INTERNSHIP REPORT

ON
WAPDA (PESCO) PESHAWAR
Submitted To
AMAN ULLAH KHAN AWAN
(Director) IMS UST BANNU
Submitted By
BILAL JAN MANJA KHEL
Roll No !"#
BBAIT(Ho$%)
SESSION& #''( )#'*'
INSTIT+TE O, MANA-EMENT SCIENCES +NI.ERSIT/ O, SCIENCE 0 TECHNOLO-/ BANN+
(K1ybe23P451tu$5164)
INTERNSHIP REPORT
ON
WAPDA (PESCO) PESHAWAR
Submitted To
AMAN ULLAH KHAN AWAN
(Director) IMS UST BANNU
Submitted By
RIA7 +LLAH KHAN
Roll No !"#
BBAIT(Ho$%)
SESSION& #''( )#'*'
Internship report submitted to the Director Institute of Management Sciences University of Science
and Technology Bannu for the fulfillment of the requirement of the degree of BBA IT .
INSTIT+TE O, MANA-EMENT SCIENCES
+NI.ERSIT/ O, SCIENCE 0 TECHNOLO-/ BANN+
(K1ybe23P451tu$5164)
A P P R O V AL S H E E T
INTERNSHIP REPORT
ON
BANK AL,ALAH LIMITED
E8TERNAL E8AMINAR&
Signature
Designation
DIRECTOR&
!ame PRO, AMAN +LLAH AWAN
Designation
Signature__________________________________

S+PER.ISOR&
!ame M2 A9t4b K14$
Designation
Signature
INSTIT+TE O, MANA-EMENT SCIENCES
+NI.ERSIT/ O, SCIENCE 0 TECHNOLO-/ BANN+
(K1ybe23P451tu$5164)

My humble efforts during the internship
and preparation of this report are
dedicated to my Parents and Friends who
give much guidance and congenial
support to me.
T4ble o9 :o$te$t%
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Hi%to2y o9 PESCO;;;;;;;;;;;;;;;;;B
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A2e4 ele:t2i:4l bo42d @e%14642 ;;;;;;;;;;;?
Roll o9 @2i>4tiA4tio$ :ommi%%io$;;;;;;;;;;;(
Mi%%io$ %t4teme$t o9 PESCO;;;;;;;;;;;;!
.i%io$ %t4teme$t o9 PESCO;;;;;;;;;;;;;!
-o4l% o9 PESCO;;;;;;;;;;;;;;;;;;!
PESCO Co2e >4lue%;;;;;;;;;;;;;;;;C
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B HR AND ADMIN;;;;;;;;;;;;;;;;;;
,u$:tio$ o9 HR Di2e:to2 ;;;;;;;;;;;;;;;"
Hum4$ 2e%ou2:e @l4$$i$<;;;;;;;;;;;;;;;*#
Re:2uitme$t i$ PESCO;;;;;;;;;;;;;;;;*B
Sele:tio$ @2o:e%% o9 PESCO;;;;;;;;;;;;;;;*(
? COMPENSATION AND PER,ORMANCE APPRAISAL
Com@e$%4tio$ o9 PESCO;;;;;;;;;;;;;;;*"
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No$ 9i$4$:i4l o2 i$di2e:t :om@e$%4tio$;;;;;;;;;;#'
D THE RE.EN+E O,,ICES PESCO;;;;;;;;;;;
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PRE,ACE
"Anything learnt by practice is #orthy than by theory."
$ur degree is a professional one% and a professional must has technical &no#ledge% #hich is achieved
through e'periences.
It is the requirement for the completion of BBA IT degree that the students has to spend ( #ee&s in an
organi)ation as internee after completing most part of his course. Internship has specific purposes. It
provides real life environment to students #here they can implement their &no#ledge practically%
improve their analytic and leadership s&ills and enhance their capabilities in different aspect of
business field. At the end of their course they have to #rite a report as the requirement of degree%
#hich improve their #riting s&ills.

I did my internship in *apda +,-S.$/ pesh#ar .
I arranged the contents of this report during my internship and all facts present in this report are true to
my best &no#ledge.
0IA1 U22A3 43A!
BBA+IT/ (
T3
Term
IMS +UST BA!!U/
I
A:5$o6led<eme$t
FI$ t1e $4me o9 All41G t1e mo%t <24:iou%G t1e mo%t me2:i9ulH
All praises and than&s are for ALMI-HT/ ALLAH #ho is entire source of all &no#ledge
and #isdom to man&ind.
Special praises for the HOL/ PROPHET M+HAMMAD (PB+H) #ho forever is touch of
&no#ledge and goodness for humanity as a #hole on the successful completion of the pro5ect. The
completion of this report #as possible for me% but the cooperation and encourage that I received from parents%
teacher and friends that made my 5ob easier.
I am cordially obliged to the .hief e'ecutive Mr 0asheed 4han and all the staff members at different
Section as they #ere #ith me on the 5ourney of my learning and helped me a lot.
I do ac&no#ledge the help% guidance and congenial support of my respected teachers and I have no
#ords to e'press my deepest than&s and regard to M2A9t4b K14$ #hose suggestion and guidance helped me
in completing this report and I #ould li&e to than& all those% #ho have contributed to the completion of this
report% both directly and indirectly.
Specially% I am heartedly than&ful to Si2 Am4$ +ll41 K14$ A64$ for his fore sighted vision and
sympathetic guidance. I #ould say that #ithout his &ind supervision and help I #ould have not been in a
position to ma&e my internship productive and a pleasant learning e'perience.
Than&ing you all for your sincere and cordial assistance and supervision.
0IA1 U22A3 43A!
BBA+IT/ (
T3
Term
IMS +UST BA!!U/
II
E8EC+TI.E S+MMAR/
The *A,DA +,-S.$/ ,esha#ar is situated Inside Sadar ,esha#ar% $pp Bilor pla)a ,esha#ar . The
basic ob5ective of this department is to provide services to the people of stat in ,a&istan.
In the past days universities #ere producing graduates #ithout practical6field e'perience. These
graduates faced many problems in the practical life65obs. Due to #hich remain 5obless for a long time.
If they #ould get a 5ob% they #ere not performing their duties. Because they #ere from a theoretical
bac&ground not having any practical e'perience regarding their chosen field of study.
7inally the universities recogni)ed the fact and added additional requirement in the fulfillment of the
graduate degree. This additional requirement in the #as that of the internship.
The students are bounded to #or& in an organi)ation for at least t#o months. This is no# the degree
requirements for master programs and is called internship.
This is a research type study #here the internee e'plores the organi)ation. The strengths% #ea&nesses%
threats and opportunities of the organi)ation are found out. After this% the comparative analysis is done
and recommendation are made for the utili)ation of the strengths% put right the #ea&nesses% availing
the opportunities and overcoming the threats of organi)ation. This study is% not only useful for the
concerned organi)ation as #ell.
This report is basically an internship report. Being a student of BBA8IT +3$!S/ at institute of
management sciences% university of BA!!U% t#o month of internship in an organi)ation is
compulsory for me for the completion of my BBA8IT +3$!S/ degree. Due to #hich I completed my
internship in the ,-S.$ revenue of ,esha#ar to study the human resource activates brought for
enhancement both in its employees and public.

0IA1 U22A3 43A!
BBA+IT/ (
T3
Term
IMS +UST BA!!U/
III
.3A,T-0 9
I!T0$DU.TI$! $7 T3- STUD:
9.9 B4:5<2ou$d o9 t1e %tudy
In the past days university #ere producing graduates #ithout practical 6 e'perience .
These graduates faced many problems in the practical life65ob. Due to #hich remain 5obless for
a long time. if they #ere not performing their duties because they #ere from a theoretical
bac&ground not having any practical e'perience regarding their chosen field of study.
7inally the universities recogni)ed the fact and added additional requirement in the fulfillment
of the graduate degree. This additional requirement #as the #as that of the internship. The
students are bounded to #or& in an organi)ation for at leas t#o months. This no# the degree
requirement for master programs and is called internship. This is a research type study #here
the interne e'plore the organi)ation. The strengths% #ea&nesses% threats and opportunities of
the organi)ation are found out. After this % the comparative analysis is done and
recommendations are made for the utili)ation of the strengths% put right the #ea&ness% availing
the opportunities and overcoming the threats of the organi)ation as #ell.
This report is basically and internship report . being a student of BBA8IT Degree at institute of
management science % university of Bannu t#o months of internship in an organi)ation is
compulsory for me for the completion of my BBA8IT degree. Due to #hich I completed my
internship in the ,-S.$ 0evenue $ffice Bannu to study the human resource activities brought
for enhancement both in its employees and public.
9.; @u2@o%e o9 t1e 2e@o2t
this report has been #ritten as a partial fulfillment of the BBA8IT degree requirement at
institute of management sciences% university of Bannu. It is aimed at the application of the
internee<s &no#ledge at the practical field analysis of the concerned organi)ation as #ell
ma&ing recommendation so as to beneficial for internee and the organi)ation as #ell .
9.= S:o@e o9 t1e 2e@o2t
The report covers the basic activities and function of ,-S.$ specially the 30D Section
analysis of the organi)ation as #ell. 0ecommendation have been given in light of the analysis
being carried out.
9.> im@o2t4$:e o9 %tudy
the thesis report is the reflection of analytical po#er of student. In case of ,-S.$ main
emphasis have been given to the 30M practices. Manpo#er is the only appreciating asset of
any organi)ation. This report may help students in future to understand human resource
practices in out country . it #ould also attempt to evaluate the overall performance of the
,-S.$ manpo#er
This thesis is based on study carried out for the fulfillment of the degree requirement of the
master in business administration at the institute of management sciences + I M S /% Bannu.
To practically apply the &no#ledge of classroom lectures to the real life situations.
To understand the various human resource practices of the organi)ation.
To ma&e possible recommendation in light of the analysis.
To polish research thesis #riting s&ills6 abilities.
9.? d4t4 :olle:tio$
in preparation of this report %mentioned belo# data collection techniques have been used i.e
primary dare @ secondary data.
C14@te2 #
Re>ie6 o9 t1e o2<4$iA4tio$
T1e Pe%14642 ele:t2i: %u@@ly :om@4$y
Hi%to2y
WAPDA
*ater and po#er development authority +*A,DA/ #as created in 9A?( through *A,DA Act
9A?(. prior to this the electricity supply services in ,a&istan #as underta&en by different
agencies% both in public and private sectors% in different areas.
DIA-RAM
.3AI0MA!
*A,DA
S-.0-TA0:
*A,DA
M-MB-0 ,$*-0
M-MB-0
7I!A!.-
MAMB-0 *AT-0
A2e4 ele:t2i:4l bo42d Pe%14642
The local areas electricity distribution services is being performed regions of *A,DA. Then
the area electricity board +A-B/ ,esha#ar% on the eight A-Bs in ,a&istan #as established
under the scheme of area electricity board in 9A(;%in order to provide more autonomy and
representation to provincial government% elected representatives and other interest groups in
functions of the A-Bs.
,-S.$
The environment and structure of the po#er industry throughout the #orld is undergoing
dramatic change. The po#er sector is moving from monopoly to privati)ation and from
integration to disintegration. To &eep pace #ith this change % the government of ,a&istan
approved a strategic plan in 9AA> as a consequence of #hich the po#er 6#ing of *A,DA
3as been unbundled into 9; companies for generation% transmission and distribution of
electricity .
,esha#ar area electricity board #as recogni)ed into one such corporati)ed entity under the
name of ,esha#ar electric supply company +,-S.$/ #ith effect from ;;8B=89AA( % #ith the
aim of commerciali)ation and eventually privati)ation.
,esha#ar electric company limited +,-S.$/ established as a result of the unbundling of the
vertically integrated po#er #ing of ,a&istan #ater and po#er development authority
+*A,DA/ . the company #as established and incorporated in April 9AA( as a public limited
company under ,a&istan company ordinance 9A(>.
It #as originally organi)ed to ta&e over the properties% assets % obligations and liabilities of
former ,esha#ar area electricity board +A-B/ of #apda serving &hyber pa&htun&h#a of
,a&istan including the tribal area.
Subsequently % a ne# company tribal electric supply limited +T-S.$/ #as spun out of ,-S.$
in 5une ;BB; for supply to tribal areas of ,-S.$ . presently service area of ,-S.$ include
4hyber pa&hun&h#a e'cluding tribal areas.
,-S.$ distributes and supplies electricity to about 9.? million customers of various categories
#ithin its services area. !ational electric po#er regulatory authority +!-,0A/ has granted
distribution license of ,-S.$ for distribution and supply of electricity pursuant of generation%
transmission and distribution of electric po#er Act%9AAC +!-,0A Act/. The various categories
of ,-S.$ include domestic % commercial % industrial and agricultural served by an e'tensive
distribution system net#or& of 9=; 4D% EE4D %==4D %99 4D and lo# voltage.
T1e 2ole o9 @2i>4tiA4tio$ :ommi%%io$ o9 P45i%t4$ i$ t1e 9o2m4tio$ o9 PESCO
,o2m4tio$ o9 PESCO
,. had earlier invite parties for appointment as financial advisory consortium +7A/ to assist
the Fovernment of ,a&istan +F$,/ is considering the privati)ation of ,esha#ar electric supply
company limited +,-S.$/% *hich is also a fully o#ned F$, company formed as a result of
the unbundling of the vertically integrated po#er #ing of ,a&istan #ater and development
authority +*A,DA/ Into fourteen independent companies i.e four thermal generation
companies + F-!.$ s/% one nation transmission and dispatch company +!TD./ and nine
distribution companies +D$S., s/ for corporati)ation % commerciali)ation and subsequent
privati)ation. The company #as incorporated as a public limited company under ,a&istan
companies ordinance% 9A(> in September 9AA( and started commercial operation independent
of *A,DA on march B9 % 9AAA. it is one of the nine DIS.$ s responsible for supply and
distribution of electricity in the 4,4 of ,a&istan e'cluding the tribal areas .
,. received -ight -$I s . ho#ever % five of them submitted their technical and financial
proposal for pre8qualification divestiture to underta&en by the private sector% through
competition% accountability% managerial autonomy and profit incentivesG and the government
for the privati)ation pf po#er sector.
,i$4$:i4l 4d>i%o2
,rivati)ation commission has hired a financial advisor for the transaction by inviting the
interested parties to submit e'pression of interest. As a consequence of the technical and
financial evaluation% society general corporate finance advisory and its sub contractors have
started the field due diligence in ,-S.$ head office% ,esha#ar % the transaction structure #as
finali)ed by 5une ;BB? and the privati)ation of ,-S.$ #as completed by 5une ;BBE.
Mi%%io$ %t4teme$t o9 PESCO
Mission % broadly stating is % the purpose for #hich an organi)ation e'ist and #hy should it
compete in certain sectors and industries . tithing mission % sometimes sated as purpose % the
organi)ation addresses itself to that it intends to accomplish both in the long and short run .
mission is very broad statement of organi)ation direction% and is normally summari)ed and
documented in a mission statement . in the same #ay % the ,-S.$ has mission statement as
follo#G
H #e aim to be an efficient and dynamic distribution business that is the best in ,a&istan in the
areas of safety% reliability% great employees and the quality customer satisfaction to all
consumersI
.i%io$ %t4teme$t o9 PESCO
Achieve and maintain the highest of efficiency% reliability and responsiveness as public service
organi)ation for variety of customers.
,ublic and company #or&er safety shall be high on our priority.
0etaining and gro#ing our business % staff and customer base #ill be of primary importance.
Developing innovative business relationships both inside and outside our local distribution
area #ill be a &ey to our success.
-o4l% o9 PESCO
Foals are the ends to#ards #hich activities are aimed. In fact these are the results to be
achieved. The ,-S.$ have follo#ing certain ob5ectivesG
To maintain % augment and e'pand % as needed% a cost effective and efficient distribution
system to adequately meet the po#er needs of its consumers.
To comply #ith the performance specified by !-,0A regarding voltage and frequency
variation% tripping% bread do#ns% line losses etc.
To continue certain public service obligation including the follo#ingG
Installation of basic distribution facilities.
Maintenance of service reliability and safety.
.onnection to ne# customers to ensure open
access to all.
To compete #ith other DIS.$ s.
To lead the organi)ation through ma5or cultural change #.r.t
To improve quality of service .
To reduce theft and improve commercial efficiently.
To innovate and satisfy the consumers demand.
To strive for setting the tariff above the cost of supply to ensure a reasonable return on
investment.
To improve morale and professionalism amongst its employees.
PESCO Co2e >4lue%
$ur core values are the common denominators for #hat #e do and ho# #e do it. The past %
present and future of our company are based of our company are based on these cores values
being lived by our employees and our leadership.
*e respect our customers.
*e value each other.
*e strive to continually improve.
*e e'pect to be profitable.
*e do meaningful #or&.
Se2>i:e% o9 PESCO

* *e maintain electricity distribution that delivers electricity to your
home6business.
# #e connect your home 6 business to electrical po#er and maintain that
connection% safely and reliably.
B #e read your po#er in case of outages or emergencies.
? #e read your meter and calculate your charges for billing purposes.
D #e maintain a current and historical record of your account % including your
consumption and any electricity retailer choices you made.
CHAPTER B
HR AND ADMIN
,+NCTION O, HR DIRECTOR
Feneral statement of functions
The 30 directors underta&e the follo#ing tas&s<
9. under direction from the chief e'ecutive officer of the company % 30 @Admin shall
be responsible for the recruitment and placement of the Hright people to right 5obsI
and enhancing their levels of motivation65ob satisfaction through .
a) The provision of the necessary support systems and structures such as an attractive
compensation pac&age % a fair and ob5ective system for promotion and career
progression% training and development inputs to &eep people in pace #ith the changing
demands of their 5obs% etc
b) The certain of #or&ing environment and activeness administrative support systems that
#ill promote employee and productivity.
T4%5 Eleme$t
More Specifically the 30 director shall perform follo#ing functions.
1. A human resource philosophy #hich shall the company<s actions #ith respect to
human management.
2. prepare a 30 plan to support the short and medium8term goals pf the company.
3. develops the policies% and procedures for the follo#ing human resources
management concernsJ
a / manpo#er planning 6 budgeting
b/ recruitment and selection
c/ Appointment % deployment% redeployment6 transfers
d/ compensation and benefits administration .
e/ .areer planning and promotion
f/ ,erformance management.
g/ Incentives administration .
h/ Training and development.
i/ Frant of selection grade.
5/ .onsider and approve transfer request.
&/ Sanction leave.
l/ Disciplinary cases upto B,S 989E
Publi: 2el4tio$% o>e2>ie6
To put up press cutting daily to head of the institutionG
To perform day to day public relations assignments includingJ
a. To get publication of all *A,DA6,-S.$ ne#s in ne#spaper and also
photographic coverage in media.
b. To issue all contradiction and clarifications for print and electronic media.
c. To ma&e liaison bet#een ,-S.$ and 5ournalists.
d. To &eep close contact #ith 5ournalists.
e. Ti visit regularly press club and hold discussions #ith columnists and
5ournalists.
f. 0epresent chairman *A,DA % and .-$ +,-S.$/ on the occasions required.
g. To participate in radio and tv programs defending *A,DA 6,-S.$
h. To visit frequently the print and media offices.
i. Ti arrange press conferences6press briefing
To hold press parties.
To issue ne#s 6,,6contradiction on daily basis.
To issue advertisement as required.
To arrange photographic coverage of different events.
To ensure the pro5ection of the organi)ation.
To highlight the positive responses of the public representation.
L0L O>e2>ie6
Dutie%I,u$:tio$%
1. 2abor6management affairs.
2. preparation of pension papers.
3. #elfare fund and F2I
4. appointment of legal counsels.
5. to propose all court6litigation cases on the behalf of company.
6. to guide and impart legal advice to subordinate offices.
A:1ie>eme$t%
$ne #indo# service facility at each sub8division
-stablishment of computeri)ed customer services center in each circle.
-stablishment of mobile customer services to facilitate installment and correction of
bills.
.entral chief e'ecutive customer serves center
0estructuring of circle % division and sub division
,ositioning of field offices near geographic center of their 5urisdiction and co8location
K-! @ 0$ offices.
,rinting of 9; months billing detail on bill.
*ell defined and uniform policy for detection bills.
-nhanced allocation for scheduled ban&s and post offices authori)ed to collect bills.
-stablishment of model sub8division
0estructuring of stores to ensure prompt availability.
-stablishment of mar&eting cell and tas& force and tas& at ,-S.$ 3L facilitate
industrial6commercial6tube #ell consumers.
7requent open forums for employees for redress of their problems.
$pen &atchehries by filed officers.
,u$:tio$ o9 HRD Se:tio$
The human resource development sections of many organi)ation carry out different important
functions. They areG
9. staffing
a. 5ob analysis
b. recruitment
c. selection
;. development
a. orientation of ne# employees
b. training
c. career planning
=. Motivation
a. Salary
b. ,romotion
c. Mob designing
d. Mob enlargement
e. Mob enrichment
f. Mob enrichment
>. maintenance
a. ,rovident fund
b. ,ension fund
c. 3ealth insurance
d. Froup insurance
e. .hild education
But before #e go for the above mentioned functions% it is necessary to &no# about the term
human resource planning.
Hum4$ 2e%ou2:e @l4$$i$<
Hhuman resource planning is sometimes also called and manpo#er planningI
3uman resource planning is the process by #hich managers and teams ensure that they have
the right number and &ind of people capable of efficiently and effectively completion those
tas&s that #ill help the organi)ation achieve its goals and ob5ectives . human resource
planning consists of some steps% the 30D 0ecruitment policy of ,-S.$ also relies on some
steps #hich are G
9. mission formulating
;. establishing goals and ob5ectives
=. a profit assessment of the current human resource
>. development of the organi)ation current employee
?. development of human resource information system
E. replacement chart
C. assessment of future human resource needs
(. development of future programs
Eob 4$4ly%i%
as the human resource development section of any personnel department starts its 30 function
#ith the proper planning for the prosperous future of the organi)ation% the 5ob analysis is the
important step of the 30D section of ,-S.$ for the effective planning% planning in ,-S.- %
is done in the conte't of 5ob analysis. 30D section carries out 5ob analysis for the creation of
ne# 5obs% appraisal of present 5obs and removal of the e'isting 5obs.
Job de%:2i@tio$
Mob description is and outline of the board responsibilities +rather than detailed tas&/ involved
in a particular 5ob. It is useful for informing the applicants about #hat the hob entails and also
for the settlement of disputes arising after#ards
Job %@e:i9i:4tio$
This is a #ritten enlistment of the different s&ills% e'periences and qualifications required for a
particular 5ob. This is also information for applicant #here they see #hether they fulfill the
requirements of the 5ob or not. They #ill apply and vice versa.
Re:2uitme$t i$ PESCO
*hat is recruitment N
0ecruitment can be defined in number of #ays
9. it is process of attracting individuals on a timely basis% in sufficient numbers% and
#ith appropriate qualification and encouraging then to apply for 5ob in an
organi)ation
;. Hthe process of attracting individuals to apply for 5obs that is openI the decision
to appoint heads of section for a position is to cost effective attract% detect and
select people #ho are most li&ely optimally contribute to the organi)ation #ithin
that position
0ecruitment or ta&ing on employees is one of the most important tas& of the 30D section of
,-S.$ as the success of any organi)ation depends% to large e'tent % on the quality of its
employees. -mployees may be needed #hen J
The organi)ation e'pand
!e# s&ills are needed
Because of technological requirements
-mploy retire %dismissed or tern over
A@@oi$tme$t Rule% o9 PESCO
Appointment shall be made only against established ,osition %for #hich approved 5ob
description and budget provision e'ist
Appointment shall be made in one of the follo#ing #ays J
9. by direct recruitment and selection +Internal or -'ternal/
;. by bro#sing serves of the personnel from federal or provincial
government department %autonomies local board of director.
All regular appointment to the position in grade C to 9B and grade ? shall be advertised
appropriately. in the case grade Ethe open advertisement #ill made if the employees
from the internal organi)ation are not available . But the position on grade 9 to > #ill be
advertise internally .
T1e 4@@oi$ti$< bo42d o9 di2e:to2 9o2 di99e2e$t <24de 42e 4% u$de2
Frade 9B Appointment #ill be made by board of director.
Frade (6A Appointment #ill be made by board of director.
Frade ?8C Management .ommittee including .-$ % concern ,M %,0$ and
the sectary of the committee .
Frade 98> ,! or the nominees of the head office %,0$ %SS$
A candidate must process the required qualification #hen Appling for the position A four year
B . Sc . degree considered equivalent to master and ,hD degree is considered equivalent to
four year e'perience.
Applications for position in ,-S.$ are submitted in the prescribed application form available
at the 30D section of ,-S.$ .
Minimum age for grade 98> is 9( #hile for grade ?89B it is ;9 years.
Re:2uitme$t %ou2:e% o9 PESCO
The mean that can provide suitable candidates for the vacancies at your organi)ation sources .
recruitment can be classified into t#o types.
I$te2$4l %ou2:e%
0ecruitment from #ithin the organi)ation is &no#n as internal recruitment ,-S.$. prefers to
attract as internal pool of employees for recruitment to ne# 5obs if they fulfill the requirements
of the 5obs. The 5obs is advertised on the notice board at the head office as #ell as at regional
offices.
Met1od% o9 i$te2$4l 2eJui2eme$t
-mploy 0eferral
The current employees of ,-S.$ refer suitable candidate for available 5obs in the
organi)ation. This is internal requirement because the internal employees are use to
refer candidate. This method is used for requirement of ,-S.$.
P2ob4tio$e2%
!e# employ are not hired on permanent basis in ,-S.$ rather they are hired as
probationer for si' month. the performance of these probationer is closely chec&ed in
this period. If the performance of the probationary period is satisfy the employ become
permanent.
Met1od% o9 e=te2$4l ReJui2eme$t
-'ternal recruiting means%I recruiting people for out side the organi)ationI% ne# blood is
al#ays need for organi)ation and ,-S.$ dose practice it by hearing people from out side the
organi)ation .,-S.$ uses the follo#ing methods for e'ternal recruitment.
a/ personal recommendation
#hen there is vacancy in ,-S.$ and a present employee &no#s about a competent person for
vacancy% he boldly recommends that person. The 30D section then contact that person and is
hired% if found suitable % the 5ob.
b/ private employment agencies
,-S.$ seldom uses the private employment agencies for recruitment purpose because seldom
this is very costly % also the available agencies in 4,4 are not competent enough to fulfill the
purpose .
b/ Advertisement
c/ The famous ne#s papers are used for e'ternal recruitment
purpose . a great pool of candidates is attracted in this #ay%
5ob description and 5ob specification are clearly given in the
advertisement . the applicants submit their application
#ithin the due date. The application are short listed and the
short listed candidates are called intervie# . those #ho
qualify the intervie# are offered the 5ob
d/

Sele:tio$ @2o:e%% o9 PESCO
Selection is Hto chose individuals #ho possess the necessary s&ills % ability % and
personality to successfully fill specific 5obs in the organi)ationG the earlier guide lines
given in the recruitment of ,-S.$ #ill help the 30D section to ma&e proper selection
of suitable candidates. ,-S.$ ma&es either from inside or from outside the
organi)ation . not only ,-S.$ but every reason behind it is to motivate the e'isting
employees. The ma5or sources of employees are discussed in this chapter.
Selection from inside the organi)ation
30D section from inside the organi)ation
30D section of ,-S.$ is responsible to carry out the selection process % the staff of the
,-S.$ is give more importance because the organi)ation &no# the performance of all
the employees.
Internal advertisement
The internal advertisement is done by displaying the 5ob on the notice board. This basic
aim behind this advertisement is to inform the internal pool of the organi)ation.
Short listing of the candidates
$nce the last is over% the short8listing starts. Short listing is done in accordance #ith
5obs description and specification requirements. They ma&e the short listing of the
deserving candidates and call them.O
Aptitude 6 #ritten test or intervie#s
The short listed candidate are required to report for the #ritten test on the specified
dates and places. Those #ho pass the test are called for intervie# on specified dates and
places.
Selection from out side the organi)ation
The follo#ing steps are involved un the e'ternal process of ,-S.$
-'ternal advertisement
,-S.$ 30D section starts its e'ternal selection process #ith the e'ternal
advertisement . it gives the advertisement in different media. i.e print and electronic
media . the print media covers the daily ne#spapers. The advertisement is mostly given
on the #ee&ends both in the -nglish and urdu ne#spapers.
Short listing
3ere the short listing is different and difficult as compared #ith the internal selection
because the number of the candidates is large. ,-S.$ al#ays gives importance to short
listing. -'tensive attention is given to this process . the application are short listed in
accordance #ith the 5ob description and specification so that suitable candidates may be
brought forth.
Aptitude6#ritten test6intervie#
Test are designed in accordance #ith the requirements of the 5obs. The candidates are
give tas&s and #ritten assignments by the selection committee of the 30D section.
The top scorers of the test are called for intervie# . some presentation is to e'amine the
communication s&ills of the candidate of the candidates.
Documentation and verification
At the end of selection process the documents the documents and verification of the
candidate is done by the 30D section. The information given the candidates and their
documents are verified through proper means . physically e'amination is also necessary
for certain position. In this #ays suitable candidate are found and their necessary for
certain position. In this #ay suitable candidates are found and their names are
recommended
.3A,T-0 >
H .$M,-!SATI$! A!D ,-070MA.- A,,0AISA2
Hfinancial remuneration given by the organi)ation to its employees in e'change for their
#or& H the compensation is really li&ed by the employees because they are receiving
return of their hard #or&s in the form of compensation .compensation is #hat
employees receive in e'change for their contribution to the organi)ation . compensation
is a motivational for employees because this is question of their bread and butter.
The management al#ays had deep concerns for the motivation level of the staff. *hen
an organi)ation has a proper compensation policy. It help the organi)ation achieve its
ob5ective and obtain productive employees. -ffective compensation plan has the
follo#ing8
-ffective compensation plan has the follo#ing essentialsG
.ompensation level must be competitive in order to return the current employees.
The plan must encourage the re#ard 8 desired behavior . effective compensation plans
re#ard performance % loyalty % e'perience % responsibility and etc.
The cost of a rational compensation system must be reasonable to return the #or&ers.
-very government has its o#n la#s regarding compensation system must be reasonable
to retain the #or&ers.
-very government has its o#n la#s regarding compensation of employees. It is
necessary to follo# these la#s. Therefore consideration should be given to federal and
provincial la#s #hile developing plan.
.ost of living of the area must be ta&en into account.
Mar&et survey is also needed to find competitors% pac&ages.
The ability of the organi)ation should also be considered .
Com@e$%4tio$ o9 PESCO
,-S.$ also ta&e care of the above compensation essentials #hile ma&ing the compensation
plan for the organi)ation. The compensation of the organi)ation is divided into t#o types i.e
direct or the financial compensation and the indirect or the non financial compensation.
,i$4$:i4l o2 t1e di2e:t :om@e$%4tio$
The financial benefits cover the monetary side of compensation . the #ages % salaries pay for
performance % financial re#ard etc. are included in financial6direct compensation . once the
30D section ma&es some ne# compensation plans% it is send to .-$ for approval . the .-$
along #ith board of directors gives the approval for the implementation of the plan. As for as
the financial compensation of ,-..$ are concerned these are paid according to the grade of
employees. The grade are from 9 to 9B. the staff in grade 98> is called support staff and ?8C is
called professional staff. At the topmost level is the e'ecutive or management staff and their
grades are range from (89B. no# the 5ob analysis ma&es things easy for the 30D section. In
the appointment letter of ,-S.$ all he benefits are mentioned for the comers to ,-S.$ % the
follo#ing are the financial compensation given by the organi)ation.
MONTHL/ SALAR/
The monthly salary along #ith other benefits is #ritten in the appointment letter of the ne#
employees . all the doubts of the individual are made clear before 5oining the organi)ation .
the pays are in lump8sum manner I .e all the allo#ances are given #ith the monthly salary.
According to ,-S.$ service rules 9AA>8 the regular employees + those employees #ho have
successfully completed their probation period/ shall dra# their pay. 7urther all employees are
responsible to pay their income ta' a 9BP of their basic salary . the gross or net salary of a
month contain basic pay J rent allo#ance. .onveyance allo#ance etc.
TA6DA + T0AD-2 A22$*A!.-6DAI2: A22*A!.-/
,-S.$ also gives travel allo#ance and the daily allo#ance . ,-S.$ provides the conveyance
for the officials visits to the field and also gives TA6DA . These allo#ances vary #ith the
grade.
S4l42y i$:2eme$t%
The 30D section also gives yearly salary increment to the employee . normally a 9BP
increment is given per year in the net salary of employees. And this increment is a#arded from
the first day of the calendar year.
P2o>ide$t 9u$d
The provident fund is given to the regular employees Q those #ho have completed their
probation period . the employer and the employee quality contribute to the provident fund . the
employs shall contribute 9BP of their salary to the provident fund. -mployees on the
deputation are not eligible for it. ,-S.$ also gives gratuity are given at the completion of the
5ob period . I .e after retirement on monthly basis . the employees are registered #ith em@loyee
old benefits institution +-$AB/
No$ 9i$4$:i4l o2 t1e i$di2e:t :om@e$%4tio$
.ompensation that is not in the monitory teams is called non financial compensation. these
include appreciation letters . leaves% e'posure trips% group insurance % training and medical etc.
non financial or indirect compensation covers compensation to its employees.
St499 Medi:4l
The entire employee #hether regular or probationer are provided #ith medical facilities by the
organi)ation.
Le4>e%
The employees are given casual leave of 9; #or&ing days a year I .e day a month% similarly an
employee is allo#ed 9; days sic& leave + #ith pay/ per year. Married female is permitted to
avail the maternity leave +#ith pay / this privilege can only be availed after the completion of
probationary period.
-2ou@ i$%u24$:e (-I)
Fi is not only a legal requirement but it also creates a sense of social security in the
employees. Staff is also covered by the group insurance in case of accidents during the service.
Disability and death % caused during service are covered inter group insurance.
CHAPTER D
THE RE.EN+E O,,ICE PESCO BANN+
PESCO BANN+
,-S.$ is one of the important division of ,-S.$. It supplies electricity to #hole Bannu
division and its frontier region. It supplies electricity to domestic as #ell as commercial
consumers. It is divided into five subdivision. ,-S.$ Bannu has three departments that is
sub8divisional office and computer office. As my field of study is revenue office so I #ill
through light on the function and other specific of this department.
Re>e$ue o99i:e PESCO
The primary function of revenue office is billing the customers recording of ne# connection of
arrears % recording of arrears recording of arrears of collection et
The revenue office divided into follo#ing sections
9. consumer record section
;. accounts section
=. billing section
>. posting section
?. cash ban& section

T1e -e$e24l Se:tio$
THE PROCED+RE ,OR NEW COMMECTIONSG CHAN-E O, NAMEG
CHAN-E O, TRARI,,G AND E8TENSION O, LOAD
9. The revenue office general section receive from SD$ connection section.
Divisional office circle copies of
8application
8demand notice
8part D of service estimate and 5ustification form.
8change notification
And file them in individual consumer file
The revenue office general section maintains an application register for connection of
all categories
RE.EN+E
O,,ICE BANN+
Co$%ume2 2e:o2d
%e:tio$
,osting section Billing section Account section .ash6ban& section
The counterfoil of paid demand notice is received from the ban&% and is chec&ed against
the copy of demand notice received from the SD$ divisional office% circle office and
area electricity board.
!e# connection and changes as advised to the computer center by him.
$n daily basis all ne# connection and changes are chec&ed to computer center proof
lists% from the consumer% individual files to ensure that the computer master files are
correct.
.omputer center proof list consist of the follo#ing
9. master files addition
;. list of duplicate reference
T1e duty o9 2e>e$ue o99i:e2
9. 0eceive from consumer record cler& reports on paid demand notices in respect of
#hich the connection have not been effected after a period of a month. Investigate
circumstance #ith sub8divisional office and report in #riting to K-! cases #here
satisfactory reason have been given%
;. receive from consumer record cler& report on other irregularities in demand notices.
Investigate circumstance #ith sub8divisional officer and report to K-! cases #here sati
fiction reason have not given.
=. receive reports on any omission to ad5ust estimated service rental or service capital cost
#hen leant of service sho#n on the service connection order varies #ith the original
estimate. Investigate #ith sub8division officer and report in #riting to K-!.
>. chec& that the number of ne# connection order received by the consumer records cler&
equals the number of ne# connection sho#n on cp8form89=
for each sub8division. Investigate #ith SD$ and report in #riting to K-! .
?. -'amine daily the date batch the date batch register cp8form8(; held by data control
cler& to ensure that the same is being maintained properly and computer center is
processing all documents sent to it at the right time in accordance #ith the laid do#n
schedule.
E. chec& entries in revenue office application register and ensure that the register has been
chec&ed #ith computer #ith computer center master file proof list sign register in to&en
of his chec&.
Billi$< %e:tio$
-e$e24l %y%tem de%:2i@tio$
Meter reading and billing are carried out over all available days in a month in a
complete cycle process. The revenue office is organi)ed in section for each of the
follo#ing
8 Billing control
8 Debtors control
Meter reading lists are prepared in advance by the computer center. They are sent to the
revenue office #ho arranges for reading for meter readings to be entered on the lists by the
meter staff in the sub8division office follo# up meter reading is prepared manually in sub8
division% after entry of readings in the sub8division office the meter reading lists are retuned to
revenue office #here control record over the computer billing are maintained. After entry in
the revenue office records the reading lists are collection together in a batch file for each sub8
division.
The batch number is comprised of the sub8division number +9 digits / and the billing cycle day
number + ; digits / . the batch files are then passed to the computer center along #ith
for#arding memo +cp8form (B/
8 consumer R bills are prepared in the computer in center and sent to the revenue office
for distribution to consumer . bills are distributed #ho are under the control of the sub8
division office%
8 #ith preparation of consumer bill the computer also prints an assessment list sho#ing
the charges on each bill and also % at the end the total of charges and the total number of
consumers connected . temporarily disconnected and #ith equipment removed in each
batch.
8 The computer prepares disconnection notice period % the disconnection notice #hich are
sent to consumer #ho have not paid their bills by the due date. 7ollo#ing the e'piry of
the disconnection notice period% the disconnection orders prepared by computer are
send by the revenue officer to sub8divisional officers in respect of bills #hich are
unpaid . the computer maintains a record of all court orders granted to consumer until
disputes are resolved and order #ithdra#n.
8 -ach month the computer center prepares and analysis of energy sales by tariffs for
each sub8division and division and analysis of outstanding debts sho#ing arrears by
tariff and age. A statement of feeder line losses is prepared for each sub8division by the
computer center.
8 Ad5ustments to bills are made only on receipt of a properly authori)ed bill ad5ustment
not prepared in the revenue office. All ad5ustment controlled by the commercial
superintendent and dealt #ith under co8cide89( ad5ustment are processed separately
each day by the computer%
The computer< bills and assessment list sho# detail and the total of an ad5ustment
respectively% the billing summary is amended by the computer at the end of each month % for
tariff % of units and for value .
*here an ad5ustment is in necessary a decision in court % this carried out immediately %
&eeping in mind that the computer may have records reconstituted in the computer before the
ad5ustment is processed by the computer .
8 Separate computer records are maintained ,-S.$ employees entitled to free electricity.
The bills sho# the gross amount% the allo#ance deducted and the net amount payable
by the employee. At the end a copy is sent by revenue office to the concern officer. The
controlling officer chec&s the list to ensure. That the deduction made is according to
the rules% and accept the debits advice.
8 *here is not convenient to dispatch data to a revenue officer to the computer centre%
data collection #ill be arranged and controlled at ,-S.$ headquarters% in the office of
the director commercial .
8 *here bill distribution are under the control of the revenue office% the billing control
supervisor #ill arranger for rotation of their delivery areas so that a distributor does not
deliver bills in the same location on allocated to specific delivery areas.
Colle:tio$ 4$d debto2 :o$t2ol
-e$e24l %y%tem de%:2i@tio$
9. .onsumer pays their bills and demand notices to specified ban&s. The ban&
receives the bill or demand notice% enters the receipt on ban& scroll% and retains the
counterfoil. .onsumers may also ma&e payment of their bills to revenue officer
through crossed cheque or ban& grafts.
;. Daily the ban& sends a copy of ban& scroll and the counterfoil to the revenue
office% separate scrolls are used for demand notices and an e'tra copy% along #ith
additional counterfoils is sent to the sub8divisional officer.
=. The revenue office accounts section chec& the bills counterfoil to the ban& scroll%
chec& the addition of the ban& scroll% and enter the scroll total in the for#arding
memo ban& scrolls.
>. The scroll and bill counterfoils are sent daily to the computer center and each
consumer<s payment is posted by the computer into the computer consumer<s
ledger. The computer supplies a total of each posted to each billing batch and a
total of unidentified cash% reconnection fees and other receipts. The reconcel #ith
the total all ban& scroll for each division . In preparing the input for cash posting
the computer center #ill all at time use the amount sho#n on the payment counter
folio . the counter folio amount are previously chec&ed by 0$ staff to ensure that
the amount sho#n on the scroll are correct ho#ever in the different in the event in
the different not beang discover during this chee& the computer center #ill process.
The amount sho#n on the center folio .
?. the branch ban& remit the amount collected to collection account in there local
head offices as designee by the ,-S.$ head offices and send a copy on the ban&
statement to the revenue officers indicated total revenue receive during the #ee&
and money remitted to there head offices collection account each #ee& and the end
of each #ee&.
E. during each month the computer print out the follo#ing analysis of the debtors
ledger.
9. Total debtor for each batch in each sub division sho#ing .
-lectricity duty
Surcharge
Total debtor at the end of the month
;. Age analysis of the debtor for each subdivision and total for the division and
area board by tariffs and the end of the billing cycle.
,i$di$< 4$d %u<<e%tio$
After the thorough study and analysis of ,-S.$ #e have fined that no
one can deny the important role of ,-S.$ in the commercial and domestic sector. It is the
only organi)ation supplying electricity in 4,4.
It is li&e lifeblood for modern industry. Because #ithout electricity modern machinery can
not be operated similarly electricity is of same importance for agriculture. Because no# a
day most of the field is irrigated #ith tube #ells and the electricity are the primary
requirements for the operation of tub #ells. In the office most of the #or& is performed
#ith computer and computer are operated #ith electricity.
Although there are some alternatives for electricity li&e electric generators #hich is
operated #ith diesel and petrol but these are too much costly. So the only cheap mean of
energy is electricity generated from #ater and supplies to the #hole 4,4 ,-S.$.
Although #e have fined that ,-S.$ plays very important role but #e have also fiend some
#ea&nesses of ,-S.$ #hich should have to be rectify by ta&ing corrective actions.
*e have fined from the financial statements of ,-S.$ that it suffers huge losses. There
are some ma5or reasons for these losses for these losses t#o of them are the thefts of
electricity and poor collection of arrears.
Different methods are used for the thefts of electricity but the most common of them are
theft of electricity by direct hoo&ing meter damaging etc.
7or ,-S.$ to be profitable and most efficient it should ta&e strict action to rectify its
#ea&nesses.
3igher management is required to device some corrective to improve its receivable
turnover. They are also required to ta&e strict actions against electricity thieves. They are
required to advise the public that electricity is the valuable asset of the nation it should
used #ith great care and should be saved should be saved up to possible e'tent.
CHAPTER (
SWOT ANAL/SIS
HS*$T% is an acronym that stand for strengths% #ea&nesses% opportunities% and threatsI%
many techniques are available for analy)ing an organi)ation. S*$T analysis is one of such
techniques. The ob5ective of S*$T analysis are as under.
ObEe:ti>e o9 SWOT 4$4ly%i%
it is used to conduct internal audit. Internal factors such as strengths and #ea&nesses are
identified in the internal audit.
It is used to conduct e'ternal audit. -'ternal factors such as opportunities and threats
are identified in the e'ternal audit.
The S*$T analysis is then used as the bases for constructing a T$*S matri'.
Different alternative strategies are then recommended on the basis of T$*S matri'.
SWOT A$4ly%i% o9 PESCO
!o organi)ation is perfect. There e'ist some strengths% #ea&nesses% opportunities and threats%
formally called S*$T. 7ollo#ing is the S*$T analysis of ,-S.$.
STREN-THS
Strength is defined as% Ha s&ill or capability that enables an organi)ation to conceive of an
implement its strategiesI%
,-S.$ strength is that it is the only company #hich provides #hich provides electric po#er
to domestic and industry sector. They have no close competitor in the mar&et therefore they
have monopoly in the mar&et.
,-S.$ in particular 30D section has some unmatched qualities% #hich at length ma&es its
bac&ing strengthened. Some of these point are as follo#sJ
P2oEe:t @l4$$i$<
,-S.$ has #ell groomed professionals in the field of pro5ect planning. It has e'pertise in
pro5ect proposal #riting and forming a good and effective plan for carrying out pro5ects of
different nature. ,-S.$ has also the record of completing the assigned in the due time and
budget.
Well e%t4bli%1ed o2<4$iA4tio$
,-S.$ established as separate organi)ation in 9AA?. it is a #ell equipped and established
organi)ation. The main assets of it are its human resource. Its employees feel belonging to the
organi)ation.
E%t4bli%1ed HRD %e:tio$
It provides its technical assistance at every level especially at the village or the gross root
level. 7or the provision of the trainings to the community and staff of ,-S.$ is the main aim
of 30D . it also gives assistance to other section I .e training% la#s enforcement% community
a#areness% natural resource management% monitoring and evaluation and social sector
development.
Sou$d 1um4$ 2e%ou2:e m4$4<eme$t
,-S.$ believes in hiring active and inspired candidates. -'perience is an important
requirement. The qualification% criteria for selection of employee % is related to the field the
candidate is opting for. At ,-S.$ head office % most of the management has communication
s&ills in local and foreign languages. ,-S.$ attracts qualified pool of applicants by offering
attractive salary. It also offer other incentives li&e medical facilities etc.
Em@loyee i$te2 2el4tio$ %1i@
A pleasant operational atmosphere atmosphere develops the efficiency of the staff and also
boosts the employees motivation. 30D section employees have good relationship #ith each
other. The #or& burden is shared bet#een the employees.
S4ti%94:to2y 2el4tio$%1i@% 6it1 :lie$t%
30D staff has good relation #ith its clients. The staff is #ell8mannered and co operative in its
conduct #ith the clients.
We45$e%%e%
*ea&ness can be defined as% H a s&ill and capability that does not enable an organi)ation to
choose and implement strategies that support its mission H% ,-S.$ has the follo#ing ma5or
#ea&nesses%
2oad shedding
2ine losses
Shortage of safety equipment
Shortage of s&illed personals
2a&e of advance and high tech machinery
Unavailability of computeri)ed fault detection system
2o# voltage
2ess recovery from defaulters
.ommunication gap bet#een high management and employees
Unsatisfactory salary structure
*ea&nesses% li&e strengths are a part of almost every organi)ation. These #ea&nesses points
out the potential areas of improvements. A cumulative effort to overcome these fla#s success
possible% during the internship period the #ea&nesses that generally surfaced and #ere visible
at ,-S.$ organi)ation are as described belo# in detailJ
I$924%t2u:tu2e
The outloo& of in organi)ation plays important role in portraying its image to customers.
Similarly the image of the section also matters because a section ma&es a structure of the
organi)ation. The 30D section has structures that is simple and enough eyes catching that
attracts and motivation the employees and victors. There is less seating arrangements in the
office for both the employees and the customers further 30D is very compressed as there are
no separate offices for many of the managers.
Sti@e$d
The stipend are much less as compared to the duties. It gives challans of different rates
according to the 9AC? ,-S.$ Act.
+$de2%t499ed de@42tme$t
The number of staff is much less than to their duties e.g a field man performs three types of
duties at the same times.
Poo2 @e29o2m4$:e 4@@24i%4l
,erformance appraisal is generally considered a motivational as #ell as evaluative tool. At
,-S.$ and 30D its use is normally made in and e'ploiting fashion.
7avoritism and nepotism play and adverse rule in the performance appraisal #hich advisory
affected the process also evaluation is made on the basis on the achievement of the mar&et
target #hich are some time unrealistic and heard .
Poo2 @1y%i:4l %etti$<
The 30D section physical setting is not suitable due to #itch the section loo& distracts at first
sight % there seems to be no one in the section hence the visitors feels uncomfortable .
I$e99e:ti>e i$9o2m4tio$ de%5
The information des& in 30D section is very in efficient usually there peons are present on the
des& % #hich is no #ay a good approach for public relation . on many occasion visitors find
there concern person after long struggle .
Di%:2imi$4tio$

There is rela'ation for female in qualification and mar&et % but today #ord it is 5ust
discrimination .
Out d4te m4te2i4l
The material available about organi)ation and 30D section it self is out date there are
very little fresh material available for the interns.
Politi:4l i$te29e2e$:e i$ %ele:tio$
As government is a ma5or donor of ,-S.$ %there for government officials have greet
influence in its affairs especially in the selection of ne# employ .
OPPORT+NITIES
according to griffin%I an opportunity is an area in the environment that if e'ploited% many
generate high performanceI .success more than any thing is all about converting opportunity
#hat every board of directors else considers dangerI opportunities% #hen e'ploited properly
reap profit and earn success. they are almost al#ays a matter of time. they are to be sought%
pic&ed and made use of before any board of directors else gets up and do so. it is 5ust about
being smart and accurate.
pesco and hrd section also have some opportunity it can utili)e and obtain good mar&et
position. some of the opportunities are hinted here.
e'pansion in operational area
,-S.$ has the opportunity to e'pand it operation to many other districts as #ell because
no#adays there is good image for ,-S.$ due to increase in population and constructing ne#
building. people are there to #elcome ,-S.$ in various un8electrified districts.
hiring high caliber graduates
no# universities are producing quite high caliber graduates. ,-S.$ has the opportunity to
ma&e use of such talent especially in the had section
availability of good trainers
good trainers are no# available in region. ,-S.$ can appoint them to redress its deficiencies
in its training program
T12e4t%
threat is Han area in the environment that increase the difficulty of an organi)ation% achieving
high performanceI treats un unseen% futuristic% probable events that can occur and prove
dangerous in consequences. every organi)ation is face by some category of threats in its
operations and foundation. opening ne# outlets% altering e'isting polices% designing fresh
mar&eting strategies% bringing change in physical structures% almost every activity that an
organi)ation does face some &ind of threats% 5ust li&e the benefits is see&s.
the section also faces some threats% #hich can 5ust prove minor assumed fearsI as #ell as can
become events #ith grave consequences. the prevailing condition indicates the follo#ing as
the possible threats.
la# and order situation
the la# order situation al#ays plays a vital role in the successful operation of almost every
organi)ation. although there is no as such bad la# and order problem in the areas #here
,-S.$ operates% but in the long run% it might effect.
due to army operations in the tribal areas most of the high tension lines and poles have been
damaged y the militants% #hich cause failure in the supply of electricity to the areas
natural disasters
natural disaster li&e foods% earth quic&% thunderstorms% typhoons% tornados is the ma5or factors
of damaging transmission lines% poles% and other equipments
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