ACKNOWLEDGEMENT

All praises be to Allah, the most merciful and beneficent, who blessed me with the knowledge, gave me the courage and proficient me to accomplish this task. Before I get into the thick of the things, I would like to add a few heartfelt words for the people who were part of this work in numerous ways.people who gave me unending support right from the beginning. Here I add my thanks to the Administration Department of KMLG who provided me this opportunity to have an experience in a reputed organization and groom myself for the future professional responsibilities. I shall also like to acknowledge and show my deep gratitude to my respectable teacher, Mr Mohammad Yasir , for his consistence advice and support given during the writing up of this report. I am very thankful to Lt. Col (R) Muhammad Pervez HR Manager and Mr.Zeeshan Gul T&D Health &Safety Officer for their guidance and supervision throughout my internship period. I offer my heartiest tribute and cordial gratitude to present my thanks to Miss Tabassum Deputy Marketing Manager KMLG and Miss Ayesha Payroll Officer for their kind support and cooperation in this project Gratitude is the memory of the heart and I am grateful Mushtaq Khattak

Dedication

My family, my friends, My Teachers and members of All the Departments of Kohinoor Maple Leaf Group Raiwind Limited Lahore

CHAPTER NO 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16.

DESCRIPTIONS EXECUTIVE SUMMARY COMPANY PROFILE (THEN AND NOW) PRODUCTION DEPARTMENT FINANCE DEPARTMENT MARKETING DEPARTMENT COMMERCIAL DEPARTMENT ENGINEERING DEPARTMENT IT DEPARTMENT HUMAN RESOURCE DEPARTMENT R&D DEPARTMENT ADMINISTRATION FINDINGS RECOMMENDATIONS CONCLUSION LIST OF INTERVIEWERS BIBLIOGRAPHY

Page No. 5 6 12 15 23 28 34 39 44 74 79 84 86 90 92 93

ISO CERTIFICATIONS
Kohinoor textile mills limited obtained certification of ISO 9000 for its production facilities in phases. Currently packages have ISO 9000 certifications for all its production facilities and is working on ISO 9001:2000 revisions. The first certification was obtained for flexible line in 1995, which to-date has been renewed twice. Certifications for carton line and tissue division were obtained in 1997 and 1998 respectively and have been renewed once. Paper and board mill and corrugation division were certified in 1999 and are due for renewal in 2003.

EXECUTIVE SUMMARY

Kohinoor Textile mills Ltd is a well known name in todays corporate world. Almost every one knows about its success story but the pillars behind its success are never unfolded to the general public. The company commenced operations in 1953 as a private limited company and became a public limited company in 1968. The initial capacity of its Rawalpindi unit comprised 25,000 spindles and 600 looms. Latter, fabric processing facilities were added and spinning capacity was augmented. Additional production facilities were acquired in the Raiwind-Manga Road near Lahore in District Kasur and on the Gulyana Road near Gujar Khan, by way of merger. As my major is Human Resource Management, so the management was kind enough to station me in the HR department of Kohinoor Textile Mills Limited. My six weeks experience will prove to be a real professional experience for me and I hope it will guide me through whole of my professional life. In Kohinoor Textile Mills Limited, I saw the mechanism of incentives which I have just read in books of management. In Packages I came to know how they hire competent people, I came to know how the people are compensated in the organization, I also came to know how Kohinoor Textile Mills Limited is implementing Health & Safety Rules and other HR Policies. I was also given a chance of meeting with the senior management of Kohinoor Textile Mills Limited for which I am very thankful of HR manager. This six weeks experience is in fact a milestone in my life. This internship helped me to link my university studies with professional experience. I hope that this push given to me by Kohinoor Textile Mills Limited will help me to start my professional career with zest and zeal.

COMPANY PROFILE
THEN AND NOW: The company commenced operations in 1953 as a private limited company and became a public limited company in 1968. The initial capacity of its Rawalpindi unit comprised 25,000 spindles and 600 looms. Latter, fabric processing facilities were added and spinning capacity was augmented. Additional production facilities were acquired in the Raiwind-Manga Road near Lahore in District Kasur and on the Gulyana Road near Gujar Khan, by way of merger. The companys production facilities now comprise 138,200 ring spindles capable of spinning a wide range of counts using cotton and man-made fibers. The weaving facilities at Raiwind comprise 204 looms capable of weaving wide range of greige fabrics. The processing facilities at the Rawalpindi unit are capable of dyeing and printing fabrics for the home textile market. The stitching facilities produce a diversified range of home textile for the export market. Both the dyeing and stitching facilities are being augmented to take advantage of greater market as a result of phase out of quotas. Fully equipped laboratory facilities for quality control and process optimization have set up at three sites. The company has been investing heavily in information technology, training of human resources and preparing its management to meet the challenges of market integration. Kohinoor Textile Mills Limited continues to ensure that its current competitive position is maintained as well as supporting the ongoing improvement process in it endeavor to maintain world best practice manufacturing.

KOHINOOR TEXTILE MILLS LIMITED (RAIWIND DIVISION) INTRODUCTION:

KRM is a division of the Kohinoor Maple Leaf Group. The company is located near Raiwind, approximately 45 km south of the city of Lahore in the Islamic Republic of Pakistan. The company produces greige and finished fabrics / (Processed Fabric) for supply to local and overseas markets. The company uses both local and imported yarns to produce greige bed linen, furnishing and apparel fabrics. The main production departments, which make up the company, are Warping, Sizing, Weaving, Inspection and Packaging. Greige fabric is sold through its own Marketing and Sales department to customers directly as well as through agents throughout Europe, South East Asia, Africa, Australia and the America as well as locally. The management of all aspects of quality is through the application of a formal quality system, developed and maintained to ensure compliance with the requirements of the International Standard for Quality Management Systems, ISO 9001: 2000. The objective of the system is to ensure that, at all times, the interests of KRM, KMLG, it's customers and stakeholders are supported by performance which is effective, progressive, reliable and consistent. The said objective is achieved through the development, implementation and maintenance of the Quality Policy, Quality objectives and the Quality Plans. At KRM regulatory and statutory requirements related to product and process are adhered to. As stated in the KRMs Quality Policy meeting

customer requirements and strive to achieve the customer expectations is considered vital for survival in the market. Quality Objectives at all levels ensure that companys policies are implemented and understood by all sections at KRM.

MISSION STATEMENT
The Kohinoor Textile Mills Limited stated mission is to achieve and then remain as the most progressive and profitable company in Pakistan in terms of industry standards and stakeholders interests. The company shall achieve its mission through a continuous process of having sourced, developed, implemented and managed and the best leading edge technology, industry best practices, human resources and innovative products and services and sold these to its customers, suppliers and stakeholders.

QUALITY MANAGEMENT SYSTEM

Kohinoor textile mills limited are ISO-9001:2000 certified. The surveillance audits are being regularly and successfully completed on six month basis. Conforming to the companys quality management system, product quality is consistently maintained and monitored at every stage. Yarn and fabrics is tested in most modern textile testing laboratories working at all divisions. These are equipped with latest equipments and are environmentally controlled to the most stringent of international standards. Quality control in made up production facilities is based on AQL system, ensuring high control on quality of products. Internal/ external audits and management reviews, clearly demonstrate control improvement and companys long term commitment to improve its management system to any reputed international standard.

OBJECTIVES OF THE COMPANY

Work with unity and create quest for work Develop a computerized system of information keeping aware the administration. Fulfill the requirements of manpower according to the needs and make industrial relations better. Saving the energy Giving attention to research, creative and constructive work Provision of planning and materials at in-time Better environment and industrial protection Implementation of quality management system Control on over expenses

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STATEMENT OF ETHICS AND BUSINESS PRACT ICES We believe a complete code of ethics is prerequisite for all professionals involved in the
day-to-day functioning of the Kohinoor Maple Leaf Group of Companies. We venture to have fully groomed professionals committed to the philosophy behind the code of ethics to carry out honestly all activities assigned to them. Our aim is to have highest standards of excellence for the product and the betterment for all those involved directly or indirectly with KMLG.

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12

INTRODUCTION
This department is mainly concerned with the production of fabrics which is in greige form. This department can be divided into following sections. WARPING This is the start up unit of production department. In this unit, yarn cones are set on creels according to the quality needed. Yarn is then passed through a warping machine. In warping machine there are comb like separators which separate the yarn and form a beam. On creeling machine, there are electronic sensors, which gives information about the breakage of the and red light is on at that particular spot. The speed of the warping machine is 650m/min. Length of the yarn is fixed according to the beam size. Normally it is 23660/beam. SIZING Beams from the warping, come to sizing section where yarn is passed through different process to make it hard and sized. Beams are being left through crane and load on sizing ceale ( supportive stand). Yarn from every beam is joined together to form a sheet. Then this sheet come to the sizing machine, where in sizing box it is dip in mixer of chemicals (PVA, Maze starch, Tello, Softener, Vicol-R) at 92 centigrade to make it hard as to minimize the chances of its breakage in sheds. 13

From sizing machine, this sheet goes up and it is rolled on a series of slanders, containing hot steam as to make the sheet dry. After this process, sheet of the yarn is put into the leased rod in order to make the yarn separated from each other. There are combs like structures on lease rods which help in separating these yarns. Adjustment of the comb is made according to width of the weaver beam which is also called final beam. All this process is computerized and you can see the yarn at every moment that through which process it is passing on. If any breakage of the yarn occurs or there is any other technical problem, computerized system alerts the person there through red light and shows the causes of the stoppage.

KNOTTING
Final beam is then brought to the weaving section where new beam is being knotted with the previous one which has become empty. The person who does this job is called beam gatter. In weaving section, yarn gat is converted into finished form i.e. fabrics after passing through a long process. Here Looms are specified for each quality and fabric is prepared as per order. There are two weaving sections, Weaving picanol +800 Weaving Picanol Omni plus

In weaving picanol+800, there are 108 looms producing fabrics.

FOLDING DEPARTMENT/QUALITY DEPARTMENT Beams of the finished form fabrics are then brought to the folding department where fabrics are checked for their quality as per order and then they are folded. Stickers are stitched with the beams of the fabrics which includes all the information about the fabrics. These finished fabrics are transferred to the Godown. From here they are loaded on trucks and sent to their destinations.

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15

INTRODUCTION
Finance department is the backbone of every enterprise and plays an important role in the running of an enterprise. Overall, the finance department completes factory tasks because it depends on your budget. Finance department manages the finance of all the departments of the factory. The main function of the finance department is to allocate the budget of the factory. Finance department has a close check on the incoming and outgoing of the cash. Finance keeps the record of all the cash related activities made in the factory. The work of finance department is too much critical because the profit and loss of the company depends on it. The finance department of the KRM has a very wide range of activities, which are managed by the efficient and hardworking finance team. The head of the finance department is the finance manager.

FINANCIAL REVIEW:

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During the annual review, the company registered sales of Rs. 6903.625 million against Rs. 4,695.280 million for the nine months ended June 30, 2006, showing an increase of 10.28 % on average annualized basis. Continuous rise in price of furnace oil and interest rates adversely affected financial results for the year under review. Gross profit amounted to Rs. 1,021.807 million depicting an increase of 14.48 % over the last months gross profit. Operating profit for the year was Rs. 482.825 million as compared to Rs. 281.332 million for the 2006 period. After adjusting other income and financial charges, profit before taxation amounted to Rs. 354.984 million. After providing for taxation (current and deferred) at Rs. 56.780 million, net profit after tax amounted to Rs. 298.204 million.

AUDITORS QUALIFICATION:
The company has made no provision for workers profit participation fund against gain on sale of equity investment amounting to Rs 308.464 million in the financial statements for the year ended June 30, 2006. The auditors have qualified their report to the members on this non provision. The management is of the view that gain on sale of equity investment does not fall in the ambit of profit which is defined for working of the amount for allocation to workers profit participation fund. This view is substantiated by the companys legal advisers.

TAXATION:
CURRENT The company falls in the ambit of presumptive tax regime regarding export sales under section 154 of the income tax ordinance, 2001. Provision for income tax is made in the financial statements accordingly. However, provision for tax on local sales and other income is based on taxable income at the prevailing current rates after considering the rebates and tax credit available, if any, or one-half percent of turn over, which ever is higher. DEFERRED

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Deferred tax is accounted for using the balance sheet liability method in respect of all temporary timing differences arising from difference between the carrying amount of the assets and liabilities in the financial statements and corresponding tax, used in the computation of taxable profit. Deferred tax for all liabilities are recognized for all taxable temporary differences and deferred tax assets are recognized for all deductible temporary differences to the extent that it is probable profit will be available against which the deductible temporary differences, unused tax losses and tax credit can be utilized. Deferred tax is calculated that are expected to apply

tom eh period

when the difference reverse, based on tax rates that have been enacted or substantively enacted by the balance sheet. Deferred tax is charged or credited in the income statement, except where deferred tax arises on the items credited or charged to equity in which cases it is included in equity.

TRADE AND OTHER PAYABLE:

Liabilities for trade and other amount payable are initially recognized at fair value which is normally the transaction cost. PROVISION: Provisions are recognized when company has a legal or constructive obligation as a result of past events, if it is probable that an outflow of resources embodying economic benefits will be required to settle the obligation and a reliable estimate of the amount can be made. Provisions are reviewed at each balance sheet date and are adjusted to reflect the current best estimate. FINANCE LEASES:

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Leases where the company has substantially all the risks and rewards of ownership are classified as finance leases. Assets subject to finance

are lease are

stated

at the lower of present value of minimum lease payments under the lease

agreements and the fair value of the assets. The related rental obligations, net of finance charges, are included in liabilities against assets subject to finance lease. Each lease payment is allocated between the liabilities and finance charge so as to achieve a constant rate on the balance outstanding. Finance charge of the rental is charged to profit over the leases team. INTANGIBLE ASSETS: Intangible assets are recognized if it is probable that future economic benefits that are attributable to the assets will flow to the company and that the cost of such assets can also be measure reliably. Intangible assets are stated at cost less accumulated amortization and any important loss. Intangible assets are amortized over the useful life of the asset. The amortization charge is adjusted in the future period to allocate the revised carrying amount over its estimated useful life.

INVESTMENT: The companys management determines the appropriate classification of its investment at time of purchase. Investments are initially measured at fair value plus transaction costs directly attributable to acquisition except for investment at fair value through profit and loss account.

INVESTMENT AT FAIR VALUE THROUGH PROFIT AND LOSS ACCOUNT Investment classified as held-for-trading and those designed as such are included in this category. Investments are classified as held-for-trading if they are

19

acquired for the purpose of selling in the short term. Gains or loss on investments held-for-trading are recognized in profit and loss account. INVENTORIES: Inventories, except for stock in transit and waste stock are stated at lower of cost and net realizable value. Cost is determined as follows: SOTRES AND SPARES Usable stores and spares are valued principally at average cost, while items considered obsolete are carried at nil value. In transit stores and spares are valued at cost comprising invoice value plus other charges paid thereon.

STOCK IN TRADE Cost of raw material is based on annual average cost. Cost of work in process and finished goods comprises cost of direct material, labor and appropriate manufacturing overhead. Cost of goods purchased for resale is based on weighted average. Materials in transit are valued at net realizable value.

REVENUE GENERATION: Revenue from local sales is recognized on dispatches of goods to customers while in case of exports sales it is recognized on the date of bill of lading. Dividend on equity investment is recognized as income when the companys right to receive payment is established. Interest on bank deposit is recognized on accrual basis.

FINANCIAL ASSETS AND LIABILITIES:

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Financial instruments carried on the balance sheet include deposits, receivables, investments, cash and bank balances, short term borrowing, long term financing certificates, liabilities against assets subject to finance lease, trade and other payables and accrued markup. Financial assets and liabilities are recognized when the company becomes a party to the contractual provisions of the instrument.

FINANCE DEPARTMENT PROCESSES:

Performance measurements and reporting Excise management Strategic planning input Investment analysis Payments to suppliers Precepts from customers Planning and financial management Risk management Internal audit Generation of financial reports Fixed assets management

SECTIONS OF FINANCE DEPARTMENT:

General journal Section Fixed assets Section Manufacturing Expenses Variable cost and excise duty Production expenses Cash Management Section

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CASH PAYMENTS:
The major payment paid by the head office, that is the purchase of fixed assets which duly purchased by the head office and all payments made by the head office itself. The other payments like the payments of contractors which are directly post to general ledger. The computerized accounting technique reduces the human labor.

STANDARD ENTRY:
The completing whole month transactions of other sections like purchase of yarn, variable production, payment of workers wages and other miscellaneous expenses then send the whole transaction value to the general ledger section passed one entry in ledger. In every month the entry is the same but differ in amount.

MONITORING OF FIXED ASSETS AND BUDGETING:

The monitoring of asset is the main duty of finance department and repair of fixed assets. The finance department can charge depreciation with straight line method with ten percent. The preparing of budget for fixed assets, the finance, engineering and consultation department made for next year. The final approval is granted by the head office for

purchase of fixed assets or other type of assets. When new machinery is purchased, the company provides training for operation of that machine.

FIXED ASSETS SECTION:

This is very important section of the finance Department. The major jobs of this section are; Acquisition of assets

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 Disposal of assets (DOFA) Transferred of assets Depreciation of assets

PURCHASES OF FIXED ASSETS:

The purchases of assets may be done through head office and other projects are done in factory itself. All fixed assets are purchased by the head office. The head office purchases heavy machineries, plants, and vehicles for both factories. The head office have the data about the fixed assets for next year and well aware of the market demands. They can suggest which time is suitable for purchase of the assets for company. All issues which are related to acquisition of machineries, plant and other fixed assets, are deal by the head office itself.

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INTRODUCTION Marketing department is an integral part of any organization. If marketing department is strong, committed and energetic, it gives competitive edge to any organization. This department is mainly associated with product, pricing, placement and its distribution (marketing mix).

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 PRODUCT: Kohinoor Raiwind Mills is a Textile unit producing wider width greige fabric, which is used in making Home Furnishing Products like Sheeting, Curtains, Comforters etc. PRICING: One of the main responsibilities of the Marketing Department is to make such pricing decisions that maximize revenue, margins and competitive advantages. While doing pricing of greige fabric following factors are important: Yarn Rate (Main Raw Material of Greige Fabric) Freight cost Commission of agents Other Variable Costs

YARN
Being the main raw material in producing greige fabric, yarn rate matters a lot during pricing. Generally if rate of yarn is high, price of the fabric would also be high & vice versa. Economic conditions of country also play a vital role in this regard. If economic conditions of country are strong the prices are stable and low.

PLACEMENT
Kohinoor Raiwind Mills not only targets the Export Market but also cater the Local Market by keeping in view the competitors, opportunities, strengths, market situations etc.

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PROMOTIONAL STRATEGIES:
Marketing department keeps involve itself in such activities so as to retain its existing customers & attract new ones in order to maximize sales and profitability. In this regard, Kohinoor Raiwind Mills participate in different Textile Fairs like HeimTex & Tex World to introduce their existing products & new developments. Customers from different countries visit such fairs & plan their future business according to the market trends & demands. This is the best place to attract new customers. Marketing staff also arranges visits to different countries in order to meet & discuss future business with the existing customers. Meetings are also arranged with the prospective customers in order to understand their demands. Regular customers also act as a promotional tool. They introduce new customers to the company. Agents play their role to find out loyal customers and hence promote the product in foreign market.

MAJOR CUSTOMERS:
The actual or prospective purchasers of products or services are called customers. Textile market is very vast, therefore Kohinoor Raiwind Mills not only cater the Export market but also doing well in Local market.

TOTAL QUALITY MANAGEMENT:

Marketing staff with close association of Production & Quality departments always involves in continuous improvement of the quality of product. Kohinoors marketing team is committed to bring improvements in the products according to customers needs & changing trends of the market.

COMPETITIVE STRATEGIES:
Every organization wants to become a market leader. They develop such strategies so as to get a competitive edge over their competitors. Kohinoor Raiwind Mills is considered to be one of the best units in textile sector. They believe that for competitiveness following factors are very important. 26 Quality Products

Competitive Prices Best Services Innovations Timely Shipments etc

Todays customers are more conscious about quality of products as compared to prices. Therefore Marketing department ensures to provide quality products to their customers as per their requirements / needs.

HOW MARKETING DEPARTMENT WORKS?

FABRIC INQUIRY: In routine customers (export & local) send inquiries to Marketing Department with the following details; o Quality of the fabric o Quantity Required o Required Shipment Date o Target Price ( Some times )

PRICE QUOTATION: After getting inquiry from customers, costing is being done by marketing staff for the particular quality by taking into considerations the yarn rates, freight, other variable factors, market conditions etc. Then formal price quotation is sent to customer.

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PURCHASE ORDER: After accepting the offered price customer, issues Purchase order, which contains complete quality description, confirmed price, shipment terms, shipment dates, shipping marks etc. PRODUCTION: According to Purchase Order, Production of the fabric is being arranged. Marketing department in close association with Commercial Department, Production Planning Department, Production Department & Quality Department ensure the timely production as per the required quality specifications of the customer. TIMELY SHIPMENT: To ship goods on time is also very important. Shipping Department is responsible for arranging dispatches & Documents arrangements for each dispatch is also done by Shipping Department. ADDED VALUES: Kohinoor Raiwind Mills always involve in making trials of new products by adding innovative features to the product. For this, different

yarns are being

used fabrics according to the demand of the customers. e.g. they have produce fabrics
of Bamboo Yarn Viscose Yarn Lyocell Yarn Aircell Yarn Stretch Yarn (Lycra, Elaspan, Spandex ) Organic Yarn etc

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INTRODUCTION
The job of the commercial department is of a critical nature and requires strict internal control as cash is directly involved in the day-to-day operations of the department. The department tries its best to pursue order to find out the best suppliers. Management always remains in search of better alternatives of the supplies. Purchasers of the company conduct regular visits of the market and confirm the current rates of yarns to purchase. The purchases have to take into consideration a number of factors while doing their job like quality, price, timely supply and the better cash management. The job of the purchaser in KMLG limited is very tiresome and requires a much devotion of time and expertise. DOCUMENTS USED 1. 2. 3. 4. PR (Purchase Requisition). PO (Purchase Order). GRN (Goods Receive Note). IR (Issue Requisition).

1. PURCHASE REQUISITION : Purchase requisition form has the following entries: i. ii. iii. iv. Description of goods. Units of measurement. Quantity of goods purchased. Stock in store.

Central stores, divisional head and commercial department sign it.

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2. PURCHASE ORDER Purchase order has the following columns: i. ii. iii. iv. v. vi. Description of goods Units of measurement Quantity Rate Total value PR No. & any kind of discount.

Purchase manager signs it. 3. GOODS RECEIVED NOTE (GRN) When the company from the supplier receives goods, it issues GRN. GRN form has the following information: i. ii. iii. iv. v. vi. purposes. Goods type, Unit of measurement Quantity Purchase order number Vehicle no. Bilty No.

This is stocked in Godown, and data is sent to commercial department for record

PROCESS
Marketing and commercial departments are inter-relevant. Both work in coordination. When marketing department receives order from some party for the provision of specific quantity and quality of cloth, marketing department then communicates with commercial department and provides the data to the department head. These orders are time bounded, so the commercial department ensures the time management and makes it possible at the specified time.

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YARN BOOKING: This process involves dealing with parties, negotiation, pricing, quality, reliability etc. BUYING: During buying yarn, commercial department focus on the following things: Costing rate The most reliable source of yarn. Market analysis Numbering the options heretically. Select the best option keeping in view the quality, price, time, availability Ensuring the availability at the specified time as to avoid stoppage of production.

PURCHASE ORDER:
After discussing terms and conditions, purchase order is sent to the relevant party. CHECKING: When yarn enters mills area, some sample from this yarn is sent to Laboratories in Weaving to check its quality. If laboratories prove it as A or A+, then it is sent to sheds for the production otherwise it is returned to that party. COMPLAINTS: When yarn is under process inside the sheds, sometimes problems occur in A or A+ quality yarn. In that situations the particular party is informed through mail, phone or through fax. That party send expert to check it. He itself checks the problem with yarn and makes satisfaction. After this process, the party is convinced either to replace the yarn or it cancel the order.

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ACCOUNT SECTION
In order to check yarn purchased on correct rates, Accounts Department, usually have rate list of all those goods purchased. Accounts Department compares Summary of expense incurred with PR. The reason is to check whether same yarns are purchased which were requested. If quantity of PR is greater than summary expense, it means greater amount is requested to purchase but less is purchased. When quantity in PR is less than summary expense, the difference is checked that either it is smaller or greater. If difference is smaller it is ignorable because sometimes some yarn has to be purchased in some fixed quantity. When the difference is greater, it can be dangerous. In that case the accounts department analyzes the situation. Account department keeps the record of all the yarn stock in store, its costing rate, available cash etc.

IMPORTS SECTION
Raw materials and other items not available in local market are then imported. The amount of imports depends largely upon the policy of the government and the availability of the foreign reserves. Import requisitions made by various departments are given to the commercial manager which is further passed on to the imports section to get supplies at the best possible rates. And economic order quantity is always maintained according to the requirements.

IMPORTS PROCEDURE
Imports are usually through letter of credit or through contract. LETTER OF CREDIT: Letter of credit is a legal document, in which four parties involve: 1. 2. 3. 33 KMLG Opening bank (which provide services to packages) Exporters.

4.

Negotiating Bank

In letter of credit, opening bank gives guarantee to negotiating bank that it will pay the amount of purchased price, if the purchaser or importer will not pay the purchase price. There is always a specific form for the letter of credit. The importer from the opening bank opens letter of credit and one copy of this is sent to importer. Exporter after dispatching the goods submits this L.C. along with other documents like invoice copies airfreight bills etc. to negotiating bank. Negotiating bank sends this copy of L.C. along with other documents to opening bank and asks him to deposit the required amount-opening bank after checking the documents transfers the amount in his account.

IMPORT BY USING CONTRACT: Contract is an assurance by the bank that the party who is going to import is sound and he will pay the amount but he does not give guarantee that in case of nonpayment by the importer he will pay the amount. In other words, in case of nonpayment opening band does not have liability regarding contract is always prepared on the pad of opening bank. There is no special form for the contract.

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35

INTRODUCTION
Engineering department is mainly concerned with the maintenance of machines. Engineering dept has the following sub-sections, AC & Compressor & chiller Boiler & workshop Power house Electrical

AC & COMPRESSPOER:
It is a machine, which picks up air at normal pressure and makes it pressure high.

This compressed air is then passed over to the looms machines. In other words, air compressor is a machine, which takes electricity as an input and provides us with required pressure as output. TYPE OF AIR COMPRESSOR Centrifugal air compressor Reciprocating air compressor Screw type air compressor

AIR CONDITIONING PLANT: These plants are installed to get temperature at a large scale. BOILER

BOILER & WORKSHOP:

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Where steam based machine are at function, steam boilers are used to provide steam for those machines. Boilers produce steam.

WORKSHOP Any sort of mechanical problems are dealt by workshop. For instance, welding, cutting etc.

ELECTRICAL
It is that section of engineering which is mainly concerned to solve any sort of electrical problem. Experienced technicians are available every time which provides services which are related with electricity.

POWER HOUSE
As the name indicates this section is related with generation of power for the mills. Before the present set up, power house was run by Furness and Diesel Engines. But this set up was very costly. At present, power house is run by Gas which is cost effective with a little consumption expenses.

ENGINES USED TO PRODUCE ELECTRICITY Jenbacher Gas engine CAT deasil engine H/R boiler R.O plant TYPES OF POWER PLANT

Thermal power plant

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 Hydral power plant Diesel power plant Gas power plant Gas turbine power plant

THERMAL POWER PLANT Coal is burnt to produce steam form water which is used to move the

turbine. Generator is connected with the turbine which generates electricity. But it is very costly HYDRAL POWER PLANT Water is thrown on the wheals of the turbines from very height which moves the wheal. Generator is connected with this turbine and electricity is produced. DIESEL POWER PLANT Here generator is connected with the diesel engines which are used as a fuel to produce electricity. Diesel power house can be transferred from one place to another. But it is very costly now as prices of diesel are very high. GAS POWER PLANT It is similar to diesel power plant. Main difference is that these are run by gas instead of diesel. It is very cheap source of producing electricity now-a-days. GAS TURBINE Combined cycle is used in this power house. The efficiency of turbine is very high. Today gas turbines power plants are installed every where.

SOFTENER PLANT: There is a system in power house which remove the hardness of the water and make it soft. There is a layer of Zeolite; hard water is passed through that layer. This 38

layer removes the carbonates and bicarbonates of the hard water. If its hardness is not removed, then these carbonates and bicarbonates settle down in pipes and gradually make these pipes to burst. JENBACHER GAS ENGINES STARTING PROCEDURE: In case of black shut down, all the auxiliaries, electrical CBs should be switched off, otherwise engine will overload when started. Then alarm is reset if possible. After that, screen shows Ready for Automatic Start. Temperature is checked by the engineers, which should be in the limits. Then the first engine is started. Its temperature is again checked, and R.P.M values and throttle values, it should be in suitable range to sync the generator. After that, engine is selected that has to be synchronized. Then demand for synchronization on auto mode is made. The graphs of different values on screen are checked. When load is shared and generator is running on normal load, then synchronization is switched off. Then communication is made with electrical department to increase the load step by step according to needed capacity. R.O PLANT (RESERVES OSMOSIS PLANT): It is used to remove the dissolved minerals of water.

HEAT RECOVERY BOILER: It is used to produce steam with engine exhaust gases which is used mills. CAT DEISAL ENGINE: In case of gas shut down, it is used for standby electricity. It is run by diesel. It is not used continuously because it is very costly. TRANSFORMER: Transformer increases the voltage from 400 to 11kv. COOLING TOWERS: 39

It is used to cool water which in turn cool engine and fuel mixture. Electricity is given to the transformer and then it is passed to the mills and colony area.

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41

INTRODUCTION IT Department performs the following basic functions for the company. -Data Security -Hard Ware -Soft Ware -Internet And E-mail

-DATA SECURITY :
IT Dept sets out the procedures for the data security and integrity within the KRM. The objective is to ensure that no data should leave computers without proper authorization and all data should be backed up so that in case of any system crash or problem with any PCs the data is not lost. RULES TO PROTECT PCs: Separate passwords are activated for workstation and network access. Password is of minimum six characters. Validity of password is 30 days, after which the user must change the password. All the passwords for PC hardware setup and windows administration on each PC are maintained only by the IT department and the users have no access to hardware setup and window administration privileges. IT Department maintains regular backups of all servers on daily basis as per following schedules; o Daily backup to be made in the evening on tape by the system administrator.

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o Daily backup is made on two separate tapes in rotation so that backup is available for last two days at any time. Only authorized users can enter in the server rooms.

-HARD WARE:
IT Department sets out the computer hardware related procedures within the KRM so that all employees use standard hardware. Standardization ensures that standard software applications are used at all level within the organization and at the same time will decrease maintenance and troubleshooting cost. It also ensures that users and IT staff acquire standard training once. In case of any hardware problem, the designated person from IT department is informed through phone or email. The IT Department carries out periodic service and maintenance of equipments through designated IT staff or contractors/supporters.

-SOFTWARE:
IT Department sets out the computer software related procedures within the KRM so that all employees use standard software. Standardization is safeguarded against virus attacks, increase data security, increase skill level of employees for the software use. This results in increased overall efficiency and efficient operations. IT Department carries out PC audit from time to time in order to ensure that the policies are being followed and no unauthorized software is installed on any PC.

-INTERNET AND E-MAILS:

IT department sets out the procedures and guidelines for Internet access within the KRM to the right personnel so that the facility can be used at optimum level and all unnecessary and no productive traffic should be checked. The Internet access is restricted in line to the business requirements but KMLG email facility is available to users to ensure overall increase in productivity. Incoming emails are checked by the IT department and any email found infected with a virus is blocked and returned to the sender.

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BARCO:
Barco is the sub-part of IT. This software is purchased from Belgium and installed in 2005 having worth approximately of 10 millions. There are tow types of Barco: Barco weave Master Barco Quality Master

Barco weave master monitor all the functions regarding warping, sizing and weaving. Barco quality master monitor the activities in quality department and ensures quality management. Functions This software is very advance technology and very much helpful in maintaining and ensuring total quality management. It keeps the record of a single yarn, that through which process it is passing on. Some useful information it provides are: It gives caution if loom stops due to some reason It records the time of stoppage in seconds. It provides information about the workers activities. It also provides information that why the stoppage has occurred. If maintenance function is going on, you will see humor on screen at this specific loom. It keeps inform the control room that what type of quality yarn is on which loom and also gives report about the production of any specific order. It monitors quality, grading, dispatches and operator activities. It Keeps inform about the machine standard and running RPM.

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INTRODUCTION
People not buildings, make a company successful. Similarly, if employees are removed from such varied organizations, nothing will be left. When we think about the millions of organizations that provide us with goods and services, any one or more of

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which will probably employs us during our lifetime, how often do we explicitly consider that these organizations depends on people to make them operate. But how did these people come to be employees in their organization? How were they selected? Why do they come to work on a regular basis? How do they know what to do on their jobs? How does management know if the employees are performing adequately? And if they are not, what can be done about it? Will todays employees are to be adequately prepared for the technologically advanced work, the organization will require of them in the years ahead? What happens in an organization if a union is present? These are some of the many questions whose answers lie at the foundations of human resource management. Prior to the mid 1960s personnel department in organizations were often perceived as the health and happiness crew. Their primary job activities involved planning company picnics, scheduling vacations, enrolling workers for health-care coverage, and planning retirement parties. That has changed during the past three decades. Federal and state laws have placed on employers many new requirements concerning hiring and employment practices. Jobs have also changed. They have become more technical and require employees skills. Furthermore, jobs boundaries are become blurred. In the past, a worker performed a job in a specific department, working on particular job tasks with others who did similar jobs. Todays workers are just as likely, however, to find themselves working on project teams with various people from across the organization. Others may do the majority of their work at home and rarely see any of their coworkers. And of course, global competition has increased the importance of improving workforce productivity and looking globally for the best-qualified worker. Thus, organization needs HRM specialists trained in psychology, sociology, organization and work design, and law. Federal legislation requires organization to hire the best-qualified candidates without regard to race, religion, color, sex, disability, or national origin and someone must ensure that this is done. Employees need to be trained, function effectively within the organization and again, someone must oversee this as well as the continuing personal development of each employee. Someone must ensure that these employees maintain their productive affiliation with the organization. 47

Today, professional in human resources are important elements in the success of any organization. Their jobs require a new level of sophistication. Not surprisingly, their status in some organizations has also been elevated, even the name has changed. Although the terms personnel and human resource management are frequently used interchangeably, it is important to note that the two mean quite different aspects. The human resource department head, once a single individual heading the personnel function, today may be a vice president sitting on executive boards and participating in the development of the overall organizational strategy.

ROLE OF HR DEPARTMENT:
In factory human resource department deals with the following matters

Hiring of labor to fulfill the factory needs. Negotiation with third party. Dealing the legal matters in court. Marinating the healthy and professional working environment in factory. Improving the security situation in factory. Negotiation with Government. Handling the canteen matters. Solving every problem of labor. Get the labor aware about the company policies. Motivating the work force. Appraising the good performance. International assignments. Aware the union about the creative participation of management. Work with the charter of demand. Give allowances to the employees. Promotions and bonuses. Training the labor.

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Arranging the farewell party for retirees. Prepare ACRs (annual confidential report). Organizing the healthy activities like sports day etc. To implement the companys policies to its full. To maintain the human resource standards in factory. For managers PDFs (performance development form). Help to get financial support from the company or from other institutions. Handle the internship program in factory. Make induction plans for management trainees and for guests. Conduct value meeting on every Monday. Providing every facility to company guests Provide rest house facilities to the Govt. officials. Marinating the leave record of managers. Keep the bio data of each NMS (non management staff). Handling the estate matters. Provide uniform and safety shoes to labor. Job description and job specification of each and every job. Marinating the shift, leave, and attendance records of each employee.

RECRUITMENT AND SELECTION:

To recruit and retain capable and qualified employees. Placing right person on the right job, who is willing to contribute his/her best efforts to accomplish objectives of the organization.

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Training can provide employees with knowledge and skills to perform more effectively, preparing them to meet the inevitable changes that occur in their jobs. However training is only an opportunity for learning. KMLG is an equal opportunity employer. There is no discrimination on the basis of religion, sect, color, caste, gender and region. The overall requirement of the job and real vent qualification and experience of the individual are determining factors in the selection of employees. The policy of the company is to develop its own employees and fill in the vacancies from within the organization, whenever possible. In case of un-availability of qualified personnel from within the company, recruit qualified and experienced personnel in the respective discipline from outside. New employees are inducted only on the basis of a personnel requisition against a specific function within the approved manpower budget. EMPLOYMENT REQUISITION: The Department Head wishing to fill a vacancy for a apposition that has been approved by the company, prepare a personnel requisition form and sends it to the HR Department. On receipt of this form, HR Department; Registers the requisition and allot a serial number. Check that all required information has been recorded therein. See if required position can be filled from within the company by promotion or by transfer from associated, subsidiary or holding companies. Process the requisition for recruitment.

SOURCE OF APPLICATIONS: The HR Department maintains active application files. In addition application for employment may be obtained. When necessary through - Advertisement in the press - Contact with universities, professional institutions.

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REVIEW OF APPLICATIONS/QUALIFICATION: Application is reviewed by the HR Department, keeping in view the job specifications. Suitable candidates holding certificates /degrees only from recognized institutes are short-listed for interview. A recognized certificate/ degree means, which are issued by an institution, approved by the provincial/ federal govt. or granted charter by the Higher Education Commission (HEC). INTERVIEW CALL: To avoid unnecessary cost of travel to the company and inconvenience to the applicants, candidates from odd locations are called for interview only after their application have been given careful examination and in the opinion of the HR Department, the interview is considered necessary. WRITTEN TEST/PRELIMINARY INTERVIEW: Candidates invited for written test/interview are asked to bring with them testimonials and filed-in application for employment, which is sent with the interview call. Appropriate mandatory written tests are administered; candidates are screened by the HR Department, based on the results of the written test. Candidates for final interview are selected on the basis of this screening.

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FINAL INTERVIEW/SELECTION/ APPOINTING AUTHORITY Candidates are interviewed by the selection committee and appointed as indicated against each category, CATEGORIES Workers/Non-Mgt Staff KMLG Grade E-1 to E-4 Supervisor /Officers/Middle Mgt KMLG Grade M11 to M-15 Managers & Above KMLG Grade M-16 to M17 General Manager And Above KMLG Grade M-18 & Above -MD/C.E.O -Dept head -Head of HR dept -Chairman -MD/C.E.O -Head of HR dept Chairman C.E.O/MD SELECTION COMMITTEE -Dept Head -Head of hr dept -Dept head -Head of HR dept APPINTING AUTHORITY -Appointing Authority -Dept head C.E.O/MD

APPOINTMENT: HR Manager or factory Manager nominated under the factories act, prepare and sign the letter of appointment. The appointee are asked to sign an office copy of the letter of appointment. The joining report is obtained from the appointee. Companys identity cards are issued.

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RECORDS: All records are preserved in the personal file of the incumbent including written tests and interview rating form. INDUCTION/ORIENTATION: It is the responsibility of the HR Department to undertake the induction/ orientation training of all new appointees for the first 2 days. The appointee is introduced to their work, place in the organization, co-workers and colleagues.

TRIAINING AND DEVELOPMENT:

The company objective is to impart knowledge, develop skills and bring about a change in the attitude of the employees to achieve the companys goals effectively and efficiently. Managing Director of the company is responsible for ensuring the implementation of the training policy. He delegates his responsibility to HR department. This is the responsibility of all the supervisors and sections/department Heads to ensure that the employees under their control have the necessary skills and knowledge to competently carry out their workplace responsibilities. The HR department advises all sections/departments head in identifications of training needs, prepare training plans, organize the required training at company level and maintaining all training records. Mr. Zeeshan Gul is training Health & safety officer, control all the relevant activities. INTERNAL TRAINING COURSE (IN-HOUSE TRAINING): For in-house training, nomination form is filled by the department Head and forwarded to HR department Head before the commencement of the course. Nomination form is not filled in case of induction training. In-house training has the following patterns, Induction training of every new employee Orientation course of Directors Technical course in various disciplines General management

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Computer Improving productivity Finance & accounting for non financial executives Fire-fighting, health & safety Noise control ISO 9000 awareness

EXTERNAL TRIANING: The employees are sent to external reputed training institutes per annual training plan. TRAINING RESULTS: Improvement in, Productivity Morale Quality Communication Methods & systems Employees versatility

Reduction in, Waste and spoilage Overtime costs Costs of supervisory control Machine maintenance costs Accident rates Grievances Labor turn over

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TRAINING METHODS:
Mostly they use on the job method, but some time off the job training is also given to the employees. Mostly following methods are used; Lecture method Direct observation Method Apprenticeship

IDENTIFICATION OF TRAINING NEEDS: Effective training depends on clear & accurate identification of needs. Needs are related to the achievement of organizational objectives and ensuring employees are adequately trained to perform the tasks both competently and safely. The department head is responsible for assessing and identifying the training needs of employees within their scope of authority. HR department assists department heads in this regard. These needs are identified through the performance appraisal and management system. Identification of training needs is an ongoing process in addition to its organized annual assessment. The HR department is responsible for accurate course identification i.e. Alpha code for departments and numerically sequenced course number. The code is like this, ZYYxx, where first alpha character stands for internally or externally held training and is represented by M and X respectively, the next two characters represents the department code where as the last two characters represents numerically sequenced digits. The Alpha codes that are used for the departments are listed below: FN CO SM PO QA HR Finance commercial sales and marketing production/mills quality assurance human resources

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 EN MS

engineering MIS

For instance this code XSI01, represents the first externally course for Site.

DEVELOPMENT OF ANNUAL TRAINING PLAN:

The HR department develops annual training plan based on identified needs through the performance appraisal and management system. Training plan form is used for annual training plan: The HR department in consultation with department heads is responsible for reviewing and updating the training plan. Training plan identifies: Types of internal/external training Content of training The No of potential participants.

COURSE EVALUATION: Upon completion of in-house training course, the trainees are asked to fill a training course critique form. Upon completion of external training, external training evaluation form is filled by the trainees. AREAS TO BE CONSIDERED DURING EVALUATION INCLUDE: o Did objectives meet and competency requirements achieve? o Did participants satisfy with the course? o Did there application of the learning at the workplace? o Did needs meet and measurable gains derive from the program? HR department is responsible to evaluate both internal and external training programs. ANNUAL TRAINING BUDGET: HRT department prepares annual training budget and forward it to account department both for internal and external training every September for the next year. 56

TRAINING RECORDS: For the purpose of career planning, it is important to maintain the training record of each employee. The record contain the following information Name of trainee Title of the course Duration of the course Date when the course was attended.

PROMOTIONS:
All promotions are made on the basis of annual appraisal report at the sole discretion of the management and cannot be claimed as a matter of right by any employee. Promotion is considered against a vacant opening in the approved manpower budget. Existing positions are upgraded in cases where the assignment has altered qualitatively and the incumbent has acquired increased knowledge, skills and expertise to meet the altered requirements.

TRANSFER:
Service of any person appointed through transfer from associated, subsidiary or holding company is treated as continuous service in the company and he is appointed in the similar grade in which he was working in the company from where he is appointed through transfer. His pay and other allowances in the company is also not less then the pay and allowances, which he was getting from the company from where he is transferred.

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ALLOWANCES ADMISSIBLE DURING TRANSFER: Actual fare of the class of entitlement from the old location to new location for self, wife and dependent children is reimbursed as per In Country Travel Policy. On transfer of an employee from one Company to another Company maximum joining time is one week provided distance involved is more than 70 KMs.

MOTIVATING EMPLYEES:
Since motivation influences productivity, supervisors need to understand what motivates employee to reach peak performance. It is not an easy task to increase employee motivation because employees respond in different ways to their jobs and their organization's practices. Motivation is the set of processes that moves a person toward a goal. Thus, motivated behaviors are voluntary choices controlled by the individual employee. The supervisor (motivator) wants to influence the factors that motivate employee to higher levels of productivity. Factors that affect work motivation include individual differences, job characteristics, and organizational practices. Individual differences are the personal needs, values, and attitudes, interests and abilities that people bring to their jobs. Job characteristics are the aspects of the position that determine its limitations and challenges. Organizational practices are the rules, human resources policies, managerial practices, and rewards systems of an organization. Supervisors must consider how these factors interact to affect employee job performance. According to PIM survey, conducted by Zarrar R. Zubair, the top preferred motivator is organization image. This result negates the perception of senior managers in Pakistan that compensation is the prime motivator of Pakistani managers. The top five motivators of employees in Pakistani organizations (in order of importance) are organization image, job security, compensation, good relationship and team work.

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PERFORMANCE APPRAISAL:
The main purpose of the performance appraisal is to assess the extent to which employees are performing their jobs effectively and to propose measures to enhance utilization of their potential. It provides an opportunity to reward good performance and pinpoint areas needing improvement. According to the company policy, performance appraisal has four basic functions, To provide adequate feed back to each person about his performance

To serve as a basis for modifying or changing behavior towards more effective working habits To provide data to managers with which they may judge future job assignment, job rotation and career planning Compensation review The performance of every employee is assessed at least once each year, according

to the performance appraisal form specified for workers, supervisors and management staff. The appraiser read the guidelines carefully before filling the appraisal form. The annual assessment is made in the first instance by his/her immediate superior and reviewed by the department head before forwarding to the competent authority. An employee with minimum six months of service is eligible for appraisal. The process of performance appraisal is initiated by human resource department. The performance appraisal forms are filled by the respective department heads at least one month before the due date of increment. Completed forms are sent to the HR Department for keeping them in safe custody in the form of a dossier separate from the personal file of employees.

METHODES APPRAISAL:

USED

TO

CONDUCT

PERFORMANCE

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Company is using the following methods for performance appraisal, Checklist method Adjective rating scale appraisal CHECK LIST METHOD A performance appraisal evaluation method in which a rate of applicable employee attributes, e.g. 1. Are supervisors orders usually followed? 2. Does the individual approach customers promptly?

ADJECTIVE RATING SCALE A performance appraisal method that lists traits and

ranges of performance for each. Rating scale can be used to assess factors such as quantity and quality of work, job knowledge, cooperation, loyalty, dependability etc. RATING: Rating is done as follows; Outstanding Above 85%. Above average Above 75% Average Above 60% Marginal Above 50% Unsatisfactory Below 50%.

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BENEFITS TO THE EMPLOYEES:

The Kohinoor Textile Mills Limited has given many benefits to its employees. A number of facilities are provided by the company for the training and welfare of its employees. Few projects are also working in this context.

EXECUTIVE PERKS:
These are the financial and non-financial benefits given to the top management level employees. These are listed below; Conveyance facility Free cell phone bill Recreation facility (both inside and outside the country) Opportunity of performing UMRA. Assigned car parking Well furnished office

Internet facility Housing facility

BENEFITS FOR ALL OTHER EMPLOYEES:

Food Food is provided to the employees of Kohinoor textile Mills limited. The food is prepared under most hygienic conditions and is subsidized at highly subsidized rates. The food is provided at very less cost to employees. The rates are highly subsidized in the each mess. Uniform And Locker Facility

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Every worker is provided with two uniforms yearly. They are also provided with the locker facility. The company also arranges laundry service. Two soaps are also given to the workers for maintaining their personal hygiene. Provident Fund Each employee of the organization contributes 10 % of the basic salary and the company for the provident fund contributes the same amount. The employees receive this amount at the time of their retirement or when they leave the organization. Pension There are two pension categories organization. One is for the management staff and the other for the worker employees. The first category contributes 13% of their salary whereas the other category contributes 4.5% of their salary. The amount is deposited in the government securities. The employees are entitled to receive this amount after 58 years of age. The employee gets 100% pension up to his life. After employee death his widow gets 50% of pension amount. After wife death the children can take 20% of pension until he is less than 21 years.

Bonus All the employees get handsome bonuses every year, which varies from grade to

grade. Group Insurance Companys policy is to have its employees safe and sound financially. The company insures so all the workers and the premium amounts are also paid by the company. Recreational Allowances The company encourages and supports recreational activities. Managerial level employees can go on trip both inside and outside the country on companys expenses.

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Overtime Workers who work more than regular hours are paid twice of their pay that includes

basic pay and the dearness allowance. Employees of E III and E II grade are also entitled for overtime. Welfare Fund It is the duty of the organization to establish a welfare fund in which both company and the workers contribute equally. The heirs of employees are entitled to receive money from this fund.
EOBI CARDS: Employee

old age benefit card are issued to the employees of the company.

Employees of EOBI Card holders receive permanent pension after 60 years of age. A specific part of their salary is deducted every month and is sent to the EOBI account. Fund is given to the employees in order to fulfill all the necessities of her daughters marriage. Social Security Social Security is applicable to all workers of Kohinoor Textile Mills Limited who are drawing up to Rs. 1800. Medical facilities are also given to the employees and their families. Medical facilities are also available in the factory's premises. Employees receive free medical treatments from the company's specified Health & safety Department.

Hajj Pilgrimage Scheme Every year three of the employees are selected to go on HAJ. The company pays all

the expenses. Any worker who wants to go on HAJ on his own expenses is given one month paid leave. Health Development All the workers are encouraged to participate in sports activities. A sports complex is also available for the employees, which provides sporting facilities of Badminton. Squash Table Tennis, Carom, and Chess etc. Facilities for Hockey, Football, Cricket, volleyball and

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swimming are also available. Yearly inter-departmental sports competitions are a regular feature. An exclusive children fair is also held every year.

Educational Stipends
Educational stipends are given to the children of the employees from matriculation to post graduate level. Admission In Educational Institution Any employee of the company wishing to continue his/her professional qualification will obtain prior approval from the department head/HR department. This is necessary to ensure that it does not affect the performance of his/her duties. Service Award Employees are awarded different souvenirs after completion of twenty years or more. After twenty-five years of service a valuable wristwatch is also presented to the employees. Loan Facilities For Car/Motor Cycle Loan is granted to the employees for the purchase of cycle, motor cycle and car. These loans are free from interest and all the grades are eligible for these loans. Mosque One mosque is in the factory area so that everybody can offer his prayers and I observed that considerably large number of employees uses this facility.

HOUSING FACILITY The company provides accommodation to its employees in order to ensure

attendance at the work place and also to facilitate employees whose presence is considered essential depending upon the nature of their jobs. Employees of distant areas and on essential services/jobs are given priority while making allotment of residence. A full department wise quota for a particular category of housing is worked out on the basis of strength of the employees of that department.

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Allotment of accommodation to employees in management cadre is made by the MD/CEO after considering merit of each case in consultation with the department head/HR manager.

WELFARE SECTION: Welfare sections handle a number of things such as o Social security of employees. o Lunch Dinner and breakfast of employees. o Retirement of the employees. o Fair price shop for the employees. o Hajj and other schemes. o Pensions of the employees.

LEGAL SECTION: Legal section is headed by Mr. Abid Mehmood who is an experienced lawyer. Legal department is responsible for conduction enquires of the employees. Issuance of

notices. Legal department also represents Kohinoor Textile Mills Limited in the cases petitioned in different courts of Pakistan. It has total of 3 employees.

HEALTH AND SAFETY POLICY:

The purpose of this policy is to prevent accidents or incidents which may result in injury. This policy ensures healthy and safe working conditions by identifying and

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eliminating all occupational health and safety hazards. To continuously monitor and evaluate the effectiveness or the safety performance of all Group Companies. This policy is applicable to all employees, visitors & contractors. It is the policy of the Group that all companies in its operations, to: Provide and maintain, so far as reasonably practicable, plant equipment, systems and working conditions which are safe and without risk to the health of all employees, visitors, contractors and public. Protect all employees from exposure to any substance or activity, which may be hazardous to health by providing suitable control measures, based on assessment of the risks. Potential hazards, which include exposure to dust, harmful vapors and unacceptable high noise levels, are eliminated as far as practicable and when this is not possible full personal protection provided. Provide information, instruction, training and supervision for all the employees to enable them to carry out their duties and responsibilities in a safe and effective way. Develop and maintain appropriate emergency response procedures, contingency plans and resources commensurate with the risk to business activities. Fire alarms are installed in all areas and are tested at regular intervals. Emergency exits and escape routes are regularly inspected. Provide an effective occupational health program. All employees are encouraged to make suggestions for improved safety. Take full account of health & safety and loss prevention considerations in projects, planning and decision making. Treat local laws and regulations on health & safety as minimum standards to be improved upon wherever reasonable and practicable. ACCIDENT & WORK-RELATED ILL-HEALTH REPORTING, NOTIFICATION & INVESTIGATION: It is KMLG policy that all accidents including non-injury accidents and related conditions of ill-health MUST be: 66

The person itself will report to HR Departments Health & Safety Section. There is an Accident Notification Form, the person may notify by filling this form. Information about the severity of the injury must be mention in the form.

The main aims in accident reporting, notification and investigation are to; To investigate the causes of the accident and prevent the reoccurrence of the same situation. It provides a complete record of the accident. Identify whether health and safety improvement are required.

HOW TO REPORT ABOUT ACCIDENT? An immediate verbal report should be made to the Health &Safety Officer by the Dept./Section Head in the case of :All fatal injuries All injuries requiring medical attention All damages, in any amount, to the Companys plant or equipment All fires Incidences of ill health which are work related

Initial verbal reports of such accidents/incidents should be followed by the following actions: Personnel accidents requiring First Aid attention should be referred to the dispensary. Casualties who, after First-Aid Treatment, are required to visit a doctor/hospital should be transported NOISE LEVEL IN WORK ENVIRONMENT:

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It is the policy of the KMLG to maintain work environment that does not subject employees to noise levels which could result in a loss of hearing capability. Company is carrying out noise monitoring to ensure that employees are not exposed to noise levels that exceed the company standard of 85 dB (A) Leq (8hours). If noise levels are found to exceed the company standard, engineering controls is evaluated to reduce the noise. The company ensures that its sites do not generate excessive levels of noise that would have been an adverse effect on the community. STANDARDS: The KMLG standard for maximum employee noise exposure is 85-dB (A) Leq (8 hours). Noise level and duration of noise are interrelated factors in determining the relative damaging effects of noise. The following represent sound levels verses the duration of exposure which are equivalent to 85 dB (A) Leq (8 hours) PERSONAL PROTECTIVE EQUIPMENT: It is the policy of the KMLG to prevent exposure of staff to harmful substances and physical hazards as far as is reasonably practicable. Risk to eyes, face, head, skin, hands, ears, and feet should be assessed for each activity and appropriate protective equipment provided. The organization provides guidance on the need for and use of personal protective equipment including gloves, goggles, helmets, foot wears, masks, clothing and earplugs. Management is responsible for promoting good occupational hygiene practice and ensuring a safe working environment. This responsibility includes: Ensuring appropriate facilities to achieve a high standard of cleanliness and equipment maintenance. Reducing personal contact with hazards through engineering and work practice

containment and assessing the risks with these controls in place. Ensuring selection of appropriate personal protective equipment by competent

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personnel. Providing personal protective equipment, training in the use and care of this equipment. Providing appropriate storage areas of personal protective equipment

PERSONAL PROTECTION: All workers may use Gloves to protect the hands from physical, chemical and electrical hazards. During selection of the gloves, the factors to be considered include physical strength, resistance to degradation from specific chemical contact and expected duration of use.

DRUG FREE WORKPLACE POLICY:

KMLG is committed to provide its employees with a safe, healthy, smoke and drug free workplace. The nature of the business requires that employees equipment and all operations meet the highest standards of health & safety for the protection of employees and the public. OBJECTIVES: To make aware employees of the consequences of drug abuse Affecting the employee himself, other employees, third parties and the Surrounding environment and influencing employees to create a safe, Healthy and drug free workplace. To comply with the law prohibiting manufacture, distribution, Dispensing, possession and use of drugs in the workplace and to maintain a drug free culture.

SIGNS OF DRUG ABUSE:

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Drug abuse influence work performance even if it takes place outside the workplace. Some of the signs associated with drug abuse may be caused by other factors such as stress, and should be regarded only as indication that an employee may be abusing drugs. Signs of possible drug abuse include: Sudden change in behavior pattern Tendency to become confused Irritability Abnormal fluctuations in mood and energy Impairment of job performance poor time-keeping Increase in short term sickness absence Deterioration in relationships with other people Drug abuse can also cause associated problems such as theft or other forms of dishonesty to maintain the habit.

RETIREMENT POLICY:
It is the policy of the company that all employees having attained the age of 60 (Sixty) years shall retire from the service of the company. The company may extend the services of any Supervisory/Management personnel with specific experience who has attained the superannuation age of 60 years subject to the approval of the CEO/ MD In the case of extension to General Manager/Director after attaining the superannuation age of 60 years, the Chief Executive Officer/ Managing Director of the company will forward the case for approval of the Chairman.

LEAVE POLICY:
Company has devised leave policy to grant different kinds of leaves to their employees in order to facilitate them to their domestic and other social responsibilities. The types of leaves available to employee are: Casual leave

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Sick leave Earned leave Maternity leave

LEAVE WITHOUT PAY POLICY: There is no provision of leave without pay in law. However extra-ordinary leave without pay may be granted at the discretion of the competent authority in special circumstances involving absence from duty. ABSENCE FROM DUTY: Even a single absentee results in break of service hence, making an employee ineligible for grant of earned leave for that year. If an employee remains continuously absent from duty for more than ten days, his/her service will be liable to termination as per labor laws. The habitual absentees can render the individual to disciplinary action as per law. GENERAL RULES FOR GRANT OF LEAVE: For grant of any leave the employee concerned will have to apply in writing, on prescribed leave application form. Application for leave must be put up to the immediate supervisor will in time before the commencement of leave except in emergency. However in case of sickness the leave application may be submitted on the same day of sickness or first day of arrival on duty. Mere submission of an application shall not be deemed to be valid for proceeding on leave until formal prior sanction has been obtained. Extension of leave may be allowed in special circumstances only and subject to the entitlement of the employee. Any employee as a matter of right shall not claim leave. Grant of leave shall be subjected to exigencies of the company business.

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LEAVE ENCASHMENT: Leave encashment is not permissible for employees in grade M-13 and above. However in case an employee has applied for earned leave and he cannot be spared due to exigency of job, the leave may be encashed with prior approval of MD/CEO for workers and supervisory staff. In case of separation from company, other than dismissal on account of misconduct, the un-availed earned leaves can be encashed in case of worker or supervisory staff. .

RECORD POLICY:
Proper documentation is made to keep the record safe and sound for a reasonable time period. And destroy after lapse of certain period keeping in view its utility. The Department Head is primarily responsible for the effective implementation of this policy. PERMANENT RECORD: Permanent records are those records which are kept for all times to come. The files containing the following material will be considered as permanent record. TEMPORARY RECORD: Temporary record is that one which is destroyed after the expiry of specified retention period. The suggested retention period for record of various departments is as next:

SUCCESSION PLANNING:
The purpose of this policy is to identify successors to key jobs and high potential employees to assure a steady flow of internal talent to fill important openings To encourage hiring from within and create an environment in which employees have careers and not merely jobs.

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To identify human resource shortages and skill deficiencies before opening occurs which will ensure greater continuity of operations and availability of qualified incumbents. It is the Policy of KMLG to identify successors in advance for key positions, which may create unusual situation at the time of retirements or separation from the company.

REPLACEMENT CHART:
Each unit prepares their own replacement chart. Replacement charts are a visual representation of who will replace whom if there is an opening and based on two variables i.e. present performance and promotability. Replacement Chart will be reviewed after every two years, however in case of any movement of any Executive it may be updated accordingly. Human Resource Department will arrange to initiate succession plan and forward to the Chief Executive Officer who will finalize it in consultation with the Department Head.

IMPLEMENTATION:
The Managing Director of each company has the over-all responsibility for ensuring the implementation of this policy.

EMPLOYMENT OF RELATIVES AND REFERRALS :

Employment of relatives and referrals in group companies is as per following rules. Applicant is obliged to declare his/her relationship with any employee working with the company or any other group company. Prior approval of MD/CEO is mandatory before any offer of appointment is made to an applicant whose relative is employed at the company or any other group company. The employee must ensure that proper information is divulged by his/her relative/referrals as the case may be.

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If at any point in time, it is ascertain that the incumbent has divulged any incorrect information to the company, disciplinary action may be initiated against the individual who may lead to dismissal from service.

HARASSMENT:
It is the policy of the company to maintain a place of work free of discrimination, sexual harassment and exploitation of its employees. Sexual harassment amt be described as unwelcome sexual advances and other physical and expressive behavior of sex. Discrimination of any kind is absolutely prohibited on the work pace. Sexual harassment is considered a form of discrimination. Coercive sexual behavior and unwelcome sexual attention are offensive, and undermine the safety, security and dignity of employees. Harassment is indiscipline and subject to disciplinary action under companys rules.

RE-EMPLOYMENT:
It is the policy of the company to discourage re-employment. All such cases needs prior approval of the MD/CEO who will consider market conditions, reasons for leaving, performance, conduct, attendance etc. employment with another company within the group is also deemed as re-employment.

EQUAL EMPLOYMENT OPPORTUNITY:

This is the company motive that we are an equal opportunity employer. There is no discrimination on the basis of religion, sect, color, caste, gender or region. The overall requirements of the job and relevant qualifications and experience of the individual is determining factors in the selection of employee.

TIME OFFICE:
Time office is headed by Mr. younis who is time office Incharge and has experience of working in the organization for more then 15 years. In time office we have further few sub-sections. Following are the sub-sections and their employees 74

Main function of time office is to ensure the attendance of the employees shift wise. There are four time keepers who perform their duties in various shifts.

The other function is to keep the HRIS updated, when new employees are inducted, time office Incharge enter their names and other information about the employees. Similarly, when employees leave the job, time office is responsible to enter this information in employee record in computer and also keep their resignation in resignation file. Some records maintained by the time office: Leave records Attendance records Employee personal record file Accident records Final settlement record Overtime record Application for advance record

Time office Incharge is responsible to issue employee identity cards to each and every employee of the company. Social security cards and EOBI cards are also issued by time office. Some other functions; 75 Giving the employees rest change forms Giving them over time form. Half leave form.

Resignation form. Employment forms.

PAY ROLL SECTION:

This section is headed by Miss Ayesha, who is payroll officer. She is responsible to make sure timely payment to the employees. Salary is paid in two halves. Supervisors and managerial level employees receive their remuneration at the 1st date of the month and all the other workers are paid at 7th of the month. Their overtime is paid after the payment of the salaries.

EMPLOYEE GRADES:
There are different grades for workers. These are: E-1 E-2 E-3 E-4 unskilled workers semiskilled workers skilled workers highly skilled/supervisor

There are Two Managers grade in Kohinoor Textile Mills Limited. These are: M-11 To M-12 M13 To M20 Supervisory staff Management staff

In this group M-3 is most senior and M-1 is joiner. The retirement age is 58 years and extension is not granted. If the employee is needed he or she is hired on contract basis.

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INTRODUCTION To cope up with the rapid changes of the 21st century, KMLG has a modern research and development department. This department is considered as one of the most important departments for the companys survival in the long run .Well equipped R & D department works close with the Production Departments and also with HR department of the organization. It helps the departments to maintain a standard of the products. All who are concerned with production are given training and their skills are developed to maximize the efficiency. Mr. Shahbaz is the R&D Manager who is young, energetic and committed.

KEY FUNCTIONS PERFORMED BY R & D DEPARTMENT:

Testing of samples New Product development Improvement In quality Gaining cost efficiency Training according to the needs Standardization of departmental efficiencies STANDARDIZATION OF DEPARTMENTS EFFICIENCIES: Production /efficiencies (sizing, warping, weaving folding)

DAMAGES CONTROL/QUALITY OF PRODUCTS: 78 Identification of production faults Faults types

production maintenance yarn sizing

R&Ds 1st job is to identify the problem area. Then they try to investigate about the causes of the problem. Once they reach to certain conclusion and find the reasons of the problem, then they make plan to solve it. REMEDIES OF ALL TYPE OF FAULTS: Waste reduction Waste types warping sizing weaving knotting folding

R&D departments another function is to reduce the wastage level. This wastage may occur in warping, sizing, weaving, knotting and folding departments. R&D department tries to minimize this level as much as possible. Product development: New product identification Calculation (cost, efficiency etc) Training of management according to the new change Implementation of program Evaluation

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Training New trainees orientation Workers training regarding efficiency, damages control, and waste reduction.

SWOT ANALYSIS
STRENGTH: Experience In the field Strong financial backing Competent human resource Market Share Huge production capacity Power generation plant Advanced technology

WEAKNESSES: Turn over is high. Internal Inconsistency. Low employee morale Strong nepotism trend Division of groups

OPPORTUNITIES: Increased awareness & growth of consumer products Trend towards high quality product Reduction of import duty on raw materials

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 As size of economy is getting bigger, the demand will increase as well. Quality products are needed by the customers.

THREATS: High and ever increasing cost. Increasing job turn over ratio. China is a strong competitor in textile industry and has captured the market. Competitors are providing quality services at reasonable prices.

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INTRODUCTION Administration department is another very important section of Human Resource Department. Security of the company also comes under this head.

RESPONSIBILITIES OF ADMIN DEPARTMENT: The administration department performs different functions in the factory. Some important functions that the admin department performs are as follows:

Provide transportation Provide Equipment facilities Provide lodging to the management staff Receipt and dispatch of mail Responsibility of Estate

Arrangements for the journey of management & non-management staff. Arrangements of stationery and printing. Issuance and maintenance of stationery record. To provide entertainment to management during working hours.

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PROVIDE TRANSPORTATION TO THE MANAGEMENT STAFF: It is in the duty of admin department to provide transportation to the management of the factory and company guests. The administration department makes this arrangement. The company has its own transport for dropping and leaning of management staff at the airport, or Railway Station. Administration is also responsible for pick and drop of employees who are not living in the colony.

ARRANGEMENT FOR JOURNEY: When a Manager, Assistant Manager or any Junior Manager wants to go outside the city either for personal or business purpose, they inform to the administration

department about their intention. They instruct to the department for making the arrangements of journey. An arrangement of journey includes reservation of seat in train or in airplane as the case may be. After making such arrangements the administration department informs to the concerned person about the reservation and other information. PURCHASE OF STATIONERY & PRINTING OF DESIRED DOCUMENTS: Stationery includes pens, papers, pencils, rubbers, sharpeners, etc. all these items are purchased by the administration department. It sends the purchase requisition to the buying department for the purchase of desired items. The administration department also prints all these documents, vouchers, invoice sheets etc: which are used by various department of the company. ISSUE OF STATIONERY: The administration department issues all stationery to various departments of the company. It also maintains the record of such stationery. Administration department prepares reports about the issuance of stationery on monthly basis.

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MAINTENANCE OF BUILDING: Arrangements of the repairing and maintenance of factory building is made by the administration department. ENTERTAINMENT FACILITY: Tea is provided to all management during working hours in order to keep the staff fresh and to improve their efficiency. All arrangements for entertainment are performed by administration department. Arrangements for entertainment includes purchase of milk, sugar tea etc.

RECEIPT AND DISPATCH OF MAIL: The administration department receives mail and distributes it to the relevant persons. In the same way it dispatches all the mail of the company. Mail is made through OCS, TCS, or postal method.

SECURITY: It is the companys policy to protect each and every person in the factory. The security department reports to the admin department in the factory.

RESPONSIBILITIES OF SECURITY DEPARTMENT:

It is their duty to maintain law and order in the factory.

No one is allowed to enter in the factory without proper entry They are responsible for any theft or other illegal activities in

card or permission from the authentic personnel of the factory

the factory as well as in the estate 85

A daily report of security is sent to the Human Resource main No one can take anything in or out of the factory without the The security department checks the trucks and other loading The security people do not allow any person to drive his car or If any person wants to meet someone than security guards first

office

permission letter

vehicle

motorcycle without safety belt or helmet

get the permission from the specific person and after filling a receipt with the name of visitor, entry and exit time and the signature of that specific person who identifies the person

Basically, security of any working place is the most important psychological tool to capture the faith of its people. Whenever the minds of the people are free and they dont have any fear they will work with more commitment. SECURITY POLICY: The purpose of these rules is to set-forth security instructions and continuously monitor & evaluate security performance and effectiveness of all Group Companies. To prevent theft, pilferage of material/information and regulate entry of only authorized personnel in the Mills premises. The Managing Director of each company has the over-all responsibility for ensuring the implementation of the security policy. He delegates this responsibility in the first instance to his Manager Human Resources & Admin who would be accountable for its effective implementation.

ESTATE
RESPONSIBILITY OF ESTATE:

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The admin department is also responsible for estate matters for example allocation of rooms in the company guest house. Estate is a place where residencies of company employees and managers are situated and also company guest house. The estate of Kohinoor Mills Limited is very beautiful and clean. The administration of estate is under admin department. HRO Abid Mehmood is responsible of handling the matters in estate.

FINDINGS
HR department has not been given the authority to make certain decision on its own behalf. Payroll section is only maintained by one person. For such a large organization it is an uphill task. Scientific management theory believes in specialization of labor and specialization of work, which is not applicable here. Workers are not treated in a fair way here in time office. HR practices are very diversified and changeable, but here system is some what static and fixed. In Time office, which is a sub unit of HR department, work activities are not systematic. The time office personnel do not accept responsibility and they are not agree to accept any change. 87

Turn over is high, because employees are not motivated. They receive their overtime payment after a long time period. Sometime employees overtime forms and other documents are misplaced due to poor attention of time office staff.

A very small Annual bonus is given to the employees which is a major cause of demotivation. Employees do not receive their ID cards at proper time. Often it is delayed. New employees do not receive any orientation about the organizational rules regulations, norms, health & safety rules and personal protection. Re-employment is not allowed, but it is not implemented actually. Trend of nepotism exists. Training Health & safety Officer has not give proper office to perform their practices in a sound way. Employees have no idea about ISO 9000-2001. No recreation facility to lower level employees.

Food system is of very low quality. Dealing with employees is not good in time office. Their problems are not heard by the concerned and they are ignored. Lack of coordination, individualistic approach is adopted by the HR Assistants.

There is no team work and lack of confidence among employees. No job security is given to the employees and he is in a constant state of flux. Transportation facility has only given to staff members and lower level employees have no such facility.

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RECOMMENDATIONS
There should be specified section of payroll, Health & safety and training development. Health & safety and training and development section must be separate from time office as to ensure the smooth performance of the above section. There must be specialization of labor. At the time of selecting individuals, it must be ensure that right person is hired for the right job at right time. Dealing with workers must be fair and they must be treated equally without any discrimination. There problems must be heard by the concerned authority and immediate actions must be taken to solve grievances.

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Employee cards must be issued at the time of their induction or within one week. This will solve many problems regarding daily attendance of the employees. HR department must be given full authority as that they may utilize their full potentials to contribute their part in progress. There must be one assistant with payroll officer, because it is very difficult for one person to maintain the payroll system of such a large organization. Payment of overtime must be made at 15th of each month to motivate and retain them. Records of overtime must be kept properly as to minimize the chances of their misplacement. Entry should make on daily basis or on weekly basis of the overtime.

Entries of new employees must be done by the time office personnel. Succession planning must be taking into consideration when there is any vacant post within the organization. Nepotism and favoritism should be discouraged in employment.

New employees should be properly oriented and socialized. They should be given lecture on health & safety rules an organizational code of ethics. They must be given lectures on organization mission, norms and values and discipline.

During performance appraisal, behavioral dimensions must be taken into consideration instead of traits. Employees specific on the job behavior must be given preference to appraise.

Flexible benefits package should be given to Top management as to make them more committed and also to facilitate their work practices.

FOR HEALTHY & SAFETY: Ensuring job safety: safety is everyone responsibility, it should be part of the organizational culture. Top management must show its commitment to safety 90

by providing resources to purchase safety devices and maintaining equipments. A safety committee can play a vital role in this regard. To control workplace violence: supervisory personnel must be train to identify troubled employees before problems results in violence. Employee assistance programs can be designed specially to help these individuals. HOW TO MAINTAIN A HEALTHY WORK ENVIRONMENT: Make sure workers have enough fresh air. Test new buildings for toxin before occupancy. Failure to do so may lead to health problems. Provide a smoke free environment. If it is not possible, establish an area for smokers that has its own ventilation system Keeping air ducts clean and dry. Water in air ducts is a fertile breeding for molds and fungi. Paying attentions to workers complaints.

CUSTOMIZING WORK ENVIRONMENT: Voluntary use of ergonomics, as to make fit the work environment for the individuals. Organization must review office settings, work environment and space utilization in an effort to provide more productive atmosphere. This is also necessary to avoid the repetitive stress injuries. EMPLOYEE ASSISTANCE PROGRAM: Specific programs must be designed to help employees with personal problems like; Counseling Legal assistance

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 Death of a loved one Health insurance premium ACCIDENT PREVENTION MECHANISM: Education: Create safety awareness by posting visible signs that proclaim safety slogans, placing accident prevention articles in organization newsletters or exhibiting a sign proclaiming the number of days the plant has operated a lost day accident. Skills training: Incorporate accident prevention measures into the learning process. boredom. Protection: Provide protective equipments where necessary. This may include safety shoes, gloves, hand hats, safety glasses, and noise mufflers. Protection also includes performing preventive maintenance on machinery. Engineering: Prevent accidents through both job and equipments operators fatigue and

Regulation enforcement: The best safety rules and regulations will be ineffective in reducing accidents if they are not enforced, the employees may be liable for any injuries that occur.

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CONCLUSION
The company commenced operations in 1953 as a private limited company and became a public limited company in 1968. The initial capacity of its Rawalpindi unit comprised 25,000 spindles and 600 looms. Latter, fabric processing facilities were added and spinning capacity was augmented. Additional production facilities were acquired o the Raiwind-Manga Road near Lahore in District Kasur and on the Gulyana Road near Gujar Khan, by way of merger. The companys production facilities now comprise 138,200 ring spindles capable of spinning a wide range of counts using cotton and man93

made fibers. The weaving facilities at Raiwind comprise 204 looms capable of weaving wide range of greige fabrics The reader has a brief introduction, to the Kohinoor Textile Mills Ltd, from this report. It gives details of various departments of the Kohinoor Textile Mills Ltd, their operations and procedures, and the various HR policies, adopted by Kohinoor Textile Mills Ltd. It also encompasses the Managerial Policies, SWOT analysis of the company, and recommendations for the HR Department. The main focus of this report was to highlight the mission, key objectives of KTM, and especially emphasis is placed on HR Department and its functions, and given projects (Staffing, Training and Development, Motivation and maintenance), which was the main focus of work, during the internship period. The Kohinoor Textile Mills Limited stated mission is to achieve and then remain as the most progressive and profitable company in Pakistan in terms of industry standards and stakeholders interest. The company shall achieve its mission through a continuous process of having sourced, developed, implemented and managed and the best leading edge technology, industry best practice, human resource and innovative products and services and sold these to its customers, suppliers and stakeholders. In this report, I mentioned the structural set-up and functions of different departments of KTM such as Finance, Marketing, Commercial, Engineering Department, Quality Assurance Department, HR & Administration and R&D Department. As I am

student of Human Resource specialization so my main focus was the HR Dimensions and functions of KTM and the projects assign to me during the internship. In this report I had written in detail about the HR dimensions of KTM such as; recruitment and selection, Training and development, Motivational Factors, and General Administration etc.

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LIST OF INTERVIEWERS

Name Mr. Muhammad Pervez Mr. Zeeshan Gul Mr. Abid Mehmood

Designation HR Manager Training Health & safety Officer HRO

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Miss. Aeysha Miss Tabassum Miss Numana Waqas Mr. Irfan Allahloke Mr. Aziz Ullah Mr. Imran Fida Mr. Asad Iqbal Mr. Shahbaz

Payroll Officer Deputy Manager Marketing IT Manager Assistant Manager Commercial Account Officer Tech assistant Cum Tech Mechanical Engineer Power House R&D Manager

BIBLIOGRAPHY
1. David A. DeCenzo, Stephen P. Robbbin, Fundamental of Human resource Management, 8th Edition. 2. Kohinoor Textile Mills Limited. (2006). Annual Report. Raiwind Division. 3. Code of conduct. KMLG Pamphlet 4. Internet/Intranet 5. http://www.kmlg.com.pk

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