final project(1).docx

Internship Report

On

Talon Sports Sialkot Pvt Ltd.

Submitted To:

Prof.Dr.Muhammad Ehsan Malik

(Director General)

Submitted By:

MUHAMMAD AQIB Ali

BB09161

BBA (Hons) HRM

Session:2009-2013

University of the PunjabGujranwala Campus

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IN THE NAME OF ALLAH THE

ALL ALMIGHTY THE ALL

MERCIFUL

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Acknowledgment

By the Grace of Almighty, the most Merciful, the most Beneficial, Today

I’m submitting my internship report, at the end of my first pragmatic

experience and I’m glad to have it with Talon sports. Thirst of learning is

inside you and whatever the environment, if yo u’re willing to learn you

do.Talon sports,I had new challenging,yet a perfect enviornment to

learn.My parents’s prayers and their teachings were always with me and

hereby I’ll like to take this oppertunity to show my gratiudeto all those

who made my internship and adventures outwit.

Here I’m from my professional and rather corporate enviornment of Talon

sports. I never knew what it all going to be.

Despite of the most hectic schdule talon sports management helped me so

much. I’m realy greatfull to the management for clarifying my concepts

and making me learn from great experience,whatever I’m learn from

you’ll definitely help me in my upcoming study and the proffessional life

ahead thank you so much for being so coprative and so helpful evry time I

hope I’ve been upto your expectations.

In the end I’ll like to thank all my other colleagues and all my other

fellows internees her and in branch,for their unconditional support and

help in making me learn in a good environment.

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TABLE OF CONTENTS

Exective summary ? 06

What is Company? 07

Types of Company? 08

Private Company? 08

Public Company?& Government Company? 09

Foriegn Company? 10

Limited & Unlimited Company? 11

Producer Company? 11

Company with a license? 14

Holding & Subsidry Company? 15

Provision affecting? 16

Limited liability Partnership? 17

Introduction of Organization? 19

Histroy of Organization? 20

Company Background? 21

Company Vission & Mission? 22

Company Management system?Major 23

Catalogues? 24

Management Hierarchy? 26

Body Structure of Organization? 27

Joint Body Designation? 28

Major Competitors? 30

Social Policy? 34

Enviornmental Management Policy? 35

Customer Procedure Policy? 39

Fire Safety and Evoacuation Plan? 44

Labor Management Policy? 48

Cargo Security? 49

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Child Remedation Policy? 52

Custom Compliante Policy? 53

Wrap Compliante Manual Security? 54

Production Process? 56

Fotball Production Process? 56

Garments Production Process? 57

Shoes Production Process? 59

Fair Trade? 60

Fair Trade Premium? 61

Main Market? 62

Appointment Process? 67

Employee Application form? 68

Termination of Employee? 75

Miss Conduct and Punishment? 76

Leaves? 77

Work Place Regulation? 78

Compansatin Process? 79

Child Remediation Policy? 81

SWOT Analysis? 82

Internal Analysis? 82

External Analysis? 83

Role of HR Department? 84

Negative Aspects? 86

Strategies to Improve HR Department? 87

Improving Organization Culture? 88

certificates 91

Exective summary: of 108

It is the requirement for BBA Hons level to do an internship for 6 weeks in any

organization and it also an opportunity for me to get the practical knowledge from that

organization. For this purpose I visited different organizations in Sialkot and I found

that Talon sports sialkot is the only company in Sialkot which is different and unique

from the others organization,Hence I spent not only 6 weeks in Talon sports but also I

worked just like its employee here.

I worked in different departments of Talon sports during my internship period. The

main purpose of internship is to develop the management skill. Such skill not only

created by theoretical knowledge but also a practical experience is also needed.

Although the six weeks internship program has not fully developed these abilities but

has at least given me know-how about market. It enabled me to see the relevance and

applicability of various tools and theories of management in market. The main

advantage to me is that I am the job holder of Talon sports sialkot. This training has also

given me awareness of the various career opportunity available in the market. The work

that I had done there is descriebed in the report.

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What is Company:

A company is an association or collection of individuals, people or "warm-bodies" or

else contrived "legal persons" (or a mixture of both). Company members share a

common purpose and unite in order to focus their various talents and organize their

collectively available skills or resources to achieve specific, declared goals.

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http://en.wikipedia.org/wiki/Goal

http://en.wikipedia.org/wiki/Resource

http://en.wikipedia.org/wiki/Skill

http://en.wikipedia.org/wiki/Desire

http://en.wikipedia.org/wiki/Legal_person

http://en.wikipedia.org/wiki/Natural_person

http://en.wikipedia.org/wiki/Voluntary_association

http://en.wiktionary.org/wiki/company

TYPES OF COMPANIES

1. "Private company" is defined in section 3(1)(iii) of the Act and it means a

company which has a minimum paid-up capital of one lakh rupees or such

higher paid-up capital as may be prescribed, and by its articles,

a. restricts the right to transfer its shares, if any;

b. limits the number of its members to fifty (50) not including —

i. persons who are in the employment of the company; and

ii. persons who, having been formerly in the employment of the

company, were members of the company while in that

employment and have continued to be members after the

employment ceased; and

c. prohibits any invitation to the public to subscribe for any shares in, or

debentures of, the company; and

d. prohibits any invitation or acceptance of deposits from persons other than

its members, directors or their relatives ;

Provided that where two or more persons hold one or more shares in a

company jointly, they shall, for the purposes of this definition, be treated as a

single member.

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2. "Public company" is defined in section 3(1)(iv) of the Act and it means a

company which —

a. is not a private company;

b. has a minimum paid-up capital of five lakh rupees or such higher paid-up

capital, as may be prescribed;

c. is a private company which is a subsidiary of a company which is not a

private company.

3. "Government company" is defined in section 617 of the Act and it means any

company in which not less than fifty-one per cent of the paid-up share capital is

held by the Central Government, or by any State Government or Governments,

or partly by the Central Government and partly by one or more State

Governments and includes a company which is a subsidiary of a Government

company as thus defined.

Shall apply to any Government company, only with such exceptions, modifications and

adaptations, as may be specified in the notification.

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4. "Foreign company" is defined in section 591 of the Act and it means a

company which

a. is incorporated outside India and

b. has established a place of business within India.

Within 30 days of establishment of such place of business within India, the Foreign

Company is required to submit documents/details under section 592. Alterations and

changes in these documents/details are required to be notified within 30 days.

The provisions of Section 108C on restrictions of transfer of shares of foreign

companies, sections 118 (right to obtain copies of trust deed), 124 to 145 (registration of

charges), 159 (annual returns to be made by company), 209 (books of account to be kept

by company), 209A (inspection of books of account of company), 233A (power of

Central Government to direct special audits in certain cases), 233B (audit of cost

accounts in certain cases), 234 to 246 (power of Registrar to call for information, etc.),

295 (loans to Directors), 297 (Board’s sanction to be required in certain contracts in

which Directors are interested), apply to such foreign company.

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5. "Company limited by guarantee" is defined in section 12(2)(b) of the Act and

it means a company having the liability of its members limited by the

memorandum to such amount as the members may respectively undertake by the

memorandum to contribute to the assets of the company in the event of its being

wound up. Such company could be a "company limited by guarantee and not

having share capital" or a "company limited by guarantee and having a

share capital".

The Memorandum and Articles of Association of such companies are as per

Tables C and D of Schedule I of the Act, respectively.

6. "Unlimited Company" is defined in section 12(2)(c) of the Act and it means a

company not having any limit on the liability of its members. The liability of a

member extends to the whole amount of company’s debts and liabilities but the

member will be entitled to claim contribution from other members. The

Memorandum and Articles of such company is as per Table E of Schedule I of

the Act.

7. "Producer Company" is defined in section 581A of the Act and it means a

body corporate having objects or activities specified in section 581B and

registered as Producer Company under this Act.

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Section 581B

1. The objects of the producer company shall relate to all or any of the

following matters, namely—

a. production, harvesting, procurement, grading, pooling, handling,

marketing, selling, export of primary produce of the Members or

import of goods or services for their benefit.

Provided that Producer Company may carry on any of the

activities specified in this clause either by itself or through other

institution.

b. processing including preserving, drying, distilling, brewing,

vinting, canning and packaging of produce of its members.

c. manufacture, sale or supply of machinery, equipment or

consumables mainly to its members.

d. providing education on the mutual assistance principles to its

members and others;

e. rendering technical services, consultancy services, training,

research and development and all other activities for the

promotion of the interest of its members;

f. generation, transmission and distribution of power, revitalisation

of land and water resources, their use, conservation and

communications relatable to primary produce;

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g. insurance of producers or their primary produce;

h. promoting techniques of mutuality and mutual assistance;

i. welfare measures or facilities for the benefit of members as may

be decided by the Board;

j. any other activity, ancillary or incidental to any of the activities

referred to in clauses (a) to (i) or other activities which may

promote the principles of mutuality and mutual assistance

amongst the members in any other manner;

k. financing of procurement, processing, marketing or other

activities specified in clauses (a) to (j) which include extending of

credit facilities or any other financial services to its members.

2. Every Producer Company shall deal primarily with the produce of its

active Members for carrying out any of its objects specified in this

section.

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8. Companies with licence under section 25

1. Where it is proved to the satisfaction of the Central Government that an

association—

a. is about to be formed as a limited company for promoting

commerce, art, science, religion, charity or any other useful

object, and

b. intends to apply its profits, if any, or other income in promoting

its objects, and to prohibit the payment of any dividend to its

members, the Central Government may, by licence, direct that the

association may be registered as a company with limited liability,

without the addition to its name of the word "Limited" or the

word "Private Limited".

2. The association may thereupon be registered accordingly and on

registration shall enjoy all the privileges and (subject to the provisions of

this section) be subject to all the obligations, of limited companies.

Such companies are generally associations, clubs or chambers of commerce.

The Central Government has conferred powers under section 25(6) to exempt or

modify certain provisions of the Act in relations to such companies.

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9. Holding & Subsidiary Company

According to Sec. 2(19) "holding company" means a holding company within the

meaning of section 4 of the Act;

According to Sec. 2(47) "subsidiary company" or "subsidiary" means a subsidiary

company within the meaning of Section 4 of the Act.

Sec. 4 of the Act states,

1. For the purposes of this Act, a company shall, subject to the provisions

of sub-section (3), be deemed to be a subsidiary of another if, but only

if—

a. that other controls the composition of its Board of directors; or

b. that other

i. where the first-mentioned company is an existing

company in respect of which the holders of preference

shares issued before the commencement of this Act have

the same voting rights in all respects as the holders of

equity shares, exercises or controls more than half of the

total voting power of such company;

ii. where the first-mentioned company is any other company,

holds more than half in nominal value of its equity share

capital; or

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c. the first-mentioned company is a subsidiary of any company

which is that other’s subsidiary.

Provisions affecting holding subsidiary relationship

a. Holding company as shadow Director (under Sec. 7)

b. Subsidiary’s membership of its Holding company (Sec. 42 & 372A)

c. Obligation on the part of holding company to furnish certain information

to its shareholders about the subsidiary e.g.Annual Accounts of all the

subsidiaries to be attached with the Annual Accounts of the holding

company (Sec. 212)

d. Financial year of Holding & Subsidiary Company (Sec. 213)

e. Rights of Holding Company’s representatives & members (Sec. 214)

f. Investigation of the affairs of the Subsidiary’s Holding Company (Sec.

239 & 247)

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10. Limited Liability Partnership (LLP)

It may be noted that LLP is not a Company under the Companies Act, 1956 but it is

defined under section 2(1)(n) of the Limited Liability Partnership Act, 2008 as a

"partnership formed and registered under the Limited Liability Partnership Act, 2008".

LLPs are bound to pay Income Tax under IT Act on lines similar to general

partnerships. They are not required to pay dividend distribution tax or surcharge.

11. Vanishing Companies (applicable in case of Public Listed Companies)

A Vanishing Company is one which has

Failed to file returns with Stock Exchange (if listed) & with ROC for 2

years.

None of the Directors are traceable.

Not maintaining the registered office at the address provided with ROC

& Stock Exchange.

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T AL ON SPO RTS ( P V T) L I MI TE D S I A L K O T

Introduction of the Organization:

Since 1990 talon sports is one of Sialkot leading sports manufacturer organization..

Talons wide range of products include high quality soccer balls, volley balls, handballs,

sports uniforms, goal keeper shirts and gloves, shorts trousers and vests.

With a manufacturing faculty sprawled 200000 sq.ft with built in export and quality

control units, the company takes great care in manufacturing its product under the most

rigorous quality standard with the help latest equipment in sports industry

Talon is playing a major role in eliminating child labor from Sialkot under guidelines

set by the Atlantic agreement. The company outstanding performance in customer

satisfactions is reflected in its phenomenal growth of 100 % over the past five year. We

believe however that the best is yet to come as talon continues to strive for even better

quality for its customers worldwide.

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HISTORY

Since 1990, Talon sports is one of the Sialkot’s leading sports goods manufacturers.

Talon Wide range of product includes high quality soccer ball, wolly balls, hand balls,

sports uniform, goalkeeper shirts & gloves, shorts, trousers, and vests. With a

manufacturing facility sprawled over 200000sq.ft with built export and quality control

units, the company takes great care in manufacturing its products under the most

rigorous quality standard with the help of latest equipments in sports goods industry. It

is private limited by share and incorporated under the company’s ordinance 1984.The

name of owner is chaudhary saleem Baryar.The Company is principally engaged in

manufacturing and export of high quality knitted garments and sports ball to the world

and sports companies. Talon as a Pakistani’s first ISO 9001 certified Sports Company

producing 100% balls under ILO Monitoring. It maintains a vast production capacity

and quality according to FIFA standards and as per specific requirements of its clients

on the globe.. Talon sports are certified by the Fair-trade certified labeling organizations

international (FLO) in 2002 and now supply Fair trade certified markets in Canada, UK,

Italy and Germany

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Company Background and Present Status:

Pakistan supplies around 70% of the world’s footballs, with an estimated 44,000 men

and women stitches in the Sialkot region of Pakistan involved in the production of 35

million footballs every year. International campaigns in the 1990s have succeeded in

virtually eliminating child Labors by gradually moving production away from home

based stitches to independently monitored stitching centers and providing constructive

alternatives for children such as basic education and skills training. The centers are

operated by the main factories or by subcontractors and are segregated by gender to

comply with religious and cultural values. However, low pay and a lack of social

benefits remain issues for workers in the industry.

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Company Vision:

“The Vision of Talon sports company to work with utmost devotion and boast

up the standard of sports good with in flinching efforts in challenging conditions and

situations”

Company Mission:

The mission of Talon Sports Company is to provide society with superior

products but developing innovation and solution that improve the quality of life and

satisfies customer need, and provide to employees state of the art opportunities to grow

and compensation.

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Company management system:

Product line:

Footballs

Basketballs

Rugby balls

Gloves

Garments

Shoes

Socks

Protective equipments

Knit wear

Business Type:Manufacturer, Trading Company, Buying Office

Manufacturing:Manufacturing is the production of goods for use or sale using labor and machines,

tools, chemical and biological processing, or formulation. The term may refer to a range

of human activity, from handicraft to high tech, but is most commonly applied to

industrial production, in which raw materials are transformed into finished goods on a

large scale.

Trading Company:Trading companies are businesses working with different kinds of products which are

sold for consumer, business or government purposes. Trading companies buy a

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http://en.wikipedia.org/wiki/Government

http://en.wikipedia.org/wiki/Consumer

http://en.wikipedia.org/wiki/Product_(business)

http://en.wikipedia.org/wiki/Business

http://en.wikipedia.org/wiki/Finished_good

http://en.wikipedia.org/wiki/Raw_material

http://en.wikipedia.org/wiki/Industry

http://en.wikipedia.org/wiki/High_tech_manufacturing

http://en.wikipedia.org/wiki/Handicraft

http://en.wikipedia.org/wiki/Tool

http://en.wikipedia.org/wiki/Machine

specialized range of products, maintain a stock or a shop, and deliver products to

customers.

Market Share: They do imports and exports mainly. they make products when they

received orders from their customers, as they do not have any brand under which they

work, so their market share cannot b estimated.

Capital Investment: Talon sports initial capital investment was 5millian rupees.

Catalogues:1. 1 Shoes

2. 2 Apparel

3. 3 Balls

4. 4 Knit wear

1 Shoes:1. In shoes department they made 4 different type of shoes categories:-

2. A casual

3. B canvas

4. C safety

5. D official

2 Apparel1. In apparel department they made 2 different type of shoes categories:-

2. A Team wears

3. B Casual wears

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http://en.wikipedia.org/wiki/Customer

Capital Investment: Talon sports initial capital investment was 5millian rupees.

3 Balls A Footballs

B Volleyballs

C Rugby balls

D Basketballs

E Butyl & latex

F Bladders

4 knit wear A Gloves

B Kung fu

C Uniforms

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Chief Executive

G.M Apparel

QA Manager

Stores Manager

Admn Officer

HR Department

Fabric Div. Manager

Main Store

Accessories Store

Manager Production

Time Office Transportat---ionCommunica--tion General AdminSecurity

Yarn Procurement

Fabric Store

Knitting Quality

Commercial Knitting

Maintenance In-charge

Computer & Networking

Boiler Mechanical

Electrical

Director Exports/Imports

G.M

Stitching R&I & Prod Finishing & PackagingStitching Rowing QltyCutting PreparatoryCutting Quality PrintingEmbroidery

Director Apparel

Customer Sampling

Director Marketing

Designing

Merchandizing Manager

PPC Manager

GGT & PatternExport Manager

Import Manager

Finance manager

Costing Manager

CFO

PRODUCTION SOCCERBALL

Organization structure:

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Joint Body

Designation

Tanveer Ahmed

Mr Tanveer Ahmed is president of Talon Fair Trade Workers Welfare Society since

2009.He is worker in Talon Sports Factory (Bladder Department)Since 1998.He is

worker Representative in joint body as per FLO guidelines

Shahid Cheema

He is Vice president of Talon Fair Trade Workers Welfare Society since 2009

He is a Supervisor in Talon Sports (Garments Department) since 1999.

Assad Bajwa

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Assad Bajwa is General Manager of Talon Sports since 1997. He is management

representative as per FLO guidelines. He is Seceratery General of Joint Body of Talon

Fair Trade Workers Welfare Society since 2006.

Ch. Nasir Iqbal Baryar

Ch. Nasir Iqbal Baryar is Director of Talon Sports Factory. He is Member of Talon

Fair Trade Workers Welfare Society

Ch.Ansir Iqbal Baryar

Ch.Ansir Iqbal Baryar is Director of Talon Sports Factory. He is Member of Talon Fair

Trade Workers Welfare Society

Zahida Parveen

Zahida Parveen is a football stitcher in Chak Gillan stitching center since 1999.She is

Member of Talon Fair Trade Worker Welfare society.

Bushra Parveen

Bushra Parveen is a football stitcher in Chak Gillan stitching center since 1999.She is


Mohammad Yousaf

Mohammad Yousaf is male football stitcher of Talon Sports stitching center inside the

factory. He is a member of Talon Fair Trade Worker Welfare society.

Rizwan Majeed

Rizwan Majeed is a male worker in Talon Sports factory in Shoes Department. he is


Miss.Samra

Miss Samra is a worker of Talon Sports factory in Shoes Department. She is Member

of Talon Fair Trade Worker Welfare society.

Mohammad Javed

Mohammad Javed is a Football Stitcher in Dheera Sandha Stitching center.He is

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Major Competitors:

There is many more companies to challenge the talon sports. Every company tries to

make good product from others. They had much big competition between them. Some

of the challenges companies are.

Silver star

Penna over sees sports

Forward sports

Awam sports

Hilbro sports

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Introduction of All Departments at organization.The following departments presently working at this organization are names are as

under.

There are 17 departments in the organization. and there are 507 no of

employees in the organization.

Department Name No of employees BOD (Board of director) 05

Management 19

Finance & Accounts 05

General services 42

Security 14

Information technology 01

Export 05

Import 01

HR 05 of 108

Stores & procurement 20

Soccer production 35

Bladders production 04

Garments production 217

Shoes departments (safety) 30

Shoes production(canvas) 57

Shoes production (kungfu) 34

Production martial arts 13

Total 507

Talon employees Computer software of organization.Employee management

Time and attendance

Loans and advances

Payroll

Transport

Reports

Overtime

Shift scheduling

Total personal data of organization are saved in this software.

In employees management there are many more options.

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Employee’s management: Employees

Link designation

Employee facility

Employee deductive

Employee allowance

Employee leave

Employee salary allowance

Short leaves

Late coming employees

Early coming employees

Employee search

Block employee

Employee full n final

Employee file

Unblock employee

Change type

Time and attendance Leave categories

Holidays

Employee attendance

Daily attendance

Hand geometry

Short leaves process

Short leave approval

Loans and Advances Loan categories

Loan requests

Loan approval

Pre payments of 108

Advance request

Advances approval

Payroll Salary

Facility

Allowance

Taxes

Shifts

Salary structure

Deductions

Reports

Major Managerial Policies:

SOCIAL POLICY

TALON SPORTS is committed to establish and maintain a

Social System(based on requirements of SA-8000:2008 standards)

to ensure compliance with legal, ethical and social obligations

towards employees, customers and society through following

coordinated efforts.

We condemn child labor

We condemn bonded labor/forced labor

Healthy and Cooperative working relationship among employees and employer

Encourage freedom of association and employees participation at all

level. We condemn discrimination on any ground.

Ensuring applicable requirements of local rules / regulations

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Applying national / international recommendation / guidelines for

employee’s betterment

We provide all the benefits, allowances to our workers as defined

in local laws/rules

Director

TALON SPORTS ENVOIRONMENTAL MGT SYSTEM

PROCEDURE

1. SCOPE

This procedure covers the talon Sports production operations and related commercial

and technical activity.

2. RESPOSIBILITEY

Enforcement of environmental system in Talon is the Direct Responsibilities of

top management and subordinate departmental heads and production process

owners.

3. PROCEDURES

Talon Sports is implementing environmental management system it has an

environmental policy and has conducted environmental aspects and their significant

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impact analysis. (Detailed sheet attached)

3.1 Environmental significant impact analysis has identified the following areas

for complains action.

(i) Noise pollution control

(ii) Emission control

(iii) Waste management (a) Solid (b) liquid

Waste (iv) Energy conservation/pressure

conservation (v) Chemicals Handling& Smell

control

A rise analysis and hazard identification survey was conducted the result

Analysis sheet is also

attached. (vi) Oil /Greases

/Diesel

3.2 Noise Pollution Control

Risk analysis and hazard identification study /analysis was conducted and areas

identified with different noise levels as corrective actions ear plugs & ear muffs as

personal protective equipment is issues to employees in affected areas free of cost and

noise pollution monitoring is being dun at regular intervals.

3.3 Emission Control

There are two main areas of Emission

(a)

BOILER

b) JENRATOR

(c) CANTEEN KITCHEN

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Through the emission is with in safe range periodic monitoring in being

conducted to ensure that the equipment performance is with in safe operating

range.

3.4 Waste Management

(a)Solid Waste

Solid waste is generated in the following areas /processes

(i) Knitting (Commercial) Paper Cones, pocha yarn, reject ferric

(ii) Dying Commercial Reject Fabric

(iii) Cutting Large Waste-Roll ends body parts-Small Waste –table cutting

(iv) Stitching –Trimmings, rejects garments

(b) Other Solid waste generated is

(i) Reject Cartoons

(ii) Reject Polly bags

(iii) Rejects /Let overs of stitching thread cons

(iv) Empty plastic chemical containers

(v) Mettle Waste (Used Mattel Parts, Oil Filters, Metal empty Containers

All solid waste is disposed of throwing contractor for recycling and ruse .it is ensured

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that all waste disposed of is not allowed to contribute to environmental degradation by

the contractors.

(c) Liquid Waste

In Talon there is no dying department since dying is totally done commercial there

for there is no effluent treatment required.

(d) Sanitary Liquid waste is disposed of properly after treatment.

(e) Resource conservation/energy conservation awareness is generated through

training to inaccurate habit of energy /recourse conservation.

Chemical Handling /spills

Chemical handling is restricted to individuals in store /Departments who use

protective equipment and spills are monitored and handled in a safe practice –spills

are treated as per their data sheets (MSDS)

3.5 OIL/GREASE/DIESEL

Drained oil of all machines/vichels is collected and disposed of heating /kitchen

burners. Entry of pollution buses /trailers in to the factory is restricted to discourage

environmental degradation through pollution emissions.

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GO VER NM E NT OF P A K I S T AN

COLLECTORATE OF CUSTOME AND CENTRAL EXCIS

GUJRANAWALA

C.NO.11(22)16_MISC/SMB/94/560

DATED 10-1-99

STANDING ORDER NO.01/99

SUBJECT: REGULARIZATION OF EXPORT PROCEDURE

In order to streamline the procedure relating to export of goods at Symbrial dryport and to

provide necessary safeguard against any fraudulent clearance misuse of the facility ,

following detailed procedure is prescribed which will be sumetly followed by the

exporters ,their clearing agent, the customs staff and Sambrial Dryport Trust Authorities.

The exporter/Clearing Agent will file nine copies …………..

Extra copy will be accepted. If shipping bill consists of more than copies. The extra copies

will be detached and returned to the customs clearing agent.

Custo

ms/

Entry

No

Vehicle

No.

Contain

er

Size/Ty

pe

LCL/PC

L

Name and

address of

the

Exporter

.Descrip

- tion/

Nature

of goods

.No of

cartons/

package

s

baled

declared

.Country

of dest-

nation

.Name

of

clearing

agent

.Sign

of

clea-

ring

Agent.

Exit

Date

With

S/B

NO/

dt

And

Vehi

cle

NoAs soon as the vehicle carrying goods meant for export enters the dry port premises in

specified hours i.e. between 9.00AMto3.00PM, following particulars of the vehicle and

consignment loaded thereon will be entered in the entry register by the customs Inspector

posted at dry port gate

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No vehicle will be allowed to enter port area if the consignment loaded on it does not bear

marks and No. or from E No. and airway bill number.

After verification and entry of aforementioned particulars of the incoming consignment, the

custom Inspector at the gate will stamp”PASSED IN FULL” on all the copies of shipping

bill and allow the vehicle to go to the relevant shed in the dry port.

Dry

port..

6 The goods will be off loaded in the presence of shed incharge of samberial Dryport Trust

who will affix his signatures and stamp on original shipping bill and enter the particulars of the

vehicle/consignment in the Cargo receipt Register maintained by them. Consequently incharge of

the export entry section shall prepare a list of shipping bills received in the section indicating the

allotted numbers to such shipping bills. The list shall be randomly verified by the Assistant

Collector as per received shipping bills sent to the computer section for marking. The first

computer marking shall be completed by 10.OO AM/ further followed by following lists with an

interval of one hour till all export consignments received on the port are endorsed in the entry

section, computer marking done and consequently marked to the respective examining officers.

The marking of the shipping bills shall be strictly done through computer and no discretionary

power shall be exercised at either level of the officials working in the export sections including

the supervisory tier.

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ROLE OF THE EXAMINING OFFICERS

7 After shipping bills have been computer marked to the examining officer, he shall

select at least 20% of the cartons of the export consignment at random and shall make

100% examination of these cartons. The examining Inspector will also intimate the shed

incharge of the Sambrial Dryport about examination. The examination report

shall be endorsed on the reverse of the shipping bill keeping in view following factors:-

i) Examination to be conducted keeping in view the declaration of the

exporter/clearing agent.

ii) Weight of the consignment.

iii) Declared quantity.

iv) Detailed description of the goods including quality, size, nature

Of raw material used, apprehension of drug trafficking, brand name

Use of bank guarantee material with specific reference to the bill of entry vides

which the bank guarantee material was imported.

v) Admissibility of rebate in accordance with SRO.

vi) Any other angle relating to the examination and intellectual property rights.

In case, the consignment is found as per declaration, the examining inspector will make a report

to this effect on the reverse of shipping bill as well as on the cargo receipt register maintained

by the Sambrial Dry port Trust authorities. How ever, in case of some discrepancy, he will enter

his

Observations in red ink on the shipping bill as well as in cargo receipt register.

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9 After completion of the examination report, on reverse of shipping Bill Inspector

examination shall refer the shipping bill to his respective deputy superintendent incharge who

shall select 10% of the cartons including those all ready examined by the Inspector at random

and examine the same as per the parameters described above. Deputy superintendent shall

also give specific emphasis to the element of drug trafficking and shall visualize the whole

consignment from that angle keeping in view the profile of the exporter/ clearing agent. In

case the consignment is found as per declaration, the examining inspector will make a report

to this effect on the reverse of shipping bill as well as on the cargo receipt register maintained

by the sambrial Dryport Trust authorities. How ever, in case of some discrepancy, he will

enter his observations in red ink on the shipping bill as well as in cargo receipt register. The

shipping bill will then be submitted to the superintendent for “let export” who shall allow

the let export on his due satisfaction regarding the proceedings already completed and may

make discretional check if so required and will then be handed over to customs clearing

Agent.

10. In case of containerized consignments, the same shall be examined by the

superintendent Export himself keeping in view all the angles of examination and in case of a

consignment loaded in 40 feet container the shall be examined by the Assistant Collector

Export himself. The Assistant Collector Export shall also make at least, to visits to the

export sheds daily for over all supervision of export examination and random checking

of the consignments already examined by export section

.

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11. In case of consignments, where the bank guarantee material has been used endorsed

examination report shall be routed up to the level 0f Assistant Collector Export and then the

shipping bill shall be sent to the Assistant Collector bank Guarantee who shall depute an

inspector from the bank guarantee section for physical verification of the bank guarantee

material in accordance with the representative sample detained in the bank guarantee file.

Bank Guarantee inspector, after making due verification, shall endorse his report of

verification both on the shipping bill and on the note sheet side of the bank guarantee file

regarding quantity and description of bank guarantee material to be re-exported in the under

reference consignment. His report shall be approved by the Assistant Collector bank

guarantee section and consequently the shipping bill shall be sent back to the section for

further necessary action.

12. There shall be two loading inspectors, deployed by the export section,under whose

supervision, invariably, all the export consignment shall be loaded on the containers and

duly sealed in their presence. The sealing process shall be kept under close watch by the

loading inspector.

13. One Inspector Customs will coordinate with documentation department of Dry port

Trust to confirm/ verify the documents received there. he shall consult the “cargo receipt

register” and after his satisfaction about genuineness of the consignment, affix his stamp

"allow loading" on the shipping bills.

14. No permission to change container will be granted after the consignment has been

examined by the Customs staff. All such requests would be made to the proper officer

of Customs before examination-of the consignment.

15. Examination/Loading of goods will he completed by 6.00PM and dry port gate will

be sealed be customs/Sambrial Dry port trust latest by 7.00PM.

16. For exit of export consignment, Sambrial Dry port Trust issues export summary, convey

Note, and manifests which are attested by inspector loading and operation Manager of

Sambrial Dry port Trust. The Deputy Superintendent/ Inspector incharge of outer exit gate of

the dry port, will examine these documents carefully, satisfy himself about their genuineness

and after entering the particulars of me consignment in the relevant register affix the”

PASSED OUT” stamp on summary and convey note with his signature and allow exit of

goods.

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FIRE SA FE TY & EV AC UA TION PL AN

1. Scope: Head Office/Factory and Factory Units of Talon Sports (Pvt) Ltd., Sialkot.

2. Purpose: To Establish and maintain Fire Safety and Evacuation Plan to control fire and

incidents

3. Responsibilities

1. Managers

2. Department Heads

3. Shift Supervisors

4. Security Guards

5. Floor Cleaners

6. Helpers

For the purpose of fire and evacuation the different Deptt. are divided into the following Sub

Sections:-

1. Cutting / Embroidery

2. Stitching / Packing

3. Shoes & Gloves

4. Production Soccer

5. Store & Ware Houses

6. Offices

All employees have been instructed to assemble outside the premises on the road (ASSEMBLY

AREA) in case of fire / evacuation. They will wait for instructions from Admin Officers and act

accordingly.

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4. FIRE FIGHTING & EVACUATION

On the out break of fire, very first person, who will see the spark, will try to put the fire off and

start shouting. " Fire, Fire, Fire......" Admin Officers / Shift Supervisors will blow fire Alarm

(Both Electric & Bell) and evacuation will start. Workers will leave the Departments from the

gates without creating any panic. In about 2 minutes time the Deptts. will be evacuated.

In-charge Generator room will Switch off the power and cut electric supply, only emergency lights

will be on. Sufficient number of fire equipments (Extinguishers, Sand and Water buckets etc.) have

been fixed and provided

in the Deptts. as per required standards. Regular training is imparted to handle and operate these

equipments. Emergency Exits are marked and workers are aware of these places. Production floors

are non-smoking areas and open smoking spaces are out side Production Areas.

5. FIRE FIGHTING TEAMS

Managers Admin will be over all co-ordinator for the execution of Fire, Safety and Evacuation

Plan. Admin Officers are nominated as fire and safety in-charge and will work under the

guidance of Managers Admin. To fight and extinguish the fire following parties are nominated:-

1. Fire Fighting Party

2. Fire Picketing Party

6. FIRE FIGHTING PARTY

On the out break of fire this party will rush to the place of fire and will extinguish the fire. They

are trained in the use of fire Equipments. Shift Supervisors on duty will be incharge of this party

and duty Security guards will assist him. Rest of the Admin Staff will rush to Shift Supervisor and

help him as per his instructions. In case more men are required, Admin Officers will call workers

from the Assembly Area for the assistance of Shift Supervisors.

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7. FIRE PICKETING

PARTY

This party is responsible for the protection of fire effected area to avoid any theft and

pilferage of material. Dep’t. Heads will nominate a person who will cardon the areas

and not allow any body to enter, or remove any thing from the site. If fire is brought

under control, by own staff and there is no damage to the factory, Admin Officer

will again blow the all clear Hooter and normal work will start. However if the fire is

beyond own Control, help will be sought from local / Municipal sources. Managers

Admin will decide to take help from outside or vice versa. Important Tel. numbers are

as under; Fire Brigade Sialkot -16

8.

GENERAL

Fire practice and Evacuation Drill is carried out quarterly and proper record is

maintained by Admin Officers. To avoid fire and for better environment, following

steps are taken :-

8.1 Smoking is not allowed at the Shop Floor and separate areas are

provided for smoking.

8.2.Generator Room is out of bound for operators and workers. Only

Electricians and Maintenance staff is allowed to go in the workshop and

Generator Room.

8.3.Electric Panel and Circuit Breakers are covered and only authorised

persons are allowed access to these.

8.4.White Patrol and other Chemicals are kept at secured places from where

only required quantity is issued / drawn for the use.

8.5 At the close of Shift and Break time all lights are switched off and

Supervisors ensure that no machine / motor is left on.

8.6.All fire equipments are tested and kept in serviceable condition all the

times. Each fire Extinguisher has a card attached to it which is initialed by

Admin Officers every month. In case any equipment develops some fault

or require replacement, it is got repaired / refilled / replaced.

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9. MEDICAL

First Aid boxes with necessary medicines are provided on the floor. Security Staff is trained

to give first aid. However serious cases are shifted to the nearest Hospitals.

10. ACCIDENTS

All accidents and incidents of Fire / Injuries, may be small or big, are recorded in the Medical

Log Book, Maintained by Admin Officers. Minor injuries are ignored and major cases, if any,

are investigated and remedial measure are suggested to avoid reoccurrence.

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LABOUR MANAGEMENT GRIEVANCE

1.0 PURPOSE

The purpose of this procedure is to establish a labor management grievance

procedure to mitigate workers complaints and redress their grievances.

2.0 SCOPE

This procedure applies to Talon Sports (Pvt) Ltd.,

Sialkot

3.0 REFERENCE

WRAP principle "Freedom of Association and right to Collective

Bargaining".

4.0

RESPONSIBILITY

The compliance officer is responsible for establishing and control of Suggestion &

Complaint Box and Labor Management Grievance Committee.

5.0 PROCEDURE

5.1 COMPLAINT AND SUGGESTION

BOX

Compliance officer will establish a reasonable number of suggestion and

complaint boxes to receive complaints and suggestions from the workers and

will collect the suggestions and complaints periodically and put up to

management for their review and resolutions to ensure better labor management

working relations.

5.2 LABOR MANAGEMENT AND GRIEVANCE

COMMITTEE

Compliance officer will hold a monthly meeting with the representatives of

workers and discuss with them grievances if any which need resolution by

discussion with the management. He will put up the grievances to management

and seek mitigation of their grievances with mutual discussion.

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CARGO SECURITY

1:0 PURPOSE

The purpose of this procedure is to establish a secure Cargo Protection

System to ensure security against contamination by terrorist, drug

interdiction and customs compliance.<

2.0 SCOPE

This procedure applies to all Production Lines and Associated

Departments of Talon Sports (PVt) Ltd..

3.0 REFERENCE

Buyer's Code of Conduct / WRAP Standard

4.0 RESPONSIBILITY

General Manager/s overall responsible for the proper functioning of the Cargo

Security System to ensure that shipments are not contaminated with drugs

and comply with customs law at home and worldwide.

5.0 PROCEDURE

WORK PLACE SECURITY

5.1 Manager Administration is responsible for factory buildings security and ensuring

that

no un-authorized person is allowed to enter into the factory premises.

5.2 Each Production Line Manager / Incharge is responsible for: -

a) Ensuring that no un-authorized person is allowed access into finishing ' area

of

the production line particularly into the carton packing area.

b) Ensuring that the cartons are placed in a secure area to prevent any

tempering.

c) Conducting piece and weight verification before sealing the cartons.

d) Placing the seal after verification of carton

e) Maintaining a seal control record (after receiving input from buyer)

5.3 QA AUDITOR / QA MANAGER

5.3.1 QA Auditor will monitor the entire process and coordinate with the buyer's QA in

creating a secure cargo protection system.

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5.3.2 QA Manager will also coordinate with buyer QA during inline and post

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TALON

production quality in physical examination of the security of the facility and

reporting incase of

a) In-adequate security measures so that the matter is brought to the notice

of the factory management.

b) Corrective / remedial measures are initiated if any inadequacy is

noticed.

5.3.3 QA auditor is responsible for checking that all cartons are being properly sealed

at the time of

a) Daily internal audit

b) Pre-final audit

c) Final audit

5.4 MANAGER STORE

Manager store will ensure security of sealed cartons while they are in the store

and will ensure safety against tempering by un-authorized person while they are

under store custody. He will also exercise control through his storekeeper for

proper receipt and issue of cartons as per Store's Procedure

5.5 MARKETING DEPARTMENT

5.5.1 Manager Marketing / Respective Account Manager will ensure that "Cargo

Lifting Advice to the Inland Carrier provides receipt of Quantity of cartons

identified by marks and numbers that they received from the factory for delivery

to the Consolidator or International Carrier.

5.5.2 The inland carrier will also provide the receipt from the Consolidator or the

International Carrier that he has received the quantity of cartons identified by

marks and numbers in a sealed condition.

5.5.3 The Inland Carrier will provide a receipt along with his bill that there was no

difference in the quantity of cartons handed over to him by the factory

and those he further transported to the Consolidator or the International

Transporter.

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6.0 General Safety Precautions

a) Unauthorized access to cargo areas is prohibited

b) Visitors are strictly controlled by gate security. Visitor Pass

System is implemented.

c) Visitors records or logs kept by security staff

d) Employee identification system is strictly checked by security

e) Cargo lifters display their identification at the time

of cargo lifting.

7.0 RELATED DOCUMENTS

- Inter Department Goods Transfer Note

7.0 ESTABLISHING CONTAINER LOADING BAY

7.1 Each shipment loading will be Video Monitoring to ensure shipment cargo

proper loading and video monitoring for record keeping purposes. the video

records will be maintained for back reference

check if required by the buyer for minimum of 03 months or till cargo is

received at the destination.

8.0 personnel Employees working in sensitive areas such as finishing/packing

and Security shall be subjected to back preference checks at the time of

engagement and subsequently period/interval of checks to be established by the

relevant departments.

9.1 CONTAINER CHECKING AND SEALING ARRANGEMENT.

9.1 at arrival each container will be completely checked for total

emptiness and free from any objectionable material.

9.2 After loading the cargo the containers gates will be secured

properly and sealed.

9.3 Seal control process will be observed and controlled .

9.4Seal will be kept and secured by export department and no

authorized person will be allowed access to it.

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CHILD REMEDIATION POLICY

Talon Sports (Pvt) Limited does not use child labour. We don't employee

personnel under 18 years on either contract of full time job. We also ensure

"No Child labour" in our supply chain. In case an individual under 18 years

found working full time in our supply chain, we categorize him/her and

provide remediation as per procedure.

Responsibility:

Internal Monitoring Department and security.

Procedure:

Internal Monitoring Department in coordination with Time Office and Security

ensures the implementation of Company's Policy to employee adult labour.

And monitor will ensure that proof of age for all employees is being

maintained in their files. During monitoring if a person is found under 18

years. It will be categorized as:

Being 15-18 years Category A

Being under 14 years Category B

For Category A, young worker(s) will be enrolled in nearest non formal

education center being operated under CSDO(social arm of Sialkot

Chamber of Commerce) and duration of course will be intimated to HRD for

follow up and monitoring.

Upon completing 18 years such workers could be employed subject to

fulfilling other employment conditions.

For category B, worker will be removed from work and be enrolled in a

formal education center near to his/her residence and intimated to HRD for

follow up and monitoring for retention in school.

Financial resources for both categories will be put up in Grievance

Committee and will be utilized for remediation of Child/Young worker up to

completion of basic compulsory education/attaining 18 years of age.

Progress will be shared in quarterly meeting of Grievance Committee.

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CUSTOM COMPLIANCE

Purpose

To establish and maintain a documented system to establish compliance

with applicable custom laws and regulation and to make sure that all the

required documents are made and kept in record.

Scope

All the shipments that are sent abroad Pakistan

Responsibilities

General Manager /compliance officer is responsible to carry out the

activities in accord ness with this procedure.

Procedure

5.3 Compliance officer checks documents comprises of (Order Sheet

Performa Invoice, Cutting Record, Stitching Record, Cropping Record,

Final Checking Record, Packing Record, Shipping Documents, LC Copy

Packing List, Bill of Lading/Air Way Bill)for every shipment and keep its

separate file, as per order and get it approved by General Manager before

delivery of the shipment.

5.4 Compliance officer keeps up date the equipment inventory files and

up date it accordingly in case of any addition and deletion. The list is

reviewed and signed by GM upon every edition/deletion.

03. Compliance officer keeps the Handling, Storage, Packaging and

Delivery form updates for every shipments and get it signed by General

Manager before departure of shipments.

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WRAP COMPLIANCE MANUAL

SECURITY

Purpose

To establish and maintain a documented system to establish and ascertain

that the entire production facility is guarded and control so that the

consignment is delivered safe with out introduction of illegal shipment of

Drugs explosive,bio-hazards and other contraband.

Scope

All the shipments that are send a broad Pakistan

Responsibilities

General Manager/Compliance officer is responsible to carry out the

activities in accord ness with this procedure.

Procedure

4.1 General Manager issues job descriptions to security guards in order to

prevent entry and exit of any irrelevant materials especially Drugs,

Explosive, bio-hazards and other contraband.

4.2 Time office in charge issue Gate passes to every visitors and write

details of the same in a register. All The entire Visitors card with

number that is to be deposited back to the time office in charge upon

departure.

4.3 General Manager makes sure that none of the visitors goes around

the facility or enters any department with out official notification.

4.4 General Manager makes sure that all the employees wear

identification tags until they leave the facility.

4.5 General Manager makes sure that strong individual and company

wide references have been made available before hiring any security

guard appointing clearing/Forwarding agent contracting shipping

company and all relevant personnel in this very regard.

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WRAP COMPLIANCE MANUAL

ENVOIRMENT

Purpose:

To establish and maintain a documented system to operate in an po free manner

via following all applicable environmental rules, regulation standers and to observe

invoirmentley conscious practices at all in the premises.

2.0 Scope:

Entire premises of the company.

3.0 Responsibility:

General Manager/Compliance officer is responsible to run to operations in the

erspective of this procedure.

5.3.4 Procedure:

a) Compliance Officer makes sure that all the personnel whose job real the

envoirmentley concerned areas are aware of there responsibilities.

b) compliance officer make sure that all at he corresponding tests have

been under taken in the perspective of applied NEQS environmental

quality standards )and records are kept in separate

c) compliance officer makes sure that the procedure for ……preparedness

and response is available and all the workers have been to play there part

in case of any emergency related to accidental…..hazardous chemicals.

d) Compliance officer keeps a copy of agreement for utilizing of solid …..

e) Compliance makes sure that entire facility full fills all its requirements and

run with the concept of an environmental UNIT.

Related References:

Industries and factories Act 1934 –Chapter III (14)

NEQS

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Production Process:

Process of Football Production

Design Panal:

Desigin Panal selects the specific design to be printed on the football.Design

may be a logo of the company or trade marks.

Cutting:

After designing come the cutting procedure. At this stage the whole patteren or

design is cutt of in small pieces.

Printing:

This stage contains printing of selected design on the pieces. Different parts of the

whole design an printing on the pieces.

Stiching:

Printing pieces are stiched at this level.The visibility of design is maintained in

stiching procedure, so that after completion the football designful.

Quality Inspection:

After stiching the football is sent to inspection department.Which

inspects the balls according to specific crieteria.This procedure cheaks design Patteren,

Printing Standard, Stiching quality etc.Product fellfilling the standard selected for packing and

others one not.

Packing:

Products selected or passed by inspection department are packed at this stage.

Labeling:

The containers of products are labeled before distribution of the containers.

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Process of Garnment ProductionDesign Panal:

Desigin Panal selects the specific design to be printed on the garnment.Design

may be a logo of the company or trade marks.

Cutting:



Printing:



Stiching:


stiching procedure, so that after completion the garnment designful.

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Quality Inspection:

After stiching the garnment is sent to inspection

department.Which inspects the cloth according to specific crieteria.This

procedure cheaks design Patteren, Printing Standard, Stiching quality etc.Product

fellfilling the standard selected for packing and others one not.

Packing:

Products selected or passed by inspection department are packed at this

stage.

Labeling:

The containers of products are labeled before distribution of the

containers.

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Process of Shoes Production

Design Panal:

Desigin Panal selects the specific design to be printed on the shoes.Design may

be a logo of the company or trade marks.

Cutting:



Printing:



Stiching:


stiching procedure, so that after completion the shoes designful.

Quality Inspection:

After stiching the shoes is sent to inspection department.Which

inspects the shoes according to specific crieteria.This procedure cheaks design Patteren,

Printing Standard, Stiching quality etc.Product fellfilling the standard selected for packing and

others one not.

Packing:

Products selected or passed by inspection department are packed at this stage.

Labeling:

The containers of products are labeled before distribution of the containers

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Fair trade:

Talon Sports was certified by Fair-trade Labeling Organizations International (FLO) in 2002

and now supplies Fair-trade markets in the UK, Italy and Germany.

The objective of Fair-trade in the sports ball industry is to ensure good working conditions

for factory and stitching centre workers and to provide decent wages so that employees

can send their children to school rather than out to work. The additional Fair-trade premium

is invested in projects that support the empowerment and social development of workers and

stitches.

Although there is a government-set minimum wage for the sports ball industry in Pakistan,

workers are often paid less and struggle to provide for their families. All Fair-trade certified

producers pay factory workers at least the minimum wage, and piece-work rates for stitches

are calculated so that the minimum wage can be earned within normal working hours. Talon

Sports pays its workers 50% more when they produce Fair-trade balls.

Fair-trade buyers negotiate a contract price with football producers in the same way as

conventional buyers, with the stipulation that the agreed price must be above the cost of

production. Fair Deal Trading, a UK company licensed to import and market Fair-trade

sports balls in the UK, sources from Talon Sports and has. Negotiated a contract price 20%

higher than the usual price. This enables Talon to pay their workers 50% more when

producing Fair-trade balls.

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Fair trade premium:

On top of the contract price, Fair Deal Trading pays the Fair-trade premium which

is used to fund social projects that benefit Talon employees. The premium, 10% of

the contract price, is paid directly into the bank account of the Talon Fair-trade

Workers’ Welfare Society, a joint body of management and elected workers’

representatives, which decides on the projects to be funded by the premium

payments.The Fair-trade premium has been used to provide basic health

insurance, a first for workers in this industry. Eighteen-year-old Sameena Nyaz

works at a village stitching centre an hour from Sialkot where they stitch

footballs for Talon Sports. She recently needed a thyroid operation which would

normally be a source of real worry as medical care is very expensive. But her

treatment was paid for by the healthcare scheme set up by the Welfare Society

and funded by the Fair-trade premium.The Welfare Society has also set up a micro

credit fund so that workers and their families can take out loans to set up small

businesses so that workers can increase their incomes and reduce their financial

dependency on stitching Brothers Zulafkar Ali and Saftaz Ahmad, both stitches

with young families to support, applied for a loan to start a tea shop in the

annexed of one of the stitching centers. A couple of years later and the shop’s

monthly turnover is as high as their original loan, providing them with a good

additional income. In fact the milk used in the tea is supplied by a neighbor who

purchased a buffalo with the help of a loan from the credit fund. The brothers

now want to take out a further loan so that they can expand their product

range to include convenience products and household items.Forty-five-year-old

Mohammad Riaz is pleased that he is now able to provide better for his wife

and four children. His main occupation is stitching footballs for Talon Sports,

which gives him the opportunity to increase his wages when stitching Fair-trade

balls. But like most of his fellow workers he also works the fields to supplement

his income. He cultivates winter wheat and a main crop of rice on his two

hectares of land. A few years ago he took out a loan from the credit fund to

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help pay for an irrigation pump. The next season he harvested a bumper crop of

five tones which he sold to the rice mill for £550. Further good harvests have

allowed him to pay back the loan, so replenishing the credit fund and making

small loans available to his colleagues. Although only a small percentage of

footballs produced by Talon Sports are Fair-trade certified, it is clear that Fair-

trade is having a positive impact on the lives of the workers. And the extra

income is contributing to economic development of village communities around

the stitching centers.

Main market of talon sports all over the world:

1. North America

2. South America

3. Eastern Europe

4. Southeast Asia

5. Eastern Asia

6. Central America

7. Northern Europe

8. Southern Europe

Total Annual Sales Volume:

US$5 Million - US$10 Million

Export Percentage:

91% - 100%

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Specialization

HRM strategies in Talon sports:

PURPOSE AND SCOPE:The purpose of this manual is to establish and implement company policies

to ensure compliance with the applicable labor laws, FLO, WRAP, SA-8000 and

other COCs applicable at our company.

These rules apply to all Talon Sports (Pvt.) Limited, Sialkot employees

RESPONSIBILITY: MR is overall responsible to ensure implementation and compliance of the

code explained in this manual coordination in coordination with the

department managers.

Each employee is supposed to conduct in his official capacity and private

capacity with integrity and loyalty to the public and the company Every

employee is expected to observe the prescribed rules in the utmost good

faith.

CLASSIFICATION OF EMPLOYEES:Employee means and includes all those persons who shall be in the employment

of the Company in connection with the business of the Company Employees are

classified as follows:

a) Probationer

b) Permanent Employee

c) Temporary Employee

d) Trainee/Internee

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PROBATIONER*Probationer is an employee who is provisionally employed to fill a vacant

newly created post and have not yet satisfactorily completed his probation

period of three months or the extended period of probation. The services of

a probationer may be terminated any time by the Competent Authority without

notice or pay or he/she may resign without giving any notice or pay in lieu

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CATEGORIES OP EMPLOYEES:Employees are categorized as Follows:

WORKMAN:A workman means all those employees who fall under the category of workman

as defined under the Industrial & Commercial Employment.

DEPARTMENTAL HEADS / MANAGERS / SUPERVISORS:All employees other than mentioned in Category (a) above and having titled

designations or any other designation.

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PERMANENT EMPLOYEE:Permanent employee is an employee who has been engaged on permanent -basis

in the Company, and who has satisfactorily completed his probation period in

the Company.

TEMPORARY EMPLOYEE*Temporary employee is an employee, whose term of service may be hired on

temporary basis. The services of temporary employee may be terminated any

time by the Competent Authority or the employee without giving notice from

any side or pay in lieu thereof.

TRAINEE / INTERNEE:Trainees participate in the Company's in house program, to develop skills.

They shall be paid stipend and expected to follow the rules of discipline of

the Company. A Trainee after completion of his/her training period may be

offered employment with the Company. His / her services shall start from the

day he/she joins the Company as regular employee Internee is engaged for

work to gain experience during or after their education.

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RECRUITMENT PROCESS:Recruitment to new posts will be as follows:

a) Every Manager/Manager will maintain the record of sanctioned strength of

workers for his Department which will also be available with HRD.

b) Head of the department, in which new appointment is required, shall end

an employee requisition to the HRD.

c) After approval, HRD shall invite applications through advertisement or

through any other media.

d) HRD will receive applications, issue interview Calls to suitable

candidates and will select right person in accordance with guidelines given

under Rule 3.

e) Candidate called for Interview/Test/Trial for recruitment will be

received at the Gate, Calling Authority will provide necessary information

for en-tries in register being maintained by the Security Office, before

allowing the candidate for Interview/Test / Trial inside the factory.

f) Test/Trial will be of maximum five days duration. No payment for this

duration will be allowed. For trials of longer period, Prior permission from

Management will be obtained.

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APPOINTMENT PROCESS:

Each successful applicant submits a "Job Application Form HRD-05A" to HRD.

The HRD generates a "Recruitment Personnel Data HRD-05" and is- uses a

"Letter of Appointment" (on official letter head) to the candidate, stating

the Salary and nature of job along with a "Company Service Rules

HRD-16"sheet. An appointment to the service of the company is valid only

when the applicant has communicated his acceptance in writing on the

duplicate copy of the Letter of Appointment. After the appointment, HRD

maintains the personal file of the employees.

PROBATION:Unless otherwise stated in the "Letter of Appointment" all newly appointed

person shall be placed for probation for ninety (90) days or as extended by

the Appointing Authority. During the probation period, an employee may be

terminated by the Appointing Authority or he/she may quit, and either party

is not required to give any notice as specified in termination, resignation

& dismissal section below. The probationary period served by the confirmed

employee shall be taken into consideration when computing the employee's

total length of service with the company.

CONFIRMATION:An employee who is appointed to a permanent post may be confirmed in his/her

post by the Appointing Authority through "Confirmation Report” if he/she is

considered suitable for confirmation at the end of his/her probation period

or extended probation period. Confirmation will be effective from the date

following the last day of his/her probation period.

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Employee Application Form

1. Personal & Contact Information

* First Name

Middle Name

* Last Name

* Father’s Name

* SSN/CNIC

* Date of Birth

Citizenship

Passport #

Gender Male Female

* Marital Status Single Married Divorced Widow(er) Separated

* Permanent

Address

* City State

* Postal Code Country

Temporary Address

City State

Postal Code Country

Phone (Home) Phone (Alternate)

Fax # Phone (Mobile)

Email

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3. Qualification

Qualification Major Institute Month Year

4. Work Experience

From To Company Last Held Position

Month Year Month Year

5. Reference(s)

Name Company

Position Mobile

Phone

Name Company

Position Mobile

Phone

6. Linguistic & Cultural Information

Religion

Sect (e.g. Sunni)

Race/Cast (e.g. Afridi)

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Language Name PUNJABI

ENGLISH Written Skills Below Avg Avg Above Avg

Verbal Skills Below Avg Avg Above Avg

URDU Written Skills Below Avg Avg Above Avg


PUNJABI Written Skills Below Avg Avg Above Avg


7. Physique & Appearance

Face Color Hair Color

Eyes Color Height

Weight Blood Group

Identification Mark

8. Dependents

Dependent Name CNIC/NIC

Relation Date of Birth





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9. Official Information (For official use only)

* Employee Code

* Company

* Division

* Department

* Section

* Designation

* Confirmation Date * Date of

Appointment

* Approved Salary * Employee Type

* Interviewed by *Approved by

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10. TERMS & CONDITTIONS

You will be on probation for a period of three months. During this period your performance

will be regularly reviewed. The company reserves the right to extent the probationary period

for successive period to provide you opportunity for satisfactory performance, if deemed fit

and appropriate by the company in its discretion.

You will be notified in writing if the company extends the probationary period. During or at

the end of your probationary period or any successive period (as the case may be) either party

may terminate service at any time, and for any reason whatsoever and without serving any

notice to each other.

You will be required to attend to your duties at the time notified to you and to ensure that all

employees’ subordinates to you are at work at the notified time

The Management shall have the right to dismiss you from service, without payment & notice

if you are found guilty of misconduct or violating the company’s rules and regulations The

act / omissions amounting to misconduct include but are not limited to the Following:-

a) Insubordination ,failure to carry out orders of superiors and serious insults

Threats to colleagues.

b) Theft, fraud or dishonesty in connection with the company’s business or

Property or damaged to or loss of the company’s good or property or of

Other employees.

c) Failure to observe local customs.

d) Continuous absence for more than five days or habitual absence without

Leave or habitual late attendance.

e) Acts or omissions declared as offence under any law in force in Pakistan.

f) Habitual negligence or neglect of work or striking work or inciting others

For illegal strike or go-slow.

g) Drunkenness or use of drugs.

h) Riotous or disorderly behavior during the working hours at the establishment Or any

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i) Acts, which may endanger the human life, the safety on the establishment of

The company, equipments and materials. Or

j) Misappropriation of money, documents, tools and goods materials etc which any delay

by the company in exercising such right of termination shall not constitute a waiver of

the right.

11. ACCEPTNESS

I. _____________________________S/o. ______________________________

R/o:

______________________________________________________________

(NIC No.__________________________). Hereby declare that I have understood

the terms and conditions of my employment as set out in this appointment letter of which

this is a true copy. By my signature hereunder.

I confirm that I fully accept voluntarily the said terms and condition and I agree to

abide by the term and condition of my employment set out in this appointment letter.

----------------------------------

Signature of the Employee

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To

Mr.

S/O.

R/O.

SUBJECT: APPOINTMENT LETTER

Reference your application date NIL for appointment as

_______________________________ On contract basis and subsequent interview with the

MR.NASIR IQBAL BARYAR (DIRECTOR). We are pleased to offer you employment as

______________________ From the date you actually report for duty and you will report to

MR.__________________________.

This appointment letter sets out the terms and conditions of your employment with the

company on

___________________

Yours truly

For TALON SPORTS (Pvt.) Ltd.

Director

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TERMINATION, RESIGNATION AND DISMISSAL***

TERMINATION

CONFIRMED EMPLOYEE

The Appointing Authority may terminate the services of any confirmed

employee of the company by giving one month's notice or pay in lieu thereof.

ROBATIONERS AND TEMPORARY EMPLOYEES;

Service of probationers and temporary employees may be terminated at any

time by the Appointing Authority without notice, without assigning any

reason or without paying any compensation in lieu thereof.

RESIGNATION:

Confirmed or Probationer employee of the company can resign from his/her

post by submitting an application to the department head who forwards it to

HRD after his recommendation. A temporary employee may resign by submitting

an application or letter of resignation to the department head.

The confirmed employee has to submit one month's resignation notice or pay

in lieu thereof. Probationer or Temporary employee has no need to submit any

notice or pay in lieu thereof.

HRD updates the personal file of the employee and submits to the Chief

Executive for approval along with "Resignation Approval HRD

The Chief Executive/Executive Director has the authority to accept or reject

the resignation of any employee of the company.

After the approval of the resignation, HRD generates "Full and Final

Settlement Form HRD-11" and submits to the Accounts Department for due

payment. Simultaneously, HRD generates "Clearance Form HRD"10" and arranges

for clearance of any liability from different departments which may be due

from the employee.

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DISMISSAL:

Dismissal of any employee can be ordered by the Chief Executive or

Appointing Authority, in case of any misconduct as mentioned under paragraph

7.0 No notice period or pay is required in case of dismissal through

misconduct,

RE-APPOINTMENT:

An employee once dismissed, resigned or terminated from his/her post in the

company cannot be re-appointed either in the same Department or any other

Department without the prior approval of the competent Authority

MISCONDUCT AND PUNISHMENTS:

An employee may be reprimanded and / or fined for the following acts

and omissions:

Disregard or disobedience of rules or orders

Improper behavior, such as drunkenness.

Making false or misleading statements,

Inefficient, dilatory, careless or wasteful working.

Malingering

SUSPENSION:

A workman may be suspended for the purposes of conducting an inquiry into

the allegations of misconduct alleged against him.

PROMOTION/INCREMENTS:

Increment /promotion are related to the annual appraisal.

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LEAVES:

Leave is a privilege only for permanent employees, and cannot be claimed as

a right. An employee can request for a leave on "Leave Application Form

HRD-01". Formal prior approval of leave is compulsory and is subjected to

the discretion of the departmental head and the Human Resources Manager

except incase of any emergency situation. In a calendar year, an employee

shall be entitled to:-

a. Casual Leave 10 days

b. Sick Leave 08 days

c. Annual Leave 14 days

An employee who has not completed 12 (twelve) months of continuous service

in any year will not be entitled to annual leave Casual Leave for more than

4 days shall not be allowed at a stretch. Accumulation of annual leaves

shall be allowed up to 28 days. To avail annual leaves, the employee must

seek permission of Sanctioning Authority (giving reasonable notice) to

proceed on annual leave as per his entitlement. HRD maintains the leave

record of the employees on "Leave Record HRD-04"

LEAVE WITHOUT PAY:

The Competent Authority may, at his discretion grant leave without pay to an

employee.

MATERNITY LEAVE:

Four months of employment in the factory of the employer immediately

preceding the day of delivery of child is essential for entitlement to

maternity leave with wages equal to her average daily earning or as is

required under law for a maximum period of twelve weeks.

COMPENSATORY LEAVE:

A workman will be granted compensatory leave when required to work on weekly

holidays for a whole day on one of the three days immediately before or

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after that weekly holiday. Such leaves can be claimed after submitting

"Worker Duty Slip HRD-15" and must be properly authorized by the

Departmental Head.

OVERTIME:

The departmental head will sign "Daily Overtime HRD-06" of a workman doing

overtime. HRD, after verification of the overtime period from the security

/time office, will authorize the payment of such claim.

ELIGIBILITY

only the workers who perform duty beyond their normal duty hours shall be

entitled to claim overtime.

PAYMENT:

Overtime will be paid as prescribed under law.

LOANS AND ADVANCES:

loans and advances may be given to permanent employees at the sole

discretion of the competent authority,

Bonus:

A workman shall be entitled to a gratuity as is required under law, on the

basis of his last drawn salary for every completed year of service. More

than 6-months over one year will be considered as another year. A workman

shall be entitled to receive gratuity only on the resignation, termination,

retirement, death, dismissal (except on ground)

COMPLIANCE WITH LAWS & WORKPLACE REGULATIONS:

The company will comply with laws and regulations in all locations where it

conducts business.

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ROHIBITION OF FORCED LABOR:

the company will not use involuntarily or forced labor, indentured, bounded

or otherwise.

PROHIBITION OF CHILD LABOR:

the company will not employee any person under the age of 18 years.

PROHIBITION OF HARASSMENT OR ABUSE:

the company will provide a work environment free of harassment, abuse or

corporal punishment in any form.

COMPENSATION AND BENEFITS:

The company will pay at least the minimum total compensation required under

the local law including all mandated wages, allowances and benefits Incase

the company makes profit in any year it shall pay to permanent workmen a

bonus as prescribed under Standing Orders 10-C of Industrial and Commercial

Employment (Standing Orders Ordinance 1968). A workman fulfilling the

requirement under section 2(f) of the Company's Profits (Worker's

Participation Act 1968) shall also be entitled to his share in the Company's

Profits as allocated and prescribed under the said Act.

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GROUP INSURANCE:

All the permanent workmen shall be got insured as is required under Standing

Order 10-B of the Industrial & Commercial Employment (Standing Orders)

Ordinance, 1968.

HOURS OF WORK:

Hours work of each day and days work in each week shall not exceed the legal

limitations of Pakistan. The company will provide at least one day off in

every 7-day period (one week) except as required to meet urgent business

needs,

PROHIBITION OF DISCRIMINATION:

The company will employ, pay, promote and terminate workers on the basis of

their ability to do the job rather than on the basis of personal

characteristics or believes.

Environment

Customs Compliance, Security

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CHILD REMEDIATION POLICY

Child remediation policy

Talon sports (pvt) limited do not use child labor. We don’t employee personnel

under 18 year on wither contract of full time job. We also ensure “no child labor” in

our supply chain. in case an individual under 18year found working full time in urea

supply chain, we categorize hi,/her and provide remediation as per procedure.

Responsibility:

Internal monitoring department and security. Procedure:

Internal monitoring department in coordination with time office and security ensure

the implementation of company’s policy to employee adult labor and monitor will

ensure that proof of age for all employees is being maintained in their files. During

monitoring if a person is found less than 18 years. It will be categorized as:

Being 15-18year category A

Being under 14year category B

For category A, young worker(s) will be enrolled in nearest non formal education

center being operated under CSDO (social arm Sialkot chamber of commerce) and

duration of course will be intimated to HRD for follow up and monitoring.

Upon completing 18 year such workers could be employed subject to fulfilling other

employment conditions.

For category B, worker will be removed from work and be enrolled in formal

education center near to his/her residence and HRD for follow up and monitoring

for retention is school. Financial resources for both categories will be put up in

grievance committee and will be utilized for remediation of child/young worker up

to completion of basic compulsory education/attaining 18 year of age. Progress will

be shared in quarterly meeting of grievance committee.

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SWOT ANALYSIS:

It is a situation analysis tool that helps managers identify

internal strengths and weakness external opportunities and threat, and the potential

impact of these factors on organizational performance.

Internal Analysis:

Strength:

The skilled and experienced labor of the company is a great

strength .as well as strictness in implementation of polices is strength for

company .Company is also having excellent labor force the other strength is that the

turnover rate of labor is very low .It provides insurance facilities to workers and the

quality of product according to international standard. Company’s latest machinery

for extra ordinary production is a great strength. The Exporting aspect of the

company has made it prominent in international market.

Weaknesses:

Besides having various strengths company also have some weak points

e.g. is advertisement is not beyond the required standard The government of

Pakistan does not pay attention to the industries so there is no government supports

to the company .They produces the goods on the demand of the customers so there

is no innovation. And other weak point is that they are not the trend setter because

of no innovation but the followers. The company’s labor is skilled but there is no

efficient use of their skills.

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External Analysis

Opportunities:

They have the opportunity if their product quality is enhances they can make the

goods in competitive of Nike. They have the opportunity in near future that they can

launch things other than foot ball garments’ shoes etc because of their latest

machinery, they can also make variety of the already available things.

Threat:

Terrorism in this region is a greatest threat for the organization .Company

suffers a lot of problems in import and export because the company mostly deals s

with the international markets. Due to political instability and terrorism this

company is not receiving posit response and feedback from international markets.

The threat which all businesses are facing is the entrance of competitors in the

market they are already having competitors in the market; if any new competitors

enters they will be pushed back badly.

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Role of HR department:

The Human Resource Department deals with management of people within the

organization. There are a number of responsibilities that come with this title.

First of all, the Department is responsible for hiring members of staff; this will

involve attracting employees, keeping them in their positions and ensuring that they

perform to expectation. Research has shown that the human aspect of resources

within an organization contributes approximately eighty percent of the

organization’s value.

Positive aspects of Roles and Functions of the Human Resource Department:

Recruitment of Employees:

This is one of the most fundamental roles of the HR department. This is because

this function ensures that the Company under consideration selects the most skilful

and competent person from a sea of applicants at that time. This function involves

evaluation of ability and competency of potential employees in relation to what the

Company needs. This role falls under the Staffing role of management. If this

function is performed well, then the organization will increase value consequently

being on the right pathway to achieve its organizational and departmental goals

and objectives.

Improvement of Compensation Packages:

One of the major functions of the HR department is to motivate employees. This

can be done through rewards especially for those who have done well. The HR

department needs to evaluate performance of employees and those who have

exceeded expectations should be compensated for their actions. Research has

shown that rewarding employees for good performance is the number one

incentive for keeping up this trend. These compensation packages can come in the

following ways;

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- Holiday Offers

- End of Year Bonuses

- Equities

- Awards

- Salary Increments

- Provision of Flexible Working Hours

- Straight forward Promotion Schemes and Career Developments

If the HR department includes these incentives, then it will ensure that employees

are satisfied with the Company. It will also contribute towards good staff retention

rates. This is especially crucial in increasing stability within the organization.

Planning in the Organization

The Human Resource Department is placed with the responsibility of ensuring

that it plans adequately for all the organization’s future engagements that will

involve people. One important aspect of this is planning for employees in the

organization. It is important that the organization ensures that all the employees

under its wing are just enough to increase value to the organization.

The Department must ensure that staff members are not too many because if they

exceed this amount, then the organization stands too lose. It must plan adequately to

ensure that staff members are not too few either, otherwise they will be overworking

those who are already in place. Consequently, there will be poor motivation

resulting from fatigue.

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The HR department is also bestowed with the responsibility of planning future

organizational goal in relation to people or clarifying these same goals to staff

members. This function of the department ensures that people in the organization

have a general direction which they are working towards. Organizations’ that have a

clear direction are always more effective; those members of staff will be more result

oriented rather than just working for the sake of it. The Department is also

responsible for setting day to day objectives necessary for streamlining activities

within the organization and thus ensuring that work is not just done haphazardly

Negative Aspects of Functions and Roles of the Human Resource Department

There are a number of problems that arise as the department goes about its activities

Problems in Recruitment

The department may sometimes be unable to adequately coordinate and incorporate

all the employees needed in the Company’s operations. One such example is the

NHS. In the year 2004, the organization was found to be wanting in its human

resource department’s functions. The Company was recruiting a large proportion of

its employees; 40% from Asian and African countries. This means that the

organization was draining medical personnel from those needy countries and using

them for themselves.

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Problems in Remuneration

In the process of trying to motivate members of staff to perform better, the Human

Resource may make deals that eventually cause problems. A case in point is the

Home Depot. This Company has an employee Compensation policy that requires

that one should be rewarded for the time they have served the Company

Strategies to Improve Human Resource Department’s Value to the

Organization

Training and Internships:

New employees need orientation into the Company’s functions and can also

improve some inefficiency that these new employees may have in relation to their

skills.

Making Better Use of Time

The Human Resource is conferred with the responsibility of ensuring that all

members of staff perform to their best ability. It could improve this area by

facilitating better use of time in all departments within the organization. Time is one

of the most crucial yet intangible assets of the Company. The proper use of this

resource could maximize production and achievement of organizational goals

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Improving Organizational Culture

The Human Resource Department can try to improve organizational culture through

a three step procedure.

The first step of the process is observation. In this step HR finds out what makes

ups or what the company’s culture is like. HR should also be very intense on the

organizational needs. Here, HR should realize that personal fulfillment works better

and therefore should try to ensure that the change is relevant to every staff member.

In this stage, HR should try to explain to all staff members or stakeholder the

advantage of transforming the culture in the organization. This should be made clear

so that all can see the advantages at the individual level and not simply at the

organizational level.Then HR should try to eliminate all inhibitions in staff

member’s minds. It is possible that some may claim that they tried one or two

strategies before and it did not succeed. This are what are called ‘cries of despair’

and HR should try its best to explain to staff members the need of changing the

culture of the organization. The next step is the analysis of various aspects. Here,

there is collection of data needed in making certain that culture changes. This stage

involves checking out the success features or the factors that can facilitate its

success. There should be calibration of data collected. Staff members should be

made to understand that there are no perfect situations for implementation of

changes. The analysis should involve assessing whether the information is sensible

or not. Whether data gathered will be helpful or not and if it is too little or too much.

Staff members should be requested for data that will help change the culture.

Of course when trying to bring in change HR Department should have perceived

benefits, a deadline for execution and also the realized gains in relation to the

change in culture. In this step, there should be reality checks which should be done

often. There should also be continuous integration. Through this scheme HR

Department should be able to change the culture in the organization and add value

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The Human Resource Management team’s main function is to manage people.

There are positive and negative aspects of this function; first of all, the HR

department enriches the organization through recruitment procedures and an

example an effective HR team in this area is Tesco Ireland. HR department also

ensures that members of staff follow a general direction by frequently clarifying

and reminding them of the organization’s goals. Besides this, they are also

responsible for organizing incentives or compensation packages to motivate

employees. All these functions contribute towards organizational effectiveness.

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Contact Person:

Nasir, Director Export

Company Description:

ISO Certified Organizations, Sports Goods Mfrs.

Exporters, Football & Soccer ball Mfrs.

Company Address:

Daska Road Addah, Sialkot, Punjab, Pakistan

Products/Services

ISO Certified Organizations, Sports Goods Mfrs. &

Exporters, Football & Soccer ball Mfrs.

Company Phone

6526633

Company Fax

6526844

Company Website

www.talonsports.co-=09876678

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Certificate of Talon sports

Sialkot Pvt.Ltd

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