Dedication This humble effort and the fruit of my achievement is Dedicated to my loving parents

Acknowledgement

Up and above each and every thing, all the glory to almighty Allah, the most beneficent and the most merciful .I offered the humblest and the sincerest words of thanks and respect from the core of my heart to his last messenger, Hazart Muhammad(SAWW) who is forever a torch of guidance and knowledge for the whole humanity in every walk of life . After that I am very grateful to my parents who helped and encouraged me to learn the knowledge and provide all the facilities. They are constant source of guidance for me at every step. I am very thankful to the chairman of business administration department University of Education Okara Campus .He remained in close contact during all the semester and provides experienced and learned lecturers and tried his best to solve the problems that we face at different occasions. I especially bound to thank my great teacher. I appreciate the cordial cooperation and encouragement from all my friends who smilingly shared many steps during the process. Dedicated to my loving parents

LIST OF CONTENTS
1 2 3 4 5 6 7 8 Title page Internship completion certificate Dedication Acknowledgment List of contents Summary Objective of studying organization Introduction of the organization 8.1- Organizational structure 8.2- Brief history of the organization 8.3- Nature of organization 9 Organizational structure of the HRMD 9.1- Number of employees by giving cadre wise Break up and department wise

02 10 11 13 15 24

10 11 12 13 14 15 16 17 18 19

45678-

III IV V 01 02 10 11 8.3- Nature of organization 13 15

9-

24 10- HRM process in the organization 10.1- HR planning and forecasting 10.1.1- HRP process 10.1.2- Forecasting HR requirement 10.1.3- Methods to forecast HR needs 10.2- Employee recruitment and selection 10.2.1- Source of candidates 10.2.1.1- Internal sources 10.2.1.2- External sources 10.2.1.3- Employment selection process 10.3- Training and development 10.3.1- Training and assessment 10.3.2- Employee development 10.4- Performance management 10.4.1- Setting performance standards & expectations 10.4.2- Performance report writing procedure 10.5- Employee compensation and benefits 10.5.1- Types of compensation & benefits 10.6- Organizational career management 10.61- Employee job changes 10.7- Job changes within the organization 10.7-1. 10.7-2. 10.7-3. 10.8 10.8.1Promotion Transfer Demotion Separations Layoff 25 26 27 29 30 31 31 31 32 33 34 34 36 38 38 39 40 40 41 41 42 42 42 43 44 44

10.8.210.8.3-

Termination Resignation

44 45 46 47

11- Labor management relations 12- SWOT analysis focusing on HRM process (Strengths, Weaknesses, Opportunities, Threats) 13- Conclusions 14- Recommendations 15- References & sources used 16- Annexure

49 50 52 53

7- Objectives of studying LESCO

My objectives those are deciding my internship report are following. 1. To provide information about LESCO. 2. Identifying the major role of HRM department in LESCO. 3. Roll of human resource department in training and development in LESCO. 4. Define the roll of human resource department in performance appraisal. 5. Another purpose is to collect the information about the compensation program in LESCO. 6. TO identify the selection and promotion process in LESCO. 7. To suggest the ways for strengths and how to improve the human resource department for future.

8- Introduction of LESCO
The environment and structure of the power industry throughout the world are undergoing dramatic change. The power sector is moving from monopoly to privatization and from integration to disintegration. To keep place with this change, the Government of Pakistan approved a strategic plan in 1994 as a consequence of which the power wing of WAPDA has been unbundled into 12 Companies for generation, transmission and distribution of electricity. Lahore Area Electricity Board was reorganized into one such corporatized entity under the name of Lahore Electricity Supply Company(LESCO) with effect from 22-031998, with the aim of commercialization and eventually privatization.

Area of Operation
LESCO's area responsibility covers Civil Districts of Lahore, Kasur, Okara and Sheikhupura.

Organizational structure of LESCO LESCO comprises of the following seven distribution operation Circles, one
Construction and one GSO Circle, as detailed below.

Operation Circles 1. North Lahore Circle 5 Division / 24 Sub Divisions

central 2. Circle Eastern 3. Circle 4.Okara Circle South -Eastern LHR 5. Circle 6. Sheikhupura Circle 7. Kasur Circle 5 Divisions /29 Sub Divisions 5 Divisions / 21 Sub Divisions Lahore 4 Divisions /20 Sub Divisions 4 Divisions /20 Sub Divisions Lahore 5 Divisions / 24 Sub Divisions

Project

Constructions 4 Divisions

Circle G.S.O Circle 3 Divisions

Mission Statement

As a leading electricity distribution company, strive to provide un-interrupted electric supply and quality service to all customer at the minimum possible cost.

Vision

Achieve and maintain the highest degree of efficiency, reliability and responsiveness as a public service organization for variety of customers.

Public and company workers' safety shall be high on our priority. Retaining and growing our business, staff and customer base will be primary importance Developing innovative business relationship both inside and outside our local distribution area will be key to our success.

Goals
Smooth and consistent flow / supply of electricity. Prompt restoration of disrupted electricity supply. Accurate and timely meter reading and billing. Provision of electricity connection in minimum time. Open door policy to facilitate our customers. Special concession for quick and timely payment of bill. Availability of stores to deal with emergencies. Feedback through customer services centres . Create awareness among employees for adopting safety measures while working on lines. Energy saving message dissemination. Creating positive image of LESCO. Take steps for welfare of company employees. Morale building and to create sense of belonging amongst company employees.

Achievements

One window service facility at each Sub-Division Establishment of computerized customer Service Centres in each Circle. Establishment of Mobile Customer Service to facilitate instalments and corrections of the bills. Central Chief Executive Customer Service Centre Restructuring of Circle, Divisions and Divisions Positioning of Field office near geographic centre of their jurisdiction and co-location of XEN & RO offices Printing of 12 months billing detail on bill Printing of CEO's telephone number on the bill Printing of names of LS, MR and BD on the bill

Well defined and uniform policy for detection bills Enhanced allocation for Development and Maintenance More branches of scheduled banks and post offices authorized to collect bills Establishment of Model Sub - Divisions Restructuring of Stores to ensure prompt availability Establishment of Marketing Cell and Task Force at LESCO HQ to facilitate industrial/ commercial consumers Frequent Open Forums foe employees for redresser of their problems Weekly Open Butcheries by Field Officers

Future Plans

Achievement of corporatization and commercialization goals as per plan Establishments of mobile customer services centre at each circle Distribution system rehabilitation under system Augmentation program (SAP) for reduction in energy losses Timely execution of development works and LT/HT proposals under SAP New Grid Stations and augmentation/extension of existing Grid Station and Transmission Lines Establishment of Computer Billing Centre at Okara Construction of various facilities including LESCO HQ building Conversion of petrol vehicles to CNG Purchase of new vehicles for field formation

Product or services
Following are the services of LESCO 1. Domestic electricity 2. Commercial electricity 3. Agriculture electricity

Number of employees In LESCO detail of employees as below.

Sale Volume of Business

LESCO business volume of last five years is given below.

Head Office

22/A Queens Road Lahore 9204820-30,Ext: 100, 9204801

General Manager Technical

General Manager Technical :9204807 CE/Sr. Manager Planning & Dev. :9204818 Sr. Manager Project Construction :9262173

General Manager Operation

General Manager Operation: 9204813 Senior Manager O & M (Dist) : 9204795 Senior Manager O & M (T&G) : 9204809 Manager Technical Services : 7312216

Customer Services Directorate

Director Customer Services : 9204814 Manager Commercial :9204850 Manager (S&T):9204798

HR & Admin Directorate

Director HR & Admin : 9204811 Manager HR & Admin :9204794 Manager Admin : 9204696

8.2- Brief history of the LESCO

 WAPDA The electricity supply service in Pakistan, initially ,was undertaken by different agencies, both in public and private sectors, in different areas. In order to provide for the unified and coordinated development of the water and Power resources ,Water and Power development Authority(WAPDA) was created in 1958 through WAPDA Act,1958. Area electricity distribution service was being performed by various Regions of WAPDA. Then Area Electricity Board (AEB)Lahore, on the eight AEBs in Pakistan, was established under the scheme of Area Electricity Board in 1982,in order to provide more autonomy and representation to provincial government, elected representatives, industrialists agriculturalists and other interest groups in functions of the AEBs.

LESCO
The environment and structure of the power industry throughout world are undergoing dramatic change. The power sector is moving from monopoly to privatization and from integration to disintegration. To keep pace with the change, the Government of Pakistan approved a Strategic Plan in1994 as a consequence of which the power wing of WAPDA has been unbundled into 12 Companies for generation, transmission and distribution of electricity.

Lahore Area Electricity Board was reorganized into one such corporatized entity under the name of Lahore Electricity Supply Company(LESCO) with effect from 22-03-1998,with the aim of commercialization and eventually privatization.

Area of Operation
LESCO's area of responsibility cover Civil Districts of Lahore Kasur , Okara and Sheikhupura. LESCO comprises of the following seven distribution Operation Circles, one Construction and one GSO Circle, as detailed below.

8.3- Nature of the Organization

1. Implementation of Commercial Policies 2. Monitoring and management of recovery process 3. Monitoring of line losses and preparation of accurate line losses statements 4. Settling consumer disputes involving technical, commercial and tariff issues

5. Processing and monitoring policies and procedures Customer Services 6. Inspection of field formations regarding Commercial and Customer Services matters 7. Sanction contract management and monitoring of specialized electricity consumptions such as Cable TV networks and neon signs etc 8. Processing /sanctioning of various incentives for customer and employees introduced from time to time 9. Effective marketing of electricity 10. Tariff structuring and management of other tariff related matters 11. Compilation of statistical data and management returns 12. Co-ordination with Manager MIS for regulating effective billing program 13. Surveillance and detection of electricity theft 14. Taking effective measures for prevention of electricity theft

Brief about HRMD

HR & Admin Directorate overview

a) General Statement of Function 1. Under direction from the Chairman and Chief Executive Officer of the Company, HR & Admin Director shall be responsible for the recruitment and placement of the "right people to the right job "and enhancing their levels of motivation /morale/job satisfaction through: a. The provision of the necessary support systems and structures such as an attractive compensation package, a fair and objective system for promotion and career progression, training and development inputs to keep people in place with the changing demands of their job, etc. b. The creation of a working environment and operationalization of administrative support systems that will promote employee performance and productivity.

b) Task Element
More specifically the human resource the director shall perform following functions : A human resource philosophy which shall govern the company's actions with respect to human resource management . 2. Prepare a human resources plan to spot the short and mediumgoals of company. 3. Develop the policies ,guidelines and procedures for the following the human resource management concerns. 1. Manpower planning / budgeting. 2. Recruitment and selection. 3. Appointment ,development ,re-development /transfers. 4. Compensation and benefit administration . 5. Career planning and promotions . 6. Performance management . 7. Incentives administration . 8. Training and development. 9. Grant of move over. 10. Grant of permission for higher education. 11. Consider and approve transfer request . 12. Sanction leave 13. Disciplinary cases up to BPS1 to 16. 1.

Duties/functions of manager (admin)

c) Accommodation 1. Allotment of Residential accommodation. 2. Hiring / de-hiring of houses / office buildings.

d) TELEPHONE
1. Installation of residential / official official telephones . 2. All matter relating to telephone bills, etc . 3. maintenance of telephone exchange.

e) TRANSPORT

All matter relating to transport.

f) SECURITY
Security of Regional office building.

g) AUDIT
Audit /Draft Pares / Inspection Reports and all matter relating to Audit.

h) PURCHASE AND PROCUREMENT

1. Stationery from local market and WAPDA Stationary Store. 2. Local purchase of all items through local purchase committee.

i) COMPENSATION AND BENEFITS

1. 2. 3. 4. 5. 6. 7. Pay and allowances Advances and Annual Increment TA/DA Disbursement off all claims Grant of all kind of advances Maintenance of Cash Book Employees health welfare, safety, and security

j)

LABOUR MANAGEMENT

Special Committee of Labour Affairs k) MISCELLANEOUS

All matter regarding services and benefit not covered here. l) DISCIPLINARY CASES

Disciplinary cases and all related correspondence DUTIES /FUNCTIONS OF MANAGER (HR)

RECRUITMENT a. b. c. d. Manpower planning Recruitment and selection Appointment and development Creation and posts offices

a. b. c. d. e. f. g. h. i. j.

PROMOTION Preparation of Seniority lists/ Fixation of Seniority Career planning and promotions Performance management Training and development Grant of selection scales Move Over's Preparation and circulation of seniority list Maintenance Service Bank Pension welfare funds and GLI cases Over time/off-days wages cases

a. b. c. d.

TRANSFER /POSTING Transfer and posting of staff and officer Vacancies and statements and Manpower data Incumbency statement /register To maintain list of officer stay wise

a. b. c.

RETIREMENT Retirement and resignation of service Preparation of Pension Papers Actively supervise and coordinate the working off all Admin staff posted under LESCO HQ d. Establishment matter relating to Technical/non-technical staff e. Establishment matter of officer regarding training and development f. Permission of higher education to all employees under LESCO g. Permission to employee for another job

h. All establishment matter not covered here.

MISCELLANEOUS The cases of Wafaqi /Court Cases regarding establishment matter will be deal by Legal/Wafaqi Mohtasib cell of LESCO HQ. However , comments if so required by legal section /wafaqi Mohtasib Section of this office, the same will be submitted by Manager (HR&A).

Public relations -overview

FUNCTIONS/JOB RESPONSIBILITIES OF PRO a. To ensure projecting of customers oriented polices of LESCO in press media. b. To appraise Chief Executive about daily news/press clippings pertaining to LESCO/WAPDA c. To ensure press coverage of certain activities in forums/conferences. 9.1- Number

of employees of HR department

In LESCO HR department consist of 144 employees. Director HR & Admin Manager HR Assistance Manager of HR HR officer Admin officer Labor officer

10- Human resource management process in LESCO

HRM process in organization is very simple.HRD perform different kinds of function in organization, Those functions are these. 1st of all HR planning and forecast about the future needs of HR. Then this department makes up the recruitment and selection of employees for organization. In third step giving up training to its new and old employees. This department is using the two ways of training assessment, individual and organizational levels. At fourth step making up the performance appraisal and at the end to make the report for the performance. In the fifth step to make up compensation for the employees and gives different kinds of incentives. Now at the end two kind of steps are taking career management like as hired and fired.

10.1- Human Resource Planning and Forecasting

In LESCO , HRP is focus on the following points. Purposes of services to people implies with respect to HR? Whose internal and external constrains we will face. LESCO(HRD) keeps in mind during the planning about the staffing, compensation , training , development and management succession.

1- ISSUE ANALYSIS In HR planning process LESCO analysis all the basic issues those are needed for planning . These issues are use in business planning process .During issues analysis LESCO analysis the following aspects. 1. How the need of HR , finance and physical resources. 2. Analysis about the external factors of PESTEL. LESCO uses all of issues analysis for long term strategic planning of objectives, goals and environment scan.

2-FORECASTING REQUIRMENTS
We know it mean about the estimation of future requirements. Because in LESCO workers are on contract, so the LESCO (HR) manager forecast about the staff level as skilled and unskilled .For future HRS design the new jobs and tells us about the job descriptions.

3-ACTION PLANS
These plans related with the budget .And budget is the annual forecast for future plans. In LESCO within the budget and (HRD) take action for staffing and then recruitment of individuals according to the SWIFT canter's requirements. After recruitment LESCO gives training to the new employees and also to the old employees after every year within organization.

10.12-FORECAST INTERNAL HR SUPPLY

This supply of HR is depending on goals, plans, and firm future impacts. For this purpose LESCO is using the replacement , and promotions but on the biases of current and desire performance. In LESCO the major internal supply is the transfer of employees form one department to other department.

i.

FORCASTING THE INTERNAL AND EXTERNAL HR DEMAND

We know supply depends on the demands. So the LESCO forecast of demand with the use of new technology and change of technology .In LESCO the HRD forecasts the demand of HR with the use of relations of local condition ,size ,and numbers and type's contract. government rules and regulations.

10.1.3-METHODS TO FORECAST THE HR NEEDS

LESCO is using two methods for future forecasting HR needs. Those methods are these. 1.Trend analysis

After studying the data of HR year of 2011 .analysis the trend analysis as future needs. In NAFRA is hiring the employees with on merit, and on experience base. For lower level employees hiring on the base of minimum qualification of FA as data entry operator. 2.Ratio Analysis LESCO is also using the ration analysis , with the passage of time it is increasing the new area for their services. And scale volume is also increasing then they are hiring the new employees according to the needs of new business.

10.2 EMPLOYEES RECRUITMENT AND SELECTION

The process of selection makes up a new employee among the pool of qualified candidates. LESCO uses the following two types for the source of candidates or recruitment of candidates. Those sources are these 10.2.1-SOURCES OF CANDIDATES Two types of sources are uses. 10.2.1.1-INTERNAL SOURCES LESCO uses the following sources in internal sources. 1-JOB POSTING WITHIN THE ORGANIZATION LESCO uses the job posting for this employees. With the uses of job posting make up the new vacancy for job and advertisement within the organization. 2-TRANSFER FROM DEPARTMENT TO DEPARTMENT For hiring of internal candidates LESCO uses the transfer of employees from one division to other division. 3-TEMPORARY WORKER POOLS The last source that LESCO uses for the internal recruitment is temporary pools. LESCO department of HR assigns the new of continues task to the present employees give a temporary task and they receive the benefits of temporary task. 10.2.1.2-EXTERNAL SOURCES Followings are the external sources of candidates.

1- NWES PAPER ADVERTISMENTS

Another positional way of external recruitment is newspaper. This is use for national level. LESCO uses the following newspaper for recruitment ,Express News, Jung Newspaper, Pakistan News, Dawn News , Nation, Nawi -E- Waqat. 3-INTERNET Another external way that LESCO uses in internet. LESCO has his own website www.LESCO.gov.com.pk and they give us advertisement on web. 10.2.3-EMPOLYEE SELECTION PROCESS Human resource department uses the following steps in the selecting process of a candidate.

10.3 TRAINING AND DEVELOPMENT

Training and development is compulsory part of any organization. Training and development is used in two types in any organization. LESCO two types for training and development .Those types are these. 10.31-TRAINING NEED ASSESSMENT LESCO is using the two types of training need assessment, for the development of their employees. Those types are these. 1- Individual need assessment 2-Organizational need assessment Now I explain all of these training need assessment one by one.

Individual Need Assessment

1- Job Analysis and job descriptions. In LESCO trainers analysis the need according to the job description ,responsibilities , skills, ability , and requirement of job training need. Now at make up the better training on the basis's training need assessment. 2- Interviews LESCO uses the interviews for better training ,HRD conduct time to time interview for the purpose of training need assessment .These interviews are in face to face for the specific purpose .This gives us information about the concern event, work results , knowledge, behaviour habits and perceptions. 3-Observation Observation is the key part of any organization for its training. LESCO observing the particular managerial meeting , watching manager dealing with the worker or problems, and observing the manager full time a working day. 4-Performance Appraisal In the process of evaluating the manager effectiveness is related to the job performance, standard of objectives. LESCO is using the performance appraisal for evaluating the training need assessment in the way of manager performance and individual's performance.

ORGANIZATIONAL NEED ASSESSMENT

1-Analysis of records and reports For organizational need assessment they are using the previous records and reports. These document tell us about the past performance, records, results, transfer ,promotions, dispute, and training process.

10.3.2-EMPLOYEE DEVELOPMENT
LESCO is using the different components for employees development. Those components are these 1-Formal Education And Training For the development of employees (HRD) is using the formal education and training. The major objectives of formal education in LASCO are these Learning of techniques Development of interpersonal skills

During the formal education LESCO develops the employees a target audience, and use the tailored programme. 2- Development of employee on job For development of employees on job experience is used. LESCO develops their employees on the job and uses the following key points. Challenging job Experience of their people Training

3-Specific development assignments LESCO is using the specific assignment for their employees. Those assignments develop following points. Responsibilities communication Leadership

4-Employees self development LESCO is used the employees self-development. In which they develop their lower self to higher self .In self development they are using the development of mobility. Static toward Rolling toward Crawling toward Walking toward

10.4-PERFORMANCE MANAGEMENT
Performance management means a broad process that requires managers to define the facilities and encourage performance by provide timely feedback and constantly focusing everyone's attention on the ultimate objectives.

10.401-Setting performance standards and expectations Another cause of performance management is performance appraisal. The major purpose of performance appraisal system in the LESCO is as under. 1. 2. 3. 4. 5. Employment decision Decision of organization problem Employee feedback Validation Objective of training programme

1-Requirements for appraisal system

These are the following requirement for a better performance appraisal system. 1. 2. 3. 4. Relevance Sensitivity Reliable Acceptable

10.4.2-Performance Report Writing Procedure

It is compulsory part for the performance judgment. It tell us about the whole performance of the organization.

prefatory items
prefatory items tells us about the letter of transmittal, title page of performance report, authorization statement for HRD, executive summary just in few lines ,and at the end tells us about performance report contents.

Introduction

During report writing write down the basic problem or deviation about performance and also write down the background of performance. Methodology Methodology tells us about the method of performance appraisal. It tells us which method is used for performance appraisal, how collect the data, how analysis the performance. Findings Findings tell us about the solutions. Conclusion Conclusion tells us about the summary and recommendations for performance.

10.5 -EMPLOYEE COMPENSATION AND BENEFITS

Every organization has its own wage and salary administration program. This is helpful for the compensation of employees. LESCO uses the different kinds of compensation and benefits for its employees. These types of compensation and benefits are LESCO used for employees. 10.5.1-Types of compensation & benefits LESCO uses indirect payments for compensation program. Indirect payments Salary for middle manager those are white collar and exempt employees. 10.5.2- Incentives and Benefits for employees LESCO provides different kinds of incentives to its employees for getting of goals .In these incentives LESCO provides the following kinds of incentives. Over time payment LESCO provide over time payment to its employees according to the factories Act 1934. Awarding prize as an incentives Prize are alternatives to cash. LESCO provides great opportunities to its employees on the base on performance. These incentives are in the form of dinner, trip, sometime quite economical and also sometime organizational rewards might be its own products for employees.

10.6 ORGANIZATIONAL CAREER MANAGEMENT

Career is nothing ,career is nothing, career is just an evidence those organization or individuals achieve during his own jobs or duties In LESCO the career of employees id depends on his own success, performance, and achievement of its goals.

10.6.1-Employees job changes The job changes have two major parts in LESCO.

10.7-JOB CHANGES WITHIN LESCO

It means the job changes internal of the organization. LESCO uses the three categories for job change within organization. Those categories are these

Promotion Transfer Demotion

Now all of these explain according to the LESCO practical study. 10.7.1- Promotion(up) promoted employees usually assume greater responsibility and authority in return for higher pay, benefits and privileges. In LESCO promotions are very important as other organizational decisions. The promotions of individuals employees are within organization it's depend on the ability ,situation, and seniority of employees.

10.72-Transfers(OVER) Transfer means to relocations of employees from one place to other place it may be within the organization. LESCO uses the transfer of employees within the organization and it depends on the base of promotion and ability. If promotes an employee then HRD transfer the employee some other department but it depends employee skills and ability. 10.7.3-Demotions(DOWN) Demotion means cut in pays, status, privileges or opportunities, it depends on the inefficiency and undermined moral of a work group. In LESCO demotion is not applied on the contractual employees. But the permanent based employees are comes in the demotion.

10.8-SAPARATIONS

A separation of job is another important aspect in employee's career .Separation of job has four different kinds which are very important career point of view. 10.8.1-Layoffs(OUT) The first form of separation is layoff .Inventory layoffs are never pleasant, and management policies must consider the impact on those who leave, on those who stay on the local community and on the company. Some time layoff is used for avoiding of disputes and duplications.

LASCO layoff its worker on the basis of violations of policies fraudulent , creating conflict between employees and management , not come in time office ,again and again not achieve timely goals. 10.8.2-Termination(OUT) Termination means death of the project , or end of the project. LESCO uses the termination process only when contract has been finished .In termination the major problem is two bosses problems .During termination LESCO, HRD keep in mind about the loyalty ,trust ,teamwork , and services of employees and how much is motivated. 10.8.3-Resignation(OUT) Resignation means voluntary worker turnover or means voluntary employee leave the job. We know the career is nothing it is just a chance. So the employees of LASCO have the right to resignation his own job.

11-LABOR MANAGEMENT RELATIONS

LASCO comes in government sector and uses the following kinds of labor relations. 1-Employees Involvement

LESCO uses employees involvement for better labor relations. Employees involvement comes in LESCO through empowerment(the level of empowerment is decision making at area level, and lower level employees annual performance report writing and specific funds usage powers)evaluation for performance for promotion , reduce conflict , and self managing. 2-Empowered team LESCO empowered his contract team through the responsibilities and decision making power. It's reduce the conflict between the management and labor. 3-Employee involvement through co-management LESCO uses the co-management during meeting for new objectives. LESCO invites the employees and arrange the meeting and then resolve the conflict, because the employees involves at top level.

12- SWOT ANALYSIS

The analysis of the theoretical concepts relating to the practical experience got during the internship with the LESCO on different areas. However following is the gist of the analysis. 1.Strengths

1. 2. 3. 4. 5. 6.

During my practical study I found the HR planning process at LESCO. Issues analysis Forecasting analysis Action plans LESCO uses the recruitment and selection process LESCO uses the training and development process

2.Weaknesses 1. 2. 3. 4. Not using the training properly at area level. The ways of presentation for training and development is not proper. HR department is not focusing on all the sector of country Communication is too much poor between the department.

3.Opportunties LESCO has the following opportunities for leading organization. 1. Uses benchmark and gain competitive advantage at global level. 2. Make up more areas for services. 3. It is government organization so the people trust more and they are providing their services at every level. 4. Now LESCO using the opportunities for risk management. And introducing the new services. 4.Threats 1. Terrorism in country is the major threat for customer as well as LESCO. 2. Unsustainable political condition of country and fear of change of policies.

12- CONCLUSIONS
Conclusion is a very important part of the theory and practical study. Conclusion tells us about the nutshell about the study. Yet HRMD has been successful retaining its employees by offering some additional incentives programs. LESCO organizational structure is showing the centralize decision making power .These decisions are made at top to bottom level. HRMD is working very efficiently within and outside the organization .And it uses the both kind of sources of candidate's internal and external sources .No compromise with his aims of quality and different kinds of award like as , ISO,9001 , annual achievement awards 2010,2011,2012,2013.

LESCO has clearly defined objectives and is clearly communicated to each employee through human resource department.

14-RECOMMENDATIONS
At the end I am a student of MBA suggests the following recommendation for the betterment of LESCO system of human resource department. Those suggestion are these. LESCO enhance their services and established their more local offices at ruler areas. When they enhance rural offices also increase their business volume. LESCO must use the group level training need assessment, because the work is in the form of service ,and they are working as a group at different areas .So for better employee development it use for training. Organizational structure should be decentralized. This will solve the problems of imbalance and gap the responsibilities and authorities of lower administration this way, lower and middle administrative can be made responsible and authoritative. This will also enable them to make unique and creative decisions. LESCO must try to use the quality work life program for check and balance their performance of services. For the program of compensation they must try to follow the compensation program of other organization as well as market position , of their own organization. LESCO is market leader so they must produced the market follower , whose follow them in their own policies and procedure of HR department.

15-REFERENCE
1. 2. 3. 4. 5. I have used the following references for my internship report. Managing Human Resource Wayne F . Cascios Management development by Joseph Prokopenko Labor management relations written by Daniel Quinn Mills Compensation management by Matthew J. Deluca

Sources I
have used the following sources for my internship at LESCO. 1-http;//www.lesco.gov.com.pk