ACKNOWLEDGEMENT

In the Name of ALLAH, Most GRACIOUS and the Most MERCIFUL. Thanks to ALMIGHT ALLAH who gave us an opportunity to enhance our knowledge and skills to complete our task in limited time duration. We are Thankful to our Respected Teacher he gave us an opportunity to go and visit grasp the practical knowledge. We are Guidance and advise that he gave us during S!". Am#ad M!nhas that the organization and to also Thankful for the our project.

We are also Thankful to the Director General Manager inance !DGM"#$ M". MUHAMMAD SALEEM that he gave us a chance to enter his Dynamic %rganization and special Thanks to the $%n!o" E&e'%t!(e Cha%dha") Na*!+ Ahmed and ass!stant mana,e" M%hammad Ta))a* Khan that he provided us with all the information that we re&uired for our project.

DEDICATION
W!th o%" s!n'e"e de(ot!on -e ded!'ate th!s ."o#e't to o%" .a"ents fo" *esto-!n, %nend!n, ,ood -!shes and ,%!d!n, %s !n the .%"s%!t of *oth M%ndane and /no-+ed,e and to o%" +o(ed.

Ta*+e of Contents

INTRODUCTION TO ORGANI0ATION

E&e'%t!(e S%mma")
Hea() Me'han!'a+ Com.+e& 12"!(ate3 L!m!ted is a leading engineering goods manufacturing enterprise in 'akistan located at Ta(ila a)out *+ ,ilometers north of capital -slama)ad. -t is a professionally managed progressive organization with over 456 ,666 s&. meters covered

facilities and 4466 employees. .M/ have a separate /%0%12 for their employee which is e&uipped with all the )asic facilities. H!sto") .eavy Mechanical /omple( was founded in 3454 with the colla)oration of /.-1# and it was a huge project which was gifted to

the people of 'akistan )y the /.-1#. -t is playing a main role in the Development of the country. 7ALUE .M/ have the resources to handle large projects with demanding delivery schedules. 6eing the largest and most e(tensive fa)rication and machining facility e&uipped with state of the art technology .M/ provide manufacturing services )oth on our own or customers design. .M/ have gained rich e(perience in designing and manufacturing of large projects through colla)oration with internationally reputed engineering organizations. #ll its processing facilities are in7house including Designing" a)rication" Machining" -ron and 8teel /astings" orgings" .eat Treatment" #ssem)ly" 8and 6lasting" 'ainting and Galvanizing etc. HMC is ISO 8664 certified the manufacturing is )acked )y e(cellent &uality control and testing facilities to meet the product and customer &uality re&uirements.

PRODUCTS /ement 'lants 8ugar 'lants /hemical 9 'etro7/hemical 'lants 'ower 'lants %verhead Traveling /ranes Road /onstruction Machinery Railway :&uipment 8crew ;acks

WORK SHO2S
Design 8hop a)rication 8hop Machining 8hop 8teel oundry 8hop -ron oundry 8hop .ydraulic 'ress 8hop Die orge 8hop <uality /ontrol 8hop

ORGANI0ATION CHART
MANAGING DIRECTOR

Foundry & Forge Works

DMD (SED-2)

Purchase D M

!M (SED-")

D M S&M-P

!M #ead O$era%&on Pro(ec% Produc%&on Manage)en% P'ann&ng D&*&s&onCon%ro'

Mechan&ca' Works

Sa'es & Marke%&ng rou$ Produc% !M Des&gn #u)an Resource De$ar%)en F&nance & +ua'&%y ,ccoun%s ,ssurance De$ar%)en

DE2ARTMENTS
#ccounts Department inance Department 6ill 8ection 'ay Roll 8ection /redit /ontrol 8ection 'urchase Department 8ales Department ''/" <uality #ssurance Department

HUMAN RESOURCE DE2ARTMENT

.uman Resource Department is considered as a key Department in any %rganization )ecause all the departments have to keep interaction with this very department. 6ut =nfortunately history of .uman Resource Department is not very good in our country '#,-8T#1" the scope of .uman Resource Department is developing in different organizations )ut it will take at least one or two decades for the awareness of -mportance of .uman Resource Department. -n .M/ there was an #DM-1 Department which was handling all the functions of the organization )ut now there is a .uman Resource Department in .M/ and all the affairs related to Recruitment and 8election is taken )y .uman Resource Department. rankly 8peaking we can say that they had change the name of there #DM-1 Dept into .uman Resource Department.

H!e"a"'h) of H%man Reso%"'e De.a"tment !n HMC

#ead #u)an Resource De$ar%)en%

-ndus%r&a' Re'a%&on

Persona'

.&%&ga%&on & We'/are

Es%a%e

,d)&n & Ser*&ces

Ind%st"!a+ Re+at!on De.a"tment

#s we have seen in the .ierarchy of .uman Resource Department in .M/ -ndustrial Relation is the 8u) department of .uman Resource. -ndustrial Relation 6asically deals with the affairs of 0a)ors and Workers. Recruitment" Training" 8election" Development" ;o) Rotation and all other functions of .uman Resource related to 0a)or are deal in -ndustrial Relation Department. -ndustrial Relation follows the IRO 9669 1Ind%st"!a+ Re+at!on O"d!nan'e 96693 and affairs of workers are deal under Ind%st"!a+ and Comme"'!a+ Em.+o)ment O"d!nan'e 485:.

2e"sona+ De.a"tment
'ersonal department is the second important department in .M/. 'ersonal department deals with the affairs of %fficers and Top Management. -t is the responsi)ility of 'ersonal Department to 'repare #/R of the employees at the end of year. -n short all the .uman Resource #ctivities related to %fficers are deal under the =M6R:00# of 'ersonal.

L!t!,at!on and We+fa"e De.a"tment

.M/ )asically follows the actory #ct 34*>" and all the matters related to 0aw are deal under the 0itigation. -f some e(ternal party 8ue the organization then it is the responsi)ility of 0itigation section to solve the issue according to 0aw. #ll the welfare issues are also deal under this department. Transport" :ducation of :mployees /hildren and Medical acilities to :mployees are Deal under Welfare 8ection.

Estate De.a"tment
.M/ is having its /olony for its employees and there are more than ?+@ employees who are living in the /olony.

:state department duty is to deal with all the affairs related to /olony. Main duties of :state Department areA #llotment of <uarters Maintenance 8treet 0ights 8ecurity 8upply of :lectricity" Gas 9 Water

#part from these duties it is also the duty of estate department to keep check and )alance of -nventory and assets of the factory.

Adm!n ; Gene"a+ Se"(!'es De.a"tment

#ll the -ssues which are related to #dministration of the .M/ are deal under the #dmin 9 General 8ervices 8ection.

FUNCTIONS OF HUMAN RESOURCE

ollowing are the main unctions of .uman Resource Department in .eavy Mechanical /omple( and now we will discuss these functions in detail.

HUMAN RESOURCE 2LANNING

Int"od%'t!on
.uman Resource 'lanning is the first unction of .uman Resource Department. 6asically .uman resource planning is a process of determining an organizationBs human resource needs. Whenever an organization is in the process of determining its human resource needs" it is engaged in a process we can call human resource planning.

H%man Reso%"'e 2+ann!n, !n HMC

:very %rganization has to fulfill its needs of .uman Resource in order to perform its functions in a smooth way. .M/ is also involved in the process of .uman Resource 'lanning. When ever there is need arises of .uman Resource in any workshop

then the shop -n7charge sends a memo to the -ndustrial Relation Department which deals with the affairs of workers. -ndustrial Relation first of all tries to search for some H!dden Em.+o)ment so that they can rotate the Worker to the desired work shop. -f there is no hidden employment then they send a memo to the Managing Director for the approval of the further process of Recruiting new employees. When the approval is received )y the Managing Director then the further process of giving #ds in the news paper and jo) analysis starts. 8imilarly if there is a need to hire some :ngineer or Manager the same procedure is followed )ut the process of managerial level post is entertained in the 'ersonal Department.

HUMAN RESOURCE $O< ANAL SIS

Int"od%'t!on
The procedure for determining the duties and skill re&uirements of a jo) and the kind of person who should )e hired for it. ;o) #nalysis is done with the current employees who are performing there duties and the main purpose of jo) analysis is to determine jo)Bs duties" responsi)ilities and accounta)ilities . This process includes the identification of the task performed" Machines and :&uipments used in operational activities etc.

Use of $o* Ana+)s!s Info"mat!on

;o) #nalysis information is used inA

$o* Des'"!.t!on
# list of a jo)Bs duties" responsi)ilities" reporting relationships" working conditions" and supervisory responsi)ilitiesCone product of a jo) analysis. ;o) Description is )asically a part of jo) analysis in which we descri)e the nature of jo)" working conditions" responsi)ilities 9 duties etc.

$o* S.e'!f!'at!on

# list of a jo)Bs Dhuman re&uirements"E that is" the re&uisite education" skills" personality" and so onCanother product of a jo) analysis. -n ;o) 8pecification we look for the human re&uirement for the specified jo). We look for the :ducation" ,nowledge" <ualification and skills re&uired for the jo). #part from ;o) description and ;o) 8pecification ;o) #nalysis information is also help full in determiningA Recruitment and 8election 'erformance #ppraisal ;o) :valuation Training

$o* Ana+)s!s !n Hea() Me'han!'a+ Com.+e&

-n .M/ irst of all the .uman Resource Managers descri)e the jo) description and jo) specification. The company asses the role of position and then determines whether this position is occupied only )y a person who is e(perienced or person without e(perience can easily and immediately adjust himself in such a position and then company decides what type of &ualification person holds who can handle with the pro)lems arise with in that situation.

-n simple we can say that the company has some e(pectations regarding the position and company formulate their jo) description and jo) specification on the )asis of their e(pectation that the person who shall occupy this position must possess such kind of skills e(perience and &ualification. 6ut these e(pectations are esta)lished after analyzing the posts.

RECRUITMENT
INTRODUCTION
There is a need of skilled and &ualified workers in any organization in order to differentiate themselves from their competitors. 8o" an effective recruitment process is necessary for every organization. Recruitment refers to the process of creating pool of applicants. Recruiting is the process of discovering potential candidates for actual or anticipated organized vacancies. 6asically two types of recruitment process are followed )y different organizationF -nternal Recruitment :(ternal Recruitment

Inte"na+ Re'"%!tment
Recruitment that is done within the organization either in form of promotion" jo) rotation etc. Different Methods of internal recruitment are as followsA Referrals 1otice )oards /ollege hiringBs !apprenticeship$ ;o) fairs etcG.

E&te"na+ Re'"%!tment
:(ternal Recruitment refers to the recruitment of new employees from out 8ide the organization. Different methods of e(ternal recruitment are as followsA

1ewspaper Magazine Radio -nternet 8ign)oards Television etc G

Re'"%!tment 2"o'ess !n Hea() Me'han!'a+ Com.+e&

/ompany has designed the Recruitment 'olicy as followsA #ge of worker should )e 3? or more years at the time of recruitment. .e should have 1.-./. 'hysical health should )e proper as regarded to the nature of work.

So%"'e of Re'"%!tment !n Hea() Me'han!'a+ Com.+e&

Main sources of recruitment in .M/ are asA Walk in interviews Direct hiring 1otice )oards 1ewspapers -nternet /ollege hiring !#pprenticeship$

SELECTION
Int"od%'t!on
%rganizational performance always depends in part on su)ordinates having the right skills and attri)utes. 8o an effective selection process can enhance the working efficiency of any organization. .R selection is the process of choosing &ualified -ndividuals who are availa)le to fill positions in an %rganization.

Se+e't!on ."o'ess !n Hea() Me'han!'a+ Com.+e&

.M/ has its own selection process. There is a selection committee who scrutinize the applications on the )ases of their criteria.

# criterion for education is as followsA Ed%'at!on Metric -ntermediate Graduation -nterview We!ta,e 1>3 J+ J+ I+ 3+

There is also a provincial &uota for every province. 2"o(!n'e 'unja) 8indh!=r)an$ 8indh!Rural$ 1W ' 6aluchistan ata #zad ,ashmir ?%ota 1>3 I+ H.5 33.> 33.I 5 > J

There is also H.I @ &uota for merit

Test!n, te'hn!=%es
Different testing techni&ue is used to evaluate the candidateBs a)ilities. Written test -nterview

Medical test

ORIENTATION
Int"od%'t!on
# procedure for providing new employees with )asic )ackground information a)out the firm. -n orientation information a)out organization culture" information on employee )enefits" health and safety measures" regulations" working hours" compensations" discipline" dressing" daily routine works and information a)out other important issues are provided. Main purpose of orientation is to provide the )asic know how a)out the organization.

O"!entat!on !n Hea() Me'han!'a+ Com.+e&

=nfortunately there is no proper method of orientation adopted )y .M/ they mi(ed up orientation and training process.

TRAINING AND DE7ELO2MENT

T"a!n!n,
The process of teaching new employees the )asic skills they need to perform their jo)s. Training refers to the methods used to give new or present employee the skills they need to perform their jo) satisfactorially.Good training is vital.

Wh) t"a!n!n, !s needed

Training is needed when there is a pro)lem" lack of efficiency or lack of activities. De(e+o.ment #ny attempt to improve current or future management performance )y imparting knowledge" changing attitudes" or increasing skills. Main difference )Kw training and development )y different authors are asA Training is for new employees and term development is used for e(isting employees

The term training is used for la)or force and the development refers for managerial employees.

T"a!n!n, and De(e+o.ment Te'hn!=%es !n Hea() Me'han!'a+ Com.+e&

Different Training and development techni&ues are used )y management in .M/. The criteria for training and development for la)or force and management are different. %n the ;o) training techni&ues is also used.

Ind%st"!a+ "e+at!on De.a"tment

Workers and la)or training are deal )y industrial relation department. Time period for la)or force training vary from > to 5 weeks. They have there own training centers where training is provided to workers.

2e"sonne+ de.a"tment
Managerial level training is deal )y personnel department. Training for managerial levels varies from 5 month to 3 year time duration.

De(e+o.ment
Development of employees )asically depends upon annual confidential report !#/R$ which prepared at the end of each year. #nd promotions are )ased on there reports.

2ERFORMANCE MANAGEMENT
Int"od%'t!on
The .R management has set clear7cut standards of performance for every jo). The performance appraisal designed )y the .R management involves getting information a)out how well each employee is performing hisKher jo) in order to reward those who are effective" improve the performance of those who are ineffective" or provide a written justification for why the poor performer should )e disciplined. The process employers use to make sure employees are working toward organizational goals.

2e"fo"man'e Mana,ement 2"a't!'es !n Hea() Me'han!'a+ Com.+e&

8tandards are there to evaluate the performance of employees these standard are set )y the committee who is responsi)le for giving promotions and other incentives to there employees. -ndustrial relation department is responsi)le for evaluating the performance of la)or force. 'ersonnel department is responsi)le managerial performance. -n .M/ shop manager is responsi)le to point the efficient employees.

COMENSATION AND <ENEFITS

Int"od%'t!on
/ompensation means to give any financial support to employees in reward against there services. -ndirect financial and non financial payments employees receive for continuing their employment with the company.

La-s
Different laws are followed )y .M/ for compensating there employees. 8ome of these are as under Workmen compensation act 34J* 'ayment of wages act 34*5 Minimum wage ordinance 3453 %ld age )enefit act 34H5

Need of Com.ensat!ons and <enef!ts

/ompensation and )enefits are given to employees to enhance there performance. Different types of incentives given to employees to improve their performance. 6enefits are given to raise the performance of employees.

<enef!ts ,!(en to em.+o)ees !n Hea() Me'han!'a+ Com.+e&

.M/ is providing many )enefits to there employees. 0ist of )enefits are as under 6onuses .ousing facility Transportation 8chooling :lectricity" Gas and Water .ajj facility

HEALTH AND SAFET

Hea+th and Safet) 2"a't!'es !n Hea() Me'han!'a+ Com.+e&

.M/ is providing health and safety facilities to there employees. There is a hospital in .M/..M/ used to give proper health treatment to their employees and all the e(penses on that medical aid are )ear )y .M/. Dispensary is availa)le on plant where first aid is given in case of emergency.

La-s "e,a"d!n, Hea+th and Safet)

Different laws are following )y .M/ relating .ealth and 8afety. 8ome of them are as followA -ndustrial Relation %rdinance J++J !-R% J++J$ actories %rdinance #ct 34*>

.M/ is providing health and safety according to ISO 8664.