Saima Ahsan Final Report of Mba HRM

Internship Report (HRM)
INTERNSHIP REPORT
SIEMENS PAKISTAN ENGINEERING .CO. LIMITED

HUMAN RESOURSE MANAGEMENT
Submitted to : HR DEPARTMENT OF SIEMENS
Submitted by : Name : Saima Ahsan Roll # w588478 Reg #: 07SKI 0080 Mailing Address: R 330 Block No. 14 F.B Area Karachi Contact No: 021-36323261 cell No: 0332-3005425 Student of : Allama Iqbal Open University Karachi
ALLAMA IQBAL OPEN UNIVERSITY (REGIONAL CAMPUS KARACHI)

ALLAMA IQBAL OPEN UNIVERSITY
Roll # W588478
CERTIFICATE OF INTERNSHIP REPORT
Roll # W588478
Dedicate to those human beings who loves us, who are causes of our existence and whom we cant return for what ever they have done for us and those are our precious parents .Whose love, care , blessings and wishes are all that matters now and forever for what we are and for what we will be.
Roll # W588478
First and for most, millions of thanks to Almighty ALLAH. The most merciful and gracious who gives us all the strength, patience, courage, forbearance, spirit and integrity needed to finish this report. This report is part of our course. This has to be great experience Completion of a report like this requires the work of many people with diverse skills and wealth of talent and single minded dedication to see their tasks through to the end .we have done so with enthusiasm, tenacity and great care .we would like to add a few heartfelt words for people who were part of this project in numerous ways, people who gave us never ending support right from first stage of the project when idea was conceived and helped us in making this report reality. We are much grateful to all the fellow men of our university A.I.O.U. I would like to our gratitude teacher Sir Tariq and My father who has great knowledge and experience of Management and always help me to completion of this report.
Roll # W588478
Roll # W588478
Were providing answers to the toughest questions. This is Siemens tradition & has been for more than 160 years around the globe.
Roll # W588478
TABLE OF CONTENTS
1. Summary of the Organization. 10 2. Objectives of studying the organization..11 3. overview of the organization.13 Brief history of the organization..15 Nature of the organization20 Business volume 25 Number of employees ...28 product lines...29 4. (i) organizational structure of HR department34 4. (ii) Human resources Management process in the Siemens organization.35 4.1(a). Human Resource Planning and forecasting...36 HRP process..37 Forecasting HR Requirement .38 Methods to forecast HR needs.39 4.1(b). Employee recruitment and selection...40 Sources of candidates...42 Internal sources45 External sources...46 Employment selection..47 4.1( c ). Training and Development.50 Training need assessment52 Employee development 53 4.1 (d). Performance Management...55 Setting performance standards and expectations..58 Performance reports writing procedure.59 4.1 (e) .Employee Compensation and benefits.60 Types of compensation and benefits61 4.1 ( f) . Organizational career management ...62 Employee job changes..63 4.1 (g) . Job changes within the organization..65 Promotion..65 Transfer.66 Demotion...67 Separation.68 Termination..68 Resignation70 Retirement.72
Roll # W588478
4.1. Labor Management Relation 80 5. SWOT Analysis......85 6. Recommendations ..90 7. References ...99 8. Conclusion ..100
Roll # W588478
LIST OF TABLES AND ILLUSTRATION

1. Key operating and financial data 2. Horizontal analysis .. 3. New orders 4. Sales turn over .. 5. Profitability . 6. Earning per share 7. Capital investment . 8. Balance sheet 9. Profit and loss account .. 10. Cash flow statement 11. Revenue .. 12. Statement of changes of equity . 13. No of employees . 14. cash flow . 15. Organizational chart . 16. Org chart of Hr dept . 17. Recruitment application form 18. Employee requisition form 19. Job profile form 20. Employee orientation form . 21. Internship attendance sheet . 22. Internship request form .. 23. Std appraisal form 24. Std evaluation form 24 25 28 29 29 30 30 31 33 34 36 37 38 52 54 67 71 72 74 76 86 87 88 89
Roll # W588478
SUMMARY
I am very thankful to all of the siemens organizational members and employees .they help me in each step and give me guidance whenever I was entangles in different stages. Firstly they give the opportunity to learn from the STP department here .Here Sir Nabeel Rafique give me the guidance then he reference me to Mr. Zeeshan Adil .Mr. Zeeshan Adil is a Sales Manager. He told me of all the stages of Sales department firstly refer me Sir Sajjid Jamil who is a purchase manager .he give me proper guide and told me all of the functions of Purchase department. In siemens trading through Germany then orders conduct from different organization and then purchaser team arranged the orders .then after arranging the orders the sales mangers takes enquiry after that enquiry is complete then they purchase orders makes. Then requisition of purchasing after requisition Management approval through signature to sales manager .after that sales team they break up the orders in business wise into IA and DT. After spirit purchase orders making through EDP. After that SAP spirit on Purchase orders approval through managers then finally sends out through EDI. Delivery date they gives them .order confirmation from Germany they checkout orders wise. If substitute they inform to Germany then Okay .some time Germany cancel the orders because of DAMEX or other reason after order confirmation bank statement and bank counter establish then they receive the GR{ good receive } . Then after that I was go to HR department of SIEMENS .Here I meet to Mr. Fahad Rasheed .He is a HR Personnel Officer. Basically work for student liaison program and arrange the training and he gives me a lot of knowledge according to human resource. He gives me all procedures of HR department .Here an organizational structure is decentralized. He told me the recruitment and selection process .firstly vacancy are comes then there are different method to fill this vacancy internal and external .then the process of recruitment and selection is through job analysis, job specification then HR review the Salary ,location job profile, verify HR , MD approve through internal And external candidate they conduct through panel HR assessment and test .they offer the selected people then employee joining and orientation start .they also conduct the training and development .local and foreign firstly they assess the training need and after that other one also the responsibility of HR department Performance Management .performance Management is also a part of training and development through performance management they easily understood whose need the training what are benefits of this this personal if I give the training .in future what we will get the benefits. Here the compensation program is so higher than other organization they gives a lot of benefit to employees as well as workers .job changes also conduct also here promotion , transfer, demotion all process are dealing properly and honestly .here the Labour management relation are so good all benefits they gives them .I am very thankful to all HR management team who give me a lot of time and give me practically knowledge.
10
Roll # W588478
Siemens Engineering Pakistan Co. Limited
B- 72, Estate Avenue, S.I.T.E. Karachi Ph # 2574910 Fax # 2568394-2550007
Date: 9th- February-2010
Sub: Acceptance of internship application. Sir, Saima Ahsan wants to internship in your organization. We are giving her permission to allow internship in our company and make the Human Resource Management System report. She is studying the System of our company Specially HR. We wish them success to accomplish her reports.
Thanking Regards:
For: Siemens Pakistan Engineering Co. Limited . Rana Fahad Rasheed .
11
Roll # W588478
ORGANIZATION SUMMARY
Siemens Pakistan plays an integral part in the development and progress of the national economy with a strong sense of responsibility to society and the environment. As a Corporate Citizen and conscious of our Social and Environmental responsibilities, we function in a manner that protects and preserves the environment for our future generations, ensures the health and safety of our stakeholders and exerts a positive influence in the community. We regard environmental and social aspects cardinal to sustainable economic development. We believe in the efficient use of natural resources and reduction and prevention of pollution. We also assess health, safety and environmental aspects and impacts in the early stages of Product and Process development. With these commitments, we at Siemens Pakistan: Place our continuous and concerted efforts towards minimizing the impacts on the environment and use of energy and natural resources. Control monitor and minimize the generation of waste, emissions to air, water and land; and are committed to comply with all applicable legal requirements . Ensure adequate controls to prevent any adverse effect on the environment and to reduce or eliminate Health and Safety hazards. Practice efficient energy management with resource conservation and promote recycling, reuse, reduction and replacement wherever possible. Promote awareness, responsibility and commitment for the conservation of the global environment as well as health, safety and protection amongst all levels of employees. Educate the employees on the issues of Health, Safety and Environment. Work in a spirit of cooperation with the relevant authorities. We ensure full commitment to these at all levels of management and conduct regular assessments and reviews to ensure the continuance of improved Health, Safety and environmental conditions and to confirm the effectiveness of the Companys policy, objectives, targets and programs in this regard.
Product, Solution and Services:

Siemens Industrial Complex located in the heart of Karachi's Industrial hub the Sindh Industrial Trading Estate is a sprawling 96,500 square meters that houses not only five factories producing motors, diesel generating sets, switchboards, transformers and the recently added factory that will produce for the first time 220kV power transformers in Pakistan but also the head office of the Company.
12
Roll # W588478
OBJECTIVES OF THE STUDYING

In siemens Pakistan engineering .Co. limited my objective of studying the Human Resource Department is preparing of My Final Report of MBA specialization in [Human Resource
Management] .In siemens I study here How we can Recruiting the new employees , their requisition , how can manage the training and development . What are the procedures of performance appraisals .what are the qualities of Human resource manager .what are the responsibilities of human Resource manager. How we can manage the compensation management. I am very thankful to Siemens management who gives me opportunities to learn from practically. Yes obviously I got my achievement because I had to theoretically study of all related to HR. but practically I was nil. I have no idea how they can manage that long procedures in each and every department HR is concern there are a lot of responsibilities of HR Management and team members. So definitely I am heartful thankful to HR team of SIEMENS Organization who gives the opportunity to learn through practically and always help me to complete my report.
13
Roll # W588478
OVERVIEW OF THE ORGANIZATION

Siemens Industrial Complex located in the heart of Karachi's Industrial hub the Sindh Industrial Trading Estate is a sprawling 96,500 square meters that houses not only five factories producing motors, diesel generating sets, switchboards, transformers Energy Solutions, Power Oil, High Transformers, Switchboards, Energy Automation, PTD Services, Solar Industrial Solutions, Infrastructure Solutions, On Call, Logistics & Maintenance Building, Technology Solutions, Motors & Alternators Standard Products (STP) ,Information Technology, Portfolio
Transportation Solutions, Generating Sets ,Health Care Solutions ,Medical Solutions ,Technical Services ,Hospital Solution, Hospital Projects, Med Tech., Services and the recently added factory that will produce for the first time 220kV power transformers in Pakistan but also the head office of the Company. Siemens over all involvement in the region dates back more than 30 years .the company s name first become known through the construction of the indo European telegraph line from London to Calcutta in 870 .Siemens first office in Lahore ,what is now Pakistan ,opened in 1922 . Siemens Pakistan Engineering company ltd, was founded in 953 s Private Company, and in 1953 s private company n d in 1963, the company .Our Top ranking in Karachi stock exchange is the true testament of our leading position .Globally 475,000 employees working to develop and manufacture products and install complex system and project and tailor wide range of services for individual requirement .Siemens provide innovative technologies and comprehensive know how to customer benefits to overall 190 countries.
14
Roll # W588478
HISTORY OF THE ORG

From a small back building workshop in Berlin to a global firm - there are few industrial corporations that can look back on such a long history of success as we can. Through this website, we invite you to take a fascinating trip through time over 160 years of Siemens histor y. Histor y
Operational Siemens AG 170 kW hydropower generator built and installed in 1912 in Tsarska Bistritsa Palace, Bulgaria Siemens was founded by Werner von Siemens on 12 October 1847. based on the telegraph, his invention used a needle to point to the sequence of letters, instead of using Morse code. The company, then called Telegraphen-Bauanstalt von Siemens & Halske, opened its first workshop on Oct. 12. In 1848, the company built the first long-distance telegraph line in Europe; 500 km from Berlin to Frankfurt am Main. In 1850 the founder's younger brother, Carl Wilhelm Siemens started to represent the company in London. In the 1850s, the company was involved in building long distance telegraph networks in Russia. In 1855, a company branch headed by another brother, Carl Heinrich von Siemens, opened in St Petersburg, Russia. In 1867, Siemens completed the monumental Indo-European (Calcutta to London) telegraph line. In 1881, a Siemens AC Alternator driven by a watermill was used to power the world's first electric street lighting in the town of Godalming, United Kingdom. The company continued to grow and diversified into electric trains and light bulbs. In 1890, the founder retired and left the company to his brother Carl and sons Arnold and Wilhelm. Siemens & Halske (S&H) was
15
Roll # W588478
incorporated in 1897. In 1907 Siemens had 34,324 employees and was the seventh-largest company in the German empire by number of employees. In 1919, S&H and two other companies jointly formed the Osram light bulb company. A Japanese subsidiary was established in 1923.During the 1920s and 1930s, S&H started to manufacture radios, television sets, and electron microscopes. ARDNACRUSHA HYDRO POWER STATION In the 1930s Siemens constructed the Ardnacrusha Hydro Power station on the River Shannon in the then Irish Free State, and it was a world first for its design. The company is remembered for its desire to raise the wages of its under-paid workers only to be overruled by the Cumannnan Gaedhael government.[ WORLD WAR II ERA
A Siemens truck being used as a Nazi public address vehicle in 1932 Preceding World War II Siemens was involved in funding the rise of the Nazi Party and the secret rearmament of Germany. During the Second World War, Siemens supported the Hitler regime, contributed to the war effort and participated in the "Notification" of the economy. Siemens had many factories in and around notorious concentration camps
[8][9]
to build electric switches for
military uses. In one example, almost 100,000 men and women from Auschwitz worked in a Siemens factory inside the camp, supplying the electricity to the camp. The Siemens logo is still visible above the gas chambers at Buchenwald concentration camp
16
Roll # W588478
POST-WAR In the 1950s and from their new base in Bavaria, S&H started to manufacture computers, semiconductor devices, washing machines, and pacemakers. Siemens AG was incorporated in 1966. The company's first digital telephone exchange was produced in 1980. In 1988 Siemens and GEC acquired the UK defense and technology company Plessey. Plessey's holdings were split, and Siemens took over the avionics, radar and traffic control businesses as Siemens Plessey. In 1991, Siemens acquired Nixdorf Computer AG and renamed it Siemens Nixdorf Informations system In October 1991, Siemens acquired the Industrial Systems Division of Texas Instruments, Inc, based in Johnson City, Tennessee. This division was organized as Siemens Industrial Automation, Inc., and was later absorbed by Siemens Energy and Automation, Inc. In 1997 Siemens introduced the first GSM cellular phone with colour display. Also in 1997 Siemens agreed to sell the defense arm of Siemens Plessey to British Aerospace (BAe) and a UK government agency, the Defence Analytical Services Agency (DASA). BAe and DASA acquired the British and German divisions of the operation respectively. In 1999, Siemens' semiconductor operations were spun off into a new company known as Inline on Technologies. Also, Siemens Nixdorf Information system AG formed part of Fujitsu Siemens Computers AG in that year. The retail banking technology group became Wincor Nixdorf. In February 2003, Siemens reopened its office in Kabul In 2005 Siemens sold the Siemens mobile manufacturing business to BenQ, forming the BenQSiemens division. In 2006, Siemens announced the purchase of Bayer Diagnostics, which was incorporated into the Medical Solutions Diagnostics division on 1 January 2007. In March 2007 a Siemens board member was temporarily arrested and accused of illegally financing a business-friendly labour association which competes against the union IG Metal. He has been released on bail. Offices of the labour union and of Siemens have been searched. Siemens denies any wrongdoing.
17
Roll # W588478
In April 2007, the Fixed Networks, Mobile Networks and Carrier Services divisions of Siemens merged with Nokias Network Business Group in a 50/50 joint venture, creating a fixed and mobile network company called Nokia Siemens Networks. Nokia delayed the merger. due to bribery investigations against Siemens In October 2007, a court in Munich found that the company had bribed public officials in Libya, Russia, and Nigeria in return for the awarding of contracts; four former Nigerian Ministers of Communications were among those named as recipients of the payments. The company admitted to having paid the bribes and agreed to pay a fine of 201 million euros. In December 2007, the Nigerian government canceled a contract with Siemens due to the bribery findings. In July 2008, Siemens AG announced a joint venture of the Enterprise Communications business with the Gores Group. The Gores Group holding a majority interest of 51% stake, with Siemens AG holding a minority interest of 49% In April 2009, Fujitsu Siemens Computers became Fujitsu Technology Solutions as a result of Fujitsu buying out Siemens' share of the company. CONTROVERSY Siemens was part of a joint venture with Nokia in 2008 to provide Iran's monopoly telecom company with technology that allowed it to intercept the internet communications of its citizens to an unprecedented degree. The technology reportedly allowed it to use 'deep packet inspection' to read and even change the content of everything from "emails and internet phone calls to images and messages on social-networking sites such as Face book and Twitter". The technology "enables authorities to not only block communication but to monitor it to gather information about individuals, as well as alter it for disinformation purposes" expert insiders told the Wall Street Journal. During the post-election protests in Iran in June 2009, Iran's internet access was reported to have slowed to less than a tenth of its normal speeds, and experts suspected this was due to the use of the interception technology. The joint venture company, Nokia-Siemens Networks, asserted in a press release that it provided Iran only with a 'lawful intercept capability' "solely for monitoring of local voice calls". "Nokia Siemens Networks has not provided any deep packet inspection, web censorship or Internet filtering capability to Iran,"
18
Roll # W588478
NATURE OF THE ORGANIZATION

Siemens Pakistan basically is an engineering company .They is involved in Energy solution, industrial solution, and health care solution .Corporate social responsibility is a part of the business process of siemens l leading companies of the world. Billions are spent by global corporations around the world on health, sports, preservation of environment and heritage and in supporting causes that lead to an informed and improved society. Siemens Pakistan answer to corporate responsibility is clear that it wants to have a sustainable partnership with society and make Pakistan cleverer, healthier and a more enjoyable place. From training young men to become useful members of society to acknowledging excellence and supporting education, sports, arts and creative thought to protecting the environment we are working together with society to achieve these objectives. The example of their business involvement is as follows.
ENERGY SOLUTIONS Power Generation Oil & Gas High Voltage Substations Transformer Switch boards Energy Automation PID services Solar
INDUSTRIAL SOLUTION Infrastructure solution Cross industry projects On call logistics and maintenance Standards products Information technology portfolio Transportation solution Generator sets HEALTH CARE SOLUTION: Medical solution Technical services Hospital solution Hospital projects Med tech services
19
Roll # W588478
BUSINESS VOLUME
ENERGY Power Generation & Services, Oil & Gas Transmission and Distribution Projects Transmission and Distribution Products and Services
In the area of turnover and profitability, the Energy segment outperformed all other segments, with turnover of Rs. 28,306 million and before tax profit t of Rs. 1,906 million. This achievement is mainly attributable to High Voltage substations business in Dubai, UAE. The current years profitability was also affected significantly due to unfavorable exchange rate fluctuations. In the area of order intake the segment could not achieve the desired results. The major orders received during the year include: Supply of power and distribution transformers to various distribution companies Supply, Installation, Erection, Testing & Commissioning of Bahria Town 220KvGrid station Design, supply, installation, testing & commissioning of extension of 220 Kv Substation for National Transmission and Distribution Company Construction of Grid Station on Turnkey basis for Islamabad Electric Supply
FUTURE PROSPECTS: With the overall gap between the demand and supply situation of energy in Pakistan and the Governments commitment to overcome the shortage in the near future, the Energy Sector offers remarkable opportunities which never existed before. Moreover, with the increased environmental concerns, Pakistan is looking for alternative methods of electricity generation including Wind power. The willingness of private sector to invest in Wind power in Pakistan particularly GharoKeti-Bandar area along with the expertise of Siemens bring the Energy Sector at an advantage to capture this segment in future.
20
Roll # W588478
SEGMENT PERFORMANCE INDUSTRY Industry Solutions Industry Automation Drive Technologies
The Industry Segment was able to secure new orders of Rs 6,755 million during the year. The major orders include:
School Education Department of Government of Punjab for setting up IT Labs in 1305 schools Airfield Lighting System for New Benazir Bhutto International Airport Electrical work at Pakistan Telecommunication Employee Trust Tower Well-head works for Bhit Gas Field Electro/Mechanical works for Sawan Gas Compression Station project 175MW Combined Cycle Power Plant for Doosan Heavy Industries and Construction
The segment achieved a turnover during the year of Rs. 6,860 million up by 24% as compared to the previous year. The major turnover is coming from underground Electrification of Defense Housing Authority, mechanical, electrical and instrumentation services for ABB SPA, supply of MV/LV switchgears, transformers and SCADA system for Atlas Power plant and supply of diesel generating sets to Water and Sanitation Agency. The segment profit t declined by 35% and stood at Rs. 335.580 million. The profitability of the segment was affected mainly due to default in payment by some customers. In addition to the significant projects mentioned above, the Industry segment .offered a wide spectrum of products, services and solutions for customers in the areas of process and manufacturing industries, transport, buildings and utilities. In view of the power crisis in the country, we were also able to serve the industrial and corporate customers with our Diesel Generating Sets.
21
Roll # W588478
FUTURE PROSPECTS The Industry segment is well placed for securing sizable market share in future. The Public Sector Development Program has been budgeted to the tune of Rs 646 billion in 2009-2010 an increase of Rs 227 billion as compared to revised budget of last year. This huge investment in infrastructure by the government together with expected industrial growth in future, promises better prospects for Industry segment of the Company. HEALTHCARE Diagnostic Products Special Products SEGMENT PERFORMANCE The Healthcare segment was able to achieve a significant growth in order intake and turnover with volume of Rs. 1,017 million and Rs. 984 million, respectively. However, the segment could not achieve the targets set for profitability. The major new orders include
Supply of diagnostics equipment for state-of-the-art hospital of Al Razi Healthcare, a project of Dhabi group Supply of hospital equipment to Al Jawahir Technical Pakistan
FUTURE PROSPECTS Pakistans health indicators, health funding, and health and sanitation infrastructure are generally poor, particularly in rural areas. The current state of healthcare facilities, the size of population and its growth, open the door of opportunities for this segment of the Company. The keen interest of private groups is expected to improve the quality of life of common man as well as more business opportunities for the Company.
22
Roll # W588478
MAXIMIZATION OF SHAREHOLDERS WEALTH

One of the social responsibilities of an institution is performance. The ultimate motive of the performance is to maximize the return of shareholders. With an excellent track record of performance, Siemens is able to successfully achieve this motive and prove socially responsible. Siemens gives utmost importance to share its performance with its shareholders by declaring excellent cash dividends and resultantly appreciation of market price of its shares which is influenced by market forces. DIVIDEND Consistent with last years and considering the excellent performance during the financial year ended on September 30, 2009 and to appropriately meet the expectation of our valued members while conserving the resources to meet the future financial requirements, the Board of Directors recommends a final Dividend of Rs. 60 per ordinary share of Rs. 10 each (600%). This is in addition to the interim dividend of Rs 30 per ordinary share (300%), already paid, making total dividend for the year ended September 30, 2009 of Rs 90 per ordinary share (2008: Rs 90 per ordinary share i.e. 900%). SHARE PRICE APPRECIATION The ordinary share of Rs 10 each of the company is valued at Rs 1,415 as at September 30, 2009, signifying not only the sound base of the Company built over years of continuous success but also the confidence of our members on the Company. The members of the company have benefit from investing in the Company and have witnessed manifold increase in worth of their holdings over decades.
23
Roll # W588478
KEY OPERATING AND FINANCIAL DATA
24
Roll # W588478
25
Roll # W588478
NEW ORDERS:
New orders of Rs. 16 billion have been received during the year showing a diminution of 69% over last year. This significant reduction in new order value is mainly attributable to two factors. Firstly, in the previous year we were able to secure extraordinary order intake due to boom in the UAE market. In the current year we were not able to secure any major order. Secondly, the local market also witnessed a dull situation not only because of the financial crisis but also due to the domestic economic and political conditions.
SALES TURNOVER
The Company was able to achieve the highest turnover volume in its history as the turnover reached to Rs 36 billion showing an increase of 34% over previous year mainly duet projects being undertaken in the energy sector. The total Turnover includes business of Rs. 21.5 billion (2008: Rs. 12.4billion) conducted in Dubai, UAE and in Afghanistan in the area of construction of High Voltage substations, registering growth of 74% over last year. This increase was attributable to execution of orders received in the previous
year.
26
Roll # W588478
PROFITABILITY:
Despite all the odds in UAE and Pakistan market and the unfavorable business conditions, the Company has managed to achieve profit t before tax of Rs. 2.1 billion, showing a decline of 16% as compared to the corresponding previous year. Inline with profit t before tax, profit t after tax also recorded a decrease of 19%. The main contribution of erosion of profit stabilitys the unfavorable exchange rate movement.
27
Roll # W588478
EARNINGS PER SHARE

The earnings per share (EPS) after taxation was Rs 165.53(2008: Rs. 203.60). As there is no movement in the number of shares, the only contributor to this decline in EPS is the Low profit stability.
CAPITAL INVESTMENT & FUTURE COMMITMENTS:

During the year, the Company strengthened its manufacturing capacity. The vapor face oven for large transformer was completed during the year at a cost of Rs 160 million including its building, which is an integral part of our new 220Kv power transformer manufacturing facility commissioned last year. Rest of the capital investments were mainly undertaken on account of miscellaneous replacement, modernization, and capacity enhancement of plant and machinery, extension of office blocks and procurement of vehicles. As of September 30, 2009, the financial commitments of the company towards procurement of capital goods were Rs26.584 million.
28
Roll # W588478
29
Roll # W588478
BALANCE SHEET
30
Roll # W588478
BALANCE SHEET
31
Roll # W588478
PROFIT AND LOSS ACCOUNT
32
Roll # W588478
CASH FLOW STATEMENT
33
Roll # W588478
REVENUE:
34
Roll # W588478
STATEMENT OF CHANGES OF EQUITY
35
Roll # W588478
NO OF EMPLOYEES IN SIEMENS
There are lot of employees work over their like Human resource department,, energy sector, health care, finance department , Information technology department , Sales department, Purchase department, etc and also working in Lobar department .there re lot of labor work over their and got lot of benefits . Here employees are based on a. Permanent employees b. contractual employees Trainees c. Business unit contract Local contract d. Third party contract
36
Roll # W588478
PRODUCT LINES
Products
Industrial

Industrial Instrumentation (Sensors and Controls) Gas & Steam Turbines SENTRON Low voltage switchgear SIRIUS Controls SINAMICS & Perfect Harmony drives Electric motors SIMATIC Programmable Logic Controller (PLC) SIMATIC Human Machine Interface (HMI) SIMATIC PCS7 Distributed Control System (DCS) SINTESO Fire detection system SINUMERIK Computerized Numerical Control (CNC) SIMATIC Automation Designer
Telecommunications

Telecommunication Service Platform, the TSP 7000 Gigaset, Home entertainment products, including Gigaset M740 AV, a set-top box to receive TDT and integrate it in a domestic network (using WLAN or cable), i.e. for home streaming media. Hicom Trading E Hicom 300 Hi Path HiQ 8000 Soft switch HIE 9200 Soft switch MSR32R EWSD telephone exchanges SPX 2000 small digital telephone exchange (rural) Siemens Giga set cordless telephones Open Scape Voice (Hi Path 8000) Siemens Mobile Phones - divested to BenQ in 2005 Radio and core products for 2G and 3G Mobile Networks (GSM, UMTS, ...)
Transportation

Siemens-Adtranz LRV Duewag/Siemens 1435 mm Combino Low Flr LRV MX3000 Metro car for Oslo (SGP Wien works) - Oslo T-bane, Norway CAF S4000 Metro - Barcelona Metro Schindler/Fiat-SIG/Adtranz Cobra Be 4/6 Low Floor LRV - Zurich VBZ Class H Metro 5001 - Berlin BVG
37
Roll # W588478
SWBSiemensr NGT 6D LRV - Bonn, Germany EuroSprinter electric locomotive C651, Mass Rapid Transit (Singapore) Desiro, ICE (or Velaro), and Transrapid trains Siemens Modular Metro: Siemens (train), Melbourne, Australia EMU321, EMU341 - TRTC, Taipei VL256 (original from MATRA) - TRTC, Taipei Kaohsiung Mass Rapid Transit System KMRT Viaggio and Viaggio Light (for Israel Railways)
Control Systems

SIMATIC PCS 7 Process Automation System for Process and Hybrid industries Siemens SPPA-T2000 Control System (formerly Teleperm XP) Siemens SPPA-T3000 Control System (For Electrical Power Generation Control)
Healthcare

Acuson Antares Ultrasound Acuson Cypress Ultrasound Acuson S2000 Ultrasound ARTISTE Linear Accelerator AXIOM Aristos AXIOM Artis AXIOM Iconos AXIOM Luminos dRF AXIOM Multix AXIOM Sensis Biograph TruePoint PET.CT DocuLive, EPR Dynamics, Multi-modality image review, reporting, and PACS E.Cam Signature Series Gamma Camera Magnetom C!, a low field open MRI (.35T) Magnetom Avanto, a Tim system MRI (1.5T) MAGNETOM Essenza, a Tim system MRI (1.5T) Magnetom Espree, a Tim system, open bore MRI (1.5T) Magnetom Espree Pink, a Tim system, breast dedicated open bore MRI (1.5T) Magnetom Symphony (1.5T) Magnetom Symphony, a Tim system (1.5T) Magnetom Trio, A Tim System, ultra high field MRI (3.0T) Magnetom Verio, A Tim System, ultra high field MRI (3.0T) Mammomat Inspiration Mammomat Novation Mobilett
38
Roll # W588478
Responsible Committee To ethical and responsible actions Excellent Achieving high performance and excellent results Innovative Being innovative to create sustainable values
39
Roll # W588478
To remain market leader and technology pace setter in the engineering and electronics industry by utilizing the high-tech engineering expertise of the Siemens Group worldwide. To maintain our strong and prominent local presence.
40
Roll # W588478
To realize our vision by: Providing quality to our customers t competitive prices, to their complete satisfaction Generating earning sufficient to ensure secure future for the company and to protect and increase our shareholders /stakeholders investment To enhance creativity and job satisfaction of our employees by providing opportunities for personal development, limited only by their own ability and drive. To contribute to the national economy ,whilst realizing strong sense of responsibilities to society and the environment To enhance the investment of our customers through human Excellence, our technology, our processes, our high standards of quality and financial strength. To support and strive for technology transfer to Pakistan through our global resource and local presence.
41
Roll # W588478
MISSION
1. CUSTOMER 1.1 To determine and hire the right person for the right job 1.2. Deliver on Shared Services Roles 1.3. Manage and deliver on HR Calendar of Events 1.4. Completion of Organization Targets
GOALS/TARGET
1.CUSTOMER 1.1 Specific Job Profiles completed as identified in Company targets. 1.2 Integrate delivery time and turn around as per e-mail from CFO 1.3 Constantly monitor HR calendar 1.4 Monitor completion of targets and escalate for assistance as necessary. 1.5 Improve service delivery & quality rating.
STRATEGY 1. CUSTOMER
1.1 Appropriate Job Profiles with clear job descriptions and skill set 1.2 To comply with HR Calendar of Events 1.3 To achieve targets derived from Customer Satisfaction Survey
MISSION 2. FINANCIAL
2.1 Develop and deliver efficient and competitive SLA 2.2 Enhance Productivity 2.3 Reduce Costs
GOALS/TARGET 2. Financial
2.1 SLA delivery under the new structure of SMD 2.2 Improve time and timelines of delivery
42
Roll # W588478
STRATEGY
2. Financial
2.1 Cover service areas through SLA and maintain productivity 2.2 To provide Customers economical services and to be benchmarked as The lowest in the regional cluster 2.3 Approx 8 Mio Indirect savings through payroll, travel, recruitment and training related services
MISSION
3. EMPLOYEES
3.1 Determine and fulfill on Competency Development 3.2. Enhance creativity and job satisfaction
GOALS/TARGET:
3. EMPLOYEES:
3.1 Deliver according to People Strategy Competency development program 3.2 Determine KPIs from Customer Satisfaction Survey
STRETEGY:
3. EMPLOYEES
3.1 People Strategy fulfillment 3.1 Orientation and Open Sessions 3.2 Development of Action Plans
MISSION
4. PROCESSES 4.1 DQS Audit 4.2 HR Policy Manual 4.3 Alignment with global HR policies / procedures
GOALS/TARGET
4. PROCESSES 4.1 Rigorous follow up plan as per audit findings 4.2 Improve policy manual to reflect both transparency and quality. 4.3 Improve existing processes & Policies
43
Roll # W588478
STRATEGY
4. Processes 4.1 As per HR Schedule of Events
44
Roll # W588478
We identify Customers needs
We combine Products & Engineering Services
We provide One Window Operation through Key Account Management
We market Solutions not Products
We grow with Customers
45
Roll # W588478
This report is a necessary part of MBA degree program. Department of Human Resource management And STP may 16th ,2010 April of my learning experience with SIEMENS Pakistan co Engineering limited begins with my joining from March 1st , 2010 to
I would like to highlight this that my experience with SIEMENS was very memorable and full of HRM practices are described in relation with their functions to improve performance. After the detailed description of SIEMENS HRM practices some recommendations are given to remarks.
46
Roll # W588478
ORGANIZATION STRUCTURE OF SIEMENS

Since 1 January 2008, the company is divided into 3 sectors and a total of 15 divisions.
Industry Sector
o o o
Drive Technology Industry Automation Building Technologies

Fire Safety & Security Products Security Solutions Heating & Ventilation Products Building Automation
o o o o o o o o
Industry Solutions Water Technologies Metal Technology Division Mobility Osram Market Specific Solutions Financial Solutions IT Solutions and Services (This division is scheduled to no longer be a part of Siemens AG starting July 1, 2010. It is rumored that it will be purchased by a number of different organizations including Infosys and the BBC.)
Communication Networks
Energy Sector
o o o o o o o
Fossil Power Generation Renewable Energy Oil & Gas Service Rotating Equipment Power Transmission Power Distribution Financial Solutions
47
Roll # W588478
IT Solutions and Services
Healthcare Sector
o o o o o o
Diagnostic Imaging and Therapy Laboratory Diagnostics Infrastructure Solutions Hearing Instruments Financial Solutions IT Solutions and Services
48
Roll # W588478
FINANCIAL MANAGEMENT
Siemens is committed to a strong financial profile, which gives us the financial fl edibility to achieve our growth and portfolio optimization goals. Our principal source of Company financing is cash inflows from operating activities. Our Treasury generally manages cash and cash equivalents for the entire Company and has primary responsibility for keeping funds available as and when required. In addition to excess liquidity the Company has more than Rs. 4.7 billion credit lines with various banks .At September 30, 2009 the Company held Rs. 1.403 billion in cash in various currencies which were managed by Treasury. Treasury carefully manages investments of cash and cash equivalents to optimize profits subject to strict risk and credit requirements.
Cash Flow
49
Roll # W588478
CASH FLOW MANAGEMENT

In the area of cash flow, weve set a cash conversion target of one minus the Companys growth rate. Positive cash flow is vital if we are to make the investments necessary to generate future growth. The company gives utmost importance to its positive cash flows and controls its financing and investing Activities accordingly. Company and segment level analysis of cash flows are performed on a monthly basis against budgets and forecasts and corrective actions are taken where necessary. A certain percentage of variable income of employees is based on positive cash flows in their areas of responsibility.
50
Roll # W588478
HIERARCHYOF SIEMENS
51
Roll # W588478
HUMAN RESOURCE MANAGEMENT OF SIEMENS ENG.PAKISTAN. COMPANY LIMITED

52
Roll # W588478
ORGANIZATIONAL STRUCTURE OF SIEMENS HR DEPARTMENT The organizational structure of siemens is decentralized. Name Director HR Mr. Amin Bandhani amin.bandhani@siemens.com
Function
Director
Ms. Jennifer Nathaniel (Secretary) jennifer.nathaniel@siemens.com
Secretary Birthday Cards B-Forms & Increments of Non-Executives
Departmental Support
Personnel Development Mr. Naukhez Arslan naukhez.arslan@siemens.com
Head of Personnel Development
Mr. Syed Ghazanfar Ali ali.ghazanfar@siemens.com HR IT Landscape PMP SCD GID IDD SMR eRecruitment Organization Chart
Ms. Saima Sadiq saaima.sadiq@siemens.com BA Campus Online Trainings Open House Sessions Trainee Orientation Exit Interviews
53
Roll # W588478
Mr. Mudassir Mustafa mudassir.mustafa@siemens.com

QMR
Key Account Officer Industry Sector PLE
Ms. Wajiha Alam alam.wajiha@siemens.com
Key Account Officer Energy Sector
Ms. Mahmoona Bashir mahmoona.bashir@siemens.com Key Account Officer Healthcare Sector & Corporate Departments ERF Management
Ms. Sarwat Chawla sarwat.chawla@siemens.com PD Team Assistance Training Calendar of Events SLA Charging for Trainings Medical Profile Update IT Support
Mr. Rana Fahid Rasheed fahad.rasheed@siemens.com University Liaison Program Internships Student F/Y Project Student Trainee Entry Tests Trainee Outstation Allowance

Mr. Salman Haider haider.salman@siemens.com Training & Development PM@Siemens Training Execution Foreign Training Bonds

Personnel Administration Mr. Rashid Iftikhar rashid.iftikhar@siemens.com

54
Roll # W588478
Head of Personnel Administration
Mr. Syed Abrar Hussaini abrar.hussaini@siemens.com Mr. Syed M. Arshad arshad.mohammad@siemens.com Mr. Kamran A. Khan khan.kamran@siemens.com Mr. Fawad Usmani ali.usmani.ext@siemens.com
Contract Employees Unit Contract Renewals Contract Employee's Payroll
Taxation Contract EOBI & Final Settlements Company Cars Business Cards Long Service Jubilee Certificates

MBO & IBB Admin. Expats Handling & Delegation Increments & Promotions Bonus Budget Final Dues Deputations LFA Monthly Reporting Dept. Cost Tracking SLA Charging
Mr. Zafar Ahmed
zafar.ahmed@siemens.com
Mr. Zeeshan Anis
zeeshan.anis@siemens.com
Mr. Muhammad Asad muhammad.asad@siemens.com Travel Admin & Expenses Settlement Travel Advance Corporate Credit Cards Visa Letters Traveling Claims/ Vouchers

Payroll Administration
55
Roll # W588478
Mr. Imran Ahmad ahmed.imran@siemens.com
Taxation
Medical Reimbursement Salary Certificates Monthly Tax Reporting Salary Advances EOBI Group Insurance Bank Loans
Mr. Kamran A. Khan
khan.kamran@siemens.com
Mr. Asif Munir asif.munir@siemens.com

Mobile Phones Admin. Attendance & Leave Admin.
Mr. Shahid Alam Baig shahid.alam@siemens.com Employee ID Cards Travel Invoices Visa Charges Conveyance Vouchers

Mr. Mohammad Ali Maujee ali.maujee@siemens.com Provident Fund Account Management PF Loans PF& Gratuity Dues Employee Feedback Surveys Vendors Due Diligence Cluster Level Support Stock Options/Awards
nasir.soomro@siemens.com Filing Personnel Records Dispatches

Mr. Qamarul Islam

56
Roll # W588478
qamar.siddiqi.ext@siemens.com (CTI) Management of Provident Fund Gratuity Fund EOBI Contractual / Outsource Staff (CTI)
Mr. Rauf Rehman rauf.rehman@siemens.com
Head of HR Dubai Branch
57
Roll # W588478
ORGANIZATIONAL HIERARCHY OF SIEMENS HR DEPARTMENT
58
Roll # W588478
Employees at their full potential
To enhance creativity and job satisfaction of our employees by providing opportunities for personal development limited only by their own ability and drive
59
Roll # W588478
HUMAN RESOURCE PROCESS IN THE SIEMENS

a.] HUMAN RESOURCE PLANNING AND FORECASTING FORECASTING HR REQUIREMENT METHODS TO FORECAST HR NEEDS
HR planning is the process by which the Management determines how an organization Should move from its current status from the desired position of human resources. Through Planning, management strives to equip with the right number, right type, at right places, at right Time to do the right kind of jobs
IMPORTANCE: Future personnel needs creating highly competent personnel
ional strategies
OBJECTIVES
PLANNING
skills and ability of existing employees
60
Roll # W588478
To foresee the impact of technology
PLANNING PROCESS 1. Analyzing organizational plans. 2. Demand forecasting forecasting overall human resources requirements in accordance with the Organizational plans. 3. Supply forecasting obtaining the data &information about present & future human resource. 4. Estimating the net human resources requirements. 5.Incase surplus, plan for redeployment, retrenchment and lay-off. 6. Incase deficit, forecast future supply of human resources 7. Plan for recruitment, development if supply is more than or equal to net human resource requirements. 8. Plan to modify or adjust the organizational plan if supply will be inadequate with reference to future net requirements
FORECASTING TECHNIQUES a) Managerial judgment b) Ratio trend analysis c) Work study techniques d) Delphi technique e) Flow model
SUPPLY FORECASTING
61
Roll # W588478
1. Existing human resources 2. Potential losses to existing resources through employee wastage. 3. Potential changes to existing resources through internal promotion. 4. Sources of supply siemens from within org 5. Sources of Siemens supply from outside the org.
DEMAND FORECASTING
Process of estimating future people required Its basis must be the annual budget and long-term Corporate plan. Considers: 1. External factors: competition, change in technology, laws and regulatory bodies. 2. Internal factors: budget, organizational structure, production levels etc.
62
Roll # W588478
HR FUNCTION OF SIEMENS
RECRUITMENT & SELECTION The recruitment and selection of employees are driven by qualification, merit and fitness. Progress within the company depends very much on employees ability, dedication and loyalty towards the company. Employees who engage themselves in continuous learning and consistently strive for improvement in their knowledge, skills and attributes excel with the Organization. It is the company's practice to promote its own staff to higher positions whenever possible. Our managers set clear, ambitious and inspiring goals. By leading on the basis of trust, we empower our people to make their own decisions. We demonstrate courage and conviction when introducing necessary changes. We expect out managers to serve as role models in everything they do. The company reserves the right to transfer the employee within the organization as and when the need arises. Employment is subject to obtaining a satisfactory medical report from the company appointed doctor and presentation of previous employer reference and/or resignation acceptance, wherever applicable. The Sourcing and Recruitment policy aims to define a uniform framework of standards that support the presence of Siemens as a technology leader in the market. These policies structure our internal standards and processes for excellence in selection and recruiting. WHAT IS THE PROCEDURE OF RECRUITMENT AND SELECTION? 1. Job Analysis : Job Specification : Job Description 2. Orientation 3. Selection 1. EMPLOYEE SELECTION PROCESS: 1.1: vacancy 1.2: Trainee test 1.3: Test Qualify (HR Interview) 1.4: short list offered 1.5: letter issue 1.6: Orientation
63
Roll # W588478
SIEMENS
RECRUITMENT APPLICATION FORM
POSITION APPLIED FOR: APP. NO.:
I. Name: II. Marital Status: III. Nationality: IV. Contact Nos. V. Academic Qualification: VI. Field Of Study: WORK EXPERIENCE Name Of Organization Duration FROM TO Position Reason For Leaving
PHOTOGRAPH
VII. Contact of Previous Employer: VIII. Salary Last Drawn: .. IX. Salary Expected: . X. Is Your Field Of Study Different From Your Current Area Of Responsibilities? YES NO PARTIALLY
XI. Do you have any relatives working in siemens or who have worked in siemens? YES NO If Yes, provide details XII. Are you willing to work in other cities or towns in Pakistan? YES NO XIII. How many working members are there in your family?.... XIV. Why Siemens? XV. Your key strengths: a. b. c. .. XVI. Your weaknesses: a. b.
EMPLOYEE REQUISITION
64
Roll # W588478
Employee Requisition Form is used when a new hiring is required for a unit. This form applies to Permanent, Contract and Trainee positions. It is also used for conversion of Contract to Permanent employees, Trainee to Permanent or Trainee to Contract. The form is forwarded to HR, Recruitment Services with associated documents and signatures as stated on the ERF. EMPLOYEE REQUISITION FORM
From (BU / Dept): TO: Human Resources Please refer to: Date:
Receiving Date
1. POSITION PROFILE (please fill separate profile

Nature of job: Trainee Permanent Contract Project
Proposed Designation:__________________________ Number Required (if more than one): ___________ Appointment Date(s): ____________/ ____________/ ____________/ ____________/ ____________ Proposed Grade: _______________________________ (For permanent employment only) Proposed Gross Salary Range: From Rs __________To Rs. ____________ (Not applicable for trainees) (Variation between From and To Range should not be greater than 10%) Benefits: Cell Phone _______________ Vehicle: ________________ Others ______________________ IBB / MBO ________________ Allocation Rate: ___________________ Internal: Seating Available Computer Available Stationary Available Probation Period (for permanent employment only) : ___________ months
Duration of Contract (for Contract / Project employees only):___________ months Location (City): ____________ __________ Project Name & Order Number (For Project Employment): ________________________________________ SOURCING METHODOLOGY:
Head Hunters ________ eRecruitment _________ Print Media _________ Job Portals (External) ________________ University Posting _________________________________ Internal Advertisement ______________________________
65
Cost Centre:
Roll # W588478
REASON FOR REQUISITION (Please one of the following):

Replacement of Mr. / Ms. ___________________________ as per budget for the business year 200__ / 200__ New appointment as per budget for the business year 200__ / 200__ An additional appointment for which no provision could be made in the budget for the business year 200__ / 200___ Trainee to Permanent / Contract ___ Contract to Permanent Contract Expiry Date: __________-
EMPLOYEE SALARY PRESENT COST (Only for replacements)

Same Changed Value _______________ (Justification if more than 10% increase): ______________________________
Justification for Non-budgeted appointment (Please enclose separate attachment if required):
Justification for budgeted appointment:

Project Execution Productivity Improvement Business Continuity Mission Critical
ED (signatures with stamp)
DD (signatures with stamp)
GM / DGM (signatures with stamp)
2. for each position)

Function: Engineering
I.T / OI HR Design QA Audit Production Finance/Accounts Sales Projects Business Administration
Others __________________________________
66
Roll # W588478
JOB PROFILE
Job Profile Form is used for all new employees to prepare a structured description of the individual tasks and the skills necessary for the position. The form assists in clearly outlining the job responsibilities of the position and the skills and knowledge required.
The form is used for discussion of supervisor with the new employee in order to have clarity of role. It can also be used for recruitment for the position as well as analysis of competencies and subsequent gap analysis.
JOB PROFILE FORM
Job Profile
valid from:
responsible:
Name of Function Country
Org. Unit Dept. / Location Function Type

Division/GroupCorporate Division/Group- Sales Regions Regions Customers/Partner/Associations National International
Basic Data
Job Family
Corporate Division/Group
Position Level
Product Busines s Sy stem Business Solu tion Bus iness
Mission of Function Dimensions of Function Contacts (internal / external)
Areas of Responsibility / Tasks

Priority What - How - Why
Responsibility
Mnt criteria (Optional)
Tasks
67
Roll # W588478
C o m p e t e n c i e s
Techniques (Technologies / Mthodologies / Professional Knowledge)
Level B/A/E
Business Relevant.
Knowledge
Experience
Essential (today and in future) Professional

Variety of Business
Project / Process
Variety of Function Areas
Leadership
Variety of Function Types
Intercultural
Variety of Cultures
EDGE
ENERGY
Initiative Change orientation Learning Business competence
ENERGYZE
Communication Skills Network built on trust Coaching & Mentoring Team player
EXECUTE
Analytics Decision making Result and quality orientation
PASSION
Customer Focus Professional ethics Siemens values
Capabilities
Unlimited thinking Entrepreneurial spirit Self determination Strategic judgment
68
Roll # W588478
NEW EMPLOYEE INDUCTION / ORIENTATION / ON THE JOB TRAINING: New Employee Induction / Orientation / On the Job Training Form are used for all new employees to provide an integration plan and increase the awareness of the business environment. This form has to be submitted along with the Employee Requisition Form. .One of the roles of HR is to follow up with the employee, on a periodic basis, the progress and follow through of this plan.
From (BU / Dept): TO: Human Resources Please refer to: Date: Receiving Date
Name of Candidate: _____________________________________________ Designation: ____________________________ ______________________ Qualification & Institute: ____________________________ ______________________ Test Score (if applicable): ________________________________________ Date of Appointment: ____________________________________________ Proposed Remuneration (as per employee requisition form): Rs. __________ Any other conditions (as per employee requisition form): _______________________________________ ___________________________________________________________________________________ Candidate profile matches with the approved Job Profile of this position. Yes / No If No, please specify reason and attach revised Job Profile.___________________________________ __________________________________________________________________________________ ----------------------------------------------------------------------------------------------------------------------------- -----------------ED / DD (signatures with stamp) GM (signatures with stamp) DGM (signatures with stamp)
(not applicable where GM/DGM are available)
Salary Brea (to be filled by HRD) In case of Trainee to Permanent / Contract to Permanent, Gross Salary in previous position is: Rs. ________________ per month Grade & Step Basic Salary House Rent Conveyance Allowance Utilities Allowance Other : _________________________ : Rs. ________________ per month : Rs. ________________per month : Rs. ________________per month : Rs. _________________per month : Rs. _________________per month
TOTAL : Rs. _________________per month -------------------------------------------
69
Roll # W588478
SELECTION ADVICE Selection Advise is sent in by the business unit after an employee has been selected to be hired. The Entry selection Level of Tests a at candidate can take place through Job a number of avenues: external.
Universities,
e-Recruitment,
advertisements
The hiring decision takes place upon use of the Interview Evaluation Forms (see below for further details on Interviews).Only interviews conducted by DGM Level and above are acceptable. It is mandatory to have 3 interviews conducted prior to selection: BU raising the ERF, Neutral BU and Human Resources. The form is also used for Trainee to Permanent employees or Contract to Permanent employees. ERF TRACKER ERF Tracker provides the status of all requisitions open in the system. The ERF Identifier is a unique number assigned to a requisition and provides a mechanism of tracking each requisition from receipt at HR Recruitment Services (complete ERF), approvals at each step and hiring status. It is therefore very important to receive Interview results as soon as interviews are conducted. The tracker is mailed to BU Heads each week E-RECRUITMENT E-Recruitment is an application of internet used to recruit / hire the right employee for each position. The objective of this application to have a one stop information center for each potential candidate as per hiring guidelines of Siemens AG and Siemens Pakistan. With the approval of each ERF, a Job is opened on e-Recruitment in order to receive applications against the required Job Position, track CVs short-list candidates, call for tests and interviews. Test scores are also maintained in this application. The Interview status is also available for the Key Account Officers to view and follow the status of each interview.
How to access the application: Passwords and demonstrations of the system have been offered to business units. For further enquiries, please contact the HR IT Coordinator for access to this systems
70
Roll # W588478
New Employee Integration - The purpose of this method is to describe a set of activities to be performed in order to integrate new employees in as fast and efficient a manner as possible. Employee Joining Package The purpose of this package is to provide new employees with all the required information and documents to facilitate a safe and successful transition into new working environment. EMPLOYEE JOINING PACKAGE A few of the documents present in the Joining Packet are:
Target agreements is an agreement form that is filled up by the concerned supervisor and the employee. It comprises of targets and deadlines that need to be set for the responsibilities and tasks concerned employee. This form is your achievement catalog and is used for final performance evaluation at the end of the year. TARGETAGREEMENTFORM EMPLOYEE HANDBOOK The purpose of the Employee Handbook is to provide the employee with comprehensive information about Siemens Pakistans rules and regulations. PAYROLL NUMBERS: are issued upon receipt of completely filled documents in the Joining Packet. Therefore it is compulsory to submit documents on time to your HR Coordinator ORIENTATION PROGRAMS Orientation Programs are conducted for all new employees. HR holds a session to describe the purpose and intent of the Joining Packet and the correct utility of the enclosed forms. Items covered: Organization overview HR Policies
71
Roll # W588478
INTEGRATION OF EMPLOYEES
The Orientation Program is held every month by HR on scheduled dates.
Please visit our Training and Development section to review our Internal and External Training Calendars. ASSESSMENT CENTERS NEW HIRING UNDER CONSTRUCTION Assessment Centers are conducted for varying levels of employment in the business. Level 1: Entry Level Entry Level Tests are conducted each Friday, 9:30 a.m. to 12:00 pm INTERVIEW PROCESS Intelligent and effective interviews form the cornerstone of good hiring techniques. Interviewing is also an art that few people possess but most can master. Interview Evaluation Form is used for the evaluation of candidates. It must be filled and returned to the Key Account Officers once the interview has been conducted. Feedback from the interview is entered into the E-Recruitment application in order to maintain track of the applicant while he/she goes the various phases of selection. This is of benefit to both HR and the business units. INTERVIEW EVALUATION FORM Interview Evaluations Guidelines provide a list of questions as per the Siemens Leadership Capabilities. Both condensed and details user guidelines are available on how to evaluate candidates.
72
Roll # W588478
TRAINING & DEVELOPMENT

TRAINING AND DEVELOPMENT:
1. PURPOSE:
To develop the abilities of employees to satisfy the current and future needs of organization.
2. SCOPE:
All employees of Siemens Pakistan are covered under this procedure except trainees.
3. DEFINITIONS: a) WHAT IS TRAINING?
Activities and programs that helps employees to perform their jobs effectively.
b) WHAT IS DEVELOPMENT?
Represents activities that prepare an employee for future responsibilities.

C) WHAT IS INTERIM TRAINING?
Training not scheduled in local training plan but arranged
PROCESS:
1. Training Need Analysis by BU / Dept. / Division 2. Local training plan and arrangement of training by HR 3. Foreign training plan and travel arrangements
EMPLOYEE DEVELOPMENT:
Procedure (Local Training)

1. Training Need Analysis 2. BU / Dept. / Division perform training need analysis and record at their end. 3. After FC announces deadlines for the receiving of budgeted figures for the next business year, BU / Dept. / Divisions send their LTP based on training need analysis. BU / Dept. / Divisions send this LTP for next business year (Oct Sep) to HR. It specifies training needs for employees.
73
Roll # W588478
4. HR records the LTP and sends schedule of available courses for the first quarter of business year (Oct-Dec) for nominated employees to BU / Dept. / Divisions. The schedule of available courses is sent again during the period January to September to BU / Dept. / Division. It depends on schedule of courses received from institutes. 5. In case of non-availability of employee on scheduled dates, BU / Dept. / Division can withdraw or reschedule the course in the following periods. HR records this change and the course is rescheduled when offered next time. 6. If no changes are required by BU / Dept. / Division, LTP is finalized by HR.
7. Request can be made for course(s) not scheduled in LTP. This request must be approved by Executive / Divisional Director before sending to HR. 8. HR arranges course registration for employees with training institutes. 9. Training institute sends course confirmation to HR. 10. HR can arrange in-house course based on number of nominations. This however, is not mandatory. 11. Necessary arrangements for in-house course, if arranged are made in coordination with CSG department. 12. HR intimate employee(s) about course venue and location. 13. Employees attend course on given date and venue. 14. Employees are due to provide their feedback on completion of training course. 15. It is the responsibility of BU / Dept. / Division to evaluate the effectiveness of training course. PROCEDURE (FOREIGN TRAINING) 1. BU / Dept. / Division perform training need analysis and record at their end. 2. After FC announces deadlines for the receiving of budgeted figures for the next business year, BU / Dept. / Divisions send their FTP based on training need analysis. BU / Dept. / Divisions send this FTP for next business year (Oct Sep) to HR. It specifies training needs for employees. 3. BU / Dept. / Division arrange foreign training and inform HR accordingly.
74
Roll # W588478
4. BU / Dept. / Division can also arrange interim training with the approval of Division Head. 5. Travel arrangements including bond are made as per travel administration procedure (SP603). 6. Employee(s) are due to provide their feedback upon return. 7. It is the responsibility of BU / Dept. / Division to evaluate the effectiveness of training course.
75
Roll # W588478
PERORMANCE MANAGEMENT
Confirmation of Service Upon completion of the probation period or the training period, HR sends out an Advise to the business units. This is basically a confirmation, by the business unit, that work thus far has been performed satisfactorily and the said employee or trainee may be considered. To be made permanent (Satisfactory medical report and PEC mandatory)

To extend probation To extend training To offer a contract position To separate
In the event of non-receipt of return advice from the BU, the employment/training stands terminated. There is, hence, no employment contract between the company and the candidate upon expiration of services. 1. PURPOSE: To define the procedure for performance appraisals, increments and promotions of the employees. 2. SCOPE: The procedure is applicable for unionized (staff only) and non-unionized Permanent Employees. Trainees, Contract employees, workers and those Compensated through MBO are not covers in this process. 3. DEFINITIONS: a) WHAT IS PERFORMANCE APPRAISAL? Process of evaluating employees performance. b) WHO ARE UNIONIZED EMPLOYEES? Employees who are covered under union management agreement. In Siemens Pakistan workers and staff from Grade 1 to Grade 16 are entitled for union membership.
76
Roll # W588478
c) WHO ARE NON-UNIONIZED EMPLOYEES? All employees of Siemens Pakistan working in grade S0 or above. PROCESS: 1. Performance appraisal of employees in grade S0 and above is done through Feedback Dialogue (FD). 2. These forms are sent to concerned BU / Dept. / Division Heads in the last quarter of each year. 3. Concerned managers fill FD of their employees after dialogue. Managers must ensure that the employees sign the respective forms. 4. BU / Dept / Division send copies of FD to HR. 5. The activity is repeated next year and original FD of previous year is sent by BU / Dept. / Division along with the copy of new FD. 6. All these forms are recorded and filed in employees personal files.
PROCEDURE (INCREMENTS & PROMOTIONS - OFFICERS) 1. In the last quarter of each year CFO and MD provide guidelines to HR for the increments and promotions for the following year. 2. HR prepares allocation sheets based on guideline provided by CFO and MD. Allocation sheets specifies amount to be allocated for Divisions. CFO and MD are required to approve allocations for increments and promotions for further processing. 3. HR sends increment / promotion summary sheet to Division Heads along with covering memo mentioning the allocated amount for the Division. 4. Increment / promotion sheets are filled by BU / Dept / Division management and sent to HR for further processing. 5. HR verifies the increments and promotions granted by BU / Dept / Division and sent it to CFO and MD for approval. These sheets can be returned back to Division Head if, 6. Discrepancies are found in terms of allocations and calculations. 7. No justification is given by Division Head for requesting more than allocated amount.
77
Roll # W588478
8. No justification is given by Division Head for granting exceptionally high increment or promotion to any individual. 9. Final approval is granted by CFO and MD before the issuance of increment / promotion letter. In case of disapproval it is sent back to HR. HR discusses it with Division Head and revisions are made as per requirement of CFO and MD. 10. Once approved by CFO and MD, HR issues increment / promotion letters. 11. All the information is incorporated in payroll accordingly. 12. Increments and promotions 13. Granted subject to receiving of FD. PROCEDURE (INCREMENT & PROMOTIONS NON-OFFICERS)
1. Increments to unionized employees are granted based on completion of one year from previous increment. In case of new employees, increment is granted based on completion of first year of service. A list of employees is generated one month prior to due increment date through SAP. 2. These increments are granted based on union management agreement
3. Increment amount is specified on B Form and sent to Divisional management for approval 4. It is mandatory that employees BU / Dept. Head, Division Head and Director IR sign the B form 5. Once received back, it is signed by Director HR 6. HR sends B Form to CFO and MD for signatures 7. HR issues increment letter to employee(s) and the information is incorporated in payroll according. TRAINING NEEDS LOCAL / INTERNATIONAL: Training Request Form should be filled once the training has been identified between the supervisor and the employee. Please ensure that the program you are requesting has been budgeted. If it has not, a strong case will have to be presented in order for HR to approve the program. All International programs require the approval of the CFO and MD do not recommend requests for
78
Roll # W588478
international programs outside the programs offered by Siemens Learning Campus. Costs budgeted earlier (see above) play a vital role in approval of requested program. TRAINING EVALUATION: We offer a wide array of opportunities for employees to search, decide and attend. Please take a proactive approach in furthering your career development.
Training Calendars provide an invaluable source for employees to select a program. These include InHouse Programs, External Programs and links to various institutes, .HR Trainings and Orientation Programs as well as various initiatives such as Job Profile Training, Performance Review Training, and Target Setting etc INTERNSHIP: In siemens the management gives the internship of universities students. Give opportunities to learn something through practically
INTERNSHIP ATTENDANCE SHEET

DATE 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 IN TIME OUT DATE 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 ______________ IN TIME OUT
79
Roll # W588478
INTERNSHIP REQUEST FORM

Business Unit: ______________________________ Supervisor for Intern: ________________________ Starting Date: _________________ Number of Interns currently in Business Unit: __________ Cost Center____________________________ Extension: __________________________ Ending Date: __________
Fields
Engineering Electrical Electronics Industrial Electronics Telecommunication Bio Medical Industrial Engineering
Fields
Commercial B. Com M. Com BBA MBA BCS ACMA
INTERVIEW EVALUATION
Name of Candidate: Attributes
Drive With Energy
Creativity Initiative E.g.: Describe a situation in which you used your creativity and imagination to create a new product or develop a new approach to things. How did it work? What was the outcome? E.g.: Tell me about time when you presented suggestions and ideas for improvement? 1 1 2 2 3 3 4 4 5 5
Position: Low High
Score Ratings
Impact and Energize

Communication Skills Team Skills Situational Sensitivity E.g.: English language proficiency. Give me an example of a time when you were able to communicate successfully with another person, even when that individual may not have personally liked you. E.g.: What do you share your work, experiences and ideas with your colleagues? Give a recent example. E.g.: Sometimes we are confronted with people who have different attitudes or values from our own. Describe a situation in which you had to work with people who had different values. Describe how you handle the situation. 1 1 1 2 2 2 3 3 3 4 4 4 5 5 5
Guide with Passion

Motivation & Inspiration E.g.: Strong intentions of joining Siemens. Has throughout reasons for it. Describe a situation where you set challenging goals for yourself and others. Describe your though process when you did this. Describe the roadmap you drew to achieve these goals. 1 2 3 4 5
General
Appearance Academic Knowledge Leadership Potential General Knowledge E.g.: Satisfactory dressing and bearing E.g.: Educational background and academic achievements match with the requirement of the position. E.g.: Has demonstrated leadership ability during his academic/ professional career. Has the ability to handle/ resolve conflict. E.g.: Has fair idea about major political, economic developments around the world. 1 1 1 1 2 2 2 2 3 3 3 3 4 4 4 4 5 5 5 5
80
Roll # W588478
STUDENT APPRAISAL FORM

Name of Appraise (s):__________________________________________________________ Business Unit: ___________ Cost: __________Supervisor:___________________________ Extension: _______ Starting Date: ____________ Details of major tasks / assignments performed: 1. ___________________________________________ 2. ___________________________________________ 3. ___________________________________________ 4. ___________________________________________ General Impression on the following aspects: Ratings Low High Creativity /Innovation 1 2 3 4 Initiative ( self Starter, Self Motivated ) 1 2 3 4 Sense of Responsibility 1 2 3 4 Performance in teamwork 1 2 3 4 Communication Skills 1 2 3 4 Development potential 1 2 3 4 General Conduct / Behavior 1 2 3 4 Ratings: 1. Unsatisfactory (< 20); 2.Meets minimum expectations (21-40); 3. Meets expectations (41-60); 4. Partially exceeds expectations (61-81); 5.Exceptional (81-100) Recommendation: Recommended for future hiring Ending Date: ____________ Appraisal of tasks / assignments: 1. ____________________________________________ 2. ____________________________________________ 3. ____________________________________________ 4. ____________________________________________ Tel
Attribute skills
Name of Appraiser Date
Designation
Signature
Department Head
81
Roll # W588478
STUDENT EVALUATION FORM

Business Unit: ___________Cost Center: _______Supervisor: ______________________________
Tel Extension: _______ Starting Date: ____________ Description of activities to be assigned: 1._____________________________________ 2. _____________________________________ 3.______________________________________ 4._____________________________________ Name(s) of Student(s)
Ending Date: ____________
Attributes (For project groups, mention names of all group students and evaluate overall group performance on following
attributes.)
E.g.: Describe a situation in which you used your creativity and imagination to create a new product or develop a new approach to things. How did it work? What was the outcome?
Creativity
Initiative
E.g.: Tell me about time when you presented suggestions and ideas for improvement?
Impact and Energize

Communication Skills Team Skills Situational Sensitivity E.g.: English language proficiency. Give me an example of a time when you were able to communicate successfully with another person, even when that individual may not have personally liked you. E.g.: What do you share your work, experiences and ideas with your colleagues? Give a recent example. E.g.: Sometimes we are confronted with people who have different attitudes or values from our own. Describe a situation in which you had to work with people who had different values. Describe how you handle the situation. 1 2 3 4 5
Guide with Passion

Motivation & Inspiration E.g.: Strong intentions of joining Siemens. Has throughout reasons for it. Describe a situation where you set challenging goals for yourself and others. Describe your though process when you did this. Describe the roadmap you drew to achieve these goals.
General
Appearance Academic Knowledge Leadership Potential General Knowledge E.g.: Satisfactory dressing and bearing E.g.: Educational background and academic achievements match with the requirement of the position. E.g.: Has demonstrated leadership ability during his academic/ professional career. Has the ability to handle/ resolve conflict. E.g.: Has fair idea about major political and economic developments around the world. 1 1 1 1 2 2 2 2 3 3 3 3 4 4 4 4 5 5 5 5
Ratings: 1-Unsatisfactory (< 20); 2-Meets minimum expectations (21-40); 3-Meets expectations (41-60); 4-Partially exceeds expectations (61-81); 5-Exceptional (81-100)
82
Roll # W588478
JOB CHANGES
PURPOSE: To define a systematic procedure for the handling of separation process. 2. SCOPE: This procedure encompasses all the activities related to separation process which includes separation assessment & final settlement. Separation process is initiated through resignation, retirement, termination / dismissal and death. 3. DEFINITIONS: a) WHAT IS RESIGNATION? Voluntary separation requested by employee.
b)
WHAT IS RETIREMENT? Separation on reaching superannuation age of 60 years.
c)
WHAT IS DISMISSAL / TERMINATION? Separation on grounds of disciplinary reasons
d)
WHAT IS PROMOTION? Due to good performance & give the benefits to the org.
f) WHAT IS TRANSFER? Suitable for other department. g) WHAT IS DEMOTION? Employee get not target and not suitable for the place.
83
Roll # W588478
Some examples of action against the Company's code of conduct are as follows: a. Disobedience by an employee by refusing to carry out reasonable instruction. b. Threatening, intimidating, provoking, assaulting, coercing other employees or interfering with the work of other employees. c. Behaving riotously, indecently or in a disorderly manner. d. Slowing down or disputing the work or activities of the Company or influencing others to do so. e. Defacing or damaging the Company's property. f. Involved in theft or fraud of the Company's, or other employees' money or property. g. Possessing or selling drugs or harmful stimulants within the Company's premises. h. Gambling in the Company's premises. i. Attempting to defraud the Company. j. Violation of clauses mentioned in employees appointment letter. k. Any other act which is detrimental to the Company's image or which may disrupt the peaceful working environment of the Company. l. Sexual harassment. m. Continuous non or under performance
84
Roll # W588478
PROCESS OVERVIEW EMPLOYEE SEPARATION Resignation Termination / dismissal Retirement Death / obituary Initial processing of separation / retirement Exit interview Final settlement PROCEDURE (RESIGNATION ACCEPTANCE) Employee willing to leave the company tenders his resignation, in writing to the immediate supervisor he / she is reporting.
It is the responsibility of person in charge to the next higher manager in hierarchy within one day of receiving. A copy should also be sent to HR.
BU / Dept. head upon receiving the resignation discusses his/her concerns and evaluates any redress of grievances.
If employee agrees to withdraw resignation, it is sent to HR for personal file with comments.
If employee refuses to withdraw the resignation, the BU / Dept. head approves his resignation and sends it to HR. A copy of accepted resignation should be sent to Division head for information. HR issues separation letter to employee and sends a draft certificate to BU head to specify the areas employee worked during his / her tenure.
Separation assessment (exit interview) is carried out as defined in procedure-separation assessment (bullet-8).
Full and final settlement of dues is carried out and certificate is given to employee as defined in procedure-final settlement (bullet-9). HR to ensure receipt of signed Statement of Non-disclosure by leaving employee.
85
Roll # W588478
PROCEDURE (RETIREMENT):
A list of employees reaching superannuation age of 60 years is generated at the beginning of each calendar year. HR prepares retirement letter, retirement note and draft experience certificate of employee one month prior to retirement. Retirement note specifies the amount that can be presented as a gift to the employee on his / her farewell. The amount is calculated as per the following guidelines: For staff and workers 50% of basic salary + 50% of cost of living allowance (COLA). For Officers 50% of basic salary.
HR sends retirement letter, retirement note and draft certificate to BU / Dept. head.
After the certificate is received back from BU / Dept. HR prepares the experience certificate. This certificate is given to employees at the time of final settlement.
Exit interview and final settlement are processed for retiring employee as defined in procedureseparation assessment (bullet-8) and procedure-final settlement (bullet-9) respectively.
* Incase of retirement of BU / Dept. or Division Head, the next higher hierarchical level would assume the roles mentioned in 7.3 - 7.4. PROCEDURE (SEPARATION ASSESSMENT): A copy of separation letter is provided to concerned person for conducting exit interview. Exit interviews are conducted for trainees and permanent employees. Based on employee feedback, HR recommends necessary actions and sends a copy of exit interview form to concerned BU, CFO and MD. Follow up on actions recommended is done on quarterly basis through exit interview feedback status report. HR sends a quarterly report to the concerned BU, CFO and MD on actions taken based on exit interview feedback.
86
Roll # W588478
PROCEDURE (FINAL SETTLEMENT) Copy of separation letter is provided to concerned person for processing of final settlements.
HR sends clearance form to BU, FC for the clearance of any outstanding dues. Clearance from within HR is also obtained against any out standing dues.
Once clearance is received, necessary calculations for leave balance, provident fund and gratuity are made based on work instructions.
Salary dues payable are calculated. Deductions like notice period, bond, travel advance are adjusted from final dues if required.
A final summary of dues payable is prepared based on all the previous calculations.
The summary statement along with the approved bank voucher is sent to FC for the preparation of cheque.
87
Roll # W588478
EMPLOYEE COMPENSTION & BENEFITS

1. MODE OF PAYMENT The employee shall have monthly salary credited to his/her personal bank account and he/she is issued a pay slip at the end of the month. The HR Department must be informed of any change in bank account not later than the 20th of the month. 2. PAYMENT OF OVERTIME Overtime is payable in non officer grades subject to approval of the concerned Executive Director/Divisional Director, General Manager, and Deputy General Manger or head of department, as applicable. Overtime is calculated on the basis of applicable rules. 3. PROVIDENT FUND Upon confirmation the employee is entitled to participate in our voluntary Provident Fund Scheme by filling in the relevant forms obtained from HR Intranet Page. Employees subscriptions to the Fund are deducted every month from his/her salary and an amount equal to that subscription is contributed by the Company to employees P.F account. Further details can be seen in the booklet of P.F. guidelines which is provided to the employee upon confirmation. . 4. GRATUITY
Above 6 months up to 5 years Above 5 years up to 10 years 15 working days basic salary per completed year of service or part thereof in excess of six months. 20 working days basic salary per completed year of service or part thereof in excess of six months. 31 working days basic salary per completed year of service or part thereof in excess of six months. 35 working days basic salary per completed year of service or part thereof in excess of six months 35 working days basic salary per completed year of service or part thereof in excess of six months 40 working days basic salary per completed year of service or part thereof in excess of six months
Above 10 years up to 15 years Above 15 years Retirement (irrespective of length of service) Death - irrespective of length of service
88
Roll # W588478
5. EMPLO YEES OLD AG E BENE FIT This is a Government driven pension scheme. The maximum contribution per month is Rs. 300.00 per employee which is paid by the employer. In addition to the employers contribution, the employee has to contribute Rs. 60.00 per month towards EOBI fund which is deducted from his/her monthly salary. Under this scheme the government pays pension to those employees who have retired after reaching the superannuation age of 60 years.
If the nature of job and function demands a mobile phone the same is allotted to them on the basis of recommendations and bill limit from the concerned BU/Dept management and approved by the respective Executive Director.
HR arranges for the mobile connection and the purchase of the Mobile set and subsequent reimbursement is as per the Mobile phone policy. Payment of mobile bill is also routed through HR for verification of the limit. In case of over limit, unless justified the excess amount is deducted from employees salary.
This facility is strictly for official use and all personal & private calls must be paid by the employee. 7. ANNU AL BO NUS Bonus is given to officers on the basis of the following:

The overall financial results of the Company. The performance of their BU/Dept. Their individual performance.
The bonus, however, is not a part of salary, and hence it is not the legitimate right of an employee. Its disbursement is at management discretion entirely.
8. TR ANS FER OF RESIDE NCE If the company requires the services of an employee at a different location from the present place of employment, relocation expenses are paid. Should an employee, at his/her own request, be transferred to another location and the company is able to accede to his/her request for the
89
Roll # W588478
transfer, no relocation expenses are paid by the company. Individual cases of hardship are considered on their merit by the Human Resources and concerned Divisional heads or Executive management. 9. OFFICIAL BUSINESS TRIPS LOCAL AND FOREIGN When an employee is required to travel for official business purposes, an Air Passage Request Form (APR) available on Intranet, is required to initiate necessary travel arrangements. The request is signed as per signature mandate. The rules, regulations and entitlements are mentioned in the travel guidelines However, to avoid discrepancies, employees traveling for official purposes are advised to consult relevant travel consultant in HR before traveling. As per company rules employees are obligated to plan their business trips rationally and economically.
10. INTERNATIONAL DELEGATIONS
Siemens, as a global employer, requires globally attuned and experienced employees as a success factor for the company. Fundamental importance is therefore attached to globally applicable delegation which supports the international transfer of employees.
TR ANSPO RT REI MBURSE ME NT If the employee drives his/her own vehicle for official purposes, he/she may claim mileage reimbursement and parking charges. Staff members who work beyond 10.00 pm can claim taxi fare from office to place of residence. Staff members who attend office on non-working days can claim taxi fare or mileage as per 11 a) and b) above from office to place of residence. The employee is not eligible for the taxi fare reimbursement if he: drives to work on workdays/ in working hours; is provided with a car; Avails Company transport arrangements.
90
Roll # W588478
GROUP INSURANCE All employees are insured under the Group Insurance policy, which provides protection and compensation in case of injury and death during employment.
This Insurance Scheme provides partial or permanent disability and death benefits. The quantum receivable in case of accident is assessable by the relevant authority (insurance agency) through HR.
It is very important that the employee reports promptly to his/her superior of any accident occurring in the course of employees work so that investigation can be carried out prior to the filing of claims due to you.
LONG SE RVI CE AW ARD To recognize and reward loyalty of service to the Company, staff members who are employed on local contract terms and who have completed at least 25 years of uninterrupted service are eligible for long service awards MEDI C AL BENE FITS
The Company provides medical health facilities in Pakistan and Azad Jammu and Kashmir to its employees and their family members (family means spouse and up to4 children) as per their category for consultation, hospitalization, laboratory tests, medication, vaccinations, dental treatment and optometry treatment as and when required. In special consideration, the management may elect to provide healthcare facility during the tenure of employment to those who have temporary nature of job or have a contractual agreement with Siemens Pakistan. Employees of Siemens Pakistan deputed in UAE will be covered under a separate file note for medical services guidelines applicable at Siemens Branch Office Dubai as necessary. Employees traveling on official trip shall be covered accordingly as explained in the traveling policy. Anything not specifically covered in the guidelines, is not admissible for reimbursement and as
91
Roll # W588478
such does not give any right to the employee for lodging any claim whatsoever in this regard. The detailed benefits under cover for each category are provided in the medical guidelines I benefit documents attached as annexure and are available at the HRD web site. A hard copy of this document may be downloaded for reference. Workers and Staff members, who are governed by the Union Agreements, are provided healthcare facilities as per the agreement. Details of any such agreement are available with Divisional Director Administration and Industrial
Relations.MD&CEO and CFO have the discretionary powers to provide, facilitate and authorize expenses beyond the coverage of this policy for an employee or the family for healthcare expenses which may be incurred outside this policy coverage, including foreign countries. Siemens Pakistan reserves the right to add, amend or revoke any of the contained rules, policies, regulations and instructions with notice as circumstances may require. All changes are with immediate effect and will be applicable as per rules. This guideline supersedes all previous file notes, circulars and guidelines issued on the subject of health benefits. MEDICAL FACILITIES SIEMENS Pakistan gives the medical facilities to their employees. 4. HOSPITALIZATION TREATMENT INCLUDING EMERGENCIES
Employees are required to use approved list of hospitals (as available in SP Offices and on HR website) for hospitalization and get prior approval from CMO with regard to hospitalization and dental treatment to avoid non-acceptance or disapproved claim. However, emergencies must be attended to immediately and CMO must be informed within one working day accordingly. Delayed communication of an emergency after one working day may result in non-acceptance or disapproved claim.
5. MEDICAL TREATMENT - PRE~MANCY RELATED
Employees are advised to inform CMO in KHI or MO in LHE, ISB and QUE immediately after confirmation of Pregnancy Test so that he can organize and take care of all future medical treatment in this regard as per entitlement and applicable Limits. All employees have to ensure that he/she has updated the status of family members to HR through Health Care Benefits
92
Roll # W588478
MEDICAL LEAVE
SICK LEAVE: Employees in Category 'B' (SO) are granted sick leave as follows:
10 working days per year with full pay, and10 working days per year with half pay. Employees in Category 'C' and 'D' (S1 and above) are granted sick leave as Follows:
WORKING DAYS PER YEAR WITH FULL PAY.
In case of prolonged sickness beyond the sick leave entitlement, the annual Leaves will be adjusted. In case where both sick and annual leaves have exhausted, the employee may submit a written application to the management through the healthcare committee through their respective BU / Dept. for Special sick leave. The management may grant special sick leave depending upon the nature of sickness. Payment of special sick leaves will, however, be only on the basis of basic Salary. The employees are expected to inform HR through their respective BU / Dept.about absence due to illness on the same day. If there is no possibility to do so, information is to be given in writing within three (3) days. Sick leave for more than three days has to be certified by CMO / MO and submitted to HR through their respective BU / Dept.
LEAVES The employee is entitled to 21 working days annual leave during first two years of employment and 27 working days subsequently. In addition employee is entitled to 10 Casual leaves, 10 Sick leaves with half pay annually. Employees in grade S1 and above are entitled to 36 working days sick leave. On duty accident leave is allowed with full pay but without conveyance allowance. Every confirmed female employee shall be entitled to 84 calendar days maternity leave for maximum two occasions during the service. Maternity leave shall only commence
93
Roll # W588478
after the seventh month of pregnancy. Any absence from work as a result of miscarriage, or any other illness associated with pregnancy shall not be considered as maternity leave but as normal sick leave or hospitalization leave whichever is applicable. Application for maternity leave shall normally be made at least one (1) month before the commencement date. It must be supported by a certificate from a registered medical practitioner and duly approved by the healthcare representative. Special Hajj leave is allowed for maximum 14 calendar days to maximum 2 officers and 5 non-officers/workers through ballot only once during the service. Leave earned during a year must be availed latest by the 31st December of the following year. If such leave is not availed by the stipulated date, it automatically lapses. Leave encashment is not permissible. ABSENTEEISM AND TARDINESS It is the employees duty to avoid unnecessary absenteeism and tardiness. The employee is expected to work on each work day, except for illness or approved absence. Absenteeism and tardiness make proper work scheduling difficult and may cause extra hardship on fellow colleagues who have to take over his/her responsibilities. The employee is required to inform his/her Supervisor if he/she is unable to turn up for work or is unduly delayed for a long period.
LABOUR MANAGEMENT RELATION

In Siemens Pakistan Engineering Co. limited here the labour Management Relation is so good .Siemens give lot of benefits .All higher level management co operate with workers and always
94
Roll # W588478
help them. They are working in the under of Industrial department. Siemens Pakistan fulfill their needs and gives benefits like
Workers Incentives

Basic Salary Cash incentives Bonus Yearly Increment
Medical allowance
Eid gifts
Lunch free (only for workers) Leave overtime Separate canteen for workers Medical allowance School fees for childrens Convance for female Convance charges for male Retirement Employee old age benefits
BASIC SALARY
The Siemens Pakistan gives the Basic Salary according to Pakistan Government policy.
BONUS
Whenever siemens got a profit so siemens Pakistan gives the bonuses to their workers and employees and also gives the eid bonuses and other occasional bonuses. Bonus based on their individual working repartition.
95
Roll # W588478
MEDICAL ALLOWANCES :
The Company provides medical health facilities to workers and their family members (family means spouse and up to4 children) as per their category for consultation, hospitalization, laboratory tests, medication, vaccinations, dental treatment and optometry treatment as and when required. In special consideration, the management may elect to provide healthcare facility during the tenure of employment rules, policies, regulations and instructions with notice as circumstances may require. All changes are with immediate effect and will be applicable as per rules.
MEDICAL FACILITIES SIEMENS Pakistan gives the medical facilities to their employees. Their treatment, their vaccination and their children, spouse, injury case, accident case etc.
LUNCH FREE In Siemens the lunch facility also available only for workers. And also the workers empowered for making the MENU of weekend. Which types of menu they likes their union decides own self. SCHOOL FEES FOR CHILDRENS They are also providing the facility for educational purpose. children of workers got the education and their expense from the side of siemens even if their child want to go for higher studies to foreign country the Siemens take over the all expense of educational expense one of the best facility whose siemens provide their workers .
CONVANCE FOR FEMALE Another facility from Siemens side siemens give the facilities to their female workers free pick and drop facility.
CONVANCE CHARGES FOR MALE Siemens give the charges of convance to their Male workers.
96
Roll # W588478
EMPLOYEE OLD AGE BENEFITS
This is a Government driven pension scheme. The maximum contribution per month is Rs. 300.00 per employee which is paid by the employer. In addition to the workers contribution, the workers have to contribute Rs. 60.00 per month towards EOBI fund which is deducted from his/her monthly salary. Under this scheme the government pays pension to those employees who have retired after reaching the superannuation age of 60 years.
RETIREMENT Siemens also provide to their workers retirement Amount. After the 60 age siemens gives the retirement amount.
97
Roll # W588478
RECOMMENDATION
As we seen siemens is a multinational and one of the top class company in all over Pakistan Company .it is most difficult for me that I recommend something but I see here so I want to give some suggestion Time by time changing there structure the employee got mentally disturbs. Here all employee have a lot of work so there employees do not give the proper time to internees so I give the suggestion to management they higher the trainee for Internees so internees will not facing problem and internees ask the question easily to the trainees. The GCR size is so small and girls employees are more. In during prayers time the room is so conjustised.
98
Roll # W588478
SWOT ANALYSIS
STRENGTH
Siemens company (brand, AM, industrial competences, trust) Siemens One Successes in SAP business Motivated young employees Major project experience Cross-selling potential
SIEMENS is in a strong financial position. The business turned over more than 4 billion in 2009.
leadership through scale with strong national and technological positions (top-3 market positions) Right products, quality and reliability. Superior product performance vs. competitors. Better product life and durability. Have customer lists. Direct delivery capability. Product innovations ongoing. Processes and IT should cope. Management is committed and confident.
99
Roll # W588478
WEAKNESSES:
Low visibility in market. Time needed to build up critical mass Narrow branch competences Low regional presence Less Advertising and publicity. Online advertising is a new income stream for organizations such as MSN, Yahoo! and Goggle. Yes, today they are very, very profitable. However, as technology develops and new unforeseen advertising media emerge, the future is uncertain for these income streams. This is a weakness for Siemens and its competitors.
Increased size and the further internationalization of customers. Low penetration on the market for consumer electronics and computers which is dominated by Japanese competitors.
OPPORTUNITIES: Growing IT service market Establish regional service infrastructure and resource pools Cooperation with large local partners Acquisition of local company. THREATS: Failure to quickly develop the customer Siemens as an excellent reference Quicker than expected consolidation of market Massive entry of international players, for example partnering with a large local player
100
Roll # W588478
REFRENCES AND SOURCES

Sir Tariq [ From AIOU Karachi MBA Assistance Regional Director] My Father Muhammad Ahsan Qureshi ( Senior Deputy Manager in Gatron Ind.Hub) Sir Arsalan Personnel Director of Siemens Engineering Co.Ltd Sir Rana Fahad Rasheed officer, personnel Development of Siemens. Sir Nabeel Rafique (Siemens Business Unit STP Manager )
Sir Sajid Purchase Department of Siemens Manager Sir Zeeshan Adil Sales manager Sir Muhammad Faraz Purchase operator Sir Navaid Kazmi Compliance officer Sir Ali Sales operator
INTERNET REFRENCES www.simens.com.pk www.intra.siemens.com.pk www.msn.com www.wikipedia.com www.scribd.com www.ebusiness.com www.google.com... https://irc.siemens.de/proj/Reports/de/static_pag... English, Web Page, 3 kb, 2009-01-20T10:03:21Z https://irc.siemens.de/proj/Reports/de/static_pag... English, Web Page, 2 kb, 2009-01-20T10:03:53Z https://irc.siemens.de/proj/Reports/de/static_pag... English, Web Page, 3 kb, 2009-01-20T10:04:43Z
BOOKS REFRENCES : Management Human resource Management Compensation Management by Stephens by Stephens by Wretch and Casio
101
Roll # W588478
CONCLUSION: Siemens is future oriented group of engineering companies and growing up rapidly .siemens is playing a vital role in strengthening the natural economy, creating new employees opportunities and providing quality product to share customers .Besides controlling towards the economic growth of country .company is very much dedicated to the services to the humanity and participate in all spheres of social activities. Siemens has also many challenges in achieving its target objectives in Pakistan and world wide high turnover.
102
Roll # W588478
103
Roll # W588478

Saima Ahsan Final Report of Mba HRM

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Saima Ahsan Final Report of Mba HRM

Uploaded by

Copyright:

Available Formats

Internship Report (HRM)

SIEMENS PAKISTAN ENGINEERING .CO. LIMITED

ALLAMA IQBAL OPEN UNIVERSITY (REGIONAL CAMPUS KARACHI)

Internship Report (HRM)

CERTIFICATE OF INTERNSHIP REPORT

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

LIST OF TABLES AND ILLUSTRATION

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

Siemens Engineering Pakistan Co. Limited

B- 72, Estate Avenue, S.I.T.E. Karachi Ph # 2574910 Fax # 2568394-2550007

Date: 9th- February-2010

For: Siemens Pakistan Engineering Co. Limited . Rana Fahad Rasheed .

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

Product, Solution and Services:

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

OBJECTIVES OF THE STUDYING

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

OVERVIEW OF THE ORGANIZATION

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

HISTORY OF THE ORG

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

to build electric switches for

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

NATURE OF THE ORGANIZATION

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

SEGMENT PERFORMANCE INDUSTRY Industry Solutions Industry Automation Drive Technologies

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

MAXIMIZATION OF SHAREHOLDERS WEALTH

ALLAMA IQBAL OPEN UNIVERSITY

Internship Report (HRM)

KEY OPERATING AND FINANCIAL DATA