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INTERNSHIP REPORT

I.R (INDUATRIAL RELATION) DEPARTMENT

PACKAGES LTD.LAHORE, PAKISTAN

BUSINESS UNITS

SUBMITTED BY:

M.KASHIF IQBAL
M.B.A (H.R.M)
03336866227

VIRTUAL UNIVERSITY OF PAKISTAN

Repot on I.R department, prepared by M.KASHIF IQBAL 1

 HAJVERY UNIVERSITY, LAHOR

TABLE OF CONTENTS

1. ACKNOWLEDGEMENT
2. COMPANY PROFILE
3. GENERAL INFORMATION ABOUT I.R DEPARTMENT
4. SAP/ LIMTON APPLICATION IN I.R FUNCTIONS
5. HIERARCHY OF I.R DEPARTMENT
6. INTRODUCTION OF (I.R) INDUSTRIAL RELATIONS DEPARTMENT
7. ESTABLISHMENT AND COMPENSATION WING
7.1.1. ESTABLISHMENT
7.1.2. TIME OFFICE
7.1.3. INCENTIVES
7.1.4. PAYROLL SECTION
7.1.4.1.1. WAGES
7.1.4.1.2. SALARY
8. LABOR WALFARE
8.1.1. SOCIAL SECURITY;
8.1.2. EOBI: EMPLOYEES OLD-AGE BENEFITS INSTITUTION
8.1.3. WORKERS WELFARE FUND
8.1.4. MEDICAL FACILITY
8.1.5. MEDICAL ALLOWANCE:
8.1.6. HAJJ SCHEME
8.1.7. MOTOR CYCLE SCHEME
8.1.8. RECRETION ALLOWANCE (Rest house)
8.1.9. ALI INSTITUTION OF EDUCATION (A.I.E)
8.1.10. APPRENTICESHIP
8.1.11.FAIR PRICE SHOP
8.1.12. UNIFORMS
8.1.13. TALENT SCHOLARSHIP
8.1.14. WELFARE FUND
9. LEGAL CELL
10. MESS
11. ASSIGMENTS WHICH I DID
12. LEARNING AS STUDENT INTERNEE
13. OBSERVATIONS
14. CONCLUSION AND RECOMMENDATIONS

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Company Profile:

Packages was established in 1956 as a joint venture between the Ali

Group of Pakistan and Akerlund and Rausing of Sweden

Packages Limited provides premium packaging solutions for exceptional

value to individuals and businesses.

They are the only packaging facility in Pakistan offering a complete range
of packaging solutions including offset printed cartons, shipping containers
and flexible packaging materials to individuals and businesses world wide.

Packaging has always been at the forefront of new developments in

packaging research and has pioneered several innovations, including the
use of wheat straw as a raw material for paper and board manufactured.

Listed on all three stock exchanges in Pakistan, Packages Limited has

maintained a long-time credit rating of AA. Their joint ventures and
business alliances with some of the world's biggest names reflect their
forward-looking strategy of continuously improving customer value
through improvements in productivity

Their clientele includes illustrious names such as Unilever and Pakistan

Tobacco Company, who have been their customers for over 50 years.

BUSINESS UNITS:

1. Paper and Board Mill (PBD)

2. Packaging Division
3. Carton Line Business Unit
4. Flexible Line
5. Corruwal Business Unit
6. Consumer products Division

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GENERAL INFORMATION ABOUT I.R DEPARTMENT.
Employees information
There is almost (5000) five thousands employees of packages family which are
located at different location of Pakistan.

Packages has two division

1- Packaging division
2- Paper board division

Employees are classified into two major classes

1. Workers (deals by labor law)
2. Executives (deals with company policies)

Employees are classified in further categories and their grading:

X1: hourly basis workers :( temporary and shift workers)
Grading of X1: A, B, C, D, and P, P2, P3

X2: monthly basis workers: (permanent and contractual) ncluding junior

executive, executive, technical staff, officer
Grading of X2: 1, 2, 3, 4, 5,
JE, JE1, E3, E2, E1
T, T1, T2, T3, T4, T5, T6.T7
E and S1, S2,

X3: confidential staff including manager

Grading of X3: M, M1, M2

X4: also confidential staff including senior managers, general manager,

managing directors, etc.
Grading of X4: M3, M4, SM, GM, MD,
Its also include chairman and shareholder

SHIFTS TIMING FOR EMPLOYEES

1st: 06:30 to 15:00

2nd: 14:55 to 23:25

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3rd: 23:20 to 06:35
General shift: 07:30 to 16:00
Office timing: 08:30 to 16:30
On Friday: 08:30to17:00

LATE TIME ASSUMPTION

5 Minutes is assumption for X1 employees.
10 minutes is assumption for X2 employees.

OVER TIME ELIGIBLE EMPLOYEES

Grade 1to 5 to JE, JE1 AND X1 are eligible.

SAP/ LIMTON APPLICATION IN I.R FUNCTIONS:

IR department is partially automated with SAP system. It has a complete module

of personnel administration. Whole record of newly hired employees to packages
family and existing employees is kept maintained and updated in the system.
Salary or payroll process is maintained and entered in the system which
increases the efficiency and effectiveness of the HR functions. The work is more
error free, reliable data which at any time can be retrieved through its auto
generation of information reports.

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HIERARCHY OF I.R DEPARTMENT

IR MANAGER

ESTABLISHMENT
AND
COMPENSATION

TIME
INCENTIVE ESTABLISHMENT SALARY WAGES
MANAGEMENT

LABOR
WELFARE

LEGAL
ADVISIORY

MESS

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INTRODUCTION OF (I.R) INDUSTRIAL RELATIONS
DEPARTMENT:

IR and HR are the back bone of framework of any organization. The success of
organization mainly depends upon personnel department, which not only
provides best human asset for an organization but also add to the value of its
performance.
In Packages, IR & HRD work in collaboration with each other.

IR MANAGER

IR department is directly headed by IR manager who is autonomous in decision

making regarding
factory workers,
Union negotiation,
recruitment of workers up to grade I to V.

The IR department consists of four sections.

1. Compensation & Establishment

2. Labor Welfare
3. Legal Cell
4. Mess

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ESTABLISHMENT AND COMPENSATION WING

This is wing where assistance I.R manager ( E& C manager) sir, Imran illahi who
is responsible for this wing and also responsible salary, wages, time
management, incentive and establishment, supervision and handling reports.
Senior personnel officer who is in charge of whole wing heads all these activities
of time office, Sr. personnel officer directly reports to IR Manager.

.
Mr. Illyas is responsible for providing reports. As and when needed. These
reports take the form of textual spreadsheets as well as graphical
presentations.

APPOINTMENT PROCEDURE:

1. Letter of appointment
2. Acceptance and return a signed copy to IR
3. Medical test pass

INDUCTION:

1. Joining Report to HOD

2. Time Office Employee Card No.

PROBATION:

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 1. Three Months
2. In writing confirm to employee

RETIREMENT:

At the age of 60 years or it found medically unfit the employee is retired

from the factory.

RSIGNATION:

1. Probability has to provide the 24 hours written notice

2. Permanent has to provide the written notice.

Gate passes:

A gate pass is issued to the employees if they go out of the factory during
working hours far any short leave, official work, O.T.
.
This gate pass is duly signed by the concerned supervisory authority and
is shown to the gate office before leaving the premises.

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 These gate passes are then sent to the time office on next day where
personnel officers check them in their time wizard attendance system.

This system gives workers flexible hour of duty and their performance
improves. Moreover, the accuracy in payment is ensured because the pay
of employee I directly proportional to the time worked.

Leave entitlement:

Annual leave (14 for workers up to J.E (with pay), 16 for Executive and
managerial
staff) can be availed for more than 3 days at a stretch only after
confirmation.

Casual leave (10 with pay) can be availed for more than 3 days at a
stretch only after confirmation.

Medical leave (8 with full pay, 16 with half pay)

Hajj leaves (30 days)

Compensatory leave (1 for working on rest day, 2 on doing work on Eid

and other Festivals @ double the rate of hourly wage, if someone in
executive (X2) level do work continuously for 8 hours, then a
compensatory leave also graned)

Maternity leave (45 days pre confinement, 45 days post confinement)

Annual Leaves 14
Casual Leaves 10
Medical Leaves 16 Half paid
08 Full paid

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 Social Security Leaves Only for X1 employees
Compensatory Leaves Only for X2 employees

LEAVE RECORD MANAGEMENT:

In this wing of time office leave record of employees is managed. For this
purpose
Employees are divided into two categories.

1. X1 (hourly Staff)
2. X2 (Permanent or Monthly staff)

In this wing leave record is updated on the SAP software with the help of written
Application of Leaves, Late Coming, Early Leaving, over time. This data is
updated on the SAP software. For this purpose written application with approval
of supervisor / Incharge is mandatory.

LEAVE PROCESSING:
The leave submission or grant of leaves id done through a leave application
form, which is signed by the immediate supervisory authority and sent to the time
Office. The personnel officers enter the leave to the system of personnel
management. Thus the leaves deduction is also done when salary process is
executed. All these activates are perfumed by junior personnel officers of payroll
section X1 and X2

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WAGES;

Calculation of employees production cards (punching cards) whereas

calculation is done about the following things,
o normal work time
o over time
o number of mess

a punching card is for specific period

o 1 to 15
o 16 to end date of the month

Calcuations Of wage are being performed in two phases i.e.

o 1 to15 and
o 16 to end date of month,
However payment is made just the once at the start of proceeding month.

Wages/ salary is paid according to schedule of every month in a year.

Record of temporary employees with required details are kept in strength

register

Temporary employees is hired for 85 days in a contract shape

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 A form employee information has a complete detail about employee such
as his bio data and his working schedule, shifts, production incentive,
education background etc.
Festival holidays detail of the year.

TASKS WHICH ARE SAME I N BOTH SECTIONS: WAGES &

SALARY ARE FOLLOWING:

Working in salary section X2 packages limited.

Working ACTIVITIES of salary is done on DAILY, WEEKLY, MONTHLY, and

YEARLY BASIS.

WORKING ACTIVITIES WHICH IS DONE ON DAILY BASIS ARE:

Gate passes checking and entering its information in SAP software
program.
Leave posting
Short leave
Compensatory leave record posting
Attendance correction
Paper filing
Arrears adjustment, back dated leaves, short leaves, absent, over time,
night shifts
Final settlements
Clearance certificate
Employees informations
Edit checking of leave posted
B2 SS leave form
E mail checking
New appointment attendance
Employees goes to SYRIA and come to PACKAGES

WORKING ACTIVITIES WHICH IS DONE ON WEEKLY BASIS

ARE:
Absent report
Amendment checking (leave adjustment)
Absent continue
Personal file maintain
Shift adjustments

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WORKING ACTIVITIES WHICH IS DONE ON YEARLY BASIS ARE:
Leave absence closing
Leave balance opening
Consolidated leaves balance
Leave over time payment G V
Leave quota
Increment slips filing
Eid advance

LABOR WALFARE

Mr. Waseem (Assistance manager welfare) is the head of Labor Welfare section.

This wing is very much active in maintaining relationship of employees

and management and to do and initiate a lot of activities for the welfare of
workers and employees

The primary objective is to ensure WELFARE ACTIVITIES.

These activities come from TWO sources:

1. labor law
2. company policy

In this wing of IR department labor welfare work is done, Mainly, EOBI,

PESSI, pension fund for Manager & Executives, Gratuity & provident
Fund, workmen Compensation Act, Group Insurance, Apprentice ship
Ordinance.

There responsibility is to perform the above mention activities under the

company policy and labor law and with accordance to

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Which law is implementing:
factory Act 1934 + IRA 2008
Standing Order 1968
SSO 1965 (Social security ordinance), PSSHMC: Punjab social security
health management company
EOBI 1976 (Employees Old Age Benefit Institute)
Workmen Compensation Act 1923
GAPO 1962 (Government Apprenticeship Program Ordinance)
Minimum Wages Ordinance 1961
Payment of Wages Act 1934
Fair price shop
And some things come from I.R act 2010.

COMPANY POLICY
Executive employees are deal According to company policy, no law for executive
employees.

BENEFITS FOR EXECUTIVE

Hajj facility
Medical facility
MUREE facility
Guest house facility
Welfare funds
Motor cycle facility
Events are managed for employees of long service appreciation.( 10 to
35 service award)
Farewell parties
Dinner (annual)
AFTAR dinner for staff
Sports event
Fair for worker family:
Sport event
Swings
Singing program
Quizzes
Stalls
ROSE festival
Group insurance

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Sporting role of welfare as a part of HR:
Employees training activities
Outsourcing manpower

SOCIAL SECURITY;

The most important function of company is to give medical facilities and

financial benefits and some other additional benefits through social
security.

Provides medical coverage to employees and their direct dependants:

(wife, children and parents) through procedure (to enroll the dependence
a form such as a form for ENROLL THE DEPENDANCE with required
documents is requird)

Every worker with pay scale 18000 Rs. With minimum Wages is entitled to
the social security.

A set of from is issued which after various counter signs results into
issuing social security registration card ( R-5) to the worker after
registration and he./she gets benefit of free medical facility. Company pay
6% (5 % company +1 % employee contribution) of their wages / salary as
contribution to the social security institution, which provides medical
coverage to employees and their direct dependants,

In case if total / partial temporary / permanent disablement employee is

given invalidity pension which he become entitled in medical ground (on
loss of 67% of functional capability) and also provide the financial benefits
in other illness, injured, death cases/ condition to the employees or their
dependants. : (wife, children, parents, brother, and sister)

So, Under social security employees get

Free medical facility
Paid leaves
Pension
Grants
Employees up to Grade J.E are entitled to social security.

EOBI: EMPLOYEES OLD-AGE BENEFITS INSTITUTION

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Welfare office deals with and follows the employees old age benefits Institution
Act 1976. Following are the benefits that are being offered to the employees in
packages in accordance with the Act.

The core objective is to give financial protection in old age or disablement

condition.

EOBI:
All the employees shall become members of EOBI: Employees Old-age
Pension scheme that is set up by the Government and shall be entitled to
pension after attaining the age of 60.

EOBI provide financial help to the member after the age of 58 for men
whereas the women criteria are different than men.
At the age of 60, he can get the pension even he gets resign/ retire/
before maturity.

Employees become member of EOBI after registration process which is

set up through several steps and set of forms/ documents. At the end a
registration card is issued on which a employees registration number is
written down.

The company contributes 5% of an employees minimum wages/salary

(14000 Rs), 1% from the employees toward this scheme.

An employer has to pay (5% of PKR 14,000= PKR 700)

An employee has to pay (1% of PKR 14,000= PKR 14)

Formula for calculating the pension is as follows:

Pension = total years of insured employment x age. Wage/ salary of last
year /50

BENEFITS OF EOBI ARE FOLLOWING:

EOB Act 1976 was enforced with effect from April 01, 1976, to achieve the
objective of Article 38 (C) of the Constitution, by providing for compulsory social
insurance. It extends following benefits to insured persons or their survivors:-,
Under EOB Scheme, Insured Persons are entitled to avail benefit like,

Old-Age Pension (on the event of retirement),

Invalidity Pension (In case of permanent disability),
Old-Age Grant (an Insured Person attained superannuation age, but
does not posses the minimum threshold for pension)

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 Survivor's Pension (in case an Insured Person is expired)
Its benefit is transferable to its dependants of the member.
EOBI also provide the medical compensation

OLD AGE PENSION

these benefits and requires the payment of monthly old age pension to an
employee if;
He is 6o years of age (in case of woman, 55 years of age; age limit is also
55 years for male miners engaged in mining for at least 10 years of
employment)
Contributions in respect of him/her were paid for at least 15 years

INVALIDITY OR DISABILITY PENSION

The Act provides for invalidity or disability pension if an employee sustains
an employment injury, as defined in the act, and suffers an earning
capacity loss of at least 67%. In this case, he is entitled to invalidity
pension provided that he must have:

At least 15 years of contributions or

At least 5 years of contributions of which at least 3 years must be in
insurable employment

The invalidity pension has to be paid as long as invalidity persists; however, if an

employee has been in receipt of disability pension for at least 5 years, he
becomes entitled to invalidity pension for life. And if a person reaches retirement
age while receiving invalidity pension, his invalidity pension automatically
converts into old-age pension.

SURVIVORS PENSION
The Act also provides for Survivors Pension (which is equal to minimum
pension) after the death of an insured person in insurable employment for a
period of at least 3 years. If the deceased had become eligible for old age or
invalidity pension, the spouse will receive that pension of deceased for lifetime.
In case of death of spouse who was receiving the insured persons pension, this
pension will be divided among children in equal share, until they attain the age of
18 years (or in the case of girls, before she marries or attains the age of 18
years; whichever comes earlier, however, Since July 2010, daughters can
receive this pension until their marriage). In case an insured person has not left a
spouse or children behind, his parents would be entitled for the survivors
pension for a period of 5 years.

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Minimum Pension
Before we talk about old age grant, it seems worth mentioning here that since
July 2010, minimum pension (Old-age, invalidity and survivors pension) is PKR
5,000. Further, Old Age, Disability and Survivors pensions are calculated
according to a formula explained as under:

Formula for Calculation= 2% of the average monthly earnings in last year X

total number of years of insurable employment

In case an employees old age or invalidity pension is less than PKR 5,000, he is
to be paid the minimum pension and if his pension is higher than this amount, he
will be paid that higher amount. It is pertinent to mention here that this law does
not allow duplication of benefits i.e., if an employee is eligible for more than one
benefits, he can receive only one benefit; whichever is higher.

OLD-AGE GRANT
Old-Age Grant is paid to those employees who are not eligible for old-age
pension, as they dont meet the requirement of 15 years of contributions.
However, if these employees have at least completed 2 years of insurable
employment, they are entitled to a lump sum payment of one month of earnings,
for each year of insured employment.

WORKERS WELFARE FUND;

The main objective of worker welfare fund is to provide benefits to workers such
as housing schemes and other welfare schemes for the workers.

Benefits available under workers welfare fund are;

provides a number of houses, flats and plots
Free schooling for workers children
Scholarships for workers
Marriage grant.
Death grant
outstanding performance award

It also provides a number of houses, flats and plots handed over to

workers/labourers and those which are under construction by the
government
These schemes include free education of children up to
matriculation, launch of matriculation technical programme in schools,

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 annual scholarships for students up to the postgraduation level and
health schemes for workers and their families.
Rs70,000 as grant for marriage of workers` daughters
Besides, the schemes provide Rs300,000 as death grant for
families of deceased workers
t appears that the above schemes are managed from the huge
funds generated by the federal government under the Workers Welfare
Fund Ordinance, 1971.

MEDICAL FACILITY
Medical facility only avail those employees who are executives whereas their S.S
application is not applicable.
This M.F is avail through medical facility application.

MEDICAL ALLOWANCE:
The employees who don't want to avail medical facility from Gulberg dispensary
of Packages Limited can apply for medical allowance. Once he adopts the
allowance he / she can change it after the date of 1 year

HAJJ SCHEME/ Hajj Facility;

Every year (TOTAL 10) 7 form non management staff and 3 form management
staff are chosen through balloting hajj on companys expenses and one month
paid leave granted when they go.

MOTOR CYCLE SCHEME

18 motorcycles allocated to the non executive employees on annually basis by
balloting through the union on no loss no profit basis.

The amount is recovered within 5 years/ 60 months and this amount is deducted
from the salary

RECRETION ALLOWANCE (Rest house)

Packages always care for their employees and they provide them opportunity to
enjoy their holidays. By providing them rest house in muree.

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Every year information is circulated to all the departments to submit the details of
the employees who want to avail the rest house during the summer season.
Balloting is done and date and duration of the stay is informed to the lucky
winners. Stay is for ONE WEEK, one time in a year.
Nothing is charged from the employees.

This facility is for the J.E. Executive and the managerial staff.
Maximum 12 people can go in a month.
Employees can go with family till 6 members.
Employees have option to go on specific week by giving application.

The rest houses are:

Rest house for managerial staff: Senior Rest House Muree 49 Hall Road.
Rest house for executives: Kuldana rest house Muree.
Rest house for J.E: Junior rest house Muree 48 Bank road Muree.

ALI INSTITUTION OF EDUCATION (A.I.E)

It is a teacher training centre.
Training is provided for 1 year to 2 year.
Diploma if teaching is also provided for 1 year.
Training of 3 month language courses

APPRENTICESHIP
By govt. law, any industry fixes 2% quota for apprenticeship so
In packages 2% of the total employees have to work as apprentice. To
maintain a minimum level of performance in the organization.
Company hires apprentices through several steps of procedure and
register them in tevta.
Industry beer the fees of apprentices and govt. make the own
apprenticeship college.
The apprentices minimum education must be matriculation.
The main purpose of offering this is to provide help in study and work and
also is to develop skills in workers.

This is usually offered to the workers offsprings. This is for a period of 3

years.
First year: 6 months education (TVETA)
6 months internship (Packages)

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Second year: 6 months education (TVETA)
6 months INTERNSHIP (Packages)

Third year: 12 months internship.

The apprentices are given stipends details of which is as follows:

First year: 50% of gross for the grade, (4184 Rs. /Month)
Second year: 60% of the gross, (4600 Rs. / Month)
Third year: 70% of the gross, (5300 Rs. / Month)

Company also provide them with following facilities. Medical, Books,

uniform and instrument with 5% from the bonus at the end of year.
The govt. And company, from the both sides give certification, after that
they are free.
Company can give offer to join them according to procedures.

FAIR PRICE SHOP:

The company is maintaining fair price shop wherefrom employees up to
supervisory level can purchase commodities of day-today use. It is operated on
no profit no loss basis and subsidies rate.
This facility is for workers.
Subsidies are on two item and employees can take/ buy/ loan these things.
Products which are taken on loan, their payment are deducted from salary from
next month.
Only employees can take and buy products. Contractor employees cannot take
F.P.S facility but mess is available on control price for them.

UNIFORMS:
All workers except those working in office are given uniforms along with foot
wears.

SHOE ALLOWANCE
Employees and workers of technical division are provided safety shoes.

TALENT SCHOLARSHIP
Above 45% marks in previously passed examination are required for talent
scholarship
F.A 1200 per month
B.A 1800 per month
M.A 2400 per month

WELFARE FUND:

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To help the needy/ sickness people, companys employees made a welfare fund
on its shakes.
Employees must be members of this fund and they contribute according to its
own capacity e.g.10, 15, 20, 30, 50 etc.
Welfare fund has its own committee.
Employees contribute 7% of last basic pay till five(5) years.

LEGAL CELL

Legal Cell is managed by Mr. Imran (Sr. Personnel Officer law)

And assisted by Ms. Ayesha Shabir (Ass. Personnel Officer Law)

Under the supervision of legal section is responsible for handling all the legal
affairs of the company however those related to human resources include;

Legal cell basically performing following activities:

To supervise the litigation for and against the company.
Coordination with lawyers outside the company.
To minimize the flaws and minimize defects.
Handling all the disciplinary cases
Preparing absent reports and legal document like charge, warning and
inquiry notices
Handling lawsuits filed against Packages by ex-employees.
Managing disciplinary cases.

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 Negotiation with union
Dealing with all the court cases and court files on regular basis.
Cases are filed on the basis of labor laws

Laws which are mostly apply in Packages Ltd. Are

IR ordinance 2008,
standing order ordinance 1968,
Factory act 1934,
Employee social security Act 1965,
EOBI Act 1976 and payment of wages Act 1936
Different punishment is assigned on misconduct within the organization
like, fine with holding increment, dismissal without payment, suspension.

Process of Grievances Handling

Following can be cases when an employee has to be handled as per law.

Willful insubordination & disobedience to legal and reasonable order of

supervisor.
Theft, frame, dishonesty.
Willful damage to or loss of employer's goods or property.
Bribing
Absence without leaves for ten or more days.
Habitual late coming.
Habitual breach of any law applicable
Improper Behavior during work Hours.
Habitual negligence.
Frequent repetition of any act on omission refereed to in clause 1
Striking work or inciting others to strike in contravention of the provision of
any law or rules.
Go/work slowly.

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MESS

Mess is managed by I.R.

The food is served at subsidized rates and employees have to pay a very
nominal price

There is 5 type of mess.

1. Worker mess for workers
2. Junior mess

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3. Supervisory mess for executive and management staff
4. Senior mess
5. V.I.P mess for guest

There are four types of mess and charges against them are ;
This different type of mess is due to deduction point of view.

1. Worker mess 65 paisa/meal

2. Junior mess Rs10 / meal
3. Supervisory mess Rs20 / meal
4. Senior mess Rs220/ month
5. V.I.P mess for guest

FACILITY POINT OF VIEW

One menu for all employees from top to all with same crockery and sitting area.

WEAKS MENU
3 day mutton
1 day chicken
1 day beef
1 day vegetable
1 day rice

MAIN COURCE
In which disc is same

BREAKFAST
Breakfast is served to those employees who do work in night but menu is
different in winter and summer season.
IN WINTER: egg, bread, bun, button, tea
IN SUMMER: bread, bun, button, tea

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COUPONS
Coupons are given to that worker who comes for morning shift but coupons are
given on cost 20 paisa for total breakfast.
IN 2nd SHIFT
The workers whose comes at 2nd shift, tea is served at 6 paisa/cup

MILK
Milk is served to 1 to 5 grades.
Milk is served to those workers who work in chemical area at free of cost and 10
paisa/ quarter pack to other workers whose work in other areas.

In case of leave/outstation duty or change in shifts the member concerned

is allowed proportionate reduction in bill.

Mess dues are deducted from the salary and Menu is decided by the head
of canteen for every 15 days

CONCLUSION AND RECOMMENDATIONS:

2) While HRD department has limited roles and responsibilities which should
be enhanced.

Repot on I.R department, prepared by M.KASHIF IQBAL 27

3) Secondly, on employees level, there is a dissatisfaction regarding pay and
benefits, thats why employees motivation level is low. HRD should
seriously work on that apart from training and development activities.
4) Employees should have a lot of autonomy in planning their tasks of daily
routine. Every employee must set their objectives by themselves.
5) Career ladder for each employee should be well defined.
6) Steps should be taken to improve the network system which gets too slow
due to uneven networking. Server gets more strikes at one time which
create hindrances in the smooth work flow of organization.
7) Training need assessment methods should be applied for the accuracy
and precision of such a large workforce.
8) Provision of computer to each person working in incentive and
establishment sections.
9) Proper filing and storing cabinets for incentive section.
10) Detention of payment for one week in case leaves are not sent in time.
11) Department names should be written on the entrances of every
department
12) More benefits should be given to the Executives to the increase their
morale and job satisfaction
13) As the era of IT; it is being suggested that paper work should be reduce
and maximum work should be done online, which leads to integrity and
efficiency.
14) Record room should be maintained through the support of paper software,
different software are available in market or can be design on order.
15) For maintaining and evaluating the progress a monthly meeting of I.R staff
should be held with in charge of department.

Repot on I.R department, prepared by M.KASHIF IQBAL 28