“In the name of Almighty ALLAH the

most beneficent the most merciful”

HR DEPARTMENT AT PEL

PRESENTED TO :
MS AFAF KHALID
PRESENTED BY :
FARAH JAMIL
REHMAT BIBI
MAHRUKH MANZOOR
UMER ALI
JUNAID SUBHANI
PEL(Pakistan Elektron Limited

Introduction:
 Poineer manufacture of electrical products in Pakistan.
 one of the oldest and famous brand of home and electrical appliances manufacturer and
distributor in Pakistan.
 It was established in 1956 in technical collaboration with M/s AEG of Germany.
 In October 1978, the company was taken over by Siagol Group of companies.
 Since its inception, the company has always been contributing towards the advancement
and development of the engineering sector of Pakistan.
 Company Operations & Product line

 Power Division : Appliance Division :

Ditribution Transformers Refrigerators
Power Transformers Air Conditioners
Energy Meters Deep Freezers
Switchgears. Microwave Ovens
Grid stations Washing Machines
EPC Water Dispensers
HR department of PEL

 HR department was established in 1980’s.

 The main role of hr department is to assist the Board of Directors.
 The remuneration committee can give adjustments which are fair & required for employment benefit
plans.
 Responsible for end to end recruitment cycle vacant positions.
 Provide assist in conducting “Youth Employment Programs” for interns.
 Employment engagement meetings on quarterly basis to reinforced their significance and roles.
Continue’d… .

 Prepare the various monthly reports for the top management.

 Analyze the data to make effective and strategic decisions.
 Ensure that all the employees information are up to date in EMS & oracle system.
 HR team at PEL

Pel hava a HRBP MODEL who leads this four functions.

1. People operation Team (writing work done through this team).
2. Recruitment & selection Team (hiring process and OD related task &
projects)
3. Tarining & Development Team .
4. Compensation & Benefits Team (rewards, performance appraisal, EEO)
 HR functions at PEL

JOB ANALYSIS & TALENT MANAGEMENT

 Analyze the need for position or vancancy, which helps them to achieve their goals.
 Collect the information from managers through interviews and questionair.
 Get the approval from top management.
 Write a Job Description & Job specification.
Title of the job.
Job identification.
Role Statement
Job environment
 HR Fuctions at PEL

RECRUITMENT AND SELECTION PROCEDURES

 Development, implementation and monitoring of hiring and selection procedures with job
analysis.
 Develop assessment tools.
 Conduct tests and interviews.
 Check the references and documents.
 Assit CEO for candidate’s interviews.
 Select the top 3 candidates.
 Choose the 1 appropriate candidate.
 Deliver the offer letter.
 HR Functions at PEL

TRAINING AND DEVELOPMENT

 Training to the new employees.
1. Induction training . 2. General Guidelines
 3 days orientation program. The working hour

• Welcome note from management director Head office

Plant
• Mission, Vision, Values
Canteen Mess
• Brief introduction of PEL
Travelling
• Company profile
Bank Account Details
• Organization Meeting with HOD
Product profile Department visits
Continue’d.…

2. Departmental training
 On the job training
3. Training of existing employees
 Analyze the organization training needs.
 Indentify the training gap.
Function

Compensation & benefits

 Provide the rewards & benefits.
 Performance Appraisal
2 Review reports of mids and finals, weightage rating of 40 to 60 %.
 EEO (equal employment opportunities)
Carrier paths
Work force Diversification (out of 8000 employees pel has 1200 executives in which 25 are
females)
Comparison with PROCTER & GAMBLE
 Practices of HR at P&G

Recruitment and Selection

 Job structuring or Job analysis
Begins with need arise in a certain department.
Certain need approved and sent to hr department.
The actual process of Recruitment and Selection will be
started.
 Job Description
Not pre-structued
Prepared with the joint consultation of HRM, department
head and the applicant himself.
 Functions & practices:

 Job Specification
Summarized and knows as benchmark at P&G.
Benchmark is based upon different positions.
All bio data & resumes are weighed on this BM.
 Job Standard
Job standard are benchmarks against which the employee performance is measured.
Also serve as goal, employees required to meet.
Training and Development
 Basically there are two approaches for training and development.

 On-the-job-approach
Job Instruction Training
Job rotation
Coaching
 Off-the-job-Approach
Warhouse Training
Action learning
ORIENTATION
 There are two types of orientation take place at proctor and gamble.
 Work unit orientation
 Organization orientation
PERFORMANCE APPRAISAL & ENHANCEMENT PROCESS
 Procter and Gamble has a pre set system to evaluate employee performances.
 It is based on Management by Objective principle which focuses mainly on end results
achieved.
 Meetings are held quarterly arranged by subordinates.
 Each employee is given a fair chance and in these meetings all the issues or problems
faced by employees are discussed.
 Each employee will be rewarded on his performance.
Thank You 😊