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This project is compiled by Zubia Javaid1 and Mufliha Khalid2 students of BS (BA), under the supervision of Mr. Safdar Nazeer Assistant Professor of Management Department of COMSATS University of Science & Technology. The project is prepared as a subject requirement of Human Resource Management.
We dedicated this project to our respected teacher “Mr. Safdar Nazeer”, our parents, class mates, POF HR manager, Mr Zia-ud-din (TO)and all those who help us in providing and compiling the information’s which we needed throughout our project.
We would want to highly acknowledge “Mr.Safdar Nazeer”, our Human Resource Management Professor, who has been highly influential in the development of our understanding of how organizations manage their HR departments and analytically compare them which one is better and how they adapt the better strategies. His trust and teachings made us confident in one area, HR, where we lacked expertise. His continuous support during the project and in explanations of lectures were the two key motivators for us to do this extensive project which required a lot of team work , intellect and guidance which was provided by “Mr Safdar Nazeer” whenever we needed.
Table of Contents Introduction History Human Resource Department Human Resource Planning Job Analysis Job Description Job Specification Forecasting Employees Recruitment Recruitment Alternatives Selection Process Job Advertisement Employee Orientation People Involve In Orientation Process Training Need Analysis .
More than 50 years of continuous growth and development POF is a sprawling industrial complex. The complex employs 25.000 workers in three shifts. Efforts have been made towards self-reliance through innovation and indigenization. POF was given the responsibility of running the factories on sound commercial lines and utilizing any spare production capacity for meeting requirements of the civil sector and exports. POF is famous for its indigenous capabilities and the state-of-the-art products of this outfit are in demand throughout the world are mainly focused at providing the self reliance through indigenization within Pakistan. Training Modes Performance Appraisals Policies Regarding Employee and Career Development Techniques Introduction Pakistan Ordnance Factories (POF) was founded in 1951 with the primary objective of producing arms and ammunition for the armed forces of Pakistan. Research and development projects have been undertaken to minimize dependence on foreign suppliers. for achieving the following. Participative collaboration with the private sector.000 to 30.000 people who work in three shifts. Pakistan Ordnance Factory is huge industrial complex in public sector with diversified products which It employs around 25. Generation of funds to supplement budget grant. . • • • Optimal utilization of surplus capacity of POF.
Factories Weapons Factory Propellants Factory Machine Gun Factory Small Arms & Ammo Factory Filling Factory Medium Artillery Ammo Factory Brass Mills Heavy Artillery Ammo Factory Tungsten Alloy Factory Tank & Anti Tank Ammo Factory Carbide Factory Bombs & Grenade Factory Clothing Factory Subsidiaries Wah Nobel Wah Industries Ltd. Hi Tech Plastics . Presently POF comprises of 14 ordnance factories and three commercial subsidiaries.• Enhancing exports.
All the factories are under the control of a Board consisting of a Chairman. The second Prime Minister. had absolutely no arms & ammunition manufacturing facility to meet the security challenges to its sovereignty. who was the first Prime Minister of Pakistan. later performed the groundbreaking ceremony on 28th December. Newly created Pakistan with fragile state apparatus and fragmented Armed Forces. where today we have fourteen big factories which are taking care of almost 100% requirements of our more than half a million Land Forces. copper and aluminum ingots. The factories are headed by managing directors who are quite . hunting ammunition and posses’ extensive facilities for the manufacture of brass. History At the time of creation of Pakistan in 1947.303 in.Pakistan Ordnance Factories also specialize in the manufacture of commercial explosive. A garments factory. Resultantly today Pakistan has a reasonably good defense production potential in which Pakistan Ordnance Factories occupy the pivotal position. which is the oldest & largest in Pakistan. immediately realized this imbalance and issued a directive within four months of creation of Pakistan to establish an ordnance factory in collaboration with British Royal Ordnance to manufacture . Khan Liaqat Ali Khan. later helped many other sister defense production set ups to flourish. extrusions and sections for non-military applications. This modern defense industrial complex.calibre rifles and its ammunition in Rawalpindi. Khawaja Nazim-ud-Din. those entire sixteen factories fell to Indian share since no one of them were located in Muslim majority areas. 1951 for four workshops at present day’s industrial town of Wah Cantonment. a Financial Advisor and two career technical members. which has the state of the art cloth cutting facilities and most modern stitching units. manufactures military uniforms and can also cater for the needs of the civil sector.
The amalgam of various technologies has an enabled our engineers and workforce to obtain diversified experience. The engineers. Now POF produced ammunition even meet the requirement set in the NATO specification. followed by the collaboration with the Germans & Chinese. Later American products and standards were introduced. Hierarchy structure Of . The initial products were of British origin.independent in taking all actions related to the production of arms and ammunition within the framework of policy guidelines determined by the POF Board. technicians and work persons of POF have acquired sufficient knowledge and experience through years of dedicated hard work.
E GM -1 Admin Officer AFM AO TO Manage r Manage r AO ATO ATO TO ATO ATO Human Resource Department .E Director HRM FM FM HR Manager A.Organization Chairman MPC DICR COFA DP CAO Director Finance M.E E.
Human resource department is putting its efforts towards nurturing a winning corporate culture and building organizational capabilities by ensuring that its people at all levels are both able and willing to perform at consistently exceptional levels. Different departments of POF send their HR demand to their concerned section of Human Resource Department. many people are retired from services after completing their tenure i. Thus a large number of posts become vacant which are filled on the basis of specific quota reserved for all the regions or provinces of Pakistan. Assessing the Human Resource need POF human resource needs are accessed through a proper process. A well established HR department is responsible for recruiting and training of the new human capital but also empowering the present employees with innovative methods of trainings for better outcomes. The process of selection of the right people for the jobs (Recruitment) involves a chain of steps which are the focused at exploring the potential individuals who can perform well in the organization in the existing scenario. A key goal of POF for HR planning is to get the right number of people with the right skills. vision. Pakistan Ordnance Factories. Before the preparation of financial budget of POF each department sends their demand for HR. experience and competencies in the right jobs at the right time at the right cost. as well as its strategic plan and budgetary resources. .Pakistan ordnance Factories. This huge human capital is engaged in supporting each other for the same national cause. Each and every year. Human Resource Planning HR planning links people management to the organization’s mission. goals and objectives. all the human capital is recruited and managed by the HR department. more than 25000 people are working for strengthening of the national defense. This process ultimately results in appointment of the people who perform well during different steps of this recruiting process.e at the age 60 years or completing 25 years of services.
The HR strategy of POF refers to the specific human resource management course of actions that an organization pursues to achieve its objectives. dare to try. dare to fail and dare to succeed. Driving an open minded and enterprising corporate culture where people through leadership at all levels dare to dream. The HR (people’s) function in POF ensures that it leads the transformational change by nurturing a climate. which would help in converting the huge potential at disposal of the organization into world-class performance. . POF aggressively work in developing its human resource capital through development and training programs as well as structured employee “well-being” programs and conducts several training program in order to improve the competencies and skills of employees.• • • • Inspiring and motivating its people. Attracting and recruiting the best talent In order to make its human resource productive and efficient. Developing its people to strive for higher standards.
O of I/B E.O LB .Hierarchy structure Of HR Department Director Human Resource Management DY Director Human Resource Management I DY Director Human Resource Management II DY Director Human Resource Management III (Training) Manager HR III Manager HR II Manager HR I Manager HR IV (Training) E.O of O/B E.O of I/G(NG) E.O of I/G (P) E.O of I/B-I E.O E.
O R&T-II E. The important of job analysis for the POF is as follows: • Job analysis identified the personal qualifications necessary to perform the job and the conditions under which work is performed.E. recruitment is done. IT specialists and some other professional degree holders are engaged in serving the nation. Changing occurs in organization structure.O Training E. So keeping in view. Pakistan Ordnance Factory. welfare officers. responsibilities. engineers. Technological changes occur. POF conduct job analysis when • • • New jobs are introduced.O HR Job Analysis A job analysis is a systematic exploration of the activities within a job. . and accountabilities. HR department of POF follows the basic HR policies and job analysis is one of the most important activities being practiced here. MBAs.O R&T-I E.O subsidiary E. the job requirements and required basic qualifications.O Training E.O Pension Cell E. Importance of Job Analysis POF being one of the largest industrial complexes. doctors. Each and every post has its own job requirement in POF. It is a technical procedure used to define a job’s duties.
how it is done. The job specification of POF includes. The job description of POF includes. Job Description The job description of POF is a written statement of what the jobholder does. • • Education Experience . • Major duties performed. job specification statement indicating minimal acceptable qualifications incumbent must possess the successfully perform the essential elements of the job. under what conditions. Place employees in jobs that use their skills effectively. Performance standard.• • • Job analysis identifies who does what. and why. Determine needs for new and experienced employees. Number of employees doing the job. Job identification. • Nature of job (technical or managerial). Working conditions. • • • • Job Specification POF.
New Services. Internal Growth • • • Setting up New Technology. Forecasting Employee Supply HR department of POF ensures the employee supply on following basis. especially whenever promote the employees or due to shortage of employees in a factory.• • • • Age Salary Qualification Benefits Forecasting Plans IPOF HR Department is responsible for an effective HR planning regarding demand and supply of employees and forecasting for these practices. Transfers POF transfers its employees from one factory to other factory within the same region. Changes in Market Demand. Internal Movements . These plans adopt the following techniques to forecast the employee Forecasting Employee Demand The POF determine Employee demand at department is derived from following factors.
In such cases sometimes may internal movement involve). doing paid over time to meet the required demand. (Recruited once in a year). Recruitment The process of discovering potential candidates for actual or anticipated organizational vacancies is called as recruitment. (Recruited according to the need). Employee Shortage As POF has currently a growth strategy and for that POF is enlarge the production set to meet the required demand. Rotations In POF job rotations are also done within the departments from time to time to decrease the monotony and to make up interest in the job. Junior Officers. power house.Internal movements in POF. mechanical department needed a employee related to electrical field to minimize the problem they face regarding electrical concern. In POF it may be due demand of the department (e.g.g. The employee should be dedicated towards their jobs. but POF covers it by hiring in following two categories. • • Management Trainee Officers. most of the employees voluntarily work over-time at their jobs. . Apart from this in POF. security department and productions etc. This makes an employee shortage for POF. As the employees are not forced to work over-time but they are paid for this overtime. Sometime the manager also asks their subordinates to work over-time. are a part of supply. which include promotions and rightsizing. there are night shifts working in different department’s e. Overtime In POF to compensate the workload. whenever there is a workload regarding fulfill the demand other department employees are working in night shifts.
Government Influence. For this purpose.POF is a well known organization engaged in serving the nation in a better way. Recruitment Sources • Internal Search . POF is aimed at hiring without any discrimination based on race. The effectiveness of past recruiting efforts will show itself in the organization’s historical ability to locate and keep people who perform well. recruitment for different posts is carried out to fill the vacant posts and meet the current demand of the employees. Internal Organizational policies. Job Attractiveness. some do so more than other. Recruiting Goals Although POF will. • • • • • Organization Image. nationality. at one time or another. colour. The policy of POF is meant to ensure an effective and efficient method of recruitment and selection. In POF on the basis of job analysis. Recruiting Costs. professional and diversified human resource is required for better performance. religion or disability. ancestry. a well trained. Employment condition in local community influences how much recruiting take place. All recruitment in POF will be done through the Human Resources Department in consultation with the Officers and Heads of the concerned Department. engage in recruiting activities. POF certain other variables will also influence the extent of recruiting. sex. Constraint on Recruiting Efforts Factors that can limit recruiting outcomes: There are following factors which limit the recruiting outcome in Pakistan Ordnance Factory which are as under.
instead of hiring new employees. been identified through the organization’s human resource management system. The recruitment process in POF is very fair and on merit. The General Managers also recommend some candidates on the basis of their performance as they work as internee in POF. POF being the federal government organization. or even been referred by the concerned supervisors. The recommendation should also on behalf of retired employees and current employees nearer to retirement (who serve the organization) for their offspring’s. • Employee Referrals and recommendation POF recommendation from current employees regarding job applicant.POF attempt to develop its own low-level employees for higher positions. the line and the HR managers again work together to shortlist the applications. When a position is vacant. These promotions can occur through an internal search of current employees who have bid for a job. The organization selects the deserving candidates. • External Searches POF often open up recruiting efforts to the external community. In POF the employee should be trained in their own training centre TTI (technical training institute). the HR department views people working at lower levels and give opportunity of training and development of their skills than chooses the right person who is promoted for that vacant position. when vacancies are needed to be filled the Organizations announces their jobs vacancies through the advertisement. In POF the external quota is 70% of total recruitment and 30% of recruitment opportunity is given current and retired employee offspring’s. These efforts include advertisement. and universities. After a substantial amount of applications have been received. • Advertisement POF. employment agencies. all the vacancies are advertised throughout Pakistan to recruit the . professional organizations and unsolicited applicants. They announce the vacancies in different newspapers.
Vacancies are advertised in the well read and famous newspapers (English. NWFP. NA and Kashmir). The atomic energy commission pay the employees from which they take services. which means the process of ensuring that the right person is placed in the right job. POF temporary employee should hire only for civil maintance activities. Selection Process POF selection process used to choose individuals with the right qualifications to fill job openings in the organization. The most of contractors hired are involved in construction process and maintance related to civil activities. The all departments of POF submit Hiring Request and transfer Request Form to the HR Department and duly signed. POF hire independent contractors to do specific work at a location on or off the organization premises. Recruitment Alternatives • Temporary Help Services POF Temporary employees are particularly valuable in meeting short-term fluctuations in HRM needs. Baluchistan. The more strategic term is placement. • Independent Contractors POF adopt another means of recruiting is the use of independent contractors. POF lease the employee to atomic energy commission to fulfill their demand needs and also provides the required services which needed to fulfill their demand. So POFs symbolizes unity of the whole nation. Often referred to as consultants. independent contractors are talking on a new meaning.suitable individuals or professionals from all provinces of Pakistan. Sind. Information regarding . Urdu and local languages) all over the country to encourage the people from all areas (Punjab. The employees of different departments and other branches should be temporarily called to fulfill the required demand or solve the particular problem. FATA. • Employee Leasing POF individual hired and sent to work in another organization for a specific time to fulfill the requirement of that organization.
information.e. POF calls short listed candidate for the selection.g. .POF offered two types of contracts • Temporary contract/time bounded: For temporary contract base employees we selecting is temporary e. • Person-job fit This is the process of ensuring that the knowledge. skills. Technology. their contract will not be renewed. • Person-organization fit This is the process of ensuring that the personality and value system of the individual match the culture and objectives of the organization Selection Process of POF After recruiting the next step is selection.qualifications and job description should be forwarded for identification of suitable candidates. new working units. But they may be get contract in some other project related to their particular field. accounts department etc are hired on basis of specialization of particular discipline. the contract will be renewed. swimming pools. parks. POF have different selection pattern and fir other position. Employees for human resource Department. play grounds and other sports related coats. the employee hired for a particular project for a specific time period i. POF hired employees on contract basis for construction activities and civil maintance activities. POF placement of candidates includes two separate but integrated. and abilities of the individual match the requirements of the essential functions of the job. POF open contracts are mostly for the construction process which includes construction of residencies. • Open contract: POF hired the employees on open contract on completion of their contract. POF follows a standard selection pattern for top level position.
• Initial screening POF first step in the selection process whereby job inquires is sorted and initial screening is done on the basis of data given in the application form filled in by the applicants. • Completing the Application Form In this process specific employment form of POF are completed. merit is calculated for each post so that shortlisted candidates should be called for personal interviews. computer based tests and practical tests depending on the requirements. extra achievements. On the basis of this comparative weight age. The job application Performa is also given in the advertisement of job. These forms are used to generate specific information about the employee that POF wants about him. These forms include qualification. to be filled by the applicants to provide their bio-data.Steps in Selection Process of POF POF selection process includes the following steps. The eligibility and ineligibility of applicants is finalized on the basis of the data the provided. • Weighted Applicant Form POF special type of application forms that uses relevant applicant information to determine the likelihood of job success. • Performance Simulation Test . Employee Test POF after the completion of application form process. the employees are tested by hand written tests. diplomas in required particular field and these are given ranking points.
development.After short listing of applicants. • Works Sampling POF selection device requiring the job applicant to actually perform a small segment of the job. Than assess the employee for their performance appraisals. These include a serious of exercises used for selection. individuals falling top in the merit are called for personal interviews to judge their professional knowledge and their approach which reflects their personality. Sometimes POF give them the real situations to handle through their abilities. Thus the applicants with suitable professional knowledge and required approach are selected for appointment in POFs.POF firstly take the written test of that particular field for which candidate is applied than candidates should send to assessment centers evaluation abilities in actual job activities to check their abilities and knowledge about the particular conditions for which he tested. Conditional Job Offers: . • Assessment Centers POF has facility where performance simulation tests are administered. and performance appraisals. For the employees who currently working firstly we give them training and development programs in training centre TTI (technical training institute). On the basis of performance in practical test candidates are eligible or ineligible. The situations given to candidates are controlled and evaluators are evaluating the candidate performance on which basis select them. The candidates are assessed in their particular field for which they have specialization on performance basis the candidates should select. knowledge and skills they acquired. Behavior Interviews POF observing job candidates not only for what they say but for how they behave.
Medical & Physical Examination: POF last step in selection process is to conducts a medical and physical test. Sometimes IQ level is also tested according to job requirement. The selection criteria are totally based on merit. They should be performed in real situation and signed the contract in which all laws and policies are mentioned that he must follow during the whole job time period.POF tentative job offers that become permanent after certain conditions are met. POF use physical test as a selection device to screen out candidates who are unable to physically comply with the requirement of a job. A series of interviews are conducted followed by a panel interview and a group discussion. Only deserving from a lot of applicants are considered. Through medical test check that candidate did not have any serious problem which affects his performance during job and psychological he is stable to perform his assigned duties. The appointment letters along with fringes and benefits offered at POF are sent to selected persons with certain conditions to be completed before joining POF. Comprehensive Selection POF applying all steps in the selection process before rendering a decision about a job candidate. .
pay procedure. philosophy. overtimes requirements. and organization benefits. When the employees are hired they get proper orientation POF new employee orientation covers the activities involved in introducing a new employee to the organization and to the individuals in his or her work unit. POF orientation program should familiarize the new member with the organization objective. Orientation and induction is required for employee familiarization with the organization and POF is well aware of this fact.Employee Orientation POF has a very well organized and well established HR department that practices all the HR strategies which are beneficial for the organization. procedure. . and rules. HR department is empowered to develop and plan what so ever is required for the company.POF review the specific duties and responsibilities of new member's job provide a tour of organization's physical facilities and introduce the employee to his\her manager and coworkers. communicate relevant HRM policies such as work hours. history. As other departments are well established and operational for these matters. Affiliation with organization is only possible if the employees are informed about each and everything.
This program consists of lectures. managers. visual demonstrations and department visits.The technical officers and assistant technical officers help the new employee to demonstrate their duties and help them how to perform the particular job in the concerned departments. Thus these young employees become familiarized with the system being operative in the organization.In POFs. assistant officers of the related departments. The HR managers and supervisors give basic introduction of organization. POF intensive training program also includes hands-on experience through training in TTI (technical training centre). That helps the organization to achieve the set objectives and goals timely without any delay. all the selected individuals are introduced to all of the work units through a comprehensive training program (1-2weeks) which is specially focused at socializing the new entrants in the organization. The general managers and managers of the particular department introduce the employee to the department and his coworker’s . • • • HR Manager Supervisors General Managers of department . general managers. So mainly people involve in the whole orientation process are. Peoples Involve In Orientation Process POF employee orientation processes the HR manger. Relevant skill programs are to study the comparative managerial tools which help in effective management in future. departments currently working. supervisors. The relevant rules and regulations regarding organization are circulated among the new employees. technical officers. Manage the working processes effectively and efficiently. basic laws and policies which are to be followed.
New Hires. POF required training need analysis when. and removing obstacles to good performance). by management level for whole organization. The other 80% are best dealt with by looking at the quality of supervision or by factors in the work environment (rewarding good performance. The heads of concerned departments of POF differentiate between problems that require training and problems that require coaching or other solutions. POF training need analysis is identifying. . Internal Growth. Lack of Skills in Employees.• • • Managers Technical Officers Assistant Technical Officers Training Need Analysis in POF POF identification that either the training of current employees is necessary or not depends on the results of Performance Reports and output of achievement of goals which are assigned to them to fulfill the organization the demands. The HR Department develop the Training Need Analysis according to the recommendations made by their Supervisors in the performance appraisal form. Usually. • • • • • • Poor Performance of Employees. punishing poor performance. only about 20% of performance problems require “training” solutions. New Technology. Identifying the most appropriate solutions to performance problems. Employee Himself Asks For Training.
chemical. electronic. Along with that train for the skills and knowledge of new technologies used in working process. departmental objectives and performance standards. POF contract with atomic energy commission to train their employees in some specific fields. Some foreign trainee sometimes appoint to trained the employee (most of time Chinese and German trainees are appointed). POF training programs are held with in the organization as well as sometimes required the international training according to the demand. Outside Organization POF arrange the training programs outside the organization includes training outsides the country for operating the machines and sometimes employee are trained for bringing development and innovation in current methods of working. Inside Organization POF train the new employees and as well as the current employee in training centre inside the organization.POF staff training and development should focus on the department's objectives and goals and staff's competencies in achieving them. POF used two types of training modes. The training programs are related to mechanical. • Training: POF familiarize new recruits with job requirements and procedures. . and the values and norms of the department. electrical. IT programs and other technical courses which are current demand of the organization.• • • New Services. skills. POF train the current employees according to current requirement. abilities and attitudes necessary to enable them to improve their performance. Requirements for core competencies Continuing personal and professional development Training Modes POF objective of training and development is to enable employees to acquire the knowledge.
POF appraisal also assists human resource in the career development of an employee. POF evaluate their employee’s current performance and past performance relative to organization standards for performance. On the basis of education. POF evaluate the employee on these standards. to build existing skill levels. POF adopt the policies regarding employee and career development techniques. The polices are made by the research conducted by HR department keeping in view the needs of the organization and employees. On the basis of technical courses. POF performance evaluation form is called as ACR (annual confidential report) which is evaluated by general managers and managers of the concerned departments. As the performance evaluation takes place annually so that Performance Evaluation Forms will be sent from the Human Resources Department in advance with the scheduled performance evaluation date. POF follow the absolute form of performance appraisal. • • • • Policies Regarding Employee and Career Development Techniques POF purpose of development is to identify and develop the potential within staff.Performance Appraisals POF performance evaluation takes place annually for the purpose of annual increments. and to prepare staff to take on greater responsibility during their career. POF motivate and assist employees in improving their performance and achieving their personal as well as professional career goals. . Meet the assigned goal before the due time. • They trained the employees who need training to overcome the problems in ineffective performance. Meet the performance standard but seniority also matter in appraisals. • Meet Performance standards in past and current projects.
Provide facility of residence to employees. Provide medical facilities to employees and also to their families. POF provide transport facilities to employees and also to their families. POF develop the own training institute for employee development.• • • POF provide the training to new employees. POF provide opportunities of the international training programs. • • • .
Brig Sami Akhtar” of Pakistan ordnance factory. and our respected teacher Mr.We are really thanks to HR Manager “Mr. Zia-ud-din. This project help us a lot in develop understanding about the HR role in an organization. Safdar Nazeer who help us a lot during the whole project and motivate us to work on such extensive and complicated project. This is because of our respected teacher who motivates us for doing such a project. TO Mr. .
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