Report: 

Team Project HRM.1

Team Project HRM.1

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Report: Team Project HRM.1

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Report: Team Project HRM.1

Team Project HRM.1

1
Final Project

BAHAUDDIN ZAKARIYA UNIVERSITY, MULTAN

IN THE NAME OF ALLAH, THE MOST GRACIOUS, THE MOST MERCIFUL.

Human Resource Management

Project: "MEPCO (H.R.) Function"

Submitted To: Mam Fatima Hanif

Semester: B.com (Hons) 6th Semester

Session: 2019-2023
Submitted By:

Fizza Mehmood (BCM-19-11)

Muhammad Danish (BCM-19-15)

Mubashir Sattar (BCM-1827)

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Report: Team Project HRM.1

Acknowledgment
Primarily, I would thank ALLAH for completing this project with success. Then I
would like to thank My Project supervisor MAM FATIMA HANIF whose valuable
guidance and constant supervisor have been the ones that helped me patch
this project and make it a proof of success; her suggestions and instructions
have served as the primary contributor towards the completion of the project.
I'm highly thankful for her constant guidance and willingness to share her vast
knowledge made us understand this project. Her constant guidance and
willingness to share her vast knowledge made us complete the assigned tasks
on time.

In this, the services of MEPCO members:

Director of MEPCO: Khuram Javed Assistant Manager of MEPCO: Mushtaq
Nadeem
And for reference Sir Irfan Finance Manager in MEPCO
And Warmly ThankFul For the Interview Of that Employee who's working in HRM
department As temporarily. Mr. Ahmed
My thanks and appreciations also go to my colleagues in developing the project
and people who have willingly helped me out with their abilities. We came to
know about so many new things. That' we share with You. I'm also thankful To
my Seniors, parents, and family, who helped me a lot in nalizing this project
within the limited time frame.

Dedication

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Report: Team Project HRM.1

This Project Report is rstly Dedicated To Allah Almighty, Who is merciful who is
our creator, our strong pillar, our wisdom On knowledge May Allah Merci and
blessings on the U.S. and Then I would like To thank MAM FATIMA HANIF Who
gave us that Golden opportunity to do this Wonderful project Of HRM on
MEPCO. We are highly Thankful for their continued guidance May Allah bless
her.

Table of Contents
Executive Summary 7
Resources 7
Management 7
Vision 8
Mission Statement 9
Human Resource Function 9
Job evaluation: 10
Pay 10
Noneconomic rewards 10
Employee and Labor Relations 10
Human Resource Research 10
Interrelationships of HRM Functions 11
Staf ng 11
Recruitment 11
GENERAL GUIDELINES FOR RECRUITMENT 12
Of cers are labeled into classes 12
Professional/Technical 12
Generalists/Non-Technical 12
B) Interviews/Testing Types 13

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Report: Team Project HRM.1

C) Selection Criteria 14
Quali cation/Quiz Test 14
NTS Test 14
Selection Criteria for Of cers 14
(Written Test) 14
Quota 15
Quali cation Parameters 15
Training and Development 15
Orientation 15
Employee training and development procedures 16
Training Institutions 16
On Job Training 16
Employee Training and development outcomes 16
Motivation 16
Job Security 16
Career Path 16
Job Status / Nuisance Value 17
Facilities 17
Reservation of Quota for Children 17
Bene ts 17
Pension & Gratuity 17
Family pension 17
Free Electricity Facility 17
Medical Facility 18
Retention of Accommodation 18
Rewards and Compensation 18
Salary & Allowances 18

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Report: Team Project HRM.1

House lease allowance 18

Cash clinical allowance 18
Maintenance 19
Safety 19
HEALTH 20
Communication 20
Employee Relation 20

Executive Summary:
We chose MEPCO(MULTAN ELECTRIC POWER COMPANY) for this project
because of its references and ease of access. And we selected MEPCO for our
study on Human Resource Management. This project aims to analyze the
Human Resource activities in MEPCO. So here's a brief introduction to MEPCO.
MEPCO is a public limited company incorporated on 14th MAY. The Company is
responsible for the electricity distribution service in Multan and surrounding
areas in South Punjab, Pakistan. MEPCO is one of the leading and
professionally managed organizations approved and licensed by the
Government of Pakistan for Manpower Recruitment, Executive Search, and
talent hunt. . Nowadays, MEPCO is easy to access. They have free websites
where you can quickly check your bills online.
So basically, we work on the essential components of this Company. Which are
People, Purpose, and Structure. People: (employees of the Company)
Resources: (human, physical, technical, nancial information).

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Report: Team Project HRM.1

Management : (functions of planning, OrganizingOrganizing, leading,

controlling organizational resources to accomplish goals with ef ciency) So We
discuss In this Report how MEPCO Staf ng their employee motivates them and
how they train their employee for Working in the Company.
We All know this via an interview With Ahmed.
We studied That in MEPCO personal and professional, both data is necessary
For the Job and There service Would be recoding For the Punishment
motivation and promotion purposes. It serves as a ready reckoner to meet the
requirements of the right man for the right job.
Selection and requirements are made on a merit basis in MEPCO no Nepotism
and favoritism in this Company. Both internal and external recruitment
methods are
used to ll up the positions. MEPCO follows the government pay scales for
paying compensation & bene ts to its employees. Employees are entitled to
free medical facilities. And their compensation also depends on their position
and scales in the Company. High to 16 grades enjoy House rent and free
accommodation facilities are also available for Fees of children.
The Company motivates employees by giving them appreciation letters and
monetary incentives to boost their morale. They motivate their temporary
employee Via an appreciation Certi cate. Of cers are given orientation training
on new induction. There is a comprehensive pension policy in line with the
government rules and regulations for providing retirement bene ts to the
employees on completion of their helpful service. When they are 60, we studied
the staf ng of the Company. And how people were working in the Company. and
they selected and trained for their jobs

Vision

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Report: Team Project HRM.1

The Charter of MEPCO offers the reliability, rst-rate, and protection of

electrical strength delivered to the purchasers in its jurisdiction.
To ensure handy availability of excessive rst-rate strength in the vicinity of
responsibility, which will alleviate the poverty, enhance rst-rate of existence
and make the Industrial and Agriculture Sector aggressive withinside the World
Market.
Mission Statement
Ensure handy availability of excessive rst-rate electric powered strength to
the human beings at a low-priced rate, keeping the Company's monetary
viability.
Human Resource Function
Every manager carries essential functions: planning, OrganizingOrganizing,
staf ng, leading, and controlling. H.R. control includes the guidelines and
practices had to perform the staf ng (or people) feature of control. Irrespective
of the organization's length, the HRM branch should carry out the following
human resource management function.
Staf ng (H.R. planning, RecruitmentRecruitment, and selection)
Human resource management
Compensation and bene ts
Safety and health
Employee and problematic work relations
Records maintenance, etc.
H.R. research (supplying an H.R. facts base,
designing and enforcing employee
communication (system).
Interrelationship of H.R. capabilities.

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Report: Team Project HRM.1

Job evaluation:
Job evaluation is the systematic procedure of guring out the skills, duties, and
knowledge required for appearing in unique jobs to ensure that the required
numbers of employees with the required skills are available while needed.
Pay
The cash that someone gets for appearing at an activity.
Noneconomic rewards
Noneconomic rewards and leisure of the paintings executed or a friendly
operating surrounding.
Employee and Labor Relations
MEPCO is needed via means of regulation to understand a union and good deal
with it in suitable religion if the Company's personnel want the union to
symbolize them. This relationship became an everyday lifestyle for plenty of
employers in the past. But most companies nowadays would like to have a
union-loose surrounding.
Human Resource Research
Although human resource studies aren't always indexed as a separate function,
it permeates all HRM practical regions, and the researcher's laboratory is the
complete painting's surroundings.
Interrelationships of HRM Functions
All HRM practical regions are somewhat interrelated. Management ought to
understand that.
Staf ng
MEPCO needs to have certi ed individuals in unique jobs at unique locations
and times that allow you to accomplish its goals. Obtaining such people entails
task analysis, human functional resource planning, RecruitmentRecruitment,
and selection.

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Report: Team Project HRM.1

Recruitment
Recruitment and choice are the lower backbones of the organization.
Recruitment is a non-stop method in MEPCO, as posts of diverse classes turn
out to be vacant regular foundation because of the following reasons.
Retirement
Promotion
Death / Disability
Dismissal / Removal from service
Transfer of personnel out of Company.
Creation of of ces.
Employee turnover
Recruitment of all cadres from BPS-01 to 18 is made at Company degree a
proper procedure. Following speci c recruitment rules had been brought in
1992, and the complete induction method is nished withinside the mild of
those rules.
Recruitment Policy of of cials from BPS-sixteen and above.
Recruitment Policy of of cers from BPS-01 to 15.

GENERAL GUIDELINES FOR RECRUITMENT

All RecruitmentRecruitment may be made in February and August every year.

Advertisement withinside the digital media/National Newspapers
(as a minimum in 02 dailies) maybe posted with 30 days' notice and on Sunday
versions only.
Post all cadres/grades (BPS-01 to 18) may be advertised.
Quali cation/Experience prescribed in the Service Rules of each class may be
strictly adhered to.

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Report: Team Project HRM.1

All appointments are to be made basically on Merit foundation on

academic/Technical and Experience.
Guide Lines for Selection of Of cers (BPS-sixteen & Above).
Of cers are labeled into classes which are as follows
Professional/Technical
Engineers, Doctors, Accountants, Auditors, Electronic Data Processing Of cers,
Scientists, Geologists, Lawyers, etc.
Generalists/Non-Technical
Commercial and Revenue Of cers, Store Management service, administrative
services, economic offerings, etc.
B) Interviews/Testing Types
MEPCO, H.R. of cer interview is taken by H.R. Director/Assistant/ Panel
And to reach the interview stage, the candidate has to pass in NTS test.
There are two types of this:
NTS
Hire candidate at the stage of internee by seeing the Intermediate result
Quali cation/ Quiz Test
Professional / Technical
Generalist/ Non-Technical
Percentage of Marks in Matric
Obtained % age x 5/100
Obtained % age x 5/100
Percentage of Marks in F.sc, F.A
Obtained % age x 10/ 100
Obtained % age x 8/100
Percentage of Marks in B.com, B.A
Obtained % age x 25/100

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Report: Team Project HRM.1

Obtained% age x 15/100

Percentage of Marks in M.A, M.sc
…
Obtained %age x 15/100
Marks in Quiz Test
Obtained Test marks x 60/100
Obtained Test Marks x 60/100
Total Marks
100
100

C) Selection Criteria
After distribution of seats as consistent with provincial Quota, the standards
for the calculation of marks for the training of initial advantage lists for the
appointment of Of cers age (BPS-sixteen and above) Technical/Non-Technical
Of cers are as under:-
Quali cation/Quiz Test
Percentage of marks in Matriculation
Percentage marks of intermediate
Percentage marks of B.A ,B.Sc
Percentage marks of M.A., M.SC
Marks secured in Quiz Test
Total Marks: 100
NTS Test
MEPCO, take NTS test to hire the employees

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Report: Team Project HRM.1

Selection Criteria for Of cers

(Written Test)

By Current Affairs and Professional test

Only the Candidates are taken into consideration for RecruitmentRecruitment
towards the Posts from BPS-01 to 15, who've domiciles of Company Region.
Quota
All the approved posts of Of cials (BPS-01-15) are allotted to the following
Quotas:-
a) Direct Recruitment Quota 78%.
b) Employees Children Quota 20%.
c). Disabled Quota 02%.
Quali cation Parameters
a) BPS-05 & above As prescribed in Service Rules (Not much less than Matric).
b) BPS-03 & 04 Matriculate. Except for Cook/Waiter.
c) BPS-01 & 02 Middle.
Training and Development
Training and improvement is an essential device in the palms of enterprise for
the motivation of its personnel. Training improves personnel growth and
performance skills, understanding, and attitudes.
Orientation
The newly appointed of cials are given formal orientation education in
Regional Training Centre MEPCO Multan. During orientation, various sectional
heads supply lectures on approximately operating of their formations/sections.
They proportion their Experience and understanding with the newly inducted
of cials. They short them approximately functioning of the enterprise. This
orientation application is usually carried out for two weeks. There is no formal

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Report: Team Project HRM.1

orientation application for subordinate staff. They are but given orientation
through their supervisors informally.
Employee training and development procedures
Training Institutions
Regional Training Centre Multan All classes of the subordinate body of workers
are imparted technical, commercial, ministerial education Circle Training
Centers Helpers & Assistant Lineman are given education.
Job Training is usually supposed for the line and technical body of workers.
Whereas Off Job Training is imparted to of cials and workers, incorporating
lectures, presentations, and video movies in a magni cent room. Departmental
Promotion Exam and education are crucial to advertising personnel for the
following position.
Employee Training and development outcomes
Training Leaders
Employee Empowerment
Traning also increases the employee's ef ciency and helps achieve the goal.
Increase Employee practical knowledge and Skills
These reductions of error will occur
Motivation
Job Security: Most of the positions in MEPCO are of everlasting nature
Career Path: There are possibilities for promoting each class of worker
Job Status / Nuisance Value: Electricity being a crucial want of the humans,
make the task attractive due to its signi cance to the humans
Facilities: Medical, Accommodation, Electricity & Transport centers are
matchless Services as the Backbone of the Economy
Reservation of Quota for Children: Company has reserved 20% of sanctioned
posts in BPS-1 to 15 for personnel children.

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Report: Team Project HRM.1

Bene ts

Pension & Gratuity

Company personnel is paid month-to-month pension, commutation &gratuity
for rendering bene cial offerings on their retirement. They are entitled to a 65%
percent of gross pension as an internet month-to-month pension, and a
relaxation of 35% of the gross pension is commuted and paid as a lump sum at
the authority's prescribed rates.
Family pension
The own circle of relatives of the deceased worker is paid an existence time
month-to-month pension until dying. The partner is paid month-to-month
welfare provided in addition to a pension out of the welfare fund.
Free Electricity Facility
50% loose energy facility is admissible to the retired worker or his circle of
relatives.
Medical Facility
The retired worker & his circle of relatives are permitted to avail medical
facilities/remedy at Company's expense.
Retention of Accommodation
Retired personnel & their circle of relatives are entitled to maintain of cial
lodging for six months after retirement.

Rewards and Compensation

Salary & Allowances
The reimbursement bundle in MEPCO is in keeping with the authority's simple
pay scales.

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House lease allowance

45% & 30% to its personnel relying upon their posting station.
Cash clinical allowance
Rs.1000/- in step with month to personnel in BPS-1 to 15.
Free strength deliver to all MEPCO personnel as in step with their entitlement
Free clinical centers to personnel at their option
Provision of delivery to of cials for the overall performance of an obligation
Accommodation centers MEPCO has its colonies in nearly all of the cities. The
personnel is furnished unfurnished lodging on a rst-come, rst-serve
foundation on availability.
Marriage Grant Rs.20000/- on self-marriage and their daughter's marriage from
welfare fund.
Scholarships to Children of personnel from welfare fund.
Monthly Grant to Widow

Maintenance
In this, we study how MEPCO promotes and protects the physical and mental
health of employees.
Safety
MEPCO offers excessive signi cance to protecting its personnel that is
envisaged through employer policy.
"NO OPERATING CONDITION OR URGENCY OF SERVICE CAN EVER JUSTIFY
ENDANGERING THE LIFE OF ANYONE"

In case of a fatal/nonfatal twist of fate, the own circle of relatives of the worker
is paid repayment as much as Rs. 500,000/-.

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Report: Team Project HRM.1

One child/widow of the deceased worker is given employment as consistent

with quali cation without adopting recruitment procedure.
The Company spends a large quantity on safety equipment to shield personnel
in opposition to any untoward incident.
Monthly Safety parades to teach the signi cance of protection withinside the
thoughts of personnel.
Employees aren't allowed to work without protective equipment.
Supervisors are accountable for work carried out under safe conditions.
HEALTH
MEPCO affords top-notch health centers to its personnel.
The employer has its health center at Multan and dispensaries at Sahiwal,
Bhwp.
The personnel has reimbursed the price of drugs bought from the market.
The Company bore the cost of treatment received from government and private
hospitals.
Communication
MEPCO also takes care of the employee communication in H.R. Department, as
they gave us advanced technology.
Employee directly communicates to the higher level and lower level person.
Employee Relation
MEPCO, H.R. system supports all HRM processes of guiding the employee
relationship life cycle and managing personal data, like goals and planning.

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