INTERNSHIP REPORT

ON

TESCO (WAPDA)
HANGU CIRCLE

BY

NAUMAN FAISAL
BBA(HONS) HRM

SUBMITTED TO

THE INSTITUTE OF BUSINESS AND MANAGEMENT SCIENCES

DECEMBER,2010.
In the name of Allah, the Beneficent,
the Merciful
 DEDICATED TO
The beneficent of mankind
Who guided all the mankind
From
Ignorance
To
The light of knowledge,
Our Holy Prophet
HAZRAT MUHAMMAD (P.B.U.H)
TABLE OF CONTENTS
CHAPTER NO. TITLE PAGE NO.

PREFACE ............................................................................................i
ACKNOWLEDGEMENT ...................................................................ii
EXECUTIVE SUMMARY ..................................................................iii

Chapter 1: INTRODUCTION...........................................................1
1.1 INTRODUCTION ...............................................................................1
1.2 BACKGROUND OF THE STUDY ....................................................1
1.3 PURPOSE OF THE STUDY................................................................2
1.4 SCOPE OF THE STUDY ....................................................................3
1.5 METHADOLOGY OF THE STUDY .................................................3
1.6 LIMITATION OF THE STUDY .........................................................4
1.7 MERITS OF THE STUDY ..................................................................4

Chapter 2: BRIEF HISTORY OF TESCO .....................................5

2.1 BRIEF HISTORY OF WAPDA...........................................................5
2.2 BRIEF HISTORY OF TESCO.............................................................8
2.3 POWER WING ....................................................................................9
2.4 PEPCO (PAKISTAN ELECTRIC POWER COMPANY)...................10
2.5 PEPCO BOARD OF DIRECTORS .....................................................12

Chapter 3: OVERVIEW OF THE ORGANIZATION...................13

3.1 OVERVIEW ........................................................................................13
3.2 NATURE OF ORGANIZATION ........................................................14
3.3 BUSINESS VOLUME .........................................................................15
3.4 PRODUCT LINE..................................................................................16

Chapter 4: ORGANIZATIONAL STRUCTURE ...........................17

4.1 ORGANIZATION................................................................................17
4.2 MAIN OFFICES...................................................................................18
 4.3 HUMAN RESOURCES & ADMINISTRATION................................19
4.4 HRM DEPARTMENTAL HIERARCHY............................................20
4.5 FUNCTION OF DY. DIRECTOR HR/ADMIN..................................21
4.6 OBJECTIVES ......................................................................................23
4.7 SUPPORT TO OTHER DEPARTMENTS .........................................24
4.8 GENERAL INFORMATION...............................................................28

Chapter 5: CRITICAL ANALYSIS ..................................................30

5.1 VISION ................................................................................................30
5.2 SWOT ANALYSIS...............................................................................31
5.3 STRENGTH..........................................................................................32
5.3 WEAKNESSES....................................................................................33
5.5 OPPORTUNITIES ...............................................................................33
5.6 THREATS ............................................................................................34
5.7 INTERNAL FACTOR EVALUATION MATRIX (IEF MATRIX)....35
5.8 EXTERNAL FACTOR EVALUATION MATRIX (EFE MATRIX). 36
5.9 COMPETITIVE PROFILE MATRIX .................................................37
5.10 BCG GROWTH SHARE MATRIX ....................................................38
5.11 LIMITATIONS.....................................................................................39
5.12 OBSERVATION..................................................................................39

Chapter 6: FINDINGS, CONCLUSIONS & RECOMMENDATIONS...40

6.1 FINDINGS & CONCLUSIONS...........................................................40
6.2 RECOMMENDATIONS......................................................................41

REFERENCES ................................................................................42
 Tribal Electric Supply Company, WAPDA.

PREFACE
“Genius makes its observations in short hand; talent writes them out at length.”

Christian Nevell Bovee

As mentioned by the above quotations observing and on site viewing are a very firm

base for learning. We learn a lot more by seeing the theories than we read in books,

applied practically by the pros and by seeing how they actually put them to work.

If we mull over the significance of internship program then we will be able to bare

the facts that internship enhance one’s practical loom towards work and provide

maximum chances for learning, which will obviously help out candidate in the practical

fields. The intention at the rear about internship program is that the students can analyze,

observe, feel, examine the organization environment and equip themselves with the tools

to face the ever shifting challenges in the organizations. In short internship plays a pivotal

role in the future sensation & stir of the candidate.

The effective system at TESCO was a piece of art and to see it in working proces

s was a treat itself. TESCO has fine and well defined organizational structure

working effectively.

In preparation of this Report I have tried my best to provide all possible information

about the operation, function and tasks of TESCO in brief and comprehensive form. It

also includes a brief department work during internship. I have also tried my best to use

simple and easy words and language

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ACNOWLEDGEMENT
All praise to Almighty Allah, the most beneficent and most merciful, who

gave me the patience, courage and understanding to write this report.

I am extremely grateful to my parents who always encouraged me throughout my life and

from start to the end of this report.

I convey my respect to my respected teachers, they are the main source of enlightenment

of our minds and the development of natural potentials and without their suggestions and

guidance it was impossible to manage this internship report.

I also want to take the opportunity to thank all the staff members of TESCO Hangu circle.

I found every one very co-operative and helpful for providing me the Theoretical as well

as practical knowledge about the function and operation of the TESCO.

I express my greatest gratitude to my kindhearted advisor who made me able to write this

report. His enthusiasm showed me the path to achieve this success and he kept me in high

spirit through his appreciation.

May Allah reward all of the above for their sincerity & cooperation during my internship

and report.

NAUMAN FAISAL

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 Tribal Electric Supply Company, WAPDA.

EXECUTIVE SUMMARY

“Experience is not what happens to you, it is what you do with what happens to you.”
-Aldus Huxley
I judge my time spent at TESCO as being the most productive and exhilarating
experience of my corporate life. Few of the main highlights of my work experience while
at HR Department were:
• Good Leadership
• Congenial Work Atmosphere
• Challenging Tasks Assignment
• Employee Empowerment
• Proactive Problem Resolution

Before the details description of the report I start with the summary of work I done. The
basic purpose of this summary is to give an idea about the contents and efforts made
behind the completion of the report to the reader.

I was assigned to visit the TESCO to observe the working environment, function,
procedures and behavior of doing work. Internship was started from 01-08-2010 and end
on 30-09-2010, this period was the real experience e of my life and I saw the setup,
working process and formal documentation of the TESCO.

The TESCO is a very big organization with several departments working in the head
office. The human resource department which deals with the internees assigned me to the
TESCO HANGU CIRCLE. I worked in Technical section of TESCO and learned about
distribution system of TESCO, technical correspondence between departments and flow
of data between departments. Here staff gave me opportunity to do practical work. It was
a really nice and fruitful experience for my upcoming practical life.

I would like to conclude by saying that even though every person will have a
different story to tell, the common factor that binds us all is the good work done by our
predecessors in the IBMS.I am hopeful that as we pass through the corridors of this great
institution into the real world, this legacy will be kept and upheld by the future generation
of IBMS.

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CHAPTER 1

INTRODUCTION

1.1 INTRODUCTION:
At Khyber Pakhtunkhwa Agricultural University Peshawar, this is essential degree
requirement for the students of BBA (Hons) to complete internship program of eight
weeks in well-reputed organization. Report writing follows the internship, which is the
integral part in the fulfillment of the requirements for the degree of BBA (Hons). The
report encompasses the knowledge of the internee that he obtains during his course of
study in the organization, his learning and analysis his experience that he has during
internship in the light of which recommendation are made. These recommendations may
benefit the organization concerned for further improvements in its performance.

The supervisor assigned to the internee guides the whole process of report writing. After
its completion the report is submitted to the Institute of Business and Management
Sciences (IBMS) Khyber Pakhtunkhwa Agricultural University Peshawar. The report is
properly analyzed by the Institute of Business and Management Sciences on its
descriptions will as on the analytical capabilities of its writer, and proper grades assign to
the writer.

This internship report has been written on TESCO HANGU Circle WAPDA.

1.2 BACKGROUND OF THE STUDY:

The power sector around the world is going through a process of rapid change in
information technology and convergence with focus on new sources and value added
services. In line with global trend and for meeting the emerging demands, major
initiatives have been taken by WAPDA to up grade its capacity and generation. And also
to introduce a range of new value added services; develop a portfolio of information
technology, customer related services and should revise it organization structure to make
it more conducive to deal with the change and commercialization process to enhance the
revenue potential of the company.

The economic growth of a developing country depends mainly on the power sector and its
involvement in information technology; new sources of power generation make it an
integral organ of the overall development of the country.

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1.3 PURPOSE OF THE STUDY:

Purpose of the study was two pronged.

General Purpose:
• To get acquaintance to the TESCO operations.
• To know what sort of changes management brings in managerial activities.
• To see the application of our Professional studies especially.
• To get practical experience of the theoretical work we have done in the institution.
• To know the rules and regulations of office and employment and how to perform
assigned duties.
• To perform activities according to our course requirement.
• To know the environment of government offices, so that it can be used in future in
case of employment in a government office.

Specific Purpose:
• A partial fulfillment as a requirement for the completion of BBA (Hons) degree.
• To objectively observe the operations of TESCO in general and the operations of
HRM/Admin in specific.
• To make recommendations or implementation plans for the improvement of the
operations of TESCO in the light of our professional studies.
• To gain experience in HR field to understand it practically.
• To enhance our management skills other than theories that we learnt in the books

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1.4 SCOPE OF THE STUDY:

Students are required to specialize in only one department or to cover the complete
organization in case of small organization. As for as I am concerned I have worked in HR
department of TESCO Hangu Circle WAPDA.In Finance department I have particularly
studied the directorate of operation and maintenance, directorate of receipts and revenue
and directorate of budget and payment. It was not possible for me to go through each and
every aspect of the company due to the restriction, which was officially proclaimed for
eight weeks, however I have tried my best to cover some of the basic and important
aspects of the study

1.5 METHODOLOGY OF THE STUDY:

The data collected for the analysis and review includes both primary and secondary data.
The methods used for collecting primary and secondary data are as follow:

Primary data:
Data collected for the first time is called primary data. The method used to collect such
data includes:

1. Personal observations
2. Discussions
3. Interviews
Secondary data:
The data collected earlier by some one else and which has gone through mathematical and
statistical techniques after its collection, is called secondary data. Methods used to collect
secondary data include:

1. WAPDA Annual Reports

2. TESCO Brochures
3. PESCO Manuals
4. Circular and Newsletters
5. Internship Reports on TESCO
6. Journals and Newspapers
7. Internet

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1.6 LIMITATIONS OF THE STUDY:

1 .None of the human made things can be considered perfect. Only things created by
divine are perfect and error free. No matter how carefully a study or research is carried
out it will not be perfect and complete in all respects. This study was conducted in
conformity with the objectives of study; however the study is subject to following
limitations.

2. The study does not include broad explanation of facts and figure due to the following
factors:

I. The nature of the study.

II. The supply company official were not willing to explain all the things
regarding their organization and its operations, making it difficult to gather information
about and understand different technical operations.
III. All the facts regarding company cannot be presented due to the
problems of secrecy.
IV. All the required data was not available because the documents and files
area kept confidential.
V. Through financial analysis was not possible due the limitation of
information in the company annual reports.
VI. The internees are not provided with opportunities of doing things
themselves during internship, making it difficult for them to
understand technical things. This also affects the quality of the study
resulting report.
3. Limited financial and technical resources also affected the analysis.

4. Limited duration of internship makes the analysis restricted because all the
technical operation of the company cannot be understood and analyzed in only
two months.

1.7 MERITS OF THE STUDY:

The study will benefit the students of human resources management. They will take a
better exposure in the field of HR.

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CHAPTER 2

BRIEF HISTORY OF TESCO

2.1 BRIEF HISTORY OF WAPDA:

WAPDA, the Pakistan Water and Power Development Authority, was created in 1958 as
a Semi-Autonomous Body for the purpose of coordinating and giving a unified direction
to the development of schemes in Water and Power Sectors, which were previously being
dealt with, by the respective Electricity and Irrigation Department of the Provinces.

• Since October 2007, WAPDA has been bifurcated into two distinct entities i.e.
WAPDA and Pakistan Electric Power Company (PEPCO). WAPDA is
responsible for water and hydropower development whereas PEPCO is vested
with the responsibility of thermal power generation, transmission, distribution and
billing. There is an independent Chairman and MD (PEPCO) www.pepco.gov.pk
replacing Chairman WAPDA and Member (Power) who were previously holding
the additional charges of these posts.

• WAPDA is now fully responsible for the development of Hydral Power and Water
Sector Projects.
• PEPCO has been fully empowered and is responsible for the management of all
the affairs of corporatized nine Distribution Companies (DISCOs), four
Generation Companies (GENCOs) and a National Transmission Dispatch
Company (NTDC). These companies are working under independent Board of
Directors (Chairman and some Directors are from Private Sectors).
• The Companies are administratively autonomous and leading to financial
autonomy by restructuring their balance sheets by bringing their equity position to
at least 20 percent, required to meet the prudential regulations and to facilitate
financing from commercial sector (approved by ECC).

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• The Loan Liability Transfer Agreements (LLTA) have been signed with
Corporate Entities and execution of loan transfer is complete.
• All Entities have the physical possessions of all their operational assets.
• On 24th Feb. 2007 Ministry of Water & Power notified NEPRA approved Tariff
for all Distribution Companies replacing unified WAPDA Tariff.
• Legal Agreements such as Business Transfer Agreements, Operation
Development Agreement, Energy Supply Agreement, Business Supplementary
Agreement and Fuel Supply Agreement etc. were executed between WAPDA and
Corporate Entities to facilitate commercial operations.
• Regulatory instruments like Grid Code, Distribution Codes, Performance Standard
for Distribution Companies and Transmission Companies were drafted and got
approved from (www.nepra.org.pk) in 2007.
• All major lenders gave their consent for transfer of their loan from WAPDA to
Corporate Entities, thus 326 loan assumption agreements were signed amongst
respective Companies, WAPDA and EAD (Economic Affairs Division) GOP.
• CPPA is established under the coverage of NTDC for payments from DISCOs to
IPPs, GENCOs and NTDC. Ultimately, it will function independently under
Federal Govt. and all forthcoming IPPs will be under CPPA.

The Charter of Duties of WAPDA is to investigate, plan and execute schemes for the
following fields:

a. Generation, Transmission and Distribution of Power.

b. Irrigation, Water Supply and Drainage.
c. Prevention of Water logging and Reclamation of Waterlogged and Saline Lands.
d. Flood Management.
e. Inland Navigation.

The Authority WAPDA is one of the largest employers of human resources in Pakistan.
Over the years WAPDA has modern and progressive organization built-up a reservoir of
Technical know-how and expertise. It comprises of a Chairman and three (3) Members
working through a Secretary.

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 Tribal Electric Supply Company, WAPDA.

The restructuring program of WAPDA's Power Wing is based on the new strategic
policies of the GOP and endorsed and supported by the donor institutions. The aim of this
transition is to install corporate and business culture through: adopting of good business
practices, enhancing productivity and efficiency, including customer orientation and
service culture, improving quality of services setting performance targets, reducing costs,
theft and wastage. This will be based on extensive use of information technology,
management information systems, and monitoring and prudent decision-making.

It has been decided that some of the functions currently being performed by WAPDA are
of national importance and will therefore continue to remain with WAPDA/GOP in the
largest interest of the country.
PEPCO has been fully empowered and is responsible for the management of all the
affairs of corporatized nine Distribution Companies (DISCOs), four Generation
Companies (GENCOs) and a National Transmission Dispatch Company (NTDC). These
companies are working under independent Board of Directors (Chairman and some
Directors are from Private Sectors). All Entities have the physical possessions of all their
operational assets.
On 24th Feb. 2007 Ministry of Water & Power notified NEPRA approved Tariff for all
Distribution Companies replacing unified WAPDA Tariff.
Legal Agreements such as Business Transfer Agreements, Operation Development
Agreement, Energy Supply Agreement, Business Supplementary Agreement and Fuel
Supply Agreement etc. are executed between Lahore Electric Supply Co. and Corporate
Entities to facilitate commercial operations.
Regulatory instruments like Grid Code, Distribution Codes, and Performance Standard
for Distribution Companies and Transmission Companies were drafted and got approved
from NEPRA in 2007.

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 Tribal Electric Supply Company, WAPDA.

2.2 BRIEF HISTORY OF TESCO:

WAPDA:

The electricity supply service in Pakistan, initially, was undertaken by different agencies,
both in public and private sectors, in different areas. In order to provide for the unified
and coordinated development of the water and power resources, Water and Power
Development Authority (WAPDA) was created in 1958 through WAPDA Act, 1958.

Area Electricity Boards:

The local areas electricity distribution service was being performed by various Regions of
WAPDA. Then the Area Electricity Board (AEB) Peshawar, on the eight AEBs in
Pakistan, was established under the scheme of Area Electricity Boards in 1982, in order to
provide more autonomy and representation to provincial government, elected
representatives, industrialists, agriculturalists and other interest groups in functions of the
AEBs.

TESCO:

The environment and structure of the power industry throughout the world are undergoing
dramatic change. The power sector is moving from monopoly to privatization and from
integration to disintegration. To keep pace with this change, the Government of Pakistan
approved a Strategic Plan in 1994 as a consequence of which the power wing of WAPDA
has been unbundled into 12 Companies for generation, transmission and distribution of
electricity.

TESCO was reorganized into one such corporatized entity under the name of Tribal
Electric Supply Company (TESCO) with effect from NOV 2004, with the aim of
commercialization and eventually privatization. TESCO provides its services to FATA
region.

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2.3 POWER WING:

Power Wing is currently headed by Member (Power). Power wing of WAPDA

comprising of Generation, Transmission and Distribution has been restructured into
fourteen (14) public limited companies. These fourteen (14) Corporate Entities are;

• Four (4) Thermal Power Generation Companies (GENCOs)

1] Southern Generation Power Company Limited (GENCO-1) head quarter at Jamshoro

district Dadu near Hyderabad Sindh.

2] Central Power Generation Company Limited (GENCO-2) head quarter at Guddu

district Jacobabad Sindh.

3] Northern Power Generation Company Limited (GENCO-3) head quarters at TPS

Muzaffargarh district Muzaffargarh Punjab.

4] Lakhra Power Generation Company Limited (GENCO-4) Headquarter at WAPDA

House Lahore.

• One (1) National Transmission & Power Dispatch Company (NTDC)

• Ten (10) Distribution Companies (DISCOs) as under:

1] (LESCO) - Lahore Electric Supply Company

2] (GEPCO) - Gujranwala Electric Power Company
3] (FESCO) - Faisalabad Electric Supply Company
4] (IESCO) - Islamabad Electric Supply Company
5] (MEPCO) - Multan Electric Power Company
6] (PESCO) - Peshawar Electric Supply Company
7] (HESCO)- Hyderabad Electric Supply Company
8] (QESCO) - Quetta Electric Supply Company
9] (KESCO)- Karachi Electric Supply Company
10] (TESCO) - Tribal Electric Supply Company

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 Tribal Electric Supply Company, WAPDA.

2.4 PEPCO (PAKISTAN ELECTRIC POWER COMPANY):

The Pakistan Electric Power Company (Private) Limited (PEPCO) has been entrusted the
task of managing the transition of WAPDA from a bureaucratic structure to a corporate,
commercially viable and productive entity. It is a mammoth task and progress in the
initial months was rather slow, but one should keep in mind that responsibility is
enormous and transition is a long drawn process.
Before going into further details of the restructuring programme, it is necessary to
understand the shift in the GOP policy. The GOP, in line with its Strategic Plan of
1992 approved by the cabinet committee, had decided to restructure the entire
power sector in the country

• De-regulation of power sector

• Promotion of IPPs
• Restructuring of WAPDA
• Privatization of select corporate entities

Vision:

To make Pakistan Power Sector customer friendly, efficient, able and responsive in
meeting the electric energy requirements of industry, business and domestic customers,
and move to an energy sufficient model from the current energy deficient scenario, on
commercially viable and sustainable basis, in order to support the high growth economy
and to meet the government's objective of "Power for All”

Mission:

To fully enable the reform and restructuring of the Pakistan Power Sector and to
transform the fourteen (14) Corporate entities (CE's) into autonomous and commercially
viable enterprises, through induction of effective corporate management, best business
and utility practices, and well engineered systems, and bridge the ever growing supply-

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demand gap, so as to meet customers electric energy requirement on a sustainable and

environmentally friendly basis, through best utilization of resources, in an efficient,
ethical and customer friendly manner, with responsibility to the community and the
Nation.

Objectives:

Pakistan Electric Power Company (PEPCO) unveiled new face of Pakistan's power sector
with the crisis management objectives to improve the efficiency of the power sector and
to meet customers' electric energy requirements on a sustainable and environment
friendly basis. The specific objectives of PEPCO are:

• Stop load shedding,

• Constructing new grid stations,
• Reducing line losses; minimizing tripping and theft control,
• Revamping of generation units and to improve customer services and
• Development of an integrated automated power planning system for
generation, transmission and distribution to ensure system stability, fault
isolation and upgrade relying, metering and tripping system at NTDC as well
as Discos level.

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2.5 PEPCO BOARD OF DIRECTORS:

Mr. Shahid Rafi Chairman
Secretary Ministry of Water and Power

Mr. Tahir Basharat Cheema

Managing Director, PEPCO Member

Mr. Saleem Arif

Advisor, PEPCO Member

Razi Abbas
Chief Financial Officer, PEPCO
Member

Mr. Wazir Ali Bhaio Member

General Manager (Operation)

Mr. Salman Iqbal Member / Secretary

Director Legal, PEPCO

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 Tribal Electric Supply Company, WAPDA.

CHAPTER 3

OVERVIEW OF THE ORGANIZATION

3.1 OVERVIEW:

TESCO tribal electric supply company is one of the biggest Distribution Company of
WAPDA. Its area of operation is the Seven Agencies and related FR. It covers the entire
tribal area of the country and it is the only company providing electricity facility to the
customers of this area. All the construction work of 11 kv transmission line and 132/66 kv
line are being carried out by the staff of TESCO. Mover over its maintenance is also
carried out by separate GSO and SS&TL division Peshawar.
It consists of ONE distribution Circle and FOUR operation divisions as detailed below:
1. Peshawar division
2. Bannu division
3. Hangu division
4. Tank division
The area of jurisdiction of TESCO reaches to about 1200 km .It consists of seven
agencies and FRs that is situated along Afghanistan boundary. The seven Agencies are
below:
1. KURRAM AGENCY
2. ORAKZAI AGENCY
3. KHYBER AGENCY
4. NORTH WAZIRISTAN AGENCY
5. SOUTH WAZIRISTAN AGENCY
6. BAJUR AGENCY
7. MOHMAND AGENCY
And FRs are:
1. FR Peshawar
2. FR Bannu

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3. FR Tank

3.2 NATURE OF ORGANIZATION:

In exercise of the powers conferred on the National Electric Power Regulatory Authority
under Section 21 of the Regulation of Generation, Transmission and Distribution of
Electric Power Act 1997, the authority grants the license to the Tribal Electric Supply Co.
for the Distribution Services of Electric supply and make sale of Electric power to the
consumers in the services territory and concession territory subject to and in accordance
with the terms and conditions of the NEPRA.
Supply of electricity:
According to the license issued to the Tribal Electric Supply Co. the company have to
provide the electric supply to their Domestic, Bulk, Commercial and industrial
consumers.
It is pertinent to mention that in majority of Tribal areas there is no billing system because
the people of these areas are unable to pay the electricity bills so government is giving
full subsidy on electricity in Tribal areas.
Moreover in some commercial areas of FATA bills are received in rear cases but
TESCO is trying to build awareness in the people of paying bills as it is beneficial for the
area because through these funds TESCO will be able to provide nonstop supply of
electricity to FATA
Maintenance:
TESCO tribal electric supply company is one of the biggest Distribution Company of
WAPDA. Its area of operation is the Seven Agencies and related FR. It covers the entire
tribal area of the country and it is the only company providing electricity facility to the
customers of this area. All the construction work of 11 kv transmission line and 132/66 kv
line are being carried out by the staff of TESCO. Mover over its maintenance is also
carried out by separate GSO and SS&TL division Peshawar

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 Tribal Electric Supply Company, WAPDA.

3.3 BUSINESS VOLUME:

PARTICULARS RUPEES IN MILLLIONS

Operating Fixed Assets Rs. 5,311

Capital Work In Progress Rs. 130

Rs. 15,440
Long Term Advances

Rs. 51
Long Term Deposits and Deferred Costs

Rs. 0.36
Stores, spare parts and loose tools

Rs. 11,491
Trade Debtors

Rs. 6,151
Loans, advances and other Receivables

Rs. 456
Cash and bank balances

Rs. 38574.36
Grand Total

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 Tribal Electric Supply Company, WAPDA.

3.4 PRODUCT LINE:

Tribal Electric Supply Co is the only company that provides power supply services in the
FATA region. It covers over 1200 km amidst of seven Agencies and related FR areas.
Tribal Electric Supply Co. distributes the electric power/supply to Domestic,
Commercial, Industrial and Bulk consumers. The company also provides the maintenance
of Electrical Equipments.
Company is also responsible to maintain the security of Grades offices and other assets of
TESCO accordance and support with FATA secretariat. Though security is a big issue in
FATA now a days but they are providing services without any flaw.
Competitors:
1. Lahore Electric Supply Co (LESCO)
2. Faisalabad Electric Supply Co. (FESCO)
3. Gujranwala Electric Power Co. (GEPCO)
4. Hyderabad Electric Supply Co. (HESCO)
5. Islamabad Electric Supply Co. (IESCO)
6. Peshawar Electric Supply Co. (PESCO)
7. Quetta Electric Supply Co. (QESCO)
8. Multan Electric Power Co. (MEPCO)
9. Karachi Electric Supply Co. (KESCO)

The Charter of TESCO is to provide the reliability, quality and safety of electric power
supply to the consumers in its Jurisdiction.
TESCO is envisaged for the creation of the resources and engineering plans for additions,
renovation and augmentation of the distribution system in order to achieve charter.
TESCO is putting efforts to make it a viable and progressive utility to take care of
consumer's power demand.

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 Tribal Electric Supply Company, WAPDA.

CHAPTER 4

ORGANIZATIONAL STRUCTURE

4.1 ORGANIZATON:

It consists of ONE distribution Circle:

• PESHAWAR CIRCLE
And FOUR operation divisions as detailed below:
1. Peshawar Division
2. Bannu Division
3. Hangu Division
4. Tank Division
These FOUR divisions have following jurisdiction areas:

Peshawar Division Bannu Division Hangu Division Tank Division

1. Khyber Agency 1. South Waziristan 1. Orakzai Agency 1. North

2. Mohmand Agency Agency Kurram Agency Waziristan
3. Bajur Agency Agency

4. FR Peshawar 2. FR Bannu 2. FR Kohat 2. FR Tank

These all Divisions work under Peshawar Circle. To ensure convenient availability of
high quality power in area of responsibility, in order to alleviate the poverty,
improve quality of life and make the Industrial and Agriculture Sector competitive
in the World Market.

4.2 MAIN OFFICES:

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 Tribal Electric Supply Company, WAPDA.

CHIEF
EXECUTIVE

Dy.
Director
Director Superinten Director
Material &
Director Human d Engineer Corporate
Manageme Secretary
Planning Resources (S.E) Account
nt

Assistant Public
Dy. Dy. Director relation
Dy.
Director Director HR/ Officer Account Account
Director
(GSO) Planning ADMIN (PRO) Officer Officer
Finance Budget
XEN
SS&TL
SDO Peshawar
SDO SDO SDO
Hangu Tank
Peshawar Bannu

XEN Opp
Hangu
SDO SDO SDO Revenue
Hangu Parachinar Orakzai Officer

XEN Opp
Bannu
SDO
SDO Revenue
Miran shah
Mirali Officer
Shah
XEN Opp
Tank
SDO Revenue
SDO Wana Officer
Jandula

XEN Opp
Peshawar

SDO SDO Revenue

Alamgodar Khyber Officer

4.3 HUMAN RESOURCES & ADMINISTRATION:

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 Tribal Electric Supply Company, WAPDA.

Under direction from the Chairman and Chief Executive Officer of the Company, HR &
Admin Director shall be responsible for the recruitment and placement of the "right
people to the right jobs" and enhancing their levels of motivation / morale / job
satisfaction through:-
a) The provision of the necessary support systems and structures such as an attractive
compensation package, a fair and objective system for promotion and career progression,
training and development inputs to keep people in pace with the changing demands of
their jobs, etc.
b) The creation of a working environment and operationalization of administrative
support systems that will promote employee performance and productivity.
More specifically the Human Resources Director shall perform following functions:-
a) A human resource philosophy, which shall govern the company’s actions with respect
to human resources management.
b) Prepare a Human Resource Plan to support the short and medium-term goals of the
company.
c) Develop the policies, guidelines and procedures for the following human resources
management concerns: -
• Manpower planning / budgeting
• Recruitment and Selection
• Appointment, deployment, re-deployment / transfers
• Compensation and benefits administration
• Career planning and promotion
• Performance management
• Incentives administration
• Training and development
• Grant of permission for higher education
• Consider and approve transfer requests.
• Sanction leave.

4.4 HRM DEPARTMENTAL HIERARCHY:

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 Tribal Electric Supply Company, WAPDA.

CHIEF
EXECUTIVE

Dy. Director HR

Assistant Director Public Relation

HR Officer (PRO)

Office
Head Clerk Clerical Staff
Superintendent

There are 50 employees in the HR department of TESCO

4.5 FUNCTIONS OF DY. DIRECTOR HR/ADMIN:

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 Tribal Electric Supply Company, WAPDA.

1. Recruitment:
Manpower Planning
Recruitment and Selection
Appointment and Development
Creation of Posts and Offices
2. Promotions:
Preparation of Seniority Lists / Fixation of Seniority
Career Planning and Promotions
Performance Management
Training and Development
Grant of Selection Scales
Move Over
Preparation and Circulation of Seniority Lists
Maintenance of Service Books
Pension Welfare Fund and Gli Cases
Over Time / Off-Days Wages Cases
3. Transfer / Posting:
Transfer and Posting of Staff and Officer
Vacancies Statement and Manpower Data
Incumbency Statement / Register
To Maintain List of Officer Stay Wise
4. Retirement:
Retirement and Resignation of Service
Preparation of Pension Papers
Actively supervise and Coordinate the Working of All Administration Staff Posted under
TESCO’s Head quarter.

Establishment Matter Relating To Technical / Non-Technical Staff

Establishment Matter of Officer Regarding Training and Development
Permission of Higher Education to All Employees under TESCO rules and regulations
Permission to Employee for another Job
5. Training:

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 Tribal Electric Supply Company, WAPDA.

General Manager (Training) office is functioning at WAPDA House, Lahore and controls
various training centers detailed below: -

a. WAPDA Staff College, Islamabad.

b. WAPDA Engineering Academy (Water & Power), Faisalabad
c. Thermal Generation Training Center, Guddu
d. Hydrel Training Center, Mangla
e. Technical Services Group, Lahore
f. 8 Regional Training Centers (RTCs), one at each DISCO

Address:
734 WAPDA House, Lahore
Phone: (042) 9202003
Fax: (042) 9202608

6. Miscellaneous:
The Cases of Wafaqi Mohtasib / Court Cases Regarding Establishment Matters Will Be
Dealt by Legal / Wafaqi Mohtasib Cell of WAPDA Head quarter. However, Comments If
So Required By Legal Section / Wafaqi Mohtasib Section Of This Office, The Same Will
Be Submitted By Manager (HR/Admin).
Management Philosophy:
• Open door policy for all
• Tackle all problems upfront
• Merit, justice, fair play be the hallmark
• Transparency in all fields

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 Tribal Electric Supply Company, WAPDA.

4.6 OBJECTIVES:
• To play an active role to make “Sar Sabaz and Roshan Pakistan”
• To facilitate agriculture and industrial sector
• To ensure un-interrupted & stable power supply to all our customers
• State-of-art customer care for entire satisfaction of customers
• To provide electricity to every village in jurisdiction of company
• To establish, construct and operate reliable electricity distribution network

Functions/Job Responsibilities of P.R.O:

To ensure projecting of customers oriented policies of TESCO in Press media.
To apprise Chief Executive about daily news / press clippings pertaining to TESCO
To ensure press coverage of certain activities in forums / conferences.

4.7 SUPPORT TO OTHER DEPARTMENTS:

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 Tribal Electric Supply Company, WAPDA.

The number of functions being performed by administration department is so much to any

other department. Administration department consist on administration manager, deputy
manager administration, Assistant manager, HR executives and clerical staff. I worked
under the Deputy Manager Administration who is very supportive and cooperative
person. He is also an MBA. He told me about the various functions that administration
department performs.
During my training in this department I learned that how the appointment record,
employee recode is maintained. How the performance of the employee is monitored. This
department also deals with issuance of show cause notice, charge sheets and termination.
The HR department deals with Recruitment, job placement, Test and interview of new
employees. HR department also performs trainings, promotions and retirements. Staff of
this department is very cooperative like other departments in Tribal Electric Supply Co.
This section also prepares the Promotions cases of the employees and also maintains the
leave records, increment records, security issues and maintenance of vehicles. The
Director HR and Admin advises management concerning various relations and represent
management in the handling the complaints of employees. I also learned that how billing
of overtime, TA/DA, contracts bankers record of workers for annual increments prepare
also preparation of government returns. This department also controls the wages system.
The duties of assistant Manager Administration are accommodation, Telephones,
Transport, security, audit, procurement, compensations / benefits and labor management.

All most all HR & Admin: activities from pre-hiring to post retirement have financial
impact on company. These include salary, house acquisition, TA/DA, free supply,
medical treatment, overtime etc. It is strange that we are not aware exactly how many
employees do we have & what expenditure is being incurred.

1. Financial Accounting and Information system:

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 Tribal Electric Supply Company, WAPDA.

Financial Control
Transparent Transactions (Db/Cr)
Immediate Monthly Accounts (Month end closing means last day of the month)
Instant financial analysis
Online Cost center (drawing & disbursement offices) wise demand, remittance &
Account Head wise expenditure
Instant payable/receivable analysis
Multi-year accounting
Budget & expenditure comparisons
Bank Collection & Remittance Management (Realization on Company & Accounting
Unit Basis)
Profit & Loss Statement
Fixed Asset Management
Pension/Fund Account Management
Pension Disbursement
Trial Balance
Balance sheet
Classified Balance Sheet
Classified Income Statement

2. Material Management department:

It will cover pre-purchase to post disposal and its immediate affect on general ledger. The
moment any file for procurement is moved, it will also be available to Finance Director
for financial vetting.
Inventory Structure (Categories and Items)
Supplier’s record & their specialty in Products
Immediate information about the required material on the basis of D.N paid with
reference to new connection, R.C.O etc.
Procurement
Annual Requirement Plan
Ordering with Delivery Schedule
Maximum/Minimum/Re-Order Levels
Item Purchase Analysis
Inventory Management
Receipt (Supply, Repair, Transfer)
Store Allocation (to Field Stores)
Store Requisition
Store Issue
Transfers (Workshop, Regional Store, Field Store, Other Dist. Companies)
Store Returns specially with reference to M.C.O etc.
Scrapping
Material Movement Analysis
Inventory Tracking & Holding
Disposal
Disposal Order
Disposal Issue
Recruitment Processing:
Application Management, to save time we can allow candidate to apply any time.

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 Tribal Electric Supply Company, WAPDA.

Candidate Filtering
Call Letter Issue
Testing & Interviewing
Appointment
Career Profiling:
Personnel Data Management
Performance Review
Termination
Promotion
Change in shift/timings
Resignation
Transfer
Suspension
Restoration
Re-appointment
Disciplinary Cases/Actions
Audit Paras
Training Courses & Examination
ACRs, Service Book

HR Analysis:
Sanctioned Strength
Vacancy Statements
Seniority List
Retirement Forecast
Administration:
Vehicle control
Complete picture of all vehicles with reference to allocation, description, monthly
expenditure on P.O.L etc.
Payroll:
Disbursement Channel Management
Pay Scale/Salary Group Management

3. Customer Information and Billing System:

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 Tribal Electric Supply Company, WAPDA.

Customer Services:
Unique Customer ID Assignment, no UT cash even in multiple change of reference.
Automatic Bill Adjustment Processing, no complaint for bill correction problems.
Division and even Subdivision wise Billing (Need not to wait for MR of all Divisions),
more time for Bill payment.
Corporate Billing:
One Demand Note for Capital Cost & security and payment facility at any bank.
Bill Distribution through e-mail, direct to customer’s bank, normal channel etc.
Customer Information System:
Tariff and Customer Classification Management
Corporate Account Management
WAPDA Employee Management
Change of Reference Management
Infrastructure Rental Management
Power Purchase System and Power Sale & Billing System:
Billing information to Oracle Receivables for instant Balance Sheet
Consumer Metering
Consumer Meter Reading, manual, MR entry at Sub Div to avoid duplication of work &
AMR
Metering Adjustments with immediate revise Bill and automatic adjustment processing
Bill Collection System:
Bank Collection, Remittance & Reconciliation (Various Levels) Management
Line Losses System:
Company, Circle, Division, Sub-Division, Grid, Feeder and Transformer Losses

4.8 GENERAL INFORMATION SERVICES:

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 Tribal Electric Supply Company, WAPDA.

Information desired relative to subject matters covered by this Manual may be obtained
by personal call, by telephone, or by mail. This information is also available on the web
site of the TESCO. The AMO’s Office is the main contact office where a separate
window/ sub-office is available in addition to the customer service centers, to provide all
necessary information required regarding application for new connections and provision
of electricity
Frequently asked questions about commercial activities of TESCO are
given below:
prospective consumer can get a new connection:
a. The prospective consumer can get free of cost an application form from the Sub-
Division situated in his area.
b. The application form duly filled in has to be submitted in the Sub-Division, where the
concerned clerk will issue receipt as an acknowledgement having received the application
form.
c. The new connection application will be processed in the Sub-Division and connection
would be installed in 35 to 45 days. In case any connection is not feasible due to any
technical or any other reason, the prospective consumer would be informed accordingly
with reasons for rejection of application.
Method of recording reading:
The meter reading is recorded by the meter reader by visiting the premises from door to
door. Whatever reading he records he enters the same on Meter Reading Record and
simultaneously on the Meter Reading Card held by the consumer. It will make the
consumer aware of the units he has consumed.
Wrong bill be corrected:
In case any bill contains any error the consumer should report to the customer services
center of concerned Sub-Division/Division/Circle or Customer services center TESCO
H/Q.
Grace days are given for deposit of electricity bills and where:
15-days period is allowed for depositing the electricity bills in all scheduled banks and
post offices.

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 Tribal Electric Supply Company, WAPDA.

In case a connection is disconnected, how can it be reconnected:

For whatever reason a connection has been disconnected it can be reconnected by
applying for the same on the prescribed form available with the concerned Revenue
Office free of cost, and after complying with the specified instructions, the connection is
resorted.
Can the connection be converted into other person's name:
The change in name of the connection can be arranged by applying for the same to the
concerned Sub-Division, on the prescribed application form to be submitted duly filled in
along with the required document to substantiate justification for change of name. After
the applicant has fulfilled all the pre-requisites for change of name, the connection is
changed into the desired new name.
Consumer get his load increased/decreased according to his requirement:
The consumer will have to apply to the SDO/other competent authority who will arrange
the verification of the load and test report and will arrange the reduction/extension of the
load.
consumer arrange the disconnection of his supply and refund of security:
The consumer who does not want to continue his electricity connection will apply for
permanent disconnection to the SDO. The connection would be permanently
disconnected by the SDO after obtaining clearance from Revenue Office and observing
departmental formalities.
Detection Bill:
A 'Detection Bill' is served for:
1. illegal abstraction of electricity or consumption of energy;
2. direct hooking and
3. on account of slowness etc.
Detection bill for dishonest abstraction of electricity is assessed in accordance with the
provisions of section 26-A of the Electricity Act, 1910. So whoever is found to committ
an offence to be prosecuted under section 39 and 39-A of the Electricity Act 1910, which
requires an FIR to be lodged with Police.
Correct low voltage problem in the area:
Please contact the AMO/DMO/MO of your area. The will address the problem at their
level and, if necessary, will refer to TESCO head quarter for an augmentation work

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 Tribal Electric Supply Company, WAPDA.

CHAPTER 5

CRITICAL ANALYSIS

5.1 VISION:
Vision of the TESCO
“As the leading electricity distribution company, strive to provide un-interrupted
electric supply and quality service to all customers at the minimum possible cost.”
Since TESCO is a public institute and NEPRA is responsible for its tariff selection etc.
The failure of electricity is governed and supervised by PEPCO. Therefore as described in
TESCO’s mission statement that leading electricity Distribution Company providing
uninterrupted supply at minimum possible cost, is still unachievable. The whole
company, its board of governors and top level management is trying at their best for
providing uninterruptible supply at customer premises. The current strategies of TESCO
are towards the provision of electric supply all the time. But unfortunately due to the
erroneous government policies the most important part of power generation is lost;
therefore the company is not successive in achieving their goals and objectives.
The matter of cost is also significant in TESCO’s vision. But to provide the electricity
round the clock it is necessary that the power houses must work effectively and
efficiently. Therefore the power houses require complete maintenance and testing. The
government also did not pay any attention on this matter. Now the work is too much and
a lot of financial aid is requiring sustaining the power houses. Whole of this scenario
creates a boost in cost of electricity. Therefore provision of electricity at low cost is not
possible until now.

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5.2 SWOT ANALYSIS:

Strength and weakness basically occur in the internal environments of the organization. It
provides the information that in which area we are strong and weak and it provides the
solution how we can overcome the weakness and utilize the strength in a right direction.
The SWOT analysis is a comprehensive and critical overview of the operations,
procedures, rules and regulations, services and other related activities, the analysis
include the analysis of TESCO in the light of the specific variables which directly or
indirectly affect the operations of the TESCO. The tool selected for the analysis of
organization is SWOT analysis.

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 Tribal Electric Supply Company, WAPDA.

It is the moral and professional duty of the directors, managers and executives to
overcome the weakness and convert them into strengths, and get maximum benefits and
opportunity from the prevailing resources.

5.3 STRENGTH:
• The TESCO top management is the combination of both experience and young
energetic professionals which are proving to be the real strength of TESCO.
• TESCO has equipped with the latest technology.
• TESCO has good relation with different departments.
• The TESCO employees are locally so, the turnover rate is low.
• The TESCO has efficient internal audit department, which keep check and
balance.
• The TESCO has experienced of strategic apex and managerial skilled staff.
• Full support from Federal Government
• Establishment of Computerized Customer Service Centers in each Circle
• Establishment of Mobile Customer Service to facilitate installments and
corrections of the bills
• Positioning of Field offices near geographic center of their jurisdiction

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 Tribal Electric Supply Company, WAPDA.

5.4 WEAKNESSES:
• Large time required for processing any project/job
• Communication system between employees is not sufficient
• Customer services centers required well trained and loyal staff
• Lake of loyalty, consistency and regulatory in the staff
• Financial statement is showing loss in year 2008
• People has less trust over company
• Customer’s guide ness is not sufficient
• Customer’s complaint system is very old and execution on the complaint is very
fatigue
• Customers and employees relation is very poor
• The administrative cost of the company is very high due to which the profitability
of the company decreases.
• There is still improvement of technology in the TESCO like in computers.
• There customer service are not up to mark they have to improve the customer
services to satisfy the customers
• There divisions are not well furnished they have the need to improve them.
• Telecom and Media revolution
• Dependency on suppliers of power generation equipment.

5.5 OPPORTUNITIES:
• The TESCO is situated in the region where the customers are large in quantity and
other necessary related product is easily available in the market.
• There is no competitor in the local market, there is a big opportunity to get more
share.
• Buyers of TESCO services are easily available in the local market.
• The extension plan of divisions by the TESCO is very good to capture the market.
• The TESCO has maintained better relationship in the market which helps the
TESCO to increase the customers.

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 Tribal Electric Supply Company, WAPDA.

• The strategies of TESCO are very strong which help them to get advantage over
the competitors.
• Research and development in power generation equipment
• Natural resources to increase water resources and cheaper power
• There are rapid changes in technology of power generation and to coup with it
ministry will have to be planning for the future plans keeping in mind the changes
• New power projects have the bargaining power for higher prices keeping in view
the high demand and supply gap in power sector.

5.6 THREATS:
• One major threat to the TESCO is increasing number of customers day by day.
• Due to fluctuation occur in the supply is permanent threat to the TESCO.
• There is always a threat the government may impose some duties on the TESCO.
• An other threat to the TESCO is change in day by day technology.
• Withdrawal of support from suppliers.
• Curtailment of budget.
• Obsolescence of strategic equipment
• There is not a long list of suppliers in power sector and the suppliers enjoy
monopoly to some extent and they can charge higher and delay supplies as there is
long waiting lists for equipment supplies

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 Tribal Electric Supply Company, WAPDA.

5.7 INTERNAL FACTOR EVALUATION MATRIX (IFE MATRIX):

The total weighted score can ring from a low of 1.0 to a high of 4.0, with the standard

IFE MATRIX Weight Rating W/ Score

Strengths
1 Well known for electricity distribution services 0.16 4 0.64
2 Establishment of Computerized Customer Service 0.15 3 0.45
3 Printing of 12 months billing detail on bill 0.07 4 0.28
4 Strong balance sheet 0.11 3 0.33
5 Great No. of customers in Khyber Agency FR Kohat FR 0.13 4 0.52
Peshawar.
Weaknesses
6 Strictly a local company 0.05 2 0.10
7 Lack of communication system 0.02 2 0.04
8 Financial statement is showing loss in year 2008 0.08 2 0.16
9 Customers and employees relation is very poor 0.1 1 0.10
1 People has less trust over company 0.10 1 0.10
0

Total 1.00 2.72

score being 2.5. Total weighted scores well below 2.5 differentiate business that is weak
internally, where as scores considerably above 2.5 designates a well-built inner position.
In the above IFE prevailing conditions the company TESCO falls at weighted scores 2.72,
it means the TESCO has better internal structure.

5.8 EXTERNAL FACTOR EVALUATION MATRIX (EFE MATRIX):

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 Tribal Electric Supply Company, WAPDA.

EFE MATRIX Weight Rating W/ Score

Opportunities
1 Establishment of mobile customer services 0.05 2 0.64
2 Timely execution of development works and LT/HT 0.10 2 0.45
Proposals
3 New Grid Stations and augmentation/extension of 0.10 3 0.48
existing Grid Stations and Transmission Lines
4 Conversion of petrol vehicles to CNG 0.01 1 0.36
5 Purchase of new vehicles for field staff 0.8 2 0.39
Threats
6 It is expected that the market value of the TESCO will be 0.05 2 0.1
decreased
7 Politics in the employees and labor unions are very awful 0.05 1 0.05
for company
8 Financial statement is showing loss in year 2008 0.03 2 0.16
9 The overall performance of the TESCO also decreasing 0.03 1 0.03
1 Government’s pitiable projects also spoiling the publicity 0.04 1 0.07
0 of the TESCO
Total 0 .57 2.73

5.9 COMPETITIVE PROFILE MATRIX:

FESCO TECO GEPCO

Competitive Factor Weight Rating W/Score Rating W/Score Rating W/Score

Cost competitiveness 0.16 3 0.48 4 0.24 2 0.32

Quality of installation 0.14 4 0.56 2 0.12 3 0.42
Reputation 0.09 4 0.36 1 0.09 2 0.18
Reliability of Supply 0.14 4 0.56 3 0.22 3 0.42

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 Tribal Electric Supply Company, WAPDA.

and installation
Complaint Handlings 0.11 3 0.33 2 0.13 3 0.33
Management structure 0.13 2 0.26 3 0.19 4 0.52
Market shares 0.03 4 0.12 1 0.12 1 0.03
Customer Services
0.05 3 0.15 2 0.20 2 0.10
Centers and Facilities
Maintenance and testing
0.08 4 0.32 4 0.22 3 0.24
of Equipments
Customer Loyalty 0.07 2 0.14 4 0.18 2 0.14

Total 1.00 3.28 3.21 2.70

5.10 BCG GROWTH-SHARE MATRIX:

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 Tribal Electric Supply Company, WAPDA.

The Tribal Electric Supply Co. consumes large amounts of cash, but because they have
low market shares they do not generate much cash. The result is large net cash
consumption. Therefore according to the Boston Growth Shares Matrix the TESCO falls
in Question Marks.

Porter Five Forces Analysis:

The porters five forces comprises on the following factors:

• Suppliers power
• Threats of Substitute
• Buyers Power and
• Barriers to entry.

But in the case of TESCO the competitors are limited to provide their services in the
defined areas of the country. They cannot provide their services beyond the limitations.

5.11 LIMITATIONS:

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 Tribal Electric Supply Company, WAPDA.

• No proper arrangement for electricity they have dames and generators but they
are not work according to the requirement of the TESCO.
• Some time TESCO employee create tens environment in the TESCO due to
there non cooperative behavior.
• They have provided me knowledge about TESCO but not according to the
requirement of internship due to much work load on the employees

5.12 OBSERVATIONS:
• I have observed that there is need of improvement in the TESCO especially the
building of the TESCO is not according to the requirement of TESCO.
• Some time the employee doesn’t cooperate with customer they must have needed
to cooperate with customers to create good relationship with them.
• I have also observed that there is no proper dress court of employee in the
divisions so, they have need to follow proper dress court
• I have observed that there is need of safety department or some safety precaution
for employees of TESCO.

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 Tribal Electric Supply Company, WAPDA.

CHAPTER 6

FINDINGS, CONCLUSIONS AND

RECOMMENDATIONS

6.1 FINDINGS & CONCLUSIONS:

The Tribal Electric Supply Co. is a big organization. It provides electricity to the
consumers of Kurram Agency, Orakzai Agency, Khyber Agency, Bajour Agency,
Mohmand Agency, North Waziristan Agency and South Waziristan Agency and related
FRs. It is performing his job very well but certain improvements and developments are
required. This organization has vertical management system. The top-level management
has ample potential to make this company as a superb company. The middle level and
bottom level management is also very hard working, punctual and geniuses. But
unfortunately the provision of equipment for maintenance purposes, the government’s
lengthy planes, and inexperienced customer services department is spoiling the image of
the company. The demand of electricity of the consumers must be fulfilled at top
priority. Necessary actions should be taken against the span between the demand and
supply. The response of the employees on the failure of the supply must be enhanced.
Following conclusions are described here
• Increase in Raw material
• Slow speed of implementation must be eliminated
• Make exact estimate of the demand
• Reduce the political factors in TESCO’s projects and system augmentations.
• Bad Law and Order situation in Tribal areas.

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 Tribal Electric Supply Company, WAPDA.

6.1 RECOMMENDATIONS:
The following are some suggestions about the TESCO Hangu Circle:
The employees must be well trained for customer services issues. The extra equipment for
maintenance and complaint attendance must be provided to the staff. The communication
gap between senior management and lower technical, maintenance staff must be
improved. The organizational hierarchy
Inside the organization must be reduced. The application processing system must be
improved. For complaints and other customer related tasks, online computerized system
should be arranged. The trust of the customers must be retained.

• Management should try creating more understanding between different

departments to increase their productivity
• The top management should give the authority and flexibility to every
manager to make decisions according to the situation at any time and in the
absence of the top manager.
• A proper training should be given to the employees and he workers to enhance
their skills to increase their productivity and utility of the TESCO.
• All the duties and responsibilities of he employees and the workers should be
clearly defined.
• The computer technology should also be used in decision making as well as in
storing and feeding the data.
• There should be decentralization in decision making.
• The management should recruit right person for right job.
• The management should here multi skilled workers to get economy of scales

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 Tribal Electric Supply Company, WAPDA.

REFRENCES:

References and Sources Used:

• Website of PESCO/PEPCO/WAPDA
• Technical brushers of TESCO
• Personal meetings with different managers.
• Office record of TESCO.

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