INTERNSHIP REPORT

ON

TESCO (WAPDA)
HANGU CIRCLE BY

NAUMAN FAISAL
BBA(HONS) HRM SUBMITTED TO THE INSTITUTE OF BUSINESS AND MANAGEMENT SCIENCES

DECEMBER,2010.

In the name of Allah, the Beneficent, the Merciful

DEDICATED TO The beneficent of mankind Who guided all the mankind From Ignorance To The light of knowledge, Our Holy Prophet HAZRAT MUHAMMAD (P.B.U.H)

TABLE OF CONTENTS
CHAPTER NO. TITLE PAGE NO.

PREFACE ............................................................................................i ACKNOWLEDGEMENT ...................................................................ii EXECUTIVE SUMMARY ..................................................................iii

Chapter 1:
1.1 1.2 1.3 1.4 1.5 1.6 1.7

INTRODUCTION...........................................................1
INTRODUCTION ...............................................................................1 BACKGROUND OF THE STUDY ....................................................1 PURPOSE OF THE STUDY................................................................2 SCOPE OF THE STUDY ....................................................................3 METHADOLOGY OF THE STUDY .................................................3 LIMITATION OF THE STUDY .........................................................4 MERITS OF THE STUDY ..................................................................4

Chapter 2:
2.1 2.2 2.3 2.4 2.5

BRIEF HISTORY OF TESCO .....................................5
BRIEF HISTORY OF WAPDA...........................................................5 BRIEF HISTORY OF TESCO.............................................................8 POWER WING ....................................................................................9 PEPCO (PAKISTAN ELECTRIC POWER COMPANY)...................10 PEPCO BOARD OF DIRECTORS .....................................................12

Chapter 3:
3.1 3.2 3.3 3.4

OVERVIEW OF THE ORGANIZATION...................13
OVERVIEW ........................................................................................13 NATURE OF ORGANIZATION ........................................................14 BUSINESS VOLUME .........................................................................15 PRODUCT LINE..................................................................................16

Chapter 4:
4.1 4.2

ORGANIZATIONAL STRUCTURE ...........................17
ORGANIZATION................................................................................17 MAIN OFFICES...................................................................................18

4.3 4.4 4.5 4.6 4.7 4.8

HUMAN RESOURCES & ADMINISTRATION................................19 HRM DEPARTMENTAL HIERARCHY............................................20 FUNCTION OF DY. DIRECTOR HR/ADMIN..................................21 OBJECTIVES ......................................................................................23 SUPPORT TO OTHER DEPARTMENTS .........................................24 GENERAL INFORMATION...............................................................28

Chapter 5:
5.1 5.2 5.3 5.3 5.5 5.6 5.7 5.8 5.9 5.10 5.11 5.12

CRITICAL ANALYSIS ..................................................30
VISION ................................................................................................30 SWOT ANALYSIS...............................................................................31 STRENGTH..........................................................................................32 WEAKNESSES....................................................................................33 OPPORTUNITIES ...............................................................................33 THREATS ............................................................................................34 INTERNAL FACTOR EVALUATION MATRIX (IEF MATRIX)....35 EXTERNAL FACTOR EVALUATION MATRIX (EFE MATRIX). 36 COMPETITIVE PROFILE MATRIX .................................................37 BCG GROWTH SHARE MATRIX ....................................................38 LIMITATIONS.....................................................................................39 OBSERVATION..................................................................................39

Chapter 6: FINDINGS, CONCLUSIONS & RECOMMENDATIONS...40
6.1 6.2 FINDINGS & CONCLUSIONS...........................................................40 RECOMMENDATIONS......................................................................41

REFERENCES ................................................................................42

Tribal Electric Supply Company, WAPDA.

PREFACE
“Genius makes its observations in short hand; talent writes them out at length.” Christian Nevell Bovee As mentioned by the above quotations observing and on site viewing are a very firm base for learning. We learn a lot more by seeing the theories than we read in books, applied practically by the pros and by seeing how they actually put them to work.

If we mull over the significance of internship program then we will be able to bare the facts that internship enhance one’s practical loom towards work and provide maximum chances for learning, which will obviously help out candidate in the practical fields. The intention at the rear about internship program is that the students can analyze, observe, feel, examine the organization environment and equip themselves with the tools to face the ever shifting challenges in the organizations. In short internship plays a pivotal role in the future sensation & stir of the candidate.

The effective system at TESCO was a piece of art and to see it in working proces s was a treat itself. TESCO has fine and well defined organizational structure

working effectively.

In preparation of this Report I have tried my best to provide all possible information about the operation, function and tasks of TESCO in brief and comprehensive form. It also includes a brief department work during internship. I have also tried my best to use simple and easy words and language

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ACNOWLEDGEMENT
All praise to Almighty Allah, the most beneficent and most merciful, who gave me the patience, courage and understanding to write this report.

I am extremely grateful to my parents who always encouraged me throughout my life and from start to the end of this report.

I convey my respect to my respected teachers, they are the main source of enlightenment of our minds and the development of natural potentials and without their suggestions and guidance it was impossible to manage this internship report.

I also want to take the opportunity to thank all the staff members of TESCO Hangu circle. I found every one very co-operative and helpful for providing me the Theoretical as well as practical knowledge about the function and operation of the TESCO.

I express my greatest gratitude to my kindhearted advisor who made me able to write this report. His enthusiasm showed me the path to achieve this success and he kept me in high spirit through his appreciation.

May Allah reward all of the above for their sincerity & cooperation during my internship and report.

NAUMAN FAISAL

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EXECUTIVE SUMMARY
“Experience is not what happens to you, it is what you do with what happens to you.” -Aldus Huxley I judge my time spent at TESCO as being the most productive and exhilarating experience of my corporate life. Few of the main highlights of my work experience while at HR Department were: • • • • • Good Leadership Congenial Work Atmosphere Challenging Tasks Assignment Employee Empowerment Proactive Problem Resolution

Before the details description of the report I start with the summary of work I done. The basic purpose of this summary is to give an idea about the contents and efforts made behind the completion of the report to the reader. I was assigned to visit the TESCO to observe the working environment, function, procedures and behavior of doing work. Internship was started from 01-08-2010 and end on 30-09-2010, this period was the real experience e of my life and I saw the setup, working process and formal documentation of the TESCO. The TESCO is a very big organization with several departments working in the head office. The human resource department which deals with the internees assigned me to the TESCO HANGU CIRCLE. I worked in Technical section of TESCO and learned about distribution system of TESCO, technical correspondence between departments and flow of data between departments. Here staff gave me opportunity to do practical work. It was a really nice and fruitful experience for my upcoming practical life. I would like to conclude by saying that even though every person will have a different story to tell, the common factor that binds us all is the good work done by our predecessors in the IBMS.I am hopeful that as we pass through the corridors of this great institution into the real world, this legacy will be kept and upheld by the future generation of IBMS. IBMS, Khyber Pakhtunkhwa Agriculture University, Peshawar. iii

Tribal Electric Supply Company, WAPDA. CHAPTER 1

INTRODUCTION
1.1 INTRODUCTION:

At Khyber Pakhtunkhwa Agricultural University Peshawar, this is essential degree requirement for the students of BBA (Hons) to complete internship program of eight weeks in well-reputed organization. Report writing follows the internship, which is the integral part in the fulfillment of the requirements for the degree of BBA (Hons). The report encompasses the knowledge of the internee that he obtains during his course of study in the organization, his learning and analysis his experience that he has during internship in the light of which recommendation are made. These recommendations may benefit the organization concerned for further improvements in its performance. The supervisor assigned to the internee guides the whole process of report writing. After its completion the report is submitted to the Institute of Business and Management Sciences (IBMS) Khyber Pakhtunkhwa Agricultural University Peshawar. The report is properly analyzed by the Institute of Business and Management Sciences on its descriptions will as on the analytical capabilities of its writer, and proper grades assign to the writer. This internship report has been written on TESCO HANGU Circle WAPDA.

1.2

BACKGROUND OF THE STUDY:
rapid change in

The power sector around the world is going through a process of

information technology and convergence with focus on new sources and value added services. In line with global trend and for meeting the emerging demands, major initiatives have been taken by WAPDA to up grade its capacity and generation. And also to introduce a range of new value added services; develop a portfolio of information technology, customer related services and should revise it organization structure to make it more conducive to deal with the change and commercialization process to enhance the revenue potential of the company. The economic growth of a developing country depends mainly on the power sector and its involvement in information technology; new sources of power generation make it an integral organ of the overall development of the country.

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1.3 PURPOSE OF THE STUDY:
Purpose of the study was two pronged.

General Purpose:
• • • • • • • To get acquaintance to the TESCO operations. To know what sort of changes management brings in managerial activities. To see the application of our Professional studies especially. To get practical experience of the theoretical work we have done in the institution. To know the rules and regulations of office and employment and how to perform assigned duties. To perform activities according to our course requirement. To know the environment of government offices, so that it can be used in future in case of employment in a government office.

Specific Purpose:
• • • • • A partial fulfillment as a requirement for the completion of BBA (Hons) degree. To objectively observe the operations of TESCO in general and the operations of HRM/Admin in specific. To make recommendations or implementation plans for the improvement of the operations of TESCO in the light of our professional studies. To gain experience in HR field to understand it practically. To enhance our management skills other than theories that we learnt in the books

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1.4 SCOPE OF THE STUDY:
Students are required to specialize in only one department or to cover the complete organization in case of small organization. As for as I am concerned I have worked in HR department of TESCO Hangu Circle WAPDA.In Finance department I have particularly studied the directorate of operation and maintenance, directorate of receipts and revenue and directorate of budget and payment. It was not possible for me to go through each and every aspect of the company due to the restriction, which was officially proclaimed for eight weeks, however I have tried my best to cover some of the basic and important aspects of the study 1.5 METHODOLOGY OF THE STUDY: The data collected for the analysis and review includes both primary and secondary data. The methods used for collecting primary and secondary data are as follow:

Primary data:
Data collected for the first time is called primary data. The method used to collect such data includes: 1. 2. 3. Personal observations Discussions Interviews

Secondary data:
The data collected earlier by some one else and which has gone through mathematical and statistical techniques after its collection, is called secondary data. Methods used to collect secondary data include:
1. 2. 3.

WAPDA Annual Reports TESCO Brochures PESCO Manuals Internship Reports on TESCO

4. 6. 7.

Circular and Newsletters
5.

Journals and Newspapers Internet

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1.6 LIMITATIONS OF THE STUDY:
1 .None of the human made things can be considered perfect. Only things created by

divine are perfect and error free. No matter how carefully a study or research is carried out it will not be perfect and complete in all respects. This study was conducted in conformity with the objectives of study; however the study is subject to following limitations. 2. The study does not include broad explanation of facts and figure due to the following factors: I.
II.

The nature of the study. The supply company official were not willing to explain all the things

regarding their organization and its operations, making it difficult to gather information about and understand different technical operations. III. IV. V. VI. All the facts regarding company cannot be presented due to the problems of secrecy. All the required data was not available because the documents and files area kept confidential. Through financial analysis was not possible due the limitation of information in the company annual reports. The internees are not provided with opportunities of doing things themselves during internship, making it difficult for them to understand technical things. This also affects the quality of the study resulting report. 3. 4. Limited financial and technical resources also affected the analysis. Limited duration of internship makes the analysis restricted because all the only

technical operation of the company cannot be understood and analyzed in two months.

1.7 MERITS OF THE STUDY:
The study will benefit the students of human resources management. They will take a better exposure in the field of HR.

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CHAPTER 2

BRIEF HISTORY OF TESCO
2.1 BRIEF HISTORY OF WAPDA:
WAPDA, the Pakistan Water and Power Development Authority, was created in 1958 as a Semi-Autonomous Body for the purpose of coordinating and giving a unified direction to the development of schemes in Water and Power Sectors, which were previously being dealt with, by the respective Electricity and Irrigation Department of the Provinces. • Since October 2007, WAPDA has been bifurcated into two distinct entities i.e. WAPDA and Pakistan Electric Power Company (PEPCO). WAPDA is responsible for water and hydropower development whereas PEPCO is vested with the responsibility of thermal power generation, transmission, distribution and billing. There is an independent Chairman and MD (PEPCO) www.pepco.gov.pk replacing Chairman WAPDA and Member (Power) who were previously holding the additional charges of these posts. • • WAPDA is now fully responsible for the development of Hydral Power and Water Sector Projects. PEPCO has been fully empowered and is responsible for the management of all the affairs of corporatized nine Distribution Companies (DISCOs), four Generation Companies (GENCOs) and a National Transmission Dispatch Company (NTDC). These companies are working under independent Board of Directors (Chairman and some Directors are from Private Sectors). • The Companies are administratively autonomous and leading to financial autonomy by restructuring their balance sheets by bringing their equity position to at least 20 percent, required to meet the prudential regulations and to facilitate financing from commercial sector (approved by ECC).

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Tribal Electric Supply Company, WAPDA.

• • • •

The Loan Liability Transfer Agreements (LLTA) have been signed with Corporate Entities and execution of loan transfer is complete. All Entities have the physical possessions of all their operational assets. On 24th Feb. 2007 Ministry of Water & Power notified NEPRA approved Tariff for all Distribution Companies replacing unified WAPDA Tariff. Legal Agreements such as Business Transfer Agreements, Operation Development Agreement, Energy Supply Agreement, Business Supplementary Agreement and Fuel Supply Agreement etc. were executed between WAPDA and Corporate Entities to facilitate commercial operations.

Regulatory instruments like Grid Code, Distribution Codes, Performance Standard for Distribution Companies and Transmission Companies were drafted and got approved from (www.nepra.org.pk) in 2007.

All major lenders gave their consent for transfer of their loan from WAPDA to Corporate Entities, thus 326 loan assumption agreements were signed amongst respective Companies, WAPDA and EAD (Economic Affairs Division) GOP.

CPPA is established under the coverage of NTDC for payments from DISCOs to IPPs, GENCOs and NTDC. Ultimately, it will function independently under Federal Govt. and all forthcoming IPPs will be under CPPA.

The Charter of Duties of WAPDA is to investigate, plan and execute schemes for the following fields: a. Generation, Transmission and Distribution of Power. b. Irrigation, Water Supply and Drainage. c. Prevention of Water logging and Reclamation of Waterlogged and Saline Lands. d. Flood Management. e. Inland Navigation. The Authority WAPDA is one of the largest employers of human resources in Pakistan. Over the years WAPDA has modern and progressive organization built-up a reservoir of Technical know-how and expertise. It comprises of a Chairman and three (3) Members working through a Secretary.

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Tribal Electric Supply Company, WAPDA. The restructuring program of WAPDA's Power Wing is based on the new strategic policies of the GOP and endorsed and supported by the donor institutions. The aim of this transition is to install corporate and business culture through: adopting of good business practices, enhancing productivity and efficiency, including customer orientation and service culture, improving quality of services setting performance targets, reducing costs, theft and wastage. This will be based on extensive use of information technology, management information systems, and monitoring and prudent decision-making. It has been decided that some of the functions currently being performed by WAPDA are of national importance and will therefore continue to remain with WAPDA/GOP in the largest interest of the country. PEPCO has been fully empowered and is responsible for the management of all the affairs of corporatized nine Distribution Companies (DISCOs), four Generation Companies (GENCOs) and a National Transmission Dispatch Company (NTDC). These companies are working under independent Board of Directors (Chairman and some Directors are from Private Sectors). All Entities have the physical possessions of all their operational assets. On 24th Feb. 2007 Ministry of Water & Power notified NEPRA approved Tariff for all Distribution Companies replacing unified WAPDA Tariff. Legal Agreements such as Business Transfer Agreements, Operation Development Agreement, Energy Supply Agreement, Business Supplementary Agreement and Fuel Supply Agreement etc. are executed between Lahore Electric Supply Co. and Corporate Entities to facilitate commercial operations. Regulatory instruments like Grid Code, Distribution Codes, and Performance Standard for Distribution Companies and Transmission Companies were drafted and got approved from NEPRA in 2007.

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2.2 BRIEF HISTORY OF TESCO:
WAPDA: The electricity supply service in Pakistan, initially, was undertaken by different agencies, both in public and private sectors, in different areas. In order to provide for the unified and coordinated development of the water and power resources, Water and Power Development Authority (WAPDA) was created in 1958 through WAPDA Act, 1958.

Area Electricity Boards:
The local areas electricity distribution service was being performed by various Regions of WAPDA. Then the Area Electricity Board (AEB) Peshawar, on the eight AEBs in Pakistan, was established under the scheme of Area Electricity Boards in 1982, in order to provide more autonomy and representation to provincial government, elected representatives, industrialists, agriculturalists and other interest groups in functions of the AEBs. TESCO: The environment and structure of the power industry throughout the world are undergoing dramatic change. The power sector is moving from monopoly to privatization and from integration to disintegration. To keep pace with this change, the Government of Pakistan approved a Strategic Plan in 1994 as a consequence of which the power wing of WAPDA has been unbundled into 12 Companies for generation, transmission and distribution of electricity. TESCO was reorganized into one such corporatized entity under the name of Tribal Electric Supply Company (TESCO) with effect from NOV 2004, with the aim of commercialization and eventually privatization. TESCO provides its services to FATA region.

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Tribal Electric Supply Company, WAPDA.

2.3 POWER WING:
Power Wing is currently headed by Member (Power). Power wing of WAPDA comprising of Generation, Transmission and Distribution has been restructured into fourteen (14) public limited companies. These fourteen (14) Corporate Entities are; • Four (4) Thermal Power Generation Companies (GENCOs) 1] Southern Generation Power Company Limited (GENCO-1) head district Dadu near Hyderabad Sindh. 2] Central Power Generation Company Limited (GENCO-2) head district Jacobabad Sindh. 3] Northern Power Generation Company Limited (GENCO-3) head Muzaffargarh district Muzaffargarh Punjab. 4] Lakhra Power Generation Company Limited (GENCO-4) House Lahore. quarter at Jamshoro quarter at Guddu quarters at TPS

Headquarter at WAPDA

• One (1) National Transmission & Power Dispatch Company (NTDC) • Ten (10) Distribution Companies (DISCOs) as under: 1] (LESCO) - Lahore Electric Supply Company 2] (GEPCO) - Gujranwala Electric Power Company 3] (FESCO) - Faisalabad Electric Supply Company 4] (IESCO) - Islamabad Electric Supply Company 5] (MEPCO) - Multan Electric Power Company 6] (PESCO) - Peshawar Electric Supply Company 7] (HESCO)- Hyderabad Electric Supply Company 8] (QESCO) - Quetta Electric Supply Company 9] (KESCO)- Karachi Electric Supply Company 10] (TESCO) - Tribal Electric Supply Company

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Tribal Electric Supply Company, WAPDA.

2.4 PEPCO (PAKISTAN ELECTRIC POWER COMPANY):
The Pakistan Electric Power Company (Private) Limited (PEPCO) has been entrusted the task of managing the transition of WAPDA from a bureaucratic structure to a corporate, commercially viable and productive entity. It is a mammoth task and progress in the initial months was rather slow, but one should keep in mind that responsibility is enormous and transition is a long drawn process. Before going into further details of the restructuring programme, it is necessary to understand the shift in the GOP policy. The GOP, in line with its Strategic Plan of 1992 approved by the cabinet committee, had decided to restructure the entire power sector in the country • • • • De-regulation of power sector Promotion of IPPs Restructuring of WAPDA Privatization of select corporate entities

Vision:
To make Pakistan Power Sector customer friendly, efficient, able and responsive in meeting the electric energy requirements of industry, business and domestic customers, and move to an energy sufficient model from the current energy deficient scenario, on commercially viable and sustainable basis, in order to support the high growth economy and to meet the government's objective of "Power for All”

Mission:
To fully enable the reform and restructuring of the Pakistan Power Sector and to transform the fourteen (14) Corporate entities (CE's) into autonomous and commercially viable enterprises, through induction of effective corporate management, best business and utility practices, and well engineered systems, and bridge the ever growing supplyIBMS, Khyber Pakhtunkhwa Agriculture University, Peshawar. 10

Tribal Electric Supply Company, WAPDA. demand gap, so as to meet customers electric energy requirement on a sustainable and environmentally friendly basis, through best utilization of resources, in an efficient, ethical and customer friendly manner, with responsibility to the community and the Nation.

Objectives:
Pakistan Electric Power Company (PEPCO) unveiled new face of Pakistan's power sector with the crisis management objectives to improve the efficiency of the power sector and to meet customers' electric energy requirements on a sustainable and environment friendly basis. The specific objectives of PEPCO are: • • • • • Stop load shedding, Constructing new grid stations, Reducing line losses; minimizing tripping and theft control, Revamping of generation units and to improve customer services and Development of an integrated automated power planning system for generation, transmission and distribution to ensure system stability, fault isolation and upgrade relying, metering and tripping system at NTDC as well as Discos level.

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2.5 PEPCO BOARD OF DIRECTORS:
Mr. Shahid Rafi Secretary Ministry of Water and Power Chairman

Mr. Tahir Basharat Cheema Managing Director, PEPCO Mr. Saleem Arif Advisor, PEPCO Member

Member

Razi Abbas Chief Financial Officer, PEPCO Member

Mr. Wazir Ali Bhaio General Manager (Operation)

Member

Mr. Salman Iqbal Director Legal, PEPCO

Member / Secretary

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Tribal Electric Supply Company, WAPDA.

CHAPTER 3

OVERVIEW OF THE ORGANIZATION
3.1 OVERVIEW:
TESCO tribal electric supply company is one of the biggest Distribution Company of WAPDA. Its area of operation is the Seven Agencies and related FR. It covers the entire tribal area of the country and it is the only company providing electricity facility to the customers of this area. All the construction work of 11 kv transmission line and 132/66 kv line are being carried out by the staff of TESCO. Mover over its maintenance is also carried out by separate GSO and SS&TL division Peshawar. It consists of ONE distribution Circle and FOUR operation divisions as detailed below: 1. Peshawar division 2. Bannu division 3. Hangu division 4. Tank division The area of jurisdiction of TESCO reaches to about 1200 km .It consists of seven agencies and FRs that is situated along Afghanistan boundary. The seven Agencies are below: 1. KURRAM AGENCY 2. ORAKZAI AGENCY 3. KHYBER AGENCY 4. NORTH WAZIRISTAN AGENCY 5. SOUTH WAZIRISTAN AGENCY 6. BAJUR AGENCY 7. MOHMAND AGENCY And FRs are: 1. FR Peshawar 2. FR Bannu IBMS, Khyber Pakhtunkhwa Agriculture University, Peshawar. 13

Tribal Electric Supply Company, WAPDA. 3. FR Tank

3.2 NATURE OF ORGANIZATION:
In exercise of the powers conferred on the National Electric Power Regulatory Authority under Section 21 of the Regulation of Generation, Transmission and Distribution of Electric Power Act 1997, the authority grants the license to the Tribal Electric Supply Co. for the Distribution Services of Electric supply and make sale of Electric power to the consumers in the services territory and concession territory subject to and in accordance with the terms and conditions of the NEPRA.

Supply of electricity:
According to the license issued to the Tribal Electric Supply Co. the company have to provide the electric supply to their Domestic, Bulk, Commercial and industrial consumers. It is pertinent to mention that in majority of Tribal areas there is no billing system because the people of these areas are unable to pay the electricity bills so government is giving full subsidy on electricity in Tribal areas. Moreover in some commercial areas of FATA bills are received in rear cases but TESCO is trying to build awareness in the people of paying bills as it is beneficial for the area because through these funds TESCO will be able to provide nonstop supply of electricity to FATA

Maintenance:
TESCO tribal electric supply company is one of the biggest Distribution Company of WAPDA. Its area of operation is the Seven Agencies and related FR. It covers the entire tribal area of the country and it is the only company providing electricity facility to the customers of this area. All the construction work of 11 kv transmission line and 132/66 kv line are being carried out by the staff of TESCO. Mover over its maintenance is also carried out by separate GSO and SS&TL division Peshawar

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Tribal Electric Supply Company, WAPDA.

3.3 BUSINESS VOLUME:
PARTICULARS Operating Fixed Assets RUPEES IN MILLLIONS Rs. 5,311

Capital Work In Progress

Rs. 130

Long Term Advances

Rs. 15,440

Long Term Deposits and Deferred Costs

Rs. 51

Stores, spare parts and loose tools

Rs. 0.36

Trade Debtors

Rs. 11,491

Loans, advances and other Receivables

Rs. 6,151

Cash and bank balances

Rs. 456

Grand Total

Rs. 38574.36

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3.4 PRODUCT LINE:
Tribal Electric Supply Co is the only company that provides power supply services in the FATA region. It covers over 1200 km amidst of seven Agencies and related FR areas. Tribal Electric Supply Co. distributes the electric power/supply to Domestic, Commercial, Industrial and Bulk consumers. The company also provides the maintenance of Electrical Equipments. Company is also responsible to maintain the security of Grades offices and other assets of TESCO accordance and support with FATA secretariat. Though security is a big issue in FATA now a days but they are providing services without any flaw.

Competitors:
1. Lahore Electric Supply Co 2. Faisalabad Electric Supply Co. 3. Gujranwala Electric Power Co. 4. Hyderabad Electric Supply Co. 5. Islamabad Electric Supply Co. 6. Peshawar Electric Supply Co. 7. Quetta Electric Supply Co. 8. Multan Electric Power Co. 9. Karachi Electric Supply Co. (LESCO) (FESCO) (GEPCO) (HESCO) (IESCO) (PESCO) (QESCO) (MEPCO) (KESCO)

The Charter of TESCO is to provide the reliability, quality and safety of electric power supply to the consumers in its Jurisdiction. TESCO is envisaged for the creation of the resources and engineering plans for additions, renovation and augmentation of the distribution system in order to achieve charter. TESCO is putting efforts to make it a viable and progressive utility to take care of consumer's power demand.

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Tribal Electric Supply Company, WAPDA. CHAPTER 4

ORGANIZATIONAL STRUCTURE
4.1 ORGANIZATON:
It consists of ONE distribution Circle: • PESHAWAR CIRCLE And FOUR operation divisions as detailed below: 1. Peshawar Division 2. Bannu Division 3. Hangu Division 4. Tank Division These FOUR divisions have following jurisdiction areas:

Peshawar Division
1. Khyber Agency 2. Mohmand Agency 3. Bajur Agency 4. FR Peshawar

Bannu Division
1. South Waziristan Agency

Hangu Division
1. Orakzai Agency Kurram Agency

Tank Division
1. North Waziristan Agency

2. FR Bannu

2. FR Kohat

2. FR Tank

These all Divisions work under Peshawar Circle. To ensure convenient availability of high quality power in area of responsibility, in order to alleviate the poverty, improve quality of life and make the Industrial and Agriculture Sector competitive in the World Market.

4.2 MAIN OFFICES:

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CHIEF EXECUTIVE

Director Planning

Director Material & Manageme nt

Dy. Director Human Resources

Secretary

Superinten d Engineer (S.E)

Director Corporate Account

Dy. Director (GSO)

Dy. Director Planning

Dy. Director

Assistant Director HR/ ADMIN

Public relation Officer (PRO) XEN SS&TL Peshawar

Account Officer Finance

Account Officer Budget

SDO Peshawar

SDO Hangu

SDO Bannu

SDO Tank

XEN Opp Hangu SDO Hangu SDO Parachinar SDO Orakzai Revenue Officer XEN Opp Bannu Revenue Officer XEN Opp Tank SDO Wana SDO Jandula Revenue Officer XEN Opp Peshawar SDO Alamgodar SDO Khyber Revenue Officer

SDO Mirali

SDO Miran shah Shah

4.3 HUMAN RESOURCES & ADMINISTRATION:
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Tribal Electric Supply Company, WAPDA. Under direction from the Chairman and Chief Executive Officer of the Company, HR & Admin Director shall be responsible for the recruitment and placement of the "right people to the right jobs" and enhancing their levels of motivation / morale / job satisfaction through:a) The provision of the necessary support systems and structures such as an attractive compensation package, a fair and objective system for promotion and career progression, training and development inputs to keep people in pace with the changing demands of their jobs, etc. b) The creation of a working environment and operationalization of administrative support systems that will promote employee performance and productivity. More specifically the Human Resources Director shall perform following functions:a) A human resource philosophy, which shall govern the company’s actions with respect to human resources management. b) Prepare a Human Resource Plan to support the short and medium-term goals of the company. c) Develop the policies, guidelines and procedures for the following human resources management concerns: • • • • • • • • • • • Manpower planning / budgeting Recruitment and Selection Appointment, deployment, re-deployment / transfers Compensation and benefits administration Career planning and promotion Performance management Incentives administration Training and development Grant of permission for higher education Consider and approve transfer requests. Sanction leave.

4.4 HRM DEPARTMENTAL HIERARCHY:
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Tribal Electric Supply Company, WAPDA.

CHIEF EXECUTIVE

Dy. Director HR

Assistant Director HR

Public Relation Officer (PRO)

Office Superintendent

Head Clerk

Clerical Staff

There are 50 employees in the HR department of TESCO

4.5 FUNCTIONS OF DY. DIRECTOR HR/ADMIN:
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Tribal Electric Supply Company, WAPDA.

1. Recruitment:
Manpower Planning Recruitment and Selection Appointment and Development Creation of Posts and Offices

2. Promotions:
Preparation of Seniority Lists / Fixation of Seniority Career Planning and Promotions Performance Management Training and Development Grant of Selection Scales Move Over Preparation and Circulation of Seniority Lists Maintenance of Service Books Pension Welfare Fund and Gli Cases Over Time / Off-Days Wages Cases

3. Transfer / Posting:
Transfer and Posting of Staff and Officer Vacancies Statement and Manpower Data Incumbency Statement / Register To Maintain List of Officer Stay Wise

4. Retirement:
Retirement and Resignation of Service Preparation of Pension Papers Actively supervise and Coordinate the Working of All Administration Staff Posted under TESCO’s Head quarter. Establishment Matter Relating To Technical / Non-Technical Staff Establishment Matter of Officer Regarding Training and Development Permission of Higher Education to All Employees under TESCO rules and regulations Permission to Employee for another Job

5. Training:

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Tribal Electric Supply Company, WAPDA. General Manager (Training) office is functioning at WAPDA House, Lahore and controls various training centers detailed below: a. WAPDA Staff College, Islamabad. b. WAPDA Engineering Academy (Water & Power), Faisalabad c. Thermal Generation Training Center, Guddu d. Hydrel Training Center, Mangla e. Technical Services Group, Lahore f. 8 Regional Training Centers (RTCs), one at each DISCO

Address:
734 WAPDA House, Lahore Phone: (042) 9202003 Fax: (042) 9202608

6. Miscellaneous:
The Cases of Wafaqi Mohtasib / Court Cases Regarding Establishment Matters Will Be Dealt by Legal / Wafaqi Mohtasib Cell of WAPDA Head quarter. However, Comments If So Required By Legal Section / Wafaqi Mohtasib Section Of This Office, The Same Will Be Submitted By Manager (HR/Admin).

Management Philosophy:
• • • • Open door policy for all Tackle all problems upfront Merit, justice, fair play be the hallmark Transparency in all fields

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Tribal Electric Supply Company, WAPDA.

4.6 OBJECTIVES:
• • • • • • To play an active role to make “Sar Sabaz and Roshan Pakistan” To facilitate agriculture and industrial sector To ensure un-interrupted & stable power supply to all our customers State-of-art customer care for entire satisfaction of customers To provide electricity to every village in jurisdiction of company To establish, construct and operate reliable electricity distribution network

Functions/Job Responsibilities of P.R.O:
To ensure projecting of customers oriented policies of TESCO in Press media. To apprise Chief Executive about daily news / press clippings pertaining to TESCO To ensure press coverage of certain activities in forums / conferences.

4.7 SUPPORT TO OTHER DEPARTMENTS:

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Tribal Electric Supply Company, WAPDA. The number of functions being performed by administration department is so much to any other department. Administration department consist on administration manager, deputy manager administration, Assistant manager, HR executives and clerical staff. I worked under the Deputy Manager Administration who is very supportive and cooperative person. He is also an MBA. He told me about the various functions that administration department performs. During my training in this department I learned that how the appointment record, employee recode is maintained. How the performance of the employee is monitored. This department also deals with issuance of show cause notice, charge sheets and termination. The HR department deals with Recruitment, job placement, Test and interview of new employees. HR department also performs trainings, promotions and retirements. Staff of this department is very cooperative like other departments in Tribal Electric Supply Co. This section also prepares the Promotions cases of the employees and also maintains the leave records, increment records, security issues and maintenance of vehicles. The Director HR and Admin advises management concerning various relations and represent management in the handling the complaints of employees. I also learned that how billing of overtime, TA/DA, contracts bankers record of workers for annual increments prepare also preparation of government returns. This department also controls the wages system. The duties of assistant Manager Administration are accommodation, Telephones, Transport, security, audit, procurement, compensations / benefits and labor management. All most all HR & Admin: activities from pre-hiring to post retirement have financial impact on company. These include salary, house acquisition, TA/DA, free supply, medical treatment, overtime etc. It is strange that we are not aware exactly how many employees do we have & what expenditure is being incurred.

1. Financial Accounting and Information system:
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Tribal Electric Supply Company, WAPDA. Financial Control Transparent Transactions (Db/Cr) Immediate Monthly Accounts (Month end closing means last day of the month) Instant financial analysis Online Cost center (drawing & disbursement offices) wise demand, remittance & Account Head wise expenditure Instant payable/receivable analysis Multi-year accounting Budget & expenditure comparisons Bank Collection & Remittance Management (Realization on Company & Accounting Unit Basis) Profit & Loss Statement Fixed Asset Management Pension/Fund Account Management Pension Disbursement Trial Balance Balance sheet Classified Balance Sheet Classified Income Statement

2. Material Management department:
It will cover pre-purchase to post disposal and its immediate affect on general ledger. The moment any file for procurement is moved, it will also be available to Finance Director for financial vetting. Inventory Structure (Categories and Items) Supplier’s record & their specialty in Products Immediate information about the required material on the basis of D.N paid with reference to new connection, R.C.O etc. Procurement Annual Requirement Plan Ordering with Delivery Schedule Maximum/Minimum/Re-Order Levels Item Purchase Analysis Inventory Management Receipt (Supply, Repair, Transfer) Store Allocation (to Field Stores) Store Requisition Store Issue Transfers (Workshop, Regional Store, Field Store, Other Dist. Companies) Store Returns specially with reference to M.C.O etc. Scrapping Material Movement Analysis Inventory Tracking & Holding Disposal Disposal Order Disposal Issue

Recruitment Processing:
Application Management, to save time we can allow candidate to apply any time. IBMS, Khyber Pakhtunkhwa Agriculture University, Peshawar. 25

Tribal Electric Supply Company, WAPDA. Candidate Filtering Call Letter Issue Testing & Interviewing Appointment

Career Profiling:
Personnel Data Management Performance Review Termination Promotion Change in shift/timings Resignation Transfer Suspension Restoration Re-appointment Disciplinary Cases/Actions Audit Paras Training Courses & Examination ACRs, Service Book

HR Analysis:
Sanctioned Strength Vacancy Statements Seniority List Retirement Forecast

Administration:
Vehicle control Complete picture of all vehicles with reference to allocation, description, monthly expenditure on P.O.L etc.

Payroll:
Disbursement Channel Management Pay Scale/Salary Group Management

3. Customer Information and Billing System:
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Tribal Electric Supply Company, WAPDA.

Customer Services:
Unique Customer ID Assignment, no UT cash even in multiple change of reference. Automatic Bill Adjustment Processing, no complaint for bill correction problems. Division and even Subdivision wise Billing (Need not to wait for MR of all Divisions), more time for Bill payment.

Corporate Billing:
One Demand Note for Capital Cost & security and payment facility at any bank. Bill Distribution through e-mail, direct to customer’s bank, normal channel etc.

Customer Information System:
Tariff and Customer Classification Management Corporate Account Management WAPDA Employee Management Change of Reference Management Infrastructure Rental Management

Power Purchase System and Power Sale & Billing System:
Billing information to Oracle Receivables for instant Balance Sheet Consumer Metering Consumer Meter Reading, manual, MR entry at Sub Div to avoid duplication of work & AMR Metering Adjustments with immediate revise Bill and automatic adjustment processing

Bill Collection System:
Bank Collection, Remittance & Reconciliation (Various Levels) Management

Line Losses System:
Company, Circle, Division, Sub-Division, Grid, Feeder and Transformer Losses

4.8 GENERAL INFORMATION SERVICES:
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Tribal Electric Supply Company, WAPDA. Information desired relative to subject matters covered by this Manual may be obtained by personal call, by telephone, or by mail. This information is also available on the web site of the TESCO. The AMO’s Office is the main contact office where a separate window/ sub-office is available in addition to the customer service centers, to provide all necessary information required regarding application for new connections and provision of electricity

Frequently asked questions about commercial activities of TESCO are given below:
prospective consumer can get a new connection:
a. The prospective consumer can get free of cost an application form from the SubDivision situated in his area. b. The application form duly filled in has to be submitted in the Sub-Division, where the concerned clerk will issue receipt as an acknowledgement having received the application form. c. The new connection application will be processed in the Sub-Division and connection would be installed in 35 to 45 days. In case any connection is not feasible due to any technical or any other reason, the prospective consumer would be informed accordingly with reasons for rejection of application. Method of recording reading: The meter reading is recorded by the meter reader by visiting the premises from door to door. Whatever reading he records he enters the same on Meter Reading Record and simultaneously on the Meter Reading Card held by the consumer. It will make the consumer aware of the units he has consumed. Wrong bill be corrected: In case any bill contains any error the consumer should report to the customer services center of concerned Sub-Division/Division/Circle or Customer services center TESCO H/Q. Grace days are given for deposit of electricity bills and where: 15-days period is allowed for depositing the electricity bills in all scheduled banks and post offices.

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Tribal Electric Supply Company, WAPDA. In case a connection is disconnected, how can it be reconnected: For whatever reason a connection has been disconnected it can be reconnected by applying for the same on the prescribed form available with the concerned Revenue Office free of cost, and after complying with the specified instructions, the connection is resorted. Can the connection be converted into other person's name: The change in name of the connection can be arranged by applying for the same to the concerned Sub-Division, on the prescribed application form to be submitted duly filled in along with the required document to substantiate justification for change of name. After the applicant has fulfilled all the pre-requisites for change of name, the connection is changed into the desired new name. Consumer get his load increased/decreased according to his requirement: The consumer will have to apply to the SDO/other competent authority who will arrange the verification of the load and test report and will arrange the reduction/extension of the load. consumer arrange the disconnection of his supply and refund of security: The consumer who does not want to continue his electricity connection will apply for permanent disconnection to the SDO. The connection would be permanently disconnected by the SDO after obtaining clearance from Revenue Office and observing departmental formalities. Detection Bill: A 'Detection Bill' is served for: 1. illegal abstraction of electricity or consumption of energy; 2. direct hooking and 3. on account of slowness etc. Detection bill for dishonest abstraction of electricity is assessed in accordance with the provisions of section 26-A of the Electricity Act, 1910. So whoever is found to committ an offence to be prosecuted under section 39 and 39-A of the Electricity Act 1910, which requires an FIR to be lodged with Police. Correct low voltage problem in the area: Please contact the AMO/DMO/MO of your area. The will address the problem at their level and, if necessary, will refer to TESCO head quarter for an augmentation work

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Tribal Electric Supply Company, WAPDA. CHAPTER 5

CRITICAL ANALYSIS
5.1 VISION:
Vision of the TESCO “As the leading electricity distribution company, strive to provide un-interrupted electric supply and quality service to all customers at the minimum possible cost.” Since TESCO is a public institute and NEPRA is responsible for its tariff selection etc. The failure of electricity is governed and supervised by PEPCO. Therefore as described in TESCO’s mission statement that leading electricity Distribution Company providing uninterrupted supply at minimum possible cost, is still unachievable. The whole company, its board of governors and top level management is trying at their best for providing uninterruptible supply at customer premises. The current strategies of TESCO are towards the provision of electric supply all the time. But unfortunately due to the erroneous government policies the most important part of power generation is lost; therefore the company is not successive in achieving their goals and objectives. The matter of cost is also significant in TESCO’s vision. But to provide the electricity round the clock it is necessary that the power houses must work effectively and efficiently. Therefore the power houses require complete maintenance and testing. The government also did not pay any attention on this matter. Now the work is too much and a lot of financial aid is requiring sustaining the power houses. Whole of this scenario creates a boost in cost of electricity. Therefore provision of electricity at low cost is not possible until now.

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Tribal Electric Supply Company, WAPDA.

5.2 SWOT ANALYSIS:

Strength and weakness basically occur in the internal environments of the organization. It provides the information that in which area we are strong and weak and it provides the solution how we can overcome the weakness and utilize the strength in a right direction. The SWOT analysis is a comprehensive and critical overview of the operations, procedures, rules and regulations, services and other related activities, the analysis include the analysis of TESCO in the light of the specific variables which directly or indirectly affect the operations of the TESCO. The tool selected for the analysis of organization is SWOT analysis.

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Tribal Electric Supply Company, WAPDA.

It is the moral and professional duty of the directors, managers and executives to overcome the weakness and convert them into strengths, and get maximum benefits and opportunity from the prevailing resources.

5.3 STRENGTH:
• • • • • • • • • • The TESCO top management is the combination of both experience and young energetic professionals which are proving to be the real strength of TESCO. TESCO has equipped with the latest technology. TESCO has good relation with different departments. The TESCO employees are locally so, the turnover rate is low. The TESCO has efficient internal audit department, which keep check and balance. The TESCO has experienced of strategic apex and managerial skilled staff. Full support from Federal Government Establishment of Computerized Customer Service Centers in each Circle Establishment of Mobile Customer Service to facilitate installments and corrections of the bills Positioning of Field offices near geographic center of their jurisdiction

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Tribal Electric Supply Company, WAPDA.

5.4 WEAKNESSES:
• • • • • • • • • • • • • • • Large time required for processing any project/job Communication system between employees is not sufficient Customer services centers required well trained and loyal staff Lake of loyalty, consistency and regulatory in the staff Financial statement is showing loss in year 2008 People has less trust over company Customer’s guide ness is not sufficient Customer’s complaint system is very old and execution on the complaint is very fatigue Customers and employees relation is very poor The administrative cost of the company is very high due to which the profitability of the company decreases. There is still improvement of technology in the TESCO like in computers. There customer service are not up to mark they have to improve the customer services to satisfy the customers There divisions are not well furnished they have the need to improve them. Telecom and Media revolution Dependency on suppliers of power generation equipment.

5.5 OPPORTUNITIES:
• • • • • The TESCO is situated in the region where the customers are large in quantity and other necessary related product is easily available in the market. There is no competitor in the local market, there is a big opportunity to get more share. Buyers of TESCO services are easily available in the local market. The extension plan of divisions by the TESCO is very good to capture the market. The TESCO has maintained better relationship in the market which helps the TESCO to increase the customers.

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Tribal Electric Supply Company, WAPDA. • • • • • The strategies of TESCO are very strong which help them to get advantage over the competitors. Research and development in power generation equipment Natural resources to increase water resources and cheaper power There are rapid changes in technology of power generation and to coup with it ministry will have to be planning for the future plans keeping in mind the changes New power projects have the bargaining power for higher prices keeping in view the high demand and supply gap in power sector.

5.6 THREATS:
• • • • • • • • One major threat to the TESCO is increasing number of customers day by day. Due to fluctuation occur in the supply is permanent threat to the TESCO. There is always a threat the government may impose some duties on the TESCO. An other threat to the TESCO is change in day by day technology. Withdrawal of support from suppliers. Curtailment of budget. Obsolescence of strategic equipment There is not a long list of suppliers in power sector and the suppliers enjoy monopoly to some extent and they can charge higher and delay supplies as there is long waiting lists for equipment supplies

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Tribal Electric Supply Company, WAPDA.

5.7 INTERNAL FACTOR EVALUATION MATRIX (IFE

MATRIX):

The total weighted score can ring from a low of 1.0 to a high of 4.0, with the standard IFE MATRIX Strengths 1 Well known for electricity distribution services 2 Establishment of Computerized Customer Service 3 Printing of 12 months billing detail on bill 4 Strong balance sheet 5 Great No. of customers in Khyber Agency FR Kohat FR Peshawar. Weaknesses 6 Strictly a local company 7 Lack of communication system 8 Financial statement is showing loss in year 2008 9 Customers and employees relation is very poor 1 People has less trust over company 0 Total 1.00 2.72 score being 2.5. Total weighted scores well below 2.5 differentiate business that is weak internally, where as scores considerably above 2.5 designates a well-built inner position. In the above IFE prevailing conditions the company TESCO falls at weighted scores 2.72, it means the TESCO has better internal structure. Weight Rating W/ Score 0.16 0.15 0.07 0.11 0.13 4 3 4 3 4 0.64 0.45 0.28 0.33 0.52

0.05 0.02 0.08 0.1 0.10

2 2 2 1 1

0.10 0.04 0.16 0.10 0.10

5.8 EXTERNAL FACTOR EVALUATION MATRIX (EFE MATRIX):
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Tribal Electric Supply Company, WAPDA.

EFE MATRIX Opportunities 1 Establishment of mobile customer services 2 Timely execution of development works and LT/HT 3 Proposals New Grid Stations and augmentation/extension of

Weight Rating W/ Score 0.05 0.10 0.10 0.01 0.8 0.05 0.05 0.03 0.03 0.04 0 .57 2 2 3 1 2 2 1 2 1 1 0.64 0.45 0.48 0.36 0.39 0.1 0.05 0.16 0.03 0.07 2.73

existing Grid Stations and Transmission Lines 4 Conversion of petrol vehicles to CNG 5 Purchase of new vehicles for field staff Threats 6 It is expected that the market value of the TESCO will be 7 8 9 1 0 decreased Politics in the employees and labor unions are very awful for company Financial statement is showing loss in year 2008 The overall performance of the TESCO also decreasing Government’s pitiable projects also spoiling the publicity of the TESCO Total

5.9 COMPETITIVE PROFILE MATRIX:
FESCO TECO GEPCO Weight Rating W/Score Rating W/Score Rating W/Score 0.16 0.14 0.09 0.14 3 4 4 4 0.48 0.56 0.36 0.56 4 2 1 3 0.24 0.12 0.09 0.22 2 3 2 3 0.32 0.42 0.18 0.42 36

Competitive Factor Cost competitiveness Quality of installation Reputation Reliability of Supply

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Tribal Electric Supply Company, WAPDA. and installation Complaint Handlings Management structure Market shares Customer Services Centers and Facilities Maintenance and testing of Equipments Customer Loyalty Total 0.11 0.13 0.03 0.05 0.08 0.07 1.00 3 2 4 3 4 2 0.33 0.26 0.12 0.15 0.32 0.14 3.28 2 3 1 2 4 4 0.13 0.19 0.12 0.20 0.22 0.18 3.21 3 4 1 2 3 2 0.33 0.52 0.03 0.10 0.24 0.14 2.70

5.10 BCG GROWTH-SHARE MATRIX:

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Tribal Electric Supply Company, WAPDA.

The Tribal Electric Supply Co. consumes large amounts of cash, but because they have low market shares they do not generate much cash. The result is large net cash consumption. Therefore according to the Boston Growth Shares Matrix the TESCO falls in Question Marks.

Porter Five Forces Analysis: The porters five forces comprises on the following factors:
• • • • Suppliers power Threats of Substitute Buyers Power and Barriers to entry.

But in the case of TESCO the competitors are limited to provide their services in the defined areas of the country. They cannot provide their services beyond the limitations.

5.11 LIMITATIONS:
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Tribal Electric Supply Company, WAPDA. • • • No proper arrangement for electricity they have dames and generators but they are not work according to the requirement of the TESCO. Some time TESCO employee create tens environment in the TESCO due to there non cooperative behavior. They have provided me knowledge about TESCO but not according to the requirement of internship due to much work load on the employees

5.12 OBSERVATIONS:
• • • • I have observed that there is need of improvement in the TESCO especially the building of the TESCO is not according to the requirement of TESCO. Some time the employee doesn’t cooperate with customer they must have needed to cooperate with customers to create good relationship with them. I have also observed that there is no proper dress court of employee in the divisions so, they have need to follow proper dress court I have observed that there is need of safety department or some safety precaution for employees of TESCO.

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Tribal Electric Supply Company, WAPDA. CHAPTER 6

FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
6.1 FINDINGS & CONCLUSIONS:
The Tribal Electric Supply Co. is a big organization. It provides electricity to the consumers of Kurram Agency, Orakzai Agency, Khyber Agency, Bajour Agency, Mohmand Agency, North Waziristan Agency and South Waziristan Agency and related FRs. It is performing his job very well but certain improvements and developments are required. This organization has vertical management system. The top-level management has ample potential to make this company as a superb company. The middle level and bottom level management is also very hard working, punctual and geniuses. But unfortunately the provision of equipment for maintenance purposes, the government’s lengthy planes, and inexperienced customer services department is spoiling the image of the company. The demand of electricity of the consumers must be fulfilled at top priority. Necessary actions should be taken against the span between the demand and supply. The response of the employees on the failure of the supply must be enhanced. Following conclusions are described here • • • • • Increase in Raw material Slow speed of implementation must be eliminated Make exact estimate of the demand Reduce the political factors in TESCO’s projects and system augmentations. Bad Law and Order situation in Tribal areas.

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Tribal Electric Supply Company, WAPDA.

6.1 RECOMMENDATIONS:
The following are some suggestions about the TESCO Hangu Circle: The employees must be well trained for customer services issues. The extra equipment for maintenance and complaint attendance must be provided to the staff. The communication gap between senior management and lower technical, maintenance staff must be improved. The organizational hierarchy Inside the organization must be reduced. The application processing system must be improved. For complaints and other customer related tasks, online computerized system should be arranged. The trust of the customers must be retained. • • Management should try creating more understanding between different departments to increase their productivity The top management should give the authority and flexibility to every manager to make decisions according to the situation at any time and in the absence of the top manager. • • • • • • A proper training should be given to the employees and he workers to enhance their skills to increase their productivity and utility of the TESCO. All the duties and responsibilities of he employees and the workers should be clearly defined. The computer technology should also be used in decision making as well as in storing and feeding the data. There should be decentralization in decision making. The management should recruit right person for right job. The management should here multi skilled workers to get economy of scales

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Tribal Electric Supply Company, WAPDA.

REFRENCES:
References and Sources Used:
• • • • Website of PESCO/PEPCO/WAPDA Technical brushers of TESCO Personal meetings with different managers. Office record of TESCO.

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