HRM FINAL REPORT

HR Problem Solutions for AWAZ Television

Submitted To:
Mr. Shah Saad Hussain

Submitted By:
Syed Ahsan Ali Shah
7581
 TABLE OF CONTENTS

LETTER OF TRANSMITTAL……………………………………………………………………………………………….4
INTRODUCTION………………………………………………………………………………………………………………5
Company’s Profile………………………………………………………………………………………………5
Company’s Scope……………………………………………………………………………………………….5
Company’s Objective………………………………………………………………………………………….5
Company’s Mission Statement……………………………………………………………………………5
Basic Management Structure………………………………………………………………………………6
BASIC FUNCTIONS OF HUMAN RESOURCE MANAGEMENT DEPARTMENT……………………..7
Job Analysis…………………………………………………………………………………………………………7
Compensation…………………………………………………………………………………………………….7
Recruitment………………………………………………………………………………………………………..7
Selection…………………………………………………………………………………………………………….7
Performance Appraisal……………………………………………………………………………………….7
Training………………………………………………………………………………………………………………7
Layoffs, Retirement, Dismissal…………………………………………………………………………….7
Change Management………………………………………………………………………………………….7
Succession Planning……………………………………………………………………………………………7
PROBLEM STATEMENT……………………………………………………………………………………………………8
Problems in Functions of Human Resource Management…………………………………..............8
Job Analysis…………………………………………………………………………………………………………8
Compensation…………………………………………………………………………………………………….8
Recruitment………………………………………………………………………………………………………..8
Selection…………………………………………………………………………………………………………….8
Performance Appraisal……………………………………………………………………………………….8
Training / Employee Development………..……………………………………………………………9
Change Management………………………………………………………………………………………….9
Succession Planning……………………………………………………………………………………………9
Employee Complaints…………………………………………………………………………………………9
Career Counseling……………………………………………………………………………………………..9
ANALYSIS OF THE IDENTIFIED PROBLEMS…………………………………………………………………….10
QUESTIONNAIRE…………………………………………………………………………………………………………..10
QUESTIONNAIRE SAMPLE…………………………………………………………………………………11
DATA ANALYSIS AND PROPOSALS…………………………………………………………………………………13
RECOMMENDATIONS…………………………………………………………………………………………………..18
Performance Appraisal……………………………………………………………………………………..18
Performance appraisal form……………………………………………………………………………..19
Job Analysis………………………………………………………………………………………………………22
Sample of job analysis interview questions for management positions…………….23
Job description sample form…………………………………………………………………………….24
Recruitment Process…………………………………………………………………………………………25
Recruitment request form………………………………………………………………………………..27

2
 Recruitment advertising……………………………………………………………………………………28
Sample Application form…………………………………………………………………………………..29
ACTION PLAN……………………………………………………………………………………………………………….32
BIBLIOGRAPHY……………………………………………………………………………………………………………..33

3
 LETTER OF TRANSMITTAL

Mr. Shah Saad Hussain

IoBM, Karachi
Pakistan

Dear Sir,

I am happy to present my term report, Human Resource Management Plan for AWAZ
Television Network. This report adds detail to the findings of my 3 weekly assignments,
and strengthens my previous observations regarding the substantial problems of HRM
existing in AWAZ Television Network.

I expect that my recommendations will give you an insight of HR issues in a mounting

local news channel and how to deal with these issues from the core. I have already
discussed with the HR manager of the mentioned business and included his feedback.

Syed Ahsan Ali Shah

7581

4
 INTRODUCTION

COMPANY PROFILE
AWAZ TV Network PVT Ltd incorporated in Karachi on 27 June 2008 is one of the
associated concerns of following leading group of companies;

 ZEALPAK Cement Factory Ltd

 Indus Steel Pipes PVT Ltd
 Rohri Cement PVT Ltd
 Almaal Securities and Services PVT Ltd
 Sardar M.Ashraf D.Baluch PVT Ltd
 Shahbaz Cement PVT LTD
 Lilley International PVT Ltd
 Indus Conductor and Cable Industries PVT Ltd

COMPANY’S SCOPE
AWAZ TV Network’s primary goal is to create greater value for our viewers, employees
and society. We strive to be a driving force in creating different source of media
entertainment and simplifying information. We are committed to provide high quality
information and entertainment programs keeping in view regional culture and norms.
We will be presenting the true culture of Sindh around the globe and AWAZ TV will be
the real face of SINDH as well as a common people of PAKISTAN and SINDH.

COMPANY’S OBJECTIVE
To create a channel in Sindhi which update day to day Regional, National and
International affairs along with excellent family entertainment, at AWAZ TV, we see how
media benefits people’s lives everyday and realizes the important role of media industry
in socio-economic development. We will educate related societies in the fields of
Technical Education, Law, Social Responsibilities and basic Health. AWAZ TV will play a
major role to inform and educate a common man through its various means which
ultimately will result in positive effects of socio-economic developments.

COMPANY’S MISSION STATEMENT

Our mission is to be the best ever standard regional channel on aired for our viewers.
AWAZ TV will express and show the real psychographic and cultural features of Sindh
which would help in bringing up a different image of the province Sindh nationally and
internationally and also to provide quality entertainment and information with better
standards technically within our programs and News, also address the problems faced
by the society not only on Regional or national but on international level.

5
BASIC MANAGEMENT STRUCTURE

CHAIRMAN

DIRECTOR DIRECTOR DIRECTOR CREATIVE CHIEF

OPERATIONS NEWS PROGRAMS TECHNICAL
DIRECTOR OFFICER

MANGER G.M DEPUTY PROGRAM MANAGER MANAGER

ADMIN &
FINANCE SALES DIR. MANAGER OPERTATIO I.T
& NEWS NS
MARKETING TECHINICA
L

6
BASIC FUNCTIONS OF HUMAN RESOURCE MANAGEMENT DEPARTMENT:

After an interview with Mr. Waqas we came to know the current HR situation of the
organization:

Job Analysis:
It hasn’t been started in the organization and no plan has been formulated.

Compensation:
Devised as per job analysis and job difficulty level, salary is as per the jobs importance.

Recruitment:
Recruitment is done through the HR department up to the middle managers; anyone
above is done through consultation of the CEO. Departments generate requirements for
any seat to be filled.

Selection:
Interviews 2 to 3 are taken along with performance and written tests (through HODs or
HR department), especially for field and editorial staff. Background checks along with
qualification checks are also carried out.

Performance appraisal:
Compensation and benefit plan is there. People are paid as per Band. The compensation
plan is following industry standards. Performance appraisal in a rigorous form is missing.

Training:
Technical training is only done by technical department. There is not any thing like
moral surveys. Career planning and counseling is also in the planning pipeline but not
implemented yet.

Layoffs, Retirement, Dismissal:

Employee complaints are handled through a procedure, usually resolved
departmentally, unless it’s a moral or ethical issue. Retirement counseling is not
present.

Change management:
No concept as so far in the organization.

Succession Planning:
There is no succession planning, and future needs are in debate.

7
PROBLEM STATEMENT

Intellectual capital is the most key element in the current fast paced business
circumstances, the growth and staffing of quality human capital which will improve with
organization’s standards is a time taking and monotonous task and can only be done
through proper planning, organizing, mentoring and controlling. Lack of HR processes in
an organization is a clear signal that HRM is absent in it, this is the current problem in
AWAZ Television.

PROBLEMS IN FUNCTIONS OF HUMAN RESOURCE MANAGEMENT:

After an interview with Mr. Waqas (HR Manager) the following problems in the
functions of HR in the organization were identified:

Job Analysis:
 No job analysis done yet
 Job identification and description absent

Compensation:
 Compensation is not competitive as per industry and reshuffling is also not done
 Placement of bands is required compensation wise
 Identification of education and other seniority levels is absent

Recruitment:
 Recruitment is always sudden
 There is no planning
 No recruitment channels defined

Selection:
 Job description is still not defined clearly so selection is again done on abrupt
basis.
 No selection committee is defined
 There is no HR involvement at any level due to lack of resources

Performance appraisal:
 Recognition of talent is not there
 KPIs (Key Performance Indicators) are not identified
 No performance management system

8
Training/ Employee development:
 No scheduled training, it is also on the abrupt basis
 Employee development training is missing

Change management:
 No concept as yet in the organization.

Succession Planning:
 No succession planning
 Formal training is missing
 Returns are huge

Employee Complaints
 No proper procedure to handle complaints.
 Absence of HR presence in general, employees of not aware that they can
actually come to HR to complain.
 Lack of interaction between HR and employees.

Career Counseling
 Totally missing

9
ANALYSIS OF THE IDENTIFIED PROBLEMS

Analysis was done using the 5 why method and the problems were identified. Attached
are the fishbone and brainstorming session with the HR manager of AWAZ Television.

QUESTIONNAIRE
A questionnaire was prepared with the mutual consent of Mr. Waqas to circulate them
in the company and gather at least 25 more responses on the problems identified to
verify their legitimacy. After the verification of these problems their solutions will be
discussed in this report along with an action plan for their application.

Following is the questionnaire which is attached as a sample in this report.

10
QUESTIONNAIRE SAMPLE

NAME: _________________________
DESIGNATION: __________________
DATE: __________________________

Q1: Is there a company mission and vision and has it been explained to you?

Yes No Not Sure

Q2: Is there a well defined organizational chart in your company?

Yes No Don’t know

Q3: Is there a job description and specification communicated to you and do you have
periodic job analysis?

Yes No

Q4: Do you interact / communicate with the HR department easily and do you consider
it empowered and people oriented?

Yes No

Q5: Is the decision making too centralized, do you feel free to make independent
important decisions?

Centralized Decentralized

Q6: Do you have periodic Performance appraisals? And are you aware of a company
performance management program?

Yes No Not Sure

Q7: Were you hired through a well organized recruitment program?

Yes No

11
Q8: Was the HR department involved in your hiring or were you hired spontaneously
and randomly?

Yes No (Hired randomly)

Q9: Are there many job opportunities available for the key personal in the company?

Yes No

Total employees in the company = 270

12
DATA ANALYSIS AND PROPOSALS

Q1: Is there a company mission and vision and has it been explained to you?

80
70
60
50
40
Replys
30
20
10
0
YES NO NOT SURE

Proposal:
While majority of the employees of the survey were not sure or did not know about the
company vision and mission, a serious training and awareness programme should be
undertaken for all departments

Q2: Is there a well defined organizational chart in your company?

60

50

40

30
Replys
20

10

0
YES NO NOT SURE

13
Proposal:
Since the organizational chart does not exist so it should be formulated after a top
management and HOD meeting as per the company goals, objectives and needs.

Q3: Is there a job description and specification communicated to you and do you have
periodic job analysis?

100

80

60
Replys
40

20

0
YES NO

Proposal:
Employees declared a total absence of job analysis; it proves that the very backbone of
HRM is missing in this organization. A well planed program to initiate, cultivate job
analysis in the organization should be implemented within three months to prevent
further damage.

Q4: Do you interact / communicate with the HR department easily and do you consider
it empowered and people oriented?

90
80
70
60
50
40 Replys
30
20
10
0
YES NO

14
Proposal:
Communication between employees and HR department is not enough so employee
should be aware of the fact that there query will be entertained.

Q5: Is the decision making too centralized, do you feel free to make independent
important decisions?

70
60
50
40
Replys
30
20
10
0
Centralized Decentralized

Proposal:
Centralization Tends to lower self esteem and buoyancy of employees and makes
processes time consuming, this problem can be solved by explaining to the board of
directors through meetings with killed HR negotiator.

Q6: Do you have periodic Performance appraisals? And are you aware of a company
performance management program?

80
70
60
50
40
Replys
30
20
10
0
YES NO NOT SURE

Proposal:
Performance appraisal is absent since job analysis has not been done. This needs to be
planned out and implemented after job analysis.

15
Q7: Were you hired through a well organized recruitment program?

80
70
60
50
40 Replys
30
20
10
0
YES NO

Proposal:
Most were hired through references, recruitment system is absent.

Q8: Was the HR department involved in your hiring or was you hired spontaneously and
randomly?

70
60
50
40
Replys
30
20
10
0
YES NO

Proposal:
Absence of the recruitment process resulted in random selection. This will also be
resolved after the recruitment program is initiated.

16
Q9: Are there many job opportunities available for the key personal in the company?

80
70
60
50
40 Replys
30
20
10
0
YES NO

Proposal:
Lack of the appreciation of the talent and skill sets result in the non availability of job
opportunities. This will also be resolved after the performance management system is
initiated.

17
RECOMMENDATIONS

Performance Appraisal
 Manager should write down positive and negative performance behavior of
employees throughout the performance period.
 Jobs evaluation should do on the basis of a large prepared list of descriptive
statements about effective and ineffective behavior on jobs.
 A range of reasonable options should be listed. Each option is compared against
each of the other options. The outcomes are tallied and the option with the
highest score is the preferred option.
 The Rating Scale method should be incorporated which is a form on which the
manager simply checks off the employee’s level of performance.
 Managers / supervisors should be asked to describe strengths and weaknesses of
an employee’s behavior. This is a non-quantitative technique and it usually use
with the graphic rating scale method.
 Performance rating method should be used that focused on specific behaviors or
sets as indicators of effective or ineffective performance. It is a combination of
the rating scale and critical incident techniques of employee performance
evaluation.
 Manager must compare an employee to another employee, rather than
comparing each one to a standard measurement.
 Managers / employees set objectives for the employee (MBO), periodically
evaluate the performance, and reward according to the result. MBO focuses
concentration on what must be accomplished (goals) rather than how it is to be
accomplished (methods)
 Employees should receive confidential, anonymous feedback from the people
who work around them (360 Degree Feedback).
 Forced ranking method of performance appraisal to rank employee must be
integrated but in order of forced distribution. For example, the distribution
requested with 10 or 20 percent in the top category, 70 or 80 percent in the
middle, and 10 percent in the bottom.
 Behavioral Observation Scales can also be incorporated which is frequency rating
of critical incidents that worker has performed.

18
Performance appraisal form

RATING SCALES OF PERFORMANCE APPRAISAL FORM:

We can use scales as follows for this performance appraisal form.
1. Outstanding: Performing at a level above and beyond the duties of the current
position’s requirements
2. Fine: Performing duties as directed with least supervision.
3. Unsatisfactory: Major improvements needed.

CONTENT OF PERFORMANCE APPRAISAL FORM:

Quality of work
 Deem accuracy, thoroughness, effectiveness
 Ability to meet standards of quality in pressure situations
 Use of time and volume of work accomplished
 Work output matches the expectations

Quantity of work
 Competency, meticulousness, and effectiveness of work regardless of volume
 Carefulness and precision

Teamwork
 Create and sustain effective working association with others
 Shares information and resources with others
 Follows instructions of supervisor and respond to requests from others in the
team in a helpful manner
 Contributing work and effort to group performance to meet agreed upon
objectives and achieve team success

Job knowledge
 Application of suitable level of technical and procedural knowledge in particular
field
 Level of technical aptitude
 Understanding of job procedures, methods, facts and information related to
assignments
 Perform duties with minimal supervision but seek guidance where and when
appropriate to the job, consults the appropriate staff

Initiative
 Consider the degree to which the employees sets own constructive work follow
and recommends and creates individual measures

19
  Self-starter, develop and implement new methods, procedures, solutions,
concepts, designs and/or applications of existing designs or procedures
 Accepts additional challenges and responsibilities and willingly assist others, self-
reliant
 Completes task on time

Interpersonal relations
 Consider the extent to which the employee is cooperative, considerate, and
tactful in dealing with supervisors, subordinates, peers, faculty, students and
others.

Health and safety compliance

 The degree to which he or she complies with or over sees the compliance with
university safety rules
 The following are also to be completed for supervisory personnel and members
of the administrative staff

Communications abilities
 Ability to listen and understand information
 Presents information in a clear and concise manner
 Knows appropriate way of communicating with immediate superiors and the
management
 Demonstrates respect for all individuals in all forms of communication
Regardless of their background or culture

Planning and organizing

 Adapting to changes and using resources effectively
 Maintains confidentiality as appropriate
 Setting objectives, establishing priorities, developing plans
 Arranging work schedules and prioritizing work to meet deadlines
 Know when to ask for clarification before proceeding on a work project

Problem analysis and decision making

 Anticipating problems and facilitate problem resolution
 Willingness to make necessary and immediate decisions given incomplete
information
 Understanding practical and workable solutions
 Recognizing when a decision is necessary, asking for input, making decisions and
providing information and feedback in a timely manner

Staff development
 The extent to which the individual provides guidance and opportunities to his or
her staff for their development and advancement in the organization

20
Dependability
 Consider the extent to which the employee completes assignments on time and
carries out instructions
 Starts work at appropriate time
 Respects time allowed for breaks and lunch
 Follows policies for requesting and reporting time off
 Helps ensure work duties are covered when absent
 Employee’s presence can be relied upon for planning purposes
 Attendance and punctuality meets supervisor’s requirements

21
Job Analysis
 Observation methods for job analysis should be applied like direct observation,
work methods analysis, critical incident technique.
 Direct Observation method of job analysis must be used to observe and record
behavior / events / activities / tasks / duties while something is happening.
 Work methods analysis can also be very helpful to describe manual and
repetitive jobs.
 Method of critical incident technique for job analysis should be utilized to
identify work behaviors that classify in good and poor performance.
 Interview method is a useful tool of job analysis to ask questions to both
incumbents and supervisors in either an individual or a group setting. Interview
includes structured Interviews, unstructured interview, and open-ended
questions.
 Questionnaire method is also a very useful technique to employ:

 PAQ model is a questionnaire technique of job analysis. It is a structured

instrument of job analysis to measure job characteristics and relate them to
human characteristics. It consists of 195 job elements that describe generic
human work behaviors.
 FJA model is a technique, it includes 7 scales (numbers) that measure: 3
worker-function scales: measure % of time spent with: data, people, things; 1
worker-instruction scale; 3 scales that measure reasoning, mathematics,
language.
 WPS model is a computer-administered system for job analysis
 MOSAIC model is a questionnaire technique of job analysis used to collect
information from incumbents and supervisors. It contains 151 job tasks rated
in terms of importance for effective job performance and 22 competencies
rated in terms of importance, and needed proficiency at entry.
 CMQ model is a technique of job analysis designed to have applicability to a
broad range of exempt and nonexempt jobs. It includes 41 general questions
of background section, 62 questions of contacts with people, 80 items of
decision making, 53 items of physical and mechanical activities, 47 items of
work setting.
 FJAS model is a technique of job analysis that describes jobs from the point
of view of the necessary capacities. It includes 52 cognitive, physical, psycho-
motor, and sensory abilities; each of the categories consists of two parts – an
operational and differential definition and a grading scale.

22
Sample of job analysis interview questions for management positions

Job analysis interview questions for management positions include questions as follows:

How many staff do you supervise?

Directly? ____ Indirectly? ____

How many trainees do you supervise directly?

Directly? ____ Indirectly? ____

What is your supremacy related to?

 Recruitment and selection
 Training and development
 Performance appraisal
 Compensation and benefit

What is financial matter you have to manage?

What’s budget you have to manage?

List asset/instruments you have to manage?

What is document you are allowed to sign?

Describe the activities that are part of your supervisory duties:

 Work assignments
 Instruction and training
 Performance appraisal
 Discipline
 Grievance handling
 Placement

23
Job description sample form

FORM OF JOB INFORMATION

Job title:
Job code:
Department:
Job location:
Manager / Supervisor’s title:
FLSA status (exempt or non-exempt)
Type of job: Regular, Temporary, Full-time, Part-time
Hours worked: ………. /wk
Date revised of job description:
Purpose of the job:

FORM OF JOB DUTIES AND RESPONSIBILITIES

List of main duties (include % time pent of each task)
List of responsibilities
List of employee empowerment:
Employee relations
 Internal relations
 External relations
Supervision
 Number of employee:
 List of employee (job title, number of employee (same job title), job nature).
Key result areas
Standards of performance

FORM OF JOB SPECIFICATION

Knowledge
Skills
Experience
Abilities

FORM OF WORKING CONDITIONS:

Environmental conditions
Job hazards / safety
Machine, tools and equipments

_________________ __________________ ____________

Prepared by (print) Signature Date

24
Recruitment Process

Objectives of recruitment process

 To ensure that the recruitment is as per the company’s expectations
 To attract sufficient applications from potential candidates with the required
skills, qualities, experience, and competencies deemed as being necessary to the
job
 To develop and maintain processes which will assist in ensuring the appointment
of the most suitable candidate

Recruitment Process
Getting Recruitment Request
 Non-availability of existing resource to fulfill a new requirement
 Replace an existing resource
 Vacancy created due to the resignation of a existing resource
 Recruitment as backup resource
 Other reasons as deemed fit by the CEO and Senior Management
A recruitment request has the job specifications detailing the job title, mandatory skills,
desired skills, responsibilities, location, start date, and approximate end date of the
assignment.

Make recruitment plan

Based on recruitment requests, HR dept make recruitment plan and send to Director for
approval.
 Number of employees need to recruit
 Job descriptions
 Recruitment Sources
 Checking Plan for candidates
 Budget of recruitment

Researching of workforce market

HR dept need to regularly study the labor market to determine the recruitment
channels appropriate to each audience.
 Ability to provide
 Time to provide fast or slow
 Cost
 Suitable audiences
 Based on the requirements of recruitment, HR should propose suitable channels

Contact recruitment agencies

Based on the channel recruitment approved, HR dept conduct to contact recruitment
channels to:
 Determining costs

25
  Determining when recruitment ads are posted
 Conducting procedures with recruitment agents such as contracts and payment

Issue recruitment ads

HR dept should:
 Design recruitment ads
 In some cases, it must be sent to director for approval
 Post information to recruiting agents or post to free recruitment channels
 HR manger should check the information which was posted to ensure conformity
with the requirements set out

Take care of candidates

Candidates often call or email to inquire information of recruitment, and HR dept need
to build up information channels to answer the requirements of candidates.

Receiving CVs from candidates

After receiving CVs, HR dept perform the next step in the process of selecting
candidates.

26
Recruitment request form

1. General information of recruitment request

You should design a table with columns and rows as follows:
 From
 Name
 Department
 Date

2. Recruitment request form

You should design a table with columns as follows:
 No
 Designation
 No. Of Requirements
 Qualification
 Skill Sets
 Years Of Experience
 Project to handle Expected
 Date of Joining
 Period Of Requirement
 Salary Range

3. Remarks:
Please attach job description and job specification for each position.

Signatures

27
Recruitment advertising

1. Purpose of recruitment advertising

To attract a wide a pool of suitable candidates in a cost-efficient manner

2. Methods of recruitment advertising

 Radio/TV: national, local
 Job centers etc.
 Careers offices: school, universities
 In-house notice-board, journal, intranet, word-of-mouth
 Professional/specialist journals/newspapers
 Newspapers: national, local, free
 The Internet: registers, own website
 Head-hunters
 Use of agencies

3. How to choose suitable method of recruitment advertising?

Choice of recruitment advertising must be based on some factors as follows:
 Type of job
 Type/number of users
 Frequency of advertisement required
 Circulation required
 Geographical coverage required
 Organizational image
 Cost of the right mix above

4. Design of recruitment advertising

 AIDA principle
When design recruitment ads, you should base on advertising principles of AIDA
as follows:
o Attention – catch the attention of the target audience
o Interest – hold the interest until the whole message is read
o Desire – Arouse desire for the opportunity offered
o Action – Stimulate action in the form of applications
 Content of recruitment advertising
o Job title/location/salary
o Brief description of job
o Brief description of organization
o Brief description of the ‘ideal’ person
o Benefits etc.
o Special provisions (e.g. mobility, accommodation etc.)
o Application procedure and closing date
o Equal opportunities statement

28
Sample Application form

APPLICATION FORM

CANDIDATE INFORMATION:
Position applied: __________________________________________________________
Name: __________________________________________________________________
Email: __________________________________________________________________
Present Address: __________________________________________________________
________________________________________________________________________
Permanent Address: _______________________________________________________
________________________________________________________________________
Date of Birth: ____________________________________________________________
Sex: Male / Female________________________________________________________
Marital Status: ___________________________________________________________
Date of Marriage: _________________________________________________________
Number of Children: _______________________________________________________
Age of Children: __________________________________________________________
You need to design a table with columns: member, occupation, address, phone.

EDUCATION
Language Spoken: (State Mother Tongue First)
You design a table with columns: Language, Spoken, and Written, Both. And rating
scales can be Native, Fluent, Fair, Poor.
Academic Details:-
You design a table with columns: Course Main Subjects, Year of Passing, % of Marks
Obtained, Name of School / College / Institution (Along with University).

EXPERIENCE
Work Experience Summary:
You design a table with columns: Company Name, Designation, Duration, Reason for
Leaving.
Current Job Details:-
Company Name: __________________________________________________________
Current Designation: ______________________________________________________
Date of Joining: ___________________________________________________________
Current Salary (All Inclusive package): _________________________________________
Expected salary (All inclusive package): ________________________________________
Job Responsibilities: _______________________________________________________
________________________________________________________________________
________________________________________________________________________
New Job:-

29
Do you have any experience in the XXXXXXX Industry? If yes, please specify the
Industry _________________________________________________________________
Position _________________________________________________________________
Tenure __________________________________________________________________
What kind of growth are you looking for yourself in the next 3 years?
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
What do you feel is your major accomplishment? Give reason in support of your claims
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
Other Details:
Have you ever been convicted? ______________________________________________
Do you have any political Involvement? _______________________________________
Does any family relative have political involvement? _____________________________
Do you have any relatives employed overseas? _________________________________
Family Business / Service: __________________________________________________
________________________________________________________________________

GENERAL INFO
What are your strengths?
________________________________________________________________________
________________________________________________________________________
What are your weaknesses?
________________________________________________________________________
________________________________________________________________________
What are your hobbies?
________________________________________________________________________
________________________________________________________________________
Have you applied to (this specific job) before? YES / NO
If YES, when______________________________________________________________
In what Capacity: _________________________________________________________
Final Outcome ___________________________________________________________
Do you wish to relocate? ___________________________________________________
How may days time would you require to attend a personal interview?
________________________________________________________________________
c) What is your notice period before you can join? _______________________________
List Three References (other than relatives)
You design a table with columns:, Name, Official Designation, Address & Phone No,
Period for which he knows you, Capacity in which he knows

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DECLARATION
I hereby declare that the information furnished above is true and correct to the best of
my knowledge. In case any false statement is made by me, Company would have the
right to terminate my services at any time.

DATE: ____________ PLACE: _____________ Signature: ____________

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ACTION PLAN

After identifying and planning which instruments and programs to use, the following
action plan will be implemented:

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BIBLIOGRAPHY

Mr. Shah Saad’s presentation slides and lecture notes

http://en.wikipedia.org/wiki/Human_resource_management
http://www.hrmguide.net
Business research methods by Donald R Cooper
HRM Report on Express News

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