F

aculty
Of
Management

MGT300
“Human Resources Management”

Phase One
“JUHAYNA Company”

To: Dr. Moustafa Kamel

And Ms. Marwa Hassouna
Done By:
 Mai Zeyad Mahmoud
o 083361

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 JUHAYNA

JUHAYNA is a dairy and fruits Company that its main object is to

develop, manufacture, and market its products in order to offer the
best value to its customers. Its Name was selected from the Arabian-
saying “Juhayna has the sure news” for the sake of reflecting the
mission of the company and the shareholders of the company because
it used to reside in the top positions in mountains and valleys
inspecting enemies and exposure them back to the top leader about
the expected threats to make the suitable decisions and reactions.

JUHAYNA’s products are dairy and fruits products such as:

• Milk products:

1. White milk: which is a healthy product that contains vitamins,

minerals and calcium; it helps to strengthen the body bones,

and prevent osteoporosis, the disease of debilitating bone, and
increases the mass of the bone early.

2. Bekhiro milk: it’s a light excellence UHT dairy that is formed in

1 liter, 200 packs, 200 ml small bag, and 500 ml small bag.

3. Mix: it’s existed with many flavors like chocolate, strawberry,

vanilla, banana, and caramel. It contains all the milk benefits in

addition to the taste of each flavor.

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 4. Rayeb: it’s a manufactured dairy with the natural fat existed

and it’s suitable for the ones who are seeking for natural taste
of the cow dairy.

• Yogurt products:

1. JUHAYNA Yogurt: it gives person the satisfaction and aliments

needed for the day. It’s available in plain and light yogurt.

2. Bekhiro Yogurt: it’s a full cream yogurt that is existed to enrich

the product line of Yogurt products. It includes all aliments

needed proteins, carbs, and calories.

3. Zabado: it’s a fruit yogurt existed in many flavors and it

provides a person with all satisfaction, aliments, energy, and

drink needed for the day in 1 pack. It could be drunk during or
after meals.

• Juice products:

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 1. Fruit drinks: it’s a juice existed in many flavors such as orange,

apple, cocktail, guava, wild berries, pineapple, mon cherry,

pina colada, red grapes, and mango.

2. Pure: it’s a juice existed in four flavors, orange, apple,

pineapple, and red grapes, and it’s an unsweetened juice. It’s

preferred to drink it after workouts. It contains less calories and
full aliments needed.

• Whipping cream: it’s a cream need to be whipped for 2 minutes

to give its value, it’s a cow-milk used to produce a normal cream
that is cheaper than the imported ones. It contains a fat with
35%; it has better value than other competitions. It could directly
be added to soups, desserts, dressing salads and fruits.

• Cooking cream: it’s a cream could be added to your cook in order

to have an additional flavor.

• Sour cream: it’s a tasty cream with a sour taste that could be
added to any dish to makes it taste better.

• Desserts: JUHAYNA Creme, it’s a pudding formed in many flavors

such as chocolate, raspberry, creme caramel, and black currant.

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 It’s a very tasty dessert that could be having during or after
meals with stunning sauce.

JUHAYNA Company was established in 1983 with capital of 1.296 m

pounds, and in 2001, it raised its capital by 60 m pounds to reach 100
m pounds and for that action its production capacity has increased to
the double. It’s also modernized its R & D center in order to expedite
the establishment of the new products and brands that are existed to
meet all the customers’ desires and demands in JUHAYNA products.

Presently, JUHAYNA Company exports dairy and fruits products to

the United States of America, Europe, and the Persian Gulf.

Segmentation: JUHAYNA Company concentrates on all ages and

genders in its region, and that all people classes can afford its products
with normal income, in order to achieve its goals.

The Challenges facing the recruitments are:

I. Globalization; which is the tendency of companies to broaden

their products to new markets in foreign countries. According

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 to JUHAYNA, it’s expanded its sales to other countries such as
USA, Europe, and the Persian Gulf for the sake of increasing its
profits.

Competition; since JUHAYNA seeks to expand its sales in other

countries, it has also put into consideration its competitors like
al-Rabeea’, Baity, and many other companies that produce
dairy and fruits products by giving the management and staff
self-support an extensive trainings, and working as a
teamwork, and describing the employees as the most
important resource for the company, and making the
customers as the first priority are all reasons that make
JUHAYNA in the top of other competitors.

II. Technology; since JUHAYNA is a customer oriented, and

influenced by technology and engineering orientation, and

attached with world class built-up. And it has developed a new
state-of-art that centralize “Quality Assurance Laboratory” by
implementing the newest mechanisms and techniques that
control the quality and the assurance in the production stages
beginning from the pre-production stage till the storage,
warehousing, and selling stages.

JUHAYNA has also renovated its R&D to produce the new

products with the new suitable packages that could satisfy
their customers’ demands and desires.

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 III. Nature of work; since JUHAYNA is a customer oriented, it gives its

customers the priority, so it look first for their demand and

desire and then maintain its products to meet these requires.
In addition, JUHAYNA’s employees present really hard working
individuals in teamwork to achieve the main goals of the
company. JUHAYNA offer to its employees’ continuous
extensive trainings for their staff autonomy, scientists,
engineers, and technologists, to have the chance to achieve
their personal goals beside the company’s goals.

IV.Workforce demographic trends; JUHAYNA prefers encouraging and

giving the chance to its workers to get the promotions and
have a higher positions, and achieve their own personal
objectives.

The real constraints facing JUHAYNA and any other dairy company in
case of recruiting, is the lack of the specialists, scientist, engineers,
and technologists in dairy industries, there is a need for these
workforce with experiments. Keeping the company in-the-top of the
dairy markets and competition put a heavy pressure on it.

In case of vacancy, JUHAYNA prefers the internal recruitment and

looking for the best worker for the job from inside the company before
recruiting for outside the company, since it gives its employees the
trainings needed continuously and create for them the best
environment to have their opportunity to achieve their personal goals,

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and get promotions and high benefits for their good work. It often uses
personnel records of their employees and their skills bank and job
posting as well by making interviews with them and knowing their
reasons and abilities they have to be recruited as the best person for
the job. In case the job position is a top manager position, JUHAYNA
looks in the records of its best managers and their skills banks that
could be the right one, and after making intensive interviews; the best
one for the job will be selected, all this is a part from the company
succession planning. But it doesn’t prefer rehiring former employees
because JUHAYNA cares about offering best environment for its
employees.

When there is no candidates for the empty position from inside the
company, JUHAYNA tends to look for outside candidates through
advertising and employment agencies. It often uses blind ads when
searching for job candidates, since JUHAYNA is considered as one of the
most well-known companies in dairy industry, and therefore, it’s better
to get candidates who are not applying for the job because of the
company’s position, but for the job itself. JUHAYNA also look for
candidates in employment agencies in public agencies since it is
considered as the most important source of workers; an employer can
look in workers CVs and interview the ones with the most relevant CVs.
In addition, these agencies offer to the employer many services such
as recruitment services, tax credit information, training programs and
access to local and national labor market information, and the
employer can also end-up with the applicant who are not willing to
work properly. Sometimes JUHAYNA goes for private agencies to look
for candidates when it has no time to make interviews with many

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applicants, and when it needs to find a qualified applicants in an easy
way, even though this type of agencies could dismiss skilled applicants
and let unqualified ones to pass the primary stages or recruiting, and
therefore, the company should fill specific and accurate job description
and make sure that the process of the primary stage of selecting is
done in the right way, and keep screening and checking the agency
and the people that couldn’t pass or have passed the interviews in
order to make sure that the suitable applicants haven’t been missed.

In my opinion, I believe that JUHAYNA is going in the right track, that

it cares about its employees and encouraging them to produce the
superior high quality products, and meet the customers’ demands and
desires, and at the same time it offers for its employees the best
environment to achieve their own goals, and this is just a perfect way
to let them have a stronger commitment to the company and to
increase their morale. Recruiting from inside the company rather than
outside the company, is good to increase their ambitions and creativity
in their work, but interviewing process cost time and the unqualified
applicants could become dissatisfied, and therefore, won’t do their jobs
properly. I recommend that it is better not to offer the job for everyone,
but to look deeply into the employees records and skills bank, and
observe their works intensively and view their judgment about the
empty position, and then select the best one that is right for the job.

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Selection and Screening Process

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 Selecting the best candidate so careful is an important step, since
going through all this searching, interviewing, testing, comparing and
contrasting, and finally selecting the suitable one, is a costly process,
legal obligations such as busting an employee with a criminal records,
and/or suing the employer for a discriminatory actions, and because
going through all this is because of searching for the one with the best
qualifications and skills needed for the job.

In JUHAYNA, the selection and screening process starts with reading,

and observing the applications applied for a certain position, and then
the related application and that contain the most related qualifications
are considered and the rest will be disqualified. After that the HR
department ask for those applicants to come for an interview and
according to the position, the suitable interview will be made-up for it
in order to select the suitable person for the job.

The interviews that are usually used in JUHAYNA are unstructured

interviews where is the interviewer ask indirect questions and
questions that depends on the interviewee responses and these
questions could differ from an interviewee to another, and for some
positions they use the structured interviews where the interviewer ask
a set of direct questions in which all interviewees that are related to
the position they’re applying for. They often use the unstructured
sequential interviews in which each interviewer ask the applicants
different questions and then each of the interviewers made his or her
own independent opinion about the interviewee, and at the end, the
manager, who is going to hire one of the applicants, compare and

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contrast between them, and decide who is the best one to be hired,
and at JUHAYNA, the panel and mass interviews are not favorable
because they believe that such interviews could make the interviewers
miss certain information or point that he or she has to know it.

A mixed type of questions are used in the interviews that are made
at JUHAYNA, but not all the time, sometimes situational interview are
used in order to observe how the interviewee could behave in a certain
situations, sometimes behavioral interviews are made-up in order to
know the reactions the applicant made in some past situations, and
some other times job-related interviews are used so the manager
interviewing the candidate could figure out his or her actions according
to his or her experience in the past, and to figure his or her ability to
know whether he or she can handle this job correctly or not.

The stress interviews are not favorable in JUHAYNA, because they

think that such type of questions could make the candidate leave even
if he or she could be the suitable person for the job and even after
accepting him or her, but since he or she didn’t feel comfort with the
interview, so he or she could believe that all JUHAYNA’s stuff could be
like that, and so it will not come back for this company.

A work sampling technique tests, achievement tests, personality

tests, physical tests, and cognitive abilities such as intelligence tests,
some of those tests are sometimes applied in selecting candidates and
that’s for the sake of testing their abilities, especially in the cases

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where the need of testing is required to verify the candidate abilities on
handling the job, such as the technologists and the engineers, they
must be tested all the described tested and work sampling techniques
so as to discover if they’re capable of handling this job or not. And the
scientists must be tested for achievement and cognitive abilities to
settle their abilities. And for all employees, JUHAYNA imposes a health
checks and physical examinations, since it’s a dairy company and thus
it should be serious in such situations and should keep away the
infected people from the factory, otherwise it would lose its reputation
and position among other dairy companies and customers will repel its
products if any mistake or disease has passed to JUHAYNA’s products.

Reference checks are not favorable in JUHAYNA while screening and

searching for a suitable employee, because they believe that such
methods might not be a good and trusted provider that could provide
them with information about the applicants, and therefore, they can
get the information needed from tests and interviews and all other
methods that could discover all the abilities of the candidates, and so,
the need to use the employee reference check would not be necessary.

The probationary period for the new employees extends from one
month to three months, and that is to test their abilities and their
efficiency in their jobs, and if they were suitable and effective elements
and handle their jobs professionally, then their probationary period
ends and they become a permanent employees, and if not they will be
repelled, and start searching for better candidate for the job.

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 At JUHAYNA, they do offer inducement training for their new
employees in order to make them feel familiar with others by
introducing them to everyone there, and get them to know the basic
rules and policies of JUHAYNA and the whole system and how to deal
with each matter there. The HR department is the one responsible of
performing and preparing for such trainings, that they’re trained to
know how to put the new employees at ease, learn him or her it’s role,
his responsibilities and duties, and his authority, and the objectives
they have achieved and are about to achieve, and learn them about
the company’s past, present and future.

According to JUHAYNA’s methods and tools in selecting and

screening for the best candidates, I think they are processing these
steps in the best way that it could be done to a dairy company, but
thinking of making unstructured interviews with some candidates is
not fair, since some of the interviewee could vote for a candidate
according to his or her look, and according to its first impressions, or
when applying a structured interviews with a set of questions, and
overestimating a candidate because of the unqualified candidates that
came before him or her. All these reasons could be solved if the
interviewee are trained very well and have a full aware of how the
interview should be managed and apply fair interviews among the
candidates in order to select the right suitable candidate for the job. All
the tests that JUHAYNA applied for its employees and candidates are
appropriate and useful for mostly any job position, and that is a fair
way to observe their best applicant.

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