CHAPTER ONE: INTRODUCTION

1: History of University of Somalia

After the collapse of the central government of Somalia many schools and universities
were closed due to the civil war which erupted in the country in 1990.Most of the schools
and universities were either looted or destroyed by angry crowd of people because they
were belonged by the government except a few informal private schools.
University of Somalia was one of the universities which filled the gap of education which
existed at that time, especially when the Mogadishu uprising died down. University of
Somalia had enabled hundreds of secondary school- leavers to pursue their education
especially in their hardest time when another foreign military intervention started in the
country in 2005-2006.
The University moved from campus to campus during the fierce fighting between the
insurgency groups of Islamic courts and the Ethiopian backed government of Somalia led
by cornel Abdullah Yusuf. The University of Somalia succeeded to increase its efforts of
opening a number of different campuses in the capital city, Mogadishu and its suburbs.
The background of University of Somalia (UNISO), which was established in 2005 by
independent scholars, is a private higher education institution which is categorically nonpolitical, non-partisan and non-sectarian. University of Somalia was established at a time
when young Somali secondary leavers could hardly get an opportunity to continue their
education after secondary school due to scarcity of affordable and creditable tertiary
education institutions in Mogadishu.
UNISO was founded by a group of dedicated Somali scholars and is committed to the
development of human potential to contribute to the implementation of Somali national
development plans. UNISO will serve the whole Somali students forever.
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1.2 Main functions or core activities of the host organization

University of Somalia (UNISO) has the following main activities:
Develop and offer academic and professional programs leading to the award of
diplomas, first degrees and postgraduate degrees which emphasize technological,
developmental and productive skills.
Promote by research and other means the advancement of knowledge and its practical
application to social, cultural, economic, scientific and technological problems.
Encourage and promote good leadership and social responsibility while pursuing its
academic programs.
Enable to gain and disseminate knowledge among academicians, students, researchers,
and institutions of higher education.
Promote peaceful coexistence, fraternity, good governance and culture of dialogue
among Somali communities through educational processes.
Organize discussion forums in which issues of socio-economic and political
significance are addressed academically
Provides a student-friendly classroom environment to accommodate learning that
meets the expectations of our Students.
Encourages the advancement and development of knowledge, and Provides education
at university standard.

Provides facilities for encouraging research and provide courses of study or

instruction, at levels of achievement the Council considers appropriate, to meet the

needs of the community.
Provides facilities to promote scholarship and resources for the welfare of the
Universitys staff, students and other persons undertaking courses at the University.
1.3 Vision mission statement and core value of university of Somalia
1.3.1 Vision of university of Somalia
The university envisions creating a function, competitive and research based university
which is responsive to the needs of the society by delivering world-class education and
knowledge which prepares students forwarding careers.
1.3.2 Mission of university of Somalia
To strategically place the University of Somalia in an academically refined environment
where research is premier goal and in which development, innovation and knowledge
transfer through effective teaching and learning are always on focus while promotion and
preserving the core culture value of our nation.
1.3.3

Core values of university of Somalia

The interest of the University will be placed above all other considerations. Our decisions
will be guided by deep sense of honesty, truth and equity and justice. The highest standard
of ethical and moral values will be exhibited and encouraged. All actions will be in
compliance with the rules of the University and the law of the country.
Recognize and respect the diverse nature of the university community in the course of
our duties. Treat everyone fairly and justly, regardless of religion, gender or
geographical origin.
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 Respect and patience are the key elements of every society or community in the world
The more respect you have, more customers you will get in the future soon
Without respect means no customer care at all, so respect others please.
Encourage new perspectives and innovative approaches. Ingenuity is always welcome
and rewarded.
Encourage the expression of viewpoints that contribute to improvements and
intellectual quests within the university.
Stimulate a healthy attitude to work and study in the university in which people
(faculty

and students) work together without restrictions, while observing essential

rules and respect.

Encourage students and staff to share credits for success and accept blame for any
shortcomings. Promote a culture where students and staff do not place personal
objectives over group objective

1.4 ORGANISATIONAL STRUCTURE OF UNISO

1.5 Duties and Responsibilities of key personnel in the University of Somalia

1.5.1 The board of directors
Including the general manager or CEO (chief executive officer), has very defined roles
and responsibilities within the business organization. Essentially it is the role of the board
of directors to hire the CEO or general manager of the business and assess the overall
direction and strategy of the business.
The CEO or general manager is responsible for hiring all of the other employees and
overseeing the day-to-day operation of the business. Problems usually arise when these
guidelines are not followed. Conflict occurs when the directors begin to meddle in the
day-to-day operation of the business. Conversely, management is not responsible for
the overall policy decisions of the business.
The board of directors selects officers for the board. The major office is the president
or chair of the board. Next there is a vice-president of vice-chair who serves in the
absence of the president. These positions are filled by board members. Next you
usually have a secretary and treasurer or combined secretary/treasurer.
These positions focus on very specific activities and may be filled by electing someone
who is serving on the board of directors or appointing someone who is not a member
of the board of directors. The selection process is often based on who is willing and
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who is the most qualified, although seniority may come into play. Each board may
have their own ways of handling those issues.
1.5.2 An administration officer
Is responsible for keeping a record of financial transactions this involves recording
transactions by hand and then inputting relevant data into a computer system and database.
He will prepare income and balance sheets along with creating reports for their superiors
on finance issues.
Helping prepare department budgets is the responsibility of an admin officer. If a
department does not stick to the budget, it is the duty of the admin officer to prepare a
report on why spending was greater than projected and to suggest changes in policy
that will help the department stay on budget in the future
An admin officer's duty to manage databases is important. He will record all employee,
supplier and customer information and input it into a database.
Any changes to the database are the responsibility of the admin officer who must
update all relevant files. If information is required by a member of staff
It is the responsibility of the admin officer to print the required information and
prepare a report that summarizes what the staff member needs to know. An admin
officer may be responsible for helping with payroll using the database.
1.5.3 Chief financial officer
Assumes responsibility for managing funds in different parts of the organization He helps
the human resources department by setting and enforcing policies and procedures, and
even provides oversight on employees' performance.
This officer oversees compensation for all employees and manages bonuses and raises.
He plays roles in company production and sales too, predicting costs associated with
product material acquisition and product production.

 Chief financial officer also remains abreast of economic trends and activities, alerting
management of changes in costs of supplies, transportation and other expenses
affecting budget.
This officer also advises organizations on investments and maintains relationships with
partners in the financial community
. He keeps management informed of current expenses, suggesting ideas for
improving financial efficiency when appropriate.
Due to the changing nature of finances, CFOs often engage in continual training,
receiving on going education through literature,
1.5.4 The Chief Academic Officer
Senior academic officer is responsible for the direction of the academic program of the
institution
Responsible for teaching and research, extension, admissions, registrar, and library
activities
Reports to the Chief Executive Officer and responsible for the direction of the
academic program of the institution.
Responsible for teaching and research, extension, admissions, registrar, and library
activities ensures consistency of all academic functions across and throughout
University of Somalia multiple campuses, levels and divisions.
The Chief Academic Officer serves as an executive level administrator and acts as
proxy for the Chief Executive Officer in his/her absence.
Chief academic officer is also expected, in the best of times, to know and understand
not only university goals, but also to know individual faculty goals, interests, and even
some of their individual enthusiasms.
CAOs is expected to understand faculty culture, and the state of the campus at any
given time, to know how to turnsometimes slowly, sometimes quicklyall or as
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many as possible of the universitys assets toward new goals for the campus
curriculum, for support services, involves new goals.
Curriculum, for support services, involves new goals.

CHAPTER TWO: HUMMANRESOURCE DEPART MENT OF UNISO

2.1 Key functions/ activities of human resource department
Human resource department is one of the most important departments in the organizations
its main activities / functions are as following:
Recruitment and Selection: The department finds the right people for open positions.
It places employment advertisements, screens and interviews applicants, runs
background checks, and selects or recommends workers for positions. The department
carefully observes the nature of the open position and chooses the most qualified
candidate.

 Training and Development: The human resources unit establishes on-the-job and offthe-job training programs so employees obtain the knowledge they need to properly
execute their duties. HR provides resources such as workshops and seminars, and
leadership training to improve manager and employee relations to foster employee
development.
Compensation and Evaluations: HR researches employee compensation methods
based on employees roles in the company. This includes determining employee pay
grades, and whether employees are exempt or non-exempt, or whether they're salaried
or hourly or should be paid according to commissions or bonus plans. HR establishes
performance evaluation systems that enable managers and supervisors to successfully
conduct reviews and give merit increases.
Employee Incentives: HR understands that satisfied employees lead to a positive
work environment. The department implements strategies to keep employees
motivated. It may organize and coordinate incentive programs, such as awards, prizes,
gifts, bonuses, contests, promotions and staff parties to motivate employees.

2.2 Staff establishment of the human resource department

The human resource department is one unit; it has the responsibility of the staff and
working condition.
It consists of two staff one is the director of the department and the other one is an
assistant of the department and their duties as following:
The duties of the head of department are: recruiting and selecting employees when
there is need for employees in the University,
Preparing the work load of the lectures and their pay roll voucher
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 Assesses the appraisals and the performance of the staff as a whole

Training and orientations for the staff,
Firing those who their performances are poor and rewarding those who outperform the
others
The assistant represents him during his absence and does all the work such as:
Receiving documents and application forms, classifying the job resumes
Having appointments with guests and receiving them
2.3 Main objectives of the attachment
The main objective of the industrial attachment is to offer the students a practical training
of the theory and increasing their knowledge. It enhances the students capacity and
experience of what they have been thought. It also has individual benefits of linking the
university to the industries, due to opening up employment chances of the students in the
University. My objectives of the industrial attachment are as follows:
To learn new skills and getting full information of organizational system
To gain work experience

To develop professional network, and other important skills

Understanding work place expectation
Getting full awareness of work field
Encouragement and development elevation
Understanding organization structure and its hierarchy

Increasing my capacity of knowledge

2.4 Attachs assigned routine duties
The routine activities at the human resource department of the University of Somalia In
Mogadishu that I was assigned include the following:

Checking and classifying the CVs of the staff

Preparing identity cards for the staff
Preparing payroll vouchers
Preparing workloads for the staff
Preparing performance appraisal methods
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Checking and arranging the CVS.

Announcing job vacancies when it is needed
Classifying job applicants
Informing and telephoning the winners
Welcoming the newly joined staff
Giving promotion and rewards for the deserved staff
Solving problems of complains of the staff

CHAPTER THREE: EVALUATION OF THE ATTACHMENT PERIOD

3.1 Success/ failure of the attachment exercise
The main objectives of the industrial attachment are:
To look for career interests to gain work experience.
Learning new skills, and develop professional network and so forth.
Making a good interpersonal relation via interaction with industrial supervisor and his
colleagues
To support a lot to interact with others freely and frankly
Working with people confidently regardless of the position
Working in a new environment and relationship with workers and customers.
Knowing organizational culture, habits, norms law and orders as well.
3.2 Challenges during the attachment
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I had faced a lot of challenges during the attachment task.

I met the first few days busy schedules of the staff
not getting any chance for talking with the head
Sometimes offices were closed and it was difficult to find a person to talk to
Mostly organizations are suspicious this kind of asking information about their
company
I was asked what to do with the information about their organization,, because they are
more skeptical about information to be passed to their competitors.
3.3 How the challenges were solved
I used several techniques to pass over these challenges:
By setting a new timetable for the task and allocating my time and tasks of the
industrial attachment as quickly as possible.
I was successfully allowed to proceed with my attachment because I have many
colleagues and friends in the university
I adopted with the timetable of the work in and work out at 7.30 am up to 3.00 pm.
I got permission from my college dean of the University of Somalia and
I solved some of the above mentioned challenges with the help of my colleagues in the
college department because I am one of the staff of the business administration college
which supported a lot really and without them I could not anything at all .
I spent almost halve of my spare time working on my attachment and the other halve
on my remaining work.

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3.4 Recommendations as how the attachment exercise can be improved

I had observed how it is good and important to simplify the work for the students for
doing the industrial attachment, so that the students should get a lot of advice about the
attachment through organized meetings to help them fully understand and have enough
knowledge of what they are supposed to do.
To increase the period of practical training at least three months because of there are a
lot of unawareness of know-how of the industrial field. In order to make the student
acquire the necessary skills and knowledge of which they really in need
JKUAT had better ask and talk to the students whether it is possible to increase the
time of the attachment or not.
And it is good and necessary JKAUT should have good relationship with the local
organizations in order to help the students to get access of the industrial attachment in
the future
JKUAT had better increase the skills and development of the attachment students by

giving full training and awareness

As we are fully aware of that most organizations do not permit the students to know
something about their organization so JKUAT and UNISO should convince these
organizations to allow the students information they are seeking And give necessary
access to their organizations to ease the industrial attachment because it is not so easy

really
To encourage the students to have good relationship with the organizations in and
outside the country because it enables them to work with someone or to work for them.
Thus, no one will suspect you as far as you are the close friend of them which is really
true hundred percent and will welcome them warmly, freely and frankly as a whole.

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APPENDICES
LIST OF ABBREVIATIONS
JKUAT: Jomo Kenyatta University of Agriculture and Technology
SHRD: School for human resource development
MBA: Master of business administration
UNISO: University of Somalia
KM4: Kilometer
DVC: Deputy of vice chancellor
SMS: Student Management System
R & D: Research & Development
HRM: Human Resource Management
Admin: Administration
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PR: Public Relation

REFERENCE
http://www.UNISO.html
http://www face book com

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