Report on LWMC.docx

Pakistan Quality Control
Address: 1/2 km, Ali Akbar Road، Dream Avenue
REPORT ON
Lahore Waste Management Company
Submitted by: Sonam Gulzar
Submitted to: Dr. Salman Masood
Roll no: M-HRM-F-19-0002
Session: 2019-2022
Lahore Waste and Management
Company
Branch: Shaheen Complex 7th Floor
LWMC
E-Mail: info @lwmc.com.pk
Contact # 042-99205153-55
Http: www.lwmc.com.pk

Contents
LETTER OF UNDERTAKING ............................................................................................................ 5
DEDICATION ................................................................................................................................ 6
Acknowledgment......................................................................................................................... 6
Executive Summary...................................................................................................................... 7
My purpose, Objective and Aim to write this report as mentioned under below,........................ 7
Purpose.......................................................................................................................................7
Objective.....................................................................................................................................8
Aim............................................................................................................................................. 8
INTRODUCTION TO THE CORPORATION...........................................................................8
Solid Waste Management...........................................................................................................8
o Inefficientwaste collection system resulting inlow waste collectionefficiency; .................... 9
o Poor Institutional capacity;.................................................................................................9
o Poor planning andinefficient operations;............................................................................ 9
o Un-reliable Data for planning; ............................................................................................ 9
o Open dumping and not plan for Sanitarylandfill site;........................................................... 9
o Absence of reliable monitoring tools;.................................................................................. 9
o Lack of Awareness and Education;...................................................................................... 9
o In-efficient Operation and Maintenance System;.................................................................9
o Outdated Vehicles and Equipment;..................................................................................... 9
o Insufficient Legal and Regulatory Framework;.....................................................................9
Evolution of LWMC:.................................................................................................................. 9
History of LWMC:..................................................................................................................... 9
Mission of LWMC:................................................................................................................... 10
Vision of LWMC:..................................................................................................................... 10
Introduction of the organization:.............................................................................................. 10
Values of LWMC:..................................................................................................................... 10
Objective of LWMC:................................................................................................................ 11
Main Core Services of LWMC:................................................................................................. 11
Competitors of LWMC:........................................................................................................... 12
Business Volume:................................................................................................................... 12
Service Project by LWMC Are:................................................................................................. 12
Organizational Structure .......................................................................................................... 15
 No. Of Employees in LWMC:............................................................................................ 15

 Main Offices of LWMC:.................................................................................................... 16
 Departments of LWMC:................................................................................................... 16
 Human Resource & Administration:................................................................................. 17
 Operations:..................................................................................................................... 17
 Communication:............................................................................................................. 17
 Planning& Projects:........................................................................................................ 17
 Procurement& Contracts:............................................................................................... 18
 MIS / IT........................................................................................................................... 18
Comments on Organizational Structure of LWMC:................................................................. 18
Structure of HRM Department................................................................................................ 19
Human Resource Management............................................................................................... 19
HR Staffing:............................................................................................................................ 20
Recruitment:.......................................................................................................................... 20
Selection:............................................................................................................................... 21
Orientation:........................................................................................................................... 21
Training & Development:........................................................................................................ 22
Planning the Training: ............................................................................................................ 23
Planning the Development Activities: ..................................................................................... 24
Delivery of Training:............................................................................................................... 24
Evaluation of Training Effectiveness:....................................................................................... 25
Development Counseling:....................................................................................................... 26
Performance Management:.................................................................................................... 26
Compensation Policy: ............................................................................................................... 27
Salary Management:.............................................................................................................. 27
Allocation& Use of company assets:....................................................................................... 27
Leave Management:............................................................................................................... 27
Benefits Policy:......................................................................................................................... 28
Financial Analysis..................................................................................................................... 29
Ratio Analysis:........................................................................................................................ 30
Liquidity Ratios:..................................................................................................................... 30
Current Ratio: ........................................................................................................................ 30
Interpretation:.......................................................................................................................... 31
Debt ratio: ............................................................................................................................. 31
Interpretation:.......................................................................................................................... 31

Debt to equity Ratio:.............................................................................................................. 31
Interpretation:.......................................................................................................................... 32
Debt to tangible Net Worth Ratio: .......................................................................................... 32
Interpretation:.......................................................................................................................... 33
Net Profit:.............................................................................................................................. 33
Interpretation:.......................................................................................................................... 34
Total Assets Turnover Ratio:................................................................................................... 34
Interpretation:.......................................................................................................................... 35
Operating profit margin: .......................................................................................................... 35
Interpretation:.......................................................................................................................... 36
Fixed Assets Turnover Ratio: ................................................................................................... 36
Interpretation:.......................................................................................................................... 37
SWOT ANALYSIS OF LWMC......................................................................................................... 37
Strengths:................................................................................................................................. 37
Fulfilment of public needs, ..................................................................................................... 37
Sufficient Funds...................................................................................................................... 37
Assets and Resources, ............................................................................................................ 37
Large No. of employees,......................................................................................................... 38
Fully supported by Government of Punjab,............................................................................. 38
Weaknesses:.............................................................................................................................. 38
Lack of training mechanism.................................................................................................... 38
Less use of technology ............................................................................................................ 38
Poor communication process.................................................................................................. 38
Mixed employment of regular on contract bases..................................................................... 38
Dependent on International Contractor.................................................................................. 38
Opportunities:.......................................................................................................................... 38
Threats:.................................................................................................................................... 39
Conclusion:............................................................................................................................... 39
Recommendations:................................................................................................................... 39
References:............................................................................................................................... 40

LETTER OF UNDERTAKING
This Business report was submitted by Sonam Gulzar Roll No/ID M-HRM-F19-
0002 confirm that Business report. I have provided with my own efforts. I didn’t copy
my report partially or completely from any other student. I didn’t provide any
plagiarized material in any section of my report. I further confirm that this document I
have provided is genuine and has been issued by the authorized person in the
organization.
Candidate:
Signature:
Dated:

DEDICATION
I want to dedicate all of my efforts regarding my business report to my beloved
Family who supporting me in my whole life especially during My Education period
financially as well as morally, I also want to dedicate this report to my Respectable
Teachers who are the main resource for me to completion of my degree and my
student life. My dearest Friends who guided me and support me at every step of my
degree,
Acknowledgment
First of all, I am thankful to Almighty ALLAH, the Beneficent, and the Merciful, for
giving me so much strength and strength to work on this business report
and complete it successfully. I would like to express my gratefulness to
all my teachers especially for giving me kind guidance and providing me a
chance to work on this project right through from the start my courses. I
am also thankful to all Lahore Waste Management Company (LWMC)
Staff and training staff for his valuable suggestions, gentle supervision
and encouragement throughout my business report. Along with all this I
am very awful to the Human Resource Department of LWMC and their
cooperation during my stay in the organization especially I am thankful to
those people of HRM Department who helped me in Competing my
business Report

Executive Summary
Master’s in Human Resource Management is more practical one as compared to other
degrees. Majority of the studies includes practical work and experience to give
students a closer look of the human resource work and its requirements. That is the
degree holder can adjust themselves easily in all kinds of work. Business report in
any public or private organization is a part of that series. It is an integral part
of degree at Pakistan Quality Control.
It helps students to understand the practical work and know about professional
life, experiences, and decorum. To meet this purpose, I choose one of the famous
public sector company named Lahore Waste Management Company.
Lahore Waste Management Company is a service provider and plays an
important role in making the Lahore clean and green as per the vision of Prime
Minister of Pakistan. LWMC itself is in monopoly and providing greater clean
environment to the citizens of Lahore.
In this short period, I have learned a lot about an organization. The first part is
the introduction of the Waste Management Industry. The second part is the
Organization’s view, organizational structure. The third is about the plan of the
business report and structure of HRM. The fourth part is based on financial, critical
and SWOT analysis of the company while the last part is about Recommendations
and conclusion.
I hope this report will provide a clear inside picture of its readers and they will know
much more the planning.
My purpose, Objective and Aim to write this report as
mentioned under below,
Purpose
My purpose of this report is to provide information to people on a specific topic
LWMC
Business reports are very important for transmitting information from one person to
another or form one level to another.

Objective
I want to introduce an efficient, improved and integrated solid waste management
system that caters to our growing population's requirements. Apart from waste
collection and disposal, we do the following: Encouraging communities to reduce
waste. Increasing public-private partnerships
Aim
Need to be done to achieve the objectives as fellow,
1. I want to Set Specific Goals. Goal must be clear and well defined.
2. I want to Set Measurable Goals. Include precise amounts, dates, and so on in my
goals so I can measure my degree of success. ...
3. I want to Set Attainable Goals. Make sure that it's possible to achieve the goals i set.
4. Set Relevant Goals. ...
5. Set Time-Bound Goals to achieve all the goals when and where i need to be.
INTRODUCTION TO THE CORPORATION
Solid Waste Management
Solid Waste Management (SWM) has long been a neglected sector due to lack of
strong commitment on the part of government to introduce institutional reforms to
improve waste management on the basis of internationally accepted standards and
norms. In Pakistan, local governments are responsible for solid waste management,
but magnitude of the problem is beyond their capacity in terms of resources,
manpower and capacity. The scale of problem is swelling with every passing day due
to increase in population and living standards. This imposes serious risks to human
health and environment due to improper management of solid waste. The uncollected
waste is found in open plots/drains, along roads and railway lines etc. Most of the
cities do not have proper waste storage facilities. Collected waste is dumped in the
outskirts of the cities. The population of Lahore is on an average generating around
7000 tons of waste on daily basis.
In the past, the Government of the Punjab carried out a number of studies in
collaboration with donor agencies to analyze Solid Waste Management (SWM)
practices and systems in urban centers of Punjab. These reports suggest interventions
for improvement in major urban center of Punjab and consistently advocate the need
for the institutional reforms. Major findings of these reports are;

o Inefficient waste collection system resulting in low waste collection
efficiency;
o Poor Institutional capacity;
o Poor planning and inefficient operations;
o Un-reliable Data for planning;
o Open dumping and not plan for Sanitary landfill site;
o Absence of reliable monitoring tools;
o Lack of Awareness and Education;
o In-efficient Operation and Maintenance System;
o Outdated Vehicles and Equipment;
o Insufficient Legal and Regulatory Framework;
The poor SWM system is cause of contamination of soil and water, emission of
Green House Gases (GHG), increase in suspended particles thus seriously
affecting the environmental resources, economy and health of citizens.
Evolution of LWMC:
In order to efficiently address SWM issues in Lahore, the City District
Government Lahore (CDGL) established Lahore Waste Management Company
(LWMC) under section 42 of the Companies Ordinance 1984 on 19th March 2010.
The LMWC is governed by a Board of Directors (BODs). The BOD is responsible for
the appointing management team and supervises the affairs of the company in
accordance with the Articles of Association of the company. The new institutional
arrangements enabled LWMC to gain financial and administrative autonomy for
quick decision making, adoption of professional and corporate governance approach
with improved human resource management. The major task of LWMC is to provide
a waste management program that contributes to maintain the health of the residents
by ensuring that waste is removed from the city and disposed of in an
environmentally acceptable manner through efficient waste collection, storage,
transportation and disposal. The Company intends to provide sustainable, efficient
and affordable waste management services for the citizens of Lahore.
History of LWMC:
Solid Waste Management (SWM) has long been a neglected sector due to lack of
strong commitment on the part of government. City District Government Lahore
(CDGL) established LWMC under section 42 of the Companies Ordinance 1984

on 19th March 2010. The major task of LWMC is to provide a waste management
program that contributes to maintain the he health of the residents by ensuring
that waste is removed from the city of Lahore and disposed of in an
environmentally acceptable manner through efficient waste collection, storage,
transportation and disposal. LWMC is governed by a Board of Directors (BOD),
headed by a Chairman. After the establishment of the company:
 Services and Assets Management Agreement (SAAMA) between CDGL
and LWMC.
 All the functions and assets of SWM department (CDGL) and TMAs have
been entrusted to LWMC.
Missionof LWMC:
“Providing a waste management service that contributes to
maintaining the health of the residents by ensuring that waste is removed from
the city and disposed of in an environmentally acceptable manner”
Vision of LWMC:
“Transformation of Lahore as one of the cleanest cities in the world by
providing customized solutions in the consultation with citizens and private
partners to ensure sustainable, safe, clean and green environment.”
Introduction of the organization:
The Lahore Waste Management Company is committed to turn Lahore into
one of the cleanest cities of the world, which is also Chief Minister Vision. LWMC
introduces an efficient, improved and integrated Solid Waste Management (SWM)
system that caters to our growing population requirements. Apart from the waste
collection and disposal, they do the following:
o Encourage communities to reduce waste
o Increasing public private partnership
o Creating safer disposal sites.
Values of LWMC:
 Commitment

 Respect
 Efficiency
 Organizational Commitment
 Integrity
 Service to citizens
 Excellence
Objective of LWMC:
Objective of LWMC is “to ensure provision of clean environment to
residents of Lahore by minimizing & overcoming environmental hazards of waste
to the population”.
Main Core Services of LWMC:
LWMC has also taken notable steps to improve the overall environment of the
overall city of Lahore with the targeted actions. The following activities are being
carried out by LWMC:
 Waste Collection
 Mechanical Sweeping
 Mechanical Washing
 Manual Sweeping
 Operations at Lahore MBS(Metro Bus Services)
 Operations at Multan MBS(Metro Bus Services)
 Operations at Fruit & Vegetable Market
 Operations on Special Occasions (Christmas, Eid ul Fitar, Eid ul Azha)
 6 Cities Consultancy
 Facilitation for Cooperative Housing Societies

 Collection of Hospital Waste
Competitors of LWMC:
LWMC itself is in monopoly and efficient in its working in Lahore. There are
many waste companies i.e. Waste Busters & Lahore Cantonment Board but these are
not the competitors of LWMC because their functions are not efficient as much like
LWMC in machinery as well as in labor Strength.
Business Volume:
LWMC is a non-profit organization. They collect 6000 tons of waste daily
from Lahore and approximately 2,190,000 Tons in a year.
Service Projectby LWMC Are:
There are many projects run by LWMC which are written below:
 Hospital Waste Management Project
 Metro Bus Service Project
 Ring Road Project
 Compost Plant
 Biogas Project

 Waste to energy

Organizational Structure
 No. Of Employees in LWMC:
There are four categories of employees in LWMC which are written below:
1. Corporate Employees
2. Regular Employees
3. Work charge Employees
4. Contractor Employee

 Main Offices of LWMC:
There are many offices of LWMC in overall Lahore; few of the main offices
are shown below:
 Departments of LWMC:
LWMC comprises of 10 departments which are working efficiently in
their respective manner. They are following:
 HR
 Admin
 Operations
 Communications
Shaheen Complex
HO
Rajgarh
Workshop Office
Badamibagh
Workshop Office
Landfill site office Compost office
Lytton Road Office

 Planning
 Finance
 IT/MIS
 Procurements and Contracts
 Legal
 Human Resource& Administration:
 Recruitment & Selection
 Compensation & Benefit
 Training & Development
 Succession Planning
 Performance Management System
 Employee Relations
 Event Management
 Fleet Management
 Inventory Management
 Operations:
 Waste collection
 Mechanical sweeping
 Manual sweeping
 Mechanical washing
 Enforcement
 LWMC Compost
 Communication:
 Community interface
 Public awareness
 Social Media
 Planning & Projects:
 Preparation of PC-1 & Project feasibility
 Project Planning & Control
 Workshops

 Procurement& Contracts:
 Contract administration
 Contract closure
 Compliance of Public Procurement Regulatory Authority (PPRA) Rules
 MIS / IT
 Information Technology Monitoring
 Video wall
 Networking
 Software development
Comments on Organizational Structure of LWMC:
 LWMC is the monopoly company in Pakistan has obtained all the quality
assurance certificates which a company needs to be successful in the
competitive global market.
 The top management with the board develops strategies but involvement for
supervisory division is also there.
 LWMC emphasize greatly on Human Resource practices and HR department
is very much concerned about the betterment of employees.
 It maintains a very stable system for services quality management.
 The skilled labor will not only improve the efficiency but also will improve
effectiveness.
 They need to improve the complaint management and resolution system 1139,
because they are not effective on the complaints of local public.
 There is centralized decision making in the organization.

Structure of HRM Department
Following are the personnel who shall be performing the duties on different
designations:
Human ResourceManagement
Human Resource Department is to support the goals and challenges of LWMC by
providing quality service in all personnel operations with integrity, responsiveness
and sensitivity to the employees and to promote a work environment that is
characterized by fair treatment of staff, open communications, personal
accountability, trust and mutual respect. Engage the best possible human resource,
and raise a dedicated and loyal team, to meet the requirements, mission and
objectives of LWMC.
There are following functions in Human Resources Division of LWMC:
 Recruitment & Selection
 Training & Development
 Compensation & Benefits
 Performance Management System
 Employee Relationship
Asst Manager
Admin
GM (HR&A)
Sr./Manager
Administration
Sr./Manager HR
Asst Manager HR
Manager HR (ER)
Asst Manager HR
(ER)

HR Staffing:
The staffing process putting the right people in the right positions at the right times- is
one of the most critical tasks any organization faces. The quality of the work
performed can be only as high as the capabilities of the people performing it.
They perform the following activities-
i. Recruitment
ii. Selection
iii. Orientation
Recruitment:
Recruitment is the process by which a firm finds its employees, are perhaps the most
critical tasks any organization faces. Without the right people, no firm can function
effectively. For a recruitment program to be successful, managers should cooperate
with the human resources staff to define needs and predict vacancies. This recruiting
may be done by internal or external.
HR Division
Staffing
Recruitment
Need
Assesment
Recruitment
Process
Selection Orientaion
Compensation
Salary
Management
Allocation& use
of Comapny
Assets
Leave
Mangement
Training &
Development
Performance
Mnagement
Employee
Relation

LWMC recognizes its staff as being fundamental to its success. A strategic
and professional approach to the recruitment processes will help enable LWMC to
attract and recruit staff with the necessary skills, qualification and attributes to fulfill
its strategic aims, and support LWMC values. LWMC is committed to ensure that the
recruitment and selection of staff is conducted in a manner that is systematic, efficient
and effective, and promotes equality of opportunity. The hallmark of this policy will
be to strictly follow the merit in order to attract and recruit high caliber staff. The
salient features of LWMC recruitment policy are:
 To ensure that recruitment processes are fit for the intended purposes;
 To recruit the best person for each position purely on merit;
 To ensure compliance with equal opportunities policy and relevant
employment legislation;
 To promote LWMC values
 To meet LWMC operational requirements and strategic aims
Selection:
The critical criteria in this regard are job relatedness, reliability, and viability. LWMC
is committed to a systematic approach to selection in order to attract, select and
appoint the best staff through a fair and merit-based process.
For selection of candidates following things are considered-
 Appearance
 Attitudes
 Knowledge
 Personal ability & mental ability
 Physical ability
 Qualification
 Communication skill
 Job knowledge
Orientation:
Orientation programs assist staff in understanding organization values, culture, and as
a result encourage commitment to the organization. As an ongoing process,

orientation begins during recruitment and selection, and continues as needed
throughout the individual’s employment. The HR department shall support this
process with an orientation program for new staff members. This shall include the
introduction to the following:
 Nature of business operations
 Organizational Structure
 Core values, vision, mission and goals
 Policies and rules including code of conduct and ethics
 Job Description which shall be discussed in detail by department head
 Helping employees understand their contribution in the organization
including expected behaviors and responsibilities.
Training & Development:
LWMC encourages and supports efforts by employees to develop their capabilities
and advance their careers in the overall context of meeting the goals and objectives of
LWMC. Activities designed to support such staff development are contained in the
various collective agreements or in training and development policy and include
employee orientation programs, internal promotional opportunities, performance
reviews and departmental training and development. Staff will receive training and
development to help them perform their duties effectively. Where new or additional
duties require the development of further skills, staff should expect to be given
training in those skills.
These benefits of training include:
 Higher standards of work performance
 Greater understanding and appreciation of factors affecting work
performance
 Sharing of ideas and dissemination of good practice
 Effective management and implementation of change
 Encouragement of team spirit

 Increased motivation and job satisfaction for the individual
 Greater understanding of LWMC business
Planning the Training:
 Every year, performance objectives are set; the GM (HR&A) shall
initiate the training planning process.
 The HR Department shall carry out April ever year Training Need
Assessment (TNA) for the employees, either internally or through
consultants and identify areas in which the training courses will be
conducted.
 For this purpose, a skill matrix shall be prepared by every departmental
head for his department. The following ranking will be used against each
course to indicate the competency level of the individual in that course.
 Beginner
 Intermediate
 Suitably trained
 Expert
 The HR Department shall obtain input regarding training needs of the
employees from their respective department heads who will ensure that
following factors have been considered while outlining the training
requirements:
 Changes in the job responsibilities
 Areas for improvement of the employee
 Introduction to new skill
 Introduction of new technology
 While conducting training need assessment, GM (HR&A) will indicate
the training courses that can appropriately be carried out internally.

Planning the DevelopmentActivities:
 On the basis of TNA, GM (HR&A) shall prepare a one-year training
calendar using TNA Form (as mentioned in Appendix -15).
 Along with the calendar, budgeted costs shall also be estimated and
presented for budgetary approval to CFO and Managing Director.
 Each proposed training event calendar will contain at minimum
following elements:
 Brief description of course;
 Expected attendee department;
 Management or staff level
 Number of persons attending the course;
 Being conducted in house or off-site
 Proposed dates
 Expected completion date
 The calendar shall also contain a summary of the plan giving brief
description of number of training courses, number of employees to be
trained, number of staff training days etc.
 Final approved copy will be distributed among the departments.
 The GM (HR&A) may make amendments in the training calendar by
rescheduling or adding training events (as identified by himself or
requested by employees).
 The GM (HR&A) will decide about the venue of the training courses.
Delivery of Training:
The training will be provided using two main methods.
i. In-house Training

In house training shall be provided for those areas for which sufficient
knowledge base exists within LWMC.
ii. External Training
External training may be imparted to the employees through various
training institutions. Departmental heads will send the training request to
GM (HR&A) who will obtain its approval from the Managing Director.
Upon approval, all arrangements for the training will be carried out by
the Manager Administration.
After completion of the course, the trainee will submit a copy of the
training certificate and his/her feedback on the training evaluation form
to the GM (HR&A). The copy certificate shall be filed in the employee’s
personal file. The head of the department who referred the employee for
the training shall evaluate on the performance of the employees and give
the feedback to GM (HR&A).
Evaluation of Training Effectiveness:
At the end of each training event, the GM (HR&A) shall obtain feedback from
employees attending the event and document the evaluation of training effectiveness
for future reference.
The effectiveness of training may be evaluated through following methods:
 Evaluation of trainer and training program will be done through Training
Evaluation Form, which will be filled by the trainees at the end of the
training programs. The evaluation Forms will be passed on to GM
(HR&A) who may review the performance of training programs.
 The trainer will evaluate the trainees through tests, discussion or exams
during or at the end of training program. These evaluation results, where
practical, will be maintained by the GM (HR&A).

DevelopmentCounseling:
 Every department head is encouraged to assist employees with their
development. This can be accomplished through the annual appraisal
process and as part of the ongoing communication between head of the
department and the employees.
 The HR department will assist in this process whenever requested by the
employee or the head of the department.
 HR department will maintain current files and sources of available job-
related courses.
Performance Management:
LWMC will conduct performance evaluations of all personnel using
established procedures. The annual performance appraisal of each employee shall:
i. Determine the strengths and weaknesses of the employees;
ii. Enhance the organizational and individual performance;
iii. Provide the enhanced career opportunities for staff;
iv. Provide clarity of expectations regarding duties, and the identification
of individual objectives within the context of the departmental
objectives;
v. Regularly review and identify staff development and training needs;
vi. Identify organizational and operational changes which might be
necessary to enable individuals enhance their performance and enable
the departments and sections to enhance their efficiency and
effectiveness;
vii. Ensure the provision of constructive feedback about performance;
viii. Encourage dialogue between staff members and their supervisors, to
enhance the professional development of all staff in achieving LWMC
goals;
ix. Ensure that job performance and accomplishment information is
recorded in employees personal file, and;
x. Provide basis for decisions on compensation level.

Compensation Policy:
The objectives of the compensation management policies are to implement a
comprehensive remuneration strategy that commensurate to the employee
expectations; that is competitive in the market; that improves employee motivation
and assist LWMC in attracting and retaining quality staff members and support staff
necessary to meet LWMC organizational goals and foster efficient and effective
performance.
LWMC maintains a sound compensation management program for its employees
according to the value of their job and to reward individual employee performance in
an equitable manner that fosters motivation and high level of performances.
Salary Management:
In support of LWMC‟s commitment to the principles of equal pay for work of equal
value, all salary offers shall be made within the standard incremental points of the
grade.
The administration of salaries aims compensation at an equitable manner, without any
regard to employee race, color, age, sex, religion, marital status or handicap.
Allocation & Use of company assets:
Employees shall be provided with the Mobile Phones, vehicles & fuel for business
purposes, in accordance with the LWMC‟s decision and the nature of employee’s job.
Leave Management:
This section sets out the procedures for granting various types of leaves that an
employee is entitled to. LWMC encourages its employees to take break from work as
this provides for a healthy and efficient work force.
Annual Leave Eighteen (18) days annual paid leave during a year.
Maternity Leave The female employees shall be allowed Sixty (60) days
maternity leave.
Sick Leave 12 days sick/medical leave for each year of service
Hajj Leave Forty (40) days of Hajj leaves in entire service period
Short Leave Leave for more than two (2) hours maximum up to three
(3) and half hours

Compensatory
Leave
One day compensatory leave with full pay will be
awarded in case the employees worked for eight (8) hours
on a holiday
Extraordinary Leave Extraordinary leave for study abroad or special training
will be without pay and no benefits will accrue to the
employee during this period.
Benefits Policy:
Benefits refer to various types of non-salary compensation, given in addition
to the salary, bonuses and cash allowances. The Benefits offered by LWMC
include both short-term and long-term benefits.
Sr.
No
Benefit Details
1. Paid Leave All corporate employees of LWMC are entitled to the following.
1. Annual Leaves (Applicable to confirmed employees only)
2. Casual
3. Sick
4. Maternity Leave
5. Paternity Leave
6. Hajj Leave (Applicable to confirmed employees only)
2. Leave Fare
Assistance
All confirmed employee is entitled to 15 days’ basic salary upon availing
12 days of annual leave.
3. Medical and
Health Benefits
The following medical benefits are available for self and family:
1. OPD
2. Hospitalization
3. Maternity Care
4. Annual medical screening: For self only
5. Vaccination

*Family = Parent, Spouse and Children
4. Group Life
Insurance and
Terminal
Benefits
All Full Time Employees (FTEs) are provided insurance coverage for
death (25 x times gross salary). This coverage is on 24 hours basis.
Disability insurance is also covered through this plan.
(For details contact the HR Department)
5. Vehicle Benefit Eligible Employees are provided vehicle allowance or company-
maintained cars and drivers as per their entitlement.
6. Fuel Benefit Based on entitlement as well as job requirement, employees are provided
fuel for official and personal use.
(For information on specific entitlements contact the HR Department)
7. Mobile Phone
Set
Employees are provided with mobile phone set allowance once in two
years, according to their entitlement.
(For details refer to the Mobile Phone Policy)
8. Provident Fund All confirmed employees have the option to be part of the Provident Fund
program.
9. Long Service
Award
The FTEs (Full Time Employees) of LWMC receive a cash award upon
completion of service of 5 years, 8 years and 10 years.
10. Training Employees are provided Company sponsored and paid training for
professional development based on TNA and approval of competent
authority.
Financial Analysis
The accounts of any company either a manufacturing concern, trading concern
or a banking company are amongst the most easily accessible collections
data concerning their performance. However, if they are to be thought of as data,
they should convey some genuine information about how the firm is doing.
That is to say, there must be some useful meanings that can be extracted from
the figures in the accounts. Well-known technique for extracting such information
from accounts is known as financial statement analysis.

0
0.2
0.4
0.6
0.8
1
1.2
1.4
1.6
2018 2017 2016
CurrentRatio
Ratio Analysis:
Ratio analysis involves methods of calculating and interpreting financial ratios
to analyze and monitor the firm’s performance.
Liquidity Ratios:
A firm’s ability to satisfy its short-term obligations as they come due is
called liquidity. Liquidity refers to the solvency of the firm’s overall financial
position the ease with which it can pay its bill. These ratios are viewed as a
good indicator of cash flow problems. The two basic measures of liquidity are:
Current Ratio:
The current ratio is a liquidity ratio that measures a company's ability to pay short-
term obligations or those due within one year. It tells investors and analysts how a
company can maximize the current assets on its balance sheet to satisfy its current
debt and other payables.
Formula: Current Assets ÷ Current Liabilities
Year 2016 2017 2018
Current Ratio 1.37 0.50 1.19

Interpretation:
As our current ratio is less than 1 in 2017, because current assets are less than current
liability so, it is not favorable for the company.
Debt ratio:
The debt ratio is a financial ratio that measures the extent of a company’s leverage.
The debt ratio is defined as the ratio of total debt to total assets, expressed as a
decimal or percentage. It can be interpreted as the proportion of a company’s assets
that are financed by debt. A ratio greater than 1 shows that a considerable portion of
debt is funded by assets,
Formula: Total liabilities ÷ Total assets
Year 2016 2017 2018
Debt ratio 2.3 13.9 7.8
Interpretation:
A ratio greater than 1 shows that a considerable portion of debt is funded by assets, In
the organization value of the every year greater than 1,
Debt to equity Ratio:
The debt-to-equity ratio is a financial ratio indicating the relative proportion of
shareholders' equity and debt used to finance a company's assets.
0
2
4
6
8
10
12
14
16
2018 2017 2016
Debt Ratio

Formula: Total liabilities / Shareholders Equity
Year 2016 2017 2018
Debt to equity
Ratio
1.7 1.0 1.1
Interpretation:
A low debt-to-equity ratio indicates a lower amount of financing by debt via
lenders, versus funding through equity via shareholders. A higher ratio indicates that
the company is getting more of its financing by borrowing money, which subjects the
company to potential risk if debt levels are too high.
Debt to tangible Net Worth Ratio:
A ratio indicating the level of creditors’ protection in case of the firm’s insolvency by
comparing company’s total liabilities with shareholder’s equity,
Formula: Total Liabilities /shareholders equity- Intangible Assets
Year 2016 2017 2018
0
0.2
0.4
0.6
0.8
1
1.2
1.4
1.6
1.8
2018 2017 2016
Debt to equity Ratio
Series 1

Debt to tangible
Net Worth Ratio
1.7 1.0 1.1
Interpretation:
Debt to tangible net worth ratio provides the lender with an analytical base for
making a decision on how much can be loaned to an analyzed company. It is more
conservative than debt to equity ratio, because it takes into account only easily
quantifiable net worth and eliminating all unquantifiable intangible assets. In this debt
to tangible net worth ratio in 2016 is high as compared to next year’s 2017 and 2018.
Net Profit:
Represents the number of sales dollars remaining after all operating
expenses, interest, taxes and preferred stock dividends (but not common stock
dividends) have been deducted from a company's total revenue
Formula: Operating Income / Sales
Year 2016 2017 2018
Net Profit 1.5 0.06 0.05
0
0.2
0.4
0.6
0.8
1
1.2
1.4
1.6
1.8
2018 2017 2016
Debt to tangible Net Worth Ratio
Series 1

Interpretation:
All non-operating revenues and expenses are not taken into account because
the purpose of this ratio is to evaluate the profitability of the business from its
primary operations. In this net profit of the company in 2016 is much high. On the
other hand net profit in 2017 and 2018 is very low which not a good situation is for
the company.
TotalAssets Turnover Ratio:
The ratio measures the ability of an organization to efficiently
produce sales and is typically used by third parties to evaluate the operations
of a business.
Formula: Sales / Average Total assets
Year 2016 2017 2018
Total Assets
Turnover Ratio
0.6 0.1 0.2
0
0.2
0.4
0.6
0.8
1
1.2
1.4
1.6
2018 2017 2016
Net Profit
Series 1

Interpretation:
A higher ratio in 2016 is favorable, as it indicates a more efficient use
of assets. Conversely, a lower ratio in 2017 and 2018 indicates the company is not
using assets as efficiently.
Operating profit margin:
The operating margin measures how much profit a company makes on
a dollar of sales, after paying for variable costs of production, such as wages
and raw materials, but before paying interest or tax. It is calculated by
dividing a company’s operating profit by its net sales
Formula: Operation profit / Sales
Year 2016 2017 2018
Operating profit
margin
0.41 0.07 0.06
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
2018 2017 2016
Total Assets Turnover Ratio
Series 1

Interpretation:
Operating profit margin represents pure profits earned on each rupee.
Higher operating profit margin is preferred in 2016 it is higher, so company earned
more profits in 2016 as compared to next years.
Fixed Assets Turnover Ratio:
Fixed-asset turnover is the ratio of sales (on the profit and loss
account) to the value of fixed assets (on the balance sheet). It indicates how
well the business is using its fixed assets to generate sales.
Formula: Total income / total fixed asset
Year 2016 2017 2018
Fixed Assets
Turnover Ratio
0.09 0.04 0.03
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
2018 2017 2016
Operating profitMargin
Series 1

Interpretation:
In this fixed assets turnover ratio in 2016 is high which indicates that a company spent
less money in fixed assets. Whereas, a declining ratio in 2017 and 2018 indicates that
a company has over-invested in fixed assets.
SWOT ANALYSIS OF LWMC
Strengths:
Fulfilment of public needs,
LWMC is established to provide cleanliness services to over Lahore.
Sufficient Funds
LWMC have sufficient funds to run, upgrade and develop company issued by
government of Punjab to LWMC. LWMC authority is fully supported and
funded by the government of Punjab.
Assets and Resources,
Large No. of vehicles & helpline 1139 are working under LWMC, Controlling
Cleanliness Services throughout the Punjab.
0
0.01
0.02
0.03
0.04
0.05
0.06
0.07
0.08
0.09
0.1
2018 2017 2016
Fixed Assets Turnover Ratio
Series 1

Large No. of employees,
Large number of employees working under LWMC is considerable. It around
about 14,000 workers working under LWMC,
Fully supported by Government of Punjab,
Government of Punjab is willing to provide all needed resources to LWMC to
undertake cleanliness.
Weaknesses:
Lack of training mechanism
Insufficient training mechanism and lab facilities, There are insufficient
instruments in LWMC; workers don’t have proper tools for provide their
cleanliness services.
Less use of technology
In the era of technology where everyone forced to get into new technology and
computerizing their manuals but LWMC workers are somehow deprived from
such a fruitful technology.
Poor communication process
LWMC workers have no literate and don’t know the basics about their rights.
Lack of communication there is big gap between workers and supervisors.
Mixed employment of regular on contract bases.
LWMC has dual policy in regard to compensation system in connection to
regular and contract employees as well as there is job dissatisfaction among
contract employees because of uncertainty about future. The compensation
system regarding contract employees is miserable.
Dependent on International Contractor
Opportunities:
 Upcoming trends of waste reuse
 Waste Recycling
 Development of new technology.
 Expected availability of skill workers
 Awareness among public

 Market demand of trained and skilled manpower in local industry
 The nature of work and demand for skills in changing in Pakistan and
employment.
Threats:
 Instability of economy of Pakistan.
 Entrance of new competitors
 Non-availability of skilled employees.
 Challenges of new projects
 Less revenue generation
 Turnover
Conclusion:
LWMC provided me a good platform where I could learn a lot related to my
HR subject. Learning in such a good and friendly environment is a sign of good
culture in LWMC that motivates the employees and Internees.
I conclude that there is no proper SOP’s (Standard Operating Procedure) for every
task. There is no proper implementation of the policies of the organization. Due to
political influence most of functions and operations are suffered.
Recommendations:
According to me there is a lot of improvement required for the smooth functioning of
operations in LWMC which are written below:
 Public education and awareness are very important for the change of attitude
and behavior of public. Regular awareness sessions should be conducted in
collaboration of communication department of LWMC.
 Change of mindset and social acceptance is necessary for active public
participation.
 The need of the hour is to revise the solid waste management law in Pakistan.
The responsibilities of citizens, enterprises and the government must be
clearly defined.
 Enforcement and Implementation of laws is very important.

 Use of green products must be made mandatory.
 People should be aware of municipal and industrial liquid effluents.
 Recycling of waste like plastic and glass jar should be promoted.
 If any worker is doing his/her duty well and help in achieving goals of
LWMC. She/he must be given incentives beside salary to encourage hard
work. If a worker is happy, he will be more focused to his work.
 Needs to be restructured.
 Moves towards Scientific disposal of waste
 To generate more revenue.
 Build capacity in employees.
 Provides medical facility to field workers.
 Properly maintain the record of Regular Employees.
 Provides training to the support staff.
 Provides equal employment opportunity.
References:
 http://www.lwmc.com.pk/
 https://www.scribd.com/
 https://www.export.gov/article?id=Pakistan-Waste-Management
 https://www.bioenergyconsult.com/solid-waste-management-in-pakistan/
 HR Manual of LWMC.
 Usman Nisar (Senior Manager HR, LWMC)
 Mis Zarnab Asif (Deputy Manager HR)
 Usman Waheed (Deputy Manager HR)

Report on LWMC.docx

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