St.

Mary’s university
Faculty of business
Department of management
Mahelet mekuriya
ID: Rmd/0587/2012
Section: D
Ethiopia shipping and logistics service enterprise
The work of HRM in eslse company

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 Table of content
Part 1.organization related issue……………………………………………………………………1
2.1. Background of the organization…………………………………………………………………………………1
.services they provided…………………………………………………………………………………………………..3
.number of employees……………………………………………………………………………………………………6
.current revenue and profit…………………………………………………………………………………………….6
.vision and mission…………………………………………………………………………………………………………..7
2.2. Background of field of practice………………………………………………………………………………..7
2.3. Organization activity (practice of the agency)..................................................8
.human recourse planning....................................................................................................8
.recruitment..........................................................................................................................8
.selection...............................................................................................................................9
.orientation...........................................................................................................................11
.career development............................................................................................................11
.motivating employees…………………………………………………………………………………………………..11
.decision making …………………………………………………………………………………………………………...11
.evaluating managerial and organizational effectiveness……………………………………………….12

Part.2. Actual practice (work exposure assessment.......................................13

3.1. work performed………………………………………………………………………………………………………...13
3.2. educational value of the internship…………………………………………………………………………….15
3.3. relationship: classroom experience to actual work…………………………………………………….15
3.4. SWOT analysis …………………………………………………………………………………………………………....16

Part.3. summery and conclusion…………………………………………………………………16

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 Part 1.Organization related issues

2.1. Background of the organization

A. History of ESLSE

Historical Development of the Ethiopian Shipping and Logistics Service Enterprise

The Ethiopian Shipping and Logistics Service Enterprise is a merger of four enterprises which
were working independently in the sea transport sector. These were Ethiopian Shipping Lines
Share Company, Ethiopian Maritime and Transit Service Enterprise, Dry Port Enterprise; and the
former Comet Transport Share Company which was consolidated in to the new company,
August, 2016.
Among the major companies that has helped coming in to being of the new merger is the
former Ethiopian Shipping Lines Share Company (ESL), established March 1, 1956 E.C with a
capital of 50,000 (fifty thousand) Ethiopian birr. This establishment laid the corner stone for the
development of modern sea transport in Ethiopia. When the shipping line was established, the
American Towrus Investment had 51% and the Commercial Bank of Ethiopia 51% and Ministry
of Finance 49% capital share. Later, ESL’s capital was made to upgrade to 375,000 (three
hundred seventy thousand Birr). It was at this time, the enterprise had three ships built namely,
Queen of Sheba, Lion of Judea, and Lalibella. Accordingly, one can infer that the enterprise has
commercialized its service operation in 1956 E.C with these three ships built.
The Enterprise has acquired, the ships Adulis, 1959 E.C, TanaHayke 1960 E.C, Ashenge 1961
and laid a sound foundation to march as best modern sea transport providing enterprise.
The enterprise as initiated in such a historical upheaval and advancing as a pioneer African
shipping company could not sustain its initial development. Due to a war broken out between
Israel and Egypt from 1959 – 1967 and the closing of Suez Canal has forced the enterprise
vessels to voyage down through South Africa via West Africa to North. Because these routes
were very much long and the vessels turn over voyages were very slow and the burden of cost
of vessel fuel was very high it made the enterprise bankrupt.

The enterprise striving in such a way to sustain its existence faced a major challenge in the
course of development due to a new upheaval observed in 1967 revolution and change of
government and the new political economical ideology implemented in Ethiopia. The enterprise
faith at this time was to be confiscated as a state public enterprise as it was to other
manufacturing and public enterprises. The enterprise is given a name Ethiopian Shipping Line
Corporation and it became a fully state owned company with a capital of 22 million Birr. After
few years, the company’s capital reached 32 million Birr and it relatively made relieved itself
from loss and it had begun to be profitable.

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 In order to strengthen its business capacity, it has brought second hand made ships namely
RasDejen and Karamara, in 1967 E.C and 1970 E.C respectively and deployed them in operation.
In subsequent years it has owned a tanker ship named Nebelbal in 1971 E.C and expanded its
service rendering horizon.

Side by side the enterprise has discarded these worn out ships that terminated their service
years and substituted them with other more capable vessels in subsequent years. Additionally it
has brought Key Kokeb and WolWal ships in 1974 E.C and Meskerem and AbayWonz in 1976 E.C
and Abyot, Andinet and Netsanet in 1977 E.C and could generate outstanding Profit within a
short period of time and it has boosted its cargo handling capacity in folds.

Besides building its capacity, during the nineteen sixties it has expanded its trade routes from
the Red Sea to North and West Europe to Britannia and its vicinity, for example, North Eastern
Europe, Mediterranean and Adriatic seas as well as Middle East and its neighboring countries.

The enterprise has progressed in its capacity building and bought the vessels OmoWenz in
1978 E.C, Ziway and Chamo in 1980 E.C, Awash in 1981 E.C and have aggrandized its
profitability, providing wider services for international and national import and export cargos. It
has bought Admas in 1987 E.C, Tekeze in 1991 E.C, Shebelle in 1998 E.C and Gibe in 1999 and
has provided effective sea transport services. Thus the capital of the enterprise has been
increasing from time to time.
The other major enterprise that shares a significant part in the merger was Ethiopian Maritime and
Transit Services Enterprise. That enterprise has been established in April 1960 E.C with a capital of
500,000 Birr to facilitate and expedite the movement of import and export cargoes. This enterprise has
played its national role at all ports it has been functioning. And after the nations import and export
cargoes were being served at Djibouti port, equipping itself with port machinery, effective service
provision system and well-skilled human power it has handled all the tasks that are related with shipping
and logistics services at major ports. Even before the Ethio – Ertirean war, the enterprise has mainly
provided outstanding stevedoring shore handling, transit and inland transport services.

On the other hand, The Dry Port Enterprise established in 1999 has performed great tasks in
reducing the cost, time and property losses at Djibouti port by implement dry port initiative and
expansion projects. Though it’s a recent development, it has exhibited a tremendous port and
ports related performance excellence.

Comet Transport Services Joined ESLSE, to provide inland transport service for import and
export government as well as private sector cargoes with sound institutional capacity.
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 At this time, in a bid to build up an efficient sea transport and logistics system compatible
private with the fast grow and development of the nation, with the help of favorable
government policies, the four enterprises mentioned above have been merged in 2004 E.C.

The initial and approved capital of the new merger was 3.7 billion Birr. Looking the
prospective capacity of the enterprise and its role the Council of Ministry on its plenary meeting
have upgraded the capital from 3.7 billion to 20 billion Birr

ESLSE Services
A .Major Services Provided by Shipping Sector
Sea Transport Services: The main focus of the Shipping Sector of ESL is to provide Coastal
and International Marine Transport services to and fro Djibouti Port, through the Ports of: Gulf
and Indian sub-Continent, China, Korea, Japan, Singapore, South Africa, and Indonesia. The
Shipping Sector provides uninterrupted sea transport service in and around the above ports
with own ships as well as via slot chartering of major global carriers. Agency Services: ESL’s
Shipping Sector branch office, at city and port of Djibouti makes prompt notification to port
authorities, whenever its own ships as well as other principal ships call to port and process all
due formalities. It makes all the necessary provisions available for the ships and their crew. It
prepares timely notifications for importers, and facilitates seamless flow and recollection of
containers at Djibouti port. It also provides booking and canvassing services for huge amount of
Ethiopian export goods destined to various parts of the world. Stevedoring: ESL is one of the
major stevedores in the port of Djibouti that provide efficient loading and discharging service of
import and export cargoes, by making use of modern port equipment. In this case, ESL
discharges various types of import cargoes from ships. It also renders stuffing service, thus
facilitating the loading of cargoes for shipment. It also avails needed containers timely and
expedites the recollection of empty containers to carriers.
Shore handling
This service includes safe storage of discharged cargoes from vessels in Djibouti Port until
they have been transported to their destination in the country. ESL’s Djibouti Branch offers
coordinated and efficient shore handling services with its CLT (Container Lifting Trucks), trucks,
truck trailers, tractors and forklifts of various capacity. Cargoes under ESL’s custody are handled
with care and with maximum discharging and dispatching rates. In case of bulk cargoes and
other containerized goods, a quick direct delivery service is provided with minimum transit
time. In this manner a number of gangs are operated in all the three shifts throughout the day.
B. Services Provided by Freight Forwarding Sector
The Freight Forwarding Sector of the Enterprise is mainly concerned with multimodal and
uni-modal service provisions of import and export cargoes.

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 Multimodal transport service: Essentially, this is a door-to-door cargo service with SAD (single
administrative document) from the point of origin to the point of destination. In ESL’s case, the
cargoes are shipped all the way from the port of their origin via Djibouti port and finally to
Modjo Dry Port as well as other inland ports. Therefore, ESL as official Multimodal Operator
/MTO/, takes all possible care to the cargo under its custody, as of the time the shipment is
confirmed and ordered.

Unimodal transport service by contrast involves one mode of transportation, i.e, sea, rail or
road, or air freight of cargo. Here services are disintegrated, with many operators and
agreements involved. In ESL’s case, the unimodal service ends at port of Djibouti, after which
the consignee will choose his/her transitor and/or transporter and enter agreement with to
receive cargo in the hinterland of the country.

Customs and port clearing: Introducing time saving and reliable documentation process,
ESLSE accomplishes, with utmost care, port and customs formalities and enables
imported/exported cargoes to arrive at appropriate destination. Trucking: ESL is equipped
with modern heavy trucks with the objective of speeding up transportation of freight from
Djibouti to inland ports or other designated destinations and vice versa. In this regard, ESL
originally had 60 heavy duty trucks with a total lifting capacity of 2400 tons of dry cargo at a
time. Its recently transferred company, Comet Transport SC, runs around 205 heavy duty trucks
of its own. With Comet now merging with ESL, the Enterpris’s (ESL’s) present fleet size has risen
to 265. o Besides, last June, ESL and Comet jointly entered into Agreement Contract with
Renault Trucks for the supply of 215 brand new heavy duty trucks by early 2015. This will soon
raise the land fleet capacity of ESL to 480 trucks. o Apart from its own trucks, ESL sub-contracts
all the necessary trucks for direct or consolidated cargo delivery from private and public
transport operators.

C. Services Provided by Port & Terminal Sector

It is essential that all imported goods have to timely serve the purpose they are intended for.
They should reach the ultimate user at the right time. However, just before the import cargoes
are supplied to the desired clients, they should be safely kept and processed in the dry ports.
aThe Port & Terminal Sector of the Enterprise is a point of destination to Ethiopia’s imports and

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a point of consolidation for exports, where goods are loaded and unloaded; customs formalities
are completed; goods are temporarily stored, stuffed and un-stuffed, made ready for transport,
and dispatched to their final destinations.
Major services delivered in Port and Terminal Sector include:

 Receiving and delivering cargoes

 Cargo loading and unloading
 Stuffing and un-stuffing of container goods
 Temporary storage for import and export cargoes
 Container cleaning and maintaining
 Weight bridge
 Costumes control and clearance
 Banking and Insurance

The Enterprise endeavors to make these services more efficient and convenient to importers
and exporters and play a crucial role in the logistics value chain.

Shipping
The main focus of the Shipping Sector of ESL is to provide Coastal and International Marine
Transport services to and from Djibouti Port.

MultiModal Delivery

Essentially, this is a door-to-door cargo service with SAD (single administrative document)
from the point of origin to the point of destination.

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 Warehousing
Are where goods are loaded and unloaded; customs formalities are completed; goods are
temporarily stored, stuffed and un-stuffed, made ready for transport, and dispatched to their
final destinations.

Agency

ESLSE has shipping agents all around the world that are responsible for handling shipments
and cargo, and the general interests of its customers, at ports and harbors worldwide, on behalf
of ESLSE.

Unimodal Delivery
Unimodal service ends at port of Djibouti, after which the consignee will choose his/her
transitor and/or transporter and enter agreement with to receive cargo in the hinterland of the
country.

Number and types of employees ESLSE have

The most common employee types of classification include:

 Full-Time Employees
 Part-Time Employees
 Seasonal Employees
 Temporary Employees

Including all the above types of employees ESLSE have a total number of 280 employees

Revenue and profit of ESLSE Company

Ethiopian Shipping and Logistics Services Enterprise (ESLSE) has earned 51 billion birr this
year. CEO RobaMegersa said the Ethiopian Shipping and Logistics Enterprise handled most of
Ethiopia’s multimodal ocean freight during the concluded budget year. The revenue has shown
a 128% increase compared to last year. ESLSE has transported more than 3.6 million tons of
cargo and registered a net profit of 3 billion birr.

A.Vision
By providing competitive shipping & logistics services, to become preferred and renowned
African logistics company by 2025.

B. Mission

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Through building and upgrading organizational capacity, to render world class and competitive
shipping & logistics services; thereby contributing towards the rapid economic growth of the
country

C.Objective
As set out in the regulation issued by the federal government of Ethiopia in 2011 (Regulation
No. 255/2011), the objectives for which the ESLSE is established are:

1. To render coastal and international marine and inland water transport services.
2. To render freight forwarding agency, multimodal transport, shipping agency and air
agency services.
3. To provide the services of stevedore, shore-handling, dry-port, warehousing and other
logistics services;
4. To provide container terminal services.
5. To engage in the development, management and operation of ports.
6. To establish and run human resources development and training center in the fields of
maritime profession.
7. To study the country’s import and export trade demand and thereby develop
technological capacity in order to render maritime and transit transport services.

2.2. Background of field of practice

Nature of human resource management
1. Inherent Part of Management
This function is performed by all the managers throughout the organization rather that by the
personnel department only.

2. Pervasive Function
It is performed by all managers at various levels in the organisation

3. Personnel Activities or Functions

includes manpower planning, employment, placement, training, appraisal and compensation of
employees. For the performance of these activities efficiently, a separate department known as
Personnel Department is created

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 4. Continuous Process: Human Resource Management is not a ‗one shot‘ function. It is
performed continuously if the organisational objectives are to be achieved smoothly.

2.3. Organization activities

Human Resource Planning (HRP)
Human resource planning is the continuous process of systematic planning ahead to achieve
optimum use of an organization's most valuable asset—quality employees. It ensures the best
fit between employees and jobs while avoiding manpower shortages or surpluses.

Hard & Soft Human Resource Planning

Hard HRP evaluates various quantitative metrics to ensure that the right number of the right
sort of people are available when needed by the company. Soft HRP focuses more on finding
employees with the right corporate culture, motivation, and attitude.

Basic Steps in HRP

 HRP begins with an analysis of the available labor pool from which they can draw.
 It then evaluates the firm's present and future demand for various types of labor
 match that demand with the supply of job applicants.

Recruitment
The Recruitment Process is a way to attract and find potential manpower to fill up the
vacant post in the company. The HR Recruitment Process helps to hire candidates based on
their ability to work and attitude which is essential for accomplishment of organizational goals.
The Recruitment Process in human resource management starts with identification of job
vacancy in the organization, then the HR department analyzes the job requirement and ensure
that the reported vacancy is proper or not by cheking from the data on hand and analyse why
shortage of employee is happened is that because of retirement , Health issue or the employee
leave by his interest. Then ensure that if there is enough work place when the new employees
come to their work place.later by preparing the form that specify the number, the needed
qualification, level of work, salary, work experience. However the recruitment always give the
opportunity to the insider workers by promotion or transfer. But if the employees doesn’t
fulfill the required qualification. The vacancy will be Methods of Recruitment

Recruitment Process in HRM

1. Identify the Recruitment Needs through Job analysis

2. Recruitment or Manpower Planning
3. Writing or Creating a Right Job Description

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 4. Advertisement for Open Job Vacancies
5. Screening of Job Applications
6. Initial Short- Listing of the Candidates
7. Conducting Interviews
8. Assessment of the Applicant
9. Reference / Background Check
10. Issuance of Job Offer Letter
11. Joining & On-boarding
There are three significant methods of recruitment which are regularly used in the corporate
world namely:
1. Direct Recruitment Methods
2. Indirect Recruitment Methods
c. Third Party Recruitment Methods
The major difference between direct and indirect method of recruitment is that the
organization send a representative to contact the potential candidate (which means direct
contact) in the case of direct recruitment method while in the case of indirect recruitment
methods the candidates are informed about job vacancy through different channel of
advertisement.
 From the methods of recruitment methodes mentioned above ESLSE company mostly
uses the indirect recruitment method.

Indirect Recruitment Methods:

In the indirect method of recruitment the organization use the advertisement channel such
as news papers , job sites, magazines and professional journals to reach the potential
candidates. The advertisement provides information about the job requirement, the range of
salary offered, the type of job (full time or part time) and job location. The candidates who are
interested in the job apply for it and share their resume with the organization

Selection
The selection process refers to the steps involved in choosing people who have the right
qualifications to fill a current or future job opening

The selection process consists of five distinct aspects:

Criteria development.

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 All individuals involved in the hiring process should be properly trained on the steps for
interviewing, including developing criteria, reviewing résumés, developing interview questions,
and weighting the candidates.
The first aspect to selection is planning the interview process, which includes criteria
development. Criteria development means determining which sources of information will be
used and how those sources will be scored during the interview. The criteria should be related
directly to the job analysis and the job specifications. This is discussed in Chapter 4
“Recruitment”. In fact, some aspects of the job analysis and job specifications may be the actual
criteria. In addition to this, include things like personality or cultural fit, which would also be
part of criteria development. This process usually involves discussing which skills, abilities, and
personal characteristics are required to be successful at any given job. By developing the
criteria before reviewing any résumés, the HR manager or manager can be sure he or she is
being fair in selecting people to interview. Some organizations may need to develop an
application or a biographical information sheet. Most of these are completed online and should
include information about the candidate, education, and previous job experience.

Application and resume review

Once the criteria have been developed (step one), applications can be reviewed. People
have different methods of going through this process, but there are also computer programs
that can search for keywords in résumés and narrow down the number of résumés that must
be looked at and reviewed.

Interviewing
After the HR manager and/or manager have determined which applications meet the
minimum criteria, he or she must select those people to be interviewed. Most people do not
have time to review twenty or thirty candidates, so the field is sometimes narrowed even
further with a phone interview. This is discussed in Section 5.3.1 “Types of Interviews”.

Test administration
Any number of tests may be administered before a hiring decision is made. These include
drug tests, physical tests, personality tests, and cognitive tests. Some organizations also
perform reference checks, credit report checks, and background checks. Types of tests are
discussed in Section 5.4.1 “Testing”. Once the field of candidates has been narrowed down,
tests can be administered.

Making the offer

The last step in the selection process is to offer a position to the chosen candidate.
Development of an offer via e-mail or letter is sometimes a more formal part of this process.
Compensation and benefits will be defined in an offer.

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Orientation
job orientation happens either prior to the new employees first day or right when the new
employee start their job. This will give an advantage for both the employee and the employer.
employees feel welcome and comfortable ,help them to overcome confusion the new role
brings and become productive sooner. In ESLSE company orientation is given both before and
after employees are hired. the pre orientation involves information about rules of the
company , procijers we follow during performing our job, place(office)of our work place in witch
they are assigned. The on job orientation is more focused make them understand how the
work is performed the orientation is given by the major Hrm and the on job orientation is given
by the organization workers the company thinks that this will increase the interaction between
workers and the new employee.

Career development
Is the support an organization provides to employee professional growth, especially to
employees movement to a new position or project within the organization. ESLSE company give
support to its employees by giving them additional training which is related to their profession
for free, cover educational expenses of its employee and even give a full scholar to go and learn
outside the country according to their well performance through their working time. Give them
promotion and any other opportunities that helps the employee to develop their s

Motivating employees
 Recognize a job well done
 Including employees in goal setting
 Facilitate respectful relationship
 Rethink performance review process
 Create clear communication with employees
ESLSE company motivates its employees by giving reward as a well done for their good
performance also it give deferent holiday gifts , additional payments for holiday ,and to create
positive relationship with each other the company prepares a lunch or a dinner program by
investing large amount of money about 1000,000. All this expenses are incurred to motivate
the employees and bring success to the company.

Decision making practice

In making of decision the management try to include the employees in the process of
decision making their will be a meeting that includes employee representatives from each
departments and discuses about new employees, annual budget, salary, things that has to be
improved in the employee side and in the employer or the higher level managers. This creates
understanding for the managers what is the interest of employees what they want, what the
management should do to solve those problems

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 Structure of Ethiopian shipping and logistics service enterprise

CEO

CEO office

fright forwarding corporate service sector port and terminal service

shipping service sector
service sector
sector

marketing and special support

division (key accounts

the division have more than ten staffs and one manager. there are also about five directors,
12 division managers and more than seventy key staffs in four sectors who provide the special
service and support to key accounts of the enterprise . the division totally served more than
110 key accounts, who are involved in manufacturing sector (specially producing import
substitute products), exporters of coffee, seed oil, garments, flowers and other products, any
company who has certification as authorized economic operator from ministry of trade, service
providing government organization like Ethio-telecom, key project offices. Ethiopian
renaissance dam construction project offices etc.

Evaluating managerial and organizational effectiveness

All the employees are evaluated even the upper level managers by measuring their work
performance by percentage so the evaluation will be done by HR departments through written
form and this evaluation paper will be documented to their employee master file for different
purposes like for well done reward, to give insight that how employees are performing their job
, to know that they are productive or note and to solve any work related issue. And if it is
needed it will be reported in the meeting if the result of their evaluation is below average and
need some discussion for improvement and to know the source of the problem.

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 Part.2. Actual practice (work exposure) assessment
3.1 work performed
Initial job responsibility during the past 2 months
 Read & understand the employee profiles and rules and regulations of the company
 Documenting master and field files for employees
 Give the employee documents an order number
 Writing letters concerning different purpose
 Give stump for cheeks and other paper that needs the companies stamp
 Preparing recruitment forms
 Reporting detail information of payment done by the company to employees
 Prepare settlement report and any other related works that has to be done by me
The scope of the work change
My assignment where gradually developed from time to time so in the first two weeks
my work responsibility was to read and understand the employee profile ,the companies rule
and regulation through this I was expected to know how the company manages its employees
also understanding the cases handled by the top ,middle ,and operational managers this will
help me to know the flow of information ,the flow of work, in what way does all the level of
managers work & create integration to each other after completing my reading assignments I
coordinate employee file and giving the files order number & put them according to their id
number in order to make it visible & to find it easy when the file is needed also I give letters
for employees concerning different reasons like: incentive payment, bonus, salary increment,
penalty, job transfer, job promotion then after give those original letters I keep 2 copy of it one
for record office and the other for other concerned departments, if it is needed put stamp on
the back of the check for employees which take their payment by check and on different kind of
file that need stamp after I see that they fulfill the requirement like a signature from the
concerned manager ,the letter must be related to the companies concern otherwise I will not
put a stamp on it, I record information the name and date when I give employee file to control
and make responsible the person or the department who take the file if some data are lost
from it.
In the third and fourth week I start to write different kinds of letters by using the formats
which I read in my reading assignment. The letters will concerned about announcing the
applicant that they pass the exams and achieves the higher score from other applicants and
accepted by the company so I inform them through the letter to come and work for the trial
period of 60 days by specifying the date and time they should come on , if there is an addition
of salary for employees and bonus payments because of the success of the company through
the year or by the economical situation

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 Of the country I announce the salary increment or the bonus payment by stating the
amount and the reasons. And any other issues that need written letter I will Wright to
the concerned body.
In the fifth and sixth week I work on the position of personal officer and preparing a
recruitment forms based on the report that our office receive from the work place that face
employee shortage through different reasons so they send a letter that describes the number
number of employees they need, qualification they require, level of work, salary. Before I
prepare the recruitment the main HRM office heads must be informed and give their approval
so at the last I will cross ensure that if there is no error made I reporting the vacant place eg: if
the open job vacant place show that the work place need 4 employees buy when they report if
they make it 5 I will fix that information by cross checking the reporet with the data I have on
hand and make an adjustment based on that this is very useful to evaluate unknown salary
payment because of the wrong report. I also check why the shortage happen is that because of
retirement, health issue, death, or the employee leave by himself or any other reason this data
will be recorded. Lastly I will prepare the recruitment form for the internal employees if they
fulfill the required job qualification if they don’t the vacancy opportunity will be published to
the outsiders with all its requirements.
In the seventh and eight week I was working in rotating to the finance office .at first I was
just observing when they do while they are working then they show me the steps, the purpose
of the work, how the payments are recorded as debit and credit and any other so after this they
give me a simple assignment to record the expense and calculate the sub total and cross check
the result with the amount that was reported by other finance offices who calculate filed
workers or the drives payment. Next to this I upgrade and assigned to work on payment reports
concerning about driver’s fee for the expense and any other payments they pay to repair the
car and any other costs they incur. All the costs incurred are presented by the drivers or field
workers by attaching the recite so the other office will receive this information and add up the
recite and calculate the total result and send it to our finance office so my responsibility was
first to classify those recites and the payments in to 7 parts to make it clear so we give code
number to the recites based On their purpose like:
1. Incentive(5)
2. Filed payment(14)
3. Fuel(41)
4. Others(82)
5. Loading aloding(86)
6. Grade fee(88)
7. Parking and transit (99)

So through this we calculate the expense separately this coding is important to check if
there is an error in calculating the total sum by clicking only in the cell we can view it and cross

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check it with the recite. Also it will be easier to know the total amount of payment done for
what purpose. And also we can record only the total payment in each code division on the
company system . when we inter the payment data we start from entering the date& year then
write the pv/crv (this is the number witch the payment is taken)after all we input the Id of the
employee and the sum of each coded amount of money payed it will be recorded in the debit
side for the employee the way of payment will be stated like if it is on account, transfer, or pv
or crv number. After recording all the employees payment data like the above procedure we
will record the the employee account number and the total payment received in the debit side
then after I record the payment done by the company to the employee on the credit side then
balance the credit and the debit if it is not balanced I check if I made a mistake while calculating
the sum and if every sum is correct so we can say that there is over payment or under payment
example if there is over payment of 300 birr we write letter to the employee to give back the
300 birr to the company. Or if the company pays smaller amount we Write letter which states
that the company should pay the employee the 300 hundred because they were payed less
than they have to recive.

3.2. educational value of the internship

Through the work I performed I learned many things related to my filed of study even
further knowledge like: how to apply my theoretical knowledge in to a practical work and to
what extent that it can be applied I also learn how to communicate with my superiors with a
formal written letters, how to write those letters, I develop my language skills, understand how
the HR department works so this gives me a guide in what kind of subjects do I have to focus on
while I am learning ,I learned how meetings are performed, understand and see what I will face
after I graduate so this gives me an experience.

3.3. relationships: classroom experience to actual work place

The different kinds of assignments presentations I have done and the courses that I take
was broad & wide so when I come to the practicale work it makes it easier and help me to
widen my understanding of the field also in my class I take different kinds of subjects this also
helped me when I was working in a rotation to finance office help me to understand their work
languages and communicate with them as they communicate with their cowerkers so it helps
me a lot.

3.4. SWOT analysis

Strength: for long the company didn’t face a loss even if some times their was some loses but
most of the time it makes profit and also share its profit with its employees . the management
is transparent it disclose the true condition of the company openly to employees in order to
build strong trust between management and the rest of the work force.

Weakness: there is a shortage of office materials.

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Opportunity: as it is the only shipping company in Ethiopia so that helps the company to
widen its branches through different place in Ethiopia.

Threats: it face a large loss when there is an economical , political issues happened
Summary
Generally I learned a lot about my field of study and about other departments . it gives me un
encouragement to develop my skill and helps me to know and understand what is needed
from me to become a good manager . and it helps me to develop my confidence at work and I
also find out my true potential .

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