Académique Documents
Professionnel Documents
Culture Documents
Name of Student:
Maryam Khokhar
bc090202154
Evaluation Criteria
Written Work Status
.
Students ID:
Credit Hours: 6
(Final Project)
Presentation & Viva
Voce
Final Result
Result
Pass
Eligible
Conditionally Accepted
(bc090202154) Report
Internship
Submitted Date: 29.08.2014
Time: 2:50 pm
BS-BA
Major HRM
2014
VIRTUAL UNIVERSITY OF PAKISTAN
BC090202154
Maryam Khokhar
Virtual University[I of
Pakistan
have got the Experience of working as an internee in
[Virtual
University of
Pakistan]
[0311-8996116]
[0331-0479295]
10/07/2014
1. TITLE PAGE
Students Name:
Khokhar
Ms. Maryam
Name of Internee:
Khokhar
Ms. Maryam
Students ID:
bc090202154
Session:
2014
Submission Date:
Submitted to:
Virtual
HR department of
University of Pakistan
Submitted by:
Khokhar
Ms. Maryam
Name of Organization:
COMMERCIAL
TECHNO-
Virtual University
Logo:
2. LETTER OF UNDERTAKING:
INTERNSHIP CERTIFICATE
4. DEDICATION
I dedicate this report to my beloved mother, who
helped me a lot in throughout my studies. I also want
dedicate it to the Virtual university of Pakistan.
5. ACKNOWLEDGMENT
First of all, I am thankful to ALMIGHTY ALLAH, the
most Merciful, The most beneficial, who gave me so
much strength to work with TECHNO-COMMERCIAL,
and gave me so much strength to complete this report.
This report has been made for the honors program of
Virtual University of Pakistan.
I implemented all the studies which I have learned in
the last previous seven semesters.
It was the real effort for me to apply those studies
practically during the internship and my reports would
not have been possible without the help of my seniors
Mr. Ahsan and Mrs. Salman Khan.
Besides all, I would like to thanks my Almighty Allah
who has given me so much strength to implement my
seven year studies in this report.
6. EXECUTIVE SUMMARY
TITLE: An internship Report on TECHNO-COMMERCIAL
Purpose of Report
My learnings with TECHNO-COMMERCIAL begins with
joining the organization. It has gone 9 weeks with
them. My internship report contains all the information
and all about my work experience that what I learned
during the nine weeks with them.
My report is divided in sections which are highlighted
with a heading. I have mentioned very briefly all the
needed information in every section of the report.
I have collected the required information from books,
journals, researched over internet and consulted the
companys brusher.
I have tried my level best to make this report in a very
comprehensive way that anyone could get benefit from
it.
7. TABLE OF CONTENT
Sr.
Content
No.
Page #
Title page
Letter of undertaking
Dedication
Acknowledgement
Executive summary
10
Table of content
12
16
c. Product line
17
d.Competitors
66
10
14
Organizational structure
9
13
78
78
78
79
79
81
82
Training program
11
82
82
program
Analysis of HR functions
a.Human resource planning and
85
85
forecasting
b.Employee recruitment and
selection
12
89
99
108
113
117
119
120
Management
Function of HR department
121
14
Structure of HR department
124
15
Critical analysis
126
16
129
17
Conclusion
134
18
Recommendations
137
19
141
20
Annexes
147
8. OVERVIEW OF THE
ORGANIZATION
Introduction to the TECHNO-COMMERCIAL
TECHNO-COMMERCIAL has experience in providing
quality product and service support for testing and
TECHNO-COMMERCIAL
IMPORTERS
INSTRUMENTS, SURVEYING
EQUIPMENTS
MR. EJAZ RASHID QURESHI
(Managing Partner)
+92-42-37584390
+92-42-37587441
+92-042-37581771
937 LAHORE, PAKISTAN
eswaat@brain.net.pk
www.technoINDUSTRIAL INSPECTION
AUTOMATION CONTROLS,
WEIGHING FEEDING
EQUIPMENTS
Video Boroscopes
Rigid Boroscopes
Fiber Boroscopes
PTZ cameras
Robotic Crawlers
d. Competitors
Following are some competitors of TECHNO-COMMERCIAL
which include Exporters, Manufacturers, Traders and Business
Entities working in Lahore.
Company Name
Contact
Person
1.GRS TEXTILES (PVT) LTD
MR. EJAZ
RASOOL
2.EJAZ CORPORATION
MR. EJAZ U
DEEN
3.FAZAL CARPETS
MR. EJAZ UR
REHMAN
4.NEW DINS ESTATE
MR. ELWIN
JALAL
DIN
5.SURGE ENTERPRISES
MR. EMAD
YASEEN
SAEED
9. ORGANIZATIONAL
STRUCTURE
a. Organizational hierarchy chart
1
84
44
128
2. Finance department:
Making salary sheets:
I was given the responsibility to make salary sheets
of the employees. I was given the employee data
with which I prepare the reports and then handover
201452
Name of employee :
Basic salary:
8,000
Department name:
Finance
Transport allowance:
2,500
Designation:
supervisor
Financial year:
2014
Date of joining:
Special allowance:
1,400
Other allowances:
1,500
Total:
13,400
Gratuity:
1,250
Leaves:
Absentees:
Gross salary:
12,150
Taxes:
250
Net salary:
11,900
12. ANALYSIS OF HR
FUNCTIONS
a. Human resource planning and
forecasting.
Forecasting HR requirements
Creative Recruiting:
approaches
resources requirement
to
forecast
its
human
based
forecasting
model:
Relationship
between
assist
sales
in
forecasting.
demand
and
This
is
also
convenient
for
the
outsides
of
the
the
country
job.
who
meet
the
TECHNO-COMMERCIAL
external
sources
that
is
outside
the
organization.
TECHNO-COMMERCIAL Internal sources
Some internal sources of requirements are given below
Job posting and bidding:
The major means for recruiting employees for jobs
within the organization is job posting and bidding. Job
posting and bidding is the system in which the
employer provides the notice of job opening, and
employee respond by applying the specific opening.
Employees friend:
of
employees
are
In
TECHNO-COMMERCIAL
the
employees
are
Others
are
upgrading
and
demoted
of
present
of
candidates
1
one
of
our
main
is
referrals
and
1. Promotion
s
2. Transfers
3. Demotion
s
4. Retiremen
t
5. Upgrading
every
now
and
then.
They
screen
those
and
is
mailed
to
every
selected
application.
3.
Job opening
1
Employee
application /
application
forms
Initial
screening
Testing
Background
investigation
Job placement
Additional
interview
1
Interviewin
g
Employee development
Identify
training
Develop
criteria
Pretest
trainees
Select training
Virtual University ofmethods
Pakistan
Conduct
training
Training
outcomes
d. Performance management
Performance management refers to the enduring
course of action of setting goals, manager
evaluation, self assessment, training, and
development planning and performance evaluation.
Performance management is all about measuring the
performance of the employees. Setting pre standards
for employees is the first step. Then their
performance is evaluated according to the pre
determine standards.
Team spirit
Dependability
Computer literacy
planning
organizing
definition of the
category
Percentage
of the total
number of
employees
who can be
rated in
this
Indicate exceptional
performance
9%
Very Good
15%
Good
25%
Fair
8%
Satisfactory
Indicate satisfactory
performance that is one
scale lower than fair
3%
5%
Basic pay
Medical insurance.
Travel policy.
House allowance.
Promotions.
Holiday:
a) Annual leaves:
25 annual leaves are allotted to every
person working in TECHNO-COMMERCIAL.
That is they can enjoy 25 leaves annually.
They have choice they can take leave
whenever they need it.
b) Casual leaves:
There are 15 casual leaves for administrative
staff and 10, 10 leaves for office and junior
respectively.
c) Sick leaves:
There are 10 sick leaves for all the
employees.
d) Maternity leaves:
Promotion
1
Transfer
Demotion
g. Separations
Separation means the termination of jobs, means
separation from the organization. It is done either
with layoffs, or termination, resignation and
retirement.
Layoffs
Layoffs means to fire the employee from their
current job. It could be either because of
misconduct, or on poor performance or because of
disciplinary grounds.
Layoffs can be permanent or temporary. A
temporary layoff is like a warning for the employee
that if e/she is not going to improve his/her
performance, he/she could be layoff permanently.
Termination
Termination from the job is also a separation due
to misconduct or poor performance. Termination is
usually granted after giving written and verbal
warnings due to poor performance. Often the
employee is given one month notice before the
final termination is decided.
Resignation
13. FUNCTION OF HR
DEPARTMENT
Human resources planning is the term used to describe
how companies certify that their staff is the right staff
to do the jobs. Sub topics include planning for staff
recruitment, planning for candidate search, training
and skills analysis and much more.
The basic functions of HR department are written as
following:
1.HR planning
2.Job emulation
3.Job analysis
4.Develop job description
5.Employees promotion and transfer
6.Recruitment and selection of people
7.Record maintenance
8.Training and development (T & D)
9.Compensation and benefits
10.
Layoff
5.
Termination
6.
Resignation
7.
Retirement
14. STRUCTURE OF HR
DEPARTMENT
Operational department
2.
3.
Finance department
4.
Marketing department
Politics
1
Favoritism
Imported machinery:
Employee performance
Workload:
Payment of salary:
The payment of salaries is done on every 15th
of the month. I have observed that many
employees are unhappy with this decision.
Mostly they need the payment in the first week
of the month as they have to clear fees and
other expenses. But the company gives the
salary after 15th of every month.
Strengths:
TECHNO-COMMERCIAL has a very large number of
motivated employees. They now that the profit
which the organization earns will be distributed
Weaknesses:
With strengths, TECHNO-COMMERCIAL has certain
weaknesses as well which are stated as under:
I have observed that the attitude of seniors with
the juniors is not good. The seniors treat badly
Opportunities:
Threats:
17. CONCLUSION
The overall structure of TECHNO-COMMERCIAL is
excellent. I am very proud to complete my internship
from this organization. During my stay in TECHNOCOMMERCIAL I got a real chance to put my four years
study practically in an organization. I am very elated to
complete my internship from this organization.
The main purpose of the internship is to fulfill the
requirement of virtual university of Pakistan.
I have learned a lot during my internship period. I have
gone through the professionalism.
organization.
There is lack of good communication between the
workers of TECHNO-COMMERCIAL.
Some employees of TECHNO-COMMERCIAL are
designated people.
According to the cash flow statement and the
certified company
The company has very vivid chances to succeed.
18. RECOMMONDATION
According to my observations and my stay and
learning during the stay in TECHNO-COMMERCIAL, I
have some recommendations for the organization.
TECHNO-COMMERCIAL should pay a very critical
attention on the employee and employer
relationship. It could introduce such an atmosphere
where the seniors behave well and in polite
manner with their sub ordinates.
I have found that at the lower level of the
organization, there is lack of skilled workers.
TECHNO-COMMERCIAL should arrange trainings for
their unskilled workers.
1.
R.B
Hisrich
and
Peter
Michael
4.
7th edition.
1
edition.
9.
10.
11.
12.
Wayne
F-Cascio;
reference
used
for
HR
Handout
of
human
resource
management
MGT501
15.
Oct, 2000
by Paul
18.
19.
Employee
Benefit
written
by
Carter
Human
resource
management
10th
edition
Gerry Desler.
21.
20. ANNEXES
a) Job description form.
b) Appointment letter.
c) Letter of regular appointment.
d) Letter of temporary appointment.
e) Leave application form.
f) Performance appraisal form.
g) Interview evaluation form.
h) Exit form
i) Clearance form
j) Evaluation form
k) Employee card
The End