Marhaba Laboratories Pvt. Limited Internship Report

Marhaba Laboratories Pvt.
Limited
ACKNOWLEDGMENT
Thanks to almighty Allah for enabling me to fulfill all the requirements for
the completion of my internship report. It would not be a justice in
presenting this internship report without mentioning the people around me
who have been inextricably related with the completion of this report. For
assisting me in all respect and regards to complete this report my heart felt
thanks to my supervisor Assistant Professor Madam Sajida Nisar, who
enriched my knowledge with wealth led ideas to pursue and power of writing
this report. It could not have been possible to accomplish this report
without his thoughtful guidance and expertise. It is also a great pleasure to
record honorable regards to all those who helped me lot in learning and
enhancing my knowledge and ability during the internship Marhaba
laboratories to MSN Mr. Arif Javed who also helped in all kind of indoor
and outdoor activities. Finally for all possible errors, omissions and
shortcomings in writing of this report only I am responsible for which I hope
that all concerning regards of this report will forgive me.
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Marhaba Laboratories Pvt. Limited
PREFACE
INSTITUTE OF BUSINESS ADMINISTRATION (IBA), University of the Punjab

has been an institution of honor and discipline. It has always created a lot
of potential in the students for studying and improving their skills for
dealing in the practical life. The Bachelor of BUSINESS program here at the
INSTITUTE OF BUSINESS ADMINISTRATION (IBA), is equipped with 6 weak
practical training as internship. This Internship and its viva-voce, awarded
by 200 marks is a complementary part of any company, business
organization and business related enterprises or registered firms working
anywhere in Pakistan. No concern with the business of the business,
internee has to prepare an internship report about organization and the
work done by the student thereto, at the end of his/her internship. Here I
MASOOMA HAMEED being the student of BBA (Hons.) in Punjab University
as its study center INSTITUTE OF BUSINESS ADMINISTRATION (IBA), Roll
# 25 A, during Session 2010-2014, completed my Internship at Marhaba
laboratories. At the end of my practical training, I have prepared an
internship report elaborating the details about the ML and its work done
thereto. At the end of this remarkable session I would like to thanks all of
them who encouraged me a lot during my study course. BBA (Hons.)
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EXECUTIVE SUMMARY
This report highlights my internship in Marhaba lab Lahore. The internship

was begun from 1st of July and came to end at 31st of August. I did my
internship practice in marketing department under the primary supervision
of sir Arif Javed.
I was assigned a project of preparing the fiscal report on sales of Marhaba
lab and to give tactical strategies. Marhaba lab an Institution of Oriental
medicines based on the conception and vast research of Hakeem
Muhammad Usman, which primarily focuses on producing health care and
natural dietary supplements in a highly scientific and hygienic manner.
Marhaba is beyond doubt your natural path towards natural health.
I have a strong belief that this report will guide and ease the readers to
understand the system of ML and more prominently have good knowledge
about it.
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Table of Contents
Company profile...........................................................................................8
CEO's message...........................................................................................10
History.......................................................................................................11
nature Of The Organization........................................................................12
Values of Marhaba laboratories..................................................................13
Vision.........................................................................................................14
Mission......................................................................................................15
Employee Code of Ethics............................................................................16
Logo...........................................................................................................23
OBLIGATIONS............................................................................................24
Company management system...................................................................26
Policy Formulation.....................................................................................28
JOB DESCRIPTION....................................................................................29
A.M. Sales Accounting................................................................................29
Area Manager-Marketing............................................................................32
D.M-HR......................................................................................................37
D.M. Marketing Products Dispatch.............................................................42
Manager Production...................................................................................50
Manager-Purchase.....................................................................................56
MANAGER-HR............................................................................................60
Manager-Finance.......................................................................................64
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Manager-Laboratory...................................................................................68
Marhaba - HR Policy..................................................................................73
Employment...............................................................................................73
Training.....................................................................................................80
Travel.........................................................................................................82
Leaves Policy..............................................................................................83
Retirement.................................................................................................86
Increment policy.........................................................................................88
Annual Assessment....................................................................................90
Employee Gratuity Scheme........................................................................91
Half Day Company Policy...........................................................................96
Management Team.....................................................................................96
ADMINISTRATIVE/MANAGEMENT STYLE...............................................100
Departments of marhaba laboratories......................................................102
Critique on production facilities...............................................................104
Solutions..................................................................................................105
MARKETING MIX.....................................................................................107
Products of marhaba................................................................................108
PRICING STRATEGY................................................................................120
PLACEMENT, DISTRIBUTION, CHANNEL, OR INTERMEDIARY................120
PROMOTIONS:.........................................................................................121
IMPORTANCE OF MARKETING RESEARCH.............................................122
SEGMENTATION......................................................................................123
Targeting..................................................................................................123
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ADVERTISING & SALES PROMOTION......................................................123
Research & Development..........................................................................124
How ML research.....................................................................................124
FINANCIAL OBJECTIVES:........................................................................128
Income statement for the year ended........................................................130
Ratio Analysis..........................................................................................135
Current Ratio...........................................................................................135
Quick Ratio:.............................................................................................135
Summer internship..................................................................................139
SWOT ANALYSIS......................................................................................148
Tactical Plan............................................................................................151
Group Bifurcation....................................................................................152
Group Contribution..................................................................................153
Value Wise Contribution..........................................................................154
Planning SOPs.........................................................................................155
Controlling & Monitoring..........................................................................156
Outcome Benefit......................................................................................158
Expected Issues.......................................................................................159
Solutions..................................................................................................159
Recommendations:...................................................................................161
Conclusion:..............................................................................................163
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Company Profile
MARHABA Laboratories (Pvt) Ltd

Formation: 1975
Head quarters: Lahore, Pakistan
Region served: Lahore
CEO: Hakeem Muhammad Usman
Website: http://www.marhaba.com.pk/
MARHABA Laboratories (Pvt) Ltd. was conceived by Hakim Muhammad

Usman during his student days at Tibbia College Lahore, where he would
often ponder over the reasons for the decline of Oriental Pharmacy which
had such a glorious past and a comprehensive pharmacopoeia withstanding
the test of time for a thousand years. He felt hurt to see this rich heritage
being lost and people falling prey to gimmicks and slogan mongering of the
contemporary pharmaceutical industry which has converted this noble
profession in service to humanity and Allah into just another mass
production industry with the sole objective of selling the product and
earning huge profits.
This, they do through a very well organized network of marketing and

advertising which has overwhelmed the allopathic practitioners so much
that they have become merely an extension of pharmaceutical industry.
Hakim Muhammad Usman correctly deduced that people of the Orient still
considered herbal medicines more reliable and suited to local climatic
environments than synthetic drugs. Increasing usage of such drugs
primarily because of their free availability in ready to use form. It was then
he decided to improve its status among various systems for medical
treatment.
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After that graduation, Hakim Muhammad Usman along with four younger
brothers established MARHABA Laboratories (Pvt) Ltd. on the 1st of July
1975. The aim was to produce oriental medicines and natural dietary
supplements in a modern and scientific manner so that the age old
prescriptions and remedies, reach the customer in a ready to use form,
without in any way affecting their efficacy and natural qualities.
It was indeed a very tall enterprise and resources were limited. The start
was, therefore, very modest but dedication to the cause, honest approach
and stringent quality control, more than compensated the financial
inadequacies. Soon, the reward came in the shape of unprecedented public
appreciation and encouragement due to the purity of natural herbal
products.
From then on there was no looking back. Today, MARHABA Laboratories

(Pvt) Ltd. is a household name with its literal meaning (Bravo, Weldone,
Welcome) not only in Pakistan but all over the world where Asian and other
people conversant with the efficacy of oriental medicines live, particularly in
Middle Eastern countries where there is generally more awareness about
the true worth and benefits of herbal medicines.
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CEO's Message
Today’s fast-paced lifestyle has brought (with its merits of course) the
unnatural prerequisite of human fitness to a 24/7 basis.
Thanks to this and the escalating costs of health preservation and
improvement brought about by the self-centered commercial pursuits of
pharmaceutical and modern medical professions, health deterioration today
entails a host of personal, familial, and financial repercussions for the
common man. The curative and ameliorative impact of such treatment also
leaves much to be desired.
Marhaba Laboratories Pvt Ltd is a venture created to reactivate reliance of
the public on the age-old, tried and tested herbal preparations as the means
of a healthy life.
Our preparations (formulas) are based on years of painstaking research and
development – prepared in hygienic and environment friendly conditions,
employing the most modern machinery, the most effective production means
and the most capable human resource. Result being quality and safe
products for public use.
Our aim is to make Marhaba a leading global brand of health and natural
products by providing what is promised and staying firmly committed to
principles of the honourable herbal tradition.
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History
MARHABA Laboratories (Pvt) Ltd. is the brainchild of Hakeem Muhammad

Usman, and its inception goes back to the days when he himself was a
student at Tibbia College Lahore. Greatly inspired by the rich past of
Oriental pharmacy and worried over its contemporary downfall, Hakim
Usman contemplated on how to evolve this noble profession of service to
mankind once again.
It was never too late to accomplish his dreams, and due to his pervasive
work into making this profession a credible one, Hakeem Usman finally
transformed his vision into reality and founded MARHABA Laboratories (Pvt)
Ltd. with the help of his siblings in July 1975. Soon after its inception, the
institute started working on researching on herbal medicines and other
natural products to produce result-oriented pharmaceutical medicines and
natural dietary supplements. With the development of R & D department
and induction of devoted staff and qualified scientists, prescriptions and
remedies started reaching the end consumer in a ready to use form.
MARHABA Laboratories (Pvt) Ltd. is indeed the philanthropy of one man

whose courage and determination made Marhaba an influential name in the
industry. Today, the natural herbal products of MARHABA Laboratories
(Pvt) Ltd. have become the household items not only inside Pakistan, but
their demand is equally high abroad where people believe in the efficacy of
Oriental Medicines.
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Nature Of The Organization

For the past 34 years, ML has been contributing to the needs of the nation.
Acknowledged as the renowned Private Sector Company of Pakistan, ML has
been driving the wheels of the national economy. Currently the Company is
engaged in the marketing and distribution of various herbal products
including consumer care products(Husk,V Oils. Food, Medicine ,distillates)
and health care products(Honey, Rose water, Mashroobat, Medicinal
Syrups, OTC, Qarabadini, Beauty Care).
ML has the wide-spread retail network in the country with over 3,50 retail
outlets and is also the exporter of different herbal products also. ML is now
on the road to becoming a fully integrated firm encompassing quality
products, refining, transportation and shipping out of the country. The
Company’s future plans also include exploring new product markets,
expanding the beauty care product range, further expansion of the company
retail network, and reducing product movement costs.
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Values of Marhaba laboratories

Excellence
We believe that excellence in our core activities emerges from a passion for
satisfying our customers' needs in terms of total quality management. Our
foremost goal is to retain our market share.
Cohesiveness
We endeavor to achieve higher collective and individual goals through team.
This is inculcated in the organization through effective communication.
Respect
We are an Equal Opportunity Employer attracting and recruiting the finest
people from around the country. We value contribution of individuals and
teams. Individual contributions are recognized through our reward and
recognition program.
Integrity
We uphold our values and Business Ethics principles in every action and
decision. Professional and personal honesty, dedication and commitment
are the landmarks of our success. Open and transparent business practices
are based on ethical values and respect for employees, communities and the
environment
Innovation
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We are committed to continuous improvement, both in New Product and

Processes as well as those existing already. We encourage Creative Ideas
from all stakeholders.
Vision
Our vision is to dedicate ourselves towards superior human health and well
being of every household in a scientifically improved natural way
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Mission
We are committed to achieve our goals to produce the most nutritious

natural diets, natural medicines and herbal medicines as a divine service to
mankind in the name of Allah the Almighty. We shall continue to provide
our consumers with the most innovative herbal products keeping their
natural effect intact.
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Employee Code of Ethics
Purpose
To outline standards of personal and professional conduct that all
employees must strive to uphold and behave in an ethical and professional
manner at all times. The Code provides a basis for all employees to maintain
a working environment that is productive, positive, enjoyable, safe and free
from harassment and discrimination.
Scope
To provide clear guidelines and standards for the appropriate behaviour
expected of employees..
Process
This code of ethics provides a framework for appropriate behaviour for all
ML employees where they can address ethical issues, while employees and
management:
Perform their duties and obligations, fulfill the mission, goals and objectives
of ML
Practice fairness and equity.
The Code of Ethics is established on the following values:
Integrity, Honesty, Conscientiousness, Courtesy, Fairness, and Respect

This relies on individuals being responsible for their own professional
behaviour within the provisions of this code, ML policies and procedures
apply to all employees.
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.Personal conduct
Attendance and punctuality:
o Employees are expected to be punctual and regular in their
attendance
o When an employee is unavoidably absent from work due to
sickness or any other reason, the employee should inform HR
Department promptly.
o Managers may exercise their responsibility to contact
employees who have not contacted them directly within a
reasonable timeframe to ascertain the reasons for that
individual’s absence
o Employees wishing to extend their leave must arrange this
before commencing the leave. If the employee is on leave they
must speak to their immediate manager.
 Appropriate Professional Attire Formal Dress for men
o Male employees are required to wear neat and clean suits, dress
slacks, shirt, pants, socks, and shoes. It is permissible to wear
a suit, dress slacks and a collar shirt.
o Shirt and trouser should be well ironed and the shoes neat and
polished
 Personal behaviour
Employees are required to undertake their duties in a professional,
responsible, conscientious and ethical manner and to act in the best
interests of the organization. They are expected to act honestly in
their duties when dealing with customers, suppliers, auditors and
fellow employees.
 Natural justice, fairness and equity
If an employee is required to investigate complaints against other
employees or issues affecting employees, they must act consistently,
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promptly, and fairly and in a timely manner. The principles of natural

justice must be maintained in dealing with each investigation.
 Use of facilities and equipment
Employees should take all possible care when using ML’s property,
goods, intellectual property and ensure they have used efficiently,
carefully and honestly, unless permission has been granted by the
Manager. The Resources are not to be used for private purposes.
 Privacy and use of personal and official information
Employees have an obligation to ensure that professional information
is secured against loss, misuse or unauthorized access, modification
or disclosure. Employees have a duty to maintain the confidentiality,
integrity and security of official information for which they are
responsible.
 Records management
Employees need to be aware of their record keeping responsibilities
and all employees must therefore ensure that all documents should
be placed in official files. Employees must not remove documents from
official files. They are controlled records, and must be complete, up-
to-date and capable of providing organisational accountability when
officially scrutinised.
 Information technology
Employees must not access information which they are not
authorised to access or use, and must not allow any other person
access for any reason. Employees must take all reasonable
precautions, including password maintenance and file protection
measures to prevent unauthorised access and have an obligation to
maintain the security and confidentiality of the information systems
over which they have responsibility or control and that are owned.
 Personal and professional behaviour
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Employees should perform the duties associated with their position to

the best of their ability, diligently, impartially and conscientiously. In
the performance of their duties, employees should.
Maintain adequate documents to support decisions made
Treat all persons with courtesy and sensitivity to their rights and
provide all necessary and appropriate assistance
Not harass or discriminate against employees in work place
Not make disparaging remarks about other employees
 Smoking
Passive smoking can impact on other employees and create a poor
image of the Organization which does not promote or encourage
smoking.
 Policies
Employees are responsible to carry out and comply with the ML
policies and procedures. It is acknowledged that employee views, on
particular matters, may differ from the company however such views
must not either interfere with the performance of an employee’s duty
or prevent the employee from supporting the ML’s objectives.
 Bullying
Bullying is unreasonable behaviour that is directed against an
individual or group and is derived from the misuse of power over the
target of the behaviour. This may include:
Verbal abuse, Shouting
Excluding or isolating behaviour
Deliberately withholding information vital for effective work
performance
Giving employees impossible assignments
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 Physical abuse
Bullying is unacceptable conduct within the ML and all reported
incidents will be investigated. Whilst it is the responsibility of all
employees within the ML to ensure that premises and facilities are
free from harassment, managers have a particular and clear
responsibility to meet this requirement. Managers who become aware
of serious breaches of policy must immediately notify their manager
or HR Department.
 Professional development
Employees must continually strive to improve their professional
competence, maintain their knowledge and encourage the
development of their skills and competence of associates.
 Grievance handling
It is expected that as a first step, employees will attempt to resolve the
issues between themselves. Where this is not appropriate or does not
result in a satisfactory resolution a more formal procedure as outlined
in the Grievance handling Policy can be applied. The dispute
resolution process will operate within the following principles:
Confidentiality, Impartiality, Promptness, Sensitivity, Courtesy and
Respect. Managers will investigate a complaint or allegation of
behaviour that is contrary to these standards. Investigations will be
carried out with sensitivity and fairness and maintain confidentiality.
 Breaches of the Code
ML is committed to the standards set out in the Employee Code of
Ethics. Where a breach of the Code has been identified by the HR
Department a response to the breach may result in:
 Counselling
 Disciplinary action
 Termination of employment
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 Suspension
 Email
Staff may only use e-mail and web browsing for work related purposes
and that all e-mail and web access logs will be monitored for
compliance with the staff position. As the organisation has
responsibility for its computer systems and networks, it has the right
to make directions as to its use. Informing people about the personal
information that is collected held and what is done with it is an
important privacy principle.
 Grievances Committee
A grievance committee will be formed to investigate grievance of the
employee.
Head - HR will act as the coordinator. Complaints addressed to
Grievances Committee shall be submitted through HRD.
Procedure for Disciplinary Action The following shall be the procedure
for disciplinary action:
In case of the alleged misconduct, management will issue a warning
letter to the employee and ask him to provide a written explanation
within a specified period. If misconduct is serious in nature,
management may place the employee on suspension pending enquiry.
On receipt of the explanation or if no explanation is received within
the stipulated time, the management will decide whether a formal
enquiry is to be conducted or not.
The management on receipt of the findings of the enquiry or in case
where no enquiry is ordered, on receipt of the explanation, may pass
appropriate order.
 Conflict of Interest
The “interests of any person associated with ML” include the interests
of any person with whom they have a close personal relationship,
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including their spouse, life partner, children, parents, siblings or

other close family members.
 General Policy
a. Every person associated with ML (according to paragraph 1) must
avoid or manage any potential real or perceived conflict of interest (by
refraining from any decision making or voting on matters subject to a
potential conflict of interest), and openly acknowledge any potential or
actual conflict of interest which arises through his/her association
with ML.
b. Conflicts of interest may arise from time to time in the course of
such persons’ activities and decisions. They may arise in their work
for the ML with regard to financial interests, or interests that impede
them in their duty to act in the best interests of the ML.
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Logo
Slogan
"Enriching life with purity"
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Obligations
• Towards Customers and Dealers: To provide prompt, courteous and

efficient service and quality products at competitive prices.
• Towards Suppliers: To ensure prompt dealings with integrity, impartiality
and courtesy and help promote ancillary industries.
• Towards Employees: To develop their capabilities and facilitate their
advancement through appropriate training and career panning. To have fair
dealings with recognized representatives of employees in pursuance of
healthy industrial relations practices and sound personnel policies.
• Towards Community: To develop techno-economically viable and
environment friendly products. To maintain the higher standards in respect
of safety, environment protection and occupational health at all production
units.
• Towards Defense Services: To maintain adequate supplies to Defense
and other Para-military services during normal as well as emergency
situations
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Company Management System
Organogram of Marhaba Laboratories
CEO
Export
Director/Mr.M Director/Mr.M Director/Mr. Director/Mr.M

Director/Mr.M.Jamil
.Saleem .Jamil M.Ikram .Jamil
H.O.D.Adm.&HR Production Brand/IT CFO Sales/Marketing
Lab./Q.C. P.M.Store Procurement FGS
Herbal Store
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Organogram Of Sales And Marketing
Cheif
executive
Director sales
& marketing
NSM
Medical
Sales Astt.Dist. Distribution
Sales Cord. 2 Research
.Accountt .Mgr Mgr
Executive
Sales Account Astt. Sales

.Off .Accountt
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Policy Formulation
Policies in marhaba are formed with the consent of heads of all departments
Proposal
Anybody who have an idea or a new project in mind has to give proposal to
the directors. This proposal includes idea, its feasibility, investment, profit
arising from the project
Checking feasibility
Heads of different departments and directors themselves check the
feasibility of the project. It is given to the project analyst. He points out the
pros and cons of the new policy or project.
Mutual consent
After checking its feasibility with the mutual consent of all directors the
proposal is accepted and ask for nest plan of action
Weekly meetings
They hold weekly meetings in which different issues are discussed.
Everybody is given the time to speak regarding different issues of the
company. All the matters that lie pending are discussed and decided in the
meetings.
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Job Description
A.M. Sales Accounting

A.M-Sales Accounting reports Manager Accounting
Job Purpose
Maintain record of sales Tax invoices and record all the information
Key Result Areas

 Preparation/Recording of sales Tax Invoices of all products (Ittehad
Chemicals & Chemi Chloride Ind.) according to Delivery Challans after
verification of Net Sales from Data Processing on daily basis and dispatch
to relevant area.
 Preparation/Recording of Information regarding 2 % Income Tax
deduction under Section 153 of Ordinance on Freight Rebate and Rubber
Lining, Transport Freight payable.
 Preparation/Recording of Information regarding 10% Income Tax
deduction on commission payable under Section 233 of Ordinance.
 Preparation/Recording of Diversion of Sales Tax Invoices after receiving
from Marketing Department on daily basis
 Recording of Commission and Freight Rebate Credit Note on SAP to
relevant parties
 Recording of W/H Tax Debit Note on SAP of relevant Parties
 To participate in preparation and submission of Sales & Income Tax
Returns with consent of Deputy Manager Finance (Section Incharge).
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 Reconciliation of statement of Accounts assigned by Deputy Manager

Finance.
 Maintain proper record of Customers & Dealers Correspondence on daily
basis.
LIMITS OF AUTHORITIES
1. Affairs to be managed in consultation with Director Finance
2. Seek approval of all financial spending.
WORKING RELATIONSHIP/ PRINCIPAL CONTACTS
1. Related government agencies

2. Raw material suppliers
3. Marketing ream
4. Purchase team
5. HR team
MANAGERIAL SKILLS / WORKING ABILITY
 Ability to analyze data and come up with information and actionable

plans to grow the business.
 Works with others in a collaboration and in solution focused manner to
achieve win-win outcomes.
 Excellent attention to detail.
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SKILLS KNOWLEDGE AND CAPABILITIES
 Displays integrity - is sincere in own behavior and in dealings with

others.
 Self motivated and self aware - recognizes own strengths and weaknesses
and is committed to personal development.
QUALIFICATION & EXPERIENCE
1. B.Com/MBA-Finance
2. 3 years related experience
3. Above 25 years
4. Computer application skills
NON-CONFORMANCE NOTIFICATION RULES
In case of non compliance to the instructions or business rules, depending

upon the severity of omission/ commission following actions can be
enforced;
1. Verbal notice.
2. Written notice with or without explanation.
COMMUNICATION SKILLS
1. Excellent oral and written Urdu & English
2. Effective Presentation, Negotiation skills, Influencing and Interpersonal skills
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JOB STATUS
1. Full time job with exclusive dedication to the affairs assigned by

management.
2. Minimum salary to start from 25,000 after hiring.
DETAIL OF WEIGHT-AGE OF RESPONSIBILITIES
1. Ensure recoding of invoices: 50%
2. To maintain record: 20%
3. To improve working environment: 20%
4. Ensure execution of plans mentioned in P.A.C.E: 20%
Area Manager-Marketing
Area Manager-Marketing reports to NSM - Marketing
Job Purpose
Oversees marketing and sales efforts and opportunities in the area also
responsible of recovery against sale
Key Result Areas

 Analyzes the market regarding sales & recoveries.
 Visit customers to address their issues and handle customers’
complaints.
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 To locate new / potential customers.

 Visit the market to collect information regarding products and
competitors.
 Monitor the performance of sales team and facilitate performance.
 Manage discipline of the marketing office.
 To achieve budgeted / planned sales and recoveries targets.
 Any job assigned by Management / G.M (Marketing) / D.G.M.
(Marketing)
Affairs to be managed in consultation with DGM / GM-Marketing.
Oversee functions of the area.
 Finance/IA team
 CCIL team
 P&A team
 HR team
 Related government agencies
 Competitors
 Raw material suppliers
 National, provincial and local regulatory bodies
 Clearing agents
 Shipment/transport companies
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 Ability to analyze data and come up with information and actionable

plans to grow the business.
 A solid understanding of execution.
 Previous experience of managing a marketing team.
 Influencing Skills build strong commercial relationships and drive
marketing strategy.
 Can quickly establish credibility and respect and build strong working
relationships with department managers.
 Demonstrable maturity and professionalism.
 Ability to recognize the value and responsibility of working in a team
actively supports and develops team members, quick to identify and
solve issues.
 Works with others in a collaboration and in solution focused manner to
achieve win-win outcomes.
 Able to work within deadlines and adapt to changing conditions, ability
to generate effective and pragmatic solutions to new situations and
problems as they are presented.
 Demonstrate an understanding of personalities and behavioral styles in
order to work collaboratively with a variety of people and to make
informed decision around resourcing, reporting structures and
relationships.
 The ability to inspire confidence of the CE and other senior managers
through timely delivery of information and plans.
 Strong working knowledge of marketing related laws.
 Effectively plans ahead to anticipate problems, plans for worst-case and
best-case scenarios.
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 Makes sensible, intelligent decisions in difficult and deadline driven

situations.
 Takes responsibility for own actions and visibly supports the senior
leadership team and their agenda.
 Results-focused - understands what is important to staff, clients and
management.
 Committed to achieving goals.
 Capable communication skills - handles complex and difficult situations
with thought and confidence.
 Ability to deliver appropriate information to the right people.
others.
 Self motivated and self aware - recognizes own strengths and weaknesses
and is committed to personal development.
 Takes a broad interest in the success and development of the company
and the marketing functions as a whole.
1. MBA-Marketing/Master from any recognized institute

2. 5-7 years experience in industrial products marketing
3. Above 30 years
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In case of non compliance to the instructions or business rules, depending upon the severity
of omission/ commission following actions can be enforced;
1. Verbal notice.
4. Effective Presentation, Negotiation skills, Influencing and Interpersonal

skills
JOB STATUS
management.
4. Minimum salary to start from 55,000 to 70,000 after hiring.
To achieve annual marketing & sales targets: 30%
To create new opportunities: 10%
To ensure effective control of area office: 20%
Ensure execution of plans mentioned in P.A.C.E: 20%
Met recovery targets: 20%
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D.M-HR (Compensation & Benefits)

Deputy Manager-HR reports Head of HR
Job Purpose
Ensure development of new compensation strategies through creative input
combined with data analysis and a deep understanding of the company’s
future challenges (bonus plans, market position, salary range design, and
pay mix analysis.). Main purpose of the position is to create employees’
oriented business environment.
Key Result Areas
Compensation:
• Coordinate with Time Office and assist in the completion of monthly

payroll for employees.
• Make monthly reconciliation report on total compensations to clarify

the difference and coordinate with ERM&IA for any rectification.
• Coordinate with legal section and complete the final

compensation/final settlement for leaving employees and coordinate
with Accounts & Finance for final payment/disbursement to the
leaving employee.
• Execute monthly payroll and coordinate with Finance to ensure timely

and accurate remittance for employees every month prior 5 th of the
next calendar month.
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• Assist GM-HR in participating in salary and benefit survey if the

management allows conducting such type of survey.
• Conduct Job evaluation for developing compensation and benefits

program and maintain record of the job evaluation survey.
• Submit daily/weekly/monthly/yearly report of manpower and

strength to GM-HR whenever required.
• To develop, Implement and maintain grading & pay structure based

on company methodology and market trends after conducting market
survey.
• Work closely with Manager-HR (T&D), D.M-HR (Recruitment) to

design and deliver retention plan/schemes and to develop programs
to reduce employees’ turn over.
Benefits:
• Coordinate with Manager-EH&S, Sr. Manager-Finance, D.M-Payroll, insurance

company and related government agencies and complete insurance benefits of
effected employees like health insurance, accident insurance or other insurance
benefits for employees every month upon case-by-case basis.
• Coordinate Sub-departments of Labor department for employees’ entitled benefits as

per law.
• Coordinate with Accounts & Finance and ensure the updating the list of employees’
to be submitted to insurance company.
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• Ensure the completion of all work related to Social Security, Employees Old Age
Benefit, Bonus, and Employees’ Profit Participation Funds.
• Coordinate with Social Security Institution, Workers’ Welfare Board and other
related government agencies/departments for the settlement of employees’ benefits
issues.
• Ensure the smooth operation and execution of benefits under “Employees Assistance
Program” and “Employees Welfare Programs”
Personal Income Tax
• Coordinate with Accounts & Finance for the completion monthly/annual personal
income tax declaration for employees, provide related data and maintain record of all
the statements.
• Inform employees regarding new tax regulations/slabs.
Others:
• Follow up and record the new hires’ compensation structure.
• Update and record the job evaluation for all jobs in company.
• Arrange payment for all invoices of HR Dept. as per existing required procedures.
• Check the payroll for Contracted staff (including bonuses, sales incentives and other
payment, OT allowance etc.).
• Check the payroll for Permanent Staff/workers (including bonuses, LFA, sale
incentives and other payment, OT allowance etc.).
• Responsible for administering the personal filing system.
39
 Affairs to be managed in consultation with GM-HR
 Strongly comply with the HR and company’s policies.
40
1. Works Team
2. Marketing Team
3. Accounts & Finance/IA team
4. Purchase team
5. Power Plant team
6. P&D team
7. CCIL team
8. Related government agencies
9. CBA
10. All Factory crew
 Strong end user of Microsoft Office especially Microsoft Excel.

 Previous experience of employees’ compensation and benefits
management.
1. Excellent Networks in the industry/sector.
2. Excellent communication skills and cross-group collaboration.
3. Excellent Command of English and report writing.
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4. Planning, organizing and coordinating competencies.
5. Advanced IT skills.
6. Soft spoken personality to attract and retain employees demonstrating
professionalism.
7. Understanding the Business Environment.
8. Achieving deadlines.
9. Teamwork.
10. Ability to generate various reports.
MBA/MPA/Master in Human Resource Management.

Age 30 to 35 years
5-7 years strong experience in design and / or administration of C&B programs.
Proven track record of delivering remuneration strategies.

enforced;
1. Verbal notice.
2. Written notice with or without explanation/as per company policy.
Excellent oral and written Urdu & English.
Effective Presentation and Interpersonal skills.
42
43
JOB STATUS
Full time job with exclusive dedication to the affairs assigned by GM-HR
Minimum salary to start from 35,000 after hiring.
1. Ensure delivery of benefits : 40%
2. Maintain proper record of personal files:

20%
3. Effective control over pay roll issues: 10%
4. Effective coordination with all departments: 10%
D.M. Marketing Products Dispatch

D.M-Marketing reports to NSM - Marketing
Job Purpose
Monitor sales, recoveries and analyzes market trends
Key Result Areas

 Receive & compile orders using SAP B-1 ERP and convey the same to
dispatch office.
 Arrange transport for product logistics.
 To ensure that the purchase orders are executed properly and timely.
44
 Communicate and inform dispatch office if there is any change in

purchase orders.
 Conduct analysis on statement of ageing and submit report to seniors.
 Perform function of direct sell and resolve issues of logistics, dispatches
and payments.
Affairs to be managed in consultation with Sr. Manager/GM-Marketing.
Finance/IA team
Works Dept.
Purchase team
CCIL team
Related government agencies
Raw material suppliers
Clearing agents
Shipment/transport companies
 Sales and Marketing — Knowledge of principles and methods for

showing, promoting, and selling products or services. This includes
marketing strategy and tactics, product demonstration, sales
techniques, and sales control systems.
 Customer and Personal Service — Knowledge of principles and
processes for providing customer and personal services. This
includes customer needs assessment, meeting quality standards for
45
services, and evaluation of customer satisfaction.

 English Language — Knowledge of the structure and content of the
English language including the meaning and spelling of words, rules
of composition, and grammar.
 Administration and Management — Knowledge of business and
management principles involved in strategic planning, resource
allocation, human resources modeling, leadership technique,
production methods, and coordination of people and resources.
 Communications and Media — Knowledge of media production,
communication, and dissemination techniques and methods. This
includes alternative ways to inform and entertain via written, oral,
and visual media.
 Computers and Electronics — Knowledge of circuit boards,
processors, chips, electronic equipment, and computer hardware and
software, including applications and programming.
SKILLS K NOWLEDGE AND CAPABILITIES
 Active listening — Giving full attention to what other people are

saying, taking time to understand the points being made, asking
questions as appropriate, and not interrupting at inappropriate
times.
 Critical Thinking — using logic and reasoning to identify the
strengths and weaknesses of alternative solutions, conclusions or
approaches to problems.
 Persuasion — persuading others to change their minds or behavior.
 Social Perceptiveness — Being aware of others' reactions and

understanding why they react as they do.
 Speaking — talking to others to convey information effectively.
46
 Judgment and Decision Making — Considering the relative costs

and benefits of potential actions to choose the most appropriate one.
 Monitoring — Monitoring/Assessing performance of yourself, other
individuals, or organizations to make improvements or take
corrective action.
 Active Learning — Understanding the implications of new
information for both current and future problem-solving and
decision-making.
 Coordination — Adjusting actions in relation to others' actions.
 Operations Analysis — Analyzing needs and product requirements

to create a design
 Oral Comprehension — The ability to listen to and understand
information and ideas presented through spoken words and
sentences.
 Oral Expression — The ability to communicate information and
ideas in speaking so others will understand.
 Deductive Reasoning — The ability to apply general rules to specific
problems to produce answers that make sense.
 Written Comprehension — The ability to read and understand
information and ideas presented in writing.
 Fluency of Ideas — the ability to come up with a number of ideas
about a topic (the number of ideas is important, not their quality,
correctness, or creativity).
 Speech Recognition — The ability to identify and understand the
speech of another person.
 Written Expression — The ability to communicate information and
ideas in writing so others will understand.
 Inductive Reasoning — The ability to combine pieces of information
to form general rules or conclusions (includes finding a relationship
47
among seemingly unrelated events).

 Originality — The ability to come up with unusual or clever ideas
about a given topic or situation, or to develop creative ways to solve a
problem.
 Problem Sensitivity — The ability to tell when something is wrong
or is likely to go wrong. It does not involve solving the problem, only
recognizing there is a problem.
 Communicating with Persons outside Organization —

Communicating with people outside the organization, representing
the organization to customers, the public, government, and other
external sources. This information can be exchanged in person, in
writing, or by telephone or e-mail.
 Communicating with Supervisors, Peers, or Subordinates —
Providing information to supervisors, co-workers, and subordinates
by telephone, in written form, e-mail, or in person.
 Getting Information — Observing, receiving, and otherwise
obtaining information from all relevant sources.
 Thinking Creatively — Developing, designing, or creating new
applications, ideas, relationships, systems, or products, including
artistic contributions.
 Establishing and Maintaining Interpersonal Relationships —
Developing constructive and cooperative working relationships with
others, and maintaining them over time.
 Developing and Building Teams — Encouraging and building
mutual trust, respect, and cooperation among team members.
 Making Decisions and Solving Problems — Analyzing information
and evaluating results to choose the best solution and solve
problems.
 Organizing, Planning, and Prioritizing Work — Developing specific
48
goals and plans to prioritize, organize, and accomplish your work.

 Interacting with Computers — Using computers and computer
systems (including hardware and software) to program, write
software, set up functions, enter data, or process information.
 Developing Objectives and Strategies — Establishing long-range
objectives and specifying the strategies and actions to achieve them.
49
 Education: Graduation
 Experience: 7-9 years
 Age: Above 30 years
 Dependability — Job requires being reliable, responsible, and

dependable, and fulfilling obligations.
 Attention to Detail — Job requires being careful about detail and
thorough in completing work tasks.
 Cooperation — Job requires being pleasant with others on the job
and displaying a good-natured, cooperative attitude.
 Integrity — Job requires being honest and ethical.
 Leadership — Job requires a willingness to lead, takes charge, and
offer opinions and direction.
 Initiative — Job requires a willingness to take on responsibilities
and challenges.
 Persistence — Job requires persistence in the face of obstacles.
 Achievement/Effort — Job requires establishing and maintaining
personally challenging achievement goals and exerting effort toward
mastering tasks.
 Adaptability/Flexibility — Job requires being open to change
(positive or negative) and to considerable variety in the workplace.
 Independence — Job requires developing one's own ways of doing
things, guiding oneself with little or no supervision, and depending
on oneself to get things done.
In case of non compliance to the instructions or business rules, depending upon the severity
of omission/ commission following actions can be enforced;
50
1. Verbal notice.
Excellent oral and written Urdu & English
Effective Presentation, Negotiation skills, Influencing and Interpersonal

skills
JOB STATUS
Full time job with exclusive dedication to the affairs assigned by

management.
Minimum salary to start from 35,000 to 40,000 after hiring.
Effective dispatch management: 40%
Record in SAP B-1: 30%
Good office management: 10%
Manager Production
Manager Production reports to Director
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Job Purpose
Plan, direct, coordinate, and resolve production jobs of plants & keep the
plant operational.
Key Result Areas

 Management of ongoing Production operations including, Scheduling,
Documentation, Equipment Maintenance, Calibration, Shipping, and
Quality Control/Inspection.
 Track quality of all processes through analysis of recorded data.
 Correlate results with requirements/specifications.
 Provide feedback to GM (Works) and Management regarding the
quality of the various products.
 Attend production meetings and provide statistical data regarding the
plants, production, quality, inventory, stock and process for decision
making.
 Estimate cost of production of each product and submit report to
management.
 Control workers of various petty job contractors to ensure the timely
executions of jobs.
 Keep liaison with Administration Department to hire and resolve the
issues of petty job contractors.
 Implement RIBS/COPS Projects.
 Implement related clauses of ISO 14001:2004 and ISO 9001:2008.
52
Affairs to be managed in consultation with CEO/GM-Works
 Purchase team
 Finance/IA team
 Marketing team
 CCIL team
 Power Plant team
 P&A team
 HR team
 WAPDA
 LESCO
 Highly skilled in designing, assessing, monitoring and implementing

various production projects.
 Proven track record of producing technical guidelines.
 Ability to work efficiently with people from diverse backgrounds.
 Result oriented and ability to handle multiple tasks.
 Ability to perform task under pressure and within deadlines.
53
 Ability to prepare technical documents and specifications for various

projects.
 Ability to understand the company vision, goals and determine
strategy and actions needed within his team to execute strategy.
 Ability to demonstrate global perspective.
 Ability to proactively identify talent internally and externally.
 Ability to create plan to grow talent within own team to create effective
succession plan.
 Ability to foster a sense of energy, ownership, and personal
commitment to work.
 Ability to inspire action from team without relying solely on authority.
 Ability to foster a high performing culture.
 Ability to coach others in the dynamics of effective teamwork.
 Knowledge of principles and processes for providing customer and

personal services. This includes customer needs assessment, meeting
quality standards for services, and evaluation of customer
satisfaction.
 Knowledge of economic and accounting principles and practices, the
financial markets, banking and the analysis and reporting of
financial data.
 Knowledge of circuit boards, processors, chips, electronic equipment,
and computer hardware and software, including applications and
programming.
 Knowledge of raw materials, production processes, quality control,
costs, and other techniques for maximizing the effective manufacture
and distribution of goods.
54
 Talking to others to convey information effectively.

 Using logic and reasoning to identify the strengths and weaknesses
of alternative solutions, conclusions or approaches to problems.
 Monitoring/Assessing performance individuals, or organizations to
make improvements or take corrective action.
 Being aware of others' reactions and understanding why they react
as they do.
 Understanding the implications of new information for both current
and future problem-solving and decision-making.
 Identifying complex problems and reviewing related information to
develop and evaluate options and implement solutions.
 The ability to communicate information and ideas in speaking so
others will understand.
 The ability to read and understand information and ideas presented
in writing.
 The ability to communicate information and ideas in writing so
others will understand.
 The ability to speak clearly so others can understand you.
 The ability to apply general rules to specific problems to produce
answers that make sense.
 The ability to arrange things or actions in a certain order or pattern
according to a specific rule or set of rules (e.g., patterns of numbers,
letters, words, pictures, mathematical operations).
 Observing, receiving, and otherwise obtaining information from all
relevant sources.
 Analyzing information and evaluating results to choose the best
solution and solve problems.
 Scheduling events, programs, and activities, as well as the work of
others.
 Monitoring and reviewing information from materials, events, or the
environment, to detect or assess problems.
 Communicating with people outside the organization, representing
the organization to customers, the public, government, and other
external sources. This information can be exchanged in person, in
55
writing, or by telephone or e-mail.

 Developing constructive and cooperative working relationships with
others, and maintaining them over time.
 Providing information to supervisors, co-workers, and subordinates
by telephone, in written form, e-mail, or in person
Knowledge of:
• Knowledge of the principles and practices of the electrical system;
knowledge of the international, national and local electrical codes.
• Safety principles, practices, requirements involved in all aspects of the

electrical work and equipment usage.
• Principles and practices of supervision, training, organization, and

work scheduling for the effective use of personnel, equipment, and
materials.
Qualification & Experience
1. B. Sc Chemical Engineering
2. 15-20 years related experience
3. Above 45 years
Non-Conformance Notification Rules

enforced;
1. Verbal notice.
56
Communication Skills
Excellent oral and written Urdu & English
Effective Presentation, Negotiation skills, Influencing and Interpersonal skills
JOB STATUS
Full time job with exclusive dedication to the affairs assigned by
management.
Minimum salary to start from 125,000 to 150,000 after hiring.
Detail Of Weight-Age Of Responsibilities
1. Ensure smooth operation of plant to meet the production targets: 40%
2. R&D in production: 20%

4. Ensure quality products: 20%
Total: 100%
Manager-Purchase
DGM-Purchase directly reports to Director
Job Purpose
Lead the purchase and procurement functions and to adhere on time
delivery of Parts / Components/raw material to meet the planned
production volume. Other role is Vendor Selection, Vendor Performance
Review, Vendor Capacity Development, Product Quality Review and
Purchase Plan Approval form Chief Executive.
57
Key Result Areas
 Handle procurement cycles, lead times and purchasing requirements

within overall business process of acquisition of goods or services, and
minimization of response time while ensuring needs are met in a timely,
satisfactory and cost effective manner.
 Procurement of indigenous raw materials, packing material including
vendor negotiation.
 Procurement of imported Raw materials.
 Ensures compliance to quality, safety & environmental standards as per
ISO standards.
 Planning / Budgeting / Policy guidelines for purchase material to meet
production plans.
 Contribution to the process of purchase planning and develop materials
dept. plans
 Determine the appropriate source selection for materials, services,
considering cost, quality and reliability and submit reports management
for approval.
 Work closely with DGM-P&D/Works/site offices and accounts
department on all relevant issues such as quality, delivery payments etc.
 Implement latest strategy and process for achieving uninterrupted
supply chain at best price and for best quality.
 Cost reduction through development of alternate suppliers and alternate
materials for raw material and other purchases.
 Ensure proper compliance with local, national and international related
laws and regulations.
58
 Track new technologies & trends in the domestic & global arena. Keep
abreast of market conditions, new developments and techniques of
manufacture.
 Solve problems of staff and employees working in purchase department.
 Collaborate with Manager Engineering Store to ensure accurate
Forecasting and inventory planning.
 Liaise with counterparts in other functional areas such as Sales,
Marketing, Production, P&D and Power Plant personnel to ensure alignment
of activities and objectives.
1. Affairs to be managed in consultation with Chairman / CE
2. All financial matters need to get approved before time.
3. Should present monthly progress reports.
4. Has to obtain approval of all financial spending.

5. All approval from Chief Executive
6. Close liaison with ERM&IA department.
59
1. Sales team 2 HR team 3 Works dept. 4 Finance team 5. All suppliers 6. All Factory crew
MANAGEMENT SKILLS / WORKING ABILITY
1. Displaying a high level of energy whatever the circumstances.

2. Have strong leadership skills and be able to influence others.
3. Able to work with suppliers to develop them and build long term competitive
supply relationships.
4. Well versed with current business philosophy & strategy.
5. Knowledge of global chlor-alkali industry and new trends in business
opportunities.
o Excellent Negotiation and Communication Skills.
o Computer Proficient, sound in MS Office and have knowledge of SAP B-1 or

My SAP.
o Exposure to ISO 9001:2008 & ISO 14001:2004.
o Have already dealt with related governmental departments/Excise/Sales Tax

etc.
o Good in procurement and Vendor Management.
o Experience in purchases for chlor-alkali.
o Strong working knowledge of inventory planning, forecasting techniques as

well as operational systems.
60
1. B.E-Chemical or B. Sc Mechanical with MBA.

2. 15 years experience in purchases & procurement of chemical industry.
3. Age 45 to 50 years. .
4. Should have handled procurement of material for chlor-alkali plant or
any chemical plant and support functions.
5. Knowledge of procurement of material with procedures mentioned in
ISO 9001:2008 & ISO 14001:2004.
6. Good relationship management skills.

enforced;
1. Verbal notice.
2. Written notice with or with out explanation.
2. Excellent report writing, presentation and negotiation skills
3. Interpersonal skills
JOB STATUS
61

Management
1. To handle procurement cycles: 20%
2. Planning/Budgeting for purchase material to meet production plans:

20%
3. Provide long and short term strategic purchasing plans: 10%
4. To ensure appropriate source selection: 10%

5. Effective department management: 10%
6. Ensure good relationship management: 10%
Manager-HR
Manager-HR directly reports Head-HR
Job Purpose
Manager-HR has a key role in developing, reviewing and refining HR policies
and practices and referring them to D.G.M-HR for approval and seeks
guidance for implementation. The Manager-HR also oversees the employees’
training, orientation and ISO related issues and documentation. The
Manager-HR works closely with D.G.M-HR and assists him in the execution
of each HR function.
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Key Result Areas

 Provide orientation to new employees and conduct evaluation after
orientation, on completion of probation, training period and
recommends action plans.
 Conduct Training Needs Analysis (TNA) and develop strategic Training
Plans (TP) for organizational development to meet personal,
professional, and organizational needs.
 Conduct performance appraisal analysis and submit report to DGM-

HR for sustaining high-performing culture.
 Conduct job analysis and recommend organizational structure and

staffing levels to accomplish company’s goals and objectives.
 Develop human resource operational instruments/forms used in

recruitment & selection, compensation & benefits, training &
development, performance appraisal, day to day human resource
operations.
 Helps GM-HR in Developing human resource corporate documents

like job descriptions, job specifications, work instructions, strategic
HR annual plans, policies manual, and organogram.
 Develop/re-write human resource processes like hiring process,

departmental procedures & sub-procedures, performance appraisal
process, training manual.
 Conduct compliance Audit for ISO 9001:2008 & ISO 14001:2004.
 Organizes corporate events and human resource conferences.
 Member of the Energy Conservation Task Team (ECCT).
63
 Affairs to be managed in consultation with DGM-HR
 Should present monthly HR reports to DGM-HR
 Strongly comply with the company’s policies.
1. Works team 2. 3. Sales team 4. Finance team 5. All Factory crew
 Communicate effectively.
 Giving full attention to what other people are saying, taking time to
understand the points being made, asking questions as appropriate and
update GM-HR what people perceive.
 Using logic and reasoning to identify the strengths and weaknesses of
alternative solutions, conclusions or approaches to employee’s problems.
 Using mathematics to solve various business and HR problems.
 Previous experience of managing a Human Resources team.
 Demonstrable maturity and professionalism.
 Human resources program development to attract, reward and retain

employees.
 Effective technical and functional expertise.
 Understanding the Business Environment.
64
 Achieving Results
 Serving the Customers
 Teamwork
 Interpersonal and Communication Skills
 MBA/MPA/Master in Human Resource Management

 8 Years experience in HR management & development
 Age 35 to 40 years

enforced;
1. Verbal notice.
2. Written notice with or with out explanation/as per company policy.
 Excellent oral and written Urdu & English.

 Effective Presentation and Interpersonal skills.
JOB STATUS
 Full time job with exclusive dedication to the affairs assigned by

DGM-HR
65
 Minimum salary to start from 60,000 after hiring.
66
To ensure smooth operation of the HR functions: 30%

To ensure proper documentation and maintenance of record: 10%
To ensure coordination with other departments: 10%
Conduct various training programs: 30%
Manager-Finance
Sr. Manager - Finance reports to CFO
Job Purpose
Prepare & submit monthly management accounts
Key Result Areas

 Prepare & maintain complete and accurate accounting record and
reconcile, on monthly basis, control record with subsidiary record.
 Pass monthly closing entries
 To ensure timely closing of books of accounts.
 Maintain the fixed assets records and calculate depreciation on monthly
basis to calculate gain / loss on sale of fixed assets.
 Verify month markup.
 Prepare & submit monthly management accounts
 Prepare various financial statements in accordance with internal
financial reporting standards and company’s ordinance.
 Coordinate with external auditors for audit and provide related
documents / information.
 Coordinate and facilitate tax department and provide information
required for annual income tax return and assets valuation etc.
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 Coordinate with corporate department and provide related information /

reports required for various meetings / submission to BOD.
 Coordinate with internal audit department and provide related
information and resolve issues.
 Coordinate with costing & budgeting section to ensure the reconciliation
of various reports and information like finished goods valuation, WIP
valuation, CWIP status, consumption of stores & spares and raw
material.
 Coordinate with I.T department and resolve related issues.
 Assist Manager Finance in developing accounting & internal control
procedures and its compliance.
 To update Directir (Finance) regarding changes in international reporting
standards, corporate laws etc.
 Affairs to be managed in consultation with Director Finance

 Seek approval of all financial spending.
 Works Dept.
 Purchase team
 CCIL team
 Power Plant team
 P&A team
 HR team
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 Competitors
 Caustic soda manufacturing association
 Marketing research agencies
 Raw material suppliers
 Related banks
 Financial Institutions
 Security and Exchange Commission of Pakistan (SECP)
 Able to work within deadlines and adapt to changing conditions, ability

to generate effective and pragmatic solutions to new situations and
problems as they are presented.
 Demonstrate an understanding of personalities and behavioral styles in
order to work collaboratively with a variety of people and to make
informed decision around resourcing, reporting structures and
relationships.
 Makes sensible, intelligent decisions in difficult and deadline driven
situations.

others.
 Takes a broad interest in the success and development of the company
and the marketing functions as a whole.
69

 CA Finalist/ACMA/MBA-Finance
 7-10 years related experience
 Above 40 years
 Well organized
 Computer application skills

enforced;
1. Verbal notice.
 Excellent oral and written Urdu & English

 Effective Presentation, Negotiation skills, Influencing and
Interpersonal skills
JOB STATUS
 Full time job with exclusive dedication to the affairs assigned by

management.
 Minimum salary to start from 75,000 after hiring.
70
Ensure reporting of all financial information: 40%

To implement modern financial strategies: 20%
To improve working environment: 10%
Coordination with audit/Tax authorities: 10%
Manager-Laboratory
Manager-Laboratory reports to CEO
Job Purpose
Manage & supervises laboratory functions like various tests of raw material,
material in process and all finished products to ensure the quality at each
level of production process.
Key Result Areas

 To ensure testing systems in the laboratory provide quality services in
all aspects of test performance and that the physical and
environmental conditions of the laboratory are adequate and
appropriate for the testing performed.
 To supervise various test of IEM Brine of the following nature.
o Saturator (PH, Concentration g/L, NaOH
o Primary Filter (PH, F.Cl2, Ca, TSS)
o Secondary Filter ( F.Cl2, Na2 SO3, NTU)
o De-ionizer (Ca)
o Polisher (Ca, F. Cl2)
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o D.I Water (PH Chlorine Ion, Ca, Concentration, Fe)

 To supervise tests related IEM Cell Room of the following nature.
o Feed Brine
o Anolyte
o Depleted Brine
o De-Chlorination
o To conduct tests of South Plants
o BE
o Boiler
o Cooling Tower
o Zinc Sulphate
 To supervise conduct tests related to Na2SO3 plant
o Test of Effluents, Tube wells, Drinking water etc.
o Any test when require.
 To arrange in time availability of all testing
chemicals/reagents/equipments used in Laboratory.
 To ensure the quality of finished products.
 To conduct related environmental tests and submit report to seniors.
 To address customers’ complaints regarding the quality of the finished
products
 To ensure that the operations of the laboratory is in the best way and
analysts are performing the delegated duties appropriately.
 Provide guidance to analysts.
 Conduct average analysis of IEM feed brine.
 Conduct analysis of effluents, stacks, and environment parameters and
submit report to seniors.
 Maintenance Inductively Coupled Plasma (ICP) machine and other
equipment’s of the laboratory.
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 Conduct sampling and tests of all raw materials to ensure the quality.
 Analyzes and conduct laboratory tests of various material related to
Engineering & P&D.
 Execute RIBS programs.
 LIMITS OF AUTHORITIES
 Affairs to be managed in consultation with DGM-QC&WH.
 All financial matters need to get approved before time.
 Close liaison with Production, Production store.
 Production
 Marketing Department
 CCIL team
 Purchase
 Related Raw Material suppliers
MANAGEMENT SKILLS / WORKING ABILITY
1. Previous experience in laboratory of chlor-alkali industry.

2. Ability to recognize the value and responsibility of working in a team,
actively supports and develops team members, quick to identify and
problem solve any issues.
3. Works with others in a collaborative and solutions focused manner.
4. Strong working knowledge of quality and environmental laws/rules
/regulations.
5. Excellent attention to analytical detail.
6. Displaying a high level of energy whatever the circumstances.
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7. Well versed with current laboratory management trends and techniques.

8. Knowledge of global chlor-alkali industry and new trends in business
opportunities.
 Takes responsibility for own actions and visibly supports the senior
leadership team and their agenda.
 Capable communication skills - handles complex and difficult
situations with thought and confidence.
others.
 Self motivated.
 Takes a broad interest in the success and development of the
company and the Human Resource function as a whole.
 Excellent Negotiation and Communication Skills.
 Computer Proficient, sound in MS Office.
 Exposure to ISO 9001:2008 & ISO 14001:2004, ISO 17025 and

Environmental regulations.
 Strong working knowledge of forecasting techniques/tools.
1. M.Sc Chemistry + ISO 17025 Cerification.

2. 10 years experience in chlor-alkali laboratory management.
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3. Age 35 years.
4. Good analysis skills.
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enforced;
1. Verbal notice.
2. Excellent report writing, presentation and negotiation skills
3. Interpersonal skills
JOB STATUS
Management

1. Ensure accurate testing systems: 40%
2. Ensure availability of chemical reagents/chemicals etc.: 20%

3. Effective department management: 10%
5. Ensure safety and minimize accidents: 10%
Total 100%
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Marhaba - HR Policy
Employment
Objective:
To attract and retain capable and qualified employees who are willing to
contribute their best efforts to accomplish the objectives of the company.
Policy:
The overall requirements of the job and qualifications of the individual

should be the determining factors in the selection and placements of the
applicants .The policy of the company is to develop its employees and
promote from within the set up of the organization whenever possible.
However, in the absence of qualified personnel within the organization, the
company will recruit from external sources. This recruitment will be
pursued only on an employment requisition against a specific function
within the framework of the approved organization chart.
Employment Requisition:
When a department Manager needs to fill a vacancy for a position that has
been approved on the company organization chart, he fills an employment
requisition form, seeks approval by the head of the department and sends it
to the Human Resource Department (HRD) allowing sufficient time for
processing .The HRD than,
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Registers the requisition

Checks to evaluate if the position required is to be filled by promotion or
transfer of the existing employees, and Process the requisition for
recruitment
Source of Applicants:
The HRD maintains active application data of all departments.

Some of the departments are as follows:
a) Production
 Supervisor
 Electrical/Electronics & Instrumentation Engineer
 Mechanical Engineer
 Operator/Technical staff
 Labour
b) General
 Guard
 Clerk/Typist
 Driver
 Helper
 Peon
 Secretary/P.A
c) Finance
 C.A
 M.B.A
 C.M.A/ACCA
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d) System Analyst/Programmers
 D. M. Payroll
 D. M. Inventory
 D. M.Selection
e) Marketing
 M.B.A
 Regional Managers
 Market Planning Manager (Area Manager)
 D.M.Despatch
 Offices Marketing
Employment application files are maintained at all times in the “Data Base”
and screened at least each six months for possible removal from the files, in
addition to the application files, additional applications for employment may
be obtained by the HRD whenever necessary by:
-Newspaper-Internet-Contact with universities, Professional Institutions,
Bussiness Associates and Employees.
While appointing a person already serving elsewhere will normally be made
after consulting the management of the concerned company, with the
approval of the candidate concerned.
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Review of Application:
Suitable candidates are selected after reviewing their application jointly by

HRD & concerned department and are called for initial interview.
Testing:
Information regarding mental abilities and attitudes will be useful to

management in deciding if the applicant will be successful as an employee,
a test is conducted which is as follows.
o Can the candidate learn to do the job?
o Will he be expected to progress to higher job?
o His judgment in crucial situations.
o Does he have the basic education to build upon?
o Does his/her achievement show the motivational factors?
Attitude:
o Does he have the attitude, opinion and personal history that shows to
be a successful employee?
o Does his judgment about himself & people agree with the norms of
human relations practiced in the company?
Job:
Does he know the principles and theory of his craft?

Since the candidate is being evaluated he should be the one doing
most of the talking, questions which can be answered in yes & no,
should be kept to minimum.
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The types of questions to be asked are
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How well does he express himself?

Is he enthusiastic, highly motivated?
Will he adjust with other people?
Selection:
a) Candidate will be further screened by H.O.D. concerned and two or

three candidate’s choosen for final selection.
b) References are checked by HRD
c) Final selection is made by H.O.D. concerned and in case of non-
management employees by department managers
d) The selected candidate is finally approved/not approved by the CEO.
e) The HRD fixes the starting salary
Medical:
A medical test is carried out to determine the general health of the

candidate as it is related to his ability to perform the job, the appointment
letter is issued only once he is found fit.
Appointment of Permanent Employees:
Appointment letter is prepared by HRD and is given to the employee before

he starts work and his signature is obtained on the duplicate copy retained
by HRD.
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Orientation:
It is the responsibility of the department head to acquaint the employee with

the rules and explain in detail his place and duties in the over all company
organization he will be introduced to his co-workers and other associates,
the company, placing & objectives.
First Day:
The HR office will welcome the new employee and show him around and
introduce him to appropriate officials and finally take him to his immediate
supervisor, who in turn will introduce him to his colleagues in the
department, he will receive instructions regarding his job, including
a) Functions of the department
b) Employee job descriptions and responsibilities
c) Line of authority in the department
d) Working procedures
e) Administrative and disciplinary matters
Job Performance Review:

The HRD will maintain the appraisal review of newly appointed employee’s
job performance.
The appraisal form must be discussed with the employee and signed by the
supervisor. Unsatisfactory performance should be noted and discussed with
the employee, if termination appears likely it must be addressed to him,
giving date of discussion, reasons for unsatisfactory performance, advice to
improve and clear indication that his services will be terminated, if he does
not improve his performance.
A copy of which is to be sent to H.O.D. concerned.
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Termination:
a) Approval of Head of HRD is must for termination of employee

b) HRD is to be consulted for all the procedures of discipline.
Exit Interview:
The immediate supervisor will complete an exit interview to find out the
problem areas of the organization and assess employee’s attitude and
reaction and submit it to the concerned H.O.D. who in turn will forward it to
HRD after reviewing it. HRD will interview the outgoing employee .
Separation Checkout List:
Before leaving the company, the employee will submit all the necessary
documents and materials belonging to the company, a checkout list duly
signed by the supervisor will enable the employee to collect his final dues
from the payment master after showing him the clearance form.
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Training
o Objective:
To provide employees with opportunities to develop skills and gain

knowledge through training, to the mutual advantage of the company and
the employees in order to
Improve their performance in present job
Prepare them to shoulder increasing responsibilities.
o Policy:
To develop the employees at all levels, training process is seeked in a

planned coordinated and continuous manner, which will enhance the
individuals present and future efficiency and the effectiveness of the overall
company organization.
o Training Courses:
a) Orientation training:
In order to familiarize employees with the company’s basic policies, its

formation and organization, he will be imparted a short course of
orientation.
i) A brief company history
ii) Company’s organization, principal jobs and their responsibilities.
b) External/Internal training :
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Courses may be recommended in specialized field to keep the employees

abreast with new skills and techniques such courses may be held within the
company or with outside training institutions.
The HRD will announce the training programme at least three weeks in
advance for outside training courses. the department will send the
nominations to HRD. The employee must make efforts to improve his
knowledge to prepare himself for demands of the job, the company will
provide opportunities, which the employee must avail and show his
responsibility after acquiring skills.
It’s the responsibility of the line manager to see his people are trained for
top performance.
The immediate supervisor is the best person to judge and develop the skills
and identify the needs of his sub-ordinates.
It is the responsibility of HRD to:
a) Coordinate the company’s overall training needs assessment and
activities.
b) Assist, arrange & supply, training aid & material.
c) Obtain information relating to training courses at various institutions.
d) Help line management conduct training program.
e) Organise workshops and seminars to remain abreast with latest
techniques and management skills.
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Travel
o Objective:
To set up a uniformed way for approval of expenses borne on all authorized
traveling on necessary company needs.
o Policy:
The company will provide approval of transportation to employees required
to travel on company business transfer, training /orientation and
assignments, within or out side the country in accordance with the laid
down policy.
o Travel on company business:
A) All H.O.D’s will travel on economy class, (air fare) where as lower staff
will be authorized to travel on train, however for short distance not
connected by rail link, employees will be entitled for re-imbursement of taxi
fare.
b) Travel by own car/motor cycle on company business where it is deemed
economical for an employee to use his personal car/motor cycle for official
tour, he will be reimbursed the mileage allowance at the prescribed rates,
which includes all running cost, such as gasoline, oil change &
maintenance, prior approval must be taken.
o T.A./D.A.
Company will provide T.A/D.A. to its employees, on company assigned
business outside the city of duty on the following basis:
H.O.D.’S Rs.2500/day
All others Rs.1500/day
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o Place of employment:
a) The company will not pay any traveling allowance to the first place of
employment
b) For separation due to dismissal or resignation the employee will not be
entitled to any transportation.
Leaves Policy
Casual Leave (CL)
Eligibility
All Staff members are eligible for Casual Leave
Casual Leave is calculated on the basis of calendar year (1 st July to 30th
June)
A Quantum – 8 days in a year
B Entitlement
National / Festival / Declared / weekly off days can be prefixed and / or
suffixed to CL but not in between the leaves.
Balance CL remaining unutilized as on 30th June will lapse.
C Notification of Casual Leave
If leave is taken without prior sanction (under certain unavoidable
circumstances) he/she must inform the Competent Authority.
· CL can be obtained only for 3 continuous days.
Sick Leave (SL)
A Eligibility – All Staff members are entitled for sick leave.
B Quantum – 7 days in a year.
C Accumulation – Sick Leave remaining unutilized till 30th June will lapse.
D Entitlement
SL will be credited to Employee only on pro rata basis from the date of
joining.
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Intervening National / declared / festival / weekly off will be counted as

part of the leave.
National / declared / festival / weekly off days can be prefixed and / or
suffixed to S.L. but not in between the leaves.
Notification of sick absence
If an Employee is ill he/she must inform the Competent Authority on the
same day in early morning office hrs.
Medical Certificate
Absence for more than 3 continuous days must be supported by written
statements from a qualified medical practitioner explaining the reason of
absence in continuing.
National and Festival Holidays:
The details of the National and Festival holidays decided by the Company
should be declared at the beginning of the year.
Paid/ Privilege Leave/Annual leaves:
Eligibility – All Employees on successful completion of probation period.
Quantum – 15 days per year for Permanent Employees.
Entitlement
A. PL is calculated for the days worked during the previous calendar year on
a pro – rata basis.
B. The days served under probation will be taken into account for PL
eligibility.
C. PL will be credited to Employees, if eligible at the beginning of each
financial year.
D. PL can be availed only on prior approval of the Competent Authority.
E. Balance PL remaining unutilized as on 30 th June can be carried forward
till 31ST September of the following year, or further if not availed due to
company’s needs.
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F. National / declared / festival / weekly off days can be prefixed and / or

suffixed to PL.
G. Intervening National / declared / festival / weekly off will not be counted
as part of the leave.
Application – Application shall be submitted at least 3 days in advance to
the Competent Authority with regards to PL.
Extension of authorized leave
Prior intimation and approval is necessary.
Continuous absence of seven working days of an employee without any
information shall lead to employee’s termination from his job if sufficient
reason is not provided.
Leave Without Pay (LWP)

LWP can be applied by an employee when no other leave is available.
A maximum of seven Days of LWP can be availed with the approval of Top
management.
STRATEGY FOR GRANT OF LEAVE

· Prior sanction, in the prescribed card/ format is essential before
proceeding on leave enabling the Management to plan work.
· Probationers are not eligible for leaves during their probation period
however they may be given advance leaves on approval by the concerned
authority due to unavoidable circumstances.
· There is no provision for the encashment of leaves
This policy comes into effect from 1st July 2014
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Retirement
Objective
To provide the employees an opportunity to lead a peaceful life after

retirement, looking after their health with maximum rest and leisure
inclusive of retirement benefit.
Policy
As per company policy the retiring age is 60 years.
Two years extension based on yearly performance and health conditions
can be given at the discretion of the Management on the request of the Head
of the department.
Employee will get first year extension on attaining the age of 60 years
subject to their performance and health conditions which will be governed
by their yearly performance review.
After the first year, second extension will be given on reaching the age of 61
years, and he will finally retire at the age of 62 years with all the retiring
benefits as per company policy.
However if the company deems necessary, the services of the retiring
employee can be utilized on contractual basis for a period of six months.
The retirement policy will be effectively implemented by July 2014.
The employees who reach the age of 60 years will be intimated one month
in advance about their retirement so that they can carry out all the
clearance.
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Discipline
The most reliable way to protect the organization from wrongful termination
charges is to establish and enforce a system of progressive discipline.
Having such a structure in place, and making it clear to all employees that
they are expected to abide by it, is your best defense against a wrongful-
dismissal suit. It allows you to ensure that any employee fired because of
inferior performance was treated fairly and in accordance with the
company's policies.
Following is a five-step model approach for progressive discipline:
1. Oral reprimand. As soon as a supervisor perceives a worker's
performance problem, he should issue an oral reprimand. The supervisor
should ask the worker if there are any long-term problems or skill
deficiencies that need to be corrected.
2 . Written warning. If the problem persists (or more problems emerge),
the supervisor should provide the employee with a written warning detailing
the objectionable behavior, along with the consequences. A copy of the
memo should be placed in the employee's personnel file. Have the worker in
question sign a copy to acknowledge receipt. Otherwise, he could claim that
he never received a copy.
3 . Final written warning. If performance does not improve, deliver a
final written warning, perhaps accompanied by probationary status for the
employee. The final warning should contain copies of the previous warnings,
indicate specific areas in which the employee must improve and specify the
time period within which the worker's behavior or performance must be
corrected.
4 . Termination review. If the problem persists, the supervisor should
notify the human resources department or other company authority. In
general, supervisors should not be given firing authority and this authority
is only with the H.R. Department.
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5. Termination. Assuming that you decide to support the

recommendation of the worker's supervisor, send a letter of termination to
the worker and clearly state the reasons for dismissal.
What should be documented?

• Excessive tardiness, unexcused absences.
• Incompetent job performance. Cite attempts you make to help the
employee improve.
• Failure to comply with policy or with established safety procedures.
• Physical violence, verbal threats.
• Complaints of sexual harassment or discrimination. Include details of
your follow-up investigation.
• Proven instances of on-the-job drunkenness or drug use.
• Positive performance. Ironically, failing to document a positive
performance can strengthen an employee’s claims of discrimination. A
file of all-bad comments may look like a setup.
Increment policy
Increment for the management as well as workforce will be due after one
year.
However it will be at the discretion of the board of directors, keeping in view
the company’s yearly performance to decide the date and increment slab.
Increment will only be awarded against the performance of individuals and
appraisal systems already identified will govern the increment.
Merit increment will be awarded on outstanding performance and on the
recommendation of the head of the department.
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The merit increment will be based on the increment awarded for that year
and the HR department is responsible to devise the formula.
Promotion will be made on the performance of the individual, the head of
the department will make sure that yearly appraisal forms duly filled and
achievements of the individual for the year under review is mentioned with
notable deeds performed and the objectives given and achieved clearly
mentioned.
It may be noted as per policy the promotion of an individual will be
monitored by his performance and the period in between successive
promotion should not be less than three years. However special promotion
cases can be considered at the discretion of management with lesser time
period in between the two promotions.
Increments 2014 Criteria
Grading System
Workers Staff
Grade A: Excellent 15% 12%
Grade B: Very Good 12% 10%
Grade C: Good 10% 8%
Grade D: Fair 8% 6%
Grade E: Needs Improvement 4%
Special Increment will be given as per discretion of the Management
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Annual Assessment
In continuation with Policy No. 7 which is Increment and Promotion Policy,

the annual appraisal is based on it.
All managerial staff will be assessed on their performance in the year under
review and rewarded accordingly.
Departmental objectives are set for each individual other than the routine
jobs assigned to him. Any other notable achievement is clearly mentioned in
the assessment form. Key Performance indicators assigned to each
individual will govern his / her yearly performance.
P.A.C.E. Performance Appraisal & Career Enhancement, this appraisal in

addition to performance also governs future career growth of the employee
and is helpful in succession planning and the Organizational needs for all
future planning.
Remarks by immediate supervisor followed by the Head of Department

should be clearly mentioned so as to ascertain the performance.
The training needs are to be identified in the form of in house as well as
external courses. The KPI’s as well as objectives for the next year are to be
mutually set, these KPI’s are department based and should be measurable
and as close as possible to the overall company objectives.
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Employee Gratuity Scheme

Rules of the policy
DEFINITIONS, ELIGIBILITY AND REQUIREMENTS
1. DEFINITIONS
In these Rules the following words and expressions shall, unless repugnant
to the context, have the following meanings:
(i) "THE COMPANY" shall mean Marhaba Laboratories and subject to the
prior approval of the Board of Directors shall include all permanent
employees.
(ii) "EMPLOYEES" shall mean permanent whole time bona fide employees of
the Company both management and non-management and shall be deemed
to include whole time working directors.
(iii) "MEMBERS OF MANAGEMENT" shall mean all persons employed by

the Company in its managerial cadre and shall include whole time working
directors.
(vi) "MEMBERS" shall mean employees who shall be eligible to the benefit.
(v) "BENEFICIARY" shall mean and include.
(a) legal representatives or heirs of a member;
(b) The nominee appointed under below.
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(vi) "EFFECTIVE DATE" shall mean the date as from which the gratuity
scheme takes effect.
(vii) "RETIREMENT DATE" means the date on which an employee retires

from the service of the Company in accordance with the terms and
conditions of service applicable to him.
2. ELIGIBILITY
Every permanent whole time employee of the Company who shall be in the
service of the Company shall be eligible to the Gratuities payable under this
scheme. Employees who are dismissed from the Company's service for
misconduct shall not be eligible to participate in the scheme.
3. INTERPRETATION OF Gratuity Scheme
On any question arising on any point of interpretation of this policy, the

decision of the Company shall be final and binding on all parties concerned.
4. GRATUITY PAYABLE
(1) Gratuity will be paid to permanent employees of the Company, on

leaving the Company's service other than death, on the last drawn salary
and subject to the terms set out hereunder:-
(i) After completion of one year 2/3rd of a month's salary for each
continuous service but less than 3 completed year of service.
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years
(ii) After completion of 3 years One month's salary for each completed
continuous service year of service subject to a maximum of
18 month salary
(b) No Member shall be entitled to a Gratuity if he/she has been dismissed

from the Company's employment.
(c) A Gratuity shall be payable to a Member at the above rates only in the
following cases:
(i) On retirement or termination of his/her employment by or with the

consent of the Company provided he/she has completed one year
continuous service with the Company;
(ii)On his/her leaving the Company's service of his/her own will, provided
he/she has completed one year continuous service.
5. GRATUITIES WHERE PAYABLE
The Gratuities due and payable under these Rules are payable and shall be
paid only in Pakistan.
6. AMENDMENT TO RULES OF THE SCHEME
The Company reserves the right to amend or finish the policy as and when it
deems necessary.
Provided that no such amendment shall in any way affect the benefits
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already secured by the contributions already paid in respect of the

Members.
Provided further that the Company reserves the right to review, amend,
reduce or withdraw this Gratuity scheme in the event of any substantial
change in the present general scheme of payment of the basic remuneration
on which the gratuity is calculated or in the event of any statute or
statutory instrument providing for such change or providing statutory
retirement benefits for the employees then in the service of the Company.
8. DEDUCTION OF SUMS DUE TO TAXATION AUTHORITIES

The Finance Dept. shall be responsible for deducting all taxes due on the
Gratuities paid or payable to members.
9. NOMINATION OF BENEFICIARY
(a) If a member dies while in service or before he has received the Gratuity
payable under these Rules, the Board of Directors shall hold the benefits
arising under these rules for payment to the nominated beneficiary or
beneficiaries.
(c) If any person who is nominated by the Member shall at the time of his
nomination be a minor or under disability to give a valid and effective
receipt or discharge. the Member must at the time of such nomination as
aforesaid appoint a person of full age who is capable of giving such receipt
and discharge and to whom the amount standing to the credit of the
Member is to be paid for and on behalf of the person so nominated as
aforesaid so long as he shall be a minor, and the receipt of the said person
of full age given during the minority of the person so nominated as aforesaid
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shall be a good discharge to the Board of Directors.
(d) In the event of death during the life of the Member of any person who
shall have been nominated as the object of such scheme or appointed to
receive on behalf of a nominee under the foregoing sub-rules, the Member
may nominate or appoint another person in place of the nominee or
appointee.
(e) Every nomination or appointment made under the foregoing sub-rules

shall be in writing signed by the Member making it, whose signature must
be attested by two witnesses and shall remain in full force and effect until
the death of the nominee or appointee or until the same shall be revoked in
writing by the Member by whom the same was made and a fresh
nomination or appointment may be made in the manner aforesaid.

(f) In the event of any Member failing to appoint a nominee (and if
necessary the person to receive payment on behalf of the nominee), the
company shall, subject to these rules, pay to his executors or
administrators or to the grantee of a Succession Certificate or other person
entitled to receive the amount standing to his credit in the books of the
Fund.
(g) The effective date for the implementation of gratuity rules for permanent
employees is 1st of July 2014.
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Half Day Company Policy

Further to Leave Policy already in practice with effect from 1st of July 2014
the Half Day Policy of the Company is as follows with immediate effect:
1st half
Employees can utilizes half day in the first half as follows:
Staff timings: 0900hrs. to 1300hrs.
Workers: 0800hrs. to 1300hrs.
2ND HALF
Employees can utilize half day in the second half as follows:
Staff timings: 1400hrs. to 1700hrs.
Workers: 1400hrs. to 1700hrs.
FRIDAYS:
1ST Half 0900hrs to 1200hrs.
2nd half 1430hrs. to 1700hrs.
The employee has to inform / seek permission before going for a half day
from his immediate superior and convey to HR Department.
Management Team
F IN A N C E D E PA R T M E N T
Mr. Rana Akhter – CFO is associated with Marhaba Laboratories since

June 2012. He has vast experience in various companies at senior financial
positions.
Mr. Mudassar Hussain - Manager Finance – joined Marhaba Laboratories

in 2014. He is CA- Inter Part-1 He is responsible for accounting and
Financial reporting matters.
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M A R K E T I N G D E PA R T M E N T
Mr. M. Arif Javed – National Sales Manager - joined Marhaba Laboratories

in 2011. He holds the MBA-Marketing degree from International College of
Management Sciences. He has 13 years experience of Sales & Marketing in
good reputed Industries.
Mr. Lal Mohammad Sabir – Distribution Manager Sales & Marketing -

Mr. Sabir joined Marhaba Laboratories in Sales & Marketing in 2004. He
holds B.A. Degree from Bahauddin ZAkariya University Multan. He has 17
years experience.
Mr. M. Junaid Naveed– Sr.Brand Executive - Mr. Junaid joined Marhaba

Laboratories in August 2013 as Brand Executive. He is doing M.B.A.
Mr. M. Safeed Anwer – Export Manager – Joined Marhaba Laboratories as

A.M. Export in 2007. He is a Bachelor of Science in Physics, Chemistry &
Maths.
PROCURE DEPARTMENT
Mr. Agha Muhammad Aslam Khan - Manager Procurement- joined

Marhaba Laboratories in December 2012 . He has done MBA – Marketing
from College of Business Administration Lahore in 2001. He has 13 years
experience.
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Mr. Salman Naseer- Manager Warehouse - Joined Marhaba Laboratories

in April 2014 He is Bachelor of Commerce with IT Specialization. He has 18
years of experience.
I.T. DEPARTMENT
Mr. Shahid Ali – Manager I.T. – Joined Marhaba Laboratories as

Computer Operator in Sales department in 2004. He has done F.A.
A D M IN I ST R A T I O N & H U M A N R E SO U R C E D E PA R T M E N T
Mr. Syed Mohsin Rizvi – Head of Administration & Human Resource is

associated with Marhaba Laboratories since June 2014. He is B.Sc.
Maritime Engineer & A Certified Professional Human Resource Manager
plus a Graduate degree in Political Science, Natural Science with
Economics. He has 33 years experience in Multinational /National
companies
Q U A LIT
LI T Y C O N T R O L D E PA R T M E N T
Mr. Muhammad Shoaib – Manager Quality Control joined Marhaba

Laboratories in April 2010. He is M.Sc in Chemistry from Punjab University.
He has 15 years of experience in Laboratory and chemical analysis.
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Administrative/Management Style
One can elaborate the management style of any organization on the following
grounds.
1. Planning
2. Organizing
3. Staffing
4. Leading
5. Controlling
Now we see the management style of ML on the basis of above mentioned

points.
Planning
 Goals are set with a few deal of participation.
 Decision making is centralized
Organizing
 Authority is shared.
 Authority is broadly defined in the ML.
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Staffing
 People are selected on the basis of performance criteria. But

sometimes, internal references are also used for recruitment.
 Training is in few functional areas.
Leading
• Managers practice participative leadership, but not much extent.
• Communication flow is top-down and bottom-up.
Controlling
• Individuals exercise some deal of self-control in the ML.
• Focus on multiple criteria.
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Departments of marhaba laboratories

There are six basic departments working in marhaba lab. To work for the
betterment of services, quality of the products, better services and easy
access of the products.
They are as following:
 Administration
 Human Resource
 Procurement
 Production
 Quality control/assurance
 Sales/marketing
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The ML manufacturing facility is located at one of the largest Industrial area

of Lahore i.e. Quaid e azam industrial area. The factory is well equipped
with highly sophisticated and latest state-of-the-art machines and
instruments qualifying the national as well as international standards
The company adheres strictly to the principles of current Good

Manufacturing Practices (cGMP), resulting in high standards of production,
quality, safety, occupational health and environmental control. The
laboratory has facilities to undertake R&D activities as well, along with
quality assurance. The educated and experienced staff involved in the R&D
has knowledge of science of herbal ingredients and medicines, and so they
are involved in creating and producing natural medicines for Marhaba
Laboratories within the legal restraints and self imposed social
responsibilities. We ensure that every product bearing the name of Marhaba
Laboratories is safe, effective and has the highest international quality
standards
Critique on production facilities
o Laboratory Is not well equipped

o No safety measures are followed
o Only one incharge is working there
o Laboratory is not isolated and anyone can go to the laboratory
without any safety measures
o Method used in the lab are year old and not upto the mark
108
Solutions
o Laboratory should be according to modern health standards
o Strict precautionary measures should be taken and the environment
should be clean and clear
o There should be no entry of other visitors without permission and
safety measures
o New equipment should be use
109
110
Marketing Mix
The 'marketing mix' is probably the most famous phrase in marketing. The
elements are the marketing 'tactics', also known as the 'four Ps'. The
marketing mix elements are product, price, placement and promotion. Some
commentators will increase the mix to the 'five Ps', to include people. Others
will increase the mix to 'Seven Ps', to include physical evidence (such as
uniforms, facilities, or livery) and process (i.e. the whole customer
experience e.g. a visit the Disney World). Neil H. Borden coined the term in
his article 'The Concept of the Marketing Mix' in 1965. The concept is
simple. Think about another common mix - a cake mix. All cakes contain
eggs, milk, flour, and sugar. However, you can alter the final cake by
altering the amounts of mix elements contained in it. So for a sweet cake
add more sugar! It is the same with the marketing mix. Varying the mix
elements can alter the offer you make to your customer. So for a high profile
brand increase the focus on promotion and desensitize the weight given to
price.
111
Products of Marhaba
1. Herbal medicines
i. RUMATIL
Quick Pain Relief Oil
Uses:
 Rumatil relieves in sprain,
 Strain backache, joint
 Muscular pain.
Packing:
Available in 25 ml & 50 ml.
ii. PENGRO
Power oil
 strengthens the male sex organ.
 It cures its weakness due to masturbation.
Packing:
Available in 5ml
iii. URINOL CAPSULES

Expels stones from kidney and bladder
Packing:
Available in 60 capsules packing
iv. Marhaba Inhaler
Clears stuffy nose

Packing:
112
Available in One Nose Stick
v. Gasnil Tablet
Gasnil tablet is a Natural Phytoceutical (derived form natural

plants). It is a product with pleasant taste and odour
It has dark brown colour and it is safe for use.
Indications:
Gesnil tablet has a special formulation of natural herbal

ingredients to control hyper acidity, colic, flatulence,
indigestion, stomach disorders, vomiting and other problems of
gastro-intestinal tract. It is diuretic expectorant. It is useful in
gastric ulcers also. Intake of Gasnil tablet after meals gives
strong carminative effects. It is laxative and useful in spasmodic
affections of the bowels and other gastric aliments.
Packing:
Available in 120 Tablet Jar & 200 Satch Jar

vi. VIRATONE
Packing:
30 capsules in a box.
vii. Marhaba Balm is prepared from all natural and fine

quality ingredients. It has a unique formula that works in a
triple way. It is quickly absorbed and efficiently reaches the
required site and soothes bodily discomforts such as aches,
pains, sprains, nasal and chest congestion
113
Packing:
Available in 20 gram
viii. HONEHAR (Herbal Gripe Water) is a slightly pale straw liquid.

It is especially made for infants and children. It contains distillates of
natural herbs which relieves stomach pain & soothes digestive
system. It used as a prophylactic against their common problems.
Packing:
Available in 120 ml
ix. Marhaba’s Joshanda is an effective herbal remedy for flu,
cough and cold - an expectorant. It relieves chest congestion
stuffiness of nose and sore throat. Boil well in a cup full of water,
strain and take it while hot.
Medicinal syrup
Linseed Oil
100% pure edible oil with omega-3 omega-6 and omega-9
Packing:
Available in 240 ml.
LAHSOON
Offers an effective and natural way to treat the following conditions:
Cardivascular diseases, high blood pressure and arterial stenosis.
Atherosclerosis, high blood cholesterol and triglycerides and angina
pectoris.
Indigestion lethargy, reduced physical resistance and stress tolerance
capacity
In aging to prevent appearance of wrinkles, warts and pimples
In over-weight and obesity
114
In biological deterioration due to free radicals preventing the occurrence of

colorectal cancer
Groviton - Baby Growth Syrup
Gives nourishment to children.
Develops bones and muscles
Marhaba Janam Ghutti
MARHABA GHUTTI is a refined form of the age old prescription. It is thick
viscous palatable syrup for children’s delicate digestive tract.
Marhaba Joshanda - Natural Herbal Cough Syrup
Marhaba’s Joshanda is an effective herbal remedy for flu, cough and cold -
an expectorant. It relieves chest congestion stuffiness of nose and sore
throat. Boil well in a cup full of water, strain and take it while hot
Gasnil Syrup
Gasnil syrup is a Natural Phytoceutical (derived from natural plants). It is a
product with a pleasant taste and odour
Shaffaf Syrup - Herbal Blood Purifier Syrup
Shaffaf Syrup (Herbal Blood Purifier Syrup) is a poly herbal, viscous sugar-
based syrup meant for purifying the blood and gastrointestinal tract from
toxic materials and organisms.
Marhaba Toot Siah - Black Mulberry Syrup
Marhaba Sharbat Toot Siah (Black Mulberry Syrup) is brownish black syrup
with pleasant taste formulated through diligent research work in R&D
section of Marhaba Laboratories. The resultant formula is a unique one
which efficacy is many times greater than those already available in the
market.
Marhaba Sharbat Faulad
Marhaba Sharbat Faulad is a sugar based, transparent, herbal syrup for
iron deficiency anemia.
115
Aloe Tonic Syrup

Aging as moisturizer, anti-wrinkle and skin cleanser for beautiful and
youthful looking skin.
Loose, bulky and small size breasts for balanced size breasts and toning,
protecting from effects of rough handling, surface and bulky erosion, visible
cleavage, radiant texture and appearance of fine line.
Skin UV burns and mild abrasion.
Excessive dryness of skin, cuts of hands and foot and dry or seeping
fissures .
Highly scalp scalp, dandruff, psoriasis and in falling of hair.
Acute, chronic wounds, sores and ulcers as wound healing agent.
Psoriasis, acne, eczema, partial and full thickness burns and insect bites.
Inflammatory bowel disease and conditions of insect and frostbite.
Debility as general tonic to provides vigour and vitality.
Controlling and ameliorating oxidative stress in Diabetes mellitus.
Hepacure Liver Tonic
Hepacure is polyherbal syrup for liver detoxification and appetite
stimulation. It is used as a liver tonic. It curis jaundice and hepatitis.
Gultas Syrup - Akseer-e-niswan
Gultas is a polyherbal and palatable sugar-based syrup prepared from the
aqueous extracts of natural herbs. It is useful in menstrual disorders and
also regulates periods
Gulban Cough Syrup
Gulban is palatable syrup prepared from the aqueous extracts of the
natural herbs. It is useful in non-productive cough. It has soothing
properties.
Cuffix Syrup
Cuffix Syrup relief from cold, flue, cough fever and sore throat
116
Marhaba Sharbat Unab - Jujuba Syrup

Sharbat Unab prepared from JuJuba is good blood purifier. It gives soothing
effect to body.
Marhaba Sharbat Deenar
Prepared From 100% Pure Herbs
It is useful in constipation, dropsy and Pleurisy. It removes obstruction from Liver
Marhaba Sharbat Banafsha - Sweet Violet Syrup
Sharbat Banafsha (Sweet Violet Syrup) is good for cold, Flue and sore throat. It quenches
thirst and neutralizes blood heat.
Marhaba Sharbat Anjbar - Bistort Syrup
Sharbat Anjbar (Bistort Syrup) controls dysentery and diarrhoea. It is good in Leucorrhoea. It
neutralizes body heat.
Refreshing Syrups
Sharbat Gulbahar - Fruit & Herbs Syrup
SHARBAT GULBAHAR (Fruit & Herbs Syrup) contains aqua distillate of fresh fruits,
vegetables and herbs such as apple, orange, pomegranate, gourd, spinich, carrot, coriander,
mint, cucumber, cymbopogon, rose, water lilly, parmelia, citrus flowers, kewra and sandal
along with food colours and refined sugar.
GULBAHAR is an all season refreshing, exhilarant, and nutritive drink with pleasant taste.
in summer just a sip provies satisfaction in intense thirst, humidity, restlessness and hot flush.
Its delicious taste provides absolute pleasure and freshness. for all life styles and fun loves.
GULBAHAR can be mixed with water, milk, whey, lemon juice, fruit juice, ice cream,
custard etc. It produces unofrgetable taste so you will promptly say "Such Purity Marhaba".
117
Marhaba Sharbat Sandal - Santalum Album
This is prepared from the purest Sandal having no artificial essence.
Sharbat Sandal (Santalum Album) is prepared from Sandal Wood, Sandal oil having good
taste and colour. It is neutralizes heat and body quenches thirst and good in anxiety.
Marhaba Sharbat Imli Aaloo Bokhara - Tamarind Plum Syrup
MARHABA SHARBAT IMLI AALOO BOKHARA
(Tamarind Plum Syrup) is made from Tamarind and plum. In summer it provides Satisfaction
in intense thirst, humidity and Restlessness
Marhaba Sharbat Bazuri (motadil)
Marhba Sharbat Bazuri (Motadil) is a medicinal syrup which detergent febrifuge properties
are advantageous in diminishing fever that is conducive to liver ailments.
Marhaba Sharbat Illachi - Cardamom Syrup
Sharbat Illachi (Cardamom Syrup) is made from Elettria cardamomum.

This is why the exclusive taste and quality of Sharbat Illachi never
deteriorates. The remarkable quality of this is its natural purity and it is
completely free from any synthetic essence. It is prepared from pure
cardamomum extract.

118
Composition:

Refined sugar, Elettaria cardamomum.

Sodium Benzoat, Citric Acid and Food Colour.
Marhaba Sharbat Anar - Pomegranate Syrup
Marhaba Sharbat Anar (Pomegranate Syrup) is refreshing medicinal syrup with a pleasant
taste. It is an appetizer. It is a liver tonic. It is an antiemetic and cordiact tonic
Marhaba Sharbat Gulab - Rose Syrup
Tasteful and efficient medicinal syrup prepared from pure rose water is good for vital organs.
It strengthens stomach and gives relief in restlessness
Distilates
Marhaba Arq Gaozaban - Borage Water
Arq Gaozaban (Borage Water) is the pure distillate of Borago officinalis. It acts as a brain
tonic. It is useful in restlessness and urinary bladder irritation.
Marhaba Arq Mako - Black Night Shade Water
Arq Mako (Black Night Shade Water) is a distillate of Solanum Nigram. It is pure and
effective for stomach, liver and spleen. It is diuretic and good for inflamed organs.
Marhaba Arq Kasni - Chicory Water
MARHABA ARQ KASNI (Chicory Water) is distilled from chicory seeds. It is pure and
effective for liver, spleen and kidney. It quenches thirst and it is a diuretic.
119
MARHABA ARQ-E-GULAB
Rose water
MARHABA ARQ-E-GULAB (Rose Water) is one of the most popular products
of Marhaba Laboratories, which through its quality, fragrance and efficacy
has surpassed all other rose waters. It is distilled from fresh rose using a
special technique which absolutely preserves its delicate ingredients.
Following are the active ingredients and pharmacological actions of roses
used for the distillation of MARHABA Arq-e-Gulab
MARHABA ARQ PODINA
Mint Water
MARHABA ARQ PODINA (Mint Water) is antiemetic. It is useful in cholera. It
improves digestion.
MARHABA ARQ SAUNF
Fennel Water
MARHABA ARQ SAUNF (Fennel Water) is distilled from fennel. It is pure
distillate containing essential oils having good aroma and taste. It is for
digestive system, kidney and urinary bladder.
MARHABA ARQ AJWAIN
Omum Seeds Water
MARHABA ARQ AJWAIN (Omum Seeds Water) is a good appetizer and
carminative. It is useful in flatulent and tones up stomach.
Rose Water Spray
MARHABA ARQ E GULAB SPRAY (ROSE WATER SPRAY) is a beautiful
scented moisturizer perfect after a bath to leave a light rose scent on your
skin. Contains rose oil and high quality Rose Water from natural Rose
petals.
MARHABA ARQ SHIRIN
Herbal Gripe Water
120
MARHABA ARQ SHIRIN (Herbal Gripe Water) is a compound mixture of

herbal distillates. It is good for children’s digestive system. It relieves in colic
pain and diarrhoea.
MARHABA CHUARQA
Chuarqa is a combination of four distillates of four herbs. It is good for
flatulence and colic pain.
Qarabadini
 Marhaba Safoof Tabkhir
 Marhaba Safoof Hazam
 Marhaba Safoof mughalliz
 Marhaba Safoof jaryan
 Marhaba Jawarish Amla Sada
 Marhaba Jawarish Anarian
 Marhaba Jawarish Jalinoos
 Marhaba Jawarish Kamuni
 Marhaba Jawarish Shahi
 Marhaba Jawarish Mastagi Sada
 Marhaba Jawarish Shahi Ambri
 Marhaba Majun Azraqi
 Marhaba Majun Dabidulward
 Marhaba Majun Arad Khurma
 Marhaba Majun Suranjan
 Marhaba Jawarish Zarooni Sada
 Marhaba Majun Filasfa
 Marhaba Majun Mughaliz - Jwaher Dar
 Marhaba Dawa Ul Misk - Motadil Sada
 Marhaba Khameera Abresham Sada
121
 Marhaba Khameera Gaozaban Sada

 Marhaba Itrifal Zamani
 Marhaba Itrifal Kishneezi
 Marhaba Laboob Kabir
 Marhaba Khameera Banafsha
 Marhaba Itrifal Ustukhudus
Health Food Products

 MARHABA KEWRA WATER
 Marhaba Honey
 Marhaba Joshanda - Herbal Tea
 Marhaba Ispaghol Husk
Vegetable Oils
 Sarsona - Mustard Oil
 Cocona - Coconut Oil
 Tilona - Sesame Oil
 Marhaba Olive Oil - Roghan Zaitoon
 Marhaba Castor Oil - Arind Oil
 Marhaba Almond Oil - Roghan Badam
 Marhaba Black Seed Oil - Roghan Kalonji
Fruit Preserve
 Marhaba Gulqand - Rose Petel Preserve
 Marhaba Murabba Harar - Chebulla Preserve
 Marhaba Murabba Saib - Apple Preserve
 Marhaba Murabba Amla - Gooseberry Preserve
 Marhaba Murabba Gajar - Carrot Preserve
122
 Marhaba Vineger
Beauty Care
 Arq-e-gulab Drops - Rose Water Drops
 Marhaba Amla Hair Oil - Gooseberry Hair Oil
 Marhaba Nikhar Ubtan - Face Scrub Powder
 Marhaba Red Henna
 Acne Clean - Anti Acne Herbal Cream
123
Pricing Strategy
There is no hard and fast rule for setting the prices of the products. Yet they
mostly follow
• Cost plus pricing
Which means that they calculate the cost, set the profit margin and
calculate the reasonable price for the product which the customer will be
willing and able to pay.
• Competitive based pricing
They also follow the price of the competitors
Placement, Distribution, Channel, Or

Intermediary
A channel of distribution comprises a set of institutions, which perform all
of the activities utilized to move a product and its title from production to
consumption. Place is also a channel of distribution or intermediary. It is
the mechanism through which goods and/or services are moved from the
manufacturer/ service provider to the user or consumer. There are many
types of intermediaries such as wholesalers, agents, retailers, the Internet,
overseas distributors, direct marketing (from manufacturer to user without
an intermediary), and many others.
Ml distributes their products through distributors. There are 325
distributors working with ML throughout the country.
The placement is also through outlets which are only present in large cities
of Pakistan.
124
In outlets there are also certified tib specialist which refer medicines for
different kind of medical problems
Promotions:
Company is using different types of promotion strategy as Electronic media,

Print Media, and Sticky Cards on Wind Screens of the vehicles Billboards
and Sponsorship Sports, Traffic Signals, Direction Boards Etc.
Company is also sponsoring health and food programs on different channels
Marketing
IMPORTANCE OF MARKETING DEPARTMENT WITHIN ORGANIZATION

An organization like “ML“needs some sort of marketing system to satisfy the
efforts of all the people working in the organization which are required to
satisfy the varied needs of all its consumers. Importance of marketing
department within the organization is due to the fact that “it is both a set of
activities performed by organizations and social classes.” Marketing is also
important in an organization as it is directly related to the products and
services offered by the company. Divisional Manager of ‘ML’ said that:” the
marketing department within our organization serves as front line fighter to
their competitors. Without it they can not project and introduce new
products. So it should be proactive and customer focused. You have product
and you are unable to sell it if you do not market it. Therefore, we can say
that marketing department plays a vital role in the profitability of an
organization.”
125
Importance Of Marketing Research
Market research and marketing research are often confused. 'Market'

research is simply research into a specific market. It is a very narrow
concept. 'Marketing' research is much broader. It not only includes 'market'
research, but also areas such as research into new products, or modes of
distribution such as via the Internet. Here are a couple of definitions:
Marketing research is the function that links the consumer, customer, and
public to the marketer through information - information used to identify
and define marketing opportunities and problems; generate, refine, and
evaluate marketing actions; monitor marketing performance; and improve
understanding of marketing as a process. Marketing research specifies the
information required to address these issues, designs the methods for
collecting information, manages and implements the data collection process,
analyzes, and communicates the findings and their implications. Obviously,
this is a very long and involved definition of marketing research. “Marketing
research is about researching the whole of a company's marketing process “
This explanation is far more straightforward i.e. marketing research into the
elements of the marketing mix, competitors, markets, and everything to do
with the customers.
In order to meet the requirements of the customers and facilitate them in a
better way it is necessary for “ML” to maintain the research department and
to make more active and efficient the existing department in the regional
office. It is also needed to compete in the market.
126
Segmentation
Basis for segmentation are on the basis of product

Two segments are there:
• Consumer care
• Health care
Targeting
They are targeting the whole market of herbal medicine users. There is not
any specific basis for targeting
Advertising & Sales Promotion
The company does not spend any specific percentage of budget on

marketing. It depends on the consent of directors and on market need.
They are involved in different types of advertisement through:
• Print media
• Electronic media
They are also involved in the sponsorship of different programs. Again it
depends on the consent of directors that which program is to be sponsored.
For sales promotion they are offering different schemes to encourage the
retailers, whole sellers and sales personal to buy the products and increase
the sales through positive word of mouth
127
Research & Development

Topics of research
Diseases
• Dengue
• Kidney stone
Herbs
• Phyllanthus Emblica
Symptoms
• Asthma
How ML research
Research is our asset. It's highly knowledge based and comprises of

thorough study and effects of natural herbs. We always take care in
conducting rigorous experimentation and authentication of pharmaceutical
procedures so that our valuable customers get the best.
Our R & D department is well equipped with modern research facilities

where our highly qualified scientists work on diverse natural herbs. The
highly qualified professionals are from the areas of agronomy, botany,
microbiology, oncology, bio-technology, pharmacology, chemistry, clinical
pharmacy, and much more. Through the ceaseless quest of our workforce,
we have been able to produce the highly result-oriented products that cover
almost all the aspects of human health.
We have been involved in developing natural food supplements like Ispaghol

Husk, Honey, and Herbal Tea (Instant Joshanda). These products are
128
prepared from totally harmless herbs of vegetable origin, and are truly a
natural source of health cure. Our Ispaghol Husk is famous among patients
of constipation and bacillary dysentery. Our pure honey is the best tonic
that rejuvenates human interior system and repairs damage to the body
cells.
The research done on botanical oils has resulted in the production of highly
nutrient and effective oils like almond oil, the high viscosity castor oil, the
world famous Kalonji oil which is in fact the treatment to all the diseases
except death as already stated by the Holy Prophet (PBUH). Along with other
oils, Marhaba's Arq e Ghulab holds the market due to its high quality,
fragrance, and effectiveness over other rose waters available in the market.
Our energetic syrups like Sharbat e Illaichi, Sharbat e Bazori and many
more are the result of constant research work. They naturally activate the
feeling of one's energetic fulfillment that can't be opposed. Their delicious
tastes provide the drinking persons a sense of tranquility and soulful
experience.
The extensive research done in the field of beauty care has produced
products like Marhaba's Acne Clean Cream, Amla Hair Oil, Black Hena etc.
to name a few.
For infants, young ones, and adults, a vast range of health products has
been manufactured after intense research on traditional herbs and natural
products. Whether it's a matter of pain in the belly among the infants, the
irritating coughing or flu among any age of people, or if someone feels
digestion issues, Marhaba's Honehar Gripe Water, Joshanda Instant, Gasnil
129
Tablets etc. and many other top of the order oriental medicines serve the
purpose instantly.
Marhaba's rapturous management takes pride in presenting one of kind

delicious food supplements in the form of Murabba Jaats – if added to one's
dining table, increase the taste and nourishment both.
130
131
Financial Objectives:
• To ensure adequate return on capital employed and maintain a reasonable

dividend on equity capital.
• To ensure maximum economy in expenditure.
• To manage and operate all facilities in an efficient manner so as to
generate adequate internal resources to meet revenue cost and
requirements for the project investment, without budgetary support.
• To develop long term corporate plans to provide for adequate growth of
Corporation’s Business.
• To reduce the cost of production of petroleum products by means of
systematic cost control measures
Trend Analysis
The company has recently transform into Pvt. Limited company from
partnership and no related information has been maintained. So I am
unable to perform the trend analysis.
132
Balance sheet for the year 2012-2013

13-‫جون‬ 13-‫جون‬
Capital & Liabilities Note Property & Assets Note
Rupees Rupees

Authorized
Capital Fixed Assets at WDV
400,000 Shares @
Rs.100/Each 40,000,000 Land -
Building -
Paid Up Capital Plant & Machinery 5,694,331
215,000 Shares @
Rs.100/Each 21,500,000 Funiture & Fixtures 162,995
Profit for the year 7,319,795 Computers 24,583
Unapproppriated
profit 1,814,095 Vehicles 6,198,963
30,633,890 12,080,872

Current
Liabilities Current Assets

Trade
Creditors 4 2,547,350 Stocks in trade 6 4,895,700
Accrued & Other Advances, deposits &
Liabilities 5 12,820,768 receivables 7 5,538,781
Cash & Bank Balances 8 23,486,655
15,368,118 33,921,136

46,002,00 46,002,00
8 8
-
133
Income statement for the year ended
Not 13-‫جون‬
Description
e Rs.

Sales Net 9 349,343,062

Less Cost of Sales 10 266,660,299

Gross Profit 82,682,763

Less Operating Expenses

Administrative expenses 11 32,157,731
Selling & distribution 12 42,753,092
74,910,823

Operating Profit 7,771,940

Less Financial Charges 13 452,145

Profit Before Taxation 7,319,795

Provision for taxation
Taxation
Worker Welfare Fund
-

Net Profit/(Loss) after Taxation 7,319,795

Accumulated Profit/(Loss) B/F

7,319,79
Accumulated Profit/(loss) Transfer to Balance Sheet 5
134
Notes

13-‫جون‬
Rs.
4 Trade Creditors

2,547,
Trade Creditors 350
2,547,
350

5 Accrued & Others Liabilities Rs.

635,
Utility bills payables 311
2,727,
Expenses payables 817
3,181,
GST payables 973
6,275,
Rent payable 667
12,820,
768

13-‫جون‬

6 Stock in Trade Rs.

4,895,
Stock in Trade 700
4,895,
700

7 Advances, Deposits & Receivables Rs.

2,348,
Security Deposit 200
1,085,
Receivables 690
2,104,
Advance Income Tax 891
5,538,
781

135
8 Cash in Bank Balances Rs.

413,
Cash in Hand 108
23,073,
Cash at Bank 547
23,486,
655

9 Sales Net Rs.

336,280,
Local Sales 151
13,062,
Export Sales 911
349,343,
062

1
0 Cost of Sales Rs.

2,890,
Opening Stocks 300
233,513,
Purchases 608
236,403,
908
1,542,
Less Closing Stocks 145
234,861,
763
(515,
WIP Adjustment 100)
(2,635,
Finished Goods Adjustment 230)
231,711,
433
9,786,
Salaries, Wages & Benefits 400
3,137,
Electricity & Power 595
3,650,
Sui Gas Charges 000
10,343,
Other fuels & power 049
136
24,
Stores & Spare Consumed 900
Repair & 62,
Maintenance 939
Fee for Technical services -

Depreciatio 4,449,
n 157
3,494,
Other Expenses 826
266,660,
299

13-‫جون‬

1
1 Administrative & selling expenses Rs.

2,536,
Salaries & benefits 200
Directors 6,000,
Remuneration 000
356,
Electricity, Water & Gas 063
188,
Legal & Professional 028
Printing & 24,
Stationery 200
10,658,
Rent, Rates & Taxes 585
Repair & 238,
Maintenance 560
1,229,
Travelling & Conveyance 467
923,
Communication charges 555
290,
Insurance 434
Depreciatio 1,170,
n 972
983,
Donation 500
Obselete stocks, stores/spare written off / 7,558,
Wastages 167
32,157,
731

137
1 Selling & distribution

2 expenses Rs.

3,075,
Salaries & benefits 200
8,353,
Carriage Outward 642
26,512,
Advertisement & publicity 875
Other selling 4,811,
expenses 375
42,753,
092

1
3 Financial Charges Rs.

452,
Bank Charges 145
452,
145
138
Ratio Analysis
Current Ratio
= Current Assets/ Current Liabilities
=2.207
A business should always have enough current assets to cover its current
liabilities. This ratio should normally be between 1.5 and 2. the current
ratio of ML in is 2.207:1. This means that ML had RS.2.207 for paying Rs.
1 liability. This is sufficiently enough for companies like ML to pay their
debts.
Quick Ratio:
This ratio is a measure of short-term debt paying ability of the company. It
is also known as acid test. It specifies whether your current assets that
could be quickly converted into cash are sufficient to cover current
liabilities. The quick ratio should normally be around 0.7-1. To be safe, the
quick test ratio should be at least 1, which indicates that quick assets
exceed current liabilities
Quick Ratio= Quick Assets/Current Liabilities
=1.888
WORKING CAPITAL:
The working capital of a company is the measure of its efficiency and its
short-term financial health. It measures a company’s potential excess
sources of cash over its upcoming usage of cash.
Working Capital= Current Assets-Current Liabilities
=18553018
139
Working capital for ML is positive which is mainly due to the cash in hand
and bank balances maintained
MEASURES OF PROFITABILITY:
Gross profit rate: Gross profit rate=Gross profit/ Net sales
=0.23=23%
A higher profit margin indicates a more profitable company that has better
control over its costs compared to its competitors. Profit margin is displayed
as a percentage; a 23% profit margin, A gross profit of 0.23% mean that the
company has a net income of Rs. 0.023 for each Rs.1 of sale.
Net income as a percentage of sales: It is the measure of management’s
ability to control cost. Net income as a percentage of sales= Net income/ Net
sales
=o.0209=2.09%
It means that for every Rs.1 in net income, Rs0.0209 contribution is that of
the net sales.
RETURN ON ASSET:
An indicator of how profitable a company is relative to its total assets. ROA

gives an idea as to how efficient management is at using its assets to
generate earnings.
ROA = Net income/ Total assets*%
=15.91%
The higher the ROA the better, it gives investors an idea of how effectively
the company is converting the money it has, to invest into net income.
140
RETURN ON EQUITY:
The amount of net income returned as a percentage of shareholders equity.

Return on equity measures a corporation's profitability by revealing how
much profit a company generates with the money shareholders have
invested
. ROE = Net income/ Share holders equity*%
=0.23=23.89%
141
142
Summer internship
My summer internship period was really fabulous. The working

environment there under the supervision of MSN Arif javed and HR manager
Mohsin rizvi was really enacourgeous. I learned a lot by having a practical
experience at marhaba lab. I was given a project to prepare the annual fiscal
policy for sales. I did my best to cover all the points. Any omissions and
errors might be there.
National sales for marhaba
1404
1193
Sales 2012-13
the national sales of the company for the year 2013 is 1404m while for
previous year it was 1193m.the company shows a change and growth of
18%
143
National sales for husk
800
600
last year
400 528 654 Sales 2012-13
200
0
Sales 2012-13
Sales for husk for the year is 654m which is ever highest from the previous
year sales and shows a growth of 12%
National Annual Sales 2012-13

Rose Water
78
100
52
50
0
Sales
Last Year 2012-13
Sales Sales 2012-13
The sales for rose water also rise from52m to 78m
144
120
150
100 99
50
0 Last Year Sales
Sales 201...Sales 2012-13
National Annual Sales 2012-13
Mashroobat
Annual sales for mashroobat has been increased from 122m to 177m and
shows a growth of 45%
National Annual Sales 2012-13 of v. oils
177
200
122
100
0 Last Year Sales Sales 2012-13
Sales 201...
Sales for vegetable oils has been increased from 99m to 120m
and shows a growth of 20%
145
52
60
40
20
25
0
Sales 2012-13
Last Year Sales Sales 2012-13
National Annual Sales 2012-13 OTC
The sales of otc has been increased to 52m and shows a growth of 101%
39
40
38
36
34
34
32
30
Sales
Last Year 2012-13
Sales Sales 2012-13
National Annual Sales 2012-13 of HMD
The sales of herbal medicines has increased to 39m and shows a growth of
12%
There is a flashback of previous year sales which shows an increasing trend
146
2012-13
8%
1404M
18%
2011-12
6%
4%
2010-11 1193 M
2%
1092M 3%
2009-10
925 M 13%
47%
Husk Honey V.Oils Rose water OTC HC

HMD Mashroobat
Total sales analysis of the company is there which shows the share of different
Group Share
Husk 653 M
Honey 254 M
V.Oils 119 M
Rose water 78M
OTC 51 M
HC 30 M
HMD 39 M
Mashroobat 177 M
Total 1404 M
147
Last Year Analysis
Plus Negatives
Double Digit Growth Field Force training
OTC growth Monitoring
V.Oils Growth No focus on Range selling
I.45 Billion SS / ASM rolls lacks
Lack of Winning habits of

Record Mashroobat Sales
team and Motivation
148
Vision for 2013-14
• To Take Marhaba at the highest ranking among the major players in

the market.
• To achieve 2000 Millions In 2013-14
• To Ensure the remarkable growth of all Marhaba Internal customers
Key Objectives for 2013-14
• Increase the market share of Honey, V.Oils , OTC, HMD, Mashroobat

and Healthcare.
• Special focus on Range Selling
• Ensure the sequential growth of all groups
• Increase the sales volumes of other groups besides Husk
• Achieve 2000 Million in 2013-2014
• Ensure the remarkable career growth for Field force
149
Strategic planning
Increase the
retailer share
Efficient Increase the

working , Market Share
monitoring of smaller
and tracking groups
Vision
Increase the
Increase the
number of
marketing
outlets
Activities
covered
Increase the
focus of Key
accounts
selling
150
SWOT Analysis
SWOT analysis is a tool for auditing an organization and its environment. It
is the first stage of planning and helps marketers to focus on key issues.
Once key issues have been identified, they feed into marketing objectives. It
can be used in conjunction with other tools for audit and analysis, such as
PEST analysis and Porter's Five-Forces analysis. It is a very popular tool
with marketing students because it is quick and easy to learn. SWOT stands
for strengths, weaknesses, opportunities, and threats. Strengths and
weaknesses are internal factors. For example, strength could be your
specialist marketing expertise. A weakness could be the lack of a new
product. Opportunities and threats are external factors. For example, an
opportunity could be a developing market such as the Internet. A threat
could be a new competitor in your home market.
Threats
Strengths Weakness Opportunit Less
y involvement of
Strong Less Market
SS/ ASM
Market Coverage Huge
Failure habits of
Image Less focus Potential Team 151
Excellent Range Market
No sense of
quality Selling Team is responsibility /
going to
Brand equity potential double Very Strong
Vast lack of Long range Competition
spreaded Exact role of to sell Lucrative offers
Network SS / ASM New by Competitors
No planning Marketing Limited Time
Marhaba Laboratories Pvt.and
Limited Activities span to Play
execution Tremendous
STRENGTHS career
growth
• ML is having good competitive skills.
• It has adequate financial resources to invest further
• It is a well-recognized for its husk, honey and herbal medicines.
• it is having product innovation as it frequently introduces new products
according to the requirements of its consumer.
WEAKNESSES
• The organization is falling behind in marketing & rnd.
• Sometimes the organization is unable to implement strategies in front of
its competitors.
• Although the products are quite well but it is not the market leader
 Fully functional departments are not present
 Executives are not interested in expanding the business further
 Some employees are not sincere with the org.
OPPORTUNITIES
• Diversity into the related products i.e. creating some unique features in
the products to attract their consumer.
• Add some complementary products in the future.
• It is likely in the future that the organization is going to expand the
business and enter into the new market.
• Ability to move with the better strategies i.e. applying some new ways to
cover the losses, increase the financial resources or increase the market
share.
• Introducing the new product having the features that are very first in the
market i.e. not in any other product offered by any competitor.
Entering into some new markets
152
THREATS
• Likely entry of the new competitors that are having new technology and
are going to provide better services.
• Rising sales of the substitute products offered by the competitors.
• Adverse government policies i.e. government may increase the taxation
rate on the products offered to the customers.
• Growing competitor pressures can be proved as threat to the survival of
the organization.
•Buyer’s needs and tendencies may change and they are not fully satisfied
by the existing products and may switch to the other products offered by
the competitors.
• Adverse demographic changes.
Tactical Plan
• Group Bifurcations
• Independent team support to each group.
• Independent supervision by supervisor for each group.
• Independent Distributor Coverage plan.
• Close monitoring and tracking by ASM
• Independent rewards/ Incentive plans.
153
Group Bifurcation
Husk Honey
V Oils. Rose water
Food Mashroobat
Medicine Medicinal Syrups
Distillates OTC
Beauty Care Qarabadini
Consumer Care Health Care
154
Group Contribution
Qarabdini
OTC
900 Medincinal
800 syrups
700 Rose wate
600 Mashroob
500 at
400 Honey
300 Medicines
200 Distilates
100 Foods
0 Beauty
Consumer Care Health Care care
155
Value Wise Contribution
Consumer Care
643
119
20 113 32
•Husk •V Oils. •Food

•Medicine •Distillates •Beauty Care
156
Health Care
78
253
175
3 30 22
Honey R.Water
mashroobat Medicinal Syrups
OTC Qarabadini
157
Planning SOPs
Sales Force Distributors

Independent team for
each Group Distributors will maintain
independent set up for each
Independent group
Supervisor
One retailer will be covered If required ,Hire new

by two SR in a week financially sound distributors
for second setup
Each SR will book his groups

products Distributors should maintain
the stocks inventory level for 15
days. It is mandatory.
SS will ensure the daily

secondary achievement and Ensure the 100%
provide feedback daily of given supply in time to
format. retailers
ASM will check and validate

daily target achievement by
each SS.
158
Controlling & Monitoring
Targets should
be divided in the
daily basis.
Daily booking Bench

M ark by each Rep will
Rs.30000/- secondary
sales is m andatory.
Daily report by
Rep. to SS on
booking form at.
Daily feedback
of SS on specific
form at.
159
ASM will update

his feed back
format daily and
send to NSM
every week end.
ASM will reevaluate region

position every week and re
organized and re plan the
direction of each SS
160
Outcome Benefit
Monetary
Corporate
benefits to
Image
team
Target
More earning
Achievement
Career
Range Selling
growth
Marhaba
Increase the would be BIG
sales Volume Success name in
market
161
Expected Issues
 Distributor Logistics
 Low Secondary Sales per rep
 Rep.’s Orders Overlapping
 Lack of Monitoring and tracking
 Lack of Ownership
Solutions
Independent Setup
Independent stocks inventory
Distributors Written Consent from Distributors
Low Increase the focus on range selling

Plan the daily booking as per target and achieve this
secondary value from different SKUs
sales
Rep will take the order from retailer only his own specific
Order group.
If retailers demand the order of other group then rep will
Overlapping politely refuse him and inform to other colleagues.
Monitoring & All discussed SOPs will be strictly followed.

Other wise SS and ASM will be sole responsible for
any deviation
Tracking
162
163
Recommendations:
Following departments exist:
 Administration
 Finance
 Sales & Marketing
 Production
 Procurement
 FG Stores
 RM Stores
 PM Stores
 IT
 R&D
Following essential departments are missing:
 Human Resource
 Engineering or services
 Quality Assurance
 P&D
 EHS
o EMU
o FF staff & equipment
o Ambulance for emergency.
 For any Organization to flourish the above mentioned departments
are mandatory.
 Proper security system should be in place and all the security staff
should be hired from ex Armed forces so that discipline is maintained
in the premises.
164
 Housekeeping standard in any food & edible industry should be of

highest standard with proper care for hygiene and cleanliness.
 In Marhaba Laboratories janitorial services is to be contracted out or
proper housekeeping staff is to be hired.
 Workshop needs to be revamped with standard housekeeping
 Generator which is a company asset needs to be properly secured
with ventilation and protection from dust, sun and rain.
 Pilferage and other sins to be controlled with strict monitoring.
 Motivation and Ownership/Sense of belonging is lacking which comes
from encouragement, incentives, responsibilities, attitudes,
environment of the organization, proper team working, premises
devoid of politics & ugly antics.
 Marhaba Laboratories can be an ideal place to work if 50% of the

above is implemented in stages, which will take three to six months of
hardship.
 Directors need to give their go ahead and permission for
implementation.
165
Conclusion:
Working in Marhaba lab was a stupendous experience of my life. I got to
know different problems arising in practical life. I encountered some
problems regarding collecting data for my project and hesitation from the
employees but after some time they all become friendly and cooperative.my
supervisor there encouraged me a lot and appreciated my effort.
Marhaba lab is indeed a well known name amongst herbal medicine
producers in Pakistan. They are market leaders in some of their products
and lacking behind in some from Qarshi and Hamdard. The basic problem
lie in the hesitation from the directors and fraudulent activities of some
employees. But I hope in future they will revamp their systems and take a
flight to the success.
166

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Marhaba Laboratories Pvt.

INSTITUTE OF BUSINESS ADMINISTRATION (IBA), University of the Punjab

This report highlights my internship in Marhaba lab Lahore. The internship

nature Of The Organization........................................................................12

Values of Marhaba laboratories..................................................................13

Employee Code of Ethics............................................................................16

Company management system...................................................................26

A.M. Sales Accounting................................................................................29

D.M. Marketing Products Dispatch.............................................................42

Employee Gratuity Scheme........................................................................91

Half Day Company Policy...........................................................................96

Departments of marhaba laboratories......................................................102

Critique on production facilities...............................................................104

PLACEMENT, DISTRIBUTION, CHANNEL, OR INTERMEDIARY................120

IMPORTANCE OF MARKETING RESEARCH.............................................122

ADVERTISING & SALES PROMOTION......................................................123

Research & Development..........................................................................124

Income statement for the year ended........................................................130

Value Wise Contribution..........................................................................154

Controlling & Monitoring..........................................................................156

MARHABA Laboratories (Pvt) Ltd

MARHABA Laboratories (Pvt) Ltd. was conceived by Hakim Muhammad

This, they do through a very well organized network of marketing and

From then on there was no looking back. Today, MARHABA Laboratories

MARHABA Laboratories (Pvt) Ltd. is the brainchild of Hakeem Muhammad

MARHABA Laboratories (Pvt) Ltd. is indeed the philanthropy of one man

Nature Of The Organization

Values of Marhaba laboratories

We are committed to continuous improvement, both in New Product and

We are committed to achieve our goals to produce the most nutritious

Employee Code of Ethics

Integrity, Honesty, Conscientiousness, Courtesy, Fairness, and Respect

promptly, and fairly and in a timely manner. The principles of natural

Employees should perform the duties associated with their position to

including their spouse, life partner, children, parents, siblings or

• Towards Customers and Dealers: To provide prompt, courteous and

Company Management System

Organogram of Marhaba Laboratories

Director/Mr.M Director/Mr.M Director/Mr. Director/Mr.M

H.O.D.Adm.&HR Production Brand/IT CFO Sales/Marketing

Lab./Q.C. P.M.Store Procurement FGS

Organogram Of Sales And Marketing

Sales Account Astt. Sales

A.M. Sales Accounting

Key Result Areas

 Reconciliation of statement of Accounts assigned by Deputy Manager

1. Affairs to be managed in consultation with Director Finance

2. Seek approval of all financial spending.

WORKING RELATIONSHIP/ PRINCIPAL CONTACTS

1. Related government agencies

MANAGERIAL SKILLS / WORKING ABILITY

 Ability to analyze data and come up with information and actionable

SKILLS KNOWLEDGE AND CAPABILITIES

 Displays integrity - is sincere in own behavior and in dealings with

QUALIFICATION & EXPERIENCE

NON-CONFORMANCE NOTIFICATION RULES

In case of non compliance to the instructions or business rules, depending

1. Excellent oral and written Urdu & English

2. Effective Presentation, Negotiation skills, Influencing and Interpersonal skills

1. Full time job with exclusive dedication to the affairs assigned by

2. Minimum salary to start from 25,000 after hiring.

DETAIL OF WEIGHT-AGE OF RESPONSIBILITIES