HUMAN RESOURCE MANAGEMENT

PRESENTED TO Dr. Hassan Imam

HUMAN RESOURCEMANAGEMENT
OUR
TEAM
Introduction
Introduction
Established in the year 1881 in Japan, Nippon Paint has more than 136 years of history to
its credit, bringing its customers cutting edge coating solutions that meet their most
diverse needs.
Nippon is today one of the leading manufacturers in Asia, having rapidly expanded into
many other countries.
Nippon Paint Pakistan marked its successful entry into the Pakistani market on November
5, 2007. Investing more than $25million since the establishment of its first manufacturing
facility, Nippon Paint Pakistan started off with a total manufacturing capacity of 20 million
liters per year with 325 people (single shift working employees). It was established in
District Kasur near Lahore in May 2010 and covered a total land area of 12.02 acres.
Authorized dealers are equipped with the Nippon Paint Color Creations Tinting System, a
state-of-the-art computerized paint system catering to the desires of the most diverse
clientele, offering them to choose from a palette of thousands of colors. The distribution
currently spreads from the far South, Karachi and Gwadar, to the hilly areas of Mingora
and ahead.
Nippon Paint Pakistan currently has more than 500 outlets nationwide and continues to
grow.
 VISION

We at Nippon, strive to
be the best at what we
do and unwaveringly
aim to be the
dominant market
leader in the coatings
industry.
 MISSION
To develop a strong sense of
achievement in all that has
been achieved and done.
We constantly seek out
opportunities to improve
the stature of our
organization by daring to
change what we think is not
right.
 GOALS &
OBJECTIVES

❖Our core values

lie at the heart
of our
organization
and have been
cultivated to
achieve our
business
objectives:
STRATEGIC HUMAN RESOURCE
MANAGEMENT
STRATEGIC HRM
• Corporate

• Business

• Functional
• Agreement with Honda Atlas Cars.
• Having latest technology. SWOT
• Introduced Color Creation Machines ANALYSIS
CCM
• Highly experienced engineers and
technician.

Strength
• Having no brand name.
SWOT
• Lake of research and development centers
ANALYSIS
• No import export practices.

Weakness
• Customer trust can be build due toagreement
with Honda.
SWOT
• Performance effectiveness can be achieved by
using latest technology. ANALYSIS
• Less chance of errors in assemblingand
manufacturing.

Opportunity
• Large numbers of competitors havingbrand
name.

• No innovation. SWOT
ANALYSIS
• Weak economic condition.

Threat
HUMAN RESOURCE
NEEDS
 Human
Marketing Finance Resource

HUMAN RESOURCE NEEDS

ORGANIZATIONAL STRUCTURE
ORGANIZATIONAL STRUCTURE

President

Finance Human Marketing

resource R&D Manager
Manager Manager
Manger

Supervisor Vacant Supervisor Supervisor

Employee Employee Employee Employee

JOB DESCRIPTION

• Supervisor
• Title
• Department:
• Report to
• Salary group
• Jobpurpose
• Duties
• Skills
 ETHICAL CODE OF CONDUCT

• Employee right

• Articles

• Signing a contract with employee on hiring

• Termination of contract with employees

• Working and rest time

• Leaves
ETHICAL CODE OF CONDUCT
• Equality

• No child labour

• No force labour

• Health and safety

• Freedom of association

• Benefits and incentives

RECRUITMENT
STRATEGY
RECRUITMENT
STRATEGY
WHY WE WENT FOR RECRUITMENT?

• Human Resource manager

• Quality Assurance Manager

• Marketing Research and Development Mana ger

• Some positions of factory workers are also vacant

 METHOD FOR
➢ We gave advertisement in the newspaper in which different
RECRUITMENT
vacant posts were mentioned.

➢ We also went for cyber recruitment and gave advertisement in

different websites like rozee.pk, careerpk.com and

linkdin.

➢ We also gave advertisement in different fashion magazines

because our product is fashion orient.

SELECTION
SELECTION

Selection process:

1. Initial screening: Curriculum Vitae (CV).

2. Employment test : Written test.

3. Interviews: Job related interview.

4. Background investigation: Pervious job.

5. Condition job.

6. Medical examination.

7. Job offer : Sign in contract.

1.Job-related and technical assessments: accounting knowledge
SELECTION
test, keyboarding speed, spreadsheet, power point and word.
TOOLS
2. Job-related assignments: voice testing

3. Pre-screening interviews

4. Proof of certifications.

5. Educational reference checks

6. Criminal records check

7. Vision evaluation

8. Physical fitness test.

9. Ability test

10. Aptitude test.

 TRAINING &
DEVELOPMENT
TRAINING &
DEVELOPMENT

• Tactics of Socialization

Orientation is use as socialization tactics which

will be done by highly professional managers
and supervisors to provide basic information
and training about star motors and it’s practices
to employee
TRAINING &
DEVELOPMENT

• Performance Management Process

Star motor’s strategic goal is to get

10% share of automobile industry in
next 10 years for which we have set an
annual objective of increasing sale of
Honda Acura tax by 20%, keeping the
price low is our business unit
objective.
TRAINING &
DEVELOPMENT

• Performance Appraisal

Star motors have to meet the standard for their jobs

of supervisor which is directly linked with Honda,

After which the actual performance is compare with

standard for discussing it with employee for further

adjustment.
TRAINING &
DEVELOPMENT

• Rewards

➢ Intrinsic( being part of work team, feeling of

accomplishment ,and pride in one’s work)

➢ Extrinsic (money, promotions, benefits)

➢ Financial (wages, bonuses)

MBAE 3rd
Any Question?