PROJECT REPORT

 Submitted to: Miss Kaenat Malik

 Submitted by:
 Zain Jawaid (10238)
 Shariq Younus (10127)
 Asfand Wali ()
 Muneeb Kamran (10180)
 Owais Nadeem ()

TABLE OF CONTENTS
 Name of Business
 Nature of Business
 Introduction
 Vision
 Mission
 Formation of HR department
 Managerial Functions
 Planning
 Organizing
 Staffing
 Direction
 Controlling
 Operative Functions
 Procurement
 Development
 Compensation
 Maintenance
 Motivation
 Integration

 Conclusion
Name of Business:
Our company name is “CLASSIC AUTOMATIVE” and our slogan is “Ruling the
World”.

Nature of Business:
Classic automotive is an automobile company where we work on transport vehicles in the
designing, development, manufacturing, marketing, and selling of motor vehicles.

Introduction:
The Classic Automative is a name of the excellence and hard work. The Company started
commercial production with the primary objective of progressive manufacturing, assembling and
marketing of Cars, Pickups, Vans and 4x4 vehicles in Pakistan. The Company’s long term plans
inter-alia include tapping of export markets.
Our company also focused on main area of operations of Auto Glass so that our company will be
manufacturing, development and designing of Auto Glass products to cater local as well as
international markets.
Our company now also launched Genuine Oil “Super-Efficient”. And also Started export of
leather gloves for Heavy Bikes customers to European and Japanese Market. Introduced an
“Exchange Financing Scheme”. Inaugurated corporate day care center for all female staff. Our
company is increasing day by day and trying to fulfill the needs and demands of the customer to
get customer satisfaction.

Vision:
Our vision is to be recognized in a automobile sector as a leading organization that gives
attention to its customers, employees, and the products with what they need in a best possible
way.

Mission:
Developing products of superior value by paying attention to the smallest of details by focusing
on
1. Develop products of superior value by focusing on the customer
2. Establish a refreshing and innovative company through teamwork
3. Strive for individual excellence through continuous improvement
Formation of HR department:
The HR department is most important for every company to deals the HR issues that arises in the
company. Mainly HR department is based on two functions, that are (1) Managerial Functions
and (2) Operative Functions. These two functions plays an important role in the development and
success of the company/organization.

“Managerial Functions”
The major functions that a manager completes can be categorized into four
different functions known as planning, organizing, leading (staffing, directing), and controlling.
Effective managers understand how planning, organizing, leading, and controlling are used to
achieve organizational success.

 Planning:

 Organizing:

 Staffing:

 Direction:
The term “directing” is generally used in every walk of life. It has got a wider interpretation now;
is no more restricted to “commanding” as viewed by “Henry Fayol”. Relates to those activities
which deal with Influencing, guiding, supervising and motivating subordinates in their jobs.
Directing in our company.
 One of the best managed companies.
 Strong leadership structure involving family members of the founder.
 Encourages teamwork and participation in decision making at all hierarchical levels.
 Creativity and innovation is highly encouraged.
 In a personal point of view, the company should strive to fit in the modern corporate
world where factors such as flexibility, innovation, adaptability, creativity, diversity and
inclusion play a crucial role in the realization of organizational success.

 Controlling:

The process of measuring performance and training action to ensure desired results.
Has a positive and necessary role in the management process.
Ensure that the right things happen, in the right way, at the right time.
Organizational learning and after-action review.

Our controlling techniques:

 Statistical data.
Statistical analysis involves collecting and scrutinizing every data sample in a set of items
from which samples can be drawn. A sample, in statistic, is a representative selection
drawn from a total population. Information is presented in the form of tables, graphs,
charts etc, it facilitates comparison of performance with the standards laid and with
previous year’s performance.
 Operation Audit:
Operational auditing, in its broadest sense, is the regular and independent appraisal, by a
staff of internal auditors, of the accounting, financial and other operations of a business.
 Personal observation:
Manager collects first hand information about the performance of the employees. It also
creates psychological pressure on the employees to improve their performance as they are
aware that they are being observed personally by the manager. However, this technique is
not to be effectively used in all kind of jobs as it is very time consuming.

“Operative Functions”

The operative functions are those tasks or duties or functions which a company entrusts to the
human resource or personnel department. These include employment, development,
compensation, integration, and maintenance of personnel of the organization.

 Procurement:
Procurement usually means the process of finding and acquiring goods and services, similarly in
human resource or personnel management it means giving employment to such candidates who
have required skillset and knowledge to fulfill the duties of given job position.

Following are the main Procurement Functions:

 Job analysis
 Recruitment
 Selection
 Induction
 Internal mobility

Job analysis
Job analysis in human resource management (HRM) refers to the process of identifying and
determining the duties, responsibilities, and specifications of a given job.

Why is it necessary to conduct?

Because it makes the following activities more rational and accurate.
1. Job designing and redesigning.
2. Recruitment and selection.
3. Determining training needs.
4. Establishing a compensation management policy.
5. Conducting performance reviews.

Job analysis in Classic Automotive:

All three of the methods are used to conduct a job analysis.
Method 1: Interview
We conduct structured interviews where all the employees asked to answer same questions for
example following are some of the typical questions:
 Job analysis interview questionnaire
o What is the main purpose of your job?
o What extra efforts you have to put to work in order to complete your task?
o What are the major duties of your position? What exactly do you do?
o The job you do is it performed only indoors or you have to work outdoors too?
o What physical locations do you work in?
o What are the education, experience, skill, and [where applicable] certification and
licensing requirements?
o Do you believe the education and your skillset is enough for the given job? Or do you
think you need extra training to fulfill your purpose?
o In what activities do you participate?
o What are your responsibilities? What are the environmental and working conditions
involved?
o What are the job s physical demands? The emotional and mental demands?
o What are the health and safety conditions?
o Are you exposed to any hazards or unusual working conditions?

Method 2: Questionnaire
In this activity we give out questionnaire forms to employees in order to help them feel
comfortable and so that they would fill it honestly.

1 Position Identification
Current Position Title: _______________________________
Department: _______________________________________
Employee (Current/Former): __________________________
Employee ID: ______________________________________
Supervisor: Supervisor's Title: _________________________
Length of Time in Current Position: _____________________
Current Status (Exempt/Non-Exempt):___________________

2 Summary Statement
Briefly describe the position’s primary purpose or function in two or three sentences.
_________________________________________________

3 minimum requirement

If a degree is required, indicate the appropriate field(s) of study.

_________________________________________________

If applicable, indicate any licenses, certifications or registrations required to qualify for this
position.
__________________________________________________

List any knowledge, skills or abilities important or required for this position as well as the type
of experience, if any, that would be most beneficial.
__________________________________________________

4 Job specific competencies

From following function choose the ones that requires competencies and explain why

Administrative.
o Organizational Management
o Operations Management
o Financial Management
o Project Management
__________________________________________________
People management
o Supervision
o Work Leadership
__________________________________________________
Analytical
o Decision Making
o Problem Solving
o Research and Analysis
__________________________________________________
Communication

o Building External Relationships

o Instruction/Training
o Writing Proficiency
__________________________________________________

Operational
o Computer/Automated System Proficiency
o Equipment Operation
o Public Safety
__________________________________________________
Technical
o Technical Expertise
o Functional Expertise
o Support Proficiency
__________________________________________________
 5 Nature of work

(A) Seldom or None (<25%) (B) Occasional (25%-50%)

(C) Majority of Time (50%-75%) (D) Almost Always (>75%)

From above options A, B, C, D choose 1 in accordance with following statements:

Tasks are straightforward, routine and frequently repetitive. ( _______ )

Tasks are varied and moderately complex. ( _______ )

Tasks are highly complex. ( _______ )

Tasks follow set guidelines or procedures. ( _______ )

Tasks require comparing alternative courses of action and making a decision after considering
the options. ( _______ )

Tasks require contact with sensitive and confidential information. ( _______ )

Tasks require the management of a unit or section involving formulating, directing or

interpreting policy. ( _______ )

Work requires imagination, originality and/or creativity. ( _______ )

Employee receives clear instructions from supervisor on what to do and how to do it.
( _______ )

Employee has authority to make significant choices and decisions without specific guidance or
direction from supervisor. ( _______ )

Method 3: Observation:
The observation method allows our job analysts or hr professionals to observe employees in their
daily routines. The information collected through observation is extremely useful and reliable
because it is literally first-hand knowledge.

We do have to keep in mind certain things in order to observe more accurately, like
 We try to keep our observation as discreet as possible, awareness may affect the work
output.
 Not all of the jobs can be observed at one time, extra effort may require as it is possible
for employee to go outdoors for work requirements.
  Higher managerial and executive roles might be difficult to observe.

Job description
It will not be a mistake if we said job analysis is incomplete without job description. Job
description is responsible for explaining worker's actual duties, how he can do his job, what
qualifications he may require and what will be the working conditions.

Job description in classic automotive

Following are the few examples of job descriptions for our employee positions that we use. We
keep it simple in order to keep the candidates for the job comfortable.

Job Title: Auto mechanic

Reports To

Employee in this position will directly report to head mechanic

Job Overview

We are looking for a skilled Auto Mechanic to maintain and repair vehicles. You will be
responsible for troubleshooting issues and fixing them aiming to maximum reliability and
functionality.

Responsibilities and Duties

 Inspecting vehicle engine and mechanical/electrical components to diagnose issues

accurately.
 Inspecting vehicle computer and electronic systems to repair, maintain and upgrade.
 Conducting routine maintenance work aiming to vehicle functionality and longevity.
 Schedule future maintenance sessions and advise motorists on good vehicle use
 Repair or replace broken or dysfunctional parts and fix issues (e.g. leaks)
 Provide accurate estimates (cost, time, effort) for a repair or maintenance job
 Keep logs on work and issues
 Maintain equipment and tools in good condition

Qualifications

 Proven experience as auto mechanic

 Excellent knowledge of mechanical, electrical and electronic components of vehicles
 Working knowledge of vehicle diagnostic systems and methods
  Ability to handle various tools (e.g. pliers) and heavy equipment (e.g. lift)
 Willingness to observe all safety precautions for protections against accidents,
dangerous fluids, chemicals etc.
 Excellent physical condition
 High school diploma is preferred; Certification from a vocational school or completion
of apprenticeship is preferred
 Valid certification (e.g. ASE) is a definite plus

Job title: Mechanical engineer

Reports to: department head

Job brief:
We are looking for a creative Mechanical Engineer to work on all product stages from
research and development to design and manufacture, through to installation and final
commissioning. The goal is to design and fabricate mechanical components of innovation and
excellence.

Responsibilities and duties

 Perform a full lifecycle product development (design, develop, test prototypes,
manufacture and implement)
 Design systems and components that meet needs and requirements
 Produce outline designs
 Conduct experiments methodically, analyse data and interpret results
 Test and evaluate theoretical designs
 Identify, formulate and produce effective solutions to emerging problems
 Evaluate final product’s overall performance, reliability and safety
 Alter and modify design to meet requirements and to eliminate malfunctions
 Estimate budget and scope of project
 Solicit observations from operators
 Prepare product reports and documentation
 Engage in lifelong learning and develop new theories or methods

Qualifications and requirements

 Proven working experience in mechanical engineering
 Working experience with product lifecycle management (PLM), finite element analysis
(FEA) and computational fluid dynamics (CFD)
 Hands-on experience with computer-aided engineering (CAM) and computer-aided
manufacturing (CAE)
 Familiarity with 2D or 3D engineering design and manufacturing tools (e.g.,
AutoCAD, ProE or other)
 Adequate knowledge of engineering analysis tools (ANSYS, ProMechanica or similar)
  Mathematical computing and analysis tools knowledge (Matlab, Excel, LabView etc)
 Creativity and analytical skills
 Ability to communicate technical knowledge in a clear and understandable manner
 Technical writing skills
 BSc degree in Engineering

Job title: maintenance engineer

Reports to: Auto mechanic

Job brief: Maintenance mechanics install, repair, and maintain systems, such as engines and
vehicles.

Job over view: Maintenance mechanics perform preventive maintenance and troubleshooting.
They check system functionality by running diagnostic tests. They also use power and hand
tools (e.g. hosts and cranes) to install new systems and replace defective parts.

Responsibilities and duties

 Repairing devices
 Installing complex mechanical systems
 Ensuring compliance with safety procedures and regulations
 Conduct preventive maintenance to mechanical devices
 Detect malfunctions through observation (sound or visual)
 Run diagnostic tests to ensure system functionality
 Repair broken or faulty machine parts
 Perform emergency repairs
 Choose appropriate materials based on mechanical needs
 Align and calibrate machine parts
 Monitor and report on project progress
 Follow safety rules and regulations
 Maintain a safe and clean work environment

Requirements
 Previous experience as a maintenance mechanic or similar role
 Great understanding of pneumatics, hydraulics, and mechanics
 Familiarity using various power and hand tools, such as hosts and grinders
 Ability to stand for long hours and lift heavy loads
 Problem-solving and organizational skills
 Degree in engineering or manufacturing
 A driver’s license is a plus
Recruitment:
Recruitment process is tiring and a bit risky procedure but if done using superior strategies it can
bring out amazing results. Recruiting new employees is necessary in order to carry out the needs
of given projects, because ultimately it is supporting our strategic goal.

Recruitment methods used in Classic Automotive

We use total of three recruiting methods:

o Recruiting via Internet

o Rehiring
o Internal sources

Recruiting via Internet

We use these three popular sites
o Indeed, Job Search
o Glassdoor Jobs
o LinkedIn
We make sure to hire only competitive and enthusiastic employees, we do it by providing job
description and requirements for the job.

Rehiring
We always keep in touch with our older employees, we rehire them on the basis of following
reasons
 For emergency situations
 If the employee has achieved certain degree for better position
 Past achievements prove them worthy of the position

Internal sources
This method is mostly used as it is a reliable source we post job ads on company website and on
bulletin boards.

We are hiring
Do you have the talent we need?
Qualifications Responsibilities
-Proven experience as Mechanic. -Building and assembling machines or
-Excellent knowledge of machinery and mechanical components according to
hydraulic, electrical and other systems and requirements.
their components. -Inspecting machines, engines etc. and run
-Aptitude in using various hand tools and diagnostic tests to discover issues.
precision measurement tools. -Conducting repairs aiming for maximum
-Ability to follow established procedures and reliability
practices and read instruction, blueprints etc.
  Above two templates are our company's recruitment and hiring ads.

Selection:
Now recruitment process is over we have the CVs/Resumes of all interested candidates the next
part is selection.
Classic automotive follows the following procedure for selection process
 Reception
 Screening of applications
 Preliminary interview
 Selection test
 Selection interview
 Reference checking
 Medical examination
 Final decision
 Placement

Reception
We start of with reception, that means we help out the new recruits in any way possible. So that
during their test they will not be stressed out, and demonstrate their skills and talent in best
manner.
Screening of applications
This is the procedure where we look over all the CVs select the most appropriate ones

Preliminary interview
Pre-screening interview is necessary in order to select only the suitable candidates for the job. It
also helps to determine whether the information given in candidate's Resume is correct or
incorrect. This interview is also structured interview.

Preliminary interview questionnaire

What about your current and past work experience make you a great fit for our role?
What is the biggest challenge you’ve faced in your current or previous role? How did you
overcome this challenge? What was the outcome?
What are your goals for professional development? How will getting this job help you advance
toward your professional development goals?
What does your perfect manager look like? Have you ever had a manager who was close to
this ideal or fit it exactly?
What type of work environment do you prefer? Management style?
What are some characteristics of a company culture that helps you do your best work and
helps you enjoy your time at work? Which company’s culture has been the most supportive of
you and your work?
How do you typically manage projects and prioritize tasks?
Have you ever had to manage multiple deadlines set for the same day or week? How did you
do it?
Have there ever been situations where you failed to meet a deadline? What happened? What
would you do differently if given the chance?
What was the most frustrating part of your current role? Have you ever taken steps to try and
make this part of your role less frustrating?
What does your typical work week look like in terms of responsibilities? How have these
responsibilities changed over time?
What makes a job fun and motivating for you?
What can your current/previous employer do to keep you from leaving your role?
What salary range do you expect from your next role?
What career accomplishments will help you to perform well in this job?
What career challenges have prepared you for the challenges you would face in this job?
What work sample can you provide that most clearly demonstrates your qualifications for this
job?
Are you currently interviewing with any other companies?
When can you start if you’re hired?

Employment/Selection test
In this section we conduct different type of tests, following three are the most important ones.
 Cognitive ability tests
 Job knowledge test
  Personality tests
Now down below our test templates are shown

Cognitive ability test format

1. Pick the letter of the alphabet that is as far beyond C, as M is beyond F
2. PERTINENT is the opposite of • urgent • stressful • unsuitable • congenial • pertinent.
3. If the words below are arranged to make a proper sentence, what is the last letter of the
second word?ONE FLOOR AND STAFF THE TWO ROOM
BATHROOMS HAS THIRD
4. What is the next number in the series? 105 85 65 45 25 _____
5. Which of the reasoning is the best explanation for leading a democratic regime?
6. Except for one letter, the letters in the word READ follow one another in opposite
order to that in which they occur in the alphabet. What is the letter?
7. If the words below are arranged to make a proper sentence, what is the first letter of the
second word? TRANSLATED AND BOOK THE WAS EDITED
8. Which word does not belong on this list? • skin • heart • brain • oesophagus • intestines
9. If songs on “music app” cost $3 per half a dozen, how much would it cost to buy 24
songs? • 6 • 9 • 12 • 15 • 18.
10. 4 - 5 - 7 - 11 What is the following number in the series? •16 •17 •18 •19.
What one number can replace both question marks in these fractions? 1/? = ?/25
11. ADJACENT is the opposite to •Fluorescent •Remote •relative •advisable •nearby.
12. REMUNERATION is a(n) •trouble •difficulty •payment •time •evasion.

Mechanical engineer job knowledge test questionnaire

1.If we know the engine speed, bore, stroke, number of cylinders and m.e.p in the cylinders,
we can calculate
-FHP
-IHP
-BHP
2.The power developed inside the engine cylinder is called
-IHP
-FHP
-BHP
3.The sun gear in the planetary gear system meshes with the
-Pinion cage
-Ring gear
-Clutch gear
-Planet pinions
4.In the automobile, the power train carries the engine power from the engine to the rear
wheels. The powertrain includes the clutch propeller shaft, differential and
-Front axis
-Steering gear
-Gear box
-Chassis
5.The front end of the clutch shaft is supported in a pilot bearing in the
-Throw out bearing
-Friction disc
-Crankshaft
-Transmission
6.In a vehicle with torque tube drive, the rear suspension spring
-Takes up driving thrust and torque reaction
-Supports load and takes up end thrust
-Takes up braking thrust and torque reaction
-Takes up end thrust and torque reaction
7.The active material in a charged negative plate is
-Lead sulphate
-Lead peroxide
-Lead metal
-Lead per chloride
8.Almost all bearing used in automotive engines are
-Guide bearings
-Friction bearings
-Antifriction bearings

Personality test Questionnaire

Choose one statement from every point.

1. a. expend energy, enjoy groups or b. conserve energy, enjoy one-on-one

2. a. interpret literally or b. look for meaning and possibilities
3. a. logical, thinking, questioning or b. empathetic, feeling, accommodating
4. a. organized, orderly or b. flexible, adaptable
5. a. more outgoing, think out loud or b. more reserved, think to yourself
6. a. practical, realistic, experiential or b. imaginative, innovative, theoretical
7. a. candid, straight forward, frank or b. tactful, kind, encouraging
8. a. plan, schedule or b. unplanned, spontaneous
9. a. seek many tasks, public activities, interaction with others
b. seek private, solitary activities with quiet to concentrate
10. a. standard, usual, conventional or b. different, novel, unique
11. a. firm, tend to criticize, hold the line or b. gentle, tend to appreciate, conciliate
12. a. regulated, structured or b. easygoing, “live” and “let live”
13. a. external, communicative, express yourself or b. internal, reticent, keep to yourself
14. a. focus on here-and-now or b. look to the future, global perspective, “big picture”
15. a. tough-minded, just or b. tender-hearted, merciful
16. a. preparation, plan ahead or b. go with the flow, adapt as you go
17. a. active, initiate or b. reflective, deliberate
 18. a. facts, things, “what is” or b. ideas, dreams, “what could be,” philosophical
19. a. matter of fact, issue-oriented or b. sensitive, people-oriented, compassionate
20. a. control, govern or b. latitude, freedom

Reference checking:
Reference checking verifies whether the information provided is true or not. Employers verify it
from the previous companies where candidate claims to have worked. We verify the information
by using following form.
Employee reference check form

Applicant Name: Date:

Applied position: Checked by:
Employer: Contact Person:
Contact Phone:

Was the applicant an employee of your company?

Yes [ ] No [ ]

What were the applicant's dates of employment?

Start Date: End Date:

What was the applicant's salary?

Starting Salary: Ending Salary:

Why did the applicant leave?

What were the applicant's position and responsibilities?
What were the applicant's job responsibilities?
How would you rate the applicant's performance?
Did the applicant have any performance issues?
Did the applicant have any attendance issues?
What are the applicant's strengths?
What are the applicant's weaknesses?
Did the applicant get along well with management and co-workers?
Was the applicant promoted while with your company?
Can you describe this person's experience working as a member of a team?
How would you describe the applicant's interpersonal skills?
Did the applicant have any attendance issues?
If I describe the position we are hiring for to you, could you describe how good a fit you think
the applicant would be for the position?
Is there anything I haven't asked that you would like to share with me?
Would you rehire this person?
Yes [ ] No [ ]
Medical examination
Medical examinations are required in this career fields in order to ensure that each of the
applicants is able to perform the job in a safe manner.Depending on the kind of job, exams
consist of physical health checks, drug testing, psychological testing or even a combination of
each. All medical exams are kept confidential and only shared if certain medical conditions that
an applicant has may srface emergency treatment one day.

Final/Hiring decision
In our organization the final decision is made by the line managers and the company’s hr
professional. Department that needs an employee in there field sends one of there line manager
to select the the suitable candidate for the position.

Placement
The next phase is placement where we assign the actual job to the fresh recruits. We don't assign
jobs just on the basis of their resume and interviews instead we observe them for 2, 4 and
sometimes 6 months. After that we place them where they can be most productive considering
their actual skillset.

Induction
As the name itself explains in induction process we introduce our fresh employees to the
company staff, different departments, from whom they can ask for help.
We conduct our orientation session in three stages
1. We give them a complete tour of company
2. We introduce them to their departments and vice versa
3. We conduct a welcome party for all the new recruits to keep them enthusiastic.
We mostly conduct collective induction because the employees will be in traction with their Co
employees in near future.

Internal mobility
Sometimes in an organization a need arises for employee to transfer to some other job title or
another department. The reasons could be
 It's often a wise investment in workforce and the future of the company.
 Employee may attract top talent and get a job offer from upper management.
 It can save the company valuable time and money.
Internal mobility process flow has two steps:
1. Inform employees of internal opportunities.
2. Manage responses from interested internal candidates.
Once the employee base has been notified of internal opportunities, The critical situation begins
where internal mobility process is designed to manage responses from interested candidates as
efficiently as possible.

 Development:
Employee development can be explained as the procedure where the employees with the support
of their respective employer undergoes many training programs to develope their existing skills
and acquire new knowledge and skills.
We do this not only for the benifit of organization but to also help employees with their career
path.

EFFORTS FOR DEVELOPMENT OF EMPLOYEES

We realized it early that rapid change in market behaviour affects not just the organization but
employees as well so in order give better response to critical situations every single employee
must set higher goals and strive to acquire higher technical capabilities. we implement human
resource development program that supports such individual who have challenging spirit. We
believe it is important to give freshers such training that would prepare them for next level in
little amount of time.

 Below are the training programs we provide.

Induction or orientation training:

It is a training program used to induct a new employee into the new social setting of his work.
The new employee is introduced to his job situation, and to his co-employees. He is also
informed about the rules working conditions, privileges and activities of the company.

Job training:
The object of job training is to increase the knowledge of workers about their jobs with
which they are concerned, so that their efficiency and skill of performance are improved.
In job training workers are enabled to learn correct methods of handling machines and
equipment avoiding accidents removing bottlenecks minimizing waste etc.
Promotional training
Many existing employees get concerned about getting some of the vacancies at higher
levels by promoting. This policy increases the morale of workers. To have higher
position you should be able to take on the responsibilities of that position as well. For this,
we give training to those enthusiastic employees so that they may not experience any
difficulty to shoulder the responsibilities of the new position to which they have been
promoted.

Refresher training:
At the time of initial appointment employment are formally trained for their jobs. But
with the passage of time they may forget some of the methods which were taught to them
or they may have become outdated because technological development and
improved techniques of management and production. So that is why we arrange
refresher training program where they are reminded again of the policies and also introduce
new techniques.

5. Corrective training:
When an employee violates company rules or policies, such as by being absent often or by
smoking in a “No smoking” area the so we provide such employees with corrective
training, do not put the employee in discipline so that they might not feel like
being punished.

METHODS OF TRAINING

1- On the job training

There are different methods in OJT used around the world, the ones proved effective for us are
explained bellow.

Rotation system
We implement a systematic rotations of human resources by preparing the companywide
personnel change plan once a year so that we can improve employees’ knowledge, social and
technical skills. What we mean to achieve by this activity is to allow young employees of every
department to experience how all other department perform their jobs what challenges and
difficulties they face and how working together can provide positive results.

Job Instruction:
Under this method which is also called training through step by step, here our trainer
explains to the trainee the way of doing the job, job knowledge, and skills and allows him
to do the job, and employee has to report to the trainer everyday to correct any mistakes he
might make.
Coaching:
The trainee is placed under a particular supervisor who provides feedback to the
trainee on his performance and offers him some suggestions for improvements.
Coaching is by far the most effective on the job training method in our company.

2- Off-the-job training methods:

Under this method, the trainee has no connection with the job and his attention is
focused upon learning the material related to his future job performance. The following
are the widely used methods.

Lecture and discussion Method: This method is proved effective for some but not all of
the employees in this method trainees are given the basic information on specific subject.
The advantage of discussion over the lecture method is that it provides two way
communications and hence feedback is provided.

Programed Instruction: The subject matter is presented in a series of units from

simple to more complex levels of instruction. The trainee goes through these units by
answering the questions or filling the blank. This method is both expensive and time
consuming, so we use this program on very few employees who actually need it.

3- Other than that following programs provided are completely paid by our company on
behalf of our employees.

International training program

We have been implementing “8 month overseas training business trip expatriate” that sends
young employees to overseas affiliates. And on positive result a selected group of employees
will be given more opportunities.

Foreign language training program

In order to improve language skills of employees, we have introduced the system to allow young
employees to take a test for free since examination fees are paid by the company. This
opportunity is given on professional level provided by external educational organizations, as well
as opening in-house language seminars of English.

Self-assessment System
In this we allow employees to review their work achievement and capabilities it a lows them to
know what they are capable, what they need to improve, and where they are lacking, aside from
that this is an amazing way to get motivated, and lead them to further improvement in
capabilities. In addition, they can clarify jobs and departments that they want to try as the career
plan.

TRAINING AND DEVELOPMENT FOR MANAGERS

Executive talent is the most important asset which a company can posses. Although it does not
appear on the company’s balance sheet but it produces more important effects on the
company’s progress its profit and the price of its stock than any other asset in its possession.

Observation assignment:
Under this method the newly excited executive called understudy is made an assistant to
the current job holder. He learns by experience observation and imitation. If decisions
are discussed with him he is informed on the policies and theories involved.

Position rotation:
Under this method the trainee executive is rotated among different managerial jobs.
This not only broadens and riches his experience as a manger but also enables him
to understand interdepartmental relations and need for coordination and cooperation
among various departments.

Assignment of special projects:

Sometimes as a method of training some special project is assigned to a trainee executive.

Case study:
A case is a written account seeking to describe an actual situation. There is no right answer or
simple explanation in the comprehensive case. The advantages of this method are more depth of
thinking more perception in a difficult situation

For whom and why training and development programs are conducted

Learning Training Development

dimension
Meant for Operatives, All Employees Executives
Focus Current job Current and future jobs
Scope Individual employee, Freshers Work group or organization
Goal Fix current skill deficit Prepare for future work demands
Initiated by Management The individual
Content Specific job related General knowledge
Time-frame Immediate Long term

 Compensation:
What is compensation? A simple answer compensation is the results or rewards that the
employees receive in return for their work. Compensation includes payments like bonuses, profit
sharing, overtime pay, recognition rewards and sales commission, etc. Compensation can also
include non-monetary perks like a company-paid car, company-paid housing and stock
opportunities.
Our objective are very clear on our compensation policy.

 Attract only suitable staff.

 Keep qualified personnel.
 Develop reward structures that are equitable with logic and fair pay.
 Assure that rewards and salary costs handle changes in market rates or organizational
change.
 Appraise performance, duty, and loyalty, and provide for progression.
 Abide with legal requirements.
 Maintain compensation levels and differentials under review and control salary.

Types of Compensations in Classic automotive

when it comes to an organization, be it private or public, compensations are further divided into
the following −

Direct Compensation
In direct compensation we provide salary payments and health benifits.The compensation plan of
salary ranges and pay scales are different for different positions in our organization.
Direct compensation that is in line with the industry standards in our company facilitates
employees with the assurance that they are getting paid fairly. This helps us to not worry about
the costly loss of trained staff to a competitor.

Indirect Compensation
It focuses on the personal encouragements of each individual to work. Although salary is
essential, These benefits can include things like free staff development courses, subsidized day
care, the chances for promotion or transfer within the company, public recognition, the ability to
effect change or bring some changes in the workplace, and service to others.
We believe to move forward in development these two categories are necessary to manage in
every organisation.

Components of Compensation
Compensation as a whole is made up of different components that work as an aid for an
employee after retirement or in case of some accident or injury.

Wages and Salary

Wages mark hourly rates of pay, and salary marks the monthly rate of pay of an employee.
Although our company policy works best with salary but some employees prefer wages, so this
option is also available in our company.

Allowances
Allowances can be defined as the amount of something that is allowed, especially within a set of
rules and regulations or for a specified purpose. Again allowance also has different types that we
offer some of these allowances are as follows:
  Dearness Allowance: We give this allowance to protect real income of an employee
against price rise. Dearness allowance (DA) is paid as a percentage of basic pay.

 House Rent Allowance: We do not provide living accommodation to our employees, so

we pay house rent allowance (HRA) to our employees.

 Transport Allowance/Conveyance Allowance: We also pay transport allowance (TA)

that accommodates travel from the employee’s house to the office.

Bonuses:
We give bonus as a reward or gift. We give a bonus to all employees or only a selected few, it
depends on our financial stability.

Umrah/Hajj:
We also provide our employees with the opportunity to visit for umrah and hajj luckydraw for
umrah is drawn twice a year for 4 employees while for hajj only one employee gets to
accommodate once a year. This scheme proved quite useful because a lot of employees become
loyal to our company to avail this opportunity.

 Maintenance:
Activities in HRM concerned with maintaining employees commitment and loyalty to the
organization. The main objective of this function is to do such HRM activities that Mai Tain
employees commitment and loyalty with the organization.

How our company perform this function:

1: Health and Safety:

We have given our employees the health and safety allowance by which if they or their family
need medical treatment so our company will pay all the expenses and ensure the safety of the
employee.

2: Communication:

We have designed a employee communication system by which our employee could also suggest
us about what to do in future and they can discuss many other things with their colleagues.

By these we are performing the maintenance Function in our company.

 Motivation:
An inner force that impels human beings to behave in a variety of ways.

The basic objective of motivation function is to retain good staff and to encourage them to give
of their best.

How we motivate our workers:

 We have agreed to give lifetime employment for our employees.

 We developed a system of internal promotion
 Enable workers to rise within the hierarchy.
 Worker can become a sort of minor manager.
 We provide a pay scale based on three components. These are
1: bonus based on seniority.
2: bonus related to team performance.
3: additional bonus payment allocated to workers merit.

In return our employees are committed to making improvement rather than just responding to
problem.

 Integration:
It is basically the function to integrate the goal of an organization with employees aspirations
through various employee oriented programs.

How we perform this function in our company

1: Grievance redressal:

It is any factor involving wages, hours or condition s of employees that is used as complaint
against the employer.

In our company our HR managers have the ability to recognize, diagnose and correct the causes
of potential employee dissatisfaction before it converts into a formal grievance.

2: Discipline:

It is the force that prompts an individual or a group to observe the rules, regulations and
procedures which are deemed necessary for the attainment of an objective.

In our company discipline in necessity and if someone does not follow the rules and regulations
and try to trampled our discipline we simply fired them.
3: Team and Team work:

Self-managed teams have emerged as the most important formal groups in today's organization.
they enhance employees involment and have the potential to create positive synergy.

And as we are a company of classic cars so it is very important for us to make team and do work
in team rather than I dividually.

So by this we perform our integration function in our company.

Conclusion:

The Company continues to be in the fore-front of automobile industry of Pakistan. Over a period
of time, the Company has developed an effective and comprehensive network of sales, service
and spare parts dealers who cater to the needs of customers and render effective after-sale service
country wide, and our company always looking forward towards achievement and success in
automobile industry and to become a best automobile company in Pakistan and also in other
countries.