INTERNSHIP REPORT

Submitted to:

CORPORATE HR DEPARTMENT

INTERLOOP LIMITED PAKISTAN

Submitted by:

MUHAMMAD AWAIS FAIZ

MASTERS IN PUBLIC ADMINISTRATION
GOVERNMENT COLLEGE UNIVERSITY FAISALABAD
 DEDICATION
At first dedicating this work to ALLAH ALMIGHTY, without HIS mercy and sympathy I would not
be able to complete this work. Almighty ALLAH gave me power and confidence to done my
internship and also HOLY PROPHET HAZRAT MUHAMMAD (Peace be upon Him) who is a light
for humanity. I also dedicate this work to my parents and teachers, as without their helpful
support, this work would not have been done.
 ACKNOWLEDGEMENT
I would like to take this opportunity to convey my heartfelt appreciation to those, whose
blessing and cooperation was important to bring this report in light. I am thankful to Miss
Tayyaba Akram and Mr. Ghulam Hassan who allowed me to seek knowledge in a practical way.
Without their cooperation, it would be impossible for me to complete internship in such a nice
way.
I want to show my gratitude to;
Mr. Umer Rafique
(Compensation & Benefits)
Assistant Officer HR.
Miss Gulbahar Liaquat
(Industrial Relations & Compliance)
Officer HR
Mr. Nauman Nasir/ Miss Iqra Saif
Senior Officers HR
Structure & Design/ JA & JE
Mr. Awais ul Hassan/ Miss Rafia Noreen

PMS
Mr. Khurram Malik/ Miss Shumaila Shahid

Talent Acquisition
Mr. Zeeshan Yousaf/ Miss Ayesha Ahmed

Corporate Payroll
 Table of Contents
Serial No. Topics Page No.
1 INTERLOOP
2 MISSION Statement
3 VISSION 2020
4 Core Values
5 Business
6 HR Department
7 Functions of HR
8 Compensation & Benefits
9 Industrial
Relations(Compliance)
10 Structure & design/ JA & JE
11 Performance Management
System (PMS)
12 Talent Acquisition
13 Corporate Payroll
14 SUGGESTIONS
15 CONCLUSION
 INTERLOOP LIMITED

Overview;
Interloop Limited, launched with 10 knitting machines in 1992, has grown into one of the
world’s largest Hosiery manufacturers; a complete vertically integrated company with state of
the art Spinning, Yarn Dyeing, Knitting and Finishing facilities. With over 5,000 latest Italian
Knitting Machines, 23,000 employees and an organizational network spread over 3 continents,
Interloop has the proficiency to work with different materials and make a wide range of
products. From scratch to becoming a US$ 280 million company, Interloop produces 700 million
pairs of Socks & Tights annually, for top international brands & retailers.

MISSION;

VISION 2020;

CORE VALUES (I-CARE)

BUsiNESS;
Interloop has grown into one of the World’s largest hosiery manufacturers and exporters. It is a
company with state of the art spinning, yarn. dyeing, knitting and finishing facilities. It has 4000 latest
knitting machines, above 20,000 employees and an organizational network spread across 3 continents. It
has a turnover of more than $250 million. It produces 560 million pair of socks annually at 5 Hoisery
manufacturing facilities located in Pakistan, Bangladesh and Srilanka, for top International Sportswear
and fast fashion brands.

CLIENTELE;

HR Department;
A human-resources department (HR department) of an organization performs human resource
management, overseeing various aspects of employment , such as administration of employee’s
compensation and benefits, industrial relations including ‘policies and procedures, disciplinary
actions and compliance with local laws and customer’s code of conduct. The duties of HR
department also includes structuring and designing the new jobs needed in an organization.

Functions of HR;
Compensation & Benefits
Industrial Relations (Compliance)
Structure & Design (JA & JE)
Performance Management System
Talent Acquisition
Corporate Payroll

Compensation & Benefits;

The Compensation and Benefits processes belong to the most important HR processes which
are critical for the organization and modern HR organization. The compensation and benefits is
about managing and setting the transparent compensation policies and benefits for employees.
Interloop ensured to be competitive in the market with handsome compensation and benefits.
Various Benefits;
1- Home Loan
2- Personal Loan
3- Loan against Provident fund
4- Hospitalization Scheme
5- Life Insurance coverage
6- Terminal Benefits
7- Leave privilege (maternity leave, mandatory leave etc.)
8- Transport service
9- Educational Scholarships
10- Welfare fund

Group Life Insurance;

The conditions for entitlement of Group Life Insurance are governed by the terms and
conditions of the agreement signed between Interloop limited and State life insurance
company. All permanent employees are of the company are entitled to this scheme.

Serial no. Employee’s Grade Coverage Amount

1 Workers Upto 5 lac
2 E1-E3 Upto 8 lac
3 E4-E6 Upto 10 lac
4 E7-E8 Upto 14 lac
5 M1 Upto 20 lac
6 M2 Upto 30 lac
7 M3-M4 Upto 40 lac

Health Insurance;
Serial No. Category Insurance Amount
1 A (Mangers & above) 375,000
2 B ( DMs, AMs, SOs) 300,000
3 C (Officers, Ass. Officers, 225,000
Non-Executive Staff)

Car Policy;
 Serial No. Vehicle Ownership Petrol Vehicle Driver Grade
Type (Years) Allowance Allowance Allowance
(LITRES) in Lieu of per month
Car
1 Honda 4/5 ACTUAL 80,000 MINIMUM M3
Civic WAGE AS
PER RULE
2 Honda 4/5 400 75,000 MINIMUM M2
Civic WAGE AS
PER RULE
3 Honda 4/5 350 75,000 MINIMUM M1
Civic WAGE AS
PER RULE
4 Yaris 1.3 L 4/5 300 55,000 MINIMUM E8
WAGE AS
PER RULE
5 Yaris GLI 4/5 250 50,000 N/A E7
1.3L
6 Swift DLX 4/5 220 40,000 N/A E6
7 Cultus VXR 4/5 170 35,000 N/A E5

Terminal Benefits;
Employees Provident Fund;
Every permanent employee shall participate in the Employees Provident Fund by contributing
@ 7.5% or 12% of his basic salary.
The Company on its part shall also contribute at 7.5 %
Gratuity;
Completed years of service as permanent Payment of gratuity for each completed year
employee of service

3 years’ service in executive cadre 60% of gross salary

5% years service in executive cadre 60% +25% of gross salary

Industrial Relations (Compliance);
Industrial relations mean to analyze the relation between the employees and the
employer/management of a firm at the workplace and also providing policies and procedures
to settle any dispute and adhere by the laws and customer’s code of conduct.

Company’s Policy & Procedures;

This part of IR includes figuring Company Policies and Procedures with the end goal of
Compliance and Discipline.
Policies and SOP formulation depends upon Local laws, International conventions, Customer
Code of Conduct and Internal Processes.
Why policies are made? / What is the need to make policies?
There would be three condition when a company needs to make new policies or amend the
existing policies or SOP’s which includes;
1- Any dispute has arises or there is a need to change or make new policies according to
the circumstances.
2- Any change in government law at local or National level.
3- Customer has changed the policy or amended its code of conduct.
Interloop has formulated various policies keeping in view the laws and customers code of
conduct. These policies help in running the administrative matters and deals with the
responsibilities and duties of the employees as well as of the company. Some major policies
regarding company’s policy and procedures include;
1- Policy on company policies review
2- SOP’s on company policies review

Industrial Relations;
This part deals with misconduct or improper behavior backed by a wrongful intention.
Misconduct includes;
1- Absence from duty
2- Doing personal work during office hours.
3- Assault on superior officers
4- Acts of dishonesty/fraud.
5- Willful disobedience of lawful order.
6- Drinking/gambling at workplace.
A proper procedure is followed as per defined by the company’s policy to investigate the
matter. If no procedure or policy is laid down, rule of natural justice is to be followed.
The policy laid down for IR includes;
1- IR policy
2- SOP’s on IR

Compliance;
Generally, Compliance means to adhere by the rules including policy, standard, specification or
law.
Regulatory compliance defines the goals company want to achieve to ensure that they
understand and take effective steps to follow policies, relevant laws and regulations.

Customer’s code of Conduct (COC);

The Customer code of Conduct is a set of rules illustrating the standards, rules and duties or
legitimate acts of an individual party or a firm.
Approved code of Conduct;
1- SEAR Holdings
2- TESCO
3- PRIMARK PENNEYS
4- Family Dollar
5- C & A
6- Amazon
7- ADIDAS
8- PUMA
9- NIKE
10- REEBOK
11- Calvin Klein
Structure & Design/ JA & JE;
The organization structure and design is the system which depicts the hierarchical chain in
terms of different functions, jobs, responsibilities etc.
It demonstrates various concerns including various roles of employees, jobs descriptions, work
capacities, decision-making authorities, reporting structure, allocation of work in the
department, individuals, group, branch etc.
The organizational structure additionally describes the flow of data between various sections of
an organization, clarity of job of each employee, and its fitment in the framework which
encourages the workers to work efficiently by keeping their morale high, hence, increasing the
overall efficiency of the organization.
The six basic elements of organizational structure are: departmentalization, chain of command,
span of control, centralization or decentralization, work specialization and the degree of
formalization.
Interloop has formulated HR Planning policy to forecast its human resource needs in advance,
based on its vison, strategic goals and objectives. This policy extends to the whole organization
and to all positions.
The approval request for any position in any grade must be justified in the light of yearly
business plan and complete strength should be depicted in the approved organogram. There
will be no hiring without approved organogram. Matrix based Structure is being followed for
structuring and designing.

Procedure for Hiring;

1- Determination of HR requirements and payroll costs by concerned HOD.
2- Preparation & discussion on HR plans and Budget by HOD’s.
3- Presentation to Board of Directors
4- Review by BODs
5- HR plans includes;
i) Functional lay out of Department
ii) Proposed Organogram depicting new positions.
iii) Role Clarity Document.
6- Preparation of Hiring Plan by HR department.
ROLE CLARITY DOCUMENT;
Role Clarity (RC) Document is also called JOB DESCRIPTION (JD). In this document, nature of the
job and key responsibilities are mentioned. RC document justifies the position and employee
will be evaluated against this RC document.

REVIEW OF ORGANOGRAM;
The Organogram will be approved in the start of every business year and may be reviewed by
Board of Directors in the middle of year or as necessary.

MAPPING;
Mapping defined how roles are connected and which roles are linked to what people in the
organization. Mapping is done in following steps;
1- Sharing Organogram with the departments.
2- Get feedback from the department.
3- Update the Organogram according to the feedback.
4- Share updated Organogram with the Payroll section.
5- Payroll section will share with the finance department for costing.
6- Budget allocation will be done accordingly.

HR’s ORGANOGRAM;

PERFORMANCE MANAGEMENT SYSTEM;