Browsing by Author "Muhammad Azam"

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    Design and development of solar water desalination system using nano particles
    (UMT Lahore, 2021-08) Muhammad Azam; Muhammad Usama Ashraf; Moeez-ul-Hassan
    This paper explores in detail the working and design of the parabolic trough collector (PTC), solar still (SS) and flat plate collector (FPC) with or without the usage of Nano particles. All these three devices are connected one after another and stores solar energy from sun light. In this paper the results of productivity have been observed for each Component of system separately. They are also connected for re circulation. Water depth of saline water is kept at 40mm while these experiments occur in summer seasons or hot climates. The result of overall production rate is 0.365Lm-2h-1 when all devices are working together and no Nano particles have been added. Production rate is further increased with nano particles (e.g. 0.446Lm-2h-1with). Productivity increased with 20.99% using with FPC-PTC-SS.
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    “Effects of stitching faults on productivity & Their remedies in denim (bottom wear)”
    (UMT Lahore, 2008) Ghazanfar Bukhari; Muhammad Azam
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    Frustration intolerance, self-competitiveness and risk taking behaviors in youth
    (UMT Lahore, 2021) Muhammad Azam; Muhammad Usman Afzal; Muhammad Aliem
    The purpose of the study was to find out the relationship between Frustration-Intolerance, Self-Competitiveness and Risk-taking behavior in youth. It was hypothesized that, (a) there is likely to be a positive relationship between self-competitiveness and risk-taking behaviors in youth, (b) Frustration intolerance is positively correlated to risk taking behavior among youth and (c) there is likely to be gender differences in terms of frustration intolerance, self-competitiveness and risk-taking behaviors in youth. The study included 105 students from university of management and technology, Lahore. Pearson Product-Moment correlation was applied to analyze the data. The results indicated that frustration intolerance and self-competitiveness were positively correlated to risk taking behaviors among youth. There were no significant gender differences in terms of frustration intolerance, self-competitiveness and risk-taking behaviors in youth.
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    Khandani mansuba bandi ki targheeb o tasheer
    (UMT Lahore, 2019) Muhammad Azam
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    Recruitment and selection with the lens of HRIS Submitted by
    (University of Management and Technology Lahore, 2015) Samiya Kamran; Muhammad Azam
    PACKAGES Ltd. is a leading packaging company of Pakistan. We were given an opportunity to work with hr. department in such prestigious organization. While analyzing their Hr. Department as we came across that giant like PACKAGES Ltd does not have its own recruitment and selection system due to which they are facing increase in turnover rate. They mostly rely on third party recruiters and employee referrals. All the record of recruitment and termination is manual. This report is about conversion of manual recruitment system to online recruitment and personal recruitment system. The primary goal is to develop a system for their new built Hr. department to control the turnover rate which is increasing every year. During this report we have analyzed the present system of recruitment on the basis of information we were provided with. We have tried our best to provide them with an appropriate solution by designing the sophisticated online hiring process. Methods we have used to collect information about the turnover rate, reasons and effects of turnover, are observation, interviews, questioners, competitive analysis, surveys and manuals provided by HR department of packages to us. We have also reviewed the literature including articles and reports regarding Turnover Rate, Talent Management and Employee Retention and Online staffing for further enlighten of our idea. This project will provide the entire necessary components which are compulsory for designing a system. This will help them to adopt the correct methods of recruitment and selection. This will also improve the efficiency and effectiveness of the whole process of R&S in terms of attracting and hiring best fit. Hopefully this will provide a foundation to convert other HR practices, which are still being done manually, to online.