Final Project Haier Waqas Post Mid

HUMAN RESOURCE MANAGEMENT OF HAIER 2010

Final Project of Human Resource Management

Department Human Resource

Management

Department of Haier

ICI Pakistan Limited

Department Human Resource

Management

Department of Haier

ICI Pakistan Limited


GROUP MEMBORS

Waqas Ali (Leader) 518Saif-Ur-Rehman 521Sania Altaf 523


DEDICATIONSWe dedicate our whole efforts in working this project to:

“Our loving and caring parents and teachers and to all people who cannot afford to study and are living in misery”


ACKNOWLEDGEMENTSAll praise is for ALLAH who has enabled me to complete this task. It was only due to his blessings and mercy on me that gave me courage to understand and complete this project. I express my gratitude to him from the core of my heart.

First of all I would like to thank Almighty Allah who gave us courage and knowledge.

Secondly, I am thankful to SIR.RIZWAN KAMRAN who has provided me Expert advice at each

and every step of developing this project. Finally, thanks to my beloved parents who have

always been there to encourage me, pray for me and without them I could not be, what I am

today.


INTRODUCTION OF HAIER

Company Background :

Haier was incorporated in 1984 only producing household refrigerators.Over the past 20 years, the company has witnessed significant prosperity and is now a transnational organization widely recognized in the world community. Haier currently manufactures a wide range of household electrical appliances, 15,100 varieties of items in 96 product lines, and exports products to more than 100 countries.Haier has 51,000 full time employees and providing a total of 230,000 job opportunities.


OUR MISSIONProvide our customers with quality products at competitive prices & well integrated services at your door step.

OUR MISSIONProvide our customers with quality products at competitive prices & well integrated services at your door step.

VisionTo become the industry leader in creating value for customers and shareholders

VisionTo become the industry leader in creating value for customers and shareholders


Departments of haie r

I. Finance department

II. Production department

III. Marketing and sale department

IV. R&D department

V. IT department

VI. Human resource department


ORGANIZATION CHART


Human Resource and Administration

A Human resource department in any company can be a major force in the development of a country. Through innovation and responsible application of its energies and skills, it can make a positive contribution to the quality of life of the people it serves.The basic purpose of this department is to get the organizational goals is effective way. This department also have development programs. Development programs included training employee. The process of development also involves socialization of employees in order to fit the cultural requirements along with the familiarities of the job tasks and dutiesHRM department also helps the candidates and employee for their career development. According to the aims and interests of the candidates, suggestions are given; these help them to decide their career line.

OBJECTIVES OF HR DEPT

The most essential and important assets of an organization is “its employees”. It is a difficult decision regarding with the hiring good people in the organization. The basic priority of management is training them the skills required for the accomplishment of the given job and keeping them productive all the time.Objectives :

Provide guidance to all departments in the selection and recruitment of new employees. Regularly and yearly appraise the performance of the employees. It is also objective of HR dept that they continuously motivate and monitor the

performance of employees through rewards and correction programs. Monitoring punctuality of the employees and keeping the record of leaves and other

personal documentation of the employees which are necessary. Recruiting people in the company.


REQUESTED FROM FINANCE DEPT TO HR DEPT

It is requested by finance department that they need a account officer in their department as soon as possible. Request is forward to HR dept. So working of HR dept is going to be start now.


Job analysisA procedure used to define a jobs, duties, responsibilities and skills.

Methods for job analysis

1: Questionnaire method

2: Technical conference method

HR manager use this method for job analysis. By using this method HR manager find the duties and responsibilities to the job related.HR managers find how minimum or maximum qualification is required for this vacancy which is going to be filled.


Job requirements

Job Title: Accountant Location of Job: Faisalabad Department: FinanceNo of vacancy 1Age 25 to 28 yearGender maleDate when J.D is written: 11 JAN 2010

DUTIES AND RESPONSIBILITIES:Following are the duties and responsibilities of Account

Officer;Cash handling (both in & out).Preparing computer generated cash book, income book & ledgers.Reconciliation of Bank books with Bank’s statement of account on monthly basis.

Job description:

Initially , the candidate will be trained under the Senior Managers of the Company in the Finance Department of the Company for 6-9Months and thereafter he shall take up the responsibility as Assistant Manager in the Same Department according to his work performance if he deserves or his performance is good.

Job specification:

Qualification: B.com Experience: I year/ freshSkills: Ms office word Ms office excel

http://peshawar.olx.com.pk/computer-cat-322


Now the process of recruitment is start after advertising the job vacancy.

Recruitment

Recruitment is the process of finding and attracting capable applicants for employment.

Need of the recruitment

According to the annual HR plan concerned department manager request the personnel department to recruit the employee with adequate qualification and experience.

Recruitment policy of an organization

In today’s rapidly changing business environment a well defined recruitment policy is necessary for organization to respond to its human resource requirements in time. Therefore is important to have an elder and concise recruitment policy in place which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly creating a suitable recruitment policy in the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.

Objective of recruitment

The objective of recruitment is to provide sufficiently large number of qualified candidates so that suitable candidates are selected.


It specifies the objective of recruitment and provides a framework for implementation of recruitment programmed it may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people.

Sources of recruiting

External searches:

External exploration is the most common recruiting efforts of HAIER organization including the HR department. They can attract the best proper pool for essential job because in external search will include the enormous sample. The status of HAIER will also be a focus for the best of the competent candidates.They conduct the external search in following ways.

Ads in newspaperColleges and universities

Internal search

Haier Company very much strain on the internal hiring and use the data of employees that is organized specially for this type of needs. They choose one of the candidates from the obtainable employees.

Factors affecting recruitment policy

Govt influences Organization image Job attractiveness


Collection of CVs

Company has received 100 applications for the 1 posts of the account officer in the finance department. After collection of CVs we stared selection process.

Selection process

Selection is the process of hiring capable employees to achieve the organizational goals.

Method of selection

When the persons drop their CV,s HAIER select the candidate from the given method techniques according to the job nature.

Following step are followed by HAIER though selection.

Initial screening.

Completed job application form

Comprehensive interview

Background investigation.

Physical examination

Permanent job offer


Initial screening

When a person drop his C.V .we check it and if we consider that he has the capabilities so we call him. In this we check about the qualification, age, of the applied candidates either their qualification and age are according to job description. The candidate who does not match our qualification and age requirement we do not call him for interview. We conduct a casual interview with apply candidates. We check confidence level of person, personal data, abilities, skills.

Completed job application

After passing the previous step the we offer a job application form to the passing candidates even if you have already submitted a resume and cover letter. That way, the employer has a record of your personal and employment history verified and signed by the applicant.

Comprehensive interview

In comprehensive interview the candidate is interviewed by following persons.

1. HR manager2. Senior manager within the organization3. Manager from related department

Following attributes are checked in this interview

1. Communication skills2. Confidence level3. Past experience of job if any


Background investigation

Documents of the candidate are verified from his/her previous institutions by send these documents to the institution or by sending their personnel in that institution.Previous organization of the candidate is also considered for investigation. his/her on the job and off the job behavior and performance is checked.

Physical examination

He should be properly physically fit. He should be free from all deceases. He should also be mentally fit.

If the candidate is physically unfit or he is in any type of serious then he is not fit for the job, and he will be rejected.

Job Offer

If the employee perform successfully in the preceding steps are now considered eligible to receive the employment offer. According to the manager decision under which new employee is working we offer him permanent job.


INTERVIEW CALL LETTER

Date:____________

Name:S/O:Address

Subject: CALL FOR INTERVIEW

Reference is made to your application –dated____________, you are requested to appear for interview dated _____________ at 10:00 hrs. 25 b,peoples colony Road Faisalabad.

You are also request to bring your all certificates in


APPOINTMENT LETTER

THE HAIER COM Limited25 B, peoples colony Road Faisalabad

Date: ___________

Dear: I want to welcome you to our company as an accountant officer. This position is important to our organization and we look forward to you to contribute your experience and expertise. Your first day of employment is ______________ your salary will be _________ per month.

We are pleased to have you on board. Best wishes for success in your new position.

Sincerely,

_______HR Manager


Training & development

The process of developing knowledge, skill, and abilities so as to improve present and future.

Objectives of training

To improve work in relationship. To upgraded skill. To present obsolesce. To develop health and constructive attitude. To reduce labor turnover.

Advantage of training

Career development. Motivation. Development of the organization.

Disadvantage of training

Increase expenses of the firm


Method of training

There are two methods of training

On the job training Of the job training

On the job training

On the job training is that training during the job. This kind of training contain the fresh trainees and the newly encourage employees.

Of the job

Class room lectures


Motivation and Rewards

Motivation of employee is essential part of the HR department activities. In Haier the employees are mostly motivate by taking consideration of post and their seniority i.e. the upper level employees are motivated differently as compared to non managerial employees the need of employees also consider.

Rewards to Employees

The rewards to employee are also provided according to post and seniority. The rewards provided to account officer are of two types.

1. Financial rewards2. Non financial rewards

1. Financial rewards

The financial rewards include following

Salary increment

Salary increment is provided to employees after each year at the rate of 5% of basic salary but other factors also effects like performance etc.


BonusesThree bonuses are given each year.

2. Non financial rewards

Non financial rewards include

The Medical facility Better workplace environment

Referenc e

www.wikipedia.com

www.pakboi.gov.pk

http://www.pakboi.gov.pk/

http://www.wikipedia.com/

Final Project Haier Waqas Post Mid

Documents

Transcript of Final Project Haier Waqas Post Mid