The document discusses organizational structure and processes at Danpak Food Industries. It outlines the leadership team and describes key responsibilities like organizing, leading, controlling and managing time effectively. It also discusses building trust with stakeholders, certifications, corporate social responsibility initiatives, shaping organizational culture, performance management, recruitment processes at different levels, training programs, and maintaining a good working environment.

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Naveed Bhatti ( Team Leader)
Waqas Sami
Faysal Chhipa
Hammad Ayoub
Manzar Bilal

4. MR. MOHABBAT HUSSAIN MALIK
MANAGER ADMIN & HR
DANPAK FOOD IND.

6. •
>ORGANIZE
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>Lead
•
>CONTROL

8. •
Manage time effectively
•
In addition to continuing to build and
maintain skills needed to perform
tasks required by the employer.

10.  A key issue is to build trust with stakeholders, and
there are a lot of organizations not doing this
right now.
 Increasing government expectations about more
revenue collections by taxations and at the
other hands no subsidies and relaxation for
creating a booming economic growth.

12. • HILAL CERTIFICATION
• ISO CERTIFICATION

17. • Free check up and medicine to needy
peoples.
• Cleaning activity at surrounding areas.
• To reduce poverty, we give equal opportunity
to employees i.e. female or male.
• Water, waste and utilization of re-useable
sources.

19. We shape our organizational culture by
following:
 Corporate vision
 Shared values and experiences
 Continue Learning Process
 Leadership and Controlling
 Communication effectively
 Organizational Stories

21. •For instance, we are continuously practicing
to conduct a board meeting with managers
and sub ordinates. On that meeting, we come
up with new ideas, existing challenges and
future plans
•Every manager is responsible to give
awareness of this meeting notes

23. • Every new product will be checked by lab to check
harmfulness of any substance which is utilizing in this
product.
• Conduct Environmental tests and get assurance from
recognized body to check.
• Administration/compliance dept has made a check list to
check this within certain period about all procedure are
being followed and anything is required to improve
then it should be reported and has to be improved
immediately.

27. ORGANIZATIONAL STRUCTURE

29. •For instance, if there any problem creates during
production then it is the responsibility of
on duty supervisors to take necessary
decision and resolve the matter.
•He can also directly approach to top
management for any immediate action.

31. •Special incentives like bonuses.
•Special training programs on behalf of
company.
•Nominate best employees of the year.
•Recognize best departmental
•Working by giving them shield & etc.

32. • A manager has the responsibility of leading
and guiding his employees on a daily basis.
• A big part of his assignment is to maintain
order in the workplace and ensure the
business should run smoothly.

33. • A good leader takes the lead and
encourages the team to perform to
their optimum all the time and drives
organizational success.

38. •Advertisement on newspaper.
•Only take references for Directors
or senior levels of managers.
•Extract previous data of Runner up
candidate of last vacancy which helps to
secure our precious time for long procedure.

40. Top level Recruitment
•Normally it decides by board of directors and utilizes
their sources for top level.
•Specific post whereas Admin/HR dept later get inform
on formal way for Selection or new positioning at top
management.

41. Middle level Recruitment
• Ad on newspaper
•Shortlisted candidates by CVs get direct call for
interviews.
•Form fills to get official work.
•HR & Senior Managers conduct direct and briefed
interviews.
•Selected candidate (s) gets joining call and letter of
joining by HR dept.
•Before joining, all educational, experiences letters and
references verify with concerns.

42. Lower level Recruitment
•We simply give Ad at prominent newspaper.
•Once have CVs then send them to concern depart.
•We receive shortlisted candidates by depart managers.
•We call shortlisted candidates and conduct short interview.
•We call appropriate candidates to company and get fill form
by them.
•We select appropriate candidates according to 3 categories,
i.e. Salary, Education, Technical skills & Experience (if any).

43. Lower level Recruitment
• HR dept does first formal interview then shortlist the candidates
and final interviews then conduct by HR dept and concern dept
together.
• After finalization of suitable candidates, all terms and conditions
define to them and give 3 months probation periods.
• After successfully completion of 3 months, company grants them
as permanent employees.
• Company official card provides to them and then they will be
getting all benefits from company according to category or job
nature or according to pre-defined terms.
• Fresh candidate normally gets 3-6 months probation according
to caliber or situation.

47. •Permanent training room in company and whole
year it continues.
•Essential requirement in ISO certification which
leads to contribute on this regularly.

49. • Essential operating tools and computer software’s
training.
For instance, fire fighting training to production
dept and fire dept as well.
New erected machines training by engineers to
operator and dept in-charges.

53. • Good working environment
• Good development of Employee
• Employee Oriented
• Formal-Informal Relationship
• Decentralized organization
• Safety first attitude