HUMAN RESOURCE MANAGEMENT (HRM 353)

FINAL PROJECT REPORT

BBA 5-J

GROUP MEMBERS:
ABDULLAH KHALID (02-111212-230)
RAZA HUSSAIN (02-111212-038)
FIZA PARWAIZ (02-111212-119)
ANOOSHA AMIN (02-111212-284)
MURTAZA HAIDER (02-111212-111)

SUBMITTED TO:
MISS SARA SANAULLAH
Final Project Report Human Resource Management

Table of Contents
EXECUTIVE SUMMARY..........................................................................................................................3
INTRODUCTION OF COMPANY..............................................................................................................4
QUESTION & ANSWERS........................................................................................................................5
RECOMMENDATIONS............................................................................................................................7
BIBLIOGRAPHY......................................................................................................................................7

2|Page
Final Project Report Human Resource Management

EXECUTIVE SUMMARY

This report focuses on Human Resource Management practices related to the

INTERVIEWING CANDIDATES. In connection with this, we visited to TRAVOCOM PVT.
LTD and had the opportunity to meet with Mr. Muhammad Kashif Naseer, who is the
Owner & CEO of TRAVOCOM PVT. LTD..

We asked some questions from Mr. Kashif as are mentioned below:

 How do you ensure that your recruitment process aligns with the specific
needs and culture of your company?
 What key criteria or qualities are you looking for when assessing
candidates for positions in your company?
 How does your travel company promote diversity and inclusion in the
hiring process?
 What steps do you take to ensure a fair and unbiased interview experience
for all candidates?
 Are there specific technologies or tools that you use to streamline and
enhance the recruitment and interview process?
 What strategies do you employ to ensure that candidates who join your
company stay engaged and satisfied in their roles?

During the interview, our group learned many important things and main points
about how they hire, evaluate, and take onboarding to new employees and how they
promote diversification through the organization.

3|Page
Final Project Report Human Resource Management

INTRODUCTION OF COMPANY

TRAVOCOM was launched in 2014 and it is not just another travel agent but a partner that
has been serving satisfied customers now for over nine years. TRAVOCOM have excellent
professionals who ensure valuable and memorable service to our clients throughout their
journey. Here at TRAVOCOM, we are determined not only to provide our customers with the
best services at best possible rates, but create unforgettable memories for you, your families
and friends justifying our slogan “NOT JUST A TRAVEL AGENT”. They are determined to
provide our prestigious clients with the optimal services in the industry today, making your
traveling into somewhat of an over-the-top experience by pulling out all stops. They believe
in healthy relationships with our customers and our representatives, and with a proactive
approach take all our clients by hand to show them options that fit their needs as well as
budget. Their personnel are highly skilled and professional, equipped with the latest
technology and proper infrastructure. Working in collaboration with the most renowned
domestic and international tour operators has strengthened us even more to cater for a
diversified range of tours whether its inbound or outbound. TRAVOCOM has been serving
this industry for past many years to its customers. We have excellent, dedicated
professionals who ensure valuable and memorable services to our clients throughout their
journey. Customer experience, reliability and commitment are our core values. We are a one
window travel shop.
TRAVOCOM is an expert in offering the following services:

 Umrah & Hajj Services

 International Tour Packages
 Pakistan Tour Packages
 Visa Consultancy
 Domestic Air Ticketing
 International Air Ticketing
 Railway Tickets
 Corporate Travel Solution

4|Page
Final Project Report Human Resource Management

QUESTION & ANSWERS

Q1. How do you ensure that your recruitment process aligns with the specific needs and
culture of your company?
Ans: First, when we hire for respective positions, we made a detailed job description which
includes responsibilities, timings, eligibility, expectations from individuals etc. When
applicants apply via WhatsApp or Email, we can do different assessments to judge
individuals. When the candidate came for interview, we can do different assessments, IQ
tests, and we take knowledge about Individual’s background i.e. previous experience etc. so
that we tried our best to hire eligible candidates.
Q2. What key criteria or qualities are you looking for when assessing candidates for
positions in your company?
Ans: The key criteria or qualities that we look for when assessing candidates for positions in
our company is that:

 Candidates have relevant experience about Travel Industry.

 Candidate should have strong verbal and written communication skills because
communication is the backbone of any job.
 Candidate should be passionate about this job. Secondly, candidates who just work
for a short time will be discouraged.
 Candidate should have good body language, negotiation skills, adaptability, and
work-under pressure skills.
These are the requirements or key criteria that we look for when assessing candidates for
positions in our company.
Q3: How does your travel company promote diversity and inclusion in the hiring process?
Ans: As a travel company we promote diversified culture in our hiring process we do not
focus on a particular background person's because we have to deal with various customers
who have different cultural background different languages so when they find the staff
person like them so they feel comfortable and convenient while communication and
however we also promote gender diversity so when male or female customers contact with
us and if so female customer want to communicate with our female staff so they can
communicate however , the advantage of choosing diversified workforce is that when one
culture have their cultural holiday so we just have to give holiday to that particular group so
on other side we have another staff available for working moreover diversified workforce
have different perspectives ,ideas ,experiences so it will result in creativity that will enhance
the company's ability of decision making and performance.

5|Page
Final Project Report Human Resource Management

Q4: What steps do you take to ensure a fair and unbiased interview experience
for all candidates?
Ans: When we post a job on our social media page, so we highlight the requirements of our
job and we also clearly mention that during applying for a job send your updated cv,
unfortunately ,candidates just focus that they get the job neither they read the
requirements and description of the job post .
1. First step we take to ensure the fair and unbiased interview we do a filtration
process of CV’s online so that we get the most updated CV’s which full fill the job
requirements ,
2. The second step is to do assessments by calling or doing emails that you are further
called for the process.
3. Then the third step is the qualifying rounds so who will closely reach to our
requirements in the qualifying rounds we select them.
We focus that our candidate goes through the proper channel of interview process ,we make
sure that the candidate who is selected don't hire due to any favoritism and if someone is
not selected so we give them reason of not hiring them and give them fair feedback so that
the applicant won't hurt.
Q5. Are there specific technologies or tools that you use to streamline and enhance the
recruitment and interview process?
Ans: There are many tools which depend upon the type of recruitment process. But some
tools we use in the recruitment process is mentioned below:

 LinkedIn: It is the best tool in our recruitment process because we post the job on
LinkedIn and lots of candidate’s response because LinkedIn charges, but we do
campaign for 5 days and lots of candidates with lots of skill we get from this tool.
 Google sheet: We also hire the candidates through the Google sheet process. We
assess the people and track the progress of qualifying rounds.
 Online interview: It's the leaner way for the candidates because some time
organizations have not place for the interview or time then we move on online
interview and the candidates have also benefit that they would save time.
 Email: We use email to intimate candidates for interview, whether it is online or
physical.

Q6. What strategies do you employ to ensure that candidates who join your company stay
engaged and satisfied in their roles?
Ans: We made strategies to ensure that candidates who join our company should stay
engaged and satisfied their roles that we track the candidate’s progress of work that how
he/she is doing work? How is loyal for work? Like if a person joins the company so after few
years what his growth rate, It's the major point you can judge easily. Secondly when a new

6|Page
Final Project Report Human Resource Management

person joins the company, we share the company details and electronic and office
organizations specific general, generic and departmentalization and individual responsibility
etc. We also give appreciation, salary with bonus , line management , provide positive work
environment, give training and if a person retains in the company so he sees the growth, so
we define the line growth. Share the performance growth rate and feedback Giving healthy
environment like leave, flexible time , picnic , and event celebration etc., So our organization
people work longtime out organization start 2014 and we have 9 10 years.

RECOMMENDATIONS

 The company should Implement ongoing training and development programs to

keep employees engaged and enhance their skills, ensuring they feel a sense of
progression within the company.
 They should Recognize and reward outstanding performance through employee
recognition programs. This can include awards, bonuses, or public acknowledgment,
motivating employees to excel in their roles.
 They should Offer flexible work arrangements to promote work-life balance,
accommodating the diverse needs and preferences of your employees.
 Company should Organize regular team-building activities to strengthen
interpersonal relationships among employees, fostering a positive and collaborative
work culture.
 Company should Continuously evaluate and integrate new technologies and tools to
streamline HR processes, making the recruitment, onboarding, and employee
management experiences more efficient and user-friendly.

BIBLIOGRAPHY

https://travocom.com/

https://www.facebook.com/travocom

7|Page