CV

Test and
interview On Campus Test or
Rozee.pk

References and
medical
examination

Permanent Job

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 CHAPTER NO 5

TRAINING AND DEVELOPMENT

5.1 Orientation
At the start of Job in packages limited give 3 week tour in every department of
organization, to know about the culture and structure of organization.

5.2 Training Need Assessment:

5.3 Training design and implementation process:

They give training in two ways
1. In house training
2. Other house training
They an institutionalized in-house training or open house training function, reflecting
their commitment to building a workforce culture where all employees have access to
personal and professional growth opportunities. Staff at all levels is encouraged to

14
participate in these development programs. In-house training courses and workshops are
regularly organized: some recent topics included Communication Skills, Time
Management, Leadership, Language Improvement, Productivity Enhancement and
Development Course for Supervisors.
In other house training they send approximately 30 to 50 employees abroad annually for
training purposes, while over 300 to 400 persons are trained locally every year outside of
organization.
The trainee is given a brief view (orientation) of the company, various processes, rules &
regulations etc. this orientation may be from two weeks to two months. After the
orientation program, the participants may ask to put forward a short report or presentation
After the 6 months training, the trainee goes to H.R. Manager and tells him what he has
learnt in this program. Some external courses may be offered not only to the existing
employees but also to the new trainees. These courses are held in,

• LUMS
• British Council
• Informatics
• Employers Federation of Pakistan

Recently Packages has jointly entered into a diploma program with LUMS. It is 18 weeks
program called Diploma in Business Administration.

5.4 Criteria for evaluation:

360 feedback assessments are powerful tools for helping individuals improve, grow, and
develop their interpersonal skills. Our assessment gathers information from several
people about an individual's performance as seen by his/her boss, self, peers, direct
reports, and customers. Traditional performance evaluations are subjective and one-sided.
Most traditional evaluation systems are ineffective in providing honest and objective
feedback.
Measures:
1. Communication
2. Leadership

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 3. Adaptability
4. Relationships
5. Task Management
6. Production
7. Development of Others
8. Personal Development

CHAPTER NO 6

PERFORMANCE MANAGEMENT SYSTEM

The performance appraisal of employees in Packages Limited is carried on annual basis.

6.1 Performance objective

In the performance plan company create some standards and targets along with time
frame are given. The target given in Packages Limited is Specific, Measurable,
Attainable, Realistic, Time frame. If employee follow the plan then their performance
will increase, if they do not follow the plan then objective can not be achieve. The
performance appraisal done because to know that employer are working according to the
standard if they are not working well, then find out the reason and give them again
training

6.2 Performance Evaluation

The net results of the standards & targets is evaluated or checked. Whether the person
can achieve the targets in the required time frame or not, Result orientation, Strategic
visioning, Business knowledge

Estimation result …………..

Actual result …………..

Result ………….

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Strengths & confines
In this section, the strengths and limitations of the trainee or subordinate are written. This
is all up to the immediate officer.

Performance Improvement Plan

In this section, the immediate manager gives some suggestions and recommendations.
Comments
The employee/ subordinate and the manager give their comments. Employee comments
may be how he found the work place? Who supported him? And the manager gives the
comments according to his observation. In the last they put their signatures with date.

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 CHAPTER NO 7

COMPENSATION MANAGEMENT/ REWARDS

7.1 Salaries and Wages:

Executive member’s salaries are designed by Human Resource Department, but non-
executive member’s salaries are designed by Industrial Relation Department. Salaries and
wages are given according to the grade or rank of employer.

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7.2 Monetary Benefits:

Bonus - A cash bonus is paid 2 times annually to all employers

Conveyance Allowance - This is also paid to all employees in the shape of cash or
transport.
Out-station Allowances: This type of allowances is given to that person who done some
part of work outside of organization (out-city)
House Rent Allowance - This is paid to all employees on the basis of percentage of basic
salaries.

7.3 Non-Monetary Benefits:

Employees' Old Age Benefit Scheme - The Company contributes a percentage of

workers' wages towards this government scheme, which ensures a reasonable pension on
retirement.
Medical: Company has also their own clinic in organization, which is free for worker.
Scholarship program for employee: Some scholarship program is offered to workers
who want to get the education; fifty percent fee has been given by company.
Petrol: It is given to senior management and sale team.

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 CHAPTER NO 8

INDUSTRIAL RELATIONS

8.1 Trade Union and Process of CBA:

The Trade Union is involved in Collective bargaining for a labor contract between an
employer and employees. In the packages Limited company Human Resource
Department control the executive member’s trade union, and Industrial Relation
Department non-executive member’s trade union.
Personnel department is also called the industrial relations (IR) department. It is
responsible for human resource management in Packages Ltd. It deals with the
recruitment and selection of employees, peering welfare programs for employees. It
arranges different types of social activities. This department helps in finding solutions of
dispute within the organization. There are 5 sub-divisions:

Collective bargaining agent.-

1. Where there is only one registered trade union in an establishment or a group of

establishments or industry, such trade union shall, if it has as its members not less
than one-third of the total number of workmen employed in such establishment or
group of establishments or industry, upon an application made in this behalf be
certified by the Registrar in the prescribed manner to be the collective bargaining
agent for such establishment or, as the case may be, group of establishments.
2. Where there are more registered trade unions than one in an establishment or a
group of establishments or industry, the Registrar shall, upon an application made
to him in this behalf by any such trade union, hold within fifteen days from the
making of the application, a secret ballot to determine as to which one of such
trade unions shall be the collective bargaining agent for the establishment or
group of establishments:

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8.2 Process of dispute settlement:

"industrial dispute" means any dispute or difference between employers and workmen or
between workmen and workmen which is concerned with the employment or non-
employment or the terms of employment or the conditions of work; and is not in respect
of the enforcement of any right guaranteed or accrued to workers by or under any law,
other than this Ordinance, or any award or settlement for the time being in force
Company makes some policies to save from dispute, or to minimize the uncertainty in
organization.

Welfare Wing

The function of welfare wing is to look after all the welfare activities and facilities on the
factory premises. This wing controls the fair price shop, the canteen and all the messes.
The evolution of this wing was the result of the management’s through that it is a big deal
to feed and clean a bug factory. It is directly under the Personnel Manager

Establishment Wing

This division is responsible for:

1) Maintaining personnel records;

2) Keep check on all the staff
3) Maintaining leave record of all workers

This wing consists of one senior personnel officer, two assistant personnel officer, and
section in charge, and 13 timekeepers.

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 References

1. Yousaf, A (2010), HR Practices (05.04.2010), Packages Limited Company,

Lahore.

2. Asif, S (2010), HR Practices (05.04.2010), Packages Limited Company, Lahore.

3. http://en.wikipedia.org/wiki/Trade_unions_in_Pakistan

4. http://www.pwf.org.pk/iro_2002.htm

5. www.packages.com.pk

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