Engro foods corporation limited pakistan assingment of mansoor
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Engro foods corporation limited pakistan assingment of mansoor Document Transcript

  • 1. Engro Foods Corporation limited PakistanEngro stands for “energy for growth. From inception, Engro is a legacy ofcontinuous growth, new challenges and fulfilled promises. From fertilizers to dairyproducts, business solutions to PVC resin, power generation to commodity trade,at Engro their ambition is to become the premier Pakistani enterprise with aglobal reach.Engro Corporation is one of the leading Pakistani business conglomerateswith stakes in the fertilizer, food, power generation, petrochemicals, automationand terminal storage industries. Having had undergone an employee led buyout in1992 it has expanded phenomenal in the past two decades. As a holding companyits subsidiaries include:Engro Fertilizers LimitedEngro Foods LimitedAvanceon LimitedEngroPowerGen LimitedEngro Polymers and Chemicals LimitedEngroVopak Limited
  • 2. DepartmentsAdministrationFinance &AccountMarketingMilkProcurementManager Plant Manager procurementManager Q.C Manager PurchaseQuality AssuranceOfficerLogistics OfficerHumanResourceQualityAssuranceSupplyChainENGRO’S Departmental CHART:
  • 3. Human Resources Management of Engro FoodsThe Human Resource department at Engro Foods (Pvt.) Limited spearheads the recruitmentprocess to ensure that the finest human resource is taken on board at Engro Foods. Resumes ofcandidates are carefully filed and documented for current or future reference. The department,besides carrying out succession planning, maintains and implements HR policies pertaining toemployment, retention and superannuation. Assessing training needs of employees andensuring adequate training is also carried out by the professional HR team at Engro Foods.The company believes that the best way to become integrated into their organization is to startcontributing to it and to become accepted as part of its working community. For this reason thecompany concentrates on:Placing an employee in an initial job which starts to use strengths and matches stated interests.Providing an orientation program which helps understand the Company and its Environment.Introducing an employee early in the career to the people development system and giving him/her feedback on own performance from the first year.In cases where traineeships are provided, these are designed to bring employee up to thestandard of skill and knowledge required in the shortest practicable time.The principle of early job responsibility is followed wherever the company can.THE RECRUTMENT PROCESSThe recruitment process is taken very seriously. It is vital that Engro select people with qualitiesessential for its continued success. Its human resource team is comprised of experiencerecruitment professional with diverse backgrounds.During the recruitment process objective view is taken and best practices are followed. Engro’srecruitment methodology is based on examining capabilities or competencies. Thesecapabilities are sets of behavior skills and knowledge that can be determinants of job successand focus on the role requirements. Thereby insuring consistency and accuracy in assessmentsand increasing the reliability of the selection process.The recruitment is different for two different categories of people. First is the ManagementProfession and Technician and the second is Non-Management Profession and Technician.There are seven different division of Engro. All have separate HR departments which evaluatethe candidates for respective positions in their division
  • 4. IDENTIFICATION OF NEED:The first step is to check whether there is a requirement for new selection. If there is a newposition to be developed then COED checks for that. If an already existing position has becomevacant due to any reason, then the department notifies the Human Resource Department toplace advertisement in the newspapers.ADVERTISEMENT:After the identification of need, the Human Resource department places the advertisement inthe newspaper to call for resumes. The advertisement specifies the job description and the jobspecification.JOB DESCRIPTION:These are the listing of duties as well as desirable qualifications for a particular job e.g. theadvertisement also specifies number of years’ worth of experience to apply for the job.JOB SPECIFICATIONS:These are the characteristics and the abilities required from a person to work in that positionsuch as leadership and teamwork qualities or command over English.APPLICATION FORM SUBMISSION OF RESUME:Application forms enable the candidates to present a complete picture of their talents, interestsand ambitions. It is the first stage of evaluation and the basic criteria for initial selection. Thecandidates must present a resume which makes the person stand out.EVALUATION OF RESUME:After the resumes of hopeful candidates have been received, the HR department checks all theresumes of the people who have applied. In its evaluation the HR department checks theexperience and the qualities of the individual and matches them to the requirement of the job.SHORT LISTING:After the evaluation of the resumes the HR shortlists the candidates who have fulfilled theminimum requirement of the job description and specification.TEST:The test is conducted by the HR department. In the test the managers check the IQ level,English Composition and Logic. The duration of the test is exactly one hour. The test is checkedmanually and is done by the HR department.
  • 5. INTERVIEW:The candidates who have successfully cleared the tests and have scored above than relevantmark are then called for interview. The interview is conducted by four people, on executive andthree managers. All the four interviewers should preferably be from within the department butoften that is not the case.The purpose of the interviews is to check the person’s subjective skills which are difficult tomeasure such as attitude, communication skills, abilities and personality. During the interviewall four person mark the candidate individually and then put forward a cumulative mark. Theseare the marks against which different candidates are differentiated.RECOMMENDATION TO HUMAN RESOURCE DEPARTMENT:Following the interview the employee of the particular department goes to the HR and givesrecommendation to the HR manager regarding the interview of the candidate. The HR thenconducts an interview with the candidate where they decide the Grade scale of the candidate,the different benefits and the pay scale.MEDICAL:After the terms of contract is agreed upon, the candidate is asked to have a medical test.HIRING:After the medical test, the candidate is referred back to the relevant department with thecontract. If the department agrees upon it, then the candidate is hired.TRAINING AND DEVELOPMENT MODEL:The HR department, besides carrying out Succession planning maintains and implements HRpolicies pertaining to employees training, retention and superannuation. Assessing trainingneeds of employees and ensuring adequate training is also carried out by the professional HRteam at Engro Foods. In year 2005, the Ministry of Industries and Production also establishedOlpers (Dairy Pakistan Company) on the lines and the main objectives of the company is topromote training and skills development of human resources associated with the dairy sector.
  • 6. On-the-Job Development at Olpers:The Engro foods company believes strongly that people grow and learn most effectivelythrough experience. Therefore, every opportunity is sought to try to develop an employeethrough work related experience. Such development implies an expansion or stretching ofabilities or aptitudes. It has to be based on the knowledge, skills, and aspirations within oneself.This form of development needs to be understood and actively supported by the employee andthe supervisor. Candid discussion in all employee interactions is encouraged and serves as aneffective communication tool. Relative to other dairy companies, Engro places a lot of emphasison development of its technical resources also. This has resulted in Engro being able toefficiently develop and implement large technological projects successfully.Training and Education at Olpers:The Engro Foods Company has a range of training programs, both core management andtechnical, which are used on a regular basis to develop skill and knowledge. In addition ENGROFOODS COMPANY do need assessment of training programs and leads to inputs into the overalltraining plans of the company to help them work towards realizing their full potential and thenafter that they do formularize evaluation of those programs and also uses different Trainingmethods for their employees which are as follows:Ø Continuous learning.Ø Cross trainingØ Distance learningØ Multimedia trainingØ Near transfer trainingØ On-the-job training (OJT)Ø Team leader training, etcAlternatively, individuals may attend externally run programs and there may be cases wherelearning by planned job experience is the best answer according to different circumstanceswithin the company. Employees contribution to assessing own training needs are welcomed asare the suggestions for suitable programs. To address future manpower needs of the company,employee career, training and succession planning activities are undertaken on an annual basis.
  • 7. Training and Resource Centre at Olpers:Training and Resource Centre is the only teachers training facility in Ghotki district. Since itsinception in 1999, more than 2500 teachers of Ghotki district have been trained at the centre. Ateam of 4 full time PDTs carryout general and subject specific training sessions.Sahara Welfare Society:The reach of vocational training program was increased with co-funding of USAIDand(International Youth Foundation’s) program – (Education and Employment Alliance). SaharaWelfare Society, a non-profit voluntary organization managed by company employees atDaharki, runs a primary school, vocational training school and a free clinic.HR MODELEngro Foods Company uses this HR Organizational model which basically describes thedifference between main HR actors in their company to makes sure, on the one hand, that thecompany acts in the interests of employees by giving them opportunities to advance theircareers; and on the other hand, that employees bring as much value-added as possible duringtheir stay in the company. There are two different roles within the HR department of EngroFoods Company: the organizational ones and the operational ones. The organizational roles ofhr department of Engro Foods Company includes: Human Resources management, including HRsupport to business and HR design & delivery and Legal obligations including employeerelations and well-being programs. The operational roles of hr department of Engro FoodsCompany includes: People management, including company manager and Personnelmanagement, including industrial relations managers (HR local specialists) who maintainrelationships with other dairy’s HR specialist in order to remain competitive in this global worldand to sustain long-term growth for the company. Both roles are in fact involved in the HRprocess as far as they are responsible for the day-to-day HR management in the Engro FoodsCompany.COMPENSATION AND BENEFITS/ PERFORMANCE APPRAISALS:The Companys Total Remuneration package is competitively aligned to the best in the industryand is appropriately balanced between providing cash compensation and benefits, including,medical and retirement benefits. The annual salary rewards are linked to employeeperformance. An Employee Share Option Scheme operated by the Employees Trust offers newemployees the opportunity to acquire ownership in the Company.
  • 8. Highest Salaries:The salary packages Engro foods offer its employees the highest remuneration package that’sfar above the industry average. And thats a major part of its compensation philosophy – toalways keep employees above their profiles market value. So be you an experiencedprofessional or a fresher, at Engro foods, youll get the highest salaries ever.Gain Sharing:On top of their highest salaries and outstanding benefits are their performance based bonuses.And its performance gauge is very different. They dont base employee’s performance ondefined targets - they base it on a certain percentage of the top performers among you. Soevery quarter, the top 50% performers qualify for bonuses.Benefits:At Engro Foods, they value quality human resource. Their employees lend the creativity andpassion to meet business challenges with bold new ideas. It offers unparalleled employeebenefits, ranging from medical, to financial and recreational. They want to keep their mostimportant asset - their people - healthy and happy.Travelling and Subsistence Expenses:All employees will be reimbursed for any travel and subsistence expenses incurred in the courseof their duties.Holiday:Each employee is entitled to a basic 23 days holiday per year. However, for some people thisamount is either too much or not enough. For this reason, all their employees have theflexibility to trade salary and holiday. Employees can choose between 15 days and 30 daysholiday per year, with the maximum rising to 40 days per year after two years service.Car Allowance:For consulting positions a car allowance is included in the package.Pension and Life Assurance:After three months service, every employee has the option to join the companys grouppersonal pension scheme, or to take a cash alternative. All employees are covered under LifeAssurance from their first day with Engro foods. The company contributes to the scheme andreviews its contributions on a periodic basis, to ensure that these remain suitable, attractiveand fair.
  • 9. Permanent Health Insurance:Engro Foods provides Permanent Health Insurance to all employees from their first day.Health Scheme:After six months service, an employee can elect to join the companys VIPPrivate healthTo ensure employee participation and commitment to the system, the format draws heavily onthe employees own assessment of his job performance, training and developmental needs,career aspirations and any other employee related item that needs to be addressed. Candiddiscussion in all employee interactions is encouraged and serves as an effective communicationtool. The system also focuses on the employees training needs and leads to inputs into theoverall training plans of the company to help them work towards realizing their full potential.Relative to other chemical companies, Engro places a lot of emphasis on development of itstechnical resources. This has resulted in Engro being able to efficiently develop and implementLarge technological projects successfully. To address future manpower needs of the company,employee career and succession planning activities are undertaken on an annual basis. Engrovalues people with passion, creativity, leadership, strong communication skills and the drive todeliver and compensates them according to their relative performances. Engro Foods Limitedcarried out certain compensation and performanceAPPRAISAL PROJECTS:REWARD MANAGEMENT:The reward management however is strictly performance driven and every opportunity is usedto reinforce the culture of reward for performance. To promote and strengthen a keenlycompetitive environment within the organization for enhanced quality and productivity, enelaborate performance assessment and employee development system has beeninstitutionalized which by design forces objectivity in employee appraisal against givendimensions of performance evaluation.PROJECT HOPE TELEMEDICINE INITIATIVE:The Project Hope Telemedicine initiative by Engro makes available doctors in no less thanfifteen medical specialties ranging from neonatology to cardiology on a daily basis - and free ofcost, to the communities. The project has provided online consultation by specialist doctors toabout 1400 patients to date