The First of Its Kind Entrepreneurial Venture: HRM at PTC (Level 4)

This report provides an overview of Human Resource Management (HRM) at Pakistan Tobacco Company (PTC). It begins with an introduction to HRM and its importance, followed by a profile of PTC, a multinational corporation in Pakistan. The report examines the purpose and functions of HRM in workforce planning, including recruitment, selection, training, and employee relations. It highlights the strategic role of HRM in aligning talent and skills with business objectives, emphasizing the significance of workforce planning for organizational success. The report also delves into the benefits of workforce planning, such as cost reduction and improved talent management. Overall, the analysis showcases how PTC leverages its HRM practices to achieve its business goals and maintain a competitive edge.

ASSIGNMENT : THE FIRST OF ITS KIND ENTREPRENEURIAL VENTURE
UNIT # 3 HUMAN RESOURCE MANAGEMENT (LEVEL 4)
Introduction:
Human resource management is a course of action used for accomplishing an angle,
expanding & assigning the schemes, and strengthening the arrangement of HR in any
administration. In general, it involves the adequate achievement for HR to bring in a
good outcome. The course of human resource management consists of recruitment,
hiring, training and selection, and engaging the employees in the organization. It is
highly essential for an organization to upgrade the brand representation and to control
the internal adaptability of human resources. The constitution and law of the
organization are managed with the system of human resources, It conducts to boost up
the commission of human resources and the potency of employees can be expanded.
In this article, Pakistan Tobacco Company will be examined according to management
of human resources in administration. The report also evaluates the ability of the HR
form which postulates how it improves the profit as well as output of the organization.
TASK 1
OVERVIEW OF PAKISTAN TOBACCO COMPANY (PTC)
Profile Of PTC:
Pakistan Tobacco Company is the first multinational corporation of Pakistan and Latterly
celebrated About 74 years of its effectiveness in the country. The organization is
affiliated with multinational British American Tobacco group, which currently employs
over 55,000 people, running in 180 countries and has been labeled as the most
sustainable company worldwide in the 2019 SEAL Business Sustainability Awards
The company was incorporated in Pakistan and has registered its name on three stock
exchanges of the state. The company was built in the year of independence, 1947
shortly after the division of the subcontinent. It occupied the business of Imperial
Tobacco Company (India). A new tobacco factory named Akhora khattak was
established in order to avail the increasing need, the company is now one of biggest
factories of KPK.

PTC supports its employee good relations with the organization, the company offers
several benefits for its workers which include well-paid wages, bonuses, leaves, and
social security. The HRM sector of PTC is in charge of all financial records of pay for a
worker. The company also celebrates various events for factory workers such as
appreciation events etc so they can be at their best. The company also helps to boost
the employee’s family security by providing life insurances, along with that the HR
sector arranges welfare activities, talents scholarships, Hajj, and umrah schemes and
Training programs as well.
Brands of Pakistan Tobacco Company:
PTC owns various brands which includes Gold Leaf, Gold Flake, Capstan, Wills,
Embassy, and Benson & hedges.
Explain the purpose
and planning and
resourcing the chosen
organization of your choice.
HUMAN RESOURCE MANAGEMENT (HRM) :
Human resource management is an action of hiring, recruiting, managing and posting
an administration’s employees. It is often mentioned as human resource (HR). The
responsibility of generating, putting into effect and supervising policies controlling
workers and the relationship of workers with the company is handled by the HR
sector of the organization.(Wesley Chai, 2018, )
PURPOSE OF HRM IN WORKFORCE PLANNING :
The purpose of the human resource department is to be in charge of various needs of
the company's employees which includes commercial and
legal matters.
1. Compensation: Human resource department
workforce assess and make changes to a company's pay
structure by exploring compensation trends seeking to
provide the workers with fair pay.
t he functions of HRM, applicable to
workforce

2. Staffing Needs: Human resource sector creates position publications for
employees that include recognizing jobs and finding out the skill level and conditions
that are demanded for the position.
3. Performance Appreciation: The process which is simple and yet fruitful of
appraising the workers is managed by the HR sector which creates the complete
performance evaluation process. Many organizations arrange such events annually.
4. Benefits: Human resource personnel must examine and explore to acquire the
good packages of benefits such as dental insurance, health insurance and a retirement
plan which provides sufficient coverage for workers, while keeping down the charge for
the employer.
5. Law Concession: In accordance with U.S. Occupational Safety and Health
Administration (OSHA), a workplace can minimize the cost emerging from illness and
injury nearly 20 to 40 percent when the good safety and health system are retained.
The HR department keeps the administration up-to-date with laws by staying attentive
to these regulations.
6. Maintaining the high morals of Employees: One of the purposes of the HR
sector is to successfully manage the workers of the corporation with the result that will
help the organization for running well and acheiving its objectives, goals and target.
FUNCTION OF HRM IN WORKFORCE PlANNING:
The primary functions of the HR department are :
1. Recruiting the suitable people for suitable job :
Recruiters who operate in-company as compared to the companies that postulate
staffing services and recruiting, play a critical role in expanding the employees'
personnel. They publicize job vocations, source applicants, screen candidates, manage
introductory interviews and correlate the hiring efforts with the supervisor, in charge of
finalising the candidats.
2. Maintaining a positive space :

One of the essential functions of HR includes assisting in workplace security training
and continuing federally authorized logs for organization injury and fatality information.
Additionally, to assist the compensation matters of the employers, the HR safety and
risk authority often cooperate with HR benefits authority.
3. Training and Development:
Struggles like scheduling, training session, planning and assessment of each onboard
might take place, to minimize the difficulties, solutions such as training management
software can be a helping hand with easy schedules, auto-reminders, tracking capability
and reporting. An adequate training practice can be maintained by an HR manager.
4. Attain Organizational Goals:
It is very essential for a successful HR to accomplish business requirements and goals
by utilizing the human resource. It is necessary for HR to have efficient planning and
execution in order to succeed at organization objectives.
5. Employee-Employer Relation :
Employee relations is the discipline of HR focusing on enhancing the employee-
employer relationship by estimating employee engagement and settling workplace
problems.
6. Data and Compliance :
Organizational and functional objectives include supervising employee data and
administering compliances.To retain the company out of any fine or sanction and
controlling payroll compliances is a tough dare for HR managers and people.
WORKFORCE PLANNING
Workforce planning is the action of stabilizing labour supply opposed to numbers
needed (demand).It comprises examining future workforce demands, determining the
contemporary workforce, recognizing the gap with time, and executing solutions in order
to achieve goals, missing and strategic plan for any organization. Workforce is about
assigning the right individuals with suitable skills for the right job needed at the right
period, providing the right cost along with right contract to convey the administration’s
long and short term objectives. Workforce planning can help in attaining better analysis

about the future individuals wants of the business to enable any sustainable
organization conduct.
Importance And Benefits Of workforce planning
Workforce planning is a process that we can use to assure alignment. For any
organization hiring staff, workforce planning can be a tool which you can use to form a
flourishing future for yourself and employees. Fundamentally, workforce planning is the
description and the inspection of what your corporation needs regarding experience,
understanding, quality and expertise of the workforce in order to accomplish its
objectives.
Strategic workforce planning can be beneficial for an organization in many ways such
as decreasing hiring cost, preparing for the future, identifying the needs of customers,
analyzing workforce discrepancies, driving talent investments, recognizing gaps with
time, designing HR processes with business plan, upgraded recruitment procedures
and preparing for a change.
Assess how the functions of HRM can provide talent and skills appropriate to
fulfil business objectives
The following roles of HRM can be productive in providing relevant talents and skills in
order to fulfill the business objectives.
Strategic role of HRM
Human resource management sector advises the management sector about the
decisive management of people as human assets. In compromises of recruiting and
employing candidates with particular skills to fit with the wishes of the organization's
present and future objectives, harmonizing employee interests and proposing worker
training and development schemes.
Building allegiance and commitment
The HR department also suggests methods for raising employee dedication to the
company. This is initiated by recruiting procedure or by assigning employees with the
suitable positions according to their skills.

Staying competitive and modern
Human resource management needs strategic ideas to direct the growing necessities of
employers along with continuously varrying combative job markets. Employee welfare
schemes must be constantly evaluated for cost to the manager.
Building a talent pipeline
Developing skills for future
RECRUITMENT AND SELECTION
Recruitment is a process in which human resources managers of the organization
explore and employ the qualified candidates for an unfilled job role, it is not only a
functional activity but also a strategic & planned activity for the business. Recruitment
can be of two types which includes internal and external. Internal recruitment is when
the company looks to hire for vacant job roles with their current employees whereas in
external recruitment the organization discovers the candidates from outdoors or from a
competitive market, this process costs time as well as great price. This process is
completed on the report of needs of duty, this process demands attracting, screening,
determining and employing the people.
Selection is a process of picking out the more suitable candidate who can fill up the
available job role. The HR manager selects the candidate who has skills required for the
job according to the needs of the company. The selection of the right candidate to the
required vacant job role proves to be advantageous for the organization, as it helps the
company to achieve its objectives. An adequate selection provides the organization with
a better set of workers along with the right attitudes.
,