Professional Documents
Culture Documents
ASSIGNMENT NO.2
Management Theory and Practice
MBA-5531
SUBMITTED BY Nabeel
Ahmad Roll No
AD513710
Semester 1st
Submitted to:
Mr.
Nadeem Babar
TABLE OF CONTENTS:
ACKNOWLEDGEMENT
03
INTRODUCTION TO ISSUE
04
SELECTED ORGANIZATION
04
VISION
04
MISSION STATEMENT
05
ORGANOGRAM OF HR DEPARTMENT
08
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HUMAN RESOURCE MANAGMENT
08
RECRUITMENT
09
SELECTION 10
SWOT ANALYSIS 13
CONCLUSION 19
REFERENCE 19
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Acknowledgement
I am grateful to ALLAH ALMIGHTY, for enabling me to fulfill
this tiring, but interesting job for the completion of my report.
Last but not the least I also feel please to thanks to the
whole management of Pak Elektron Limitted (PEL) in
general for their cooperation in the formulating of this project.
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ISSUE: SINCE PEOPLE MUST OCCUPY ORGANIZATIONAL POSITIONS AND AN
EFFECTIVE ORGANIZATION ARISES WHEN A MANAGER HIRES GOOD PEOPLE AND LET THEM DO THE
“The United States have done one thing; they have invented
and established Management Science, which is an attempt to
organize the ignorance of the workforce, and to elevate it to
the dignity of a rat hole.”
“ Oscar Wilde on Human Resources
Management”
Selected Organization:
Vision
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through continuous improvement.”
Mission Statement
• To provide quality products & services to the complete satisfaction of our customers
and maximize returns for all stakeholders through optimal use of resources
• To focus on personal development of our Human Resource to meet future
challenges
• To promote good governance, corporate values and a safe working environment
with a strong sense of social responsibility
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EMPLOYEES AT PEL ARE ALLOWED TO WORK IN THEIR OWN STYLE AND WITH EASE REGARDING
THEIR PERSONAL LIKES AND DISLIKES WHICH ENSURES PEL’S GOOD ORGANIZATIONAL BEHAVIOR.
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MANAGING WORK FORCE DIVERSITY:
There are number of work force diversities some of them are given below:
• Disabled Persons
• Gender Issues
• Age Factors
• Temporary Casual Contractors
• Other Back Word Castes
The same thing is happening at PEL (PVT) Ltd. Employees at PEL (PVT) Ltd
belongs to different areas, different values and background55s. For example
most of the labor belongs to Sheikhu Pura, ?, where as higher level managers
belong to Lahore, Islamabad, Faisalabad and even from America. Therefore it is
often difficult to communicate with each other at plant or at higher level
meetings. But employees at PEL have over come these communication barriers
and they work as the one unit in organization.
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As a Chinese proverb suggests,
Manage
r Asst Asst Asst Asst Asst
The line manager should draw these up and it may be necessary for a
member of personnel department to assist. Specifying the job and the
type of person required is a line management responsibility.
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RECRUITMENT
They start by getting the request by related department.
Departments fill the slip named Man Recognition Slip in which they
mention all their requirements about employee needed like age, when
and why employee require, experienced or fresh employee, insurance and
car etc. Then Head of Department (HR) send the slip to chairman and
Managing Director. From their approval further procedure start.
INTERNAL SOURCES
JOB POSTING
These methods of prominently displaying current job openings extend
and open invitation to all employees in the PEL Job posting serve the
following purposes
EXTERNAL SOURCES
Companies looking for the 'right' (best fit for the job) person
however may rule out internal applicants because they do not match the
personnel specification prepared for the job.
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GIVING ADVERTISEMENT IN NEWS PAPERS
Selection
This section looks at the early stages of the selection process - often
called pre-selection. The recruitment campaign should have attracted a
pool of applicants from which selectors can make their choice. If a job
analysis has been conducted, the criteria or competences which are
deemed necessary have been identified. These may be well defined and
focused on experience and skills, as in the 'right person' approach; or
general and related to education, intellect and personality for the 'cultural
fit' and 'flexible person' models After the candidates have been identified,
they must be selected. In PEL common procedures use in selection include
TESTS
PEL test only the external employees not the internal employees,
because they have the complete data of internal candidates. Tests
provide use full back-up information and are an aid to selection but they
cannot entirely replace the interviewer. It tests the candidates only for
specific positions not for all the vacancies.
INTERVIEW
PEL conduct behavioral interviews to screen out the candidates.
Behavioral interview is a series of job related questions that focus on how
they reacted to actual situations in the past.
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They also conduct individuals’ multiple interviews. The HR
management conducts the interview. Also the related department
conduct interview. Their main purpose for the interviewer to ascertain if
the candidate is suitable for the vacancy, and for the candidate to
determine whether the job is suitable for him or her.
PROBATION PERIOD
PURPOSE
DURATION
SALARY STRUCTURE
Salary is based upon the market practices. They attract their
employees from market pay levels. The basic salary structure is as:
Basic salary
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PROVIDENT FUND
GRATUITY
It is one gross salary (last drawn), for each completed year of service,
which is payable on leaving the company.
ANNUAL BONUS
Training at PEL
Training in PEL. is basically of two types.
INDUCTION TRAIING
Induction training is regarded as an important of the overall training
policy applying to all personnel joining the Company. Department training
over an initial period of one to six months shall follow this.
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WHO SUPERVISES THE TRAINING PROGRAM
PROCEDURE OF ORIENTATION
According to Managers the new employee has been rotated almost
in every department in his orientation so he is able to practically see the
things happening in the organization. It helps reduce the new employees
jitters and the Reality shock he or he/ she might otherwise experience
(the discrepancy between what the new employee expected form his or
her new job, and the realities of it).
DEPARTMENTAL TRAINING
After induction training the employee has been shifted to the department
he was employed for, to go through departmental training and
the training of other relevant departments whom he has to
interact in his day-to-day activities. This basically is the start of
his probation period.
SWOT ANALYSIS
The strengths, weaknesses, opportunities and threats of PEL are
discussed below:
• STRENGTHS:
PEL has the following strengths.
Brand Name
Strong Dealer Network
Quality Products
Best Sales Services
Market leader in WRAC
Number 2 in Refrigerators in Pakistan
Strong Management Team
Distribution of Authority
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Research and Development Department
Free Customer Service
BRAND NAME:
PEL has created a strong brand image in the mind of the
customers through higher quality and low prices. The customers of PEL
always prefer its home appliances like Window AC, split AC and
refrigerators, during the time of purchase. PEL is a popular company in
Pakistan and every one knows about the PEL products and its brand
name. That’s why PEL is a market leader when it comes to Window AC.
QUALITY PRODUCTS:
PEL is also in a strong position because it provides superior quality
products to customers. So it gives an edge to company over its
competitors. Due to best quality, guarantee of products of PEL is more
than its competitors.
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It is also strength of PEL that it is a market leader in WRAC.
Costumer always gives preference to PEL in window AC market because of
low price, high quality and durability.
DISTRIBUTION OF AUTHORITY:
Top management of PEL delegates the power to the subordinates
for achieving the marketing objectives in a specified time period. So every
manager has an authority to take decisions to achieve the goals of
company. In this way they save the time and react quickly.
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• WEAKNESSES OF PEL:
Like other companies PEL has some weaknesses. If PEL overcomes these
weaknesses then it can become a market leader in home appliances. PEL
looses some competitive edge in the following areas:
Financial Problems
Lack of advertisement
System variations
Lack of Product range
Less Utilization of capacity
FINANCIAL PROBLEMS:
Sometimes PEL faces the financial problems because its stocks are
so much piled up in the stores that creates problem of cash flow because
when the stocks are not sold and the production is in process for 24 hours
a day then the company faces such problems.
LACK OF ADVERTISEMENT:
SYSTEM VARIATIONS:
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PEL has introduced more products of consumer items but there are
more needs to develop new consumer items like PEL washing Machines,
Vacuum cleaner and other items.
EXPORT OPPORTUNITY :
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PEL has also the opportunity to export their products in other
international countries like UAE, SAUDI ARABIA, and other Arabic and
African countries.
Strong competition
China’s product introduction in the market
Price war
Slow growth rate in Pakistan
Instability of government
Tax department
World Trade Organization
STRONG COMPETITION:
CHINA’S PRODUCT:
PRICE WAR:
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As there is stiff competition in the home appliance market that will cause
the price war.
INSTABILITY OF GOVERNMENT:
The rapid changes in governments will become a threat for the
companies because every government adopts new policies for the
industries. So it increasesthe uncertainty for the investors who want to
invest heavy amounts in their new projects.
TAX DEPARTMENT:
Tax department is another major threat for the company that will
restrain the business expansion. There is a most complicated tax
procedure operating in the country that creates hurdle in the production
and smooth functioning of different companies in Pakistan.
Conclusion:
HRM is a scientific process of continuously enabling the employees
of an organization both in their individual capacities and as members of
groups, both as managers or other ranks, to improve their competence
and capability to perform their present as well as future expected roles so
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that the roles of the organization are achieved more fully and at the same
time the needs of the employees are also met to an adequate extent. It is
seen as getting the employees in the organization to add value to the
organizational processes and to contribute to the organizational
development. HRM is very important for future development of a nation,
and a future development of a country depends a lot on its Human
Resources.
References
Site references:
www.pel.com.pk
www.scribd.com
Men references:
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