TEAM MEMBERS

Sh. Usman Ahmad

Hafiz Fahim Abbas

Hassan Shahid

Muhammad Abdullah

FINAL PROJECT

Service Industries Limited

History and Background

• Service industries limited (SIL) is a public limited company listed on the stock exchanges of Pakistan.

• It has annual revenues of about PKR 12 billion ($130 Million)

• the largest manufacturer of footwear, tyres & tubes

• largest footwear exporter of the country for the last 10 years.

Products and Services

• Footwear

• Tyre

• Pharmacy Services

Company Operations

Service Industries

Limited Pakistan

SIL Organizational Chart

Tyre & Tube Unit Gujrat

Footwear Unit Domestic Gujrat

Footwear Unit Export

Muridke

Group Executive Committee (GEC)

Corporate FinanceProcurement

Corporate Marketing

Corporate Sales

Corporate Human

Resources

Multi-Divisional Structure

Production & Planning

Finance Engineering AccountingSales &

MarketingHuman

Resources

Corp. Head quarters

Functions of Human Resource Department

• Manpower Planning• Job analysis and Job description• Compensation and Benefits• Recruitment & Selection• Annual Objective Setting Plans• Performance Appraisals• Training & Development• Employee Welfare and Motivation • Implementation of Organizational Policies

Training & Development

SIL organize training and development programs through various institution either in-house trainings or outsource from some other institutions on monthly basis.

Training Program consists of:

• Communication Skills• Six Sigma• Lean Management• Leadership Skills• Delegation & Empowerment• Technical Skills related to production Setups• Quality Management Programs• Microsoft Office Training

Key Positions in Human Resource Department (HRD)

Tyre & Tube Unit Gujrat

Footwear Unit Domestic Gujrat

Footwear Unit Export

Muridke

Head of Human Resource

HR ExecutiveRecruitment & Training Manager

Admin Manager

HR Assistant

Admin Manager

HR Manager

IR Manager Compliance Manager

Chief Security Officer

Deputy Manager HR

Corp. Head quarters

Relationship of HRD & Business Strategy

HR Strategy and Business Productivity

• SIL human resources department is paramount in building a productive workforce

• Maintaining a workforce where employees enjoy high levels of job satisfaction and job security

Difference between HRM & HRD

HRMThe types of tasks that might come under the

human resources management category include

• Compensation• Payroll issues• Benefits management• Day-to-day employee relations.

Cont…

HRDIn other words, human resources development

concerns itself with strategic thinking about the workforce. Therefore it involves;

• Training needs• Industrial psychology• Productivity gains

TNA Process (Training Need Analysis)

Identify the

Need

Identify the

Need

Evaluate the

Training

Evaluate the

Training

Plan the

Training

Plan the

Training

Deliver the

Training

Deliver the

Training

SIL MDP Program

Highlights of Training Session

SIL MDP Training Modules Include:

MDP-Module Setups

Communications Skills

For All Managerial Grades as well as Staff

Members

Leadership

Problem Solving & Decision Making

Delegation & Empowerment

Change Management

Also SIL design a feedback plan of these training sessions on the basis of which trainers are being evaluated and recommended for further training programs.

The Feedback Steps include:

Organizational Development

Organizational development as a process includes methodologies and achievements in strategic planning, organizational design, leadership development, coaching, diversity and balance between work and life.

• Communication Skills• Six Sigma• Lean Management• Leadership Skills• Delegation & Empowerment• Technical Skills related to production Setups• Quality Management Programs• Microsoft Office Training

Vision Statement

• “To become a global, world class and diversified company this leverages its brands and its people”

KSA

KNOWLEDGE

• Six Sigma• Lean Management• Leadership Skills• Delegation & Empowerment• Technical Skills related to production Setups• Quality Management Programs

Cont..

SKILL

ATTITUDE

Employees Socialization & Orientation Process

Career Management, Career Process, Career Management issues

Career Planning in SIL• Career Planning is the action-oriented aspect of

an individual’s personal career management. • Career Management is a lifelong process in which

individuals take proactive steps to determine their career paths.

• Career Management recognizes that individuals are dynamic and continually developing.

Benefits:• Enhanced Employee Engagement levels• Employees have greater commitment to the organization.• Improved Recruiting • More Effective Succession Planning• Organizational Stability • Long-term Viability • Capacity for Expansion • Culture of Achievement • Culture of Learning • Exit Management If an organization needs to lay-off numerous

employees, the staff members actively involved with their career development will have more opportunities to pursue and be better equipped to pursue them.

• Understanding Of Other’s Jobs • Workforce Retention

Career Management Model

SIL Career Management Model for Production Setups

Flaws

• They have a mixed concept of HRD and OD• Their main focus in to develop their

organization• OD is much more stronger than HRD

Recommendations

• They should also take HRD as a more serious specified field

• They are following all the measure that an modern organization should follow

• They have recently changed their organization structure we can say they are going through change process

• They should not loose there focus change management