ENGRO FERTILIZERS

H.R PRACTICES IN ENGRO

Name

Omar Zafar Ansari (40264) - Presenter

Zara Shah Nawaz (40265)
Jennifer Nariisa (40938
Komal Devi (40249)
Janita Fatima (35086))
Nisha Bai (35192)
Rajni (31778)
Pirja (35262)Karishma (34678)
PERFORMANCE AND COMPENSATION | 02-05-2018

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 Learning Outcomes
 HR concept.


 Purpose of study.


 Engro foods history and introduction.



 Profile of Engro foods.



 Internal control frame work.



 HR highlights.


 HR practices in Engro foods.



 Issues and problems faced



 Conclusion.

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 “HR concept”

Human resources is the set of individuals who make up the work force of an organization, or economy. “Human
capital is sometimes used synonymously with human resources, although human capital typically refers to a more
narrows view (i.e., the knowledge the individuals embody and can contribute to an organization).

Likewise, other terms sometimes used include "manpower",

"talent", "labor", or simply “ people".

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 Purpose of study:

The main purpose of this study is explain the concept of HRM. We will explain the HR practices and their
implementation.

After listening the complete presentation you will all are able to understand the complete concept of HRM and the
HR practices.

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 ENGRO FOODS HISTORY


Engro EXIMP was established in 2003, after which in 2005 Engro decided to diversify their business more by
venturing into the food business by establishing Engro Foods Limited.



Engro Foods Limited was officially launched as a fully owned subsidiary of Engro in 2004. Using dairy as a
stepping stone to enter into the food business.

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 INTRODUCTION

• Engro Corporation is a Pakistani public multinational corporation based in Karachi with subsidiaries involved
in production of fertilizers, foods, chemicals, energy and petrochemicals.

Engro foods which manufactures, processes and markets dairy

products, frozen desserts and fruit drinks including the ice cream
brand of OMORE.

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 Profile of Engro foods

VISION:

"Elevating Consumer Delight Worldwide".

Mission:

“Our mission is to create wealth by creating new businesses based on company and
countrystrength in information technology, petrochemicals, infrastructure, foods and other
agriculture sectors.

Departments.

• Administration.

• Finance and accounts.

• Human resource.

• Human resource.

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• Marketing.

• Milk procurement.

• MIS.

• Production.

• Quality Assurance.

• Supply and distribution

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 Culture at Engro:

• The people of Engro are a special part of Engro Corporation. Engro culture is strenuous and projectile and
with the emphasis of their core values and honesty to the employees.

• The culture of Engro foods contains leadership, diversity and excellence.

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 Internal Control Framework

The company maintains an established control framework comprising clear structures, authority limits and
accountabilities, well understood policies and procedures.

All policies and control procedures are documented in manuals.

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 HR HIERARCHY:

• Following are the hierarchy:

• Director HR.

• Talent acquisition manager.

• Compensation benefits manager.

• Training organization development manager.

• Supply chain manager.

• General Manager supply chain.

• Site assistant manager.

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• The operational roles of hr department of Engro Foods Company includes: People management, including
company manager and Personnel management, including industrial relations managers (HR local specialists)
who maintain relationships with other dairy's

• HR specialist in order to remain competitive in this global world and to sustain long-term growth for the company.

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Human Resource role in Engro foods

• There are two different roles within the HR department of Engro Foods Company: the organizational ones
and the operational ones.

• The organizational roles of hr department of Engro Foods Company includes:, HR support to business and
HR design & delivery and Legal obligations including employee relations and well-being programs.

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 Recruitment

• IDENTIFICATION OF NEED:

• ADVERTISEMENT:

• JOB DESCRIPTION:

• JOB SPECIFICATIONS:

• APPLICATION FORM\ SUBMISSION OF RESUME:

• EVALUATION OF RESUME:

• SHORT LISTING:

• TEST:

• INTERVIEW:

• RECOMMENDATION HR DEP.

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• MEDICAL:

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 SELECTION ELEMENTS.

• Attitude

• Ability to express ideas.

• Drive/energy.

• Team player

• Organization fit

• Passion/enthusiasm for work

• Believe in continuous working

• Acceptability of new technology and ideas.

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 TRAINING AND DEVELOPMENT

 Training and Education at Olpers.

 On-the-Job Development at Olpers.

 Cross training

 Distance learning

 Multimedia training

 Near transfer training

 On-the-job training (OJT)

 Team leader training, etc

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 COMPENSATION, BENEFITS AND REWARD

• Smart/Quality work

• Exceptional performance in a project

• Targets achievements

• Special assignments

• Medical care

• Life insurance

• Vacations

• Relocation

• Recreation

• Club Policy Travel.

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• Education assistance policy

• Mobile phone

• Business mobile phone policy

• Official Blackberry Policy

• Life insurance.

• Health scheme.

• Highest salary.

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 CAREER DEVELOPMENT

• Engro is an energizing company that provides exciting career opportunities to its experienced professionals. Engro
provides a great culture to its employees in which they achieve the organizational goals and as well as professional
goals.

• Engro is committed to the essential concept that career development is a shared responsibility, with employee’s
part in it being an active and positive one.

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 Performance review:

 To measure the work performance.

• To motivate and assist employees in improving their performance.

• And achieving their professional goals.

• To identify employees with high potentials for advancements.

• To identify employees training and development needs.

• To provide a solid path for career planning for each individual.

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 Punishment way.

There is proper procedure of the punishment that is as under:

• Firstly, verbally warning is given.

• Then warning certificate issues.

• Then show cause latter is issued. in this stage employee give justification.

• Then final decision is issue.

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SALARY CALCULATION METHOD.

Salary is calculated in following way.

 Firstly is basic salary of the employees.
 Then added the utility allowance in basic salary.
 Then it is gross salary.
 Provident fund is deducted in the gross salary.
 Income tax and the gratuity is also deducted.
 Life insurance is also deducted in the gross salary.

Medical allowance also deducted.

Then the remaining salary is called the net salary that is pay to the employees.

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 Innovation and change:

• NEW IDEAS.

• Continuously experiment.

• Take risk.

• Have fun.

• Retain a focus on results.

• Operate on the edge of chaos.

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 CONCLUSION:

• Human Resource at Engro believes in learning by doing. Therefore adequate

arrangements are made at the organization to impart training to the staff.

• The concept of a big organization involved not only in producing excellent products like
Olpers but also involved in community welfare has had a very positive impact on the
image of Engro Food.

• The result of effectively managing human resources is an enhanced ability to attract and retain qualified
employees who are motivated to perform, and the results of having the right employees motivated to
perform are numerous.

• So we say that Engro foods managed HR practices in a best way. And this organization deals the HR issues
and the problems in very efficient way.

 The Board establishes corporate strategy and the Company's business objectives. Divisional management integrates
these objectives into divisional business strategies with supporting financial objectives.

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