Docstoc

HONDA

Document Sample
HONDA Powered By Docstoc
					DEDICATION

We are dedicating our work to our parents and respected teacher Mr. Naveed Ahmed Bhutta, who have played a vital role in our studies and have guided us at every step with their precious ideas. No doubt this dedication is insufficient and we can never repay for the role they have played in our studies but we are sure that their work will prove itself an asset in our life

ACKNOWLEDEGMENT
We are very thankful to human resource department of Honda atlas car, which gave us valuable information. We pay gratitude to Honda atlas H R manager giving valuable information. We are also very thankful to Mr. Imran Farooq (human resource manager of Honda atlas car) who helped a lot us by giving up to date information. We are very proud of our teacher Mr. Imran Ahmed Buhta, whose help and instructions enable us to bind papers into project manner. We are very thankful to him.

PREFACE
“ The most beautiful things we can experience are the mysterious .It is source of all true art and science ”
(Albert Einstein, 1930)

This project is based on the topic, which is assigned to us by our respected teacher Mr. Naveed Ahmed buhta, the organization that we took for research is:

“ Performance appraisal system of Honda atlas car ’’
In the project, we have tried to cover all the topics, which were assigned by our teacher. Mr. Naveed Ahmed buhta have studied related to management and how Honda atlas car applies these all methods in their organization for the achievement of their goals and how he motivate their management staff and the non-management staff and what are they getting improvements in performance appraisal system.

Table of contents Table of contents

page no

i. ii. iii. iv. v. vi. vii. viii. ix. x.

1- INTRODUCTION …………………………………………………………………………06

History……………………………………………………………………………………………..06-07 Honda in Pakistan …………………………………………………………………………..08-10 Vision………………………………………………………………………………………………..13 Mission………………………………………………………………………………………………13 Environment statement……………………………………………………………………14 Environment policy…………………………………………………………………………..15 Departmentalization…………………………………………………………………………16 Organization hirachercy……………………………………………………………………17-20 Products…………………………………………………………………………………………….21-25 Financial and human resource information……………………………………..26-27

2- PERFORMANCE MANAGEMENT SYSTEM ………………………….…28
i. ii. iii.

1-Understanding performance …………………………………………………………………29

Determination of performance…………………………………………………………29 Environmental factor as performance obstacles……………………………..29 Responsibilities of human resource department in performance management ………………………………………………………….29

3- PERFORMANCE APPRAISAL

1- what is performance appraisal?……………………………………………………….30

i. Definition & uses………………………………………………………………………30 2- performance appraisal method ……………………………………………………..30 ii. Management by objectives……………………………………………………..31 iii. Multi rater assessment (360 degree feed back)…………………….32 iv. Critical incidental methods………………………………………………………32 v. Work standards ……………………………………………………………………….32 vi. Essay appraisal ……………………………………………………………………….33

4- techniques for good appraisal systems…………………………………………….33 5- motivation………………………………………………………………………………………….34 i. Maslow’s Hierarchy of Needs………………………………………………….34 ii. Herzberg’s Motivation…………………………………………………………….35 iii. Equity theory for motivation……………………………………………..35 i v. Expectancy Theory…………………………………………………………….35-37 6789developing performance Improvement plan……………………………….37-38 conclusion………………………………………………………………………………………39 recommendation…………………………………………………………………………..40 references ………………………………………………………………………………………41

Introduction
Honda, one of the world’s leading automobile-manufacturing companies, began its operations in Tokyo in 1958. As time passed, Honda, together with Atlas Group of Companies, stepped into Pakistani vehicle-manufacturing industry, and became one of the favorite suppliers of cars, motorcycles and power products (generators, water pumps, and many more) in Pakistan. Given in the following is detailed information of the history of this company both worldwide and in Pakistan: a) Company Name Honda Motor Co., Ltd. Head Office 2-1-1 Minami Aoyama, Minato-ku Tokyo 107-8556, Japan Tel: +81-(0) 3-3423-1111 Established September 24, 1948 President & CEO Takeo Fukui History:

The Ayomah Building

Base Capital ¥86,067 million (as of March 31, 2005)

Sales (Results of fiscal 2005) Consolidated: ¥8,650,105 million

Unconsolidated: ¥3,489,106 million Total number of employees Consolidated: 137,827 (as of March 31, 2005) Unconsolidated: 27,045 (as of March 31, 2005) Consolidated subsidiaries 319 subsidiaries (as of March 31, 2005) Chief Products Motorcycles, automobiles, power products CORPORATE PROFILE Since its establishment in 1948, Honda Motor Co., Ltd., has remained on the leading edge by providing products of the highest quality that create new values, at a reasonable price, for worldwide customer Satisfaction. In addition, the Company has conducted its activities with a commitment to environmental protection and enhancing safety in a mobile society. The Company has grown to become the world's largest motorcycle manufacturer and one of the leading automakers. With a global network of 437* subsidiaries and equity-method affiliates, Honda develops, manufactures, and markets a wide variety of products ranging from small general-purpose engines and scooters to specialty sports cars, to earn the Company an outstanding reputation from customers worldwide.

Maintaining its commitment to achieving the visions of "Value Creation," "Globalization" and "Commitment for the Future," Honda aims to share joy with its customers worldwide, thus becoming "a company that society wants to exist."

Honda in Pakistan
Honda Atlas Cars Pakistan Limited is a joint venture between Honda Motor Company Limited Japan, and the Atlas Group of Companies, Pakistan. Honda Motors Company was established on September 24, 1948 under leadership of the then C.E.O. Tako Fukui. Its head office is in Tokyo. It started operations in Pakistan as Honda Atlas Company, a joint venture between Honda Motors Company and Atlas Group of Companies on November 1992. It supports more than 137,827 employees world over. The company was incorporated on November --, 1992 and joint venture agreement was signed on August1993. The ground breaking ceremony was held on April 17, 1993 and within a record time of 11 months, construction and erection of machinery was completed.

The first car rolled off the assembly line on May 26, 1994. Official inauguration was done by President of Pakistan, Sardar Farooq Ahmad Khan Leghari. Mr.Kawamoto, President of Honda Motor Company Limited Japan was

also present to grace the occasion. The company is listed on Karachi, Lahore and Islamabad Stock Exchanges. On July 14, 1994, car bookings started at six dealerships in Karachi, Lahore, and Islamabad. Since then the Dealerships Network has

expanded and now the company has sixteen 3S (Sales, Service and Spare Parts) and thirty 2S (Service and Spare Parts) Pitstops network in all major cities of Pakistan. Since the commencement of production in 1994 till March31, 2005, the company has produced and sold over 77,500 cars.

All dealerships are constructed in accordance with the standards defined by Honda World over.

Percentage of local parts conforms to the government's policy. Local vendors are continuously patronized to develop parts locally. The quality of local parts is thoroughly checked to meet stringent international standards. We always strive to give outstanding service to our valued customers. In addition to providing regular service to customers, the company also regularly conducts Service Campaigns, to facilitate customer's need for service. This has given our customers absolute confidence in our cars, clearly evident from the ever-increasing sale volumes.

It is the constant endeavor of Honda Atlas Cars (Pakistan) Limited to achieve No .1 Customer satisfaction. Honda Atlas Cars (Pakistan) Limited is committed to meet customer expectations, and to provide good value for money. Currently we are offering 8 different models of Honda CIVIC and CITY cars in wide range of colors with unique technological and other features

Honda Philosophy:
Basic Principles Respect for the Individual The Three Joys (the joy of buying, the joy of selling, and the joy of creating)

Company Principle Maintaining a global viewpoint, we are dedicated to supplying products of the highest quality yet at a reasonable price for worldwide customer satisfaction. Management Policies Proceed always with ambition and youthfulness; Respect sound theory, develop fresh ideas, and make the most effective use of time; Enjoy your work, and encourage open communication; Strive constantly for a harmonious flow of work; Be ever mindful of the value of research and endeavor. Conduct Guideline: Guided by Honda Philosophy, Honda has expanded its business globally based on the pursuit of new dreams and the determination to make them come true. Through these efforts, Honda have shared a ―joy‖ and established a trust with customers and society around the world. In order to further advance our global business in each region, every Honda associate in various countries around the world needs to share a common value at Honda and become even more self-reliant. The ―Honda Conduct Guideline‖ represents the important values that have guided our actions to date. With each one of us sharing these values, we will be

Able to further gain the trust of our customers and society, helping Honda strengthen our position as ―A company that society will want to exist.‖ Major Business Interests The Honda Atlas Company carries three major business interests in Pakistan. They are: 1. To prove it’s Excellence in car manufacturing in Pakistan. 2. To be a market leader in motorcycle-manufacturing industry in Pakistan. 3. To pioneer it’s status as a power-products manufacturing industry in Pakistan.

Vision Statement of organization
― Focusing on ―satisfaction‖(customers ’Associates’ and Shareholders’ ) with Challenging spirit and flexibility, we are Dedicated to supplying latest generation cars with advanced technology, greater fuel efficiency and competitive prices, along with friendly and efficient after sales backup, maintaining ―quality‖ as core of all activities.‖

Mission Statement Of Organization
―To be a dynamic, profitable and growth oriented company through market leadership, excellence in quality and service adding value to the shares and maximizing exports. To give attractive return to business associates, share-holders as per their expectations and market value and employees according to their abilities and performance, and to be good corporate citizen to fulfill its social responsibilities.‖

Honda's Environment Statement
As a responsible member of society whose task lies in the preservation of the global environment, company will make every effort to contribute to human health and the preservation of the global environment in each phase of its corporate activity. Only in this way will we be able to count on a successful future not only for our company, but for the entire world.

We should pursue our daily business interest under the following principles:  We will make efforts to recycle materials and conserve resources and energy at every stage of our products’ life cycle from research, design, production and sales, to services and disposal.  We will make every effort to minimize and find appropriate methods to dispose of waste and contaminants that are produced through the use of our products, and in every stage of life cycle of these products.  As both a member of the company and of society, each employee will focus on the importance of making efforts to preserve human health and the global environment, and will do his or her part to ensure that the company as a whole acts responsibly.  We will consider the influence that our corporate activities have on the regional environment and society, and endeavor to improve the social standing of the company.

ENVIRONMENTAL POLICY
Honda Atlas Cars (Pakistan) Limited, being responsible member of society considers the preservation of the global environment as a crucial concern. Our environmental philosophy is firmly based on the following guidelines.  Recognize the impact of our activities, products and services on environment  Formulate objectives and targets for pollution prevention, environmental impacts mitigation and resource conservation as far as technically feasible  Operate in compliance with relevant environmental laws, regulations and other requirements that apply to our activities. Create awareness and understanding about environment issues among our associates.


Commitment to continual improvement of the environmental performance and review of the environmental management system to ensure its suitability, adequacy and effectiveness. Keep public and others interested parties inform on our environment performance, if deemed necessary.

Description of Organizational Structure:
The President & C.E.O. of Honda Atlas Company in Pakistan, Mr. Mamoru Suwama, looks over the company’s affairs as the most senior representative of the company in this country. The company follows the same organizational structure as shown above. Due to the nature of the operations performed in the Honda Atlas Company daily, the departments of this company have been split up into two categories or sections: 1. The Official Section 2. The Products or Manufacturing Section. 1. The Official Section:

The official section deals with the routine operations that are organizational by nature. All these operations are performed under the leader ship of Mr. Narita, who is a manager by position. The official section consists of departments such as Marketing, Administration, Logistics, Engineering and Development of Products (E.D.P.), finance and services. The details and descriptions of these departments has been provided in the following: A. Marketing:

This department has to cover all activities of the company that are related to advertising and publicizing of the company’s products in the country. Mr. Ayyaz Hafeez, who is a General Manager by position, is the head of all marketing operations and activities in this country. B. Administration:

This department has to deal with the management of Honda Atlas Company as an organization. In other words, major operations of this department include making policies such as the conduct outline and policies

of the organization. Mr. Riffat Iqbal, Vice President, heads this department of the official section. Human resource management is also a responsibility of this department. C. Logistics:

All the operations that are related to the movement of supplies as well as the products come under this department. Mostly, this department manages and ensures the delivery of vehicles at the right place on the right time. Mr. Abid Ali Khan, the Senior General Manager, overlooks all operations that come under this department. D. Engineering and Development of Products:

The responsibility for researching and discovering processes that can help in producing the vehicles not only effectively and efficiently but also economically heavily lies on the shoulders of this department. The E.D.P. department carries out its operations in the guidance of Mr. Hamid Asghar, Manager and Head of the E.D.P. department.

E.

Finance:

This department covers the activities that carry the purpose of assessing and managing the financial resources and conditions of the company. Mr. Asad Murad, Senior Manager is the head of this department. F. Services:

The services department interacts with customers, provides the existing ones with after-sales services and with dealership utilities. It also interacts with potential customers to provide them with information and products they are looking for. This department operates under Mr. Arif Hamid Dar, the General Manager.

2.

The products Manufacturing Section:

This section of the Honda Atlas Company deals with the production and manufacture of vehicles and power products. It includes department like Production Control, Welding, Painting, Engine assembly, Final Assembly, Quality Control and Vendor Development. Senior Technical Advisors Mr. Naguchi and Mr. Nishimura supervise all the operations. Where as Mr. Keizaburo Otaki is the vice president and deals with the leading and guidance of all the departments in the production section. The details of all these departments have been provided in the following: A. Production Control Department:

The production control department has to under take the control and manufacturing of daily production and manufacturing of vehicles and also controls the process of production of the products. B. Welding:

Welding portion of the production section deals with the welding and putting together of frames and countless parts that are to be welded in order to make a car. C. The paint portion, as the name reveals, performs the paint job of the chassis of the vehicles. D. Quality Control: Paint:

Quality control department tests if the vehicles and the products that are being assembled in the Honda Atlas Company are up to the standards and code of conducts of the company.

E.

Engine Assembly:

The engine assembly is the portion of the production section, which is responsible for the fitting together of the engine of the vehicles. Since this is an exceptionally complex operation, there is a separate department of the production section. E. Final Assembly: The final assembly is the section in which parts that require fitting and not welding are placed into the chassis of the vehicle. F. Vendor Development: The vendor development department has to deal with all the transactions between a customer and the companies that have to be dealt with until the vehicle or the product have finally reached the customer.

Products

a) The Honda Accord

A look at the New Honda Accord The Accord embraces an array of technological advantages. With I-VTEC, the most intelligent version of the innovative VTEC technology, it impacts a range of benefits that could only otherwise be achieved by using two engines at once. And through attention to aspects ranging from suspension to acoustic measures, it adds a quality feel to truly superior handling. Honda sought to offer the benefits of VTEC, while augmenting them with balance of consistent torque, fine-tuned power delivery, greater fuel efficiency, and further reduced emissions. To do this, Honda combined VTEC and VTC (Variable Timing Control) - an advance with continuously varies the phasing of the intake camshaft. Together these elements are known as I-VTEC (intelligent VTEC)- a technology that that provided multifaceted performance yet cares for the environments. Factory price: RS. 2399000.00

b)

The Honda City:

I-dsi Intelligence Dual & Sequential ignition Dramatically efficient fuel economy. Greater driving range on the same amount of fuel. Plus plenty of torque whenever you need it. The Honda City Honda's unique new I-DSI engine uses two spark plugs Per cylinder for maximum fuel efficiency. Leading friction reducing technology used in I-DSI engine provides ample power for enhanced Driving Pleasure. Honda City's novel transmission "Vario" allows smooth steeples power transfer from the engine to the wheels to match the mood.
Prices for the Honda City are as follows:

Models Available Exi-s Manual Transmission Vario Automatic Transmission

Factory Price RS. 829000.00 RS. 879000.00

c)

The Honda Civic:

The Honda Civic Civic model features Honda's VTEC technology for greatly reduced emissions and higher fuel economy. Employing many refinements in the interest of cleaner combustion, VTEC technology is based on Honda's VTEC variable valve-timing system, which promotes efficient, lean combustion at mid- and high rpm. Prices of the Honda civic are listed on the next page:

Models Available EXI- Manual Transmission EXI- Promatec Transmission VTI- Manual Transmission VTI- Manual Transmission with Leather Seats VTI- Prosmatec Transmission VTI- Prosmatec Transmission with Leather Seats VTI Oriel- Manual Transmission VTI Oriel- Manual Transmission with Leather Seats VTI Oriel- Prosmatec Transmission Vti Oriel- Prosmatec Transmission with Leather Seats

Price (in Pak. RS.) 996000.00 1036000.00 1141000.00 1181000.00 1231000.00 1271000.00 1191000.00 1231000.00 1281000.00 1321000.00

Fiinanciiall and Human Resources Informatiion F nanc a and Human Resources Informat on
As far as the Honda Atlas Company is concerned, it is one of the most healthily prospering companies of Pakistan. In his review of the company’s financial conditions as on March 31, 2005, the chairman, Mr. Yousaf H. Shirazi explained in detail the financial strength of this company.

Mr. Yousaf H. Shirazi, Chairman, Honda Atlas Company

a) I.

Some Financial Highlights of Honda Atlas Company :
The Honda Atlas Company saw an impressive growth during the financial year that ended on March 31,2005.

Basic reasons behind this financial boost to the company are low interest rates, easy availability of credit and remittances. III. Production rose to 116,767 units from corresponding previous year’s 88,881 units – which is a 31.4% increase in production. Sales for the year ended stood at RS. 16.6 billion, which is a 76.6% increase in sales compared to last year’s RS. 8.6 billion

II.

b) Human Resources and their Review:
Human resource capital of the company is the main driving force to integrate the other resources, Materials, machinery and technology to produce the desired results. The Company stresses on providing healthy working environment to focus on developed, disciplined an Trained workforce through in-house, out-source and foreign training, for desired skills and overall Capability, which has always been a crucial factor in achievement of desired results. Since the start of the previous session, following changes have been made to the management setup, details of which have been provided as follows: I. Currently, Mr. Hiromitsu Yatsumonji (General Manager of Sales Department), Mr. Harulinko Kasai & Mr. Kazuei Kazuma (Technical Coordinators) after serving three years of service each to the company, returned to Japan. Mr. Tetsuo Noguchi (General Manager) took their positions, Mr. Masami Nishimura and Mr. Takayuki Irifune (Technical coordinators), respectively.

II.

Performance Appraisal System

Performance management system
Performance management system that are directly tied to an organization reward system provide a powerful incentives for employee to work diligently and creatively towards achieving organizational objectives . when properly design and implemented performance management system not only let employee know how well they are presently performing but also clearfy what needs to be done to improve performance

Understanding performance
Performance refers to the degree of accomplishment of the tasks that make up an employee job it reflect how well an employee fulfilling the requirements of the jobs often confused with efforts which refers to energy expended performance is measured in terms of result. For example, a student may exert a great deal of effort in preparing for an examination and still make a poor grade. In such a case the effort expended was high, yet the performance was low.

Determinants of performance
Job performance is the net effect on the employee’s efforts as modified by the abilities and role (tasks) perceptions thus, the performance is the given situation can be viewed as resulting from the interrelationship among the efforts abilities and the role perception effort which result from being motivated, refers to the amount of energy (physical and /or mental) an individual uses in performing a task. Abilities are the personal characters used in performing a job. Abilities usually do not fluctuate widely over a short period of time. Role (tasks) perception refers to the direction in which individual believe they should channel their effort on their jobs. The activists and the believers people believe are necessary in the performing of their jobs and define their role perception.

Environmental factors as performance obstacles
Others factors are beyond the control of their employees can also stifle performance although such obstacles are sometimes used merely as excuses, they are often very real and should be recognized. Some of the more common potential performance obstacles include the employees lack of time or conflicting demands upon it, inadequate work facilities and equipment, restricted policies that affect the job lack of cooperation from others, type of supervision, temperature, lighting, noise, machine or equipment pacing, shifts and even luck.

What is performance appraisal system?
“Process of evaluating and communicating of an employee how, he or she is performing the job and establishing plan for improvement of company‖. Basically there are 10 methods that we apply in our companies to evaluating that how our employee is working so these are the standards.

i. ii. iii. iv. v. vi. vii. viii. ix. x.

Performance appraisal method

Management by objectives Multi rater assessment (360 degree feed back) Graphic rating scale Behaviorally anchored rating scale (BARS) Critical incidental appraisal Essay appraisal Checklist Forced choice rating Ranking methods Work standards

As I visit the Honda atlas company and met mr imran farooq who is the h r manager of Honda atlas car as I asked him the question that how many methods are there your company is using so he replied me that there are 2

types of methods for two different categories of employees in our company one is management staff and other is non management staff. Employee

Management staff

non-management staff

So they apply different methods on their employees like first here if we see that what are the methods they are applying on management staff. In management staff they involve all type of employee like engineers and technical labor, first line manager and other people who are involved in their department .so these are the method they are using in management staff for appraisal system in Honda atlas car. Management by objectives: First of all I would like to explain what is management by objectives There are six steps that are involving in management by objectives 1. Establish clearly and precisely define statement of objectives which an employee to be done 2. Develop an action plan how these objectives are to be achieved 3. Allowing the employee to implement the action plan. 4. Measuring the objectives achievements 5. Taking corrective action when necessary 6. Establishing new objectives for the future So in the organization the starting of the year they set their plan and goals and then they define to their employees that what are the plans and how

these plan are to be achieved and what are the parameters they have to followed to achieve those goals Multi-razor assessment (360 degree feed back): The second method they are using in their organization for management staff for the appraisal system in Honda atlas car is the multi-razor assessment. In the multi-razor assessment you do assessment of the managers, peers, customers, suppliers or colleges are asked to complete questionnaire. So here you ask question with each person who is related with that person and asked how he or she has a behavior with their manger, employees, customers ,suppliers colleagues and their juniors and also check the persons relation with others that how’s his or her dealing with others .if their dealing is good so their appraisal system is good others wise his or her appraisal system is consider to be average. Critical incidental appraisal: In the Critical incidental appraisal system here you record all file your entire employee and record all incident positive and negative and evaluate performance on this basis. As I asked mr imran farooq the h r manager of Honda atlas car that you keep the record of such kind he said that after all man is human being and year he is working with us 365 in year there are no of incidents happen with a man so we mostly ignore this incidents or is their a large any wrong or big mistake happen with that person so we keep that thing in mind and show this thing in an annual appraisal. But if any person has done well and any thing extra beyond there imagine so that thing should be keep in mind and that person will be encourage Work standards: This method involve settings the standards or an expected level of out put and then comparing each employee level to the standards. So when the manager of the department set the goals and asked employees to achieve them then manager sets the standards of work that at what level he or she is success to achieve their goal.

The an other part of their organization is non-management staff. Non-management staff The Honda atlas car using this method for appraisal system of nonmanagement staff. 1-1 Meeting: As there are 1500 employee in their organization and 15 department so its too much for the organization that they take appraisal system of all employees. In each department there are no of sections and each section almost their are 12 to 15 employees who are working under 1 manager so its hard for them that they take appraisal of all employee. The best method they are using is the face to face or 1 – 1 meeting. The told to their employees that what they have wrong and well and what are the strength and week ness of their employees and also tell the ways how to over come these problems. So in this sense they use the method of essay appraisal system. Where they tell the strength and weakness of their employees and they also tell their employees their personality traits, behavior, attitude, dealings with others and how much they are cost efficient.

Techniques for best appraisal systems
The valuable part of any organization is their employee and it is considered an important asset .so if any organization is caring their employees so basically they are caring their organization so these organization use different techniques to get good work (out put) and good performance at the annual appraisal. So Honda atlas car is using the first technique to get the good work from their employees is motivation. And this motivation has many ways. To give them high wages according to the market, competitors and economy. If you want that your employee gave you some thing extra so motivated them according to their demand like gave them high salary

packages that is up to the mark of the market and also gave them some extra facilities. The another method they apply for motivation of those people who giving them something extra for the organization so we encourage those people and motivate them to get some thing extra from them through give them some extra bonus and promotion them because if that person has a potential so he should have to go ahead But what are the technique they are using for the non management staff like individual level

Motivation:
Motivation is the willingness to exert high levels of effort to reach organizational goals, conditioned by the effort’s ability to satisfy individual need. Motivation playing a pivotal role in performance appraisal system. Motivation is a factor most of the organization use it to get the good out put for their employees. Basically what is motivation .so? ―The desire within a person causing that person to act to reach a goal‖. There are many theories which are used for the motivation that how their employees being motivated. So the first theory for the motivation is the maslow’s hierarchy needs.

Maslow’s

Hierarchy of Needs

Categories of needs that ascend in order; lower needs must be fulfilled before person will strive to meet higher needs. •Physiological needs •Safety and security needs •Belonging and love needs •Esteem needs •Self-actualization needs

Basically each person wants that their basic needs should be fulfill so it play a important role for motivation that some origination fulfill their basic needs to get the most output .so it play a vital role for the both employees and the organization.

Motivators—account for job satisfaction and motivation  Recognition  Work itself  Responsibility  Advancement So these are the factors who play a important role for the motivation like each person should have a recognition that where he is working like if we see that in Japan if some body is working in Honda atlas and any body ask his recognition then he said that I am Honda man. Each person feels proud that he is a Honda man, so that’s why each person gets a responsibility and it for its self so that he gets more advancement

Herzberg’s Motivation:

The another factor is also playing a good role for the motivation. But in most of the organization most of our employees are de-motivated through this. Like here if we see an example that in a organization this thing cause a demotivation that 2 persons whose background from the same institution and same degree and same kind of experience but one is getting 35ooo and other is getting 50000 so this thing cause the de -motivation for that employee so that equity play a important role for motivation. –The perceived fairness of what the person does compare to what the person receives. –The perception of the fair value of rewards (outcomes) for efforts (inputs) that individuals make when comparing their results to others in the organization.

Equity theory for motivation

Exp ectancy Theory
So some of the organi zation uses thi s theory for the moti vati on of thei r employees ,here empl oyee al so in a expect that i f he do some thing extra he

shoul d be rewarded by some thing that thing can be in the form of money ,bonuses and ti ckets for vi si ting any other country Expectancy: “Individuals base decisions about their behaviors on their expectations that one or another behaviors is more likely to lead to needed or desired outcomes”. –Effort-to-Performance Expectations •Belief in the ability to perform the task well –Performance-to-Reward Linkage •Belief that high performance will result in receiving rewards –Value of Rewards •The rewards have value to the individual

Individual Performance Factors

–Individual ability to do the work –Effort level expended –Organizational support Performance (P) = Ability (A) x Effort (E) x Support (S) So if these all the factors which are entered from the individual the individuals the more explanation are here

Components of Individual Perform ance

New method for appraisal system
A good company always in a effort that to get some thing extra so they always move ahead for getting this thing .the H R Department of Honda atlas car made a new method to for achieving their goals from their employees so

they made a new system for those people who are always in trouble and create barriers for achieving those goals

PDC & Action:
This is plan do check and action system. In Honda atlas car this system run through out the year for achieving those goals so this system have some steps First of all the head of department plans to set his goals and also tells the ways to their employees that what are their plan and how to achieve them. nd Then in the 2 step they move a head to achieve those goals so they execute those goals and starting work on it for achieving those goals. rd In 3 step the head of the department always have the check system that the goals which are given to their employees is their any trouble for achieving those goals if there is any trouble so they move to the next step. th In the 4 steps they have action for those trouble. So then they tells their employees in this situation how to do work and achieve those goals

Conclusion
 It is a good system for the organization, which the company is using in their organization  Performance appraisal system is help the Honda atlas in competition their competitor  The most important thing the company gets is that their employees are satisfied with them  And the another important factor for the Honda appraisal system is that they are using different methods for the upper management (MBO, Multi rater assessment) and the different methods for the lower management like (1 to 1 meeting, essay appraisal)

Recommendation
 They management of the Honda atlas should use the other important methods of appraisal system that is helpful for the organization (ranking method, graphic rating scale etc)  Their standards should be according to their job duties, responsibilities that it is helpful for the employees to achieving their goals  They should use the others system for the motivation especially for the lower management (rewarding system, and foreign trips)  They should also concentrate on monetary and non-monetary rewards

References
      www.hondaatlas.com http://automobiles.honda.com http://world.honda.com http://www.honda.com.pk www.google.com Mr.imran farooq (H R Manager of Honda atlas car) Card attached


				
DOCUMENT INFO
Shared By:
Categories:
Stats:
views:11990
posted:1/10/2010
language:English
pages:42