AEPL Inernship Report
AEPL Inernship Report
AEPL Inernship Report
Ltd
Acknowledgement
All praise and thanks to the Almighty ALLAH, the most gracious, the most merciful who gave
us the opportunity to carry out this project.
Besides my deep appreciation which goes to my family members who had been so tolerant and
have supported me throughout the degree period, special thanks to Mr. Ammar Khalid Mayo,
Dy. Manager outage department at AEPL, for his encouragement and support which he had
given to me. All the other officers and the staff members of the organization also assisted me in
learning during my internship. I am truly grateful to all these people.
I am also thankful to the Virtual University of Pakistan which provided me opportunity to gain
knowledge and allowed me to complete my Masters Degree.
Executive Summary:
This report is about my internship at Albario Engineering Pvt. Ltd (AEPL). AEPL is a
leading Engineering Company specializing in Engineering Consultancy, Electromechanical
Contracting, Operations & Maintenance, Equipment Sourcing, Project Management, and
Aftermarket Sales & Services. The organization was established in 1954 with a vision to be a
Leading Engineering Solution Provider Company in the Region. The company has its Head
office in Lahore and regional offices in Islamabad, Multan, Guddu, Karachi, along with
international offices in Oman, UAE, Saudi Arabia, Iraq and Nigeria. There is brief introduction,
history, structure and hierarchy chart of the organization in the report.
Many undergoing projects of the company are carrying out and many future contracts are
being made with various public and private companies / clients. Being a multi-national company,
along with having clients all over Pakistan, the company also has its clients in many regions of
the globe.
During my internship, I was deployed in the Outage and the Administrative departments.
In the company, I have observed, applied and practically experienced the theories which I learnt
throughout my MPA degree. Specifically, in the Admin department, I learned the functions of
Admin branch that how reports of field activities are made, how the employees perform clerical
duties, how they maintain various records about all the employees of the organization, how to
conduct meetings, how to coordinate with field teams, and how the admin section play important
role in effective communication flow in the organization.
I also observed the Human Resource Management Processes which include the planning
and forecasting of the human resource, recruitment and selection process, training and
development and other HR Department’s functions. During my internship, I was assigned
various task and activities to assist the managers due to which I learnt many new skills from their
experience.
There is no doubt that the company is well organized and the command is in the hands of
expert engineers and managers, but there are some areas which need improvement in order to
increase productivity, profitability and the overall efficiency of the company, hence helping the
company flourish more rapidly. At the end of the report, I have given my recommendations by
keeping in view my analysis, assessment and observation of the company.
Table of Contents
Introduction:.................................................................................................................................................. 9
Mission of the Organization:..................................................................................................................... 9
Vision of the Organization: ....................................................................................................................... 9
Introduction of the Organization’s Sector ................................................... Error! Bookmark not defined.
Overview of the Organization ....................................................................................................................... 9
a. Brief History ................................................................................................................................... 10
b. Nature of the Organization.............................................................................................................. 10
c. Future contracts planned for a particular period ............................................................................. 10
d. Types of Services ............................................................................................................................ 11
e. Competitors ..................................................................................................................................... 12
Organizational structure .............................................................................................................................. 13
a. Organizational Hierarchy Chart ...................................................................................................... 13
b. Number of Employees .................................................................................................................... 14
c. Main Office: .................................................................................................................................... 14
d. Introduction of Departments ........................................................................................................... 14
Admin Department: ............................................................................................................................ 14
HR Department: .................................................................................................................................. 14
Accounts & Finance Department:........................................................................................................ 15
Business Development Department: ................................................................................................... 15
Project Development Department: ...................................................................................................... 15
Civil Construction Department: .......................................................................................................... 16
Operation & Maintenance Department: .............................................................................................. 16
IT Department:……………………………………………………………………………………...16
e. Comments on the Organizational Structure .................................................................................... 16
Internship Activity Plan .............................................................................................................................. 16
a. Brief introduction of the departments where I did my internship ................................................... 17
b. My Internship period....................................................................................................................... 17
c. Names of the Departments where I got training ............................................................................. 17
Training Program ........................................................................................................................................ 18
a. Operations / Activities of the Departments ..................................................................................... 18
Admin Department: ............................................................................................................................ 18
HR Department: .................................................................................................................................. 19
b. Tasks assigned to me during Internship .......................................................................................... 22
Critical Analysis: ........................................................................................................................................ 24
Management Functions ........................................................................................................................... 25
a. Planning ...................................................................................................................................... 25
b. Organizing................................................................................................................................... 26
c. Leading ....................................................................................................................................... 28
d. Controlling .................................................................................................................................. 29
Human Resource Management Functions .............................................................................................. 30
Human Resource Planning and Forecasting ....................................................................................... 30
Employees Recruitment & Selection .................................................................................................. 30
Training & Development .................................................................................................................... 30
Performance Management .................................................................................................................. 31
Employee Compensation & Benefits .................................................................................................. 31
Organizational Career Management ................................................................................................... 31
Labor Management Relations ............................................................................................................. 31
SWOT Analyses.......................................................................................................................................... 32
Strengths ................................................................................................................................................. 32
Weaknesses ............................................................................................................................................. 32
Opportunities........................................................................................................................................... 33
Threats .................................................................................................................................................... 34
Conclusion .................................................................................................................................................. 35
Recommendations ....................................................................................................................................... 35
References:.................................................................................................................................................. 36
Annexes:…………………………………………………………………………………………………...37
Introduction:
AEPL is a leading Engineering Company specialized in Electromechanical Contracting,
Operations & Maintenance, Engineering, Sourcing, Project Management, and Services Business
(To Support Installed Base). It is a one window solution provider company. With offices all over
the country, AEPL employ more than 250 professionals – support staff of around 250 and a
dedicated team of 400+ members for plant construction and operations & maintenance activities.
In 1954, Albario Pakistan was established as an equipment supplier. Till 1962, it continued
working under the same portfolio until the establishment of Albario Construction Corporation
(Civil Work) in 1962. Then in 2001, its name changed to Albario Engineering (Pvt) Ltd. (AEPL)
and it formed an independent organization for E&M Contracting and O&M Services. In 2006,
the company started Electro-Mechanical contracting of Large Power Projects. Here, the growth
of company did not stop and it kept of expanding its services. In 2007, AEPL Engineering
Works, Workshop, Inspection & Testing Division was developed and in 2009 and 2011, it
started sponsoring project development and contract execution in Middle East, respectively.
.
AEPL is a PEC (Pakistan Engineering Council) registered engineering firm, lying in O-1
and CA categories. The firm works as a sub-contractor of GE (General Electric), USA. It
is committed to serve its clients by understanding their requirements and endeavoring to
meet those requirements professionally, reliably, timely, safely, economically &
consistently by providing EPC, Project Management, Consultancy, Electro-Mechanical
Installation, Operation & Maintenance Services and Provision of Manpower for Planned
and Unplanned Inspection & Overhaul Services to them.
d. Types of Services
Albario Engineering Pvt Ltd provides various types of services. Following is the list of its
services:
e. Competitors
There a many competitors of Albario Engineering Pvt. Ltd. Following are list of some
main competitors:
Descon
Prescon
EPESOL
NESPAK
Sampak International (Pvt.) Ltd
Aitemad group of companies
Orient energy services
Allied group of companies
Chinese firms
Organizational structure
There are 6000+ employees working in this company. Distribution of the employees
is different in various sections and according to the requirement. With offices all over the
country, AEPL employ more than 5000+ man power for plant construction and operations &
maintenance activities. Besides, it also owns 1000+ skilled manpower for turnaround
services. As the company provides consultancy, contracting and engineering services
therefore, most of the employees are Managers and Engineers and the skilled and trained
labor force.
c. Main Office:
The Head Office of the company was located at 91-C, Model Town Lahore. Recently,
the office has been shifted to AEW (Albario Engineering Workshop) near Bahria Town,
Lahore and the building is being used as a Head Office.
d. Introduction of Departments
The section is headed by Manager (Admin & HR) and there are 6 employees working in
this section. This department is further bifurcated into two sections, that is, admin and
HR departments. Their functions and duties are described as follows:
Admin Department
The section deals with following administrative matters of the organization:
Maintain / Document Record of the employees
Organize / Conduct Meetings
Preparation of Presentation for Meetings
Coordinating and facilitating the field teams
HR Department:
This Department is also headed by Manager (HR). This department deals with the
following matters of the organization:
Human Resource Planning and Forecasting
Recruitment and Selection of the Human Resource
Orientation to the employees
Training and Development
Promotion related matters of the employees
Performance Evaluation of the employees
Retention and Termination on the employees on the basis of performance
This department is headed by Chief Finance Officer and it deals with the salaries
(Bonuses, Profit Sharing) of the employees, making payments for purchasing, making
financial reports / statements and keeping record of all the monetary transactions. All the
agreements are made with prior approval of Chief Financial Officer (CFO) who is further
directed by the Directors of the company.
IT Department:
IT Department deals with the website formation and development. It also ensures that all
the necessary equipment like laptops, mobile phones, and printers stay connected and the
company internet works properly. All the advertisement for the company on the website
and social networks like posting advertisement of career opportunities or announcement
of any news is done with the help of IT Department.
During my internship at Albario Engineering Pvt. Ltd, I was given a brief orientation of
all the sections and departments of the company. Although, the plan was to rotate me in all
departments of the company, but until now I have gotten training in only two of them i.e. the
Testing Department and the Admin & HR Department. I have already mentioned all the major
functions of these departments in the Introduction of the Departments which is Part of this report.
Mr. Saad Ullah Jarral is the manager of the Admin and HR Department. There are 6
employees who take care of all the HR and Admin matters of the organization. While, Testing
department is part of the Outage department. The outage lead reports to the GM operation &
maintenance.
b. My Internship period
My Internship period at Albario Engineering Pvt. Ltd started from 20th October 2018
with the status of trainee engineer and is currently ongoing.
I got training in the testing department for 07 weeks and in HR & Admin
department for the period of 06 weeks. So until now, my training period comprises of 13
weeks and the training is still ongoing.
Training Program
a. Operations / Activities of the Departments
Admin Department:
Admin department deals with the rule / regulations / policies of the company. The
Manager (Admin & HR) proposes new rules & regulations / policies with the
approval of the Managing Director and communicates all these rules and policies
to the employees of the company.
If the desired strength of the human resource is greater than the available
strength of the human resource, the company hires new employees from the open
market by advertising on its website and then through the recruitment and
selection process. It also hires the human resource if there are some future
demands that require more human resource. And if it is found that the current
employees need training, the planning to provide them the needed is also done by
the HR department.
On the other hand, if the employees of the organization are more than the
required number, the company may lay off some employees through its HR
department. There is no any fixed time or period for Planning and Forecasting of
Human Resource: As the company bids in a project, or gets any new project or
any project is completed, the human resource planning process is started. The
Directors and the Managers justify the need of more employees and the HR
Department may transfer or recruit the employees according to the requirements
of the concerned departments.
Written Test & Interview: Final stage is written test and interview of the
recruitment and selection process. The shortlisted candidates have to take written
test and appear in the interview on the specific date mentioned in the call letter.
The candidates who pass the written test then qualify for the interview. The
selection board/committee evaluates the candidates and selects the best candidates
for the company.
I was assigned various tasks in the Outage / Testing and the Administration and
Human Resource Departments during my internship at this company. Detail of the
duties/tasks I performed and learned is as under:-
First of all, I was sent to the Halmore Power Plant, Sheikhupura with the testing
team where various testing activities on Transformers, Switch yards and Circuit
Breakers were performed.
There I observed that how teams work in the field, what protocols they follow and
how they move and operate the machinery for performing the required tests.
After the accomplishment of testing activities, reports of the testing activities
were made by keeping in view the noted readings, and these reports were sent to
the Deputy Manager and the testing engineer.
I was given many technical manuals by the Deputy Manager ( Ammar Khalid
Mayo), who was also my supervisor, and feedback on them was taken by having
detailed discussions on them.
Then I was transferred to Karachi on projects going on there, where the company
is working as a sub-contractor of GE (General Electric).
In Karachi, various projects were going on simultaneously, but I were assigned
Mauripur and Shadman grid stations.
Shadman grid station was almost completed and the process of commissioning
was being done there. Besides, I also made reports of the activities being done
there.
On Mauripur grid, tests to check Bus bar protection system, Bus bar
synchronization, and the Tripping time of the circuit breakers were calculated.
Then I was called back to the Head Office and shifted in the Admin & HR
Department.
Furthermore, the system of consumption of resources in the field must be revised. Many
times, resources allocated to be used in the field are insufficient. In that case, field team members
have to spend money themselves and then after the completion of project claim their spending to
the accounts and finance department. The process of expense claim is so hectic that it takes many
weeks. This system needs to be improved and a policy should be formed so that the enough
resources are distributed in the way that they fulfill the needs of field teams.
Some employees of the organization are also running their part time businesses causing
lack of focus on their jobs at this company. The management should consider this issue and
discuss with these employees, and try to overcome the issue because it might hinder the progress
of the organization.
Also, at the organization, new employees are burdened with work. The top management
of the company uses the services of the employees other than their job description which is
unethical. The seniors pass on their work to the new employees even if it is not related to their
field. This causes delay in routine matters and pressurize the new employees. The management
should hire other staff for such purpose. Moreover, those employees who are privileged are the
over-privileged and those who are under-privileged are so badly neglected. The company should
devise a policy to equally distribute the benefits among all employees according to their posts /
services provided to the company.
There is no area at the company premises to perform prayers or eat lunch. Employees
have to stop their work at the lunch hour so that all the employees could have lunch there. This
hinders the works and consistency is affected badly. The company should provide suitable room
/ arrangement for employees to perform their prayers at the premises so that the unnecessary
waste of time could be avoided, and the outage department should be provided with a proper
work place.
Management Functions
a. Planning
Decision making process
Strategic decisions are mostly made by the top management, that is, by the
directors of the company. Management holds most of the meetings without any prior
planning and scheduling. There is lack of long term future planning at the organization.
This point is also discussed as a threat for company in the SWOT analysis. Top
management mostly deals with the current projects and, usually, makes the short term
plans.
Along with maintaining its status in the field of O & M, the company is focusing
to flourish in other fields like civil construction and wind safety training. It has gotten
“CA” category from the PEC (Pakistan Engineering Council) and is making efforts to
extend its capabilities in this field. Further, the company has established its Wind
Training Simulation System which is going to be operational soon. So, it is evident that
along with maintaining its current position, the company has started focusing on its
different wings and is making efforts to establish itself in different fields so that it could
be able to expand its business.
b. Organizing
Organizational deign
The organizational design of the company is facing many challenges and one of
the challenges is that there is imbalance of centralization and decentralization in the
company. The company is entirely centralized which causes unnecessary delay in
decision making. Further, the hierarchy is so complex and mixed that along with
overlapping the roles, it also causes confusion to understand that who will report to
whom and what are the duties and roles of an employee.
Departmentalization
Span of control
The company has a narrow span of control of the management. The directors of
the company have direct control over the affairs of the companies, employees and the
senior management of the departments. That is why, this helps in various departments to
build a sustainable system of coordination among themselves.
Chain of Command
Due to the large size of organization, there exists a long chain of command in the
organization. At some points, the employees have to report, unnecessary, to the person
next in the chain of command, and the employees have to work under more than one boss
which represents the lack of unity of command. But ultimately, every senior manager or
the general manager has to report to, directly, to the company directors.
Centralization/Decentralization
Formalization
Work specialization
Work specialization is high among all the departments of the company, especially
among the engineering departments. All the heads of the departments including General
Managers and the Senior Managers are the expert of their fields and have technical
experience comprising of many years. Even both the directors of the company have
technical expertise which helps them in making important decisions regarding the
business of company.
Albario Engineering Pvt. Ltd is successfully coping with the current changes and
innovations in the market as well as the demands of the customers. But, sometimes, due
to rigid hierarchy and the process of approval etc, the company fails to be proactive and
hence fails to bring change according to the changing environment due to which it loses
many opportunities in the market.
Managing IT and communication
The IT and communication system of the company in this rapidly changing era
needs to be changed. The company uses obsolete IT / networking system even for the
internal use of the office / employees. It needs to be up gradated. There is also the lack of
a proper Management Information System (MIS) which could properly arrange and store
the important data of the company.
c. Leading
Leadership style
The leadership style in the company is Bureaucratic i.e. all the strategic decisions
are made by the directors and senior managers of the company which are then passed
down to the bottom of the hierarchy. This type of leadership style is widening the gap
between the management and the staff due to which lack of proper communication
among the employees and the higher management exists. To overcome the issue, input
must be taken from the employees while making decisions of the company.
Motivation
d. Controlling
Controlling Approach
Controlling Standards
Organization has set the standards of quality of processes and performances. All
the employees have to follow controlling standards and work according to the predefined
expectations. Their actions are controlled by comparing them with the predefined set of
standards, and then corrective action is taken according to the requirement.
Controlling of operations
The company holds ISO 9001, OHSAS 18001, ISO 14001and ASME certification
which guide the activities of employees while performing their tasks. By following the
set patterns defined by these standards, the operations are controlled in the company.
Controlling of Performance
The management of the company controls the performance of the employees by,
first, setting the standards of performance evaluation and then by noting and measuring
the performance of the employees according to these standards. If any discrepancy is
found, steps are taken to overcome the gap either by providing training to the employees
or by using positive (incentives) or negative (warning / reprimand) means of performance
improvement.
Controlling of Information / knowledge
Due to high turnover of the staff employees, the HR department faces many
difficulties in planning and forecasting. Along with forecasting the future needs of the
human resource and performing planning to retain it, it has to mitigate the effects of high
turnover by filling the vacant posts. As the bidding for the new project is made, the HR
department calculates and forecasts the required amount of employees to complete the
project and then make arrangements to fulfill that need of the company.
Advertisement is made against the vacant positions of the company on the official
website and applications are required from the candidates by the HR department. Then
among these applications, candidates are shortlisted and called for the test and / or
interview. Then selected candidates are issued the call letters. Along with giving priority
to merit, sometimes, the company also gives preference to the candidates who have
strong reference or links.
With the help of TNA (Training Need Assessment), the need of training of
employees is determined and employees are selected for the training. Then the company
provides training to its employees. Usually, the company does not use expert trainers for
the purpose of training and development. Instead, it relies on the managers / senior
technical experts to train the employees. But when this need is not fulfilled by them, and
the T&D (Training and Development) of employees is of critical importance, the services
of experts outside the company are hired.
Performance Management
Along with lacking a good pay structure, the company also lacks a proper
compensation and benefit system. Salaries are not predefined and are mostly negotiated
at the time of interview. The company seldom gives bonuses to its employees. Those who
are given benefits are enjoying more than they deserve, while many employees who need
appreciation from the management are neglected / overlooked, causing the lack of
motivation among employees.
Labor / staff of the organization have many grievances with the management. The company has
not successful in maintaining effective relations with labor. Staff members, who complain or rise
their voices against the management loss their jobs. Labor at the company doesn’t have any
leverage / bargaining power. The company has strict policy against the formation of union, and
restricts the practice of politics in the organization.
SWOT Analyses
Strengths
Company portfolio: The Company has a diverse background and history starting since 1954. It
has successfully completed many public and private sector projects. The strength of Company in
the form of experience in the relevant field is of crucial importance.
Technical Experts: The Company has many technical experts in all its departments who have the
skills to exceed the expectations of the clients.
Local leader in O&M: AEPL is known as a local leader in the provision of O&M services to the
power plants. Its pro-activeness in maintaining its status and updating the machinery and
employees’ skills with respect to time adds to the strength of the Company.
Tangible and Intangible assets: The Company owns many tangible and intangible assets. Its
accession to the modern equipment, the financial reserves, guest houses and buildings and other
tangible assets as well as intangible assets like provision of quality service and the company’s
reputation adds to the strength of company.
Partnership with GE: The Company’s ability to continuously maintain its partnership with GE
(General Electric, USA) and having capability to follow the standards of its partner is also its
strength. This helps a lot in enabling the company to keep out its competitors and other major
companies out of the competition.
Weaknesses
Human dependant system: The Company’s system is human dependant. Its major worth lies due
to its employees. In case, they want to disrupt the business of the company, they can easily do it.
Far away site and work areas: The business of the company is expanded to overall Pakistan. Due
to its pan Pakistan sites and work stations, it becomes challenging for the company to hold
control over its employees.
No job rotation of the employees: The Company lacks the concept of job rotation of the
employees. Though the employees are specialized in their work but job rotation makes
employees learn more than one skill and enhance their work efficiency.
Dissatisfaction of Employees: Employees have to perform duties other than their job description.
This causes resentment and dissatisfaction among the employees which, along with decreasing
their productivity and efficiency, also increases their turnover ratio.
Slow Approval Process: The approval procedure to pass any bill or any policy etc takes too much
time which delays the processes which affects the business of the company.
Opportunities
Following are some opportunities for this organization that could be beneficial if the company
makes right choices:
Developmental Projects: Many projects in Pakistan are going on and many new projects are
about to start. CPEC (China Pakistan Economic Corridor) is a major project which can open
many opportunities for the company.
Major Civil Construction Works: Current government has decided to construct dams in the
country. The construction of these dams will bring opportunities for the Civil Construction
department. As, this department of the company is not well established, so it is the high time to
make progress in this department by focusing on it.
Focus towards renewable energy: The focus of the world has shifted to renewable energy
resources. The Government of Pakistan is giving many incentives to ensure the progress in this
field. Solar energy department has been established by the company. The company can have
many opportunities in this field by setting focus on it.
Diversity of services: The Company has the capability to provide a number of various services.
The demands of clients can be fulfilled under one window. If the company comes out of the
portfolio of GE and sets its standards according to local market, it can enhance its business by
availing opportunities in the local market.
Threats
Threats are external factor, out of control of the organization, which can cause serious
damages to the company. Following are some threats to this company:
Local emerging companies: Many local companies are emerging which can compete AEPL in
the local market and can decrease its revenue.
Rapidly changing technology: In the globalized world, rapidly changing technology is the
greatest threat to this company. The requirements of the customers are changing with the change
in technology. The company will lose its business if it fails to enhance its capabilities in all its
departments with time.
No barrier of new entries: Due to lack of barriers to new entries in the engineering sector, and the
support provided by the government to these firms, company is facing challenges. There are
numerous competitors of the company that decrease the market share of the company.
Dwindling economy of Pakistan: The economy of Pakistan is de-valuing and its foreign reserves
are shrinking day by day. This causes inflation and the equipment and the project costs increase.
Also, the company needs to take many steps like downsizing, reducing incentives etc., which are
harmful for the company.
Conclusion
Albario Engineering Pvt. Ltd is a mature company. It has the capability to counter its
threats with its strength. Also, it has its own weaknesses. But they can be overcome if the higher
management pays attention to them. With respect to finance and technology, it is a strong
company and it can make more progress and better utilize its opportunities if some structural
changes are made in it.
My internship in the company was a great learning opportunity for me. It gave me
exposure about the market. I observed and learned various functions of the organization. It was a
great experience for me that I worked with the experts and learned a lot from their vast
managerial experiences.
Recommendations
As we know that, always, there exists a room for improvement. So, in order to improve
market share and profitability of this company, I suggest following recommendations:
References:
I have collected the information from the following sources: