FAW MOTORS:

EMPLOYEE TRAINING PRACTICE IN FAW MOTORS.

PRESENTED BY:
RABAB WASEEM-10865
MANAHIL TAHSEEN-10459
RANAH MUKARRAM-10512
NASRULLAH KHAN-10814
SYEDA BANEEN FATIMA-12840
INTRODUCTION:
 AL-HAJ FAW MOTORS (PVT) LTD was established in the year 2006
 AL-HAJ FAW is the fastest-growing automotive brand and provides a large
automotive product range to its valuable customers.
 FAW’s focus is to change people’s mindset about Chinese automobiles in
the Pakistani Market.
 AFM is a Pakistani automobile manufacturer based in Karachi, Pakistan
since 2013
 It is a subsidiary of a Chinese assembler and manufacturer of the FAW
group
 The company assembles passenger and commercial vehicles at its assembly
plant in Karachi.
MISSION:
We aim to become the leading automobile
company in Pakistan, providing products and
services that are unrivalled in quality. we have
built a company in which all employees interact
based on responsibility and autonomy via clear-cut
goals and devotion to AL HAF FAW MOTORS.

VISION:
Our vision is to be a 'Leader' in the heavy
automobile industries fields. we are aware that we
will need to make long strides and give a
remarkable effort to translate our vision into a
concrete reality. As the key to achieving our vision
steadfastly adhere to our core business philosophy
of "Customer First".
HR OBJECTIVES:
 Objectives of the HR department are:
 Productivity,
 Performance
 Engagement
 Innovations
 Sustainability of the organization
 Right people at the right place at the right time.
CORE VALUES OF
COMPANY:
OPERATING
PHILOSOPHY:
• providing the highest quality
products and services that
reflect their customer's
expectations,
• refine and improve products,
services, and processes to
better serve our customers.
• earn customers respect and
build long-term relationships
COPORATE SPIRIT:
• Promoting teamwork
• committed to the ongoing
development of employee skills at
all levels,
• keeping employees up to date with
the latest technology.
• Innovation
• Personal growth
• Optimization.
• promote a high-performance work
culture
MANAGEMENT
CONCEPT:
• The ability to quickly bring new
and innovative products to the
market requires a strong labor-
management relationship
• strives to reduce and simplify
management processes to achieve
optimized efficiency
• empower employees to take an
active role in their mutual success
and future.
• enhancing the skills and capabilities
of our employees so that they may
reach their highest potential.
ORGANIZATIONAL
CHART:
Directorate

General Manger

Deptuy General Deptuy General Deptuy General Finance

Manger Manger Manger Majordomo

Marketing Dept. Chief Engineer Quality Dept. Finance Dept.

Business Affairs Techonology Quality Testing Quality Control Admin & HR

Marketer Room Production Dept.
Room Dept. Room Room Dept.

Technics Room Planning Room Purchasing Dept.

TRAINING &
DEVELOPMENT:
 In AL-HAJ FAW striving to become more strategic within the training, the
department was a focus area during the period under review and this approach will
be continued.

 Changing the mindset of managers and convincing them to embrace training for
the benefit of their teams in a planned and structured way.

 This ensured that all training requirements became clearly identified and
efficiently planned.

 Designated morning sessions provide the time for group-wide communication and
training facilitation

 A total of 624 hours of training indicates the commitment to a developmental culture

TRAINING & DEVELOPMENT
(cont’d)
Induction or orientation training:
 This training program is used to induct new
employees into the new social setting of their
work.
 The new employees are introduced to their job
situation, and to their co-employees.
 Employees are informed about the rules
working conditions, privileges and activities of
the company what the company does how it
serves the community and other particulars
pertaining to the company.
Job training:
 The object of job training is to increase the
knowledge of workers about their jobs with
which they are concerned,
 employees 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.
TRAINING & DEVELOPMENT
(cont’d)
Promotional training
 Many concerns follow a policy of filling some
of the vacancies at higher levels by promoting
existing employees.
 This policy increases the morale of workers.
employees try to put up maximum efficiency
so that they may be considered for promotion.
 When the existing employees are promoted to
superior positions in the organization they are
required to shoulder new responsibilities.
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.
 refresher training is arranged for existing
employees in order to provide them an
opportunity to revive and also to improve
their knowledge.
TRAINING & DEVELOPMENT for
managers
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
SERVING ON
COMMITTEES:
• The executive comes to learn not
only the various organizational
problems and views of several senior
and experienced members
• learns how a manager should adjust
himself to the overall needs of the
enterprise
CONFRENCES AND
SEMINARS:
• Often an executive is deputed to
attend a conference seminar or
workshop to receive a quick
orientation in various areas of
management with which he might be
unfamiliar.
• This encourage cross fertilization of
ideas
CONCLUSION:
Aftera comprehensive study of HR department functions, structure, and practices at FAW
we conclude and rate FAW as an excellent organization.

The report has revealed that HRM roles play a significant function in the development of
the FAW.

To realize full-fledged results of its goal implementation processes, the company has to
focus its management on key areas such as employee training, recognition, leadership
development, and retention.
THANK
YOU!