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Documente Profesional
Documente Cultură
Brief Introduction............................................................................................... 5
Vision................................................................................................................ 5
Mission statement.......................................................................................... 5
History................................................................................................................. 5
Major Achievements....................................................................................... 6
Group Profile....................................................................................................... 6
Kohinoor Textile Mills..................................................................................... 6
Pak Electron Limited (PEL)............................................................................ 6
Saritow Spinning Mills & Azam Textile Mills...............................................6
Kohinoor Power Company Limited...............................................................7
Kohinoor Energy Limited............................................................................... 7
Company and departments hierarchy............................................................8
Corporate Profile................................................................................................ 9
Board of Directors........................................................................................... 9
Audit Committee............................................................................................. 9
Company Secretary......................................................................................... 9
Chief Financial Officer.................................................................................... 9
Auditors............................................................................................................ 9
Legal Advisors................................................................................................. 9
Departments....................................................................................................... 9
Hierarchy of departments........................................................................... 10
Finance Department..................................................................................... 10
Account departments................................................................................... 11
Departments of head office............................................................................ 13
Chairman Secretariat................................................................................... 13
MD office......................................................................................................... 13
IR & Admin..................................................................................................... 14
Human Resource........................................................................................... 14
Gate & Security office.................................................................................. 14
Dispensary..................................................................................................... 14
Telephone Exchange..................................................................................... 14
Carrier............................................................................................................. 14
Marketing (AD & PD).................................................................................... 14
Power Projects............................................................................................... 14
Internal Audits............................................................................................... 14
Commercial.................................................................................................... 15
QHSE............................................................................................................... 15
CMD................................................................................................................. 15
Finance........................................................................................................... 15
Accounts......................................................................................................... 15
Information Technology............................................................................... 15
Buying............................................................................................................. 15
Stores.............................................................................................................. 15
Civil.................................................................................................................. 15
Manufacturing (PD & AD)............................................................................ 15
Maintenance.................................................................................................. 15
EMP.................................................................................................................. 16
Switch Gear.................................................................................................... 16
CSD.................................................................................................................. 16
Imports........................................................................................................... 16
Exports............................................................................................................ 16
Product hierarchy............................................................................................. 17
Home appliances........................................................................................... 17
Power division............................................................................................... 18
Human resource management in PEL...........................................................22
HR Vision........................................................................................................ 22
HR Mission...................................................................................................... 22
Employee recruitment and selection............................................................22
PEL Employment policy................................................................................ 22
Equal employment Opportunities...............................................................22
Employment recruitment............................................................................. 23
Designation Cadre Wise (Management Level).........................................23
Job Analysis.................................................................................................... 23
Types of Vacancies........................................................................................ 23
Source for Vacancies filling.........................................................................23
Sorting received Resumes...........................................................................24
Test to short listed candidates...................................................................24
Selection process............................................................................................. 25
Criteria for selection:................................................................................... 25
Interview Detailed Form.............................................................................. 25
Initial Interview by Manager R& S.............................................................25
Interview Evaluation Form...........................................................................25
Panel Interview.............................................................................................. 26
Final Interview............................................................................................... 26
Reference Checking...................................................................................... 26
Confirmation of Candidates.........................................................................27
Job Offer Letter.............................................................................................. 27
Orientation..................................................................................................... 27
Training and development.............................................................................. 27
Training........................................................................................................... 27
Development.................................................................................................. 27
Training and development Phase of Training...........................................27
Types of Training........................................................................................... 28
Employees Development................................................................................. 29
Technique for individual development.........................................................29
Job Analysis and Description.......................................................................29
Job Analysis Components............................................................................. 29
Test and examinations:................................................................................ 29
1.
Questionnaires........................................................................................ 30
2.
Interviewing............................................................................................. 30
3.
Observation............................................................................................. 30
4.
Critical Incidents..................................................................................... 30
5.
Utilities allowance......................................................................................... 33
Bonus.............................................................................................................. 33
Car for manager............................................................................................ 33
Hajj scheme.................................................................................................... 33
Group life insurance..................................................................................... 33
Leave............................................................................................................... 34
Relocation allowance.................................................................................... 34
House Rent:.................................................................................................... 35
Motorcycle loans for executives.................................................................35
Provident funds............................................................................................. 35
Mobile Phone Policy...................................................................................... 35
Health policy.................................................................................................. 36
Employee Relations......................................................................................... 37
Employee Union............................................................................................. 37
Hierarchy of Non-Executive Staff...............................................................37
Types of Worker:........................................................................................... 37
Temporary/ Seasonal Worker......................................................................37
Permanent Worker........................................................................................ 37
President and General Secretary...............................................................38
Voting for Elections...................................................................................... 38
Shift................................................................................................................. 38
Working Hours............................................................................................... 38
Overtime......................................................................................................... 38
Wage Rate...................................................................................................... 38
Employee Court Cases.................................................................................. 38
Brief Introduction
Pak Electron Limited (PEL) is the pioneer manufacturer of electrical goods
in Pakistan. In 1956, the Company was set up by Malik Brothers in
technical collaboration with M/s AEG of Germany ("AEG") to manufacture
transformers, switch-gear and electric motors. AEG relinquished their
share of PEL to the Malik Brothers in the late 1960s, which was
subsequently acquired by the Saigol Group of Companies in 1978.
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.
Until the acquisition by the Saigol Group, PEL was solely catering the
power equipment market. The Company ventured into home appliances
market in 1981 after acquisition as a part of the Group's long term
strategy of diversification.
Vision
To excel in providing engineering goods and services through continuous
improvement.
Mission statement
To provide quality products & 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
History
Pak Electron 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
equipment and home appliance and by producing hundreds of engineers,
skilled workers and technicians through its apprenticeship scheme and
training programs. PEL is now technology forerunner and market leader in
providing new product and services to meet ever changing and
technology intensive needs of its customers. PELs EPC contracting
division delivers customs designed and built HV and EHV grid stations,
electrification of housing projects, industrial parks and optimum solutions
for power utilization to all kinds of industries and commercial customers.
PEL aims to maintain this competitive edge and at the same time keep
striving to improve it further by continuous R&D, creating new knowledge
and adapting to global development in technology and product design.
Group Profile
In 1984, the Saigol migrated from Calcutta and initiated their business in
Lyallpur (later named to as Faisalabad), the textile city of Pakistan, under
the banner of Kohinoor Industries Limited.
Kohinoor Textile Mills
The Saigol set up the first major textile unit The Kohinoor Textile Mills
under the umbrella of Kohinoor Industries Limited. The Kohinoor Textile
Mill has state of the art quality control from raw material to finished
product manufacturing. Its laboratory is top rated amongst the best
laboratories in Pakistan for testing raw materials, other inputs and yarn.
Corporate Profile
Board of Directors
Mr. M. Naseem Saigol
Mr. M. Azam Saigol
Mr. Murad Saigol
Mr. M. Zeid Yousaf Saigol
Mr. M. Abdullah Haroon Saigol
Mr. Haroon Ahmed Khan
Mr. Syed Zubair Ahmed Shah
Mr. Akbar Hassan Khan
Ordinance
Ms. Tahira Raza
Ordinance
Mr. Khalid Siddiq Tirmzi
Ordinance
Mr. M. Khuram Khuwaja
Ordinance
Audit Committee
Mr. Azam Saigol
Ms. Tahira Raza
Mr. Syed Zubair Ahmad Shah
Mr. Haroon Ahmad Khan
Managing Director
NIT Nominee
NBP Nominee U/S 182 of the
NBP Nominee U/S 182 of the
BOP Nominee U/S 182 of the
NBP Nominee U/S 182 of the
Chairman/Member
Member
Member
Member
Company Secretary
Mr. M. Omar Farooq
Chief Financial Officer
Syed Manzar Hassan
FCA
Auditors
M/s Yousaf Adil Saleem & Co. (A member firm of Deloitee Touche
Tohmatsu)
Chartered Accountants
Legal Advisors
M/s Hassan & Hassan Advocates
Departments
Majorly there are six departments in PEL, which are;
Marketing Department
Finance Department
Production Department
Human Resource Department
Administration Department
Departments
Finance
Account
Human
resource
management
Marketing
Administrator
Production
Finance Department
Finance manager works under General Manager Finance. His span of
management contains three finance officers. Major function of this
department, obviously, is to arrange funds for company and also allocate
funds. These officers perform significant role at their stead.
General Manager Finance
His duty is to take major financial decisions.
Manager Finance
Rate negotiations
Handling cash in & out
Bank relations
Handling short term and long term funds requirements
Assistant Manager Finance
Reports to manager finance
Arranging funds for production
Preparation of Budget
Senior Finance Officer (General)
Fund arrangement is a major responsibility of this officer, including
leasing, mudaraba, and secured and unsecured loan arrangements.
He keeps check on inventory in Bond houses against which
company finances. He is responsible to release raw material from
bond houses for production and sales purpose.
Check on working capital of the company is another task that falls in
his job description. What are the receipts and due payments for a
day is also a matter of concern. Moreover, he also coordinates with
other departments.
Generally, most senior person is entitled for this job. Three assistant
accountants work under his supervision while the senior finance
officer (General) himself reports to Manager Finance
Account departments
All matters, starting from Book keeping to formulation of financial
statements are supervised by Account manager. Accounts manager
directly reports to General finance manager. He has divided his staff into
five-section
Cost section,
Import section,
Inventory section,
Salary section and
Accounts Payable section.
On the basis of these bookkeeping activities financial statements and
relevant statements are prepared, which necessitate in decision making at
corporate level.
Functions
Total staff of sales tax section is consisted of four people. Normally, two
commercial assistant officers do job concerning with output-sales tax,
one commercial officer engages in input-sales tax matters, and senior
commercial officer supervise all of them.
Sales tax and excise tax
Sales tax is levied on all retail. The variations in sales tax have not the
directional effects.
Excise tax is livable on goods, includes goods manufactured or
produced in non-tariff area and brought for consumption to tariff area.
Ministry of finance announces sales tax and excise taxs rates in its
annual budget. For the time being, 16% sales tax is imposed on
registered buyer and unregistered buyers are liable to pay. PEL pay 1%
S.E.D (special excise duty) on transformers.
Human Resource
This department deals executives appraisals, their training, hiring and
firing. They traditionally have been referred as personal management
or administration.
Marketing (AD & PD)
In this department all the sales and marketing campaign are designed,
marketing research is conducted, and competitors information is also
studied to make their plans according to them. They are working very
hard to make their brand name famous.
Production
PEL has state of the art methods of production and they also outsource
the products and raw material not only from Pakistan but also from
Asia, America, Europe, and Africa.
So for this purpose PEL has two different departments for Production,
which are:
Local Production
Foreign Production
Local
Local Production department is responsible for all the raw
materials that are required for making various products in the
factory. It includes from nails to large metal sheets. At the start of
each financial year they receive a major plan from the
management, which highlights all the raw material required for
each product. Dates and maximum time limit for raw material
requirement is also mention in this major plan.
Foreign
Carrier
PEL collaborate with a company named carrier. It is very famous foreign
company deals in air conditioner. This department is connected with them
and deals all issues related to their project.
Marketing (AD & PD)
In this department all the sales and marketing campaign are designed,
marketing research is conducted, and competitors information is also
studied to make their plans according to them. They are working very
hard to make their brand name famous.
Power Projects
This department deals all projects related to power. They have good
relation with WAPDA and other companies.
Internal Audits
This department internally audits all accounts in PEL. The company
internal auditors try to find out faults, fraud and corruption and inspect
that workers and company are following IFRS or not.
Commercial
This department deals all issues related to Excise, Taxes & duties, etc.
Moreover it also looks after bounded ware house. As most of raw material
they purchases is from abroad. So commercial department controls all
issues related to excise, duties and taxes.
QHSE
This department focuses on Quality, Health, Safety, and Environment. This
department works very efficiently and makes PEL culture friendly.
CMD
It is department, where they offer loans to their employees and selected
government peoples. They also give appliance products at factory rate to
their employees.
Finance
This department, develop financials for their executives. Annual report for
company is also developed by this department.
Accounts
This department manages all accounts. i.e., Accounts payables, Account
receivable, inventory, pay roll, etc.
Information Technology
This era is of IT, without giving importance to IT no organization can
succeed. They are working very hard to improve al system. After updating
MIS system, Oracle they become more efficient and effective.
Buying
Buying is one of the most important department, it purchase all raw
material which is used in production process.
Stores
This is very important department all the purchase items firstly go to store
department from their other department issue it.
Civil
They deal the maintenance of machinery and factory maintenance.
Manufacturing (PD & AD)
All the manufacturing concerns aspects are controlled by this department.
Maintenance
The main purpose of this department is to ensure quality and
maintenance of machinery.
EMP
Energy Meter Power, is one of the mega project of PEL, where production
of EMP is executed and all matters related to it are control.
Switch Gear
Switch Gear department is also like EMP department, where switch gear
are produced and other aspects related to it are solved and worked.
CSD
It is department where they offer loans to employees and selected
government servants.
Imports
All imported materials are controlled by import department. They also
have all knowledge about their important importers and the products they
imported.
Exports
This department controls and deals all exports to other countries, i.e.,
Bangladesh, Afghanistan and few other countries of Africa.
Product hierarchy
PAK
ELECTRON
LTD.
LTD.
Power
Division
Distribution
Transformer
s
Appliances
divisin
Manufactrui
ng division
Tarding
Division
Energy
Meters
Refrigratior
Washing
Machine
Switchgare
Deep
Freezer
Microwave
oven
Power
transformer
Air
conditined
Genrator
Water
dispenser
Televison
Home appliances
Refrigerators
Refrigerators are one of the most needed home appliances and have
been evolved a lot. Whether you are buying it for the first time or
replacing the older unit, you should consider the ideal aspects to
select a unit which is best suited to the needs of your family,
matches your performance expectations. Considering the new
developments, innovations in the refrigerator technology and a wide
range of size, type, colors and other features, PEL in order to create
value for money has introduced new innovative and state of the art
features in its Refrigerator series.
All Air conditioner
PEL presents Cool life Split AC which is a technologically advanced
model especially designed for Pakistani market. This masterpiece
Resistance to Humidity
Vacuum pressure resin impregnation of the insulation paper
covering the conductors and the other insulation components make
it resistant to moisture and polluted atmospheres. This allows the
placement of VDT units in many locations not considered in the
past.
Friendly to the environment
In these transformers, no liquids is used, thus no risks for any kind
of leakage, moreover, no toxic or corrosive gasses, nor halogens are
released from the transformer in case of any accident/fire. At the
end of their useful life, VDT units can easily be dismantled, and the
copper (or aluminum) conductors recovered, along with the steel
core. A further impetus to wider use of dry-type transformers has
been the PCB hazard which is present for many oil filled
transformers.
Improved Capability for Harmonic Loading
Transformers supplying loads with heavy harmonic content
frequently see high hot-spot temperatures. Standard transformers
typically reduce the base temperature to compensate, which
increases the size of the unit. Dry-type transformers designed with
NOMEX still have a large reserve temperature capability to
accommodate these hot spots, with no loss of life.
Energy Meter
Automatic meter reading
AMR is the technology of automatically collecting consumption and status
data from energy metering devices and transferring that data to a central
database for billing, troubleshooting, and analyzing. It provides real time
& Pre Program Interval consumption rather than on estimates based on
previous or predicted consumption. This timely information coupled with
analysis, can help both utility providers and customers better control the
use and production of electric energy consumption.
PEL AMR enabled meters are based on RF and GSM/GPRS technologies.
This includes Single Phase, Three Phase and LT/HT meters. PEL based AMR
Server is used to collect data from the AMR meters for detailed analysis
and billing purposes. The AMR software interface is very user friendly and
easy to understand for utility staff. Moreover these meters comply with
DLMS/COSEM protocol.
PEL has its own developed state of the art in-house facility for Research,
development and production of AMR Enabled Meters. Our team of
engineers is continuously working on the development of AMR based
energy meters.
Switchgear
Following are some key products in LV category.
LV Distribution Panel
Indoor and outdoor type sheet steel fabricated, free standing, front or rear
accessibility, cable or bus duct connections are supplied complete with air
circuit breakers, molded case circuit breakers, load break switches,
necessary meters, relays and instruments etc. Breakers of either fixed or
drawout versions can be supplied as required. Switchgears Panels are
extensible on both sides.
Technical Specification:
Rated voltage up to 690/750V
Rated current up to 6000A
Rated S.C. Current up to 100KA
LV Power Factor Improvement Panel (PFI)
These panels are used for power factor correction and manufactured
as indoor units with fixed or automatic capacitor switching. The
panel is designed to align and couple with the LT distribution panels.
If requested, reactors can be used to eliminate unwanted
harmonics. The PFI panel is of self-ventilating design. The
components used are highly robust and reliable.
Job Analysis
An Assessment that defines jobs and the behaviors necessary to perform
them.
Head of department do the analysis of the section as well as his/her
subordinates. He knows very well where gap for proper or completer
working is. To fulfill the requirements of his section objective which lead to
company objectives as well company mission statement and vision
statement, he fulfills the Man-Power Requisition Form.
Types of Vacancies
There are two main types of vacancies in PEL which are as follows:
New Vacancy
Replacement (Existing position)
Source for Vacancies filling
Manager (R & S) is using two main sources for filling of the candidate
which are as follow:
a) Internal Source
b) External Source
Internal resource
Employee Referrals
Employee referrals mean current employees provide names of
potential employees in exchange for a referral fee. In PEL, mostly
recruitment is on basis of employees referrals but they do not pay
fee to employees on their willing.
Internal Hiring (RMS software of PEL)
PEL has its own software for Hiring named as Recruitment
Management System (RMS). It contained about 20,000 resumes of
all sectors related to company.
External resource
Firstly, HR department do its best efforts to recruit employees through
internal source because the cost is saved in this source otherwise PEL HR
is using the following external sources for recruitment.
Colleges/Universities
Fresh graduates of Engineering Line are hired from University of
Engineering, Taxila and Lahore, Ghulam Ishaq Khand (GIK). But most
of the students are hired from UET Taxila.
For Management Line, students are hired from National University
(NU-FAST), Lahore University of Management Science (LUMS),
Institute of Business Administration (IBA), University of Central
Punjab (UCP), Quaid-e-Azam University, Islamic University,
Islamabad.
Internee
Selection process
The process of screening job applicants to ensure that the most
appropriate candidates and hired.
Criteria for selection:
Candidates are selected of the basis of Job Description and Job
Specification.
Interview Detailed Form
This form is just like a Resume/C.V. of candidate which contained personal
profile, qualification, Salary information, major assignment and
achievements, computer proficiency, Personal career vision, inspirations,
personal S.W.O.T. and personal life etc.
Initial Interview by Manager R& S
On the said date and time the candidates will come for interview in HR
Department then HR department will give him Interview Detailed form.
First interview is conducted by the Manager (R & S) with HR
representative (not below the ranked of the Assistant Manager) and
concerned HOD. At the end of interview it is decided that the candidate
has recommended for selection or he/she is recalled for a nominated
panel interview.
Interview Evaluation Form
PEL is conducting a very good approach to evaluate the candidates
through a written criteria (IEF) form and this form is filled by the HR
Representative in that Interviewer which includes like name of candidate
and position applied for and others:Personal Traits Observation: At the time of the interview the
candidate is observed in personal traits like:
Appearance
Observable traits
Skills
Competencies
Salary and Benefits: It include the questions related to experience of
candidate such as;
Last salary drawn
Expected salary
Joining Date
Rating: The evaluation is done on the basis of rating in a numerical form
like;
1 = Poor
2 = Satisfactory
3 = Good
4 = Very Good
5=
Excellent
The most important points are also kept in mind which is: Recommendation for candidates
Additional Comments
Final Approval
Recommended Salary and Grade
Panel Interview
Successful candidates in initial interview are called for the next interview
on basis of merit list which is called nominated panel interview. Only the
recommended candidates by the first interviewer or short listed
candidates are called for the nominated panel interview.
JE to E1: After the initial interview the Manager (R & S) and
concerned HOD will recommend to GM / Head HR and Manager (R &
S) panel for selection or he/she is recalled for a final interview.
M1 and above: After the initial interview by the GM / Head HR /
Manager
(R & S) will recommend to MD/ Director for selection or
he/she is recalled for a final interview.
If the candidate is finalized in all aspects of the interview he is
finalized at same time otherwise he is recommended for the final
interview.
Final Interview
JE to E1: If the candidate is not finalized in all aspects of the
interview in panel interview, he is finalized in this interview. After
the nominated panel interview the Head HR /Manager (R & S) and
concerned HOD will take final decision for confirmation or rejection
of the candidate.
M1 and above: If the candidate is not finalized in all aspects of the
interview in panel interview, he is finalized in this interview. After
the nominated panel interview the Head HR will recommend to MD /
Directors and 2/3 GMs for final selection or rejection of the
candidate. Interviewee called from outstation is paid by bus/rail
return fare.
Reference Checking
After the confirmation of the employees the candidate can also be
checked by his/her given reference in C.V. so that his behavior, attitudes
and habits can be accessed. The best way to analyses the on-the-job
employee candidate is that ask the last organizations about his
employment history and his SWOT analysis questions.
Confirmation of Candidates
JE to E1: At this level of candidate is confirmation or rejection of the
candidate for employment is done by Head HR and GM.
M1 and Above: At this level of candidate is confirmation or rejection of
the candidate for employment is done by MD/ CEO.
Lean Manufacturing
Sales forecasting
Time / Stress Management
Team Building
Negotiation Skills
Finance for Non-Finance Manager
MS- Intermediate level
MS- Advance Level
Employees Development
The major techniques are using in PEL to develop employees are given
below:
Job specification
A statement of the minimum acceptable qualifications that an
incumbent must possess to perform a given job successfully
Aptitude
Intelligence
Ability
interest test batteries
1. Questionnaires: During and after training impel PEL trainer also ask
questions which is also a good techniques for the development of
management. The first type provides a list of times to ticked,
alternative answers to be selected, and blanks to be filled in. it could
also have a scaled structure or require yes/no responses. The second
type offers an opportunity to give a more complete and comprehensive
picture of a situation.
2. Interviewing: In PEL as well as in all the organization in the world this
technique is used for the development of the management and
different purpose and many different ways. This purpose is to get
information may concern
Events
Work results
Knowledge behavior
Attitudes
Opinions values
Habits
Perceptions
3. Observation: This Company has also solution of the development
problems apparent only through systematic care observations is done
which help for development. Observing a regular management
meeting, watching a Supervisor/Manger/HOD dealing with people or
problems, or observing manager full time.
4. Critical Incidents: PEL also developing its employees individually by
critical incidents, it is defined as:
Evaluating the behaviors that are key in making the difference
between executing a job effectively and executing it in ineffectively.
Hajj scheme
Total 6 (six) employees (workers / staff up to E1) are sent every
year
Employees are selected through balloting process
Employees with minimum service of 5 years with PEL Group are
eligible for this scheme
Cost of fares and stay in Saudi Arabia during Hajj Period will bone by
company
Selected employees are provided leave with pay during the period
Theses leaves are not deducted from authorized leaves of the
individual
Group life insurance
The company has assured all permanent employees in Group Life
Insurance. A comprehensive benefit coverage policy has been
undertaken with the spirit of concern and wellbeing that the company
cherishes for its employees.
This policy covers:
Death due to any cause
Permanent, total & Partial Disability Benefit
Accidental Disability Benefits
Body Injury
Accidents
Total Disablement
Partial Disablement
Loss of Limbs
Leave
Leave is very important for smooth running of the business each
department and for satisfaction of employees. PEL is compensating the
following leaves:
Total leave
In PEL, regular employees are entitled to total leave of Thirty (30)
workday (Annual/Sick/Causal) after completing one year of continuous
service to enable them to rest from their daily routines. Annual vacation is
calculated on a calendar year basis. An employee who is hired during the
calendar year basis and employee who is hired during the calendar year
shall earn vacation credits on a prorated basis until December 31st of that
year and theses are given to him on completion of one years service.
Leave Entitlement:
Category/ Grade of
Employees
Staff Grade JE and above
Annual/Sick/Causal
Leaves
30
Maximum Accumulation
of Leaves
90
House Rent:
In case of Advance Rent/Security to get the ownership of the house,
Company provide loan to the employee (maximum of 6 months advance)
which shall be deducted from his/her salary in 12 equal installments.
Motorcycle loans for executives
Junior Executive and Executive in Grade E-III and above working in
Marketing/Customer Services Divisions, where nature of job entails
traveling, are entitled to Motorcycle under the sales/ After Sales froes
Scheme.
Junior Executive / Executives may be paid a special duty conveyance
allowance per month, which is announced from time to time. In case of
separation before 5 years, Management may, in its direction, allow to
purchase the motorcycle on book values plus lease charges.
Provident funds
All permanent employees who have completed their probation period are
eligible to join the Groups Provident Fund. The rate of contribution is
Employee
Employer
Billing Limit
Rs./month
M1-M6
E3 to E1
Sales Officer (AD)
JE & below
1,500 to 3,000
1,000
---300
Employee Relations
Employee Relations involves the body of work concerned with maintaining
employer-employee relationships that contribute to satisfactory
productivity, motivation, and morale. Essentially, Employee Relations is
concerned with preventing and resolving problems involving individuals
which arise out of or affect work situations.
Advice is provided to supervisors on how to correct poor performance and
employee misconduct. In such instances, progressive discipline and
regulatory and other requirements must be considered in effecting
disciplinary actions and in resolving employee grievances and appeals.
Information is provided to employees to promote a better understanding
of Non-Executive Staff
Supervisor 1
Supervisor 2
Supervisor 3
Clerical 1
Non- Grade (Worker)
Types of Worker:
Total 4,000 workers are working in this factory and it this strength
increased in season about 1,500 workers more.
Temporary/ Seasonal Worker
Such a type of recruitment is made in February to April months in respect
of order from market and demand in season or economic effects. So PEL
require more worker than in routine work. Similarly its sales leads to
enhance the profit.
Permanent Worker
After three or four year temporary worker are also done permanent on the
basis of performance. The benefits are also given only to permanent
worker not to temporary.
President and General Secretary
PEL Labor is well established under a President, Umer Saleemi and
General Secretary and Collective Bargaining Agent (CBA).
Voting for Elections: The president and general secretary is selected by
the voting in PEL.
Shift
All the employees related to manufacturing do the work in three shifts.
Working Hours
There are total working hour in one shift. If any worker does the work
more than 8 hour then his time for work is considered as overtime.
Overtime
After eight hours of duty the working time period is counting as overtime
and this factory is giving equal rate wages per hour. But in some
organizations overtime is giving with continuous increased wage rate per
hours.
Wage Rate
After the delectation of the Prime Minister of Pakistan on May 01, 2008
PEL has also upgraded their wages rate for labor i.e. Rs. 6,000.
Employee Court Cases
Mr. Saeed Ahmad in IR& A Department is handing the court cases.