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Pak Elektron Limited{PEL}

Posted by: ScribdUMT on: September 23, 2011

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ACKNOWLEDGEMENT We are heartily thankful to our teacher Miss Wajiha saif, whose encouragement, guidance and support from the initial to the final level enabled us to develop an understanding of the subject. We are thankful to the high officials of Pak Elektron Limited (PEL) from where we have been advised, guided, furnished with updated literature and practical approach, methodology and concept of Organization behavior in Pak Elektron Limited. Without their valuable suggestions, meticulous attention and friendly counseling we could never have been able to achieve our target. We are thankful to our families for their support and motivation, without which we could not have achieved this target. Lastly, we offer our regards and blessings to all of those who supported us in any respect during the completion of the project.

EXECUTIVE SUMMARY The purpose of this report is to fulfill partial requirements of our course Accountant in business. We have carried out our project in keeping with our text and have applied the basic concepts studied. We have selected an organization named as Pak Elektron Limited for the sake of accomplishment of our project. We were given an appointment on our request by the Mr. Ali KamranManager learning & development human resource department. During our number of visits to Pak Elektron Limited we studied its theory, analyzed its design considering its structure, structural dimensions and contextual dimensions. Conclusion of this report is that Pak Elektron Limited is a multi-disciplinary consultancy company that has evolved a divisional organization structure suited to its specific needs. Pak Elektron Limited goal is to attain selfreliance in elektronics and replace foreign consultants. Pak Elektron Limited should start professional training program for its employees to keep them up-to-date. Table ~ ~ ~ ~ ~ ~ ~ of Contents Introduction History and background of Pak Elektron Limited Mission Statement Company beliefs Company value and norms Structural dimension of PEL Formalization

~ Specialization ~ Standardization ~ Hierarchy of authority ~ Centralization ~ Complexity ~ Professionalism ~ Personal configuration ~ Motivation ~ Recruitment and selection ~ Health and safety ~ Communication between top management and employees ~ Communication between employees with each others ~ Culture ~ What is culture? ~ What is organizational culture? ~ Culture of Pak Elektron Limited ~ Leadership style ~ Conclusion ~ References INTRODUCTION

HISTORY AND BACKGROUND OF Pak Elektron Limited


PAK ELECTRON LTD. was established in 1956 with the technical collaboration of M/S AEG, West Germany. It is the oldest composite electrical equipment-manufacturing unit of Pakistan with the object of initially producing transformers, switchgears and electric motors. In 1962 after conclusion of joint venture agreement with AEG, total shareholding was purchased than by sponsors M/S Malik Brothers Limited. In October 1978, PEL was taken over by SAIGOL GROUP OF COMPANIES, which is the largest and well-know industrial and commercial group in Pakistan. The Saigol Group belongs to the Saigol family that is an old business family and has contributed a lot towards Pakistans industrial and believes in continuous development and growth. The result is a global business activity monitored through the various offices worldwide. Meeting Saigols traditions, since its takeover by the group, PEL is also a Company on the go. The high growth rate proves the complete success of the professional management and provides sufficient confidence to trust in its future development schemes Pak Elektron Limited launched the new range of LG Electronics Home Appliances & Air-conditioners in Pakistan at an impressive ceremony at Royal Palm Country Club, Lahore on 8th July, 2009. After a strategic partnership agreement in April this year, Pak Elektron Limited is the exclusive distributor of LG Home Appliances & Airconditioners throughout Pakistan & AJK. Addressing the event, Pak Elektron Limiteds Director Operations, Mian Murad Saigol said that Pak Elektron Limited has been a leading local company in electrical appliances for over five decades, they, together with LG Electronics, which is a global leader in consumer electronics will bring a new range of technologically advanced & health care conscious products for the Pakistani consumers. Manager Mr. E. D. Choi was also present at the occasion. Mr. Choi emphasized the health care factor of the LG products. Mission Statement ~ ~ ~ ~ To grow the size of the organization, develop better business practice and build-up greater resources. To practice actively and consistently in Pakistans economic development. To build up better operating philosophy. To build a better commercial outlook for operating successfully in this competitive environment.

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To keep pleasant working environment. To always maintain exclusive service standards. To promote professional co-operation.

~ To motivate the employees by making them feel that management cares about them by recognizing their efforts by remuneration or by promotion depending on the individual efficiency and what he deserves. ~ ~ To create feeling of co-operation so that all employees are satisfied. To build up customer satisfaction.

Company beliefs The belief of Pak Elektron Limited is the consistent attainment of quality in all facets of our operations so as to provide consultancy services with professionalism and to the satisfaction of our clients. Company beliefs and norms ~ ~ ~ ~ ~ ~ Excellence in all we do. Ethical and moral conduct at all times and in all our relationships. Innovations in all areas of our Designs as a mean of attaining and Sustaining leadership. Pursuit of relevant knowledge Commit ourselves to the highest standards of personal and professional integrity at all times.

STRUCTURAL DIMENSIONS OF PEL FORMALIZATION In PEL Formalization is High because policy manuals, job descriptions of various employees, rules and procedures all are in written format. SPECIALIZATION In PEL organizational tasks are subdivided into separate jobs. Therefore specialization in PEL is Extensive. STANDARDIZATION In PEL employees perform different types of tasks in their daily routine; therefore uniformity in work is low, so standardization is Low in PEL.

HIERARCHY OF AUTHORITY In PEL the span of control is Narrow in the divisions, therefore Hierarchy of authority is Tall. CENTRALIZATION In PEL decision making or centralization of power is kept at the top level. The important decision like establishing goals, hiring employees, choosing contracts are made at the top level, therefore in PEL Centralization is high. COMPLEXITY In PEL numbers of activities are differentiated among the divisions. In PEL Vertical and Horizontal complexity is High, but spatial .complexity is Low. PROFESSIONALISM

In PEL formal training and education of employees is very high, therefore professionalism in PEL is High. How to motivate employees Motivation comes from inside gives more productive things Here a question arises how to motivate the employees? PEL motivates the employees in various ways like: ~ Increasing in the salaries of the employees (The effects of these steps remain for 30-45 days) ~ Compensation in case of any accident ~ Marketing development ~ Carriers requirement should be fulfilled according to the will of employees ~ By filling the little need Pell provides a staff to its employess named as supporting staff And some functions are arranged for the employees and their families children come and enjoy this is another way to motivating the employees Recruitment and Selection The recruitment process which is used by the PEL Company to hire a person of any type of job are: The right person for The right job We ask a question from hiring department of PEL How HR department advertise for a job or a vacancy of job They advertise in news papers and also on their website for external hiring When the applications in the respect of advertisement are collected the next step which is taken by the HR department of PEL is: Have a view on all applications for finding the perfect person for the specific job on the bases of: ~ Qualification according to the job ~ Knowledge skills ~ Experience ~ Reference ~ After these selected persons name type on the lists which are known as short lists in PEL ~ On the date of interviews some of other things are measures for hiring a person these are: ~ Personality test ~ IQ test ~ Master in field ~ Suitable person for suitable job ~ After these things a acceptance letter send to the selected person for joining the job.

Some examples of hiring which are collected from the broachers of the PEL are: Requires in the following areas Electrical Engineers B.sc/B>E electrical Engineering (power & Electronics) Sales & marketing MBA marketing Human resources MBA/MPA/MS in HR Finance /Audit MBA/Ms.finance, ACMA, CA (inter/foundation/finalists) IT professionals OCP (DBA, Developer & BI) CCNA, A+, Linux Health and safety of employees In PEL various plate forms are set for the maintenance of health of employees some steps are discuss during the visit:

PEL has an emergency plan A very good health facilities provided in the PEL Working environment in the PEL is very fair and safe The management of PEL follows the standard of heath A complete health department is established in the PEL Communication between top management and employees In the PEL, there is a very good friendly working environment and there is communication between top management and employees, the top management set a supporting staff to facilitate the employees .In case of any difficulty or problem before sending it to the top management firstly try to handle by the supporting staff. Communication between employees After have chat with employees we know the employees are working in a good environment they have divided some task with each others and the policies of the company towards employees are not strict. Employees are satisfied by the facilities given to them in the company and they are happy with this. Appraisal Data Is Needed For Appraisal in the PEL is conducted after six months in a year Assessment of current employee performance Performance standards are being met in the PEL Training needs PEL management has a fair view on the employee needs to learn in order to improve their current work performance Career planning and development Assessing an employees strengths and weaknesses to determine advancement

Compensation programs Provides a basis for rational decisions regarding pay adjustments (raises and bonuses) Internal employee relations Used for decisions in several areas of internal employee relations, including promotion, demotion, termination, layoff, and transfer (transfers, layoffs, terminations) Recruitment and selection Generates data to validate selection criteria Human resource planning Assessment data is helpful in building replacement or succession charts PERFORMANCE APPRAISAL REPONSIBILITY HUMAN RESOURCE DEPARTMENT ~ Designs the performance appraisal system ~ Establishes and monitors a reporting system ~ Trains managers in how to conduct appraisals ~ Safeguards performance appraisal records MANAGERS & SUPERVISORS

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Evaluates employee performance Completes the appraisal documents and forms Reviews appraisals with employees

CULTURE

What is culture? Culture is defined as the shared patterns of behaviors and interactions, cognitive constructs, and affective understanding that are learned through a process of socialization. What is organization culture? Organizational culture is an idea in the field of Organizational studies and management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. It has been defined as the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization. Culture of PEL PEL has a mixture of Mission and Bureaucratic culture, because its goal is profitability as well as internal efficiency, therefore it implements both cultures Role culture and power culture Responsibilities of top management A career in PEL Pak Elektron Limited (PEL) is a leading manufacturer of Electrical & Appliance goods in Pakistan, focusing on both industrial and consumer segments. The company has strong foothold in the power equipment market and is well established in home appliances market. Now, having the strategic business partnership with LG home appliances & air condition business, Company is looking for experienced, qualified and dynamic individuals with passion to grow to strengthen its marketing department in the following positions. Key Responsibilities: ~ Identification and development of foreign business leads ~ Built strategic business relationship with major overseas buyers, consulting engineers, contractors, power corporations etc. ~ Negotiate and finalize the contract ~ To ensure the completion of the deal in compliance of the contract within the schedule time ~ Provide export sales analysis and strategic advice to support and manage the Company business growth Applicant must have: ~ BSc. Electrical/ MBA from recognized university with 7-10 years of enriched experience in International business development ~ Exceptional communication and negotiation skills ~ Sound management capabilities with the ability to manage several initiatives simultaneously ~ Exceptional relationship building, strong communication and negotiation skills ~ Must have thorough knowledge of export related govt. policies, rules/regulations ~ Exposure to international business relationships/ contacts will be an added advantage McGregors Theory According to this theory, some people fall in the Category X, and are known as Xers while some people fall in the Category Y, and are known as Yers Xers ~ ~ ~ Yers ~ Are active in work Are lazy Avoid work Dislike work

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Seek reasonability Have self-control Need motivation

In PEL Yers are closely monitored by head of division. Head of division motivates Yers through delegate authority and gives task that supervise to Xers through punishment and reward. Yers have free hand for monitoring the Xers. Yers develop Self-control and the main important thing is Self-efficacy. If the Xers grow their career through that, the productivity of the organization will also grow. Through this, the level of motivation increases for both Xers and Yers. LEADERSHIP STYLE In the PEL the leadership style is BUREAUCRATIC LEADERSHIP. Leaders impose strict and systematic discipline on the followers and demand business-like conduct in the workplace. ~ Leaders are empowered via the office they hold position power. ~ Followers are promoted based on their ability to conform to the rules of the office. ~ Follower should obey leaders because authority is bestowed upon the leader as part of their position in the company. CONCLUSION Now-a-days, one thing many Pakistani business organizations agree on is the deleterious effects of uncertain future on their business. With the rapidly changing market place owing to breakthroughs in technologies, lowering of barriers to international competition and maturing of Pakistani consumers, this uncertainty is only going to increase. In such ruthless scenario, only the nimble and sue-footed who have the ability to correctly read the changes in consumer preferences before their competitors do and who have the systems to quickly respond with better value proposition will succeed.PEL is equal to the task; it is providing a world class professional base in the field of consultancy engineering to the employees, and also introduces the modern technology and quality improvement program for the experts. In the end, we conclude from this report that PEL is a multi-disciplinary consultancy company that has evolved a divisional organization structure suited to its specific needs. PEL goal is to attain self-reliance in engineering consultancy and replace foreign consultants. Consequently, we can say that PEL has an excellent management system to meet the current challenges.

THANKS

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