Westat is an employee-owned corporation providing research services to agencies of the U.S. Government, as well as businesses, foundations, and state and local governments.

In addition to the company’s capabilities as a statistical survey research organization, Westat does custom research and program evaluation studies across a broad range of subject areas. Westat also has the technical expertise in survey and analytical methods, computer systems technology, biomedical science, health information technology, and clinical trials.

Westat's research, technical, and administrative staff of more than 2,000 are located at its headquarters in Rockville, Maryland, near Washington, DC.

Depending on the number of active projects at any time, up to several thousand data collection and processing staff work at Westat's survey processing facilities, at the Telephone Research Center facilities, and at data collection sites throughout the nation. Westat also maintains research offices near its clients in Atlanta, Georgia; Durham, North Carolina; Cambridge, Massachusetts; Philadelphia, Pennsylvania; and Houston, Texas. The company has international offices in Beijing, China; San José, Costa Rica; Addis Ababa, Ethiopia; New Delhi, India; Johannesburg, South Africa; and Bangkok, Thailand.

WAPDA entered into an agreement with KAPCO for the purchase of the power for next 25 years from this Plant. The tariff covered two kinds of payments viz. capacity and energy payment. The capacity payment is made on the available capacity of the plant and is mainly used by the company to meet fixed expenses and 756 million dollar debt liability that is inherited from WAPDA. The energy payment is done on the actual dispatch from the plant. It covers the fuel cost and there is hardly any saving from this part.

Departments

· The organization has two major and four sub departments.

· The organization has the formal “HR” department.

No of employees

· The organization has approximately eight hundred people working in three different shifts round the clock.

Survey for the pay rates

· The organization conduct the commercial survey for establishment of pay rates.

Basis for pay structure

· The organization set the pay structure of various appointments on the basis of :

1. Qualification

2. Experience

3. Technical skills

Job evaluation concept

· Yes, the organization has job evaluation concept in vogue to determine the salaries / wages.

Basic salaries

· Initially salaries were based on government pay scale, however after privatization the organization now has its own pay structure.

Union

· A formal labor union (C.B.A.) exists in the organization.

· The union discuss the issues like:

1. Wages rates

2. Income security

3. Time of with pay

4. Cost of living adjustment

5. Health care

Payment policy

· The organization does not claim to be the leader in regard pays and allowances in their sector.

· Regular salaries are paid to the employees during probationary period.

Increments

· The employees are awarded annual increments.

Allowances policy

· Allowances are paid grade wise.

Compensation to the trainees

· Yes, at times trainees are paid.

Accident compensation

· Compensation in case of accidents is paid through insurance policy.

Medical treatment

· The organization has its own hospitals for routine and immediate medical treatment; however, cases are referred to the other hospitals on their pool.

Payments during leaves

· Yes, employees are paid during leaves.

TA/DA’s policy

· TA/DA’s are paid to the employees at different categories according to their grades.

Overtime premium

· The organization pays the overtime premium as per labour laws.

Compensation for foreign qualified

· No such compensation is paid in case of foreign qualified individuals





Additional technical qualification salary

· Yes, additional benefits are paid in case of higher Technical qualification.

Pension policy

· Pension is paid as per WAPDA’s pension policy.

Post retirement benefit

· Pension, Free Electricity and Medical Treatment are given to the employees at site.

Basis for pays

· The organization follows job based pay system. The organization has centralized process for pays / wages establishment.

Chief executive compensation

· The compensations for chief executives is based on performance.

Manager’s compensation

· Salary and benefits are being paid to the managers.

Professional compensation

· No response.

Female workers

· The organization has female workers.

· There is no discrimination in the wages/ pay structure of male, female worker.



Pay policy

· The organization has open pay policy.

· In case of inflation, compensation is paid as per government rules.

· For the retired personnel there may change in pension policy.

Relationship between productivity and salaries

· The organization believes in the relationships between productivity and pays / salaries / wages.

· They believe in the normal relationship.


Good training programs help multinational enterprises attract employees from the host countries. In less developed countries especially, individuals are quite eager to receive the training they need to improve their work skills. Apart from developing local resources, most multinational enterprises recognize that to be successful in an international setting, managers and other employees need to receive special training for overseas assignments. (1994) provides a four-step approach to training:

o Level 1 – training focuses on the impact of cultural differences and on raising trainees’ awareness of such differences and their impact on business outcomes

o Level 2 – aims at getting participants to understand how attitudes are formed and how they influence behavior

o Level 3 – training provides factual knowledge about the target country

o Level 4 – provides skill building in areas such as language and adjustment and adaptation skills (cited in 2002)
 
Last edited:
Top