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TRANSCRIPT
TABLE OF CONTENT
Introduction Of PEL 02
Vision & Mission Statement 02
PEL Products 03
The Main Customers Of PEL: 04
The Department Of PEL 05
PEL HR Department 05
Vision & Mission Of HR Department 06
Problem In Recruitment & Selection Process 07
HR Planning: 08
Job Analysis 10
Recruitment And Selection Section 11
Conclusion 12
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INTRODUCTION OF PEL:
Pak Elektron Limited (PEL) is the pioneer
manufacturer of electrical goods in Pakistan. It was established in 1956 in technical
collaboration with M/s AEG of Germany. In October 1978, the company was taken over
by Saigol Group of Companies. Since its inception, the company has always been
contributing towards the advancement and development of the engineering sector in
Pakistan by introducing a range of quality electrical equipments and home appliances and
by producing hundreds of engineers, skilled workers and technicians through its
apprenticeship schemes and training programs.
Vision
To excel in providing engineering goods and service through continuous
improvement.
Mission
To provide quality products and services to the complete satisfaction
of our customers and maximize returns for all stakeholders through
optimal use of resources.
To focus on personal development of our Human Resource to meet future
challenges.
To promote good governance, corporate values and a safe working
environment with a strong sense of social responsibility
PEL PRODUCTS
The company comprises of two divisions:
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Appliances Division
Power Division
PEL Appliances Divisions:
This division of PEL consists of appliances manufacturing as
Air conditioner
PEL refrigerator
PEL water dispenser
PEL washing machines
Microwave ovens
Generators
PEL Power Divisions:
PEL was found in 1956 and has since been serving the power
utilities, industries, individual customers, housing and commercial projects, by providing
reliable, customize and cost effective solutions backed by innovative genius of saigol
group.PEL power division manufacture transformer, energy meters, switch gears,
compact stations, and shunt capacitor banks. PEL is one of the major electrical equipment
suppliers to water and power development authority (WAPDA) and Karachi electrical
supply corporation (KESC).
The Power Division of PEL has the following products;
EPC Contracting
Power Transformer
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Distribution Transformer
Dry type Transformer
Energy Meter
Switchgear
Transformer Services
THE MAIN CUSTOMERS OF PEL:
The PEL customers are divided into two parts as
Home Consumers
Industrial Consumers
Home Consumers:
Common individuals are who mostly purchase home appliances.
Industrial Consumers:
The industrial consumers are purchased the products of power division.
LESCO
GEPCO
FESCO
IESCO
PESCO
MEPCO
HESCO
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QESCO
KESC
THE DEPARTMENT OF PEL
The PEL Main Departments Are
HR&D
IR&A
Finance
IR
FR & Commercial
Accounts
Marketing Appliances Divisions
Marketing Power Division
Production Department Appliances Divisions
Production Department Power Divisions
PEL HR DEPARTMENT
HR department is the most important department in PEL. It
deals with the Planning and recruitment and selection of employees, training and
development of employees, compensation and performance of the employees. We did our
visit in the HR department of PEL and learned lot during this period. There are five
sections in HR department. Those
Planning Section (PS),
Recruitment and Selection section ,
Training and Development section,
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Motivation
Compensation and Performance.
Each of the section has its own significance and importance. Each plays an important role
in the working of HR department. The job analysis and planning department conduct the
detail plan before the recruitment and selection process. Recruitment and selection
section deal with the hiring the employee. The training section is responsible for all types
of training of employees. The performance section evaluates the performance of the
employees and on the base of this performance measure increment in pay.
HR VISION
To achieve excellence through innovative HR practices and
continuously exceeding our people expectations.
HR MISSION
To manage talent and built capabilities of our people thus enabling
them to deliver sustained performance
To facilitate them in creating a collaborative work environment that
develop a culture of continuous learning
HR VALUES
Respect
Customer Satisfaction Team Sprits
Commitment
Problem Statement / Issue at hand:
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In recruiting process of PEL limited there seems to be some problems that are
limiting the performance of organization.
Selection of untrained people resulting decline in quality of processes and increase the
cost of operations by slowing them down. Communication skill of supervisors and
baseline managers is critically poor. The people selected seize knowledge associated
with their degrees but they are lacking technical skill as most of proficiency
diploma’s they possess are not taken from quality institutions and most of the
certificates of technical skill are fake and taken without proper training and test.
In last year few employees left organization after doing fraud of several million. And
some employees are believed to be suspected in theft of some important parts of
power sections products. Beside these unethical activities, employee’s turnover is also
high. People left job when they master it, recruiting new man and train him to perform
specific job, costs too much and not tolerable for organization.
It is also found that a sizable number of employees in various departments of PEL are
inducted without any prior test or qualification. Some of them are not even physically
fit to perform their job or duties. It is alleged that they got job on the basis of
reference. Some jobs are awarded to relatives of high rank officials even though they
are not needed and burden to HR as they are not planed.
All these shortcomings are alleged as failure of recruiting by HR department. So
during the discussion in Quality Circle we discuss following issues that are helpful
during all above problem that PEL faces now days.
HR Planning:
Human resource planning is important and ongoing because of both internal and external
environmental changes. Internally, businesses are impacted by turnover and retirements.
Externally, they are impacted by changes in technology, changes in the economy, and
changes in the industry and consumer demand that may require skills that do not
currently exist within the company. All of these impacts have an effect on the type and
numbers of employees that are needed for the business to remain successful. In PEL there
is no any system that tells a manager which type and quantity of employees is need in
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respective department so in our quality circle we majorly focus on different types of
forecasting techniques.
HR Planning process:
The PEL HR managers plan the organization future demand and supply of
employees in this step the keep in mind the job specification and description. The hr
manager use different types of forecasting techniques.
FORCASTING
“A forecast is the prediction of future events used for the planning purposes”.
Demand Forecasting:
PEL is also using this technique for the purpose of the getting the idea of
the demand. The basic demand of power division is coming from the KESC and from
eight divisions of WAPDA. They are the major customers of the company. The other
customers of the company are those industries, which have their own power plants.
Forecasting Techniques:
The forecasting technique is used for the purpose of the forecasting the demand of labor
in future. For this purpose PEL mostly use judgmental Method
Judgmental Method.
The forecasting technique, which is being followed by PEL, is the qualitative technique.
Judgmental Method:
The main reason for the selection of this method of the forecasting is that they do
not have the data for the past. The following are the methods, which they are utilizing for
the purpose of the demand estimation under the Judgmental Method.
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Sales Force Estimate
Sales force estimate of forecasts compiled by the members of the company’s sales
force (their dealers in each region) about the future demand of the product. They are
using this technique because they believe that their estimates are correct since the dealers
are much near to the market. Marketing Department is actually involved much in
forecasting. They observe the trend of the market and they set their target of sale then
they tell to the production that what is their target then production department make
productions according to the target set by marketing department and hire new employees
according to their requirement.
Naive Method:
This is the simplest method of the forecasting. PEL gets their demand forecast by this
method with it. They see the previous year’s demand coming from the WAPDA, KESC
and the other new companies.
Job Analysis :
The proper start to a recruitment effort is to perform a job analysis, to document
the actual or intended requirement of the job to be performed. so in our Quality Circle we
keep in mind that in PEL there is a transparent system that divided job Analysis into job
In job description in which(Job title, Conditions, Duty timing, Company aim,
Responsibilities of employee, Date of Application) mentioned and Job Specification in
which discuss all that qualification that needed for a job.
Job description:
In job description, company mentions the following things.
a) Job title
b) Conditions
c) Duty timing
d) Company aim
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e) Responsibilities of employee
f) Date of Application
Job Specification:
2. They mentioned the minimum criteria of education and also preferred
education. (3 CGPA)
3. If job is experience based then they mentioned minimum experience. (3 to
5 year)
4. Age, sex, and nationality also mentioned if required.
Recruitment:
Recruitment is a process through we attract the potential candidate for applying a job.
in our quality circle we highlight the two sources first is internal source of Recruitment
and second is the external source of Recruitment.
Internal Sources
Database
Employee References
Internal Web
External Sources
Newspaper
Consultant
Job Fair
Selection :
At the last we discuss the selection process, that is base on different steps if PEL
HR department followed these steps then they over comes on that issues that they faces.
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Selection Process:
The selection process is a series of steps through which applicant pass, for
selection a candidate the PEL use the following techniques:
Initial Screening:
For executive levels Graduates with 3 CGPA are required to apply in the firm. So
the people who have less CGPA are not allowed to apply.
Written Test:
Every eligible individual has to pass a specific test to appear in the interview. It
includes general knowledge, mathematical knowledge and previous field knowledge.
Personality Test:
The individual, who passes the written test, has to appear in interview where his
personality is judged. His way of communication like his speaking style and his posture
and gesture are also observed with keen interest by HR manager and other officers.
Technical Skills Test:
An extra technical test for the engineering students is held in which their abilities
and skills are observed. They have to do practical work on dummy projects.
Salary package is also negotiated between employer and employee in interview.
Background Investigation:
The company investigates the background of the employee through application
form, formal employers, and previous job performance, and education, legal status to
work, credit references, or criminal record.
If the selection is satisfied with the job requirement and employee background then they
select the employee for conditional job offer.
Medical and Physical Examination:
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Medical and physical examination is held in the Shalimar Hospital in which
medical facilities are provided to the employees.
If an employee is suffered in dangerous diseases like Hepatitis, TB, Aids, then employee
is rejected to save the other employees for such kind of diseases.
Permanent Job Offer:
They firstly offer the job for one year on contract base if the employee
satisfies the company needs and job requirement effectively and efficiently then he is
offered permanent job.
Conclusion
Problems which are facing by the HR department of PEL must be solving with the
help of quality circle. Quality circle helps the HR manager to plan the organization future
of demand and supply through different various techniques like forecasting, demand
forecasting and through different types of forecasting techniques (judgmental method,
sale force estimate, native method).quality circle help to improve the planning from
modified job description and job specification. As after planning there are some hurdles
in the path of recruitment and selection process. Quality circle must be helpful to remove
this hurdle from these processes of PEL,PEL use different recruitment processes some
are external while other are internal like newspaper, job fair, data base and internal web.
Through quality circle these processes must be improved and recruitment becomes easy
and efficient for PEL. As the selection processes is concerned it is based on various steps
like initial screening, written test, technical skill test these test follow the quality circle
and with the help of efficient leader of quality circle they must choose the creamed of
candidates. they must be capable to handle any type of problematic situation. Quality
circles also help to understand and to cope up the challenges faced by HR of PEL.
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