PRESENTED BY:

M.SHAF KHAN (0217)

ABIHA (0249)
 INTRODUCTION
 Cadbury is a British multinational confectionery company.

 It is the second largest confectionery brand in the world after Mars.

 Operates in more than 50 countries worldwide including India, Canada, Australia.

 Established in Birmingham, England in 1824, by John Cadbury.

 Cadbury developed the business with his brother Benjamin and the company became known as "Cadbury Brothers".

 Cadbury introduced his brand of the chocolate bar in 1849.

 Considered as the big British confectionery manufacturers back in 19th and 20th centuries.

 Major chocolate brands produced by Cadbury include the Dairy Milk, Crunchie, Caramel, Wispa, Flake, Curly Wurley

and the twist-wrapped chocolates which are most popular around holidays, such as Christmas and Halloween.
HIRACHY STRUCTURE
CEO

CHAIR MAN Of
The Board

DIRECTORS

HUMAN LEGAL & SCIENCE &

SALES CFO
RESOURCES SECRETARY TECHNOLOGY
 HR DEPARTMENT (HIERARCHY)
 Cadbury acknowledges that its people are important in achieving its goals.

 They use Managing for Value approach which focused on company’s internal ability.

 For managing its human resources Cadbury use SHRM. Which helps the company to
align with the HRM activities to its business objectives.
 Cadbury identified that the employee’s skill must be analyzed to motivate each employee.

 Cadbury brought the employees closer to the company by offering them share in 1974.
ORGANIZATIONAL STRUCTURE

Cadbury’s follows a downward flow of

communication.

Hierarchical structure is based on distinct chain of commands from

Managing director to Support assistants according to Cadbury.

Democratic structure, because Cadbury tends to be found in situation where

it is felt to be important for all members of the organization to understand
what they are doing, and where member of staff need to work as a team.

Cadbury’s organizational structure there is less complexity, less formalization and they are
almost decentralized.
 HR POLICIES:
 Fairness and equality are also part of the Cadbury’s policies used for handling work
issues.
 The Cadbury also develops helpful programs that would promote the well-being of the
employees.
 Any commitment to employee must be dealt with proper care and attention. Cadbury bear
in mind that, employees are asset to the organization.
 LEAVE STATUS:
 Parental leave for primary caregivers will be extended to 18 weeks of fully paid leave from
14 weeks previously.
 Cadbury offers policy which is designed to allow you ample time away from work to be with
your family while coping through the loss of a loved one.
 Cadbury takes the consideration of human psychology, rest and recreation can refresh
employee mind and soul.
 BENFITS TO EMPLOYEES:
 Cadbury offers an attractive rewards package that comprises a competitive salary and
performance-oriented pay in return for your contribution to our success.
 Cadbury offer many opportunities for personal growth and development.

 As a full-time employee of Cadbury, you become eligible for the short-term incentive
program based on the company's overall annual performance.
 If someone is interested in pursuing higher education to further develop in your role,
Cadbury will support him/her.
 As a part of Cadbury company, you will also get the health club membership.
JOB DESCRIPTION
JOB
JOB TITLE:
TITLE: Operator
Operator
Do
Do you
you want
want toto join
join the
the second
second largest
largest confectionery
confectionery brand
brand inin the
the world
world that
that can
can offer
offer you
you a a long
long term
term and
and stable
stable position?
position? The
The
Cadbury
Cadbury areare aa leading
leading manufacturer
manufacturer of of confectionery
confectionery product
product that
that are
are supplied
supplied into
into a a range
range of
of markets.
markets. Cadbury
Cadbury hadhad a a very
very
successfully year and have managed to grow despite the ongoing pandemic. Due to this ongoing
successfully year and have managed to grow despite the ongoing pandemic. Due to this ongoing success, they now require success, they now require
Operators
Operators toto join
join the
the team
team onon aa range
range of
of shifts.
shifts. There
There are
are aa range
range ofof shift
shift patterns
patterns and
and thethe successful
successful candidate
candidate will
will be
be working
working in in
the processing department to prepare products for dispatch. You will use a range of tools and machinery
the processing department to prepare products for dispatch. You will use a range of tools and machinery to measure and cut the to measure and cut the
product
product to
to the
the appropriate
appropriate size.
size. The
The company
company are
are very
very busy
busy with
with plenty
plenty ofof work
work available
available so so optional
optional overtime
overtime is
is available
available ifif desired
desired
to
to boost your income. This is a great opportunity for someone with good practical skills to take on a stable role with flexible shift
boost your income. This is a great opportunity for someone with good practical skills to take on a stable role with flexible shift
options.
options.
REQUIRED SKILLS
 Assembly CONDITIONS:
THE ROLE:
 Electrical
TRAVEL
 Manufacturing
Range of shifts available THE PERSON: REQUIREMENTS: Non
to be flexible around  Mechanical
your commitments.  Operative WORK SCHEDULE: 40
Measuring and cutting Experience using basic  Packaging hours/week
products to size. tools.  Production
To apply for this role or
Using basic tools for Looking for stable work.  Service
for to be considered for
preparing products.  Setter
further roles, please
 Maintenance
click "Apply Now".
Technician 
 Process Operative
JOB TITLE: Dairy Assistant
TIMING: Monday to Friday, 7am to 3pm
PAY: £9.50 rising to a minimum of £10.68 + benefits
We are looking for a Dairy Assistant to work in Cadbury. This is a temporary to permanent role, which will lead to a potential dairy
assistant position and a salary increase. The Cadbury offers excellent starting rates as well as accommodation or accommodation
allowance once the successful candidate moves across to a permanent role. Free tea and coffee and a friendly working
environment with full training provided.

THE ROLE:
Will include manual handling, REQUIRED SKILLS:
therefore ability to lift heavy
• Dispatch
blocks of Chocolates is a must!
• Packing
The role is repetitive to start with,
• Production
however in time, training in all
• Food
areas will be provided and tasks
• Manufacturing
will be more varied. Preference
will be given to candidates with To hear more about this excellent
previous confectionery opportunity, contact us on,
manufacturing experience, alternatively send a CV!
however candidates with a keen
 
interest in confectionery will also
be considered.
 
•JOB TITLE: Manufacturing / Production Manager
MAIN DUTIES OF MANUFACTURING /
•TIMING: Monday to Friday, working hours between 06:00am and 16:30pm PRODUCTION MANAGER WILL INCLUDE:
•PAY: £8.91 - £9.29 p/h.  Manufacturing a wide range of well-known branded
•Are you looking for an immediate, full-time position with consistent hours, within a well- products
established manufacturing company like Cadbury? We have a fantastic opportunity for a  Machine operating
Manufacturing / Production Manager to join our company with fantastic benefits. That offer a  Assisting with general production
 Working on the production line
supportive working environment, generous holiday allowance, on-site canteen and overtime,
 Setting up equipment for production
this is a great opportunity. The ideal Manufacturing / Production Manager will have
 Mixing ingredients
production experience within the confectionery manufacturing industry, however other
 Performing routine quality checks
backgrounds will be considered as full training will be given.
 Maintaining cleanliness of work area
 Performing any other duties within manufacturing
as requested

REQUIRED SKILLS:
 Dispatch
 Packing
 Production
 Supervisor LANGUAGE SKILLS:
 Confectionery manufacturing  Must be able to follow instructions and
communicate clearly in English.
To hear more about this excellent opportunity, contact us on, alternatively  Ability to read and write in English is essential.
send a CV.  

 
HIRING AND RECRUITMENT CHANNELS
• Cadbury’s HR strategies of hiring is diversified and more decentralized. HR policies in Cadbury can identify the talents is to reassign the
employees in different position and let them be a part of every decision-making process.

• Current employees in Cadbury with a satisfactory employment status may apply for internal job openings like other companies.

• The consents of the employee's manager and the HR department may be necessary for employees with less than one year of service with
Cadbury.

• It’s no surprise to find out that Cadbury has established separate Facebook pages for hiring the external candidates. All the pages are
updated on a daily basis with recruitment-related content.

• Cadbury have transformed their recruitment strategies to become primarily digital in order to maximize efficiencies but most importantly,
candidate reach.

• Furthermore, Cadbury are relying more on Candidate Relationship Manager (CRM) software to proactively organize Talent Networks of
qualified individuals.
INTERVIEWS & SELECTION TOOLS
If Cadbury see a fit at the pre-selection stage, they will invite you to an interview, either onsite or
virtually, with the recruiting manager.

Cadbury may also ask him/her to complete a project or presentation, depending on the specific role.

Initial interviews are generally conducted by the HR department and the hiring manager using
behavior-based interview questions and a structured interview process.

The Cadbury use panel as well as mass interview which save the time of interviewers and help the
interviewer to compare the candidate and to select the right person for right job. Cadbury use all types
of questions as mentioned above in their interview according to the requirement of the job including
job-related questions, stress questions as well. Therefore, Cadbury opted the structured interview.
INTERVIEWS & SELECTION TOOLS CONT.
Candidate evaluation forms will be completed after each interview and retained with the application in Cadbury.

Situational Judgement
Test Examines the Cadbury Group Task
candidate on his/her will examine the
behavior in unknown candidate’s ability to
situations. communicate with a
team and reach a final
decision.

The final part of the
pre-employment
testing process, is an
interview with a senior
manager or director
from the department
that candidates have
applied to.
Numerical Reasoning
Test Includes
calculations such as
reading data off charts
and calculating ratios,
percentages, etc.
TRAINING & ORIENTATION PROCESS
• Employers at Cadbury provide employees with continuous learning and closed areas of work opportunities.

• To let employees, stay ahead with the latest business development, Cadbury had implemented various training facility over time.

• During the Result-focused it was seen 5-day training had been provided to understand the business goals.

• Employee can identify suitable training activities with the help of line managers and Personnel Services and adopting a flexible and positive
approach to any training and development that is identified with them.

• Helping individuals to improve their performance, are key responsibilities for line managers, so they are expected to be actively involved in their
team’s training and development.

• Line managers are also responsible for measuring the effectiveness of any training and development undertaken by team members, with
assistance from Personnel Services.

• Orientation deals with a situation whereby new employees are given training to enable them to get acquainted with the work and the organization
as a whole in respect of values, rules and regulation.
PERFORMANCE APPRAISAL
• Employees are provided with proper appraisal and pay assessment based on performance in Cadbury.

• Low performed employee should be given extra care and opportunity to perform better.

• Cadbury had to assess what were the outcomes of the training, communication etc. to determine the next
possible steps towards the HRM (e.g., pay increase, promotion).

• The performance appraisal system also made the employees more aware of what the Cadbury expects from
them; this strategy also encouraged the employees to constantly seek ways on how their performance can be
improved.

• The utilization of the performance system has also been helpful for the company as it becomes more
knowledgeable with the operation areas that need improvements.
 CAREER DEVELOPMENT OF EMPLOYEES

• Learning environment of Cadbury contains all necessary learning equipment’s, from class room to meeting board, from exam
hall to discussion room.

• The HRD policies in Cadbury let employee learn as they go through everyday work by providing both informal and formal
conversation, discussion etc.

• Cadbury believe in a continuous performance mindset. They encourage open, honest and transparent conversations through
regular Check-Ins.

• Rewards are linked to his/her performance and include not only financial benefits, but also career opportunities, in line with
his/her own aspirations and the needs of the company.

• Communications has played its role and made things easier. This communication let the employee had their flexibility on job
rather than having job imposed on them. Direct discussions with employees had been made.

• Cadbury introduced extensive training program with more than 50 online tools for employee to let employee work more
collaboratively.
HEALTH AND SAFETY CONCERNS

The Health Works

program helps Cadbury
associates and their
families stay fit and
Paid Time Off
healthy. This program also
Cadbury help its team Associates earn paid
provides associates with
keep their work and time off each month to
opportunities to participate
home life in balance. use for sick leave, family
in preventative programs
illness or personal
that help save money on
reasons.
heath benefit costs while
ensuring Cadbury’s
associates remain healthy.
EMPLOYEE CONFLICT MANAGEMENT

• Employee involvement refers to managerial practices in creating an environment or a culture within an

organization in which people have an impact on the decision-making process which Cadbury does.

• This practice helps Cadbury to retain their best employees. Employee conflict management of Cadbury
has several methods and techniques to improve employee relationships with them including training in
team effectiveness, communications and problem solving, corrective action processes and periodic
discussions with the superiors.

• If conflict still occurs then what Cadbury does is one’s party surrenders its own needs and wishes to
accommodate the other party and just changing the subject, etc. because it is useful as a temporary
measure to buy time. And Cadbury always finding a center point where each party is partially satisfied.
RECOMMENDATIONS/ NEEDS OF IMPROVEMENT
•Cadbury has to implement its HR policies and practices in a planned way so that they are able to coincide it with the company's business
objectives and strategies.

• Cadbury has to have HR planning at the center of the formulation and implementation of the organization's strategies. Major weakness was to
identify the potential employees.

•The department of HR in Cadbury needs to change in many ways. The rate of change should increase quickly as public and political
expectations of service levels will continue to rise in upcoming years.

•The company should be able to attract talented people who will be committed, involved in their work, will achieve high levels of performance and
deliver excellent value for money. I

•t has found that, poor performed employees were not given fair chances and opportunities.
CONCLUSION

It has concluded both the companies use different

models of HRM due differences cultural and strategic
approach. Yet both the companies are highly
successful.
 
USMAN AMJAD (0141)
HASHIM (0155)
JOB ANALYSIS

 The initial phase of Allied bank HR manager usually recorded as a hard copy or reworking
sets of responsibilities is work investigation. Occupation investigation is a top to bottom
investigation of a task. It gives data to sets of expectations. In doing the investigation, you
or a representative will accumulate data about positions through talking representatives,
noticing execution of specific undertakings, requesting that representatives round out polls
and worksheets, and gathering data about a task from auxiliary sources like the National
Occupational Classification (NOC) framework. erased or changed.
ALLIED BANK AND UNDERSTAND THE WORK

 All of the obligations and duties of the position.

 Their extension and level.
 The setting in which these are to be performed.
 The measure of obligation, authority and responsibility needed to play out the work.
ESSENTIAL REQUIREMENTS WHILE WORKING FOR
ALLIED BANK
 Must be punctual and dress professionally.
 Should know about the basic workplace ethics.
 Must be problem solver.
 Strong grip on excels and computer skills.
 Report to the competent authorities.
 Must avoid leaking any confidential information.
 Must avoid self-interest.
 Keep his/ her skills up to date.
SPECIAL CONSIDERATIONS

Well, this is also very important aspect of interviewing that person or HR manager should use
all the reliable sources to check the following aspects whether they are there or not so they are
following:
 Criminal records survey.
 Drivers, guns or different licenses.
 Professional assignments.
 Occupational certificates.
 Physical prerequisites to lift weighty files and sometimes printers etc.
REVIEW AND FINALIZE

After doing a job analysis the know the HR manager will look for the following whether these
things are reflecting or not in the candidate.
 Whether the all the opportunities and qualification that are written in the job description are
there in candidate or not
 Do the social levels distinguished truly characterize what high or helpless entertainers really
do in this work/job?
 Is the experience, instruction and preparing necessities identified with the CKSA picked:
work related, comprehensive, sensible and fitting?
 Have all essential unique contemplations been incorporated?
USING RESULTS

The list of qualifications and competencies developed through job analysis are used to create:
 These help to attach the statement of qualification with the job description
 Advertising content and/or applicant information packages
 Criteria for short listing applicants
RECRUITMENT

 First of the candidate have to send an application for the job to the company.
 Criteria for labors: There is no complicated rule for the hiring of hard work. They can also method
from the notices of the process those will display on the attention board of the business enterprise
most effective while the vacancy will be announced. There is not any such a need of qualification for
this process.
 Criteria for executives: There are some complications while hiring the executive like a professional
degree. Work experience in the relative field. Leadership qualities while you are applying for
manager’s job. Must be good communication skills.
RECRUITMENT CHANNELS

 Internal recruitment: Internal recruitment is done in Allied Bank when there is need of the senior
post.
 External recruitment: This process Is done by Allied bank when they need new candidates for the
external recruitment they candidates usually drop their CVS and then they called the candidate for
that job interview.
 Rehiring: Sometime rehiring is also done by the organization and this is mostly done for the old
and loyal employees and senior employees who have a very strong grip on the banking knowledge.
 Salary: There is no hard and fast rule to do so because its all depends on the negotiations well a
roughly idea about the salary
SELECTION PROCESS

 Informal interview:

In this session, the enterprise calls to those applicants who are selected after giving their CV to
the company. In this call the timing and the date will be informed to the candidate for the
interview session. There also are some different questions those are asked from the candidate.
This is the casual consultation.
 Formal interview:

Formal interview is the whole interview that the candidate has to take delivery of to the
organization. These interviews are in numbers in which the candidate has to be seems for 2
instances.
EMPLOYEE ORIENTATION

 Main part is their employee’s orientation this is done to make the employees comfortable
and to tell them about the reality and how the work is done by the banking sector.
 To eradicate any ambiguity in the mind.

 To know about the banking sector.

 To gain comfortable and to make employees comfortable with their supervisors etc.
TRAINING AND DEVELOPMENT

The training is most important part of the banking sector because as you know all the banks
are under the state bank of Pakistan and due to the advancement in technology and
amendments in law so there are 2 types of the training.
 On the job training is done by the Allied bank for usually the senior people who are usually
consider as the backbone of the bank so they usually get them on job training by attending
the training sessions etc.
 Off job training is done for the new employees usually new employees have no idea about
the banking experience so they provide them the trainings
COMPENSATION MANAGEMENT

 Rewards: Are of the two types that are provided in the bank. These are basically done on
the basis of work and performance sometimes both are provided at the same time.
 Punishment: The punishment is also decided by the HR manager like there are all the rules
and regulations who ever will break the rules and regulations should face the consequences.
EMPLOYEE ENGAGEMENT & RETENTION

Hiring the employees is not the only task that is done by the HR manager. The employees’
retention is also done and, in any organization, this is done and the advantage of doing this is
that this will keep the bank staff and employees motivated and productive.
RECOMMENDATIONS OF ALLIED BANK:
• ALLIED BANK SHOULD USE EFFECTIVE WAYS OF MOTIVATING THEIR EMPLOYEES RATHER THAN
BORING WORK SHOPS.
• THE BANK SHOULD ALSO AVOID TO DELAY THE PROMOTIONS OF EMPLOYEES.
• IN SOME BRANCHES OF ABL WHERE THERE IS LACK OF INSPECTION.
THANK YOU!