Presentation on atlas honda

1. AN HRM
PRESENTATION
AN HRM
PRESENTATION

2. GROUP MEMBERS
Muhammad Afzal
Nasir Mehmood
Naveed Iqrar
Liaquat Mumtaz
Aftab Gilani
ME-07-23
ME-07-09
ME-07-05
ME-07-04
ME-06-04

3. PROFILE
•Established in 1962 as private Ltd company.
•Joint venture with Honda motor co. Japan.
•Among top 25 companies in KSE.
•On top end in two wheeler industry.
•Largest assembly line in Pakistan.
•Three popular brands.
CD-70 CG-125 CD-100

4. STATUS 2006-2007
Capacity 650,000 units
Production 460,000 units
Revenue 10 billion Rs.
Market share 56% in industry
Export 5000 units/year

5. GOAL 2010
TO ATTAIN
TO TRANSFORM
Good company into a great company
Sales
Revenue
•One million units
•One billion US $

6. VISION
Market leader in motorcycle
industry emerging as a globally
competitive centre of production
and exports

7. PURPOSE
To provide an economical and
environment
Friendly transportation to
middle and low income citizens.

8. MISSION
To be a dynamic profitable and
growth oriented company
through market leadership
excellence in quality and service
optimizing value for
shareholders and maximizing
exports.

9. • Prime focus on motorcycle business
• Group includes
• Atlas bank
• Atlas insurance
• Allwin engineering
• Atlas battery
• Honda Atlas cars
CORE BUSINESS

10. ORGANIZATIONAL CHART
PRESIDENT/
CEO
VP TECHNICAL VP
GM
COMMERICAL
& PLANNING
GM
MARKETING
GM RESEARCH
AND
DEVELOPMEN
T
GM HR &
ADMIN
CFO
GM
ENGINEERING
& PROJECTS
GM PLSNTD GM IT
GM QUALITY
ASSURANCE

11. SWOT ANALYSIS
STRENGTHS
• Capacity of speedy response to changing market
situation
• Developed R&D for innovation and technological
enhancement
• Reduced 25% price and gained economies of scale
• Excellent goodwill/brand loyalty of Honda
motorcycle

12. WEAKNESS
• Bottleneck in production if demand increases
• Slow response time in high demand
• Relationship between managers and labor
• Customer services needs improvements
• Forecasting of demand needs improvements
SWOT ANALYSIS

13. OPPORTUNITIES
• Industry growth is expected to be 70%
• Dynamics of market are changing
• Public transport conditions are miserable
• Teenagers shifting to adults @ 3% per year
• GDP growth rate is expected to be 6%
SWOT ANALYSIS

14. THREATS
• More competition is expected in future
• Profitability will reduce due to price war
• More copy products from competitors
• Government policies may change
• Major players are expected from china and
india
SWOT ANALYSIS

15. JOB CATEGORIES
Engineering & Projects
Finance
Human Resource & Admin
Marketing
Engineering & Projects
Supply Chain
Research & Development
Quality Assurance
Production

16. GRADING DESIGNATION
7, 6 General Manager,National Manager
8 National Manager
10,9 Regional Manager
11 Regional in charge
12 Asst. Manager
13 Executive, Management trainee
15, 14 Executive
GRADING SYSTEM

17. COMPANY STRENGTH
2999
324
1770
540
contractor
•Total employee at Atlas Honda
•Management
•Non management
•Contract employees
•Labor

18. MARKET SHARE
11%
56%
33%
Honda Yamaha Other

19. HR OBJECTIVE
To achieve the Company’s objective the HR
Department of AHL will recruit, developed,
utilize, maintain and retain the number and
types of employees to provide organization
with an appropriate work force.

20. HR ORGANIZATIONAL CHART
GMHR/ADMIN
ALL ACTIVITIES OF HR/ADMIN/IR OF
BOTH PLANTS
Manager Tech. Trg
Tech Training at KHI/SKP
Manager HR (skp)
Managing all HR Activities
Manager HR (KHI
Managing all HR Activities
Assistant Manager HR
Supervision of HR Activities
Assistant Manager HR
Supervision of HR Activities
Executive HR
Recruitment /TMS
Executive HR
Training
Executive HR
Compensation /Payroll
Executive HR
Recruitment /TMS
Executive HR
Training
Executive HR
Compensation /Payroll

21. JOB ANALYSIS
In AHL there is well-defined procedure for
the Job Description. Human Resource
Department has described clear guidelines
to
describe the position. Some of the guide
lines/instruction is given below.

22. HR Guidelines For Job
Description
  Organization Chart
  Dimensions
  Position Objective
  Principal
Responsibilities
  Education or
Equivalent
Training
  Experience
  Functional
Specification
  Completion

23. Recruitment Procedure
FLOW DIAGRAM

24. Requisition
Analyze the
requirement of
Vacancy
Request to
GDHR
Approval
Request To Concerned
Group /company for
Transfer
Joining Procedure
Requisition approval
by GMHR/CEO
Search within the
Company
Advertising the
Position in Urdu
and English
Newspapers
Short Listing of
applicants
Written Test and
Interview
Information for pre
Employment
medical test to
selected one
Receiving Medical Reports
Orientation and employment letter
Orientation Report
Interview
Transfer Order

25. RECRUITMENT
• Written Test
Includes General Knowledge,Computer proficiency,
Related subjects for Management
• Interview
Grade Preliminary Interview Final Selection/Interview
11 & Above GMHR/GM CEO/GDHR/GEC Member
12 & Below MHR/Dept Manager GMHR/GDHR/CEO

26. Management Trainee scheme
• Objective
To induct young qualified professionals at entry
levels.
• Policy
It is the best way to recruit develop and retain the
employees by providing in-house training to fresh
professionals.

27. Management Trainee scheme
• Qualification
1. Engineering graduate
2. Finance graduate(ACMA/CA)
3. MBA

28. Management Trainee Scheme
• Salary
Monthly Stipend will be as follows:
BE/MBA Rs.18000.
ACMA Rs 20000
CA Final RS 40000
Appointment Letter will be issued after
joining his/her duties.

29. Orientation Policy
• Up To Grade –13
Duration of orientation is 1-7 days
• Up To Grade –12 and above
Duration of Orientation is 10-17

30. Orientation Process
• Employee will get orientation plan on
joining.
• Visit of all depts
• Visit of all Atlas Group of companies up G-
12 and above.
• After completion employee will submit
report.

31. TRAINING AT AHL
• The main purpose of these procedures is to
provide a systematic support to the line
management in implementation various
aspects of company training policy.

32. TRAINING AT AHL
• Objective
• The Line Managers effort to motivate his
subordinates to make full use of training provided.
•
• The line Manager’ role in constantly monitoring
the effectiveness of training being given and
providing appropriate feed back to corporate HR
Department.

33. TRAINING PROCESS
TNA (Training
Need Analyst)
From
Appr
aisal
Form
s
Departmental
Head Fills
TMS
Preparation of
training
Calendar
HR Prepares In-House &
Out Sourced Training
Calendar
Cost Analysis
Approval From
GMHR/CEO/GEC
Training Starts
Evaluation Feed back
Training Report

34. TRAINING
• COMPANY HAS TRAINING AGREEMETN WITH
LUMS AND PIMS
• TECHNICAL TRAINING AT COMPANY LEVEL AND
ALSO OVERSEAS TRAINING PROGRAM
• A FEEDBACK FROM IS GIVEN TO TAINEE
OFFICERS TO REPORT THE FEEDBACK OF
TRAINING PROGRAM.

35. Employees Benefits
• Car/Motorcycle
Grade 11& Above Car Under Co Scheme
Grade 13 & 12 Motorcycle Co Scheme
Grade 15& 14 Motorcycle under Installment
Scheme
• Bonus
Bonuses are allowed to Management staff as per target set in the
annual budget
Bonus are allowed to non management as per Management /CBA
agreement

36. Employees Benefits
• Gratuity
Gratuity equal 15 days basic salary for each year is allowed for
management staff.
• Provident Fund
11 % of basic salary is AZ as employee Contribution on a/c of
Provident funds
• Group Life Insurance
Group insurance is allowed to management staff according
to their grades varying from Rs.200,000/ and maximum of
1.68 (M)

37. Employee Benefits
• Medical
• 12 % of basic salary is allowed to management staff up
Grade 11as medical expenses.
• Grade 5 to 8 40,000 Pa
• Grade 9to 10 30,000 Pa
• Personal Loan
Facility is allowed to management staff up to 45 % of basic
salary

38. PROFORMANCE APPRAISAL
• In order to measure the performance of an
employee or for the appraisal purpose AHL
has adopted a rating system. In this rating
system there are four scales to measure the
performance of the employee. The
employees are rated on following
parameters:

39. For Level Officers To Assistant
Manager
  Quality of Work.
  Quantity of Work
  Job Knowledge
  Effectiveness in
working with
people.
  Initiative
  Intelligence and
ability to learn
• Responsibility and
reliability
  Punctuality and
attendance
  Attention to cost
and waste

40. Up To GM Level
• Analytical Thinking
• Innovativeness
• Positive Self Image
• Tenacity
• Independence
• Concern For Impact
• Rational Persuasion
• Imitative
• Efficiency
Orientation

41. RATING SYSTEM
• Outstanding 5 %
• Very Good 25%
• Good 65 %
• Fair 5 %

42. Promotion Policy
• Vacancy Based
• Internal advertisement
• Candidates are Short listed on the basis of
Experience and performance rating.
• Interviews are conducted as per interview
policy above.

43. Quality Policy of AHL
• Right Work in first attempt and on time.
• Maintain and consciously improve quality
• Training of manpower and acquisition of
Latest technology.
• Market Leadership and prosperity for all.
• Safe clean and healthy environment.

44. Suggestions
• There should be the use of more
motivational techniques other than in the
monitory term.
• There is a severe need of the proper
career planning and career counselling of the
employees.
• The Working Environment should be
more enhanced and must be come up with the
other modern organization.

45. Suggestions
• Training Programs should be offered more
frequently.
• Training should be more relevant to the job
of the employee.
• There is a need to enhance fairness in the
appraisal system