This document provides an overview of human resource management practices at Star Motors, an automotive company in Pakistan. Star Motors assembles and markets the Honda Acura TSX under an agreement with Honda. The document outlines Star Motors' vision, mission, goals and objectives, as well as its organizational structure. It also discusses strategic HR functions including recruitment, selection, training and development practices. Key aspects covered include developing job descriptions, an ethical code of conduct, and using assessments and interviews in the selection process. Performance management and linking compensation to achieving objectives are also summarized.

2. HUMAN RESOURCE MANAGEMENT
PRESENTED TO MAM AMBREEN CHANNA

3. HUMAN RESOURCE MANAGEMENT

4. OUR
TEAM

6. Introduction

7. Introduction
• Star Motors is a cars assembler based in Islamabad, Pakistan
• Star Motors signed an agreement with Honda to manufacture and
assemble Honda Acura TSX in Pakistan.
•
Star Motors assembles, manufactures and markets Honda Acura TSX in
Pakistan.
•
Star Motor’s product has been designed and built in Honda's traditions
of automotive excellence to be the leader in its category and the main
emphasis has been given to passengers' safety & comfort.

8. VISION
"To become a "world
class" maintenance
department and be the
best in the corporation,
the "benchmark" for all
others to follow. "

9. MISSION
"Maintenance will safely
accomplish our goal of
providing Service Excellence
(including increased Uptime
and
increased
Overall
Equipment Effectiveness) to
benefit both our Internal
and External customers
through communication and
Continuous Improvement in
every aspect."

10. GOALS &
OBJECTIVES
Lead in advance
technology.
Sustain quality in creating
best vehicles.
Give more authority in
decision making to
employees.
Create positive relation
with customer and
supplier.

11. STRATEGIC HUMAN RESOURCE
MANAGEMENT

12. STRATEGIC HRM
• Corporate
• Business
• Functional

13. • Agreement with Honda.
•
• Having latest technology.
• Highly experienced engineers and
technician.
SWOT
ANALYSIS
Strength

14. • Having no brand name.
• Lake of research and development centers
SWOT
ANALYSIS
• No import export practices.
Weakness

15. • Customer trust can be build due to agreement
with Honda.
• Performance effectiveness can be achieved by
using latest technology.
SWOT
ANALYSIS
• Less chance of errors in assembling and
manufacturing.
Opportunity

16. • Large numbers of competitors having brand
name.
• No innovation.
• Weak economic condition.
SWOT
ANALYSIS
Threat

17. HUMAN RESOURCE
NEEDS

18. Marketing
Finance
Human
Resource
HUMAN RESOURCE NEEDS

19. ORGANIZATIONAL STRUCTURE

20. ORGANIZATIONAL STRUCTURE
President
Human
resource
Manger
Finance
Manager
Supervisor
Employee
Employee
Vacant
Marketing
Manager
Supervisor
Employee
Employee
R&D Manager
Supervisor

21. JOB DESCRIPTION
•
•
•
•
•
•
•
•
Supervisor
Title
Department:
Report to
Salary group
Job purpose
Duties
Skills

22. ETHICAL CODE OF CONDUCT
• Employee right
• Articles
• Signing a contract with employee on hiring
• Termination of contract with employees
• Working and rest time
• Leaves

23. ETHICAL CODE OF CONDUCT
•
Equality
•
No child labour
•
No force labour
•
Health and safety
•
Freedom of association
•
Benefits and incentives

24. RECRUITMENT
STRATEGY

25. RECRUITMENT
STRATEGY
WHY WE WENT FOR RECRUITMENT?
• Human Resource manager
• Quality Assurance Manager
• Marketing Research and Development Manager
• Some positions of factory workers are also vacant

26.  We gave advertisement in the newspaper in which different
vacant posts were mentioned.
 We also went for cyber recruitment and gave advertisement in
different
websites
like
paperpk.com,
careerpk.com
and
facebook.
 We also gave advertisement in different fashion magazines
because our product is fashion orient.
METHOD FOR
RECRUITMENT

27. SELECTION

28. SELECTIO
N
Selection process:
1.
Initial screening:
2.
Employment test:
3.
Interviews:
Job related interview.
4.
Background investigation:
Pervious job.
5.
Condition job.
6.
Medical examination.
7.
Job offer:
Curriculum Vitae (CV).
Written test.
Sign in contract.

29. 1.Job-related and technical assessments: accounting knowledge
test, keyboarding speed, spreadsheet, power point and word.
2. Job-related assignments: voice testing
3. Pre-screening interviews
4. Proof of certifications.
5. Educational reference checks
6. Criminal records check
7. Vision evaluation
8. Physical fitness test.
9. Ability test
10. Aptitude test.
SELECTION
TOOLS

30. TRAINING &
DEVELOPMENT

31. TRAINING &
DEVELOPMENT
• Tactics of Socialization
Orientation is use as socialization tactics which
will be done by highly professional managers
and supervisors to provide basic information
and training about star motors and it’s practices
to employee

32. TRAINING &
DEVELOPMENT
• Performance Management Process
Star motor’s strategic goal is to get
10% share of automobile industry in
next 10 years for which we have set an
annual objective of increasing sale of
Honda Acura tax by 20%, keeping the
price low is our business unit
objective.

33. TRAINING &
DEVELOPMENT
• Performance Appraisal
Star motors have to meet the standard for their jobs
of supervisor which is directly linked with Honda,
After which the actual performance is compare with
standard for discussing it with employee for further
adjustment.

34. TRAINING &
DEVELOPMENT
• Rewards
 Intrinsic(
being
part
of
work
team,
accomplishment ,and pride in one’s work)
 Extrinsic (money, promotions, benefits)
 Financial (wages, bonuses)
feeling
of

35. BBA 5th C
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