Tapal is a Pakistani tea company established in 1947 with a single tea blend. It now has 10 brands and distribution across Pakistan. The company's vision is to think globally and positively impact society through environmentally friendly practices. It has a clear organizational structure and follows all labor laws in its human resource management. Tapal invests in employees through training, an open culture, and succession planning. It effectively manages change through communication. The document concludes that Tapal has been successful in its human resource practices, resulting in profits and a loyal workforce.
Research on brand loyalty and consumer of tea in pakistanirfan ali
Brand Loyalty Is When Consumers Become Committed To Your Brand And Make Repeat Purchases Over Time. Brand Loyalty Is A Result Of Consumer Behavior And Is Affected By A Person's Preferences. Loyal Customers Will Consistently Purchase Products From Their Preferred Brands, Regardless Of Convenience Or Price. The beverages sector in Pakistan has undergone significant transformation in the past 12 years. Within the beverages sector, Tea industry in Pakistan is to grow 25- 30 % annually and would double or triple times.
This Powerpoint is meant to accompany the PepsiCo Q3 2013 Earnings Call.
Financial Highlights
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Research on brand loyalty and consumer of tea in pakistanirfan ali
Brand Loyalty Is When Consumers Become Committed To Your Brand And Make Repeat Purchases Over Time. Brand Loyalty Is A Result Of Consumer Behavior And Is Affected By A Person's Preferences. Loyal Customers Will Consistently Purchase Products From Their Preferred Brands, Regardless Of Convenience Or Price. The beverages sector in Pakistan has undergone significant transformation in the past 12 years. Within the beverages sector, Tea industry in Pakistan is to grow 25- 30 % annually and would double or triple times.
This Powerpoint is meant to accompany the PepsiCo Q3 2013 Earnings Call.
Financial Highlights
• Year-to-date and expected full-year organic1 revenue growth in line with long-term target • Each of the four business units achieved positive net price realization in the quarter
• Core1 gross margin up 70 bps in the quarter and 105 bps year to date
• Productivity on track
• Year-to-date management operating cash flow (ex-items)1 of $5.5 billion, up 12 percent year-over-year; returned $4.6 billi
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According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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2. Contents
1. Company Profile
2. Vision, Mission & Values
3. Structure
4. Human Resource Management
5. Best Practices
6. Employee Engagement
7. Change management
8. Evaluation and recommendations
9. Tapal Tea Bag Ad
3. 1. Company Profile
HISTORY OF THE COMPANY
• In 1947, Tapal started out as a family concern
under the supervision of its founder, Adam Ali
Tapal.
• Initially, Tapal started with a single unique blend
of tea, named FAMILY MIXTURE.
• It had just 1 outlet in Jodia Bazar, Karachi.
• Its distribution channel spread across the country
under the leadership of Faizullah A. Tapal.
•Currently, company is achieving new heights
under the leadership of founders grandson, Aftab
A. Tapal.
4. 1. Company Profile
BRANDS
• The company has 10 brands under its umbrella.
6. 2. Vision, Mission & Values
Vision Of Tapal
• To act locally, but think globally
• To Provide information & trainings to employees
for their development and improvement
• To indulge in environment friendly business
activities that generate positive influence to society
• To produce environment friendly product
7. 2. Vision, Mission & Values
Mission Of Tapal
“To satisfy our stakeholders and as a guiding
principle to our business; be a benchmark for
Quality, Creativity and Ethical values Achieve
leadership in all categories of our core business
and diversify in areas which compliment the core
business.”
8. 2. Vision, Mission & Values
Values At Tapal
• Trust in each other
•Outstanding Quality
•Passion for creativity
•Leadership and role model for others
•Together, everyone achieve more
9. 3. Structure
Culture and Environment
• Friendly environment with respect for each team member
of organization
• Healthy culture of mutual trust and openness
• Comfortable work area with international standard facilities
• Diversified with both male and female workforce
• Tapal is networked organization which allows people to
communicate and work together
•Tapal does not face any ethical or cultural issues
10. 4. Human Resource Management
Labor Management
• All governments’ regular labor laws are being
followed
•The calculation of man-power requirement is
done on annual basis.
•Multi-skilled Employees so that replacement can
be found incase of skilled worker absenteeism
•In Tapal there is no gender bias or gender
discrimination.
11. 5. Best Practices
Succession Policy
Tapal has a succession policy, every manager
has a successor who can replace him in times
of need.
Development of Human Resource
Providing trainings, skills development and
inculcating performance management culture.
Stress and Conflict resolution
Employees are comforted by being listened
and then most feasible solution is advised.
12. 5. Best Practices
Situational Leadership
Situational Leadership is used for shaping up
strategic Management Culture.
CSR – Corporate Social
Responsibility
All expectations of stakeholders are kept in
consideration with national and moral
obligations realization potential the organization
overall believes in making a difference.
13. 6. Employee Engagement
Skill Improvement through Training
• On Job trainings for employees
• In-house trainings on leadership, team work and
communication improvements
• Special workshops for executives
• Evaluation is done before and after the training
14. 6. Employee Engagement
Increasing Employee Motivation
• Job enrichment and job enhancement
procedures.
• Employees are provided with flexi timing so they
can balance their work as well as personal lives
• Right to express opinion and ideas
• Challenging and meaningful work with
opportunities for career advancement
• Open door policy of communication
15. 6. Employee Engagement
Increasing Employee Involvement
• Employees are
encouraged to take
initiative and bring in new
ideas for work
improvement.
•They are given ownership
and responsibility of their
work.
• Appreciation on
achievement
•Cordial relationship with
bosses and co-workers
16. 7. Change Management
Through communication
• Change is managed through effective
communication
• Abortion of Labor union:
• Reason and strategy conveyed through
meetings
• Change communicated to all through mails,
memos and chairman’s speech
• Change implemented with approval of all
members of management
17. 9. Evaluation
ORGANIZATIONS PHILOSOPHY
EVALUATION: Firm organization policy based on
respect for people and betterment of society.
RECOMMENDATION:
• Policy, values and vision of the company should
be comprehended by all employees.
• All business practices should be based on these
values.
• Deviant behaviors should be identified and
erected
18. 9. Evaluation
ORGANIZATIONAL CULTURE
EVALUATION: Work environment is comfortable,
friendly and enjoyable with international
standards and facilities
RECOMMENDATION:
• The culture and environment should be
maintained
19. 9. Evaluation
HUMAN RESOURCE
MANAGEMENT
EVALUATION: Human resource practices of
Tapal are satisfactory
RECOMMENDATION:
• There is no policy of short term incentives or
rewards inform of cash or gift items.
• Such a policy like rewards for creative
suggestion should be introduced to promote the
“small steps make great difference” philosophy
20. 9. Evaluation
RELATIONSHIP OF EMPLOYEES
WITH ORGANIZATION
EVALUATION: In general, employees are
satisfied to be working with Tapal. They are proud
to be associated with the company and are loyal
to it.
RECOMMENDATION:
• Employee motivation and loyalty to the company
should be maintained by continuing its policies.
21. “Tapal has successfully invested in the area
of Personal management of its employees
and has reaped extensive benefits in terms
of profits and a renowned brand, with all
embracing employee loyalty”
Thank You All
22. Tapal Tea Bag Ad
• http://www.youtube.com/watch?v=2qXS7eYbuX8