Professional Documents
Culture Documents
PREPARED BY SYED ASAD ALI SHAH ROLL NUMBER 19078 MBA (HRM) 2009-11
Internship Report Submitted To the Department Of Management Sciences for the Partial Fulfillment of the Requirements for the Degree of Master of Business Administration
External Assessor
Mr.__________________________________Signature___________________
Supervisor
Mr.__________________________________Signature___________________
Chairman
Mr.__________________________________Signature___________________
AKNOWLEDGEMENT
Being the student of Master in any discipline report writing is a very tough job for any student. But this becomes easy only on the basis of cooperation of the concerned staff. Here I mention some of the honorable staff of my office, which really co-operated with me in this regard. I would also like to gave my best wishes to the following staff of SABRO TECHNOLOGIES (PVT) LTD. Islamabad, by name particularly the Head of HR and ADMIN Department Mr. Dilbar Khan his peon Mr. Nadeem Khan and Mr. Malik Wasim Akhtar who guide me throughout my job responsibilities and all other individuals who helped me in every aspect of my job responsibilities and in the preparation of this report. Except these people I would also very thankful of all the individuals who working in different departments of SABRO TECHNOLOGIES, who really co-operated with me whatever I asked from them related to HR. In the last I am very thankful of my supervisor Sir Asad Shah Jehan who really appreciates me in building my knowledge.
Table of Contents
Acknowledgement Table of Contents Table of Figures List of Acronyms Executive Summary I II V VI VII
01
01 01 02 02 02
04
04 06 07 08 08 08 09
10
10 10 11 11 12 13
3.6
13 14 14 15 15 15 16 16 16 17
IT Department Packaging Department Design Department Quality Control Department Quality Assurance Department Marketing Department After Sales Department
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18 18 19 19 20 21 21 21 21 22 22 22 22 23 23 23 24 24 24
Human Resource Inventory Recruitment and Selection 4.8.1 4.8.2 4.8.3 Planning for Recruitment process Decision on Vacancies Job Description and Specification
4.9
Recruitment Sources 4.9.1 Internal Source 4.9.1.1 Direct Applicants and Referrals
II
4.9.2
24 25 25 26 26 27 29 29 29 29 30 30 31 31 31 32 32 32 33 33 34 34 34 35 35 35 36 36 37 38 38
Short List of Potential Candidates Interviewing the Potential Candidates The Screening Process Personal Assessment Criteria Training 4.14.1 Employees Training 4.14.2 Designing Effective Training System 4.14.2.1Conducting Need Assessment 4.14.2.2Creating Learning Environment
4.15
Training Methods 4.15.1 Classroom Instruction 4.15.2 Distance Learning 4.15.3 Audio Visual Techniques 4.15.4 On The Job Training 4.15.5 Off The Job Training
4.16
4.17 4.18
Orientation Employees Transfer at Sabro 4.18.1 Promotion 4.18.2 Lateral 4.18.3 Interdepartmental Transfer
4.19 4.20
Compensation and Benefits Wages or Salaries Plan 4.20.1 Working Hours and Overtime at Sabro 4.20.2 Deduction from Salaries or wages
4.21 4.22
Equal Employment Opportunities Issue at STPL Employee Benefits 4.22.1 Medical Facility and Allowances
III
4.22.2 Pick and Drop Facility 4.22.3 Uniform and House Rent Allowance 4.22.4 Eid Allowance 4.22.5 Death and Disability Insurance 4.22.6 Pension 4.23 Performance Appraisal 4.23.1 Purpose of the Performance Appraisal 4.24 Performance Management System 4.24.1 Identifying and measuring the Performance of employees
38 38 39 39 39 39 40 40 40
Chapter 5
5.1 5.2 5.3 5.4 5.5 5.6 5.7 5.8 5.9
My Internship Activities
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42 42 43 43 44 44 45 45 46 47 47 48 48 48 49 49 50 50 50 51
Introduction Marking of Attendance Fulfilling Demand of Employees and Management Calculating and recording of over time Provision of First Aid Issuance of EOBI and Social Security Card Receiving and Distribution of Mail Monitoring the Workforce Acting as Receptionist SWOT Analysis of Sabro Technologies (Pvt) Ltd
Chapter 06 6.1
Strengths 6.1.1 6.1.2 6.1.3 6.1.4 6.1.5 6.1.6 6.1.7 6.1.8 6.1.9 Strong Brand Image Strong Dealer Network Strong Quality, Sale and Service Market leader in Commercial type & Split AC Pakistan largest AC Manufacturing Company Strong Grip in Home Appliance Strong Management Distribution of Authority Strong Research and Development Department
IV
6.1.10 Free Customer Service 6.2 Weaknesses 6.2.1 6.2.2 6.2.3 6.2.4 6.2.5 6.3 Lack of Advertisement System Variations Lack of Product Range Less Utilization of Capacity Financial Problems
51 51 52 52 53 53 54 54 55 55 56 56 56
Opportunities 6.3.1 6.3.2 6.3.3 6.3.4 Exploration of Market in Pakistan Increase in Product Range Export Opportunity Increase in Production Line
6.4
Threats 6.4.1 6.4.2 6.4.3 6.4.4 6.4.5 6.4.6 6.4.7 Strong Competition Chinas Product Price War Instability of Government Tax Department World trade Organization Investors
57 57 58 58 58 59 59
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List of Figures Figure 01 Figure 02 Figure 03 Organizational Structure of Sabro Hierarchy of HR Department at Sabro Personal Assessment Criteria 09 19 27
LIST OF ACRONYMS
STPL SABRO Pvt LTD HAVC HR R&D ISO HP AC CNC CEO P&D GM VP AVP MRP PPC IT ACR EOBI
Sabro Technologies Private Limited SA Brothers Private Limited Heating Ventilation and Air Condition Human Resource Research and Development International Standard Organization Hours Power Air Condition Computer Numerically Control Chief Executive Officer Packaging and Designing General Manager Voice President Assistant Vice President Material Resource Planning Production Planning Control Information Technologies Air Condition and Refrigerator Employee Old Age Benefit Institution
EXECUITIVE SUMMARY
I consider myself fortunate to have got the opportunity to work on Sabro Technologies (Pvt) LTD Pakistan for my MBA (HRM) Internship report. Sabro Technologies is a pioneer heating ventilation and air conditioning System Company of Pakistan. This company was started by three brothers in 1968, from Rs.500 and now this is one of the largest multinational company of Pakistan. Sabro exports their products to Asian, Middle East, Africa and some European countries like England and Turkey. In this report I focus the HR department of the company, their functions and compensation strategies. This report consist of seven chapters, Chapter 1, is Introduction to study which tells about the report that how I prepare it from where I take data, what are the purpose of my internship report, what are the scope of this report and what type of limitation occur to me in preparation of report. Chapter 2, of this report is about the introduction of organization where I did my internship their background, history, vision and mission statement of the organization. Chapter 3 discusses the departments of organization and their brief introduction. Chapter 4, is all about the HR department of Sabro technologies their functions and roles. Chapter 5 tells about the activities which I performed during my internship program at Sabro. Chapter 6, explain the SWOT analysis of organization i.e. its strengths, weakness, opportunities and threats. At the end in Chapter 7, the problems of Sabro Technologies are discussed and proper suggestion of these problems is given. This report took one month in completion, although time is a big constrains but I tried my best to cover all the function of HR department in this report.
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Chapter 01
INTRODUCTION OF STUDY
1.4 Limitations
The period of seven weeks is a very limited time for understanding of HR activities of the Sabro, so time pressure also limited my study. The management of the company was not very supportive and cooperative with me, and the information which they provide me is very limited. The other limitation is that the Head Office of the Company is located at I9 Islamabad and the major HR activates are performed there.
personal observation during working with staff and discussion with them. The formally arranged interviews and discussions gave me great knowledge in this regards.
Primary data
The data collected for the first time is known as primary data and I collect that data from the following sources. Personal observation Interviews of staff
Secondary data
The data which undergo through statistical and mathematical techniques and after it has been collected is known as secondary data. Organization broacher
Chapter 02
2.1
Sabro (S.A Brothers (Pvt) Ltd.) is an ISO-9001 certified air-conditioning manufacturing company located at Islamabad, Pakistan. This company was established in 1968. There were three brothers named Sadiq, Siddique and Ashiq who started this factory from Rs. 500 by taking loan. With the help of that loan they started a small workshop in Satellite Town Rawalpindi and after the forty four year continuous efforts and hard work that small workshop is now one of the leading organization of Pakistan in the field of HVAC. Todays trend of making air-conditioning cinema building boosted the overall sales of the air-conditioning industry. Sabro has the superior management and technical personal which make right product for right person at right time according to the customers satisfaction. Today Sabro is one of the leading air-conditioning manufacturing organizations of Pakistan which has now achieving the goal of exporting their products. For the past six years Sabro has been exporting their product to middle and central Asia countries and is facing the American and Japanese competition. In Pakistan Sabro is not only the name of quality and leader of domestic competitor but is also irritating the foreign competition. In 1989 Sabro introduce Concordia Split type air-conditioners which make Sabro visible to general public.
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Sabro is the leader in manufacturing of split air-conditioners, cold storage units, air handling units, air cooled water chillers, humidifier units, window units, hot boiler units, air curtain, electric geezers and motors. The more than 600, employees of Sabro are working through out Pakistan, in manufacturing, designing, marketing, repairing and installing of air conditions. Sabro are active in 6, businesses, varying from room air-conditioner to domestic air conditioner that is from 1.0 to 40 ton and from remote control to software application.
Sabro is the largest Air-conditioning manufacturer of Pakistan having the biggest product rage. The company is enjoying good credibility in Multinationals, governments and Private Corporation since 1968. Sabro provide special, standard and nonstandard air-conditioning units from domestic to industrial requirement range. Sabro Technologies is a subsidiary of the Sabro group of companies which is engaged in manufacturing of Sheet Metal cutting dies, Draw dies, Moulds and other various kinds of machines.
Sabro are producing over 3,500 air conditioners and 5,500 electric-motor every year, and the output of the company is increasing day by day. In every fifth air conditioners Sabro made components are being used in Pakistan.
Sabro have the world class solution for cooling systems such as personal and domestic uses. Sabro brand name is more reliable, more efficient and well known in the industrial air-conditioner for more than two decades.
2.2
Sabro technologies were established in 1968, the three brothers laid down the foundation of the company from the amount of Rs.500. In the early stage they only take decision for manufacturing of coils, fans and other accessories. In 1970, Sabro enhanced their production capacity, now they prepare Air Cooled Split unit up to 10HP and water Chillers up to 50HP. Next decade is the innovation and research decade in which the R&D department was established. First mini split air condition, water called chillers up to 40HP, hot water generator and installation of automatic CNC machine. In 1990, Sabro extend their market worldwide and get the certification of ISO 9000, in 1997. They introduce Split AC in plastic body and the installation of 1800, ton plastic molding, 5/8 inch Fin punching machine and new CNC control sheet punching press. The new millennium journey was started with a vision in which they extend their product line. Development of microprocessor controller in 2000, and launching of Sabro soft company in 2001, lunching of polyurethane forming setup in 2004, launching of R&D village in 2005, development of thermal break aluminum profile in commercial air handling units of all types in 2006. Development of shell and tube type shell in 2007. Now Sabro has expend their export to the Asian countries (Afghanistan, Kyrgyzstan, Kazakhstan, Uzbekistan, Malaysia, Bangladesh, Iraq and Sri Lanka), Middle East (Bahrain, Saudi Arabia, Kuwait, Qatar, Oman and UAE.), Africa (Kenya, Tanzania, Morocco and Uganda.) Europe (England and Turkey).
2.3
Location of Sabro
Sabro Technologies (Pvt) LTD Head office is situated at Plot No. 270, Industrial Triangle, Kahuta Road, Islamabad Pakistan. Branches of Sabro Technologies are located in different cities of Pakistan. These cities include Lahore, Karachi, Peshawar, Gujranawala and Faisalabad. Lahore branch office of Sabro is located at house no.2, 17-A, Block E-1, Gulberg III Lahore, Pakistan. Karachi branch office of Sabro is located at 95-B, Block-7/8, D.C.H.S, Main Tipu Sultan Road, Shabbirabad, Karachi, Pakistan. Peshawar branch offices of Sabro Technologies are located at Sabro House, Adjacent Runway, University Road, Peshawar, Pakistan. Gujranawala branch office of Sabro is located at Sabro Palace, Bismillah Market, Near GMS Factory Near Pindi Chowk GT Road Gujranawala. And Faisalabad branch office of Sabro Technologies is located at Computer Arcade Office 909-B, 2nd Floor, Office No. 63, Near Alfatah Complex, People Colony, Faisalabad, Pakistan.
2.4
Mission Statement
Our mission at Sabro is To follow all the laws and rules of Islam. To fulfill our customer need and desire and manufacture good quality products worth their price. To support our employees through better career opportunity. To provide the highest possible return on shareholders investments. To sincerely back up our business alliances. To contribute in the development and promotion of Hi-technology in the country. To serve the society with fever and acts as a model for its uplift.
2.5
Vision Statement
To be standard as a company which provide its product and service quality, integrity and commitment to all of its clientele and a mainstay in the business community?
2.6
Quality Policy
We want to increase our customers expectation through continues improvements in the quality of our product and services.
2.7
Manager Customer Services Manage Sales Operation Sales Head Sales Head Karachi Manage Sales Purchase Officer Manager Purchase Assistant Purchase Manager Finance Assistant Accountant Assistant Admin Board of Directors Chairmain Sabro Companies President / CEO Coal Shop ACR 1, 2, 3, 4 Production Head Assistant Production Paint Shop V. P. Operation Fan Shop Electrical Shop Manager PPC Chief Engineer Manager Design I / C Store Draftsmen Quality Inspector Quality Manager Quality Assistant Manager Application Engineer Assistant Store Assistant Electrical Mechanical G. M. Admin Head of HR Admin Field Officer Admin Sheet Metal Shop Sales Head Lahore Sales Head Faisalabad Assistant Sales P&D
Figure 01
Chapter 03
Recording of Attendance Maintenance of Stores Maintenance of Factory In and out and checking of material in Factory Provide assistance to all departments regarding material
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3.3
At Sabro technologies the finance and accounts department are combine. Management of Finance in and industry is very important. In proper handling of this area will lead to insolvency despite of all the resources and opportunities. Accounts department that records daily transactions of both appliances and power division that prepares financial statements such as Balance sheets, Income Statements, Cash Flow Statements, etc Functions of finance are: Perform as a workstation and as an integrated circuit amongst all department of the company. Allocation of resources / funds throughout the organization.
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Arrangement of money value resources or funds at favorable prices and on proper time. Dealing with banks, modarabas, investment firms, government section calculation of the employees salaries and its recording. Conducting of audit of the financial records which is prepare by the Accounts department.
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14
3.7 IT Department
Major responsibilities of IT department at STPL are: Detection of problems and their maintenance in computers. Softwares installation and deletion. Copy Right protection and their issuance. Maintenance and development of internal network. Maintenance and development of domain for every one. Creation and enhancement of internal software. Issuance of Software and hardware
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wholesalers needs under the supervision of four professional marketing managers plus General and Senior Marketing Managers. At time when the forces feel a change in customer preferences they immediately undertake distinctive steps and make new sales plans. Such plans are forwarded to each respective department by the marketing department in order to get their requirements to make the plan successful.
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Chapter 04
In every organization the HR Department is very important because nothing is done except the human ware, it is the Human who made an organization not building .Human Resource Department of Sabro consist of two peoples at this time. That is Mr.Dilbar Khan and Mr.Nadeem Khan. Mr.Dilbar Khan is the Head of Human Resource Department and is an HR manager from last three years. MR. Nadeem Khan is an assistant of the HR Manager. Human Resource Department is very important in the Sabro thats why a well furnished office was made by the Sabro management for this department. Human Resource Department is now recruiting more peoples to increase the number and work of this department.
4.2
The newly introduce computerized system used for the information about human resource. This system is used for the fair implementation of HR activities and their functions which are built around a central comprehensive database of all the employees and is linked to all areas of Human Resource Management. This helps in smooth functions of HR.
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4.4
Assistant Admin
Figure 02
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20
4.6
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4.6.4 Probationer:
Probation is a period of six months which is given to both the permanent and contract employees probationer. and after the completion of this period the employees are considered as
4.7
Number of Employees at STPL Islamabad Number of permanent employees Number of contract employees Number of semi contract employees
4.8
Recruitment and selection are very important functions of the HR department, Sabro perform these function in the following manners.
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4.9
Recruitment Sources:
The STPL Recruit employees from two sources that is internal and external.
4.9.1.1 Direct Applicants and Referrals Direct Applicants are the peoples who apply for vacancy without promoting from the organization while Referrals are those peoples who are prompted to apply by someone within the organization. STPL use both the sources for recruitment.
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4.9.2.1 Advertisements in Newspapers (Blind Box Ads) HR department of STPL gives BLIND BOX Ads in the major newspapers of the country. The management of STPL believes that this generate less desirable recruits and at a grater expense. The HR manager of STPL noted to sight the two important points while advertising a job that is what to say and to whom to say. In Sabro most of the posts are of the special nature, so the company advertises these posts on Sunday in the Daily Jung and the Dawn. In these advertisements the company only gave the PO Box#, and keeps confidential the name of the company, because to avoid any sort of referrals that affects their choice of the applicant.
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Marketing Assistant 5 Accountant, C.S Officer, Excise Graduation Officer, Store Officer 6 Admin Officer, Accounts Officer
Secretary, HRO 8
Manager
Graduate, 5 years in Sabro as Manager (Only promotional post) Experience Fresh 3 years in Sabro + Test by promotion committee
ICMA, CA Inter Scale 1 2 Factory Staff Helper (Technical) Semi Skilled Worker Qualification Metric Metric
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Skilled Welder
Worker
Mechanic
/ Technical Diploma
Fresh or 5 years in Sabro + Test by Promotion Committee 2 years in Sabro + Test or DAE + 2 / years in Sabro
Junior Inspector
Supervisor
Design
Supervisor
Tech Supervisor / Web Developer / DAE / Technical 7 years in Sabro + Test Foreman / Production Coordinator Diploma BSc / BE /MCS Fresh / BCS MCS / BCS / 3 years or Trainee Eng + 1 year in BSc / BE / DAE Sabro / DAE + Test or DAE + 15 years in Sabro
10
AVP
Figure 03
Note All promotions are subject to the vacant post and minimum criteria are as mentioned in the above given table. Promotion test will be designed by promotion committee keeping in view the skill required for the post.
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4.14 Training
Training teaches the organization members that how to perform their current job and helping them to acquire the knowledge and skill which make them effective.
4.14.2.1 Conducting Need Assessment The assessment of employees in organization that what type of training and development are required and what type of skill and knowledge they need to acquire. Different
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pressure points suggest that whether training is necessary that are the new technology, performance problems, new legislation, job redesign, new services and the lack of skills in the employees which compile the organization members to give training to their employees. Some sort of training is very necessary for every organization such as firefighting training for every department and there are fire-fighting teams which consist of the young guys who are specially train for the fire-fighting.
4.14.2.2 Creating Learning Environment The training program applied by the HR manager includes specific learning principles. In the following lines some of the principles are given which is followed by the Sabro Technologies (Pvt) Ltd. Employees of the organization need to know that why they should learn Employees use their own experiences for learning Employees need to have the opportunities to practice Employees Feedback
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4.16
Employees Development
HR manger of STPL ensures that employees obtain necessary skills and abilities to perform the current and future jobs, because of the new technology will rapidly change in this field. The STPL believes in team work, for that managers and employees develop skills to be successful in a team environment. The HR management of Sabro helps employees to identify their interest in the work and goals and cope with issues such as balancing work and family roles. This area of the human resource management of Sabro deals with. Sabro HR mangers ensure that employees need the skill to perform their current job. Sabro HR managers prepare their employees for future work roles
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Sabro HR managers identify the interests of employees, goals, values and other career issues.
4.17 Orientation
Orientation is the process of introducing new employees to the organization and their work unit. When new employee comes to STPL they make an orientation program for them. They provide them a hand book, copies of necessary documents, organizational charts and job description etc to the new employees about the organization. Head of the department and HR management also introduce the new recruited employees to their concerned department and their work place. STPL also make the arrangement of an informal tea for the new recruited employees which is also attend by the higher
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management such as executives and vice president. STPL give more stress on the following points in an orientation. Emphasizing on the procedures and policies of organization. Illustrating performance standards Provision of balance work place
The moment of an employees from one position to another position, whether inter or intra departmental is known as transfer. In Sabro the transfer of employees falls into three categories.
3.18.1 Promotion
If a position is vacant and that vacant position is filled by a current employee who moves from one lower position to a higher position is known as promotion.
4.18.2 Lateral
Lateral transfer is that type of transfer in which an employees moves to another job at the same level. Such type of transfer is very common at STPL.
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calculation or determination of the wage or salary. Jobs are being evaluated on the basis of physical and mental efforts of employees and their accountability, thats why the job are categorized in different grades according to the measurable differences in leaves and responsibilities of duties. Sabro determined its wages and salaries structure to attract, motivate and retain the quality employee keeping in mind the local market the financial commitment of the establishment. Minimum wage salary at Sabro is Rs.7000 per month.
4.20.2
Following deduction is made from salaries and wages. Fine Absence from duty
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Anything which is in the custody of an employee and will damage these losses shall be deducted from the salary of that employee. Deduction under the court order Deduction for recovery of advance Deduction for the adjustment of over payment of wages.
STPL has one of the major diversity issues that there is gender discrimination, there is no female working in STPL, which are very surprising for such big organization. The 2nd thing which I noted at STPL is that the average age limit in the organization is from 20 to 30 years. The third thing which I note is that they do not entertain the disable peoples at STPL.
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4.22.6 Pension
STPL provide pension to all the permanent employees who completed their ten year of service.
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appraisal system but now they are thinking to start monthly performance evaluation system which will lead the organization towards success.
Give complete information to the employees about their performance Clarify the development needs of employees Identify that what the organization needs The performance of personal are documented
employees performance consist of the following things. Quality of output Quantity of output Time in which the output are produce Customer satisfaction Cooperation
Except these dimension of performance some general are also applied to various jobs. Specific job performance of the job identifies the most important element in a job. STPL use more than one job criteria for a job. Some time one criteria is more important for one organization and that is not so much important for the other organization. So we give weights to show the importance of several job criteria in a job. At STPL the following system is used for weighting. Development of employee Increase in revenue Satisfaction of customer Cost control Total Performance Management 35% 20% 30% 15% 100%
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For completion of MBA degree an internship program of seven or eight week is essential for every student. As my specialization in MBA is HRM therefore I join the HR department of Sabro Technologies (Pvt) LTD. Sabro is one of the largest air-condition manufacturing company and I feel that my internship requirement will be fulfill there fully, thats why I join this organization. During my internship program I have done the following activities as internee in the HR department of STPL.
5.2
Marking of Attendance
Marking of the employee and management attendance in the concerned register of Sabro technologies is my first activity and I performed this activity in a well manner. There are 22, shops and different department in STPL. In charge of every department and shop is responsible for sending daily attendance and over time record to the Admin and HR department. According to the attendance sheets received, assistant Admin officer guide me and I fills the attendance in concerned register, office staff sign in front of their names at reception. After recording the attendance in the register these attendances will we put in the computer software MRP which calculate the salary of each employee automatically?
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5.3
Fulfilling the demand of employees and management is another activity which I performed during my internship program at Sabro Technologies. If any employee or management of STPL needs any type of things such as paper, pen, pencil, stapler, first aid medicine and cleaning and washing sops I will gave them if they bring a voucher of their required item and that voucher will be dually sign by the concerned authority. My duty at this stage is that I will check the sign of concerned authority on the voucher also check the quantity and date on the voucher, if these things are correct I will then issued him these things.
5.4
Calculating the employees overtime and recording of this overtime is also my job at Sabro. If it is necessary to stop any worker after factory hours for work, department in charge fills overtime form and sign it from the general foreman and send it to the Admin and HR department. In the HR department the calculation of overtime of employees is my job responsibility. I calculate the monthly overtime record it and then prepare salaries from it, the manager Admin and HR department send the monthly overtime report to the president. Recording of the overtime of personal will be kept in register No: ADMIN/REG-10 with Admin department.
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5.5
Provision of first aid in the factory to employees is also my duties at my internship program. First aid box is available in every department for minor incidents. Approved medicines and bandage is available in these boxes. Record of use of these medicines is maintained in forms present in these boxes. Necessary medicines are provided in these boxes in first week of every month. Record of these medicines is kept in ADMIN and HR department in concerned files is my job responsibility. And if any worker is severely injured, he is sent to social security hospital. Otherwise he is treated in nearby hospital on companys expenses.
5.6
Social security card is issued to the regular and contract employees for medical facility. EOBI cards are issued to the regular and contract employers for pension /old age grant of benefits. Necessary steps are taken keep in view the age and duration of services of the workers according to the rules. Being the internee in the STPL I record these activities. Recording of the EOBI and social security cards is kept in Admin and HR department. Separate record is maintained for EOBI and security cards.
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5.7
During my internship program at Sabro I also performed the activity of receiving and distribution of company mail and recording of them in respective register. And if any type of mail is essential to any concerned authority I will forward that message to that concerned authority in the company and also outside the company. As the Head office of company is located at I-9 Islamabad, so different messages come from the general manger and also from the voice president for different concerned authority then I will forward that message to respective person.
5.8
Monitoring of the workforce is not so much easy activity which I performed during my internship program, but this activity is much easier for me with the help of Mr. Dilbar Khan Head of the HR department. Whenever he goes on the visits of factory to check the performance of employees he also call me and he guide me that how you can take much work from an employees or worker, and how can u guide an employee at work place. When a worker cannot performed their work according to the requirement, then we will guide them to performed in a proper way and if we cannot understand that work then we will call the concerned deferment authority then they will guide them in more accurate way and through this we will get more output through low cost.
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5.9
Acting as Receptionist
Being the internee in Sabro technologies I also performed the activity of receptionist. Two days at Sabro i did this job in a well manner. Any person or party comes to Sabro I welcome them. And if they need any king of information about Sabro I will tell them and guide them in a proper way, and if they want to visit any part or department of organization I will call that department and they give a guide for their guidance. I performed the above activities at Sabro technologies in a proper way with the help of concerned authority, because their guidance is available for me throughout duties hours and they always guide me in a proper way in performing my duties as internee in STPL.
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Chapter 06
6.1
Strengths
Sabro Technologies (Pvt) LTD posses following strengths in a competitive position in the following areas and will do better than their competitors. Below are the main points of STPL in which they are strong. Strong brand image Dealer Network is very Strong Strong quality, sale and service Market leader in Commercial & Split type AC Pakistan largest AC manufacturing company Strong position in home appliances Management is very strong Authority of Distribution Strong R & D department Provide free services to the customers
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other company products. Sabro Technologies also provide after sale service to their customers which make the customer more delight. This is an other way of product advertisement because when the customer is satisfied from a product then they tell about it to other peoples to buy Sabro products. Which make free publicity of STPL products?
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6.2 Weaknesses
Such like other companies Sabro Technologies also have some weakness in their business operation. If STPL overcome this weakness then it can become a market leader in the
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home appliance and Commercial AC. Sabro Technologies lose their competitive edge due to following points. Lack of Advertisement System variations Lack of Product Range Less Utilization of capacity Financial Problems
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team sells the products sometimes on hard cash that will reduce the prices of products that gives the benefits to the dealers and creates problems for the management.
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6.3
Opportunities
For Sabro Technologies there are a lot of opportunities available for the expansion of there business. If the company realize that available opportunities then it will be more fruitful and profitable for Sabro. And if the company cannot take advantage of these available opportunities then it will lose its competitive position and high profit in the market. And competitors will give him tough time to pursuing opportunities which are adopted by them. Following are the available opportunities for Sabro Technologies. Market Exploration in Pakistan. Increase in Product Range. Opportunity to Export their product.
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6.4
Threats
In this competitive era Sabro Technologies face many threats as well, these threats are both for present and futures situations. And for that company need to make its policies and strategies according to these threats. Following are some of the threats which face to STPL. Strong Competition Introducation of Chinas Product in the market Price War Slow growth rate in Pakistan
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6.4.7 Investors
There are few big investors who imports Chinese product with their own brand name which is also a very big threat for the companies and every company try to create some attention for the investors to de motivate such investment.
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Chapter 07
opportunity to participate in the seminars and lectures and the training provide will be more efficient. One of the major weaknesses of Sabro Technologies is that it doesnt make advertisement on TV of their products. Which creates hurdle in the selling of products and customer does not know the changes, which were made in the products from time to time. So for this I gave suggestion to the company to make advertisement of their product on TV and other Mass Media which will make the company more efficient. Sabro product range is very small so due to lack of products range company cannot earn more profit because consumer have high demand of their products. So I suggest that It is the main opportunity for Sabro Technologies if they increase their products range it will be more profitable for the company. Because there are more needs to develop new consumer type items like Washing Machine, Vacuum Cleaner and other items.
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REFRENCES
Sabro Technologies (Pvt) LTD Profile www.sabrotechnologies.com Salary and Compensation Project on Sabro by Ahmareen Abbas & Sana Samad Standard Organization Procedures documents of Sabro Technologies
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