HRM

HR PROCESS
REPORT ON HR PROCESS OF
GREAVES COMPANY (Pvt) Ltd.

SUBMITTED TO:
MS. RUKSHINDA BEGUM

SUBMITTED BY:
AUN MUHAMMAD JAFFERY
SYEDA ALVEENA SALEEM

The purpose of the report was to conduct an interview session with the HR
Manager of the company in order to understand how they implement
recruitment and selection process.

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 TABLE OF CONTENTS
S.NO Description Page No.

1. Abstract 3
2. Vision and Mission 4
3. Corporate History 4
4. HR Manager Profile 5
5. Human Resource Process 5
6. Workforce planning and forecasting 5
7. Sourcing 6
8. Selection Tools 7
9. Types Of Tests 7
10. Application Forms 8-9
11. Selection Interview 10
12. Orientation and Training 11
13. Training Program 11
14. Compensation 12
15. Performance Appraisal 12-13
16. Conclusion 14

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ABSTRACT:
Greaves Pakistan (Pvt) Ltd. was established in 1964. The Company
specializes in the sales, installation, project execution and servicing of
engineering products.
The Company deals in generating sets, earthmoving and construction
machinery, solar energy solutions, vertical transportation (elevators
and escalators), air compressors, material handling equipment, UPS and
data centers, pumps and pumping systems, petroleum and refueling
equipment, industrial machinery and machinery rental solutions.
The Company is headquartered in Karachi and has a nationwide
presence with regional offices in Lahore, Islamabad and Peshawar and
sales and service centers in Hyderabad, Faisalabad, Multan, and Sukkur.
Greaves Pakistan represents some of the world’s leading brands in the
following divisions:
• OTIS
• JCB
• ATLAS COPCO
• LONKING
• GREAVES SOLAR
• GREAVES LED
• BELAZ
• DYNAPAC

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VISION:
• To be the leading and preferred engineering solution and services
provider in Pakistan.
MISSION:
• Provide customers with quality products and services at
competitive price.
• Participate fully in the socio-economic development of the
country by utilizing our entrepreneurial and business acumen.
• Engage outstanding positions in all sphere of activity.
• Acknowledging the full potential of every employee.

CORPORATE HISTORY:
Greaves was made in 1859 when 2 Englishmen, who established a
company to provide specialize sales and service of engineering
equipment.
At the time of partition in 1947, the company commenced its
operations and a part were sold to Pakistani.
In 1964, Ghulam Farooq a renowned and respected name in the
industrial and financial sectors of Pakistan acquired the controlling
shares of the company and made it the most prominent commercial
and industrial houses in Pakistan for highly recognized for its
entrepreneurial skills and valuable contribution to economy.

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HR MANAGER PROFILE:
We had the privilege to conduct an interview session with Greaves
Pakistan pvt ltd HR manager Mr. Muhammad Asim.
He had done his Masters of public administration in HR and finance
from University of Karachi.
He had working experience As a HR generalist and HR performance
manager since 2004 and he is working in greaves company from 15
years.

HUMAN RESOURCE PROCESS OF GREAVES PAKISTAN

The HR process of Greaves is based on several steps which are as
follows:
WORKFORCE PLANNING AND FORECASTING
Greaves Company starts their process by doing workforce planning in
which the HR Manager assess what positions are vacant and in which
department. After that he conducts a meeting with
the Manager of that specific department and asks his opinion in order
to consider his input in decision making.
a) JOB DESCRIPTION
After identifying personnel need, the HR Manager prepares or updates
a job description which is a written statement of job responsibility and
duties of a job holder. This document helps the HR manager in hunting
the right candidate for the job.

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b) JOB SPECIFICATION
After updating job description, the HR manager selects some human
traits which are compulsory for fulfilling the job responsibilities.
SOURCING
Sourcing is the process of searching competent candidate for a vacant
position. Greaves uses several methods for searching candidates and
their methods are solely based on the requirement of the jobs.
According to Mr. Muhammad Asim their company prefers internal
sourcing over external sourcing because it saves time and cost as the
employees of company are trained and they are aware about the rules
and regulation as well as the environment of the company. Therefore,
the company does not have to invest time and finance on orientation
and training programs.
a) WAYS INTERNAL SOURCING
As of internal sourcing they use Succession Planning for the recruitment
of higher position such as CEO, Senior Manager and for other positions
they use Job Posting by generating an email for the employees of the
company and in that email, they mention all the present vacant
positions and their requirements.
b) WAYS OF EXTERNAL SOURCING
According to him, nowadays the most usable way of external sourcing is
Via Internet. Greaves use platform for job hunting such as Linked in and
their website. Apart from that they also consider those candidates
which are suggested by company's employees (Referral). In addition to
it, they also post job and internship ads for fresh graduate
on their web and page.

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SELECTION TOOLS
Selection is the process of choosing a qualified person for specific role
who can successfully deliver valuable contributions to the organization.
For selection of candidate the Greaves Company conduct different type
of test.

TYPES OF TESTS
a) ACHIEVEMENT TEST
In this test the candidate has to answer the questions related to his
qualification and knowledge.
It helps in verifying whether the candidate possess the knowledge for
the job.
b) WORK SAMPLE AND SIMULATION TEST
In this test HR Manager create some simulated situation/case and ask
the candidate to solve that case in his own ways so that through his
behavior, Manager can assess whether he is capable of executing the
task of the job.

APPLICATION FORM
After sourcing candidates, the Greaves company give application form
to these candidates in which they have to provide information in
different areas such as education, skills, experience, and technical
competencies. The application of Greaves company is based on several
parts which are as follows;

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Elements of Application Form of Greaves
a) POSITION APPLIED FOR:
In this section the candidate has to mention for which position he/she
is applying.
b) PERSONAL INFORMATION:
In this section the candidate has to provide his basic information such
as his full name, date of birth, permanent address, cell number, email
address, CNIC number, nationality, and
religion.
c) EMPLOYMENT HISTORY:
In this section the candidate has to describe about all his previous work
experience along
with duration, organization name, salary and the reason of leaving the
job.
d) QUALIFICATION:
In this section the candidate provides the information of his overall
qualification such as the institute name, degree name, duration CGPA
and major subjects.

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e) REFERENCES:
In this section the candidate provides the brief information of a referrer
such as his name, designation, email address, cell no., and how he/she
know him.
f) OTHER INFORMATION:
In this section candidate has to answer some unstructured questions in
which they have to give their personal opinion about certain situations.

PURPOSE OF APPLICATION FORM

It serves as a verification for the applicant’s background. Since the
Application Form has a standardized layout for all the applicants, it will
not only highlight the positive skills and abilities of the applicant but
also the factual responses required by the company.
As it requires a large amount of cost in hiring an employee that’s why it
is necessary to assess whether the employee will be sincere and stable
for the job or not. Therefore, the HR Manager asses the stability of
candidate through his previous work duration.

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SELECTION INTERVIEW
The selection interview is one of the measurement tools used during
the recruitment process in order to perform an objective evaluation of
a candidate’s skills. It constitutes an integral part of the selection
process through which interviewer is able to assess the candidate. Mr.
Muhammad Asim often makes use of the behavior-based interview; he
believes that the best way to predict a candidate’s future performance
is to analyze his/her answers and non-verbal behavior during the
interview. Furthermore, the company use proper structured and panel
interview. The company’s interview panel comprises of several
interviewers, such as representatives of different departments, the
hiring manager, two or three members of the human resource
recruitment team and the CEO. In the interview each panelist asks a set
of questions that might be related to the field in which candidate has
done specialization. In some cases, only one person from the panel is
conducting the interview while other only observe the candidate.

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ORIENTATION AND TRAINING
Once employees are selected, then the company organize the
orientation for the employees in which the existing employees and
heads of department welcome the new employees and give him a
survey of the whole company and discuss the rules and regulations of a
company which the employee have to follow during the execution of
his job. The purpose of organizing the orientation program is to make
employee feel more comfortable within their new roles, teams and
departments, while also making them aware of company expectations
and policies.
After the orientation when the employee joins the job the HR
Department prepare training programs for the employee by analyzing
the weaknesses of employee.

TRAINING PROGRAM
Training is the process of developing skill, knowledge, habits and
aptitudes in employees for the purpose of increasing the effectiveness
of employees in their present position as well as preparing employee
for future positions. Greaves follows different training programs which
are as follows;
a) VESTIBULE TRAINING
In this type of training the simulated setup is established, proximate to
the main production plant, wherein the technical staff learn how to
operate the tools and machinery, that may be exactly similar, to what
they will be using at the actual work floor. This type of training is
generally used when the use of actual equipment by untrained
employees is too risky or when the actual work setting would not be
conducive to learning. The company use this method usually for the
training of IT department and cash department employees.

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b) VIDEO CONFERENCING:
According to Mr. Asim during period of Covid-19, they trained their
employees through video conferencing by using different apps like
“Zoom”, “Microsoft Team” and “Skype”.

COMPENSATION
Compensation is referred to as money and other benefits received by
an employee for providing his services. HR Department of Greaves
company conduct salary survey for designing the compensation plan.
They study the pay plan of different organization, check current market
pay and also analyses the difficulty and work pressure of the job and
after that they design their pay plan. Their compensation plan consists
direct payment components such as, salary, bonuses and an indirect
payment component like health insurance, residence and car facility.

PERFORMANCE APPRAISAL
Performance appraisals are an annual process where an employee’s
performance and productivity are evaluated against a predetermined
set of objectives. The employee performance appraisal process is
crucial for organizations to boost employee productivity and improve
them outcomes. The performance assessment often includes both the
core competencies required by the organization and also the
competencies specific to the employee’s job.

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METHOD OF PERFORMANCE APPRAISAL
Greaves Company uses different methods of performance appraisal on
the bases of the nature of job.
a) CRITICAL INCIDENT METHOD:
This method is usually used for lower staff. In this method the
supervisor keeps a diary log of every employee in which he mentions
the positive and negative job behavior of employee in a certain
situation and then report to the HR Department.
b) COMPUTERIZED AND WEB BASED PERFORMANCE:
Greaves uses this method for the appraisal of higher position
employees. In this method the HR Department keep a computerized
record of every manager’s performance and then appraise their
performance according to the effectiveness of their work.

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CONCLUSION
In the light of interview session with Mr. Muhammad Asim, the HR
Manager of Greaves Pakistan Company, we conclude that Human
Resource Management in Greaves company is quite traditional. Their
Selection process starts with a workforce planning and forecasting in
which they prepare a job description and select human traits required
for executing the job. After specifying job duties and human traits, they
start hunting candidates via different external and internal sourcing
techniques, then they generate application forms to all these
candidates in which they have to provide their information in several
dimensions such as personal information, qualification, work
experience, references and so on. Then the candidates go through
certain types of tests like achievement test and intelligence test.
Further the HR Manager conduct interview of all these candidates and
select a competent candidate among them. Greaves Company
organizes an orientation for the selected candidates and provides them
training. Lastly, they design a pay plan for the employees by conducting
salary surveys and evaluate performances of the employees against the
standard performance and then compensate them accordingly. Overall,
we observed that HR Executives focus very keenly to build strong
relation with employees and maintenance of peaceful decorum in a
company in order to make healthy working environment.

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