CHAPTER 01

INTRODUCTION

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1.0. Introduction

WIL (Wah industries limited) came into existence on 7th November, 1958 which is entirely
owned by the government of Pakistan under the act of companies’ ordinance 1984. It was
established with an initial investment of one lac rupees by POF Board, to utilize maximum
spare production capacity of men, machinery, materials and to dispose-off the waste, scrap &
unserviceable store.

WIL main office is situated at Jinnah Avenue (The Mall), Wah Cantt, Tehsil Taxila, District:
Rawalpindi (Pakistan). WIL is solely responsible for the selling of Civil Products and also for
the manufacturing of various products to meet the demand and need of customer.

WIL has the autonomy for the production of 12-Bore Shaheen Cartridges (manufactured in
WIL Shot Gun Ammunition Factory) and also aware the customers about the wide variety of
engineering products and chemicals as per international standards and competitive prices.

The main purpose of the existence of WIL was the legal constitution and optimum objectives
which are written in the memorandum and the manual of WIL which sets out the various
policies through the management shall be governed. It is the responsibility of every worker in
the WIL to keep himself updated about the policies of WIL so that he/she must not be
effected.

1.1. Main office

WIL’s main office is placed in the WAH CANTT, THE MALL, TEHSIL TEXILA, and
DISTRICT RAWALPINDI.

1.2. Vision

‘Customer satisfaction is our goal’

1.3. Mission statement

The main mission/objectives of the Company are:

 To utilize spare capacity by marketing its qualitative civil production items.

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  Disposal of: Obsolete/Surplus plants, Machinery & stores. Ferrous and non-
Ferrous scrap.

 Manufacturing and sale of 12-Bore Shaheen Cartridges.

 Economical utilization of Company’s funds in profitable ventures.

1.4. Bye laws:

The Bye-Laws of the WIL have been outlined and amalgamated in the Articles of
Association under the provisions of Companies Act 1913 and later it was updated as
Companies Ordnance 1984.

1.5. Nature of business

Wah industry was established in 1958 as a commercial enterprise of POF uprate with an
objective to market & supply high quality arms & ammunition, commercial and industrial
product manufactured by POF with the mission to provide best quality and ensure customer
satisfaction.

Wah industry offers a wide range of product including 9mm pistol and ammunition for
personal defense and for commercial purpose. Tool gages and springs, acid and chemical, lab
testing, uniform and clothing items, all type of plastic and legacy product with approved
name & 12 bore Shaheen Cartridges.

The 12 bore Shaheen cartridges are WIL homemade product, marketed under the brand name
“SHAHEEN” cartridges, manufactured and supplied exclusively by WIL throughout
PAKISTAN. Weather it uses to private security, professional hunting. Shaheen cartridges
guarantee excellence in performance

Due to the international standard production procedure WIL have win the ISO 9001/2008
certification.

The cartridges come in the wide variety and size includes regular short number 4, 5, 6, 7, 8, 9,
10, 11. 7 Trap and 9 Skeet, Super & Excel also available in special size SG, LG, AAA, BB;
RB-1 Non-Lethal shots are also manufactured with international quality standards.

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They are the sole agent for selling civil products and are manufacturing/supplying the wide
variety of product and services according to the buyer requirements.

1.6. Authority:

On 5th March, 1962 the contract was signed between the POF and WIL which portrays that
WIL was now considered as a sole selling entity and also the agent of the products of POF.
WIL was termed as commercial window of POF in 1984 under the company ordinance.
Under the company’s ordinance of 1984 it is incorporated as commercial enterprise of WIL.

1.7. Objectives of WIL:

 The main objective for which Wah Industries Limited is established is to

utilize the surplus capacity of POF so that they can meet the requirements of

civil sector. The reason for starting it is to increase the sales of civil

production items.

 Maximum utilization of the spare capacity of POF’s men, machinery and

materials with a view to keeping production techniques alive; retaining trained
man-power for stepped up Defense Production in time of emergency; and
contribution as much as possible towards overhead expenditures of the POFs.

 Disposal of obsolete/surplus stores and scraps generated as bi-products in the

POFs or received from other Formations.

 To lend strength to the National economy of the country through commercial

operation.
 Other objectives are as set out in the Memorandum & Articles of Association
of the Company.

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1.8. Quality standards

The quality department of WIL is totally committed to the action plan of having qualitative
products for the customers to fulfill their needs and wants, also charging a competitive price
to attract them.

The quality policy of WIL is totally depend on the degree of participation of their employees
which serves as fuel to WIL. And for that purpose they are consistently being monitored and
updated through training and development. While in the manufacturing process, the quality
control department ensures that the work done according to set standards.

Following standards are being followed at WIL:

1.8.1. Certification

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Figure 1.1 WI L Certifications

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  ISO 9001-2000

The international Quality standards for Design, Development and

Manufacture of Small Arms and Ammunition and Personal Load Carrying
Equipment (PLCE)

 ISO-14001

International Certification for maintaining ideal environmental standards.

 ISO 17025:

This certification is for Material Testing Labs, Ballistic Labs and

Standards Labs.

 OHSAS-18001:

This is for occupational Health and Safety Management Systems.

1.9. Management & organization:

i) The seven directors which are elected under the article 53/54 of the association held

responsible for the operations of WIL.

ii) The chairman WIL-board is directly elected by the directors under the article 75 of
association.

iii) The board of directors have to appoint the managing director to have a business on
their behalf under the article 62.

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1.10. WIL – BOD:

 LT BILAL AKBAR, HI(M) CHAIRMAN

 MR MUHAMMAD ARSHAD, MPC DIRECTOR
 MR ABDUL AZIZ, DICR DIRECTOR
 MR MURTAZA KHAN, FAOF DIRECTOR
 MR KHALID MEHMOOD, MD-SAA DIRECTOR
 MR RIAZ UL HAQUE, MD-AAFy DIRECTOR
 MR. USMAN ALI BHATTI MANAGING DIRECTOR
Table 1.1 Board of Directors

1.11. WIL – Manpower:

Table 1.2 WIL Manpower

Officers 29
Staff 80
Workers/ Laborers 105
Daily Wagers 630
Security Guards (WSSU) 391

1.12. WIL Products list:

1.12.1. Prohibited Bore Arms & Ammo (PB)

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 Figure 1.2 Prohibited Bore Arms & Ammo

1.12.2. Non-Prohibited Bore:

Infantory Small Arms Artillery

Weapons Ammunition Ammunition

Aircraft &Anti Tank &Anti Tank

Mortar Bombs Aircraft Ammunition
Ammunition

Commercial
Grenades Rockets Explosives

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NPB Ammunition 9mm Pistols
Figure 1.3 Non-Prohibited Bore

1.12.3. Hunting Arm & Ammo:

Figure 1.4 Hunting Arms & Ammo

Shot Guns 12 Bore Shaheen

Cartridges

308 Rifle 308 Ammo

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1.12.4. Other Categories:

Civil Products
PLCE

Chemicals Disposals

Figure1.5 Other Categories

1.13. WIL Subsidiaries:

 Wah Nobel (PVT) Ltd

 Hi–Tech Plastics (PVT) Ltd

 Wah Brass Mills (PVT) Limited

 Sanjwal Solar Power (PVT) Limited

 Wah Clothing (PVT) Limited

 Nobel Energy (PVT) Limited

 Wah Construction (PVT) Ltd

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  Subsidiaries year of incorporation:

SUBSIDIARIES Year of Incorporation

Sr. NO
1. Wah Nobel (PVT) Limited 1962
2. Hi–Tech Plastics (PVT) Limited 1984
3. Wah Brass Mills (PVT) Ltd 2012
4. Sanjwal Solar Power (PVT) Limited 2011
5. Wah Clothing (PVT) Limited 2012
6. Nobel Energy (PVT) Limited 2014
7. Wah Construction (PVT) Limited 2016
Table 1.3 Subsidiaries year of incorporation

1.14. WIL Outlets:

WIL main office is located in WAH CANTT, THE MALL. WAH INDUSTRIES LIMITED
manufactures and supply their products not only within the country but they also export them.
In order to make their product easily available to their customer within the country there are
following outlets:

1.14.1. Karachi Outlet:

Situated in Saddar, Karachi.

1.14.2. Lahore Outlet:

Situated near CSD, Lahore.

1.14.3. Wah Outlet:

Situated near Barrier-2, Wah Cantt.

1.14.4. Peshawar Outlet:

Situated at Saddar, Peshawar. (Under process)

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1.15. WIL Units:

 Shot Gun Ammoniation Factory (S.G.A. Fy)

 Wah Security Services Unit (W.S.S.U)

 Wah Testing Services (W.T.S)

 Packages Factory

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 1.16. Organizational Structure of WIL

DMA WIL AM F&A

Mr. Zeeshan Amin Mr. Umair Iqbal
GM Finance & Accounts
Mr. Iftikhar Ahmed
DMA SGA A.M Civil Products
MR .Waheed Mr. Rashid Salman

Manager S&M A.M Project

Mr Usman Ali Bhatti
Managing Director

Mr. Mehmood Ali Raja Mr. Razi Ud Din

GM Sales & Marketing
Mr. Wasif Afzaal Taseer
A.M A.M Disposal
(5) Mr. Mansab Nazir
Consultant Purchase
(-)
E.O A.M Chemicals
(-) Mr.
Manager Admin & Secy
Ms. Zoobia Saleem
Admin Officer A.M 12 Bore
Mr. Munawar Hussain Mr. Mansab Nazir

Figure 1.6 Organizational Structure

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1.16.1. Departmental hierarchy

 Accounts department

GM F&A

DMA – SGA DMA – WIL

AM F&A

PA to GM

ESTABLISHMENT
OFFICER

SENIOR
ASSISTANT

Figure 1.7 Accounts Department Hierarchy

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  Sales and Marketing Department

GM
S&M

Manager S&M

AM AM AM AM 12
Disposal AM C.P Chemicals Bore
Project

Clerical Clerical Clerical Clerical Clerical

Staff Staff Staff Staff Staff

Figure 1.8 Sales Department Hierarchy

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 Purchase Department

GM

ASSISTANT
MANAGER

(AFM)
Assistant For Men

Clerical Staff

Figure 1.9 Purchase Department Hierarchy

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 Admin Department

Manager
Admin
Ms. Zoobia
Saleem

Admin Officer
Mr. Munawar
Hussain

Establishment
Officer
(-)

Senior
Assistant
Mr. Dilshad
Hussain

Junior. Junior.
Assistant Assistant
Mrs. Zohra Mr. Arshad
Gulab Mehmood

CLERICAL CLERICAL
STAFF STAFF

Figure 1.10 Admin Department Hierarchy

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 CHAPTER 02

My Internship Plan

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2. Define Internship

An internship is a period of work experience in which a student or a trainee works in an

organization in order to satisfy the requirements for a qualification. It is offered by the
employer to the students or graduates to work with him and get relevant practical
experience. That experience enhances creativity and boost academic career and personal
development.

2.1. Objectives of Internship

Internship includes the following particular objectives:

 Apply management to the real-world decision-making.

 Commitment and devotion to ethics and responsibility.
 Gives assistance to the student in order to enhance skills such as teamwork and
communication.
 Gives an exposure to the student in order to interact with professional role
models or mentors who provide support on the initial level of the internship.

2.2. My Internship Experience

Internship is an opportunity offered by employers to students to avail it, learn and

improve their skills. Approximately 6 weeks can be spent by the internee at the
organization. An internee should be careful while working in an organization so no
disturbance should be created in the work of staff because they are helping the students
during their routine work. The students try their best to obtain maximum support from
the staff which expands their learning.

 Skills learned

1. The first thing I have learned during my internship is time management. How to
manage precious time and complete the tasks on time.
2. Communication skills are much essential for top management as well as for the
lower management.
3. The important thing I have learned during internship is how to perform work
while in a group.
4. Working in group helps to gain tolerance.

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2.3. Selection Criteria of Organization for Interns

Students should select the organization for internship that is related to their field of
specialization. The field of specialization to focus on can be finance, marketing or
human resource. As i selected Wah Industries Limited works due to its high reputation
and good will among the customers. I feel proud to become an internee of a professional
organization where i can get practical knowledge in a professional way.

There are a few guidelines and methods under which they select internee.

 Letter demand for temporary position to Manager Administration

 After endorsement they request college letter for temporary position
 Filling of Application structure
 FIU freedom declaration

2.4. Work activity

TIME ACTIVITY
1ST WEEK General introduction
2ND WEEK Orientation
3RD WEEK DAK section
4TH WEEK Medical section
5TH WEEK and 6TH WEEK HR department & SWOT Analysis

2.5. First week

At the appointment day of my internship, I met Mr. Saad, officially responsible to deal
with the internees at the Admin Department. At that moment, he introduced me to the
other employees and sections in the Admin Department. Moreover, he gave me verbal
information about the admin process. He gave brief information about the idea of items
in Wah businesses restricted.

During my first week, he also told me about other departments within the organization
and the senior management and the employee’s working in those departments. These
departments include:

 Accounts Department

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  Sales and marketing Department
 Purchase Department

Under the skillful supervision of Mr. Saad, he provided me further information about
the administration process and about how work is done in a professional way as well as
how to keep the record.

2.6. Second week

In our second week they told us about the different ventures of Wah industries and its
subsidiaries, production units and outlets.

This direction acclimates the individual the elements of gathering of organizations.

 About Product’s
 About Management of WIL and POF
 About the Wah industries subsidiaries
 About the outlets and production units
 About related Department.

All these information was discussed with Admin Officer Mr. Munawar Hussain and his
assistant Mister Saad.

2.7. Third week

Third week of my internship was comprised of DAK section by MADAM SHAHEEN

and SIR AYYAZ in which I learnt about the processes of DAK in WIL. As in the
previous week they have told me about the entire department and subsidiaries and outlet
of WIL and as WIL is owned by Pakistan Ordinance Factory so in order to take
permission or for taking any decisions there are number of letters that were regulated in
a day for the sake of taking permission from POF Chairman. So basically DAK section
kept the record of all incoming and outgoing letters in their register weather they are
Internal from the inside subsidiaries of WIL and External from POF or outside of the
organization from different companies it could be either for the buying, selling, or for
the disposing permission.

All of the DAKs were received by Sir AYYAZ, after maintaining records then further
distributed in their relevant department and offices. All of the outgoing DAKs are

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submitted to MADAM Shaheen then after maintaining the records; these are sent by
TCS to the external organizations and could also be sent out through the Naib/Qasid in
POF.

2.8. Fourth week

Fourth week was associated with the information and process through which an
employee goes through for the medical aid. Medical Officer appointed by WIL is the
Authorized Medical Officer for WIL employees. For treatment, the employees will
report to MO (Medical Officer) at WIL Medical Centre, LALARUKH WAH CANTT.
Free medical attendance, free medicines and medical treatment will be admissible to all
employees and to their family members (Self, wife/Husband & dependent children up to
the age of 18 years). Free medical facilities shall be provided to the extent available in
WIL Medical Centre & POF Hospital. It is also worth mentioning here that cosmetic
treatments like plastic surgery, tooth crown, hair transplant etc. are not provided in
medical facility of WIL.

The further information was given by SIR WAJEEH and the SOP’s are explained in
chapter 3.

2.9. Fifth week and Sixth week

In the last two weeks they sent me to the Senior Assistant SIR DILSHAD of Admin
Manager because HR department of WIL was supervised by him. As HR department
was one of the most basic for my internship so I try my best to thoroughly ask about
each and everything from 1st step of recruiting an employee to its retirement policy. In
HR department of WIL all HR functions implement and perform properly in formal
manner. Including the record keeping, hiring and appointment procedure, recruitment
and selection process, training and compensations, awards and benefits policies and
many more facilities regarding employee’s proceeds there formally and officially. I tried
my best to write it down in the HR section of my report.

In the last few days of my internship I did the SWOT analysis of the organization i.e.
Strength and weakness of the organization as well as opportunities and threats. Every
organization faces different challenges but they can overcome these challenges by using
their strength and opportunities.

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24
 CHAPTER 03

HUMAN RESOURCE DEPARTMENT

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3. Human Resource Management process in the organization:

3.1. Human Resources Planning (HRP) and Forecasting:

HRP consists of the following components:

 Determining the current human resources

 Forecasting future human resources
 Forming a program to meet future goals

 Job analysis

Job Analysis is a methodical investigation of the exercises inside a day. It is a

specialized strategy used to characterize work's obligations, duty, and accountabilities.

 WIL involves in job analysis:

 When there are new job offerings.
 Changes in organizational structure.
 Technological change
 New jobs for its subsidiaries.

 Significance of job analysis

The job analysis is one of the most significant exercises for the WIL, and has following
importance

 Employment investigation recognizes the individual capabilities

important to play out the activity and the conditions under which work is
performed.
 Occupation examination recognizes who does what.
 WIL done work analysis for new subsidiaries.

 Overall assessment of employee’s performance

In Wah Industries Limited, Annual Confidential Report (ACR) is being prepared

annually to judge the performance or behavior of all the employees by their seniors.

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ACR is prepared confidentially and it includes points such as;

 Performance  Acceptance of
 Behavior responsibility
 Character  Understanding and
tolerance
 Religious views
 Confidence and will power
 Hobbies
 Emotional stability
 Knowledge of religion
 Intelligence
 Appearance

There are numerous different things incorporated into ACR which demonstrates the
general character of a representative. With the end goal of yearly Evaluation of workers
WIL use to principle systems which incorporate Likert Scale.

3.2. Employee Recruitment & Selection:

 SOURCES OF CANDIDATES:

a) Internal Source

b) External Source

 Internal Source:

In internal source, Wah Industries Limited hires the services of government employees
on deputation. The deputations are posted from Pakistan Ordnance Factories (POF) for
a pre-defined time limit most of the time deputation time period is for 3 years.
In HR Department, there are no deputations at this time but there is a vacant seat of
Establishment officer (equivalent to BS-16) for deputations.

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 External Source:

In External source, WIL publish advertisement in various newspapers. For this purpose,
WIL has a contract with Synergy Advertising Agency (PVT) Limited which publishes
advertisement of Wah Industries Limited on particular date. For this purpose, WIL
writes a letter to advertising agency to publish their Ad and also enclose a copy of

Avertisment

Issuance of
Job
Appointment
Applocations
Letter

Police
verification & Shortlisting
Medical fitness

Selection of Approval for

Suitable issuance of
Candidates Call Letters

Interview/Test Call Letters

Selection
Board

advertisement along with the letter.

3.3. Employee Selection Process:

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 Figure 3.1 Employee Selection Process

 Applications Received/Short listing

This is the very first step in recruitment process. In this step, WIL receives
applications from candidates within the pre-defined last date to submit applications.
Applications received are placed in the file and when last date passes, all
applications are scrutinized / shortlisted as per criteria defined in the advertisement.
No relaxation is given to any candidate who does not fall in the criteria.

 Selection of deputations

Officers for deputations are selected by the approval of managing director and also
the chairman depending upon the nature of job of the required officer or worker.
After selection of theirs, they started to work under the conditions and rules of WIL
except the allowances that are given to the employees of WIL.

 Issuance of call letter

Call letters are issued to candidates who meet the criteria i.e. age limit, education,
job experience, etc. In order to issue call letters, HR department informs WIL
Board of Directors regarding the current status of job applications. For this
purpose, approval is required from WIL Board of Directors in which it is clearly
mentioned that how many applications are received and out of which how many
candidates are eligible or meet the defined criteria. Then HR department requests
the WIL Board of Directors to accord approval for issuance of call letters. After
getting approval, HR department issues call letters to shortlisted candidates. Call
letter is issued to inform the candidate that on which date and time he/she has to
appear before Selection Board for interview and which documents are required to
submit at the time of interview.

 Selection Board for Interview

In this step, a Selection Board is constituted to conduct interviews of the shortlisted

candidates. For the post of staff, a three-member committee headed by the

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 Managing Director of WIL is constituted. And to appoint officers, there are at least
three Directors of POF-WIL Board included in the Selection Board.

The Selection Board provides a level playing field to all the candidates. Selection
Board members have experience and expertise in different fields. If you are having
Business Administration degree then the member having business administration
experience will ask questions from you and if you are an engineer then the member
who has engineering degree and expertise will ask questions from you. In this case
the other members will observe the body language and confidence level of the
candidate.

 Interview/ Test

The written test is also required for getting the job done and it is mandatory for all
of the candidates. Test is consisting of all the important questions and is not
considered as important for higher designations.

A detailed interview is conducted by the selection board as per requirement of the

job. Interview is consisting of the entire important and relevant question about the
job and also about the general life questions.

 Selection of Suitable Candidate

When Selection Board takes interview, they also write their remarks in the
proceedings. All the Selection Board members have a set of proceeding and their
remarks for each candidate are valuable and on the basis of their remarks, candidate
is selected or rejected.

The suitable candidate is selected and after selection, he is called to WIL

headquarter, Quaid Avenue Wah Cantt to collect Police Verification form and
Medical Form.

 Police Verification form is issued to selected candidate for getting security

wise clearance of the candidate from the Police Station of his/her area or city. If
any criminal record has been found of the selected candidate then he/she will be
considered ineligible/unsuitable for the job.

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  Medical Form is also given to the selected candidate in order to examine
whether he/she is medically fit for the job or not. For this purpose, Blood CP,
Urine Test and Chest X-Ray are required and after these tests, the candidate has
to consult doctor who is on WIL panel and show his / her test reports. After
examining the candidate’s medical test reports, the doctor appointed on WIL
panel gives his remarks either in the favor of candidate or against the candidate
as per his / her medical report results.

 Appointment Letter
Appointment letter is issued to selected candidate when he / she submits medical
test results and police verification form. The candidate has to submit an application
in which he / she mentions that he / she is ready to work with WIL and want to give
joining on the duty from this or that date.

3.4. Training and development:

In Wah Industries Limited, there is only on job training provided to all the employees
when they are appointed. In some particular circumstances or appointment on some
sensitive/senior post, special training may also be given to the employee to carry out a
specific job.

3.5. PERFORMANCE MANAGEMENT

In Wah Industries Limited, Annual Confidential Report (ACR) is being prepared

annually to judge the performance or behavior of all the employees by their seniors.

ACR is prepared confidentially and it includes points such as;

i. Performance

ii. Behavior

iii. Character

iv. Religious views

v. Hobbies

vi. Knowledge of religion

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 viii. Acceptance of responsibility

ix. Understanding and tolerance

x. Confidence and will power

xi. Emotional stability

xii. Intelligence

xiii. Appearance

There are many other things included in ACR which indicates the overall personality of
an employee. For the purpose of annual Evaluation of employees WIL use to main
procedures which include Likert Scale.

3.6. Employee Compensation and Benefits

Types of Compensation:

a. Staff Provident Fund

b. Gratuity Fund
c. Bonus
d. 5% Workers Profit Participation Fund
e. Annual Increment
f. Employee’s Old Age Benefit Institution (EOBI)
g. Medical Facility

 Staff Provident Fund:

These rules may be called Wah Industries Limited Staff Provident Rules, 1962 and
briefly the “rules”.

Only a confirmed employee of the Company who is in receipt of the monthly salary of
RS. 50/- fifty per month or more is entitled to and may, subject to these rules, subscribe
to and become a member of the Fund and who for the sake of brevity is here-in-after
referred to as the “Employee” or a “Member”.

“Salary” means substantive pay or wages received monthly by each employee from the
Company and it does not include personal, house, conveyance, local and other

32
allowances, bonus or commission or other remuneration / or profit whatever derived by
any means outside ascertained monthly salary. The contribution of a member absent on
leave shall, during the period of such absence, be assessed on the salary allowed to him
during such absence by the Company.
Every employee shall regularly contribute ten percent of his monthly salary to this
Fund. This contribution shall be deducted by the Company from the monthly salary of
the employee and shall be placed to his credit in his account in the Fund.

 Employees’ Gratuity Fund:

These rules may be called the Wah Industries Limited, Employees’ Gratuity Fund Rules.
These rules shall come into force with affect from the date of its approval by the
Commissioner of Income-tax having jurisdiction over the Fund. These rules shall apply to all
regular employees engaged for indefinite period and also to those engaged on full time
contract basis that fulfill the conditions of eligibility.

i) Gratuity shall be payable at the scale laid down in Para 4 below for each completed
year of service, restricted to a maximum of 30 months’ pay, to every employee who is
retired / retrenched / discharged by the Company under normal Rules, OR who opts
for voluntary retirement, after completion of 7 years qualifying service.

ii) For the purpose of these Rules service will be reckoned from the actual date of
joining the Company and having continuous service since employment as defined in
Para 2(vii) above. Part of year, six months or more, shall be taken as one complete
year except for the purpose of determining the qualifying service of seven years for
eligibility for the grant of Gratuity. Less than six months period will not be
accounted.

iii) In case of retirement of an employee on medical grounds on the recommendations of

the properly constituted Medical Board on the authority of the Company, or release /
retrenchment by the Company due to abolition of the post, an employee will be
entitled to Gratuity at 50% of the last pay drawn even if his length of service is less
than 7 years.

iv) In case of death while on duty, or due to natural cause(s), an employee will be
entitled to Gratuity at full rates for his length of service, irrespective of the condition

33
 of qualifying service of 7 years and the scale laid down in Para 4 below, provided he
leaves behind his family and/or dependents.

 Inadmissibility

i. An employee, whose services are terminated by the Company for misconduct,

inefficiency, or criminal activities, shall not be eligible to the grant of Gratuity.

ii. In case the Company introduces pension scheme at any stage, a regular employee of
the Company shall have the right to retain Gratuity benefits, or to opt for pension.

 Scale of Gratuity

Gratuity will be calculated in accordance with the table set out below: -

Complete No. of

Years of service Scale of Gratuity

7 5/10 x Last pay x 7

8 6/10 x Last pay x 8 subject to the

9 7/10 x Last pay x 9 maximum of

10 8/10 x Last pay x 10 30 months

11 9/10 x Last pay x 11 last Pay.

12 10/10 x Last pay x 12

 Bonus

As per rules mentioned in WIL Manual, at least one (01x) Bonus is mandatory to be
given to the employees. Nobody can take back this benefit from employee. Let’s
suppose if WIL comes to the position of breakeven, means no profit no profit, it means
the Board of Directors will not approve bonuses for the employees. But in the said case,
one bonus will be given within the financial year as it is mandatory.

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If WIL achieves sales target during the financial year, then the Board of Directors will
definitely approve as many bonuses as they can. In the year 2018-19 the 159th Board
Meeting was held in which 04x Bonuses were approved (including eid bonus) for all the
employees of WIL.

 WORKERS PROFIT PARTICIPATION FUND (WPPF)

Workers Profit Participation Fund is a benefit provided to all the employees of Wah
Industries Limited.

Employees / Workers are entitled to get 5% of profit every year as per rule mentioned in
WIL Manual. When the financial year of WIL comes to an end i.e. 30 th June of every
year, audit takes place. When audit completes, the actual position of profit is shown and
on the basis of profit position, 5% of profit is distributed among the employees.

 Annual Increment

Annual increment is awarded to all the regular employees of Wah Industries Limited
(WIL) according to their scales on their basic pay on 31st December of every year. 10%
increment is awarded to all the employees

 Employee’s Old Age Benefit Institution:

Employee’s old age benefit institution (EOBI) facility is provided to all the employees
of WIL. For this purpose, a nominal amount is deducted from the salary of employees
every month and just after retirement from service / job the employees are eligible to get
EOBI benefit. It is also worth mentioning here that WIL does not provide pension to its
employees.

FACIITIES

 Medical Facility

In order to streamline the existing arrangements of medical facilities extended to the

employees of WIL including SGA FY.

35
 According to the Clause-19 of WIL Manual, the free medical assistance should
be provided to workers under the Companies Rule after the approval. Medical
facilities on places other than duty place shall be admissible in severe cases only
when the approval of MD.
 The Board agreed that the new arrangements of employing a POF Doctor on
PART TIME basis along with appointing a couple of Chemists for dispensing
medicines should improve the medical facilities to WIL employees. The medical
facilities can now be provided free but a watch is to be kept on the expenditure
which is to be presented in every Board Meeting.
 Medical Officer appointed by WIL is the Authorized Medical Officer for WIL
employees. For treatment, the employees will report to MO at WIL Medical
Centre, LALARUKH WAH CANTT.
 MO will refer only very deserving cases to POF Hospital. MO will also have to
keep record of Sick Report/Receipt/expenses of medicines & number of cases
referred to specialists/ admission etc. on monthly basis.
 Free medical attendance, free medicines and medical treatment will be
admissible to all employees and to their family members (Self, wife/Husband &
dependent children up to the age of 18 years). Free medical facilities shall be
provided to the extent available in WIL Medical Centre & POF Hospital.
 In case of emergency patient have to report to the casualty department of POF
Hospital. If admitted they will accordingly inform MO-WIL for regulation of the
case.
 TREATMENT IN OTHER HOOSPITAL: Employees at their own discretion to
other hospital/ specialist will not be allowed the reimbursement of medical
expenses. Medical Facilities other than POF Hospital will be admissible only in
exceptional cases with the prior permission of MD-WIL and MO. Only in Life
Saving Medical Condition WIL employees can consult to any nearest Govt
Hospital. Free/ treatment charges paid on such occasions will be reimbursed on
the recommendation of MO.
 It is also worth mentioning here that cosmetic treatments like plastic surgery,
tooth crown, hair transplant etc. are not provided in medical facility of WIL.

36
 Hire-Purchase Facility

Wah Industries Limited (WIL) has come under the contract with CSD this year.
According to this contract, the employees of Wah Industries Limited can avail hire-
purchase facility from CSD as per terms and conditions mentioned in the contract and
agreed by both the parties i.e. WIL and CSD.

CSD offers a wide range of 3products which employees can buy on installments of
minimum one year and maximum three years. When an employee is willing to avail this
facility, he has to fill the CSD form, attach his service card and CNIC card and submit it
to Admin Officer of WIL for attestation. After attestation, the employee submits that
form with supporting documents to CSD office, LAIQ ALI CHOWK. The mode of
payment is that the employee has to deposit monthly installments in the bank
(mentioned in the agreement) i.e. Habib Bank Limited, and has to submit copy of
deposit to CSD.

If an employee is bankrupt or is not able to pay the installments, then WIL has to pay
his / her installment as stated in agreement. Employees service time period is also
checked before approving him for Hire-purchase facility because if the employee
service time period is less than its purchased equipment installment period then he/ she
will not be eligible to avail this offer.

 Accommodation

WIL employees have to spend a period of 6 years to avail accommodation facility. In

my view, when an employee is regularized after completing contractual period, he / she
should be provided with accommodation facility

3.7. JOB CHANGES WITH IN THE ORGANIZATIONS

Job changes within the organization may include: -

37
 Figure 3.2 Job Changes within the Organization

 Promotion

For promotion, there is specifically a Promotion Board. The promotion Board takes
decision on the basis of individual’s last five years Annual Confidential Report (ACR).
After that, interview is being conducted to select for promotion. The Promotion Board
may consist of three members i.e. 01x President of Promotion Board and 02x Members
of Promotion Board.

After the recommendations of Promotion Board, the final authority is Managing

Director
Promotion (M.D) of
Wah
Transfer Industries
Limited.
Demotion
Managing
Director
Retirement
approves
the
Resignation

recommendations of Promotion Board. The Managing Director of WIL has powers to

promote officials / staff up to BS-16.

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 Transfer

As per rules stated in WIL Manual, every employee must transfer after every three
years. In case of negative aspect or inefficiency of employee, the employee can be
transferred with the approval of M.D-WIL. And if the performance of an employee is
satisfactory and he / she are expert in his / her work, then he may not be transferred just
because of his/her performance / efficiency.

Employee can be transferred within the organization which means from one department
to another department or he / she may be transferred to units or outlets of WIL.

Sometimes employees himself want to be transferred in case he is resident of Peshawar,

Lahore, or Karachi, then he may request Managing Director for his transfer. After that
HR department may prepare a case for his transfer to his desired or nearest station i.e.
Peshawar outlet, Lahore outlet, Karachi outlet.

Four steps are involved in this process: -

a. Preparation of case

b. Describe reason for transfer

c. Managing Director’s approval

d. Transfer

 Demotion

If the employee is involved in any criminal activity i.e. theft etc., then disciplinary
action may be taken against him and he may be demoted to lower rank with the
Managing Director’s approval. Procedure followed in this regard involves: -

 Warning Letter

Warning letter is issued to the employee.

 Charge Sheet

Issue employee charged sheet in which allegation against that person is

mentioned.

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  Employee’s Reply / Answer

Employee replies against the charges.

 Inquiry

Then a committee is constituted to inquire about the matter. The inquiry

committee makes report and submits its observations / findings and
recommendations regarding the matter.

During the inquiry, the employee is suspended from his / her post so that he may not
influence the inquiry against him. The observations / findings of inquiry committee are
then submitted to Managing Director for perusal and necessary action in the regarding
matter.

 Termination

Termination of employee is carried out with the approval of Managing Director. In

termination, there is a case prepared by HR department of WIL against the employee.
Reasons of termination are clearly stated in that case and majority of time it is done
when the employee is involved in any severe kind of disciplinary action. And then HR
department puts up the case to Managing Director.

 Resignation

Resignation is totally depending on will of employee. If he / she want to resign from

service, he must submit one month’s advance notice in which he has to mention the
reason and date of resign. If he does not submit one month’s advance notice then he /
she will not get the pay of that last month as per rule.

In this matter, case is prepared by HR department and put up to Managing Director for
approval. When M.D gives approval, the resignation letter will be accepted.

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 Retirement

At the age of 60 years, employee retires. But now a new rule is passed which states that
if an employee is well performing, then he may give extension up to 5 years i.e. age of
65 years.

Before 1.5 years of retirement, a letter is written to the outgoing employee that whether
he / she want encashment or Leave Pre-Retirement (LPR).

Duty of 1 years one year off and get the pay, or if

On duty then get the pay + leave credit

3.8. Leave

i. Casual Leave (C/L)

20x leaves annually with pay.

ii. Leave with Full Pay (LFP)

40x leaves till 31st December of every year.

If employee did not avail LFP then it will add into his / her credit leave account and will
be paid at the time of retirement.

3.9. Retirement Funds

i. Gratuity Fund
Basic Pay x 30 salaries

ii. Provident Fund

10% of employee’s basic pay will be paid to employee at the time
of retirement.

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3.10. LABOUR MANAGEMENT RELATIONS

In WIL, there is a Welfare Committee (commonly called death committee), which

facilitates the employee in any problem such as in case of death of employee’s any
family member, an amount is given to that employee to manage funeral and in case of
children school fee, books, uniform, this welfare committee contributes. An amount of
Rs 300/- is contributed by the members of this welfare committee to get benefit.

42
 CHAPTER 04

SWOT ANALYSIS

43
4. SWOT ANALYSIS

The SWOT (Strengths, Weakness, Opportunities, and Threats) analysis of WIL is given
as under:

4.1. STRENGTHS

 Government owned:
It is the strength of WIL that it is owned by government through
POF. Being a government organization, WIL can get more
benefits as compared to private organizations.

 Highly sophisticated products:

It is also strength of WIL that its products are highly
sophisticated and attracts customers towards it.

 No market competitor:
Being a government owned organization and production on large
scale, there is no competitor of WIL in the national market.

 Skilled & professional manpower:

Strength of WIL is that it has skilled and professional manpower.
In the presence of skilled and professional manpower, WIL has
become unstoppable.

 Strong financial backup i.e. assets and reserves:

Financial position of WIL is very strong and it is the strength of
WIL that it has a lot of assets and reserves which can be utilized
in the time of need.

 International Certifications
Wah Industries limited is internationally certified. Following are
the certificates which WIL owns; ISO-9001:2008, ISO/IEC
17028, ISO-14001, ISO-BS OHSAS 18001.

44
4.2. WEAKNESSES

 Limited financial powers of Chief Executive

Financial powers of CEO/MD are limited. For purchase of plant,
machinery etc. financial power is 200,000/- only. This weakness
is needed to be removed.

 Vastly centralized approach of work resulting in wastage of time

and loss of customers
Due to centralized approach of work, time and loss of customer
occurs. In WIL, Managing Director is authorized to give approval
and in the absence of M.D, no work can be done. In the same
way, for some kind of work, approval of WIL-Board is required,
which takes time.

 Lack of independent decision making

It is a fact that WIL is bound to follow the instructions and
directions of its Managing Director, Directors, Chairman POF-
WIL Board. There is no independent decision making.

 Lack of human development

There is lack of human development. No courses are offered to
employees to improve their skills, capabilities etc.

 No system of employee’s trainings & courses

There is no proper system of employees training and courses. If
any employee wants to improve and polish his/her capabilities,
organization does not support him in doing so.

 Loss of market/customer due to compliance with so many

regulations / restrictions of audit and laws in country

45
 WIL has to follow so many regulations and restrictions of audit
and laws in the country, due to this loss of market and customer
occurs.

4.3. OPPORTUNITIES

 Entrance in International Market through Export Department of

POFs
WIL can enter into international market through POFs export
department. By this way, WIL can also get benefit because at now
WIL cannot enter into international market by its own.

 Ability to monopolize the market due to specific nature of

products
Due to specific nature of products, WIL can easily monopolize
the market. WIL has very few competitors in the market and all
are on very small scale.

 Introduction of new products in market under the umbrella of

Government / POFs
Introducing new products in the market under the umbrella of
Government or POFs is easy and effective. POF is a brand which
is well known by everyone.

 Potential to make sales to the Law Enforcement Agencies

WIL has potential to make sales to the law enforcement agencies
i.e. Police, Rangers, Baluchistan Levies. It is necessary to
mention here that WIL is already engaged in doing this.

 Establishment of new Industries / Factories with strong backup of

financial reserves
WIL has strong financial position in the market and can establish
new industries and factories with strong backup of financial
reserves. In this way WIL can double its financial position.

46
4.4. THREATS

 New entrants in market having same product line and better

technology
It’s a fact that new entrants in the market having same product line
and better technology are threat to WIL. There are so many
competitors of WIL who are engaged in making same products like at
low price and better quality.

 Law and Order situation in country

Law and order conditions in the country can affect the local and
international market of WIL. Because government can ban those
weapons and arms which WIL is making/producing?

 Restrictions and banes by regulatory authorities

By the passage of time, government sometimes changes its
policies and imposes restrictions and bans on various weapons,
arms and ammunition etc. By this way, market of WIL may
disturb.

 Increase in raw material prices

Prices of raw materials are increasing day by day. Due to which
POF and WIL has stopped manufacturing/producing many
products just because of high rates of raw materials. Increase in
raw material prices badly affects WIL because the
competitors are producing same product with low prices and
better quality.

 Fluctuation in foreign currency

Fluctuation in foreign currency can badly affect the business of
WIL because in imports, if foreign currency rates become high,
WIL has to pay more rupees.

47
 Change in taxation regimes
Due to changes in taxation regimes, new tax policies and
initiatives are taken up. This may affect the efficiency of WIL.

 Government policies and limitations

Government should make policies which are acceptable for
commercial enterprises. Sometimes government changes policies
that affect the business of WIL.

48
 CHAPTER 05

CONCLUSION AND RECOMMENDATIONS

49
5. Conclusion

Wah Industry Limited is one of the main Defense territory of Pakistan ordinance
factories and operates as a commercial window of POF. This Report is fundamentally a
clue to distinguish the zones which should be improved. Through the dedication and hard
work of the employees, WIL can achieve the good progress of the company. This implies
the productive business will be what has the right data at the right time. This implies that
the Information Sharing Process should be improved.

The general examination is showing that the organization’s advancement is depend upon
the devotion of management. The capability of its management, their ability to take risks
and observe the fluctuated financial image, this will help them a lot in improved and
sound situation of WIL. The anticipation of representatives and other managerial
authorities for the commitment and attentive work is required.

5.1. Recommendations

• WIL should commit to provide its customers with top range products which are as
per “international quality and standards” at reasonable rate.

• MIS and CRM frameworks require up degree for improving the effectiveness of
both workforce and authoritative units at WIL.

• Process of documentation must be maintained on computers.

• Company should open an outlet in Peshawar dependent on client request.

• Company should expand the motivational level to its employees.

• Company should utilize electronic participation intends to build proficiency.

• Every Employee in the admin department must have their own computers so they
can work more efficiently instead of wasting time. The up degree of MIS ought is
needed to improve the productivity of regulatory parts and staff of WIL'

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• Training of Newly Appointed Employees:

Every newly appointed employee must be given training just after joining WIL. Right
now, employees are given On Job Training which is not much beneficial for the
employees because it takes times for the employees to understand their responsibilities.
When employee will be given initial training, he will understand all the tasks he / she
have to perform.

• Training Courses for Clerical Staff:

Clerical staff must be given opportunity to upgrade their skills. Skill development
courses must be offered to clerical staff of WIL. They may be offered computer training
course, English language course or new techniques to perform clerical tasks.

• Issuance of Appreciation / Performance Certificates:

To recognize the efforts and hard work of employees, they must be appreciated in a way
that every best performing and hardworking employee of WIL should be awarded with
Best Performance Certificate or Employee of the Year Certificate or Cash Award. In
this way, employee will be motivated and perform his duties with more diligence.

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 References

 http://www.wahindustries.com.pk/
 https://en.wikipedia.org/wiki/Pakistan_Ordnance_Factories
 assignmentpresentationedu.blogspot.com
 mksnotes.blogspot.com
 www.wahindustries.com.pk
 www.scribd.com
 oregonsigmanu.com

52
 Table of Contents
CHAPTER 01..............................................................................................................................1
INTRODUCTION........................................................................................................................1
1.0. Introduction......................................................................................................................2
1.1. Main office.......................................................................................................................2
1.2. Vision...............................................................................................................................2
1.3. Mission statement.............................................................................................................2
1.4. Bye laws:..........................................................................................................................3
1.5. Nature of business............................................................................................................3
1.6. Authority:.........................................................................................................................4
1.7. Objectives of WIL:...........................................................................................................4
1.8. Quality standards..............................................................................................................5
1.8.1. Certification..............................................................................................................5
 ISO 9001-2000.............................................................................................................6
 ISO-14001....................................................................................................................6
 ISO 17025:...................................................................................................................6
 OHSAS-18001:............................................................................................................6
1.9. Management & organization:...........................................................................................6
1.10. WIL – BOD:.................................................................................................................7
1.11. WIL – Manpower:........................................................................................................7
1.12. WIL Products list:........................................................................................................8
1.12.1. Prohibited Bore Arms & Ammo (PB).......................................................................8
1.12.2. Non-Prohibited Bore:...............................................................................................9
1.12.3. Hunting Arm & Ammo:...........................................................................................9
1.12.4. Other Categories:....................................................................................................10
1.13. WIL Subsidiaries:.......................................................................................................10
 Subsidiaries year of incorporation:.................................................................................11
1.14. WIL Outlets:...............................................................................................................11
1.14.1. Karachi Outlet:.......................................................................................................11
1.14.2. Lahore Outlet:.........................................................................................................11
1.14.3. Wah Outlet:............................................................................................................12
1.14.4. Peshawar Outlet:.....................................................................................................12
1.15. WIL Units:..................................................................................................................12

53
1.16. Organizational Structure of WIL................................................................................13
1.16.1. Departmental hierarchy..........................................................................................14
 Accounts department..................................................................................................14
 Sales and Marketing Department................................................................................15
 Purchase Department..................................................................................................16
 Admin Department.....................................................................................................17
CHAPTER 02............................................................................................................................18
My Internship Plan.....................................................................................................................18
2. Define Internship............................................................................................................19
2.1. Objectives of Internship..............................................................................................19
2.2. My Internship Experience..........................................................................................19
2.3. Selection Criteria of Organization for Interns.............................................................20
2.4. Work activity..............................................................................................................20
2.5. First week...................................................................................................................20
2.6. Second week...............................................................................................................21
2.7. Third week..................................................................................................................21
2.8. Fourth week................................................................................................................22
2.9. Fifth week and Sixth week.........................................................................................22
CHAPTER 03............................................................................................................................24
HUMAN RESOURCE DEPARTMENT....................................................................................24
3. Human Resource Management process in the organization:..............................................25
3.1. Human Resources Planning (HRP) and Forecasting:..................................................25
 Job analysis................................................................................................................25
 Significance of job analysis........................................................................................25
 Overall assessment of employee’s performance.........................................................25
3.2. Employee Recruitment & Selection:..........................................................................26
 SOURCES OF CANDIDATES:.................................................................................26
3.3. Employee Selection Process:......................................................................................27
 Applications Received/Short listing...........................................................................28
 Selection of deputations..............................................................................................28
 Issuance of call letter..................................................................................................28
 Selection Board for Interview.....................................................................................28
 Interview/ Test............................................................................................................29
 Selection of Suitable Candidate..................................................................................29

54
  Appointment Letter....................................................................................................30
3.4. Training and development:.........................................................................................30
3.5. PERFORMANCE MANAGEMENT.........................................................................30
3.6. Employee Compensation and Benefits.......................................................................31
 Staff Provident Fund:.................................................................................................31
 Employees’ Gratuity Fund:.........................................................................................32
 Bonus.........................................................................................................................33
 WORKERS PROFIT PARTICIPATION FUND (WPPF)..........................................34
 Annual Increment.......................................................................................................34
 Employee’s Old Age Benefit Institution:....................................................................34
 Medical Facility..........................................................................................................34
 Hire-Purchase Facility................................................................................................35
 Accommodation.........................................................................................................36
3.7. JOB CHANGES WITH IN THE ORGANIZATIONS...............................................36
 Promotion...................................................................................................................37
 Transfer......................................................................................................................37
 Demotion....................................................................................................................38
 Termination................................................................................................................38
 Resignation.................................................................................................................39
 Retirement..................................................................................................................39
3.8. Leave..........................................................................................................................39
i. Casual Leave (C/L).....................................................................................................39
ii. Leave with Full Pay (LFP).........................................................................................39
3.9. Retirement Funds.......................................................................................................40
i. Gratuity Fund.............................................................................................................40
ii. Provident Fund...........................................................................................................40
3.10. LABOUR MANAGEMENT RELATIONS...........................................................40
CHAPTER 04............................................................................................................................41
SWOT ANALYSIS....................................................................................................................41
4. SWOT ANALYSIS............................................................................................................42
4.1. STRENGTHS.............................................................................................................42
4.2. WEAKNESSES..........................................................................................................43
4.3. OPPORTUNITIES.....................................................................................................44
4.4. THREATS..................................................................................................................45

55
CHAPTER 05............................................................................................................................47
CONCLUSION AND RECOMMENDATIONS........................................................................47
5. Conclusion.........................................................................................................................48
5.1. Recommendations..........................................................................................................48
 References..........................................................................................................................50

56