Improved and Revised Internship Report Maryam 1

Internship Report

Virtual University of Pakistan Evaluation Sheet for Final Project

Spring 2014

HRMI620: Internship Report (HRM)

Credit Hours: 6

Evaluation CriteriaResult

Written Work Status

(Final Project)Pass

Presentation & Viva Voce Eligible

Final Result

Name of Student:Maryam Khokhar. Students ID:bc090202154Organization: Tech Commercial.Conditionally Accepted

As your Internship Report has been evaluated and you are declared as pass in written work, you are now advised to start preparing yourself for presentation & viva voce. Read the guidelines for presentation & viva voce (Lesson: 06) uploaded on VULMS of the course. Also follow the presentation template to design your presentation power point slides.. Although, you have been declared as PASS but improvements are required in Opportunity section. You are required to incorporate in your slides. Failure in complying the given instructions can result in undesirable results.

The scheduling for presentation & viva voce is in progress. As soon as your presentation is scheduled, you will be intimated at your VU e-mail ID.

Best of Luck.d Internship Report Spring 2014 (bc090202154)Submitted Date: 29.08.2014

Time: 2:50 pm

1. TITLE PAGEStudents Name:

Ms. Maryam Khokhar

Name of Internee:

Ms. Maryam Khokhar

Students ID:

bc090202154

Session:

April 2009 to Sep 2014

Submission Date:

18th July, 2014Submitted to:

HR department of Virtual

University of Pakistan

Submitted by:

Ms. Maryam Khokhar

Mailing Address:

33-A, Aziz Road Misri Shah

Lahore

Name of Organization:

TECHNO-COMMERCIALName of the University:

Virtual University Of Pakistan

Logo:

2. LETTER OF UNDERTAKING:3. SCANNED COPY OF THE INTERNSHIP CERTIFICATE4. DEDICATIONI 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. ACKNOWLEDGMENTFirst 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. My work and experience of working with TECHNO-COMMERCIAL is the collection of my hard work and observations.

6. EXECUTIVE SUMMARYTITLE: An internship Report on TECHNO-COMMERCIALPurpose 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.

I am sure my report going to be satisfactory for my instructor, and the HR team.

Department of business administration demands every student of BBA program to go a process of 2 month internship program and to submit the report based on the observations and work done during the training process. It is actually the review of any organization currently running its business, having its competitors .The study of the functions of the human resources department is the main purpose of this internship. It is also meant for finding the weaknesses and shortcomings and then giving the suggestions for improvement.

In first part of report i write down the introduction of organization and brief description of all departments. Later on I have made the internship program very briefly. Then I wrote the analysis of HR department. I have shown the hierarchy of the HR department as well. Then I have made critical analysis of the organization. Then later on in the end of the report, I have conducted the SWOT analysis of the organization in a very comprehensive manner.7. TABLE OF CONTENT

Sr.No.ContentPage #

1Title page1

2Letter of undertaking5

3Scanned copy of internship certificate7

4Dedication 8

5Acknowledgement 9

6Executive summary10

7Table of content 12

8Overview of the organizationa. Brief introduction to the organizations business sectorb. Head office address

c. Product lined. Competitors 1314

16

17

66

9Organizational structurea. Organizational hierarchy chart

Ng Comments on the organizational structure7878

78

10Internship activity plan

a. A brief introduction to the organization

b. Number of employees working in the branchc. Starting and ending date of my internship

d. Names of department in which I got training79

79

81

82

11Training programa. Departments in which I got training during my training program8282

12Analysis of HR functionsa. Human resource planning and forecasting

b. Employee recruitment and selectionc. Training and Developmentd. Performance management

e. Employee compensation and benefits

f. Organizational Career Management

g. Separation

h. Labor management relation8585

8999

108

113

117

119

120

13Function of HR department121

14Structure of HR department124

15Critical analysis126

16SWOT analysis of the whole business sector129

17Conclusion 134

18Recommendations 137

19 References and sources141

20Annexes147

8. OVERVIEW OF THE ORGANIZATION

Introduction to the TECHNO-COMMERCIALTECHNO-COMMERCIAL has experience in providing quality product and service support for testing and measurements in the field of NDT and automation controls.As the name implies they render technical and commercial assistant to the industry in the following fields.

Material testing equipment/System and consumable for inspection Industrial automation and control instrumentation

Preventive maintenance equipment for condition monitoring and shaft alignment of rotating machines Industrial weigh feeders belt (conveyer) weigh scales vibrating screens.

TECHNO-COMMERCIAL deal with the sale and purchase of firm machinery. It also does investment in big projects and has their benefits.

TECHNO-COMMERCIAL deal with the manufacturing of machinery by using labor, machines and tools as input to produce machinery as output.

a. Brief introduction of the organizations business sectorTECHNO-COMMERCIAL was founded in 1985 and they are in the business of production of machinery since last 30 years. As a import company, TECHNO-COMMERCIAL manufactures and markets innovative and quality products, which offer real machinery solutions. TECHNO-COMMERCIAL represents reputed manufacturers with advanced technology from the most developed countries. They book CNF orders for their principle and also import from reputed manufactures around the world for their customer requirement. Local supplies are made through either from stock or through prompt imports. They also incorporate after sale services.

TECHNO-COMMERCIAL is the First Company in Pakistan to win ISO 9001 certification by SGS, a world-renowned quality certifying body, which itself speaks of its very high & globally accepted standards of quality reassurance supported by its development activities. The incorporation of quality system of ISO 9001 augments.TECHNO-COMMERCIAL offer a wide range of products ranging from all types of machinery from all over the world imported. TECHNO-COMMERCIAL is strongly committed to adherence to the standards laid down by internationally accepted official monographs. TECHNO-COMMERCIAL quality control and product development activities are very well supported.TECHNO-COMMERCIAL is continuously determined to endow with better services to customers all over Pakistan with a well-trained and chivalrous staff. All new and old machineries are repaired under strict attention of highly skilled and experienced engineers. Dedicated staff present at all TECHNO-COMMERCIAL Centers performs its duty diligently using the latest software and state-of-the-art laboratory that is equipped with all the necessary tools.

TECHNO-COMMERCIAL offers new development in modern technology step further so rapidly that it becomes rather difficult to catch up with industrial engineering. As the name implies, TECHNO-COMMERCIAL are the registered firm rendering both technical and commercial assistance in the industrial instrumentation/Automation controls. Flow regulation equipment and material testing instruments and systems. TECHNO-COMMERCIAL deal with testing equipment and instruments, non destructive test equipments and industrial instruments.b. Head office address:Company Name:

TECHNO-COMMERCIALBusiness Type:

IMPORTERS

Categories:INSTRUMENTS, SURVEYING EQUIPMENTS

Contact Person: MR. EJAZ RASHID QURESHI (Managing Partner)

Phone Number:

+92-42-37584390

+92-42-37587441Fax:

+92-042-37581771G.P.O box:

937 LAHORE, PAKISTAN

Email:

[email protected] Website:

www.techno-commercial.comProducts & Services: INDUSTRIAL INSPECTION AUTOMATION CONTROLS, WEIGHING FEEDING EQUIPMENTS

Address:18-24, FARID PLAZA, 65-MAIN MARKET SHADMAN LAHORE 54000Post Code:54000

c. Product lines (complete range of products, services)Material testing/Inspection equipment Ultrasonic Flaw Detectors Thickness Gauges Hardness Testers Crack Depth Coating Thickness Gauges Pin Hole Directors Eddy Current Crack Detectors Heat Exchanger Tube Testing Equipment Dye Paneprant Testing Reagents Portable and Mobile Industrial X-Ray units. Radiographic Imaging Inspection SystemMaintenance-Workshop Instruments. Condition Monitoring Equipments

Vibration Meters/Analyzers Balancing Equipment

Bearing Industrial Heaters

Laser Aided Shaft Alignment instruments.

Automation controls Process Instruments Flow meters

Controllers

Totalizers Rotameters

Ovalwheel Flow Meters Temperature Pressure Gauges Controllers

Recorders

Safety Valves Steam Pressure Reducing Valves

Boiler controls

Steam Tapes

Valves Proximity Sensors

Photoelectric Sensors

Intrinsic Safety and Ex. Devices/Systems for PLC

Zener Barriers Speed Measuring Device

Isolating Relays

Industrial weigh Feeders

Belt (Conveyer) Weigh Scales Vibrating Screens

Krautkramer

UltraSonic Testing System

UltraSonic Flaw Detectors Thickness Gauges

Hardness testers

Probes

SEIFERT

Eresco MF3 Portable X-Ray Equipment

Isovolt Stationary /Mobile X-Ray Equipment Radioscopic Inspection System

Wheel inspection System

X-ray inspection system

Weld inspection

3-D computed Tomography Image Enhancement

Automatic image evaluation

AGFA NDT

Structurix Film system

Film Processing chemicals and Equipment

Film digitizers

Image Intensifying Screen

Portable Computed Radiography Scanners

HOCKING

Single Frequency Eddy Current Testing Equipment for Corrosion and crack detection Dual Frequency Eddy current testing equipment for Corrosion and crack detection Wheel Scan inspection system

Electrical conductivity meter

EVEREST VIT

Video Boroscopes

Rigid Boroscopes

Fiber Boroscopes

PTZ cameras

Robotic Crawlers

Light sources

d. CompetitorsFollowing 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

SAEED9. ORGANIZATIONAL STRUCTUREa. Organizational hierarchy chartOrganizational hierarchy is the formal framework by which job tasks are divided, grouped and coordinated.

b. Comments on the organizational structure

DepartmentalizationA TECHNO-COMMERCIAL is divided into different departments. Everyone has their relevant skills in their respective department. There are many departments in TECHNO-COMMERCIAL, mainly HR department, finance department, operational department, marketing department etc.

Chain of commandThe chain of command in TECHNO-COMMERCIAL is from top to bottom.

Span of controlEmployees are well skilled in this structure so they need less training and supervision.

Formalization

In TECHNO-COMMERCIAL, every work is highly formalized. It is wide in its nature.10. INTERNSHIP ACTIVITY PLANa. A brief introduction to the organization

Methodology of Research:

I went through the all functions and processes of the human resources department of the organization e.g. job analysis, recruitment, staffing, Training & Development employers training, performance appraisal processes, compensation packages, retention of employees etc

The report is prepared after doing the 7 week internship in TECHNO-COMMERCIAL.

The methodology of report for collecting data is primary as well as secondary.The main source of information is my personal observations.

Primary data included personal information and interviewing the staff whereas the secondary data include manuals, journals, magazines, newspapers, annual reports and internet.

b. Number of employees working in the branch.

The overall strength of employees of TECHNO-COMMERCIAL are given below:

Employee strength:

Permanent:

84

Temporary on contract basis:

44

Total employees:

128

There are 128 employees in TECHNO-COMMERCIAL where I did my internship program.

c. Starting and ending date of my internshipStarting date: May 26th, 2014Ending Date: July 10th, 2014d. Names of the department in which I got training.Following are the names of departments in which I got training during my internship program.

1. HR department

2. Operational department

3. Finance department

4. Marketing department

11. TRAINING PROGRAMDepartments where I got training during my internship:

1. Human resource department:

Maintaining CVs which company receives:

Every on and off, TECHNO-COMMERCIAL advertises for new jobs for which a large number of CVs are received. I was given task to maintain the record of those CVs, print out those CVs and handover them to the HR manager.

Maintaining the employee card:

My responsibility over there was to maintain employee card. Employee card is a card in hard copy which contains the employee name, designation, department etc.

Performance evaluation:

It is recently introduced in TECHNO-COMMERCIAL where employees performances are evaluated monthly. And they are given incentives on good performance. My duty there was to observe the certain work of employees, write down those evaluations and hand over them to the HR manager. Being an internee how you can perform these tasks. Being an internee, I performed these tasks as I am the regular employee of the company.IF you are doing job in Techno Commercial then you are not eligible for the course of HRMI620 as per the rules mentioned in student handbook.

You are advised to send your offer letter as an employee to virtual university of Pakistan. i want to clarify thatI AM NOT AN EMPLOYEE OF TECHNO COMMERCIAL.the above mentioned line was written in another sense and where i have written "employee" that was written bymistakenly"

and in the above highlighted sentence was writtenby mistakenly.I am not an employee of the techno commercial. i worked there as an internee for my internship program.I was working as an internee and I was given specific tasks among them for the performance evaluation, I was given the task of observing the various employee performance and I was asked to write down these performances and handover it to the HR manager. By this report he announces incentives for good performance. Still needs clarification. Can incentives be awarded on the report of an internee. Recruitment of new employees:

In TECHNO-COMMERCIAL, every now and then new employees are hired after careful recruitment. I was given the duty to stay with the HR manager as an assistant during the interview of the new employees.

Maintain employee data:

Data of each employee is maintained in HR department. When a new employee joins TECHNO-COMMERCIAL, he/she submits their documents, qualification certificates. I was given the duty to maintain the employee personal data.

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 to the finance manager. How did you prepare the salary sheets. There I was given specific data on hard copy where roughly employee specific data was written. For instance employee ID, its basic salary, its allowances, its leaves, its absentees, etc.Then I enter those all information of the employees in an excel worksheet and then after entering those information I calculate that employees basic salary. And made a hard copy of each.

For instance

The information which I was given by the finance manager and then I enter all the info in excel worksheet are;

Employee ID

Name of employee

Basic salary

Department name

Transport allowance

Designation

Financial year

Date of joining

Special allowance

Other allowances

Total

Gratuity

Leaves

Absentees

Gross salary

Net salary

These all captions are entered in excel worksheet and the data about every caption is also given by the finance manager and then I enter all the information in the excel worksheet and prepare the salary sheet.

And after making those salary sheets on excel worksheet, I made out prints on hard copy and then hand it over to the finance manager.

Salary sheets are made on monthly basis and I was provided with the needed information on every 5 of the every month and I was asked to prepare all the salary sheets before 10 of that month.

A sample salary sheet is given as under:

Employee ID:

201452

Name of employee:

Mr. Arslan Shah

Basic salary:

8,000

Department name:

Finance

Transport allowance:

2,500

Designation:

supervisor

Financial year:

2014

Date of joining:

September 21, 2012

Special allowance:

1,400

Other allowances:

1,500

Total:

13,400 Gratuity:

1,250

Leaves:

3

Absentees:

0

Gross salary:

12,150

Taxes:

250

Net salary:

11,900I enter these all information in the excel salary sheets and after necessary calculations, I made those salary sheets and take out their print outs and hand it over to the finance manager before every 10th of the month.I worked there almost two months and I made salary sheets two times in the period I stayed there. Daily cash entries:

I was given the task to daily record the cash entries and make their excel file of those cash entries and then submit over to the finance manager.

Recording the expenses on daily basis:

I was given the responsibility to manage and record daily expenses. As the expense occur, I was use to enter them in excel sheets.

12. ANALYSIS OF HR FUNCTIONSa. Human resource planning and forecasting.

Forecasting HR requirements

Forecasting is the process of anticipating an organizations future human resource needs and then making action plans in according with those planning.

Forecasting human resource engage determining the number and type of employees needed by skill, level and location. To forecast, the human resource manager looks to both internal sources (present employees) and external sources (the labor market). Then HR establishes whether they have surplus or shortage of employees. HR reduces the number of employees if surplus is anticipated. Some of these methods embrace restricted hiring, early retirements, and layoffs. If shortage is forecasted, the HR obtains the appropriate quantity and quality of workers from outside the organization. In this case, external recruitment and selection is required. Surplus of Employees Forecasted: a) Restricted Hiring: In restricted hiring policy the HR reduces the labor force by not replacing employees who leave. b) Early Retirement: Early retirement of a few present employees is another means of dropping the supply of workers.c) Layoffs: At times the organization has no choice but to lay off part of its workers. Shortage of Workers Forecasted: During shortage of workers, organizations had to intensify their efforts to recruit the necessary people to meet the needs of the organization. a) Creative Recruiting: Shortage of personnel often means that new approaches of recruiting must be used. The organizations have to recruit employees in different unit according to their skills. b) Different selection standards: Another approach for dealing with shortages of workers is the lowering of employment standards. Selection criteria that screen out certain workers alter to ensure that enough people are available to fill jobs. Instead of desiring extensive work experience, the organization hires an inexperienced worker and trains him or her to do the job. Forecasting Involves Two Activities: Monitoring current HR programs and personnel staffing levels

Investigating future HR needs and concerns

Human resource planning means a process by which managers ensure have right numbers and kind of employees in the right place and at the right time, who perform their duties with efficiency and effectiveness.

Human resource planning and forecasting is done with the help of two steps.

(1) Assessing current human resources and (2) Assessing future human resource needs.

In TECHNO-COMMERCIAL General Manager (HR) distributes a pro forma for getting knowledge about vacant post. With the help of this information knowledge about vacant posts are 29 at all the institutions and other department of the TECHNO-COMMERCIAL. According to current assessment now a day total number of employees in TECHNO-COMMERCIAL are working 110. With the help of Human Resource

Planning and forecasting higher authority will be in a position that they fulfill the future need of human resource for achieving the organizational goals and strategies. No-doubt demand for employees is the result of demand of

The institutions in all over the Punjab. Day to day number of institutions is increasing as a result human resource will be increased. Another cause for new hiring is that already most of sanctioned posts are vacant.

So after getting full information about vacant posts and new posts for

New institutions then authority will be in a position to fulfill the future demand. So Human resource planning in TECHNO-COMMERCIAL is a good sign for getting future objective/goals.

Methods to forecast HR needs

In TECHNO-COMMERCIAL method to forecasting HR needs is:

Methods to forecast HR needs

HR department in TECHNO-COMMERCIAL uses following approaches to forecast its human resources requirement

Firstly they used zero based forecasting techniques that use current level as starting point for determining future staffing needs.

Secondly they adopt bottom up approach at each level of organization, starting with lowest, forecasts its requirements to provide aggregate of employment needs.

Mathematical model: assist in forecasting. Relationship between sales demand and number of employees needed is positive one.

Bottom up approach:

The HR department in consent with the department head and Regional Director suggest how much employees must be in each department for proper working.

b. Employee recruitment and selection

Employees recruitment &selection Sources of candidates

Internal sources

External sources

Employment selection process

Recruiting refers to the process of attracting potential job applicants from the available labor force. Every organization must be able to attract a sufficient number of the job candidates who have the abilities and aptitudes needed to help the organization to achieve its objectives.

TECHNO-COMMERCIAL Sources of candidates

While hiring, TECHNO-COMMERCIAL has an internal as well as external pool of employees. The current employees are the internal sources for recruitment. Whenever a position is vacant, the organization posts the vacancy internally and search for a suitable candidates. This is also convenient for the organization as it reduces the search time, cost and also serves as motivator for the employees.

External source includes all the people within or sometimes, outsides the country who meet the requirements of the job. TECHNO-COMMERCIAL publishes the job advertisements in newspapers and on websites, they are searching for the candidates through 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:

While recruiting, the friends of employees are considers and warmly welcomed.

Transfers

In TECHNO-COMMERCIAL the employees are transferred from one department to another according to their efficacy and experience. It helps in enhancing the abilities and efficiencies of the employees.

Promotion

The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience

Upgrading and demotion

Others are upgrading and demoted of present employees according to their performance.

Retired and retrenched employees

Retired and retrenched employees are recruited once again in case of shortage of qualified personnel or increase in load work. Recruitment such people save time and cost of the organizations as the people is already aware of the organizational culture and the policies and procedures.

Decreased employees and disabled

The dependent and relatives of decreased employees and disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy others.

External sources:

Some external sources of requirements are given below

online advertising

Print advertising

Referrals/recommendations: one of our main sources of candidates is referrals and recommendations from other candidates who we have placed.

Employment exchanges

Government establishes public employment exchanges throughout the country these exchanges provide job information to job seekers and help employers in identifying suitable candidate Employment selection process

Employee recruitment and selection:

In TECHNO-COMMERCIAL, employees are recruited every now and then.

The sources of recruitment is either

External or

Internal

External sources include:

Internal sources include:

Employment selection process

Excellent employee selection starts with the main elements of the job description and the success factors. With the job parameters, responsibilities and skills /knowledge and abilities lay out, the interview assessment becomes much straighter forward. The next step is to define which elements are most important and rank weight them accordingly 3-4 from each section sensible and do this before interviewing the candidates.

The HR department is using the following steps:

1. A huge number of applications are received every now and then. They screen those applications. The screened applications are called for interviews.

2. In the next step, the screened applications are being considered. An HRD interview schedule is prepared and is mailed to every selected application.

3. In the next step, a very comprehensive and preliminary interview is conducted by reporting officer, second by department head and the final interview are conducted by the M.D/Director. The number of interviews depends upon the seniority of the position.

4. Background investigation: The Next Step in the selection process is to undertake an investigation of those Applicants who have been selected finally. The verification is done about their professional experience, character and pay structure that they told in the interview. Many employees are dropped because of their false statements given about their pay structure in the interviews.

5. Final employment decision: Those individuals who performed successfully in the employment tests and the comprehensive interview and are not eliminated are examined and the best one is called for the required job. The left candidates are separated and called next time when the required vacancy is available

Selection process Flowchart:

c. Training and development

Training is the vital part of any organization. Training gives the employees both new and old, the edge and the standard to work with.

New employee training programs give employees the information they need to protect themselves and others at work and to efficiently increase productivity.

TECHNO-COMMERCIAL conduct a very comprehensive training program for its employees, both new and existing.

Existing employees are being training trough job rotation, job enlargement etc.

For new employees, a 15 days training camp is organized in which employees are trained under special staff supervision. Special staff includes supervisors from top management. After those 15 days, employees are hired for job and are given appointment letters.

Learning happens all the time whether or not you are fully aware of it. Are you a person who forgets to save your work on your computer on a regular basis? If a power failure occurs and you lose some data, do you learn anything? If you say to yourself, "I must remember to save more often", you have done some learning. This type of learning is called incidental learning; you have learned without really thinking about it or meaning to. On the other hand, intentional learning happens when you engage in activities with an attitude of "what can I learn from this?"

Employee training is the responsibility of the organization. Employee development is a shared responsibility of management and the individual employee. TECHNO-COMMERCIAL provides the right resources and an environment that supports the growth and development needs of the individual employee.

For employee training and development to be successful, TECHNO-COMMERCIAL management:

Provides a well-crafted job description - it is the foundation upon which employee training and development activities are built

Provides training required by employees to meet the basic competencies for the job. This is usually the supervisor's responsibility anyhow.

Develops a good understanding of the knowledge, skills and abilities that the organization will need in the future.

Looks for learning opportunities in every-day activity.

Explains the employee development process and encourage staff to develop individual development plans

Supports staff when they identify learning activities that make them an asset to the organization both now and in the future

For employee development to be a success, the individual employee should:

Look for learning opportunities in everyday activities

Identify goals and activities for development and prepare an individual development plan

Training need assessmentTECHNO-COMMERCIAL have its separate department for T & D and it provides a wide range of training in their field, provided the following are the main steps of their training program.

Step 1 - Self-assessmentIn The first step, developing a training program which is to identify all of the topics required by the company

Topics generally fall into the following broad categories: Employee Handbook Position Requirements Safety Training Quality Assurance Regulatory Compliance Employee Development and Certifications Preventive Maintenance and Housekeeping Standard Operation ProceduresIn the first step the employee identifies his or her skills, abilities, values, strengths and weaknesses. To carry out a self-assessment they can

Use the many self-assessment tools found on the internet

Compare their knowledge, skills and abilities to those identified in their job description

Review performance assessments (performance assessments are often used as the starting place for developing individual development plans)

Ask for feedback from their supervisor

Step 2 - Assess current position and work environmentThe employee does an assessment of the requirement of his or her position at the present time and how the requirements of the position and/or organization may change. To conduct a position assessment they can:

Identify the job requirements and performance expectations of their current position

Recognize the knowledge, skills and abilities that will enhance their ability to perform their current job

Identify and levy the collision on their position of changes taking place in the work environment such as changes in clients, programs, services and technology.

Step 3 - Identify development activitiesIt Identify the best ways to achieve your development goals Employee developmentPurpose of training and development

Improve performance

Increase productivity

Avoid managerial obsolesce

Solve organizational problems

Change in organizational structure caused by merges, acquisition, rapid growth, downsizing and outsourcing.

Change in technology and the need for more highly skilled workers.

Change in educational levels of employees.

Change in human recourse, a diverse workforce consisting of many groups.

Competitive pressure.

Increased emphasis on learning organization, and human performance management.

Training techniques used in TECHNO-COMMERCIAL:

The following techniques are being used in TECHNO-COMMERCIAL:

Computer based training system:

When a new software is launched, it is been introduced to every employee of the TECHNO-COMMERCIAL. Training is been then given to the employees about the new software. This type of training is especially for internees and new employees.

informal training:In informal training, a group discussion is launched, in which employees and internees are asked to freely ask any question informally to their seniors and supervisors. With this type of training, employees got a chance to learnings new things about the management.

Lectures:Lectures are arranged for old and new employees in which they learn about anything new happen in the organization.

Seminars:Seminars are arranged every now and then to educate and train the new and old employees.

Audiovisual presentation:

This technique uses projectors, video taps and or films. A trainer is usually hired for this purpose, and he/she gives training to new and existing employees.

On the job training:TECHNO-COMMERCIAL provides on the job training. It is sometimes formal and informal. Usually managers or supervisors provide training about their current job.

Model of a training system:

Main functions of Training Department.

Study gap analysis. Training need assessment.. All skill up-gradation trainings. Pedagogy Trainings. Matters relating with curriculum % manuals. Create training or development specification. Plan training and evaluation. Prepare Annual Training Plan/ Calendar. Finalization of Nominations, Venue & Master Trainer Monitoring of Training activity. Proposal of nominations after short listing. Forward Nominations to P&D. Preparation of cost / budget estimates & release of funds. At the end of training program conducting Feedback from students. Data entry in MIS.d. Performance managementPerformance 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. Employee performance management works its best when work is pre planned and the objectives are consistent.

With performance management, TECHNO-COMMERCIAL sets goals and plan for performance management. In this, rewards are bestowed upon good performances. And if the performance is bad, demotion can be given too.

In this way with the performance management, feedback is given to employees about their work and stay in the organization. It should be carried out on regular basis. It enhances the abilities of employees and motivates them for better performance. In return of good performance, rewards and incentives are given.

Setting performance standard and expectations

Performance is set and is different for executives, administrative and office staff.1. Communication and interpersonal skillsCommunication and interpersonal skills include verbal and non verbal communication skills, gestures, body language etc.2. Job knowledge

Job knowledge includes information about the job, skills, capabilities etc

3. Team spirit

It includes how the team is coordinated with each other within the team.4. DependabilityDependability here refers to how employees are dependant on each other when a difficult situation occurs.

5. Computer literacy

It includes enough knowledge to operate computer.

6. planning

It include planning for the organization

7. organizing

It includes the organizing the different tasks assigned to workers.8. decision making skill

It includes the decision making skill in the particular tasks.

9. Problem solving techniques.It includes the problem solving skills when there occur any particular problem.

10. Interpersonal skillsIt includes the interpersonal skills, how employees communicate interpersonally with each other.

11. Conceptual skillsIt include the conceptual skills require to fulfill particular job or task.

How performance reports are writtenThe performance reports are written on the performance appraisal of the employees. The employees are rated according to their performance. An excellent performance is rated as excellent. Bellow or less than the excellent is rated as very good, and below or less than very good is rated as good and below and less than good is rated as fair, less than or below from fair is rated as satisfactory, and the last one which is below from satisfactory is unsatisfactory rated.

General information requires: Name of the employee

Designation

Department or branch name

Employee ID

Employee category (permanent or temporary)

Date of joining

Present scale

Present salary

Last incremented

Date of promotion

Appraisal categorydefinition of the categoryPercentage of the total number of employees who can be rated in this category

ExcellentIndicate exceptional performance 9%

Very GoodIndicate very good performance that is a one scale lower than excellent.15%

GoodIndicate good performance that is one scale lower than very good25%

FairIndicate fair performance that is one scale lower than good8%

SatisfactoryIndicate satisfactory performance that is one scale lower than fair3%

unsatisfactoryIndicate the last scale which is unsatisfactory and the employees having unsatisfactory rating could be demoted. This performance shall be improved if want to strive in the organization.5%

e. Employee compensation and benefits.

Type of compensation and benefitsEmployees are given compensation for their good performance in the shape of incentives and reward.

Rewards can be both intrinsic and extrinsic. Intrinsic rewards often include praise for completing a project or meeting some performance objectives. Extrinsic rewards are tangible, having the form of both monetary and nonmonetary rewards. Tangible components of a compensation program are provided by the employer such as Base pay is the most common forms of direct compensation. Indirect compensation commonly consists of employee benefits. Following are the compensation and incentives which are given in TECHNO-COMMERCIAL.

1. Basic pay

It is the basic salary that is given to the works for their job according to their designation.

2. Gratuity payments.

Gratuity payments are the incentives which are paid to the employees. If the period of service is less than 5 years, no gratuity is paid while if the period of working is greater than 5 years, gratuity of one months basic salary in a year is paid.

3. Medical insurance.

Sufficient medical insurance is allotted to every employee of TECHNO-COMMERCIAL according to their designation. It is allotted to the family of the worker, for their parents and their spouse and children.

4. Travel policy.

Most of the times when a worker is about to travel, its expenses are being carried out by the organization.

5. House allowance.

House allowance is included in the basic salary which is almost 33%.

6. Promotions.Employees are promoted on the basis of their performance. A performance appraisal is carried out every off and on and those employees who has greater performance are rewarded with promotions.7. 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:

It is the leaves given to female employees. Maternity leaves are granted once in three years.

e) Privilege leaves:

Privilege leave is granted one per 11 days in a year and accumulated up to 90 days.

f) Hajj and Umrah leave:

Special leaves are granted to the persons going to Hajj or Umrah. The organization pays the full payment during the leave.

f. Organizational career managementThe word career refers to all types of employment ranging from semi-skilled through skilled, and semi professional to professional. The term careers have often been restricted to suggest an employment commitment to a single trade skill, profession or business firm for the entire working life of a person. In recent years, however, career now refers to changes or modifications in employment during the foreseeable future.The term career management is a bit abstract for some people. It sounds like this fluffy, indefinable concept that doesnt really mean a whole lot. In reality, career management is a very significant and specific process that, when done properly, helps to ensure long-term career success.Career management is defined as the career opportunities, making career decisions and choices. By this the individual not only achieves a sense of fulfillment but the organization also gets and edge to fulfill their goal needs. Employee job changeSometimes the employee changes the job with the other organization or within the current organization. It is the part of their career development. TECHNO-COMMERCIAL allow the employees to change their job, or in fact leave their jobs too.Change in the employment represents the job rotation. The employees are a from one department to other or they are transferred from one assignment to another. Job changes with the organizationTECHNO-COMMERCIAL manages change in the organization by promotion, transfer and demotion.1. Promotion

Promotion of employee depends on their overall performance. It depends on their knowledge, skills, and or capabilities. The CEO makes the decision of promotions. These promotions are highly made on merit and the deserved individuals are promoted to the high level. Organization has set some particular standards for the promotions and the individuals falling under those criteria are being promoted.

2. Transfer

Transfer means employees are moved from one department to other. Sometimes transfers are for the sake of training purpose. Employees are being transferred to keep the individuals motivated in interested in their work.

3. Demotion When there is wrong doing by the employee, or there is fraud done by the employee, the ultimate decision of the top management is to demote or sometimes terminate that employee from the job. Demotion happens at times that when an employee is promoted to high level but he failed to perform good at that level so then he is demoted to the lower position or its original place.

g. SeparationsSeparation means the termination of jobs, means separation from the organization. It is done either with layoffs, or termination, resignation and retirement. LayoffsLayoffs 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

Resignations of employees are very common in TECHNO-COMMERCIAL. Employees often resign due to low salary, personal problems, or in search of better facilities. Retirement

The employee is retired when he/she reaches age of 60. After retirement he/she is receives his/her pension and provident fund.

h. Labor management relation

Labor management relation refers to the relationship between the group of employees often entitled with union or association with the employer. In TECHNO-COMMERCIAL, there is no concept of labor union or association. The management as strong relations with their workers. The HR department provides all the facilities including pay, incentives etc. this is the base of strong relation between the management and the workers.13. FUNCTION OF HR DEPARTMENTHuman 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 maintenance8. Training and development (T & D)

9. Compensation and benefits

10. Promotion of staff members

11. Performance appraisal

12. Providing the organization well trained and well motivated employees.

Human resources forecasting and human resource audit are the two most important components of this type of planning. Human resources forecasting refers to predicting an organizations future demand for number, type, and quality of various categories of employees HR planning is done by the organization basically to ensure the following points

It has the right people in place

It has the right mix of skills

Employees display the right attitudes and behaviors,

Employees are developed in the right way.

The HR Management Process is divided into the following major stages;

(a) Human Recourse Planning and Forecasting

(b) Employee Recruitment & Selection

(c) Training & Development

(d) Performance Management

(e) Employee compensation and benefits

(f) Organizational Career Management

Separation from the organization:Employees are separated in the following ways:4. Layoff

5. Termination

6. Resignation

7. Retirement

14. STRUCTURE OF HR DEPARTMENT

Introduction to all departments:

There are four departments at the TECHNO-COMMERCIAL office:

1. Operational department

2. Human resource department

3. Finance department

4. Marketing department

15. CRITICAL ANALYSISI spent almost 7 weeks with the organization. I have very keen observation during that time period. I observed some blemishes in the organization. I was very impressed of the organization but I observed some flaws and there are certain things to criticize such as: employee relation with each other:

The employee relation with each other is very disheartened. They dont behave well with each other. They disrespect each other. The old employees do not welcome the new employees, and they make fun of the new employees. Related it with the concept of organizational culture or relationship with workers as an aspect of job satisfaction. The culture of the organization is very rigid and biased. Pre set standards and values are followed in the organization. As an aspect of job satisfaction, the culture is rigid and most employees are not satisfied with the culture of the organization. The relation with the workers with each other is very good in the old employees. But the new workers are not welcomed and the old employee does not include those new workers in their circle.1. employee selection process:

During the recruitment process, females are preferred over male employees even if the male employees are more qualified than the female employees. The priority is given to the females. Biasness.Bias means that a person prefers an idea and possibly does not give equal chance to a different idea. The organization follows biasness towards the female employees. Female employees are preferred over the male employees even if the male employees are more qualified than the females. I have observed this biasness during my stay there.

2. Centralized decision making:The decision making is decentralized. Where the employee are not involve in decision making process. They have to follow whatever the upper management decides. And they have no right to raise their voice if they have any objection about the decision.

3. PoliticsI have observed the politics in the organization. Certain standards are made and there is a certain culture which the organization endures.

4. Favoritism

I have observed that favoritism is practiced in the department and the employees dont feel bad. They promote their favorite ones.

5. Imported machinery:

As the TECHNO-COMMERCIAL imports machinery from different countries like India, Malaysia, Singapore, etc. the machinery is very complex and the workers are not given sufficient training to operate those machinery. The workers blindly operate that imported machinery.

6. Employee performanceThere is one thing to be very criticized. That is, an assistant cannot be promoted until unless his/her manager retired or resigns. If the performance of assistant is more that than the manager, than too he/she isnt promoted.

.

7. Workload:

The workloads of the employees are very high as compared to their salaries. Due to this many employees resign.8. 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.16. SWOT ANALYIS OF THE WHOLE ORGANIZATION IN THE BUSINESS SECTORSWOT abbreviated as Strengths, weaknesses, opportunities and threats.

Strengths:

TECHNO-COMMERCIAL has a very large number of motivated employees. They now that the profit which the organization earns will be distributed between them so they are highly motivated towards their work.

TECHNO-COMMERCIAL is the first company to register for the sales tax

Salaries are very reasonable. So the employees are not disturbed financially and the reason behind the termination is not the salary.

TECHNO-COMMERCIAL has very strict rules and regulations about their customers complain.

TECHNO-COMMERCIAL is one of the best selling and repairing machinery firm. It is the only firm in Pakistan who imports the machinery from Malaysia, Singapore, Indonesia, India etc.

In TECHNO-COMMERCIAL there I have observed a very strong sense of team spirit with the team workers.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 their juniors. Attitude towards the juniors of seniors has to be change. Senior attitude I think is not professional. Some seniors get the advantage of their seniority and they treat the juniors or their sub ordinates harshly as if they perform according to their will. There is lack of leadership qualities. In some areas of TECHNO-COMMERCIAL unfortunately there is lack of leadership qualities in the seniors.

Implementation of Appraisal system is not good enough, and favoritism is found. The organization is currently acting upon the policy of downsizing which is threatening the environment of the organization.

A TECHNO-COMMERCIAL is over employed which is causing over expenditure.

It has very limited access to the international markets.

Opportunities:Opportunities are defined as positive trend of organization in external environment. Joint venture is the biggest opportunity. Product innovation or introduction to innovative products. TECHNO-COMMERCIAL have an opportunity of product innovation that is the development and market introduction of a new, redesign or substantially improved good and service better than its competitors. Access to international markets to reach globally. TECHNO-COMMERCIALS export its machinery to the different countries. It also imports the machinery. Threats:

Load shedding in Pakistan.

Weak economic conditions of Pakistan.

Energy crisis in Pakistan affecting the process of machineries.

Pakistani economic condition is also threatening for TECHNO-COMMERCIAL.

Current politics of Pakistan is also threatening for TECHNO-COMMERCIAL.

17. CONCLUSIONThe overall structure of TECHNO-COMMERCIAL is excellent. I am very proud to complete my internship from this organization. During my stay in TECHNO-COMMERCIAL 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.

In TECHNO-COMMERCIAL the human resource department plays the key role in hiring, retention, promoting and motivation of the employees I have worked in the different departments as I have mentioned and I found all the departments up to the mark. Appraisal system is quiet good. I have conducted the SWOT analysis of the organization. There is lack of good communication between the workers of TECHNO-COMMERCIAL. Some employees of TECHNO-COMMERCIAL are very skilled and highly educated. The salaries are very low as compared to the work load of the employees. In TECHNO-COMMERCIAL, favoritism is practiced and managers favorite persons are promoted. I have observed that there is such an environment in which new employees are not welcomed warmly and new people feel very awkward to adjust in the new atmosphere. The old employees are not friendly with the new ones. I have found the organization a secular type of organization where no religious practice is performed like prayers, fasting etc. According to the SWOT analysis, the company has a very good image in the market and it has vital chances to progress more in the coming few years. The behavior among the employees is not good. The atmosphere is not friendly. They do not behave politely with each other. They do not respect each other. The upper management and the managers does not speaks good with their juniors and lower workers. The salaries are given after the 15th of every month with which the workers are not happy. They have many expenses which are to be paid in the first week of the month and they think that they should be given salaries in the first week of the month. The managers are very supportive with the same designated people. According to the cash flow statement and the balance sheet of TECHNO-COMMERCIAL, the organization has a very strong financial position. The organization imports the machinery from Malaysia, Singapore, Bangkok, etc It is the first company to register for the sales tax. TECHNO-COMMERCIAL is ISO 2001 and 9001 certified company The company has very vivid chances to succeed. Sincere there are no competitors.18. RECOMMONDATIONAccording 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.

I have observed that there is no proper system of training in the organization.

As the most machinery is imported from many different courtiers, mostly those machinery need skilled workers to operate that machinery. I have found that the workers are not aware how to operate that machine and they work blindly on those machines

The salaries are very low in TECHNO-COMMERCIAL as compared to the work. I suggest that TECHNO-COMMERCIAL should review its salary plans. TECHNO-COMMERCIAL should introduce such planes how to work in a healthy atmosphere and maintain good relation with the co workers.

The seniors and the managers should be educating how to deal with the junior staff.

TECHNO-COMMERCIAL should introduce new ideas and it should enhance the technology due to rapid changing in the market to fulfill the international standards.

TECHNO-COMMERCIAL should pay little attention to promote religious activates like prayers to enhance their spiritual habits. Appraisal system should be improved and it should be free of favoritism.

During my stay in the operational department I have observed that there was a huge wastage of raw material. It should be taken into notice.

The organizations department and sections should perform their activities according to the rules and regulations.

TECHNO-COMMERCIAL should introduce professional trainings.

As I have mentioned in many sections, the TECHNO-COMMERCIAL follows the decentralized of the command. I should suggest that there should be delegation of authority and the employees suggestion shall be taken while taking any decision. This will result in better productivity and the employees will be too motivated when they will come to know that their suggestion is valued.

Good relationship between staff leads to peak performance. I observed that the staff relationship was not good enough. TECHNO-COMMERCIAL should pay attention toward this issue. TECHNO-COMMERCIAL should work on its website. It should provide more comprehensive data on its website. TECHNO-COMMERCIAL should regularly post info about the upcoming events and new machinery introduced by the company. I think TECHNO-COMMERCIAL is over staffed. It should pay a little attention over this issue. While working in the HR department, I observed that there is no proper record keeping of employees is maintained. TECHNO-COMMERCIAL should pay attention to this issue and the HR department should maintain the record of its employees like their employee ID, their perspective salaries, their date of joining etc. I think the whole department of TECHNO-COMMERCIAL need to change and update its infrastructure. The selection process should need amendments. In the selection process, females are preferred over the male staff and the females are given priority even if the males are high in qualification. This practice should be foregone. Selection process shall be carried out on merit.

TECHNO-COMMERCIAL should look after for a good compensation system. Since there is no proper compensation system in TECHNO-COMMERCIAL.19. REFERNCES AND SOURCES

Books: 1. R.B Hisrich and Peter P Michael Entrepreneurship 5th edition.

2. Van Horne James C and JR Wachowicz M. Jhon Financial management 11th editions3. Meigs Financial Accounting 11th edition.

4. Block, Stanley B and Hirt Geoffrey A (1994). Foundations Of Financial Management 7th edition USA: Michael W Junior, p121-148

5. Simons Harry and Smith J.M Intermediate Accounting 5th edition.

6. Watson James Fundamentals of Accounting 7th edition.

7. Sober P Parey Advance accounting 2nd edition .

8. Tarry Franklin Principles of Management 8th edition.

9. Annual report of TECHNO-COMMERCIAL.10. Mr. Salman Khan face to face interaction

11. Ms. Sana Asif face to face interaction12. Wayne F-Cascio; reference used for HR planning, compensation and benefits.

13. Tomas H- jackle; reference used for training and development section

14. Handout of human resource management MGT501

15. Employee Separations: Layoffs vs. Terminations For Cause HR Magazine, Oct, 2000 by Paul Falcone16. Handbomenzok of organzational management

17. Handbook of srtategic management

18. Handbook of marketing management

19. Employee Benefit written by Carter McNamara, MBA, authenticity counceling, LLC

20. Human resource management 10th edition Gerry Desler.21. Rosengerg H.R. and billikopf G.E. (1983, March 26) sub-section seniority vs. Merit in promotion was adopted from personnel: role of seniority and merit california-Arizona farm press.22. The need assessment solution by Gent, Micheal J. and Gregory G. DellOmo.

23. Training in busniess in industry by McGehee W. and P.W. Thayer.

Websites:

http://hrweb.berkeley.edu/GUIDE/development.htm http://www.opm.gov/perform/overview.asp http://books.google.com.pk/books?id=_Aed7hDGfxMC&pg=PA37&lpg=PA37&dq=organizational+career+management&source=web&ots=jUbB4qLeiT&sig=LfUAIodsVAUKoPgwWpimVT9JY-E&hl=en&sa=X&oi=book_result&resnum=5&ct=result#PPA37,M1 http://www.lahoreindustry.com/techno-commercial-co6138 https://www.google.com.pk/webhp?sourceid=chrome-instant&ion=1&espv=2&es_th=1&ie=UTF-8#q=techno%20commercial%20lahore http://www.slideshare.net/mariaaropreethi/hrm-training-development-8494681 http://en.wikipedia.org/wiki/Training_and_development http://www.hrps.org/blogpost/736528/160480/Essentials-of-Human-Resource-Training-and-Development http://www.hrmasia.com/resources/training-development/836/ http://www.mdfpk.org/home/ http://www.whatishumanresource.com/hr-demand-forecasting http://www.slideshare.net/bhomaram/techniques-for-forecasting-human-resources http://www.citehr.com/157779-forecasting-human-resource-management.html https://www.google.com.pk/url?sa=t&rct=j&q=&esrc=s&source=web&cd=4&ved=0CDQQFjAD&url=http%3A%2F%2Fwww.nationalforum.com%2FElectronic%2520Journal%2520Volumes%2FLunenburg%2C%2520Fred%2520C.%2520Human%2520Resource%2520%2520Planning%2520Forecasting%2520Demand%2520%2520Supply%2520IJMBA%2520V15%2520N1%25202012.pdf&ei=YYOuU9CsBeWp7AbonYH4CQ&usg=AFQjCNGa_Xrp2ATjRToiBdKORZKzhw0q8g&sig2=53vfTq91rOHXipx0ozMFg&bvm=bv.69837884,d.bGQ&cad=rja http://smallbusiness.chron.com/forecast-future-hr-needs-26056.html http://smallbusiness.chron.com/forecasting-technique-human-resource-planning-4933.html http://jpk.tjtc.edu.cn/08/jiudian/3_Lect/d03.htm https://www.google.com.pk/url?sa=t&rct=j&q=&esrc=s&source=web&cd=9&ved=0CGIQFjAI&url=http%3A%2F%2Fwww.psnacet.edu.in%2Fcourses%2FMBA%2FHRM%2F3.pdf&ei=YYOuU9CsBeWp7AbonYH4CQ&usg=AFQjCNH_G3auSfNmA49wvBETYx24pKyvZQ&sig2=lDH3fr0fIwjizOLaDeRdng&bvm=bv.69837884,d.bGQ&cad=rja http://en.wikipedia.org/wiki/Career_management http://www.slideshare.net/dongardive_leena/careers-and-career-management http://www.eatyourcareer.com/2010/07/career-management-defining-process-purpose/ https://www.admin.cam.ac.uk/offices/hr/policy/career/ http://hrweb.berkeley.edu/learning/career-development/career-management/planning http://www.paktechsearch.com/det.asp?n=9818 http://www.techno-commercial.com/index.html20. ANNEXESa) 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 formk) Employee card

Internship Report

BS-BA

Major HRM

2014

VIRTUAL UNIVERSITY OF PAKISTAN

BC090202154

[Virtual University of Pakistan]

[0311-8996116]

[0331-0479295]

10/07/2014

Maryam Khokhar

[I have got the Experience of working as an internee in the TECHNO-COMMERCIAL, where I have explored the professional environment and I analyzed how to apply my own knowledge into the field.

Last but no the least, I got a opportunity to SWORT analysis of the organization. ]

Newspapers

Journals

Education Institutions

Placements agencies/outsourcing

Employee referrals

T.V

magazines

employment exchanges

Press advertisement

Promotions

Transfers

Demotions

Retirement

Upgrading

Job rotation

Job opening

Employee application / application forms

Initial screening

Interviewing

Testing

Background investigation

Job placement

Additional interview

Pretest trainees

Develop criteria

Identify training

Determine training needs

Conduct training

Select training methods

Training outcomes

The End

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