Human Resource Report of Chaudary Brothers

What are the major problems being faced by Chaudhry Brothers. In each of the following areas of HR. describe each problem in detail:

 Recruitment

 Performance Management

 Compensation

 Employee Relations

Introduction:

HR practices of CB which is controlled by the four Chaudhry brothers themselves. Chaudhry Brothers is currently managing its human resource activities through themselves only. There is no human resource department and some of the activities are also managed by respective functional heads. Human Resource planning is not very strong as compare to the best practices followed externally. They are managing their plan which is not well defined about how the plan should be made and followed with proper monitoring and control. Currently the Chaudhry Brothers are managing its internal plan manually when the need comes from any respective department on ad hoc basis, it means no forecasting method currently exists but it varies because of the market situation and no. of projects to be worked on. Following of the things are lacking due to which during the past three years, CB has seen a dramatic increase in employee turnover that has risen to 23 % in 2008. It seems that people join CB, get training, and then leave to join multinational companies operating in Pakistan or get lucrative jobs in the Middle East, some joining the Japanese partners other joint ventures in Dammam, Tehran and Qatar. Below are the points where CB is lacking.

 No Human Resource Department

 Planning is missing, no planning by an aspect.

 Internal Plan for Human Resource is not standardized.

 Competitors based planning or strategy has never been focused. Proper Orientation is given but not formalized yet

 No Defined Plan exists for Orientation.

 Proper Orientation is given but not formalized yet

 No Defined Plan exists for Orientation.

 Proactive Training Plan is never made, only trainings, when arrived, are conducted

 Performance measure of Training is not evaluated.

 Some changes are organizational goals, whereas senior practitioners consider themselves “above” those change initiatives and hence become the leading anti-change agents

 People do not realize the benefit of change and thus take it as a burden and counterproductive thing

 Awareness