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TRANSCRIPT
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
Page 1 of 108
IN THE NAME OF ALLAH THE
ALL ALMIGHTY THE ALL
MERCIFUL
Page 2 of 108
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.
Page 3 of 108
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
Page 4 of 108
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:Page 5 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.
Page 6 of 108
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.
Page 7 of 108
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.
Page 8 of 108
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.
Page 9 of 108
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.
Page 10 of 108
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.
Page 11 of 108
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;
Page 12 of 108
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.
Page 13 of 108
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)
Page 16 of 108
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.
Page 17 of 108
Page 18 of 108
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
Page 20 of 108
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.
Page 21 of 108
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.
Page 22 of 108
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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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
Page 24 of 108
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
Page 25 of 108
Page 26 of 108
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:
Page 27 of 108
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
Page 28 of 108
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
Member of Talon Fair Trade Worker Welfare society.
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
Member of Talon Fair Trade Worker Welfare society.
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
Page 29 of 108
Member of Talon Fair Trade Worker Welfare society.
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
Page 30 of 108
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 05Page 31 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.
Page 32 of 108
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 paymentsPage 33 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
Page 34 of 108
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
Page 35 of 108
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
Page 36 of 108
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
Page 37 of 108
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.
Page 38 of 108
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.
Page 40 of 108
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 in- charge 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:
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 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:
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 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
there of
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)
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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
Verbal Skills Below Avg Avg Above Avg
PUNJABI Written Skills Below Avg Avg Above Avg
Verbal 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
Dependent Name CNIC/NIC
Relation Date of Birth
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
to it.Page 89 of 108
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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