Documente Academic
Documente Profesional
Documente Cultură
PROJECT REPORT
Submitted by:
Faizan Ahmed Khan (58015)
Zohaib Ahmed (57388)
Farheen Naeem (58155)
Hunza Amin
Saquib Arshad
Table of Content
Acknowledgement
Objective of the Study
Company Profile//Introduction
Mission, Vision and Core Values
Organizational Structure
Human Resource/Other Departments Structure
Problems being faced by the HR in company.
HRM Course Concept
Data Analysis
Obstacles & Challenges
Recommendations
Conclusion
Reference
Acknowledgement:
We are grateful to Sir Mir Akbar Ali Khan whose guidance and help has been extremely
beneficial in the preparation and completion of this project. We are also thankful of Mr. Ahmar
Waheed who is Head of HR Department at ATLAS BATTERY LIMITED He has been the
source of inspiration, valuable information and suggestion during the course of preparation of
this project report. Special thanks to all the respondents who helped us in collection of data
required for the study.
COMPANY PROFILE
Introduction:
Atlas Battery Limited pioneered the manufacture of dry charged Hard Rubber batteries in
Pakistan. Now the company manufactures a complete range of Polypropylene and hard rubber
batteries which caters to the needs of passenger cars of varied capacities, trucks, tractors, heavy
vehicles, construction and road building equipment, as well as host of stationary and industrial
applications. Motorcycle batteries have also been added to this range. The company has always
been at the vanguard of development in the automotive industry in Pakistan making great strides
in the fields research and development. The AGS brand has, over the years, earned a
solid reputation as a product of latest Japanese technology with consistently high levels of
performance and reliability.
The sustained and continued high level of quality is ensured by ABLs Quality Department with
its exacting standards and state-of-the-art lab facilities manned by highly trained professionals
monitoring the quality of batteries being produced.
The focal point of the companys philosophy is customer satisfaction through continued product
excellence. Atlas Battery Limited aims at maintaining its lead in technology with the help of its
in-house research and development program, interfacing with Japan Storage Battery Company
Limited.
Mission Statements
To achieve market leadership through technological edge, distinguished by quality service and
customers satisfaction, emphasis on employees long term welfare and ensure adequate return to
shareholders. Be a good corporate citizen of the society and country through harmonized
endeavor.
Purpose:
Narrated explicitly in the mission:
Atlas Battery Limited. To achieve market leadership in order to ensure adequate return to
shareholders.
Core Values
(1)
(2)
(3)
(4)
ORGANIZATION STRUCTURE
Type of Structure:
Company follows a vertical functional form of Organization (Differentiation) with 4 to 6 levels
of management depending on the department, making it tall organization.
Organization
Line Departments:
The organization/composition of the line departments is quite diverse and elaborate since the
mainstay of the business depends on them. For instance, the marketing department has 3 levels
of management, wherein the Marketing and Brand Executives each report to the Brand Manager;
3 Regional Managers report to 1 Zonal Manager (South) and as many as 9 Regional Managers
reporting to the Zonal Manager (North). The Brand Manager, both the Zonal Managers along
with the Manager OEM Sales report to the GM Marketing, who is accountable to the Managing
Director. The Plant Department is as diverse as the Marketing Department. The Finance
Department and the Quality Assurance & Technical Services Department, however, are relatively
small, compact and not so diverse given their focused tasks.
Staff Departments:
In contrast, the staff departments are not as diverse. For instance, only 2 level 3 managers,
(Manager Admin & Manager HR) report to the Head of the Department.
Delegation:
Delegation is exercised at the upper 3 levels of management, leading to centralization at the
lower/frontline levels.
This gives the company the opportunity to not only fill its vacant
managerial slots with internal recruitment/selection, but also ensures efficient customer service
in accordance with the stated mission.
Span of Control:
In the line departments, the span of control is broad down to the mid-level management.
Whereas in the staff departments; the span generally remains uniformly broad from the 3 rdlevel
downwards, where it is relatively narrow leading to greater delegation.
On the average, 15 17 people report to the mid-level managers, of whom
2 4 report to the level 3 managers.
Seven level 3 managers report to the Managing Director (level 2) who is
directly accountable to the CEO (level 1), giving the organization a broad
span at the corporate level. This breadth is shadowed downwards in the
company.
Integration/Coordination:
Coordination among the various departments is carried out at the department heads level under
the Managing Director.
Within the departments, the various sections coordinate their efforts under
the respective General Managers. Since it is a classic form of functional
organization, the coordination arrangements are observed to be adequate
and in accordance with the companys mission of providing quality service
and customer satisfaction.
produced.
With an average of over 30 semi-skilled and skilled laborers continuing to quit each
month and another 500 is being only intermittently present and due to it the production is
department.
As reviewing the compensation plans of the workers is being paid only the minimum
wage as required by the law, along with the time related increments. It causes the
Due to the security situation in Karachi, and the far flung location of the plant, the absent
workers would always have one or the other excuse for not showing up for work. The
excuses would vary from a local strike in the area of residence to non-availability of
public transport. However, the same worker would willingly work overtime in order to
earn extra money. Any gradually punitive/corrective measures instituted by the company,
Paint Allowances
Reward Management
Employee welfare
Motivation
Data Analysis:
By analysis of gathered data, we find that the company weve chosen for the analysis is having a
problem of high absenteeism and employee turnover which statistics we have gathered from the
company are as follows,
Turnover
Total Employees.
1500
30%
Number of Employees
= 1500 * 30%
= 1500 * .3 = 450 employees
Absenteeism
Current Absenteeism.
4 out of 26 days
= 4 / 26 * 100
= 15.3%
After the completion of probation period, the employee is insured by EFU. In case of any
accident, he/she will be compensated. The company is providing social security to its
employees in accordance with the following laws:
SESSI-Sindh Employees Social Security institution: works for providing social
security to employees under Social Security Ordinance, 1967.
Every employee is receiving a basic salary of twelve thousand as per law. In addition to
this, each year employee's performance evaluation is being carried out. After that
increments are added in his /her salary. Special increments are also provided on
achievements and performance.
The most important challenge in working on the HR issues of the Atlas Battery Limited is we
would not present a poster with the name of Atlas Battery Limited in our poster Exhibition, so
we would get permission with the teacher and change the name of the company with any name
based on the Assumptions suggests by the group members after the guidance from the teacher.
Recommendation:
In terms of group discussion and communication we have recommended some solutions in terms
of HRM concepts to overcome on the solution of minimizing the Absenteeism and Employee
turnover of the Atlas battery Ltd. Following are the group observations which are as follows,
to ensure that his labor is duly registered with EOBI and SESI.
On the compensation system, we suggest that the minimum pay for each grade be
enhanced to Rs 1,000 + the minimum wage lay down by law (Rs 12,000). In addition, a
monthly Regular Attendance Allowance of Rs 1000 for all workers whose attendance
remained 100%. (This additional expenditure, we suggests, could be met from the
savings accrued by discontinuation of the terminal benefits of workers).
A cafeteria is being existed within the plant premises, since the plant operates 24/7 in
such difficult conditions, the workers are provided with free meals from the cafeteria, as
per a standardized menu. All the workers as well as the management are served the same
food. Medical treatment for illnesses caused by the work environment and work related
Conclusion:
In any organization where thousands of employees are working have unique problems,
because every employee is individually unique, their thoughts, behavior, attributes are
different, wherever a numbers of employees working there is a problems facing by them, and
to resolve those problems, HR concepts should be applied to medicate the problems, facing
by any organization, so in order to apply a HRM solution, HRM concepts must be tailored in
accordance with the environment to attain uniformity and commonality at the lowest level.
Possible variations from the standards thus set should be implemented, on a case to case
basis.
Reference:
We have consulted to gather information are as following.