HRM PROJECT

Submitted by:

Muhammad Arsalan Bhatti

Huzeafa Shahzeb

Submitted To:

Dr. Saleem Sumbal

Contents
Company Background: .............................................................................................................................. 2
Mission Statement:...................................................................................................................................... 2
Vision Statement: ........................................................................................................................................ 2
Capital Marketing Services ........................................................................................................................ 2
Transportation ............................................................................................................................................ 3
Warehousing................................................................................................................................................ 3
Organization Chart..................................................................................................................................... 4
Human Resource Department: .................................................................................................................. 4
Recruitment and Selection: .................................................................................................................... 4
Employee Testing & Selection: .............................................................................................................. 5
Workforce Planning & Forecasting: ..................................................................................................... 6
Pay for Performance ............................................................................................................................... 7
Financial Incentives & Benefits ............................................................................................................. 7
HR Objectives: ........................................................................................................................................ 7
CMS HR Strategies: ............................................................................................................................... 8
Corporate Strategies:.............................................................................................................................. 8
Competitive Strategies: .......................................................................................................................... 8
Functional Strategy: ............................................................................................................................... 8
Talent Management Process: ..................................................................................................................... 9
Intergenerational Workforce Issues and Challenges: ........................................................................... 10
1. Negative stereotypes.......................................................................................................................... 10
2. Work Style Differentiation:.............................................................................................................. 10
3. Communication Gaps: ...................................................................................................................... 11
Usage of Big Data/Analytics for enhanced HRM performance: ........................................................... 11
HRM and knowledge Management Linkage: ........................................................................................ 12
Impact of new digital technologies on HRM practices: ......................................................................... 13
• Talent Search ................................................................................................................................. 13
• Employee Training........................................................................................................................ 13
• Data Management ......................................................................................................................... 13
• Performance Measurement .......................................................................................................... 14
Recommendation & Conclusion: ............................................................................................................. 14

1|Page
Company Background:
Capital Group started its operations in 1982 as a steel company, Capital Group of Companies has
come a long way in the last 35 years. Now it is a diverse company that has established itself as a
reliable player not only in the steel industry but also in the food industry and logistics service
industry. However, the hard work doesn’t stop there, and Capital Group is continuously striving
to explore new fields where it can make its mark and provide its customers with the service they
deserve.

➢ Capital Steel Industries (CSI).

➢ Capital Food Industries (CFI).
➢ Capital Marketing Services (CMS).

Mission Statement:

“Capital Marketing Services aims to understanding customer expectations and identifying and
developing opportunities that enhance customer supply chain strategies.”

Vision Statement:

“To expand operations both in and outside of Pakistan, to establish foothold in the regions it is
involved in, to become a major player in the divisions it is operating in, to further increase
diversification of the Company and each of its divisions, to employ the latest and best technology
offered to improve utilization of resources and ensure its products and services are the best in the
nation.”

Capital Marketing Services

Capital Marketing Services (CMS) is an independent logistics service provider that began its
operations in 1998. Initially conceived as a distribution company, over the years it has
progressed and is now involved in providing transportation and warehousing services to its
clients.

CMS manages an extensive transportation network, covering haulage in nearly every major city
and town of Punjab, Sindh and KPK.

2|Page
Transportation

CMS provide efficient services to their clients with their logistics transportation service which
also act as main pillar for service domain. Transportation depends upon the customer needs and
can be categorized into primary (from factory to warehouse) and secondary (from warehouse to
retailers) transportation.

Primary transportation is the main segment of CMS by providing freight transportation service
from the manufacturer’s warehouse or manufacturing unit to its secondary warehouses or depots.

Secondary transportation encompasses transporting freight from secondary warehouses to

various distributors or dealers.

CMS provides both primary and secondary transportation services to its clients.

To cover the vast network, CMS has deployed new & modern trucking fleet of over 250 trucks,
ranging from 6-wheeler trucks with a carrying capacity of 10 tons to 22-wheeler trucks with a
carrying capacity 70 tons. The diversity of the CMS’ fleet enables it to provide fast, efficient and
reliable delivery solutions to customers.

Warehousing

CMS also provides its clients with warehousing services. The warehouses are located in
Islamabad and KPK and have a combined area of over 100,000 square feet. These warehouses
provide the CMS clients for adapt these warehouses for storing their goods and also Capital
Marketing Services have a capacity to perform their operations efficiently.

Currently CMS is gaining much form these warehouses as they act as their support in dealing
Multi-nationals like Nestle, Unilever, P&G etc.

3|Page
Organization Chart

CEO

General HR & Admin Operation

Manager Manager Head

Training Inspection Control

Accounts Marketing Supervisor
Manager Manager Room

Drivers

Human Resource Department:

CMS has well established HR department which aims to provide updated training for staff of
technology or for new domains introduced by the company. HR department at CMS aims to
provide good incentives packages and different strategies to measure employee performances are
introduced so that CMS hire right people for the right job.
HR department at CMS have following objectives which they focused more so that company
workforce became competent and align to achieve the company main goal.

Recruitment and Selection:

CMS focused on various points for making the job analysis for their selective vacancies.
Following are the points involved in recruitment:

4|Page
 • Job Analysis
There are different methods that CMS is making for job analysis. Survey forms/customer
feedback forms and there are driver feedback forms which filled by drivers from other logistic
companies. Eventually that helps CMS to get information for making effective Job Description
and Job Specification.
• Job Description
CMS job description for drivers are stated below by enlisting their roles and responsibilities:
1. Drivers are responsible for inspecting vehicle before the departure.
2. Damage or shortage of cargo once drive depart from the factory become responsibility of
driver
3. Driver has to park vehicle in safe zone when taking rest during the travelling durations.
4. Driver should deliver the cargo approved by their supervisor.
5. Driver must check the seal of container and lock of container before leaving the factory.
6. Drive must follow and ensure all traffic signals and traffic rules and regulations
7. Driver must take necessary precautions when conditions are hazardous.
• Job Specification
Some skills and duties for drivers are enlist below which CMS mention in their job
advertisement.
1. Driver should be physically fit.
2. Driver must have critical thinking power to avoid preventable accident. (alertness).
3. Driver must have HTV license with 5 years of driving experience as HTV driver.
4. Driver should have sound knowledge of trucks.
5. Driver should have sense of Traffic rules & regulations.
• Uses of Job Analysis
1. CMS should have more data of transport industry
2. More CV’s of professional drivers as data benchmarks
3. Easy to analyze between good & bad drivers.
Employee Testing & Selection:
HR department at CMS has developed some standards for selection and testing for drivers hiring
process which are as follows:
1. Basic Driver requirements as per mention in job description and job specification.
2. Drivers road test taken at Sihala Driving School of Logistics.
3. On successful passing of testing must have to provide all document i.e. NIC, Driving
License, Police verification form, Two references within and out of company personnel.
4. Final Interviews by Head of Logistics department.
• Testing at work:
Drivers at CMS are always in a testing module at work. As below are some points that are
mentioned all the time during trip by HR department and operations team:

5|Page
 o Fully loaded vehicle have to maintain a speed of not more than 40 km/hr and for
empty vehicle they have to maintain speed of not more than 50km/hr.
o Speed violations & emergency break violations are mentioned upon which driver
can be fired in case of violation.
o CMS have fixed the trip and fuel expenses. If they are increased then the drivers
are investigated for that.
o Truck inspection is done by workshop team on which driver is investigated and in
worst conditions they may be fined.

• Training and development of employees:

CMS has started driver training school at Sihala with help of motorway police, under which they
have developed training courses for the drivers of CMS.
Below are mentioned training courses being lectured at school:
• Traffic Rules & Regulations course for drivers.
• Basic understanding of manual of truck.
Workforce Planning & Forecasting:
CMS has a big fleet of trucks that contains different size of truck ranges from 6-wheeler to 22-
wheeler which is spread of different branded trucks like ISUZU, HINO, FAW and
MITHSUBISHI. For this purpose, workforce planning of driver is shown in table below: -

Truck No of Helper
Size Drivers
6w 1 Driver -
10w 1 Driver -
14w 2 Driver -
18w 2 Driver -
22w 2 Driver 1
Helper

REGION WISE TRUCK AVAILABILITY

Region 6w 10w 14w 18w 22w

Karachi - - - 10 50
Sheikhupura 60 - 40 - -
Sihala 30 1 - - -
Islamabad - - - 2 10
Hattar 9 - - - -
Total 99 1 40 12 60

6|Page
Forecasting in CMS is very important because they are always requiring more drivers than actual
requirement of drivers, these spare drivers are allocated to regions so in case of shortage of
driver’s regions can identify these human needs to HR department located at Head Office and
HR department will fulfill region needs of human resources.
• Internal Forecasts: -
HR department at CMS have internal forecast of drivers from regions with help of
attendance records that is received on daily basis.
• External Forecasts: -
HR department at CMS have external forecast of drivers form operations
department based in Head office upon purchase of new trucks.
Pay for Performance
o Basic Salary
o Food Allowance on Daily basis
Financial Incentives & Benefits
o Paid on per kilometer based
o Cash paid to drivers in case of less diesel expense during trip
o Incentive given to driver for successful driven on single pair of tires for more than
40,000 KMs.
Below are given following HR objectives which are as follows:
HR Objectives:
• Company employee’s well-being.
• Provide proper leadership and right direction company employees.
• Career Development opportunities.
• Training for nationwide company employees.
• Proper orientation and walk around of the company to the new comers.
• Assist by providing solution to the issues of company employees.
• Maintaining data records of all employees of CMS (Human Resources Information
System)
• Exit Interviews and employee retention planning.

Below mentioned some HR strategies which company HR department bring on the daily base
uses as follows:

7|Page
CMS HR Strategies:

CMS strategies focused on following points which are stated below:

• Improved performance.
• Better management & workforce building.
• Diminishing operating cost.
• Improved & skilled human resource.

Corporate Strategies:

Corporate Strategies of CMS includes following points:

• Adding 30 6-Wheeler trucks in fleet at the end of 2019.
• Gaining increase market share by finding new customers.
• Better corresponding network.
• Constructing warehouse at Port Qasim.

Competitive Strategies:

Competitive Strategies of CMS includes following points:

• Implementing block chain strategy to provide better services.
• Best tracking devices to install in fleet for improved tracking.
• Reduce transit time on each route.
• Control & fix diesel expense on each trip.

Functional Strategy:

Functional Strategies of CMS includes following points:

• Addition of driver training school.
• Hiring new and experienced drivers for new trucks.
• Salaries of drivers to be re-schedule.
• Incentivizing drivers in financial terms.

8|Page
Talent Management Process:

CMS always focused more on their talent management process so they have smooth operations
and efficiently provide great services to their clients. CMS focused on following points:
• Understanding Talent Requirement:
Analyze the current job need and then analyze the job requirements on this basis
CMS designs the particular vacancy Job description and Job Specification
• Sourcing the Talent:
CMS emphasize on acquiring the best from the pool of candidate’s industry has
to offer. Searching people according to the requirement is the main activity.
• Attracting the Talent:
CMS attract the talented people to work with them as the hiring process target is
to implement talent management process to hire the best people from the industry for
betterment of the company.
• Recruiting the Talent:
CMS make their first step by publishing job ads in newspapers on social media
site like LinkedIn, rozee.pk etc for required vacancies.
• Selecting the Talent:
After receiving various CV’s. Shortlist candidates called upon for interview on
the basis of their qualifications and skill set. Successful Candidates who qualify the
interview round are then invited to join the organization.
• Training and Development:
After recruiting the required and skillful candidates goes through training
process which aims to developed their skills for achieving the output for which they hired
under the supervision of respective line managers.
• Performance Appraisal:
CMS are very concerned towards measuring the actual performance of an
employee and it is necessary to identify his or her true potential for betterment of
company. Performance appraisal grant the path whether the person can be loaded with
extra responsibilities or not.
• Career Planning:
CMS encourage employees for their career planning process by providing
them promotion opportunity in the form of transfer within departments and by also
providing opportunity to work in different cities to learn with new people and different
and energetic teams.

9|Page
Intergenerational Workforce Issues and Challenges:

Capital Marketing Services (CMS) faces many intergenerational workforce issues and challenges
like communication gaps between different generations of workforce and Teamwork conflicts
and some technology unfriendliness and various other issues.
Some of these issues are highlighted below:
CMS are facing some intergeneration workforce issue below are the issues and solution for
overcoming them:
1. Negative stereotypes:
The old workforce as known as baby boomers don’t familiarize with methods and
benefits on usage of modern technology. So, the baby boomers take a long time to do they’re
with their vintage style but on other side new generation workers get ahead and complete the task
quickly by using the modern technology. This scenario causes a conflict and demotivation
towards baby boomers. Also, the rage of disrespect arises when Millennials show lazy attitude
also new generation workers show lack of interpersonal skills. As the technology advances the
CMS also face issues by making the new work environment comfortable for Baby Boomers.
They initiated different scenarios between team members of different generations so that they
came to know about each other nature by working on some particular projects also it acts as an
opportunity to get to know each other as individuals so they can learn to appreciate each other’s
knowledge and skills and also can get with familiar with technology advancement.

2. Work Style Differentiation:

Work style of the workforce varies with each and every generation. Old
generation like Baby boomers like to put long workdays at office by doing their work in their
vintage style, while on the other side new generation workers usually prefer flexi hours and
digital or technology-based options.
CMS also faces issues with new generation workforce as they have their unique working style
and most of the time work late in office become an issue in logistics operation nowadays. So,
motivating the new generation workers a bit critical.
Solution for this issue is to encourage employees to work according to their own preferences and
at their own comfort level. Importance of this is that individuals become able to perform well
when they have a certain degree of autonomy about how they work.
CMS also engage team members with different work styles came together and try to work on a
single project, also they discuss and came to agreement for single working style for the sake of
project whether that’s through meeting in the office at certain times or using social media sites,
or some other arrangement.

10 | P a g e
3. Communication Gaps:
Nowadays many companies are adopting ERP software’s with communication
systems for feasibility of their managers and their team members. Yet while texting is a normal
method of communication for younger employees, some older workers prefer email or phone
calls. As a manager, it’s best to communicate with employees through medium which is
comforting with them.
When it comes to communications between team members CMS encourages their employees to
ask each other what their preferred communication method is and try to communicate the tasks
and required information through that medium so that there will be smooth flow of operations
and motivation factor will boost within teams also individually.

Initiative like above can help employees learn to appreciate each other’s strengths and
contributions to the team and also the company. CMS also aims to make this environment user
friendly and without any gaps or conflicts for their workforce.

Usage of Big Data/Analytics for enhanced HRM performance:

Nowadays HRM performance can be enhanced by using the data analytics data on the basis of
past HRM strategies and over the world indicators. This vast statistical data can help HR
individuals to revise their company strategies on the basis of these reports result so that the
company performance can be enhanced and workforce should be upgraded in terms of skill set.
Through Big Data companies can have benefits which are as follows:
• Decrease the cost of wrongfully chosen employees
• Increase their employee retention rates
• Efficiently predict the employee’s performance
• Improve the bonus or incentives packages
CMS currently not evaluating or implementing the principle of big data analytics for enhancing
their HRM performance.
They can utilize the big data analytics data for betterment of their HRM performance in
following ways:
1. Emphasize on Recruitment Accuracy
CMS can use big data for improving their selection of new talent perimeters.
They can introduce various selection test so the new workforce should be according to the merit.
Also they can improve their job analysis process so that they can have proper Job description and
job specifications for their current vacancies.

11 | P a g e
 2. Improved Performance Appraisal
CMS can use big data for improving their performance appraisal strategies
they can introduce new methods and measuring performance measure so that accurate
performance appraisal came forward and company can identify the bad bugs which currently is
insufficient.
3. Improve the Incentive Packages
CMS can use big data for analyzing set new and improved incentives or
bonuses for achievement of targets. In this they can also keep in view of performance appraisal
results and also set the perimeters or checkpoints to qualify for the incentive which can boost the
employee motivation and targets will become challenging and it will be very beneficial for the
company.
4. Increase the employee retention rates
CMS can use big data to analyze when it’s time for a raise or to make
the challenging tasks for the employees so that time energy and money invested by the company
can help to obtain positive results. So, some strong parameters are to set which can tell you to
when challenging task are needed of promotion is necessary or raise is required.

Big data also provides the opportunity to company HR ability to make strong objectives and
overall better and accurate decision about the employee’s future and also for the company.

HRM and knowledge Management Linkage:

Knowledge management requires both effective and efficient information management skills and
HRM practices. Nowadays knowledge management have become a knowledge asset for the
company. Knowledge plays an important role in company. It distinguished from data and
information. Data represents observation and facts. Knowledge shows value based on the
meaningful organized accumulation of information through experience, communication or
reference.
Knowledge Management is very beneficial for the company with the help of knowledge workers.
The knowledge workers should train from the following angles:
• Cultural Adjustments:
The staff has to be trained to so that they can share their knowledge with others
or share their experience with other staff members. Motivation of knowledge workers can help
the organization to store their information for further sharing and benefits for the company.
• Coping with Technology
There are different versions of technology and persons who is used to one
version of technology cannot cope with another version. In these case employees become

12 | P a g e
reluctant so proper training is very important so that employees can stay updated and efficiently
perform their tasks.
• Leadership Issues
There should be knowledge managers for solving the leadership issues because
knowledge managers have skills and knowledge and also with their experience, they know how
to organize the situation and provide productive use of knowledge resources.

Impact of new digital technologies on HRM practices:

As we are in the innovative era technology advancement is very common. New modules are
introduced on daily basis different software’s are introduced and HR department have a great
responsibility on providing training to their staff so that they can stay updated about new
technology and modules in market.
New digital technologies are introduced different opportunities in HRM practices which are
stated as follows
• Talent Search
Now talent search is also become very easy to do as the companies can post
online adds and provide job vacancy alert on social media. These job vacancies are not limited to
internal organization and but also available to external sources through social media.
CMS emphasize on social media sites and also utilize the internal references and external
references in the hunt of particular talents.
• Employee Training
Employee training can be helpful because it improves the worker capabilities
on the job and off the job. CMS have portal where employees can access the training material
and also done on the job training with the help of third parties like sidat hyder.
Also, CMS emphasize and encourage their employees to visit different industries of our clients
and learn from their and implement into the company.

• Data Management
Data management is very important nowadays because job routine is become
very fast and manual paperwork does not allow data retrieval in efficient way. So, some sort of
electronic image or cloud server are required so that companies can easily adapt them and
retrieve their required data.
CMS also have cloud servers present in their head office which is maintained and blackened
support is done by internal and external supervisors. These servers allow CMS to make their

13 | P a g e
daily operation smoother and retrieve data in quick manner. Also, they can make hardcopy
anytime by accessing their servers.
• Performance Measurement
Positive performances in the organization can provide overall success in
achieving their targets and also act as motivating factors for the employee’s.
CMS also measure their employee’s performance by checking attendance records. Work task
duration checks and the target achievement factor also comes to mind.

Recommendation & Conclusion:

Capital Marketing Services is a big player in logistic industry, to maintain its brand image and
retain market share with in Pakistan, they had to adopt new trends as well as they had to improve
its big data analytics to enhance it HRM practices & knowledge management linkage with HRM
to retain quality skilled drivers. As we know that logistic is a service industry and time is
important factor for delivery of goods to customers’ destination for this purpose CMS in real
world needs best workforce.

14 | P a g e