INTERNS HIP

REPORT
P B : 2024
C omp an y Na me:
H A S H W A N I H O T EL

L IM IT E D

Prep
P ra
erse
ed
n tB
ey
d :T o :

A B D UL G H A N I

K HA N
Abdul Ghani Khan
HR intern Hashwani Hotel Limited

Hello! I am Abdul Ghani Khan, a dedicated and enthusiastic individual,

currently enrolled in program Business Administration at Quaid I Azam
University. Have a strong commitment to personal and professional
development. Possesses a strong background in leadership and Human
resource Management. I recently had a wonderful opportunity to embark 08
Weeks Internship at Hashwani Hotel limited in Human Resource Management.
A part of Hashoo Group, renowned for its exceptional service excellence,
deeply rooted in traditional hospitality.
Name of the Candidate: Abdul Ghani Khan

Registration Number: 04152213066

University: Quaid e Azam University Islamabad

Name Of Degree: BS Business administration

Field of study: Human Resource Management

Internship Organization: Hashwani Hotels Limited

Submitted to: Ma’am Rehana Naheed

Submission date: Nov 18th,2024

(Blank Page)
CERTIFICATE
This is clarifying that Mr. Abdul Ghani Khan, submitted the Internship report under my supervision at

Quaid i Azam School of Management Sciences (QASMS).

Ma’am Rehana Naheed

Acknowledgment
In the name of Allah, the Most Gracious, the Most Merciful. All praise is due to Allah Almighty, whose

blessings and guidance have been my constant companions throughout this journey. I am profoundly grateful to

my parents for their unwavering support, endless encouragement, and heartfelt prayers. Their love and belief in

me have been the driving force behind my achievements, providing me with the strength and motivation to

persevere.

My heartfelt thanks go to the incredible HHL’s Corporate Office Staff. Their warm welcome and

invaluable assistance made my internship an enriching experience. Their professionalism and dedication have

left a lasting impression on me, and I am truly thankful for their support. A special shout-out to my managers,

whose guidance and support have been nothing short of inspirational. Their insights and feedback have been

pivotal in shaping my professional growth. I owe a deep debt of gratitude to my Supervisor, Assistant Director

Human resources Ma’am Haseena Gul. Her continuous Support, Mentorship, and Expertise have been

instrumental in navigating the challenges of this internship. Her encouragement has been a beacon of light in my

journey, and I am immensely thankful for her guidance. Lastly, I extend my sincere thanks to HR Officer

Ma’am Huda Mirza. Her assistance and unwavering support have made my internship experience smooth and

rewarding.

Thank you all for your invaluable contributions to my success. This journey would not have been possible

without each one of you.

Abdul Ghani Khan

Executive Summary
The students Quaid-i-azam University of Islamabad , Bachelors of Business Administration is required to

complete a 6-8 Weeks Internship from a registered, reputable organization of any kind. Internship aims to

enhance understanding of theoretical knowledge by apply practically. Student will benefit from this internship's

scoring in the near or far future. I have chosen to do internship in Corporate HR Department. I work as intern in

Corporate Office of Hashwani Hotels Limited. In 1972, Hashwani Hotels Limited was incorporated as private

Limited Company and in 1974 was subsequently converted into Public Limited Company. The Company is

primarily engaged in the hospitality business in Pakistan and carries the franchise of International “Marriott”

chain. It owns and operates Marriot Hotels in Islamabad and Karachi, and Zaver Pearl Continental hotel in

Gwadar and Peshawar. It employs over 1,400 employees at different locations. The company commenced its

commercial operations in 1978, with the launch of Holiday Inn Islamabad under the franchise agreement with

Bass Europeans, Netherlands. In an effort to expand its operations, HHL launched Holiday Inn Karachi, in

1981. I work as HR intern for 8 weeks in Corporate Office of Hashwani Hotels Limited, Located at G10/4,

PTET House, Islamabad. My Internship began on July19, 2024 – Sep 06, 2024. I worked here with full

motivation and dedication. Closely observe Office environment, their professionalism and their work

performance. I put my all efforts to learn maximum from my Assistant Director HR and HR officer.

DEDICATION
I dedicate this dissertation to my beloved Parents, Brother, Mentors and my supervisor, Ma’am Haseena Gul

(Assistant Director Human Resource) and Ma’am Rehana Naveed, for their invaluable guidance who have

been my pillars of strength and inspiration throughout this journey.

Abdul Ghani khan

TABLE OF CONTENT
CHAPTER # 01

Introduction to Organization

1.1 Organization Introduction

1.2 Vision statement

1.3 Mission statement

1.4 Board of Directors

1.5 Organization Hierarchy

1.6 Corporate Information

1.7 Business Wing

1.8 Associates Companies

1.9 Departments

CHAPTER # 02

Personal Working & Learning Experiences

2.1 Week #01

2.2 Week #02

2.3 Week #03

2.4 Week #04

2.5 Week #05

2.6 Week #06

2.7 Week #07

2.8 Week #08

CHAPTER # 03
 Analysis

 SWOT Analysis

 PESTEL Analysis

CHAPTER # 04

 Conclusion

 Recommendations

 Reference

CHAPTER # 01
 Introduction to Organization

Hashwani Hotels Limited was incorporated as a private limited company in 1972 and was

subsequently converted into a public limited company in 1974.

The Company is primarily engaged in the hospitality business in Pakistan and carries the

franchise of International “Marriott” chain. It owns and operates Marriot Hotels in Islamabad and

Karachi, and Zaver Pearl Continental hotel in Gwadar. It employs over 1,400 employees at

different locations.

The company commenced its commercial operations in 1978, with the launch of Holiday Inn

Islamabad under the franchise agreement with Bass Europeans, Netherlands. In an effort to expand

its operations, HHL launched Holiday Inn Karachi, in 1981.

After more than a decade of successful operations, HHL approached the Marriott Worldwide

Corporation USA in order to negotiate the franchise to own and operate the Marriott chain of hotels

in Pakistan. Based upon their successful experience of managing foreign hotel franchises, HHL

was awarded the franchise to own and operate the Marriott chain of hotels in Pakistan in 1992,

under franchise agreement.

As a part of Marriott Hotel Network, HHL has access to the Marriott International Reservation

System (MARSHA) for easy access to any Marriott Worldwide Hotel and travel agents worldwide.

Both the hotels are renowned for their ideal locations, décor and friendly atmosphere. The hotels

have a tradition of continuous product development, service improvement and upgrading of

operating standards, excelling the expectations of their guests.

Our Vision

“ We are committed to dynamic growth and service excellence built upon our heritage of traditional

hospitality. We strive to consistently meet and surpass guests’, employees’ and other stakeholders’

expectations. We feel pride in making efforts to position Pakistan in the forefront of the international

arena.”

Our Mission

“Success Factors to our sustained leadership in hospitality are Excellency and Dynamism through offering

competitive and innovative high quality value added services to our guests and business partners.

To meet the challenges of modern business, we constantly upgrade our operations and services in line

with the latest technological facilities.

As a responsible corporate citizen, maintaining the highest level of governance, ethical standards and

prudence.

Keeping a close-watch at socio-political environment to make use of all available growth opportunities

through aggressive and proactive approach.

Believe in strong and professional workforce by providing challenging and rewarding environment and

equal respect to all through creating the sense of participation towards the success of our vision”.
Board of Directors

Mr. Hasan Ali Hashwani

(Non- Executive Director)

Mr. Hasan has extensive experience of managing a diversified portfolio of businesses. He has been

involved in the oil and gas industry for over 20 years, having vast experience of oil and gas operations,

mergers and acquisitions. Mr. Hasan has been involved in hotel development since 2004. Mr. Hasan has

completed his master’s degree in Switzerland. He joined the Board of Hashwani Hotels Limited in 2022.

Mr. Kamran ahmed

(Chief Executive Officer (CEO))

Mr. Kamran has over 30 years of experience in investment banking and in the oil & gas industry including

working with Shell Pakistan, Dar Al Maal Islami S.A., Merrill lynch , Bankers Equity and IIBL. He has

been with the Orient Petroleum Inc. for 20 years and has spearheaded the growth of OPI in Pakistan. Mr.

Kamran holds a BSc degree in Business Management & Finance from Cornell University in the U.S.A.

and has a postgraduate degree in Banking and Economics from Cyprus. Mr. Kamran has benefitted from

many professional seminars and trainings locally within Pakistan and internationally as well as

contributing to workshops in Turkey, India, Belgium and Malaysia. He joined the Board of Hashwani

Hotels Limited in the year 2022.

Mr. Babar Hussain

(Director of Hashwani Hotels Limited)

Mr. Babar Hussain is a Director of Hashwani Hotels Limited and associated with Orient Petroleum Inc.

for more than 2 decades. He is a Commerce & Law graduate as well as part qualified CA with Articles

from Deloitte. Currently, Mr. Babar is serving as General Manager Internal Audit Tax & Legal at OPI. He

has over 24 years’ of diversified experience in managing audit, taxation, Compliance, risk assessment &
corporate affairs. He has served on various positions in-country /abroad and areas of expertise, besides

internal audit include optimization strategies, control procedures, offshore mergers, negotiations, due

diligence, acquisitions / divestments, providing support for legal matters domestically and abroad such as

international mediation and arbitrations. He has attended numerous professional courses locally and

outside Pakistan in UK & UAE.

Mr. Akbar Ali Khan

(Non-Executive Director)

Mr. Akbar Ali Khan is an innovative and results-driven professional focused on achieving exceptional

results in highly competitive and demanding environment. His expertise lies in driving enhancement in the

products, processes, and customer service, coupled with establishing strategic partnerships with key

decision-makers in the business. Demonstrating a consistent track record, he has effectively increased

production, reduced operating costs, and enhanced product quality by implementing world class

operations' concepts to optimize the asset performance. Mr. Akbar has acquired valuable experience

whilst working at multinationals like Schlumberger, BHP Billiton, as well as at the Attock Refinery Ltd.

Presently, he is part of the core team of Orient Petroleum group. He joined the Board of Hashwani Hotels

Limited in 2023.

Mian Shah Faisal

(Chief Financial Officer and Director of HHL)

Mian Shah Faisal has been associated with the hospitality industry for more than a decade. Currently, he is

the Chief Financial Officer and a Director of Hashwani Hotels Limited and has representation on the

board of other Group companies as well. He has also served on various positions in Ramada Continental

Hotel Dubai and Shell UK.

He is a Chartered Accountant and is a member of Institute of Chartered Accountants of England &

Whales (ICAEW) and Certified Public Accountants (Ireland) (CPA) . He is also a fellow member of

Association of Chartered Certified Accountants (ACCA).

Syed Maqsood Sher

(Senior Executive in the Energy)

Syed Maqsood Sher is a highly experienced Senior Executive in the Energy industry with a proven track

record of providing leadership for various complex organizations. He possesses extensive knowledge of

all facets of E&P and LNG activities and has directed growth and development at both emerging and

established organizations. His core competencies and general management skills include strategic and

operational planning, financial turnarounds and performance enhancement, forecasting, capital planning

and banking relations, acquisitions, joint ventures and licensing agreements, field development from

conceptual stage to start-up, OPEX/CAPEX, HSSE and stakeholder management, drilling, and

governmental and regulatory relationship management. Syed Maqsood Sher has held various key

positions in the E&P industry worldwide including President and Country Manager in Egypt for GDF

Suez (ENGIE now), Vice President Operations and Development for GDF Suez in Paris, Executive Vice

President and Group Chief Operating Officer for Orient Petroleum International, and Country Head

Tunisia DNO ASA. He sits on the Board of Directors for Pakistan LNG Limited and advises the Board of

Orient Petroleum Pakistan. Maqsood carries Multicultural experience and is Fluent in English, French and

Spanish.
Organizational Hierarchy

BOD

CEO
HR

Company CFO
Projects
Secretary Finance
IT
Accounts
Admin
Taxation
Procrument
Corporate Information

Chief Financial Officer CFO-HHL

Mr. Main Shah Faisal

Corporate Director IT (CDIT)

Mr. Zawar Hussain

Deputy Director Finance (DDF)

Mr. Aslam Perviz

Deputy Director Finance (DDF)

Mr. Kamran Anwar Ghauri

Assistant Director Procurement (ADP)

Mr. Gul Rehman

Assistant Director HR (ADHR)

Ms. Haseena Gul

Assistant Director Finance (ADF)

Mr. Zeeshan Siddique

Corporate Manager Procurement (CMP)

Mr. Abdul Raafey

Corporate Manager Admin (CMA)

Mr. Naveed Ashraf

Corporate Manager Account (CMA)

Ms. Muneeba Koil

Corporate Manager Legal (CML)

Ms. Sumbol Mustafa

Corporate Project Manager (CPM)

Mr. Ahsan Mirza

Manager IT, Infrastructure & Security

Mr. Tanveer

Manager Taxation (CMT)

Mr. Mohsin Alizai

Assistant Manager Accounts (AMA)

Ms. Shamim

Sr. Procurement Category Specialist (SPCS)

Mr. Ishtiaq Ahmed

Sr. Procurement Category Specialist (SPCS)

Mr. Haseeb Saleem

Procurement Category Specialist (PCS)

Mr.Syed Suhammad Saad Ali Shah

Payable Officer (PO)

Mr. Sameer

HR Officer (HRO)

Ms. Huda Mirza

Business Wing

Islamabad Marriott Hotel

Islamabad Marriott Hotel, a deluxe five-star Hotel is located right at the footsteps of the Margalla Hills in

Islamabad and is very close to the government offices and foreign missions. In addition to 284 rooms, it

has suites which provide modern facilities to the guests. With seating capacity of 1500 guests for large

receptions, 24hrs. Business centre, a state of the art health club and 9 restaurants, it is one of kind

restaurant located in the green capital renown for its hospitality and commitment to service.

Karachi Marriott Hotel

The Karachi Marriott Hotel is situated on Abdullah Haroon road in Karachi. Facing Bagh-e-Jinnah, it is

25 minutes’ drive from the Jinnah Terminal, Quaid-e-Azam International Airport and within walking

distance of the city’s business and shopping areas. with 217 rooms and multiple restaurants, it is

excellently equipped to cater to the needs of the booming industrial city.

Zaver Pearl-Continental – Gwadar

Zaver Pearl Continetal Hotel – Gwadar is a world-class hotel in the ideally located deep-sea port of

Gwadar in the province of Balochistan. The hotel provides convention and banquet facilities for up to 450

people. Business center and car rent facilities are available for both in-house and walk in clients. The hotel

has 114 Rooms capacity and 3 Restaurants.

Associates Companies

 Zaver petroleum corporation (PVT) limited

 OPI gas (PVT) Limited

 Greenfield residentia and farms houses (Private ) limited

 Zaver power (PVT) limited

Departments

Hashwani Hotels Limited manages several department on daily bases. They are dedicated to their

profession and perform their best for the desired outcome. HHL is divided into multiple division

Procurement Department:

They purchase supply of products and materials for their properties. They determine low cost of products

and materials. They receive orders, Documents arrivals, analyze market, source and interview venders,

negotiate contracts and cost.

Finance Department:

They serves a fundamental role in making financial decisions for internal and external affairs. They are

responsible for all financial roles which includes control of income and expenditures, handling of payrolls,

income and expenses. they also do economic analysis to improve business strategies, daily records

keeping , prepare income statements , analysis of company’s financial activities , plan and implements

company’s financial budget.

Administrative Department:

They oversees day to day running of office which includes managing office supplies , maintaining office

equipment, ensure daily cleanness and organizing of office, ensure that company is complaint with all

relevant laws and regulations. It also ensure that company’s facilities are well-maintained and provide a

safe and healthy environment employees. They also manage transport and as well as security concerns.

It Department:

This department is responsible for maintaining the hardware and software systems within office. They

monitor performance of organization’s IT systems, including servers, networks and data base. They also

ensure that data is backup on daily bases and securely to prevent data loss. They also maintain security of
organization network by implementing firewalls, anti-virus systems and other security measure to protect

cyber threats.

Human Resource Department:

This department is responsible for finding vacancies in companies, vacancies filling, recruitment process,

interviewing, onboarding, maintain employee file and records. They maintain performance management

of each employee, they initiates developmental programs for employees, maintain EOBI Records,

Insurance policies and insurance records, Improve employee productivity by rewarding and providing

benefits. Making new policies . They resolve conflicts which occur among office’s employees. They

provide compensation and benefits to employees.

Chapter # 02

Personal Working & Learning Experiences

Basic Terminologies

Turnover: The percentage of Employees which leave organization in specific time-period.

Decibel: HR Software which is used in organization by HR Manager.

Compensation: The amount of payment which is provided by Employer to an Employee for worked

performed.

Remuneration: Total compensation received by employee which include, bonuses .salary, overtime pay,

other monetary benefits.

Attrition: Reduction in staff number that occurs when an employee leaves or replaced.

Onboarding: A process of integration of new employee in organization.

Succession: A strategy used when senior employee leave or retired and his leadership role and

responsibilities pass down to another employee.

Employment Development: Programs and initiatives aims to improving employee skills and knowledge.

Performance Appraisal: Regular review of employee’s job performance and overall contribution to

Company.

Properties: Business wings of HHL is called “Properties”. e.g IMH, KMH, PC-Gwadar.
WEEK # 01:

Introduction to Company HR

1. Onboarding and Orientation

2. Understanding Roles and responsibilities of Corporate HR Manger and HR Officer

3. Introduction to HR Policies of Company

4. Introduction to DECIBELs

1. Onboarding and Orientation:

I received a warm welcome from HR officer, Ma’am Huda .who introduced me with Assistant

Director HR, Ma’am Haseena Gul, supervisor. Ma’am Haseena facilitated my onboarding process

which include ,Introduction to Corporate office Employees and Managers , Overview of

Companies Policies , Clarification of my responsibilities and Internship Plan ,Guidance on Dress

code and Company Culture. Additionally, my placement was confirmed and I was allocated a

system to ensure a smooth internship experience. This marks the beginning of my internship

journey and I am gratefull for the supportive and structured onboarding process.

2. Understanding Roles of HR Officer & Assistant Director HR in HHL:

My supervisor provided insight into the roles and responsibilities of HR team, Assistant Director

HR, Ma’am Haseena and HR Officer, Ma’am Huda.

Assistant Director Manager (Ma’am Haseena Gul):

Key Responsibilities of Assistant Director HR are follow:

 Policy Making

 Coordinating with HR teams across properties

 Advocacy for properties

 Hiring and approving budgeted employees

 Advising matters concern CBA.

 Finalizing all hiring approvals

HR Officer (Ma’am Huda Mirza):

Ma’am Huda, HR Officer, oversees mainly Office Responsibilities which include the following Key

areas:

 Maintenance of Employee record

 Compensation and Benefits

 Leave management

 Attendance Management

 Office Recruitment process

 Employee Benefits

3. Introduction to HR Policies of Company :

The company adheres to the following basis policies during its hiring process:

 They Hire according to Government rules

 Minimum age limit is 18 and Maximum is 60.

 Salary and Benefits structured according to company grade policies.

  50% discount on properties for employees

 Transport allowance based on grades system

 Fuel allowance and other allowance are provided to employee

 3 warnings issued to employees for un-disciplinary actions.

 Equal Opportunity to employment

4. Introduction to Decibels :

Decibel is an HR software solution utilized by HR managers and officer in HHL. Streamlining

various HR functions including:

 Electronic attendance marking for employees

 Secure storage and management of employees data

 Tools for evaluating employees performance

 It automates payroll, tax deduction and other benefits.

 It provide tools for organizing training programs , skill development

 It also keep track for labor law, tax regulation, and other statutory requirement.

WEEK # 02
 Recruitment Process

1. Employees Value Preposition (EVP)

2. Terms of reference (TORS) / Job description (JD)

3. Job Advertisement

4. Screening and shortlisting CVs

5. Relevant CVs to Department Head

1. Employees Value Preposition (EVP) :

It is unique set of benefits and values that an organization offers to its employees in return for their

skills, capabilities and experience is called “employee value preposition”.

There are two perspective in EVP.

 From HR perspective what we offer to our Employees.

 From Employees perspective why I should join this company (what did they offer to me).

I make an EVP for HHL which consist of following things:

 Compensation : Salaries , Employee satisfaction, Rewards , Bonuses

 Benefits: Health Insurance, Retirement plan, Paying Holidays.

 Career Development: Opportunities for growth, Training and Advancement.

 Work Environment: Company Culture, work life balance and workplace condition.

 Recognition : Respect , Acknowledgement , performance appreciation

EVP HASHWANI HOTELS LIMITED

 Career
Compensation and Benefits
Clear goals
Performance appraisals
Training Programs
Competitive salaries
Developmental feedbacks
Paid Leaves
Support
Health allowances
Confidents
Promotions
Community of innovations
Bonus

EVP
Opportunity for transformation
Retire plans

Culture
Work Enviroment Constant learning
Personal and professional equilibrium Loyalty
Originality valued and celebrated Courtesy
Flexibility Bonded team
Diverse and dynamic team Elastic work schedule
Nourish rewards Ethical excellence
Performance rewards

2. TORS / Job Description :

It is important tool for hiring that describe essential functions and specifications for a position. It is

prepared by Department Head and as well as HR manager. It include following things

 Job Title: Name of the position.

 Duties and responsibilities : a detailed list of responsibilities associated with role

 Qualification: The Education, Experience and skills need for specific role.

 Work Environment: Information about working conditions and physical demand of the

job.
  Reporting structure: Detail information of to whom the employee will report and any

supervisory responsibilities.

3. Job Advertisement :

After finalizing the job description, the Human Resources (HR) department takes the next step by

advertising the job on various platforms. HHL utilizes multiple mediums to reach a diverse pool of

candidates, including:

 Social Media: Leveraging popular social media like LinkedIn channels to reach a wide audience.

 Internal Resources: Encouraging current employees to apply for job openings, promoting internal

mobility and personal development.

 Referrals: Encouraging current and senior employees to refer, Friends, Relatives (non-blood

relations) and Neighbors.

By adopting a multi-channel approach, HHL ensures effective outreach and attracts suitable

candidates for the advertised positions.

4. Screenings and Short-listing CVs :

After Job advertising, candidates send their CVs to HHL. HR officer Screen out all the CVs and

shortlist CVs according to TORS. HHL donot used ATS – System for screening, They do

screening manually. In this step CVs are shortlisted.

5. Relevant CVs to Relevant Department Head :

Shortlisted CVs by HR are send to Department Head. Department Head further Shortlist CVs

according to following points:

 Match the job requirements

 Have right experience and fruitful Skills

 Meet department Specific Needs.

WEEK # 03

Recruiting Process

6. Interviews

7. Salary Negotiation and Benefits

8. Medical Checks, Reference check, Police verification

9. Onboarding

10. Documentations

6. Interviews:

After final shortlisting of CVs, HR Officer give a call for initial interview on the convenience and

availability of an individuals. Interview questions are prepared by HR. HR mostly asked and assess the

individual’s behavior in his interview.

 HR keep an interview assessment form in which he wrote his assessment about each individuals.

 According to this form initial Merit is formed.

 Then a final interview is held by Department Head, General Manager and Assistant Director HR

They mostly assess Technical things of individuals.

 After final interview final merit list is notified.

Types of interviews:

In HHL following interviews take place

Pre interview:

An introductory interview held with candidates which is online and HR officer make a checklist of

candidates.

One to one interview:

 This interview held physically and it is conducted by Assistant Director HR. This interview aims to

know about the candidates more closely and it main focus on the personality and behavior of a

candidates. Questions asked in this interview are situational based, personality based and check

critical thinking and problem solving capabilities of individual.

Interview with panel:

This is final interview which is conducted by Assistant Director HR, Line manager and senior

manager .This interview mainly focused on technical knowledge of candidates. Line manager and

senior manager asked technical questions. HR manager observed candidate behavior.

Experience I Got:

I experience initial interview for Chief Security Officer Job in Karachi Marriot Hotel. These interviews

were online and following questions were asked

 What is your job experience?

 What relevant certification do you have?

 What is your current salary package?

 What salary do you want to expect from KMH?

 What is your education?

 Which benefits does your last job contained?

7. Salary Negotiation and Benefits :

After Selection in final interviews, HR negotiates about salaries and benefits provided by company.

Which can fulfill individual basic needs in the company budgeted salary. After successful negotiation

HR provide a salary slip and exact benefits list to selected candidate.

8. Medical Checks, Reference check, Police verification :

When Individual agreed upon salaries then individual is referred to Lab for medical check where

some medical tests occurred and after this process, reference letter is checked which is issued to an

individual from his Old company or Manager. After checking reference police verification take

place, which include checkup of all record like criminals etc.

9. Onboarding:

It is most important part of recruitment process. It is a decisive moment for a new employee

whether to stay in a Company or not. This step initially start from presentation and style of Job

description and EVP. It put first impression on employee whether to apply for job or not .Then

Onboarding also take place in interview here HR or Department Manger physically interact with

new employee for the first time .Here Employee and HR manager both observe each other . After

Selection HR introduce new employee to company employees. Onboarding process can lead to one

month. Onboarding should be perform very carefully because it is first interaction of new

employee with company .He observed company employees and as well as company culture. If

onboarding is performed in very organized and in respectful way so it increases the chances of new

employee to stay for long time in company and he is very motivated and have strong morale.

10. Documentation:

At First day of joining different documents are signed in which some are given below:

 Appointment letter

 Duty station is allocated

 Benefits paper are signed

 Official email is given to new employee

 Biometric verification

 Responsibilities are assigned

WEEK # 04

Onboarding process

1. Onboarding Process

2. Practical experience of onboarding

3. Employee Record Management

4. Practical Experience of Organizing employee record

1. Onboarding Process:

A process in which a newly Hired Employee is introduce into Company or Organization so it is

called “Onboarding Process.”

Explanation:

This step initially start from presentation and style of Job description and EVP. It put first

impression on employee whether to apply for job or not .Then Onboarding also take place in

interview here HR or Department Manger physically interact with new employee for the first

time .Here Employee and HR manager both observe each other . After Selection HR introduce

new employee to company employees. Onboarding process can lead to one month.

Onboarding consist of following things:

 Pre onboarding

 Signing Personal and Official Documentation

 Introduce with Office Employees

  Overview of Policies

 Assign a Buddy

 Training session

 Software Training

2. Experience of Onboarding Plan:

I got two type of experience, First of all I was asked to make a Onboarding Plan for HHL new

Employees. Two employees were to join HHL on in August. And Second experience I got was that

experience Onboarding plan in HHL.

Onboarding plan:

Onboarding Plan which I prepare was as follow:

Pre boarding:

 Welcome Email

 Collect basic information

 Arrange Desk Area/ Replacement

 Overview roles and responsibilities

 Inform office Employee about new hires

1 day plan:

 Email agenda of the day

 Welcome new hire

 Discuss agenda of the day

 Work place tour

 Introduction to Colleagues

 Brief introduction to the company polices

 Signs documents

 Biometric

 Placement

 Allot a supportive mentor to new hire

 Onboarding essentials / kit

Week # 01:

 Email agenda of week

 Company presentation by senior leader

 Role clarity

 Training on Decibel

 Allot 1-2 goals

 Direct connections with colleagues

 One to one meeting with line manager

 Check list of 1st week for HR,IT, Line Manager

30 Days plan:

 Email agenda of 30

 Allot 3-5 goals

 Plan 1 meeting in a week

 Add profile of new hire to company page

 Introduce new hire on linkedln

 Motivational session

 Checklist of month for HR,IT, Line Manager

 Performance appraisal
 Highlight Area of improvement

60 Days Plan:

 Email agenda of 60 days

 Allot 8-10 Goals for longer performance

 Plan 1 meeting in 2 weeks

 Monitor behavior of new hire in office

 Make a checklist

 Evaluate overall performance of onboarding

 Highlight and advise on area of improvement

 Give Reward and appreciate performance

 Give motivation

 Discuss Company’s long and development programs

 End of Onboarding

3. Employee Record Management:

Employee Record Management is a systematic process of collecting, storing, and maintaining accurate

and up-to-date information about employees. This essential practice enables organizations to efficiently

manage their workforce, ensuring seamless access to vital employee data when needed. Every

organization relies on its employees to operate and succeed. Given the diverse backgrounds and unique

characteristics of each employee, maintaining comprehensive records is vital. Employee record

management helps HR departments. HHL also keep record and they have unique alignment which is as

follow.

 Staff approval form

 Interview assessment form

 Pre-employment form

 Credential – personal information , education, experience , skill,

 Reference letter

 Police verification

 Medical verification

 Offer letter

 Joining report & date

 Appointment letter ( clause letter )

 Orientation form

 Departmental checklist

 Job description

 Bank account letter

 Declaration of family member form

 Kinship form

 Code of conduct and conflict interest

 Health insurance form

 EOBI registration form

 Welcome note

 Probation form ( hard work, evaluation form, problem solving skills)

 Provident fund form

 Confirmation letter

 Transfer and provident form

 4. Practical Experience of Organizing employee record :

As in HHL some employees were newly hired, I got an opportunity in organizing employee record.

Before day of joining some importance documents like police verification, medical verification, CNIC

were emailed to HR officer and I got them printed .then on the day of joining some clause and personal

and office documents were signed by each member. After filling all the documents I collect and

organized them then I filed them on above format.

WEEK # 05

HR Administration Support

1. Basic Knowledge of EOBI

2. Organizing EOBI Report

3. Working on Health Insurance Renewal List

1. Basic Knowledge of EOBI:

EOBI: Employee’ Old-Age Benefits Institution

Location: G10/4, Islamabad

Formed in: 1976

Stake Holder: Government of Pakistan

Run By: Ministry of Oversees Pakistanis & Human Resource Department

 Purpose:

It is an Organization which run under the ministry of oversees Pakistanis and Human resource

department. It operates partially funded basis. It provide pension to an employee when it reaches at

retirement age. It also give invalidity pension it mean that when an employee become permanently

disabled or unable to work so EOBI give pension to them. In the event of death of insured person,

their entitled are received to get this pension. It also gave Old Aged grant which mean that if insured

person reaches the retirement age but do not meet the minimum threshold for a pension, they receive

a one-time grant.

2. Organizing EOBI Report:

Every fiscal year (June- July) EOBI report is submitted to EOBI by HR officer. During my

internship, I assisted in preparing the annual EOBI report by compiling an updated and monthly wise

list of all employees, including their personal information, date of joining, and date of ending,

demonstrating my attention to detail and data management skills.

3. Health Insurance Renewal List :

I assisted in preparing the annual health insurance renewal list for HHL employees and their

families, ensuring accurate compilation of essential details, including:

 Personal information

 Date of joining

 Family information

 Designation

These experience honed my skills in:

 Data Management

 Attention to detail

 Organizational abilities
WEEK # 06

Employee Management

1. Administrative aspects of Employee Management

2. Brief intro to Administration’s software

3. Task# 01

4. Task# 02

1. Administrative aspects of Employee Management:

Following my comprehensive learning experience in Human Resources (HR) at HHL, my

supervisor, Corporate Human Resources Manager (CHRM), arranged for me to transition to the

Administration Department for One Week. This strategic move aimed to broaden my understanding

of the administrative aspects of Employee Management. Notably, the Administration Department

oversees administration functions, office administration, critical functions, including the

disbursement and monitoring of employee compensation and allowances, previously handled and

allotted by HR. This shift allowed me to grasp the essential checks and balances in place, ensuring

accuracy and transparency. Any discrepancies or concerns are promptly reported to the HR Manager,

fostering a collaborative approach to employee management. This cross-functional exposure has

significantly enhanced my understanding of the interconnectedness of HR and Administration in

driving organizational efficiency and employee management.

2. Brief intro to Administration’s software:

Under the guidance of Mr. Naveed Akram, Corporate Admin Manager, I gained hands-on experience

with various administrative software applications. These tools streamlined administrative functions,

office operations, and employee compensation management. The software utilized included:
  Decibel: Employee claims management (medical, insurance, fuel, etc.)

 Procure to Pay (P2P): Procurement process management (goods/services selection,

compliance, receiving, invoicing, and payment)

 Fuel Link PSO: Fuel expense management and employee fuel allowances

 Jazz Dashboard: Network allowances and expenses monitoring

 Nayatel Bills: Utility bill management

 ETN: Taxation and excise management for company vehicles

Through this exposure, I developed a comprehensive understanding of how these software applications

enhance administrative efficiency, Employee management, ensure accurate employee compensation, and

facilitate seamless procurement and expense management processes.

3. Task #01:

During this period, I was tasked with creating an MS-Excel list of all vehicles belonging to the

Excise and Taxation Department present at the Karachi Marriott Hotel (KMH). I received

unpaid checks and a list of vehicles, which I was instructed to submit to the admin officer for

payment processing. After payment, I collected the checks from the admin officer and

compiled an Excel list containing the payment details, including car registration number,

model, designation, and payment date. Additionally, I scanned the paid checks and organized

them into files categorized by vehicle model. Finally, I submitted the Excel sheet, paid checks

(hardcopy), and emailed a soft copy to the relevant authorities. This task helped me develop

my organizational and data management skills.

4. Task# 02 :
 Following the successful completion of my initial task, I was assigned another responsibility,

which involved creating an updated list of Tax Payable roles for all vehicles present at the

Islamabad Marriott Hotel (IMH) for the year 2024. I was provided with two lists, an old and a new

one, and was instructed to merge them into a single, comprehensive list. I carefully combined the

lists, ensuring accuracy and attention to detail, and recorded the respective amounts payable for

each vehicle. After completing the list, I printed and scanned it, organizing the documents by

vehicle registration number. Finally, I submitted both the hard copy and scanned copy via email,

demonstrating my ability to manage and merge data efficiently. This task further honed my skills

in data management, organization, and attention to detail, which I will highlight in my internship

report.

WEEK# 07

Performance and Conflict Management

1. Performance Management

2. Performance appraisal in HHL

3. Conflict Management

4. Conflict Management in HHL

1. Performance Management:

A collaborative process in which employees and management work together to plan, monitor

and review employee’s objective, long term goal and keep check on the performance of

employee so it is called “performance management”.

Aims:
The aims of performance management are to identify and improve weak areas within an

organization, aligning with its objectives and goals. This process enables HR to enhance

employee performance, support employees in achieving their goals, and leverage their skills to

drive organizational success. By streamlining performance management, HR can address areas

for improvement, boost employee productivity, and foster a culture of goal-oriented

collaboration, ultimately contributing to the achievement of organizational objectives.

Steps:

There are four main steps, which are given below:

 Planning:

In this step HR and management describe job role, skills required for the specific job,

plan long term and short term goals. These goals should be specific, measurable,

attainable, relevant and time based (SMART).

 Training:

In this step HR and management arrange training sessions and consistent meeting with

their employees. They also give positive, honest and constructive feedbacks to improve

morale of employees.

 Evaluation:

In this step evaluation of employee take place and following things are focused:

 Does employee achieve their goals?

 Does company achieve objective and goals?

 What challenges were faced by employee?

 What skill set does employee have?

 How the process can be better?

 Rewarding:
 It is last step of performance management in which recognition and reward take place.

This step help employee to stay motivated by rewarding and some time by punishment.

2. Performance appraisal in HHL:

Performance management in HHL are occur as follow.

 Performance management in HHL is software (Decibels) base.

 They align job description and goals with organization goals and objectives.

 They set clear expectations that what company demand from them.

 Then each employee add their goals on their decibels at the start of year and update it

as goals are completed time to time.

 Decibel portal of HR, where all employee performance is updated and save time to

time. At the end of year HR evaluate it and compare it with standard as company set it

at the start.

 After evaluation and approval by Assistant Director HR, performance of each employee

is then shared with Chief Financial Officer for final approval.

 They provided feedbacks and performance appraisal.

 They keep check on attendance, and cut salaries and benefits according to employee’s

absentees.

 If any employee is not working properly or any un-discipline activity is conducted so

then three warnings are given and after third warning termination take place.

3. Conflict management:

It is a process in which different processes, skills and tools are used to minimize conflicts,

disagreements and disputes is called “conflict management”.

 Explanation:

In every organization, employees with diverse personalities and traits work together to achieve

common goals, which can sometimes lead to disagreements and conflicts. Conflict

management is essential to minimize and resolve these issues. There are five effective ways to

manage conflicts: compromising, collaborating, avoiding, accommodating, and competing. By

understanding and applying these strategies, organizations can reduce misunderstandings,

improve communication, and foster a positive work environment, ultimately promoting

productivity and teamwork. Effective conflict management enables employees to work

together harmoniously, driving the organization towards its objectives.

 Collaboration: Is high assertiveness and high cooperation.

 Accommodating: Is high cooperation and low assertiveness.

 Compromising: Is medium cooperation and medium assertiveness.

 Avoiding: Is low assertiveness and low cooperation.

 Competing: Is higher assertiveness and low cooperation.

4. Conflict Management In HHL:

At HHL, a structured hierarchy is in place to manage conflicts efficiently. The process begins

with employees attempting to resolve conflicts among themselves. If unresolved, the issue is

escalated to their senior officer, followed by the line manager, corporate manager, and

corporate HR manager, respectively. If the conflict still persists, it is finally reported to the

Chief Finance Officer for resolution. This tiered approach ensures that conflicts are addressed

promptly and effectively, with clear channels of communication and escalation, promoting a

harmonious work environment and minimizing disruptions to the organization's operations.

Chapter # 03

SWOT & PESTEL Analysis

SWOT Analysis

SWOT analysis is a strategic planning technique used to identify organization's internal

strengths and weaknesses, as well as external opportunities and threats. This analysis helps

decision-makers make informed choices to:

 Build on strengths

 Address weaknesses

 Capitalize on opportunities

 Mitigate threats

This evaluation aims to provide a comprehensive understanding of Hashwani Hotels Limited's

current situation, enabling the company to make wise decisions and focus on the strengths, work

on the weaknesses, gain advantage in opportunity and minimize any threats that occur.

Strengths:

Following are the strengths of Hashwani Hotels Limited

 Strong brand reputation.

 Zero Turnover rate.

 Punctual, professional and loyal employees.

 Strong bonding between higher management and employees, fostering a positive work

environment.

 Strategically located in city, making it easily accessible to guest and contractors.

 Friendly and welcoming atmosphere in the office, promoting a happy and productive

workforce.
Weakness:

Following are the weakness of HHL

 Website is not up to date.

 Some issues in the platform use for tracking of CVs during hiring process.

 Lack of soft copies of employee records (scanned documents)

 Limited exposure to international market.

Opportunities:

Following are the opportunities in HHL

 Progress in technology.

 Employee self-development.

 Sponsoring festivals and event can increase costumer attraction & brand visibility.

 Use of new software like ATS can improve Recruiting process.

 Offering unique local cultural experiences to differentiates from competitors.

Threats:

Threats are as followed

 Fierce rivalry from competitors.

 Issues with contractors and supplier can affect availability of goods and services.

 Government Policies and regulation can affect company working.

 Political un-stability and Securities issue can affect deter tourist.

Strategies taken:
It's completely normal and understandable that HHL, like any individual or organization,

may have some flaws and areas for improvement. In fact, acknowledging and learning from

these imperfections is a sign of strength and a willingness to grow. Rather than expecting

perfection, we can focus on supporting and encouraging HHL to recognize their weaknesses

and work towards self-improvement. To address their flaws and become an even better

version of themselves they received following recommendation:

 HHL is working on their official website by taking help of experts.

 The HR officer is working on digitalization of employee records for easier access and

management.

 HHL Conduct regular employee training and development programs to maintain high

standards.

 They are making efforts to Address issues with CV tracking platform and implement a

more platforms.

PESTEL Analysis:

It is a strategic planning which is used to identify Macroeconomics or external factors which

effect an organization or company. PESTEL stand for:

 P: Political factors (Laws, Taxation policies, Government policies)

 E: Economics factors( inflation, unemployment)

 S: Social factors (lifecycle ,demographics, culture)

 T: Technological factors ( data security, innovation)

 E: Environmental factors (natural disaster, climate change)

 L: Legal factors (Laws, regulations)

External factors which effect Hashwani Hotels Limited Business operation are given below.

1. Political factor:
  Changes in Government policies such as labor laws, Hospitality regulations, tax

regulation and can effect HHL operation.

 Political instability where HHL works like Islamabad, Karachi can influence

business operation and increased risks.

2. Economic factor:

 Fluctuation in exchange rate can impact/ effect HHL’s international transactions

and profitability.

 High inflation can increase cost of goods and services and have impact on the

profitability.

 Instability in taxes rates can affect profitability of HHL.

3. Social factors:

 Social factors like Political protests, religious protests, workers strike lead to

blockage of roads which it effect supply chain and daily business operations of

HHL.

 Change in consumer preferences and expectation have also impact on HHL.

4. Technological factors:

 Advancement in hotel management software and technology can have a positive

impact on HHL.

 As advancement in technology, HHL should use new version of systems and

updated server to protect any Cyber Attack.

5. Environmental factors:

 Sudden climate changes or natural disaster can directly effect tourism and

hospitality which can have impact on Business operation of HHL.

  Environmental law and regulations can effect HHL operations.

6. Legal factors:

 Protecting brand identity and intellectual properties rights is essential for

maintaining a competitive edge.

 HHL must comply with and follow the rules and regulations set by the

government and relevant authorities, they may include industrial laws, labors

laws and environmental regulations.

Chapter #04

Conclusion & Recommendations

1. Conclusion

2. Recommendation

3. References

1. Conclusion:

I completed a comprehensive 7-week internship in the Human Resource department

at Hashwani Hotels Limited, Owners of Marriot Hotel Islamabad and Karachi, Pearl
Continental Hayatabad and Gawadar. The experience provided a balanced exposure to

various HR functions and procedures, including recruitment, employee relations, and

training. I was able to participate actively in HR initiatives and projects, and the

collaborative work environment with supportive colleagues was a significant strength of

the internship.

Despite the short duration, I was initially overwhelmed with new responsibilities

and tasks. However, this challenge allowed me to develop my problem-solving and time

management skills. I recognized the importance of effective communication and goal

alignment to maximize the benefits of the internship.

Throughout the internship, I had opportunities to network with professionals in the

hospitality industry, gaining exposure to diverse HR experiences and best practices. I

developed transferable skills in communication, analytical, teamwork, and problem-

solving, which will benefit me in my future career.

One of the threats I faced was dependence on feedback from supervisors and

colleagues. However, this emphasized the importance of proactive networking and

seeking constructive feedback to improve my performance.

In the final week, I synthesized my internship insights into a comprehensive report

and created a visual presentation highlighting my personal growth and learning

outcomes. This experience taught me the value of strategic planning, time management,

and proactive networking to maximize the benefits of the internship.

Overall, my 7-week internship in the Human Resource department at Hashwani

Hotels Limited was a valuable learning experience that provided a solid foundation in

HR principles and practices. The structured program, collaborative environment, and

reflective sessions contributed to a meaningful and impactful internship, preparing me

for future success in the hospitality industry.

2. Recommendations:

 Digital transformation:

HHL should upgrade its website to enhance user experience, facilitate easy

updates, and provide a centralized platform for information dissemination to

stakeholders, thereby improving digital visibility and reputation

 Employee engagement:

HHL should increase employee engagement and interaction through regular

feedback mechanisms, such as town hall meetings or anonymous surveys, to

address concerns, solicit suggestions, and foster a supportive work environment.

 HHL’s HR Department:

HHL's HR department should improve the recruitment process by using a

centralized platform for job postings and CV collection, and implementing ATS

software to streamline candidate sourcing and selection, reducing time and effort.

 Employee record:

HHL should digitize employee records (personal, professional, and performance-

related) to ensure easy access, security, and protection from damage or loss,

thereby streamlining HR processes and enhancing data integrity.

 Community Engagement:

HHL should strengthen community ties through sponsoring local events,

supporting charitable causes, and participating in community development

 projects, thereby building a positive brand image and demonstrating social

responsibility.

3. Reference:

 Assistant Director Human Resources

 Human Resources Officers

 Deputy Director Finance

 Assistant Director Finance

 Corporate Manager Admin

 IT Service Desk

 HHL website.