mmansha-spot-lightQ.1. What makes your company an attractive employer for the job seekers?

Mr. Muhammad Manshah: We are providing conductive working environment to our employees and constantly try to keep our compensation packages and HR policies competitive from those organizations working in the consultancy sector. Our employees are treated as an asset of our Company. We produce intellectual output for our Clients and are not involved in manufacturing or trading of goods. We focus to capitalize human assets and put all our resources to attract and retain talent in our Company.

Q.2. As far as Industry linkages are concerned, do you feel that Industry will continue to support academia?

Mr. Muhammad Manshah: Yes I strongly feel that it should happen. Companies are bound to inject young blood in their corporate set up and provide opportunities to young educated classes to use their talent and to provide them jobs. Companies should have their HR policies with clear career paths and try to retain the talented human resource. The support for academia is of great significance and both sectors should move in greater coordination.

Q.3. Do you believe that Pakistani Universities are creating an effective talent pool? What is your Company’s strategy to attract the best talent in Pakistan?

Mr. Muhammad Manshah: Universities are the main source from where the talent is being produced for the development of any country and corporate world is fed from this source. In Pakistan, I believe that Pakistani Universities are producing talent pool which of course has to be polished and skilled once they entered in the practical world and get experience in their relevant discipline. Our company has a policy to encourage the young engineers and other professionals by providing them a good platform from where they can excel and get the experience of real world and of course learn from their seniors as well. We also help students of different universities when they apply for internship and seek help for thesis work etc.

Q.4. Due to rough economic situation and soaring price rise, how does your company deal with keeping itself cost effective and attractive for job seekers?

Mr. Muhammad Manshah: We in our company are cost conscientious and we train our people to stick to budgets and make spending within allocated funds of different project activities. The Project Managers are encouraged to complete the projects within specified funds and allocated company resources. We have a very clear performance management system where people are compensated in relation to their work produced for the company. The people are not being given increments just for completing the year of service. We have created a working environment where the work is recognized and people are compensated and encouraged for hard-working which ultimately creates loyalty for the company. Our management is pro-active and we ensure that our employee are fully aware about three elements of decision making i.e. time, cost and quality of work in order to attain excellence in our outputs.

Q.5. Human Resources are the first causalities of an economic slowdown. What is your company’s strategy to deal with this challenge?

Mr. Muhammad Manshah: Economics is defined as earning and spending process for which humans are involved. Obviously, if there is any boom or depression in the economy everything is disturbed at micro and macro level. We are in the consultancy sector and if the country is growing through a real democratic government, then obviously development works get accelerated and consultancy services are also get boost. Our company is subsidiary of SMEC International, Australia and we have developed an aggressive policy for business promotion. We are seeking works in those sectors as well where we had not participated especially social sectors. We are also now seeking works outside Pakistan. We have recently set up a high quality design centre for transport so that we may produce works of international quality standards.

As labor in Pakistan is cheaper as compared to European countries, we can get work from those countries as well. Similarly, we are focusing to develop Hydropower Design Centre to enable us to provide design services within Pakistan and other countries in the growing hydro-power sector. We are confident that with these centers, out Company will not only sustain a lean economic period but will grow further.

Q.6. What is your policy on work-life balance and how do you achieve this balance yourself?

Mr. Muhammad Manshah: We in EGC believe that a healthy person with a healthy state of mind only can maintain a balance in his work and life. We strive to create good working environment by helping employees in their day to day problems and enjoy their work. At the same time, I also give time to my family, parents, friends and always keep myself updated with current professional knowledge and share with friends. I also find time for studying relevant books and by browsing internet to attain more knowledge on human and social developments.

Q.7. Can one be certain to imply that workforce should make no emergency plans considering the heavy job cuts by the companies?

Mr. Muhammad Manshah: Every company has its own strategy to deal with its human resources and set the priorities. If we go one decade back, the corporate world was focusing to bring new machines to produce cost effective and cheaper products to compete within industry competition. No doubt the job cuts by companies cannot be avoided totally. Generally, it is perceived that the job cuts are imposed by the companies due to reductions in their profits and activities which may not be a real perception. Companies should develop their own strategy and agenda as a result of which the workforces increased or decreased. For example, if a company has a Hydropower Project in the consultancy sector and before completion of the project would not be able to have another similar project where the staff can be is absorbed, then the staff may have to be reduced. But at the same time, the company should strive to have projects in other sectors where bulk of the staff can be retained. It is therefore essential that consultancy companies should try to diversify their sectors of business.

Q.8. How would you rate success and importance of online recruitment firms such as ROZEE.PK?

Mr. Muhammad Manshah: In Pakistan, HRM term is not known yet and people still consider that hiring and firing of the personnel is not a professional job. The companies which have spent high costs for on-line systems are maintaining their pool of potential candidates by using on-line recruitment service providers such as ROZEE.PK. Using on-line recruitment method of course is a very convenient and fast track solution for creating pool of potential candidates as compared to traditional way of advertising in the print media. At the same, it may be clarified that on-line recruitment is only useful for a specific segment of educated community and it cannot help anyone who is neither a computer literate nor educated as major population of our country is not covered under this category. Precisely, we can say on-line recruitment can mainly help for desk jobs and white collar jobs. On-line recruitment companies have not made enough efforts to introduce themselves in the market and educate people that such services are available. They should launch a program to encourage people to use this facility.

Q.9. How has ROZEE.PK helped your firm regarding recruitment i.e. if have you tried any recruitment tools provided by ROZEE e.g. Job Fairs/Job Postings/CV Search?

Mr. Muhammad Manshah: We have recently subscribed to ROZEE.PK and have found it a very user friendly and convenient hiring platform. We are also arranging training for our staff to use further of their tools and Search Engine. I hope in sometime, our staff will provide us feedback and we will be able to more and more utilize the service of ROZEE.PK.

Q.10. Tell us about your educational life?

Mr. Muhammad Mansha: I started my career after doing my Graduation from University of the Punjab. During my career I did my MBA with specialization in Human Resource Management from Allama Iqbal Open University, Islamabad.

Q.11. What is your secret of success in life?

Mr. Muhammad Manshah: I am a strong believer and keep myself satisfied what Almighty Allah has given me. Helping others is the secret of my life.

Q.12. What are the principles of your success?

Mr. Muhammad Manshah: Honesty and hard-work is the best policy for gaining success. I always consider myself accountable to Almighty Allah and keep principle of accountability and professional duty while working in my life. Helping others ultimately gives me satisfaction. I respect my seniors from the core of my heart and always try to learn from them. I have an approach that I must learn from the mistakes of others as well as my own. Likewise, I respect my juniors and try to pass on my experiences to them for getting success in their life. I get lessons from the experiences of others and try to apply in practical life.

Q.13. What do you look for in a candidate during a hiring interview session? Name 3 key things.

Mr. Muhammad Manshah: Why the candidate is interested? Exploring his strength and weaknesses during discussions, I provide an opportunity to the candidates as to how he may expresses himself, what is his negotiation power, speaking ability, his future plans, how he fits into the job description and what is his potential for future growth.

Here are the 3 key factors that we expect in a candidate:

a. His expectations from the company and whether he is ambitious or not. b. Proper job fitness. Right person for the right job. He/she should not be under or overqualified for the job in consideration. c. Anything positive which differentiates him from other candidates.

Q.14. Any good advice you want to give for our job seekers who want to join HR field and otherwise?

Mr. Muhammad Manshah: Exploring job is not something easy rather I would say that seeking job requires full time attention. It is not just to explore and apply for jobs and attending interviews. Actually, recruitment sources must be explored and should be followed up with interviews. Presentation should be as per the job requirement and up to the expectations of the hiring company. Outfit of the interviewee should also present him as a professional.

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