ORIENT GROUP OF

COMPANIES
GROUP MEMBERS:
ISMAIL SHAHID, SMAMA SHAKIL, MIDHAT AWAIS,
ABDULLAH HASSAN, M. JAVED IQBAL & UMAIR
SHAHID
 INTRODUCTION
Orient Electronics Pvt. Ltd, established in 2005, is one of the fastest growing consumer
electronic companies in Pakistan. With a wide range of home appliances

Description of Industry
1957 (Mian Muhammad Fazal)
1983 (Orient Colour Labs PVT)
1999 (Lighting products)
2005 (Orient Electronics PVT Ltd)
2012 (Innovation)
2014 (Biggest Innovation)
1975 (Importing)
1988 (M/S Orient Enterprises)
2000 (Home Appliances, Mitsubishi electric)
2009 (Manufacturing Business)
2013 (Expended Network)
 MISSION & VISION
• Our mission is to lead the consumer electronics goods industry in the
country with quality products. We aim to work on ideas that lead to
innovative products resulting in a user-friendly experience for the
customer. Our products are constantly evolving to meet this objective.

• Our vision is to be an innovative company that is driven by modern and

cutting-edge ideas and concepts. We work and rework on ideas that
could lead us to providing convenient, durable, lasting and innovative
consumer electronic goods to our valued customers.
ORGANIZATIONAL CHART
DEPARTMENTS & NO. OF EMPLOYEES
Department Number of Personnel

Administration 318

Accounts and Finance 78

Sales and Marketing 110

Customer Services 242

Information Technology 30

Logistics 111

Production 1019

Imports 07

Part Time 16

Total 1931
PRODUCT & SERVICES
• Air Conditioners
• Refrigerators
• Fans
• Dispensers
• LCD/LED TV's
• Washing Machines
• Vacuum Cleaners
• Kitchen Appliances
UNIQUE PRODUCTS
Pakistan first Quad core Android enabled LED
World’s first glass door refrigerator with
LED TV
Orient WIFI enabled Air Conditioner
COMPETITORS
 COMPETITORS
• PEL (Started in 1956, SAIGOL group 1978, Home Appliances 1981) compete Orient
in Air Conditioner.

• WAVES and DAWLANCE compete Orient in Refrigerators.

 COMPETITORS
• Haier compete Orient in Washing Machine, TV's, Air Conditioner.

• CHANGONG RUBA and Eco Star compete Orient in LED/LCD TV's.

SWOT ANALYSIS
 STRENGTH
• International market coverage
• Market coverage within Pakistan
• Orient care
• Strategic Alliance
• Training & development (T & D)
• Product Line
• Cost of Production
• Aggressive Advertisement
• MEVRIS Methodology
 WEAKNESS
• High staff turn-over.

• R & D is weak.

• Low storage capacity.

• Manufacturing unit is not centrally located.

• Raw material imported from China.

OPPORTUNITIES

• Exponential increase in population.

• E-Marketing.

• Network Extension.

• Public limited company.

 THREATS
• Intense competition.

• Intervention of Chinese products.

• Devaluation of Pakistan’s currency.

• Burden of taxes by government to the manufacturers.

THREATS

• Black Economy.

• Technology.

• Load Shedding.

• Political instability.
HR DEPARTMENT & its MANAGERS

• There are three major assets human resource, technology and

SOP(standard operating procedure)

• The duties of HR manager should be hiring, talent management and

training and development.

• HR managers should have leadership skills, team management skills

and communication skills.
HR DEPARTMENT & its MANAGERS

• In orient talent management is done by selecting candidates from

top universities then evaluate them in a way that they are eligible
and then train them and retain them in orient.

• HR manager deals with line and staff managers in different ways

through email, direct telephonic communication, directly called to
the office and many other ways.

• Staff manager reports to the HOD. There is reporting mechanism

through email, hard form, verbally of daily operations to the
concerned HOD
STRATEGIC PLANNING &
MANAGEMENT PROCESS
• The core focus is on retaining the employees.

• The company has taken and initiative like brining the new
performance management system

• When it is going to completed there is going to be employee

retention and motivation in performance management system this
is the strategic initiative from HR perspective.

• The directors are more focused on outcomes how much is the

 STRATEGIC PLANNING &
MANAGEMENT PROCESS
• They are currently using digital dashboard, they do reporting and
analysis on it.

• They also have ERP system HR analytics we get to know about how
much employees have left how much employees are going to be
retained and others

• HR audit is done on annual basis which is done thoroughly, and the

payroll related audit is done on monthly basis.

• Yes, they are using the Software for HR planning. The Software
which they have implemented in their company is the ERP system.
JOB ANALYSIS IN ORIENT

• In job analysis, Orient is implementing a new tool or software which is

performance management system its basic job is to do job analysis.

• Orient uses MEVRIS technology which makes a role clarification

document.

• For writing JD Orient uses MEVRIS methodology

JOB ANALYSIS IN ORIENT

• Job analysis plays a big role, basically there are two components, and
the number one is that you hire the right resource for the right position.

• the second is, the candidate should know about his responsibilities and
he will know whether he is capable for these responsibilities or not.

• No, they don’t have any electronic tool to write job analysis
RECURITMENT

• They don’t have specific technique for workforce planning and

forecasting they are in implementation phase but, they see there
previous history and they use trend analysis to plan there future
accordingly.

• For internal replacement basically, company sees concerned HOD

recommendation.
RECURITMENT

• Well effective recruiting is very important for company because if you

can’t hire the right resource for a position then it will ultimately cost
organization.

• They go for online job portal plus recruitment agency , advertise in

newspaper and they also go to the universities.

• Orient do temporary hiring and it has many benefits and drawbacks.

RELIABILITY AND VALIDITY

• We have multiple level of tests for multiple positions the test

includes aptitude test, technical skills to evaluate.

• First of all they check the reliability that the results have no
variations in it. Secondly they see whether the validity of the test,
they see that how relevant the test is.

• Orient HR have multiple test first is skill-based test in it, they

have Microsoft office skill portion, aptitude test portion and three
to four objective questions of communication skills these are the
multiple areas of HR
RELIABILITY AND VALIDITY

• ORIENT’S HR department checks the background of the candidates.

• ORIENT is still depending on the performance management system

which will be implemented soon.

• ORIENT is focusing more on ON-THE-JOB TRAINING than the other

trainings.
INTERVIEWS FOR NEW CANDIDATES

• Orient conducts both structured and unstructured interviews depending on

the position

• Orient conducts mostly panel interviews and one to one interviews. It

depends on how the department wants to conduct the interview.

• Orient counsel the interviewer before taking the interview of a executive

person and how to control his emotions while conducting the interview.
INTERVIEWS FOR NEW CANDIDATES

• There are 3 to 4 important things while recruiting the employees first of all
they check the interest level of the candidates that is he capable for the
particular position or particular job role

• Secondly they check his knowledge for that particular domain.

Thirdly how much he is prepared for the orient electronics interview

• Fourthly there are other factors like communication skills and his
appearance.
TRAINING PROCESS OF HR

• In training need Orient conducts TNA(training need analysis) if the

employees need training.

• Orient is using on the job training because it is effective

• For the long term management development of Orient they take

competency based framework.
 PERFORMANCE APPRAISAL

• It’s very important to appraise the performance of employees because in

order to retain we should motivate them.

• In Orient there is 180 ͦ feedback employee will evaluate himself and then
its test is going to be evaluated by the head of their department.

• The techniques orient is using for appraising performance is critical

incident method.
PERFORMANCE APPRAISAL

• While conducting the appraisal form the one of the critical thing is that
the employee is self-evaluating him or HOD is evaluating him and
there should be no biasness.

• Orient yearly set the objectives. Orient’s appraisal cycle run’s from
January to December and there will be also evaluation in the midyear.
SALARIES

• Orient uses external salary survey tool.

• Orient have 13 grades and they have categorized them from assistant
officer to director level.

• Job evaluation is done in Orient but it is only done for a specific

position which the management wants.

• There are different policies for every issue of salary

SALARIES

• Orient gives both incentive and merit pay

• Salary is one of the greatest motivator for anyone, salary plays a very
critical role at any level of position

• Orient sales team is on salary, plus incentives salary

• Annual bonuses are given to all level of employees even for the
executive level as well.
 FLAWS
• They do not have any electronic tool to write Job Analysis.

• Right now, they do not have specific technique for workforce planning and
forecasting.

• They still do not have work performance of a candidate.

 Conclusion
• Running HR department Smoothly
• Orient Job Analysis
• Performance management system
• Recruiting and Selection
• Interviews
• Performance appraisal
• Employee Benefits
References

https://prezi.com/qrrjmkoksopz/swot-analysis/
https://orient.com.pk/pages/about-us