2020

HUMAN RESOURCE MANAGEMENT

PAKISTAN ELEKTRON
LIMITED

HAILLEY COLLEGE OF BANKING AND FINANCE

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Hailey College of Banking & Finance

Assignment of
Human Resource Management
on

Pakistan Electron Limited

Submitted to:
Prof. Salman Imtiaz
Submitted by:
Misbah Jamil
E18MBA048

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TABLE OF CNTENTS
INTRODUCTION OF PEL
PEL isOF
INTRODUCTION a well-recognized
PEL 3 authority, established in 1956 in technical collaboration
with M/s AEG of Germany. Company is contributing in the development of
HUMAN RESOUSRCE
technology. DEPARTMENT..............................................................4
PEL deals in electrical products including refrigerators, air conditioners,
HUMAN RESOURCE PLANING…………………...………………………………..5
washing
machines, LED TVS.
2-Recruitment andThey have skilled workers and hundreds of engineers and
selection.............................................................................7
technicians.
It is2.1- Recruitment
divided and Selection
into two divisions Process…………………………………………7
Appliance division and power division.
2.1.1Seek Information…....................................................................................7
2.1.2 Send Information to HR Department.......................................................7
2.1.3Approval of Form ………………………………………………………………7
2.1.4 Employee Referral Programs...................................................................8
2.1.5 Tests Short listed candidates are invited for test.............................8
2.1.6 Interview……………………………………………..………………………….8
2.1.7 Medical Test...............................................................................................8
2.1.8 Back Ground Reference............................................................................8
3-TRAINING & DEVELOPMENT.......................................................................9
3.1-Training at PEL...........................................................................................10
3.1.1 Training of New Employees...................................................................10
3.1.2Training of Existing Employees..............................................................10
4-PERFORAMNANCE MANAGEMENT............................................................11
Performance Appraisal in PEL........................................................................11
4.1 Performance Planning...............................................................................11
VISSION STATEMENT
“To4.accomplish
1.1 Establish & Define..................................................................................11
superiority through advanced HR performs and incessantly beyond
our4.1.2
people
Keypotentials;
Responsibilities...............................................................................11
4.1.3 Objective...................................................................................................11
MISSION STATEMENT
“To4.1.4 Expected
achieve Outcomes................................................................................11
talent and built abilities of our people thus allowing them to deliver
continued performance”
4.1.5 Priorities...................................................................................................12
“To ease them in generating a work together work environment that grows a culture
of 4.1.6 Timely
constant Relevant Feedback.....................................................................12
learning”
41.7 Enhance Responsibilities........................................................................12
4.1.8Performance Appraisal............................................................................12
5-COMPENSATION AND BENEFITS...............................................................12
5.1 Pay for Performance……….......................................................................12
5.2 Benefits of Employees………….….………………………………………..12
PEL FUNCTIONAL AREAS
CONCLUSION …........................................................................................…14
BIBLIOGRAPHY.............................................................................................14

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HUMAN RESOUSRCE DEPARTMENT

Pak Elektron Limited

Purchase department.

Manufacturing
department
Quality control
Human Resource
department
Department
Depadepartment.
Marketing department
Sales Department.

Finance department.

Information technology
department
HR department at PEL is engaged in the areas of Human resource planning,
recruitment and selection, training and development and customers benefits etc.
We place great prominence on people development that employees and the
organization perform at maximum capacity in a high operative manner.
This department is further divided into sub departments like Research and
development department .This department ensures how can train their
employees to handle with new technology.

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Human Resource Planning

Recruitment and Selection Welfare of Employee

HR Department Functions

Planning and Development Performance Management

Compensation and Rewards

1-Human Resource Planning

Human resource planning is the most significant function of the department. It is the
base of all other departments. It deals with the demand and supply of human
resource to different departments. “Human resource planning is the Art and science
that confirms the efficiency of management of HR by given that superiority and
capacity of employees when and where is compulsory.”
As definition shows that this department has linked with capacity (that how many
people are required) and superiority (that which type of people are required).
Human resource planning functions is depending upon the PEL because
organization HR planning is based upon the PEL. So according process we make
all human resource planning according to company requirement.

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 Job Analysis
For selection of employee in PEL first we analyze whole company, conducted
interview that where which type of people or employee we required, than we made
our job descriptions and specifications.

 Job Description Form

This form contain the description of required employees according to the job title.

 Title of the Job

Job titles varies according to

 Role Statement

 Job Environment

 Job Specification

2-Recruitment and selection

Recruitment may be a systematic procedure to locate and attract or encouraging so
as to satisfy the vacant position.
And selection is that the best suited way or systematic procedure to pick more
suitable candidate.
This decision is of prime importance as obtaining the simplest possible person to
job fit which can, when aggregated, contribute significantly towards the company’s
effectiveness. It is also becoming important, because the company evolves and
changes, that new recruits show willingness to find out and skill to figure as a part
of a team. The company aims to recruit and choose staffs which are needed to
realize its strategic directions and who show attributes that are according to the
organization’s directions and culture. The purpose of recruitment and selection is
the cost efficiency to make the performance of company more effective. As under
the employment legislation every person should have the equal opportunity for job.
So PEL Company also hiring the simplest staff consistent with employment
legislation and to form operational process simpler and efficient by lowering the
value included direct and indirect cost both.

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2.1- Recruitment and Selection Process
In recruitment and selection process the organization follow the process which are
acceptable at national and international level. So they follow the standard process
which are acceptable for recruitment and selection,

2.1.1Seek Information
Information is collected from candidates according to the requirement.

2.1.2 Send Information to HR Department

The collected information is forwarded to HOD for further process.

2.1.3Approval of Form
If the information is according to the requirement then HOD approves the form
Information is collected through:
 Internal Sources

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 External sources

 Internal Resources
For an easy and ordinary job Organization with strong culture mostly search for
school leaving and bachelors. But for high level post or job they typically prefer
the interior job market. So PEL Company do that by job posting and employee
referral programs.

a. Job Posting

b. Promote the Employees With In the Company

 External Sources
PEL doesn't always produce enough qualified applicants internally so it needs
external sources including bringing in people with new ideas. The external
method includes media like newspaper.

a. Giving Advertisement in News Papers

b. Giving Advertisement on Internet

 www.Pel.com
 roozee.Com.

2.1.4 Employee Referral Programs

 Selection
In PEL common procedures use in selection include:
 Obtaining completed application forms or resume
 Checking education, background, experience and references
 Taking Tests & Interviewing the candidates.
 The selection procedure results in a match between a candidate’s ability and
the skills required by the job.

2.1.5 Tests
Short listed candidates are invited for test

2.1.6 Interview
Interviews are conducted f those candidate3s who pass the test. Panel of 3 to
4 members is arranged for interview.

2.1.7 Medical Test

After the above process if the candidate fulfills all the requirements and he/she is
selected by the interview panel for the job then he is ordered to submit medical test
either he/she is mentally and physically fit for the job.

2.1.8 Back Ground Reference

Reference is demanded from candidate according to the job specification.

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3-TRAINING & DEVELOPMENT
At every organization to deal with the new techniques training of latest and
exiting staff is important. So it's the second function of the HR department to
rearrange the training and development program for the workers.

 Training
It’s a procedure for employees to equip or impart the knowledge and skills needed
to competently perform the current job.
 Development
Is a rule and process through which employees are trained for the development of
the firm

3.1-Training at PEL
3.1.1 Training of New Employees
The training of new employees basically consist of two parts.
 Induction or orientation
 Departmental training
 On the Job training

 Induction Training
It’s the process through which employees are educated about the organizational
philosophy and strategies. And also concern about the job department and job
duties that will be performed by the employees.
It is included the destination, target and aim of the company. It also consists of the
mission statement knowledge, core values, vision, culture, norms, values
shared by the members, and policies have included the time, shift time,
compensation etc.

 Departmental Training
After induction training the employee has been moved to the department he was
employed for, to go through departmental training and the training of other pertinent
departments whom he has to work together in his day-to-day goings-on. This
basically is the flinch of his probation period.

 On The Job Training

PEL prefer to give on the job training to the new employees that is the best way to
make employees learn the skills required to perform different tasks.

3.1.2Training of Existing Employees

Following points are followed by PEL Company for existing employees training.
Like
 Training need Assessment
 Training design.
 Training implementation.
 Training evaluation
 Training Design

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 Training Ability
For making the training design HR Manager OF PEL Company also considers
the factors that how much knowledge and ability their existing employees have

4-PERFORAMNANCE MANAGEMENT
Performance appraisal is a process through which it is decided what is to be
achieved, and a method of managing and developing people in a way which
increases the probability that it will be achieved in the short and long term. The
basic necessity of performance appraisal is to improve the organization’s
performance through the enhanced efficiency of employees.
The main objectives of performance appraisal are:

 To review past performance

 To asses training needs
 To help develop individuals
 To set targets for future performance
 To identify potential for promotion

Performance Appraisal in PEL

It is the basic element of the job of manager and supervisor. It is beneficial in
meeting goals and objectives of the company.
PEL needs to check appraisal system, and the uses of such appraisal system to
determine whether key personnel results are pretentious by employee’s age, race,
color, national origin or handicap and religion etc.

4.1 Performance Planning

 Create & Define
 Key Tasks
 Aims
 Probable Outcomes
 Significances
 Interactive factors

4. 1.1 Establish & Define

It’s the first step in which it is explained to employees about the establishment of
the firm, establishment time, about company history, its culture, rules and
regulations and define the purpose of the establishment and what is the vision and
mission of the company.

4.1.2 Key Responsibilities

In this step it is defined for employees of PEL about the responsibilities which are
essential to perform for the purpose of achieving their target.

4.1.3 Objective
Objectives tells the employees what are the targets and goals of the company and
how they will achieve their targets, what are the ways or strategies through which
they can achieve their mission or goal.

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4.1.4 Expected Outcomes
They explain to the employees what targets they want to achieve, what are their
goals and what they have aimed actually. How they can provide the required
results. What type of activities will be performed by them for the desired outcomes?

4.1.5 Priorities
Officers explain the priorities of firm what they want to achieve. What should be
their first priority in tasks? What product they want to grow?

4.1.6 Timely Relevant Feedback

Employee’s performance is discussed in this step and feedback is given on it. That
their performance is according to their planning or not. Later it is decided what
steps should be taken after feed-back.

41.7 Enhance Responsibilities

After examine all the activities than performance management again polishes their
responsibilities among the employees. This is more convokes because it is based
after the performance analysis.

4.1.8Performance Appraisal
 Hoard/Check data
 Request self judgement
 Analysis with next-level supervisor
 Conclude appraisal
 See With Employee
 Review job description
 Identify new challenges

5-COMPENSATION AND BENEFITS

Performance rewards play a vital role in the improvement of workers performance.
It motivates them to work efficiently and effectively. This system measures each
workers performance according to their ranks and tasks assigned to groups or
members. Their efficiency hard work or punctuality is rewarded. PEL provides
bonuses and gratuity and funds to its employees and pentions are also given

5.1 Pay for Performance

In PEL employees are rewarded with benefits according to their performance.
Employees perform efficiently because they
Performance designations are defined as follows.
Outstanding
Very Good
Good
Satisfactory

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5.2 Benefits of Employees

5.2.1 Promotion
Present scenario in particular in PEL is that generally there isn't always tons
favoritism in the employer and advertising is primarily based upon overall
performance and seniority. There isn't any have an effect on of union regarding
favoritism due to the fact the management is constrained on performance for
advertising.

5.2.2 Benefits of Employees

Company provides retirement blessings inside the shape of gratuity and Provident
fund. For Provident fund the agency has scheme of 10% contribution by means of
personnel and 10% by the agency. Cumulative provident fund is paid with interest
to employees in cash whilst he retires or resigns from the company.

5.2.3 Subsidized Meal

Company offers the subsidized lunch to its people and officers. For night shift, it
affords dinner to its employee within the manufacturing facility mess.

5.2.4 Medical Allowances

Workers with income Rs.3000/ month have medical facility beneath the social
security. For officials and excessive grades there may be no restrict for scientific
allowances.

5.2.5 Uniform and Locker Facility.

Company offers uniforms in a year to its people and also presents lockers to them
for the safety of their private things.

5.2.6 Loans
Loans are given to the employees from the provident fund, car loans are also given
to the executive’s stage officers.

5.2.7 Performance Award

Twenty fourth of December is well known every year as annual day. At that time
award of excellent attendants and special performance are given to most everyday
personnel and to those who perform an extra normal job.

5.2.8 Conveyance Allowances

Company can pay 3Rs. in step with km-1 for car and Rs.1 km-1 for bike in case of workplace
work.

5.2.9 Provident fund

Worker’s provider became affirm than they allowed the provident fund at least @
10% of the primary salary. The agency will also contribute an equal quantity for
credit to the PF account of the employee.

5.2.0 Gratuity
PEL Company also provided the gratuity fund to worker on leaving the job. It’s the

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responsibility on business enterprise to pay the fund to employee when he's going to
depart the task or will fill the year of his activity.

CONCLUSION
PEL is a well-recognized organization which is working according to national and
international standards. Its HR department makes sure the quality and quantity of
employees, when and where they are required. It hires candidates and enables them
to tackle the tasks and difficulties. They train employees after the specific recruitment
and selection process. They Reward their employees according to their
performance. Provident Fund and Gratuity is also aid to permanent employees.

BIBLIOGRAPHY
Recruitment and selection: https://humanresourcesonline.net/hr-technology
Retrieved 20 May 2020
Compensation and Benefits: http://www.pel.com.pk/news.html.Retrieved 26 May
2020
“HR Planning” Gary Dessler Retrieved 29 May 2020
“Teaching At PEL” Yameen Zahid HR Manager: Retrieved 3 June, 2020.

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