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Introduction
COMPANY INFORMATION
Haiers product categories range from refrigerators, refrigerating cabinets, air
conditioners, washing machines, televisions, mobile phones, home theatre
systems, computers, water heaters, DVD players and integrated furniture,
among which 9 are ranked market leaders in China, and 3 are ranked among
the top 3 worldwide in their respective industries. Haier is also a world leader
in the technology domains of intelligent integrated home furniture, networked
home appliances, digitalization and large scale integrated circuits.
By April 2006, the Haier Group has obtained 6,189 patented technology
certificates and 589 software intellectual property rights. Haiers proposal for
safe care water heater technology initiative was accepted at the 66th IEC
Conference in 2002 and Haier dual drive washing machine technology was
included in the 2006 IEC standard proposal. This clearly demonstrates Haiers
world-class innovation capabilities in product R&D.
Haier Pakistan
Haier was incorporated in 1984 producing household refrigerators and over the past
18 years, has grown and prospered as a transnational company widely recognized in
the world community. Haier now manufactures a wide range of house electrical
appliances in 86 categories with 13,000 specifications and exports products to more
than 160 countries.
Haier's international promotion framework encompasses globalized trading, design,
production, distribution and after-sales service network. Haier foot print stretches to
over 36,000 sales points as well as electrical appliances factories setup in America,
Pakistan, Indonesia, Philippines, Malaysia and Yugoslavia- to name some of the
markets. In the European market, especially in Greece and France, Haier airconditioners dominate the local markets as is the case with Chile, where Haier's
washing machines and air-conditioners are very popular.
Haier's small size refrigerators currently have 20% of the refrigerator market in USA.
Haier has established multilateral cooperation relations with many international rivals.
On January 8 and February 20, 2002, Haier signed an agreement of joint investment
with Sanyo and SAMPO for win-win development and benefits with respective
advantages and resources. Haier has been developing CFC-Free technology and
Industrial Waste Treatment systems, so that in addition to providing excellent value
for money there is a simultaneous improvement in the quality of life.
Ovens and Small Appliances with Dishwashers, Vacuum Cleaners, Television Sets and
Mobile Phones to follow shortly. Haier Pakistan has entered the local market with a
commitment to help its consumers reap the benefits of modern lifestyle and to
provide them world-class innovative products, unmatched nationwide customer
support, a vast dealer network and a steadfast after- sales-service throughout the
country.
Our Mission
To improve the quality of life, focusing on customers' needs.
Behind Haier's success is this simple and ambitious philosophy, taking on concrete
form in the attention to research and design, carried out with maximum respect for
consumers and the environment.
Innovation, technology, timeliness, insight, organization, distribution capacity, solidity
and high quality services, are the factors that have enabled Haier to achieve important
goals, often anticipating new consumer trends and styles.
Haier has developed a corporate image campaign in Asian , aimed at creating strong
brand awareness, flanked by a policy clearly aimed at offering high quality and high
performance product ranges. The solutions proposed, combining styling and
practicality, are designed to meet the needs of Asian consumers and markets.
The Group's philosophy is also reflected in the reliability of the Customer Service
during the before and after-sales phases and in the resources used to create electrical
and electronic appliances intended to simplify the everyday life of families.
Our Vision
People derive limitless inspirational happiness from fresh food, clean clothes, a
comfortable environment and nice sunshine, but what they also need in this fast-paced
information era are product-based solutions for a comfortable home life. Thus what we
at Haier aim to do is to start with the needs of consumers and transform ourselves
studies are included in the text books of Harvard University, University of
Southern California, Lausanne Management College, European Business
College and Kobe University.
PARTNERS
Haier has established an extensive sales network around the globe. Key
partners in perspective markets include:
QUESTIONARE
RECRUITMENT AND SELECTION
1. What is recruitment?
2. Why recruitment is necessary?
3. How you measure your recruitment requirements?
Trend analysis
Ratio analysis
Any other method (name :)
Doesnt measure recruitment requirements
4. What is the current situation of your organization?
Downsizing
Rightsizing
SALARY ADMINISTRATION
38. What is your minimum salary?
39. When salaries are paid to employees?
40. Is there separate salary department?
41. What steps you take to make your salary equitable for employees?
42. What is base of your compensation to employees?
43. Do you pay salary by cheque or cash?
INDUSTRIAL RELATION
44. Do you feel that industrial relationship is important?
45. Do you have international industrial relationship?
46. What is your practice to improve industrial relationship?
47. Is there any department for improvement of industrial relationship?
SYSTEM OF COMMUNICATION
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RANGE OF PRODUCTS
Presently the company is engaged in the manufacturing the following products:
REFRIGERATORS
AIR CONDITIONER
WASHING MACHINES
TELEVISIONS
DVD PLAYERS
COMPUTERS
WATER HEATERS
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REFRIGERATORS
FEATURES
AIR CONDITIONERS
FEATURES
12
Quite Operation
Sleep mode
3 minutes protection
180 Air Swing
WASHING MACHINES
FEATURES
10 minutes spin
Foam-removing spinning
Transparent view
Window design
Outer and inner lids
Big cubage
Saving space
TELEVISIONS
13
FEATURES
Power Division
b)
Appliance Division
a)
Power Division
Power Division is engaged in the production of Water Heaters, Energy
Savers and DVD Players. The main buyer of these products is government. The
HAIER power equipment was chosen for vital projects.
b)
Appliance Division
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REGISTERED OFFICE
8th Floor, Mega Tower, Main Boulevard, Gulberg II, Lahore.
UAN- 111-434-737
PH # 042-35851786-89
WORKS
18 k.m Raiwind Road, Lahore .
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process
of
attracting,
and
workforce
organisational
to
energetic
support
mission,
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1.
RETENTION
17
18
1.
Filling a job opening from within the firm has the advantages of
stimulating preparation for possible transfer, or promotion and increasing the
general level of morale.
Nomination by Employees Supervisor.
In year 2002, 1500 jobs were opened by employee supervisors out of
which approximately 85% were filled. 15 % were cancelled. And when HRD is
not satisfied with the nominations of supervisors, they disqualify all nominees
and ask management for permission to recruit from outside.
2.
Advertising:
Advertisement is carried out in various newspapers. More information
Employment Agencies:
HAIER also utilizes private employment agencies which have qualified
employees and also they have specialized in various types of workers and job
e.g. sales office, execution or engineer.
iii)
Casual Applications:
Unsolicited applications both at the gate and through the mail constitute
19
2.
Preliminary interview
3.
Applications blank
4.
Check of References
5.
Psychological lest
6.
Employment interview
7.
8.
Physical examinations
9.
Induction or orientation
1)
2)
General Interview:
In this step, an idea of education and experience is obtained by asking
for the last grade finished in school and the names of jobs previously done. The
more obvious facts and impressions are of the type generally obtained in an
initial interview. Applicants are often asked why they are applying for a job in
HAIER.
20
3)
Application Form:
In HAIER factual information are to be obtained by means of an
application blank.
HAIER has established the selection of more stable employees to
decrease labor turnover. They have discovered and utilized the particular data
that devote stability facts relating to home ownership, marital status, age and
sex.
4)
Check of References:
The purposes of the reference check are to obtain information about past
Psychological Test:
In HAIER, clericals jobs are subjected to the greatest amount of testing,
applicants for unskilled hourly jobs are tested least. The factors measured are
usually of the psychological type, such as ability to reason, capacity for
learning, temperament and specific aptitude.
21
Intelligence test:
ii)
iii)
6)
Medical Examination:
The Medical test includes matching of an applicant's physical
capabilities to job. To ensure the applicant physical capabilities e.g. can the
applicant work standing up. And to protect the company against unwarranted
claims.
Questions to HAIER Officials
1. What is recruitment?
2. Why recruitment is necessary?
3. Whose responsibility to recruit the candidates?
4. Method of recruitment you follow?
5. Is reference count in recruiting?
6. Is background necessary for recruiting?
7. Why careful selecting is necessary?
8. Do you follow or have any selecting law or ordinance?
9. If selected employee does not work, as you like what you do?
10. Do you advertise your vacancy anywhere?
22
23
2.
Training
is
the
systematic development of
the
attitude,
knowledge,
24
2)
25
their Asset". They believe that planed development programs will returns
values to the organization in terms of increased Productivity, high morale,
reduced costs and flexibility to adapt to changing external requirements.
TRAINING NEEDS ASSESSMENTS
In HAIER there are three level of analysis for determining the needs
training can fulfill.
1.
Organization analysis:
Focuses on identifying where within the organization training is needed.
2.
Operation analysis:
Attempts to identify the contents of training, what an employee must do
to perform competently.
3.
Individual Analysis:
Determines how well each employee is performing the task that make
This method is most widely used and has the advantage of motivating the
trainee to learn. As the success of the system depends almost entirely upon the
immediate supervisor, the trainer, the personnel unit has a major responsibility
for making a good, effective reaches out of every supervisor.
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2)
i)
their worker and to make them aware of their own potentials. H.R Department
conducts the program in a very interesting and entertaining manner with the
help of IQ testing riddles and different games.
ii)
Special Courses:
The second system of conducting training may be classified by some as
The objective of the program is to convert their sales staff into technical sales
staff. Human Resource Departments presents on selling skills and technical
application knowledge.
iv)
Improvement
of
Educational
and
Technical
Qualifications:
The company adopts the policy of sending its employees for training
abroad. Apart from this, employees are sent to attend suitable training program
within Pakistan held by recognized institutions e.g. LUMS, IBA etc.
Employees who wish to improve their educational qualification by registering
in Diploma courses and degree courses are encouraged to do so.
Questions to HAIER Officials
1. What do you mean by training?
2. What is your training procedure?
3. Any Act, Law, or any prescribed method do you follow?
4. How do you Train your employees after selection?
27
28
to
one
week there
at company
expenses.
29
PROVIDENT FUND:
In case of provident fund, 5% contribution is made by employees and
10% by the employer.
MEDICAL FACILITY:
Employees earning Rs.7000 to 15000 per month have medical facility.
Those having salaries more than Rs.15000 per month are paid medical
allowances according to the medical facility availed.
UNIFORM FACILITY:
In HAIER, Workers are provided with two uniforms in a year.
PERFORMANCE APPRAISAL:
To boost the morale of employees, every year rewards are given to the
most regular person. A special performance award is also given.
LOANS:
Loan facility is also provided but it can be availed from the provident
fund of the employee, which is equal to 10%.
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CANTEEN FACILITY:
The Management of HAIER believes that primary condition for good
health is nutritious food. So it is prepared under most hygienic conditions in
the company and is served at highly subsidized rates.
Questions to HAIER Officials
1. What types of services are given to employees?
2. In case of health facility how many allowances you give to employees?
3. In case of any employees death, how much you give to his family?
4. Is any outside medical facility allowed to employees?
5. In case of welfare what facilities are given to employees?
Medical facility
Gratuity
Provident Fund
Conveyance Allowance
Outside medical facility is available for employees and they are paid at
actual basis. It means if an employee gets treatment from the authorized
hospital of the HAIER where it will bear all its expenditure incurred.
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4.
MANPOWER PLANNING
1.
assess not only quantity but also quality in terms of the skills required by
HAIER.
32
4.
Management Development:
HRD provides succession of trained and experienced manager which is
2.
3.
4.
5.
Producing and implementing the plan in detail i.e balancing the forecast
for demand and supply related to short term and long term time.
6.
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2)
3)
High-Talent Personnel:
4)
5)
HAIER. A personnel vice-president and his staff cannot make useful plans for
period of one or three or five years, unless they have data on possible corporate
expansions new products, new plants, new markets and so on. Important steps
involved in overall planning for HAIER are:
34
1.
Political trends and legislation which will have impact upon the
business.
b)
c)
d)
2.
3.
4.
5.
6.
7.
8.
PLANNING PERIOD:
The extent and rapidity of change in the forces affecting the business
determines the utility of forecasts into the future. HAIER's planning period is
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from 3 years to 5 years. Period for three year is short range and of five years is
long range period.
2)
2.
Other use is to identify talent within the organization for specific job
opening.
3.
4.
5.
COMPUTERIZED SYSTEM:
HAIER along with manually prepared Human Resource Data card also
use computerized system to handle data. The computer can readily provide a
printout of the age distribution of all mangers by level, job, and department.
36
5. SALARY ADMINISTRATION
There is no doubt that motivation is the crux for good performance,
but there is no clear-cut answer to the question of how to motivate.
Money is a factor in motivating people and this section concentrates on
this. Reward systems are discussed in general and later in specifics in
terms of payment by results. Various schemes for financial motivation are
also described.
37
i)
ii)
iii)
Full normal increment is equal to the time scale of the grade in which
the concerned employee is placed.
iv)
v)
vi)
vi)
vii)
Merit shall be the only criteria for promotions. Seniority will be taken
into consideration only when every thing else is equal.
38
6. INDUSTRIAL RELATION
The
purpose of industrial
39
40
7. SYSTEM OF COMMUNICATION
Communication is a two-way process, for releasing staff's ideas,
energy and ambitions. Through communication, management helps staff
understand the mission, objectives and values of the department, and staff
can let management know their ideas and aspirations for giving their best.
Some specific communications objectives are:
Provide managers and staff with information to support
departmental budget decisions and workforce planning, including
context, benefits and challenges, training and technical
requirements, and implementation strategies.
Gather information on the campuss business and training needs
at the appropriate times, to ensure that the system reflects those
needs to the greatest extent possible.
Encourage leadership and support from campus management.
41
Ensure that the various project staff and working groups receive
communication from project management and from each other.
Recognize the contributions and accomplishments of the many
participants in development and implementation.
Describe available resources and support for training, planning,
information, and assistance with change management.
1.
manager's
It
provides
door
is
always
continuous
open
invitation
to
for
Effective communication:
In HAIER it can be judged with.
Informal discussion
Meeting with manager
Formal meeting
Questions to HAIEROfficials
5. What are the tools, you use in internal communication?
6. What are the tools, you use in external communication?
7. How do you communicate with your foreign branches?
8. Are you using any intranet?
42
43
UNION:
In HAIER, employees have a right to elect the Union on yearly basis.
The union includes one president, vice president, and general secretary and
finance secretary. It plays its part in all activities and arranges functions at
important occasions and negotiates with the management for employees
problems. All labor disputes are settled through the union.
44
Labor Laws:
Labor laws applicable in the country are also applied at HAIER. All
benefits imposed by the Government of Pakistan and Government of Punjab
are granted to employees.
Questions to HAIER Officials
1. Is there any Union in your organization?
2. How do you manage unions and there problems?
3. Did HAIER face any Strike in his life?
4. What are the main points of dispute between you and union?
5. Do you take unions seriously?
6. In your view, is union healthful for the company?
HAIER PAKISTAN (PVT) LTDs Practice
45
These are the main points between HAIER management and Union: Salary
Various benefits
Promotion
All other staff related problems
HAIER takes union very seriously because they found very hard to manage
the strike. HAIER has a good reputation in the Market, so the management
does not want to lose this reputation by union problems.
Human Resource Manager said that in his own view Union is healthful for
the company because management cannot go against the benefits of the
employees due to Unions pressure.
46
The term `employee' is used in the rules, regulations and covers all nonunionized employees i.e. Junior Officer up to Managing Director
The company reserves the right in its discretion to modify, alter or
discontinue any rule, regulation or plan.
1. LEGISLATION FULFILMENT
47
CASUAL LEAVE
48
RULES:
Casual leave may be allowed to be availed at one time for a maximum
of 3 days and shall not normally be combined with any other leave,
holidays and /or public holidays.
Causal leave shall not be accumulated and carried forward beyond a
calendar year.
ii.
SICK LEAVE
Entitlement is 14 calendar days in a year and shall not exceed 21 days.
RULES
Any application for sick Leave which exceeds 3 days should be
supported by a medical certificate from a registered practitioner.
Company Doctor will examine the employee and his advice shall be
final, for the purpose of granting leave to the employee.
iii.
PRIVILEGE LEAVE
The P/L entitlement for all employees is as follow:
RULES
a)
b)
c)
If privilege leave is cut short by any employee on his own accord, a note
should be sent to Human Resource Division immediately on resumption
of duty for adjustment of leave.
d)
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e)
The management reserves the right to refuse any leave if the exigencies
of business so require.
iv.
MATERNITY LEAVE
Maternity Leave will be allowed to the concerned employee for a period
9.
TRAVELLING SCHEME
A travelling advance may also be taken by the concerned employee
keeping in mind, the entitlement and the length of stay planned. For this
purpose an advance form may be filled in, recommended by the
Division/Department Head and forwarded to Human Resource Division for
approval.
10.
FOREIGN TRAVEL
In case of foreign travel, rules and regulations of the State Bank of
Pakistan will apply. Claims can be made according to the Daily allowance
prescribed for different countries by our principals.
11.
HOSPITALIZATION
50
12.
INSURANCE PLAN
The company has made arrangements to provide adequate 24 hour
SERVICE AWARDS
In recognition of loyal service, the company gives service awards to the
employees as follows:
1)
2)
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6. Why skilled people are required for job?
Namaz Break
52
CONCLUSION
*
The organizational structure is not tall but flat. Due to flat structure span
of command is large.
53
policies,
organization
operating
methods,
financial
54
PROBLEMS
*
There are not many career opportunities in the organization. Jobs which
are available are not very challenging. Although the company offers
substantial monetary rewards but these rewards do not make the jobs
challenging.
Centralized structure has blocked the way for unique and creative
decision in middle and lower administration. They are used to taking
orders as decisions are only taken by top management.
RECOMMENDATIONS
*
55
HAIER has recently adopted MBO. This will not only enable the
company to make the jobs challenging but also involve the employees to
take part in setting their objectives.
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