HR

DENIM
 INTERNSHIP REPORT

INTERNSHIP SAPPHIRE FIBRES LIMITED

ORGANIZATION
ADDSRESS OF 3.5KM MANGA ROAD, RAIWIND
ORGANIXATION
SUBMITTED TO HUMAN RESOURCE DEPARTMENT
SUBMITTED BY NISHA SALAHUDDIN
DEGREE PROGRAM BS (HONS) MANAGEMENT
SESSION 2016-20
INTERNSHIP MISS SANA HANIF
SUPERVISOR
HEAD OF HR : MR. LUQMAN AFZAL
DURATION OF 10TH JUNE 2019 – 20TH JULY 2019
INTERNSHIP

SAPPHIRE FIBRES LIMITED (DENIM DIVISION)

INTRODUCTION OF SAPPHIRE DENIM (NEELA)

INTRODUCTION

Neela Blue is a state-of-the-art denim fabric mill established in June 2016 under umbrella of
Sapphire Fibres Limited in Raiwind Lahore. The Neela plant is fully vertically operational with
an annual production capacity of 1 Million meters. The initial annual production capacity was
around 0.7 million meters, and then its production capacity was enhanced to 1 million meters and
now moving on the annual production capacity of 1.2 million meters. As Neela we are humbled
to present novelty, trends and outstanding products to all our customers. Neela keeps a good
track record for meeting its customers textile demands. The Sapphire Fibres–owned company is
dignified for continued success.

Vision
At Neela, our vision is to contribute the best to the nature. With this in mind, we have started our
journey, designed and developed one of the first LEED (Gold) certified Denim plant to ensure a
minimum carbon footprint and to give our workers a healthy workplace. Our product
development process is also engineered to ensure we adopt sustainable fibres, practices and
processes to create a winning culture that can fulfill the needs of the future with minimum impact
on nature.

Being Leed Gold certified means that with careful planning and consideration Neela has created
an environment that has sustainable sites, is water efficient , save energy, has a good atmosphere,
saves on materials and resources, has good indoor environment qualities, is innovative in
operations and prioritizes Neela’s regional surroundings.

Purpose

Neela has been built for purpose as a Green building this means we use considerably less energy,
less carbon, less water in the manufacturing process as compared to non-Leeds Certified
buildings. This certification differentiates the Neela from rest of the textile companies.

Goals and Objectives

Here at Neela (a subsidiary of sapphire Fibres Ltd.) our goal is to revolutionize the buying,
manufacturing and selling of denim within Pakistan and around the world. The Neela plant is
fully vertically operational with monthly production capacity of 1 Million meters. The initial
production capacity was around 0.7 million meters per month, and then its production capacity
was enhanced to 1 million meters and now moving on the production capacity of 1.2 million
meters per month. We wish to provide our customers with not only a vast variety of products of
the highest quality, but also a service that they can depend on and ultimately, a relationship that
will last for years. Our team is relentlessly in pursuit of newer and more innovative products,
always in the best interest of our customers. Furthermore, we take pride in the fact that our
values in dealing with our clients are firmly upheld by our personal integrity and good business
ethics. Yet even as we strive towards attaining newer levels of excellence in the denim industry,
we recognize the debt we owe to our environment, and in turn contribute in the development of
the community in which we work and live.

Operationally, Neela boasts state of the art machinery which allows us flexibility in our products.
Our research and development team is backed by a strong in house faculty as well as
international experts ranging from Europe to japan. We have a highly efficient spinning set up
with nearly 300,00spindles as well as knitwear set up which complements our Denim business
well.

Whilst maintain a humble approach we aim to focus on the quality of expertise we employ and
taking good care of them. We have invested in a pure biological ETP plant and are also Leed
Gold Certified.

We look forward to working and exploring new opportunities with you. For us, your satisfaction
is the top priority.
MISSION
“TO BE A DIVERSE CONGLOMERATE ADMIRED TO OUR PEOPLE,
STAKEHOLDER’S PROSPERITY, BUSINESS ECELLENCE AND SERVICE TO THE
NATION”

CORE VALUES
People
Relationship
Integrity
Drive to Lead
Excellence

HR FUNCTIONS
RECRUITMENT AND SELECTION
Organization recruits candidates for actual or anticipated vacancies according to their needs.
They attracts qualified candidates and discourage unqualified ones from applying.

Recruiting sources
 Internal
Searches
Employee
Referrals
External
Searches
Online

1- Organization promotes identified current employees, because it is cost saving and

employees have knowledge of the organization
✓ By HR management
2- Current Employees cab be asked to recommend recruits ,it tend to be more acceptable
applicants, more like to accept an offer and have a high survival rate
3- External searches through ads in newspapers, magazines etc.
4- Online Advertisement through social media by making the webpages.
Unsolicited Applicants (Walk-ins)
✓ They may provide a stockpile of prospective applicants if there are no current openings.

Process of Recruitment and Staffing

✓ To generate the pool of CVs
✓ Shortlisting of candidates according to the needs and requirements of job
✓ Maintain in database , save the CVs and search for vacancy
✓ Initial calls to selected people for 1 position

The selection process

 Job Posting Pool Generation Short listing

medical/physical
Telephonic Calls Interviews
exemination

Appointment(on
boarding)

Plan the Interview

✓ After initial calls, make the schedule
✓ Inform to candidate via mail, call, mgs etc.
✓ Arrange the platform for interview
● (for high posts)
Interview process

HOD/HR
HEAD

OFFER TECHNICAL
LETTER HEAD

GM/HR
COO
HEAD

After identification of candidate, set the salary range and position. There could be
replacement or new hiring. Replacement hiring for existing vacancy/seat.
 New hiring for non-existing. It is done after approval of top authority then set the rank of
a person, make his/her offer letter given the joining date to the new hiring.
Organizational Development
Organizational development consists:
● Formulation and implementation of policies
● Development of employee related programs

Day to day operations

o Issuance of cards(IGI , EMPLOYEE CARDS,
o Billing OF MOBILE PHONES
o Issuance of DIFFERENT KINDS OF LETTERS
o Record of visitors
o Record of Employee grievance
o Mobile bill payments
o Maintain the attendance record
Performance Appraisal Process
Performance is evaluated on the basis of performance appraisal.

Appraisal Process
Performance is evaluated by the immediate supervisor of employee. This process is done by a
specific designed form of organization which is consists on some factors are following:
● Performance Gap/Areas of improvement
● Recommended Soft skills Trainings
● Recommended Technical Trainings
MBO
(Management by objective)
➢ Increments are based upon MBOs
✓ Most of the organizations use to launch it from July to June but the best practice is
that performance appraisal should be launch in May.
✓ After these formalities promotion/INCREMENTS letters are issued to the
employees.
Training and development
2 Types of training
● Soft skills training
✓ Conducted by HR
✓ Time management implementation policies
 ● TNA (Training need Analysis)
● Technical Training
✓ Plan the training
✓ Mostly trainings are conducted yearly basis in the organization.
➢ EHS
Environmental Health and Safty
There can be high probability of risk. If there would be any incident happens, this
department takes some emergency actions. It can be fire and chemical destruction etc, so
that there is a team of five members from different departments for the risk assessment.

Types of Injuries

✓ Electrical
✓ Ergonomics
✓ Chemical injury

Hierarchy of control

There are following steps:

● Elimination
By elimination we can change the whole machine in can of any problem.
● Substitution
In which we can change the parts of machine (free of cost) in order to efficiency.
● Engineering Control
We can overcome the risks by machine guarding.
● Admin
We can control the incidents by job rotation of a person.
● PPE’S(Personal protection Equipment’s)
Face mask ,Ear plug, Shoes etc.
➢ For assessment of all the risks training is help to all the workers and staff as per
requirement.

Compensation and Benefit

Benefits for workers
Leave in cash
Annual benefits (bonus) is on last drawn salary
Gratuity and Probation is paid to the workers
Probation period is of three months
In case of violence a letter is issued
Punishment as per law
● Warning letter
● Fine(2% of your wages)
● Hold the increment for one year
● Demote
● Fire from job
Grievance
If you are not satisfy to the organization, you can claim to the workers management
Council (which is consists of 50% members from workers side and 50% members from
management side.
● Age of the member of this council should be 21
● Literacy should be Matric
➢ Workers can complain and suggest via PO Box
➢ Inquiry officer should be senior to the particular employee
➢ Inquiry days could be 2 to 10 days
➢ Employee can bring witness/ Evidence as 2 person
➢ Organization can suspend the employee temporarily(for 28 days)

Workers welfare institutes (Govt dep)

EOBI
● Employee old age benefit institute
In case of death or accident of the workers the death grant is paid
This fund is deducted from worker’s salary .out of 6 %only 1 %is deducted from
salary.
In addition, after 60 years the workers’ pension is assigned.
PESSI

The Punjab Employees Social Security Institution (PESSI) is an

autonomous body under the administrative control of Labour & Human
Resource Department under the Punjab Government Rules of Business,
1974 established through the Provincial Employees Social Security
Ordinance, 1965. Provision of health facilities to the workers and their
dependents is covered under the Provincial Social Security Laws. The
Provincial Employees Social Security Ordinance, 1965 requires the
employers to contribute 6% of the wages of their employees (having
wages upto Rs. 18,000/-) to the Punjab Employees Social Security
Institution.
 The detail of Benefits provided by Punjab Social Security is as under:

Medical Facilities
The Medical Facilities include comprehensive medical
treatment in the Social Security Hospitals and the facilities not available
in Social Security Hospitals are arranged through other hospitals at the
cost of Punjab Employees Social Security Institution (PESSI) wherever
those be available. In case, the required facilities are not available within
the country, the same are managed abroad to cater to the health
requirements of the Secured Persons.

Payroll System
A payroll management system is a system used by companies to help manage the computation,
disbursement, and reporting of employees' salaries efficiently and accurately.
Some compensatory factors are included in
● Medical facilities
● OPD(Outpatient department)
● Health Insurance
● Group life Insurance
● Salary
● House rent
● Mobile allowance
● Project Allowances
● Fuel payment (taxable)

Medical
facilities

Project House
compensatory
Allown benefits Rent
ces

Utility

Deductions
 Loan

Provident
Advance
Fund

Deductions

EOBI Income Tax

Contemporary benefits offering

Meet legal requirements Attracts Applicants and current

workers

● Social security ● Health Insurance

● Unemployment ● Retirement Plan

compensation
● workers ● Life Insurance

PROJECT
HARMONY PROGRAM
A new program is launched know as “HARMONY”A program introduced for more
advancement and operating more efficiently and effectively in place of ERP system.
It is updating and going to be implement. The project which is assigned to me is also
related to this program. company is going to move from ERP to HARMONY.
Maintenance of Employee Personal Data In HRIS.

✓ To collect the all personal files of Employees in the Organization

✓ To make the sequence of workers’ data base files
✓ Arrange the forms in a proper sequence in the personal files
➢ Personal File contains following forms :

● CV
● CNIC Copies and pictures
● Educational Documents
● Experience Letter
● Application for employment
● Medical fitness certificate
● Interview Evaluation form
● Manpower Requisition Form
● HR Database Form
● Joining Report
● Employees Orientation check List
● Family Detail Form
● Next of kin Declaration Form
● Group Insurance Nomination Form
● New Hiring Check List
On Boarding Practices
After hiring a process is followed by HR. Firstly, joining forms are filled by employees,
orientation plan, files are made and visit of plant etc. After that some formalities are following:

✓ Offer Letter (for Management)

✓ Appointment Letter (for both)
✓ After 3 months confirmation form letter is issued
➢ Requirements of the project (Data Entry from employees’ files)
● Qualification of an employee with grades and passing year
● Dependents of and employee plus relation and their date of birth
● Last organization name and salary , total working experience of an employee and
duration of last job
● Relationship Hiring (references of candidates)

✓ Details of personnel entered in Excel sheet in a prescribed Format

✓ Data collected from personal files from (forms )

● To collect the qualification information the HR Database Form& educational

testimonials has been used
● Dependents information mentioned in Family Detail Form
● Work experience information has been collected from HR Database Form and relevant
 experience letter
● Reference name collected from Interview Evaluation Form
➢ Moreover, in case of missing information in Database form, information found from
CV of employee
➢ Modules of Harmony
● Employee Administration
● Payroll
● Overtime
● EOBI
● Attendance
● Leaves
● Full and final settlement
CONCLUSION
This internship is very useful experience for my professional life. I have gained new knowledge and skills.
I came to know different facts of working in an organization .This internship is also helpful to find out my
strength and weakness. Overall, my internship at SFL has been a success. I was able to gain practical
skills, work in a fantastic environment, and make connections