Submitted to:-

Mr. Sulman Anwar

GROUP MEMBERS

Hafiz Tahir Nawaz 08108174

Zarak Cheema 08108114

DEDICATION
We are privileged to dedicate this project report to Mr. Sulman Anwar under whose guidance and
consultancy we have been able to complete this challenging task. He always seems to be fatigueless in
spite of tedious work. His unique method of pouring knowledge into the minds of students makes him
unforgettable. He makes his lengthy lecture so comfortable for the students that they feel no problems
in his class. He always inspired the students for study. May Allah bless him with long life, success here
and after

ACKNOWLEDGEMENT

All praise and gratitude due to ALLAH ALMIGHTY who created man in His own image and enjoyed upon
him to travel on the earth and enter into a profound and analytical study of Universe for spiritual
appreciation of ALLAH’S unity and His attribute as well as for harnessing the material manifestation of
the world to the mankind’s profitable utilization. In the first place, therefore we express our utmost
thanks to ALLAH.

At the next stage I offer our gratitude to our Apostle and prospector Prophet Muhammad
(P.B.U.H) for his golden saying “knowledge is the lost heritage of Muslim”.

My all teachers provided me with valuable information which helped me a lot in completion of
this report. It was relatively a new phenomenon for me, but I am quite sure that I have learned a lot
from this project.
 Purpose of project

The purpose of this project is to discuss hr policies and employee practices which are going on in the

organization. At the end of this project we will be able to answer if employees are acting on the policies

or they do not care about these policies. And if they are any difference in both we will be able analyze

and highlight the reasons for these differences. And if they are acting on these policies are they helping

the organization to achieve their short and long term goals. And is it feasible to keep on working with hr

department. Because if they are not able to contribute in increasing of profitability than they are just

putting up a cost on the company. Another thing which can be known from the project is that either

employees are willing to work under the hr department or they feel hesitant to share ideas about their

work experience or they do not want to share their ideas and work activities. And then we will be able to

decide whether there is any need to change the policies or they are going good for the organization.

From a theoretical point of view, it can help to understand what underpins successful

Human resources theories, and what individual factors support or hinder their implementation.
 Executive summary

In this project we are able to evaluate the hr policies practiced at Royal 4B Agri services. First of all we

met the HR Fellow of 4Bby taking appointment on a particular day at the initial step of our project. It

was a pleasant meeting between us HR Fellow & us. He explained the satisfaction level of employee

with the hr department. According to him HR department played a important role in their progress.

In our next visit we met the officials of hr department and other marketing employees . Here we

discussed the HR policies which them which they have for their employees in general. Than we had a bit

chit chat with employees regarding these policies. Their response was cooperative. It helped us to

diagnose the issues with hr policies. We got these results with the help of those employees. Our

objective was to diagnose the problems with hr policies and help making them a better organization.
Our Values

Integrity
We are proud to be a part of 4B. We know vision & mission statement and live by it. We value
honesty, transparency and ethical dealing. We are passionate to achieve high working standards.

Winning
We value innovation, market development, continuous improvement and performance culture.
We focus execution and believe in finding solutions.We are champion and for us pressure is
privilege.

Care
We look for ways to serve customer with quality and care. We value customer opinion and treat
them with courtesy and fairness. We see complaint as an opportunity to improve.

Teamwork
We respect diversity and colleagues' individuality. We value joining hands and achieving results
together. We actively take part to make workplace live, creative, and full of energy.

Environment
We value green initiatives and safety at work place. We always think safety first at work and at
home. We actively play our part in Organization welfare.

Responsibility
We value time and delivering against objectives. We believe in intelligent risk taking. We are
leaders and avail every opportunity to learn and develop.
 Divisions

Agri Division

Four Brothers Agri Services

Four Brothers Agri Services is working for the Better High yield of Farmers through providing
new Technologies and Modern Farming techniques. We have highly technical professionals and
business oriented marketing team. We introduce innovative agriculture trends and focus on
personalized customer services to fulfill day to day increasing market needs.We have established
Pakistan’s Largest Franchise Network “TARZAN MARKAZ” with the concept of all Agri
Inputs available under one roof. To produce high yield, inputs such as seeds, fertilizers and
chemicals play an important role. Our Agri Services Team is providing Quality Field Service to
Farmer at his door-step. They conduct Farmer Meetings at daily basis to communicate timely
recommendations and solutions for their problems and guiding Farmer at every stage of crop for
better yield. Our TARZAN MARKAZ is not only selling Quality Products but also providing
After Sale Services in term of its application and correct usage. Our team used to give
demonstrations of Model Farms for Crops like Cotton, Wheat, Rice and Vegetables. We believe
that our Farmer will have better yield by getting proper training of Farming Techniques,
Increasing Plant Population, Right Application and using Modern Technologies through our
dedicated and devoted Team.

Hybersides

Product Details
Brand Name Bristal
Common Name Fenoxaprop-p-ethyl

Insecteside

Product Details
Brand Name Asetene
Common Name Acephate

Nutrients

Product Details
Brand Name Foundation Plus
Common Name ZINC CHELATED
Four Brothers Telecom

Fou
r Brothers Telecom was established along the principals of total quality management and as such
we strongly believe in the need to deliver high quality solutions to our clients. Four Brothers
Telecom is proud to offer its clients an end to end solution for all their digital and interactive
needs, with the ease of dealing with just one company. Our main objective is to give customers a
personalized, seamless experience that makes it easy for them to do what they want, when they
want to.

Trend Mobiles

Four Brothers Telecom introduced & marketed TREND Mobiles

in Pakistan. TREND is providing innovative products excess to two networks in one mobile with
High Quality features and the information that matters to them with easy-to-use. TREND is UK
based Technology brand fulfilling Highest Standards of Quality in all mentioned sectors.
TREND introduced successfully GSM dual Sim Technology first time in Pakistan. Four Brothers
Telecom is ready to introduce HD LCDTV & TV is another milestone in electronics under the
umbrella of TREND with High Quality features & high standard customer services in affordable
prices. We have the biggest Sales & distribution network around the country and providing
Customer services facilities from more then 30 locations of Pakistan.

Trend Telemall

TREND wants to develop a continuing relationship with people by means of franchising to do

business and will also provide assistance in organizing, training, merchandising, marketing, and
managing in return for a consideration Franchising is a very successful and expanding method of
marketing, selling and distributing goods and services to the people. Franchising is a way to
combine together the skills and experience of the franchisor and the goodwill created by the
brand TREND Telemall focuses on providing premium quality products available under one
roof. Variety of products that can be traced in Telemall covers: GSM Terminal, GSM Pay Phone,
Flexible mini Key Board, Optical Mouse, MP3 FM Transmitter, USB Flash, Bluetooth, Wireless
optical Mouse, Rechargeable Optical Mouse, Web Cam and Video Door Phone and many more.
Placing all these products serves consumer by saving their time and curtailing their cost of
purchase.

Four Brothers Marketing (Pvt) Ltd.

Four Brothers Group of Companies is an anchor company to many

modules of which Four Brothers Marketing (Pvt.) Ltd. is another latest component. The core of
this unit is the application Marketing (Pvt) Limited is another Group concern. Four Brothers
Marketing (Pvt.) Ltd. activities found its momentum with the acquisition of FALETTI's Hotel
Egerton Road Lahore from the Privatization Commission Government of Pakistan by paying an
amount of Rs.1211.1M (One billion two hundred eleven million and one hundred thousand)
located in the centre of the financial district of Lahore. In February 2006 the Four Brothers
Marketing (Pvt.) Ltd. management sold the FALETTI's Hotel to a UAE Group.

4B Gentel International (Pvt) Ltd.

Legal Status and Nature of Business

4B Gentel International (Pvt.) Limited is a private limited company of Four Brother Group
Pakistan, incorporated in Pakistan on August 25, 2005 under the Companies Ordinance, 1984.
The Company commenced its operations on November 22, 2006 and is engaged in providing
Long distance & International (“LDI”) services in Pakistan. The Company has been awarded
LDI license by Pakistan Telecommunication Authority (“PTA”) for these purposes. The
company has entered into agreement with PTCL and all mobile operators to commercially
commence its operations of incoming traffic termination.

Our vision
To be the quality telecommunications service provider of choice using sound business practices
while enhancing the quality of life of the Foods (Pvt) Ltd and providing a strong return for our
stakeholders.

Our mission
Our goal is to be the leading Long distance & International telecommunication service provider
in the market and to make 4B Gentel a name, which inspires pride and confidence. This is our
aim to make this company a customer driven organization providing quality services which meet
and exceed customer expectations. This is our desire to value our employees and provide a
satisfying, challenging and rewarding work environment.
Ch. Muhammad Shafique
G.M. Sales & Marketing Four Brothers Biologic A.G.

Masters in Agriculture Entomology from UAF in 1986 and started professional career from
Govt. Job. He has worked in different national and multinational companies at various
managerial levels and proved himself as a successful professional.

Zia ur Rehman Shakir Abdul Ghaffar Changwani

Business Manager Center
Business Manager North

Malik Arshad Nawaz

Business Manager West
Team Profile

Leadership is everyone's responsibility

At every level and in every kind of job, leaders are the ones who demonstrate that great results
can be achieved by working in different ways to overcome natural boundaries. Often operating
outside their comfort zones, these are the people who close the gap between knowing what needs
to be done, and achieving it. Leadership can take many different forms. It could be line
managing teams in a department or during an assignment. It could mean using your expertise in a
key subject area. It could involve thought leadership. Either way, it's about getting things done –
individually or through people – in a way that others will admire and follow.

Dr. Abid Ali

Group Financial Controller

Started professional career in 1991 with Service Industries Limited and worked on various
Senior Finance positions of high accountability with the organizations like GlaxoSmithKline,
PTCL etc. A Qualified Accountant and have PhD with MBA from USA, besides has a long list
of internationally renowned Certifications like Chartered Business Administrator, Certified
Business Manager, Licensed International Financial Analyst, Lean Sigma Green Belt etc. Highly
accomplished professional, won various laurels and recognitions from the International
Biographical Institutions like American Biographical Institution USA, International Biographical
Institution England, World's Who's Who of Professionals USA and American Academy of
Letters USA.

Ch. Muhammad Tariq

G.M. Sales & Marketing Four Brothers Agri Services

Started professional career in 1989 from a multinational company after doing M.Sc (Hon) Agri
Entomology. In year 2000, joined well known National Group dealing in import & distribution
of pesticides and has worked in different multinational companies.

Hafeez Baig
Business Manager North

Muhammad Nasir Shah

Business Manager Center

Bhag Chand
Business Manager West
Ch. Muhammad Shafique
G.M. Sales & Marketing Four Brothers Biologic A.G.

Masters in Agriculture Entomology from UAF in 1986 and started professional career from
Govt. Job. He has worked in different national and multinational companies at various
managerial levels and proved himself as a successful professional.

Zia ur Rehman Shakir

Business Manager North

Abdul Ghaffar Changwani

Business Manager Center
Malik Arshad Nawaz
Business Manager West

Dr. Zahoor Ahmed

G.M. Seed Research & Development

Ph.D from USA, joined as Entomologist in Central Cotton Research Institute from 1972 to 1979.
In March 1979, he became Director of Central Cotton Research Institute Multan. He retired from
Government service in September, 2002. He received Pride of Performance award from
President of Pakistan in 1996. He published about 80 papers at the National and International
level.
Ch. Muhammad Hanif
Chief Scientist

Zahid Mehmood Sabir

Production Manager Seeds

Shafi Ramay
Manager Quality Assurance Seeds
Mr. Mian Sajjad Akbar

Seasoned Engineering Management Professional with over 30 years experience with leading
companies in Saudi Arabia, United Arab Emirates (UAE) and Pakistan in multi-cultural
environment, developing, directing, and implementing operation management strategies that
achieve results. Ability to classify and manage multiple priorities. Vast exposure and experience
in all aspects of the Sales, Spare Parts and Operations Management of the workshop, dealing in
heavy construction and earth moving machinery, material handling equipment’s and Power
Generators. Achieved bench marking and pace-setting results across key performance metrics.
Showcased strong time management techniques, capable decision-maker. Highly respected
builder and leader of winning management / technical teams, able to assemble, motivate and
retain a high quality workforce of talent. Executive-level understanding of fiscal management;
skilled in budgeting, cash flow management, and investment strategies, creating strong,
sustainable P&L scenario.

Mubashir Hyee Khan

Plant Manager

Mechanical Engineer from UET Lahore in 1989, Started professional career as "Technical
Officer" with Glaxo Smithkline, Lahore at basic Pharmaceutical Manufacturing Plant. Involved
in operation & maintenance of utilities and plant equipments, also involved in upgradation and
expansion projects related to plant. In 1996 joined "Pharmagen Limited" as Engineering
Manager and carried out operation / maintenance of utilities and production plant equipment.
Developed validation protocols and preventive maintenance plans, carried out successful
installation and commissioning of oral cephalosporin plant and sterile injectable powder plant as
Project Incharge. In 2006 joined "High Noon Laboratories" as Senior Manager and was
responsible for all engineering and project activities of plant. In 2008 joined "Descon
Engineering Company, Qatar" as Project Manager and completed projects successfully in Ras
Laffan, industrial Area, Qatar and carried out LNG plant shutdown maintenance activities as Site
Manager.

Mr. Parvez Akbar Lodhi

General Manager Admin

Mr. Parvez Akbar Lodhi has been serving in Police Services of Pakistan at the position of
Additional Inspector General of Police and got retired on May, 2009. He has done Master of Arts
in Administrative Sciences from Department of Police Administration University of the Punjab.
 Application of HRM policies and practices in Business World
 Human resourse department of 4b has the line and authority.
 My duty is to solve the problems of marketing employees.We also search best for the
employees who get retirement.We also improve our employees accoding to changing corporate
world.
 In my strategic plans we do the SWAT analysis for our human capital and always we are focusing
on the employees satisfaction and competence level with respect to our competitors
 We also use technology. In these days we also introduce a mobile service to share the new
information and trends in the market.
 We also get the HR services from the outside the company on the quarterly bases we call some
outside HR managers to review the HR practices and polices
 We use the following matrices to measure the employees related problems

1. Absence rate = (No of days absent In a month/ No of employees during the month *
working days) * 100
2. Marketing HR expenses= (HR marketing expenses / Total Hr expenses)*100
3. Total HR expenses= (HR expenses/Total expenses) *100
4. Turnover rate = ( No of seperations during month/ No of employees During Moths) *100
 During the selection of HR employees we are focusing on their HR proficiencies
I. We focus on the recruitee must has the ability to judge a person
II. We also focus on the recrutte HR fellow must understand the different technical
langauagesi.e Accounting, Finance, Marketing.
III. We also focus on the leadership abilities to manage the employees during any
catastrophe
IV. We also focus on the innovative HR Fellow.
V. We also focus on HR fellow must know about the laws particularly about the relivent
field i.e Marketing
VI. At some extent HR fellow also do some practices for the well being of the general Public
 To explain the role of HR in the strategic management I share a real example with you

Example

At the begning of 4b group placed his products on the different business points and
shopes but after some time ago 4b group decide to open their own shopes near to the customers to
maximize the profit and for the close relation with the customers. For this purpose management
decide to adopt the “forward vertical integration strategy” at corporate level

To facilitate this strategy HR department provides all inofrmations at functional level about the
employees and after researching It also provide the information about the training to create the
required abilities in the cmpaniees employees and also arrange the meetings with the employees to
know their concerne about this strategy
 And also do research in market to sort out the problems and provide its solution to facilitate the
employees at fuctional level

At corporate level “ Forward vertical integration strategy”

At business level “ Cost minimization”

At functional level “ Financial Objectives”

 I take the following steps during the job analysis

I. First of all I himself make a list of task, duties and responsiblites for marketing jobs.
II. Secondly I use the existing organization chart about the job.
III. I also analyze the chart of competitors.
IV. I use to visit the market and spend some days with the marketers.
V. Then I go to the head of department and finalize the form

Job Analyses information Sheet

Job Titel; Marketng Executive

Hours worked; 8am to 12Pm and 1Pm to 5Pm

1- What is the perpous of job?

Marketing the products of 4B
2- What are the metods by which a job holder perform this job?
He will go to the field and meet with the formers & introduce the products of 4B.
3- Education required to perform this job?
Matriculation
4- What kind of expences required to perform this job?
A motercycle and related expences
5- Which kind of health and safty problems will be face by the candidate?
Environmental conditions and dirty roads.
6- What are out coms of this job?
Increase in sale of 4B’s products.

Job Discreption:
 Daily log prepared by the marketing employees. Put all the acitivites performed by the
employees at the end of the day. I get the sample from these logs at the end of month when I
visit the office
 I determine the employee’s demand by trend analysis and turnover rate. At the end of every
year I also analyze the liner mathematical equation to determine the applied sale volume
Y=bx + C
 In internal hiring some people don’t show the interest in current department we give a chance
to them I another department.
 We also rehire the efficient people those who reach about their retirement age
 Diploma holder of agriculture universities particularly agricultural university Faisalabad. We do
the all kind of hiring i.e.walk ins a referral employees and fresh diploma holder from the
universities.
 For the job advertisement we upload the forms on our website and on the news paper.
 We don’t develop an application form we only take the C.Vs from the candidate
 For the employees planning In the first week of APRIL HR department Arrange a meeting for the
employment planning.
 To analyze the future employee’s demand we see the turnover rate, new hiring at the end of
previous years and that increase in target in current year. The analyze the territory in which we
conduct the business at current year.
 We also do the sucession planning with the senior fellows for the key positions but most of the
time we promote the internal employees at key positions.
 To test the candidate we ask some basic biological and chemistry related questions and also
some seeds related questions i.e. hybridized seeds.
 In interview we take the job related stress interviews i.e. if a farmer say to you that these
pestisides have no effect or result , you also come just for your sake then what your reaction
would be?
 During the interview there are number of marketing and HR fellows and anyone can ask any
question which shows that the company take unstructured or panel interview
 No there is only one candidate during the interview.
 Yes after selection, for one week the candidates go into the head office and get the familiarity
with the company.
 Yes there is 45 day formal training session for new candidate in which the company gives the
necessary information about the job and also develop the abilities of situational handlings.
 Apprenticeship training, first of all employees attend the training lectures then they do practice
in a self-created environment by the management. At the end of this training session every new
employee will attach the old ones for a month. At the end of first sessional campaign they go
back to the head office and share their experiences with the management and get more training
 for 15 days.in this 15 days training session marketing expert shared the real and scenarios with
the new hypnotized at the end of this session there is a dinner for all persons and at the dinner
all employees and HR fellows and Marketing Managers get familiarity. Employees and get their
responses of them and gives the further suggestions.
 At the end of training session there are the few teams of two persons one isHR fellow and one is
HR fellow
In an open hall a marketing fellow share a real case with the candidates. Then every team get
suggestions on the case from employ and judge hi abilities and attitude
By the evaluation of following Form.

Training evaluation form

1- Behavioural Attitude 1 2 3 4 5
2- Aggressiveness 1 2 3 4 5
3- Situation Handling 1 2 3 4 5
4- Conversation Style 1 2 3 4 5
5- Usage of technical words 1 2 3 4 5

 Our appraising system have two face one is on monthly basis and other is at the end of year.
At the end of month I visit the every zone and get the feedback from the Boss about the every
employee and also get the feedback from the co-workers and also check the behavior of BOSS
with the subordinates.
At that time, generaly I apprais the behavior of fellows and their performance in target
achievements.
For this purpose I use the following form:

1- Behaviour in field (wtth customer) 1 2 3 4 5

2- Behaviour with co-warkers 1 2 3 4 5
3- Behaviour with Boss 1 2 3 4 5
4- Behaviour with Subordinates 1 2 3 4 5
5- Target Achivement (10 -30)% (30 -50)% (50 -70)% (70 -80)% (80 -100)%

 I appraise at the end of every month because in this way I can sought out any favourtism and
unfairness with any employee. I also do this because marketing fellows are the best assets for
company. Above form is also used by the BOSS at the end of every year.
 Yes at some extent I don’t create hurdles in the way of person who want to leave the
organization. I also give some facilities i.e. experience certificate.
For retired person I also point out some opportunities which they can avail inside or outside the
organization.
 Yes after discussing and understanding pheasibility we take the action.