More handpicked essays just for you.
Essays on organizational culture
Human resource management theoies
Interacting factors of organizational culture
Don’t take our word for it - see why 10 million students trust us with their essay needs.
HRM at PEL
MBAII
Sec A
Ahmed Tajammal
M. Ahmed
Mahnoor Iftikhar
Saad Khawaja Company overview:
Pak Elektron Limited (PEL) is the leading manufacturer of electrical goods in Pakistan. In 1956, the Company was set up by Malik Brothers in technical collaboration with M/s AEG of Germany to manufacture transformers, switch-gear and electric motors. AEG relinquished their share of PEL to the Malik Brothers in the late 1960s, which was subsequently acquired by the Saigol Group of Companies in 1978.
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 equipment and home appliances and by producing hundreds
…show more content…
In order to earn profits the business needs to have right people at the right place at the right time. For this purpose to be fulfileld Human Resource Management is essential. That is why Philip Morris Pakistan pays huge emphasis on HRM as they want to hire competent, confident, and fearless people that can play a positive role towards the fulfillment of corporate goals and objectives. PEL’s HR department was established in 2006. The major objective of HRM is to increase and improve the productive contribution of personnel to the organization in a more ethical, social and administratively responsible way. It had four main divisions namely RMS- recruitment management system, learning and development, performance development and employee …show more content…
Both former and contemporary engineers agreed that PEL has incorporated significant skills in them and have equipped them with real life experiences, and has added value to their skill inventory. As a result of this they enjoyed working for PEL but the problem was primarily with pay structure of PEL in comparison to foreign companies and especially Gulf based companies such as Al Otaiba and Al-Futtaim. These companies offer significantly higher pay scales and also provided a window of opportunity to these engineers to explore themselves in more developed economies. In addition to this these companies also provided more growth opportunities since these companies had several divisions other than electronics and hence a huge growth potential for the employees. On top of this, these companies are Gulf based and Gulf has its own charm, which pulls engineers from third world countries like Pakistan. It’s not just the companies polices and compensation plan that makes these engineers leave but the deteriorating law and order situation of the company also adds to the problem of high attrition rate at
After analyzing the reading, a few things seems to be causing this issue. First, Gobias Industries recently underwent a change which made each division a separate entity. The change caused job mobility to plummet. Communication between each division halted. The pool of job opportunities and work location transfers decreased for the employees of each location. Without communication between the divisions, employees found it difficult to hear of job opportunities at other location. The employees became limited to only the opportunities offered at their location. Secondly, the job opportunities at each division also decreased with the introduction of new technology. The technology began taking over the majority of work for many entry-level jobs. The work left for employees to do became low complexity and low effort therefore, were compensated less. The wages for these entry-level jobs became stagnant. These jobs then became boring, less attractive, and scarce. With the decrease in jobs, a decrease in the opportunity for promotion also exist. Thirdly, the new technology also caused job evaluations to become outdated and incorrect. If recruiters are misrepresenting the jobs during recruitment, then employees will be highly unlikely to stay with that job for long especially if the job does not pay well and has little room for promotion. In order to fix the issue of high turnover, Sudden Valley Works needs to redo their job analysis and revamp their recruiting. These solutions will help with job turnover as well as reaching their goals of retention and employment of more women and minority groups. Recruiting should include a broader market and leadership personality assessments. Previous recruiting techniques were targeted at engineers with the highest GPAs however, with the new technology, a high-level of educated employees are not longer needed. A high
After reviewing the ELL’s interview for semantic errors, I realized the student would leave out or misuse pronouns while answering interview questions. When the student talks about his little brother staying at home, he interchangeably uses the words he/she. At times, the student would also make semantic errors when using negative contractions. During the interview, the most common error made was the uses the word don instead of don’t. For example, “I’m thinking, I don know….”. He errors when using negative semantics when answering the question, “Do you know what you want to be when you grow up”.
manufacturer of welding machines and associated consumables. It is generally accepted that the reason that LEC has been so successful over it’s 121
In November 1997, the acquisition of APL by NOL was successful. As compared to the larger US based APL; NOL was a small Singapore firm. Through this acquisition, it appeared that NOL was ready to become an industry leader in the shipping industry. Thus this acquisition is a strategy through which NOL buys a controlling, 100 per cent, interest in APL with the intent of making the acquired firm a subsidiary business within its portfolio. Thus APL became a wholly owned subsidiary of Singapore based NOL, a global transportation and logistics company engaged in shipping and related businesses.
The main problem the company is facing nowadays is the high turnover ratio closed to an average of 30% on the past three years. The fact that the company is based in an area where many of its closest competitors have offices facilitates employee’s movements from one job to another. This high turnover is mainly affecting positions among the electrical engineers in the R&D department.
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
Write 2 mini case studies. One should recount an effective coaching or counseling situation. The other recount an ineffective coaching or counseling situation. The case should be based on a real event, either from your own personal experience or from the experience of someone you know well. Use principles of supportive communication and listening in your cases.
Human resources management is getting more important nowadays as it helps company to accomplish their target, and achieve sustainability and competitive advantage. According to many researchers, most of the successful companies in 21 century are the one who focused on the development of integrated human resource system. Human Resource Management focuses on personnel related areas such as job design, resource planning, performance management system, recruitment, selection, compensations and employee relations (Marquardt 2004, p.2).
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Our land is our the main asset of our country due to the soil which is enriched with a good variety of minerals which gives us a quality and fertilized soil which is fit for cultivation. Secondly, Pakistan’s geographical position in the West Asia and the Islamic Faith that is shares with a number of regions have made possible a large scale migration of unskilled and semi-skilled labor which lead to a large flow of remittances into Pakistan. Third, Pakistan now has the industrial base to launch a major initiative in the export field. By utilizing our textile, electronics, communication and transport equipment industries we can gain a great advantage through the international
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Pakistan is facing energy crises due to increase in demand, a poor management and lack of investment in our energy resources. Our energy needs depends upon oil and gas. We have to import about 30% energy in the form of crude oil, coal, LPG etc. [5]
Human resource management (HRM) is a strategic and coherent approach to the management of an organization’s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives. (Armstrong, 2009) HRM main features are an emphasis on the vital administration of individuals which attains fit or reconciliation between the business and the HR system, developing the integrated HR policies and working on it, treating people as an assets not as a cost because they are regarded as a basis of competitive advantage and as human capital to be invested in through the provision of learning and development opportunities, an employee relation should be unitary rather than pluralist it is assumed that employees share the same interest as employers and the HRM performance and delivery is same as a line management responsibilities. OK
human resources are uniquely important in sustained business success. An organization gains competitive advantage by using its people effectively, drawing on their expertise and ingenuity to meet clearly defined objectives. HRM is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies (p. 28).