INTERNSHIP REPORT

2010
Internship Report
Master of Business Administration Program
Name: Noman Nasir
Reg. No: FA09-MBA-081
Specialization: HRM
Cell: 0313-5066490
E-Mail: nomannasir_998@hotmil.com
COMSATS
Institute of Information Technology

Company Name: Pakistan Ordnance Factory

Main Telephone Numbers :051-9055-21029
Fax Number: 051-9271400
Postal Address: Dir HRM POF Board Wah Cantt
E-Mail: wahnobel@micro.net.pk
Start Date for Internship: 6 July 2010
End Date for Internship: 13 Aug 2010
Report Date: Aug 2010
 DEDICATION

THIS REPORT IS DEDICATED TO MY BELOVED

MOTHER, MY
FAMILY, MY RESPECTABLE TEACHERS, MY FRIENDS & ALL OF
THOSE WHO ARE WITH ME AND GUIDE ME IN ALL TIME
WHENEVER I FACE PROBLEMS DURING THE WHOLE OF MY
STUDY PERIOD.. THEIR PRAYERS AND LOVE GAVE ME THE
COURAGE SO THAT I AM ABLE TO COMPLETE THIS REPORT
ACCORDINGLY WHICH HELPS ME TO REACH MY
DESTINATION.
 Acknowledgement

Allah has said, "Pray to me so that I will answer you"

All praise belongs to Allah. It is by the blessings of Allah that I have completed my

internship and all difficult tasks have been accomplished.

With a deep sense of gratitude I extend my thanks to Teachers of Comsats Institute of

Information Technology (Wah Campus), for their expert guidance and help through out

my internship. I would also like to thanks following members of Pakistan Ordinance

Factory:

 Manager Abdul Rehman Shahid

 Manager (SW) Muhammad Hussain Bhatti

 Assistant Manager Muhammad Shahid

 Assistant Manager Sadia Haider

 Assistant Manager Mushtaq Ahmad

 Assistant Manager Imtiaz Ali

 Assistant Manager Syeda Farah Zainab

 Establishment officer Asghat Ali

 Establishment officer Muhammad Naseer

 Establishment officer Ashfaq Ahmad

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  Establishment officer Muhammad Nawaz

“I believe in Allah and the power of human will”

TABLE OF CONTENTS
Executive Summary
About POFs
Human Resource Planning
 Accessing the human resources needs
 Pre-Board Meeting
Job Analysis

 Introduction to Job Analysis

 Importance of Job Analysis for the POFs

 Purpose of job Analysis

Recruitment

 What is Recruitment?

 Recruiting Goals

 Constraint on Recruiting Efforts

 Recruitment Sources

 Recruitment Alternatives
Selection

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 What Is Selection?

 Selection in POFs

 Steps in Selection Process of POFs

Training & Developing
 Introduction to Training & Developing
 New -Employee Orientation
Employee Benefits
 Introduction of Employee Benefits
 Fringes and Benefits - OFFICERS BS-17
 Facilities

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 EXECUTIVE SUMMARY

This project internship report evolves around the very critical issue. This issue is related
to human resources management. Basic purpose for conducting this study is to see that to
what extent human resource concepts do have their practical implication? The
organization, which I have selected, is PAKISTAN ORDINANCE FACTORIES. The
reason for selecting this organization was to gain my experience being an internee and to
understand overall organization structure, culture, problems employees facing, their level
of motivation in jobs, employees overall satisfaction level and to see its real world
implication in POF whether its apply in the company and to what extent for this is major
purpose of doing internship For this reason it is necessary to obtain an understanding of
the HRM so that come to implement HRM concepts to tailor them to suit the
requirements of a given situation. Many students believe that textbooks do not generally
represent the real world. To some extent, this is true. The formal theories found in
textbooks often do not represent every situation found in actual organizations. On the
other hand, every decision that we, as managers, make is based on the theory (or
mental model) of how and why people behave in organizations. Human Resource
Managers have to create an environment in which their employees are likely to be
motivated sufficiently to learn and then to repeat the learned processes or activities. The
sole purpose of doing internship is to get their people to act according to what they want
done in the department. Now what I have to do is to see that to what extent these HR
concepts are implemented in POF and in what state? An other purpose is to study the
structure of HR department and find out the pit falls in that structure develop a

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purposed structure and give some recommendation for better HR department, and
motivational aspects of employs.

8|Page
9|Page
PAKISTAN ORDNANCE FACTORIES
Pakistan Ordnance Factories, a huge Defence industrial complex
in public sector with diversified products which are mainly focused at
providing the self reliance through indigenization within Pakistan. Thus
POF is a 'force behind the forces' as it is producing armaments,
ammunitions and weapons for all the three forces i.e.; Pakistan Air
Force, Pakistan Navy and Pakistan Army.
On 28th December 1951 khawaja Nazim-ud-Din, the 2nd Prime Minister
of Pakistan laid down the foundation of POF.

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In 1951 POF was established as expanded as a sprawling complex of
fourteen mainstream industries and seven commercial subsidiaries.
These are

• Weapon Factory
• Machine Gun Factory
• Small Arm Ammo Factory
• Medium Artillery Ammo Factory
• Heavy Artillery Ammo Factory

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 • Tank & Anti Tank Ammo Factory
• Explosive Factory
• Filling Factory
• Propellants Factory
• Tungsten Alloy Factory
• Tungston Carbide Factory
• Steel Foundry
• Brass Mills
• Garments Factory

Subsidiaries are:

Wah Industries Ltd.

Wah Nobel

Hi-tceh Plastics

University of Wah

Wah Medical college

Wah Engineering College

Welfare Trust

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Situated about 45 Km from Islamabad, the capital city of Pakistan, POF
has its main manufacturing facilities located at Wah Cantt, a model city
with some of the best civic amenities in the country.

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14 | P a g e
ORGANIZATION CHART- DIRECTOR HRM

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I.ACR, seniority, promotion I. Transfer posting and Identification of
BS-17 and above and discipline (BS-16 all training needs &
||.Recruitment BS 1-19 ||. Establishment matters, staff analysis at orgnl..
and RTE's (Dir admin, Export and person levels.
|||.Establishment matters R&D and board offices) I.planning & execution
BS-17 and above |||. Seniority, promotion, DPE of training programs
IV.Posting transfer and BS 5-16 all staff and officers (general and tech) at
Deputation BS-17 and above IV.Inter factory transfers - all technicaian,supervisor,
V.Creation % revival of posts staff and RTE's junior mgt,middle
BS 17 & above V.posting of newly inducted mgt & senior mgt level
Staff & RTE's within country and
VI.Vacancy position BS 1-16 outside of country
VIICreation revival of posts II.grooming of POF
BS 1-16 employees through
Seminars, lectures etc
III.Acquisition of
higher Education
IV.POFIT
administration

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V.Pension processing

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Business Operations
Ordnance Products
Infantry Weapons
With technology acquired from world leaders in Small Arms namely H&K Germany
and Rheinmetal Germany . POF range of infantry weapons now includes various
versions of Rifle G3, Submachine Gun MP5, and Personal defence Weapon SMGPK.

Artillery Ammunition

POF manufactures following variety of Artillery Ammunition :-

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 105 MM HOW »

120 MM SMOKE WP
M44A1 »

122MM HOW HE »

130MM HE »

100 MM APFSDS/T »

MINE ANTI-TANK P3
MK2 »

105 MM APFSDS/T L 64
A4 »

105 MM HE TK P1 A1 »

105MM HESH L35A3 »

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 Human Resource Department
In POF, more than 25000 people are working for strengthening of
the national defense. This huge human capital is engaged in
supporting each other for the same national cause. A well established
HR Department is responsible for recruiting and training of the new
human capital but also empowering the present employees with
innovative methods of trainings for better outcomes. In POFs, all the
Human Capital is recruited and managed centrally by HR Department.
Each and every year, many a people are retired from service
after completing their tenure i.e. at the age 60 years or completing 25
years of service. Thus a large no. of posts become vacant which are
filled in on the basis of specific quota reserved for all the regions/
provinces of Pakistan. The process of selection of the right persons for
the right jobs (Recruitment) involves a chain of steps which are
focused at exploring the potential individuals who can perform well in
the organization in the existing scenario. This process ultimately
results in appointment of the people who perform well during different
steps of this recruiting process. Main steps of this process are as
below;
HUMAN RESOURCE PLAINING

HR Planning links people management to the organization's mission,

vision, goals and objectives, as well as its strategic plan and budgetary
resources. A key goal of HR planning is to get the right number of
people with the right skills, experience and competencies in the right
jobs at the right time at the right cost.

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Accessing the Human Resources Needs.

In POFs, the human resource needs are accessed through a proper

process.

Before the preparation of financial budget of POFs, each department

sends their demand for HR. The G.M and the different department of
POFs send their HR demand to their concerned section of HR
Department.

JOB ANALYSIS
A job Analysis is a systematic exploration of the activities within a job.
It is a technical procedure used to define a job’s duties, responsibilities,
and accountabilities.
In POFs, engineers, welfare officers, MBAs, doctors, IT specialists
and some other professional degree holders are engaged in serving
the nation. Each and every post has its own job requirements. So
keeping in view, the job requirements and required basic qualifications,
recruitment is done.
POFs conducts job analysis when
• New jobs are introduced.

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 • Changes occur in organizational structure.
• Technological changes occur.

Importance of Job Analysis for POFs:

Being one of largest industrial complex, HR Department of POFs

follows the basic HR policies and Job analysis is one of the most
important activities being practiced here. The importance of job
analysis for the POFs is as follows:

• Job analysis identifies the personal qualifications necessary to

perform the job and the conditions under which work is
performed.
• Job analysis identifies who does what.
Determine needs for new and experienced employees.
Place employees in jobs that use their skills effectively

Furthermore, job analysis can uncover tools and technologies

commonly used on the job, working conditions, and a variety of other
aspects that characterize work performed in the position.
Job Descriptions:
A job description is a written statement of what the jobholder
does, how it is done, under what conditions, and why.
 Major duties performed
 Nature of job i.e; technical or managerial
 Performance standards

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  Working conditions
 Number of employees doing the job
 Job identification

Job Specifications:
Statement indicating the minimal acceptable qualifications
incumbents must possess to successfully perform the essential
elements of the jobs.

 Education
 Experience
 Age
 Salary
 Qualification
 Benefits

Detail of Duties Entrusted to the Staff of Section

Estt-III (CM- Cell)

JOB DESCRIPTION

1 Workout of Provincial Quota.

2 Approval of Advertisement.

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3 Publication of Advertisement through PRO.
4 Receipt of applications & preparation of combined merit list.
5 Scrutiny of applications.
6 Approval of Chairman POF Board for date & time.
7 Issuance of calls letters to eligible candidates for interview.
8 Preparation of evaluation sheet.
9 To get approval of Co-opt members for conducting the interview from Dir
Admin & then issue of letters to the co-opt members and transport indent for
co-opt members.
10 Fax to GM/OFLS Karachi to arrange interview at Karachi.
11 Issue of Minutes and approval of Chairman POF Board.
12 Issue appointment letters to the selected candidates
13 Checking of original documents
14 Transport indent to collect the reporting officers
15 To arrange medical fitness from POF Hospital of selected candidates
16 After medical fitness candidates be referred to FIU for security Clearance
17 Arrange accommodation through Estate Officer
18 Forwarding of Personal Files to OF-I/B for record

JOB DESCRIPTION

1 Maintenance of record of PVRs of newly inducted officers.

2 Verification of character & antecedents of officers.
3 Miscellaneous correspondence.
4 Allotment of Pl # to newly inducted officers.
5 Maintenance of D.O. Pt-I file
6 To assist A I/C (recruitment)
7 Mainting Leave Record Staff

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 JOB DESCRIPTION

1 Typing work of office

2 Collection of Stationary
3 Dak Diary / Despatch
4 To assist A I/C (recruitment)

RECRUITMENT
Being a defence organization, a well trained, professional
and diversified human resource is required for better performance. On
the basis of job analysis, recruitment for different posts is carried out
to fill the vacant posts.

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RECRUITMENT PROCESS

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Recruiting Goals:
Although all organizations, at one time or another, engage in
recruiting activities, some do so more than other. Certain other
variables also influence the extent of recruiting. Employment condition
in local community influences how much recruiting take place. The
effectiveness of past recruiting efforts show itself in the organization’s
historical ability to locate and keep people who perform well.
Constraints on Recruiting Efforts:
Factors that can limit recruiting outcomes.
 Organization Image.
 Job Attractiveness.
 Internal Organizational policies.
 Government Influence.
 Recruiting Costs.
Recruitment Sources:
i) Internal Search
Many large organizations attempt to develop their own low-level
employees for higher positions. For this purpose, employees fulfilling
the requisite conditions for those posts are promoted to higher scales.
In POFs, most of the vacancies are filled in through promotion of
eligible employees. These promotions can occur through an internal
search of current employees who have bid for a job, been identified
through the organization’s human resource management system.

ii) External Searches:

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 In case when suitable candidates are not available for filling the
higher posts, the vacancies are advertised for recruiting efforts to the
external community. Certain ratios of each cadres and technologies
are reserved for direct induction from open market. These efforts
include advertisement, colleges and universities, professional
organizations and unsolicited applicants.
a) Advertisement:
When vacancies are needed to be filled in, these are announced in national
newspapers through the advertisement. Being the federal Government organization, all
the vacancies are advertised through out Pakistan to recruit the suitable
individuals/professionals from all regions/provinces of Pakistan. So POFs symbolizes
unity of the whole nation. Vacancies are advertised in the well read and famous
newspapers (English / Urdu / local languages) all over the country to encourage the
people from all areas (Punjab, Sind (Rural & Urban), NWFP, Balochistan, FATA/NA
and Azad Jammu & Kashmir) according to standard regional quota.

Sr # Region / Province Quota ( % )

1 Merit 7.5
2 Punjab 50.0
3 Sind (R) 11.4
4 Sind (U) 7.6
5 NWFP 11.5
6 Balochistan 6.0
7 FATA / NA 4.0
8 AJK 2.0

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 CAREER OPPORTUNITIES AT

PAKISTAN ORDNANCE FACTORIES WAH CANTT

Posts Available No. of Qualifications / Expertise

Vacancies

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 Merit -
Punjab -
Assistant Manager 03 BSc Engg or equivalent (recognized by Pakistan
Sind (R) -
Sind -
Technical Engineering Council) in Mechanical / Electrical /
(U) - 27
NWFP -
Electronics / Metallurgy. However, preference will
(BS-17) AJK
04
be given to the under mentioned sub-specialties:
Max age: 34 years
03
i. Mechanical Engineer with sub-
07
specialty of Machine Design, CAD/CAM,

02 Meteorology, Manufacturing processes.

ii. Electrical / Electronics Engineer with sub-

specialty of Digital Signal Processing, Computer

Architecture, Digital Logic Design, Advance

Electronics. Preference will be given to

Electronics Engineers.

iii. Metallurgical Engineer with sub-specialty of

non-destructive testing, Alloy formation, Material

Science.

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Assistant Manager Punjab - 04 BSc Engg / MSc Chemistry or equivalent

Chemical (recognized by Pakistan Engineering Council) in

Balo - 01
Chemical Technology. However, chemical
(BS-17)
engineers with sub-specialty of Stoichiometry,
Max age: 34 years
Fluid Mechanics, Plant Design & Economics, Heat

Transfer and Chemical Process Industries will be

given preference.

BSc Engg or equivalent (recognized by Pakistan Engineering

Council) in Civil Technology.
Assistant Manager - 01
Merit
Civil
- 03
Punj
(BS-17)
a - 01

Max age: 34 years

b
01
Sind (R)
Balo

Merit - 01 Master Degree in Computer Science / Bachelor

Punjab - 01 Degree in Computer Engineering from the
Assistant
institutions recognized by Higher Education
Commission of Pakistan and Pakistan Engineering
Programmer (BS-17)
Council.

Max age: 35 years

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Please note:

i. Relaxation in upper age limit will be admissible as per prevailing

government rules.

ii. Those having foreign spouse are ineligible.

iii. Government servants should apply through proper channel.

iv If presently employed in any Govt. Deptt. The substantive pay

. (BPS) will be protected under the Govt. Rules.

v. Uninterrupted pensionable service rendered in other Govt. Deptt.

Will be counted towards present service subject to payment of

proportionate pension share by former Deptt under the rules

issued by Govt. from time to time.

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vi The starting salary will be Rs --------------.

.
vii Subject appointments are pensionable. Gratuity, Benevolent

. Fund and Group Insurance are admissible as per Govt. Rules.

vii Furnished single accommodation for every new entrant @ 5 %

i. deduction from the running basic pay. Married accommodation

will be provided as per POF Allotment Rules.

ix One of the best well-equipped modern POF Hospital, having

. almost all specialties provides free medical care for employees,

immediate family members & dependent parents.

x. Selected candidates will have to execute a Prescribed Bond /

Undertaking to the effect that he / she would serve POF for a

minimum period of 05 years, if required by POF, failing which

he / she would refund all the amount spent on his/her training

plus penalty as prescribed in the Bond/Undertaking.

xi Application on A-4 size paper as per specimen alongwith two

. recent passport size photographs (without documents), may

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 be submitted to Director HRM, POF Board (Establishment-III) Wah

Cantt, latest by ……………….. Application form can also be

downloaded from our website www.pof. gov. pk

xii Applications incomplete in any respect and received after due

. date will not be entertained.

xii For any clarification please contact on Phone: 051-9314101-21

i. Ext. 21049, 22132 or Fax: 051-9271400 (addressed to Deputy

Director HR-I).

b) Colleges and Universities:

HR representatives also visit prestigious educational institutions
to conduct job interviews and offer job opportunities to fresh
graduates.
SELECTION

Selection is the process used to choose individuals with the right

qualifications to fill job openings in the organization. The more
strategic term is placement, which means the process of ensuring that
the right person is placed in the right job. Placement includes two
separate but integrated concepts:

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 • Person-job fit this is the process of ensuring that the
knowledge, skills, and abilities of the individual match the
requirements of the essential functions of the job.
• Person-organization fit This is the process of ensuring that the
personality and value system of the individual match the culture
and objectives of the organization
Selection in POFs:
After recruiting the next step is selection. Short listed candidates are
called for the selection. In POFs, a standard selection pattern is
followed for top level position and have different selection pattern for
other positions.

Employees for Technical, Chemical, human resource Department,

information Technology and Civil engineering department are hired
and kept on probation for a period of one year and are confirmed on
satisfactory on job performance.
 Open contract:
The employees that are hired on open contract on completion of
their contract, the contract is renewed keeping in view the
organization requirements.

Steps in Selection Process of POFs:

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Initial screening:
The first step in the selection process where by job inquires are sorted
and initial screening is done on the basis of data given in the
application form filled in by the applicants. Their eligibility and in-
eligibility is finalized on the basis of this data.
Completing the Application Form:
In this process specific employment form are completed. These forms
are used to generate specific information about the employee that
company wants about him. A job application Performa is also given in
the advertisement to be filled by the applicants to provide their bio-
data.

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 APPLICATION (Specimen)

Domic       
Post applied
ile: for:____________________
Punjab BalochistaTechnology:--►
NWFP Sind  Sind (R)  FATA /  AJK
   n (U) NA
(For Technical post only) Mechanical Electrical
Electronics Metallurgy Chemical Civil

Candidate Name:
___________________________________________________ Father’s Name:
________________________
NIC #:____________________________________ Religion: (Father / Mother working/worked in POFs)
________________
 
Yes
No
Postal Address:

____________________________________________________ Mal Femal

e
______________________________________________________________________________________________
Gender:
_________

Marital Status:  Married 

Single

Permanent
Date of Birth:   
Address______________________________________________________________________________ Day Month
Year
______________________________________________________________________________________________

_________
Interview Centre: 
Ph # ____________________________, Cell # 
Karachi
___________________________ Wah Cantt
E-mail address: _______________________, Fax # (if  38 
|Page
any)__________________ 
Lahore Peshawar
Quetta
 [

AGE RELAXATION

Not claimed (within age limit) Govt. Servant including serving

in Armed Forces

Armed Forces Released/Retired AJK / FATA / NA

Commissioned Officer/Personnel
(Tick the relevant box)
ACADEMIC QUALIFICATIONS:
Qualification Result Declaration Marks Total Percenta
Board / Date Obtaine Marks ge
Day Mont Year d
h (all
semesters
/ years)
Matric
Intermediate
(Marks obtained should not
include NCC Marks)
 BSc Engg,  MSc
Chemistry
 MBBS
 BSc Engg Comp / MCS
 MBA / MPA / MA Adm
Science / Note: Marks obtained should be sum of marks of all
semesters / years.
MA Social Work /
Sociology /
Anthropology /
Psychology
(Tick relevant
degree)
Any Other

RELEVANT PROFESSIONAL EXPERIENCE (Start from first

employment in ascending order)

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 BPS

Nam Organizati Period Nature of Job Status

e of on / From To

Permanent

Contract

Fed. Govt.

Prov. Govt.

CorporationAuto. Boby/
Temporary

Ad-Hoc

Arm. Forces
the Departmen Mon Yea Mont Yea
Post t th r h r

UNDERTAKING
I confirm that the information given above is correct to the best of my

knowledge and belief that any wrong information contained

herein shall render me liable to disqualification at any stage.

Signature of candidate ___________________________Employee Test:

After the completion of application form, applicants are tested by
computer based tests and hand written tests depending on the
requirements.
1) Performance Simulation Test:
Works sampling and assessment centers evaluation abilities in
actual job activities.
2) Works Sampling:

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 A selection device requiring the job applicant to actually perform a
small segment of the job.

3) Assessment Centers:
A facility where performance simulation tests are administered. These
include a serious of exercises used for selection, development, and
performance appraisals.
Comprehensive Interview:
A selection device which is used to obtain in depth information about
the candidate.
Behavior Interviews:
Observing job candidates not only for what they say but for how they
behave.
After short listing of applicants, individuals falling top in the merit are
called for personal interviews to judge their professional knowledge
and their approach which reflects their personality. Thus the applicants
with suitable professional knowledge and required approach are
selected for appointment in POFs.
Conditional Job Offers:

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A tentative job offers that become permanent after certain conditions
are met. Appointment letters alongwith fringes and benefits offered at
POFs are sent to selected persons with certain conditions to be
completed before joining POFs.
Medical & Physical Examination:
The last step in selection process of POFs is to conduct a medical or
physical test. POFs use physical test as a selection device to screen out
individuals who are unable to physically comply with the requirement
of a job.
Comprehensive Selection:
Applying all steps in the selection process before rendering a decision
about a job candidate.

SOCIALIZING EMPLOYEES

When we talk about socializing, orientating, and developing

employees, we refer to a process of helping new employees adapt to
their new organizations and work responsibilities. These programs are
designed to assist employees to fully understand what working is
about in the organization and to help them become fully productive as
soon as possible.
Socialization:

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A process of adoption that takes place as individuals attempt to learn
the values and norms of work.
Assumptions of Employee Socialization:
Several assumptions underlie the process of socialization:
1: Socialization strongly influences employee performance
2: Socialization organizational stability
3: New members suffer from anxiety
4: Socialization does not occur in a vacuum
5: Individuals adjust to new situations in remarkably similar ways
The socialization process:
Socialization can be conceptualized as a process made up of three
stages:
1: Pre-arrival stage:
This socialization process stage recognizes that individuals arrive in
an organization with a set of organizational values, attitudes, and
expectations.
2: Encounter stage:
The socialization stages where individual confront the possible
dichotomy between their organizational expectations and reality.
3: Metamorphosis stage:
The socialization stage during which the new employee must work
out inconsistencies discovered during the encounter stage.
TRAINING AND DEVELOPMENT OF EMPLOYESS

The objective of training and development is to enable employees to

acquire the knowledge, skills, abilities and attitudes necessary to
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enable them to improve their performance. Staff training and
development should focus on the department's objectives and goals
and staff's competencies in achieving them.
• Training: to familiarize new recruits with job requirements and
procedures, departmental objectives and performance standards;
and the values and norms of the department.
• Development: The purpose of development is to identify and
develop the potential within staff, to build existing skill levels, and
to prepare staff to take on greater responsibility during their career.
New -Employee Orientation:
New employee orientation covers the activities involved in introducing
a new employee to the organization and to the individuals in his or her
work unit. An orientation program should familiarize the new member
with the organization objective, history, philosophy, procedure, and
rules; communicate relevant HRM policies such as work hours, pay
procedure, overtimes requirements, and company benefits; review the
specific duties and responsibilities of new member's job; provide a tour
of organization's physical facilities; and introduce the employee to
his\her manager and coworkers.
In POFs, all the selected individuals are introduced to all of the units/
groups through a comprehensive training program (3-4 months) which
is specially focused at socializing the new entrants in the organization.
This program consists of lectures, visual demonstrations and industrial
visits. Thus these young officers become familiarized with the system
being operative in the organization. Relevant rules and regulations are

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circulated among these officers. This intensive training program also
includes hands-on experience through visits of respective groups.
Relevant industries are also visited to study the comparative
managerial tools which help in effective management in future.

EMPLOYEE BENEFITS
Employee Benefits:
Membership based non financial rewards offered to attract and keep
employees.

As in past POFS was a government organization all of its pay standards were according to the scales

of employees. After the privatizing of the organization the POFS is still using some pervious standards

including pay standards. POFS uses

basic pay scale (BPS) standards. There are 22 grades or levels in POFS
i.e. 17-22.
Fringes and Benefits - OFFICERS BS-17
Basic Pay
Rs 8210/-
Two Advance increments Rs 1230/-
Conveyance allowance
Rs 1240/-
House Rent
Rs 3695/-
TOTAL
Rs 14375/-
•

Single accommodation fully furnished having a monthly rental

value of
Rs. 5000/- is provided to POF officers at a subsidized
value of Rs. 450.
•

Married accommodation / Banglow ranging from Rs 15,000/-

to Rs 20,000/-is provided after deduction of house rent only.
In addition to above, following facilities are also
available:
 Free medical facility / treatment to POF employees, their
family and parents are provided to POF officers.
 Adequate intra city transport facilities for local traveling at
cheapest rates.
 Ample recreational sports facilities such as one of the

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country’s best 9-holes golf course, skeet shooting, tennis, cricket, volley ball; swimming, international

standard squash court etc.

4-Star POF Hotel in the heart of the city where POF
employees and their guests can stay at considerably low
rates.
 Branches of the entire local and several multinational banks.


University of Wah, Engineering and Medical Colleges in addition to Post Graduate

Colleges for men and women and over 100 other educational institutions facilitating the literacy rate

of the city to 95 %, which is the highest in the country.

 Ordnance Club (Officers Club) the hub of all social and
cultural facilities for the welfare / entertainments of its
members and their families.
 Uninterrupted power supply of electricity at subsidized rates

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