Improved and Revised Internship Report Maryam 1

Virtual University of Pakistan
Evaluation Sheet for Final Project

Spring 2014
HRMI620: Internship Report (HRM)
Name of Student:
Maryam Khokhar
bc090202154
Organization: Tech Commercial.

Page 1 of 116
Evaluation Criteria
Written Work Status
.
Students ID:
Credit Hours: 6
(Final Project)
Presentation & Viva
Voce
Final Result
Result
Pass
Eligible
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) 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]
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. ]
10/07/2014
1. TITLE PAGE
Students Name:
Khokhar
Ms. Maryam
Name of Internee:
Khokhar
Ms. Maryam
Students ID:
bc090202154
Session:
2014
April 2009 to Sep
Submission Date:
18th July, 2014
Submitted to:
Virtual
HR department of
University of Pakistan
Submitted by:
Khokhar
Ms. Maryam

Mailing Address:
Misri Shah
33-A, Aziz Road

Lahore
Name of Organization:
COMMERCIAL
TECHNO-
Name of the University:

Of Pakistan
Virtual University
Logo:
2. LETTER OF UNDERTAKING:
3. SCANNED COPY OF THE
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.

My work and experience of working with TECHNOCOMMERCIAL is the collection of my hard work and
observations.
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.

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.
Content
No.
Page #
Title page
Letter of undertaking
Scanned copy of internship

certificate
Dedication
Acknowledgement
Executive summary
10
Table of content
12

Overview of the organization
a.Brief introduction to the
organizations business sector
8
16
c. Product line
17
d.Competitors
66
a.Organizational hierarchy chart

Ng Comments on the
organizational structure
Internship activity plan
a.A brief introduction to the
organization
10
14
b.Head office address
Organizational structure
9
13
78
78
78
79
79
81
b.Number of employees working in

the branch
c. Starting and ending date of my
internship

d.Names of department in which I
got training
82
Training program
11
a.Departments in which I got

training during my training
82
82
program
Analysis of HR functions
a.Human resource planning and
85
85
forecasting
b.Employee recruitment and
selection
12
c. Training and Development

d.Performance management
e.Employee compensation and
benefits
f. Organizational Career
89
99
108
113
117
119
120
Management

g.Separation
h.Labor management relation
13
Function of HR department
121
14
Structure of HR department
124
15
Critical analysis
126
16
SWOT analysis of the whole business

sector
129
17
Conclusion
134
18
Recommendations
137
19
References and sources
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

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 sector
1

TECHNO-COMMERCIAL was founded in 1985 and they
are in the business of production of machinery since
last 30 years. As a import company, TECHNOCOMMERCIAL 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. TECHNOCOMMERCIAL 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, TECHNOCOMMERCIAL 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:
Business Type:
Categories:
Contact Person:
Phone Number:
Fax:
G.P.O box:
Email:
Official Website:
commercial.com
Products & Services:
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

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

Maintenance-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
1

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. 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

Organizational hierarchy is the formal framework by
which job tasks are divided, grouped and coordinated.
b. Comments on the organizational

structure
Departmentalization
A 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 command
The chain of command in TECHNO-COMMERCIAL is
from top to bottom.
Span of control
Employees 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 PLAN

a. 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
1

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:

Total employees:
44
128
There are 128 employees in TECHNO-COMMERCIAL where I

did my internship program.
c. Starting and ending date of my

internship
Starting date: May 26th, 2014
Ending Date: July 10th, 2014
d. 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 PROGRAM

Departments 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 that I 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 by mistakenly"
and in the above highlighted sentence was
written by 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
1

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 TECHNOCOMMERCIAL, 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:
Absentees:
Gross salary:
12,150
Taxes:
250
Net salary:
11,900

I 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
FUNCTIONS
a. 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
1

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 TECHNOCOMMERCIAL. According to current assessment now a
day total number of employees in TECHNOCOMMERCIAL 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
1

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
resources requirement
to
forecast
its
human

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:
Relationship
between
assist
sales
in
forecasting.
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,
requirements
outsides
of
the
the
country
job.
who
meet
the
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
employees according to their performance.

Retired and retrenched employees
of
present

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:
sources
of
candidates
1
one
of
our
main
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

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:

1. Newspapers
2. Journals
3. Education
Institutions
4. Placements
agencies/outsourci
ng
5. Employee referrals
6. T.V
7. magazines
8. employment
Internal sources include:exchanges
1. Promotion
s
2. Transfers
3. Demotion
s
4. Retiremen
t
5. Upgrading

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:
Job opening
1
Employee
application /
application
forms
Initial
screening
Testing
Background
investigation
Job placement
Additional
interview
1
Interviewin
g
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 assessment

TECHNO-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-assessment
In 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
1

Preventive Maintenance and Housekeeping
Standard Operation Procedures
In 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
environment
The 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 activities
It Identify the best ways to achieve your
development goals
Employee development
Purpose 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 TECHNOCOMMERCIAL:

The following techniques are being used in TECHNOCOMMERCIAL:
Computer based training system:

When a new software is launched, it is been
introduced to every employee of the TECHNOCOMMERCIAL. 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
1

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:

1

Determine
training needs
Identify
training
Develop
criteria
Pretest
trainees
Select training
Virtual University ofmethods
Pakistan
Conduct
training
Training
outcomes
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.
1

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 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.

Employee performance management works its best
when work is pre planned and the objectives are
consistent.
With performance management, TECHNOCOMMERCIAL 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 skills
Communication 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.
Dependability
Dependability 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 skills
It includes the interpersonal skills, how
employees communicate interpersonally with
each other.
11. Conceptual skills
It include the conceptual skills require to fulfill
particular job or task.
How performance reports are written

The 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
1

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
category
definition of the
category
Percentage
of the total
number of
employees
who can be
rated in
this

category
Excellent
Indicate exceptional
performance
9%
Very Good
Indicate very good

performance that is a one
scale lower than excellent.
15%
Good
Indicate good performance

that is one scale lower
than very good
25%
Fair
Indicate fair performance

that is one scale lower
than good
8%
Satisfactory
Indicate satisfactory
performance that is one
scale lower than fair
3%
Indicate the last scale

which is unsatisfactory
and the employees having
unsatisfactor unsatisfactory rating could
y
be demoted. This
performance shall be
improved if want to strive
in the organization.
5%
e. Employee compensation and benefits.

Type of compensation and benefits
Employees 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 management

The 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
1

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 change

Sometimes the employee changes the job with the
other organization or within the current organization.
It is the part of their career development. TECHNOCOMMERCIAL 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 organization

TECHNO-COMMERCIAL manages change in the
organization by promotion, transfer and demotion.
1.
Promotion
1

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. 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

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
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.
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 TECHNOCOMMERCIAL office:
1.
Operational department
2.
Human resource department
3.
Finance department
4.
Marketing department
15. CRITICAL ANALYSIS

I 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.
2.
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.
3.
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.
4.
Politics
1

I have observed the politics in the organization.
Certain standards are made and there is a certain
culture which the organization endures.
5.
Favoritism
I have observed that favoritism is practiced in the

department and the employees dont feel bad.
They promote their favorite ones.
6.
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.
7.
Employee performance
There 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.
.
8.
Workload:

The workloads of the employees are very high as
compared to their salaries. Due to this many
employees resign.
9.
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 SECTOR
SWOT 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.
Aggressive competitors. TECHNO-COMMERCIAL
competitors are very extensively aggressive, which
gives an edge for competitive advantage for
TECHNO-COMMERCIAL to achieve competitive
advantage and when it win the competitive
advantage because its competitors are aggressive,
it gets increase in revenues and increase in profits
which is the primary goal of any organization.
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. 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.

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. 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.

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 TECHNOCOMMERCIAL 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 TECHNOCOMMERCIAL 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
Michael
Entrepreneurship 5th edition.

2.
Van Horne James C and JR Wachowicz M. Jhon
Financial management 11th editions

3.
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.
1

7.
Sober P Parey Advance accounting 2 nd 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 interaction
12.
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,

Falcone
Oct, 2000
by Paul

16. 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=orga
nizational+career+management&source=web&ots
=jUbB4qLeiT&sig=LfUAIodsVAUKoPgwWpimVT9JYE&hl=en&sa=X&oi=book_result&resnum=5&ct=re
sult#PPA37,M1
http://www.lahoreindustry.com/techno-commercialco6138

https://www.google.com.pk/webhp?
sourceid=chromeinstant&ion=1&espv=2&es_th=1&ie=UTF8#q=techno%20commercial%20lahore
http://www.slideshare.net/mariaaropreethi/hrmtraining-development-8494681
http://en.wikipedia.org/wiki/Training_and_developm
ent
http://www.hrps.org/blogpost/736528/160480/Esse
ntials-of-Human-Resource-Training-andDevelopment
http://www.hrmasia.com/resources/trainingdevelopment/836/
http://www.mdfpk.org/home/

http://www.whatishumanresource.com/hr-demandforecasting
http://www.slideshare.net/bhomaram/techniquesfor-forecasting-human-resources
http://www.citehr.com/157779-forecasting-humanresource-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=YYOuU9Cs

BeWp7AbonYH4CQ&usg=AFQjCNGa_Xrp2ATjRToiBd
KORZKzhw0q8g&sig2=53vfTq91rOHXipx0ozMFg&b
vm=bv.69837884,d.bGQ&cad=rja
http://smallbusiness.chron.com/forecast-future-hrneeds-26056.html
http://smallbusiness.chron.com/forecastingtechnique-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=l

DH3fr0fIwjizOLaDeRdng&bvm=bv.69837884,d.bGQ
&cad=rja
http://en.wikipedia.org/wiki/Career_management
http://www.slideshare.net/dongardive_leena/career
s-and-career-management
http://www.eatyourcareer.com/2010/07/careermanagement-defining-process-purpose/
https://www.admin.cam.ac.uk/offices/hr/policy/care
er/
http://hrweb.berkeley.edu/learning/careerdevelopment/career-management/planning
http://www.paktechsearch.com/det.asp?n=9818
http://www.techno-commercial.com/index.html
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

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Virtual University of Pakistan

Evaluation Sheet for Final Project

Organization: Tech Commercial.

As your Internship Report has been evaluated and you are

the TECHNO-COMMERCIAL, where I have explored the

April 2009 to Sep

18th July, 2014

Virtual University of Pakistan

33-A, Aziz Road

Name of the University:

Virtual University of Pakistan

Virtual University of Pakistan

Virtual University of Pakistan

Virtual University of Pakistan

3. SCANNED COPY OF THE

Virtual University of Pakistan

Virtual University of Pakistan

Virtual University of Pakistan

Virtual University of Pakistan

Virtual University of Pakistan

Virtual University of Pakistan

Scanned copy of internship

Virtual University of Pakistan

a.Organizational hierarchy chart

b.Head office address

b.Number of employees working in

Virtual University of Pakistan

a.Departments in which I got

c. Training and Development

Virtual University of Pakistan

SWOT analysis of the whole business

References and sources

Virtual University of Pakistan

a. Brief introduction of the organizations

Virtual University of Pakistan

Virtual University of Pakistan

Virtual University of Pakistan

b. Head office address:

Virtual University of Pakistan

c. Product lines (complete range of

Virtual University of Pakistan

Virtual University of Pakistan

UltraSonic Testing System

Virtual University of Pakistan

Eresco MF3 Portable X-Ray Equipment

Structurix Film system

Virtual University of Pakistan

Single Frequency Eddy Current Testing Equipment

Virtual University of Pakistan

Virtual University of Pakistan

b. Comments on the organizational

Virtual University of Pakistan

10. INTERNSHIP ACTIVITY PLAN

Virtual University of Pakistan

b. Number of employees working in the

The overall strength of employees of TECHNO-COMMERCIAL

Temporary on contract basis:

There are 128 employees in TECHNO-COMMERCIAL where I

Virtual University of Pakistan

c. Starting and ending date of my

d. Names of the department in which I got

11. TRAINING PROGRAM

Virtual University of Pakistan

Virtual University of Pakistan