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Virtual University of Pakistan, Defence Road, Off Raiwind Road, Lahore.


The Holy Prophet Muhammad (S.A.W.) The greater Social reformer and guide in every sphere of life. My affectionate parents who taught me the first word of speak and supported me morally and financially throughout my studies.          

“In the name of Allah, the most merciful and beneficent” I would like to thank Almighty Allah who made me able to complete this internship report by utilizing my skills and knowledge. I am also thankful for giving me spirit of patience, consistency and courage during my internship. I am also grateful to the Virtual University of Pakistan, especially regional office that provided me a chance to explore my skills, qualities, abilities and potentials through internship program. I am also thankful to my teachers for giving me chance to show the best of my abilities during the period of my internship. At Sitara Textile Industries limited, I would like to thank Mr. Saleem Chaudry, GM (HR & A) who provided me full opportunity to start internship and accumulate first hand comprehensive information’ during my internship. I am also obliged to different persons like Mr. Zafar Iqbal, Mr.Tariq Mehmood and

Mr. Ghulam Mustafa who provided ever information I needed during the course of my internship. Last but not the least, I am also thankful to my younger brother and best friend of mine Mr. Umar Khatab who’s management experience and tips regarding internship are always helpful for me. Without his encouragement and guidance it might not be possible for me to complete my MBA so successfully and smoothly. I am responsible for errors and mistakes presented in the report and a positive and constructive criticism will always be greeted warmth.

    AWAIS MAHMOOD BUTT List of Contents
Title Page 1 Acknowledgement 2 List of Contents 3 Objective of Studying Sitara Textile 6 List of Tables and Illustrations 5 Introduction 7 Establishment and Growth 9 Overview of Sitara Textile 10 Brief History 10 Nature of Organization 10 Business Volume 11

Profile of Employees 20 Product Line 22 Organizational Structure 24 Main Offices 24 HRM Operations 25 Structure of HRM 27 Employees Working in HRM Dept. 27 Functions of HRM 28 Critical Analyses 30 Shortfalls of HRM 34 Conclusions 37 Recommendations 38 References 40                  

                      List of Tables And Illustrations Page NO. Balance Sheet 10 Organ gram   1. Objective of studying the organization: My objective of studying the Sitara Textile Industries Limited is to know about the following things: 1. How management is analyzing work and planning for people? .

. To know how management respond to a union organizing campaign? UY2. Sitara meaning “A STAR” really proved to be the symbol of bright future for the company and now Sitara is the most successful group in Pakistan. What screening and selection methods are available. 4. Introduction: The name “SITARA” emerged on the horizon of Pakistan soon after its inception in the year 1947. 3. but devotion and dedication blended with untiring honest efforts soon flourished to bear the fruits.2. Sitara Textile Industries gave birth to the following units and become a “SITARA GROUP OF INDUSTRIES “ 1. 5.Sitara Chemical Industries Ltd. and which ones are most accurate? 4.the start was modest with limited space to work and meager resources to cater.Sitara Fabrics Ltd 6.Sitara Energy Ltd.Sitara Enterprises (Pvt) Ltd.Sitara Spinning Mills Ltd.Sitara Textile industries Ltd 2. What factors are most important to consider in developing a recruitment policy? 3.

) with covered area approximately 332.Aziz Fatima Trust Hospital 11.     Establishment and Growth Sitara Textile established in late 50s with the name of “Sitara Calico Printing” at Maqbool road Faisalabad. 8. Printed and dyed fabrics. 10. bleached.00 Billions. The total area of the subjected premises consists of 102 Kinal 17 Marla’s (12 Ackers 7 Canal) (553844 sq.Yasir Spinning Mills 9.Sitara Hamza (Pvt.Ghafoor Bashir Children Hospital 12.7. Initially the printing was carried out mostly by orthodox method but soon after its balancing modernization and .Aziz Fatima Girls High School     Sitara Textile Industries Limited Sitara Textile is one of the largest manufacturer and government accredited exporter of textile in Pakistan having assets of worth more than US$ 4. ft.Sitara Peroxide Ltd.) Ltd. ft.718 Sq.

An honest approach in dealing . At the moment Sitara Textile is the leading industrial group of . contributing towards the national economy. vendors and related agencies. 3. Sitara captures a wide market and its products are appreciably accepted throughout the Pakistan most popular SAPNA lawn and Mughal-e-Azam Lattha are its major products. soon flourished to bear full owing to the determination and dedication of its workers.1 Brief History The name of SITARA emerged on the horizon of Pakistan’s textile industry in 1959. with customers. Overview of the organization:   3. And it has been registered in Security and Exchange Commission in 1996 At present its posses most modern processing machinery form Switzerland. export figures range from 10 to 13 million us dollars per day.) Ltd. Sitara Textile Industries are proud to be able to make a major contribution to the general economy well being of the Pakistani government and its people by earning valuable foreign exchange and through their job creation and training schemes.expansion the company was renamed as “Sitara Textile Industries (Pvt.”in 1969.A modest limited financial and other resources available. Germany and England. took the group a step ahead and is a vital contributing to its’ success today.

2 Nature of the Organization Sitara Textile Industries Limited a fabric woven with tender care and dyed in the brilliant shades of nature adds elegance and magnificence to this world. Sitara Textile is a manufacturer of such fabulous fabrics: fabrics that speaks of unparallel quality and unmatched comfort. The entrepreneurial spirit of the company assiduously seeks constant development.3.1 Balance Sheets     SITARA TEXTILE INDUSTRIES LIMITED . Health and Education sectors. The company makes use of the latest technical equipment to make sure that each product is original in style and shows exquisite craftsmanship. 3. Sitara Textile is a company believes in originality as character and quality as foundation. Chemicals. Energy. owing assets more than US$ 4 billion. 3. steady progress and outstanding performance. Sitara Textile specializes in producing high class fabric product made of superior quality materials and possesses state production facilities in made ups and fabrics for various consumer needs.Pakistan.3 Business Volume These balance sheets will show us the business volume of Sitara Textile for the last five years. The Sitara Group of Industries deals in Textile. 3.

961.805 1.927 93.000.000 ordinary shares of Rs.000.000 60.126 .961 195.744 7.171.000 Current portion of long Term liabilities 13.000.332.000 unappropriated profit 63.each 60.611. accrued and other Liabilities 204. subscribed and paid up capital 60.927 33.000 60. 2002 2002 2001 Rupees Rupees Share Capital and Reserve Authorised capital 600.947.000 325.261 Liabilities against assets subject To finance lease 67.115.572 16.000.000 issued.700.504 Current Liabilities Short term bank borrowings 335. 100/.685 Non-current Liabilities Long term loans 111.000.640 146.032 Creditors.401.685 ___________________________________ 123.BALANCE SHEET AS AT JUNE 30.332.384 Deferred liability Staff retirement gratuity 8.392.

667 191.794 Long term deposits 10.567 Trade debts 117.649 786.527.535.718 Other receivables 117.763 175.419.533 537.364.468 5.627 76.222.919.534.______________________________________ 552.225 30.058.625 Cash and bank balances 22.328.557.450.458.550 Short term investments 27.538.803.992 ________________________________________   .232 231.158 Contingencies and commitments 863.965 38.199     ________________________________________ 863.274.137. deposits and prepayments 597.832.557.524.514 589.992 Non-Current Assets Fixed assets 269.499. spares and loose tools 23.604 631.726.098 36.084 Stock in trade 273.Provision for taxation Income tax .592.649 786.119 Advances.536 _______________________________________ 538.999 Current Assets Stores.274.807.

each 60.332.886 335. subscribed and paid up capital 60.744 Current Liabilities Short term bank borrowings 501.000 unappropriated profit 60.000.611.332.189.385.805 Deferred liability Staff retirement gratuity 8.406.455 123.000 60.000 111.773 8. 100/. 2003 2003 2002 Rupees Rupees Share Capital and Reserve Authorised capital 600.406.000.927 Non-current Liabilities Long term loans 106.927 ___________________________________ 120.000 Current portion of long .000 issued.401.792.181 67.000 ordinary shares of Rs.    SITARA TEXTILE INDUSTRIES LIMITED BALANCE SHEET AS AT JUNE 30.455 63.640 Liabilities against assets subject To finance lease 60.

027 23.______________________________________ 741.987 19. spares and loose tools 24.359 269.098 _______________________________________ .726.483.743.167.649 ______________________________________ Non-Current Assets Fixed assets 239.667 Current Assets Stores.533 Contingencies and commitments ______________________________________ 1.530 596.367.197.000 _______________________________________ 283.807.027.972 27.763 Cash and bank balances 72.499.667 Long term deposits 43.534.416 117.780.627 Short term investments 23.264.604 Other receivables 105.225 Advances.766.500. accrued and other Liabilities 221.961 Provision for taxation Income tax .980 273.776 552.463.863.232 Trade debts 246.274. deposits and prepayments 1.627.825 863.965 Stock in trade 275.865 22.919.137.037.795.747.976.572 Creditors.929.Term liabilities 13.535.372 250.527.807 13.140.544 117.883 204.

514     ________________________________________ 1.903.550 60. subscribed and paid up capital 60. 2004 2004 2003 Rupees Rupees Share Capital and Reserve Authorised capital 600.649 ________________________________________     SITARA TEXTILE INDUSTRIES LIMITED BALANCE SHEET AS AT JUNE 30.each 60.418 106.000 unappropriated profit 53.000.334 583.825 863.406.170.037.000 ordinary shares of Rs.952.000.766.000.749.000 issued.000.000 60.274.640 Liabilities against assets subject .000 60.455 Non-current Liabilities Long term loans 249. 100/.406.550 120.401.455 ___________________________________ 113.222.903.

264.791 741.307 8.356 ______________________________________ 969.644.792.147 60.581.166 501.886 Current portion of long Term liabilities 30.387.780.413.154.428 24.027 Stock in trade 389.372 Long term deposits 170.833 Provision for taxation Income tax 2.224.801 221.041.987 _______________________________________ 407.980 .037.776 Contingencies and commitments ______________________________________ 1.483.355.773 Current Liabilities Short term bank borrowings 700.213 1.468 13.To finance lease 45.766.385.532 283. accrued and other Liabilities 236.976.844.400 239.743.929.627.051.829.021.414.807 Creditors. spares and loose tools 57.132 43.181 Deferred liability Staff retirement gratuity 9.825 ______________________________________ Non-Current Assets Fixed assets 237.376.816 275.359 Current Assets Stores.189.747.

952.368. 2005 2005 2004 Rupees Rupees Share Capital and Reserve .388 72.387.530 Other receivables 146.Trade debts 313.197.031 23.972 Advances.416 Short term investments 18.216 246.825 ________________________________________             SITARA TEXTILE INDUSTRIES LIMITED BALANCE SHEET AS AT JUNE 30.224.427.334     ________________________________________ 1.954 105. deposits and prepayments 2.865 _______________________________________ 976.874.213 1.947.305 1.463.138 749.863.795.544 Cash and bank balances 48.037.472.561.140.766.

051.000.000 issued.000 ordinary shares of Rs.550 Non-current Liabilities Long term loans 362.000.550 ___________________________________ 127.418 Liabilities against assets subject To finance lease 109.Authorised capital 600.154.073.847.307 Current Liabilities Short term bank borrowings 787.141 700.962.each 60.184.587 249.619 969.903.000 60.166 Current portion of long Term liabilities 52. subscribed and paid up capital 60.468 Creditors.000 60. 100/.170.903. accrued and other Liabilities 233.356 ______________________________________ 1.820 113.000.627.000.844.147 Deferred liability Staff retirement gratuity 9.801 Provision for taxation Income tax .771.898 30.414.820 53.594 45.644.309 236.791 Contingencies and commitments .000 unappropriated profit 67.581.041.184.135.

874.682.750 1.582 20.886 312.080.138     ________________________________________ 1.______________________________________ 1.912.466 Short term investments 61.947.440.512.522.224.761 1.481 48.132 _______________________________________ 578.213 ______________________________________ Non-Current Assets Fixed assets 453.295.031.750 Advances.102.954 Cash and bank balances 12.613.213 ________________________________________   SITARA TEXTILE INDUSTRIES LIMITED .238.816 Trade debts 108.388 _______________________________________ 1.428 Stock in trade 538.387.224.761 1.021.440.050 976.829.561.457 57.974 146.355.113 237.182.682.376. spares and loose tools 130.400 Long term deposits 125.387.055 170.532 Current Assets Stores.423.101.920 389.287.644.795.644. deposits and prepayments 136.168 407.336 Other receivables 114.

322 Current Liabilities Short term bank borrowings 950.946.BALANCE SHEET AS AT JUNE 30.898 .868.462 52.000.184.each 60.141 _____________________________________ 456.000 60.000 60.820 ___________________________________ 165.962.103 67.346 481.838.000.000 ordinary shares of Rs.412 Current portion of long Term liabilities 89.184.594 Deferred liability Staff retirement gratuity 10.771.847.823.639.103 127.832.135.000. 2006 2006 2005 Rupees Rupees Share Capital and Reserve Authorised capital 600.098.587 Liabilities against assets subject To finance lease 115. 100/.182.000.466.609 9.982 109.466.820 Non-current Liabilities Long term loans 329.000 unappropriated profit 105.755 362.000 issued. subscribed and paid up capital 60.695 787.

655.295.522.491 108.929.912.547 1.307.962.955 578.711 Current Assets Stores.619 Contingencies and commitments ______________________________________ 1.749 233.943 129.327.136 Trade debts 165.101. spares and loose tools 146.644.885.050 .968 Other receivables 81.440.833.588 Cash and bank balances 24.682.761 ______________________________________ Non-Current Assets Fixed assets 597.278.866.640. accrued and other Liabilities 244.543 _______________________________________ 602.241 Stock in trade 709.940 580.Creditors.148. deposits and prepayments 198.996 1.627.846.182.644.037 544.985 2.989.390.866.309 Provision for taxation Income tax 22.732.593.033.481 _______________________________________ 1.550.750 Advances.886 Short term investments 1.641 ______________________________________ 1.815 120.730 12.073.554.440.290 124.056 61.857.168 Long term deposits 5.

Departments are: 1.    ________________________________________ 1.Marketing (local) All the departments have general mangers as their heads except marketing (local).Administration 2.2 Profile of Employees The success of an organization is dependent on what type of management an organization is dependent on.644.682. In top level hierarchy GMs works in coordination with the board of director to meet with the .Export 5.761 ________________________________________   3.Finance 4.3.Processing 3. what type of management an organization has.929.996 1. They have very effective and efficient management. Sitara Textile industry is a well-reputed organization. There are five major departments and over 1750 employees working including top and middle level.962.

These departments are: Grey room Bleaching Department Dyeing Department . Director Processing 5.long term and short term goals. Raw material is changed to finished cloth by a systematic way. Chief Executive Officer 2. GM Admin 6. Director Export 4. GM Local Marketing (Organogram is attached herewith)   3. These goals are set and checked at the end of each financial year.3.3 Profile of Processing Employees Processing department is that department where the product is actually come to the condition of selling. Director Finance 3. Top Level Hierarchy 1. This systematic way consists of 8 more sub departments that play their important role to convert iron to gold.

4 Product Line Following are the products of Sitara Textile Industries. Sitara Sapna Lawn Sitara Sapna Lawn ( white and dyed) Sitara Sapna Latha ( white and dyed) Sitara Sapna Cambric ( white and dyed) Sitara Mughal-e-Azam Latha Sitara Mughal-e-Azam Lawn Sitara Mughal-e-Azam Cambric .Engraving Department Printing Department Finishing Department Packing Department Laboratory Engineering Staff 3.

1 Main Offices .Sitara Mughal-e-Azam (Embroidery) Sitara Mughal-e-Azam (Collection) Sitara Universal Cambric (white and dyed) Sitara King To U KT ( white and dyed) Sitara Comandar Latha ( white and dyed) Sitara Supreme Lawn Sitara Supreme Cotton Cambric Sitara Cotton Club Cambric (white and dyed) Sitara Supreme Lawn (white and dyed) Sitara Quilt Print Sitara Medlean Print Sitara Swiss Gold   4. Organizational Structure:   4.

turnover. Unless you do this. Faisalabad. it is important to analyze training needs against the backdrop of organizational objectives and strategies.2 HRM Operations At a general level. civil rights laws. . Trends in the strategic priorities of a business. Ajman. or the budget may be spent on glittering hardware that meets the training director’s needs but not the organization’s. and on the job employee behavior will provide relevant information at this level.Following are the list of main offices of Sitara Textile: Sitara Textile Industries Limited. you may waste time and money on training programs that do not advance the cause of the company People may be trained in skills they already possess the training budget may be squandered on rest and recuperation sessions. judicial decisions. Karachi 4. absenteeism. union activity. Dubai Sitara Sales Office. accidents. productivity. It is also essential to analyze the organization’s external environment an internal climate. Sitara Sales Point. Sargodha Road. where employees are entertained but learn little in the way required job skills or job knowledge. Islamabad Sitara Sales Office. 6-KM.

coping with the recall of a defective . an understanding of available competencies is necessary to allow the organization to plan for the changes to new jobs required by corporate goals. the managers and workers who do the work to achieve those goals should analyze needs.2. At the operations level. At the organizational level. senior managers who set the organization’s goals should analyze needs. 4. the managers who specify how the organization’s goals are going to be achieved should analyze needs. At sitara.1 Human Resource Planning Human resource planning is all about measuring the organization need to identify the numbers of employees and skills required to do those jobs. Further. assessing the needs for training does not end here. major changes according to economic and social environments are required purchasing new and additional office equipment to enhance efficiency e.However.g. It is important to analyze needs regularly and at all three levels in order to evaluate the results of training and to assess what training is needed in the future.. computer hardware or software. At the individual level. keeping in mind that performance is a function both of ability and motivation.

5. .g. new automatic rotary machine. transfer.1 Number of Employees working in HRM Department Now I’ll discuss the personnel management of Sitara Textile Industries Limited under various steps of Human . development and compensation. Structure of the HRM Department:   5. promotion. They include: A talent inventory to assess current human resources and to analyze how they are currently being used. A human resource forecast to predict future HR requirements. interrelated activities that together constitute an human resource planning system. Action plans to enlarge the pool of people qualified to fill the projected vacancies through such actions as recruitment. This suggests several specific. training. selection. placement. Control and evaluation to provide feedback on the overall effectiveness of the human resource planning system by monitoring of HR objective.product and dealing with the need for a new design e.

. 6. Recently three or four years ago name of department was changed to personnel department. Handling these functions is part of human resources management’s job. They must also be trained and motivated.1 Major Functions Every organization whether it is a multinational conglomerates a small business. . they feel burden on themselves. Functions of the HRM Department:   6. Personnel Department of Sitara Textile can be critically analyzed on the basis of various steps of human resources management process.Resources Management Sitara Textile also knows this fact and has personnel department right at the entrance of main gate of mill. There are six steps. Department is situated in an old building which was constructed at the time of establishment of Sitara Textile and department was named as labor department. There are only 5 personnel who actually handle the department’s affairs and about 1500 employees are working. There is great work that is to be done by 5 persons and they feel burden on themselves. First I would like to describe the ware bouts of department. Appropriate candidates for each job from chairman of the board to night shift janitor must be located either inside or outside the organization and they must be convinced by pay benefits and working conditions to take and keep the job. a religious institution or a government agency depends on people.

their ability to make significant contributions to the firm will be diminished. Compensation Management 5. Unless these executives are perceived as equals by their corporate peers. Employee Movement and Replacement 6. At present this occurs in about 70 percent of companies nationwide. Representatives from HR and line managers from the business unit generate key business strategies for the . Human resources planning 2.1. Staffing 3. Employee Evaluation 6.2 Supports to Other Departments Through job rotation policies and by extensive interaction with managers in all other functional areas. Consider whether any corporate resource is more important than its people. Require the senior HR executive to report directly to the CEO. Training & Development 4. Ensure that the top HR officer is a key player in the development and implementation of business plans—providing early warning regarding their acceptance and serving as the CEO’s window on the organization and as a sounding board.

Managers who have used the strategic blueprint process emphasize that its single greatest benefit is this: if forces HR managers to concentrate solely an critical. Such an approach is sorely needed. The result? A business unit annual plan that outlines Major driving forces in the business unit.”     7. To do so.coming year. Major business initiatives in the business unit. Only 3 percent characterized the linkage as “world class. Critical Analyses:   . When asked how well HR strategy is linked to business results. Major priorities for key executives of the business unit. Primary directions. 6 out of 10 respondents said it was either not effective or just somewhat effective. as a recent American Management survey of 1500 HR managers found. together with future customer requirements. they identify major external and internal factors that may have an impact on the future of the business. value adding activities.

and therefore would normally require some prior experience in actually performing clerical duties. This technique may be time consuming. Experience requirements. Educational standards which may spell out. such as typing 80 words per minute. Skills requirements. in engineering. degrees attained.S. or being able to take dictation by an executive etc. such as a B.1 Requirement Analysis Job analysis also provides the basis for developing job specifications. Among the qualifications which are often included in job specifications are the following. job analysts may interview the employee who is performing the job.7. Job specifications are a statement of the human qualifications required to perform the job. This job requires directing the work of from two to ten clerical employee. and the danger exists that employees may exaggerate the importance of .2 Data Gathering There are four basic technique generally used for gathering about different jobs. such as two years of general clerical experience for the position. or both. Interviews in some cases. the supervisor. Requirement analysis has performed thoroughly at Sitara Textile for the purpose of job analysis by HR department. 7. for example.

In some instances this method is very useful. Well designed questionnaires have been claimed to be “the most efficient way to collect a wide array of job data and information in a short time. . However. or take an excessively long time to return it Sitara Textile usually does not use this sort of technique to collect the data. Questionnaires Probably the least costly method of collecting job analysis data is by using questionnaires. observations have done for performance judgment and competency of work force. complete it inaccurately. Observation A second approach to information gathering in job analysis is having the analyst actually observe the individuals performing a job and record observations while doing so. At Sitara Textile this technique is implemented in some cases. there is the danger that a responder will not complete the questionnaires.their jobs. Interviews are also conducted for search of a new candidate but these interviews are just mere formality rather than having professional approach. but under certain conditions it becomes more difficult if not impossible. At Sitara Textile interviews are conducted for certain types of investigations in cases of breakage of rules and regulations.

Develop detailed project plan Develop user groups Purchase hardware . you might have made different choice.   7. too.3 System Design When choosing a system. The selection is important and should be taken with great care. you should acknowledge that if something better comes along or if circumstances change. portable tape recorders may be utilized to assist in maintaining a record of such activities. That thought should provide a glimmer of hope and some optimism.Diaries or Logs A fourth approach is to utilize diaries or logs in which employees record their daily activities and tasks. At the same time. In addition. HRM department has not any systematic procedure for using the diaries or logs for the purpose of data gathering. those activities performed at infrequent intervals must also be noted. always remember that the selection is not expected to last forever. Because of the difficulties connected with this procedure.

all the programming has been done by IT department.Develop independent focused computer applications. In pay roll system there is a employee form where the data has recorded and pay break up system is also the part of these pay roll forms. I found that HR department uses to develop various user groups for example there is separate software running for the work force of processing department and similarly for stitching department.4 Implementation Following are the points which theoretically I read during course of my study . Implement independent applications as ready Modify in house forms Modify/customize initial systems Establish procedure Convert data Train HRIS staff During my internship at Sitara Textile. employees attendance is being checked through hand scanning recently changed from old procedure of card scanning. Oracle software’s are in use for the employee’s pay roll system and pay breakup. 7. There exists auto generation system at Sitara Textile.

Implement HR core Train other HR users Make system available to HR functional specialists Refine HR core Establish mainframe micro link Conduct field analysis Develop procedures for distributed processing Prepare technical documentation Develop/work on other modules Test system and user acceptance Implement additional modules Maintain/enhance     .

7.Short-falls/Weaknesses of the HRM Department: 8.monthly. Upper level management like CEO and Director give low attention to this department.2 Recruitment At Sitara Textile recruitment is done internally as well externally.1 Planning At Sitara Textile I think very small importance is given to personnel as far as planning is concerned.  8. And job of .4. Recruiting is to attract qualified people to apply for positions with an organization. Sitara Textile do not advertise their job in newspaper but let the people be informed by existing employees. There are various authorities to hire the people for various positions. Most of new employees are hired on reference basis. There should be better planning for that in order to achieve organizational goal.monthly. Personal Department does not search for and does not know whether there is need of new employee at same job or not. If the goal is to minimize the expenses it is not proper way to control and is not legally and ethical acceptable. 000/. If position of job is that employee would be paid Rs.000/. personnel manager has authority to hire this employee. 8. I have examples for such employees who are doing work of two or three men. They only know who is going out and there is a vacancy at the place of out going employee. The finance manager hires employees having salaries below Rs.

But gross pay remains at the low level as compared to the other industries.3 Training & Development At Sitara Textile every new employee trains himself at his own because training is not done or given properly by the organization. 8. so as Sitara Textile.000/. . There are low basic pays offered. 8. Compensation level of Sitara Textile is low that is way qualified and talented people hesitating to join Sitara Textile. If there is new employee hired who was not trainee at Sitara Textile suffers because of that Sitara Textile do not have proper training program. One good thing is that including allowances. pays become double of the basic. Employee’s new colleagues teach him manners of his job. Sitara Textile does appoint trainee employees who are trained by the existing employees and these trainees are sometime hired for actual jobs.per month is up to CEO or Director.000/. 5.gross. 7. attendance allowances and etc. All the textile industries in Faisalabad have low level of compensation except few.value higher than Rs.4 Compensation Plans As Sitara Textile is an industry of conservative type therefore compensation and reward system is not very much impressive. Various allowances are given to employees like medical allowances. Attendance allowances are only for those employees who are taking less than Rs. These hired trainees are beneficial for Sitara Textile because they are already trained and understand their jobs.

As compensation level is low therefore employees are not very much motivated.6 Movement and Replacement At Sitara Textile movement is of three types one is promotion 2nd is voluntary severance and last is termination. Despite the fact that . 8. Upper level management sees how an employee is performing on his assigned position. In this way movement of employees takes place at Sitara Textile. 8. Some think is better than nothing. The upper level management evaluates performance. they just replace that employee. The results of evaluation are used in movement of employee inside the organization or outside the organization. Motivation level and morale of employees are low which affects the periodicity of the organization. It is done through observing and comparing the productivity of the organization with the expected productivity. It is fact that Sitara Textile is well reputed organization and covering productivity requirement but if morale and motivation levels are brought high the productivity could increase. This is all about the short-falls and weaknesses of HRM department of Sitara Textile.5 Evaluation Sitara Textile performance of the employees is evaluated on the basis of what has been expected from them. Sitara Textile do not care employee turnover or things like that. In case of good performance promotion or increment is given to the employee and is case of mistake or misbehave only one way that is termination. Anyhow Pakistani work force are scared and compelled to take whatever any body gives because of unemployment.

9. One good thing of this department is that the department let the employees follow the rules and regulations set by the organization strictly. dyeing. There is lack of human resource planning. dyeing printing and finishing are prepared by the laboratory instead of related management or HR department.department and personnel management is not very good Sitara Textile has great productivity capacity. All the schedules of bleaching. printing and finishing are working under laboratory instructions so laboratory is playing role of executive in quality control. Attendance is strictly checked and leaves as well. Conclusions:   All the sub departments of processing department like bleaching. Emergence of all other industries in Sitara group of industries is example of excellent of Sitara Textile. compensation and reward system is not very much attractive and employees are not well motivated in Sitara Textile. lack of recruiting activities lack of job analysis. .

So there are good and bad both present in the human resource department of Sitara Textile. lack of recruiting activities and lack of job analysis. HRM department is not established and not considered to be very much important. As problems and difficulties have been identified. This is also the condition for Sitara Textile. There is lack of human resources planning. Compensation and reward system is not very much attractive and employees are not well motivated in Sitara Textile. As problems and difficulties have been identified. Low attention is paid to this department by upper level management. 10. This is also the condition for Sitara Textile. There are certain departments of processing in which employees have been working since long but their efficiency is not . Recommendations for improvement: Organizations big or small profit or unprofitable have problems and there are always chances of improvements. In processing department there is a need of skilled workers. now here are some suggestions that may help the organization to improve. now here are some suggestions that may help the organization to improve.

That is why morale of employees working in department is low and they are not motivated for doing jobs. chair are broken. air conditioning facilities are not properly in some department like HRM department. This area should carefully be examined and solved. The skilled labor will not only improve the efficiency but also will improve effectiveness. There should be more staff in local marketing department to enhance the sales figure and to capture wide area of local market. Employees of this department are working in very poor condition. Expanding product lines that will give more variety to people of country could extend local marketing and ultimately sales would be increased. . There should be female artists and designers in design department as females have naturally more esthetical qualities than males.improved and unsatisfactory results come out sometimes. They will really improve the quality of designs and will introduce more innovative design. There should be chances given to skilled workers to enter the organization. There is need of better working condition in personnel department.

This area should carefully be handled to attract skilled employees and ultimately to enhance efficiency and effectiveness. . By doing this trainees will show more interest. more devotion.There is need to increase the staff in this department only three or four persons are working with all the affairs regarding let the employees abide by the rules and regulations. There should be little compensation for trainees as well as they can fulfill their day to day traveling and food expenses. selecting and other activities. I know some persons who are doing the job of two or three persons. Job analysis should be done to know what are the jobs needed in the organization. Compensation and reward system should be brought at higher level in order to let the employees be motivated and happy. more potentials and will work with full mental and physical efforts. recruiting. There should be more fringe benefits for the employees taking into consideration there devotion skill and experience. This higher level would make the employees more efficient and effective.

Muhammad Yaseen Senior Export Manager Mr. Muhammad Hafeez G. Shahid Mahmood Deputy Export Manager Mr. So in order to handle this type of situation the first aid dispensary should be there in the mill area. REFERENCES AND SOURCES OF STIL: I collect the all information about the Sitara Textile Industries Limited (STIL) for making internship report. Muhammad Razzaq Director Finance Mr. Waseem Ahmad Assistant Export Manager Mr. HR& Admin Manager Mr. The references & Source of information are as fellows: Mr. Ashfaq Ahmad Senior Export Manager Mr. Bashir Ahmad Banking & documentation Manager . Muhammad Saleem Ch. Muhammad Awais Director Export Marketing Mr. Abul-Qayyum Deputy Export Manager Mr.The first aid and other medical facilities should be provided to the employees with in the mill area.M Banking & Finance Mr. There is continuous working in the mill and every time there are chances of any accident or unpleasant incident.

Mr.sitaratextile. Muhammad Amjad Assistant Accounts Manager Source: http://www. Muhammad Zahid Deputy Accounts Manager Mr. Huammad Ahmad Account & Finance Manager Mr. Muhammad Khuram Export Documentation Manager       .