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F

acultyOfManagement

MGT300Human Resources Management

Phase OneJUHAYNA Company

To: Dr. Moustafa KamelAnd Ms. Marwa HassounaDone By:

Mai Zeyad Mahmoudo 083361

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JUHAYNA

JUHAYNA is a dairy and fruits Company that its main object is to develop, manufacture, and market its products in order to offer the best value to its customers. Its Name was selected from the Arabian-saying Juhayna has the sure news for the sake of reflecting the mission of the company and the shareholders of the company because it used to reside in the top positions in mountains and valleys inspecting enemies and exposure them back to the top leader about the expected threats to make the suitable decisions and reactions.

JUHAYNAs products are dairy and fruits products such as:

Milk products:

1. White milk: which is a healthy product that contains vitamins, minerals and calcium; it helps to strengthen the body bones, and prevent osteoporosis, the disease of debilitating bone, and increases the mass of the bone early.

2. Bekhiro milk: its a light excellence UHT dairy that is formed in 1 liter, 200 packs, 200 ml small bag, and 500 ml small bag.

3. Mix: its existed with many flavors like chocolate, strawberry, vanilla, banana, and caramel. It contains all the milk benefits in addition to the taste of each flavor.

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4. Rayeb: its a manufactured dairy with the natural fat existed and its suitable for the ones who are seeking for natural taste of the cow dairy.

Yogurt products:

1. JUHAYNA Yogurt: it gives person the satisfaction and aliments needed for the day. Its available in plain and light yogurt.

2. Bekhiro Yogurt: its a full cream yogurt that is existed to enrich the product line of Yogurt products. It includes all aliments needed proteins, carbs, and calories.

3. Zabado: its a fruit yogurt existed in many flavors and it provides a person with all satisfaction, aliments, energy, and drink needed for the day in 1 pack. It could be drunk during or after meals.

Juice products:

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1. Fruit drinks: its a juice existed in many flavors such as orange, apple, cocktail, guava, wild berries, pineapple, mon cherry, pina colada, red grapes, and mango.

2. Pure: its a juice existed in four flavors, orange, apple, pineapple, and red grapes, and its an unsweetened juice. Its preferred to drink it after workouts. It contains less calories and full aliments needed.

Whipping cream: its a cream need to be whipped for 2 minutes to give its value, its a cow-milk used to produce a normal cream that is cheaper than the imported ones. It contains a fat with 35%; it has better value than other competitions. It could directly be added to soups, desserts, dressing salads and fruits.

Cooking cream: its a cream could be added to your cook in order to have an additional flavor.

Sour cream: its a tasty cream with a sour taste that could be added to any dish to makes it taste better.

Desserts: JUHAYNA Creme, its a pudding formed in many flavors such as chocolate, raspberry, creme caramel, and black currant.

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Its a very tasty dessert that could be having during or after meals with stunning sauce.

JUHAYNA Company was established in 1983 with capital of 1.296 m pounds, and in 2001, it raised its capital by 60 m pounds to reach 100 m pounds and for that action its production capacity has increased to the double. Its also modernized its R & D center in order to expedite the establishment of the new products and brands that are existed to meet all the customers desires and demands in JUHAYNA products.

Presently, JUHAYNA Company exports dairy and fruits products to the United States of America, Europe, and the Persian Gulf.

Segmentation: JUHAYNA Company concentrates on all ages and genders in its region, and that all people classes can afford its products with normal income, in order to achieve its goals.

The Challenges facing the recruitments are:

I. Globalization; which is the tendency of companies to broaden their products to new markets in foreign countries. According

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to JUHAYNA, its expanded its sales to other countries such as USA, Europe, and the Persian Gulf for the sake of increasing its profits.

Competition; since JUHAYNA seeks to expand its sales in other countries, it has also put into consideration its competitors like al-Rabeea, Baity, and many other companies that produce dairy and fruits products by giving the management and staff self-support an extensive trainings, and working as a teamwork, and describing the employees as the most important resource for the company, and making the customers as the first priority are all reasons that make JUHAYNA in the top of other competitors.

II. Technology; since JUHAYNA is a customer oriented, and influenced by technology and engineering orientation, and attached with world class built-up. And it has developed a new state-of-art that centralize Quality Assurance Laboratory by implementing the newest mechanisms and techniques that control the quality and the assurance in the production stages beginning from the pre-production stage till the storage, warehousing, and selling stages.

JUHAYNA has also renovated its R&D to produce the new products with the new suitable packages that could satisfy their customers demands and desires.

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III. Nature of work; since JUHAYNA is a customer oriented, it gives its customers the priority, so it look first for their demand and desire and then maintain its products to meet these requires. In addition, JUHAYNAs employees present really hard working individuals in teamwork to achieve the main goals of the company. JUHAYNA offer to its employees continuous extensive trainings for their staff autonomy, scientists, engineers, and technologists, to have the chance to achieve their personal goals beside the companys goals.

IV.Workforce demographic trends; JUHAYNA prefers encouraging and giving the chance to its workers to get the promotions and have a higher positions, and achieve their own personal objectives.

The real constraints facing JUHAYNA and any other dairy company in case of recruiting, is the lack of the specialists, scientist, engineers, and technologists in dairy industries, there is a need for these workforce with experiments. Keeping the company in-the-top of the dairy markets and competition put a heavy pressure on it.

In case of vacancy, JUHAYNA prefers the internal recruitment and looking for the best worker for the job from inside the company before recruiting for outside the company, since it gives its employees the trainings needed continuously and create for them the best environment to have their opportunity to achieve their personal goals,

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and get promotions and high benefits for their good work. It often uses personnel records of their employees and their skills bank and job posting as well by making interviews with them and knowing their reasons and abilities they have to be recruited as the best person for the job. In case the job position is a top manager position, JUHAYNA looks in the records of its best managers and their skills banks that could be the right one, and after making intensive interviews; the best one for the job will be selected, all this is a part from the company succession planning. But it doesnt prefer rehiring former employees because JUHAYNA cares about offering best environment for its employees.

When there is no candidates for the empty position from inside the company, JUHAYNA tends to look for outside candidates through advertising and employment agencies. It often uses blind ads when searching for job candidates, since JUHAYNA is considered as one of the most well-known companies in dairy industry, and therefore, its better to get candidates who are not applying for the job because of the companys position, but for the job itself. JUHAYNA also look for candidates in employment agencies in public agencies since it is considered as the most important source of workers; an employer can look in workers CVs and interview the ones with the most relevant CVs. In addition, these agencies offer to the employer many services such as recruitment services, tax credit information, training programs and access to local and national labor market information, and the employer can also end-up with the applicant who are not willing to work properly. Sometimes JUHAYNA goes for private agencies to look for candidates when it has no time to make interviews with many

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applicants, and when it needs to find a qualified applicants in an easy way, even though this type of agencies could dismiss skilled applicants and let unqualified ones to pass the primary stages or recruiting, and therefore, the company should fill specific and accurate job description and make sure that the process of the primary stage of selecting is done in the right way, and keep screening and checking the agency and the people that couldnt pass or have passed the interviews in order to make sure that the suitable applicants havent been missed.

In my opinion, I believe that JUHAYNA is going in the right track, that it cares about its employees and encouraging them to produce the superior high quality products, and meet the customers demands and desires, and at the same time it offers for its employees the best environment to achieve their own goals, and this is just a perfect way to let them have a stronger commitment to the company and to increase their morale. Recruiting from inside the company rather than outside the company, is good to increase their ambitions and creativity in their work, but interviewing process cost time and the unqualified applicants could become dissatisfied, and therefore, wont do their jobs properly. I recommend that it is better not to offer the job for everyone, but to look deeply into the employees records and skills bank, and observe their works intensively and view their judgment about the empty position, and then select the best one that is right for the job.

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Selection and Screening Process

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Selecting the best candidate so careful is an important step, since going through all this searching, interviewing, testing, comparing and contrasting, and finally selecting the suitable one, is a costly process, legal obligations such as busting an employee with a criminal records, and/or suing the employer for a discriminatory actions, and because going through all this is because of searching for the one with the best qualifications and skills needed for the job.

In JUHAYNA, the selection and screening process starts with reading, and observing the applications applied for a certain position, and then the related application and that contain the most related qualifications are considered and the rest will be disqualified. After that the HR department ask for those applicants to come for an interview and according to the position, the suitable interview will be made-up for it in order to select the suitable person for the job.

The interviews that are usually used in JUHAYNA are unstructured interviews where is the interviewer ask indirect questions and questions that depends on the interviewee responses and these questions could differ from an interviewee to another, and for some positions they use the structured interviews where the interviewer ask a set of direct questions in which all interviewees that are related to the position theyre applying for. They often use the unstructured sequential interviews in which each interviewer ask the applicants different questions and then each of the interviewers made his or her own independent opinion about the interviewee, and at the end, the manager, who is going to hire one of the applicants, compare and

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contrast between them, and decide who is the best one to be hired, and at JUHAYNA, the panel and mass interviews are not favorable because they believe that such interviews could make the interviewers miss certain information or point that he or she has to know it.

A mixed type of questions are used in the interviews that are made at JUHAYNA, but not all the time, sometimes situational interview are used in order to observe how the interviewee could behave in a certain situations, sometimes behavioral interviews are made-up in order to know the reactions the applicant made in some past situations, and some other times job-related interviews are used so the manager interviewing the candidate could figure out his or her actions according to his or her experience in the past, and to figure his or her ability to know whether he or she can handle this job correctly or not.

The stress interviews are not favorable in JUHAYNA, because they think that such type of questions could make the candidate leave even if he or she could be the suitable person for the job and even after accepting him or her, but since he or she didnt feel comfort with the interview, so he or she could believe that all JUHAYNAs stuff could be like that, and so it will not come back for this company.

A work sampling technique tests, achievement tests, personality tests, physical tests, and cognitive abilities such as intelligence tests, some of those tests are sometimes applied in selecting candidates and thats for the sake of testing their abilities, especially in the cases

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where the need of testing is required to verify the candidate abilities on handling the job, such as the technologists and the engineers, they must be tested all the described tested and work sampling techniques so as to discover if theyre capable of handling this job or not. And the scientists must be tested for achievement and cognitive abilities to settle their abilities. And for all employees, JUHAYNA imposes a health checks and physical examinations, since its a dairy company and thus it should be serious in such situations and should keep away the infected people from the factory, otherwise it would lose its reputation and position among other dairy companies and customers will repel its products if any mistake or disease has passed to JUHAYNAs products.

Reference checks are not favorable in JUHAYNA while screening and searching for a suitable employee, because they believe that such methods might not be a good and trusted provider that could provide them with information about the applicants, and therefore, they can get the information needed from tests and interviews and all other methods that could discover all the abilities of the candidates, and so, the need to use the employee reference check would not be necessary.

The probationary period for the new employees extends from one month to three months, and that is to test their abilities and their efficiency in their jobs, and if they were suitable and effective elements and handle their jobs professionally, then their probationary period ends and they become a permanent employees, and if not they will be repelled, and start searching for better candidate for the job.

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At JUHAYNA, they do offer inducement training for their new employees in order to make them feel familiar with others by introducing them to everyone there, and get them to know the basic rules and policies of JUHAYNA and the whole system and how to deal with each matter there. The HR department is the one responsible of performing and preparing for such trainings, that theyre trained to know how to put the new employees at ease, learn him or her its role, his responsibilities and duties, and his authority, and the objectives they have achieved and are about to achieve, and learn them about the companys past, present and future.

According to JUHAYNAs methods and tools in selecting and screening for the best candidates, I think they are processing these steps in the best way that it could be done to a dairy company, but thinking of making unstructured interviews with some candidates is not fair, since some of the interviewee could vote for a candidate according to his or her look, and according to its first impressions, or when applying a structured interviews with a set of questions, and overestimating a candidate because of the unqualified candidates that came before him or her. All these reasons could be solved if the interviewee are trained very well and have a full aware of how the interview should be managed and apply fair interviews among the candidates in order to select the right suitable candidate for the job. All the tests that JUHAYNA applied for its employees and candidates are appropriate and useful for mostly any job position, and that is a fair way to observe their best applicant.

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