Name: Jawad Ahmed

Reg. No: S2018-056

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

Part 1
Company’s Introduction
 Fazal Group
Introduction: Fazal Group is one of the biggest and renowned group of companies in
Southern Punjab. It is an agriculturally 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, fungicides and
herbicides. It is owned by Mr. Mehmood Warraich who himself is from Bahwalpur. In
last two years Fazal Group has diversified its business into farming and vegetation with
the assistance of trained and professional staff they're aiming to generate additional
stream of revenue by growing Red-Chili, 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 technical 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 cannot afford
to import such chemicals 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 belongs 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 there are many large players in this business so it is
important to reach as many people as possible and make them familiar with the
company's name and product.
2 bulk managers are responsible for the record keeping and providing the required
amount 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. Advice 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 work life 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 shortlists 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 comminating 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 person and
sales team require conveyance and those 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 line managers and then their team evaluation 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
development. 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 usually helps in getting high
retention 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 skillful employees from the very beginning to save the cost and time of the
management 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 maintaining
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 expense 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
retailers. 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 guarantee 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 environment as the now people's need is growing 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 asset 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
1. Ensure fair and consistent implementation of human resource:
policies and procedures: 3
2. Advice 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 work life 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 in concise 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 provides 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. Naeem 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 person 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 works 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 have 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 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.