History Of Master Molty Foam

 Since 1963, Master has been the most trusted name in bedding, furniture          and healthcare industry providing products of unmatched quality.
q      Master Moltyfoam evolved as a generic name for foam.
q    This beginning was a confirmation that people were ready to give awayorthodoxy and make room for real comfort.
q     In 1997 Master launched the spring range branded Celeste. not only did it revolutionize the bedding comfort but it also became the most demanded comfort level.

•Managing Director•Shehzad Malik •Chief Operating Officer•Amjad Ali•Sr. Manager HR Haroon Ahmed Shabbir •Deputy Manager• Imran Khan•Assistant Manager Admin
•AdProtocol min Officer•Electrical Supervisor•Electricians•Front Desk Officer•Admin Transport OFFICER •Supervisory•Office Boy•Office Boy•Sweeper•Sweeper•Vehicle Maintenance Officer
•Fax/Photocopier Operator
•Civil Engineer Zafar Ul Hassan
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qAnalyzing the current manpower inventory
qMaking future manpower forecasts
qDeveloping employment programmes
qDesign training programmes
•     The current manpower status has to be analyzed before a manager makes forecast of future manpower. For this the following things have to be noted-
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qType of organization
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qNumber of departments
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qEmployees in these work units
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•           The Manpower forecasting techniques commonly employed by the Master MoltyFoam. are as follows:
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qExpert Forecasts: This includes informal decisions, formal expert and surveys.
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qTrend Analysis: Manpower needs can be projected through extrapolation (projecting past trends), indexation (using base year as basis), and statistical analysis.
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qWork Load Analysis: It is dependent upon the nature of work load in a department, in a branch or in a division.
•Recruiting and selecting the right people is paramount to the success of every organization.
•This Recruitment and Selection Procedure provides guidelines and policies to assist the supervisors to hire  the best people on merit and that the  recruitment process is free from bias and discrimination.
2.External Recruitment
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ADVANTAGES	DISADVANTAGES
1.Cheaper & quicker ● 2.People are already familiar with operations ● 3.Organization knows the strength and weakness of the people	1.Limits the number of potential applicants ● 2.No new ideas ● 3.Cause conflict amongst candidates not appointed

q  Replacement
q  New hiring
• qSenior Management
qConcerned Manager
qHR Representative
• •Screening Applications
•Selection Tests
•Arranging the Interview
qPanel interviews are conducted
qSenior executive position:
qAM and Above position:
• qRecruitment & Selection Policy
qEmployment Policy
qTraining & Development
qCompensation Policy
qPerformance Evaluation
qLeave Policy
qTravel, Vehicle & Mobile Phone Policy
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     Manpower Planning is also known as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. Human Resource Planning has got an important place in the arena of industrialization. Human Resource Planning has to be a systematic approach and is carried out in a set procedure. The procedure is as follows:

    Once these factors are registered by a manager, he goes for the future forecasting .

   Purpose:

1.Internal Recruitment

Both the methods are used in Master Moltyfoam.

Both the methods have some advantages and disadvantages as mentioned in next slides.

Line manager will send the recruitment requisition form to HR department by mentioning either;

           Senior Management is responsible for ascertaining the need, identifying the qualification and experience criteria and approving the documentation involved in this process.

          Concerned Manager is responsible for raising recruitment request, short-listing/interviewing and assessing the suitability of candidates as per hiring needs.

          HR Representative is responsible for making all arrangements for hiring procedure, generating and safekeeping/filing of all the documentation involved.

     Interview for the position of senior executive or below will be conducted by following personal's;

                     Line manager

                     HR representative

     Interview for the position of AM or above will be conducted by following personal’s;

                       HO of human resource department

                       HO of concerned department

                       CEO or MD