DG Khan Cement Company Ltd | Human Resource | Internship Report | Fahad Hassan Noor | UCP | 2019

DG Khan Cement Company LTD
1 University Of Central Punjab LinkedIn@fahadnoor090
Internship Report Fall’18
Course Instructor:
Ms. Maria Zaidi
To:
Mr. Ahsan Raza
(Deputy Manager Admin Dept.)
By:
Fahad Hassan Noor
L1F15BBAM0319

AKNOWLEDGEMENT
In the name of Allah, the Most Gracious, the Ever Merciful
I would like to thank “Allah Al-mighty” for providing me the opportunity and the resources for
letting me achieve my goal and objective.
I might want to demonstrate my appreciation and thank the DG Khan Cement Company
Limited above all else for giving me a chance to work at their association and having
confidence in me.
I want to thank to all of those who helped me to complete my report. I want to thanks Deputy
Manager Human Resource Mr. Ahsan Raza, Assistant Manager Zahid Sarwar and Junior
Asssitant Manager Muhammad Iftikhar & Muhammad Irfan in DG Khan Cement
Administration Office, Kallar Kahar who guided me and helped me during my Internship
tenure over there.
I might likewise want to express gratitude toward Ms. Maria Zaidi, Program Manager of
BBA in UCP Business School, who gave me data with respect to the internship strategies of
our University and for controlling me in making the internship report.

Table of Contents
AKNOWLEDGEMENT..................................................................................................................................2
DG Khan Cement Industry Profile.................................................................................................................5
DG Khan Cement Organization Profile & Management Policy.....................................................................6
Mission Statement....................................................................................................................................6
Vision Statement.......................................................................................................................................6
Management Policy ..................................................................................................................................6
Human Resource Management....................................................................................................................7
Human Resource Practices .......................................................................................................................7
Need and Job Analysis ..................................................................................................................................7
Need and Job Analysis in DG Khan Cement..............................................................................................7
Recruitment ..................................................................................................................................................8
Recruitment in DG Khan Cement..............................................................................................................8
Job Portals that DG Khan Cement Use......................................................................................................9
Selection........................................................................................................................................................9
Cognitive Test............................................................................................................................................9
Personality Test.........................................................................................................................................9
Mode of Interview in Selection Procedure.............................................................................................10
Orientation..................................................................................................................................................10
Training .......................................................................................................................................................11
Need Analysis..........................................................................................................................................11
Methods of Training................................................................................................................................11
Performance Appraisals in DG Khan Cement .............................................................................................11
Exit Interviews.............................................................................................................................................12
Questions that are asked during Exit Interviews....................................................................................12
Compensation & Benefits in DG Cement....................................................................................................13
Compensation Packages Based On.........................................................................................................13
Benefits at DG Khan Cement ..................................................................................................................13
DG Cement Organogram.............................................................................................................................14
HR Supporting Departments in DG Khan Cement ......................................................................................14

My Main Duties...........................................................................................................................................15
Reporting Duties .....................................................................................................................................15
Job Performed.........................................................................................................................................15
DG Khan Cement Departmental Functions..........................................................................................15
Personal Experience....................................................................................................................................16
Problems Identified during Internship....................................................................................................16
Personal Account of Interactions with Others at workplace..................................................................17
Specific Skills Learned .............................................................................................................................17
Most Challenging Task Performed..........................................................................................................17
Future Suggestions......................................................................................................................................17
Overall Comparison between Theory (things you have learned in the classroom) and Practice...............18
Conclusion...................................................................................................................................................19
Pictures Taken During Internship ..........................................................................................................20
Internship Letter ........................................................................................................................................21

DG Khan Cement Industry Profile:
DG Khan Cement Company Limited is a unit of NISHAT Group of Industries. DG Khan Cement is
one of the largest cement –manufacturing units in Pakistan; producing different types of
cement. DGKCC has four cement plants, two plants located at Dera Ghazi Khan, one at Khairpur
Distt. Chakwal and one at Hub Lasbela District (Balochistan). All the plants are based on latest
Dry Process Technology.
The Company is primarily engaged in the production and sale of clinker, ordinary Portland and
Sulfate resistant cement. The Company's segments include Cement, Paper and Dairy. The
Cement segment is engaged in the production and sale of clinker, Ordinary Portland and Sulfate
Resistant cement. The Paper segment manufactures and supplies paper products and packing
material. The Dairy segment is engaged in the production and sale of raw milk. The Company
has a production capacity of 14,000 tons per day (4.2 million tons/annum).
The Company operates through a countrywide distribution network managed by different
Regional Sales offices. The Company's products are preferred on projects of national repute
both locally and internationally due to the un-paralleled and consistent quality. The Company is
listed on Pakistan Stock Exchanges. DG Khan Cement has 12% Market Share and have 2,200
Cement Dealers and they are exporting their products to 10 Countries.
Its products are marketed locally and internationally under a range of brands, such as Ordinary
Portland Cement (DG brand-Grade 43), Ordinary Portland Cement (DG brand-Grade 53) and
Ordinary Portland Cement (Elephant Cement).

DG Khan Cement Organization Profile & Management Policy
Mission Statement:
To provide quality products to customers and explore new markets to promote/expand sales of
the Company through good governance and foster a sound and dynamic team, so as to achieve
optimum prices of products of the Company for sustainable and equitable growth and
prosperity of the Company.
Vision Statement:
"To transform the Company into modern and dynamic cement manufacturing company with
qualified professionals and fully equipped to play a meaningful role on a sustainable basis in the
economy of Pakistan."
Management Policy:
DG Khan Cement Management Policy is:
1. Produce and supply high quality cements, adopting modern manufacturing techniques.
2. Conform to National and International Cement Quality Standards.
3. Satisfy customer’s requirement at the most competitive prices.
4. Prevent the pollution through careful identification, monitoring and measurement of
environmental aspects.
5. Comply with National Environment Quality Standards and other applicable regulatory
requirements.
6. Improve the effectiveness of system on continual basis by setting, reviewing and achieving
policy, objectives and targets.
7. Develop and maintain emergency preparedness plans to deal efficiently with significant
operational and other hazards.
8. Improve the professional competency of employees by imparting training of DGKCC
Management System.
9. Promote Management Policy through proper communication with its employees, suppliers,
customers, neighbors, visitors and general public.

Human Resource Management
The process of acquiring, training, appraising, compensating employees, and attending to their
labor relations, health and safety and fairness concerns.
Human Resource Practices:
The success of most of the businesses depends on HR department. The HR department should
be as much as appropriate, effective, well-communicated.
HR Practices helps in increasing quality and productivity, and to gain the competitive advantage
of a work force strategically aligned with organizations goals and objectives.
The main Objectives of HR Practices in an organization is to differentiate the organization from
Its competitors by using efficient and effective HR practices. The best HR practice is one which
Optimize a workforce so that it cannot only get work done, but also ensure a greater level of
efficiency, timeliness and quality as it accomplishes increases productivity overall.
Need and Job Analysis
Need Analysis is part of planning; it means which position are empty and need to be filled.
Need analysis is done by department head. In job analysis we add duties and responsibilities
that are required from a person who is applying for a specific position. When it’s done we post
job ads in portals.
Need and Job Analysis in DG Khan Cement:
In DG Khan Cement there is a proper process of Job Analysis and Need Analysis. DG Khan
Cement updates their JD’s and JS on quarterly basis depending on hierarchy and organizational
structure. The reason behind updating Job description and Job specification is that because
various positions are being vacant and some of them are being added as there is change in
trends. If there is any position vacant then department head contact HR and then there is filling
of a form from that department head for need, after that it gets approved and HR department
post Job Ads. They have various Jobs description and specification according to Job title,
because criteria vary from position to position. Criteria setting are a collaborated decision
between HR and other departments depending on positions. Some of Criteria that are involved
are Human requirement, working standards, Job context, duties and responsibilities.

Recruitment
Recruitment is core function of human resource management. It is the first step towards
appointment. Recruitment is overall process of attracting and appointing candidates.
Recruitment sources:
There are two types of recruitment sources are used in an organization:
1) Internal Sources.
2) External Sources.
Recruitment in DG Khan Cement:
DG Khan Cement uses both sources that are Internal and External Recruitment. As DG Khan
Cement is part of Nishat Group Of Companies, they use internal recruitment sources more
as compared to external sources. In DG Khan I have observed that most of the recruitments
are based on references and contact basis. As most of companies also follow this procedure
of recruitments based on references. One of the reasons is that they want to hire those who
have trusted background because they don’t want to give bad impression of their company
if something goes wrong with employees with untrusted background.
The overall requirements of the job, relevant qualification and experience of the individual
will be the determining factors in the selection of employees. The policy of the company is to
develop its own employees and fill in the vacancies from within the organization whenever
possible. In case of non-availability of qualified personnel from within, the company will
recruit qualified and appropriately experienced personnel in the respective discipline from
outside.
They also have outsourced hiring of employees that are on daily wages likes sweepers,
Gardner’s, Farmers. Such hiring is done by Company named as F.N Tareen Engineering &
Contractor that deals with this matter. F.N Tareen is an external hiring company that works
with DG Khan Cement to hire employees.
DG Khan Cement has Power Plant that generates Electricity for the whole factory area; they
have outsourced the management of the power plant to the company named as Wartsila, and
its Finland based company that operates in Pakistan and deals with manufacturing and
providing services in energy markets.

Job Portals that DG Khan Cement Use:
DG Khan Cement mostly uses LinkedIn as a Job Portal for recruitment. There is also a career
page on the website where candidates submit their Cv’s. DG Khan Cement itself job portal is
under developing mode that will be launched soon and will be available on their website in
careers options. This portal will have option for screening CVs of their interest and save their
time.
Selection
Many candidates apply for job in response to vacancy ads by submitting their CVs. DG Khan
Cement Selection board goes through those CVs and select those candidates which initially
fulfill their criteria of selection board after prescreening selection board short lists the
candidates, who are considered most suitable for this job.
They conduct two types of Tests:
1) Cognitive Test.
2) Personality Test.
Cognitive Test:
DG Khan Cement conducted Test of Cognitive Abilities for their selection process. This test is
mostly taken from fresh graduates whereas some people are selected on the basis of
experience.
Personality Test:
DG Khan Cement conduct this Interview in selection procedure, it is designed to predict
future job performance of potential candidate according to their oral response.

Mode of Interview in Selection Procedure:
After initial screening of applications forms interviews and test are conducted for Hiring.
Three types of Interviews held in DG Khan Cement:
1) Initial Interview.
2) Technical Interview.
3) Final Interview.
HR department is involved in all interviews; initial interview is conduct by Hr. department.
Technical interview department head is involved and in Final interview there is panel
involved directors and CEO. Candidates are interviewed individually in panel interviews.
Selected candidates are asked to submit their medical fitness report suggested by medical
department of DG Khan Cement and there is government policy involved in this because it’s
an industrial area and employee have to work in environment that is filled with gases like
dangerous one ammonia gas because it’s used in cement production.
Police verification is done in process of hiring new employee; new employee has to get
verified from Police station he is living near to.
Orientation
A newly hired employee is oriented so that he can get the idea about organizational setup so that he
may feel at home. At DG Khan Cement orientation plan cover the following points:
1) Visit to different departments of the company
2) Taking Joining Report
3) Filling Orientation form on which every department head signs
4) Getting Code of Conduct signed by new employees
5) Providing Job description to the new employees that exhibit their duties they have to
perform during job.
DG Khan Cement want their new employee couldn’t panic and feel stress on first day so
they Make new-hires feel welcome and at ease in their new work environment. Explain
what the company is about how it originated who its customers and competitors are, how it
differs from other organizations, what its structure, vision, values, and short- and long-term

objectives are. Inform new-hires about company products, operational methods, and
policies and procedures.
Orientation varies position to position with proper plan. In executive level position they
have meetings and detailed plans and they visits depending on which department they are.
And in some positions they had a concise one day orientation plan.
Training
Training at DG Khan Cement is an ongoing process. DG Khan Cement follows a method of
Performance Management System (PMS) for evaluating the quarterly performance of their
employees. Employees who are lacking in the performance are selected for the training
programs. Employees that are performing according to the standards set and have good Key
Performance Indicator (KPI) score are also enrolled in routine training programs to meet the
organizational goals effectively and efficiently.
Need Analysis:
In DG Khan Cement they have Employee Development Programs which is also linked with
employees KPI scores. The first line manager or departmental manager develops a need
analysis for the training of his/her subordinates based on their KPI scores. Departmental
manager than provide all the information and training need analysis to the Human resource
manager which than develop Employee Development plan. This is an ongoing process at DG
Khan Cement and in integration with their long term strategic goals.
Methods of Training:
DG Khan Cement mostly uses Formal training method. Safety Department in DG Khan conduct
the trainings on safety measure to ensure that employees are aware of safety rules in work
environment. Trainings are arranged on orientations for some employees who are hired into
admin department for Oracle and Enterprise resource planning system that is used by DG.
Performance Appraisals in DG Khan Cement:
At DG Khan as I learned in HR course that the performance appraisal is done by the immediate
boss Or the departmental head, but the tool for appraisal is developed and provided by the HR
department. They have developed Key Performance Indicator (KPIs), each KPI has specific
weightage assigned to it.
HR department provide appraisal forms to the departmental heads on

quarterly basis and departmental managers fill appraisal forms because they believe that
feedback given at the end of the year is of no use to the company and may not be justified
correctly as it may be based on the single error made by the employee at the end of the year
due to other reasons, so the appraisal done through this way may go against that employee and
hence cause decreased motivation level that would ultimately lower the upcoming
performance of the employee. And send them to the HR. HR than at the end of the year
compile all the quarterly filled appraisal forms and analyze them and develop results on the
base of appraisal forms. Yearly increments, bonuses and other performance related benefits
depend on the result of the appraisal. There is a system of in depth interviews at the time of
appraisal at the DG Cement, so that employees can work on their weaknesses and can get the
right training for the skills that he/she is lacking. Appraisal interviews are also conducted with
the employees.
Exit Interviews:
Exit Interviews are conducted whenever an employee going to resign and leave the
organization. This process is done in order to know reason why an employee is leaving, this
provided information to DG Khan cement employer that what action they need to take in
future to retain the employees.
Questions that are asked during Exit Interviews
Here are the questions that are asked during exit interviews in DG Khan Cement:
1. What are your primary reasons for leaving?
2. What did you find most satisfying about your job?
3. What did you find most frustrating about your job and how it can be improved?
4. Were there any company policies or procedures that made your work more difficult?
5. Would you consider returning to this company in the future?
6. Would you recommend this company to a friend as a good place to work?
7. Is there anything the company could have done to prevent you from leaving?
8. Is there any other reason for leaving the company?

Compensation & Benefits in DG Cement
The performance appraisal done at the previous step is later used to compensate the
employees. The term compensation means all the form of pay to reward the employee against
his work done for the organization.
Compensation can be divided into following categories:
Monetary: It include all the compensation made through money against the work performed by
the employee
Non-Monetary: It includes all other benefits except money that are given as a reward to
compensate the employee for work performed.
Compensation Packages Based On:
In DG Cement following compensation packages are given on the basis of scales of the
employees and these differ for the labor working in the factory:
 Salary to employees based on their Rank.
 Wages to labor keeping the minimum labor wage in mind.
 Bonuses are given on the bases of the employees performances.
Benefits at DG Khan Cement:
 Daily Pick & Drop Services for the employees living in adjacent areas of Kallar Kahar like
Chakwal, Talagang, Bhera & Pind Dadan Khan
 Accommodation for the permanent employees that are from far away cities like Lahore,
Islamabad.
 Permanent Employees can reimburse their medical bill, by giving the proof. Married employees
have quota of Rs 22,000 and Un-married have quota of Rs 18,000.
 DG Cement gives 15-Days leave per year to temporary employees and 30-Days leave per year to
permanent employees. Leaves are added to next year if employees don’t utilize them.
 When an employee completes its 1st
year as permanent employee, DG gives them Leave Fare
Assistance (LFA) which includes 13 Days Leave and an Amount of Basic Salary.
 CPL is given when an employee work on weekend days, they can take leave on any weekday.
 Provident fund is given to permanent employees.
 To qualify for gratuity fund, an employee must serve DG cement for five years.

DG Cement Organogram:
HR Supporting Departments in DG Khan Cement:
Following are the HR supporting departments that I have observed during my internship
tenure in DG Khan Cement:
 Production
 Finance
 Civil
 Electrical
 Sales & Dispatch
 Mechanical
 Store
 Quarry
 IT
 Marketing

My Main Duties
Reporting Duties:
I have to report at my office at 8:30am, after that Quran-e-Kareem was recited to welcome the
new day. During my internship tenure I have to report directly to Deputy Manager Ahsan Raza
about all the tasks that I was assigned, whether I’m updating the information on an excel sheet
or attaching document to a specific file. I also have to inform my supervisor if some other
colleagues assign any task.
Job Performed:
During my internship tenure I have performed different tasks. DG Cement conducts
apprenticeship training test every year, for this I was given task to arrange the documents of
applicants that have applied for training test. I have to arrange their application and other
credentials like Cv’s, ID Cards, & Result sheets in sequence and then I create the list of
applicants in Microsoft Excel with their respective information. During the test I was assigned
task of invigilation and after test I was given task to create list of result and then the list of
selected candidates. During my presence many employees were newly selected and I was
assigned task to give them Hr forms which include personal record form, police verification
form, list of dependents and non-dependents form, employee’s relative data information.
Moreover, I have to console personal data of every employee checking their name, employee
ID, CNIC card number, family, etc. in record file to check that data is enter correct or not, is
there any information related to employee is missing or not. I also have helped my colleagues in
preparing expense and medical claim report for payroll. I was assigned to arrange the
information sheets of employees department wise and I visited the departments to deliver
those information sheets to the respective employees of the department.
DG Khan Cement Departmental Functions
The human resource department of DG Khan Cement is very efficient. They will work
very efficiently and effectively. The human resource department at DG Cement using
prearrangement, planned criteria to utilize employees effectively checks their performance.
HR helps the other departments to develop their values in a way which supports their mission,
and objectives.

HR department at DG Khan Site office is involved in the process of recruiting & selection,
training & development, employee’s relation, performance appraisals.
Hr department submit their reports through Oracle system and it is also known as Enterprise
Resource Planning System. DG Human Resource makes coordination’s with other its supporting
departments to achieve their goals and objectives
Personal Experience
BBA degree courses are designed to facilitate students in acquiring knowledge and skills for
their professional development in the field of business administration. For the sake of
implementing the knowledge of business administration, I joined DG Khan Cement Human
Resource department as an internee after completing 3.5 years of education.
Doing internship in DG Khan Cement is very interesting and challenging experience for me as a
business student. I have gain a lot of experience in my internship duration and it was a great
experience working with the different people. I have to performed many activities during my
internship about which I just had bookish knowledge. With the help of this internship I
improved many skills like communication confidence and problem solving. I will recommend for
every BBA Student should performed all assigned activities with full passion so that this time
period helped her/ him in his /her practical life. Internship is a precious asset for our future life.
Additionally, I have learned more about HR department and their duties specifically Learning &
Development unit of HR. I have learned how HR people have to manage, assess, motivate and
train companies’ resources. I got a clear concept of HR. I get to know how office work is done
and manage how you can complete your work easily and more efficiently. To be very honest, I
have learned how to deal with political situation in an office. Most importantly I got a lot of
experience by doing internship in this organization. Moreover, you want to get experience what
they give to you and also by seeing and observing them, how they work and what they do.
Problems Identified during Internship:
The problem that I had notice during the internship is that theoretical course is different
as compared to practical work. One work is divided between different departments and initially
I have faced some problems to understand the integration of different department and their
work flow. One work is completed by different approvals and after clearance of previous
matters.

Personal Account of Interactions with Others at workplace:
Talking about the personal interaction with other at work place is good all the employees of
rank first line to top level managers are humble and polite towards the internees and the
people who are in learning stage to understand the company’s dynamics. Not only with their
internees but also with their staff and customers they treat them very politely and well
manneredly.
Specific Skills Learned:
I have learned many things during this six-week internship time period. The best thing
which I had learned is business etiquettes. How to express yourself in a formal mail or
telephonic conversation, it might seem relatively simple, but when you do it wrong it can leave
negative impressions on you.
It seems to me that getting exposure how to work in office and how to communicate with the
people who are working around you that’s given you a head start. One more important thing
which I had learned is team work and how to manage a work with your team. Using MS Office
during my Internship I have got more knowledge of these program in practical terms and I can
use them efficiently for doing tasks.
Most Challenging Task Performed:
As I was working there as an internee so they only gave those tasks that can be performed
easily and can be attainable. Whenever they gave me any task, first they guide me what to do
and how to do so, I didn’t find any difficulty to performing my task which was assigned to me.
Future Suggestions:
 Due to Internal hiring there is lack of new ideas and talent in the management. They should hire
people from External sources so there will be addition of new talent in DG Cement. As External
Candidates have great exposure because they have fresh ideas and they are recently graduated.
 There should be sessions on awareness about Corporate Social Responsibility (CSR) Activities.
 DG Cement should invite University students for site tour and show them the process of the
cement manufacturing.
 The sitting arrangement for guests is too congested in DG site office, as a internee I have to face
this issue also.

 Although they use computers for keeping records, but they use files for employee in the site
office. During attaching documents I was exposed to some documents on which text was blurry
which needs to be improved.
 They should focus on marketing their products by using latest promotional tools, they currently
using trade promotions only.
Overall Comparison between Theory (things you have learned in the classroom) and
Practice:
During the tenure of my internship I have done as well as observed many practical activities and
I observed that there is a big difference between the bookish knowledge and practical work but
we cannot deny the importance of theoretical knowledge because this knowledge provides a
base line for practical work.
In my opinion practical work is different and more challenging from theoretical work.
Things that I have observed at DG Khan Cement are as follow:
 Theoretical knowledge just gives us an idea about an activity but in practice these activities are
more cleared to us by doing them
 We learn more by the execution of activities in practical
 DG Khan Cement keeps data of every purpose or every issue that happened, but in classroom
the data is not compulsory to be stored of every matter
 We have to follow the rules and policies strictly in DG Khan Cement whereas we skip the rules
and regulation in teaching institution
 We have to follow the rules and policies strictly in DG Khan Cement whereas we skip the rules
and regulation in teaching institution
 Every employee (officers as well as staff) follows the hierarchy of supervisor or authority.

Conclusion
This six weeks internship duration was a great opportunity for me to work at DG Khan
Cement Company. During my six weeks internship program I have learned many things related
to professional field.
Working in DG Khan Cement Company taught me different aspects:
 This experience taught me how to work in an organization with keeping a control over ones
emotions.
 I learnt how to do work in groups.
 Organization gave me a new vision for seeing the world equally without any discrimination.
 It also helped me in polishing my inter-personal skills.

Pictures Taken During Internship

Internship Letter

DG Khan Cement Company Ltd | Human Resource | Internship Report | Fahad Hassan Noor | UCP | 2019

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DG Khan Cement Company Ltd | Human Resource | Internship Report | Fahad Hassan Noor | UCP | 2019