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Shamim & Company Pvt Ltd.,
Submitted To: Sir. Saeed Ahmad Submitted By: MUHAMMAD IMRAN Roll No. 231 MBA (HRM) Session 2010-14
UNIVERSITY OF EDUCATION, LAHORE (MULTAN CAMPUS)
Internship Report Shamim & Company Pvt Ltd.,
To dream anything that you want to dream that's the beauty of the human mind. To do anything you want to do that is the strength of the human will. To trust yourself to test your limits. That is courage to succeed. This report has widely increased my insight knowledge. Practical experience is very much necessary in order to make yourself master in any field of life. The knowledge that the students of MBA (HRM) receive from their distinctive teachers is solely theoretical as well as practical based. Some Prof. gave us some assignments to do some practical work. Practical work plays a very important role in any field that is adopted by a student.
Internship Report Shamim & Company Pvt Ltd.,
TO MY BELOVED ALLAH & MY PARENTS Who always wishing and praying for My success in every sphere of life. I pray to Almighty Allah to Enable me to serve them So well and kindly as they did In my life especially in my childhood
Internship Report Shamim & Company Pvt Ltd.,
All prays goes to Allah Almighty who has given me courage and confidence to complete this gigantic task. But with the noble passion of hard work, nothing remains difficult. To write an acknowledgement, after the completion of an enormous task has always been very enthusiastic for me because it's the best source to thank all those whose support enable me to complete this project. After thanking God I will thank to my parents & teachers who prayed for me and without their support I might not be able to complete this internship. Special thank to my supervisor Mr. SAEED AHMAD who helped me and encourage me a lot during my MBA. I want to thank for all those personalities, who have been a continuous source of guidance during the report. I want to say thanks to all the employees of Shamim & Co. Pvt Ltd., Their attitude towards me was really very positive and appreciable. I want to acknowledge them with thanks for their help and guidance on each and every step. I made many mistakes as I had never been confronted with the business world but they never minded. They treated mc as their younger sister and forgave all my inaccuracies. But In this regard, I particularly want to thank those personalities who have been the continuous source of guidance throughout my internship. Muhammad Imran
Internship Report Shamim & Company Pvt Ltd.,
10 Organizational Structure: Chapter 2 2.1 DEPARTMENTS OF SHAMIM & COMPANY 2.5 Shipping Department 2.1 Research & MIS Department 2.2 Finance Department 2.2 Delivery system of the Company 2. Multan 1.9 Unique features of Shamim & Co.1..Table of Contents Chapter 1 1.1.2 Objective of Studying the Organization 1. .2.4 Supply Chain Department 2.K.6 Supply chain Department 2.2. HUMAN RESOURCE DEPARTMENT 3.4 Mission Statement 1.3 OVERVIEW OF THE ORGANIZATION 1.7 COMPANY QUALITY OBJECTIVES 1.8 stock keeping units (S.1 Executive summary 1.5 Vision Statement 1.3 Major and Minor Competitors Chapter 3 3.U) 1.1 General Discussion on HR Department 3.2.3 Sales & Marketing Department 2.2.6 Objective 1.2 JOB ANALYSIS • • • • • Factors and functions of Human Resource Department Involve Human Resource Planning & Forecasting Recruitment Selection Orientation & Training 07 09 10 12 13 14 17 19 20 21 23 23 23 24 24 24 24 25 25 26 27 28 29 30 30 30 33 5 Internship Report Shamim & Company Pvt Ltd.
1.14 PERFORMANCE MANAGEMENT 3. .6 D/E RATIO: 4.6 ANNEXURE Internship Report Shamim & Company Pvt Ltd.10 PROFITABILITY RATIO’S: Chapter 5 5.9 INVENTORY TURNOVER: 4.7 ASSET MANAGEMENT: 4.1.3 SUGGESTIONS & RECOMMENATIONS 5.8 Human Resource Management Forecasting: 3.5 DEBT RATIO’S: 4.5 Structure of Human Resource Management: 3.1.10 EMPLOYMENT AGENCY 184.108.40.206 Current Ratios 4.8 TOTAL ASSET TURNOVER: 220.127.116.11 FINANCIAL ANALYSIS 4.1 SWOT ANALYSIS 5.4 TIME EARNED INTEREST 4.4 SLOGANS THROUGH TIME 5..16 ORGANIZATION CAREER MANAGEMENT 3.1 LIQUIDITY RATIO’S: 4.12 EMPLOYEE DEVELOPMENT 3.• • Performance Appraisal & Management Compensation & Benefits 35 36 40 41 41 42 45 47 49 50 53 54 56 59 59 60 61 62 63 64 65 66 67 68 71 75 76 78 81 82 6 3.7 Human Resource Planning (HRP) Process: 3.1.18 SEPARATION: Chapter 4 4.6 Human Resource Planning: 3.1.15 EMPLOYEE COMPENSATION AND BENEFITS 3.2 PEST ANALYSIS 5.1.17 JOBS CHANGES WITHIN THE ORGANIZATION 3.3 ACID.TEST RATIO 4.5 REFERENCES: 5.
Automatic and computerized plants have been installed in the industry thus making it an industry which is dealing in million of gallons of beverages yearly. Market expansion. Pakistan Beverages. Pepsi Cola is among the most successful consumer product companies in the world with annual revenues of $24 billion and approximately 140. and Coke bottlers National Beverages claim that their primary goal is not to undermine the competition but to expand the market as a whole..000 employees. the bottlers for Pepsi. which was then filled with water and ice. seems to be the buzzword these days in the beverage industry. Petrol (1986). Pepsi Cola Inc. Brown and George J. and a host of other problem. 7 . and the scope for expansion becomes more than obvious.all elixirs of that time.1.1 Executive Summary According to Richard D. The Beverage industry has undergone a revolutionary change during the last couple of decades. was founded in 1965 through the merger of Pepsi-Cola Company and Frito-Lay Inc. The form of processing and the machinery used these days has developed and is very sophisticated. Pepsi Cola divisions operate in two major domestic and international businesses: beverages and snack foods. Some of Pepsi Cola's brand names are nearly 100 years old but the corporation remains relatively young. An ounce of the mixture was put into a glass. menstrual pains. Analysts believe the potential market in Pakistan is though to be enormous because the country's per capita consumption is as low as 14 bottles per year. when Atlanta chemist Doe Pemberton developed a reddish brown syrup with a smidgen of cocaine (for medicinal purposes) to compete with the many patent medicines and cure . One warm summer day Pemberton took some syrup down to will is venerable at Jacob's Drug Store in Atlanta. in fact. Internship Report Shamim & Company Pvt Ltd. His company recommended it for the relief of hangovers headaches. creating the first Cola. the history of the Beverages industry start from 1886. Compare this with a 120 bottles per year in the Philippines.
Sahiwal. Shamim & Co was established in 1967 under a franchise agreement with 7-UP to bottle 7-Up Soft Drinks. the distinguished status of being classified as "Mega Plant" in the PEPSI system. Rahim Yar Khan. Haroon Abad. Vehari. the personal and professional integrity of our people. business practices and products. Shamim & Co. This record is based on high standards of performance. Allah Nawaz Khan Tareen was the founder of the franchise and also the first Managing Director. Khanewal. Multan District. Mr. distinctive competitive strategies which are superbly executed. Shamim and Company being the largest territory in Pakistan covers the following areas. Leiah. Multan B Zone. bottles over 500 million drinks per annum which have earned Shamim & Co. Mailsi. In 1973 Shamim & Co. products are manufactured under strict quality control and conform to international quality standards set by Pepsi Cola International. Multan C Zone. Multan A Zone. This was the first Pepsi franchise in Pakistan. It is a great honor of "Shamim & Company" that it was Second Beverage Company of Pakistan that time and currently one of most famous Beverages Company of South Asia. Shamim & Co. Bahawal Nagar. Ahamad Pur. Internship Report Shamim & Company Pvt Ltd. D.Bahawal Pur. Pepsi Cola has achieved a continuing record of growth. started to bottle Pepsi Cola as well. Muzafar Garh. Okara.G Khan.Pepsi Cola's brand names are some of the best known and most respected in the world and our restaurants are named as favorites by millions of people.. 8 .
9 . The real objectives of studying the organization are based on following facts. Internship Report Shamim & Company Pvt Ltd. The purpose of studying the organization is to have practical demonstration over business principles especially to know the Human Recourse Management department.. has been working in the field of Beverage in Pakistan. Practical study of the training and development and other activities of this department.2 Objective of Studying the Organization Shamim & Co. Learn interaction of a beverage company and comparing with other firms of the same industry to make the compressive knowledge of Human Resource functions and activities • Furthermore it was also my aim to update the current information about organization.1. Understanding / Comprehension of the role played by a Human Resource Management department in any organization. I have a great opportunity to make critical analysis of this theoretical concept relating to practical experience. • • • • • I have a comprehensive knowledge about different section of Human Resource Management department.
1. that time the brand offered was 7-up 270 ml that is why it is also known as 7-up factory. Shamim & Co.3. Allah Nawaz Khan Tareen was the founder of the franchise and also the first Managing Director. started to bottle Pepsi Cola as well. primarily deals in CSD's (Carbonated Soft Drinks). Shamim & Co. Multan is currently enjoying 80% market share in the franchise which is the highest for any Pepsi Cola Franchise in the world. bottles over 500 million drinks per annum which have earned Shamim & Co. Shamim & Co. Shamim & Co. The company's 1st production was in 1967. Shamim & Co. It is a great honor of "Shamim & Company" that it was Second Beverage Company of Pakistan that time and currently one of most famous Beverages Company of South Asia. is one of them that is situated at District jail road Multan. In 1973 Shamim & Co. Mr.3 OVERVIEW OF THE ORGANIZATION 1. was declared "Bottler of the Year" in the region for outstanding performance.1 Brief History of Shamim & Co. products are manufactured under strict quality control and conform to international quality standards set by Pepsi Cola International. There are 9 franchise of Pepsi Cola international in Pakistan. Other franchise of Pepsi Cola are Peshawar and Quetta that are described above. (Pvt) Ltd Multan Shamim & Co was established in 1967 under a franchise agreement with 7-UP to bottle 7-Up Soft Drinks. 10 . the distinguished status of being classified as "Mega Plant" in the PEPSI system. Shamim & co.. Internship Report Shamim & Company Pvt Ltd. This was the first Pepsi franchise in Pakistan. Pepsi Cola international franchise Shamim & company covers 17 districts & 134 stations. Multan has very committed staff and this is the reason that Shamim & Co.
Company is currently passing through the phase of hiring new experienced '& more competent sales staff in order to increase the share to 90% and above. Internship Report Shamim & Company Pvt Ltd. 11 .. As far as distribution is concerned company has a very well-established distribution network covering whole of the franchise areas.
We seek to produce healthy financial rewards to investors as we provide opportunities for growth and enrichment to our employees. And in everything we do. we strive to act with honesty.. Internship Report Shamim & Company Pvt Ltd.4 Mission Statement Our mission is to be the world premier consumer products company focused on convince beverages. 12 .1. our business partners and the communities in which we operate. fairness and integrity.
Retirement. Education and development. the organization's needs and the needs of our employees and their families like enhanced career opportunities. Medical. 13 .5 Vision Statement Their vision statement is "We were number 1. and we will be number I". dental and prescription coverage Flexible spending accounts. Tuition reimbursement. matching charitable donations.. Internship Report Shamim & Company Pvt Ltd. Our collective success depends on our effective strategies. Vacation time. Disability. Life insurance.1. we are number 1. Scholarships.
Internship Report Shamim & Company Pvt Ltd.1.1 Nature and Profile of Shamim & Co. We strive to understand customer's needs and demands in order to increase their satisfaction level.: Shamim & Co.6. 14 . a territory that covers almost 150. We provide a complete business package to our retailers including horizontal and vertical bottle coolers.6 Objective The ultimate objectives of our business strategy are to increase volume.m. expand our share of worldwide nonalcoholic ready-to-drink beverage sales and maximize our Long-term cash flows.. caters the needs of over twenty million people through more then 22000 outlets out of which 14.000 Sq. cash credit. 1. has an extensive network of Distributors and well-trained sales staff to market and distribute the products in whole of the southern Punjab. Shamim & Co.000 are exclusively Pepsi Cola retail outlets. etc. point of purchase advertising. Pepsi-Cola International has keen focus on enhancing value for the customers and helping them grow their beverage businesses. k.
: The first product of Shamim & Company was 7-up. But currently the Company is • Pepsi Cola • Diet Pepsi • 7-up • Diet 7-up • Mirinda • Mountain Dew Internship Report Shamim & Company Pvt Ltd.6.2 offering: Product Line of Shamim & Co..1. 15 .
.Internship Report Shamim & Company Pvt Ltd. 16 .
17 .7 COMPANY QUALITY OBJECTIVES Corporate objective of Shamim & Company is to continue to build a strong company which provides value to its all stakeholders.7. Company will accomplish this mission through its commitment to the following four key components.1 • • • • CONSUMER FOCUS Shamim & Company focus CPQ (Consumer Perception of Quality) Benchmarking Up-gradation of Quality Measurement System Sensory & Appearance Testing 1.7.2 SUPPLIER APPROVAL To strive for continuous improvement in the quality of Incoming Raw Materials and Packaging by: Vendor Certification Approval 1. Methods and Manuals Trade Age Management Laboratory Validation & Up-gradation Internship Report Shamim & Company Pvt Ltd.7.3 PLANT AND TRADE To upgrade technological capabilities by the acquisition of latest tools & technology recommended by PCI to drive Quality Evolution: • • • • Statistical Process Control Standards..1. 1.
4 • • • PEOPLE AND ORGANIZATION Training Process Ownership Empowerment To share ownership for Quality with everyone at all levels through: Internship Report Shamim & Company Pvt Ltd.1. 18 ..7.
we are offering cane packing of all that brands that are offered in SSRB. It can also be called as “Deposable” o It has 300ml quantity. 1 litre glass. • NRB This stand for “Non Returnable Bottle”. o Here Diet Pepsi & 7-Up are also available to enlarge the range of group. 7-Up and Mountain Dew.K.U is the different packings of the brands. • Pet Bottle (1. Internship Report Shamim & Company Pvt Ltd..1. • LRB This stands for “Liter Returnable Bottle” this includes Pepsi. Buddy pack.Further categories are as: • SSRB This stands for Single Serving Returnable Bottle (Regular) We are offering Pepsi.K. Mirinda.K. This group includes Pepsi. 7-Up & Mountain Dew in this group. availabale S. Mirinda & 7-Up. Mirinda. Mirinda. Can 330ml. This group also does not have Mountain Dew in their family. We are not offering Mountain Dew in this class. 7-Up.5 Liter) o This includes Pepsi. Mirinda & 7-Up. Like if we take Pepsi as a brand. 19 .K.8 Stock keeping Units (S. Including Pepsi. 1 litre pack.U of the company are 54. • Cane Packing. Diet Pepsi & Diet 7-Up. Half litre pack etc.U): S.U are 250 ml standard. The available S.
Internship Report Shamim & Company Pvt Ltd.1. Also declared It enjoys 80% market share which is the highest for any Pepsi Cola Franchise in the world. Multan: The Company has following distinguishing features: • Shamim & Company covers the largest area/territory among all Pepsi franchises in Pakistan. 20 .9 Unique Features of Shamim & Co.. • Shamim & Company has won quality awards at international level.
Mr Amir Hameed General Manager Technical. 21 .1. Mr Alamgir Khan Tareen General Manager Sales & Marketing.. Mr Ahmed Abdi Manager Shipping. Mr Sohail Butt Manager Sales Information System & Research (SIS). Mr Asmat ullah Baig General Manager Finance. Mr Major Farooq Internship Report Shamim & Company Pvt Ltd.10 Organizational Structure: Managing Director. Kamran Ahsan Manager HRD. Mr.
Internship Report Shamim & Company Pvt Ltd.. 22 .
. Internship Report Shamim & Company Pvt Ltd. the department has eliminated much work load.2 Finance Department This is one of the most important departments of this organization. Another job of this department is to make the complete record all financial and non-financial transactions made inside as well as outside the organization. 2.1. they analyze their resources and then concise other reports and gives the whole budget the organization can afford. • Sales & Marketing Department • Production Department • MIS Department • Research & SIS Department • Finance Department • Cash Department • Human Resource Department 2.2. The department is working with a small setup & satisfying the information requirements of the organization with a small staff and developed a setup. paper work and saved a lot previous time. is playing in this regard. 23 . This department made the financial plans of the organization.1 DEPARTMENTS OF SHAMIM & COMPANY There are seven main departments of Shamim & Company.1.1 Research & MIS Department MIS department of Shamim & Co.
selecting. It serves the role of coordinator or middleman between production and sales. Human Resource Department ensures that the job vacancies are filled by appropriate persons. 24 . Any malfunction in empty receiving.6 Supply Chain Department This department proves to be back bone for the company. liquid stock and distribution directly affects sales. 2.2. compensation etc. 2. Ensuring appropriate quantity and on time availability of empty & liquid stock is utmost important. training. Human Resource Department deals with every matter regarding workforce 2.4 Human Resource Department Human Resource Department is responsible for all activities regarding recruiting. Shamim & Co.1.1. hiring. Pvt. storage.3 Sales & Marketing Department Sale and marketing is the most important department of any beverage company. bottleneck or disturbances will slowdown the whole operations. and supply to plants. has a very aggressive and hardworking Sales and marketing department. This is a complete chain or cycle and any weak link..5 Shipping Department Shipping is a very critical area for any beverage organization. this department should be proper planed and managed.1. To maximize the sales and profit. It performs various functions that are: • Generates Inventory Reports • Policy making • Contacting with suppliers • Planning for future activities regarding inventory Internship Report Shamim & Company Pvt Ltd.1.
2.2. 25 . 2.2 Delivery System of The Company The company is following two types of delivery systems.. The company sales products on low prices and also commissions are there. The company uses its own distribution system.2: Indirect delivery System: Most usable system of NBC that is they sell to distributors and then distributors uses its own resources to sell the products. Internship Report Shamim & Company Pvt Ltd.2. 2.3 Major and Minor Competitors: • • • • • • • • • Coca Cola Gourmet Cola Muree Beweray Shandy Cola Shezan Red Bull Kooler Cola Boomer Cola Other Local Made.1: Direct Delivery System: The Company spends its own resources to sell directly to the retailers.2.
26 . HUMAN RESOURCE DEPARTMENT Internship Report Shamim & Company Pvt Ltd..3.
3. 27 . The department of Human resource is working efficiently in the company from approximately 4 months.. The basic functions of this department are • Job Analysis • Preparation and collection of applicants information • Recruiting • Selection • Placing • Specifying jobs and roles • Training • Evaluation • Feed Back • Career development • Out sourcing • Preventing violence in the workplace • Ensuring safety at the workplace • Transfer and promotions Internship Report Shamim & Company Pvt Ltd.1 General Discussion on HR Department: FIRM department plays a vital role in each organization.
the main activities. duties.1 Job description Human resource Division analyze each job and the it's required Out comes.3. SCL clearly defined everything that the applicant face no difficulties for application to see the criteria defined he lies are not.2. Step 2: Ask about more general aspect such as the job purposes..2.requisite for the job arc defined for example: • • • • Qualification required for a job Skill required for a job Experience required for a job Age Limit Internship Report Shamim & Company Pvt Ltd. 28 . 3.2 JOB ANALYSIS Following steps should be taken by the SCL: Step1: Obtain Documentary information such as procedure manuals and written instruction. Formulation of Job Specification and Job Description: 3. Job analysis is done by analyzing the past experience and emerging trends. and specifications about each job. SCL holds documents about terms. In all the area of the jobs the pre.2 Job specification SCL also has well developed criteria for each job in term of the job specification. responsibilities. Step 3: Ask the jobholders about the job. Step 4: Observe the jobholders to see what they actually do.
Team Tracking Department The Personnel Department (Strategic & Operational Role) Functions of Team Tracking Department include: • • • • • Planning & forecasting Recruitment & selection Orientation & training Performance appraisals & management Compensation & benefits Internship Report Shamim & Company Pvt Ltd. Administrative Role and employee's advocacy Role. Out of these roles only strategic and operational role is exercised in SCL HR department. II. Operational Role. 3..2. where as the administrative role is exercised by the personal department. I.2.1.3. Division of HR Department in SCL The Human Resource department is divided in two Sections.3 Factors and functions of Human Resource Department Involve: • • • • • • • Human Resource Planning & Forecasting Recruitment Selection Orientation & Training Performance Appraisal & Management Compensation & Benefits Career Development Roles of the Human Resource Department include Strategic Role. 29 .3.
Assessing Current Human Resources Assessing Future Human Resource Needs (forecasting) Developing Action plans to meet the HR needs 3. and at the right times. Agencies regarding legal matters HRIS of permanent employees Salary structure Bonus schedule Gratuity plans Annual routine increments Labor force management system Planning of direct & indirect labor Recruitment & Decruitment of Labor Division of labor among different department 3.3..2.2. 30 . It helps avoid sudden talent shortages and surpluses resource planning.2.Functions of Personnel Department include: • • • • • • • Retirement benefits (Administrative Role) Liaison with govt. out of which qualified candidates for job Internship Report Shamim & Company Pvt Ltd. Recruitment & Selection in SCL Recruitment is the process of seeking & attracting pool of people from Labour Force Population to short listed applicant pool.3. Forecasting is the process of deciding what positions the firm will have to fill and how to fill them. HR Planning & forecasting in SCL HR Planning is the process by which managers ensure that they have the right number and kinds of people in the right places.3. who are capable of effectively and efficiently performing their tasks.
pk Campus Recruiting (Job Fairs) By Promotion By Transfers New Vacancy Replacement Vacancy Company Own Data Bank • • • Physical Filling Record of Dropped Applicant C Vs. and attracting capable applicants. It is the process of locating.vacancies can be chosen. 31 . priority will be given to the best available in house source. HRIS (Internal) Company Data Bank. HRIS (External) References based applications which have been tested Internship Candidate CVs CVs from Previous Advertisements (not selected in past) Internal Recruitment: is done by evaluating the current employees Data Base. identifying.. Potential candidates (employees) are short listed depending upon their skill. On Successful Interviews candidates are promoted or transferred. • • Internal recruitment • • External recruitment: • • • Job Posting in News Papers Job Postings at employment sites such as www.Rozee. knowledge and experience and then referred to concerned department heads for final interview. and work with more dedication. Identification of vacancies to be filled. (External) Company Employees Data Bank. Internship Report Shamim & Company Pvt Ltd. Internal Promotions and transfers play very important role in boosting morale and motivation level of existing employees as the team members become clear that in case of any opportunity.
Education. External Recruitment: In case of Middle Management Recruitment preference is given to well known employment Agencies (like Abacus Consulting or KPMG).Steps of Internal Recruitment include: Selecting Suitable Candidates based on the data available in CVs Preliminary Interviews by Team Tracking Department. (Focus on IQ & Team Working Capabilities) Panel Interview Job Offer. 1st Preference: On the basis of information supplied. After Final Interview selected candidate's profile is sent to the MD (along with recommendation and proposed Salary Package) for Appointment Approval. Steps of External Recruitment & Selection include: Employee Requisition is send to HR Department. employment status. In Case of Line Managers and support staff recruitment SCL uses its own Team & Tracking Department for recruitment. salary offered. Aptitude Test. This form is required to fill by the requested department.. if application population is not available in HRIS then advertized in news paper and on employment websites to gather the applicant pool. 2nd Preference: Job Posting by External Agency on Behalf of SCL _ 3rd Preference: HR Consulting agency such as abacus Consulting mdip3iV&r~ Screening of Applications for Interview Calls " Preliminary Interviews according to Job Specification Tests according to Job Specification Internship Report Shamim & Company Pvt Ltd. contains particular information required for that job such as JDs. specialty area. the HR Department gather the application population from the HRIS. HR Department than issue a form to the department from which requisition is raised. Experience. 32 .
for final Selection.4.3. Orientation in SCL As far as concerned SCL.3. 3.5.. Orientation is mainly informal by assigning the job to any senior member to introduce the newly appointed employee: Introduction to department peers and seniors Key members of other departments Product line of the company Role and functions of department Organizational chain of command Administrative policies Cultural orientations Working styles of departments 3. These performances GAP are then categorized as: Resource GAP Competency GAP Motivational GAP Internship Report Shamim & Company Pvt Ltd.2.2. In order to analyze the need of training. rules and attitude to enhance employee's performance and maintain the organizational competency to attain competitive advantage over the industry. Training in SCL It is the process that involves the acquisition of skills. HR Department than recommends Potential Candidates to concerned Department for Final Interviews by SCL Management depending upon the acceptance of the offer by the applicant and availability to fill the vacancy within specified time. concepts. employees and departments are appraised for GAP analysis. Panel Interviews by Department Head along with AM Team & Tracking Dept. 33 . Selection ratio is very limited that is around 5% and acceptance rate is 100%.
Training in SCL Include: Internship Report Shamim & Company Pvt Ltd. then the company may apply on behalf of that employee to grant the scholarship. HR department is responsible for all arrangements. Training initiatives could also be raised from any particular departmental head for their subordinates. Beside all these short term trainings. This form only covers the employee feedback and collected formally.. HR department circulates a form required to fill by the trainees covering the trainee's satisfactions. the company then analyzes the option of internal trainer or external trainer. In case of external trainer than training contents and modules are finalized against the trainer fees. After finalizing the need for training. ambiguities and need to revise the training etc. Manager of the concerned department is asked by the General Manager about the effectiveness of training. training effectiveness. This is just verbal practice and will never be the part of evaluation record. but in case of SCL there is no any practice. Additionally. Some time companies also grant scholarships covering whole or partial financial aid to that employee for long term trainings or up gradation of academic profile. Labour Department that if an employee is working with same organization for certain time and he/she want to upgrade academic profile by taking advance studies. re-producability. there is a provision in Govt. Delivery of Trainings (Scheduling and Arrangements) and evaluation of trainings (Trainings tests and Performance Measurements). availability of trainers and trainees and scheduling. Effort GAP Constraints GAP On these bases trainings are planed which cover training assessments (GAP Analysis). 34 . design of trainings (Contents). In SCL the frequency of performance appraisal is quarterly which give the employees assessments and helps in recognizing the need for trainings. On the spot customization of contents could also be exercised subject to negotiations with trainer on fees issues. Sr. After one week of training. resources.
3.2. where new level of training is required than trainers are outsourced and they are highly paid. 3. In House Training Seminars.. Performance Management System in SCL Performance management is a process used to identify.6. 35 . time variances. encourage. evaluate. training through the expert management staff within the departments (Mentoring) and at Manager Level. improve. This could also be carried out for inter departmental compatible jobs. inter departmental trainings sessions are also conducted to improve the horizontal communication and coordinations. measure. rewarding employee performance on the basis of quality and quantity of work assigned and achieved. Job Rotations these are by virtue of working with other department culture and understanding the working ethics and enhance knowledge. Different Methods are used in Different Department for Evaluation of Employee Performance: Sales & Distribution Department • • • • Achievement of Targets Supply of Products as per demand Production Department Yield Percentage (Productivity) Quality of the Product • • Finance Department Management By Objectives (MBO) 360 feed back Internship Report Shamim & Company Pvt Ltd. This type of training is much more expensive than in house training. absenteeism and duty hours completions and over all conduct of employees such as competiveness and attitude within organization to establish and evaluate an individual's job performance to achieve goals and objectives. Technical and Job Based Training are also organized from Reputed Consulting Firms.
In case of 360 appraisals: co workers. subordinates and supervisors appraise within the department at offices level and executive level evaluations. 3. Compensation System in SCL It is define as what employees receive in exchange for their work. a meeting is held in which competency and skill form of respective employee is filled which includes self evaluation.3. 36 . managers and coworkers or peers. warnings before dismissals and downsizings. While in case of Assistant Managers and Sr. In SCL only administrative role of performance appraisal is practiced. additionally interdepartmental evaluation is also exercised. Appraisal sources include self evaluations. 360 appraisal forms are already collected for that employee before MBO meeting and also discussed weak areas of 360 appraisal report. social effects) and extrinsic (tangible and money matters). subordinates. In case of MBO appraisals: quarterly objectives are set by the respective supervising Manager in term of objectives and job descriptions. identify areas of growth and HR development plans. Managers. supervisors. cross checked by the supervisor and finally variances are discussed with the employee in meeting. The synonym of the compensation system is reward system. There are two types of reward systems Intrinsic (intangible.7. psychological.. Whereas organizational role of performance appraisal is also important which include HR inventory strengths. Components of reward system include: Direct Reward Indirect Rewards Internship Report Shamim & Company Pvt Ltd.• Job Description Performance Role of performance appraisals includes compensations (money rewards). Frequency of this performance appraisal system is quarterly but only three quarters are implemented as one month is consumed in each quarter for data collections. At the end of each quarter.2. promotions (uplift in hierarchy).
Base Pay (individual) • Wages • Salaries • Bonuses Variable Pay (individual, dept., org) • Stock options • Incentives
Insurance Paid time off Retirement Pensions Worker's compensations
Objectives of Compensation Include: level Employment benefits includes: benefits and services that employees receive as indirect compensation; these benefits are of different nature such as Legal Benefits, Retirement related, Insurance Related & others. Legal benefits include: Social Security, unemployment compensation and workers compensations. Retirement related benefits include: Pension plans & Preretirement plans Insurance related benefits include: Health Insurance, Dental Insurance, Life Insurance and Accident & Emergency Insurance. To attract and keep the desired quality and mix of employees To ensure fair and equitable treatment To motivate employees to improve their performance continually To ensure compensation is maintained at the desired competitive
Benefits in SCL:
For Higher Management • • • Company Provided Transportation Pick & Drop Facility Free Accommodation
For All Staff Members
Internship Report Shamim & Company Pvt Ltd.,
• • • •
Medical Benefit Life Insurance Paid Holidays Paid Medical Leaves
LEGALLY • Social Security
INSURANCE • • Life Insurance Health Insurance
Labour Union Relations in SCL
In SCL there no labor Union exists. However all the labor related issues are handled by Personnel Department and play advocacy role on behalf of Labour to the Top Management.
3.4.1 Preparation and collection of applicant's info:
Resumes are collected from applicants. Already present resumes are also collected which are resulted from walk ins and write ins.
Evaluation of employees is done by using software. This software helps the HR department in evaluation of employees. Evaluation is done on monthly basis.
3.4.3 Feed Back:
For feed back company uses the 360 degree rule. This enables the HR department to get feed back from every level and every side. Further feed back is provided and received by each employee.
Internship Report Shamim & Company Pvt Ltd.,
3.4.4 Career development
Career development is the important function of the HR department because all the training programs are initiated by this department and therefore it plays a vital role in career development.
HR department also outsource employees which are above manager level. For this purpose this department gets services of a recruiting agency named "Abacus Recruiting Agency Lahore". So Shamim and Co. acts as a client of this agency for hiring of staff members above manager level.
3.4.6 Ensuring safety at the workplace
Providing safe working environment to the employees in the responsibility of the HR department and it has a check over it. Particularly employee's safety is ensured in tile production department in order to avoid the loss.
3.4.7 Transfer and promotions
All the transfer and promotion decisions are made by the HR department. But in case of senior manager a meeting is conducted and the decision is made whether to promote or not.
Internship Report Shamim & Company Pvt Ltd.,
Structure of Human Resource Management:
The structure for Human Resource Management starts from Executive Inchgarge of HR and then Assistant Executive Incharge for HR and then coordinator. The post of coordinator is of two types which include Region Vise and Branch vise. The structure is as under:
Internship Report Shamim & Company Pvt Ltd.,
Internship Report Shamim & Company Pvt Ltd.’s overall purpose and basic business scope and operations it provides information. • Recruiting • Selecting • Hiring • Orienting • Training and retraining • Motivating • Coaching • Mentoring • Counseling • Recognizing achievements • Empowering • Communicating • Evaluating • Promoting • Laying off • Dismissing 3.6 Human Resource Planning: The processes by which management ensures that it has the right personnel. 41 .7 a) Human Resource Planning (HRP) Process: Determine the organizational mission It states Shamim & Co. or in other words.. Human resource planning refers to the planning of human resource functions. planning how human resource management will be executed. who are capable of completing those tasks that help the organization.3. reach its objectives.
’s HR department identifies opportunity. Shamim & Co. uses different techniques to determine the human resources required that involve identifying the jobs.1 • • • • These are steps of HRP process. Additionally. Document the Internship Report Shamim & Company Pvt Ltd. These goals are specific.. strength and weakness that can be faced by the Shamim & Co.b) Scan the organization environment: This is known as SWOT analysis through this process Shamim & Co. Use several methods and cross-check your findings to obtain the most accurate results. Determining the objectives Defining skills required to meet objectives Determine additional human resources requirements in light of current HR. 3. Forecasting methods typically includes using past data to predict future staffing. and departmental goals are selected at this step. threat. Conduct a detailed job analysis for each function by company and list the policies and procedures required to complete each task. 42 . c) d) S e t s t r a t e g i c g o a l s : Set specific long term and short term goals and Formulate a strategic plan: Course of action is designed to meet strategic goals objectives. Step 1 Analyze work operations. challenging and measurable.7. skills and knowledge required by those jobs and the performance level of the current workforce. benchmarking and modeling techniques to estimate workforce staffing numbers.8 Human Resource Management Forecasting: Shamim & Co. can use survey. Using this data. Develop action to meet the anticipated HR needs 3. it can forecast hiring or reorganizing needs for both the short and long term.
Step 3 Use calculators available from the Society of Human Resource Management to calculate metrics such as the “average length of service” and “90-day turnover” rates based on its current human resources data. For example. Examine the input and prepare a forecast. Experts typically do not share their opinions with each other.. Step 2 Conduct a series of online surveys using the Delphi technique--asking several experts in Shamim & Co. Send the forecast to the original participants to get their new input. their opinion on forecasting needs based on their experience managing the employees in your organization who directly contribute to the creation of products or services.standard output per hour per person. Step 4 Read reports available from the Department of Commerce on workforce planning needs to help you learn about trends and forecast your budget for hiring. Internship Report Shamim & Company Pvt Ltd. Use this information to help predict future staffing needs. Repeat the survey process until all participants reach consensus that the forecast appears accurate. training and paying staff required to compete in a global marketplace. Determine the desired level of output in order to calculate the number of people you need to produce that volume of operations. Create and distribute the survey using a tool to gather data. 43 . the Department of Defense estimates it spends huge amount annually to support workforce foreign language needs.
Shamim & Company can more accurately guide workforce planning efforts for all skill areas such as information technology and knowledge management. create action plans to address shortages.Step 5 Document the forecasting process and follow it consistently throughout the company so that all managers align their forecast to your strategic direction. Internship Report Shamim & Company Pvt Ltd. 44 . implement plans to hire and retain skilled personnel and evaluate forecasts on an ongoing basis.. Using this model. identify skill gaps.
.10. 3. and telephone number. 3.1 POLICY It is the Company’s policy 1. skills and accomplishments.11 EMPLOYMENT SELECTION PROCESS All of the process from recruitment to training is done in the main head office of Shamim & Company in Lahore.10 EMPLOYMENT AGENCY Shamimn & Company does not consult any employment agency for its recruitment process. To lay down procedures for recruitment and promotion of employees.11. Or it might be a comprehensive personal history profile. 2. To lay down procedures to select right men for the right jobs on merit in order to attain optimum efficiency and productivity 3. The application might be a form on which the person gives his or her name. Especially daily Jang will be preferred for advertisement.10.2 APPLICATION FORMS Almost all organization requires job candidates to fill out an application.11. Selection process consists of following procedures. 45 . 3.3. 3.2 OBJECTIVE The objective of the policy is: . Internship Report Shamim & Company Pvt Ltd. detailing the person’s activities. address.To establish a fair & rational system for recruitment and promotion of employees.1 ADVERTISING MEDIA Advertisement is done through print media as Newspaper in order to attract applicants.
4 WRITTTEN TEST In Shamim & Co. Interview process is done in the main head office Shamim & Co. The quorum for selection board will be 50% of the total member of selection board including HR Manager. 3. 46 . 3.11. will be appointed through advertisement in the Press except grade S4. Internship Report Shamim & Company Pvt Ltd.11.11. 2. as laid down in the Recruitment Procedure for Council Employees attached as Annexure to regulations. Those applicants who qualify are invited for an interview. he may request any member of selection board to chair the Board. If President of selection board can not chair due to any reason.11.3. 1.6 EMPLOYEE’S PLACEMENT Selected employees are appointed to the position for which they are selected at desired of Shamim & Co near to his home station etc.5 INTERVIEW Short listing is done on the basis of academic record and written test and these short listed candidates are called for an interview. The criteria of written test are change upon nature of job 3. The recommendations of the selection committee shall be referred to the competent authority for final selection and approval. The test includes almost all areas depends upon nature of the job. All employees of the Shamim & Co.3 SELECTION BOARD/COMMITTEE The Competent Authority may constitute the selection committee for recruitment of employees. written test of all applicants is conducted by the HR Department.. 3. at Lahore.
Such appointments vary with the variations in season.3.11. A more highly-skilled workforce can accomplish more and a supervisor's group can accomplish more as employees gain inexperience and knowledge.12. Employee development programs make positive contributions to organizational performance. development was one of the top three retention items. Employee development programs make positive contributions to organizational performance. A more highly skilled workforce can accomplish more as the individuals gain in experience and knowledge. retaining an employee saves the organization a great deal of money. Develop New Managers 3.1 WHAT IS EMPLOYEE DEVELOPMENT? Employee development is a joint. 3. 3.13 WHY SHOULD EMPLOYEE SKILLL & ABILITIES BE DEVELOPING? Employee development programs make positive contributions to organizational performance. In addition. and abilities. Recognizing and developing high-potential employees Internship Report Shamim & Company Pvt Ltd. In research conducted to assess what retained employees. Successful employee development requires a balance between an individual's career needs and goals and the organization's need to get work done.. A more highly-skilled workforce can accomplish more and a supervisor's group can accomplish more as employees gain inexperience and knowledge. on-going effort on the part of an employee and the organization for which he or she works to upgrade the employee's knowledge. 1. 47 . Improve Employee Performance 2. One method of retention is to provide opportunities to develop new skills. skills.7 APPOINTMENT OF TEMPORARY (Daily Basis) The Production Manager with permission of HR Manager and Director may appoint any person on temporary basis depending on the requirements.12 EMPLOYEE DEVELOPMENT 3.
3 RECOGNIZING & DEVELOPING HIGH POTENTIAL EMPLOYEES Pinpointing and developing high-potential employees is the main ingredient to ensuring your organization's continued success. 48 .13. Internship Report Shamim & Company Pvt Ltd. 3.13. as opposed to the real responsibilities of the position. techniques and guidance are provided to make a successful transition from being a member of the team to leading the team. it is vital that appropriate tools. motivations and growth opportunities. Whether it's preparing them for a high-level role or helping them take on more responsibilities. Caliper can help new managers hone the skills required for making decisions. When individuals have clear expectations and learn specific strategies for maximizing their potential and improving performance.. in-depth developmental plan for each of your employees by pinpointing their abilities. When people are promoted to management positions for the first time. communicating effectively and getting projects completed through delegation. motivated and invested in their own professional development. developing others. Caliper can work with you to discover the competencies necessary for success in your organization.2 DEVELOP NEW MANAGERS Most people in managerial positions have had little or no management experience or training before taking on their current roles.3. managing priorities. acknowledging your top performers will help you retain valuable employees and set them—and your company—up for future success.1 IMPROVE EMPLOYEE PERFORMANCE We can create a customized.13. they feel valued. as well as in the growth of the company 3. And problems often occur because the individual's initial expectations. are entirely different. to conduct Three Sixties to determine who has leadership potential and to begin development programs so your high-potential employees are ready take on more responsibility when you need them to.
1. is one of the major sources of low productivity.14 PERFORMANCE MANAGEMENT 3.14. The messages that move between the owner. One classic example is that business owners tend to assume that employees and managers see things the same way they do.14. Appraisal shall primarily be done by the immediate supervisor on prescribed Performa’s.. teamwork. pear relationship. Internship Report Shamim & Company Pvt Ltd.1 SETTING PERFORMANCE STANDARD & EXPECTATION The success of your business is directly related to the commitment and productivity of the people who work in your business.2 PERFORMANCE REPORTS WRITING PROCEDURE Every employee will be appraised on the basis of his / her performance. communication skills. Most people dislike discussing declining performance with their employees. 49 . general conduct. are underutilized in their role sat work. 2. The appraisal shall be done on yearly basis for the period ending June30 for each employee. Managers tend to lower their expectations (unconsciously) so that they will not have to confront employees. or miscommunication. They will often negotiate/bargain the job down to a more comfortable level 3. And yet it is generally recognized that 60% of employees. Employees have a tendency to protect themselves from possible failure by pushing back on what is expected. So what are the factors that contribute to low performance standards and expectations? Communication. and so actively avoid having to do so by reducing heir expectations of what’s required. achievement of goals. employees. or more.3. and academic and professional qualifications. managers and even customers are not understood in the same way.
Competent Authority will finally approve the recommendations. The increment of an employee may be withheld on account of unsatisfactory performance or on account of disciplinary action based on misconduct and the employee shall be informed accordingly..15. 3. 3. The performance increment shall accrue on 1st July each year subject to the condition that the employee will be entitled to the increment if he/she has rendered at least six Internship Report Shamim & Company Pvt Ltd. The increment annual shall accrue on 1st July each year subject to the condition that the employee will be entitled to the increment if he/she has rendered at least six months continues service on 30th June. The process of performance appraisal shall be initiated by the Administration / HR Department of Shamim & Co.1TYPES OF COMPENSATION AND BENEFITS These are the following types of compensation and benefits are in Shamim & Co.1 ANNUAL INCREMENT IN THE SALARY The Chairman will issue increment policy for each year (1st July – 30 June)and appointing authority for the various posts will sanction annual increment to the employees as per increment policy issued by the Chairman for that year. and shall be completed within 3 week of receipt of performance appraisal forms by the respective in charge. While rating and employee on two extreme positions in “outstanding” or “bad (unacceptable)” the appraiser will justify by recording his comments giving particular instances for arriving at such conclusions.1.2 PERFORMANCE INCREMENT The Chairman will issue increment policy for each year (1st July – 30 June)and appointing authority for the various posts will sanction performance increment to the employees as per increment policy issued by the Chairman for that year.3.15.. The annual increment will be given to all employees as per increment policy for the year.1. 5. 3.15. 50 .15 EMPLOYEE COMPENSATION AND BENEFITS 3. 4.
1.1. 3..15. payable in the event of his/her death during service in accordance with the terms & conditions of Group Life Insurance Scheme approved by the Council.1. The performance increment will be give to the selected employee’s base on the overall performance evaluated of the employee during the year as per increment policy for the year 3. 315. account to Employees account.months continues service on 30th June. secretariat Employee from Shamim & Co. 51 . Internship Report Shamim & Company Pvt Ltd. A deduction@ 10% of the basic pay shall be made from the salaries with equal contribution for Shamim & Co.15. The administration of provident fund will be done by the trustees house in Human Resource Management Department in accordance with laid down provident fund rules /regulations approved by the Council and as permissible under income tax laws.3 SPECIAL ADDITIONAL MERIT INCREMENT The Chairman may grant special additional merit increment to any employee based on his/her exceptional services / performance beyond the call of the duty 3.1.6 Group Health Insurance Scheme Under the Group Health Insurance Scheme hospitalization and other charges for treatment at a hospital other than food shall be provided to all permanent employees and their families through a health insurance scheme in accordance with the terms & conditions of Group Health Insurance Policy.5 Group Life Insurance Scheme All permanent employees will be insured under a group life scheme for the amount prescribed from time to time by the management. Premium under this scheme shall be fully paid from Shamim & Co.4 PROVIDENT FUND An employee after confirmation in service shall be entitled to become the member of the employee provident fund scheme of the Council. accounts to all employees respectively.15.
it may be accumulated for two years incase earned leave is refused due to exigency of service. 52 .7 Leave Fare Assistance Permanent employees shall be eligible to leave fare assistance equal to one month gross present salary in a calendar year for completed year of service provided the employee is granted earned leave for not less than 10 days at the time of availing the LFA.1.. The period of earned leave in any will not be less than 10 days.The Chairman is authorized to frame the health insurance policy and approved the terms and conditions of health insurance with reputable insurance companies subject to Council ratification.15. However. 3. Leave fare assistance is to be availed in the same year it is granted. Internship Report Shamim & Company Pvt Ltd.
If you are unsure where to start we suggest you begin with 'What I want and what I have to offer' 3. working conditions. Think hard about what you enjoy. and skills you will need to achieve your career goal 2. Assess your skills and interests. You may find you have already explored some of them. The career that matches your skills. Compare your skills and interests with the occupations you’ve selected. Select a school that offers a college degree or training program that best meets your career goal and financial needs. such as educational requirements. Ideally you should start the process well before your final year. but the commitment to tackle the process must be yours.16. and personality the closest may be the career for you.1 TEN STEPS TO PLANNING YOUR CAREER 1. interests. Develop a career plan. Think about what you want to do and find out more about the kind of training. An effective career plan requires all the elements in the career planning.Careers service staff are keen to help. but you can start at any stage. education. future outlook. 3. begin saving for college..16 ORGANIZATION CAREER MANAGEMENT Career management/planning are the process of making and implementing career decisions. are good at. 7. and anything else that can help you narrow your focus. Find out about financial aid to help support you in obtaining your career goal. Choose your career goal. Find out more about the nature of the jobs that interest you. Once you've decided what occupation matches up best with you. and the values you hold. Research occupations. You should find the process helpful whether you have a clear vision or no ideas what you want to do and you should be able to apply this process throughout your working life . what you Internship Report Shamim & Company Pvt Ltd. It really does not matter where you start as long as you cover all the elements. 4. then you can begin developing a plan to reach your career goal.3. salary. 5. what kind of personality you are. 6. 53 . If you haven't already done so.
In Shamim & Co. 54 . high school. Learn about job hunting tips as you prepare to graduate or move into the job market. 3. or check out our Other Internet Resources. • Abilities (aptitude) • Skills • Interests • Values (what motivates you) • Personal qualities • Preferred lifestyle Internship Report Shamim & Company Pvt Ltd. You may be unhappy with your present employer. or college) or local library for additional information and help on career planning. Go to your career guidance center (at your middle school. Some job changes may be voluntary.17 Jobs Changes within the Organization: These are the following points be capable to a person for promote. transfer and enforce for job changes.2 EMPLOYEE JOB CHANGES Employee attitudes toward job changes. Any two appointing authorities may authorize a lateral job change or voluntary demotion for an employee between organizations. Management enforced job change and employee perceptions of the psychological contract examine employees’ contractual responses to enforced job change. 10. 9. Prepare your resume. the employee may be moved from Main office to sub offices and from Head Office to Multan Office into other department regarding same position and same scale..16. 3.8. and practice job interviewing techniques.
1 1. Internship Report Shamim & Company Pvt Ltd. 55 . for his communication skills. 4. academic & professional recommendations consideration/approval. results of in house examination/test. Employees if promoted will get promotional increase of up to 10%or minimum of new pay scale which ever is higher to the promoted employee. Chairman will be the competent authority to approve cases for accelerated promotion of employees based on exceptional performance / circumstances by relaxing condition of 03 years service. general conduct. and team work. 7. Proposals for promotion of eligible employee will be considered once in a year.3.. Promotion: Promotion is the discretion of the management and cannot be claimed as a matter of right. 2.e. 8.07. performance.f. 5. Total process is completed by 1st October of each year. pears relationship. As an example date.17. he will continue to receive increment in salary according to increment policy for the year subject to the condition that total emoluments do not exceed the maximum limit of next higher grade w.2007. Employee may be considered for promotion in the next grade based on performance / circumstances provided they have completed a minimum of 3 years of service in the existing grade. 6. If an employee has reached the maximum limit of his / her present pay scale and has not been promoted to the next grade. 3. month and year. qualifications achievement and make of goals. The Competent Authority will constitute a Promotion Board to review the promotion proposals on the basis of employee’s annual appraisal. Vacant posts of Council will be filed with existing employees as possible who fulfill the eligibility criteria (Both Qualification and Experience) of that post to which one is being promoted. 01. The proposal for promotion of employee will be forwarded by the immediate supervisor to the Competent Authority of that post in which one is being promoted on the basis of his / her performance.
3. Employees can be transferred from one station of Shamim & Co. applicable HR Department.. Transfer occurs when an employee is moved from one job to another position that is relative. The Competent Authority will be authorized to initiate disciplinary action against any employee on the basis of his own knowledge or on information placed before him. responsibility or organizational level.2 Transfer: Moving employees either laterally or downward. 56 . responsibility and/or organizational level.3 Demotion: Demotion occurs when an employee is moved from one job to another position that is lower in pay. to any other station and head office(Lahore). but it is temporarily. Demotion is used as a tool of punishment.3. equal in pay. Every employees shall be liable to serve anywhere within the province against any post. in accordance with Rules / Regulations and the provisions of any law for the time being in force. It is applicable over all the employees.17. Internship Report Shamim & Company Pvt Ltd.18.17. may last only a few days or extended to years.1 Lay off Temporary involuntary termination. The Competent Authority will be terminate/dismiss any employees in accordance with Rules & Regulations after giving one month notice.18 SEPARATION: 3. usually does not reduce costs but can reduce intra organizational supply demand imbalances. The following types of punishments or any other punishment as the competent authority may decide on recommendations of the inquiry committee depending upon the nature of each offence/charge may be imposed 3.
Resignation of employee can terminate employment. all employees of Shamim & Co. The reasons may include medical or educational purpose 3. This change can be technological (e. Another key question when considering systems of labor relations is their ability to adapt to change. The distribution of power among these levels can greatly shape the way an economy functions.2 Termination: Every employee will be entitled to a service certificate on resignation /termination from service as per noted as indicated in appointment letter.3 Resignation Every employee will be entitled to a service certificate on resignation /removal from service as per noted in appointment letter. and neoliberalism (or liberalism).g.g.. Employees sometimes need to leave their job temporarily. economic (e. social democracy. such as neo corporatism (or corporatism). particularly groups of workers represented by a union.18..18.Labor relations can take place on many levels. 3. shall retire from service on attaining the age of 60 years.18.3.4 Retirement: According to rules & regulations designed by HR department for the employee’s service. Employment of any employee who is on contract basis can be terminated on the completion of contract or contract period 3. or political (e.. such as the "shop-floor". An employee whose services are terminated on account of misconduct shall not be entitled to be paid any pay and other benefits. and the national level. the regional level.. 57 ." How dependent is the system on a Internship Report Shamim & Company Pvt Ltd. "How do we respond to globalization?"). "What do we do when an industry employing half the population becomes obsolete?"). Labor relations is an important factor in analyzing "varieties of capitalism".g. similarly attrition can terminate employment permanently.19 Labor Management Relationship: The field of labor relations looks at the relationship between management and workers.
though in recent years the term workplace relation has also become common. who with a Senate majority had introduced the Work Choices policy.. This was a prominent issue in the defeat of the centre-right Howard Liberal government tat the 2007 federal election.Governments set the framework for labor relations through legislation and regulation. In Australia labor relations is the commonly used term.certain party or coalition holding power?"). 58 . The academic discipline of labor studies is closely related to and often studied and taught in conjunction with the study industrial and labor relations in English language universities Internship Report Shamim & Company Pvt Ltd.
59 . Year CA CL Working Capital 2005 2006 34317964 390387892 0 28025363 326286103 5 62926005 64101789 2007 46846547 0 37522901 8 93236452 2008 2009 562158564 674590277 431513371 496240376 130645193 178349901 L IQUIDITYR AT IO’S 7 00000000 600000000 500000000 400000000 values 300000000 200000000 1 00000000 0 CA CL WorkingCapital 2005 2006 2007 2008 2009 year Internship Report Shamim & Company Pvt Ltd.1.1 FINANCIAL ANALYSIS 4.4..1 LIQUIDITY RATIO’S: These ratios are important in measuring the ability of a company to meet both its short term and long term obligations. Working Capital Working capital is an indication of the short – run solvency of business Working Capital = C.A – C.L.
36 C urrent R atios 7 00000000 600000000 5 00000000 400000000 values 3 00000000 2 00000000 1 00000000 0 C A C L C urrent R atio 2 005 2 006 2 007 2 008 2 009 Years Internship Report Shamim & Company Pvt Ltd. 60 . A C. L 2006 39038789 2 32628610 3 1.30 2009 674590277 496240376 1.2 C.2 Current Ratios Current Ratio Years CA CL Current Ratio = 2005 34317964 0 28025363 5 1.2 2007 468465470 375229018 1.4..1.25 2008 562158564 431513371 1.
1.151554 2007 57856450 37522901 8 0.. Quick Ratio=Quick Assets / Current Liabilities Years CA CL Q Ratio 2005 42218250 280253635 0.1541897 2008 67692050 431513371 2009 79876619 496240376 0.TEST RATIO This ratio is like the current ratio but excludes current assets such as inventories and prepaid expenses that may be difficult to quickly convert into cash.16096356 DEBT MANAGEMENT This is the most common measure of the ability of a firm’s operations to provide protection to the long-term creditor.TES TRATIO 5 00000000 400000000 values 3 00000000 2 00000000 1 00000000 0 2 005 2 006 2 007 2 008 2 009 Y ears C A C L Q Ra tio Internship Report Shamim & Company Pvt Ltd. 61 .3 ACID.4.1506430 1 2006 49449960 32628610 3 0.15687127 0. ACID .
62 ..1.4.4 TIME INTEREST EARNED TIE = EBIT /INTEREST EXPENSE YEAR EBIT Interest Exp TIE 2005 13130022 1644312 8 2006 15544100 1061878 15 2007 18432038 1536003 12 2008 21643604 1812483 11 2009 25539453 2138730 12 TIMEINT E R E S TEAR NED 30000000 25000000 20000000 Values 1 5000000 1 0000000 5000000 0 EB IT Interest Exp TIE 2005 2006 2007 2008 2009 Y ears Internship Report Shamim & Company Pvt Ltd.
1..4. DEBT RATIO: TD / TA YEAR TD TA Debt Ratio 2005 28127523 5 38516561 9 73% 2006 32730770 3 43979560 4 74% 2007 37640385 8 52775482 0 71% 2008 2009 43286443 7 497794102 63330578 5 759966942 68% 65% DEBT RATIO’S 800000000 7 00000000 600000000 500000000 Values 400000000 300000000 200000000 1 00000000 0 TD TA D ebt Ratio 2005 2007 Y ears 2009 Internship Report Shamim & Company Pvt Ltd.5 DEBT RATIO’S: This ratio measures what portion of a company’s assets is contributed by creditors. 63 .
9 2007 376403858 151350962 2.4. T D C E D /E 64 ..9 D/ERATIO 5 00000000 400000000 Valu es 3 00000000 2 00000000 1 00000000 0 2 005 2 006 2 007 2 008 2 009 Y ears Internship Report Shamim & Company Pvt Ltd.2 2009 497794102 262172840 1.6 D/E RATIO: This ratio indicates the extent to which debt is covered by shareholders’ funds. It reflects the relative position of the equity holders and the lenders and indicates the company’s policy on the mix of capital funds.1. D/E = TD / TE YEAR TD CE D/E 2005 28127523 5 10389038 4 2.71 2006 32730770 3 11248790 1 2.5 2008 432864437 200441348 2.
Days sales in receivable = YEAR A/R Sales DSO 2005 16881442 84995292 6 7 Gross Re ceivables Net Sales / 365 2006 15527617 885258201 6 2007 20156759 106230984 1 7 2008 23180273 2009 26657334 1274771809 1529726171 7 6 AS S ET MANAGEMETNT 2000000000 1 500000000 Values 1 000000000 500000000 0 2005 2006 2007 2008 2 009 Y ears Internship Report Shamim & Company Pvt Ltd. A/R S ales DS O 65 .7 ASSET MANAGEMETNT These ratios are important in measuring the efficiency of a company Day’s sales in receivable Shows both the average time it takes to turn the receivables into cash and the age. of a company's accounts receivable.1.4. in terms of days..
TAT = SALE / TA YEAR Sales TA TAT 2005 84995292 6 38516561 9 2. Years .8 TOTAL ASSET TURNOVER A company's effectiveness is generating sales revenue from investments back into the company. Total Asset Turnover can be very useful if you watch what actually makes up the Total Assets of the company.21 2006 885258201 439795604 2 2007 106230984 1 527754820 2 2008 127477180 9 633305785 2 2009 1529726171 759966942 2 TOTALAS S E T TUR NOVE R 1 600000000 1 400000000 1 2 00000000 1 000000000 Values 800000000 600000000 400000000 2 00000000 0 S ales T A T AT 2 005 2 006 2 007 2 008 2 009 66 Internship Report Shamim & Company Pvt Ltd.4. Of course it depends on all of the company's Total Assets.1. A company with low inventory and strict credit policies to keep Accounts Receivable low will help the Total Asset Turnover look even better.. The higher the Total Asset Turnover is the more effective use of the company's investments.
9 2008 2009 852450397 980317957 443082935 505114546 1.94 InventoryTurnover 1 000000000 800000000 Values 600000000 400000000 2 00000000 0 2 005 2 006 2 007 2 008 2 009 Y ears C GS A Inventory ITO Internship Report Shamim & Company Pvt Ltd.4.9 Inventory Turnover This ratio measures the number of times merchandise is sold and replaced during the year Inventory turnover: Cost of goods sold/ Average Inventory YEAR CGS A Inventory ITO 2005 58722774 0 30096139 0 2 2006 644574970 340937931 1.92 1. 67 ..9 2007 74126121 5 38866924 1 1.1.
4.1.10 PROFITABILITY RATIO’S: Profitability Ratios show how successful a company is in terms of generating returns or profits on the Investment that it has made in the business. If a business is liquid and efficient it should also be Profitable.1. 4.E YEAR NI CE ROE 2005 11485710 10389038 4 11% 2006 14482222 11248790 1 13% 2007 18102777 151350962 12% 2008 22628471 200441348 11% 2009 28285589 262172840 11% RETURN ON EQUITY(ROE) 3 00000000 2 5 0000000 2 00000000 Va lues 1 5 0000000 1 00000000 5 0000000 0 NI C E ROE 2 005 2 006 2 007 2 008 2 009 Years 68 Internship Report Shamim & Company Pvt Ltd. .1 RETURN ON EQUITY (ROE) The Return on Equity of a company measures the ability of the management of the company to generate adequate returns for the capital invested by the owners of a company.I / C.10.. Generally a return of 10% would be desirable to provide dividends to owners and have funds for future growth of the company ROE = N.
11 RETURN ON ASSET’S: The Return on Assets of a company determines its ability to utilize the Assets employed in the company efficiently and effectively to earn a good return.I / TA YEAR NI TA ROA 2005 11485710 38516561 9 3% 2006 14482222 439795604 3.30% 2007 18102777 527754820 3. The ratio measures the percentage of profits earned per dollar of Asset and thus is a measure of efficiency of the company in generating profits on its Assets.1. ROA= N.. .40% 2008 22628471 633305785 3.60% 2009 28285589 759966942 4% RETUR NONAS S ET’S 800000000 7 00000000 600000000 500000000 Values 400000000 300000000 200000000 1 00000000 0 N I TA R OA 2005 2007 Y ears 2009 69 Internship Report Shamim & Company Pvt Ltd.4.
64% 2007 18102777 1062309841 1.80% 2009 28285589 1529726171 1. falling prices or declining sales in the future..70% 2008 22628471 1274771809 1. NI S ales NP M 70 .35% 2006 14482222 885258201 1. NPM= NI /SALE YEAR NI Sales NPM 2005 11485710 849952926 1.12 NET PROFIT MARGIN: The Profit Margin of a company determines its ability to withstand competition and adverse conditions like rising costs.1. The ratio measures the percentage of profits earned per dollar of sales and thus is a measure of efficiency of the company.4.85% NET PROF IT MARGIN 2 000000000 1 5 00000000 V alues 1 000000000 5 00000000 0 2 005 2 006 2 007 2 008 2 009 Years Internship Report Shamim & Company Pvt Ltd.
.5. opportunities and threats is called SWOT Analysis. Environmental Threat An environmental threat is a challenge posed by an unfavorable trend or development that would lead in the absence of defensive marketing action to deterioration in sales -or profit. weaknesses. Market Opportunity A marketing opportunity is an area of buy need in which a company can -perform profitably. 71 . Weaknesses Internship Report Shamim & Company Pvt Ltd. Strengths The marketing financial manufacturing and organization competencies of an organization and its resources a considered its strengths. In general a business unit has to monitor key macro environment and significant micro environment factors that affects its ability to earn profits.1 SWOT ANALYSIS The over all evaluation of the company's strengths. The business unit should set up a marketing intelligence system to track trends and important developments.
Internship Report Shamim & Company Pvt Ltd.. 72 .The extent to which an organization is failed to get competitive advantage in a dynamic environment.
Internship Report Shamim & Company Pvt Ltd.. Strong financial position. fax. internet. Best interaction with suppliers and buyers. Rapidly increasing market share. Latest and consistent production technology. committed) Better sales planning because of systems Dominance in National / Local Accounts Ideal distribution mix The confidence of public and good repute that attracts the investor. Well organized network of business operations. Interaction with internal resources. The best marketing strategy. Excellent Workplace. Standard product and consistent quality. systems) Quality of people (trained. High profit rate. Cooperative and team oriented.5. Vital role in economic development. Good consumer perception about product.1 Strengths • • • • • • • • • • • • • • • • • • • • • • • • Quality (product service. Efficient management that can take the heavy risk.1. Motivation to the staff. motivated. Awarding the hard work staff. 73 . Knowledge of market and consumer demand. Communication system in place as e-mail.
• • Easy access through internet. Internship Report Shamim & Company Pvt Ltd. Heavy tax Payer Company in Pakistan. 74 ..
Trading term legislation as no price for creating customer loyalty. Efficient managers hiring. New brand introduction. Unable to fulfill the demand requirements 5. Internship Report Shamim & Company Pvt Ltd.1. New style management. High turn over of employees. Low cost skilled person availability.3 Opportunities • • • • • • • • • • • • • Growth prospects in new brands like Mountain Dew Sales expansion through improved brand equity Coverage improvements Cooler and deepfreeze injections Loyalty of retailer and wholesaler can create loyal consumer. 75 . New technology emergence..1.5.2 Weaknesses • • • • • • Weak infrastructure at distributor level for market coverage Outlet level secondary sales data in indirect market Insufficient salaries low level employees No more motivation and encouragement for employees in form of incentives and entertainment program. Social responsibilities. Contract with good suppliers can enhance the market share.
Low-income level.4 • • • • • • • • • • • • Threats Heavy discounting. Inflexible and rigid environment. Increasing investment of competitors.. Changes in consumer purchasing power. Inflation. free sampling and monthly incentive to the trade (even ill general markets) Empty lifting Emergence of B-Brands (Amrat cola etc) and high growth in spurious drinks Strong competitors (Coca-Cola). Rapid changes in demand due to seasonal reasons. Growth of lemon industry. High distribution cost to reach for off areas.5. Long and complex documentation for issuing of chiller. Internship Report Shamim & Company Pvt Ltd. 76 .1.
in day timing. 77 . Senior trains the unexperienced people. so distribution takes place in evening timings. 5. similarly it helps in designing best strategies to implement that could support the rivals of that companies. He major issue is that due to heavy traffic there are let of problems create in distribution.3 Societal There are so many societal issues in SCL. SCL performs computerized work due to latest technology.2. Some governmental issues impact as there should maximum 7000 salary of every worker. 5.2 Economical There are no as such economical issues in shamim & Co.2. Internship Report Shamim & Company Pvt Ltd.1 Political Pakistan despite all internationals & public perceptions today is a functioning democracy & gradually there is a change in completion & composition of legislatures with more educated people exerting into politics..2 PEST ANALYSIS 5.4 Technical There are no as such as technical problems of technology or experts.2.2. limited.5. 5.
police record and affiliation to political activities etc. so that departmental integrated Human Resource practices can be practiced. Administration and research Departments. All these records should be collected before the panel interview so that question could be raised. Sales & Distribution.5. Accounts. as HR department only exist in the form of team tracking department under the Finance Division.3 SUGGESTIONS & RECOMMENATIONS The domain of Human Resource Department is limited to only Finance Division. In Recruitment process. Additionally the applicant should also be investigated about background history such as drug test. It should also take up the recruiting. These requirements should not consider as benchmark and short listings should carry out with the consent of Manger of respective departments. There is no any management trainee program which should be started to encourage young blood and fresh graduates. In this connection there is need to induce other portions as well such as social aptitude. training. as team tracking department is just performing operational role and other branch of HR department known as Personal Department is performing administrative role.. other two roles are Strategic Role and Employee Advocacy Role which are not in practice. In Selection Process. selection. academic and written ability test. the short listings of the candidates are done by human resource executive on the basis of vacancy requirements provided by the departmental head or Sr. preliminary testing is carried out which consists of IQ. It should be centralized Human Resource Department. There should be centralized roles of Human Resource Departments. integrity and decision making test. Productions. Internship Report Shamim & Company Pvt Ltd. Manger. 78 . appraisals and compensations functions of other departments such as Operations. Only two roles are functioning out of four important role of Human Resource Department.
e. In this context a Chemical Engineer would not be capable over Polymer Engineer. so there should be object oriented appraisals to assess the need of trainings. Training brings the specific competencies in human capital and turn organization more competitive in the industry. The academic specialties should be encouraged otherwise discrimination arises. The purpose of appraisal system is not only to reward the employees and make them encourage or warn. so that the newly inducted employee obtain max knowledge in minimum time span and start functioning at a required pace.4 Slogans through Time 79 Internship Report Shamim & Company Pvt Ltd. . Trainings should be evaluated on the basis of employee testing & performance and recorded in formal way. This should be formal orientation. 5.. other aspects of appraisal system is to assess short comings of organization human capital and develop the training programs. cultural and cost benefit analysis. The appraisal system is quite frequent but there is need to revise the chain of evaluators in certain levels of hierarchy. performance. Additionally companies also practice to count human intellects as asset and develop annual strengths reports about human capital inventory. There is only informal orientation practice of newly appointed employees. efficiency. not only on the basis of employee satisfaction. such as Chemical Engineers are inducted in production department where as PET Bottling is related to Polymer Engineering field. The Human Resource Department should update their knowledge about the candidates requirements for particular departments. The trainings are conducted for organizational satisfaction i. such as incorporation of distributor feedback for sales staff appraisals and department to department evaluation about communication and coordinations. Training initiatives should be taken by the HR department based on critical GAP analysis.
Invigorating..It makes you Scintillate Drink Pepsi: Cola . 80 .Pepsi: Cola Pepsi: Cola . 1898 1903 1906 1908 1915 1919 1920 1928 1929 1932 1933 1934 1938 1939 1943 1947 1949 1950 1954 1958 1961 1963 1967 1969 1973 Brad's Drink Exhilarating. You've Got a Lot to Live. Pepsi Pours It On. These are given below. Delicious It's the Best Cola Drink Double Size Refreshing and Healthful Join the Swing to Pepsi Twice as Much for a Nickel Bigger Drink.It Will Satisfy You Peps You Up! Here's Health! Sparkling.Pepsi-Cola has different slogans through its history. Aids Digestion Original Pure Food Drink Delicious and Healthful For All Thirsts . Better Taste It's a Great American Custom Why Take Less When Pepsi's Best? More Bounce to the Ounce The Light Refreshment Refreshing Without Filling Be Sociable. Pepsi's Got a Lot to Give Join the Pepsi People Feelin' Free Internship Report Shamim & Company Pvt Ltd. Have a Pepsi Now It's Pepsi for Those Who Think Young Come Alive! You're in the Pepsi Generation Taste that Beats the Others Cold. They remained much known. This is also an important part of Pepsi-Cola.
It's the Cola Dare for more Dil hai to mango or Dunya hai dil walon ki Dunya hai dil walon ki Internship Report Shamim & Company Pvt Ltd.1976 1979 1981 1983 1984 1987 1989 1992 1993 1995 1997 1998 1999 2000 2003 2005 2007 2009 2011 Have a Pepsi Day! Catch That Pepsi Spirit Take the Pepsi Challenge Pepsi's Got Your Taste for Life Pepsi Now! The Choice of a New Generation America's Choice A Generation Ahead Gotta Have It Be Young.. Have Fun. Drink Pepsi Nothing Else is a Pepsi Generation Next Same Great Taste The Joy of Cola The Joy of Pepsi Pepsi. 81 .
“Human Recourse Management”.5. chapter 10 David.scl-pepsi. 12th Edition. National Book Foundation Islamabad John H Jackson “Training & Development” 9th Edition By Commission on the Future of Worker-Management Relations.. 82 . Annual Publications of Shamim and Co.com Stepehn P Robins “Principle of Management” 10th Edition by National Book Foundation Islamabad.5 References: • • • • • • http://www. Internship Report Shamim & Company Pvt Ltd.
5. 83 ..6.1 Annexure Internship Report Shamim & Company Pvt Ltd.6 ANNEXURE 5.
6.2 Annexure Internship Report Shamim & Company Pvt Ltd. 84 .5..
85 .6..5.3 Annexure Internship Report Shamim & Company Pvt Ltd.
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