STRATEGIC HUMAN RESOURCE

MANAGEMENT

Submitted By: Maleeha J. Muslim

Zainab Agha

Submitted To: Muhammad Imran Khan

Date of Submission:
 Table of Contents
Introduction................................................................................................................ 1
Gadoon Textile Mills................................................................................................. 1
Mission Statement................................................................................................... 1
Human Resource Department and Its Strengths.....................................................2
Operations and Approach........................................................................................... 3
Role of Human Resource Department.........................................................................4
Benefits Rendered to the Organization....................................................................6
Factors distinguishing them from the Market.............................................................7
Value Addition Aspect................................................................................................. 9
Recommendation..................................................................................................... 10
References................................................................................................................ 11

Introduction
Established in 1962 as a fabric trading business house, Yuns Brothers soon
become one of the largest conglomerates in Pakistan. Yunus Brothers Group,
with investment in Textiles, Cement, Construction, Real Estate, Energy, and
Commodity trading business has an annual turnover, which exceeds US $
750 million.

Yunus Brothers Group consists of a number of industrial establishments,

which include:

Lucky Textile Mills

Fazal Textile Mills Limited
Gadoon Textile Mills Limited
Lucky Energy (Private) Limited

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 Lucky Cement Limited

Gadoon Textile Mills

They operate primarily in the textile industry of Pakistan, the fiber-spinning
sector in particular. It manufactures and processes all types of cotton and
manmade fibers, thus operating in the B2B sector of the industry. Its clients
include some of the biggest names in the textile industry of Pakistan and
abroad.

Gadoon Textile Mills recently introduced the concept of human resource

department, as this concept was never used in the industry. In terms of
hierarchy and designation Mr. Munir Ahsan is the Deputy General Manager
and Mr. Uzair as the HR executive.

Mission Statement
Our mission is to manage a textile business entity aimed at producing
quality yarns through innovative technology and effective resource
management, maintain high ethical and professional standards and coming
up to expectations of all our customers.
We preserve to achieve the highest possible operating efficiencies and
lowest costs and expand the business through selective expansion so that
we are able to deliver maximum value to stakeholders.
Gadoon Textile aims at adopting the latest technology and tries to stay up to
date with the upcoming technology that allows it to produce quality yarns
that live up to its clients expectations. By having the latest technology, it
aids in achieving economies of scale therefore resulting in lower costs.
Part of the reason Gudoon textile is able to achieve its mission is due to its
HR department which helps it to establish professional ethical standards and
managing its resources. Its HR department is considered as one its most
valuable assets that help the organization in achieving its objectives.

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 Human
Resource

Informatio
Internal n
Finance Purchases Imports Exports
Audit Technolog
y
Human Resource Department and Its Strengths

One of the unique ideas that Gadoon Mills support is in people development.
Its Human Resource is considered as an asset and an important factor in its
success. Its Intellectual Capital provides a framework that is used as a
guiding force for the organization as a whole.

Gudoon Mills has various strengths in its HR departments structure that

helps it in achieving its mission:

Seeking Out the Best Talent

The companys future depends on finding the most talented and determined
professionals from a pool of candidates. They believe that the importance of
their business plans has a direct link to the quality of human resource that
they hire.

Since the last couple of years Gudoon Mills is climbing on the ladder of
growth. In order to stay in the lead they target optimum performance and
excellence. Its objective is to use talent in the best possible manner by
positioning their responsibility with delivering value. The organization gives
them the push to accomplish their full potential

Performance Management
Performance management is an instrument that relates to each business
activity of the organization and has its influence on human resource policy,
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corporate culture and style along with communication systems in the
organization.

Its objective is to collectively align the performance of its teams and

individuals with the organizational goals. They introduce effective and result
oriented measure and practices to further improve performance
management. The devised their systems to bring transparency and fairness
at all levels. Their managers were introduced to new tools and processes to
have fair appraisal, which lessen the chances of bias and prejudices.

Salary Survey
The company has participated in salary surveys to meet the market and
stand out as a competitive employer. This helped them to retain the top
talent in the company and offer with the best compensation and benefit
packages in the market.

Health, Safety and Environment

Gudoon Mills value their human resource as their most valuable asset; hence
they are fully aware of their duty and obligations towards the employees,
organization and the society at large. They pay a great deal of attention to
Health, Safety & Environment (HSE) protocols with the prime aim to
introduce policies and procedures, identify loop holes, suggest improvements
and ultimately instill the HSE culture throughout the organization.

Operations and Approach

The HR department is responsible to manage human resource in head office
and within the factories, which include management of labor force.

HR makes sure following policies are implemented in factories:

Minimum Wages
Safety measures
Labor Training
Make sure labor union is not created
Labor rights
Communication
Assist General Managers if there are counseling issues.
Search for potential talent and train them Developing administrative
rules, manuals, guidelines, forms and templates
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 Researching, compiling and analyzing workforce statistical information
Labor Productivity ( Production/No. of Labor)

The HR department of Gadoon Textile is on growth stage, HR of lucky cement

are assessing the infant department and implementing those policies which
are applicable and experienced by them in the manufacturing field. The HR
director Believe, they can change the old culture and bring a systematic HR
approach in this field.

Role of HR Department in Head Office

In these departments, most of the employees are Educated and have certain
designations divided in Departments with a formal hierarchy. The
departments structured are discussed in other part of the report. HR makes
sure that following key things are implemented:

Giving specialized support and consultative administrations

Building and keeping up human asset programs

Inspecting and affirming changes to organization human asset
programs for legitimate agreeability
Keeping up grouping and pay arranges
Creating regulatory tenets, manuals, rules, structures and formats.
Exploring, accumulating and breaking down workforce measurable
data Finishing government and state reporting necessities
Giving preparing and expert advancement opportunities

Role of Human Resource Department

The HR department at Gudoon Textile Mills Ltd. is the human resource
support system of the organization and caters the organization in the
following ways.

Recruitment
One of the core and foremost function of an organization is recruitment. At
Gudoon Textile Mills Ltd., recruitment process is very important and they put
in a lot of time and effort in recruitment and ensure that the candidates are
hired on merit basis by following a clearly defined process from job analysis
to final selection. At Gudoon Tex, they believe that hiring the right people is
very important because they are the assets of company and finding the right
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people also have a lot of costs attached to them, therefore, they have
rigorous process for hiring and one of the finest processes in the industry.

Policies Review and Development

The HR department is also responsible for reviewing, amending and
development of major policies which are in line with the organizational goals
and also bring out the potential of employees by supporting them and
providing them job satisfaction. This way the company aims to attract the
top talent, which will be coming in the market every year.

Performance Appraisals
Another core function of an HR department is performance appraisals. Since
Gudoon Textile Mills Ltd. believes in hiring the right people and providing job
satisfaction, Gudoon Textile Mills Ltd. have great performance appraisals in
place so that the individuals who are an asset to the company remain with
the company and also stay motivated.

The department has developed performance management procedures in

collaboration with department heads to ensure that employees performance
is monitored extensively throughout the year and the conclusive yearly
appraisals are done purely on the basis of performance.

Training and Development of Employees

Training and development is the key to success when it comes to extracting
talents from the employees of an organization. The HR department in
collaboration with other department heads identifies training needs of
employees and arranges appropriate sessions for the employees so that they
can develop or further enhance their skill and achieve more success in their
career.

Succession Planning
It is one of the important things that Gudoon Textile Mills Ltd. is following.
They have focused their resources and energy in succession planning in
which a lot of other companies lack. With collaboration from different
department heads, the HR department identifies individuals who have the
potential and could drive the company well and take it to new heights.

Such high performers once identified and are eager, are then prepared for
the future of the company and their career so that they can climb the

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corporate ladder within the company and fully utilize their skills to improve
companys performance.

Man Power Monitoring

The HR department closely monitors that each department have sufficient
human resources which are required as per need and within the budgetary
allocations allotted to them for Human Resource.

Message from the designation Mr. Munir Ahsan is the Deputy

General Manager:

Our Department has an open door policy, anyone can approach me directly
through emails, text messages and phone calls. If its urgent, my office is
open for any staff member. I prefer full job dignity and power of decision
making for employee within their own boundaries. Our department is infant;
we are trying to link each and every department through ERP system that
have HR functions in it. Payroll has been computerized in all department and
factories. We have implemented HR component in every factory and our
team monitors each and every activity. My target is to bring relational
change in our industry by implementing these things and some other plans
that I have told you before

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Benefits Rendered to the Organization
Following are they ways in which they effectively provide benefits to the
Organization:

A Good Working Environment

The Gudoon Textile believes that the secret behind their success are the
employees who work for them. HR department creates a good working
environment for employees. But their main focus is on the office and
executive staff of the company. This free and fair environment helped their
senior Textile engineers to do research and bring innovation in MVS and MJS
yarns. Micro vortex spun and Micro Air jet Spun yarns are the most finest
synthetic yarn available in the world and Gudoon textile mills is the pioneer
of these yarn in Pakistan due to a research based environment and employee
autonomy. The senior staff has setup their own research labs within the
premises of the company and has full authority on equipment and resources
of the company.

Human Resource Department Helps in Resolving Employee

Dispute
In every organization, when people of different mindset, background and
talent work together, the dispute are tend to happen. Gudoons HR faces
these issues on daily basis, especially in Factories. The employees walk-in
and complains about certain issues, disputes, threads and harassments from
fellow employs. But HR works really hard to resolve these issues in one go
and create a friendly environment. They play the role of mediator and
present the best possible solution. These problems come even with upper
level staff, they have to sense the issue before it turns into crisis. This helps
to maintain the flow of work and employee esteem and confidence on the
organization resulting in high productivity.

Benchmark and Review of Employee Success

Along the same lines of retaining good employees, HR departments are
usually tasked with reviewing each employee and making recommendations
based on where theyre best suited. Theyre in charge of employee
performance reviews and making sure only top talent is retained at a
company. These reviews are designed to help identify talented employees
and determine areas of strength or weakness and head off personal

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problems before they affect job performance. The greatest benefit of
employee reviews to an employer is the creation of realistic job descriptions,
which will help your workplace in the future. They publish research articles
under the name of their senior staff that have been step ahead in doing
research and development of the new products.

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Factors distinguishing them from the Market
The concept of Human Resource does not exist in Pakistans Textile industry
but the Lucky Group is the first group in market who took the initiative of
Human Resource department. Thus the HR strategy of Lucky group which
comprises of Gudoon Textile, Lucky Textiles and Lucky Cement differs from
the market.

The company always played a positive role and always valued its talent who
took challenges of solving problems and initiatives to continuously learn and
think out of the box. This group order to retain its talent for the longer time
period has applied number of strategies to mitigate their employee risk and
safety & security risk which no other company facilitates in the industry.

There is a well-established Reward and Recognition system which

provides proper compensation and benefits to the employees for their
work and services to the company. They always participated in salary
surveys to align itself with the market and stand out as a competitive
employer.

There is a Performance Management Framework to assess employees

success and career development.

On the Job and external trainings are provided to the employees for their
professional developments.

Equal Employment Opportunity is provided along with the recruitment of

highly talented professionals. Company always encouraged the
recruitment of special people and young women are encouraged to join as
Management Trainees to speed up the process of change and to include
diversity at workforce.

The Company has an atmosphere of innovation, excellence and

empowerment which always provide them a competitive edge over
others.

Organized session and training are provided on Basic Life Support

Cardiopulmonary Resuscitation (CPR) to reduce safety and security risk
hence the first-aid resuscitation is given to educate and equip the
individuals to recognize various life-threatening emergencies.
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 Training is provided for firefighting and drills in case of fire causalities. And
there is an effective control over any risk to injury or health arising at
workplace.

Availability of Closed Circuit Television (CCTV) system provides front-line

security to the employees hence this helps them to deploy resources
more efficiently and to respond to incidents rapidly and effectively.

There is a tribunal committee that conciliates and arbitrates all the issues
and ensures a win-win situation. (Industrial Relation)

Extensive internship program is offered to engage business students

where they offer them meaningful training and a learning environment.

Separate career portal provides excellent development opportunities for

professionals and graduates. This gives talented candidates a chance to
develop their personal success stories around the organization.

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Value Addition Aspect
Gudoon textiles have value added services for the people working there so
that it could attract the best talent in the market and could become the
market leaders in the country. In order to do that the following value added
services they offer:

State of the Art Technology and Safety Measures

This has created a high reputation of the company and will show that they
want to grow and keep the health of their employees at a high place and
want to see them healthy so that they could perform to their finest.

A Good and Resourceful HR Department

Resourceful HR provides effective budgetary and on-site support

requirements. They give ideas and recommendations that are completely
customized to their industry, culture, size, goals for growth, and budget.

Implementing Labor laws

Their personnel file maintenance training gives them information they

require to ensure that they are maintaining, storing and disposing employee
records correctly, which is critical in the event of a surprise audit. They will
receive hands-on training and tools including a reference guide.

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Recommendation
The Gudoon textiles HR department work efficiently when it comes to the
white color staff but when it comes to the labor class, they have few and
lenient HR policies. The training and mentoring is not been focused of the
staff of this level who play essential role in production capacity.

We recommend following solutions to increase awareness, discipline and

develop an ownership in labor force in the organization.

Training sessions for discipline

Spiritual training to make them a better person
Meditation sessions for relaxation of employees

Other Recommendations:

Mentoring and guiding:

The employees are not working up to the level then they are to be told where
are they lagging and are to be showed the correct path so that they could
reach the level and start performing. Mentors are to be assigned so that the
talent could be prepared in a proper manner to take the responsibility.

Business Partners
Each department should have a business partner and should be active in
affairs concerned with his department and should report or solve the problem
as they occur and keep the department in shape so that performance could
not be affected and internal problems could be solved before they become
issues and cause damage to the company.

Wage Level
The company should keep the wage level higher than the market level so
that the best talent could be brought in and the organization could develop.
This will create goodwill and employer image in the market

Bonuses
Bonuses must be given for recognition and reward for exceptional
performance, significant contributions, and substantial accomplishments well
beyond normal or regular work responsibilities, to motivate the employees to

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perform better and show others that they could also get them if they
increase their performance.

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References
http://www.gadoontextile.com/
http://www.yunustextile.com/group-history.html
http://www.pakistaneconomist.com/database2/pdffiles/Cement/LUCKY
%20CEMENT/Year13-14/LCAnnual-Y13-14.pdf

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