INTERNSHIP REPORT
SM FOODS MAKER LTD
HUMAN RESOURCES MANAGEMENT
SUBMITTED BY
MUHAMMAD AWAIS MUNIR
DEGREE
BS PUBLIC ADMINIDTRATION
SESSION
2018-2022
ACKNOWLEDGEMENT
"All praises for Allah Almighty, WHO guides us in darkness and helps us in difficulties and due to
respect for Holy Prophet (Peace be upon him) who enables us to recognize our creator"
The internship opportunity for me at SM Foods was a great source to gain knowledge and skills
development. I consider myself very fortunate and am very grateful to SM Foods for provide me
with a chance to work with the team to led me towards professional development.
Frist, I would like to thank Almighty Allah who gave me strength to complete challenging task
and His blessings that He gave me certainty, direction and solidarity to finish this report. The
voyage has not completed at this point and I appeal Him to demonstrate to me the straightway
and help me more in future and I am nothing without His endowments.
Second, I would like to thank Sir Irfan sb (Head of the HRM Department) and Sir Adeel sb
(Assistant Manager) and our coordinator Sir Ahmad sb for support, valuable suggestion and
sympathetic attitude throughout my internship
Third, I would like to thank whole team of HRM department Sir Shahbaz , Sir Usman , Sir Rana
Zahid ,Sir Saim and Sir Zeeshan they taught us about how to deal with emplyees as a HR officer
and how to adjust the attendance, salary and replacement of employees.
TABLE OF CONTENTS
INTRODUCTION
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ABOUT SM FOODS
CHAIRMAN MASSAGE
MISSION
VISION
HRM DEPARTMENT
 DEFINITION
 FUNCTION
STRUCTURE
TASK
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CV DATA BASE
FILING
EMPLOYEE PROFILE
EMPLOYEE VACCINATION
EMPLOYEES SALARY MANAGEMENT
VISIT REPORT
SUGGESTION & RECOMMENDATION
CONCLUSION
INTRODUCTION
Since April 2000, SM Foods has offered a range of impulse foods under its flagship
brand Gibs. In an extremely competitive market, Gibs stands its ground in terms of
taste, quality, innovation and value. The SM Foods plants are highly advanced,
meeting international standards and proving to be the best in the world. Quality has
been a continuous commitment at SM Foods.
With every passing day, we are enhancing our product portfolio in:
• Confectionary
• Bakery
• Snacks
• Pasta
• Ketchup
• Chilli Garlic
• Mayonnaise
CHAIRMAN MASSAGE
S.M Foods Limited has been successful over the years because of the dedication and passion of
our people. To further strengthen this foundation, we continue to give particular attention to our
value and our guiding business principles Empowerment, trust, transparency hard work and
unquestioned ethical behavior are some of bur core values, and which remain at the heart
everything we do. We work hard to conduct our business with integrity respecting our
employees, our consumer and the environment around us. Our goal is not just to build a great
enterprise for our stakeholders but also to enrich and give back to the communities in which we
operate. We ensure that our business grow, the communities around us get the right opportunities
to develop as well.
MISSION
To serve generations with the highest quality hygienic food products by focusing on innovative
production techniques and new product development catering to their satisfaction across and
beyond. Our company proudly claims to be delivering “Best quality at affordable price”.
VISION
To be the market leader through leveraging our innovative production techniques and superior
quality pasta products in a wide range of food categories while also contributing towards national
economic growth and social welfare
HUMAN RESOURCES MANAGEMENT
DEFINITION
Human resource management, HRM, is the department of a business
organization that looks after the hiring, management and firing of staff. HRM focuses on the
function of people within the business, ensuring best work practices are in place at all times.
FUNCTION
Functions of Human Resource Management
Human Resource Management functions can be classified into the following three categories.
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Managerial Functions,
Operative Functions, and
Advisory Functions
The Managerial Functions of Human Resource Management are as follows:
1. Human Resource Planning
In this function of HRM, the number and type of employees needed to
accomplish organizational goals is determined. Research is an important
part of this function, information is collected and analyzed to identify
current and future human resource needs and to forecast changing values,
attitude, and behavior of employees and their impact on the organization.
2. Organizing
In an organization tasks are allocated among its members, relationships are
identified, and activities are integrated towards a common objective.
Relationships are established among the employees so that they can collectively
contribute to the attainment of the organization's goal.
3. Directing
Activating employees at different levels and making them contribute maximum to
the organization is possible through proper direction and motivation. Taping the
maximum potentialities of the employees is possible through motivation and
command.
4. Controlling
After planning, organizing, and directing, employees' actual performance is
checked, verified, and compared with the plans. If the actual performance is found
deviated from the plan, control measures are required to be taken.
Operative Function
Recruitment and Selection
Recruitment of candidates is the function preceding the selection, which brings
the pool of prospective candidates for the organization so that the management
can select the right candidate from this pool.
Job Analysis and Design
Job analysis is the process of describing the nature of a job and specifying the
human requirements like qualification, skills, and work experience to perform that
job. Job design aims at outlining and organizing tasks, duties, and responsibilities
into a single unit of work for the achievement of certain objectives.
Performance Appraisal
Human resource professionals are required to perform this function to ensure that
the performance of employees is at an acceptable level.
Training and Development
This function of human resource management helps employees acquire skills and
knowledge to perform their jobs effectively. Training and development programs
are organized for both new and existing employees. Employees are prepared for
higher-level responsibilities through training and development.
Wage and Salary Administration
Human resource management determines what is to be paid for different types of
jobs. Human resource management decides employee's compensation which
includes - wage administration, salary administration, incentives, bonuses, fringe
benefits, and etc,.
Employee Welfare
This function refers to various services, benefits, and facilities that are provided to
employees for their well-being.
Maintenance
Human resource is considered an asset for the organization. Employee turnover is
not considered good for the organization. Human resource management always
tries to keep their best performing employees with the organization.
Labour Relations
This function refers to human resource management interaction with employees
represented by a trade union. Employees come together and form a union to
obtain more voice in decisions affecting wage, benefits, working conditions, etc,.
Personnel Research
Personnel researches are done by human resource management to gather
employees' opinions on wages and salaries, promotions, working conditions,
welfare activities, leadership, etc.,. Such researches help in understanding
employee satisfaction, employee turnover, employee termination, etc.,.
Personnel Record
This function involves recording, maintaining, and retrieving employee-related
information like - application forms, employment history, working hours,
earnings, employee absents and presents, employee turnover, and other data
related to employees.
Advisory Functions
Human Resource Management is expert in managing human resources and so can give advice on
matters related to human resources of the organization. Human Resource Management can offer
advice to:
Advised to Top Management
The personnel manager advises the top management in the formulation and
evaluation of personnel programs, policies, and procedures.
Advised to Departmental Heads
The personnel manager advises the heads of various departments on matters such
as manpower planning, job analysis, job design, recruitment, selection, placement,
training, performance appraisal, etc.
STRUCTURE
CHAIRMAN
DIRECTORS
GENERAL MANAGER
MANAGER
DEPTY MANAGER
ASSISTANT MANAGER
EXECUTIVE
OFFICERS
SUPERVISOR
SKILLED & TECHNICAL STAFF
WORKERS/LABOR
TASK
CV Database:
The CV database has the fundamental importance for recruiters or HR. It is basically the
management of the information of every single candidate and keeping track of the CVs
through a tracking process. It will support every HR team in the selection of the ideal
candidate.
In my assignment during internship, I used this tool for storing all information on jobs
and candidates, matching applicants with jobs and streamlining the entire recruitment
process.
It will help the company to keep all the record of the candidate’s CVs and distinguish all
the candidates from one another.
Filing:
In the office of HRM department of SM foods, filing is done by me. Filing means to keep
documents in a safe place and being able to find them easily and quickly.
A filing system is the central record keeping system for an organization. It helps to be
organized, systematic, efficient and transparent.
Employee Profile:
The employee profile shows all the information related to the employee like the
employment information, personal identity information, payments, bank account
information, documents, account information and any additional information available in
custom fields.
SM Foods keeps all the record of the employees in employee profile. It includes all the
basic and necessary information of the employee to keep the record and job details of the
related department.
Employee Salary Management:
It is the payroll process which refers to the process of administration of a company’s
employee’s financial records.
This would include :
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Employee’s salaries
Incentives
Bonuses
Deductions
Net pay
VISIT REPORTS
We visited HRM department and Production unit of GIBS in SM Foods. All the assignments and
tasks were done in HRM department. While the management and production was visited by us in
Production unit.
Components in production unit of GIBS ( Biscuits production)
1. Supply Chain
It is a network between a company and its suppliers to produce and distribute a specific
product to the final buyer.
2. Procurement:
The entire process by which goods and services are selected. It is the purchasing of goods
and services and involves payment processes.
3. Lab Testing
The ingredients are tested in labs of the company and after testing the expiry date of
ingredients is selected by microbial and shelf life testing.
4. Raw material
The raw material for the biscuits manufacturing includes egg, fats, wheat flour, sugar,
flavours, water and chemical.
5. Mixer
All the ingredients is mixed in a dough bowl from 8 to 9 minutes.
 The egg works in baking, taste and colour emulsifying.
 The wheat flour works in gluten formation.
 Sugar produces sweetness and works as a preservative.
6. Dough Lifter
It consists of hoppers which is a wire cut machine and helps in shaping. CPM is the term
used in dough lifter to cut per minute.
7. Oven
It helps in baking and puffing. Oven also helps in colouring of the biscuits.
8. Cooling
Biscuits are cooled in a cooling tunnel for 7 minutes. So that the packing can be done
easily.
9. Packing
The packing is done by employees of the company. Packing is done in three stages:
i.
Primary
ii.
Secondary
iii. Tertiary
SUGGESTION AND RECOMMANDATION
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First of all my suggestion is please install AC in waiting room.
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Give medical facilities
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Life insurance
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Motivate employees
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Organized training session
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Make policy that benefit employees when they retired (like gratuity).
SUMMARY
SM Food Makers has a variety of products with a standard qualities. It uses modern
technology to enhance the production and fulfill the desired demand of public. This
internship in SM Food Makers has helped me in:
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Training and information session about company
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Training session to know about the structure of management in SM Food Makers
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Participation in different office work related to my field
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Meeting with head of the production unit and HRM department of SM Food
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Makers
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Visit units to collect some data regarding management of units
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Analyze the employee relations and coordination
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Complete tasks by working in a team
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Analyze the policies, planning, strategies and their implementation
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Review the management and administration plans and add some ideas and
concepts
It was the great experience of my life and I have learnt a lot about management
and administration of a company. I learnt about the structure to manage a
company. It helped me to enhance the knowledge and practical experience about
office work in HRM department, to know about culture of the company, employ’s
behavior and discipline of the organization.