Jawad Ahmed

S2018-056
HRM Final Project:
Role and Importance of HR Manager In an Organization

Fazal Group

Introduction: Fazal Group is one of the biggest and renowned group of

companies in Southern Punjab. It is an agricultural based business thus it

deals with the synthesis and formulation of pesticides, insecticides,
fungicides and fertilizers. It was established in 1997 and from that very
year it has added and diversified it products and services. It's currently
operating from Bahawalpur and mainly deals in Southern Punjab with
many local dealers and small manufactures of fertilizers, insecticides,
funngicides and herbicides. It is owned by Mr. Mehmood Warraich who
himself is from Bahwalpur. In last two years Fazal Group has diversified
it's business into farming and vegetation with the assistance of trained
and professional staff the're aiming to generate additional stream of
revenue by growning Red-Chilli, lemon and guava.
 Company's Operations

Fazal Group currently owns three companies under this name:

1. Glee International: Glee International is the backbone and the

most important company for the whole operations of the group. All
the chemicals, compounds, solvents and other technicals are
imported from China under this company.

2. Cotton Quality: The imported chemicals, solvents and other raw

products imported from China are formulated and synthesize here
and then distributed into local markets. They have labs chemists
who make the products.

3. Himark Traders: Not only the bottles required to fill the end
products synthesized in above mentioned company are provided
but also the whole packaging from the stickers with the company's
name to the hard packing is done by this company.

What company does is that it imports all the required compounds,

chemicals and solvents from China in raw form under Glee International
name. Once those raw materials have arrived they are formulated in Lab
under the supervision of the Chemist and other chemical experts into
different products like herbicides and pesticides. This very same
company is responsible for the distribution of the end products into local
markets. Their products are sold directly to local dealers of herbicides
and pesticides. Also, the raw chemicals imported from China area sold to
local small manufacturers who can not afford to import such chmecials
from China directly. The material required for the packaging is provided
by Himark Traders.

Employees

Currently Fazal GRoup has 100-120 employees depending upon the

season and demand of the products

No. of Managers: 8

· 4 Sales Team Manager

· 2 Bulk Managers

· 1 Store Manager

· 1 GM

As there are 4 Sales Team Managers it makes it quite obvious that the
large chunk of employees belong to Sales Department. The reason is that
their line of business demands quite a large number of people to
represent the company and sell their products. As the market is overly
crowded and their are many large players in this business so it is
important to reach as many people as posibble and make them familiar
with the company's name and product.

2 bulk managers are responsible for the record keeping and providing
the required amout of raw materials and products when required. 1 bulk
manager manages the imports and other bulk manger manager sees over
the operations of the end products ready to be distributed in the markets.

Store manager is responsible for looking after the packaging and

finalizing materials and make sure no delay is made for packing.

GM bears the most responsibilities in the whole organization. He over

sees the smooth functioning of the whole operations and is also
responsible for the Human Resource functions.

Part 2

HR Manager Background

Mr. Naeem Gujjar who is the GM of the company sees and bear the
responsibility of Human Resource. He did his MSc. from Agriculture
University Faisalabad. He joined Fazal Group in 2012 and is working
since here. Before joining Fazal Group he was working in Welcom
Chemicals. He also worked for few years with Patron Chemicals.
Working in famous and renowned organization has equipped him with
vast skill set.

Part 3

HRM Functions

1. Ensure fair and consistent implementation of human resource

policies and procedures: 3

2. Advise and counsel management on employee problems: 1

3. Design appropriate staffing and recruiting policies and programs: 2

4. Assist department managers in interviewing, selecting,

and hiring of employees: 1

5. Design and implement performance evaluation system(s): 4

6. Administer direct and indirect compensation programs: 2

7. Ensure compliance with federal and state fair employment laws

and other legal restrictions in all employment practices: 2

8. Counsel employees on job-related and/or personal problems: 2

9. Develop and maintain employee human resource records: 3

10. Develop EEO policy and communicate EEO policy to all managers:
5

11. Ensure compliance with safety and health standards: 2

12. Oversee fair application of employee grievance procedures: 4

13. Provide state of the art solutions to employee relations

problems: 4

14. Plan for future human resource needs: 3

15. Work with top management on human resource implications

of business plans and strategies: 3

16. Design and implement employee training and career

development programs: 5

17. Negotiate the collective bargaining agreement: 5

18. Administer and enforce provisions of the collective bargaining

agreement: 4

19. Manage diversity and worklife programs: 5

Part 4

Role of HR Department

A. What is the role of the Human Resources Department in your

organization?

Due to the un-availability of the HR department the General Manager

has to oversee the role of HR department Mr. Naeem was bit
complaining about not recruiting an HR team by the CEO. He was
saying that he is responsible for hiring and firing of employees. Together
with the line managers he shortlist the candidates and do preparation for
the interview and he decides which person is to be hired and those
employees who are not giving satisfactory or good performance are
fired. Firing is solely in the authority of GM after the CEO himself. He
also sets target for monthly, quarterly and annual sales and thus their
performance is evaluated on that basis and later compensation and
bonuses are allocated on that basis. Also, he is responsible for
communating among different employees and spreading official new in
the organization. As this is a distribution business a large number of
vehicles is required for transportation. Every sales persom and sales
team requires conveyance and thaose vehicles needs to be recorded and
also audited. He is solely responsible for the record keeping and
managing of those vehicles of the company.

B. To what extent is the Human Resources Staff/Department

involved in strategic business planning? Explain.

The HR Professionals ought to be part of the strategic planning as

employees will execute the strategic goal of the company. The HR job is
to assume the full liability for the arrangement of workers aptitudes and
skills with the key arrangement.

Mr. Naeem staff plays a vital role in providing information and helping
the company. Since he joined the company the total sales have risen
about 40% till the start of 2020. As said earlier he sets the targets for the
the line managers and then their and their team evalution is based on
how well they have achieved those targets. So, he tries to get the
maximum output from the employees and meet the goals of the
company. The starting of the Fazal farms which is a farming business
was his idea of stepping into the agriculture. Moreover, he started giving
the employees compensation and bonuses as to keep them motivated and
have high retention rate. He also guides and give orientation to the new
employees of the company.

C. In your opinion, what are some of the most pressing human

resource issues faced by organizations today? Why?

HRM can be a test for private businesses particularly, which normally

don't have a HR office to depend on. They might be restricted to one HR
individual, or this duty may only have place with the CEO or other
senior manager. In any case, businesses need to comprehend the
difficulties confronting them so they're set up to handle HR issues as
their organization, and workforce, develops.
The biggest human resource issue faced by organizations today is
leadership develpoment. Leadership development is very essential in
creating an atmosphere where employees could unleash their true
potential and keep themselves engaged with the organization. It also
helps to keep employees motivated and usualy helps in getting high
reention rate.
Another big issue that organizations are facing today is attracting and
hiring top talent. Recruiting new talent is both money and time
consuming. So, it's wise to hire talented and skillfull employees from the
very beginning to save the cost and time of the managemnet as they're
involved in whole hiring process.
Compliance with laws and regulation is another HR issue faced by many
organizations today. An example of this issue is the Corona SoPs issued
by the Govt. of Pakistan. It was very hard for almost every organization
to implement those SoPs in their organization. Some employees are
wearing masks but then others aren't maintaing social distancing or not
using hand sanitizers.
Other issue which employees complain about the most is about the
compensation plan. If the employees are not compensated fairly and
abundantly then they lose their motivation and interest in the job thus
they leave and join other organizations where they get high bonuses and
reward. So it is very important for small businesses to compensate and
reward employees as to retain them.
D. What was the most difficult organizational problem faced by the
Human Resources Department in the last five years? How was it
resolved?
The receiving and filing of expene report from field officers and other
sales team members along the payment of debt incurred by retailers on
buying products on credit on time are the two most difficult problems
faced by HR department. Most bills like petrol expenses or other
expenses related to the company are not given but the field workers on
time which creates problem for the accounts department. The funds are
not released until the expense report is received so it creates problem for
the accounting. So what the company did is that they notified all the
employees that if they do not submit their expenses on time then they
will not be compensated from the company accounts but rather they'll
have to pay from their ow pockets whatever the expense they incurred.

The other problem that they were facing was that the payment of debt by
the dealers and reatialers. As they sell most of their products on credit so
it gets little hectic to get the payment back. So what they did was that the
dealers and the retailers have to give some kind of gurantee and sign a
MoU. If they fail to repay the debt then no business shall be conducted
with them again.

Part 5

Review of HRM Function

Every function of HRM is crucial for the growth and success of a

company in today's business enviornment as the now people's need are
growning and they are recognizing their worth in an organization. In
previous business age people were treated as things but now the time has
changed and people have now to be treated as an assest rather than a
thing. So therefore what I strongly felt is that in this organization the
most ignored part HR is employee evaluation and reward system so i
decided to take better look at how it works in their organization and
what can they do to improve it.

So the employees are evaluated on the basis of sales. The more the sales
the better the compensation and rewards. The employees are given a
sales commission of 0.8-1.5% of total sales depending upon the volume
of sales and season in which sales is made.
To keep the employees motivated the company sets an annual meeting in
a foreign country like Malaysia or Thailand where high performing
employees from every department is invited. Also trips to northern areas
are arranged for low and middle level employees. In addition to that
prize money or gifts are distributed among the employee of the month
from each department.

Part 6

Interface With Line Manager

(A)

1. Ensure fair and consistent implementation of human resource:

policies and procedures: 3

2. Advise and counsel management on employee problems: 2

3. Design appropriate staffing and recruiting policies and programs: 3

4. Assist department managers in interviewing, selecting,

and hiring of employees: 2

5. Design and implement performance evaluation system(s): 4

6. Administer direct and indirect compensation programs: 3

7. Ensure compliance with federal and state fair employment laws

and other legal restrictions in all employment practices: 2

8. Counsel employees on job-related and/or personal problems: 3

9. Develop and maintain employee human resource records: 2

10. Develop EEO policy and communicate EEO policy to all managers:
5

11. Ensure compliance with safety and health standards: 2

12. Oversee fair application of employee grievance procedures: 3

13. Provide state of the art solutions to employee relations

problems: 2

14. Plan for future human resource needs: 3

15. Work with top management on human resource implications

of business plans and strategies: 2

16. Design and implement employee training and career

development programs: 1

17. Negotiate the collective bargaining agreement: 4

18. Administer and enforce provisions of the collective bargaining

agreement: 5

19. Manage diversity and worklife programs: 2

B. What kinds of things are done by the Human Resources

Department that support you in your position?

Human Resources managers can guide and introduce policies to line

managers for developing and addressing employees concerns as to make
them comfortable and engaging with the organization. This can be done
by developing policies to make job satisfactory. They can also provide
technical guidance and assistance regarding rules and regulations
inconcise with the law. They can also help line managers in issues such
as employee learning and development.

Mr. Naeem has a very strong supporting role with the sales department.
He sets the sales target for the sales managers and effectively
communicate with the low level employees or the sales persons on how
to pitch the sales and also what to say and what to mention as to
differentiate them from competitors. He also provide them with the
vehicles for going on field such as cars and bikes. Moreover, he helps
the sales manager to keep track of expenses incurred by the sales team.
Whenever an expense bill is to be cleared it is first sent to Mr. Nabeel he
after scrutiny of the bill route it to the accounts department who clears
the bill. In addition to that he also ensures that each sales persons is
equipped with rights skills and tools to perform his job better.

Another work in which he assists line manager is that the closing year of
the company is 1st October so every recovery is to made before that
date. Mr. Naeem ensures that those dealers who haven't cleared their
credit shall not be conducting business with them until they have cleared
all their outstanding bills. If someone hasn't cleared their bills then the
sales manager is to report him and the accounts department and then he
makes a special team for the recovery from that particular dealer. He
actively work with the accounts and finance department taking on board
the sales manager to underline the issues and problems causing the
problem so to avoid in future.

C. What do you “ideally” expect from the Human Resources

Department in performing your job?

The management is the backbone of any business and without their

active participation and dedication no business can be a success story. To
make the business successful the management sometimes hasve to work
time. Normal office hours are from 9-5 but sometimes some managers
and other low level employees put extra 3 -4 hours because some work
is not completed. They hope that Mr. Naeem will recognize their this
extra effort and award them accordingly.

Also, recently a new accounting software was introduced for the

company and many employees were not able to use that software. So the
accounts manager wanted the HR manager to train and guide the
employees on that software so that they can better understand it and
work efficiently. Adding to that, in this organization there is less or no
proper compensation and reward system so the line managers want that
the Mr. Naeem shall bring a proper system to evaluate the employee
performance as to give them compensation and rewards so that the
employees shall remain motivated and work efficiently.