Assignment

PCM
Submitted to:
Ma,am Nargis Akhtar
Submitted by;
Sarosh Nasir
FA20-BBA-046

Tayaba Fayyaz
FA20-BBA-64

COMSATS University Islamabad

Vehari Campus
 Interloop

Introduction:
Established in 1992, Interloop Limited is a textile-based B2B manufacturing company based in
Faisalabad, Pakistan. It supplies socks, leggings and denim to retailers like Nike, Adidas, H&M,
Puma, Levi's, Reebok and Target.

Mission

To be an agent of positive change for the stakeholders and community by pursuing an ethical
and sustainable business

Vision

To double our turnover by 2025 through value addition, process improvement and nourishing
talent

Interloop Limited, a globally recognized entity in the textile industry, stands out for its
significant contributions and innovative practices. As a leading player in the textile sector,
Interloop Limited has played a pivotal role in shaping the industry landscape. This study aims to
conduct a comprehensive analysis of Interloop Limited's Performance and Career Management
System, delving into its organizational structure, performance evaluation methods, and strategies
for career development.
 Analysis

Organizational Structure:

Interloop Limited boasts a dynamic and well-defined management structure, characterized by

key features of management structures in Interloop include a hierarchical organization with roles
such as CEO, executives, managers, and various departments handling different functions like
operations, finance, and human resources. This structure provides a clear framework for
decision-making and ensures efficient communication channels within the organization.

Performance Management System:

Interloop Limited employs a robust Performance Management System that Interloop implement
performance management systems to monitor and enhance employee performance. These
systems often involve goal setting, regular feedback, performance reviews, and professional
development plans. This system is designed not only to assess individual contributions but also
to foster a culture of continuous improvement.

Career Management Strategies:

In terms of career management, Interloop Limited offers a range of strategies and opportunities
for its employees. These include illustrating the company's commitment to nurturing talent and
providing a conducive environment for professional growth.
Analysis Overview:

This section provides a comprehensive overview of Interloop Limited's Performance and Career
Management System are explored to provide a nuanced understanding of the organization's
approach in these crucial areas.

Recommendations:

Performance and Career Enhancement:

Based on the analysis, recommendations for Interloop Limited include provide specific
recommendations for performance and career enhancement. These recommendations are
substantiated by rationale, possibly referencing industry best practices or successful case studies.

Strategic Improvement:

A recommended strategy for Interloop Limited involves outline the recommended strategy,
emphasizing its potential to enhance current processes. This strategy is chosen for its explain the
anticipated benefits and effectiveness.
 Human Resource Department

Human Resource department is not directly concerned with the customers satisfaction but its policies
are the integral part of the company achievement plans and its policies ensure the right person to be
hired, for the right and specified job, trained, evaluated, giving incentives and hence by right person
in the different functional department of the company. So Human Resource Department helps n
proper functioning of the products and if their complaints against the procedures or any other matter
of Interloop, Its directly processed by HR department.

“Great companies make meaning. A company has a name, but its people it meaning.”

Top Management
 Executive

Non-Exe

Interloop has different categories of working staff.

1. Top Management
2. Executive
3. Non-Executive

All are based on Grade system.

 Top management grade are from M series.

 Executive grades are from E series.
 Non-Executive grade range from A series.

Human Resource Department of Interloop pays attention to stakeholders approach as well. That
balances the needs of groups of people in and outside the company or whoever has any interest in
Interloop performance.

Human Resource

Human Resource Operations

Human resource operations in Interloop are the formal system devised by management of people
within organization. The head of this department currently is MR. Faisal Naveed. HR OPS uses the
strategic approaches for the effective management of Interloop worker so that they could help gain
competitive edge to the company.

HR OPS Structure
 Training Need Analysis:

The aim of training need analysis is to ensure that the training is relevant to the need of
employees is tailored to organizational objectives, and is delivered in an effective and cost-
effective manner. The training needs are assessing through three sources in Interloop, which
are.

Training need assessment

Performance Appraisal

Performance Management System

Training need assessment:

Organizational Development Department conducts the training need assessment through questionnaires
to identify the performance gaps. Training and non-training needs are separating by identifying the
problem areas. After the identification of the problems areas, training are conducting by based on identified
training needs.

Performance Appraisal:

Performance Appraisal is conducting in December of the year for executive’s employees and in June of the
year for non-executive employees. Performance appraisals contain the recommendations of the line
managers for training in a particular skill.

Performance Management Systems:

Performance management system are designed for assessing the training needs of
management (Grade 7 to above).Under the system annual objectives of the department are
assigned, on the basis of these annual objectives, skill of the mangers are matched. If there
found any discrepancy, then trainings are conducted so improve the skill of the managers.

Employee Development:

Employee development is continuous process in the Interloop. Different kinds of training

programs are conducting throughout the year in the Interloop. On contrary, Interloop has also
designed knowledge management system, in which the employee shares their skill,
information and expertise with other employees. For conduct the training in the Interloop,

There are following medium are used.

Orientations

Technical Training
In-house Training

External Training Courses

Orientations:

Every new employee has to give orientations report to HR department in the Interloop. Orientation period
is one week long. New employees have responsibility for their own learning. Through orientation an
employee, take basic information about the company policies and practices of the Interloop.

Technical Training:

In the Interloop, Quality Assurance department has devised a Technical Training Center. The
basic purpose of this type center is to enable work force to demonstrate its potential and talent
at optimum level for maximum output and productivity, to train the newly hired workers in
the field of knitting, finishing, processing and toe-closing departments and to increase their
performance. In the Technical Training Center, machinery is installing in relevant operational
manuals and has been prepared in consultation with the concerned technical and
administrative staff. The training methodology includes lectures and practical demonstration
of machines.

In-House Training:

In-house training is also conducted at the Interloop on different topics depending upon the
training need of the employee. These training sessions are generally held by in - house
trainers. They develop the training program by themselves and evaluate the training through
feedback forms. Different training methods are used during these sessions like:
On-the-job Training

Lectures

Case Studies

Computer Based Training

External Trainings:

Interloop believes that employees are assets of any company so they should nurture them. Interloop sends
its employees for external training for those topics which cannot be covered by the experts of Interloop. The
external training sessions, three things are done

(i) Feedback is taken by the participants

(ii) Training material is received

(iii)Knowledge is shared with colleagues at the successful completion of training.

In this way, these training enhance the skills of the entire organization. The process of training and
development does not end with the completion of training sessions. Rather, after the training sessions, training
results and evaluated the performances are measured, if they again find any gaps between desired and
actual results. Then, again training needs are assessed and in this way this process of development continues.
 Douments at Recruitment office

Varificatin of documents

Completion of personal record file at HR

Personal employee record is update on regularly basic i.e. in case of new experience certificates, new bonus
or increments , health insurance related documents etc.

Salary slips are provided to employee every month to make them aware of their salary details like

 Employee Gross pay

 Overtime detail
 Employee leave detail
 Employee loan detail
 Employee medical allowances
 EOBI or another contribution/ Deduction detail

HR Department makes sure that every employee gets their salary slips, so no one would have any objections
about their salary amount, deductions or any contributions.

For non-executive employees salary slips are available at KIOSK. Salary slips for executive employees from
E1-E# are send to their replacement Head of Department. And salary slips for executives from E4 and
Above are sent individually to relevant person.