Académique Documents
Professionnel Documents
Culture Documents
AN INTERNSHIP REPORT
Submitted To:
Office of Dean
Faculty of Business and Accounting
Lincoln University College, Malaysia
Submitted By:
Prakash Bahadur Karki
LUC Registration No.: LC0003000022
Phoenix College of Management (PCM)
Kathmandu, Nepal
November 2016
DECLARATION
I hereby declare that this internship report entitled “Overseas Operation of RR Group
Nepal Pvt. Limited”of RR Group Nepal Pvt. Limited submitted to PheonixCollege of
Management, Faculty of Business and Accounting, Lincoln University Collegeis
entirely my original work done as per the partial; fulfillment of requirement ofBachelor
of Business Administration (BBA) under the supervision of facilitator Sr. Ass. Prof.
SanjeevPradhan.
The information used in this report is considered precise, consistent and explicable. The
information about the proper execution of the overseas might be inadequate due to the
time restraint.
The author is not conscientious or predisposed, legally against the result and
consequent decisions or findings based on primary data.
…………………………
This internship works on “RR Group Nepal Pvt.Limited”has been prepared for the
partial fulfillment requirement for the degree of Bachelor of Business Administration
(BBA) on 8th semester. It was a great honor to work as an intern atRR GROUP NEPAL
PVT.LTD. It has helped me to gain real working experience in an organization and
broaden my knowledge. I am very thankful to everyone that has helped me to complete
this project and like to extend my sincere gratitude to everyone who has contributed in
the preparation of this report.
My sincere gratitude goes to Dr. Binod Bahadur Khatry principal, as an instructor for
his supervision to bring out the project and for providing the necessary support. In this
regard, I would like to thank the report supervisor Mr: SanjeevPradhan, and all my
teachers and friends for their support and guidance.
I would also like to thank to all the respected personnel of RR Group Nepal Pvt.Ltd. for
their encouragement, suggestion and their guidance, who gave generously gave time
from their busy schedule.
DECLARATION ……………………………………………………i
ACKNOWLEDGEMENT …………………………………………..ii
TABLE OF CONTENT …………………………………………….iii
LIST OF TABLES ……………………………………………….....iv
LIST OF ABBREVIATIONS ……………………………………….v
4.3 Project "Consumer Visa File and Security File Reconciliation . Error! Bookmark
not defined.
4.3.1 Objective of the Project Undertaken ........... Error! Bookmark not defined.
4.3.2 Procedure for Carrying Out the Reconcilitation ........ Error! Bookmark not
defined.
4.3.3Project Team ....................................................... Error! Bookmark not defined.
4.3.4. Scope and Limitations of the Project…………………………………….31
4.3.5 Key Terms to be understood under this Project………………………….31
4.3.6 Documents Enclosed with the Product Loan ……………………………33
4.3.7 Data Interpretation……………………………………………………….38
4.3.8 Analysis of the Reconcilitation Project………………………………….38
4.4 PEST Analysis of RR Group Nepal…………………………………………….39
4.5 SWOT Analysis of RR Group Nepal …………………………………………..41
4.6 Porter's Five Forces Analysis…………………………………………………..45
BIBLIOGRAPHY………………………………………………………49
Abbreviation
KCS Key Control Standard
DU Loan Documentation Unit
BBA Bachelors of Business Administration
GDP Gross Domestic Product
FNCCI Federation of Nepalese Chambers of Commerce & Industry
SME Small Medium Enterprises
PFC Personal Financial Consultant
KYC Know Your Customer
CB Consumer Banking
PEST Analysis Political– legal Economical Socio-cultural Technological
Analysis
NLIC Nepal Life Insurance Company
NPR Nepalese Rupees
USD United States Dollar
EUR European Union currency
VDC Village Development Committee
PAN Personal Account Number
R&D Research and Development
IT/IS Information Technology and Information System
CHAPTER ONE:
INTRODUCTION
1.1Foreign Labour Migration from Nepal
PlansforNepal's developmenthavetendedtopayrelativelylittleattentiontoforeignlabor
migrationandflowsofremittancesbackhome;despiteevidenceof
theirsubstantialimportanceto ruralhouseholds.Foreignlabour migrationis generally seen
asan unfortunate, and essentially marginal,by-product ofa
stagnantruraleconomy. Thisisone of the reasonsfora lack of statistics
inNepalregardinglabour migration andincome from remittances.Governmentagencies did
not begin tomaintainrecords oflabourmigrantsandremittances
untilrecently,andtheinformalnature ofthis economy continuestomakeformalrecording
difficult.Existing and oftencontroversial dataisbasedlargely onestimates.
Foreignlabourmigrationis notwithoutits
negativeimpacts,though. Thetraffickingofwomen,the migrationof childlabourers across
internationalborders (especially to India),nationallabour shortages and the flow
ofimmigrants into Nepal(especiallyfrom India)arephenomena thatoccur
alongsideforeignlabour migration.Policiesrelatedtoforeignlabourmigration mustseekto
address thisrangeof issues.
Karki, 2
CHAPTER TWO
INSTITUTIONALANDLEGALFRAMEWORK
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2.1 A History of Labour Migrations and Institutions
The historyofformallabour administration inNepal isabout 70years old.Itsorigin can be
traced tothe startoforganisedindustry in the 1930's,but national structurestookform
onlyafterthe outbreakofthe
1947labourmovementinBiratnagar. Withtheinstallationofademocratic
governmentin1951, thelabouradministration underwenta process ofreform to cope with
increasinglabour problemsand toundertakelabour welfaremeasures. Theestablishment
of regionallabouroffices inthe 1960s began with thecreationof thefirstlabour officeat
Biratnagar underthe DepartmentofIndustry.ADepartment
ofLabourwasestablishedin1971,followed in 1981byaMinistryofLabour.
Karki, 4
Nepalicitizensbegan toseek work intheGulf countriesandthegovernment
ofNepaltookstepstoformulateforeignlabourrelated regulations
Karki, 5
TheDLEPis themainagencyfor the implementationof Acts,Rulesand Regulations inthe
fieldof labour administrationand industrialrelations. TheDLEP
hasresponsibilityforregisteringforeign employmentcompanies andrecruitingagencies.It
issues recruitmentlicences toforeign employmentcompanies,andhas the powertorenew
or cancel suchlicences.Itworkstopromote programmes offoreignemployment,
collectoverseasemploymentinformation andinitiate training/
welfareactivitiesformigrantworkers.
Karki, 6
social development and improving access to basic infrastructurewhilereducing
regional, gender and ethnicdisparities. Thebasicobjectivesofthe government
withregardtoforeign employment are:
To conduct research into national and internationallabourmarkets;to develop
labormarket communication systems;andactivate employmentexchange
services.
To provide continuityforforeign employment agents, andmake
specialattemptsatits institutionaldevelopment.
Theintentions ofthegovernmentas statedintheninthplan havebeen toincreaseforeign
employment, andtoencourageforeign employmentcompanies bymakingappropriate
changesandamendmentstothe prevailingForeign
EmploymentAct. Towardsthisgoal,thegovernmenthas formulatedthefollowingworking
policies.
In countries where thegreatest possibilitiesforforeign
employmentexist,diplomatic missions ofNepalshallbe
mobilizedandalabourattachshallbe kept inordertoprotecttherightsand
securityof Nepaleseworkers.
A highlevel advisorycommittee shallbe constituted with the participation of
the Ministriesof
LabourandFinance,theNationalPlanningCommissionandforeign
employment organizations,in order toexpandforeign
employmentopportunities andincrementthe reliabilityofagents.
Foreignemploymentinstitutions shallbe established with theparticipation of
the privatesector, forthe developmentofforeignemploymentopportunities.
Training programmers shall beconducted inruraland urbanareaswith
theparticipation oflocal bodies,toincrementemployment.
Toencourageskilledlabourerstoseekforeign or self-employment
opportunities,loans at concessionary
rateswithoutcollateralshouldbeprovided.
Foreign employment servicesand opportunitiesmustbeexpanded, in
ordertocreate afavourableenvironmentforsending
themaximumnumberofNepaleseworkersto the maximumnumber of
countriesfor employment.For this purpose, trainingprogrammesshould
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provideskillstoNepaleseworkers according to the
demandsofforeignemployers. The private sector will be taken
intoconsiderationasan active partnerinthe provisionofsuch training
programmes.
Specialprogrammes shall be conducted to providesecurityforworkers who
are willing to go to aforeigncountry foremploymen
Karki, 8
(Withthe assistanceoftheCommission,transcriptiontraining ofnine
monthswasprovidedto 1,350 unemployed persons ofWestern,Central and Eastern
regions).
2.5 BilateralAgreements
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government permits agenciesto sendworkers include:Qatar, Saudi Arabia,UAE,
Oman,Kuwait, Bahrain,Iraq,Israel,
Maldives,Malaysia,Singapore,HongKong,Brunei,Macao,Saipan,SouthKorea,Kosovo,
Latvia, theSeychellesandSouthAfrica.Ofcourse,there arepeopleworkinglegally
intheUSA,UK, France,Germany,andothercountries too.
2.6 GapsandProblemsinLegislationandImplementation
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oftheDLEPRs. 24,461,640hasbeenpaid tovictims.
TableNo.2.6 PRESENTSTATUSOFTHERECRUITINGAGENCIES
Numberoflicenseholderagencies 334
Numberoflicensecancelled 41
Numberofblacklistedagencies 13
Numberofoperatingemploymentagencies 280
NumberofcasesfiledbytheDepartmentintheDistrictCourt 136
Casesagainsttheagencies 8
Individualcases 128
2.9ProtectionofChildrenandWomen
TheForeign EmploymentAct(1985)andtheLabourAct (1992) also contain provisions
thatspecify underwhichconditionswomen
andminorsshouldnotbeemployed. Theseprovisionsaremade to protect women and
minorsfromhealth hazards,abuse, immoral activities andexploitation. The Government
takes itsstand from 'ILOConvention 111 on Discrimination on Employment and
Occupation'.An amendment totheForeign Employment Actstates
that:"Notwithstandinganything contained elsewhereinthisAct, the license-holder
shallnothave the authority toprovideforeign employment to minors and women."The
Government considers itsmeasurestobeprotective,even though they are actually
discriminatory foradultwomen.Employment in certain countries can onlybeprovided to
women with the permissionof His Majesty's Governmentandtheirguardians. Fornumber
ofyears, thegovernmenthadtotally bannedwomenfromworking in Gulfcountries
followinganincident inwhicha Nepali woman whosufferedgreatly committed
suicide.Such an outright ban,however,was considered discriminatory and has been
Karki, 11
recentlybeenlifted. Today itispossible,but difficult,forawoman toobtain government
approvalto gofor work intheGulf.Asa result ,women continue to travel going to Gulf
countries through other channels.
Karki, 12
CHAPTER THREE
THECHANNELSOFMIGRATIONOUTFLOWS
Karki, 13
3.1Introduction of Manpower
Although people travelingoverseasforwork may useavariety of channelstosecuretheir
jobs and documents,foreignlabourmigrationisbasicallyinthe hand of theprivate
sector.Many Nepalese who go beyondsouth Asiaforwork make useof 'recruiting
agencies', which mainly sendlaborers to countries in the Gulf.Obviously,
suchproceduresare not applicable to those who go to India;where visas, passports
orworkpermits are not required.
Karki, 14
3.1 The Licensed Recruiting Agent Channel
Thefollowing sectionoutlines both formal and informalproceduresin the recruitment
ofprospective labour migrantsbylicensed agents.
TheformalprocedureisdescribedintheForeignLabour Act.
Thefollowingdocumentsarenecessary:
Acopy of power of attorney duly authenticated/attested/ issuedby the
foreign employerinfavour of the recruitingagenttoacton his/her behalf.
A copy of thedemand letterfrom an employercontainingdetailsofvacancies,
whichshouldbedulyauthenticated.
A modeloftheemploymentcontractorservice agreementoutliningwages and
benefits (includingaccommodation,food, medicalfacilitiesandleave).
Acopyof visaadvice/ consular letter/ entry permit,duly authenticated.
3.1.3. SelectionofCandidates
Theselection process isasfollows:
Karki, 15
Once grantedpermissiontorecruit, the recruitment agentsshould publish an
advertisement in authorized daily newspapers to collectapplicationsfrom
interested and qualifiedpersons.
Applicationsreceived/collectedare scrutinizedbyacommitteeand short listed
as per the requirementsof theemployer. Theparticulars ofshort listed
applicants are sentto the employer, if so advised, or are kept readyfor
interviews and final selectionby the employer's selectionteam.
Theemployeror his representatives carry out
interviewsandselectcandidates,for whomthe Agent willprovide all
necessary logistical assistance.
3.1.6. Training
The RecruitmentAgent provides basic pre-departureorientation tothe selectedworkers
beforethey travel abroad.During this orientation,workers learn abouttheirduties and
responsibilitieswhileabroad. Theyarealso provided with firsthandinformationabout the
Karki, 16
work environmentandlabourlaws in thecountry of employment.
3.2 InformalProcedures
Inadditionto theformal procedure specified in
theForeignLabourAct,recruitmentagenciestake anumber offurther stepstosend
clientsoverseas.Interviewswere taken witha range of
recruitmentagenciestoillustratetheir informal proceduresandthecostsinvolved.
Arecruitmentagencymust firstmarketits
servicesindestinationcountriesandmake contact withcompaniesthathavea
demandforlabour.It drawsup contracts, fixesthenumber of labourers
requiredandpaysacommission (at therate of Rs35,000-Rs 40,000perperson).
Karki, 17
destinationcountry. Thesepapersinclude:lettersof demand andpower
ofattorney (which have tobeattested tobytheChamber ofCommerce and
theForeign Ministry);acompanyto companyagreement (betweenthe
potential employer andtheNepalirecruiting agency);an
employmentcontractletter (seeAppendix
8,foranexampleofacontractletter);the company'sregistration papers;anda
receiptfor 2000 Riyal paid totheSaudiArabian government. The
conditionsspecified intheForeignEmploymentActmakeitmandatory that
letters of demand specifywagesnotbelowRs9,500/month, andamaximum
ofeight hours' work per day, sixdaysperweek (i.e.48 hours perweek).
3.3 Costs
Manuallaborers from Nepalwhouse recruitingagencies to goforworkinthe Gulf or to
Malaysia havetopaybetween Rs 70,000-75,000. Thisfigure
includesallcostsinvolvedinthe processing of documents, the medicaltests, andtheprice
of anair ticket.Depending ontheavailability of candidates andtheemployer's urgency,
the cost can be reducedtoaround Rs 55,000.For some skilledlabourers,
thecompanyitself will bear thevisacosts.In such cases,the Nepalese recruiting agency
will charge betweenRs 10,000-15,000only.Recruitingagencies claim that they makea
profitofonlyRs5,000-7,000perlabourer.
[Box 3.1 (below),follows on from the examplegiven above, and details theexpensesof
the recruitingagencyinsendingoneindividualtowork inSaudi Arabia
Table No. 3.3 Expensesofthe recruitingagencyinsendingoneindividualtowork
inSaudi Arabia
BItems Costs(NRs)
1.Commissiontoagent(companyinSaudiArabia) 35,000-40,000
2.AdvertisementinNewspaper 5,000-7,000atonce(dependinguponno.
oflabourers-butgenerally50)
Karki, 18
3.RevenuetoMinistryofLabour150perlabourerinterviewed
4.Taxforthecandidate 1,200(25%offirstmonthlysalary)
5.ProfessionchangeinDhaka 113(80Taka)perlabourer
6.Visafee 1,164(820Taka)perlabourer
7.TranslationofdocumentinArabi 71(50Takka)perlabourer
8.Insurance 350perlabourer
9.AirTicketforLabour 26,000-35,000(perlabourer)
A
largeproportionofillegallabourmigrantshavefoundopportunitiesthroughfamilyconnectio
ns and informal channels.Family connections may enableapersontoarrangea temporary
visa (asa visitorforbusiness orforaseminar/conference).Once theyreach their
destination, an individual makes contact with otherlabourimmigrantswho
canhelptosecure thema job. This isacommon pattern inthecaseofJapan,theUnited
States,andother Europeancountries.
3.5MalpracticesintheRecruitmentandEmploymentofForeign
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LabourMigrants
The recruitment offoreignlabourershasmanyproblems.Reports oflabourers
beingcheatedby recruitment agenciesappear regularly inNepal's
media.Brokersandrecruitment agencies have ruinedmanypeople
fromdisadvantagedeconomicbackgrounds.Peoplestruggletogather money,
eitherbyselling whatever assets they have orbytakinghighinterest
loans.Iftheyarecheated and they lose thismoney, theythenfacevery hard times.
3.5.1 SubagentsorBrokers
The majority of problemsfacedbypotential migrants arise because oftheinvolvement of
subagentsorbrokers. TheForeignEmploymentAct, 1985, givesaregistered recruitment
agency the legal authority to sendNepalese to work in othercountries. These agencies,
however, may alsouse subagents to recruit potentiallabourers.Subagents travel to
villages acrossruralNepal and collect people eager to travel abroadforwork. Potential
candidates are then broughttoa recruitingagent.Subagentsgetpaida commissionfor each
candidate theybring toa recruitingagency.Subagentsare likelytotakepotential
candidatestoarecruitment agency which can offer them thehighest commission.
Subagentsdo nothave any legal status.
When an individual pays money directly toasubagent orDalal(broker) theyrisk being
cheated. Therearecases ofDalals takinggroupsoffourtofive people to Delhi,Bombay or
Dhaka underthepretenceofsending them overseas directly,andthen fleeingwith their
money.Insome cases,Dalals have wona community'sconfidenceby arrangingwork for
several people.After which,they can be cheated more successfully.
3.5.2 AbuseofContracts
Karki, 20
Themostcommon complaint ofmigrantlabourers regardsthe abuseoftheircontracts.
Some receive less salarythan was agreed upon;some find thatthey are not being
employed in the jobthatwas specified, and somehave toworkmore hoursthanwas
stipulated.Peoplecomplain about theharsh conditions of work, thelack
ofmedicaltreatmentandof goingseveralmonthswithouta wage.
3.5.3 FalseCircumstances
3.5.4 ManipulatedDemandLetters
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Nepaleseindifferent partsof the worldarecurrentlyservingjailtermsforworking illegally.
Karki, 22
CHAPTER FOUR
Karki, 23
4.1 CensusData1991and2001
The2001censusdata puts Nepal's absenteepopulation-peoplewho havebeen
abroadforatleast6 monthspriortothe survey- at 762,181 people(Table 4.1). This
accountedfor about 3.2%ofthe country'stotalpopulationor
6%oftheworkingpopulation.Of this absenteepopulation,77% ofpeople were working
inIndiaandtheremaining23%(173,126people)wereworkinginother countries.A
breakdownofthenumberoflabourmigrantsby country is giveninTable 4.1,below. David
Seddonetal (2001) have argued that the totalnumber of Nepal'smigrantworkersmay
beashighas1.1million.Yet,theDepartment ofLabourandEmployment Promotion-
whichprovides permissionforworkers togo abroad-recordsthenumber
ofmigrantworkersat only223,834. These figuresdo not give any
informationonworkerswhohave returned to Nepal,orwhotook permissionto
migrateforworkbutdidnotgo.
4.2 AnalysisbyGender
A genderanalysisofcensus datafortheabsenteepopulationthrowsupsome
interestingfeatures. Overall, 10.8%of theabsenteepopulation were womenand
about83%ofthemwenttoIndiafor work.Only 17% offemalelabour migrantswent to other
countriesforwork.Although thecensus reportsthat only around 2,000 women are
working inthe Gulf (seeTable4.1, below),arange of differentestimatesclaimthat
Karki, 24
4.3 ForeignLabourMigrantsandTypesofWork
The 2001census askedpeoplewho had previously migratedforwork to detailthe 'type
ofwork' thattheywere engaged in (seeTable 4.2). The majority of migrants (66.41%)
listed theirwork as personal service;asmallernumber (12.3%)recorded their workas
institutional service anda minorityofpeople(4.16%) listed therework as
4.4AgeandEducationDataforForeignLabourMigrants
4.5EthnicandClassBackgroundofForeignLabourMigrants
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studies,however,canonlyofferusapartialpicture.
Ethnicgroups like theGurungsandMagars fromcentral Nepal andRaisand Limbus from
eastern Nepal have traditionallyworked intheIndianand Britisharmies. They remain
predominant in today'smigrant population.Migrantworkers fromGurungandMagar
communities are concentrated in army jobs, andinhigh payingcountries (likeJapan,
Singapore,BruneiandSaipan)wherethey find work assecurityguards
Karki, 26
5.1 CONCLUSION
An internship is an educational plan which integrates classroom knowledge and
practical work experience in industrial, business, or government work situations. It
allows students to have opportunity to imply academic theories and principles to
action, to test out career interests and to develop skills and abilities through carefully
planned and supervised programs related to the career of their choice.
5.2 Findings
Customers were not given main priority
Full information was not given to internee
Employees were put under pressure
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Too many intern under one department
Staffs are not trained properly
Lack of communication between HOD and Line Manager
5.3 Recommendations
A customer is the first priority so they should be given more attentions and
complaints of the customer should be promptly responded
Organization should provide full information to the internee
It is observed that the employees were overburdened because of heavy
workload so they have to stay at head office till late at night. Though they are
remunerated their efficiency is affected. Proper time management or hiring
more employees can reduce their work
Too many interns should not be placed in one department which may lead to
mixing up of works and consequently the co-workers are not satisfied with the
works of interns.
All the staffs should be properly trained to use the software
There should be good communication between head office, corporate office
and the branches
The organization should also show some responsibilities towards the society,
by organizing different social program, sponsoring and promoting educational
and health program.
The organization should monitor the behavior and attendance of the interns so
that they are encouraged to be at their best and feel like a part of their
organization.
Karki, 28
REFERENCES / BIBLIOGRAPHY
http://www.acetravels.com/blog
http://www.sky overseas.com/np
http://www.tugberkugurlu.com/archive/definintion-of-tourism-unwto-definition-of-
tourism-what-is-tourism (Macintosh)
www. nepaladvisor.com
http://www2.unwto.org/
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