ESTABLISHMENT OF HUMAN RESOURCE DEPARTMENT OF SINDH DAIRY FARM

DAIRY

ESTABLISHMENT OF HUMAN RESOURCE MANAGEMENT DEPARTMENTOF SINDH

DAIRY FARM

AMBREEN FATIMA , AREEBA REHMAN , RABIA WALI AND ASMA NAZ

BUISNESS RESEARCH PROJECT

MOHAMMAD ALI JINNAH UNIVERSITY

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Table of Contents
EXECUTIVE SUMMARY ........................................................................................................... iii
1. INRODUCTION ......................................................................................................................... 1
1.1 ECONOMIC /CULTURAL OUTLOOK 2019 .................................................................. 1
1.1.1 AGRICULTURE GROWTHPERCENTAGE:......................................................... 3
1.2 LIVESTOCK / DAIRY SECTOR OUTLOOK: ................................................................... 3
1.2.1 IMPORTANCE OF THE DAIRY SECTOR ............................................................ 5
1.3 COMPETITORS OF SINDH DAIRY FARM: .................................................................... 5
1.3.1 SURMANWALA CATTLE FARM ........................................................................... 6
1.3.2 SHAUKAT DAIRIES FARM ..................................................................................... 6
1.3.3 UMER FARMS ............................................................................................................ 7
1.4 HISTORY AND BACKGROUND OF THE FIRM: ........................................................... 7
1.5 THORIES RELATED TO AREA OF SPECILIZATION ................................................... 8
1.5.1 Human Resource Management: ................................................................................. 8
1.5.2 Human Resource Management Models: .................................................................... 9
1.5.3 Matching Model: .......................................................................................................... 9
1.5.4 Harvard Model: ........................................................................................................... 9
2. DETAILED ORGANIZATIONAL OPPORTUNITY / PROBLEMS ................................... 10
2.1 I NTRODUCTION OF THE CHAPTER ......................................................................... 10
2.1.1 ABOUT SINDH DAIRY FARM .............................................................................. 10
2.2. PROBLEMS IDENTIFICATION ..................................................................................... 10
2.3 JUSTIFICATION /REASONS ........................................................................................... 11
2.4 RECRUITMENT AND SELECTION:............................................................................... 11
2.4.1 TRAINING AND DEVELOPMENT: ...................................................................... 12
2.4.2 EMPLOYEE HEALTH AND SAFETY: ................................................................. 12
2.4.3 HUMAN RESOURCE INFROMATION SYSTEM: ............................................. 13
2.5 DETAILED PROCESS: NDP / OPPORTUNITY / PROBLEMS ..................................... 13
2.5.1 RECRUITMENT AND SELECTION PROCESS.................................................. 14
2.5.2 TRAINING AND DEVELOPMENT ....................................................................... 15
2.5.3 EMPLOYEE HEALTH AND SAFTEY: ................................................................. 16
2.5.4 HUMAN RESOURCE INFORMATION SYSTEM............................................... 16
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3. RESEARCH METHODOLOGY.............................................................................................. 17
3.1 INTERVIEW ...................................................................................................................... 17
3.2 DEVELOPMENT OF QUESTIONNAIRE ........................................................................ 18
3.3 DESIGN OF QUESTIONNAIRE....................................................................................... 18
3.3.1 Category – 01: ............................................................................................................ 19
3.3.2 Category -02: .............................................................................................................. 19
3.3.3 Category -03: .............................................................................................................. 19
3.4 INSTRUMENT ................................................................................................................... 19
4. RESULTS / DISCUSSIONS .................................................................................................... 20
4.1 RECRUITMENT AND SELECTION ................................................................................ 20
4.2 HEALTH AND SAFETY : ................................................................................................. 21
4.2.1 INTRODUCTION: .................................................................................................... 21
4.3 HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM (HRIS) : ............. 22
4.3.1 Main Components Of HRIS...................................................................................... 23
4.4 TRAINING AND DEVELOPMENT.................................................................................24
4.4.1 Main Components of Form.........................................................................................25
5. MANAGERIAL IMPLICATIONS: ......................................................................................... 27
5.1 SUGGESTION/RECOMMENDATIONS..........................................................................27
5.1.1 Recruitment and selsction............................................................................................27
5.1.2 Training and Development..........................................................................................28
5.1.3 Health and Safety.........................................................................................................29
5.1.4 Human resource managemnet information system.....................................................30
5.2 CONCLUSION..................................................................................................................31
6. LIMITATION ........................................................................................................................... 33
7. Appendix ................................................................................................................................... 34
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EXECUTIVE SUMMARY

Being a students of BBA we decided to pursue our knowledge practically implementable

in BUSINESS RESEARCH PROJECT to know the effectiveness of HUMAM RESOURCES

MANAGEMENT DEPARTMENT .We selected SINDH DAIRY FARM to gather information

regarding the Sindh Dairy Farm we approached them via mail and set a meeting with the owner

of Sindh Dairy Farm JAVED JAMEEL MEMON and one of his employee M.JAFFER AMIR

.The aim to had a meeting is to discuss face to face about their business and how they are

implementing the functions of Human Resource Management which was done by open ended

questionnaire. As the name of our topic indicates that we have worked on the Establishment of

Human Resources Department of Sindh Dairy Farm as there are 600employees working under an

improper HR functions so we decided to work on it and give them adequate HR department

which functions properly. The Human Resource Department help in managing the policies to

achieve strategic and organizational goal. Some functions of HR include:

Recruitment and Selection

Training and Development

Compensation

Employee Retention

Health and Safety

Management of Employee Records

Human Resource Information System

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The basic problem of Sindh Dairy Farm which we identify through the questionnaire was

the issue in some of its functions of Human Resource Management.

 Recruitment And Selection

 Training And Development

 Employee Health And Safety

 Human Resource Information System

The purpose of solving these issues is to give awareness and create a new mind set to the

management of the farm that by following the policies they never face problem regarding issues

arise in hiring or in training or in health and safety because if they have proper policies and

forms they have the facility to take help and guidance from it.

Forms also made in this regard for the functions in which they having issues for the

proper documentation of the employee records and for the proper legal farm policies.

Our project provide a path way to this sector of Pakistan for the smooth running of HR

functions for better productivity and efficient and retention of employee as they are the key

assets of the firm.

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CHAPTER ONE

1. INRODUCTION

This chapter consist of economic, industry/ sector outlook, competitors, firm’s history

and background, theories related to human resource .

1.1 ECONOMIC /CULTURAL OUTLOOK 2019

The current inflation rate of Pakistan is 9.41(trading economic, 2019). In the overall

economy, livestock play a key role. Around 58.92% of the agricultural added value was in the

livestock sector, while 11.11% (Pakistan economic survey 2017-18).contributed to national

GDP. The government will give its development a top priority and focuses on the growth of

private sector livestock. The government has put livestock on the national development agenda

by supporting the importance of livestock. The Livestock Development Policy and Dairy

Development Policy has been developed. Both policies are aimed at the growth of private-sector

livestock and the government offers a positive environment. Policies would create an accelerated

livestock framework.

Agriculture is the backbone of Pakistan's economy and livestock play an essential role in

ensuring that balanced diets, like eggs and meat, have something to do with dairy. Pakistan's

approximately population of 195.4 million and almost eight million families are dependent

directly on rural livestock and milk industry. Pakistan has recently been classified as the third-

largest producer of dairy in the world, with a per capital increase in the number of dairy cows,

rather than a recent rise in dairy production. . The current population growth and increased food

demand were the requirement for more milk to be generated. Milk farmers in Pakistan need to
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understand the key drivers of change to plan for an ever-expanding demand. Pakistan is an

agricultural country which plays a major role in the economy and provides the required human

diets in the form of meat, milk and eggs for livestock. Currently the contribution of animals to

the Gross Domestic Product (GDP) has been about (58.92 %) and (11.11 %) of agricultural

added value. The most frequently mentioned measure of the significance of an economic sector

or industry is its contribution to the size of the Gross Domestic Product (GDP). Animals are the

main source of income and food for most small-scale farmers across the country (Pakistan

economic survey 2017-18).

Pakistan's agriculture sector plays a key economic role, contributing 18,9% to GDP and

contributing 42,3% to the workforce. It is also a major source of external income and promotes

growth in other sectors. In order to increase growth in this sector, the government is

concentrating on supporting small and small farmers in developing small-scale innovative

technologies. According to Pakistan's seven population and housing census in 2018, the

population in the country is rising by 2.63 percent annually, as well as the fast increase of the

population.
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1.1.1 AGRICULTURE GROWTHPERCENTAGE:(Pakistan economic survey 2017-18)

sector 2011-12 2012-13 2013-14 2014-15 2015-16 2016-17 2017-18

Agriculture 3.62 2.68 2.50 2.13 0.15 2.07 3.81

Crops 3.22 1.53 2.64 0.16 -5.27 0.91 3.83

livestock 3.99 3.45 2.48 3.99 3.36 2.99 3.76

Forestry 1.79 6.58 1.88 -12.45 14.31 -2.37 7.17

Fishing 3.77 0.65 0.98 5.75 3.25 1.23 1.63

1.2 LIVESTOCK / DAIRY SECTOR OUTLOOK:

Pakistan is an agricultural country where the animal livestock sector is the major

contributor to agriculture, presenting 58.92 per cent of the population. Dairy plays an important

role in food consumption in Pakistan's diet in the form of milk, meat and egg. Due to long-term

advantages like bone health, decrease the risk of cardiovascular and blood pressure diseases,

diabetical type 2 and dehydration, milk is classified as a major milk product. Pakistan’s livestock

contributes 11.11 of the total national GDP which is greater than the contribution of any other

sector in Pakistan. Rural dairy farmers produce around 80 percent of the milk in Pakistan. Only

10% are delivered to the milk processing companies, while 60% are consumed at the source.To

bring about expansion in the percentage of processed milk, the government needs to initiate

incentives and control the supply chain. It should be mandatory, for example, to install chillers

for storage of milk at source. This not only guarantees freshness of milk but also increases its

preservation time. Absence of proper transport systems and almost non-availability of cold chain

networks means that milk in villages is stored in non-food grade containers.

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It is necessary to establish certification bodies and research institutes in the livestock

sector in order to increase production in this sector and facilitate people connected to the

livestock sector. The strategic channel for export to China of our meats and milk products is

under way with the competent authorities of South Africa, Jordan and Indonesia. In the financial

year 2018, the sector achieved external gains of $ 105 million through the export of meat.

Exports consist of many products including skins, bones and bone products, live animals, wool

and poultry. In the international market, Pakistan has a low participation, however the livestock

sector is sufficient for local demand, thus saving the foreign treasure. In the fiscal year 2018,

nine thousand dairy cows were imported which contributed to Adding to the commercial system

61 million tons of milk. He said the livestock sector in Pakistan has extraordinary growth

potential. Pakistan is located near Middle East and Southeast Asia in a geographical location.

Both regions lack animal products and are subject to imports from other countries, which is a

great opportunity for Pakistan to get a livestock market in these countries. The contribution of

livestock to GDP has remained around 12% (Dawn, April2019) in the last five years, to increase

the production that Pakistan needs to work in urbanization and diversification of this sector. He

said that the consumption of meat, eggs and milk throughout the world has been steadily

increasing over the last two decades, the most important factors for this increase in consumption

are population growth, reorganization and the increase in revenues from people and missing

support for local processing and value addition. There have been major changes in Pakistan's

milk sector over the past ten years. Many modern milk farms in different areas have been

established. Most milk farms have exotic animals, and hundreds and thousands of such animals.

There are also dairy farms with over 3,000 animals and 5,000 are planned. The most recent

executives and feeding practices and well-trained human resources were adopted by these farms.
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The dairy products manufactured at these farms are sold in processed form / fresh via outlets /

department stores and/or supplies to dairy enterprises etc.

1.2.1 IMPORTANCE OF THE DAIRY SECTOR

In Pakistan's economy and livelihoods, livestock and its dairy sector play an important

role.

• It also supplies raw materials for the leather, carpet and wool industries in particular.

 It is a social security system for the poor, loading them when they are in need and acting

as a protection for the loss of crops in the Barani region (rainy)

 Historically, livestock were dominated by smallholder farmers in the agricultural sector

to meet daily milking, food and money requirements.

• Livestock can be seen as safer income sources for smallholder farmers and landless

farmers in rural areas.

• It has also become an important source of employment for women in rural areas.

• milk sector in 2010-11, helping to make Pakistan the world's fourth-largest producer of

milk, produced 46.44 million tons of milk.

• The occurrence in Pakistan is influenced by income variability and thus the best hope of

poverty reduction is for livestock and dairy products as they can increase the socio-

economic conditions of the rural population.

1.3 COMPETITORS OF SINDH DAIRY FARM:

Indeed, competition is a basic threat for any organization which is necessary to be ponder

over like every business Sindh dairy farm is also in a marketplace where there a lot of rivals to
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beat the other organization and become the leading one in the market. There are several

competitors of Sindh dairy farming such as:

1.3.1 SURMANWALA CATTLE FARM

Surmanwala cattle farm entered in this business in 2008 which is located at jameel

society behind Quetta durbar hotel, super highway Karachi. The mission of this firm is to satisfy

the customers with great quality of stock and inner satisfaction and now become one of the most

attractive for the customers because as we can see in EID ul AZHA how healthy their stock is

available to be presented for slaughtering .They are seen to have enormous profit in this season

because of giant and beautiful cows which are being presentable for customers in vip tents. They

do buy cattle from different parts of the world like Canada, Mexico and Australia .Surmawala

cattle ‘s offer a wide range of stock which starts from 50000 to 2500000.

1.3.2 SHAUKAT DAIRIES FARM

It is a cattle farm founded in 1975 by Haji Shaukat Ali with a mission of providing pure

milk to the consumers. It is located at super high way,Karachi .Its mission is to provide the best

quality of product to its consumers which includes:

Lassi

Fresh milk

Flavored milk

Energetic drink
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1.3.3 UMER FARMS

Umer farms is venture of group of companies that is located at sheikhpura Faisalabad it

covers 30 acres for running their business for the purpose of best quality breed they buy it from

Australia they are having 130 employees for looking after the chores .At present they do have

1500 herds to supply milk. A panel of expertise is hired in thefirm to give them expert advices

tobe the top leader in the market. Updated and technologically updated tools are used to increase

productivity and improve quality for the customers. Recently they are engaged in providing the

best quality of milk through modern tools and efficient labor.

1.4 HISTORY AND BACKGROUND OF THE FIRM:

Dairy farm is subclass of agriculture which is use to extract the milk of mammals for the

consumption by humans. Sindh dairy firm was established in 2000 by jawed memon who

belongs to Punjabi feudal system .In the start it was dealing with only fresh milk but now they

different product lines like lassi, energy drink etc. The firm is having 10000 different breed cow

which they buy from local market i.e sahiwal, Punjab and Bahawalpur as well as internationally

by Australia and Mexico .They have 1000 employees working day in day out for organization’s

productivity whole firm is designed and divided according to the hierarchical that is top

management choses the managers by their discretion based on references they are using database

software for maintenance of record. The lower level employees that is skilled have their cottages

inside the farm where is they live .Leaves are given only on holy as this type of business requires

24 hours work. at the milking station one by one and it takes some milk first to see any blood or

impurities According to the owner the process of milking starts by feeding up the herds and then

assembling them not present in the milk then whole milk is pulsated. If any cow is sick its milk is
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isolated from other and thrown away for best quality of milk it is tested again and again to check

that it is free from any harmful bacteria or viruses for healthy breed of panel there are doctors

available for checkups and prescription of medicines. There are a lot of competitors for winning

the battle some of them are surmawala cattle, umer farms and etc. .Sindh dairy firm also have

hired a team of experts who help them in running the chores or whenever the situation become

chaos. Sindh dairy firm enjoys a handsome profit by their business which is indeed the fruit

which they get from the hardworking efforts of its key employees.

1.5 THORIES RELATED TO AREA OF SPECILIZATION

We cover the entire field of human resources management in our business project.

1.5.1 Human Resource Management:

People are very social and they can't survive and work alone. Our relationships are

always conscious and unconscious in our plans, development and management. The relationship

is the result of our actions and largely depends on our ability to manage our activities. Each

individual gains from childhood understanding and knowledge about how to understand others

and how to comply in every situation in life. Later we will continue the education and

understanding in our workplace in the development and management of relations. This key issue

of the management of relations is the main idea of human resources management. HRM has been

accepted both in the academic and commercial field since the mid 1980's. HRM is an

organizational, multidisciplinary function drawing theories and ideas from various areas like

management, psychology, sociology and economy..

HRM is a study of activities involving people who work in an organisation. It is a

management function that tries to match the needs of an organization to their employees ' skills
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and abilities. Management of human resources (HRM) is a process to hire, motivate and maintain

people within an organization. It concentrates on people in groups.

1.5.2 Human Resource Management Models:

These Both models play a significant role in managing human resources.

 Matching Model

 Harvard Model

1.5.3 Matching Model:

Form burn formed the corresponding model in 1984. It says that people within the

organization are managed according to quality and efficiency standards. In this model, there is a

human resources cycle composed of four processes or functions in all organizations. The

following are:

1. Selection

2. Appraisal

3. Rewards

4. Development

1.5.4 Harvard Model:

The Harvard model claims to be very significant, seeking to understand six key

components of the management of human resources. The dimensions of the model are:

stakeholders, interests, situation factors, policy options for managing people's resources.
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CHAPTER TWO

2. DETAILED ORGANIZATIONAL OPPORTUNITY / PROBLEMS

2.1 I NTRODUCTION OF THE CHAPTER

This chapter is base on the findings and problems identifications which are highlighted

after interview and questionnaire

2.1.1 ABOUT SINDH DAIRY FARM

Sindh dairy farm which was founded in 1986 known among the largest dairy farm in

Pakistan which is situated at superhighway. The farm not only consists of dairy but also have

Sindh Dairy Fresh Milk mill and Feed Mills. . In Sindh Dairy Farm there are approximately 600

employees are working . Sindh Dairy Farm has the reputation in providing the healthy cows and

has demand in the market .They provide there workers a rest house near their farm. Sindh Dairy

Farm using software for their work is Vaccu Tech for cattle farm and a self design software .

2.2. PROBLEMS IDENTIFICATION

The problems was identify through a meeting conducted by us with the owner and the

employee and while meeting we also fill the questionnaire which was open ended and consists of

several questions related to the human resource management .After a successful meet up we

come to identify the problems which creating the issues. The issues that there human resources

department is not much incorporated or active so we decided to establish there Human Resource

Department by finding slack and decided to work on certain functions which are useful.

 Recruitment and Selection

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 Training and Development

 Health and Safety

 Human Resource Information System

2.3 JUSTIFICATION /REASONS

Sindh dairy farm is having a large amount of employees who are working for this
organization through a primary source i.e questionnaire we found a number of respective
problems in the HR department that are been discussed according to the roles and functions of
Human resource department.

2.4 RECRUITMENT AND SELECTION:

Recruitment means creating a pool for suitable candidate and to persuade them to be the part
of organization whereas selection refers to all the processes where the potential candidate is
being selected for the firm. This process consists of various steps :

 Finding the vacant position

 Preparing the job description
 Preparing job specification
 Advertising thee job
 Managing the response
 Short listing
 Interviewing
 Referencing
 Appointing the candidate

According to Mr. Javed Jameel Memon sometimes vulnerable types of employees are being
hired to take care of the live stock who are some sort of culprits and give damage to the
organization by whistle blowing or asking for financial money always and not working properly
for the firm. This is all because they don’t do any sort of little investigation for hiring the labors
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they hire them on first come first serve basis no inquiry about them which leads to as they don’t
have record of how many employees.

2.4.1 TRAINING AND DEVELOPMENT:

Training and development refers to the function of HR where employees are being trained
where they lack in bringing out the best efficient and quality product and service.There are
several types of training through which employees can become better :

 Managerial training
 Team training
 Technical training
 Quality training
 Safety training

Training can be done through two ways :

 Internal training
 External training

The main problem in training function of Sindh dairy arm is they don’t train the labor that how to
feed the cattle stock i.e. what is the correct timing of feed and how to overcome if they are
having any problem in breeding as well as most of employees don’t know how to use the
software for maintaining the records and integration among the heir chary. They are lacking in
the full utilization of the software but unfortunately the top management is not paying attention
to their unskilled and untrained efforts .According to the employees they don’t provide manuals
so that they can read the instructions for using the software neither they haven’t have expertise
for better advices of the usage and implementation of the software.

2.4.2 EMPLOYEE HEALTH AND SAFETY:

It is the function of HR which is related to employees health and security that the
workplace contains no harm or hazards for them and they are full secure with the environment or
assets of the firm.If the number of accidents increases in any firm their reputation will decrease
and as well as the morale of employee would go down. For this purpose an employee told
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through the questionnaire that in the farm there are many types of insects or of any of us get
injured during cattle feed or any seasonal diseases arise and they get sick they are not paid
attention to this matter nor they are given sick leaves to go home and get care by their loved
ones, Furthermore they added the farm works 24/7 and whole day they have a tough hectic
schedule and by that they can’t rest properly because the resting time is not that much prolonged
that they could enjoy it fully.

2.4.3 HUMAN RESOURCE INFROMATION SYSTEM:

HRIS is nowadays a basic need for the firm to have a proper database record of their
employee and product information this can be relatable to employee’s name, date of joining,
salary, bonus no .of leaves and for product it can be name of product, type of product, sales in
units and its value ,no. of defect items. Sindh dairy farm is using vaccu.tech software for this
purpose. But the main hindrance which arises is that the workers are unaware of using this
technology that how it would be utilized what will be the way of using its function installed by
the expert software team it was further acknowledged to us that they are not provide assistance
on coping up whenever they lack in using and are forced to learn by other employee no sort of
broacher, instruction book is given to them from where they can read and get aid.

2.5 DETAILED PROCESS: NDP / OPPORTUNITY / PROBLEMS

All the problems that have been highlighted have solutions which give an opportunity to

Sindh Dairy Farm work in a proper way and can able to solve the issue which they had face and

by knowing the opportunity make a proper employee and employer relation and bring more

productivity in the business .

The issue that has been focus in the problem identification has a very productive and

implementable solution which we are providing through which they get an opportunity to cover a

problem and through this the major functions of their can work properly.
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2.5.1 RECRUITMENT AND SELECTION PROCESS

Recruitment and selection is the very initial stage for the hiring of an employee and this

initial stage have to work in a proper way .If there is lack in this process the over all hiring of an

employee become waste .

Understanding all the problems and the issue they are facing we come up with a decision

to build an proper recruitment and selection process for them through which they can easily

follow the steps and recruit an appropriate employee.

The first important thing that we had made is the policies. A guide line for the for them

through which they follow the procedure of recruitment and selection.

The policy contains basic elements like when the need of hiring require then how to proceed the

process. The guideline for internal posting. Creating Job description, Employee selection stage

and the interview feedback guideline.

Such guideline provide an opportunity to Sindh Dairy to work properly in recruitment

and selection process and hire an employee with proper documentation.

For the recruitment and selection we also build forms for them through which they can

easily document each information of the employee from recruitment form ,job application form,

job description and job offer letter.

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2.5.2 TRAINING AND DEVELOPMENT

Training of an employee is really important whether the organization is small or big if the

employee with passage of time not trained their capacity of doing work become low .

The process of training and development enhance the capabilities and abilities of the

employee to work properly . Training basically require by the employee so he can identify there

weakness which they really want to cover up for future developments .Mostly in farms the

employee are train in order to increase their skills and abilities regarding the live stock . As the

Sindh dairy farm employees have no command on the software so by giving them proper training

of using the software help them to work easily and ton help them in keeping records in spite of

doing itmanually.

Training also help the employee to use in machine for cutting grass and also help the

employees in knowing the animal disease ,milking and daily routine concentrate on feed

preparation and also in farm design , sheds design these all the best opportunity which help the

Sindh Dairy to improper their working standards.

As their problem was that their is no proper training environment that’s why employee

don’t have any command on using the software as well as they are not properly evaluating on the

basis of their work .As due to no training their employee become less productive due to which

they are unable to work effectively and their retention with the employer become low so for this

we make a proper policy through that policies the training procedure become easy as well as we

make training evaluation form which is basically fill when the employee get training and the

form will attach with the file of each individual and is properly documented so in this way the
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employee retention with the employer created and when ever a training session held they

motivated to take part in .

2.5.3 EMPLOYEE HEALTH AND SAFTEY:

Employee health and safety is the basic responsibility of the farm to take care of its

employee and aware them with hazards which they can face during the duty.In order to provide a

complete health facilities the employee should provide with such incentives through which they

can protect them self. Mostly it include proper gloves , mask , sanitizer and vaccine which

should be given to the employees to protect them from hazardous infections and viruses cause by

the cattle’s.

For this we make an employee health and safety policy form which help them the

employer to give a proper health facility to the employee and aware them through health

precautions.

This opportunity helps them to protect their employee from dangerous diseases and aware

them from safety needed during work.

2.5.4 HUMAN RESOURCE INFORMATION SYSTEM

Human resource information keeping is very important to keep employees record update

and secure its important is very much as the employees profile related information update will

help the employer to know the employee information .If any employee leave the farm so their

data help in re hiring him or help in creating link.

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CHAPTER THREE

3. RESEARCH METHODOLOGY

In this chapter we study about the approaches of research and steps of research methods

that were implemented during the whole study.

Human resource department in any organization either it will be industry plays a very

significant role it carried out information regarding so many aspects of the organization which

are retaining , motivating , monitoring and payroll etc. The research which we will carried out is

exploratory and the method we follow in this research is qualitative, by doing this research we

identify the flaws and weakness which will be accruing because of the limited utilization of hr.

department.

The steps we follow while gathering data first we schedule a visit to the Sindh dairy farm,

as we have a reference of one of our friend will schedule a visit of us , to Sindh dairy farm ,

Approval of visit will be take place by sending them an email a scan copy of visiting letter also

use reference for approval of visit , so the manager of Sindh dairy farm will give us a approval to

make a visit there. Then after having a visit which will be made on 25 th April we will move

further to gather some more information about Sindh dairy , so decided to have a meeting with

the farm owner as we have a list of questions that we analyze while having a visit there . so on

the behalf of Mr. Rashid we finally schedule a interview meeting with the owner.

3.1 INTERVIEW

We conducted a meeting, in which we take interview, the interviewer name is Mr. who is

the owner of the dairy farm. And also interview with Mr. Jaffer who is assistant payroll manage
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of the farm. Then in the interview meeting we going to ask some open-ended questions

according to our questionnaire. The interview meeting was conducted on 4 th April, 2019

(Thursday) at 2:00pm at (Royal ice & spice at Sindhi Muslim society) Then further detailed

about the company will be taking through the telephone interview before having a meeting with

the owner we have to developed a questionnaire.

3.2 DEVELOPMENT OF QUESTIONNAIRE

The aim behind the development of questionnaire is to gather detailed information of

inside of the company also analyze practical knowledge about the real world utilization of human

resource department. The questionnaire was developed with the help of various related book of

human resource management. And also gathered some information about how to develop a

questionnaire of business research method book name Uma Sekaran .

3.3 DESIGN OF QUESTIONNAIRE

In our primary data collection, first we make a call to the partner of the firm’s owner and

convince them to give us a chance of taking their interview and also give us a time in order to

ask some questions. Before having a meeting with the owner we developed a questionnaire in

which we can put some open-ended question regarding the hr. department of the firm, the firms

hr., practices, how they monitor their workers, which compensation plan they follow, in what

way they have decided to promote their potential employees, what strategies they have use in

order to retain their employees , how they attract their existing employees , what benefits they

will be given to their employees , what procedure they will be follow in order to recruitment ,
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and how they design their payroll . Father we will also include some questions related to firm’s

history, how they start their firm, what hurdles they face while starting their business , and some

questions related to their other business. Also add some questions about the educational

background of the owner as well.

Further we divided our questionnaire into sub categories.

3.3.1 Category – 01:

The first category include question (1-5) in which we ask some questions about their farm

3.3.2 Category -02:

In the second category the questions include are from (6-12) in these we are going to ask

their employee turnover , their process of recruiting , how they do monitoring of their employees,

on training and development process

3.3.3 Category -03:

In the third category the questions include are from (13-20) in which we are going to ask

questions about their rule regulations their policies, how they retain their employees, what

problems they will face in the management of employees etc what forms they use .

3.4 INSTRUMENT

We will be gathered data through qualitative research method for an analysis that how

they utilize their hr. department. And how fully they utilized technology based on hr. activities.

Our designed questionnaire for interview is consist of (20 questions in total)

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CHAPTER FOUR

4. RESULTS / DISCUSSIONS

The following are the results that we had giving them to solve their issues :

4.1 RECRUITMENT AND SELECTION

 In recruitment and selection we had give them a possible solution which help them to carry

on their recruitment process effectively without any issue. First is the policy which consists

of brief description of policy that why is policy is making what is the out of the policy and

the basic elements of policy which consist of the steps which clearly give a guide line to the

recruiter while recruiting .The internal recruiting process if they hire the person within the

organization for the post.The job description that what content are needed for the job

advertisement that for what purpose the job is for what is the requirement of the job .he

process of hiring either through telephone screening or through face to face interview.

There are 4 forms each forms is consists of certain important information which help the

company to document .

 Employee Requisition form which consists of information of the vacancy open .The form is

fill by the department head .This form has the full information regarding who’s position is

to be fill what is the salary range what is the medium of advertisement .This form also

contain the duration in which the vacancy should be fill.

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 Job description form also made by us which help the candidate to apply for the particular job

easily because job description contain all the relative information regarding the job which is

require.

 Applicant form consists of all the information of the applicant who is going to be hire . The

information contain the personal information, qualification their any source in the farm etc.

 Job offer letter consist of an invitation form which is given to the person who is selected for

the appropriate job.

4.2 HEALTH AND SAFETY :

4.2.1 INTRODUCTION:

The company is committed to ensuring a safe and healthy working environment and

documents the action to be taken in this occupational safety and health plan. Health and safety is

one of the best ways of protecting the employees and equipment of company.

Reasons for making health and safety policies:

There are several reasons that why workplace needs a safety policies, including:
 To clearly demonstrate management’s full commitment to their employee’s health and
safety
 To show employee’s that safety performance and business performance are compatible.
 To clearly outline employer and employee accountability and responsibility for
workplace health and safety .
 To set out safe work practices and procedures to be followed to prevent workplace
injuries and illness.
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The health and safety policy components include:

 Verification of hazards

 Monitor of risk Safe working procedures

 Guidance, training and supervision.

 Inspection of safety.

 Accident investigation

 Pre-help.

 Plan for emergency response

 Personnel equipment for protection

4.3 HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM (HRIS) :

HRIS, or Human Resources Information System, is where HR and HR programs are

located. An HRIS solution, referred to as the Human Resource Management System (HRMS),

allows the electronic occurrence of HR activities and processes, and used to digitally organize

the information of employees in a company. Almost all businesses keep digital records of

employees or "employee profiles" containing all relevant company information about an

individual. These employee profiles are used by the payroll department and for human resources

purposes, such as benefits, reporting, hours and attendance, and recruitment and planning.

In the past, companies kept all the data on paper rows, stored in filing rooms, cabinets

and may even safety cabinets for their employees. At present in the digital age, increasing
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numbers of companies have decided to make it greener for safe, paperless storage. They use an

HRIS to manage a secure system for some of their most sensitive and valuable information.

A company that adopts HRIS has a number of solutions available. Some include training,

payroll, human resources, compliance and recruitment solutions. Most HRIS systems in quality

include flexible designs featuring databases with a variety of available features. Hopefully, the

reporting and analysis capability is also included, in order to make it easier for employees to

manage quickly and accurately.

4.3.1 Main Components Of HRIS

1. Database:

The HRIS core offers a database for storing information from employees. All

personal data, accessible from anywhere round the clock, are available for HR

professionals. Data types collected by HR professionals in the database include the

history of compensation, emergency contact details and review of performance. The core

database can also be considered as a paper file online backup.

2. Time And Labor Management:

Time and labor management activities can take a lot of time. The HRIS package

enables employees to enter their own worked hours and provides managers with

immediate verification of vacation applications and provides payroll data directly. Time

and work management also improves the ability of the HR department to monitor

punctuality and attendance.

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3. Payroll Function:

Another important component of the HRIS model is the payroll function. HR can

easily download or unload hours of staff and issue employees checks or deposits for

payrolls. Employees with a significant reduction in the risk of error may also be paid. The

HRIS wage compliance software generally improves tax compliance in multi-tax areas.

4. Recruitment and Retention:

Finally, it is possible to say that HRIS mainly includes recruitment and retention.

Of course, it is a backbone of all policies and systems of human resources. It is an HR

person's primary task to find new talents, to acquire them, to engage them and finally to

retain them. HRs are also to ensure that staff are not only in a position to do their jobs but

also receive the required training and that they receive adequate compensations and

organizational benefits.
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4.4 TRAINING AND DEVELOPMENT:

As training and development is one of the main component of any organization for

skillful employees and to overcome any hindrance that comes in their path .After

realizing their issues as told per by the employees we have given them training and

development form which is consisted of some components:

4.4.1 MAIN COMPONENTS OF FORM:

1. TRAINEE NAME:

It consists of the person who is going to be trained.

2. DEPARTEMENT:

The department of where employees need to be trained for any project or

technological change.

3. SUPERVISOR NAME:

The person who supervises the overall activity of the training session so as

to ensure that it is going perfect.

4. COURSE TITLE:

The title which is given on the topic of the training conducted.

5. PURPOSE:

The main purpose of the training that what is the aim of program’s execution

it will be helpful for trainees to better understand and become more conscious

towards learning it.

6. LOCATION:
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Training can be done inside or outside the organization .It depends on the time

available and complexity of the topic as well as budget approved by the firm.
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CHAPTER FIVE

5. MANAGERIAL IMPLICATIONS:

5.1 SUGGESTION/RECOMMENDATION

5.1.1 Recruitment and Selection:

Our suggestions for these functions are as follows :

Recruitment and selection is being the most effective function for any organization .The

policy and the forms we made for the Sindh Dairy can improve their working style of human

resource because the issue we identify in the farm is that their human resource functions are not

effectively enhancing the way the function can be perform.

Suggesting recruitment and selection policy can help them to identify the open vacancy

and the process through which the candidate is to be recruit.

By implementing the recruitment and selection policy Sindh Dairy farm resolve their

issue of recruiting process because they have proper document to carry out the process and that

policy help them to start a proper recruiting procedure.

Forms implementation also help the Sindh Dairy to take permission from the head of the

department about the new vacancy and also help them to create a way of advertising the job

description which contain all the basic information regarding the job so only applicable

candidate apply in it.

Implementing of applicant form can help the Sindh Dairy to record the numbers of

applicants who apply for the job as well as help them to track the information of all the applicant
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.This implementation help them to investigate the applicant which going to hire is the right

person for the organization or not.

Implementation of job offer letter create a employee retention because by offering that

letter the candidate feel that the company really cares and have importance for the employee so

they from the beginning work hard . Mostly in farms there is no culture of job offer letter by

implementing this in Sindh Dairy create a new dimension.

5.1.2 Training and Development:

After realizing their problem in this department we have given them solution of training and

development form which will benefit them in many ways such as:

 Training need will be identified and thus they could analyze where to work hard and put

effort.

 It will give the employees motivation to learn more.

 Handling of equipment would become easy by this.

 Effiency of the workers will also increase.

 Training will help them to become better for their one own self too.

 The errors which were being caught previously in the work will be removed.

 Better in the form of product or service would be gained.

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5.1.3 Health and Safety:

Health and safety in the workplace is plays a vital role, as it ensure the welfare of employees

carrying out specific tasks

 By implementing these policies they can also help to assess hazards and try to control

them.

 If policies related to health and safety can be applied properly into the farm so the no. of

incidents decrease .

 By follow these policies employee get motivated with their work.

 Training must be provided related to health and safety policy.

 It also enhance the employees towards the awareness of safe working environment , and

after getting complete understanding of the safe working environment benefit thay stick

to follow that.

 This might also cause reduction in absenteeism and sick leave .

 Following health and safety guidelines is primarily to protect employers and their staff

from injury , illness and other form of harm in the workplace.

 After follow the policies related to health and safety employees are able and prefer to

work in a safe environment , thiss will improve morale and enhance over all productivity.

 After follow the policies they might also help in the improvement in productivity , as

employees can carryout work safely with less interruptions .

Savings on insurance and legal cost due to a decrease in claims or actions taken by staff

/employees.
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5.1.4 Human Resource management Information System (HRIS):

In view of the above solutions given to diary farm , these are the following suggestions and

recommendations made:

 HRIS is used for the whole process of recruitment, from the entry of applicant data to

Staffing.

 Wages and salaries shall be calculated regularly by HRIS, which allows the farm

to pay the employee's salary on the correct time.

 It can also help managers and HR leaders to take decision as well as in the strategic area

of HR talent management, retention of workers.

 Farm must select the Industry Standard HRIS package to suit their operations

requirment.

 Farm should provide more HRIS related training to provide their employees. As a result,

the employees will be more comfortable and competent to use the system.

 The farm should insist on enrolling its employees for certification courses related to

HRIS.

 HRIS activities bring standardization in the process plus reduce labour cost and man-

hours.

 It is advice to farm to enter into an agreement with the HRIS seller for certain services.

 Customization of HRIS involves making changes to the system to best fit the Farm

needs.

 The HRIS version must always be updated and new techniques implemented to keep

employees updated with modern technology.

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5.2 CONCLUSION:

These functions on which we had work play a vital role in the Human Resource Management.

Proper way of recruitment and selection process help to identify the appropriate candidate for the

job if this function can;t perform accurately create issue in future.

Conclusion :

The recommendations of this report are intended to improve health and safety in farm and

ensure that employees and staff arrive their home without any injury or incident and that

might possible when there is a complete utilization of health and safety policies are there and

there workers having awareness about importance of these, further we also provide a solution

in the form of employees acknowledgement form related to health and safety policy , this

will also help to minimize incidents at workplace, we also conclude the implication that what

benefits they are getting after follow a health and safety policies.

be more comfortable and competent to use the system.

Conclusion:

It is concluded that , the right HRIS must be chosen for business. A company that

takes money to invest in a HRIS that fulfills its goals, objectives, tasks and values is

going to invests in its future and its success. Every HRIS must be adapted to the unique

needs of a business in order to keep the system flexible and relevant during the

company's life. With HRIS, the Department of Human Resources can easily manage
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employees and employee data in a vast computer system, which allows them to reassign

their energy to underlying goals. The use of an HRIS will decrease data entry error,

enhance business process efficiency, play important role in recruirment and retentiion

and optimize HR activities, all of which create new opportunities for better employee

evaluation and thus improve company management decision-making.

CONCLUSION:

Thus it is very much necessary to look after the employees whenever they choke in work which

can be due to many reasons such as non motivational factor , family problems as well as

company’s irresponsibility to ponder over their workers need and for ensuring the best output

and handling of new software or equipment..For solving such mentioned issues training is very

much necessary as it fill not only benefit the firm but the employee too as he is the one who is

learning something which will help him in career path .

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CHAPTER SIX

6. LIMITATION

The limitation in our project was that we focus on Sindh Dairy Farm all the information

is collected from the owner and from the employee Jaffer.The farm is quite far away from the

city which create limitation to visit the farm only three times.The main limitation we face that in

farm no women is allow it comes in ethical value for them which create difficulty for us to visit

thats why we are not allow to take picture there that’s why we arrange meeting with the owner

at royal ice and spice.The questionnaire is fill through the face to face interview with owner as

well the employee.We at farm meet only 3 employee to know about the farm policy that they are

happy or not.

Secondly our work is basically limited only on four functions of human resource department

these functions may include

 Recruitment And Selection

 Training And Development

 Employee Health And Safety

 Human Resource Information System (HRIS)

Our project is limited only on focus of these above functions .

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CHAPTER SEVEN

7. Appendix

SINDH DAIRY FARM

RECRUITMENT AND SELECTION POLICIES

The Sindh Dairy farm will recruit and select the appropriate employee on the basis of following

policies.

BREIF DESCRIPTIPN OF POLICIES

The purpose of this policies is to create a guideline for our recruiters and hiring managers that in

what ways they attract and hire a appropriate candidate for the job and make the hiring process

more attractive and effective.

Sindh Dairy Farm’s aim is to hire an employee on the basis of EOP (Equal Opportunity Policy ).

We are strongly committed to a well planned discriminate free hiring process.

BASIC ELMENTS OF POLICIES

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Generally our hiring process start from time to hire and time to fill.

STEP 1 Identify the vacancy

STEP2 Need approval from the owner

STEP 3 Decide whether to do internal or external

STEP4 Use an appropriate source of advertisement for job opening

STEP5 Selection time period should be of 18-20 days

STEP6 Receives CVs

STEP 7 Short list the CVs

STEP 8 Proceed through interview

STEP 9 Selection of appropriate candidate

STEP 10 Job offer letter

INTERNALLY JOB POSTING

If the hiring manger willing in internally job posting so the process is to inform the employees

through e-mails and word of mouth.

CREATING JOBDESCRIPTION

For the advertisement of job the hiring manager should follow the clear job description

containing the proper information regarding the job and how the applicant can apply for the job.

 Job information
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 Purpose of the job

 List of responsibilities

 List of requirements

 How to apply

EMPLOYEE SELECTION STAGE

Sindh dairy farm has a standard of hiring an employee which consists of certain process

 Telephone screening

 Interview

The selection process of the company depends on the below process which help the hiring

manager to proceed the selection through it.Among this the interview is the important stage and

it is compulsory.

INTERVIEW FEEDBACK

Recruiters and hiring manager are encourage to send interview feedback to the candidates.They

with the collaboration of owner make sure that they not invite legal action.

DISCLAIMETR

These policies should be use as a guideline and reference in the recruitment and selection process
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SINDH DAIRY FARM

JOB APPLICATION FORM

SINDH DAIRY FARM

RECRUITMENT AND REQUISITION FORM

Person Name ( filling the form )

Department

Position Of Job Advertised

Report To

In The Replace Of

Need To Fill Position

Pay Scale

Job Description

Duration Of Vacancy

Department Head Signature : Date

_____________________ ______________

Approved By Position Signature Date

_________________ _______________ _____________

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Candidate Name :

Passport size
photograph
here
Position Applied for Contact Number (mobile)

Total Working Experience Residence Contact Number

CNIC No E-mail Address

Marital Status : Date Of Birth

Residential Address

How you get to know related to job Newspaper Reference Colleague

Qualification Experiences

Degree Institution Name Year Of Passing Division Subject

Detail About Working Experience

Organization Designation Working Duration Purpose Of Leaving Organization

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References (Provide reference of relatives)

Name Relation Contact Number

Any Relative Of Your’s Working In Sindh Dairy Farm

YES OR NO

If yes then provide following information

Name Designation Department Relation

Declaration : All the above information disclosed in this form is true and correct without any mistake . I

also take it in my under if any information in this form found wrong you may terminate me.

Candidate Signature :____________________________

SINDH DAIRY FARM

JOB DESCRIPTION FORM

Job Title :_(For which vacancy it is for)__ Date (for apply)

Job Code :_________________________ Job Status

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Department : (For which department the vacancy is for) Full Time

Salary :(Range of the salary for this vacancy) Part Time

Report to:(To whom the new employee report to) Working Hour

Location:152Deh Konkar33km,super highway,behind bhatti PSO,

Dist;Malir,Karachi.

Job Summary: (What is the purpose of the job )

Qualification:(What qualification requirement for the job)

Responsibilities : (What work they have to perform)

Skills:(skills require for the job)

SINDH DAIRY FARM

___________________ JOB OFFER LETTER_________________

Name

Date

Dear Mr,

Congratulations !! it is a greeting to inform you that you are being selected to work for Sindh

Dairy Farm (on division / department ).We are in above providing you a job offer .
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The job offer for the position of (job title ) at a salary wage of every month.. This position is

allowed to report his supervisor .The working hours will be on shifts basis as per state of hour

working. .This job is of ( permanent/ contractual).

We will like you to start work in Sindh Dairy Farm (from date of start)with the detailed

document and an orientation. If you are agree to come on the below date sign above in the end

closer as an acceptance of this job.

We are sure that you will accept our offer and contribute in bring up our farm in a productive

way.

Sincerely

Name of person who made job offer letter

I here by accept the above job offer

Name

Date
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Signature

SINDH DAIRY FARM

EMPLOYEE TRANING AND DEVELOPMENT POLICY

Training and development is a most important part of any firm so that they could built up

competent employee for flourishing future. An employee training and development policy may

also be referred to as Staff Training and Development Policy or Employee Development.

POLICY PURPOSE:

The aim of this policy is to train the employees where they lack and give them valuable

advices to bring out the best from them and to make them to feel confident about their working

style and to give them new skills and knowledge about it.

SCOPE:

The training will be given on individual level as well as on team basis to permanent, full

time and part time employees.

POLICY ELEMENTS:
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In the training session employees, HR senior manager and the trainer will be indulged .In

cases of external training CEO or General manager will also be required to come .

PINPOINTS OF THE TRAINING:

 Formal training sessions (individual or corporate)

 Participating in conferences

 Employee Coaching and Mentoring

 On-the-job

 Job Rotation

INDIVIDUAL TRAINING PROGRAM:

The criteria for individual training is set on the basis of if they are being working for the

firm for four months All employees that have worked for the company more than four months

are eligible to participate in external training programs individually or in teams. We will set a

budget for each employee at the beginning of a year, which we’ll renew annually. Employees

can be absent for training for up to 10 days per year. They can attend as much programs as they

want to but keeping in mind that it won’t exceed their budget.

CORPORATE TRAINING PROGRAM:

We might engage the trainees in sessions where team of expert will be present to give

them training answer their queries and built confidence and motivate them. These training are

related to leadership, software usage and new employee training.

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SINDH DAIRY FARM

TRAINING AND DEVELOPMENT FORM

EMPLOYEE INFORMATION

NAME DEPT GRADE PH# EMAIL

SUPERVISOR COURSE LOCATION PURPOSE DATEOF DATE OF

NAME TITLE STARTING END

SIGNATURE OF TRAINEE: ______________

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SIGNATURE OF TRAINER: ______________

SIGNATURE OF HR MANAGER: __________

SINDH DAIRY FARM

HEALTH AND SAFETY POLICY

A health and safety policy is a written statement by an employer stating the company’s
commitment for the protection of health and safety of employees

 Identification of dangers and control of hazards: Determine which dangers exist in your
company and take measures to reduce or eliminate them.

 Safe workflow: Write out how to securely perform a certain task.

 Guidance, education, training and supervision: guide them and trained them about the
safety procedure that how they safely perform certain task.
 Security inspection: identify workplace risks to eliminate or control them.
 Investigation of incidents: see why there was an injury or accident so that cause can be
resolved.
 Primary aid: Determine the first aid level your farm wants.
 EmergencyResponsePlan: Create and take out a workplace emergency response plan, suc
h as fires, chemical disasters or natural disasters.
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 Animal welfare : farm should have a healthy and safe environment and animal welfare
must be kept in mind.

SINDH DAIRY FARM

HEALTH AND SAFETY POLICY OF STATEMENT

Health and safety is committed to ensuring that a healthy, safe work environment is

maintained for the health and safety of our employees and other people at work.

Health and protection is the business of everyone and it is expected that all are involved

in preventing any injury, property damage or loss of any kind that may occur in any event.

Every employee shall always act safely to ensure his or her own well-being and that of

his or her peers and others at work.

We guarantee the safety of staff by:

1)To ensure that all facilities are safe,

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2) To develop and to implement emergency and evacuation measures to this effect, we will:

systematically identify and control all the risks posed in our workplace.

3) To provide health and security facilities

4) To ensure all plant and equipment is safe

5) Where significant risks exist, all possible measures will be taken to remove disconsolate

minimize these risks in order to prevent damage.

6) Information of these risks and controls for all employees.

7) Notify all emergency and evacuation staff.

8) Record all incidents and accidents in our workplace and take every step possible to prevent

them from happening.

Carry out planned self-inspections to monitor health and safety issues.

Signed: Dated:

SINDH DAIRY FARM

EMPLOYEE ACKNOWLEDGMENT

I have read and understand, this Health and Safety policies In particular:

• hazards to which I may be exposed (including hazard control measures),

• requirement for accident / incident reporting and

• emergency procedures.
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Signed: ___________________________ Date: ______________________________________

Name: ____________________________ Position: __________________________________

..........................................................................................................................................................................

Signed: ____________________________ Date: _____________________________________

Name: _____________________________ Position: _________________________________

..........................................................................................................................................................................

Signed: ____________________________ Date: _____________________________________

Name: _____________________________ Position: _________________________________

Q1) Tell about your farm portfolio ?

Q2) How many employees you have ?

Q3) What is recruitment process and selection process ?

Q4) What procedure you do for recruitment and selection ? Any form?
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Q5) Any factors like political , competitors effect your recruitment and selection process ?

Q6) Employee referral help you in selection process ?

Q7) How you judge the capabilities and abilities of an employees while selecting him ? Any

investigation form ?

Q8) While recruiting the employee you have proper job description and specification related to

the job ?

Q9) How you handle employee high turnover rate ?

Q10) What are employee retention strategies / programs ?

Q11) How you train your employees ?Any training program you have done /

Q12) What is your approach regarding the training process ? Do you think it effect the employee

retention towards the organization?

Q13) What is the process of performance appraisal ? You promote the employee on the basis of

it ?

Q14) How you evaluate your employee training ?

Q15) What software you use and how much you are involve in HRIS keeping ?

Q16) What you think HRIS keeping is important for the employer ?

Q17) What policy you have regarding the health and safety of the employees

Q18) Any accident face during the job ?

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Q19) Does employees know the safety precautions and how you encourage them to aware from

it ?

Q20) What forms you are using ?

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REFRENCES :

https://www.omicsonline.org/open-access/contribution-of-agriculture-sector-in-the-gdp-growth-

rate-of-pakistan-2375-4389-1000184.php?aid=71383

http://www.fao.org/3/al750e/al750e00.pdf

https://fp.brecorder.com/2007/04/20070410548960/

https://www.nbp.com.pk/agriculture/dairyreport.pdf

http://www.padfapak.org/sector-data/

https://fp.brecorder.com/2019/01/20190103436837/
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http://www.finance.gov.pk/survey/chapters_18/02-Agriculture.pdf

https://www.pakissan.com/2017/09/17/dairy-industry-in-pakistan/

https://www.researchgate.net/publication/305954894_Human_Resource_Management_Theory_a

nd_Practice

http://www.dphu.org/uploads/attachements/books/books_1493_0.pdf