BK School of Business Management

Salim; Shirzai Aug 2013

Date:

My SIP at:

Physical Therapy Institute (PTI)

Submitted to:

My SIP in Physical Therapy Institute (PTI)

PHYSICAL THERAPY INSTITUTE (PTI)

SIP Report

A brief introduction to PTIs background, operations, achievements, policies and procedures, my own findings and my personal input to the project during my SIP

Abstract

salim.ft14@bkschool.org.in

Salim; Shirzai

My SIP in Physical Therapy Institute (PTI)

ACKNOWLEDGEMENT

I take this opportunity to express my sincere gratitude to the management and the whole team of Physical Therapy Institute (PTI) for giving me the opportunity to complete my summer internship in that project. All the staff of the project had been very kind to me. They co-operated me while collecting data and during the whole period of my internship I found them very supportive. They were giving me the strength and encouraged me by appreciating my existence among them. They honoured me by providing me the opportunity to take part in the trainings held for the staff of PTI.

My SIP in Physical Therapy Institute (PTI)

Objective

The objective of this project was to study and understand Human Resource Management in practice and see how to apply and utilize what I have learnt during the first two semesters of MBA. However my study was especially concerned with employee evaluation system of in an organization and the level of employee satisfaction. Therefore I had to go through past years employee evaluation papers and making an analysis of the system. Besides using secondary data to find out about the level of satisfaction of employees I tried to gather some specific information about some specific situations. For gathering specific information I used a simple and very short questionnaire which was very helpful in deciding and commenting about the level of employee satisfaction.

My SIP in Physical Therapy Institute (PTI)

Table of Content
Executive Summary ..........................................................................................1 Chapter One: Introduction.................................................................................2 Chapter Two: Company Overview ...................................................................5 Chapter Three: Policy and Procedures............................................................19 Chapter Four: Theoretical Overview of HRM ................................................22 Chapter Five: PTI Employee Evaluation System ...........................................30 Chapter Six: Assessing Employee Satisfaction and training needs in PTI.....36 Chapter Seven: My personal inputs to the organization .................................41 Finding staff job satisfaction and training needs .........................................41 Building personality training .......................................................................41 Effective communication .............................................................................42 Database for managing graduate records.....................................................42 Recommendation and Conclusion ...............................................................43

My SIP in Physical Therapy Institute (PTI)

Executive Summary
An Internship Report on Assessing Employee Satisfaction and Employee Evaluation as a whole
This report focuses 8 to 10 weeks working experiences at the head office of Physical Therapy Institute (PTI). This report will give a clear idea about the activities and operational strategies of PTI plus my own understanding and findings and inputs to the organization. As part of our first year MAB studies at BK School of Business Management we are required to do an internship program of at least 8 weeks. Because I have chosen Human Resource Management as major course of my studies, I decided to do my internship in human resource department of an organization. As such, I contacted with the management of Physical Therapy Institute and suggested to give me the opportunity to do my internship with them. Luckily I was given the opportunity to work in PTI. It was a good time for me to review HR policy and procedures of the organization.

I went through the all functions and processes of the human resource department of the organization e.g. job analysis, recruitment, staffing, employers training, performance appraisal processes, compensation packages, retention of employees etc. After the study of HR policy and procedure for approximately 10 months at PTI, I have reached the conclusion mentioned at the end of the report.

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Chapter One: Introduction

Statement of the problem Human Resource Management is part of the organization that is concerned with the people dimension. HRM can be viewed in one of two ways. First, HRM is a staff, or support in the organization. Its role is to provide assistance in HRM matters to line employees, or those directly involved in producing organizations goods and services. HRM is a function of every managers job. Whether or not one work in a formal HRM department, the facts remain that to effectively manage employees requires all managers to handle the activities. Human Resource Planning helps determine the number and type of people an organization needs. Recruitment follows Human Resources Planning and goes hand in hand with the selection process by which organizations evaluate the suitability of the prospective Candidates for the job. Job analysis and job design specify the tasks and duties of jobs and the qualifications expected from prospective job holders. The second step is to select the right number of people the right type to fill the jobs. The third step is to train and develop employees. The forth step is to compensate employees the next and the last step is retention of employees which is very important for the survival of every organization in which most of the organization fail to satisfy its employees resulting employees to leave. Organizations must know about its employees level of satisfaction and try to keep them satisfied by some motivational programs based on the policy and procedures of the organization. Objectives of the Study The main objective of this study is to understand the Human Resource Management in practice and its impact, especially employee satisfaction and their training needs. To achieve the main objectives, this study highlights some specific objectives that can be as following: To focus on theoretical knowledge in the field of Human Resource Management. To review PTIs Human Resource Management Practices and review the evaluation procedures in PTI. To find out the shortcoming of existing monitoring and evaluation program To summarize some recommendations for existing monitoring and evaluation procedures in PTI.

Methodology Methodology here simply refers to the systematic approach for collecting data and reviewing correspondences and achieving an overall understanding of Human Resource Management and or reaching conclusions either in the form of solutions towards the concerned M&E situation or in certain generalizations for some theoretical formulation.

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Sources of Data Primary sources: Some primary data was collected through the questionnaire I prepared. It is all about finding about the level of employee satisfaction as whole. Some other primary data and information were received during the day to day communication with the staff which was some kind of unstructured personal and informal discussion. Therefore they are not specifically involved in the report but it was really helpful for me in understanding the systems and some situations. Secondary sources: Annual Evaluation Papers Job Description Policy Operational Procedure Training Materials External Evaluation Reports

Personal Interview: The interview sessions were conducted with the employees while having them to complete the questionnaire. Data Processing The data processing involved two important steps. The first step was to put them in a tabular form in MS Excell and the second step to produce Pie Charts for making specific comments about the findings of the analysis. A set of coding was used covering in entering the data into the table from the questionnaires. The purpose of coding was to classify the answers to a question into meaningful categories, so as to bring out their essential pattern. Once the data was edited, coded, and entered into a table they were be put together in and the statistical analysis was made. Report Writing The data were collected and from which I prepared a descriptive report. The report is simply a collection of the facts, figures and HRM procedures for the project on all the related aspects in the perspective of the objectives of the Internship Report so that a clear picture by important indicators is presented with possible suggestions. The report was finalized after reviewing of the supervisor. Limitations of the Study The first limitation for me in writing this report was lack of experience. I was a bit

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confused in starting to write the report. As an intern it was not easy for me to collect information about the companys internal policies and procedures. All the staff were busy with the examinations Due to shortage of time it was not possible to pull all kind of information in this report Mix of old and new correspondents caused the data collection challenging

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Chapter Two: Company Overview

Physical Therapy Institute (PTI)
Basic Information
The programme title The Supporting Partner programme reference number (if applicable) The name of the Implementing Partner requesting funding Description of the programme (one paragraph, maximum 100 words). Physical Therapy Institute (PTI) Clear Path International (CPI) IAM/PTI PTI is a joint project of IAM and the Ministry of Public Health of the Islamic Republic of Afghanistan which was established by IAM in 1983 due to the request of the Ministry of the public health with the aim of providing physical therapy services for the people of Afghanistan. PTI is a team including professional physiotherapists and support personnel who work toward taking forward health services for disabled and other needy people through the development of the physical therapy profession in Afghanistan. PTI plays a significant role in the field of the development and taking forward health services for disabled and other needy people through training physiotherapists, developing the profession by means of the updating the curriculum and providing continuing education courses for physiotherapist from all over Afghanistan. Aziz Ahmad Adel Project Manager Wazir Akber Khan Hospital Compound +93 799 320 526 pti@iam-afghanistan.org LTF

Implementing Partner contact person details: Name Role (Job title) Address Tel Fax E-mail Website The name and role of the person approving the application for the

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Implementing Partner. This person must be duly authorised. The planned start date of the programme operations and its duration and the proposed annual reporting date. The start date of the Implementing Partners financial year. The location of the programme area (district / city / town / region). The name(s) of any other implementing partner(s) who will be involved in the programme with the Implementing Partner. The name(s) of any other supporting partner(s) or institutional donor(s) who have committed to, or been approached to provide financial or other support to the Implementing Partner for this programme. The overall budget of the programme (local currency). 1st March 2013- 28th Feb 2014 Reporting by February of each next year 1st March 2013 Wazir Akber Khan, Kabul Institute of Health Sciences (IHS) MCCN, IAM, IHS

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Goal To have qualified physiotherapists employed in all districts of Afghanistan who provide quality physiotherapy services Purpose To develop and improve, the physical rehabilitation services of Afghanistan by training quality physiotherapists and physiotherapy teachers and advocating for physiotherapy. Our philosophy is to provide the best physiotherapy service for needy patients without reference to religion, race, wealth, gender, or position, by training physiotherapists with excellent quality of knowledge and skills.

Project Activities:
3 Year Physiotherapy Program For this program the students come Institute of Health Sciences after passing Conquer exam. Teacher Training Very intelligent and committed Physiotherapists who have done very well during the 2 or 3 year of training period are selected for this program. After completing all modules of teacher training they will be awarded a certificate acknowledging that they are qualified enough to train other PTs. Continuing Education PTI provides at least two continuing education courses each year. Many continuing education courses are held each year, whether in Kabul or other provinces. Physiotherapists are invited from different provinces for the courses. Most often the courses are instructed by expat professional physiotherapist however sometimes some continuing education courses are instructed by Afghan nationals too. Out Patient Clinic PTI provides physiotherapy services for a number of 2000 patients in a year. Patients come to PTI clinic who are referred by hospitals, clinics and some governmental and nongovernmental offices. Physiotherapy patients are treated approximately for a number 10 to 15 days. At the first visit the patient is assessed and a brief history of the patients problem will be recorded to find out the root of the problem and then after a complete assessment physiotherapist will make diagnosis of the problem and accordingly chooses appropriated method and techniques of treatment. Staff Development In order to improve the professional knowledge of physiotherapist PTI sends some teachers to other countries for attending PT conferences, general assemblies, attending to some courses on some specific PT topics, learning new treatment techniques and to see whether their curriculum is same as PT curriculum in Afghanistan or somehow different. If it is different how can bring changes to the curriculum which will be good for the future of PT profession in Afghanistan.

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Literature Development PTI since its establishment in the year 1984 has tried a lot to provide all the teaching material in local languages. Many professional books have been translated, designed and printed. The books which have been printed by PT so far, are as following: - General Anatomy and Physiology (Dari) - General Anatomy and Physiology (Pashto) - Neurological Physiotherapy (Dari) - Neurological Physiotherapy (Dari) - Orthopaedic Physiotherapy (Dari) - First Aid (Dari) And many more other physiotherapy books.

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Brief History of the organization

(PSK 1983)

Initially, the request for a 2-year training course for physiotherapists was made by the Ministry of Health via the President of Rehabilitation, a Dr. Sunaram, to Dr. Lewis Williams an Orthopedic Surgeon with the International Assistance Mission. Dr. Willism had been allocated 5 students, Rafiq, Habib, Fauzia, Habiba and Nasrin. I had been due to arrive earlier than March 1983 but had remained in Delhi with my wife due to complications with visas. Allowing for some months language training in Dari, the course did not get underway until mid-1983. At first the infrastructure of PSK consisted of one room in what is presently the Centre for Diabetes Control in the grounds of ShAfa KhAna Wazir Abhbar KhAn. In this room were two old treatment tables, a short wave diathermy machine and an ultrasound machine. We began classes in an upstairs room. Dr. Williams and I both contributed to this teaching. He taught anatomy for example. The issue of providing clinical education was a far more challenging one. There was an existing department of physiotherapy in the WAK hospital. However, this department appeared to operate only as an outpatient facility and did no inpatient work. The other complicating factor was that Dr. Sunaram had not chosen any therapists from the existing department to be in the new course and so this did not create a very good climate for co-operation between PSK and physiotherapy at Wazir. I began providing physiotherapy to inpatients at Wazir with the students but found the situation in the hospital both overwhelming and chaotic. The doctors at that time did not know what physiotherapy was and either had no expectations or unrealistic expectations of what physiotherapy could contribute. It was not a climate in which teaching could take place at that time. Following consultation with Dr. Sunaram and Dr. Williams some old garages (presently occupied by NOOR eye hospital as their administration centre) were renovated. One was an old mechanics garage with a pit. These proved to be quite good facilities to begin an outpatient facility for physiotherapy. However, there was still the issue of equipment. We approached this in several ways. Some
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equipment we made drawings of and god made in the bazaar. I can still remember the look of puzzlement on the face of a carpenter who made a wobble board. He did a good job but one could tell he was none the wiser as to what he had made. We got other things made locally such as rigging and a metal grate for suspension exercises. Where other equipment needs were more complicated, I ordered things like exercise equipment and a wax bath from Delhi, India. About 2 years later we received a container load of physiotherapy equipment through the World Health Organization. At the time there was an orthosis and prosthetic workshop just up the hill from the PSK site. They did a good job in providing calipers and braces for all kinds of disability. However, there was still the problem of finding an appropriately sized elbow crutches for children who were learning to walk (e.g. following poliomyelitis) using such calipers. We were able to link with another International Assistance Mission program which was developing employment opportunities for disabled people. Dan Terry was leading this and we designed small adjustable elbow crutches for children. This was a success in meeting a real need at that time. The idea of a new school building was one that had been the subject of much interest between the Ministry and IAM. I wrote to the World Confederation of Physical Therapy (WCPT) for information of designs for physiotherapy departments. I had written to this body (in London) several times for assistance. It is worth stating (at the risk of justifying myself and my performance) that I had no idea when I left Australia that I would be responsible for a formal teaching program in physiotherapy. I had only been informed of this in Delhi while waiting for my visa for Kabul. I had, therefore, left Australia in a very unprepared way. Land was set aside for a new school which is the present site of PTI, Kabul. I began designing the layout of the new school with a local architect. This was an uncertain process with my inexperience. I remember that a hydrotherapy pool was intended for the area that is presently a gymnasium at PTI. This was a recommendation of the WCPT but was eventually considered too costly to run and also presented difficulties due to cultural considerations. Meanwhile PSK was trying to get other expatriate physiotherapists to come and consolidate the teaching. We had an English and a Dutch physiotherapist ready to come. I have one particular memory of a ceremony attended by the Minister of Health on the site of the school building where the first soil was turned for the building to begin. On the very day following this ceremony visa applications were turned down and it was to be a long time before these therapists arrived in Kabul. It was so long that these women, Olive German from England and Ditte Puppels
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from Holland, were not able to work full time in the project when they arrived. Olive was pregnant with her first child and it was not long after that Ditte was in this situation too. I felt that load of developing this work was very heavy and sometimes lonely during this time. During all of these developments (or lack of development) the first course continued. I often felt sorry for these students as they too were affected by the growing pains of the school. The standard of the first training course was, in my own view, far from being ideal. Nevertheless these students graduated in the spring of 1986 (if my memory serves me correctly). It was decided to have a pause before the next course in order to sort out some of the issues with regard to the new school building and reflect on the existing curriculum. Work of the new school building had been halted as we insisted on more teachers being allowed in to Afghanistan to develop the course. I saw the large stacks of bricks on the building site stand in the various seasons. I saw them under snow and then re-emerge from that cover in the following spring. As mentioned above, the visas for Olive and Ditte were eventually granted and plans for the building were picked up once more. I should mention that during this period a retired physical medicine specialist, Dr. Ashton Stewart and his wife Natalie come to work in the project. Ashton saw many patients and helped shape ideas for teaching. A retired engineer from my own city of Adelaide was recruited to come and supervise the construction of the school building. Unfortunately at that time I developed stomach problems which, in retrospect were probably a combination of bacterial infection and stress. I could not seem to get on top of this problem and so, just as the 2nd course for physiotherapists was beginning, I went home to Australia with my family for diagnosis and treatment. In an ironic twist, we stayed in the house of Tom Fowler (and his wife Betty) during this time in Adelaide while Tom and Betty came to Kabul and Tom supervised the construction of PTI. This was in May 1987. One can only imagine what a wonderful experience it is for me to come back after 18 years and see the tremendous progress in the development of physiotherapy in Afghanistan since those early days. Ian Edwards
Programme Context
Afghanistan is a mountainous country in central Asia. Approximately 75-80% of the people live 11.

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in village areas, and have been involved in agriculture and animal husbandry. This industry has been affected by the recent drought years. War which has lasted approximately 3 decades, prevalence of various diseases, poverty, and the lack of the population to have basic health services, inadequate literacy and the lack of the awareness of the causes of disability all come together to cause a large portion of the population to be disabled, and in need of physical rehabilitation. For this reason, the previous Ministry of Health requested IAM to begin to train professional physiotherapists. In 1984, the Physiotherapy School of Kabul (currently called Physical Therapy Institute or PTI) was established in order to train professional therapists, to provide treatment for disabled people in clinics which would be established in hospitals and other health centers over the country . The training period was a two year program but now it is three year Physiotherapy Program. Additionally, some organizations, in order to meet their needs, created 1-year physiotherapy training programs. PTI made upgrading courses in order to improve the knowledge of these PT assistants, to bring them up to the level of physiotherapists. Another goal of the creation of PTI is to train Afghans as professional physiotherapists from different provinces, so that Afghans would be able to take the profession forward independently. According to the plan of 1995, physiotherapy teacher training courses started, and a group of committed and knowledgeable graduates were trained from Kabul and provinces, and these people were then involved in the teaching of the courses. In 2000, the physiotherapy teaching process was surrendered completely to Afghans, and all the teachers of this Institute are experienced Afghans. Only the management of the Institute involved non-Afghans. In 2003 the management was also given to Afghan leadership, and a project leader was chosen from among the Afghan teachers in order to take the project forward according to plan. At present, approximately 300 professional physiotherapists have graduated from the courses of the Institute, who were from different provinces. Some are working in Kabul hospitals, and some are working in various provinces, in government or NGO-supported projects. Of the 32 provinces of Afghanistan, presently there are physiotherapy centers in 16 provinces, where graduates of this Institute are employed.

Programme Design Disability is one of the seven priorities for the Afghan government to address. High number of disability and people who need physiotherapy and the lack of professional physiotherapists in the country, especially in remote areas is a big problem for Afghan society and government. According to the report of National Disability Survey in Afghanistan 2005, says that Analysis based on the number of households, shows that on an average, 1 out of every 5 households has at least one person with disability. This indicates that a large number of Afghans are suffering from problems, which can be treated or prevented by physiotherapy therefore we need to start with a new program of physiotherapy every year. By training professional physiotherapists, with the aim of yearly increasing the geographical scope of physiotherapy into remote areas of the country is the solution for the above problem. This aim will be achieved by taking students from those areas yearly, where physiotherapy service is not available. These students will be trained and will be sent back to their own location. PTI role is to talk with government (IHS) and make a plan for taking students from deferent location
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and to talk with the local government for providing facilities for our graduates to work with the community. PTI may support in setting up physiotherapy clinics with the local government to facilitate our graduate work there. Currently we are getting our students through Institute of Health Sciences (IHS) after passing KANKOR exam. GIHS sends us a number of students we take to hospitals and other physiotherapy cernters to show them what physiotherapy is and what it does that is because to find out whether they are interested in physiotherapy are not. Later on we get an interview from each student in order to select the ones who are from provinces and are ready to work in provinces after they are graduated. Primary Stakeholders The primary beneficiaries of this program are the people of Afghanistan suffering from disability or other kind of physical impairments or problems. By training the professional physiotherapists from local community and sending them back to the community, we will be able to provide treatment for huge number of neediest people in the community including men, women and children. As well as by awareness of people in the community will be able to prevent lots of physical impairments & problems. Criteria for selecting students Students are attracted through Ghazanfar Institute of Health Sciences (GIHS) after passing a general entry exam called KANKOR. However in the past there were two options for selecting students as following: Ghazanfar Institute of Health Sciences (GIHS) sent a group of students mostly making sure they were from remote areas and of course after successfully passing the entry exam. PTI after approval from Ministry of Public Health and GIHS contact those remote areas, where physiotherapy service was not present. Then through a selection examination chose people form that areas and train them.

Cooperation of GIHS was very important in selecting the right students from the right location in order to make sure that service reached to the most vulnerable people in the community. The program information is shared with the community through Media (Radio, TV, and Magazine) and by direct communication with them regarding admission. Comments and suggestions is always considered. Key Stakeholders 1- Ghazanfar Institute of Health Sciences (GIHS): GIHS is the institute for which PTI is a department. This is the institute through which PTIs students are enrolled after passing the general entry exam which is the general entry exam for all higher education institutes called KANKOR EXAM. KANKOR EXAM is very similar to CMAT and GMAT.

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2- Afghan Association of Physical Therapy (AAPT) is an organisation which supports the development of physiotherapy profession in Afghanistan. PTI staff has regular meeting with AAPT and also PTIs teachers involve in its board and all PTs have its membership. 3- International Committee of Red Cross (ICRC) is an international organisation working in the filed of disability and rehabilitation in Afghanistan. This organisation supports PTI in providing PTIs students with clinical placement and sometimes supports PTI in letting its PTs to participate in the teaching of students. 4- Handicap International (HI) is an international organisation, working in disability and supporting physiotherapy department in west part of Afghanistan and supporting curriculum development and upgrading program for teachers. 5- Swedish Committee for Afghanistan (SCA) is supported through Swedish government and working in rehabilitation and have number of physiotherapy clinics in deferent provinces of Afghanistan. 6- International Assistance Mission (IAM): Leadership Task Force of IAM is monitoring the activities of PTI and approving the annul budget and plans. PTI is funded through this organization because it is the parent organization. Impact and Sustainability As this program is a joint project with government of Afghanistan, so the aim is to enable Afghan government at the future to take responsibility of this project and take it forward. The important step toward sustainability is capacity bulding of Afghans to becom expert of the profission and learns how to run this program for the future within the Afghan government structure and financial statues. The physiotherapy teachers who were trained by PTI gradually enter to the government structure and this process goes on to other provinces even very remote areas. Then with the support of Afghan government and policies of MoPH, these teachers can start similar training program in other provinces, within the structure of local government. So Afghan will learn their own development beyond the life of the program and it is worth mentioning that PTI is still a project of IAM.

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Programme Logical Framework

Objectives 1.Mission/Purpose: To develop and improve the physical rehabilitation services of Afghanistan by training quality physiotherapists and physiotherapy teachers, and advocating for physiotherapy. 2. Objectives: 1. To complete the 3rd year of PT course and 18 students will graduate from this program. 1.a. To complete the second year of PT course with 15 students. 1.b. To complete the first year of PT course with 24 students. 2. To complete 2-continuing education courses for approximately 50 Physiotherapy Graduates with new topic. One in Kabul and one in another province. 3. To provide physiotherapy treatment for 350 patient. Measurable Indicators # of people receiving good quality PT services # of locations PT services are available # of PTs working in hospitals/health posts 1. Number of students graduated. 1.a. 15 students will complete 2 semester of physiotherapy. 1b.24 students complete first year PT. 2. 50 physiotherapists are complete 2- CE programs. 3. Monthly and yearly report of patients received treatment. 4. The exams will be held in Kabul and other provinces for those students in PT Upgrading program. Means of Verification Clinic visits in various locations List of existing PT clinics Assumptions Afghan people are aware of and able to access PT services PT services are able to move into new provinces Physiotherapy posts are available in provinces hospitals. 1. PTI will have enough teachers/clinical supervisors and fund to run the course. 1.a. enough fund and teachers available. 1a.b. PTI will have sufficient fund to run the project and teachers are available at PTI. 2. PTI will find experts to be able to teach these courses. 3. Patients are satisfied with the PT services provide by PTI and PTs are available. 4. The security will be fine in provinces to allow PTI teachers and students to go and participate in exams.

1. List of graduates. 1.a. List of students. 1b. List of students. 2. List of participants. 3. Number of patients being treated 4. List of participants who take the exams.

4. To complete the one year upgrading exams for 80 or 90 physiotherapists in 3 provinces (Heraat, Mazar and Jalalabad) with cooperation of GIHS and AAPT. This people will be graduated from one year

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Upgrading PT program to become equivalent to 3-year PT qualification. 3. Outputs 1. 18 students from the 3 year PT course will graduate. 1a. 15 students will complete the second year of 3-year PT program. 1b. 24 students will complete the first year of 3 Year PT program.

1. 18 students graduate. 1a. students enrolled in the class. 1b. students enrolled in the class. 2. Two CE courses completed

1. List of Graduates. 1a. list of students. 1b. List of students. 2. List of course participants.

1. GHIS will provide certificates for them. 1a. GIHS and MoPH cooperate with PTI for documentation and paper work of the students. 1b. MoHE will send appropriate students. 2. Teachers & resources are available for CE.

2. PTI arranges and provides 2 continuing education courses for 3. Number of PT graduates - one in Kabul and patients receiving one in another province. treatment daily 3. One female therapist will work in PTI out patient clinic and provide treatment for 15 patients per day. 4. 80 to 90 two-year training physiotherapists will graduates from one year PT upgrading program in 3 provinces (Heraat, Mazar and Jalalabad). 4. Students graduated.

3. Patients registration 3. Patients are happy from and assessment the treatment and coming papers. regularly. 4. List of graduates students. 4. The security in provinces allowed completing the exams.

Programme Approach and Justification Training professional physiotherapists, through government channel (IHS) is the most sufficient way of addressing the problem. Because this is sustainable approach, at the future by enrolment of government to the program and hand over it. This is the cheapest way also, if we bring people from abroad to provide treatment for people of Afghanistan or send Afghans to aborad for physiotherapy training, was not a good approach for addressing the problem. Re gender issues, PTI encourage women to study and become physiotherapists. Actually we give

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priorities for the women candidates to join the program. After women graduate for PTI, their status in the community improves and they are the decision maker for their work. A specific part of the program is for treatment of children. Teaching their families how to behave with their disable child and how integrate disable child into the community. In the program we specify 40% of the seats for students who are disables. We give priorities for them and also encourage and support them to join the program. By providing treatment for the people who are suffering form physical problems, will bring a change to their life. Relief them from pain and enable them to move. Of course physical impairment and pain develop psychological problems and then these people face to drag dependency and violence. These are a part of disaster to be addressed by the program. Programme Management This project has been operating since 1984 and has and has got considerable amount of experience for implementing of this program in Afghanistan. During this time the project learned lots of thing regarding how to manage this program. (What we learned from the evaluation I think it should be written here) Organisational structure of the program is that a group of physiotherapists, administration, support staff including cleaners, watch man and carpenter are all working together as a team taking forward the work of this program. An additional demand for leadership and management or capacity building is to provide opportunity for the staff to attend courses and to learn more about their field. For this purpose the project yearly made plan to provide continuing education program for the staff development. Risk Assessment and Management 1. The firs risk is that Institute of Health Sciences (IHS) may not co-operate with us in getting students from provinces: If IHS does not co-operate us in getting our students from provinces we might not be able to have students from provinces, therefore we will not reach our goal. To overcome this, PTI develops a specific plan province by province where students come from and presents it to IHS and MOPH for approval, but before all this, the issue must be discussed with the authority of HIS. (2009-2011 SLRP: Stake holder perspective) 2. Graduates remain unemployed: especial attention is needed to be given to this risk because if graduates remain unemployed then there is no point training PTs anymore. For preventing this risk PTI Advocates with the HRD of MoPH for physiotherapy profession (for accreditation, standardization and registration), in this way Government gives a PT post in MOPH structure, moreover PTI will Develop a governance model through which other stakeholders can participate in development of a sustainable PTI. Advisory board will be established including representative from different NGOs. Hopefully this advisory board will help prevent graduates
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remain unemployed. (2009-2011 SLRP: Stake holder perspective) 3. Other NGOs continue training low quality physiotherapists: There is a third risk of other NGOs training low quality physiotherapists, but again advisory board can help prevent this risk. (2009-2011 SLRP Core assumptions) 4. PTI will be allowed to continue its operations within the current framework (partially within the IHS and MoPH). 5. PTI will have the necessary funding 6. Security in Afghanistan will allow PTI to continue its operations 7. IAM will be able to provide the key support to PTI 8. Other stake holders are able to continue their operations in Afghanistan and their funding base endorses involvement with physiotherapy work in Afghanistan 9. Public health system and other organizations continue to be interested and committed, and have the ability to absorb more trained physiotherapists into their payroll.

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Chapter Three: Policy and Procedures

Employment Position Classification Table This document gives details of the different employment positions and corresponding salary grades. It aims to encourage consistency across the organisation in terms of which salary grades employees are placed on, whilst providing flexibility to respond to local and individual circumstances. .

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SEVERANCE PAY POLICY Severance Pay Upon the Auditors advice an organizationally wide standard for severance has been introduced. 1Severance pay is prorated by month and is paid to full-time contracted employees in the initial fiscal year (end 31 December) of employment. 2No severance is paid out to employees who work less than one year. 3The responsibility for recording severance in the first partial year and in subsequent years of employment is at the closest level of management of the employee as possible. These amounts should be forwarded to either the Regional Finance assistant or National Finance Department for recording in the accounting programme into a severance account for the employee. When payment is made out to the employee at the end of employment, the money is taken from this employee account. Before payment can be made the project/office is to confirm the amount on their records with the amount shown at the National Finance Office and to reconcile any differences. 4An accumulated severance sheet it filed with the employees contract at the location of employment in an employee file. This allows the employee to inquire about severance amounts at the closest level of management to employment and gives quick reference to any discrepancies questioned between this level and national level finance department. 5The trial/probation period is not included as part of the prorated amount in the first fiscal year. No money can be borrowed from the severance account for loans.

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Overseas & External Education Policy

When long-term education is desired, it is best to encourage staff to participate in accredited education opportunities within Afghanistan. However, there are times when some courses of education are not available in Afghanistan. This policy is written to assist projects as they consider sending personnel for study abroad or for other expensive external education. 1. When should overseas education or other expensive external education be considered? Long-term overseas or other expensive education should be considered when the benefits of the education will be vital to the strategy of the project and/or to the development of relevant services for the Afghan people. It may never be seen as a reward for long service. Long-term overseas education should be considered when other options have been excluded. Other options may include education within the country, distance learning, online courses, or courses requiring short visits out of the country, with remaining coursework done in the country. Educational opportunities available in neighboring or close-by countries should be considered before considering opportunities further abroad. 2. Who should be considered for long-term overseas education? The candidate should be a long-term employee or partner with a minimum of 2 years of service, who has shown commitment to the organization The candidate should be able and willing to train others when they return The candidate should demonstrates proven leadership skills if he is expected to be an effective change agent on return The candidate should have a high level of English (or relevant language) in order to learn effectively All candidates who possibly qualify according to the mentioned criteria need to be considered equally in the selection process.

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Chapter Four: Theoretical Overview of HRM

Human Resource Management Human Resource Management is the part of the organization that is concerned with the people dimension. Human Resource Management deals with the people working in the organization. It is a process of acquisition, development, motivation, and maintenance of human resources of an organization. Definition of Human Resource Management Human Resource Management is a management function that assists managers to recruit, select, train and develop members of an organization for achieving the goal effectively. Many authors and specialists define HRM in many ways: Dale Yoder has defined; Human Resource Management is the provision of leadership and direction of people in their working or employment relationship. Ricky W. Griffin has defined; Human Resource Management is the set of organizational activities directed at attracting, developing and maintaining an effective work force. According to Gray Dessler, The policies and practices one needs to carry out the People or human resource aspects of a management position, including recruiting, screening, training, rewarding and appraising. Prof. Ataur Rahman has defined Human Resource Management as a set of activities which include acquisition, development, motivation maintenance and utilization of manpower for the purpose of effective and timely achievement of organizational goals. Finally, Human Resource Management is the set of activities reaching to procuring, developing, maintaining and utilizing a group of people for the proper functioning of organization activities and achievement of goals.

Characteristics of Human Resource Management There are several features of Human Resources Management. These characteristics pinpoint the nature of human resource management starting from acquisition to utilization of human sources which are briefly discussed below: Development of well conceived policy: The first feature of Human Resources Management is to develop a well-accepted policy for the organization. The purpose is to practice Human Resource Management activities in a better way. Development of harmonious or cordial relations: Development of harmonious relation is

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aimed to achieve goal, for the fulfilment of the functions. All barriers to cordial relations should be removed. Establishing a chain of command: Human Resource Management must establish a chain of command without which discipline cannot be maintained. These include unity of command, unity of direction and scalar chain. Awareness of own nature of services: This is the fourth characteristics of Human Resources Management. By creating awareness promotion policy can be established; training policy can be implemented and other policy can be made well understood. Must be good communicating and effective leader: Human Resource Management must communicate and give proper guidance to the employees. Thus company policies and decisions can be properly interpreted and practiced. Finally, with these features and characteristics discussed above can pinpoint about the nature of Human Resource Management. Importance of Human Resource Management There are some points of importance of Human Resource Management in the industrial organization. Importance of Human Resource Management can be explained with these points. If all these things are properly managed, we can say that there is an importance of Human Resource Management. However, these points are briefly discussed below: Policy formulation: Importance of Human Resource Management can be understood if it can formulate human resource policies properly. It is the wisdom of Human Resource Managers. Policy Execution: Efficient Human Resource Management executes all human resource policies in accordance with goals and objectives for the achievement of which these were formulated. Review of employee needs: Human Resources Management reviews employees needs hopes and aspirations time to time an regularly. Utilization of human resources: Its a very tough function. Efficient human resource management can successfully utilize efforts and sincerities of employees. And thus, organization objectives can be achieved and all functions can be properly performed. Social welfare development: Employees are social beings. There have various needs and demands and deserve to be mitigated. Social welfare can enhance the involvement of employees which had to the satisfaction of top management. Effective trade unionism: Trade unionism industrial disputes, conflict and all other hazards can be handled appropriately and peacefully by efficient Human Resource Management. Overall development of organization: Ultimate, the overall development of an organization

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can be contributed by effective Human Resource Management because employees are properly utilized and managed by Human Resource Management. Objectives of Human Resource Management Following of objectives are important which can be discussed in short. With the fulfillment of these objectives Human Resource Management can become successful: To help the organization reach its goals To develop efficiency and skills of employees To ensure effective utilization and maximum development of human resources To achieve and maintain high morale among employees To ensure respect for human beings. To identify and satisfy the needs of individuals To ensure reconciliation of individual goals with those of the organization To provide the organization with well-trained and well-motivated employees To increase to the fullest the employees job satisfaction and self-actualization To attract good people To enhance employees capabilities to perform the present job To develop overall personality of each employee in its multidimensional aspect For proper use of Human Resources Co-ordination among different sections of the organization To develop working conditions In the organization To be ethically and socially responsive to the needs of society To inculcate the sense of team spirit, team work and inter-team collaboration

Nature of Human Resource Management Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include: It is pervasive in nature as it is present in all enterprises Its focus is on results rather than on rules It tries to help employees develop their potential fully It encourages employees to give their best to the organization It is all about people at work, both as individuals and groups It tries to put people on assigned jobs in order to produce good results It helps an organization meet its goals in the future by providing for competent and wellmotivated employees It tries to build and maintain cordial relations between people working at various levels in the organization It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc

Principles of Human Resource Management A principle is a basic statement of truth explaining cause and effect relationship between two or 24.

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more variables every subject is guided by its principles. Complete individual: Deal with people as complete individuals consider employee as a whole person. Worthwhile: Make people feel worthwhile and related. People are the most valuable asset of the organization. Social Capital: People ought to be considered as social capital capable of development. Growth opportunity: Provides opportunities for growth within the organization. Group interest: Group interest predominance over individual interests. Personal program: Enam Labels Limited the personnel program. It must be sold. This follows because employees will learn by themselves or others if management does not teach them. Scope of Human Resource Management The scope of Human Resource Management refers to all the activities that come under the banner of Human Resource Management. These activities are as follows.

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Human resources planning :- Human resource planning or Human Resource Planning refers to a process by which the company to identify the number of jobs vacant, whether the company has excess staff or shortage of staff and to deal with this excess or shortage. Job analysis design :- Another important area of Human Resource Management is job analysis. Job analysis gives a detailed explanation about each and every job in the company. Recruitment and selection :- Based on information collected from job analysis the company prepares advertisements and publishes them in the newspapers. This is recruitment. A number of applications are received after the advertisement is published, interviews are conducted and the right employee is selected thus recruitment and selection are yet another important area of Human Resource Management. Orientation and induction :- Once the employees have been selected an induction or orientation program is conducted. This is another important area of Human Resource Management. The employees are informed about the background of the company, explain about the organizational culture and values and work ethics and introduce to the other employees. Training and development :- Every employee goes under training program which helps him to put up a better performance on the job. Training program is also conducted for existing staff that have a lot of experience. This is called refresher training. Training and development is one area where the company spends a huge amount. Performance appraisal :- Once the employee has put in around 1 year of service, performance appraisal is conducted that is the Human Resource department checks the performance of the employee. Based on these appraisal future promotions, incentives, increments in salary are decided. Compensation planning and remuneration :- There are various rules regarding compensation and other benefits. It is the job of the Human Resource department to look into remuneration and compensation planning. Motivation, welfare, health and safety :- Motivation becomes important to sustain the number of employees in the company. It is the job of the Human Resource department to look into the different methods of motivation. Apart from this certain health and safety regulations have to be followed for the benefits of the employees. This is also handled by the HR department. Industrial relations :- Another important area of Human Resource Management is maintaining co-ordinal relations with the union members. This will help the organization to prevent strikes lockouts and ensure smooth working in the company.

The Human Resource Officer is responsible for providing support in the various human resource functions, which include recruitment, staffing,

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training and development, performance monitoring and employee counseling. SCOPE (The way that the position contributes to and impacts on the organization) The Human Resource Officer provides advice and assistance to supervisors and staff. This may include information on training needs and opportunities, job descriptions, performance reviews and personnel policies. The position coordinates the staff recruitment process .The Human Resource Officer provides advice and support to supervisors and staff selection committees and ensures that they have accurate and timely information in order to make effective decisions. Failure to provide adequate advice or assistance may result in lost opportunities for staff development, poor staff morale, financial loss to staffs for residents and a loss of credibility.

Function of Human Resource Management The definition of HRM is based on what managers do. The function performed by managers is common to all organizations. The functions performed by the human resource management can broadly be classified into two categories: 1. Managerial function 2. Operative functions.

MANAGERIAL FUNCTIONS Planning: Planning is a predetermined course of actions. Organizing: Organizing is a process by which the structure and allocation of jobs are determined. Staffing: This is a process by which managers select, train, promote and retire their subordinates. Directing/Leading: Directing is the process of activating group efforts to achieve desired goals.

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Controlling: It is process of setting standards for performance, checking to see how actual performance compares with these set standards, and taking corrective actions as needed.

OPERATIVE FUNCTIONS The operative, also called, service functions are those which are relevant to specific department. These functions vary from department to department to department depending on the nature of the department viewed from this standpoint, to ensuring right people to right jobs at right times. These functions include procurement, development, compensation, and maintenance functions of HRM Procurement: It involves procuring the right kind of people in appropriate number to be placed in the organization. It consists of activities such as manpower planning, recruitment, selecting, and placement and induction orientation of new employees. Development: Activities meant to improve the knowledge, skills, aptitudes and values of employees so as to enable them to perform their jobs in a better manner in future. Functions may comprise training to employees, executive training to develop managers, organization development to strike a better fit between organizational climate/culture and employee. Compensation: Compensation function involves determination of wages and salaries matching with contribution made by employees to organizational goals. It consists of activities such as job evaluation, wage and salary administration bonus, incentives. Maintenance: It is concerned with protecting and promoting employees while at work. For this purpose, various benefits such as housing, medical, educational, transport facilities, etc to the employees. Several social security measures such as provided fund, pension, gratuity, insurance, etc. are also arranged. It is important to note that the managerial and operative functions of HRM are performed in conjunction with each other in an organization, be large or small organization. Recruitment of Human Resources Human resources are the most valuable asset of a company. Previously the company owner treats its people as worker or employee. Now it has been changes. Modern management treats its people as resources. The company must acquire qualified and effective persons to ensure the continued operation of the organization. So, the success of any company almost depends on its human resources. Definition of Recruitment Recruitment is the process of accumulation of human resources for the vacant positions of the organization.

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According to David A. DeCenzo and Stephen P. Robbins, Recruitment is the process of discovering potential candidates for actual and anticipated organizational vacancies. Edwin B. Flippo has defined, Recruitment is the process of sear ching for prospective employees and stimulating them to apply for jobs in the organization. From the above definition we can say that, Recruitment is the process of finding and attraction capable applicants for employment. The process begins when new recruit are sought and ends when their application are submitted. The result is a pool of applicants which new employees are selected. The quality of an organizations human resources depends on the quality of its recruits.

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Chapter Five: PTI Employee Evaluation System

Employee Evaluation System in PTI There are two types of employees evaluation for employees which need to be done annually. At first type of evaluation, employees evaluate themselves (self-appraisal) and the second type is that employees are evaluated by their line managers. To achieve the organizational goal effectively PTIs Top Management has chosen an evaluation policy which is assumed to be best for the organization. In accordance with the Evaluation Policy there are some guidelines. The guidelines of the policy are as follows: Ensure the right people in the right position. The right tools and resources are provided for the employees Employees have the right skills and education Giving opportunity for the employees to comment on their evaluation papers prepared by their line managers Finding the strength of the employees Finding the weaknesses or the points which needs to be improved of the employees Ensuring that the employees know the purpose of their job Finding out the obstacles or the things which are preventing employees perform their activities effectively. Ensuring that the employees are aware of their evaluation and use it to bring improvement to their performance Trying to find out about employees vision and give them an opportunity to suggest and bring improvements in their jobs Ensuring that employees have the right skill and knowledge to carry out their job efficiently and effectively Finding the needs for certain training Organizations policy is always loyal to the Local law.

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Self-appraisal Employees are given the opportunity to comment on their own competency and performance and which can smooth the way for line managers to do evaluation of their subordinates, give feedbacks and make necessary decisions accordingly. Evaluation by Line Managers: This is mostly done just after the self-appraisal is done. This is when line managers evaluate their subordinates based on their performance during the year. Line mangers mention specific achievements, traits and or failure and weaknesses to support their comments. However it worth mentioning that again employees are informed about what is written in their evaluation papers prepared by their line managers. They are allowed to make comments on their evaluation papers. The objective of the evaluation is to find out the strengths and weakness of the employees and accordingly plan for promotions, demotions, training needs and set futures objectives. Samples of the both above types of evaluations are given below:

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Appraisal by Line Manager Teamwork: Communication Cooperation Attendance and punctuality General work skills Initiative Quality of work Self-improvement and learning Computer skills Professional skills Planning Organizing Problem solving Decision making Leadership Worker Comments: Line Manager Comments: Worker Comments: Line Manager Comments: Worker Comments: Line Manager Comments:

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SELF APPRAISAL
To be filled out by worker

1- My strengths in terms of performance in this appraisal period have been:

2- Some of my greatest areas of overall strength are:

3- I have introduced/shared these new creative ideas, suggestions to my work during this performance year:

4- Things I find helpful in my current work environment are:

5- Things I find less helpful in my current work environment are:

6- I feel I need improvement in the following areas:

7- I feel the following changes in my work environment would help me improve my performance:

8- The following training/education will help me to overcome my skill and knowledge limitation and will enable me to do my work effectively: abc-

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TRAINING AND STAFF DEVELOPMENT 1Is the worker aware of their training needs?

To be filled out by line manager

2-

Which training needs has the worker identified?

3-

Is the worker motivated to have more training/education?

4-

Is there anyone in the project/organization who could help/train this worker?

5-

What training/development will you recommend for this worker?

6-

Do you recommend exposure visits to other projects/organizations for this worker to enhance his/her learning?

EMPLOYEE COMMENTS

To be filled out by worker

(Feel free to comment on any area related to the appraisal process and do share if you have any idea or suggestion.)

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H-

OBJECTIVES FOR THE NEXT YEAR (PLANNED)

Objectives & Activities

To be filled out by worker Estimated Time

and line manager

Objective # 1: Activities:

Objective # 2: Activities:

Objective # 3: Activities:

Objective # 4: Activities:

Objective # 5: Activities:

Next Review: Date:

Employees Signature Supervisors Signature

__________________ _________________

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Chapter Six: Assessing employee satisfaction and training needs in PTI

Percentage analysis and graphical presentation of some major findings out of the evaluation papers from previous years and out of The data was collected from past years evaluation papers. The total number of evaluation papers seen were 18. The range of satisfactory was not something measurable such as excellent, good, satisfactory and not satisfactory etc. Therefore I could not prepare a good analytical report of the data from them instead I prepared an analytical report out of the questionnaire papers Finding: 1 Do employees have the right resources so that they can do their jobs efficiently and effectively?

It looks 43% of the employees think they have best possible resources needed for their jobs. 50% of the employees have agreed that they have the right resources which is good enough for them to perform their jobs effectively . It means they agree that they have the best possible resources. 7% of the employees are not satisfied. We can canclude that most of employees agree that they have the right and enough resources for their jobs.

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Finding: 2 Are the employees motivated enough by the office for their achievements?

It looks 43% of the employees think they are not satisfied. They dont think employees are motivated by office for their achievements. 29% of the employees agree that there are some motivation for employees, but no one says that there is best possible motivation for any employee. We can canclude that most of employees are not happy with the motivation program of organization. Finding: 3 Are the employees paid enough for the knowledge, skills and experience they currently have?

It looks 25 percent of the employees agree that they receive best possible payments. 31% of the employees think that there is a good remunaration system in PTI. 44% of the employees are just satisfied with their remunarations and no one saied to be dissatisfied with PTIs remuneration system. We can canclude that most of employees agree that the remunaration system in PTI is fine.

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Issue: 4 Do the employees have a balanced responsibility and authority?

It looks 14 percent of the employees agree that they have equally responsibility and authority. 50% of the employees think that responsibilities and authorities distributed among the staff is good enough in PTI. 22% of the employees are just satisfied and 14% of the rest are not satisfied. We can canclude that most of the employees agree that the responsibilities and authorities are appropriately distributed in PTI. Issue: 5 Does the office show enough flexibility against its staff?

It appears that 29 percent of the employees agree that office show the best possible flexibility for its employees. 64% of the employees think that their office is good at its flexibility for its employees. 44% of the employees are just satisfied and 7% of the employees are not satisfied. We can canclude that most of employees agree that the office has best possible flexibility against its employees but looks that PTI shows more than enough flexibility which needs some consideration.

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Major Findings The major findings for the whole evaluation system and procedures of Physical Therapy Institute (PTI) are as following: Employees are provided with almost best possible resources and facilities. Employees do not receive enough motivation which needs to be considered. And similarly the organization is also appropriately flexible for its employees. The organization has a good remuneration system for its employees. Authority and responsibilities are appropriately distributed and assigned. PTI has a young energetic workforce The work force looks very flexible Employees are evaluated by their line managers annually and provided with feedback Employees also evaluate themselves which can be used to compare the evaluation done by their line managers. Weekly PTI staff meeting provides a good opportunity for sharing ideas, problem solving and decision making Employees are well supported in personal development programs and opportunities are provided for. PTI does arrange orientation program for the new employees. Evaluation does not provide a basis for improvements The evaluation is used to determines training needs I found the evaluation system very difficult. The Evaluation Forms were not easy to use. For preparing an analytical report the evaluation papers could not provide sufficient data. Every trait being evaluated were in the form of narration It was not possible for me to make comparison between years and or between employees The evaluation is mostly past oriented not future oriented

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Some of the points which need improvement in the evaluation system of PTI: Employees seem not to be satisfied with the current motivation programs of the organization which may need to be altered. The evaluation forms may need to be changed from only narrative form into rating forms while providing space for explanation so that specific situations could be mentioned for clarifying the comment made. Motivation programs looks very week or is not well defined. Facilities provided for the employees and for students need to be well communicated and marketed

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Chapter Seven: My personal inputs to the organization

Finding staff job satisfaction and training needs
Based on discussion with management of PTI and their approval I did a survey of employee satisfaction through a questionnaire I had prepared. I completed the survey with 14 employees. Mostly they looked to be satisfied. However I found one issue which needed to be paid more attention and that was employee motivation. My survey revealed that the employees as whole in general are not satisfied with current situation and procedure for employee motivation in PTI.

Building personality training

I know Mohammad Salim since 2004. He was our Deputy Project Manager. Actually it is hard to write down all the characteristics of Mr. Salim but I would like to briefly mention some of them. He is very polite, punctual and hardworking, a good motivator for his team, a good manager, an outstanding advisor and has good attitude towards his managers. Recently he gave us training regarding positive thinking and building personality. The training was very successful. The training helped the participants to change the way of their thinking in daily life. Overall all the staff and especially I will never forget his kindness and cooperation. Everyone enjoyed the training and promised to apply it to office and to their personal life. I am sure every organization will be lucky to have him with. Thanks Gul Ahmad Taheri Lecturer Physical Therapy Institute +93 788 278 830
. . . . 1995 ) ( ) ( .

Sayed Kabir Hashmi Admin Assistant Physical Therapy Instiute +93 799 320 449

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Effective communication
Communication is very important for any organization. Experience has shown that 70% of failures in organizations is the result of poor communication. Employees of Physical Therapy Institute felt the need for communication training. Therefore, PTI management decided to provide them a communication training programs. I was asked to collect some communication training materials. I collected some training and we were supposed to have a one day communication training program but due to my business with preparation of documentation for my travel back to Ahmedabad the training postponed. The same training is going to be provided for the employees soon. I will be part of the training through Skype. The training will be provided to the employees by the project administrator and me.

Database for managing graduate records

This was a special request from the project manager for me to help develop a brief simple database for graduates and current students of PTI. The main objective for this database was to help the project manager in providing brief categorized reports of students by batch, year, province etc. I developed the database in MS Access and also because of the ease for use I prepared the same database in MS Excel which is capable of recording detailed personal information of students by batch, year, program whether 2 year program or 3 year program etc.

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Recommendation and Conclusion

Recommendation Many Human Resource Professionals believe their function become more involved in business decisions, more strategically oriented and more effective as a business partner. The HR function is adding more and more value to modern organizations. The changing role of HR professional carries with it new responsibilities and challenges. During my internship program in Human Resource Management at PTI, I found some points which need to be improved, added or changed. As mentioned earlier the evaluation system in PTI looks very vague and complicated. It does not really provide a good analytical information for decision making. In my prospective some changes are necessary to be made in the evaluation system as well as changes in motivation programs which are listed below: Employee evaluation forms of PTI should be changed into some kind of rating ones. Annually an analytical report of employees should made out of the evaluation papers. Specific objectives should made according to the analytical reports prepared. PTI needs to consider more motivational programs for employees.

Conclusion The is obvious that employees are the most valuable resources for the progress of the organization. For the development of these valuable resources there are many factors involved. In this regard Motivation and Satisfaction of Employees play the most important role. To increase the productivity of an organization effective & dynamic motivation procedure is essential. PTI practices an annual employee evaluation which is fully narrative, out of which preparing an analytical report is almost impossible. Therefore it is essential for PTI to start thinking of having a more objective employee evaluation system which can help PTI find out about its specific and measurable employees strengths and weaknesses and plan accordingly.

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