The History Of UDL Commerce Essay Example

of, inspiration, and storage. Company compensated consequences in (in certain instances) and medical advantages are a few to discourse. Despite these actions worker storage is quite low at UDL.'

A group of new employees, both in managerial and non-managerial roles, quickly become active in the business after only a few weeks of joining. Simultaneously, replacements are hired for these new employees. One possible reason for this turnover could be that despite the company offering numerous benefits, employees often work longer hours than the standard 9 to 5:30 schedule. They occasionally stay as late as 10 in the evening, particularly during busy periods. As a result, many employees struggle to maintain a balance between their personal and professional lives and ultimately leave for better opportunities. This is mainly due to the continuing growth of the supply chain market, which provides many experienced employees with more job prospects.

Human Resource Department at UDL

• The HR section at UDL is responsible for the following tasks:
• Recruitment.
• Policy & Procedures Development.
• Employees Data Management.
• Employee Benefit & Compensation.
• Retention of Employees
• Sequence Planing
• Employee Relations/ Communication
• Employee Awards
• Medical & Life Insurance

The Senior director and the Assistant director are responsible for making important decisions regarding the final

selection of employees and the allocation of wages and benefits. They are also accountable for the development of performance appraisal requirements. The professionals handle these tasks while also managing daily operations, including recruitment and conducting job research for each position.

Senior Manager HR

• Assistant Manager HR
• Senior HR Executive
• HR Executive
• Goals of UDL HR Department
• Policy induction and preparation.
• Advice ( on force policy, labour understanding, demands and public assistance of company and employee development ).
• Service ( employment, preparation, development benefits maps, recruiting, interviewing, proving occupation appliers, care of equal employee records etc. ).
• Control ( supervising public presentation, keeping and conformity of other sections to forces policy, processs and patterns ).

Duties of UDL HR Department

Employment & recruiting ( Interviewing, recruiting, choice and initiation into the organisation ). Transportation, Promotion, Layoff ( look intoing conformance of accomplishments with new section in instance of transportation ). Training and Development ( Orientation, public presentation direction accomplishment developing both for proficient and non proficient personals, guidance, occupation rotary motion.

Employee relations involve various aspects such as rewards, wages, working hours, employment conditions, negotiations, contract management, grievance handling, and overtime allocation. Benefits and services provided to employees include insurance plans, transportation facilities, sick leave payment programs, loan funds, annual bonuses, and special bonuses for achieving high targets. Human resource planning

ensures the availability of the right number of qualified individuals at the right time. It involves creating jobs that are beneficial to the organization and provide satisfaction to the individuals involved. This planning includes setting organizational goals and plans, assessing the current human resource situation including inventory of skills, forecasting future employee demand compared to projected supply, and implementing programs for recruitment, selection, performance evaluation, transfers, promotions, training, motivation, compensation, auditing, and adjustments.

Equal Employment Opportunity (ensuring non-discrimination based on gender, race, age, national origin, religion, including complaint investigation, interpretation and policy, performance monitoring). Personnel Information Systems (maintaining HRIS i.e. Human Resource Information System, HR planning, skills inventories, employee benefits analysis and productivity studies).

Recruitment at UDL

Before hiring a new employee, evaluate whether it is necessary to recruit a new employee for that particular position or if it can be incorporated into an existing employee's job. Recruitment at UDL can be internal or external.

Internal Recruitment

The process of internal recruitment is when employees from within the company are chosen and promoted to fill open positions. The HR department works with the relevant department to assess if there are qualified employees in the company who meet the specific requirements for the role. If multiple employees are qualified, the one with the strongest performance history is selected. Internal recruitment motivates employees to excel and achieve their highest level of success.

Additionally, it promotes a positive competitive environment among the employees.

External Recruitment

If none of the current employees meet the requirements for a new position, the company opts to hire externally. The HR department collaborates with other departments to identify potential candidates (Referrals). They collect input from department managers, particularly those who will

closely interact with the new hire. A panel of experienced individuals is chosen from each pertinent department to conduct applicant interviews.

Direct Applicants

The company maintains an HRMS (Human Resource Management System) for its internal employees as well as future candidates. Some individuals may submit their CVs directly to the head office, and if there is a job opening, the company may contact them for an interview.

Referrals

Current employees can refer interested individuals to the company.

Testimonies serve as valuable recruiting tools for a company, as they leverage their connections.

Ads

Their next step is to determine the cost of advertisements for different coverage areas and select the ones within their budget. HR has hired a marketing agency to distribute their advertisements and they are also using Rozee.pk to promote their organization online.

Recruitment Procedure

HR manages the selection process and decides on the number of candidates to include in the shortlist, typically five or six at most. After advertising, they require assistance in reviewing the received resumes.

When the HR department is short on time, they turn to other teams, supervisors, and managers in the company for help and second opinions. They assess applications based on how well-matched candidates are to the requirements and if there are any unexplained gaps in employment.

Responding to Candidates

To handle rejected candidates with courtesy and promptness, the HR department recognizes that these individuals, as well as their connections, could potentially become clients or references for future applicants. The department also considers how suitable candidates are for the job requirements.

Scheduling Interview

Shortlisted candidates receive interview invitations where a specific date and time are arranged for them

to attend.

The interview inquiries are unstructured.

Screening Procedure

A group of panellists assesses the consequences to minimize selection errors.

Orientation

The successful candidate undergoes an orientation process. An HR representative educates them on HR policies, practices, and daily routine to ensure understanding of work and behavior expectations.

Compensation and Benefit

Based on their positions, employees receive compensation and benefits from the company. These include:

Provident Fund

All employees except labor or contract employees receive provident fund from UDL.

Utility measures

Management-level employees exclusively benefit from this measure.

And this will be determined during the hiring process.

Leave Entitlement

This applies to all employees, regardless of their position or level of seniority. The entitlement varies depending on the rank. Directors are eligible for 30 days of sick leave and 30 days of casual leave, while executives and coordinators are entitled to 15 days of sick leave and 15 days of casual leave.

Fuel

This benefit is offered to employees who are promoted from one station to another and provided with a company car.

Medical Allowance

Employees earning a salary exceeding 10k can take advantage of this benefit, while others will be covered by SESSE and PESSI.

Bonus (annual basis)

The annual bonus will be based on your salary.

Overtime

Overtime will be given to all employees, except for executives and upper management. It amounts to Rs. 50 per hour after 6 p.m.

Eidi

The company offers its employees an EiDi during the Eid festival.

Training and Development

UDL provides guidance to their employees' development on a yearly basis, if needed, based on their job

description. They also have on-the-job training (OJT) and apprenticeship programs. Additionally, UDL sends their employees to off-the-job training opportunities such as seminars and conferences.

OJT Training

Candidates gain job tasks and responsibilities through on-the-job training. They acquire knowledge by spending time in all departments to fully understand specific tasks before performing them.

Apprenticeships

UDL offers warehouse laborers apprenticeship training either through OJT or under professional supervision.

Performance Management

During the process of measuring performance, HR focuses on employee competency when planning for promotions and salary increases. When considering promotions within the same department, HR compares one or two employees and promotes the more qualified individual. However, when transferring an employee to a different department, HR compares multiple employees. Prior to making the transfer, there is a brief discussion between the employee and the manager of that department.

Problem and Solution

Improving the HR Process

The HR leads claim to follow a high-quality and systematic procedure. However, when we asked the employees, they informed us that the HR process is not up to par. We believe that the HR department should adopt the Earth conventional or the HR 360 degree conventional. This means that not only should managers analyze their employees, but the entire board, as well as subsidiaries, should also assess employee job performance.

Transition to an Employee-Oriented Company

UDL is currently a process-oriented company, but we propose a shift towards being an employee-oriented company in order to fulfill and promote HR goals. UDL currently does not consider its employees, so it should also value its team members.

Motivation

Although UDL's HR control claims to inspire its workers, employees state that there is no existing inspirational element that produces excellent results.

Adopt a More Professional Attitude

UDL lacks a truly professional outlook and displays a lot of bias and individual favoritism. Additionally, job performance evaluations are based on employees' interactions with specific upper management individuals.