30-10-2019

Final Project
Analysis of Human
Sania Nouman
Resources Roll # 29

Iqra Nawaz
Roll # 20
Zubair Habib
Roll # 8
Muhammad Rafiq
Roll # 30
Asif Ali
Roll # 11

Submitted To: Sir Arslan Qaisar

Managing and Developing People
Contents
Introduction/Organization Type: .................................................................................................................. 4
General Description: ..................................................................................................................................... 4
Major Product: .............................................................................................................................................. 4
Curriculum: ............................................................................................................................................... 4
Other Products and Services: .................................................................................................................... 5
History: .......................................................................................................................................................... 5
Number of Employees: ................................................................................................................................. 5
Organizational Structure: .............................................................................................................................. 6
Size of HR Department:............................................................................................................................. 6
Background of Manager: .............................................................................................................................. 6
Education: ............................................................................................................................................. 7
Professional Association: ...................................................................................................................... 7
Education: ............................................................................................................................................. 7
Professional Association: ...................................................................................................................... 7
Role of Manager:........................................................................................................................................... 7
Recruitment and Selection: ...................................................................................................................... 8
Methods of Recruitment and Selection: ............................................................................................... 8
Training and Development: ...................................................................................................................... 8
Methods of Training and Development: ............................................................................................... 8
Compensation and Benefits: ..................................................................................................................... 9
Effective Employee Relations: .................................................................................................................. 9
Performance Appraisal: ............................................................................................................................ 9
Manage Employee Work life Conflicts: ................................................................................................... 10
Manage Work force diversity: ................................................................................................................ 10
Strategic Business Planning: ....................................................................................................................... 10
Technology resources: ............................................................................................................................ 11
Financial resources: ................................................................................................................................ 11
Human resources: ................................................................................................................................... 11
Most Pressing managerial Issues: ............................................................................................................... 11
Problems Faced By the AFAQ: .................................................................................................................... 11
Management Related Functions ................................................................................................................. 12
 Implementation of HR scorecard: ........................................................................................................... 12
Value Chain Activities:............................................................................................................................. 12
Analysis about Job analysis, JD and Job Specification: ........................................................................... 12
Job analysis: ........................................................................................................................................ 12
Job Description:................................................................................................................................... 13
Job Specification: ................................................................................................................................ 13
Job Enlargement: .................................................................................................................................... 13
Job Rotation: ........................................................................................................................................... 13
Job Enrichment: ...................................................................................................................................... 13
Personnel Planning: ................................................................................................................................ 13
Succession Planning: ............................................................................................................................... 14
Line Manager: ......................................................................................................................................... 14
CONCLUSION:.......................................................................................................................................... 14

Table 1 Organizational Structure .................................................................................................................. 6

Introduction/Organization Type:

Association for Academic Quality (AFAQ) is an independent, not for profit, ISO certified
organization established nationwide with a view to promote education and uplift educational
standards through its various school support programs.

General Description:

AFAQ has a vision to improve the literacy rate in Pakistan through a diverse range of services: curriculum
development, textbooks and children’s publications, model school development programs, teachers’
training, youth promotion, and career counseling and student assessment and evaluation programs.

Major Product:

Curriculum:

Research is an ongoing process at AFAQ. Our Research Division is comprised of dedicated

professionals. Our researchers have designed a school curriculum based on National Curriculum
Guidelines. They have bench-marked it against curricula being taught in other countries,
including USA, UK and Singapore. Thus, it meets both our socio-cultural requirements and
international standards. The AFAQ School Curriculum puts great emphasis on teaching moral
values alongside modern education to young learners. AFAQ aims to shape the future of
education ensuring the international standards as well as character building measures. After a
thorough research, AFAQ Research has designed a comprehensive curriculum at elementary
level in all subjects. It aims to provide modern learning opportunities for the young learners as
well as to instill in them moral values. AFAQ’s curriculum has been designed in accordance with
the guidelines of the Ministry of Education, Government of Pakistan. To ensure quality, AFAQ
Research Division conducted a thorough comparative study of foreign curricula taught in the
United States, the United Kingdom, Singapore, Canada, Australia, Malaysia, India, etc. In all
learning disciplines, core competences along with specific outcomes have been mentioned.
Activity-based learning has been focused to emphasize outcome-based learning.

There are three types of book series;

1. IQBAL Series
2. Sun Series
3. Nakhla Series
Other Products and Services:

1. Children’s Encyclopedia
2. Teachers’ Training
3. Educational Services
4. Career Counseling
5. Assessment and Evaluation
6. Innovative Learning

History:
AFAQ was founded in 1999 and registered as nonprofit organization in 2006. AFAQ is an independent,
ISO 9001-2015 certified organization dedicated to improving education in Pakistan. Being a collaborative
venture of six not-for-profit organizations working in the education sector, AFAQ has a vision to improve
the literacy rate in Pakistan through a diverse range of services; curriculum development, textbooks and
children’s publications, model school development, teacher training, youth promotion, career
counseling and student assessment and evaluation programs. Under strict quality control, AFAQ is
zealously engaged in realizing its lofty ideals. Over the years, AFAQ has grown into an international
organization providing its services in the Middle East, South East Asia, Africa and Scandinavian countries.

Number of Employees:
AFAQ have 40 + regional and area office established all over Pakistan. There are more than 600
employees in which 100 + are managerial staff, admin or clerical staff are more than 40, sales and
operations staff are 350 plus and the remaining are supportive staff.
Organizational Structure:
Table 1 Organizational Structure

Size of HR Department:

There are 12 employees of HR department in which the interviewee works as a Manager.

Background of Manager:
For the better understanding of the roles & responsibilities, management function and organizational
practices we have conducted an interview of two leading Managers of HR Department in AFAQ.

Asif Mushtaq (Director Operations & HR)

He has been working with AFAQ from last 14 years and 9 months

Education:

1. MBA, HR
2. HRCI-USA
3. SHRM-SCP (RICI UKAS)
4. SPHRI (HRCI)
5. Certified Lead Auditor ISO 45001:20018

Professional Association:

1. Associate Member (SHRM)

2. Committee Member (ISO)
3. Member CHROs Network
4. Member National Mirror Committee
5. Member Human Rights Commission of Pakistan
6. Founder Society for Knowledge Management

Javed Munir (Senior Manager HR)

He has been working with AFAQ from last 10 years. His past experience is as Human resource officer in
Ghazi Fabric Pvt Limited. He was offered a comprehensive leap to join AFAQ as a deputy manager HR.
He joined AFAQ to enhance his professional growth as well.

Education:

1. MBA, HR
2. CHRMP

Professional Association:

1. Highly Keen (The Management Institute)

2. Ask

Role of Manager:
As a manager, you probably fulfil many different roles every day. For instance, as well as leading your
team, you might find yourself resolving a conflict, negotiating new contracts, representing your
department at a board meeting, or approving a request for a new computer system.
The HR managers at AFAQ are assigned with various roles and responsibilities to manage the core level
teams, monitor and control them to achieve the set organizational objectives. They support various
HRM functions to delegate and supervise team activities.

Now we will discuss some responsibilities of HR manager that will help us to identify different roles he
plays in different situations.

Recruitment and Selection:

Mr. Javed Munir (HR Manager) develops strategic solutions to meet workforce demands and labor force
trends in AFAQ. He actually oversees the recruitment and selection processes; however, as an HR
manager he is primarily responsible for decisions related to corporate branding as it relates to recruiting
and retaining talented employees.

Methods of Recruitment and Selection:

1. Newspaper advertisement
2. Social Media Advertisement
3. Preliminary Screening
4. In-Person Interviews

In this process he plays informational role. Mr. Javed Munir monitors all the activities of recruitment &
selection in order to find the best one for the required post. Here he also has a role of decision maker.

Training and Development:

Employee training and development includes orientation of newly hired staff, leadership training and
professional development. Human resource managers of “AFAQ” conduct periodic needs assessments
to determine when training is necessary, and the type of training necessary to improve performance and
productivity. HR department of AFAQ examines employee performance records to identify areas where
employees could improve through job skills training or employee development, such as seminars or
workshops on leadership techniques.

Mr. Javed Munir plays an integral role in implementing employee development strategy and succession
planning based on training and professional development. Succession planning draws on the manager's
knowledge of employee development, training and future business needs to devise career tracks for
employees who demonstrate the aptitude and desire for upward mobility.

Methods of Training and Development:

1. On-the-Job Training
2. Coaching/Mentoring
3. Role Playing
 4. Lectures

Mr. Javed Munir’s role in training and development includes communicating & leading (both through
words and actions) that the company values their employees' growth. He also takes care to recognize
employee improvement both during training and on the job.

Compensation and Benefits:

As a Human resource Manager Mr. Javed Munir develops a performance management system. In this
system, human resource managers develop strategic compensation plans, align performance
management systems with compensation structure and monitor negotiations for group health care
benefits and other benefits as well.

As a head of HR, Javed Munir ensures that the payments received by the employees are as per the
performance of the employees. To evaluate the employee’s performance HR department has already
developed a performance management system. Moreover, the performance ratings provided by the
managers can either increase the pay structure of the employees or can also decrease the same as well.

Effective Employee Relations:

AFAQ has a unique culture of its own. While practicing indigenous moral values of AFAQ, it provides
professional and friendly environment.

As an HR manager, Mr. Javed Munir has ultimate responsibility for preserving the employer-employee
relationship through effective employee relations strategies. An effective employee relations strategy
contains specific steps for ensuring the overall well-being of employees. It also ensures that employees
have a safe working environment, free from discrimination and harassment.

He also acts as a primary contact for legal counsel in risk mitigation activities and litigation pertaining to
employee relations matters. An example of risk mitigation handled by Mr. Javed Munir examines current
workplace policies and provides training to employees and managers on those policies to minimize the
frequency of employee complaints due to misinterpretation or misunderstanding of the company
policies.

Performance Appraisal:

Mr. Javed Munir is responsible for assessing the performance of the individual employees and also for
conveying the feedback to their senior managers. For this he evaluates the performance of each
employee through Performance management system and also considers the recommendation of
employee by his/her manager.
Manage Employee Work life Conflicts:
As a manager of human resource his major responsibility is to handle the employee work life conflict. He
practically resolves the issues by introducing policies and annual activities. Some are given below

1. Medical policy (Employee and Family)

2. Annual recreational tour
3. Loan Policy
4. Over Time Policy
5. Fuel & Maintains Policy
6. In House Gym
7. In house Mess facility

Manage Work force diversity:

AFAQ has 40 plus offices and 600 plus employee from different area and culture of Pakistan. Diverse
work force is a big challenge. HR manager deals with work force diversity by implementing;

1. Policies, procedures, safety rules and other important information designed to overcome
language and cultural barriers by translating materials and using pictures and symbols.
2. Code of Conduct
3. Treat each employee as an Individual
4. Encourage employee to working different groups.
5. Train the new staff
6. Arrange workshops and seminar at regional and zonal level
7. Maintaining a diverse yet equal opportunity work space.

As we have discussed above about the responsibilities of HR manage and after analyzing all these, we
can say that while performing different responsibilities, his role changes in different situations.
Sometimes he plays interpersonal, informational and decisional role parallel as per the nature of
work/task.

Strategic Business Planning:

The purpose of strategic planning is to figure out what a company wants to do and why it is in business.
For example, an organization might decide that it wants to diversify into new markets because it has
gone as far as it can go in its current markets.

The strategic options here include;

1. Developing new products to sell to its existing customers.

2. Selling the same products to a completely new group of customers, such as people in a
different country.
3. Advance the technology related to products.
Mr. Javed Munir directly involves in business strategy planning process. The key part of the strategic
planning is assessing the company resources. It is easy for AFAQ to realistically achieve when find out
the actual resources.

There are few resources which have a major impact on strategic planning.

Technology resources:

In this respect, Mr. Javed Munir analyzes and compiles a report for higher management that includes all
the equipment, processes and infrastructure the business uses to create the products and services for
the market.

Financial resources:

As a HR manager with the help of finance manager Mr. Javed Munir identifies the finance that comprises
all the liquid resources the AFAQ can use to carry out its business operations e.g. cash in hand, short-
term and long-term bank deposits.

Human resources:

This resource comprises the people whose talents, skills and personal characteristics the AFAQ can use
to accomplish its strategic goals. While technology and money are important assets, human resources
are the most important, because technology and money need people to manage them.

Most Pressing managerial Issues:

There are policies and procedures for all the activities related to organizational goal, employee issues
and benefits. So as per Mr. Javed Munir there is no such issue that can’t be handled with the help of
these devised policies.

Problems Faced By the AFAQ:

The major problems faced by almost all the companies in Pakistan including AFAQ are;

1. Political Instability
2. Energy Crisis

Before these issues especially energy crisis, AFAQ used to get its books printed within Pakistan. But now,
the printing has been shifted to China.
Management Related Functions

Implementation of HR scorecard:

Mr. Javed Munir developed Performance management system (PMS) in which he implements HR score
card. By implementing HR score card, HR department evaluates the performance of individual employee
bi-annually and annually all with the ease of system generated performance reports and automated
statistics. The system also supports and generates individual employee key performance indicators.
(KPIs)

Value Chain Activities:

HR Manager motivates workers to perform at the highest level possible and maintain an organizational
culture of high morale. A primary way through which HR adds value to a company is by persuading
company leaders to train and develop employees and reward strong performance through increased
compensation and regular promotions.

There are a few value chain activities of AFAQ;

1. Research and Development

2. Editing & proof reading
3. Training
4. Promotion
5. Support Material
6. Marketing

Analysis about Job analysis, JD and Job Specification:

Mr. Javed Munir being a manager of HR ensures that HR department follows the policies and
procedures that already developed to perform smoothly the required activities.

Here is his analysis;

Job analysis:

Job analysis is primary tool for HR manager. In this method, Mr. Javed Munir as a head of HR tries to
gather, synthesize and implement the information available regarding the workforce in the concerned
department. He undertakes job analysis so as to put right man on right job.
Job Description:

HR manager guided us that job description is a factual statement of job contents in the form of duties
and responsibilities of a specific job. The preparation of job description is very important before a
vacancy is advertised. It tells in brief the nature and type of job. This type of document is descriptive in
nature and it establishes all those facts which are related to a job such as:

1. Title/ Designation of job and location.

2. The nature of duties and operations to be performed in that job.
3. The nature of authority- responsibility relationships.
4. Necessary qualifications that are required for job.
5. Relationship of that job with other jobs in a concern.
6. The provision of physical and working condition or the work environment required in
performance of that job

Job Specification:

Job specification tells us minimum acceptable human qualities which helps to perform a job. Job
specification translates the job description into human qualifications so that a job can be performed in a
better manner. Job specification helps in hiring an appropriate person for an appropriate position

Job Enlargement:

In AFAQ HR manager follows the job enlargement. For example, someone who is working as a talent
acquisition officer, Mr. Javed Munir gave him additional task of Performance management system as
well.

Job Rotation:

Job rotation is similar to job enlargement. It is also practiced in AFAQ. This approach widens the
activities of a worker by switching him around a range of work. For example, Talent acquisition officer
may spend a part of week to handle the performance management system.

Job Enrichment:

Job enrichment is a common motivational technique used in AFAQ to give an employee greater
satisfaction in his work. Giving an employee additional responsibility previously reserved for his manager
or other higher-ranking positions.

Personnel Planning:
As a first step in the recruiting and selection process, personnel planning at AFAQ involves in depth
analysis of annual objectives, projection and new potential market.
Succession Planning:
Succession planning is a process for identifying and developing new leaders who can replace old leaders
when they promote, leave or retire.

Mr. Javed Munir himself is an example of succession planning.

Almost in all departments of AFAQ especially in HR department, Managers follow the succession
planning.

Line Manager:
A line manager is a manager who directly manages other employees and operations while reporting to a
higher-ranking manager. Related job titles are supervisor, section leader, and foreperson and team
leader. He or she is charged with meeting corporate objectives in a specific functional area or line of
business

We have analyzed above in detail about the roles & responsibilities of HR manager and management
function. On the basis of this analysis, we have come to following conclusion;

Mr. Javed Munir human resource manager is a line manager because he directly manages people and he
is more hands-on oriented, responsible for getting the work done, maintaining employee performance
and handling disciplinary issues.

CONCLUSION:
In today world, the Human Resource Manager plays a very significant role in the daily life.
Human Resource Manager Influence on the business. It can improve employee’s motivation in a
business and pay attention to company’s policy and law respectively, which can increase the
efficiency of company and get higher profits.