Dedication

We dedicate this achievement to our teacher and parents who changed our

life and it is the result of their guidance we are here, in this stage.

TABLE OF CONTENTS

Executive Summary

About POFs

Human Resource Planning

Accessing the human resources needs

Pre-Board Meeting

Job Analysis

Introduction to Job Analysis

Importance of Job Analysis for the POFs

Purpose of job Analysis

Recruitment

What is Recruitment?

Recruiting Goals

Constraint on Recruiting Efforts

Recruitment Sources

Recruitment Alternatives

Selection

What Is Selection?

Selection in POFs

Steps in Selection Process of POFs

Training & Developing

Introduction to Training & Developing

New -Employee Orientation

Employee Benefits

Introduction of Employee Benefits

Fringes and Benefits - OFFICERS BS-17

Facilities

Executive Summary

This project is about the human resource

management in Pakistan Ordnance Factories. The

project describes the primary function of human

resource management that is related with one

another and with organizational strategy.

This project tells us how Pakistan Ordnance Factories

form human resource management plan, access

human resource needs and how POFs conduct job

analysis ,recruitment, selection and training and

development and how POFs provides training to its

employees.

This project briefly describes the benefits that POFs

provides to its employees and how it manages the

performance with in the company. It also describes

the separation process for permanent and contract

base employees.

PAKISTAN ORDNANCE FACTORIES (POFs)

Pakistan Ordnance Factories is huge industrial complex in public sector

with diversified products which are mainly focused at providing the self

reliance through indigenization within Pakistan. Thus POF is a 'force

behind the forces' as it is producing armaments and weapons for all

the three forces i.e.; Pakistan Air Force, Pakistan Navy and Pakistan

Army.

In Pakistan Ordnance Factories, more than 30000 people are working

for strengthening of the national defense. This huge human capital is

engaged in supporting each other for the same national cause. It not

only requires a well established HR infrastructure for recruiting and

training the new human capital but also needs empowering the

present employees through innovative methods of trainings for better

outcomes. In POFs, Human Resource is recruited and managed by the

Personnel Department.

Each and every year, many a people are retired from service after

completing their tenure i.e. at the age 60 years or completing 25 years

of service. Thus a large no. of posts become vacant which are filled in

on the basis of specific quota reserved for all the regions/ provinces of

Pakistan. The process of selection of the right persons for the right jobs

(Recruitment) involves a chain of steps which are focused at exploring

the potential individuals who can perform well in the organization in

the existing scenario. This process ultimately results in appointment of

the people who perform well during different steps of this recruiting

process. Main steps of this process are as below;

HUMAN RESOURCE PLAININGIntroduction of HR Planning:

HR Planning links people management to the organization's mission,

vision, goals and objectives, as well as its strategic plan and budgetary

resources. A key goal of HR planning is to get the right number of

people with the right skills, experience and competencies in the right

jobs at the right time at the right cost.

1) Accessing the human resources needs.

POFs are one of the biggest organizations in Pakistan. It consists of

30000 employees in overall Pakistan. The human resource needs of

POFs are accessed through a proper process.

Before the preparation of financial budget of POFs, each department

sends their demand for HR. The G.M and the different department of

POFs send their HR demand to their concerned SEVP e.g. requirements

for the account departments are send to the SEVP of accounts.

The SEVP of each department reports to the SEVP of HR. The SEVP of

HR analyzes the human resource demands and justified them through

different standards. If any of the human resource demands does not

match with the POFs policies i.e. If not justified then these demands

are rejected and the concern SEVP is informed about the rejection.

SEVP of concerned area may justify their demand of human resource.

2) Pre-Board Meeting:

The SEVP of HR conducts a pre-board meeting before sending their HR

budget to the top management. In pre-board meeting the SEVP of all

departments are informed about any change or variation e.g. if

number of post are increased or decreased by the SEVP of HR.

After pre-board meeting the human resource budget is send to the

board of Directors for the approval. In HR budget the HR department

must specify the month from which the employees will be needed.

JOB ANALYSISIntroduction to Job Analysis:

A job Analysis is a systematic exploration of the activities within a job.

It is a technical procedure used to define a job’s duties, responsibilities,

and accountabilities.

In POFs, engineers, welfare officers, MBAs, doctors, IT specialists and

some other professional degree holders are engaged in serving the

nation. Each and every post has its own job requirements. So keeping

in view, the job requirements and required basic qualifications,

recruitment is done.

POFs conducts job analysis when

New jobs are introduced.

Changes occur in organizational structure.

Technological changes occur.

Importance of Job Analysis for the POFs:

POFs are one of the biggest and oldest organizations in PAKISTAN. For

the organizations like POFs the Job analysis is one of the most

important activities for the POFs. The importance of job analysis for

the POFs is as follows:

Job analysis identifies the personal qualifications necessary to

perform the job and the conditions under which work is

performed.

Job analysis identifies who does what.

Determine needs for new and experienced employees.

Place employees in jobs that use their skills effectively

In addition, job analysis can uncover tools and technologies commonly

used on the job, working conditions, and a variety of other aspects that

characterize work performed in the position

Purpose of job Analysis:

Job Descriptions:

A job description is a written statement of what the jobholder does,

how it is done, under what conditions, and why.

Major duties performed

Nature of job i-e technical or managerial

Performance standards

Working conditions

Number of employees doing the job

Job identification

Job Specifications:

Statement indicating the minimal acceptable qualifications incumbents

must possess to successfully perform the essential elements of the

jobs.

Education

Experience

Age

Salary

Qualification

Benefits

RECRUITMENT

What is Recruitment?

The process of discovering potential candidates for actual or

anticipated organizational vacancies is called as recruitment.

POF is a well known organization engaged in serving the nation in a

better way. For this purpose, a well trained, professional and

diversified human resource is required for better performance. On the

basis of job analysis, recruitment for different posts is carried out to fill

the vacant posts.

Recruiting Goals:

Although all organizations will, at one time or another, engage in

recruiting activities, some do so more than other. Certain other

variables will also influence the extent of recruiting. Employment

condition in local community influences how much recruiting take

place. The effectiveness of past recruiting efforts will show itself in the

organization’s historical ability to locate and keep people who perform

well.

Constraint on Recruiting Efforts:

Factors that can limit recruiting outcomes:

Organization Image.

Job Attractiveness.

Internal Organizational policies.

Government Influence.

Recruiting Costs.

Recruitment Sources:

i) Internal Search

Many large organizations attempt to develop their own low-level

employees for higher positions. These promotions can occur through

an internal search of current employees who have bid for a job, been

identified through the organization’s human resource management

system, or even been referred by a fellow employee.

ii) Employee Referrals and recommendation

A recommendation from a current employee regarding a job

applicant

iii) External Searches:

Organizations often open up recruiting efforts to the external

community. These efforts include advertisement, employment

agencies, schools, colleges and universities, professional organizations

and unsolicited applicants.

a) Advertisement:

When vacancies are needed to be filled the Organizations

announces their jobs vacancies through the advertisement. They

announce the vacancies in different newspapers. Being the federal

organization, all the vacancies are advertised through out Pakistan to

recruit the suitable individuals/professionals from all regions/provinces

of Pakistan. So POFs symbolizes unity of the whole nation. Vacancies

are advertised in the well read and famous newspapers (English /

Urdu / local languages) all over the country to encourage the people

from all areas (Punjab, Sind, NWFP, Balochistan, FATA/NA and

Kashmir).

Recruitment Alternatives:

a) Temporary Help Services:

Temporary employees are particularly valuable in meeting short-

term fluctuations in HRM needs.

b) Employee Leasing:

Individual hired by one firm and sent to work in another for a

specific time.

c) Independent Contractors:

Another means of recruiting is the use of independent

contractors. Often referred to as consultants, independent

contractors are talking on a new meaning. Companies may hire

independent contractors to do specific work at a location on or off

the company’s premises.

SELECTION

What Is Selection?

Selection is the process used to choose individuals with the right

qualifications to fill job openings in the organization. The more

strategic term is placement, which means the process of ensuring that

the right person is placed in the right job. Placement includes two

separate but integrated concepts:

Person-job fit this is the process of ensuring that the

knowledge, skills, and abilities of the individual match the

requirements of the essential functions of the job.

Person-organization fit This is the process of ensuring that the

personality and value system of the individual match the culture

and objectives of the organization

Selection in POFs:

After recruiting the next step is selection. POFS calls short listed

candidate for the selection. POFS follows a standard selection pattern

for top level position POFS have different selection pattern and fir other

position.

Employees for human resource Department, information, Technology,

accounts department etc are hired on contract basis. If the

organization is satisfied with employee performance their contract are

renewed.

For contract bases employees there are two types of contract:

Temporary contract/time bounded:

For temporary contract base employees their selecting is

temporary e.g. It may be for a project or for a specific time i.e.

their contract will not be renewed.

Open contract:

The employees that are hired on open contract on completion of

their contract, the contract will be renewed.

Steps in Selection Process of POFs:

Initial screening:

The first step in the selection process where by job inquires are sorted

and initial screening is done on the basis of data given in the

application form filled in by the applicants. Their eligibility and in-

eligibility is finalized on the basis of this data.

Completing the Application Form:

In this process specific employment form of that organization are

completed. These forms are used to generate specific information

about the employee that company wants about him.

A job application Performa is also given in the advertisement to be

filled by the applicants to provide their bio-data.

Weighted Applicant Form:

These are special type of application forms that uses relevant applicant

information to determine the likelihood of job success. These include

qualification, extra achievements and these are given ranking points.

On the basis of this comparative weightage, merit is calculated for

each post so that shortlisted candidates may be called for personal

interview.

Employee Test:

After the completion of application form employees are tested by

computer based tests and hand written test depending on the

requirements.

1)Performance Simulation Test:

Works sampling and assessment centers evaluation abilities in

actual job activities.

2) Works Sampling:

A selection device requiring the job applicant to actually perform a

small segment of the job.

3) Assessment Centers:

A facility where performance simulation tests are administered.

These include a serious of exercises used for selection,

development, and performance appraisals.

Behavior Interviews:

Observing job candidates not only for what they say but for how they

behave.

After short listing of applicants, individuals falling top in the merit are

called for personal interviews to judge their professional knowledge

and their approach which reflects their personality. Thus the applicants

with suitable professional knowledge and required approach are

selected for appointment in POFs.

Conditional Job Offers:

A tentative job offers that become permanent after certain conditions

are met. Appointment letters alongwith fringes and benefits offered at

POFs are sent to selected persons with certain conditions to be

completed before joining POFs.

Medical & Physical Examination:

The last step in selection process of POFs is to conducts a medical or

physical test. POFs use physical test as a selection device to screen out

individuals who are unable to physically comply with the requirement

of a job.

Comprehensive Selection:

Applying all steps in the selection process before rendering a decision

about a job candidate

TRAINING AND DEVELOPMENT OF EMPLOYESS

Introduction to training and development:

The objective of training and development is to enable employees to

acquire the knowledge, skills, abilities and attitudes necessary to

enable them to improve their performance. Staff training and

development should focus on the department's objectives and goals

and staff's competencies in achieving them.

Training: to familiarize new recruits with job requirements and

procedures, departmental objectives and performance standards;

and the values and norms of the department.

Development: The purpose of development is to identify and

develop the potential within staff, to build existing skill levels, and

to prepare staff to take on greater responsibility during their career.

New -Employee Orientation:

New employee orientation covers the activities involved in introducing

a new employee to the organization and to the individuals in his or her

work unit. An orientation program should familiarize the new member

with the organization objective, history, philosophy, procedure, and

rules; communicate relevant HRM policies such as work hours, pay

procedure, overtimes requirements, and company benefits; review the

specific duties and responsibilities of new member's job; provide a tour

of organization's physical facilities; and introduce the employee to his\

her manager and coworkers.

In POFs, all the selected individuals are introduced to all of the units/

groups through a comprehensive training program (3-4 months) which

is specially focused at socializing the new entrants in the organization.

This program consists of lectures, visual demonstrations and industrial

visits. Thus these young officers become familiarized with the system

being operative in the organization. Relevant rules and regulations are

circulated among these officers. This intensive training program also

includes hands-on experience through visits of respective groups.

Relevant industries are also visited to study the comparative

managerial tools which help in effective management in future.

EMPLOYEE BENEFITS

Employee Benefits:

Membership based non financial rewards offered to attract and keep

employees.

As in past POFS was a government organization all of its pay standards

were according to the scales of employees. After the privatizing of the

organization the POFS is still using some pervious standards including

pay standards. POFS uses

basic pay scale (BPS) standards. There are 22 grades or levels in POFS

i.e. 17-22.

Fringes and Benefits - OFFICERS BS-17

Basic Pay Rs 8210/-

Two Advance increments Rs 1230/-

Conveyance allowance Rs 1240/-

House Rent Rs 3695/-

TOTAL Rs 14375/-

Single accommodation fully furnished having a monthly rental

value of Rs. 5000/- is provided to POF officers at a

subsidized value of Rs. 450.

Married accommodation / Banglow ranging from Rs 15,000/-

to Rs 20,000/-is provided after deduction of house rent only.

In addition to above, following facilities are also

available:

Free medical facility / treatment to POF employees, their

family and parents are provided to POF officers.

Adequate intra city transport facilities for local traveling at

cheapest rates.

Ample recreational sports facilities such as one of the

country’s best 9-holes golf course, skeet shooting, tennis,

cricket, volley ball; swimming, international standard squash

court etc.

4-Star POF Hotel in the heart of the city where POF

employees and their guests can stay at considerably low

rates.

Branches of the entire local and several multinational banks.

University of Wah, Engineering and Medical Colleges in

addition to Post Graduate Colleges for men and women and

over 100 other educational institutions facilitating the

literacy rate of the city to 95 %, which is the highest in the

country.

Ordnance Club (Officers Club) the hub of all social and

cultural facilities for the welfare / entertainments of its

members and their families.

Uninterrupted power supply of electricity at subsidized rates