Presented By

Taimor Afzal
Sumiya Mashadi
Hina Naveed
Um e Laila
Introduction
 Founded by Ch. Nazar Muhammad and Ch. Muhammad
Hussain in 1941 and became public limited in 1959
 Started manufacturing in 1954
 First plant was established in Gulberg and was later shifted to
Gujrat and now they also have a production plant in Muridke
 Main products are (world class shoes, tyres tubes and rubber
products)
Servis Group – Overview
• Established in1941
• Became Public Limited
Decades of Rich Companyin1959
Experience
• Recognized as one of the Top 25
Best Performing Companies in the
Pakistan Stock Exchange for the
last 5 years
Compliance &
• Member of SATRA/SEDEX
Standardization
• ISO-9001 Certified
• BSCI Compliant/ Compatible with European Testing
Standards

Competence & • State of the art ManufacturingFacilities

Capabilities • Internationally Trained and SkillfulTechnicians
• Manufacturer of choice for Europe’s leading
footwear brands
 Diversity & Inclusion

• dedicated production
• Equal opportunity for every
lines for women
one
• encourages the participation
• currently employing
and inclusion of women and 300+ women
persons with disabilities in
the workforce

 Occupational Safety & Health

Obtained OHSAS 1800:2007 Occupational Health and Safety Management
Certification, an international standard providing a framework to identify,
control and decrease the risks associated with health and safety within the
workplace.
Service Group - Key Points

3 FACTORIES

3 R&D
11000+
CENTERS
Employees
Expertise in Pakistan’s
12 different Vertically
Construction No.
Integrated
s 1
Footwear
Exporter
Recruitment & Selection:
 Process of hiring right candidate at right time with right
criteria and tools of selection to meet organizational goal
 Series of hurdles aimed at selecting best candidate for the job
 HR Manager allows Assistant Manager to create pool
 External Sourcing: LinkedIn, Referral, employment agencies
 Assistant Manager Shortlists
 HR manager finally hires for low level post
 HR manager and CEO conduct panel interview for Upper
level post like HOD
Steps in Recruitment &
Selection Process:
Selectio
n tools
Planning & Build a pool of Application forms like
forecasting candidates(Linke filled by tests(on
dIn) candidates e-on-
one
intervie
w
mostly)

Make an offer
Recruiting Yield Pyramid:
10

 New Hires
15

 Offered(1.5:1.0)………………..67%

20
 Interviews(2:1)………………….75%

 Shortlisted(5:1)…………………40%
50

 Candidates applied(10:01)…50%

100
 Based on your learning from this course what is
your vision about the future role of HR in your
company?

 HRM department in Servis is very outdated

 Mainly deals with hiring and recruitment
 Turnover of employees (incentive plan or bonus should
be introduced)
 Human resource planning should be introduced ( future
plan for hiring )
 Career planning
 Relationship with labor unions
Continued

Feature of personal wellbeing

Working with finance and other departments to achieve
company goals
Strategic partnership in company
Strengths and weaknesses
Strengths Weaknesses
 Decent company image
 Only one interview for retail level hiring
 Good salaries offered to the workers
 Weak testing techniques
 Ability to attract greater candidate
pool
 High labor turnover
 Minimum criteria for job
 Job description not strong
specification  Less college hiring
 Head hunting technique for top  Rely on referrals
management  Weak distribution network
 Reasonable quality at reasonable  All sizes not available in all sizes
price  No fashionable variety
 Offers a great range of variety  Don’t have their own manufacturing
 Strong market share in the school plant
shoes and sports shoes
 Pakistan’s leading retailer
 Believes in customer satisfaction
 Image of offering durable shoes
Issues and challenges
 High labor turnover at store level
 Preferring fresh graduates
 New employees unable to differentiate between bookish
knowledge and practical life
 Retention and enthusiasm
 Employees hired from good universities – not committed
 More demanding employees
 No panel interviews – biasness
 Employees pretend to be trained
Improvements
 Fresh hires and train them according to firm requirements
 Reduce turnover by sign contracts before hiring
 Validated tests standards should be introduced
 Panel interviews at office level
 Motivate employees – offer packages and incentives
 Increase the number of internships – more knowledge before
the actual job
 Increasing candidate pool..
Propose an action plan to
implement your suggested
improvements.
Milestone Time Resources required for activity Envisaged Obstacles How to overcome Obstacles
based frame while bringing the 1
activities in change
years

1. Reduce 2 to 3 1. Finances to increase a) Changing the i. Sign a contract ,

Employees incentives and benefits for company culture is minimum 2-3 years
turnover the employees difficult with stated salary and
2. Realistic job preview : For b) Convincing CFO benefits.
that develop job description for increase ii. Bring about the change
and job specification. incentives slowly, first began with
3. Trainings both on the job c) Employees still increase incentives for
and off the job training , leave the firm, the retail store
especially during probation high pay offer managers
period. from other firms

2. Hiring the 1 yr. 1. Job analysis need to be 1. Employees, I. Effective tool, help HR
right person conducted, proper JD/ JS supervisor write JD/JS better, e.g.
used in advertisement of the sometimes are Job Inventories or
job posting unable to Checklists
2. Miniature job test, prior to completely and II. HR and psychologist to
hire accurately define be assigned, to judge
3. Minimum qualification set the job duties employee commitment,
standards 2. Costly to look for
4. Efficiently designed external recruiters,
interview form and test, for the position
structured interview, validity below manager
and reliability of tests… level…
Milestone Time frame in Resources required for Envisaged How to overcome
based years activity Obstacles while Obstacles
activities bringing the change

3. Creating 3 months – a) Finance, to publish the I. Referral are I. Hiring referrals

pool of between advertisement for the given is fine- for first-
suitable advertisement job preference, no line manager
candidates and date of b) Digital HR competences matter how big and store
interview/ , linked-In, email to pool of employees. For
test Universities, rozee.pk candidate upper
c) Time is very important, II. More qualified management
at-least 100 people employee more job prefer
apply out of them final turnover creating pool of
candidates are selected candidates-
increases
competency..
II. Improved
package and
other benefits ,
contract sign..
Milestone based Time frame in Resources required for Envisaged Obstacles How to overcome
activities years activity while bringing the Obstacles
change

4. Fresh hiring: MTO Less than 1 year I. Training of the I. Fresh I. Fresh candidates
for assistant manager candidates candidates lack must work under the
level according to the the experience already working
FA/BA pass culture and job that an experienced people
candidates for retail requirement of the experienced on the same job.
jobs company candidates II. On job training
II. Human resource as bring along while working under
supervisor would II. Time supervisor as his
be needed to give consuming for assistant is time
candidate on the supervisors, saving & quick
job and off the job those need to learning ..
training. fill their own
III. Performance daily-target
appraisal is
required to
encourage the fresh
candidate , HR
SCORE CARD,
supervisor remarks
sheet
Milestone based Time frame in Resources required Envisaged Obstacles How to overcome
activities years for activity while bringing the Obstacles
change

5.Internship program 1 year I. Summary I. Time consuming I. Give

internship II. An extra job for managers/trainer
program the managers to extra compensation
advertisement do for the training
II. Invigilators to program they
supervise the conduct
internees and
keep record of
their
performance
throughout the
internship
program
Milestone based Time frame in Resources Envisaged How to overcome
activities years required for Obstacles while Obstacles
activity bringing the
change

6. Validation of 2 years I. JOB analysis- I. Time Ensure HR one-

selection methods.. JD/JS consuming, time hardship- once
Need to completely II. Choose tests- long process- a best selection
revise their test battery demotivate HR method has been
candidate selection ( Personality finalized and set,
process- rather test, aptitude can be used forever
depending upon test, and improved
just 1 or 2 background efficiency of
interviews by HR check) recruitment process
just/HOD III. Administer the
test-concurrent
method
preferably
IV. Relate test
score with
actual
performance
V. Select the
method with
best validity
Conclusion

 Servis shoes- 115 employees in head office and around

3000 employees are working in their retail store….
 Main problem:
Turnover rate is_ 20/ 300 retail store employees leave
every year..
Competition of competencies among competitors e.g.
insignia, urbansole..
 Working on above suggestion they may
cut down their cost Recruiting and training…
 Improve brand image- image of company depend on
employees that customers are dealing with
Special thanks to:
Muhammad Hamza Shafqat
Retail Sales Analyst at Servis Shoes
Thank You!