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Abdul jaleel bajwa is the founder of EKAL . His brother and his two sons are partners of EKAL. Total of 4 partners are running the business. All partners have active role in the business. Abdul Jaleel Bajwa was also the senior vice chairman of surgical association of Pakistan. He was also a president of labor union for 15 years. Abdul Jaleel belongs to a poor family. He was unable to continue his education because of different family problems. So he left school at the age of 8 and started working as a assistant and learn about surgical instrument polishing. He improved his skills until the age of 14. That was very tough time for him because of his age. He joined a company and started working as a full time employee at the age of 14. He worked there for 2 years and learns about the business. He was interested to start his own business because he knew everything about his field and his own experience motivated him to take next step. He bought machinery, hires 2-3 people and started his work in his own house. At that time he was also working in another company, QSA surgical .He was taking good pay which helped him in early stages of his own business .After few years his brother came from abroad. They decided to expand their business because he had capital and he knew all about foreign market. They converted there full house into factory and started taking new contracts with the help of QSA. Within 6 to 7 years they brought a whole factory which they expand every 4 to 5 years.

Current State
Ekal is currently exporting Dental Instruments Veterinary Instruments Beauty Instruments Hardware Instruments Surgical Instruments

In Beauty Industry Ekal Instruments proliferate by adding huge amount of products in its catalog list from Cuticle Nippers to tweezers and Professional Barber Scissors. Ekal is catering Latin American market mainly for its beauty products.

Surgical Instruments are lucrative in Germany and Ekal is working from its initial stages to cater the German market for Surgical Instruments. Now in 2010 Ekal is having customer base in Germany for its surgical instruments including forceps, retractors and some other different instruments. Ekal entered into hardware industry by manufacturing Hardware Scissors, Pliers and some Fishing Instruments and its hot selling product is the Household Scissor which is having huge market share in Mexico, Argentina and Brazil.

Main Research
How many hierarchal or job grades?
There are 5 hierarchal/job grades in the company.

Partners/Head of Departments











What salary ranges are they offer?

Salary range varies btw 3500 50,000 PKR. Peons/sweepers: 3,500 Labor: 6,000 10,000 Supervisors: 20,000 25,000 Management: 45,000 50,000 Partners/Head of Departments: Profit shares

Whats the base of salary division?

The major factors on which the salary level is decided are 1. Job grade 2. Seniority 3. Market rates

Discuss every aspect of gross C&B with them?

At the lower levels no benefits other than basic salary are given. But the basic salaries are given according to the market rates. Company claims that employees are compensated in case of medical emergencies but that is undocumented and informal. At upper levels the documented benefits other than basic salary are vehicles and fuel and travel allowances in some cases. Other benefits given at all levels are food given at lunch timings. They also offer personal loans but the criterion is very high for that. The only long term benefit offered is provident fund.

How do they assess the basic salary?

Basic salary at lower levels is decided according to the market. Promotions and increments are given according on seniority basis.

Type of bonuses they offer, what are their criterions?

Annual bonus is given at every level that is equal to 1 months salary. Bonuses at upper levels are given according to the performance e.g if a team is present on some exhibition with every new client they ll bring, some fixed percentage are given to them as a bonus.

Whats the difference between permanent vs temporary employees regarding C&B?

Almost all of the employees are permanent because they are very concerned about protecting business and operational secrets. The tasks that require temporary employees are usually outsourced.

How do they assign increments in C&B?

Increments are only given when an employee either moves to another job grade or is senior and it becomes important to give increment in order to retain that employee. Another scenario can be that extra responsibilities are given to them.

Do they have any performance based system for increments?

No such system exists in this organization. Only bonuses are given on performance bases.

Any scenarios of increments being stopped off over budgeted?

No increments are being stopped due to over budgeting. In case of over budgeting, finances are adjusted in other ways.

Do their employees term these C&B fair?

Majority employees are unsatisfied with these C&B packages but these packages are market competitive. Strategy they use for retaining employees is undocumented and informal compensations made.

Every done salary indexation of salary survey, if yes then with whom?
No formal salary survey is done but as the owner of the organization Mr.Abdul Jalil bajwa was also the chairman of Pakistan Surgical Association so they had accesses to the internal market information.

Are their salaries markets compatible?

Yes, there salaries are market compatible.

Where do they stand in market regarding C&B?

Ekal is considered above average organization in the market regarding C&B.

Does C&B have ever effected recruitment in their organization?

C&B didnt affect their recruitment because first their C&B is market competitive n secondly on upper level most of the employees are the old ones promoted to these levels.

Weaknesses in their policies

Two major weaknesses are: 1. Lack of documentation and formal procedures regarding C&B. 2. Absence of Performance based system regarding C&B Policies.


Mr.Yousaf Hassan Bajwa

Designation: Partner/ Head of Accounts Contact: 0333-8788880 http:/

University of Central Punjab

Faculty of Management Studies


Presented to: Prof. Hassan Sultan

Presented by: