ORGANIZATIONAL HISTORY

Shezan Company was incorporated on May 13, 1964 as a private limited company, with the objectives as set out in the Memorandum of Association in general and in particular to set up an industrial understanding for manufacture of juices, squashes, sharbats, jams pickles and preserves from fruits and vegetables.The company uses the trademark and brand name "Shezan with the permission given to them by Shezan Services Private Ltd., who is actually the owner of this brand name and paid royalty in using this name. Shezan International Ltd. was conceived as a joint venture by the Shahnawaz Group of Pakistan and Alliance Industrial Development Corporation of USA in 1964. Shezan came a pioneer in the field of converting fruits into pulps, concentrate and juices today Shezan is the largest food processing unit having developed and installed the capacity to meet the country's and export needs. In 1971 the Shah Nawaz Group purchased all the shares of Alliance Industrial Development Corporation with the permission of the Pakistan Government.

MISSION STATEMENT
Our mission is to provide the highest quality fruit and vegetable related juices and products to retail and food services customers. We will accomplish this by maintaining a tradition of pride in our products, growth through innovation, integrity in the management of our business and commitment to team management and quality improvement process.

VISION STATEMENT
To be known as leader of quality products in the region. Dedication to quality is a way of life at our company. In its activities the company will pursue goals aimed at the achievement of profitable business .these results will be derived from the dedicated efforts of each employee in conjunction with supportive participation from management at all levels of the company .To pay its role in the economic development of the country and to enhance quality of life of its people

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COMPANYS PROFILE

COMPANY'S OBJECTIVES
Objectives are the guidelines which direct toward the chosen destiny. The objectives of the Shezan International Ltd are as under: To provide the quality fruit juices to the target market. To provide the quality fruit and vegetables food products. To become a leader in the beverage industry. To invest in the Established projects and new projects.

In order to fulfill these objectives the complementary objectives are: To attain the independence in the production of all products.

To undertake both forward and backward vertical integration in all kind of activities i.e. production,

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ORGANIZATIONAL CHART

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MANAGEMENT SYSTEM
STRUCTURE OF THE COMPANY Formally defined a Company structure is the system of communication and authority that links people and groups together to accomplish tasks that serve the organizational purpose. Structure can be described in the form of an organization chart. Shezan's organizational chart shows that it has functional structure. Functional Structure In functional structure people with similar skills and performing closely related activities are placed together in formal group. They are expected to work together to perform a critical function for the total organization. Common functional departments of Shezan are: 1. Marketing 2. Finance 3. Production Additional screening is affected through the utilization of private employment agencies.This Horizon agency has specialized in various types of workers and job e.g. sales office, execution or engineer.

ROLES & RESPONSIBILITIES

Director Finance: The director finance is also the executive Director of the company. He is responsible for all the financial matters of the company. The director finance is assisted by the manager Accounts. The raising of loans, allocation of disbursement and supervision of the final accounts of the company, is also done by him. Director Marketing: The director marketing is responsible for looking after all the marketing activities being undertaken by the staff. He is assisted by the marketing manager and the sales manager. He is the final authority for any marketing matter. All kind of marketing planning and the new product development, new market opening, advertising, sales promotion, marketing research, credit and cash sales matters, allocation of sales quotas are the major areas under his control. Director Production: The director production is assisted by the various section managers. He is controlling the various sections including, Bottling Section, R & D Section, Repair & Maintenance Section, Vegetables and Fruits Procurement Section. He is responsible for the planning of the all production and Page 4 of 24

taking decision about all the production and taking decisions about all the production processes, machinery to be used and workforce. General Manager Personnel: The personnel department is headed by the General Manager Personnel. He is responsible for recruiting, training, development, and arranging the temporary labor in the peak season. The time record, and all the related record of the employees is also kept his department. General Manager Procurement: The General Manager procurement is assisted by the manager procurement and clerks. All sort of procurement is made by this department excluding vegetables and fruits which is purchased by another section. He supervises the imports of all the materials, opening of the letter of credit, and the local purchase.

Shezans Business Portfolio

Shezan is a customer oriented organization so it Squash is manufacturing the es products for every kind of Ketchup Juices consumers. Shezan have a very rich brand portfolio with national and international brands. In Chutne Vinegar order to provide their y customers the wide range of products Shezan is using every kind of management strategies.One of the core competencies of Shezan is Pickles (in Ispagho their variety of products; oil) l they are using branding strategies in order to compete with rivals of the products, multi branding, Pickles brand extension and line Salt extension. The wide range (in vinegar) of products of Shezan is a major contribution towards Vegetables Fruits the success of the (can) (can) company. The current portfolio of Shezan is as follows:

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Strategic Management by SHEZAN

It follows a wide range of strategies that are as follows:

Shezans Competitive Strategy

Initially Shezan launched only three flavors of squashes which were (mango, orange and lemon). But in current market it has 6 flavors (orange, mango, mix fruit, lemon and lemon barley, pomegranate). Shezan was available in 735 ml. glass bottle but now it is available in pet bottle of 830 ml, complete backward integration in case of this company since it is the only company that has its own sugar mill as well in the name of Shahtaj Sugar Mills, Mandibahauddin. Shezan has the most developed distribution channels network and therefore it has an advantage of reaching maximum customers throughout Pakistan with the help of small retailers as well as larger retailers. Shezan owns 60% of shelf space in all of the almost 16,000 outlets of Utility Stores Shezan is involved in advertisements and low cost promotional campaigns which makes it a very generic brand name in the mind of consumers when they are out shopping for squashes. Shezan is the largest food processing unit having developed and installed the capacity to meet the country's local as well as export needs. Shezan has the highest production capacity as compared to its competitors.

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Corporate Level Strategy:

Shezan uses related diversification strategy to grow its business. Shezan is owned by Shahnawaz group of industries. Shezan buys sugar from the shahtaj sugar mill, owned by Shahnawaz group. Shezan have its own fruit farms to fulfill its needs. Shezan also have its own cod storage to store the raw materials. These all related diversifications provide Shezan an edge over its competitors. Shezan creates value for its customers by providing quality and rich in taste products. It has centralized organizational structure; all the operations are controlled by the Lahore central office. The related diversification provides Shezan to create its core competency over its competitors. The brand manager at Shezan told that they focus on R & D and quality assurance to maintain their taste and high quality. Benefits of Related Diversification: The benefit of related diversification that gave Shezan a competitive edge is its pooled negotiation power that it achieves through bulk buying for its different products as sugar is major ingredient of its most products. It also provides Shezan with secure supply of raw materials. Simplified procurement and administrative procedures helps Shezan in eliminating the need to deal with various suppliers and distributors. This gave Shezan with a chance to focus on new business opportunities and as a result Shezan, in few years launched few new products e.g. energy drink, carbonated drink, new flavors in Shezan twist, Ispaghol, salt etc.

Resources of company and Competitive advantage due to these resources:

Shezan is strong brand name with its loyal customers. Shezan, to be known as leader of quality products in the region, Very Large capital in whole company The good reputation in the market Foreign technology , they are using One of the oldest company in private sector They have their own plant of tetra packing and bottle filling Complete backward integration in case of this company since it is the only company that has its own fruit forms due to this Shezan is able to get fresh fruits for their juices that increase the quality having low price as compare to the other competitor. Today Shezan is the largest food processing unit having developed and installed the capacity to meet the country's local as well as export needsI Company is getting edge with twist juices having different flavors enriched with healthy vitamins

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HUMAN RESOURCE MANAGEMENT

Introduction:
Human resource departments exist to help people and organizations reach their goals. Along the way, they face many challenges arising from the demands of the employees, the organization, and society. The domestic and international environments are particularly confuses because of the growing diversity of the workforce and the globalization of businesses. Challenges also result from ever changing laws, especially laws that address the need for equal employment opportunity.

THE PURPOSE OF HUMAN RESOURCE MANAGEMENT:

The purpose of human resource management is to improve the productive contribution of people to the organization in ways that are strategically, ethically, and socially responsible. This purpose guides the study and practice of HR management, which is also commonly called personnel management. The study of HR management describes the HR related efforts of operating managers and shows how personnel professionals contribute to those efforts. Human resources determine every organization's success. Improving the human contribution is so ambitious and important, however, that all but the smallest firms create a specialized personnel or HR department. It is ambitious because HR departments do not control many of the factors that shape the employees' contribution, such as capital, materials, and procedures. The department decides neither strategy nor a supervisor's treatment of employees, although it strongly influences both. Simply put, the HR department exists to support managers and employees as they pursue the organization's strategies. However, to guide its many activities and support the managers who operate other parts of the organization, HR departments must have objectives. Organizational Objective:

To recognize that HR management exists to contribute to organizational effectiveness. Even when a formal HR department is created to help managers, the managers remain responsible for employee performance. The HR department exists to help managers achieve the objectives of the organization. HR management is not an end in itself; it is only a means of assisting managers with their human resource issues Functional Objective

To maintain the department's contribution at a level appropriate to the organization's needs. Resources are wasted when HR management is more or less sophisticated than the organization demands. Realizing that the HR department had grown up too large. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Page 8 of 24

JOB analysis
In Shezan Ltd job description and job specification is written by the head of human resource department and the head of the department of the relevant department. Shezan Ltd use job analysis for Recruitment Selection Compensation Training

Discovering unassigned duties HR department continuously review their job description with the passage of time and according to requirement

JOB description
Job descriptions are lists of the general tasks, or functions, and responsibilities of a position. Typically, they also include to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. Job descriptions are usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. Job descriptions are used especially for advertising to fill an open position, determining compensation and as a basis for performance reviews. In SHEZAN LIMITED, the job description contains: skills and efforts tasks Responsibility Outlines of the Duty Whom to Report the Task Timings Work type ( field work or not )

Every employ is responsible to report his senior or team leader.

Job specification
Job specification is the heart of the job description .In job specification additional requirement bout job is written. Shezan Ltd Job specification contains: Qualification for jobs Page 9 of 24

Experience for different jobs Special skills required for different jobs Common and overall behavior of employee according to Job requirement Proficiency for different jobs

ROLE OF HRD IN RECRUITMENT PROCESS

Human resource department of Shezan International Limited is responsible for designing the selection system and managing its everyday operation. Human resource managers in cooperation with other managers largely set the overall strategy; they are likely to be influential in deciding, e.g. whether the department should focus on choosing people who are best qualified for current vacancies of for those who have the greatest long term potential. The personnel managers also decide how the guidelines for equal employment opportunities met and whether the company needs outside legal assistance in formulating its affirmative action plan. JOINING THE COMPANY On joining the Company the following formalities must be completed: 1. The documents listed below shall be forwarded immediately to Human Resource Division for completion of their record. 2. Duplicate copy of appointment letter duly signed by the employee in acceptance of the terms and conditions embodied therein. 3. Four copies of recent passport size photograph. 4. Photocopies of all academic certificate especially metric certificate. 5. Photocopies of testimonials from previous employers. 6. Fitness certificate as per Clause (4) of the letter of appointment. 7. Photocopy of National Identity Card. 8. Clearance letter from previous employer.

RECRUITMENT PROCESS
Recruitment of employees, in general the sources of recruitment can be classified into two types.

Internal Job Posting:

Filling a job opening from within the firm has the advantages of stimulating preparation for possible transfer, or promotion and increasing the general level of morale.

Self Nomination:
Human Resource office publishes a monthly newsletter that list the Shezan International Limited's job posting program to different routes to nomination for a job, self nomination and nomination by an employee supervisor. Page 10 of 24

Positions available the announcements carry information about the nature of the position and the qualification needed, and any employee whose interested bid on the job that is enter the competition for it. If accepted for the posted job, the former supervisor is allotted approximately a month to provide for a successor. The personnel units act as a clearing house in screening bids that are unrealistic, preventing an extensive number of bids by a single employee and cancelling employees who are constantly unsuccessful in their attempts to change job. Nomination by Employees Supervisor: Informal communications among managers lead to discourage that best candidates for a job is already working in a different section of the firm.In 4 years of its merger 3000 opening were advertised posted of which approximately 68% were filled. 32% of the openings were cancelled. One reach for can affection is that supervisions with vacancies often post jobs and interviews can ideates, and then when they are not satisfied with the quality of the candidates, they disqualify all nominees and ask management for permission to recruit from outside. Despite some minor problems, most employees were pleased that an internal job posting program was established. Most successful nominees were happy with their new assignments and unsuccessful nominees identified needed skills and gained a more realistic idea of additional training or experience required for careers alternatives. External Job Posting: Shezan International Limited also go to external sources for positions whose specification cannot beam by present personnel. Shezan International Limited uses following outside sources. 1) Advertising: Advertisement is placed in various newspapers. More information about the company and job specification is included in the ad to present some self-screening. 2) Employment Agencies: Additional screening is affected through the utilization of private employment agencies. This Horizon agency has specialized in various types of workers and job e.g. sales office, execution or engineer. 3) Casual Applications Unsolicited applications both at the gate and through the mail constitute a much used source of personnel. These have been developed through promising of attractive employment office facilities and prompt and continuous replies to unsatisfied letters. Page 11 of 24

4) Leasing To adjust short term function in personnel needs. The possibility of leasing by the hour or day is considered. Shezan International Limited not only obtains well trained and selective personnel but avoids any obligation in pension, and other fringe benefits.

THE HIRING PROCEDURE

In the hiring procedure, Shezan International Limited are following steps to discover significant information about an applicant. 1. Call for application 2. Preliminary interview 3. Application Form 4. Check of References 5. Psychological test 6. Employment interview 7. Physical examinations 8. Approval by the supervisor 1) Call For Application: First of all, an ad is given in the newspaper for the vacancy. 2) Preliminary Interview: In this step, the more obvious facts and impressions are of the type generally obtained in an initial interview. Appearance and facility in appear are quickly evaluated. Applicants are often asked why they are applying for a job with Shezan International Limited. An idea of education and experience is obtained by asking for the last grade finished in school, college & university and the names of jobs previously done. 3) Application Form: The application form is a sheet or small, booklet with blanks to be filled in by the applicants. Its purpose is to supply organization with basic information about the candidate's back ground: education work experience, previous salary, and so forth. In Shezan International Limited factual information are to be obtained by means of an application blank. Weighted application form is established and used with caution. It is used for two prime objectives. Page 12 of 24

Shezan International Limited has established the selection of more stable employees to decrease labor turnover. They have discovered and utilized the particular data that devote stability facts relating to home ownership, marital status, age and sex. Shezan International Limited has also established job proficiency as the major objective and have correlated biographical items with production records. 4) Check of References: The purposes of the reference check are to obtain information about past behavior of applicants and to verify the accuracy of information given not in the application form. Shezan International Limited makes sure that privacy is protected. It uses combination of letters and telephone calls, as a method of checking. Reference includes only Dates of employment Job title Absentee record Promotions and demotions Compensation Stated reason for termination.

5) Psychological Test: In Shezan International Limited, clericals jobs are subjected to the greatest amount of testing, applicants for unskilled hourly jobs are tested least. The factors measured are usually of the psychological type, such as ability to reason, capacity for learning, temperament and specific aptitude. Types Of Psychological Tests: Following types of tests are being used in Shezan International Limited to identify talents. i) Intelligence test: These tests concentrate on a person's abilities with worlds numbers logical reasoning and spatial relationships. This type of test is used for managerial posts. ii) Mechanical Aptitude test: Shezan International Limited uses mechanical aptitude tests. Inventions are asked which fall into the general area of understanding area of understanding mechanical relationships. Some question's relate to knowledge of tools and equipment. This type of test is suitable for technical posts. iii) Clerical Aptitude Test: This test deal with questions concerning office vocabulary, automatic, spelling and detail checking. This type of test is used for clerical posts, such as computer operator. Page 13 of 24

iv) Interest Test: Shezan International Limited realizes that a person who is interested in a job or task will do much better than one who is uninterested. The applicant is asked whether he likes, dislikes or is indifferent to many examples of school subjects, occupations, amusement, and peculiarities of people and particular of activities. 6) Employment Interview: Interviewing is probably the most widely used single method of selection. Shezan International Limited shapes interviewer behaviour is to establish a specific system for conducting the employment interview. Shezan International Limited considers following things to set up such a system. To know what to look for in applicant focus only those knowledges, skills, abilities and other characteristics necessary for the job. Develop interview questions that are strictly based on the job analysis results, use "openended" questions and use questions relevant to the individual's ability to perform, motivation to do a good job. Conduct the interview in a relaxed physical setting. Begin by putting the applicant at ease with simple questions and general information about the organization and the position being filled. To evaluate applicants, develop a form containing a list of weighted characteristics for overall importance to the job.

7) Physical Examination: The physical examination step found in most business. Physical examination includes matching of an applicant's physical capabilities to job requirements to a simple check of general physical appearance and well being. In having the physical examination procedure Shezan International Limited has at least three basic objectives. First, it serves to ascertain the applicant physical capabilities e.g. can the applicant work standing up. The second objective of examination is to protect the company against unwarranted claims under worker's compensation laws or against lawsuits for damages. If a record of new employees physical condition at the time of entry does not exit, a claim could possibly be filed for injuries greater than were incurred after starting to work. Third objective of physical examination is to prevent communicable diseases from entering the organization.

8) Approval by the Supervisor: After the employment interview the immediate supervisor approves the candidates. The candidate's recruitment is confirmed after probationary period. Page 14 of 24

TRAINING AND DEVELOPMENT

Orientation & Training Employees: Once employees are "on board" their personal growth and development overtime become a major concern. Change is a fact of a organizational life and to cope effectively with it.In Shezan International Limited both human resource directors and other managers play a critical role in the development of orientation programs. Human resource directors have assumed leadership in developing such programs. Orientation of new Employees: After the selection of successful employees the first step in their introduction to company policies, practices and benefits is an orientation program. In 1997 an orientation programme is conducted by the management after merger. The main objective of this programme was to get familiarize with the organization culture of both organizations. The Orientation program in Shezan International Limited is completed in three phases. The first phase is usually conducted by the staff personnel unit. Subjects covered include products of the company, employee benefits, salary schedules, safety, probationary period, timed recording and absence, holidays equal employment opportunity programs, packing and the grievance procedure. The second phase of most organized induction program is performed by the immediate supervisor. The inductee is introduced to fellow employees, given a tour of the department, and informed about such details as locker and rest rooms, supply procedures, hours of work overtime, call in procedures, rest and lunch periods, and lunching facilities. The complete in action program will provide for phase three follow up some week later. The interview, conducted by either the supervisor or a personnel specialist is concerned with

Employee satisfaction with the job and organization. Supervisor satisfaction with the employees. Dissatisfactions may be cleared up by explanations or actual transfers to a different job. In any event, the interest in the employee evidenced by the more act of having a follow-up interview will help to increase the level of employee satisfaction. After the employee has been received, selected and inducted, he or she must next be developed to better fit the job and the organization. No one is a perfect fit at the time of hiring, and some training and education must take place. Shezan International Limited is a multinational organization in which importance has been given to training. The management consider the training as an "Investment in their Asset". They believed that planed development programs will returns values to the organization interms of increased. Productivity, high reined morale, reduced costs and greater organizational stability and flexibility to adapt to changing external requirements. Shezan International Limited Page 15 of 24

management as whose is initially interested in training and educational programs in order to promote employment and utilize the talents of its citizens.

TRAINING NEEDS ASSESSMENTS

In Shezan International Limited there are three level of analysis for determining the needs training can fulfill. At this level, training needs may be defined in terms of a simple equation. Desired performance - Actual Performance = Training need Organization analysis: Focuses on identifying where within the organization training is needed. Operation analysis: Attempts to identify the content of training - what an employee must do to perform competently. Individual Analysis: Determines how well each employee is performing the task that make up his or her job. The development of operative calls for specific increased in skills and knowledge to perform a particular job. In Shezan International Limited there are primarily two basic methods in use. 1) On The Job Training: Since most jobs in Shezan International Limited can be learned in a relatively short period of time, this method is most widely used. It has the advantage of strongly motivating the trainee to learn since it is not located in the artificial situation of a classroom. The fact that the success of the system depends almost entirely upon the immediate supervisor, the trainer, means that the personnel unit has a major responsibility for making a good, effective reaches out of every supervisor.The types of on the job training implemented in Shezan International Limited are: Apprenticeship programme which include both class room instructions as well as on the job training. This type of training is given to the new inductees and usually two years long. 2) Off the Job Training: There are three methods used in Shezan International Limited for Off the Job training Workers Training Program During the three years, worker's training programmes was organized by Shezan International Limited. This was a part of on the job training. This program was inaugurated by Administration department of Shezan International Limited Pakistan Ltd. The main agenda of the program was to explore the hidden talent of their worker and to make them cognizant of their own potentials. The Manager Administration, and his team conducted the program in a very interesting and entertaining manner with the help of IQ testing riddles and different games. High degree of enthusiasm was observed among the participating workers.

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 Special Courses The second system of operating training may be classified by some as education rather than training. Selling and Technical skills training program This was another strange experience for all participants after the budget and strategy session. This program was hold three days. The objective of the program was to convert their sales staff into technical sales staff. Manager Administration presented on selling skills, while Manager Production and Manager Marketing presented on technical application knowledge. Although being held dry and night, it was not a carry session but full of real enthusiasm. Opportunities For Improvement Of Educational And Technical Qualification The company follows a policy of sending employees for training abroad. Training abroad is mainly in collaboration with parent companies. Apart from this, employees are sent to attend suitable training program within Pakistan held by recognized institutions e.g. PIQC, MAP, and PIMS etc. Employees who wish to improve their educational qualification by registering in Diploma courses and degree courses are encouraged to do so. The prior approval of the company, based on company's need for additional qualification along with indication of expected cost is necessary.

MANPOWER PLANNING
The success of Shezans products, and the taste that has been winning consumers' hearts for generations, is the result of the Company's ongoing investment in and emphasis on quality control, reinforced by research and development (R & D).

In shezan international Ltd HRD & HRP departments work in relation with each other.The purpose for this relationship is as follows:
Balancing the cost between utilization of plant & manpower Determining recruitment needs Determining training needs

Management Development: .Industrial Relation: The basic features of Human resource planning in shezan international Ltd are:

Defining or redefining organizational objectives. Determining and implementing the basic requirement to sound planning. Assessing future requirements to meet objectives. Assessing current resources and availability of resources in the future. Producing and implementing the plan in detail i.e balancing the forecast for demand and supply related to short term and long term time. Monitoring system and amending as indicated. Page 17 of 24

SALARY ADMINISTRATION & PERFORMANCE UPRAISALS

All permanent employees of Shezan international Ltd are given annual increments in July Month. All normal increments are granted to employees who have completed one year with the company. If service is less than one year then increment is granted in proportion of the length of service during the year. Full normal increase is equal to the time scale of the grade in which the concerned employee is placed. An employee is only promoted when there is a vacancy in the higher cadre of the organizational chart or position in which he is working is being upgraded. Merit is the only criteria for promotions. Seniority is considered only when everything else is equal. Promotion is normally considered at the time of granting the increments i.e. 1st of July. In case of an opening that needs to be filled immediately; the head of department set off the case to P & A. Upto supervisory level employees, General Manager concerned and General Manager (P&A) decide. In order to give importance to the event, the concerned employee is also interviewed. For promotion of officer cadre and above, on the receipt of case, General Manager (P&A) arrange a meeting of Management Committee where the candidate is interviewed

EVALUATION of HRD PERFORMANCE

Managers in Shezan International Ltd are expected to systematize and to be responsible for the work of other people. In this process, managers act as employers as such they create and maintain the employment relationships of their organizations. The occupation of HRM specializes in technical skills of managing this employment relationship. In the Shezan International Limited specialist management has used different models of personnel management which explore interdependencies of different management activities in HRM.

REASONS for HR PLANNING

HR planning in necessary for shezan because it is quite large in size and also the trends in technology are changing day by day along with products and markets.All this requires a highly tained and talented workers.A few specific resaons fro carrying our HRP are listed below Future Personnel Needs Coping with Change High-Talent Personnel Strategic Planning: Equal Employment Opportunity Foundation for Personnel Functions Page 18 of 24

COMPUTERIZED SYSTEM
In accordance to latest trends and technology needs,Shezan international Ltd alongwith manpower is also implying computerized system to handle data.The computer database provides all relevant information regarding employees.

INDUSTRIAL RELATIONS
In Shezan International Limited plans are made on the basis of productivity and the human resource implications of mergers, acquisition and divestment decisions that have an impact on Shezan International Limited's industrial relations.

DIFFERENT TYPES OF DISPUTES IN ORGANIZATION

There are some signs of disaffection with organization such as strikes, confrontation leading to lockouts and various forms of withdrawal of cooperation by workers in furthermore of their claims. And other conflicts such as poor training, turnover, absenteeism. But management tries to solve all disputes and conflicts. But the typical conflicts which are taking place in the organization are overtime bans, working to rules, refusal to use new machinery have all seen in different sectors of Shezan International Limited. To solve all disputes Shezan International Limited, management take action which are very right and then all the employees are happy and are more committed to their work.

ROLE OF HRD IN SOLVING PROBLEMS

Different conflict resolution starts with a careful diagnosis of the causes of the problem. And all the times HRD plays an important role in solving their problems. It is then the responsibility of the manager of HRD to apply an appropriate procedural, structural or personal solution or some combination of all three. But the manager of Shezan International Limited has a greatest asset in resolving conflicts will be his or her own preparedness to adopt a pluralist stance, and the interpersonal skills which he or she can bring to bear supplemented by honesty and pragmatism. But HRD performs following chief roles. * Supportive behavior on manager's part. * A work group problem solving. * To design job techniques in such a way that gives satisfaction for individual and opportunity for improving performance. * To overcome lack of commitment to work.

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TERMS & CONDITIONS OF EMPLOYMENT

The term `employee' as use in the rules, regulations and benefit plans enumerated covers all nonunionized employees i.e. Junior Officer up to Managing Director The company reserves the right in its discretion to modify, alter or discontinue any rule, regulation or plan. These rules, regulations and plans further clarify the conditions laid down in the employment letter and cannot be interpreted contrary to or outside the scope of the specific the terms of the employment letter signed and accepted by the employer. 1. ALLOCATION OF PERSONAL NUMBER & ISSUANCE OF COMPANY IDENTITY CARD The Company will allocate a Personal Number to all new employees on joining. This number is to be quoted in all future correspondence for all purposes from then onwards. The Company will also issue a Company Identity Card to the employee. If the card is lost the matter should be reported to Human Resource Division immediately and a duplicate will be issued. The cost of replacing the card shall be deducted from the salary of the concerned employee the following month. 2. PROBATIONARY PERIOD The period of probation is six months which may be extended at the description of the management. During this period, the employee will not be entitled to avail any leave, benefits of the medical scheme, and coverage under Group insurance Policy and member ship of the Provident and Gratuity Funds except coverage under the Accident Insurance Policy. During probation an employee's services are liable to termination without notice or any payment in lieu thereof. This term shall apply to either side. 3. DUTIES AND OBLIGATIONS Every employee is required to discharge his duties and obligations honestly and diligently, and to observe strict secrecy concerning remuneration, performance rating, increments or other terms of service and/or business affairs of the Company whether in relation to other employees, companies, firms, institutions or third parties engaged in business with the Company. The Company has discretion with regard to the duties to be performed by an employee in keeping with the terms of his appointment. An employee shall devote the whole of his time to the business of the Company and not be engaged, interested or concerned with any other business or commercial activity of any kind Page 20 of 24

whatsoever, whether directly or indirectly without the prior written consent of the Company, nor to publish any book, brochure or pamphlet or to contribute any article/communicate to any newspaper or other publication whatsoever whether for remuneration or otherwise. 4. COMPENSATION AND BENEFITS On the successful completion of the probationary period an employee's services will be confirmed in writing and then an employee will be entitled to avail benefits of: > Medical scheme > Leave Entitlements > Coverage under Group Life Insurance > Membership of Provident Fund > Gratuity Fund > Pension Fund (Wherever Applicable) As specified under each benefit plan. 5. SALARIES, INCREMENTS AND PROMOTIONS Salaries are disbursed to all employees on the 26th of the month or, if a holiday, the next working day. Salaries are remitted directly to the Bank Account and it is therefore necessary that details of Name, Account Number, Branch and Place should be intimated to H.R.D/S.P.C. on joining or if any change occurs. No advance against salary is given by the Management. 6. TRANSFERS The Headquarters of all employees as mentioned in the letter of appointment is subject to change at the discretion of the Management in which event an employee will be required to work anywhere in Pakistan as Headquarters with no extra remuneration and /or allowance or compensation whatsoever in the salary structure. In case of a transfer, an employee will be entitled to the following transfer benefits: I) Air-conditioned Coach train fare or air passage as per entitlement for himself and his immediate family to the place of transfer.

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II) 14 days upcountry allowance (Boarding & Lodging allowance) as per entitlement in the travelling scheme. For single employees, reimbursement is at a flat rate. The amount allowed will be specified in the transfer letter served by the Management. In cases where the Management has initiated the move, it can at its discretion, allow higher ceiling/additional benefits. 7. CAFETERIA FACILITY The Company provides the facility of subsidized lunch for all employees at the Head Office and Factory Lunch facility can be availed at the Cafeteria by paying the subsidized rate per month which is deducted from the employees salary. If any employee is availing Privilege Leave/Maternity Leave for 14 days or month in any month, then the employee can request a refund for that period by returning the unused coupons to H.R.D. 8. EMPLOYMENT OF RELATIVES 1. Strictly, no relatives will be employed by the Company. (i.e. Father, mother, brother, sister, nephew, niece, in-laws, etc.) 2. Employment of one son/daughter to be considered after retirement of existing employee, or each during service, only if the candidate is found suitable for the existing vacancy. 3. If any two existing employees marry each other, then one of them, in accordance with the choice of the Management, will have to leave. 4. Sons / daughters and relatives of in service employees, would not be eligible for temporary employment. 9. LEAVE: ENTITLEMENTS & RULES All confirmed employees are entitled to leave according to the rules and regulations stated below: i. CASUAL LEAVE Ten days with pay in a calendar year, at the discretion of the Management. Casual leave in meant to meet urgent and/or unforeseen circumstances. Prior approval of the Management has to be obtained whenever possible, stating the reason for leave. In case of emergencies, an application in support of availed leave must be submitted the day the employee resumes duty. Page 22 of 24

ii. SICK LEAVE The entitlement is 14 calendar days in a year. Sick leave if not availed during a calendar year may be carried forward but the total accumulation of Sick leave shall not exceed 28 days at any time. iii. PRIVILEGE LEAVE The P/L entitlement for all employees is as follow: For the 1st completed year of service 3 weeks (21 Calendar days). For 2nd to 5th completed year of service or part thereof 4 weeks (28 Calendar days). For 6th year onwards- 5 weeks (35 Calendar days) iv. MATERNITY LEAVE Maternity Leave will be allowed to the concerned employee for a period of 12 weeks (85 Calendar days) for each case. Application for the period of leave should be submitted well in advance.

RECOMMENDATIONS
In HRD, the Human Resource Manager should have some technical knowledge in the field of engineering so that they can easily understand the problems of engineers. The company should arrange travelling facilities itself so that the chances of fraud can be minimized and the employees should not take extra advantage of these facilities. For effective perception, employees should be rewarded if they offer useful ideas for reducing costs increasing safety improving product. Shezan needs to improve its distribution strategy. Shezan is targeting youngsters as a potential and big market for its twist juice so if company supply directly to the schools, colleges and universities it removes intermediaries and due to high profit ratio caf owners will promote Twist compared to other juices. Suggestion boxes should be placed at convenient locations throughout the workplace. If the suggestion is accepted then employee should be given cash reward based on some percentage of first years saving resulting from the suggestion.

CONCLUSION
According to our group mates after visiting the company and taking information from the market we have concluded that: They are going good but have to improve internal environment They have to improve their distributor sector. Page 23 of 24

They have to make new strategy for the competitors like Nestle. They have large capital , so they have to spend more money in the advertising field In the this competitive environment, where Shezan International Limited is facing tough competition with national and multinational companies, HRD has been successful in retaining its employees by off offering a clearly defined reward and incentive system.

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