Engineering Development Board

Ministry of Industries & Production

www.engineeringpakistan.com

2005-06

161,000Cars

Rs 98 Billion

192,000 Nos

Rs 63 Billion

2.8%

2011-12

Capacity

5.6%

Rs 190 Billion

250,000 Nos

Rs 225 Billion

500,000 Cars

Investment

Direct Employment

Contribution to indirect taxes

Contribution to GDP

Gross Sales TurnoverRs 214 Billion

16%

Rs 600 Billion

Contribution to Manufacturing 25%

PROJECTIONS2005-06

161,000Cars

Rs 98 Billion

192,000 Nos

Rs 63 Billion

2.8%

2011-12

Capacity

5.6%

Rs 190 Billion

250,000 Nos

Rs 225 Billion

500,000 Cars

Investment

Direct Employment

Contribution to indirect taxes

Contribution to GDP

Gross Sales TurnoverRs 214 Billion

16%

Rs 600 Billion

Contribution to Manufacturing 25%

PROJECTIONS

“ Strengthen the Engineering sector and integrate it with the world market to make it

the driving force of economic growth”

Mission

Major functionsMajor functions

EDBEDB

Established in 1995 under Ministry of Planning Established in 1995 under Ministry of Planning & Development.& Development.

Transferred to MOIP in September 2000Transferred to MOIP in September 2000

FocusFocus

Indigenization Programme for the Automotive Indigenization Programme for the Automotive Sector,Sector,

Devlope Engg Sector of Country Devlope Engg Sector of Country

Enhance Engg Goods Exports.Enhance Engg Goods Exports.

Tariff

Rationalization

Policy

Development

& Integration

Sector

Development

Business

Development

WorldMarket

Operational Structure

HR/A FIN MIS

Support Departments

Enhance Competitiveness

Op

erat

ion

al D

epar

tmen

ts

Integration with World Market

Enhance Share in GDP

ROK

CP

&

IL

PROFESSIONAL GROUPS SUPPORT DEPARTMENTS

ORGANIZATIONAL CHARTBoard of

Management

CEO

Tariff GroupPolicy Dev. Group

Sector Dev. Group

MIS/IT

Business Dev. Group

Finance/HR

CP & IL

THE PROBLEMSTHE PROBLEMS

PROBLEM NO-1PROBLEM NO-1

EMPLOYEES ARE NOT EMPLOYEES ARE NOT CONVERSANT (SUFFICIENT CONVERSANT (SUFFICIENT KNOWLEDGE) WITH RULES AND KNOWLEDGE) WITH RULES AND REGULATIONS ESPECIALLY ON HR REGULATIONS ESPECIALLY ON HR AND SERVICE MATTERSAND SERVICE MATTERS

PROBLEM NO-2PROBLEM NO-2

MOST OF THE EMPLOYEES LACK MOST OF THE EMPLOYEES LACK PROFESSIONALISM i.ePROFESSIONALISM i.e

DEFICIENCY OF COMMITMENT TOWARDS DEFICIENCY OF COMMITMENT TOWARDS DUTIES AND TAKE THE JOB CASUALLYDUTIES AND TAKE THE JOB CASUALLY

JUST DO WORK BECAUSE THEY ARE PAID FOR JUST DO WORK BECAUSE THEY ARE PAID FOR ITIT

AVAIL LEAVE WITHOUT CARING ANY DELAY IN AVAIL LEAVE WITHOUT CARING ANY DELAY IN WORK ASSIGNEDWORK ASSIGNED

LACKS URGE FOR MORE LEARNING OR SELF LACKS URGE FOR MORE LEARNING OR SELF DEVELOPMENTDEVELOPMENT

PROBLEM NO-1 IS RESULTING IN TOPROBLEM NO-1 IS RESULTING IN TO :- :-

COMPLICATIONS IN DAY TO DAY AFFAIRSCOMPLICATIONS IN DAY TO DAY AFFAIRSIN SOME CASES EVEN LITIGATION IN IN SOME CASES EVEN LITIGATION IN COURTSCOURTSINCREASING COMPLAINTS OF INCREASING COMPLAINTS OF EMPLOYEES AND STAKEHOLDERSEMPLOYEES AND STAKEHOLDERSWASTAGE OF TIME IN RESOLVING THE WASTAGE OF TIME IN RESOLVING THE ISSUESISSUESBAD IMPACT ON IMAGE OF THE BAD IMPACT ON IMAGE OF THE ORGANIZATION AT OUTSIDE.ORGANIZATION AT OUTSIDE.EFFECTING EMPLOYEES MOTIVATION EFFECTING EMPLOYEES MOTIVATION AND PERFORMANCE.AND PERFORMANCE.

PROBLEM NO-2 IS RESULTING INTOPROBLEM NO-2 IS RESULTING INTO:- :-

LOW QUALITY OUT PUTLOW QUALITY OUT PUT

NO INNOVATIVE WORK OR IDEASNO INNOVATIVE WORK OR IDEAS

SENIOR MANAGEMENT BECAME SENIOR MANAGEMENT BECAME INDIFFERENT TO THEIR CAREER INDIFFERENT TO THEIR CAREER DEVELOPMENTDEVELOPMENT

STRENGTHSSTRENGTHS

GOVERNMENT FUNDED GOVERNMENT FUNDED ORGANIZATIONORGANIZATION

LIFE TIME JOBLIFE TIME JOB

EMPLOYEES’ LOYALTY TO EMPLOYEES’ LOYALTY TO ORGANIZATIONORGANIZATION

EXPERIENCE OF EMPLOYEESEXPERIENCE OF EMPLOYEES

SOCIAL AND TERMINAL BENEFITSSOCIAL AND TERMINAL BENEFITS

WEAKNESSESWEAKNESSES

INEFFICIENT SYSTEM OF EVALUATIONINEFFICIENT SYSTEM OF EVALUATION

NO CLEARLY DEFINED NO CLEARLY DEFINED ACCOUNTABILITY SYSTEMACCOUNTABILITY SYSTEM

JOB PROTECTIONJOB PROTECTION

OPPORTUNITIESOPPORTUNITIES

POTENTIAL OF EXPERIENCED EMPLOYEESPOTENTIAL OF EXPERIENCED EMPLOYEES

DEVELOPMENT OF ENGINEERING SECTORDEVELOPMENT OF ENGINEERING SECTOR

ENHANCEMENT OF ENGINEERING GOODS ENHANCEMENT OF ENGINEERING GOODS EXPORTS. EXPORTS.

BUILD IMAGE OF THE ORANIZATION BUILD IMAGE OF THE ORANIZATION WITHIN /ABORADWITHIN /ABORAD

THREATSTHREATS

IMAGE OF ORGANIZATION IN MEDIA IMAGE OF ORGANIZATION IN MEDIA AND OUT SIDE GOVT. AGENCIES / AND OUT SIDE GOVT. AGENCIES / AUTHORITIESAUTHORITIES

SLASHING OF FUNDS BY THE SLASHING OF FUNDS BY THE GOVERNMENTGOVERNMENT

MERGER OF ORGANIZATION IN THE MERGER OF ORGANIZATION IN THE MAIN MINISTRY & LOSS OF MAIN MINISTRY & LOSS OF ORGANIZATION AUTONOMY ORGANIZATION AUTONOMY

RECOMMENDATIONSRECOMMENDATIONS

DEVISING OF A SOUND PERFORMANCE DEVISING OF A SOUND PERFORMANCE APPRAISAL SYSTEM AND CAREER APPRAISAL SYSTEM AND CAREER DEVELPOMENT PLANDEVELPOMENT PLAN

PERFORMAMCE BASED INCENTIVESPERFORMAMCE BASED INCENTIVES

TRANING ON PERSONALITY AND ATTITUDE TRANING ON PERSONALITY AND ATTITUDE IMPROVEMENTIMPROVEMENT

EFFECTIVE UTILIZATION OF EMPLOYEES’ EFFECTIVE UTILIZATION OF EMPLOYEES’ EXPERIENCEEXPERIENCE

RECOMMENDATIONS………RECOMMENDATIONS………

DISSIMINATION OF INFORMATION ON DISSIMINATION OF INFORMATION ON RULES MATTERS THROUGH RULES MATTERS THROUGH INTERNAL MEETING/ CIRCULARSINTERNAL MEETING/ CIRCULARS

UTILIZING EMPLOYEES’ LOYALTY FOR UTILIZING EMPLOYEES’ LOYALTY FOR IMAGE BUILDINGIMAGE BUILDING