AN HRM AN HRM PRESENTATION PRESENTATION

GROUP MEMBERS
Muhammad Afzal Aftab Gilani Liaquat Mumtaz Naveed Iqrar Nasir Mehmood ME-07-04 ME-07-05 ME-07-09 ME-07-23 ME-06-04

PROFILE
Established in 1962 as private Ltd company. Joint venture with Honda motor co. Japan. Among top 25 companies in KSE. On top end in two wheeler industry. Largest assembly line in Pakistan. Three popular brands. CD-70 CG-125 CD-100

STATUS 2006-2007
Capacity Production Revenue Market share Export 650,000 units 460,000 units 10 billion Rs. 56% in industry 5000 units/year

GOAL 2010
TO ATTAIN

Sales Revenue

One million units One billion US $

TO TRANSFORM

Good company into a great company

VISION

Market leader in motorcycle industry emerging as a globally competitive centre of production and exports

PURPOSE

To provide an economical and environment Friendly transportation to middle and low income citizens.

MISSION
To be a dynamic profitable and growth oriented company through market leadership excellence in quality and service optimizing value for shareholders and maximizing exports.

ORE BUSINESS
Prime focus on motorcycle business Group includes Atlas bank Atlas insurance Allwin engineering Atlas battery Honda Atlas cars

ORGANIZATIONAL CHART

PRESIDENT/ CEO

VP TECHNICAL

VP

GM HR & ADMIN

CFO

GM ENGINEERING & PROJECTS

GM PLSNTD

GM IT

GM QUALITY ASSURANCE

GM RESEARCH AND DEVELOPMEN T

GM COMMERICAL & PLANNING

GM MARKETING

SWOT ANALYSIS
STRENGTHS
Capacity of speedy response to changing market situation Developed R&D for innovation and technological enhancement Reduced 25% price and gained economies of scale Excellent goodwill/brand loyalty of Honda motorcycle

SWOT ANALYSIS
WEAKNESS
Bottleneck in production if demand increases Slow response time in high demand Relationship between managers and labor Customer services needs improvements Forecasting of demand needs improvements

SWOT ANALYSIS
OPPORTUNITIES
Industry growth is expected to be 70% Dynamics of market are changing Public transport conditions are miserable Teenagers shifting to adults @ 3% per year GDP growth rate is expected to be 6%

SWOT ANALYSIS
THREATS
More competition is expected in future Profitability will reduce due to price war More copy products from competitors Government policies may change Major players are expected from china and india

JOB CATEGORIES
Engineering & Projects Finance Human Resource & Admin Marketing Engineering & Projects Production Quality Assurance Research & Development Supply Chain

GRADING SYSTEM
GRADING 7, 6 8 10,9 11 12 13 15, 14 DESIGNATION General Manager,National Manager National Manager Regional Manager Regional in charge Asst. Manager Executive, Management trainee Executive

COMPANY STRENGTH
Total employee at Atlas Honda Management Non management Contract employees Labor 2999 324 1770 540 contractor

MARKET SHARE
Honda Yamaha Other

33% 56% 11%

HR OBJECTIVE

To achieve the Companys objective the HR Department of AHL will recruit, developed, utilize, maintain and retain the number and types of employees to provide organization with an appropriate work force.

HR ORGANIZATIONAL CHART

GMHR/ADMIN ALL ACTIVITIES OF HR/ADMIN/IR OF BOTH PLANTS

Manager Tech. Trg Tech Training at KHI/SKP

Manager HR (skp) Managing all HR Activities

Manager HR (KHI Managing all HR Activities

Assistant Manager HR Supervision of HR Activities

Assistant Manager HR Supervision of HR Activities

Executive HR Recruitment /TMS

Executive HR Recruitment /TMS

Executive HR Compensation /Payroll

Executive HR Compensation /Payroll

Executive HR Training

Executive HR Training

JOB ANALYSIS

In AHL there is well-defined procedure for the Job Description. Human Resource Department has described clear guidelines to describe the position. Some of the guide lines/instruction is given below.

HR Guidelines For Job Description

y y y y Organization Chart Dimensions Position Objective Principal Responsibilities y Education or Equivalent Training y Experience y Functional Specification y Completion

Recruitment Procedure
FLOW DIAGRAM

Requisition

Analyze the requirement of Vacancy

Joining Procedure

Request to GDHR

Approval

Request To Concerned Group /company for

Transfer

Requisition approval by GMHR/CEO

Advertising the Position in Urdu and English Newspapers Short Listing of applicants Written Test and Interview Information for pre Employment medical test to selected one

Search within the Company

Interview
Transfer Order

Receiving Medical Reports

Orientation and employment letter

Orientation Report

RECRUITMENT
Written Test Interview
Preliminary Interview GMHR/GM MHR/Dept Manager Final Selection/Interview CEO/GDHR/GEC Member GMHR/GDHR/CEO Includes General Knowledge,Computer proficiency, Related subjects for Management

Grade 11 & Above 12 & Below

Management Trainee scheme

Objective
To induct young qualified professionals at entry levels. Policy It is the best way to recruit develop and retain the employees by providing in-house training to fresh professionals.

Management Trainee scheme

1. 2. 3. Qualification Engineering graduate Finance graduate(ACMA/CA) MBA

Management Trainee Scheme

Salary Monthly Stipend will be as follows: BE/MBA Rs.18000. ACMA Rs 20000 CA Final RS 40000 Appointment Letter will be issued after joining his/her duties.

Orientation Policy
Up To Grade 13 Duration of orientation is 1-7 days Up To Grade 12 and above Duration of Orientation is 10-17

Orientation Process
Employee will get orientation plan on joining. Visit of all depts Visit of all Atlas Group of companies up G12 and above. After completion employee will submit report.

TRAINING AT AHL
The main purpose of these procedures is to provide a systematic support to the line management in implementation various aspects of company training policy.

TRAINING AT AHL
Objective The Line Managers effort to motivate his subordinates to make full use of training provided. The line Manager role in constantly monitoring the effectiveness of training being given and providing appropriate feed back to corporate HR Department.

From Appr aisal Form s

TRAINING PROCESS
Departmental Head Fills TMS HR Prepares In-House & Out Sourced Training Calendar Preparation of training Calendar

TNA (Training Need Analyst)

Cost Analysis

Approval From GMHR/CEO/GEC

Training Starts

Evaluation Feed back

Training Report

TRAINING
COMPANY HAS TRAINING AGREEMETN WITH LUMS AND PIMS TECHNICAL TRAINING AT COMPANY LEVEL AND ALSO OVERSEAS TRAINING PROGRAM A FEEDBACK FROM IS GIVEN TO TAINEE OFFICERS TO REPORT THE FEEDBACK OF TRAINING PROGRAM.

Employees Benefits
Car/Motorcycle
Grade 11& Above Grade 13 & 12 Grade 15& 14 Car Under Co Scheme Motorcycle Co Scheme Motorcycle under Installment Scheme

Bonus
Bonuses are allowed to Management staff as per target set in the annual budget Bonus are allowed to non management as per Management /CBA agreement

Employees Benefits
Gratuity
Gratuity equal 15 days basic salary for each year is allowed for management staff.

Provident Fund
11 % of basic salary is AZ as employee Contribution on a/c of Provident funds

Group Life Insurance

Group insurance is allowed to management staff according to their grades varying from Rs.200,000/ and maximum of 1.68 (M)

Employee Benefits
Medical
12 % of basic salary is allowed to management staff up Grade 11as medical expenses. Grade 5 to 8 40,000 Pa Grade 9to 10 30,000 Pa

Personal Loan
Facility is allowed to management staff up to 45 % of basic salary

PROFORMANCE APPRAISAL
In order to measure the performance of an employee or for the appraisal purpose AHL has adopted a rating system. In this rating system there are four scales to measure the performance of the employee. The employees are rated on following parameters:

For Level Officers To Assistant Manager

y y Quality of Work. y Quantity of Work y Job Knowledge y Effectiveness in y working with people. y y Initiative Intelligence and ability to learn Responsibility and reliability Punctuality and attendance Attention to cost and waste

Up To GM Level
Analytical Thinking Innovativeness Positive Self Image Tenacity Independence Concern For Impact Rational Persuasion Imitative Efficiency Orientation

RATING SYSTEM
Outstanding 5 % Very Good 25% Good 65 % Fair 5 %

Promotion Policy
Vacancy Based Internal advertisement Candidates are Short listed on the basis of Experience and performance rating. Interviews are conducted as per interview policy above.

Quality Policy of AHL

Right Work in first attempt and on time. Maintain and consciously improve quality Training of manpower and acquisition of Latest technology. Market Leadership and prosperity for all. Safe clean and healthy environment.

Suggestions
There should be the use of more motivational techniques other than in the monitory term. There is a severe need of the proper career planning and career counselling of the employees. The Working Environment should be more enhanced and must be come up with the other modern organization.

Suggestions
Training Programs should be offered more frequently. Training should be more relevant to the job of the employee. There is a need to enhance fairness in the appraisal system