INTERVIEW OF HR MANAGER

Hamza javed
S2018-043

HRM
SUBMITTED TO: SIR ATIF HASSAN
HRM August 31, 2020

Suncrop group

Introduction: Suncrop is a conglomerate business, their main business include pesticide,

fertilizers and seeds. They currently hold the largest market share in pesticide industry and have
become largest importer of pesticides, they had a staggering RS 14 billion revenue in 2019. It is
owned by Pitafi family who currently have the biggest charity endowments in DG khan. Suncrop
group have diversified over time by opening new pesticide company, feed mill, Honda 3S
dealership, and cooking oil mill. Recently they have become major stockholder of Ali Akber
Group Pakistan.

Board of directors
Dr Muhammad Shafique Pitafi
Group CEO
Dr Muhammad Shafique Pitafi is the Chief Executive
Officer of Suncrop Group, the leading multi-category
agricultural company in Pakistan producing over 250
different products, marketed in Pakistan. Under his
leadership, Suncrop Group has become a billions rupee
conglomerate, with ISO 9001:2000 Quality Management
certified organization and Department of agriculture (plant
protection) certifications and numerous industry awards.

Muhammd Hanif Pitafi

Director Finance
Appointed as Director Finance on the Board of Directors
of Suncrop group back in, 2005, Muhammad Hanif is a
postgraduate in business and management with over ten
years’ experience in the business and corporate .Mr Hanif
started taking part in politics in 2016, and won the general
election of 2018 on provincial seat from Dera Ghazi Khan
and currently serving as Advisor to Chief Minister Punjab
on Health.

Muhammad Latif Pitafi

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Director Administration
Appointed as Director Administration of Suncrop Group in 2008, Mr. Muhammad Latif Pitafi
has been the Deputy Chief Executive Officer of Pitafi Brothers, He also serves as the Chief
Executive Officer of Honda Hisun Dera Ghazi Khan a 3S dealership of Atlas Honda being
operated by Suncrop group, Mr Latif is also Chief Executive to Hisun Private Limited a state-of-
the-art mill producing Banaspatti and Cooking Oil mill.

Business structure:
Under the directors there are head of departments. There are different department including
finance, admin, logistics, production, quality control, regulations and sales& marketing. These
all departments have their own team but the most different from them is sales & marketing. Sales
and marketing have a head called GM or business manager under who the country is
geographically divided in 3 south, central and north region. Each region have their own head
under them are many regional sales manager under every regional sales manager there are 3 to 4
territory managers. TM have their own teams under such as a network of 5 to 6 dealers, field
officers and other management people. The company have a hierarchy business structure is used
as it have a lot of employs and maintain a firm control over them by their head of departments.

Products:
Insecticides:

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Fertilizers:

Seeds:

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Tahzafuz:

Number of employees:

Total number of employees: 2453

Managerial staff: 753
Clerical staff: 800
Operative staff: 900

Organizational structure:
HR size and staff:
7 members total.
The HR manager have 6 of people in his team to handle different activities of HR.
Retention rate
5-7% in sales and marketing department
1-2% in administration department

PART 2

Muzaffar Ali khan

HR MANAGER
He is a master in economics from BZU Multan. He
has been with Suncrop group for the last 12 years
and have been HR manager since then. Muzaffar Ali
has been on job since 1993 and later he joined

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Almoiz sugar mills in 2004 as accounts manager. Later in his career he joined Suncrop as a HR
manager in 2008.

Part 3
1. Ensure fair and consistent implementation of human resource policies and procedures. 1
2. Advice and counsel management on employee problems. 2
3. Design appropriate staffing and recruiting policies and programs. 2
4. Assist department managers in interviewing, selecting, and hiring of employees.1
5. Design and implement performance evaluation system(s). 1
6. Administer direct and indirect compensation programs. 3
7. Ensure compliance with federal and state fair employment laws and other legal restrictions in
all employment practices. 2
8. Counsel employees on job-related and/or personal problems. 5
9. Develop and maintain employee human resource records. 2
10. Develop EEO policy and communicate EEO policy to all managers. 4
11. Ensure compliance with safety and health standards. 4
12. Oversee fair application of employee grievance procedures. 3
13. Provide state of the art solutions to employee relations problems. 4
14. Plan for future human resource needs. 4
15. Work with top management on human resource implications of business plans and strategies.
4
16. Design and implement employee training and career development programs. 5
17. Negotiate the collective bargaining agreement. 4
18. Administer and enforce provisions of the collective bargaining agreement. 2
19. Manage diversity and work life programs. 5

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Part 4
A: What is the role of the Human Resources Department in your organization?
HR department is the backbone of Suncrop group, the HR department helps in hiring in any
relevant department, such as if the sales team wants to hire someone they will also call the HR
manager and interview the person in his presence and then they will decide the salary by help of
HR. This department also plays vital role in this organization as it is very large so HR manager
has to be efficient in spreading information about holidays, rules, attendance and also HR
department helps maintain the dress code in the company. HR department of Suncrop also
handles the transport of the organization as they have a fleet of 600 cars which are provided to
employees, they have to manage cars and also claim insurance when needed, and also petrol is
allocated to regional and territory managers so this is also managed by the HR department. HR
department of Suncrop also sets target for dealers and regional managers on annual and monthly
basis and then their performance is evaluated on those and later compensation/bonuses are given
on those basics. Also HR manages sales and marketing team by promoting and replacing them
with each other where there is an opening so that no officer is missing from their posts.

B: To what extent is the Human Resources Staff/Department involved in strategic business

Planning? Explain.
HR department plays a vital role of information providing and helping the company during their
strategic planning. When they started Sun gro in 2012 the CEO hired 5 people of higher
management such as national sales manager, business manager and marketing head. These
people were hired from Syngenta which is a top firm, these people had full autonomy to hire and
make their own teams under them. HR department help them during interview and then with
discussion with them they had decided their salaries. HR department played another vital role of
providing cars and any other equipment requested by them. If previous employees are to be used
than HR department assign training program to employees and train them for new projects. HR
department guides the new employees through their company policies and then allot them to
their respective training programs. Then new targets are set for each employ, the target for any
territory manager would cover the cost of a person and should be set at a range were its
profitable for the company.
C: In your opinion, what are some of the most pressing human resource issues faced by
Organizations today? Why?
It is difficult to recruit talented employees as there are a lot of fresh graduates in the field and
they all look for a highly paid job, but Suncrop cannot hire a fresh graduate on a high salary as
the employ won’t be productive in the field for another 6 to 8 months and training cost is
associated with them. Also there was a major issue as the administration doesn’t get any extra

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bonuses like marketing and sales team, there is only 10% increase in pay annually which doesn’t
take into account the inflation which is increasing at a double rate. Another issue which they
faced was corona SOPs which were very difficult to implement as only half of the administration
was called on each day, the efficiency was very low and a lot of miscommunication happened if
someone was not present on that day so the work would be postponed to the next day until the
person arrives.

D: What was the most difficult organizational problem faced by the Human Resources
Department in the last five years? How was it resolved? Why?
HR department doesn’t get the expense report from field officers on time, the last date is 10th of
every month. Mostly the expense reports are late by which the HR department is not able to get
approval by accounts department. HR department has then started a system of deferred payments
as these expenses are then counted in the next month, if the employee is too late they start with a
warning and then from next month their expenses may not be paid by the company. Also to
know the correct amount know the sale officers have to submit their bills, for e.g. petrol pump
slips or any shops slips so that the company recognize them and pay them.
Another problem faced by HR department is that the group is growing rapidly but the
administration staff remains the same to administer the new company. In the previous year there
was a lot of pressure on HR, Accounts and procurement department. The CEO was informed
about this problem, after this new members have been added in the administration and some
companies have been given separate management to administer them.

Part 6
1. Ensure fair and consistent implementation of human resource policies and procedures. 2
2. Advice and counsel management on employee problems. 3
3. Design appropriate staffing and recruiting policies and programs. 2
4. Assist department managers in interviewing, selecting, and hiring of employees. 1
5. Design and implement performance evaluation system(s). 4
6. Administer direct and indirect compensation programs. 2
7. Ensure compliance with federal and state fair employment laws and other legal restrictions in
all employment practices. 2

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8. Counsel employees on job-related and/or personal problems. 2

9. Develop and maintain employee human resource records. 1
10. Develop EEO policy and communicate EEO policy to all managers. 2
11. Ensure compliance with safety and health standards. 1
12. Oversee fair application of employee grievance procedures. 2
13. Provide state of the art solutions to employee relations problems. 3
14. Plan for future human resource needs. 3
15. Work with top management on human resource implications of business plans and strategies.
2
16. Design and implement employee training and career development programs. 2
17. Negotiate the collective bargaining agreement.4
18. Administer and enforce provisions of the collective bargaining agreement. 4
19. Manage diversity and work life programs. 5

Line manager
Kaleem Ullah Qazi
Sales and accounting
department Suncrop

B: What kinds of things are done by the Human Resources Department that support you in your
position?
HR department have a major supporting role in the sales department, whenever a Territory
manager leave or replaced the information is provided by HR department and they also give
advice on the best person to replace. The written documents of any on field person are with HR
and they also serve as the record keepers of the organization. When a Territory manager leaves
HR have all the previous records which they provide to accounting department so that they can
settle the accounts with them. Also when recovery is not made by the dealers the accounts

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departments informs the HR of this problem and then HR department redirects this to booking
and sales team, who stops any further supply to the relevant dealer until he has made his
recovery. 15th January of every year the company closes its accounts and the accounts
department actively works with the HR to inform dealers about their recovery amount.
C: What do you “ideally” expect from the Human Resources Department in performing your
job?
The administration is sometime over worked in the peak season of summer, they overtime till 8
but their office time is till 5. The expectations are that HR department will recognize their extra
efforts and reward them for overtime. Also they expect that HR will use job rotation on
employees by which they won’t feel the pressure of work. Another interesting thing is that
accounting teams wanted to get themselves trained by the HR department for more advance
software such as SAP, because the organization is growing so a strong accounting system is
needed to monitor the organization, HR department has recognized this and starting working on
this. Also there have been no promotions in administration until a person leaves, so it was
expected from HR to recognize their efforts and a system of promotion and commission should
be introduced for administration staff to motivate them.