This presentation was presented as a term presentation in the course of Human Resource Management, Iqra University. This presentation is about the interviewing and selection processes of Engro Foods. If you find any correction or have any complains regarding this presentation kindly email me on my mailing account.

2. Group Members:
Syed Anas Abdali
Muhammad Saim Khan
Shah rukh Khan
Syed Muhammad Noman Mazhar
Tayyaba Tanvir

3. EXTERNAL RECRUITMENT AND SELECTION PROCESS
 Publishing Vacancy- LinkedIn, Rozee.pk & Official Site
 Primary Screening- Calling and Shortlisting applicants
 Filling of Employment Form- Detailed History Information
 Assessment Center- 100 MCQS, ERP & Thomas Tests
 Interviews- Panel, One on One, Video Interviews
 Medical and Physical Fitness Test- Basic Medical Tests
 Offered Employment Letter- Employed

4. EXTERNAL RECRUITMENT AND SELECTION PROCESS
For
TOP EXECUTIVE LEVEL
Another Firm Does Executive Level- HAY GROUP
Procedure of Hiring:
 Recruitment done my HAY GROUP- A Private Firm
 Interviews by HAY GROUP- Finalizing Candidates
 Assessment Centers by Engro Foods- Cognitive Skills by PLI
 Interviews by Engro Foods- Judging on Culture &Practices
 Hired- Job Offered

5. INTERNAL RECRUITMENT AND SELECTION PROCESS
 Selection Candidates From Software's- ESS and ERP
 Assessment Center- 100 MCQS, ERP & Thomas Tests
 Interviews- Panel, One on One, Video Interviews
 Offered Promotion Letter- Job Enrichment

6. RECRUITMENT AND SELECTION PROCESS OF INTERNS
FOR
MANAGEMENT TRAINEE
 Assessment Center- Comparison between Evolution
Reports of before & after the
Internship
 Interviews- Panel, One on One, Video Interviews
 Offered Employment Letter- Employed

7. EMPLOYEES TESTING METHOD
 Enterprise Resource Planning- Assist in Assessment
Center
 Employee Self Service- Database & Search Engine for HR
 Professional Learning Indicator- Checks Cognitive Skills
 Validation Test- Evaluate Overall Skills
 Thomas Test- To Judge Organizational Culture Sense

8. ORGANIZATION INTERNAL ENVIRONMENT
 CULTURE ORIENTED
 WORK FOCUSED EMPLOYEE
 FLEXIBLE TIME SCHEDULE
 TASK ORIENTED
 NOT RESTRICTED TO FORMAL APPAREL

9. ORGANIZATION EXTERNAL ENVIRONMENT
 FAST PACE ORGANIZATION
 CULTURE ORIENTED WORKERS- DRIVERS, SUPPLIERS,
TRANSPORTERS
 ISOLATED ENVIROMENT- DON’T FOCUS ON EXTERNAL
CANDIDATES

10. HUMAN RESOURCE PRACTICES
 JOB ROTATION
 CONFIDENTIAL EVALUTION REPORT
 NO PERSONAL REFERENCE
 SOCIAL SITE JOB ADVERTISEMENTS
 HIRING PEOPLE MANAGEMENT CANDIDATES
 HAVE CRITERIA FOR SELECTING BEST UNIVERSITIES
 VIOLATION OF PROTOCOLS FOR EXECUTIVE CANDIDATES

11. HUMAN RESOURCE PRACTICES
 APPROACHING INTERNATIONAL PAKISTANI STUDENTS
 TRAINING INTERNS INTO LEADERS
 MOTIVATE EMPLOYEES TO SOLVE PROBLEMS
 ADVERTISEMENT TO OFFERING TIME- 30 DAYS
 PROMOTION CRITERIA
 FIRING EMPLOYEES
 MAXIMUM PAY
 CULTURE ORIENTED
 SELF RESPONSIBLE EMPLOYEES

12.  Engro Foods is a high culture and performance centered
organization which does most of its hiring internally.
 Their executive is outsourced.
 They are more likely to advertise their openings on social
media.
 They do panel and one on one interviews for selecting
purpose.
 Engro have different software’s like ERP, Thomas etc. which
help them to maintain database of employees and to identify
internal and external candidates.
 They are more tapped towards training then firing.
 Engro Foods don’t hire on personal references.
 They enrich the job by the job rotation technique.
CONCLUSION:

13. RECOMMENDATION
DISSOLVE THEIR ISOLATED EXTERNAL ENVIROMENT
BY
INTAKING MORE EXTERNAL CANDIDATES
TO
DECREASE STATUS QUO.

14. THANK YOU..