INTERNSHIP REPORT ON

INTERLOOP LIMITED

Prepared by:
Name: Ayesha Waheed
Class: BBA(Hons)
Roll No.: 2016-ag-7563
Session: 2016-2020

DEDICATION
DEDICATED TO
“My Parents who taught me the first word to speak, the first alphabet to write
and the first step to take and under whose feet my Heaven lies, My brother and
sister without whom I am nothing and they give me a big frame of reference
with positive approach to think about…
&
My Teachers
Who made me
What I am.”

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 Acknowledgement

First of all I would like to express my gratitude to Almighty Allah for

enabling me to complete this report on HUMAN RESOURCE MANAGEMET
of INTERLOOP LIMTED.

The time I spent in Interloop Limited as an intern from 11th July to 25th
August 2019 was a memorable for me as it was rich in experience sharing
and helped me discover any potential. Successful completion o any project
require help from a number of person. For all the technical support and
constant supervision I convey m sincere gratitude to my coordinator, Mr.
Ahmed Naveed. Mr. Abbas And Mr. waseem ur Rasool. And Mr. Faisal
Naveed, Sr. Manager and all other teams and members for their help and
collaboration.

In this report I tried to highlight the enormous HR activities occurring in

Interloop. This report is not perfect and may contain mistakes and
shortcomings. Thus, I remain open to all critics and suggestions.
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TABLE OF CONTENT

Acknowledgement
Interloop limited 1-2

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 Mission, Vision & Values 3
Organizational Structure 3-4
Socks- Main product 5-6
Internship Schedule 7
HR Department 7
HR Operations 8-9
Training & Development 10-12
Compensation & Benefits 12-15
Recruitment Section 15-18
Disciplinary & Legal Action 18-20
Social Security 20-22
CSR 23
Customers 23-24
SWOT Analysis 26-27

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 ORGANIZATION INTRODUCTION
Organization Name Interloop Limited
Year of Foundation 1992
National Tax Number 26985
General Sales Tax Number 0688555-1
Business Nature Individual company
Organization/Company Company Limited by Share
Type
Principal Activity Manufacturing
Major Product(s)/Service(s) Socks
Bi Product(s)/Service(s) Yarn
 Interloop Limited, Hosiery Division 02: 7 km
Khurrianwala-Jaranwala Road, Khurrianwala,
Mailing Address Faisalabad, Pakistan.

Phone No. +92 41 4360 400

Fax 041-4361068
Website http://www.interloop-pk.com/
E-Mail sales@interloop.com.pk

Facebook ----------------------

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HISTORY OF THE INTERLOOP
Interloop limited is a largest manufacturer and exporter of socks in the world. Company
was
established in 1992 by two brothers “Mr.MUSADIQ ZULQARNAIN CEO AND
Mr.NAVEED FAZIL” state 10 knitting machines. Interloop was registered as a private
limited company in 1993. Its daily production is about 120 thousand dozen socks.
Interloop is situated in Pakistan’s Industrial Hub Faisalabad near Khurrianwala.
Interloop is a complete vertical unit with all processes ranging from yarn-spinning to
packing and it has a centralized computerized system which handles all aspects of
operations. In pursuance of a goal to achieve and maintain good quality, Interloop has set
up a high-tech spinning unit that will ensure finest quality yarn made from the best
available natural cotton.

Working on spinning unit if Interloop Ltd Faisalabad was started in 2004, Mr.Arif Munsif
was appointed as a “General Manager” (spinning) for this task. Mr.Arif Munsif began to
work on this huge project in the guidance of Mr. Tariq Rashid Malik (Director sourcing)
and paid his full attention to complete this project in the minimum span of time. Interloop
Ltd.(Spinning Division) comprises on 20,400 ring spinning spindles producing 675 to
730
bags (100 Lbs. Yarn/Bag) daily including 150 combed bags at average count of Ne. 11.2/1
~
Ne. 11.7/1.More than thirteen thousand people are working in Interloop Ltd. Interloop
has
three hosiery divisions in Faisalabad. Interloop has core values named as I-CARE,
symbolizes as Integrity, Care,

Accountability, Respect and Excellence. Interloop is very good in taking initiative

in expansion of its industry e.g. procuring Kohinoor Hosiery which merged into a
company as Hosiery Division III. After hard work of 3 years, Interloop Bangla started
its trajectory production with sixty knitting machines in Bangladesh.

Interloop extraordinary growth is a result of the hard work and worthy management. At
each point of operations Interloop confirms stringent quality control procedures,
appropriate shipment and consistency of services. It is one of the few companies in
Pakistan with a remarkable social responsibility portfolio. In this way company have
been playing his active role for reduction of unemployment and poverty. I can
observers a clear cut difference between other organization and Interloop Limited.

All other organization is working for their benefit but Interloop Ltd is working those
who deprived of their genuine rights to live with the basic necessities of life. All labor
rules and regulation are being fully implemented here.

This is a basic reason. That people from up to bottom are loyal and sincere with the
company
and its mission. Interloop is a complete vertical unit offering a wide range of price point
and

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 needle counts and is on the cutting edge in terms of the latest technology for each
production
process.

INTERLOOP MISSION,VISSION & VALUES

MISSION
A mission statement gives directions to a company’ s goals, strategies and activities.
Mission statement of Interloop Limited is

TO BE AGENT OF POSITIVE CHANGE FOR THE STAKEHOLDERS AND

COMMUNITY BY PURSUING AN ETHICAL AND SUSTAINABLE BUSINESS

For the accomplishment of a mission statement team work is necessary and Interloop has
team structures for every department activity. All the work here is allocated in teams. So
to achieve a greater company mission , it is imperative that the team members are
acquainted with it, understand it an believe in it.

VISION
Vision are statement that tell what company wants achieve. Vision of company guides its
people in appropriate direction. Vision statement of interloop is

TO double over turnover by 2020, through value addition, process

Improvement and nourishing talent

Interloop vision is developed after five years. In this one profits would be doubled
through tangible and intangible sources of value adding and talent nourishment through
training and development.

By reducing the skill gap Interloop plans to achieve its mission and visions quickly.

VALUES
Considering 18000 employees Interloop established its Core Values as I-CARE.

Organization hierarchy
Organizational hierarchy is the formal framework by which jobs, tasks are divided,
grouped and coordinated. To achieve the mission and vision 2020 the structure formed
by Interloop is

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  For its structure Interloop uses Functional and departmentalization.
 Interloop uses centralization approach
 All the goals, objectives are made by top managements and executives of the company.
 Decisions are passed down to lower level people in vertical direction.
 Interloop follows high formalization in its all operations and activities.

Through its processes Interloop shows the nature friendly environment, team work among its
people. And showing its products around the world with latest technology , transport and most
importantly focusing om CSR.

organizational units. Interloop Limited is mechanistic organization and it has bureaucratic

structure. There is wide work specialization (division of labor into smaller tasks),
Departments are formulating on functional basis and unity of command is there. There is tight
supervision and securitization (i.e. span of control is less wide), centralized decision-making, and
clearly defined rules and regulations, works tasks, processes and procedures.

SOCKS-The main product line of Interloop

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 There exists 3200+ types of socks around the world. Interloop also manufactures a few of
these type of their customers. These types are
1. Crew socks
It has a leg length or more than foot portion. This type of socks has welt, Rib, High Heel, Heel,
Foot and Toe.

2. Ankle / quarter socks

This type of socks has welt, Rib, High Heel, Heel, Foot and Toe. But quarter socks
have a little bit small rib.

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3. No show socks
This type of sports socks has no rib, no ankle as its name shows; it cannot be seen
after wearing shoes

4. Tube socks
This type of sports socks has no heel. It has just Foot, Rib and Welt. Its shape is just
like a tube that’s why it is called tube socks.

5. Foot ball socks

Rib is very long and also cushion in ankle, heel and feet.

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Internship Schedule

The following objectives guide the internship program:

Studying the organization structure and its HR department

Understanding the function of HR department

Analysis the HR activities of HR team

Evaluating the working style of HR team

To compare the theoretical study with practical procedures

To do a comparative analysis of organization with the order in the same business

To get the exposure of working in excellent environment of HR department

To Put some suggestions & recommendation for the development and polishing of the human
resource department.

Human Resource Department

Human Resource department is not directly concerned with the customers satisfaction but its
policies are the integral part of the company achievement plans and its policies ensure the right
person to be hired, for the right and specified job, trained, evaluated, giving incentives and hence
by right person in the different functional department of the company. So Human Resource
Department helps n proper functioning of the products and if there complaints against the
procedures or any other matter of interloop, Its directly processed by HR department.
“Great companies make meaning. A company has a name, but its people it meaning.”

Top Management

Executive

Non-Exe
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Interloop has different categories of working staff.

1. Top Management
2. Executive
3. Non-Executive

All are based on Grade system.

 Top management grade are from M series.
 Executive grades are from E series.
 Non-Executive grade range from A series.

Human Resource Department of Interloop pays attention to stakeholders approach as well. That
balances the needs of groups of people in and outside the company or whoever has any interest in
Interloop performance.
Human Resource

HR
Drpartement

HR Corporate HR Operations

Human Resource Operations

Human resource operations in Interloop is the formal system devised by management of people
within organization. The head of this department currently is MR. Faisal Naveed. HR OPS uses
the strategic approaches for the effective management of Interloop worker so that they could help
gain competitive edge to the company.
HR OPS Structure

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Functions of HR Department
The main objectives of HR department to ensure a high quality workforce for the company Hiring
and retaining of competent employee is critical for the success of the company and to motivate
the retain its employees HR department perform different functions.
 Compensations and benefits for employees
 Compliance of polices and labor laws
 Workers welfare related activities
 Recruitment and orientation activities
 Training development of worker
 Maintain full employee records
 Disciplinary and legal actions
 grievance handling

Reporting is necessary not only to perform better to evaluate the performance also. Reporting
system in HR department of Interloop is

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Training and Development
Interloop is not only conscious to hire best potential but also make in house arrangements for
employees to improve their skills further. In order to achieve that target, different courses are
arranging house or outside the Interloop. Interloop has developed the focus to be a learning
organization. Therefore, it spends a huge amount of budgets on the training and development
of the employees. Interloop has formulated a separate department for the purpose of training
development known as Organizational Development department. The basic purpose of this
department is to foresee the future challenges of the Interloop and update the skills of the
employees to address these future challenges in line with the need of the business.

Training Need Analysis:

The aim of training need analysis is to ensure that the training is relevant to the need of
employees is tailored to organizational objectives, and is delivered in an effective and cost-
effective manner. The training needs are assessing through three sources in Interloop, which
are.
Training need assessment
Performance Appraisal
Performance Management System

Training need assessment:

Organizational Development Department conducts the training need assessment through
questionnaires to identify the performance gaps. Training and non-training needs are separating by
identifying the problem areas. After the identification of the problems areas, training are conducting by
based on identified training needs.

Performance Appraisal:
Performance Appraisal is conducting in December of the year for executive’s employees and in June of the
year for non-executive employees. Performance appraisals contain the recommendations of the line
managers for training in a particular skill.
Performance Management Systems:
Performance management system are designed for assessing the training needs of
management (Grade 7 to above).Under the system annual objectives of the department are

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assigned, on the basis of these annual objectives, skill of the mangers are matched. If there
found any discrepancy, then trainings are conducted so improve the skill of the managers.

Employee Development:
Employee development is continuous process in the Interloop. Different kinds of training
programs are conducting throughout the year in the Interloop. On contrary, Interloop has also
designed knowledge management system, in which the employee shares their skill,
information and expertise with other employees. For conduct the training in the Interloop,

There are following medium are used.

Orientations
Technical Training
In-house Training
External Training Courses

Orientations:
Every new employee has to give orientations report to HR department in the Interloop. Orientation period
is one week long. New employees have responsibility for their own learning. Through orientation an
employee, take basic information about the company policies and practices of the Interloop.

Technical Training:
In the Interloop, Quality Assurance department has devised a Technical Training Center. The
basic purpose of this type center is to enable work force to demonstrate its potential and talent
at optimum level for maximum output and productivity, to train the newly hired workers in
the field of knitting, finishing, processing and toe-closing departments and to increase their
performance. In the Technical Training Center, machinery is installing in relevant operational
manuals and has been prepared in consultation with the concerned technical and
administrative staff. The training methodology includes lectures and practical demonstration
of machines.
In-House Training:
In-house training is also conducted at the Interloop on different topics depending upon the
training need of the employee. These training sessions are generally held by in - house
trainers. They develop the training program by themselves and evaluate the training through
feedback forms. Different training methods are used during these sessions like:

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On-the-job Training
Lectures
Case Studies
Computer Based Training

External Trainings:
Interloop believes that employees are assets of any company so they should nurture them. Interloop sends
its employees for external training for those topics which cannot be covered by the experts of Interloop. The
external training sessions, three things are done

(i) Feedback is taken by the participants

(ii) Training material is received
(iii)Knowledge is shared with colleagues at the successful completion of training.

In this way, these training enhance the skills of the entire organization. The process of training and
development does not end with the completion of training sessions. Rather, after the training sessions, training
results and evaluated the performances are measured, if they again find any gaps between desired and
actual results. Then, again training needs are assessed and in this way this process of development
continues.

Compensation and Welfare Benefits Team

Mr. Waseem ur-Rasool leads the team provide efficient services to the people of Interloop.
Compensation and welfare includes wide range of activities. This team perform maintain employee records to
handling their resignation matters.
Functions
 Maintaining the personal employee record
 Updating personal records regularly
 Preparing salary slips
 Employee insurance matters
 Employee leave certifications
 One window operations
 Resignation of employee
 Conducting WMC meeting
 Solving grievances

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Personal Employee Record
Compensation and benefits teams maintain employee from the time of joining to the time of resign. All
records including their personal education, CNIC, experience certificate, insurance reeled documents all
are processed here. At the time of joining all documents are obtained from recruitment office after
verification.

Douments at Recruitment office

Varificatin of documents

Completion of personal record file at HR

Personal employee record is update on regularly basic i.e. in case of new experience certificates, new
bonus or increments , health insurance related documents etc.
Salary slips are provided to employee every month to make them aware of their salary details like
 Employee Gross pay
 Overtime detail
 Employee leave detail
 Employee loan detail
 Employee medical allowances
 EOBI or another contribution/ Deduction detail

HR Department makes sure that every employee gets their salary slips, so no one would have any
objections about their salary amount, deductions or any contributions.
For non-executive employees salary slips are available at KIOSK. Salary slips for executive employees
from E1-E# are send to their replacement Head of Department. And salary slips for executives from E4
and Above are sent individually to relevant person.
ONE Window operations

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To facilitate employee of interloop HR department has established ONE WINDOW OPERATION
system. There are a lot of issues that need attention, are demanding decisions on the spot and need
popper handling for the functioning of the department. This system addresses all HR related needs of
employee by connecting you just single person in HR.
Functions
 One Window operation cover many activities and provide assistance in following matters
 Processing of TD & DA
 Quick processing of LFA claims
 Reimbursement of claims i.e. Fuel payments, Residence Allowance
 Short term loan Handling
 Processing of Benefits provided under long service benefits i.e kids fee
 Providing Marriage Allowance

For all these employee just have to connect to one person

Case Processed Invoice

Recieved and verified generation

Cash Office Audit

After receiving case its being processed in system and verified and signed manually by
supervisors, then after generating invoice case is sent to HD_1 for audit purpose. After successful
audit that is sent to cash office from where employee can receive their payments.
Resignation of Employees
Termination or Resignation of employees has also been assigned to HR department. In case o
resignation employee can hand over hand over resignation due to any reason he/she thinks fit.
Employee is required write down his resignation

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  Got approved by HOD
 Submitted to HR department
 State the reason for resign
 Submit social security card

And then from HR department that would be processed for further ant obligations.
A non-executive employee can resign (24-hours/ one month intimation) any time on simple paper.
At the time of resignation, his final settlement are made and gratuity is paid.
However an executive employee can leave the services of the company on one month notice. If
the employee does serve the full one month notice then he/ she can leave the company by paying
the salary for unexpired notice period.
Grievance Handling:
The objectives of grievance handling is to reduce the dissatisfaction level in workers, to
strengthen the relationship between workers and management and also provide healthy , and
professional environment to workers which is free from stress sexual harassment, abuse other
physical/ verbal , psychological
Threats/ offences.
There is four way to lunch the Grievance Handling.
I. Through Department
II. Grievance cell
III. Suggestions & complaint box
IV. Worker management council

Complaint box open after every 15 Days

Procedure
 The process of dealing with complaints and grievance is following
 Every receiving complaint or grievance is recorded in HR on regularly basic.
 Relevant Head of Department is informed about that.
 Discussed in WMC meeting.
 For every complaint proper solution is implemented.
 Suggestions are being implemented for the betterment of employee of Interloop.

Recruitment section:

“Establish disciplined and stress free recruitment of the non-executives.” Following are the steps

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involve in the recruitment process of non-executives.

Request from department for hiring

All hiring decisions are made in accordance with all applicable local labor laws. Recruitment team
receive request from the concern department for hiring of non-executives through the following
channels.

 Written request
Phone
 E-mail

Prepare Advertisement

HR recruitment team prepares advertisement with the help of concern department. In the
advertisement mention

 Desire Degree
Age
 Location
 Experience
 Fridge Benefits

Job advertisement channels

Following are the job advertisement channels.
News papers
 Company notice boards
E mails within company
Rose PK

Initial Screening/Short Listing

After receiving job application from the different channels initial screening is being done.
Screening of job application is strictly done according to the desire eligibility criteria. A
suitable numbers of applicants are shortlisted for the tests.

Screening by Concern Department

Final list of short list applicants are than sent to the concern department for further screening,
after receiving final list of applicants from the concern department call the applicants for the

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tests.

Tests and Interviews

HR department conduct the aptitude tests. Tests are carried out by the concern departments.
After checking tests, list of successful candidates are prepared for the interviews. In the
interviews HR and concern department representatives are sited. After interview, list of
successful candidates are sent to the concern department for approval from HOD. HOD of HR
gives the final approval.

Documentation
All successful candidates are called for the documentation and medical checkup. Original
documents are properly verified and checked according to CNIC and desire requirement.
Candidates are sent to the social security doctor for “Medical Fitness Certificate” after
approving from social security doctor, company medical doctor also examine the candidates and
gives the final Medical fitness certificate.

Orientation
After documentation and medical checkup, candidates are called for the orientation.
Orientations are given to employees which covers the following topics.
Legal rights and responsibilities of employees
 Information regarding company
 Orientation regarding Company’s HR practices
 Orientation regarding benefits & rights
 Awareness sessions regarding customers‟ code of conduct regarding HR practices

Bank account opening

After orientation appointment letters, employee cards, uniform slips (if applicable) are given to the
employees. Bank account forms are also filled by the candidates so that their salary can transfer in
their accounts.

Employee Personal Files Record

All documents related to the individual employees are separately records in the personal files.
Employees personal file are kept in the custody of HR in their respective divisions.

Related Documents

Document required at the time of hiring for non-executives

 Employment form

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  Four passport size photos/ snaps
 Four copies of CNIC
 One copy of parents CNIC
 One copy of experience certificates (if any)
 One copy of educational certificates and degrees

One copy of CV in case of highly skilled grades

Medical tests

 Fitness certificate (social security) if required

 Marriage certificate and family status registration (NADRA) if required
 Background verification form
 NOC in case of rehiring
 Original documents (CNIC, educational and disable etc.

Suggestions for recruitment

Questions in the test are more than 25, around about 50 to 70 MCQs questions, in this
way a better chance to judge the candidates in their respective fields. All original documents
are checked and verified before conducting test & exercises
Family detail must be check and verified through CNIC.
Medical test should carry out in the company it can help in eliminating the chance of false test
reports.
Signature on the application form must be according to the CNIC signature.
Test materials are update two times in a year after concerning the relevant department.
Complete SOP for hiring of trainees, apprentices and experience candidates should be made.
Complete information and procedure regarding form filling are known, that eliminates the
chance of discrepancies.
DISCLIPINARY & LEGAL ACTION
Another team in HR department of Interloop is disciplinary and legal action team.
MR. Zeeshan is the head of this team. Disciplinary and legal actions are necessary to deal with any
misconducts or misbehave o the job. So that every employee can work efficient ly and could
maintain performance standards.
“ It is formal action taken by employer or by the representative of management on the behalf of
employer in response to any misconduct.”

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Following act are treated as misconduct
 Willful disobedience of soupier
 Theft, fraud or dishonesty in connection the owner property
 Willful damage to he employer property
 Habitual absence without leave
 Long absence
 Habitual negligence
 Disorderly behavior during working hours

Legal Action Case

Any disciplinary and legal case can be stated on
I. Receiving of security form
II. Receiving of Disciplinary action form
III. E.MAIL

When any of these from is received in HR department, the process of discipline and legal action
stars.
Possible outcomes of misconducts
 Warnings
 Demotion
 Resignation
 Termination

The outcome vary to every case. Any kind of outcome cannot be fixed with any case type.
The duration , severness , repetition also matter to conclude a case.
Process
When a case enter HR departments a report is prepared. After doing some verification of said
misconduct, charge sheet is prepared. And employees are called for the replay. If it is minor case
negligence and for the first time the case could be closed by issuing .a warning.
Bur if the replay of any charge sheet and enquiry notice doesn’t come then following procedure is
followed.

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 Enquiry Enquiry
Report
notice report

Charge Enquiry
Submittion
sheet notice reply

Charge
Enquiry Termination
sheet reply

Interloop issue 3 warnings to employees before taking strict action but only 1 id required by law.
After these 3 warnings legal action starts and case could end eith resignation or termination.
Once a warning is issued employee cannot get promotion or increment for the time being.
If an employee is terminated employee can’t join again in Interloop and is not eligible to receive
gratuity.
If employee resign himself, then employee can join back again and is eligible to receive the
amount of gratuity.

Social Security
Social security is an institution of the Government of Pakistan that works for the welfare of
industrial workers and their families. In it the provision of medical, monetary and other
benefits are provided to the employees. Social Security works under the jurisdiction of
provincial government. It prepares policies by considering the different suggestions and
factors, the amendments are made every now and then. Social security has its sub offices,
dispensaries and hospitals in almost every city, where the workers are provided free
treatment. In case of illness they are also given half day wages. If deemed necessary this also
makes arrangements for the treatment outside the country. Here it is worth mentioning that
the workers need not pay anything for all these facilities, but the company Interloop Ltd.
makes monthly contributions to this fund in order to provide facilities and monetary benefits
to its employees. According to the law, the employees getting benefit from this scheme are

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those whose salary is not more than Rs 10,000/- at time of induction.

Social Security Scheme

According to it, the employees covered through social security get the following benefits.

Monetary benefits
In case of illness, the employees are paid up to 75% of their wages of 121 days
TB and Cancer patients are paid 100% of the wages of 365 days
Female workers get 100% of the pay/wages during the 12 weeks of maternity
leave.

In case of death the payment is made (daily illness allowance multiplied to 30)

For the burial of family member of the employee payment of 5000/-

Payment of 100% of wages for 180 days in a year in case of injury or illness
during work. In case of injury at work, the payment of 20% of wages as allowance of disability to be
paid in advance
Payment of 20% of gratuity in case of injury during work if disability is 20%
If disability is 66% the payment of a sum equal to 100% of the pension
In case of death during job due to injury, the payment of 100% of the pension to the family of deceased
nominated by him.

Additional Benefits

Disability pension is 700/- after the addition

For the food of the patients in social security hospital, 100 Rupee will be paid additionally `1

The fare for the travel for the treatment in other city is paid Rs 1 per Km.
Hajj scheme for the employees covered under social security scheme has been launched. For this hajj
draw is conducted in which 4 employees will get the opportunity for Hajj.

Medical facilities
Treatment for the family, kids, parents and spouse of the employee in social security hospitals and
dispensaries Facility of treatment in other countries
Additional facilities of X-Ray, Ultrasound, ECG, Gestures copy, and dental treatment.
Heart disease and bypass surgery facilities

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Free of cost medical treatment
Facilities of dialysis, dentures, artificial limbs, blood, transportation and ambulance

Provide the facility of Eyes check up

Provide the Blood to the employees un case of any emergency

Indoor
Treatment
Medical
Treatmrnt
Outdoor
Social security Treament

Monetary Death,Funeral
Benefits Grants

Other Facilities
For the convenience of the operations of the company and providing more facilities to employee at
working area Interloop provide a lot of facilities. Such as
 Day acre facility
 Long service Awards
 Fair price shop
 Transport
 Gym and sport gardens
 Female Hostels
 Executive clubs and 4 upscale apartments for foreign executive working at Interloop.
 Refreshments activities as Master Chef Season 2, Garden Bowling, Tours, Table tennis matches,
cricket combat.

Corporate Social Responsibility (CSR)

CSR is a voluntary commitment by Interloop that comprises the activities, regulations that are in the
best interste of economy, social and environment. These effort can range from donating money to

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nonprofit implementing environment friendly policies in work place. LIKE Interloop emphases CSR
in its practices
 Constructed 90 houses for the 2010 flood affected in Muzaffargarh.
 Interop SOS Village
 Water Recycle plant
 9 Interloop schools
 Collaborations With NTU
 Free health services to poor patients
 Contribution for rehabilitation of affected people from earthquake
 And much more.

Major Customer of Interloop

Company Name Logo

Nike

CK

Puma

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 Adidas

Family Dollar

Tesco

Primark

C&A

JC penny

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 Levis

Payless

Wal-Mart

Wilson

Tommy Hilfiger

ASDA

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 H&M

CAT

SWOT Analysis

Strengths
High quality products
Financial leverage
Economies of scale
Cost advantage
Technology
Excellent market image
Competitive advantage
Loyal customers
Learning organization focus
High morale of employees
Healthy working environment

Weakness
Less attention is given to non-executive employee’s personal development
Lack of communication with junior ‟s employees does not let the management by objective
concept to flourish with its true potential
Lack of motivation due to the strict control over the management

Opportunities

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 Arrange internal and external effective training for skilled employees  Promote the team work
Effective utilization of HRIS
Adoption of the best HR practices
Acquisition of synergy
New customers in the different markets
Adopting the new technologies

Threats
The skilled and qualified workers are attracted by other textiles companies  High instability of
political and economic environment
Entry of new competitors (China, India)
Input prices increased (oil, fuel, gas, electricity)
Low promotions occur in worker staff

concept to flourish with its true potential

Lack of motivation due to the strict control over the management

Recommendations & Suggestions

No doubt Interloop is well established and well known organization overall the world. It has
achieved highest targets of performance in all areas of its operations. It has a strong goodwill
in the market due to its best practices and achieving the land marks of progress day by day. It
has the state of the area technology and well trained workforce, that’s why customers always
prefer it.
I would like to mention some recommendations according to my knowledge and observation, which
can also help to be more effective and efficient.
 There is no recreation any refreshment or any tour for the HR department. If these facilities
provide to the HR employees. Its beneficial for the Interloop
 Human resource Departments should take strong consideration for the retention and
promotion of the employees’ promotion try doing join enrichment. If the employee handles
the power and duties properly, you can promote him early before 3 years’ time if can’t
handle power properly then don’t promote
 Instead of focusing on Low-cost strategies, try considering low-time wastage strategies.

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