Saima Ahsan Final Report of Mba HRM

Interns
hip Report (HRM)
INTERNSHIP REPORT
SIEMENS PAKISTAN
ENGINEERING .CO. LIMITED
HUMAN RESOURSE
MANAGEMENT
Submitted to :
HR DEPARTMENT OF SIEMENS
Submitted by :
Name : Saima Ahsan

Roll # w588478
Reg #: 07SKI – 0080
Mailing Address: R 330 Block No. 14 F.B Area
Karachi
Contact No: 021-36323261 cell No: 0332-3005425
Student of : Allama Iqbal Open University Karachi
1
ALLAMA IQBAL OPEN UNIVERSITY Roll # W588478
Interns
hip Report (HRM)
ALLAMA IQBAL OPEN UNIVERSITY

(REGIONAL CAMPUS KARACHI)
CERTIFICATE OF INTERNSHIP REPORT
2
Interns
hip Report (HRM)
Dedicate to those human beings

who loves us, who are causes of
our existence and whom we can’t
return for what ever they have
done for us and those are our
precious parents .Whose love,
care , blessings and wishes are all
that matters now and forever for
what we are and for what we will
be.
3
Interns
hip Report (HRM)
First and for most, millions of thanks to

Almighty ALLAH. The most merciful and
gracious who gives us all the strength,
patience, courage, forbearance, spirit
and integrity needed to finish this
report. This report is part of our course.
This has to be great experience
Completion of a report like this

requires the work of many people with
diverse skills and wealth of talent and
single minded dedication to see their
tasks through to the end .we have done
so with enthusiasm, tenacity and great
care .we would like to add a few
heartfelt words for people who were part
4
Interns
hip Report (HRM)
of this project in numerous ways, people

who gave us never ending support right
from first stage of the project when idea
was conceived and helped us in making
this report reality. We are much grateful
to all the fellow men of our university
A.I.O.U. I would like to our gratitude
teacher Sir Tariq and My father who has
great knowledge and experience of
Management and always help me to
completion of this report.
5
Interns
hip Report (HRM)
6
Interns
hip Report (HRM)
We’re providing answers to the toughest

questions. This
is Siemens tradition & has been for more than
160 years
around the globe.
7
Interns
hip Report (HRM)
TABLE OF CONTENTS
1. Summary of the Organization………………………………………………….

10
2. Objectives of studying the
organization………………………………………..11
3. overview of the
organization…………………………………………………….13
3.1. Brief history of the
organization………………………………………………..15
3.2. Nature of the organization………………………………………………………
20
3.3. Business volume …………………………………………………………………
25
3.4. Number of employees
…………………………………………………………...28
3.5. product lines……………………………………………………………………...29
4. (i) organizational structure of HR
department…………………………………34
4. (ii) Human resources Management process in the Siemens
organization…….35
4.1(a). Human Resource Planning and
forecasting………………………………...36
• HRP process…………………………………………………………………..37
• Forecasting HR Requirement
……………………………………………….38
• Methods to forecast HR
needs……………………………………………….39
4.1(b). Employee recruitment and
selection………………………………………...40
• Sources of candidates………………………………………………………...42
• Internal sources………………………………………………………………45
• External sources……………………………………………………………...46
• Employment selection………………………………………………………..47
4.1( c ). Training and
Development………………………………………………….50
• Training need assessment……………………………………………………52
• Employee development……………………………………………………… 53
4.1 (d). Performance
Management…………………………………………………...55
8
Interns
hip Report (HRM)
• Setting performance standards and

expectations…………………………..58
• Performance reports writing procedure…………………………………….59
4.1 (e) .Employee Compensation and
benefits……………………………………….60
• Types of compensation and benefits…………………………………………61
4.1 ( f) . Organizational career management
………………………………………...62
• Employee job changes………………………………………………………..63
4.1 (g) . Job changes within the
organization………………………………………..65
• Promotion……………………………………………………………………..6
5
• Transfer……………………………………………………………………….6
6
• Demotion……………………………………………………………………...6
7
• Separation…………………………………………………………………….6
8
• Termination…………………………………………………………………..6
8
• Resignation……………………………………………………………………
70
• Retirement…………………………………………………………………….
72
4.1. Labor Management Relation …………………………………………80

5. SWOT Analysis……………………………………………………......85
6. Recommendations ……………………………………………………..90
7. References ……………………………………………………………...99
8. Conclusion ……………………………………………………………..100
9
Interns
hip Report (HRM)
LIST OF TABLES AND ILLUSTRATION
1. Key operating and financial data ………………………………………

24
2. Horizontal analysis ………………………………………..
25
3. New orders …………………………………… 28
4. Sales turn over ……………………………………….. 29
5. Profitability ………………………………………. 29
10
Interns
hip Report (HRM)
6. Earning per share ……………………………………… 30

7. Capital investment ……………………………………. 30
8. Balance sheet …………………………………… 31
9. Profit and loss account ………………………………….. 33
10. Cash flow statement ………………………………… 34
11. Revenue ……………………………….. 36
12. Statement of changes of equity ……………………………. 37
13. No of employees ……………………………………. 38
14. cash flow …………………………………. 52
15. Organizational chart ……………………………………. 54
16. Org chart of Hr dept ………………………………. 67
17. Recruitment application form ……………………………… 71
18. Employee requisition form ………………………………… 72
19. Job profile form ………………………………… 74
20. Employee orientation form ……………………………………. 76
21. Internship attendance sheet ………………………………. 86
22. Internship request form ……………………………………….. 87
23. Std appraisal form ……………………………………………… 88
24. Std evaluation form ………………………………………… 89
SUMMARY
I am very thankful to all of the siemens organizational members and employees .they
help me in each step and give me guidance whenever I was entangles in different
stages. Firstly they give the opportunity to learn from the STP department here .Here
Sir Nabeel Rafique give me the guidance then he reference me to Mr. Zeeshan
11
Interns
hip Report (HRM)
Adil .Mr. Zeeshan Adil is a Sales Manager. He told me of all the stages of Sales
department firstly refer me Sir Sajjid Jamil who is a purchase manager .he give me
proper guide and told me all of the functions of Purchase department. In siemens
trading through Germany then orders conduct from different organization and then
purchaser team arranged the orders .then after arranging the orders the sales
mangers takes enquiry after that enquiry is complete then they purchase orders
makes. Then requisition of purchasing after requisition Management approval
through signature to sales manager .after that sales team they break up the orders
in business wise into IA and DT. After spirit purchase orders making through EDP.
After that SAP spirit on Purchase orders approval through managers then finally
sends out through EDI. Delivery date they gives them .order confirmation from
Germany they checkout orders wise. If substitute they inform to Germany then Okay
.some time Germany cancel the orders because of DAMEX or other reason after order
confirmation bank statement and bank counter establish then they receive the
GR{ good receive } .
Then after that I was go to HR department of SIEMENS .Here I
meet to Mr. Fahad Rasheed .He is a HR Personnel Officer. Basically work for student
liaison program and arrange the training and he gives me a lot of knowledge
according to human resource. He gives me all procedures of HR department .Here an
organizational structure is decentralized. He told me the recruitment and selection
process .firstly vacancy are comes then there are different method to fill this vacancy
internal and external .then the process of recruitment and selection is through job
analysis, job specification then HR review the Salary ,location job profile, verify HR ,
MD approve through internal And external candidate they conduct through panel HR
assessment and test .they offer the selected people then employee joining and
orientation start .they also conduct the training and development .local and foreign
firstly they assess the training need and after that other one also the responsibility of
HR department Performance Management .performance Management is also a part
of training and development through performance management they easily
understood whose need the training what are benefits of this this personal if I give
the training .in future what we will get the benefits. Here the compensation program
is so higher than other organization they gives a lot of benefit to employees as well
as workers .job changes also conduct also here promotion , transfer, demotion all
process are dealing properly and honestly .here the Labour management relation are
so good all benefits they gives them .I am very thankful to all HR management team
who give me a lot of time and give me practically knowledge.
B- 72, Estate Avenue,

S.I.T.E. Karachi
Ph # 2574910
Siemens Engineering Pakistan Co. Limited Fax # 2568394-2550007 12
Interns
hip Report (HRM)
Date: 9th- February-2010
Sub: Acceptance of internship application.
Sir,
Saima Ahsan wants to internship in your organization.
We are giving her permission to allow internship in our company and make the
Human Resource Management System report. She is studying the System of our
company Specially HR.
We wish them success to accomplish her reports.
Thanking
Regards:
For: Siemens Pakistan Engineering Co. Limited
. .
Rana Fahad Rasheed
13
Interns
hip Report (HRM)
ORGANIZATION SUMMARY
Siemens Pakistan plays an integral part in the development and progress of the national economy
with a strong sense of responsibility to society and the environment. As a Corporate Citizen and
conscious of our Social and Environmental responsibilities, we function in a manner that protects
and preserves the environment for our future generations, ensures the health and safety of our
stakeholders and exerts a positive influence in the community. We regard environmental and
social aspects cardinal to sustainable economic development. We believe in the efficient use of
natural
resources and reduction and prevention of pollution. We also assess health, safety and
environmental aspects and impacts in the early stages of Product and Process development. With
these commitments, we at Siemens Pakistan:
Place our continuous and concerted efforts towards minimizing the impacts on the environment
and use of energy and natural resources.
 Control monitor and minimize the generation of waste, emissions to air, water and land; and
are committed to comply with all applicable legal requirements
.
 Ensure adequate controls to prevent any adverse effect on the environment and to reduce or
eliminate Health and Safety hazards.
 Practice efficient energy management with resource conservation and promote recycling,
reuse, reduction and replacement wherever possible.
 Promote awareness, responsibility and commitment for the conservation of the global
environment as well as health, safety and protection amongst all levels of employees.
 Educate the employees on the issues of Health, Safety and Environment.
 Work in a spirit of cooperation with the relevant authorities. We ensure full commitment to
these at all levels of management and conduct regular assessments and reviews to ensure the
continuance of improved Health, Safety and environmental conditions and to confirm the
effectiveness of the Company’s policy, objectives, targets and programs in this regard.
Product, Solution and Services:
Siemens Industrial Complex located in the heart of Karachi's Industrial hub the Sindh Industrial
Trading Estate is a sprawling 96,500 square meters that houses not only five factories producing
motors, diesel generating sets, switchboards, transformers and the recently added factory that will
produce for the first time 220kV power transformers in Pakistan but also the head office of the
Company.
14
Interns
hip Report (HRM)
OBJECTIVES OF THE STUDYING
In siemens Pakistan engineering .Co. limited my objective of studying the Human Resource
Department is preparing of My Final Report of MBA specialization in [Human Resource
Management] .In siemens I study here How we can Recruiting the new employees , their
requisition , how can manage the training and development . What are the procedures of performance
appraisals .what are the qualities of Human resource manager .what are the responsibilities of human
Resource manager. How we can manage the compensation management. I am very thankful to
Siemens management who gives me opportunities to learn from practically.
Yes obviously I got my achievement because I had to theoretically study of all related to HR. but
practically I was nil. I have no idea how they can manage that long procedures in each and every
department HR is concern there are a lot of responsibilities of HR Management and team members.
So definitely I am heartful thankful to HR team of SIEMENS Organization who gives the opportunity
to learn through practically and always help me to complete my report.
15
Interns
hip Report (HRM)
OVERVIEW OF THE ORGANIZATION
Siemens Industrial Complex located in the heart of Karachi's Industrial hub the Sindh Industrial
Trading Estate is a sprawling 96,500 square meters that houses not only five factories producing
motors, diesel generating sets, switchboards, transformers Energy Solutions, Power Oil, High
Transformers, Switchboards, Energy Automation, PTD Services, Solar Industrial Solutions,
Infrastructure Solutions, On Call, Logistics & Maintenance Building, Technology Solutions,
Motors & Alternators Standard Products (STP) ,Information Technology, Portfolio
Transportation Solutions, Generating Sets ,Health Care Solutions ,Medical Solutions ,Technical
Services ,Hospital Solution, Hospital Projects, Med Tech., Services and the recently added
factory that will produce for the first time 220kV power transformers in Pakistan but also the
head office of the Company.
Siemens’ over all involvement in the region dates back more than 30 years .the company ‘s name
first become known through the construction of the indo European telegraph line from London to
Calcutta in 870 .Siemens first office in Lahore ,what is now Pakistan ,opened in 1922 .
Siemens Pakistan Engineering company ltd, was founded in 953 s Private Company, and in 1953
s private company n d in 1963, the company .Our Top ranking in Karachi stock exchange is the
true testament of our leading position .Globally 475,000 employees working to develop and
manufacture products and install complex system and project and tailor wide range of services
for individual requirement .Siemens provide innovative technologies and comprehensive know
how to customer benefits to overall 190 countries.
16
Interns
hip Report (HRM)
HISTORY OF THE ORG

From a small back building workshop in Berlin to a global firm - there
are few industrial corporations that can look back on such a long
history of success as we can. Through this website, we invite you to
take a fascinating trip through time over 160 years of Siemens
history. History
Operational Siemens AG 170 kW hydropower generator built and installed in 1912 in Tsarska
Bistritsa Palace, Bulgaria Siemens was founded by Werner von Siemens on 12 October 1847.
based on the telegraph, his invention used a needle to point to the sequence of letters, instead of
using Morse code. The company, then called Telegraphen-Bauanstalt von Siemens & Halske,
opened its first workshop on Oct. 12.
In 1848, the company built the first long-distance telegraph line in Europe; 500 km from Berlin to
Frankfurt am Main. In 1850 the founder's younger brother, Carl Wilhelm Siemens started to
represent the company in London. In the 1850s, the company was involved in building long
distance telegraph networks in Russia. In 1855, a company branch headed by another brother,
Carl Heinrich von Siemens, opened in St Petersburg, Russia. In 1867, Siemens completed the
monumental Indo-European (Calcutta to London) telegraph line.
In 1881, a Siemens AC Alternator driven by a watermill was used to power the world's first
electric street lighting in the town of Godalming, United Kingdom. The company continued to
17
Interns
hip Report (HRM)
grow and diversified into electric trains and light bulbs. In 1890, the founder retired and left the
company to his brother Carl and sons Arnold and Wilhelm. Siemens & Halske (S&H) was
incorporated in 1897. In 1907 Siemens had 34,324 employees and was the seventh-largest
company in the German empire by number of employees. In 1919, S&H and two other companies
jointly formed the Osram light bulb company. A Japanese subsidiary was established in
1923.During the 1920s and 1930s, S&H started to manufacture radios, television sets, and
electron microscopes.
ARDNACRUSHA HYDRO POWER STATION
In the 1930s Siemens constructed the Ardnacrusha Hydro Power station on the River Shannon in
the then Irish Free State, and it was a world first for its design. The company is remembered for
its desire to raise the wages of its under-paid workers only to be overruled by the Cumannnan
Gaedhael government.[
WORLD WAR II ERA
A Siemens truck being used as a Nazi public address vehicle in 1932
Preceding World War II Siemens was involved in funding the rise of the Nazi Party and the secret
rearmament of Germany. During the Second World War, Siemens supported the Hitler regime,
contributed to the war effort and participated in the "Notification" of the economy. Siemens had
[8][9]
many factories in and around notorious concentration camps to build electric switches for
military uses. In one example, almost 100,000 men and women from Auschwitz worked in a
Siemens factory inside the camp, supplying the electricity to the camp. The Siemens logo is still
visible above the gas chambers at Buchenwald concentration camp
18
Interns
hip Report (HRM)
POST-WAR
In the 1950s and from their new base in Bavaria, S&H started to manufacture computers,
semiconductor devices, washing machines, and pacemakers. Siemens AG was incorporated in
1966. The company's first digital telephone exchange was produced in 1980. In 1988 Siemens and
GEC acquired the UK defense and technology company Plessey. Plessey's holdings were split,
and Siemens took over the avionics, radar and traffic control businesses — as Siemens Plessey.
In 1991, Siemens acquired Nixdorf Computer AG and renamed it Siemens Nixdorf Information’s
system In October 1991, Siemens acquired the Industrial Systems Division of Texas Instruments,
Inc, based in Johnson City, Tennessee. This division was organized as Siemens Industrial
Automation, Inc., and was later absorbed by Siemens Energy and Automation, Inc.
In 1997 Siemens introduced the first GSM cellular phone with colour display. Also in 1997
Siemens agreed to sell the defense arm of Siemens Plessey to British Aerospace (BAe) and a UK
government agency, the Defence Analytical Services Agency (DASA). BAe and DASA acquired
the British and German divisions of the operation respectively.
In 1999, Siemens' semiconductor operations were spun off into a new company known as Inline
on Technologies. Also, Siemens Nixdorf Information system AG formed part of Fujitsu Siemens
Computers AG in that year. The retail banking technology group became Wincor Nixdorf.
In February 2003, Siemens reopened its office in Kabul
In 2005 Siemens sold the Siemens mobile manufacturing business to BenQ, forming the BenQ-
Siemens division.
In 2006, Siemens announced the purchase of Bayer Diagnostics, which was incorporated into the
Medical Solutions Diagnostics division on 1 January 2007.
In March 2007 a Siemens board member was temporarily arrested and accused of illegally
financing a business-friendly labour association which competes against the union IG Metal. He
has been released on bail. Offices of the labour union and of Siemens have been searched.
Siemens denies any wrongdoing.
19
Interns
hip Report (HRM)
In April 2007, the Fixed Networks, Mobile Networks and Carrier Services divisions of Siemens
merged with Nokia’s Network Business Group in a 50/50 joint venture, creating a fixed and
mobile network company called Nokia Siemens Networks. Nokia delayed the merger. due to
bribery investigations against Siemens
In October 2007, a court in Munich found that the company had bribed public officials in Libya,
Russia, and Nigeria in return for the awarding of contracts; four former Nigerian Ministers of
Communications were among those named as recipients of the payments. The company admitted
to having paid the bribes and agreed to pay a fine of 201 million euros. In December 2007, the
Nigerian government canceled a contract with Siemens due to the bribery findings.
In July 2008, Siemens AG announced a joint venture of the Enterprise Communications business
with the Gores Group. The Gores Group holding a majority interest of 51% stake, with Siemens
AG holding a minority interest of 49%
In April 2009, Fujitsu Siemens Computers became Fujitsu Technology Solutions as a result of
Fujitsu buying out Siemens' share of the company.
CONTROVERSY
Siemens was part of a joint venture with Nokia in 2008 to provide Iran's monopoly telecom
company with technology that allowed it to intercept the internet communications of its citizens to
an unprecedented degree. The technology reportedly allowed it to use 'deep packet inspection' to
read and even change the content of everything from "emails and internet phone calls to images
and messages on social-networking sites such as Face book and Twitter". The technology
"enables authorities to not only block communication but to monitor it to gather information about
individuals, as well as alter it for disinformation purposes" expert insiders told the Wall Street
Journal. During the post-election protests in Iran in June 2009, Iran's internet access was reported
to have slowed to less than a tenth of its normal speeds, and experts suspected this was due to the
use of the interception technology. The joint venture company, Nokia-Siemens Networks,
asserted in a press release that it provided Iran only with a 'lawful intercept capability' "solely for
monitoring of local voice calls". "Nokia Siemens Networks has not provided any deep packet
inspection, web censorship or Internet filtering capability to Iran,"
20
Interns
hip Report (HRM)
NATURE OF THE ORGANIZATION
Siemens Pakistan basically is an engineering company .They is involved in Energy

solution, industrial solution, and health care solution .Corporate social responsibility is a
part of the business process of siemens l leading companies of the world. Billions are spent by global
corporations around the world on health, sports, preservation of environment and heritage and in
supporting causes that lead to an informed and improved society. Siemens Pakistan answer to corporate
responsibility is clear that it wants to have a sustainable partnership with society and make Pakistan
cleverer, healthier and a more enjoyable place. From training young men to become useful members of
society to acknowledging excellence and supporting education, sports, arts and creative thought to
protecting the environment we are working together with society to achieve these objectives. The
example of their business involvement is as follows.
ENERGY SOLUTIONS
 Power Generation
 Oil & Gas
 High Voltage Substations
 Transformer
 Switch boards
 Energy Automation
 PID services
 Solar
INDUSTRIAL SOLUTION
 Infrastructure solution
 Cross industry projects
 On call logistics and maintenance
 Standards products
 Information technology portfolio
 Transportation solution
 Generator sets
HEALTH CARE SOLUTION:
 Medical solution
 Technical services
 Hospital solution
 Hospital projects
21
Interns
hip Report (HRM)
 Med tech services
BUSINESS VOLUME
ENERGY
 Power Generation & Services,

 Oil & Gas
 Transmission and Distribution
 Projects
 Transmission and Distribution
 Products and Services
In the area of turnover and profitability, the Energy segment outperformed all other segments,
with turnover of Rs. 28,306 million and before tax profit t of Rs. 1,906 million. This achievement
is mainly attributable to High Voltage substations business in Dubai, UAE. The current year’s
profitability was also affected significantly due to unfavorable exchange rate fluctuations. In the
area of order intake the segment could not achieve the desired results. The major orders received
during the year include:
• Supply of power and distribution transformers to various distribution companies

• Supply, Installation, Erection, Testing & Commissioning of Bahria Town
• 220KvGrid station
• Design, supply, installation, testing & commissioning of extension of 220 Kv
• Substation for National Transmission and Distribution Company
• Construction of Grid Station on Turnkey basis for Islamabad Electric Supply
FUTURE PROSPECTS:
With the overall gap between the demand and supply situation of energy in Pakistan and the
Government’s commitment to overcome the shortage in the near future, the Energy Sector offers
remarkable opportunities which never existed before. Moreover, with the increased environmental
concerns, Pakistan is looking for alternative methods of electricity generation including Wind
power. The willingness of private sector to invest in Wind power in Pakistan particularly Gharo-
22
Interns
hip Report (HRM)
Keti-Bandar area along with the expertise of Siemens bring the Energy Sector at an advantage to
capture this segment in future.
SEGMENT PERFORMANCE
INDUSTRY
 Industry Solutions
 Industry Automation
 Drive Technologies
The Industry Segment was able to secure new orders of Rs 6,755 million during the year. The
major orders include:
• School Education Department of Government of Punjab for setting up IT Labs in 1305

schools
• Airfield Lighting System for New Benazir Bhutto International Airport
• Electrical work at Pakistan Telecommunication Employee Trust Tower
• Well-head works for Bhit Gas Field
• Electro/Mechanical works for Sawan Gas Compression Station project
• 175MW Combined Cycle Power Plant for Doosan Heavy Industries and Construction
The segment achieved a turnover during the year of Rs. 6,860 million up by 24% as compared to
the previous year. The major turnover is coming from underground Electrification of Defense
Housing Authority, mechanical, electrical and instrumentation services for ABB SPA, supply of
MV/LV switchgears, transformers and SCADA system for Atlas Power plant and supply of diesel
generating sets to Water and Sanitation Agency. The segment profit t declined by 35% and stood
at Rs. 335.580 million. The profitability of the segment was affected mainly due to default in
payment by some customers. In addition to the significant projects mentioned above, the Industry
segment .offered a wide spectrum of products, services and solutions for customers in the areas of
23
Interns
hip Report (HRM)
process and manufacturing industries, transport, buildings and utilities. In view of the power crisis
in the country, we were also able to serve the industrial and corporate customers with our Diesel
Generating Sets.
FUTURE PROSPECTS
The Industry segment is well placed for securing sizable market share in future.
The Public Sector Development Program has been budgeted to the tune of Rs 646
billion in 2009-2010 an increase of Rs 227 billion as compared to revised budget
of last year. This huge investment in infrastructure by the government together
with expected industrial growth in future, promises better prospects for Industry
segment of the Company.
HEALTHCARE
 Diagnostic Products
 Special Products
SEGMENT PERFORMANCE
The Healthcare segment was able to achieve a significant growth in order intake and turnover
with volume of Rs. 1,017 million and Rs. 984 million, respectively. However, the segment could
not achieve the targets set for profitability. The major new orders include
• Supply of diagnostics equipment for state-of-the-art hospital of Al Razi Healthcare, a

project of Dhabi group
• Supply of hospital equipment to Al Jawahir Technical Pakistan
FUTURE PROSPECTS
Pakistan‘s health indicators, health funding, and health and sanitation infrastructure are generally
poor, particularly in rural areas. The current state of healthcare facilities, the size of population
24
Interns
hip Report (HRM)
and its growth, open the door of opportunities for this segment of the Company. The keen interest
of private groups is expected to improve the quality of life of common man as well as more
business opportunities for the Company.
MAXIMIZATION OF SHAREHOLDERS WEALTH
One of the social responsibilities of an institution is performance. The ultimate motive of the
performance is to maximize the return of shareholders. With an excellent track record of
performance, Siemens is able to successfully achieve this motive and prove socially responsible.
Siemens gives utmost importance to share its performance with its shareholders by declaring
excellent cash dividends and resultantly appreciation of market price of its shares which is
influenced by market forces.
DIVIDEND
Consistent with last years and considering the excellent performance during the financial year
ended on September 30, 2009 and to appropriately meet the expectation of our valued members
while conserving the resources to meet the future financial requirements, the Board of Directors
recommends a final Dividend of Rs. 60 per ordinary share of Rs. 10 each (600%). This is in
addition to the interim dividend of Rs 30 per ordinary share (300%), already paid, making total
dividend for the year ended September 30, 2009 of Rs 90 per ordinary share (2008: Rs 90 per
ordinary share i.e. 900%).
SHARE PRICE APPRECIATION
The ordinary share of Rs 10 each of the company is valued at Rs 1,415 as at September 30, 2009,
signifying not only the sound base of the Company built over years of continuous success but also
the confidence of our members on the Company. The members of the company have benefit from
investing in the Company and have witnessed manifold increase in worth of their holdings over
decades.
25
Interns
hip Report (HRM)
KEY OPERATING AND FINANCIAL DATA
26
Interns
hip Report (HRM)
27
Interns
hip Report (HRM)
28
Interns
hip Report (HRM)
NEW ORDERS:
New orders of Rs. 16 billion have been received during the year showing a diminution of
69% over last year. This significant reduction in new order value is mainly attributable to two
factors. Firstly, in the previous year we were able to secure extraordinary order intake due to
boom in the UAE market. In the current year we were not able to secure any major order.
Secondly, the local market also witnessed a dull situation not only because of the financial crisis
but also due to the domestic economic and political conditions.
SALES TURNOVER
The Company was able to achieve the highest turnover volume in its history as the
turnover reached to Rs 36 billion showing an increase of 34% over previous year mainly duet
projects being undertaken in the energy sector. The total
Turnover includes business of Rs. 21.5 billion (2008: Rs. 12.4billion) conducted in Dubai, UAE
and in Afghanistan in the area of construction of High Voltage substations, registering growth of
74% over last year. This increase was attributable to execution of orders received in the previous
year.
29
Interns
hip Report (HRM)
PROFITABILITY:
Despite all the odds in UAE and Pakistan market and the unfavorable business conditions,
the Company has managed to achieve profit t before tax of Rs. 2.1 billion, showing a decline of
16% as compared to the corresponding previous year. Inline with profit t before tax, profit t after
tax also recorded a decrease of 19%. The main contribution of erosion of profit stability’s the
unfavorable exchange rate movement.
30
Interns
hip Report (HRM)
EARNINGS PER SHARE
The earnings per share (EPS) after taxation was Rs 165.53(2008: Rs. 203.60). As there is
no movement in the number of shares, the only contributor to this decline in EPS is the Low profit
stability.
CAPITAL INVESTMENT & FUTURE COMMITMENTS:

During the year, the Company strengthened its manufacturing capacity. The vapor face oven for
large transformer was completed during the year at a cost of Rs 160 million including its building,
which is an integral part of our new 220Kv power transformer manufacturing facility
commissioned last year. Rest of the capital investments were mainly undertaken on account of
miscellaneous replacement, modernization, and capacity enhancement of plant and machinery,
extension of office blocks and procurement of vehicles. As of September 30, 2009, the financial
commitments of the company towards procurement of capital goods were Rs26.584 million.
31
Interns
hip Report (HRM)
32
Interns
hip Report (HRM)
BALANCE SHEET
33
Interns
hip Report (HRM)
BALANCE SHEET
34
Interns
hip Report (HRM)
PROFIT AND LOSS ACCOUNT
35
Interns
hip Report (HRM)
CASH FLOW STATEMENT
36
Interns
hip Report (HRM)
REVENUE:
37
Interns
hip Report (HRM)
STATEMENT OF CHANGES OF EQUITY
38
Interns
hip Report (HRM)
NO OF EMPLOYEES IN SIEMENS
There are lot of employees work over their like Human resource department,, energy sector, health care,
finance department , Information technology department , Sales department, Purchase department, etc and
also working in Lobar department .there re lot of labor work over their and got lot of benefits .
Here employees are based on
a. Permanent employees
b. contractual employees
b.1. Trainees
c. Business unit contract Local contract
d. Third party contract
39
Interns
hip Report (HRM)
PRODUCT LINES
Products
Industrial
• Industrial Instrumentation (Sensors and Controls)

• Gas & Steam Turbines
• SENTRON Low voltage switchgear
• SIRIUS Controls
• SINAMICS & Perfect Harmony drives
• Electric motors
• SIMATIC Programmable Logic Controller (PLC)
• SIMATIC Human Machine Interface (HMI)
• SIMATIC PCS7 Distributed Control System (DCS)
• SINTESO Fire detection system
• SINUMERIK Computerized Numerical Control (CNC)
• SIMATIC Automation Designer
Telecommunications
• Telecommunication Service Platform, the TSP 7000

• Gigaset, Home entertainment products, including Gigaset M740 AV, a set-top box to
receive TDT and integrate it in a domestic network (using WLAN or cable), i.e. for home
streaming media.
• Hicom Trading E
• Hicom 300
• Hi Path
• HiQ 8000 Soft switch
• HIE 9200 Soft switch
• MSR32R
• EWSD telephone exchanges
• SPX 2000 small digital telephone exchange (rural)
• Siemens Giga set cordless telephones
• Open Scape Voice (Hi Path 8000)
• Siemens Mobile Phones - divested to BenQ in 2005
• Radio and core products for 2G and 3G Mobile Networks (GSM, UMTS, ...)
Transportation
• Siemens-Adtranz LRV
• Duewag/Siemens 1435 mm Combino Low Flr LRV
• MX3000 Metro car for Oslo (SGP Wien works) - Oslo T-bane, Norway
• CAF S4000 Metro - Barcelona Metro
• Schindler/Fiat-SIG/Adtranz Cobra Be 4/6 Low Floor LRV - Zurich VBZ
• Class H Metro 5001 - Berlin BVG
40
Interns
hip Report (HRM)
• SWBSiemensr NGT 6D LRV - Bonn, Germany

• EuroSprinter electric locomotive
• C651, Mass Rapid Transit (Singapore)
• Desiro, ICE (or Velaro), and Transrapid trains
• Siemens Modular Metro: Siemens (train), Melbourne, Australia
• EMU321, EMU341 - TRTC, Taipei
• VL256 (original from MATRA) - TRTC, Taipei
• Kaohsiung Mass Rapid Transit System KMRT
• Viaggio and Viaggio Light (for Israel Railways)
Control Systems
• SIMATIC PCS 7 Process Automation System for Process and Hybrid industries
• Siemens SPPA-T2000 Control System (formerly Teleperm XP)
• Siemens SPPA-T3000 Control System (For Electrical Power Generation Control)
Healthcare
• Acuson Antares Ultrasound

• Acuson Cypress Ultrasound
• Acuson S2000 Ultrasound
• ARTISTE Linear Accelerator
• AXIOM Aristos
• AXIOM Artis
• AXIOM Iconos
• AXIOM Luminos dRF
• AXIOM Multix
• AXIOM Sensis
• Biograph TruePoint PET.CT
• DocuLive, EPR
• Dynamics, Multi-modality image review, reporting, and PACS
• E.Cam Signature Series Gamma Camera
• Magnetom C!, a low field open MRI (.35T)
• Magnetom Avanto, a Tim system MRI (1.5T)
• MAGNETOM Essenza, a Tim system MRI (1.5T)
• Magnetom Espree, a Tim system, open bore MRI (1.5T)
• Magnetom Espree Pink, a Tim system, breast dedicated open bore MRI (1.5T)
• Magnetom Symphony (1.5T)
• Magnetom Symphony, a Tim system (1.5T)
• Magnetom Trio, A Tim System, ultra high field MRI (3.0T)
• Magnetom Verio, A Tim System, ultra high field MRI (3.0T)
• Mammomat Inspiration
• Mammomat Novation
• Mobilett
41
Interns
hip Report (HRM)
Responsible – Committee To ethical and

responsible actions
Excellent – Achieving high performance and
excellent results
Innovative – Being innovative to create
sustainable values
42
Interns
hip Report (HRM)
To remain
market leader and technology pace
setter in the engineering and
electronics industry by utilizing the
high-tech engineering expertise of
the Siemens Group worldwide. To
maintain our strong and prominent
local presence.
43
Interns
hip Report (HRM)
To realize our vision by:

• Providing quality to our customers t
competitive prices, to their complete
satisfaction
• Generating earning sufficient to
ensure secure future for the
company and to protect and increase
our shareholders /stakeholders
investment
• To enhance creativity and job
satisfaction of our employees by
providing opportunities for personal
development, limited only by their
own ability and drive.
44
Interns
hip Report (HRM)
• To contribute to the national

economy ,whilst realizing strong
sense of responsibilities to society
and the environment
• To enhance the investment of our
customers through human
Excellence, our technology, our
processes, our high standards of
quality and financial strength.
• To support and strive for technology
transfer to Pakistan through our
global resource and local presence.
MISSION
1. CUSTOMER
1.1 To determine and hire the right person for the right job
1.2. Deliver on Shared Services Roles
1.3. Manage and deliver on HR Calendar of Events
1.4. Completion of Organization Targets
GOALS/TARGET
1.CUSTOMER
1.1 Specific Job Profiles completed as identified in Company targets.

1.2 Integrate delivery time and turn around as per e-mail from CFO
1.3 Constantly monitor HR calendar
1.4 Monitor completion of targets and escalate for assistance as necessary.
1.5 Improve service delivery & quality rating.
45
Interns
hip Report (HRM)
STRATEGY
1. CUSTOMER
1.1 Appropriate Job Profiles with clear job descriptions and skill set…
1.2 To comply with HR Calendar of Events
1.3 To achieve targets derived from Customer Satisfaction Survey
MISSION
2. FINANCIAL
2.1 Develop and deliver efficient and competitive SLA

2.2 Enhance Productivity
2.3 Reduce Costs
GOALS/TARGET
2. Financial
2.1 SLA delivery under the new structure of SMD
2.2 Improve time and timelines of delivery
STRATEGY
2. Financial
2.1 Cover service areas through SLA and maintain productivity
2.2 To provide Customers economical services and to be benchmarked as
The lowest in the regional cluster
2.3 Approx 8 Mio Indirect savings through payroll, travel, recruitment
and training related services
MISSION
3. EMPLOYEES
3.1 Determine and fulfill on Competency Development
3.2. Enhance creativity and job satisfaction
GOALS/TARGET:
46
Interns
hip Report (HRM)
3. EMPLOYEES:
3.1 Deliver according to People Strategy Competency development program
3.2 Determine KPIs from Customer Satisfaction Survey
STRETEGY:
3. EMPLOYEES
3.1 People Strategy fulfillment
3.1 Orientation and Open Sessions
3.2 Development of Action Plans
MISSION
4. PROCESSES
4.1 DQS Audit
4.2 HR Policy Manual
4.3 Alignment with global HR policies / procedures
GOALS/TARGET
4. PROCESSES
4.1 Rigorous follow up plan as per audit findings
4.2 Improve policy manual to reflect both transparency and quality.
4.3 Improve existing processes & Policies
STRATEGY
4. Processes
4.1 As per HR Schedule of Events
47
Interns
hip Report (HRM)
We identify Customer’s needs
We combine Products & Engineering Services
We provide One Window Operation through Key

Account Management
We market Solutions … not Products
We grow with Customers
48
Interns
hip Report (HRM)
This report is a necessary part of MBA degree program. Department of Human

Resource management And STP of my learning experience with SIEMENS
Pakistan co Engineering limited begins with my joining from March 1st , 2010 to
may 16th ,2010 April
I would like to highlight this that my experience with SIEMENS was

very memorable and full of HRM practices are described in relation with their
functions to improve performance. After the detailed description of SIEMENS
HRM practices some recommendations are given to remarks.
49
Interns
hip Report (HRM)
ORGANIZATION STRUCTURE OF SIEMENS
Since 1 January 2008, the company is divided into 3 sectors and a total of 15 divisions.
• Industry Sector
o Drive Technology
o Industry Automation
o Building Technologies
 Fire Safety & Security Products
 Security Solutions
 Heating & Ventilation Products
 Building Automation
o Industry Solutions
o Water Technologies
o Metal Technology Division
o Mobility
o Osram
o Market Specific Solutions
o Financial Solutions
o IT Solutions and Services (This division is scheduled to no longer be a part of
Siemens AG starting July 1, 2010. It is rumored that it will be purchased by a
number of different organizations including Infosys and the BBC.)
o Communication Networks
• Energy Sector
o Fossil Power Generation
o Renewable Energy
o Oil & Gas
o Service Rotating Equipment
50
Interns
hip Report (HRM)
o Power Transmission
o Power Distribution
o IT Solutions and Services
• Healthcare Sector
o Diagnostic Imaging and Therapy
o Laboratory Diagnostics
o Infrastructure Solutions
o Hearing Instruments
o IT Solutions and Services
51
Interns
hip Report (HRM)
FINANCIAL MANAGEMENT
Siemens is committed to a strong financial profile, which gives us the financial fl edibility to
achieve our growth and portfolio optimization goals. Our principal source of Company financing
is cash inflows from operating activities. Our Treasury generally manages cash and cash
equivalents for the entire
Company and has primary responsibility for keeping funds available as and when required. In
addition to excess liquidity the Company has more than Rs. 4.7 billion credit lines with various
banks .At September 30, 2009 the Company held Rs. 1.403 billion in cash in various currencies
which were managed by Treasury. Treasury carefully manages investments of cash and cash
equivalents to optimize profits subject to strict risk and credit requirements.
Cash Flow
52
Interns
hip Report (HRM)
CASH FLOW MANAGEMENT
In the area of cash flow, we’ve set a cash conversion target of “one minus the Company’s
growth rate. Positive cash flow is vital if we are to make the investments necessary to generate
future growth. The company gives utmost importance to its positive cash flows and controls its
financing and investing
Activities accordingly. Company and segment level analysis of cash flows are performed on a
monthly basis against budgets and forecasts and corrective actions are taken where necessary. A
certain percentage of variable income of employees is based on positive cash flows in their areas
of responsibility.
53
Interns
hip Report (HRM)
HIERARCHYOF SIEMENS
54
Interns
hip Report (HRM)
55
Interns
hip Report (HRM)
ORGANIZATIONAL STRUCTURE OF SIEMENS HR DEPARTMENT

56
Interns
hip Report (HRM)
The organizational structure of siemens is decentralized.
Name Function
Director HR
Mr. Amin Bandhani
amin.bandhani@siemens.com
 Director
Ms. Jennifer Nathaniel (Secretary)

jennifer.nathaniel@siemens.com
 Secretary
 Birthday Cards
 B-Forms & Increments of Non-Executives
 Departmental Support
Personnel Development
Mr. Naukhez Arslan
naukhez.arslan@siemens.com
 Head of Personnel Development
Mr. Syed Ghazanfar Ali

ali.ghazanfar@siemens.com
 HR IT Landscape
 PMP
 SCD
 GID
 IDD
 SMR
 eRecruitment
 Organization Chart
Ms. Saima Sadiq

saaima.sadiq@siemens.com
 BA Campus
 Online Trainings
 Open House Sessions
 Trainee Orientation
 Exit Interviews
57
Interns
hip Report (HRM)
• QMR
Mr. Mudassir Mustafa

mudassir.mustafa@siemens.com
 Key Account Officer Industry Sector
 PLE
Ms. Wajiha Alam

alam.wajiha@siemens.com
 Key Account Officer Energy Sector
Ms. Mahmoona Bashir

mahmoona.bashir@siemens.com
 Key Account Officer Healthcare Sector &
Corporate Departments
 ERF Management
Ms. Sarwat Chawla

sarwat.chawla@siemens.com
 PD Team Assistance
 Training Calendar of Events
 SLA Charging for Trainings
 Medical Profile Update
 IT Support
Mr. Rana Fahid Rasheed

fahad.rasheed@siemens.com
 University Liaison Program
 Internships
 Student F/Y Project
 Student Trainee
 Entry Tests
 Trainee
 Outstation Allowance
Mr. Salman Haider

haider.salman@siemens.com
 Training & Development
 PM@Siemens
 Training Execution
 Foreign Training Bonds
Personnel Administration
Mr. Rashid Iftikhar
rashid.iftikhar@siemens.com
58
Interns
hip Report (HRM)
 Head of Personnel Administration
Mr. Syed Abrar Hussaini  Contract Employees Unit

abrar.hussaini@siemens.com
 Contract Renewals
Mr. Syed M. Arshad
arshad.mohammad@siemens.com  Contract Employee's Payroll
Mr. Kamran A. Khan

khan.kamran@siemens.com  Taxation
 Contract EOBI & Final Settlements
 Company Cars
Mr. Fawad Usmani
 Business Cards
ali.usmani.ext@siemens.com
 Long Service Jubilee Certificates
 MBO & IBB Admin.

Mr. Zafar Ahmed
 Expats Handling & Delegation
zafar.ahmed@siemens.com
 Increments & Promotions
Mr. Zeeshan Anis
 Bonus
zeeshan.anis@siemens.com
 Budget
 Final Dues
 Deputations
 LFA Monthly Reporting
 Dept. Cost Tracking
 SLA Charging
Mr. Muhammad Asad

muhammad.asad@siemens.com
 Travel Admin & Expenses Settlement
 Travel Advance
 Corporate Credit Cards
 Visa Letters
 Traveling Claims/ Vouchers
 Payroll Administration
59
Interns
hip Report (HRM)
 Taxation
Mr. Imran Ahmad
ahmed.imran@siemens.com  Medical Reimbursement
 Salary Certificates
Mr. Kamran A. Khan  Monthly Tax Reporting
khan.kamran@siemens.com  Salary Advances
 EOBI
 Group Insurance
 Bank Loans
Mr. Asif Munir

asif.munir@siemens.com
 Mobile Phones Admin.
 Attendance & Leave Admin.
Mr. Shahid Alam Baig

shahid.alam@siemens.com
 Employee ID Cards
 Travel Invoices
 Visa Charges
 Conveyance Vouchers
Mr. Mohammad Ali Maujee

ali.maujee@siemens.com
 Provident Fund Account Management
 PF Loans
 PF& Gratuity Dues
 Employee Feedback Surveys
 Vendors Due Diligence
 Cluster Level Support
 Stock Options/Awards
nasir.soomro@siemens.com
 Filing
 Personnel Records
 Dispatches
Mr. Qamarul Islam

qamar.siddiqi.ext@siemens.com (CTI)
 Management of Provident Fund
60
Interns
hip Report (HRM)
 Gratuity Fund
 EOBI
 Contractual / Outsource Staff (CTI)
Mr. Rauf Rehman

rauf.rehman@siemens.com
 Head of HR Dubai Branch
ORGANIZATIONAL HIERARCHY OF SIEMENS HR DEPARTMENT

61
Interns
hip Report (HRM)
62
Interns
hip Report (HRM)
Employees at their full

potential
To enhance creativity and job

satisfaction of our employees by
providing opportunities for personal
development limited only by their
own ability and drive
63
Interns
hip Report (HRM)
HUMAN RESOURCE PROCESS IN THE SIEMENS
a.] HUMAN RESOURCE PLANNING AND FORECASTING
 FORECASTING HR REQUIREMENT
 METHODS TO FORECAST HR NEEDS
HR planning is the process by which the Management determines how an organization

Should move from its current status from the desired position of human resources. Through
Planning, management strives to equip with the right number, right type, at right places, at right
Time to do the right kind of jobs
IMPORTANCE:
Future personnel needs
 creating highly competent personnel
 Coping with change
 Protection of weaker sections
 International strategies
 Increasing investment in human resources
 Other benefits:
 Personnel cost may be less
 Better planning and opportunities
OBJECTIVES
PLANNING
 To determine future needs

64
Interns
hip Report (HRM)
 To recruit and retain human resources

 To improve standards, skills and ability of existing employees
 To estimate cost of human resources
 To make best use if existing human resources
To foresee the impact of technology

 To assess the shortage or surplus of human resources
 To minimize imbalances
PLANNING PROCESS
1. Analyzing organizational plans.
2. Demand forecasting – forecasting overall human resources requirements in accordance with the
Organizational plans.
3. Supply forecasting – obtaining the data &information about present & future human resource.
4. Estimating the net human resources requirements.
5. Incase surplus, plan for redeployment, retrenchment and lay-off.
6. Incase deficit, forecast future supply of human resources
7. Plan for recruitment, development if supply is more than or equal to net human resource
requirements.
8. Plan to modify or adjust the organizational plan if supply will be inadequate with reference to
future net requirements
FORECASTING TECHNIQUES
a) Managerial judgment
b) Ratio – trend analysis
c) Work study techniques
d) Delphi technique
e) Flow model
65
Interns
hip Report (HRM)
SUPPLY FORECASTING
1. Existing human resources

2. Potential losses to existing resources through employee wastage.
3. Potential changes to existing resources through internal promotion.
4. Sources of supply siemens from within org
5. Sources of Siemens supply from outside the org.
DEMAND FORECASTING
Process of estimating future people required Its basis must be the annual budget and long-term
Corporate plan. Considers:
1. External factors: competition, change in technology, laws and regulatory bodies.
2. Internal factors: budget, organizational structure, production levels etc.
66
Interns
hip Report (HRM)
HR FUNCTION OF SIEMENS
RECRUITMENT & SELECTION
The recruitment and selection of employees are driven by qualification, merit and fitness.
Progress within the company depends very much on employee’s ability, dedication and loyalty
towards the company. Employees who engage themselves in continuous learning and
consistently strive for improvement in their knowledge, skills and attributes excel with the
Organization. It is the company's practice to promote its own staff to higher positions whenever
possible. Our managers set clear, ambitious and inspiring goals. By leading on the basis of trust,
we empower our people to make their own decisions. We demonstrate courage and conviction
when introducing necessary changes. We expect out managers to serve as role models in
everything they do. The company reserves the right to transfer the employee within the
organization as and when the need arises. Employment is subject to obtaining a satisfactory
medical report from the company appointed doctor and presentation of previous employer
reference and/or resignation acceptance, wherever applicable. The Sourcing and Recruitment
policy aims to define a uniform framework of standards that support the presence of Siemens as
a technology leader in the market. These policies structure our internal standards and processes
for excellence in selection and recruiting.
WHAT IS THE PROCEDURE OF RECRUITMENT AND SELECTION?
1. Job Analysis
1.1 : Job Specification
1.2 : Job Description
2. Orientation
3. Selection
67
Interns
hip Report (HRM)
1. EMPLOYEE SELECTION PROCESS:
1.1: vacancy
1.2: Trainee test
1.3: Test Qualify (HR Interview)
1.4: short list offered
1.5: letter issue
1.6: Orientation
SIEMENS
RECRUITMENT APPLICATION FORM
POSITION APPLIED FOR: APP. NO.:
I. Name: ………………………………………………………………………
II. Marital Status: ………………………………………………………………
III. Nationality: …………………………………………………………………… PHOTOGRAPH
IV. Contact Nos. ……………………………………………………………………

V. Academic Qualification: ………………………………………………………
VI. Field Of Study: …………………………………………………………………
WORK EXPERIENCE
Name Of Organization Duration Position Reason For Leaving

FROM TO
VII. Contact of Previous Employer:

………………………………………………………………………………………………………
VIII. Salary Last Drawn: ……………………………………………………..
IX. Salary Expected: ………………………………………………………….
X. Is Your Field Of Study Different From Your Current Area Of Responsibilities?
YES NO PARTIALLY
XI. Do you have any relatives working in siemens or who have worked in siemens?
YES NO
If Yes, provide details…………………………………………………
XII. Are you willing to work in other cities or towns in Pakistan?
YES NO
XIII. How many working members are there in your family?……………..…………………..
XIV. Why Siemens?

…………………………………………………………………………………………………
XV. Your key strengths:
68
Interns
hip Report (HRM)
a. ……………………………………………………
b. ……………………………………………………
c. …………………………………………………..
II. Your weaknesses:
a. ……………………………………………………
b. ……………………………………………………
EMPLOYEE REQUISITION
Employee Requisition Form is used when a new hiring is required for a unit. This form applies to
Permanent, Contract and Trainee positions. It is also used for conversion of Contract to
Permanent employees, Trainee to Permanent or Trainee to Contract.
The form is forwarded to HR, Recruitment Services with associated documents and signatures –
as stated on the ERF.
EMPLOYEE REQUISITION FORM
From (BU / Dept): Receiving Date
TO: Human Resources Please refer to:
Date:
1. POSITION PROFILE (please fill separate profile
69
Nature of job:
 Trainee  Permanent
 Contract  Project
Interns
Proposed Designation:__________________________
hip Report (HRM) Number Required (if more than one):
___________
Appointment Date(s): ____________/ ____________/ ____________/ ____________/ ____________
2. for each position)
Proposed Grade: _______________________________ (For permanent employment only)
Proposed Gross Salary Range: From Rs __________To Rs. ____________ (Not applicable for trainees)
(Variation between From and To Range should not be greater than 10%)
Benefits: Cell Phone _______________ Vehicle: ________________ Others
______________________
IBB / MBO ________________ Allocation Rate: ___________________
Internal: Seating Available  Computer Available  Stationary Available 
Probation Period (for permanent employment only) : ___________ months
Duration of Contract (for Contract / Project employees only):___________ months
Location (City): ____________ Cost Centre:

__________
Project Name & Order Number (For Project Employment):
________________________________________
SOURCING METHODOLOGY:
 Head Hunters ________  eRecruitment _________ Print Media _________  Job Portals (External)
________________
 University Posting _________________________________  Internal Advertisement
______________________________
REASON FOR REQUISITION (Please  one of the following):

 Replacement of Mr. / Ms. ___________________________ as per budget for the business year 200__ / 200__
 New appointment as per budget for the business year 200__ / 200__
 An additional appointment for which no provision could be made in the budget for the business year 200__ / 200___
 Trainee to Permanent / Contract  Contract to Permanent  Contract Expiry Date: __________-

___
EMPLOYEE SALARY PRESENT COST (Only for replacements)
 Same  Changed Value _______________ (Justification if more than 10% increase):

______________________________
Justification for Non-budgeted appointment (Please enclose separate attachment if required):
Justification for budgeted appointment:
 Project Execution  Productivity Improvement  Business Continuity  Mission Critical
ED (signatures with stamp) DD (signatures with stamp) GM / DGM (signatures with stamp)
70
Interns
hip Report (HRM)
Function:  Engineering  Design  Production  Sales  Projects

 I.T / OI  QA  Finance/Accounts  Business Administration
 HR  Audit  Others __________________________________
JOB PROFILE
Job Profile Form is used for all new employees to prepare a structured description of the
individual tasks and the skills necessary for the position. The form assists in clearly outlining the
job responsibilities of the position and the skills and knowledge required.
The form is used for discussion of supervisor with the new employee in order to have clarity of
role. It can also be used for recruitment for the position as well as analysis of competencies and
subsequent gap analysis.
JOB PROFILE FORM
vali
d responsi
Job Profile fro ble:
m:
Name of Org.
Bas
ic
Function Unit
71
Interns
hip Report (HRM)
Dept.
/
Country
Locati
on
Functio Position
Job Family
n Type Level
Division/Group- Division/Group- Regio Customers/Partner/Associati Nation Internatio
Corporate Division/Group Product Business System Business Solution Business
Corporate Sales Regions ns ons al nal
Mission
of
Data
Function
Dimensi
ons
of
Function
Contact
s
(internal
/
external)
Areas of Responsibility / Tasks
Mnt
Priorit Responsibil
What - How - Why ity
criteria
y (Optional)
Tasks
C o m p e t e n c i e s
Techniques (Technologies / Méthodologies / Level Business

Knowledge
Professional Knowledge) B/A/E Relevant.
72
Interns
hip Report (HRM)
Essential (today and in future)

Experience
Professional
Variety of Business
Project /
Process
Variety of Function
Areas
Leadership
Variety of Function
Types
Intercultural
Variety of Cultures
EXECUT
EDGE ENERGY ENERGYZE PASSION
E
Unlimited Communicati Customer
Initiative Analytics
Capabilities
thinking on Skills Focus

Change
Entreprene Network built Decision Profession
orientatio
urial spirit on trust making al ethics
n
Result
Self and
Coaching & Siemens
determinati Learning quality
Mentoring values
on orientatio
n
Business
Strategic
compete Team player
judgment
nce
NEW EMPLOYEE INDUCTION / ORIENTATION / ON THE JOB TRAINING:
New Employee Induction / Orientation / On the Job Training Form are used for all new
employees to provide an integration plan and increase the awareness of the business environment.
This form has to be submitted along with the Employee Requisition Form. .One of the roles of HR
73
Interns
hip Report (HRM)
is to follow up with the employee, on a periodic basis, the progress and follow through of this
plan.
From (BU / Dept): Receiving Date
TO: Human Please refer to:
Resources
Date:
Name of Candidate: _____________________________________________

Designation: ____________________________ ______________________
Qualification & Institute: ____________________________ ______________________
Test Score (if applicable): ________________________________________
Date of Appointment: ____________________________________________
Proposed Remuneration (as per employee requisition form): Rs. __________
Any other conditions (as per employee requisition form):
_______________________________________
___________________________________________________________________________________
Candidate profile matches with the approved Job Profile of this position. Yes / No
If No, please specify reason and attach revised Job

Profile.___________________________________
__________________________________________________________________________________
--------------------------------------------------------------------------------------------------------------------------------------------
----
ED / DD (signatures with stamp) GM (signatures with stamp) DGM (signatures with stamp)
(not applicable where GM/DGM are available)
Salary Brea (to be filled by HRD)
In case of Trainee to Permanent / Contract to Permanent,

Gross Salary in previous position is: Rs. ________________ per month
Grade & Step : _________________________
Basic Salary : Rs. ________________ per month

House Rent : Rs. ________________per month
Conveyance Allowance : Rs. ________________per month
Utilities Allowance : Rs. _________________per month
Other : Rs. _________________per month
TOTAL : Rs. _________________per month

-------------------------------------------
SELECTION ADVICE
74
Interns
hip Report (HRM)
Selection Advise is sent in by the business unit after an employee has been selected to be hired.
The selection of a candidate can take place through a number of avenues:
Entry Level Tests at Universities, e-Recruitment, Job advertisements – external.
The hiring decision takes place upon use of the Interview Evaluation Forms (see below for further
details on Interviews).Only interviews conducted by DGM Level and above are acceptable. It is
mandatory to have 3 interviews conducted prior to selection: BU raising the ERF, Neutral BU and
Human Resources. The form is also used for Trainee to Permanent employees or Contract to
Permanent employees.
ERF TRACKER
ERF Tracker provides the status of all requisitions open in the system. The ERF Identifier is a
unique number assigned to a requisition and provides a mechanism of tracking each requisition
from receipt at HR Recruitment Services (complete ERF), approvals at each step and hiring
status. It is therefore very important to receive Interview results as soon as interviews are
conducted. The tracker is mailed to BU Heads each week
E-RECRUITMENT
E-Recruitment is an application of internet used to recruit / hire the right employee for each
position. The objective of this application to have a ‘one stop information center’ for each
potential candidate as per hiring guidelines of Siemens AG and Siemens Pakistan.
With the approval of each ERF, a Job is opened on e-Recruitment in order to receive applications
against the required Job Position, track CV’s short-list candidates, call for tests and interviews.
Test scores are also maintained in this application. The Interview status is also available for the
Key Account Officers to view and follow the status of each interview.
How to access the application: Passwords and demonstrations of the system have been offered to
business units. For further enquiries, please contact the HR IT Coordinator for access to this
system’s
New Employee Integration - The purpose of this method is to describe a set of activities to be
performed in order to integrate new employees in as fast and efficient a manner as possible.
75
Interns
hip Report (HRM)
Employee Joining Package – The purpose of this package is to provide new employees with all
the required information and documents to facilitate a safe and successful transition into new
working environment.
EMPLOYEE JOINING PACKAGE
A few of the documents present in the Joining Packet are:

Target agreements – is an agreement form that is filled up by the concerned supervisor and the
employee. It comprises of targets and deadlines that need to be set for the responsibilities and
tasks concerned employee. This form is your ‘achievement catalog’ and is used for final
performance evaluation at the end of the year.
TARGETAGREEMENTFORM
EMPLOYEE HANDBOOK – The purpose of the Employee Handbook is to provide the
employee with comprehensive information about Siemens Pakistan’s rules and regulations.
PAYROLL NUMBERS: are issued upon receipt of completely filled documents in the Joining
Packet. Therefore it is compulsory to submit documents on time to your HR Coordinator
ORIENTATION PROGRAMS – Orientation Programs are conducted for all new employees.
HR holds a session to describe the purpose and intent of the Joining Packet and the correct utility
of the enclosed forms.
Items covered:
• Organization overview
• HR Policies
INTEGRATION OF EMPLOYEES
The Orientation Program is held every month by HR on scheduled dates.

76
Interns
hip Report (HRM)
Please visit our Training and Development section to review our Internal and External Training
Calendars.
ASSESSMENT CENTERS – NEW HIRING UNDER CONSTRUCTION

Assessment Centers are conducted for varying levels of employment in the business.
Level 1: Entry Level Entry Level Tests are conducted each Friday, 9:30 a.m. to 12:00 pm
INTERVIEW PROCESS
Intelligent and effective interviews form the cornerstone of good hiring techniques.
Interviewing is also an art that few people possess but most can master. Interview Evaluation
Form is used for the evaluation of candidates. It must be filled and returned to the Key Account
Officers once the interview has been conducted. Feedback from the interview is entered into the
E-Recruitment application in order to maintain track of the applicant while he/she goes the
various phases of selection. This is of benefit to both HR and the business units.
INTERVIEW EVALUATION FORM
Interview Evaluations Guidelines provide a list of questions as per the Siemens Leadership
Capabilities. Both condensed and details user guidelines are available on how to evaluate
candidates.
TRAINING & DEVELOPMENT

77
Interns
hip Report (HRM)
TRAINING AND DEVELOPMENT:
1. PURPOSE:
To develop the abilities of employees to satisfy the current and future needs of organization.
2. SCOPE:
All employees of Siemens Pakistan are covered under this procedure except trainees.
3. DEFINITIONS:
a) WHAT IS TRAINING?
Activities and programs that helps employees to perform their jobs effectively.
b) WHAT IS DEVELOPMENT?
Represents activities that prepare an employee for future responsibilities.
C) WHAT IS INTERIM TRAINING?
Training not scheduled in local training plan but arranged
PROCESS:
1. Training Need Analysis by BU / Dept. / Division

2. Local training plan and arrangement of training by HR
3. Foreign training plan and travel arrangements
EMPLOYEE DEVELOPMENT:
Procedure (Local Training)
1. Training Need Analysis
2. BU / Dept. / Division perform training need analysis and record at their end.
3. After FC announces deadlines for the receiving of budgeted figures for the next business
year, BU / Dept. / Divisions send their LTP based on training need analysis. BU / Dept. /
Divisions send this LTP for next business year (Oct – Sep) to HR. It specifies training
needs for employees.
4. HR records the LTP and sends schedule of available courses for the first quarter of
business year (Oct-Dec) for nominated employees to BU / Dept. / Divisions. The schedule
of available courses is sent again during the period January to September to BU / Dept. /
Division. It depends on schedule of courses received from institutes.
78
Interns
hip Report (HRM)
5. In case of non-availability of employee on scheduled dates, BU / Dept. / Division can

withdraw or reschedule the course in the following periods. HR records this change and
the course is rescheduled when offered next time.
6. If no changes are required by BU / Dept. / Division, LTP is finalized by HR.
7. Request can be made for course(s) not scheduled in LTP. This request must be approved
by Executive / Divisional Director before sending to HR.
8. HR arranges course registration for employees with training institutes.
9. Training institute sends course confirmation to HR.
10. HR can arrange in-house course based on number of nominations. This however, is not
mandatory.
11. Necessary arrangements for in-house course, if arranged are made in coordination with
CSG department.
12. HR intimate employee(s) about course venue and location.
13. Employees attend course on given date and venue.
14. Employees are due to provide their feedback on completion of training course.
15. It is the responsibility of BU / Dept. / Division to evaluate the effectiveness of training

course.
PROCEDURE (FOREIGN TRAINING)
1. BU / Dept. / Division perform training need analysis and record at their end.
2. After FC announces deadlines for the receiving of budgeted figures for the next business
year, BU / Dept. / Divisions send their FTP based on training need analysis. BU / Dept. /
Divisions send this FTP for next business year (Oct – Sep) to HR. It specifies training
needs for employees.
3. BU / Dept. / Division arrange foreign training and inform HR accordingly.
4. BU / Dept. / Division can also arrange interim training with the approval of Division
Head.
79
Interns
hip Report (HRM)
5. Travel arrangements including bond are made as per travel administration procedure (SP6-
03).
6. Employee(s) are due to provide their feedback upon return.
7. It is the responsibility of BU / Dept. / Division to evaluate the effectiveness of training

course.
80
Interns
hip Report (HRM)
PERORMANCE MANAGEMENT
Confirmation of Service Upon completion of the probation period or the training period, HR
sends out an Advise to the business units. This is basically a confirmation, by the business unit,
that work thus far has been performed satisfactorily and the said employee or trainee may be
considered. To be made permanent (Satisfactory medical report and PEC mandatory)
• To extend probation
• To extend training
• To offer a contract position
• To separate
In the event of non-receipt of return advice from the BU, the employment/training stands
terminated. There is, hence, no employment contract between the company and the candidate
upon expiration of services.
1. PURPOSE:
To define the procedure for performance appraisals, increments and promotions of the
employees.
2. SCOPE:
The procedure is applicable for unionized (staff only) and non-unionized
Permanent Employees. Trainees, Contract employees, workers and those
Compensated through MBO are not covers in this process.
3. DEFINITIONS:
a) WHAT IS PERFORMANCE APPRAISAL?
Process of evaluating employee’s performance.
b) WHO ARE UNIONIZED EMPLOYEES?
Employees who are covered under union management agreement. In
Siemens Pakistan workers and staff from Grade 1 to Grade 16 are entitled
for union membership.
81
Interns
hip Report (HRM)
c) WHO ARE NON-UNIONIZED EMPLOYEES?

All employees of Siemens Pakistan working in grade S0 or above.
PROCESS:
1. Performance appraisal of employees in grade S0 and above is done through Feedback

Dialogue (FD).
2. These forms are sent to concerned BU / Dept. / Division Heads in the last quarter of each
year.
3. Concerned managers fill FD of their employees after dialogue. Managers must ensure that
the employees sign the respective forms.
4. BU / Dept / Division send copies of FD to HR.
5. The activity is repeated next year and original FD of previous year is sent by BU / Dept. /
Division along with the copy of new FD.
6. All these forms are recorded and filed in employees personal files.
PROCEDURE (INCREMENTS & PROMOTIONS - OFFICERS)

1. In the last quarter of each year CFO and MD provide guidelines to HR for the increments
and promotions for the following year.
2. HR prepares allocation sheets based on guideline provided by CFO and MD. Allocation
sheets specifies amount to be allocated for Divisions. CFO and MD are required to
approve allocations for increments and promotions for further processing.
3. HR sends increment / promotion summary sheet to Division Heads along with covering
memo mentioning the allocated amount for the Division.
4. Increment / promotion sheets are filled by BU / Dept / Division management and sent to
HR for further processing.
5. HR verifies the increments and promotions granted by BU / Dept / Division and sent it to
CFO and MD for approval. These sheets can be returned back to Division Head if,
6. Discrepancies are found in terms of allocations and calculations.
7. No justification is given by Division Head for requesting more than allocated amount.
8. No justification is given by Division Head for granting exceptionally high increment or
promotion to any individual.
82
Interns
hip Report (HRM)
9. Final approval is granted by CFO and MD before the issuance of increment / promotion
letter. In case of disapproval it is sent back to HR. HR discusses it with Division Head and
revisions are made as per requirement of CFO and MD.
10. Once approved by CFO and MD, HR issues increment / promotion letters.
11. All the information is incorporated in payroll accordingly.
12. Increments and promotions
13. Granted subject to receiving of FD.
PROCEDURE (INCREMENT & PROMOTIONS NON-OFFICERS)
1. Increments to unionized employees are granted based on completion of one year from
previous increment. In case of new employees, increment is granted based on completion
of first year of service. A list of employees is generated one month prior to due increment
date through SAP.
2. These increments are granted based on union management agreement
3. Increment amount is specified on B Form and sent to Divisional management for approval
4. It is mandatory that employee’s BU / Dept. Head, Division Head and Director IR sign the
B form
5. Once received back, it is signed by Director HR
6. HR sends B Form to CFO and MD for signatures
7. HR issues increment letter to employee(s) and the information is incorporated in payroll
according.
TRAINING NEEDS – LOCAL / INTERNATIONAL:
Training Request Form should be filled once the training has been identified between the supervisor
and the employee. Please ensure that the program you are requesting has been budgeted. If it has
not, a strong case will have to be presented in order for HR to approve the program. All
International programs require the approval of the CFO and MD do not recommend requests for
international programs outside the programs offered by Siemens Learning Campus. Costs budgeted
earlier (see above) play a vital role in approval of requested program.
83
Interns
hip Report (HRM)
TRAINING EVALUATION:
We offer a wide array of opportunities for employees to search, decide and attend. Please take a
proactive approach in furthering your career development.
Training Calendars provide an invaluable source for employees to select a program. These include In-
House Programs, External Programs and links to various institutes, .HR Trainings and Orientation
Programs as well as various initiatives such as Job Profile Training, Performance Review Training, and
Target Setting etc
INTERNSHIP:
In siemens the management gives the internship of universities students. Give opportunities to learn
something through practically
INTERNSHIP ATTENDANCE SHEET
TIME TIME
DATE DATE
IN OUT IN OUT
1 17
2 18
3 19
4 20
5 21
6 22
7 23
8 24
9 25
10 26
11 27
12 28
13 29
14 30
15 31
16
______________
INTERNSHIP REQUEST FORM
Business Unit: ______________________________ Cost Center____________________________

84
Interns
hip Report (HRM)
Supervisor for Intern: ________________________ Extension: __________________________

Starting Date: _________________ Ending Date: __________
Number of Interns currently in Business Unit: __________
Fields Fields
Engineering Commercial
• Electrical • B. Com
• Electronics • M. Com
• Industrial Electronics • BBA
• Telecommunication • MBA
• Bio Medical • BCS
• Industrial Engineering • ACMA
85
Interns
hip Report (HRM)
INTERVIEW EVALUATION
Name of Candidate: Position: Score
Ratings
Attributes Low
High
Drive With Energy
E.g.: Describe a situation in which you used your creativity and imagination to create a new product or
Creativity 1 2 3 4 5
develop a new approach to things. How did it work? What was the outcome?
Initiative E.g.: Tell me about time when you presented suggestions and ideas for improvement? 1 2 3 4 5
Impact and Energize

Communication E.g.: English language proficiency. Give me an example of a time when you were able to communicate
1 2 3 4 5
Skills successfully with another person, even when that individual may not have personally liked you.
Team Skills E.g.: What do you share your work, experiences and ideas with your colleagues? Give a recent example. 1 2 3 4 5
E.g.: Sometimes we are confronted with people who have different attitudes or values from our own.
Situational
Describe a situation in which you had to work with people who had different values. Describe how you 1 2 3 4 5
Sensitivity
handle the situation.
Guide with Passion
E.g.: Strong intentions of joining Siemens. Has throughout reasons for it. Describe a situation where you
Motivation &
set challenging goals for yourself and others. Describe your though process when you did this. Describe 1 2 3 4 5
Inspiration
the roadmap you drew to achieve these goals.
General
Appearance E.g.: Satisfactory dressing and bearing 1 2 3 4 5
Academic
E.g.: Educational background and academic achievements match with the requirement of the position. 1 2 3 4 5
Knowledge
Leadership E.g.: Has demonstrated leadership ability during his academic/ professional career. Has the ability to
1 2 3 4 5
Potential handle/ resolve conflict.
General
E.g.: Has fair idea about major political, economic developments around the world. 1 2 3 4 5
Knowledge
STUDENT APPRAISAL FORM
Name of Appraise (s):__________________________________________________________
Business Unit: ___________ Cost: __________Supervisor:___________________________ Tel
Extension: _______ Starting Date: ____________ Ending Date: ____________
Details of major tasks / assignments performed: Appraisal of tasks / assignments:
1. ___________________________________________ 1. ____________________________________________
2. ___________________________________________ 2. ____________________________________________
3. ___________________________________________ 3. ____________________________________________
86
Interns
hip Report (HRM)
4. ___________________________________________ 4. ____________________________________________
General Impression on the following aspects:

Attribute skills Ratings
Low High
Creativity /Innovation 1 2 3 4
Initiative ( self Starter, Self Motivated ) 1 2 3 4
Sense of Responsibility 1 2 3 4
Performance in teamwork 1 2 3 4
Communication Skills 1 2 3 4
Development potential 1 2 3 4
General Conduct / Behavior 1 2 3 4
Ratings: 1. Unsatisfactory (< 20); 2.Meets minimum expectations (21-40); 3. Meets expectations
(41-60);
4. Partially exceeds expectations (61-81); 5.Exceptional (81-100)
Recommendation:
Recommended for future hiring
Name of Appraiser Designation Signature

Date
Department Head
STUDENT EVALUATION FORM

Business Unit: ___________Cost Center: _______Supervisor: ______________________________
Tel Extension: _______ Starting Date: ____________ Ending Date: ____________
Description of activities to be assigned:

1._____________________________________
2. _____________________________________
3.______________________________________
4._____________________________________
87
Interns
hip Report (HRM)
Name(s) of
Student(s)
Attributes (For project groups, mention names of all group students and evaluate overall group performance on following
attributes.)
E.g.: Describe a situation in which you used your creativity and imagination to create a new product or
Creativity 1 2 3 4 5
develop a new approach to things. How did it work? What was the outcome?
Initiative E.g.: Tell me about time when you presented suggestions and ideas for improvement? 1 2 3 4 5
Impact and Energize
Communication E.g.: English language proficiency. Give me an example of a time when you were able to communicate
1 2 3 4 5
Skills successfully with another person, even when that individual may not have personally liked you.
Team Skills E.g.: What do you share your work, experiences and ideas with your colleagues? Give a recent example. 1 2 3 4 5
E.g.: Sometimes we are confronted with people who have different attitudes or values from our own.
Situational
Describe a situation in which you had to work with people who had different values. Describe how you 1 2 3 4 5
Sensitivity
handle the situation.
Guide with Passion
E.g.: Strong intentions of joining Siemens. Has throughout reasons for it. Describe a situation where you
Motivation &
set challenging goals for yourself and others. Describe your though process when you did this. Describe 1 2 3 4 5
Inspiration
the roadmap you drew to achieve these goals.
General
Appearance E.g.: Satisfactory dressing and bearing 1 2 3 4 5
Academic
E.g.: Educational background and academic achievements match with the requirement of the position. 1 2 3 4 5
Knowledge
Leadership E.g.: Has demonstrated leadership ability during his academic/ professional career. Has the ability to
1 2 3 4 5
Potential handle/ resolve conflict.
General
E.g.: Has fair idea about major political and economic developments around the world. 1 2 3 4 5
Knowledge
Ratings: 1-Unsatisfactory (< 20); 2-Meets minimum expectations (21-40); 3-Meets expectations (41-60);
4-Partially exceeds expectations (61-81); 5-Exceptional (81-100)
JOB CHANGES
PURPOSE:
To define a systematic procedure for the handling of separation process.
2. SCOPE:
This procedure encompasses all the activities related to separation process which includes
separation assessment & final settlement. Separation process is initiated through resignation,
retirement, termination / dismissal and death.
88
Interns
hip Report (HRM)
3. DEFINITIONS:
a) WHAT IS RESIGNATION?
Voluntary separation requested by employee.
b) WHAT IS RETIREMENT?
Separation on reaching superannuation age of 60 years.
c) WHAT IS DISMISSAL / TERMINATION?
Separation on grounds of disciplinary reasons
d) WHAT IS PROMOTION?
Due to good performance & give the benefits to the org.
f) WHAT IS TRANSFER?
Suitable for other department.
g) WHAT IS DEMOTION?
Employee get not target and not suitable for the place.
Some examples of action against the Company's code of conduct are as follows:
a. Disobedience by an employee by refusing to carry out reasonable instruction.
b. Threatening, intimidating, provoking, assaulting, coercing other employees or

interfering with the work of other employees.
c. Behaving riotously, indecently or in a disorderly manner.
d. Slowing down or disputing the work or activities of the Company or influencing others
to do so.
89
Interns
hip Report (HRM)
e. Defacing or damaging the Company's property.
f. Involved in theft or fraud of the Company's, or other employees' money or property.
g. Possessing or selling drugs or harmful stimulants within the Company's premises.
h. Gambling in the Company's premises.
i. Attempting to defraud the Company.
j. Violation of clauses mentioned in employee’s appointment letter.
k. Any other act which is detrimental to the Company's image or which may disrupt the
peaceful working environment of the Company.
l. Sexual harassment.
m. Continuous non or under performance
PROCESS OVERVIEW
EMPLOYEE SEPARATION
• Resignation
• Termination / dismissal
• Retirement
• Death / obituary
• Initial processing of separation / retirement
• Exit interview
• Final settlement
90
Interns
hip Report (HRM)
PROCEDURE (RESIGNATION ACCEPTANCE)
Employee willing to leave the company tenders his resignation, in writing to the immediate
supervisor he / she is reporting.
It is the responsibility of person in charge to the next higher manager in hierarchy within one day
of receiving. A copy should also be sent to HR.
BU / Dept. head upon receiving the resignation discusses his/her concerns and evaluates any
redress of grievances.
If employee agrees to withdraw resignation, it is sent to HR for personal file with comments.
If employee refuses to withdraw the resignation, the BU / Dept. head approves his resignation and
sends it to HR. A copy of accepted resignation should be sent to Division head for information.
HR issues separation letter to employee and sends a draft certificate to BU head to specify the
areas employee worked during his / her tenure.
Separation assessment (exit interview) is carried out as defined in procedure-separation

assessment (bullet-8).
Full and final settlement of dues is carried out and certificate is given to employee as defined in
procedure-final settlement (bullet-9). HR to ensure receipt of signed Statement of Non-disclosure
by leaving employee.
PROCEDURE (RETIREMENT):
A list of employees reaching superannuation age of 60 years is generated at the beginning of each
calendar year.
HR prepares retirement letter, retirement note and draft experience certificate of employee one
month prior to retirement. Retirement note specifies the amount that can be presented as a gift to
the employee on his / her farewell. The amount is calculated as per the following guidelines:
91
Interns
hip Report (HRM)
- For staff and workers 50% of basic salary + 50% of cost of living allowance (COLA).
- For Officers 50% of basic salary.
HR sends retirement letter, retirement note and draft certificate to BU / Dept. head.
After the certificate is received back from BU / Dept. HR prepares the experience certificate. This
certificate is given to employees at the time of final settlement.
Exit interview and final settlement are processed for retiring employee as defined in procedure-
separation assessment (bullet-8) and procedure-final settlement (bullet-9) respectively.
* Incase of retirement of BU / Dept. or Division Head, the next higher hierarchical level would
assume the roles mentioned in 7.3 - 7.4.
PROCEDURE (SEPARATION ASSESSMENT):

A copy of separation letter is provided to concerned person for conducting exit interview.
Exit interviews are conducted for trainees and permanent employees. Based on employee
feedback, HR recommends necessary actions and sends a copy of exit interview form to
concerned BU, CFO and MD. Follow up on actions recommended is done on quarterly basis
through exit interview feedback status report. HR sends a quarterly report to the concerned BU,
CFO and MD on actions taken based on exit interview feedback.
PROCEDURE (FINAL SETTLEMENT)
Copy of separation letter is provided to concerned person for processing of final settlements.
HR sends clearance form to BU, FC for the clearance of any outstanding dues. Clearance from
within HR is also obtained against any out standing dues.
92
Interns
hip Report (HRM)
Once clearance is received, necessary calculations for leave balance, provident fund and gratuity
are made based on work instructions.
Salary dues payable are calculated. Deductions like notice period, bond, travel advance are
adjusted from final dues if required.
A final summary of dues payable is prepared based on all the previous calculations.
The summary statement along with the approved bank voucher is sent to FC for the preparation of
cheque.
EMPLOYEE COMPENSTION & BENEFITS
1. MODE OF PAYMENT
93
Interns
hip Report (HRM)
The employee shall have monthly salary credited to his/her personal bank account and he/she is
issued a pay slip at the end of the month. The HR Department must be informed of any change
in bank account not later than the 20th of the month.
2. PAYMENT OF OVERTIME
Overtime is payable in non officer grades subject to approval of the concerned Executive
Director/Divisional Director, General Manager, and Deputy General Manger or head of
department, as applicable. Overtime is calculated on the basis of applicable rules.
3. PROVIDENT FUND
Upon confirmation the employee is entitled to participate in our voluntary Provident Fund
Scheme by filling in the relevant forms obtained from HR Intranet Page. Employee’s
subscriptions to the Fund are deducted every month from his/her salary and an amount equal to
that subscription is contributed by the Company to employee’s P.F account. Further details can
be seen in the booklet of P.F. guidelines which is provided to the employee upon confirmation.
. 4. GRATUITY
Above 6 months up to 5 years 15 working days basic salary per completed year of service or part thereof in
excess of six months.
Above 5 years up to 10 years 20 working days basic salary per completed year of service or part thereof in
Above 10 years up to 15 years 31 working days basic salary per completed year of service or part thereof in
Above 15 years 35 working days basic salary per completed year of service or part thereof in
excess of six months
Retirement (irrespective of length of 35 working days basic salary per completed year of service or part thereof in
service) excess of six months
Death - irrespective of length of service 40 working days basic salary per completed year of service or part thereof in
excess of six months
5. EMPLOYEES OLD AGE BENEFIT

This is a Government driven pension scheme. The maximum contribution per month is Rs.
300.00 per employee which is paid by the employer. In addition to the employer’s contribution,
the employee has to contribute Rs. 60.00 per month towards EOBI fund which is deducted from
94
Interns
hip Report (HRM)
his/her monthly salary. Under this scheme the government pays pension to those employees
who have retired after reaching the superannuation age of 60 years.
If the nature of job and function demands a mobile phone the same is allotted to them on the
basis of recommendations and bill limit from the concerned BU/Dept management and
approved by the respective Executive Director.
HR arranges for the mobile connection and the purchase of the Mobile set and subsequent
reimbursement is as per the Mobile phone policy. Payment of mobile bill is also routed through
HR for verification of the limit. In case of over limit, unless justified the excess amount is
deducted from employees’ salary.
This facility is strictly for official use and all personal & private calls must be paid by the
employee.
7. ANNUAL BONUS
Bonus is given to officers on the basis of the following:

• The overall financial results of the Company.
• The performance of their BU/Dept.
• Their individual performance.
The bonus, however, is not a part of salary, and hence it is not the legitimate right of an
employee. Its disbursement is at management discretion entirely.
8. TRANSFER OF RESIDENCE
If the company requires the services of an employee at a different location from the present
place of employment, relocation expenses are paid. Should an employee, at his/her own request,
be transferred to another location and the company is able to accede to his/her request for the
transfer, no relocation expenses are paid by the company. Individual cases of hardship are
considered on their merit by the Human Resources and concerned Divisional heads or Executive
management.
95
Interns
hip Report (HRM)
9. OFFICIAL BUSINESS TRIPS LOCAL AND FOREIGN

When an employee is required to travel for official business purposes, an Air Passage Request
Form (APR) available on Intranet, is required to initiate necessary travel arrangements. The
request is signed as per signature mandate. The rules, regulations and entitlements are
mentioned in the travel guidelines
However, to avoid discrepancies, employees traveling for official purposes are advised to
consult relevant travel consultant in HR before traveling. As per company rules employees are
obligated to plan their business trips rationally and economically.
10. INTERNATIONAL DELEGATIONS
Siemens, as a global employer, requires globally attuned and experienced employees as a

success factor for the company. Fundamental importance is therefore attached to globally
applicable delegation which supports the international transfer of employees.
TRANSPORT REIMBURSEMENT
• If the employee drives his/her own vehicle for official purposes, he/she may claim
mileage reimbursement and parking charges.
• Staff members who work beyond 10.00 pm can claim taxi fare from office to place
of residence.
• Staff members who attend office on non-working days can claim taxi fare or mileage
as per 11 – a) and b) above from office to place of residence.
• The employee is not eligible for the taxi fare reimbursement if he:
• drives to work on workdays/ in working hours;
• is provided with a car;
• Avails Company transport arrangements.
GROUP INSURANCE
96
Interns
hip Report (HRM)
All employees are insured under the Group Insurance policy, which provides protection and
compensation in case of injury and death during employment.
This Insurance Scheme provides partial or permanent disability and death benefits. The
quantum receivable in case of accident is assessable by the relevant authority (insurance
agency) through HR.
It is very important that the employee reports promptly to his/her superior of any accident
occurring in the course of employee’s work so that investigation can be carried out prior to the
filing of claims due to you.
LONG SERVICE AWARD
To recognize and reward loyalty of service to the Company, staff members who are employed
on local contract terms and who have completed at least 25 years of uninterrupted service are
eligible for long service awards
MEDICAL BENEFITS
The Company provides medical health facilities in Pakistan and Azad Jammu and Kashmir to its
employees and their family members (family means spouse and up to4 children) as per their
category for consultation, hospitalization, laboratory tests, medication, vaccinations, dental
treatment and optometry treatment as and when required. In special consideration, the
management may elect to provide healthcare facility during the tenure of employment to those
who have temporary nature of job or have a contractual agreement with Siemens Pakistan.
Employees of Siemens Pakistan deputed in UAE will be covered under a separate file note for
medical services guidelines applicable at Siemens Branch Office Dubai as necessary. Employees
traveling on official trip shall be covered accordingly as explained in the traveling policy.
Anything not specifically covered in the guidelines, is not admissible for reimbursement and as
such does not give any right to the employee for lodging any claim whatsoever in this regard. The
detailed benefits under cover for each category are provided in the medical guidelines I benefit
documents attached as annexure and are available at the HRD web site. A hard copy of this
97
Interns
hip Report (HRM)
document may be downloaded for reference. Workers and Staff members, who are governed by
the Union Agreements, are provided healthcare facilities as per the agreement. Details of any such
agreement are available with Divisional Director Administration and Industrial
Relations.MD&CEO and CFO have the discretionary powers to provide, facilitate and authorize
expenses beyond the coverage of this policy for an employee or the family for healthcare
expenses which may be incurred outside this policy coverage, including foreign countries.
Siemens Pakistan reserves the right to add, amend or revoke any of the contained
rules, policies, regulations and instructions with notice as circumstances may require. All changes
are with immediate effect and will be applicable as per rules. This guideline supersedes all
previous file notes, circulars and guidelines issued on the subject of health benefits.
MEDICAL FACILITIES
SIEMENS Pakistan gives the medical facilities to their employees.
4. HOSPITALIZATION TREATMENT INCLUDING EMERGENCIES
Employees are required to use approved list of hospitals (as available in SP Offices and on HR
website) for hospitalization and get prior approval from CMO with regard to hospitalization and
dental treatment to avoid non-acceptance or disapproved claim. However, emergencies must be
attended to immediately and CMO must be informed within one working day accordingly.
Delayed communication of an emergency after one working day may result in non-acceptance or
disapproved claim.
5. MEDICAL TREATMENT - PRE~MANCY RELATED
Employees are advised to inform CMO in KHI or MO in LHE, ISB and QUE immediately after
confirmation of Pregnancy Test so that he can organize and take care of all future medical
treatment in this regard as per entitlement and applicable Limits. All employees have to ensure
that he/she has updated the status of family members to HR through Health Care Benefits
MEDICAL LEAVE
98
Interns
hip Report (HRM)
• SICK LEAVE:
Employees in Category 'B' (SO) are granted sick leave as follows:
10 working days per year with full pay, and10 working days per year with half pay.
Employees in Category 'C' and 'D' (S1 and above) are granted sick leave as
Follows:
• WORKING DAYS PER YEAR WITH FULL PAY.
In case of prolonged sickness beyond the sick leave entitlement, the annual Leaves will be
adjusted. In case where both sick and annual leaves have exhausted, the employee may submit a
written application to the management through the healthcare committee through their respective
BU / Dept. for Special sick leave. The management may grant special sick leave depending upon
the nature of sickness. Payment of special sick leaves will, however, be only on the basis of basic
Salary. The employees are expected to inform HR through their respective BU / Dept.about
absence due to illness on the same day. If there is no possibility to do so, information is to be
given in writing within three (3) days. Sick leave for more than three days has to be certified by
CMO / MO and submitted to HR through their respective BU / Dept.
LEAVES
• The employee is entitled to 21 working days’ annual leave during first two years of
employment and 27 working days subsequently.
• In addition employee is entitled to 10 Casual leaves, 10 Sick leaves with half pay –
annually.
• Employees in grade S1 and above are entitled to 36 working days sick leave.
• On duty accident leave is allowed with full pay but without conveyance allowance.
• Every confirmed female employee shall be entitled to 84 calendar days’ maternity leave
for maximum two occasions during the service. Maternity leave shall only commence after the
seventh month of pregnancy. Any absence from work as a result of miscarriage, or any other
illness associated with pregnancy shall not be considered as maternity leave but as normal sick
99
Interns
hip Report (HRM)
leave or hospitalization leave whichever is applicable. Application for maternity leave shall
normally be made at least one (1) month before the commencement date. It must be supported
by a certificate from a registered medical practitioner and duly approved by the healthcare
representative.
• Special Hajj leave is allowed for maximum 14 calendar days to maximum 2 officers
and 5 non-officers/workers through ballot only once during the service.
• Leave earned during a year must be availed latest by the 31 st December of the following
year. If such leave is not availed by the stipulated date, it automatically lapses. Leave
encashment is not permissible.
ABSENTEEISM AND TARDINESS
It is the employee’s duty to avoid unnecessary absenteeism and tardiness. The employee is
expected to work on each work day, except for illness or approved absence. Absenteeism and
tardiness make proper work scheduling difficult and may cause extra hardship on fellow
colleagues who have to take over his/her responsibilities. The employee is required to inform
his/her Supervisor if he/she is unable to turn up for work or is unduly delayed for a long period.
LABOUR MANAGEMENT RELATION
In Siemens Pakistan Engineering Co. limited here the labour Management Relation is so good
.Siemens give lot of benefits .All higher level management co operate with workers and always
help them. They are working in the under of Industrial department. Siemens Pakistan fulfill their
needs and gives benefits like
100
Interns
hip Report (HRM)
Workers Incentives
• Basic Salary
• Cash incentives
• Bonus
• Yearly Increment
• Medical allowance
• Eid gifts
• Lunch free (only for workers)

• Leave
• overtime
• Separate canteen for workers
• Medical allowance
• School fees for children’s
• Convance for female
• Convance charges for male
• Retirement
• Employee old age benefits
• BASIC SALARY
The Siemens Pakistan gives the Basic Salary according to Pakistan Government policy.
• BONUS
Whenever siemens got a profit so siemens Pakistan gives the bonuses to their workers and
employees and also gives the eid bonuses and other occasional bonuses. Bonus based on their
individual working repartition.
101
Interns
hip Report (HRM)
• MEDICAL ALLOWANCES :
The Company provides medical health facilities to workers and their family members (family
means spouse and up to4 children) as per their category for consultation, hospitalization,
laboratory tests, medication, vaccinations, dental treatment and optometry treatment as and when
required. In special consideration, the management may elect to provide healthcare facility during
the tenure of employment rules, policies, regulations and instructions with notice as circumstances
may require. All changes are with immediate effect and will be applicable as per rules.
MEDICAL FACILITIES
SIEMENS Pakistan gives the medical facilities to their employees. Their treatment, their
vaccination and their children, spouse, injury case, accident case etc.
LUNCH FREE
In Siemens the lunch facility also available only for workers. And also the workers empowered
for making the MENU of weekend. Which types of menu they likes their union decides own self.
SCHOOL FEES FOR CHILDREN’S

They are also providing the facility for educational purpose. children of workers got the
education and their expense from the side of siemens even if their child want to go for higher
studies to foreign country the Siemens take over the all expense of educational expense one of the
best facility whose siemens provide their workers .
CONVANCE FOR FEMALE

Another facility from Siemens side siemens give the facilities to their female workers free pick
and drop facility.
CONVANCE CHARGES FOR MALE

Siemens give the charges of convance to their Male workers.
102
Interns
hip Report (HRM)
EMPLOYEE OLD AGE BENEFITS
This is a Government driven pension scheme. The maximum contribution per month is Rs. 300.00
per employee which is paid by the employer. In addition to the worker’s contribution, the workers
have to contribute Rs. 60.00 per month towards EOBI fund which is deducted from his/her
monthly salary. Under this scheme the government pays pension to those employees who have
retired after reaching the superannuation age of 60 years.
RETIREMENT
Siemens also provide to their workers retirement Amount. After the 60 age siemens gives the
retirement amount.
103
Interns
hip Report (HRM)
RECOMMENDATION
As we seen siemens is a multinational and one of the top class company in all over Pakistan
Company .it is most difficult for me that I recommend something but I see here so I want to give
some suggestion
• Time by time changing there structure the employee got mentally disturbs.
• Here all employee have a lot of work so there employees do not give the proper time to
internees so I give the suggestion to management they higher the trainee for Internees so
internees will not facing problem and internees ask the question easily to the trainees.
• The GCR size is so small and girl’s employees are more. In during prayers time the room
is so conjustised.
104
Interns
hip Report (HRM)
SWOT ANALYSIS
STRENGTH
• Siemens company (brand, AM, industrial

• competences, trust)
• Siemens One
• Successes in SAP business
• Motivated young employees
• Major project experience
• Cross-selling potential
• SIEMENS is in a strong financial position. The business turned over more than 4 billion
in 2009.
• leadership through scale with strong national and technological positions (top-3 market
positions)
• Right products, quality and reliability.
• Superior product performance vs. competitors.
• Better product life and durability.
• Have customer lists.
• Direct delivery capability.
• Product innovations ongoing.
• Processes and IT should cope.
• Management is committed and confident.
105
Interns
hip Report (HRM)
WEAKNESSES:
• Low visibility in market.

• Time needed to build up critical mass
• Narrow branch competences
• Low regional presence
• Less Advertising and publicity.
• Online advertising is a new income stream for organizations such as MSN, Yahoo! and
Goggle. Yes, today they are very, very profitable. However, as technology develops and
new unforeseen advertising media emerge, the future is uncertain for these income
streams. This is a weakness for Siemens and its competitors.
• Increased size and the further internationalization of customers.
• Low penetration on the market for consumer electronics and computers which is
dominated by Japanese competitors.
OPPORTUNITIES:
 Growing IT service market
 Establish regional service infrastructure and resource pools Cooperation
with large local partners
 Acquisition of local company.
THREATS:
• Failure to quickly develop the customer Siemens as an excellent

reference
• Quicker than expected consolidation of market
• Massive entry of international players, for example partnering with a
large local player
106
Interns
hip Report (HRM)
REFRENCES AND SOURCES

• Sir Tariq [ From AIOU Karachi MBA Assistance Regional Director]
• My Father Muhammad Ahsan Qureshi ( Senior Deputy Manager in Gatron Ind.Hub)
• Sir Arsalan Personnel Director of Siemens Engineering Co.Ltd
• Sir Rana Fahad Rasheed officer, personnel Development of Siemens.
• Sir Nabeel Rafique (Siemens Business Unit STP Manager )
• Sir Sajid Purchase Department of Siemens Manager
• Sir Zeeshan Adil Sales manager
• Sir Muhammad Faraz Purchase operator
• Sir Navaid Kazmi Compliance officer
• Sir Ali Sales operator
INTERNET REFRENCES
• www.simens.com.pk
• www.intra.siemens.com.pk
• www.msn.com
• www.wikipedia.com
• www.scribd.com
• www.ebusiness.com
• www.google.com...
• https://irc.siemens.de/proj/Reports/de/static_pag...
• English, Web Page, 3 kb, 2009-01-20T10:03:21Z
107
Interns
hip Report (HRM)

BOOKS REFRENCES :
• Management by Stephens
• Human resource Management by Stephens
• Compensation Management by Wretch and Casio
CONCLUSION:
Siemens is future oriented group of engineering companies and growing up rapidly .siemens is
playing a vital role in strengthening the natural economy, creating new employees opportunities
and providing quality product to share customers .Besides controlling towards the economic
growth of country .company is very much dedicated to the services to the humanity and
participate in all spheres of social activities. Siemens has also many challenges in achieving its
target objectives in Pakistan and world wide high turnover.
108
Interns
hip Report (HRM)
109

Saima Ahsan Final Report of Mba HRM

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Saima Ahsan Final Report of Mba HRM

Uploaded by

Copyright:

Available Formats

Interns

hip Report (HRM)

Name : Saima Ahsan

ALLAMA IQBAL OPEN UNIVERSITY

Dedicate to those human beings

First and for most, millions of thanks to

Completion of a report like this

of this project in numerous ways, people

We’re providing answers to the toughest

1. Summary of the Organization………………………………………………….

• Setting performance standards and

4.1. Labor Management Relation …………………………………………80

LIST OF TABLES AND ILLUSTRATION

1. Key operating and financial data ………………………………………

6. Earning per share ……………………………………… 30

B- 72, Estate Avenue,

Date: 9th- February-2010

Sub: Acceptance of internship application.

For: Siemens Pakistan Engineering Co. Limited

Rana Fahad Rasheed

 Educate the employees on the issues of Health, Safety and Environment.

OBJECTIVES OF THE STUDYING

OVERVIEW OF THE ORGANIZATION

HISTORY OF THE ORG

history of success as we can. Through this website, we invite you to

take a fascinating trip through time over 160 years of Siemens

ARDNACRUSHA HYDRO POWER STATION

WORLD WAR II ERA

A Siemens truck being used as a Nazi public address vehicle in 1932

In February 2003, Siemens reopened its office in Kabul

NATURE OF THE ORGANIZATION

Siemens Pakistan basically is an engineering company .They is involved in Energy

 Med tech services

 Power Generation & Services,

• Supply of power and distribution transformers to various distribution companies

• School Education Department of Government of Punjab for setting up IT Labs in 1305

• Supply of diagnostics equipment for state-of-the-art hospital of Al Razi Healthcare, a

MAXIMIZATION OF SHAREHOLDERS WEALTH

KEY OPERATING AND FINANCIAL DATA

EARNINGS PER SHARE

CAPITAL INVESTMENT & FUTURE COMMITMENTS:

PROFIT AND LOSS ACCOUNT

CASH FLOW STATEMENT

STATEMENT OF CHANGES OF EQUITY

• Industrial Instrumentation (Sensors and Controls)

• Telecommunication Service Platform, the TSP 7000

• SWBSiemensr NGT 6D LRV - Bonn, Germany

• Acuson Antares Ultrasound

Responsible – Committee To ethical and

To realize our vision by:

• To contribute to the national

1.1 Specific Job Profiles completed as identified in Company targets.

2.1 Develop and deliver efficient and competitive SLA

We identify Customer’s needs

We combine Products & Engineering Services

We provide One Window Operation through Key

We market Solutions … not Products

We grow with Customers

This report is a necessary part of MBA degree program. Department of Human

I would like to highlight this that my experience with SIEMENS was

ORGANIZATION STRUCTURE OF SIEMENS

CASH FLOW MANAGEMENT

ORGANIZATIONAL STRUCTURE OF SIEMENS HR DEPARTMENT