PROJECT REPORT

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PROJECT REPORTMETRO Cash And Carry

Final Project ReportOnRecruitment Analysis

ACKNOWLEDGEMENTSWe are immeasurably indebted to ALLAH ALMIGHTY, the propitious, the benevolent and sovereign whose blessings and glory flourished my thoughts and thrived my ambitions, giving me talented teachers, affectionate parents, beloved brother, sweet sisters and unique friends. Trembling lips and wet eyes praise for HOLY PROPHET (PBUH) for enlightening our conscience with the essence of faith in ALLAH, converging all his kindness and mercy upon him.The work presented in this manuscript is accomplished under the sympathetic attitude, animate directions, observant pursuit, scholarly criticism, cheering perspective and enlightened supervision of Mr. Umair Akram, visiting Lecturer at Department of Computer Science University of Agriculture, Faisalabad. His effort towards the inculcation of spirit of handwork and maintenance of professional integrity besides other valuable suggestions always serves as a beacon light through the course of my life. Earnest and devout appreciation to my supervisory committee members We owe a debt of gratitude to Mr. Tasleem Mustafa, Assistant Professor and chairman of Deptt of Computer Science Faisalabad who extended all possible help for the smooth execution of studies reported here.Words are lacking to express my humble obligations to our parents in grateful appreciation of their pray, help, kindness, understanding and moral support, when we needed. Special love and thanks to our ALLAH.GROUP MEMBERS

Contents..Page #1. History of Metro Cash And Carry .....112. MISSION STATEMENT ......113. STRUCTURE OF ORGANIZATION ......... 124. SWOT ANALYSIS.....................................135.HUMAN RESOURCE DEPARTMENT OF METRO.146. RECRUITMENT PROCESS IN METRO ......147.CONSTRAINTS ...167.1 Organization Image.....167.2 Job Attractiveness...177.3 Internal organizational policies..177.4 Recruiting cost.....188. SOURCES USED FOR RECRUITMENT....19 8.1 Internal Sources................................20 8.2 External Sources.......................................................................................219. RECRUITMENT ALTERNATIVES.........229.1 Temporary Help.229.2 Independent Contractors....2210.CONCLUSION...2311. SUGGESTIONS.....2412.REFFERENCES......25

All the close ended questions are mentioned below in the questionnaire while open ended questions are discussed in detail.

Proper establishment of HR department in the organization. In(year). Total number of employees currently working in HR department. Do your employees satisfied with the environment made by you for them? Yes/No Do your employees satisfied with the work done by you for them? Yes/No Turnover rate of organization Turnover rate of HR department Which type of source is used by you for recruitment? (More than one option can be selected) Internal search External Search Referrals Alternatives(For external search) Which Strategy is preferred by you for external search? (More than one selection can be selected) Advertisement Employment Agencies Do you ever use blind box for advertisement?Yes / No(For employment agencies) Which employment agencies are mostly used by you?Public / Private Approximate estimation for public agencies: % Approximate estimation for private agencies: % Do you ever give opportunity to the unsolicited applicants?Yes / No Do you ever coordinate with educational institutes for external search? Yes / No Does METRO ever use online recruitment?Yes / No

(For alternative source) Which type of alternative source is preferred by you? (More than one option can be selected) Temporary help services Employee Leasing Independent contractors

Which of the following factors affect your recruitment process?(More than one option can be selected) Size of organization Organization growth or decline Salary or benefits offered Employment conditions

Which of the following factors affect as barriers during recruiting process? (More than one option can be selected) Organization image Job attractiveness Internal policies Recruiting cost

Brief Overview and History of Metro Cash And Carry

METROCash & Carry is the leading international player in the self-service wholesale sector. Under the brands METRO and MAKRO it operates over 623wholesale storesin 29 countries throughout Europe and Asia.The wholesale stores offer a broad range of products and services customized to the specific demands of professional customers, such ashotel and restaurantoperators, catering firms, independent small retailers, institutions and offices.

MISSION STATEMENT

Metro is cash and carry self-service wholesale for businesses and professionals. METRO provides quality products and business solutions at the lowest possible prices

METRO CASH AND CARRY-WORLWIDE

Locations 623 Number of countries 29 Employees: 103915 Articles, food assortment ca.20000 Articles, nonfood assortment ca.30000

METRO Cash & Carry Pakistan

METRO Cash & Carry announced its operations in Pakistan in January 2006 & since then it has established itself as a potential market leader inself service wholesale. METRO Cash & Carry Pakistan opened its first wholesale centre in Lahore in October 2007 and today it is successfully operating 5wholesale centers, 2 in Lahore, 1 in Karachi, 1 in Faisalabad & 1 in Islamabad

METRO CASH AND CARRY-FAISALABAD

Address:Sargodha Rd, Faisalabad 38000 Phone:(041) 8749100 Employees 165 Articles, food and nonfood assortments of all types

STRUCTURE OF ORGANIZATION

SWOT ANALYSIS

Strengths One stop shopping First in the market Supply chain

Weaknesses HR department not completely Independent Slow reaction to market changes

Opportunities Economical growth

Threats Market competitions

Human Resource Department Of METRO

METRO Cash & Carry is a truly international employer: The Company operates stores in 29 countries from Egypt to China. The responsible management of the international workforce is a main factor of the company's long success story. Thesustainable environment andtraining of talents, the integration of the demographic change as well as diversity in the company's human resources structure is a trademark of METRO Cash& Carry.The aim of HRM department is to provide highly qualified and competent employees to the organization. The HRM Department performs the following functions: Reviewing application forma Interviewing applicants Inducting new employees Appraising employees performance Make a decision about the employees training

RECRUITMENT PROCESS IN METROMETRO Cash & Carrydefined core areas of expertise for its employees which are the basis forrecruitment and selectioncriteria, assessment and appraisal processes and development and training programs. The core competencies are based on the corporate goals and the corporate strategy of theMETRO GROUP.

Importance of Recruitment process:

Following are some important points regarding Recruitment process which are as follows: Attract and encourage more and more candidates to apply in the organization.Create a talent pool of candidates to enable the selection of best candidates for the organizationFollowing are some of the skills METRO CASH AND CARRY look in employees during recruitment process: Analytical and strategic skills:e.g. analytical ability, strategic thinking, ability to think in terms of the whole. Leadership:e.g. acting as a role model, ability to arouse enthusiasm in others, power of persuasion. Social skills:e.g. ability to work as part of a team, tolerance of other peoples opinions, communication andpresentation skills. Qualification: according to the job position but inter or graduation are preferable. Market and customer orientation:e.g. knowledge of customer needs. Ability to bring about change:e.g. openness tonew ideas; willingness to bring about change, ability to improvise.

Constraints or factors Effecting the Recruitment ProcessThe ideal recruitment effort might bring in a satisfactory number of qualified applicants who want the job, but certain realities cannot be ignored. For example, a pool of qualified applicants may not include the best candidates, or best candidate may not want to work for the organization. These and other constraints on recruiting efforts limit human resource recruiters freedom to recruit and select a candidate of their choice.Every organization has to face some constraints or barriers during recruitment or any other process. The most common factors which are to be faced by an organization regarding recruitment are as follows: Organization image Job attractiveness Internal organizational policies Recruiting costWe discussed these factors as barrier with HR manager of METRO to take the organizations status. A detailed discussion is made on these constraints either these constraints affect their recruiting cost or not. All the detail regarding METRO by keeping in view these factors are as follows:Organization imageOrganization image is the representative of the organizations environment related to all the aspects.Organization image plays a crucial role in the recruitment process.As METRO is a multi-national organization, the repute of this organization brings it in the top ranking. So the effect of image of organization can be considered as helpful for the recruiting process not as the constraint for the recruitment.Metro get almost 150-170 CVs against a job vacancy.This shows that the image of the organization is quite good. A poor image may limit its attraction to the applicants.Job attractivenessJob attractiveness includes all the traits which are able to attract the potential applicants towards the job which results the applicant to drop his/her CV for that particular job.It means that an organization provides best working environment, benefits and bonuses etc. to their employees. Employees in METRO were quite satisfied with their working environment. According to a female worker (Shumaila) the atmosphere there is quite safe.

We are mentioning some of the occasions and facilities which are provided to the employees. The organization celebrates 25th December as Christians Day. This greatly encourages Christians. The organization celebrates Womens Day to motivate female employees. The organization provides security and Pick and drop service to all the employees. The organization provides medical facilities to all of its employees and provides special medical allowances to its employees in hour of need.

Internal organizational policiesInternal organizational policies are the policies which are adopted and followed by the organization and the employees also. These policies may be favorable in some cases and may create problem in others. For example the policy which can directly affect the recruitment process may be the promotions from within at low level to high level.Some organizations hire employees internally or within the organization and then promote them as and when required.Metro do not distinguish between the males and females while recruitment process.

Recruiting cost:The last constraint, but certainly not lowest in priority, centers on recruiting costs. Recruiting efforts are expensive. Sometimes budget restrictions put a time limit on searches. Organizations can make their recruiting process more effective by specifying appropriate budget for recruitment.METRO specifies an appropriate budget for the recruitment before starting this process. The budget is not fixed for each year it can be varied according to the requirements. This budget includes all the cost which is utilized in the recruitment process. Salary packages are other then this budget.

SOURCES USED FOR RECRUITMENTRecruitment sources are the channels which are adopted by every organization to attract large pool of CVs of potential candidate. Recruitment Sources which are to be adopted by any organization are not restricted at all. Organizations adopt their recruitment source according to their suitability. Two major types of sources areThe sources used for the recruitment process are as follow;External Sources:An external recruitment strategy is one which a human resources department will systematically search the employee pool outside its own employees to fill positions. External recruitment also has some substantial advantages. Unlike internal recruits, you are getting an inflow of often completely new ideas with an employee who has not been exposed or overexposed to your corporate culture.

Internal Sources:Many large organizations attempt to develop their own-level employees for higher positions. These promotions can occur through an internal search of current employees who have bid for the job, been identified through the organizations resource management system, or even been referred by a fellow employee.

Blind Box:Blind-box ad is a type of advertisement. Some organizations place a blind-box ad, one that includes no specific identification of the organization. We asked HR manager about the organizations approach regarding blind-box ad METRO never uses this technique in their entire history. According to them it is a bad approach and unable to give them a fruitful result as METRO is a well known and remarkable organization. Ads given by their name provides excellent results so they never used blind-box Ad.

Metro (Cash And Carry) prefers internal searches.The reason given (by the HR manager) for their preference of internal searches was that its cost is less and it is easier to implement.Following is a brief overview of the sources used by METRO for recruitment and the advantages and disadvantages they offer.

RECRUITMENT ALTERNATIVESTemporary Help:Most of the employees in METRO Cash And Carry are permanent employees but in more demanding occasions like holidays etc. when sales are high, they acquire the help of temporary help services to fill up the needs of sales and purchases.Independent Contractors:Sometimes METRO Cash and Carry hire independent contractors for the DELIVERY of goods.Employee Leasing:In this technique an organization sends employees in another organization for specific work but the employees receive payment from their own organization. METRO do not use this technique.

METRO Cash and Carry is one of the worlds best self-serve wholesale. They offer an extensive range of high quality food and nonfood products at competitive price.The Human Resource Department is quite effective in its role and most of the employees seemed satisfied by their circumstances. But their SWOT analysis suggests that they can bring about improvement and can attract more customers by making a few changes here and there.

Suggestions can be the actions which can be adopted by anyone to make their performance better. Regarding any organization, suggestions can be some advises which can be followed by the organizations to make their organization efficient in every aspect.Following are some of the suggestions regarding the HR department of METRO Cash and Carry: HR department must have independence so that it can work efficiently for the welfare of the employees. HR department must work towards the betterment of the advertisement for the jobs. There must be a well-defined structure for the promotion of the employees. There must be more motivational schemes and the working environment should be made more enjoyable and entertaining.

Usman BajwaPeople Excellence ExecutivePeople Excellence Human ResourcesMETRO Cash & CarryPhone: +92 (0) 41 8749109Pakistan (Pvt.) LtdFax: +92 (0) 41 8810963Main Sargodha RoadMobile: 0324 -5000630www.metro.pk

Muhammad Mansoor KhalidDepartment Manager (cosmetics)METRO Cash & CarryPhone: +92 (0) 41 8749100Pakistan (Pvt.) LtdFax: +92 (0) 41 8810963Main Sargodha RoadMobile: 0321-7610952www.metro.pk