HRM REPORT.

HR PRACICES IN
“ENGRO FOODS”
PUBLISHEDBY:
AhmadKamal.
HinaTahir.
m. Hanif.

SUPERIOR UNIVERSITY LAHORE. (SAHIWAL CAMPUS) HUMANRESOURCE PROJECT.
Page 2
Project supervisor. Mam. Bismah Raja
Submitted by. Group no. 1
Superior University
Lahore
(Sahiwal campus)
Submission Date. 19-08-2015
Class M.Com
Subject. Human Resource
Management

Page 3
We dedicatethis project to our dearest, parentsand teachers
.
Thatprayed for our success and to all our loves ones whom we love from the core
of heart.

Page 4
TABELOFCONTENTS:
Dedication___________________________________________________________ 03
Table of contents_____________________________________________________ 04
Acknowledgement____________________________________________________ 05
Project elaboration___________________________________________________ 06
Organization _______________________________________________________ _07
History____________________________________________________________ _ 08
Introduction_________________________________________________________ 09
Objective____________________________________________________________10
Vision_______________________________________________________________11
Mission______________________________________________________________12
Core value___________________________________________________________ 13
Portfolio_____________________________________________________________14
Brands______________________________________________________________ 15
Innovation___________________________________________________________ 18
Departments_________________________________________________________ 19
Organization culture___________________________________________________20
HR hierarchy_________________________________________________________23
HR highlights_________________________________________________________24
Internal control frame work_____________________________________________27
HR practices__________________________________________________________29
Recruitment__________________________________________________________ 29
Selection_____________________________________________________________ 31
Training development__________________________________________________32
Compensation and benefits______________________________________________33
Rewards_____________________________________________________________ 34
Career development___________________________________________________ 36
Reward performance__________________________________________________ 37
Innovation and change_________________________________________________ 38
Issues and problems___________________________________________________ 40
Conclusion___________________________________________________________47
Recommandation_____________________________________________________ 48
Referance____________________________________________________________49
Thanks______________________________________________________________ 50

Page 5
Thanks to Almighty Allah the Beneficent, the Merciful, the Creator, the Sustainer, the Builder,
the Omnipotent, the Omnipresent, the One Who was the first; the One Who will be the last, for
providing ability to complete this humble contribution within the stipulated time. All the respects
for the greatest educator and the benefactor of mankind, Holy Prophet Muhammad (PBUH), who
advised all of us to continue getting education from cradle to grave.
We are using this opportunity to express our gratitude to everyone who supported us throughout
the course of the project of,
“HUMAN RESOURCE MANAGEMENT”
We are thankful for their aspiring guidance, invaluably constructive criticism and friendly advice
during the project work. We are sincerely grateful to them for sharing their truthful and
illuminating views on a number of issues related to the project.
We express our warm thanks to our course instructor
“MAM. BISMAH RAJA”
For her support and guidance during this project.
We would also like to thank our friends and all other colleagues who provided us with the
facilities being required and conductive conditions for our project.
We also thankful to the HR assistant manager “ZULAFIQAR ALI” of Engro foods for sharing
their organization information about the HR practices. And after his help we are able to
understand the HR practices and their implementation.

Page 6
In this project, we explain the HR practices and their implementation.
For this purpose we select the company “ENGRO FOODS” as an organization for knowing there
HR practices and how they implement these practices in their organization. For this we visit the
organization and met the HR manager assistant “Zulafiqar Ali” and ask the questions about
their organization HR policies and their implementation. How they manage or control the
practices and how they implement these policies.
So we explain the practices and there implementation in Engro foods in our project very briefly.
The main purpose of our project is explaining the complete concept of HRM.
So in our project we tried our best to explain the complete concept of HRM. After reading the
complete project report we will hope that everyone who read this is able to understand the
complete concept of HRM and the HR practices.

Page 7

Page 8

Page 9
Engro EXIMP was established in 2003, after which in 2005 Engro decided to diversify their
business more by venturing into the food business by establishing Engro Foods Limited. Engro
also ventured into the power generation business by setting up Engro Energy Limited in 2006,
which later on was renamed as "Engro Powered Limited" in 2008. It was established with the
basic aim to play Engro's part to tackle the energy crisis in the country.
In year 2007, Engro Ashia polymer divested its share in joint venture with Mitsubishi and the
company renamed as Engro Polymer and Chemicals Limited. In 2010, keeping in view the
immense diversification of Engro Chemical Pakistan Limited, it was decided to rename the
company as Engro Corporation as the holding company.
Engro Corporation is a Pakistani public multinational corporation based in Karachi with
subsidiaries involved in production of fertilizers, foods, chemicals, energy and petrochemicals.
Engro foods which manufactures, processes and markets dairy products, frozen desserts and fruit
drinks including the ice cream brand of OMORE.

Page 10
Engro Foods Limited was officially launched as a fully owned subsidiary of Engro in 2004.
Using dairy as a stepping stone to enter into the food business, the Company has established
state-of-the-art processing units in Sukkur and Sahiwal, along with an ice cream production
facility in Sahiwal.
Top quality brands like Olper’s, Olwell, Tarang, Omore and Owsum have been successfully
launched under the helm of Company’s dairy products. To support these brands and their highest
standards of Quality, Engro Foods has invested heavily in milk processing and milk collection
infrastructure. With an acquisition of Al Safa – a fast growing and established Halal meat brand
– Engro Foods is no venturing into North American market starting from Halal Foods category.
The new organization, Engro Foods Canada Ltd. with a subsidiary Engro Foods USA, LLC,
intend to aggressively grow the business in this market.
With the vision of Elevating Consumer Delight Worldwide, Company’s significant focus will be
towards the global operations in the years to come.

Page 11
Engro foods main objectives are:
Supply safe and nutritious food to their consumers.
To ensure employs safety and health.
To satisfy the consumer needs and wants.
To provide profit to the shareholders and increase the market share.

Page 12
EFL dreams to be BIG. We want to be a major player in the food industry which is also evident
in our vision, "Elevating Consumer Delight Worldwide". EFL wants to challenge the
industry norms and surprise whoever has eyeson EFL Innovation.
Engro has team of innovative people that innovates new products and make continuous
improvement in the existing products .Engro always encourages innovation by their people or
from wherever they get anything new.

Page 13

Page 14
“Our mission is to create wealth by creating newbusinesses based on company and country
strength in informationtechnology, petrochemicals, infrastructure, foods and otheragriculture
sectors”
At Engro Foods our core values continue to define every aspect of our way of doing business
ensuring that we value the five hats that we wear to guide us in our purpose, principles and
business operations.

Page 15
 Ethics and Integrity
 Health, Safety & Environment
 Innovation & Risk Taking
 Our People
 Community & Society
At Engro Foods, we put great emphasis on manufacturing food products that combine great taste
with the best value and nutrition to enhance lives, excite consumers and exceed expectations
every day.

Page 16

Page 17

Page 18

Page 19

Page 20
Following are the departments of the EN GRO FO O DS Company.

Page 21
 Administration.
Finance and accounts.
Human resource.
Human resource.
Marketing.
Milk procurement.
MIS.
Production.
Quality Assurance.
Supply and distribution.
The people of Engro are a special part of Engro Corporation. Engro culture is strenuous and
projectile and with the emphasis of their core values and honesty to the employees. The culture
of Engro foods contains leadership, diversity and excellence.
Diversity

Page 22
Diversity is handled by being unbiased, fair dealing and setting a fair image initially promoting
hard work from top to bottom this creates a good impression on the diversity of employees and
they also work to maintain this image. No discrimination on ethnic or religious lines.
Management is strict to avoid such situations which create any discrimination. The best way to
avoid or control work place diversity is to promote an environment where people will
concentrate on their work only. And those people who try to create any problem in such
conditions are warned on spot.
Organization network:
We have dedicated teams within our HR setup that engages employees in variety of different
work life-balance activities, angling, camping, sports leagues, talk shows are just a few to names.
Communication on healthy living is a major topic of discussion on all our employee
communication forums. Each department is connected with the other department. HR plays a
vital role in it. Company has different employee involvement programs, marketing and sales
team often visit production plant so that they would better networked and a friendly
environment.
Genderbiasness:
Most organizations these days don't have any gender bias while recruiting for the required job. It
is unethical and even illegal to deprive someone a job based on their gender. There are few jobs
at which you can not hire females, like at production plants you always need a male with enough
strength to perform regular work, overall company does not believe in gender biasness; currently
company has all female brand managers.
Languagebarrier issue:
Hiring of local resources, all people across Pakistan can easily communicate and understand
Urdu, so we do not face this issue, but in sales and distribution team we hire People of that
specific area to avoid this issue. Provide training for customer service personnel. Training should
include language barrier procedures as well as common phrases in other languages that can be
used when handling customer.

Page 23
Grapevine:
The grapevine is always about people, and travels faster than any other mode of communication.
People at the receiving end of gossip may even take the drastic step of quitting. An open culture
with the freedom to approach the management is important to tackle the grapevine through,
 An open Culture
 Communicate ASAP
 Keep Employees busy
 Eliminate uncertainty
Ethical behavior:
Ways to positively impact ethical behavior include:
 Act as a role model for the ethical behavior you wish to see in your employees.
 Ensure your company has established and regularly trains employees in business codes of
conduct and business ethics.
 Work with your HR department to ensure potential candidates are screened for highly
ethical conduct.
 Train all new employees on their expected ethical behavior such as arriving to work
onetime, treating company expenses as if it were their own personal checkbook, keeping
personal time to a minimum.
 Provide an employee ethics hotline.
 Hold open discussions with your employees on how your company or department can
improve their ethical behavior.
Organizationalchanges:
Company manage or try to manage the organizational change in almost the same manner, since It
is one of the major issues for HR people; the first step in managing any type of organizational
change understands how to manage change with a single individual

Page 24
In essence, to make a change successfully an individual needs:
 Awareness of the need for change
 Desire to participate and support the change
 Knowledge on how to change
 Ability to implement required skills and behaviors.
Reinforcement to sustain the change ADKAR describes successful change at the individual level
When an organization undertakes an initiative, that change only happens when the employees
who have to do their jobs differently can say with confidence, "I have the Awareness, Desire,
Knowledge, Ability and Reinforcement to make this change happen."Because it outlines
The goals or outcomes of successful change, ADKAR is an effective tool for:
 Planning change management activities
 Diagnosing gaps
 Developing corrective actions
 Supporting managers and supervisors.

Page 25
Following are the hierarchy:
 Director HR.
 Talent acquisition manager.
 Compensation benefits manager.
 Training organization development manager.
 Supply chain manager.
 General Manager supply chain.
 Site assistant manager.
The corporate hierarchy:
The hierarchy is vertical and there is a proper reporting line but at production plant,
company has a unity of command, each department has one head, which is responsible for the
department progress, all people report him for their work.

Page 26
Engro Foods Company uses this HR Organizational model which basically describes the
difference between main HR actors in their company to makes sure, on the one hand, that the
company acts in the interests of employees by giving them opportunities to advance their careers;
and on the other hand, that employees bring as much value-added as possible during their stay in
the company.
There are two different roles within the HR department of Engro Foods Company: the
organizational ones and the operational ones. The organizational roles of hr department of Engro
Foods Company includes: Human Resources management, including HR support to business and
HR design & delivery and Legal obligations including employee relations and well-being
programs. The operational roles of hr department of Engro Foods Company includes: People
management, including company manager and Personnel management, including industrial
relations managers (HR local specialists) who maintain relationships with other dairy's HR
specialist in order to remain competitive in this global world and to sustain long-term growth for
the company. Both roles are in fact involved in the HR process as far as they are responsible for
the day-to-day HR management in the Engro Foods Company.
The Human Resource department at Engro Foods (Pvt.) Limited spearheads the recruitment
process to ensure that the finest human resource is taken on board at Engro Foods. Resumes of
candidates are carefully filed and documented for current or future reference. The department,
besides carrying out succession planning, maintains and implements HR policies pertaining to
employment, retention and superannuation. Assessing training needs of employees and ensuring
adequate training is also carried out by the professional HR team at Engro Foods. Placing an
employee in an initial job which starts to use strengths and matches stated interests. Providing an
orientation program which helps understand the Company and its Environment. Introducing an
employee early in the career to the people development system and giving him/ her feedback on
own performance from the first year. In cases where traineeships are provided, these are
designed to bring employee up to the standard of skill and knowledge required in the shortest
practicable time.
Engro foods have a well-established Human Resource department which support in the
company’s growth. Olpers has an innovative, efficient, and talented workforce. Engro food’s HR
is one of the best workforces in the country, which is because of its up to date HR Practices the
most remarkable of which is recruitment, hiring, training & development, performance appraisal.
The performance appraisal system of Engro has been declared to be the best in industrial sector
of Pakistan. Engro’s Human Resource department has a best leave system. The Human Resource
department at Engro foods is doing succession planning and implementing other HR policies
pertaining to motivation, retention, and training & development of the employees.

Page 27
Engro foods have a best Compensation Administration in the industry, and providing
competitive packages to their employees relatively higher than the competitors. Engro Human
Resource offers 23 days holiday per to each employee. Engro Human Resources provides
PERKS to the employees on top position in type of Car. Engro food has a proper reward system
to stimulate performance and productivity of employees. Engro foods believe on equal
employment opportunity, and have transparent, merit based performance management system,
provide opportunity to employees to acquire knowledge for technical and managerial skills via
class rooms, and on job training. Besides this Engro provides an environment from all forms of
discrimination, and harassment at workplace, provide flexible working arrangement for all, have
good reward policies liking to performance.
Embracing new talent:
In our efforts to ensure that Engro Foods continues to attract and retain world-class talent, we
launched The Engro Foods Management Trainee Program in 2013, which aims to build a talent
pipeline that will enable us to groom future leaders from within the organization. The program
received great acclaim and enabled us to become the Employer of Choice. Developed to
strengthen the EFL Employer Brand, the Engro Foods Management Trainee program includes a
comprehensive recruitment drive and informative sessions conducted at leading universities in
Pakistan. Designed to test the aptitude of high potential candidates, the program’s recruitment
drive includes an online aptitude test, a case study assessment, a business case competition as
well as competency based interviews followed by a final round of interviews with the Engro
Foods Management Committee. Through this rigorous process, we successfully inducted twelve
university students as our first batch of management trainees.
In line with our efforts to encourage cross-functional rotation, we also made a transition from our
regular induction of graduate trainee engineers, and rotated management trainees across our
supply chain division to equip our emerging leaders with a better understanding of all aspects of
our business.
Employee Stock Option Scheme
As an employer of choice, Engro Foods strives to empower employees by continuously investing
in them. Through our Employee Stock Option Scheme (ESOS), the Company grants ordinary
shares to selected employees who have made a substantial contribution to the business to
encourage and reward their efforts in increasing share value of the Company. The main objective
of our Employee Stock Option scheme is to compensate, retain and attract talent that adds value
to our business, whilst inculcating a sense of ownership and a personal stake in employees
striving to achieve organizational goals.

Page 28
Diversity at Engro Foods Limited
At Engro Foods, we take pride in the fact that female employees are an integral part of our
business. In the Supply Chain Division in specific, despite operations in remote locations,
women are an active part of the workforce. There are women working in various departments of
the Supply Chain Division including Quality Assurance, Quality Control, Research &
Development, Purchase, Production, Engineering, Administration and HR. Promoting gender
diversity within the workplace is a priority for us and we specifically cater to the needs of our
female employees. To ensure the continued growth of our female workforce, we have created
multiple platforms to accelerate their personal and professional advancement. Every year, an
increasing number of women are hired as trainees at Engro Foods plant facilities, where they
receive comprehensive training to function effectively within the industrial environment. Engro
Foods women employees are also given the option to work in rotational shifts with flexible
working hours to accommodate their personal obligations.
At Engro Foods, we greatly value the professional contribution of female employees and also
strive to celebrate their personal achievements. At the Sukkur Plant, three of our female
employees working in the Quality Assurance and Quality Control Department are professional
sportswomen, who are encouraged to pursue their passion for sports and supported every time
they compete at provincial, national and international levels.

Page 29
Responsibility:
The board is ultimately responsible for Engro's system of internal control and for reviewing its
effectiveness. However, such a system is designed to manage rather than eliminate the risk of
failure to achieve business objectives, and can only provide reasonable but not absolute
assurance against material misstatement or loss. The Board, whilst maintaining its overall
responsibility for managing risk within the Company, has delegated the detailed design and
operation of the system of internal controls to the Chief Executive.
Framework
The company maintains an established control framework comprising clear structures, authority
limits and accountabilities, well understood policies and procedures and budgeting for review
processes. All policies and control procedures are documented in manuals. The Board establishes
corporate strategy and the Company's business objectives. Divisional management integrates
these objectives into divisional business strategies with supporting financial objectives.
Review
The Board meets quarterly to consider Engro's financial performance, financial and operating
budgets and forecasts, business growth and development plans, capital expenditure proposals and
other key performance indicators. The Board Audit Committee receives reports on the system of
internal financial controls from the external and internal auditors and reviews the process for
monitoring the effectiveness of internal controls. There is a company-wide policy governing
appraisal and approval of investment expenditure and asset disposals. Post completion reviews
are performed on all material investment expenditure.
Audit
Engro has an Internal Audit function. The Board Audit Committee annually reviews the
appropriateness of resources and authority of this function. The Head of Internal Audit

Page 30
functionally reports to the Audit Committee. The Board Audit Committee approves the audit
program, based on an annual risk assessment of the operating areas. The Internal Audit function
carries out reviews on the financial, operational and compliance controls, and reports on findings
to the Board Audit Committee, Chief Executive and the divisional management.
Directors
As at December 31, 2013 the Board comprises of Four independent Directors, Five non-
executive Directors of whom two are executives in other Engro companies, who have the
collective responsibility for ensuring that the affairs of Engro Foods are managed competently
and with integrity. A non-executive Director, Mr. Aliuddin Ansari, chairs the Board and the
Chief Executive Officer is Mr. Sarfaraz Ahmed Rehman. Biographical details of the Directors
are given later in ths section. A Board of Directors’ meeting calendar is issued annually that
schedules the matters reserved for discussion and approval. The full Board met 08 times this year
and discussed matters relating to inter alia long term planning, giving consideration both to the
opportunities and risks of future strategy. All Board members are given appropriate
documentation in advance of each Board meeting. This normally includes a detailed analysis on
businesses and full papers on matters where the Board will be required to make a decision or
give its approval.

Page 31
HR practices in Engro foods are as under:
1. THERECRUTMENT PROCESS
The recruitment process is taken very seriously. It is vital that Engro select people with qualities
essential for its continued success. Its human resource team is comprised of experience
recruitment professional with diverse backgrounds. During the recruitment process objective
view is taken and best practices are followed. Engro's recruitment methodology is based on
examining capabilities or competencies. These capabilities are sets of behavior skills and
knowledge that can be determinants of job success and focus on the role requirements. Thereby
insuring consistency and accuracy in assessments and increasing the reliability of the selection
process.
The recruitment is different for two different categories of people. First is the Management
Profession and Technician and the second is Non Management Profession and Technician. There
are seven different division of Engro. All have separate HR departments which evaluate the
candidates for respective positions in their division.
IDENTIFICATION OF NEED:
The first step is to check whether there is a requirement for new selection. If there is a new
position to be developed then COED checks for that. If an already existing position has become
vacant due to any reason, then the department notifies the Human Resource Department to place
advertisement in the newspapers.
ADVERTISEMENT:
After the identification of need, the Human Resource department places the advertisement in the
newspaper to call for resumes. The advertisement specifies the job description and the job
specification.
JOB DESCRIPTION:

Page 32
These are the listing of duties as well as desirable qualifications for a particular job e.g. the
advertisement also specifies number of year’s worth of experience to apply for the job.
JOB SPECIFICATIONS:
These are the characteristics and the abilities required from a person to work in that position such
as leadership and teamwork qualities or command over English.
APPLICATION FORM SUBMISSION OFRESUME:
Application forms enable the candidates to present a complete picture of their talents, interests
and ambitions. It is the first stage of evaluation and the basic criteria for initial selection. The
candidates must present a resume which makes the person stand out.
EVALUATION OFRESUME:
After the resumes of hopeful candidates have been received, the HR department checks all the
resumes of the people who have applied. In its evaluation the HR department checks the
experience and the qualities of the individual and matches them to the requirement of the job.
SHORTLISTING:
After the evaluation of the resumes the HR shortlists the candidates who have fulfilled the
minimum requirement of the job description and specification.
TEST:
The test is conducted by the HR department. In the test the managers check the IQ level, English
Composition and Logic. The duration of the test is exactly one hour. The test is checked
manually and is done by the HR department.
INTERVIEW:
The candidates who have successfully cleared the tests and have scored above than relevant mark
are then called for interview. The interview is conducted by four people, on executive and three
managers. All the four interviewers should preferably be from within the department but often
that is not the case.
The purpose of the interviews is to check the person's subjective skills which are difficult to
measure such as attitude, communication skills, abilities and personality. During the interview all

Page 33
four person mark the candidate individually and then put forward a cumulative mark. These are
the marks against which different candidates are differentiated.
RECOMMENDATION TOHUMANRESOURCE DEPARTMENT:
Following the interview the employee of the particular department goes to the HR and gives
recommendation to the HR manager regarding the interview of the candidate. The HR then
conducts an interview with the candidate where they decide the Grade scale of the candidate, the
different benefits and the pay scale.
MEDICAL:
After the terms of contract is agreed upon, the candidate is asked to have a medical test.
HIRING:
After the medical test, the candidate is referred back to the relevant department with the contract.
If the department agrees upon it, then the candidate is hired.
2. Selection:
Selection is the process of choosing is the best out of those recruited candidates as selection is
different from recruitment, where recruitment heralds selection. Recruitment involves
recognizing the sources of manpower and thought-provoking them to apply for jobs in the
organizations. If you think you have what it takes to do well at Engro, we promote you to settle
knowledgeable about job opportunities at our corporation. We often recruit graduates through
career now and university recruitment course. We also advertise point through career websites of
our relevant corporation as well as in the course of national and local newspapers. Opportunities
occurs in more than a few areas contain but not restricted to sales, marketing, manufacturing,
human resources, information systems, supply chain, procurement, finance and accounting,
administrative services, public affairs and corporate communications . Engross selection process
may involve you to complete some or all of the following steps:
Application form and resume Cognitive ability tests Telephone interviews In-person interviews
site visit Reference checks Pre-employment medical (if required)Offer of employment We value
our workers, whose craze and devotion makes us one of the most important workers in the
section we work in our self-motivated workplace agree to you to understand your true would-be
and gives you the reward of working with a large corporation, with the mobility of a small
business . At Engro we observe our culture of excellence and appear for likeminded people who
share our center values and struggle to make a difference, our widespread workplace and a varied
platform of businesses will provide you with matchless career options and every chance to

Page 34
outshine. Whether you are fresh to the business world or an experienced professional, Engro will
value your group spirit while maintain you are individually.
And selection of sites in such a manner to support the socio-economic growth of communities
According to the news of Engro foods Engro Chemical Pakistan Ltd confirmed on Monday that
it was going to form a joint proposal with Ferrous of Algeria to generate DAP, sulphuric acid,
phosphoric acid and associated utilities. The project is estimated to be constructing in a era of
four years in Algeria after the conclusion of viability study by the shared project, Engro thought
in an announcement to the Karachi Stock Exchange.
3. Training and development
The HR department, besides carrying out Succession planning maintains and implements HR
policies pertaining to employees training, retention and superannuation. Assessing training needs
of employees and ensuring adequate training is also carried out by the professional HR team at
Engro Foods. In year 2005, the Ministry of Industries and Production also established Olpers
(Dairy Pakistan Company) on the lines and the main objectives of the company is to promote
training and skills development of human resources associated with the dairy sector.
On-the-JobDevelopmentat Olpers:
The Engro foods company believes strongly that people grow and learn most effectively through
experience. Therefore, every opportunity is sought to try to develop an employee through work
related experience. Such development implies an expansion or stretching of abilities or aptitudes.
It has to be based on the knowledge, skills, and aspirations within oneself.
This form of development needs to be understood and actively supported by the employee and
the supervisor. Candid discussion in all employee interactions is encouraged and serves as an
effective communication tool. Relative to other dairy companies, Engro places a lot of emphasis
on development of its technical resources also. This has resulted in Engro being able to
efficiently develop and implement large technological projects successfully.
Training andEducationatOlpers:
The Engro Foods Company has a range of training programs, both core management and
technical, which are used on a regular basis to develop skill and knowledge. In addition ENGRO
FOODS COMPANY do need assessment of training programs and leads to inputs into the
overall training plans of the company to help them work towards realizing their full potential and

Page 35
then after that they do formularize evaluation of those programs and also uses different Training
methods for their employees which are as follows:
 Continuous learning.
 Cross training
 Distance learning
 Multimedia training
 Near transfer training
 On-the-job training (OJT)
 Team leader training, etc
Alternatively, individuals may attend externally run programs and there may be cases where
learning by planned job experience is the best answer according to different circumstances
within the company. Employees contribution to assessing own training needs are welcomed as
are the suggestions for suitable programs. To address future manpower needs of the company,
employee career, training and succession planning activities are undertaken on an annual basis.
TrainingandResourceCentreatOlpers:
Training and Resource Centre is the only teachers training facility in Ghotki district. Since its
inception in 1999, more than 2500 teachers of Ghotki district have been trained at the centre. A
team of 4 full time PDTs carryout general and subject specific training sessions.
4. Compensation and benefits:
Engro Foods considers its employees not just as a cost but also as a resource in which the
company has invested from which it expects valuable returns. Pay policies and programs are one
of the most important human resource tools for encouraging desired employee behaviors. The
advantage of paying above the market average is the ability to attract and retain the top talent
available, which can translate into highly effective and productive work force. The incentive
schemes and incentive objective have been clearly communicated to all individuals and weekly
progress report is also communicated to all concerned.
The Company's Total Remuneration package is competitively aligned to the best in the industry
and is appropriately balanced between providing cash compensation and benefits, including,
medical and retirement benefits. The annual salary rewards are linked to employee performance.
An Employee Share Option Scheme operated by the Employees Trust offers new employees the
opportunity to acquire ownership in the Company.

Page 36
Engro Foods has a separate department for compensation. That department deals in staffing and
compensation planning. First of all this department has all the information regarding who is
being employed and how it is performing. What so ever promises are made to the employees,
they know that. So it’s easy for them to design compensation plans because they know every
employee which is being hired. Compensation and benefit plans are particularly based on
performance. If performance is up to the standards and the employee has good conducts he is
rewarded. After performance evaluation, results are rechecked and matched with the standards.
Based on that, proper compensation plans are designed.
5. Reward System:
Compensation and benefit plans:
Reward Categories at Engro Foods. Intrinsic and Extrinsic rewards include:
 Smart/Quality work
 Exceptional performance in a project
 Targets achievements
 Special assignments
 Medical care
 Life insurance
 Vacations
 Relocation
 Recreation
 Club Policy Travel
 Education assistance policy
 Mobile phone
 Business mobile phone policy
 Official Blackberry Policy
 Life insurance
Highest Salaries:

Page 37
The salary packages Engro foods offer its employees the highest remuneration package that's far
above the industry average. And that's a major part of its compensation philosophy - to always
keep employees above their profile's market value. So be you an experienced professional or a
fresher, at Engro foods, you'll get the highest salaries ever.
GainSharing:
On top of their highest salaries and outstanding benefits are their performance based bonuses.
And its performance gauge is very different. They don't base employee's performance on defined
targets - they base it on a certain percentage of the top performers among you. So every quarter,
the top 50% performers qualify for bonuses.
Benefits:
At Engro Foods, they value quality human resource. Their employees lend the creativity and
passion to meet business challenges with bold new ideas. It offers unparalleled employee
benefits, ranging from medical, to financial and recreational. They want to keep their most
important asset - their people - healthy and happy.
Travellingand Subsistence Expenses:
All employees will be reimbursed for any travel and subsistence expenses incurred in the course
of their duties.
Holidays:
Each employee is entitled to a basic 23 days holiday per year. However, for some people this
amount is either too much or not enough. For this reason, all their employees have the flexibility
to trade salary and holiday. Employees can choose between 15 days and 30 days holiday per
year, with the maximum rising to 40 days per year after two years' service.
Car Allowance:
For consulting positions a car allowance is included in the package.
Pensionand Life Assurance:
After three months' service, every employee has the option to join the company's group personal
pension scheme, or to take a cash alternative. All employees are covered under Life Assurance
from their first day with Engro foods. The company contributes to the scheme and reviews its
contributions on a periodic basis, to ensure that these remain suitable, attractive and fair.
PermanentHealthInsurance:
Engro Foods provides Permanent Health Insurance to all employees from their first day.

Page 38
Health Scheme:
After six months' service, an employee can elect to join the company's VIP
Private health:
To ensure employee participation and commitment to the system, the format draws heavily on
the employees own assessment of his job performance, training and developmental needs, career
aspirations and any other employee related item that needs to be addressed. Candid discussion in
all employee interactions is encouraged and serves as an effective communication tool.
The system also focuses on the employee's training needs and leads to inputs into the overall
training plans of the company to help them work towards realizing their full potential. Relative to
other chemical companies, Engro places a lot of emphasis on development of its technical
resources. This has resulted in Engro being able to efficiently develop and implement large
technological projects successfully.
To address future manpower needs of the company, employee career and succession planning
activities are undertaken on an annual basis. Engro values people with passion, creativity,
leadership, strong communication skills and the drive to deliver and compensates them according
to their relative performances. Engro Foods Limited carried out certain compensation and
performance design forces objectivity in employee appraisal against given dimensions of
performance evaluation.
6. CareerDevelopment
Career development is the process of managing your career whichever within or between the
organization and it also includes learning new skills and making developments to help you in
your career. It is an en during lifelong process to help you learn and achieve more in your life.
Planning your own career development will help you succeed when you are looking at making a
career change or moving up within the company or organization. Engro is committed to
encourage inspiring and positive environment in their corporation. Engro is positive about that
their many of people are best at their field with a great passion to excel and could reach at the top
of the industries and these are the people who make Engro a really exciting place to work on.
Engro always invest for evaluating the true potential and capabilities of their people and Engro
provides opportunities to their employees to achieve their goals through comprehensive
professional development programs.
Engro is an energizing company that provides exciting career opportunities to its experienced
professionals. Engro provides a great culture to its employees in which they achieve the
organizational goals and as well as professional goals. Engro always tried to hire experienced
and professional people and invest for their growth and constantly provide them with more and

Page 39
more opportunities. Engro is committed to the essential concept that career development is a
shared responsibility, with employee’s part in it being an active and positive one. Its aim is to
match employee’s personal needs, desires and skills with the requirements of the Company for
the right person in the right job at the right time. Our system requires employees’ contribution to
the discussion about the future at the time of the appraisal interview. The extensive set of
policies and practices focuses on human resource development and management put philosophy
into practices. Engro always encourages close relationship and involvement of employees and on
occasion, is an important feature of Engro Corporation and their partners, in considering upon
the shaping of the organizations value system and its long-term business goals.
In Engro high quality programs are organized in creative and informal way that provides an
opportunity to employees to express their views for the company’s future. Engro puts a lot of
consideration on its employees training, job performance, development needs, career aspirations
and any other employees related items that need to be addressed for the assurance of employee
commitment and participation to the system. When employees are interacted then an open
conversation is encouraged and is served as an effective communication tool. Engro also focuses
on the development of its technical resources with contrast to its other chemical companies. In
this way Engro completed its projects successfully and efficiently.
Succession planning programs and career development programs are taken on annual basis to
address the future manpower needs of the company. Within the next five year an employee’s
career plan will be developed with the help of employees help to ensure the structured approach
to employee career approach.
Looking forward, Engro is playing an important role in economic development of Pakistan.
Engro is a locally managed company with the professionals impute of multinational. For the
growth and diversification of the company Engro has developed well strategies. With the help of
human resource capabilities and companies financial strength Engro is on its way for the success.
Engro also provides opportunities to new graduates for gaining experiences and enable them to
carry on their career paths and also provides them different inspiring and energetic paths for their
development.
Employee development is one of essential areas for organizational development. For enhancing
organizational proficiency levels, new training programs surrounding performance management,
capability development and leadership are introduced.
Engro is committed to the necessary perception that career expansion is a shared accountability,
with employee’s part in it being an active and encouraging one. It aspire is to match employees
personal needs, needs and skills with the necessities of the Company for the right person in the
right job at the right occasion. Our system requires employee’s contribution to the conversation
about the future at the time of the evaluation meeting. The long term vision is to become a
diversified chemical corporation in service globally. To achieve this plan we need the best
people. We therefore aim to hire high quality people and give them the opportunity to grow and
to expand their talents.

Page 40
We look for long-standing promise on the part of both Company and employee and have
calculated our systems to fulfill the Company's division of this promise.
7. PerformanceReview
At Engro Foods, a review is intended to be an open and frank discussion between an employee
and their Team Leader/Manager. Generally there are two elements: first is the element in which
discussion takes place over the strengths and areas which need to be developed as displayed by
the job holder over the past 12 months. The performance is of course judged comparing the
performance against the core indicators of Job.
The second element is concerned with discussing the training needs/inputs activities that are
considered to be appropriate to help the job holder overcome some of development areas
discussed in the review and also those activities that are deemed appropriate to build upon their
current Strengths.
ObjectivesofPerformanceAppraisals
 To measure the work performance
 To motivate and assist employees in improving their performance
 And achieving their professional goals
 To identify employees with high potentials for advancements
 To identify employees training and development needs
 To provide a solid path for career planning for each individual

Page 41
Common attributes are common in order to stimulate innovation and change, but the only
difference is that for both companies, every point has its own value and give priority to that point
as per their wish or requirement.
Be open and receptive to new ideas Being open to new ideas implies that every idea can be
discussed, challenged and enhanced, regardless of its origin. New ideas can come from
customers, suppliers, partners or many other sources. The idea is the hero, not the person. Every
idea that comes your way should be seriously considered, no matter who came up with it Or how
similar it seems to something you have tried before.
Continuously experiment
Progress requires a regular flow of new ideas that are then tested and experimented with. Justas
soloists need to deal with work flow and cash flow; you also need to have an ideas flow. Write
down every idea that comes to you, no matter how trivial or unlikely it seems at the time. You
can later sift through these ideas to find the ones that are worth developing further.
Take risks and allow yourself to occasionally fail.
Trying new ideas involves taking risks and not all of the ideas will work. But if you don’t take
any risks at all, you pass up the chance of finding a great idea that might break new ground for
your business.
Have fun:
Fun is part of the journey of realizing your largely untapped creative potential. This involves
abrader definition of fun – it’s not just the fun you have at a party or down at the beach but also
the fun of trying things, taking risks, pushing yourself and achieving goals.
Retain a focus on results
All the above are important points, but innovation should still be set against the backdrop of
producing results including meeting deadlines and budgets, staying fit and healthy and leading a
balanced life.
6. Operate on the edge of chaos

Page 42
Do you work in an environment that allows you to tolerate and work within the tensions and
paradoxes that surface? You can occasionally fail as part of a focus on results. You can have fun
while being serious about your work and you can make room for innovation and creativity at the
same time as running an efficient and productive business.
SkilledWorkershortage?
Due to entering of new companies in food industry the competition has been increased. Like
other areas HR departments is facing the threat of employees switching from our other
companies. The skilled and qualified workers are being attracted by the other local or
multinational companies. That is why we believe continuous learning program for employees, so
that they keep learning and if someone in skilled workers left our company, any existing
employee could take his responsibilities.
Relationship betweentheleadersandthefollowers
In company relationship between leaders and followers is a democratic one where there is good
consultation and the employees can feel free to discuss their issues with the Management and
seek help if wanted.
Employee development program:
Engro foods do employment development program. Two years ago, Engro Foods.
Picked up quite a good team of people from each of the subsidiaries in the different countries.
These people spent three to six months in each of the subsidiaries across the world. The training
programmed was associated with the London Business School and has been very useful. Now
that those team members are back, they are adding a lot of value to company.
There is a continuous assessment of the technical and managerial skills. For the further
enhancement of these skills formal training programs offered at all levels. The employees are
provided with opportunities to put these skills into practice, in preparation for the move to a
managerial role.

Page 43
Factoratthe timeofselection:
Company has almost same criteria for employment.
 Attitude
 Ability to express ideas
 Drive/energy
 Team player
 Organization fit
 Passion/enthusiasm for work
 Believe in continuous working
 Acceptability of new technology and ideas.
Stressmanagement program:
Company has a relaxation program to mitigate stress and we conduct exercises to burst stressors
on employee day out usually in form of picnics and Pakistan/International Tour. Smoking areas,
indoor games, coffee area are a part of it. EngroFoods have more such programs.
handlingconflict:
Company has training sessions to mitigate such conflicts, few training session are,
 Conflict management training
 People management training
 Communication skills
 Anger management

Page 44
 Time management training
 Teamwork training etc
Organization influencesthesubordinates:
The leadership in Engro Foods is democratic and open to discussion and friendly. As a
consequence the employees feel free to talk to the superior management and discuss their
problems that make for a healthy and good working atmosphere and good team work making
family like environment.
Improveemployees’skills:
Engro Foods is one of the organizations in Pakistan that have its own training and skill
development departments in all metro cities. We offer trainings and skill development sessions
throughout the year, and it is compulsory for every employee to attend these sessions. Company
conducts sessions for employee motivation, skills grooming, personal grooming, and
communication and presentation skills. Company also take employees to outside the office
indifferent clubs and farm houses where people spend time together and play different games so
that they can better understand each other and all these activities have a positive impact on their
professional as well as personal life.
The work-lifebalance ofemployee:
It depends upon the nature of work, we have engineers and technical staff they work in shifts.
Our marketing staff works very hard they spend mostly 10-12 hours daily in the office. Our
company does not encourage late sitting culture. If you are done with your work you can go to
your home. Outdoor employees and technical department also work in shifts most of the
technical staff is hired by third party involvement and they are less bother for their work load and
problems, as far as their own employee’s are Concerned they have stress management programs.
They try to give the employees comfort and peace of mind at work place so that they can easy
work late hours; company has a trend of late sittings because of work load.
Job rotation,jobenhancementorjobenrichment:

Page 45
Engro Foods have a job rotation process but this program is not applicable in every department,
for example in engineering department we often shift people so that they can learn more and get
technically strong, in marketing, CSR, corporate communication, PR, media, research and
development and HR department we do not have any job rotation program. We have a plan to
introduce Management Trainee program very soon, in which we will rotate fresh graduate
business and engineering graduates in different departments. Yes, off course job enhancement
and job enrichment is the part of job.
Flextiming:
Engro Foods: No we do not have flexi time culture in our organization, although is a good
technique but unfortunately in our organization nature of work or responsibilities does not allow
employees to go for flexi time. In few departments we have flexi timings, for example in our call
centers, we often give liberty to the senior call center executives to select the shift as per their
wish, and people get benefit out of it. But in office work it is not possible for us to manage
people.
Employeesfeelproudworkingat thisorganization:
Yes! Employee feel proud of working in company, satisfied employee ratio is very high, usually
people resign from organization, when they find a better opportunity only, nobody resign
because of internal issues or work load or salary issues. Company pays good salaries and gives
the employees a very good professional development environment and employees are Happy
with the company and its company has almost 96% of the satisfied employees, they love their
job and happy with their packages, but the employees on the contract are not that much satisfied.
Thisorganizationencourages employees:

Page 46
It depends upon the task and decision, sometimes when a lot of technicalities or customers
problems are involved then it becomes necessary for an employee to take the initiative of the
decision which he made by himself, it is a FMCG industry and company can t waste time just for
the approvals from the managerial level.
Governmentregularity:
Engro Foods: Company always designs policies as par government standards, because they have
to follow the rules of government by hook or by crook. During making or designing policies for
company or for customers we always keep the predefined rules and regulations in mind. That’s
Why company does not face any big problem from government sector, changing of rules and
regulation from the government sector is a big challenge.
Company does not have any other option to follow government’s rules and regulations, no
matter they are in favor of organization or not. That is why all policies are designed in such a
way that amendments could be done at any time.
Globalizationimpact:
Things are rapidly changing outside the Pakistan, new trends are introducing in the world like
flexi time, working via internet from home but unfortunately we can‘t adopt these practices in
our organizations right now. But hope fully we will adopt such standards in our organization
very soon. With reference to technological point of view, Engro is the pioneer in state-of-the-art
technology; they always bring the latest technology in Pakistan. But over infrastructure is a big
issue for us.
Company always gives priority to the best dairy products to the customers, they believe if people
are satisfied with their products then they won’t feel harm in using their new technology,
company have a separate research and development department, they do research On new
technology and come up with new technological changes beneficial for the customers.

Page 47
Employee attitudemeasure:
Engro Foods company measure employee attitude by conducting survey, in these surveys
employees are asked questions which are based on physiology. When HR department check the
results, they conclude the result that either employees are satisfied or not. If this unsatisfied
attitude is due to any management issues, we try to solve it. Department heads are much
concerned about the attitude of their sub ordinates, they are asked to observe the attitude of their
sub ordinates from HR department, HR department itself also conduct interviews and surveys to
get to know the employees attitude and job satisfaction level. Because we believe that if our
employee is satisfied and happy our custom will also be happy and satisfied with our services.
job satisfaction:
Engro Foods: After putting a lot of money in employee’s satisfaction survey, Engro Foods have
realized that job satisfaction is related to the salary, if the salary is good the person will be
satisfied with his job, since company pays good salary to the employees, its employee’s are
Satisfied, but company conduct surveys time to time to get to know more about the job
satisfaction level of the employees.
.
Salary structure:
Engro Foods: Company do not try to hide salaries, because it’s almost impossible to keep salary
structure confidential, moreover after good friendship employees do not hesitate to share their
salaries. And the other thing is that, people working on the same scale lies in the same pay scale
level.
Targetsanddeadlinesachievements:
Engro Foods Yes! People especially in business development department are much concerned
with their targets and deadlines. Company provides them extra benefits and incentives which
motivate them to work hard to achieve targets and deadlines.

Page 48
absenteeismandturnover:
Engro Foods We usually face absenteeism problem in our customer service/sales/technical
departments, their working hours are higher than other employees, they deal with customers all
the time, customers often misbehave with them, this attitude de-motivate them a lot. That’s why
company always has employee’ straining programs to motivate them for better services.
Handleemotionsandmoodsofthe employees:
Engro Foods With any change in policies, employee’s mood change, this change could be
negative or positive. To avoid their negative moods company give them justification regarding
that change. With a proper face to face discussion on issues with employees company can bring a
positive Change in the society.
Identifyissuesdownthe line:
Engro Foods Company has few options to identify the issues down the line, they are common
Everywhere.
Communication meeting:
Head of the department or president dedicate 1 or 2 days in a year in which employee call him
and discuss issues without showing their identity.
Whistle blower policy:
If you have any problem with any one you can direct send an email to the HR manager by
bypassing your upper management.
Face to face meetings:

Page 49
If there is some misunderstanding between the employees, HR arrange face to face meetings to
resolve conflicts and all issues, this helps a lot and company usually use this method to resolve
issues.
Suggestion box:
Both companies are suggestion boxes in each department; employees can drop a letter without
showing their identity.
Politicalinfluence intheorganization:
Engro Foods No, there is no any political influence in organization. Companies also discourage
employees not to discuss political issues at workplace because conflicting opinions and thoughts
can disturb the peace of organization.
Employee showrespecttoeach other:
Employee give respect to each other, we always encourage them to keep good relations with
their co-workers because your organization is a place where you spend the best time of your day
in fact the best time of your life so you must be as good relations with them as you have with
your family.
Employeesfeeltheirjob isenjoyable:
Company always encourages employees to discuss their job circumstances with concerned
person in HR, they discuss their problems with us and we try our best to figure them out. Job
rotation, if possible is the best way to solve their situation. Mostly people feel like that when they
have a problem with their boss or sub ordinate Employees are satisfied with their job; they are
happy with their jobs; pay levels and enjoy their work.

Page 50
Experienced membersoftheorganization:
We organize a lot of events like corporate dinners, picnics, Eid and Christmas parties, basant and
Valentine’s Day where senior and junior employees mingle to create a better understanding level
and it helps them to make a comfortable zone for communication and work.
An executiveleads inorganization:
All professional working in organization are the master of their field, they know their work and
have guts to impress people with their work. All senior people are role model for their juniors
and special trainings are conducted to minimize gap between executives and managerial level
employees. Following are the ways;
Own assessment:
After assessment, on the behalf of above asked questions, we concluded that both companies are
ideal companies to work in; they care for their employees and believe that a satisfied employee
can satisfy the customers. Both companies have vertical hierarchy. Managers often enjoy the
benefits of legitimacy, but overall it’s a team work. Our opinion or conclusion is not one sided,
we also had words with few employees of company disclose their names because of
confidentiality) they confirmed to us that these HR policies are not only in documentation.
Companies follow these HR practices in real. That is why both companies do not face the
problems like temporariness, employee loyalty and job dissatisfaction.
People feel proud to be the part of organizations. Companies receive thousands of resumes every
month. Work place politics is everywhere, but these two companies have very strict policies,
rules and regulations to get rid of these things. People are advised to do their work and let the
others to do their work. Engro Foods take care of his employee in a very special manner,
birthday flowers, cards, Eid cards, new year cards and giveaways are send to employees .Engro
has a democratic style of leadership, everyone is a part of decision making, people feel proud if
the organization involve them in such things.
handling the laborunionissues:
No issue face the Engro foods but in head office Shaker there may be these issues created then
Engro foods handled these issues are as under:

Page 51
 One member of the union discussed the issues to HR manager.
 Look the both side of the pitcher.
 Then find the middle way that solved these issues.
In Sahiwal plant, there is no labor union because our management motivate the employees as
best way.
Following are the ways of motivation:
 Tournamentprograms
 Entertainmentactivities.
 Annual function.
 Familyculture created.
 EFL family.
RETIREMENTBENEFITS OF THEEMPLOYEES:
At the time of retirement, we give the employees benefits as follows:
 Provident fund.
 Last salary * no of years of their jobs
 Gratuity.
 Salary.
Salarycalculationmethods?
Salary is calculated in following way.
 Firstly is basic salary of the employees according to his position.
 Then added the utility allowance in basic salary.
 Then it is gross salary.
 Provident fund is deducted in the gross salary.
 Income tax and the gratuity is also deducted in the gross salary.
 Life insurance is also deducted in the gross salary.
 Medical allowance also deducted.
 Then the remaining salary is called the net salary that is pay to the employees.

Page 52
Whatsare yourpunishmentways?
There is proper procedure of the punishment that is as under:
 Firstly, verbally warning is given.
 Then warning certificate issues.
 Then show cause latter is issued. In this stage employee give justification.
 Then final decision is issue.
LabordemandandSupply?
ANSWER:
Engro Foods After the emergence of new food companies, market has become much more
competitive and employees are less loyal to the company. Whenever they get any opportunity
better than the existing job, they just opt for that. Which is there right; however company isaware
of this fact and that’s why they do not have any formal strategy for succession planning.
They do consider the people from inside but proper succession planning is not practiced in these
days. When they entered into the market they used to have strategy regarding this matter. But
now due to market trends they have transformed there new strategies. According to the
management it’s not useful to invest a lot in the employee at a larger extent. They do develop
employees for their career planning but no formal succession planning is practiced.
Identify andaddresslabor needs:
At Engro Foods, we have suggestion boxes in each department, labor can give us their feedback
through written applications or they can directly contact the concerned person for their needs and

Page 53
wants. However, supervisors/managers are responsible to identify labors Needs. Once the need is
identified, management sits together and discusses the ways to fix it. Labor is also a part of this
problem identification and solving it.
Human Resource at Engro believes in learning by doing. Therefore adequate arrangements are
made at the organization to impart training to the staff. It can take the shape of internal (in-
housetraining) or external training depending on the specific need of the target audience. Staff is
made to do things so that they get a firsthand experience.
Engro Food is one of the few organizations that have through training contributed not only to the
employees but to the community at large. Social investment projects were organized and more
than 130,000 people from a cross-section of society benefitted from it. The concept of a big
organization involved not only in producing excellent products like Olpers but also involved in
community welfare has had a very positive impact on the image of Engro Food.
All these factors helped Engro Food not only to enter the market but capture 22% of the market
is a very big achievement against any local or international benchmark. It had to fight against an
image of chemicals, fertilizers to that of quality milk, not an easy transition, still they belief
where there is a will there is a way. The result of effectively managing human resources is an

Page 54
enhanced ability to attract and retain qualified employees who are motivated to perform, and the
results of having the right employees motivated to perform are numerous.
They include greater profitability, low employee turnover, high product quality, lower
production costs, and more rapid acceptance and implementation of corporate strategy. These
results, particularly if coupled with competitors who do not have thigh people motivated to
perform, can create a number of competitive advantages through human resource management
practices.
So we say that Engro foods managed the HR practices in a best way. And this organization deals
the HR issues and the problems in very efficient way.
Following are the recommendations for EFL.
 The co-ordination between different departments of EFL should be improved it will
lessen the bureaucratic cost and increase the efficiency of the company.
 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.
 The shopkeeper complains that EFL is not providing replacement for the expired
products, EFL should provide proper replacement to the shopkeeper to enhance the image
of the company, and create better working relations with such an important stakeholders.

Page 55
 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.
 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
 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.
 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.
 The company no doubt going in good position but few issues and problems faced the
company about the HR. if these issues and the problem resolved then the company go in
a good way and have the good position.
 At the end we give the view about the HR practices that there HR practices is no doubt
very strong and implemented in a good way. If we follow these practices then we
understand these in a perfect way.
 http://hrdailyadvisor.blr.com/2006/07/18/the-9-essential-skills-of-human-resources-
management-how-many-do-you-have-2/#sthash.zI3zc7mr.dpuf.
 http://www.ukessays.com/essays/business/human-resources-management-of-engro-
foods.php#ixzz3hoUVxtTe
 www.engrofoods.com www.engro.com www.pta.gov.pk
 http://www.engrofoods.com/financial_reporting.html www.millacfoods.com

Page 56
 www.wikipedia.com www.amcy5.com
 http://www.ukess.com/essays/business/human-resource-management-of-engroo-foods.
 © The McGraw−Hill Companies, 2004

Page 57

HRM REPORT.

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Viewers also liked

Viewers also liked (20)

Similar to HRM REPORT.

Similar to HRM REPORT. (20)

HRM REPORT.