Haier Pakistan

Presenter : Mubeen Anjum Roll # 1631-209004 Preston University Lahore

Resoursce Person : Sir Sajjad Mohsin

Haier

Haier Group
Haier is the worlds 4th largest Home appliances manufacturer and one of Chinas Top 100 IT Companies. Haier has 240 subsidiary companies and 30 design centers, plants and trade companies and more than 50,000 employees throughout the world. Haier specializes in technology research, manufacture industry, trading and financial services. Haier 2006 global revenue was 107.5 billion.

Haier Vision

VISION TO BE A LEADING HOME APPLIANCES BUSINESS WITH STRONG BRAND AND A TEAM OF EXCEPTIONAL PEOPLE. MISSION OUR AIM IS TO EARN AN ADEQUATE RETURN ON INVESTMRNT THROUGH STEADY GROWTH AND EFFICIENT MANAGEMENT

Global Organization

Haier Global Organization

European Union 3 East Europe 3 1 2 6 2390 15100 North America 2 5 3 12260 China 42 7 36 13000 East Asia 3 4 1650

Mediterranean
3 2 2660

West Asia 2 2380 South Asia 7 1 3560

Worldwide Network
Trading Company Design Center Manufacturing Industrial Park Sales Network

Overseas 22 8 30 3 45800

Global

Africa 4 1 2520

Southeast Asia 5 1 2670

Australia 2 610

15 58800

We Reorganize the Resources Worldwide and established Competitive Designing, Purchasing, Manufacturing, Marketing and Service Networks all over the world. We are selling in more than 100 countries.

Company Facts
Headquarters: Employees Financial Information: ,China Over 50,000 worldwide Haiers global revenue in 2005 reached RMB 103.4 billion Average annual growth of 68% between 1984 and 2005 No. of Subsidiaries Listed Subsidiaries Over 240 Haier Electronics Group Co., Ltd. listed on the Hong Kong Stock Exchange Qingdao Haier Co., Ltd. Listed on the Shanghai Stock Exchange Business Scope Technology research Product development and manufacturing Trade Financial services Key Product Lines Refrigerators/Freezers, commercial air-conditioners, microwave ovens, washing machines, dishwashers, televisions, mobile phones, computers

Production Capablity
Yearly Output (pcs/year) - Refrigeration/freezers: 12,000,000 pcs - Washing Machine 8,000,000 pcs - Dish Washer 1,500,000 pcs - Microwave Ovens: 5,000,000 pcs - Air-conditioners 5,000,000 pcs - TV Sets 5,000,000 pcs - Mobile Phones: 10,000,000 pcs

Haier Pakistan

What is Haier Pakistan

Joint venture with Haier China & RUBA Group State of the art facility in Pakistan Fastest growing Home Appliance Company in Pakistan Redefine home appliances market in Pakistan Upgrade lifestyles of our customers

Marketing Department
Introduction Media of Marketing Internet /Interactive Market Suggestions & Recommendations SWOT Analysis

Marketing
The overview of Haier's entry and expansion strategies into the Pakistan consumer durables market. Haier entered Pakistan by establishing its own subsidiary in late 2003. Contrary to its competitors, the company adopted the strategy of pricing the products at a premium and providing additional features

Haier Pakistan Compatitors

Competing Factors HAIER PEL ORIENT High High

Medium Price

Medium TECHNLOGY

High

Medium

Medium QUALITY

Medium

Medium

Medium MARKET EFFORT

Medium

Low

Medium DURABILITY

Medium

Medium

High SERVICES

High

Low

SWOT Analysis
SWOT analysis means to analyze the strength, Weakness, opportunity and threat of any organization. The SWOT analysis of Haier depicts their standard in the industry. So, their analysis is as follow: STRENGTH: The strength of Haier is their brand image and their brand has a good name in the market and they created this image industrially and globally.

SWOT Analysis
WEAKNESS:
Weakness of Haier is the manpower. Their manpower is very low. But some other factors like their strength and opportunity make them less fearful. They can overcome their weakness by putting some more efforts and making their manpower strong and efficient.

OPPORTUNITY:
They have lot of opportunities. They are financially strong and their standard is also very high. So, they are trying to expand their business in Middle East and Russian states.

THREAT:
The major threat of Haier is their rivals. They have a strong competition among their rivals because their rivals are also strong in the market like Pel, Waves and Orient etc. But Haier is trying to face their threats effectively and they are trying to make their name stronger in order to make their threats less fearful.

Promotion

Haier spent a considerable amount of time on deciding its brand strategy for Pakistan s markets. Initially, the focus was on the fact that it was the second largest home appliances company in the world and a global brand delivering the latest technology and use several ways of advertisements like Electronic Media Advertisements Print Media Advertisements Newspapers Billboards Internet

Value Chain Analysis

Sales Department

Indirect sales Manage the franchise network Ensure achievement of sales target of franchise Coordinate with other departments for development programs Training of franchise staff Direct sales Meet assigned sales targets throughout the year Maximize customer satisfaction and minimize churn Generate new accounts and manage old ones

Financial Report
Haier has published its annual financial report for 2009, stating that its operating revenue increased by 8.46% year-onyear to CNY33 billion; while its net profit increased by 49.64% to CNY1.149 billion.

Financial Analysis

Human Resource Department

Evaluation of HR Department

HR Department HR Planning Analysis and Design of Work Recruitment and Selection Training and Development Performance Evaluation Compensation and Benefits and Safety

HR Department
On the top of HR department is a General Manager Human Resource followed by a Senior HR manager. Then after it, there is an HR Administrator. Below, the HR administrator, there are HR executives for Recruitment and selection, training and development, Performance appraisals, and compliance. There are also HR officers for Recruitment and selection, training and development, Performance appraisals, and compliance, which work under relevant HR executives. There is also an HR assistant, which only assists Manager Human Resource.

HR Planning

Planning is inevitable. Whatever you are doing in an organizational setting, or even in your personal live, you must plan it, but sometimes you have to face a situation when you are not prepared. A good professional and company must be able to handle such situations.

HR Planning

Human resource planning in the Haier is basically performing different kind of functions which are as follows, Whether there is need for recruitment in the organization. If there is demand from any department, they (HR department) identifies. the need of the that department. Placement of their employees. Convenience to their employees. Work for employee s motivation. check on employee s performance Developing career plans for their employees.

Employee Services

Payroll information Leave and medical record Final settlements and provident fund Policies and procedures Employees record and recreation

Effectiveness & OD

Training plan Talent management Performance management Employees retentation Orientation employee communication

Staffing and Compensation

Staffing plan and HR budgeting Management trainee and internship program Interviewing and selection Headhunters Compensation, benefits and incentive

Structure Of HRM

Job Analysis

When HR department is asked or demand for more employees in any other department, the activity HR department performs that first they compile the whole job duties, responsibility grade, work unit and placement and afterwards they prepares the job description.

Job Discription

Job title: Includes the job title for which it is being advertised Department: For which department the job is required Responsibilities: Includes the key areas to perform, autonomy and power. Specification: Includes the basic skills, knowledge, ability, experience and Gender: They specify the gender for the particular Working location: Sites where he/she has to place for job

educational background

At the end the HR department specify the address of their particular regional head office and main head offices for these advertisement where the candidates send their resumes.

HRM

Human resource department performs different kind of functions/practices in this regard to make its effort more and more effective, are as follow, Recruitment & Selection process Performance appraisal Training & Development Reward Management Employee Discipline .

Employees Recruitment and Selection

SOURCES OF CANDIDATES]
  INTERNAL RESOURCES EXTERNAL RESOURCES

[EMPLOYMENT SELECTION PROCESS]

       INITIAL SCRUTINY SCHEDULE OF WRITTEN TEST ISSUANCE CALL LETTERS FINAL SELECTION MEDICAL FITNESS FOR INITIAL APPOINTMENTS CHARACTER CERTIFICATE PROBATION AND TERMINATION

PERFORMANCE MANAGEMNT

SETTING PERFORMANCE STANDARDS AND EXPECTATIONS The PM&DC has set various performance standard for various jobs, some of them are as follows:Regularity and punctuality attendance. Knowledge of procedure and regulations. Capacity for ensuring prompt disposal of work. Submission of cases in proper order. Ability to handle difficulty

PERFORMANCE MANAGEMNT

6. Maintaining discipline in the section.

7. Standard of work. 8. Middle management is required to train/help and advise less experienced staff. 9. Allocation of work so that no man is unduly burdened. 10.Maintenance of record. 11.In personal traits, he should be intelleligent, perseverance and devotion to duty, cooperative, integrity and polite.

ORGANIZATIONAL CAREER MANAGEMNT

PROMOTION TRANSFER DEMOTION LAYOFF TERMINATION RESIGNATION RETIREMENT

ORGANIZATIONAL CAREER MANAGEMNT

Process by which an individual formulates career goals and develops a plan for reaching those goals.

Career Management
The ability to keep up with the changes that occur within the organization and industry and to prepare for the future.

Organizations Roles
Providing job information Implementing effective placement process Supporting human resources system Offering education and training

Performance Appraisal

Objectives of Performance Appraisals To measure the work performance To motivate and assist employees in improving their performance And achieving their professional goals To identify employees with high potentials for advancements To identify employees training and development needs To provide a solid path for career planning for each individual

Key Principles of the Haier

Performance Appraisal

Objectives of Performance Appraisals To measure the work performance To motivate and assist employees in improving their performance And achieving their professional goals To identify employees with high potentials for advancements To identify employees training and development needs To provide a solid path for career planning for each individual

Outline of Training Programs

Training needs analysis: Haier Pakistan identifies the training needs at different levels and provides them to their employees in sense to enhance their skills, the training needs are provided at various levels like whenever they introduced the new technology and when they entered in the new place, they provide training to them. A. Training to new comers: Haier provide the training not only to its employees but also to its new officers working outside the organization like franchise workers, sales officers etc. B. Training development phase

Training Programs

Planned process for training & development

Managing Performance

Performance management has three parts: Defining the performance Measuring or appraising performance Feedback of the performance.

Process of Performance Management

Performance management is one of the most important parts of a Supervisor s or team leader s job. Developing skills in performance Management is wise investments that will help Telenor achieve its Goals. Managing employee performance includes: Planning work and setting expectations Monitoring and measuring performance Developing the capacity to perform Periodically rating performance in a summary fashion Recognizing and rewarding good performance