University of Education

Lower Mall Campus, Lahore

Department of Management Sciences

Internship Report

National Transmission and Despatch Company, Head Office Lahore

A REPORT SUBMITTED TO THE DEPARTMENT OF MANAGEMENT SCIENCES,

UNIVERSITY OF EDUCATION, LOWER MALL CAMPUS, LAHORE IN THE
PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION.

Submitted By:

Roll No: 84

Nayab Ahmed Baig

2014-2018

27-11-2017
 University of Education

Lower Mall Campus, Lahore

Department of Management Sciences

National Transmission and Despatch company, Head office

LETTER OF UNDERTAKING

This internship report was submitted by Nayab Ahmed Baig S/o Farrukh Ahmed Baig Roll

No. 14-MBA-FM-84 for the partial fulfilment of the requirements for the degree of

MBA (3.5 years)

Session (2014-2018)

with specialization in

HUMAN RESOURCE MANAGEMENT

and is hereby accepted by the evaluation committee.

Internship Supervisor _______________________

Principal ________________________

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Copy of Internship Certificate:

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 DEDICATION:

I dedicate all my efforts and struggles of the educational life to my dear parents; without them I’m
meaningless. Also, I devote the work of this internship report to respectable and honourable
teachers who taught and supported me in developing my personality as a competent professional.

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 Acknowledgement:

In the name of Almighty Allah who is most beneficent and most merciful and who made me
capable to write this report efficiently.

I would like to express my deepest appreciation to all those who provided me the possibility
to complete this report. A special gratitude I give to, Sir Fayyaz whose contribution in stimulating,
suggestions and encouragement helped me to coordinate and especially in writing this report.

I pay thanks to the following persons.

 Miss Saman Saeed
 Mr. Latif UR Rehman
 Mr. Noman
 Mr.Feroz Khan
 Mr. Tariq

Furthermore, I would also like to acknowledge with much appreciation the crucial role of the
staff to guide me about their work which they perform at that dept.

Further all other executives and staff Members of NTDC for their support and guidance during
my internship. I really take pleasure in a magnificent experience to work with NTDC and thanks
to this superb Institute who aid me improve my set level.

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Executive Summary:

It is the requirement of the MBA course at, University of Education that all students of Master in
Business Administration (MBA) must spend at least six weeks in any organization to get practical
experience which is completely different from the educational environment.

The six weeks period called “Internship Period”. I have also been assigned to do internship of 6
weeks period in “National Transmission and Despatch Company” to acquire experience of the
Market.

As we know that National Transmission and Despatch Company is the sole distributor of
electricity. Thus, this report is being to write on NTDC. In this report, the history of the company
how this company developed why separation needed by NTDC on what ground this company
operates who are customers of this company their needs ownership of company their board of
directors everything discussed in the report. In this report, all the basic dept. of this organization
discussed and the origin of the company also discussed in this report.

In addition to the above, this report focuses on the NTDC to be more precise and discussing the
internal details of the head office located at WAPDA House Lahore. How NTDC work their
priorities, system of company, objective of the company, services they are doing to the country
and services of employees to the organization. As we talk about policies of the company in this
report but mostly policy used by the company is policies of WAPDA or LESCO.

The basic purpose of this report is to investigate the NTDC History, Departments information. The
activities taking place in this organization.

NTDC don’t run by single person or by single dept. in running business of this company a complete
team there who is working with this to achieve their goals and missions basically company is
engineering company and mostly the critical work done by engineers and by this act this company
respect engineers rather than other employees all the other departments are supporting departments
to run the business of the company.

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Different departments are working there to accomplish the same task of the organization. The
departments of NTDC are as follows:

1. Finance
2. HR
3. IT
4. Planning
5. Projects

I did my internship at HR dept. and there is also sub departments in HR dept. those are:

1. HR & Admin.
2. Career management
3. Services
4. Training and confidential

All the work of employees and their different matters deals by HR dept. regarding to their working
environment and medical facilities, deputation, recruitment, career progression, orientation,
training, providing services to the other departments, pension to retired and dead employees
scholarship to them, their children, providing amount to employees for marriage of their daughters.
These all are main function performed by the HR dept. and other works which discussed in detail
in the report are also done by HR dept.

Market analysis also conducted and hr Analysis that I think must mention in report and also
conduct ratio analysis of that organization and SWOT analysis of NTDC. After conducting the
SWOT analysis of the company, I came to know about the company’s strength, weakness, threats
and opportunities and after that I can find some problem in the organization and I try my level best
to conduct that analysis thoroughly so that recommendation made according to that. I give my
remarks on that problems and solution which I think beneficial for company to solve that problems
and in the end my conclusion and possible remarks are also mentioned in my report and references
mentioned there. Now have a look on complete detailed report on NTDC.

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 Table of Content:

Serial Topics Page

No: No:
1 Brief Introduction 11

2 Overview of organization 14

a Brief history 14

b Introduction 15

c Mission of Organization. 16

d Vision of Organization 16

e Corporate Objective 17

f Market Standing 17

g Policy of the organization 18

h Competitors 18

i Business Volume 19

j Product Lines 19

3 Organizational Structure 20

a Organizational Hierarchy chart 20

b Number of employees 20

c Main offices 21

d Brief Introduction of all the departments 21

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e Comments on the organizational structure 32

4 Plan of my Internship Program 33

a A brief introduction of the Head office of the organization where you 33

did your internship
b Starting and ending dates of your internship 33

c Names of the departments in which you got training and the duration 33
of your training

5 Training Program 34

a Activities performed by the Dept. 34

b The work performed by me 41

6 HRM Structure 43

a Department hierarchy 43

b Number of employees working under HR department 43

c Dept. Working Under HR 44

7 Marketing Function 44

a Product 44

b Price 44

c Place 44

d Promotion 46

8 Human Resource Management 47

a Employees recruitment and selection 47

b Training & development 48

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c Performance management 48

d Compensation policy 49

9 Financial Analysis 49

a Ratio Analysis 53

10 HR specialization 55

a HR Planning 55

b Job analysis 55

c Recruitment 56

d Selection 56

e Orientation 56

f Training & Development 57

g Appraising and managing performance 57

h Compensation & benefits 57

11 SWOT Analysis 58

12 Conclusion 62

13 Recommendations 63

14 Reference and Sources 64

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 1. Brief Introduction:

At the time of independence, Pakistan inherited 60 MV of power generation capability for a

population of 3.15 million, yielding 4.5 units’ per capita consumption. The electricity supply
service in Pakistan, initially, was undertaken by different agencies, both in public and private
sector, in different areas. To provide for the unified and coordinated development of the water and
power resources, Water and Power Development Authority (WAPDA) was created in 1958
through Act, 1958.

At the time of creation WAPDA had following charter of duties:

o Generation, Transmission and Distribution of Power

o Irrigation, Water supply and Drainage
o Prevention of Water logging and Reclamation of Saline Lands
o Flood Control
o Inland Navigation

Pakistan’s power sector has been beset with poor operational and financial performance since the
mid -1990s; the government hence decided to restructure the sector “from an inefficient state-
controlled monopoly to a competitive, market driven system”.

In 1994, the government formulated a power policy that allows the private sector to invest in the
power sector to ensure sufficient generation capacity. The policy also allowed full flexibility to
independent power producers (IIPs) to bring capacity on line as quickly as possible.

Since October 2007, WAPDA has been bifurcated into two distinct entities i.e. WAPDA and
Pakistan Electric Power Company (PEPCO). WAPDA is responsible for water and hydropower
development whereas PEPCO is vested with the responsibility of thermal power generation,
transmission, distribution and billing. There is an independent Chairman and MD (PEPCO)
replacing Chairman WAPDA and Member (Power) who were previously holding the additional
charges of these posts.

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 • WAPDA is now fully responsible for the development of Hydel Power and Water Sector
Projects.
• PEPCO has been fully empowered and is responsible for the management of all the affairs
of corporatized nine Distribution Companies (DISCOs), four Generation Companies
(GENCOs) and a National Transmission Dispatch Company (NTDC). These companies
are working under independent Board of Directors (Chairman and some Directors are from
Private Sectors).
• All Entities have the physical possessions of all their operational assets.
• On 24th Feb. 2007 Ministry of Water & Power notified NEPRA approved Tariff for all
Distribution Companies replacing unified WAPDA Tariff.
• Executed between WAPDA and Corporate Entities to facilitate commercial operations.
• Regulatory instruments like Grid Code, Distribution Codes, Performance Standard for
Distribution Companies and Transmission Companies were drafted and got approved from
(www.nepra.org.pk) in 2007.
• All major lenders gave their consent for transfer of their loan from WAPDA to Corporate
Entities, thus 326 loan assumption agreements were signed amongst respective Companies,
WAPDA and EAD (Economic Affairs Division) GOP.
CPPA is established under the coverage of NTDC for payments from DISCOs to IPPs, GENCOs
and NTDC. Ultimately, it will function independently under Federal Govt. and all forthcoming
IPPs will be under CPPA.

WAPDA is one of the largest employers of human resources in Pakistan. Over the years WAPDA
has built-up a reservoir of Technical know-how and expertise which has made it a modern and
progressive organization.

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 DIFFERENT SECTORS OF THE WAPDA

WAPDA

WAPDA PEPCO

HOP DISTRIBUTIO GENCOS

NS

HOC LESCO GENCO-1

HOW FESCO GENCO-2

MEPCO
GENCO-3

ISCO GENCO-4

HESCO

KESCO

GEPCO

SEPCO

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 2. Overview of The Organization:

History:

At the time of independence, Pakistan inherited 60 MV of power generation capability for a

population of 3.15 million, yielding 4.5 units per capita consumption. Twelve years later, when
WAPDA was created in 1958, the generation capacity had increased to 119 MV. By that time
country had entered the phase of development, which required a dependable and sold
infrastructure, electricity being its most significant part. The task of hydel and thermal generation
projects, a matching transmission network and a distributing system, which could sustain the load
of rapidly increasing demand of electricity.

The competitive power sector is envisioned to consist of:

 Competitive generation with independent system operations and bulk power market.
 Unbundled open, and undiscriminating access to transmission and distributions services;
and
 An independent regulatory body for effective market governance.

In 1997, the National Electric Power Regulatory Authority (NEPRA) was established. NEPRA is
responsible for issuing licenses, franchising monopoly business, setting and enforcing

performance standards and codes of practices, enforcing competitive policies, and setting charges
for the monopoly parts of power industry. It is also mandated to protect consumers against
monopolistic prices, encourage efficiency by promoting competition, and eliminate cross subsidies
between regions and consumer groups.

After all that the need of organization who could manage that transmission system the NTDC
formed and worked as separate legal entity as company’s ordinance act 1997 which can sue and
sued by its own name.

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National Transmission & Despatch Company (NTDCL) Limited was incorporated on 6th
November 1998 and commenced commercial operation on 24th December 1998. After that NTDC
work as separate entity apart from WAPDA. The customers of NTDC is all 10 DESCOS.

Introduction:

National Transmission & Despatch Company (NTDCL) Limited was incorporated on 6th
November 1998 and commenced commercial operation on 24th December 1998. Before this this
company working under WAPDA and this is all one unit but latter they feel need for a separate
entity so that they can make their own decisions and deal by the way they like. It was organized to
take over all the properties, rights and assets obligations and liabilities of 220 KV and 500KV Grid
Stations and Transmission Lines/Network owned by Pakistan Water and Power Development
Authority (WAPDA). The NTDCL operates and maintains nine 500 KV Grid Stations, 4160 km
of 500 KV transmission line and 4000 km of 220 KV transmission line in Pakistan. The NTDCL
has prepared an overall power development programme for the improvement of transmission
system and its expansion.

NTDCL was granted Transmission License No.TL/01//2002 on 31st December 2002

by National Electric Power Regularity Authority (NEPRA) to engage in the exclusive transmission
business for a term of thirty (30) years, pursuant to Section 17 of the Regulation of Generation,
Transmission and Distribution of Electric Power Act, 1997. Under the regime set out in the
License, the NTDCL is entrusted to act as:

 Central Power Purchasing Agency

 System Operator
 Transmission Network Operator
 Contract Registrar and Power Exchange Administrator

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 CENTRAL POWER PURCHASING AGENCY (CPPA):

As the Central Power Purchasing Agency (CPPA), for procurement of power from GENCOs,
Hydel on behalf of Distribution Companies (DISCOS), for delivery through 500 kV, 220 kV
& 132kV Network.

 SYSTEM OPERATOR:

For secure, safe and reliable operation, control and despatch of generation facilities.

 TRANSMISSION NETWORK OPERATOR:

For Operation & Maintenance, Planning, Design and expansion of the 500 kV and 220 kV
transmission network.

 CONTRACT REGISTRAR AND POWER EXCHANGE

ADMINISTRATOR:

As CRPEA, to record and monitor contracts relating to bilateral trading system.

Mission Statement:

“To contribute in the development of prosperous Pakistan by Managing Smooth and Economical
Transmission and Dispatch System through Excellence of Professional Work.”

Vision:

“NTDC is the back bone of our Power System. Our Vision is to provide and maintain fault free
HV System with minimum possible losses and expenditure with the concerted efforts of
Management & Engineering Section.”

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Goals:

To achieve desired efficiencies and future development requirements, NTDC has identified the
development and capital expenditure requirements.

NTDC, system expansion especially in the areas construction of new grids, transmission lines,
adding new transforms at the existing grid stations and augmentation of transformers at the existing
grid stations and augmentation of the transformers with higher capacity.

NTDC management also aims for interconnection facilities to evacuate power from across the
border projects like proposed development project of Central Asia- South Asia (CASA-1000),
1300 MV project, a cross-border transmission interconnection at 500 KV, linking the four
countries to facilities the transfer of surplus power from Central Asian countries to Pakistan, import
of 100 MV power from Iran to Gwadar.

Maintenance of the existing capability of providing services i-e, Strengthening and enhancing the
capacity of grid stations and transmission lines as well as expansion in the transmission network
to evacuate power from up-coming such a huge infrastructure based power project.

Market Standing:

Market standing shows the position of a company that whether it is beneficial to make investment
in that company or not. According to NTDC, as it under government regulation Pakistan that clear
us that 88% share of NTDC will be in the hands of Govt. and the rest 12% will be in the hands of
employees.

WAPDA is undeniably important for Pakistan as the major hydroelectric power supplier and the
rating is, in a way, a recognition of this at most importance. WAPDA receive tariff from
NTDC/CPPA against supply of electricity. Financial aid needed for different projects is supplied
through a development loans or foreign re-lent loans from GoP. This helps WAPDA meet the
criteria of its financial profile. Though in past years WAPDA was under circular debts, now lately
established payment mechanism with the power purchaser has made the situation favourable. This

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is ensuring timely receipt against monthly bills. The unhindered continuation of all this is essential
for maintaining healthy cash flows and hence, good coverage.

Policy of the Organization:

NTDC follow 3 policies:

 Striving for reliable grid station

 Electricity without any hindrance.
 Control Transmission Losses.

Now explanation of above 2 policies according to first policy they are making that efforts that is
helpful to them in future and made that type of grid stations that is reliable and made changes in
new grid stations addition of all that things that is not in the previous grids. Their staff made efforts
to making grids to whom the staff can trust that in different condition this grid work properly.

And about the second policy they want to give electricity to distribution companies without any
hurdle and transfer of electricity 24 hours easily. In this process, all the things they use is of good

condition and they can make future actions by considering in view these two policies and try their
best to fulfil that part of their policies done.

The last policy is that to control the transmission losses and transmission losses is that when we
transfer electricity from 550 KV grid station to 220 KV grid station the amout of transmission
losses at that time is called transmission losses.

Competitors:

There is no competitor of NTDC as this is a single company of its nature that receive electricity
from place of production and give to the distribution companies. First, this is GOVT. company
and GOVT. don’t allow anyone to build company like this and NTDC has monopoly in its nature.

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Business volume:

Business volume is very much important in the financial statement of the company. Ass people
invest in the company by seeing its financials so the company who is strong by its financials
peoples are more interested in that business and invest more money in that company. The business
volume of the company is Rs. 22,235,741,941 Annually.

Product Line:

As you know NTDC is despatch company that take the electricity from production place and
transfer that electricity to the distribution companies. This company is providing services to
country and that why their products are not so many. There is 2 thing which we can write in product
line of the company that are a s follows:

 Grid Stations.
 Transmission lines.

Grid stations are of two types 220 KV and 500 KV grid stations where electricity first handily
store to change the voltage of electricity or we can say that to manage the voltage of electricity.

And then transmission lines that is the source of despatching electricity from one place to another
safely and electricity stored in that wires and transferred easily and efficiently.

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 3. Organizational Structure:

Organizational Hierarchy Chart:

Number of Employees:

Number of employees working under NTDC is approximately 12000 employees working in all
over NTDC in the field work and in the offices, it includes all the employees from BPS 1 to BPS
20. Here is the detail of the employees as below:

Total employee = 12000

Working employees = 5345

Regular employees = 4601

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Contract employee = 386

Daily wages employee = 338

Deputation = 15

Vacant employee = 1315

Main offices:

WAPDA house mall road Lahore.

Corporate office at Guru Mangat Rd, Block A3, Gulberg, Lahore, Punjab

Brief Introduction to all Departments:

Here all the dept. working under NTDC names are as follows:

1. GSO Operation
2. GSC Development
3. Planning
4. HR & Admin Dept.
5. Procurement Dept.
6. Central contract cell Dept.
7. Services Dept.
8. Telecom Dept.
9. Design Dept.
10. IT Dept.
11. NPCC
12. Finance Dept.

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Brief Introduction of all these Departments are as follows:

MD:

Name: Mr. Zaffar Abbas

Designation: Managing Director
Office Address: Room no. 414, WAPDA House, The Mall Lahore

 Overview GSO Operation:

GSO links Power Generation Units and load centres located in the entire Country and thus create
one of the largest interconnected Network. The GSO is characterized by 500 kV & 220 kV
backbone transmission corridors running generally North to South along the Indus River. Large
hydro generating resources are in the north, and large thermal resources are in the south. The

largest load centre is in the middle of the country in the Punjab. NTDC is one of the largest
transmission companies in the world.

Because of large north-south distances, some 1,500 miles, the transmission losses, now about 3.1%
are significant. This level of losses is technically unavoidable when transmitting power across such
long distances.

Name: Mr. Raja Liaquat Ali

Designation: G.M GSO
Office Address: Room no. 411, WAPDA House, The Mall Lahore

 Overview of GSC Development:

Grid System Construction (GSC) is responsible for arranging the construction of 500 & 220 kV
Grid Station and Transmission Line Projects.

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Functions GSC:

The main jobs of GSC include the following: -

 To supervise the Construction &Commissioning of 500 kV & 220kV T/Lines & Grid Stations.
 To supervise the construction of Interconnections for IPPs.
 To supervise the installation of metering system at cut off points in various Discos of Energy
transfer.
 To maintain liaison between Project Authorities, Funding Agencies and Consultants for the
smooth running of Project.
 To arrange FAT tests by nominating inspectors for EHV equipment’s manufactured outside
Pakistan.
 To arrange attending of Break downs under emergency.
 Overview of Planning:

The responsibility for national power planning, as an integrated exercise for Pakistan, is not housed
in any one entity. Energy sector planning, as a function, is cited in various documents, websites,
and presentations, of NEPRA, NTDC, Planning Commission, and MWP. PPIB also claims to
conduct generation planning after taking into account the public-sector power projects. Clearly the
Energy Wing of Planning Commission has a key role, as per their rules of business. However, they

are faced with vexatious unusual difficulties, relative to typical power sector planning in more
stable environments, due to the complexity and inter-dependence of financing, fuel, circular debt,
and load-shedding.

Specifically, there is no clear responsible authority for maintaining the reserve margin in the power
sector. Also, there is no responsible authority for establishing the desired fuel mix, and hence
there is no decision-maker that prevents over-reliance on oil-fired power plants. The Single Buyer
Model can only choose from available power generation plants.

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Planning Commission currently has the mandate to make five-year plans in all sectors; there is a
section on power and a section on energy. The plan is developed by inter-ministerial working
group and aided, in the case of sections on energy, by world-class experts. There is also input
from state-owned energy sector companies and private sector energy companies. Planning
Commission synthesizes the input from working groups. The results of this work are sent to
Ministry of Finance, and considered by the Public-Sector Development Program. The PSDP
makes financial projections for capital expenditure, factoring in GOP resources, private sources of
finance, and donor funds. The PDSP is careful to properly account for GOP resources versus
donor funds that drive GOP resources.

Provinces have a new expanded role in power planning because of the 18th amendment. For power
projects below 50 MW, provinces can be the developer and project owner. Also, Provinces can be
a public-sector participant in Public Private Partnerships such as Thar coal. Currently, Provinces
give input in the Planning Commission for 5-yerar plans.

Two other entities involved in planning at GOP are ECC, Economic Coordination Committee of
the Cabinet, which considers, inter alia, pricing reforms and resource allocation such as gas
allocation, and ECNEC, Executive Committee of the National Economic Council. ECNEC makes
decisions about capital projects above certain budgetary limits.

Broad Functions

 Economic and Financial analysis of proposed projects to evaluate viability.

 Load flow studies for newly proposed Hydel, Thermal & other generating plants.
 Identification of suitable locations and making other associated studies for new IPPs.
 System Demand Forecast and Power Market Survey for identification of overloaded grid
stations and proposal of new grids.

Name: Mr. Maqsood Ahmad Qureshi

Designation: G.M Power Planning
Office Address: 4th Floor, PIA Tower, Lahore

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 Overview HR & Admin Dept.:

HR&A Directorate shall be responsible for the recruitment and placement of the "Right Person
for the Right Job" and enhancing their levels of motivation/morale/job satisfaction through the

provision of the necessary support systems and structures such as an attractive compensation
package, a fair and objective system for promotion and career progression, training and
development inputs to keep people in pace with the changing demands of their jobs, etc.

The creation of a working environment and operationalization of administrative support systems

that will promote employee performance and productivity.

The functions of the HR&A include Development of the policies, guidelines and procedures for
the following human resources management concerns:

 Manpower planning.
 Recruitment and Selection.
 Appointment, deployment, re-deployment / transfers.
 Compensation and benefits administration.
 Career planning and promotions.
 Performance management.
 Incentives administration.
 Training and development.
 Grant of permission for higher education.
 Consider and approve transfer requests.
 Sanction leave.

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Name: Mr. Muhammad Gulzar Sheikh
Designation: DG HR
Office Address: Room no. 419, WAPDA House, The Mall Lahore

 Procurement Dept.:

MP&M deals with the procurement of loose material/ equipment. Under the newly establish set-
up, the procurement has been centralized with the MP&M. Now the procurement for EPC contracts
and GSO formations shall also be carried out by MP&M. The procurement is made under financing
of donor agencies and NTDC’s own resources. International procurement guidelines, PPRA rules

and PEC documents etc are kept in view for efficient, economic and transparent procurement.
Executions of contracts are being under Loan Agreements and Loan Disbursement. Monitoring of
Contract Agreements and managing post contracts issues/ claims if any.

Functions:

 Issuing and opening of tenders.

 Evaluation of Tenders and award of contracts.
 Co-ordination with Finance Department for opening of L/Cs.
 Submission of withdrawal applications to the Loan Funding Agencies for commitment
letters and loan disbursements thereof.
 Administration of Contracts and project management.
 Co-ordination with Design for approval of Technical data and pre-shipment inspection of
the material.
 Overview of Central Contract Cell:

Central Contract Cell (CCC) is responsible to evaluate Bids received for various projects that
NTDCL undertakes. The CCC will report directly to the BOD (NTDCL).

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Functions:

To act as head of "Independent Expert Advisory Body", Reporting to BOD-NTDCL and dealing
& scrutinizing the cases / contacts keeping in view the interest of NTDC. To develop the
Standards/Terms/Procurement Manual in the light of:

 PPRA Rules,
 Pakistan Engineering Council (PEC) Guidelines,
 FIDIC and the guidelines of other donor agencies, vetting and scrutiny of all draft service
agreements.
 Scrutiny of all draft Bidding Documents,
 Contracts and developing an SOP for the facilitation of NTDC Consultants/ Engineers of
the Project towards preparation of the Bidding Documents,
 Bid Evaluations, Awards and resolution of Contractual Matters.
 Vetting of amendments in the Bidding Documents related to contract management.
 Scrutiny of all Evaluation Reports having worth of Rs. 100 million or more; or those
delegated by MD NTDCL from time to time.
 Overview of Services Dept.:

The service division of NTDC is Self-Financing Formation of NTDC. It is an in-house consulting

organization to provide technical services on commercially basis. Its clients largely include
DISCOs & private manufacturing companies. After the transfer of 132 KV Transmission Network
to DISCOs they needed technical assistance in the field of design & Engineering, Control &
Protection Telecommunication Maintenance & Training, of transmission lines due to their limited
capacity in these fields. While establishing the service Divisions, it was the aim of the Company
to make the Service Division as self-financing Unit.

Originally the following are the 6 six formations of services divisions

 Telecommunication
 Design

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  System Protection
 Technical Service Group (TSG)
 Material Inspection
 Design & Standard (D&S)

Functions

Following are the functions of Services Division

To provide the in-House Consultancy Services to all desiring formations especially DISCOs in the
fields in which they need technical support including the Design, Procurement, Protection
Telecommunication Inspection Maintenance, Training on Commercial basis.

 Overview of Telecom Dept.:

Telecommunication department of NTDC under GM (Services Division) provides Voice / Data

Communication and Tele-protection services to NTDC, WAPDA, DISCOS, GENCOs& IPPs. The
Data/ Voice Communication services of the Power Network provided to NPCC is playing key role
for the management of overall Power System of country.

Functions of Telecom Department:

Functions of Telecom Department involve provision of Telecom Services to NTDC DISCOs,

Hydel, Thermal GENCOs and IPP’s for effective control of power system network of the country.

This is done through the following activities.

 Telecommunication Networking Planning and integration solution for new links.

 Planning & Design of Telecom network / SCADA system.
 Preparation/vetting of technical specification and approval of Telecom/ SCADA
equipment.
 Frequency planning of PLC equipment.

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  Preparation/vetting of bidding documents and evaluation of bids for procurement of
telecom/SCADA equipment.
 Installation, maintenance and fault rectification of Telecom / SCADA equipment.
 Overview of Design Department:
 Working out requirements of material for Grid station and Transmission Lines projects.
 Preparation of the bidding documents for procurement of material /equipment.
 Preparation of the bidding documents for turnkey contracts.
 Evaluation of bids for procurement of material /equipment and construction /turnkey
projects.
 Preparation /vetting of Notification of Award and contracts Agreements.
 Vetting /approval of technical data /drawings of equipment’s /material/ works.
 Preparation of Grid Station Sites/Transmission Line Routes.
 Approval/vetting of transmission line profile
 Any other job related to Grid Station Transmission Lines Design/ Engineering.
 Site Supervision of projects /Works.

System Protection:

 Protection System design and schematics wiring and drawing approvals.

 Checking analysis and modification of protection system.
 Calculation of relay settings
 Preparation of schematic and interconnection wiring Diagrams
 Vetting of control, monitoring and protection drawings of grid stations
 Detection, analysis and rectification of protection related faults of grids station
equipment’s.
 Supervision at the time of commissioning of Equipment’s
 Analysis of major tripping requiring the revision of relay setting & recommendation of
replacement of equipment.
 Technical Audit of grid station of in collaboration with TSG department.

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  Joint Inspection of relay control and other penal at manufacturing premises.
 Technical evaluation of bids (Selection of protection equipment)
 Study and implementation of cross trip schemes to avoid total system collapse of system.
 Programming of energy meters at common delivery points and power Houses.
 Dependability testing of generators at IPPs.
 Overview of IT Department:

IT department plays a central role in integration of all departments in an organization. It develops

an awareness of IT culture to achieve a paperless corporate environment by defining long term
goals and short term objectives with respect to IT, to enhance country wide NTDC inter office
communication network using IT based infrastructure and skills, training of officers and officials
with availability of IT hardware/Software and reshaping of daily data processing in electronic
format using database supported outsourced/developed/off the shelf software applications and
making their reports available for future decision making to avoid unnecessary delays in projects
completion.

 Overview of NPCC:

The National Power Control Centre (NPCC) maintains operational control of the high-voltage grid
networks: 500 kV, 220 kV, and 132 kV (though the 132 kV networks are owned by DISCO’s).
There are two regional control centres; North, in Islamabad and South, in Jamshoro. The regional
control centres are responsible for 132 kV and 66 kV switching.

The centre was commissioned in 1991 and therefore was in serious need of an upgrade of facilities
– IT systems, display board, and telecommunications. A new control room and SCADA has been
installed which is valuable for NTDC for real time load management.

Functions of NPCC:

 Operational Control (indicating the switches open and closed and the routing of power
flow)

Page30
  Power Dispatching (directing which power plants are to run and at what power output)
 Scheduling shutdowns of generating plants
 Short to medium-term operational planning
 Advance notification to thermal plants regarding fuel
 Collection of system data and making reports on the system.
 Overview of Finance Department:

The in-charge of Finance /Accounts department of NTDCL is Finance Director he is Financial

Advisor of the Company. He assists management in Strategic Management decision making. He
controls all financial activities of the Company. Finance Directorate – NTDC administers finances
of not only the transmission network being Transmission Network Operator (TNO) and System
Operator (SO) but also the Central Power Purchasing Agency (CPPA) which procures power on
behalf of distribution companies as per Transmission License of NTDC.

Three main tiers which would easily be identifiable at FD-NTDC level are;

Operations & Maintenance (O&M) of the system through wheeling charges/ Use of System
Charges (UoSC) as determined by NEPRA

PSDP (own sources & local/foreign) for ever-extending national power infra-structure

Procurement of Power; purchase of power from generation companies (payment arrangements)

and sale of the same to distribution companies (collection arrangements)

General classification of core activities is hereunder;

 Corporate Finance
 Corporate Account
Corporate finance includes:

 Tariff
 Budget

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  Banking
 Loans
 L/C’s
 GST
Corporate Account includes:

 Consolidation
 Pension
 Establishment
 General Administration
 Inter Office Transaction
 Taxes
Comments on organizational Structure:

The structure of the company is centralized all departments are working in their accordance with
other dept. each dept. plays their role in the profit earning of the company but there is also
drawback of this centralized network that there is delay in work because till now the Govt. work
on file system and these files move through proper channel like in this structure a file move from
the lower portion to higher post by passing all the persons sitting in between and that file take
almost 1-2 months just to go to upper post and then the upper authority sign that file and that file
moves to that particular office through proper channel again and then that office create office
letter/order of that file.

So, all that process takes almost 3-4 months. So, in that case this structure is bit difficult to
understand and by work point of view there is delay in work.

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 4. Plan of my internship Program:

Brief introduction of the Head office where I did my internship:

I did my internship at NTDC head office. It is situated as WAPDA House Mall Road, Lahore.
There are two different companies working under WAPDA house one is WAPDA and second is
NTDC. WAPDA is responsible for generating electricity while NTDC is responsible for
transmission of Electric power.

Working environment there is very good all the staff of there is very cooperative. All main depts.
Are working at head office such as HR, Finance, IT, Planning etc. By working at head office feels
that there is lot of responsibility on your shoulders as all the other offices contact you regarding
their every matter and you will have to sort out their problems as the part of the organization. Head
office of every organization is busy but by working there for 6 weeks I feel that every dept. of that
head office engages in their work and they don’t have sufficient time for work so they work
efficiently and quickly. As head office, the employees working there have authority to do task and
they engage their lower staff and they also by themselves working with effort.

At head office MD of NTDC and DG of NTDC also there that their employees need them at any
time but they don’t sit there all day they only came there for less time.

Starting and ending dates of internship:

I Start my internship at NTDC on 18-9-2017 and by working there for six weeks at that
organization I completed my internship on 27-10-2017

Names of the dept. where I Got Training and duration of training:

Different interns got training in different departments I was the student of HR and I got training in
departments which are as follows:

1. HR & Admin Department.

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 2. Carer management Cell.
3. Services Department
4. Confidential & Training Department.

Details of these departments are as follows in next section.

5. Training Program:

Activities performed by Dept.:

Total departments which I visited are 4 and duties performed by these departments are as follows:

 HR & Admin Department:

HR & A is a department where the matter solves up to BPS 16

Supervisor:

1. Deputy Manager (Mr Imran – 18th scale)

2. Assistant Manager (Ms Saman Saeed – 17th scale)

HR & Admin performs the following functions:

 Recruitment of staff from 1 to 16 scales

 Maintenance of performance evaluation report
 Maintenance of record by manual and computerized
 Promotion/Up gradation/ (BPS 1– BPS 15)
 Regulation (BPS 1-16)
 Handle Leave cases on all BPS
 They give incentives, bonus etc. to employees
 In NTDC Promotion is based on seniority if there is no seniority then merit list checked.
 In NTDC for up gradation there is two conditions

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 In post-up gradation, we upgrade the scale of an officials
 In time scale up gradation post and duty remain same just scale upgrade
 In NTDC the officials are regularize after 2 years. Before it he is on a contract and does
not avail the all facilities for NTDC permanent employees
 Creation /up gradation /abolish of post
 The HR & A Cell have authority to create upgrade and abolish a post when it is needed.
 They have complete record from all offices how many people are required for efficient
work.
 Transfer posting
 Transfer posting of BPS 1 – BPS 16 is done here all over Pakistan.
 Instead of G.M (GSO) and G.M (GSC), they are responsible for transfer posting of their
own officials
 Intercompany transfer posting
 Leave cases
 Reward cases
 Promotion cases
 Permission for Higher Studies (BPS 1– BPS 16)
 In NTDC as officers the officials also go for higher studies.
 Their higher education is must in same field and applies for regular admission i.e.
university and college
 For this grant their services is minimum for 3 to 4 years
 Legal and court cases
 NTDC allows their officials with facility of leaves
 There are 25 Casual leaves which a person can avail during a year. At the end of preceding
year, these are expired
 There are 48 Earned leave which are not expired at the end of year.it could be enjoyed at
any time
 Retirement and LRP

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  When a person is close to retirement and has earned leave pending, he can enjoy one year
vocations before the retirement, it is called LPR. If he does not avail them he got double
pay that year, it is called encashment
 Permission to visit abroad countries
 For this grant their services is minimum for 3 to 4 years
 MAINTENANCE OF SENIORITY LIST
 In public organization seniority is most important. Seniority is base for Promotion / up
gradation. Therefore, very carefully this list is maintained here.

 Career Management Cell:

The CM cell is a department where the matter handles for officers BPS 17 to BPS 20.
Supervisors:
1. Deputy Manager (Mr Hamid Moeen – 18th scale)
2. Assistant Manager (Mr Fayyaz Hussain Bajwa – 17th scale)

FUNCTIONS OF CM:

 BPS 17 & above Recruitment or induction

 Succession planning
 Deputation
 Transfer posting
 Contract extension
 Regularization gape
 Agendas preparation

ADVANCE INCREMENT:

 BPS 1 to 16 employees give 2 advance increment for higher education.

 BPS 17 & above officers give 4 advance increment for higher education.

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CONTRACT EXTENSION:

“An increase in the length of time specified in a contract.”

BPS 17 and above officers are recruit for one year contract and after one may be increase the
contract period due to some reasons.

TRANSFER POSTING:

 BPS 17 & 18 transfer posting in same department deal GM.

 BPS 19 & above transfer posting in cross department deal CM department.
 Transfer posting is finally approved by MD.

RECRUITMENT BPS 17 & ABOVE

3 MAJOR PARTS OF RECRUITMENT:

 NTS= 40% marks

 Academics=5% of matric, 10% of Fsc, 25% of bsc marks
 Interview = 20% marks
 Validity of merit list is valid 6 months.

DEPUTATION

The revised deputation policy of WAPDA effective from 1st April 2000 is intended to be simple
and realistic. The revised policy supersedes the previous Policy, various orders and instructions
issued on the subject from time to time: -

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 Types of deputation

Foreign deputation Local deputation

5 years 5 years

GENERAL CONDITIONS FOR DEPUTATION:

 IN LOCAL DEPUTATION:

The employees can apply for deputation only in:

 Government organization
 Semi government
 Autonomous bodies
 WAPDA Consultant

The employee cannot apply for deputation in private organization.

 IN FOREIGN DEPUTATION:

The employees can apply for deputation in:

 Government organization
 Semi government
 Autonomous bodies
 WAPDA Consultant

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And the employee can also apply for deputation in private organization as well.

 ELIGIBILITY FOR DEPUTATION:

There are some pre-requisites for deputation:

 2-year services on regular basis.

 No enquiry is pending.
 No adverse remarks in previous 5 years continuously.
 A person who availed the deputation will not eligible unless he put in3-year service after
deputation.
 Employee on probation period not applies for deputation.
 DEPUTATION PERIOD:

In local deputation, an employee can serve 5 years outside the organization.

In foreign deputation, an employee can serve 5 years outside the organization.

 ADVANTAGES OF DEPUTATION:
 Increase foreign reserve
 Diverse culture
 Increase goodwill of company
 Disadvantages of deputation:
 May be competent engineer doesn’t come back
 Language barrier
 Culture shock
 No authority for implementation

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  Services Department:

Supervisors:

1. Deputy Manager (Tahir Mahmood – 18th scale)

2. Assistant Manager (Sir Latif ur Rehman – 17th scale)

Services perform the following functions:

 Provide Pension to retired Employees pensions receivers is of 4 types of employees:

1. Super annovation (The staff that completes age of 60 years) qualifying service is 25 years
regular service.
2. Volunteer retirement (Minimum service length is 25 years)
3. Retirement on medical invalidation (Doctor told that this employee can’t work more)
minimum service is 10 years.
4. Compulsory retirement (Conduct fraud/offence) but company think he done lot of service
in company almost 20 years of work company give pension to that person also.
 Medical:
1. Regular/ contract employees.
2. Also to employee children
3. If child is male then till age of 25 years
4. If child is female then till marriage medical provided to her.
5. In case of 2 marriages first wife get medical.
6. Medical facilities include indoor treatment and outdoor treatment indoor means
medicine, surgery and outdoor means lab test, consultancy etc.
 Widow Grant provided to 1-22 all employees wife’s
 Provide marriage grant:
1. Serving employee 2 daughter amount RS 1,00,000 each
2. Retired employee 2 daughter amount RS 1,00,000 each
3. Died employee 3 daughters amount RS 1,00,000 each.

Page40
  Grant scholarship to employee’s children’s.
 Welfare grants for handicap employees
 Life insurance to employees
 Provide service of telecommunication to the employees
 Provide service of personal transportation to the officers
 House acquisition
 Providing stationary

 Confidential and Training:

Supervisor:

1. Deputy Manager (Madam Madiha – 18th scale)

2. Assistant Manager (Sir Tariq Hussain Rashid – 17th scale)

Department of C&T perform the following functions:

1. Regulation of BPS-17 and above.

2. Up gradation of BPS-16 and above.

3. Promotion of BPS-17 and above.

4. Seniority maintains of all cadres BPS-16 and above.

5. Training plans for officers

6. DPE of officials from BPS 07 to BPS 14th

Work Performed by me/My Understanding:

First Department HR & Admin (18.09.2017-25.09.2017)

 We read about the case study related to leave of employee.

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  Maintain one time performance evaluation report.
 Compile data according to their files names
 Learn the recruitment process there.
 Check the documents of the employee want to go for higher studies.

Second Department Career management cell (26.09.2017-03.10.2017)

 Learn how to make noting

 Assign us to make office order
 Despatching of files to other departments.
 Give us CV of peoples to count their number according to criteria they are eligible for post
or not
 Record keeping of that office

Third Department Services (4.10.2017-11.10.2017)

 Discussion on mobile service provide to the employees

 Overview on employees whom transportation is provided
 Pension policy understanding
 Assist the Assistant manager of Services Department.

Fourth Department Confidential & Training (12.10.2017-27.10.2017)

 Despatching of files
 Diary of files
 Record Keeping
 Performance Evaluation of employees/ ACR maintaining
 Checking office orders while there is no mistake in them
 Document on Pre-inspection Tours of employees to check machinery
 Training courses
 DPE examination conduct those days so we check forms of applicants.

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 6. HRM Structure:

HRM Hierarchy:

The most important portion of my programme as I am the student of HR. Here is detail of the dept.
structure that what type of structure dept. have how many offices there in HR dept. their positions
their sub department are also the part of this area and the structure of HR is as below. But before
going toward structure I am thoroughly told you about structure in HR the higher post is DG (HR)
in NTDC. Under HR there is dept. working which I discussed above in my report and that
departments are working according to company policy and now the structure of HR my concerned
department is as follows:

DG HR

Manager Manager
HR&T Admn

DM DM DM DM DM DM DM
CM C&T HR HRIS Services L&IR PMC

AM AM AM AM AM
CM-I C&T-I HR-I Services-I L&IR

AM AM Services-
AM CM-II AM C&T-II
HR-II II

Number of Employees Working Under HR Dept.:

Total Employees working there is 12000 and employees working under HR is almost 550 from
BPS 1-20.

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Dept. working under HR:

 Hr & Admin

 Career Management

 Services

 Confidential and Training.

 L & IR.

 Litigation

 Organizational Development

7. Marketing Function:

Product/service:

NTDC only provide services as despatchment, transmission of electricity to distribution networks.

Pricing:

The price cannot set by the company as this is the govt. organization and the amount set by Govt.
company follows that price and give WAPDA tarrif according to the Govt. Rules and regulation.

Place:

As our company provided services and places according to NTDC are Grid Stations and grid
stations are of two types 220 KV and 500 KV grid stations and names of 220 KV grid stations are
as follows:

1 Islamabad BURHAN
2 BANNU
3 DAUD KHEL
4 MARDAN

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5 SANGJANI
6 SHAHI BAGH
7 UNIVERSITY

8 Lahore BUND ROAD

9 GHAKKAR
10 JARANWALA
11 KALA SHAH KAKU
12 LUDEWALA
13 NISHAT ABAD

14 NEW KOT LAKPAT

15 RAVI
16 SARAFRAZ NAGAR
17 SIALKOT (SAHOWALA)
18 WAPDA TOWN
19 SHALAMAR
20 SUMUNDARI ROAD
21 BANDALA
22 GHAZI ROAD
23 TOBA TEK SINGH

24 Multan NEW MUZAFFAR GARH

25 OKARA
26 KASSOWAL
27 BAHAWALPUR
28 VEHARI

29 Hyderabad HALA ROAD

30 QUETTA INDUSTRIAL
31 SIBBI
32 SHIKAR PUR
33 T.M.KHAN

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34 DAHARKI

35 ROHRI
36 RORA LAI
37 KHUZDAR
Above all Grid stations of 220 KV and now remining grid stations are of 500 KV and their names
are as follows:

1 Islamabad SHEIKH MUHAMMADI PESHAWAR

2 RAWAT
3 Lahore SHEIKHUPURA
4 GATTI (FAISALABAD)
5 NOKHAR
6 Multan NEW MULTAN
7 MUZAFFAR GARH
8 D.G KHAN
9 YOUSAF WALA
10 Hyderabad GUDDU
11 DADU
12 JAMSHORO
13 NKI (KARACHI)
These all Grid Stations as above mentioned with their regions names.

Promotion:

As the sole distributor of electricity in Pakistan, NTDC have monopoly in his business so don’t
have promotional activities. There is power purchase agreement (PPA) between the electricity
users and NTDCL for 25 years that the supply of electricity will be provided through NTDC to all
private and public entities and households.

Page46
 8. Human Resource Management:

Recruitment & Selection policy of NTDC

For recruiting ad is must. For internal recruiting first see the quota of employees, then see the
vacant positions and give ad in the newspaper selection board committee finals the candidate for
the vacant position.

For external recruiting & selection, the following is the process:

This process is designed for incoming candidate and criteria are set on the basis of these following
things:

Candidates:

 Age

Minimum 18y and Maximum 40y

 Gender

Male \Female

 Domicile

Punjab\Sindh\KPK\Baluchistan\FATA\AJK

 Qualification

Matric \Intermediate \B.A/B.sc\BS.HONS/Masters\M.S/MPhil\PHD

 Written test

Subject Relevant

General Knowledge

Page47
The person who pass the written test they call for that person for interview.

 Interview

The person who pass interview also and meet their expectation then appointment letter given to
that person.

Training & Development:

Process of training starts by determining need of training. If training is necessary for the employees
then offices of concerned employees should pay attention to their training and by the help of
training the development of employee increases.

His efficiency increases by training. And after training the training committee must give remarks
about the employee learning and his efficiency report to his concerned office so that they can
understand the role of training to his work environment.

Training and development is totally on the employee in NTDC, and training and promotional exam
is necessary in the promotion of employee so employees want to go on training for their easiness
in promotion. Training conducted by the dept. of Confidential & Training they send documents of
employee and employees get training from Islamabad their training centre is in Islamabad and the
amount (T/A, D/A) which they spent on training got reimbursed from the office. Training fees
given by employee or by his office to Training institute and training is necessary for the
development of employee.

Performance Management:

Performance management is all about how individuals contribute to an organization's goals. An

effective performance management and appraisals process focuses on aligning your workforce,
building competencies, improving employee performance and development, and driving better
business results.

Page48
Compensation policy:

Company strongly believes in acknowledging and recognizing the performance of its employees
as it encourages good performers and helps to develop/promote performance based compensation
culture. In NTDC compensation given to employees according to their scale high scale employees
enjoys more benefits than low scale employees. If compensation given to employees according to
their effort and their work done than it should be helpful for employees and for the organization
also and he/she work for betterment of organization and more devoted to achieving targets of
organization.

But there is also thing in that the employee on the field also take more advantage than employee
in the office as the life of the employee in the field is more on risk than the employee in the office.

9. Financial Analysis:

Balance sheet of three years of NTDC

ASSETS 2015 2014 2013

Rupees Rupees Rupees
Non-Current Assets

Property, plant & equipment 163,305,670,883 150,262,851,292 127,321,282,099

Long term loans and advances 516,222,147 1,254,108,907 1,255,830,385

Long term deposit 7461822 7,466,823 7,466,823

163,859,354,852 151,524,427,022 128,584,579,307

Deferred taxation 32,623,414,074

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Current Assets
Store, spare parts & loose tools 11,960,230,994 9,353,132,102 9,366,579,366

Trade Debts 450,718,041 365,856,969,014 234,882,321,605

Receivables from GOP 24,600,000,000 31,000,000,000 31,000,000,000

Current portions of long term &
advances 59,828,866 50,752,012 47,497,265
Receivable from CPPA-G 31,394,026,276 - -
Advances 20,016,366,492 26,862,998,841 41,519,112,974

Accrued Markup - 23,958,166 19,525,414

Other Receivables 30,024,549,739 74,493,087,038 44,191,909,025

Short term investments -

Cash & bank balances 7,910,280,166 25,499,459,033 17,232,470,579

126,416,000,574 533,140,356,206 378,259,416,228

Total Assets 290,275,355,426 684,664,783,228 506,843,995,535

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EQUITY & LIABILITIES
Share capital & reserves

Share capital & reserves 52,700,381,000 52,700,381,000 52,700,381,000

Accumulated profit / loss 41,810,635,228 30,868,614,003 23,906,852,017

94,511,016,228 83,568,995,003 76,607,233,017

Share deposit money - 7,163,232,938 716,323,938

Non-current Liabilities

Loan note payable to CPPA 42,412,1168,630 - -

Long term loans 32,780,830,945 32,094,679,150 37,603,952,698

Deferred Liabilities 17,223,190,681 16,557,461,681 15,609,095,000

Deferred taxation 6,241,238,778 6,100,180,469 6,043,400,130

Deferred credit 5,038,740,202 5,218,817,975 54,696,874

103,696,169,236 59,971,139,275 59,311,144,702

Current Liabilities

Trade & other payables 19,071,341,609 499,585,805,448 341,748,749,931

Provision for Doubtful Receivable 29,172,520,672 - -

Accrued Markup 13,153,586,402 7,558,222,392 4,414,657,115

Current portion of long term loans 30,670,721,279 26,817,388,172 17,513,477,645

Provision for taxation - - 55,500,187

92,068,169,962 533,961,416,012 363,732,384,878

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 Contingencies & commitment

Total Equity and Liabilities 290,275,355,426 684,664,783,228 506,813,995,535

Income statement for 3 years of NTDC:

2015 2014 2013

Rupees Rupees Rupees

Sales 22,235,741,941 19,836,334,940 16,834,551,278

Operating Expense 11,710,820,151 12,339,639,999 14,770,870,780

Finance cost 1,831,063,603 1,363,315,664 748,674,385

(13,541,883,754) (13,702,955,663) (15,519,545,165)

Other Income 1,520,040,131 934,893,952 96,859,704,195

Profit before tax for
year 10,213,898,318 7,068,273,229 98,174,710,308

Taxation

Current - - 83,911,250

Deferred (141,058,309) (56,780,339) (38,666,814,204)

Net Profit 10,072,840,009 7,011,492,890 59,423,984,854

Page52
1. Current Ratio
= Current Asset__
Current Liability

2015 2014 2013

1.373 0.998 1.04

2. Cash Ratio
= Cash__________
Current Liability

2015 2014 2013

0.086 0.0477 0.05

3. Total Debt Ratio

= Total Asset-Total equity
Total asset

2015 2014 2013

0.6744 0.878 0.85

4. Equity Multiplier=
Total Asset
Total equity
2015 2014 2013

3.071 8.193 6.62

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5. Time Interest Earned Ratio
= EBIT
Interest

2015 2014 2013

5.58 5.184 131.13

6. Return on Asset
= Net Income____
Total Asset

2015 2014 2013

0.035 0.0102 0.117

7. Return on Equity
= Net income_
Total Equity
2015 2014 2013

0.107 0.084 0.78

8. Profit Margin
= Net Income
Sales
2015 2014 2013

0.453 0.353 3.53

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 9. Total Asset Turnover
= Sales
Total Assets
2015 2014 2013

0.076 0.029 0.033

10. Fixed Asset Turnover

= Sales
Net Fixed Assets
2015 2014 2013

0.136 0.132 0.13

10. Critical Analysis HRM:

HR planning:

Human resource planning is a process that identifies current and future human resources needs for
an organization to achieve its goals. IN NTDC by HR planning we firstly find the need of the post
that we want. Than after creating the post necessary job detail conduct and then we make ad in the
newspaper by giving briefly detail in the ad like job detail, age of applicant, qualification all these
things are important in ad and then conduct interviews on that post and this is part of recruitment
while all things of HR is on planning. Before actual event all planning conduct by the HR specialist
to avoid future problems.

Job analysis:

The job for which we conduct recruitment we firstly analyse all the important aspects of the job
detail job description of new or existing post. Job analysis is used for of job what job demanding
from the person and job analysis also tell us that how job is performed by the employee.

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Recruitment:

In NTDC or other GOVT. Companies recruitment process is mostly conducted through test on
NTDC firstly applicant apply by the ad given by the company in the newspaper by checking ad
and meeting the criteria people give written test of NTS and NTS is taking test on behalf of NTDC
and the applicant who pass the test of NTS now the next step is making merit of applicant and this
work done in the CM cell of NTDC.

After making merit of employees the top people of that list according to their merit and merit
include their qualification marks, test marks, higher education if mentioned and by adding all this
the applicant who is on top of the merit list a call made from dept. to those peoples and they came
to office for the interview.

Selection:

After recruitment, the most important part is selection of the candidates the interview conducted
by the HR committee and then next interview conducted by the BOD or by whom which they
recommend and they select 2-4 applicants for 1 position and they can bargain with those applicant
on pay/salary and first year of employee is contract base and after 1 year they regular that employee
according to their performance. Another situation is employee is on contract for 3

years and in contract situation employee get the pay according to market but not enjoy other
facilities of company.

Orientation:

Orientation is to introduce employee to the organization and the departments of the organization
but in NTDC no orientation given to employee as this is the difficult task for the organization to
introduce employee to all departments of the organization and in public sector this is not necessary

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but when the employee join job and in which dept. he go that dept. welcome that employee and
they can arrange party like welcome party for that employee.

Training & development:

Training and development is important for employee development and promotion in his work by
the help of training he got new skills and this is necessary for the promotion of the employee no
employee can promote without getting training.

Training relating to new employees is like that he not got training before joining the job he learned
on job he is like on job training no proper training given to that employee he can learn by his
colleagues and his seniors.

Appraising and managing performance:

Appraising and managing performance is the main element of the HR specialist without this no
employee can work with dedication and devotion appraising is that if employee work good boss
should appraise the effort of that employee and in this company the work of low level employees
appreciated by the upper staff and manging performance is like performance evaluation of that
employee which work done by him/her must be mentioned in that Performa in NTDC performance
evaluation report of employees conducted when they are near too promotion because for promotion
it is necessary document and for deputation then also used this performance evaluation report
company maintain performance evaluation of all that employees because upper staff want that
report any time so they prepared themselves for all future needs.

Compensation & benefits:

Compensation and benefits is that extra amount given to employee for their work done in the
company in NTDC compensation and benefits is that the extra facilities given to employee for
doing the job in addition to their basic pay that they receive transportation, medical facilities, house
rent, mobile phone recharge, they can enjoy these facilities or they can get amount of these
facilities like rent facilities and transportation facilities amount they can receive.

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Medical facilities they can use these facilities if any employee pay bill to hospital or other doctor
they can reimburse these bills by providing these bills to their offices. These all the compensation
and benefits.

11. SWOT Analysis:

A SWOT analysis is a structured planning method used to evaluate the strengths, weaknesses,
opportunities, and threats involved in a project or in a business venture. A SWOT analysis can be
carried out for a product, place, industry or person. It involves specifying the objective of the

business venture or project and identifying the internal and external factors that are favourable
and unfavourable to achieve that objective.

The Internal component of Analysis is concerned with the basic strengths and weaknesses of the
organization. Thus, it depicts the internal environment of the company. The strengths of the
company may be its financial or human resources, processes, operational methods, marketing
strategies, segmentation techniques or any expertise that the company may feel as its core
competencies. Contrary to this, any discrepancies in these factors, at the same time, may become
the weaknesses of the company. Hence, it is the internal environment of the company that shapes
its business strategies and provides direction to survive in the marketplace.

The external component deals with the factors that the company faces in its external competitive
environment.

These factors are categorized as opportunities available for the company in the market place and
the threats strained by its competitors. The opportunities

of the company may by its ability to satisfy the ever-arising needs of its customers better than its
competitors, new available markets, room for setting new operations, falling of barriers due to
globalization trend etc. If a firm fails to avail the opportunities as soon as they arrive, these

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opportunities become threats for that company. This is because your competitors will avail that
opportunity in their first attempt and attain first mover advantage over you.

Strengths:
 NTDCL has skilled labour.
 Operating in an environment of Sole-Buyer Concept i-e., Monopoly
 Govt. Institution
 Trained engineering and support personnel human resource
 Expansion and investment capacity
 Power planning functions reside in NTDC
 Manual working & good record keeping
 Large number and employees and successfully serving Pakistan
 Satisfying the huge demand of Electricity
 Educating their employee with new techniques
 Internationally popular
 Working on new and improved projects
 Business secured due to unique nature of line business
 Large number of customers
 A trustable brand name across Pakistan

Weaknesses:
 Lack of coordination among employees
 No specialized Cell for Taxes & Duties
 Poor Management Information System (MIS)
 Large number of senior citizen workers
 Debts & Political Interferences
 Old methods of working
 No data base system

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  Low capability of exploit investment opportunities and efficient manner
 Overburdening of tasks for existing officers hampering their performance

 Postings of those officers on senior level having insufficient experience in field of planning
 Potential of services division is still under-utilized
 Gap among upper and lower management

Opportunities:
 Chances of expansion and capturing more customers
 Innovations
 New talented employees
 New and effective projects
 Introduction of data base system
 Sole function of power procurement could stimulate investors
 Transmission planning is also involved in providing technical support services to the
upcoming IPPs, DISCO(s) and KESC
 NTDCL can use solar power and make electricity by it self
 NTDCL can use new technologies to supply electricity
 Telecom services can earn more revenue if switched on fiber tech
 Leadership role in coordination of overall Power Sector
 Legal Entity

Threats:
 Political and governmental interventions in operational issues
 Non-implementation of Job rotation policy
 Sometimes High turnovers of MDs occur
 Need to increase market share
 Financial risks of debts
 Insufficient economic conditions

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 Governance issues

 Due to non-availability of reliable backup managers on senior level, the system is

vulnerable to get choked in case any one of them leaves or is unavailable
 Use of solar technology by competitors
 Absence to best HR practices
 Traditional file system
 Outdated rules and policies
 Not good communication between departments
 Seniority base promotions
 Overburdened officers in some departments of NTDCL
 No availability of Research & Development Department
 Lack of use of updated technology

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 12. Conclusion:

NTDC act as a transmission and despatch company, despatches electricity to distributors who
distribute electricity to final consumers. As this company has monopoly so that’s why distribute
electricity to all distribution companies of Pakistan. Many grid stations in the country. Company
working to overcome all hurdles in way of delivering electricity. Competent employees working
there at their grid stations for despatching of electricity. In my internship where I worked in 4
Departments I notice one thing about their staff that they are very cooperative. I learn lot of things
about their departments, HR and admin, career management cell (CM Cell), services and
confidential and training. I learn about their working activities and functions which are performed
by these departments. Employees of the company work with sincerity and devotion that is basic
thing for company growth.

One thing that I observe in this organization manual system that delay in work of organization I
think that things is bad but GOVT. sector mostly working with manual system so that is needed

to be change on GOVT. level. Training of employees should be necessary to overcome their

problems and firstly they should give idea about job for newly induct person like training before

joining that help organization a lot. In the end, I must day that working in renowned organization
like this is opportunity for me and for those who take participate in this internship program.

Positive remarks gained by the staff and my mind I also positive regarding this organization and I
would like to join this organization in my professional life

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 13. Recommendation:

Recommendation is very necessary also for perfectly running organization. By the help of my
recommendation there is possibility that company may apply that thing in their organization that I
suggest to them and by that help things running smoothly. Some suggestions I would like to convey
to the departments for their future success.

 NTDC must make their own policies regarding every matter and left policies of WAPDA
and LESCO.
 Hire more skilled and efficient workers.
 Basic pay is less in this company and it should be more.
 Always appreciate their employees on their good work and explain them if they are wrong

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14. References

 Financial Report
 Websites
 www.ntdc.com.pk
 Internships Reports
 Person supported at (HR & Admin), (CM Cell), (Services), (C & T)

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