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Internship Report
Submitted To:Department of Human Resources
Supervisor Name:
Prepared By
Student Name
ID
Program
Session
MBA(HR)
2010-2012
Virtual University of Pakistan
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Internship Report
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Preface
In order to be able to crumble with the altering environment it isnecessary to have some
practical experience. As the students of Managementwe have to pass through a series of
various managerialtechniques. During this practical course we are provided with
anopportunity to learn that how the theoretical knowledge can beimplemented in practical
grounds. I was selected to do my internship in Pronto Promo Private Limited Lahore. I
worked there & it gaveme a greater practical knowledge about the operations and
management activities ofan organization.
Dedicated To
Hazrat
Muhammad
(P.B.U.H) and
my beloved Parents
andTeachers who
inspired us to
higher ideas of life.
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THE HOLY QURAN SAYS,
“O mankind if you have a doubt about
yhe resurrection (consider)that we
created you out of dust, then out of
sprem, then out of a beach like cloth,
the out of morsel of flesh, partly formed
and partly unformed, in order that We
may manifest (foster you) that you may
reach your age of full strength; and
some of you are called to die, and some
are sent back to the feeblest old age, so
that they know nothing after having
known much,”.
“Holy Quran”
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Sr. No.
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TOPIC
1
Introduction
2
3
4
5
6
7
8
9
10
11
12
Overview of the organization
Vision Statement / Mission Statement
Organizational Structure
Organization Introduction
HR Planning and Forecasting
Selection
Training and development
Employee Development
Employee Compensation and Benefits
Conclusions
Recommendations
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Introduction
Pronto provides various marketing services and products in Pakistan. Its clientsincludes
Nestle, Cocacola and Gold Leaf. Pronto offers different kinds of marketing promotional
items to its clients for example File Bags, Racks and Stands, Mini Tower Clock, Key
Chains, Soccer Ball, Pencils, T-Shirts and Mugs with Client Company’s logo.
I have done my Internship in Pronto Promo Lahore. It is the main part of m y
internship report. It consist on the detail o f the work that I have done m y
work there as an internee. In Pronto I worked in HR department. The
detail of m y work in each department is described in this part with all
possible details.
The mostl y I worked under the head of HR and work for HR policies. It
helped me a lot understand the criteria for making any policy and
personnel management of employees. This includes the following points.
The purpose and aim of the policy, pros and cons that should be affected by the policy
and the beneficiary as well. What kind of data needed for an individual employee and
how to keep it in a presentable way.
During the course of internship I learned about different functions of HR like record
keeping, attendance procedures, recruitment and selection etc. I learned about
documentation requirements and record keeping for different activities and processes,
especially the documentation requirement for different kinds of HR facilities.
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Overview of the organization
What is Production Industry?
Manufacturing is the use of machines, tools and labor to produce goods for use or sale.
The term may refer to a range of human activity, from handicraft to high tech, but is most
commonly applied to industrial production, in which raw materials are transformed
into finished goods on a large scale. Such finished goods may be used for manufacturing
other, more complex products, such asaircraft, household appliances or automobiles, or
sold to wholesalers, who in turn sell them to retailers, who then sell them to end users –
the "consumers".
Manufacturing takes turns under all types of economic systems. In a free market
economy, manufacturing is usually directed toward the mass production of products for
sale to consumers at a profit. In a collectivist economy, manufacturing is more frequently
directed by the state to supply a centrally planned economy. In mixed market economies,
manufacturing occurs under some degree of government regulation.
Modern manufacturing includes all intermediate processes required for the production
and integration of
a product's
components.
Some industries,
such
as semiconductor and steel manufacturers use the term fabrication instead.
The manufacturing sector is closely connected with engineering and industrial design.
Examples of major manufacturers in North America include General Motors
Corporation, General Electric, and Pfizer. Examples in Europe include Volkswagen
Group, Siemens, and Michelin. Examples in Asia include Toyota, Samsung,
and Bridgestone.
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An Overview of Organization
History of Pronto
Pronto Promo (Pvt.) Ltd. has come a long way, and takes pride in the fact that it has
managed to meet and exceed all expectations over a period of 17 years. Taking off with
giveaways, Pronto now stands at a unique position in the market, with a factory facility
designed to backward integrate and bring quality and cost control into our processes.
•1996 Cricket World Cup – Conceived, designed and developed Coca Cola bottle
shaped Monocular. Delivered 1.5M Monoculars in less than 2 months from mold making
to manufacturing to assembly and delivery. Plastic lens was made in Pakistan for the 1st
time in a market that was using glass lens
•1996 International Market – The 1st Pakistani company to become member of
Promotional Product Association International, (PPAI) Dallas
•1997 Premiums – Introduced a brand new concept by offering promotional products as
a replacement for price –offs then prevalent in the industry . We delivered on 20 of the
largest campaigns to-date with quantities varying from 300,000 to 3 million pieces
against tight timelines and severe budgetary constraints This was the beginning of inpack/on pack consumer offers.
•2003 Developed Ceramic Industry - At a time when plastic mugs were being offered
as a premium, Pronto volunteered to deliver ceramic mugs at similar price point. For the
next 4 years, with a team of 40 workers and 3 supervisors at supplier’s premises, Pronto
trained the industry to deliver a variety of designs on strict timelines and specifications.
Since then tens of millions of mugs have been given away as part of consumer offers by
different companies
•2004 Merchandising - Diversified into Retail Merchandising Products. For the next 4
years Pronto was the sole merchandising partner of Coca Cola in what was to be labeled
as a picture of success and a case study for CIS and ME region. For the first time in
Pakistan, we introduced SKD Racks that resulted in significant cost savings for the client,
both in transportation and in warehousing costs.
•2006 Activation Services – Pronto’s performance and commitment in
MerchandisingProducts, inspired faith and confidence in Coca Cola’s trade marketing
team to entrust Pronto with activation of their retail space across the country. With no
prior experience, Prontoventured in this area. With a carefully planned operations
strategy, effective recruitment and training program, we activated 25,000 plus outlets in
200 cities and town across Pakistan. The activity was a resounding success.
•2007 Coca Cola Atlanta – Pursuing our dream to be a player in the international
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market, Pronto took the initiative of meeting with the global purchase head of Coca Cola
in Atlanta. These meeting were very critical in determining Pronto’s future course in
years to come. This was the beginning of our organizational transformation.
•2008 Organizational Transformation- This involved corporate restructuring
andorganization building. Pronto moved from being a partnership to a corporation with
external board members and from a small management team to multiple department
organization with clearly defined roles and JDs.
•2009 New Facility & Social Compliance Audit – Pronto completed its purpose built
facility keeping in mind CSR guidelines and successfully completed social compliance
audit conducted by 3rd party assigned by the client. Pronto attained a green status in first
attempt. This was the first time that anyone got a green in first attempt across industries
in a region comprising 22 countries.
•2010 British American Tobacco comes to Pronto – BAT itself identified Pronto as a
potential merchandising partner. In less than a year, Pronto has reached the status of
preferred vendor. Our overall ranking was excellent with 92 points in the annual supplier
evaluation, conducted by PTC earlier this year.
Philosophy
Strong work ethic and faith in its employees are the cornerstones of Pronto’s value
system. Following are some of Pronto’s values and beliefs which constitute its
philosophy:
Shared Philosophy
• Doing business the right way
• Honesty and integrity
• Conformance to laws
• Health & safety at work place
• Keeping the environment clean
Corporate Integrity
• First company to register for Sales Tax
• Honesty & integrity
• Upholding commitments
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– Quality and timely delivery
• Transparency & documentation
Validation of Pronto Promo’s Policies
• More than 24 fortune 500 companies
• High client retention
• Tremendous goodwill amongst clients and vendors
• Extremely low employee attrition
• Unilever’s SEAC approved supplier
• UNICEF’s approved vendor
• SGP approved supplier for The Coca Cola Company
• Nestlé Responsible Sourcing - In process through SEDEX
Worker Policies
• Minimum age requirements
• Hourly wages with guaranteed minimum wage
• EOBI & Social Security
• Accurate calculation of overtime
• Medical benefits and allowance
• Provident fund
• Lockers and Showers for workers
• Secular organization
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To be the key success
partner in our clients’s
businessess.
Core Values
Mission Vision &
Strategic Vision :
Be the partner of choice for
brand companies & retailer
across the world seeking to
maximize their sales
potential through
promotional activities
Mission Statement :
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Organizational Structure
Hierarchy Chart
CEO
Director
General Manager
Manager
Assistant
Manager
Assistant
Manager
Assistant Manager
Officer
Officer
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Number of Employees:
The overall Staff atPronto are detailed below.
(Numbers)
STAFF STRENGTH
20012
Permanent
80
Temporary / on contractual basis
50
Total staff strength
130
There are 130 employees in Pronto the where I did my internship.
3.3 Head Office:
Lahore:
AtttariSarobaDarbar Main Ferozpur Road Lahore.
Direct: 042-35924795
Fax: 042-35924796
Introduction of all departments
There are 4 main departments at the branch:
1-
ACCOUNTS DEPARTMENT.
2-
OPERATIONS DEPARTMENT.
3-
HUMAN RESOURCES DEPARTMENT.
4-
MARKETING DEPARTMENT.
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ACCOUNTS DEPARTMENT
Account Department is considered a blood-pumping instrument (heart) in any
organization. Main role of accounts department to maintain cash flows where financial
planning and decision are made. Accounts department reduce cost and looking forward to
increase profit margin.
HUMAN RESOURCE DEPARTMENT
Human resource department is one of the most important departments in any
organization. An efficient HR department can lead to an efficient work force which can
play a vital role in the growth of any organization. Main objective of HR department to
recruitment and maintain hierarchy of department also training for new hire employee
and keep looking for employee benefits and impose rule and regulations.
MARKETING DEPARTMENT
Marketing department focus on customer need and demands, bring new ideas how gain
competitive edge in the market develop good relationship with vendor and supplier which
is necessary for good business.
Department where I got training
1. Human resource management Department
2. Account Department
3. Marketing Department
Duties and responsibilities which I perform during my stay in Accounts department

Daily cash entries/petty cash entries.
Recording of daily cash entries in the excel sheet. Whenever any cash payment is
made it is recorded. They have made heads for each type of entries such as
electricity bills paid, entertainment charges, other routine expenses
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
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Recording of expenses on daily basis
Expenses are recorded in expenses as they occur. When ever any expenses occurs
it is immediately recorded in the expenses books from where it is entered in the
PRONTO software.

Making salary sheets
Salary sheets are made at the end of the month. My duty to made salary sheet of
daily wages employee and non clerical employee.
Duties and responsibilities which I perform during my stay in HR department
 Maintain employee personal data
Data of each employee is maintained in HR department. As a new employee
comes in PRONTO he fills the joining report, offer letter and provided his entire
details and documents qualification certificate. Which is maintained as a separate
file and also in soft form?
 Insurance of employees
Recently PRONTO has adopted the insurance policy for its employee. Which is
being processed by HR department? I have provided insurance form to each
department and then collected from them and handover to HR Manager
 Performance evaluation
Performance evaluation forms have been developed recently in PRONTO, in
which includes skills, attitude, punctuality etc I have sort out evaluation form
department wise and designation wise.
 Sending employee card data
Each employee has a employee card which is used a guarantee of being an
employee of PRONTO. My responsibility is to maintained record or missing
employee card with name of employee designation and department and generate
request for new employee card.

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 Short listing of CV’s
Short listing of CV’s is also done in HR. when ever PRONTO advertise any new
job, large numbers CV’s are being received. My task to printout CV’s and sorts
out according to the post and handout over to HR officer for further procedure
Duties and responsibilities which I perform during my stay in store and production

Daily production report.
Daily production report is also being made in PRONTO. I have maintain
production record on excel sheet

Maintaining record of store items.
Record of each item which comes in store or goes out for production department,
I have maintain its data how much quantity store deliver to production department

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METHODS TO FORECAST HR NEEDS
Company use to forecast on two basis
Demand forecast
Supply forecast
Quantitative
Approaches
Demand forecast
is using trend analysis
approach for demand
forecasting. CCL
management use to analyze
there demand forecast mostly
on the bases of there past
experiences.
Supplyf
orecast
Qualitative
Approaches
is also using nominal group
technique for forecasting there
demand of human resource.
They use traditional trend analysis
method with combination of
nominal group techniques.
Pronto Promo use to forecast there internal
supply on the basis of availability of there
internal
candidates and if they found that they have
people that fit for the available job and they
have
sufficient skills, education and experience to
meet the challenges of available post
EMPLOYEE RECRUITMENT AND SELECTION
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Pronto Promo is using the option of choosing the candidates for its recruitment
processes from two kinds of sources
a) Internal
b) External.
1.Transfers
2. Promotions
3. Upgrading
4. Demotions
5. Retired Employees
Internal
1. Press advertisements
2. Educational institutes
3. Placement
agencies/outsourcing
4. Employment exchanges
5. Employee referrals
External
EMPLOYEE SELECTION PROCESS
HR department is using the following steps
1- They use to screen the applications, where the available applications are reviewed
to shortlist applicants in respect to their qualifications and experience concurrence
to the specified requirements of the job, only applicants with relevant
qualifications as well as their strength are considered for interviewed.
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2. After screening, they use to prepare for interview, HRD use to prepare the
interview schedule and then they mail interview call letters to the candidates. The
copy of interview Schedule is send to the requesting Manager along with the
applications of candidates.
3. In the interview process, Preliminary interview is conducted by Reporting Officer,
second by Department Head and H.R and the final interviews are conducted by
Director / MD. The number of interviews depends upon the nature or seniority of
the position. The interviewers conduct interviews with the candidate on the
prescribed.
4.
TRAINING AND DEVELOPMENT
“Training and Development refers to the process to obtain or
transfer knowledge, skills and abilities needed to carry out a specific activity or task”.
The challenges associated with the changing nature of work and the workplace
environment is as real for the campus as elsewhere. Rapid change requires a skilled,
knowledgeable workforce with employees who are adaptive, flexible, and focused on the
future.
1- Linked to business goals and performance
2- Part of a company-wide strategy
3- Focused on setting tangible objectives for employees
4- Part of a company policy
Whenever a requisition is formed for training need then T&D team of
Pronto Promo uses to find out who needs the training, when the training is needed and
who should conduct this training.
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There is three level of needs assessment
1- organizational analysis
2- task analysis
3- Individual analysis.
ORGANIZATIONAL ANALYSIS.

Before designing any training programs company use to analyze the impact on
operating costs.

If there is any requirement of changing technology and automation in
organization’s system, which requires training for employees, then they use to go
for training.

Then they use to analyze the organizational goals and resources available like
material on hand, money and available expertise within the organization.

After that they use to analyze the top management support, employee willingness
to participate, and responsibility for outcomes.
Task analysis
1) Pronto Promo trainers are using Job descriptions to identify the requirement of
training. Organization use to give training to the newly hired employees in order to help
them in understanding their job descriptions in a better way.
2) While determining the need of training Pronto Promo use to compare the
performance of actual and desired target. In sales and marketing, they use to compare
targets of expected sales with the actual one to find out where there is a room for
improvement.
3) They use to ask questions about the job of an employee from the supervisor and upper
management.
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4) Company use to analysis of operating problems that include its down time, waste,
repairs, late deliveries, quality control.
Competency framework
1- Analysis and Problem Solving
2- Communicating
3- Delivering Quality and Results
4- Learning and Development
5- Prioritizing and Organizing
6- Resilience
7- Working with Others
ORGANIZATIONAL CAREER MANAGEMENT
At Pronto Promo job changing is processed in three different ways
• Promotion
• Transfer
• Demotion
Promotion
Company is using
Promotions based on
merit, advance workers
who are best qualified for
the position, rather than
those with the greatest
seniority
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Transfer
1- An employee who wishes to
be transferred has to make a
written request to his or her
department head.
2- transfer is made without
reduction in rate of pay unless
such reduction is agreed to by
the employee and the
department administrator
Demotion
An employee may be
demoted, subject to the approval of
the department head and the
assistant HR manager.
1- The reallocation or
reclassification of a class
or position to a lower pay
grade.
2- Expiration of a temporary
promotional assignment
3- The elimination of the
employee's position
because of lack of work
or lack of funds.
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SEPARATION FROM THE ORGANIZATION
There are three types of separation with organization
1) Layoff
2) Termination
3) Resignation
4) Retirement
Basic Principles of Personnel Management
In order to create a relationship of mutual trust and respect between labor and management,
personnel management is conducted in accordance with four basic principles:
1. Creating a workplace environment where employees can work with trust.
2. Creating a mechanism for promoting constant and voluntary initiatives in continuous
improvements
3. Fully committed and thorough human resources development
4. Promoting teamwork aimed at pursuit of individual roles and optimization of the entire team.
Critical Analysis
I have observed some flows in the organization according to me it leads to unsatisfactory
for whole departments.
Employee relation with each others
I have observe employees not behave well with each others, they don’t show respect to
new hire employee and use very harsh wording making fun of each others.
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No proper training system
No proper training system I have found in the organization, some employees are well
trained and some are totally unaware how to complete the task this lead to less efficiency
and increase rework or product.
Less employee involvement in decision making process
I have noticed that top and middle level management not involve senior employee when
take any risky and quick decision about process and production, they don’t take their
ideas and suggestion for betterment.
Politics and favoritism
I have observe favoritism in the department and people think it is not bad at all they
support their loves ones, not neutral criteria I have found there
Imported machinery and worker
Pronto imported machinery from Malaysia it is very plus point for it but some employees
are well trained and knows how to use equipment and some are perform activities like
they are blind.
Business portfolio
Company having very strong position in the market and facilitating very renowned
companies, its business portfolio is very high
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. SWOT Analysis
Strength
1- Pronto is the First company to register for Sales Tax
2- Pronto has impressive client portfolio comprising more
than 24 fortune 500 companies, Pronto has been a partner
of choice for leading brands for more than a decade like
nestle, Pakistan tobacco company, unilever etc
3- Pronto has imported some machinery from Malaysia for
the first time in Pakistan which is the main strength of the
company as its production in increasing day by day.
4- The 1st Pakistani company to become member of
Promotional Product Association International, (PPAI)
Dallas.
5- Pronto has reached the status of preferred vendor. Our
overall ranking was excellent with 92 points in the annual
supplier evaluation, conducted by PTC earlier this year
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Weaknesses
With the strengths the company has also some weaknesses which are as under
.
1- The company has not have the skilled labor
Because of the unskilled labor wastage of raw
material is increasing.
2- Lack of capital to import machinery from
Malaysia.
3- High production cost
4- It is secular type of organization not perform
any religious activity
5- Some
politician
involvement
which
carry
business activities for their own concern
6- Appraisal system not good enough, favoritism
found
7- Less employee motivation system also no
reward system
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Opportunities
The Company has a lot of opportunities which includes
1- Access to the international markets to reach
globally
2- Can sell their product in Pakistan as well
3- Can diversify the product to lead the market
as compare to the competitor
4- Promotion and campaign to attract more
companies for better business
5- Joint venture is the biggest opportunity
Threats
With opportunities the Bank has also some threats which includes
Threats

1- Energy crisis in Pakistan

2- The Pronto Limited is over-employed. Which is
causing over expenditure
3- Limited access to the international markets
4- Due to political involvement changing Gov polices can
effect the organization
5- Pakistani economic condition also threat for this
organization
6- New technology and equipment also threat for it
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Conclusion
Main purpose of the internship is to fulfill the requirement of virtual university of
Pakistan and I have learn a lot about professionalism how to deal with people on work
and overall management structure their role and importance.
 I work in different department as I mention above and learn professional activities
and objective how to interact with professionals
 Manager and senior employees does not speak in friendly manner and always
think they are superior to others
 Some employee to pronto promo found very skill and experience and some are
totally unaware about their work how to manage their work how to save time how
to find ways to accomplish task
 Appraisal system not up to the mark I have notice favoritism is very common in
major departments.
 Management and department of heads feel guilty to discuss their plan or strategy
with team member, there is no respect for new hire employee
 Behavior among colleagues are not good enough they speak loud with harsh
wording which create very rough environment
 I have observe it is secular type of organization where nobody perform any kind
of religious activities like prayers etc
 According to swat analysis company has very good image in the market and
dealing with some very famous companies like, nestle, unilever etc
 Company export machinery from Malaysia it is best for its operations
 Politician involvement is very common in the organization
 Manager are very supportive with same designation people
 Pronto promo having very strong financial strength
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RECOMMENDATIONS
According to my observation and during my stay in the organization I have some
recommendation which I am going to write
 Pronto promo should focus on employee training there is lack of skill worker,
proper training section should be conduct on monthly basis
 HR role is very vast in the organization but decision and rule not followed by HR
department, HR need to think beyond limitation and perform real HR functions
which lead to the organizational success
 Pronto should introduce efficiency plan how to work done develop good relation
among employees for healthy organizational culture
 Pronto should introduce new ideas and enhance technology due to rapid changing
in the market to fulfill the international organization
 Company should consult their planning and decision with senior worker to
improve quality and on time delivery of product
 HR should find ways how to facilitate employees to overcome their issues and
develop friendly environment
 Company’s department should be perform their activities according to the rule
and regulation without any favoritism and leg pulling
 Pronto should perform some religious activities for gain spiritual power and for
mentally satisfaction
 Introduce career development program for every employee where he or she learn
new knowledge and enhance work efficiency
 Appraisal system should be fair and according to the performance of employee
 Pronto should minimize their cost because there is very huge wastage of raw
material
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HUMAN RESOURCE PLANNING
The purpose of this exercise was to ensure that our workforce and strategic objectives
were aligned to guarantee the delivery of quality programs and services to the public, and
that the planning would assist in positioning the public service for the future. Through a
collaborative process, each department developed their own workforce plan, which
outlined their critical strategic issues for the next 3 – 5 years as well as proposed
strategies to address those issues. When undertaking a Succession Planning process, there
are general requirements which could be considered:
1- Identification of key positions
2-
Identification of core position competencies
3-
Identification of potential candidates
4-
Assessment of potential candidates
5-
Create development
6-
Implementation of plans
RECRUITMENT AND SELECTION
To ensure a consistent, fair and merit based approach in accordance with Equal
Opportunity Policy and relevant employment legislation
• To meet or exceed business planning needs and strategic objectives
• To maximize the effectiveness of the University’s recruitment and selection practices
Another important thing is that they are not providing any flexibility in recruitment process for
dependents and relatives of deceased employees
TRAINING AND DEVELOPMENT
Their process of Training and development is mostly limited to field staff and marketing people.
They are not paying much attention to their technical departments training.
PERFORMANCE MANAGEMENT
There is no practical approach of job rotation, cross trainings and career strategy groups.
This section describes the performance management process in detail and defines role in it.
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Management use to take decisions and they are not involving employees in the planning process.
They should involve employees in the planning process because it will help them in
understanding goals of the organization, what needs to be done; why it needs to be done and how
well it should be done.
EMPLOYEE COMPENSATION AND BENEFITS
In Pronto Promo, Employee compensation and benefits are basically divided into three categories
.
1- Benefits
2- Equity-based compensation
3- Bonus plan
Company is not providing LFA at all grades, this is not a very good approach and it is
showing biased attitude. LFA is available only for Grade 8 and Grade 9 employees.
Company is discouraging leaves Annual leaves are there but n employee can’t take more than
10 days leave at one time. Only in special cases management approves more than 10 leaves at a
time. Mess facility is there but employees have to pay for it individually and company is not
compensating them
CAREER MANAGEMENT
Merit and abilities are difficult to measure and unlawful unfairness may enter into merit
evaluations. In merit stand promotions, disorderly conflict may result from worker competition
for merit ratings.
In downsizing process company is not providing assistance to their employees. They are not
providing any kind of counseling or job search assistance.
Thank you
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Internship Report
http://vustudents.ning.com/
http://vustudents.ning.com/
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