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University of Central Punjab
M.Com (Accounting & Finance)
Pak Suzuki Motors "Imagination is more important than knowledge." Albert Einstein
Submitted to Sir Salman Aqeel
2014
ProjectPREPARED BY: AHTISHAM IMTIAZ
Human Resource Management
Introduction of Pak Suzuki Motors
Pak Suzuki Motor Company Limited was formed as a joint venture between Pakistan
Automobile Corporation and Suzuki Motor Corporation (SMC) - Japan. The Company was
incorporated as a public limited company in August 1983 and started commercial operations in
January 1984. The initial share holding of SMC was 12.5% which was gradually increased to
73.09%.
Pak Suzuki is pioneer in Automobile Business having the most modern and the largest
manufacturing facilities in Pakistan with an Annual production capacity of 150,000 vehicles. The
vehicles produced include cars, small vans, Pickups, Cargo vans and Motorcycle. Pak Suzuki
holds more than 50% Market Share.
VISION
To be recognized as a leading organization that values Customers’ needs and provides motoring
solutions with strong customer care.
MISSION
Strive to market value packed vehicles that meet customers’ expectations.
Provide a platform where our stakeholders passionately contribute, invest and excel.
Make valuable contribution to Social development of Pakistan.
Corporate Strategy
Pak Suzuki is built on the idea of a responsible corporate citizenship thereby managing
environmental, safety & occupational health matters as an integral part of our business. In
fulfilling this responsibility Pak Suzuki adheres to the following principles:
1) We are committed to provide top quality products to the satisfaction and requirement of our
customers.
2) We conduct our operations in compliance with applicable environmental,
occupational health & safety laws and regulations.
3) We recognize the interrelationship between energy and the environment, and we promote
the efficient use of energy throughout our system.
4) We ensure safe disposal of waste generated from our facility
5) We minimize the discharge of waste materials into the environment by utilizing
responsible pollution control practices.
6) We will continuously seek opportunities to improve our adherence to these principles.
Product Mix
SWIFT (1300cc)
Colors: Pearl Red, Graphite Grey, Solid white, Indigo, Silky Silver, Aqua Blue, Eminent Blue
LIANA (1300 & 1600 cc)
Colors: Pearl Red, Graphite Grey, Solid white, Indigo, Silky Silver, Aqua Blue, Eminent Blue
CULTUS (1000cc)
Colors: Pearl Red, Graphite Grey, Solid white, Indigo, Silky Silver, Aqua Blue, Eminent Blue
MEHRAN (800cc)
Colors: Pearl Red, Graphite Grey, Solid white, Silky Silver, Eminent Blue
APV (1500cc)
Colors: Pearl Red, Graphite Grey, Solid white, Indigo, Silky Silver, Aqua Blue, Eminent Blue
JIMNY (1300cc)
Colors: Solid white, Silky Silver
Bolan (800cc)
Colors: pearl red, Solid white, Silky silver
Cargo Van (797cc)
Colors: White, Silky Silver, Red
Ravi Pickup (797cc)
Colors: pearl red, solid white, Silky silver
Demographics Target Market
Age: 18 years and above
Gender: Male and Female
Family size: 2-5 people
Social status: Upper Middle class, Middle class, Lower Middle class
SWOT Analysis
Strengths:
Highest Market Share
Low Price Vehicles
Resale of Local Assembled Cars
Large Distribution Channels
Rising per capita income with changing demographic distribution
Highly Innovative and deep product line
Highly maintained supply chain
Well Managed and highly competitive staff
Well defined and bureaucratic organizational structure
Complete understanding between Distributors
Easy availability of spare parts
Weakness:
Scarcity of raw material
Lack of coordination and linkage with Government/semi government supporting bodies
Less focus on Looks and Design
Less Technical Training Institutes
Less distribution channels in sub urban areas
Opportunities:
Increasing demand for Car
Large Market size to operate
Efficient EFI engine
Global spare part market
Space saving Small size CNG cylinders
Threats:
Tough Competitors like Toyota and Honda
Foreign Investment and setup production facilities
Smuggling of Auto Parts
Inflation rate
Heavy Taxes
Competition from cheaper imported cars
Increase in Fuel Prices
PEST Analysis
Uncontrollable environment are those external factors which can create hurdles between us
and our business. It is also called pest analysis, which is as follow:
Political Environment
Pakistan has to face lots of political ups and downs since its independence. So many
governments have been overtaken by military personnel and most of the time martial law was
imposed on Pakistan. In this scenario no entrepreneur was willing to invest in Pakistan
except few. Due to such conditions, market environment wasn’t helpful in Pakistan. The
Pakistani government has never been trustworthy for any investor.
Legal Environment
As all countries, Pakistan also has some legislation about each sector. But like developing
countries it is hardly being imposed by authorities. The corruption, smuggling and black
marketing have been supported by Government related officials. The undue favor is given to
those business men who have been politically affiliated and hardly any legal suite is carried
on against them. Such unethical activities destroy all law and legislation.
Economic Environment
Pakistan, an impoverished and underdeveloped country, has suffered from decades of internal
political disputes and external ongoing conflict with India. However, IMF approved the
government policies, encourages by different foreign assistance and renewed access to global
market since 2001.
By following these policies government succeed to reverse the situation of economy during
last five years.
Socio-Culture Environment
Pakistan has strong culture background and it has been follow in some particular region of
Pakistan strictly. But with the passage of time it is going to change. Thoughts of people,
choices, taste and style has been totally changed. If we talk about the transportation source in
Pakistan, People use buses, pickups etc for journey. They also have their own bicycle and bikes
and lots of people are pedestrian. But now the people who haven’t any source of
transportation they also want something for their convenience because they wants to save
their time as much as they can. People want to use such vehicle which looks beautiful and
also affordable.
Technological Environment
Technological factor also very important and we haven’t control on it. Technology is grooming
with the passage of time. People also want that the product that they have is full of
technology. We never control on technology for example you launched the product last year
and your sale volume on that time is very high but after sometime due to latest invention a
lots of substitute exist in market which affect on your business so you can’t hold on it.
EXTERNAL FACTOR EVALUATION MATRIX (EFE)
OPPORTUNITIES Weight Ratings Weighted Score1. Increasing Demand for Cars 0.15 4 0.602. Efficient EFI Engines 0.10 3 0.303. Large Market to operate 0.10 3 0.304. Global spare parts market 0.05 2 0.105. Small size CNG Cylinders 0.12 3 0.36
THREATS1. Tough Competitors like Toyota and Honda 0.14 2 0.282. Inflation Rate 0.08 3 0.243. Heavy Taxes 0.08 3 0.244. Cheaper Imported Cars 0.10 4 0.405. Increase in Fuel Prices 0.08 2 0.16
Total Weighted Score 1.0 2.98
Ratings:
1 – Poor 3 – Above Average
2 – Below Average 4 – Superior
The total weighted score of 2.98 shows that company is responding above average to its external
factors. They are trying to grab maximum opportunities available there and avoiding the threats to
their best.
Justification of Ratings:
1. The company is producing the maximum number of cars in compare with other competitors
and therefore grabbing the opportunity to meet the increasing demand.
2. Pak Suzuki has introduced new EFI engine in its CULTUS model which is a 1000cc car. The EFI engine
technology is never introduced before in below 1300cc cars.
3. The dealer network of Pak Suzuki is almost all around the country which help them to maximize
their sales and reach in every corner of the country.
4. In new CNG fitted cars, the Suzuki is introducing new compact CNG cylinders which take less space
and are lighter than their equivalent available in the market.
5. The major threat Suzuki Company could have is from Toyota and Honda, as Suzuki is still unable to
meet them in 1300cc and above category of cars. The new product SWIFT is not giving the respond
which was expected.
INTERNAL FACTORS EVALUATION MATRIX (IFE)
STRENGTHS Weight Ratings Weighted Score1. Highest Market Share 0.20 4 0.802. Low Price Vehicles 0.10 4 0.403. Large Distribution Channels 0.12 4 0.484. Easy availability of spare parts 0.08 4 0.325. Highly Innovative and deep product line 0.12 4 0.48
WEAKNESSES1. Scarcity of raw material 0.08 2 0.162. Lack of coordination and linkage with Govt. bodies 0.05 2 0.103. Less focus on Looks and design 0.10 1 0.104. Less Technical Training Institutes 0.05 1 0.055. Less distribution channels in sub urban areas 0.10 1 0.10
Total Weighted Score 1.0 2.99
Ratings:
1 – Major Weakness 3 – Minor Strength
2 – Minor Weakness 4 – Major Strength
The score 2.99 shows that company has solid internal position, its strengths are overcoming the
weaknesses.
Justification of Ratings:
1. Pak Suzuki Motor Company has large market share herein and also the largest producers of Cars
which is a major strength.
2. Their prices are very affordable in the same quality that is another major strength.
3. The large distribution channel is another major strength which helps them to achieve their desired
sales targets.
4. The innovation is another key strength of Pak Suzuki and the example is new Suzuki SWIFT.
5. The spare parts availability is a critical issue which cars, Suzuki has comparative advantage
in spare parts availability as most of them are being manufactured in Pakistan.
6. The major weakness which I felt is the non-availability of skilled engineers and workforce. And the
reason behind is lack of technical institutes under their banner.
7. They should also focus on sub-urban areas like Southern Punjab and Interior Sind which their
distribution network.
SWOT MATRIX
SWOT / TOWS Matrix
STRENGHTS WEAKNESSES 1. Highest Market Share 1.Scarcity of Raw Materials
2. Low Price Vehicles 2. Lack of coordination with Govt. Bodies
3. Large Distribution Channel 3. Less focus on Looks and design
4. Highly Innovative & Deep product line
4. Less Technical Training Institutes
5. Easy availability of spare parts
5. Less distribution channels in sub-urban areas
OPPORTUNITIES S-O Strategies W-O Strategies
1. Increasing Demand for cars 1. Maximize market share by producing more cars per year (S1,S2,O1,O4)
2. Develop more efficient and innovative Engine which gives comparative advantage (S4,O2)
3. Use efficient CNG systems
4. Focus on Looks and Design to compete with Honda and Toyota (W3,O1,O3)
5. Fund and establish technical institutes to gain more skilled workforce (W4,O3,O1)
2. Efficient EFI engines
3. Large Market to Operate
4. Small size CNG Cylinder
5. Global Spare parts market
THREATS S-T Strategies W-T Strategies 1. Tough Competitors 6. Maintain quality in
affordable price will help to compete with competitors and imported cars (S2,S4,T1,T4)
7. Develop fuel efficient engines to gain edge and eliminate threat of fuel prices increase (S4,S5,T5,T2)
8. Enhance distribution to avoid threat from second hand imported cars (W5,T4) 2. Inflation Rate
3. Heavy Taxes
4. Cheaper Imported Cars
5. Increase in Fuel prices
Proposed Strategies
1. Maximize market share by producing more cars per year
2. Develop more efficient and innovative engines which give comparative advantage
3. Use efficient CNG system
4. Focus on looks and design of exterior to compete with Honda and Toyota
5. Fund and establish technical institutes to gain more skilled workforce from local market
6. Maintain quality in affordable price will help to compete with direct competitors and used
imported cars
7. Develop fuel efficient engines to gain edge and eliminate threat of fuel prices increase
8. Enhance distribution to avoid threat from second hand imported cars
BCG MATRIX
BCG positions throughout product life cycle
Departments
1. Accounts Department
The accounts department is related to the accounts handling, the customer drafts of the for the
booking of cars to the Suzuki Pakistan and the employees’ salaries, records of the transactions.
The salaries are giving on their ranks like the top management salaries are sent to their accounts
while the lower level employees are gives cash salaries on the spot from the account
department.
2. Sales Department
The Sales department is related to the sales of the Vehicles, The Sales department includes
Customer Services (CS), Vehicle Delivery Inspection Quality (VDIQ), Record Maintenance, and
Inquiries & Complaints Handling.
3. Customer Services (CS)
Customer service department is related to the external customer who is come to Suzuki
Pakistan for the purchasing and booking of the Suzuki Vehicle of any variant. The Customer
service staff is well trained and sophisticated person because these are the people who can play
an important role in the sales of a firm.
4. Record Maintenance
This department deals with the data/information about any customer and this shows
comprehensive information about the customer data. Through this department the top
management can see the sales and the demand of the booking of the cars. The record is
maintained in this department is totally on the manual work, but the firm wants to made a
computerized system.
5. Vehicle Delivery Inspection Quality (VDIQ)
This department deals with the overall checking of the Vehicle at the time of arrival and the
selling to customer. At arrival stage, the vehicle that come from the Suzuki Pakistan the
Inspector check the vehicle and if any default occurs then it claim to the Suzuki Pakistan At the
Selling perspective the inspectors check the vehicle so that the customer are more facilitate
rather they have any problem faced after the purchasing.
6. Inquiries & Complaints Handling
Another Department is also there that handles the Inquires and complaints of the Customers. As
Suzuki Pakistan Company follow that complaints must directly come to them on their
showrooms so customers can easily put their information directly to the Company through the
dealers.
Steps of Complaint Handling
Step # 1 Receive the Complaint
Step # 2 Look Listen and Learn
Step # 3 Get the Facts
Step # 4 Determine “Root Cause” and Responsibility
Step# 5 Explain your decision then get Agreement
Step # 6 Take Prompt Action
Step#7 Follow-up
7. Marketing Department
The marketing department of the firm comprises of highly qualified, dedicated and hard
working team, equipped with the latest marketing techniques.
8. Human Resource Management Department
Human resource management refers to the activities an organization carries out to use its
human resource effectively. These activities include determining the firm's human resource
strategy, staffing, performance evaluation, management development, compensation, and labor
relations. Suzuki Pakistan Motor also running department of HRM for hiring and compensating
the employees of the firm. HRM function to pay significant attention to selecting individuals
whom not only has the skills required to perform particular jobs but who also "fit" the prevailing
culture of the firm.
○Reward System
A Superior Quality Award can be given to anyone at anytime due to good performance. It does
not matter how long a person has been in the organization. On an annual basis, bonuses are
given to employees whose performance exceeds their targets. The main motivational factors
are bonuses, pay-raises, promotions and Awards.
•Punishment System
Punishment is not necessary and common. Each and every employee knows that if they have to
survive in the organization, they have to work hard for it. Everyone is expected to work. There
are at least 3 jobs for one person. If punishment is absolutely necessary, it is usually in the form
of a verbal warning and in some extreme cases, termination.
The Manufacturing Process:
Components
•The automobile assembly plant represents only the final phase in the process of manufacturing
an automobile, for it is here that the components supplied by more than130 outside
suppliers/vendors, including company-owned parts which are known as “Maru” (which includes
Engine, Transmission and Braking system), are brought together for assembly, usually by truck.
Those parts that will be used in the chassis are delivered to one area, while those that will
comprise the body are unloaded at another.
Chassis
•The typical car or truck is constructed from the ground up (and out). The frame forms the base
on which the body rests and from which all subsequent assembly components follow. The frame
is placed on the assembly line and clamped to the conveyer to prevent shifting as it moves
down the line. From here the automobile frame moves to component assembly areas where
complete front and rear suspensions, gas tanks, rear axles and driveshaft’s, gear boxes, steering
box components, wheel drums, and braking systems are sequentially installed.
•An off-line operation at this stage of production mates the vehicle's engine with its
transmission. Workers use robotic arms to install these heavy components inside the engine
compartment of the frame. After the engine and transmission are installed, worker attaches the
radiator, and another bolts it into place. Because of the nature of these heavy component parts,
articulating robots perform all of the lift and carry operations while assemblers using pneumatic
wrenches bolt component pieces in place.
Careful ergonomic studies of every assembly task have provided assembly workers with the
safest and most efficient tools available.
Body
•Generally, the floor pan is the largest body component to which a multitude of panels and
braces will subsequently be either welded or bolted.
•The front and rear door pillars, roof, and body side panels are assembled in the same fashion.
The shell of the automobile assembled in this section of the process lends itself to the use of
robots because articulating arms can easily introduce various component braces and panels to
the floor pan and perform a high number of weld operations in a time frame and with a degree
of accuracy no human workers could ever approach. Robots can pick and load 90 kilograms roof
panels and place them precisely in the proper weld position with tolerance variations held to
within .001 of an inch. Moreover, robots can also tolerate the smoke, weld flashes, and gases
created during this phase of production.
•As the body moves from the isolated weld area of the assembly line, subsequent body
components including fully assembled doors, deck lids, hood panel, fenders, trunk lid, and
bumper reinforcements are installed. Although robots help workers place these components
onto the body shell, the workers provide the proper fit for most of the bolt-on functional parts
using assisted tools.
Paint
• Prior to painting, the body must pass through a rigorous inspection process, the body in white
operation. Under the lights, this oil allows inspectors to see any defects in the sheet metal body
panels. Dings, dents, and any other defects are repaired right on the line by skilled body
repairmen. After the shell has been fully inspected and repaired, the assembly conveyor carries
it through a cleaning station where it is immersed and cleaned of all residual oil, dirt, and
contaminants.
As the shell exits the cleaning station it goes through a drying booth and then through an
undercoat dip—an electrostatic ally charged bath of undercoat Paint (called the E-coat) that
covers every nook and cranny of the body shell, both inside and out, with primer. This coat acts
as a substrate surface to which the top coat of colored paint adheres.
• Once the shell has been fully covered with a base coat of color paint and a clear top coat, the
conveyor transfers the bodies through baking ovens where the paint is cured at temperatures
exceeding 275 degrees Fahrenheit (135 degrees Celsius).
Interior Assembly
• 11 The painted shell proceeds through the interior assembly area where workers assemble all
of the instrumentation and wiring systems, dash panels, interior lights, seats, door and trim
panels, headliners, radios, speakers, all glass except the automobile windshield, steering column
and wheel, body weather strips, vinyl tops, brake and gas pedals, carpeting, and front and rear
bumper fascias.
• Next, Workers equipped with suction cups remove the windshield from a shipping container,
apply a bead of urethane sealer to the perimeter of the glass, and then place it into the body
windshield frame. Works also pick seats and trim panels and transport them to the vehicle for
the ease and efficiency of the assembly operator. After passing through this section the shell is
given a water test to ensure the proper fit of door panels, glass, and weather stripping. It is now
ready to mate with the chassis.
Mate
The chassis assembly conveyor and the body shell conveyor meet at this stage of production. As
the chassis passes the body conveyor the shell is robotically lifted from its conveyor fixtures and
placed onto the car frame. Assembly workers, some at ground level and some in work pits
beneath the conveyor, bolt the car body to the frame.
Human Resource Development and Management
When training about certain field is offered to the works company by the mother company SMC
workers themselves decide whether to take the offer or not, the departmental Heads suggests
names of workers to top management and then names are announced. The training could of six
weeks, one year or three years. As they told us that before sending any employee to training,
bonds are signed from employees and because the employees becomes an important asset of
the company for which company is spending so much money by sending them to Japan and
other countries and they are bound to share their knowledge and experience which they have
gain toothier employees at the plant in order to increase the performance regarding Quality.
PSMC has signed a verbal deal to their nearest competitors that no employee of IMC would be
hired by PSMC and no employee of Suzuki would be hired by IMC. As Hr department is high
active in doing all its functions they have developed structured criteria for recruiting fresh
trainees from different collages of Karachi. The Departmental Heads of the concerned Unit will
assess training of Employees at the time of Hiring. The company strives to continually personnel
practice and monitor through Quality System Training, the courses contain an overview of the
Quality System.
Purpose of Recruitment
• Attract and encourage more and more candidates to apply in the organization.
• Create a talent pool of candidates to enable the selection of best candidates for the
organization.
• Determine present and future requirements of the organization in conjunction with its
personnel planning and jobs analysis activities.
• Recruitment is the process which links the employers with the employees.
• Increase the pool of job candidates at minimum cost.
• Help increase the success rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants.
• Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.
• Begin identifying and preparing potential job applicants who will be appropriate
candidates.
• Increase organization and individual effectiveness of various recruiting techniques and
sources for all types of job applicants.
Sources of Recruitment
• Campus Recruitment
Selected empanelled campuses
• Lateral Recruitment
Consultants
Job sites
Employee referrals
HR Recruitment and selection Process
Flowchart for Recruitment
Flowchart for Selection
Vacancy creation and approval by functional head + Man power
requirement as per plan
Job description format to be filled in by concerned department head
Search for candidates through job sites/ consultants/ references/ internal
database depending on type and no. of vacancies
Screening of CV’s by HR and then sent to department for short listing
Monthly interview calendar, informing candidates
Getting confirmation from candidates to attend interview process
Interview panel + Interview
Successful candidates
Salary discussion + compensation + brief about SMC & related processes
Orientation
Pre-Employment Orientation
In Pak Suzuki Motors Company, employee orientation process begins prior to the new hire’s
first day of work. Once an offer of employment has been accepted, the new employee must fill
out an abundance of paperwork. He receives information regarding employee benefits.
Day One
The first day on the job is often filled with a myriad of activities aimed at orientating a new
employee to the firm. He will be greeted by the team, often during the course of a special
meeting or meal, such as breakfast or lunch. An established member of the team will give him a
tour, introducing her to various people around the facility. During this time, He will also be
educated on processes used throughout the office, including computer systems, copy machines
and policies.
Ad Hoc Information
Sometimes employer provides a new employee with detailed histories of the firm, ensuring that
he understands the mission and goals of the organization. He is also given an employee
handbook, which dictates the behavioral policies and procedures that govern the company. In
addition, he may receive an employee directory, which provides the contact information for
each employee, as well as other important work-related phone numbers, such as those for the
building security guards and management firm.
Salary discussion + compensation + brief about SMC & related processes
LOI preparation and offer initiated
If yes
LOI + Joining form + presentation
Medical test + Orientation
Training
Multiple training sessions held at Pak Suzuki are: -
In house workshops
Simulation training
Effective lectures
Visual based training
Outside training
Performance Management
Pak Suzuki Motors management continuously identifies measure and develops performance of individuals and aligns their performances with Pak Suzuki Motors goals.
PROCESSThe process of performance appraisal:
1. Establishing performance standards
2. Communicating the Standards
3. Measuring Performance
4. Comparing the actual with the standards
5. Discussing the appraisal
6. Taking Corrective Action
METHODS OF PERFORMANCE APPRAISAL IN PAK SUZUKI MOTORS
GRAPHIC RATING SCALE
It is consistent and reliable. Typically, a graphic scale assesses a person on the quality and
quantity of his work (is he outstanding, above average, average, or unsatisfactory?) and on a
variety of other factors that vary with the job but usually include personal traits like reliability
and cooperation. It may also include specific performance items like oral and written
communication.
FIELD REVIEW
The field review is one of several techniques for doing this. A member of the personnel or
central administrative staff meets with small groups of raters from each supervisory unit and
goes over each employee's rating with them to (a) identify areas of inter-rater disagreement,
(b) help the group arrive at a consensus, and (c) determine that each rater conceives the
standards similarly.
FORCED-CHOICE RATING
Like the field review, this technique was developed to reduce bias and establish objective
standards of comparison between individuals, but it does not involve the intervention of a third
party.
MANAGEMENT BY OBJECTIVES
To avoid, or to deal with, the feeling that they are being judged by unfairly high standards,
employees in some organizations are being asked to set - or help set - their own performance
goals.
RANKING METHODS
For comparative purposes, particularly when it is necessary to compare people who work for
different supervisors, individual statements, ratings, or appraisal forms are not particularly
useful. Instead, it is necessary to recognize that comparisons involve an overall subjective
judgment to which a host of additional facts and impressions must somehow be added. There is
no single form or way to do this.
Career Development
Rapid change requires latest skill and knowledge to employees who are adaptive, flexible, and
focused on the future.
How Pak Suzuki support Career Development
Refer to the Employee Development & Training catalog for the career development
course listings.
Annually, conduct an individual development plan and career discussion with
employees.
Hold supervisors in your company accountable for supporting employee development
efforts.
Create programs and activities to provide skill development, such as job rotation, cross-
training, mentoring, internships, coaching, and career strategy groups.
Recognize that your role includes providing support and/or release time for staff
members' development beyond their current jobs. Refer to the Education and
Development Leave policy and the Flextime Scheduling: Guidelines and Procedures
policy.
Serve as a role model by participating in career and professional development
opportunities.
See staff members' applications for other positions as a healthy sign of a dynamic
workplace.
Refer employees to the Staff Internship Program to explore opportunities to apply for
career development internships or self-initiate an internship in an area of special
interest.
The following are the findings of the study of Pak Suzuki Motor Company Limited.
External Factor Evaluation Matrix Score: 2.98 Internal Factor Evaluation Matrix Score: 2.99 BCG Matrix:
Star: JIMNY, BOLNA Question Mark: SWIFT Cash Cows: MEHRAN, CULTUS, ALTO, RAVI Dogs: APV, LIANA