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 

VISIONWe are a bakery company with one goal in mind

to meet the needs of our customerswe 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

• Immediate Supervision

• Basic job Responsibilities

• Job Title

• Qualification

• Personality

• Knowledge

• 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

• QUALIFICATIONSTo 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 EXPERIENCEMaster'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 & BenefitsBenefits

• 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