AL-MEHRAJ ROLLER FLOUR MILLS

Group Members

► Usman Ashraf
► Basit Ali
► Muhammad Usama Rasheed
► Saif Ullah
► Hassaan Zulfiqar
Introduction & Historical Prospective

 MEHRAJ ROLLER FLOUR MILLS started its commercial operation in 1974.

 Change its name into AL-MEHRAJ ROLLER FLOUR MILLS in 2000.

 Registered with Pakistan Flour Mills Association (PFMA).

 operations of AL-MEHRAJ Flour Mills include Production, marketing and sales of Breadstuff and
healthcare products in the domestic market.

 First located in Bilal Town Jhelum than in 2000 they move Toward Near Grid Station kala Gujran – Jhelum.
Employees Selection Process

 Selection will be according to requirement of unit because mostly labours are working there. All of
them are Uneducated. In case of post of Accountant selection will be according to qualification and
experienced base.
Management Hierarchy

Manager

Production
Manager Accountant

Production Production
Supervisor Employees
Management

 Mr. Ikram
The owner as well as Manager of AL-MEHRAJ FLOUR MILLS
 Mr. Hamza
The Deputy Manager of AL-MEHRAJ ROLLER FLOUR MILLS

Mr. Hamza the Son of Mr. Ikram now handle all the operation of the Mill after his father and now he
became Manager of the Mill.
Major Products

1. Fine Flour (777)

2. Semi Fine Flour (707)

 Existing Performance Management System

 AL-MEHRAJ FLOUR MILL is using Semi developed (PMS) to measure labours performance as well as staff.
Some key points described there.
 Manager held a meeting with production manager and marketing manager of the unit in which they set the
target of the year according to the current circumstances, current resources and upcoming events.
 The unit set the standard for measuring the results and make a development plan according to upcoming year
demand season.
 3rd Manager continually watching the employees work when plan is executes.
 4th Evaluation of the employees work.
 5th The manager review the whole process and underline all the problem they faces to complete their task.
 In last step the managers discuss all the problems with the UNIT manager and solve the problems to achieve
the target of the unit.
 Reward System

 If employee work extra hours from their duty time and exceed production per day then the incentive will
be given according to their performance.
 10% salary increment annually for office employees, marketing employees if they achieved set target of
the year.
 Employee’s performance will be judge through result approach system of PM.
Suggested Performance Management System

 Work plan
A document that describes the work to be completed by an employee within the performance cycle, the
performance expected, and how the performance will be measured.

 Corrective action plan

A short-term action plan that is initiated when an employee’s performance fails to meet expectations. Its
purpose is to achieve an improvement in performance.
 Performance appraisal
A confidential document that includes the employee performance expectations, a summary of the
employee’s actual expectations, a summary of the employee’s actual performance relative to those
expectations, an overall performance relative to those expectations, an overall rating of the employee’s
performance, and the supervisor’s and employee’s signatures.
 Performance documentation
A letter, memo, completed form, or note on which the supervisor completed form, or note on which the
supervisor indicates the extent to which the employee is currently indicates the extent to which the
employee is currently meeting expectations and provides evidence to meeting expectations and provides
evidence to support that conclusion.
 Features of Effective Performance Management System

 Effective Performance Management System:

1. Past performance details

2. Feedback mechanisms

3. Ratings and scores

4. Development plans

5. Supported by managers and Staff

6. Communicates performance expectations regularly

7. Hold employees accountable for their actions