University of Central Punjab

M.Com (Accounting & Finance)

Pak Suzuki Motors "Imagination is more important than knowledge." Albert Einstein

Submitted to Sir Salman Aqeel

2014

ProjectPREPARED BY: AHTISHAM IMTIAZ

Human Resource Management

Introduction of Pak Suzuki Motors

Pak Suzuki Motor Company Limited was formed as a joint venture between Pakistan

Automobile Corporation and Suzuki Motor Corporation (SMC) - Japan. The Company was

incorporated as a public limited company in August 1983 and started commercial operations in

January 1984. The initial share holding of SMC was 12.5% which was gradually increased to

73.09%.

Pak Suzuki is pioneer in Automobile Business having the most modern and the largest

manufacturing facilities in Pakistan with an Annual production capacity of 150,000 vehicles. The

vehicles produced include cars, small vans, Pickups, Cargo vans and Motorcycle. Pak Suzuki

holds more than 50% Market Share.

VISION

To be recognized as a leading organization that values Customers’ needs and provides motoring

solutions with strong customer care.

MISSION

Strive to market value packed vehicles that meet customers’ expectations.

Provide a platform where our stakeholders passionately contribute, invest and excel.

Make valuable contribution to Social development of Pakistan.

Corporate Strategy

Pak Suzuki is built on the idea of a responsible corporate citizenship thereby managing

environmental, safety & occupational health matters as an integral part of our business. In

fulfilling this responsibility Pak Suzuki adheres to the following principles:

1) We are committed to provide top quality products to the satisfaction and requirement of our

customers.

2) We conduct our operations in compliance with applicable environmental,

occupational health & safety laws and regulations.

3) We recognize the interrelationship between energy and the environment, and we promote

the efficient use of energy throughout our system.

4) We ensure safe disposal of waste generated from our facility

5) We minimize the discharge of waste materials into the environment by utilizing

responsible pollution control practices.

6) We will continuously seek opportunities to improve our adherence to these principles.

Product Mix

SWIFT (1300cc)

Colors: Pearl Red, Graphite Grey, Solid white, Indigo, Silky Silver, Aqua Blue, Eminent Blue

LIANA (1300 & 1600 cc)

Colors: Pearl Red, Graphite Grey, Solid white, Indigo, Silky Silver, Aqua Blue, Eminent Blue

CULTUS (1000cc)

Colors: Pearl Red, Graphite Grey, Solid white, Indigo, Silky Silver, Aqua Blue, Eminent Blue

MEHRAN (800cc)

Colors: Pearl Red, Graphite Grey, Solid white, Silky Silver, Eminent Blue

APV (1500cc)

Colors: Pearl Red, Graphite Grey, Solid white, Indigo, Silky Silver, Aqua Blue, Eminent Blue

JIMNY (1300cc)

Colors: Solid white, Silky Silver

Bolan (800cc)

Colors: pearl red, Solid white, Silky silver

Cargo Van (797cc)

Colors: White, Silky Silver, Red

Ravi Pickup (797cc)

Colors: pearl red, solid white, Silky silver

Demographics Target Market

Age: 18 years and above

Gender: Male and Female

Family size: 2-5 people

Social status: Upper Middle class, Middle class, Lower Middle class

SWOT Analysis

Strengths:

Highest Market Share

Low Price Vehicles

Resale of Local Assembled Cars

Large Distribution Channels

Rising per capita income with changing demographic distribution

Highly Innovative and deep product line

Highly maintained supply chain

Well Managed and highly competitive staff

Well defined and bureaucratic organizational structure

Complete understanding between Distributors

Easy availability of spare parts

Weakness:

Scarcity of raw material

Lack of coordination and linkage with Government/semi government supporting bodies

Less focus on Looks and Design

Less Technical Training Institutes

Less distribution channels in sub urban areas

Opportunities:

Increasing demand for Car

Large Market size to operate

Efficient EFI engine

Global spare part market

Space saving Small size CNG cylinders

Threats:

Tough Competitors like Toyota and Honda

Foreign Investment and setup production facilities

Smuggling of Auto Parts

Inflation rate

Heavy Taxes

Competition from cheaper imported cars

Increase in Fuel Prices

PEST Analysis

Uncontrollable environment are those external factors which can create hurdles between us

and our business. It is also called pest analysis, which is as follow:

Political Environment

Pakistan has to face lots of political ups and downs since its independence. So many

governments have been overtaken by military personnel and most of the time martial law was

imposed on Pakistan. In this scenario no entrepreneur was willing to invest in Pakistan

except few. Due to such conditions, market environment wasn’t helpful in Pakistan. The

Pakistani government has never been trustworthy for any investor.

Legal Environment

As all countries, Pakistan also has some legislation about each sector. But like developing

countries it is hardly being imposed by authorities. The corruption, smuggling and black

marketing have been supported by Government related officials. The undue favor is given to

those business men who have been politically affiliated and hardly any legal suite is carried

on against them. Such unethical activities destroy all law and legislation.

Economic Environment

Pakistan, an impoverished and underdeveloped country, has suffered from decades of internal

political disputes and external ongoing conflict with India. However, IMF approved the

government policies, encourages by different foreign assistance and renewed access to global

market since 2001.

By following these policies government succeed to reverse the situation of economy during

last five years.

Socio-Culture Environment

Pakistan has strong culture background and it has been follow in some particular region of

Pakistan strictly. But with the passage of time it is going to change. Thoughts of people,

choices, taste and style has been totally changed. If we talk about the transportation source in

Pakistan, People use buses, pickups etc for journey. They also have their own bicycle and bikes

and lots of people are pedestrian. But now the people who haven’t any source of

transportation they also want something for their convenience because they wants to save

their time as much as they can. People want to use such vehicle which looks beautiful and

also affordable.

Technological Environment

Technological factor also very important and we haven’t control on it. Technology is grooming

with the passage of time. People also want that the product that they have is full of

technology. We never control on technology for example you launched the product last year

and your sale volume on that time is very high but after sometime due to latest invention a

lots of substitute exist in market which affect on your business so you can’t hold on it.

EXTERNAL FACTOR EVALUATION MATRIX (EFE)

OPPORTUNITIES Weight Ratings Weighted Score1. Increasing Demand for Cars 0.15 4 0.602. Efficient EFI Engines 0.10 3 0.303. Large Market to operate 0.10 3 0.304. Global spare parts market 0.05 2 0.105. Small size CNG Cylinders 0.12 3 0.36

THREATS1. Tough Competitors like Toyota and Honda 0.14 2 0.282. Inflation Rate 0.08 3 0.243. Heavy Taxes 0.08 3 0.244. Cheaper Imported Cars 0.10 4 0.405. Increase in Fuel Prices 0.08 2 0.16

Total Weighted Score 1.0 2.98

Ratings:

1 – Poor 3 – Above Average

2 – Below Average 4 – Superior

The total weighted score of 2.98 shows that company is responding above average to its external

factors. They are trying to grab maximum opportunities available there and avoiding the threats to

their best.

Justification of Ratings:

1. The company is producing the maximum number of cars in compare with other competitors

and therefore grabbing the opportunity to meet the increasing demand.

2. Pak Suzuki has introduced new EFI engine in its CULTUS model which is a 1000cc car. The EFI engine

technology is never introduced before in below 1300cc cars.

3. The dealer network of Pak Suzuki is almost all around the country which help them to maximize

their sales and reach in every corner of the country.

4. In new CNG fitted cars, the Suzuki is introducing new compact CNG cylinders which take less space

and are lighter than their equivalent available in the market.

5. The major threat Suzuki Company could have is from Toyota and Honda, as Suzuki is still unable to

meet them in 1300cc and above category of cars. The new product SWIFT is not giving the respond

which was expected.

INTERNAL FACTORS EVALUATION MATRIX (IFE)

STRENGTHS Weight Ratings Weighted Score1. Highest Market Share 0.20 4 0.802. Low Price Vehicles 0.10 4 0.403. Large Distribution Channels 0.12 4 0.484. Easy availability of spare parts 0.08 4 0.325. Highly Innovative and deep product line 0.12 4 0.48

WEAKNESSES1. Scarcity of raw material 0.08 2 0.162. Lack of coordination and linkage with Govt. bodies 0.05 2 0.103. Less focus on Looks and design 0.10 1 0.104. Less Technical Training Institutes 0.05 1 0.055. Less distribution channels in sub urban areas 0.10 1 0.10

Total Weighted Score 1.0 2.99

Ratings:

1 – Major Weakness 3 – Minor Strength

2 – Minor Weakness 4 – Major Strength

The score 2.99 shows that company has solid internal position, its strengths are overcoming the

weaknesses.

Justification of Ratings:

1. Pak Suzuki Motor Company has large market share herein and also the largest producers of Cars

which is a major strength.

2. Their prices are very affordable in the same quality that is another major strength.

3. The large distribution channel is another major strength which helps them to achieve their desired

sales targets.

4. The innovation is another key strength of Pak Suzuki and the example is new Suzuki SWIFT.

5. The spare parts availability is a critical issue which cars, Suzuki has comparative advantage

in spare parts availability as most of them are being manufactured in Pakistan.

6. The major weakness which I felt is the non-availability of skilled engineers and workforce. And the

reason behind is lack of technical institutes under their banner.

7. They should also focus on sub-urban areas like Southern Punjab and Interior Sind which their

distribution network.

SWOT MATRIX

SWOT / TOWS Matrix

STRENGHTS WEAKNESSES 1. Highest Market Share 1.Scarcity of Raw Materials

2. Low Price Vehicles 2. Lack of coordination with Govt. Bodies

3. Large Distribution Channel 3. Less focus on Looks and design

4. Highly Innovative & Deep product line

4. Less Technical Training Institutes

5. Easy availability of spare parts

5. Less distribution channels in sub-urban areas

OPPORTUNITIES S-O Strategies W-O Strategies

1. Increasing Demand for cars 1. Maximize market share by producing more cars per year (S1,S2,O1,O4)

2. Develop more efficient and innovative Engine which gives comparative advantage (S4,O2)

3. Use efficient CNG systems

4. Focus on Looks and Design to compete with Honda and Toyota (W3,O1,O3)

5. Fund and establish technical institutes to gain more skilled workforce (W4,O3,O1)

2. Efficient EFI engines

3. Large Market to Operate

4. Small size CNG Cylinder

5. Global Spare parts market

THREATS S-T Strategies W-T Strategies 1. Tough Competitors 6. Maintain quality in

affordable price will help to compete with competitors and imported cars (S2,S4,T1,T4)

7. Develop fuel efficient engines to gain edge and eliminate threat of fuel prices increase (S4,S5,T5,T2)

8. Enhance distribution to avoid threat from second hand imported cars (W5,T4) 2. Inflation Rate

3. Heavy Taxes

4. Cheaper Imported Cars

5. Increase in Fuel prices

Proposed Strategies

1. Maximize market share by producing more cars per year

2. Develop more efficient and innovative engines which give comparative advantage

3. Use efficient CNG system

4. Focus on looks and design of exterior to compete with Honda and Toyota

5. Fund and establish technical institutes to gain more skilled workforce from local market

6. Maintain quality in affordable price will help to compete with direct competitors and used

imported cars

7. Develop fuel efficient engines to gain edge and eliminate threat of fuel prices increase

8. Enhance distribution to avoid threat from second hand imported cars

BCG MATRIX

BCG positions throughout product life cycle

Departments

1. Accounts Department

The accounts department is related to the accounts handling, the customer drafts of the for the

booking of cars to the Suzuki Pakistan and the employees’ salaries, records of the transactions.

The salaries are giving on their ranks like the top management salaries are sent to their accounts

while the lower level employees are gives cash salaries on the spot from the account

department.

2. Sales Department

The Sales department is related to the sales of the Vehicles, The Sales department includes

Customer Services (CS), Vehicle Delivery Inspection Quality (VDIQ), Record Maintenance, and

Inquiries & Complaints Handling.

3. Customer Services (CS)

Customer service department is related to the external customer who is come to Suzuki

Pakistan for the purchasing and booking of the Suzuki Vehicle of any variant. The Customer

service staff is well trained and sophisticated person because these are the people who can play

an important role in the sales of a firm.

4. Record Maintenance

This department deals with the data/information about any customer and this shows

comprehensive information about the customer data. Through this department the top

management can see the sales and the demand of the booking of the cars. The record is

maintained in this department is totally on the manual work, but the firm wants to made a

computerized system.

5. Vehicle Delivery Inspection Quality (VDIQ)

This department deals with the overall checking of the Vehicle at the time of arrival and the

selling to customer. At arrival stage, the vehicle that come from the Suzuki Pakistan the

Inspector check the vehicle and if any default occurs then it claim to the Suzuki Pakistan At the

Selling perspective the inspectors check the vehicle so that the customer are more facilitate

rather they have any problem faced after the purchasing.

6. Inquiries & Complaints Handling

Another Department is also there that handles the Inquires and complaints of the Customers. As

Suzuki Pakistan Company follow that complaints must directly come to them on their

showrooms so customers can easily put their information directly to the Company through the

dealers.

Steps of Complaint Handling

Step # 1 Receive the Complaint

Step # 2 Look Listen and Learn

Step # 3 Get the Facts

Step # 4 Determine “Root Cause” and Responsibility

Step# 5 Explain your decision then get Agreement

Step # 6 Take Prompt Action

Step#7 Follow-up

7. Marketing Department

The marketing department of the firm comprises of highly qualified, dedicated and hard

working team, equipped with the latest marketing techniques.

8. Human Resource Management Department

Human resource management refers to the activities an organization carries out to use its

human resource effectively. These activities include determining the firm's human resource

strategy, staffing, performance evaluation, management development, compensation, and labor

relations. Suzuki Pakistan Motor also running department of HRM for hiring and compensating

the employees of the firm. HRM function to pay significant attention to selecting individuals

whom not only has the skills required to perform particular jobs but who also "fit" the prevailing

culture of the firm.

○Reward System

A Superior Quality Award can be given to anyone at anytime due to good performance. It does

not matter how long a person has been in the organization. On an annual basis, bonuses are

given to employees whose performance exceeds their targets. The main motivational factors

are bonuses, pay-raises, promotions and Awards.

•Punishment System

Punishment is not necessary and common. Each and every employee knows that if they have to

survive in the organization, they have to work hard for it. Everyone is expected to work. There

are at least 3 jobs for one person. If punishment is absolutely necessary, it is usually in the form

of a verbal warning and in some extreme cases, termination.

The Manufacturing Process:

Components

•The automobile assembly plant represents only the final phase in the process of manufacturing

an automobile, for it is here that the components supplied by more than130 outside

suppliers/vendors, including company-owned parts which are known as “Maru” (which includes

Engine, Transmission and Braking system), are brought together for assembly, usually by truck.

Those parts that will be used in the chassis are delivered to one area, while those that will

comprise the body are unloaded at another.

Chassis

•The typical car or truck is constructed from the ground up (and out). The frame forms the base

on which the body rests and from which all subsequent assembly components follow. The frame

is placed on the assembly line and clamped to the conveyer to prevent shifting as it moves

down the line. From here the automobile frame moves to component assembly areas where

complete front and rear suspensions, gas tanks, rear axles and driveshaft’s, gear boxes, steering

box components, wheel drums, and braking systems are sequentially installed.

•An off-line operation at this stage of production mates the vehicle's engine with its

transmission. Workers use robotic arms to install these heavy components inside the engine

compartment of the frame. After the engine and transmission are installed, worker attaches the

radiator, and another bolts it into place. Because of the nature of these heavy component parts,

articulating robots perform all of the lift and carry operations while assemblers using pneumatic

wrenches bolt component pieces in place.

Careful ergonomic studies of every assembly task have provided assembly workers with the

safest and most efficient tools available.

Body

•Generally, the floor pan is the largest body component to which a multitude of panels and

braces will subsequently be either welded or bolted.

•The front and rear door pillars, roof, and body side panels are assembled in the same fashion.

The shell of the automobile assembled in this section of the process lends itself to the use of

robots because articulating arms can easily introduce various component braces and panels to

the floor pan and perform a high number of weld operations in a time frame and with a degree

of accuracy no human workers could ever approach. Robots can pick and load 90 kilograms roof

panels and place them precisely in the proper weld position with tolerance variations held to

within .001 of an inch. Moreover, robots can also tolerate the smoke, weld flashes, and gases

created during this phase of production.

•As the body moves from the isolated weld area of the assembly line, subsequent body

components including fully assembled doors, deck lids, hood panel, fenders, trunk lid, and

bumper reinforcements are installed. Although robots help workers place these components

onto the body shell, the workers provide the proper fit for most of the bolt-on functional parts

using assisted tools.

Paint

• Prior to painting, the body must pass through a rigorous inspection process, the body in white

operation. Under the lights, this oil allows inspectors to see any defects in the sheet metal body

panels. Dings, dents, and any other defects are repaired right on the line by skilled body

repairmen. After the shell has been fully inspected and repaired, the assembly conveyor carries

it through a cleaning station where it is immersed and cleaned of all residual oil, dirt, and

contaminants.

As the shell exits the cleaning station it goes through a drying booth and then through an

undercoat dip—an electrostatic ally charged bath of undercoat Paint (called the E-coat) that

covers every nook and cranny of the body shell, both inside and out, with primer. This coat acts

as a substrate surface to which the top coat of colored paint adheres.

• Once the shell has been fully covered with a base coat of color paint and a clear top coat, the

conveyor transfers the bodies through baking ovens where the paint is cured at temperatures

exceeding 275 degrees Fahrenheit (135 degrees Celsius).

Interior Assembly

• 11 The painted shell proceeds through the interior assembly area where workers assemble all

of the instrumentation and wiring systems, dash panels, interior lights, seats, door and trim

panels, headliners, radios, speakers, all glass except the automobile windshield, steering column

and wheel, body weather strips, vinyl tops, brake and gas pedals, carpeting, and front and rear

bumper fascias.

• Next, Workers equipped with suction cups remove the windshield from a shipping container,

apply a bead of urethane sealer to the perimeter of the glass, and then place it into the body

windshield frame. Works also pick seats and trim panels and transport them to the vehicle for

the ease and efficiency of the assembly operator. After passing through this section the shell is

given a water test to ensure the proper fit of door panels, glass, and weather stripping. It is now

ready to mate with the chassis.

Mate

The chassis assembly conveyor and the body shell conveyor meet at this stage of production. As

the chassis passes the body conveyor the shell is robotically lifted from its conveyor fixtures and

placed onto the car frame. Assembly workers, some at ground level and some in work pits

beneath the conveyor, bolt the car body to the frame.

Human Resource Development and Management

When training about certain field is offered to the works company by the mother company SMC

workers themselves decide whether to take the offer or not, the departmental Heads suggests

names of workers to top management and then names are announced. The training could of six

weeks, one year or three years. As they told us that before sending any employee to training,

bonds are signed from employees and because the employees becomes an important asset of

the company for which company is spending so much money by sending them to Japan and

other countries and they are bound to share their knowledge and experience which they have

gain toothier employees at the plant in order to increase the performance regarding Quality.

PSMC has signed a verbal deal to their nearest competitors that no employee of IMC would be

hired by PSMC and no employee of Suzuki would be hired by IMC. As Hr department is high

active in doing all its functions they have developed structured criteria for recruiting fresh

trainees from different collages of Karachi. The Departmental Heads of the concerned Unit will

assess training of Employees at the time of Hiring. The company strives to continually personnel

practice and monitor through Quality System Training, the courses contain an overview of the

Quality System.

Purpose of Recruitment

• Attract and encourage more and more candidates to apply in the organization.

• Create a talent pool of candidates to enable the selection of best candidates for the

organization.

• Determine present and future requirements of the organization in conjunction with its

personnel planning and jobs analysis activities.

• Recruitment is the process which links the employers with the employees.

• Increase the pool of job candidates at minimum cost.

• Help increase the success rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants.

• Help reduce the probability that job applicants once recruited and selected will leave the

organization only after a short period of time.

• Begin identifying and preparing potential job applicants who will be appropriate

candidates.

• Increase organization and individual effectiveness of various recruiting techniques and

sources for all types of job applicants.

Sources of Recruitment

• Campus Recruitment

Selected empanelled campuses

• Lateral Recruitment

Consultants

Job sites

Employee referrals

HR Recruitment and selection Process

Flowchart for Recruitment

Flowchart for Selection

Vacancy creation and approval by functional head + Man power

requirement as per plan

Job description format to be filled in by concerned department head

Search for candidates through job sites/ consultants/ references/ internal

database depending on type and no. of vacancies

Screening of CV’s by HR and then sent to department for short listing

Monthly interview calendar, informing candidates

Getting confirmation from candidates to attend interview process

Interview panel + Interview

Successful candidates

Salary discussion + compensation + brief about SMC & related processes

Orientation

Pre-Employment Orientation

In Pak Suzuki Motors Company, employee orientation process begins prior to the new hire’s

first day of work. Once an offer of employment has been accepted, the new employee must fill

out an abundance of paperwork. He receives information regarding employee benefits.

Day One

The first day on the job is often filled with a myriad of activities aimed at orientating a new

employee to the firm. He will be greeted by the team, often during the course of a special

meeting or meal, such as breakfast or lunch. An established member of the team will give him a

tour, introducing her to various people around the facility. During this time, He will also be

educated on processes used throughout the office, including computer systems, copy machines

and policies.

Ad Hoc Information

Sometimes employer provides a new employee with detailed histories of the firm, ensuring that

he understands the mission and goals of the organization. He is also given an employee

handbook, which dictates the behavioral policies and procedures that govern the company. In

addition, he may receive an employee directory, which provides the contact information for

each employee, as well as other important work-related phone numbers, such as those for the

building security guards and management firm.

Salary discussion + compensation + brief about SMC & related processes

LOI preparation and offer initiated

If yes

LOI + Joining form + presentation

Medical test + Orientation

Training

Multiple training sessions held at Pak Suzuki are: -

In house workshops

Simulation training

Effective lectures

Visual based training

Outside training

Performance Management

Pak Suzuki Motors management continuously identifies measure and develops performance of individuals and aligns their performances with Pak Suzuki Motors goals.

PROCESSThe process of performance appraisal:

1.    Establishing performance standards

2.    Communicating the Standards

  3.   Measuring Performance

  4.   Comparing the actual with the standards

  5.   Discussing the appraisal

6. Taking Corrective Action

METHODS OF PERFORMANCE APPRAISAL IN PAK SUZUKI MOTORS

GRAPHIC RATING SCALE

It is consistent and reliable. Typically, a graphic scale assesses a person on the quality and

quantity of his work (is he outstanding, above average, average, or unsatisfactory?) and on a

variety of other factors that vary with the job but usually include personal traits like reliability

and cooperation. It may also include specific performance items like oral and written

communication.

FIELD REVIEW

The field review is one of several techniques for doing this. A member of the personnel or

central administrative staff meets with small groups of raters from each supervisory unit and

goes over each employee's rating with them to (a) identify areas of inter-rater disagreement,

(b) help the group arrive at a consensus, and (c) determine that each rater conceives the

standards similarly.

FORCED-CHOICE RATING

Like the field review, this technique was developed to reduce bias and establish objective

standards of comparison between individuals, but it does not involve the intervention of a third

party.

MANAGEMENT BY OBJECTIVES

To avoid, or to deal with, the feeling that they are being judged by unfairly high standards,

employees in some organizations are being asked to set - or help set - their own performance

goals.

RANKING METHODS

For comparative purposes, particularly when it is necessary to compare people who work for

different supervisors, individual statements, ratings, or appraisal forms are not particularly

useful. Instead, it is necessary to recognize that comparisons involve an overall subjective

judgment to which a host of additional facts and impressions must somehow be added. There is

no single form or way to do this.

Career Development

Rapid change requires latest skill and knowledge to employees who are adaptive, flexible, and

focused on the future.

How Pak Suzuki support Career Development

Refer to the Employee Development & Training catalog for the career development

course listings.

Annually, conduct an individual development plan and career discussion with

employees.

Hold supervisors in your company accountable for supporting employee development

efforts.

Create programs and activities to provide skill development, such as job rotation, cross-

training, mentoring, internships, coaching, and career strategy groups.

Recognize that your role includes providing support and/or release time for staff

members' development beyond their current jobs. Refer to the Education and

Development Leave policy and the Flextime Scheduling: Guidelines and Procedures

policy.

Serve as a role model by participating in career and professional development

opportunities.

See staff members' applications for other positions as a healthy sign of a dynamic

workplace.

Refer employees to the Staff Internship Program to explore opportunities to apply for

career development internships or self-initiate an internship in an area of special

interest.

The following are the findings of the study of Pak Suzuki Motor Company Limited.

External Factor Evaluation Matrix Score: 2.98 Internal Factor Evaluation Matrix Score: 2.99 BCG Matrix:

Star: JIMNY, BOLNA Question Mark: SWIFT Cash Cows: MEHRAN, CULTUS, ALTO, RAVI Dogs: APV, LIANA