Final Internship Irshad

Skills Development Strategies for the staff of University
(BS-01 to BS-16)
SUMMARY
This report has general information regarding the various departments
of 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

(BS-01 to BS-16)
ACKNOWLEDGEMENT
“No One Writes Alone” This report is not the result of individual efforts.
It’s 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

(BS-01 to BS-16)
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.

(BS-01 to BS-16)
The GCUF provides opportunities for student’s 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 student’s academic
growth.
Enrollment
The enrollment of the students at graduate and postgraduate level has
increased substantially since the establishment of the university.

(BS-01 to BS-16)
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 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 OF
UNIVERSITY (BPS-01 TO BPS-16)
Employee 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
(BS-01 to BS-16)
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 problems
often 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,

(BS-01 to BS-16)
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 them—and your company—up 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 can’t work like
regular employees. Regularize the employees is a great step for Skill
Development Strategy (BS-01 to BS-16).

(BS-01 to BS-16)
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 are
checked.
 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.

(BS-01 to BS-16)
 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.

(BS-01 to BS-16)
 Ensuring that disabled person are placed / appointed on an exact
seat.
1.6 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 planning
process 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.
(BS-01 to BS-16)
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.

(BS-01 to BS-16)
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 understand
the 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.

(BS-01 to BS-16)
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

(BS-01 to BS-16)
1.7 Forecasting HR Requirements

Forecasting 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 manager’s 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 the
future. 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.

(BS-01 to BS-16)
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.

(BS-01 to BS-16)
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-B
3. 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 B
4. The posts in Group A shall be filled in by the Syndicate on the
recommendations of the Selection Board except the posts of
Controller 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

(BS-01 to BS-16)
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 authority
8. 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 deputation
allowance:-
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 for
determining their suitability for absorption in the
University education and
(BS-01 to BS-16)
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 and
b) 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
(BS-01 to BS-16)
• 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. Name Designation Department
No.
1 Prof. Dr. Zakir Hussain Vice Chancellor VC’s Secretariat
2 Mr. Safdar Abass Sipra OSD / PRO VC’s Secretariat
OSD / Director Directorate of
3 Mr. Muhammad Aslam Ch.
Advance Studies Advance Studies
4 Mr. Muhammad Akram Registrar Registrar Office
Deputy Registrar
5 Mr. Muhammad Ayub Registrar Office
(Estt.)
Deputy Registrar
6 Mr. Muhammad Asif Registrar Office
(Personnel)
Assistant Registrar
7 Mr. Muhammad Irshad Registrar Office
(General)
Assistant Registrar
8 Mr. Shahzad Asad Khan Registrar Office
(Students Record)
Ch. Taimur Nawaz Assistant Registrar
9 Registrar Office
Cheema (Estt.)
10 Ms. Kiran Fatima Assistant Registrar Registrar Office
(BS-01 to BS-16)
(Estt.)
Assistant Registrar
11 Ms. Saima Parveen Registrar Office
(SFAO)
Assistant Registrar
12 Mr. Muhammad Tariq Registrar Office
(Personnel)
Assistant Registrar
13 Rana Tajammal Hussain Registrar Office
(Personnel)
Mr. Muhammad Jawaid Controller of
14 Controller Officer
Aslam Bajwa Examination
Additional
15 Dr. Abdul Ghafoor Controller of Controller Office
Examinations
Deputy Controller
16 Mr. Muhammad Mannan Controller Office
of Examinations
Mr. Muhammad Asim Assistant Controller
17 Controller Office
Ismail of Examinations
Assistant Controller
18 Mr. Usman Niaz Controller Office
of Examinations
19 Ms. Farasat Shaheen Controller Office
of Examinations
20 Mr. Adnan Sarwar Controller Office
of Examinations
21 Dr. Mushtaq-ul-Hassan Treasurer Treasurer Office
22 Ch. Abdul Sattar OSD (Finance) Treasurer Office
23 Mr. Mazhar Waseem Deputy Treasurer Treasurer Office
University Degree
24 Mr. Ateeq ur Rehman Khan Principal
College
25 Mr. Jaweed Anjum Director DP & IC
Planning &
26 Dr. Haq Nawaz Director
Development
Maj (Retd.) Muhammad Chief Security
27 Security Office
Tariq Officer
Administration
28 Capt. Ijaz Ahmed Security Office
Officer (Security)
Directorate of
29 Dr. Mubasher Niaz Director Research
Research
Director Students Directorate of
30 Rana Muhammad Yousaf
Affairs Students Affairs
Mr. Muhammad Rafiq
31 Director Sports Sports Office
Walhla
University
32 Dr. Misbah Ishtiaq Medical Officer
Dispensary
Faculty of Science and Technology
Faculty of Science
22 Prof. Dr. Muhammad Zuber Coordinator
and Technology
(BS-01 to BS-16)
23 Dr. Abdul Jabbar Chairperson Chemistry
24 Mr. Attique Khan Shahid Chairperson Physics
Prof. Dr. Ahmad Saeed Environmental
25 Incharge
Bhatti Sciences
26 Dr. Mubashir Niaz Chairperson Botany
27 Prof. Dr. Maqsood Ahmad Principal College of Pharmacy
Mr. Muhammad Akram
28 Chairperson Zoology
Tahir
29 Dr. Shahid Nadeem Chairperson Bioinformatics
30 Mr. Jawaid Iqbal Chairperson Mathematics
Mr. Muhammad Arshad
31 Chairperson Statistics
Javed
Faculty of Art and Social Sciences
Prof. Dr. Zulfaqar Ali
32 Coordinator Social Sciences
Chughtai
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
Prof. Dr. Zulfiqar Ali
40 Chairperson Pakistan Studies
Chughtai
41 Dr. Haq Nawaz Anwar Incharge Sociology
42 Mr. Shahid Anjum Incharge Fine Arts Fine Arts
Faculty of Management Sciences

Business
43 Mr. Shahid Tofail Incharge
Administration
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
Prof. Dr. Muhammad Ishaq Faculty of Islamic &
47 Coordinator
Qureshi Oriental Learning
Prof. Dr. Shaukat Ali
48 Chairperson Punjabi
Qamar

(BS-01 to BS-16)
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
Col. (R) Muhammad Afzal Telecommunication/
54 Incharge
Sipra Computer Sciences
Faculty of Law
55 Mr. Muhammad Mumtaz Incharge Law
2.2 ACADEMIC PROGRAMS

BA/BS (Honors)
(Four Years Bachelor’s Degree Programs)
The GC University, Faisalabad offers quality education that’s why it has
initiated four years (Honors) Bachelor’s 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:

(BS-01 to BS-16)
• 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 & Technology
Physics, 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 Studies
University 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. Inter
Disciplinary courses are designed to boost up the multidimensional knowledge
and awareness among the university students of varied disciplines on broad
(BS-01 to BS-16)
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 Law
Law

(BS-01 to BS-16)
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

(BS-01 to BS-16)
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 Programs
1. 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.

(BS-01 to BS-16)
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 Program

1. 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.

(BS-01 to BS-16)
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

(BS-01 to BS-16)
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 semester system in all disciplines for
continuous, participative and interactive teaching learning opportunities and
assessment strategy.
Semester Schedule
There are three Semesters in 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-Semester Test = 9th week
Classes = 8 weeks
Final Semester Test = 18th week

(BS-01 to BS-16)
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 1st 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 Semester schedule. A student with “Drop” or Fail in 2 nd 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 Semester schedule.
2.4 Course, Workload and Grade Point Average (GPA)
Requirements
(BS-01 to BS-16)
• 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 Semester and a thesis/research project in the fourth
Semester with 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

Semester for 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 Semester and final Semester tests
in each course with the weight age as under:
Assessment Mode:
(a) Assignments = 15%
(b) Quizzes, Presentations, etc. = 10%
Mid Semester Test = 25%
Final Semester Test = 50%
The final Semester test covers the entire Semester course. There is no choice
in questions in the mid and final Semester test papers.
Duration of Tests
The duration for various tests is as follows:

(BS-01 to BS-16)
Mid Semester Test 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 Master’s 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.

(BS-01 to BS-16)
2. Ensure the processes of Semester schedules, course descriptions &
credits, class attendance, departmental registrations etc according to the
policies of University.
3. Decide about student’s 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 student’s 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 Examinations
(BS-01 to BS-16)
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 Semester rules 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 the
following 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 Usher
Committee 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.

(BS-01 to BS-16)
Study Tour
Student tours comprise a major part of the university’s 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. University’s 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. The
administration 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 old
buses as its transport means. With sharp increase in the number of students of
various disciplines, the demand of vehicles increased manifold.
(BS-01 to BS-16)
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

(BS-01 to BS-16)
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.

(BS-01 to BS-16)
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.

(BS-01 to BS-16)
Website & e-mail
GC University has its own website which is updated on regular basis
with news, information, and events. Recently the website was revamped and
given a modern look. Efforts are being made to make the website dynamic.
Recently all the faculty members have been provided with their own personal
University email addresses, so that they can communicate with any one
outside the university with authority. Soon the students would also be given
with their own personal email addresses.
Digital library
To facilitate research in the University HEC has provided access to the
digital library. A program to provide researchers within public and private
universities in Pakistan, and non-profit research and development
organizations with access to international scholarly literature based on electric
delivery, providing access to high quality journals, databases and articles
across a wide range of disciplines. Further more; the University has
established its own digital library to facilitate the students. This library has vast
range of e-books, downloadable software, virtual lectures, IELTS and GRE
preparation material, encyclopedia etc.
PARKING FACILITY
The University provides parking facilities to the students and staff. The
students who wish to benefit from the parking facility for their cars/motor bikes
and cycles may contact In-charge security for parking arrangements.

(BS-01 to BS-16)
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 also
organized 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.

(BS-01 to BS-16)
3.0 SWOT ANALYSIS

STRENGTHS
• 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 in
different 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 of
the 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

(BS-01 to BS-16)
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.
WEAKNESSES
• 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

(BS-01 to BS-16)
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 the
improvement 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 / employees
problems (through proper channels), which takes so
time and students so effected due to this reason.
(BS-01 to BS-16)
• 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.

(BS-01 to BS-16)
• 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.
THREATS
• Growing competition of the private and public sector
universities.
• Financial Threats to meet the requirements of the
University.
(BS-01 to BS-16)
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.
(BS-01 to BS-16)
 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 with
departments 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.

(BS-01 to BS-16)
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
www.gcuf.edu.pk
www.google.com
www.management.helpingnotes.com

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Final Internship Irshad

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Skills Development Strategies for the staff of University

Department of Public Administration 1

Mr. Muhammd Irshad

Department of Public Administration 2

The journey of Government College University, Faisalabad (GCUF)

Department of Public Administration 3

1.1 Milestones in University Journey

Department of Public Administration 4

1.3 Human Resource Development Centre

Develop New Managers

Department of Public Administration 6

Regularize the Employees from BS-01 to BS-16

Department of Public Administration 7

1.5 HRM POLICY

Department of Public Administration 8

 No relaxation of qualification, experience and age granted except

Department of Public Administration 9

1.6 HRP Process

Human Resource Planning Process

The term human resource management has replaced personnel

Department of Public Administration 11

Steps in the Human Resource Planning Process

Department of Public Administration 12

3. Forecasting Human Resource Demand

Department of Public Administration 13

1.7 Forecasting HR Requirements

Department of Public Administration 14

Department of Public Administration 15

4 Employee Recruitment & Selection.

1. The nomenclature of posts, the minimum qualifications required

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

Department of Public Administration 16

a) Such employees who want to be absorbed in the

10 The Selection Board or Appointment Committee may

a) Recommended for the absorption of a member of

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

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

1.4 Quality Enhancement Cell (QEC)

4. INTRODUCTION OF MANAGEMENT OF GCUF

42 Mr. Shahid Anjum Incharge Fine Arts Fine Arts

Faculty of Management Sciences

Department of Public Administration 21

2.2 ACADEMIC PROGRAMS

Department of Public Administration 22

• Job opportunities at BS – 17 level

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

• Major Religions of the World

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

Department of Public Administration 24

Admission Policy Criteria

Department of Public Administration 25

Department of Public Administration 26

Master Degree Programs

M.S/M.Phil Degree Program

Department of Public Administration 27

Professional Degree Programs

M. Phil / Ph. D Program

Department of Public Administration 28

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

Entry Test Requirements

2.3 Semester Regulation / System

Department of Public Administration 29

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

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