REPORT ON HRM ON CROWN LIFAN FOR ANY INFORMATION PLEASE CONTACT ON MY EMAIL.SHAHROZSALEEM34@HOTMAIL.COM

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HUMAN RESOURCE MANAGEMENT
FACULTY: SIR SAEED AHMED
STUDENT NAME:
MUHAMMAD SHEHROZ (61411)

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INTRODUCTION
The Crown Lifan started its business in 2005 with a small shop located at Akbar market in
Karachi. CRLF COMPANY is a line of motorcycle spares, providing quality products for over
a decade. It has maintained its position as market leader since the year 2005 due to its quality and
strong distribution network across Pakistan. Its operations are not just restricted to Pakistan; it
has operations in China and other Southeast Asian Countries. Crown Lifan supply more than
98% of ordered spare parts from stock and continue to supply spare parts for motorcycle up to 12
years after the product has ceased production.
HUMAN RESOURCE OF CROWN LIFAN
The Human Resource department at Crown lifan spearheads the recruitment process to ensure
that the finest human resource is taken on board at Crown lifan. Resumes of candidates are
carefully filed and documented for current or future reference. The department, besides carrying
out succession planning, maintains and implements HR policies pertaining to employment,
retention and superannuation. Assessing training needs of employees and ensuring adequate
training is also carried out by the professional HR team at Crown lifan.
The company believes that the best way to become integrated into their organization is to start
contributing to it and to become accepted as part of its working community. For this reason the
company concentrates on:
 Placing an employee in an initial job which starts to use strengths and matches stated
interests.
 Providing an orientation program which helps understand the Company and its
Environment.
Introducing an employee early in the career to the people development system and giving him/
her feedback on own performance from the first year.
In cases where traineeships are provided, these are designed to bring employee up to the standard
of skill and knowledge required in the shortest practicable time. The principle of early job
responsibility is followed wherever the company can.

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THE RECRUTMENT PROCESS
The recruitment process is taken very seriously. It is vital that Crown select people with qualities
essential for its continued success. Its human resource team is comprised of experience
recruitment professional with diverse backgrounds.
During the recruitment process objective view is taken and best practices are followed. Crown’s
recruitment methodology is based on examining capabilities or competencies. These capabilities
are sets of behavior skills and knowledge that can be determinants of job success and focus on
the role requirements. Thereby insuring consistency and accuracy in assessments and increasing
the reliability of the selection process.
The recruitment is different for two different categories of people. First is the Management
Profession and Technician and the second is Non Management Profession and Technician.
IDENTIFICATION OF NEED:
The first step is to check whether there is a requirement for new selection. If there is a new
position to be developed then HOD checks for that. If an already existing position has become
vacant due to any reason, then the department notifies the Human Resource Department to place
advertisement in the newspapers.
ADVERTISEMENT:
After the identification of need, the Human Resource department places the advertisement in the
newspaper to call for resumes. The advertisement specifies the job description and the job
specification.
· JOB DESCRIPTION:
These are the listing of duties as well as desirable qualifications for a particular job e.g. the
advertisement also specifies number of year’s worth of experience to apply for the job.
· JOB SPECIFICATIONS:
These are the characteristics and the abilities required from a person to work in that position such
as leadership and teamwork qualities or command over English.
APPLICATION FORM SUBMISSION OF RESUME:
Application forms enable the candidates to present a complete picture of their talents, interests
and ambitions. It is the first stage of evaluation and the basic criteria for initial selection. The
candidates must present a resume which makes the person stand out.

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EVALUATION OF RESUME:
After the resumes of hopeful candidates have been received, the HR department checks all the
resumes of the people who have applied. In its evaluation the HR department checks the
experience and the qualities of the individual and matches them to the requirement of the job.
SHORT LISTING:
After the evaluation of the resumes the HR shortlists the candidates who have fulfilled the
minimum requirement of the job description and specification.
TEST:
The test is conducted by the HR department. In the test the managers check the IQ level, English
Composition and Logic. The duration of the test is exactly one hour. The test is checked
manually and is done by the HR department.
INTERVIEW:
The candidates who have successfully cleared the tests and have scored above than relevant mark
are then called for interview. The interview is conducted by four people, on executive and three
managers. All the four interviewers should preferably be from within the department but often
that is not the case.
The purpose of the interviews is to check the person’s subjective skills which are difficult to
measure such as attitude, communication skills, abilities and personality. During the interview all
four person mark the candidate individually and then put forward a cumulative mark. These are
the marks against which different candidates are differentiated.
RECOMMENDATION TO HUMAN RESOURCE DEPARTMENT:
Following the interview the employee of the particular department goes to the HR and gives
recommendation to the HR manager regarding the interview of the candidate. The HR then
conducts an interview with the candidate where they decide the Grade scale of the candidate, the
different benefits and the pay scale.
MEDICAL:
After the terms of contract is agreed upon, the candidate is asked to have a medical test.
HIRING:
After the medical test, the candidate is referred back to the relevant department with the contract.
If the department agrees upon it, then the candidate is hired.

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TRAINING AND DEVELOPMENT MODEL:
The HR department, besides carrying out Succession planning maintains and implements HR
policies pertaining to employees training, retention and superannuation. Assessing training needs
of employees and ensuring adequate training is also carried out by the professional HR team at
CROWN LIFAN. In year 2012, the new machines are installing on assembling process that
worker need training of that machine. The HR sends 20 workers for training.
On-the-Job Development:
The crown lifan company believes strongly that people grow and learn most effectively through
experience. Therefore, every opportunity is sought to try to develop an employee through work
related experience. Such development implies an expansion or stretching of abilities or aptitudes.
It has to be based on the knowledge, skills, and aspirations within oneself. This form of
development needs to be understood and actively supported by the employee and the supervisor.
Candid discussion in all employee interactions is encouraged and serves as an effective
communication tool. Relative to other motor cycle parts companies, crown lifan places a lot of
emphasis on development of its technical resources also. This has resulted in crown being able to
efficiently develop and implement large technological projects successfully.
Training and Education:
The Crown lifan Company has a range of training programs, both core management and
technical, which are used on a regular basis to develop skill and knowledge. In addition crown
lifan do need assessment of training programs and leads to inputs into the overall training plans
of the company to help them work towards realizing their full potential and then after that they
do formularize evaluation of those programs and also uses different Training methods for their
employees which are as follows:
Ø Continuous learning.
Ø Cross training
Ø Distance learning
Ø Multimedia training
Ø Near transfer training
Ø On-the-job training (OJT)
Ø Team leader training, etc

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Alternatively, individuals may attend externally run programs and there may be cases where
learning by planned job experience is the best answer according to different circumstances
within the company. Employees contribution to assessing own training needs are welcomed as
are the suggestions for suitable programs. To address future manpower needs of the company,
employee career, training and succession planning activities are undertaken on an annual basis.
Training and Resource Centre:
Training and Resource Centre is the only teachers training facility in. Since its inception in 2010,
more than 2500 teachers of Rahim yar khan in district have been trained at the centre. A team of
4 full time PDTs carryout general and subject specific training sessions.
HR MODEL
Crown lifan Company uses this HR Organizational model which basically describes the
difference between main HR actors in their company to makes sure, on the one hand, that the
company acts in the interests of employees by giving them opportunities to advance their careers;
and on the other hand, that employees bring as much value-added as possible during their stay in
the company. There are two different roles within the HR department of crown lifan Company:
the organizational ones and the operational ones. The organizational roles of hr department of
Crown lifan Company includes: Human Resources management, including HR support to
business and HR design & delivery and Legal obligations including employee relations and well-
being programs. The operational roles of hr department of Crown Lifan Company includes:
People management, including company manager and Personnel management, including
industrial relations managers (HR local specialists) who maintain relationships with other dairy’s
HR specialist in order to remain competitive in this global world and to sustain long-term growth
for the company. Both roles are in fact involved in the HR process as far as they are responsible
for the day-to-day HR management in the Crown lifan Company.

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COMPENSATION AND BENEFITS/ PERFORMANCE
APPRAISALS:
The Company's Total Remuneration package is competitively aligned to the best in the industry
and is appropriately balanced between providing cash compensation and benefits, including,
medical benefits. The annual salary rewards are linked to employee performance. An Employee
Share Option Scheme operated by the Employees Trust offers new employees the opportunity to
acquire ownership in the Company.
Highest Salaries:
The salary packages Crown lifan offer its employees the highest remuneration package that’s far
above the industry average. And that's a major part of its compensation philosophy – to always
keep employees above their profile's market value. So be you an experienced professional or a
fresher, at Crown lifan, you'll get the highest salaries ever.
Gain Sharing:
On top of their highest salaries and outstanding benefits are their performance based bonuses.
And its performance gauge is very different. They don't base employee’s performance on defined
targets - they base it on a certain percentage of the top performers among you. So every quarter,
the top 50% performers qualify for bonuses.
Benefits:
At CROWN LIFAN, they value quality human resource. Their employees lend the creativity and
passion to meet business challenges with bold new ideas. It offers unparalleled employee
benefits, ranging from medical, to financial and recreational. They want to keep their most
important asset - their people - healthy and happy.
Travelling and Subsistence Expenses:
All employees will be reimbursed for any travel and subsistence expenses incurred in the course
of their duties.

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Holiday:
Each employee is entitled to a basic 23 days holiday per year. However, for some people this
amount is either too much or not enough. For this reason, all their employees have the flexibility
to trade salary and holiday. Employees can choose between 15 days and 30 days holiday per
year, with the maximum rising to 40 days per year after two years' service.
Car Allowance:
For consulting positions a car allowance is included in the package.
Pension and Life Assurance:
After three months' service, every employee has the option to join the company's group personal
pension scheme, or to take a cash alternative. All employees are covered under Life Assurance
from their first day with Crown lifan. The company contributes to the scheme and reviews its
contributions on a periodic basis, to ensure that these remain suitable, attractive and fair.
Permanent Health Insurance:
Crown lifan provides Permanent Health Insurance to all employees from their first day.
Health Scheme:
After six months' service, an employee can elect to join the company's VIP
Private health
To ensure employee participation and commitment to the system, the format draws heavily on
the employees own assessment of his job performance, training and developmental needs, career
aspirations and any other employee related item that needs to be addressed. Candid discussion in
all employee interactions is encouraged and serves as an effective communication tool. The
system also focuses on the employee's training needs and leads to inputs into the overall training
plans of the company to help them work towards realizing their full potential. Relative to other
chemical companies, Crown places a lot of emphasis on development of its technical resources.
This has resulted in Crown being able to efficiently develop and implement large technological
projects successfully. To address future manpower needs of the company, employee career and
succession planning activities are undertaken on an annual basis. Crown values people with
passion, creativity, leadership, strong communication skills and the drive to deliver and
compensate them according to their relative performances. Crown lifan Limited carried out
certain compensation and performance

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APPRAISAL PROJECTS:
REWARD MANAGEMENT:
The reward management however are strictly performance driven and every opportunity is used
to reinforce the culture of reward for performance. To promote and strengthen a keenly
competitive environment within the organization for enhanced quality and productivity, en
elaborate performance assessment and employee development system has been institutionalized
which by design forces objectivity in employee appraisal against given dimensions of
performance evaluation.
PROJECT HOPE TELEMEDICINE INITIATIVE:
The Project Hope Telemedicine initiative by Crown makes available doctors in no less than
fifteen medical specialties ranging from neonatology to cardiology on a daily basis - and free of
cost, to the communities. The project has provided online consultation by specialist doctors to
about 1400 patients to date
CONCLUSION
Human Resource at Crown believes in learning by doing. Therefore adequate arrangements are
made at the organization to impart training to the staff. It can take the shape of internal (in-
housetraining) or external training depending on the specific need of the target audience. Staff is
made to do things so that they get a firsthand experience.
REFERENCES
All Information is gathered from MR.ZULFIQAR MAQBOL (GENERAL MANAGER OF HR
IN CROWN GROUP) and internet. I am very thankful to MR ZULFIQAR to give me
information about his company.