TABLE OF CONTENT

Introduction Of PEL Vision & Mission Statement PEL Products The Main Customers Of PEL: The Department Of PEL PEL HR Department Vision & Mission Of HR Department

02 02 03 04 05 05 06 07 08 10 11 12

Problem In Recruitment & Selection Process

HR Planning: Job Analysis Recruitment And Selection Section

Conclusion

INTRODUCTION OF PEL:
Pak Elektron Limited (PEL) is the pioneer manufacturer of electrical goods in Pakistan. It was established in 1956 in technical collaboration with M/s AEG of Germany. In October 1978, the company was taken over by Saigol Group of Companies. Since its inception, the company has always been contributing towards the advancement and development of the engineering sector in Pakistan by introducing a range of quality electrical equipments and home appliances and by producing hundreds of engineers, skilled workers and technicians through its apprenticeship schemes and training programs.

Vision
To excel in providing engineering goods and service through continuous improvement.

Mission
To provide quality products and services to the complete satisfaction of our customers and maximize returns for all stakeholders through optimal use of resources. To focus on personal development of our Human Resource to meet future challenges. To promote good governance, corporate values and a safe working environment with a strong sense of social responsibility

PEL PRODUCTS
The company comprises of two divisions:

Appliances Division Power Division

PEL Appliances Divisions:

This division of PEL consists of appliances manufacturing as Air conditioner PEL refrigerator PEL water dispenser PEL washing machines Microwave ovens Generators

PEL Power Divisions:

PEL was found in 1956 and has since been serving the power utilities, industries, individual customers, housing and commercial projects, by providing reliable, customize and cost effective solutions backed by innovative genius of saigol group.PEL power division manufacture transformer, energy meters, switch gears, compact stations, and shunt capacitor banks. PEL is one of the major electrical equipment suppliers to water and power development authority (WAPDA) and Karachi electrical supply corporation (KESC).

The Power Division of PEL has the following products;

EPC Contracting Power Transformer

Distribution Transformer Dry type Transformer Energy Meter Switchgear Transformer Services

THE MAIN CUSTOMERS OF PEL:

The PEL customers are divided into two parts as Home Consumers Industrial Consumers

Home Consumers:
Common individuals are who mostly purchase home appliances.

Industrial Consumers:
The industrial consumers are purchased the products of power division. LESCO GEPCO FESCO IESCO PESCO MEPCO

HESCO QESCO KESC

THE DEPARTMENT OF PEL

The PEL Main Departments Are HR&D IR&A Finance IR FR & Commercial Accounts Marketing Appliances Divisions Marketing Power Division Production Department Appliances Divisions Production Department Power Divisions

PEL HR DEPARTMENT
HR department is the most important department in PEL. It deals with the Planning and recruitment and selection of employees, training and development of employees, compensation and performance of the employees. We did our visit in the HR department of PEL and learned lot during this period. There are five sections in HR department. Those Planning Section (PS),

Recruitment and Selection section , Training and Development section, Motivation Compensation and Performance.

Each of the section has its own significance and importance. Each plays an important role in the working of HR department. The job analysis and planning department conduct the detail plan before the recruitment and selection process. Recruitment and selection section deal with the hiring the employee. The training section is responsible for all types of training of employees. The performance section evaluates the performance of the employees and on the base of this performance measure increment in pay.

HR VISION
To achieve excellence through innovative HR practices and continuously exceeding our people expectations.

HR MISSION
To manage talent and built capabilities of our people thus enabling them to deliver sustained performance To facilitate them in creating a collaborative work environment that develop a culture of continuous learning

HR VALUES
Respect Customer Satisfaction Team Sprits Commitment

Problem Statement / Issue at hand:

In recruiting process of PEL limited there seems to be some problems that are limiting the performance of organization. Selection of untrained people resulting decline in quality of processes and increase the cost of operations by slowing them down. Communication skill of supervisors and baseline managers is critically poor. The people selected seize knowledge associated with their degrees but they are lacking technical skill as most of proficiency diplomas they possess are not taken from quality institutions and most of the certificates of technical skill are fake and taken without proper training and test. In last year few employees left organization after doing fraud of several milli on. And some employees are believed to be suspected in theft of some important parts of power sections products. Beside these unethical activities, employees turnover is also high. People left job when they master it, recruiting new man and train him to perform specific job, costs too much and not tolerable for organization. It is also found that a sizable number of employees in various departments of PEL are inducted without any prior test or qualification. Some of them are not even physically fit to perform their job or duties. It is alleged that they got job on the basis of reference. Some jobs are awarded to relatives of high rank officials even though they are not needed and burden to HR as they are not planed. All these shortcomings are alleged as failure of recruiting by HR department. So during the discussion in Quality Circle we discuss following issues that are helpful during all above problem that PEL faces now days.

HR Planning:
Human resource planning is important and ongoing because of both internal and external environmental changes. Internally, businesses are impacted by turnover and retirements. Externally, they are impacted by changes in technology, changes in the economy, and changes in the industry and consumer demand that may require skills that do not currently exist within the company. All of these impacts have an effect on the type and numbers of employees that are needed for the business to remain successful. In PEL there is no any system that tells a manager which type and quantity of employees is need in

respective department so in our quality circle we majorly focus on different types of forecasting techniques.

HR Planning process:
The PEL HR managers plan the organization future demand and supply of employees in this step the keep in mind the job specification and description. The hr manager use different types of forecasting techniques. FORCASTING A forecast is the prediction of future events used for the planning purposes. Demand Forecasting: PEL is also using this technique for the purpose of the getting the idea of the demand. The basic demand of power division is coming from the KESC and from eight divisions of WAPDA. They are the major customers of the company. The other customers of the company are those industries, which have their own power plants. Forecasting Techniques: The forecasting technique is used for the purpose of the forecasting the demand of labor in future. For this purpose PEL mostly use judgmental Method Judgmental Method.

The forecasting technique, which is being followed by PEL, is the qualitative technique. Judgmental Method: The main reason for the selection of this method of the forecasting is that they do not have the data for the past. The following are the methods, which they are utilizing for the purpose of the demand estimation under the Judgmental Method.

Sales Force Estimate Sales force estimate of forecasts compiled by the members of the companys sales force (their dealers in each region) about the future demand of the product. They are using this technique because they believe that their estimates are correct since the dealers are much near to the market. Marketing Department is actually involved much in forecasting. They observe the trend of the market and they set their target of sale then they tell to the production that what is their target then production department make productions according to the target set by marketing department and hire new employees according to their requirement. Naive Method: This is the simplest method of the forecasting. PEL gets their demand forecast by this method with it. They see the previous years demand coming from the WAPDA, KESC and the other new companies.

Job Analysis:
The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. so in our Quality Circle we keep in mind that in PEL there is a transparent system that divided job Analysis into job In job description in which(Job title, Conditions, Duty timing, Company aim, Responsibilities of employee, Date of Application) mentioned and Job Specification in which discuss all that qualification that needed for a job.

Job description:

In job description, company mentions the following things. a) Job title b) Conditions c) Duty timing d) Company aim

e) Responsibilities of employee f) Date of Application

Job Specification:

2. They mentioned the minimum criteria of education and also preferred education. (3 CGPA) 3. If job is experience based then they mentioned minimum experience. (3 to 5 year) 4. Age, sex, and nationality also mentioned if required.

Recruitment:
Recruitment is a process through we attract the potential candidate for applying a job. in our quality circle we highlight the two sources first is internal source of Recruitment and second is the external source of Recruitment. Internal Sources Database Employee References Internal Web

External Sources Newspaper Consultant Job Fair

Selection:
At the last we discuss the selection process, that is base on different steps if PEL HR department followed these steps then they over comes on that issues that they faces.

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Selection Process: The selection process is a series of steps through which applicant pass, for selection a candidate the PEL use the following techniques:

Initial Screening: For executive levels Graduates with 3 CGPA are required to apply in the firm. So the people who have less CGPA are not allowed to apply.

Written Test: Every eligible individual has to pass a specific test to appear in the interview. It includes general knowledge, mathematical knowledge and previous field knowledge.

Personality Test: The individual, who passes the written test, has to appear in interview where his personality is judged. His way of communication like his speaking style and his posture and gesture are also observed with keen interest by HR manager and other officers.

Technical Skills Test: An extra technical test for the engineering students is held in which their abilities and skills are observed. They have to do practical work on dummy projects. Salary package is also negotiated between employer and employee in interview.

Background Investigation: The company investigates the background of the employee through application form, formal employers, and previous job performance, and education, legal status to work, credit references, or criminal record. If the selection is satisfied with the job requirement and employee background then they select the employee for conditional job offer.

Medical and Physical Examination:

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Medical and physical examination is held in the Shalimar Hospital in which medical facilities are provided to the employees. If an employee is suffered in dangerous diseases like Hepatitis, TB, Aids, then employee is rejected to save the other employees for such kind of diseases.

Permanent Job Offer: They firstly offer the job for one year on contract base if the employee satisfies the company needs and job requirement effectively and efficiently then he is offered permanent job.

Conclusion
Problems which are facing by the HR department of PEL must be solving with the help of quality circle. Quality circle helps the HR manager to plan the organization future of demand and supply through different various techniques like forecasting, demand forecasting and through different types of forecasting techniques (judgmental method, sale force estimate, native method).quality circle help to improve the planning from modified job description and job specification. As after planning there are some hurdles in the path of recruitment and selection process. Quality circle must be helpful to remove this hurdle from these processes of PEL,PEL use different recruitment processes some are external while other are internal like newspaper, job fair, data base and internal web. Through quality circle these processes must be improved and recruitment becomes easy and efficient for PEL. As the selection processes is concerned it is based on various steps like initial screening, written test, technical skill test these test follow the quality circle and with the help of efficient leader of quality circle they must choose the creamed of candidates. they must be capable to handle any type of problematic situation. Quality circles also help to understand and to cope up the challenges faced by HR of PEL.

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