AN HRM
PRESENTATION
AN HRM
PRESENTATION
GROUP MEMBERS
Muhammad Afzal
Nasir Mehmood
Naveed Iqrar
Liaquat Mumtaz
Aftab Gilani
ME-07-23
ME-07-09
ME-07-05
ME-07-04
ME-06-04
PROFILEPROFILE
•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 2006-2007STATUS 2006-2007
Capacity 650,000 units
Production 460,000 units
Revenue 10 billion Rs.
Market share 56% in industry
Export 5000 units/year
GOAL 2010GOAL 2010
TO ATTAIN
TO TRANSFORM
Good company into a great company
Sales
Revenue
•One million units
•One billion US $
VISIONVISION
Market leader in motorcycle industry emerging as a globally competitive centre of production
and exports
PURPOSEPURPOSE
To provide an economical and environment
Friendly transportation to middle and low income citizens.
MISSIONMISSION
To be a dynamic profitable and growth oriented company through market leadership
excellence in quality and service optimizing value for
shareholders and maximizing exports.
• Prime focus on motorcycle business
• Group includes
• Atlas bank
• Atlas insurance
• Allwin engineering
• Atlas battery
• Honda Atlas cars
CORE BUSINESS
ORGANIZATIONAL CHART
PRESIDENT/ CEO
VP TECHNICAL VP
GM COMMERICAL & PLANNING
GM MARKETING
GM RESEARCH AND
DEVELOPMENT
GM HR & ADMIN
CFOGM
ENGINEERING & PROJECTS
GM PLSNTD GM ITGM QUALITY ASSURANCE
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
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
SWOT ANALYSIS
JOB CATEGORIES
Engineering & Projects
Finance
Human Resource & Admin
Marketing
Engineering & Projects
Supply Chain
Research & Development
Quality Assurance
Production
GRADING DESIGNATION
7, 6 General Manager,National Manager
8 National Manager
10,9 Regional Manager
11 Regional in charge
12 Asst. Manager
13 Executive, Management trainee
15, 14 Executive
GRADING SYSTEM
COMPANY STRENGTH
2999
324
1770
540
contractor
•Total employee at Atlas Honda
•Management
•Non management
•Contract employees
•Labor
MARKET SHARE
11%
56%
33%
Honda Yamaha Other
HR OBJECTIVE
To achieve the Company’s 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/ADMINALL ACTIVITIES OF HR/ADMIN/IR OF
BOTH PLANTS
Manager Tech. TrgTech Training at KHI/SKP
Manager HR (skp)Managing all HR Activities
Manager HR (KHIManaging all HR Activities
Assistant Manager HRSupervision of HR Activities
Assistant Manager HRSupervision of HR Activities
Executive HR Recruitment /TMS
Executive HR Training
Executive HR Compensation /Payroll
Executive HR Recruitment /TMS
Executive HR Training
Executive HR Compensation /Payroll
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
Organization Chart Dimensions Position Objective Principal
Responsibilities
Education or Equivalent
Training Experience Functional
Specification Completion
Recruitment Procedure
FLOW DIAGRAM
RequisitionAnalyze the requirement of Vacancy
Request to GDHR
Approval
Request To Concerned
Group /company for Transfer
Joining Procedure
Requisition approval by GMHR/CEO
Search within the Company
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
Receiving Medical Reports
Orientation and employment letter
Orientation Report
Interview
Transfer Order
RECRUITMENT
• Written Test Includes General Knowledge,Computer proficiency,
Related subjects for Management
• Interview Grade Preliminary Interview Final
Selection/Interview
11 & Above GMHR/GM CEO/GDHR/GEC Member
12 & Below MHR/Dept Manager GMHR/GDHR/CEO
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
• Qualification
1. Engineering graduate
2. Finance graduate(ACMA/CA)
3. 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 G-
12 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.
TRAINING PROCESS
TNA (Training Need Analyst)
From Appraisal Forms
Departmental Head Fills TMS
Preparation of training Calendar
HR Prepares In-House & Out Sourced Training Calendar
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 Car Under Co Scheme
Grade 13 & 12 Motorcycle Co Scheme
Grade 15& 14 Motorcycle under Installment Scheme
• BonusBonuses 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
• GratuityGratuity equal 15 days basic salary for each year is allowed for management staff.
• Provident Fund11 % 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 LoanFacility 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
Quality of Work. Quantity of Work Job Knowledge Effectiveness in
working with people.
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