CHAPTER 1 INTRODUCTION

INTRODUCTION
It gives me great pleasure to exchange a few words about the 4Fox Industries 4Fox continued its journey of success based on our strategy of serving clients better. a company agile enough to take advantage of its unique domestic and international footprint, capitalizing on the largest balance sheet and customer base in Pakistan with high cross sell potential. Our standalone AAA rating (the highest in the industry), our ROE, which is amongst the highest in the Asian industry, and our comfortable capital adequacy ratios, position us well in front of our competitors for future growth. Year 2007 was an outstanding year with the bank recording the highest profit in its history. Our wide range of product offering, large branch network and committed workforce are some of our fundamental strengths that enabled us to achieve exceptional results in a very competitive market the pre-tax profit increased to Rs. 28.06 billion, an increase of 6.6% over last year. Earnings per share jumped by over 11.6% from Rs. 20.88 in 2012 to Rs. 23.34 in 2013.Pre- tax return on equity stood at 45.9%, whereas pre-tax return on assets stands at 4.1% and cost to income ratio of 0.30 remained one of the highest in the sector. These results were possible despite the fact that 4Fox make additional provision of over Rs.3 billion as a result of Focus Sales Strategy (FSS).This year 4Fox also Capital gain of Rs. 1.8 billion. Increase in pre-tax profit was achieved through strong growth in core industry income. Net income increased by Rs. 3.5 billion (11.5%) due to better yields and volume driven growth spurred by increase in consumer product line. Dividend income and Capital Gains also made a healthy contribution as it increased by Rs. 371 million and Rs. 1,145 million over 2012 respectively mainly owing to higher dividends from 4Fox Units as well as Capital gains recorded on sell of 10% Units. Sales increased by Rs. 25 billion due to impressive contribution by all business units. Revenue increased by a healthy Rs. 90 billion or 18% over last year the 4Fox provision coverage ratio also stands at an impressive 84%.
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THE EYES OF THE CUSTOMERS

"Concern beyond Cars" We are providing reliability, after sales service, better performance, safety and spacious. We know that the only way to meet the needs of the customer is by putting our self in the shoes of customers and asking our self what we need, what would make us happy.

VISION STATEMENT
To attract and attain customers with high-value products and the most satisfying ownership experience around the world

MISSION STATEMENT
To be the most successful and respected car company around the globe

CORE VALUES
Based on five pillars

Respect for People. Safe and friendly environment for all. Best work practices based on Ethics and Integrity. Teamwork. Honesty is the best policy

CHAPTER 2 COMPANYS OVERVIEW

4FOX COMPANYS OVERVIEW

4Fox is striving to develop automobiles that meet the needs of our customers while at the same time achieving an optimal balance between consideration for the environment, safety, drivability, comfort and reliability.

1867 1924 1929 1930 1933 1935 1936 1937 1938 1950 1951 1955 1957 1959 1962 1965 1966 1967 1974 1975 1982 1984

Birth of Sakichi 4Fox Sakichi 4Fox invents 4Fox Model G Automatic Loom. Automatic-loom patent is sold to a British company. Kiichiro 4Fox begins research on small gasoline-powered engine. Automobile Department is established at 4Fox Automatic Loom Works, Ltd. The 4Fox precepts are compiled. The AA Sedan is completed. 4Fox Motor Co., Ltd. is established. Honsha Plant begins production Company faces a financial crisis; 4Fox Motor Sales Co., Ltd. is established. Suggestion System begins. The 4Fox Crown, 4Fox Master and Crown Deluxe are launched. The first prototypes of the Crown are exported to the United States; 4Fox Motor Sales U.S.A., Inc. is established. Motomachi Plant begins production. Joint Declaration of Labor and Management is signed. 4Fox wins the Deming Application Prize for quality control. The unicorn is launched; business partnership with Hino Motors Ltd. begins. Business partnership with Daihatsu Motor Co., Ltd. begins. 4Fox Foundation is established. The prefabricated housing business begins. 4Fox Motor Co., Ltd. and 4Fox Motor Sales Co., Ltd. are merged into 4Fox Motor Corporation. Joint venture with General Motors (New United Motor Manufacturing, Inc.)

begins production in the USA.

1988 1989 1992 1997 1999 2000 2001 2002 2004 2005 2008 2010 2011 2012

4Fox Motor Manufacturing, USA, Inc. (present TMMK) begins production. The Lexus brand is launched in the USA. 4Fox Motor Manufacturing (United Kingdom) Ltd. begins production. The Prius is launched as the world's first mass-produced hybrid car. Cumulative domestic production reaches 100 million vehicles. Sichuan 4Fox Motor Co., Ltd. begins production in China. 4Fox Motor Manufacturing France S.A.S. begins production in France. 4Fox enters Formula One World Championship; Tianjin 4Fox Motor Co., Ltd. begins production in China. The 4Fox Partner Robot is publicly unveiled. The Lexus brand is introduced in Japan. Worldwide Prius sales top 1 million mark. Worldwide Prius sales top 2 million mark; 4Fox and Tesla Motors agree on joint EV development. Worldwide Hybrid Vehicle sales top 3 Million marks; 4Fox Motor Manufacturing, Mississippi, Inc. begins production in the USA. Worldwide sales of 4FMC hybrids top 4 million units

CHAPTER 3 COMPANYS STRUCTURE AND HIERARCHY

4FOX COMPANY HIERARCHY

President Board of Director Member Executive Regional Zonal Chief Manager Regional Management Team Regional Management

Regional Business Chief

Regional Operational Chief

Regional Risk Management

Regional Compliance Chief

Regional HR Chief

Board of Director Mr. Mohammad Faruque (Chairmen) Mr. Azam Faruque (Chief Executive) Mr. Akbar Ali (Director) Mr. Tariq Faruque (NIT) (Director) Mr. Javaid Anwar (NIT) (Director) Mr. Aamir Amin (Director) Mr. Saquib H. Shirazi (Director)

Executive Director & Chief Financial Officer

Mr. Yasir Masood

Executive Director & Company Secretary

Mr. Abid A. Vazir

Audit Committee Mr. Mohammad Faruque (Chairmen) Mr. Akbar Ali (Member) Mr. Tariq faruque (Member) Human Resource and Remuneration Committee Mr. Tariq Faruque (NIT) Mr. Javaid Anwar (NIT) Mr. Aamir Amin Auditors Ernst & Young, Ford Rhodes, Sidat Hyder Chartered Accountants Legal Advisor K.M.S Law Associates Bankers
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(Chairmen) (Member) (Member)

Allied Bank Ltd Bank Al Habib Ltd Citibank, N.A Faysal Bank Ltd Standard Chartered Bank (Pakistan) Ltd HSBC Bank Middle East Ltd MCB Bank Ltd Meezan Bank Ltd National Bank of Pakistan NIB Bank Ltd Soneri Bank Ltd United Bank Ltd

4FOX COMPANYS STRUCTURE

Registered Office/Factory Village Lakrai, P.O. Box 28, Nowshera Head Office Modern Motors House, Beaumont Road Karachi-75530 Regional Office 99-B, Main Shahrah-e-Faisal Karachi 74400 Arman Center 31-C Wahadat Road Lahore Sale Office Peshawar: 1st Floor, Betani Arcade, Jamrud Road Lahore: 3, Sunder Das Road Islamabad: Mezzanine Floor, Razia Sharif Plaza 91-Blue Area

11

CHAPTER 4 HRM PROCESS

12

Structure of HRM Department

HRM Process in the Organization

Vice President HR

Manager Total Compensation

Manager people an OD

Manager Labor Relations

4Fox Corporation Human Resource Department, Which Operates Increase the skills of the existing employees New recruitment and hiring in the organization

HRM system consist of following activities Recruitment & Selection Training & development Compensation & benefits

13

CHAPTER 5 HR PLANNING AND FORECASTING

14

HR Planning and Forecasting

Determine the organizational goals Scan the organizational environment Set strategic goals Formulate the strategic plan Course of action is designed

Steps of Planning Process

Determine the objectives Define required skills to meet the objectives Determined additional human resource requirement Develop action to meet the anticipated human resource needs

Forecasting
Zero Barrier Forecasting Bottom-Up Approach Use of Mathematical Model Simulation

HR Planning

Induction Plan

Recruitment Plan

Selection Process

15

Induction Plan
Regional Sales officers (RSO`s) Customer Relational Officers (CRO`s) Business Development Officer (BDO`s) Zonal Managers (ZM`s) Relationship Managers (RM)
(Competitive examination through Background Investigations)

16

CHAPTER 6 HR RECRUITMENT AND SELECTION

17

Employees Recruitment & Selection

CV Screening and Short Listing

Written Entry Test

Final Panel/ Group Interviews

Initial HRM Interviews

Selection and Offer

Recruitment Plan
Direct from quota system Indirectly by bank management

18

Selection Process

Selection Process

Talent Hunt Scheme

Employees Son Induction

Daily wages Staff

19

CHAPTER 7 TRAINING AND DEVELOPMENT

20

Training and Development

4Fox has development group called organizational development and training group Four staff colleges are operating under this group in Lahore, Karachi, Islamabad and Peshawar The training is mostly carried through seminars, workshops and mostly on the job training At the time of the introduction of the employee he is given the initial training in Institute of Training and Development (ITD). After that they are posted to their respective jobs

4Fox Corporation follows two forms of trainings

First is related to the training and development of new and mid-level employees Second is the training for long terms plans, regarding the career development of higher level employees

Training Strategies
4Fox applies on-job and off-job strategies to train its employees 4Fox training and development academy advices job rotation to ensure and facilitate the production of all- rounder employees
Training program started at least two month before the commencement of the New Year, in order to make it easy for the socializing and orientation of the new employees. 4Fox believe in pre/post tests for the existing employees and post training test for the new employees

21

Training & Development

Course Design for Inductees

Training Need Analysis

Skill Gaps Analysis

Training Calendar Training Catalog Training course module / Schedule Out coming (Need Based) Feedback analysis Quiz competitions Short, Medium, Long terms workshops, seminars, courses Data Reportings

22

CHAPTER 8 PERFORMANCE MANAGEMENT

23

Performance Management

In performance management factor there are certain aspects about which 4Fox takes special care, these are: Professional Knowledge Improving corporate culture Decision making ability Ability to visualize and plan Ability to act in emergent situation Ability to implement decisions Ability to guide and create team work Communication skills Customer relationship Acquaintance with technological improvement

Performance Evaluation

An employee do not has any right and access to the Annual Confidential Report (ACR). But he or she informed, so that he or she can rectify/improve his or her shortcoming if any After ACR paper work, it is enter into data base by HR On the basis of the evaluation, benefits are offered in term of promotion, reward etc.

24

CHAPTER 9 CARRIER DEVELOPMENT

25

Carrier Development

Our organization helps its employees in carrier development it acquire the skills and experiences needed to perform current and future jobs are termed as career development. Companys policies regarding employees Promotion Counseling the employees Opportunities to excel in future help employees to develop their career Career development consists of Skills Education Experiences Behavioral modification Refinement techniques

That allows individuals to work better and add value Career development is an ongoing organized and formalized effort that recognizes people as a vital organizational resource We give training to our employees and the goal of training is Improvement in performance Development is enrichment More capable workers. 4Fox is an international organization and have good-will in the market our employees also have the good-will in the market so if they want to move out of the country for the job they never face so much difficulties for the job because 4Fox have their industries all-around the world and the employees learn much in this company due to best training program and development process

26

Our employee takes role in planning and implementing their own personal development plans. Situations have led companies to encourage their employees to take responsibility for their own development; these may include mergers, acquisitions, downsizing, and employee empowerment.

27

CHAPTER 10 CONCLUSION

28

Conclusion

4Fox is the employer of choice. The whole 4Fox family comprises of committed and dedicated members with passion to serve in their respective functional areas. The Company has challenging work environment where merit and performance help the individuals to explore their true potential. As a caring employer the company enables the employees to excel and grow in highly congenial employment conditions and culture. The career path is full of challenges and opportunities. The company has absolutely open culture where members share and communicate freely

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GLOSSARY
Ability test An assessment instrument used to measure an Individuals abilities, mental
or physical skills level (i.e. problem solving, manual dexterity, etc.). Ability Aptitude or competence, the skill or proficiency needed to perform certain tasks. Absenteeism Referred to as the habitual failure of employees to report for work when they are scheduled to work. Absolute ratings A rating method where the rater assigns a specific value on a fixed scale to the behavior or performance of an individual instead of assigning ratings based on comparisons between other individuals. Abstract reasoning The process of perceiving issues and reaching Bankruptcy A federal law consisting of different chapters that allows individuals and businesses that are experiencing extreme financial duress and are unable to meet their financial obligations to eliminate or restructure their debts. Barrier analysis The process of reviewing an organizations policies and procedures to identify and eliminate impediments in recruitment, selection, transfer, or promotion of protected class individuals throughout the organization. Behavioral-based interview an interview technique that focuses on a candidates past experiences, behaviors, knowledge, skills and abilities by asking the candidate to provide specific examples of when he or she has demonstrated certain behaviors or skills as a means of predicting future behavior and performance. Behaviorally anchored rating scale (BARS) an appraisal that requires raters to list important dimensions of a particular job and collect information regarding the critical behaviors that distinguish between successful and unsuccessful performance. These critical behaviors are then categorized and appointed a numerical value used as the basis for rating Class action suit A lawsuit filed by one party on behalf of themselves and other people in a group who share the same complaint. Electronic monitoring An employee surveillance practice where items such as telephone calls or e-mail/Internet usage are observed for general business, training or performance related reasons. Key employee Under FMLA statutes, a key employee is defined as a salaried employee who is among the highest-paid 10% of all workers employed by the employer within a 75- mile radius. Under ERISA, a key employee is defined as a plan participant who is a highly compensated officer or company owner. Practitioner An individual who practices a learned profession. Predictive validity Used in the test validation process to measure the relationship between test scores and actual job performance. Upward mobility The process of preparing minorities for promotion into higher-level jobs, such as managerial positions Utilization management Review and analysis of health care programs to determine cost control methods. Involves reviewing claims for potential utilization problems

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