HUMAN RESOURCE

POLICIES OF

Presented By:
Abdul Hannan
Zain Jaffer
Mubashir Khan
Junaid
Dadex was established in 1959 as a Public Limited
Company.

Dadex started with the manufacturing of CC roofing

systems at their facilities in Hyderabad, and under the
dynamic leadership of our Founder Chairman, Mr.
Kassim Dada.

Later they ventured into manufacturing of CC pipe

systems in 1966, setting up a dedicated manufacturing
facility in Karachi.

They produce a diverse number of products, which

include thermoplastic pipe systems such as u-PVC,
PPR and PE.
Recently the company set new standards of excellence that have translated into a
renewed vision of the company which is:

“To be the most valued company for all stakeholders renowned for
customer focus, innovation, quality, reliability and ethical
practices.”
HR department follows the policies by the HR department of Dadex.At Dadex,
their belief is that "their people are their greatest asset. They take great pride in
acknowledging the contribution each one of them makes. They focus on People
Development and for that they ensure:
 Create a collaborative and mutually supportive work environment that
encourages people to grow.
Develop Performance Management and reward systems underlying our
businessstrategy.
 To increase to the fullest the employee’s job satisfaction and
self-actualisation.
 Provide leadership and direction to employees of the company.
 Career Development planning for all employees of thecompany.
 To provide individual employees with orientation on the
company at the time of joining.
 Maintaining data records of all employees of Dadex (Human
Resources information System).
 To evaluate and retain those employees who are assets to the
company.
 Vice President of HR

Manager Human
Resource

Human Resource Human Resource Human Resource

Human Resource
Generalist Workforce Generalist Generalist Employee
Generalist Training
Planning and Compensation and Relations, Risk
and development
Employment Benefits Management
HR planning’s purpose is to determine what HRM requirements exist for
current & future supplies & demands of workers. The organization
ensures that they have the right number and kinds of people at the right
place; this task is accomplished by regular recruitment and selection,
performance evaluation, Promotions, Regular Training and development
programs.
First analyzing the HR strength of their organization and scanning the
environment.

Then HR manger look at the future HR needs of their organization and how
human resources will be applied to meet these organizational goals.

Using HR forecast they identify the gap between current HR capacity and
projecting future requirements.

Final step is to integrate their human resources plan with their organizational
strategy.
Dadex uses both Internal and External Recruitment. But the priority is given to
the internal if the employee has the capabilities, required by the management
for working on that post.

Internal Methods: Dadex usually prefers “Job Posting” in which employees

from within the organization are preferred but if the organization feels that the
employee is not competent enough then they go for external methods.

External Recruitment: Dadex usually prefers advertising through

newspapers, social media, LinkedIn and their official website for their
recruitment purposes. hey give an open invitation to everyone to apply, so
people who are interested come and if they are capable enough they are hired.
They don’t prefer any specific universities or colleges to get the applicants
In Dadex, selection Criteria is based on numerous factors such as education,
health, background and previous experience.

As per requirement of the company, the HR group circulates details of all the
vacancies through social media.

Applications are screened of internal applicants and suitable candidates are

called for interview after scrutiny
 Advertisement in Social Media and Official web.

Receive Applications from Prospective Candidates

Screening the applications

Call letter for selection test

Shortlisting and call letter for interview

Selection of candidates from interviews

Job offer letters , orientation and training of successful candidates

Dadex has trained and developed many of its senior and fast track managers
and supervisors. For lower and technical staff the organization have a complete
training calendar for the year, if organization thinks and feel that an employee
requires training to update his knowledge about the field, he just have to report
the HR department and he will be listed for the next training program. They
applies on the job training strategy and off the job training strategy,
TRAINING AND DEVELOPMENGT PROCESS
On The Job: Of f The Jobs
 Mentoring Video conference
Coaching Classroom programs
Job rotation
Internship
Promotion: Promotion is direct shift only to the next level from the current grade,
the employee’s performance is evaluated and if his performance is above average he
is given promotion.

Increments: The company decides at the end of the financial year, according to its
financial condition, whether increments should be given or not.

Free transport: Dadex provide free transport to local employee.

Medical facility: Provide free medical facility to workers depending upon the
position/rank of the employee.

Overtime payment: Overtime payment is pay for only those workers who are
working more than their working hours mostly overtime payment is given to low
level staff.
They should develop such system in their HR department that no ethical
issues can be raised.

The employees should participate in all the activities of the department.

The factor of favoritism must be eliminated from the department of HR.

They should hold meetings of the HR employees more frequently for

eliminating any misunderstanding.
THANK YOU!