Lahore School of Economics

Organizational Behavior
&
Human Resource Management

Riaz Bottlers (Pvt.) Ltd - Pepsi Cola Bottlers

Submitted to:
Sir Faizan Khalid

Group Members:
AuzairSiddique
IqraNadeem
Momil Khan
SherAzam Bandial
Contents
Introduction.................................................................................................................................................3
Workforce Planning Process........................................................................................................................4
Recruitment and Selection Process.............................................................................................................8
Training......................................................................................................................................................15
Performance Management.......................................................................................................................18
Diversity Management..............................................................................................................................21
Office Environment and Facilities..............................................................................................................22
Three Posts of the Company.....................................................................................................................24
Supply chain Manager...............................................................................................................................24
Financial Manager.....................................................................................................................................26
Human Resource Manager........................................................................................................................28
Introduction
Riaz Bottlers (PVT) Limited (RBL) consolidated in Pakistan as a private restricted organization
in 1976. RBL is the establishment holder of Pepsi cola universal with seven brands like PEPSI,
PEPSI MAX, 7UP, MARINDA, and MOUNTAIN DEW. RBL today is extraordinary compared
to other National Companies in Pakistan. They trust that their reality and achievement is
something other than meeting business objectives and are glad for the achievement that the
organization has accomplished. 

Together their kin give the aptitudes, information and ability to convey the nature of
administration that our clients expect and whereupon our reputation depends. 

Mission Statement: To be the world’s premier consumer Products Company focused on

convenient foods and beverages. We seek to produce healthy financial rewards to investors as we
provide opportunities for growth and enrichment to our employees, our business partners and the
communities in which we operate. And in everything we do, we strive for honesty, fairness and
integrity.

Vision Statement: “To be the world’s best beverage company”.

Being the best means providing outstanding quality, service, cleanliness and value, so that their
every customer is contented and happy with their products.
Workforce Planning Process

HRM department of the company plays a very vital role in the organization as it is directly
associated with the team through which company is operating and achieving goals.

The responsibilities of our human resource manager fall into 3 major areas: staffing, defining or
designing work and employee compensation and benefits. HR departments often act as a
middleman between employees and management and should be where employees go for basic
company information

At times it tends to be difficult as satisfying every employee according to their wish isn’t
possible in corporate life. As there are different employees from different backgrounds and
company cannot satisfy every employee because there certain rules and regulations according to
which the HRM department works.

Organization is a blend of mankind and innovation. OB is the examination and utilization of

learning about how individuals act inside the organization. It is a human instrument for human
advantage.

For us it is basically evaluation of individual performance and activity within an organization. In

Riaz bottlers organizational behavior is of immense importance because It has a lot to do with
employee behavior and its impact on various key factors like job structure, communication,
motivation, leadership and team management. It affects the output of each and every employee.
it predicts what individuals will do under different conditions It impacts hierarchical occasions.
HRM is a back bone of any corporate culture. For a good result orientated and talented team,
HRM plays a very pivotal role. HR monitors the culture and for an effective workforce it is
necessary to have a good culture and all the employees must be well aware of the organizational
culture and that can be only done by the HR department.

Practical skill includes the advancement of business groups, organization of HR administration

frameworks and the distinguishing proof of staffing needs. Execution of procedures and the
treatment of day by day HR-based exchanges give immediate and specialized help to the
business. Business association enables HR experts to effectively take an interest in the business
and take in our continuous difficulties. This permits our HR group to coordinate the correct
arrangements, thoughts, abilities, individuals and procedures to the particular needs of their
specialty units.

HR office takes after the strategies by the HR bureau of PepsiCo. At PepsiCo, their conviction is
that "their kin are their most prominent resource. They take incredible pride in recognizing the
commitment every last one of them makes". They concentrate on People Development and for
that they guarantee:

1. Staff PepsiCo wiPractical skill includes the advancement of business groups, organization of
HR administration frameworks and the distinguishing proof of staffing needs. Execution of
procedures and the treatment of day by day HR-based exchanges give immediate and specialized
help to the business. Business association enables HR experts to effectively take an interest in the
business and take in our continuous difficulties. This permits our HR group to coordinate the
correct arrangements, thoughts, abilities, individuals and procedures to the particular needs of
their specialty units.

HR office takes after the strategies by the HR bureau of PepsiCo. At PepsiCo, their conviction is
that "their kin are their most prominent resource. They take incredible pride in recognizing the
commitment every last one of them makes". They concentrate on People Developmth world
class experts and guarantee that the correct frameworks are set up to urge them to create to their
maximum capacity.

2. Make a community oriented and commonly strong workplace that urges individuals to
develop.

3. Construct a group of experts who convey aptitude by taking an interest in business choices.

4. Create Performance Management and reward frameworks fundamental our Business

procedure.

HR Objectives

• To pay special mind to the prosperity of all representatives of the organization

• Provide authority and bearing to workers of the organization.

• Career Development anticipating all workers of the organization.

• Ensure thorough training of nationwide employees.
• To provide individual employees with orientation on the company at the time of joining.
• To provide employees with solutions to their problems.
• Maintaining data records of all employees of PepsiCo (Human Resources information System).
• To evaluate and retain those employees who are assets to the company.

Benefits of HR Department

1. Timely resolution of employee needs

2. Finding competitive and talented person from industry
3. Good compensation and benefits policy
4. Dedicated team working for employee related issues as subsequent policies to address those
issues

Business planning of any organization basically designs way forward & direction of the
company for a specific tenure. Therefore, business planning has a lot of impact on human
resource planning as it gives the direction to HRM on which they need to plan their activities
accordingly keeping in view the objective and vision of the company.

Human Resource Demand Forecasting depends on several factors, some of which are given
below;

1. Employment trends
2.Replacement needs
3.Productivity
4.Absenteeism

Technique used by Riaz bottlers of forecasting Human Resource Demand is Managerial

Judgment: This technique is very common technique of demand forecasting. In Riaz Bottlers the
line mangers send their departmental requirement of human resources to top management. Top
management ultimately forecasts the human resource requirement for the overall organization on
the basis of proposals of departmental heads.

To keep up with demand and supply of employees Riaz Bottlers has its Human Resource
Planning Department whose main goal is to overcome the shortage of workers at all times. The
department analyzes and anticipates the inflow and outflow of workers from the organizations be
prepared accordingly

Riaz bottlers also use the technique of rule of thumb which means that they have different rules
and policies for different dynamic situations as they don’t follow one for all situations. As one
rule doesn’t apply to all situations.

As Pepsi is a multinational company it needs to do strategic planning because it is very important

for a company to do strategic planning and it uses the following techniques

STEPLE Analysis
Porter’s 5 forces Model
 BCG
SWOT Analysis
EFE Matrix
CPM
Space Matrix
IFE Matrix

Therefore a large corporation like Pepsi each quarter evaluates their portfolio businesses
(whether it is in beverages, snacks or fast food). After viewing the performance of each, they
decide to either cut activity in one or increase focus in one. And Riaz bottlers focus on expanding
its operations all over the Pakistan and even in the rural areas therefore increasing their capacity
and workforce.

For this they have a finance department that allocates huge sums of money to each and every
operation and departments.

Riaz bottlers doesn’t have talent pool as it is already a grown up firm and doesn’t need a group
of people to give them any ideas but yes they do have R%D departments and other specialist
giving them advices.

Succession planning is basically a backup which is trained and developed parallel to a filled
vacancy which can be taken over by him as per company requirement. Let’s say for instance the
finance manager of pepsi is unable to work anymore then there is a succession planning that
what will be done if the place is vacant.

Hiring is basically done keeping in view the vision of the Riaz Bottlers as the same decides the
direction set by the management. Therefore, business goals has a lot of impact on hiring as it is
the first step to assess that the company’s requirement regarding type of employee they need for
achieving specific business goals which can be both long term and short term. Similarly there are
other important attributes like person specifications, sense of responsibility, ability to fulfill the
job, etc.And Pepsi do offer the internship to youngsters, there are proper internship programs
with a paid stipend too. In these programs the internee’s assist us as well they are trained at a
minor level; these programs also help the internees to get jobs in the future with Pepsi.

The company also has a very strong workforce planning, they firstly analyze that what was their
previous workforce position to what they are right now and lastly they also focus on what their
future workforce should be. Focusing on all these elements they do their recruitment, if they are
worse off than their previous position they try to improve it and also forecast the future trends
and have back up plans beforehand.

Recruitment and Selection Process

Recruitment process of Riaz bottlers is very close to the generic, when a job vacancy arises
firstly its reviewed if there is any potential candidate within the organization who could be either
promoted or demoted to the job. In case of hiring from outside the firm first does its own
homework that includes. The formation of a selection committee, they are those set of people
who are relevant to job. Mostly from higher grades to whom the employee would report. Their
recruitment process varies job to job as well; as smaller positions in the factory do not require
any committee for hiring they can entirely depend on the department heads. However when this
stage is passed the positions are advertised on different forums. Soon after applicants apply for
the job and applications come in candidates are short listed, The recruiter are only interested in
interviewing candidates that are fit for the job, also this cuts down the unnecessary time
interviewing under qualified employee’s .Furthermore applicants are short notified and
interviews are arranged, Followed by a compilation of necessary questions that are mandatory to
be asked in the interview. Most of the interviews that are conducted are unstructured to an extent
however the recruiters do make sure some agenda is set for the applicant to meet. Later on the
candidates are Scored according to the performance and the best contestant is selected to take the
job. The process ends on a formal notice that is sent from the behalf of the organization in the
form of the offer letter.
Strategic Decisions

Riaz bottler takes a number of strategic decision when it comes to recruiting they are linked to
the organizational strategy that HRM Plans which indicate the number& type of vacancies that
are to be filled up as well as the recruiting choices & behaviors. Mentioned below are some of
the strategies that apply to our organization.

Organization-based or outsourced—has to do with who will do the recruiting, the employer, an

outside party, or both. Employment agencies provide a “work-finding” service for jobs seekers
and supplies employers with applicants that they may then hire. A professional employer
organization (PEO) has its own workforce, which it supplies by contract (leasing) to an
employer. The firms recruiting is done on both basis at times the job vacancy is such that is
better managed by and outsource organization to bring about a person who is perfect for job.

Presence and image—continuous efforts to recruit keep the employer in the recruiting market
whereas intensive recruiting is a vigorous campaign to hire a given number of employees, often
in a limited period of time. The recruiting image (brand) of the employer and the industry can
significantly affect recruiting success hence Riaz bottlers is very conscious while hiring its
employees and they are often hired only when the vacancy is arise. However this does not apply
in the case of expansion that they took half a decade ago and a huge number of employees were
recruited all at once.

Training of recruiters—how much training recruiters receive in techniques and diversity, among
others will affect efforts to recruit.

Traditional or Non-traditional staffing---decisions about utilizing full-time employees, part-time,

temporaries, independent contractors
Diversity—affects recruiting advertising (affirming equal employment, and, no references to age
or gender) and may target underrepresented classes.

Sourcing—internal sourcing of recruits, or promotion from within tends to work better in more
stable environment while external sourcing is favored in more high-velocity environments.
Internal recruiting uses various sources developed and managed inside the organization. The
methods include organizational databases, job postings, promotions and transfers, current-
employee referrals, and recruiting former employees and applicants. External recruiting sources
include schools, labor unions, employment agencies and headhunters, rivals/competitors, trade
associations and trade publications, media, job fairs, and special events.

Basic selection criterion

The basic selection criterion for any employee to be hired is very simple based on three factors:

1. Education
2. Experience
3. Communication Skills

Designing and administering improvements in selection process

Riaz Bottlers believe that their selection process is very effective as they rarely get to face any
problems in regard to wrong selection of employees. However if any changes were to be made in
designing and administering the policy they would be as follows.

 Select Recruitment Strategy (Traditional, Internet Based or Person to Person)

 Assessments, on the basis of requirement of a person needed for the job and the jobs that
are to be conducted by them
 Improvement in interviews, based on the sort of questions that are asked and areas that
are explored about the persons intellect, behavior and technical skills
 Refining the candidate experience that has to do with hiring more experienced workers
for more complicated jobs.
 Workflow modeling, that’s an excerpt of how the job would be carried out and duties that
would be undertaken by the particular employee so that If anything is missed out in the
job description that need to be conducted by the employee also if the employee is
overloaded with more work burden than necessary then the responsibilities would be
split.
 Recruiting Techniques

Riaz bottlers uses a number of techniques when it comes to interviewing people and they
are very much dependent on positions and job titles that the interviews are being
conducted for, the techniques include

1. Individual Interview
For positions that are at a lower level and need less or no consultation, such as hiring the
factory employees and lower level workers the management lets the lower level heads
make the decision on their own and carry out individual interviews.
2. In rare case, an interview through call is also done but only initial stages later on mostly
every interview is conducted physically
3. Committee Interview
For managerial positions because they believe that a panel of people would make a better
decision on selecting a better candidate,
4. Behavioral Based Interview
The firm believes that the past of the employees determines how they will act in future
situations hence the managerial positions are specifically interviews in a behavioral
techniques

External and Internal Hiring

The company makes use of both external and internal hiring they believe that internal
hiring is Cheaper and quicker to recruit also their workers are already familiar with the
business and how it operates and take less time to adjust in the work environment. The
company believes that internal hiring Provides opportunities for promotion with in the
business which is motivating for other employees. When the employees are internally
hired the organization already knows the strengths and weaknesses of the employees and
they can address them in better ways rather than employing an entirely new worker.

However, internal hiring is always questionable as it limits the number of potential

applicants and the firm is always doubtful if a better employee could be hired for the
position. Many times internal hiring has caused resentment amongst candidates not
appointed and disturbed the friendly work environment. Hiring internally eventually
creates another vacancy which needs to be filled hence the hassle for the organization
may decrease to level but is not completely diminished.

In terms of external hiring Riaz bottlers finds it beneficial as new employees that come in
are from different back grounds, experiences and qualifications. They add to the diversity
of the work force and make it more productive, outside people bring in new ideas also it
provides a Larger pool of workers from which to find the best candidate and the firm can
pick and choose an employee that suits them the with amongst people who have a wider
range of experience.

However, the work force for Riaz bottlers is huge and they are hiring nearly all year for
the vacant positions so the process becomes long and it incurs costs due to advertising
and interviews conducted. Lastly there is always a chance of error by the employers in
the selectionprocess whichmay not be effective enough to reveal the best candidate.

Riaz bottlers believe that the most important that the most important factor in the
selection process is to appoint the right person for the right job.

Selection Methods

There are a number of selection methods that Riaz bottlers undertake such a preliminary
screening of candidates by narrowing down those who are worthy and actually qualified
to be called for interview.

Riaz bottlers also undertake cultural fit approach that is the candidate's values align with
the organization's values, often the decision is made on the gut feeling of the managers
and what their gut believes coupled with their experience.

More Over Riaz bottlers also undertakes the vetting approach for the employees that is an
alternate if the best candidate does not pass the final stage of hiring the runner up
candidate is kept in consideration.
 Riaz bottlers trains its employees frequently to enhance their performances and keep
them motivated mostly the trainings are field based trainings because the employees are
trained to used machineries properly however the company does offer case study based
trainings for its official employees who deal with distributions in order to test their skills
in times of challenging situations.

The company deals with bottling and distributing of the PepsiCo bottles thus a specific
order is mandatory to follow in order to make the bottling and distribution process work.
This makes is obligatory for the firm to train its employees. The newly hired need
briefing on carrying out their jobs along with already on job employees who are trained
so they could become more efficient and perform better at the job.

It is believed that the performance of the employees is the best mode to measure as to
what and how they have implemented the learning from the training. Either the
productivity of employee’s increases or their effiency at work increases.Though
performance appraisal of respective employee and their application of training in their
routine working and dealings

Training

Riaz bottlers trains its employees frequently to enhance their performances and keep them
motivated mostly the trainings are field based trainings because the employees are trained to
used machineries properly however the company does offer case study based trainings for its
official employees who deal with distributions in order to test their skills in times of challenging
situations.
The company deals with bottling and distributing of the PepsiCo bottles thus a specific order is
mandatory to follow in order to make the bottling and distribution process work. This makes is
obligatory for the firm to train its employees. The newly hired need briefing on carrying out their
jobs along with already on job employees who are trained so they could become more efficient
and perform better at the job.

It is believed that the performance of the employees is the best mode to measure as to what and
how they have implemented the learning from the training. Either the productivity of employees
increases or their effiency at work increases.Though performance appraisal of respective
employee and their application of training in their routine working and dealings

Training Costs

Training employees is a costly method the company would use but when compared to the
learning and knowledge acquired by our team, it doesn’t affect much as the team translates them
into huge successes for our company.

Problems that are solved by trainings

Training our employees is a well laid out plan to help the functioning of the business and its
progression towards success but however sometimes in our company even training the
employees falls inadequate in certain areas like;

1. De-motivation from current job role.

Although training employees is vital in an organization but our employees sometimes
show inefficiency that is reflected in their work i.e. delays in operations, failing to meet
deadlines etc.
2. Perks & Benefits
At times employees value perks and benefits more than the training we facilitate them
with and the willingness to perform better mostly depends on the rewards and benefits
they receive.
 3. Job Satisfaction
Training employees can not enhance or decrease the level of satisfaction an employee
may gain from working in our organization as it is an employees choice to whether work
where he finds interest or not.

It depends upon company to company. It basically represents the mindset of the company and the
industry in which it is working. Some firm’s perform well without giving much training to their
employee’s while for some firms it is compulsory to give training in order to get required
performance from their team.

Methods of training

1. Case Study Based

Employee performance is measured through case study based on the job training in which
employees are presented scenarios where they have to make decisions related to our
company.
2. Special Project Based
We use such a technique in which the trainees are required to do special projects based
assignments through which we evaluate their abilities to comprehend different situations
and how they react to events.
3. Group Discussions
Group discussions allow our employees to share new ideas and learn to listen to other
opinions shared by their co-workers.

Off the job training

1. Third party training firms (confidential)

2. Collaborative trainings with key suppliers and government organization. (confidential)

Training and Motivation

In our company we believe that satisfied employees result in satisfied customers and in order to
gain satisfied customers we must motivate our employees by giving positive reinforcements and
making the employees feel important.
Performance Management

Firstly, the employee should be hardworking and dedicated in his work to achieve the goals the
company aims for. Another characteristic we prefer to see in our employees is the level of
trustworthiness as he/she would be solely responsible for the actions and the consequences
caused because of them. The employee should also be efficient in time management, keeping
track of the activities being performed to minimize the risk of causing delays. We prefer result
oriented employees because of the dedication they bring to the work environment by meeting the
desired standards set. Lastly, good team management skills should also be present in an
employee to be able to communicate better with his/her peers and develop a friendly
environment for each employee to work individually yet together.

Successful Managers

A successful manager is the one who has the ability to drive his team efficiently and effectively
through given assignments and tasks, by the upper management at our company, while utilizing
time management skills in a perfect way. A successful manager tends to be a role model for his
team and every team member looks up to him for which leadership skills are required that can
portray the image of confidence and determination.

Positive work environment

Having a positive work environment is necessary to help the company operate smoothly but it is
far more important to have the ability to develop such a work environment. There are several
steps to create such an environment; firstly, giving appraisals is necessary to make the employees
feel important which would bring efficiency and effectiveness to the company’s operations and
performance. Motivating the employees is another strategy to create a positive work environment
as the employees performance is reflected on the company image like the quality of the products
(bottles) our company is offering to the consumers. Responses to employees help determine
whether the company has a positive work environment or not; the idea is to change the way you
respond i.e. when someone disagrees with you about something at work, think of “how
interesting” instead of immediately getting defensive and spread negativity.
Riaz Bottlers develops a clear job description in which we outline the key components of the
position being offered. Then we conduct interviews to narrow down the selection process and
once an employee is chosen for a certain position he/she is evaluated on a monthly basis either
individually or on a department level scale.

Employee Goals

1. Efficiency Goals
In our company we set goals to achieve maximum efficiency by setting targets for our
employees and giving rewards to boost their esteem.
2. Personal Development Goals
We believe thatself-esteem, or self-confidence, is what an employee thinks about himself:
how competent he thinks he is in dealing with life's challenges, and how worthy he feels
of happiness and success.
3. Educational Goals
4. Productivity Goals

Minimum Standards of the Company

In our organization we have a minimum criteria set for the work standards like a minimum wage,
the hours the employee would have to spend on the job, the duties and responsibilities he/she
would have to carry out during their work time.

Management objectives

Yes we do practice management by objectives in our company by assigning our employees with
tasks that are clearly defined and are both agreed upon by the management and the employees as
well to maintain a healthy relationship.
Appraising Performance

In our organization we practice Annual appraisal by every HOD based on main key performance
indicators’ (KPI) of every employee to accurately distinguish the suitable and deserving
candidate based on the KPI.

Methods of Appraisal

In our organization we use a few set of appraisal techniques that include;

1. Rating Scale
2. Assessment Method
3. Paired Comparison Method

Appraisal Problems

One of the most common problem that we encounter is that there are a 5000 employees in the
company and to satisfy all of them at the same time is not possible. Appraisals are given out on
the basis of how an employee performs yearly, in our organization.

Diversity Management
In Pepsi diversity Management is brought into practices so that they could bring together people
who belong to different environment, backgrounds and age groups to get together and work as
one team for greater satisfaction. This action is taken by the management to make the employees
working in the organization more productive in order to achieve the desired results that are
required from the workers.

this way the entire organizations workers can contribute towards the goals and objectives of the
firm. It is important for every business to manage the workforce in a way that they get along well
and adapt to the way tasks are performed in an organization.
The company Pepsi handles its diversity management using a number of techniques. First they
emphasize on communication and make sure that each employee is being treated the same way.
They communicate to get along with each other and understand all the tasks they have to
perform. Secondly they view the employee as an individual and concentrate on each employee
performance and personal matters to make sure they are giving the maximum productivity they
can. Thirdly the organization encourages the employees to work in diverse groups so that they
can connect with every person and learn how to work with people of all kinds. This boosts their
confidence and gives them experience of how to manage work in every condition. Lastly they are
open minded towards their employees so that the employees working inside the organization are
comfortable to communicate with each other and that they are motivated to work. This results in
better understanding of the work and higher job satisfaction.

Ignoring the issues of diversity management in an organization costs them a lot. The workers
become less productive in nature, it costs money and efficiency of a worker. This however also
creates tension between the workers a there can be a lot of conflicts between them when working
in groups. Workers might feel de motivated and this could result in dissatisfaction at the
workplace. Workers who are innovative might not open up properly which would result in lack
of innovation at the workplace which would bring down the organization image overall.

Office Environment and Facilities

A workplace environment is a place where workers complete their tasks that are assigned to
them. It involves the geographical location of the workplace and the surroundings that are there
when you are working. The environment that an individual works in determines the quality of
their work and their level of productivity. There are a number of factors that are considered by
Pepsi to explain their workplace environment. Firstly it is motivation because all the workers are
heard individually and everyone has a good understanding of their tasks which results in higher
motivation and higher productivity. Secondly, people of the organization are team oriented
which means that they are good at communicating with each other. This boosts up their morale
and makes their workplace environment better. Thirdly ,employees are rewarded in different
types which motivates them to work hard and achieve their goals to gain rewards. This promotes
a hard working averment to make sure everyone is working. Lastly the tasks that are challenging
are given attention to detail so that no mistake is made and this makes the workers feel more
responsible and they perform really well.

The facilities that are provided to the employees to make their workplace comfortable for them is
that the workplace is kept neat and clean which should be the first priority as people want to stay
organized and clean in an organization they work in. Secondly the employees are motivated and
told to make their work life balance a priority so that they don't face challenges handling the task
and goals. The atmosphere of the organization is always kept productive so that each and every
employee who notices is motivated to perform well. Employees are valued for the work that they
do to keep them satisfied at all times and to make them feel better about their jobs with good
communication. It is the company’s policy to keep the workers happy to keep them working. It is
made sure that the employees interact with each other at the workplace so that there is better
communication between them and they perform well in the organistion.Upper level
management help the lower levels to create a pathway of their career so that they know what
they actually want to achieve in their life. Lastly s the use of cell phones is allowed at the offices
in free time. Pepsi makes its employees feel that it is a great place to learn a lot and it molds
their career in such a way that they can fit in easily into any role without facing many
difficulties. It makes sure that every day their workers learn something new.

The environment of Pepsi is different from that of others mainly due to the way the employees
are treated while keeping in mind what he/she wants and needs and what are the objectives that
the company has assigned to these roles. Pepsi believes that it is providing its working with all
the things that they need. Every employees need is catered and when these employees come up
with personal matters they are resolved with extra seriousness to the extent that the company
policies allow them.
Three Posts of the Company

Supply chain Manager

Job Description:
Our organization is searching for an accomplished Supply Chain Manager who can upgrade our
production network conventions, frameworks and methods. The effective competitor will have
brilliant authority aptitudes and the capacity to assemble a gifted, proficient group. He or she will
report straightforwardly to our Head Working Officer, and you will be in charge of meeting
quotas that are talked about with our COO month-to-month and quarterly. We're interested with
enhancing our speed, effectiveness and asset use to expand our organization's general income
and give more dependable support of our clients. We offer an aggressive pay and advantages
bundle.

Person Specification:
1. Bachelor’s Degree in Supply chain management.
2. 8+ years’ experience in manufacturing in a leadership role.
3. 5+ years’ experience in supply chain management.
4. Familiarity with safety and procedural best practices in SCM.
5. Experience with ERP programs (enterprise level preferred).
6. Ability to train and lead employees on a personal level.

Job Advertisement:
1. Facebook
2. Twitter
3. Newspapers
4. Linkedin
5. Rozee.pk
6. Jobee.pk
7. Mustaqbil.com
8. Pakistanjobs.pk
9. Pepsicojobs.com

Interview Questions:
1. What are your strengths?
2. What are your weaknesses?
3. How well did you score in college?
4. What were your responsibilities in your previous job?
5. Why do you want to work here?
Financial Manager

Job description:
The successful applicant ought to be able to screen the everyday monetary operations inside
the organization, for example, finance, invoicing, and different exchanges. He/she ought to
likewise direct monetary division workers, including budgetary colleagues and bookkeepers.
The applicant should track the organization's money related status and execution to recognize
territories for potential change and furthermore search out strategies for limiting monetary
hazard to the organization. We offer a focused pay and advantages bundle for the obligations
he/she would be in charge of.

Person specification:
The candidate should have:

1. An advanced degree in accounting and finance.

2. 5 years of experience in a finance role.
3. Superior mathematical skills.
4. Leadership skills and experience.
5. Employee management.
6. Understanding of data privacy standards.
7. Solid communication skills, both written and verbal.
8. Public speaking skills.
9. Deep understanding of business principles and practices.
10. Superior attention to detail.
11. Analytical skills.
12. Computer skills.
13. Integrity & honesty.

Job Advertisement:
10. Facebook
11. Twitter
12. Newspapers
13. Linkedin
14. Rozee.pk
15. Jobee.pk
16. Mustaqbil.com
17. Pakistanjobs.pk
18. Pepsicojobs.com
Interview questions:
1. Imagine upper management asks you to tell them whether the company should continue
offering a product. How would you go about it?
2. What methods do you use to evaluate the organization’s progress?
3. Tell me about an event where your advice to senior management resulted in higher
profits/revenues?
4. How do you calculate and interpret ROI?
Human Resource Manager

Job description:
The candidate should have the capacity to create arrangements and coordinates and facilitates
HR exercises, for example, work, remuneration, work relations, advantages, preparing, and
worker benefits by playing out the accompanying obligations:

1. Analyzes wage and pay reports and information to decide focused pay design.
2. Develops and keeps up a HR framework that meets top administration data needs.
3. Keeps records of advantages designs investment, for example, protection and
annuity design, work force exchanges, for example, contracts, advancements,
exchanges, execution audits, and terminations, and representative measurements
for government announcing.
4. Prepares spending plan of HR operations.

Person specification:
1. Bachelor's degree (B.A.) from four-year school or college; or one to two years'
connected involvement and additionally preparing; or blend of training and experience.

2. Ability to read, examine, and decipher the most complex archives.

3. Ability to make powerful and convincing addresses and introductions on disputable or

complex themes to top administration, open gatherings, and/or board of directors.

4. Provides administration bearing and guiding.

5. Supervises administrative aide and transitory staffing as required.

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Interview questions:
1. Describe your optimal onboarding process. In what ways would this procedure give the
best employing experience? How does the on-boarding process support the
organization's business objectives?
2. Provide a case of a period when you drove a complex HR venture from beginning to
conclusion.
3. How do you characterize organization culture? What might you do to help keep up it as
the organization develops?
4. In your experience, which benefits/advantages drive the most astounding worker
fulfillment and engagement?
Contact Person:

Zahid Abbas (Lead HR Business Partner)

Cell # : 03456644288

HammadZafar (Sales Manager)

Cell # : 03458447499