PART TWO

NISHAT
MANAGEMEN
T
SYSTEM

ORGANIZATIONAL
CHART
 NML BORD OF
DIRECTORS

Mian Hassan Mansha

Mr. Fayaz Ahmed Longi (NIT)
Mr. Muhammad Bilal Sheikh (PICIC)
Mr. Aftab Ahmed Khan
Mr. Khalid Qadeer Qureshi
Mr. Muhammad Azam
Mr. Rana Muhammad Mushtaq
Mr. Muhammad Ali Zeb

CHIEF EXECUTIVE
MRS. NAZ MANSHA
EMPLOYEES IN NML HEAD
OFFICE
In the 3rd and 4th floor of E.F.U House NML is controlling and dealing almost all of his
textile units. During my tenure of intern ship I have worked in the various dept. so I can
just provide the employees no to that departments because of secrecy and sensitivity the
relevant authority that deals employees Names, Designation and job assignment do not
provided me that information. Anyhow according to my knowledge some departments
employees information is as follow.

MIS/COSTING SECTION
Name Qualification Designation
Mr. Baddar- Ul- Hassan Charted Accountant Asst. Gr.Manager
Mr. Mukarram A.C.M.A Dy. Manager
Mr. Irfan A.C.M.A Cost A/c Officer
Mr. Rizwan P.G.D&M.B.A Cost A/c Officer
Mr.Maqbool Mann B.COM Cost A/c Officer
Miss Sumia M.COM Cost A/c Officer
STORE PAYMENT A/C
SECTION
Name Qualification Designation
Mr. Khalid Kabeer Charted Accountant Manager Accouts
Mr. Saeed Ahmed Bhatti C.A Article ship Dy. Manager
Mr. Nadeem Hussain M.COM&M.B.A A/c Officer
Mr. Hafiz Tariq B.COM A/c Officer
Mr. Naveed A.C.M.A A/c Officer
Mr.Imran M.B.A A/c Officer
Mr. Rana Waseem M.B.A A/c Officer
Mr. Imran Baber M.B.A A/c Officer

PROCESSING ACCOUNT
SECTION
Name Qualification Designation
Mr. Shahid Zia A.C.M.A Dy. Manager
Mr. Anjum Faiz B.COM A/c Officer
Mr. Ibrar B.COM A/c Officer
Mr. Ibrar Bakhtiari M.COM&M.B.A A/c Officer
Mr. Jamil Shah B.A A/c Officer
Mr. Akram M.B.A Asst. A/c Officer
Mr. Aslam B.COM Asst. A/c Officer

BANKING ACCOUNT SECTION

Names Designation
Mr. Shan Muhammad Dy. Manager
Mr. Tariq A/c Officer
Mr. Abdual Haq A/c Officer
Mr. Zubair A/c Officer
Mr. Muneeb A/c Officer
Mr. Amir A/c Officer
 NISHAT MILLS LIMTED
FAISALABAD
STRENGTH OF THE STAFF
SUMMARY OF ON ROLL STAFF & WORKERS

PRODUCTION STAFF & WORKER

Senior Junior Workers Daily Total On
Staff Staff Wage contract
220 668 4783 1667 7338 902

ADMIN & COMMERCIAL STAFF

106 413 121 132 772 44

SUMMARY OF THE MANAGERIAL

STAFF

PRODUCTION
ADMIN/COMMERCIAL
Technical Directors 4 Sr. General Manager 1
General Managers 7 General Manager 4
Mill Managers 2 Manager 11
Technical Manager 5 Dy. Manager 6
Spinning Master 5 Asst. Manager 18
Dy. Spinning Master 5
Sr. Asst. Spg Master 2 TOTAL 40
Asst. Spg. Master 16

TOTAL 46
MEETINGS AT NML HOW
FREQUENT

Basically at NML there is no proper schedule for the meetings. If meeting is required
with the middle level management then the top management calls the meeting at the time
of urgency. On the other hand if the meeting is required by the middle management with
the lower level management like Deputy managers then the managers calls at any time
during the job hours. Usually the head of dept if want to discuss any matter regarding his
dept function or for any problem depend on the situation he calls the meeting in his
office. Usually at the end of month when the accounts are near to be closed. Anyhow
there is no proper timing for the meetings. The purpose of meeting indicates, the story
who is reporting to whom, decentralization and delegation of authority and every one is
responsible for his function

MANAGERIAL PRACTICES
STYLE IN NML
During my tenure of my internship at NML according to my knowledge and sense, I
observed some aspects of management styles at NML, which are as follows.

MANAGEMENT BY WANDERING
AROUND
I observe particularly in the MIS/COSTING dept the Asst. General manager having a
communication approach of spontaneous conversations with his subordinates in his dept.
And similarly Mr. Khalid Kabeer Manager Accounts same kind of attitude towards the
working of his dept is concerned. Involve the discussion of any problem by going
towards the immediate subordinates working seats. Have direct face to face talking with
others in the Head office.

MANAGER BEHAVIOUR AT NML

JOB CENTERED
In the MIS dept Mr. Badar- Ul- Hassan has totally job- centered behavior, which pay the
close attention to the job and the work procedure involved with that job.

EMPLOYEE-CENTERED
Mr. Khalid Kabeer have the job and employees centered both kind of behaviors at their
work places by paying the attention toward their working responsibilities and as well as
having a close in touch with their employees.

COERCIVE POWER USED BY

ASSTANT GENERAL MANAGER
NML has granted the legitimate power to Mr. Badar –UL- Hassan. But it does not mean
he should try to use the coercive nature of behavior by pressurizing the employees for the
late sitting in the MIS dept and this work must be done today. During my tenure I have
seen this nature of behavior towards Mr. Rashid working in the Costing dept there was a
too much burden of work and pressure of his Asst. General Manager him. Due to this late
night sitting and error in the works are expected. There fore he fired out to other dept by
saying to upper authorities this person is not of my work. But that person has the one-
year experience of working in that dept.

DEPARTMENTALIZATION
NML is totally departmentalize base organization, there is a logical reason for that
because of the volume of work. There is a full fledges working of every dept like,
Finance,
Marketing, Accounts, Costing/Mis Store purchase section that aspects compel the NML
to grouping the jobs according to some logical arrangement known as
departmentalization. As far as Costing is Concerned the NML has Product
Departmentalization because both Fabric(Grey Cloth) and Processing&Stitiching Cost
Records are individually kept.

MOTIVATION
During my tenure of internship in NML in Costing and Account sections there is totally
lack of motivation on the part of managers towards their immediate employees. Even if
any employees by his efficiency finished his work before or on the time there is no any
appreciation by the managers. If the Work of employee appreciated its Psychologically
give the encouragement to employees to do the work with new spirit and effort.
NORM
It is a norm at the NML Head office the upper level management expects from their
middle and lower levels managers to complete the work on time. And similarly managers
and the Dy. Managers expect from their employees that they will complete their work on
the time. And it’s true that is expected from the employees they do the same.

ANALYSIS OF SOME
ASPECTS OF
HUMANRESOURCE
MANAGEMEN
OF NISHAT MILLS LIMITED
I make this analysis with the help of questionnaire, through the interview of Human
Resource Manager at Sight. In which l am introduced with the different policies of HRM.
Its true workers and employees play vital role in order to make or distort the any
organization. However effective employees become the physical assets of the company?
HRM of the NML deals some polices of HR in the following manner.

RECRUITMENT AND SELECTION

NML accepts the present employee recommendation at any level for the recruitment of
new employee. An interview is taken for screening the applicant. The type of interview is
of unstructured in other words we can say conversational. In case if any employee leave
the NML, and referred any person for that vacancy, this practice is not adopted in the
NML. At any level NML can make the internal transfer with in the company and fulfill
the vacancy. There is no any seasonal variation in the labor supply and turnover in the
NML. So the 12 months the volume of work remains the same. NML usually give the
preference to the experience and trained personnel while selecting them.

TRAINING AND DEVELOPMENT

Every dept head is responsible for dertemining the need of training, and who is to be
trained. Usually on -the job training method is adopted in the NML. However just the
upper level management/Decision making personnel are allowed to attend the seminars
some time held in the institutions. There is no any convention of institutional training.

EMPLOYEE SERVICE SAFTEY&

HEALTH WELFARE
NML provides the medical allowance, social security and also the provident fund
contribution facility, also makes the arrangement of group insurance at the sight for the
employees. There is no any injury risk involved in the working of NML. There are no any
hazards for the worker; computerized and advanced nature of technology is used at the
sight. So there is no any safety committee is exist in the NML.

MAN POWER PLANNING

NML meets the demand of labor supply with respect to varying volume of work of
different dept by
• Recruitment
• By overtime
• By internal transfer
Depend on the nature and volume of the work. NML took in to consideration sale
planning, inventory planning in order to determine the future demand of the new
personnel. NML does not took into consideration the (TLD) time lapses data regarding
any particular job in the recruitment of new employee for the particular job position.
Because on heavy unemployment level in the Pakistan if for any vacancy one personnel
is required by the NML, no of person compete for that job position.

SALARY ADMINSTRATION
While determining the salary of employees NML took in to consideration.
 Qualification
 Experience
 Existing work position
The company pays the more basic salary with the less benefits. However at the sight at
some level piece rate and hour rate wage system is also applied. Salary is paid in the form
of cash to employees whose salary is less than the 5000 RS and by check to whom salary
is 5000 or more than 5000 RS.

BONUS
As per govt. rules company pays the annually 5% bonus on his profit but beside this
bonus a compulsory bonus is given to employees may be profit or loss.
PART TIME JOB
Employees are not restricted to do the part time job. And does not imposes any penalty
regarding any problem creating employees but just say go away.

CONTRACT
NML does not make the any contract with the employee that they do not leave the job for
the particular period of time. However the age of retirement for the labor and working
staff is 60 years.

SECURITY
It’s the history of the Nishat, they do not fired any employee there for NML enjoys the
lowest turnover as far the employee is concerned .on the other hand company keeps the
educational documents for the purpose of security.

COMMUNICATION SYSTEM
There is both type of communications system used in the company known as Vertical
communication includes the both upward and downward communication between the
subordinates and upper level management. But at the peer level horizontal
communication is used. This may be the formal (written) or informal.

UNION
There is a union is exist in the company at sight therefor every year election held for the
union president but the union is working according to the labor rules and regulations.
There is not any quota in the recruitment of new employees and union can not pressurize
the management in this regard.
In case of problem with union top level management like executives negotiate with
union. The company has not any grievance plan for employee’s problem.

INDUSTRIAL RELATION
Because of higher demand of the company fabric in the international market the company
meets the demand of Grey cloth by purchasing it form his own associated companies and
sometimes forms the other local companies. As far the purchase of Grey cloth is
concerned the NML has the industrial relation with that companies.