Professional Documents
Culture Documents
PRESENTED BY:
PRESENTED TO:
Group Members
Wajid Ali
3335
Haifa Saleem
3336
Nabita Ishtiaq
3353
Shakeel Aslam
3338
Rana Tassaduq
3316
Hassan Naseer
3328
Introduction
Pioneer manufacturer of electrical goods in Pakistan.
One of the oldest and amongst the leading Home Appliances
Manufacturer and Distributor in Pakistan.
The company has an annual turn over of Rs 30.3 billion.
It was established in 1956 in technical collaboration with M/s
AEG of
Germany.
In October 1978, the company was taken over by Saigol
Group of Companies.
Since its inception, the company has always been contributing
towards the advancement and development of the engineering
VISION
To excel in providing engineering goods and
services through continuousimprovement.
MISSION
To Provide quality products & services
to the complete satisfaction of our
customers and maximize returns for all
stakeholders through optimal use of
resources
To focus on personal development of
our Human Resource to meet future
challenges
Topromotegoodgovernance,corporat
evaluesanda safe
workingenvironment with a strong
sense of social responsibility
COMPANY OPERATIONS
2) Appliances Division
DISTRIBUTION
TRANSFORMER
DRY TYPE TRANSFORMER
POWER TRANSFORMER
SWITCHGEAR
PMT
TRANSFORMER
Continue.
Consumer marketing department
Credit control department
Customer service department
Human resource management
department
Distributions department
Quality control department
SECTION 01
Continue.
In PEL the sales department has a great
importance because it has developed a strong
dealer network in the market.
The dealers always try to sell the PEL products to
the customers because, the company for its
products, gives them a high margin.
The management of PEL has also authorized its
department to provide more incentives to their
dealers than their competitors.
With the hard work they have build strong
relationship with dealers thats why dealers are
very conscious about the PEL products and always
Continue.
Because of having an efficient sales
department PEL provides the after sale
service to customers which increases the
customers satisfaction.
The biggest strength of the department is
that it handles a complaint within 24
hours in any part of the country, that
helps in increasing the satisfaction level
of customers.
Sales Budget
In PEL budgeting for sales is done on the basis of
the performance of sales team during a fiscal
year.
Firstly, the Budget is prepared in HR Department
by each Manger of each section (Recruitment &
Selection, Training & Development, Performance
Management and Organizational Development)
and after that Head HR finalize the budget for the
approval of owner via Managing Director.
Objective of the company is measured in terms of
units sold during a fiscal year. To enhance the
sales of the company PEL always tries to enhance
the sales budget and to increase the value of
SECTION 02
Description of the
Sales Force in PEL
Continue.
Top management of PEL delegates the
power to the subordinates for achieving
the selling and marketing objectives in a
specified time period.
So every manager has an authority to take
decisions to achieve the goals of company
and in this way they save the time and
react quickly.
SECTION 03
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After assessing the feedback given by the regional
sales officers, type of training program is finalized
and his/her learning program is aligned with
business objectives.
Such as Sales Forecasting program is aligned to
enhance the business of PEL automatically.
The Sales Forecasting program is integrated
with business objectives that sales will increase
the profit of PEL and it will also increase its share
value in market.
This makes sales force of PEL talented and their
competencies
increased
through
training
Continue.
They set the mind of their selling staff that
learning is activity that will also be favorable in
their own career.
Selling staff are given certificate after the
completion of training program which build their
career thats why they automatically take interest
in learning.
An agenda is finalized in which time period is
mentioned
and
implementation
is
made
accurately.
During the training program practical study case,
business games and critical incidents etc. are
Continue.
The training programs are designed according to
the level of employees and budget for training, also
the training programs have different methods for
implementation.
According to designed programs and budget
aspects trainers are hired and internal section do
the planning.
Most of the groups training is given in the
Auditorium of PEL and individual training are
given through external sources like LUMS, UMT
and foreign countries.
After the completion of the training employees are
SECTION 04
CUSTOMER PROFILE
Continue.
PEL is doing mass marketing which means its customers
are not limited to one county but all over the world.
The main target of PEL is Pakistani market. In Pakistan
the products of PEL are available to customers at every
city.
PEL in Pakistan has divided its customers into two
zones;
1) North Zone
2) South Zone
Continue.
NORTH ZONE
SOUTH ZONE
Punjab
Sind
KPK
Baluchistan
Continue.
REGIONS:
PEL has also divided its customers into different
regions and there are six regions of PEL in Pakistan.
They are:-
Karachi
Lahore
Multan
Gujranwala
Rawalpindi
Faislabad
POTENTIAL CUSTOMERS
PEL has captured a large number of customers in
Pakistani market because it has a strong dealers
network and the products are easily available
throughout Pakistan.
Now PEL has been planning for last two years to
take advantage of good relationship of Pakistani
government with India by rolling out its products in
Indian Punjab, a market larger than all of Pakistan.
Out of the 10 million units of refrigerators sold in
India annually, PEL is hopeful to capture at least
two to three millions units of the market, said PEL
Managing Director during a corporate briefing.
Continue.
Pakistans
second
largest
home
appliance
manufacturer has planned to introduce its product
to the customers of Indian Punjab and then
gradually spread to rest of the country.
PEL provide a quality product for its customers. It
is purely base on local demands and needs, and
sure that its products will be appreciated by that
people who are quality conscious in India also.
Internationally PEL has customers in a number of
countries for many years and it has captured a
healthy market share in those countries because of
the fact that customers admire the products
delivered by the PEL.
EXPORTING COUNTRIES
AFGHANISTAN
KINGDOM OF SAUDI
ARABIA
SWAZILAND
GREECE
KUWAIT
KAZAKHSTAN
BANGLADESH
YEMEN
NIGERIA
HUNGRY
SECTION 05
PERFORMANCE STANDARDS
&
COMPENSATION
PERFORMANCE STANDARDS
PEL Company makes the personnel movement to
place employees in positions where their
effectiveness is best utilized within the company.
This is achieved thorough proper matching of
skills, capabilities individual aspirations of current
employees against the current and potential
manpower needs of the company.
PEL encourages internal advancement for
employees while seniority is not necessarily a
factor in promotions.
The ability to perform required duties well is the
main consideration.
Continue.
All the companies have different standard for
performance appraisal. In PEL, Performance
Standards are set on the basis of numerical rating
form e.g.
4 = Outstanding
3 = Very Good
2 = Good
1 = Need Improvement
If need improvement then reporting officer will
recommend
for
employee
strength
and
development and will forward his request to HR
department then HR department will take the final
decision on those competencies of the employee.
Continue.
Training areas are defined by the reporting officer
and according to T&D department his schedule for
training is finalized.
Quarterly appraisals shows the employee status
and finally concerned authority recommend for
promotion or not.
Salary is increased on the basis of Profit Margin,
PEL criteria and policy, salary is finalized by HR
department.
It is also kept in mind that the 1, 2, 3 & 4 numeric
which show the rating of the employees appraisal
and at the time of increment of salary increment is
PERFORMANCE APPRAISAL
In PEL performance appraisal is recognized as an
important element of the jobs of managers,
supervisors and employees. It provides significant
help in meeting departmental and company
objectives.
Each sales person of PEL has annual targets, which
are measured with his or her standard targets to
compensate the employee on the basis of
performance.
Performance appraisal is totally based on sales
persons annual work performance. Also the sales
persons working on targets, as working on building
relationship with new dealer, there may be an
managers
conducting
are primarily
performance
RECOMMENDATIONS
To gain more competitive advantage over their
competitors, PEL has to work on their distribution
network.
The company must give more incentives to the
dealers so that they remain loyal to the company
and promote the products.
Introduction of seasonal schemes can help to boost
sales.
Refreshing courses should be adequate and more
frequent during the year.
When sales supervisor provide negative feedback
Continue.
There should
performance.
be
continuous
monitoring
of
Continue.
Performance appraisal should be conducted in a
way that employee should not perceive it as a
fatigue or threat for there job but it should take it as
an opportunity to add or contribute more value in
work of the company.