Muhammad Usman M10MBA013 Muhammad Adeel Aslam M10MBA016 Zaheer-ud-din Baber M10MBA076

INTRODUCTION

Honda is an entity that realizes the dreams of individuals and spreads joy to people. Honda's philosophy, unique corporate culture, pursuit of challenges that fulfill individuals' dreams and variety of products and activities born of challenges will remain the foundation of the Honda brand. We will continue building on our history of realizing people's dreams.

COMPANY PROFILE

Establish in 1962 as a Pvt. Co. Joint venture with Hondamoter Co. Japan. On top in 2 wheeler Industry. Largest assembling line in Pakistan. 3 popular brand CD-70 CG-125 CD-100

CORE BUSINESS

Prime focus on motorcycle business. Group include Atlas Bank Atlas Insurance Atlas Battery Honda Atlas Cars

VISION

Market leader in motorcycle industry, Emerging as a globally competitive center of production and export.

MISSION

To be a dynamic , profitable and growth oriented company through market leadership excellence.

PURPOSE

To provide an economical and environmental friendly transpiration to middle and low income level.

STATUS

Capacity Production Revenue Market share Exports

650000 units 460000 units 10 billion 56% 5000 units peryear

MARKET SHARE

56% HONDA

11% YAMAHA

33% OTHERS

ORGANIZATIONAL CHAT

President\CEO

VP Technical

VP

GM HR\Admin

CFO

GM Eng\Project

GM IT

GM Quality

GM R&D

GM Planning

GM Marketing

JOB CATEGORIES

 Engineering & Project Finance Human Resource & Admin Marketing Production Quality Assurance Supply

GRADING SYSTEM
Grading 6,7 8 9,10 11 12 13 14,15 Designation General Manager National Manager Regional Manager Regional Incharge Assistant Executive Manager Executive Manager Trainee Executive

TOTAL WORK FORCE

Total Employee Management Non-Management Contract Employee Labour

2999 324 1770 540 contracter

HR IN ATLAS HONDA

HR FUNCTIONS OF AHL Planning (goals & standards , new strategies) Organizing (organize the work , co-ordinate with subordinate) Staffing (done HR function) Leading (lead & motivate employees) Controlling (setting standards)

HR STRATEGIES OF AHL

1.Corporate Level Strategies: a)Diversification b)Geographical integration 2.Compatetive Level Strategies: a)Cost leadership b)Differentiation

HR ORGANIZATIONAL CHART

GM HR & Admin

Manager Technology

Manager HR

Assistant Manager HR

Ex. HR Training

Ex. HR Payroll

Ex. HR Recruitment

JOB ANALYSIS

In AHL there is a well define procedure for the job description . Human resource deptt. Describe clear guidelines to describe the position . Some of the guidelines are given blow.

HR GUIDELINES FOR JOB DESCRIPTION

Organizational chart  Position objective  Principal responsibility  Education and equivalent training  Experience  Functional specifications

RECRUTMENT

RECRUTMENT PROCESS
Requisition Analyse the Requirment of vacancy Request to GD HR Approval

Joining Process Requisition Approval by GM HR Search within company Receive Application Interview Short Listing Test & Interview Transfer Order

Request to concern group

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RECRUITMENT 1.Written test General Knowledge Computer Proficiency Job related 2.Interview
Grade 11 & Above Below 11 Priliminary GM HR\ GM Manager HR Final Selection, Interview CEO GM HR

3.Merit, Equality and Diversity

We firmly believe in recruitment on merit regardless of gender, cast or religion. We are equal opportunity employer. AHL is a composition of diverse workforce. You may call us mini Pakistan. We demonstrate our commitment by promoting equality of opportunity with in the company that aims to build home grown and well groomed staff within the company. We have number of examples, people came at entry level and have risen to CEO, VP and GM Levels.

4.Job Security and Sustainability

AHL history tells, we strongly believe in long term sustainability of our employees. We have sizeable majority of those employees, who have been working with us for more than two or three decades. Our HR policies plaster individual path to upside in management ladder through performance and attitude.

5.TRAINING AT AHL

The main purpose of the procedure is to provide a systematic support to the line management in implementing various aspect of company training policy. Company has training with LUMS and PIMS. Technical training at company level. Overseas training program.

TRAINING PROCESS
TNA Training need analyst Deptt. Heads fills TMS Preparation of Training Calander

Cost Analysis

Approval from GM HR\CEO

Training Start

Evaluation of Feedback

Training Report

MANAGEMENT TRAINEE SCHEME

Objective To induct young qualified professionals at entry level Policy It is the best way to recruit, develop and retain the employees by providing in house training to fresh professionals Qualifications Engineering graduate Finance graduate\ACMA,MBA

MANAGEMENT TRAINEE SCHEME

Salary Monthly salary will be following MBA Rs. 25000 ACMA Rs. 35000 CA Final Rs. 50000

6.ORIENTATION POLICY

Above Grade 13 Duration of orientation 1 to 7 days Up to Grade 12 Duration of Orientation 10 to 17 days

Orientation Process

Employee will get orientation plan on joining.  Visit of all depts  Visit of all Atlas Group of Companies (Grade 12 & above)  After completion employee will submit report.

EMPLOYEE BENEFITS

1.Bonuses  Bonuses are allowed to management staff as per target set in annual budget.  Bonuses are allowed to non-management staff as per agreement. 2.Car\Motorcycle  Grade 11  Grade 12 & 13  Above grade 13 Motorcycle under installments scheme Motorcycle under company scheme Car under company scheme

EMPLOYEE BENEFITS

3.Gratuity gratuity equal 15 days basic salary for each year is allowed for management staff 4.Provident fund 11% of basic salary 5.Group life insurance group life insurance is allowed to management staff according to their grade.

EMPLOYEE BENEFITS

6.Medical 12% of basic salary Grade 5 to 8 Rs.30000 PA Grade 9 to above Rs.40000P A 7.Personal loan Facility is allowed to management staff up to 45% of basic salary 8.Performance 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 4 scales to measure the performance of the employees

A. For level officer to assistant manager  Quality of work  Job knowledge  Effecting working  Initiative  Intelligence and ability to learn  Responsibility B. Up to for GM Level  Analytical thinking  Innovation  Positive staff image  Independence  Efficiency  Orientation

C. Promotion Policy  Vacancy based  Internal advertisement  Candidates are short listed on the bases of experience and performance rating  Interviews are conducted as per interview policy

D. Quality Policy  Right work in first attempt and on time  Maintain and Consciously improve quality of latest technology  Market leadership and prosperity for all  Safe, clean and healthy environment

SOWT ANALYSIS

strengths

weaknesses

threats

opportunities

STRENGHTS

Capacity of speedy response to change market situation. Develop R&D Reduce 25% price and gained economies of scale. Excellent goodwill.

WEAKNESSES

Slow response time in high demand. Customer service need improvement. Forecasting of demand needs improvement. week relations between managers and labour.

OPPERTUNITIES

Industry growth is expected to be 40%. Dynamics of market is changing. Teenagers shifting to adults @ 10%.

THREATS

Competition Govt. policy may change Major players are expected from China and India.

SUGGESTIONS

 There should be the use of more motivational techniques  There is a need of career planning of the employees  Work environment should be more enhanced  Modern technology should be used  Training programs should be offered more frequently  Training should be relevant  Appraisal system should be fair