Post on 30-Oct-2014
description
WELCOME
HUMAN RESOURCE MANAGEMENTPRESENTED TO MAM AMBREEN CHANNA
HUMAN RESOURCE MANAGEMENT
OUR TEAM
In This Presentation
MissionVisionGoals
Introduction
StrategySWOTNeeds
Strategic HRM
Ethical CodeOrg. StructureJob DescriptionRecruitment & Selection
Recruitments
T&DPMSRewards
Evaluations
Introduction
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.
"To become a "world class" maintenance department and be the best in the corporation, the "benchmark" for all others to follow. "
VISION
"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."
MISSION
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.
GOALS & OBJECTIVES
STRATEGIC HUMAN RESOURCE MANAGEMENT
• Corporate
• Business
• Functional
STRATEGIC HRM
SWOT ANALYSIS
Strength
• Agreement with Honda.• • Having latest technology.
• Highly experienced engineers and technician.
SWOT ANALYSIS
Weakness
• Having no brand name.
• Lake of research and development centers
• No import export practices.
SWOT ANALYSIS
Opportunity
• Customer trust can be build due to agreement with Honda.
• Performance effectiveness can be achieved by using latest technology.
• Less chance of errors in assembling and manufacturing.
SWOT ANALYSIS
Threat
• Large numbers of competitors having brand name.
• No innovation.
• Weak economic condition.
HUMAN RESOURCE NEEDS
HUMAN RESOURCE NEEDS
Marketing FinanceHuman Resource
ORGANIZATIONAL STRUCTURE
ORGANIZATIONAL STRUCTURE
President
Finance Manager
Supervisor
Human resource Manger Marketing Manager R&D Manager
JOB DESCRIPTION
• Supervisor• Title• Department:• Report to• Salary group• Job purpose• Duties• Skills
ETHICAL CODE OF CONDUCT
• Employee right
• Articles
• Signing a contract with employee on
hiring
• Termination of contract with
employees
• Working and rest time
• Leaves
• Equality
• No child labour
• No force labour
• Health and safety
• Freedom of association
• Benefits and incentives
ETHICAL CODE OF CONDUCT
RECRUITMENT STRATEGY
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
METHOD FOR RECRUITMENT 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.
SELECTION
SELECTION
Selection process:
1.Initial screening: Curriculum Vitae (CV).
2.Employment test: Written test.
3.Interviews: Job related interview.
4.Background investigation: Pervious job.
5.Condition job.
6.Medical examination.
7.Job offer: Sign in contract.
SELECTION TOOLS
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.
TRAINING & DEVELOPMENT
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
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.
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.
• Rewards
TRAINING & DEVELOPMENT
Intrinsic( being part of work team, feeling of
accomplishment ,and pride in one’s work)
Extrinsic (money, promotions, benefits)
Financial (wages, bonuses)
BBA 5th C
Any Question?