LAHORE SCHOOL OF ECONOMICS

Organizational Behavior and HRM

Double Major Marketing and Finance - Section A

Submitted by:
Momin Ather Khan
Muhammad Mahad Khan
Muhammad Shaheer
Usman Naveed
Zain Bin Anser

Submitted to: Faizan Khalid

Company Name: Wanderlust Private Limited
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Introduction 3

Workforce planning process 4

Goals 5

Succession Planning 6

Forecasting tools 7

Recruiting 9

Recruitment plan 10

Hiring Practice 11

Tools Needed 11

Job position: data analyst for wanderlust pvt ltd. 12

A. Job description: 12

B. Person specifications: 12

C. Ad for promotion 13

D. Interview questions: 15

E. Selection criteria: 15

Job position: marketing manager for wanderlust pvt ltd. 16

A. Job Description 16

B. Person Specification 16

Interview Questions 19

Selection Criteria 19

Job position: financial accountant for wanderlust pvt ltd. 20

Job Description 20
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Person Specification 20

Ad for promotion 22

Interview Questions 23

Selection Criteria 23

Promotion 24

Screening 25

Selection Process 25

Hiring 27

Training 28

Organogram of the company 30

Fringe benefits 30

Diversity management plan 32

Communication strategy 34

Formal Communication 34

Informal Communication 35

Two way communication 35

External Communication 35

Office environment 36
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Introduction

Wanderlust Private Limited is a travelling organisation which was established in Lahore,

Pakistan in 2010. The first branch was in Lahore and over the years it has expanded its network
in the major cities of Pakistan. Wanderlust is different from a normal travelling agency. The
vision of the company is to promote the cross cultural understanding between Pakistanis and
other country nationalities. The company has on boarded different host families from various
countries around the world which believe in the same vision and values. They not only help in
just providing someone who can assist in a stranger country but also provide accommodation and
food which reduces the cost for the Travel Participant by a huge margin compared to the other
competitors.
The company has 111 employees present in the branches all over Pakistan. Moreover, for
effective performance and operations there are different departments in the organisation such as

● Finance
● Marketing and PR
● Human Resource
● Research and development,
● Sales
● Legal
● Business Development
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Workforce Planning Process

Workforce planning revolves around forecasting and planning of workforce and catering its
supply and demand. A proper set hierarchy is used to carry out the decisions that may involve
strategic recruitment as well. The directors are involved in setting up the objectives and goals
that are to be achieved. This process aids in having a clear objective for the whole business to
work on and all workforce is aligned accordingly. In Wanderlust, the director has set up some
basic goals to be achieved through the year as the COVID pandemic has been controlled to some
extent and people are now travelling again. The goals include:

Goals
● Revenue increase of 35% growth
● HR retention rate of 92%
● Increasing market share by 30%
● Deliver Quality Experience
● Strong Brand Image
● Collaborating with at least 10 organizations for cross projects
● Host families in 50+ countries
● Increasing Branches in 10 cities
● Stronger International Presence and growth

To cope up with the plan deliberated by the director there is a set of requirements that have been
forecasted. This forecasting is done under the already set 5 branches with 20-25 employees in
each. In forecasting each branch head is required to give a detailed report on how they aim to
achieve the set target for their specific branch. The forecasting is then sent for approval to the
board of directors, who then analyze and give feedback on it. A main part for this is the
requirement of the workforce they would need to put the plan into action. The director sets a
ceiling on hiring for each branch and the hiring is made to be dealt by each HR representative.
This ceiling is set based upon the need and trend requirement. And determining the current trend
where students need a change in the environment, especially after the lockdown, they have
assessed a positive change in the trend to their favor. So they might want to add more people
who can target these students who are willing to travel with wanderlust.
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Currently there are 25 Positions to be filled

● Stakeholder Experience Manager
● Management Trainees for departments
● Financial Accountant
● General members
● Organization And business Development Manager
● Marketing Manager
● Data Analyst

The management has been ordered to involve a change in the organizational structure as a whole.
They are monitoring the effectiveness of employees and their capabilities that in turn might favor
the company. To achieve this, the board has sent instructions to change the roles; the members
are currently working as. This would only not help them boost their actualization but in turn
might lead up to loyalty. Managers have then been advised to upgrade the people who they see
well under managerial roles and for the other positions they hire young, inspiring talent. They
would need to dissect some new roles and positions for the youth.
As the basic wanderlust model revolves around inspiring and creating awareness of this cultural
exchange program that in turn helps the youth talent to travel and gain exposure. So, hiring youth
in new roles is essential for the company to give a better quality experience.
The main question arises here is what to forecast? Considering, the already working 111
employees in 5 different branches. This area focuses on the implementation part of which there is
any recruitment needed. And if needed what sources can be used, internal hiring or external
hiring. If internal hiring is preferred then the first aim is to see the performance of employees and
if they are deserving of the promotion. Inside candidates can fill the positions for their
departments or are somewhat related to them.
And if external hiring is done then Outside Supply will fill the gap for the fresh positions which
are identified and launched.
Moreover, the company is laying emphasis on promoting the current employees to managerial
positions to whom they see fit. This is done by quantifying and measuring their success through
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the performance management tools. There is a proper set of succession planning that needs to be
involved and the following steps could be used:

Succession Planning
● Tracking performances of current employees
● Performance management tools
● Employees sensing to check who can fill the gap
● Conferencing from seniors
● Digital Archiving system for all the important resources
● Transitioning tool created so that succession pipelining is done properly and monitored
side by side by the Organizational development department.

Forecasting tools

Travelers Members needed to manage

5000 352

5500 413

6000 476

6500 523
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Host Families Experience manager

200 10

250 13

300 17

350 20

400 25
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Office work hours

9-5 pm, 6 days a week, 30 days leave allowance for all positions.
Managers and heads have office based job
Supervisors and members are offered work at home with weekend meetings in office

Sales projections (Travelers)

Optimistic Pessimistic Realistic

Normal scenario 6000 3900 4800

Crisis 2000 800 1050

situation(covid)

Economic condition
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Considering the economic condition in Pakistan it is not up to some previous years, but it's on a
recovery. This stage is crucial for us because post lockdown there is some ease in travelling
especially in places like Turkey, Malaysia, Dubai and some others. The company is aiming to be
proving more toward the pessimistic side of the normal scenario. Not only this, students
nowadays require some change in the routine, so more people are searching for opportunities like
this where they get experience and exposure to the outside world. And in a few months, things
would be moving back to the normal again. Also the hiring process would be easier considering
the amount of jobs that people have lost. So more people, and selective candidates can be chosen
from the pool of applicants.

Recruiting

The purpose of setting goals and objectives for a company is to set a direction for the business in
order to achieve them. But for this to be a success, the business needs one very crucial factor
which is its employees. Similarly, to achieve the future long term and short term objectives and
goals of wanderlust it is very important for the business to identify, recruit and polish the right
talent in order to contribute towards this movement.
Right now the business is short of 20 employees who are needed in various departments and
areas of the company. Recruiting these personnel effectively will make sure that the company is
operating effectively in the right direction. This time the company is restructuring a little as
mentioned above, new positions and roles have been introduced in 2020 for the company to
achieve its vision.
The positions to be filled are
● Stakeholder Experience Manager (4 Positions)
● Management Trainees for departments ( 7 Positions)
● Financial Accountant (1 Position)
● Organization And business Development Manager (2 Positions)
● General members (9 Positions)
● Marketing Manager (1)
● Data Analyst (1)
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As we can see that 25 young talented individuals are needed with specific skills that can be
brought into the company and recruited for its betterment and success. An effective recruitment
will contribute to the measure of success of the company and these individuals will be making
the organisation work on its key performance indicators as well. However, in order for this to
occur, a proper recruitment plan needs to take place.

Recruitment plan

Recruitment planning refers to the strategies that will be used by the business for hiring
employees. As mentioned above the workforce planning has been done which has identified that
there are certain areas and positions that are needed to be filled and now this plan will give an
insight of how those positions will be filled by the new or existing employees. These positions
will fill the gap that exists for Wanderlust to achieve its objectives by aligning the new positions
and talent with them.
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Hiring Practice

Firstly, the people who will be hiring from the company, recruiters, will be contacted and they
will be trained in order to become an official recruiter for Wanderlust according to the HR skills
and objectives of the company.
Shortlisted people will become the recruiter, who clears this short crash course in order to make
sure that they are competent people at this side of the table in the process such as interviews.

Tools Needed

Aptitude tests will be made for the candidates in order to get innovative, intelligent and
competent candidates on board. Partnership will be done with the companies that make these
tests and according to the personas which the company is targeting it can be made related to that.
Apart from this, a proper database is needed for all the candidates for contacting them and
communicating with them without any inconvenience. This doesn’t need complex software;
simply Google Sheets can be used too. It will also help in scheduling appointments better for the
candidates.
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Job Position: Data Analyst for Wanderlust Pvt Ltd.

A. Job description:

A job description is basically a document or an outline where job applicants are informed about
their main duties and tasks that the job demands for which they are applying. The job description
is usually made by the employee responsible for overseeing the selection process with the
combined help of representatives from the HR department.

Job description plays a crucial role in informing the applicants that what they are required to do
in a particular job and can help them decide whether they are able to perform the duties and tasks
that will be assigned to them.

Here, at Wanderlust, we always assign a proper job description for the job position to be filled by
any potential candidate. For a data analyst, there will be a lot of duties and responsibilities that
will be covered in the job description below:

 Responsibility for managing our master data set

 Training end users on new reports
 Generating reports from single or multiple systems
 Supporting initiatives on data integrity and normalization
 Providing technical expertise on data storage structures and data mining

B. Person specifications:

Person specifications include the skills and qualities that a selected candidate will bring to an
organization or business.

Wanderlust will be looking forward to the following person specifications when recruiting a data
analyst:

 Male or female
 Minimum age 23
 Sharpness in mathematics
 Accuracy to detail
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 The ability to analyze and interpret complex and raw data

 Ability to handle pressure
 Ability to meet deadlines

C. Ad for promotion
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D. Interview questions:

Interview questions can both be structured and unstructured depending upon the specific job
position they are linked to. For a candidate applying for data analyst position in Wanderlust, we
prepare a structured interview containing a number of behavioral, situational, and personal
questions:

 Why did you apply in Wanderlust?

 Why did you want to be a data analyst?
 Where do you see yourself in four years?
 How do you feel about data?
 Imagine a scenario where you were giving a data analysis presentation and a
difficult technical question came up that you can’t answer, what would you do?
 Can you recall any example where you gave a data analysis presentation that was
highly effective in the betterment of a company?
 Do you know the difference between data mining and data profiling?
 What are clustered and non-clustered indexes in SQL?
 What is your viewpoint on teamwork and support?

E. Selection criteria:

The selection criteria for a candidate applying for a data analyst position in Wanderlust are as
follows:

 Bachelor’s degree from a credible university in computer science or data analysis.

 Work experience as a data analyst or any other related field
 High level written and verbal communication skills
 Ability to make others understand complex data in simple terms
 Having a firm grip on statistical software like Microsoft excel and access
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Job Position: Marketing Manager for Wanderlust Pvt Ltd.

If you are marketing enthusiastic then, it is time to know each other. We are looking forward to
work with an innovative, creative yet

A. Job Description

 Design programs and strategies to market our services in the global market of
travellers.
 Formation and execution of digital media campaigns on all platforms like
Facebook, Instagram, YouTube and Pinterst.
 Management and proper allocation of marketing budget.
 Forecasting and analyzing marketing trends.
 Brand promotion at different industry related events.
 Increase the turnover by converting website and social media visitors to actual
potential customers.
 Measurement, evaluation and reporting of working of marketing campaigns of all
the platforms.
 Assist in developing partnerships with our sponsors.
 Controlling and managing marketing department staff.
 Production and designing of marketable content for our website, billboards and
social media.
 Implication of MARCOM to achieve company’s objective.

B. Person Specification

 Age: 20-30
 Bachelor’s degree with marketing majors from a well reputed business school or
Minimum 3 years’ experience of freelancing (within same field)
 Complete knowledge and implication skills of MARCOM and other marketing
strategies.
 Ability to understand market trends.
 Good mathematical skills and effective management of budget.
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 Hands on experience with essential tools used for marketing like WordPress, Ad
Manager and MailChimp.
 Extensive exposure to digital channels.
 Good networking abilities.
 Critical thinking.
 Problem solving.
 Dynamic personality
 Language proficiency in English and Urdu.
 Good team working abilities with a diverse team.
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Interview Questions

Following interview questions will be asked at the time of interview, to the candidate. These
questions have been designed keeping in mind above mentioned points.

 Tell us about your past experiences.

 Why do you want to leave the current organization you are working with? (If any)
 Why did you apply for this position and why do you want to work with
Wanderlust Private Limited?
 What do you know about Wanderlust Private Limited?
 Do you prefer digital marketing or traditional marketing?
 In your suggestion who is our competitor?
 What do you know about Facebook algorithm and Search Engine Optimization?
 Suggest us one idea which will help us to increase our potential reach to
customers.
 Are you aware of the current buzz on Facebook and Instagram?
 Suppose that a customer complains about the hotel experience. He claims that he
was not given what he was promised. You investigate and it turns out to be a
truth. How will you handle this situation? How will you make sure that the
customers is compensated and satisfied?
 In your suggestion what is the ideal number for a marketing team?
 What value will you add to our organization?
 Where do you see yourself in 5 years? (if you get this job)

Selection Criteria

 Preferable GPA >3.0, but exceptions are there if the person has freelancing
experience or super enhanced skills.
 Firm grip over knowledge and complete understanding of SEO and PPC.
 Well aware of current marketing trends and ability to analyze them well.
 Well-polished verbal and communication skills.
 Diverse pattern of thinking to work better with different teams.
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Job Position: Financial Accountant for Wanderlust Pvt Ltd.

We will be happy to work with you if you have a strong grip on finance and your brain works
really good with numbers. We will be glad if you manage our finance and add value to our
finance department.

Job Description

 Formation, evaluation of monthly, quarterly and annual financial reports

of the company.
 Maintaining record of daily transactions.
 Prepare and update monthly and annual cash flow statements and income
sheet balance.
 Formulation of KPI report.
 Tax calculation and reporting in time.
 Allocation of company’s budget.
 Methods to cut off cost price through financial strategies.
 Holding internal audit.
 Forecasting future costs and relative profit margins.
 Analyze financial trends.

Person Specification

 Age 25-40
 Master’s degree in Finance or Professional training:
o CA (Articles completed 1 year job experience)
o ACCA (Three years working experience)
o CFA (1 year job experience)
 Hands on experience with Excel, Microsoft money and Expensr.
 Solid and complete knowledge of finance.
 Excellent mathematical skills
 Confidentiality
 Time Management and ability to work within very short deadlines.
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 Good communication and presentation skills.

 Training skills (if sometimes there is a need for staff training)
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Ad for promotion
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Interview Questions

Following questions will be asked to selected candidate. These questions are aimed to know the
candidate’s competency.

o Feel free to share your past experience with us until now.

o What are the types of business transactions that will be involved in our company?
o Can you analyze this balance sheet for us? (After showing any balance sheet of
the company)
o How will you deal with refund transactions?
o Suppose that there is a tight deadline for report submission and you have an
accounting project pending. How will you manage this situation?
o If you have three people working under you. You have to allocate following work
tasks to them. How will you allocate it? Which task will you keep for yourself?
The work tasks are
 Gather data from bank.
 Gather data from different branches.
 Sort out the data and making entries in the software.
 Creation of reports.
 Making a report after analyzing the reports.
o Which accounting software in your opinion is better?
o What are your plans for future? (If you get this job)

Selection Criteria

 CA or CF more preferable but exceptions are there if someone is professionally

well groomed.
 Age >30
 Strong grip on Microsoft Money and Excel.
 Sharp and solid analyzing skills.
 Updated knowledge of financial markets.
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Promotion

Priority will be given to outside candidates so it is very important to actually attract them and the
target here are graduates or highly experienced professionals with 5+ years of experience
depending on the position that Wanderlust is hiring for.
Firstly, LinkedIn marketing will be done on Wanderlust page along with collaboration with other
job posting and hiring pages. They have a mass following of job seekers which can actually help
attract the right talent. LinkedIn is a professional social platform and here majority of the people
are skilled, aspiring change makers and hungry to grow which is similar to what wanderlust is
looking for.
Moreover, Wanderlust is very pleased to have national partners which have always supported us
along the way and capitalizing on not just our but their following on Facebook will increase our
reach as well. This will be done through cross posting on Facebook which will help us reach
multiple pages’ followers in no time.
Referrals can also play an important role in this process as those candidates will be pre-screened
and they can add great value to the company but in order to avoid any biases the selection
process of these candidates will be done by people they are not familiar with.
Wanderlust will also be reaching out to different universities in their career fair or placement
departments in order to get the right people. This organisation, unlike many others, always
welcomes fresh talent to work with them as youth is an asset to this country and they can always
add value being a part of a young team due to their ability to be not just resilient and adaptive but
also to innovate constantly.
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Screening

The candidates will have two options to apply. First will be LinkedIn and second will be email.
They will be emailing their resumes to the organisation. They will be shortlisted in this stage on
two basis, applicants whose resume will meet the desired job requirements and the second one
will be social media screening where their Facebook, LinkedIn, Twitter and other social media
platforms (if any) will be tracked in order to check the right character that the organisation needs.
After this stage the candidates will be called for focus group assessments where the recruiters
will check if they are the right match for working in a team culture and environment or not and
how they behave or defend themselves in particular scenarios. In addition they will also be
giving aptitude tests at this stage and a calibrated result will be required from both in order to
qualify for the next stage.
After this panel interview will be conducted where 3-4 senior HR managers will be conducting
the interview of the candidates in order to check how they work under pressure and judging the
insights and their perspective regarding various topics from feminism, politics, religion and
much more.
After this the last stage will come which will be known as the final interview. Here the top HR
directors will be taking the interview of the final candidates especially for the corporate
positions. This will give an insight into the personality of the candidate, how well they tackle
functional and cultural questions regarding the organisation, their personal aims and ambitions
and regarding the organization as well.

Selection Process

The selection of the candidates would be based on the job description and the qualifications that
would be necessary to it. It is crucial that the resume of the applicant matches with the job
description that is required for position. This ensures that some unworthy candidate is not
shortlisted. It ensures that the ability of the person matches what the organisation requires. After
this some background check is considered for social media applicants. The HR manager is
required to check any conspiracies an applicant would be involved in. there is no room for
tolerance for cases like harassment, cybercrime or any other sorts of religious conspiracy.
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After this process, then comes the focus groups selection. Here the testing of team building, team
work, and team culture is checked. The representative is required to work as a team as it is the
most crucial element that we value in wanderlust. He/she should be able to adjust in all types of
situations and should work well with others. The person should not be dominating to others as it
is considered bad under team working. The confidence and analysis of a critical situation, and
the way an applicant works under pressure is then tested. The focus group is then calibrated with
the aptitude test which shows how a person might react to certain situations, thus revealing the
personality of the candidate. These results are quantified and candidates with higher than 65%
are shortlisted for the next selection process.
The shortlisted candidates are then considered for a panel interview, where the thinking process,
analytical skills, leadership skill and teamwork skills are judged. This is separate from the test.
This requires the interviewee judgments. Candidates are made to be put under some situation
where they are asked how they would get out of it and what they would do if they were the
leader of that situation. This helps in identifying the critical thinking process of the applicant,
this is a really important aspect that is needed further. After clearing the panel interview, comes
the final interview that involves the final selection. This interview is attended by the HR director
as well, where they judge the confidence of the candidate. The logical reasoning is determined if
the candidate would work with other employees as well. The character is judged by the
interviewee. Also most importantly the personal goals and ambitions are seen if they would favor
the organisation or not.
Only after clearing these out, an applicant is recruited and after this process, there is only a
narrow chance of hiring an employee that might not be suitable.
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Hiring

Candidates who will pass this rigorous process of 5 stages will get a job offer from Wanderlust
to become a change maker and promoter of a global cultural experience for the people of
Pakistan. They will be emailed the offer for a job which they can accept or reject and a call will
be done as well on the behalf of the HR department so they don’t miss out on the email as well.
There is a very small chance that someone who has completed this process and come all the way
through the selection process rejects the offer but it might happen.
Candidates who will accept the offer will be sent goodie bags and gifts from Wanderlust in order
to welcome them in the organisation. It will also give them an initial motivation as a head start as
a part of the company.

Onboarding

An induction ceremony will be held with the new recruits that will help them understand
regarding the organisation, its mission, vision, goals and objectives, departments, operations and
functions and its culture. A bonding space can also be held with the help of different activities
for some ice breaking between the new recruits and also with the old ones.
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Training

This is one of the most important factors when it comes to inducting new employees.
Considering that the new positions are very important roles in the company it is very important
in wanderlust to train these recruits.
There is a proper Framework for this training which will be done by pairing the new recruits
with their senior which will be the team leader in this case and they will be responsible for their
functional and cultural training.
The framework has been divided into the following stages and will be completed over the course
of 15 days.

1. Introduction to Training
In this stage the new recruit will be introduced to the whole training process. Here they
will explain the process and expectation setting for the recruit. They will also set dates
and meetings for this to be carried out successfully.

2. Future Expectations Alignment with Wanderlust

Here the newbies will be explained about the whole journey and experience of their
manager or person responsible.
They will explain how to balance things in the relevant position and deal with teamin the
organization. Moreover, it will also be aimed at their personal development plan because
it is important as well. It will also be aligned with companies’ goals and objectives for a
better expectation setting.

3. Functional and Operational Training

Here the newbie will be briefed about all the functional and departmental knowledge
related to their position and how they can maintain synergy with the other departments
where it is required.

4. Co-Management
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Once all the information has been downscaled practical knowledge is also very
important. This stage will focus on shadowing where the newbie will be learning
practical work under their senior manager/ person. They work on the projects together.

5. Crisis Management
Every organisation needs to adapt to the dynamic environment in order to be successful
in this world. Situations like pandemic or anything uncertain can occur anytime and the
employees need to get ready to face crises like these and manage them effectively as well
as innovate in these types of situations. This stage prepares for that.

6. Closing
This will brief the new recruit about the cultural setting of the organisation as well as
conflict management. It will also be a concluding stage for the whole training process. It
will make sure that everything has been transitioned successfully and the recruit is ready
to contribute his best to the organisation,
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Organogram of the company

Fringe benefits
Fringe benefits are mostly offered by a majority of employers in the private and public sectors to
their employees as an added benefit in addition to their salaries. These are generally specific
perks that add value to an employee when the employee is on the job and makes them more at
comfort; these are classified as compensation by the employer but are mostly not included in an
employee’s taxable income. Most fringe perks are not restricted to availability on job such as
free transportation and meals instead some are also present to aid the employees through the
tenure and assist them in their leisure time such as vacation plans. At times perks become more
convenient than simply having a hefty salary package as perks work to limit the expenses on the
employees making the salary package more attractive.
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● Fuel Allowance
Wanderlust provides its employees with 120 liters per month through the company’s issued PSO
card, making intercity traveling more feasible for its employees however consumption in excess
to this shall not be reimbursed. This perk benefit applies to both company owned vehicles or
personal vehicles for wanderlust employees. Another technicality in this regard states that when
the vehicle is used exclusively for an official purpose the entire fuel consumption is reimbursed
whereas for no official use the limit is set at 120 liters per month which are confirmed through
the submission of paid fuel receipts.

● Educational Assistance
We as an organisation are all about educational excellence due to which wanderlust provides
tuition fees reimbursement options for deserving employees of wanderlust. Apart from this the
offer is also valid for employees who enroll their children into either the Lahore School Of
Economics (LSE) or Lahore University Of Management And Sciences (LUMS) or any other
prestigious university of Pakistan. The company reimburses only the partial tuition fees and all
other additional expenses are not covered under this package.

● Memberships and Discounts

Wanderlust provides several discounted membership options with clubs and restaurants that the
company has formed an association with. There is a 50% discount package for the membership
of royal palm and country club in Lahore. Apart from this discount vouchers for several
restaurants too are given as these specific restaurants have been a proud sponsor and several of
the companies formal and informal meetings are conducted in these locations. These are also
applicable to some international restaurants and hotels.

● Healthcare and Insurance

This is a fairly common fringe benefit across several companies. The health of our employees is
treated as a priority and coverage for several types of illnesses and medical conditions are
covered under this package. The spouse and children of the employees are also covered under
this package (up until the age of 26). The best part about our healthcare is that it continues to
exist even after an employee has been laid off hence paying back for their valued service to our
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fullest. Our health reimbursement arrangement does not come out of the salaries of the
employees instead is paid by the employer. Best insurance policies are provided at minimum
annual premiums to not put a strain on our employees.

Diversity management plan

Our diversity management plan is properly planned and implemented in the company. Having a
diverse personnel and environment is the backbone of our company performing well since our
business is linked with people interacting with different cultures in different countries. Our
employees have to deal with the people of host countries, where our clients, from different
countries and backgrounds stay. So in order to promote diversity, we employ people belonging to
diverse backgrounds so that it is considered normal meeting and interacting people from
different backgrounds.

Diversity management is the top priority amongst all our employees and members, to incorporate
a friendly and comfortable environment for people to work in. Since we operate in Pakistan,
having a diverse workforce and employees is sort of a given, because there is a lot of surface
level and deep level diversity in different areas and provinces of Pakistan and our company
includes employees from various backgrounds. But when the applicants are hired by us, their
background is left behind and everyone is treated equally regardless of their backgrounds, race,
gender, religion etc. so that instead of having different uncommon backgrounds, a common
Wanderlust’s background and environment is promoted. Surface level diversity which includes
physical attributes is viewed from a different angle in our company and are appreciated and
accepted. Applicants’ diverse characteristics are not considered when we hire people who are
qualified, have a proper set of skills, and can bring positivity with them.

Our company’s diversity management objectives include:

1. Having diverse and skillful employees

2. Provide equal employment opportunities to everyone regardless of their age, religion,
gender, race or other non-important factors.
3. Fostering a culture that empowers diverse employees
4. Accepting and appreciating physical and moral differences.
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There are certain tasks and duties required by employees and managers at every level. The top
level management, other than its usual activities and responsibilities, is required to ensure that
the diversity management plan is properly implemented and that there are no violations.

On the other hand, employees are required to respect and appreciate the diverse environment in
which they operate and avoid any violations. In case of any violations regarding the diversity
management plan set out by the company, the culprit or the responsible employee is penalized
and dealt with accordingly so that nothing hinders in the growth of a safe and diverse inter-
company environment. Other than this, an annual award called ‘The most diverse employee
award’ is given to an employee who helps in promoting Wanderlust’s diverse environment plan
by interacting with the most diverse people, and respecting and valuing their backgrounds and
diversity. The award includes fringe benefits such as a free trip to another country, or a raise in
salary for a specific time period. This motivates other employees to completely sync with the
diverse environment and be the next one to achieve the award.

So far, diversity management plan’s goals are achieved by our company by:

1. Recruiting and managing on the basis of competence and performance regardless of

age, gender, race, ethnicity or cultural background.
2. Respecting and valuing the unique attributes each individual brings to the company
3. Providing equal opportunities based on merit
4. Fostering a respectful and supportive culture so that employees reach their maximum
potential.
5. Establishing and rewarding employees who stand out in promoting the diverse
environment.
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Communication Strategy

Communication is the means by which employees or members of a company are able to

communicate and share information with each other so that there is an effective share of
information to achieve a common goal. It bridges the gap between the junior level employees
and senior level employees. There are different sets of platforms where different types of formal
and informal communication are done.
An effective communication plan leads to better productivity as every business leader and top
management want a productive and innovative team and through proper and predefined channels
of communication, new ideas are promoted from every member of our company, whether lower
level employees or from management.
Moreover, our communication plan leads to a positive atmosphere in the company where
everyone’s beliefs and values are appreciated and considered in order to promote an inclusive
and innovative culture.
There are a number of platforms that are used to promote and establish successful
communication which includes both formal and informal platforms. The formal platforms of
communication include emails, G suite business account, video conferencing and postal letters.
Whereas informal communication platforms include Whatsapp groups, grapevine
communication in cafeteria and we also have specified a day for CSD which stands for Chill
Space day where every employee of our company, and also members from management and top
management can interact in a specified space and place and get to know about personal and
business environments. Moreover, we promote our employees to also interact and follow each
other on various social platforms like Instagram, Snapchat and Facebook.

Formal Communication

Formal communication includes exchanging information and data between low level employees
and top management. For example the formal platforms laid out by Wanderlust are professional
emails, and g suite business where there are a number of professional templates present and if a
junior employee has to send a message or file to a senior member or top management, he or she
can pick those specific templates and fill those so that there is no wastage of time and the
structure of these professional emails is known by each receiver and is interpreted correctly.
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Moreover, there are Annual General Meetings held by Wanderlust, where important decisions
regarding Wanderlust are taken and new senior members are properly welcomed to the company
and the leaving senior members are farewell properly.

Informal Communication

Informal communication is any communication in a company where the formal methods like
professional emails and meetings are not used, instead this is a non-professional communication
or also known as ‘grapevine’ communication. This includes regular and casual communication
where members of employees gossip and chat about their day to day experiences and about the
company. There is no formal record by the company regarding this type of communication.
Moreover, there are whatsapp groups made by employees of our company where they can guide
each other on how to perform specific tasks and chit chat about other personal issues.

Two way communication

Instead of having a traditional communication way which includes upward and downward
communication, we promote two way communication in Wanderlust where standard level
employees can communicate with the higher authorities and also there is downward
communication so that professional documents, ideas, and information is shared. So there is an
overall two way communication so that employees know that their say also matters in the
company.

External Communication

External communication is carried out by our company where our employees and management
communicate with the external community and stakeholders of our company which include our
customers, our sponsors, government, and general public.
This is done to inform our stakeholders of our latest trends and news and whatever helps them in
getting to know what we want them to know.
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Through external communication, we will be able to know what our customers want by
communicating and interacting with them through various platforms like social media pages on
Facebook and Instagram.
We also have our website where people and clients can book appointments with us and there are
also real time chat bots that are able to answer our potential and existing customers’ queries and
questions.
Moreover, the most important communication return will be the feedback that we receive from
our clients. We have an integrated system where everyone who uses our facilities to travel and
stay abroad, are able to give feedback regarding our services, quality and interaction. Through
these feedbacks, we can know what and where we need to improve and can develop a proper and
specific plan to overcome those problems.

Office Environment

Wanderlust offers a very friendly and cooperative office environment. For senior staff they have
5 offices/ branches that are designed by famous designers. The offices are designed to have a
lively working environment. Every worker is adjusted according to the environment they like for
example if a department head likes to work in some funky environment, the company will help
make his cabin add things that he likes with a budget. For supervisors and members who are
made to work at home are also given good incentives. For weekly reports and meetings they are
called to the office/branch where they have a meeting room and a common room. The common
room is open 24 hours for all employees to work whenever they want. They have a gaming room
with, table tennis table and badminton net, where everyone can play at their will. For members
they have several contracts with different co-working places where members and supervisors can
come on call. They also offer free pickup and drop off to senior officials only. Moreover, the
travel and leisure may also for some official purpose be financed by the organisation.