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
FORECASTING HR REQUIREMENTS
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
5.1.3 METHODS TO
FORECAST HR NEEDS
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.
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
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.
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.
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.
any training programs company use to analyze the impact on operating
use to analyze the organizational goals and resources available like
material on hand, money and available expertise within the organization.
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.
team use to talk to manager, supervisor and employee and also they ask employee
about what he/she believes he/she needs to learn.
use to conduct Attitude surveys to measures morale, motivation, satisfaction.
5.3.2 EMPLOYEE DEVELOPMENT
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:
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
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.
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
NUST has two
classifications of jobs
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.
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
5.5.1 TYPES OF COMPENSATION
NUST is offering following benefits and compensations to
§ Basic Pay
§ Bonus and
§ Public holidays
and other Leaves
§ Mess facilities
§ Travel and
5.6 ORGANIZATIONAL CAREER
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
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.
NUST management is considering the following
points while transferring
An employee who wishes to be transferred has to
make a written request to his or her department head.
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.
In NUST an
employee may be demoted, subject to the approval of the department head and the
assistant HR manager
DEMOTION AT CCL
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
FROM THE ORGANIZATION
the termination of jobs, to disconnect the employee from the organization. It
is done with layoffs, termination, resignation and retirement.
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
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
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.
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.
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:
workplace environment where employees can work with trust.
mechanism for promoting constant and voluntary initiatives in continuous
teamwork aimed at pursuit of individual roles and optimization of the