LINTA Pharma

INTERNSHIP REPORT
2019
INSTITUTE OF ADMINISTRATIVE SCIENCES – (IAS)
University of the Punjab

Name: Syed Bilal Hussain
Roll No: 16-BS-R-76
Degree Program: BS Management sciences
Session: 2016-2020
Internship Organization Name: LINTA Pharmaceuticals (Pvt) Ltd
Branch and Address: House # 738, Street # 11-A, Gulberg, Lahore

Pakistan.
Internship Supervisor: Younis M.KhoKhar
Internship Supervisor Contact Number: 0300-4165488
Internship Supervisor Email ID: Younismkhokhar67@gmail.com
IAS PU Lahore, Page 1

Table of Content
Contents
ACKNOWLEDGMENT...................................................................................................................................4
Chapter 1: Introduction to the Organization...............................................................................................5
Brief History:............................................................................................................................................5
Nature of Organization............................................................................................................................6
Vision.......................................................................................................................................................6
Mission....................................................................................................................................................6
Core Values..............................................................................................................................................6
Quality.....................................................................................................................................................6
Learning & Innovation.............................................................................................................................7
Team Work..............................................................................................................................................7
Empowerment.........................................................................................................................................7
Environment............................................................................................................................................7
Social Responsibility................................................................................................................................7
Business of organization (Product or Services)........................................................................................7
Strategy Business Units………………………………………………………………………………….8
Project Management Units……………………………………………………………………………….8

Chapter 2:....................................................................................................................................................8
Welcome to LINTA Human Resource...........................................................................................................8
Job analysis..............................................................................................................................................9
Human Resource Planning.......................................................................................................................9
Recruitment and Selection Procedures...................................................................................................9
Advertisement.......................................................................................................................................10
Selection Criteria...................................................................................................................................11
Date for Interview.................................................................................................................................11
Call for Interview...................................................................................................................................11
Appointment Letter...............................................................................................................................11

Orientation of new hires........................................................................................................................11
Training & Development of employees.....................................................................................................12
Appraising & Managing Performance........................................................................................................13
Performance Evaluation........................................................................................................................13
Performance Appraisal Procedure.........................................................................................................14
COMPENSATION & BENEFITS....................................................................................................................14
Bonus.....................................................................................................................................................15
Gratuity.................................................................................................................................................15
Allowances.............................................................................................................................................15
Procedures of Record keeping of Employees............................................................................................15
Chapter 3: Tasks and Duties at Internship.................................................................................................16
Chapter 4: SWOT Analysis of National Logistics Cell (LINTA).....................................................................18
Chapter 5: Research Project......................................................................................................................19
Problem Statement:..............................................................................................................................21
Explanational of Key Term.....................................................................................................................21
Research Question:................................................................................................................................22
Research Methodology:.........................................................................................................................22
Unit of Analysis:.....................................................................................................................................24
Limitations of the study:............................................................................................................................23
Conclusion.................................................................................................................................................28
Recommendations:....................................................................................................................................28

ACKNOWLEDGMENT
The internship opportunity I had with LINTA Pharma was a great chance for learning and
professional development. Therefore, I consider myself as a very lucky individual as I was
provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so
many wonderful people and professionals who led me though this internship period.
I express my deepest thanks and very immense acknowledge toMr. YOUNIS M.KHOKHAR
for taking part in useful decision & giving necessary advices and guidance and arranged all
facilities to make life easier. I choose this moment to acknowledge his contribution and time
gratefully.
I would like to express my deepest appreciation to all those who provided me the possibility to
complete this internship. It is my radiant sentiment to place on record my best regards, deepest
sense of gratitude to all HR & ADMIN Department’s employees for their careful and precious
guidance and help throughout my internship period whichwas extremely valuable for my study
both theoretically and practically.
I perceive as this opportunity as a big milestone in my career development. I will strive to use
gained skills and knowledge in the best possible way, and I will continue to work on their
improvement, in order to attain desired career objectives. Hope to continue cooperation with all
of you in the future.

Dedication
I would like to dedicate my first internship work to Allah the Almighty who has made it
possible for me to work hard and complete this three month internship after that I would like to
dedicate to my respectable all HR & ADMIN Department who provided me with all the
guidelines to prove myself and explore new things in thin environment. I am very grateful to
them for giving me this opportunity to explore new dimensions in practical life and to help build
a better future for my coming life

Chapter 1:
Introduction to the Organization
LINTA Pharmaceuticals is a name of trust, excellence and quality in the pharmaceutical industry
of Pakistan. We strive to serve the humanity in the best possible way by providing them a wide
range of innovative and quality medicines. This is because:
“Endeavouring People Health”
Our approach is purely simple. We believe in the providing value to life.
Brief History
LINTA Pharmaceuticals was established in 1998 by the three experienced professionals from
local and multinational pharmaceutical industry of Pakistan.
The manufacturing facility at Lahore, commenced its production in 2002 and in a short span of
eight years, LINTA has made its mark in Pakistan and international pharmaceutical market with
its quality products and contract manufacturing services. This has been made possible by the
dedicated efforts of our highly qualified team, and clear vision of its leaders.
The Facility
The manufacturing facility is located on a plot of land measuring four acres, on a highway in the
outskirts of Lahore. Covered area is about 50,000 square feet, comprising of Production area,
Quality control lab, Raw material and finished goods warehouses, Employee’s dining &
Recreational area, Maintenance workshop, and Administration block. Production area includes
the following sections:
 General Tablets
 General Capsules
 `Oral Liquid

 Dry Powder Injections
 Liquid Injections
 Psychotropic Tablets
 Cephalosporin (Oral)
 Packaging Area
 Orthopedic Specialty Products
 Ophthalmic Drops (Under Construction)
 Cream & ointments (Under Construction)
Liquid injectable area also includes In-process lab, Reverse osmosis and Distillation plants. Each
section is equipped with sophisticated machinery and latest equipment. All the sections have
anti-microbial epoxy flooring that assures protection against infections and contamination. A
broad range of products comprising of Antibiotics, Antivirals, Antidiabetics, Cardiovascular,
Antiulcer, Vitamins, Minerals NSAIDS and Antifungals etc. are being manufactured here.
A separate facility is in the advance phase of completion for Nutraceuticals and Cosmaceuticals.
Nature of Organization
Man has been connected to nature from the very beginning, finding new ways to reap the
benefits from what Mother Nature has to offer.LINTA Healthcare aims to preserve and promote
the strong connection we have with Mother Nature by bringing to you innovative products with
the healing power of nature using state-of-the-art modern facilities and mechanisms to ensure
utmost level of quality

Vision
Our vision and overarching aim is to become a leading force in the pharmaceutical industry both
locally and regionally by providing high quality, innovative and efficacious medicine and
services
Mission
Our mission is to develop and manufacture high-quality generic drugs that will improve the
quality of life of our customers. With a result-oriented culture, we aspire to create a conducive
work environment which promotes the professional development of our employees so that they
may become well-rounded individuals in all aspects of life. We achieve our goals by staying true
to our core values: integrity, good ethics, simplicity and dedication to customer satisfaction
Core Values
Our values include the following:
a) Mutual Respect
LINTA believes in communicating openly and honestly with our clients, suppliers and
employees. Our interactions with all external and internal parties/individuals are characterized
with cordiality and civility – where freedom of thought, opinion and perspective is respected.
b) Integrity
We conduct ourselves with uncompromising integrity and honesty and insist on the highest
ethical standards and transparency from our employees in all interactions. Everything we do
must stand public scrutiny.

c) Simplicity
Simplicity is the hallmark of LINTA ethics. We like to keep things straight, simple and
functional.
d) Value Generation
We ensure profitable growth through the development of a wide range of innovative products in
different dosage forms across different therapeutic classes.
e) Customer Satisfaction
We aim to understand and respond to the dynamic needs and requirements of our customers; and
conduct ourselves to ensure the provision of excellent services/products in order to guarantee
customer satisfaction.
f) Our People
We believe in fostering a positive working environment which promotes skill-development,
diversity, work-life balance, empowerment and tangible employee involvement in the decision
making process. Our aim is to teach and train all our employees to become competent
professionals and well-rounded individuals in all aspects of life.
g) Quality
‘We care for better life’, the staff at LINTA Pharmaceuticals consistently endeavors to
fulfil quality requirements in order to meet the user’s need in terms of safety, efficacy,
strength, reliability and durability.
The Quality Process

The QC Lab tests the required sample salt in the initial stages when it is received, along with the
external certificate of analysis. Upon successful completion of testing, the QC Lab generates an
internal certificate of analysis.
After trial launch and stability testing of the given sample, a Manufacturing Order is issued by
the Production Department after verification from Quality Control & Quality Assurance.
The raw material received enters the dispensing stagewhere the Quality Assurance, Store
Pharmacist, Dispenser and the Production Team members check and approve the raw material
for production.
The Quality Assurance team thoroughly and regularly inspects the production facility
for environment control and cleaning of equipment and utensils. Only after go ahead from the
Quality Assurance does the production process for a particular batch begins.
The approved bulk is then sent to production and samples are extracted regularly at every step of
the production by Quality Assurance representatives for quality testing.
The manufactured products are again tested/approved by the Quality Assurance team and sent
for packaging.
Quality Assurance team monitors the packing process to ensure the quality of the product.
After packaging, the Quality Assurance team then takes random samplesfrom the batch of
finished goods to assure quality and approves it for dispatch.
Goals and Objectives of LINTA

Business of Organization (Products and/or Services)
The LINTA approach is purely simple. LINTA is providing value to life by contributing its
services to the health. It provides its best cure medicines to the society and thus adds
value to the life of the society. Registered products (medicines) of LINTA are as follows:
Brand Name Generic Molecule Form
Teklor Cefaclor (USP)…125mg Suspension
Teklor 500mg Clarithromycin (USP)…500mg Tablets
C- Flox 250mg Ciprofloxacin as hydrochloride (USP)…250mg Tablets
C- Flox 500mg Ciprofloxacin as hydrochloride (USP)…500mg Tablets
Cefxone250mg Sterile ceftriaxone sodium eq. to ceftriaxone Injection

(USP)…250mg
Cefxone 500mg Sterile ceftriaxone sodium eq. to ceftriaxone Injection

(USP)…500mg
Alar Artemether….20mg Tablets
Lumefantrine….120mg
Alar DS Artemether….40mg Tablets
Alar Once Artemether….80mg Tablets

S-Zole Capsule 40mg Esomeprazole Mg enteric coated Capsules
pallets eq. to
esomeprazole……….40mg
Chapter 2
Welcome to LINTA Human Resource
The LINTA Management, acknowledging the importance of human resources has always placed
personnel management at the top of its priority list. The Human Resources Department,
therefore, right from the inception of the Company has played a vital role in steering the
Company through all its phases, operations and progress.
The functions of Human Resources Department personnel management and human resources
development are going side by side and it is due to the progressive approach and dynamic
philosophy of the management that Personnel Management remains abreast with the latest style
of management ensuring high level of motivation and satisfaction of the work force under varied

situations. Personnel policies are kept updated and are periodically modified to respond to the
latest socio-economic changes and market trends of the country.
Hiring quality manpower, keeping them happy, satisfied and motivated are the pillars of the
Human Resources Department; justice, fair play and merit oriented treatment are some of the
ingredients of processing cases by the Human Resources Department.
The department where I have been spent 3 month of my internship is HR and admin department.
It is the most active and hardworking department of LINTA. The core area of LINTA HR
Department is focuses on employees and their performance. This department promotes a
motivated and committed workforce for LINTA, for ideal productivity through efficient
processes. The HR Department has extensive experience in designing and administering
relevant, balanced and practical solutions and initiatives to achieve organizational goals by
empowering employees of LINTA to perform at their ultimate level. This department approach is
results-oriented, transparent and time-bound, geared towards supporting organizational success
in LINTA.
The department promotes workforce excellence through recruitment, applicant screening and
employee relations. The aim of the Human Resources Department is to recruit, retain and
develop high quality staff; to promote and encourage diversity at all levels within the company to
enable the company maintain and improve its competitive advantage.
As far as concern with my department (HR & Admin) where I have gain training in my
internship period. It is very well established and most active department in LINTA. This
department is applying all the major fountains of HR in practical way. The hierarchy of HR and

Admin department is well structured and they also mention the proper reporting system in this
department.
Total strengths of HR & Admin: 17 employees
Job analysis
A cursory analysis of the development trajectory and the steady expansion of LINTA in terms of
human and material resources is suffice to bear out the high standards and professionalism
maintained by the Organization since its inception. Every job has its own JDs. The major job
description of HR Department is consisted on five major functions of the HR. Except these
duties HR Department at LINTA is working on the Handling of daily workers grievances,
Attendance Record maintenance, being in touch with workers and playing a role of bridge
between them.
HR department at LINTA is performing different functions such as;
i. Recruitment & Selection

ii. Orientation of new employees
iii. Training and Development
iv. Compensation and Benefits
v. Performance Management
vi. Employee Welfare
vii. Record keeping of employees
viii. Compliance ofEmplyee laws

Human Resource Planning
It is a process that identifies current and future human resources needs for an organization to
achieve its goals. Human resource planning should serve as a link between human resource
management and the overall strategic plans of an organization.
The process that links the human resource needs of an organization to its strategic plan to ensure
that staffing is sufficient, qualified, and competent enough to achieve the organization's
objectives. HR planning is becoming a vital organizational element for maintaining a
competitive advantage and reducing employee. LINTA as of today, has grown into Pakistan's
one of the largest and self-sustaining pharmaceutical company. Moreover, HR department is also
a part of annual planning and strategic planning of the organization.
Recruitment and Selection Procedures
LINTA is confident that as a result of transparent and fare selection of employment with LINTA
will prove to be beneficial to both employee and company. HR department is responsible to
review existing manpower before the end of each financial year in order to determine future
manpower.

Recruitment: Recruitment is the process of searching the candidtes for employment and
stimulating them to apply for the jobs in the organization.
Selection: Selection involves the series of steps by which the candidates are screened for
chossing the most suitable persons for vacant position.
Recruitment Process:Recruitment in LINTA starts with the requisition from the concerned
department. After that, HR inspects the real need of the job and after this they will check whether
they want to promote someone internally. If the answer is no, then they will post the Job Add on
suitable social media channel. Moreover, they can also post add on their portal. After collecting
Cvs from all sources, HR concerned person starts screening and shortlisiting of the Cvs. After
shortlisiting of the Cvs, HR respresentative start telephonic screening. This telephonic screening
is sone due to avoid unuseful resource for the interview. After telephonic interview, shortlisted
candidates will be called for the face to face interview. First interview will be conducted by HR
and after this concerned departmental head will conduct the interview in the presence of HR.
Those who got further shortlisted will be called for the final interview with director. The
finalized incumbent will be than put offer call telephonically and if he agrees to join the
company at this offer will be then place Job Offer via email. It is mandatory for the the
incumbent to acknowledge the job offer within two days. Before joining, all the pre-requisites
are completed by company and HR department.
Orientation of new hires
New employee is introduced to all colleagues and tell him all related information that covers
things like working hours, performance reviews, vacations, employee benefits and regulations.

The HR Manager performs the orientation. All selected new employees according to their grade
will be given orientation which may include;
Overview of organization
Mission, Vision, and Objectives if organization
Policy and benefits
Working procedures
Job Description of individuals
Training & Development of employees
Training is learning experience that seeks a relatively permanent change in an individual that will
improve his or her ability to perform the job. Training is the enhancement of knowledge, skills
and attidute on the current job.
Development is a process designed to develop the skills necessary for future work activities.
Employee development future oriented training focusing on the personal growth of the
employees.
Formal training involves structured training, which has clear goals, objectives and outcomes for
the participant. Formal Training includes computer courses, management courses, etc.
Informal Training is less planned, mostly done by mentoring from a more experienced employee
(On Job Training etc.)

In On Job training LINTA train their employees during their course of work in working hours.
The senior employees who have much expertise help to the newly induced employees during
their job task.
In LINTA employees get training through:
 Off the job training
 On the job training
 In-house training
 Out Source training
 Conference training
 Online training etc.
In House Training is conducted by the experts in the company in which the Champion
Employees who has all the expertise according to the training needed, provide the training to
those employees who needs training. For example if an employee is expert in oracle then he will
provide training to those who are facing problem in this area.
Other than this every senior provide training to his junior and officer get training from LUMS,
PIMS, IPA and NUST etc at least once in years.
Training Needs Analysis is conducted by Human Recourse department for the employees
working on projects so that appropriate training should be provided to the employees to enhance
their efficiency.
Following technical training courses with collaboration of Human Recourse department are
being conducted on bi annual basis.

 Material Testing
 Primavera and e-PMS
 Total station
 Auto CAD
 MS Office
 Plant/Equipment/Vehicle Maintenance.
The Main objective of training and development is to ensure that all employees should be given
the necessary help to develop their KSA (knowledge, skills and abilities), they are required to
carry out their jobs efficiently, and utilize every opportunity for career development.
The organization carries out training both to satisfy its requirements as identified by the clients,
audit concerns and the management. It fulfills the needs of an individual to ensure that individual
with the appropriate knowledge, skills and behaviors can meet business objectives both in short
and longer term.
Appraising & Managing Performance

Appraising means the analysis of employee’s performance and their caliber for future growth
and development.
 Setting work standards,
 Assessing the employee’s actual performance relative to those standards, and

 Providing feedback to the employees with the aim of helping him or her to eliminate
performance deficiencies or to continue to perform above par.
Performance management is continuous process of identifying measuring and developing the
performance of individuals and teams and aligning their performance with the organizational
goals.
In LINTA performance of employees is measured through Annual Confidential Reports (ACRs)
which starts from grade 5. There is no ACR Below than the grade 5 employees.
Performance Evaluation
Rating key in the performance evaluation form assigned specific grade points such as:
 Average
 High Average
 Above average
 Well Above Average
 Out Standing
ACR form includes performance of individual, traits, strong points, weak points, any
involvement and overall performance etc. Moreover it includes professional knowledge, quality
of work, record keeping, computer skills, communication skills, honesty, initiative, loyalty and
brief pen picture.
There are two types of ACRs;
 Annual ACRs
 Special ACRs
Annual ACR
Annual ACR is further divided in to two types.
Normal ACRs
A normal ACR will be initiated annually on all the staff for entire reporting period i.e. 1 JAN to
31 DEC. Normal ACR will not be initiated on an employee who is attached with another
unit/dept./SBU.
Early ACR
An early ACR will be initiated if the reporting officer or employee reported on the posted out
between 1 JAN to 31 OCT. It is ensured that the employee reported upon has served for
minimum three months under the reporting officer.
Performance Appraisal Procedure
An employee who has successfully completed a probationary period or who has one or more
year LINTA service will have his performance appraisal at least once in a year.
An employee who has a probationary period of 3 months will have his performance appraisal
thirty calendar days before the end of probation period.
Employees whose performance is not satisfactory will have his performance appraisal again in
next six months. The time of next appraisal will be mentioned in previous appraisal form.

An employee’s performance will be appraised at any time when the job performance of
employee is of concern.
An employee who is transferred to another department, division, office or unit will be apprised
again at the time of transfer.
The performance evaluation of each employee is periodic. A written appraisal is used to provide
information for taking an appropriate personnel action.
Learning &Innovation
Initiative is encouraged at all levels which results in learning and innovation, considered as an
essential catalyst for growth and development. We sincerely believe that complacency and
stereotype thinking retards the progress which is why every available opportunity is seized and
daunting challenges are accepted with a view to bring more innovation having the potential for
enhancement of professional and organizational growth.
Team Work
It is a team of dynamic professionals who firmly believe in the collective good of the
Organization by delivering their best. Our professionals in multi-dimensional disciplines
proactively work as a single TEAM to ensure that Organization’s goals and objectives are met
within the given timeframe. Unity in diversity can be observed at its best as individuals from
diverse backgrounds work for the common goal of producing the best results in their respective
fields of specialization.
Empowerment
We encourage and promote a culture of shared understanding based on free exchange of ideas at
various tiers of the Organization’s hierarchy. Open communication is thus ensured to enable
more creative approach towards solution of problem and to better measure up to challenges in
execution of tasks in professional manner.
Environment
LINTA attaches high priority to protecting and preserving the environment in which we work
and live. All projects are carefully evaluated and extreme care is taken at the planning as well as

execution level to ensure bare minimum impact of its projects on environment. LINTA strictly
align its actions in conformity with the laws and regulations governing environmental protection.
Social Responsibility
We believe in serving the Nation and our clients with utmost dedication and in every possible
manner which is reflected in numerous voluntary projects being undertaken by LINTA.
Contributing to the development of the society in positive manner is the focus of all CSR
initiatives of the Organization.
Business of organization (Product or Services)
LINTA deals in logistics & Freight services, Dry ports & Border Terminals, Engineering . Head
Quarter is situated in Rawalpindi which deals with all types of businesses. LINTA as of today,
has grown into Pakistan’s one of the largest and self-sustaining public sector enterprise that
carries out overarching and co-related tasks ranging from construction of mega structures in
shortest possible time.
Chapter 2:
Welcome to LINTA Human Resource
COMPENSATION & BENEFITS

Initial pay rates for employees are established at the time of hire. The initial pay rate is
determined jointly by the employee’s department head.Employees shall be placed in the
appropriate level as per their job position. The point within the Level at which they are placed
shall depend on their particular skills & experience.
Pay level is set according to LINTA BPS for different positions at LINTA. Other than salary
employees get some allowances and bonus and other benefits. Extra pay is given to the driver
whose performance is satisfactory. For example if a driver competes 5000km running in a month
he will be given Rs. 6500/- other than his salary. If he completes 6000km running then he will be
given Rs. 8000.
Bonus
Employees at LINTA also get three bonuses in every year keeping in view the financial health of
organization. One bonus is performance based which is equal to half salary and two bonuses are
provided on the occasion of Eid-ul-Fitr and Eid-ul-Azha which are equal to full salary. Other
than this regular employee are also provided perks and privileges.
Gratuity

LINTA pay gratuity to its employees as per SOP and leave salary is also provided.
Loan
LINTA provides the facility of loan to all their employees as per policy.
Allowances
Ration Allowance
Ration allowance is given to the HTV & LTV drivers who are going out of station
Track Millage Allowance
Track millage allowance is given to those drivers who complete their task or giving millage
within specific time.
Medical Allowance
The employee who does not want to take avail medical facility can apply for medical allowance.
Procedures of Record keeping of Employees

It is the requirement by law that the Organization shall maintain employee data. Job-related and
necessary personnel information is managed by the Organization in an official Employee
Personal Record file maintained by designated HR Representative. This file contains job-related
information. It also contains necessary personal information including mailing address, telephone
number and the person to contact in an emergency. Employment details such as joining date,
division, grade level, function, etc. are also maintained.Employee’s information is also
maintained in Human Resource Information System (HRIS).
The contents of the Personnel file are confidential and are used for Organization purposes only.
These files will not be removed from the Organization HR Department, except to provide
supporting evidence and /or assist the Immediate Supervisor for processing Appraisals,
Transfers, confirmation of probation or disciplinary actions etc.
The personnel files would include:
 Employment Application/CV
 Interview evaluation form
 Educational Documents of Employees
 Experience letter of employees
 Identity card
 2 photos
 Reference of at least 2 people at reference form
 Personal & Family details
 Appointment Letter

Chapter 3: Tasks and Duties at Internship
I joined LINTA as an HR Internee on 15 July 2019 I start working under the supervision of Mr.
Younis M.KhoKhar (Assistant Manager HR) in HR Section Lahore. .I was assigned multiple
tasks and duties during my time period at LINTA which are given below:
In the first week Mr. Shoukat and Mr. Anwar Nadeem delivered us a lecture on
introduction about the history of Organization its branches and its types of businesses, SOP
(Standing Operating Procedure) reporting structure and also discussed the various functions of
human resource department and what type of human resource practices adopted by LINTA.
Following are the task which I performed in first week as:
 Detailed Study of SOPs

 To issue employees id card
 Complete procedure of Discharge / Termination of employees
 Criteria of Discharge / Termination Sign
15th JULY – 30th AUGUST
During this period I learned Business writing and some office tasks which are mentioned below;
 Preparing of report of all discharge employees DW / WC in LINTA

 Making files of new emps
 Making entries in service book
 Making Circulation, Dispatching, Business letters, filling.
 File work and routine tasks
1st SEPTEMBER – 15th OCTOBER
During this period I was assisted in some special tasks such as;
 Collect CVs on Manual & Lotus mail location wise

 Shortlisting of CVs
 Preparing Interview File, list & Calls
 Online Recruitment and Selection(ORS)
 Update discipline record 2017 for different employees in HRIS

Chapter 4: SWOT Analysis of LINTA
SWOT analysis includes strength,weakness, opportunities and threats of the organization.
Strength:
 Strong presence in international & local markets

 Reach, accessibility and presence throughout Pakistan
 Highly qualified technical manpower
 Best internal control systems
 Complete transport solution
 Specialized equipment for heavy vehicles
Weakness:
 Old / outdated transport

 Lack of safety equipment and procedure
 Low repair standard and traditional working style
Opportunities:
 Market diversification
 Major construction
 Spare part retailer
Threats:
 Major competition with low price quotes

 Predicted Route trend
 Driver’s negative behavior
Chapter 5: Research Project

Research project
Introduction to the topic
The research project entitled a study on “Employee motivation”with special

referenceto LINTA. Employee motivation is one of the major issues faced by every
organization. It is the basic task of every manager to motivate his subordinates or to form the

“will to work” among the subordinates. In LINTA employee motivation or job satisfaction paly
a very vital role.
Problem Statement:
In this project the research problem is formulated employee motivation of HR employees of

LINTA
Explanation of key terms

Dependent Variable
The dependent variable of this research is employee motivation.
Independent Variables
The independent variables of this research are compensation &reward, job security
and career development.
 Compensation & Reward

Compensation is a systematic term to providing monetary value to employees in
exchange for work & task which they performed. Whether the reward is day to day
communication or interaction that makes the employee feel contribution is welcome by the
organization. When organization compensates or reward to employees more than they level of
motivation of employee automatically boost.
 Job Security
Job security means the chance that an individual employee will keep his or her job. A
job with a high level of job security helps to employee to work properly without any tension
or fear and if the level of job security is low then employee work not properly.
 Career Development
Career development means an individual can be and finding a place in an organization

where they can express excellence and contribute to the goals of the organization and the
respected position in which could advance such as promotions etc. Career development helps

to employee in identifying who you are and where you want to see himself in your
organization in future and as result employee work hard with their intrinsic motivation.
Research Objectives
The main objective of the study is to explore the factors that motivate the employees to
perform best at work and Explore why employees should be motivated.
Significance
This study is intended to evaluate motivation of employees in the organization. A

goodmotivational program procedure is essential to achieve goal of the organization. If
efficientmotivational programs of employees are made not only in this particular organization
LINTA but also for other organization, the organization can achieve the efficiency and also to
develop agood organizational culture.
Research Question
1) Is Employee motivation is only associated with employees compensation & rewards?

2) Is Job security and career development having major link in employee’s Motivation?
Dimensions
• Employee Motivation
• Job Security
• Career Development
Research Methodology
This chapter included the strategy and the tool which were used to achieve the research
objectives. The primary data for this research was collected though questionnaires. Whether
secondary source only possible through internet (journal and eBooks) and company’s portal.
 Research Design
Quantitative research technique is used to analyze and categorize the data.
 Population

All managerial level employees of LINTA (Dyeing and Finishing)
 Sample Size
The sample size for this study was taken as 15.
 Instruments & Method of Data Collection

The instrument used for data collection in this research topic is questionnaire and
this questionnaire is contained close-ended questions and Quantitative data collection
method used in this research project.
Limitations of Research
 I just met with HQ Centre LINTA employees I didn’t met with GHQ employees.
 In this study the sample size is only 15 respondents.
 Some Employees don’t provide accurate and satisfactory information
 The results could be unreliable due to small population and sample size.

Result and Data Analysis
Employee Motivation
Employee response Frequency Percentage

Strongly Disagree 0 0.0%
Disagree 5 33.3%
Neutral 0 0.0%
Agree 8 53.3%
Strongly Agree 2 13.3%
Total 15 100%
13%
33%
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
53%
The above table shows that 53% percent (n=8) respondent agree, 33.3%percent (n=5)
respondent with disagree, 13.3%percent (n=2) respondent with strongly agree, 0% percent
(n=0) respondent with strongly disagree,0% percent(n=0) respondents with neutral. The table
clearly shows that only 8 numbers of employees out of 15 respondents are agree on that
management take interest for motivating employees whether only 5 numbers of employees
disagree on that management not take any interest for motivating his employees.

Compensation & Benefits

Disagree 3 20.0%
Neutral 0 0.0%
Agree 7 46.7%
Total 15 100%
Chart Title
Strongly Disagree
33% Disagree
Neutral
47% Agree
Strongly Agree
20%
The above table is about compensation and benefits motivation factor which shows that 33%
percent (n=5) respondent strongly disagree, 46.7%percent (n=7) respondent with agree,
3%percent (n=3) respondent with disagree, 0% percent (n=0) respondent with neutral, 0%
percent (n=0) respondents strongly Agree. The table reveals that only 7 respondents out of 15
respondents are agree with their current salary and benefits given by organization whether on
the other hand 5 respondents strongly disagree with his present salaries and benefits.

Job Security

Disagree 4 26.7%
Neutral 2 13.3%
Agree 3 20.0%
Total 15 100%
20%
Strongly Disagree
40%
Disagree
13% Neutral
Agree
Strongly Agree
27%
The above table is about job security factor which shows that 40% percent (n=6) respondent
strongly disagree, 20% percent (n=3) respondent with agree, 26% percent (n=4) respondent
with disagree, 13.3% percent (n=2) respondent with neutral, 0% percent (n=0) respondents
strongly Agree. The table reveals that only 3 (20%) respondents out of 15 respondents are
agree and they feel secured in their job and agree with good job security exist in the
organization. whether the 6 (40%) respondents strongly disagree with this statement means
feel not secured in their job. Through this respondents feedback we can say that job security
is one of the important factor that playing an important role in motivating employees.

Career Development
Disagree 0 0.0%
Neutral 2 13.3%
Agree 10 66.7%
Total 15 100%
13%
20%
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
67%
In the table aboveis about career development factor which shows that 66.7% percent (n=10)
respondent agree, 20% percent (n=3) respondents with strongly agree, 0% percent (n=0)
respondent with disagree, 0% percent (n=0) respondent with strongly disagree, 13% percent
(n=2) respondents with neutral. The table reveals that only 10 (66%) respondents out of 15
respondents are agree whether the 3 (20%) respondents strongly agree with this statement
means they agree with that career development opportunities helped employee to get
motivated.
Conclusion of the Research
Through this study it is clear that there are so many other factors which can influence the
employee motivation level and productivity, but in this research I have taken only three
independent variables such as career development, job security and compensation & benefits.
The independent variable job security shows negative relationship with the dependent variable of
employee motivation, the reason behind this, is that LINTA Discharge or terminate their

employees without giving any reason or on a smaller and on bigger mistake. Due to this reasons
employee of LINTA are demotivated and they don’t feel job security.At last, it can be argued
that there are many other method to increase the level of motivation in employees in the
organization that is Job Enrichment, Work environment and leadership etc., in such a way
management should not target employees for motivation individually but the intrinsic or self-
motivation factors (skill verity and trust etc.) can helping hand for them.
Conclusion
I have learned more about this organization during my internship. The duration was very
beneficial for academic point of view. LINTA was established in 1998 and nowadays LINTA is
achieving its targets. The present position of LINTA is very strong. But I think there are some
areas of improvement in LINTA. Employees feel workload there so they should try to reduce
workload. LINTA. They should improve working conditions of the employees to bright the
future of LINTA.
Suggestions
• Most of the employees were agreed on that the good performance appraisal activities are
helpful to get motivate them, so the company should try to improve performance appraisal
system,so that they can improve their performance.
• Non-financial incentive plans should also be implement, it can improve the productivity level
of the employees.
• Skills of the employees should be appreciated and rewarded.
• Some of the employees are not satisfied with the relationship between the topmanagement
they should be free to speak with their employees.
• LINTA needs a lot of improvement in the area customer service. It is one area where the
organization lags behind especially while competing the international market. Although
LINTA has made quite an efficient use of technology over the last few years but there is a lot
of room to further development of technology. By doing this LINTA can increase its
efficiency. A lot of hard work to increase the quality of man power working at LINTA.

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INTERNSHIP REPORT

University of the Punjab

Roll No: 16-BS-R-76

Degree Program: BS Management sciences

Internship Organization Name: LINTA Pharmaceuticals (Pvt) Ltd

Branch and Address: House # 738, Street # 11-A, Gulberg, Lahore

Internship Supervisor: Younis M.KhoKhar

Internship Supervisor Contact Number: 0300-4165488

Internship Supervisor Email ID: Younismkhokhar67@gmail.com

IAS PU Lahore, Page 1

Strategy Business Units………………………………………………………………………………….8

Project Management Units……………………………………………………………………………….8

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a better future for my coming life

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Introduction to the Organization

“Endeavouring People Health”

Our approach is purely simple. We believe in the providing value to life.

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Our values include the following:

must stand public scrutiny.

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different dosage forms across different therapeutic classes.

conduct ourselves to ensure the provision of excellent services/products in order to guarantee

We believe in fostering a positive working environment which promotes skill-development,

professionals and well-rounded individuals in all aspects of life.

strength, reliability and durability.

The Quality Process

IAS PU Lahore, Page 9

internal certificate of analysis.

the production by Quality Assurance representatives for quality testing.

finished goods to assure quality and approves it for dispatch.

Goals and Objectives of LINTA

IAS PU Lahore, Page 10

Brand Name Generic Molecule Form

Teklor Cefaclor (USP)…125mg Suspension

Teklor 500mg Clarithromycin (USP)…500mg Tablets

C- Flox 250mg Ciprofloxacin as hydrochloride (USP)…250mg Tablets

C- Flox 500mg Ciprofloxacin as hydrochloride (USP)…500mg Tablets

Cefxone250mg Sterile ceftriaxone sodium eq. to ceftriaxone Injection

Cefxone 500mg Sterile ceftriaxone sodium eq. to ceftriaxone Injection

Alar Artemether….20mg Tablets

Alar DS Artemether….40mg Tablets

Alar Once Artemether….80mg Tablets

IAS PU Lahore, Page 11

S-Zole Capsule 40mg Esomeprazole Mg enteric coated Capsules

Welcome to LINTA Human Resource

Company through all its phases, operations and progress.

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latest socio-economic changes and market trends of the country.

ingredients of processing cases by the Human Resources Department.

Department is focuses on employees and their performance. This department promotes a

processes. The HR Department has extensive experience in designing and administering

results-oriented, transparent and time-bound, geared towards supporting organizational success

enable the company maintain and improve its competitive advantage.

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Total strengths of HR & Admin: 17 employees