Professional Documents
Culture Documents
Group Members:
1. TARIQ ALI KHAN 2. SYED AWAIS SHAH 3. FAHAD JAVED 4. M.AZAM AKHTAR M10BBA056 M10BBA040 M10BBA022 M10BBA067
Presented To:
Sir Riaz Ahmad Mian
Presentation Topic:
HRM at PEL(Pakistan Elektron Limited.)
Class:
BBA (Banking & Finance) 4th Semester
Brief History
Pak Elektron Limited (PEL) started working in 1956, with the technical collaboration of AEG, it was primarily engaged in the production of DISTRIBUTION TRANSFORMERS. PEL has come a long way since its establishment and is now engaged in the production of transformers 33 KV-5Mva capacity, Switchgears upto 33KV, Squirrel Cage Induction Motors upto 40 H.P, Single Phase Energy Meters, Small Generators, Shunt Capacitor Banks and Reclosers etc. In 1980 the company expanded into consumer durables with the introduction of window type Air conditioners and today also manufacturers Refrigerators, Deep-freezes and Compressors etc. The manufacturing of Television is facilitated by its joint-venture with DAEWOO. In 1997 the Company collaborated with Carrier of America to produce splits and Airconditioners in Pakistan. PEL equipment has been used in numerous projects of national importance. Over the years PEL has its equipment approved and certified from some well reputed organizations such as: 1. 2. 3. Preece, Cardew and Rider, England Harza Engineering Company, U.S.A. SANAM Progetti, Italy
It was in early 70's that PEL became known in overseas markets due to its quality and the company started exporting to countries like Saudi Arabia, Dubai, Qatar etc. Later on the exports extended to countries of Middle East, Far East and Africa with great success. Later on PEL started manufacturing goods for Army. These include Generating sets and specialized D.C. Motors of various capacities. In October 1978, PEL was taken over by Saigol Group of Companies, which is one of the largest industries and commercial groups. The Saigol Group belongs to the Saigol Family, which is one of the oldest industrialist families in Pakistan and has contributed a lot in the industrial development of Pakistan. Since its take-over by Saigols PEL is a "company on the go". Presently the company is engaged in the manufacturing the following products:
a)Power Division: Power Division is engaged in the production of transformers, switchgears and energy meters. The main buyer of these products is government. The PEL power equipment was chosen for such vital projects as Mangla Power Station, Terbela Power Station and Combined Cycle Kot Addu Power Station.
Requirements:
Following requirements are to be fulfilled on joining the company and forwarded immediately to Human Resource Division for completion of their record. i) ii) III) Photocopy of National Identity Card. Photocopies of all academic certificate especially metric certificate. Photocopies of testimonials from previous employers
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RECRUITMENT PROCESS:
Recruitment of employees, in general the sources of recruitment can be classified into two types. 1)Internal Job Posting: Filling a job opening from within the firm has the advantages of stimulating preparation for possible transfer, or promotion and increasing the general level of morale. 1. Self Nomination: Human Resource office publishes a monthly newsletter that list the PEL's job posting program to different routes to nomination for a job, self nomination and nomination by an employee supervisor.. 2. Nomination by Employees Supervisor: In 4 years of its merger 3000 opening were advertised posted of which approximately 68% were filled. 32% of the opening was cancelled. Supervisions with vacancies often post jobs and interviews can ideates, and then when they are not satisfied with the qualifications of the
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1)
Advertising:
Advertisement is carried out in various newspapers. More information
2)
Employment Agencies:
PEL also utilizes private employment agencies which have qualified
employees and also they have specialized in various types of workers and job e.g. sales office, execution or engineer.
3)
Casual Applications:
Unsolicited applications both at the gate and through the mail constitute a
much used source of personnel recruitment. It has been developed through provisions of attractive employment office facilities and prompt and continuous replies to unsatisfied letters.
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1)
2)
Preliminary Interview:
In this step, .an idea of education and experience is obtained by asking for
the last grade finished in school and the names of jobs previously Done. The
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3)
Application Form:
In PEL factual information are to be obtained by means of an
application blank. Weighted application form is established and used with caution. It is used for two prime objectives. PEL has established the selection of more stable employees to decrease labor turnover. They have discovered and utilized the particular data that devote stability facts relating to home ownership, marital status, age and sex.
4)
Check of References:
The purposes of the reference check are to obtain information about past
behavior of applicants and to verify the accuracy of information given. PEL uses combination of letters and telephone calls, as a method of checking. Reference includes only 1) 2) 3) 4) Dates of employment Job title Absentee record Promotions and demotions
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5)
Psychological Test:
In PEL, clericals jobs are subjected to the greatest amount of testing,
applicants for unskilled hourly jobs are tested least. The factors measured are usually of the psychological type, such as ability to reason, capacity for learning, temperament and specific aptitude.
6)
Employment Interview:
PEL shapes interviewer behavior to establish a specific system for
conducting the employment interview. PEL considers following things to set up such a system. Conduct the interview in a relaxed physical setting. Begin by putting the applicant at ease with simple questions and general information about the organization and the position being filled.
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7)
8)
Medical Examination:
The Medical test includes matching of an applicant's physical capabilities
to job requirements .In having the physical examination procedure PEL has at least three basic objectives.
1)To ensure the applicant physical capabilities e.g. can the applicant work standing up. 2) To protect the company against unwarranted claims under worker's compensation laws or against lawsuits for damages. If a record of a new employees physical condition at the time of entry does not exit, a claim could possibly be filed for injuries greater than after the job.
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costs and greater organizational stability and flexibility to adapt to changing external requirements.
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2.
Operation analysis:
Attempts to identify the content of training - what an employee must do to
perform competently.
3.
Individual Analysis:
Determines how well each employee is performing the task that make up
OPERATIVE TRAINING:
The development of operative calls for specific increased in skills and knowledge to perform a particular job. In PEL there are primarily two basic methods in use.
1)
This method is most widely used and has the advantage of motivating the trainee to learn. As the success of the system depends almost entirely upon the immediate supervisor, the trainer, the personnel unit has a major responsibility for making a good, effective reaches out of every supervisor.
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i)
Pakistan Ltd. The main agenda of the program was to explore the hidden talent of their worker and to make them cognizant of their own potentials. Mr. A.I. Mir, the divisional head, and his team conducted the program in a very interesting and entertaining manner with the help of IQ testing riddles and different games.
ii)
Special Courses:
The second system of conducting training may be classified by some as
iii)
The objective of the program was to convert their sales staff into technical sales staff. Mr. Mir. Presented on selling skills, while Mr. Mehmood Hussain and Mr. Asim Naseer Presented on technical application knowledge. Although, being held day and night, it was not a carry session but full of real enthusiasm.
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OF
EDUCATIONAL
AND
TECHNICAL
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To
attract
productive
human
resource
and
ensure
positive
contribution to the organization's success, the PEL offers a variety of facilities, benefits and welfare programs to its personnel. Management at PEL, in addition to giving basic pay to its employees, also cares for many employer benefit schemes and programs e.g. the distinction of large corporations only. Here are important mentions in this respect.
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Leaves:
PEL allows its employees leaves with the one basic salary per year. People are facilitated with 30 days leave per year including 12 earned leaves, 8 sick leaves and 10 casual leaves. Company has its own guest house in Murree and employees have options to spend one week there at company expenses.
Provident Fund:
In case of provident fund, 10% contribution is made by employees and 10% by the employee.
Medical Facility:
People earning Rs.4000 per month have medical facility under the Social Security. Those having salaries more than Rs.4000 per month, are paid Rs.300 per month as medical allowance.
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Performance Appraisal:
To boost the morale of employees, every year rewards are given to the most regular person. A special performance award is also given
Loans:
Loan facility is also provided but it can be availed from the provident fund of the employee, which is equal to 10%.
Canteen Facility:
The Management of PEL believes that primary condition for good health is nutritious food. So it is prepared under most hygienic conditions in the company and is served at highly subsidized rates.
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MANPOWER PLANNING
To get maximum output from minimum input of human resource. Manpower planning requires an assessment of present and future needs of the organization to be compared with present resources and future predicted resources, appropriate steps should be planned to bring demand and supply into balance.
Overstaffing is wasteful and expensive, if sustained, and it is costly to eliminate. Understaffing loses the business economies of scale and
specialization, orders, customers and profits. In PEL basic purpose for which HRD in relation to HRP serves are as under:
1.
2.
HRD unexpected shortages, wastage, blockages of unexpected shortages, wastage, blockages in promotion flow and needless redundancies.
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4.
Management Development:
HRD provides succession of trained and experienced manager which is
essential to the effectiveness of the organization and this depends on accurate information about present and future requirements in all management level in PEL.
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utilizes a lot of high talent personnel. Following are specific reasons for which PEL management is carrying on systematic human resource planning. 1) Future Personnel Needs:
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1)
personnel vice-president and his staff cannot make useful plans for period of one or three or five years, unless they have data on possible corporate expansions new products, new plants, new markets and so on. Important steps involved in overall planning for PEL are: 1. To analyze and evaluate environmental influence. a) Political trends and legislation which will have impact upon the business.
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To identify the values and aspirations of PELs directors and executive. To identify and evaluate the internal strengths and weaknesses of the enterprise.
4.
To develop a strategy which relates the strength of the company and aspirations of executives with opportunities perceived in environment.
5.
To create specific enterprise objectives and plans for achieving these objectives.
6.
To prepare plans for the functional areas of the business; production, finance, marketing, research and development and personnel.
7.
To communicate with members of the organization and involve them in planning process.
8.
To evaluate progress toward implementation of plans and take corrective action where necessary.
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2)
skill inventory consists of up-to date information regarding the qualifications of the selected categories of personnel. The skills inventory has several important uses. 1) After preparing human resource forecast, PEL compare, the number, types and skills specified by forecast with the present baseline or current position given by skill inventories to as ascertain what skills must be developed from present personnel via training, up grading and special development efforts. 2. Other use is to identify talent within the organization for specific job opening. 3. An up to date skill inventory is valuable for the preparation of rosters of qualified technical and managerial personnel. 4. An inventory can be used in conjunction with an affirmative action program to monitor progress toward meeting employment goals.
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COMPUTERIZED SYSTEM:
PEL along with manually prepared Human Resource Data card also use computerized system to handle data. The computer can readily provide a printout of the age distribution of all mangers by level, job, and department.
SALARY ADMINISTRATION
There is no doubt that motivation is the crux for good performance, but there is no clear-cut answer to the question of how to motivate. Money is a factor in motivating people and this section concentrates on this. Reward systems are discussed in general and later in specifics in terms of payment by results. Various schemes for financial motivation are also described.
i) ii) In PEL all confirmed employees are allowed annual increments If service is less than one year then increment is granted in proportion of the length of service during the year.
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also be interviewed. vii) Merit shall be the only criteria for promotions. Seniority will be taken into consideration only when everything else is equal.
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INDUSTRIAL RELATION
The purpose of industrial relations is to ensure effective communication between management and staff, to secure maximum cooperation from staff, and to motivate staff to give their best by ensuring that they feel fairly treated, understands the overall direction and values of PEL and those of their departments, and how decisions that affect them have been reached.
DISPUTES IN ORGANIZATION:
Sometimes the employees are not satisfied with their jobs and there are some signs such as strikes, confrontation leading to lockouts and various forms of withdrawal of cooperation by workers. But the typical conflicts which are taking place in the organization are overtime bans, working to rules, refusal to use new machinery have all seen in different sectors of PEL.
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SYSTEMS OF COMMUNICATION
Communication is a two-way process, for releasing staff's ideas, energy and ambitions. Through communication, management helps staff understand the mission, objectives and values of the department, and staff can let management know their ideas and aspirations for giving their best.
implementation strategies. Gather information on the campuss business and training needs at the appropriate times, to ensure that the system reflects those needs to the greatest extent possible. Encourage leadership and support from campus management. Ensure that the various project staff and working groups receive communication from project management and from each other.
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employees. It provides continuous invitation for employees to come in and talk about everything that is troubling them. 2. Effective communication: In PEL can be judged with. Informal discussion Meeting with manager Formal meeting
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Labour Laws:
Labour laws applicable in the country are also applied at PEL. All benefits imposed by the Government of Pakistan and Government of Punjab are granted to employees.
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1.
LEGISLATION FULFILMENT:
All the legislations (which are followed by the organization) should
2.
Company will also issue a Company Identity Card to each employee. In case, card is lost, the matter should be reported to Human Resource Division immediately and a duplicate will be issued.
3.
PROBATIONARY PERIOD:
During this period, the employee will not be entitled to avail any leave,
benefits of the medical scheme, coverage under Group insurance Policy and member ship of the Provident and Gratuity Funds except coverage under the Accident Insurance Policy.
4.
Contract, which sets out any additional terms and conditions of employment, which are applicable to the organization.
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6.
services will be confirmed in writing and then an employee will be entitled to avail benefits of Medical scheme, Leave Entitlements, Coverage under Group Life Insurance, Membership of Provident Fund, Gratuity Fund, Pension Fund..
7.
holiday, the next working day. Salaries are remitted directly to the Bank Account and it is therefore necessary that details of Name, Account Number, Branch and Place should be intimated to H.R.D/S.P.C. on joining or if any change occurs.
8.
regulations stated:
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CASUAL LEAVE:
ii.
SICK LEAVE:
Entitlement is 14 calendar days in a year and shall not exceed 28 days..
RULES Any application for sick Leave which exceeds 3 days should be supported by a medical certificate from a registered practitioner. Company Doctor will examine the employee and his advice shall be final, for the purpose of granting leave to the employee.
iii.
PRIVILEGE LEAVE:
The P/L entitlement for all employees is as follow:
Rules a) An application for P/L shall be submitted to the Human Resource Division duly recommended by the concerned Superior, a minimum of 14 days before commencement of leave.
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iv.
MATERNITY LEAVE:
Maternity Leave will be allowed to the concerned employee for a period of
12 weeks (85 Calendar days) for each case. Application for the period of leave should be submitted well in advance.
9.
TRAVELLING SCHEME:
A travelling advance may also be taken by the concerned employee
keeping in mind, the entitlement and the length of stay planned. For this purpose an advance form may be filled in, recommended by the Division/Department Head and forwarded to Human Resource Division for approval.
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HOSPITALIZATION:
In those cases where admittance to hospital is required total hospitalization expenses, which include Doctor's fees, X-Ray charges, Medicines, Laboratory charges etc., will be reimbursed by the company at its description against proper receipts.
INSURANCE PLAN:
The company has made arrangements to provide adequate 24 hour insurance coverage of all its employees in case of death or permanent disability while at work or traveling or at home.
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Strengths:
* The only A.C. in Pakistan which comes in three different weights i.e. 1.5 tons and 2 tons. * * The only local brand offering 5 year compressor and year parts guarantee. Interior of the Freezer is lined with aluminum sheeting, further protected by a rust profiling. * * Good picture quality Built in transformer to control fluctuations in electricity.
Weaknesses:
* * * High electricity consumption Poor after sales service Too heavy to carry and bigger in size as compared to other A.Cs available in market. * * Inconsistent supply of product during peak season. Limited range of model.
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Threats:
* * The influx of smuggled A.Cs in Pakistan from Afghanistan. The price gap between local and imported A.C. is reducing due to decrease in import duties. * * * * Stagnant economy of Pakistan is a big threat to A.C. market. High Price Tough competition with foreign brands Increased input cost.
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Strengths:
* * * * * The only plant in Pakistan which has got ISO 9000 certification It has technical collaboration with Asea Brown Boveri, USA Product is nearly flawless. Market leaders in Pakistan The ability to provide all types of designs as per customer's specification and requirements. * * Transformers have high short circuit withstand capability. High service life
Weaknesses:
* * * * Manufacturing cost is high as compared to competitors Improved quality standards is need of time. Instrument Transformer failure rate is relatively high. Temperature rise of transformers should be minimized at the design state. Improvements in design need to be reviewed continuously..
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Threats:
* High production cost can make the meters uncompetitive in competition faced by Syed Bhais. * * Government taxation policies and custom duties. A huge amount of payment is not made by WAPDA & KESC. This has hindered growth of switchgear plant. * Heavy Electrical complex is a potential threat to the manufacturers of transformers
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CONCLUSION
The organizational structure of the company shows that the top management is centralized as compared to middle and lower
management. The decision making is done at top level and the decisions are enforced down the middle and lower management. * The management is bureaucratic in nature. The authority increases as we go up the hierarchy. Selection of members is based on their qualifications and the requirement of the position determines who shall be employed in what position. * The organizational structure is not tall but flat. Due to flat structure span of command is large. * The organization's objectives are clearly communicated to each employee through MBO program. This helps the employees to engage themselves in those activities which lead towards achievement of objectives. * Top administrators ensure that every decision can be attributed to someone. If somebody is given responsibility and authority he is also held accountable. * The management audit is conducted after every six months which considers policies, organization operating methods, financial procedures, personnel practices, physical facilities and over all organization's condition.
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management tries to meet as many demands of union as possible. If they cannot they do every thing possible that workers union should be satisfied.
Problems:
* As company's organizational structure is centralized at top level, it is causing an imbalance between responsibilities and authorities in the lower portion of administrative span.
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1. What is recruitment? Ans. Recruitment refers the policies you need to carry out the people aspects of your management. These policies include: a) Conducting job analysis b) Planning labor needs and recruiting job candidates c) Selecting job candidates interviewing d) Orienting and training new employees
2. Why recruitment is necessary? Ans. Recruitment is necessary for PEL because it is beneficial for the company and it is one of the basic requirements of the organization. 3. Whose responsibility to recruit the candidates? Ans. It is the responsibility of Human Resource Department to conduct the job analysis and recruit the candidates.
4. Method of recruitment you follow? Ans. PEL follows both internal and external recruitment. Internal recruitment is beneficent because theres really no substitute for knowing a candidates strengths and weaknesses. It is often there safer to promote employees from within, since youre likely to have a relatively realistic view of the persons skills than you would an outsiders. Inside candidates may also be more committed to the company. Morale may rise, to the extent that employees see promotions as rewards for loyalty and competence.
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5. Is reference count in recruiting? Ans. PEL officials said that reference count in the recruitment up to some how and background is necessary for recruitment because it is the requirement of the organization. 6. What kind of tests screens the employee abilities more properly? Ans. Skilled people are the need of PEL because only skilled people have the good performance. And Intelligence tests best screen out the employees abilities and capabilities. In PEL physical test is necessary for all the candidates. 7. Why careful selecting is necessary? Ans. Careful selecting is necessary because if you hire wrong person it is a burden for the organization. The cost of hiring wrong person is much more than anything. So careful selecting is necessary so that right person for the right job can be selected. 8. What do you mean by training? Ans. PAK ELEKTRON LIMITED Officials said that training means to update and boost up the knowledge and skills of the employees and it is a process of teaching new employees the basic skills they need to perform their job. 9. What is your training procedure? Ans. They told me that company has its own prescribed methods for training the new employees.
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10.
How do you Train your employees after selection? Ans. After selection they train their employees by providing theoretical
11.
Ans. PAK ELEKTRON LIMITED provides both On the Job Training and Off the Job Training to its employees.
12.
Where you train your employees? Ans. PEL trains its employees in its head office in Lahore and also
13.
How many level of analysis for determining the needs training can
fulfill? Ans. In PEL there are three level of analysis for determining the needs training can fulfill. 1. 2. 3. Organization analysis: Operation analysis. Individual Analysis.
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14.
Ans. In PEL employees are provided with: Medical facility Gratuity Provident Fund Utility Allowance Conveyance Allowance
15.
Ans. Outside medical facility is available for employees and they are paid at actual basis. It means if an employee gets treatment from the authorized hospital of the PEL where it will bear all its expenditure incurred.
16.
In case of any employees death, how much you give to his family?
Ans. A lump sum Rs.150,000 is paid to the relatives of the person who death with the provident fund of the dead person if his service is more than five year.
17.
What is manpower planning? Ans. PEL Officials said that manpower planning means to use the
human resource in such a way that we get maximum output from minimum input of human resource.
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Ans. They said that manpower planning is necessary to use human resource economically and efficiently.
19. Do tasks are given to employees at the start of year? If yes then how they evaluate it? Ans. Tasks are given to employees at the start of fiscal year. At the end of fiscal year, these tasks are evaluated by annual appraisal.
20.
Organization? Ans. The maximum age of employee to earn salary in the Organization is 63 years.
21.
What is your minimum salary? Ans. PEL Officials said that their minimum salary in the organization
22.
Is there separate salary department? Ans. There is separate salary department, which do the job of salary
administration in PEL.
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24.
Do you pay salary by cheque or cash? Ans. PEL pays salary to the labours by cash and to the higher level
employees by cheque.
25.
Ans. Good industrial relations, while a recognizable and legitimate objective for an organization, are difficult to define since a good system of industrial relations involves complex relationships between: Workers (and their informal and formal groups, i. e. trade union, organizations and their representatives); Employers (and their managers and formal organizations like trade and professional associations); The government and legislation and government agencies and 'independent' agencies like the Advisory Conciliation and Arbitration Service.
26.
Ans. PEL understand the importance of industrial relationship, so, PEL tries to make good relations with employees. For this purpose PEL has a separate department for industrial relationship.
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28.
What are the tools, you use in internal communication? Ans. In Internal communication they use: -
Telephone (mostly) Email Fax 29. What are the tools, you use in external communication?
Ans. In External Communication they use: Written communication Verbal communication 30. How do you communicate with your foreign branches? Ans. PEL gives you direct access to a comprehensive range of better facilities to help you monitor your business locally as well as internationally.
31.
Is there any Union in your organization? Ans. PEL has a very strong Union.
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32.
Ans. PEL management manages the unions and problems by holding meetings with unions and discusses various problems. 33. Did PEL face any Strike in his life?
Ans. PEL faced a strike in its life because the workers wanted increment in their pay but they did not have it. So, workers went on strike. 34. What are the main points of dispute between you and union?
Ans. These are the main points between PEL management and Union: .Salary .Various benefits .Promotion .All other staff related problems
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35.
Ans. PEL take union very seriously because they found very hard to manage the strike. PEL has a good reputation in the organization, so the management does not want to lose this reputation by union problems.
36.
Ans. Human Resource Manager said that in his own view Union is healthful for the company because management cannot go against the benefits of the employees due to Unions pressure.
37.
Do you recruit on temporary basis? Ans.PEL recruits persons temporarily for temporary purposes.
38.
Ans. PEL also recruits on contractual and permanent basis as the requirement of the organization.
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39.
Ans. There is no quota system in the recruitment of bank. PEL based on diversity. It means that organization can hire any appropriate person from the candidates without taking any quota into consideration.
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