HUMAN RESOURCE MANAGEMENT

(ISMAIL INDUSTRIES LIMITED)

SUBMITTED BY:

SUFYAN SHAHID - 39114

OSCAR RODICKS – 39113

SHAMROZ - 39201

SUBMITTED TO:

MISS ABIDA SHAHEEN

(08-APRIL’ 2019)
 TABLE OF CONTENTS

INDEX
1 Executive Summary 3

2 1. Introduction and Background of the Company 3-5

3 2. Human Resource Management Issue 5–7

4 3. Analysis of the issue in the organization 7-8

5 Recommendations for Improvement 8 - 10

6 4. Conclusion 11

7 Reference 12

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 Executive Summary:
The project is about the problems or issues which are been faced by the Human
Resource Department of the Organization in which we conducted a interview of an HR.
In this report, we identified some of the issues faced by the Human Resource
Department of Ismail Industries Limited (IIL). The most important and major issues
faced by Ismail Industries Limited was the Recruiting and Selection Process at the time
of hiring of an employee or filling a gap for the company. Ismail industries limited prefer
internal recruiting of employees over the external recruiting of employees and if internal
employees of organizations are not available for the position then organization will do
external recruitment. The candidates usually neglect the company’s offers after waiting
for a month and then they ask for negotiations etc. So the company now should take
steps like to ask for Acceptance of Resignation or keep a candidate on standby
because the human resource has to waste a lot of time and efforts if the candidate

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rejects the offer after committing to the company at the time of interview. This study was
a great learning experience for us in which we came to know about the weaknesses of
the company and how should they tend to improve on it for the betterment of the
company.

ISMAIL INDUSTRIES LIMITED

Ismail Industries Limited is one of the largest food companies in Pakistan,

manufacturing a wide range of Products like biscuits, snacks, jelly under the brand

names of CandyLand, Bisconni, SnackCity and Astro Films respectively.

MISSION STATEMENT

The Company’s objective is to provide the best, high quality and the healthiest food

items that market has to offer.

VISION OF THE COMPANY

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Their Aim is to become the largest seller and exporter of food products. Their aim is to

serve the local and international markets with its food product in more than 40 countries

of the world. Their global clients include large importers and distributers, retail chains,

supermarkets and grocery stores.

INTRODUCTION OF THE ORGANIZATION

Ismail industries limited (IIL) was established in 1988 with their first flagship brand

known as Candyland.with their Head office at 17 Banglore Town Shah rah Faisal,

Karachi. Candyland is one of largest producer and exporter of confectionary products in

all over the Pakistan. After achieving the success in Candyland, Ismail industries

establish their another brand in 2002 which is known as Bisconni and after than

Snackcity.

Ismail industry limited currently have eight factories in all over the country which are

located in Lahore, Karachi & Balochistan. Ismail Industries has established itself as the

largest confectionery manufacturer as well as largest confectionery exporter in Pakistan.

Ismail industries exporting their products in more than 40 countries which include USA,

Europe, Australia, Africa and the Middle East. Over the years, Ismail Industries has

expanded horizontally by launching brands such as Bisconni (biscuits and cookies) and

SnackCity (chips, peanuts, etc.), as well as Astro Plastics, which manufactures packing

and plastic films. They have a dedicated Research and Development department that

focuses on developing the best-in-class products. Quality is their prime concern, which

is why Strict Quality Assurance Programs are conducted at all levels within the

organization.

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 HUMAN RESOURCE MANAGEMENT ISSUE

RECRUITEMENT AND SELECTION

Recruitement and selection is considered as one of most important issue for the Human

resource managers in the organizations and it is one of complicated process for the

human resource managers because hiring the right person for the right job is one of the

major responsibility of the Human Resource managers. There are several methods of

recruiting used in the organizations. Recruiting method depends upon the type of job

which are offered by the organization. Every business and organization has its own well

defined recruitment process.

Employee recruiting means finding attracting applicants for the open position of the

employee in the organization. The larger pool of candidates will help the organization to

find the best employee for the open position in the organization

PROCESS OF SUCCESSFUL RECRUITEMENT AND SELECTION

 IMPROVE CANDIDATES POOL WHEN RECRUITING EMPLOYEES

 INVOLVE EMPLOYEES IN THE HIRING PROCESS
 PAY BETTER THAN YOUR COMPETITORS
 USE YOUR BENEFITS TO YOUR ADVANTAGE IN RECRUITING EMPLOYEES
 CHECK REFERENCES WHEN RECRUITING EMPLOYEES

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RECUITEMENT THROUGH INTERNAL SOURCE

Recruiting through internal source means hiring the employees from within the
organization. Finding applicants from those who are currently employed in the
organization.

 INTERNAL SOURCEOF CANDIDATES

 Transfer
 Promotion
 Employee Referral
 Former Employee

ADVANTAGES OF INTERNAL CANDIDATES

 Organizations have perfect knowledge for strength and weaknesses of their

employees
 Internal employees required less training and orientation program for the new
position.
 Candidates have a strong commitment with the organization.

DISADVANTAGES OF INTERNAL CANDIDATES

 Sometimes organizations won't be able to find the perfect employee with in the
organization.
 Failed applicants become discontented. Employees from within the organization

are known as recruitment through internal source

RECRUITEMNT THROUGH EXTERNAL SOURCE

Recruitement through external source means hiring the employees from outside the

organization and it took a much more time than recruitment through internal candidates.

 OUTSIDE SOURCE OF CANDIDATES

1. Advertising

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 2. Recruitement via internet

3. Executive recruiters

4. College recruiters

5. Employment agencies

6. Referrals

ADVANTAGES AND DISADVANTAGES OF EXTERNAL RECRUITING

External recruiting of employees in the organization carries both advantages and

disadvantages.

 ADVANTAGES OF EXTERNAL RECRUITING

 External recruitment builds a larger pool of applicants, which increases chances

for the organization to hire the right person for the right job.

 External recruitment of employees also allows a organization to target the key player from

which an organization can compete successfully.

 DISADVANTAGES OF EXTERNAL RECRUITING

 Time consuming

 Cost effective.

 Damage the morale of employees.

ANALYSIS OF THE ISSUE

The effectiveness of any organization is based on the ability to identify, evaluate, and

develop strategies to solve problems within their organization. There were some minor

and major problems faced by the organization such as Carrier growth opportunities,

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selection and recruitment, no proper policies within the organization, Old technologies

etc.

Recruitment & Selection

One of the major issues faced by this organization is recruiting and selection. According

to the interview that we had conducted, this was the major issue for the company as at

the time of selection they have a major problem, the person who is recruited and

selected for a position accept the job offer and then they ask them for a time to join the

company. They usually ask around a month so they could resign their current job which

they are working in, Then when the time passes and the joining date arrives they

usually say that my current company is not leaving me or they want some negotiation in

their salary which is a difficult time for the company because after waiting for around a

month then once again they are at zero level.

EFFECT ON THE COMPANY BY THIS ISSUE

The organization and especially the Human Resource Department Is mainly affected by

this issue because obviously they work very hard to finding out the right candidates for

the right job, conducting interviews which may takes weeks or sometimes month so find

the right person and once that right person is selected and neglects or declines the

company offer after the company has waited for a month so it is a total waste of time

and efforts and the company when the company is already suffering from manpower so

it may affects the work of the company which may results in losses.

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SOURCE OF CANDIDATES

Ismail Industries Limited (IIL) usually prefer internal candidates because they know the

company’s structure and norms very well and they usually are promoted to a position

that needs to be fulfilled. But even external candidates are preferred if experienced the

source from where they are selected is mainly LinkedIn and for fresh Candidates, the

Universities are preferred.

SETS OF RECOMMENDATIONS FOR IMPROVEMENT

 To cope of with this challenge/issue they should ask the individual after accepting

the company’s offer, they must provide them with an Acceptance of resignation

from their current employer so that they could not neglect the offer after.

 They shall also shortlist at least two candidates for a specific position so that

even if one candidate neglect or declines the offer afterwards then they may

have a backup and one in standby so that it could save them some time and

effort. In the future.

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 Conclusion

The conclusion of this study is that Human Resource Department plays a

vital role in the success of an organization. A Company can’t handle its

management system until and unless it has an effective human resource

department because human resource department controls all the work

process from the hiring of an employee to his retirement. The main

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responsibility of the human resource manager is to search for the

candidates who fit best for the job or with the requirement of the company

and also to motivate that employee for achieving the organizational goals

and objectives. While selecting the employee, employee’s specification

should be matched with the qualification, personal characteristics and skill

abilities which is in the job description of the company.

REFERENCES
http://ismailindustries.com.pk

https://www.thebalancecareers.com/top-tips-for-successful-employee-recruiting-
1918953

Human Resource Management – Edition 14 – Gary Dessler & Biju Varkkey Pg # 119-
121

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