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2. Prepared by
SHEIKH ALI
ASGHAR

4. PRESENTATION
STATEMENT
• MANAGEMENT PROCESS OF
CANON.
• HR SYSTEM IN THE
ORGANIZATION.

5.  INTRODUCTION AND HISTORY OF CANON
 PRODUCTS AND LOCATIONS
 CANON MANAGEMENT STRUCTURE AND
HIERARCHY
 ORGANIZATIONAL STRUCTURE
 FUNCTIONS PERFORMED BY HR.
 HR POLICY IN ORGANIZATION
 EMPLOYEE ADVOCACY.

6. INTRODUCTION TO CANON
KYANON KABUSHKI IS A JAPANESE
MULTINATIONAL CORPORATION SPECIALIZED
IN THE MANUFACTURING OF ELECTRONIC
PRODUCTS.
ITS HEADQUARTER IS LOCATED IN TOKYO
JAPAN.
CANON 1st OPTICAL LABORTORY WAS
FOUNDED IN ROPPONGI,MINATO IN TOKYO
TO RESEARCH INTO QUALITY CAMERAS IN
1933.

7. INTRODUCTION TO CANON
• THE COMPANY WAS ORIGINALLY NAMED AS
SEIKKOGAKO KENSOU AND THIS NAME WAS
CHANGED TO CANON IN 1947.
• CANON IS SPECIALIZED IN
1.CAMAERAS
2.CAMCORDERS
3.PHOTOCOPIERS.
4.COMPUTER PRINTERS
5.STEPPERS AND OTHER MEDICAL
INSTRUMENTS.

8. INTRODUCTION TO CANON
• CANON 1st INTRODUCED LENS
OF 35mm.
• ITS PRODUCTS ARE USES ALL
OVER THE WORLD.
• IT’S THE WORLD WIDE
ORGANIZATION.

9. WORLD WIDE DIVISION OF CANON
WORLD
EUROASIA AND AFRICA
NORTH
AMERICA EUROPE PACIFIC
PAKISTAN INDIA HONGKONG
SAUDIA ARABIA
GERMANY

10. HISTORY OF CANON
 1933 1st OPTICAL LAB IN ROPONGI
TOKYO,
 1935 The company files for registration of
the "Canon" trademark.
 1942 Takeshi Mitarai is appointed president
of Precision Optical Industry, Co., Ltd.
 1955 Canon NewYork office is opened.
 1988 canon announced 1st inauguration
with the launch of the First Global
Corporation Plan.

11. HISTORY OF CANON
• Currently: Heading the list of the most
financially sound companies in the world
• NOW CANON IS ONE OF THE STRONGEST
COMPANIES ALL OVER THE WORLD.
• 64 years service in pakistan.
• About 4400 emplyees.
• Serves more than 20 millions customers all
over the world.

12. oTO BECOME A MARKET LEADER
ALL OVER THE WORLD.
oTO PROVIDE BEST TO THEIR
STAKEHOLDERS ACCORDING TO
THEIR REQUIRMENT.
VISION

13. MISSION
• CANON exists to provide customers the
best ever.
• Canon developed new invention
according to the customers values.
• WE EXISTS TO PROVIDE THE BEST IN THE
CHEAPEST PRICE.
• Aiming to achieve sound business
growth.

14. A: We act with high sense of
responsibility and hold ourselves
accountable.
P: We put our hearts and mind into
what we do.
I: We are open, honest, ethical and
we trust and respect each other
T: We collaborate for our collective
success
VALUES

15. PRODUCTS

16. Management structure
COUNTRY MANAGER
COUNTRY DIVISION DEPARTMENTS
INDIA
MUBMAI
DEHLI
KOLKATA
HYDERABAD

17. HIRARCHY

18. Organizational structure
DEPARTMENTALIZATION
PRODUCTION FINANCE
DEPARTMENT
HUMAN
CAPITAL
INDUSTRIAL
RELATIONSHIP
SALES & MARKETING

19. MANAGEMENT SYSTEM

20. STRATEGIC GOALS:
• Continue providing quality product.
• Select and retain professionals for the
organization
• Satisfy customer by excellent service
OPERATIONAL GOALS:
• To find new customers.
• To retain existing one.
• To bring back discontinued accounts.

21. ORGANIZING
• Departmentalization
Human Resource.
Financial Department.
Sales and Administrative Department.
Production Department.
• Assigning Authority & Delegation Of
Power
• Equalizing Authority & Responsibility
• Staff Positioning

22. LEADING
• Supervision
• Motivation
• Managing Conflict
• Communication Skills
CONTROLLING
• Measuring
• Comparing ,Correcting
• Sales Person Reporting System
• Sales Person Evaluation System

23. SWOT ANALYSIS
STRENGHTS:
1. Latest technology.
2. Skilled and efficient workers.
3. Adopting good marketing strategies.
4. Large investment on production to cut costs.
5. Large numbers of customers all over the world.
WEAKNESS:
1. Dependent on world market.
2. Competetion leads to invest more on
advertisement which leads to increase in
price of a product.

24. OPPURTUNITIES
1. Greater scope of digital technology is common in future.
2. Expanding market in other countries by investing large
amount on advertisement and sales production.
3. Meet demand by setting up a new plan.
THREATS:
During recession company suffers a lot.
Large numbers of competitors in the world market.

25. STAR PRODUCTS
STAR PRODUCTS OF
• CAMERAS.
• BINOCULARS.
• PRINTERS.
• MEDICAL INSTRUMENTS.
BUT MOST POPULAR PRODUCT ARE CAMERAS

26. QUESTION MARKS PRODUCTS ?
ANTIQUE LENSES.
BECAUSE THEY OPERATE MANUALLY &FOCUS
SETS MANUALLY.
THE RESULTS FROM MANUAL LENSES ARE
SHARP AND GREAT.

27. CASH COWS PRODUCTS:
• CANON EOS DIGITAL CAMERAS.
• CANON PRINTERS.
• CANON COMPACT CAMERAS.ETC

28. Bad PRODUCTS OF CANON
BAD PRODUCTS OF CANON ARE:
1. CANON A SERIES

29. PRODUCT LIFE CYCLE

30. TO PRODUCE GOOD QUALITY
PRODUCTS.
AFFORDABLE PRICES.
GREATER EFFICIENCY.
HIGHER EFFECTIVITY.
TO CREATE VALUE AND DIFFERENCES
WITH OTHER PRODUCTS ALL OVER
THE WORLD.
MISSION

31. CHALLENGES AND ISSUES.
• GREATER PRODUCTIVITY.
• NEW INVENTIONS.
• MAKING THINGS ACCORDING TO THE
REQUIRMENT OF CUSTOMERS.
• CORRECTING CONTROVERCIES ABOUT
PRODUCTS.

32. EXTERNAL ENVIORNMENT &
INTERNAL ENVIORNMENT.

33.  NINA MASSA KINGARETHE SUPPLIERS.
 LOCATEDAT HONGKONG.

34.  LEGAL TAX PAYS COMPANIES PRODUCTS.
 WORLD LARGEST TAX PAYING
COMPANIES.
 LEGAL PRODUCTS.

35. SOCIO CULTURAL ANALYSIS.
TRANSFERRING TO MORE
ADVANCED TECHNOLOGIES.
MANUAL CAMERAS TO DIGITAL
CAMERAS.
COMPLEXITY TO SIMPLICITY.
MORE ORGANIZED WAYS TO
CAPTURE THINGS.
NON LCD CAMERAS TO LCD
CAMERAS.

36. TECHNOLOGY ANALYSIS
• In order to maintain and improve quality, on which peoples'
trust in the Canon brand is based, the company employs
evaluation technologies, simulation technologies, and
analysis technologies. The company's dedication to "quality
first" supports its continually evolving products.
• 1. Identifying customer needs and utilizing the latest
technologies to offer excellent high-quality products and
speedy service.
• 2. Making every effort to avoid causing harm or damage to
consumers and their property as a result of nonconforming
products or services.

37.  The organization named as
SEIKKOGAKO KENSOU and the
name was changed in 1947 to
 It’s a legal organization.
 It’s a register trademark
company.

38. Demographic analysis
• NOW A DAYS CANON IS DESIGNING
CAMERAS WHICH ATTRACT OUR TEENAGERS
MORE THEN THE OTHER AGED PEOPLE.
• INVENTING AUTOMATIC LENSES FOR THE
PEOPLE WITH WEAK EYESIGHT.
• DEVELOPING CAMERAS WITH WIFI TO
UPLOAD PICTURES AT THE TIME OF
CAPTURING.

39. STAKEHOLDERS FOR CANON
Name of Shareholders Number of Shares Held
(thousands of shares)
Shareholding
Ratio (%)
The Master Trust Bank of Japan,
Ltd. (Trust Account)
59,911 5.3
Japan Trustee Services Bank, Ltd.
(Trust Account)
53,302 4.7
The Dai-ichi Life Insurance
Company, Limited
37,416 3.3
State Street Bank and Trust
Company 505223
36,555 3.2
Barclays Securities Japan Limited 30,000 2.6
Moxley and Co. LLC 23,634 2.1
Mizuho Bank, Ltd. 22,558 2.0
Northern Trust Co. (AVFC) Sub A/C
American Clients
20,191 1.8
Sompo Japan Insurance Inc. 18,799 1.7
Nomura Securities Co., Ltd. 18,562 1.6

40. CUSTOMERSS
ARE EXPANDING ALL OVER THE
WORLD.
WORLD WIDE RETAILER OF CANON.
BILLIONS OF CUSTOMERS ALL OVER THE
WORLD.

41. HUMAN RESOURCE

42. FUNCTIONS PERFORMED BY HR
• Job analysis
• Recruitment
• Selection
• Training & Development
• Team Building & Motivation
• Promotions & Compensation
• Other HR functions

43. JOB ANALYSIS
JD&JS
JOB
DESCRIPTION
JOB
SPECIFICATION

44. Recruitment
External Recruitment
Methods
Internal Recruitment
Methods
E-Recruitment
Job Fairs
Employment Agencies
Job Posting
Employee Referrals
Business
Systems
Assistant
Manager
Business
Systems
Manager
Business
Solutions
Manager
CIO

45. Recruitment process
R
New
employee
• Need arises
• Approved from GM before sending to HR manger
Internal ads
• employees who fulfill the requirements can avail
this opportunity
HR Dept.
• search its data bank; if there is no suitable person
• advertised externally in rare cases
External
ads
search its data bank; if there is no suitable
person
advertised externally in rare cases

46. SELECTION
CANON USES THE FOLLOWING
RULES.
• Interview
• Group Exercise
• Presentations
• Psychometric Tests
• Role Plays or situation exercises

47. SELECTION PROCESS
Screening
Aptitude Test
interview
Job offer
REJECTED

48. Training & Development
• On the job Training
• In-house training facilities
• Seminars
• Work shops
• Modules
• Training through Videos

49. Team Building
For team building CANON arrange different
programs.
• Trips.
• Treasure hunt.
• Get together.
• Parties and other refreshment programs.

50. Performance Evaluation
• Year End Performance Rating
• On-going feedback on performance
• Used for compensation, benefits
and promotion

51. Promotions
• Promotions are based on the
performance.
• Basically Promotions are for
motivation within employees.

52. Total Rewards
• Pay
• Benefits
• Development
• Work environment

53. Employee Advocacy
Company’s Workplace Rights Policy is guided by
international human rights standards including:
 The Universal Declaration of Human Rights
 The International Labor Organization’s Declaration
 EEO EQUAL EMPLOYMENT POLICY.
 GIVING EQUAL OPPURTUNITITY TO ALL
EMPLOYEES.
 NO FAVOURETISM.

54. Human Resource Planning(HRP)
When company makes human resource
plan following business factors are
involved.
• Business Growth
• Business Change
• Impact of Technology
• Business Competition
• Labor Cost Control

55. Forecasting
• It is the process of deciding
what position the firm will
have to fill and how to fill
them.

56. Human Rights Policy
The Human Rights Policy includes the following
components:
• Child Labor
• Safe and Healthy Workplace
• Work Hours and Wages
• Workplace Security
• Freedom of Association and Collective Bargaining
• Forced Labor
• Discrimination
• Community and Stakeholder Engagement

57. Child Labor
CANON is following the International
Labor Organization standards.
• Child less than 18 are free from
hazardous work.

58. Safe and Healthy Workplace
CANON is dedicated to maintaining a
productive workplace by minimizing the risk of:
 Accidents.
 Injury.
 Exposure to health risks.

59. Work Hours and Wages
• CANON employees are working 7 hours a day and
40 hours weekly
• Providing flexible working hours
• Providing Competitive wages according to the
position of the employee.
• PROVIDE WAGES ACCORDING TO THEIR WORK.

60. MECHANASTIC
DESIGN
•HIGH SPECIALIZATION
•RIGID DEPARTMENTALIZATION
•CLEAR CHAIN OF COMMAND
•NARROW SPAN OF CONTROL
•CENTRALIZATION
•HIGH FORMALIZATION

61.  CANON HAS A HIGH
SPECIALIZATION.
 CANON LAUNCHES NEW
CAMERAS IN MARKET EVERY
MONTHWHILE OTHERS
COMPANIES NOT.

62. EVERY DEPARTMENT IS
SPECIALIZED IN THEIR WORK.
CAMERAS BODY DEPARTMENT
LENS DEPARTMENT
FLASH LIGHT DEPARTMENT
ETC

63. • CANON HAS A CLEAR CHAIN OF COMMAND.
• ODERS FROM UPPER LEVEL SHOULD BE
FOLLOW.
• MANAGERS ASSIGNED WORK TO
EMPLOYEES AS AN AUTHORITY.
• EMPLOYEES ASSUME AN OBLIGATIONS TO
PERFORM ANY ASSIGNED DUTIES.
• THESE OBLIGATIONS TO PERFORM IS
KNOWN AS RESPONSIBILITY.
CLEAR CHAIN OF COMMAND

65. CENTRALIZATION
•CANON IS A CENTRALIZED
ORGANIZATION.
•BECAUSE ALL THE DECISIONS ARE
TAKEN BY TOP MANAGERS.
•EMPLOYEES ARE LITTLE BIT INVOLVED
IN IT.
•MAIN DECISIONS ARE TAKEN AT
UPPER LEVEL.

66.  CANON IS A FORMALIZED ORGANIZATION.
 EVERY EMPLOYE KNOWS HIS/HER WORK IN THE
ORGANIZATION.
 JOBS ARE STANDARDIZED.
 EVERY EMPLOYEE KNOWS THE ORGANIZATION
RULES,REGULATIONS AND PROCEDURES WELL.
 EMPLOYESS HAVE COMPLETE RECORD OF WHAT
HAVE DONE AND WHAT SHOULD NOT.
FORMALIZATION