final internship irshad

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Skills Development Strategies for the staff of University(BS-01 to BS-16)

SUMMARY

This report has general information regarding the various departmentsof G.C University Faisalabad. It provides a brief descriptive view of the G.C

University Faisalabad. This report has been especially prepared for describing

all of the General documents which are used in the G.C University Faisalabad

for its smooth functionality.

First of all, the information about G.C University Faisalabad has been

given regarding policies adopted by the preparation of skill development

strategies for the staff. Simultaneously, a special focus has been given to the

procedure under which, compilation of Data is made, record maintained,

stocks preserved, audit conducted and rationalization of staff strength

management. Furthermore, this report also comprises the hierarchy/chain of

command evolved to ensure proper flue of official work.

Department of Public Administration 1


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ACKNOWLEDGEMENT

No One Writes Alone This report is not the result of individual efforts.

Its a result of a collaborative teamwork. Efforts of various dedicated

people spent into the creation of this report. Some of the people shared

their experiences being in touch with the University. I personally thank

all the employees of the GC University, Faisalabad who helped me in

completing this task, in particular the patronage of Syed Afraz Gillani,

HOD, Department of Public Administration and Mr. Saeed Liaqat,Lecturer department of Public Administration is no doubt, remarkable

and unforgettable.

I am once again very grateful to our Teachers for their kind & precious

guideline, which enables me to complete this task.

Mr. Muhammd Irshad



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1. INTRODUCTION

The journey of Government College University, Faisalabad (GCUF)

started in 1897 as a Municipal Middle School which was founded in the

building of the present Government College for Women Karkhana Bazar,

Faisalabad. In September 1905, it was upgraded to the level of the High

School. The Provincial Government took over the management of this

institution and in 1916 it was shifted to the present building. In May 1924, it

attained the status of Intermediate College and in October 1933, it was

upgraded to Degree Level. In 1963, Post graduate disciplines were introduced.

The College, then, had excellent traditions of a reputed institution of

Pakistan which took pride in producing graduates who contributed towards the

social and economic life of the country. Graduates of the college are still

serving across the country in Universities, Banks, Atomic Energy Commission

and other fields of life. During in these days, the College produced eminent

personalities in administrative and educational fields like Lt. General (Rtd.)

Khalid Maqbool, former Governor of the Punjab, Dr. M. Yaqoob former

Governor State Bank of Pakistan, renowned scientist Dr. Ishfaq Ahmed, Dr.

Habib Ullah Jamal, Vice Chancellor University of Engineering and Technology

Texila, Air Marshal (Retd.) Chhabra of Indian Air Force, N.M. Rashid, a literary

figure and a large number of bureaucrats, industrialists, educationists and

scientists.

Government of the Punjab declared Government College, Faisalabad

as an autonomous institution on the1st July 1990. The College was given the

status of University on 23rd October 2002, by the Honorable Governor of the

Punjab.Under the charismatic and courageous leadership of the Vice

Chancellor Dr. Zakir Hussain , the University is striving to achieve the status of

one of the prestigious learning institutions of the country. GC University,

Faisalabad is now a co-educational institution, providing a congenial

atmosphere to the students to undertake studies and research in their areas of

choice.



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The GCUF provides opportunities for students overall development in a

civilized and peaceful environment.

The GC University, Faisalabad, is a general university, providing

instruction in 24 Honors Programs, 27 disciplines at post graduate level and M.

M.Phil. / Ph.D. in a number of disciplines. The university devises its own syllabi

and follows independent system of studies. Keeping in view the job market,

different industry related disciplines such as, Commerce, Business

Administration, Public Administration, Banking and Finance, Industrial

Management and Industrial Chemistry are being offered. In recent years, the

university has taken strides in the development of physical facilities and

purchased latest equipment for laboratories to improve the quality of education

and research in all disciplines.

1.1 Milestones in University Journey

Faculty Growth

After getting the status of university, GC University, Faisalabad is continuously

endeavoring for skilled and qualified faculty. The faculty comprises of 381

qualified members.

B.A/BS (Hons) Programs

University initiated the four years degree programs in 2005 and is promoting

this facility in more disciplines.

Semester System

University has adopted Semester system in all disciplines, being an intensive

system of delivery and assessment with more scope for the students to

choose the options of their own choice. It is a student friendly and flexible

system aimed at gradual bolstering of all the facet of students academic

growth.

Enrollment

The enrollment of the students at graduate and postgraduate level has

increased substantially since the establishment of the university.



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1.3 Human Resource Development Centre

Employee Development

Human Resource Development Center was established in GC University

Faisalabad in June 2006 under the auspices of National Academy of Higher

Education. The first batch of Staff Development Course is being trained from

24th July to 21st of August 2006. Two more Staff Development Courses for

faculty members of the University and teaching staff of feeder colleges are

being planned in 2006. Higher Education Commission has allocated Rs.

766,800/- for this purpose. Human Resource Development Committee is

working under the supervision of Vice Chancellor.

Key Functions of HRMKey Functions of HRM

Recruiting

Retention

Succession planning

Risk Management

Diversity in our workforce

Management information

Progressive compensation and benefits design and implementation

Employee communications and relations

Training needs analysis, program design and implementation

Performance evaluation

Work-life initiatives

SKILLS DEVELOPMENT STRATEGIES FOR THE STAFF OFUNIVERSITY (BPS-01 TO BPS-16)

Employee Development from BS-01 to BS-16Employee Development from BS-01 to BS-16

Improve Employee Performance

Develop New Managers

Recognizing and Developing High-Potential Employees

Conducting Three Sixties

Regularize the Employees from BS-01 to BS-16

Overview



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The first part of being an effective manager is knowing your own

strengths and limitations. The second part is knowing what motivates

your employees so you can help them reach their full potential.

Our approach clarifies what drives you and each of your employees so

you have the insights and perspective you need to make your most

important employee development decisions.

1. Do your key players feel valued and motivated by their career

path?

2. Are people in positions that play to their strengths so that

productivity is enhanced?

3. Are you vulnerable to losing employees to a competitor?

4. Do you spend more time with poor performers than you do with

your best performers?

Improve Employee Performance

We can create a customized, in-depth developmental plan for each of

your employees by pinpointing their abilities, motivations and growth

opportunities. When individuals have clear expectations and learn

specific strategies for maximizing their potential and improving

performance, they feel valued, motivated and invested in their own

professional development, as well as in the growth of the company.

Develop New Managers

Most people in managerial positions have had little or no management

experience or training before taking on their current roles. And problemsoften occur because the individual's initial expectations, as opposed to

the real responsibilities of the position, are entirely different. When

people are promoted to management positions for the first time, it is vital

that appropriate tools, techniques and guidance are provided to make a

successful transition from being a member of the team to leading the

team. Caliper can help new managers hone the skills required for

making decisions, managing priorities, developing others,



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communicating effectively and getting projects completed through

delegation.

Recognizing and developing high-potential employees

Pinpointing and developing high-potential employees is the main

ingredient to ensuring your organization's continued success. Whether

it's preparing them for a high-level role or helping them take on more

responsibilities, acknowledging your top performers will help you retain

valuable employees and set themand your companyup for future

success. Caliper can work with you to discover the competencies

necessary for success in your organization, to conduct Three Sixties to

determine who has leadership potential and to begin development

programs so your high-potential employees are ready take on more

responsibility when you need them to.

Conducting Three Sixties

The Caliper Three Sixty Plus sheds light on areas where employees can

improve, especially related to how co-workers feel about their

performance, and provides guidance for tapping into their natural

strengths and taking the steps necessary to make real change. When

individuals understand how their job performance and behavior affect

those with whom they work, and when they gain a clear understanding

of where this behavior comes from, they can take the steps required to

correct difficulties that are interfering with productivity and their overall

effectiveness.

Regularize the Employees from BS-01 to BS-16

When all employee working as contractual employees, they not feel

comfortable and not doing work according to the tasks or environmental

requirement. If they work as contractual employees then cant work like

regular employees. Regularize the employees is a great step for Skill

Development Strategy (BS-01 to BS-16).



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1.5 HRM POLICY

Recruiting, Retention, Succession planning, Risk Management is

main function of HRM

Diversity in workforce

Management information

Progressive compensation and benefits design and

implementation

Employee communications and relations

Training needs analysis, program design and implementation

Performance evaluation

Work-life initiatives

Appointment through appropriate selection committees.

The Service Statutes applicable

To frame / amendment in Service Statues

The qualification, age and experience for appointment arechecked.

Service Statutes for regular and terms & conditions for Contract

employees

Pensionable for regular and non pensionable appointments for

contractual employees.

Comprehensive proposals required for new appointments.

Contract basis posts for minor financial responsibilities and regular

or attractive pay package for financial responsibility

Long term experience required for regular employees and short

term for contractual.

Contract basis posts are created for specific period.

On receipt of approval of the Vice Chancellor, the concerned

officer shall be conveyed of posts which should be filled on regular

or contract basis.



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All posts to be filled on contract shall be advertised properly in at

least two leading newspapers as per rules.

No relaxation of qualification, experience and age granted except

the rules & regulations.

Appointments strictly on merit.

Citizens of Pakistan who are anywhere can apply for vacant posts.

After 60 year age or 25 year service, the persons are retired from

services

05 years relaxation in upper age limit is allowed

Contract period is excluded on the time of measuring the age of

the candidate.

2% quota for disabled persons, 5% quota for women, 20%

quota for employees children are allowed for vacant positions.

One months pay / notice without assigning any reasons is

applicable when an employee is required to be terminated.

No rights to claim for conversion of contractual job into regular job.

Heavy pay package is presented for best incumbents.

The period of initial contract appointment shall be 6 months.

Contract employee shall not claim extension in his contract

appointment as a matter of right.

Extension in contract appointments may be granted by the

relevant authority / committee.

Extension in contract appointments shall not be granted as a

matter of routine.

Extension in contracts is granted on the performance.

In case of expiry of contract, it is ensure that no salary are made

for the that person.

No rights to claim for transfer from one office to another.



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Ensuring that disabled person are placed / appointed on an exact

seat.

1.6 HRP Process1.6 HRP Process

What is the Human Resource Planning Process?

Human Resource basically means to fulfill the human capital no matter

in any field. Apparently, most of the field requires human power to

handle and to maintain in order to manage. Their planning will consists

of how to optimize this human capital in an organization for it to achieve

the maximum profits.

Human Resource Planning Process

Human resource planning process is the foundation of an effective

workforce. The development of an organization is attributable to its

committed and dedicated workforce.

The term human resource implies human capital that operates an

organization. The word planning suggests, a course of action. And lastly,

process is the method of operation. Thus, the human resource planningprocess is defined as, 'a course of action that the human capital takes up

for a methodical achievement of predetermined goals'. The definition of

human resource does not end here. The term includes, its management,

which primarily involves issues related to the workforce. Human

resource management (HRM) is the strategic and coherent approach to

the management of an organization's most valued assets - the people

working there who individually and collectively contribute to the

achievement of the objectives of the business.

A company may have all the financial resources it may need. But what if

the manpower employed to manage the finances isn't well trained? Well,

nothing more than your finances going down the drain. The recent

'Satyam' fraud was due to poor control of the management board.

Improper human capital may gain the output, but not the desired one in

terms of quality. As the earlier mentioned definition suggests, the human

resource management means managing your valued assets.



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The term human resource management has replaced personnel

management. However, the meaning is still the same. It involves,

employing, developing, utilizing, managing and understanding the staff

in an organization.

Importance of Human Resource Management

Since the industrial revolution, the world has progressed tremendously.

Be it the steel industry, IT, fashion houses or housing sectors,

development in all of these is evident. However, over the ages man has

indiscriminately used and abused the natural resources available to him.

It has resulted in a global energy crises and depletion of resources in

general.

In this backdrop, what remains is an abundance of human resource, or

let's say human capital. To achieve any more goals, tapping the right

kind of human resource is the key. You may have a business house

worth millions of dollars. But what if there isn't the manpower that suits

the nature of the business? Hence, developing the manpower is of

utmost importance.

The Process of Human Resource Management Planning

The human resource planning process, demands the HR manager to

first understand the business requirement. Only if he comprehends the

nature and scope of the business, will he be able to employ those who

will deliver the required performance. When it comes to engaging the

manpower, the manager should have a keen eye for spotting the talent.It ensures that the workforce is competent enough the meet the targets.

Additionally, the existing 'talent pool' in the workplace should be taken

into consideration, so that people with complimentary skills can be

employed. The functions of the HR manager are varied, he has to

assess the currently employed workforce and their shortcomings.

Identifying these shortcomings goes a long way in choosing an efficient

workforce.



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While recruiting the new employees, the HR manager must calculate the

expected workload. This way the HR department can design an accurate

job profile and job expectations. Once you have the decided job

descriptions, looking for candidates who fit the job will be easy. Don't be

fooled by their qualifications, it is only the relevant experience that

matters more. A good HR manager is one who has the zeal and passion

to motivate his prospective employees to perform to their potential.

Human resource planning process, thus, can be considered as one of

the strategic steps for building the strong foundation of an efficient

workforce in an organization!

Steps in the Human Resource Planning Process

1. Designing the Human Resource Management System

A crosscutting issue in human resource planning is to ensure that a

proper system is in place to handle the process. The overall aim of this

system is to manage human resources in line with organizational goals.

The system is in charge of human resource plans, policies, procedures

and best practices. For example, the system should track emerging

human resource management trends such as outsourcing certain non-

core functions, adopting flexible work practices (e.g. telework, work from

home) and the increased use of information technology and, if

appropriate, adopt them (Workinfo).

2. Environmental Analysis

The first step in the human resource planning process is to understandthe context of human resource management. Human resource mangers

should understand both internal and external environments. Data on

external environment include the general status of the economy,

industry, technology and competition; labor market regulations and

trends; unemployment rate; skills available and the age and sex

distribution of the labor force. Internal data required include short- and

long-term organizational plans and strategies and the current status of

the organization's human resources.



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3. Forecasting Human Resource Demand

The aim of forecasting is to determine the number and type of

employees needed in the future. Forecasting should consider the past

and the present requirements as well as the future organizational

directions. Bottom-up forecasting is one of the methods used to estimate

future human resource needs by gathering human resource needs of

various organizational units (Analoui, 2007, p. 114-115).

4. Analyzing Supply

Organizations can hire personnel from internal and external sources.

The skill inventories method is one of the techniques for keeping track of

internal supply. Skill inventories are manual or computerized systems

that keep records of employee experience, education and special skills.

A forecast of the supply of employees projected to join the organization

from outside sources, given current recruitment activities, is also

necessary (Analoui, 2007, p. 117-119).

5. Reconciliation and Planning

The final step in human resource planning is developing action plans

based on the gathered data, analysis and available alternatives. The key

issue is that the plans should be acceptable to both top management

and employees. Plans should be prioritized and their key players and

barriers to success identified. Some of these plans are employee

utilization plan, appraisal plan, training and management development

plan and human resource supply plan (Analoui, 2007, p. 119).References

A guide to strategic human resource planning; Workinfo

Strategic Human Resource Management; Farhad Analoui; 2007



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1.71.7 Forecasting HR RequirementsForecasting HR RequirementsForecasting is based on information from the past and the present to

identify expected future conditions. Such information may come from

external environmental scanning and/or the assessment of internal

strengths and weaknesses.

There are different methods for forecasting human resources demand

that range from a managers best guess to a complex computer

simulation. While simple assumptions may be sufficient in small-sized

companies, complex models that combine subjective judgment and

quantitative data are usually necessary for larger organizations.

The future demand for employees is calculated on an organization-wide

basis; the needs of individual units in the organization are taken into

consideration. The HR expert or an experienced manager who handles

the forecasting process needs to consider specific openings that are

likely to occur and to use such data as the basis for planning. Openings

are created when employees leave a position because of promotions,

transfers, and terminations. Forecasting leads to projections for thefuture. Depending on the forecasting method used, the projections may

be more or less subject to error.

Once human resources needs have been identified, the availability must

be checked. The forecast of the availability of human resources is

considering both internal and external supplies. Internally, succession

plans developed to identify potential personnel changes, due to

promotion, retirement, resignation, etc for each department in an

organization are examined. By the end of this analysis, the organization

is able to know if there are employees to cover future demand from

within its resources. Externally, there are many factors, such as the

labor-force population estimates, trends in the industry, technological

developments and shirts. The organization must take such factors into

consideration to be able to know if ideal candidates can be located.

1.8 Methods of forecast HR needs.1.8 Methods of forecast HR needs.



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Two types of forecasting methods have been receiving increasing

attention by electric utility forecasters. The first type, called end-use

forecasting, is recognized as an approach which is well suited for

forecasting during periods characterized by technological change. The

method is straightforward. The stock levels of energy-consuming

equipment are forecast, as well as the energy consumption

characteristics of the equipment. The final forecast is the product of the

stock and usage characteristics. This approach is well suited to

forecasting long time periods when technological change, equipment

depletion and replacement, and other structural changes are evident.

For time periods of shorter duration, these factors are static and

variations are more likely to result from shocks to the environment. The

shocks influence the usage of the equipment. A second forecasting

approach using time-series analysis has been demonstrated to be

superior for these applications. This paper discusses the integration of

the two methods into a unified system. The result is a time-series model

whose parameter effects become dynamic in character. An example of

the models being used at the Georgia Power Company is presented. It is

demonstrated that a time-series model which incorporates end-use stock

and usage information is superior - even in short-term forecasting

situations - to a similar time-series model which excludes the

information.



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4 Employee Recruitment & Selection.4 Employee Recruitment & Selection.4.1.1 Methods of recruitment

1. The nomenclature of posts, the minimum qualifications required

and methods for appointment against the teaching and non-

teaching posts in the University shall be such as is given in the

schedule.2. There shall be two groups of posts i.e. Group-A and Group-B3. All posts in basis schale17 and above shall be in Group A and all

posts in Basic Scale-16 and below shall be in Group B4. The posts in Group A shall be filled in by the Syndicate on the

recommendations of the Selection Board except the posts ofController of Examination, Registrar and Treasurer which shall

be filled in by the Chancellor on the recommendations of the

Government and in Group B the Vice Chancellor shall be the

authority on the recommendation of the appointment Committee

constituted by the Syndicate.

4.1.2 Appointments

1 When a post is to be filled in through initial recruitment, the Vice

Chancellor shall cause an advertisement to be published in at

least two national wide circulation stating therein the number of

vacancies, the scales of pay, the minimum qualifications

prescribed fro recruitment and the date by which the applications

may be received.

2. The applications of the eligible candidates, so received, shall be

considered by the Selection Board or appointment Committee, as

the case may be, which shall recommended to the appointing

authority the names of suitable candidates for appointment to

teaching or other posts.3. In case of posts of Professors, Associate Professor and Assistant

Professor to be filled in by promotion, the Vice Chancellor shall

draw up a list of eligible candidates and place it before the

Selection Board for recommendation of suitable candidate of the



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Syndicate.4. In case of administrative posts in Group A to be filled in by

promotion, the Vice Chancellor shall draw up a list of eligible

candidates to be placed before the Selection Board and

Syndicate subject to the performance of candidates alongwith the

seniority-cum fitness principal.5 In case of posts in Group B to be filled in y promotion, the

Registrar shall draw up a list of eligible candidates and place it

before the appointment committee, headed by the Vice

Chancellor for approval.6 The Competent Authority for appointment to a post shall also be

competent to grant a high initial pay to persons directly recruited

to a post in the service of the University or advance increment or

qualification allowance in accordance with the criteria to be laid

down by the Syndicate.7. A person serving in a recognized educational or research

institution, other than the University, may be appointed to an

equivalent or a higher post in the University on payment of such

deputation allowance in addition to the pay which may be

admissible to him in the parent body or as may be mutually

agreed upon between the University and the lending authority8. Without prejudice to the method of recruitment prescribed in the

schedule, appointment to all posts in the service of the University

shall be made by initial recruitment, contract or by deputation

with or without deputation allowance from any Government

department, local body, agency, national and international

organization or any other authority.9 From amongst the teaching and non-teaching staff of the Government

working in the University on deputation with or without deputationallowance:-

a) Such employees who want to be absorbed in the

University shall appear before the Selection Board or

appointment committee, as the case may be fordetermining their suitability for absorption in the

University education and



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b) Such employees who want to continue to work on

deputation, without deputation allowance on the

existing terms and conditions, shall not appear before

the Selection Board or Appointment Committee. Cases

for determining their suitability to continue to work on

deputation without deputation allowance shall be

judged by a special Selection Committee to be

constituted by the Syndicate

10 The Selection Board or Appointment Committee may

a) Recommended for the absorption of a member of

teaching and non-teaching staff of the Government in

the Service of the University in the same scale in which

he was working on the terms and conditions specified in

the schedule to these statues andb) Allow a Government servant to continue to work on

deputation without deputation allowance.

11 In case, in the opinion of the Selection Board or Appointment

Committee a member of teaching and non-teaching staff of the

Government working on deputation without deputation allowance

in the University is not considered suitable or the Service of the

University or his services are no more required by the University,

he shall be sent to the Government.

12 If considered necessary, in the interest of the University, a

person may be appointed by the Vice Chancellor on contract or

Lecturer or assignment basis on such terms and conditions as

may be determined by the Appointing Authority.

Executive Selection

Professional Selection

Job Analysis



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Design of Job Description Personnel Specification

Head Hunting

Overseas Recruitment

Undertaking or Assisting With Shortlisting

Designing Interview Items (Questions)

Designing and Weighting Candidate Assessment Form

Organizing and Running Country House Country House Weekend

Organizing and Running Assessment Centers

Providing Advice on All Aspects of Recruitment and Selection

Planning and Running Induction Programmes

Training in Recruitment and Selection

1.4 Quality Enhancement Cell (QEC)

To uplift the quality of education and research, GC University Faisalabad has

established a Quality Enhancement Cell (QEC) under the directions of

Chancellor/Governor and Higher Education Commission, Islamabad. QEC is

responsible for setting up of appropriate internal procedures for attaining

quality education and research standards.

4. INTRODUCTION OF MANAGEMENT OF GCUF

4.1 University Administration:

Sr.No.

Name Designation Department

1 Prof. Dr. Zakir Hussain Vice Chancellor VCs Secretariat

2 Mr. Safdar Abass Sipra OSD / PRO VCs Secretariat

3 Mr. Muhammad Aslam Ch.OSD / DirectorAdvance Studies

Directorate ofAdvance Studies

4 Mr. Muhammad Akram Registrar Registrar Office

5 Mr. Muhammad AyubDeputy Registrar(Estt.)

Registrar Office

6 Mr. Muhammad Asif Deputy Registrar(Personnel)

Registrar Office

7 Mr. Muhammad IrshadAssistant Registrar(General)

Registrar Office

8 Mr. Shahzad Asad KhanAssistant Registrar(Students Record)

Registrar Office

9 Ch. Taimur NawazCheema

Assistant Registrar(Estt.)

Registrar Office

10 Ms. Kiran Fatima Assistant Registrar Registrar Office



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(Estt.)

11 Ms. Saima ParveenAssistant Registrar(SFAO)

Registrar Office

12 Mr. Muhammad TariqAssistant Registrar(Personnel)

Registrar Office

13 Rana Tajammal HussainAssistant Registrar(Personnel)

Registrar Office

14Mr. Muhammad JawaidAslam Bajwa

Controller ofExamination

Controller Officer

15 Dr. Abdul GhafoorAdditionalController ofExaminations

Controller Office

16 Mr. Muhammad MannanDeputy Controllerof Examinations

Controller Office

17 Mr. Muhammad AsimIsmail Assistant Controllerof Examinations Controller Office

18 Mr. Usman NiazAssistant Controllerof Examinations

Controller Office

19 Ms. Farasat ShaheenAssistant Controllerof Examinations

Controller Office

20 Mr. Adnan SarwarAssistant Controllerof Examinations

Controller Office

21 Dr. Mushtaq-ul-Hassan Treasurer Treasurer Office

22 Ch. Abdul Sattar OSD (Finance) Treasurer Office23 Mr. Mazhar Waseem Deputy Treasurer Treasurer Office

24 Mr. Ateeq ur Rehman Khan PrincipalUniversity DegreeCollege

25 Mr. Jaweed Anjum Director DP & IC

26 Dr. Haq Nawaz Director Planning &Development

27Maj (Retd.) MuhammadTariq

Chief SecurityOfficer

Security Office

28 Capt. Ijaz Ahmed AdministrationOfficer (Security)

Security Office

29 Dr. Mubasher Niaz Director ResearchDirectorate ofResearch

30 Rana Muhammad YousafDirector StudentsAffairs

Directorate ofStudents Affairs

31Mr. Muhammad RafiqWalhla

Director Sports Sports Office

32 Dr. Misbah Ishtiaq Medical Officer UniversityDispensary

Faculty of Science and Technology

22 Prof. Dr. Muhammad Zuber CoordinatorFaculty of Scienceand Technology



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23 Dr. Abdul Jabbar Chairperson Chemistry

24 Mr. Attique Khan Shahid Chairperson Physics

25Prof. Dr. Ahmad SaeedBhatti

InchargeEnvironmentalSciences

26 Dr. Mubashir Niaz Chairperson Botany

27 Prof. Dr. Maqsood Ahmad Principal College of Pharmacy

28Mr. Muhammad AkramTahir

Chairperson Zoology

29 Dr. Shahid Nadeem Chairperson Bioinformatics

30 Mr. Jawaid Iqbal Chairperson Mathematics

31Mr. Muhammad ArshadJaved

Chairperson Statistics

Faculty of Art and Social Sciences

32Prof. Dr. Zulfaqar AliChughtai

Coordinator Social Sciences

33 Prof. Dr. Nighat Bhatti Chairperson Home Economics

34 Dr. Khalid Mehmood Incharge Applied Psychology

35 Dr. Shafqat Hussain Incharge Education

36 Mr. Mazhar Hayat Incharge English

37 Mr. Rashid Mahmood Incharge Applied Linguistics

38 Mr. Sibqat Ullah Tahir Chairperson Geography

39 Ms. Salma Umber Incharge Mass Communication

40Prof. Dr. Zulfiqar AliChughtai

Chairperson Pakistan Studies

41 Dr. Haq Nawaz Anwar Incharge Sociology

42 Mr. Shahid Anjum Incharge Fine Arts Fine Arts

Faculty of Management Sciences43 Mr. Shahid Tofail Incharge

BusinessAdministration

44 Mr. Waheed Liaqut Incharge MIM

45 Mr. Muhammad Ishtiaq Incharge Banking & Finance

46 Mr. Syed Afraz Gillani Incharge Public Administration

Faculty of Arts and Oriental Learning

47Prof. Dr. Muhammad Ishaq

Qureshi

CoordinatorFaculty of Islamic &

Oriental Learning48

Prof. Dr. Shaukat AliQamar

Chairperson Punjabi



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49 Dr. Ifzal Ahmad Anwar Chairperson Urdu

50 Dr. Ijaz Farooq Akram Chairperson Arabic

51 Mr. Muhammad Arshad Chairperson Economics

52 Mr. Ausaf ul Haq Chairperson Commerce

53 Dr. Mahfooz Ahmad Chairperson Islamic Studies

54Col. (R) Muhammad AfzalSipra

InchargeTelecommunication/Computer Sciences

Faculty of Law

55 Mr. Muhammad Mumtaz Incharge Law

2.2 ACADEMIC PROGRAMS

BA/BS (Honors)

(Four Years Bachelors Degree Programs)

The GC University, Faisalabad offers quality education thats why it has

initiated four years (Honors) Bachelors degree program in various disciplines

as per requirements of HEC and to achieve the international education

standard. The main purpose of this program is to provide students the well-

rounded education opportunities with expertise in their discipline of choice.

System and Structure

It is four years bachelor degree program and there are two semesters, i.e.

winter and spring, of 18 weeks duration, in an academic year. The students

complete the required course work in 8 semesters. They have the option of cut

off point after completing two years of their bachelors program but they will be

awarded a Bachelor Pass Degree only. Students would have the facility of

readmission in his/her 4 years bachelor program but he/she has to apply within

the prescribed period for re-admission, otherwise he/she will lose the right of

re-admission.

There is mid Semester test after eight weeks from the start of teaching of a

Semester and is conducted by the relevant Department. There is also a

summer session of 8 to 10 weeks duration as a part of an academic year and

will be optional. Students who wish to improve D, E and F grade (s) may

enroll in this session in the courses offered.

Benefits of 4 Years (Honors) Program:



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International standard degree

Research oriented

Career oriented

Internship opportunities in well reputed organization

Independent project formulation and simulation

Presentations and seminars

Leading to one year Masters Program

Job opportunities at BS 17 level

B.A/ BS (Honors) is offered in 24 discipline

1. Faculty of Science & TechnologyPhysics, Chemistry, Mathematics, Zoology, Botany, Environmental

Science, Bioinformatics, Pharm-D, Home Economics, Computer

Science, Statistics.

2. Faculty of Arts & Social Science

Education, Geography, Linguistics, Economics, Applied Psychology,

Fine Arts, English.

3. Faculty of Business & Administrative Sciences

Telecom Engineering, Business Administration, Banking & Finance

4. Faculty of Islamic & Oriental Learning

Islamic Studies

5. Faculty of Law

Law

Inter-Disciplinary StudiesUniversity offers various courses to the students of B.A /BS (Hons) programs

as Inter Disciplinary Courses (IDC) and it is compulsory for the students to opt

for two courses of IDC during their graduate programs. Inter-disciplinary

courses are a type of academic collaboration in which specialists drawn from

different academic disciplines work together in pursuit of common goals.

The management of GC University, Faisalabad is proud to initiate this

academic experience at the university, which is being run successfully. InterDisciplinary courses are designed to boost up the multidimensional knowledge

and awareness among the university students of varied disciplines on broad



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spectrum that will facilitate them to make not only their shining careers but also

to face the challenges of the time. To approach these aims and objectives;

competent, experienced and highly qualified faculty is offering their services.

Enlightening and dynamic syllabi have been designed to teach IDC in

Major Religions of the World

History of Science

History of Civilization

Classics of World Literature

Islam in the Modern World

Environmental Studies

Studies in Art And Culture

Globalization

M.A/M.S.C (Two or Three Years Master Degree Programs)

Since the establishment of the University, new courses in professional

and basic disciplines are being introduced. Presently university offers two

years degree program in 26 disciplines.

1. Faculty of Science & Technology

Botany, Chemistry, Industrial Chemistry, Computer Science,

Environmental Sciences, Home Economics, Mathematics, Physics,

Statistics, Zoology

2. Faculty of Arts & Social Science

Applied Psychology, Economics, Education, English, Geography, Mass

Communication, Pakistan Studies, Sociology.

3. Faculty of Business & Administrative Sciences

Banking & Finance, Business Administration, Commerce, Industrial

Management, Public Administration

4. Faculty of Islamic & Oriental Learning

Arabic, Islamic Studies, Urdu

5. Faculty of LawLaw



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Admission Policy Criteria

Admission to M.A/M.Sc in various subjects is being made according to the

schedule advertised in the leading newspapers. Admission is granted strictly in

accordance with the rules and policy of the university.

i. Admission will be open to both male and female candidates.

ii. The following shall be eligible for admission

a) Those who are not above 26 years of age on the last date of

receipt of applications

b) Obtained at least 45% marks in the aggregate

c) Obtained 45% marks in the subject in which admission is

being sought.

d) Age will be relaxed in special cases

iii. Credits for divisions obtained in the examinations i.e Matric,

Intermediate and BA/B.Sc are calculated according to the formula: (15

marks)

1st division 5 marks,

2nd division 3 marks,

3rd division 2 marks

iii. Hafiz Quran 20 marks

Admission Policy

Government College University, Faisalabad offers an enabling environment,

highly qualified faculty and diverse Graduate and Postgraduate programmes to

groom students for rewarding careers as specialists in a variety of challenging

fields. Students will experience a world- class education that provides an

excellent springboard for future careers. GCUF alumni have made a mark in

the country and abroad. Many of the students who studied here are now

leaders in their chosen fields. GCUF alumni share a passion to succeed,

discover and improve the word. The traditions continue as many more

students embark on a new academic year, forgoing their own paths towards

excellence. GC University is committed to impart quality education to the

students. In order to provide



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quality and equity by providing fair and valid assessment of the candidates, the

University will ensure admission on merit.

Twenty Six Bachelors (4-Year) Degree Programs are being offered in various

disciplines whereas Master (2-Year) Degree Programs are being taught in 27

subjects. The University is offering M.S/ M.Phil. Degree Programs in the

disciplines of Applied Linguistics, Pakistan Studies, Arabic, Islamic Studies,

Urdu, Botany, Chemistry, Environmental Science, Mathematics, Physics, and

Zoology whereas Ph.D Progrmmes have been initiated in the areas of

Environmental Sciences, Chemistry, Botany, Zoology, Urdu, Islamic Studies

and Arabic.

General Introduction of Graduate and Postgraduate Programs

Admission to various academic programs will be made according to the

schedule advertised by the University in the leading national

newspapers and on internet.

Admission is granted strictly on merit in accordance with the criteria set

by the University.

Admission will be open to both male and female candidates.

Merit will be determined by the concerned department as prescribed by

the University.

Admissions to M.S / M. Phil and Ph.D programs will be made as per

HEC policy.

Maximum age limits for Bachelor and Master Degree programs are 22

and 26 years respectively, however, it may be relaxed in special cases

by the Competent Authority.

Bachelor Degree Programs1. The minimum requirement for admission to those programs is F.A/F.Sc

or equivalent (to be determined by the Equivalence Committee.

2. The normal period of study covers 8 semesters spread over four years.

3. The minimum credit hours required for completion of program are 130.



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Master Degree Programs

1. The minimum requirement for admission to those programs is B.A/B.Sc

(old two-year program)/ 14 years of education or equivalent.

2. The normal period of study covers 4 semesters spread over two years.

3. The minimum credit hours required for the completion of the program

are 66.

4. Students are required to complete the required number of credits either

by coursework only or by coursework and a thesis of 6 or 8 credits

(equivalent to two optional courses of 3 or 4 credits each)

5. Students not opting for thesis will select two optional courses offered by

the department to complete their credits.

6. Students having completed all the required coursework with a minimum

of B-Grade will be eligible to write thesis.

7. Thesis will be evaluated by the examiners and defended by the

candidate according to the prescribed examination procedure.

M.S/M.Phil Degree Program1. The minimum requirement for the admission to these progrmmes is

M.A/M.Sc or B.A/B.S (H) or equivalent, that is 16 years of education.

2. Candidates must have earned at least C+ grade or equivalent in

graduate study to be eligible for admission to M.S/ M. Phil program.

3. Candidates must have passed GAT / GRE as prescribed by the

University.

4. The normal period of study covers 4 semesters spread over two years.

5. The students are required to take up compulsory and optional courses

during the first two semesters, while the remaining two semesters are

meant for research work, thesis writing and examinations.

6. Minimum credit hours required to complete coursework during first two

semesters are 24.

7. Research work/thesis will be considered equivalent to 12 credit hours.



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Ph. D Degree Program

1. Ph.D. Programs are research-based where a student will have to write

a thesis which must include his/her original research in the concerned

academic discipline.

2. Candidates must have passed GRE International after 2 years M. Phil

program to register for Ph.D.

3. Normal period of study is three to five years. Extension may be granted

by the competent authority in special cases.

4. The concerned department may require special / specific courses and a

qualifying examination from the students before they take up their

research work.

5. Candidates must have earned at least a B-Grade or equivalent in

MS /M. Phil to get enrolled for Ph. D degree.

Professional Degree Programs

Admission requirements for professional degree programs such as BTE, Law,

Pharm-D etc, have prescribed by the University separately.

M. Phil / Ph. D Program

Admission Policy

Sixteen years of schooling or 4 year education after F.A / F. Sc (130

credit hours) is compulsory for admission in M. Phil / MS Program leading to

Ph.D. A test equivalent to GRE test is necessary for admission to M. Phil / MS

leading to Ph.D. Before moving into the Ph. D program, candidates need to

complete 30 credit hours out of which 24 credit hours are reserved for course

work, which may lead to the award of M. Phil / MS / Equivalent Degree. The

minimum CGPA should be 3.00 or First Division in MS / M. Phil / Equivalent

Degree for admission into Ph.D.

Additional Ph. D level course work of, at least, 18 credit hours followed

by a comprehensive examination along with thesis defense is essential for the

award of Ph. D degree. Ph. D dissertation is evaluated by at least two experts

from technologically advanced countries. Acceptance / publication of at least

one research paper in an HEC approved journal is essential for the award of



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Ph. D degree. The maximum number of Ph. D students under the supervision

of a full time faculty member is normally 5 which may be increased to eight

under special circumstances in teaching departments. In research institutes

where the faculty is involved in full time research with low teaching work load,

the number of Ph. D students may be larger with the approval of the Higher

Education Commission. There should be at least 3 Ph. D Faculty members in

a department to launch a Ph. D program. However, in extraordinary cases,

even one Ph. D

Teacher could start a Ph. D program if justified properly and approved by

HEC.

Entry Test Requirements

GC University is committed to impart quality education to the students.

In order to provide quality and equity at the time of admission some

departments like BTE, Pharm-D, BBA, BBA (Banking and Finance), MBA,

MBA (Banking and Finance) and MBA (Industrial Management) MPA are

hiring the services of National Testing Service (NTS) for the academic year

2009.

2.3 Semester Regulation / System

GC University, Faisalabad has adopted semestersystem in all disciplines for

continuous, participative and interactive teaching learning opportunities and

assessment strategy.

Semester Schedule

There are three Semestersin an academic year.

Fall Semester 18 weeks (1st Week of Oct. to 1st Week of Feb)

Spring Semester 18 weeks (4th Week of Feb. to 1st Week of July)

Summer Semester 8 weeks (3rd Week of July to 4th Week of Sep)

Break up of Weeks

Classes = 8 Weeks

Mid-SemesterTest = 9th week

Classes = 8 weeks

Final SemesterTest = 18th week



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Course Registration

The office of the Registrar is the central administrative office responsible for

the registration of students, maintenance of the essential academic record till

the completion of the degree of the students. Students are required to register

the courses before the start of each semester. Course registration is allowed

only within the first week of the start of the semester.

Registration Process

The process consists of following steps:

1. Submission of original documents to the Chairman Departmental

Admission Committee/ faculty advisor for check up, scrutiny and

verification.

2. Allotment of student number by the Chairperson and permission for

depositing of fees and funds.

3. Clearance from Assistant Treasurer (Accounts) before depositing the

dues (except 1st Semester).

4. Deposit of fees and funds on prescribed fee voucher / Challan Form

in the account of GC University, Faisalabad.

5. Submission of bank receipt to the chairperson.

6. Filling up of registration card / form.

7. Submission of registration card / form to the chairperson for advice,

approval and signatures.

8. Collection of set of course registration forms from the main office of

the department to be submitted to the quarters concerned after filling

them up.

Re-registration Process

A student with Drop or Fail status in one course in 1 st Semester may

register with the permission of the Chairperson in relevant course in addition to

normal workload in 3rd Semester provided there is no clash in the class timings

with regular Semesterschedule. A student with Drop or Fail in 2nd Semester

may register, with the permission of Chairperson of Department in the relevant

course in addition to normal workload in 4 th Semester provided there is no

clash in the timing with regular Semesterschedule.

2.4 Course, Workload and Grade Point Average (GPA)

Requirements



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Total Number of courses for two-year Master Degree Program is16-

24 or 66 with 72 credit hours.

Regular students are normally required to carry the workload of

three to six courses during a semester.

Pass marks in a course are 45 percent.

Minimum Cumulative Grade Point Average (CGPA) for the award of

degree is 2.00 percent.

Whenever the GPA of a student falls below 2.30 he/she will be

advised to reduce his/her workload in next semester.

There will be a minimum of 54 credits course work and 12 credits

research work for science subjects. In the case of Arts (Humanities and

Social Sciences) a course on research methods will be offered to the

students in the third Semesterand a thesis/research project in the fourth

Semesterwith a minimum of 8 credit hours.

A course may range from one credit hour to four credit hours.

The minimum number of contact hours in a course will be 16 hours per

Semesterfor one credit hour course.

2.5 Assessment System

The teacher is responsible for the assessment of work/performance of the

students of his/her class and for the award of grades to them on the basis of

such assessment

The number and nature of tests and assignments depend on the nature of

course. However, there are two tests, mid Semesterand final Semestertests

in each course with the weight age as under:

Assessment Mode:

(a) Assignments = 15%

(b) Quizzes, Presentations, etc. = 10%

Mid SemesterTest = 25%

Final Semester Test = 50%

The final Semestertest covers the entire Semester course. There is no choice

in questions in the mid and final Semestertest papers.

Duration of Tests

The duration for various tests is as follows:



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Mid SemesterTest 1 hour during class period

Final semester Test Two to three hours during test week

Tests are held on consecutive days excluding holidays which means that no

gap is allowed between the papers.

Final Semester Test

There is a Final Semester Test at the end of the each semester. It covers all

subjects of the respective semester.Test is administered by the Departmental

Examination Committee through teacher concerned.

Comprehensive Examination

There is a comprehensive examination at the end of academic program. To

qualify this examination student have to secure a minimum of 50% marks.

Unfair Means Cases (UMC)

The teacher-in-charge report unfair mean cases to the

Chairperson/Director/Principal/Coordinator who places those before

Departmental Examination Committee/Special Discipline Committee for

Examination for necessary action under the rules.

Time Limit for the Completion of Degree

Time limit for the completion of the Masters degree is ordinarily two years

from the beginning of the first course counted towards the degree. But a

student repeating the course is treated as a special casual student. The time

limit for such a student is extendable up to a maximum of one year other then

normal degree period.

Departmental Examination Committee

This committee has proper role in supervising and evaluating the conduct of all

examinations in the department. The committee may comprise of following:

(i) Chairperson/Incharge of department (Convener).

(ii) Two faculty members of the department (one may be declared as

Departmental Controller, the other as Secretary of the Committee)

(iii) The teacher concerned may be co-opted in case of complaint of

a student

The Departmental Examination Committee will

1. Maintain all the record of the students from admission / registration to

declaration of result.



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2. Ensure the processes of Semester schedules, course descriptions &

credits, class attendance, departmental registrations etc according to the

policies of University.

3. Decide about students workload, area of specializations to be offered,

and requirement for CGPA in each semester.

4. Supervise and evaluate all the examinations conducted in the

department except comprehensive examination which will be externally

evaluated.

5. Appoint all the external examiners and supervisors of thesis in the

department with prior approval of Board of Studies (BOS) in that discipline.

6. Address and decide about students complaints/appeals regarding, the

incomplete cases, unfair means cases or grade award. The decision of

committee will be final, however the appeal against its decision may be made

to Semester committee.

7. Examine all problems regarding uniformity before declaration of results.

Semester Implementation Committee:

It includes Dean of Faculty, Deputy Registrar (Acad.), Controller of

Examination (or his representative) and 6 to 9 faculty members nominated by

the Vice Chancellor.

The Committee will:

1. Supervise and monitor the implementation of Semester system in the

University.

2. Provide services to the departments for understanding of Semester

system.

3. Support and facilitate the departments in converting their existing

system to Semester system.

4. Suggest or recommend any amendment in Semester regulation if

needed.

5. Provide collaboration in various departments for uniform orientation of

rules and regulations.

6. Consider and decide the appeals against the decision of Departmental

Examination Committee.

Office of the Controller of ExaminationsDepartment of Public Administration 33


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This office facilitates all departments for establishment of fair and transparent

Semester system in the University. It also notifies all the results after

compilation within four days from the date of submission of results by the

departments and implements Semesterrules and regulations.

2.6 FACILITIES TO THE STUDENTS

Fee Concession

The applications for fee concession have to be submitted on the

prescribed forms after the admission in the University and these forms will be

available from the Deputy and Assistant Registrar office. The signature of

father or guardian on the form is essential. Fee concession will be given to thefollowing students;

1. Deserving students

2. Teacher Son / Daughter

3. Brother / Sister Concession

4. Hafiz e Quran

The Project Director / Chairperson of the teaching Departments, Principals of

the Constituent Colleges are authorized to recommend fee concessions.

Scholarships

Merit Scholarship by the Government, Kila Gift, Quaid-e-Azam, Mora,

Hafiz-e-Quran, District Council, Chief Minister, Pakistan Bait-ul-Maal and

University Position Holders are available in this university. The deserving

Muslim students will be able to get stipends from Provincial Zakat Fund.

Interested students should get an eligibility proof from the elected

representative of the area and submit the application to the Zakat and UsherCommittee officer after getting it attested by the Deputy Registrar

(Academics). Higher Education Commission Islamabad is also providing Need

Based Scholarships like USAID for meritorious and needy students of

Pharmacy and Bioinformatics and Japanese Need Based Scholarships to the

students of Basic Sciences and Social Sciences at graduate level.



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Study TourStudent tours comprise a major part of the universitys recreational

activities and field work. Tours are conducted under the strict supervision of

university administration and jointly financed by the students and the

University.

Accommodation

The university, at present, has two hostels for boys and six hostels for

girls. In all the hostels, the residents are provided with the necessary facilities.

Internet facility is also provided in the hostels. The mess is run by students.

The seats of hostel are filled on merit. The students desirous of staying in the

hostels, are therefore, advised to submit their applications to the office of the

wardens of the hostels through the Chairpersons of their respective

departments.

Libraries

Library plays a vital role in the academic life of a university. The

fundamental role of the library being educational, it is not operated as a mere

storehouse of books, but as a dynamic instrument of education.

The University has more than one dozen departmental libraries along with

main library. Universitys main library has 60,000 text and reference books.

The collections of each library support not only every course in the curriculum

but also include general books, periodicals, publications, newspapers etc. Theadministration of the library is vested in the Library Committee, which is

responsible for its efficient management. The whole system is computerized

and online library service is available through a network.

Transport

When this college was upgraded to the status of university in 2002, it

attained enormous attraction of the residents of Faisalabad Division in

particular and all the four provinces in general. Initially, it had only two oldbuses as its transport means. With sharp increase in the number of students of

various disciplines, the demand of vehicles increased manifold.



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To cater for these transportation requirements, sufficient new vehicles

(heavy and light) have been purchased and included in the Transport squad.

Present strength of the University vehicles is given hereunder:-

Sr.No. Classification No. of Vehicles

1. Hino Buss 02

2. Bedford 02

3. Hino Coaster 02

4. Toyota Hiace 02

5. Toyota Hilux 01

6. Toyota Corolla 01

7. Honda City 01

8. Suzuki Cultus 17

9. Tractor Trolly 01

Total Number of Vehicles 29

Medical and Health Care Services

Consultation and advisory health services are available for the students.

A reasonably equipped dispensary, looked after by one qualified doctors 1

female and assisted by dispensers exists at the campus. Complicated cases

are referred to the specialists in the Allied Hospital and DHQ, Faisalabad.

Directorate of Students Affairs (DSA)

This office was assigned the task to work for the promotion of cultural

activities. In a short time span of four years DSA is successful in providing a

forum, with ten functional societies, to the students for the expression of their

recreational and literary activities. Involvement of students in co-curricular

activities on university and national level has shifted their focus from paying

attention to subversive or anti-cultural activities to a healthy attitude towards

their social responsibilities.

Life on campus for students, teaching and non-teaching staff is marked

with cultural functions and subject oriented lectures. Various seminars on

current national and international issues have also been arranged. Musical

evenings, Sham-e-Ghazal, theatrical performances by the students, debate

competitions, fun fairs and regular sports activities in the university keep our

students away from getting themselves involved in any antisocial or extremist



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activities. As a consequence, students have felt a sense of belonging and so

tend to disown anything which may destroy the congenial atmosphere they

cherish.

2.7 Student Counseling Centre

The University authorities established Student Counseling Centre at GC

University that is being run since two years under the umbrella of HEC. The

Counseling Center is a place where University students can receive

assistance for their study skills, career decisions, and a wide range of personal

problems such as relationship difficulties, anxiety, or depression.

Student Counseling Centre was launched by keeping the following objectives

in view:

1. To provide guidance to weak students on academic matters

2. To provide psychological support and counseling services

3. To explore job and internship opportunities for the University students

4. To provide guidance with regard to subject selection

Following cells have also been established under the umbrella of centre to

provide systematic and effective guidance to the students

1- Job Placement Bureau

2- Psychological Support Cell

3- Academic Counseling Cell

Students and alumni can take advantage of services available at Student

Counseling Centre for their career development and Internship opportunities.

The centre assists students and alumni with their career plans.

2.8 IT Infrastructure & Services

One of the primary objectives of the University is to facilitate the

students in both their educational and training activities relevant to computers

and IT. The University also provides basic IT services and facilities for the

entire faculty. It is the dire need of university to create an environment in which

the faculty and students can communicate and collaborate with each other and

shared academic experience by using the state of the art technologies.



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Servers

Latest technology and high speed servers are the backbone of the IT

framework within the University. Xeon servers with an excellent entry-level

multiprocessing which can take dual Xeon EM 64bit processors, and a

maximum of 8GB memory are used. These servers provide hot-swap hard

drive capability and PCI and provide the facilities of Internet, DNS, Routing,

User Authentication, SMTP & POP3 email services, workgroup application, file

and print share and much more.

Local Area Network

High speed 1000MBPS Fiber Optic cables are laid as the backbone of

the network, along with 100MBPS Fast Ethernet LAN with manageable and

intelligent switches to ensure fast and reliable communication throughout the

university. Students, faculty and staff members use the LAN and enjoy secure

communication resource sharing and online collaboration.

Computer Labs

More than 8 computer labs have been established in the university each

consisting of at least 25 high tech. computers. All the workstations are P-IV

with windows XP. Students of all the departments use the labs for their

educational and research purposes.

Faculty & Staff computers

Not just the students but the faculty and the staff members of the

University are mostly endowed with powerful P-IV systems which are the part

of the vast University LAN.

Internet Services

A 24/7 internet access to the internet is available within the university.A satellite downlink of 2MB with an uplink of 512KB is provided to have fast

internet access. GC University is the only university which has proved to the

HEC that its internet usage is much better and greater then any other Public

Sector University in Pakistan, for which the HEC has increased the bandwidth

and will increase it more if and only if the university shows greater and proper

usage.



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2.9 RELATIONSHIP WITH STAKEHOLDERS

Government College University has good relationship with its stakeholders are

the individuals who support an initiations in all matters. University has alsoorganized the different functions for the entertainment and other activities

related to the stakeholders.

University has also organized sports festivals and provides an Opportunity to

the participants to grow themselves at the international Level.

University always tries to provide up to date facility to the students so that they

can use their maximum potential with in the university premises.

Government College University is constricting some new buildings for the sake

of management of large flow of the incoming students.



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3.0 SWOT ANALYSIS3.0 SWOT ANALYSISSTRENGTHSSTRENGTHS

It is situated at the middle of the city, which is helpful

to public and easy assessable.

According to the requirements of the HEC Highly

qualified faculty are available in the Government

College University, Faisalabad.

All the administration staff has a great skilled, well

sophisticated according to the administration

requirements, and also has a vast experience indifferent administration fields.

According to HEC requirements every departments

must have some laboratories and every organization

which working related to the practical study, so in this

regard, Government College University, Faisalabad

have Latest laborites having up to date facilities.

Internet is a basis requirement for upto dated the

knowledge and fast and less expensive connect with

each other, so Government College University,

Faisalabad provided the fastest internet facility (DSL).

Like others Universities, so many problems created

due to bad environment in the University, and like

type of environment showing the negative image ofthe University, but against it Government College

University, Faisalabad have Controlled Environment

in this regard.

In class rooms, if proper environment is not provided

to the students of the University due to this reason the

students will not give proper attention to their study,

Government College University, Faisalabad has well



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furnished and Air conditioned class Rooms that

helpful to proper study.

Historical Background is a great edge / asset of the

organization, in this regard Government College

University, Faisalabad have a great, valuable and

reputable historical background, which is helpful to

increase the good will of the organization.

Government College University, Faisalabad provided

the better transportations facility to their students and

staff from University to home / hostels and home /

hostels to University.

WEAKNESSESWEAKNESSES

A great weakness in the Government College

University, Faisalabad that Delay in examination

results, which is so affected the career of the

students and upcoming semesters.

Due to Shortage of qualified Staff in the University

face many academic problems and visiting staff may

be hired which is so expensive and time pass job.

University takes the entire Hostel as rental building

and space of all hostels are short as compare the

numbers of the students, which is so burdenable for

the students at the time of studies and living in the

hostels. University located at the mid of the city and the

space of the University premises not so vast.

Moreover, University unable to spend the space in

the mid of city, so University Premises restricted to

increase the space.

Water is the basic need of every human being, but in

the Government College University, Faisalabad Poor



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water supply creates so many problems for students

and as well as staff of the University.

Account Branch always not takes a great tension in

the official work and accordingly so many bills paid

by the University after stipulated period, which is

caused the inefficiency of the University.

Huge amount of noise (transportation) from out side

the campus that create a lot of problems for students.

University has Rs. 147 million pending liabilities

which is great hurdle for upgrading the University.

`Due to insufficient funds the construction work so

effected and effetely stopped due to insufficient

balance.

Poor examination system also effected to count the

efficiency of the University.

Shortage of employees is a great problem for

University, always human power helpful for theimprovement of the any organization (GC University,

Faisalabad).

Computer labs are the basic needs of the students

but in Government College University, Faisalabad so

shortage of Computer Labs and laboratories.

Almost 70% employees appointed by the Competent

Authority on 6 month contract, which is a painful and

disturbing thing for employees of the University

Internet is the basic need of the University, but in

here internet not working properly and effectively.

Which is pain full to doing work regularly

Non-air conditioned class rooms

Lengthy process to solve the students / employeesproblems (through proper channels), which takes so

time and students so effected due to this reason.Department of Public Administration 43


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According to HEC requirement, Minimum 3 to 4 Ph.D

holder must be hired in every department, but in

Government College University, Faisalabad so

shortness of Ph.D teaching faculty

Retired Army Officers are appointed, which the great

cause is of creates new problems in the University

according to the army rules.

Some teachers exhibit updated content knowledge in

classroom

Few numbers of teachers not provide quick feedback

due to extra burden and great Credit Hour working in

the University.

Multimedia is not used in teaching and students feel

problem during the lecture, because university

located mid the city, and so noise of transportation.

Overhead projector is not used in teaching which the

cause of up-to-date the knowledge. Guidance and counseling services are not available

for students

Education loans are not available for students due to

this cause students feel problem in the study.

University education is not helpful in establishing own

business

Not personal/social development of students.

Communication skills of students are not developed

which is the caused at the time of professional life.

Ethical/moral values are not promoted in students

and some time students show to great

mismanagement which is the cause of inefficiency of

the University.



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Earlier, University given the scholarship to the 1st,

2nd and 3rd position holder students, but due to

shortage of funding University stopped the given

scholarship, which is so pain full all the eligible /

deserving students.

Problems of employees from BS-01 to BS-16 not

solved accordingly and not provide the working

environment, which is a great hurdle to employees

for doing work efficiently.

A huge mentally gap between employees of BS-01 to

BS-16 and BS-17 to above, which are showing the

un-satisfaction of the staff of BS-01 to BS-16.

OPPORTUNITIES

Only University in this area which is offering Degrees

in 32 disciplines and has great edge to compete with

other semi government Universities.

Faster increase in goodwill due to low fee structure

and located mid of the city where is any transportation

easy assessable

Having full support from the Government.

New programmes will be launched from time to time

which is so helpful to increase the university financial

situation.

The university will quite recently complete the

selection process of the new faculty members,

enhancing the opportunity potential of the institution.

THREATSTHREATS

Growing competition of the private and public sector

universities.

Financial Threats to meet the requirements of the

University.



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4. LEARNING AS AN EMPLOYEE

I have been working as Secretary to Vice Chancellor of this University

since 14-03-2007. I learned a lot from the institution how to;

Answer telephones and record messages, screens callers, relays

messages, and greets visitors for the Vice Chancellor

Input addresses for office mail

Develop weekly schedules for Vice Chancellor

Maintain office space and equipment

Assist the Vice Chancellor in all aspects of office procedures and

general requirements

Handle incoming and outgoing correspondence

Coordinate special projects and events, office activities and

committee meetings.

Maintains calendar, schedule of appointments and meeting

rooms.

Make travel and accommodation arrangements.

Maintain and balance Imp rest money

Complete and process payroll documents.

Locate and compiles information and format reports, graphs,

tables, records and other sources of information.

Maintain records through filing, retrieval, retention, storage,

compilation, coding, updating and destruction.

Transcribes correspondence from dictation.

Type routine correspondence and reports from dictation or

handwritten copy using personal computer.

Open, sorts and screens mail.

Pick up and delivers materials as required.

Operates office equipment such as photocopier, fax machine, and

calculator; coordinate the servicing of equipment.



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Operate personal computer to access e-mail, electronic calendars,

and other basic office support software.

Achieve the formal and informal departmental goals, standards,

policies and procedures which may include some familiarity withdepartments within the university/division and which sensitive to

the interrelationship of both people and functions within the

department.

Carry out duties and responsibilities with limited supervision. Make

decisions and establishes work priorities on essentially procedure-

oriented operations.

Direct the activities of staff or a function.

Exchange non-routine information using tact and persuasion as

appropriate with good oral and written communication skills.



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4.1 ACCOMPLISHMENTS

Working as Secretary to Vice Chancellor/Assistant Registrar (General)

in this University I have accomplished a number of targets. I have managed all

the working individually and under the kind guidance of my superiors. I also

have managed all office activities.

4.2 NEW KNOWLEDGE ACQUIRED

During my employment I learned how to manage the emergent tasks in

a university and also about handling of official affairs during various

ceremonies of different exhibition, seminars etc.

4.3 PROBLEMS ENCOUNTERED

Being a newly established university, the facilities are quite insufficient

as compare to ever increasing official working, this particular factor different in

timely completion of set targets. However, I have always tried my best to

overcome it and accomplish the assigned work priority within the stipulated

time frame.

4.4 IMPACT ON MY CAREER

Definitely this enriching experience has a very pleasant, strong and

favorable impact on my career. GCUF is a leading university in the city. It has

a great reputation in the local environment. My job in this organization is really

very beneficial for me, it has polished my personality, and I learned a lot of

thing from here. I have joined it as my career.

5. References

f d k
http://www.gcuf.edu.pk/http://www.gcuf.edu.pk/

final internship irshad

Documents