Acknowledgement

In the name of Almighty Allah who is most merciful, and who has given
us the strength to write this project report in a different way. I extend
my heartiest thanks to my teachers who have assisted me on every
occasion to enable me to write this report. My parents , classmates,
friends come next in the list of thosewhom I have to thank.

ORGANIZATION : SUZUKI

DR.SIR USMAN
COURSE : HRM

GROUP MEMBERS

MUHAMMAD ANAS

TAHIR

MEHWISH

FARHANA KHAN

FARRUKH SHEIKH

WASEEM UL HUDA

BABAR PARWEEZ

LETTER OF TRANSMITTAL
DR.SIR USMAN,
PAF - KIET University,
Karachi.
28th April , 2013.
Respected Sir,
We are honored to present this report that you have assigned us for
the course of Human Recourse Of Management". This report is
based on Automobile Organizational SUZUKI
We have learnt a great deal from the project, for which we are very
grateful to you.
Regards,
MUHAMMAD ANAS
BABAR PARVEZ
FARHANA KHAN
FARUKH SHIEKH
WASEEM-UL-HUDA
TAHIR

Our Mission
Our mission to realize this vision is:
To provide automobile of international
quality at competitive price.
To improve skills of valued employees by
imparting training and inculcating in them
a sense of participation.
To achieve maximum indigenization and
promote Pakistans automobile vending
industry.
To make valuable contribution to social
development of Pakistan through
development of industry in general and
automobile industry in particular.

COMPANY INFORMATION
Board of Directors
Hirofumi Nagao
Chairman & Chief Executive
Satoshi Ina
Dy. Managing Director
Hidekazu Terada
Director
Mumtaz Ahmed Shaikh
Director
Jamil Ahmed
Director
Wazir Ali Khoja
Director
Kenichi Ayukawa
Director
Audit Committee
Hidekazu Terada
Chairman
Kenichi Ayukawa
Member
Wazir Ali Khoja
Member
Chief Financial Officer &
Company Secretary
Abdul Hamid Bhombal
Auditors
Ernst & Young Ford Rhodes Sidat Hyder
Chartered Accountants

Registered Office
DSU-13, Pakistan Steel Industrial
Estate, Bin Qasim, Karachi.
Tel No. (021) 34723551 - 558
Fax No. (021) 34723521 - 523
Website: www.paksuzuki.com.pk
Area Offices
Lahore Office:
7-A, Aziz Avenue,
Canal Bank Road, Gulberg V,
Lahore.
Ph. 042-35775456
042-35775457
Fax. 042- 35751953
Rawalpindi Office:
3rd Floor, 112-B Mallahi Plaza
Murree Road, Rawalpindi Cantt
Tel No. (051) 5567518 - 5518073
Fax No. (051) 5585738

COMPANY PROFILE
Location : Downstream Industrial Estate of
Pakistan Steel Karachi
Total Area : 259,200 m2 (64 acres)
Facilities : Press Shop, Welding Shop, Paint Shop, Plastic
Shop, Engine and Transmission Assembly Shop, Final
Assembly & Hi-Tech Inspection Shop. The Company has
also established a modern Waste Water Treatment Plant
as
its contribution to the environment.
Cost: Rs. 12.130 billion
Production Capacity (double shift):
Car & Lcvs Plant: 150,000 units per annum
Motorcycles Plant: 37,000 units per annum

Pak Suzuki Motor Company Limited (PSMCL) is public limited company

with its shares quoted on Stock Exchanges in Pakistan. The Company
was formed in August 1983 in accordance with the terms of a joint
venture agreement between Pakistan Automobile Corporation Limited
(representing Government of Pakistan) and Suzuki Motor Corporation
(SMC) - Japan. The Company started commercial production in January
1984 with the primary objective of progressive manufacturing, assembling
and marketing of Cars, Pickups, Vans and 4 x 4 vehicles in Pakistan. The
Companys long term plans inter-alia includes tapping of export markets.
The foundation stone laying ceremony of the Companys existing plant
located at Bin Qasim was performed in early 1989 by the Prime Minister
then in office. By early 1990, on completion of first phase of this plant,
in-house assembly of all the Suzuki engines started. In 1992, the plant
was completed and production of the Margalla Car commenced.
Presently the entire range of Suzuki products currently marketed in
Pakistan is being produced at this plant. Under the Governments
privatization policy, the Company was privatized and placed under the
Japanese management in September 1992. At the time of privatization,
SMC increased its equity from 25% to 40%. Subsequently, SMC
progressively increased its equity to 73.09% by purchasing remaining
shares from PACO.

Theme for Hiring Criteria:

Suzuki company is opening its
office in Islamabad so they need a
hr assistant manager and a
professional manager.
The advertisement is given in a
time line newspaper

HR MANAGER REQUIRED
Our client well established & highly progressive group is looking for energetic and challenge
oriented candidates for HR Officer.
Manager HR Responsibilities:
The person will be responsible for all HR functions, should be well conversant with the
application of all governing rules and regulations pertaining to Human Recourse including
prevalent labor law.
Only the candidates meeting the following requirements may apply:
Should be MBA or Master Degree holder with major in HR from HEC recognized Universities.
Ideal candidate should be an HR Generalist and be able to deal with all HR functions.
Should have at least 5 years hard core HR experience.
Should have excellent Communication Skills.
Should be between 25 to 40 years of age.
Good candidates having no experience may be considered for appointment as HR Officer
(Trainee)
Attractive salary package and congenial work environment, with learning
and growth opportunities, will be offered to suitable candidates.
We are equal opportunity employer

__________________________________________
Interested candidates matching with above criteria may send updated
CVs at our email address

1st Interview for HR Manager

conducted by:
1. Anas Meer
2. Farhana Khan
3. Waseem-ul-Huda
Candidate:
TAHIR

2nd Interview for HR Assistant

Manager conducted by:
1. Anas Meer and
2. Farrukh Shiekh
Candidate:
FARHANA KHAN

Objectives

Explain the HR competency framework and the

new HR behavioral competencies.

Learn about the career management process in

government.

Identify the steps in creating a career development

plan

Review how to prepare for a career discussion with

your manager

What Is a Competency?
A competency is any observable and/or measurable knowledge,
skill, ability, or behaviour that contributes to successful job
performance.

Skills
Knowledge
Values
Traits
Motives

Success Through HR Professionals

Necessary for
top performance
but not sufficient

Characteristics
that lead to
longer-term
success

Types of Competencies

Behavioural competencies
Refer

to motives, traits and attributes that shape

behaviour and reflect how you apply your
knowledge and skills to achieve results.

Technical competencies
Refer

to the specific knowledge and skills required

to be effective in the job and reflect the what
you know and what you can do technically.

Now that we understand

competencies, what are the new
competencies for the HR Community?

Leadership
Competencies for the
AS group:

HR Competencies
for the Community:

Client
Orientation

Relationship
Building

New HR
Decisiveness

Self Confidence /Courage

of Convictions

Competencies

Change
Leadership

Effective Interactive
Communication

Objective #2: Whats the Career

Development Planning process?

What is Career
Development?
Career Development (or Management)
is a process where you work with your
manager to map out a realistic path to
achieving your career aspirations within
the context of the organization.
It is:
Employee owned
Manager facilitated
Organizationally supported

Win-WinWin
Employees
Managers
Organization

Success Through HR Professionals

Career Development
Process

1. Discovery
Determine Where
You
Want To Go

4. Preparation
Get closer to
your goal
Management
Support
and Coaching

3. Planning
Make a Career
Development Plan

2. Assessment
Identify strengths
&
development
areas

Discovery
Know yourself:

Who are you?

What is your motivational type?
What is your personality type?
What are your career assets?

Assessment

Assess where you are in relation to

where you want to be

Identify your strengths and

developmental needs

Benchmark your goals

Planning and Preparation

3
4

Planning:
Create Your Career Development Plans

Preparation:
Have a Career Discussion and be
Competition Ready

Objective #3: What are the steps

in creating a career development
plan?

What is Development?
Development is a planned and systematic
effort aimed at increasing your personal
effectiveness in targeted skills and
competencies.
Three key Factors:
Assessment (small a assessment)
Challenge
Support

Planning: The Career Development Plan

Step 1

Complete Background Info

Step 2

Set your development goals

Challenge

Step 3

Write your action steps

Support

Step 4

List obstacles and solutions

Step 5

Evaluate progress/success

Assessment

Planning Step 2
Choose One or Two Areas for Change

To change means to hard-wire new

behaviorsthis activity is like building
muscle

It is easiest to be successful when you

focus on one or two thingspractice
developing these muscles for at least six
months

Planning Step 3 - Write Action

Steps
Gives you an action plan that allows you to track your

Purpose

progress towards your development goals.

Link to PM

Major projects/activities should be included in

your performance appraisal form as well as your
career development plan.

How to
determine
action steps

Identify actions/activities that will stretch your

development areas.

Planning Step 3 Example

Step 2 Development Goal: Client Orientation
Offer more creative/innovative solutions to client problems and be
able to explain why the solution will work for the client situation.

Step 3 Action Steps:

Ask my manager about a challenging or difficult client problem she is

currently involved with. Ask to work with her in helping to resolve the
situation.
Look for opportunities to collaborate with people from other CSUs or
depart on initiatives or programs that may help my clients.
Prepare and present a summary of my findings to clients.
Read: Customer Service From The Inside-Out Made Easy, by Paul
Levesque (Entrepreneur Press, 2006).

Activity: Development Activities

1.

Using the sample CDP, complete development activities

for John by creating action steps (Step 3) for his
development goal for Client Orientation.

2.

Use the development activities resource guide.

3.

Report back to large group on which activities you

choose.

Objective #4: How do I

prepare for a career
discussion with my manager?

Preparation: The Career

Discussion

Ask for a time to meet.

Make a list of the things you wish to discuss. Be organized.

Bring anything you think would help your discussion

updated resume, competency assessment, previous
performance review and your draft CDP.

Seek feedback. Express an openness to hearing frank

feedback.

Be willing to modify your plan after receiving

feedback.

Preparation: Competition
Ready

Understand governments hiring policy.

Update your resume and cover letter.

Practice your interview skills.

Look for opportunities career and/or

development

Next Steps

Discovery and Assessment: Do any self

assessments that you want to do using the
various tools and resources available to you
(Career Explorer Workbook, 360, informational
meetings, etc.)
Planning: Draft your career development plan
Preparation: Schedule a meeting with your
manager and have your career discussion