INTRODUCTION:

Established in 1956 as a joint venture between the ALI GROUP OF PAKISTAN and AKERLUND
and RAUSING OF SWEDEN, Packages Limited provides premium packaging solutions for
exceptional value to individuals and businesses in the most efficient, profitable and
sustainable way. We offer a complete range of packaging solutions including offset printed
cartons and flexible packaging materials to individuals and businesses world-wide. Our
clientele includes illustrious names such as Unilever and Pakistan Tobacco Company, who
have been our customers for over 50 years.
Packages Limited is listed on all three stock exchanges in Pakistan. Our joint ventures and
business alliances with some of the world's biggest names reflect our forward-looking
strategy of continuously improving customer value through improvements in productivity.
Packages has always been at the forefront of new developments in packaging research and
has pioneered several innovations, including the use of wheat straw as a raw material for
paper and board manufacture.
VISION:
Position ourselves to be a regional player of quality packaging and consumer products.
Improve on contemporary measures including cost, quality, service, speed of delivery and
mobilization. Keep investing in technology, systems and human resource to effectively meet
the challenges every new dawn brings. Develop relationships with all our stakeholders
based on sustainable cooperation, upholding ethical values, which the shareholders,
management and employees represent and continuously strive for.
MISSION STATEMENT:
A leader in the markets we serve by providing quality products and superior service to our
customers, while learning from their feedback to set even higher standards for our
products.
A Company that continuously enhances its superior technological competence to provide
innovative solutions to customer needs.
A Company that attracts and retains outstanding people by creating a culture that fosters
openness, innovation, promotes individual growth, rewards initiative and performance.
A Company which combines its people, technology, management systems and market
opportunities to achieve profitable growth while providing fair returns to its investors.
A Company that endeavors to set the highest standards in corporate ethics in serving the
society
CORE VALUE:
Good Governance
Our People
Customer Satisfaction
Work Environment
Conservation
Ethical Behavior
Whistle blowing Policy
Underlying everything we do and everything we believe in is a set of core values. These
guide us to deal with every aspect of any issue we might encounter in our personal and
professional lives. These values help us grow inside & outside, personally and as an
organization.
GOOD GOVERNANCE:
We are committed to running our business successfully and efficiently, providing long-term
benefits to our employees and shareholders, and enriching the lives of those whom we
serve by fulfilling our corporate responsibility to the best of our ability. We expect
excellence from all processes, whether they relate to policy formation and accounting
procedures or product development and customer service.
OUR PEOPLE:
The success of any organization is largely dependent on the people working for it. Each
member of our team is considered equally important and provided constant training,
motivation and guidance. We possess a dedicated staff of the highest caliber committed to
making our business a success. We ensure that every employee has the opportunity for
maximum professional development. To achieve this goal, we seek to provide challenging
work prospects for all employees. Each person is compensated and rewarded for his or her
performance and hard work on a strict merit basis.
EMPLOYEE DEVELOPMENT:
How do we develop our strengths? Through learning. People develop the most when they
are able to identify and cultivate their individual strengths and are provided with the right
support and encouragement to do so. This philosophy lies at the core of our training and
development programs.
We have an institutionalized in-house training function, reflecting our commitment to
building a workforce culture where all employees have access to personal and professional
growth opportunities. Staff at all levels is encouraged to participate in these development
programs. In-house training courses and workshops are regularly organized: some recent
topics included Communication Skills, Time Management, Leadership, Language
Improvement, Productivity Enhancement and Development Course for Supervisors.
We send approximately 60 to 70 employees abroad annually for training purposes, while
over 300 persons are trained locally every year.
Adult education classes are held regularly for the workers' benefit.
CUSTOMER SATISFACTION:
We are customer-driven; we go the extra mile to make sure our clients expectations are met and
exceeded on every issue. We partner with leading companies to arm ourselves with the latest
technology and provide customers with innovative solutions in the most cost-effective manner
available.
To serve customers:
We try make our customer not only satisfied but delighted. Personnel problems are addressed. Even
investments are also made for customers. We have installed two new plants in 2001 & 2007 on the
recommendation of our customers. Our most customers are multinational, because they need good
quality at right time.

WORK ENVIRONMENT (CERTIFIED ISO 14001):
We have open door policy. Suggestions and recommendations of employees are always
considered. Employees are encouraged to give feedback. If the suggestion of employees are
beneficial for the organization then reward are also given to them. Our policies and core
values are aimed towards creating an informal yet stimulating team-oriented work
environment with a culture of sharing and open communication. We cherish the diversity of
viewpoint of every individual; we realize this encourages innovation and develops character.
All employees have the right to a stress and injury free work environment. We ensure our
employee health and safety by providing various in-house facilities such as a gym and
making sure that all staff understand and uphold our safety policy.
All our employees are permitted and encouraged to afford time and attention to personal
concerns.
ETHICAL BEHAVIOR:
We make it clear that being a sincere, honest and decent human being takes precedence
over everything else. In the Packages family, there is an all-round respect for elders,
tolerance for equals and affection for youngsters. Managers are expected to lead from the
front, train junior colleagues through delegation, resolve conflicts quickly, be visible at all
times and act as role models for others.
WHISTLEBLOWING POLICY:
We are committed to high standards of ethical, moral and legal business conduct. In line
with our commitment to open communication, this policy aims to provide an avenue for
employees to raise concerns and reassurance that they will be protected from reprisals or
victimization for whistle blowing.

This whistle blowing policy is intended to protect the staff if they raise concerns such as:
incorrect financial reporting;
unlawful activity;
activities that are not in line with Packages policy, including the Code of Conduct; or
activities which otherwise amount to serious improper conduct
"We make sure that all our processes and methods conform to the highest ideals of
professional behavior. Our organizational structure is straight-forward and need-based;
accountability is transparent, consistent and both horizontal and vertical."
VALUE STATEMENT:
We make sure that all our processes and methods conform to the highest ideals of
professional behavior. Our organizational structure is straight-forward and need-based;
accountability is transparent, consistent and both horizontal and vertical.
NATURE OF THE ORGANIZATION:
Packages Limited is a manufacturing business entity. In manufacturing it is renowned
specifically for its unique ideology behind packaging. Company chose this business because
the evaluation of packaging in essence is the evaluation of mankind. It seems that the
earliest cues were provided by the nature. The form and shape of natures packaging varies
from rigid to flexible, simple to complex. The classic example of natures packaging is an
egg.
Basically, Packaging can be described as a coordinated system of preparing goods for
transport, warehousing, logistics, sale, and end use. Packaging contains, protects, preserve,
transports, informs, and sells. It is fully integrated into government, business, institutional,
industry, and personal use.
VOLUME:
Packages has 1600 employees out of which 800 900 is workforce, others are officers.
NET SALES(2013):
TOTAL NET SALES USD 135 MILLION.
PROJECTED NET SALES 2014 USD 152 MILLION.






CAGR 2013
PKGS
10%
20%
30%







CAPITAL SHARE -DECEMBER31, 2013:
PRESENT PAID UP CAPITAL Rs. 844 M US $ 8.0 M
PRESENT SHAREHOLDERS EQUITY Rs. 42,090 M US $ 401 M
MARKET CAPITALIZATION Rs. 23,004 M US $ 219 M
SHAREHOLDINGS:
o FOREIGN SHAREHOLDERS 16%
o LOCAL SPONSORS 49%
o STATE OWNED / CONTROLLED CORPORATION 11%
o GENERAL PUBLIC 24%
o TOTAL 100%
PRODUCTS:
Carton Business Unit
Flexible Business Unit
Consumer Products
Mechanical Fabrications & Roll Covers
CULTURE OF ORGANIZATION:
The culture of our organization is Traditional, which is based on more than 50 years. We
maintain our culture by employing fresh people and train them according to culture.
Here are some key elements of Packages culture:
Openness and speech freedom.
Fostering innovation.
`
Flexible Packaging
USD 75 million
55%
Tissue
USD 26 million
19%
Folding Cartons
USD 34 million
25%
Promoting individual growth.
Rewarding initiative and performance.
Advancement
Updating learning and skills
Teamwork
Mannerism and punctuality
LEVELS OF MANAGEMENT:
Lower level:
Foremen, supervisors
Middle Level:
H.O.D, Junior Executives
Top Level:
CEO, BOD
CORPORATE STRUCTURE:
Packages Limited has two main manufacturing divisions:
The Packaging Division, provides multi-dimensional and multi product packaging
solutions to clients that are involved in manufacturing consumer product across
industries.
The Consumer Products Division, which manufactures off-the-shelf branded
consumer products.
Packages Lanka is a joint venture between Packages Limited and the Print Care Group of Sri
Lanka, and DIC Pakistan a joint venture between Packages Limited and Dainippon Ink and
Chemicals, Inc. of Japan.
ORGANOGRAM:
ORGANOGRAM of our organization is flat. One business unit is headed by one manager.
There are different decision makers and all are reporting to GM



HR Department:
HRD was established in 1995 and MR. NAYAB was first HR manager. In 1997 MR NAYAB left
Packages Limited and MRS. ASMA JAVED took charge as the HR manager. Currently 3 people
are running HR department MRS. ASMA JAVED- the HRD Manager and HR executives MISS
SAIRA ASIF & MISS ASMA YOUSAF. The ORGANOGRAM of HRD is given below:

MISSION:
To make sure that employees perceive their individual targets this ultimately helps in
achieving companys goals.
CURRENT SCENARIO:
We are restructuring the HR department of our organization to meet challenges.
Earlier, HR department was only responsible for training & development. Now the role
of HR department will be wider. New hierarchy will be developed.
OVERVIEW OF HRD:
As HRD is going to expand its limitations so it has to cater all the HR
functions.(Recruitment & selection, compensation & benefits, training& development,
planning, orientations etc.) The HR policies and strategies are disclosed to the full
among the employees and management body for better understanding and practice
without any bias and deviation. The employees have sufficient access to them in case
of any need felt. The policies are also helping the company to get better managed
working environment.
HRD Manager
Asst. Manager
HRD
HR Executive
COMMUNICATION:
It is cardinal principle of management that in order to be efficacious its communication
with its employees should be very effective. In packages following mediums are used
to communicate with the employees.
Office orders using dept. notice boards
Packages AKHBAR
Suggestion system
Back word integration strategies
Meetings
The employees are satisfied with the HR policies as they are fully disclosed and
neutrally practiced. If anyone has any kind of issue or any suggestions he/she can have
the access to management. The company is practicing with open door policy so the
beneficial suggestion is not only implemented but also rewarded.
EMPLOYEE MOTIVATION:
Fair evaluation
Growth Opportunities
Job Rotation
Fair Compensation
Job Security
Incentives
Subsidized Food - The Company has extensive cafeteria facilities which serve
breakfast, lunch and dinner to all employees at highly subsidized rates.
House Rent Allowance - This is paid to all employees as a hefty percentage of their
basic salaries.

ROLE OF HR DEPARTMENT IN GOAL SETTING:
HR department take part in goal setting policies. We set goals at the start of the year based
on our previous performance. HRD act as a business partner.
COMPETITIVE STRATEGIES:
Our main focus is on the career development of employees. We provide learning
opportunities and training to our new entrants as well as current employees. Our training
program is almost budget free. Whether the trainings programs are of Pakistan or outside
the country, all are considered
COMPETITIVE EDGE:
Job rotation is considered important.
MOST CHALLENGING THING IN THE JOB OF HR:
All HR jobs are challenging. Employee branding, retention of employees
FACTOR OF EFFECTIVENESS:
Training
Recruitment & selection Policies:
Fresh people are hired on the basis of test and interview. Hiring is only job based.
COST BENEFIT:
When HR functions will be strong, only then the right person will be on the right job. HR
department works for the skill enhancement of employees. It finds the needs of employee
and try to fulfill them in order to motivate them.
SAP(SYSTEM APPLICATION PROGRAM):
A TOOL OF INTERPRISE RESOURCE PLANNING
Packages limited implemented software applications program in the year 2000, and is
using SAP to fully integrate all its business processes SAP is an enterprise resource
planning (ERP), which through a common data base allows the company to be fully
integrated and be live in respect of its business process information SAP products
empower people to respond Quickly and decisively to dynamic market conditions,
helping business achieve and maintain a competitive advantage by improving the
response time and service to its customer.
FUNCTIONS OF HUMAN RESOURCE DEPARTMENT:
Recruitment & Selection.
Succession Planning.
compensation$ benefit.
Performance Appraisal.
orientation.
Training & Development.
Assigning Projects to Internees.
RECRUITMENT & SELECTION:
Packages LTD is an equal employment opportunity employer. Human Resource
department is responsible for recruitment and selection of executives of Packages. The
complete process of recruitment and selection takes APPROXIMATELY 30 DAYS. It
starts when HRD receives a request from the departmental head for hiring new
employees for a vacant position. On getting informed the HRD invites a wide pool of
applicants through any or all of the following mediums:
Newspaper
Online Recruitment
Walk In Applicants
Educational Institutes
Mail
Types of Recruitment:
Recruitment at packages is both internal and external.
If an executive leaves the job, another employee of the organization through
promotion or transfer replaces him/her, however there is no concept of lateral
entry in Packages,
Fresh graduates from reputable universities are hired in batches. Entry is at
management trainee level.
SUCCESSION PLANNING:
Packages is a company that offers long term career opportunities to its employees.
There is no concept of lateral entry in packages an individual begins his career as a
management trainee. Management trainee is trained and groomed according to the
company's requirements. As the individual grows and shows his potential, he is
considered for higher vacant post for which he is transferred or promoted. The
following are the grades of employees in Packages:
Manager II an above
Manager
Executive I
Executive II
Executive III
Management Trainee
For succession planning, a meeting is held annually where a list of employees for
promotion is evolved. The panel comprises of:
DM
DGM
HR Manager
Head of respective department
The panel holds discussion about employees of departments. The panel discusses
various issues regarding employees like strength, weaknesses, qualification,
performance, experience, seniority, and suitability for the position. These discussions
are then recorded and reviewed periodically so that action can be taken accordingly.
PROCEDURE:
When a need of external executive recruitment arises, it is communicated via
departmental head along with the requirements to the HRD department
COMPENSATION & BENEFITS:
Employees job is an important part of her life, and to do it well, you need an
appropriate environment for your mind as well as your body. We like to make sure
that you do: our corporate culture emphasizes people, and the need to satisfy their
potential.
As compensation refers to all kind of rewards going to employees. So packages follow
the market trends to compensate employees. Same compensation given to every
employee for same level.
For us, the resources running Packages are not the machines, but the people. We do
not seek employees. We seek people who will think, feel, express themselves, learn,
teach, and grow with us. Their growth is the company's growth. That's how personal it
is, for us. We have designed an impressive range of facilities and services to free our
people from worries and allow them personal and professional freedom. These are
just a few of the benefits we provide for employee welfare:
BONUS
- A cash bonus is paid annually to all employees.

HOUSE RENT ALLOWANCE
- This is paid to all employees as a hefty percentage of their basic salaries.
EMPLOYEES' OLD AGE BENEFIT SCHEME
The company contributes a percentage of workers' wages towards this government
scheme, which ensures a reasonable pension on retirement.
SUBSIDIZED FOOD :
The company has extensive cafeteria facilities which serve breakfast, lunch and dinner
to all employees at highly subsidized rates.
EMPLOYEES' CHILDREN EDUCATION
The company pays an education cess to the government to ensure free education up
to high school level of at least one child of each employee, subject to rules and
regulations.
Hajj Facility
Interest Free Motorcycle Loan Facility
Fair Price Shop Facility
Provident Fund & Gratuity
Management Pension Fund
Car Loan Facility
Sports Activities
Uniform and shoes facility
Free Milk Facility
Long Services Awards
MURREE Rest Houses Facility
Farewell Parties
Funeral Expenses
Medical Facility

Conveyance Allowance - This is also paid to all employees. Employees are also
offered the option of buying vehicles at reduced prices.
PAY DETERMINANTS:
Industry wise Trend
Market Trend for the particular job
Internal pay structure
Pay structure in Multinationals
Minimum wages as announced by the Government
Agreement with the Collective Bargaining Agent
PAY GRADES:
Workers Grades:
o Grade 1 to 5
o Grade D to A
Executive Grades
o Grade JE, JE-1, E3, E2, E1, E
Technical Grades
o Grades TE, TE-1 to TE-6
Specialist Grades
o Grades S-1 to S-4
Management Grades
o Grade M to M-4, & SM
TRAINING & DEVELOPMENT:
Usually first three months act as the probationary period for the fresh recruit. This also
acts as the training period of the employee. In these three months the employee is
usually not allowed to work in any real life projects and based on the level of expertise
they are induced to the real life projects. In these three months the employee is tested
indirectly and monitored and his/her caliber judged and hence the management take
the decision of where to place him.
As we know training means the process of teaching new employees the basic skills
they need to perform their jobs. So in packages training is given after the orientation,
it has a specific time period in which training is given to the employees. Almost 2 to 3
weeks are assigned for training session. Our training program is almost budget free.
Whether the trainings programs are of Pakistan or outside the country, all are
considered.
It depends whether the test is needed or not. Usually no test is conducted after
training. Training is basically given to the employee to learn so in these kind of training
test are not conducted it depends on the nature of the work or job to conduct a test or
not.
As they said they didnt conduct test after training session so they mostly employ their
workers after basic training session. Most probably if they conduct a test they will
conduct it to how to use machineries. The basic purpose of training is to focus on the
technical skills.
PERFORMANCE $ APPRAISAL:
performance $appraises are two side of a coin. immediate officer appraises performance.
For the appraisal of the performance there is a Performa, which is filled by immediate
officer
This Performa is named as PERFORMANCE PLANNING $ EVALUATION(PPL).
There are seven sections in this form. the particulars of the candidates are written on the
top of the form.
ORIENTATION:
An introduction as to guide one in adjusting to new surroundings employment activity
or the like is known as orientation. The main purpose of orientation is to guide the
new employees with basic knowledge of the organization and basic information about
the work. Orientation is guideline for the new employees. As every new employee
didnt have enough knowledge about the firm, so its the duty of the organization to
tell about the organization. Employee should understand the organization in a board
sense so each and every kind of information should be given (the past, present, culture
and vision of the future). In orientation organization should keep in focus the policies
and procedures of the company.
In packages the duration of the orientation is normally 2 weeks. After two weeks the
basic training session starts.
In packages Information about current scenario, processes and overview of whole
organization is given in orientation.


Workforce Diversity:
Company has developed Systems, policies, procedures to work within the
organization. Each individual is bound to operate within these SOPs. Company does
not interfere in the personal attachments of the employees and nor the employees are
allowed to reveal and practice their personal affiliations within the company. Training
relating to diversity is also given to them.

Integrated management system policy:

We intend to be a world class Company that not only delivers quality products & services
but also takes care of its personnel health, safety & environment as a whole. We are
committed to achieving this by:
Packages Limited shall:


Complying with all applicable laws and regulatory requirements.

Setting objectives and targets for reviewing and improving management systems.

Developing an effective IMS system to prevent incidents/accidents, ill health, pollution,
waste reduction, hazards elimination and environmental impacts mitigation.

Ensuring that all food related packaging material is produced, stored and delivered in safe
and hygienic condition as per relevant requirements

Continually improving our EHS and food safety management system e effectiveness.

Creating a safe and work friendly environment for all stakeholders.

Implementing individual accountability to comply with IMS requirements.


EFFLUENT AND WASTE MANAGEMENT
Discharged water from the paper and board mill goes to a septic tank where
heavy, insoluble material settles down and is constantly scooped out. Specialized
cleaning equipment removes the residual sludge and suspended particles. The
suspended solids are separated and treated on sludge de-watering equipment
and thickened for disposal.

The introduction of the new method of using wheat straw as a raw material was
a bold step partly aimed at reducing the chemical load of the effluent. An even
bolder step was taken with the import of Chemical Recovery Plant in 1997. Black
liquor, which poses severe difficulties in the effluent treatment system in any
pulp mill, is concentrated in this plant to 58% solids and then incinerated in a
waste heat boiler, where organic impurities are destroyed and the steam
generated is utilized for evaporating the incoming liquor. The ash, containing
inorganic compounds, is dissolved in water to recover any available chemicals.

WATER MANAGEMENT
This is a recent part of the green policy adopted by Packages. It includes
reduction of the usage of water in all stages of its processes. Better water
management has led to better utilization of water and other raw inputs.

At 300 tonnes per tonne of pulp produced, the quantity of water itself poses
serious problems of extraction and disposal. To reduce it, a dissolved air
flocculation system and special filters have been added to different streams of
reusable water and wherever possible, fresh water in various processes has
gradually been replaced with this water.

INDEPENDENT ENERGY HOUSE
Packages is self-sufficient in its power generation capabilities with an installed
capacity of 26MW. A local boiler meets the company's steam demands.

RESULTS
These efforts were streamlined in 1997 through the formation of a committee of
internal experts to look regularly into issues concerning environment, health and
safety. The committee is currently involved in the management of fresh water
use, effluent management, control on air emissions, energy conservation and
maintenance of health and safety standards in the company. It uses guidelines
provided by the National Environment Quality Standards (NEQS) as a benchmark,
even modifying processes to conform to its objectives.

As a result of combined efforts, the quantity of water used, as well as its BOD and
COD has been reduced significantly. Steam consumption and heat energy
consumption in 2003 have both shown a reduction of over 16% each compared
to 1999. The electricity use in the same period has gone down by an impressive
25%.

These activities have acquired such importance for the company that out of US$
100 million spent on new processes and technology in the last few years, 20%
were spent on environmental issues alone.

STATEMENT OF ETHICAL PRACTICES


It is the basic principle of Packages Limited to obey the law of the land and
comply with its legal system. Accordingly every director and employee of the
Company shall obey the law. Any director and employee guilty of violation will
be liable to disciplinary consequences because of the violation of his / her
duties.
Employees must avoid conflicts of interest between their private financial
activities and conduct of Company business.
All business transactions on behalf of Packages Limited must be reflected
accordingly in the accounts of the Company. The image and reputation of
Packages Limited is determined by the way each and every one of us acts and
conducts himself / herself at all times.
We are an equal opportunity employer. Our employees are entitled to a safe
and healthy workplace.
Every manager and supervisor shall be responsible to see that there is no
violation of laws within his / her area of responsibility which proper supervision
could have prevented. The manager and supervisor shall still be responsible if he
/ she delegates particular tasks.


Feed Back:
As Packages is mainly producing industrial product and therefore it uses B to B market
strategies. Most of its customers are multinational organization. Companys marketing and
sales force remains in contact with these customers and seeks their feedback on regular
basis. They work with the customers very closely to work on their problem and to resolve
them as well. Company does have a R&D Department who also introduce new methods and
techniques to overcome the customers problems.
Conclusion:
Packages is one of the latest and pioneer packaging unit in Pakistan.
It also assist the other countries in paper technology and management.
It is leader in plup & paper and packaging industry in Pakistan.
It pays a huge amount annually in the form of taxes to the governmentof Pakistan.
This year they have paid one Arab and twenty three karor Rs. With the total profit of
Six Arab.
Company's distribution channels are very effective.


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