An internship report on a Construction Company

I
INTERNSHIP REPORT ON MAIMAAR
CONSTRUCTION COMPANY
Osama Yousaf
BBA (Hons)
INSTITUTE OF MANAGEMENT STUDIES
UNIVERSITY OF PESHAWAR
Session: 2011-2015

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CONSTRUCTION COMPANY
Internship Report submitted To the Institute of Management Studies,
University of Peshawar, in partial Fulfillment of the Requirements
For the Degree of Bachelor of Business Administration (Hons)
February, 2016

III
INSTITUTE OF MANAGEMENT STUDIES
UNIVERSITY OF PESHAWAR
CONSTRUCTION COMPANY, PESHAWAR
Internal Supervisor:
Signature: _________________________
Name: ___________________________
Designation: ___________________________
External Supervisor:
Signature: _____________________________
Name: _____________________________
Designation: _____________________________
Dated: ___/___/2016

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Dedicated to:
My beloved Mother
&
Honorable teachers

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Contents
Chapter 1.................................................................................................1
1.1 Background:.............................................................................. 1
1.2 Purpose of Study:.......................................................................2
1.3 Scope of Work:..........................................................................2
1.4 Methodology of the Study:......................................................... 3
1.5 Scheme of report:.......................................................................4
Chapter 2.................................................................................................5
2.1 Construction Sector in Pakistan.................................................. 5
2.2 Introduction to the Organization................................................. 5
2.3 Pre-Construction Services........................................................... 6
2.4 General Construction Services.................................................... 7
2.5 Construction Management Services............................................ 7
2.6 Design/Build Services.................................................................7
2.7 Main Office ............................................................................... 8
2.8 Competitors .............................................................................. 8
Chapter 3.................................................................................................9
3.1 Organizational Structure ............................................................ 9
3.2 Human Resource Department: ................................................. 10
3.3 Compensation and Benefits:..................................................... 10
3.3.1 Compliance...................................................................... 10
3.4 Recruitment & SelectionProcess, Methodologies, & Sources: .... 11
3.4.1 Methods of collectingjob analysisinformation:.................. 11
3.4.2 Interviews:....................................................................... 11
3.4.3 Interview questions:......................................................... 12
3.4.4 Recruitment:.................................................................... 12
3.4.5 Recruitment Process:........................................................ 13
3.5 TYPES OF RECRUITMENT: ......................................................... 14
3.6 PERFORMANCE APPRAISAL SYSTEM:......................................... 16

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3.6.1 APPRAISAL METHODS ....................................................... 17
3.6.2 BEHAVIOR APPRAISAL....................................................... 17
3.6.3 PERFORMANCE STANDARDS: ............................................ 17
3.6.4 MANAGING CAREER & FAIR TREATEMENT ......................... 18
3.6.5 PAY PLANS & INCENTIVES.................................................. 18
3.7 Employee Compensation & Benefits ......................................... 18
3.7.1 Type of compensation & benefits...................................... 18
3.7.2 CompensationPlans for Employees:.................................. 19
3.7.3 EMPLOYEE BENEFIT & SERVICES: ....................................... 19
3.7.4 Other Benefits:................................................................. 20
3.7.5 Financial, Career, Job-placement, Grievances..................... 20
3.7.6 Employee safety & health contribution.............................. 20
3.7.7 Health problems & remedies............................................. 21
3.7.8 Other Precautionary Measures.......................................... 21
3.8 Employee Job Changes Policies:................................................ 22
3.9 Accounts Department:............................................................. 23
3.10 Quantity Survey Department:................................................... 24
Chapter 4............................................................................................... 25
4.1 HR Analysis:............................................................................. 25
4.1.1 Training and Development.................................................... 25
4.1.2 TWO SCENARIOS OF TRAINING.............................................. 25
4.1.3 TWO TYPES OF TRAINING...................................................... 26
4.2 Training program..................................................................... 27
4.3 Activities of the Human Resource Department .......................... 28
4.4 Critical analysis ........................................................................... 31
4.5 SWOT Analysis: ......................................................................... 32
Chapter 5............................................................................................... 37
5.1 Findings & Recommendations .................................................. 37
References:.............................................................................. 40

VII
EXECUTIVE SUMMARY
The construction industry plays a vital role in the economic
development and prosperity of the country. Also seen as an economic
growth driver especially in the third world countries which is unluckily
often overlooked in a country such as ours . This industry plays an
important role by reducing unemployment and developing the
aggregate economy by providing employment opportunities. Economic
efficiency is improved when the industry material resources and
human resources effectively in the development of housing,
infrastructure and their maintenance. Construction industry also
provides growth to other sectors through forward and backward
linkages which makes it very important to be nurtured for a healthy
economic growth.
Internee’s purpose of study was to be indulged and work in the
practical environment of the organization. How the activities take place
and are managed specifically relating to the human resource practices.
The aim was to increase in the internee’s practical knowledge make
analysis and then give recommendation in benefit of the organization.
Methods used for the collection of data during the internship period
were both primary and secondary sources. The main and biggest
source of information was from the personal observation and
discussion with different members of the organization.
Findings made by the internee through personal observation and
analysis about the organization includes increasing the reach to the
customers, how to motivate the employee’s, how to help the
employee’s in enhancing their abilities, how the communication can be

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further improved, to which level authority delegation should be
implemented, how to retain employees, how can the proper placement
of departments effect the overall performance and why should the
market be kept under constant surveillance in order to keep up with the
competition in the market.
The internee recommends different options to the organization which
will help it in different aspects. The recommendations are based on
based on personal experience, observation and analysis of internee
relating to irregularities and general mistakes that occasionally take
place in the organization. Recommendations are related to maximum
reach, motivation, abilities enhancement, communication
improvement, delegation or authority, retention, proper placement of
the departments and monitoring.

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Chapter 1
1.1 Background:
The construction industry plays an essential role in the socio economic
development of a country. The activities of the industry have great
significance to the achievement of national socio-economic
development goals of providing infrastructure, sanctuary and
employment. It includes hospitals, schools, townships, offices, houses
and other buildings; urban infrastructure (including water supply,
sewerage, drainage); highways, roads, ports, railways, airports; power
systems; irrigation and agriculture systems; telecommunications etc. It
deals with all economic activities directed to the creation, renovation,
repair or extension of fixed assets in the form of buildings, land
improvements of an engineering nature. Besides, the construction
industry generates substantial employment and provides a growth
impetus to other sectors through backward and forward linkages. It is,
essential therefore, that, this vital activity is nurtured for the healthy
growth of the economy.
The housing and construction sector in Pakistan plays an important
role in developing aggregate economy and reducing unemployment. It
provides substantial employment opportunities as it contributes
through a higher multiplier effect with a host of beneficial forward and
backward linkage in the economy. The sector through linkages affects
about 40 building material industries, support investment and growth
climate and helps reduce poverty by generating income opportunities
for poor household. It provides jobs to about 5.5 per cent of the total
employed labor force or to 2.43 million persons during 2003- 04.

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Though Construction activities and its output is an integral part of a
country’s national economy and industrial development. The
construction industry is often seen as a driver of economic growth
especially in developing countries. The industry can mobilize and
effectively utilize local human and material resources in the
development and maintenance of housing and infrastructure to promote
local employment and improve economic efficiency. Unfortunately the
construction sector is one of the most neglected sectors in Pakistan. It
is at low ebb, which can be judged from the fact that per capita
consumption of cement in Pakistan is one of the lowest among the
developing countries.
1.2 Purpose of Study:
The purpose of the study is to work in a real life situation and the
human resource practices, workings and the issues regarding it taking
place within the organization. It is aimed at the application of the
internee’s knowledge at the practical field analysis of the concerned
organization as well making recommendation so as to be beneficial for
internee and the organization as well. For this purpose the internee
chose Maimaar Construction Company, Peshawar.
1.3 Scope of Work:
The scope of work is confined to the organizations human resource
practices, along with all the limitations to collect relevant data,
practices and issues. Keeping in view the purpose of study covered
areas which include are employees strength, training and development,
their recruitment processes, appraisal methods and the amount of
compensation and benefits given to the employee.

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1.4 Methodologyof the Study:
The report is based on my two months internship program in MCC,
Peshawar. The methodology reported for collection of data was
primary as well as secondary data sources. The biggest source of
information was my personal observation while working with staff and
discussing with them about different tasks performed at hand. I was
keenly observing different employees while they were dealing with
others and then when they would report back to their respective
managers and team leaders.
Primary Data:
This data was collected through
 Personal Observation
 Unstructured Interviews
Secondary' Data:
Secondary data was collected through
 Sales Journals, employee manuals, and documents regarding
different departments
 Organization’s website
 Other reports

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1.5 Scheme of report:
Chapter 1: It includes introduction of the report that consists of
background of the study, purpose of study, scope of work,
methodology of research and scheme of report.
Chapter 2: It includes the background and history of Maimaar
Construction Company (MCC).
Chapter 3: It includes the introduction of the MCC, different HR
practices by the organization recruitment & selection, HR functions,
org structure, training and development and their details, and
everything related to the human resource department of MCC.
Chapter 4: It includes the HR analysis, Critical Analysis and SWOT
analysis of the overall functions of Maimaar Construction Company.
Chapter 5: It includes the findings of the report and some
recommendations for the organization.

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Chapter 2
2.1 ConstructionSectorin Pakistan
The construction industry is an important sector of the economy and
has multiple backward and forward linkages with other sectors. The
industry contributes significantly to socio-economic development and
employment and there is a consensus on certain common issues that
plague the construction industry in developing countries.
Pakistan is a developing country that is currently enjoying relatively
strong growth in construction activities. Today, construction is the
second largest sector in Pakistan’s economy after agriculture. Roughly
30-35% of employment is directly or indirectly affiliated with the
construction sector. As such, the construction sectorin Pakistan has
played an important role in providing jobs and facilitating revival of
the economy.
2.2 Introduction to the Organization
Maimaar Construction Co. offers a full range of pre-construction and
construction services. The project teams maintain a strong foundation
of trust and mutual respect generated through positive relationships
with clients, architects, engineers, subcontractors and suppliers. A
company-wide policy encouraging shared performance responsibility
ensures the highest degree of professional service and results on all
projects undertake. Maimaar Construction co. was established in 2003
with its office in Peshawar. Maimaar Construction co. was a brainchild

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of 2 engineers. Engineer Ibad Ali as Managing director and Engineer
Suleman Ahmad as Projects Director. Maimaar Construction co. is
registered AOP and holds license of C-3 category with Pakistan
Engineering Council, and has A class registration with Army Housing
Directorate GHQ Rawalpindi. We keep an expert eye on time, cost and
quality of projects.
2.3 Pre-ConstructionServices
Through clarification of and commitment to project team goals,
Maimaar Construction provides the project owner and architect with
control of the project's schedule, budget and quality. This is
accomplished with studies, Expert advice in construction means and
methods and confirmation of the Maimaar project team's
understanding of these goals with mock-ups, samples and
investigations of existing product installations.
Maimaar Construction Co. believes the identification of team goals to
be one of pre-construction's primary objectives. A draft schedule
incorporating these goals with the anticipated construction activities
and entitlement process displays logic relationships and anticipates
potential team goal conflicts. The pre-construction schedule serves as
the road map for design development decisions pertaining to project
scope, budget and procurement.

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2.4 GeneralConstructionServices
Maimaar Construction Co. provides in-depth management and
supervision of all of its projects with hands-on involvement by the
companies’ principals and project supervisors from start to finish.
Maimaar Construction Co. process encompasses an information system
for the project to coordinate the owner's and architect's goals. This
comprehensive system includes numerous components ranging from
scheduling, cost control, and billing to job meetings, procurement, job
close-out and warranty management.
2.5 ConstructionManagementServices
At Maimaar Construction Co., construction management services
provide assurance to the owner of a well-run, problem-free job site.
The team of experienced construction professionals provides cost
control, scheduling coordination, quality control and timely execution
of plans throughout the project. The owner's interest is represented
throughout the project, from start to finish, ensuring schedule
compliance, coordinating proper document control and optimizing the
owner's investment in the project.
2.6 Design/BuildServices
Design/build project success is accomplished by applying a
comprehensive project team management delivery system. Maimaar
Construction Co. team's experience covers a broad range of

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professional services, from consulting and feasibility studies, to the
complete design, engineering and construction expertise to fully
implement a project. The planners, designers, engineers and builders
work in concert throughout the entire project towards the common goal
of providing a quality product at a competitive price.
2.7 Main Office
Tel: 92-91-5844315
Email: info@maimaarconstruction.com
Address: Opposite Honda North Jamrud Road, Peshawar
2.8 Competitors
 Rockwell Group
 Ahansaz Contractor (Pvt) Limited
 Habib Construction Services
 Izhar Construction
 Taloo Builders & Developers
 Paragon Construction (Pvt) Limited
 Habib Rafiq (Pvt) Limited
 AMCE (Pvt) Limited
 Waquat Builders & Developers
 MIDJAC Construction (Pvt) Limited
 Siemens Pakistan Engineering Company

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Chapter 3
3.1 OrganizationalStructure
Managing
Director
Admin Finance
Accounts Deptt
Computer
Operator
Head Office
Deptt
Office Assistant
Project Director
Logistics/
Purchase
Manager
Project
Accountant
Material in
Charge
Project
Manager
Site Engineer
Labor
Supervisor
Site Admin Store keeper Safety
Supervisor
HR Deptt Quantity
Surveyor Deptt
Mr. Ibad
Mr. Ayaz
Mr. Ahmad
Mr. Suleman
Mr. Gohar
Mr. Fayaz
Mr. Naseem
Mr. AkbarMr. Amanat
Mr. BabarMr. Bakhtyar
Mr. HaroonMr. WaqarMr. Ali

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3.2 Human ResourceDepartment:
The human resources department of at Maimaar Construction
Company is responsible for hiring employees, maintaining employee
well-being and dismissing employees when necessary. The human
resources department handles many tasks related directly to
employment issues, such as payroll, insurance, benefits and taxes, and
it is responsible for staying up-to-date on legal issues affecting
employment. The primary responsibility of the human resources
department is to keep the company staffed appropriately at all times.
This includes employee recruitment, selection and retention. Human
resources managers strive to recruit quality employees select the best
for the available positions and then develop policies that retain great
workers. Retention policies include providing adequate compensation,
training programs and competitive benefits packages. When an
employee leaves, the human resources department conducts exit
interviews to assess the employee's reasons for leaving in order to
create better retention policies.
3.3 Compensationand Benefits:
3.3.1 Compliance
Compliance with labor and employment laws is a critical HR function.
Noncompliance can result in workplace complaints based on unfair
employment practices, unsafe working conditions and general
dissatisfaction with working conditions that can affect productivity and
ultimately, profitability. HR staff must be aware of federal and state
employment laws such as Title VII of the Civil Rights Act, the Fair

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Labor Standards Act, the National Labor Relations Act and many other
rules and regulations.
3.4 Recruitment & Selection Process, Methodologies,
& Sources:
3.4.1 Methods of collecting job analysis information:
There are two methods of collecting Job Analysis Information:-
 Interviews
 Observation
3.4.2 Interviews:
“A procedure designed to obtain information from a person through
oral responses to oral inquiries”
Who Conducts Interview?
“Interviews are taken by the branch HR head responsible for
recruitment and selection”
Types of Interviews Taken:
• Structured interview only
• Structured Sequential Interviews
• Panel Interview

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Criteria for Selecting Candidates:
Following is the criteria for selecting candidates are based on:
 Communication Skills
 Present Personality
 Educational Background (etc.)
 Skills And Competency
3.4.3 Interview questions:
 Why Should I Hire You?
 Why Do You Want To Work For Us?
 What’s Your Great Strength?
 What’s Your Great Weakness?
 How Much Salary Do You Expected From Us?
3.4.4 Recruitment:
“The development of a pool of applicants for jobs in the organization”
Sources of Job Recruitment's:
Following are the some sources of Job Recruitment:
 By Universities
 By Website
 By Newspapers

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3.4.5 Recruitment Process:
Following are the recruitment processes:
1.) Assess need (strategic planning and tactical planning)
2.) Create a pool of candidates:
3.) Screen out candidates:
4.) Make selection
5.) Evaluate recruitment process:
1.) Assess need(strategic planning and tactical planning)
There is no fixed quota of number of employees to be recruited, it
depends on need and the strategic (organizational) and tactical
requirements or by the number of incoming projects.
2.) Create a pool of candidates:
The prospect candidates are attracted through advertisement in the
newspapers; walk in or through PR contacts.
3.) Screen out candidates:
Through interviews and tests they screen out the less attractive
candidates.

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4.) Make selection:
After further interviews and other processes the final candidate is
selected. Questions in an interview are made by doing proper job
analysis of the job. That includes identifying the job duties and
requirements.
5.) Evaluate recruitment process:
Evaluate effectiveness of recruitment by comparing the results to
expected results.
3.5 TYPES OF RECRUITMENT:
Internal sources
Transfers
The employees are transferred from one department to another
according to their efficiency and experience.
Promotions
The employees are promoted from one department to another with
more benefits and greater responsibility based on efficiency and
experience.

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Upgrading and Demotion of present employees are done according
to their performance.
Retired and Retrenched employees may also be recruited once again
in case of shortage of qualified personnel or increase in load of
work.
Deceased employees and Disabled employees are also done by many
companies so that the members of the family do not become
dependent on the mercy of others.
External sources
Press Advertisement
Advertisements of the vacancy in newspapers and journals are a widely
used source of recruitment. The main advantage of this method is that
it has a wide reach.
Placement Agencies
Several private consultancy firms perform recruitment functions on
behalf of client companies by charging a fee.
These agencies are particularly suitable for recruitment of executives
and specialists. It is also known as RPO (Recruitment Process
Outsourcing)

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Educational-Institutes
Various management institutes are a good source of recruiting well
qualified executives. They provide facilities for campus interviews and
placements. This source is known as Campus Recruitment.
Employment-Exchanges
Government establishes public employment exchanges throughout the
country. These exchanges provide job information to job seekers and
help employers in identifying suitable candidates.
Unskilled workers
May be recruited at the factory gate these may be employed whenever
a permanent worker is absent. More efficient among these may be
recruited to fill permanent vacancies
3.6 PERFORMANCEAPPRAISAL SYSTEM:
“Evaluating an employee’s current and/or past performance relative to
his or her performance standards”
“Performance appraisal helps us in estimating employee’s current
performance, setting work standards and then providing feedback to
employees with the aim of eliminating performance deficiencies”.

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3.6.1 APPRAISAL METHODS
The Appraisal Methods are
1. Self Appraisal Method
 Rating
 Evaluation
1. Problems During Appraisal
· Unfair Assessment (Bias)
3.6.2 BEHAVIOR APPRAISAL
In this service oriented industry behavior is as important as
performance on job. To manage behaviors and appraise company has
devised a managing behavior system to evaluate their core values.
Each employee in such a system is rated against the behavior
performance achieved, against the required benchmark applicable,
depending on the Job Grade.
3.6.3 PERFORMANCE STANDARDS:
Following Performance Standards that are laid down are:
1-Demonstrates Commitment
2-Aligns Activities
3-Promotes Long Term Objectives

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3.6.4 MANAGING CAREER & FAIR TREATEMENT
At MCC Managing Career & Fair Treatment is based on:
 Promotion Decision
 How To Handle Transfer
 Communication At MCC
 Manage Dismissals
3.6.5 PAY PLANS & INCENTIVES
Pay Plans:
Pay plans are establish on the basis of job ratings. All jobs are ranked
from top to bottom, on the bases of compensable factor. Employee
with higher rank gets highest pay and incentives.
3.7 Employee Compensation& Benefits
3.7.1 Type of compensation & benefits
Companies regularly provide benefits, facilities, and incentives to their
employees and workers to motivate them. The management is well
aware of the impact of the incentives to workers and other staff
members. Keeping the importance of incentive system, management
offers following benefits to its workers.

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3.7.2 Compensation Plans for Employees:
Compensation plan for employees includes:
 Basic Salary
 Bonuses
 Medical Facilities
 Allowances
Incentive Plans:
Incentive are provided to
 Managers and Executives
 Middle and Lower Level Employees
3.7.3 EMPLOYEE BENEFIT & SERVICES:
The employee benefits & services provided are
 Health & Life Insurance
 Paid Annual Vacations, Leaves, Holidays
 Health Insurance Of Parents
 Pension & Provident Fund
 Discount On Company Products
 Annual Bonuses
 Educational Plans

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 Social Events
 Customized Services
 Creative, Learning & Healthy Environment
 Highly Qualified, Experienced & Committed Staff
 Profit & Gain Sharing Plans
3.7.4 Other Benefits:
Other benefits provided to its employees are
 Introduction Of MENTORS
 Job Rotation Facility
 Refreshment Packages
 Traveling & Stay Allowances
3.7.5 Financial, Career, Job-placement, Grievances
 Lunch & Learn Program
 Employee Transportation
 Educational & Training Subsidies
 No-subsidized Child & Elder Care
3.7.6 Employee safety & health contribution
 Strict About Occupational Safety Laws
 Routine Safety Audits
 Inspection & Citations By Head Branch

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 Managing Proper Responsibilities & Rights Of Both Employer
& Employee
3.7.7 Health problems & remedies
Following are the steps that taken to solve the health problems in the
organization and make possible remedial changes
 Smoke Free Environment
 Role Of Mentors
 Job-stress , Burn-out , Health Conditions
 Vaccinations & Health Treatments
3.7.8 Other Precautionary Measures
Other precautionary measures taken for the safety of employees are
1. Personalized Attention To Employees
2. Angry Employees Management
3. Temporary Stop The Working
4. Counseling
5. Real Root Problem
6. Use Of Personal Skills
7. Professional Attitude Adopted
8. Future Avoidance

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3.8 Employee Job Changes Policies:
1. Promotion
It is a good tool to reward and motivate employees. Employees who
perform well within organization they are rewarded with promoting.
2. Transfer
Organization has the right to transfer its employees.
3. Demotion
If employee is not performing well company can demote him.
Separation:
1. Layoff
Layoff is the temporary suspension or permanent termination of an
employee if he is not working well in case of over staffing.
2. Termination
Termination of employee is the end of an employee's duration with an
employer. Depending on the case, the decision may be made by the
employee, the employer, or mutually agreed upon by both.

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3. Resignation
A resignation is the formal act of giving up or quitting one's office or
position. The employee as per requirement has to hand over a letter 30
days before he wants to resign so that his place can be replaced by the
management.
4. Retirement
Retirement is the point where a person stops employment completely.
At the age of 60 employees have the benefits of provident fund and
gratuity after retirement but no such retirement plan policy has yet
been devised at the Maimaar Constructions.
3.9 Accounts Department:
An accounting department at Maimmar Construction provides
accounting services and financial support to the organization. The
department records accounts payable and receivable, inventory,
payroll, fixed assets and all other financial elements. The department's
accountants review the records of each department to determine the
company's financial position and any changes required to run the
organization cost effectively.

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3.10 Quantity Survey Department:
The quantity surveyor department at Maimmar Constructions manages
all costs relating to building and civil engineering projects, from the
initial calculations to the final figures. Surveyors seek to minimize the
costs of a project and enhance value for money, while still achieving
the required standards and quality. Many of these are specified by
statutory building regulations, which the surveyor needs to understand
and adhere to.
The department can be working in an office or on site at any given
time. They are involved in a project from the start, preparing estimates
and costs of the work.
When the project is in progress, quantity surveyors keep track of any
variations to the contract that may affect costs and create reports to
show profitability. Their Main roles also include:
• managing the finances for any kind of construction project
• working to keep the project on time
• working to keep the project within the budget
•making sure that construction costs and production are managed as
efficiently as possible
• resolving disputes between contracting parties
• allocating work to subcontractors
• On-going cost analysis of maintenance and repair work

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Chapter 4
4.1 HR Analysis:
4.1.1 Training and Development
Training
“The process of teaching new employee the basic skills they need to
perform their jobs.”
Basic Steps in Training:
Following are the basic steps in training employees:
• Need Analysis
• Instructional Design
• Validation
• Implementation
• Evaluation and follow up
4.1.2 TWO SCENARIOS OF TRAINING
Training Calendar:
Head office devises a calendar according to which they train their
employees.

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NeedBasis:
When the Branch Manager realizes that a specific department lacks in
some skill or need further improvements.
4.1.3 TWO TYPES OF TRAINING
On The Job Training:
“Training a person to learn a job while working on it”
Off The Job Training:
“Training an employee to learn a job while providing him a class room
environment”
ON THE JOB TRAINING
“On The Job Training” is done by
 Making teams of new employees with a few old specialized
Employees.
 Contribution to overall productivity.
 Lower cost
 Lower Time
OFF THE JOB TRAINING
Off the Job Training is done by

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 In-house training ,done at least once a year
 Employees are tested after the completion of the course
 Specialist trainers are hired
 Provide a proper learning environment to the employees
 Professional faculty is hired
 Increases employee loyalty
 Labor productivity is zero
 Cost is high
 Time is consumed
4.2 Training program
Detailed description of the operations/activities of the department
worked at:
The Human Resource Department deals with management of people
within the organization. There are a number of responsibilities that
come with this title. First of all, the Department is responsible for
hiring members of staff; this will involve attracting employees,
keeping them in their positions and ensuring that they perform to
expectation. Besides, the Human Resource Department also clarifies
and sets day to day goals for the organization. It is responsible for

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organization of people in the entire Company and plans for future
ventures and objectives involving people in the Company.
4.3 Activities of the Human Resource Department
Recruitment of employees
This is one of the most fundamental roles of the HR department. This
is because this function ensures that the Company under consideration
selects the most skillful and competent person from a sea of applicants
at that time. This function involves evaluation of ability and
competency of potential employees in relation to what the Company
needs. This role falls under the Staffing role of management. If this
function is performed well, then the organization will increase value
consequently being on the right pathway to achieve its organizational
and departmental goals and objectives.
Improvement of compensation packages
One of the major functions of the HR department is to motivate
employees. This can be done through rewards especially for those who
have done well. The HR department needs to evaluate performance of
employees and those who have exceeded expectations should be
compensated for their actions. Research has shown that rewarding
employees for good performance is the number one incentive for
keeping up this trend. These compensation packages can come in the
following ways;
 Holiday offers
 End of year bonuses

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 Awards
 Salary increments
 Provision of flexible working hours
 Straight forward promotion schemes and career developments
If the HR department includes these incentives, then it will ensure that
employees are satisfied with the Company. It will also contribute
towards good staff retention rates. This is especially crucial in
increasing stability within the organization. It also makes employees
identify with the firm and instills a sense of loyalty.
Planning in the organization
The Human Resource Department is placed with the responsibility of
ensuring that it plans adequately for all the organization’s future
engagements that will involve people. One important aspect of this is
planning for employees in the organization. It is important that the
organization ensures that all the employees under its wing are just
enough to increase value to the organization. The HR department is
also bestowed with the responsibility of planning future organizational
goal in relation to people or clarifying these same goals to staff
members.
Training and internships
It is not necessarily a guarantee that a candidate who did well in the
recruitment exercise is the best in performing an organization’s
functions. New employees need orientation into the Company’s
functions and can also improve some inefficiency that these new
employees may have in relation to their skills. This is the purpose of

30
placing them on internships. Training is also essential for members of
staff who have been working for the organization for a long time. This
is especially so in the wake of technological advancements, legal
changes and changes in service delivery. It is important for an
Organization to keep up with industry trends otherwise it faces the
danger of becoming obsolete; especially in the background of
increasing competition.
Making better use of time
The Human Resource is conferred with the responsibility of ensuring
that all members of staff perform to their best ability. It could improve
this area by facilitating better use of time in all departments within the
organization. Time is one of the most crucial yet intangible assets of
the Company. The proper use of this resource could maximize
production and achievement of organizational goals.
Improving organizational culture
The Human Resource Department can try to improve organizational
culture by finding out what makes ups or what the company’s culture
is like. HR should also be very intense on the organizational needs.
Here, HR should realize that personal fulfillment works better and
therefore should try to ensure that the change is relevant to every staff
member. In this stage, HR should try to explain to all staff members or
stakeholder the advantage of transforming the culture in the
organization. This should be made clear so that all can see the
advantages at the individual level and not simply at the organizational
level. Then HR should try to eliminate all inhibitions in staff member’s
minds. It is possible that some may claim that they tried one or two

31
strategies before and it did not succeed. This are what are called ‘cries
of despair’ and HR should try its best to explain to staff members the
need of changing the culture of the organization.
4.4 Critical analysis
Critical analysis of HR department
Placement:
HR department is not given proper place within the organization i.e. it
is only existent on the papers and not physically allotted space within
the organisation.
Negligence:
Training & development programmes are not appropriate because of
any proper attention given to it by the management or the lack of
funds.
Favoritism:
There is favoritism practiced in the department by the senior
individuals.
Internal Politics:
Politics are involved in management team which is an effect also
because of the favouritism involved.
Insufficient Staff:
Staff is not sufficient to carry out the proper functions and deploy the
strategies that would benefit the organisation.

32
Non-serious Management:
HR department is not properly developed because of overlooking of its
importance and role in the senior management.
Work load:
Working hours are mostly longer due to lack of employees and
overburden of work.
Inefficient Reward System:
Reward system is not appropriate or followed thoroughly as mentioned
by the organisation which causes frustration among the employees.
4.5 SWOT Analysis:
SWOT Analysis is a popular technique used to analyze some
company’s present business situation. It provides us with an overview
of company’s major strengths and its critical weaknesses. The external
opportunities and threats that the company faces in the external
environment are also highlighted in this approach. The SWOT
Analysis has two basic components. These components are due to:
Strengths
 Location

33
Location is right in the middle of university road which makes
them very approachable and in sight for the potential
customers.
 Human resources
The base to the success of the organizations service which are
their best asset and can be found in abundance.
 Quality
No compromise on the quality since the organizations existence
that is why it achieved category 3 in such a short period.
 Employees
A family like bond and trust present among all the employees
resulting in little to no turnover.
 Price
Best price is offered to all customers in the market that is why
the organization is constantly contracted by the military
regularly due to their budget restrictions.
Weaknesses
 Written Communication

34
Managing director is updated mostly by the word of mouth or
through text messages by the employees present at the working
site.
 Centralization Of Power
Decision making power and authority only exists with the
managing director.
 Unsatisfaction In Management
Unsatisfaction in the management exists due to incentives not
properly given or on time, working overtime and favoritism in
the organization.
 Wastage Of Resources
If the daily records and paper material are converted into digital
it would save the organization immense amount of resources.
 HR Department
HR department is not properly given time, managed or allotted
space due to negligence of management.
 IT System
Almost all work is not computerized and on papers resulting in
loss of time, effort and resources.

35
Opportunities
 PR Influence
Personal and Public relations both can be used to the advantage
of the organization.
 More Marketing
More marketing can be done weather free though the internet or
paid such as news ads or billboards to grab the attention of
potential customers or while hiring new employees.
 Apply Newspaper Ads
The better and feasible approach to getting the word out of any
sort that the organization wants to grab people’s interest since a
lot of people still read the newspaper in the local area
 Walk-In Customer
Potential future clients when the customer himself walks into
the organization.
 Connected With Architects
Relations are good with the architects and consistent which in
turn is a possible future customer and can be a possible word of
mouth for the organization.

36
Threats
 Terrorism
Under developed areas or remote areas have little to no security
and are always under the possibility of an attack where progress
of development takes place.
 Severe Market Changes
Changes within the market can pose a threat to the
organization, such as a new market entrant who significantly
alters the product/service offering. There may also be
unexpected changes in consumer behavior that can significantly
impact revenue.
 Globalization
Any setback or crash in the international stock market can also
directly affect the financial flow.
 Growing Prices Of Raw Material
Quality work and on budget is what all customers want but due
to instability in the national currency and inflation, prices can
go up while the deal has already been made or in progress at a
cheaper rate & may cause potential setbacks.
 Material Supplier

37
The organization should try to avoid being dependent on one
supplier and keep in touch with multiple suppliers to avoid the
negative influence that they may try to cause.
Chapter 5
5.1 Findings & Recommendations
Findings
1. Maximum Reach:
How can they expand business and reach more customers?
2. Motivation:
Way to increase employee motivation?
3. Enhancing Abilities:
How will the employee improve their skill and knowledge?
4. Improving Communication:
In order to keep track of information being exchanged what steps
should be taken?
5. Delegating Authority:
How will executives make sure processes are carried out properly at
every level?
6. Retention:

38
How to retain experienced employees?
7. Proper Placement:
How to increase performance and effectiveness of HR department?
8. Monitoring:
How should the organisation keep up with their competition?
Recommendations
1. Maximum Reach:
They need to establish their offices in other cities to expand their
operations and maximize their reach also to monitor on-going
operations from the office that would be nearest to the city and to reach
more potential customers.
2. Motivation:
There is not much motivation or enthusiasm therefore eemployee’s
incentives should be increased in order to maximize their satisfaction
and retention which will also in turn increase their performance.
3. Enhancing Abilities:
Need to improve the Training of employees so they can develop and
enhance their knowledge and abilities in turn it would profit the
organisation also.

39
.
4. Improving Communication:
Need to improve communication within the organization from top
level to bottom level and vice versa, making it more formal through the
e-mail in order to keep track of the information being exchanged.
5. Delegating Authority:
Decision making should not be centralized; lower level management
should also be involved in the activity which will save the organization
time, avoiding miscommunication and executing jobs effectively.
6. Retention:
If they need to retain trained and experienced people that can be
done by offering attractive salary and bonus packages.
7. Proper Placement:
HR department should be fully established and placed properly within
the organization since almost all the activities are performed by the
human resource and the organizations existence relies on it.
8. Monitoring:
They should continuously monitor severe market changes and try to
cope with them such as market rate fluctuation locally and globally,
customer behavior change, globalization etc.

40
References:
http://www.maimaarconstruction.com/
www.Wikipedia.com
Others
Finance Manager: Mr Ayaz
Head Engineer: Mr Ibad
Supply Chain Manager: Mr. Gohar
Technical Staff: Mr. Amanat

An internship report on a Construction Company

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