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Prepared for
__________________________
Instructor: Introduction to HRM
Prepared by:
MUQADDAS ISRAR (
Dated:_________________
PAGE 1 OF 26
ACKNOWLEDGEMENT
Then
my
sincere
__________________,
thanks
for
to my
valuable
respected
guidance
in
instructor,
course
human
resource
Thanks
PAGE 2 OF 26
Table of Contents
EXECUTIVE SUMMARY.................................................4
INTRODUCTION...............................................................5
COMPANY MILESTONES:..............................6
VISION.........................................................7
TO BE RECOGNIZED AS A LEADING ORGANIZATION THAT
VALUES CUSTOMERS NEEDS AND PROVIDES MOTORING
SOLUTIONS WITH STRONG CUSTOMER CARE...........7
MISSION......................................................7
1.
STRIVE TO MARKET VALUE PACKED VEHICLES
THAT MEET CUSTOMERS EXPECTATIONS................7
HUMAN RESOURCE DIVISION AT PAK SUZUKI.8
VALUES..................................................................9
HRD FUNCTIONS.................................................9
POLICIES & PROCEDURES..............................10
ORGANIZATION & REPORTING STRUCTURE OF
HRD......................................................................11
FUNCTIONS / SERVICES PERFORMED..........12
PLANNING.................................................14
RECRUITMENT PROCESS............................15
RECRUITMENT POLICY....................................15
TEMPORARY, CASUAL OR CONTRACTUAL BASIS
................................Error! Bookmark not defined.
MANAGEMENT TRAINEES / PROBATIONARY
OFFICERS...........................................................15
RECRUITMENT PROCEDURES........................16
IDENTIFYING, WHEN TO RECRUIT?..............16
EXISTING VACANCY / NEW POSITIONS..........16
UNDERTAKING A JOB ANALYSIS.....................17
SELECTION................................................18
THE MERIT PRINCIPLE....................................18
SELECTION COMMITTEE.................................18
STRATEGIC GOALS OF TRAINING & DEVELOPMENT
.............................................................................................18
INTRODUCTION.........................................18
POLICY.......................................................19
PROCEDURES............................................19
MEASUREMENT & EVALUATION METHOD..........20
INTRODUCTION.........................................20
COMPENSATING EMPLOYEES.....................21
PROMOTIONS.....................................................21
INCREMENTS......................................................21
ALLOWANCES.....................................................21
CHALLENGES FOR PAK SUZUKI MOTORS HRD
..................................................................21
RECOMMENDATIONS:................................22
CONCLUSION.................................................................22
BIBLOGRAPHY...............................................................23
PAGE 3 OF 26
EXECUTIVE SUMMARY
A famous adage is: Everything is in a state of flux so this is very true and
for that whether its an individual or an organization, should keep on developing
itself & keep on planning for new goals & its strategies. In getting the target
problems always arises. Problems are to crop up continuously, and opportunity
for improvements always exists, and if they are left unaddressed, they get
worse and become plague for everyone especially for organizations in which a
host of individuals works for mutual benefit. So tackling with the problems or
being proactive to them or to seize the opportunity for improvements makes the
organization pull off its goals proficiently.
The pace of change in the global business environment is moving at everincreasing rate. The globalization of markets and the surge in information
technology has expedited the business process at an unimaginable scale.
In order to achieve the targets planning should be done properly. In this report
the planning, strategies & procedures of Human Resource Department of Pak
Suzuki Motor is discussed. The main function of any HR department is to cope
with strategies of the business & to make sure the execution of policies &
strategies.
HR department performs many functions but the planning, policies & strategies
for achieving goals of department like recruitment, performance management,
training & development of employees etc, are being discussed.
Different kinds of compensation packages offered by organizations are also
discussed. Vision, mission & long term objectives of human resource
department
are
discussed
deeply.
The
report
is
concluded
by
few
recommendations.
PAGE 4 OF 26
INTRODUCTION
Pak Suzuki Motor Company Limited (PSMCL) is public limited company with its
shares quoted on Stock Exchanges in Pakistan. The Company was formed in
August 1983 in accordance with the terms of a joint venture agreement
between Pakistan Automobile Corporation Limited (representing Government of
Pakistan) and Suzuki Motor Corporation (SMC) - Japan. The Company started
commercial production in January 1984 with the primary objective of
progressive manufacturing, assembling and marketing of Cars, Pickups, Vans
and 4 x 4 vehicles in Pakistan. The Companys long term plans inter-alia
includes tapping of export markets.
The foundation stone laying ceremony of the Companys existing plant located
at Bin Qasim was performed in early 1989 by the Prime Minister then in office.
By early 1990, on completion of first phase of this plant, in-house assembly of
all the Suzuki engines started. In 1992, the plant was completed and production
of the Margalla Car commenced. Presently the entire range of Suzuki products
currently marketed in Pakistan is being produced at this plant. Under the
Governments privatization policy, the Company was privatized and placed
under the Japanese management in September 1992. At the time of
privatization, SMC increased its equity from 25% to 40%. Subsequently, SMC
progressively increased its equity to 73.09% by purchasing remaining shares
from PACO.
PAGE 5 OF 26
PAGE 6 OF 26
COMPANY MILESTONES:
1975
1978
1982
1983
1984
1985
1988
800cc Alto now called Mehran and 1000cc Swift car later on
called Khyber were introduced through local manufacturing.
1989
Foundation stone of PSMCL Bin Qasim Plant was laid by the then
Prime Minister of Pakistan, shaheed mohtarma Benazir Bhutto.
1992
1996
1997
1998
2000
2001
2002
2004
2005
2006
was completed.
Production of locally manufactured Liana Car.
2007
2008
2009
2010
2011
2012
VISION
To be recognized as a leading organization that values Customers needs and
provides motoring solutions with strong customer care.
MISSION
1. Strive to market value packed vehicles that meet customers
expectations.
2. Provide a platform where our stakeholders passionately contribute, invest
and excel.
3. Make valuable contribution to Social development of Pakistan.
4. We ensure safe disposal of waste generated from our facility and will
minimize the discharge of waste materials into the environment by
utilizing responsible pollution control practices.
CORE VALUES
Customer Focus
Integrity
Teamwork
Creativity
Meritocracy
Humility
Hirofumi Nagao
2
3
4
5
6
7
Satoshi Ina
Hidekazu Terada
Kenichi Ayukawa
Jamil Ahmed
Mumtaz A. Shaikh
Wazir Ali Khoja
Chairman/Chief
Executive
Director
Director
Director
Director
Director
Director
competitive environment besides other factors its the work force or employees
competencies which helps an organization to gain a competitive advantage
over other organization.
If a firms competitiveness depends on its employees, then the business
function responsible for acquiring, training, appraising & compensating those
employees. The notion of employees as competitive advantage has therefore
led the linkage of human resource management with strategic goals &
objectives in order to improve business performance & develop organization
cultures that foster innovation & creativity. Top management along with HR
personnel crafts the companys business strategy. That strategy then provides
the framework that guides the design of specific HR activities such as recruiting
& training. This should produce the employee competencies & behavior that in
turn should help the business implement its business strategy & realize its goals
.HR strategies are the courses of action HR uses to help the company achieve
its strategic aims.
Even the mission of the Automobile sector says that they want to improve the
quality of human resource which depicts the value it gives to its most valuable
resource i.e. its work force or human resource. Human Resource Department in
the automobile industries is performing number of jobs related to the
development of employees which eventually results in the development or
progression of organization. Human resources department of organization has
become the most important element of success of any organization. Human
resource personnel use to design strategies from an individual level till
organizational level. HR department has to balance two primary responsibilities
i.e. of being a strategic business partner & secondly representative of
employees. In order to gain competitive advantage HR have to design certain
strategies that can retain best staff but being a strategic business partner it
also has to support business strategy.
VALUES
The HR team values:
HRD FUNCTIONS
HRD Functions are being performed under two sections as under:
SECTION I
Recruitment
Leave Record
Staff Record
Staff Finances
Internship
Disciplinary Actions
TA/DA
Confirmation of Employees
SECTION II
Policies
Online Payroll
Performance Management
Compensation Management
HR computerized Database
PAGE 11 OF 26
Job Descriptions
Succession Planning
Ensure
corporate
culture
fostering
strong
working
relationships
INCHARGE- HR OPERATIONS
Personnel Administration
Leave record
Staff record
Compensation management
INCHARGE- HR POLICY
PAGE 12 OF 26
Policies
Disciplinary actions
INCHARGE- HR RECRUITMENT
Recruitment
Internship
Performance management
Staff finances
Employees Data
Employees Data
TA / DA
Promotes
organizational
vitality
through
effective
and
efficient
most valuable
Other services included within the ambit of HRD are but not limited to:
Performance management.
Online payroll.
Database MIS.
GENERAL RESPONSIBILITIES
The HRD has specific responsibilities in the following areas:
Accepting requests from all offices and departments of the company for
assistance in employing staff personnel, both supervisory and nonsupervisory.
Processing new staff employees who have been accepted for positions
with the Pak Suzuki Motor (Pvt) Ltd.
EMPLOYEE RELATIONS
PAGE 14 OF 26
PERSONNEL RECORDS
The HRD is responsible for the development and maintenance of a centralized
personnel records file. All requests from outside sources for employee
information, employee reference checks, and verification of employment are the
direct responsibilities of the HRD.
Giving
each
individual
specific
task
;establishing
PLANNING
Top management set the standards for the divisions & then leaves the rest over
the managers to achieve them. After getting the targets managers along with
his or her team find out the ways to achieve the target (make strategies) human
resource department of automobile industries similarly after knowing their
targets work out together to achieve it. HR department is basically a facilitator
on both the sides i.e. organization & employees. It plans ,recruits, selects,
compensate, motivate, train & maintain the work quality through appraisal
for an organization so that its work force give their full efforts to achieve the
targets of the company & help it achieve the competitive advantage over other.
On the other hand, they solve matters of employees, compensate them. Proper
HR department in any organization is a sign of valuing human resources in that
organization.
RECRUITMENT PROCESS
The automobile sectors goal in recruitment and selection is to hire and retain
the most qualified individuals. Recruitments may be made either by direct
recruitment or by promotion, therefore, Managers / Divisional Heads are
encouraged to first consider employees from within their department.
If the position remains unfilled after internal research, the HRD assists
departments by coordinating all aspects of the employment process to present
departments requesting such recruitments with qualified applicants from a
variety of sources to the organization. The recruitment process, application
PAGE 16 OF 26
review, reference and background checking, and the selection and hiring
processes are subject to pertinent Federal and Provincial laws and regulations.
Candidates for recruitment must be Pakistani Citizens and will be required to
declare their domiciles at the time of joining their duties with the organization.
Employment decisions are based on the required standard of the post / vacancy
qualifications and are made without regard to race, color, ethnic origin and sex.
RECRUITMENT POLICY
The policy is mainly in four (4) parts:
Advertising
Interviewing
Selection
Responsibility for the oversight of all recruitment activity and the management
of related processes, including the option to employ external agency services,
resides with the Divisional Head of HRD or any other competent authority. The
competent authority in accordance with the policy laid down by the Board of
Directors shall make all recruitments of employees.
RECRUITMENT PROCEDURES
Recruitment into the Pak Suzuki is the establishment of an employer / employee
relationship and this process can be divided into the following procedures:
Advertisement, if necessary
Selection
PAGE 17 OF 26
Interviewing of Applicants
Selection recommendation
Approving recommendations
Record Retention
Confidentiality
Is the work essential for the operation of the specific area of the
organization or could it cease?
Could other staff in the automobile sector undertake the work or some of
the duties?
it
be
possible
appropriate
to
fill
the
position
through
PAGE 18 OF 26
Has the job changed? (i.e., new duties, new skills, new work area)
Is the position description still appropriate for the position designation and
salary level, and if required, has it been updated?
Does the draft position description accurately reflect the tasks and
responsibilities of the new position?
Could the job be offered on a flexible basis? (i.e., part-time / contractual)
The work and activities that will be carried out in the position.
SELECTION
This Section of the Recruitment Policy provides guidance to assist HRD /
delegated officers with the automobile sectors recruitment selection principles
and process, as well as recording the process in order to facilitate review of a
decision, if necessary.
Due care must be taken to ensure that the selection criteria:
PAGE 19 OF 26
SELECTION COMMITTEE
A selection committee approved by the Board of Directors will be constituted for
all the recommendations. The purpose of a selection committee is to assess the
comparative merit of each applicant and to recommend for appointment the
best person for the job. The deliberations of the selection committee should at
all times be remained confidential.
STRATEGIC
GOALS
DEVELOPMENT
OF
TRAINING
&
INTRODUCTION
The Pak Suzuki Motor is committed to optimize opportunities for all the staff to
improve their levels of skills and knowledge by enhancing their efficiency and
competency levels, quality of workplace and productivity through effective
training and development.
The development of staff is a joint responsibility shared by individual staff
members. The need based, targeted training in this regard plays an important
PAGE 20 OF 26
POLICY
Employees of the automobile sector will be assessed before being nominated to
attend any training program sponsored by the higher companies. Training will
be provided to all the employees wherever and whenever required, keeping in
view the following points:
To provide and enhance knowledge and skills in their present job function.
To prepare the employees for other job functions so that they may
perform effectively in different job functions.
The HRD will be responsible to organize training programs. HRD will work
closely with Divisional Heads / Regional Chiefs.
The HRD will keep itself updated about the availability of quality Training
Courses in the market.
PROCEDURES
The specified procedures are described below:
At least once in a year (in January), HRD will conduct a "Training Need
Assessment" (TNA) of all the employees of the Pak Suzuki Motor through
their respective Manager / Regional Chief / Divisional Head.
Prior
approval
for
the
outsourced
training
program
or
outsource
facilitator / trainer will be obtained from the President of the Pak Suzuki
Motor. However, where training courses / programs have to be arranged
at very short notice, a post fact
After the conclusion of the training program, HRD will obtain a report on
the training experience from the employees who participated in the
training program through a "Course Evaluation Form" (CEF).
The copies of CEF will be sent to the concerned Divisional Head / Regional
Chief / Manager for their review and necessary action.
The following procedures are intended to assist staff members responsible for
the supervision of staff when faced with handling unsatisfactory work
performance or conduct in the workplace and to provide guidance in taking
appropriate action.
They are also intended to provide staff members whose work performance or
conduct is identified as unsatisfactory with a clear understanding of the
associated process.
COMPENSATING EMPLOYEES
In order to retain their staff, HR Department has number of ways to compensate
their permanent staff like following:-
PROMOTIONS
To be considered for promotion an applicant must be permanently employed in
the organization. A promotion shall refer to the advancement of a currently
employed person to another person/rank with a higher level & salary range.
The salary of a person who is hired or advanced to a higher pay grade through
promotion, reclassification, or classification regarded shall be established within
the range of the assigned pay grade as per fixation rules.
The performance of every employee shall be assessed at least once each year
according to the performance appraisal procedure laid down.
INCREMENTS
Annual salary increment is effectively linked to the performance of the
employee. A certain amount of salary increment is given to all employees to
enable them to cope with national inflationary trends. However, additional
increments are awarded in recognition of an individuals effectiveness;
accomplishment, competence & superior performance in his/her job assignment
& serve as an incentive for greater achievement.
ALLOWANCES
Following allowances are forwarded to employees:HOUSE RENT ALLOWANCE: - All permanent/regular employees will be allowed
House Rent Allowance @ 45% of the basic pay.
PAGE 23 OF 26
Pre & post retiring staff & their work allocation issue
RECOMMENDATIONS:
The following are the recommendation which needs to be implemented in Pak
Suzuki Motors HRD:
They should work for the Services which are rendering to their customers
and the processes technology, which are being used for this.
HRD should develop and maintain the Quality Circles, in order to have
best performance monitoring and evaluation for the employees and
organization
PAGE 24 OF 26
Group & Team Building would also help HRD to get the betters results for
the organization, rather than working on individual basis
HRD
should
also
develop
the
phenomenon
of
Open
Lines
of
Communication.
CONCLUSION
Organization survives & prospers if only they planned well. Planning of HR
division directly or indirectly depends upon the strategies of organization
because HR plays a role as a business strategy partner whose task is to make
sure the implementation of the business strategies, policies & procedures in the
company.
In order to implement the business plans the recruitment process is mainly
effects HR department has to make sure that human resource is available
adequately to carry out those strategies. The technology factor is not been used
as a
Information System) & internet recruiting can make task easy to explore new
talents. As mostly recruitment is done through internal hiring or through
advertisement in newspaper or agencies.
In order to make sure that the staff is completely equipped with latest skills &
knowledge, training programs should be arranged more frequently. The problem
of integration between different departments must be solved by arranging
employees picnic or party annually of semiannually which will promote informal
relationship between employees & will also relax them.
In the end Pak Suzuki Motor in order to reach at the heights of success it has
planned such goals which are achievable for the employees because
unachievable goals and targets will demotivate employees & result in
frustration and low performance.
PAGE 25 OF 26
BIBLOGRAPHY
SECONDARY DATA GATHERING
www.paksuzuki.com.pk
Consultation with Human Resource Development Book & Classlecture Notes.
PAGE 26 OF 26