Strategic Human Resource

Management
presentation
 Matco Foods Limited

Introduction:
 Matco Foods Limited is a leading Pakistan-based agribusiness
with over 50 years of experience in the rice industry.
 It is the largest basmati rice exporter from Pakistan operating 5 processing
plants.
 Its products reach over 60 countries worldwide. A global portfolio of more than
150 corporate customers.
 Itis the only agro processing company in Pakistan in which the International
Finance Corporation (IFC) (World Bank Group) has invested equity.
Vision Statement:
To become a leading global supplier of premium quality
food products
Mission Statement:
To provide premium quality products globally to
customers; to be innovative, customer oriented and create
strong partnerships with suppliers; to continuously invest
in our staff – the biggest asset of the company; and to
create long-term value for all stakeholders – shareholders,
staff, customers, suppliers and wider community.
 Work force

Matco is committed to nurturing an engaged, diversified and

responsible work force and to creating an environment
where they can achieve their fullest professional potential.
Matco Foods aims to continue its journey as a leading
responsible agribusiness, producing quality products for its
People 500+ Presences in its workforce
Corporate and giving
Processing
customers, empowering
countries 65 clients 150
back to the
plants 5
communities that have enabled it to thrive.
 1. Strategic Human Resource Management

 Introduction (Hr Manager):

 WAJEEHA KHAN
 Working as an HR Manager in Matco Foods Limited
 since March 2016.
 Her specialties include:
 Recruitment & Selection
 Training & Development
 Screening, Conducting Interviews
 Assist line manager to plan recruitment, induction, selection & retention.
 PROCEDURE OF JOB ANALYSIS

 First we sort of define the purpose.

 Second is to look for what is the position we are looking for.
 The next step is to collect job-related data.
 A job analysis report is prepared by using the gathered data.
 The information collected is used to develop a written statement known
as job description.
 The final step in the process is to develop job specification.
 Strategies To Implement In Organization:
 Define and communicate company goals and performance
objectives
 Offer Frequent Performance Feedback
 Pre-emptive Management and Recognition

 How Managers Can Use Management Process Effectively:

Three functions, analyzing problems, making decisions, and
communicating are called “general” or “continuous” functions because
they occur throughout the management process rather than in any
particular sequence.
Example That Can Explain Human Resource Management
Role In Formulation & Executing Company Strategy
According To Culture:
An example in our previous times that worked was how we
managed our people. Right after the crisis we faced in
previous years we had to lay off a third of our employees.
Interview Format:
We follow structured format for all of these functions.
 PROCEDURE ABOUT PERFORMANCE APPRAISAL

 Performance Appraisal.
 360-degree Appraisal.
 Manager Performance Appraisal.
 Rewards And Recognition Program.
 Performance Improvement Plan.
 2.RECRUITMENT & SELECTION
 STEPS OF RECRUITING:
 Define the Job
 Create Candidate Scorecard
 Market the Opening
 Plan the Interviews
 Select Candidate
 Make an Offer
 PERFORMANCE EVALUATION PROCESS:
 Clarify job expectations
 Review and update job skills
 Review accomplishments and goals
 Final steps and rewards
 3.COMPENSATION MANAGEMENT:

 Yearly Compensation Procedure:

 Start from scratch.
 Create a job description for each position.
 Determine the appropriate amount of compensation.
 Factor in overtime.
 Identify the benefits and incentives that you will provide.
 Detail our decisions in a document.
 4. Testing & Selection

 Types Of Test Company Use:

 Intelligent Test.
 Perception Test.

 Methods For Interviewing Candidates:

• Behavioral Interview Method
 Self Confidence
 Professionalism
 Critical Thinking


 The Right Candidate For The Right Job:
We think about selecting the right candidate for the right
job by focusing the experience, body language, self
confidence, emotionally strong and to give them A scenario
or A problem related to the post.
 How To Measure Personality:
We measure personality by personality traits component
neuroticism and conscientiousness.
 5. Training and Development

Company’s Training Process:

 Conduct in house soft skill trainings and arrange & coordinate different in-house training
programs.
 Create liaison with external trainers.
 Analyze and assess training needs of the organization.
 Develop means of measuring the effectiveness of training programs through test, evaluations,
etc.
 Prepare and maintain Learning & Development budget.
 Conduct orientation and awareness session of newly hired employees, MTO’s, GTO’s and
Interns
 Maintain all training records and details related to training hours, training attendance,
training evaluation.
 Training Requirement In Company:
 Instead of the entire organization, we look at every portion of our organization.
Test it and decide.
 We compare our organization performance to others Competitors.
 Training can increase efficiency, but only if the training is designed to enhance
productivity.
 How well do the members of our company recognize our industry's patterns and
standards? Try
 to have a larger picture for them.
 Challenges Or Difficulties Regarding Any Area:
In our organization there are many different positions, and the people who serve
them have to understand how they can play their part. For each specific job, a
training programmer must be available.
 6.Employees

 Methods Of Recruitment:
The methods mostly used are employee referrals, advertisement and
online submission of CV’s on company’s website.
 Time Did The Company Take To Respond To Application:
The response is given as soon as possible.
 Methods Of Selection:
Personal interview and practice test.
 Suggestion For Recruitment And Selection Procedure:
The use of technology should be more preferred for recruitment and
selection. Also diversification.