Engro Foods (EFL) faces competition from established dairy brands Milk Pak and Haleeb Foods in Pakistan. Milk Pak has around 40% market share as the pioneer of packaged milk since 1981. Haleeb Foods introduced blue tetra packs in 1986. In 2006, the dairy milk category was growing 20% annually and dominated by Milk Pak and Haleeb. EFL launched Olper's milk in 2006 with a massive advertising campaign featuring celebrities. Olper's differentiated itself from competitors with modern branding and positioning itself as a premium "All Purpose Milk" for various occasions. By 2008, Olper's achieved around 22% market share, making it the fastest growing milk brand in Pakistan and challenging the dominance of Milk Pak and Hale
This document discusses the training and development program at Tajshree Honda. It begins with an introduction to human resource management and definitions of training and development. It then provides background on Tajshree Honda and states the objectives and hypothesis of studying its training and development program. The next sections cover theoretical perspectives on training and development, different types of training, and development. It then analyzes data collected from employee surveys on the training program. Finally, it discusses conclusions and recommendations, such as increasing training duration and adopting additional on-the-job training methods.
The document summarizes Peak Performance Trainings, a company that provides leadership and personal development training modules. It highlights the company's mission to empower people for success globally with locally priced trainings. It provides positive testimonials from past clients who found the trainings helpful for their careers and personal lives. The document promotes several of the company's training modules focused on topics like leadership, change management, strategy, and public speaking.
This document provides guidance on developing effective coaching plans for employees. It emphasizes that coaching plans should:
1) Identify skills employees need to develop to perform their jobs successfully, focusing on both strengths and weaknesses.
2) Leverage the manager's own strengths when coaching by having the manager focus coaching efforts on their areas of expertise.
3) Be created through collaboration between the manager and employee to ensure development goals align with the employee's career interests.
Abhilash P Suman has over 14 years of experience in human resources for various industries including e-commerce, logistics, retail, and manufacturing. He is currently a Senior Manager of HR for the South Region at Ecom Express, where he oversees HR functions for 5000 employees. Previously, he held HR roles at Snowman Logistics, Future Value Retail, Menzies Aviation, and Arvind Mills. He has expertise in areas such as performance management, policy formation, employee engagement, and training.
This document provides a summary of the internship report submitted by Muhammad Farhan for their MBA internship at Allied Bank Limited. It includes sections on the background, vision, departments, and products/services of Allied Bank. During the internship, Muhammad worked in the General Banking & Finance departments. They discuss learning objectives, experiences gained, and provide analysis of the bank's performance and recommendations. In conclusion, the internship provided valuable practical experience and skills that supplemented the classroom learning.
This is my one month internship report done at Fizz E- Ventures Pvt Ltd during my UG Degree at Loyola College, Chennai. This is just to aid for those who are looking in for an internship report online. Hope this gives you a rough idea on how to go about . However plagiarism would be disrespectful.
Thank you
Internship Report on ChangHong Ruba (Pvt) Limited Ihtsham javed
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This document provides an internship report submitted by Ihtsham Javed to Rise School of Accountancy on their internship at Changhong Ruba Trading Company (Pvt) Ltd from January 18, 2016 to March 22, 2016. The report includes an executive summary of Ihtsham's work experience in the Accounts and Finance, HR, and Internal Audit departments. It also features analyses of Changhong Ruba's financial statements, SWOT, and PEST, as well as details on the company's mission, structure, products, and Ihtsham's personal training experience.
This document discusses the training and development program at Tajshree Honda. It begins with an introduction to human resource management and definitions of training and development. It then provides background on Tajshree Honda and states the objectives and hypothesis of studying its training and development program. The next sections cover theoretical perspectives on training and development, different types of training, and development. It then analyzes data collected from employee surveys on the training program. Finally, it discusses conclusions and recommendations, such as increasing training duration and adopting additional on-the-job training methods.
The document summarizes Peak Performance Trainings, a company that provides leadership and personal development training modules. It highlights the company's mission to empower people for success globally with locally priced trainings. It provides positive testimonials from past clients who found the trainings helpful for their careers and personal lives. The document promotes several of the company's training modules focused on topics like leadership, change management, strategy, and public speaking.
This document provides guidance on developing effective coaching plans for employees. It emphasizes that coaching plans should:
1) Identify skills employees need to develop to perform their jobs successfully, focusing on both strengths and weaknesses.
2) Leverage the manager's own strengths when coaching by having the manager focus coaching efforts on their areas of expertise.
3) Be created through collaboration between the manager and employee to ensure development goals align with the employee's career interests.
Abhilash P Suman has over 14 years of experience in human resources for various industries including e-commerce, logistics, retail, and manufacturing. He is currently a Senior Manager of HR for the South Region at Ecom Express, where he oversees HR functions for 5000 employees. Previously, he held HR roles at Snowman Logistics, Future Value Retail, Menzies Aviation, and Arvind Mills. He has expertise in areas such as performance management, policy formation, employee engagement, and training.
This document provides a summary of the internship report submitted by Muhammad Farhan for their MBA internship at Allied Bank Limited. It includes sections on the background, vision, departments, and products/services of Allied Bank. During the internship, Muhammad worked in the General Banking & Finance departments. They discuss learning objectives, experiences gained, and provide analysis of the bank's performance and recommendations. In conclusion, the internship provided valuable practical experience and skills that supplemented the classroom learning.
This is my one month internship report done at Fizz E- Ventures Pvt Ltd during my UG Degree at Loyola College, Chennai. This is just to aid for those who are looking in for an internship report online. Hope this gives you a rough idea on how to go about . However plagiarism would be disrespectful.
Thank you
Internship Report on ChangHong Ruba (Pvt) Limited Ihtsham javed
Â
This document provides an internship report submitted by Ihtsham Javed to Rise School of Accountancy on their internship at Changhong Ruba Trading Company (Pvt) Ltd from January 18, 2016 to March 22, 2016. The report includes an executive summary of Ihtsham's work experience in the Accounts and Finance, HR, and Internal Audit departments. It also features analyses of Changhong Ruba's financial statements, SWOT, and PEST, as well as details on the company's mission, structure, products, and Ihtsham's personal training experience.
This document provides a report on the functions of management at Dorjibari, a fashion house in Bangladesh. It begins with an introduction to management and its key functions of planning, organizing, leading, and controlling. It then provides details on Dorjibari, including its history, vision, products, organizational structure, and production process. The report analyzes Dorjibari's external environment and industry. It describes the company's planning, HR structure, quality assurance, and facilities. The methodology, SWOT analysis, findings, and recommendations are presented to fulfill the requirements for an academic course on principles of management.
The document outlines Chloe Welsby's career development plan to become either an Operations Manager or General Manager at Warburton's bakery. It details two potential career paths, with Path 1 involving obtaining a degree and completing Warburton's graduate program to become Operations Manager. Path 2 involves gaining experience and qualifications to work up from Team Leader to Shift Manager to Bakery Manager and eventually General Manager. Chloe analyzes her skills, chooses Path 1 as it aligns best with her goals and can be completed sooner, and outlines steps to achieve her career objective.
1
Journal for Internship Course 3
Studentâs Name
University Affiliation
Course Name and Number
Instructorâs Name
Assignment Due Date
Journal for Internship Course 3
Introduction
Keeping a professional journal is a key component in professional work life. Journal is essential. Especially it plays a critical role in enabling an individual to review and reflect on the previous activities. The professional journal helps in keeping the records and clearly outlining the activities done on a day today. Furthermore, the professional journal helps maintain the sense of self and solidify an identity. Professional journals have information that is considered to be practical about the field of work.
Writing the journal with gratitude is essential for self-recovery. The target of the work is to describe the professional portfolio. The discussions include what I learned during my professional internship, experiences, observations, key concepts, and the business course experience. The work also includes the discussions of challenges I encountered during the internship period. Besides, the item aims to develop my professional journal during the course to help with my career path in the future.
What I have learned
Having been working at Yamibuy, I learned teamwork skills. During my one and half years working there immediately after my graduation, it was a learning experience. As the Account Manager here, I learned many diverse skills in management. The management skills learned there were critical towards the effective running of the Marketplace department. Having been assigned the role of maintaining a good rapport relationship with the sellers, I learned how to build essential professional relationships. I also developed marketing skills to work in Yamibuy; this was essential for me in helping the sellers achieve better performance in terms of sales in our platform.
Having experience in terms of professional skills during my work at Yamibuy, I got a new opportunity to work at "Sunway Nuts USA Inc.." My reason for shifting to this company is to further my career, gain more professional experience, and establish a good ground for personal growth. Currently, working in Sunway Nuts Inc. has further made me learn a lot. Some of the things I have learned here include; leadership skills. I have grown as a leader working in Sunway Nuts USA Inc. The leadership skills have learned from my responsibility of leading a team on sales of our products. I have learned skills in e-commerce marketing skills. I have also learned working at Sunway Nuts Inc. Furthermore, and I have helped the team responsible for making the sales online of various platforms like Amazon, Taobao, Yamibuy, and eBay.
I have also learned team management skills; this is thanks to the responsibility assigned to me at Sunway Nuts Inc. to manage the team's performance. My business management skills have also developed in the course of working at Sunway Nuts Inc. I have also learned to u ...
The document provides guidance on how to write an internship report in 6 steps: 1) Include a title page with your name and organization. 2) Add a table of contents. 3) Provide background on the company. 4) Describe your position and responsibilities. 5) Discuss what you learned and skills developed. 6) Conclude with further areas of growth. The report summarizes the internship experience and lessons learned to apply educational knowledge in a professional context. Key details on the organization and internship role provide context for discussions of skills cultivation and ongoing development areas.
Persuasive Essay Internships
Essay On Internship
Essay about Business Internships
Internship Journal Entry
Essay on Internship
Essay On My Internship
My Objectives Of My Internship
Essay on High School Internships
internship Essay examples
Internship Reflection Essay example
This document summarizes the Achieving Substantial Targets through Results Orientation (ASTRO) program, a gamified leadership development program for banking institutions. The 2-day program uses group exercises, videos, and simulated work projects to help participants recognize which results to focus on, find necessary resources, and consistently achieve demanding targets. Participants can expect to gain insights into results orientation, learn from high achievers, and create an action plan to apply lessons at work. The program is unique in its focus on work relevance, accountability, and learning transfer to ensure participants improve individual and team performance.
Internship report on Interior and Exterior Designing FirmFouad Hasan
Â
The internship report summarizes the author's 3-month internship experience at Studio Bitmap, an interior and exterior design firm. The report outlines the author's activities in sales, marketing, and design departments. It discusses lessons learned including developing analytical, communication, and technical skills. The report also covers interactions with supervisors and coworkers, challenges faced, differences from expectations, and how the internship influenced career plans.
1) The document outlines the competencies achieved by the student in project management fundamentals courses over one semester.
2) It provides details on the student's competencies at the start and end of the semester for both socio-cultural skills and project management skills.
3) By the end of the semester, the student achieved an involved level of competency across most skills areas, as demonstrated through project work experience and activities completed as part of course assignments.
Pinnacle Business Solutions provides various training programs and technical services to industries and colleges to improve personnel and systems. They offer on-site training tailored to client needs to save on travel costs. Training programs cover topics like quality management, production processes, soft skills and are designed based on guidelines. Pinnacle also provides consultation services for validation, material management, and other areas. They publish books and articles on lessons learned from professional and personal experiences.
This document provides an overview of the dairy sector in India and the organizational structure of COMFED. It discusses the origins of the dairy sector in India and the cooperative model pioneered in Anand known as the Anand Pattern. This model formed the basis for the National Dairy Development Board's Operation Flood program which transformed India's dairy industry through cooperative organizations. The document then provides background information on COMFED, describing its history, mission, organizational structure, departments, and policies. It outlines the methodology used in the study and presents an executive summary of the internship experience.
This document provides an overview and summary of a summer internship project report on performance management at The Oberoi Rajvilas hotel in Jaipur, India. It includes declarations, acknowledgments, and outlines of several chapters. The chapters will cover an introduction to The Oberoi Group and Rajvilas hotel, an introduction to performance management, how it is implemented at Rajvilas, the research methodology used, data analysis and findings. It aims to evaluate the effectiveness of the hotel's performance management system and provide recommendations.
This document provides an introduction and overview of a case study report on training and development at Wipro submitted for a master's degree program. It includes sections on the significance of the study, executive summary, table of contents, introduction to training and development, learning principles, training methods, evaluation methods, the training process, Wipro's approach to training and development, recruitment and promotion practices, and limitations. The document serves as an outline and introduction for a case study analysis of the training programs at the large Indian IT company Wipro.
Training and development is required for each and every employee in the organization, in this lesson, we have thrown light on various techniques and tools to improve the skills of employees
7 top interview questions and answers by Richard McMunnHow2Become.com
Â
The document provides tips and sample answers for common interview questions. It discusses answering questions about yourself, why you want to work at the company, your strengths, where you see yourself in 5 years, weaknesses, what makes a good team member, and an example of working under pressure. The tips emphasize focusing answers on the job requirements, using "power words", giving a relatable example for strengths, and using the STAR technique to discuss past experiences.
The project deals with learning of Business environment of education sector with prime focus on Business development of the organization & its products. It is followed by understanding consumer behavior & Competitor analysis which will benefit the organization by increasing its market share in the future. Thorough analysis of marketing strategies used by different organizations in the sector has been done.
The document provides further details about the author's strengths that were mentioned in their resume. It describes how the author is a quick learner, as evidenced by mastering an energy trades reconciliation process in a week instead of a month. It also explains that the author is a continuous learner, as shown by passing all three levels of the CFA program. Additionally, the document outlines the author's leadership experience, including taking full responsibility for various work processes and providing guidance to trainees.
Designing a training module and analysing its effectiveness a study in hinda...ShreeAyush
Â
Training and development module project report for MBA students.
for get latest technology news, reviews & unboxing to subscribe
TECHJOB NEWS YOUTUBE channel.
This document is an internship report submitted by Md. Abul Bashar to his lecturer Syeda Tasmia Tasneem on his internship at Agrani Bank Limited. The report provides an overview of Agrani Bank Limited, including its vision, mission, products, and services. It also analyzes the human resource management practices at Agrani Bank Limited, covering topics like recruitment, training, performance management, compensation, and more. The report aims to provide a comprehensive study of HRM practices at Agrani Bank Limited based on the author's internship experience.
SIGNIFICANCE OF EXTENDED 3 PâS WITH REFERENCE TO SHREEKIPA AUTOMOBILES PVT. L...Siddanna Balapgol
Â
This document is a project report submitted by Mr. Abhaypratap Sangram Singh for his Master of Business Administration degree from Pune University. The project examines the significance of extending the 3 P's of marketing (product, price, place) to include people, process, and physical evidence with reference to Shreekripa Automobiles Pvt. Ltd. in Nashik, India. The report includes chapters on the research methodology used, a profile of the organization, a literature review, data presentation and analysis, and conclusions and recommendations. The objectives are to analyze the impact of extended marketing mix elements on car sales and understand how to improve customer satisfaction.
How MJ Global Leads the Packaging Industry.pdfMJ Global
Â
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
This document provides a report on the functions of management at Dorjibari, a fashion house in Bangladesh. It begins with an introduction to management and its key functions of planning, organizing, leading, and controlling. It then provides details on Dorjibari, including its history, vision, products, organizational structure, and production process. The report analyzes Dorjibari's external environment and industry. It describes the company's planning, HR structure, quality assurance, and facilities. The methodology, SWOT analysis, findings, and recommendations are presented to fulfill the requirements for an academic course on principles of management.
The document outlines Chloe Welsby's career development plan to become either an Operations Manager or General Manager at Warburton's bakery. It details two potential career paths, with Path 1 involving obtaining a degree and completing Warburton's graduate program to become Operations Manager. Path 2 involves gaining experience and qualifications to work up from Team Leader to Shift Manager to Bakery Manager and eventually General Manager. Chloe analyzes her skills, chooses Path 1 as it aligns best with her goals and can be completed sooner, and outlines steps to achieve her career objective.
1
Journal for Internship Course 3
Studentâs Name
University Affiliation
Course Name and Number
Instructorâs Name
Assignment Due Date
Journal for Internship Course 3
Introduction
Keeping a professional journal is a key component in professional work life. Journal is essential. Especially it plays a critical role in enabling an individual to review and reflect on the previous activities. The professional journal helps in keeping the records and clearly outlining the activities done on a day today. Furthermore, the professional journal helps maintain the sense of self and solidify an identity. Professional journals have information that is considered to be practical about the field of work.
Writing the journal with gratitude is essential for self-recovery. The target of the work is to describe the professional portfolio. The discussions include what I learned during my professional internship, experiences, observations, key concepts, and the business course experience. The work also includes the discussions of challenges I encountered during the internship period. Besides, the item aims to develop my professional journal during the course to help with my career path in the future.
What I have learned
Having been working at Yamibuy, I learned teamwork skills. During my one and half years working there immediately after my graduation, it was a learning experience. As the Account Manager here, I learned many diverse skills in management. The management skills learned there were critical towards the effective running of the Marketplace department. Having been assigned the role of maintaining a good rapport relationship with the sellers, I learned how to build essential professional relationships. I also developed marketing skills to work in Yamibuy; this was essential for me in helping the sellers achieve better performance in terms of sales in our platform.
Having experience in terms of professional skills during my work at Yamibuy, I got a new opportunity to work at "Sunway Nuts USA Inc.." My reason for shifting to this company is to further my career, gain more professional experience, and establish a good ground for personal growth. Currently, working in Sunway Nuts Inc. has further made me learn a lot. Some of the things I have learned here include; leadership skills. I have grown as a leader working in Sunway Nuts USA Inc. The leadership skills have learned from my responsibility of leading a team on sales of our products. I have learned skills in e-commerce marketing skills. I have also learned working at Sunway Nuts Inc. Furthermore, and I have helped the team responsible for making the sales online of various platforms like Amazon, Taobao, Yamibuy, and eBay.
I have also learned team management skills; this is thanks to the responsibility assigned to me at Sunway Nuts Inc. to manage the team's performance. My business management skills have also developed in the course of working at Sunway Nuts Inc. I have also learned to u ...
The document provides guidance on how to write an internship report in 6 steps: 1) Include a title page with your name and organization. 2) Add a table of contents. 3) Provide background on the company. 4) Describe your position and responsibilities. 5) Discuss what you learned and skills developed. 6) Conclude with further areas of growth. The report summarizes the internship experience and lessons learned to apply educational knowledge in a professional context. Key details on the organization and internship role provide context for discussions of skills cultivation and ongoing development areas.
Persuasive Essay Internships
Essay On Internship
Essay about Business Internships
Internship Journal Entry
Essay on Internship
Essay On My Internship
My Objectives Of My Internship
Essay on High School Internships
internship Essay examples
Internship Reflection Essay example
This document summarizes the Achieving Substantial Targets through Results Orientation (ASTRO) program, a gamified leadership development program for banking institutions. The 2-day program uses group exercises, videos, and simulated work projects to help participants recognize which results to focus on, find necessary resources, and consistently achieve demanding targets. Participants can expect to gain insights into results orientation, learn from high achievers, and create an action plan to apply lessons at work. The program is unique in its focus on work relevance, accountability, and learning transfer to ensure participants improve individual and team performance.
Internship report on Interior and Exterior Designing FirmFouad Hasan
Â
The internship report summarizes the author's 3-month internship experience at Studio Bitmap, an interior and exterior design firm. The report outlines the author's activities in sales, marketing, and design departments. It discusses lessons learned including developing analytical, communication, and technical skills. The report also covers interactions with supervisors and coworkers, challenges faced, differences from expectations, and how the internship influenced career plans.
1) The document outlines the competencies achieved by the student in project management fundamentals courses over one semester.
2) It provides details on the student's competencies at the start and end of the semester for both socio-cultural skills and project management skills.
3) By the end of the semester, the student achieved an involved level of competency across most skills areas, as demonstrated through project work experience and activities completed as part of course assignments.
Pinnacle Business Solutions provides various training programs and technical services to industries and colleges to improve personnel and systems. They offer on-site training tailored to client needs to save on travel costs. Training programs cover topics like quality management, production processes, soft skills and are designed based on guidelines. Pinnacle also provides consultation services for validation, material management, and other areas. They publish books and articles on lessons learned from professional and personal experiences.
This document provides an overview of the dairy sector in India and the organizational structure of COMFED. It discusses the origins of the dairy sector in India and the cooperative model pioneered in Anand known as the Anand Pattern. This model formed the basis for the National Dairy Development Board's Operation Flood program which transformed India's dairy industry through cooperative organizations. The document then provides background information on COMFED, describing its history, mission, organizational structure, departments, and policies. It outlines the methodology used in the study and presents an executive summary of the internship experience.
This document provides an overview and summary of a summer internship project report on performance management at The Oberoi Rajvilas hotel in Jaipur, India. It includes declarations, acknowledgments, and outlines of several chapters. The chapters will cover an introduction to The Oberoi Group and Rajvilas hotel, an introduction to performance management, how it is implemented at Rajvilas, the research methodology used, data analysis and findings. It aims to evaluate the effectiveness of the hotel's performance management system and provide recommendations.
This document provides an introduction and overview of a case study report on training and development at Wipro submitted for a master's degree program. It includes sections on the significance of the study, executive summary, table of contents, introduction to training and development, learning principles, training methods, evaluation methods, the training process, Wipro's approach to training and development, recruitment and promotion practices, and limitations. The document serves as an outline and introduction for a case study analysis of the training programs at the large Indian IT company Wipro.
Training and development is required for each and every employee in the organization, in this lesson, we have thrown light on various techniques and tools to improve the skills of employees
7 top interview questions and answers by Richard McMunnHow2Become.com
Â
The document provides tips and sample answers for common interview questions. It discusses answering questions about yourself, why you want to work at the company, your strengths, where you see yourself in 5 years, weaknesses, what makes a good team member, and an example of working under pressure. The tips emphasize focusing answers on the job requirements, using "power words", giving a relatable example for strengths, and using the STAR technique to discuss past experiences.
The project deals with learning of Business environment of education sector with prime focus on Business development of the organization & its products. It is followed by understanding consumer behavior & Competitor analysis which will benefit the organization by increasing its market share in the future. Thorough analysis of marketing strategies used by different organizations in the sector has been done.
The document provides further details about the author's strengths that were mentioned in their resume. It describes how the author is a quick learner, as evidenced by mastering an energy trades reconciliation process in a week instead of a month. It also explains that the author is a continuous learner, as shown by passing all three levels of the CFA program. Additionally, the document outlines the author's leadership experience, including taking full responsibility for various work processes and providing guidance to trainees.
Designing a training module and analysing its effectiveness a study in hinda...ShreeAyush
Â
Training and development module project report for MBA students.
for get latest technology news, reviews & unboxing to subscribe
TECHJOB NEWS YOUTUBE channel.
This document is an internship report submitted by Md. Abul Bashar to his lecturer Syeda Tasmia Tasneem on his internship at Agrani Bank Limited. The report provides an overview of Agrani Bank Limited, including its vision, mission, products, and services. It also analyzes the human resource management practices at Agrani Bank Limited, covering topics like recruitment, training, performance management, compensation, and more. The report aims to provide a comprehensive study of HRM practices at Agrani Bank Limited based on the author's internship experience.
SIGNIFICANCE OF EXTENDED 3 PâS WITH REFERENCE TO SHREEKIPA AUTOMOBILES PVT. L...Siddanna Balapgol
Â
This document is a project report submitted by Mr. Abhaypratap Sangram Singh for his Master of Business Administration degree from Pune University. The project examines the significance of extending the 3 P's of marketing (product, price, place) to include people, process, and physical evidence with reference to Shreekripa Automobiles Pvt. Ltd. in Nashik, India. The report includes chapters on the research methodology used, a profile of the organization, a literature review, data presentation and analysis, and conclusions and recommendations. The objectives are to analyze the impact of extended marketing mix elements on car sales and understand how to improve customer satisfaction.
How MJ Global Leads the Packaging Industry.pdfMJ Global
Â
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
Best practices for project execution and deliveryCLIVE MINCHIN
Â
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
Understanding User Needs and Satisfying ThemAggregage
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https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
⢠Introduce a taxonomy for user goals with real world examples
⢠Present the Onion Diagram, a tool for contextualizing task-level goals
⢠Illustrate how customer journey maps capture activity-level and task-level goals
⢠Demonstrate the best approach to selection and prioritization of user-goals to address
⢠Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
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Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
Â
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
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In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Ĺ tancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...ABHILASH DUTTA
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This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of âš1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
buy old yahoo accounts buy yahoo accountsSusan Laney
Â
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
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Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
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1. Internship Report
1
Acknowledgement
Apart from the efforts of me, the success and completion of any work depends largely
on the encouragement and guidelines of many others. I take this opportunity to express
my gratitude to the people who have been instrumental in the successful completion of
my internship and internship report.
I would like to show my greatest appreciation to my internship supervisor at the institute
Sir Tariq Mahmood and internship supervisor in the organization (EFL) where I
completed my internship, Mr. Muhammad Asif HR Officer in Human Resource
department. I canât say thank you enough for their tremendous support and help. I feel
motivated and encouraged every time as they helped me and guided me whenever I
needed. Without the encouragement and constant guidance from Mr. Aalam Khan, I
would not have been able to learn a lot and complete my internship and internship
report.
The guidance and support received from both of my supervisors, was vital for the
success of my internship and internship report. I am grateful for their constant support
and help.
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Executive Summary
This report is about my internship experience. My eight weeks internship in EFL Sahiwal
Plant was a compulsory part of my degree. Doing internship in EFL Sahiwal Plant was a
great opportunity for me as I got platform to acquire practical knowledge and experience
and learn the working of finance department. I completed my internship in finance
Department. EFL is an affiliate of Engro group. Now in short span of five years they are
offering a number of products. A new ice cream Omoreâ launched by EFL is a great
success on the side of EFL. The company is continuously moving towards success. In
this report I have discussed the brief history of EFL, their brands, their core values,
departments in Sahiwal Plant, the working of finance Department and most of all I
focused on my learning as an internee in EFL. I have explained my duties that were
assigned to me during my internship. I completed all the tasks assigned to me. I have
discussed those tasks in detail in this report. I found the people in the finance
department very cooperative. My supervisor Mr. Aalam Khan guided me at every stage
and helped me to learn the activities and then practically perform all those activities. On
the basis of my working experience I also did the SWOT analysis of the company
specially focusing on the EFL Sahiwal Plant. My internship experience will smooth the
progress of my career specially while entering the professional life, as now I have the
practical experience of working in any organization. I have also thrown light on the
aspect that how internship will impact my career. Internship experience is also a great
opportunity in a way that I got a chance to evaluate and examine the practical
implementation of what I have read in my course of finance; this will help me further in
my specialization. I have explained all my findings and new knowledge acquired while
working as an internee.
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Table of Contents
Overview of the Organization.....................................................................................................5
Vision:.............................................................................................................................................5
Mission Statement:.......................................................................................................................6
Values ............................................................................................................................................6
Integrity ..........................................................................................................................................6
Our People ....................................................................................................................................6
Innovation......................................................................................................................................6
CSR................................................................................................................................................7
Consumer Centric ........................................................................................................................7
Objectives and Goals...................................................................................................................7
Main Brands ..................................................................................................................................8
Main Branches..............................................................................................................................9
Fertilizer Business........................................................................................................................9
Engro Energy Limited ..................................................................................................................9
Engro Innovative Automation Limited .......................................................................................9
Engro Vopak Terminal Limited.................................................................................................10
Engro Asahi Polymer &Chemicals. Limited ...........................................................................10
Organizational structure ............................................................................................................10
Executive Committee.................................................................................................................11
Integrated Management Policy ................................................................................................50
Competitors Analysis.................................................................................................................50
Marketing Strategy.....................................................................................................................52
Marketing Research...................................................................................................................53
Segmenting & Targeting The Market For Olpers ..................................................................54
Demographic Segmentation .....................................................................................................12
Psychographic Segmentation...................................................................................................12
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Behavioral Segmentation..........................................................................................................19
Positioning The Brands .............................................................................................................19
Placement and Distribution.......................................................................................................18
Promotion and Distribution .......................................................................................................18
Promotional Strategy .................................................................................................................19
HR Department of Engro...........................................................................................................19
Purpose of HR Depertment ......................................................................................................19
Main Functions of HR Department ..........................................................................................20
Organization of HR Department...............................................................................................21
HR Policy.....................................................................................................................................21
Major Functions of HR DepartmentâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚâŚ.25
Job Analysis Information ...........................................................................................................27
Recruitment and Selection........................................................................................................28
Orientation by Depertment........................................................................................................24
Performance and Management ...............................................................................................24
Career Planning and Management .........................................................................................24
Financial Statement Analysis ...................................................................................................24
Financial Statement Analysis of Engro Foods.......................................................................26
SWOT Analysis...........................................................................................................................27
Strength .................................................................................................................................29
Weaknesses ..........................................................................................................................40
Opportunities.........................................................................................................................32
Threats ...................................................................................................................................33
PEST Analysis ............................................................................................................................35
My experience during Internship Program .......................................................................57
Suggestions and Recommendations ......................................................................................58
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Overview of the Organization
The 21st century for Engro Corporation has thus far proved to be the most successful
period in the total life of Engro, from then onwards Engro has only faced success and
never looked back, 2003 was the year of the establishment of Engro EXIMP, after which
in 2005 Engro decided to expand their business more by venturing into the food
business by establishing Engro Foods Limited, which is now experiencing a great
success and contending now with international brands like NestlĂŠ and Wall's Ice Cream.
Engro Foods Limited is auxiliary of Engro Chemical Pakistan Ltd. which is one of the
most reputed enterprises in Pakistan with more than 40 years of diversified business
operations in the areas of fertilizer and chemicals. Engro Foods started its business
operations in March 2006 and with the successful launch of Olpers Milk, Tarang, Olpers
Lite, and Olpers cream, it has established itself as a major player in the foods business.
Engro Foods has already set up two processing plants at Sukkur and Sahiwal. With the
ever expanding milk collection network and processing facilities, effective Supply Chain
has geared Engro for the growing sales of their products.
Vision:
Engro Foodsâ vision is âElevating Consumer Delight Worldwideâ and the Company aims
to satisfy their customer and to make them their loyal customers and generate a
significant portion of its revenue from foreign operations.
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Mission Statement:
We exist to deliver high quality food products, which exceeds our costumers (EFLâs)
expectations. Our people are greatest assets and we have a value in market place,
which inspires excellence in our teams. Our deed reflects our pride in being
environmentally responsible and good community citizen which enhance our goodwill
and creditworthiness.
Values:
Integrity
Engro has crystal-clear processes ,open disclosure policy and decentralization decision
making. They are doing their business activities and transactions with fairness and
honesty.
Our People
Engro have a team of passionate people which are self directed and skilled and trained,
they have intelligence and firm approach towards business. Engro enhance their skills
by facilitating them with training, fun loving environment, necessary resources and
facilities.
Innovation
Engro has team of innovative people, which innovate new products and make
continuous improvement in the existing products .Engro always encourages innovation
by their people or from wherever they get anything new.
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CorporateSocialResponsibility (CSR)
Engro has always follow CSR rules to take the measures for the safety of their people
or the environment. Engro always consider it, their responsibility to take care of their
employees and ocal people because they all are the valuable assets for him.
Consumer Centric
Customer is the king of the market .So the basic target of any organization is their
customers. Engro is delivering high quality to their consumers.
Objectives and Goals
Engroâs main goal is to satisfy the customers needs and wants by providing them high
quality products like Olpers Milk, Omoreâ Icecream, Olfruite etc. Second main objective
of Engro is to increase the profit share, market penetration, goodwill ,creditworthiness
and get hold on a large market share.
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Main Branches
Fertilizer Business
Agriculture accounts for 25% of GDP and 45% of employment in Pakistan Second
largest Urea producer of Pakistan .Capacity975 KT/A Market share20% Second highest
phosphates sales (~400KT/A) âMarket Share 23% ECPLâs Margins are by far the best
in the industry. Zarkhez (NPK) Market leader -Capacity 160 KT/A âMarket Share 95%
Urea shortage expected to grow to 1.2 million tons/annum by 2010. Worldâs largest
single-train Urea plant of 1.3 million tons being setup at a cost of US$ 950 million. On
commencement of operations in mid 2010, cash fixed costs of the new plant will be a
third of the existing plant; scale & brown field synergies Gas consumption at the new
plant will be 15% less than the existing plant. Engroâs Daharki complex will become the
worldâs fifth largest Urea production site; 2.28 million tons, 3 plants.
Engro Energy Limited
Established in 2006-100% owned subsidiary Pakistan is facing growing energy deficit â
Energy consumption has been growing at 7% per annum Setting up a 220 MW gas
based power plant at a cost of $220 million with commercial operation in 2009 Short-
listed along with 3 other companies for privatization of Jamshoro Power Company.
Engro Innovative Automation Limited
Acquired majority stake (51%) in a knowledge based company Innovative Engineering
& Automation Ltd in 2003 Market Leader in domestic Industrial Automation âHoneywell
distributor in Pakistan Expanding internationally to synergize, and benefit from lower
costs at home and higher demand abroad Now operating in Dubai, UAE which
contributes 25% of revenue and half of the profit Companyâs first IP product âiboilerâ
launched internationally in 2006 Acquired an automation company in the US in Dec.
2006; mandated to develop outsourcing opportunities.
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Engro VopakTerminalLimited
A 50-50 JV with Royal Vopak of Holland; established 1997 Royal Vopak is the worldâs
largest independent tank terminal operator Engro Vopak handles 70% of liquid chemical
imports in Pakistan .Setting up our countryâs first Cryogenic facility for ethylene imports
Well positioned for setting up proposed LNG terminal âunder active consideration of the
government; Cost US$ 350 â400 million.
Engro AsahiPolymer &Chemicals.Limited
Established in 1999. 80-20 JV with Mitsubishi Corp. Pakistanâs only PVC manufacturing
plant; facing buoyant domestic demand since 2006 Successfully placed 22% of sales in
diverse export markets from Australia to East Africa in prior years (2004 â2005)
Expansion and back integration underway âimported ethylene + new caustic soda plant;
EDC/VCM/PVC.
Organizational structure
Engro's 13-member Board of Directors is responsible for the overall supervision of the
company.
1. Hussain Dawood (Chairman)
2. Asad Umar (President)
3. Asif Qadir (Director)
4. Arshad Nasar (Director)
5. Shahzada Dawood (Director)
6. Israr Ahmed (Director)
7. Shabbir Hashmi (Director)
8. Khalid Mansoor (Director)
9. Rohail Mohammad (Director)
10.Khalid Siraj Subhani (Director)
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11.Muhammad Aliuddin Ansari (Director)
12.Abdul Samad Dawood (Director)
13.Saad Raja (Director)
Executive Committee
Committee is headed by President & CEO Mr. Allahudin, while others include:
ďˇ Mr.Asif Qadir (President & Chief Executive Officer Engro Polymer &
Chemicals Limited),
ďˇ Khalid Siraj Subhani (President & Chief Executive Officer Engro Fertilizers
Limited),
ďˇ Bakhtiar Wain (President & Chief Executive Officer Avanceon Limited),
ďˇ Khalid Mansoor (President & Chief Executive Officer Engro Powergen Limited),
ďˇ Sarfaraz A. Rehman (President & Chief Executive Officer Engro Foods Limited),
ďˇ Shaikh Imran-ul-Haque (President & Chief Executive Officer Engro Vopak
Terminal Limited),
ďˇ Ruhail Mohammed (Group CFO Engro Corporation Limited),
ďˇ Tahir Jawaid (Vice President Engro Corporation Limited) and
ďˇ Syed Ali Akbar (Vice President Marketing Engro Foods Limited)
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Integrated Management Policy
The management and employees of EFL are committed to maintain a leading
position in Halal and safe food value chain of âDairy Farmâ, Milk procurement,
processing at Dairy produced (UHT milk, powder milk, icecream and Ghee) and
huices and Nector, through team work continual improvement, implementation of
good practices and maintaining the hygiene food excellence and safety standards
to the entire satisfaction of our valuable customers.
We are also endeavoring to comply with International, National and companyâs own
health, safely hygiene, quality and regulation applicable to EFLâs IMS and take concrete
measures to minimize waste, prevent pollution, conserve natural resources, prevent
injury and ill health of our people.
Reviews at defined targets/objective and their fulfillment for continued improvement are
the hall mark of all activities undertaken by EFL.
Competitor analysis
Brands like Milk Pak (owned by Nestle) and Haleeb Milk (from Haleeb Foods) had led
the dairy market in the worldâs fourth largest milk producing country for nearly two
decadesâwithout any real sustained competition. Engro Foods, in contrast, had only
recently been established by Engroâa traditional giant in Pakistan's chemical and
fertilizer.
Branding experts could not imagine how Olperâs could distance itself from its parent
companyâs incredibly unappetizing, chemical-laden, and non-edible roots. Yet, by the
end of 2006, sales for Olperâs Milk had reached Rs.1 billion (approximately US$ 15
million) and in 2008, the brand has a market share of close to 22 percentâsecond only
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to Milk Pak (estimated at 40 percent). The critics had to grudgingly accept that the new
entrant to the multi-billion rupee packaged milk category meant business.
The packaged milk category was originated in 1981 by (quaintly named) Milk Pak,
which pioneered tetra pack milk in Pakistan. The supply chain involved collecting milk
from rural areas across Punjab, processing the milk through UHT (Ultra-High
Temperature Processing) treatment, and selling it to consumers in uniquely colored
triangular and rectangular packs designed to prolong the milkâs quality. Milk Pakâs âMilk
Packsâ were very well-received and the brand soon became synonymous with quality
milk. Its first real competition came in the form of Haleeb, which introduced distinctively
blue tetra packs to the market in 1986.
Milk Pak, however, further grew in stature when Nestle used it to break into Pakistan's
marketplace. By 2006, the dairy milk category was growing at 20 percent annually, and
Milk Pak and Haleeb were well-entrenched brands with distinctive colors and brand
promises of providing high quality, natural and healthy milk. Milk Pak was identified by
its green and white packagingâthe colors of the countryâand offered a brand backed
with the strong equity of Nestle, coupled with its own traditional heritage. Haleeb was
recognized as the blue brand, and professed to have the "naturally thickest" milk. With
the market dominated by two strong, familiar, and widely respected brands, the
marketplace appeared completely impervious to new comers.
Olperâs, however, stepped into the forway by launching a massive campaign that started
off with an introductory slice-of-life television commercial featuring some of the biggest
stars in Pakistan. Billboards went up at key locations in the major cities, and soon the
brand had become a voice above the media clutterâa voice that differentiated Olper's
brand from the others.
Rafey Nisar Zuberi, the marketing manager for Engro Foods, says, âFrom the onset, we
wanted to introduce a true paradigm, bringing the dairy brand to the fore.â The name
itself made it sound like a foreign brand, giving the perception of quality, and was unlike
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anything previously experienced by Pakistani consumers. Rafey continues, âWe wanted
consumers to consider Olperâs as a contemporary and modern brand, and all of our
communication and brand attributes were geared toward ensuring that end.â
To a large extent, they were successful. âIt was certainly a campaign with its own
unique identity,â says Farah Jamaluddin, a media professional. âAll of their
communication was aesthetically on the mark and had a sense of synergy about it,â she
Explains. The campaign highlighted and expanded upon the various occasions in which
milk could, and should, be enjoyedâand kept driving home that message through its
various promotions. Olperâs became the "All Purpose Milk" and could be consumed with
breakfast or blended with tea (arguably the most popular beverage for the masses in
Pakistan), and appreciated by all members of the family. Engro Foods utilized a
dynamic campaign, and during Ramadan (the Muslim month of fasting), molded its
message to talk about the "All Purpose" nature of their brand during both Iftaar
(breaking of the fast at dusk) and Sehree (pre-dawn food before the fast). âWe are
aiming to own the religious month and our special edition packaging, Ramadan relevant
ATL (Above The Lineâtelevision, radio, etc.) and tailor-made iftaar activations, are
aimed at building the necessary association we want in consumersâ minds,â Rafey
points out.
Other avenues of BTL (Below The Lineâbrochures, flyers, etc.) have also contributed
to the brandâs success. The World of Olperâs, for example, involves reaching out to the
different locations in various cities and having the housewives participates in learning
and showcasing milk-based recipes. âThe intention is to purely build trial experiences,â
says Rafey. âWe are in our third year, and so far we have had close to 350,000
contacts,â he adds with pride. The Olperâs Consumer Relationship Party is another
ongoing BTL based program, which intends to create and maintain loyalty amongst the
brandâs users.
In its launch, Engro Foods has made a conscious and concerted effort to distance its
milk brand from its parent companyâs chemical and fertilizer roots to ensure that no
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negative connotations or cross-pollination of brand identities were manifested in the
minds of consumers. Interestingly though, the company has been able to use Engroâs
historical equity with rural farmers positively toward growing its milk collection network in
the province.
Our milk collection network has grown exponentially post launch,â says Rafey.
âSo much so that we reached our supply capacity within six months and had to begin
using a second UHT plant within three months,â
he adds. Today, Engro Foods aims to become the only company to utilize all of the milk
collecting areas in Pakistan and also plans on developing the biggest dairy farm in the
country. The companyâs reputation as a local giant actively involved with community
welfare in remote areas has also been a positive add-on for Engro Foods.
Marketing Strategy
The milk sector in Pakistan is Huge. According to SMEDA Engro produce about 28
billion liters a year and Packaged Milk is just a dent on this number.Packaged Milk is
still not that popular here Because of various socio economic factor .92% to 93% of milk
is open milk. It may possible that after some time the need and demand of packaged
milk increases and the drive to turn that need into profit that defines the success of a
Good Business and Olperâs saw that need.
Before OLPERS, Nestle MILKPAK was the king of the castle and Haleeb was second
best. Sometimes Businesses become too comfortable with present situations and
forgets and also forget strategic vision and analyzing the market and that is exactly what
happened.
The grass mowed under the feet of Nestle and Haleeb when OLPERS (with huge
financials) came in. OLPERS did something else that was amazing; they attracted, they
strenghten and delighted their customers into becoming more health conscious and
purchase savvy.
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Haleeb lost their market share and their place as second best. It was an all out war of
the worlds and Olpers came prepared. A barrage of line extensions and big budget
spending saw them become one of the most recognizable brands in Pakistan, and that
too in just two years. Their presence was everywhere on shelves, on billboards⌠you
name it! Olpers was everywhere!
Marketing research
Before the inception of the brand Olperâs, AC. Neilson carried out a marketing research
for Engro Foods to determine the viability of the brand name Olperâs and the market
readiness through surveys, interviews and focus groups.1200 names were reviewed
and analyzed before Olperâs was decided. Olperâs is promoted as the milk for all-
purposes. The reason for this is that while conducting research, they found out that
people want milk that could be used for all purposes such as drinking, tea whiteners etc.
Once the brand was introduced the organization wanted to add more product lines to it.
Therefore they conducted another marketing research to find out the success of Olperâs.
The researchers started off with secondary data that was available. They tried to
uncover the level of complexity involved in such a decision and the magnitude of
success. But that wasnât enough so they started to collect primary data through the use
of different techniques.
They first started with survey research to understand the peopleâs beliefs, preferences
and core needs that can be satisfied by introducing additional products. The
researchers also conducted observational research to observe the people in different
settings. They used it to find out which brand the people really bought, where did they
take more time in purchase process and where did they look when they were shopping
for grocery. This helped them to see the shelf-space that can be used. They used the
method of shadowing that is they observed people while using the product. They also
conducted unfocused groups where they interviewed a diverse set of people to explore
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Idea about the brand and what more they want in the food sector to be available to
people.
The researchers conducted questionnaires to find the responses of consumers about
Olperâs. They got a positive feedback from the customers who also encouraged them to
invest further and to setup a new plant in Sahiwal. Through different research methods
the organization was also able to find out the number of competitors brands.
After the analysis of data researchers present the findings to the decision makers who
pass the final verdict. Due to the positive responses of consumers, the decision makers
decided to go ahead with the idea of introducing more product lines to the food Olperâs
brand.
It can be said that successful marketing research helps the marketers to understand the
customersâ needs that are still unfulfilled. The four new products of Olpers in the market
are:
1. Olperâs lite
2. Olperâs cream
3. Tarang
4. Omoreâ
5. Olperâs milk
The organization has further plans to expand more in this sector and introduce more
products related to milk.
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Segmenting and targeting the Market for Olpers
The milk sector has a market that has homogeneous taste and demand that is the
consumers have similar preferences.
1. Milk should be clear and free from any impurities.
2. It should be carefully processed
3. Milk should be good for bones and health.
Olperâs market has been segmented according to these things. Olpers marketers had a
number of options available to them when segmenting the market for their products
ď Demographic Segmentation
Olpers is meant for all the users in higher upper or middle class families. Olperâs
products are not restricted to any particular age, gender or lifecycle stage. Lower class
wouldnât want to buy the brand maybe because they are price sensitive or because they
still believe lose milk is better than processed milk .Milk companies are trying to change
the image of processed milk as non-nutritionist milk. Therefore it can be said that
Olperâs had a image as a brand for high income earners. Due to that image it can be
said that Olperâs milk target a specific social class who are health conscious and
concerned about their weight.
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ď Psychographic Segmentation
During segmentation Olpers also focuson psychographics factors, factors such as
personality traits, lifestyles and values, Olperâs marketers have segmented the market
who are goal-oriented and focused on their careers, and those who are looking variety
in the milk sector. For example the ads for Olwell ,focus on achievers who want to be
successful, have high aims and are already doing quite well in their concerned fields.
And why OLPERS have targeted variety seekers because the company has given them
a new set of brand and so, many will make their first purchase because they want to try
something new. Olperâs ads also target believers, traditional conservative people with
Concrete beliefs. Olperâs ads show the beliefs of healthy life with processed milk and
plays on the emotional aspect more.
ď BehavioralSegmentation
Olperâs products have been segmented on the basis of benefits that consumers seek in
the milk.Olpers ads are always based on the theme of family.Olpers milk can be used in
daily life.Olpers can be used for all purposes like tea whiteners or to feed the animals.
Olpelrs milk can use for drinkin or as a tea whitenerâŚ.
Positioning the Brands
Positioning involves designing the product and image that will occupy a distinctive place
in the minds of the target market. As can be seen, Nestle Milkpak and Haleeb have the
largest profit margins and market share in the milk industry. Thus the marketers at
Olperâs have decided to create its own unique image and then
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strengthen the position in the customerâs minds. They have done this by taking a
number of following steps:
Packaging of Olperâs Milk in red colour are quite different and distinctive from the typical
green and blue packing used by other competitors.
The brand has been positioned as an all purpose milk that is meant for everyone,
especially those who live life to the fullest, hence its tag line is
âjo dil khol kay jeetey hain unheen kay liyay hai Olperâsâ
Placement and distribution
According to Mr. Fuad Chundrigarh, Director Marketing EFL,
âIn order to succeed, you should always capitalize on your strengths and
never on your competitorâs weaknessesâ
Engro Foods did exactly that. They used their decades of PR with farmers and used it to
provide world-class supply-chain management for delivering the ultimate quality milk in
Pakistan.
Having kicked off simultaneously in 20 cities across Pakistan, the launch has been
ambitious and currently Olperâs is available in 80 cities across Pakistan. It reflects the
companyâs intention to become a big player in the industry, both on a national and
international level. Engro Foods Limited has its own distribution network. EFL has
divided Pakistan into five regions for milk distribution namely:
1. Karachi
2. Lahore
3. Islamabad
4. Peshawar
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5. Multan
Due to an appealing color scheme, which stands out in the clutter and thanks to the
EFLâs strong relationship building and special discounts to retail outlets, Olperâs has
gained a proper shelf placement in the presence of competitors like Nestle and Haleeb.
Promotion and Distribution
Promotionalstrategy:
Olpers promotional strategies:
a. Stalls in BAZAAR
In order to encourage and attract the consumer company using the strategy, stalls in
Sunday Bazaar, Tuesday Bazaar and Friday Bazaar at different location of pakistan and
especially to those areas where the volume of sales of the Olpers is low .
b. Integrated marketing communication
In order to inform the consumer about the new, upcoming product and value added
services to the existing product company have a complete plan. The company uses
print media to inform their consumer.
c. Unique selling proposition
Olpers is a trend setter in market.The usp of Olpers is âwo log jo khul k jete haiâ. They
provided their consumer pure milk and this the usp of nestle milkpak.
d. Advertisements
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Olperâs emphasis on advertsing.they use different medias to advertise their product ,
TVCs, print ads, radio commercials, billboards and plenty of BTL (below theline)
activities including direct consumer and shop branding activities. Because of OLPERS
aggressive marketing campaign, the company gave tough completion to well
recognized brands.
e. Ramadan Campaign
Olperâs celebrates the spirit of Ramadan. Olperâs celebrate Ramadn with unique style,
in Ramadan 2009 is the latest example for it. Every Ramadan they have has come up
with nice promotional campaign. They try to promote the patriotic spirit of Muslims all
around the world through the most popular ³Hum Mustafavi Hein´song that gives the
message of Peace for the whole world. The song is directed by Asim Raza advert
features Atif Aslam and Dawood Ali.And worked has done fabulously. This ad has
been shot in 5different countries I-e Pakistan, Dubai, Morocco, Brunei and Turkey. In
Olpers ads They have shown the Muslim rich heritage, culture and beautiful mosques.
Olperâs association with religion and cultural heritage grows stronger each Ramadan as
their worth talking about Ramadan Campaign penetrates through the industry setting a
bench mark of gleeful trail for competitors to witness. Their rich hues of corporate color
and emphasis on cultures across the globe give more meaning and depth to the brand
as a whole. What we see today is a great project execution by TNBT (The Next Big
Thing) to take the Olper's digital campaign to the next level by going beyond traditional
online banners and simple Facebook page management.
OLPERS brand shows Islamic nations as a united faction in their ads. In Olpers ads
they try to show the principals and family values are very important. Their user friendly
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website opens up unfurling the corporate colours and takes the user for a journey of
engaging features and advertisement downloads that could be cherished as collectibles.
Similarly, the display of Sehri and Iftar timings and the integration of digital and
traditional media are worth noticing where Olperâs has lked recipes on a local TV
channel and the brand enjoys good product placement.
This Islamic theme integrate in Olperâs Ramadan campaign and the digitalized aspect in
itâs entirety have made the viral impact and positive word of mouth inevitable and thus
more of related campaigns are expected in years to come.
Now days there has been a growing trend of targeting Muslim consumers around the
world, Providing Halal food is the main target of national and international markets . ,
âIslamic Marketingâ is the term in use and thus relevant activities increase in Ramadan.
NewYork Times also talked about OLPERS work how Olpers competing against
Nestle. NewYork Times also mentioned in his section âMedia and Advertising about
various international brands focusing on the Muslim market and mentioned how Olperâs
has been doing itâs part in terms of Ramadan and how it helps in competing against
Nestle.
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HR Department of Engro
Purpose of HR Department
The Human Resource department may be considered the backbone of companies. The
HR department makes sure that the company policies, visions, and values are being
followed through by the company, as well as the employees within that company. The
Human Resource department develops initiatives and provides strategic support to
management concerning Human resources policy
Main Functionsof HR Department
The HR department is responsible for many every day functions. For instance, HR is
responsible for manpower planning, which is the balancing of overstaffing and
understaffing within a company. HR also deals with organizational development, or
determining the hierarchy of a companyâs many positions. Employment and association
conditions, recruitment, job classification and salary administration, performance
appraisal, advancement, internal mobility, training and development, and corporate
social responsibility are just many of the other responsibilities that the HR department is
responsible for.
Organizationof HR department
1. Control of records:
Data on all HR related activities are generated and recorded in a meaningful
manner to provide objective evidence of quality and work done. All HR separating
manual related records are retained in good manner. HR officers maintain a list of
quality records and their retention time. These papers are important as backup
information, or if ever a need arises to determine whether or not a particular objective is
being met, if an employee is working properly based on their job descriptions, and much
more.
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2. Management commitment
HR department of EFL is committed to developing and implementing HR policies,
procedures, and continually improving their department effectiveness through
conducting management reviews, establishing HR objectives, & providing strategic
support to the management with regard to HR policies. The HR department helps keep
all of the different policies and procedures in check by overlooking all aspects of a
company, including management.
HR Objectives
HR Objectives have been developing for EFL. These specific objectives are the prime
basis for the performance evaluation of HR department. Objectives can be reviewed
any time when the needs arise. Objectives are important to keep not only the HR
department, but also the overall company on the right tracks. A planned review is
performed once a year to help ensure this.
HR Policy
It is the policy of the company to provide Human Resource services and staff
development programs responsive to the needs of the company and delivered at
highest possible standards of quality.
The HR policies are related to:
HR deals with who is hired, and how they are hired. HR also deals with an employeeâs
benefits relating to medical and dental benefits. If employees want to travel, or to
transfer to another department, company, or position, then HR works with that
employee to the best of their abilities. Transportation allowance and company assigned
car are other aspects of a company that the HR department deals with.
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Major Functionsof HR department
There are seven major functions in HR department of every company:
1. Manpower planning
This aspect deals with the responsibility of determining whether or not a company is
understaffing or overstaffing. Understaffing is dangerous because it can lead to a
smaller workforce. Overstaffing leads to insufficient funds to pay a large amount of
employees.
2. Recruitment and selection of employees
HR is responsible for analyzing job descriptions, as well as finding and hiring proper
employees for the job. HR is also responsible for interviewing people for job positions.
The interview process is highly important because this is what helps the company hire
the right person for the right job.
Employee motivation
HR is also responsible for initiating professional development and leadership workshops
that can help employees grow. These types of workshops allow for employees to better
understand one another, determine ways of improving themselves, and feel more
motivated to work in the company. A company that takes the time getting to know their
employees will in return have employees who want to better understand and work for
their company.
3. Employee evaluation
This aspect deals with assessing and evaluating the progress of an employee. This is
important because it helps a company, through the HR department, determine at what
level an employee stands, if the employee has made sufficient progress, and how help
the employee advance and succeed within the company.
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4. Organizational relations
A company can range from a few people to thousands of people, and these people are
divided throughout various departments within the company.
5. Provision of employee service
HR is responsible for delivering its policies, paperwork, and much more their
employees.
6. Employee education, training, and development.
This aspect is very similar to employee motivation. An employee is a human being, and
all human beings are able to learn and advance in their field of work. There is always
room for advancement, since no human being is perfect. This is perfect for the HR
department, which is able to deliver training and education to its employees.
Job Analysis Information
Job Analysis information is the basis for several interrelated HR management activities:
1) Recruitment and Selection
This helps HR find and hire the right people for the right job.
2) Compensation
This helps HR determine what amount of money should be given to an
employee based on experience, work productivity, and much more.
3) Performance Appraisal
This helps HR appraise those employees who are able to follow and complete the
responsibilities, objectives, and goals written in their job descriptions.
4) Training
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This helps to explain both to HR and employees the type of training that can be offered
to help reach the different objectives and goals.
5) Discovering unassigned duties
Developing a description for a job can often lead to discovering other responsibilities
that a specific job could provide! For example, letâs suppose an HR specialist is creating
a job description for an Assistant Manager. While creating the description, the HR
specialist realizes that the Assistant Manager position also requires good
communication skills, and so he/she writes this requirement into the job description! By
doing this, the HR department will not only find people who have good communication
skills, but they can now provide TRAINING to previous Assistant Managers within the
company to help them develop their communication skills!
Job description is also a part of Job Analysis. A job description is a written statement of
what the worker actually does, how he or she does it, and what the jobâs working
conditions are. You use this information to write a job specification; this lists the
knowledge, abilities, and skills required to perform the job satisfactorily.
There is no standard format for writing a job description. However, most descriptions
contain sections that cover the following:
1- Job identification
2- Job summary
3- Responsibilities and duties
4- Standards of Performance
5 â Working Conditions
6- Job specification
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Recruitment& Selection
Once a pool of candidate has been completed, the next stage is to select the best
person for the job to achieve the organizational goal. The organization gives importance
to solution process as the result of this process. The better performance of the
employees shows the better performance of organization, which can achieve its
goodwill & vice versa. Further effective screaming leads towards cost minimization.
Finally the organization gives this process importance to fulfill legal formalities also.
Applications are reviewed by the HR Department and suitable candidates are selected
for departmental consideration. Applications are necessary to also be reviewed by the
concerned department. The concerned Department and HR select those candidates
who are to be called for initial interview by HR department.
1) Calling Candidates from outside for Interview.
Before a candidate is called for interview, an estimate of expenditure involved in his
travel will be proposed for approval by the HR Manager. It will be only after the approval
has been accorded that the candidate will be informed in writing with necessary
instructions as to the date, time and place of his interview and he will be asked to
confirm his agreement to travel expenses admissible.
2) Preliminary Interview
⢠Candidates are screened by HR Department
⢠Appropriate tests are administered as explained below
⢠Results of screening and tests are shown to the Department concerned.
⢠Candidates for further interviewing are chosen on the basis of this screening and
testing.
â˘
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3) Testing
The purpose of the testing program is to collect from the applicant such supplemental
information regarding his mental abilities, skills and competencies as it would be used
by the management, in deciding if the applicant is likely to succeed as an employee for
the organization.
4) Final Interview
Candidates are interviewed by the members of Management as nominated by the
Department Head concerned and the HR department. The Interview Rating Form (form
no. HRD-1-2) is completed by each interviewer and returned promptly to HR
Department.
5) Interviewing the Candidate
The candidate should be interviewed under such conditions that he /she is as ânaturalâ
as possible and has an opportunity to exhibit his usual behavior towards people. Of
course, this is not entirely possible when he / she knows that the selection or rejection
for employment may depend in part at least upon the impression he / she creates. But
with due allowance for nervousness and perhaps anxiety an interview conducted under
the following conditions go far towards revealing the human relations aspect of the
candidate:
⢠This interview must be conducted in an informal atmosphere.
⢠The interview must be conducted like a friendly discussion between the
interviewer and the candidate.
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⢠The interview must be conducted as per the industry benchmarks.
6) Medical
The purpose of the medical examination is to determine and evaluate the general health
status of the applicant as it is related to his ability to perform the job for which he is
applying. Appointment letter is issued only after the candidate has been found fit for the
job applied for.
7) Appointment
HR prepares an appointment letter. The Department Manager signs the Appointment
Letter for all employees and returns it to HR for further processing.
8) Orientation
It is the responsibility of the HR Department to acquaint the new employees with the
general HR Policies and procedures of the Company. It is the responsibility of the
Department Head to acquaint the employee with the applicable working rules at the
place of assignment and to explain in full detail to the employee his place and duties in
the overall Company organization.
9) Replies to the other Candidates
All other candidates who were called either for initial interviews or any other interviews
are sent replies by the HR department thanking them for their cooperation and telling
them that the position has been filled.
.
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Orientation by Department
After the selection the head of Dept itself give the orientation to his sub-ordinates. He
gives an overview of organization culture, but the duties & responsibilities of new
employees in detail. First 2-3 days there is a not much/fully responsibility on the
employee.
For the fresh employee (having no experience) there is 3 to 6 month training period.
After it they are fully responsible for their duties.
ďˇ For existing employees, there is continuous On Job Training by the supervisor
and Head of Dept. they are prepared as inside supply of candidates for an upper
level vacant post in future expected.
Orientation provides the information about the followings:
1. Organizationâs Culture
The entire employeeâs are introduced with organizationâs culture. Organizationâs values,
norms and beliefs are discussed in detail. Employees are introduced with Engro Foodâs
image and its reputation in all over the world and the customs and traditions are
explained to the employees.
2. Employeeâs Introduction
All the employees are introduced with other employees and their supervisors so they
can know each other. The purpose of this practice is that, if employees know each other
and they feel good to work with each other then definitely they will perform well and with
ease. Companyâs policies, rules and regulations, benefits, working hours, performance
reviews, payroll system, vacation information, working conditions these types of issues
are discussed in this content of the orientation.
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3. Contingency Training
In this content employees are introduced certain contingent situations in which they
have to respond immediately, like fire drill, safety issues, theft, robbery, to handle
disputes among the customers. Employees are taught about precautionary measures,
they should take during these critical situations. Engro food considers it very important
to discuss these sensitive and crucial matters on the very first day because these issues
can happen at any time and employees must know how to handle these situations in
advance, thatâs why first orientation session is taken very seriously. This training
session forms a base for all future training programs.
4. Follow-Up Orientation
Follow-up orientation is conducted after the 30 days of first orientation. This orientation
is also a 45 minutes session having following contents:
Performance& Management
As it is obvious that performance appraisal is very important tool for evaluating the
performance so in Engro Foods it is conducted in a very careful manner.
Immediate Supervisor: The Responsible Person
For this purpose the person or official who is in direct contact with employees and to
whom the employees are under reservations is selected to assign the duty of appraising
the performance.
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The administrative manger, unit head, for example, General Manger also make surprise
visit. Moreover the immediate boss makes the performance appraisal in a very concise,
precise and systematic way as given below.
Defining the Job Properly
In order to avoid future problems the supervisors clarify from all aspects to employees
what the performance level is expected from them and what would be the standard for
their performance appraisal. Then in the light of definition of job performance appraisal
is made.
Feed Back
As without feedback performance appraisal remains fruitless. The keeping in mind
performance appraisal, discussion and feedback session are held time-to-time for
solving the problems.
Appraisal methods adopted by the Engro Foods
In order to get better results Engro Foods uses the combination of several methods and
this technique is very successful in their organization. The most important method by
them is:
ďˇ The MBO method
ďˇ Critical Incident Method
ďˇ Behaviorally Anchored Routing Sale.
NOTE: In Engro Foods performance appraisal is not limited up to formulation just.
Rather based upon a reward system that is established for satisfaction providing
appraisal as:
ďˇ Special increment
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ďˇ Promotions
Career Planning and Management
The company consistently monitors its employees and as far as the betterment of their
career is concern, the company has a proper strategic plan through which it increases
the skill level of its employees. The company offers training courses which focuses on
injecting skills and professionalism into employees. These courses held in the
organization or outside organization and even abroad depending upon the course
requirements. Regardless of the location of these training programs, the company pays
all the expenses. The only focus is to improve the skills of their employees so that not
only company can get maximum out of them but also employees can enrich their nature
of job and life standard as well.
Along with these training programs, the company make their employees fully aware of
their job requirements so that they can develop a clear picture about at what they are
good and bad. Indirectly the promotions also play a key role in employeesâ job
satisfaction.
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FINANCAIL ANALYSIS
BALANCE SHEAT
as at december 31, 2011
amounts in thousands
2011 2010
Assets
Non current assets
Prperty, plant, equipment 9,615,426 148,219
Long term investment 980,000
biological assets 496,809 428,293
Intangible assets 133,598 142,433
Long term advances 24,212 23,126
10,270,045 8,722,071
Current assets
stores, spares and loos tools 571,812 441,841
Stock in trades 2,637,816 2,089,221
Trade debts 87,121 51,879
Advances, deposits & prepayments 266,093 244,209
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other recievables 1,160,126 720,735
Taxes recoverable 1,443 9,417
Derivative financial instruments 510
Short term investments 1,294,000
cash & bank balance 350,728 180,181
6,369,139 3,737,993
Total assets 16,639,184 12,460,064
Equity & liabilites
Equity
Share capital 7,517,889 7,000,000
Share premium 722,181
Hedging reserves -18,878 331
accumulated loss -984,954 1,875,924
Non- Cuurent liabilites
Long term finance 5,610,000 4,625,000
Obligations 1,295 4,714
Deferred taxation 308 180.964
Deferred liabilites 1,870 3,462
5,921,255 4,814,140
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Current liabilites
Current long term finance 465,000 200,000
current obligation 3,864 3,675
Trade & other payables 2,343,506 2,040,575
Derivative financial instruments 27,966
Accrued interest
_ Long term finance 968,152 275,077
_ short term finance 20,229 2,190
Short term finances 252,250
3,480,987 2,521,517
Contingencies
Total equity & liabilites 16.639,184 12,460,064
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PROFIT AND LOSS ACCOUNT
as at december 31, 2011
amounts in '000'
2011 2010.00
Net sales 29,859,226 20,944,943
Cost of sales -23,230,345 -16,552,117
Gross profit 6,628,781 4,392,826
Distribution & marketing expenses -3,716,489 -2,913,448
Adminstrative expenses 504,722 473,198
Operating expences -228,902 -131,460
Operting income 213,133 54,142
Operating profit 2,411,801 929,662
Finance costs -1,049,141 -659,652
Profit before taxation 1,362,660 270,100
taxation -471,786 -94,878
Profit for the year 890,973 175,622
Earning per Share 1,22 0,31
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HORIZONTAL AND VERTICAL ANALYSIS OF PROFIT & LOSS
ACCOUNT
Horizontal analysis 2011 11 VS 10 2010 10 VS 9
Rs % Rs %
Sales 29,859 42.6 20,945 42.8
Cost of sales 23,230 40.3 16,552 38.5
Gross profit 6,629 51.9 4,393 61.7
Distribution & marketing
expenses
3,716 27.6 2,913 10.3
Adminstrative expenses 505 6.8 473 36.3
Other expences 209 58.3 132 187
Other income 213 287.7 55 -68.8
Operating profit & loss 2,412 159.4 930 -760.6
Finance Cost 1,040 59 660 28
Net profit before taxation 1,363 404.1 270 141.2
Provision for taxation -472 399.6 -94 -142.4
Net profit after taxation 891 406.5 176 140.6
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Vertical analysis 2011 2010
Rs % Rs %
Sales 29,859 100 20,945 100
Cost of sales 23,230 77.8 16,552 79
Gross profit 6,629 22.2 4,393 21
Distribution & marketing
expenses
3,716 12.4 2,913 13.9
Adminstrative expenses 505 1.7 473 2.3
Other expences 209 0.7 132 0.6
Other income 213 0.7 55 0.3
Operating profit & loss 2,412 8.1 930 4.4
Finance Cost 1,040 3.5 660 3.3
Net profit before taxation 1,363 4.6 270 1.3
Provision for taxation -472 -1.6 -94 0.5
Net profit after taxation 891 3 176 0.8
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HORIZONTAL AND VERTICAL ANALYSIS OF BALANCE
SHEAT
Horizontal analysis 2011 11 VS 10 2010 10 VS 9
Rs % Rs %
Equity & liabilities
Equity
Share capital 7,518 7.4 7,000 29.1
Share premium 722 100
Hedging reserves -18 100
accumulated loss -985 47.5 -1,876 -8.6
7,237 41.2 5,124 52.6
Non- Cuurent liabilites
Long term finance 5,610 21.3 4,625 39.1
Obligations 1 -80 5 -37.5
Deferred taxation 308 70.2 181 39.9
Deferred liabilites 2 -33.3 3
5,921 23 4,814 32.4
Current liabilites
Current long term finance 465 133 200 70.9
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current obligation 4 4 -20
Trade & other payables 2,344 14.8 2,041 29
Derivative financial
instruments
28
Accrued interest
_ Long term finance 368 33.8 275 50.3
_ short term finance 20 900 2
Short term finances 252 -100
3,481 38 2,522 28.3
Total equity & liabilites 16,639 33.5 12,460 38.4
Assets
Non current assets
Prperty, plant, equipment 9,615 34.5 7,148 23.1
Long term investment -100 980 540.5
biological assets 497 16 428 -2.2
Intangible assets 134 -5.9 142 408.7
Long term advances 24 3.8 23 194.8
Deferred taxation
10,270 17.7 8,722 35.5
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Current assets
stores, spares and loos tools 572 29.4 442 52.4
Stock in trades 2,638 26.3 2,089 79.5
Trade debts 87 67.3 52 108
Advances, deposits &
prepayments
266 9 244 -28
other recievables 1 60.9 721 26
Taxes recoverable -88.9 9 -71
Derivative financial
instruments
-100 1 100
Short term investments 1,294
cash & bank balance 351 95 180 21.6
6,669 70.4 3,738 45.5
TOTAL ASSETS 16,639 33.5 12,460 38.4
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vertical analysis of balance sheat
2011 2010
Rs % Rs %
Equity & liabilites
Equity
Share capital 7,518 45.2 7,000 56.2
Share premium 722 4.3
Hedging reserves -18 -0.1
accumulated loss -985 -5.9 -1,876 -15.1
7,237 43.5 5,124 41.1
Non- Cuurent liabilites
Long term finance 5,610 33.7 4,626 37.1
Obligations 1 5
Deferred taxation 308 1.9 181 1.5
Deferred liabilites 2 3
5,921 35.6 4,814 38.6
Current liabilites
Current long term finance 465 2.8 200 1.6
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current obligation 4 4 0
Trade & other payables 2,344 14.1 2041 16.4
Derivative financial instruments 28 0.2
Accrued interest
_ Long term finance 368 2.2 275 2.2
_ short term finance 20 0.1 2
Short term finances 252 1.5
3,481 20.9 2,522 20.2
Total equity & finance 16,639 100 12,460 100
Assets
Non current assets
Prperty, plant, equipment 9,615 57.8 7,148 57.4
Long term investment 980 7.9
biological assets 497 3 428 3.4
Intangible assets 134 0.8 142 1.1
Long term advances 24 0.1 23 0.2
Deferred taxation
10,270 61.7 8,722 70
stores, spares and loos tools 572 3.4 442 3.6
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Financial statement analysis
Financial Analysis
(Rs m n) 2010A 2011E
Income statement
Net Sales 20,945 31,282
COGS 16,552 24,381
Gross profit 4,393 6,900
Operating profit 930 1,930
EBITDA 1,630 2,717
Finical Charges 660 789
PBT 270 1,141
Tax 94 399
PAT 176 742
Balance Sheet
Share holder Equity 5,124 3,216
Non Current Liabilities 4,814 5,607
Current Liabilities 2,522 5,740
Total Liabilities & Equity 12,460 19,563
Non Current Assets 8,722 15,075
Total Current Assets 3,738 4,488
Total Assets 12460 19563
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Ratio Analysis Valuation
Earnings per Share 0.2 0.1
Book value per share 6.9 11.0
Price of earning ratio(x) NM 25.2
Price of book value(x) 3.6 2.3
Price of Sales(x) 0.9 0.6
Profitability
Gross margin 21% 22%
Operating margin 4% 6%
Pretax margin 1% 4%
Net margin 1% 2%
Solvency
Total debt to total assets 0.4 0.3
Total debt to equity 0.9 0.8
long term debt to equity 0.9 0.7
Interest Cover 1.4 2.4
ROE 3% 9%
ROA 1% 4%
Momentum
Sales growth 43% 49%
Net profit growth NM 322%
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SWOT Analysis
ď Strengths
a) Engroâs Back
Engro has a great brand recognition all over the world. It has a big brand image in
Fertilizers, IT and Infrastructure business. Thatâs why the main product of Engro foods
Olpers can be recognized by foreigners and also it can be backed up by foreign
investors rather than Nestle. It makes its distributing channel strong.
b) Better Relations with suppliers
The main benefit to Engro Foods is its good reputation among farmers due to fertilizers
which has created a long term relation between farmers and organization. Now Engro
has the advantage of its long term interaction with farmers that they can easily buy milk,
also they have mad centres for milk collection. And also farmers wonât have to look
anywhere else to sell the milk.
c) Positive Feedback from Customers
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EFL had a big success in the very first year, it crossed 1.4 Billion sales, which showed
the consumers belief and satisfaction with EFLâs products, for its good taste and quality
proposition.
d) Strong consumer & product research
A strong consumer & product research was conducted before and after launching the
Olpers. This has provided Engro the perfect launching pad to eventually emerge as a
global player in the food industry. To develop its future portfolios, EFL has hired various
global research partners like AC Nielsen, Mindshare, JWT Asiatic and MARS marketing
and advertising agencies.
e) Third-Generation Plant
Only EFL, has the third-generation UHT milk plant in the country. EFL plant is the only
plant in Pakistan that uses Bactofuge technology to eliminate bacteria and ensure
premium quality and hygiene. Moreover, it has also set up another milk processing plant
in Central Punjab (Sahiwal) with an investment of Rs. 2 billion (US $ 33 million).
1. Worldwide fame of Engro.
2. Efficient milk collection system.
3. Keeping high quality standards.
4. Integrated distribution and warehousing facilities.
5. Successful related diversification.
6. Generic brand name of Olperâs
7. Large market share of Engro innovative and chemicals.
8. Having Good reputation in the market by strong brand name i.e. Engro
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ď Weaknesses
a) Not owning Red Color
The company has not owned the color red like Nestle has a green Milkpak; Haleeb has
a blue carton etc. This may create problems because when a consumer enters a
grocery shop, then he/she might have problems in recalling the brand because there is
no color association attached to Olperâs. The company may need to find a suitable color
in which to focus its upcoming marketing strategies.
b) Low Quality Milk
Engro Foods Ltd donât have there own milk centres. They collect loose milk from
local gawalas and farmers. Which is the reason that the quality of milk is not that
good, it also have sometimes times vegetable oil and impurities add in it.
c) Monopoly of Tetra Pack
Tetra packs is the only packaging company in Pakistan. Engro is using Tetra Pack for
almost all their dairy products. So Tetra Pack being in monopoly can charge them at
whatever rate they want.
d) Milk collection & distribution costs
EFLâs 34 out of 40 milk-collection centers are located in Punjab, where as its milk
processing facility is situated near Sukkur (Sindh) and Sahiwal. It increases the milk
collection & distribution costs; and also increases the chances of milk getting spoiled
because of increased traveling time.
e) Narrow Product line
On March 20, 2006 when EFL launched its first dairy product, Olperâs Milk. EFLâs brandl
consists of just 3dairy products i.e. Olperâs Milk, Olpers lite and Olperâs Cream. But
EFLs competitors Nestle and Haleeb Foods have a diversified line of dairy products.
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ď Opportunities
a) Increased funding by Government
Government has decided to help the farmers by increasing their funding. This is also
help ENGRO foods because of bad weather conditions and some other reasons there
was lots of wastage of milk but now farmers will be able to overcome their loss by
storing milk for longer time periods.
b) Increased consumption of PLM
Competition may create opportunities for the company because each competitor in the
milk industry wants to increase penetration of processed liquid milk and so they will
create awareness for consumers through different advertising media. This will ensure
the increase in the consumption of processed milk instead of lose milk and so will in turn
lead to increase in sales for the company. Therefore there will be an opportunity for
accelerated growth.
c) Awareness
High awareness about health and hygiene issues helps the milk industry to increase
their product by Growing dissatisfaction with loose milk and increased processed milk
consumption.
d) Third largest producer of milk
In the world Third largest producer of milk is Pakistan, total production of 32 billion liter
of milk a year, which is more valuable than that of the value of wheat and cotton, from a
total herd size of 50 million milch animals (buffaloes and cows).Milk is covering 51
percent of the total value of the sector.Milk production is expected to grow at an
additional 3 billion liters in the next few years because government and private sector
taking some steps for the betterment of milk industry. This is good opportunity for Engro
foods as there is lot of growth in this part of the sector.
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1. Improving Economy
2. Population growth rate.
3. High urbanization rate.
4. High literacy rate.
5. Flexible government policies for food industry.
6. Have significant growth opportunities
7. Has sufficient capital to expand.
8. Has the potential to innovate and differentiate the company's products to sustain
competitive advantage
9. May merge with other global businesses to eliminate competitors.
10.Having Capable of expanding into other markets of the world
ď Threats
a. Competition
Competition is always a threatso the company try to keep a grip on their market share
and maintain its leadership in an expanding market. Sometimes it is difficult For Olperâs
to stable in a market where the loyalties exist for such brands as Nestle and Haleeb.
Such brands captured the milk industry for a long time and have a strong position in a
minds of consumers.
b. Perceptions and Price Differentials
Sometimes Consumersâ perceptions about price can cause a threat for the company. To
meet the companys promised specifications it is important that Olperâs comes up to the
expectations of the customers and fulfills its conformance quality.Change in the taste
and preference of consumer with time and prices might create threat of the profit
margins for Olperâs. For example,people still buy lose milk instead of packaged milk
because lose milk is cheaper. To eliminate Engro foods olpers the competitors may
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develop some marketing strategies. Because of this there may be an economic
downturn in the business cycle.
1. High inflation rate.
2. Low purchasing power.
3. Decrease in GDP growth rate.
4. Increasing interest rates.
5. Decreasing investment.
6. Recessionary period in business cycle
7. Competition with Nestle, Engro Foods and the new entrants.
8. Engro foods are currently facing an increase in Sales Tax.
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PEST Analysis
A. Political factors
There are no specific government rules and regulations but because of unstable
political conditions, strikes and road blocking is creating problems for delivery on
time.
B. Economical factors
Inflation rate of Pakistan for the current fiscal year has grown to 7%.so, the
purchasing power of the customers is decrease. packaged milk industry which is
already considered as more costly compared to open milk .As a result there is
increased pressure on the companies to either decrease their prices or at least keep
prices stable
C.Social factors
In Pakistan the norm is to get up in the morning and get fresh milk from doodh wala.
Mostly people considered that milk is healthy for them. This will require a lot of time
and patience because most of the people are not willing to spend additional amount
of money on packaged milk when they are convinced that it has a lot of
preservatives and is unhealthy
D.Technological factors
Milk yields per animal have been increased through scientific feeding & breeding
Our project is to establish farms. First 14 farms in Okara, Punjab have been formally
established as model farms
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Currently, most equipment for storage and processing is being imported from
Western countries.
My learning experience during Internship Program
Engro Foods is known for its internship programs which actually inspired me to go for it
and learn new things. Internship programs are basically designed to give a practical
exposure to the students of what they have studied in their class rooms and books. The
experience by itself was a pleasant surprise which was full of learning, meeting new
people and understanding corporate culture. Throughout the course of my internship I
was encouraged and guided by my supervisory staff. There professional handling and
trust made me to excel for continuous improvement and simultaneously gave me the
confidence to accomplish my projects as a winner.
The objective and can-do attitude that I developed working on stretched and tedious
projects helped me to convert my opportunities into strengths. It can also be termed as
a period of self-discovery where it was revealed that how far I can go, an estimate that I
have been revising to this day because of the new spirited attitude towards life.
Engro Foods stands as a company having its own culture, professionalism and strong
ethics. Equity and mutual respect are the core values which I greatly loved. The
company offers a very well-defined and structured internship program providing great
opportunities of learning. My experience as an internee with Engro Foods can be
summarized to be very befitting, fruitful and useful.
During the internship I was assigned with a project on T.I.S. It is a software EFL
developed the year to maintain the data of their permanent employees, such as:
Attendance, Leaves record, their personal information, their payroll and their other
bonuses and incentives etc. My project was to maintain the leaves record of the
employees and their payroll. This took 4 weeks to complete this task. The leaves were
from june 1st till the date going. The learning through this project was the working on
Excel Sheet.
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The next 4 week was mostly spent to maintain the record of organization daily and
monthly expenses.
I also helped my fellow internee who was working in accounts department. I helped her
in her task by managing the accounts of the employees, also I helped another internee
in making roasters, which is actually assigning the workers their shifts, i.e. There are
four of shifts in EFL:
⢠General (9 am to 5 pm)
⢠Morning (7 am to 3 pm)
⢠Evening (3 pm to 11 pm)
⢠Night (11 pm to 7 am)
I worked on DES (Daily Expense sheet). This is a sheet that employees use in order to
claim for some specified expenses such as mobile, travelling expenses. Firstly I verified
the amounts and bills that are attached to the sheets and then I put their data in SAP.
I also came to know about the working of R&D department. They are operating a
laboratory in which tasting of their products is done which confirms the productions of
that specification product.
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Suggestions and Recommendations
Following are the suggestions and recommendations for EFL:
ďˇ The co-ordination between different departments of EFL should be improved it
will lessen the bureaucratic cost and increase the efficiency of the company.
ďˇ The activities like customer satisfaction day should be performed on regular
basis so the company should know the feedback and satisfaction level of
customers regarding the product and the image of the company.
ďˇ EFL has shifted to branding concept but it really has not adopted it fully, for
smoother working of the different brands, the sales teams should merged with
respective brand management.
ďˇ There is no check on the performance of the distributor, and this has led to huge
problems in the delivery of many products in some areas of the city.
ďˇ They should also start to manufacture powder milk in order to meet the domestic
demand and so that it can be helpful in saving the foreign exchange that is
expensed in importing the powder milk from foreign countries.
ďˇ The company should explore the market potential in a way, so that it can utilize
its full capacity in order to gain economies of scale in the production.
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ďˇ At the moment the company is using focus marketing approach that only that
segment is approached which highly attractive for the company but it should also
develop the marketing program that distinguishes the characteristics of existing
available substitutes to their highly quality & hygiene oriented product.
ďˇ The company should also develop an integrated awareness plan in order to
aware the people about the quality of the UHT milk as compared to other
pasteurized or loose/fresh milk.