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Transmittal_____________________________________________________ Acknowledgement________________________________________________ Introduction________________________________________________ Values_____________________________________________________ 4 5

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Vision _________________________________________________________ QMS _________________________________________________________ Employee Ethical Policy_____________________________________________ Health and Safety Policy____________________________________________ Job Analysis Process ______________________________________________ Human Resource Planning Process __________________________________ Recruitment and Selection Process __________________________________ Training and Development Process __________________________________ Performance Management Process __________________________________

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TRANSMITTAL
Iqra University Plot#210, Nazimabad, Block-B, North

Karachi, Pakistan. www.iunc.edu.pk

SUBJECT: Report on "organizational insights

Mr. Sultan Mughal,

I'm pleased to present my report on organizational insights. I deeply acknowledge your help and support for this report and I look forward to discuss this report with you and having your feedback on my work. I'm immensely grateful to you for providing me the opportunity to understand the theory and practically examining and applying them in this report. I would also like to thank all the people who directly and indirectly helped me in making this report. This report as per your instruction has covered all the authentic areas of concern and contains all the relevant information. I would dearly like to thank you for the faith you showed in our capabilities and the encouragement you gave me when assigning us the report which helped a lot in our learning process and accede me in experiencing. FOUZIA KANWAL.

ACKNOWLEDGEMENT
I would like to express my special thanks of gratitude to my teacher 'SULTAN MUGHAL' who gave me the golden opportunity to do this wonderful report which also helped me to know about so many new things I am really thankful to him. Secondly I would also like to thank Mr.Jawaid Iqbal (assistant manager ,human resource and administration) of MIMA Leather pvt. ltd ,who helped me a lot in finalizing this report within the limited time frame. Last but not the least we would like to thank our families for their incessant support and approval. Thank You,

FOUZIA KANWAL.

INTRODUCTION
MIMA leather (PVT) LTD INTRODUCTION OF GROUP & THE COMPANY:
MIMA leather is a MIMA GROUP company, which is a market leader in leather and textile industry of Pakistan. It comprises of four companies catering to the needs of its valued customers in 28 different countries. Group's annual sales turnover is 4 billion rupees. MIMA GROUP dates back to the year 1900, when it was founded by Mr. Muhammad Ismail, as a small trading company dealing in raw hides and skins. Today we are building a 100 year heritage of innovation, quality and customer service. MIMA GROUP has grown from a single company to a group of considerable standing. We are driven by a belief in commitment to excellence in customer service and a policy of always putting the customer's requirement at the heart of everything they do. MIMA GROUP comprises of the following companies: MIMA KNIT (Pvt) Ltd. MIMA Cotton Mills Ltd. MIMA Apparel (Pvt) Ltd. MIMA Leather (Pvt) Ltd. Universal Leather (Pvt) Ltd. Hub Leather (Pvt) Ltd. HUB Stores.

Our Company:
MIMA leather was established in 2005 as an export oriented company, selling its products to brands and private labels in USA, Canada, and Europe. It is a vertically integrated plant to produce leather as per specific requirement of its customers. Our manufacturing process is based on leading edge technology with state of the art computerized machinery imported from Italy, operated by an efficient and well trained team. The well placed quality control system is continuously monitoring the products, ensuring consistent quality to its customers.

Our Values:
At Mima leather, we support our leadership culture through unique systems and policies which ensure open communication, foster an environment of employee and partner privacy, and guarantee the well being and safety of our employees. Our core values form the basis of everything we do at Mima leather, from formal decision making to how we conduct our business to spot awards and recognition. At Mima leather we never forget what we stand for. Following are our 12 core values:

Safety , Health & Environment:

We will manage and utilize resources and operations in such a way that the safety and health of our people, neighbors, customers and visitors is ensured. We believe our safety, health and environmental responsibilities extend beyond protection and enhancement of our own facilities, and we are concerned about the distribution, use and after use disposal of our products.

Ethics and Integrity:

We do care how results are achieved and will demonstrate honest and ethical behavior in all our activities. Choosing the course of highest integrity is our intent and we will establish and maintain the highest professional and personal standards. A well-founded reputation for scrupulous dealing is itself a priceless asset.

Quality and Continuous Improvement:

We believe that quality and a relentless commitment to continuous improvement are essential to our ongoing success. To this end, we define quality as understanding the customer's expectations, agreeing on performance and value, and providing products and services that meet expectations 100 percent of the time. Our motto is, "Quality in all we do."

Innovation:
Success requires us to continually strive to produce break through ideas that result in improved solutions and services to customers. We encourage challenges to the status quo and seek organizational environments in which ideas are generated, nurtured and developed.

Vision:
Our vision is to become one of the leading value added business house in the Global textile and leather business, by providing best value to our customers with highly trained professionals to play a significant role in the economy of Pakistan

Quality Management System (QMS)

Exceeding customer expectations is our goal. As such the Quality Assurance Department (QA) was set up to cater to the high quality standards of all the production processes of Mima leather (Pvt) Ltd. It ensures that the products comply with the company's own stringent guidelines and conforms above most international standards. Maintaining and improving the quality of our product and our quality management system is the corner stone of our quality policy.The company is using a process approach for developing, implementing and improving the effectiveness of quality management system. At every step of the production process, checking procedures clearly reflect that quality is our number one priority. We are not only meeting rather surpassing the international quality standards and consistently getting passed in every audit by local and international organizations. The QA department ensures that quality standards are maintained and customer requirements are met.

Inspection Process:
Independent inline inspection at every stage of the product development for quality control i.e. Linking, Processing, Pressing/Boarding, and Finishing/Packaging. Final inspection before delivery.

Inline & Final Inspection:

Inline inspection is carried out at every stage of product development like linking, processing, boarding & packing with well trained staff. QA is trying its best to fulfill the requirements of its customer i.e. size specs, size fitting, stretch & weight etc. The final inspection (internal or external) is performed in accordance to AQL which is internationally acceptable. Inter Market has a very stringent policy regarding quality control. Final inspection is made before delivery and goods cannot leave the factory, until, QA issues the release note. QA is critical as, it plays a vital role in customer retention, market value of the company, and quality certification. The major clientele of Mima leather (Pvt) Ltd, consists of some of the world's top brands and leather businesses so QA ensures that the requirements of these brands businesses are fulfilled effectively. Quality Audit (QA) and AQL at different stages of the product development

Certification:
The Compliance Department works relentlessly to ensure that all international and local requirements for fair business operations are met at all times. This is made possible by regular internal audits, routine factory inspections and a rigorous follow up of set procedures and requirements. Mima knit (Pvt) Ltd, holds following certificate. WRAP.

Employee Ethical Policy:

MIMA leather (Pvt) Ltd is a socially responsible company and follows below WRAP principles. Compliance with laws and workplace regulations. Prohibition of forced labor. Prohibition of child labor. Prohibition of harassment and abuse. Compensation and benefits. Hours of work. Prohibition of discrimination. Health and safety. Freedom of association and collective bargaining. Environment. Custom compliance. Security.

Health and Safety Policy:

We provide health and safety precautions that meet or exceed what is required by Pakistan Law & International standards, to ensure our employees are not exposed to hazards to their health or safety. Examples of such precautions are: Personal Protection Equipment. Safety guards for machinery. Storage of chemicals out of direct access to employees. Eye wash station near all chemical storage areas. Proper labeling of all hazardous materials. Fire alarms. Fire extinguishers and training in such equipment. Emergency lighting. Certified first aid staff. Infirmary provided with full time staff. Proper training relevant to position

Job Analysis Process:

Job analysis is basically done to analyze the existing job to get information about the selection of employees, training and compensation of employee, which is necessary for planning and create job description and the job specification. Job analysis process start from the department where the candidate need for a job .first of all, departmental head identify the need in the department where need a person for a critical position after identify departmental head inform to human resource department for a critical position with the job description and job specification both then human resource department find the person according to job description and job specification and inform to the department where person need as for job.

Human Resource Planning Process:

HR department is responsible for an effective hr planning regarding demand and supply of employees and forecasting for these practices. The objective of human resource planning is same like a other organization forecast and plan for future acquisition, retention, improvement and utilization of HR. human resource planning involves a decision making in three areas of combine activates.

1st step:
In the first step in mima, assets management make a list for specified job keeping in view in need, objectives additional human resource and skill required the mima able to hire a right kind of person to that job.

2nd step:
In the second step mima make a plan for motivation to their employee to give different type of targets and incentives to their achievement for bringing excellence In the performance in the employee in their organization.

3rd step:
The 3rd step employee goals and organization goals must interlinked.

Recruitment and selection Process:

HR is responsible for Recruitment and selection process, when need of person for jobs in any department exist so they inform the HR admin that they require a person with job description then they find out both sources like eternally and externally recruitment if the person is fit for this job from internally so they appoint him on that job and if not so they send request through forms in which all description and specification information are mentioned, through ROZI.com, by personal data bank, short listing and when they receive the request and the procedure start which is shown by the chart given below:

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Training and Development Process:

During the annual appraisal process, training requirements are usually identified. HR Managers are responsible for the employees training and development, they train their employees on the basis of need and first they conduct need analysis from the concern department by HR admin in which they analyze their organization, person and other analysis like external factors (technology changes),when they realize that their is a need of training for their employees so they start the process of training and development also and use both on job and off job training by internal and external trainers, their training and development process shown below through chart:

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Performance Management Process:

First they set their objectives at all levels of their business like corporate level, business level departmental, team and individual level on the start of year and the performance review on every year. The probation period is 3 months and the employees are permanent according to their performance. They continuously monitor their employees performance and review them on quarterly basis but not formally by HOD.

Performance Appraisal:
Evaluating an employees current and / or past performance relative to his or her performance standards

Performance appraisal helps us in estimating employees current performance, setting work standards and then providing feedback to employees with the aim of eliminating performance deficiencies. By the given chart performance appraisal process are clearly defined:

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Conclusion:
HRM managers at MIMA Leather are performing a great job as far it is concerned motivating them and looking after them. Along with the other managers and employees HR managers are also doing a great job in achieving company goals and objectives. There is a very calm and friendly atmosphere at MIMA Leather because of the HRM department and their policies for keeping their employees happy, productive and efficient.

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