TABLE OF CONTENT

Introduction Of PEL 02

Vision & Mission Statement 02

PEL Products 03

The Main Customers Of PEL: 04

The Department Of PEL 05

PEL HR Department 05

Vision & Mission Of HR Department 06

Problem In Recruitment & Selection Process 07

HR Planning: 08

Job Analysis 10

Recruitment And Selection Section 11

Conclusion 12

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INTRODUCTION OF PEL:

Pak Elektron Limited (PEL) is the pioneer

manufacturer of electrical goods 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 Saigol Group of Companies. Since its inception, the company has always been

contributing towards the advancement and development of the engineering sector in

Pakistan by introducing a range of quality electrical equipments and home appliances and

by producing hundreds of engineers, skilled workers and technicians through its

apprenticeship schemes and training programs.

Vision

To excel in providing engineering goods and service through continuous

improvement. 

Mission

To provide quality products and services to the complete satisfaction

of our customers and maximize returns for all stakeholders through

optimal use of resources.

To focus on personal development of our Human Resource to meet future

challenges.

To promote good governance, corporate values and a safe working

environment with a strong sense of social responsibility

PEL PRODUCTS

The company comprises of two divisions:

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Appliances Division

Power Division

PEL Appliances Divisions:

This division of PEL consists of appliances manufacturing as

Air conditioner

PEL refrigerator

PEL water dispenser

PEL washing machines

Microwave ovens

Generators

PEL Power Divisions:

PEL was found in 1956 and has since been serving the power

utilities, industries, individual customers, housing and commercial projects, by providing

reliable, customize and cost effective solutions backed by innovative genius of saigol

group.PEL power division manufacture transformer, energy meters, switch gears,

compact stations, and shunt capacitor banks. PEL is one of the major electrical equipment

suppliers to water and power development authority (WAPDA) and Karachi electrical

supply corporation (KESC).

The Power Division of PEL has the following products;

EPC Contracting

Power Transformer

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Distribution Transformer

Dry type Transformer

Energy Meter

Switchgear

Transformer Services

THE MAIN CUSTOMERS OF PEL:

The PEL customers are divided into two parts as

Home Consumers

Industrial Consumers

Home Consumers:

Common individuals are who mostly purchase home appliances.

Industrial Consumers:

The industrial consumers are purchased the products of power division.

LESCO

GEPCO

FESCO

IESCO

PESCO

MEPCO

HESCO

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QESCO

KESC

THE DEPARTMENT OF PEL

The PEL Main Departments Are

HR&D

IR&A

Finance

IR

FR & Commercial

Accounts

Marketing Appliances Divisions

Marketing Power Division

Production Department Appliances Divisions

Production Department Power Divisions

PEL HR DEPARTMENT

HR department is the most important department in PEL. It

deals with the Planning and recruitment and selection of employees, training and

development of employees, compensation and performance of the employees. We did our

visit in the HR department of PEL and learned lot during this period. There are five

sections in HR department. Those

Planning Section (PS),

Recruitment and Selection section ,

Training and Development section,

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Motivation

Compensation and Performance.

Each of the section has its own significance and importance. Each plays an important role

in the working of HR department. The job analysis and planning department conduct the

detail plan before the recruitment and selection process. Recruitment and selection

section deal with the hiring the employee. The training section is responsible for all types

of training of employees. The performance section evaluates the performance of the

employees and on the base of this performance measure increment in pay.

HR VISION

To achieve excellence through innovative HR practices and

continuously exceeding our people expectations.

HR MISSION

To manage talent and built capabilities of our people thus enabling

them to deliver sustained performance

To facilitate them in creating a collaborative work environment that

develop a culture of continuous learning

HR VALUES

Respect

Customer Satisfaction Team Sprits

Commitment

Problem Statement / Issue at hand:

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In recruiting process of PEL limited there seems to be some problems that are

limiting the performance of organization.

Selection of untrained people resulting decline in quality of processes and increase the

cost of operations by slowing them down. Communication skill of supervisors and

baseline managers is critically poor. The people selected seize knowledge associated

with their degrees but they are lacking technical skill as most of proficiency

diploma’s they possess are not taken from quality institutions and most of the

certificates of technical skill are fake and taken without proper training and test.

In last year few employees left organization after doing fraud of several million. And

some employees are believed to be suspected in theft of some important parts of

power sections products. Beside these unethical activities, employee’s turnover is also

high. People left job when they master it, recruiting new man and train him to perform

specific job, costs too much and not tolerable for organization.

It is also found that a sizable number of employees in various departments of PEL are

inducted without any prior test or qualification. Some of them are not even physically

fit to perform their job or duties. It is alleged that they got job on the basis of

reference. Some jobs are awarded to relatives of high rank officials even though they

are not needed and burden to HR as they are not planed.

All these shortcomings are alleged as failure of recruiting by HR department. So

during the discussion in Quality Circle we discuss following issues that are helpful

during all above problem that PEL faces now days.

HR Planning:

Human resource planning is important and ongoing because of both internal and external

environmental changes. Internally, businesses are impacted by turnover and retirements.

Externally, they are impacted by changes in technology, changes in the economy, and

changes in the industry and consumer demand that may require skills that do not

currently exist within the company. All of these impacts have an effect on the type and

numbers of employees that are needed for the business to remain successful. In PEL there

is no any system that tells a manager which type and quantity of employees is need in

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respective department so in our quality circle we majorly focus on different types of

forecasting techniques.

HR Planning process:

The PEL HR managers plan the organization future demand and supply of

employees in this step the keep in mind the job specification and description. The hr

manager use different types of forecasting techniques.

FORCASTING

“A forecast is the prediction of future events used for the planning purposes”.

Demand Forecasting:

PEL is also using this technique for the purpose of the getting the idea of

the demand. The basic demand of power division is coming from the KESC and from

eight divisions of WAPDA. They are the major customers of the company. The other

customers of the company are those industries, which have their own power plants.

Forecasting Techniques:

The forecasting technique is used for the purpose of the forecasting the demand of labor

in future. For this purpose PEL mostly use judgmental Method

Judgmental Method.

The forecasting technique, which is being followed by PEL, is the qualitative technique.

Judgmental Method:

The main reason for the selection of this method of the forecasting is that they do

not have the data for the past. The following are the methods, which they are utilizing for

the purpose of the demand estimation under the Judgmental Method.

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Sales Force Estimate

Sales force estimate of forecasts compiled by the members of the company’s sales

force (their dealers in each region) about the future demand of the product. They are

using this technique because they believe that their estimates are correct since the dealers

are much near to the market. Marketing Department is actually involved much in

forecasting. They observe the trend of the market and they set their target of sale then

they tell to the production that what is their target then production department make

productions according to the target set by marketing department and hire new employees

according to their requirement.

Naive Method:

This is the simplest method of the forecasting. PEL gets their demand forecast by this

method with it. They see the previous year’s demand coming from the WAPDA, KESC

and the other new companies.

Job Analysis :

The proper start to a recruitment effort is to perform a job analysis, to document

the actual or intended requirement of the job to be performed. so in our Quality Circle we

keep in mind that in PEL there is a transparent system that divided job Analysis into job

In job description in which(Job title, Conditions, Duty timing, Company aim,

Responsibilities of employee, Date of Application) mentioned and Job Specification in

which discuss all that qualification that needed for a job.

Job description:

In job description, company mentions the following things.

a) Job title

b) Conditions

c) Duty timing

d) Company aim

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e) Responsibilities of employee

f) Date of Application

Job Specification:

2. They mentioned the minimum criteria of education and also preferred

education. (3 CGPA)

3. If job is experience based then they mentioned minimum experience. (3 to

5 year)

4. Age, sex, and nationality also mentioned if required.

Recruitment:

Recruitment is a process through we attract the potential candidate for applying a job.

in our quality circle we highlight the two sources first is internal source of Recruitment

and second is the external source of Recruitment.

Internal Sources

Database

Employee References

Internal Web

External Sources

Newspaper

Consultant

Job Fair

Selection :

At the last we discuss the selection process, that is base on different steps if PEL

HR department followed these steps then they over comes on that issues that they faces.

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Selection Process:

The selection process is a series of steps through which applicant pass, for

selection a candidate the PEL use the following techniques:

Initial Screening:

For executive levels Graduates with 3 CGPA are required to apply in the firm. So

the people who have less CGPA are not allowed to apply.

Written Test:

Every eligible individual has to pass a specific test to appear in the interview. It

includes general knowledge, mathematical knowledge and previous field knowledge.

Personality Test:

The individual, who passes the written test, has to appear in interview where his

personality is judged. His way of communication like his speaking style and his posture

and gesture are also observed with keen interest by HR manager and other officers.

Technical Skills Test:

An extra technical test for the engineering students is held in which their abilities

and skills are observed. They have to do practical work on dummy projects.

Salary package is also negotiated between employer and employee in interview.

Background Investigation:

The company investigates the background of the employee through application

form, formal employers, and previous job performance, and education, legal status to

work, credit references, or criminal record.

If the selection is satisfied with the job requirement and employee background then they

select the employee for conditional job offer.

Medical and Physical Examination:

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Medical and physical examination is held in the Shalimar Hospital in which

medical facilities are provided to the employees.

If an employee is suffered in dangerous diseases like Hepatitis, TB, Aids, then employee

is rejected to save the other employees for such kind of diseases.

Permanent Job Offer:

They firstly offer the job for one year on contract base if the employee

satisfies the company needs and job requirement effectively and efficiently then he is

offered permanent job.

Conclusion

Problems which are facing by the HR department of PEL must be solving with the

help of quality circle. Quality circle helps the HR manager to plan the organization future

of demand and supply through different various techniques like forecasting, demand

forecasting and through different types of forecasting techniques (judgmental method,

sale force estimate, native method).quality circle help to improve the planning from

modified job description and job specification. As after planning there are some hurdles

in the path of recruitment and selection process. Quality circle must be helpful to remove

this hurdle from these processes of PEL,PEL use different recruitment processes some

are external while other are internal like newspaper, job fair, data base and internal web.

Through quality circle these processes must be improved and recruitment becomes easy

and efficient for PEL. As the selection processes is concerned it is based on various steps

like initial screening, written test, technical skill test these test follow the quality circle

and with the help of efficient leader of quality circle they must choose the creamed of

candidates. they must be capable to handle any type of problematic situation. Quality

circles also help to understand and to cope up the challenges faced by HR of PEL.

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