Human Resources Management OfEngro Foods Business Essay
The Human Resource department at Engro Foods (Pvt.) Limited spearheads the recruitment process to
ensure that the finest human resource is taken on board at Engro Foods. Resumes of candidates are
carefully filed and documented for current or future reference. The department, besides carrying out
succession planning, maintains and implements HR policies pertaining to employment, retention and
superannuation. Assessing training needs of employees and ensuring 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 start
contributing to it and to become accepted as part of its working community. For this reason the
company 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 the standard of
skill and knowledge required in the shortest practicable time.
The principle of early job responsibility is followed wherever the company can.
THE RECRUTMENT PROCESS
The recruitment process is taken very seriously. It is vital that Engro select people with qualities
essential for its continued success. Its human resource team is comprised of experience recruitment
professional with diverse backgrounds.
During the recruitment process objective view is taken and best practices are followed. Engro’s
recruitment methodology is based on examining capabilities or competencies. These capabilities are
sets of behavior skills and knowledge that can be determinants of job success and focus on the role
requirements. Thereby insuring consistency and accuracy in assessments and increasing the reliability of
the selection process.
The recruitment is different for two different categories of people. First is the Management Profession
and Technician and the second is Non Management Profession and Technician. There are seven
different division of Engro. All have separate HR departments which evaluate the candidates for
respective positions in their division
IDENTIFICATION OF NEED:
The first step is to check whether there is a requirement for new selection. If there is a new position to
be developed then COED checks for that. If an already existing position has become vacant due to any
reason, then the department notifies the Human Resource Department to place advertisement in the
After the identification of need, the Human Resource department places the advertisement in the
newspaper to call for resumes. The advertisement specifies the job description and the job specification.
· JOB DESCRIPTION:
These are the listing of duties as well as desirable qualifications for a particular job e.g. the
advertisement 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 position such 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, interests and
ambitions. It is the first stage of evaluation and the basic criteria for initial selection. The candidates
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 the resumes
of the people who have applied. In its evaluation the HR department checks the experience and the
qualities of the individual and matches them to the requirement of the job.
After the evaluation of the resumes the HR shortlists the candidates who have fulfilled the minimum
requirement of the job description and specification.
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 checked manually and is
done by the HR department.
The candidates who have successfully cleared the tests and have scored above than relevant mark are
then called for interview. The interview is conducted by four people, on executive and three managers.
All the four interviewers should preferably be from within the department but often that is not the case.
The purpose of the interviews is to check the person’s subjective skills which are difficult to measure
such as attitude, communication skills, abilities and personality. During the interview all four person
mark the candidate individually and then put forward a cumulative mark. These are 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 gives
recommendation to the HR manager regarding the interview of the candidate. The HR then conducts an
interview with the candidate where they decide the Grade scale of the candidate, the different benefits
and the pay scale.
After the terms of contract is agreed upon, the candidate is asked to have a medical test.
After the medical test, the candidate is referred back to the relevant department with the contract. 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 HR policies
pertaining to employees training, retention and superannuation. Assessing training needs of employees
and ensuring adequate training is also carried out by the professional HR team at Engro Foods. In year
2005, the Ministry of Industries and Production also established Olpers (Dairy Pakistan Company) on the
lines and the main objectives of the company is to promote training and skills development of human
resources associated with the dairy sector.
On-the-Job Development at Olpers:
The Engro foods company believes strongly that people grow and learn most effectively through
experience. Therefore, every opportunity is sought to try to develop an employee through work related
experience. Such development implies an expansion or stretching of abilities 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 and the supervisor. Candid discussion in all
employee interactions is encouraged and serves as an effective communication tool. Relative to other
dairy companies, Engro places a lot of emphasis on development of its technical resources also. This has
resulted in Engro being able to efficiently develop and implement large technological projects
Training and Education at Olpers:
The Engro Foods Company has a range of training programs, both core management and technical,
which are used on a regular basis to develop skill and knowledge. In addition ENGRO FOODS COMPANY
do need assessment of training programs and leads to inputs into the overall training plans of the
company to help them work towards realizing their full potential and then after that they do formularize
evaluation of those programs and also uses different Training methods for their employees which are as
Ø Continuous learning.
Ø Cross training
Ø Distance learning
Ø Multimedia training
Ø Near transfer training
Ø On-the-job training (OJT)
Ø Team leader training, etc
Alternatively, individuals may attend externally run programs and there may be cases where learning by
planned job experience is the best answer according to different circumstances within the company.
Employees contribution to assessing own training needs are welcomed as are 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.
Training and Resource Centre at Olpers:
Training and Resource Centre is the only teachers training facility in Ghotki district. Since its inception in
1999, more than 2500 teachers of Ghotki district have been trained at the centre. A team 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 USAID and(International
Youth Foundation’s) program – (Education and Employment Alliance). Sahara Welfare Society, a non-
profit voluntary organization managed by company employees at Daharki, runs a primary school,
vocational training school and a free clinic.
Engro Foods Company uses this HR Organizational model which basically describes the difference
between main HR actors in their company to makes sure, on the one hand, that the company acts in the
interests of employees by giving them opportunities to advance their careers; and on the other hand,
that employees bring as much value-added as possible during their stay in the company. There are two
different roles within the HR department of Engro Foods Company: the organizational ones and the
operational ones. The organizational roles of hr department of Engro Foods Company includes: Human
Resources management, including HR support to business and HR design & delivery and Legal
obligations including employee relations and well-being programs. The operational roles of hr
department of Engro Foods Company includes: People management, including company manager and
Personnel management, including industrial relations managers (HR local specialists) who maintain
relationships with other dairy’s HR specialist in order to remain competitive in this global world and to
sustain long-term growth for the company. Both roles are in fact involved in the HR process as far as
they are responsible for the day-to-day HR management in the Engro Foods Company.
COMPENSATION AND BENEFITS/ PERFORMANCE APPRAISALS:
The Company's Total Remuneration package is competitively aligned to the best in the industry and is
appropriately balanced between providing cash compensation and benefits, including, medical and
retirement benefits. The annual salary rewards are linked to employee performance. An Employee Share
Option Scheme operated by the Employees Trust offers new employees the opportunity to acquire
ownership in the Company.
The salary packages Engro foods offer its employees the highest remuneration package that’s far above
the industry average. And that's a major part of its compensation philosophy – to always keep
employees above their profile's market value. So be you an experienced professional or a fresher, at
Engro foods, you'll get the highest salaries ever.
On top of their highest salaries and outstanding benefits are their performance based bonuses. And its
performance gauge is very different. They don't base employee’s performance on defined targets - they
base it on a certain percentage of the top performers among you. So every quarter, the top 50%
performers qualify for bonuses.
At Engro Foods, they value quality human resource. Their employees lend the creativity and passion to
meet business challenges with bold new ideas. It offers unparalleled employee benefits, ranging from
medical, to financial and recreational. They want to keep their most important asset - their people -
healthy and happy.
Travelling and Subsistence Expenses:
All employees will be reimbursed for any travel and subsistence expenses incurred in the course of their
Each employee is entitled to a basic 23 days holiday per year. However, for some people this amount is
either too much or not enough. For this reason, all their employees have the flexibility to trade salary
and holiday. Employees can choose between 15 days and 30 days holiday per year, with the maximum
rising to 40 days per year after two years' service.
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 company's group personal
pension scheme, or to take a cash alternative. All employees are covered under Life Assurance from
their first day with Engro foods. The company contributes to the scheme and reviews its contributions
on a periodic basis, to ensure that these remain suitable, attractive and fair.
Permanent Health Insurance:
Engro Foods provides Permanent Health Insurance to all employees from their first day.
After six months' service, an employee can elect to join the company's VIP
To ensure employee participation and commitment to the system, the format draws heavily on the
employees own assessment of his job performance, training and developmental needs, career
aspirations and any other employee related item that needs to be addressed. Candid discussion in all
employee interactions is encouraged and serves as an effective communication tool. The system also
focuses on the employee's training needs and leads to inputs into the overall 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 its technical resources. This has resulted in Engro
being able to efficiently develop and implement
large technological projects successfully. To address future manpower needs of the company, employee
career and succession planning activities are undertaken on an annual basis. Engro values people with
passion, creativity, leadership, strong communication skills and the drive to deliver and compensates
them according to their relative performances. Engro Foods Limited carried out certain compensation
The reward management however is strictly performance driven and every opportunity is used to
reinforce the culture of reward for performance. To promote and strengthen a keenly competitive
environment within the organization for enhanced quality and productivity, en elaborate performance
assessment and employee development system has been institutionalized which by design forces
objectivity in employee appraisal against given dimensions of performance evaluation.
PROJECT HOPE TELEMEDICINE INITIATIVE:
The Project Hope Telemedicine initiative by Engro makes available doctors in no less than fifteen
medical specialties ranging from neonatology to cardiology on a daily basis - and free of cost, to the
communities. The project has provided online consultation by specialist doctors to about 1400 patients
Human Resource at Engro believes in learning by doing. Therefore adequate arrangements are made at
the organization to impart training to the staff. It can take the shape of internal (in-housetraining) or
external training depending on the specific need of the target audience. Staff is made to do things so
that they get a firsthand experience.
Engro Food is one of the few organizations that have through training contributed not only to the
employees but to the community at large. Social investment projects were organized and more than
1,30,000 people from a cross-section of society benefitted from it. The concept of a big organization
involved not only in producing excellent products like Olper but also involved in community welfare has
had a very positive impact on the image of Engro Food. All these factors helped Engro Food not only to
enter the market but capture 22% of the market is a very big achievement against any local or
international benchmark. It had to fight against an image of chemicals, fertilizers to that of quality milk,
not an easy transition, still they belief where there is a will there is a way. The result of effectively
managing human resources is an enhanced ability to attract and retain qualified employees who are
motivated to perform, and the results of having the right employees motivated to perform are
numerous. They include greater profitability, low employee turnover, high product quality, lower
production costs, and more rapid acceptance and implementation of corporate strategy. These results,
particularly if coupled with competitors who do not have thigh people motivated to perform, can create
a number of competitive advantages through human resource management practices.
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