pratikkk

MP Guru
Employee Retention of PACCAR : PACCAR Inc NASDAQ: PCAR is the third largest manufacturer of heavy-duty trucks in the world (after Daimler AG and Volvo), and has substantial manufacture in light and medium vehicles through its various subsidiaries.

The manner in which PACCAR conducts its business, and the opinion of our shareholders, employees, customers and the public, is very important to the continued success of PACCAR. Over the years PACCAR, through its commitment to integrity and honesty demonstrated by PACCAR’s directors, officers and employees, has earned a reputation for adhering to the law and maintaining the highest level of honest and ethical conduct.

PACCAR’s Standard Policy 10, Principles of Conduct, states:

PACCAR conducts business so as to reflect the highest ethical standards, fulfill our legal obligations, and meet our social responsibilities. We strive to gain the favorable regard of customers, shareholders, employees, governments, and the general public through superior performance and effective communications.


The purpose of this Code of Business Conduct is to comply with the law and heighten awareness of and sensitivity to the ethical aspects of our business so that we continue to uphold the principals of Standard Policy 10 in our daily decision making. It is the responsibility of each director, officer and employee of PACCAR to review the Code of Business Conduct and become familiar with how the Code applies to specific business situations. Every individual business action taken has an impact on PACCAR’s excellent reputation. The important message being reiterated in the Code of Business Conduct is that everyone in PACCAR will comply with the law and the highest standards of honest and ethical conduct.

Training, Education and Professional Development
PACCAR is a registered training organisation and we believe in developing all employees, no matter where in the company they work.

As well as comprehensive induction and on-the-job training, we hold annual refresher courses in compliance, safety, equal opportunity, harassment and bullying. And we use e-learning, on-the-job and classroom-based formats to deliver them.

All this gives our people the chance to build successful, sustainable and enjoyable careers.

Employee Assistance Programs (EAP)
Our employee assistance program is a free, professional and confidential counselling service we offer. Families experiencing problems with work or life in general can speak to one of the counsellors we engage through Converge International, either on-site or by calling our after-hours support line.

We also offer weekly on-site access to a physiotherapist to help our people maintain their wellbeing, and have a full-time occupational nurse and fully equipped health centre.

Salary Packaging
We offer people in eligible positions the chance to 'salary package' superannuation, corporate health benefits and car novated leases.

To find out if you qualify for this benefit, please contact Human Resources on (03) 9721 1500.

Parental Leave
Our parental leave policy encourages new parents to return to work with us. Along with government-legislated entitlements, we give new mothers full pay for the first six weeks of their leave.

Employees returning from parental leave are entitled to return to their previous position or an equivalent position.

Part-time opportunities and job-share roles can be explored too, if it interests you. This also applies if you have adopted a child up to the age of five years.


Facilities and Services
Our facilities at PACCAR Bayswater include:

24-hour security services
Extensive car parking for employees
On-site subsidised café – indoor and outdoor eating areas
Tennis court and barbeque area
Walking track
Lush green outlook with gardens
Active social club, including a children’s Christmas party

Pros
Lots of work.
Projects are implemented early ensuring you have lots of work to fix issues.
401K
Pension
72 years of profit
Cons
Aggressive project implementation dates makes sure nothing is designed right until well after implementation.
Less then industry average pay.
Old computers running less then state of the art design and project management software. Since the software is so old no need to replace the computers.
Still using Office 2003 and Windows XP. I guess if it works why upgrade. Glad our customers don't think this way.
Saying we are an IT company when we can't keep network drives from filling up. Constant e-mails asking engineering to move large files to make room. Man does that get old.
Piggott coming in and telling us how much we suck as engineers. Way to motivate the people in the trenches. I guess they just hand out JD Powers awards to anybody

You've seen it happen many times. An organization that provides top wages and benefits loses a great employee to a competitor for no apparent reason. Of course, some employee turnover is to be expected, but if your company is truly engaging your employees, there is no good reason for the unexpected loss of quality staff members. Many companies already know that wages and benefits are important to employees, but compensation alone is not enough to keep the highly skilled, motivated and experienced workforce your business needs to excel.

Factors of Engagement

Many organizational factors influence employee engagement and retention such as:

A culture of respect where outstanding work is valued
Availability of constructive feedback and mentoring
Opportunity for advancement and professional development
Fair and appropriate reward, recognition and incentive systems
Availability of effective leadership
Clear job expectations
Adequate tools to complete work responsibilities
High levels of motivation
Many other factors exist that might apply to your particular business and the importance of these factors will also vary within your organization.

Engagement Essentials

How will you know to what degree your employees are engaged? The first step is to determine the current level of employee engagement. The best tool to determine this base line is a comprehensive employee satisfaction survey. A well administered satisfaction survey will let you know at what level of engagement your employees are operating. Customizable employee surveys will provide you with a starting point towards your efforts to optimize employee engagement.

The key to successful employee satisfaction surveys is to pay close attention to the feedback from your staff. This is the only way to identify their specific concerns. When leaders listen, employees respond by becoming more engaged. This results in increased productivity and employee retention. Engaged employees are much more likely to be satisfied in their positions, remain with the company, be promoted, and strive for higher levels of performance.

Listening to employee ideas, acting on employee contributions and actively involving employees in decision making are essential to employee engagement.
 
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