The Monnoo Group Of Industries Commerce Essay


8. Brief Introduction of Business Sector

The group's business sector is textile and sugar. Therefore it deals in textile and sugar related products. The group is for the most part depending in textile sector. Textile is considering one of the largest sectors in Pakistani economy. It contributes a lot to earning enormous revenue for the country. Textile sector certainly is the biggest sector of the Pakistan. Most of the labor is working different textiles mills located all over the Pakistan. Therefore this sector is a big stakeholder of the government. In this sector we are competing with India, China, Bangladesh and many other Asian and European countries.

The group is providing high quality products with very low rates as compared to entire market. Monnoo group is also producing many products and sells it to its customers. In textile sector group is representing many national and international brands. The most famous brands are Eddie Baure, Gap, Fila Sports, CK, Levi's, RT, Ceilio, Chaps Ralph Lauren, Janco, Seven Sports, Capito Jeans, Levi's Jeans and Dhull. Similarly in sugar sector group is also producing high quality sugar. This sugar is sale out both inside the country and out of the country.

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The textile sector has towering scope in Pakistan. Group always tries hard to fulfill their customer's requirements. Therefore the group also offering after sales services to its valuable customers.

9. Overview of Monnoo Group of Industries

a. Brief History

For over 65 years, the Monnoo group has been a symbol of progress and trust, steering Pakistan towards success with the textile and sugar sectors. The Monnoo Family is a traditional name in Pakistan that has been the story of success for the industrial growth of the country. A name that unique stands out as the pioneer industrial family that has played a significant role in the growth of the economy.

The growth of the group down through the decades has played a positive role in dominating the local industry and providing a secure future for its employees. The transformations brought about in the local industries by the Monnoo group have made them pioneers in the technological and customer oriented business conglomerates.

The group now owns 12 Textile units and a Sugar mill. As innovators in their fields, the group has kept pace with the latest state of the art technologies, through which the group now produces superior international quality products for clients worldwide. The Monnoo group has developed with remarkable speed from a traditional, family owned textile company into a modern high-tech industrial and agricultural conglomerate.

After Partition, their acquisition of a rubber factory was traded for an old textile mill, installed with a total of 2400 spindles. By the year 1965 the group had a total number of 5 textile mills. During the troubled time of partition of the sub-continent, the Monnoo family shifted to East Pakistan and later on set up five Spinning mill operations, 3 in West Pakistan and 2- in East Pakistan.

A number of companies associated with the group is serving the country since its inception and are indeed amongst the pioneers of the spinning industry in Pakistan. Beginning with one spinning mill to 12 textile mills consisting of more than 200,000 spindles with over 10000 employees. Most of the companies associated with the group are leaders in the areas of their activity, and have been ISO Certified.

b. Nature of the Organization

Group is divided on textile and sugar sectors. In textile sector group is manufacturing many products and than sale out within the country and abroad. Similarly in sugar sector group is producing sugar and make a good name in this sector too. Nearly all products relating to textile and sugar are producing on a large scale.

c. Business Volume


An average 200,000 spindles are currently producing by the units owned by the group.


The present crushing capacity of the mill is 3500 tones per day. The company is planning to further increase the capacity.

d. Product Line

The products line of the group is divided in two types.

Textile Products

Sugar Products

a. Textile Products:

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Imported and local Cottons, Polyester, Rayon, Modal, Acrylic, Tencel, Lyocell, Tectel, Nylon, Kevlar, Nomex, and Trevira cs.


Women and knitted fabrics, Greig, dyed and printed

Woven fabrics for home finishing industry

100% cotton/ polyester cotton jacquard fabrics 100% cotton/ polyester cotton dobby fabrics 100% cotton/polyester cotton percales T-170 to T-300 100% cotton/ polyester cotton sateen T-200 to T-600

Woven fabric for garment industry

100% Cotton Denim

100% Tectel Fabrics

100% Nomex Fabrics

100% Cotton Yarn Dyeds

100% Cotton Polyester Cotton


Stretch Fabric

Knitted Fabric for Home Furnishing Industry

Single Jersey

Knitted Fabric for Garment Industry

Single Jersey, Pique,

Inter lock, Herring bone,

Thermal, Fleece.


Woven Garments:

Jeans, Pants and Shirts.

Knitted Garments:

T-Shirts, Blouses, and Socks.

Leather Garments:

Jackets and Gloves.

Home Textile

Available in Dyed & Printed Woven and knitted Fabrics

Flat Sheets

Fitted Sheets

Pillow Covers

Quilt Covers

Bed Sheets


Bed in a Bag

Showers Curtains

Normal Curtains


Sugar Products:

Gogra Samundri Sugar Mills Limited (GSSML), a public limited company, was originally incorporated by the Punjab Industrial Development Board on 26th November, 1976. The project was disinvested to the Monnoo group of Industries after its major installation and before going into production in the year 1980-81. The management of the company was transferred to its present owners in November 1980. Commercial operations commenced during the cane-crushing season of 1980-81. At that time GSSML had an average crushing capability of 2,000 tones per day, employing the defectation-Remelt sulphitation Process. The present crushing capacity of the mill is 3500 tones per day. The company is planning to further increase the capacity.

e. Competitors

Monnoo group has facing a lot of competition from different companies in the country. Followings are the list of main competitors.

Textile Sector Competitors:

Nishat Textiles Mills

Gul Ahmed Textiles Mills Limited

Azgard nine limited

Chenab Textile

Colony Textiles

Din Textiles Limited

Gulistan Textile Mills Limited

Kohinoor Textiles Mills Limited

Sapphire Textiles Mills Limited

Sugar Sector Competitors:

Fecto sugar mills

Baba Farid Sugar mill

Crescent Sugar Mills

Adam Sugar Mills Limited

Chashma Sugar Mills

Dewan Sugar Mills Limited

Kohinoor Sugar

10. Organization Structure

a. Organization Hierarchy Chart


GM Land

GM Admin





GM Operations

GM Sales & Marketing



GM Production

GM Accounts & Finance

GM Admin




Internal Audit

Manager Sales & Marketing

Manager Operations

GM Purchase

Manager Audit

Manager Recruitment

Manager Purchase

Manager Purchase

Manager Purchase

Manager Purchase

Manager Land

Manager Admin



Manager Purchase

Personal Staff



AM Purchase

AM Operations

AM Sales & Marketi

Manager Compensation & Benefits

Manager Training & Development

Manager Planning

AM Recruitment

AM Compensation & Benefits

AM Training & Development

AM Career Planning

AM Land

AM Admin

In Monnoo group of industries the final authority is the fonder president. The president and chairman assist the founder president for making strategic decisions. The managing directors and two directors are directly reported to president. The president is responsible for the strategic planning and only involve in the major issues.

b: Number of Employees:





Lahore Head Office



Karachi Regional Office



Rawalpindi Regional Office



Monnoowal Textile Mills Ltd.



Jamhoor Textile Mills Ltd.

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The Lahore Textile and General Mills Ltd 1.



The Lahore Textile and General Mills Ltd 2.



Tribal Textile Mills Ltd.



Monnoo Industries Ltd.



Margalla Textile Mills Ltd 1.



Margalla Textile Mills Ltd 2.



Olympia Blended Fiber Mills Ltd 1.



Olympia Blended Fiber Mills Ltd 2.



Qureshi Textile Mills Ltd.



Rawal Textile Mills Ltd.



Gogra Samundri Sugar Mill Ltd.




Approximately 10,000 employees are currently working in different projects run by Monnoo group of industries.

c. Main offices:


Head Office

Monnoo Group of Industries

Monnoo House 3- Montgomery Road Lahore

Tel: (92-42) 6364412-14

Fax: (92-42) 6364431




Regional Office

119/3, Chagala Street, Kharadar


Tel :( 92-21).32434439



Regional Office

Margalla Textiles Mills

32- Hording Road

Sadar, Rawalpindi Kent.

Tel: (92-51-5566863)


Introduction of all Departments.

Following are the departments working in Monnoo group of Industries.


Internal Audit


Sales and Marketing

Human Resource


Accounts & Finance




Purchase Department

All kind of purchases are made by this department. Following are the main functions performed by purchase department.


Collect the requirements of all the department

Making decisions for purchase

Obtains quotations

Updating of all kind records

Regular Coordination with other departments

Negotiations with parties

Good relations with vendors


Internal Audit Department

Perform annual audit of all departments

Keep a check and balance

Coordination with external auditors

Work independently

Recommendation to improvements

Internal control

Preparing reports for higher management

Regular audit

Annually and monthly reports

Have full access to all data

Open communication

Team work

Operations Department

Good communication



General operations

appropriate utilization of resources


Overall management

Keep an eye on all operations

Formulation of rules and regulations

Provide assistance

Assessment and estimate

Sales and Marketing Department:

The most important job of the sales departments is to sell the products or services to their respectable clients. The sales department takes information from mills and then acts accordingly. Whereas the core responsibility of the marketing department is to do such kind of activates which ultimately brings the customers in.

Now we will discuss some main functions performed by sales and marketing department.

Satisfy the customers

Provide full information

To tell key benefits of the product


Public relations

Attract customers

Hire agencies

Create high involvement



Making Advertising Plans

Human resource

The major functions are recruitment, training, retaining, compensation and evaluation of the employees in a better way so that it brings the advantage to the company.

Main functions are:


Training and development







Performance review



Job description

Record keeping

Training need assessment


Policies and procedures

Recruitment process


Produce goods

Main department

Better quality


Proper monitoring


Quality assurance

Less wastage

Take conscious

Accounts and Finance:


Budget planning

Tax management

Trail Balance

Preparation of accounts


Profit and Loss Statements


Balance Sheet

Handling cash

Fixed Assets

Handling of Financial matters


It handles all the issues relating to computer. It includes

Reports creating


Hardware issues

Create and editing in software's


Date collection from different locations

Update data on website


Take care of land related issues

Dealing in courts

Dealing with government departments related to land

Valuation of land

Purchasing of land for according to group requirements

It handled all types of issuer related to land

e. Comments

The group is operating with functional structure. This structure is widely used by many organizations in all over the world. The Monnoo group is subdivided into functional units such as Purchase, Marketing & Sales, Accounts and Finance, HR, Production, Operation, IT, Land, Administration and MIS All departments are working according to different functions as assigned by the competent authority. The departmentalization of Monnoo group is based on functions. Therefore all departments are accountable for their responsibilities and purposes. The management has no problem to handle this structure. According to my opinion functional structure is a good choice. Similarly this function is working good according the groups requirements. The management of the Monnoo group of industries is very happy to follow this structure.

11. Plan of my Internship Program:

a. A Brief Introduction of the Branch where did I Internship:

Head Office:

Monnoo House 3- Montgomery Road Lahore

Tel: (92-42) 6364412-14

Fax: (92-42) 6364431


I did my internship in the head office (Lahore) of Monnoo group of Industries.

b. Starting and Ending Dates of my Internship

Starting Date

May 15, 2010

Ending Date

June 30, 2010

c. Names of Departments

Human Resource (three weeks)

Sales & Marketing (one weeks)

Production (one weeks)

MIS (one weeks)

12. Training Program

Detailed Description of the Operations of Departments I worked

Human Resource Department

Human Resource department in Monnoo group of industries is operating along with four sub departments including Recruitment, Benefits and Compensation, Training & Development and Career Planning. Now we will discuss the complete functions performed by HR department.

HR department is responsible to gather new/existing vacancies requests from all departments.


Making decision about Internal Sources or External Sources

Recruitment process

Employee referral

Advertising, newspaper

Campus Hiring

Employment Agencies


Training and development





Performance review


Maintained of personal record of all employees


Preparing final settlements

Updating of Leaves record

Sales and Marketing Department:

Following are the main functions performed by sales & marketing department. This department has very important significance in the group.


New product development

Decisions regarding price

Promotion activates

Media selection

Distribution decisions

Customer's satisfaction

Accomplish customer's needs

Advertising agencies

Stationary printing

Competitor's analysis

Developing a strategy

Satisfaction of the customers

Public relations

Attract customers

Making Advertising Plans

Marketing research

Customer's services

Direct communication with customers

Production Department

Subsequent are the most important functions performed by Production department.

Production of goods

Maintain high Quality standards

Communication with all the departments


Audit of shipments




Handling day to day operations


Scheduling and control

Maintain high quality standards

Proper monitoring

Less wastage

Take conscious

IT Department

IT department has a great significance as compared to other departments. Here are following functions of IT department.

Making new software's and makes some necessary changes in existing ones

Maintain networking

Purchasing of computer related accessories

Information safety measures

Looking after all the computer systems

Handling hardware issues

Record maintenance in soft form

Server protection

Reports creating

Date collection from different locations

Posting and updating of data on groups website

Installing and configuring new hardware and software

b. Detailed Description of the Tasks Assigned me in various department

Human resource

In Human Resource department I have spent almost three weeks. I have learnt many things. They have assigned my different tasks during my stay in HR department. Now I will discuss those tasks in detail.

Recruitment Process

Training & Development

New Staff Orientation Programs

Updating of record both in software and by completing files

New staff initial training

Performance Evaluation

Annual Increments

Career development


Marketing & Sales Department:

I have spent almost one week in Marketing and Sales department. In this department I have done following operations.

Data entries in software

Dealing with customers

Handling telephone calls

Coordination among all sales people

Dealing with agencies

Handling promotions

Study customers needs

Study consumers trend

Making a list of daily advertisements


In this department I have learnt many new functions. Some of those functions are:

Planning for completing orders on time

Quality policy

Material inspection


Stitching and cutting of garments

Built a link with purchase and store departments

Cleanliness of Machinery

Record maintenance

Assisting in Buyers Audit


I have spent one week in IT department. Following responsibilities are assigned to me:

Maintaining system

System efficiency

Maintenance of hardware and software


Assisting with different departments

13. Structure of the HR department

a. Department Hierarchy


General Manager


Manager Recruitment

Manager Compensation & Benefits

Manager Career Planning

Manager Training & Development

Assist Manager

Assist Manager

Assist Manager

Assist Manager

b. Number of employees working under HR department

There are around thirty employees working under HR department with different titles.

c. Mention any sub-department if exists under HR department

Recruitment Department:

Manager Recruitment

Assist Manager

HR Officer

HR Officer

HR Officer

HR Officer

In this department all the hiring process is takes place. Manager recruitment takes orders to assist manager and then Assist manager leads the Recruitment department team which includes four HR officers. These HR officers have performed all the functions related to recruitment process. All the request are collected by this department and subsequently takes decisions e.g. new hiring, internal promotion etc. In case of hiring from out side the department can use different options including publishing ads in the newspapers, post jobs on recruitment websites and post jobs on group personal website. Internal employees are also welcome to apply for the vacant position. If the above said situation arises than a selection board is established to evaluate the case after conducting interview with the applicant. HR department has maintained a huge CVs database.

Compensation & Benefits Department:


Compensation & Benefits

Assist Manager

HR Officer

HR Officer

HR Officer

HR Officer

This is also sub department of HR department. The department plays a very crucial role. In this department all the decisions are taken regarding workers compensation and benefits programs. This section is responsible to decide the benefits packages for all employees. This department is very strong and makes his decisions indepedentlaly. Market research is conducted on routinely basis so that a balance in compensation programs should be implemented fairly. Similarly they have developed software which is used to maintain all the data. The manager compensation & benefits negotiates with the employees while deciding the compensation and other related benefits.

The HR officers handle all the questions and provide information to the employees. These are also responsible to manage appropriate and exact payments of the salaries and full and final settlements. Similarly all the record is maintain by the HR officers.

Training and Development Department:

Manager Training and Development

Assist Manager

HR Officer

HR Officer

HR Officer

HR Officer

This department is being responsible for all the training and development related issues. Training is normally conducted at the time of new hiring. Different training methodologies are used to provide the accurate information to the newcomers. Followings are some training methods which are used in Monnoo group of Industries.



Computer based training

On the job training

Group discussion

Career Planning Department:

Manager Career Planning

Assist Manager

HR Officer

HR Officer

HR Officer

HR Officer

Future planning regarding hiring or firing of workers is completed in this department.

14. Functions of HR Department and Forecasting

Human Resource Planning and forecasting

HRP Process

Human Resource Planning process is used to make analysis of future requirements of the business. Its means that by following this process HR department can makes decisions easily regarding future hiring. HRP facilitates the group to anticipate the future requirements. The market is very competitive that's why employees have many options to select a job. In Human Resource Planning process both the current and future requirements are evaluated. So that the group's management can performs his functions smoothly. In this regards following Performa is followed strictly.

Monthly Recruitment Plan


No. of Personnel

Additional in the month

In number

Approved by Director










Quality Assurance


Forecasting HR Requirements

The group always looking for higher qualified and experience hand employees. Therefore HR department arrange meetings with all department heads to meet the future requirements of the group. After getting information from all departments than HR department make a complete plan. Similarly the HR department takes help from previous and current data to make the system more efficient.

If the future requirements are predicted well than the group can get many benefits by following this strategy. .

Methods to forecast HR needs

HR department arrange meetings with all departments heads to forecast the future needs of the organization. Therefore we can say that all the mangers are actually present their future requirement and then obviously HR department make a final report.

Employee Recruitment and Selection

Sources of candidates

Different sources are use for the employee recruitment and selection process.

Internal sources

HR department is used the internal sources of recruitment whenever possible. If a vacancy is vacant and the some internal employees are also interested to be sit on that position. HR department conducts interviews and take a final decision. The candidate's education and job related experience are strongly matters to final selection.

External sources

Most of the empty positions are filled through external sources. The concerned department sends a request form to the HR department after getting approval from concerned director. The Head of department also mention that is it new vacancy or a replacement. HR department finally takes a decision to select a channel for recruitment.

Employment Selection Process

The mother of all Human Resource function, which encircles, Human Resource Department activities is Recruitment & Selection. The Human Resource Department at Monnoo Group of Industries follow in completes the process and procedures for Recruitment, selection and firing, the criterion and all concerned matters. The process flow Selection of employees is as follows:

Job Codes

Job Creation

Job Analysis

Job Description

Job Specification

Interview Form

Short Listing

Appointment Letter

Job Codes:

All the post except the Director level postings are enlisted in Job Code list and the same Job Code is posted on the personnel file and the job notation is done as per the given code

Job Creation:

The Managing Director on the Directors created the specific job and informs Human Resource Manager of the needed and desired placement. The process of job creation is started with the filling of Job Creation Slip and pass on to the Human Resource Manager.

Job Analysis:

Every job is analyzed so that the recruitment can be completed in proper way the Human Resource Manager uses to collect the input from concerned person.

Job Description:

The Human Resource Manager in consultation with the concerned authority prepares the complete job profile as Job Description Form have it signed by concerned Director and review it accordingly before starting the external procedure.

Job Specification:

The Human Resource Manager prepares complete job specification with respect to the job demands of the employee who does it and the human skills that are required. The Human Resource Manager uses the concern format.

Intermediate Process:

The job is advertised on published though any reliable source and after sensitizing the collected Curriculum Vitae the said call letter is issued to the potential candidate.

Interview Conduction:

The potential candidates are interviewed via using interview format. The Human Recourse Manager interviews the candidates and shortlists them.

Short Listing:

The Human Resource Manager shortlists all the candidates on short listing Format.

Final Interview:

The short listing candidates are finally interviewed by concerned directors and final selection is made and approved drafted appointment letter is issued to the selection candidate.

Training and Development

Training need Assessment

Monnoo group of Industries keeps emphasize on training of its employees at all the levels. The company's philosophy for training revolves around the benefits of training to the organization, employee and to develop intra personal relations. Their training policy is that:


Organizational Context

Improves the job knowledge and skills at the levels of the organization

Improves the morale of the work force.

Helps people identify with organization goals.

Helps create a better corporate image.

Improves the relationship between boss & subordinate.

Helps prepare guideline for work.

Employee Context

Helps the individual making better decisions and effective problem solving.

Increases job satisfaction and recognition.

Helps a person handle stress, tension, frustration and conflict.

Develops a sense of growth in learning.

Helps eliminate fears in attempting new tasks.

Human Relation Context

Improves communication between groups and individuals

Improves inter personnel skills.

Build cohesiveness in group.

Provides good climate for being growth and coordination.

Employee Development

The Monnoo group pays attention to employee development programs. Many programs are initiated for employees training. HR department is responsible to arrange training programs on regularly basis. The head office building is used for training programs. Some employees are also sent on different institutions for getting training.

d. Performance Management

Setting performance standards & expectations

Setting some performance standards is good practice for the betterment of the employees. In Monnoo Group of Industries the management has set some performance standards for the motivation of the employees. Management has set some measures for promotions, increments and demotions. These Performance standards are used to measure the performance of individuals and teams. By implementing these performance standards the management is familiar with the accurate position of the objectives set by the top management. In Monnoo group, the management and employees are working together to mange these issues. Therefore they set specific gorals and than make strategies to accomplish these goals.

Employees are get benefits if they perform well and similarly they have to explain the disappointing performance. In such cases management issues some warning letters to those particular employees who are not performing up to the mark. In Monnoo group all the letters are issued to those particular employees and also maintain the records. A copy of this record is also placed in the personal files of those employees.

The management also takes some initiatives to help employees to find helpful solutions. It is also convey to employees that what are expectations of the management.

How performance reports are written

Different formats are used for performance reports. Following are some samples


Work Interest & Aptitudes














Physical Work (fixing, building, using hands)


Written Work (writing, reading, using words)


Oral Work (talking, giving speeches, using words)


Quantitative Work (Calculating, Numbers, Accounting)


Visual Work (Watching, inspection, using eyes)


Interpersonal Work (Counseling interviewing)


Creative Work (inventing, designing, ideas)


Analytical Work (initiating, directing, Coordinating)


Clerical (Keeping Records)


Out door work (farming, traveling, athletics)


Mechanical (repairing, fixing)

Name: ____________________________ Designation: __________________________

Department: ______________________ Date: _________________________________

I hereby affirm that all the above ratings are true to my understanding of the relevant aptitude.


Signed by

Remarks by HR Manager: __________________________________________________________





Acknowledge by


Evaluation Sheet

Employees Name: ______________________ Department: ____________________

Roster's Name: ______________________ Date: _________________________

Length of Fences: ___________________ Last Rated Date: ______________











































Task Accomplishment


Target Achievement






Quality of Work






40% + 20% + 15% + 10% + 5% Total

P.S. Employee will not be entitled for any appraisal if receives more then 20% in (E).

Remarks of the Rater: _____________________________________________________________


Remarks of the HR Manager: ______________________________________________________


Appraisal in term of

 Monetary Rewards

 Salary Increment

 Appreciation Letter

 Plague of Honors

e. Employee Compensation and & Benefits

type of compensation and benefits

Monnoo group of Industries follows a formula for compensation and salary administration of all employees and the objectives with this efficient system are to:

Acquire qualified personnel

Retain present employees

Ensure equity

Reward desired behavior

Control costs

Facilitate understanding

Pay good and get good

The HR department uses point system form, especially for recruitment and selection of new and old employees.

The HR Manager evaluates the job with the help of this form and suggests the concerned Director the respective salary range.

Following are the list of compensation and benefits which are provides to the employees.





Annual Leaves

Medical Insurance

Life Insurance

Petrol Allowances

Mobile Phone Facility

Marriage Grant

Death Grant

Education allowance

f. Organizational Career Management

Employee job changes

Job changes with the organization


At Monnoo group of Industries the concept of promotion is, "a promotion occurs when an employee is moved from one job to another that is higher in pay, responsibility and/or organization level.

Merit based promotion

Seniority based promotion


Employees are also transfer after fulfilling all the necessary requirements. The vacant vacancies are also filled through transfer. The HR department coordinates with the heads of departments to complete the process of transfer. Transfers are only take consider if employees are satisfying all the necessities set by the HR department.


This option is used occasionally. The need to use this option arises when some employees are not working up to the mark. Consequently they demote down from their current position for the purpose of penalty.



Layoff practice is not generally followed in the group. The management has the right to use the layoff option whenever they realized. Layoff means that reduction of employees through suspensions.


A permanent/confirmed employee's services may be terminated by his/her Manager for any reason other than misconduct by giving him/her one month's notice in writing or one month's salary in lieu thereof, also in writing. The concerned Manager must discuss the matter with the HR Manager before terminating an employee. In case a Manager believes that an employee may be exempted from serving the notice period then the concerned Manager shall seek such approval from the HR Manager, in writing before informing of the same to the employee.

The services of a temporary/part-time employee may be terminated without giving notice upon completion of the assignment(s) for which he was employed. A contract employee's services will be considered terminated upon the completion of the contract requirements or earlier in accordance with the terms and conditions laid down in the contract.


A permanent/confirmed employee may resign from service by giving his/her Manager one month's notice in writing or by depositing one month's salary in lieu thereof. Similarly in Monnoo Group of Industries a temporary/part-time employee may resign at any time without giving notice. Before payment of final dues to an employee leaving service, he shall be required to hand over charge in a proper manner and obtain the necessary clearances on the prescribed Employee Exit Clearance form (Full and final settlement) from all the relevant departments/personnel.

No employee, except the HR Manager, is authorized to issue termination/final clearance letters/experience letters on behalf of Monnoo Group of Industries.


By reaching at the age of 60 an employee can take the retirement option. Normally total gratuity and other benefits are paid fully to employees. Along these benefits, E.O.B.I pension is also started to the retired employee. HR department make coordination with EOBI department in this regard.

g. Labor Management Relations:

In Monnoo group of industries unions are not exists. Therefore whenever any conflict exists the admin & HR department deals it directly with the employees. But normally this happens occasionally. As I have described earlier that monnoo group is a well trusted name both for the customers and employees. The owners are very much keen to take note the problems of the employees. In the same way they always try their level best to solve it. The employees feel a self respect while working in group. The working environment is very flexible.

Management feels that employees are very much honest towards group. They are working very hard. They always appreciate the team work.

Whenever any conflict is arises the admin & HR department sit together with the other party which may be a single person or a department. Then management creates a task group to handle that which normally includes persons from Admin & HR department, one person from management. Then this task force meets the other party and asks employees to select some persons to whom they will negotiate. Then this group tries to diagnoses the issue. The nominated persons view the issue and evaluate it according to environment and then suggest some possible solutions. The employees nominated persons are also included in the process and now both the parties try to find a single solution. After this the task group presents their suggestion in written form to the competent authority. At this moment the authority issues instructions after viewing the recommendations from task group. Finally the issue is resolved peacefully.

In Labor management relations the role of admin & HR department is very crucial. They usually try their best to create a win win position. The role of both HR and line manger is very crucial in these cases. The HR manger has a purpose to understand workers need and demands and as well to satisfy employer. Therefore in most cases he fined a middle solution which will acceptable to both of the parties.

The Admin & HR department routinely visits different sites to know about the issues of the employees. By following this strategy they can know about the current issues of the employees. They also create a good relationship with the employees.

15. Critical analysis:

The group is currently facing over staffed position.

HR department needs to be effective more.

Over staffed organization

Training of employees is very necessary for effective production.

Lack of management support for the HR department.

Policies should be revised instantaneously.

16. SWOT Analysis


Credibility in the market

Monnoo group has a great credibility in the market. The group has a good name in the market for since its beginning. Both the buyers and suppliers are satisfied with group's performance. According to my opinion that's a big strength of the group. Generally speaking trust is considered main thing in any kind of business.

Strong marketing team

Groups have developed a strong marketing team. In fact speaking this team is a mixture of experienced had persons and the young people. That ultimately brings strength for the group.

High quality products

Similarly group management is very much conscious about the quality of products. They never ever compromise on quality of products. Therefore they have hired experts' people who are continuously worked to develop the quality of the products.

Over 65 years experience

Group has over 65 years of experience in its field. This is also a big advantage. People trust them and buy their products without any hesitation. They have earned a good name both in textile and sugar sectors.

Huge list of buyers

A number of buyers are always interested to buy the products from Monnoo group of industries. These buyers are belongs to within the country and outside the country as well.

Strong environment

The environment is very good and relaxed. Working hours are very flexible. Employees can share their ideas interpedently. They are warm welcome by the management of the group.

Healthy relations between management and employees

The working relationships are also very good in the group. Management is highly appreciating the good ideas from employees.

Low cost

Group is continuously producing very low cost products. That's why market accepts groups manufactured products very early. A large number of buyers are always preferred to buy.

Qualified staff

The staff is also very much experienced and well educated. That's also a big strength of the group.


No advertising and promotion

Group is not so much active in advertising and promotion of their products. They only take business through their reputation in the market. I consider this weakness of the group because nowadays the whole companies are getting customers through advertising campaign.

Weak IT department

There is a lack of modern equipments in IT department. Therefore group is not performing up to the mark.

Lack of innovation

Group has not yet developed the research and development department. They just apply the old methods to produce new products. Therefore groups is currently suffering lack of innovate products.

Lack of modern machinery

The group is currently operating with old machinery. Therefore it pays a great impact on the production.

Lack of corporate culture

Group is also operating with corporate culture. They need to change it for the betterment of the future.


Incentive from Government

In the future, the group may get some sort of incentives from government. In current scenario the textile sector is facing a lot of problems due to energy crises and lack of facilities from government. Therefore there are strongly chances that government should provide some incentives to the textile sector.


Some rebates are also expected. Therefore it is also consider being the opportunity for the group.

Introduce products to new areas

Group can introduce products to new areas. By applying this strategy they can surely get a huge profit and market share.


Foreign competitors

By viewing current scenario textile sector facing a lot of competition from foreign competitors. This is indeed a big theft for Monnoo group as well. They should adopt those strategies which not only enhance their productivity but also increase customer's base.

New technologies

Technology is changing day by day. The group is till using old methods in their mills. The competitors are using new technology in their operation but Monnoo group is not following new tends. That's why technology could be a threat for the group.

Lowest cost of competitors

The main competitors are producing products with very low or cheap cost including international competitors. The group should also review the cost cutting methods. So that they can stay in the market.

Political situation

In Pakistan the political instability is always a big question for the companies. This also is a threat for the company.

17. Conclusions:

It was a pleasure working here in Monnoo Group of Industries. The group is considering one the biggest groups operating in Pakistan. I also had a great experience in HR department. Monnoo Group of Industries is a well trusted name in Pakistan. Currently group is producing textile and sugar goods on a large scale. Group has a strong market respect for their quality based products. Many international brands are currently working with Monnoo Group of Industries. The group has following a good compensation plan for his employees who are working all over the Pakistan. Management is paying very less attention to upgrade the old machinery. This is very important issue and management should take a brave decision.

Training sessions should be implemented with full devotion. A trained force can produce good results. In some units, the hiring system is not followed properly. Nepotism is very common. Management should take a bold step to eradicate this problem; otherwise in the longer run it may create many problems.

The Group may achieve many opportunities by overcoming their weaknesses. The groups also has big advantage of strengths which including good credibility in the market, strong marketing team, high quality products, over 65 years of experience and huge list of buyers etc. that's why management should try hard to cash these strengths. So we can say that overall performance of the group is very fine.

18. Recommendations:

Group is currently facing an over load situation. So management should introduce schemes e.g. golden hand shack, rightsizing. By implementing this strategy group's can enhance his financial position.

Group should adopt the diversification strategy because nowadays textile sector is decreasing day by day.

Management should develop research department because currently group is suffering lack of innovation.

Group also needs to pay attention on advertising their products. Presently the management is not involved in marketing activities.

Group should also need to hire outside persons so that they can get benefit of new latest technology and new trends.

The IT side of the group is also need consideration.

HR department also needs to be more useful. There is a lack of management support to this department.

The marketing and Sales departments are also not performing according to the requirements. This side also needs some actions from management.

By following above said recommendations the group can get many benefits to run the entire business smoothly.

19. Reference and Sources

HRM 628 Organizational Developments handouts

20. Annexes