COMSATS Institute of Information Technology, Wah Cantt

INTERNSHIP REPORT
2015
Bachelor of Business Administration
Fareeha
FA-12BBA-019
Specialization in Human Resource Management
+923473280634
fareehaali63@yahoo.com.au

HEAVY MECHANICAL COMPLEX TEXILA

Supervisor Name: Mr. Tahir Nadeem Shah (DGM)
Telephone No: 9314181 Ext 614

Start Date of Internship: 06-07-2015

End Date of Internship: 24-08-2015
 EVALUATION

Fareeha

Has completed internship at

HEAVY MECHANICAL COMPLEX TEXILA

Internship report submitted for the final evaluation in

Partial Fulfilment of the requirement for the Degree of

Bachelor in Business Administration

It is certified that, the internship report and the work contained in it conforms to all the standards set
by the institute for the evaluation of any
Such work

1._________________________

2.__________________________

3.___________________________

4.___________________________
 DEDICATION

To all those who have supported, encouraged challenged an inspired me. And specially to my
Beloved parents, honorable teachers and friends for all their guidance love and attention
which has made it possible for us to make it up to this point and as well as the internship
supervisors who bestowed me with the courage, the commitment and the awareness to follow
the best possible route, by their unmatchable and the best possible training.
 ACKNOWLEDGEMENT

I bestow all praises acclamation and appreciations to almighty Allah, the most merciful and
compassionate, the gracious and beneficent, whose bounteous blessings enabled us to perceive and
pursue the higher ideas of life. All praises and respects are for his Holy Prophet Muhammad PBUH who
enabled us to recognize about the creator.

I am thankful to all those people who cooperate and help me at every step during my internship. Special
thanks to: Syed Tahir Nadeem (DGM).

Finally I am thankful to my parents, all my well-wishers, all my teachers whom guidance and prayers
give me the courage to complete my internship in a meaningful manner.
Executive summary

Internship is an integral part of degree at COMSATS institute of information technology. It includes

practical work and experience to give student a closer look of the business work and its requirements.
Internship experience is very important and helpful before anyone goes looking for a job. I completed
my internship in one of the most reputed capital goods manufacturing concern in Pakistan that is
HEAVY MECHANICAL COMPLEX (PVT) LTD Taxila.

Heavy Mechanical Complex was established at Taxila, with the chinses. Technical and financial
assistance, and started its commercial operations in December, 1971. HMC have gained rich
experience in designing and manufacturing of large projects through collaboration with
internationally reputed engineering organizations. All its processing facilities are in-house
including Designing, fabrication, Machining, Iron and steel casting, forgings, heat treatment,
assembly, sand blasting and painting etc.

After completion of my internship at HMC, TAXILA, I am submitting my report based on my

observation and experience during my stay. This report includes major functions performed by
the HRM department. It also includes the structure and the nature of the organization, working
and responsibilities of the different sections in HRM department and their procedures and
policies about the recruitment and selection, training and development and career management
in HMC, their performance appraisal system etc. it provided me an opportunity to convert my
bookish knowledge into practical work and enhanced my HRM skills and knowledge even
more.
 Mission Statement
“We are dedicated to be seen as a capital goods manufacturing organization that provide quality
products and services which meet or even exceed the expectation of clients”
Contents
1. INTRODUCTION ................................................................................................................... 1
1.1. Overview and Brief History of the Organization .............................................................. 2
1.2. Type and Nature of Business ........................................................................................... 3
1.3. Business Volume /Size in Different Context .................................................................... 3
1.4. Product Lines, Product Portfolio ...................................................................................... 4
2. ORGANIZATIONAL STRUCTURE ..................................................................................... 5
2.1. Organization Hierarchy .................................................................................................... 6
2.2. Comments on the Organizational Structure .................................................................... 7
2.3. Competitive Positioning of the Organization in the Industry .......................................... 7
2.4. Learning as an Internee ................................................................................................. 10
3. BUSINESS OPERATIONS ................................................................................................... 11
3.1. Technology Department ................................................................................................ 11
3.2. Project Planning Control Department ........................................................................... 11
3.3. Finance Department ...................................................................................................... 11
3.4. Cost Department ........................................................................................................... 11
4. HUMAN RESOURCE DEPARTMENT............................................................................... 12
4.1. Role of Human Resource Department ........................................................................... 12
4.2. Division of Human Resource Department in HMC ........................................................ 12
4.3. Human Resource Planning ............................................................................................. 15
4.3.1. Introduction ............................................................................................................... 15
4.3.2. Human Resource Planning in HMC ............................................................................ 16
4.4. Human Resource Job Analysis ....................................................................................... 16
4.4.1. Introduction ............................................................................................................... 16
4.4.2. Job Analysis ................................................................................................................ 17
4.5. Recruitment ................................................................................................................... 18
4.5.1. Introduction ............................................................................................................... 18
4.6. Selection ........................................................................................................................ 19
4.6.1. Introduction ............................................................................................................... 19
 4.6.2. Testing techniques ..................................................................................................... 20
4.7. ORIENTATION................................................................................................................. 20
4.7.1. Introduction ............................................................................................................... 20
4.7.2. Orientation in Heavy Mechanical Complex ............................................................... 21
4.8. Training and Development ............................................................................................ 21
4.8.1. Training· ..................................................................................................................... 21
4.8.2. Development ............................................................................................................. 21
4.8.3. Training and Development Techniques in Heavy Mechanical Complex .................... 21
4.8.4. Industrial relation Section.......................................................................................... 21
4.8.5. Personnel Section ...................................................................................................... 22
4.8.6. Development ............................................................................................................. 22
4.9. Performance Management............................................................................................ 22
4.9.1. Introduction ............................................................................................................... 22
4.9.2. Performance Management Practices in Heavy Mechanical' Complex ...................... 22
4.10. Compensation and Benefits ....................................................................................... 22
4.10.1. Introduction ............................................................................................................... 23
4.10.2. Laws ........................................................................................................................... 23
4.10.3. Need of Compensations and Benefits ....................................................................... 23
4.10.4. Benefits given to employees in HMC ......................................................................... 23
4.11. Health and Safety....................................................................................................... 23
4.11.1. Health and Safety Practices in Heavy Mechanical Complex ...................................... 24
4.11.2. Laws regarding Health and Safety ............................................................................. 24
4.12. Short-Falls/Weaknesses of the Department ............................................................. 24
5. ANALYSIS............................................................................................................................ 26
5.1. SWOT Analysis ................................................................................................................. 26
5.2. PEST Analysis ................................................................................................................... 28
6. WORK DESCRIPTION ........................................................................................................ 29
7. RECOMMENDATIONS ....................................................................................................... 32
8. CONCLUSION...................................................................................................................... 35
APPENDIX .................................................................................................................................. 36
1. INTRODUCTION
Heavy Mechanical Complex (Private) Limited is a leading engineering goods manufacturing
enterprise in Pakistan located at Taxila about 30 Kilometers north of capital Islamabad. It is a
professionally managed progressive organization with over 160,000 sq. Meters covered
facilities and 1,100 employees.

HMC have the resources to handle large projects with demanding delivery schedules. Being the
largest and most extensive fabrication and machining facility equipped with state of the art
technology. HMC provide manufacturing services both on our own or customers design. HMC
have gained rich experience in designing and manufacturing of large projects through
collaboration with internationally reputed engineering organizations. All its processing
facilities are in-house including Designing, Fabrication, Machining, Iron and Steel Castings,
Forgings, Heat Treatment, Assembly, Sand Blasting, Painting and Galvanizing etc. HMC is
ISO 9001 certified and is authorized to use 4 ASME stamps U, U2, S & PP for equipment
manufactured according to ASME code. The manufacturing is backed by excellent quality
control and testing facilities to meet the product and customer quality requirements. 3rd party
inspection facilities are also available, where required. Heavy Mechanical Complex Ltd.
(HMC), Taxila is a major heavy engineering subsidiary of the State Engineering Corporation
(SEC) under the Ministry of Industries &Production, Government of Pakistan.

HMC defines itself as “A technical institute in which all types of machines including
Sugar plants, Cement Plants, Road rollers, Over Head Cranes ranging from 0.5 to 50 tons Heat
Exchanger boilers, Special Defense parts (i.e., NDC works), Special Vibratory Rollers (which
can bear statistically 10 to 12 tons vibratory load) and Pakistan steelworks. Some other
processes that are also done by HMC are Designing and manufacturing and assembling and
installation with the certification of ISO – 9001.The Heavy Mechanical Complex (HMC), the
biggest undertaking of its type in Pakistan, was established in 1979 with Chinese assistance.
The Heavy Forge Factory (HFF) at this complex has proved crucial for Pakistan's defense
production needs. HMC has the capability for designing, engineering and manufacturing of
industrial plants and machinery. HMC has the largest fabrication and machining facilities in the

1
country equipped with Computer Aided Designing (CAD) and can undertake a variety of
fabrication / machining jobs on sub-contracting basis. HMC manufactures equipment for hydro-
electric power plants, thermal power plants, sulphuric acid plants, industrial alcohol plants, oil
& gas processing plants, and chemical & petro-chemical plants, etc.

Boilers, cranes, construction machinery, material handling equipment, steel structure, railway
equipment, etc. are some of the other products which are produced on regular basis. The
company’s capabilities include engineering and manufacturing of Sugar Mills ranging
between1, 500 - 12,000 TCD (tons of cane crushing capacity per day), Portland Cement Plants
of 700-5,500 TPD (tons per day) module and White Cement Plant of 50 - 1,000 TPD.I am here
to cover the mostly the marketing department that concern with my specialization but also
highlight the role of the other company operation and departments work with in limited time.
Starts with the company history view and also highlight the nature of work also company
SWOT and PEST analysis and in the end come up with the conclusion and recommendation
about the problems that I observed during my internship period.

1.1. Overview and Brief History of the Organization

HMC is a well reputed organization for the manufacturing of the engineering goods in Pakistan.
ISO 9001 certified and authorized to use 4 ASME stamps U, U2, S & PP for equipment
manufactured according to ASME code.

Heavy Mechanical Complex (HMC), Taxila was established under 3rdFive Years Plan, by
WPIDC, to implement government’s industrial policy to shift emphasis from consumer goods
to capital goods manufacturing industry. It started its operations in December 1971. The project
was implemented with the co-operation of government of People’s Republic of China.

Later in February 1977, Heavy Foundry and Forge (HFF) was established to produce heavy
castings and forgings, to supplement the engineering industry for intermediary goods / raw
materials. This project was also established with the co-operation of People’s Republic of
China.

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The Prime Minister of Pakistan while inaugurating HFF elaborated the role of heavy
engineering sector in the following words. “The role of engineering sector, particularly of
heavy engineering is of paramount importance in developing economy. Meaningful industrial
growth can only start after heavy engineering base is provided. Because of nature of this
industry gestation period is long and returns are slow but equally they are essential”.
In 1990, Heavy Foundry and Forge was merged with Heavy Mechanical Complex. In early
2006 Government decided to privatize HMC and EOIs were invited but later this decision was
reversed and HMC was de-listed from privatization due to its strategic importance as heavy
engineering industry.

1.2. Type and Nature of Business

HMC is famous for the manufacturing of capital engineering goods. HMC manufactures
equipment for hydro-electric power plants, thermal power plants, sulphuric acid plants,
industrial alcohol plants, oil & gas processing plants, and chemical & petro-chemical plants,
etc. Boilers, cranes, construction machinery, material handling equipment, steel structure,
railway equipment, etc. are some of the other products which are produced on regular basis. It
also has capability to make sugar plants as per demand of customer which is also export to
different country.

1.3. Business Volume /Size in Different Context

There are three factories under the HMC, Heavy mechanical complex I (HMC I), Heavy forge
and foundry works (HMC II), Heavy mechanical complex III (HMC III)
Of these the last one is directly under the ministry of defense while the former two are governed
by ministry of production
The production capacity of HMC is Machining capacity=500ton *12 months Fabrication and
Machining capacity= 1000ton *12monthsTotal = 500*12 + 1000*12 = 6000 tons per annum.
This production capacity can be increased time to time with the extension of man power and
other sources subjecting to sub-contractors.

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1.4. Product Lines, Product Portfolio
HMC specializes in Engineering, Designing, Manufacturing, Installation and Commissioning
of plants and machinery including;
Cement Plant and Spares600-5000 TPD
Sugar Plant and Spares500-12000 TCD
Process Plant Equipment Pressure Vessels, Columns, Heat Exchangers, Drums, Storage
Tanks and Kilns
Chemical & Petro-Chemical Plants Sulphuric Acid Plant, Basic Chromium Sulphate Plant,
Industrial Alcohol distillery, Gas Dehydration, LPG/LNG, Gas Purification &Sulphur
Recovery Plants.
Industrial Boilers Fire tube Package units, water tube package units, heat recovery boilers,
biogases fire boilers (capacity up to 200 T/hr.
Thermal Power Plants Equipment for utility boilers, membrane wall, turbine/generator parts.
Hydro Power Plants Gates, penstocks, wicket gates, head covers, turbine/generator parts
Cranes Electric overhead travelling crane, portal & mobile cranes.
Road Construction Machinery Static & vibratory road rollers, asphalt mixing plant.
Steel Structures For thermal power plants, process plants etc.
Railways Equipment Railway axles, surface traverse, screw coupling & screw jack.
Castings Iron & steel castings as per specifications
Forgings Shafts, rings and others as per specifications
Automotive Forging For tractors and other automobile

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2. ORGANIZATIONAL STRUCTURE
An organizational structure consists of activities such as task allocation, coordination and
supervision, which are directed towards the achievement of organizational aims. It can also be
considered as the viewing glass or perspective through which individuals see their organization
and its environment. An organization can be structured in many different ways, depending on
their objectives. The structure of an organization will determine the modes in which it operates
and performs. Organizational structure allows the expressed allocation of responsibilities for
different functions and processes to different entities such as the branch, department, workgroup
and individual.

Hierarchical nature structure is usually adopted by organizations in order to manage the labor
of the organization. Supervisors usually manage Labor while supervisors are directed by top
management. The boards of directors help the company for smooth running the operation of the
company. Usually, each level is designed to report one person in the top management appointed
by the level. Usually, board of directors is appointed on first place for the appointment of other
executives for the organization. Shareholders have right to select board of directors who serve
for specific term.

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2.1. Organization Hierarchy

MANAGING DIRECTOR

DY.MANAGING DIRECTOR

Design & Sales A&B.

GENERAL MANAGER

Project Management.

DY.GENERAL MANAGER

Purchase & sales c.

GENERAL MANAGER

Mechanical works.

GENERAL MANAGER

Production Planning and

Control
GENERAL MANAGER

Finance & Accounts

DY. GENERAL MANAGER

Administration.& HRM

GENERAL MANAGER

Quality assurance & new products

HEAD

Foundry & Forge works.

CHIEF MEDICAL OFFICER

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2.2. Comments on the Organizational Structure

As discussion about the hierarchical structure of HMC there are some advantages of this
structure and also disadvantages.

Advantages
 Employees are familiar with defined levels of leadership within the organization;
authority and levels of responsibility are apparent.
 Hierarchical structures promote developing employees as specialists and get good skills
in the company and also may narrow their field of focus and become experts in specific
functions.
 Employees of Company are loyal to their departments and look out for the best interest
of their area.
 Decision making are easy due to centralize control that can be taken by the upper level
of management and board of director.
Disadvantages
 Communication across different departments tends to be less effective some of them are
not seriously work for the HMC interest in this type of structure.
 Rivalry between departments may anger as each department makes decisions that
benefit its own interests rather than the organizations as a whole.
 Increased bureaucracies often hold back an organization’s speed to change. Increased
time may be required to respond to clients.
 Salaries for multiple layers of management increase an organization’s costs.
 There is no promotion concept in this type of structure because in this company only
peoples are promotes those have relation with the upper management or political leader.

2.3. Competitive Positioning of the Organization in the Industry

Both developing, as well as industrialized countries provide sustainable subsidies to such

enterprises because of their strategic significance. Heavy Mechanical Complex, commonly

7
known as HMC, it has the largest product design office in the country, equipped with computer-
aided designing (CAD) and computer-aided engineering (CAE) facilities. The company, which
is ISO 9001 certified, has authorization to use prestigious ASME stamp code for boilers,
pressure vessels and piping etc. Incorporated as a private limited company, HMC has a paid up
capital of Rs1, 077 million, which is entirely owned by the government. A board of directors
nominated by the government manages its corporate affairs.

Since its having gone into commercial production in 1971, the company has played a crucial
role in the industrial and socio-economic development. Its main contribution has been in
achieving self-reliance in the sector through import substitution, saving billions of dollars and,
at the same time, earning millions of dollars through export promotion.

For almost two decades, HMC remained flagship of national prime engineering industries,
having earned recognition as leading manufacturers of capital goods of international standards.
The company earned significant profits, provided employment to thousands, trained hundreds
of engineers and technicians, and developed new products for defense and strategic industries.
It has designed, manufactured and installed 23 sugar mills and five cement plants, of various
capacities, and 35,000 tons of equipment for power plants.

A host of other engineering goods manufactured by the HMC include road construction
machinery, industrial boilers, various types of cranes, railway equipment, truck chassis and
axles, equipment for fertilizer plants and oil refineries, besides a variety of steel structure,
castings and forging.

The complex enjoys the singular distinction of successfully placing Pakistan on export map of
the world that no other domestic engineering company, either in public or private sector, can
boast similar achievement. It has successfully executed a large number of contracts, in many
countries, which were won against international competition. The turnkey projects, which
related to design, engineering, construction and commissioning of three sugar mills and a
cement plant, were completed in Indonesia and Bangladesh.

8
In addition, it’s various products such as construction machinery, electric overhead travelling
cranes, steel structure, boilers, railway materials and equipment for sugar and cement industry
have been exported to Bangladesh, Afghanistan, Sri Lanka, Ghana, Uganda, Kenya and the
UAE. The company is registered with international donor agencies and governments of the
respective countries.

The 1990s, however, saw the decline of the company as its order book substantially reduced as
a result of poor investment climate and slow industrial development. This resulted in gross
under- utilization of its installed production capacity, estimated to be 35,000 tons of finished
goods per year. The situation adversely affected implementation of its future plans to undertake
the BMRE and to diversify its production programmed meeting market demands, for which
technology transfer arrangements were also lined up.
Fortunately, the company has once again got on its feet, financially as well as commercially. It
has achieved sales target of Rs1,403 million during the year ending June 30, 2005, compared
to Rs515 million in 2002-03, having earned Rs189 gross profit and Rs66 million operating
profit. At present, the company has confirmed orders in hand valuing Rs2, 927 million whereas
additional orders are in the pipeline. Resultantly, the cash flow position has also improved.

The flexibility and general purpose nature of plant machinery installed at HMC, and its state-
of-the-art design and engineering capabilities, allow diversification of activities of the company
to cover industry, power, water, energy, agriculture and infrastructure sectors, meeting domestic
and export requirements. It has signed contracts in the recent past for supply of cement plants,
one each to Iran and Uzbekistan, which have not yet been materialized, and can be revived, for
implementation.

Since 1992 and 2006 six companies of the State Engineering Corporation—all prime industrial
units and most of these profitable at the time of privatization—have been transferred to private
sector. These include Karachi Pipe Mills Karachi, Metropolitan Steel Corporation Karachi,
Quality Steel Works Karachi, Pakistan Switchgear Ltd Lahore, Textile Machinery Corporation
Karachi and Pioneer Steel Mills Lahore.

9
These companies were sold at a throwaway price of paltry sum of Rs140 million in total,
whereas these enterprises, mostly public limited companies, were paying cumulative revenues
of similar amount annually to the government. Sadly, all these companies, except Pioneer Steel
Mills, remain closed down since take-over. It transpired that the buyers were simply interested
in real estate of these companies and never intended to keep these as running enterprises.

2.4. Learning as an Internee

As per seeing the hierarchical structure I have defined before that this organization have
advantage like its promote goods skills in the worker and also disadvantage is rivalry between
the departments may create anger between the departments and they can use it for their own
interest. Management has been described as 'the process of planning, organizing, leading and
controlling the efforts of organization members and of using all organizational resource to
achieve stated organizational goals. In this type of organization A Managing Director will be
appointed who has overall responsibility for running the company. The managing director with
help from other directors will appoint senior managers to run the company. Anyhow as per
learning have a good experience of management of operation and other works with the
management team.

To get the view and practical involve in the daily operation how the company is link with each
other department, how goals are define, how responsibilities are assign to related departments
and how to get work from the worker for delivering the customer demand on time, by using of
recourses in efficient way. I also got the experience of the inter related department information
proceedings that are communicate with each other by sending a company memorandum in
proper form according to related any activity. In marketing department procedure I keenly
observe each activity related to team members or customer and how the all management work
together and what kind of activities are assign to them and how they work on that each thing
are loud and clear to everyone.

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3. BUSINESS OPERATIONS
HMC is a well reputed organization for the manufacturing of the engineering goods in Pakistan.
For increase its productivity, profitability and administration work effectively and efficiently
HMC Company divided itself into different departments. Departments have assigned different
tasks depending upon nature of work. Including Mechanical works and Foundry & forge works,
HMC has following departments. Duties and Responsibilities of each department are as below;

3.1. Technology Department

Technology Department checks that company complete specific project in specific date or not.

3.2. Project Planning Control Department

According to project, they create the demand of goods that is being consumed in the workshop
as a raw material. They check the demand of goods is valid or not. Machinery and man power
(workers) are available or not to complete the project.

3.3. Finance Department

The main objective of finance department is to raise and allocate funds, and maintain the
accounts of factory. Payment of expenses and salary are the responsibility of this department.
This department also arranges the funds to meet these expenses. It deals with cash inflow and
outflow.

3.4. Cost Department

Objective of cost department is to calculate per unit cost in the reference of material, labor and
factory overhead. There are two types of costing.
Bach wise Costing Cost is calculated of same products.(For Repetitive Process)
Job wise Costing Cost is calculated for different material products. (Job wise).

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4. HUMAN RESOURCE DEPARTMENT

Human Resource Department is considered as a key Department in any Organization because

all the departments have to keep in touch with this important department. But unfortunately
history of Human Resource Department is not very good in ours. Country. The scope of Human
Resource Department is developing in different organizations but it will take at least one or two
decades for the awareness of Importance of Human Resource Department.

In HMC there was an ADMIN Department which was handling all the functions of the
organization but now there is a Human Resource Department in HMC and all the affairs related
to Recruitment and Selection is taken by Human Resource Department. Frankly Speaking we
can say that they had change the name of their ADMIN Dept. into Human Resource
Department.

4.1. Role of Human Resource Department

Human Resource Department plays an important role in the organization. The whole
organization is linked directly or indirectly with the Human Resource Department.
There are five different Sub Departments of Human Resource in HMC which show
the importance of Human Resource Department.

4.2. Division of Human Resource Department in HMC

Industrial Relation Section
The functions of this section are as follows:
Workers matters which include service matters, trade union matters are dealt by this
department.
Service matters of workers are governed under different labor laws that include:
1: Industrial and commercial employment act 1968.
2: Factory's act 1934.
3: Punjab IR ordinance 2010.

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 4: Company's Profit (Workers Participation Act 1968) law.
5: Workmen Compensation Act 1923.
6: Payment or Wages Act 1936.
7: Workers Welfare Ordinance 1971.
Issuance of travel orders and matters relating to TADA are also dealt by I R section.
Appointment letters are issued. Allowances letters are issued. Transfer letters are issued.
ACRs of workers are prepared. Promotion and up gradation matters are dealt. Issuance
of charge sheet, holding of inquiry and awarding of punishment is also carried out by
IR section. Trade union matters are dealt between CBA and management by section.
Facilities are given through memorandum of settlement executed through management
and CBA. Group insurance and allotment of residence is also a function of IR section.
Personnel Section
Personnel section is responsible for the management of officers, supervisors and
trainees. It deals in the following matters:
1. Promotions.
2. Transfers.
3. Pays and allowances.
4. Retirements.
5. Termination.
6. Leave affairs.
7. Travel orders.
8. Disciplinary matters.
9. ACRs.
10. Allotment of accommodation to regular officers/supervisors.
11. Maintaining school affairs.
12. Preparation of monthly, quarterly and yearly reports.
13. Contract officer's matter
Litigation and Welfare Section
Litigation section deals with the cases filed by / against H.M.C in civil court up to
Supreme Court. Mostly the cases are dealt in labor court.
Variety of cases:

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Civil cases, service matter cases and corporate matter cases are dealt by this section.
In civil cases company deals contracts with people. If the dispute is there then it is
preceded in taxila civil court or Rawalpindi civil court.
The terms and conditions of employment have to be communicated to the
employees. If the rights of employees are exploited with respect to the terms and
conditions the employees can go to court. Service tribunal is not "functional today
but labor court Rawalpindi deals such cases.
Corporate Matters:
In this respect mainly the disputes between union and management are dealt
with.
Persuasion of Cases:
Litigation section deals with preparation of case, defending the case, witness
preparation and so on. All the requirements are carried out on behalf of
H.M.C.Legal opinions are given where the law is quite.
Welfare section deals with the provision of uniforms, shoes to employees. In case
of injuries compensation is dealt by this section. Insurance issues and benefits
issues are also dealt by this department.
Estate Section
This section deals with the allotment of houses to employees, recovery of rent,
house appliances demand and record of allotment. Allotment is done by writing a
letter after the application is put forward by an employee. For bachelor
accommodation following terms is written:
1. A rent of 600 per month.
2. Electricity charges of Rs.50.
3. 1000 in advance.
4. Allotment cancels on seven days’ notice.
5. Surety certificate.
6. Undertaking.
For recovery of rent names are first sent to head office then pay is deducted for rent
and register is maintained. For issuance of appliances first the demand is approved
then things are purchased and kept in store where inspection is carried out and at

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 least appliances are issued.
Admin & General Services Section.
The activities performed by admin are as follows
1. Duty officer matters.
2. Daily attendance report.
3. Company orders.
4. Disposal of various types of materials i.e. scrap.
5. Stationary and printing materials matters.
6. Advertisement.
7. Electricity bills.
8. Medical bills.
9. Any other duty assigned time to time.
The services section performs the following duties.
1. Postal.
2. TCS (domestic or international)
3. Preparation of cash vouchers for drums, scrap wood and private use of
vehicles.
4. Any other duty assigned time to time.
Following are the main functions of 'Human Resource Department in Heavy
Mechanical Complex and now I will discuss these functions in detail.

4.3. Human Resource Planning

4.3.1. Introduction
Human Resource Planning is the foremost Function of Human Resource Department.
Basically Human resource planning is a process by which an organization ensures that
it has the right number and kinds of people, at right place, at the right time, capable of
effectively and efficiently completing those tasks that will help the organization achieve
its overall objectives. In other words human resource planning is a process of
determining an organization's human resource needs. Whenever an organization is in
the process of determining its human resource needs, it is engaged in a process we can
call human resource planning

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4.3.2. Human Resource Planning in HMC
Every organization has to fulfill its needs of Human Resource in order to perform its
functions in a smooth way. HMC is also involved in the process of Human Resource
Planning. Whenever there is a need of Human Resource in any workshop then the shop
In-charge sends a memo to the Industrial Relation Department which deals with the
affairs of workers.

Industrial Relation first of all tries to search for some Hidden Employment so that they
can rotate the Worker to the desired work shop. If there is no hidden employment then
they send a memo to the Managing Director for the approval of the further process of
Recruiting new employees. When the approval is received by the Managing Director
then the further process of giving Ads in the newspaper and job analysis starts.
Similarly if there is a need to hire some Engineer or Manager the same procedure is
followed but the process of managerial level post is entertained in the Personal
Department.
Suggestion about Human Resource Planning
1. Suggestion for Human Resource Planning in Heavy Mechanical Complex is that
process of human Resource planning should not be too long as it happens normally
in Government Organizations that candidate has to wait for 6 to 8 months for the
interview call. Process should be short
2. 2) Succession planning chart should be made and followed
3. 3) Matching labor supply and demand should be made more effective.

4.4. Human Resource Job Analysis

4.4.1. Introduction
A job analysis is the process used to collect information about the duties,
responsibilities, necessary skills, outcomes, and work environment of a particular job
Job Analysis is done with the current employees who are performing their duties and
the main purpose of job analysis is to determine job's duties, responsibilities and
accountabilities.
This process includes the identification of the task performed, Machines and Equipment

16
used in operational activities etc.
4.4.2. Job Analysis
Job Description
A list of a job's duties, responsibilities, reporting. Relationships, working conditions,
and supervisory responsibilities-one product of a job analysis. Job Description is
basically a part of job analysis in which we describe the nature of job, working
conditions, responsibilities & Duties etc.
Job Specification
A list of' a job's "human requirements," that is, the requisite education, skills,
personality, and so on-another product of a job analysis.
In Job Specification we look for the human requirement for the specified job. We look
for the Education, Knowledge, Qualification and skills required for the job.
Apart from Job description and Job Specification Job Analysis information is also
help full in determining:
 Recruitment and Selection
 Performance Appraisal
 Job Evaluation
 Training

Job Analysis in Heavy Mechanical Complex

In HMC First of all the Human Resource Managers describe the job description and
.job specification. The company asses the role of position and then determines
whether this position is occupied only by a person who is experienced or person
without experience can easily and immediately adjust himself in such a position and
then company decides what type of qualification person holds who can handle with
the problems arise with in that situation.

In simple we can say that the company has some expectations regarding the position
and' company formulate their job description and job specification on the basis of
their expectation that the person who shall occupy this position must possess such

17
kind of skills experience and qualification. But these expectations are established
after analyzing the posts.
4.5. Recruitment

4.5.1. Introduction
There is a need of skilled and qualified workers in any organization in order to
differentiate themselves from their competitors. So, an effective recruitment process
is necessary for every organization. Recruitment refers to the process of creating pool
of applicants. Recruiting is. The process of discovering potential candidates for actual
or anticipated organized vacancies. Basically two types of recruitment process are
followed by different organization;
 Internal Recruitment
 External Recruitment

Internal Recruitment
Recruitment that is done within the organization either in form of promotion, job
rotation etc.
Different Methods of internal recruitment are as follows:
 Referrals
 Notice boards
External Recruitment
External Recruitment refers to the recruitment of new employees from out
Side the organization.
Different methods of external recruitment are as follows:
 Employment agencies
 Schools, Colleges and universities
 Unsolicited Applicants
 Newspaper
 Magazine
 Radio
 Internet

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  Signboards
 Television etc
Recruitment Process in Heavy Mechanical Complex
Company has designed the Recruitment Policy as follows:
 Age of worker should be 18 or more years at the time of recruitment.
 He should have N.I.C.
 Physical health should be proper as regarded to the nature of work.
Source of recruitment in HMC.
Main sources of recruitment in HMC are as
 Walk in interviews
 Direct hiring
 Notice boards
 Newspapers
Internet
College hiring (Apprenticeship)

4.6. Selection
4.6.1. Introduction
Organizational performance always depends in part on subordinates having the right
skills and attributes. So an effective selection process can enhance the working
efficiency of any organization.
HR selection is the process of choosing qualified Individuals who are available ·to fill
positions in an Organization. The selection process for organizations normally has
eight steps
1) Initial screening interview.
2) Completing the application form.
3) Employment tests
4) Comprehensive interviews
5) Background investigation
6) Conditional job offer
7) Medical or physical examination

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 8) Permanent job offer
Selection process in Heavy Mechanical Complex
HMC has its own selection process. There is a selection committee who scrutinize
the applications on the bases of their criteria. A criterion for education is as follows:

Education Wattage ('Yo)

Metric 15
Intermediate 25
Graduation 45
Interview 15
There is also a provincial quota for every province.

Province Quota ('Yo)

Punjab 45
Sindh(Urban) 7
Sindh(Rural} 15
NWFP 12
Baluchistan 8
Fata 4
Azad Kashmir 2

There is also 7 % quota for merit

4.6.2. Testing techniques

Different testing technique is used to evaluate the candidate's abilities.

 Written test
 Interview
 Medical test

4.7. ORIENTATION

4.7.1. Introduction
A procedure of introducing a new employee to the organization and to the
individuals in his or her work unit is called orientation. In orientation information
about organization culture, information on employee benefits, health and safety
measures, regulations, working hours, compensations, discipline, dressing, daily

20
routine works and information about other important issues are provided.
Orientation expands on information received during the recruitment and selection
stages and helps to reduce the initial anxiety new employee feels when beginning a
new job. Main purpose of orientation is to provide the basic know how about the
organization.
4.7.2. Orientation in Heavy Mechanical Complex
In H.M.C orientation is not carried out at a professional level. Only the immediate
supervisors introduce the new employee to the older ones.

4.8. Training and Development

4.8.1. Training·
The process of teaching new employees the basic skills they need to perform their jobs.
Training refers to the methods used to give new or present employee the skills they
need to perform their job satisfactorily. Good training is vital. Training is needed when
there is a problem, lack of efficiency or lack of activities.
4.8.2. Development
Any attempt to improve current or future management performance by imparting
knowledge, changing attitudes, or increasing skills. Main difference b/w training and
development by different authors are as: Training is for new employees and term
development is used for existing employees. The term training is used for labor force
and the development refers for managerial employees.

4.8.3. Training and Development Techniques in Heavy Mechanical Complex

Different Training and development techniques are used by management in HMC.
The criteria for training and development for labor force and management are"
different. On the Job training techniques is also used.
4.8.4. Industrial relation Section
Workers and labor training are deal by industrial relation section. Time period for
labor force training vary from 4 to 6 weeks. They have there own training centers
where training is provided to workers. Workers are sent to Australia, China and

21
 Italy for training. In Pakistan they are sent to Karachi, Lahore and Islamabad.
4.8.5. Personnel Section
Managerial level training is deal by personnel section. Training for managerial
levels varies from 6 month to 1 year time duration. Officers are sent abroad for
training.' Officers have to execute a bond of 5 years for the training of four months
and above and a bond of 3 years for the period of 3 years.
4.8.6. Development
Development of employees basically depends upon annual confidential report
(ACR) which prepared at the end of each year. And promotions are based on there
reports.
4.9. Performance Management

4.9.1. Introduction
Performance management system involves numerous activities, for more than
simply reviewing what an employee has done. This system must fulfill several
purposes. Moreover they are often constrained by difficulties in how they operate.
The HR management has set clear-cut standards of performance for every job. The
performance appraisal designed by the HR management involves getting
information about how well each employee is performing his/her job in order to
reward those who are effective, improve the performance of those who are
ineffective, or provide a written justification for why the poor performer should be
disciplined. The process employers use to make sure employees are working
toward organizational goals.
4.9.2. Performance Management Practices in Heavy Mechanical' Complex
Standards are there to evaluate the performance of employees these standard are
set by the committee who is responsible for giving promotions and other incentives
to there employees. Industrial relation department is responsible for evaluating the
performance of labor force. Personnel department is responsible managerial
performance. In HMC shop manager is' responsible to point the efficient
employees
4.10. Compensation and Benefits

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 4.10.1. Introduction
Compensation means to give any financial support to employees in reward against
their services.
Indirect financial and non-financial payments employees receive for continuing
their employment with the company.
4.10.2. Laws
Different laws are followed by HMC for compensating there
employees. Some of these areas under
 Workmen compensation act 1923
 Payment of wages act 1936
 Minimum wage ordinance 1961
 Old age benefit act 1976
4.10.3. Need of Compensations and Benefits
Compensation and benefits are given to employees to enhance their performance.
Different types of incentives given to employees to improve their performance.
Benefits are given to raise the performance of employees.
4.10.4. Benefits given to employees in HMC
HMC is providing many benefits to their employees. List of benefits are .as under
 Bonuses
 Housing facility
 Transportation
 Schooling
 Electricity, Gas and Water
 Hajj facility

4.11. Health and Safety

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 4.11.1. Health and Safety Practices in Heavy Mechanical Complex
HMC is providing health and safety facilities to there employees. There is a hospital
in HMC.HMC used to give proper health treatment to their employees and all the
expenses on that medical aid are bear by HMC.
Dispensary is available on plant where first aid .is given in case of emergency.
4.11.2. Laws regarding Health and Safety
Different laws are following by HMC relating Health and Safety. Some of
them are as follow:
 Industrial Relation Ordinance 2002 (IRO 2002)
 Factories Ordinance Act 1934
HMC is providing health and safety according to ISO 9001.

4.12. Short-Falls/Weaknesses of the Department

 As per management context there is issue of training and development of the staff some
of the employees don’t have the exposure even how proper use of internet facility and
still paper base working are using in the organization
 There is no proper system of maintaining the records of their customer enquiry files
when there is a need to review the previous record of the customer enquiry it can be
problem for that and also waste of time to search the concern customer file record.
 There is another issue no product innovation they are just making those products which
are being developed from previous 15 to 20 years.
 Lack of advertisement can be a problem decreasing their sales also because their regular
customers who make order to the company for their projects demand there is a rare
chance to get new customer.
 There is a chance that in coming 5 to 6 year company faces the problem of skill labor
deficiency because their experience staff or you can say knowledge worker are going to
retired and also issue for placing the right skill employee on the right place. Design
expert engineer are working in the marketing department for making draft for the
customer enquiry

24
 There is another problem for the employees are job security they hire the employees
when their demand for the projects increases and after completion of their projects again
fire by the company.

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5. ANALYSIS
5.1. SWOT Analysis
Strengths

 It has needed a heavy investment to start the operation so it is the big barrier to for the
entrance of the other companies in this industry sector.
 It is Pakistan largest engineering manufacturing company.it provide the employment
opportunity thousands of worker and have a capacity to full fill the engineering capital
goods demand with in and also outside the country.
 It has been working consistently in this sector so it has achieved competitive skills and
also has ability to strong competition.
 Continuity of operation has enabled the employees to achieve great operational skill. Its
employees are more skilled any other company in this sector.
 As a leader organization in Pakistan to get the benefit of their customer confidence on
their capital products.
 It also enjoy the support of government and also get the financial assistance by the
government.
Weaknesses

 HMC using the machinery that are using by the company are now out dated. It did not
install latest machinery that is extend as by its competitors. So it may fall behind in its
production capacity
 Due to heavy losses and bad financial policies it is losing its financial position. Its facing
problem in meeting its day to day expenses.
 Many of its employees are missing key skills necessary to run it efficiently. So it may
harm its productivity also.
 Due to large size its management finding it hard to control its all functions. Large size
is badly affecting its operational controls. Its management is faced with the problem of
efficient human resource management.
 Due to heavy operating cost and less financial resources it is very difficult for it to
expand its plant. So it may not be able to increase its supply of products when there
demand is rises short run.

26
  Privatization always shows weakness in a company’s working. The government of
Pakistan decided many time to privatize it to three party consortiums at nearly scrap
value.
Opportunities

 Export opportunities for sugar and cement plants.

 Growing domestic market in oil and gas exploration, processing and refining sector.
 Potential market in hydro and thermal power plants.
 Potential market for coal based boilers and gasification plants.
 Process efficiency improvement and high pressure boilers for co-generation in sugar
industry.
 Engineering and design services.
 Strategic defense products and nuclear power plants.
Threats

 With the entrance of the new competitors the sales of HMC Company can be decrease.
The emergence of advance technological capital good producers is threading its profits.
 Due to economic crises and energy issue in Pakistan have a bad impact on its
profitability and also decrease in the demand.
 Labor unions always a threat to a company so their strikes or any other problems may
affect its working badly.
 The rise in prices of energy and oil has increased its cost of production. It was forced to
sell the products at high prices. This can affect the demand of the products.
 Due to nepotism the management of HMC is somehow in efficient. Key positions are
held by people who are not eligible for their current posts. So it is a major threat to its
profitability.
 The government wanted many times to with draw its support due to decrease in profits.
It continues to work at lower prices government may think to sell it.
 It is a major threat to its profits. With the introduction of multinational companies in
Pakistan its May revenues decreases.
 Lack of resources for investment could mean HMC failing to exploit technological
advances

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 5.2. PEST Analysis
Political

As by the control of ministry of production there is a huge chance the political instability always
affect the company’s operations and also we know that the Pakistan is politically unstable and
can create interruption for the company.
Economic

Economic slowdown such as the recent recession can have negative impact on production and
sales of the engineering companies. Also other economic factors energy crises and increase in
oil prices result in increased the prices of the products which also affect the sales and other
factor is the economic policies of European Union member countries make it tougher for the
industry participants to penetrate the engineering market.
Socio-cultural

The social and cultural restraints and obligations directly affect the buying pattern of people,
the brand loyalty, etc. also the companies now-a-days thrive to keep up with corporate social
responsibility to maintain their Public relegation status in this way company perform a different
kind of activities provide scholarships to the employees children and make colonies for that
with a all kind of facilities availability ,free medical checkup, transport facility ,marriage grants
for the daughter of employees etc..
Technological

The technology keeps changing and varying from place to place. Technology plays a vital part
in the engineering industry. The engineering manufacturing companies have to keep side by
side with the changing technology so as not to give a competitive edge to competitors by
speeding up their change of products and designing ability. But here the case of HMC obsolete
machinery issue which affects the production capacity of the company. In future they have plan
to convert the machinery in to computer numerical control machines.

28
6. WORK DESCRIPTION
It is greatly honor for me to work as internee being part of that kind of organization that have
remarkable value in Pakistan and known as leading engineering goods manufacturing
enterprise. HMC have the resources to handle large projects with demanding delivery
schedules. Being the largest and most extensive fabrication and machining facility equipped
with state of the art technology. HMC provide manufacturing services both on our own or
customers design. HMC have gained rich experience in designing and manufacturing of large
projects through collaboration with internationally reputed engineering organizations. The main
reason to choose HMC on the behalf of following objectives.
 To know how operations are perform in that kind of big organization.
 To know how marketing activities are perform by the company.
 To know about interrelated departmental activities of the organization and nature of
decision making environment.
I performed the following duties in different sections of human resource department in
H.M.C. In Personnel section I did the grading of applications for the recruiting of
engineers in H.M.C. There were 1000 applicants. In grading first of a" I grouped the
applications of different universities. Then I graded the applications by giving the
weights as under:
Matriculation 15%
F.Sc 25%
B.Sc 40%
The top 500 applicants were screened for interview and test.
Second task was the maintaining of leave control chart of officers and supervisors.
When an employee gave an application for leave the application was sent to the
personnel section. The employee history was checked for leaves from leave control
chart where the employee designation and dates of leave taken and the record of
remaining leaves were written. If the employee had completed his quota of leaves then
the applied leave was given unpaid and recorded. Otherwise the leave was recorded in
paid leave section.

I also made a list of employees who were about to retire. Data of ten employees was

29
given to me and according to their date of joining and years of service I made a list.
In estate section I handled a case of one outsider who had applied for residence in
H.M.C colony. First of all the employee gave an application to the manager HR which
was sent to me. I gave the applicant a challan form and he had to deposit eight thousand
rupees in bank as security. After the slips from the bank had been provided a copy of
slip was sent to accounts department. After that I sent the concerned clerk to go and
check the appliance which was a part of handing and taking process. After checking
the keys were handed to the applicant.

I also prepared the salaries of daily wages and contract employees of about hundred
employees. The formula for making the salaries is as under:-
No of days worked x by per day rate
Normally 26 days salary is given and pay rate is Rs 270.
In IR section I attended a meeting which was held to resolve the conflict between two
employees. There was a conflict between two employees of abusing each other and they
were called on by the committee. The committee was comprised of one General
Manager of the respective department and one assistant manager from HR department
and one assistant manager from the respective department. The involved employees
had to prepare their cases and attend to hearing which could last from one week to one
month. The committee heard the comments from both sides and firstly tried to resolve
the conflict. When the conflict was not resolved the guilty was given a punishment in
the form of pay deduction and a warning letter.

I also updated the data of hundred employees. The data was prepared in excel sheet by
writing the serial number ,name ,father's name ,date of birth, designation, date of
joining, departments and remarks.

In litigation and welfare section I handled reimbursement of bills of many people. First
of all voucher calculation was done. For that purpose total check was made by counting
the slips of medicines taken from various medical pharmacy labs. Only those slips were
counted which had signatures of respective doctor on them. When the total check was

30
made the copies of vouchers were sent to accounts department which issued
reimbursements.

I also handled a case for the employee old age benefit. First the application was given
by the person to HR manager. The application was sent to me after the HR manager had
signed it. I was required to have three photographs of passport size, a copy of ID card
and an EOBI registration card .The employee did not have the registration card and he
made that card after being told to get it. He was then given the retirement allowance
after the application with all requirements was sent accounts department.

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7. RECOMMENDATIONS
 HMC organization seriously and continuously bases plans different training and
development programs for their staff to match their competencies with international
standards and enhance their skills as per emerging technologies Training and
development of employees is a continuous procedure which is the only meaningful and
logical approach in the condition of knowledge obsolescence, dynamic changes and
increasing need for constant product and service innovations. Human resources
represent intellectual capital which is the new source of organizational resources, and
the organization could increase them only through training, development and motivation
of employees. The prosperity of organizations becomes explicitly dependent on the
intellectual capacity of their employees and their ability to change and adjust to the
dynamic business environment. It could be concluded that an organization which fails
to recognize in due time the emergence of knowledge economy and does not transform
into an organization of knowledge, i.e. does not realize and accept the changes unfolding
on a global level, gradually, but inevitably is headed to self-destruction. In that context,
the introduction of employee training and development as a managerial function and
business orientation represent a huge challenge for our organizations.
 There are plenty of companies providing software to the IT department for data
management facilities. Companies need to save and maintain the data in the proper
system where at the time requirement it can be available only one command from the
computer. Oracle Database 11g capabilities that help IT departments better optimize
their storage infrastructure, enabling administrators to deliver a cost-effective, scalable
data management platform that is easy to manage, reduces costs, and protects data while
continuing to deliver the performance and availability that today’s businesses require
they have thousands of user which take the services of the oracle company for their data
management because this Oracle Automatic Storage Management greatly enhances our
ability to manage storage in a database. It allows multiple tiers, so we can adapt different
kinds of storage to different application needs and performance requirements. It
balances on demand for optimum performance.” although this can be little bit expensive
investment for applying this system and then train the people but it will give benefit for
longer period of time for HMC.

32
 The world is changing now very rigorously the companies who are more concentrate on
the product development and innovation they get the advantage for their companies
there is need for HMC try to develop new and innovative machinery instead of just
focusing what they are being generating from last 15 to 20 years it will help to increase
their value and also more customer can be capture from all our the world and earn more
revenue.
 HMC is the known all around the world for their quality engineering goods but still
always need for the promotional and advertisement activities for reminding the
customers and also help to get new customer so there is need to arrange some kind of
workshops sponsorships and promotional activities for the introduction of their capital
good to new customers.
 HMC need to get the help and consultancy for the training and development for the new
employees from their knowledge worker. Knowledge worker are getting importance all
around the world for their success of the company operation and they specially hire for
the part time or just time availability of the experience personalities to get help in their
companies operation and learning the different skills.
 There is need to proper utilize their talented engineer and worker as per their interest
and skill related work it will help to perform better and polish their skills for the future
requirement of the company.
 HMC need an advancement in their machinery or urgent bases to compete with the
international companies because they are using manual bases machinery which have
low performance and productivity they need to shift their machinery to computer
numeric control machinery which are being using now a days by different companies to
increase their productivity.
 H.M.C should make use of employment agencies and professional organizations for the
purpose of recruiting.
 H.M.C should also make use of recruitment alternatives such as temporary help
services, employee leasing and independent contractors.
 Company follows the old techniques related to job analysis process. Many problems
arise due to the old techniques which are adopted By HM. So we suggest that they
should use new techniques regarding job description and job specification so that they

33
 can easily evaluate the current employees on their job. The company should adopt·
observation method, interview method, Group interview method, structured
questionnaire method, technical conference method or diary method for the purpose of
job analysis.
 Detailed methods of selection should be adopted which include employment tests,
comprehensive interviews, background information and conditional job offer.
 New techniques of training should be used in Training and Development
 Understudy assignments should be used in Training and Development
 Class room lectures film and videos and simulation exercises should be used for
training.
 Similarly for development assistant to positions and committee assignment should be
used in Training and Development
 The performance management system should be bias free in H.M.C. 1) the
performance appraised must be conducted according to some established intervals
 Appraisers must be trained in the process.
 H.M.C uses ACRs as appraisal method. It should adopt other methods as well such
as checklist appraisals and behaviorally anchored rating scale method.

34
8. CONCLUSION
After going through the report it can be safely stated that H.M.C is a great asset of our country.
Especially as far as mechanical side is concerned it is a big name. During past three decades
H.M.C has been a name of success and quality but now for the last few years it has been on a
downfall. There is a need. That Government should pay attention to this asset so that it may get
back on track. It can play an important role in strengthening our economy. The human resource
department is not that advanced but it is playing a vital role for H.M.C. Different departments
of HR are working harmoniously.
Heavy Mechanical Complex (Private) Limited is a leading engineering goods manufacturing
enterprise in Pakistan. HMC provide manufacturing services both on our own or customers
design .HMC have gained rich experience in designing and manufacturing of large projects
through collaboration with internationally reputed engineering organizations. All its processing
facilities are in-house including Designing, Fabrication, Machining, Iron and Steel Castings,
Forgings, Heat Treatment, Assembly, Sand Blasting, Painting and Galvanizing etc. Since its
having gone into commercial production in 1971, the company has played a crucial role in the
industrial and socio-economic development. Its main contribution has been in achieving self-
reliance in the sector through import substitution, saving billions of dollars and, at the same
time, earning millions of dollars through export promotion. For almost two decades, HMC
remained flagship of national prime engineering industries, having earned recognition as
leading manufacturers of capital goods of international standards. The company earned
significant profits, provided employment to thousands, trained hundreds of engineers and
technicians, and developed new products for defense and strategic industries. HMC is ISO 9001
certified and is authorized to use 4 ASME stamps U, U2, S & PP for equipment manufactured
according to ASME code. The manufacturing is backed by excellent quality control and testing
facilities to meet the product and customer quality requirements. They have the best capabilities
to produce international standard products there is only need Government Pakistan play a role
for the survival and restructure their machinery as per the computer numeric control system
which give the new blood to this world class engineering capital goods company and also can
challenge the world other best companies more competitively.

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APPENDIX

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37