HUMAN RESOURCE MANAGEMENT:

GROUP MEMBERS’ NAME

Hasnain Ahmed (37337)

Vishaka (30082)

Abdul Razzak (37303)

Faizan Haider Abro (37286)

Shah Saud Ahmed(38686)

REPORT’S TOPIC

Employee Relations and Its Effect on Employee Productivity

COMPANY NAME

KEENU

PROGRAM

B.B.A

COURSE

HRM

INSTRUCTOR’S NAME

Ma’am Ambreen Malik

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ACKNOWLEDGMENTS

Special thanks to
our teacher whose teaching inspired and enabled us to write this report.

Although we have put efforts in this project. But, it would not have been possible without the
kind support and help
we are highly indebted to of many individuals and organization. We would like to extend our
sincere thanks to all of them

(KEENU) for their guidance and constant supervision as well as for providing necessary
information regarding the project & also for their support in completing the project.

Thanks to KEENU Pvt. Ltd and its highly professional team of top management for
their guidance and support.

Also special thanks to Ma’am Ambreen Malik

Corporate Manager Industrial Relation/ HR
We were very obliged & honored of his taking responsibility of our presence at Keenu entrusting
us the reputation and prestige of
Iqra university.

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EXECUTIVE SUMMARY

Keenu is the payment network brand of Wemsol Private Limited. The team comprises of a mix
set of seasoned personnel from industries such as banking, marketing, distribution, and
Information Technology. With Keenu you get everything under one roof: Payment Options,
Payment Processing, Loyalty Programs and value added services that translates into better value,
security, reliability and customer service. Additionally, Keenu offers a host of features, benefits,
and privileges that help grow your business manifolds. Keenu offers complete B2B payment life
cycle through its conventional, and innovative offerings such as: Relieve yourself of the stress of
managing cash daily and use our tools to help you start selling more today.

The company do workforce planning when their work load increase or when they have the
vacant positions, then they use the external employment agencies mostly head hunter for
generating CVs, other sources of recruitment are references and university recruitment. They at
least gather 4 selective candidates that go through further selection and testing process. The
employee firstly go through the assessment center where he/she is tested and once they clear the
test. The next step is interview where employee go through one on one and sequential basis
interviews and in the last if employees clear all the steps successfully then the company offer the
candidate job package.

Once the employee come on board company conduct two days orientation program for him/ her
where HR manager and supervisor aims to familiarize the employee with the company. 
Secondly,the company follows the number of different employee relationship practices to
increase the productivity of employees these practices are: give employees access to decision
maker, offer a path for resolving HR issues, offer non-monetary benefits (tour tickets, restaurant
vouchers), weekly team meetings, organize events, promote work life balance, recognize a job
well done, employee satisfaction, leave encashment allowance, medical allowance, maternity
allowance, and be authentic. Keenu follows all these practices very strictly because these
practices increase the productivity of employees.

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TABLE OF CONTENTS
ACKNOWLEDGMENTS...........................................................................................................................2
ABOUT THE ORGANIZATION:..............................................................................................................6
IN-STORE PAYMENTS.............................................................................................................................7
RETAIL INTEGRATION............................................................................................................................7
WORK-FORCE PLANNING:...........................................................................................................................9
WORKFORCE PLAN – BUILD AND BUY APPROACH:.....................................................................................9
OLD WORKFORCE:.......................................................................................................................................9
PROCESS OF RECRUITMENT:.....................................................................................................................10
1. INTERNAL PROCESS:......................................................................................................................10
2. EXTERNAL PROCESS:......................................................................................................................10
DATA BASE MANAGEMENT:......................................................................................................................10
1. UNIVERSITY APPROACH:....................................................................................................................11
2. INTERNAL APPROACH:.......................................................................................................................11
3. EXTERNAL APPROACH:......................................................................................................................11
CHALLENGES OF RECRUITMENT:...............................................................................................................11
1. INTERVIEW- APPROACH:................................................................................................................12
ONE-ON-ONE INTERVIEW:...........................................................................................................12
SEQUENTIAL INTERVIEW:.............................................................................................................12
ONE-ON-HEAD OF DEPARTMENTAL INTERVIEW:.........................................................................12
2. TEST-APPROACH:...........................................................................................................................12
I.T – BASED TESTS........................................................................................................................12
PSYCHOMETRIC TESTS:................................................................................................................12
CRITERIA FOR THE SELECTION OF EMPLOYEE:...........................................................................................13
1.TRAINING OF NEW SELECTED EMPLOYEE:..................................................................................13
2.BACKGROUND CHECK:................................................................................................................13
TRAINING AND DEVELOPMENT OF THE EMPLOYEE..................................................................................13
ORIENTATION PROCESS:............................................................................................................................14
TRAINING NEED ANALYSIS OF KEENU…………………………………………………………………………………………………....14
CONDUCTING TRAINING NEED ANALYSIS OF KEENU……………………………………………………………………………..14

1. FOR NEW EMPLOYEES……………………………………………………………………………………………………………...15

2. FOR CURRENT EMPLOYEES………………………………………………………………………………………………….. 15

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 PERFORMANCE APPRAISAL………………………………………………………………………...… 15
 OBSEVATION BY SUPERVISORS……………………………………………………………………... 15
 MEETING WITH EMPLOYEE OR HIS OR HER SUPERVISOR………………………………. 15
VARIOUS EMPLOYEE RELATIONSHIP PRACTICES BY KEENU……………………………………………………………...…. 16

1.EMPLOYEES SATISFACTION……………………………………………………………………………………………………. 16
2.GIVE EMPLOYEE ACCESS TO DECISION MAKERS…………………………………………………………………….. 16
3.OFFER A PATH FOR RESOLVING HR ISSUES…………………………………………………………………………….. 16
4.OFFER NON MONETARY BENEFITS…………………………………………………………………………………………. 16
5.WEEKLY TEAM MEETINGS…….……………………………………………………………………………………………….. 17
6.EVENTS…………….……………………………………………………………………………………………………………………. 17

7.PROMOTE WORK-LIFE BALANCE:................................................................................................17

8.RECOGNIZE A JOB WELL DONE:..................................................................................................17
9.Be Authentic:..............................................................................................................................17
10.LEAVE ENCASHMENT…………………………………………………….…………………………………………………….. 17

CONCLUSION……………………………………………………………………………………………………………………………………….. 18

REFERENCES…………………………………………………………………………………………………………………………………………. 19

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ABOUT THE ORGANIZATION:

In 2011, Wemsol Private Ltd was founded. Operating as an innovative payment and technology
service provider for the financial and retail sector, Wemsol has a customer-centric focus.

Keenu is the payment network brand of Wemsol Private Limited. The team comprises of a mix
set of seasoned personnel from industries such as banking, marketing, distribution, and
Information Technology. Each individual offers a unique set of skills required to offer innovative
payment solutions, loyalty solutions, and services to merchants, financial institutions, and the
corporate sector. Our network spectrum covers all categories from dining to travel to lifestyle
categories.

With a merchant-centric approach, Wemsol has helped banks, and telecom operators provide a
better retail, and checkout experience to their consumers. With the vision of becoming the best
merchant acquirer in Pakistan, Wemsol is striving to add value to its merchants, and partner
institutions through continuous product development, and merchant support services. With
Keenu we wish to go beyond this, breaking down barriers that both, customers and merchants
face in terms of payments. Quite simply, we intend to create an environment where you can
make payments effortlessly, regardless of the mode of payment.

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SERVICES:

IN-STORE PAYMENTS
The inception of Keenu began with the aim of making the shopping experience for customers the
best it can be.

With our in-store payment services, customers can rest assured that they’ll be able to pay, hassle-
free, wherever they shop. Through our set of services dedicated towards simplified and secure
payment services for our customers who are pressed for time, Keenu not only confines itself to
payment platforms, but also offers the best of customer experience.

With a rapidly growing network of POS terminals deployed all over Pakistan, we are happily
growing and strengthening relationships with our customers through our promise of providing an

exceptional service, resulting in growth of their businesses.

 
RETAIL INTEGRATION
To build up a unified retail experience, Keenu provides merchant with a better and simpler retail
experience. Merchants can integrate their cash register with payment POS to improve the
payment cycle.

Keenu’s solution will fit best for informed decisions and proper payment reconciliations related
to card payments. Thanks to the service, merchant can benefit by identifying the segmentation of
various cards and banks, integration with the back-end system of the retail merchant, reduce
checkout time for customers, eliminate chances of fraud, decrease chances of error while
punching amount, and have an automated day-end reconciliation.

Keenu now forays into the consumer market with its Digital Wallet. Pakistanis can now make
Jhatt Payments and can get Patt Rewards!

With the changing living patterns of today’s consumers, their demand for convenient & hassle
free solutions has shown an abrupt growth in the retail and e-commerce segment in Pakistan. By
keeping in view the prevailing trends and being part of the payment sector since half a decade,
Keenu now extends its muscles to cater Pakistani consumers by providing them with a world,
which complements their busy lifestyle in the form of innovation and excitement, through
digitization of payments in the shape of Digital Wallet.

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Keenu Wallet revolves around providing a hassle-free purchase experience covering everything
that an individual deals with, in his/her daily life. As stated by Ali Islam, the Head of Business,
“We have made what consumers have been clamoring for, a secure, simple, quick and a
rewarding payment experience – no frills attached”.

The prominent features of the Program include retail/online purchases, bill payments, mobile
recharge, and request & make payments and to top it all off, every payment and purchase is
linked with instant cashback and rewards. Keenu rewards you back instantly on every purchase.

Now, no need to worry about carrying cash around! Keenu Wallet provides them with a cashless,
quick and rewarding payment experience! Getting on board with Keenu is very simple and
quick! All that needed is registered mobile number, email address, name and they are good to go!

Use Keenu to experience the dynamic change of how a consumer makes payments for
retail/online and bills. The COO of Wemsol (Pvt) Ltd, Saad Niazi says that “Keenu is working
towards digitizing consumer’s everyday lifestyle, and ultimately establishing Pakistan as a digital
economy”.

Furthermore to add, our company’s CEO, Mr. Ejaz Hassan also says that “Pakistani consumers
are changing and so is the way they want to pay! Hence no one has time for lengthy processes in
their busy lives, but at the same time they want to feel valued”

So what’s the wait for now? Just sign up and enjoy making payments securely, quickly and in
turn get valued with instant rewards.

Explore Keenu Wallet by signing up on www.keenu.pk.Mobile application is also available

as Keenu on Google Play and App store.

FUNCTION OF RECRUITMENT OF EMPLOYEE SELECTION:

The company generally not hire the people periodically, but they plan their workforce according
to the situations or the positions vacant in the respective departments.
If we talked about the proper recruitment process of kennu, the company’s concerned line
managers identify the need and present the recruitment summary to the respective Head of
Departments and then Operation Head standardize the job specifications (age, qualification,
computer skills, competency, behavior) and give that specifications to the H.R. department. After
that. By analyzing the job specifications thoroughly, they prepare the Job description JD for the

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respected positions aligned with benchmarked competencies which company set to ensure.
As per our knowledge, the kennu doesn’t generate the pool of candidates by itself so after the
completion of JD, the H.R department contacted the Head Hunters and demanded number of
candidates for the vacancy. The employment agencies then generate the demand and screened
out or filter out the candidates and then shortlist based on JD by their own, after that they will
give the list of candidates to the company so that company will now select the candidate which is
best for that position and then to start further selection criteria to meet the recruitment process.

WORK-FORCE PLANNING:

Human capital planning of keenu is based on the vacancies left in the company after the out turn
of employee and in the time of having work-traffic in the company. keenu don’t plan their work
force on annual basis but in the time of need only to meet its requirement and fulfill the
company’s procedures.

WORKFORCE PLAN – BUILD AND BUY APPROACH:

Through build and buy approach, Keenu choose their workforce based on the positions’
requirement, if the position requires experienced employee then they use “Buy approach” for
filling the vacancy or if the company need freshers they use “Build approach” to meet its
obligatory labor need procedures.

OLD WORKFORCE:

Keenu is the company which have some policies regarding the old workers which work in their
organization. Keenu use flexible work hours system for their old work force and they have some
soft corner towards their old workers which remain loyal to the company and give their best to
the company in every difficult situation. The old work force has flexibility towards work
schedule they give relief in their usual work-time and have permission at some extent to the
employee to select the time for their work.
Along with flexibility they Also compensate the old employees after their retirement and as per
government regulations they give Provident Fund PF to the employer according to EPS system

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as per government amount criteria selected for the respective employees according to respective
positions.

PROCESS OF RECRUITMENT:

Keenu use two of the following recruitment processes:

1. INTERNAL PROCESS: Keenu use the internal process of recruitment when they
want to fill the vacancy within the organization. They compare some of the competent
employees for the respective position and select the benchmark for it. After detailed
analysis of employees based on qualification, experience, performance appraisal and
other expertise the company select the employee which match to its benchmarks to
achieve its strategic goals.

2. EXTERNAL PROCESS: Keenu use the external process of recruitment in the

following ways:
1. The line manager of concerned department requested the operational manager to fill the
vacant space of the position in their respective department.
2. Operational manager made the job specifications pf the respective position and then asked the HR
department to complete the further process.
3. HR department then made the Job description and give it to Head hunter and employment
agencies for the generation of Candidates.
4. After that the HR department, line manager and operational head of department involves in
choosing the best candidate for that position.

DATA BASE MANAGEMENT:

As by research above Keenu company use employ agencies and head hunters for their
recruitment
practices so they do not have proper CV-data base management system. They demanded from
employee agencies, only 4-5 candidate's CVS to fill the position as per jd's requirement. All the
procedure from generating the pool of candidate to screening out of resume taken place by
employee agencies and head hunters, and they manage the data base system with in their agency
but not Keenu, the company just have to select the best candidate to fill the position in order to
meet the strategies of business

APPROACHES TOWARD RECRUITMENT:

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The company use three of the following approaches for fulfilling the recruitment process:

1. UNIVERSITY APPROACH:

Keenu use the university approach for recruitment practices by giving the JD’s to the university
so that they get highly competent students to include in their workforce to achieve strategic
organization’s overall long-term vision.

2. INTERNAL APPROACH:

The company used internal approach whenever the position gets vacant, so they recruit the
employees of their own, by comparing with other specific internal employees based on
qualification, experience, skills and expertise, performance appraisal and decision-making skills
for the respective position to select the best candidate.

3. EXTERNAL APPROACH:

Keenu use the private employment agencies to meet its external recruitment process. They use
“HEAD HUNTERS” for executive posts and employment agencies for the managerial and lower
level posts. Mainly they use head hunters and employment agencies based on reputation in the
market, present rating scale which they acquire and most importantly they choose based on their
budget. Following are some employment agencies which Keenu use for their external
recruitment process:
1. HRSG (Human Resource Global Service) – rated
2. H.R-PRIME (Prime Human Resource Service) – rated
3. HRIS (Human Resource Information System)- rated

CHALLENGES OF RECRUITMENT:

1. The main challenge in that lack of skilled, quality challenge Keenu faced as candidate
doesn’t match with the job description given by employee agency, not fully meets the
requirements, the area of expertise, the area of interest and their skills not fully meet the
job position.
2. The second main challenge face by Keenu is to detailed background checking of selected
candidate because their recruitment policy depends on the head hunters and employee
agency not by on their own self so there must be any employee dishonesty and doubt on
the credibility of candidate

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3. The other challenge is misinterpretation of employee to the company so that if any how
the company recognize the misinterpretation of information they fired the employee
quickly, but the monetary cost and time wastage is unbearable.
CRITERIA FOR THE TESTING OF EMPLOYEE:
After receiving CVs from employee agencies the next step towards the HR practice is to select
the potential candidate which is best for their organization. Generally, Keenu consider maximum
4 CVS for the respected position given by employment agencies and then interviewed the
candidates 3 times to complete its selection or rejection.

1. INTERVIEW- APPROACH:
 ONE-ON-ONE INTERVIEW: It is the company’s initial interview. The
company’s HR manager conducted a one-on one interview session with the selected
candidates to identify whether they are applicable for the seat of job or not.

 SEQUENTIAL INTERVIEW: The sequential interview done by the company’s

HR department’s officers along with the line manager of the respected department, it is
the second interview by selection of candidates in this the line manager choose some tests
criteria to examine the candidate’s potential level whether they are deserving one or not
or based on this evaluation along with academics the candidates’ evaluations taken place.

 ONE-ON-HEAD OF DEPARTMENTAL INTERVIEW: This is the last

step towards the selection of candidates where the candidates passes 1st and 2nd step they
interviewed by the Head of department to complete the selection procedure.
All the interviews done by the Keenu are unstructured and one on one or panel interview help
them to evaluate the candidate selection properly.

2. TEST-APPROACH:
The criteria which meets for the selection of candidate is based on purely test level. The level of
tests is two types:

 I.T – BASED TESTS: In this type of test the candidates have assigned to perform
various tasks the kind of tasks which they perform related to information technology
field. Computer based tests are used in for selection of employee. Also Programming,
C++ and computer aptitude tests alike tests are used to test the candidates.
 PSYCHOMETRIC TESTS: This is other kind of test they used for the selection
of candidate to get knowledge about the candidate’s personality and their inner personal
traits, their numerical reasoning ability along with the situational and decision-making
skills.

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Following tests are used to evaluate the candidate’s ability that whether they are reliable for the
company’s job position and will give their best to help the company to achieve its strategic goals.

CRITERIA FOR THE SELECTION OF EMPLOYEE:

As per our analysis Keenu company choose the validity criteria for the selection of employees, in
which the manager or interviewer evaluate the employees’ performance based on behavior
related to job or by some other behaviors given to them.
following steps are used in the selection of employees of Keenu:
1. Firstly, they analyze the job technical, I.T based or other of fields.
2. Then they choose or made the test in accordance to that job criteria. Whether the test
should be technical, psychometric or I, T based on decisional of type
3. Then they administer the test based on the type to evaluate candidates’ performance.
4. Then they relate or match the test scores with the standard they benchmarked,
5. Then they cross check and then select the candidate which is best for that position.
Now the candidate has been selected and they have 3 month of probation period.

After Selection:
keenu train the new employee and measure their behavior, work performance and evaluate or
cross check information which employee given to him.

1. TRAINING OF NEW SELECTED EMPLOYEE : As the employee is

selected but it is in their probation period where the candidate turns out the job or the
company just fired the employees by their own because of some consequences. Also
evaluate the behavior of employees or evaluate the work performance of employees so
that they just take their selection decision back.
2. BACKGROUND CHECK: Also, in the selection of employees Keenu check the
proper detailed background of their employees in order to clarify their honesty that at
what extent they give right information to the Keenu the company check the references,
background employments, criminal records, driving license, credit checks in order to
evaluate the proper personalityoftheemployer.
In any case any mis interpretation of information taken place by the side of employee
lead to fire the employee because of their dishonesty.

TRAINING AND DEVELOPMENT OF THE EMPLOYEE

Keenu have great practices of recruitment and selection, candidates are tested in several stages
and they designed every step in a way that filters out the candidates that best match with the job
and overall company requirement, but Keenu recognized this fact very well that only selecting
the best employee with all the desired competencies not guarantees that they perform well,
because they know that even high potential employees can’t perform well if he/she doesn’t

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know what to do and how to do it, and this what Keenu orientation and training is all about.
Their HR department makes sure that employees know the what and how of their jobs, like any
other company Keenu HR department with the coordination of other departments design and
implement off the job training programs and supervisors of every department does day-to-day
(on the job) training and orientation process, here supervisors/manager perform most of the
training functions with the guidance of HR department.

ORIENTATION PROCESS:

The first step of training in Keenu is orientation, once the employee is selected and he/she
accepted the offer of the company, after this the training part begins for the employee. From the
very first day of the job, company starts the training of the employees to make them ready to
perform efficiently in order to achieve their short- and long-term goals.
The orientation process of the company lasts for two days in which HR department and
respective department supervisor perform the orientation process. On the first day, when
employee complete all the paper work .Keenu HR manager attempts to develop the employee
understanding about the company by telling him/her about the company management, history,
culture, mission, vision, values, product and services after this the manager educate the employee
about basic matters like duty hours, break timing, prayer place, ID card rules, and then after
giving code of conduct handbook the manager formally inform the employee about company
rules and regulations, performance standards, monetary and non-monetary benefits, safety
measures and finally after giving a faculty tour and introducing the new employee with the
managers of every department, manager handover the new employee to his respective
department supervisor and from that point he continuous the training process by firstly giving the
overview of department working processes, technical aspects of the job, reporting and
supervisory relations( to whom he/she is going to report or who will report to him), performance
standards of the job and introduce him/her to his/her new colleagues. In remaining time, the
employee analyzes the overall organizational practices, culture, way of working and write down
a report about his/her experience and company also encourage the employee to share the week
points so they can improve and correct those flaws.

TRAINING NEEDS ANALYSIS OF KEENU:

It considers the strategic objective of Keenu as well as the individual career goal to determine
training needs. The purpose of Training Need Analysis of Keenu is to identify the gap between
employee training need and actual performance.

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CONDUCT TRAINING NEED ANALYSIS:
Training need analysis comes from Job analysis. The standard taken from Job Description and
certain techniques were also involved in Training Need Analyses. Before training begins, Keenu
conduct training need analysis with the collaboration of concern department and HR department.
In which they identify the gaps between an employee’s skills and the skills required for effective
current job performance or gaps between an employee’s skills and the skills needed to perform
the job successfully in the future

1: For New Employees:

Keenu give two-week basic on the Job training to any new employee and then NIFT design
other training based on training needs analysis. Keenu identify the need of training by comparing
job responsibilities through Job Description and Job Specification (tasks) and employee’s actual
skills and performance. Manager uncover training needs and potential by reviewing performance
standard and if new employee has potential to perform extra task then Keenu designs their
training with old employees as well in some cases.
2: For Current Employees:
Firstly Keenu identify the need of training by Performance Appraisal of an employee through
that they analyses the gap, after that they design trainings accordingly, secondly when there is a
need to learn new skills to efficiently cater the work load Keenu design different training
programs and they also identifying the potential employee. Keenu design different trainings for
potential employees and the purpose of these type of trainings is to skilled employees for secure
the problems of future such as any employee left the job suddenly the in Keenu must has
possible alternatives means skilled employees, by this approach they cater these kinds of
problems easily and this approach helps for the personal development of an employee.
There are different methods through which Keenu identify current employees training needs.
 Performance Appraisal:
Performance gap is analyses by performance appraisal of current employee. Performance
appraisals identify a company's top performers to ensure the most productive delivery of
pay raises and promotions. Employee reviews also can reveal areas of weakness and
potential improvement in the workforce, so Keenu always get feedback from their
employees for further improvement and helping to identify training needs. Continually
updating training programs based on performance appraisal feedback boost their
workforce’s productivity and efficiency over time.

 Observation by supervisors:
Supervisor monitors the work of an employee. If they find some kind of mismatch in
between the job responsibility and actual performance then they easily identify the need
of training and select the employee for training.

 Meeting with the employee or his or her supervisor:

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If any problem is identify through performance appraisal then HR personnel design
meeting with the employee or his/her supervisor to identify the need of training

VARIOUS EMPLOYEE RELATIONSHIP PRACTICES BY KEENU:

1. Employees Satisfaction:
Managers who focus on employee relations devote a significant amount of their time to
measuring and ensuring job satisfaction. They use tools such as employee focus groups,
surveys, one-on-one conferences with supervisors, managers and exit interviews to
determine the causes of low employee morale. The most effective task employee
relations managers have is identifying what underlies employee satisfaction and resolving
matters that cause dissatisfaction in the workplace. That being said, best practices involve
developing action plans and establishing goals for correcting workplace problems --
always in a top-down direction with the support and assistance of executive leadership.

2. Give Employees Access to Decision Makers:

Line Managers and supervisors of keenu, by eating breakfast or lunch with employees in
the cafeteria or break room. This small act goes a long way in convincing people the
management truly cares about employees, does not view itself as superior, and
encourages open communication.

3. Offer a Path for Resolving HR Issues:

Assume one of your employees strongly disagrees with the way their supervisor approves
requests for time off, claiming discrimination. Does he or she feel free to discuss the
issue with that supervisor, knowing there is a clear path for pursuing dispute resolution
all the way to the CEO’s office? Or would that frustrated employee call a union
representative to get another opinion on resolving the issues?
It is important to have policies and procedures for problem resolution. Keenu uses
alternative dispute resolution (ADR), a process for resolving dispute to allow an
employee take the issue to the very top for resolution.

4. Offer Non-Monetary Benefits:

Some companies give employees a 3 percent pay raise for good performance, but the
extra money is not likely to engage or motivate. Why? It is an extrinsic reward that gives
short-term satisfaction and then becomes a norm. Also, the employee likely believes it is
well-deserved, long overdue and not enough money. How engaging is that? Of more
meaning are personalized benefits and rewards. Keenu provides non-monetary
recognition to their employees via the Achievers software program for doing great work
or contributing quality ideas. For example Keenu provides tour tickets for different
countries like, Dubai, Thailand, and also provides free dinners vouchers of different
restaurants to their employees.

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5. Weekly Team Meetings:

Keenu arrange weekly team meetings in which everyone come together on a common
platform and discuss whatever issues on their mind. The meetings must not be too formal.
Leaders should start and end the meeting with a positive tone, provide updates and get the
group involved.

6. Events:
Keenu celebrate birthdays, holiday parties, and other occasions at the workplace. These
small initiatives actually go a long way in strengthening the bond among the employees.
Allow them to decorate the office, their work stations and make all the necessary
arrangements themselves. Employees will actually take the initiative and organize things
on their own. Let them enjoy each other and have fun.

7. PROMOTE WORK-LIFE BALANCE:

Work-life balance matters, and it is becoming an increasing concern for the employees.
Keenu creates a work environment that promotes work-life balance and gives the
employees the flexibility to balance both aspects of their life will improve relations and
ultimately create a strong team.

8. RECOGNIZE A JOB WELL DONE:

A simple “thank you” and a handshake for a job well done can go a long way. Keenu
recognizes their employees’ efforts on a regular basis will help keep them engaged, and
they will be more open to working with and communicating with management, not
working against them.

9. Be Authentic:
No one likes fake people, especially fake people in management positions. When
communicating with your team, just be yourself. “A study by Blessings White found that
managers who showed their human side were rated 59 points higher on critical skills
among employees”. The management of Keenu always sincere, honest and truthful with
their employees.

10.Leave Encashment:
Keenu provides the facility of leave encashment. Leave encashment refers to an amount
of money received in exchange for a period of leave not availed by an employee.
Encashment of accumulated leave can be availed by an employee at the time of
retirement, during the continuation of service or at the time of leaving the job.

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CONCLUSION

In conclusion we can say that, strong and effective employee relations generally lead to a better
performing organization. Employees want a culture where they are comfortable with each other,
share a good rapport and work in close coordination towards a common objective. A healthy
relation among employees promotes a positive workplace and employees feel happy and satisfied
at work. They look forward to going to work and contributing to the mission, vision and goals of
their employer.

pg. 18
HUMAN RESOURCE MANAGEMENT:

REFERENCES
 https://www.keenu.pk/Merchant/
 https://www.keenu.pk/Merchant/services/
 https://www.keenu.pk/Merchant/about-us/

pg. 19