imran final report pepsi
Post on 14-Apr-2018
231 Views
Preview:
TRANSCRIPT
-
7/30/2019 Imran Final Report Pepsi
1/85
INTERNSHIP REPORT
ON
Shamim & Company Pvt Ltd.,
Submitted To:
Sir. Saeed Ahmad
Submitted By:
MUHAMMAD IMRAN
Roll No. 231
MBA (HRM)Session 2010-14
UNIVERSITY OF EDUCATION, LAHORE
(MULTAN CAMPUS)
Internship Report Shamim & Company Pvt Ltd., 1
-
7/30/2019 Imran Final Report Pepsi
2/85
PREFACE
To dream anything that you want to dream that's the beauty of the human
mind. To do anything you want to do that is the strength of the human will.
To trust yourself to test your limits. That is courage to succeed. This report
has widely increased my insight knowledge. Practical experience is very
much necessary in order to make yourself master in any field of life. The
knowledge that the students of MBA (HRM) receive from their distinctive
teachers is solely theoretical as well as practical based. Some Prof. gave us
some assignments to do some practical work. Practical work plays a very
important role in any field that is adopted by a student.
Internship Report Shamim & Company Pvt Ltd., 2
-
7/30/2019 Imran Final Report Pepsi
3/85
DEDICATION
TO MY BELOVED ALLAH
& MY PARENTS
Who always wishing and praying for
My success in every sphere of life.
I pray to Almighty Allah to
Enable me to serve them
So well and kindly as they did
In my life especially in my childhood
Internship Report Shamim & Company Pvt Ltd., 3
-
7/30/2019 Imran Final Report Pepsi
4/85
ACKNOWLEDGEMENT
All prays goes to Allah Almighty who has given me courage and
confidence to complete this gigantic task. But with the noble passion of hard
work, nothing remains difficult. To write an acknowledgement, after the
completion of an enormous task has always been very enthusiastic for me
because it's the best source to thank all those whose support enable me to
complete this project. After thanking God I will thank to my parents &
teachers who prayed for me and without their support I might not be able to
complete this internship. Special thank to my supervisor Mr. SAEED
AHMAD who helped me and encourage me a lot during my MBA.
I want to thank for all those personalities, who have been a continuous
source of guidance during the report. I want to say thanks to all the
employees of Shamim & Co. Pvt Ltd., Their attitude towards me was really
very positive and appreciable. I want to acknowledge them with thanks for
their help and guidance on each and every step. I made many mistakes as I
had never been confronted with the business world but they never minded.
They treated mc as their younger sister and forgave all my inaccuracies. But
In this regard, I particularly want to thank those personalities who have been
the continuous source of guidance throughout my internship.
Muhammad Imran
Internship Report Shamim & Company Pvt Ltd., 4
-
7/30/2019 Imran Final Report Pepsi
5/85
Table of Contents
Chapter 1
1.1 Executive summary 07
1.2 Objective of Studying the Organization 09
1.3 OVERVIEW OF THE ORGANIZATION 10
1.4 Mission Statement 12
1.5 Vision Statement 13
1.6 Objective 14
1.7 COMPANY QUALITY OBJECTIVES 17
1.8 stock keeping units (S.K.U) 19
1.9 Unique features of Shamim & Co. Multan 20
1.10 Organizational Structure: 21
Chapter 2
2.1 DEPARTMENTS OF SHAMIM & COMPANY 23
2.1.1 Research & MIS Department 23
2.1.2 Finance Department 23
2.2.3 Sales & Marketing Department 24
2.2.4 Supply Chain Department 24
2.2.5 Shipping Department 242.2.6 Supply chain Department 24
2.2 Delivery system of the Company 25
2.3 Major and Minor Competitors 25
Chapter 3
3. HUMAN RESOURCE DEPARTMENT 26
3.1 General Discussion on HR Department 27
3.2 JOB ANALYSIS 28
Factors and functions of Human Resource Department Involve 29
Human Resource Planning & Forecasting 30
Recruitment 30
Selection 30
Orientation & Training 33
Internship Report Shamim & Company Pvt Ltd., 5
-
7/30/2019 Imran Final Report Pepsi
6/85
Performance Appraisal & Management 35
Compensation & Benefits 36
3.5 Structure of Human Resource Management: 40
3.6 Human Resource Planning: 413.7 Human Resource Planning (HRP) Process: 41
3.8 Human Resource Management Forecasting: 42
3.10 EMPLOYMENT AGENCY 45
3.12 EMPLOYEE DEVELOPMENT 47
3.14 PERFORMANCE MANAGEMENT 49
3.15 EMPLOYEE COMPENSATION AND BENEFITS 50
3.16 ORGANIZATION CAREER MANAGEMENT 53
3.17 JOBS CHANGES WITHIN THE ORGANIZATION 54
3.18 SEPARATION: 56
Chapter 4
4.1 FINANCIAL ANALYSIS 59
4.1.1 LIQUIDITY RATIOS: 59
4.1.2 Current Ratios 60
4.1.3 ACID- TEST RATIO 61
4.1.4 TIME EARNED INTEREST 62
4.1.5 DEBT RATIOS: 63
4.1.6 D/E RATIO: 64
4.1.7 ASSET MANAGEMENT: 65
4.1.8 TOTAL ASSET TURNOVER: 66
4.1.9 INVENTORY TURNOVER: 67
4.1.10 PROFITABILITY RATIOS: 68
Chapter 5
5.1 SWOT ANALYSIS 71
5.2 PEST ANALYSIS 75
5.3 SUGGESTIONS & RECOMMENATIONS 76
5.4 SLOGANS THROUGH TIME 78
5.5 REFERENCES: 81
5.6 ANNEXURE 82
Internship Report Shamim & Company Pvt Ltd., 6
-
7/30/2019 Imran Final Report Pepsi
7/85
1.1 Executive Summary
According to Richard D. Brown and George J. Petrol (1986), the history of the Beverages
industry start from 1886, when Atlanta chemist Doe Pemberton developed a reddish -
brown syrup with a smidgen of cocaine (for medicinal purposes) to compete with the
many patent medicines and cure - all elixirs of that time. His company recommended it
for the relief of hangovers headaches, menstrual pains, and a host of other problem. One
warm summer day Pemberton took some syrup down to will is venerable at Jacob's Drug
Store in Atlanta. An ounce of the mixture was put into a glass, which was then filled with
water and ice, creating the first Cola.
The Beverage industry has undergone a revolutionary change during the last couple of
decades. The form of processing and the machinery used these days has developed and is
very sophisticated. Automatic and computerized plants have been installed in the industry
thus making it an industry which is dealing in million of gallons of beverages yearly.
Pakistan Beverages, the bottlers for Pepsi, and Coke bottlers National Beverages claim
that their primary goal is not to undermine the competition but to expand the market as a
whole. Market expansion, in fact, seems to be the buzzword these days in the beverage
industry. Analysts believe the potential market in Pakistan is though to be enormous
because the country's per capita consumption is as low as 14 bottles per year. Compare
this with a 120 bottles per year in the Philippines, and the scope for expansion becomes
more than obvious.
Pepsi Cola is among the most successful consumer product companies in the world with
annual revenues of $24 billion and approximately 140,000 employees. Some of Pepsi
Cola's brand names are nearly 100 years old but the corporation remains relatively young.
Pepsi Cola Inc. was founded in 1965 through the merger of Pepsi-Cola Company and
Frito-Lay Inc. Pepsi Cola divisions operate in two major domestic and international
businesses: beverages and snack foods.
Internship Report Shamim & Company Pvt Ltd., 7
-
7/30/2019 Imran Final Report Pepsi
8/85
Pepsi Cola's brand names are some of the best known and most respected in the world
and our restaurants are named as favorites by millions of people. Pepsi Cola has achieved
a continuing record of growth. This record is based on high standards of performance,
distinctive competitive strategies which are superbly executed, the personal and
professional integrity of our people, business practices and products.
Shamim & Co was established in 1967 under a franchise agreement with 7-UP to bottle
7-Up Soft Drinks. In 1973 Shamim & Co. started to bottle Pepsi Cola as well. This was
the first Pepsi franchise in Pakistan. Mr. Allah Nawaz Khan Tareen was the founder of
the franchise and also the first Managing Director. It is a great honor of "Shamim &
Company" that it was Second Beverage Company of Pakistan that time and currently one
of most famous Beverages Company of South Asia. Shamim & Co. products are
manufactured under strict quality control and conform to international quality standards
set by Pepsi Cola International. Shamim & Co. bottles over 500 million drinks per annum
which have earned Shamim & Co. the distinguished status of being classified as "Mega
Plant" in the PEPSI system.
Shamim and Company being the largest territory in Pakistan covers the following areas.
Multan A Zone, Multan B Zone, Multan C Zone, Multan District, Khanewal, Mailsi,
Vehari, Muzafar Garh, Leiah, D.G Khan, Sahiwal, Okara,Bahawal Pur, Ahamad Pur,
Bahawal Nagar, Haroon Abad, Rahim Yar Khan.
Internship Report Shamim & Company Pvt Ltd., 8
-
7/30/2019 Imran Final Report Pepsi
9/85
1.2 Objective of Studying the Organization
Shamim & Co. has been working in the field of Beverage in Pakistan. The purpose of
studying the organization is to have practical demonstration over business principles
especially to know the Human Recourse Management department. The real objectives of
studying the organization are based on following facts;
I have a comprehensive knowledge about different section of Human
Resource Management department.
I have a great opportunity to make critical analysis of this theoretical concept
relating to practical experience.
Practical study of the training and development and other activities of this
department.
Understanding / Comprehension of the role played by a Human Resource
Management department in any organization.
Learn interaction of a beverage company and comparing with other firms of
the same industry to make the compressive knowledge of Human Resource
functions and activities
Furthermore it was also my aim to update the current information about
organization.
Internship Report Shamim & Company Pvt Ltd., 9
-
7/30/2019 Imran Final Report Pepsi
10/85
1.3 OVERVIEW OF THE ORGANIZATION
1.3.1 Brief History of Shamim & Co. (Pvt) Ltd Multan
Shamim & Co was established in 1967 under a franchise agreement with 7-UP to
bottle 7-Up Soft Drinks. In 1973 Shamim & Co. started to bottle Pepsi Cola as
well. This was the first Pepsi franchise in Pakistan. Mr. Allah Nawaz Khan Tareen
was the founder of the franchise and also the first Managing Director. It is a great
honor of "Shamim & Company" that it was Second Beverage Company of
Pakistan that time and currently one of most famous Beverages Company of SouthAsia. Shamim & Co. products are manufactured under strict quality control and
conform to international quality standards set by Pepsi Cola International. Shamim
& Co. bottles over 500 million drinks per annum which have earned Shamim &
Co. the distinguished status of being classified as "Mega Plant" in the PEPSI
system.
There are 9 franchise of Pepsi Cola international in Pakistan, Shamim & co. is one
of them that is situated at District jail road Multan. Other franchise of Pepsi Cola
are Peshawar and Quetta that are described above. The company's 1st production
was in 1967, that time the brand offered was 7-up 270 ml that is why it is also
known as 7-up factory. Shamim & Co. primarily deals in CSD's (Carbonated Soft
Drinks). Pepsi Cola international franchise Shamim & company covers 17 districts
& 134 stations. Shamim & Co. Multan has very committed staff and this is the
reason that Shamim & Co. Multan is currently enjoying 80% market share in the
franchise which is the highest for any Pepsi Cola Franchise in the world. Shamim
& Co. was declared "Bottler of the Year" in the region for outstanding
performance.
Internship Report Shamim & Company Pvt Ltd., 10
-
7/30/2019 Imran Final Report Pepsi
11/85
Company is currently passing through the phase of hiring new experienced '&
more competent sales staff in order to increase the share to 90% and above. As far
as distribution is concerned company has a very well-established distribution
network covering whole of the franchise areas.
Internship Report Shamim & Company Pvt Ltd., 11
-
7/30/2019 Imran Final Report Pepsi
12/85
1.4 Mission Statement
Our mission is to be the world premier consumer products company focused on
convince beverages. We seek to produce healthy financial rewards to investors as
we provide opportunities for growth and enrichment to our employees, our
business partners and the communities in which we operate. And in everything we
do, we strive to act with honesty, fairness and integrity.
Internship Report Shamim & Company Pvt Ltd., 12
-
7/30/2019 Imran Final Report Pepsi
13/85
1.5 Vision Statement
Their vision statement is "We were number 1, we are number 1, and we will be
number I". Our collective success depends on our effective strategies, the
organization's needs and the needs of our employees and their families like
enhanced career opportunities, Education and development, Medical, dental and
prescription coverage Flexible spending accounts, Retirement, Life insurance,
Vacation time, Disability, Tuition reimbursement, Scholarships, matching
charitable donations.
Internship Report Shamim & Company Pvt Ltd., 13
-
7/30/2019 Imran Final Report Pepsi
14/85
1.6 Objective
The ultimate objectives of our business strategy are to increase volume, expand
our share of worldwide nonalcoholic ready-to-drink beverage sales and maximize
our Long-term cash flows.
Pepsi-Cola International has keen focus on enhancing value for the customers and
helping them grow their beverage businesses. We strive to understand customer's
needs and demands in order to increase their satisfaction level.
1.6.1 Nature and Profile of Shamim & Co.:
Shamim & Co. has an extensive network of Distributors and well-trained sales
staff to market and distribute the products in whole of the southern Punjab, a
territory that covers almost 150,000 Sq. k.m. Shamim & Co. caters the needs of
over twenty million people through more then 22000 outlets out of which 14,000
are exclusively Pepsi Cola retail outlets. We provide a complete business package
to our retailers including horizontal and vertical bottle coolers, point of purchase
advertising, cash credit, etc.
Internship Report Shamim & Company Pvt Ltd., 14
-
7/30/2019 Imran Final Report Pepsi
15/85
1.6.2 Product Line of Shamim & Co.:
The first product of Shamim & Company was 7-up. But currently the Company is
offering:
Pepsi Cola
Diet Pepsi
7-up
Diet 7-up
Mirinda
Mountain Dew
Internship Report Shamim & Company Pvt Ltd., 15
-
7/30/2019 Imran Final Report Pepsi
16/85
Internship Report Shamim & Company Pvt Ltd., 16
-
7/30/2019 Imran Final Report Pepsi
17/85
1.7 COMPANY QUALITY OBJECTIVES
Corporate objective of Shamim & Company is to continue to build a strong company
which provides value to its all stakeholders. Company will accomplish this mission
through its commitment to the following four key components.
1.7.1 CONSUMER FOCUS
Shamim & Company focus CPQ (Consumer Perception of Quality)
Benchmarking
Up-gradation of Quality Measurement System
Sensory & Appearance Testing
1.7.2 SUPPLIER APPROVAL
To strive for continuous improvement in the quality of Incoming Raw Materials and
Packaging by:
Vendor Certification Approval
1.7.3 PLANT AND TRADE
To upgrade technological capabilities by the acquisition of latest tools & technology
recommended by PCI to drive Quality Evolution:
Statistical Process Control
Standards, Methods and Manuals
Trade Age Management
Laboratory Validation & Up-gradation
Internship Report Shamim & Company Pvt Ltd., 17
-
7/30/2019 Imran Final Report Pepsi
18/85
1.7.4 PEOPLE AND ORGANIZATION
To share ownership for Quality with everyone at all levels through:
Training
Process Ownership
Empowerment
Internship Report Shamim & Company Pvt Ltd., 18
-
7/30/2019 Imran Final Report Pepsi
19/85
1.8 Stock keeping Units (S.K.U):
S.K.U is the different packings of the brands. Like if we take Pepsi as a brand, availabale
S.K.U are 250 ml standard, 1 litre glass, Buddy pack, Can 330ml, 1 litre pack, Half litre
pack etc. The available S.K.U of the company are 54.Further categories are as:
SSRB This stands for Single Serving Returnable Bottle (Regular)
We are offering Pepsi, Mirinda, 7-Up & Mountain Dew in this group.
LRB This stands for Liter Returnable Bottle this includes Pepsi, Mirinda &
7-Up. We are not offering Mountain Dew in this class.
Pet Bottle (1.5 Liter)
o This includes Pepsi, Mirinda & 7-Up. This group also does not have
Mountain Dew in their family.
o Here Diet Pepsi & 7-Up are also available to enlarge the range of group.
NRB This stand for Non Returnable Bottle. It can also be called as Deposable
o It has 300ml quantity. This group includes Pepsi, Mirinda, 7-Up, Diet
Pepsi & Diet 7-Up.
Cane Packing, we are offering cane packing of all that brands that are offered in
SSRB. Including Pepsi, Mirinda, 7-Up and Mountain Dew.
Internship Report Shamim & Company Pvt Ltd., 19
-
7/30/2019 Imran Final Report Pepsi
20/85
1.9 Unique Features of Shamim & Co. Multan:
The Company has following distinguishing features:
Shamim & Company covers the largest area/territory among all Pepsi
franchises in Pakistan.
Shamim & Company has won quality awards at international level. Also
declared
It enjoys 80% market share which is the highest for any Pepsi Cola Franchise in
the world.
Internship Report Shamim & Company Pvt Ltd., 20
-
7/30/2019 Imran Final Report Pepsi
21/85
1.10 Organizational Structure:
Managing Director, Mr Alamgir Khan Tareen
General Manager Sales & Marketing, Mr Amir Hameed
General Manager Technical, Mr Asmat ullah Baig
General Manager Finance, Mr Sohail Butt
Manager Sales Information System & Research (SIS), Mr. Kamran Ahsan
Manager HRD, Mr Ahmed Abdi
Manager Shipping, Mr Major Farooq
Internship Report Shamim & Company Pvt Ltd., 21
-
7/30/2019 Imran Final Report Pepsi
22/85
Internship Report Shamim & Company Pvt Ltd., 22
-
7/30/2019 Imran Final Report Pepsi
23/85
2.1 DEPARTMENTS OF SHAMIM & COMPANY
There are seven main departments of Shamim & Company.
Sales & Marketing Department
Production Department
MIS Department
Research & SIS Department
Finance Department
Cash Department
Human Resource Department
2.1.1 Research & MIS Department
MIS department of Shamim & Co. is playing in this regard. The department is
working with a small setup & satisfying the information requirements of the
organization with a small staff and developed a setup, the department has
eliminated much work load, paper work and saved a lot previous time.
2.1.2 Finance Department
This is one of the most important departments of this organization. This
department made the financial plans of the organization, they analyze their
resources and then concise other reports and gives the whole budget the
organization can afford. Another job of this department is to make the complete
record all financial and non-financial transactions made inside as well as outside
the organization.
Internship Report Shamim & Company Pvt Ltd., 23
-
7/30/2019 Imran Final Report Pepsi
24/85
2.1.3 Sales & Marketing Department
Sale and marketing is the most important department of any beverage company.
To maximize the sales and profit, this department should be proper planed and
managed.Shamim & Co. Pvt. has a very aggressive and hardworking Sales and marketing
department.
2.1.4 Human Resource Department
Human Resource Department is responsible for all activities regarding recruiting,
selecting, hiring, training, compensation etc. Human Resource Department ensures
that the job vacancies are filled by appropriate persons. Human Resource
Department deals with every matter regarding workforce
2.1.5 Shipping Department
Shipping is a very critical area for any beverage organization. It serves the role of
coordinator or middleman between production and sales. Ensuring appropriate
quantity and on time availability of empty & liquid stock is utmost important. Any
malfunction in empty receiving, storage, and supply to plants, liquid stock and
distribution directly affects sales. This is a complete chain or cycle and any weak
link, bottleneck or disturbances will slowdown the whole operations.
2.1.6 Supply Chain Department
This department proves to be back bone for the company. It performs various
functions that are:
Generates Inventory Reports
Policy making
Contacting with suppliers
Planning for future activities regarding inventory
Internship Report Shamim & Company Pvt Ltd., 24
-
7/30/2019 Imran Final Report Pepsi
25/85
2.2 Delivery System of The Company
The company is following two types of delivery systems.
2.2.1: Direct Delivery System:
The Company spends its own resources to sell directly to the retailers. The company
uses its own distribution system.
2.2.2: Indirect delivery System:
Most usable system of NBC that is they sell to distributors and then distributors uses itsown resources to sell the products. The company sales products on low prices and also
commissions are there.
2.3Major and Minor Competitors:
Coca Cola
Gourmet Cola
Muree Beweray
Shandy Cola
Shezan
Red Bull
Kooler Cola
Boomer Cola Other Local Made.
Internship Report Shamim & Company Pvt Ltd., 25
-
7/30/2019 Imran Final Report Pepsi
26/85
3. HUMAN RESOURCE
DEPARTMENT
Internship Report Shamim & Company Pvt Ltd., 26
-
7/30/2019 Imran Final Report Pepsi
27/85
3.1 General Discussion on HR Department:
FIRM department plays a vital role in each organization. The department of
Human resource is working efficiently in the company from approximately 4
months. The basic functions of this department are
Job Analysis
Preparation and collection of applicants information
Recruiting
Selection
Placing
Specifying jobs and roles
Training
Evaluation
Feed Back
Career development
Out sourcing
Preventing violence in the workplace
Ensuring safety at the workplace
Transfer and promotions
Internship Report Shamim & Company Pvt Ltd., 27
-
7/30/2019 Imran Final Report Pepsi
28/85
3.2 JOB ANALYSIS
Following steps should be taken by the SCL:
Step1: Obtain Documentary information such as procedure manuals and written
instruction.
Step 2: Ask about more general aspect such as the job purposes, the main activities.
Step 3: Ask the jobholders about the job.
Step 4: Observe the jobholders to see what they actually do.
Formulation of Job Specification and Job Description:
3.2.1 Job description
Human resource Division analyze each job and the it's required
Out comes. Job analysis is done by analyzing the past experience and emerging trends.
SCL holds documents about terms, duties, responsibilities, and specifications about each
job.
SCL clearly defined everything that the applicant face no difficulties for application to
see the criteria defined he lies are not.
3.2.2 Job specification
SCL also has well developed criteria for each job in term of the job specification. In all
the area of the jobs the pre- requisite for the job arc defined for example:
Qualification required for a job
Skill required for a job
Experience required for a job
Age Limit
Internship Report Shamim & Company Pvt Ltd., 28
-
7/30/2019 Imran Final Report Pepsi
29/85
3.2.3 Factors and functions of Human Resource Department Involve:
Human Resource Planning & Forecasting
Recruitment
Selection
Orientation & Training
Performance Appraisal & Management
Compensation & Benefits
Career Development
Roles of the Human Resource Department include Strategic Role, Operational Role,
Administrative Role and employee's advocacy Role. Out of these roles only strategic and
operational role is exercised in SCL HR department, where as the administrative role is
exercised by the personal department.
3.2.3.1. Division of HR Department in SCL
The Human Resource department is divided in two Sections.
I. Team Tracking Department
II. The Personnel Department
Functions of Team Tracking Department include: (Strategic & Operational Role)
Planning & forecasting
Recruitment & selection
Orientation & training
Performance appraisals & management
Compensation & benefits
Internship Report Shamim & Company Pvt Ltd., 29
-
7/30/2019 Imran Final Report Pepsi
30/85
Functions of Personnel Department include: (Administrative Role)
Retirement benefits
Liaison with govt. Agencies regarding legal matters
HRIS of permanent employees
Salary structure
Bonus schedule
Gratuity plans
Annual routine increments
Labor force management system
Planning of direct & indirect labor
Recruitment & Decruitment of Labor
Division of labor among different department
3.2.3.2. HR Planning & forecasting in SCL
HR Planning is the process by which managers ensure that they have the right number
and kinds of people in the right places, and at the right times, who are capable of
effectively and efficiently performing their tasks, It helps avoid sudden talent shortages
and surpluses resource planning.
Forecasting is the process of deciding what positions the firm will have to fill and how to
fill them.
Assessing Current Human Resources
Assessing Future Human Resource Needs (forecasting)
Developing Action plans to meet the HR needs
3.2.3.3. Recruitment & Selection in SCL
Recruitment is the process of seeking & attracting pool of people from Labour Force
Population to short listed applicant pool, out of which qualified candidates for job
Internship Report Shamim & Company Pvt Ltd., 30
-
7/30/2019 Imran Final Report Pepsi
31/85
vacancies can be chosen. It is the process of locating, identifying, and attracting capable
applicants.
Identification of vacancies to be filled.
New Vacancy
Replacement Vacancy
Internal recruitment
By Promotion
By Transfers
External recruitment:
Job Posting in News Papers
Job Postings at employment sites such as www.Rozee.pk
Campus Recruiting (Job Fairs)
Company Own Data Bank
Physical Filling Record of Dropped Applicant C Vs. (External)
Company Employees Data Bank, HRIS (Internal)
Company Data Bank, HRIS (External)
References based applications which have been tested
Internship Candidate CVs
CVs from Previous Advertisements (not selected in past)
Internal Recruitment: is done by evaluating the current employees Data Base. Potential
candidates (employees) are short listed depending upon their skill, knowledge and
experience and then referred to concerned department heads for final interview. On
Successful Interviews candidates are promoted or transferred. Internal Promotions and
transfers play very important role in boosting morale and motivation level of existing
employees as the team members become clear that in case of any opportunity, priority
will be given to the best available in house source, and work with more dedication.
Internship Report Shamim & Company Pvt Ltd., 31
http://www.rozee.pk/http://www.rozee.pk/http://www.rozee.pk/ -
7/30/2019 Imran Final Report Pepsi
32/85
Steps of Internal Recruitment include:
Selecting Suitable Candidates based on the data available in CVs
Preliminary Interviews by Team Tracking Department.
Aptitude Test. (Focus on IQ & Team Working Capabilities)
Panel Interview
Job Offer.
After Final Interview selected candidate's profile is sent to the MD (along with
recommendation and proposed Salary Package) for Appointment Approval.
External Recruitment: In case of Middle Management Recruitment preference is given
to well known employment Agencies (like Abacus Consulting or KPMG). In Case of
Line Managers and support staff recruitment SCL uses its own Team & Tracking
Department for recruitment.
Steps of External Recruitment & Selection include:
Employee Requisition is send to HR Department.
HR Department than issue a form to the department from which requisition is
raised. This form is required to fill by the requested department, contains
particular information required for that job such as JDs, salary offered, Education,
Experience, specialty area, employment status.
1st Preference: On the basis of information supplied, the HR Department gather
the application population from the HRIS, if application population is not
available in HRIS then advertized in news paper and on employment websites to
gather the applicant pool.
2nd Preference: Job Posting by External Agency on Behalf of SCL _
3rd Preference: HR Consulting agency such as abacus Consulting mdip3iV&r~
Screening of Applications for Interview Calls "
Preliminary Interviews according to Job Specification
Tests according to Job Specification
Internship Report Shamim & Company Pvt Ltd., 32
-
7/30/2019 Imran Final Report Pepsi
33/85
HR Department than recommends Potential Candidates to concerned Department
for Final Interviews by SCL Management depending upon the acceptance of the
offer by the applicant and availability to fill the vacancy within specified time.
Panel Interviews by Department Head along with AM Team & Tracking Dept. for
final Selection. Selection ratio is very limited that is around 5% and acceptance
rate is 100%.
3.2.3.4. Orientation in SCL
As far as concerned SCL, Orientation is mainly informal by assigning the job to any
senior member to introduce the newly appointed employee:
Introduction to department peers and seniors
Key members of other departments
Product line of the company
Role and functions of department
Organizational chain of command
Administrative policies
Cultural orientations
Working styles of departments
3.2.3.5. Training in SCL
It is the process that involves the acquisition of skills, concepts, rules and attitude to
enhance employee's performance and maintain the organizational competency to attain
competitive advantage over the industry. In order to analyze the need of training,
employees and departments are appraised for GAP analysis. These performances GAP
are then categorized as:
Resource GAP
Competency GAP
Motivational GAP
Internship Report Shamim & Company Pvt Ltd., 33
-
7/30/2019 Imran Final Report Pepsi
34/85
Effort GAP
Constraints GAP
On these bases trainings are planed which cover training assessments (GAP Analysis),
design of trainings (Contents), Delivery of Trainings (Scheduling and Arrangements) and
evaluation of trainings (Trainings tests and Performance Measurements). In SCL the
frequency of performance appraisal is quarterly which give the employees assessments
and helps in recognizing the need for trainings. Training initiatives could also be raised
from any particular departmental head for their subordinates.
After finalizing the need for training, the company then analyzes the option of internal
trainer or external trainer. In case of external trainer than training contents and modules
are finalized against the trainer fees. On the spot customization of contents could also be
exercised subject to negotiations with trainer on fees issues.
HR department is responsible for all arrangements, resources, availability of trainers and
trainees and scheduling. After one week of training, HR department circulates a form
required to fill by the trainees covering the trainee's satisfactions, training effectiveness,
re-producability, ambiguities and need to revise the training etc. This form only coversthe employee feedback and collected formally. Additionally, Sr. Manager of the
concerned department is asked by the General Manager about the effectiveness of
training. This is just verbal practice and will never be the part of evaluation record.
Beside all these short term trainings, there is a provision in Govt. Labour Department that
if an employee is working with same organization for certain time and he/she want to
upgrade academic profile by taking advance studies, then the company may apply on
behalf of that employee to grant the scholarship. Some time companies also grant
scholarships covering whole or partial financial aid to that employee for long term
trainings or up gradation of academic profile, but in case of SCL there is no any practice.
Training in SCL Include:
Internship Report Shamim & Company Pvt Ltd., 34
-
7/30/2019 Imran Final Report Pepsi
35/85
In House Training Seminars, training through the expert management staff within
the departments (Mentoring) and at Manager Level, inter departmental trainings
sessions are also conducted to improve the horizontal communication and co-
ordinations.
Technical and Job Based Training are also organized from Reputed Consulting
Firms, where new level of training is required than trainers are outsourced and
they are highly paid. This type of training is much more expensive than in house
training.
Job Rotations these are by virtue of working with other department culture and
understanding the working ethics and enhance knowledge. This could also be
carried out for inter departmental compatible jobs.
3.2.3.6. Performance Management System in SCL
Performance management is a process used to identify, encourage, measure, evaluate,
improve, rewarding employee performance on the basis of quality and quantity of work
assigned and achieved, time variances, absenteeism and duty hours completions and over
all conduct of employees such as competiveness and attitude within organization to
establish and evaluate an individual's job performance to achieve goals and objectives.
Different Methods are used in Different Department for Evaluation of Employee
Performance:
Sales & Distribution Department
Achievement of Targets
Supply of Products as per demand
Production Department
Yield Percentage (Productivity)
Quality of the Product
Finance Department
Management By Objectives (MBO)
360 feed back
Internship Report Shamim & Company Pvt Ltd., 35
-
7/30/2019 Imran Final Report Pepsi
36/85
Job Description Performance
Role of performance appraisals includes compensations (money rewards), promotions
(uplift in hierarchy), warnings before dismissals and downsizings. In SCL only
administrative role of performance appraisal is practiced. Whereas organizational role of
performance appraisal is also important which include HR inventory strengths, identify
areas of growth and HR development plans. Appraisal sources include self evaluations,
subordinates, supervisors, managers and coworkers or peers.
Frequency of this performance appraisal system is quarterly but only three quarters are
implemented as one month is consumed in each quarter for data collections.
In case of 360 appraisals: co workers, subordinates and supervisors appraise within the
department at offices level and executive level evaluations. While in case of Assistant
Managers and Sr. Managers, additionally interdepartmental evaluation is also exercised.
In case of MBO appraisals: quarterly objectives are set by the respective supervising
Manager in term of objectives and job descriptions. At the end of each quarter, a meeting
is held in which competency and skill form of respective employee is filled whichincludes self evaluation, cross checked by the supervisor and finally variances are
discussed with the employee in meeting. 360 appraisal forms are already collected for
that employee before MBO meeting and also discussed weak areas of 360 appraisal
report.
3.2.3.7. Compensation System in SCL
It is define as what employees receive in exchange for their work. The synonym of the
compensation system is reward system. There are two types of reward systems Intrinsic
(intangible, psychological, social effects) and extrinsic (tangible and money matters).
Components of reward system include:
Direct Reward Indirect Rewards
Internship Report Shamim & Company Pvt Ltd., 36
-
7/30/2019 Imran Final Report Pepsi
37/85
Base Pay (individual) Insurance
Wages Paid time off
Salaries Retirement Pensions
Bonuses Worker's compensations
Variable Pay (individual, dept., org)
Stock options
Incentives
Objectives of Compensation Include:
To attract and keep the desired quality and mix of employees
To ensure fair and equitable treatment
To motivate employees to improve their performance continually
To ensure compensation is maintained at the desired competitive
level
Employment benefits includes:benefits and services that employees receive as indirect
compensation; these benefits are of different nature such as Legal Benefits, Retirement
related, Insurance Related & others.
Legal benefits include: Social Security, unemployment compensation and
workers compensations.
Retirement related benefits include: Pension plans & Preretirement plans
Insurance related benefits include: Health Insurance, Dental Insurance, Life
Insurance and Accident & Emergency Insurance.
3.3 Benefits in SCL:
For Higher Management
Company Provided Transportation
Pick & Drop Facility
Free Accommodation
For All Staff Members
Internship Report Shamim & Company Pvt Ltd., 37
-
7/30/2019 Imran Final Report Pepsi
38/85
Medical Benefit
Life Insurance
Paid Holidays
Paid Medical Leaves
LEGALLY
Social Security
INSURANCE
Life Insurance
Health Insurance
3.4 Labour Union Relations in SCL
In SCL there no labor Union exists. However all the labor related issues are handled by
Personnel Department and play advocacy role on behalf of Labour to the Top
Management.
3.4.1 Preparation and collection of applicant's info:
Resumes are collected from applicants. Already present resumes are also collected
which are resulted from walk ins and write ins.
3.4.2 Evaluation:
Evaluation of employees is done by using software. This software helps the HR
department in evaluation of employees. Evaluation is done on monthly basis.
3.4.3 Feed Back:For feed back company uses the 360 degree rule. This enables the HR department
to get feed back from every level and every side. Further feed back is provided and
received by each employee.
Internship Report Shamim & Company Pvt Ltd., 38
-
7/30/2019 Imran Final Report Pepsi
39/85
3.4.4 Career development
Career development is the important function of the HR department because all
the training programs are initiated by this department and therefore it plays a vital
role in career development.
3.4.5 Outsourcing:
HR department also outsource employees which are above manager level. For this
purpose this department gets services of a recruiting agency named "Abacus
Recruiting Agency Lahore". So Shamim and Co. acts as a client of this agency for
hiring of staff members above manager level.
3.4.6 Ensuring safety at the workplace
Providing safe working environment to the employees in the responsibility of the
HR department and it has a check over it. Particularly employee's safety is ensured
in tile production department in order to avoid the loss.
3.4.7 Transfer and promotions
All the transfer and promotion decisions are made by the HR department. But in
case of senior manager a meeting is conducted and the decision is made whether to
promote or not.
Internship Report Shamim & Company Pvt Ltd., 39
-
7/30/2019 Imran Final Report Pepsi
40/85
3.5 Structure of Human Resource Management:
The structure for Human Resource Management starts from Executive Inchgarge of HRand then Assistant Executive Incharge for HR and then coordinator. The post of
coordinator is of two types which include Region Vise and Branch vise. The structure is
as under:
Internship Report Shamim & Company Pvt Ltd., 40
-
7/30/2019 Imran Final Report Pepsi
41/85
3.6 Human Resource Planning:
The processes by which management ensures that it has the right personnel, who are
capable of completing those tasks that help the organization, reach its objectives.
Human resource planning refers to the planning of human resource functions, or in otherwords, planning how human resource management will be executed.
Recruiting
Selecting
Hiring
Orienting
Training and retraining
Motivating
Coaching
Mentoring
Counseling
Recognizing achievements
Empowering
Communicating
Evaluating
Promoting
Laying off
Dismissing
3.7 Human Resource Planning (HRP) Process:
a) Determine the organ iza tional mission
It states Shamim & Co,s overall purpose and basic business scope and operations it
provides information.
Internship Report Shamim & Company Pvt Ltd., 41
-
7/30/2019 Imran Final Report Pepsi
42/85
b) Scan the organ iz at ion environmen t: This is known as SWOT analysis
through this process Shamim & Co,s HR department identifies opportunity, threat,
strength and weakness that can be faced by the Shamim & Co.
c) Set s t ra teg ic goa ls : Set specific long term and short term goals and
objectives. These goals are specific, challenging and measurable.
d) Formulate a s trateg ic plan: Course of action is designed to meet strategic goals
and departmental goals are selected at this step.
3.7.1 These are steps of HRP process.
Determining the objectives
Defining skills required to meet objectives
Determine additional human resources requirements in light of current HR.
Develop action to meet the anticipated HR needs
3.8 Human Resource Management Forecasting:
Shamim & Co. uses different techniques to determine the human resources required that
involve identifying the jobs, skills and knowledge required by those jobs and the
performance level of the current workforce. Using this data, it can forecast hiring or
reorganizing needs for both the short and long term. Forecasting methods typically
includes using past data to predict future staffing. Additionally, Shamim & Co. can use
survey, benchmarking and modeling techniques to estimate workforce staffing numbers.
Use several methods and cross-check your findings to obtain the most accurate results.
Step 1
Analyze work operations. Conduct a detailed job analysis for each function by company
and list the policies and procedures required to complete each task. Document the
Internship Report Shamim & Company Pvt Ltd., 42
-
7/30/2019 Imran Final Report Pepsi
43/85
-
7/30/2019 Imran Final Report Pepsi
44/85
Step 5
Document the forecasting process and follow it consistently throughout the company so
that all managers align their forecast to your strategic direction, identify skill gaps, create
action plans to address shortages, implement plans to hire and retain skilled personnel
and evaluate forecasts on an ongoing basis. Using this model, Shamim & Company can
more accurately guide workforce planning efforts for all skill areas such as information
technology and knowledge management.
Internship Report Shamim & Company Pvt Ltd., 44
-
7/30/2019 Imran Final Report Pepsi
45/85
3.10 EMPLOYMENT AGENCY
Shamimn & Company does not consult any employment agency for its recruitment
process.
3.10.1 ADVERTISING MEDIA
Advertisement is done through print media as Newspaper in order to attract applicants.
Especially daily Jang will be preferred for advertisement.
3.10.2 APPLICATION FORMS
Almost all organization requires job candidates to fill out an application. The application
might be a form on which the person gives his or her name, address, and telephone
number. Or it might be a comprehensive personal history profile, detailing the persons
activities, skills and accomplishments.
3.11 EMPLOYMENT SELECTION PROCESS
All of the process from recruitment to training is done in the main head office of Shamim
& Company in Lahore. Selection process consists of following procedures.
3.11.1 POLICY
It is the Companys policy
1. To lay down procedures for recruitment and promotion of employees.
2. To lay down procedures to select right men for the right jobs on merit in order to
attain optimum efficiency and productivity
3.11.2 OBJECTIVE
The objective of the policy is: - To establish a fair & rational system for recruitment and
promotion of employees.
Internship Report Shamim & Company Pvt Ltd., 45
-
7/30/2019 Imran Final Report Pepsi
46/85
3.11.3 SELECTION BOARD/COMMITTEE
The Competent Authority may constitute the selection committee for recruitment of
employees. The recommendations of the selection committee shall be referred to the
competent authority for final selection and approval, as laid down in the Recruitment
Procedure for Council Employees attached as Annexure to regulations.
1. All employees of the Shamim & Co. will be appointed through advertisement in the
Press except grade S4.
2. The quorum for selection board will be 50% of the total member of selection board
including HR Manager.
3. If President of selection board can not chair due to any reason, he may request any
member of selection board to chair the Board.
3.11.4 WRITTTEN TEST
In Shamim & Co. written test of all applicants is conducted by the HR Department. The
test includes almost all areas depends upon nature of the job. Those applicants who
qualify are invited for an interview. The criteria of written test are change upon nature of
job
3.11.5 INTERVIEW
Short listing is done on the basis of academic record and written test and these short listed
candidates are called for an interview. Interview process is done in the main head office
Shamim & Co. at Lahore.
3.11.6 EMPLOYEES PLACEMENT
Selected employees are appointed to the position for which they are selected at desired of
Shamim & Co near to his home station etc.
Internship Report Shamim & Company Pvt Ltd., 46
-
7/30/2019 Imran Final Report Pepsi
47/85
3.11.7 APPOINTMENT OF TEMPORARY (Daily Basis)
The Production Manager with permission of HR Manager and Director may appoint any
person on temporary basis depending on the requirements. Such appointments vary with
the variations in season.
3.12 EMPLOYEEDEVELOPMENT
3.12.1 WHAT IS EMPLOYEE DEVELOPMENT?
Employee development is a joint, on-going effort on the part of an employee and the
organization for which he or she works to upgrade the employee's knowledge, skills, and
abilities. Successful employee development requires a balance between an individual's
career needs and goals and the organization's need to get work done. Employee
development programs make positive contributions to organizational performance. A
more highly-skilled workforce can accomplish more and a supervisor's group can
accomplish more as employees gain inexperience and knowledge. Employee
development programs make positive contributions to organizational performance. A
more highly-skilled workforce can accomplish more and a supervisor's group can
accomplish more as employees gain inexperience and knowledge.
3.13 WHY SHOULD EMPLOYEE SKILLL & ABILITIES BE
DEVELOPING?
Employee development programs make positive contributions to organizational
performance. A more highly skilled workforce can accomplish more as the individuals
gain in experience and knowledge. In addition, retaining an employee saves the
organization a great deal of money. One method of retention is to provide opportunitiesto develop new skills. In research conducted to assess what retained employees,
development was one of the top three retention items.
1. Improve Employee Performance
2. Develop New Managers
3. Recognizing and developing high-potential employees
Internship Report Shamim & Company Pvt Ltd., 47
-
7/30/2019 Imran Final Report Pepsi
48/85
3.13.1 IMPROVE EMPLOYEE PERFORMANCE
We can create a customized, in-depth developmental plan for each of your employees by
pinpointing their abilities, motivations and growth opportunities. When individuals have
clear expectations and learn specific strategies for maximizing their potential and
improving performance, they feel valued, motivated and invested in their own
professional development, as well as in the growth of the company
3.13.2 DEVELOP NEW MANAGERS
Most people in managerial positions have had little or no management experience or
training before taking on their current roles. And problems often occur because the
individual's initial expectations, as opposed to the real responsibilities of the position, are
entirely different. When people are promoted to management positions for the first time,
it is vital that appropriate tools, techniques and guidance are provided to make a
successful transition from being a member of the team to leading the team. Caliper can
help new managers hone the skills required for making decisions, managing priorities,
developing others, communicating effectively and getting projects completed through
delegation.
3.13.3 RECOGNIZING & DEVELOPING HIGH POTENTIAL EMPLOYEES
Pinpointing and developing high-potential employees is the main ingredient to ensuring
your organization's continued success. Whether it's preparing them for a high-level role
or helping them take on more responsibilities, acknowledging your top performers will
help you retain valuable employees and set themand your companyup for future
success. Caliper can work with you to discover the competencies necessary for success in
your organization, to conduct Three Sixties to determine who has leadership potential and
to begin development programs so your high-potential employees are ready take on more
responsibility when you need them to.
Internship Report Shamim & Company Pvt Ltd., 48
-
7/30/2019 Imran Final Report Pepsi
49/85
3.14 PERFORMANCE MANAGEMENT
3.14.1 SETTING PERFORMANCE STANDARD & EXPECTATION
The success of your business is directly related to the commitment and productivity of the
people who work in your business. And yet it is generally recognized that 60% of
employees, or more, are underutilized in their role sat work. So what are the factors that
contribute to low performance standards andexpectations?Communication, or miscommunication, is one of the major sources of low productivity.The messages that move between the owner, employees, managers and even customers
are not understood in the same way. One classic example is that business owners tend to
assume that employees and managers see things the same way they do. Managers tend to
lower their expectations (unconsciously) so that they will not have to confront
employees. Most people dislike discussing declining performance with their employees,
and so actively avoid having to do so by reducing heir expectations of whats required.
Employees have a tendency to protect themselves from possible failure by pushing back
on what is expected. They will often negotiate/bargain the job down to a more
comfortable level
3.14.2 PERFORMANCE REPORTS WRITING PROCEDURE
Every employee will be appraised on the basis of his / her performance, achievement of
goals, general conduct, communication skills, pear relationship, teamwork, and academic
and professional qualifications.
1. Appraisal shall primarily be done by the immediate supervisor on prescribed
Performas.
2. The appraisal shall be done on yearly basis for the period ending June30 for each
employee.
Internship Report Shamim & Company Pvt Ltd., 49
-
7/30/2019 Imran Final Report Pepsi
50/85
3. The process of performance appraisal shall be initiated by the Administration / HR
Department of Shamim & Co. and shall be completed within 3 week of receipt of
performance appraisal forms by the respective in charge.
4. While rating and employee on two extreme positions in outstanding or bad
(unacceptable) the appraiser will justify by recording his comments giving particular
instances for arriving at such conclusions.
5. Competent Authority will finally approve the recommendations.
3.15 EMPLOYEE COMPENSATION AND BENEFITS
3.15.1TYPES OF COMPENSATION AND BENEFITS
These are the following types of compensation and benefits are in Shamim & Co..
3.15.1.1 ANNUAL INCREMENT IN THE SALARY
The Chairman will issue increment policy for each year (1st July 30 June)and
appointing authority for the various posts will sanction annual increment to the
employees as per increment policy issued by the Chairman for that year. The increment
annual shall accrue on 1st July each year subject to the condition that the employee will
be entitled to the increment if he/she has rendered at least six months continues service
on 30th June. The annual increment will be given to all employees as per increment
policy for the year. The increment of an employee may be withheld on account
of unsatisfactory performance or on account of disciplinary action based on misconduct
and the employee shall be informed accordingly.
3.15.1.2 PERFORMANCE INCREMENT
The Chairman will issue increment policy for each year (1st July 30 June)and
appointing authority for the various posts will sanction performance increment to the
employees as per increment policy issued by the Chairman for that year.
The performance increment shall accrue on 1st July each year subject to the condition
that the employee will be entitled to the increment if he/she has rendered at least six
Internship Report Shamim & Company Pvt Ltd., 50
-
7/30/2019 Imran Final Report Pepsi
51/85
months continues service on 30th June. The performance increment will be give to the
selected employees base on the overall performance evaluated of the employee during
the year as per increment policy for the year
3.15.1.3 SPECIAL ADDITIONAL MERIT INCREMENT
The Chairman may grant special additional merit increment to any employee based on
his/her exceptional services / performance beyond the call of the duty
3.15.1.4 PROVIDENT FUND
An employee after confirmation in service shall be entitled to become the member of the
employee provident fund scheme of the Council. A deduction@ 10% of the basic pay
shall be made from the salaries with equal contribution for Shamim & Co. secretariat
Employee from Shamim & Co. account to Employees account. The administration of
provident fund will be done by the trustees house in Human Resource Management
Department in accordance with laid down provident fund rules /regulations approved by
the Council and as permissible under income tax laws.
3.15.1.5 Group Life Insurance Scheme
All permanent employees will be insured under a group life scheme for the amount
prescribed from time to time by the management, payable in the event of his/her death
during service in accordance with the terms & conditions of Group Life Insurance
Scheme approved by the Council.
Premium under this scheme shall be fully paid from Shamim & Co. accounts to all
employees respectively.
315.1.6 Group Health Insurance Scheme
Under the Group Health Insurance Scheme hospitalization and other charges for
treatment at a hospital other than food shall be provided to all permanent employees and
their families through a health insurance scheme in accordance with the terms &
conditions of Group Health Insurance Policy.
Internship Report Shamim & Company Pvt Ltd., 51
-
7/30/2019 Imran Final Report Pepsi
52/85
The Chairman is authorized to frame the health insurance policy and approved the terms
and conditions of health insurance with reputable insurance companies subject to Council
ratification.
3.15.1.7 Leave Fare Assistance
Permanent employees shall be eligible to leave fare assistance equal to one month gross
present salary in a calendar year for completed year of service provided the employee is
granted earned leave for not less than 10 days at the time of availing the LFA. Leave fare
assistance is to be availed in the same year it is granted. However, it may be accumulated
for two years incase earned leave is refused due to exigency of service. The period
of earned leave in any will not be less than 10 days.
Internship Report Shamim & Company Pvt Ltd., 52
-
7/30/2019 Imran Final Report Pepsi
53/85
3.16 ORGANIZATION CAREER MANAGEMENT
Career management/planning are the process of making and implementing career
decisions. Ideally you should start the process well before your final year, but you can
start at any stage. An effective career plan requires all the elements in the career
planning. You may find you have already explored some of them. It really does not
matter where you start as long as you cover all the elements. You should find the process
helpful whether you have a clear vision or no ideas what you want to do and you should
be able to apply this process throughout your working life .Careers service staff are keen
to help, but the commitment to tackle the process must be yours. If you are unsure where
to start we suggest you begin with 'What I want and what I have to offer'
3.16.1 TEN STEPS TO PLANNING YOUR CAREER
1. Develop a career plan. Think about what you want to do and find out more about
the kind of training, education, and skills you will need to achieve your career
goal
2. Assess your skills and interests. Think hard about what you enjoy,what youare good at, what kind of personality you are, and the values you hold.
3. Research occupations. Find out more about the nature of the jobs that interest you,
such as educational requirements, salary, working conditions, future outlook, and
anything else that can help you narrow your focus.
4. Compare your skills and interests with the occupations youve selected. The
career that matches your skills, interests, and personality the closest may be the
career for you.
5. Choose your career goal. Once you've decided what occupation matches up best
with you, then you can begin developing a plan to reach your career goal.
6. Select a school that offers a college degree or training program that best meets
your career goal and financial needs.
7. Find out about financial aid to help support you in obtaining your career goal. If
you haven't already done so, begin saving for college.
Internship Report Shamim & Company Pvt Ltd., 53
-
7/30/2019 Imran Final Report Pepsi
54/85
8. Learn about job hunting tips as you prepare to graduate or move into the job
market.
9. Prepare your resume, and practice job interviewing techniques.
10. Go to your career guidance center (at your middle school, high school, or college)
or local library for additional information and help on career planning, or check
out our Other Internet Resources.
3.16.2 EMPLOYEE JOB CHANGES
Employee attitudes toward job changes, Management enforced job change and employee
perceptions of the psychological contract examine employees contractual responses to
enforced job change. Some job changes may be voluntary. You may be unhappy with
your present employer. Any two appointing authorities may authorize a lateral job changeor voluntary demotion for an employee between organizations. In Shamim & Co. the
employee may be moved from Main office to sub offices and from Head Office to
Multan Office into other department regarding same position and same scale.
3.17 Jobs Changes within the Organization:
These are the following points be capable to a person for promote, transfer and enforce
for job changes;
Abilities (aptitude)
Skills
Interests
Values (what motivates you)
Personal qualities
Preferred lifestyle
Internship Report Shamim & Company Pvt Ltd., 54
-
7/30/2019 Imran Final Report Pepsi
55/85
3.17.1 Promotion:
1. Promotion is the discretion of the management and cannot be claimed as a
matter of right.2. Vacant posts of Council will be filed with existing employees as possible
who fulfill the eligibility criteria (Both Qualification and Experience) of that
post to which one is being promoted.
3. Employee may be considered for promotion in the next grade based on
performance / circumstances provided they have completed a minimum of 3
years of service in the existing grade.
4. Chairman will be the competent authority to approve cases for accelerated
promotion of employees based on exceptional performance / circumstances by
relaxing condition of 03 years service.
5. Employees if promoted will get promotional increase of up to 10%or
minimum of new pay scale which ever is higher to the promoted employee.
6. Proposals for promotion of eligible employee will be considered once in a
year. Total process is completed by 1st October of each year.
7. The proposal for promotion of employee will be forwarded by the
immediate supervisor to the Competent Authority of that post in which one is
being promoted on the basis of his / her performance. The Competent
Authority will constitute a Promotion Board to review the promotion
proposals on the basis of employees annual appraisal, performance, results of
in house examination/test, achievement of goals, general conduct,
communication skills, pears relationship, and team work, academic &
professional qualifications and make recommendations for his
consideration/approval.
8. If an employee has reached the maximum limit of his / her present pay
scale and has not been promoted to the next grade, he will continue to receive
increment in salary according to increment policy for the year subject to the
condition that total emoluments do not exceed the maximum limit of next
higher grade w.e.f. 01.07.2007. As an example date, month and year.
Internship Report Shamim & Company Pvt Ltd., 55
-
7/30/2019 Imran Final Report Pepsi
56/85
3.17.2 Transfer:
Moving employees either laterally or downward; usually does not reduce costs but canreduce intra organizational supply demand imbalances. Every employees shall be liable
to serve anywhere within the province against any post. Transfer occurs when an
employee is moved from one job to another position that is relative, equal in pay,
responsibility or organizational level. Employees can be transferred from one station of
Shamim & Co. to any other station and head office(Lahore).
3.17.3 Demotion:
Demotion occurs when an employee is moved from one job to another position that is
lower in pay, responsibility and/or organizational level. Demotion is used as a tool of
punishment, but it is temporarily. The Competent Authority will be authorized to initiate
disciplinary action against any employee on the basis of his own knowledge or on
information placed before him, in accordance with Rules / Regulations and the provisions
of any law for the time being in force, applicable HR Department. The following types of
punishments or any other punishment as the competent authority may decide on
recommendations of the inquiry committee depending upon the nature of each
offence/charge may be imposed
3.18 SEPARATION:
3.18.1 Lay off
Temporary involuntary termination; may last only a few days or extended to years. The
Competent Authority will be terminate/dismiss any employees in accordance with Rules
& Regulations after giving one month notice. It is applicable over all the employees.
Internship Report Shamim & Company Pvt Ltd., 56
-
7/30/2019 Imran Final Report Pepsi
57/85
3.18.2 Termination:
Every employee will be entitled to a service certificate on resignation /termination from
service as per noted as indicated in appointment letter. An employee whose services are
terminated on account of misconduct shall not be entitled to be paid any pay and other
benefits. Employment of any employee who is on contract basis can be terminated on the
completion of contract or contract period
3.18.3 Resignation
Every employee will be entitled to a service certificate on resignation /removal from
service as per noted in appointment letter. Resignation of employee can terminate
employment; similarly attrition can terminate employment permanently. Employees
sometimes need to leave their job temporarily. The reasons may include medical or
educational purpose
3.18.4 Retirement:
According to rules & regulations designed by HR department for the employees service,
all employees of Shamim & Co. shall retire from service on attaining the age of 60 years.
3.19 Labor Management Relationship:
The field of labor relations looks at the relationship between management and workers,
particularly groups of workers represented by a union. Labor relations is an important
factor in analyzing "varieties of capitalism", such as neo corporatism (or corporatism),
social democracy, and neoliberalism (or liberalism).Labor relations can take place on
many levels, such as the "shop-floor", the regional level, and the national level. The
distribution of power among these levels can greatly shape the way an economy
functions. Another key question when considering systems of labor relations is their
ability to adapt to change. This change can be technological (e.g., "What do we do when
an industry employing half the population becomes obsolete?"), economic (e.g., "How do
we respond to globalization?"), or political (e.g.," How dependent is the system on a
Internship Report Shamim & Company Pvt Ltd., 57
-
7/30/2019 Imran Final Report Pepsi
58/85
certain party or coalition holding power?").Governments set the framework for labor
relations through legislation and regulation. In Australia labor relations is the commonly
used term, though in recent years the term workplace relation has also become common.
This was a prominent issue in the defeat of the centre-right Howard Liberal government
tat the 2007 federal election, who with a Senate majority had introduced the Work
Choices policy. The academic discipline of labor studies is closely related to and often
studied and taught in conjunction with the study industrial and labor relations in English
language universities
Internship Report Shamim & Company Pvt Ltd., 58
-
7/30/2019 Imran Final Report Pepsi
59/85
0100000000200000000
300000000400000000500000000600000000700000000
values
2005 2006 2007 2008 2009
year
LIQUIDITY RATIOS
CA
CLWorking Capital
4.1 FINANCIAL ANALYSIS
4.1.1 LIQUIDITY RATIOS:
These ratios are important in measuring the ability of a company to meet both its short
term and long term obligations.
Working Capital
Working capital is an indication of the short run solvency of business
Working Capital = C.A C.L.
Year 2005 2006 2007 2008 2009
CA 343179640
390387892 468465470
562158564 674590277
CL 280253635
326286103 375229018
431513371 496240376
Working Capital 62926005 64101789 93236452 130645193 178349901
Internship Report Shamim & Company Pvt Ltd., 59
-
7/30/2019 Imran Final Report Pepsi
60/85
0100000000200000000300000000400000000500000000
600000000700000000
values
2005 2006 2007 2008 2009
Years
Current Ratios
CA
CL
Current Ratio
4.1.2 Current Ratios
Current Ratio =LC
AC
.
.
Years 2005 2006 2007 2008 2009
CA 343179640
390387892
468465470 562158564 674590277
CL 280253635
326286103
375229018 431513371 496240376
Current
Ratio 1.2 1.2 1.25 1.30 1.36
Internship Report Shamim & Company Pvt Ltd., 60
-
7/30/2019 Imran Final Report Pepsi
61/85
0100000000
200000000
300000000
400000000
500000000
values
2005 2006 2007 2008 2009
Years
ACID- TEST RATIO
CA
CL
Q Ratio
4.1.3 ACID- TEST RATIO
This ratio is like the current ratio but excludes current assets such as inventories and
prepaid expenses that may be difficult to quickly convert into cash.
Quick Ratio=Quick Assets / Current Liabilities
Years 2005 2006 2007 2008 2009
CA 42218250 49449960 57856450 67692050 79876619
CL 280253635 326286103
375229018
431513371 496240376
Q Ratio 0.1506430
1 0.151554 0.1541897 0.15687127 0.16096356
DEBT MANAGEMENT
This is the most common measure of the ability of a firms operations to provide
protection to the long-term creditor.
Internship Report Shamim & Company Pvt Ltd., 61
-
7/30/2019 Imran Final Report Pepsi
62/85
0
5000000
1000000015000000
20000000
25000000
30000000
Values
2005 2006 2007 2008 2009
Years
TIME INTEREST EARNED
EBITInterest Exp
TIE
4.1.4 TIME INTEREST EARNED
TIE = EBIT /INTEREST EXPENSE
YEAR 2005 2006 2007 2008 2009
EBIT 13130022 15544100 18432038 21643604 25539453
Interest
Exp 1644312 1061878 1536003 1812483 2138730
TIE 8 15 12 11 12
Internship Report Shamim & Company Pvt Ltd., 62
-
7/30/2019 Imran Final Report Pepsi
63/85
0100000000200000000300000000400000000500000000600000000700000000800000000
Values
2005 2007 2009
Years
DEBT RATIOS
TD
TA
Debt Ratio
4.1.5 DEBT RATIOS:
This ratio measures what portion of a companys assets is contributed by creditors.
DEBT RATIO: TD / TA
YEAR 2005 2006 2007 2008 2009
TD
281275235
327307703
376403858
432864437 497794102
TA
38516561
9
43979560
4
52775482
0
63330578
5 759966942Debt
Ratio 73% 74% 71% 68% 65%
Internship Report Shamim & Company Pvt Ltd., 63
-
7/30/2019 Imran Final Report Pepsi
64/85
0
100000000
200000000
300000000
400000000
500000000
Values
200520062007 20082009
Years
D/E RATIO
TD
CED/E
4.1.6 D/E RATIO:This ratio indicates the extent to which debt is covered by shareholders funds. It reflects
the relative position of the equity holders and the lenders and indicates the companys
policy on the mix of capital funds.
D/E = TD / TE
YEAR 2005 2006 2007 2008 2009
TD
281275235
327307703 376403858 432864437 497794102
CE
103890384
112487901 151350962 200441348 262172840
D/E 2.71 2.9 2.5 2.2 1.9
Internship Report Shamim & Company Pvt Ltd., 64
-
7/30/2019 Imran Final Report Pepsi
65/85
0
500000000
1000000000
1500000000
2000000000
Values
2005 2006 2007 2008 2009
Years
ASSET MANAGEMETNT
A/R
SalesDSO
4.1.7 ASSET MANAGEMETNT
These ratios are important in measuring the efficiency of a companyDays sales in receivable
Shows both the average time it takes to turn the receivables into cash and the age, in
terms of days, of a company's accounts receivable.
Days sales in receivable = 365/Re
SalesNet
ceivablesGross
YEAR 2005 2006 2007 2008 2009
A/R 16881442 15527617 20156759 23180273 26657334
Sales
849952926 885258201
1062309841 1274771809 1529726171
DSO 7 6 7 7 6
Internship Report Shamim & Company Pvt Ltd., 65
-
7/30/2019 Imran Final Report Pepsi
66/85
02000000004000000006000000008000000001000000000
120000000014000000001600000000
Values
2005 2006 2007 2008 2009
Years
TOTAL ASSET TURNOVER
Sales
TA
TAT
4.1.8 TOTAL ASSET TURNOVER
A company's effectiveness is generating sales revenue from investments back into the
company. The higher the Total Asset Turnover is the more effective use of the company's
investments. Total Asset Turnover can be very useful if you watch what actually makes
up the Total Assets of the company.
A company with low inventory and strict credit policies to keep Accounts Receivable low
will help the Total Asset Turnover look even better. Of course it depends on all of the
company's Total Assets.
TAT = SALE / TA
YEAR 2005 2006 2007 2008 2009
Sales
849952926 885258201
1062309841
1274771809 1529726171
TA
385165619 439795604 527754820 633305785 759966942
TAT 2.21 2 2 2 2
Internship Report Shamim & Company Pvt Ltd., 66
-
7/30/2019 Imran Final Report Pepsi
67/85
0
200000000
400000000
600000000
800000000
1000000000
Values
2005 2006 2007 2008 2009
Years
Inventory Turnover
CGS
A Inventory
ITO
4.1.9 Inventory Turnover
This ratio measures the number of times merchandise is sold and replaced during the year
Inventory turnover: Cost of goods sold/ Average Inventory
YEAR 2005 2006 2007 2008 2009
CGS
587227740 644574970
741261215 852450397 980317957
A
Inventory
300961390 340937931
388669241 443082935 505114546
ITO 2 1.9 1.9 1.92 1.94
Internship Report Shamim & Company Pvt Ltd., 67
-
7/30/2019 Imran Final Report Pepsi
68/85
0
50000000
100000000
150000000
200000000
250000000
300000000
Values
2005 2006 2007 2008 2009
Years
RETURN ON EQUITY (ROE)
NI
CE
ROE
4.1.10 PROFITABILITY RATIOS:
Profitability Ratios show how successful a company is in terms of generating returns or
profits on the Investment that it has made in the business. If a business is liquid and
efficient it should also be Profitable.
4.1.10.1 RETURN ON EQUITY (ROE)
The Return on Equity of a company measures the ability of the management of the
company to generate adequate returns for the capital invested by the owners of a
company. Generally a return of 10% would be desirable to provide dividends to owners
and have funds for future growth of the company
ROE = N.I / C.E
YEAR 2005 2006 2007 2008 2009
NI 11485710 14482222 18102777 22628471 28285589
CE
103890384
112487901 151350962 200441348 262172840
ROE 11% 13% 12% 11% 11%
Internship Report Shamim & Company Pvt Ltd., 68
-
7/30/2019 Imran Final Report Pepsi
69/85
0100000000200000000300000000400000000500000000
600000000700000000800000000
Values
2005 2007 2009
Years
RETURN ON ASSETS
NI
TA
ROA
4.1.11 RETURN ON ASSETS:
The Return on Assets of a company determines its ability to utilize the Assets employed
in the company efficiently and effectively to earn a good return. The ratio measures the
percentage of profits earned per dollar of Asset and thus is a measure of efficiency of the
company in generating profits on its Assets.
ROA= N.I / TA
YEAR 2005 2006 2007 2008 2009
NI 11485710 14482222 18102777 22628471 28285589
TA
385165619 439795604 527754820 633305785 759966942
ROA 3% 3.30% 3.40% 3.60% 4%
Internship Report Shamim & Company Pvt Ltd., 69
-
7/30/2019 Imran Final Report Pepsi
70/85
0
500000000
1000000000
1500000000
2000000000
Values
2005 2006 2007 2008 2009
Years
NET PROFIT MARGIN
NI
Sales
NPM
4.1.12 NET PROFIT MARGIN:The Profit Margin of a company determines its ability to withstand competition and
adverse conditions like rising costs, falling prices or declining sales in the future. The
ratio measures the percentage of profits earned per dollar of sales and thus is a measure of
efficiency of the company.
NPM= NI /SALE
YEAR 2005 2006 2007 2008 2009
NI 11485710 14482222 18102777 22628471 28285589
Sales 849952926 885258201 1062309841 1274771809 1529726171
NPM 1.35% 1.64% 1.70% 1.80% 1.85%
Internship Report Shamim & Company Pvt Ltd., 70
-
7/30/2019 Imran Final Report Pepsi
71/85
5.1 SWOT ANALYSIS
The over all evaluation of the company's strengths, weaknesses, opportunities and threats
is called SWOT Analysis. In general a business unit has to monitor key macro
environment and significant micro environment factors that affects its ability to earn
profits. The business unit should set up a marketing intelligence system to track trends
and important developments.
Market Opportunity
A marketing opportunity is an area of buy need in which a company can -perform
profitably.
Environmental Threat
An environmental threat is a challenge posed by an unfavorable trend or development
that would lead in the absence of defensive marketing action to deterioration in sales -or
profit.
Strengths
The marketing financial manufacturing and organization competencies of an organization
and its resources a considered its strengths.
Weaknesses
Internship Report Shamim & Company Pvt Ltd., 71
-
7/30/2019 Imran Final Report Pepsi
72/85
The extent to which an organization is failed to get competitive advantage in a dynamic
environment.
Internship Report Shamim & Company Pvt Ltd., 72
-
7/30/2019 Imran Final Report Pepsi
73/85
5.1.1 Strengths
Quality (product service, systems)
Quality of people (trained, motivated, committed)
Better sales planning because of systems
Dominance in National / Local Accounts
Ideal distribution mix
The confidence of public and good repute that attracts the investor.
High profit rate.
Strong financial position.
Well organized network of business operations.
Cooperative and team oriented.
Excellent Workplace.
Efficient management that can take the heavy risk.
Vital role in economic development.
Standard product and consistent quality.
Good consumer perception about product.
Knowledge of market and consumer demand.
Rapidly increasing market share.
The best marketing strategy.
Latest and consistent production technology.
Awarding the hard work staff.
Motivation to the staff.
Best interaction with suppliers and buyers.
Interaction with internal resources.
Communication system in place as e-mail, fax, internet.
Internship Report Shamim & Company Pvt Ltd., 73
-
7/30/2019 Imran Final Report Pepsi
74/85
Easy access through internet.
Heavy tax Payer Company in Pakistan.
Internship Report Shamim & Company Pvt Ltd., 74
-
7/30/2019 Imran Final Report Pepsi
75/85
5.1.2 Weaknesses
Weak infrastructure at distributor level for market coverage
Outlet level secondary sales data in indirect market
Insufficient salaries low level employees
No more motivation and encouragement for employees in form of incentives and
entertainment program.
High turn over of employees.
Unable to fulfill the demand requirements
5.1.3 Opportunities
Growth prospects in new brands like Mountain Dew
Sales expansion through improved brand equity
Coverage improvements
Cooler and deepfreeze injections
Loyalty of retailer and wholesaler can create loyal consumer.
Contract with good suppliers can enhance the market share.
Social responsibilities.
New style management.
New brand introduction.
New technology emergence.
Trading term legislation as no price for creating customer loyalty.
Efficient managers hiring.
Low cost skilled person availability.
Internship Report Shamim & Company Pvt Ltd., 75
-
7/30/2019 Imran Final Report Pepsi
76/85
5.1.4 Threats
Heavy discounting, free sampling and monthly incentive to the trade (even ill
general markets)
Empty lifting
Emergence of B-Brands (Amrat cola etc) and high growth in spurious drinks
Strong competitors (Coca-Cola).
Increasing investment of competitors.
Rapid changes in demand due to seasonal reasons.
Inflexible and rigid environment. Inflation.
Low-income level.
Growth of lemon industry.
High distribution cost to reach for off areas.
Long and complex documentation for issuing of chiller.
Changes in consumer purchasing power.
Internship Report Shamim & Company Pvt Ltd., 76
-
7/30/2019 Imran Final Report Pepsi
77/85
5.2 PEST ANALYSIS
5.2.1 Political
Pakistan despite all internationals & public perceptions today is a functioning
democracy & gradually there is a change in completion & composition of legislatures
with more educated people exerting into politics, similarly it helps in designing best
strategies to implement that could support the rivals of that companies. Some
governmental issues impact as there should maximum 7000 salary of every worker.
5.2.2 Economical
There are no as such economical issues in shamim & Co. limited.
5.2.3 Societal
There are so many societal issues in SCL. He major issue is that due to heavy
traffic there are let of problems create in distribution, in day timing, so distribution takes
place in evening timings.
5.2.4 Technical
There are no as such as technical problems of technology or experts. Senior trains
the unexperienced people. SCL performs computerized work due to latest technology.
Internship Report Shamim & Company Pvt Ltd., 77
-
7/30/2019 Imran Final Report Pepsi
78/85
5.3 SUGGESTIONS & RECOMMENATIONS
The domain of Human Resource Department is limited to only Finance Division.
It should be centralized Human Resource Department, so that departmental
integrated Human Resource practices can be practiced, as HR department only
exist in the form of team tracking department under the Finance Division. It
should also take up the recruiting, selection, training, appraisals and
compensations functions of other departments such as Operations, Sales &
Distribution, Productions, Accounts, Administration and research Departments.
There should be centralized roles of Human Resource Departments, as team
tracking department is just performing operational role and other branch of HR
department known as Personal Department is performing administrative role.
Only two roles are functioning out of four important role of Human Resource
Department, other two roles are Strategic Role and Employee Advocacy Role
which are not in practice.
In Recruitment process, the short listings of the candidates are done by human
resource executive on the
top related