Degree

Master of Business Administration

Faculty / School

Faculty of Business Administration (FBA)

Advisor

Nyla Aleem Ansari

Committee Member 1

Nyla Aleem Ansari, Assistant Professor, Business Administration- Academic Affairs, Institute of Business Administration (IBA), Karachi

Project Type

MBA Research Project

Abstract / Summary

Gul Ahmed Textile Mills’s existing Human Resource Manual had not been updated. The latest version which was being used in the organization was formulated in 2008 almost 11 years ago. Since that time there had been tremendous changes in the social, economic and legal environments. There were many policies being practised in the organization which were not present in a documented form. The goal of the project is meant to achieve the following objectives: first, to identify the policies which had been changed over the passage of years and incorporate the changes in the new policy document. Second, to identify and ink the HR practices that existed in the organization that had overall not been part of the HR manual before.

In the contemporary world, as more and more importance is given to the human resource management and efficient organizational structure, HR manual plays a role of a blueprint providing a solid framework and a source of guidelines to ensure consistent HR procedures and practices. This guides the management along with the employees to ensure that all ships are sailing in the same direction. Human Resource policies streamline the processes, remove ambiguities and bring employees on the same page along with supporting the organization's strategic direction. Moreover, clear human resource policies have been shown to increase employee motivation especially the policies pertaining to benefits, salary increments, perks etc. Since Gul Ahmed is a labour-intensive organization and strong HR departmental practices would reap enormous benefits for the organization.

In order to complete this momentous task, qualitative research was carried out by employing structured and unstructured techniques. Qualitative research primarily included in-depth, one-on-one interviews of those managers who manage and oversee the relevant policies. The questionnaires encompassed both closed and open-ended questions in order to get maximum output from the employees. After getting all the insights, the policies were written in simple understandable vocabulary so that different levels of employees would find it easy to review and understand.

Updated Human Resource Manual would form the basis of reference and guidance for new and existing employees, helping them in understanding all the aspects of human resources, remove ambiguities and would also clarify what procedures an employee must go follow to undergo a particular function of an administrative nature for e.g. to avail accommodation, promotion, and job transfer etc.

Under the existing, dynamic and evolving professional landscape, it would not be long since this updated HR manual would again require revisions. This is a standard practice that needs to be carried out after some time. This ensures that all the HR practices are aligned with HR policies; thus help avoid legal and regulatory issues which may arise as a result of discrepancies.

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