kohinoor millls limited

8/14/2019 Kohinoor Millls Limited

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KOHINOOR MILLLS LIMITEDCOMPANY PROFILE

Kohinoor Mills Limited was incorporated as a Public limited Company on December 21st,

1987 and is located at 8th K.M., Manga Raiwind Road, District Kasur. The Company produces

greige cloth from cotton, blended and synthetic yarns.The project was initially established with

48 Sulzer Ruti shuttle-less looms of 153" width from Switzerland with modern ancillary

machinery to produce high quality fabric for export markets.Further expansions saw the

installation of an additional 96 Tsudakoma air jet looms from Japan in 1990 and a third shed

comprising 60 state of the art Picanol Omni 340 cm wide looms was installed in July 1998.In

2000-2001 old 48 Sulzer Ruti looms were replaced by 48 lated Picanol Omni Plus 380cm

looms. In addition to that latest Picanol Omni Plus Jacquard Looms were also added.The entire

manufacturing process from warping to fabric inspection is monitored through an on-line

process control system from Barco. The marketing strategy is to explore new markets.

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INTERVIEWERSNAME: SOHAIL

Interviewees name: MR. MUHAMMAD FAHAD KHAN

Job Title: Marketing Manager

Job code: 55

Reports to: Vice President

Grade:BPS 17

Department: Marketing

Status: Male

Location: Gujranwala, Pakistan

GENRAL SUMMARYResponsible for developing and maintaining marketing strategies to meet organizational

objectives. Evaluates customer research, market conditions, competitor data and implements

marketing plan changes as needed. Oversees all marketing, advertising and promotional staffand activities.

RESPONSIBILITIES:

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Responsible for the marketing of professional online recruiting services tailored

exclusively to the sales and marketing industry.

Demonstrates technical marketing skills and product knowledge of Awan Garments

Company Sales Recruiting System.

Develops annual marketing plan in conjunction with sales department, which detailsactivities to follow during the fiscal year, which will focus on meeting organizational

objectives.

To manage the Marketing Department Budget. Delivery of all marketing activity within

agreed budget. Direction of marketing staff where budgets are devolved.

To manage all aspects of print production, receipt and distribution.

The achievement of frequent, timely and positive media coverage for Awan Garments

Company and its programs across all available media.

Managing the entire product line life cycle from strategic planning to tactical activities.

Specifying market requirements for current and future products by conducting marketresearch supported by on-going visits to customers and non-customers.

Driving a solution set across development teams (primarily Development/Engineering,

and Marketing Communications) through market requirements, product contract, and

positioning.

Developing and implementing a company-wide go-to-market plan, working with all

departments to execute.

Analyzing potential partner relationships for Awan Garments company.

ESSENTIAL FUNCTIONAND DUTIES Demonstrate ability to interact and cooperate with all company employees.

Build trust, value others, communicate effectively, drive execution, foster innovation,

focus on the customer, collaborate with others, solve problems creatively and

demonstrate high integrity.

Maintain professional internal and external relationships that meet company core

values.

Proactively establish and maintain effective working team relationships with all supportdepartments.

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JOB SPECIFICATIONS:

Required knowledge, skills and Abilities.

Experience with enterprise software solutions and large, complex organizations. Extensive experience in all aspects of developing and maintaining marketing strategies

to meet organizational objectives.

Strong understanding of customer and market dynamics and requirements.

Willingness to travel and work in a global team of professionals.

Proven ability to oversee all marketing, advertising and promotional staff and activities.

Computer and internet knowledge are necessary.

Minimum Education: Masters in Business Administration.

2-4 years of marketing experience in the Garments industry. Physically and mentally fit.

INTERVIEWEENAME:NOOR-UL-AIN SHAH

INTERVIEWERNAME:MR. AMIR IFTIKHAR AHMAD

JOBCODE: A06

JOBTITLE: H.R Director

DEPARTMENT: Human Resource Management

STATUS: Male

LOCATION: Lahore

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The Human Resources Director guides and manages the overall provision of Human

Resources services, policies, and programs for the entire company. The major areas directed

are:

recruiting and staffing;

organizational and space planning; performance management and improvement systems;

organization development;

employment and compliance to regulatory concerns;

employee orientation, development, and training;

policy development and documentation;

employee relations;

company-wide committee facilitation;

company employee and community communication;

compensation and benefits administration;

employee safety, welfare, wellness and health;

charitable giving; and

Employee services and counseling.

The Human Resources Director originates and leads Human Resources practices and

objectives that will provide an employee-oriented, high performance culture that emphasizes

empowerment, quality, productivity and standards, goal attainment, and the recruitment and

ongoing development of a superior workforce. The Human Resources Director coordinates

implementation of services, policies, and programs through Human Resources staff; reports to

the CEO and serves on the executive management team; and assists and advises company

managers about Human Resources issues.

PRIMARY OBJECTIVES: Safety of the workforce.

Development of a superior workforce.

Development of the Human Resources department.

Development of an employee-oriented company culture that emphasizes quality,

continuous improvement, and high performance.

Personal ongoing development.

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HUMAN RESOURCES DIRECTOR JOB DESCRIPTION COMPONENTS

Position Description and Primary Requirements. (You are here.)

Essential Functions: Department Development, HRIS, Training and Development,

Employment, Employee Relations.

More Essential Functions: Compensation, Benefits, Law, Organization Development.

Required Experience, Education, Skills and Working Conditions Described.

JOBSPECIFICATION

Excellent communication skill and people management skill

HR management experience of working in multinational manufactory environment.

At least 5 years working experiences or above in HR Manager positions

Strong negotiation, influencing and interpersonal skills

Energetic and self-esteemed

Good skills on HR advanced tools is preferable

Core competencies: Business Acumen, Counseling and Coaching, Team Building,

Change Management

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REPORT

We have conducted the interviews of different interviews of different professional the purpose

behind this is to get keen knowledge about their job responsibilities and their job specifications

for this we have design an questionnaire for taking an interview of an profession. This

questionnaire contains different questions about their job responsibilities and also contains the

questions about their job specifications.

All the members of my group perform this activity on his or her own behalf. while taking an

interview of different profession we ask these questions and analyze that what are their main

responsibilities and what are the level of knowledge, skills and abilities requires to fulfill the job

tasks after taking their interview we are able to design an job description and job specification

of the job necessary for acquiring the efficient and potential candidate for the job.

The job descriptions and job specifications are attached with this report this activity also enable

us to design the newspaper add. After this interviews we have find that what abilities we should

have for a job.Our group member named Amir Ghafoor has conducted the interview of

Mr.Adeel the recruitment officer.

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INTERVIEW QUESTIONAIRE

MANAGER

H.R.M

Q.1. WHATMAKESYOURCOMPANYANATTRACTIVEEMPLOYERFORJOBSEEKERS?

MR. MUHAMMAD FAHD KHAN: Our most valuable asset is our people. Weencourage creative approach at the workplace and hence giving our people a thriving

environment to practice creativity and innovation and discover their hidden talents. Employee

skill development and learning is an integral part of our culture.

Q.2. WHATISYOURPOLICYONWORK-LIFEBALANCEANDHOWDOYOUACHIEVETHISBALANCEYOURSELF?: We encourage our people to work smart, finish it off right at 5pm and than go home spend

time with friends, families and energize social life. Occasionally we arrange company wide

sports activities to build a healthy competition among the teams and to build long lastingrelationships.

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Q.3. DOYOUBELIEVETHAT PAKISTANI UNIVERSITIESARECREATINGANEFFECTIVETALENTPOOLANDWHATISYOUR COMPANYSTRATEGYTOATTRACTTHEBESTTALENTIN PAKISTAN?

: Our educational institutions need a 21st century vigilant attitude, they need to develop their

curriculum as per the needs of the industry and develop 21st century workplace attitude and

behavior in their students. This can only be done when they build relationship with the industry.

Todays challenges requires todays educational programs and educational institution should

evolve themselves with the pace of change. Presently we are working on cultural

transformation programs and our organization culture is attracting the talent and will attract the

talent in future too. Textile sector has lot of potential and growth opportunities and growth only

comes when we break our comfort zone.

Q.4. DUETOROUGHECONOMICSITUATIONANDSOARINGPRICERISEHOWDOESYOURCOMPANYDEALWITHKEEPINGITSELFCOSTEFFECTIVEANDATTRACTIVEFORJOBSEEKERS?: Right sizing and right mixing of the people in the organization is the key in todays fast pace

world. Yes, time is really very tough we need to get out of self denial state and that is fairly

quickly. Like the Silicon Valley way; fail, fail quickly and move on. Our out of the box thinking

approach and business process re-engineering is giving us good results.

Q.5. WHATARETHEPRINCIPLESOFYOURSUCCESS?: Inspiration, Motivation and Positive Thinking!

Q.6. CANONEBECERTAINTOIMPLYTHATWORKFORCESHOULDMAKENOEMERGENCYPLANSCONSIDERINGTHEHEAVYJOBCUTSBYTHECOMPANIES?: The only plan one can have is to stick what he is doing no matter how rough and tough the

conditions are. Unnecessary and untimely job changes in recession will be counter-productive.

Q.7. ASFARAS INDUSTRYLINKAGESARECONCERNEDDOYOUFEELTHAT INDUSTRYWILLCONTINUETOSUPPORTACADEMIA?

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: Yes of course. This is the only way to place our country in the top 10 growing economies of

the world. We both should be working on developing business incubation centers which will

eventually bear fruits in the long run.

Q.8. HOWWOULDYOURATESUCCESSANDIMPORTANCEOFONLINERECRUITMENTFIRMSSUCHAS ROZEE.PK?: Rozee.pk is fairly successful in Pakistani market, however there new players coming up in the

market with value added services so you need to come up with competitive packages. As

far as online job websites importance concerned, in my opinion they are really helpful in finding

the potential candidates due to fast processing and customized online job postings.

Q.9. HOW HAS ROZEE HELPED YOUR FIRM REGARDING

RECRUITMENT I.E. HAVEYOU TRIED ANY RECRUITMENT TOOLS

PROVIDED

BY

ROZEEE

.G

. JOB

FAIRS

/JOB

POSTINGS

/CVSEARCH?

: We have tried search and job postings tools and they have helped us a lot especially the key

account team members are vigilant in their service delivery and good subject matter expertise.

Since the available pool is lacking the requisite skill set this poses a great challenge, I suggest

you should add behavioral and attitude testing mechanism with your website which will optimize

our initial screening of candidates.

Q.10. TELLUSABOUTYOUREDUCATIONALLIFE?: I am an MBA in HRM, Certified Human Resource Development Professional and done several

courses in employee development, organization development, performance management.

Q.11. WHATISYOURSECRETOFSUCCESSINLIFE?: Inspiration, Motivation and Positive Thinking! I have founded www.thewisenutrition.com. It is a

platform for all those seeking these three things and the knowledge is available in the local and

international context both and above all it is free.

Q.12. WHAT

ARE

THE

BIGGEST

TURN

-OFFS

IN

AN

INTERVIEW

/A

JOB

APPLICANT?:When a job applicant is unable to express him/herself and does not have career goals.

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Q.13. ANYGOODADVICEYOUWANTTOGIVEFOROURJOBSEEKERSWHOWANTTOJOIN HR FIELDANDOTHERWISE?

: Those who are looking for a job first need to define their career goals, what they want to

become, not what they want to earn. They need to wish for skills not for fewer problems. Money

is the byproduct of hard work. It comes with the passage of time. Those who want to join HR

field should tighten up their belts because Pakistani HR professionals have lot to do not only in

their career but also in their social lives. They need to have positive mind set and should be

able to take the pain while bringing the change. We have 53,211 registered companies in our

country in different industries, very few have HR department setup, so reach out to them andadd value and grow.

ASSISSTANT H.R.M

Q.1. WHATMAKESYOURCOMPANYANATTRACTIVEEMPLOYERFORTHEJOBSEEKERS?

MS. SHAMA SAGHIR:

It is heartening to know that despite the global economic crisiswhich has squeezed the life out of many companies, including the IT sector in Pakistan, i2c Inc

continues to grow. We are experiencing significant growth in business and employment

opportunities and are always on the lookout for talented people to join our team.

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We offer a challenging and rewarding career to individuals who have a passion to excel and

can deliver in a fast-paced, team-based environment. Our management culture fosters open

communication and flow of ideas throughout all levels of the organization. The proven strengthand speed of our team-based culture contributes directly to the success and agility of i2c.

The diversity, talent and expertise of our employees drive success in all areas of our business,

and keep us on the cutting edge of opportunity. And that, in my opinion, makes us a very

attractive destination for both fresh as well as experienced job seekers.

Q.2. WHATISYOURPOLICYONWORK-LIFEBALANCEANDHOWDOYOUACHIEVETHISBALANCEYOURSELF?Work is an end in itself, but for a fulfilling life, one should also be able to have time for their non-

professional and leisure activities. Overburdened and overworked employees are not the bestperformers. We try to create very supportive work environment for our employees and try to

resolve employee issues in a way that enables them to create a healthy work-life balance as

well as fulfill their worth to the company.We can also boast of very generous employee benefit

programs that make us stand out from other players in the market. Some of the attractive

features of our employee-oriented policies include To achieve work-life balance, I think, you

have to learn time management and set priorities in your life. If you know your priorities and

manage your time well, you should be able to strike this balance.

Q.3. DOYOUBELIEVETHAT PAKISTANI UNIVERSITIESARECREATINGANEFFECTIVETALENTPOOL, ANDWHATISYOUR COMPANYSSTRATEGYTOATTRACTTHEBESTTALENTIN PAKISTAN?: I think that the Pakistani universities need to craft their curricula and courses to meet the

demands of not only the present but also the future markets. This will take more than churning

out the graduates who are content with merely trying to follow and mimic the best industry

practices they read about in books.

The institutions of higher education should understand the higher priorities of producing the

leaders and workers of this information age. This requires development of creative minds with

keen analytical skills. The universities should also invest more time and effort to groom the

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overall personalities of their graduates to make them more effective in the workplace and in life

at large. Finding the best person for the job is always a challenge. We have been recruiting a

number of people through online portals and employee referrals. We have also been recruiting

directly from the universities, and intend to pursue this avenue more vigorously in the next

quarter by broadening our search for fresh talent to a number of top schools in the country.

Q.4. DUETOROUGHECONOMICSITUATIONANDSOARINGPRICERISE,HOWDOESYOURCOMPANYDEALWITHKEEPINGITSELFCOST-EFFECTIVEANDATTRACTIVEFORJOBSEEKERS?

MS. SHAMA SAGHIR:We believe in innovation and leadership the qualities that havehelped us maintain our growth and undertake expansion even in these bitter economic times.

We have over a hundred positions open at the moment, which clearly shows our growing

business needs and highlights our achievements. This positive outlook, coupled with our

excellent working environment, competitive salary packages and first-rate employment benefit

programs, has made us the first choice for job seekers.

Q.5. HUMAN RESOURCESARETHEFIRSTCAUSALITIESOFANECONOMICSLOWDOWN. WHATISYOURCOMPANYSTRATEGYTODEALWITHTHISCHALLENGE?The human resources are the most valuable asset a company has. Theyre like the life-blood of

an organization. We expect our resources to pursue continued professional development to

stay on the top in this highly competitive and demanding market. The fate of an organization

and that of its workers are intertwined, and I think our resources understand that. This is one ofthe reasons that while others are busy trying to manage their lay-offs, we continue to invite

more talent.

Q.6.ASFARAS INDUSTRYLINKAGESARECONCERNEDDOYOUFEELTHAT INDUSTRYWILLCONTINUETOSUPPORTACADEMIA?

: If it is serious about improving its long-term business prospects in a knowledge-based

economy, the industry should not only retain its links with academia but strengthen them.

Otherwise, the industry will be faced with a dearth of workers with the right skill sets to propel

its future growth.A partnership between academia and the industry is a win-win for all and is

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absolutely crucial in producing graduates who are marketable and are ready to hit the ground

running.

Q.7. HOW WOULDYOU RATE SUCCESS AND IMPORTANCE OF

ONLINERECRUITMENTFIRMSSUCHAS ROZEE.PK?

: Online recruitment firms are certainly going to play a major role in a digital world. What we are

witnessing is just the beginning Rozee has proven itself the number one job portal in

Pakistan. It has done an excellent job in building a relationship between various market forces

and bringing the employers and prospective employees together. As the economy expands and

gives birth to new employment opportunities, the job seekers will increasingly look toward

recruitment firms like Rozee.

Q.8. HOWHAS ROZEE HELPEDYOURFIRMREGARDINGRECRUITMENTI.E. HAVEYOUTRIEDANYRECRUITMENTTOOLSPROVIDEDBYROZEEE.G. JOB FAIRS/JOB POSTINGS/CV SEARCH?: We have been using the Rozee portal for two years now, and have also participated in the job

fairs arranged by Rozee. Our booth at the last Rozee job fair generated very high interest and

attracted more online traffic than any other booth. As I mentioned earlier, we are trying to fill

over a hundred vacant positions, and, naturally, that is something that engages peoples

attention. We also made sure that a facilitator is always present at the booth to guide the job

seekers. We appreciate the platform that Rozee has provided us to demonstrate our success

and potential, and reach out to a very large audience in the job market. We hope that Rozee

will continue to play its important role, and look forward to strengthening our mutually beneficial

relationship.

Q.9. TELLUSABOUTYOUREDUCATIONALLIFE.

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: I was a pretty good student. I was also always conscious of the fact that there is more to

learning than memorizing course books. I actively participated in the extracurricular activities,

and strived for a healthy balance in my student life.I have a Masters degree in Business

Education from the University of the Punjab. It could be interesting to note that at that time, HR

Management was being offered as a course and not as a full-fledged specialization. We could

specialize either in marketing or finance. It is good to see the educational institutions finallycatching up with the global trends in realizing the value and potential of HR Management. I also

feel that a persons education doesnt end with his or her final degree. In my professional life, I

had had the invaluable opportunity to be a part of the development and evolution of many new

HR processes at the companies I have been with. I also consider it an excellent continuing

learning experience.

Q.10.WHATARETHEBIGGESTTURN-OFFSINANINTERVIEW/AJOBAPPLICANT?

: The biggest turn-offs are the candidates: - Who do not have well-defined objectives in life orcareer

- Whose knowledge about life and profession has been borrowed exclusively from books

- Who do not have well thought-out ideas and opinions of their own.

DIRECTOR H.R.M .

.1. WHATMAKESYOURCOMPANYANATTRACTIVEEMPLOYERFOR

JOBSEEKERS?

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MR. AAMIR IFTIKHAR AHMED: Strategic Systems International (SSI) is an attractiveemployer because our employees get the best available exposure in terms of their career

growth. We provide world class software development services to software companies,

technology consultants, online businesses, and enterprises. With offices and partners in theUSA, Europe, Middle East and Asia, we serve a growing list of clients from the Fortune 500 to

entrepreneurial startups.

Moreover, working under SSIs management and technical teams that consist of professionals

with international educational and work experiences across broad industry and functional

domains is an enriching opportunity to grow professionally. Our experiences span financial,

manufacturing, healthcare, and services sectors in a variety of domains. Our technical

prowess comprises design and development as complex as large scale highly analytical

software applications.SSI provides competitive salary and benefits for its employees and

comprehensive health benefits. We encourage each employee to pursue professional

development opportunities, and maintain proactive programs to promote the development ofmanagement and technical skills through an aggressive training program. This includes

employee certification programs. Several other initiatives such as our Mentor Program

encourages employees to select their own mentor within the organization to provide ongoing

support and advice. Tech Talk provides a participatory forum to exchange views and ideas on

business and technical issues, and keep employees in touch with current initiatives within the

company.

Q.2. WHATISYOURPOLICYONWORK-LIFEBALANCEANDHOWDOYOU

ACHIEVE

THIS

BALANCE

YOURSELF

?: At SSI, we make sure people are not pushed hard on their job so as to affect their personal

lives negatively. Our HR offers advisory/counseling in helping our colleagues manage this

balance. SSI enjoys a good repute among the industry resources for its comfortable stance on

this issue.

As far myself, I spend substantial time planning my work and also personal life. Otherwise

work-life balance can not be achieved. But most important is to be able to attach dueimportance to any responsibility, be that job related or personal.

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Q.3. DOYOUBELIEVETHAT PAKISTANI UNIVERSITIESARECREATINGANEFFECTIVETALENTPOOLANDWHATISYOUR COMPANYSTRATEGYTOATTRACTTHEBESTTALENTIN PAKISTAN?: Yes, many universities operating in Pakistan are offering quality education and we can safely

term their output as meeting industrial standards. We focus on picking up the best from themarket, be that fresh graduates from the top of the line universities or experienced hand

working with good organizations. Depending on the requirement we carry out on campus hiring,

using university alumni portals through references of our on job employees to selecting best CV

from the job portals. I firmly believe in Industry-Academia linkage which can create many

synergies and Pakistans IT industry must explore such opportunities.

Q.4. DUETOROUGHECONOMICSITUATIONANDSOARINGPRICERISEHOWDOESYOURCOMPANYDEALWITHKEEPINGITSELFCOSTEFFECTIVE

ANDATTRACTIVEFORJOBSEEKERS?: SSI believes in sharing the benefits from business with its employees; in the form of salary

and benefits and other incentives. We believe our employees are our true assets. So we take

good care of them and also ensure that their value increases day by day through our employee

development programs, trainings, other forms of learning and practical exposure.

Q.5. WHATARETHEPRINCIPLESOFYOURSUCCESS?: SSI as a member of IT industry believes in the following principles which form essential part of

its mission:-

Enabling holistic and sustainable solutions to challenging problems through integrated, best inclass people, process, and technology.

Meeting or exceeding our customers needs through timely delivery of high quality software

and services; and to help increase their productivity and profitability.

Truly collaborating with our clients and seamlessly delivering best-in-class products and

services to their marketplaces as one with their own internal teams Providing a world class environment for our people where they can learn and prosper; we

believe that satisfied and motivated people are the key to our customers and our success.

Striving for continuous improvement in our processes and methodologies; and to foster

continuous learning in technology and functional domains.

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Q.6. HUMAN RESOURCESARETHEFIRSTCAUSALITIESOFANECONOMICSLOWDOWN. WHATISYOURCOMPANYSTRATEGYTODEALWITHTHISCHALLENGE?: I believe this approach does not work in knowledge companies. Our employees are our

knowledge resource and they are the last option to be dispensed with under a situation likeeconomic downturn.

Q.7. ASFARAS INDUSTRYLINKAGESARECONCERNEDDOYOUFEELTHAT INDUSTRYWILLCONTINUETOSUPPORTACADEMIA?: As I said earlier, I firmly believe in Industry-Academia linkage which can create synergies and

Pakistans IT industry must continue to explore many other opportunities. If we follow from the

examples of the developed countries there are many lessons to learn and practice for the

industry in Pakistan. We can also learn from the examples of some developed countries who

managed well during the global slow down of the recent years.

Q.8. HOWWOULDYOURATESUCCESSANDIMPORTANCEOFONLINERECRUITMENTFIRMSSUCHAS ROZEE.PK?:I believe Rozee has grown by strides and benefited the industry a lot by bringing together the

resource and the demand. I believe these firms have accelerated the recruitment/ selection

process considerably and should focus more on improving their role in selection process for the

companies using their services.

Q.9. HOWHAS ROZEE HELPEDYOURFIRMREGARDINGRECRUITMENTI.E. HAVEYOUTRIEDANYRECRUITMENTTOOLSPROVIDEDBYROZEEE.G. JOB FAIRS/JOB POSTINGS/CV SEARCH?: Yes, we regularly try tools offered by Rozee and find these tools to be user friendly and also

productive.

Q.10. TELLUSABOUTYOUREDUCATIONALLIFE?: After graduating in 1989 from UET, Lahore I started my career as an Electrical Engineer with

the industry and spent seven years with both public and private sector. I decided to do my MBAfrom IBA, Punjab University and completed in 1988. While serving SMEDA (Small and Medium

Enterprises Development Authority) went on a scholarship for Masters in International

Development Studies from Japanese Policy School in Tokyo and completed it in 2004.

Afterwards, I also did my Professional Diploma in Human Resource Management from Pakistan

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Institute of Management and currently I am writing my Final Year report for my Masters in

Human resource Management from University of the Punjab, Institute of Administrative

Sciences.

Q.11. WHATISYOURSECRETOFSUCCESSINLIFE?: I believe in myself after believing in Allah. I adopt focused approach in any thing I do. I put in

dedication and passion towards my job, practice smart work, am always eager to learn, enjoy

my assignments, like to work hands on (and I am never shy of doing it ), if I find time.

Q.12. WHATARETHEBIGGESTTURN-OFFSINANINTERVIEW/AJOBAPPLICANT? MExceeding limits of confidence and entering what we call self praise/boasting and arrogance

Ignoring the mood/questions of the interviewer and beating about the bush.is-statement or you

may call it lying.

Q.14. ANYGOODADVICEYOUWANTTOGIVEFOROURJOBSEEKERSWHOWANTTOJOIN HR FIELDANDOTHERWISE?

: HR like many other professions is a field that requires passion and dedication. Challenging if

one wants to relate real life situations to policy work and is able to analyze linkages between

work environment / culture and motivation. People who can not stand pressures and can give in

for an unfair treatment to employees should spare this profession. In my opinion it is more of a

service than a conventional meaning of profession.

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Data distribution system of Kohinoor mill of four

departments

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finish & pack

performance appraisal

Attract customer attract customer

Purchase order

Send raw material

control sales

Delivery of finished goods to customer

Reject sales order notice

Invoice

Statement

Payment by customer

Customer order

Planning & controlling

Prepare cut order plan

Plan material requirement

Purchase material

Control operation

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Ma

keting & merchandiseSales

Distri

Operation

Customer

Plan

kohinoor millls limited

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