TEAM MEMBERS
Sh. Usman Ahmad
Hafiz Fahim Abbas
Hassan Shahid
Muhammad Abdullah
FINAL PROJECT
Service Industries Limited
History and Background
• Service industries limited (SIL) is a public limited company listed on the stock exchanges of Pakistan.
• It has annual revenues of about PKR 12 billion ($130 Million)
• the largest manufacturer of footwear, tyres & tubes
• largest footwear exporter of the country for the last 10 years.
Products and Services
• Footwear
• Tyre
• Pharmacy Services
Company Operations
Service Industries
Limited Pakistan
SIL Organizational Chart
Tyre & Tube Unit Gujrat
Footwear Unit Domestic Gujrat
Footwear Unit Export
Muridke
Group Executive Committee (GEC)
Corporate FinanceProcurement
Corporate Marketing
Corporate Sales
Corporate Human
Resources
Multi-Divisional Structure
Production & Planning
Finance Engineering AccountingSales &
MarketingHuman
Resources
Corp. Head quarters
Functions of Human Resource Department
• Manpower Planning• Job analysis and Job description• Compensation and Benefits• Recruitment & Selection• Annual Objective Setting Plans• Performance Appraisals• Training & Development• Employee Welfare and Motivation • Implementation of Organizational Policies
Training & Development
SIL organize training and development programs through various institution either in-house trainings or outsource from some other institutions on monthly basis.
Training Program consists of:
• Communication Skills• Six Sigma• Lean Management• Leadership Skills• Delegation & Empowerment• Technical Skills related to production Setups• Quality Management Programs• Microsoft Office Training
Key Positions in Human Resource Department (HRD)
Tyre & Tube Unit Gujrat
Footwear Unit Domestic Gujrat
Footwear Unit Export
Muridke
Head of Human Resource
HR ExecutiveRecruitment & Training Manager
Admin Manager
HR Assistant
Admin Manager
HR Manager
IR Manager Compliance Manager
Chief Security Officer
Deputy Manager HR
Corp. Head quarters
Relationship of HRD & Business Strategy
HR Strategy and Business Productivity
• SIL human resources department is paramount in building a productive workforce
• Maintaining a workforce where employees enjoy high levels of job satisfaction and job security
Difference between HRM & HRD
HRMThe types of tasks that might come under the
human resources management category include
• Compensation• Payroll issues• Benefits management• Day-to-day employee relations.
Cont…
HRDIn other words, human resources development
concerns itself with strategic thinking about the workforce. Therefore it involves;
• Training needs• Industrial psychology• Productivity gains
TNA Process (Training Need Analysis)
Identify the
Need
Identify the
Need
Evaluate the
Training
Evaluate the
Training
Plan the
Training
Plan the
Training
Deliver the
Training
Deliver the
Training
SIL MDP Program
Highlights of Training Session
SIL MDP Training Modules Include:
MDP-Module Setups
Communications Skills
For All Managerial Grades as well as Staff
Members
Leadership
Problem Solving & Decision Making
Delegation & Empowerment
Change Management
Also SIL design a feedback plan of these training sessions on the basis of which trainers are being evaluated and recommended for further training programs.
The Feedback Steps include:
Organizational Development
Organizational development as a process includes methodologies and achievements in strategic planning, organizational design, leadership development, coaching, diversity and balance between work and life.
• Communication Skills• Six Sigma• Lean Management• Leadership Skills• Delegation & Empowerment• Technical Skills related to production Setups• Quality Management Programs• Microsoft Office Training
Vision Statement
• “To become a global, world class and diversified company this leverages its brands and its people”
KSA
KNOWLEDGE
• Six Sigma• Lean Management• Leadership Skills• Delegation & Empowerment• Technical Skills related to production Setups• Quality Management Programs
Cont..
SKILL
ATTITUDE
Employees Socialization & Orientation Process
Career Management, Career Process, Career Management issues
Career Planning in SIL• Career Planning is the action-oriented aspect of
an individual’s personal career management. • Career Management is a lifelong process in which
individuals take proactive steps to determine their career paths.
• Career Management recognizes that individuals are dynamic and continually developing.
Benefits:• Enhanced Employee Engagement levels• Employees have greater commitment to the organization.• Improved Recruiting • More Effective Succession Planning• Organizational Stability • Long-term Viability • Capacity for Expansion • Culture of Achievement • Culture of Learning • Exit Management If an organization needs to lay-off numerous
employees, the staff members actively involved with their career development will have more opportunities to pursue and be better equipped to pursue them.
• Understanding Of Other’s Jobs • Workforce Retention
Career Management Model
SIL Career Management Model for Production Setups
Flaws
• They have a mixed concept of HRD and OD• Their main focus in to develop their
organization• OD is much more stronger than HRD
Recommendations
• They should also take HRD as a more serious specified field
• They are following all the measure that an modern organization should follow
• They have recently changed their organization structure we can say they are going through change process
• They should not loose there focus change management