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 those whom I have to thank.

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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 those whom I have to thank.

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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 SUZUKIWe have learnt a great deal from the project, for which we are very grateful to you.



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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 Pakistan’s automobile vending industry.

• To make valuable contribution to social development of Pakistan through development of industry in general and automobile industry in particular.

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Board of DirectorsHirofumi NagaoChairman & Chief ExecutiveSatoshi InaDy. Managing DirectorHidekazu TeradaDirectorMumtaz Ahmed ShaikhDirectorJamil AhmedDirectorWazir Ali KhojaDirectorKenichi AyukawaDirectorAudit CommitteeHidekazu TeradaChairmanKenichi AyukawaMemberWazir Ali KhojaMemberChief Financial Officer &Company SecretaryAbdul Hamid BhombalAuditorsErnst & Young Ford Rhodes Sidat HyderChartered Accountants


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Registered OfficeDSU-13, Pakistan Steel IndustrialEstate, Bin Qasim, Karachi.Tel No. (021) 34723551 - 558Fax No. (021) 34723521 - 523Website: www.paksuzuki.com.pkArea OfficesLahore Office:7-A, Aziz Avenue,Canal Bank Road, Gulberg V,Lahore.Ph. 042-35775456042-35775457Fax. 042- 35751953Rawalpindi Office:3rd Floor, 112-B Mallahi PlazaMurree Road, Rawalpindi CanttTel No. (051) 5567518 - 5518073Fax No. (051) 5585738

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Location : Downstream Industrial Estate ofPakistan Steel KarachiTotal Area : 259,200 m2 (64 acres)Facilities : Press Shop, Welding Shop, Paint Shop, PlasticShop, Engine and Transmission Assembly Shop, FinalAssembly & Hi-Tech Inspection Shop. The Company hasalso established a modern Waste Water Treatment Plant asits contribution to the environment.Cost: Rs. 12.130 billionProduction Capacity (double shift):Car & Lcvs Plant: 150,000 units per annumMotorcycles Plant: 37,000 units per annum


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Pak Suzuki Motor Company Limited (PSMCL) is public limited companywith its shares quoted on Stock Exchanges in Pakistan. The Companywas formed in August 1983 in accordance with the terms of a jointventure agreement between Pakistan Automobile Corporation Limited(representing Government of Pakistan) and Suzuki Motor Corporation(SMC) - Japan. The Company started commercial production in January1984 with the primary objective of progressive manufacturing, assemblingand marketing of Cars, Pickups, Vans and 4 x 4 vehicles in Pakistan. TheCompany’s long term plans inter-alia includes tapping of export markets.The foundation stone laying ceremony of the Company’s existing plantlocated at Bin Qasim was performed in early 1989 by the Prime Ministerthen 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 plantwas completed and production of the Margalla Car commenced.Presently the entire range of Suzuki products currently marketed inPakistan is being produced at this plant. Under the Government’sprivatization policy, the Company was privatized and placed under theJapanese management in September 1992. At the time of privatization,SMC increased its equity from 25% to 40%. Subsequently, SMCprogressively increased its equity to 73.09% by purchasing remainingshares from PACO.

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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

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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 CV’s at our email address

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1. Anas Meer2. Farhana Khan3. Waseem-ul-Huda


1st Interview for HR Manager conducted by:

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1. Anas Meer and 2. Farrukh Shiekh


2nd Interview for HR Assistant Manager conducted by:

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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 

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Success Through HR Professionals




Necessary fortop performancebut not sufficient

Characteristicsthat lead to longer-termsuccess

What Is a Competency?A competency is any observable and/or measurable knowledge,

skill, ability, or behaviour that contributes to successful job performance.

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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.

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Now that we understand competencies, what are the new competencies for the HR Community?

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New HR


Effective Interactive Communication

Change Leadership

Client Orientation

Self Confidence /Courage of Convictions


Relationship Building

Leadership Competencies for the

AS group:

HR Competencies for the Community:

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Objective #2: What’s the Career Development Planning process?

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What is Career Development?Career Development (or Management)is a process where you work with yourmanager to map out a realistic path toachieving your career aspirations withinthe context of the organization.

It is: Employee owned Manager facilitated Organizationally supported

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Success Through HR Professionals





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Career Development Process

1. Discovery

Determine Where You

Want To Go

2. AssessmentIdentify strengths

& development


3. PlanningMake a Career

Development Plan

4. PreparationGet closer to

your goalManagement

Support and Coaching

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DiscoveryKnow yourself:

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

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Assessment Assess where you are in relation to

where you want to be

Identify your strengths and developmental needs

Benchmark your goals


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Planning and PreparationPlanning and Preparation

Planning: Planning: Create Your Career Development Plans3

4Preparation: Preparation: Have a Career Discussion and be Competition Ready

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Objective #3: What are the steps in creating a career development plan?

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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)ChallengeSupport

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Planning: The Career Development Plan

Step 1 Complete Background Info

Step 2 Set your development goals

Step 3 Write your action steps

Step 4 List obstacles and solutions

Step 5 Evaluate progress/success




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Planning Step 2

To change means to “hard-wire” new behaviors—this activity is like building muscle

It is easiest to be successful when you focus on one or two things—practice developing these “muscles” for at least six months

Choose One or Two Areas for ChangeChoose One or Two Areas for Change

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Planning Step 3 - Write Action Steps

Purpose Gives you an action plan that allows you to track your 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.

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Planning Step 3 –Example

Step 2 – Development Goal: Client OrientationOffer 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).

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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


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Objective #4: How do I prepare for a career discussion with my manager?

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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.


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Preparation: Competition Ready

Understand government’s hiring policy.

Update your resume and cover letter.

Practice your interview skills.

Look for opportunities – career and/or development


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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

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