Human Resource Management Internship Report Virtual University of Pakistan

TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY
HRMi619: INTERNSHIP REPORT (HRM)
Submitted By
Name: Naveed Arshad
ID: Mc070402070
Session: Spring 2010
Date 04-02-2010
Department of Management Sciences,

Virtual University of Pakistan
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Letter of Undertaking
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Scanned Copy Internship Certificate
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Dedication
To my beloved parents and respected teachers whose utmost love,
care and struggle against all odds, brought me to this height of
knowledge by the benevolence of Almighty (ALLAH).
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Acknowledgment
First of all I am thankful to Almighty ALLAH, the Beneficent, the Merciful,
for giving me so much strength and strength to work on this internship report and
complete it successfully. I would like to express my gratefulness to all my teachers
especially for giving me kind guidance and providing me a chance to work on this
project right through from the start my courses. I am also thankful to all TEVTA
Staff and training staff for his valuable suggestions, gentle supervision and
encouragement throughout my internship.
Along with all this I am very awful to the Human Resource Department of
TEVTA and their cooperation during my stay in the organization. Especially I am
thankful to those people of HRM Department who helped me in completing my
Internship Report.
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Executive Summery
TEVTA was formed by an Ordinance No XXIV of 1999 promulgated by
Governor of the Punjab. Government of Punjab passed an ordinance to provide for
the constitution of the Technical Education and Vocational Training Authority
(TEVTA) of the Punjab. The prime aim of TEVTA is to provide technically and
skilled trained human resources to the Industry in the province, as per their demand.
Another function of TEVTA is Develop and offer Need Based Short Courses in the
sector of new technologies to the Industry and also to offer services for solutions
regarding associated production problems and establish a Staff Development System
to offer demand oriented teacher & instructor training and upgrading performance.
TEVTA Regulate and develop standards of technical education and vocational
training including internationally recognized curriculum, examination and
certification system and assess the Manpower Training Needs in the context of
domestic and global markets.
Technical Education and Vocational Training Authority (TEVTA) was set up
by Government of the Punjab for promoting & enhancing technical education &
vocational training in the province. TEVTA is operating about 25 Technical
institutes/colleges, 114 commerce colleges, 303 vocational institutes and 17 Service
Centres total 472 Institutions for this purpose & more than 11000 Staff is working
under its umbrella. TEVTA also providing Training to their employees and students
all over the Punjab in various technical courses.
There are two sub-departments of Human Resource Management department.
One is Training Department and second one is Career Planning department. This
report briefly discussing the functions of HR department in TEVTA. This report
also including the suggestions and points out the area in improvements can be.
In this report I briefly discussed the business sector of TEVTA organization,
history of the organization, nature of the organization, service lines of TEVTA
organization. I have also presented the organization hierarchy chart with details of
each department and introduction, I have also given the comments on organization
structure that what is the impact of organization hierarchy on different factors and I
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have also discussed the decision making impact, chain of command and span of
control. I have also discussed the brief introduction of my department where I
worked in and wrote the detailed description of operation and activities of the
departments I worked in. Next I described HRM department hierarchy and its sub-
departments.
Next I explained the HR needs, sources of candidates, employment selection
process, Training Need Assessment (TNA), Performance Appraisal, types of
compensation and benefits, organization job changes, separations, layoff, labour
management relations, terminations, resignation and retirement I have also
discussed the promotion, transfer, demotion. After going through all these topics I
have also included Critical Analysis and SWOT analysis of organization in the
service sector. After that reader will find conclusion and recommendation for
improvement of services.
In this report I have explained all my observations and experience got in
TEVTA during my internship tenure regarding HRD, recruitment and selectio n,
performance appraisal. I go into the assignments with details given by the
internship supervisors with detail of each assignment.
I spent good time in learning and learnt to deal with different situations and
had experience of organization environment. I would like to highlight that my
experience with TEVTA organization was very memorable and full of learning’s.
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Table of Contents
S. No Description Page No
Introduction Of Technical Education Sector
8-Brief introduction of the organization’s business sector 1
9-Overview of TEVTA
a. History 3
b. Nature of TEVTA 4
c. Business volume 4
d. Product lines 4
e. Competitors 9
10-Organizational Structure
a. Organizational Hierarchy chart 10
b. Number of employees 13
c. Main offices 13
d. Introduction of all departments 14
e. Comments on the organizational structure 22
11-Plan Of Your Internship Program
a. Introduction of TEVTA Secretariat Lahore 24
b. Starting & ending dates of internship 25
c. Description of the departments 25
12-Training Program
a. Descriptions of the operations/activities of the departments 26
b. Descriptions of the tasks assigned 28
13-Structure Of The HR Department
a. Department hierarchy 36
b. Number of employees 36
c. Descriptions of Sub Departments. 36
14-Functions of HR Department
a. Human resource planning and forecasting
 HRP process 39
 Forecasting HR requirements 39
 Methods to forecast HR needs 39
b. Employees Recruitment & Selection
 Sources of candidates 41
 Employment selection process 41
c. Training & Development
 Training need assessment 42
 Employee development 46
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d. Performance Management
 Setting performance standards & expectations 46
 How performance reports are written 47
e. Employee Compensation & Benefits
 Type of compensation & benefits 56
f. Organizational Career Management
 Employee job changes 57
 Job changes with the organization 57
 Promotion 57
 Transfer 57
 Demotion 58
 Separations
 Layoff 59
 Termination 59
 Resignation 60
 Retirement 60
g. Labor Management Relations 61
15-Critical Analysis
a. Success and failure 62
b. Future prospects 65
16-SWOT Analysis
a. Strengths 66
b. Weaknesses 67
c. Opportunities 68
d. Threats 68
17-Conclusion
Evaluation & Assessment 67
18-Recommendations For Improvement
Solution of Discrepancies 70
19-Reference & Sources Used 71
20-Annexes 72
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8-Brief introduction of the organization’s business sector
The nature of this organization is to develop a skilled workforce for the local
industry. TEVTA develops the skilled and technically experienced workforce for
local industries. TEVTA also provides business solutions to industrial units.
TEVTA playing very important role for Re-engineering and consolidate the existing
technical education and vocational training system under one management structure.
TEVTA Established close relationships with various sectors of economy namely
Agriculture, industry, Services and Commerce. TEVTA Regulate and develop
standards of technical education and vocational training including internationally
recognized curriculum, examination and certification system and assess the
Manpower Training Needs in the context of domestic and global markets. Another
function of TEVTA is Develop and offer Need Based Short Courses in the sector of
new technologies to the Industry and also to offer services for solutions regarding
associated production problems and establish a Staff Development System to offer
demand oriented teacher & instructor training and upgrading performance.
E D U C A T I O N & T R A I N I N G SE C T O R
Labour Market
Bachelor
of M. Com.
Technology
(B.Tech.) B. Com.
Diploma of
Associate D.Com Apprenticeship G-II & G-III Vocational
Engineers & DBA Training Certificate Diploma/ Certificate
(D.A.E.) Certificate
Technical Education Commerce Education Vocational Training
High School
Middle School
Primary School
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TEVTA is engaged in imparting technical education and vocational training

through its 472 institutions which fall under the below mentioned categories.
 Government Technical Training Centres

 Government Technical Training Institutes
 Government Vocational Training Institutes
 Government Commercial Training Institutes
 Government Polytechnic Institutes
 Government Colleges of Technology
TEVTA in service sector also providing technical solutions to the industry. It

registers the organizations through website interface and provides the solution of their
problems registered with TEVTA. Courses of different levels and of different duration
are being offered in TEVTA institutions to address the public and employer’s demand. In
addition to vocational / technical courses of up to 3 years. “Degree courses for B-Com,
B-Tech (Pass) and B-Tech (Honour) are also offered in Government Colleges of
Commerce and Government Colleges of Technology”.
In education sector TEVTA provides the cheapest education and training to their
students that low cost syllabus books and practical and in some cases TEVTA charge no
fee from students, free training materials is provided by the institutions and students are
supported with stipend.
TEVTA in education sector providing technical, commerce and vocational
training education and occupied the large part of technical education sector in Punjab.
All institutes registered with TEVTA are funded by TEVTA. TEVTA approves
PC-1 and issues the finance to the concerned institutes. TEVTA helps all registered
institutes with procurement, purchasing machinery and construction of institute buildings.
TEVTA is in direct relationship with industry sector, education sector, agriculture,
commerce and service sector. TEVTA develops the curricula with the consultation of
industry sector like leather, textile and agriculture.

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9-Overview of the organization
TEVTA is a Technical Education & Vocation Training Authority board who

is responsible for the technical education & training throughout the Punjab. It is
formed by an Ordinance No. XXIV of 1999 promulgated by the Governor of the
Punjab to fulfil the needs, wants and workforce of local industry by utilizing the
vast network of training institutions.
a. History
TEVTA in collaboration with Chambers of Commerce & Industry, Lahore
has established its help-Desk within the premises of Chambers of Commerce &
Industry, Lahore. To assist/help the local industry by utilizing its vast network of
training institutions, qualified and experienced faculty, to achieve the objectives of
the project. Before TEVTA many technical institutes were working independently or
under PSIC (Punjab Small Industries & Export Corporation). PSIC was established
by the government of Punjab to support, development and promotion of all small
industrial units in Punjab. In 1999 PSIC handover many technical institutes to
TEVTA authority. In 1999 TEVTA started work and start serving the all technical
institutes in the Punjab and conduct first academic session in Punjab. In 1999 all
technical institutes in Punjab started registration with TEVTA authority.
The session was conducted of all technical institutes in 1999. The TEVTA board
was fully functional at the end of year 1999 and all academic activities started under
TEVTA board in 1999.
Mission Statement
To enhance global competitiveness in Punjab, through a quality and
productive workforce by developing demand driven standardized, dynamic and
integrated technical education and vocational training service.
Service Volume
TEVTA’s business volume is spread through out the Punjab serving 459
colleges. TEVTA has 17 Service Centres in all over the Punjab, providing services
to all the institutes. And PBTE (Punjab Board of Technical Education) is also
working under TEVTA. 45000 students enrol every year in TEVTA and PBTE.

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b. Nature of TEVTA
TEVTA is a vocational authority board who is responsible for vocation training
all over the Punjab. For this purpose TEVTA board has established PBTE (Punjab Board
of Technical Education). There are 472 vocational colleges who are working under
TEVTA. TEVTA provides full funds and services to all registered institutes. And
planning, organizing, leading and controlling all vocational institutes. The nature of this
organization is to develop skilled workforce for the local and international industry.
TEVTA also provides business solutions to industrial units. TEVTA playing very
important role for Re-engineering and consolidate the existing technical education and
vocational training system under one management structure.
c. Service Lines
TEVTA has a very long list of services providing. TEVTA offering many
type of short and associate engineering courses in all o ver the Punjab. The list of
TEVTA’s product line is given below. TEVTA providing Commerce Education,
Training Education and vocation Education.
d. Courses Offered
Degree Duration
B.Tech
Auto & Diesel 2 years
Chemical 2 years
Civil 2 years
Mechanical 2 years
Refrigeration & Air Conditioning 2 years
Electrical 2 years
Electronics 2 years
Auto and Farm 2 years
B.Tech (Hons)
Electronics and Communication 2 years
Chemical 2 years
Civil 2 years
Mechanical 2 years
Electrical 2 years
Electronics and Communication 2 years
DAE

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Architecture 3 years
Chemical 3 years
Civil 3 years
Mechanical 3 years
Auto and Farm 3 years
Automation 3 years
Bio Medical 3 years
Computer Information Technology 3 years
Electrical 3 years
Electronic 3 years
Textile Weaving Technology 3 years
Foundry & Pattern Making 3 years
Instrumentation 3 years
Printing & Graphic Arts 3 years
Textile Spinning 3 years
Welder 3 years
Food Technology 3 years
Telecom 3 years
Petroleum 3 years
Petrochemical 3 years
Dress Designing & Making 3 years
Diploma
Diploma in Electronics Publishing Technology 1 year
Higher National Diploma (Telecom) 2 Years
Higher National Diploma (Chemical) 2 Years
Higher National Diploma (Electronics) 2 Years
Higher National Diploma (Mechanical) 2 Years
Higher National Diploma (Textile) 2 Years
Diploma in Commerce 2 Years
Diploma in Information Technology 1 year
Diploma in Office Management 1 year
Post Diploma
Bio Medical Technology 1 Year
Environmental Control Technology 1 Year
Commerce Education
Master Degree
M.Com 2 Years
Graduation Degree
B.Com 2 Years
Diploma (2 year)
Diploma in Business Administration 2Years
Diploma in Information Technology 1 Year

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Diploma in Vocational Girls 2 Years

Certificate
Certificate in Computer Applications 3 Months
Certificate in Computer Applications 6 Months
Spoken English 3 Months
Spoken English 4 Months
Vocational Education
Vocational Diploma (1-2 years)
Dress Designing & Making 2-Year
Diploma G-II (2 years)
Dress Designing & Making 2-Year G-II
Diploma G-III (1 year)
Mechanical (G-III) 1 Year
Refrigeration & Air Conditioning (G-III) 1 Year
Auto and Farm (G-III) 1 Year
Electrical (G-III) 1 Year
Electronics (G-III) 1 Year
Auto & Farm Machinery (G-III) 1 Year
Auto Electrician (G-III) 1 Year
Auto Mechanic(G 1 Year
Carpenter (G-III) 1 Year
Commercial Arts / Graphics (G-III) 1 Year
Computer and Electronics (G-III) 1 Year
Computer Operator (G-III) 1 Year
Draftsman Civil (G-III) 1 Year
Draftsman Mechanical(G 1 Year
Electrician (G-III) 1 Year
Fitter General (G-III) 1 Year
Industrial Electronics (G-III) 1 Year
Machinist (G-III) 1 Year
Mechanist (G-III) 1 Year
Painter (G-III) 1 Year
Electronics Application (Radio & TV) (G-III) 1 Year
Tractor and Auto Mechanic (G-III) 1 Year
Welder (G-III) 1 Year
Computer Hardware (G-III) 1 Year
General Mechanic (G-III) 1 Year

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Motor Winding (G-III) 1 Year

Tailoring (G-III) 1 Year
Wood Work (G-III) 1 Year
Auto Mechanic(Diesel (G-III) 1 Year
Auto Mechanic(Petrol) (G-III) 1 Year
Heating Ventilation Air Conditioning (HVACR) (G-III) 1 Year
Turner (G-III) 1 Year
Electrical Wiring Technician (G-III) 1 Year
Machine Shop (G-III) 1 Year
Bulldozer Operator (G-III) 1 Year
Textile Printing (G-III) 1 Year
Office Secretary (G-III) 1 Year
Mill Wright (G-III) 1 Year
Sports Goods Leather Work (G-III) 1 Year
Sports Goods Wood (G-III) 1 Year
Office Management Assistant (G-III) 1 Year
Dress Designing & Making (G-III) 1 Year
Machine Embroidery (G-III) 1 Year
Beautician (G-III) 1 Year
Hair and skin Care (G-III) 1 Year
Fashion Designing (G-III) 1 Year
Certificate
Refrigeration & Air Conditioning 6
Auto and Farm 6
Auto & Farm Machinery 6
Auto Electrician 6
Carpenter 6
Computer Operator 3
Computer Operator 6
Electrician 6
Machinist 6
Mechanist 6
Welder 6
Driving 3
Motor Winding 6
Plumber 3
Plumber 12
Plumber 6
Tailoring 3
Tailoring 6
Wood Work 6
Auto Cad 3
Auto Cad 6
Auto Mechanic(Diesel) 6
Auto Mechanic(Petrol) 6

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Certificate in Computer Applications 3

Certificate in Computer Applications 6
Electronics Equipment Repair 3
Home Appliances & Repair 6
Heating Ventilation & Air Conditioning 6
Mason/Bricks Layer 6
Tractor Operator 6
Turner 6
Electrical Wiring Technician 6
Machine Shop 6
Bulldozer Operator 6
Sheet Metal 6
Civil Surveyor 6
Mobile Repairing 3
Mobile Repairing 6
Certificate in Computer Graphics 6
Wireman 6
Paint Polish 6
Electrical Appliances 6
Machine Process for Wood Furniture 6
Motor Cycle Mechanic 6
Dress Designing & Making 3
Dress Designing & Making 6
Hand Embroidery 3
Hand Embroidery 6
Knitting Hand 3
Machine Embroidery 3
Machine Embroidery 6
Beautician 3
Beautician 12
Certificate Vocational Girls (1 Year Certificate) 12
Diploma in Vocational Girls (Additional) (Diploma 1 Year) 12
Handicraft 6
Industrial Stitching Machine Operator 3
Leather Work 3
Painting 3
Painting 6
Rural Poultry 6
Spoken English 3
Spoken English 4
Stain Glass Painting 3
Cooking & Baking 3
Domestic Tailoring 3
Drawing & Designing 3
Electrical Mechanical (Vocational ) 6

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Diploma in Vocational Teacher Training (Diploma 1 Year) 12

Decoration 3
Printing 3
English Language 3
e. Competitors
There is not any considerable competitor in Punjab Province.

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10-Organization Structure
a. Organizational Hierarchy chart
Organizational hierarchy is the formal framework by which job tasks are divided,
grouped and coordinated. To achieve the main objective of the TEVTA structure is
designed which is given asunder.
Chairman
TEVTA
Secretary Chairman
COO
TEVTA PBTE
Chairman TEVTA has the final authority in TEVTA to make amendments in

TEVTA organization Structure. The Secretary TEVTA, COO (Chief Operating Officer)
and the Chairman of PBTE (Punjab Board of Technical Education) is reported to
Chairman TEVTA.
Secretary
TEVTA
Manager Manage Manager Manager Manager

P. Relations HRM Establishment Inquiry Legal
All Managers of TEVTA, 1.Manager Public Relations (PR), 2.Manager

Human Resource Management (HRM), 3.Manager Establishment, 4.Manager
Inquiry and 5.Manager Legal matters are make reports to Secretary TEVTA. And all
managers are also reported to their General Managers.
COO
TEVTA
General General General General General General

Manager Manager Manager Manager Manager Manager
Finance SCs HRM Projects Operations Academic

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Chairman PBTE
Trade Testing Board (Development Cell)
General Manager
Finance
Manager Audit Manager Finance Manager MIS
General Manager
Human Resources
Manager Career Planning Manager Training
General Manager
Projects
Manager Works Manager Planning
General Manager
Operations
Manager Manager Manager Manager

Operations-I Operations-II Monitoring Technical
General Manager
Academics

AA AT Curriculum R&D

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General Manager Service Centres
Manager Service Centres
Organization Hierarchy Chart
Organization Structure Of TEVTA

Chairman
TEVTA BOARD
District Boards of
Secretary/C.O.O. Management
Director (R&D)
Chairman (PBTE) (A)
(D)
Manager PR Manager Manager Manager Manager Estt

(I) Legal (C) HRM (A) Enquiry (S) (B)
GM Finance GM (Projects) Advisor (P&P) GM Operations GM Service Center GM HRM GM Academics

(A) (N) (G) (A) (L) (K) (A)
Dy. GM
Manager Finance (L) Manager Dy. GM
(MIS) (Admin) Service Centers
(M) (Z) (O)
Manager Manager
Manager Manager Manager Service Centers Manager
Manager Career
Manager Development Works Projects (F) Training
Accounts
Finance (A) (N) (N) (N) (A/R) Planning
(M)
(P/R)

Ops.I (E) Ops. II(E) Tech.(E) M&E (E)

(AA) Apprenticeship Curriculum (A&C)
ZN-N ZM-C ZM-S
(M) (J) (A) (K)
(A) (A) (A)
07 DMs 07 DMs 07 DMs

(A) (A) (A)
Principals Principals Principals

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b. Number of Employees
Civil Employees. TEVTA Employees. PSIC Total Vacant

TEVTA Secretariat 155 308 2 465 145
Institutes 7830 3285 663 11778 3183
Zonal Office 24 20 0 44 21
DM Office 71 162 0 233 87
RDAT 58 12 0 70 20
Development Cell 31 2 0 33 11
Total 8169 3789 665 12623 3467
c Main Offices
Sr# Offices
1. Public Relation Office Gulberg
2. Human Resource Management Office Gulberg
3. Career Planning Office Gulberg
4. Establishment Office Gulberg
5. Operations Management Offices Gulberg
6. Inquiry Office Gulberg
7. Research and Development Office Gulberg
8. Curriculum Office Gulberg
9. Service Centers Office Gulberg
10. Training Office Gulberg
11. A&D Office Gulberg
12. Academic Audit Office Gulberg
13. Project Management Office Gulberg
14. Administration Office Gulberg
15. Examination and Certification Office Gulberg
16. Govt. Institute of Leather Technology, Gujranwala.
17. Cutlery & Small Tools Industry Service Centre, Wazirabad.
18. Light Engineering Service Centre, Gujranwala.
19. Institute of Ceramics, Gujrat.
20. Wood Working Service Centre, Gujrat.
21. Govt. Wool Spinning & Weaving Cum-Training Centre, Jhang
22. Centre for Agricultural Machinery Industries,
23. Govt. Weaving & Finishing Institute, Shahdara.
24. Govt. Polytechnic Institute, Shahdara.
25. Pak German Institute of Cooperative Agriculture, Multan
26. Institute of Blue Pottery Development, Multan (Productive/Service Centre)

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27. Wood Work Centre, Kot Addu (Productive/Service Centre)

28. Wood Working Service Centre, Rawalpindi
29. Metal Industry Development Centre, Sialkot Cantt.
30. Govt. Weaving & Finishing Centre Shahdara
31. Knitwear Hosiery Centre, Faisalabad
d. Introduction of All Departments

Human Resource Management Department
The main function of Human Resource Management department is to
recruitment, conducting staff training, handling pension cases, handling promotion
cases, enquiry matters, service matters, amendments in service rules and union
matters.
Main functions of HRM department.
 Employee’s performance evaluation
 Evaluation performance and improve organizational performance
 Job Evaluation
 Job analysis
 Develop job Descriptions/positions according to the organization needs.
 Staffing.
 Issuance of vacancies of civil employees.
 Employee’s promotions and transfers.
 Recruitment and selection of people.
 Record Maintenance.
Training Department
Training department is a sub department of Human Resources department.
Training department is responsible for conducting training programs. Training
department assess the weak areas of the organization’s employees and conduct the
training program for them. If there is any development in TEVTA curriculum and
sallybus then training department conduct the training program for teacher for
effectiveness in studies.
Main functions of Training Department.
 Study gap analysis.

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 Trraining need assessment..

 All skill up-gradation trainings.
 Pedagogy Trainigs.
 Matters relating with curriculum % manuals.
 Create training or development specification.
 Plan training and evaluation.
 Prepare Annual Training Plan/ Calendar.
 Finalization of Nominations, Venue & Master Trainer
 Monitoring of Training activity.
 Proposal of nominations after short listing.
 Forward Nominations to P&D.
 Preparation of cost / budget estimates & release of funds.
 At the end of training program conducting Feedback from students.
 Data entry in MIS.
Career Planing Department
Career planning department is working under Human Resource Management
department. Career planning department is a new personnel function. Career planning
department of TEVTA is focusing on to motivate their employees towards their jobs with
high efficiently and effectiveness. Career planning department of TEVTA has deep focus
on individual employee potentials for promotion towards the organization needs and
opportunities. Career planning department also help and cooperate with all internees
came in TEVTA.
Main functions of Career planning department.
 Guidance of students, internees, and organization employees.
 Developing of job specifications and job descriptions.
 Maintaining of some sort of HR records of employees.
 Conduct of workshops/seminars for Placement Officers.
 Placement of Internees under NIP.
 Leave Account
 Termination of contract

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 Control absenteeism
 Short leave and late Attendance
Fianancial Management
Financial Management department handles the all money & tax matters of and
manages the financial resources of TEVTA and also leads the Administration department
of TEVTA. Financial Management department performs the extensive responsibilities.
Main function of Financial Management department
 Policy forming.
 Financial dicipline
 Financial analysis
 Tax matters
 Bugdeting
 Auiditing
 Internal Audit
 Physical Stocktaking
 Preparation of financial statements
 Sanctioning of Purchase Cases
 Release of Salary
 Development of Annual Budget and all procedures till approval
 Handling Financial Assistance Cases
 GPF Advance, Marriage, Funeral Grants
 Pension of PSIC Employees
 Release of LFA
Administration Department
Administration department perform all managerial functions. It handles three
further departments, Diary and Dispatch department, Transport department, store
department and to carry out any kind of security arrangements.
Functions of Administration department
 Recruitment of contract employees in TEVTA secretariat and institutes all over
the Punjab.

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 Maintenance of time in / time out register.

 Number of approval for local vehicles
 Record keeping of diary and dispatch, LFA, store section and transport section.
 Tenders open in the presence of purchase committee and the Bidders
 Examining demand & preparing advertisement
 Submitting advertisement to Public Relation section
 Request for interview schedule to Appointing authority
 Short listing of candidates
 Call letters are issued
 Preparation of Marks Sheets/Files
 Consolidated marks sheet for signatures
Establishment Department
Functions of Establishment department
 Examination & Give proposal
 Final shaping of the Case for getting Approval of the Competent Authority
 Preparing summary For S&GAD / Finance etc
 Issuance of NOC to the nominee
 Decision / Minutes are put up for approval of authority to convey for implementation
 Coordinate meeting
 Receiving Complaints
 Preparing the case for probe / inquiry
 Amendments in service rules of TEVTA
 Postings and transfers
 House building advances
 Matters relating to PBTE.
 Managing all kind of leaves such as, medical leave, earned leave, study leave,
extra ordinary leave.
 Deputation of cases.
 Marriage grants and funeral grants.
 Finance assistance cases.

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 To deal with Chief Minister’s complaint cell.

 Governments Circulars and Notifications.
Legal Department
Legal department is responsible for preparation of cases and proposals on TEVTA
activities to help TEVTA to avoid from legislations. Finalize the parawise comments and
submit to the competent authority, get signed the parawise comments from the Authority,
present the rough draft of parawise comments, file the parawise comments in the Court,
attend the Court on each date of hearing & present/explain the case if necessary, put up
the court order to the authority for implementation, attend the Court on each date of
hearing and present/explain the in the Court and to provide legal opinions to TEVTA
authorities.
Enquiry Department
Enquiry department is responsible of conducting enquiry of inefficiencies,
misconduct, corruption, absence record of teacher and employees all over the Punjab,
subversive activities and disciplinary actions. They investigate the activities/cases against
the state in TEVTA institutions and all district managers and zonal managers.
The competent authority of Enquiry department is secretary TEVTA. Enquiry
department receive the cases of enquiry from grade 17 scale officers to 22 grade scale
officers from all over the Punjab. Functions of inquiry department is to generate enquiry
report, conducting enquiry of absence, corruption, misconduct, inefficiencies and
activities against state matters, prepare the charge sheet / penal of enquiry officers /
departmental representative.
Research and Development Department
Research and development department is responsible for overall development of TEVTA
and its institutions, exercise market research, training need assessment and to coordinate
with curriculum department for in development of curricula. Research and Development
have to identify new trades and technologies in the market and TEVTA intuitions all over
the Punjab. Functions of research and development department, approval of action plans
industry visits, meetings with the stakeholders, review of draft TNA report, preparation
of organization plans, coordinate with curriculum department and keep on eye on

19
changes & development in sallybus, to plan, supervise and coordinate research and
development activities in Punjab and to identify technologies trades at new intuitions
Curriculum Department
The responsibility of Curriculum development is to develop the curricula of
TEVTA institutions. They develop the curricula of 3 year DAE classes, B.Tech classes, 1
year, 6 months and 3 months courses. But they have they authority of authentication the
curricula of courses below the period of 3 years. 3 years a curriculum is approved by the
NEVTEC the higher authority of TEVTA.
Curriculum department evaluates revision and develop the curricula.
Functions of Curriculum department
 Proposal for curricula development committee, curricula revision committee
and curricula evaluation committee.
 Scrutiny of Proposal
 Approval of CDC/CRC/CEC
 Proposal for manual development committee, manual revision committee and
manual evaluation committee.
 Approval of MDC / MRC / MEC
 Preparation of manual
 Approval of curricula below 3 years.
Academics/Academic Audit Department
The main responsibility of Academic Audit department is to conduct audit of all
institutions registered by the TEVTA all over the Punjab. Academic Audit department
audit the teachers lessons and the completion of lesson during the specified time period.
They check student’s practical copies, attendance registers, institutes operating manual,
training manual, play ground and practical equipments. They are also responsible to
prepare academic calendar for all institutions all over the Punjab and for PBTE.
Functions of AcademicsAcademic Aduit department
 Preparation of Rolling Plan for Academic Audit
 Vetting of Academic Audit Report
 Submission of Academic Audit Report to Operations Department
 Submission of Academic Audit Report to concerned institute

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 Follow up of Academic Audit Reports

 Issuance of NOC to TEVTA and Non TEVTA Govt. Institutes
 Constitution of inspection committee
 Requisition of Proposals for Academic Calendar from all concerned
 Preparation of draft Academic Calendar
 Approval of Academic Audit Report
 Evaluating performance of all institutions.
Public Relation Department
A public Relation department is responsible for all kind of media advertisements
and commercials. They are responsible
Function of Public Relations department
 To attend the meetings and presentations functions of TEVTA to make coverage
in electronic & print media.
 To prepare press release for publications in media.
 To prepare interview forums of chairman & secretary TEVTA.
 To prepare reply of all anti news for publications in the concerned newspapers.
 To make advertisement plan to promote Technical Education.
 To ensure timely circulation of newspapers to all officers of TEVTA.
Management Information System department
MIS department of TEVTA handles all computer, hardware and software matters
of TEVTA. It handles networking, network cabling, software maintenance, reports
generation, development of software according to the organization needs and wants, data
backups, database management of all section and data entry of all sections provided by
departments.
Functions of MIS department
 Data Entry / Updates
 Development of software according to the organizational needs and wants to
make data available at any time when it is required.
 Application Development and Maintenance
 Network & Software Installation and Maintenance

21
 Reports Generation
 Database & Server Management
 Website Update and Maintenance
 Provide hardware assistance to all departments.
 Installation of software on request.
 Receive data from departments for data entry.
Operations Department
Operation department is responsible the overall operation of the TEVTA
Secretariat and all institutions. Operations department is responsible for examination,
processing of public and private partnership as per requirements, new construction cases,
arranging special scholarships, commencement of new short courses, monitoring the
proper utilization of revenue in ADP schemes, to process institute funds, vetting of
advertisement, section of equipment and machinery cases, competition administrative
matters, process of all transfers, demotions and posting cases, process of admission cases,
issuance of minutes of meetings of zonal managers meetings, preparing cash plans,
supervision of ADP schemes, assessment of staff positions, collecting and updating of all
kind of records and monitor and evaluate the TEVTA and all institutes progress.

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e. Comments on Organization Structure
Departmentalization
TEVTA organization is divided into different departments on the basis of function
approach. Workforce is grouped together in departments according to their skills and
activities. Everyone in the department has separate skills and efficient & specialized in a
specific course. TEVTA organization is headed by the chairman, COO and then all
General Manager leading all departments. And all General Managers are centralized
chain of command because they are reported to COO (Chief Operating Officer).
There are many departments in TEVTA Secretariat, Public Relation, Human
Resource Management, Career Planning, Training, Legal, Establishment, Project,
Inquiry, Research and, Curriculum, Service Centers, Academics and Operation
department. All General Managers have one Manager; Managers have Deputy Manager
and then a Computer Operator, Junior and Senior Clerks and Naib Qasids.
Departments have this type of hierarchy system. This is the best hierarchy system
chosen by the TEVTA Board. It’s very facilitating the communication flow from down to
top and top to down. Assistant Manager & Clerk and lower scale staff is reported to
Deputy Manager and Deputy Manager is reported to General Manager, General Manager
is reported to COO and COO is reported to Chairman TEVTA. This is the objective
hierarchy where every one is assigned with tasks and responsibilities and everyone is
reported to their senior.
TEVTA organization hierarchy is work specialization work is separated into
many steps every work is done the work specialist. This makes the work complete
quickly.
Chain of Command
The chain of command of TEVTA organization structure is top to bottom
approach. Like chairman to COO and TEVTA secretary, both are to General Manager,
General Manager to Manager and Manager to their Assistants, Clerks, Computer
Operators and N.B.
Span of Control

23
In this structure all employees are specialized in their tasks therefore they
need lesser training and supervision from top management. Only when Government
passed new ordinance then employees needs some sort of supervision. Therefore TEVTA
span of control is smaller because there is 5-6 employees under top management and
decision making is done by the top management.
Formalization
TEVTA is a government organization therefore there is every work is high
formalized. All types or works are done according to the rules and regulations set by the
government and TEVTA management.
Centralization
In TEVTA all decisions are made by the TEVTA top management. Therefore
centralization is very high. All decision is made by the Chairman, COO, Secretary and
GMs. Often 90% decision is made by the General Manager.

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11-Plan of Your Internship Program
a. Introduction of TEVTA Secretariat Lahore.

An authority of Punjab Government having status of “Special Institution” is
engaged in imparting demand driven Technical Education & Vocational Training through
network of 411 institutions, in Punjab.
In Lahore TEVTA Board was established in 1999. TEVTA was formed by an
Ordinance No XXIV of 1999 promulgated by Governor of the Punjab to assist and
control all technical institutes of the Punjab. The nature of this organization is to develop
skilled workforce for the local and international industry. TEVTA also provides business
solutions to industrial units. TEVTA playing very important role for Re-engineering and
consolidate the existing technical education and vocational training system under one
management structure.
Districts Covered By TEVTA Board
1. District Attock 2. District Bahwalnagar 3. District Chakwal
4. District D.G Khan 5. District Bahawalpur 6. District Jhang
7. District Faislabad 8. District Gujranwala 9. District Jhelum
10. District Khanwal 11. District Hafizabad 12. District Kasur
13. District Khushsab 14. District Mandi Bhaudin 15. District Multan
16. District Lahore 17. District Mianwali 18. District Okara
19. District Layyah 20. District Muzafargarh 21. District Rajanpur
22. District Lodhran 23. District Nankanasahib 24. District Gujrat
25. District Narrowal 26. District Pakpattan 27. District Bhakar
28. District Rawalpindi 29. District R.Y Khan 30. District Sahiwal
31. District Sarghoda 32. District Shekhupura 33. District Sialkot
34. District Vehari 35. District Toba tak singh
Vision Statement
 Skilled Punjab
 Poverty alleviation

25
 TVET at doorsteps.
Mission Statement
Provision of quality Technical, Vocational & Commerce education to produce
skilled work force compatible with the demands of industry and commercial sectors of
the Province
Company Objective
 To provide technical education.
 To provide vocational education.
 To poverty alleviation.
 To provide education at doorsteps.
 Skilled Punjab.
 To provide cheap education.
b. Starting and Ending Dates of My Internship Program
Starting Date: 01-12-2009
Ending Date: 15-01-2010
c. Departments Where I Got Training During My Internship Program
 Human Resource Management Department (3 weeks)
 Career Planning Department (1 Week)
 Training Department (1 week)

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12-Training Program
a. Detailed description of the operations of department I worked in

Human Resource Management Department
The main function of Human Resource Management department is to

recruitment, conducting staff training, handling pension cases, handling promotion
cases, enquiry matters, service matters, amendments in service rules and union
matters.
Main functions of HRM department.
 Employee’s performance evaluation
 Job Evaluation
 Job analysis
 Develop job Descriptions/positions according to the organization needs.
 Develop job specifications according to the organization needs.
 Staffing.
 Issuance of vacancies.
 Employee’s promotions and transfers.
 Recruitment and selection of people.
 Approving authority of all managerial functions.
 Record Maintenance.
 Compensation and benefits.
 Human Resource Development (HRD)
 Coordination & arrangements of meeting for promotions.
Training Department
Training department investigate the weak areas of the organization’s

employees and conduct the training program for them. TEVTA ha established
training department for conduction training programs for civil and contract
employees and to manage short courses. Like TSTP. If there is any development in
TEVTA curriculum and sallybus then training department conduct the training
program for teacher for effectiveness in studies.

27
Training Cycle diagram
IDENTIFY
EVALUATE
(INTERNAL &
TRAINING
EXTERNAL)
NEEDS
EXAMINATION & SET

CERTIFICATION OBJECTIVE
EXECUTE LIST
TRAINING KNOWLEDGE
DEVELOP
BUILD
TEACHING &
CAPACITY
LEARNING
OF STAFF
RESOURSES
For training TEVTA pays 40% of their expenses. No fee charged for training
its totally free training programs. Course is based on 10% to 20% theory and 80%
practical. Students are supported with stipend.
Main functions of Training Department.
 Study gap analysis.
 Trraining need assessment..
 Training process.
 All skill up-gradation trainings.
 Pedagogy Trainigs.
 Finalization of Nominations, Venue & Master Trainer
 Monitoring of Training activity.
 Proposal of nominations after short listing.
 Forward Nominations to P&D.
 Preparation of cost / budget estimates & release of funds.
 At the end of training program conducting Feedback from students.

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 Data entry in MIS.

Career Planing Department
Career planning department of TEVTA is focusing on to motivate their
employees towards their jobs with high efficiently and effectiveness.
Main functions of Career Planning department.
 Guidance of students, internees, and organization employees.
 Deals with all internees.
 Developing of job specifications and job descriptions.
 Build pathways for employees.
 Condcut career planning saminars.
 Maintaining of some sort of HR records of employees.
 Development of guidelines for Placement Officers.
 Placement of Internees under NIP.
 Orientation of internees
 Leave Account
 Termination of contract
 Control absenteeism
 Short leave and late Attendance
b. Detailed Description of the tasks assigned me various

departments.
Human Resource Management Department & Training Department
I spent first three weeks in Human Resource department. There I worked
under the General Manager of HR department Sir Asif Waseem. He is the General
Manager of HR department and leading Training and Career Planning department.
General Manager HRM assigned me many assignments during my internship period.
These assignments and its detail are given below.
Performance Appraisal
Development and formatting of KPIs (Key Performance Indicator)
First day General Manger gave me the assignment of KPIs (Key Performance
Indicator). The whole TEVTA was caught in the fascination of KPIs. The Chief Minister

29
Punjab issued the order to all Punjab organization to develop KPIs softwares to check the
performance of each employee from top to bottom.
In the 60 years of Pakistan life it was the first time when every organization tried
to check the performance of each employee electronically. General Manager instructed
me the methodology of developing KPIs and its formatting in power point and MS word.
Tasks given by the General Manager in regards to KPIs
 Developing the process flow charts in PPT slides of all TEVTA departments.
 To debate with them in meetings and correction in process flow charts.
 Correction in KPIs and other mistakes in “data item”, “data source” and weight
age columns.
 To collect KPI data from all departments of TEVTA which are over 11.
 In cooperate of all KPIs developed in PPT slides and MS Word by TEVTA
departments in a master file of MS Word & PPT.
 To make comparison between KPI index and its heads.
 To make verification of points between Power Point slides and KPIs in MS word
format. MS word file is called Ram file.
 To find out mistakes of repetition.
 To intimate the concerned department about the mistake did by them.
 Attend the meetings of KPIs in conference hall and Civil Secretariat Lahore.
Development of KPIs
First General Manager gave me the assignment to develop the formatting of KPIs
in Power Point slides and MS word. Then we develop the procedure of defining the
procedure of functions of each department and assign the colours of each department to
develop their KPIs in provided format and colours.
Then we conduct the meeting on KPIs and describe the procedure of developing
the KPIs. Here General Manager ordered me to make minutes of meetings and coordinate
with Assistant Manager Human Resources. After meeting we prepared the minutes of
meeting.
After 10 days I collected the KPIs from all departments and incorporate them in
slides and MS word file and did formatting. Then I did comparison between KPI and

30
Word file index numbers. It was the long procedure it took 2 days in verification and find
out some sort of repetition mistakes and technical English writing mistakes.
Then General Manager conducted a conference meeting on KPIs and validated
the procedures of functions performed by the organization. Then we develop the KPIs on
behalf of that procedure of functions.
After this all procedures I handed over that KPI to all concerned departments to
make further development because of some vague procedure and KPIs. Soon after that all
advancements a meeting conducted in Civil Secretariat Lahore.
Chief Minister Punjab has established an I&C wing to cooperate with all
departments of Punjab and help them in developing the KPIs. I&C wing is a consultant
group established by the Govt of Punjab.
In Civil Secretariat Lahore meeting on KPI, I&C wing pointed our several
mistakes in slides and MS word file and guided us how to make and define the procedure
of functions of all departments, how to break-up the functions into further steps. I
attended this meeting and learned a lot about KPIs and meetings ethics. This was my first
and very goods experience in a very competitive environment among TEVTA officers
and I&C wing consultants.
After coming back we conducted the meetings on it again and the described the
mistakes to all departments pointed out by I&C wing of Civil Secretariat Lahore.

31
Developing of Process Flow Chart in Power Point slides and MS Word Format
Process Flow of Training Department in Power point
7.2.1.1 7.2.1.2 7.2.1.3 7.2.1.4

Principals/Top Manager Training General Manager Manager Training
Management (HRM)
Identify Training Prepare Annual Approval of Finalization of
Areas Training Plan/ Training Plan Nominations, Venue
Calendar & Master Trainer
7.2.1.6 7.2.1.5
Deputy Manager Deputy Manager
Provision of Issuance of
Curriculum & detailing letters &
different proformas to instructions
Principal of venue
7.2.1.9 7.2.1.7 7.2.1.8

Manager Training Principal Deputy Manager
Conduct of Preparation of
Monitoring of training at venue cost / budget
Training activity estimates
7.2.1.10 7.2.1.11 7.2.1.13

Principal Deputy Manager GM (F&A)
Corrective Analysis of Release of Funds
measures for feedback of
improvements participants
7.2.1.12 7.2.1.14
Deputy Manager Principal of Venue
Data entry in MIS Disbursement of
funds
In starting of developing KPIs, we develop the process flow of every department;

I and General Manager conducted many meetings in TEVTA conference room and help
the departments in creating accurate process flow, I experienced manager should have
good knowledge of process flows of department as whole.
After developing process flows of all departments, my team focused on key
activities which can be measured in terms of time, date and numbers. General Manager

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HRM stated that every General Manager, Director, Manager, Deputy Manager and
Assistants should have maximum 6 KPIs; it should not more than from six nor less.
After finalization of process flows KPIs are extracted from flow charts. It became
very easy to extract KPIs from process flow chart of a department or a manager.
This is a process flow of training function of TEVTA Training department that
how they conduct training. First they identify the areas of training, then they develop the
training schedule accordingly, then approval from competent authority and finalization of
training venues. This is how they conduct training.
When process flow of functions is completed then the stage of KPI development
comes. During developing of KPI from process flow chart we keep on eye on when a
assignment is comes to a manager and when manager or competent put up the case for
further proceedings. From this we can extract that only actual performance can be
measured with KPIs. The performance can be measured in KPI which is time to time or
day to day. That when case is submitted to the Manager Training and what was the due
date of put up the case for further proceedings or in how many days a case should be
forwarded by him or her. How many he spend in a case, if he or she lattes in putting up
the case for further proceedings then his/her marks or points will be deducted accordingly
described in the KPI. This is a small piece of work which I did in HRM department with
the help and cooperation of Training Department.
Key Performance Indicators:
7.2.1.2 Issuance of Training Calendar by 15th December.
7.2.1.5 In-time issuance of letters as per SOP
7.2.1.6 Timely provision of training materials
i. No. of Monitoring Visits
ii. No. of Monitoring reports.
iii. No. of Corrective Measures taken
7.2.1.11 Feedback from the training participants
7.2.1.12 No. of trainees entered into database.
This is the key performance indicators derived from process flow chart.

33
MS Word Format
Is Data
Sub- Measurement Data Data Presently Weight
Fn# Sr# KPI
activity Methodology Item(s) Source(s) Being age %
Collected?
Issuance
of
Prepare
Training
Annual
Calendar Comparing
7.2.1 2 Training Date Files Yes 20%
by with due date
Plan/
5th
Calendar
December,
2009
Career Planning Department

Preparing of Minutes of Meetings
Manager Career Planing and General Manager Human Resources gave me the
assignments of preparing of minutes of meetings coordination and with he help of
Assistant Manager Human Resources. Assistant Manager HR gave me samples of
minutes of meetings and described me the methodology of preparing of minutes of
meetings.
In my six week internship period I attended all meetings conducted in conference
hall in TEVTA Secretariat Lahore and prepared the minutes of meetings with the help of
Assistant Manager HR. This assignment is required to be attentive during meetings and
note the each and every point roughly on your paper and record all messages and orders
given by the leader of the meetings and further it required good command on English.
Circulate the Minutes of Meetings in TEVTA Secretariat
After preparing the minutes of meetings wether they are conducted in TEVTA
secretariat or in a civil secretariat I and clerical staff circulate the minutes of meetings in
TEVTA secretariat. We had to circulate the minutes of meetings after within two days
after meetings.
Development, Evaluation, screening, correction and formatting of standard Job
Description and Specifications

34
Along with the development of KPIs General Manager Human Resources

assigned me the assignment of to study Job Description of HRM department and correct
and point out mistakes weather they are theoretical or mistake in technical English
writing. On 3rd January 2010 GM HRM conducted a meeting on Job Description in which
all Managers and Deputy Managers and Assistant are invited. All are direct to read the
job description in front of General Manager.
In this meeting General Manager pointed out many mistakes in JDs. After this
meeting General Manager Human Resources engaged me to work on JDs in the light of
meeting held on JDs and Deputy Manager Mr. Rafaqat attached with me to in JDs
assignment.
Then I and Deputy Manager Sir Rafaqat Ali prepared and reviewed the JDs of
Training department, Career Planning Department and Human Resource Department.
Assistant Manager Miss. Huma Kashif was newly appointed on the post of Assistant
Manager; actually she was transferred from Enquiry department to HRM department.
Assistant Manager Huma Kashif’s job description was not prepared therefore I prepared
her job description according to the TEVTA job description formatting in the light of
meetings and tips given my General Manager Human Resources.
For this assignment I searched on internet and downloaded sample job
descriptions and other job descriptions of Assistant Managers and prepared the Job
description of her.
Record Maintenance of Employees
1. Personal file
2. Service book maintenance
3. Earned leave record maintenance
4. Casual leave record maintenance
Personal File Maintenance
I have also maintained personal file of employees which is consist of educational
documents, appointment orders, joining orders, promotion documents, pay fixation sheet,
explanations on misconduct and negligence to its duties and other service documents.
Personal file of every employee is maintained separately personal file is consist of
educational documents, appointments, joining order, earned leave encashment orders,

35
earned leave record sheets, new appointments and promotion documents. It also include
explanation orders on misconduct or non-professional behaviour of employees and
subsequent answers to explanations.
Service book maintenance
I have also little bit maintained of service book of employees. Service book is
maintained of every employee individually. These contains the records regarding intial
appointments, pay scales, annual increments, pay fixation after promotion, any leave
without pay and earned leave records which are verified by the head of accounts
departments and countersigned by the HOD.
Dispatch & Mail received register maintenance
I have also maintained Dispatch Register of letters. Dispatch register is used to
record the address and subject of the letter that is being send and mail received. This
register is used to record mail received from external organizations. Assistant Manager
told me that how to maintain dispatch register and recording of mails.
Daily Attendance and Casual Leave /Register Maintenance
In TEVTA I have also maintained Daily Attendance. Daily Attendance register is
used to record the presence absence of employees then from the daily attendance register,
casual leave record is maintained accordingly to the rules of the organization. The
punctuality, regularity and absenteeism and turn over of the employee can also be derived
from daily attendance register. Assistant Manager provided me all information that how
to do these all work happens.
Response to the Mails Received
It’s a very important duty of the admin staff to respond to the mail received from
the different departments. During my internship period I have also read emails of General
Manager and took print the print of important emails.
Maintenance of Commercial/Official Files
General files/commercial files that are maintained to put the documents relate to
the different mail sent to different organization, offices, individuals of institutions and
also the documents regarding payment sanctions to the Gas, Electricity and Wasa.
Authorities and general orders relating to admin or official tours etc.

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13-Structure of HR Department
a. Department Hierarchy
COO
General Manager
(HRM)
Manager Manager
(Training) (Career Planing)
D.M D.M D.M D.M
General Manager Performs all functions with the help of three managers.
b. Number of Employees
There are 10 employees in Human Resource Management department.
c. Sub departments
Career Planning Department
Manager
Career Planning
Personal Staff
Steno/C Operation,
Driver and N.B
Deputy Manager
Assistant Manager Assistant Manager
Assistant Junior Clerk Assistant Junior Clerk

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Manager Career Planning leads the CP Department, Deputy Manager Reports

to Manager Career Planning, and then all subordinates work under the supervision
of Deputy Manager. In subordinates there are two Assistant Manager who then have
two subordinates like Assistant and Junior Clerk.
Career planning department is working under Human Resource Management department.
Career planning department is a new personnel function. Today’s most progressive
organizations adopting career planning departments who really want to boost their
employee’ careers. Career planning department of TEVTA is focusing on to motivate
their employees towards their jobs with high efficiently and effectiveness. Means right
man for the right job with the right skills at the right time. In starting days General
Manager (HRM) assigned me a assignment to study the Job Descriptions (JDs). This Job
Descriptions were prepared the career planning department to find out the people with the
right skills for the vacant jobs in TEVTA. Career planning department of TEVTA is has
deep focus on individual employee potentials for promotion towards the organization
needs and opportunities. Career planning department also help and cooperate with all
internees came in TEVTA. Guidance of students, internees, and organization employees,
deals with all internees, developing of job specifications and job descriptions, conduct
career planning seminars, maintaining of some sort of HR records of employees,
placement of Internees under NIP, orientation of internees, conducting seminars.
Training Department
Manager Training
Deputy Manager Deputy Manager Deputy Manager
Assistant Assistant Assistant Assistant Assistant Assistant

Manager Manager Manager Manager Manager Manager
Manager Training has three Deputy Manager and then further each Deputy
Manager has 2 Assistant Managers.

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Training department is a sub department of Human Resources department.

Training department is responsible for conducting training programs. Training
department investigate the weak areas of the organization’s employees and conduct
the training program for them. If there is any development in TEVTA curriculum
and sallybus then training department conduct the training program for teacher for
effectiveness in studies. Training programs are conducted for various topics. In year
2010 TEVTA has settled a target of training of 200 employees. Training department
has special focus on employee’s performance and get feedback from them on
regular basis.

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14-Functions of HR Department and Forecasting
a. Human Resource Planning and Forecasting
Human resource planning means a process by which managers ensure that

they have right numbers and kind of employees in the right place and at the right
time, who perform their duties with efficiency and effectiveness. Human resource
planning and forecasting is done with the help of two steps. (1) Assessing current
human resources and (2) Assessing future human resource needs.
In TEVTA General Manager (HR) distributes a pro forma for getting

knowledge about vacant post. With the help of this information knowledge about
vacant posts are 129 at all the institutions and other department of the TEVTA.
According to current assessment now a day total number of employees in TEVTA
are working 11000. With the help of Human Resource Planning and Forecasting
higher authority will be in a position that they fulfil the future need of human
resource for achieving the organizational goals and strategies. No-doubt demand for
employees is the result of demand of the institutions in all over the Punjab. Day to
day number of institutions is increasing as a result human resource will be
increased. Another cause for new hiring is that already most of sanctioned posts are
vacant.
So after getting full information about vacant posts and new posts for new
institutions then authority will be in a position to fulfil the future demand. So
Human resource planning in TEVTA is a good sign for getting future
objective/goals. For this purpose a pro forma is established by the HR department
which is given as under.

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RATIONLIZATION OF VACANT POSTS
Wing____________ Department___________
(Abolish/Don’t
Rationale.
Vacant Since
Why
Sr. needed?
Designation Scale Reasons
Recommendation
No How are
you doing
now?
Abolish)
1

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b. Employee Recruitment and Selection

Sources of Candidates
 Internal Sources
Internal source of recruitment and selection is the employees already employed in the
organization through promotion, skilled development etc. Recruitment and selection
of employees from sub-offices is the internal source of recruitment.
 External Sources
In external sources TEVTA recruit the employee from labor market and by
advertising its posts in electronic and print media.
 Employment selection process
1. Examining demand & preparing advertisement by Deputy Manager Admin
2. Vetting of Finance Section for Budget availability by DGM Finance
3. Accord of approval for advertisement by Chairman
4. Submitting advertisement to PR Section by Deputy Manager Admin
5. Advertisement of the post by Manager Public Relation
6. Applications received in D&D by Manager/Incharge (D&D)
7. Short listing of candidates by Assistant Manager Admin
8. Request for interview schedule to Appointing authority by Deputy Manager Admin
9. Interview schedule is finalized by Appointing Authority
10. Call letters are issued by Assistant Manager Admin
11. Preparation of Marks Sheets/Files by Assistant Manager Admin
12. Arrangements for interviews Assistant Manager Admin
13. Interviews of the candidates are conducted by Committee
14. Consolidated marks sheet for signatures by Assistant Manager Admin
15. Signatures of members by Committee
16. Issue orders by Deputy Manager Admin

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c. Training and Development

 Training Need Assessment
Training needs for staff shall be identified by the Head of Departments each year
based on the following records:
o Background of the employee, which includes job description and
individual training record.
o Performance analysis.
o Behaviour of the employee
o Counselling record.

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TRAINING NEED ASSESSMENT FORM
Name of Institute:_________________ District:______________
Proposed
S.# Training Needs
Name of the Duration Signature of
Instructor Designation Trade/ Area for of the
Technology improvement Training Instructor
/ Course

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Need Assessment Process in TEVTA
Identification of TEVTA’s
Problems
Tracing Problems to their

Main Causes and Locations
Recognizing Individual
(Group) Performance
Problems
Job Analysis
Performance
Performance Appraisal
Standards
Determining Performance
Improvement Needs
Separating Training from

Non-Training Solutions
Training Needs Non-Training Needs

and Solutions and Solutions
Information for Developing Training and Non-Training

Objectives and Programmes

45
Explanation of the model

Step 1:
Step 1 is to identify the existing organizational problems regarding
Productivity, Profitability, and Quality.
Step 2:
Step 2 is to trace and identify the main causes and locations of problems.
However we could identify causes such as lack of communication, discipline, poor
morale, wrong or inefficient equipment and facilities.
At the same time we could identify precisely the main locations including
technical, functional, geographic, etc.
Step 3:
This step enables us to avoid total analysis of the training needs of all the
management teams in an organization, and to concentrate only on those individuals
who are the sources of the problems.
Step 4:
Step 4 analyses job requirements and the actual behaviour of the job holder.
Actually Job Specification and Job Description have a good link with each other. J.S
and JD should be match otherwise performance of the person will not be well. With
the help of the step we can identify the problem.
Step 5:
The results of this comparison will show the performance gap between
performance standard and actual achievements. We have to identifying and
comparing two levels of performance: the standard/desired performance level and
the current/real performance. The difference between these two levels is the
performance gap. This gap may remove with the help of training and non-training
need assessment.
Step 6:
This analytical exercise will be pursued in step 7 by separating non-training
needs from training needs and suggesting the required non-training solutions in
addition to training solutions.
Step 8:

46
In step 8, the conclusions reached are translated into specific objectives and
Programmes for training and actions.
 Employee Development
Training department conduct the skills up gradation programs of TEVTA
civil and contract employees. For this purpose Research and Development
department forecast the new trends in the market and give proposal to
Training department then training department conduct training program to
upgrade the skills of employees.
d. Performance Management
 Settings performance standards and expectations
Discipline and accountability act 2006, (act xii of 2006)
An act to provide for proceedings against the employees in government and corporation
service in relation to their efficiency, discipline and accountability, this Act was passed by
the Punjab assembly on 2 October 2006, assented to by the Governor of the Punjab on 13
October 2006; and, was published in the Punjab Gazette (Extraordinary,) dated 17 October
2006. It provides measures for improvement of efficiency, discipline and accountability of
employees in government and corporation service and matters connected therewith or
ancillary thereto, it is hereby enacted as follows
1. Short title, extent, commencement and application
 This Act may be called the Punjab Employees Efficiency, Discipline and
Accountability Act 2006.
 It extends to the whole of the Punjab.
 It shall come into force at once.
It shall apply to
 Employees in government service.
 Employees in corporation service.
 Retired employees of government and corporation service; provided that
Proceedings under this Act are initiated against them during their service or within
one year of their retirement.

47
 How performance reports are written

ACR is the most important record for the assessment of an officer/official .At the
same time quality of ACR is a measure of the competence of the Reporting Officer
and Countersigning Officer. Format of performance report is given as under.
FOR OFFICERSIN UR-50

GRADE 16 AND ABOVE CONFIDENCIAL
GOVERNMENT OF THE PUNJAB
Name of the Department_____________ Name of the service___________
PERFORMANCE EVALUATION REPORT
For the period from_______________________ To __________________________
PART I
N.I.C NO:
1. Name (in block letters) ______________________________________________
2. Father’s /Husband Name_____________________________________________
3. Date of Birth______________Date of entry in Govt. service_________________
4. Grade with present pay_______________________________________________
5. Post held during the period ___________________________________________
6. Academic Qualifications _____________________________________________
7. Knowledge of languages (Please indicate proficiency in Speaking (S) Reading
(R) And writing (W) ___________________________________________________
8. Hobbies___________________________________________________________
9. Training received ___________________________________________________
Name of course attended Date Name of Institution and Country

From To

48
10. Job description (Set out broadly in order of importance the main duties
performed. Also mention any special work assigned during the period)
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
11. Period served:
a) In present post______________ b) Under reporting officer____________
12. Date of the last annual medical check up ______________________________
13. Spouse _________________________________________________________
14. I herby certify that I have initiated/countersigned the reports of my subordinate.
Date: ____________________ Signature of the Officer

To be reported upon.
The rating in parts II, III, & IV should be recorded by initiating the appropriate box.
The rating denoted by alphabets is as follows.
‘A1’ Very Good ‘A’ Good ‘B’ Average ‘C’ below average ‘D’ Poor
For uniform interpretation of qualities listed in these parts two extreme shades are
mentioned against each item, please see para 9 of instructions.

49
PART-II
PERSONAL QUALIFICATION
A A B C D
1. Intelligence Exceptionally bright Dull:

Excellent
Slow
comprehension
2. Confidence and Exceptionally confident Uncertain,

and resolute Hesitant
will power
3. Emotional Mature, Balanced Unstable,

stability Immature
4. Adaptability Alert & highly Rigid,

responsible Inflexible
5. Understanding Considerate & Co- Lacks ability to

and Tolerance operative appreciate
other’s point of
view,
Unsympathetic
6.Apperance and Creates excellent Clumsy,

Bearing impression Unimpressive
7. OVERALL GRDING IN PART II

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PART-III
ATTITUDE
1. Knowledge of Well read A A B C D Narrow and superficial

Islam
2. Attitude towards Deeply Indifferent, Intolerant

motivated,
Islamic ideology
Enlightened
3. Acceptance of Irreproachable, Unscrupulous,

Honest, Devious, Sycophant
responsibility
Straightforward
4. Acceptance of Always prepared Reluctant to take on

to take on responsibility, Will
responsibility
responsibility avoid it whenever
even in difficult possible
cases.
5. Ability to produce Full of ideas Dull, Has to be told

always comes up what to think.
constructive ideas
with ingenious
solution to
problems fertile.
6.Foresight Anticipates Handles problems only

problems and after they arise
plans ahead.
7. Initiative & Drive Bold and Timid and Diffident

Enterprising,
Dynamic
8. Rehabilitee under Imperturbable Confused and easily

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and illustrated even under

pressure
exceptionally normal pressures
reliable at all
time
9. Judgement Makes Lacks balance and

consistently consistency, Immature
sound
proposals/decisi
ons
10. Financial Exercises due Irresponsible

Responsibility care in
discipline.
11. Perseverance and Resolute, carries Negligent and

devotion to duty a task through to Disinterested
the end
12. Behaviors with Courteous and Haughty,

Helpful Unsympathetic and ill
public
behaved.
13. OVERALL GRANDING IN PART

III

52
PART IV
PROFICIENCY IN JOB
1.Power of Always precise, clear Clumsy & Vague,
Expression and well set out, Puts Ineffective
a) Written across convincingly &
b) Oral concisely.
2. Knowledge of work Has a thorough grasp Doest not know
of the knowledge enough about the
relevant to his job. present job.
3. Analytical ability Picks out the essentials Seldom sees below
without wasting time the surface of a
on irrelevant details. problem.
4. Supervision & Organizes & uses staff Lacks control
Guidance and other resources Ineffective
effectively
5. Ability to take Very logical and Indecisive,
decision decisive Vacillating
6. Work Always up to date , Always behing
a) Output accumulates no arrears schedule, Very
b) Quality Always produces work slow disposal,
of exceptionally high Generally produces
quality work of poor
quality.
7. OVERALL GRADING IN PART VI

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PART V
(A) Pen-picture: Please comment on any particular strong or week points

without reporting earlier part of the report. Also indicate the future posting
considered most suitable for the officer.
(B) Counselling: was the officer advised to improve voiding instruction No. 6,
during the period under report? If so, to what aspects and with what results?
(C) Assessment of performance: Please comment on how effective the officer

has been in the performing the duties mentioned at A. Number 9 in-part 1. Also
comment on the officer’s contribution to the overall performance of your
office/organization especially 9in the light of any numerical measure e.g.
Examination results for teaching staff or other applicable index such as profitability,
project implementation, tax collection etc. In other cases give your assessment of
relative proportion of (1) routine cases (ii complicated cases/situations (iii) policy
cases/crisis situations dealt with by the officer. Also indicate whether further
training is required for increasing his effectiveness and if so, in which areas.
(D) Inspection of Subordinate Offices: Please indicate whether inspections

were carried out regularly by the officer and inspections reports were completed
properly in time. Please also comment on steps taken for implementation of
inspection report and guidance provided to his subordinates.
(E) Field Tour: Please comment in interest taken by the officer in systematic
and regularly field tours.
Useful Not
useful
(F) Usefulness for further retention in service:

54
PART VI
Comparing him with other officers of the same level and keeping in view the overall
grading in parts, 11,111 and IV give your general assessment of the officer by
initialling the appropriate box below.
(a) Overall Grading

By Reporting By
Countersigning
Officer Officer
(I) Equalled by very few officers (Very Good)

(II) Better than the majority of officers (Good)
(III)Equals the majority of officer (Average)
(IV)Meets bare minimum standards
(V) Unsatisfactory (Poor)
(b) Fitness for promotion By Reporting By Countersigning
Officer Officer
(i) Fit for accelerated promotion
(ii) Fit for promotion in his turn
(iii) Not yet fit for promotion
(IV) Unlikely to progress further
(c) Integrity
(i) Honest Yes No
(ii) Corrupt
(iii) Reported to be Corrupt
Name of the Reporting Officer………………………………Signature………………
Designation……………………………………………….Date: ………………………

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PART VI
(a) REMARKS O TE COUNTERSIGNING OFFICER
Please report on the aspects not touched upon by the reporting officer. If you
disagree with the assessment of the Reporting Officer, please give reasons thereof.
You should also indicate how frequently you have seen work of the officer reported
upon. If the officer has been assessed fit for promotion would you be prepared to
accept him in the higher grade? If no, please give your reasons.
Name__________________________________________Signature______________
Designation_____________________________________Date__________________
(b) REMARKS OF THE SECOND COUNTERSIGNING OFFICER (IF ANY)
Name__________________________________________Signature______________
Designation_____________________________________Date__________________
PART VIII
1. Adverse remarks, if any, c0ommunicated vide NO:________________________
Dated___________________
2. Decision on representation if any_______________________________________
________________________________________________________________________
________________________________________________________________________

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e. Employee Compensation and Benefits

 Type of Compensation and Benefits
1. One month gross salary for each year of completion as Leave Fare Assistance
2. Dearness Allowance (2006) @ 15% of Basic Pay
3. Special Allowance (2007) @ 15% of Basic Pay
4. Special Allowance (2008) @ 20% of Basic Pay
5. Special Compensation Allowance @ 20% of Basic Pay to core staff of curriculum wing.
6. Research Allowance at existing rates of Rs.10, 000/- per month to R&D wing staff.
7. Financial Assistance to the widow of employees who dies during service as notified by
TEVTA.
8. Overtime allowance to drivers as notified by TEVTA.
9. Integrated allowance to class – IV employees as notified by TEVTA.
10. Administrative Allowance to the Principles of following categories:
Sr.No. Designation PS Administrative Allowance
1 Principal (GCC/GPI/GCT 19/20 Rs. 5000/- per month
2 Principal (GVTI/GIC/GTTI 17/18/19 Rs. 2500/- per month
3. Research and Development 10,000/- per month
Authority Maintained Car to the following categories of employees:

Sr.No. Designation PS Staff Car & POL per month
1 Chairman MP-I 1600 CC Car 340 Liter POL
2 COO / Secretary MP-II 1600 CC Car 250 Liter POL
3 General Manager 21 1300 CC Car 200 Liter POL
4 DGM / ZM 20 1300 CC Car 175 Liter POL
5 Manager / DM 19 1000 CC Car 160 Liter POL
6 Principal 19/20 1000 CC Car 75 Liter POL
BENEFITS AND SERVICES
Included under this category are pensions, group life insurance, hospital and
medical insurance, sickness leave pay plans, supplemental unemployment
compensation, loan funds, credit unions, social programs, recreational programs and
college tuition refunds plans. The actual decision to establish or to expand these

57
programs is nearly always made by top line management upon the advice and
consultation of the HR department. The actual design of pension and insurance
programs requires a great deal of technical knowledge. These programs are
generally worked out in conjunction with insurance companies or insurance
consultants. After these plans are installed, the day-to-day processing of claims is
handled by the HR department
f. Organizational career management
Job Changes within the Organization
Promotion
For this purpose I met with Mr. Muhammad Riaz Niazi, Deputy Manager
(Promotion) and the following information get from him.
Promotion of civil employees in TEVTA is described with the help of the following
methods given as under.
1. BPS- 19 to BPS 20 (Punjab Selection Board - 1
2. BPS- 18 to BPS 19 (Punjab Selection Board - I1
Working paper prepared by the HR Department of TEVTA and signed the
Secretary TEVTA and forwarded to Service & General Administration Department,
Civil Secretariat for further process i.e. the incumbents are promoted by the
approval of Chief Minister, Punjab.
2. BPS- 17 to BPS 18 DPC (Departmental Promotion Committee)
Working paper prepared by the HR Department of TEVTA and signed by the
Manager HR TEVTA and forwarded to Department Promotion Committee for
further process.
Working paper prepared by the HR Department of TEVTA and signed the
Manager HR TEVTA and forwarded to Department Promotion Committee for
further process.

58
Transfer
Transfer procedure of the employees of TEVTA is performed by the Admin
Department where I met with Mr. Amjad (Deputy Manager Admin and get the
following information mentioned as under.
For transfer the following procedure will be adopted by the employee. First
of all he will he will have to fulfil a Proforma in which he provides full information
about him.
 Recommendations of relieving Principal with certificate that no enquiry, no
demand, no complaint, no audit para etc. Is lying pending against the
application.
 Collection of Personal Data / Service Record by Assistant Manager HRM
 Scrutiny of Record by Assistant Manager HRM
 Preparation of Tentative Seniority List Assistant Manager HRM
 Approval for issuance of tentative seniority list by Secretary TEVTA
 Correction of Seniority List in the light of observation received to submit for
approval of issuance by Assistant Manager HRM
 Approval for Issuance of Final Seniority List by Secretary
 Issuance of Final Seniority List by Deputy Manager HRM
 Preparation & finalization of Working Papers Deputy Manager HRM
 Approval of competent Authority by Competent Authority
 Decision /Promotion in Meeting by Members
 Issuance of orders Manager HRM
Demotion
For this purpose I met with Mr. Muhammad Asghar Malik Manager
(Establishment –II) TEVTA, Government of Punjab Lahore. There will be no hard
and fast rule for demotion but Demotion is a Major penalty by the higher authority
to those employees who will be involve in any illegal activities. Mean those
activities which are not allowed by the law/department. The following ways with
which an employees be demoted.
 Reduce the scale of the employee mean a person who work as Manager
BPS-19 if this person transfers from Manager to Deputy Manager BPS-18.

59
 Compulsory retirement: If a person be retired by the higher authority before

time but under this condition get benefits.
 Forfeited: Under this higher authority can cancel the 5 years service to an
employee. But under this condition 5 year benefit will not provided to the
employees.
 Removal from service: If an employee is removed from service before time
under this condition there will be no benefit to the employee.
 Dismiss from Service: Dismiss from Service mean dishonourably dismiss to an
employee. Dishonourably mean this person is not liable to get any job in other
department.
Separations
Layoff
Layoff means Temporary involuntary termination; may last only a few days
or extend to years. There is not rule for layoff in TEVTA.
Termination
If any employee of TEVTA is not performing his duties according to his job
description higher authority has a right to terminate to this employee with
procedure.
Termination procedure is given as under in case an employee is not
interested with his job.
First of all issue a explanation to the employee is he give a reason answer of
this explanation then a warning issue to him that he will not perform again such
kind of mistake. If an employee failed to give proper justification against this
explanation then further two explanations are issued to this employee. After that a
Show Cause notice issued to the employee. After 15 days of issuance to show cause
notice personal hiring conduct with this employee and after that termination letter
issued to the employee.

60
Resignation
The procedure of resignation in TEVTA is given as under.
The employee wants to resign from his duty. First of all he will give
resignation letter to his immediately officer. In case of civil employee concerned
officer forwarded his application to the Manager HR and in case of TEVTA contract
employee concerned officer forwarded his application to the Manager Admin. After
that both managers forwarded resignation letters to the Secretary TEVTA. Secretary
TEVTA accept/reject the resignation on his own behalf.
In the case of BPS-6 and above the managers forward the resignation letter to
the TEVTA Secretary and less than BPS-6 Manager has the power to accept/reject
the resignation.
Retirement
The procedure of retirement in TEVTA is given as under.
Employees of TEVTA can get retirement after 25 year of his service. For this
purpose he will have to take some necessary actions mentioned as under.
 Service verification from A.G. Office.
 Application for retirement to the Secretary TEVTA for BPS-17 and above.
 All employees under BPS-17 can apply for retirement after 25 year by through
proper channel.
 After 60 year of his age all employees of TEVTA can apply for retirement
otherwise TEVTA authority has a right for retirement of any employees.

61
g. Labor Management Relations
Labor Management Relations in TEVTA is performed by the association

which is named by ACPA. APCA stand for (All Pakistan Clerk Association) this
association play a very important role for a good relationship between higher
authority and employees of the TEVTA. For getting information about this
association I met with Mr. Rana Muhammad Ilyas who is President of APCA in
TEVTA Secretariat. Total 300 employees of TEVTA Secretariat are the member of
APCA.
At the time of any problem the following procedure is adopted by the

association. First of all members of association arranged a meeting and discuss the
main problem after that the president of the association arranged the meeting with
concerned officer and discuss the problem verbally with him if the problem not
solved then the problem will be in written shape that is called Charter of Demand.
In which all issues written and present to the concerned officer. If the problem still
remains the problem will come on district base and in this way this matter will move
from district to province level.
The principal tasks of APCA involved in handling labor relations are

contract negotiation, contract interpretation and administration, and grievance
handling. The HR department plays very significant role in labor-management
relations. The president of the association usually serves as a key member of the
bargaining team often acting a chief management spokesman. In operating on a day-
to-day basis under the terms of the labor agreement, line supervision often finds
frequently occasion to consult the HR department regarding such matters like
allocation of over time, handling of transfers and layoffs, and the application of
contract work rules.

62
15. Critical Analysis

TEVTA is established to provide Technical Education in all over the Punjab.
TEVTA covering all four sectors agriculture, service, industry and commerce, and
providing all resources and services to these sectors. TEVTA is one of the leading
and voluntary institutions in Punjab offering technical education.
Reasons of Success
 TEVTA is fully supported by Government of Punjab, Chamber of Commerce
and Board of Management.
 Funded and supported by the government and industry because its serving 4
sectors and provide skilled man power to the industries.
 472 institutions all over the Punjab.
 Launching new series of short courses.
 TSTP (TEVTA Special Training Programs)
 Over 12000 employees.
 Establishment of new intuitions and up gradations of existing intuitions.
 TEVTA supports and provides funds to the registered institutions and
provide sophisticated machinery and buildings.
 Recruitment of HCN theoretically and technically experienced experts.
 International level certifications.
 Geographically located in the huge population province.
 Increasing demand of skilled man power.
 Increasing availability of students due to technical education concept theory
+ practicals.
 Much formal communication.
 Providing relevant skills required by the industries.
 Providing very cheap affordable education and free short courses.
 Upcoming trends of Technical Education.
 Technical solutions to industries and providing services to industries.
 Availability at every Corner of the country
 Accessibility of technical education almost in all areas of Punjab.

63
 Strong management.
HRM association with corporate strategy
 There are a lot education tours students do from 472 institutions. Industrial
sector provides students technical support in educational tours to enhance
them theoretically and technically.
 Human Resource Management sends visits to industries to take feedback and
suggestions from them and also help TEVTA certified students in the
placement of jobs.
 TEVTA Research and Development department sends visits to industries to
assess the new trends in technology and develop the curricula accordingly to
new trends.
 Industries send their jobs vacancies in TEVTA HRM department for the
recruitment of skilled manpower.
 HRM department gets feedback and suggestions from industrial sector and
directs the organization according to the skills required by the industrial
sector to match the skills required by industries and produced by the TEVTA.
 Industry point out the discrepancies in curricula.
 Industries also send technical experts in TEVTA institutions to provide
necessary training about sophisticated technology.
Reasons of Failure
 Recruitment policy.
 Low utilization of factors of production.
 Less adoption of information technology.
 More rely on old procedure of communication.
 Implementation of old curricula in institutions and delays in accepts of
revised curricula.
 Poor compensation system.
 Absence of performance appraisal.
 Absence of proper training system of TEVTA employees.

64
 Low paid teaching staff.

 Unavailability of sophisticated machinery.
 Unavailability of newly introduced technological study.
 Mixed employees i.e contract and permanent employees.
 No healthcare facility for employees.
 High turn over because of delaying in new recruitment.
 Low attention to welfare of employees.
 Less advertisement.
Recruitment & selection

Long and complex recruitment procedures and mixed employment is a failure
factor of TEVTA. Mixed employment and delays in recruitments cause high turn
over of employees. There is job dissatisfaction among employees because of mixed
employment.
No advertisement of vacancies on TEVTA website.
TEVTA dost not publish their job vacancies on its website. TEVTA prefer to
publish vacancies only in newspapers. This is not a good way of recruitment.
TEVTA must give an add on its website and should consider the applications online
via email. This will enhance the reach of TEVTA in all areas of Pakistan for
recruitment.
Long Selection Process
All the steps of selection process are followed. Selection process which
includes selection test documentation and interviews is very troublesome for the
candidate belonging to far off areas because all these stages are done by TEVTA
Secretariat Lahore.
Absence of performance appraisal system
Absence of performance appraisal is also a big factor of failure of TEVTA.

65
Future Prospects
TVET at doorsteps
TEVTA has programmed to provide Vocation Education Training at
doorsteps. Currently TEVTA providing education at institutes later TEVTA will
provide education at doorsteps.
Capacity Building
 Consolidation
 Up-gradation
 Horizontal Expansion
Future Prospects in Quality Improvement
 Accreditation & Certification of institutes.
 Curriculum Standardization.
 Benchmarking with emerging trends in TVET.
 State of the Art institutions.
Future Prospects in Marketing Focus

 Public Private Partnership.
 Labour Market Information System.
 International Linkages & equivalences.
Short term Future Plans (Financial Year 2008-2010)
To build new institutes described below.
 Vocational 50
 Technical 5
 Commerce 23
Long term (financial year 2013 -2020)
To increase institutes and to build new buildings with following numbers
 Vocational 131
 Technical 6
 Commerce 22

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16. SWOT analysis
Strengths
 Fulfilment of Local industry needs, TEVTA is an authority established to
promote Technical Education and produce skilled manpower to meet local
industry needs in Pakistan.
 Sufficient Funds, TEVTA authority have sufficient funds to run, upgrade
and develop institutions estimated last time 2.4 billion funds issued by
government of Punjab to TEVTA. TEVTA authority is fully supported and
funded by the government of Punjab.
 Assets and Resources, Large No. of institutions over 472 institutions all
over the Punjab are working under TEVTA. Controlling Technical Education
throughout the Punjab.
 Large No. of employees, large number of employees working under TEVTA
is considerable. It around about 12,000 employees working under TEVTA.
 Fully supported by Government of Punjab, Government of Punjab is
willing to provide all needed resources to TEVTTA to undertake technical
education.
 Covering 4 sectors, TEVTA covering all four sectors agriculture, industry,
service and commerce.
 TEVTA authority, TEVTA authority is established by the government and
sponsored by the industrials departments.
 Capabilities, TEVTA is capable to run and develop existing institutions and
establish new institutions according to international standards.
 Competitive advantage, TEVTA has full monopoly in Punjab and there is
no any considerable competitor in the Punjab.
 Location geographically, there are 472 institutions and 11 service centres in
heart of the cities.
 Certifications, sole authority to promote technical education and issue the
vocation education certificates in all over the Punjab. TEVTA is only
institutions in the Punjab who issued the recognized certificates.

67
Weaknesses
 Lack of staff training programs.
The training program in TEVTA is not running managed/properly. There are
lot of employees in TEVTA institutions who do not have skills according to
their jobs assigned. That is why there is a gap between job descriptions and
the capability of employees.
 Unemployment of factors of production.
TEVTA is not utilizing its resources fully. Like many intuitions have lot of
land and capital but merely on waste. It shows an improper use of
institutional land, labour and capital.
 Lack of training mechanism
Insufficient training mechanism and lab facilities. There are insufficient
instruments in TEVTA institutions; students don’t have proper tools for
experiments and practicals.
 Less use of information technology
In the era of information technology where everyone forced to get into
information technology and computerizing their manuals but TEVTA
Secretariat and its institutions are somehow deprived from such a fruitful
technology.
 Poor communication process.
Mail routing from one station to another have to stop at my stations to gets
to its destination. Because of which much of the time is wasted and
unnecessary mail is sent to the offices not concerning to it.
 Mixed employment of regular on contract bases.
TEVTA has dual policy in regard to compensation system in connection to
regular and contract employees as well as there is job dissatisfaction among
contract employees because of uncertainty about future. The compensation
system regarding contract employees is miserable.
 Unemployment of Man power certified from TEVTA institutions.

 Implementation of old curricula in TEVTA institutions.

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 Lack of research and development.

 Wastage of resources i.e. time and money.
 Low attention to welfare of employees.
 Low salaries and low paid employees.
 Poor and late responses to employee grievances.
Opportunities
 Upcoming trends, of Technical Education in education sector.
 Development of new technology.
 Expected availability of students willing to get vocational education.
 Increasing demand for technical education.
 Upcoming trends of vocational and training education on national and
international level.
 Market demand of trained and skilled man power in local industry
 The nature of work and demand for skills in changing in Pakistan and
employment.
 Opportunities are shifting across industries and occupations.
 Needs of technical education in Pakistani (Chairman slides)
Threats
 Instability of economy of Pakistan.
 Entrance of new competitors like NEVTEC.
 Non-availability of skilled employees.
 Brain drain from Pakistan of skilled labor like contract employees may shift
to other countries because of low wages and unsatisfied employees.
17. Conclusion

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It was a good experience working in all departments and understanding their

procedures of handling their work and to do given assignments. I came across
various experiences in HRM, Career Planning and Training department. It was a
great opportunity to work in a big organization leading 472 institutions.
Overall the TEVTA organization is doing well to provide technical education
all over the Punjab. A competitive culture is followed by the TEVTA Secretariat.
TEVTA organization has much strength and opportunities by which TEVTA
organization can boost its performance and many weaknesses to be improved
discussed in critical and SWOT analysis.
I have spent a memorable time in TEVTA Secretariat and learned a lot from
them. In the end I wish a prosperous and bright future to TEVTA Secretariat.
18. Recommendations for improvement

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The TEVTA in 21st Century must drive their decisions and their actions
according to the new trends technology. The following recommendations are made
for further betterment.
 To improve the image TEVTA should review its contractual policy.
 TEVTA should establish work friendly policies.
 Pay system must be such that create satisfaction among employees.
 TEVTA should utilize all its factors of production.
 Employee welfare must be understood by the authority.
 Use of information technology can add more to the job performance and
efficiency and also will speedup the communication.
 Employee turn over cab is reduced by regularizing the contract employees or
by increasing the pay considering the prevailing inflation rate in the country.
 The quality of technical education can be improved by the revision of old
curricula and developing it according to the needs of the new era of
developing technologies.
 Better performance appraisal system will improve job satisfaction of
employees and in turn TEVTA will ultimately achieve its goals.
 Improving curricula according to the new technologies and providing of
sophisticated machinery to institutes for students practical will improve
TEVTA performance in production of skilled man power.
 By direct mails to the concerned department will increase efficiency of
TEVTA, indirect mails are big cause of delays in actions.
 Government has regularized all government contract employees from scale 1
to scale 15. In this regard TEVA has taken no action, not regularizing the
employees nor increasing their salaries. This is annoying TEVTA employees
and creating dissatisfaction among employees and it is a one reason of high
turn over. In this regard TEVTA must take a final action so that the uncertain
environment in TEVTA closes up.

71
19. Reference & Sources used
Books References
 HRM-611 (Virtual University Handouts)
Website References
 TEVTA Official Website, www.tevta.org
 TEVTA Statistics, http://www.tevta.org/Statistics.html
 TEVTA online Notifications, http://www.tevta.org/Notifications.htm
 TEVTA Statistics, http://www.tevta.org/Statistics.html
 Wikipedia, the free encyclopedia, http://en.wikipedia.org
Company References
 All officers of Human Resource Management Department are the basic
source of gathering information and data.
 TEVTA Notifications Book
 Punjab ESTA Code Punjab. Published in 2003, Civil & Criminal Law Publications
(Lahore)
 Punjab Civil Services Rules, 1963. Published by the Government of Punjab.
 TEVTA official documents.
 Process flow charts of TEVTA.

72
20. Annexes
Punjab ESTA Code Book
Punjab Civil Services Rules, 1963.

73
Process Flow Charts of TEVTA Departments
TEVTA Newspapers Cut pieces

74
Performance Concern Documents

75
Compendium Notifications

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TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY

HRMi619: INTERNSHIP REPORT (HRM)

TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY

Session: Spring 2010

Department of Management Sciences,

VIRTUAL UNIVERISTY OF PAKISTAN i

VIRTUAL UNIVERISTY OF PAKISTAN ii

Scanned Copy Internship Certificate

VIRTUAL UNIVERISTY OF PAKISTAN iii

VIRTUAL UNIVERISTY OF PAKISTAN iv

VIRTUAL UNIVERISTY OF PAKISTAN v

VIRTUAL UNIVERISTY OF PAKISTAN vi

VIRTUAL UNIVERISTY OF PAKISTAN vii

VIRTUAL UNIVERISTY OF PAKISTAN viii

VIRTUAL UNIVERISTY OF PAKISTAN ix

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8-Brief introduction of the organization’s business sector

Technical Education Commerce Education Vocational Training

VIRTUAL UNIVERISTY OF PAKISTAN 1

TEVTA is engaged in imparting technical education and vocational training

 Government Technical Training Centres

TEVTA in service sector also providing technical solutions to the industry. It

VIRTUAL UNIVERISTY OF PAKISTAN 2

9-Overview of the organization

TEVTA is a Technical Education & Vocation Training Authority board who

VIRTUAL UNIVERISTY OF PAKISTAN 3

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Diploma in Vocational Girls 2 Years

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Motor Winding (G-III) 1 Year

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Certificate in Computer Applications 3

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Diploma in Vocational Teacher Training (Diploma 1 Year) 12

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Chairman TEVTA has the final authority in TEVTA to make amendments in

Manager Manage Manager Manager Manager

All Managers of TEVTA, 1.Manager Public Relations (PR), 2.Manager

General General General General General General

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Trade Testing Board (Development Cell)

Manager Audit Manager Finance Manager MIS

Manager Career Planning Manager Training

Manager Works Manager Planning

Manager Manager Manager Manager

Manager Manager Manager Manager

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General Manager Service Centres

Manager Service Centres

Organization Hierarchy Chart

Organization Structure Of TEVTA

Manager PR Manager Manager Manager Manager Estt

GM Finance GM (Projects) Advisor (P&P) GM Operations GM Service Center GM HRM GM Academics

Manager Manager Manager Manager

Manager Manager Manager Manager

07 DMs 07 DMs 07 DMs

Principals Principals Principals

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Civil Employees. TEVTA Employees. PSIC Total Vacant

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27. Wood Work Centre, Kot Addu (Productive/Service Centre)

Name of Institute:___ District: