SUBJECT: INDUSTRY IMMERSION PROJECT

CREDIT: 3 HOURS

Internship Report

Pirani Group of Companies

SUBMITTED BY
KAMRAN RAUF
F20BBA204
BBA LEADING TO MBA
August 20 2022

PRESENTED TO
DR, IMRAN ARSHAD
Assistant Professor

ACKNOWLEDGMENT
I hereby extend my sincere appreciation to the Management of Pirani Group of Companies, as well as to
the rest of the staff for their warm company and contribution throughout my internship.
The institution has shown boundless support, generosity and kindness to me as far as acquiring skills as
an internee in the department of HR is concerned.

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ABOUT THE ORGANIZATION

ORGANIZATIONAL HISTORY
A small candle that was lit up by Piranis in the small city of Hyderabad on the banks of
Great River Indus has been able to spread its shine across the borders to south middle &
eastern Asian countries with sustained hardworking and ability to see beyond limits and
this all took less than four decades to accomplish what was once a mere dream. Since the
birth of first Pirani business entity a vigilant tireless & growth oriented conception
towards business by the Father Figure of Piranis enabled the entire organization to move
swiftly towards achievement of its goal by ensuring individual participation of everyone
concerned. The Ultimate success in the shape of a trusted professional business group by
the name of Pirani Group of Companies emerged on the surface of the corporate world.

GROUP OF COMPANIES

VISION
To be a progressive business group that attain success through providing best products
to its valued customers in most professional way to achieve satisfaction of its stake
holders, Society, Country and international community.

MISSION
To offer continuous quality for customers at every level to win their trust by providing
real value for their money. To offer best working & congenial environment for employees,
vendors, dealers & other associates to ensure their confidence to optimum level so that
in return they play a positive role in developing a healthy responsible & growing society.
To be an organizational entity that responds to every aspect of corporate Governance on
moral ethical and legal grounds.

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ORGANIZATIONAL STRUCTURE

CHAIRMAN

BOARD OF DIRECTOR

GENERAL MANAGER GM SALES & GROUP CHIEF FINANCIAL OFFICER

PRODUCTION - PLANT MARKETING

HEAD OF SALES AND HOD HOD HOD HOD HOD HOD

MANAGERS OF MANAGERS FINANCE
MARKETING COSTING COMMERCIAL PURCHASE ERP IT
PLANTS - PIRANI OF PLANTS – \ AUDIT
N.J AUTOS
MANAGER SALES &
MARKETING MANAGERS
DEPUTY DEPUTY
MANAGERS - MANAGERS – REGIONAL DEPUTY DEPUTY MANAGERS
PIRANI N.J AUTOS MANAGERS
ASSISTANT MANAGERS
ASSISTANT REGIONAL
ASSISTANT
MANAGERS - ASSISTANT
MANAGERS – EXECUTIVES
PIRANI MANAGERS
N.J AUTOS
REGIONAL MTO INTERN
EXECUTIVES EXECUTIVES -
EXECUTIVES
-PIRANI N.J AUTOS

SUPERVISOR \ SUPERVISOR \ MTO INTERN

MTO -PIRANI MTO –N.J S
AUTOS

WORKERS
WORKERS
PIRANI
N.J AUTOS

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FUNCTIONAL UNDERSTANDING
BUSINESS MODEL SALES

Pirani selects the Business to Business model, because to get Bigger Volume and Value,
Higher Conversation Rates, Stronger Relationships and Stream Line Business Structures
and they have twenty two dealers networks entire in the country and still go to expanding.

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DEPARTMENT STRUCTURE
PRODUCTION BASED

GENERAL MANAGER PRODUCTION - PLANT

MANAGERS OF ALL DEPARTMENT - PLANTS

ALL DEPUTY MANAGERS

ASSISTANT MANAGERS

EXECUTIVES

SUPERVISOR MTO
s
WORKERS INTERN

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NON PRODUCTION BASED

HODS

MANAGERS

DEPUTY MANAGERS

ASSISTANT MANAGERS

EXECUTIVES

MTO INTERN

SALES AND MARKETING

GM SALES & MARKETING

HEAD OF SALES AND MARKETING

MANAGER SALES & MARKETING

REGIONAL DEPUTY MANAGERS

REGIONAL ASSISTANT MANAGERS

REGIONAL EXECUTIVES

MTO INTERN
S

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DEPARTMENTAL OBJECTIVES

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STRATEGIC PLAN
My particular department strategic plan is to create an influences of HR department to
hire the best applicant for the particular job via HR and General Management
terminologies.
Recruitment strategies:
 Recruiting new staff with the skill and abilities that your organization will need in
the future.
 Considering all the available options for strategically promoting job openings and
encouraging suitable candidates to apply.
Collaboration strategies:

 The strategic HR planning process may lead to indirect strategies that go beyond
your organization. By collaborating with other organizations you may have better
success at dealing with a shortage of certain skills. For example: Working together
to influence the types of courses offered by educational institutions.
Training and development strategies:
 Providing staff with training to take on new roles
 Providing current staff with development opportunities to prepare them for
future jobs in your organization.
Restructuring strategies:
If your assessment indicates that there is an oversupply of skills, there are a variety of
options open to assist in the adjustment.

These strategies include:

 Reducing staff either by termination or attrition
 Regrouping tasks to create well designed jobs
 Reorganizing work units to be more efficient

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Measurement of HR:
 Revenue Factor = Revenue / Total Full Time Employees
 Voluntary Separation Rate = Voluntary Separations / Headcount
 Human Capital Value Added = (Revenue - Operating Expense - Compensation &
Benefit Cost) / Total Full Time Employees
 Human Capital Return on Investment = (Revenue - Operating Expenses -
Compensation & Benefit Cost) / Compensation & Benefit Cost
 Total Compensation Revenue Ratio = Compensation & Benefit Cost / Revenue
 Labor Cost Revenue Ratio = (Compensation & Benefit Cost + Other Personnel Cost)
/ Revenue
 Training Investment Factor = Total Training Cost / Headcount
 Cost per Hire = (Advertising + Agency Fees + Recruiter's Salary/Benefits +
Relocation + Other Expenses) / Operating Expenses
 Health Care Costs per Employee = Total Health Care Costs / Total Employees
 Turnover Costs = Termination Costs + Hiring Costs + Training Costs + Other Costs
Organizational Assignment
A) Problem Identification and its proper framing
Human Resources
 Improper Hiring and Firing Techniques – 1st Most Important
 Compliance with laws and regulations – 2nd Most important
 Compensation Management – 3rd Most Important
 Health and Safety – 4th Most Important
 Change Management – 5th Most Important
 Landing Top Talent – 6th Most Important
 Monitoring productivity and performance -7th Most Important
 High Turnover and Low Retention – 8th Most Important

B) Identification of relevant variables

 Improper Hiring and Firing Techniques – Relevant variables – No Company
Structure – Influences of Chairman – Not working on Job Analysis – Company
Location.
 Compliance with laws and regulations - Relevant variables – A lack of time and
expertise to understand the issues and nuances of the laws.
 Compensation management - Relevant variables – Not Matching compensation
demand in the market, especially if you're trying to compete against larger
competitors.

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 Health and safety - Relevant variables – No proper working on civil work, less
housekeeping staff no offering any health insurance benefits.
 Change Management – Relevant Variables – Not to adapting HR processes and
policies to match the company's growth and ambitions and lack of appreciation to
employees.
 Landing Top Talent - Relevant Variables – Influences of Chairman’s at the time of
firing, under paid, lack of appreciation on new ideas, improper system, toxic
culture and appraisal done via Force Choice Method.
 Monitoring productivity and performance - Relevant Variables – Not preparing of
the KPIs and future objectives of employees – Improper Reporting Structure, lack
offering trainings.
 High Turnover and Low Retention – Relevant Variables – Unfortunately my company
is not working on above stated problems that is why their turnover.
C) Analysis and Solutions

Improper Hiring and Firing Techniques

Analysis: Unfortunately! Current techniques related to the Hiring and Firing are not
suitable that is why the reputation of our company is going down day by day and decrease
the all departments performance too and suddenly it does effects to quality of the all
products.
Solutions:

 To prepare the Company’s Organogram \ Structure.

 Need to design and implement Employee Requisition Form then HR person knows
the requirement of particular position.
 Doing Job Analysis, Description and Specifications and must be mentioned in the
job advertisement to attract the applicants to apply for the vacant position.
 Implement Applicant Tracking System tool to screening the initial screening of the
resume.
 Conduct Telephonic Interviews prior to face to face interview.
 Offer to be sent to the selected applicant via written communication.
 Ask the applicant to submit the documents prior to date of joining.
 Must be prepared Standard Operating Procedure for all types of separations
cases.

Compliance with laws and regulations

Analysis: Failure to fully comply with laws and regulations can lead to serious
consequences for a small company, including audits, lawsuits, and even bankruptcy.

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Solutions:

 Ensuring that at least one person on your management team is in charge of

understanding local employment laws and regulations.
 Giving that person the time and resources needed to study and understand those
laws and regulations.
 Consulting a legal expert with questions about the laws and regulations.
 Auditing your existing processes to ensure that everything is above board.

Compensation Management

Analysis: Compensation and benefits are one issue that no HR organization is able to
get around. This is the core concern for all employees and has an immense impact on
everything from performance to engagement to productivity.

Solutions:

 Looking for free tools like Pay scale and Glassdoor to create benchmark salaries
that are based on aggregated real data.
 Conducting Salary Surveys quarterly via google forms
 Shortlisting competitors to watch and analyze what they promote on their
careers sites in terms of perks, benefits, and compensation.
 Focusing on employer branding and culture messaging to create intangible
benefits for candidates.
 Review the compensation policy after every year.
 Annual Increment policy must be made on Minimum Inflation declared by the
State Bank of Pakistan and along with the performance based increments.

Health and Safety

Analysis: Like with employment laws and regulations, failure to execute a thorough
health and safety program can expose the company to costly lawsuits and injury claims.
Solutions:

 Designating a health and safety person or committee.

 Improve the Civil work and Housekeeping areas
 Providing them the tools and training needed to study and understand local
health and safety laws.
 Empowering them with absolute control over health and safety at the
organization, including the power to make changes, upgrades, or even shut down
operations temporarily if needed.

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Change Management
Analysis: When done poorly, change management can have an adverse effect on
performance, staff engagement, and morale. It often falls on the HR department to
find ways to ensure people-centric change doesn't affect productivity and output.
Solutions:
 Clearly communicating the benefits of change to all employees.
 Implementing a change management process that outlines how, when, and
where employees are informed of process changes.
 Encouraging open and honest feedback from employees when a change is
made.
 Making it crystal clear why you are making a change and what the benefits are
to the company and employee.
Landing Top Talent

Analysis: Competition for top talent is fierce. Large organizations use every resource
at their disposal to find and hire the best in the industry. Unfortunately, that means
that smaller organizations are often at a financial disadvantage when hiring.
Solutions:
 Getting creative with how and who you hire.
 Beefing up your employer brand to stand out from other companies.
 Recruiting directly from colleges and universities to give new and hungry
employees a chance to shine.
 Leveraging networks and social channels to directly pitch candidates at no cost.
Monitoring productivity and performance

Analysis: Keeping an eye on productivity and performance involves monitoring key

indicators, engaging in candid conversations with managers and employees, and generally
acting like a detective to find problems. While part of the job, it's a time-consuming
responsibility and a common HR problem in companies.
Solutions:

 Using HR platforms that integrate performance management, goal management,

and engagement tracking.
 Looking for teams who are hitting their goals, studying what they do right, and
presenting those processes as potential changes to the executive team.

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 Keeping clear lines of communication open with all managers to ensure that issues
are addressed before they snowball.

High Turnover and Low Retention: If they are working on my listed above solutions then it will
get output as “Low Turnover and High Retention”.
Other Elements to Be Included In the Final Report
Daily Diary
1st Week

 First task was given by the management during my internship which is to make
organogram of the company and it’s been done by myself.
2nd Week
 Preparing of the Employee Requisition Form, Job Analysis, Description and
Specifications and Standard Operating procedure for the separation cases.
 Asked to fill three vacant positions Assistant Manager Incoming Material, Assistant
Manager Costing and Deputy Manager Paint Shop.
3rd Week
 Prepare Key Performance Indicators and Objectives for all employees
 Reviewing the current polices and procedure of the company
Theories Learned and its Application
 Business Management – I am leading the HR department, therefore my own
manager roles must be decisional, to follow the 5 steps group development
(Forming, Storming, Norming, Performing and Adjourning) to enhance my team
performance and utilized the terminologies to make the organizational chart and
adopting the Dark traid leadership roles. Kaukab Abid was a teacher for that
subject.
 Organizational Behavior and HR Practices – How influence the behavior of any
employee towards achieving the company’s and departmental objectives,
implementing all nine motivational theories to keep motivating employees,
because every employee has different needs and wants and Thank you to
Muhammad Faraz.
 Legal Environment – Implementing the legal requirements and labor laws during
the hiring and firing process, and if any employee involves any guilty and
misconduct activities then punishment will be given according to the legally
matters and this course had taught by Dr. Imran Arshad.

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 Cost and Managerial Accounting – Sir Zia Abbasi taught this subject to me where
I realize that how these terminologies are important such as Job 0rder, Processing
Costing, Master Budgeting and Cost Volume Profit Analysis to maximize the profit.

 Business Communication – It was taught by Muhammad Mazhar Khan and

Salman Anees further, where both were telling the communication as like KISS
(Keep It So Simple) analyzing of your audience, to resolve the conflicts on
WIN - WIN Situations and tips to how to make presentation on power point and
Salman Anees was focusing on the oral presentation skills.

 Chinese Language - Fortunately my company is doing business with Chinese and I

am willing to give my introduction them precisely and special thanks to the
university to offer this course me and also big thanks to Ms. Tabasum Sheikh.
Networking and Relationship Building

If you part of the HR department then your networking and relationship building play key
role to identifying the issues which are facing by the employees related to its motivation
so the turnover can be manageable, your emotions expression should be empathy to
understand their problems and you have to keep maintaining the good relations with
external parties like your company’s competitor, political and labor departments.
Team dynamic and leadership phenomenon

I think that whenever I get an opportunity as a Manager then I have to implement Five
Group Development Stages to develop the best team and team structure should be mixed
Formal and Informal to perform collectively, positive, individual & mutual and
complementary and being a leader you have to implement all three Dark Triad traits
Narcissism, Psychopathy, and Machiavellianism to achieve your personal, teams and
company objectives, because every employee has different behaviors and can be
motivated through different style of leadership.

Reflection on Internship Experience

It was an excellent exposure to work as an Internee for three weeks where I was
understanding the professional environment prior to get a proper job. Identifies the
difference how theoretical and practical work differently.
Take Home Lessons

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The importance of being resourceful: The ability to think critically and independently has
taught me so much more than if I had always asked for help every time I encountered a
challenge over the past four years. From my experience, being constantly willing to learn
and figuring out how to view a problem/project from all angles has been key in terms of
becoming resourceful and achieving the results my employers desired.
How to adapt to new teams and working environments: Starting each new internship meant
adapting to a new team and working environment. I found that by placing an early
emphasis on getting to know my co-workers and understanding their motivations, I had
an easier time identifying the ways I could offer the most support in achieving the greatest
impact. While each team has its own personality, after working with twelve different
teams, I cannot overstate the importance of learning how to work well with everyone.
Figuring out what your team and organization needs and then embodying those skills are
keys to success wherever you go.
Invest in your written and verbal communication skills: In my experience, few skills matter
more than being able to communicate well. Whether you are writing an internal memo
or assembling a client presentation, you need to be able to tailor clear and synthesized
information to a broad range of audiences. While some determining factors of success
rely on luck and timing, you can learn to improve your communications skills by starting
early and practicing often.
Never says No: rather, set priorities: This is a key lesson I learned early in my career as an
intern. When given a new project, I found it helpful to (briefly) lay out my work load with
my supervisor and establish priorities together so that I could direct my attention where
it mattered most. Always remember: your boss and team’s success is your success. Do all
you can to achieve that!
You are your best advocate: How you present yourself and your skills in each role will be
a determining factor of success no matter where you are in your career. My most
successful internship experiences have been ones where I’ve shown my team what I am
capable of, and have left no regrets behind. Remember that your competitive edge gets
lost in complacence, and always push yourself for bigger and better opportunities.

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