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Akram and Company
Muhammad Umar Akram, 03326538757
00923326538757 - 00923009663451
N/A
http://akramandco.com
Member Since: 2022-10-18 22:07:17
Akram and Company
Faisalabad
Upper Storey, HBL, Adjacent to Toyota Faisalabad Motors, West Canal Road, Faisalabad, Faisalabad, Punjab, Pakistan
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We are a human resource and productivity training & consulting firm that specializes in helping clients with their needs. our goal is to provide training & consultancy expertise to organizations in order to help operate their businesses by efficiently utilizing their human resources as well as enabling them to perform productively ie; in the most efficient and economical manner. we strongly believe that there is no other alternative than investment in human resource in order to achieve sustained organizational growth. people and how they are managed are becoming more important because many other sources of competitive success are less powerful than they used to. recognizing that the basis for competitive advantage has changed is essential to develop a different frame of reference for considering issues of human resource management and strategy. traditional sources of success such as product and process technology, protected markets, economies of scale, etc. can still provide competitive leverage but an organization’s human resources are more vital for its sustainability. in the closing years of the twentieth century, management has come to accept that people, not products, markets, cash, buildings, or equipment, are the critical differentiators of a business enterprise. all the assets of an organization, other than people, are inert. they are passive resources that require human application to generate value. the people who make up an organization -human resources- are considered to be one of the most important resources of today’s firms. we take pride in announcing that we are the only hr consultancy company in pakistan that has the capability to study and resolve productivity related issues in small, medium or large organizations. we assist control managers in maximizing productivity through process oriented observations and improvements. for businesses, productivity growth is important because providing more goods and services to consumers translates to higher profits. as productivity increases, an organization can turn resources into revenues, paying stakeholders and retaining cash flows for future growth and expansion. productivity leads to competitiveness and potentially competitive advantage. vision to be the prime and complete solutions and services provider in the field of human resource & productivity. to be the partners in the success of our client organizations by assisting in building relations into everlasting ones through customer satisfaction. mission to partner with clients to provide integrated consulting services to grow human talent and improve productivity in order to boost individual, team and organizational performance. we want to be the best at helping employers achieve quality, delivery and cost through continuous improvement and customer interaction. there's nothing like a mission to excite and unite people in a common goal. at hr & productivity toolbox, our company mission is simple: we want to have a unique position at helping employers achieve success through people. human resource areas * development of policies * development of employee handbook * job analysis for hourly / salaried employees * preparation of job description for hourly / salaried employees * wage / salary job classification * succession planning * performance evaluation productivity areas * work methods improvements * time standards development * office / plant layout development / improvement * machine capacity determination * manpower planning against workload human resource areas development of policies having structured policies can help an organization run more effectively and provide the members of the organization a description and understanding of the formal structure of the organization. effective organization structure policies should apply to every department of the organization. additionally, to maximize the effectiveness the organization should allow both management and staff to create the organizational structure policies for the organization. an organization cannot fully evaluate the impact of the new policies until after the implementation of the new policies. if the changes benefit the organization, it shall typically see an increase in productivity in most of the segments of the organization.development of employee handbook. an employee handbook is a compilation of the policies, procedures, working conditions and behavioral expectations to guide employee actions in a particular workplace, employee handbooks generally also include information about the company, employee compensation and benefits, and additional terms and conditions of employment. job analysis for hourly / salaried employees job analysis is the systematic study of jobs to identify the observable work activities, tasks, and responsibilities associated with a particular job or group of jobs. it is a systematic method of gathering information about a job. it focuses on work behaviors, tasks and outcomes. it identifies the personal qualification necessary to perform the job and the conditions under which work is performed. it is a very important tool for the preparation of job descriptions; job specifications; job classifications; and compensation which in turn helps hire the right quality of personnel into an organization. the general purpose of job analysis is to document the requirements of a job and the work performed. job and task analysis is performed as a basis for later improvements, including: definition of a job domain, description of a job, development of performance appraisals, personnel selection, promotion criteria, training needs assessment, legal defense of selection processes, and compensation plans. preparation of job description for hourly / salaried employees job descriptions are an essential tool for any standard organization as it defines standards for the job, aids recruiting i.e.; evaluating applicant qualifications, serves as foundation for appraising performance, aid in evaluating job worth both internally and externally, clarify the purpose and essential functions of the position. a well written job description describes the main elements of a job and is not a detailed listing of specifications. it provides guidance on the general nature and level of the work being performed. it describes the duties as they currently exist. it is the process of gathering, analyzing and organizing information work roles. it also covers understanding the content of the job. writing job descriptions is an important step in planning your staffing programs. they form the foundation for many important processes such as job postings, recruitment and selection, setting expectations, compensation, training and performance management. an effective job description establishes a base so that an employee can clearly understand what they need to develop personally and contribute within your organization. wage / salary job classification job classification is a very sensitive subject as without it employee grievance regarding the wage/salary cannot be justifiably redressed. job classification as the name implies slots jobs into categories from low to high and directly impacts the wage/salaries. if job classification is not done in a systematic and universally accepted manner, the grievance so generated by employees can be a legal headache for any employer. such employer embarrassment can be addressed by employing the globally accepted methods to categorize jobs and place all the company jobs into their appropriate categories. fortunately for the employers as well as its employees, job classifications can be carried out after performing the initial steps of job analysis and preparation of job descriptions for all organizational jobs. * standard methods to determine job classification can be quantitative, qualitative or some combination of both. * job classification methods that are non-quantitative, attempt to establish a relative order to jobs. * on the other hand quantitative methods attempt to establish how much more one job is worth compared with another job by using a scaling system. succession planning with the number of employees approaching traditional retirement age increasing dramatically over the next decade, succession planning has found itself on the front burner for many companies. succession planning is the process of preparing internal staff to meet the future needs of the organization. it also helps organizations retain their best people, because they appreciate the organization's investment in their development. it is sometimes referred to as succession management to reflect the ongoing nature of the process. the succession planning process is similar to the recruitment process in that it entails: * determining the organization's needs for current roles or for future roles that may not be clearly defined * assessing candidates for those roles * revealing where gaps exist, to probe in the interview process or to determine development plans performance evaluation do hr managers understand why organizations need to carry out the performance appraisal process? some of the common reasons are: * salary increments: commonly believed to be the only purpose from an employee's perspective and typically the least important from the management's perspective. * goal achievements and related bonuses/commissions. * promotions and transfers * succession planning * identification of top performers and non-performers * identifying competencies gaps for training management * confirmation of probationers the objectives may differ for different levels of employees but together these help in defining the appraisal content, forms, ratings, weights & scales, employee evaluation parameters and the appropriate process for conducting the appraisal. once objectives for the performance appraisal are identified, it is important to define the different steps in the appraisal process. the same process may not fit all situations. for instance, succession planning, promotions and transfers will typically involve heads of departments and senior level managers in the decision cycle whereas salary increments, goal achievements, confirmation of probationers and competency gap analysis, may require participation of line managers and 2nd level managers. productivity areas work methods improvements method study is the process of subjecting work to systematic, critical scrutiny to make it more effective and/or more efficient. it is one of the keys to achieving productivity improvement. it is the systematic recording and critical examination of existing and proposed ways of doing work, as a means of developing and applying easier and more effective methods and reducing costs. it was originally designed for the analysis and improvement of repetitive manual work but it can be used for all types of activity at all levels of organization. method study can be undertaken in any organization for any of the following purposes i.e.; improvement of processes and procedures, improvement in the design of plant and equipment, improvement in layout, improvement in the use of men, materials and machines, economy in human effort and reduction of unnecessary fatigue, improvement in safety standards or development of better working conditions. for whatever reasons an organization needs to carry out the method study, it ultimately gains time, money since the improved method is determined after a thorough study of work i.e.; by eliminating, combining, re-arranging or simplifying work. time standards development as the saying goes "what you cannot measure, you cannot control". hence, for efficient control any organization desires to establish work standards through work measurement techniques. work measurement is a critical tool needed to provide any organization with standards in order to enable it to efficiently plan the manpower, evaluate the performance of employees and equipment against work standards thus impacting an increase in their bottom line profits. work measurement is a basic tool that enables organizations in many ways i.e; to find ineffective time in a process, to set standard for output level, to evaluate workers performance, to plan work force numbers, to determine available capacity, to compare alternate work methods, to facilitate operations scheduling, and to establish wage incentive schemes etc. office / plant layout development / improvement also termed facility layout and design, it is an important component of a business's overall operations, both in terms of maximizing the effectiveness of the production process and meeting the needs of the employees. the basic objective of layout is to ensure a smooth flow of work, material, and information through a system. the basic meaning of facility is the space in which a business's activities take place, the layout and design of that space impacts greatly how the work is done i.e.; the flow of work, materials and information through the system. the key to good facility layout and design is ease of future expansion or change, space utilization, ease of communication and support, safety, the integration of the needs of the people (personnel and customers), materials (raw material, finished product and in-process materials), and the machinery in such a way that they create a single, well-functioning system. machine capacity determination in pakistan, the capital cost of the plant and machinery is a very significant investment bought usually through bank loans. since the investment in plant and machinery entails a high borrowing rate, it therefore becomes the prime concern to utilize the machinery to its optimum capacity. it is therefore a very basic area of concern to the investor to know the equipment capacities and how to operate it at optimum efficiency level. this requires efficient process layout, good operator training, efficient equipment maintenance and optimum loading i.e; ensuring maximum up-time for production. production capacity is one of the most important criteria used for vendor selection by the buyers. it is because the production time of an order is directly proportional to vendor's production capacity. so it is very important that marketing and planning personnel should be aware of the production capacity of their production units. capacity of a factory is primarily expressed in terms of how much pieces the factory produces on daily basis for the specific product. according to the product category, machine requirement may change and daily average production in each style may vary. so to be specific during booking orders, planner should know exactly how much capacity is needed to procure the order in a given time period. manpower planning against workload workload analysis is needed to: #1 identify the actual needs of human resources both in terms of quality and quantity in the short term and long term. #2 identify the current and future training needs, which facilitate designing training programs according to actual needs. #3 maintaining the appropriate number of employees in the work system, to ensure not to prevent or delay processing the customer's transactions. manpower planning is necessary to provide the organization with a robust workforce plan of human capital that is required for both, current and future needs to execute strategic business goals. organizations are changing fast. due to technological innovations, staff requirement in an organization is always subject to review. how many staff is needed in an organization. how many machines can one employee handle? how many tellers at a bank are required to efficiently handle customers, or how many waiters are needed in a restaurant? these and such daily issues need a thorough and professional study to determine the staffing requirement. workload analysis can be undertaken to determine the optimal manpower requirement for the organization. this can also provide the vital strategic inputs to 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