|


|

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 |

 GROUP MEMBERS

Muhammad Afzal ME-07-04

Aftab Gilani ME-07-05
Liaquat Mumtaz ME-07-09
Naveed Iqrar ME-07-23
Nasir Mehmood ME-06-04
 
 

ãEstablished in 1962 as private Ltd company.

ã oint venture with Honda motor co. apan.
ãAmong top 25 companies in KSE.
ãOn top end in two wheeler industry.
ãLargest assembly line in Pakistan.
ã
hree popular brands.
CD-70 CG-125 CD-100
 | 


Capacity 650,000 units

Production 460,000 units

Revenue 10 billion Rs.

Market share 56% in industry

Export 5000 units/year

 
|




||

Sales ãOne million units

Revenue ãOne billion US $



| 


Good company into a great company

 * 

Market leader in motorcycle

industry emerging as a globally
competitive centre of production
and exports
 PURPOSE

o provide an economical and

environment
Friendly transportation to
middle and low income citizens.
  

o be a dynamic profitable and

growth oriented company
through market leadership
excellence in quality and service
optimizing value for
shareholders and maximizing
exports.


  

ã Prime focus on motorcycle business

ã Group includes
ã Atlas bank
ã Atlas insurance
ã Allwin engineering
ã Atlas battery
ã Honda Atlas cars

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|
|

PRESIDEN
/
CEO

GM
GM HR & GM QUALI

VP
ECHNICAL VP CFO ENGINEERING GM PLSN
D GM I

ADMIN ASSURANCE
& PRO EC
S

GM RESEARCH
GM
AND GM
COMMERICAL
DEVELOPMEN MARKE
ING
& PLANNING


 
 | | 
STRENGTHS
ã Capacity of speedy response to changing market
situation
ã Developed R&D for innovation and technological
enhancement
ã Reduced 25% price and gained economies of scale
ã Excellent goodwill/brand loyalty of Honda
motorcycle
 
 | | 

EAKNESS
ã Bottleneck in production if demand increases
ã Slow response time in high demand
ã Relationship between managers and labor
ã Customer services needs improvements
ã Forecasting of demand needs improvements
 
 | | 

 RTUNITIES
ã Industry growth is expected to be 70%
ã Dynamics of market are changing
ã Public transport conditions are miserable
ã
eenagers shifting to adults @ 3% per year
ã GDP growth rate is expected to be 6%
 
 | | 

THREATS
ã More competition is expected in future
ã Profitability will reduce due to price war
ã More copy products from competitors
ã Government policies may change
ã Major players are expected from china and
india
 ȏ
CATEGRIES

Engineering & Projects Production

Finance Quality Assurance

Human Resource & Admin Research & Development

Marketing Supply Chain

Engineering & Projects

 | 

|    |

7, 6 General Manager,National Manager

8 National Manager
10,9 Regional Manager
11 Regional in charge
12 Asst. Manager
13 Executive, Management trainee
15, 14 Executive
 
| 
 

ã
otal employee at Atlas Honda 2999

ãManagement 324

ãNon management 1770

ãContract employees 540

ãLabor contractor
|
|

 
  





((
 

 *

o achieve the Company¶s objective the HR

Department of AHL will recruit, developed,
utilize, maintain and retain the number and
types of employees to provide organization
with an appropriate work force.


| |
|
|

GMHR/ADMIN
ALL AC
IVI
IES OF HR/ADMIN/IR OF
BO
H PLAN
S

Manager
ech.
rg Manager HR (skp) Manager HR (KHI

ech
raining at KHI/SKP Managing all HR Activities Managing all HR Activities

Assistant Manager HR Assistant Manager HR

Supervision of HR Activities Supervision of HR Activities

Executive HR Executive HR
Recruitment /
MS Recruitment /
MS

Executive HR Executive HR
Compensation /Payroll Compensation /Payroll

Executive HR Executive HR

raining
raining
 

| | 

In AHL there is well-defined procedure for

the ob Description. Human Resource
Department has described clear guidelines
to
describe the position. Some of the guide
lines/instruction is given below.
 HR Guidelines For ob
Description
§
 !" #
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§ #%,-&" #
Recruitment Procedure

FLOW DIAGRAM
 Analyze the
Requisition Request to Approval
requirement of
GDHR
Vacancy
Request
o Concerned
oining Procedure
Group /company for

ransfer

Requisition approval
by GMHR/CEO

Advertising the Search within the

Position in Urdu
Company
and English
Newspapers

Short Listing of Interview

applicants

Written
est and
ransfer Order

Interview
Information for pre
Employment
medical test to
selected one

Receiving Medical Reports

Orientation and employment letter

Orientation Report
 RECRUITMENT
ã Written
est
Includes General Knowledge,Computer proficiency,
Related subjects for Management

ã Interview
.&













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55

 Management
rainee scheme

ã Objective

o induct young qualified professionals at entry
levels.
ã Policy
It is the best way to recruit develop and retain the
employees by providing in-house training to fresh
professionals.
 Management
rainee scheme
ã Qualification
1. Engineering graduate
2. Finance graduate(ACMA/CA)
3. MBA
 Management
rainee Scheme
ã Salary
Monthly Stipend will be as follows:
BE/MBA Rs.18000.
ACMA Rs 20000
CA Final RS 40000
Appointment Letter will be issued after
joining his/her duties.
 Orientation Policy
ã Up
o Grade ±13
Duration of orientation is 1-7 days

ã Up
o Grade ±12 and above

Duration of Orientation is 10-17
 Orientation Process

ã Employee will get orientation plan on

joining.
ã Visit of all depts
ã Visit of all Atlas Group of companies up G-
12 and above.
ã After completion employee will submit
report.

RAINING A
AHL

ã
he main purpose of these procedures is to

provide a systematic support to the line
management in implementation various
aspects of company training policy.

RAINING A
AHL
ã Objective
ã
he Line Managers effort to motivate his
subordinates to make full use of training provided.
ã
ã
he line Manager¶ role in constantly monitoring
the effectiveness of training being given and
providing appropriate feed back to corporate HR
Department.
 From
Appr
aisal

RAINING PROCESS
Form
s HR Prepares In-House &
Out Sourced
raining
Calendar
Departmental

NA (
raining Head Fills
Need Analyst)
MS
Preparation of
training Cost Analysis
Calendar

Approval From
GMHR/CEO/GEC

raining Starts

Evaluation Feed back

raining Report

RAINING
ã COMPAN HAS
RAINING AGREEME
N WI
H
LUMS AND PIMS
ã
ECHNICAL
RAINING A
COMPAN LEVEL AND
ALSO OVERSEAS
RAINING PROGRAM
ã A FEEDBACK FROM IS GIVEN
O
AINEE
OFFICERS
O REPOR

HE FEEDBACK OF

RAINING PROGRAM.
 Employees Benefits
ã Car/Motorcycle
Grade 11& Above Car Under Co Scheme
Grade 13 & 12 Motorcycle Co Scheme
Grade 15& 14 Motorcycle under Installment
Scheme
ã Bonus
Bonuses are allowed to Management staff as per target set in the
annual budget
Bonus are allowed to non management as per Management /CBA
agreement
 Employees Benefits
ã Gratuity
Gratuity equal 15 days basic salary for each year is allowed for
management staff.
ã Provident Fund
11 % of basic salary is AZ as employee Contribution on a/c of
Provident funds
ã Group Life Insurance
Group insurance is allowed to management staff according
to their grades varying from Rs.200,000/ and maximum of
1.68 (M)
 Employee Benefits
ã Medical
ã 12 % of basic salary is allowed to management staff up
Grade 11as medical expenses.
ã Grade 5 to 8 40,000 Pa
ã Grade 9to 10 30,000 Pa
ã &'#-
#
Facility is allowed to management staff up to 45 % of basic
salary
 RRMANCE A RAISAL

ã 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 four scales to measure the
performance of the employee.
he
employees are rated on following
parameters:
#
&+&-

22 *&'
#
|'' '""

&
§ Quality of Work. § Intelligence and
§ Quantity of Work ability to learn
§ ob Knowledge ã Responsibility and
reliability
§ Effectiveness in
working with § Punctuality and
people. attendance
§ Initiative § Attention to cost
and waste
 ,
#

&+&-
ã |-3" *- $ 7  ã #*& # %,*"
ã #+" +&&'' ã " #- &'/' #
ã #' " +& &-2 %& ã % "" +&
ã &* "3 ã 22 * &*3

ã .&,&.&*&

 &"" #

 RA
ING SS
EM
ã
/"'". 
8
9
ã *&3
##.
89

ã ##.
8
9

ã  
8
9
 Promotion Policy
ã Vacancy Based
ã Internal advertisement
ã Candidates are Short listed on the basis of
Experience and performance rating.
ã Interviews are conducted as per interview
policy above.
 Quality Policy of AHL
ã Right Work in first attempt and on time.
ã Maintain and consciously improve quality
ã
raining of manpower and acquisition of
Latest technology.
ã Market Leadership and prosperity for all.
ã Safe clean and healthy environment.
 Suggestions
ã
here should be the use of more
motivational techniques other than in the
monitory term.
ã
here is a severe need of the proper
career planning and career counselling of the
employees.
ã
he Working Environment should be
more enhanced and must be come up with the
other modern organization.
 Suggestions
ã
raining Programs should be offered more
frequently.
ã
raining should be more relevant to the job
of the employee.
ã
here is a need to enhance fairness in the
appraisal system