5.1.1 in respect to their qualifications and experience.

5.1.1 HR Planning Process

Following phases are consists in NUST during
HR planning process:

·        
Head of department
drives the requisition to HR department

·        
HR department asks
with the concerned department about their needs

·        
HR department again
sends requisition to the CEO for more approvals

·        
After CEO’s approval
HR department is organizes with concerned department

 

5.1.2
FORECASTING HR REQUIREMENTS

Demand forecast

At NUST the requesting manager is responsible for determining and
completing a need analysis for personnel addition or replacement

In case of internal hiring HR manager use to announce an internal vacancy
and after receiving resume they use to evaluate it and an assessment committee
is formed and all candidates use to appear before it and that committee takes
the evaluation decisions.

In case of external hiring HRD use to advertise the post and collect the
resume.

5.1.3 METHODS TO
FORECAST HR NEEDS

DEMAND
FORECASTING

a)     
Quantitative Approaches

NUST is using trend analysis approach for demand
forecasting. They use to analyze the past experience and compare them with
current trend and situation for estimating future needs.

b)    
Qualitative Approaches

Whenever they use to launch a new product they use
to forecast there needs they use to review their past experience to estimate HR
needs and then experts meet face to face to estimate there demand forecasting
and after exchanging their ideas they use to decide their expected demand.

           
 

           
5.2  EMPLOYEE RECRUITMENT AND SELECTION

NUST is using both internal and external
sources of recruitment. Some major sources of internal and external are as
following:

Internal
Recruitment sources

Transfers
Promotions
Upgrading
Demotions
Retired
Employees

External
Sources

Press
advertisements
Educational
institutes
Placement
agencies/outsourcing
Employment
exchanges
Employee
referrals

 

5.2.2
EMPLOYEE SELECTION PROCESS

For selecting a
candidate, NUST HR department is using the following steps.

They use to
screen the applications, where the available applications are reviewed to
shortlist applicants in respect to their qualifications and experience.
After screening, they use to
prepare for interview, HRD use to prepare the interview schedule and then
they mail interview call letters to the candidates.

3.     
Then after finalizing the selection, either they
use to inform selected candidate by Phone or by letter and invites him to come
and fill required forms to effect the employment.

           
5.3 TRAINING
AND DEVELOPMENT

5.3.1       
TRAINING
NEED ASSESSMENT

NUST training and development staff uses to identify training need
among all departments. They use to identify the areas where employees need
training. NUST is using three levels of needs assessment: organizational
analysis, task analysis and individual analysis.

ORGANIZATIONAL ANALYSIS

Before designing
any training programs company use to analyze the impact on operating
costs.
Then they
use to analyze the organizational goals and resources available like
material on hand, money and available expertise within the organization.

Task analysis

NUST is using a
variety of sources for collecting data for a task analysis such as trainers are
using job descriptions to identify the requirement of training. Organization
use to give training to the newly hired employees in order to help them in
understanding their job descriptions in a better way. 

INDIVIDUAL ANALYSIS

·        
T
team use to talk to manager, supervisor and employee and also they ask employee
about what he/she believes he/she needs to learn.

·        
They
use to conduct Attitude surveys to measures morale, motivation, satisfaction.

 

5.3.2 EMPLOYEE DEVELOPMENT

Employee
development is continuous process in the NUST. Different kinds of training
programs are conducting throughout the year in the NUST. On contrary, NUST has
also designed knowledge management system in which the employee shares their
skill, information and expertise with other employees. For conduct the training
develop in the NUST following mediums are used:

·        
Orientations

·        
In-house
Training

·        
External
Training Course

5.4 PERFORMANCE MANAGEMENT

For performance management of employees,
CCL pharmaceutical use to plan what level of performance is required then after
setting their standards, they monitor the performance of the employee. If there
is some requirement of developing new skills then they give training and then
periodically rate the performance and finally they use to reward the good
performers.

5.4.1
SETTING PERFORMANCE STANDARDS AND EXPECTATIONS

At NUST HR department
heads use to write down the specific responsibilities for a particular job. To
measure the performance they use to set targets and time line to meet those
targeted tasks. After completion of tasks they use to compare the expected
time, performance and result with the targeted ones.

5.4.2 HOW
PERFORMANCE REPORTS ARE WRITTEN

In NUST performance reports are written by keeping in view
the following limits:

Quality of work… At this point NUST use to check the quality
that how effective work is being done. They use to check whether the desired
output is achieved or not?

Team work….How much a person is performing while working as a
team. They use to check whether that person has strength to work in a group and
how they use to coordinate with in team.

Motivational energy….After giving incentives and appreciation
they use to check the motivational energy of employee.

5.5 EMPLOYEE COMPENSATION AND
BENEFIT

NUST has two
classifications of jobs

Exempt

NUST Professionals, management and other skilled jobs are
included in it. Exempt jobs get a fixed salary on per month basis and receive
higher compensation and benefits.

Non-Exempt

Unskilled or entry level jobs are non-exempt jobs and they
are usually paid on weekly bases and get paid overtime, extra pay for hours
worked.

5.5.1 TYPES OF COMPENSATION

NUST is offering following benefits and compensations to
their employees:

§  Basic Pay

§  Medical
Allowance

§  Bonus and
Promotion

§  Public holidays
and other Leaves

§  Mess facilities

§  Travel and
Housing Allowance

5.6 ORGANIZATIONAL CAREER
MANAGEMENT

5.6.1 EMPLOYEE
JOB CHANGES

Once
in a while the employee changes the job with the other association or inside
the present association. It is the part of their profession advancement and
change in the employment represents to the job rotation.

Job changes with the organization

At NUST job changing is processed in
three different ways

PROMOTIONS

NUST is utilizing Promotions in light of legitimacy, propel
specialists who are best met all requirements for the position, instead of
those with the best status.

TRANSFER

NUST management is considering the following
points while transferring

 

1.     
An employee who wishes to be transferred has to
make a written request to his or her department head.

2.     
As per company policy whenever an employee
requesting to transfer between departments, he must have to give interview, and
also require written approval of the department administrator concerned.

 

DEMOTION

In NUST an
employee may be demoted, subject to the approval of the department head and the
assistant HR manager

PROCEDURE OF
DEMOTION AT CCL

A department
head submits the recommendation that an employee has to be demoted. Management
use to give notice of demotion at least 15 days before its effective date and
also give the reasons for the demotion to the employee who is subject to
demotion.

5.6.2 SEPARATION
FROM THE ORGANIZATION

Separation is
the termination of jobs, to disconnect the employee from the organization. It
is done with layoffs, termination, resignation and retirement.

LAYOFF

In layoff process CCL management, keep in mind
that a layoff involves eliminating positions, not people.

When they have distinguished the position to be killed they
doing reported examination for representatives who could conceivably meet all
requirements to play out the rest of the work, they use to figure out who the
minimum qualified individual is and after that they use to lay off that
laborer.

TERMINATION

At NUST end for the most part happens
because of poor occupation performance, absence of “fit” with the
association, failure to perform work obligations and wrongdoing.

When an employee has to be terminate then
in the next step they use to prepare an information package for the terminated
employee that outlines all elements of any severance package and other
benefits.

RESIGNATION

In NUST whenever a permanent employee resigns he
has to give resignation on one month prior notice. The resignation shall state
the reason for the resignation and the desired effective date.. Then the
resignation is submitted to the Top manager. The top managers and board of
directors has the right to accept or reject the resignation.

RETIREMENT:

As per company policy any employee who plans to
retire has to submit his or her resignation to the C.E.O. Employees are
encouraged to submit the resignation and application form at least ninety days
in advance of the retirement date and after approval their retirement check is
issued the second month following the last month of service with the company.

6.     
LABOR MANAGEMENT
RELATIONS

Keeping in mind the end goal to make a relationship of shared
trust and regard amongst work and administration, faculty administration is
directed with fundamental standards:

Creating a
workplace environment where employees can work with trust.
Creating a
mechanism for promoting constant and voluntary initiatives in continuous
improvements
Promoting
teamwork aimed at pursuit of individual roles and optimization of the
entire team.