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