Benazir Bhutto Shaheed University Lyari Karachi pk.

1. HRM
PROJECT
OF PAK SUZUKI
MOTOR
NAME REHMAN KHAN
DEPARMENT BS COMMERCE
BATCH 4TH
SEMESTER 6TH
SUBJECT H.R.M
INSTRUCTOR SIR MUNEER ABASI
Pak Suzuki motor industry
1

2. Introduction
The firm was founded in September 1982 as a joint venture between the
government of Pakistan and Suzuki Motor Japan, formalizing the
arrangement by which Awami Auto Ltd. had produced the Suzuki SS80 from
1982.[2]
Suzuki originally owned 25% of the stock, and have gradually
increased their holding; they now own 73.09%.[3]
Pak-Suzuki was a joint
venture between the semi governmental Pakistan Automobile Corporation
(PACO), who had earlier overseen local assembly from kits.[4]
Pak Suzuki is the
market leader in Pakistan Automobile Market by having more than 60%
(December, 2011) of market share. Lacking serious competition, Pak Suzuki
has had a market share of more than 50% since its inception and has complete
monopoly in the small car segment. Apart from giving automobile related
services like Suzuki Finance and Suzuki Insurance, Pak Suzuki also deals in
Pak Suzuki Certified Used Cars
Company profile
Location :Downstream Industrial Estate of Pakistan Steel, Karachi Total
Area :259,200 m2(64 acres)
Facilities :Press Shop, Welding Shop, Paint Shop, Plastic Shop, Engine
and Transmission Assembly Shop, Final Assembly & Hi-Tech Inspection
Shop. The Company has also established a modern Waste Water Treatment
Plant as its contribution to the preservation of environment.
Cost :Rs. 15.187 billion Production Capacity (double shift) :Car & LCV’s
Plant :150,000 units per annum Motorcycles Plant :44,000 units per
annum
2

3. Directors of board
Board of Directors Kinji Saito - Chairman
Hirofumi Nagao - Chief Executive
Tetsuya Fujioka - Dr. Managing Director
Toshihiro Suzuki - Director
Takashi Iwatsuki - Director
Takanori Suzuki - Director
Wazir Ali Khoja- Director Chief Financial Officer
Yosuke Yamada
Company Secretary
Abdul Nasir
Audit Committee
Wazir Ali Khoja - Chairman
Kinji Saito - Member
Takashi Iwatsuki - Member
Human Resource and Remuneration
(HR & R) Committee
Kinji Saito - Chairman
Hirofumi Nagao - Member
Takashi Iwatsuki - Member
3

4. Director of board .
1 Mr. Kanji Saito graduated from Hiroshima University,
Japan. He has been associated with Suzuki Group since
1981. He has worked in different capacities with Suzuki
Motor Corporation, Japan and its overseas subsidiaries. As
Head of Rep. Office in India from January 2000 to May
2002. As Director Marketing & Sales of Maruti Suzuki
India from May 2002 to March 2006. As President of American Suzuki Motor
Corporation from July 2008 to March 2011. He joined Pak Suzuki Motor
Company Limited as Non-Executive Director on October 9, 2013
2Mr. Hirofumi Nagao graduated from Osaka University
of Foreign Studies, Japan. He has been associated with
Suzuki Group since 1978. He has worked in different
capacities with Suzuki Motor Corporation, Japan and its
overseas subsidiaries. As Managing Director of Pak
Suzuki Motor Company Limited from June 1994 to April
2000. As Joint Managing Director of Maruti Suzuki India
from October 2004 to December 2007. Presently, he has been working again
with Pak Suzuki as Managing Director since June 20, 2008.
3 Mr. Tetsuya Fujioka graduated from Hiroshima
Institute of Technology, Japan. He has been associated
with Suzuki Group since 1982. He has worked in different
capacities with Suzuki Motor Corporation, Japan and its
overseas subsidiaries. He worked as Chief engineer of
company establishment and plant construction for joint
venture of General Motors and Suzuki in CANADA from September 1988 to
4

5. December 1991. He joined Pak Suzuki Motor Company as Deputy Managing
Director on June 1, 2014.
4 Mr. Toshihiro Suzuki has been associated with Suzuki
Group since 1994. He has been assigned to serve as
Representative Director and Executive Vice President of
Suzuki Motor Corporation since 2011. In previous
assignment, he was appointed as Director of Suzuki
Motor Corporation in 2003; as Director and Senior Managing Officer of
Suzuki Motor Corporation in 2006. He holds a Master's degree.
5 Mr. Takashi Iwatsuki has been associated with Suzuki
Group since 1980. He is currently working as Managing
Officer of Suzuki Motor Corporation since 2008 and as
Executive General Manager for Global Marketing
Administration & Planning in Suzuki Motor
Corporation since 2014. He has worked in different
capacities with Suzuki Motor Corporation and its
overseas subsidiaries; as Managing Director of Suzuki Italia from 1998 to
2002, of Suzuki International Europe (Germany) from 2002 to 2006, as Chief
Regional Officer in North America from 2012 to 2013. He holds a Bachelor's
degree.
6 Mr. Kazuyuki Yamashita has been associated with
Suzuki Group since 1987. He is currently working as
Group Manager of Asian Automobile Group 1 in Suzuki
Motor Corporation. He worked as Director, Automotive
Sales of Suzuki Canada from 2001 to 2006 and as
Managing Director of Suzuki Auto South Africa from
2007 to 2013. He joined Pak Suzuki Motor Company Limited as Director on
September 16, 2015.
5

6. 7 Mr. Wazir Ali Khoja is a NIT nominee director on the
Board of Pak Suzuki Motor Company Limited since
September 28, 2010. He holds over 35 years of
professional experience in the fields of Banking, Finance
and Mutual Fund Industry. He held senior positions
relating to Human Resource, Management, Marketing
and Finance while associated with Muslim Commercial Bank Ltd. (MCB) and
served National Investment Trust Ltd. (NIT) as Managing Director and Dy.
Managing Director. He has also served as Director on the Boards of other
institutions which includes. Bank Al Habib Limited, Fauji Fertilizer Company
Limited, Askari Bank Limited, Habib Metropolitan Bank Limited, KSB Pumps
Company Limited, Pakistan State Oil, Packages Limited, Shell Gas LPG
(Pakistan) Limited, Sui Northern Gas Pipeline Limited, Sui Southern Gas
Company Limited and Sindh Bank Limited.
1 Step Planning for recruitment.
Plan for retirement employees from current jabs and replacement to there
new employees and same employee have leave jobs and same
discharge from his jobs due to miss performance from different
department of Pak Suzuki and need same employee for new plant
and new department due to increase the products in company so
there is need employees for .
50 employees are need for replacement external 50 employees are need for
vacant vacancies and 50 employee are need for new department there there
is 150 employees are required for 2017 .
6

7. 2 Step recruitment for pak Suzuki motor .
=>10 candidate out course as driver for external have htv license
And 10 candidate lifter operator for internal with every candidate should be
matriculation from 2nd
division with 5 year works experierenc and not above
from 30 ages with sindh domicile total 20 required .
=>5 candidate for sale manager ,MBA from recognize institute with 2nd
division or 2.50 CGPA they have should be 10 years marketing experience and
age 30 to 35 not above .
=>5 candidate for accounting manager ,CA from recognize institute with 2nd
division or 2.50 CGPA they have should be 5 years Peachtree excel accounting
experience and age 30 to 35 not above .
=>5 candidates for audits manager .MA in auditing from recognize institute
with 2nd
division or 2.50 CGPA they have should be 5 years auditing
experience and age 30 to 35 not above .
=>5 candidates finance managers ,MA in financial from recognize institute
with 2nd
division or 2.50 CGPA they have should be 10 finance investing and
age 30 to 35 not above .
=> 5 candidates for Risk manager MS from recognize institute with 2nd
division or 2.50 CGPA they have should be 5 years insurance experience and
age 30 to 35 not above .
=> 5 candidates for Staffing Consultant manager ,MAC from recognize
institute with 2nd
division or 2.50 CGPA they have should be 5 years public
dealing experience and age 30 to 35 not above.
=> 70 candidates for manufacturing workers on permanent bass have
matriculation ,2nd
division in science 50% marks.
=>20 candidates for contract bass for 5 years have should be 2 works
experience have diploma from technical institution .
=> 10 candidate for internship worker as helper ,graduate or last semester
from recognize institute with 2nd
division or 2.50 CGPA ,
7

8. Advertising expenses for recruitment new employees
s/n
o
Description Quanti
ty
Expense Total
1 Tv channel advertising 2 10000 20000
2 News papers advertising 3 10000 30000
Total Uses channels 5 - 50000/=
8

9. 3 Step Selection candidates pak Suzuki motor
There is 500 application received from employees for different jobs.
1=>200 candidates have failed in writing examination and not have
performed good for required jabs policies ,
2=> 50 candidates field due to have not suitable for jabs due to physical
environment as disable hand foots and eyes in different parts of bodies have
not suitable .
3=> 25 candidate have not completed documents .
4=>25 candidates have failed in interview .
5=>30 candidates field due to compared competition between two expert on
give a task for jobs .
6=> 20 candidates have absent in selection procedure .
Examination expenses process
s/no Description Quantity expenses. Total
1 Place ,center
exam
3 centers 20000 each 60000/=
2 Copies 500 shits 20 each 10000/=
3 Management 20 employees 500 each 20000/=
4 Other expenses 10000
Total 100000/=
9

10. 4 Developing and training
The remaining and suitable 150 candidate have sent to developing about the
company culture and rule regulation and give training for how can uses and
complete a jobs specific task and understand about the internal factor and
external factor environment of the pak Suzuki motor company. And there
have known about the jabs description and duty timetable .
Expenses table for new 150 employees of training and
development
s/n
o
Description Quantit
y
Duratio
n
Per
teacher
Total
1 Class teacher 10 30 day 20000 each 200000/
=
2 Paper pages - Per day 1000 30000/=
3 Refreshment as tea
coffee
- 30 days 50 7500/=
4 Equipments uses rent 30 day 20000/=
10

11. 5 Procurement hiring candidates
This step will be procure to suitable candidates about his departments
And there have known about the jabs description as jab assignment categories
give to every one sepration as accounting manager take responsibilities jab
description income statement balance sheet papering and keep data sale and
salaries and benefit and loss of company .
s/no Description Quantity
employees
Department Jobs disruption
1 accounting manager 5 5 .Income statement
.balance sheet
.raw material uses
sale .purchase record
2 audits managers 5 All Auditing for all departments
3 finance managers 5 5 1finance invest
2 financing decision
3 recover financing .etc
4 Risk managers 5 5 1 external risk as marketing
competition risk
2 internal risk .product risk
employees risk etc.
5 Staffing Consultant
managers
5 5 Unions conflict worker
problems contract employee
wages .
6 core employees 70 5 Full day shift working .
7 for contract bass
employees
20 5 For monthly or years bass
working per day pay scale etc
8 internship worker as
helper
5 5 Leaning working create
experience
Total Workshop
employees
5 all Making machines. Setup new
machine installation .
11

12. 6 Integration working employees
There every worker working to gather about the complete task and achieve
goal as every person working by line as A B C D to achieve Z (a worker work on
engine ( b working on vehicle body (c working tire and (d working on
vehicle coloring and polishing .the integration working achieve a goal task of
the project to final with combine .
Working integrate
7 Maintenances for employees
There is set up maintenance for very employees as insurance ,advance loan
,medicine and bonus and employee sister wedding and death problems
expense for employee will be interest with pak Suzuki company .
Maintenance for new employees of pak Suzuki motor
s/no Description For families Employees Permanent Temporary
1 Medicine free Workers
/employees
yes yes
2 Bonus 500 Workers
/employees
yes No
12

13. 3 Advance loan Allowed Workers
/employees
yes No
4 Eid or any tehwar Allowed Workers
/employees
yes Yes
5 Appraisal
performs
Allowed 10 % Workers
/employees
yes yes
6 Promotion Allow per year Workers
/employees
yes No
7 Pension Allowed Workers
/employees
yes No
8 compensation for new employees of pak Suzuki
motor
The compensation will be decide equal to market per monthly for different
employees and core workers and pay with commissions .there monthly bass
salaries for core employees and workers and weekend daily wages for contact
bass employees and worker as out source and internship helper .
Salaries /compensation for new employees of the pak Suzuki
motor 2017
s/no Description Quantity Per month
salaries
Weekend
wages
Total
1 Accounting manager 5 20000/= 100000
2 Audits managers 5 20000/= 100000
3 Finance managers 5 20000=/ 100000
13

14. 4 Risk managers 5 20000=/ 100000
5 Staffing Consultant managers 5 20000=/ 100000
6 Core employees 70 15000/= 1050000
7 For contract bass employees 20 5000 500000
8 Internship worker as helper 5 1000 5000
9 Workshop employees 5 20000/= 100000
Total 150 215000 2155000/=
9 step of human resource relation training skill
 Sensitivity to others
 Treating people fairly
 Listening intently
 Communicating warmth
 Establishing rapport
 Understanding human behavior
 Empathy
 Tactfulness
 Cooperative team member
 Feeling comfortable with different kinds of people
 Fun person to work with
14

15.  Treating others as equals
 Dealing effectively with conflict
 Helping clarify misunderstandings
Creating an environment of social interaction
10 Appraisal perform
1 Behavioral checklist: Behavioral checklist has a list of criteria that an
employee should workup to be a diligent worker.
2 360 degree appraisal: 360 degree appraisal involves feedback of the
manager, supervisor, team members and any direct reports. In this method of
appraisal, employees complete profile has to be collected and assessed.
3Management by objective: This is an objective type of evaluation which
falls under modern approach of performance appraisal. In MBO method of
performance appraisal, manager and the employee agree upon specific and
obtainable goals with a set deadline.
4 Psychological appraisals: This appraisal method evaluates the
employees intellect, emotional stability, analytical skills and other
15

16. psychological traits. This method makes it easy for the manager in placing the
employees in appropriate teams
Conclusion
In a succinct conclusion ,I come to know the HR practice in the current
situation .HR practice mainly include the recruitment process ,training and
development process ,health and safety of the employee reward and benefit of
the employee etc .poeple are the common denominator of any organization .in
the end ,we come to know how HR is implementing globally and the benefits
of apply these practice to the business .
Thanks my dear sir
THANKS
16