National foods pakistan report

HRM PRACTICES A NATIONAL FOODS (PVT.) LTD.
Human Resource Management Page 2
ABSTRACT
HUMAN RESOURCE MANAGEMENT
PRACTICES AT
NATIONAL FOODS (PVT.) LTD.
Group Members:
 Muhammad AHAD AZHAR
 KHIZRA SHAFQAT
Submitted to:
Mr. SHERAZ AHMED

This is a group project assigned by Mr. Sheraz Ahmed for the course of Human
Resource Management. The objective was to visit any well reputable, large
scale organization and Analyze the HRM functions on these lines; Recruitment,
Selection, Training, Appraisal, and Compensation. For the purpose, we have
chosen National Foods.
Following report contains a brief description of HR practices at National Foods
and the findings collected and analyzed from the project questionnaires.

LIMITATIONS
Firstly, we decided to go Siemens Company but due to their non-serious and
delaying tactics, we had to abandon it. Then finally we stuck on National Foods
(Pvt.) Ltd but we got late because of protocol movement barriers then we came
to know that their HR manager has just left office but we successfully managed
to have a meeting with their CSR Executive who is been employed since long in
this organization, we had this visit on Thursday 6th October, 2016.
ACKNOWLEDGEMENT
We would like to express our special thanks of gratitude to our instructor, Mr.
Sheraz Ahmed who provided us the golden opportunity by assigning us this
knowledgeable project of Human Resource Management, which also helped us
in doing some research, related to the topic and we came to know about so
many new things and concepts. We are really thankful to him.
We would like to thank the staff of National Foods (Pvt.) Ltd particularly their
CSR Executive, Ms Marium Haq for their help and cooperation, the knowledge
they provided to us and most importantly, allowing us to visit their organization
on a very short notice.

LETTER OF TRANSMITTAL
Manager HR, Date: 4-10-2016
Subject: Study Project
Dear Sir,
It gives me immense pleasure to write to you that the Department of Public
Administration, University of Karachi is offering Bachelors, Masters and MS,
M.Phil / Ph. D. degree with specialization in Human Resource Management,
finance and Marketing.
Our aim is to provide an opportunity to our student to get practical exposure in
which we engage them in various projects and report writing assignment. We
would like to request you to kindly extent your co-operations to our students.
We have selected your esteemed Institution and would appreciate if you could
facilitate our students who are conducting Project for O.B and Ethics.
Your co-operation will be highly appreciated in this regard.
With regard
Name of the students
1. Mr. Muhammad Ahad Azher
2. Ms. Khizra Shafqat

VISION AND MISSION
To be a Rs. 50 billion food company by the year 2020 in the convenience
food segment by launching products and services in the domestic and
international markets that enhance lifestyle and create value for our
customers through management excellence at all levels.
CORE VALUES
PASSION
We act with intense positive energy and are not afraid to take
Risks. We challenge ourselves continuously, we’re good at what we do, and we
take pride in which we are.
PEOPLE-CENTRIC
We put our people first. We treat them with respectand actively contribute
towards their development.
CUSTOMER FOUCS
We see the world through the eyes of our customers. We do everything possible
that makes them happy.
LEADERSHIP
We are part of the solution, never the problem. We act like owners and have a
positive influence on others.

TEAMWORK
Our roles are defined, not our responsibilities. We believe in going the extra
mile to accomplish our goals. We coachand supporteach other to ensure
everyone wins. We have a “WE versus I” mindset.
ETHICS
We don’trun our business at the costof human or ethical values.
EXCELLENCE IN EXECUTION
We say. We do. We deliver. We talk with our actions. We strive for nothing but
the best. Execution is the key to winning!
ACCOUNTABILITY
We see. We act. We take full responsibility for our actions and results. We don’t
blame others for our mistakes; we analyze them and correctthem.

TABLE OF CONTENTS
History of National Foods 9
Executive summary of NationalFoods 10
 Corporate event 11
 Corporate strategy 15
 Business strategy 16
 Compensationstrategy 17-18
 Business nature 19-28
 Company structure 28
 Addressing challenges andopportunities 28-34
 Human Resources 35
 Overview of HR department at NL 36-46
 CSR 47-56
 Celebration 56-57
 Organizationstudy 58
 Performance managementsystem 59-60
 Reference 60
 Speaker 61
 TeacherAppreciation 62

HISTORY TO NATIONAL FOODS
Abrar Hasan is the Chief Executive Officer of National Foods Limited, the
leading multi-category food company in Pakistan producing over 250 different
products, marketed both in Pakistan and exported to 35 countries worldwide.
Under his leadership, NFL has become a 13.5 billion rupee conglomerate, with
ISO: 9001, ISO: 22000, HACCP certifications and numerous industry awards.
Mr. Hasan joined NFL as Plant Director in 1993 and held that position for 4
years. He was elected Deputy Managing Director in 1997 and then as Chief
Executive shortly thereafter. In 1996, he led the development of a
comprehensive Human Resource Management System which was the first of its
kind for any national company in the country. He also led the development of
an international marketing infrastructure starting in 1999, which has led to
international sales volume crossing Rs.1billion today.
As the Chief Executive, Mr. Hasan is providing direction and leadership to the
Company by setting a clear vision for future growth – Vision 20/20, which aims
to become a Rs. 50 billion company by the year 2020. The Company is set to
deliver its long-term goals by focusing on top brands, growing customer base
and aggressive international expansion.
Mr. Hasan has actively pursued new market opportunities and delivered
successfulstrategies to drive NFL’s vision, focusing on continuous innovation,
highest standards of quality and superior consumer value. He has steered the
company to deliver steady sales growth year on year, clearly evident from the
dramatic expansion in sales, from only Rs. 200 million in 1993 to Rs. 13.5
billion today; an enviable growth rate, ranging from 20% to 30% each year;
despite tough economic conditions. This translates into an increase in NFL’s
market capitalization from only Rs. 20.57 million in 1993 to Rs. 40 billion
today.
Recognizing the vital role of Information Technology in business development,
Mr. Hasan brought about an IT revolution in the Company. In February 2003,
NFL became the first local food company to put in an ERP system (Scala)
which was subsequently up-graded to SAP ERP system, in a record 6 months
deployment.

Through the platform of the Pakistan Advertisers Society (PAS), Mr. Hasan was
part of the team which launched TAM Peoples meter in Pakistan in September
2007 and the MEMRB Consumer Insight Survey, in August 2008, both first of
their kind tools in Pakistan. He has also pushed for regulating advertisement
ethics via PAS. As pastChairperson, Anti-counterfeit and Infringement Forum
(ACIF), Mr. Hasan strongly supports creating awareness about counterfeit and
IP infringement among consumers and other stakeholders.
Mr. Hasan is a staunch supporter of CorporateSocial Responsibility; an Adult
Literacy Programmers for employees was started at NFL as early as the year
2000. In 2007, he spearheaded the development of a Sustainability Strategy,
which is guiding all business functions across the board till today.
As a visionary and marketing leader, Mr. Hasan has addressed audiences of a
diverse section of marketing organizations, conferences, seminars, educational
institutions, and various publications. He has appeared on several business TV
talk shows discussing the business environment and economy in general. He has
received numerous accolades, including Marketing Excellence Award 2008
from the Marketing Association of Pakistan (MAP).
EXECUTIVE SUMMARY OF NATIONAL FOODS
Keeping in mind how our eating habits have changed, our diets have been
influenced by factors like the technologies in our kitchens, by the modes of
transport supplying our shops, bythe media and the government and by trade
and migration. The eating habits of our parents, grandparents and great-
grandparents would be completely unrecognizable to many of us today. Our
experiences of shopping and cooking have been transformed as have our
attitudes towards health, table manners, ‘foreign’ foods, waste and even choice.
All along National Foodshas responded meticulously to these rapid changes
and challenges by pioneering developing of innovative food products based on
convenience and quick preparation. These diverse food products are perfectly in
line with contemporary lifestyles while retaining the traditional taste and values
which are so close to our hearts.
With a history spanning over four decades, National Foodshas trudged through
various challenges of – economic booms/depressions,wars, globalization,
changing consumer lifestyles, technological advancements and has successfully
catered to the changing needs of its customers. National Foods has managed this

with its consumer centric and innovative productdevelopment which keeps into
account the ever changing market trends.
CORPORATE EVENTS
Women related activities held by National Foods are a part of social endeavors
towards creating a potent and more intelligent society, where women as an
integral part understand their importance and role in making a well-groomed
family and environment.
ALL ABOUT EVENT
National Foods hosted the second annual “All about Eve”, an exclusive 2-day
workshop for women in Karachi, Lahore & Islamabad. The workshop was
designed to cover all aspects of a woman’s life, be it, home, family, work place,
friends, relatives or her personal health and appearance. It was attended by
hundreds of women who appreciated National Foodsefforts. Rona was also
introduced at this event.
Women’s Day Celebration
National Foods Limited celebrated the International Women’s Day at its
renovated City Sports Complex-Ladies Jogging Track on Kashmir Road. The
objective of the event was to acknowledge the contributions of women as they
play their part in the socio-economic development of their families and
ultimately the country. Prominent women from various walks of life were
invited to share their views and achievements.
Cooking classes
National Foods regularly conducts cooking classes at technical training centers,
hotels, clubs and educational institutes throughout the year, where hundreds of
females learn the art of cooking. Celebrities also attended these classes.
Cooking Fiesta
Cooking competitions have been arranged all year round where loyal customers
make new dishes with National Foods products and share their expertise.

College Programs
This year also National Foods has conducted many cooking shows in colleges
and schools.
Fun kids Carnival
National Foods organized an evening full of color, excitement, fun, games and
music at the National Sailing Centre Karachi for their FUNKIDS club members.
The highlight of the event was an electrifying performance by Ali Zafar. He
enthralled the crowd with his heart stopping beats, groovy tunes and smooth
moves. His two-hour performance was the most anticipated part of the evening
and was greatly enjoyed by children and their parents.
Khail Kood Maza-Funkids Club launched in Lahore
National Foods broughtthe most fun filled and exciting event Khail Koop Maza
to Lahore at the Joy land Park of the Fortress Stadium Lahore. This event was
full of fun, food and games. All of the rides for the Fun kids Club members
were free and they also participated in competitions to win prizes.
NFL RECEIVES FPCCIAWARD for EXCELLENCE IN EXPORTS
The Federation of Pakistan Chamber of Commerce and Industry (FPCCI)
awarded National Foods Ltd. with a merit trophy at the 28th Exports Awards
2003-2004 in the Spice/Curry Preparation Mix Category.
Raj on Canadian Shores - en route to success
National Foods participated in EATING VANCOUVER FOOD SHOW held in
May 2005 where Raj Butter Chicken, Raj Pickles and Raj Mango Chili Sauce
were offered to people. People who tried them could not resist the temptation of
buying these products.

Golden Recipe Draw
National Foods conducted a Golden Recipe Coupons Lucky Draw for the
retailers. Hundreds of retailers participated in the draw and won valuable prizes.
CORPORATE, BUSINESS AND COMPENSATION
STRATEGY

CorporateStrategy is concerned with how companies, like Disney, create value
across different businesses. It takes as given the RC lessons on competitive
strategy, and asks how the corporation can add value over and above that which
a business unit creates by it. This requires the corporation to invest in a valuable
set of resources, craft the business portfolio, and design the organization
structure, systems and corporatefunctions to share activities or transfer skills
across businesses.
The corollary of effective corporatestrategy is that there is a limit to the scope
of the firm. This insight suggests that issues of corporatestrategy apply to firms
of every size and in every sector. Should a startup build its own sales force or
rely on third party distributors? Should an entrepreneur focus on a single niche
or expand scopeto serve many verticals? Thus while the course naturally covers
strategy in large diversified companies, it also features smaller companies that
appear to operate in a single business.
BUSINESS STRATEGY

The decisions a company makes on its way to creating, maintaining and using
its competitive advantages are business-level strategies. After evaluating the
company’s product line, target market and competition, a small business owner
can better identify where her competitive advantage lies. A gourmet candy
company, for example, might find that it cannot compete on price; larger
corporations often enjoy economies of scale that keep costs low. Instead, the
small business would choose a differentiation strategy, emphasizing freshness,
quality ingredients or some other attribute consumers will value highly enough
to pay extra. Business strategy will affect the small company’s functional
decisions such as the selection of its promotions and distribution channels.
COMPENSATION STRETEGY
The compensation strategy sets a clear guidance for the key remuneration
principles in the company. The strategy defines key strategic behaviors and
values, which are remunerated. It defines the values and behavior, which are
valued and rewarded. The compensation strategy makes the difference between
the focused strategic compensation and a bunch of different non connected
compensation components.

Compensation Strategy Challenges
๏ HR enjoys raised expectations of the top executives. They want HR to increase
the performance, to retain key employees, bring new skilled talents to the
company and they want to keep costs under a strict control
๏ Finding, motivating, developing and keeping employees is a key componentof
business success
๏The compensation components cannot be managed discretely, they have to be a
part of the Overall strategy - the company has to define the Competitive
compensation strategy

Key Components
COMPENSATION STRATEGY OF NATIONAL FOODS
National foods provides employees with yearly bonus and allot vehicles (cars
and bikes) based on designation.
National foods have the strategy to increment employee’s salary after
performance appraisal.
BUSINESS NATURE
Company: National Foods pvt ltd
Nature of business: Food Products

OUR BRANDS
DESSERTS
National Foods offers a delightful and enjoyable range of mouthwatering
desserts.
The range has a variety of products and is not only limited to traditional sweets
such as kheers and faloodas but also includes contemporary desserts suchas
jellies and custards.

RECIPE MASALA
National Recipes includes a range of over 48 delicious recipes such as biryanis,
curries, barbeque items, kababs and many more.
These enriched and flavorsome Recipe masalas are a combination of exotic
herbs, spices and seasonings that offer the experience of the complete Pakistani
cuisine.
RECIPE MASALA JARS
National Recipe Masalas are also available in larger sizes, packed in jars.
Whether used by households or caterers, these bulk spice jars provide a
convenient and economical solution for all.

PICKLES
The taste, aroma and flavor of National’s pickles capture the true essenceof
Pakistani tradition.
The deliciously spicy and tangy range of pickles is prepared from the best
ingredients including flavorsome oils, freshly picked succulent vegetables and
fruits, and the signature spice blend.
FROZEN MEALS
Rich in aroma, texture and flavor, our frozen meals are seasoned to perfection.
Prepared with authentic National spices and served with the bestquality basmati
rice, these authentic mouthwatering meals are available in four delicious
flavors. National Authentics meals are microwaveable and ready to serve in 5
minutes, providing convenient solutions for all meal occasions. Experience the
tradition with National frozen meals, halal certified by IFANCC.

KETCHUP
National Ketchup is made with 100% freshest, reddest, plumpest, sun-ripened
tomatoes.
It’s a perfect balance of tart and sweet, that turns the simplest of food into
healthy and delicious meals.

RICE
Beautifully separate, pearl white grains of National Rice always glisten and
burst with flavor.
Our rice is pure basmati, extra-long, polished to a silky sheen, unbroken and
ready to cookstraight from the bag – no picking or cleaning required.
FRUITILY
National Foods Fruitily instant drink mix is so much more than a refreshing
beverage.
Each serving of Fruitily is bursting with essential nutrients that not only
provide the energy that your bodyand mind need but also leave you refreshed,
nourished and perked up!

CHINSES
National Foods Chinese recipes make authentic, homemade Chinese dishes a
breeze to cook.
A dash of our sauces range and vinegar livens up any soup or Chinese dish with
a savory flavor that keeps the food lovers coming back for more.
SNACKS
National Foodsoffers a range of savory snack mixes and seasonings, which
are a combination of spices usedin the preparation of traditional snack
dishes.

BASIC SPICES
National Foods has a range of basic recipes which provide convenience to the
cooking experience.
Basic recipes are a combination of spices commonly used in Pakistani cuisines
to enhance taste and flavor.
SALT
National Foods is the pioneer in iodized salt in Pakistan and has become a brand
leader in this category.
With its delicate pure white salt crystals, National Salt adds a brilliant taste to
food and also offers nutritional benefits.

CHUTNEYS AND SAUCES
National Foods has an exciting range of tangy and tasty chutneys.
The range of chutneys includes exciting and mouthwatering flavors. Whether
used as a meal complement or as a dipping sauce, these chutneys add the
element of Pakistani taste through their unique traditional flavors.
GINGER AND GARLIC PAST
National Foods provides a range of flavorsome pastes which make the cooking
experience more delightful. It is a convenient solution to adding the touch of
savory Pakistani flavor and essence to food.

GOLDEN FRIED ONIONS
National Golden Fried Onions, aromatic and flavorsome in taste, make your
meals special.
Prepared from the best onions and through the highest quality processes, give
them a sunshine gold color and a deliciously crispy texture. Whether cooked,
seasoned or garnished, National Golden Fried Onions, make your food a
magical mouthwatering experience.
MASALA SNAX
National’s Masala Snax range captures the authentic spice flavors of Pakistan.
Exotic, explosive and exciting, these snacks provide a burst of flavor that will
dazzle the taste buds and excite the senses. The range offers a variety of
tantalizing flavors, which add a masala twist to your snacking experience.

COMPANY SRTRUCTURE
General Manager monitors and looks after human resources, administration and
international relation regarding industry relation.
Structure have the business partners there HR business partners are responsible
for several function of the business which includes supply chain, IT, finance
operations. It is a flat structure.
ADDRESSING CHALLENGES AND OPPORTUNITIES
Introduction
The role of the Human ResourceManager is evolving with the change in
competitive market environment and the realization that Human Resource
Management must play a more strategic role in the success ofan organization.
Organizations that do not put their emphasis on attracting and retaining talents
may find themselves in dire consequences, as their competitors may be
outplaying them in the strategic employment of their human resources.
With the increase in competition, locally or globally, organizations must
become more adaptable, resilient, agile, and customer-focused to succeed. And
within this change in environment, the HR professional has to evolve to become
a strategic partner, an employee sponsoror advocate, and a change mentor
within the organization. In order to succeed, HR must be a business driven
function with a thorough understanding of the organization’s big picture and be
able to influence key decisions and policies. In general, the focus of today’s HR
Manager is on strategic personnel retention and talents development. HR
professionals will be coaches, counselors, mentors, and successionplanners to
help motivate organization’s members and their loyalty. The HR manager will
also promote and fight for values, ethics, beliefs, and spirituality within their
organizations, especially in the management of workplace diversity.
This paper will highlight on how a HR manager can meet the challenges of
workplace diversity, how to motivate employees through gain-sharing and
executive information system through proper planning, organizing, leading and
controlling their human resources.

Workplace Diversity
According to Thomas (1992), dimensions of workplace diversity include, but
are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities,
race, sexual orientation, educational background, geographic location, income,
marital status, military experience, religious beliefs, parental status, and work
experience.
The Challenges of Workplace Diversity
The future success ofany organizations relies on the ability to manage a diverse
bodyof talent that can bring innovative ideas, perspectives and views to their
work. The challenge and problems faced of workplace diversity can be turned
into a strategic organizational asset if an organization is able to capitalize on this
melting potof diverse talents. With the mixture of talents of diverse cultural
backgrounds, genders, ages and lifestyles, an organization can respond to
business opportunities more rapidly and creatively, especially in the global
arena (Cox, 1993), which must be one of the important organizational goals to
be attained. More importantly, if the organizational environment does not
supportdiversity broadly, one risks losing talent to competitors.
This is especially true for multinational companies (MNCs) who have
operations on a global scale and employ people of different countries, ethical
and cultural backgrounds. Thus, a HR manager needs to be mindful and may
employ a ‘Think Global, Act Local’ approachin most circumstances. The
challenge of workplace diversity is also prevalent amongst Singapore’s Small
and Medium Enterprises (SMEs). With a population of only four million people
and the nation’s strive towards high technology and knowledge-based economy;
foreign talents are lured to share their expertise in these areas. Thus, many local
HR managers have to undergo cultural-based Human ResourceManagement
training to further their abilities to motivate a group of professional that are
highly qualified but culturally diverse. Furthermore, the HR professional must
assure the local professionals that these foreign talents are not a threat to their
career advancement (Toh, 1993). In many ways, the effectiveness of workplace
diversity management is dependent on the skilful balancing act of the HR
manager.
One of the main reasons for ineffective workplace diversity management is the
predisposition to pigeonhole employees, placing them in a different silo based
on their diversity profile (Thomas, 1992). In the real world, diversity cannot be

easily categorized and those organizations that respond to human complexity by
leveraging the talents of a broad workforce will be the most effective in growing
their businesses and their customer base.
The Management of Workplace Diversity
In order to effectively manage workplace diversity, Cox (1993) suggests that a
HR Manager needs to change from an ethnocentric view ("our way is the best
way") to a culturally relative perspective ("let's take the best of a variety of
ways"). This shift in philosophy has to be ingrained in the managerial
framework of the HR Manager in his/her planning, organizing, leading and
controlling of organizational resources.
As suggested by Thomas (1992) and Cox (1993), there are several best practices
that a HR manager can adoptin ensuring effective management of workplace
diversity in order to attain organizational goals. They are:
Planning a Mentoring Program
One of the best ways to handle workplace diversity issues is through
initiating a Diversity Mentoring Program. This could entail involving
different departmental managers in a mentoring program to coach and
provide feedback to employees who are different from them. In order
for the program to run successfully, it is wise to provide practical
training for these managers or seek help from consultants and experts
in this field. Usually, such a program will encourage organization’s
members to air their opinions and learn how to resolve conflicts due
to their diversity. More importantly, the purpose of a Diversity
Mentoring Program seeks to encourage members to move beyond
their own cultural frame of reference to recognize and take full
advantage of the productivity potential inherent in a diverse
population.
Organizing Talents Strategically
Many companies are now realizing the advantages of a diverse workplace. As
more and more companies are going global in their market expansions either
physically or virtually (for example, E-commerce-related companies), there is a
necessity to employ diverse talents to understand the various niches of the

market. For example, when China was opening up its markets and exporting
their products globally in the late 1980s, the Chinese companies (such as
China’s electronic giants such as Haier) were seeking the marketing expertise of
Singaporeans. This is because Singapore’s marketing talents were able to
understand the local China markets relatively well (almost 75% of Singaporeans
are of Chinese descent)and as well as being attuned to the markets in the West
due to Singapore’s open economic policies and English language abilities. (Toh,
R, 1993)
With this trend in place, a HR Manager must be able to organize the poolof
diverse talents strategically for the organization. His/her must consider how a
diverse workforce can enable the company to attain new markets and other
organizational goals in order to harness the full potential of workplace diversity.
An organization that sees the existence of a diverse workforce as an
organizational asset rather than a liability would indirectly help the organization
to positively take in its stride some of the less positive aspects of workforce
diversity.
Leading the Talk
A HR Manager needs to advocate a diverse workforce by making diversity
evident at all organizational levels. Otherwise, some employees will quickly
conclude that there is no future for them in the company. As the HR Manager, it
is pertinent to show respect for diversity issues and promote clear and positive
responses to them. His/her must also show a high level of commitment and be
able to resolve issues of workplace diversity in an ethical and responsible
manner.
Control and Measure Results
A HR Manager must conductregular organizational assessments on issues like
pay, benefits, work environment, management and promotional opportunities to
assess the progress over the long term. There is also a need to develop
appropriate measuring tools to measure the impact of diversity initiatives at the
organization through organization-wide feedback surveys and other methods.
Without propercontrol and evaluation, some of these diversity initiatives may
just fizzle out, without resolving any real problems that may surface due to
workplace diversity.

Motivational Approaches
Workplace motivation can be defined as the influence that makes us do things
to achieve organizational goals: this is a result of our individual needs being
satisfied (or met) so that we are motivated to complete organizational tasks
effectively. As these needs vary from person to person, an organization must be
able to utilize different motivational tools to encourage their employees to put in
the required effort and increase productivity for the company.
Why do we need motivated employees? The answer is survival (Smith, 1994).
In our changing workplace and competitive market environments, motivated
employees and their contributions are the necessary currency for an
organization’s survival and success. Motivational factors in an organizational
context include working environment, job characteristics, appropriate
organizational reward system and so on.
The development of an appropriate organizational reward system is probably
one of the strongest motivational factors. This can influence both job
satisfaction and employee motivation. The reward system affects job
satisfaction by making the employee more comfortable and contented as a result
of the rewards received. The reward system influences motivation primarily
through the perceived value of the rewards and their contingency on
performance (Hickins, 1998).
To be effective, an organizational reward system should be based on sound
understanding of the motivation of people at work. In this paper, I will be
touching on the one of the more popular methods of reward systems, gain-
sharing.
Gain-sharing:
Gain-sharing programs generally refer to incentive plans that involve employees
in a common effort to improve organizational performance, and are based on the
conceptthat the resulting incremental economic gains are shared among
employees and the company.
In most cases, workers voluntarily participate in management to accept
responsibility for major reforms. This type of pay is based on factors directly
under a worker’s control (i.e., productivity or costs). Gains are measured and
distributions are made frequently through a predetermined formula. Because
this pay is only implemented when gains are achieved, gain-sharing plans do
not adversely affect company costs (Paulsen, 1991).

Managing Gain-sharing
In order for a gain-sharing program that meets the minimum requirements for
success to be in place, Paulsen (1991) and Boyett (1988) have suggested a few
pointers in the effective management of a gain-sharing program. They are as
follows:
 A HR manager must ensure that the people who will be participating in the
plan are influencing the performance measured by the gain-sharing formula
in a significant way by changes in their day-to-day behavior. The main idea
of the gain sharing is to motivate members to increase productivity through
their behavioral changes and working attitudes. If the increase in the
performance measurement was due to external factors, then it would have
defeated the purposeof having a gain-sharing program.
 An effective manager must ensure that the gain-sharing targets are
challenging but legitimate and attainable. In addition, the targets should be
specific and challenging but reasonable and justifiable given the historical
performance, the business strategy and the competitive environment. If the
gain-sharing participants perceive the target as an impossibility and are not
motivated at all, the whole program will be a disaster.
 A manager must provide useful feedback as a guidance to the gain-sharing
participants concerning how they need to change their behavior(s) to realize
gain-sharing payouts The feedback should be frequent, objective and clearly
based on the members’ performance in relation to the gain-sharing target.
 A manager must have an effective mechanism in place to allow gain-sharing
participants to initiate changes in work procedures and methods and/or
requesting new or additional resources such as new technology to improve
performance and realize gains. Though a manager must have a tight control
of company’s resources, reasonable and justifiable requests for additional
resources and/or changes in work methods from gain-sharing participants
should be considered.
Executive Information Systems
Executive Information System (EIS) is the most common term used for the
unified collections of computer hardware and software that track the essential
data of a business' daily performance and present it to managers as an aid to
their planning and decision-making (Choo, 1991). With an EIS in place, a

company can track inventory, sales, and receivables, compare today's data with
historical patterns. In addition, an EIS will aid in spotting significant
variations from "normal" trends almost as soon as it develops, giving the
company the maximum amount of time to make decisions and implement
required changes to put your business back on the right track. This would
enable EIS to be a useful tool in an organization’s strategic planning, as well
as day-to-day management (Laudon, K and Laudon, J, 2003).
Managing EIS
As information is the basis of decision-making in an organization, there lies a
great need for effective managerial control. A good control system would
ensure the communication of the right information at the right time and relayed
to the right people to take prompt actions.
When managing an Executive Information System, a HR manager must first
find out exactly what information decision-makers would like to have available
in the field of human resource management, and then to include it in the EIS.
This is because having people simply use an EIS that lacks critical information
is of no value-add to the organization. In addition, the manager must ensure that
the use of information technology has to be brought into alignment with
strategic business goals (Laudon, K and Laudon, J, 2003).
Conclusion
The role of the HR manager must parallel the needs of the changing
organization. Successfulorganizations are becoming more adaptable, resilient,
quick to change directions, and customer-centered. Within this environment, the
HR professional must learn how to manage effectively through planning,
organizing, leading and controlling the human resource and be knowledgeable
of emerging trends in training and employee development.

HUMAN RESOURSES
The Department of Human Resources has been active throughout the year 2012-
2013 with a range of new initiatives, improvement programs and engagement
activities – all alongside business as usual. Our focus has always been and will
remain to be Our People, developing them, engaging with them, preparing and
enabling them for Vision 20/20. One of the major initiatives HR undertook this
year was the “Building Excellence in People” program which aimed to align the
quality and flow of NFL's human talent to match its long term business
objectives and milestones. This project is phased into multiple stages which
includes job analysis, competency model development, talent mapping and
succession management. Moreover, revamping the HR Manual was also a key
project that began with the objective of ensuring that all the policies and
processes are streamlined, made efficient and aligned with industry practice.
Working with a team of internal HR, consultants and National
Foods leadership, this extensive project is underway and on its route to
completion. This year saw the revitalization of the SAP-HCM Module to
improve efficiencies and synergies that will help increase the overall HR service
level. This project, identified, analyzed and refreshed our business processes to
enable simple and easy to understand execution of tasks, ultimately simplifying
the functionality of the Human Resource Information System (HRIS).
In line with continually upgrading our ways of working, the HR department’s
Compensation & Benefits function initiated and achieved the automation of the
payroll of our contractual workforce in Muridke so that there is ease and

transparency in disbursement of wages and to maintain a comprehensive
information database. Furthermore, the Organizational Development function
launched a busy training calendar for the year with a mix of in-house and ex-
house trainings. Programs such as "Intermediate Acceleration", a MS
EXCEL training, "Conflict Management through Inspiration", Dashboard
Reporting, and Business Communications were rolled out for different levels of
Management. Key sessions for the year included the “7 Habits Signature
Program” by Franklin Covey and "Organizational Transformation for Success"
by Ramiz Allawala. The latter was our first major change Management program
that paved the direction to meet our vision 20/20, where CEO, Abrar Hasan,
commenced the day via a live feed from UK and this session was attended by
the entire middle and senior management population totaling 90 people along
with the Management Trainees. National Foods’ platinum sponsorship of the
year was Tony Buzan's "Mind Maps for Business” for over 25 organizations
and Over 200 participants was also part of the calendar. Adding to this, a
number of ex-house programs were also conducted covering both soft skills and
technical trainings from various public and private organizations.
Lastly, to maintain the morale of the employees, HR conducted multiple
engagement activities such as our Annual Hajj Balloting and Prize distribution
Ceremony for employees, Annual Lunch, and a full day beach trip.
OVERVIEW OF HR DEPARTMENT AT NATIONAL FOODS
The Human Resources (HR) Department develops initiatives and provides
strategic support to NATIONAL FOOD’s Management with regard to
humanresources policy. It supports line management in the departments,
performs centralized service tasks, and ensures application of operational
human resources activities. Main areas of responsibility include manpower
planning, organizational development, employment and association conditions,
recruitment, job classification and salary administration, performance appraisal,
advancement, internal mobility, training and development, social services,
social security, working conditions, settlement of disputes and relations with the
personnel. When employees sense a well-documented plan of human resources
management, they do not feel threatened by inconsistent structure or an absence
of discussion about advancing skills and reaching new goals. Human resources

conquer factors that challenge management by ensuring: legalcompliance in
hiring, compensation, training and communication.
The objective of human resources is to maximize the return on investment from
the organization's human capital and minimize financial risk. It is the
responsibility of human resource managers to conduct these activities in an
effective, legal, fair, and consistent manner.
Human resource management serves these key functions:
1. Recruitment
2. Selection
3. Training and Development
4. Performance Appraisals and Management
5. Promotions
6. Industrial and Employee Relations.
7. Record keeping of all personal data.
8. Compensation, pensions, bonuses etc. in liaison with Payroll
9. Confidential advice to internal 'customers' in relation to problems at work
MISSION STATEMENT OF HRM DEPARTMENT OF
NATIONAL FOODS
The mission of the Human Resources Department of National Foods is to
provide the information and support needed to hire, develop, and retain
qualified employees who model organizational values and contribute to the
attainment of the organization goals; to maintain employee-employer
relationships which are legal, ethical, productive, and positive; and, to protect
the district’s employees, property, and finances from avoidable loss.
HR DEPARTMENT GOAL
The goal of this department is to insure compliance with all mandated
requirements, maintaining good employee relations through fair and equitable
treatment of all employees, and encouraging an environment in which

employees can maximize their potential, resulting in a higher level of service to
the organization.
HR FUNCTIONAL STRATEGIES AND PRACTICES
MECHANISM OF JOB ANALYSIS
Job analysis is done subsequently by the line managers, heads of the
departments and the HR department. The job is completely analyzed on the
basis of activities and responsibilities involved and attributes or job
requirements needed to perform the activities. The job analysis are done by
keeping in sight the functional or duty areas of a position, tasks, the basic
requirement for the job and the basic training to do the job. The job description
and job specifications are subsequently made and analyzed by line managers,
HOD and HR department which in turn helps hire the right quality of workforce
for the company.
Another purpose of job analysis is later improvements, regarding performance
appraisals, selection systems, promotioncriteria, training needs recognition,
compensation plans etc.
The job analysis at National Foods aims to answer questions such as:
 What is the current objective of your company?
 What is your short/long term mission of your company?
 How is the structuring of your HR department, what is hierarchy?
 How do you carry out on job trainings?
 According to you what is the most important function of your HR
department?
JOB EVALUATION
Job evaluation is conducted by HR department determining the value and worth
of a job. This allows them to identify the highly responsible and tougher jobs so
that they can set the compensation package of an employee according to the

nature of the job. Without job evaluation, there is a threat of employees’ job
dissatisfaction which can result in deterioration in employees’ performances.
At National foods, jobs are arranged from highest to lowest, in order of their
value, level of responsibilities and the relative difficulty in performing them.
Compensation packages are set according to the ranking of the job as highest
being most difficult and highly paid and lowest being simplest and less paid.
RECRUITMENT
CREATION OF VACANCY:
The vacant positions are usually assigned to the existing employees for the
purpose of replacement or promotions etc. But still there is a good amount of
budget allocation for the new vacancies at the end of every year which allows
the HR department to create some new vacancies for external recruitment.
The vacancies are created by the decision making of line managers of the
departments, head of the departments, HR manager and CEO regarding the need
and necessity of the new vacancies. New vacancies are created on the basis of
termination, expansion etc.
PHASES OF RECRUITMENT
Phase 1: Identify Vacancy and Evaluate Need
The company first identifies and evaluates the need and necessity of the new
vacancy and internal replacement. The decision making is done with the
collaboration of HR manager, line managers, Heads of the departments and
CEO keeping in sights the objectives and strategic goals, budget allocation and
job analysis.
Phase 2: Applicant Generation
In this phase of recruitment, the company decides the applicants to target in the
search. More specifically, what type of applicant would they like to attract to
their organization’s open or vacant positions for example, entry-level or

experienced. The open positions are generally for the non-experienced and
entry-level applicants at Shan Foods as they prefer referrals for the vacant
positions which require replacement.Sometimes, for some new openings, the
services of headhunters are also availed for recruitment depending on the nature
of job.
Phase 3: Maintaining Applicant Status
During the second phase of recruitment, the company is primarily concerned
with maintaining the applicant’s interest in the job and the organization so that
the applicant will accept the job offer.
Given the goals of both the company and applicant, the initial recruiter-
applicant contact is considered very important. First impressions revolve around
the recruiter judging the applicant and the applicant’s reaction to the recruiter’s
attitude and behaviors. For this purpose, numerous interviews depending on the
nature of the job are held with HR manager, line manager of the concerned
department and finally with the Head of the department.
STRATEGIES FOR HIRING SENIOR/ MID/ ENTRY LEVEL
POSITIONS
The senior and mid-level positions are filled using internal recruitment system
and previous employee on that position is replaced with another employee of
the company. Entry level openings are comparatively lesser at National Foods
and for the purpose of hiring entry-level employees, National foods gives job
ads online and in newspapers, consider recommended applicants of existing
staff and avails services of headhunters.
SELECTION PROCESS
Review of Applications
a) Applications are reviewed by the HRD and suitable candidates are
selected for the departmental consideration.
b) Applications are reviewed by the Department concerned.

The department concerned and the HRD select those candidates who are to be
called for an initial interview by the HRD.
Preliminary Interview
 Candidates are screened by the HRD
 Appropriate tests are administered as mentioned below.
 Results of screening and tests are shared with the Department
concerned
 Candidates for further interviewing are chosen on the basis of this
screening and testing.
Testing
The successful applicants may be asked to take selection tests in order for the
organization to assess applicant’s knowledge, skills, abilities and demonstrated
capabilities relevant to the job requirements.
Group HR will coordinate with the department the design and related elements
(grades applicable, test environment, checks and reviews, follow through with
results vs. on the job performance) of the tests.
Results of tests will be compiled and maintained in Human Resource
department and will remain confidential.
The kinds of test measurements obtained and the questions that help to answer
are:
Intelligence
- Can the candidate learn to do the job?
- Will he be expected to progress to higher job?
- Can he be expected to progress to higher job?
- Will he show sound judgment in crucial situations?
EducationalAchievement
- Does the candidate have the basic education upon which is build?
- Does his/her achievement conform to his/her years of schooling and
intelligence?

- Does his/her achievement show that he/she is highly motivated?
Attitudes
- Does he have the attitude, opinions and personal history that have been
shown to be characteristic of our successfulemployees?
- Does his judgment about himself and other people agree with the
principles of Human Relations practiced in the Company?
Job
- Does he know the principles and theory of his craft?
- Does he know the standards of practice of his craft?
Passing scores are determined by considering:
- The content of entrance training programs.
- The job requirement, present and future.
- The number of applicants.
- The status of the applicant’s present, former or new employer.
Final Interview
The candidates are short-listed by factory HR Manager against the requirements
of the job description and called in for interviews in consultation with the
Department Head.
Interviews for Managers and above are conducted by the Chief Executive with
facilitation from the Group HR Department.
Interviews for all other positions are conducted by the General Manager in
consultation with the Factory Manager/ Department Head with the facilitation
of HR department.
Reference Checks
Reference checks are conducted for all qualified and selected candidates by the
HR Department. Reference Checks can reveal information about an applicant’s
behavior with prior employers that could be critical to your decision.
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.
Only successful candidates are asked to undergo the medical test, which will
consist of a blood test, chest x-ray and a urine test. The cost of the medical
examination is borne by the organization.
Appointment
On acceptance of “Offer Letter/Sheet” by the candidate, the HRD finally
issues the “Appointment Letter” signed by the Director Forall Management
employees and the by Manager for all Non-Management employees and returns
it to the HRD for further processing.
Probationary Period
The appointment for a probationary period is as follows:
- MANAGEMENT Employees : 6 months
- NON-MANAGEMENT Employees : 3 months
On successful completion of the probationary period a “Confirmation Letter” is
issued by HRD, which is duly signed by the concerned Director/Manager,
Employees will become members of the Provident Fund only on confirmation
of the employment.
Replies to other candidates
All other candidates who were called wither for initial interviews or any other
interviews are sent replies by the HRD thanking them for their cooperation and
telling them that the position has been filled.
EQUAL EMPLOYMENT OPPORTUNITIES
National Foods (Pvt.) Ltd provides equal employment opportunities on pure
merit system irrespective of gender, race, religion, ethnicity, origin etc.

There is a general perception regarding National Foods that their organizational
culture is extremely religious and most of their staff strictly follows the
religious values of a specific religious sect. There is also a perception about
Shan regarding discrimination on the basis of gender that they don’t hire female
staff because of religious extremism. By visiting the company itself, we
observed that the general perception is not absolutely correct and there are equal
employments opportunities for all as there is are female staff in the company,
non-Muslims are working in the company and employees belonging to Hindu
religion are provided with specially made vegetarian food for them. The general
staff there was casual and there was no sign of religious extremism. Although,
because of being Shariah compliant organization, the company completely stops
its operation at Prayer breaks and car allowance are given to employees through
Islamic Ijara system.
HIGH/LOW RISK EMPLOYEES
There is no such formal classification of high and low risks employees at
National Foods Ltd and according to them; each and every employee is
important to them whether they are of managerial or non-managerial level.
Although, like any other organization, there are some employees whom the
company cannot afford to lose at any cost and for the purpose of retaining them,
the company provides them with extraordinary salary packages, allowances and
other perks and privileges.
TRAINING SYSTEM AT NATIONAL FOODS
They have built an institution named ‘National Centre for Excellence’ where
Training Sessions are conducted for development of Technical and Managerial
Competencies. The HRM department at National Foods provides extensive on
job training to its employees both internally and externally on regular basis
according to their respective job areas. The training system is proper and
transparent and every employee gets extensive training according to his
performance rating and job evaluation.

Necessary training is also provided to employees before promotions,
transferring and external projects to cope up with the changes in environment
and increment in job responsibilities.
CAREER PLANS FOR EMPLOYEES
National Foods is not an extremely formal organization like MNCs, therefore
there are no such visible career plans for the employees. Unlike big MNCs,
National doesn’t inform its employees regarding their career path and
promotional limits or time periods.
The promotions and postings to other countries in which the company is
operating are done on the basis of performance and willingness of the concerned
leadership. National doesn’t provide clear lines of career planning to its
employees. Although, there is rapid career growth at National foods and on job
trainings are provided to the employees to excel their career but still there is no
formal and fixed way of career planning at National.
RESIGNATION
All employees, upon resignation acceptance will be scheduled for an exit
interview. Refer to Exit Interview Form. HR will conduct an exit interview for
employees placed in managers and above category. For all other positions the
concerned factory manager will conduct the Exit interview.
Findings of the Exit Interviews will be compiled by HR Managers and
forwarded to Group HR Manager for onward review with management for
corrective actions wherever required.
RETIREMENT
Retirement age for all male employees is 60 years and female employees are 55
years.
Human Resources will issue all related correspondence to employee 1 month
prior to retirement
RE-HIRE OF FORMER EMPLOYEES

Rehiring of former employees can take place with the organization. In such
cases, HR Department will request recommendation of (previous) Department
Head before forwarding the case to the General Manager and Chief Executive.
The General Manager and Chief Executive will have the authority to
approve/reject the rehiring of the employee.
CONCLUSIVE ANALYSIS OF THE HRM DEPARTMENT OF
NATIONAL FOODS
The human resource management department of National Foods is one the most
influential and powerful departments of the company. Although, the department
has clear lines of authority but still it has an influential role within the
organization.
The HRM department of National Foods consists of well qualified and professional
staff with highly ethical working methodologies and effective system of
recruitment, selection, training and compensation. They value their employees
and consider them as an organizational family maintaining friendly and
motivating organizational cultureand informal means of communication for
better coordination. Although, there is still some capacity for further
improvement regarding clear and visual career planning of the employees.
At National Foods Pvt. Ltd, the recruitment is purely rational and requirement
based, selection is merit based with equal employment opportunities, training is
extensive and compensation is market competitive, fair and attractive.
Although, they have faced some retention issues in the past but due to the
absence of strategic compensation policy. They have overcome it by revising
their pay-scale and now they are very successful when it comes to employee
retention. Their effective performance management and alignment with
company’s overall strategy have made them a successful and reliable
department of the organization.

CORPORATE SOCIAL RESPONSIBILITY
At NFL, we are committed to the cause of creating a Sustainable positive
change by contributing back to the Community we operate in. Our long term
and robust CSR Programs seek to positively impact the lives of people, by
targeting the root cause of the issues that hinder the Possibility of a better
future. Our focus remains on Improving the social well-being and quality of life
in Pakistan, through identifying initiatives in 3 key areas, which am
(i) Empowering Women Today through Education and Literacy,
(ii) Promoting Healthy Lifestyles Through Offering Nutritional Meal
Solutions
(iii) Ensuring Sustainable Livelihoods through Community Development.
We, at NFL, feel privileged to be of service to our society.
Our CSR initiatives fall under 3 focused categories:
1. Education & Literacy – Empowering Women Today
2. Health & Nutrition – Promoting Healthy Lifestyles
3. Community Development – Ensuring Sustainable
Livelihoods

Aagahi Adult Literacy Program (AALP)
NFL believes that an educated woman ensures a brighter future for her family.
This makes the role of a woman altogether very significant and pivotal, thereby
Embedding education as an integral part of the family’s future. Hence, since
2005 NFL has collaborated with The Citizens Foundation (TCF) in launching
and running a massive campaign called the Aagahi Adult Literacy Program.
This unique program aims to empower women by teaching them basic literacy
and numeracy skills within a span of 3 months. NFL and TCF have successfully
sustained this program for over a decade now - reaching across 40 cities
nationwide, transforming the lives of over 38,000 women and 200,000 family
members on an average. We look forward to our continued collaboration with
TCF and new partners like Shield Corporation and Bayer Group to rapidly
intensify and accelerate the pace and reach of this program.

Aasmoon Lootfun Primary Girls Schoo
NFL along with its international distributor from Mauritius is sponsoring and
managing a school for females in one of the most destitute areas of Karachi,
called Kati Pahari. In line with our goal to institutionalize the importance of
female literacy, ALPGS has now been successfully running for over 4 years.
With a gradual increase in the number of students each year, NFL will continue
to scale it up and further expand the scope of this program. NFL, with the help
of its distributor, has accomplished what seemed impossible a few years ago,
thus, enabling Females to attend school and get quality education near their
homes.

School of Britannica
Education is for everyone - following this notion, NFL has partnered with
School of Britannica to support and endorse education for children hailing from
economically unstable backgrounds through sponsoring their school copies and
notebooks for free. This has encouraged many school-going children to acquire
education, who were initially reluctant to attend school because they lacked bare
necessities. NFL and School of Britannica together, have made it easier for the
less privileged to gain knowledge and enhance their learning.

Aman Ghar
As a foods company, NFL truly understands the importance of health &
nutrition as an essential need for the optimal physical growth and mental
development of our children. In the wake of such crisis, where over 40% of our
children are malnourished, NFL partnered with Aman Foundation through the
of Aman Ghar to provide nourishing meals to the school-going children of
Khuda ki Basti. To date, NFL and Aman Ghar together have served over
3,000,000 meals – completely free of cost. NFL supports this program by
donating in-kind, where more than 3,500 meals are hygienically prepared in
over 10 schools every day. Moreover, NFL has also recently launched “NFL
Goody Bags”, where a delightful mix of different NFL products is distributed
amongst the students before the on-set of their vacations and Ramadan. Looking
forward to rejoining school, these children enjoy their vacations while
munching on National’s Goodies!
Iodized & Iron Fortified Salt
NFL pioneered the use of Iodized Salt through a public-private partnership with
UNICEF to tackle the grave issue of Micronutrient Malnutrition in Pakistan.
NFL, as an active social citizen, took the initiative to promote awareness
regarding the benefits of consuming and maintaining adequate Iodine levels
along with launching Iodized Salt and Iron Fortified Salt to address and
alleviate Iron Deficiency Anemia (IDA) – a condition that can result in multiple
disorders ranging from cretinism, goiter to mild mental and physical retardation.
In future, NFL aims to extend its product range by offering more nutritional
meal solutions through continuous research, development and innovation.

Water Filtration Plants - Access to Safe & Clean Drinking Water
NFL recognizes that one of the biggest challenges in Pakistan is accessibility to
safe & clean drinking water. As a result, NFL has embarked on a mission to
install water filtration plants in all the rural communities it operates in within
Pakistan, along with providing this facilitation to its work force. As part of
NFL’s strategic vision, our efforts are focused on providing access to clean
drinking water by installing water filtration plants in the Chili growing areas of
Sindh as well as other rural areas that are deprived of water accessibility. At
present, there are 3 water filtration plants providing safe & clean drinking water
to over 15,000 people free of cost. Furthermore, NFL is now partnering with
TCF to further expand and install 2 more water filtration plants in the rural
community and believes that this collaboration will ensure long term
sustainability of our vision.
Saaf Paani Sehatmand Zindagi:

Saaf Paani Sehatmand Zindagi – the tagline reinforces the basic fact that clean
water is fundamental to a healthy life! In order to embed this change in our
people and ensure the sustainability of this initiative, we have provided all our
factory workers the opportunity to take clean drinking water to their homes on a
daily basis without any cost. In addition to this, NFL partnered with Aman
Health Foundation to help spread awareness regarding the importance and
benefits of consuming clean drinking water. This awareness drive was
conducted at all NFL facilities nation-wide including SITE, Port Qasim and
Muridke
Value Chain Empowerment:
Chilies are one of NFL’s major ingredients grown primarily in Tharparkar,
Sindh. Therefore, NFL has set up its own Chili collection center in Kunri to
engage sustainably with the Chili farming communities of this impoverished
area. The aim of NFL’s Chili collection center is to predominantly improve the
quality of Chilies by eliminating the hazards of Aflatoxin and pesticide residue.
NFL encourages share croppers and farmers to provide these Chilies by offering
a premium price in return. This ensures that the Chilies supplied by NFL are in
compliance with the international standards, as well as benefitting the farming
communities through improved livelihoods. NFL currently sources almost half
of its requirement directly from these farmers, with the aim of sourcing it 100%
in the future. Linked to this Value Chain initiative is our long term goal of
ensuring process improvement, enhancing quality of Chilies and increasing crop
yields. Thus, we have also installed multiple water filtration plants in the
Tharparkar district to help provide the Chili growing community’s accessibility
to safe & clean water.

Pakistan Agriculture Coalition:
In collaboration with Pakistan Agriculture Coalition (PAC), NFL frequently
encourages its farmers to ensure a better future by further enhancing their skills
through vocational trainings that focus on aligning the existing farming
techniques with modern international practices and progressive methods that
ultimately improve the productivity and quality of yields.
Breast Cancer & Anti-Tobacco Awareness:
4 From time to time, NFL collaborates with its esteemed
Partners to help build a more well-informed society through organizing
awareness sessions that touch upon an array of different health and safety
issues. Our most recent awareness drive focused on Breast Cancer. According
to World Health Organization (WHO), Breast Cancer affects nearly 40,000
women each year and is found to be present in both female and male populace.
On the other hand, Lung Cancer and Tuberculosis is another escalating health
concern that was highlighted to create awareness. NFL joined hands with
Shaukat Khanum Memorial Cancer Hospital & Research Centre for conducting
informative session’s company-wide providing vital information to all its
participants. This included precautionary measures, first stage self-check-up,
indications of going to a doctor and other relevant facts and figures.

Hepatitis B & C Vaccination & Awareness Drives4
Every year NFL not only organizes interactive and informative awareness
sessions on Hepatitis B & C, but also provides free vaccination to all its
employees across all facilities nation-wide, including every new induction as
well.
In-House Clinics
For the purpose of providing the benefit of free medical consultations, first-aid,
regular check-ups and medicines to our employees and work force, NFL has
established 3 in-house clinics at SITE, Port Qasim and Muridke respectively.
Emergency Relief–Flood and IDP Assistance:

NFL takes great pride in being a Pakistan-based company that stands by its
people to promote peace and stability in the nation. Whilst reiterating our
commitment as a company to supportour people, NFL joined hands with Omair
Sana Foundation to help the Internally Displaced Persons (IDP) and the
Internally Displaced Families (IDF) present in Bannu and North Waziristan
region of Pakistan. Furthermore, NFL distributed food and medical supplies
amongst the victims of floods in interior Sindh and Punjab, where numerous
internal departments and employees took personal interest in distributing the
much needed aid to the affected populace. This project was undertaken in
partnership with the National Rural SupportProgram (NRSP).
NATIONAL FOODS CELEBRARE 46 YEARS

When it comes to sharing food, and conversations about food and around the
dinner table, no name stands out as much as National Foods – a brand that has
been with us, sharing food and love for 46 years.
Food and love conversations start as early as breakfast, over your perfectly-
seasoned omelets, whether it’s chatting about your day or something that
caught your eye on TV or Face book. Lunch brings with it new conversations
and bonds, as sharing your homemade biryani or kababs with friends,
classmates and colleagues over cricket critiques and movie reviews is always
an experience to savors.
Dinner with the family’s the meal we all look forward to the most, with a
selection of dishes we all love and enjoy, be it Chicken Quorma, Nihari, Daal
Makhni or more. Huddling around the dinner table gives a chance to reflect
on the day and to make plans for the day to come.
Whereas times may have changed, with lifestyles and technology moving
along to keep up, food continues to be the only thing that binds us together,
through thick and thin, in sadness and mirth. National Foods knows this and
has been helping us enjoy our favorite’s foods and dessert for decades now.
Be it a Paya party or a massive dish of Custard Trifle, food is the universal
language of love.
Our associations with food transcend the warm, homely family meal and
apply to all occasions, are they sad or happy. Emotions, ideas and plans are
best discussed over a full stomach so that’s why whether it’s a Roza Khushai,
a family death or the evening before a family road trip, everything makes
more sense with a plateful of the prevailing dish.
Using the universally acceptable and loved language of food, National Foods
brings together people from all over Pakistan to live life and celebrate the joy
of sharing.

ORGANIZATIONAL STUDY
1. What are the current objectives of your company?
To be a Rs. 50 billion food company by the year 2020 in the convenience
food segment by launching products and services in the domestic and
international markets that enhance lifestyle and create value for our
customers through management excellence at all levels
2. What is the short term vision of your company?
To drive sales and make sure that enhance to truth target.
3. What is the most important thing an employee needs to do on this
position and provision period in a company?
Provision period is six months we give new targets. What happens is that
Watched very closely as how you to perform as firstly individual and
secondly in a team.
4. What should be the trade of employee team work?
Not very general, you need to be very flexible because for a team play to
understand that a lot of other people will have their opinion and they way of
working so you need to be flexible enough to understand that’s their
approach in maybe that’s workable as well.
5. What is the structure of your company?
We have functional structure
6. What is valued have to be continuous employees of your organization?
Firstly it’s an ethics, we want to make sure that you are not lying to the
company; you don’t have other business going on that is clash do what
we do. You should loyal to your organization.

7. What is the most important function in HR departments?
Organizational development because I believe that is one thing insures
the company its drawing in terms of talent and that it keeps employee
satisfies.
8. How do you carry out job trainings?
Its specific way, we recently launched the successful factory which is a
fact base solution and we will give tutorial initially by SAP.
9. What is your recruitments process?
We have agency that recruit for us recent position that take care of few
part through rozee.pk.com or HR email address.
10. How important is it to analyze the performance of an employee?
It’s very important because you see a getting work done for somebody
and you want to make sure everyone know their doing their job.
Evaluation is very important.
11. Does your HR department give bonus?
Yes, not for only HR but all the organization.
12. How do you gauge the performance of each and every employee of the
company?
Basically we have our goals; each goal has their indicators and
developers. Reports KP eyes. In the end we will measure all the goals that
complete their goals. Measure the goals according to percentage.

13. How do you ensure employee motivation?
we have vary session like annual goal settings, every department got
together and them discuss their problems then give training and
workshops that the basically OD comes and true.
14.What is your policy towards your employee welfare?
As part of employee welfare you we give medical insurance,
transportation for girls, mobiles for specific position holder special
packages and zong device.
15. What you believe about how person can perform well?
Well, its varies for each person, what happens is that when you start
working you initial stage fresh graduate motivate through to involve one
to another project.
16. Approximately how many employees does your company have currently
appointed?
We have over 600 employees. We have permanent employees more than
contractual.
17. What the satisfaction level of employees with each other?
Unless you serve the organization we enable to tell that all are satisfied.
18. What the culture of your team?
Culture is very informal friendly and flexible.
19. What will get better if that obstacle removed?
Employee’s satisfaction that gets better.

PERFORMANCE MANAGEMENT SYSTEMS
Management Systems’ performance management tools help you build a
sustainably successfulorganization by increasing the effectiveness of plan
implementation and by promoting accountability throughout your company.
We define “performance management systems” as the “processes orsystems
that you use to motivate people on your team to achieve your goals.” While
some approaches focus on only one componentof these systems – e.g.,
individual performance evaluation forms, creating corporatescoreboards, etc. –
our approachfocuses on helping you develop a fully functional integrated
system that links what you want to achieve as a company to what teams and
individuals need to do to supportthese goals.
Our work with you on performance management system design and
implementation can take many forms, depending on your organization’s needs.
This can include:
 Providing training to you and your team on how to design and implement
effective Performance Management Systems, using Management
Systems’ proven approach.
 Assessing the effectiveness of each component of your company’s or a
specific department’s current performance management system. This
involves evaluating the effectiveness of:
 Your company’s plan and “planning process”including:
 The content of your plan – specifically, the extent to which your
plan clearly defines your company’s Key Result
Areas, Objectives, and Goals;
 The process youuse to communicate and reinforce your company
goals throughout your organization.
 The measurementsystems you use to assess progress against your
plan.
 Feedback/Progress Review systems – how and when you and your
team review progress against your goals.
 Evaluation System – the process youand your team use to evaluate
overall performance at the end of your “planning period” (typically
the end of each year).
 RewardSystems – how and what you reward people for.

 The “linkages”between all components of your company’s
performance management system – that is, the extent to which you
actually have a “system” versus just individual components.
CONCULSION:
National foods vision is to be billion food companies by the year 2020 in the
convenience food segment by launching products and services in the domestic
and international market. The vision seems impossible before the
implementation of OD practices. National food introduces SPICE to enhance
employee empowerment, increase employee motivation level, and promote
strategic thinking and creating entertainment spirit.
The implementation of spice have brought changes in the organization
environment are more satisfied and motivated in working in the free and
flexible environment.

REFERENCE
http://nfoods.com/csr/community-development/
https://companylist.org/Pakistan/Keywords/Csr/
http://smallbusiness.chron.com/six-main-functions-
human-resource-department-60693.html
http://www.hr-survey.com/PerformanceManagement.htm
http://www.cincom.com/products/cpq/industries/addressin
g-real-challenges-opportunities/
SPEAKER
Mrs. Marium Haq
DESIGNATION
CSR executive at National Foods pvtltd
SPEECH TOPIC
Organizational behavior of Human recourses management in National Foods
pvt ltd.

Teacher appreciation letter
Respected Sir,
We would like to take this opportunity to express our heartfelt thanks to you for
your active involvement in our project “dynamic organizationbehaviors”.
HR manager of National Foodshas also asked us to pass her sincere
appreciation for giving this opportunity to help building relations between HR
and our team.
Again, thanks so much for your on time reply, despite of the fact that you have
busy schedule but you supported us. We have no doubt that it would not have
been the success without your presence.
Best Regards.

National foods pakistan report

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