GROUP PROJECT

Comparative Analysis Report:

Jubilee Life Insurance Vs Fatima Fertilizers
Implementing HR Practices

GROUP MEMBERS:

• MINAHIL IRFAN 251684920

• RAFAY TIWANA 251693994

• MIKAEL SOHAIL 251605239

• SABA ASHRAF 251723136

Human Resource Management Project
School Of Management
Forman Christian College

Submit To: Dr. Amir Ali Chugtai

Date: 11 January, 2024

TABLE OF CONTENTS:

ABSTRACT:

The human resource management department is experiencing notable growth in various

industries within Pakistan. This report undertakes a comparative analysis of two prominent

entities in their respective sectors: Fatima fertilizers and jubilee life insurance. This document

primarily focuses on scrutinizing HRM practices, including job analysis, strategic human

resource management, recruitment selection, performance appraisals, and related aspects.

 RESEARCH METHODOLOGY:

The chosen methodology involved conducting interviews with individuals from the human

resources department of both listed companies, within their respective workplace settings.

. The interview for Fatima Fertilizers transpired at their Khanewal plant, sir Mr. Faisal

Hayat, Manager HR, Fatima Fertilizers Limited, Multan graciously accommodated our inquiries.

The interview for Jubilee Life Insurance transpired at their head office, sir Mr.

Shahid Abbas, Regional Manager, kindly attended to our inquiries with generosity and

professionalism.

Both individuals have been integral members of their respective organizations for an extended

duration, contributing significantly to the HR department through their extensive experience and

commendable dedication.

INTRODUCTION:

Fatima Fertilizers Limited stands as a distinguished entity within the industrial landscape,

recognized for its unwavering commitment to excellence and contribution to the agriculture to

the agriculture sector. Established as a prominent player in the fertilizers industry, Fatima

Fertilizers Limited has consistently demonstrated a commitment to innovation, sustainability, and

the highest standards of quality in its operations.

Within the organizational framework, the human resource department at Fatima

Fertilizers Limited plays a pivotal role in fostering a work environment characterized by

professionalism, talent development, and employee well-being. Through strategic HR practices,

the department endeavors to align the workforce with the company’s success. With a focus on
attracting and retaining top-tier talent, Fatima Fertilizers Limited’s HR department contributed

significantly to the company’s overall growth and prosperity.

Jubilee Life Insurance stands as a prominent entity in the financial service sector,

exemplifying a legacy of reliability and commitment to safeguarding the financial well-being of

its clients. As a distinguished player in the insurance industry, Jubilee Life Insurance is renowned

for its innovative solutions, customer-centric approach, and unwavering dedication to excellence.

In parallel with its commitment to client satisfaction, Jubilee Life Insurance places

significant emphasis on its Human Resources department to cultivate a dynamic and skilled
workforce. Through strategic HR practices, the department strives to create a workplace

environment characterized by continuous learning, professional development, and employee

engagement. Comparatively, within the context of the financial service industry, Jubilee Life

Insurance’s HR department plays a crucial role in nurturing talent, aligning personnel with

organizational goals, and fostering a culture of innovation and excellence.

Distinct from the industrial domain of Fatima Fertilizers, Jubilee Life Insurance’s HR

department contributed to the company’s success by ensuring that its workforce remains

adaptive, motivated, and capable of navigating the dynamic landscape of the financial service

sector.

JOB ANALYSIS:

At both Fatima Fertilizers Limited and Jubilee Life Insurance and Jubilee Life Insurance,

the job analysis processes commence with identifying pivotal roles crucial to the success of their

respective operations. Human Resources collaborates closely with department heads to gain

insights from current incumbents through interviews, surveys, and direct observations, ensuring a

comprehensive understanding of daily responsibilities, challenges, and performance metrics. The

resulting job description meticulously outlines the multifaceted roles, incorporating insights from

both subject matter experts and current employees.

At Fatima Fertilizers Limited, a meticulous data collection process ensures a

comprehensive understanding of job roles’ intricacies, emphasizing field observations and

practical trails due to the technical nature of the company’s operations. The resulting job

description for various positions reflect a commitment to accuracy and relevance, incorporating

feedback from relevant stakeholders to shape qualification and skill requirements.

Conversely, at Jubilee Life Insurance, the job analysis focuses on positions contributing
to specific functions, exemplified by the meticulous review of underwriting applications, audits,

and collaboration with industry experts. The resulting job description highlight the multifaceted

responsibilities of each role, including risk assessment, compliance, and collaboration with other

departments. Qualification and skill requirement are established through ongoing collaboration

with industry experts and the incorporation of feedback from current employees, ensuring

alignment with industry standards. Despite the unique nuances reflecting the distinct nature of

their industries, both companies share a commitment to accuracy and relevance in their job

analysis processes, underscoring the importance of a systematic approach to understanding and

documenting various roles within their organizations

STRATEGIC HUMAN RESOURCE MANAGEMENT.

Over the past year, the HRM at Fatima Fertiliser has grown to be a highly important and crucial

component of the entire organisational structure. "Keeping the people that are good for the

organisation and having good talent come into the organisation" is their primary tactic, according

to Faisal Hayat.

HR has played a significant role in the organization's strategy development. Its concentration is

not limited to talent; it also includes policymaking, new legal requirements, and administrative

matters. Therefore, HR has a significant role in each of these essentials.

We questioned Jubilee Insurance's HR manager on the department's involvement in strategy

planning and execution, but he chose not to respond. This could be due to any company policy or

he may not be knowledgeable however our team determined it was best not to raise the same

question again after it was sidestepped twice. Based on our assessment of Jubilee HR

department's level of development, we concluded that it is an integral part of their strategic

management, as it would greatly contribute to the company's further improvement.

Due to lack of autentic information about Jubilee's SHRM its difficult to conduct comparative

analysis of both but Fatima Fertiliser HR division actively participates in the strategic planning
and execution to meet the organization's objectives. Fatima Fertiliser is a shining illustration of

how HR is becoming more and more important in Pakistani organisations.

Human Resource Planning

We questioned Fatima Fertilizer about their future plans because they are now hiring a lot of

people. The manager answered, "The type of expansion that we are going to face in the future is

parallel," when asked how much labour need there will be in the future. Thus, the labour

requirement will rise double if the business expands by 1.5 or 2 times. We are now projecting a

headcount of 2000. They do not currently and will not in the future experience a labour shortage.

Many organisations had a labour surplus due to COVID-19 however, Fatima Fertiliser has not

yet encountered any such challenges.

According to what Mr. Shahid told us, Jubilee use manpower planning to estimate how many

workers they will require for their company. They do this by getting together all of the

department heads, calling a meeting, and asking each one how many employees they would need

to manage their department. HR can quickly estimate the number of workers they will require in

the future to run their various departments after obtaining all the information from the individual

heads of the departments.

Nominal Group Techniques are employed by both Jubilee Insurance and Fatima Fertiliser. In
order to ascertain the current and potential future workforce size, they hold in-person discussions

with functional heads. HR departments forecast the labour need using the information provided.

Recruitment

Fatima Fertilizer takes its time while creating job descriptions in order to select the most

qualified candidate for the position of operational head. LinkedIn is the primary advertising

platform they use in their hiring cycle. On LinkedIn, they often update and post job openings.

Placement officers are the greatest people to find when hiring recent graduates is necessary. Staff

recommendations are also used by them. They do have plans to conduct internal hiring in the
future, even though they are not currently doing so. They solely hire from outside sources at the

moment.

The manager stated "You cannot make internal resources movable when you are expanding since

the entire organisation is going through a transition in addition to growth. Therefore, we must

hire additional resources to cover the void left by the departure of a unit leader if there is

someone with a great deal of expertise. When we don't have an appropriate resource for a new

role, it's because we don't have the right individual for it. Of course, in order to cover that gap,

we must make an external hire'.

Mr. Shahid informed us that whenever a position becomes available at their organisation, job

openings and job descriptions are posted on LinkedIn, Rozee.pk, and their Facebook page alike.

For them, social media networks are the best means of informing people about job openings.

However, they need the CEO's approval before advertising the employment openings. He must

be made aware of the employee or employees that the concerned department need. Only until the

chief executive officer has given his approval may the position be made public.

Both the organisations use similar methods in Recruitment but Jubilee can further improve itself

by increasing their Social Media presence. Both are effective in filling out vacancies in thier

departments and conduct detailed analysis of potential candidates.

 COMPENSATION:

Employee remuneration at Fatima Fertilisers is determined based on an internal grading system,

resulting in annual bonuses and rewards. While a direct comparison of employee salaries with

the external market has not been conducted yet, the company has initiated comprehensive

research to analyze market data. The objective is to make informed decisions on adjusting pay

levels, with Mr. Faisal emphasizing the company's commitment to providing competitive salary

packages aligned with market standards.

Additional benefits for Fatima Fertilisers' employees include yearly bonuses, salary increments,

leave encashment, and perks such as official vehicles for positions at Deputy Manager level and

above. Moreover, lower-grade employees requiring frequent travel between the Head Office

and the plant are either provided transportation or reimbursed for their transportation

expenses.

Conversely, Jubilee Insurance boasts well-established compensation policies that are perceived

to be more intricate compared to Fatima Fertilisers. Like Fatima Fertilisers, employees receive

bonuses and rewards based on their grades. Employees receive a compatible salary package

according to the market's offer. While there's no specific information about market salary

comparison, the implication is that the compensation policies are more detailed and perhaps

more refined. Jubilee Insurance has a robust performance incentive program tied to key

performance indicators (KPIs) and individual goals. This includes bonuses, profit-sharing, and

recognition programs for high-performing employees. Jubilee Insurance provide unique benefits
such as wellness programs, flexible work arrangements, and innovative perks like employee

assistance programs or discounts on insurance products for staff.

CONCLUSION:

In our concluding observations following interviews with the managers of both companies, it is

evident that the Human Resources (HR) department in Pakistani industries is currently in its

nascent stages of development. Despite this early stage, the managers, Mr. Faisal and Mr.

Shahid, emerged as knowledgeable professionals within the field, showcasing a keen awareness
of their roles and a forward-thinking perspective on the future evolution of HR practices.

Even though both companies operate in the same industry, their HR departments showed

significant and stark differences in terms of maturity and advancement. They shared similarities

in lacking certain elements like training and development programs, and they were aligned on

the importance of human resource planning. Fatima Fertilisers stood out for its strong selection

and performance appraisal methods, while Jubilee Insurance excelled in strategic Human

Resource Management (HRM) and compensating its employees.

However, we faced challenges in obtaining detailed information, especially from Mr. Faisal

regarding Fatima Fertilisers' HR department's involvement in strategic plans and employee

compensation. Similarly, Mr. Shahid couldn't provide much insight into the appraisal and

selection methods used at Jubilee Insurance.

Our recommendation for both companies is to implement various training methods, including

On-the-Job Training, Classroom Instruction, and Computer-Based Training (CBT). We emphasize

the importance of creating dedicated sub-departments for training and development in both

organizations. This step can not only enhance individual employee performance but also bring

broader benefits to the companies as a whole. In simpler terms, focusing on training and

development is crucial for improving the skills of employees and contributing positively to the
overall success of the companies.