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INTRODUCTION OF THE COMPANY
Packages Limited was born out of a dream to set up in Pakistan industries of excellence
based on local raw material and talent. Established in 1956 as a joint venture between the
Ali Group of Pakistan and Akerlund and Rausing of Sweden, Packages Limited provides
premium packaging solutions for exceptional value to individuals and businesses.
Syed Baber Ali Shah, who was the first managing director of Packages Ltd Went to Sweden
in 1954 to negotiate the contract with AB Akerland & Rausing of Sweden. Packages is the
only packaging facility in Pakistan offering a complete range of packaging solutions
including offset printed cartons, shipping containers and flexible packaging materials to
individuals and businesses world-wide. Listed on all three stock exchanges in Pakistan,
Packages Limited has maintained a long-time credit rating of AA.
Packages has always been at the forefront of new developments in packaging research and
has pioneered several innovations, including the use of wheat straw as a raw material for
paper and board manufacture.
MISSION
Its mission is to be:
... a market leader by providing quality products and superior service to our customers, while
learning from their feedback to set even higher standards for our products.

... a company that continuously enhances its superior technological competence to provide
innovative solutions to cater to customer needs.

... a company that attracts and retains outstanding people by creating a culture that fosters
openness and innovation, promotes individual growth, and rewards initiative and performance.

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CORE VALUES

Smart Governance Our People Customer Satisfaction
Work Environment Conservation Ethical Behavior

Underlying everything the company does and everything they believe in is a set of core
values. These guides the company to deal with every aspect of any issue it might encounter
in its personal and professional lives. These values help company grow inside and outside,
personally and as an organization.

PRODUCTS
PAPER & BOARD

Packages is producing high quality paper and board since 1965 using
environment friendly manufacturing processes. It specializes in making a
variety of duplex boards and paper. The products are tested for high
performance in terms of strength, stiffness and gloss.

CARTON BUSINESS UNIT


The carton business unit is an integral part of the manufacturing
facilities at Packages. Continuous improvements in technology help its
customers exert exact control over each stage of the manufacturing
process. The customized packaging and consistent quality give all its
cartons superior shelf visibility.










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CORRUWAL BUSINESS UNIT


Packages has been manufacturing corrugated cartons since 1974.
Produced in a variety of sizes, these cartons are of great value for in-
country goods distribution and export. Capacity increase and product
development continue to be a high priority.



FLEXIBLE BUSINESS UNIT



With improved barrier properties and lower cost compared to rigid
packaging, flexible packaging is steadily gaining importance in the
packaging industry. Our flexible line makes high quality packaging films
and laminates, and offers other specialized services such as rotogravure
printing and sleeve-making.

CONSUMER PRODUCTS



A range of products for those annoying problems in life: our consumer
products feature innovative ideas for making everyday living easier and
more comfortable, both indoors and out. The consumer product
division has consistently been gaining importance, and its projected
share of the overall business at Packages now stands at over 11%.


Internship is a learning process at any professional level. It gives students an overview
with the professional world and also gives opportunity to gain experience. I joined
Packages Ltd for doing my 6 weeks internship on 20
th
june. I worked in its IR department
for 5 weeks and spend one week in HR department.

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WORKING OF HR DEPARTMENT
The organ gram of HRD is given below







FUNCTIONS OF HRD DEPARTMENT
Following are the functions of HRD department
Recruitment and selection
Succession planning
Performance appraisal
Training and development
Assigning projects to internees
Publishing Hello magazine
RECRUITMENT AND SELECTION
Packages is an equal employment opportunity employer. Human resource department is
responsible for the recruitment and selection of executives of Packages. The complete
process of recruitment and selection takes approximately thirty days. It starts when HRD
receives a request from the department head for hiring new employee for a vacant
position. On getting informed the HRD department invites a wide pool of applicants
through any or all of the following mediums.
HRD MANAGER
Asst. MANAGER
HRD
HRD EXECUTIVE HRD EXECUTIVE
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NEWSPAPERS
Vacancies are advertised in Lahore, Karachi and Islamabads leading newspapers like
Dawn Jung and The News on Sundays depending on the post. The newspaper ad is
designed by prestige advertising agency through which the ad is also placed in the
newspaper.
ON LINE RECRUITMENT:
Application forms are available online at Packages website www.packages.com.pk.
Interested persons can fill and submit them online.
WALK IN APPLICANTS
Interested persons can personally drop their CVs at HRD department.
EDUCATIONAL INSTITUTES
The HRD department conducts annual job fair in various educational institutes in which
presentation about job prospects and the company is given. Packages also display its career
opportunity notices on notice boards of various universities.
MAIL
Interested persons can email their CVs to HRD department, which are collected in a file and
consulted whenever job opportunities for one or two persons arise.
TYPES OF RECRUITMENT
Recruitment at packages is both internal and external. If an executive leaves the job,
another employee of the organization through promotion or transfer replaces him/her,
however there is no concept of lateral entry in Packages. Fresh graduates from reputable
universities are hired in batches. Entry is at management trainee level.
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PROCEDURE
When a need for external executive recruitment arises, it is communicated via
departmental head along with the requirements to the HRD department. The HRD
department advertises in newspapers and collects CVs of interested persons from mail and
internet.
The eligible applicants are listed according to their merit, which is calculated through a
formula. The number of applicants to be called for written test varies according to the
number of vacant posts and is strictly on merit. Candidates are invited for written tests via
mail through courier or e-mail at least five to ten days prior to the test. The HRD
department decides the date and venue of test. The candidates are provided with the
information about the pattern of test, which carries 100 marks. The test consists of the
following parts:
Qualitative skills
Quantitative skills
Writing skills
Technical knowledge
IQ
The successful candidates are informed via mail (and telephone call, if urgent) about the
interview. However, the candidates who fail the written test once are not given a second
chance for the same vacancy.
The first interview is called preliminary interview which is conducted by a panel of
managers to assess the potential of candidates. The assessment sheet has been attached in
the appendix. It takes approximately 15 minutes for the panel to interview a candidate. The
panel consists of 4-6 people. HRD department is responsible for constituting the panel,
which comprises of HRD manager and a team of relevant departmental heads.
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The basic purpose of the initial screening of applicants is to eliminate those who do not
meet the requirements of the position although they have passed the written test. After the
results are compiled, successful candidates are called 2-3 days later for final interview.
The final interview is a goal-oriented conversation in which the most promising candidates
appear. In the second interview, GM makes the final selection and his decision is
considered to be final. During the interview the HRD head accompanies GM.
The last step is the candidates medical examination, which is conducted by Packages clinic
in Gulberg. Those candidates who pass the medical test are sent an appointment letter at
least one week before joining date whereas the unsuccessful candidates are sent regret
letters.
ORIENTATION
Packages Ltd has a well-planned orientation program. In order to acquaint the nwecomer
with the organizational culture, functions of various departments and their locations, the
newly recruited employee attends a 4-6 weeks orientation program designed by HRD
department. The newcomer spends time in all departments during which he/she collects
first hand information about their operations. During the orientation program, the learning
of the management trainee about each division of Packages is tested through 4-5 written
tests. If the management trainee scores below average, he/she is retested.







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STEPS IN RECRUITMENT AND SELECTION























ADVERTISING
Getting the ad designed
Communicating with news paper
agency


RECRUITED INDIVIDUAL
WRITTEN TEST
Make a list of applicants
Calculate their merits through a
formula
Calling the candidates for written test
Conducting the test
PRELIMINARY INTERVIEW
Calling successful candidates for
preliminary interview
Constituting the panel for interview
Conducting panel interviews
FINAL INTERVIEW
Informing successful candidates about
final interview
Conducting final interview
MEDICAL TEST
EMPLOYEED INDIVIDUAL
ORIENTATION


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PERFORMANCE APPRAISAL
Performance appraisal is a periodic review or evaluation of an individual job performance.
It is always a continuous process.
In Packages Ltd.
Performance appraisal is conducted annually.
The employees in connection with their respective managers set their objectives at the
beginning of the year (MBO), and they are evaluated against these objectives at the end of
the year.
The new management trainees are evaluated quarterly by their immediate supervisor.
The employees are evaluated sixty percent against the set objectives and forty percent
against different attributes like personal behavior, leadership qualities and decision-
making, vision and innovation/initiative competencies.
Performance appraisal is used here for succession planning selection, HR development,
career planning and development, assessment of employee potential.
Performance appraisal is used to evaluate
Behaviors
Task outcomes
Improvement potential
Training needs evaluation





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PERFORMANCE APPRAISAL PROCESS























Identifying specific goals
(MBO)
Establishing job
expectations
Examining work
performance
Appraise performance
Discuss appraisal with
employees
Give training for deficiencies
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TRAINING AND DEVELOPMENT
Training and development refers to a planned effort by a company to facilitate employees
learning of job related competencies. These competencies include knowledge, skills or
behaviors that are critical for successful job performance. The goal of training is to master
the skills, knowledge and behaviors emphasized in training programs and apply them to
their day-to-day activities. Training prepares employees for higher and different
assignments and to accept future challenges.
Following are the reasons for which training may be required in Packages:
Introduction of a new technology
New job (tranfers, rotation)
Low performance
Legislation
Customer requirement
Lack of basic skills
High expectations of the boss
PROCESS OF TRAINING AT PACKAGES
Four components are involved in training at Packages
O Need assessment
O Selecting a training method
O Selecting the source of training
O Training evaluation

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NEED ASSESSMENT
Need assessment is done at the following three levels out of which person analysis is given
most importance in Packages.
O Organizational analysis
O Person analysis
O Task analysis
ORGANIZATION ANALYSIS
It determines whether the training is in line with the companys business strategy,
whether resources are available for training and whether managers are willing to
provide support for training activities.
PERSON ANALYSIS
It involves:
Determining whether performance deficiencies result from a lack of knowledge,
skills, and ability or from a motivational or work design problem.
Identify which employees in the organization require training.
Determining whether the employee is interested in training or not.
TASK ANALYSIS
It includes identifying the important tasks and knowledge, skills and behavior that need
to be emphasized in training for employees to complete their tasks. Performance
appraisal plays a vital role in need assessment. Departmental heads and Human
resource manager participate in need assessment.
Packages is a learning organization. It continuously encourages its employees to learn
new things and apply it to improve their quality of work through proper feedback.

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TRAINING METHOD
The next component is to determine the best training method out of the following.
a. In-house Training
b. On-The-Job Training
c. Off-The-Job Training
IN-HOUSE TRAINING
At Packages in-house training is conducted at Irshad hall and the method used for in-house
traininh are:
Guest speakers
Panel discussions
Audiovisual techniques
Presentations

ON-THE-JOB TRAINING
New or inexperienced employees learn through observing managers performing on the
job and trying to mould their behavior. Self directed learning takes place in on-the-job
training.
OFF-THE-JOB TRAINING
HRD department sends employees from different departments to different institutes for
off-the-job training where a variety of techniques for off-the-job training which includes:
Simulations
Case studies
Business games
Role-play
Behavior modeling
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SELECTING THE TRAINING SOURCE
The next component is to select a professional training centre for the training course.
Packages use the services of the following institutes for training its employees.
LUMS
CMD
PIM
LCCI
Beacon House Informatics
IMS
Employees Federation of Pakistan
MAP
PIQC
KZR
EVALUATION
Evaluation refers to the process of collecting the training outcomes to determine if training
was effective or not. There are two evaluation criteria in Packages.
Formative evaluation
Summative evaluation
FORMATIVE EVALUATION
Through Formative Evaluation HRD department determines:
The training program is well organized and runs smoothly.
Trainees learn and are satisfied with the program.
How to make the training program better.

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SUMMATIVE EVALUATION
It refers to determining the extent to which employees have changed as a result of
participating in the training program. It is dine through:
Direct feed back from employees
Verbal feedback from employees
Next years performance appraisal
Presentation evaluation
After attending the training program, each participant has to give a presentation to his/her
department about his learning.













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SUCCESSION PLANNING
Packages is a company that offers long term career opportunities to its employees. There is
no concept of lateral entry in Packages. An individual begins his career as a management
trainee. Management trainee is trained and groomed according to the companys
requirements. As the individual grows and shows his potential, he is considered for higher
vacant post for which he is transferred or promoted. The following are the grades of
employees in Packages:
Manager II & above
Manager
Executive I
Executive II
Executive III
Management trainee
For succession planning, a panel meeting is held annually where a list of employees for
promotion is evolved. The panel comprises of:
GM
DGM
HR manager
Head of respective department
The panel holds discussion about employees of departments. The panel discusses various
issues regarding employees like strengths, weaknesses, qualification, performance,
experience, seniority and suitability for the position. These discussions are then recorded
and reviewed periodically so that action can be taken accordingly.


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HELLO
In 1997-98 Nayab Baig, the HRD manager came up with the idea of Hello magazine. It is an
annual magazine, which gives corporate news to the people of Packages. Currently, Miss
Asma Yousaf is the editor of the magazine. Employees of Packages and the editor of the
magazine contribute these interesting and attractive articles. The contents of this magazine
are: various events of the year, various launches and re-launches, photographs, general
articles and technical articles, training sessions, ceremonies, annual dinners and other
gatherings.
FUNCTIONS OF HELLO
Hello updates all employees, students/visitors, shareholders, stakeholders and customers
about the happenings in the organization. It is a source of information for visitors and
employees as it updates them with current events and main happenings. Employees of
Packages come up with creative articles for the magazine. It helps to uncover the hidden
talent. Every year Hello magazine comes as a pleasant break for the employees. HRD is
planning to publish the Hello magazine by annually.









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WORKING OF IR DEPARTMENT
IR is another one of the most important department in an organization. The prime objective
of this department is to manage and utilize the human resources in a fruitful manner. It is
obvious that if the employees are good then the pre determined objectives can be easily
achieved with efficiency and effectiveness.
The hierarchy of IR department is as follows:







IR department has four divisions working under it
Compensation and Establishment Wing
Welfare Wing
Legal Advisory Wing
Mess
Further more the wing of compensation and establishment is sub divided into four sections
O Establishment
O Time Management
O Incentives
O Salary and Wages
The work activities that are being performed in these sections are explained as follows
INDUSTRIAL RELATION
Compensation &
Establishment
Welfare Wing Legal Advisory Wing Mess
Establishment Time Management Incentives Salary & Wages
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COMPENSATION AND ESTABLISHMENT WING
ESTABLISHMENT
Establishment section is performing functions like
- Managing and manufacturing the personal data of all employees
- Preparing files for new employees
- Sending confidential reports to all the departments
- Joining, Transfers, allowances, terminations or resignations are being processed in
establishment department
- Entering and updating employees information in SAP
- Preparing all type of service certificates/ pay certificates
- Preparing letter for retirement/extension
- Preparing and distributing management staff pension fund scheme letters
- ID cards for employees/workers are prepared and issued from here.
- All allowances given to employees are prepared which includes:
; BSP allowance
; TAT allowance
; Supervisory allowance
; Outstation allowance
; Cash handling allowance
- All transfers of employees/workers from department to department or from city to
city are done through this department.
TIME MANAGEMENT
This division of IR department is using two software in order to keep record of
employees attendance according to their shifts on daily basis, one is TIME WIZARD
and the other is LIMTON.
There are four shifts in Packages LTD.
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SHIFTS STARTING TIME ENDING TIME
1
st
Shift

6:30 AM 2:30PM
2
nd
Shift 2:3O PM 11:25PM
3
rd
Shift

11:25 PM 6:35PM
General Shift 7:30 AM 4 PM

The office time is from 8:30 AM to 4:3O PM.
All employees are given their company ID card. When an employee/worker swipe his/her
card through time clock employee number in bar code gets recognized by the machine.
Duties perform in this section are:
- Checking the daily attendance of all employees of Packages throughout Pakistan.
- Receiving attendance of employees when they swipe their cards in the time clock.
- LIMTON software is being used for updating the record of attendance, time-in,
time-out and overtime of workers.
- After receiving all the attendance of the day, the attendance record is sent to head of
every department for its verification.
INCENTIVES
This section deals with:
- Incentives which are given to the workers for the extra production
- Every machine has separate production card comprising of 3 different shifts.
- Incentives are given to the workers of J.E (junior executive) level.
- After collecting production cards, sorting is done shift wise and according to date.
- Batch cars are attaches with production cards.
- Incentive is calculated by using a formula that the company has of its own.
- Production cars are then entered in SAP.
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- Statements of production workers are sent after every 15 days to their concerned
department for verification.
SALARIES AND WAGES
The section of salaries is dealing with the salaries of X2 workers who work on monthly
basis.
In this section
- Personal files of employees are maintained and all the issues related to salaries.
- Gate passes are checked on daily basis.
- Before running salary, absences, leaves and annual leaves are checked and adjusted
every month.
- Final settlements are done in this section when the employee is terminated or
resigned.
- Absent reports are prepared and sent after every 10 days to the employees to
inform about their absentees.
Wages of X1 workers working on hourly basis is prepared in section of wages and
monitoring of all the tasks regarding to wages is done here.

LABOR WELFARE WING
Its primary objective is to ensure welfare activities of the employees/workers of the
company.
The welfare activities come from:
LABOR LAWS & COMPANY POLICY
LABOR LAWS:
It emphasizes on the laws that are to be implemented in the company like
; Factorys act 1934
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; Social security ordinance 1965
; Employee old age benefit act 1976
; Workman compensation act 1993
; Standing ordinance 1968
; Fair price shop act
; Government apprenticeship ordinance 1969
; IRs act 2010
COMPANY POLICY
For executives and managers there are no laws. For them company policies are in action.

Welfare wing is responsible for providing the following facilities to employees/workers
(including managers, executive)
- Issuance of social security and EOBI card
- Medical facility
- Hajj facility
- Murree guest house
- Group insurance
- Welfare fund
- Motorcycle facility
- Apprenticeship training program
- Scholarships for workers children
- Handling Pension issues
- Union agreements
- Arranging training programs with the collective collaboration of HRD department
- Managing different events in which long services of employees are appreciated.
- Arranging farewell and annual parties
- Arranging iftaar parties for workers in the company and for managers in hotels.
- Arranging sports events, melas for workers family and rose festival.
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LEGAL ADVISORY WING
Legal wing of IR is performing the following activities:
- Handling all the disciplinary cases
- Preparing agreement of contractors working with Packages LTD and Bulleh Shah
Paper Mill.
- Preparing absent reports and legal documents like charge, warning and inquiry
notices.
- Negotiations with Union.
- Dealing with all the court cases and court files of the company on regular basis.
- Cases are filed on the basis of labor laws.
- Different punishments are given on misconduct within the organization like fine
with holding increment, dismissal without payment, suspensions.
MESS
The mess of Packages is under IR.
There are five messes in the company.
O Workers mess
O Junior mess
O Supervisory mess
O Senior mess
O VIP mess
Facilities of Mess
Mess is offering the following facilities to employees/workers
For workers meal is provided of 65 paisas
For juniors meal is of Rs. 1
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For supervisors it is for Rs. 2
For executives it is of Rs. 220 per month
The mess dues are deducted from the salary of employees/workers.
Menu is same for all employees. The sitting area is the same and same crockery is used by
everyone.
MENU FOR A WEEK
3 days mutton is offered
1 day chicken is offered
1 day beef
1 day vegetable
1 day rice
Supporting dishes like pulses can be changed.
There is breakfast for night shift workers which include bread, butter and bun with tea.
Those workers working in chemical or hazardous area, they are given free milk without a
penny.
In other areas quarter cup milk packs are given to workers for 10 paisas.










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HISTORY
As Packages Limited is one of the leading manufacturing companies of consumer products,
it is famous all over the country. The way it has grown over the years is very highlighting
and a reason for attraction.
It is a well established company which embraces new technology and introduces new
concepts in the company. Packages has a full fledged Human Resources and Industrial
Relation department which deals with the company employees/workers.
My personal interest is also in HR, so I chose Packages for doing my internship.

OBJECTIVES OF INTERNSHIP PROGRAM/SUDY
The following are the objectives of this internship training:
; To find out what it is like to work in a specific field.
; To make contacts with professionals in the field.
; To increase your confidence by experiencing the industry first-hand with
involvement in planning, implementing, and evaluating of assigned tasks.
; To have in-depth knowledge of the formal functional activities of a participating
organization.
; To acquire good work habits.
; To develop skills in the application of theory to practical work situations.
; To test my aptitude for a particular career before permanent commitments are
made.



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PROBLEM IDENTIFICATION
Both the departments IR and HR are good at their work. But no organization is perfect.
There were few problems that I observed in IR department of Packages.
Firstly, there is a lack of proper co-ordination among the two sub divisions of IR, the
compensation & establishment and welfare wing. Their assistant managers have no proper
communication with each other about the overall work activities of IR department.
Secondly, there is no proper plan for the internees who come for internship in this
department. The employees were reluctant in giving attention for guiding internees with
their work activities. The internees faced problem as they were unable to comprehend the
work process of the department.

FINDINGS AND MEANINGS
6 weeks internship in Packages has been a great learning experience. I have found a close
link between the concepts that I have read in my books about HR and IR and their practical
implication in this company.
I have gained very fruitful knowledge about these two departments. After observing the
work activities of these two departments I can clearly distinguish between the functions
that are being performed in HR and IR department of packages.
I have found quite a good level of satisfaction among the employees and their commitment
with the company.




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TASKS AND ASSIGNMENTS
Being in the section of compensation and establishment, I assisted employees in their work
like:
- Entry of leave applications in SAP
- Made ID cards for internees, contractors, temporary and permanent
employees/workers.
- Sorted, arranged and calculated production cards on daily basis.
During my two weeks in welfare wing of IR department, I was given an assignment related
to social security leaves taken by workers from 1
st
January till June 2011. My task was to
find out the diseases/causes due to which workers were taking leaves. For this purpose, I
visited social security dispensary, located in Packages Ltd. There I met social security
doctor who assisted and guided me by telling in detail the reasons behind so many social
security leaves taken by workers.
Through this assignment , I got an opportunity to visit Social security dispensary and to
explore the major causes due to which workers mostly remain absent from their job.
The main objective for giving such assignment was to come up with those unknown
reasons due to which workers unnecessarily take social security leaves and to take
appropriate steps to correct this situation and habit of workers taking leaves without
genuine reasons and diseases.







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SWOT ANALYSIS OF PACKAGES LTD
STRENGTHS
; Packages has its own Paper & Board Mill.
; They are producing all types of paper and board packaging.
; They are having the best positive image and reputation for quality packaging
products in Pakistan.
; They are having the most advanced sophisticated and up to date machinery in
Pakistan and even in Asia
; Packages has its own Research, development and control department.
; It has ISO 9001 quality assurance certificate.
; Packages has its own power generation plant.
; It is well established in Pakistan.
WEAKNESSES
; Cannot take small orders.
; High prices
; Lack of motivation and intrinsic reward orientation among the management.
OPPORTUNITIES
; Market for Packaging Industry is growing day by day
; Quality awareness and consciousness among the customers is increasing.
THREATS
; Mushroom industry is increasing.
; Products of mushroom industry are cheap.


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CONCLUSION
It was not an easy job for internees to study the complete working of this organization
within six weeks. I think one need allot more time to study such a versatile type
organization. It was very difficult for the internees to manipulate all sort of information
about Packages Limited. This internship program was very fascinating experience for me
and during my stay at Packages Limited, I learned so many things. So it was the best time
for me to see the application of the theoretical frame work studied by me in BS (HONS)
Management classes in practical fields. The cooperative staff of IR and HR helped me a lot
in making me understand the functions and work activities being performed there.
In the end I think the future prospects of the Packages Limited are quite bright. It will grow
and advance more and more with time.











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RECOMMENDATIONS
Although it is quite difficult to suggest some thing to such an established organization but I
put my efforts to suggest in the following lines:

O There is a lack of information literature about the Packages Limited. There is no
informative book or material in the Packages library for new comers or internees
and it is very difficult for internees to get accurate and complete information.
O The company can more enhance the image of their company by entering into the
field of public relations. If they let the public know their plans and operations, it
can be hoped that the people will consider the organization with a sense of still
greater esteem and this can add to the growth of their consumer products.
O I found during my internship that there is no person in Packages to give the
orientation to the new employees and internees.
O As the training procedures are also very important to have qualitative people on
their job, special emphasis should be laid on to the management development
part of the training programs.





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REFERENCE MATERIAL
; www.packages.com.pk
; Journals of packages
; Hello Magazine of packages