Group Members

 ABDUL REHMAN KHALID

 TAHA SIDDIQI
 UMAIR SATTAR
 MUHAMMAD IBRAHIM
 IJAZ UL HASSAN
 SALMAN AHMAD
Introduction of TRG
 (TRG) Pakistan is the country’s largest provider of BPO
services
 TRG set up its operations in 1999 by establishing a
contact center in Lahore with a total strength of 50
employees.
 It became the first listed IT-enabled services company
of Pakistan.
 1,200 employees
 It is amongst the top 30 public companies in Pakistan.
 Operating 24/7/365, our facilities offer maximum
flexibility to serve your customers at their convenience.
Vision, Mission & Values

Vision:
 To build the industry’s most dynamic team of
customer service and marketing associates
 To deliver cost-effective, high impact customer
management strategies to the world's leading
organizations.
Mission:
 To provide reliable, innovation, & predictable
performance.
Recruitment Process in TRG
 In order to increase efficiency in hiring and retention and to ensure consistency and
compliance in the recruitment and selection process, it is recommended the
following steps be followed by HR Recruitment and Selection Team.:
 Step 1: Identify Vacancy and Evaluate Need
 Step 2: Develop Position Description
 Step 3: Develop Recruitment Plan
 Step 4: Select Search Committee
 Step 5: Post Position and Implement Recruitment Plan
 Step 6: Review Applicants and Develop Short List
 Step 7: Conduct Interviews
 Step 8: Select Hire
 Step 9: Finalize Recruitment
 The channels we have identified for agent
selection are:

 Internal Employee Referrals: Email Their Employees

to send referrals if they have any.
 Internet Job Sites: Post ads on internet Job Sites.
 Press Advertisements: TRG release ads rarely on
Newspapers.
 Job Fairs: TRG usually conduct Job Fairs on
different universities like LUMS, UMT etc.
 Official Website/Pages: TRG posts on their Pages
for Hiring especially on Facebook, Twitter etc
Advertisement on Facebook etc
Three Interviews of Person are conducted in TRG
Before Selection:

1. Telephone Screening Interview

 First Interview of the Person
 A call from HR Recruitment Personnel

2. In-Person Screening Interview

 This is the Second Interview of the Person
 One on One Interview with HR Recruitment Personnel

3. Selection Interview
 This the Third Interview of the person
 One on One Interview with Manager Operations in
Depth
 SELECTION TOOLS IN TRG

1. Structured Interview :
2. Personality test:
3. Tackle Questions:
4. Communication Skills:
5. Presentation Skills:
6. Background Investigation:
7. On Spot Decision:
Orientation of Selected Candidates:

 After Employee Selection Orientation is given to

selected person about their salaries, benefit,
company Good will, Structure and Working
process.

 Then they are scheduled for Trainings.

 Training
Two trainings of new employees are conducted in TRG.

1. NHT(New-hire training)

2. PST(Product Specific Training)

 In Training:
Lecture Training

 Lectures usually take place in a classroom-

format.
A typical Assessment Centre will
include Exercises On
 Typing ability

 Quiz:

 Mock Calls:

 Listening skills
 Job Specification of HR Manager in TRG
Pakistan.
 The successful candidate for the human resources Manager position will possess
these qualifications.
 Experience - Human Resources Director:
 7-10 years of progressively more responsible positions in human resources,
preferably in a similar industry in two different firms.
 Experience supervising and managing a professional staff.
 Experience as a trusted resource as a member of a senior level executive team.
 Experience in multiple locations and globally is a plus for the HR Manager job
candidates.
 Education - Human Resources Director:
 Bachelor's Degree in Human Resources, Business, or a related field required.
 Masters Degree in Business or Human Resources Management or a related field
preferred.
 J.D. a plus.
 SPHR designation will receive consideration, but is not required.
 Required Skills, Knowledge, and Characteristics -
Human Resources Manager

 These are the most important qualifications of the individual selected as the human resources
director.
 Strong effective communicator in writing, business presentations and in interpersonal
communication.
 Highly developed, demonstrated teamwork skills.
 Demonstrates a high degree of confidentiality in interpersonal interaction.
 Exhibits an unusual degree of common sense in working with coworkers and the executive team.
 Able to direct the efforts of a team of diverse human resources professionals.
 Demonstrated ability to increase productivity and continuously improve methods, approaches, and
departmental contribution while remaining cost-sensitive.
 Must exhibit a commitment to continuous learning.
 Expert in employment law to keep the company safe from lawsuits and has a proven ability to work
well in consultation with an employment law attorney.
 Strong commitment to and interest in employee relations and communication.
 Demonstrated ability to see the big picture and provide useful and strategic advice and input across
the company and on the senior executive team.
 Ability to lead in an environment of constant change.
 Experience working in a flexible, employee empowering work environment. Structured or large
company experience will not work here.
 Familiarity and skill with the tools of the trade in human resources including HRIS, Microsoft Office
suite of products, file management, and benefits administration.
 Experience in organization development and change management.
 Job Description
of HR Manager in TRG Pakistan.
High-Level Overview of Job Description - Human Resources Manager:
 The selected human resources director must be able to perform effectively in each of these areas:
 Guides and manages the overall provision of Human Resources services, policies, and programs for
the entire company.
 Development of an overall HR business plan with measurable objectives and a budget.
 Staffing of the HR department to effectively serve the needs of the organization.
 Overall talent management strategy and implementation including workforce planning, recruiting,
interviewing, hiring, training and development; performance planning, management development
and improvement; and succession planning.
 Organization development, change management initiatives, and company-wide culture and
environment at work for employees.
 Oversee employment law compliance and compliance to regulatory concerns.
 Demonstrated proficiency in policy development, documentation, training, and implementation.
 Oversees employee safety, welfare, wellness and health.
 Responsible for community outreach and communication, and charitable giving in conjunction with
the community relations team.
 Managing external executive recruiting agencies, employment agencies, recruiters, and temporary
staffing agencies.
 Analysis of the effectiveness of all human resources efforts both financially and in terms of whether
they produced the company's needed objectives and outcomes.
 Chairman of The Board
Zia Chishti  Earlier, Zia was the Founder, Chairman and
CEO of Align Technology

 Previously, Zia held positions in investment

banking and consulting at Morgan Stanley
and McKinsey & Company respectively.

 Zia is the non-executive Chairman of the

Boards of two publicly traded TRG portfolio
companies, and also maintains several
private board positions.

 Zia received his

Founding Partner,  undergraduate degree from Columbia
Chairman and CEO of The University in Economics and Computer
Resource Group Science
 his MBA from Stanford University
 Board of Directors

Hasnain Pat Costello

(MD & GENERAL
Aslam COUNSEL)
(SENIOR PARTNER & Shuja Keen
CIO)
(MANAGING
DIRECTOR)

Mark Nadeem Elahi

(MANAGING DIRECTOR)
Ayling
(MANAGING
DIRECTOR)

Zia Chishti Hassan Farooq Mohammed

(SENIOR PARTNER & (GROUP HEAD OF FINANCE)
CHAIRMAN)
Khaishgi
(SENIOR PARTNER & COO)
 Board of Directors

Rahim Raza Ali

Lalani Director
Executive Architecture
Director

Fahad Shameem
Director Sales & Business
Development
 TRG-Pakistan Hierarchy 201

Managing Director
Of Pakistan
Nadeem Elahi

Marketing Director Operational Director HR Director Finance Director

of Pakistan of Pakistan of Pakistan of Pakistan
Name Name Name Name

Title Operational Manager HR Manager Title

Department of Lahore of Lahore Department
Name Name Faisal Nihal Name

Title Operational Manager HR Manager Title

Department Lahore of Karachi Department
Name Name Name Name

Operational
HR Mnager Title
Manager
of Islamabad of Islamabad Department
Name Name Name

Title Title
Department Department
Name Name

www.edrawsoft.com
Organizational Structure of TRG- Pakistan

From top to bottom,

Country manager “Nadeem Elahi”

Divided Directors: (they report to country manager)

Like,
1. HR Director
2. Operation Directors
Then,
 Senior Managers
(They report to Directors)

Then,
 Managers
(They report to senior managers)
Organizational Structure of TRG- Pakistan (Cont..)

then,
 Assistant Managers

(they report to managers)

 Lead Supervisors:

 Supervisors

 Team leaders

 Bottom layers
(Agents)
Importance of HR in Strategy Making


What's important to note about HR overall is that too often it
is omitted from participation in key strategic decisions. This
mistake can be quite detrimental to effectively achieving
strategic goals. Here are some reasons to include HR in the
planning process (as well as in meetings of top management):

1. Selection and Staffing

2. Organizational Development
 3. Training & Development:


The main point is that HR is often thought of as the place to go
for employee conflict, employee assistance, or compliance
issues. But HR is much more than that, and top management
would do themselves and their organizations well if they
included HRM and HRD professionals in their strategic
planning. There is nothing to lose by doing so, and plenty to
gain.