Sie sind auf Seite 1von 25

PROJECT

REPORT
METRO Cash
And Carry

Final Project Report


On
Recruitment Analysis

ACKNOWLEDGEMENTS
We 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 .....11
2. MISSION STATEMENT ......11
3. STRUCTURE OF ORGANIZATION ......... 12
4. SWOT ANALYSIS.....................................13
5.HUMAN RESOURCE DEPARTMENT OF METRO.14
6. RECRUITMENT PROCESS IN METRO ......14
7.CONSTRAINTS ...16
7.1 Organization Image.....16
7.2 Job Attractiveness...17
7.3 Internal organizational policies..17
7.4 Recruiting cost.....18
8. SOURCES USED FOR RECRUITMENT....19
8.1 Internal Sources................................20
8.2 External Sources.......................................................................................21
9. RECRUITMENT ALTERNATIVES.........22

9.1 Temporary Help.22


9.2 Independent Contractors....22
10.CONCLUSION...23
11. SUGGESTIONS.....24
12.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


METRO Cash & Carry is the leading international player in the self-service wholesale
sector. Under the brands METRO and MAKRO it operates over 623 wholesale stores in
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 as hotel and restaurant operators,
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 in self 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

10

STRUCTURE OF ORGANIZATION

fSsL
otug
a
opt
l
res
MerA
s
aMvm
P
aine
anst
r
gaot
s
egr
o
re
n
r

S uS

is
ic
d
i
is
r a
o r

fs

pa t o

eol

o r M
e rr s ev i P s M

L o g is t ic s A d m
oe a a r r n s n a o a g n g e e r r

in is t r a t o r

11

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

12

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. The sustainable
environment and training 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 METRO


METRO Cash & Carry defined core areas of expertise for its employees which are the
basis for recruitment and selection criteria, assessment and appraisal processes and
development and training programs. The core competencies are based on the corporate
goals and the corporate strategy of the METRO GROUP.

13

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 organization
Following 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 and presentation 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 to new ideas; willingness to bring
about change, ability to improvise.

14

Constraints or factors Effecting the Recruitment Process


The 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 cost

We 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 image
Organization 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 attractiveness

15

Job 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 policies


Internal 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:

16

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.

17

SOURCES USED FOR RECRUITMENT


Recruitment 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 are
The 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.

NEmO ewnlpli ns oep yaperRe ecm entr u i t iAn gencg i e s

18

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.

REFFERALS
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

19

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.

20

EXTERNAL SEARCHES
IN T E R N A L S E A R C H E S

ND ei s w a spd v a pn et ar g e = co st i s v e r y h i g h
DS oi s cia ad lv ma n e t da iga e = l o t s o f u n so l i c i t e d a p p l i c a t i o n s
AD di s v a a d n v t aa ng te a = g ee as=si lm y a a y v acai l au bsel e r i v a l e r y b e t w e e n e m p l o y e e s
SD oi sci ad lv ma n e t d a i ga e = l o t s o f u n so l i c i t e d a p p l i c a t i o n s
DAN die s vwa a dspn v t aa png ete ar= g le e = sscoccosto sti s, l ov ye ar yl e h m i g ph l o y e e s
A d v a n t a g e = e a se o f a ccccee ss, c o st e ff e ct i v e
R e ccoo m m e n d a t i o n s
RECRUITMENT ALTERNATIVES
Temporary 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.

21

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.

22

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.

23

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.

24

Usman Bajwa
People Excellence Executive
People Excellence Human Resources
METRO Cash & Carry
Pakistan (Pvt.) Ltd

Phone: +92 (0) 41 8749109


Fax:

Main Sargodha Road

+92 (0) 41 8810963


Mobile: 0324 -5000630

www.metro.pk

Muhammad Mansoor Khalid


Department Manager (cosmetics)
METRO Cash & Carry
Pakistan (Pvt.) Ltd
Main Sargodha Road
www.metro.pk

Phone: +92 (0) 41 8749100


Fax:

+92 (0) 41 8810963


Mobile: 0321-7610952

25