Human Resource Practices in CHERAT CEMENT Co. Ltd
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Human Resource Practices in CHERAT CEMENT Co. Ltd
TABLE OF CONTENT
Chapter 1 Introduction to the Report page no
1.1 Background of the study…………………………………………………………...…………………16 1.2 Objective of the study ……………………………………………………………………………… 16 1.3 Work force…………………………………………………………………………………………….17
1.4 Research methodology………………………………………………………………………………..17
1.5 History of CCC LTD………………………………………………………………………………….17
1.6 Departments of CCC LTD……………………………………………………………………………17
1.7 Human resource department of CCC LTD……………………………………………………………18
1.8 Analysis and Recommendation………………………………………………………………………18
Chapter 2
2.1 History……………………………………………………………………………………………….19
2.2 Quality policy ……………………………………………………………………………………….20
2.3 Company Slogan ……………………………………………………………………………………20
2.4 Company expansion …………………………………………………………………………………21
2.5 Board of directors ……………………………………………………………………………….…..21
2.6 Departments structure of HR department …………………………………………………………22 2 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd 2.7 Present day in formation …………………………………………………….…………………….22
2.8 Establishment of the factory ……………………………….……………………………………..22
2.9 Ghulam Faruque Group ……………………….…………………………………………….…….23
2.10 Founder of the group ……………………………………………………………………….…….23
2.11 Group key positions …………………………………………………………………….….……..24
2.12 Objective of the group ……………………………………………………………………………25
Vision ……………………………………………………………………………………………25
Values of the group
2.14 Project of the group ……………………………………………………………………………..25
2.14.1 Faruque private limited …………………………………………………………………………26
2.14.2 Cherat Cement limited ………………………………………………………………………….26
2.14.3 Cherat electric ………………………………………….……………………………………….26
2.14.4 Mirpure khas sugar mill ……………………………..………………………………………….26
2.14.5 Cherat Paper Sack …………………………………..……………….………………………….27
2.14.6 Greaves Pakistan (pvt) LTD ……………………..……………….…………………………….27
2.14.7 Greaves air-conditioning (pvt) LTD ……….………….………………………….……………27
2.14.8 Greaves carbon products …………….…………………………………………………………27
2.14.9 Madian hydro power ………………………………………………………………………….27
Chapter no 3 DEPARTMENTATION OF THE OFFICE
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Human Resource Practices in CHERAT CEMENT Co. Ltd DEPARTMENTATION OF THE OFFICE …………………………………………………………….28
3.1 BOOKING DEPARTMENT ………………………………………………………………………..29
3.1.1 Daily Booking Report ……………………………………………………………………………..30
1) Dealer report …………………………………………………………………………….30 2) Daily booking journal report ……………………………………………………………………30 3) Area wise booking report ……………………………………………………………………….30
3.2 planning department ………………………………………………………………………….…….31
3.2.1 Priority projects ……………………………………………………………….….31
3.2.1.1 Govt. and public projects …………….…………………………………….…..32
3.2.1.2 Pre-cast Factories ……………………………………………………….….…..32
3.2.1.3 Direct Buyers …………………………………………………………………..32
3.2.1.4 Aid agencies ……………………………………………………………………32
3.2.1.5 Export to Afghanistan …………………………………………………………32
3.2.1.7 Far flung areas …………………………………………………………………32
3.1.2.8 Own carriers …………………………………………………………………...32
3.2.1.9 FATA Area ……………………………………………………………………33
Dispatch department ………………………………………………………………………………….33
Contractors ……………………………………………………………………………………………34
3.3.1 Entry pass ……………………………………………………………………………………….34
3.3.2 Invoice ………………………………………………………………………………………….....36
3.3.3 Acknowledgment ………………………………………………………………….…………….37
3.3.4 Excise office ………………………………………………………………………………….…..38 4 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd 3.3.5 Dealers …………………………………………………………………………………………....39
3.3.6 Daily dispatch report ………………………………………………………………………….…40
3.4 COMPUTER DEPARTMENT ……………………………………………………………….…...40
3.5 ACCOUNT DEPARTMENT …………………………………………………………………..…41
3.5.1 Export Document ………………………………………………………….……………41
Verification of the export documents …………………………………………………………..…….42
3.6 PRODUCTION DEPARTMENT ………………………………………………………..……….42
3.6.1 Production process of CCC Ltd. ………………………………………………..………42
3.6.1.1 Quarry ………………………………………………………………………………..42
3.6.1.2 Crusher ……………………………………………………………………………….42
3.6.1.3 Pile yard ……………………………………………………………………………...42
3.6.1.4 Raw mill ……………………………………………………………………………..42
3.6.1.5 Blending silo …………………………………………………………………………43
3.6.1.6 Pre heater …………………………………………………………………………….43
3.6.1.7 Klin ……………………………………………………………………………………43
3.6.1.8 Grate cooler ……………………………………………………………………………43
3.6.1.9 Clinker silo and yard …………………………………………………………………..43
3.6.1.10 Cement mill ……………………………………………………………………………..44
3.6.1.11 cement silo ………………………………………………………………………………44
3.6.1.12 packing plant …………………………………………………………………………….45
3.6.2 MONTH WISE PRODUCTION REPORT ………………………………………………….48 5 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd 3.7 packing department …………………………………………………………………………………….49
3.7.1 Function of packing ………………………………………………………………………….49
3.7.2 Package Material ……………………………………………………………………………..50
3.7.3 Product’s Packaging ………………………………………………………………………….50
3.7.4 Types of packaging …………………………………………………………………………..50
3.8 MARKETING DEPARTMENT ………………………………………………………………………51
4P’s of marketing …………………………………………………………………………………………...51
3.8.1 Product ……………………………………………………………………………………….52
3.8.1.1 Brand of the product ……………………………………………………………………….52
3.8.1.2 Brand of Product ……………………………………………………………………………52
3.8.1.3 Component of product ………………………………………………………………………53
3.8.1.4 Raw material of the Product …………………………………………………………………53
3.8.1.5 Quality of Product ……………………………………………………………………………53
3.8.2 Pricing …...... 54
3.8.2.1 Pricing Methods ……………………………………………………………………………...54
3.8.3 Place (Distribution) ……………………………………………………………………………………56
3.8.3.1 Segmentation ………………………………………………………………………………56
3.8.3.2 Channels of Distribution ……………………………………………………………………56
3.8.3.3 Transportation Facility ………………………………………………………………………58
3.8.4 Promotion ……………………………………………………………………………………………58 3.8.5 Promotion Activities of CCCL ………………………………………………………………………58
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Human Resource Practices in CHERAT CEMENT Co. Ltd A) Personal selling ………………………………………………………………………58
B) Sales promotion ………………………………………………………………………59
3.8.5.1 Sales Promotional Activities ……………………………………………………………………..59 3.8.4.3. Others Promotional Functions ……………………………………………………………………….59
A). Publicity ………………………………………………………………………………60
B). Public Relations ………………………………………………………………………60
C). Advertising …………………………………………………………………………...60
Chapter no 4 Human Resource Management Department
4.1 Recruiting process in CCC LTD ……………………………………………………………………...61 4.1.1 Advertisement ………………………………………………………………………………………61 4.1.2 Application Arrival ………………………………………………………………………………….61
4.1.3 Screening …………………………………………………………………………………………….61 4.1.4 Written Test. …………………………………………………………………………………………61 4.1.5 Interview ……………………………………………………………………………………………..61 4.1.6 Medical Checkup ……………………………………………………………………………………..61
4.1.6 Background Investigation. …………………………………………………………………………...61 4.1.7 Approval Letter ………………………………………………………………………………………61 4.1.8 Probation or Trail Period. ……………………………………………………………………………61 4.1.10 Confirmation Letter …………………………………………………………………………………..61
4.2 TRAINING AND DEVELOPMENT PROGRAMS IN CCC LTD ……………………………….66 4.2.1 Comprehensive Training. ……………………………………………………………66 4.2.2 Specialized Training …………………………………………………………………67 4.2.3 On the Job Training …………………………………………………………………..67 4.2.4 Seminars and Workshops …………………………………………………………….68 4.2.5 Off the Job Training/Courses ………………………………………………………...68
4.3 PERFOMANCE ARRRAISL ………………………………………………………………………68 7 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd 4.2.3 Employee compensation and benefits ……………………………………………………………….68
4.2.4 Salary, Allowances and Loans ………………………………………………………………………69
4.2.5 Provident Fund ……………………………………………………………………………………….69
4.3 PROMOTION CRITERIA IN CCC LTD………………………………………………………………69
4.4 RESIGNATION, RETIREMENT AND DISMISSAL CRITERIA ……………………………………69
4.4.3 Resignation …………………………………………………………………………………………...70
4.4.4 Retirement ……………………………………………………………………………………………70
4.4.5 Dismissal ……………………………………………………………………………………………..71
Chapter no 5 SWOT ANALYSIS
5.1 Strength ……………………………………………………………………………………………….…72
5.1.1 Motivation ……………………………………………………………………………………...72
5.1.2 High standard …………………………………………………………………………………..73
5.1.2 Security ………………………………………………………………..…….73
5.1.3 Reduce turnover ………………………………………………….………….73
5.1.4 Benefit to the family …………………………………………………,……..73
5.1.5 Financial help …………………………………………………………….….73
5.1.6 ISO 9002 certified …………………………………………………………..73
5.1.7 Location ………………………………………………………………….…..73
5.1.9 Usage of own electricity and paper sack ……………………………………..74
5.1.10 best pricing strategy …………………………………………………………74 8 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd 5.1.11 Export to Afghanistan ……………………………………………………….74
5.1.12 Best distribution channel ……………………………………………………..74
5.1.13 Development Marketing & sole producers ……………………………………74
5.1.14 High Educated Staff …………………………………………………………..74
5.1.15 Latest Technology ……………………………………………………………..75
5.1.16 Computerized Procedures and system ………………………………………….75
5.1.17 Raw material ……………………………………………………………………75
5.2 WEAKNESS …………………………………………………………………………..75
5.2.1 Time consuming ………………………………………………………….76
5.2.2 Delegation of authority …………………………………………………..76
5.2.3 Complicated process ………………………………………………………76
5.2.5 Low contribution rate …………………………………………………….76
5.2.6 Low Awareness …………………………………………………………...76 5.2.7 Advertisements ……………………………………………………………76
5.3 Opportunities ……………………………………………………………………………….76
5.3.1 High demand ………………………………………………………………….77
5.3.2 New Market coverage …………………………………………………………77
5.3.3. House / business ………………………………………………………………77
5.3.4 Easy access to market ………………………………………………………..77 5.3.5 Afghanistan (Export) …………………………………………………………77
5.4 Threats ………………………………………………………………………………………..78
5.4.1 Survivor of the latest …………………………………………………………………....78
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Human Resource Practices in CHERAT CEMENT Co. Ltd 5.4.3 Price reduction by Competitors …………………………………………………………78
5.4.4 Unstable govt. policies …………………………………………………………………..78
Chapter no 6 RECOMMENDATION
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6.1 Qualification of individual ………………………………………………………………………….79
6.2 Qualification of the job ……………………………………………………………………………...79
6.3 CCC Ltd, CURRENT HR MANAGEMENT TOOLS ……………………………………………..79
6.4 Plant EXPANSION ………………………………………………………………………………….80
6.5 Afghanistan Market …………………………………………………………………………………..80
6.6 UTILIZED OPTIMALLY …………………………………………………………………………….80
6.7 GENERAL RECOMMENDATIO …………………………………………………………………….80
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DEDICATION
They feed me when I was hungry, give me
Strength when I feel weak, protected me when in
Danger, taught me to walk on my feet, nursed me
When hurt, encouraged me when dejected and
Helped me live honorable in this world;
I dedicated this humble effort to my
Respected Parents & teachers
With love and gratitude.
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Human Resource Practices in CHERAT CEMENT Co. Ltd
PREFACE
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Human Resource Practices in CHERAT CEMENT Co. Ltd The purpose of internship is basically to judge the basic knowledge of the student regarding his field of specialization. It helps the examiner in knowing about the degrees to which the student has acquainted himself with the knowledge, which he has acquired in the classroom, in its application in the practical shape or in the real world instead of dull and complicated topics interesting and useful topics have been included to achieve the end it has been written for. These topics have an outstanding and inspirational value for all it a readers.
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Human Resource Practices in CHERAT CEMENT Co. Ltd Firstly I am, thankful to Allah almighty for enabling me to accomplish this report. I will Always be grateful all the professors of the Cecos university who help me during the report. And special thanks to Sir Mohsin who has been a constant source of inspiration and encouragement for me during this entire period.
I am also indebted to my parents, siblings, colleagues and friends for their invaluable support one way or the other. Lastly, I pray my Allah to give a boost to cement sector in the best interest of Pakistan
Happy regarding
ACKNOWLEDGEMENT
I pray to God, almighty with due special thanks to management of Charat Cement Company and to the executive director MR. Amer Fraque for providing me the opportunity to gain practical experience in Peshawar office and factory in Cherat. During the internship whole staff was very cooperative and friendly. Special thanks to Deputy Mgr Sameen Jan, deputy mgr Miraj Gul, Deputy Mgr accounts Tila Mohd, Senior Mgr administration Saif ullah khan Baber mgr in charge Mohd Ali, dispatch mgr Abdul Majeed Baber, marketing officer Nasir.
Who help me a lot know the functioning of different sections. To the heads of different departments of CCC Ltd In the end I am thankful .I wish this company to grow in future.
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EXECTIVE SUMMARY
Industrial development is the primary requisites of any country. Cement industry of a country is very important sector of the economy. The rising demand of cement pose big challenge to the cement industry, specifically to those who have an ample share line CCC Ltd. More especially the human resource management department of CCC Ltd is the majored emphasis of this study. This gives an overall review of the CCC Ltd. It compose of five chapters, CCC Ltd. History and organization structure, Departmentation the office, human resource department, analysis and recommendation about HR and general etc.
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Human Resource Practices in CHERAT CEMENT Co. Ltd Cherat cement is the one of the largest company of Ghulan Farque group. Cherat cement company was incorporated at Karachi on May25 1981 as a public limited company. It registered in Karachi stock exchange on July 8, 1998. The total area of the land is 2219 canals and 4 Marlas were obtained on lease from the government of NWFP. Mining concession over an area of 10378.5 acres was obtained from the government of NWFP. The foundation stone of Cherat Cement Company was laid on 1st January 1982 by president of Pakistan General Zia ul Haq. It’s started its production on 10th January 1985 after its inauguration by the Governor of NWFP General Fazl e Haq. The organization development is depending on good department for that every organization can divide in to some department. The CCC Ltd can also divide into some department or interne can work in this department. In booking department dealer can deposit cash for the cement the next department is planning according to wish of the dealer cement plan can made in the different dated and different people the next step dispatch acceding to plan cement can send to that people from the factory. All the records can save in the computer department if there is any mistake this department can remove it. In the account department all the cash deposit and transfer to head office which is located in Karachi The production department over all the process is in could begin from the quarry to finish good like cement
The HRM department main function is to recruit the best employ according to need company. This function can do by the IIR manager in the factory and in the Peshawar office this duty can done by the admin manager. This department can give training for the new recruiter and also on job training all employs his output in good manner and also made the promotion criteria for the employ and worker and also discuss resignation, retirement, and dismissal process. At the end of the report I discuss the analysis about different aspect of the company and the employs of the company and give recommendation about the HR aspect.
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Chapter no 1
INTRODUCATION TO THE REPORT
1.1 Background of the study
As the internship is the requirement of BBA degree in human resource management for working for 45 days in any industrial institution. The purpose of internship is to give a practical touch to the students by working in any organization environment and to put what they have learned in the books in to practice.
Students are then required to write a report on what they have learned during their internship .so, the CCC LTD was preferred in order to get more knowledge about the organization.
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Human Resource Practices in CHERAT CEMENT Co. Ltd 1.2 Objectives of the studies
The basic objective of conducting this study was to fulfill the requirements of BBA degree at CECOS University of IT AND Emerging science Peshawar and the other objectives for the conduction of study were
T o polishes the hidden skills efficiently.
To analyzes the different section CCC Ltd.
Through the efficient work taking an employment opportunity in CCC Ltd
1.3 WORK SCOPE
The internship period was of 40 days and this period was not sufficient for collecting data, understanding analyzing the large organization like CCC ltd. most of report is the result of primary data and least is based on the secondary data. in CCC Ltd, most of the internship period was spent in the different sections like booking, dispatch, computer ,account and marketing sections. doing internship in CCC Ltd was a great experience in terms of learning how to work in the organization and how to meet with different peoples in the organizational. Structure and also observed what had learnt from the text books during study period.
1.4 RESEARCH METHODOLOGY
The methodology for the collection of data is mostly based on the primary data sources i.e., observation as well as the informal interviews and discussions with the staff of the company and it least depend on the secondary data sources i.e., the print and the electronic media like books, annual report of the company and internet respectively.
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Human Resource Practices in CHERAT CEMENT Co. Ltd 1.5 HISTORY OF THE CCC LTD.
In chapter no 2 is all about history of Cherat Cement Company limited quality policy plant expansion and board of directed.
1.6 DEPARTMENTATION OF THE OFFICE
In this chapter no3 I discuss some department of the office such as booking that how the dealer can make booking and after the booking department dealer can planning according to the demand of his sub-dealer.the planning department can send to dispatch department which is in factory.
Computer department work that how the all computer of office connected and how it work and save the data for the record.
Marketing section acts like a bridge between CCC Ltd and dealers. There are different types of people in the market, they differ from each other
1.7 HRM DEPARTMENT
In this department of the organization we are discuss all the process of the recruitment in the factory
1.8 ANALYSIS AND RECOMMENDATION
In this part of the report I explain and give recommendation about the organization positive and negative aspect.
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Chapter 2
HISTORY:
Before 1981 there was an association who created MONOPOLY in the cement sector because of no close competitor in such industry. So to break that association and to offer cement to The public Cherat Cement factory was founded.
Cherat cement is not only one of the best qualities cements in Pakistan, but in the entire region because of its natural favor "the limestone" which is one of the best quality reserve in the world.
Cherat Cement Company limited is one of the largest companies of Ghulam Faruque group. Cherat Cement Company was incorporated at Karachi on May 25, 1981 as a public limited company and the certificate of commencement of business was obtained from the register of joint stock companies Karachi on July 8, 1998.
Land of about 2219 canals and 4 Marias were obtained on lease from the government of NWFP. Mining concession over an area of 10378.54 acres was obtained from the government of NWFP.
The foundation stone of Cherat Cement Company was laid on 1st January 1982 by the then president of Pakistan General Zia Ul Haq. It is situated at the foothills of Cherat cement near Lakarai village at distance of about 40 kilometer from Peshawar city. It started its production on 10n January 22 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd 1985 after its inauguration by the governor of NWFP Lt. Gen. Fazl-e-Haq. The plant was built by a French firm named Creuot Loire to enterprises abbreviated as CLE. It was the first cement factory in private sector. Due to its importance the government of NWFP built road and power lines for the factory.
The factory had the capacity to produce 1460 tons of cement per day but after plant expansion in 1993-94 its production capacity has increased to 2400 tons per day.
The plant expansion was completed in October 1994. But the recent production of the factory is 3300 tons per day.
QUALITY POLICY: We want Cherat Cement Company to be regarded by our customer and our employees as the best and the most profitable organization in the market we serve.
We seek innovation and improvement in every part of our business, through a system of ideas, suggestions, feedback and application.
Every member of Cherat Cement Company Limited continuously perceives quality improvement through procedures, designed to provide the knowledge and skills needed to achieve the goal of our quality policy in line with customer requirements and by adhering to applicable statutory and regulatory requirements related to product.
THE COMPANY SLOGAN: "BIND YOUR BRICKS"
ISO 9002 CERTIFICATION: ISO 9002 is a quality assurance model made up of quality system requirements. This model applies to the organizations that produce, install, and service products. ISO expects organizations to apply this model, ad to meet these requirements by developing a quality system. Cherat Cement Company is an ISO 9002 certified company and follows sections on management and contract review requirements etc. 23 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd EXPANSION OF THE PLANT: The factory had the capacity to produce 1460 tons of cement per day but after plant expansion in 1993-94 its production capacity has increased to 2500 tons per day. The plant expansion was completed in October 1994. Now the plant produces 3400 tons per day. And lucky cement is the market leader because it produces 6000 tons per day.
Board of Directors:
Muhammad Faruque Chairman
Mr. Azam Faruque Chief Executive
Mr. Akbarali Peshni Director
Mr. Muhammad Nawaz Tishni (NIT) Nominee Director
Mr. Iftikhar Ahmad Bashir (NIT) Nominee Director
Mr. Javid Anwar (NIT) Nominee Director
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Department structure of HR department
Manger HR Department
Assistant Manger
Senior HR officer
HR officer HR officer HR officer
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2.8 Information of the present day
Nowadays the cement prices throughout the country have increased drastically that is up to 210/ bag. This increase is due to big demand and short of supply. Locally at a dispatch 68% in this for NWFP share is 33% upper Punjab 13%, lower Punjab that is up to 22%. The CCC is also export to Afghanistan that is up 32% of the total production.
2.9 Establishment of the factory
The establishment of cement factory involves a lot of capital investment. The production as will the consumption of the cement is directly related with the development of the country. Production of the cement without its consumption is of no good. Therefore, the prosperity of the country, the government is expected to provide such facilities to the cement industry as to make the producer offer their cement at a relatively low price. This is necessary because the economic condition of the average consumer in Pakistan is not too good.
If it is not possible then the industry should be facilitated in order to enable the producer to export their cement especially to Afghanistan where the demand for cement is to high after the end of the civil war and invasion of America.
2.10 Ghulam Faruque Group
Ghulam Faruque group is one of the prominent commercial and industrial groups working throughout the country. This group was formed in 1964. All the projects of this group are successful and have proved to be profitable. Specifically Ghulam Faruque Group is known for their entrepreneurial skills and valuable contribution to the economy.
2.11 Founder of the group
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Human Resource Practices in CHERAT CEMENT Co. Ltd Founder of the group is late Ghulam Faruque (1899-1912). He his graduated from Aligarh University India. After graduation, he started his career in Bengal nagpur railways in 1912.
2.12 GROUP KEY POSITIONS
Late Ghulam Faruque remained on several key positions, which are listed below.
General manger east India railways Chairman cotton board Julin board Chairman Pakistan industrial board corporation Chairman Pakistan ordinance factories Secretary to ministry of industries Govt. of Pakistan Governor of former east Pakistan Federal minister of commerce& defense NWFP provincial minister for finance planning and development Member of national assembly of Pakistan Senator in 1985 and re-elected in 1988
2.13 GROUP OBJECTIVES
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Human Resource Practices in CHERAT CEMENT Co. Ltd Providing high quality gray Portland Cement
Customer’s satisfaction Taking part in computerization. E.g. updating the whole Ghulum faruque group of companies to the latest state of the art technology. To become the leading manufacturers of gray Portland cement.
VISION
Be the leading manufacturers of gray Portland cement in Pakistan.
Values of the group
Honesty Respect for each other Teamwork Committed to continue the improvement Considering the customer the most important person in the office. Emphasis on the better future of the coming generation.
2.14 PROJECT OF THE GROUP
Ghulam faruque continue the following projects presently they are :
2.14.1 FARUQUE PRIVATE LIMITED
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Human Resource Practices in CHERAT CEMENT Co. Ltd It the parent company of the group establishes in 1964.thier business includes trading, import and export. It also serve as and an investment company and insurance agent
2.14.2 CHERET CEMENT COMPANY LTD.
This company produces the high quality grey Portland cement. it is one of The leading and main supplier of cements to NWFP and other areas of Pakistan and also Afghanistan. Its started its production in 1991.it is in listed on the Karachi stock exchange (KSE) and Lahore stock exchange (LSE).
2.14.3 CHERAT ELECTRIC
Cherat electric is a captive power generation plant. Initially it was a separate company now it is operating as a department of Cherat Cement Company and fulfilling all the electricity requirement of the company
2.14.4 MIRPUR KHAS SUGER MILLS LIMITED
It is a public limited company established in 1954 and is listed on Karachi stock exchange. It is amongst the top ten sugar producing mills in Pakistan. It has the honor of winning the stock exchange shield for the year of 1981-82, 1983-84 and 1985-86 respectively.
2.14.5 CHERAT PAPER-SACK LTD
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Human Resource Practices in CHERAT CEMENT Co. Ltd Manufacturing plant of cherat paper sack is situated at Gadoon amazai this company supplies the paper bags for cherat Cement Company and also too many other cement manufacturing companies.
2.14.6 Greaves Pakistan (PVT) Ltd.
This company has got the expertise in different fields like engineers, Merchants, contractors, and specialized services in engineering equipments, diesel generating sets sugar mills plants etc.
2.17.7 Greaves air-conditioning (PVT) Ltd.
This company was established in 1975, which is providing services related to air-conditioning engineering worker, design and erection equipment.
2.14.8 Greaves carbon products
It was established in 1949 under the name greaves Compton Pakistan limited. It manufactures carbon products including carbon brushes, mechanical seals, and carbon lubricating rings, carbon bearing and electrical inserts.
2.14.9 Madian hydro power
It is the hydro power company working to generate electric in the area of the Madian. This project starts with Shirazi Investments (PVT) Ltd.
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CHAPTER -3
DEPARTMENTATION OF THE OFFICE
The organization development is depend on the good department for that every organization can divided in to different department. The CCC Ltd can also divide in to some departments or internee can work in this department. Departmentation is the gathering of people for business activities in order to distribute the workload and to improve the efficiency of company. Any department in the company has its own assigned function. In CCC Ltd. There are the following departments that are working for the growth and efficiency of the company.
Booking dept Planning dept Dispatch dept Computer dept Account dept Production dept Packing dept Marketing dept HRM dept
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Human Resource Practices in CHERAT CEMENT Co. Ltd
3.1 BOOKING DEPARTMENT
First the marketing officer visits the market. He served there for survey and for demand they also check the cement brands and the competitive dealers. They also check their dealers, the quality of their cement and the problem faced by their dealers. They also note the rate of ex factory and landed cost. By that way they search for new dealers. They also see the new dealer’s area that the other dealers do not affected by him. Then they send these information’s to the marketing manger. Then they decided whether to give him the dealership or not. Then the marketing officer forwards the application with his suggestion to GM marketing. When they approved it then they take security from him and then they issue him the dealership. The dealership code has been provided to him that code help him in booking planning and dispatch. The booking shell be made in advance and it must be in pay order, pay in slip, DD, & TT. When the dealer deposits the money he got the receipt from bank he sends that receipt to account section they check that in ledger of the dealer name. The account officer then check the price of the cement and then he write on the back side of the slip that how much quantity of cement will be allowed?
From here the procedure of the booking starts. That is time saving procedure done on the latest user interface software. Every thin is given in it they just give the dealer code, quantity and amount. The computer gives him booking order no, which is very helpful in the planning and dispatch. Booking officer get two print outs one he gives to dealer and other one he send it to account office. He also put pay slip in to his record. The booking is saved in his computer whenever he is required he can check it from pay is slip record. The money must be deposit in MCB, ABL, SCB in the account of CCC Ltd.
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Human Resource Practices in CHERAT CEMENT Co. Ltd
3.1.1 Daily Booking Report
Daily booking report is prepared in order to keep the daily record of the customers who purchases the cement. This report contains the name and the zones of the customers, customers code, quantity ordered, rate per ton, total amount of the order, cash or credit order and the bank code where the customer has deposited the money.
4) Dealer report This report sends to the dealer every day that he knows about his dispatch and pending.
2) Daily booking journal report
This report show total booking volume record, total received amount and also informed about sale areas name of the dealers. From this report we know about total quantity tons.
3)Area wise booking report It can show area wise booking volume in day. In end of this fiscal year 2007-2008 our total booking volume is 759831.78 in tons. Average booking in workday throughout the fiscal year is
Average daily booking = grant total / number of days
Average daily booking = 759831.78 / 302 = 2516 tons per day
(Only working days)
3.2 planning department
Planning means arrangements of the booking order, which are received planning, is the bridge between booking and dispatch. It is vary hard work. Factory has machinery and it has its limitations it 33 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd provides 3300 tons daily production. The booking varies according to the market condition so the planning works here the managers sit together see the booking order and then selective booking orders are picked for the dispatches. Normally the orders are arranged for 1000 tons means 100 trucks. The planner also has a look on the dealer demand mean if he wants to take his order at his normal agency address so that is right. But if he wants to send the order, it depends on the dealer. There are some restrictions also, if a dealer sends the order to some where else. May be the road is not too good or the conditions are not suitable then the planners has to provide alternate of it. The daily plan is send to the dispatch office on behalf of the booking orders. When the plan is send to the dispatch of 1000 tons the transporter have 70 trucks so the 30 pending trucks will be delivered next day. The planner also has to also see the pending dispatch. The planner also has to see the % of delivery in each and every sector. The plan will be arranged on the basis of two provinces dispatch % and export to Afghanistan. The booking can be reserved for some days depend on dealer choice. Priority is the most important part of the plan. Whenever the plan is made they see towards priority that what area of projects they have to prefer. While preparing the plan these things are put into consideration. Stock in hand, backlog position in sale office, weather situation, the holding, political and law and order situation, road position, season of crops, availability of the carriage, demand in the market, penetration of the competitors in the market.
3.2.1 Priority projects
3.2.1.1 Govt. and public projects
The projects like mosque, school, and Govt. projects like ghazi barotha projects. They have to give preference on the other orders.
3.2.1.2 Pre-cast Factories
In the priority list 2nd no are how make readymade roofs manufactures and pipe manufacturing companies.
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Human Resource Practices in CHERAT CEMENT Co. Ltd 3.2.1.3 Direct Buyers
They also give preference to customers who get cement direct from sales office. They sale cement on higher price than others that dealer will not be effected.
3.2.1.4 Aid agencies
They also give priority to the NGO’s like DACCAR.
3.2.1.5 Export to Afghanistan
The CCCL can export cement to Afghanistan for the reconstruction of the country. For this purpose Govt. of Pakistan can allow cement industry to export more without taxes.
3.2.1.7 Far flung areas
They give priority to the gigat and chitral side area because the road was open for a season of 4 to 5 months.
3.1.2.8 Own carriers
They also give priority to the customers who have their own carriers like to Afghanistan, Pak army, NHA, Pak Police etc.
3.2.1.9 FATA Area
In this area political agent issue a permit to the customer who needs cement. This permit is issued for some days so the cement will delivered in these days.
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Human Resource Practices in CHERAT CEMENT Co. Ltd Dispatch department
Dispatch means to give the cement to the customers and for this the dispatch room are controlled room is responsible. The minimum quantity for dispatching is 1 ton and if the prices of cement rose after depositing of amount by customer, then this company ill dispatch cement up to the deposited amount.
Dispatch is the department under the sale office .the sale office sent plan by email the plan received by dispatch office download in oracle dispatch office means download plan option table after the download plan it is printed that is dispatch office give the areas distance in quantity to contractors. There been involued12 persons in dispatch department, working in two shifts. From 4 to 2 and from 2 to 4.
Contractors
Affridi fargo goods
Reman shinwari goods
Sahibzada engineering goods
Mushtiarika dara goods
A k khattak goods
Peshawar lahore goods
Gheghi goods
Self/own good
She plan destination and quantity divided among the contractor .the contractor write in a to entry pass for each truck
3.3.1 Entry pass 36 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd The following data should write in the entry pass
Name of the driver
Truck number
Quantity
Plan number
Serial number
Destination
The dispatch office is entry in the plan from the entry pass ,truck number and write on the entry pass serial number ,plan number same truck about the quantity and send to the main gate .the main gate is controlling in out in factory receding entry pass 1 send to dispatch office and other give to the truck driver .
The truck entry the truck 1st he goes to weight bridge for the truck weight .weight bridge is a weithgtment office the factory purchases any item is a turn from the weight at for loading truck will b weighted for loading the weight bridge to b track number and quantity and tar weight before the load truck
After unload the truck keep tar weight go to taken plan .packing plan is an under a factory it is packing from store cement silo the daily tally clerk received the entry pass from the driver and daily entry pass number serial number with the packing plant plan number serial number entry mark that plan number and serial number in plan
The tally clerk mark to tally sheets from the entry pass and daily sheet define the following field
Plan no
Serial no
Destination
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Human Resource Practices in CHERAT CEMENT Co. Ltd Bags
Date
Truck no
And when truck load clerk is sign original copy and give daily sheet to the drivers. The load truck is given the tally sheet to weightement are enter tally sheet no in register and print the 3 copies load truck grooms weight and tar weight and net weight and tally load quantity tons into the weight.
Below define the weightiest equals the following.
S.NO TONS K.G BAGS .
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Human Resource Practices in CHERAT CEMENT Co. Ltd 1) 10 200 1000
2) 20 400 20000
3) 30 600 30000
4) 40 800 40000
5) 50 1000 50000
The weight bridge is given to tally sheet and drivers stand near to the dispatch office in the site.
Driver gives the tally sheet to the dispatch office for the invoice. When main get back the enter pass to the dispatch office is entry the pass in dispatch project main entry pass option and after generated invoice on to entry pass truck no and serial no quarry about their quantity when invoice generated then two copy printed invoice.
3.3.2 Invoice
Invoice is a document send by a supplier to a customer that itemize the product supplied to the costumer, the prices, and the total amount of the money owed by the customer for their products. Invoice is usually sent at the time of the product is received.
Invoice is containing the following.
Invoice no
Booking order no
Quantity
Product destination
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Human Resource Practices in CHERAT CEMENT Co. Ltd Invoice date
Quantity in ton
Rate per tons
Trade discounts
Sale tax payment
Tax exclusive volume
Deliver address
Plan no and serial no
3.3.3 Acknowledgment
Receipt
Plan no
Serial no
Dealer code
Quantity in tons
Invoice no
Fright ETC.
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Human Resource Practices in CHERAT CEMENT Co. Ltd The dispatch office received the tally sheet from the driver and 1 copy invoice give to drivers.
3.3.4 Excise office
The excise office maintains the excise duty in sale tax with govt excise office. The dispatch office is given the invoice to excise office and excise office is made 3 copies gate pass. The gate pass containing the following fields.
Driver name
Destination
Truck no
Quantity
Bags
When gate pass made in the excise office then two copies the gate pass and copy Weight Bridge to drivers. When driver come to the dispatch office then give two copy gate pass and weightment card.
The dispatch office check gate pass and weightment card when corrected the sign and stamp and one copy weightment card for record and one copy give to the driver 2 copy gate pass and acknowledgment and one copy weightment card and invoice.
The driver receives the document from the dispatch office and goes to main gate. The main gate note his truck no and quantity and leave one copy original gate pass and weightment card and more document give to the drivers and out the truck from the gate.
The truck driver his give the document to own contractor foo belty the contractor is made belty from acknowledgment.
Belty has the following fields.
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Human Resource Practices in CHERAT CEMENT Co. Ltd Truck no
Driver name
Date
Quantity
Driver address
Fright and loading charges
The contractor made two copies the belty one for their own record and other for the original document attach with the dispatch document and give to drivers and received from the driver Rs. 100 commission as per 10 tons.
3.3.5 Dealers
Dealer is main step in the marketing all company sales depend from the dealer. The dealer sale to customer the driver reaches to dealer and unloads truck about document.
The dealer counts our bags if equal to the document and returns one copy acknowledgement with sign. The driver when again come for loading then returns to contractor received from the dealer acknowledgment slip copy.
3.3.6 Daily dispatch report
Daily dispatch report is prepared in order to keep the record of the daily dispatches to the customer i.e. to record the daily sending of cement to the customers. This report contains the names and
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Human Resource Practices in CHERAT CEMENT Co. Ltd zone of the customer, quantity ordered, rate per ton, total amount of order, discount if given, mode of transport i.e. land air or water, vehicle number, belty number, transporter name and address and the destination where the cement is sending.
3.4 COMPUTER DEPARTMENT
The computer is important part of modern organization. The computer section is responsible for computerization of various sections of the sale office and also in site. The computer section has established network software internet (local area network) for the all section in sale office. The zen soft private develops the computerized program in oracle 9i. it is the efficient and retrieval of the data.
It is user interface software and communication channels that connect devices on the same premises such as suite of offices. LAN connects many different types of intelligent equipment into a common network. It generally consist of group of microcomputers located at a different work stations with in a same site. Network users can run centrally located software, access data file etc. on a main disk unit through their individual terminals. Users on the networks share peripheral such as printer, communication link etc.
A LAN is connection of PC which enable users to share data , application software and peripherals. It can be simple and many Computer connected to share on printer or network printer. It can complex as a corporate department deeming to access the resources on the company mainframe through a gateway.
The function of computer section is to control network within the sale office and site. All computer can connect with the server through cable. The main server can control all the activities of the office such as booking recorded, planning, dispatch ion the site account section the computer section can remove error and made changes according to the demand of the section. In case of change rate cement the computer section can made change the rate and send parameter to dispatch office in factory. This section can download parameters and make invoice according to the new rates.
3.5 ACCOUNT DEPARTMENT
The account section is responsible of overall fiscal managing, financial control, financial reporting and accounting function of the sale office. The section ensures that the accounting record and
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Human Resource Practices in CHERAT CEMENT Co. Ltd system are maintained accordance with internal policies, regulatory requirement and international accounting standers.
The account section can also maintain the record of the dealer deposit with sale office. In case of rate change the account section can made debit or credit note. When the rate of cement decrease it can made the credit note to return the excess amount in the dealer account. In the other case we can make some advance or fix amount from the dealer as a security in case of increase the rate of the cement at mid of the day. The company as enable to cover the excess amount in the company account for that it can made the debit note.
The dealer can deposit in MAC, ABL, SCB, Bank AL Habib and NBP. But 95% of our collection can collect MCB and ABL. In MCB 34 branches collect our deposit from the dealers. Ten branches can send deposit to university town Peshawar and remaining all banks send to Karachi Head office account. The sale office and site cover his daily expenses and if the amount excess from the demand of the sale office and site and then excess amount send to head office account Karachi.
The company also send cement to Afghanistan daily for this purpose MCB Cantt branch Peshawar can collect money from the dealers but in US $ . The bank exchange $ in Pak Rs. And Send to university town Peshawar branch.
3.5.1 Export Document
The CCC Ltd can export cement to our neighbor country. Afghanistan for this purpose they prepare documentation is must because on the border custom officer check all product. The important documents are as follows.
Export form
Certificate of the origin (attested by scci Peshawar)
Covering latter
Shipping bill
Packing bill
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Human Resource Practices in CHERAT CEMENT Co. Ltd Commercial invoice
Sale tax invoice
Performa invoice
Verification of the export documents
The export document should be verified by deputy manager to find out the mistakes in the documents.
3.6 PRODUCTION DEPARTMENT
Production department is responsible for the actual production of finished product and monitors the whole production process i.e. from quarry to the final product. So, the department tries its best to produce the best quality of product that fulfills the customer need.
The department then submits the report daily to G.M. works about the cost of production. This report contain following information.
Material and labor to be used in the process
Efficiency of department regarding to the manufacturing of the cement
Total output generated by the department
If cost of production and prices rise due to any reason then after considering the following report, top management tries to overcome the situation.
3.6.1 Production process of CCC Ltd.
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Human Resource Practices in CHERAT CEMENT Co. Ltd The production process of every organization starts with the availability of raw material So; CCC Ltd. Production process start from the quarry to the finish good like cement can show in chart 3.6.1.
3.6.1.1 Quarry
For the manufacturing of the cement, raw material is needed, which can collect from the Cherat hill. It is advance as compare to the other company in region. The raw material I.E. lime stone, clay and slates is brought to the crusher through big dumper vehicles.
3.6.1.2 Crusher
The next step is crusher all the raw material put into the crusher and the crusher breaks aw stone into small pieces.
3.6.1.3 Pile yard
After the crushing the raw material is stored in the pile yard for the purpose of sending it to the raw mill.
3.6.1.4 Raw mill
Raw mill process the pieces of crushed material and convert these into the powder. This powder is called the ‘’raw mall”.
3.6.1.5 Blending silo
Conversion into raw mall. It is stored in the big silo for the purpose of sending it to the klin.
3.6.1.6 Pre heater
Before sending to the klin, the raw mill is heated in the pre heater to increase its temperature.
3.6.1.7 klin
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Human Resource Practices in CHERAT CEMENT Co. Ltd After giving some heat to the raw mill it is ready to pass through klin. The internal temperature of the klin is 1400 degree of Celsius and due to this the raw mill is converted into small black pieces. These pieces are called the ‘clinker’
3.6.1.8 Grate cooler
After passing through klin the clinker then pass through the grate cooler in order to decrease its temperature.
3.6.1.9 Clinker silo and yard
Clinker is stored in the big silo for the purpose of sending it to the cement mill and if the silo fills up with the clinker then additional clinker is stored in the clinker yard.
3.6.1.10 Cement mill
In the cement mill the actual product is produced i.e. Gypsum is added with the clinker at the average rate of 5% and at least the cement is manufactured.
3.6.1.11 cement silo
After manufacturing the cement is stored in the big silos for the purpose of sending it to the packing plant. There are three cement silos used for this purpose.
3.6.1.12 packing plant
Cements come to the packing plant through roller belts from the cement shoe. In CCC Ltd, four machines are used for the packing i.e. Romanian manual and the Auto German rotary. Weight of each cement beg is 50 kg and the bags are finally loaded in the vehicles trough roller belts.
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Human Resource Practices in CHERAT CEMENT Co. Ltd
PRODUCTION PROCESS OF CCC LTD
Quarry
Crusher
Pile Yard
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Human Resource Practices in CHERAT CEMENT Co. Ltd
Raw Mill
Silo
Pre Hater
Klin
Grater Cooler
Clinker Silo and Yard
Cement Mill
Cement Silos
Packing Plant
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Human Resource Practices in CHERAT CEMENT Co. Ltd
3.6.2 MONTH WISE PRODUCTION REPORT
lo years cal Export 19 2005 00 400 160 2006 0 1100 185 2007 0 1100 185 2008 0 1350 2009 315 1600 50 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd 0
3.7 packing department
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Human Resource Practices in CHERAT CEMENT Co. Ltd Packing includes the activities of designing and producing the container or wrapper for a product.
The main purpose of the packing of Cherat cement company product is to deliver the product in right shape, in right quality and provide utility to the customer.
3.7.1 Function of packing
The main functions of the CCC Ltd are:
To transfer the product from the place of the manufacturing to the point of sale are required some kind of container. Thus the functions are done by packing.
To carry the product toward the point of ultimate use.
To protect and preserve for a future period.
A measuring device in addition to its other function.
System, trademark, slogan and such other methods are being used to help the company to communicate with customer.
Display value of the product to attract customer’s attention.
A force to motivate the customer to make a purchase to promote the sale of the one brand then another.
3.7.2 Package Material
CCC Ltd has no difficulties in packaging because it produce only one product not variety of the products. When there is large product line then company has to be vary careful in selecting the packaging for each brand as it is the age of customization.
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Human Resource Practices in CHERAT CEMENT Co. Ltd CCC Ltd company use only one material in their packaging and that is paper. The type of paper is used is craft paper having great strength and most useful life and raw material of such paper import from Canada and Sweden.
3.7.3 Product’s Packaging
CCC Ltd, offer its product in 50 kg paper sack. These paper sack are locally produced at Cherat paper sack company gadoon amazi, which is another project of ghulam faruque group. From the cement packaging CCC Ltd store on million to two million bags from CPSL, and there is a packaging plant fpr cement in the factory.
3.7.4 Types of packaging
CCC Ltd, use 2-ply package for their product. There is no change for packaging from time to time because it is standardize product. Basically cement manufacturer are using 2-ply, 3 ply and export to Afghanistan packaging.
CCC Ltd, uses 2-ply packaging for its normal dispatch. While 3-ply packaging for export to Afghanistan and for away area from the company. The export bags are stamp for use in Afghanistan only.
3.8 MARKETING DEPARTMENT
Marketing section play a very important role in the function of CCC Ltd. Marketing is the total system of the business activities designed to plan, price , promote and distribute want satisfying products, services and ideas to target markets to achieve organization goals. In marketing
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Human Resource Practices in CHERAT CEMENT Co. Ltd To emphasis on consumer needs.
Company first determine need and then figure out how to make and distribute a product to satisfy those needs
Management is profit oriented, not sale volume oriented.
Marketing is the long run oriented.
Marketing section act as a bridge between CCC Ltd, and dealers. There are different types of people in market. They differ from each other in many aspects like opinion, personally, habits etc. so to convince them with the same method is not an easy task. That’s why marketing section use personal selling method i.e. direct selling to convince each one in market. As I said earlier that CCC Ltd., has divided its marketing into much smeller market i.e. segmentation is done so different marketing mix is applied for each segment.
Marketing mix for upper Punjab is different from that of NWFP and similarly the marketing Mix for Peshawar is different from that of giligit.
4P’s of marketing
The combination of product, how it is distributed and promoted, and its price together, these four components of strategy must satisfy the need of the target market and at the same time, achive the organization marketing objectives.some of the challenges facing marketing manager in developing in a marketing mix are
Product
Price
Place
Promotion
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Human Resource Practices in CHERAT CEMENT Co. Ltd 3.8.1 Product
The main aim of marketing is to develop ornamented product and service to make them suit local markets and conditions. Marketing is a basic tool for any organization in the modern world by help of which it can know that the customers wants. What quantity is produced? What pricing should be done? How should be that product should be supplied to customer? CCC Ltd, is will aware of this fact. It is because the management has develop its marketing mix on full fledge scale. They have mixed all the marketing functions, which should be the most suitable and best foe there organization.
Marketing mix is two sided machinezium of buyer and seller activities. The marketing tools which summarize these 4p,s is called marketing mix. These four P’s are very important in any marketing camping.
3.8.1.1 Brand of the product
The brand of CCC Ltd, is divided into brand name and brand mark or logo.
3.8.1.2 Brand of Product
‘A brand name consists of words, latter’s and/or numbers that can be vocalized. The name that CCC Ltd, uses for its sole product is ‘’CHERAT CEMENT”. This is the base on the fact that the company is situated near the hilly area of cheart and the raw material that is used at the large scale in the production of the cement is also extracted from the same area.
Brand mark; “brand The part of the brand that is a symbol or design’’.
3.8.1.3 Component of product
There is no change in the components of product because cement contains 95% clinker 5% gypsum. If they change the components then they don’t get cement. It is the standardize product.
3.8.1.4 Raw material of the Product 55 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd CCC Ltd, has got his own source of raw material. This raw material is obtained from near to the company in larkai village area; the area is leased from NWFP Govt. for 200 years. The mountains are the key input of their product and mining consist over in areas of 10378.54 acres, was obtained on lease from the Govt. of NWFP.
3.8.1.5 Quality of Product
CCC Ltd, thinks that the quality of their product is best as compared to their competitor. And they are satisified with their product. And CCC Ltd, is a ISO-9002 certified company.
ISO is the name stand for international organization for standardization. Its central secretariat is in Geneva-Switzerland. It is worldwide federation of national standards bodies with member from some 110 countries. Pakistan stranded institution (PSI) is also a member of the organization. Its mission is to improve and promote the development of standardization and activities all over the world. ISO has publisher more then 10,000. The main aim of ISO is that:
Whatever you say (offer) write it.
Do it.
And prove it.
ISO require that every such, ever action used be written with company. ISO-9002 covers production and installation. ISO 9002 is a quality assurance model that basically inspects, test, installation and service item. CCC Ltd, has quality department for the improvement of the product. The world quality means different rings to different people.
The objective of quality control is to produce a quality that:
Satisfy the customer
Is as cheap as possible
Can be achieved In time to meet delivery requirement
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Human Resource Practices in CHERAT CEMENT Co. Ltd 3.8.2 Pricing
Price is the amount of money and or other items with utility needed to acquire a product. Price, value and utility are actually interrelated concept. Utility is the characteristic of an item that makes it capable to satisfy human need. A value is the quantities measure of the worth of a product to attract the customer. Price is the value expressed in term of money or other monetary medium of exchange.
Utility create value, which is measured as a price in monetary terms whenever the exchange occurred. Price effect farm’s competitive position and its market share. Pricing decision by the company is one of the important tools. It depends on features such as cost of the product’s production, consumer demand and competitors action. Pricing include important role for a producer as well as the consumer. Due to pricing consumer can have an idea to how much profit can be acquire on the product, while consumer can also benefit as he come to know whether the product should be acquire or not, looking toward his own pocket. There is no concept of odd or psychological pricing in CCC Ltd.
3.8.2.1 Pricing Methods
CCC Ltd, adopted three types of pricing methods.
Cost plus pricing
Demand oriented pricing
The most of all best on competitor prices
The pricing strategies in Peshawar are different from those in gilgit. In CCC Ltd, prices are most base on competitor’s prices. A meeting of top marketing mangers is held to decide when to adopt competitive pricing. Marketing officer of concerned area has to attend this meeting. They can give suggestion to top management about the present market situation, but the top management take the final decision on their own discretion. A maximum retail price is set. This is the price on which (dealer) are expected to sell cement. Different rate are set for different area (division) on the basis of fright charges.
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Human Resource Practices in CHERAT CEMENT Co. Ltd The different between the maximum retail price and the local divisional rates shows the margin given. Usually the lower division rates are set for faraway places, because the fright charges are high for those places. There is great difference between the margins given in different area e.g. sardu and Peshawar because of the difference in fright for these areas though pricing in Cherat cement is some warlike geographical, other factors e.g. competition, taxes and demand etc. are taking into account while making decision about price.
The pricing seems to be freight absorption pricing to some extant because the dealer in faraway area are usually given their margins. Fright absorption is used for market penetration and also to hold on to increasingly competitive market. CCC Lt, mainly competes with on quality, but some time they use price based competition only to sale there surplus production or to enjoy the equal share in the market.
CCC Ltd, finds out the price of competitors and place the price RS above 2-3 above the average. In cost plus pricing methods the company takes an estimate of their expanses on the product, then profit is added by company in the cost and sales are made at this cost plus pricing i.e.
Price of one unit of product = total cost of the unit + desired Profit
Sometime when the demand of the cement is increasing in market, then the company fixes the price according to the demand of their product in the market.
3.8.3 Place (Distribution)
In deigning the distribution plans, a manufacturer has to take decision regarding the delivery of his product through marketing intermediaries.
3.8.3.1 Segmentation
Marketing consists of buyers and differs in many ways. The customers are too numerous and diverse in their buying requirements. Instead of competing everywhere, the company needs to identify that it can sever most effectively.
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Human Resource Practices in CHERAT CEMENT Co. Ltd CCC Ltd, has segmented its market on geographical basis. The market is divided into two main zones; i.e. northern zone and southern zone. Each is controlled by marketing manager and two marketing officers, and they are responsible for all the marketing activities in the zone.
The zone are divided as follows.
The southern zone: Peshawar nowshehra and Lower Punjab
The northern zone: mardan, swabi, dir, Swat, Chatral etc.
3.8.3.2 Channels of Distribution
Channel of distribution are very important because it is through these channel that the product is carried from the place of production to the place of consumption. Cherat cement distribution its cement mainl to agency holder who act as middleman for it. But some of the cement is also sold to the Govt. agencies which are involved in construction work, e.g. C&W, public Health Engineering etc.
The distribution channel of CCC Ltd, is indirect and transfers the ownership of the product to the retailer. The companies three main channels of distribution.
a) Production Retailer consumer
b) Producer- Wholesaler - Retailer - Consumer
c) Producer - Consumer / Direct Buyer
A) Production Retailer consumer
CCC Ltd, is one of the best companies in the cement industry, which has will design and computerized dealer network. All the dealers are supplied cement through their respective agency
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Human Resource Practices in CHERAT CEMENT Co. Ltd codes. Though dealers the cement is made a available for the ultimate consumers. Mostly the CCC Ltd uses this channel of distribution.
b) Producer- Wholesaler - Retailer - Consumer
Between dealer and wholesaler as that the dealer sell to the consumers. While the wholesaler supplies to the dealer who further sell it to the consumer
There are few wholesalers who buy huge quantities and in this way are contributing a lot to the company’s sales. The company, on the other hand, has allotted them a specific quota and they also enjoy a special status. Wholesalers are also important due to the fact that they provide to those brayers who can’t afford to acquire dealership or don’t want to become dealers.
C) Producers ------ consumer/direct buyer
Cherat cement company limited also provides to the direct buyers. Direct buyers are an individual or an organization that is not a part of the company’s dealers network. In this way the company provides a facility to the general public to buy directly from the company.
Cheart cement company limited uses trucks for the supply of cement to different areas. For this purpose seven transport companies have been contracted as described earlier in the dispatch section.
3.8.3.3 Transportation Facility.
Cherat cement limited uses trucks for the supply of cement to different areas. To deliver the product safely and at the fight time to the consumer the company has acquired seven transport companies on contract basis against some security deposit. The company fixes the transportation, which when added causes different landed costs.
3.8.6 Promotion Promotion is designing and managing the marketing max elements to inform, persuade and remind current and potential customers. Or it is an element in an organization’s marketing max that
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Human Resource Practices in CHERAT CEMENT Co. Ltd serve to inform, persuade and remind the market of product and/or the organization selling it, in hopes of influencing the recipient’s feeling, beliers or behaviors.
Cherat cement does not involve itself in heavy promotion campaigns because of the nature of the product. There is a high demand of cement in the market because of construction works being carries out at different places. Anyhow, Cherat cement approximately has a Rs.0.36 million budget for promotion of their product.
3.8.7 Promotion Activities of CCCL Cherat cement company limited has basically two types of promotional activities, i.e
A) personal selling B) sales promotion
A) Personal selling
The marketing officers of Cherat Cement Company limited regularly visit the agency holders weekly and monthly basis. They hold meetings with the agency holders and inform them about the product and take the response of consumers about him product from them. These visits facilitate in reducing the communication gap between the producer and agency holders. Complaints are also entertained in these visits. To have an idea of the market help the marketing department in selection of pricing strategy for the product.
B) Sales promotion
It includes all those activities, other than promotional mix, that stimulate consumer purchasing and dealer effectiveness.
It is a method used by marketers to motivate the customers and middlemen.
It is tool which can help the marketers in achievement of their product’s optimum sale.
3.8.7.1.1 Sales Promotional Activities A) Gifts B) Bonus or Rebates 61 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd C) Credit A Gifts
Things such as calendars or key chains
B) Bonus or Rebates
Cherat Cement Company Limt gives bonus or rebates to its wholesalers of Rs.500 to 1000 per tons (200 bags), and in the rebate the wholesalers gives Rs.500 to 600 per 10 tons to the retailers (information give us by dealer).
C .Credit
Cherat Cement Company Limited sometime gives cement on credit to its wholesalers, and particularly the wholesalers give cement to the retailers on credit.
3.8.4.3. Others Promotional Functions
A). Publicity
The publicity of Cherat Cement Company Limited is carried out indifferent types of business magazines and in newspapers of Pakistan. Cherat Cement Company Limited publicity is also included when publicity of Gulam Farooque Group’s projects is made.
B). Public Relations
Public relation is also a very important promotional tool nowadays. Cherat Cement Company Limited holds good public relation with leading businessmen, reputable customers and bureaucrats of Pakistan. Sending gifts and novelties as well as inviting these people in different types of function, seminar is a common practice to have good public relations. 62 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd C). Advertising
Cherat Cement Company Limited advertises its cement through billboards on the reads, its monograms on the trucks through which distribution takes place and on cars which it has provided to it staff. Beside these, it also advertises mainly on the back outside page of the weekly business magazine “Busy World”. Cherat Cement Company Limited does not use television or radio for it advertising.
Chapter-4
HUMAN RESOURCE MANAGEMENT
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Human Resource Practices in CHERAT CEMENT Co. Ltd Human resources management is the function in the organization concerned with the recruiting, selection, staffing, training, development, motivation and motivation of employees. Hiring and keeping good people is critical for the success of very organization. Every organization emphasis to get talented people for them, to future success of the organization. It becomes even more important if the organization is product oriented human resource policy employ a progressive and dynamic corporate culture in cement industry. It in return translates into high motivation and performance level of the employ and ultimately better results.
Cherat Cement Company Limited has adopted such ways means of recruitment and selection the human resource and than training them that would help in adjusting these people in its culture.
Cherat Cement Company Limited private recruitment policy is to select young and energetic qualified work force that should carry out the objectives of providing efficient work. There is not dearth of the cement factories in Pakistan, having an enormous network but Cherat Cement Company Limited providing qualitative product in the market. So on one hand Cherat Cement Company Limited providing superior product and on the other hand, it provides employment opportunity to young graduate. There is different work in the office including clerical and non-clerical requiring various staff as clerks, officers and executive. In the Cherat Cement Company Limited sale office Peshawar there is more the 60 employees and chairman of the company.
The human resources management division deals in the recruitment and selection of the personnel for the factory. The staff of every category is employed regularly in different department of the factory.
Function of the HRM is to recruit the qualified, efficient, energetic and the experienced staff. Besides this, HRM conducts the training programs, seminars and workshop in order to improve the skill and efficiency of working management. HRM also deals with the promotion, demotion and dismissal of the employees.
4.1 Recruiting process in CCC LTD
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Human Resource Practices in CHERAT CEMENT Co. Ltd In Cherat Cement Company Limited the recruiting in done on the basis of merit i.e if the applicant fulfills the requirements of the company them he is hired. For recruiting first of all the experienced candidate is preferred otherwise the highly qualified candidate, because the efficiency and improvement of the company depend upon the qualified personnel. Now, there are the following stages that are to be followed for hiring the people.
4.1.2 Advertisement The Cherat Cement Company Limited private limited company advertises posts in the leading newspaper of the country but these are usually for specific vacancies. These posts often require experienced personnel. The company can focus on good and experience employees because the company has good reputation in the market and it proven successful and the company has required the cervices of talent hunt in this way.
Basic aim of the advertisement is to find the desired candidate for the vacant post. In order to fill the vacant job the company first to find the desired candidates in the working management and if the desired candidate is not present; the company them makes the advertisement in the newspapers both in English and Urdu.
4.1.2. Application Arrival After advertisement the interested candidates them submit their applications and curriculum vitae’s for the pre-defined job. But if the candidates are at a far distance then they send the applications on the address that was given in the advertisement.
4.1.3. Screening
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Human Resource Practices in CHERAT CEMENT Co. Ltd The initial screening is done as a number of application pour in the human resource division of the company. This first step in the selection process is very important as all applications, irrespective of the cadre applied for, are sorted out as those applicants are dropped out having inadequate or inappropriate education or experience. After screening, the applicants have to undergo a series of tests and interview before the final selection.
HRM department screens these applications and then calls out those applications who fulfill the initial requirements for the written test.
4.2.4 Written Test. Our institution like many other organizations relay great deal on written tests and consider them as a reliable source the process of selection it depends on the cadre for which the selection is carried out. Different tests are taken for different posts. These constitute educational qualification test, intelligence and aptitude tests that proved major input to the selection process. These tests are general in form and are not job specific. Mostly in selection for other cadres the company depends on interview and background investigation.
4.2.5 Interview The applicants who pass the initial screening and required tests are given a comprehensive interview or a series of interview. Often the company’s selection committee takes interviews of the candidates but there are instances when the selection committee members take a series of interview individually. Interview is a good selection device for obtaining in-depth information about candidates. Therefore, interviews have always played a vital role in ascertaining the eligibility of the candidates and carry a lot of weight in the final decision of the selection.
4.2.6 Medical Checkup After qualifying the Cherat Cement Company Limited medical officer cheeks the physical fitness of the candidate. Medical checkup verifies whether the health factor of the candidate is suitable for the job or not.
4.2.7 Background Investigation.
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Human Resource Practices in CHERAT CEMENT Co. Ltd At this stage, the information put forward by the candidates is verified who appear to be offered the job. This usually includes written confirmation of work record and appraisal of performance from former employers, contacting personal references and verifying the educational qualifications. The rational behind this exercise is that the human resource management division tries to find out as much as possible about the applicants before the final decision is made.
4.2.8 Approval Letter After medical checkup if the candidate is fit for the job then the case handled, over to the GM Admin for approval. However, chief executive of the company gives the ultimate approval.
4.2.9 Probation or Trail Period. After approval a candidate is appointed for the trial period of the six-months i.e during probation period, the probation officer checks the efficiency and qualities of the newly hired candidates.
4.1.10 Confirmation Letter
After efficient completion of probation period, a candidate becomes a permanent employee of the company and then he is entitled for the facilities as given to the permanent employees like; medical allowance, TA/DA, conveyance facility and also can take leaves from the company.
RECRUITING PROCESSES IN CCC LTD
Advertisement
Application arrival
Screening
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Human Resource Practices in CHERAT CEMENT Co. Ltd Written test
Interview
Medical Checkup
Background investegation
Approval Letter
Probation period
Confirmation Letter
4.3 TRAINING AND DEVELOPMENT PROGRAMS IN CCC LTD Training is an integral part of the process of recruitment and selection though it’s a continuous process and has many facades. In Cherat Cement Company Limited private limited company there is human resources department conducting all the regular as specialized training course for the employees. The wing runs a number of training programs throughout the year and updates the requirements of the human resource of the company. Training been provided by the PIM’S Lahore Pakistan institute of management sciences. In training session manger get 737 per day while administration officer get 550 per day.
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Human Resource Practices in CHERAT CEMENT Co. Ltd A 4-week comprehensive training is conducted for the fresh appointees under the scheme of marketing office. Some officers of other cadres are also invited to take part but the course is meant for the. They are given a through training of the overall company as well as in specialized fields. This basic training program is very helpful for the young lot that is aptly qualified but is inexperienced and has no practical exposure. Afterwards like all other appointees they are give no job training as well as other specialized from time to time
.
4.2.2 Specialized Training
The human resource development department also formulates and conducts specialized courses of one to two weeks duration. Cherat Cement Company Limited conducts training for marketing officer and seminar as well for the whole staff. These course refresh the knowledge of the officer as the are designed keeping in view the latest development in a particular field. For these courses officer from different departments are selected and trained.
4.4.6 On the Job Training. Another important aspect of the training process is the job training that takes place when a appointee is posted in factory or in Peshawar office. The tenure of the on job training varies with the cadre of appointed. The marketing officers use any gets the six months probation period that is also the training period for them similarly the marketing manager have an elaborate training program which spread over one and half year. During these periods the officers are given no job training of different departments and their performance is evaluate on the basis of which they are assigned the duties after completion of probation period are the training period. The human resource division regulate the performance of new appointees as well as the other permanent staff. This evaluation helps the head office to place the proper staff for various jobs and a source of information to gauge the training requirements of the staff. Cherat Cement Company Limited the successful completion of these courses is also a prerequisite for the promotion of the staff. A part from the above mentioned training programs the human resource department of the company arrange short courses, workshop, conferences and seminar of two to three days on a Varity of topics is distinctive features of all these training programs and that is very participant has to submit a report to the human resource division
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Human Resource Practices in CHERAT CEMENT Co. Ltd along with suggestions. This exercise helps the head office not only to improve the existing training programs but to device, the new programs.
The skill development program is adopted when the newly hired employee starts his work. Management of Cherat Cement Company Limited trains the new employee in the actual routine work so, he easily learns about his responsibility in a short period of time. Simply, the management polishes the skills of the newly hired employee.
4.4.7 Off the Job Training/Courses Cherat Cement Company Limited arrange different kinds of courses likes; electrical, finance, marketing, mechanical and mining etc and send its employees to the best institutions and organizations countrywide. The basic aim of the courses is the enhancement and development of the job related skills and professionalism
.
4.4.8 Seminars and Workshops Cherat Cement Company Limited arranges different kinds of seminars and workshops for the skills development of its employees. These seminars are conducted in the conference room of Cherat Cement Company Limited.
4.5 PERFOMANCE ARRRAISL
Performance appraisal is a formal process in organization where by each employe is evaluated to determine that who he is performing. Previously the organization follows the annual confidential reporting system for the pupose of the appraisal of the employ performance. Since 2001, there has been major policy change whith the introduction of a modern performance apperisal system. In this system, appraise is also involved in the appraisal exercise. To lead a better level of employee satisfaction process.
Anonymous check also take place at the sale office by the head office team in orderto identify any shortcoming.
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Human Resource Practices in CHERAT CEMENT Co. Ltd 4.5.3 Employee compensation and benefits
Compensation is consist of the extrinsic reward offered by an organization and consist of the base wage or salary, any incentive or bonuses, and any benefit employee resive in exchange for their work. Benefit are membership based non-financial reward offered to attracts and keep employees. Benefits are given to employees for there employment with the organization.
Thus, all the compensation programs relate the reward to employment in performance of the employees on job. CCC Ltd, private company has also a will define structure to reward his employes.
4.5.4 Salary, Allowances and Loans
The salary given to the employee varies with his grade and posituin in the organization. Allowances are offered to all the employees, falling under medical, travelling, and hosing allowances. The company also pay vehicles maintenance and running charges to the employees of higher grades. They are also given the facility of loan from the bank for either house or any other personal use.
4.5.5 Provident Fund
From the employs salary, company deduct Rs. 500/ and the company share rs. 500 the same amount in employees account. At the retirement, the employee get its premium amount, which is known as provident fund.
4.6 PROMOTION CRITERIA IN CCC LTD.
In CCC Ltd, for promotion the HRM department following criteria.
Promoting the employee on the basis of the experience
Hard work
Best educational back ground.
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Human Resource Practices in CHERAT CEMENT Co. Ltd In CCC Ltd the promotion is given after five years working on the specified post. Hoever the company promote the employees after two or three years because of the extra efficiency pay change and position is not above the 17 grade. And that increase is decided by the HR department.
4.7 RESIGNATION, RETIREMENT AND DISMISSAL CRITERIA
HRM department end the services period of the employee because of the following reasons.
4.7.3 Resignation
Service period of the employee ends when the resigns from the company their own accord. For resignation employee should give notice to management before on month.
4.7.4 Retirement
Service period of employee ends when he reach to the age of 60 years.
4.7.5 Dismissal
Service period of the employee end, when the HRM department dismisses him. The employee can be dismiss because of the fraud, raising tumult etc. the inquire committee sits and inquire the claim against the employee and if the claim prove true then the employee is dismissed from the company.
Union:
Only one union involved in the cherat cement Company LTD. Only up to 16 grade can participate in the union activities not above grade.
Attendance:
Labor can get only 30 day leave which will be fully payable. 14 days sick leave and 10 casual leave. Two short leave can be taken in month.
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Human Resource Practices in CHERAT CEMENT Co. Ltd Benefits
Insurance
Each and every labor are insured by the cherat cement company LTD,. The insurance involved two children of the labor and his wife.
Contract workers
In Cherat Cement Company LTD, only security persons and loading people on the contract base.
Vehicles for the employees
Mehran 800cc car is given to the astatine manger while Suzuki Aulto 1000cc is given to the deputy manger and 1400cc car is given to the manger. And its goes on with the ranking. And maintenance and to some extant fuel been provide by the company.
Call phone bills
There is no limit for the marketing people to use the phone. And the other people get 600 rs card per month and mangers didn’t get any restriction too. And the indigo connection is used by each and every person.
Fair price canteen
Fair price canteen been built in the cherat cement company Ltd, that provide faculties to both officers and labor. Labor canteen on one side and officer canteen on the other side. Canteen provides lunch and dinner facilities to everybody. A person can get the food only 3 rupees and thirty rupees are paid by the company
Haji draw
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Human Resource Practices in CHERAT CEMENT Co. Ltd Haji draw held in the cherat cement company LTD, every year. Only four employees are selected every year. Three employees are selected from the department of the labor and only one person is selected from the administration.
Facilities for the labors
Each and every labor gets Soap, uniform, shoes, towel and jackets from the company for free and they used it inside the company. Because it is the property of the company.
CHAPTER – 5
SWOT ANALYSIS
STRENGTH
CCC ltd has high Goodwill as compare to other company in market.
ISO 9002 certified.
Good working environment
Highly skilled and professional employee
High tech and advanced manufacturing setup.
R&D department fpr product manufacturing, traning of the employees
Favorable relations with CBA
Good training and development program
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Human Resource Practices in CHERAT CEMENT Co. Ltd Strong distribution channel
High remuneration and high brand equity
5.1.1 Motivation
A secure future after retirement is very attractive advantage for employees. So its keeps them motivated as they feel more secure. EOBI provides this facility to the CCC Ltd employees.
5.1.2 High standard
CCC Ltd produced the cement of high quality (greenish) i.e. 6500 PSI/ LBS 28 days strength. They have quality control department.
5.1.2 Security
The pension provided to CCC Ltd, employees under the EOBI gives them a sense of security about the future. Under this program the age limit is 60 years.
5.1.3 Reduce turnover
The CCC Ltd needed loyal employees for all the organization. To reduce the turnover of employees CCC ltd provides medical facility along with the insurance, which make CCC Ltd a good commentating company.
5.1.4 Benefit to the family
If an employee dies then the family of the employee gets the monthly pension, only the wife of employee gets it and parents.
5.1.5 Financial help
CCC Ltd management cuts 7% from the salaries of the employees for the benefit of the employer, when they get retire they get it in lump sum.
5.1.6 ISO 9002 certified
CCC Ltd is ISO 9002 certified which give it high repute. And give customer sense of quality. 75 | P a g e
Human Resource Practices in CHERAT CEMENT Co. Ltd 5.1.7 Location
The factory is located in the center near main target market. Peshawar, charsada for export to Afghanistan it is the best location. So due to sound location they have high profit margin as compare to other companies.
5.1.9 Usage of own electricity and paper sack
CCC Ltd, produces their own electricity, which is situated inside the factory. Also they have their own paper sack mill situated in gadoon industrial stat. these both give mush benefit & minimize the cost of the production
5.1.10 best pricing strategy
The price of CCC Ltd is high but accepted by customer. Which is the proof of their establishment sense of quality?
5.1.11 Export to Afghanistan
CCC Ltd, ha highest market share in Afghanistan and CCC has high rate as relate to other companies.
5.1.12 Best distribution channel
Their channel distribution is suitable for all the customers. All the wholesalers, dealers & customers are directly related to company means have good relationship.
5.1.13 Development Marketing & sole producers
The representative of CCC Ltd, marketing department regularly visit the market, they are therefore aware of the problems so retailer & customers. They also keep eye on the competitor reactivity. These all activities make the CCC Ltd; make marketing strategies and removal of problems in its formation.
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Human Resource Practices in CHERAT CEMENT Co. Ltd 5.1.14 High Educated Staff
CCC Ltd, has a staff comprised of good relation usually all are well educated and specialized in their fields.
5.1.15 Latest Technology
CCC Ltd uses the technology of the day which helps CCC Ltd, an efficient and effective.
5.1.16 Computerized Procedures and system
CCC Ltd, has most of the time is saved and jobs are being simple for the employees. Its utilization is the reduction in cost per unit.
5.1.17 Raw material
Another factor of strength for CCC Ltd, is that of raw material (gypsum & others ) are I much quantity in the area where factory is also located.
WEAKNESS
o There is inconsistency in CCC Ltd profit.
o Downsizing and retrenchment caused brain drain.
o Weak promotion policy
o Weak advertising policy
o Low brand margin
o High administrative expenses.
o Less focus on ruler area
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5.2.1 Time consuming
The process for getting registered is very lengthy and time consuming. The speed which cases are handled is also slow, which lengthens it further. The registration process as will as commencement of pension in case of retirement takes considerable time which is weakness. Some staff of office are not on the right position on which they are working.
5.2.2 Delegation of authority
In CCC Ltd, the authority is more centralized. Every section has manger who has a sole authority and there is no delegation to subordinate.
5.2.4 Complicated process
The actual process for registration and receiving of pension and old age benefits with the EOBI is complicated and the applying person has to fulfill a lot of formalities.
5.2.5 Low contribution rate
The contribution rate of EOBI pension scheme is set at 6% of the monthly salary. The rate should be increased up to 8%.
5.2.6 Low Awareness
The EOBI pension scheme is used in many companies however its awareness is not that much. It need more awareness to capitalized on the opportunities available in the market.
5.2.7 Advertisements
Although cement is an industrial product & there is no much need of advertisement. However the existence is necessary in market. CCC Ltd give less emphasis on advertisement as compare to competitors.
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Human Resource Practices in CHERAT CEMENT Co. Ltd o New growing market specially Afghanistan
o Opportunity to export quality cement to those new growing markets
o Cost reduction (production)
5.1.9 High demand
High demand because of the improvement in the construction sector through major projects by government. So it is an opportunity for CCC Ltd, to avail.
5.3.2 New Market coverage
Because of the high demand throughout the country CCC Ltd, can over new market locally as well as in Afghanistan. There are opportunity & potential for new market in northern Afghanistan.
5.3.3. House / business
The employees have benefit that when they get the lump sum amount, they can buy their own home or the retired employee can start any sort of business which can help the employee to continue his/her life smoothly and this is the step which makes thee employees more loyal toward the organization. That realizes the employee that how mushes organization care about them.
5.3.4 Easy access to market
CCC Ltd, offer high rates as compare to other still it is preferred by majority of consumer because of its image, reality and consistency.
5.3.5 Afghanistan (Export)
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Human Resource Practices in CHERAT CEMENT Co. Ltd The govt. of Pakistan has loosen the rules regarding export to Afghanistan regarding cement. It cuts excise & sales tax 10 %. So the CCC Ltd has opportunity to establish roots in Afghanistan and penetrate the market because of high demand of its brand & image.
5.4 threats
o Black market
o Strong competition specially lucky cement
o Govt. policies
o Unfavorable economic and political conditions
o High tax rate
5.4.1 Survivor of the latest
CCC has small plants as compare to lucky and other having large capacity to produce. So those who have large plants can utilize in term of markets or reliability of its product.
5.4.3 Price reduction by Competitors
Sometime, price reduction by competitors of CCC Ltd, makes rate problem for it. Already CCC has high rates.
5.4.4 Unstable govt. policies
The political situation in Pakistan is not static & secure. So there is no stability In their policies regarding cement industry. So it also creates problems for CCC Ltd.
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CHAPTER – 6
RECOMMENDATION
In marketing perspective, market leadership is not enough to operate in market. There is always a room for error. Through CCC Ltd, is market leader locally because of image & quality yet certain steps are to be recommended to take.
6.1 Qualification of individual
The term competency, that is say knowledge, abilities and skills, but also in term of responsibilities.
6.2 Qualification of the job
Which means the same concepts as ‘prerequisites of the job’’ and also the necessity to consider each job as part of more general activities, or of a tiered system of activities.
Once can understand that the aim of more precisely defining these concepts (already known and used as current words) is to improve the perception of HR management, allowing it to express knowledge about persons and jobs into available and quantitative from with more accuracy.
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Human Resource Practices in CHERAT CEMENT Co. Ltd I examined CCC Ltd, current tools, that is to say HR department itself, and services regulation, remuneration (compensation) Recruitment, Discipline, Performance appraisal, Job Description and Evaluation, Promotion, Career, Posting, Forcasasting,, Training, and hr database.
6.05 PANT EXPANSION
It is strongly recommended that CCC Ltd, should expand their capacity, because the demand is increasing day by day and any factory which is not fulfilling market demand may lose market shar . SO, it is recommended that at least expansion of the capacity worth 10000tons per day. Our closer competitive has kohat cement has capacity of 7800 tons per day.
6.5 Afghanistan Market
Afghanistan, after the erosion of USA, is now in reconstruction phase. A lot of potential exist there. CCC Ltd, factory is near to Afghanistan border area, so it is having an edge over other.
So it is recommended that CCC Ltd, capitalized this potential by establishing local sale office there and facilitating market representative visit there.
6.13 UTILIZED OPTIMALLY
Put the right man in the right place. But to do that, CCC Ltd, has to know who the right man is and where is the right place for him, now and tomorrow.
6.14 GENERAL RECOMMENDATION
o There is no mosque facility for the site people. So the mosque should be built for them.
o The elevation of warning signs is reduced to become more visible and sign should print in local language so that can easily be understood.
o All of the departments inside the administration block should be separated by a wall, because it create disturbance and create hurdles for smooth fornication.
o Worker and the management at the factory floors should be required to wear inexpensive dust musk.
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o All machinery should be replaced with the new because most of the machines are near completion of their useful life.
o Management must do their best to maintain cordial relationship with the CBA to avoid a suspicious fueled environment.
o Change of behavior is needed of gate personnel. They should be trained to be courteous while doing their duty, without making visitors uncomfortable.
o To cope with contingencies the security personnel should be well armed.
o Fans and lights remain operational even when employees are out for prayers or any other activity.
o Internees should be attached with the relevant officers in the factory, who can direct and organize their activities and can exploit their energies to the fullest.
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REFRENCES:
Annual report cherat cement company
Cherat Cement Company website
Document from the Miraj Gul (panning officer)
Planning officer
Deputy Manager dispatch
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