Project

Submitted to:

Ma’am Sonia Mushtaq

Submitted by:

Zainab bint-e-Arshad-045

Arshia Ehsan-010

Summaya kanwal-064

BBA VIII

Submission Date:

04/05/2021

TABLE OF CONTENTS

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1. Strategic planning of organization:.....................................................................................3

Introduction:...........................................................................................................................3

Mission statement:..................................................................................................................4

Vision statement:....................................................................................................................5

Core values:............................................................................................................................5

Products:.................................................................................................................................5

Departments:...........................................................................................................................5

i. Human Resource Department.............................................................................................6

i. HR MANAGER (Job Title)............................................................................................7

ii. RECRUITMENT OFFICER (Job Title).........................................................................7

ii. Marketing Department........................................................................................................8

i. MARKETING MANAGER (Job title):..........................................................................9

ii. SOCIAL MEDIA SPECIALIST (Job title):.................................................................10

2. Job Performance...............................................................................................................11

3. Approach to measure results and behaviors.....................................................................15

i. HR MANAGER PERFORMANCE APPRAISAL FORM..........................................18

ii. RECRUITMENT OFFICER PERFORMANCE APPRAISAL FORM:......................26

i. MARKETING MANAGER PERFORMANCE APPRAISAL FORM........................32

ii. SOCIAL MEDIA SPECIALIST PERFORMANCE APPRAISAL FORM.................38

4. Prerequisite for implementation of proposal:...................................................................40

i. Communication plan:....................................................................................................40

ii. Raters training...............................................................................................................43

iii. Coaching style:..........................................................................................................47

5. Reward System.................................................................................................................48

ENGRO FOODS LIMITED

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 1. Strategic planning of organization:

Introduction:
Engro Foods Limited is a subsidiary of Engro Corporation One of the most respected
businesses in Pakistan operating for more than 40 years of various business in the fertilizer
and chemical fields. Engro was previously an Exxon Chemical Pakistan Limited until 1991,
when Exxon decided to liquidate their fertilizer business worldwide and sell 75% of its shares
to an existing company. Engro employees, in partnership with leading international and local
financial institutions purchased Exxon equity and the company was renamed Engro Chemical
Pakistan Limited. Engro Foods started its business in 2005-06. Engro Foods has already
established two processing centers in Sukkur and Sahiwal and Dairy Farm in Nara. Engro
Foods is now entering the North American market from the Halal Foods segment and has
acquired a company to introduce meat products bearing the name AL SAFA.

Business model:

In all of our companies, Engro uses the ability to improve lives, empower people to live and
inspire meaningful change. Included in the agricultural and dairy price chain and reaching
more than 1.7 million farmers we provide about PKR 400 billion as direct farmers' income,
transforming farm produce into consumer food products that provide convenience,
cleanliness and nutrition to more than 12 million consumers each day - making us a market
leader condensed milk.

Generating low-cost electricity from the combustion of more than five million people; we are
developing the world's fastest LNG port at one of the region's most competitive prices and we
are promoting indigenous energy production from coal-fired coal.

We firmly believe that our pursuit of an inclusive growth model will continue to bring great
success and value to all our stakeholders.

Business model

3
 Capital injection
Engro group
Engro corporation
companies

Group companies extend their own

Engro Corp acts as the holding
company of all Engro group
companies. Corp explores investment
opportunities in business ventures
and forms a corporate model of the
business by establishing new
subsidiaries and/ or conducting
corporate restructuring of existing
group companies
business strategies at more detailed
level and execute and implement the
same in alignment and high-level
strategy driven by Engro
Corporation. Group companies enjoy
independence and autonomy in
financial, operational, business and
Dividend &
performance management and take
royalties
consent from Engro Corp on
strategic matter (above certain
threshold)

Engro corp’s role Business model of

in group’s affairs group companies

Mission statement:
The mission statement of Engro foods is:

“Our mission is twofold, to help farmers maximize their farm produce by providing quality
plant nutrients and technical services upon which they can depend. To create wealth by
building new businesses based on company and country strengths in petrochemicals,
information technology, infrastructure, food and other agriculture sectors.”

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Vision statement:
The vision statement of Engro foods is:

“To be the premier Pakistani enterprise with a global reach, passionately pursuing value
creation for all stakeholders”

Core values:
The core values of the company are as follow:

 Ethics and Integrity

 Health, Safety & Environment
 Innovation & Risk Taking
 Our People
 Community & Society

Products:
The different products that Engro foods offer to its customers are following:

 Olper's Milk
 Olper's Cream
 Omore
 Dairy Omung
 Tarang
 Omung Lassi
 Tarka Ghee
 Olwell

Departments:
The departments in the Engro Foods Corporation are as follow:

 Administration Department
 Finance and Accounts Department
 Human Resource Department
 Marketing Department

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  Milk Procurement Department
 MIS Department
 Production Department
 Quality Assurance Department
 Supply and Distribution Department

The two Departments that we have chosen for the project are:

 Human Resource Department

 Marketing Department

i. Human Resource Department

The HR Department of Engro Company was established one month after the company was
formed. The Engro HR Department performs all HR functions such as recruitment and
selection, training and development, compensation and benefits and performance
management. The department also performs basic HR functions such as assistance, feedback,
salaries, etc. They prefer internal employment because it will save time and money.

Department mission:

The mission statement of Human Resource Department of Engro foods is:

“The mission of the Department is to support the goals and challenges of Company by
providing services that improve the work environment characterized by good human
resource management, open communication, personal commitment, trust and mutual
respect”

Department objectives:

The objectives of the Department of Human Resource is to provide the following valuable
services to Engro food staff:

 To provide a safe, healthy and secure work environment

 Recruitment of qualified persons.
 Promoting and encouraging a high standard of staff ethics through recognition,
effective communication and consistent response

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  Provide training and development in areas of effective leadership and human resource
development, employment law and government policy, and crime prevention
 Retention of valued employees.

Human Resourse Depatment

Human Resource
Recruitment Officer
Manager

i. HR MANAGER (Job Title)

Who is HR manager?

Human Resource Department basically, oversees the capacity and engagement of business
employees. HR department manages everything from hiring and recruiting new employees,
negotiations and segregation of employees. HR departments also serve as an important bridge
between company employees and company leaders, in resolving disputes in the workplace,
ensuring compliance with labor laws and regulations and working with management to plan
long-term strategies.

Human resource managers are leaders within the HR departments, overseeing the activities
of the organization that cares for its employees. The role may vary depending on where they
work, but many key responsibilities of human resource managers are dependable across all
organizations. Human resource managers organize, direct and coordinate the administrative
activities of the organization. They oversee the hiring of new employees, negotiation and
recruitment of new staff and the training of existing staff. Human resource managers play an
important role in strategic planning and act as liaison between management and staff.

Job description:

HR Manager develops policy coordinates and directs employee activities, such as

employment, compensation, labor relations, benefits, training, and employee services by
performing the assigned duties.

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 ii. RECRUITMENT OFFICER (Job Title)

Who is recruitment officer?

A Recruitment Officer is the one who finds people who will fill the vacancies for the job.
They work in the human resource department at companies and are looking for candidates to
fill vacancies; some are not affiliated with any one organization but, rather, work to meet the
hiring needs of various businesses.

Job description:

The company is looking for a Recruiter with full-cycle recruiting experience, from talent
sourcing and attracting candidates to interviewing and hiring great employees

ii. Marketing Department

Including leading industry experts, graduates of high school business in Pakistan, the
Marketing Department ensures that from product identification requires product
development, presentation and launch, all strategic decisions are made based on accurate data
and research. Identifying targeted markets, communicating effectively with them and
building an image of brands and companies, is the responsibility of Engro Foods' marketing
professionals. Engro has great knowledge about the market that understands what their needs
are, and how we can better serve people. On the basis of psychographic, factors such as
personal characteristics, product integrity, personal satisfaction, values, lifestyles of the
Engro Marketers segment market according to these specific factors of gaining more sales
and corporate interest and reputation.

Engro foods use Automotive Advertising, Outdoor Advertising Boards, Display Sales Points
and Television advertisements. The ads are mostly colored to remind them of their ice cream
packaging. When the introduction of Engro food began they used a unique marketing
method. Message: Food connected to Engro with joy and happiness and therefore their tag
line / slogans “Art of Happiness” connected to consumers and receive different product
reviews using various intermediate interactions e.g. Facebook and Orkut have linked their ice
cream with other brand names like Olpers. This has encouraged some of their new products
in the market.

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Department mission:

“Helping our clients achieve sustainable business growth through market intelligence,
ingenuity and strategic vision, and building an organization that attracts, develops and retains
our customers. Our job is to be an expert in marketing and sales coordination and message
specialists.”

Department goals:

 Our goal is to reach out to prospects, customers, investors and / or the community,
while creating a positive image that represents our company positively.
 Our marketing department will be responsible for maintaining Web content right now,
and is also working to ensure that our site appears as soon as someone is looking for
our business type.
 Our marketing department must create the elements that define and improve our core
products and / or services. it should be kept up to date as those products and services
evolve.

Marketing Depatment

Social Media
Marketing Manager
Specialist
i. MARKETING MANAGER (Job title):
Job description:

We are looking for an experienced Marketing Manager to develop and manage marketing
programs for specific channels, to support business objectives, lead acquisition, promote
customer retention, make business development, provide marketing support, and promote
product development. Marketing manager is responsible for managing the company's
marketing plans. It uses market research and analysis to guide marketing and planning
strategy. Oversee the production of all promotional material and advertising campaigns.

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Job purpose:

A marketing manager is responsible for managing the company's marketing plans. It uses
market research and analysis to guide marketing and planning strategy. Oversee the
production of all promotional material and advertising campaigns. Reporting marketing and
sales results to senior executives. Marketing manager plays an important role in helping a
business to promote and sell its products to its customers. He can lead and influence how a
product looks and feels in the market and the functions of marketing managers can cover all
aspects of how a company communicates. Get expert tips on how to be a successful
marketing manager and what it takes to improve your business in this fast-paced industry.
The responsibilities of the marketing manager include tracking and evaluating the
effectiveness of advertising campaigns, managing the marketing budget and ensuring that all
advertising assets comply with our ownership. To be successful in this field, you need to have
hands-on experience with web analytics tools and be able to turn creative ideas into effective
advertising projects.

Ultimately, you will help us build and maintain a strong and consistent product through a
variety of online and offline marketing methods.

ii. SOCIAL MEDIA SPECIALIST (Job title):

Job description:

We are looking for a Social Media Specialist who is driven to attract and engage with active
communities and network users. Social Media specialist focus on creating attractive and
creative digital content for the company's various social media platforms. You will work
closely with the digital marketing team to develop a communication marketing strategy that
will promote customer engagement and brand awareness. The Social Media Specialist is
responsible for creating and managing content across all social media platforms, such as
Facebook, Instagram, and Twitter, building audiences and ensuring customer engagement.
The candidate will be an excellent coordinator, a writer, and a team player. You will be an
active participant in data collection and analysis to constantly improve company social media
practices over time.

Job purpose:

Social Media Specialist is responsible for direct contact with social media users and visible
communities through employer communication accounts to create product awareness, which

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also generates profits / sales. Therefore, he manage the organisation's social media platforms,
interact with users, and post important content such as videos, text, and photos. Social Media
Specialist's job is to manage a wide range of social media activities. Therefore, potential
employees are skilled at producing content and developing legitimate social media strategies.

Typically, his work focuses on buzzing a product-related topic through the creation and
distribution of content that engages people. In general, Social Media Specialist works in
partnership with the marketing department to improve the company's online presence on
multiple social media platforms.

2. Job Performance

For HR department:
i. HR MANAGER
Job responsibilities:

 Maintains job creation by reviewing job requirements and job descriptions in all
positions.
 Supports organizational staff by establishing recruitment, evaluation, and interviews;
advising the authorities on the selection of candidates for baptism; conducting and
analyzing exit interviews; and recommending changes.
 Ensures law enforcement by monitoring and implementing appropriate personnel and
state requirements, conducting investigations, keeping records, and representing the
organization at trial.
 It compels management guidelines for preparing, updating, and recommending
personnel policies and procedures
 Develop technical and professional knowledge by attending academic workshops,
reviewing professional publications, establishing personal networks, and participating
in relevant communities.
 Manages human resources by recruiting, selecting, directing, and training staff.
 Improves staff results by advising and mentoring staff; and planning, monitoring, and
evaluating project outcomes.
 Contributes to team effort by achieving related results as needed.

Job skills:

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  Communication skills
 Talent acquisition
 Benefits administration
 Performance management
 Compensation and wage structure

Education:

Bachelor’s degree from a four-year college or university or similar work experience required

1. 2+ years of experience in Labor Relations and Employee Relations

2. 2+ years of experience in a supervisory role
3. PHR/SPHR certification preferred

ii. RECRUITMENT OFFICER

Job responsibilities:

It establishes recruitment plan by studying the organization's goals and objectives and
meeting with management to discuss needs.

 It creates resources for applicants by researching and communicating with social

services, colleges, employment agencies, employers, the media and online sites; to
provide organizational information, opportunities, and benefits; making presentations;
and maintaining relationships.
 It determines the needs of applicants by studying job description and job
qualifications.
 It attracts applicants by placing job advertisements, contacting employers, and using
newsgroups and job sites.
 It evaluates applicants by discussing job requirements and qualifications of applicants
and managers and by discussing applicants with similar qualifications.
 Manages the relocation of new employees by determining new staff needs,
negotiating with suppliers, arranging temporary housing, and providing social
incomes.
 Promotes organizational appeal by recommending new policies and practices; monitor
the provision of compensation services and procedures; and emphasizing benefits and
advantages.

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  Manages the internal system by creating guidelines; rotation planning and delivery; to
monitor the delivery of internal services; trainee training; and advising management
on training and training.
 It avoids legal challenges by understanding current law, enforcing regulations and
management, recommending new procedures, and conducting training.

Required skills:

 Hiring and negotiation skills

 Recruitment
 Supports diversity at work
 Multitasking Skills
 Professional, organizational, and project management skills

Education & Experience:

 Bachelor's degree preferred

 2-4 years, experience of forgiveness and non-forgiveness in an environment full of
life cycle, including the management of multiple high-volume roles simultaneously
 Minimum of 3 years of employment in the relevant environmental industry

For marketing department:

i. MARKETING MANAGER:
Job responsibilities/duties:
 Evaluate and improve marketing and pricing strategies.
 Analyzing market trends and preparing forecasts.
 Creating new business tracks.
 Interviews, hiring, and training marketing staff
 Increasing product knowledge and market sharing.
 Integrate marketing strategies with the departments of sales, finance, public relations,
and manufacturing products.
 Develop and manage the marketing department's budget.
 Managing branding, advertising and promotional campaigns.
 Managing the staff of the Marketing Department.
 Promoting our product at trade shows and major industry-related events.

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  Keeping abreast of marketing strategies and styles.
Job skills:
 Strong, efficient communicator, and demonstrate effective customer engagement, and
customer-focused product development and outreach.
 Ability to coordinate the efforts of a large group of diverse, creative staff in a place of
consistent change.
 Digital skills in which you need to know more about online advertising and media.
Those with digital experience have excellent employment opportunities. A social
media strategy with a record displayed on Facebook, Twitter, and other social media
platforms that are important for accessing companies can be very important.
 Ability to see the big picture in order to provide useful advice and inclusion
throughout the company.
 Different skills for analyzing and problem solving.
 Strong time management and organizational skills.
Education and Experience:
 Bachelor's degrees in marketing, finance, business administration, or the like.
 Master's degrees in the relevant field will be helpful.
 At least two years experience as a marketing manager.
ii. SOCIAL MEDIA SPECIALIST:
Job responsibilities:
 Improving social media content management systems that are consistent with
corporate identity.
 Creating consistent, meaningful content across all social media platforms, including
writing and editing social media posts, enhancing customer engagement, and
promoting social media campaigns.
 Managing high volume daily postings on social media.
 Communicating with social media fans, including answering questions in a timely
manner.
 Develop and manage socially responsible programs and attend influential community
events.
 Stay up to date with the latest forms of communication and technology
 Help turn our product fans into loyal customers through engaging, responsive,
responsible, amazing, and attractive communications

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  Set up and optimize corporate pages within each platform to increase corporate social
media visibility
 Preparing monthly reports on marketing communications efforts.
 Suggesting recommendations for modifying social media marketing strategy to get
better results.
 Staying up to date with new trends.
Job skills:
 Familiarize yourself with web design and publishing
 Excellent skills to perform multiple tasks
 Critical thinking skills and problem solving
 Maintain relationship with online community i.e. social media influencers and
bloggers
 Online marketing information and good understanding of major marketing channels
 Positive attitude, detail and well-targeted clients in the many efficiency and
performance of the organization
 Excellent communication skills in writing and verbal and should have a complete
understanding of social media platforms.
 Ability to work in a fast, high-pressure environment.
 Product awareness and protection of product equity by conducting a communication
campaign using the most appropriate media channel
 Exceptionally skilled in computer work
Education and experience:
 Bachelor's degrees in journalism, communications, marketing, or related fields.
 3 years or more experience in social media involves organizing and managing content
in a corporate environment, or agency.
 Useful details for HTML, CSS and JavaScript
 Useful information for advertising tools

3. Approach to measure results and behaviors

For HR department:

 HR MANAGER:

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Accountabilities:

 Human Resources Information

 Commitment to Continuous HR Learning
 Staff Communication Skills
 Critical Thinking Skills
 Code of Conduct for Employees
 HR Organizational Skills

Competencies:

 Interpersonal skills
 Analytical skills
 Problem solving
 Communication

Critical behavioral indicators competencies:

Interpersonal skills:
Work with managers and other employees of the organizations where they provide consulting
services
Analytical skills:
Must be able to interpret a wide range of information and use their findings to make
proposals.
Problem solving:
Think creatively to solve clients' problems.
Communication:
Must be able to communicate clearly and precisely in both writing and speaking.
Good listening skills to understand the organization’s problems and propose appropriate
solutions.
They should work as a team toward achieving the organization’s goals. 

Indicator High Performance Average Poor Performance

performance
Interviewing Interview personal Interviewing the Does not interview
personnel and and conducting on personnel and personnel and gives

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 determining site reviews that the determine the no recommendation.
the methods to company needs to methods.
generate better generate better
results. results,
Providing data Giving report to the Provide data and Does not gather
and management analyze it to make information and
information authority or senior report. make report.
and analyze it manager about the
through reports data collected
and through different
suggestions. sources and giving
suitable
recommendations
on how to make
things better.
Maintain a Maintain a good Has a balance Maintain no balance
balance balance between between the office in their routine.
between the the clients such as and clients.
offices and vendors and office
customers. due to the tight
schedule
Provide Give relevant Give solutions Give no solutions for
solutions and solutions and about the practices the organization.
improve recommendations in the
alternatives to about the new organizations.
the systems and
organization. organizational
changes to improve
the business.
Good Have Good Have Has no
communication communication Communication communication with
with everyone with the employees with the employees the employees.
for easy access. and speaking skills
are another aspect
to get data and

17
 information.
Get services Determining the Having information Having no
and products products and that the products knowledge about the
up to standard. services that are and services are on standards of the
made by the the expected products.
organization are up standards
to the set standards
by the data gathered
and analyzed from
different sources.
Scales:

Interpersonal:

5 Exceptional; providing consulting services by working with the mangers.

3 Competent; conflict management and resolution skills are build
1 Major improvement needed; lack in interpersonal skills can lead to false
information by the opponent
Analytical:

5 Exceptional; interpret a wide range of information and use the findings.

3 Competent; analyze and evaluate complex data.
1 Major improvement needed; poor analytical skill can result to false data.
Problem solving:

5 Exceptional; think creatively to solve the problem

3 Competent; develop alternate solutions to solve the problem
1 Major improvement needed; poor problem solving could lead to conflict in the
organization.
Communication:

5 Exceptional; communicate clearly and precisely in both writing and speaking

3 Competent; good listening skills that is understandable by everyone.
1 Major improvement needed; lack of participation can lead to arguments.

i. HR MANAGER PERFORMANCE APPRAISAL FORM

Employee name: _____________________

Department: __________________

Date of Hire: __________________

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 Date of Performance Review: __________________

PERFORMANCE PLANNING AND RESULTS

Performance Review

 Use a current job description

 Rate the person's level of performance, using the definitions below.
 Review with employee each performance factor used to evaluate his/her work
performance.
 Give an overall rating in the space provided, using the definitions below as a guide.

Rating scale:
Employee attributes or competencies such as analytical skills, team work, communication, or
initiative, for example, are scored on scales of points ranging from "outstanding" to "poor"
Each action can be rated on one of the five scales listed below .
Outstanding (5 points) Performance is consistently superior

Exceeds Expectations (4 points) Performance is routinely above job requirements

Meets Expectations (3 points) Performance is regularly competent and

dependable

Below Expectations (2 points) Performance fails to meet job requirements

Poor (1 point) Performance is consistently unacceptable

A. PERFORMANCE FACTORS

Outstandin Exceeds Meets Below Poor

g expectations expectations expectations
1. Managing Change and
Improvement -
Measures effectiveness in
initiating changes,
adapting to necessary
changes from old
methods when they are
no longer practical,

19
 identifying new methods
and generating
improvement in facility's
performance
2. Knowledge of Work -
Consider employee's skill
level, knowledge and
understanding of all
phases of the job and
those requiring improved
skills and/or experience.
3. Communication -
Measures effectiveness in
listening to others,
expressing ideas, both
orally and in writing and
providing relevant and
timely information to
management, co-
workers, subordinates
and customers. 
4. Employee's
Responsiveness -
Measures responsiveness
in completing job tasks in
a timely manner
5. Human Resource
Management - Measures
effectiveness in selecting
qualified people;
evaluating subordinates'
performance; strengths
and development needs;
providing constructive
feedback, and taking

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 appropriate and timely
action with marginal or
unsatisfactory
performers.
6. Personal Appearance -
Measures neatness and
personal hygiene
appropriate to position. 
7. Dependability -
Measures how well
employee complies with
instructions and performs
under unusual
circumstances; consider
record of attendance and
punctuality.
8. Teamwork - Measures
how well this individual
gets along with fellow
employees, respects the
rights of other employees
and shows a cooperative
spirit.
9. Decision
Making/Problem
Solving - Measures
effectiveness in
understanding problems
and making timely,
practical decisions
10.  Leadership - Measures
effectiveness in
accomplishing work
assignments through
subordinates;

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 establishing challenging
goals; delegating and
coordinating effectively;
promoting innovation
and team effort.

B. Employee strengths/areas of expertise:

___________________________________________________________________________
___________________________________________________________________________
_______

C. Development areas:

___________________________________________________________________________
___________________________________________________________________________
_______

D. Goals for upcoming year in relation to job responsibilities and developmental areas:

___________________________________________________________________________
___________________________________________________________________________
______

E. Employee comments:

___________________________________________________________________________
___________________________________________________________________________
______

Employee: ______________________ Date: __________________________

Reviewer: _________________________ Date: __________________________

 RECRUITMENT OFFICER:

Accountabilities:

i. Identifying the Elected

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Hiring officials assess a need and then fill it up. To create job openings, for example, they
learn the details of what constitutes a position. After that they can turn to the courses they
have to start building a discussion pool. They may also look for online sites to find people
with backgrounds that can be a good game or post ads where opportunities can find them.

ii. Negotiating Prospects

Police hire people and talk to people. For example, they could try to show high school and
her parents the benefits of joining ROTC college. They can better understand the person
applying for the job to see how that person will succeed in the assignment. Through these
discussions, hiring officials should be prepared to answer questions. Because of this work,
they need a lot of knowledge about what they are trying to encourage you.

iii. Tracking Up

Developing relationships is important in hiring jobs. They can contact people who have
shown interest in providing more information or rating. Before an employer assigns a job to
another person, the hiring authority may be responsible for conducting a trust check. If a
candidate accepts a position or a student enrolls in a school, the recruiting officer can arrange
for job guidance and monitor progress.

iv. Budget Review

Employers often do not have the resources to hire. Employees, therefore, may need to review
how money is spent and make recommendations about the efficiency of the work.

Competencies:

 Decision making
 Communication
 Time management
 Active listening

Critical behavioral indicators competencies:

Decision making:

Develop strategies for better workplace efficiency and goal achievement and quick decision
making and problem solving

Communication:

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Good verbal communication and the ability to convey information clearly and effectively.

Time management:

Tasks should be performed with in the given time or before the time and willing to take on
challenges and motivate others.

Active listening:

Good listening skills and able to take direction from individuals in higher-level positions.

Indicator High Performance Average performance Poor Performance

Indicate the value of Provide information Take part in knowing Does not have any idea
satisfactory performance about the turnover the turnover rate for a about the turnover rate.
over time and at low rate in the satisfactory
cost of recruitment. organization for a performance.
satisfactory
performance in the
long run.

Good communication Knowing the Have communication Does not have

with staff and knowing employees point of with the employees communication with the
where the idea is. view by having good employees.
communication.

Implementing new New measures are New safety measures New measures are not
safety measures where implemented in the are considered. implemented.
rules change in a given organization
industry according to the law.

Provide appropriate Giving proper Provide training to Provide no training to

training and training to employees employees. the employees.
development for staff to to polish their skills
grow and develop new and provide profit to
skills. the company.

Determine workers' Provide a suitable Take part in deciding Take no part in

compensation for the compensation to the the compensation. determining the
work they do. employees for the compensation.
work and effort they

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 are doing

Maintaining good Hiring process is Recruitment and The hiring process is not
employment practices ethical and aligning selection is ethical. aligning with the
and compliance with the with the environment. environment and is
law unethical.

Scales:

Decision making:

5 Exceptional; others opinions are considered first decisions are made after
consideration.
3 Competent; decisions are made by evaluating all aspects.
1 Major improvement needed; a single decision should not make conflict in an
organization.

Communication:

5 Exceptional; presents the idea in an understandable manner

3 Competent; language is clear and appropriately used that is understandable by
everyone.
1 Major improvement needed; lack of participation in meetings could result in
arguments.
Time management:

5 Exceptional; doing things in less time, even when time is tight and pressures are
high.
3 Competent; proper scheduling can help save time.
1 Major improvement needed; improper time management can lead to less
productivity and efficiency.
Active listening:

5 Exceptional; Listening effectively to the employees can help in many ways.

3 Competent; judgment and advice of someone can help in problem solving.
1 Major improvement needed; not listening properly can also lead to conflict.

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 ii. RECRUITMENT OFFICER PERFORMANCE APPRAISAL FORM:
Employee name: _____________________

Department: __________________

Date of Hire: __________________

Date of Performance Review: __________________

PERFORMANCE PLANNING AND RESULTS

Performance Review

 Use a current job description

 Rate the person's level of performance, using the definitions below.
 Review with employee each performance factor used to evaluate his/her work
performance.
 Give an overall rating in the space provided, using the definitions below as a guide.

Rating scale:
Employee attributes or competencies such as analytical skills, team work, communication, or
initiative, for example, are scored on scales of points ranging from "outstanding" to "poor"
Each action can be rated on one of the five scales listed below .
Outstanding (5 points) Performance is consistently superior

Exceeds Expectations (4 points) Performance is routinely above job requirements

Meets Expectations (3 points) Performance is regularly competent and

dependable

Below Expectations (2 points) Performance fails to meet job requirements

Poor (1 point) Performance is consistently unacceptable

A. PERFORMANCE FACTORS

26
 Outstanding Exceeds Meets Below Poor
expectation expectations expectation
s s
1. Communication skills
2. Establishes recruitment
plan by studying the
organization's goals and
objectives
3. Attracts applicants by
placing job
advertisements
4. Measures responsiveness
in completing job tasks in
a timely manner
5. Evaluates applicants by
discussing job
requirements.
6. Manages the relocation
of new employees by
determining new staff
needs.
7. Measures how well
employee complies with
instructions and performs
under unusual
circumstances; consider
record of attendance and
punctuality.
8. Measures how well this
individual gets along
with fellow employees,
respects the rights of
other employees and
shows a cooperative
spirit.

27
9. Measures effectiveness in
understanding problems
and making timely,
practical decisions
10.  Organize and take part
in interview procedures
as required.
B. Employee strengths/areas of expertise:

___________________________________________________________________________
___________________________________________________________________________
_______

C. Development areas:

___________________________________________________________________________
___________________________________________________________________________
_______

D. Goals for upcoming year in relation to job responsibilities and developmental areas:

___________________________________________________________________________
___________________________________________________________________________
______

E. Employee comments:

___________________________________________________________________________
___________________________________________________________________________
______

Employee: ______________________ Date: __________________________

Reviewer: _________________________ Date: __________________________

For marketing department:

 MARKETING MANAGER:

Accountabilities:

28
  Working with a senior team, such as a marketing director or management manager, to
set up a business marketing strategy.
 Hiring and managing the operations of a small marketing team that can also include
PR and creative staff.
 Research and analyze market trends and competitors.
 Managing marketing campaigns.
 Tracking the effectiveness of advertising and reporting campaigns received from the
senior team.
 Negotiating and liaising with third party sales agencies.
 Review the budget of the marketing department and ensure that the budget spent
brings a return on investment.
 Manage the production and production of information materials, such as websites and
brochures.
 Overseeing the company's attendance at events, such as trade shows, conferences, and
festivals.

Competencies of a Marketing manager:

 Time management
 Market by focus on customer need
 Manage processes
 Communication skills

Critical behavioral indicators competencies

Time management:

Tasks should be performed with in the given time or before the time and willing to take on
challenges and motivate others.

Market by focus on customer needs:

Focus on the customer need and establish a need before initiating any marketing activity.

Manage processes:

Know about the marketing techniques, marketing operations, strategy and analysis

29
Communication skills:

track engagement, set a baseline, responses. Listen carefully to others and Communicate
effectively with a broad-based team made up of other managers or staff members during the
advertising, promotions, and marketing process

Indicator High Average Poor

Performance performanc Performance
e

Provide advice on Give opinion Give advice on the Gives no advice on

improving the product regarding the improvement of the improvement of
according to the improvement of the product. product.
customers need. product according to
the customers need
Initiates marketing Conducts marketing Provide information No marketing
programs using program and provide about marketing but program is
marketing, all relevant does not conduct conducted
performance and information to marketing program
analysis strategies employees about
marketing
Establishes and Adjusts selling price Establishes the price Does not take part in
regulates sales prices by knowing the costs of products adjusting the prices
by monitoring costs, and competition. of product.
competition and
marketing
competitors
Contributes to team Appreciates the Contributes to the Does not contribute
effort by achieving effort of team and team effort. to the team effort.
related results as contributes to the
needed. result
Indicates annual units Provide annual unit Gives information Gives no views on
and total profit plans and gross profit about annual plan annual plan and
using marketing plans by but does not takes no part in
strategies; and implementing implement discussion

30
analyzing styles and marketing strategies marketing strategies.
effects.
Scales

Leadership

5 Exceptional; good communicator, confident and inspire others.

3 Competent; good confidence level and motivated.

1 Major improvement needed; lack of confidence, poor communication skills and poor integrity.

Market by focus on customers need:

5 Exceptional; market products according to the customer’s choice, convenience and

price.

3 Competent; knowledge of potential and existing customers.

1 Major improvement needed; sell solutions not products.

Manage processes:

5 Exceptional; coordinating marketing operations, and implementing marketing

techniques to achieve the sales target.

3 Competent; sales are managed well then good revenue is generated.

1 Major improvement needed; an error in managing process can lead to a great loss.
Communication Skills

5 Exceptional; good listener, confident and motivated towards work.

3 Competent; language is clear and appropriately used that is understandable by everyone.

1 Major improvement needed; no participation in work and could result in arguments.

i. MARKETING MANAGER PERFORMANCE APPRAISAL FORM

Employee name: _____________________
Department: __________________
Date of Hire: __________________
Date of Performance Review: __________________

PERFORMANCE PLANNING AND RESULTS

31
 Performance Review
 Use a current job description.
 Rate the person's level of performance, using the definitions below.
 Review with employee each performance factor used to evaluate his/her work
performance.
 Give an overall rating in the space provided, using the definitions below as a guide.

Rating scale:
Employee attributes or competencies such as analytical skills, team work, communication, or
initiative, for example, are scored on scales of points ranging from "outstanding" to "poor"
Each action can be rated on one of the five scales listed below .
Outstanding (5 points) Performance is consistently superior

Exceeds Expectations (4 points) Performance is routinely above job requirements

Meets Expectations (3 points) Performance is regularly competent and

dependable

Below Expectations (2 points) Performance fails to meet job requirements

Poor (1 point) Performance is consistently unacceptable

A. PERFORMANCE FACTORS
Ratings: Please rate the employee on the following factor
Outstanding Exceed Meets Below Poor
expectation expectation expectat
s s ions
1. Digital skills – know
more about online
advertising and media
2. Respond to customer
needs
3. Oral communication
4. Written communication
5. Creating product
awareness
6. Decision-Making /
Problem Solving -
Measures efficiency in

32
 understanding problems
and making timely,
effective decisions.
7. Adjust marketing
campaigns and strategies
8. Leadership – Measuring
performance by fulfilling
the responsibilities of the
people under their
control.
9. On the basis of past
performance, set
marketing goals
10. He knows and
understands the needs of
the job
11. Shows interest in current
work
12. Prominence and interest
in self-improvement

B. Employee strengths/areas of expertise:

___________________________________________________________________________
___________________________________________________________________________
_______

C. Development areas:
___________________________________________________________________________
___________________________________________________________________________
_______

D. Goals for upcoming year in relation to job responsibilities and developmental areas:
___________________________________________________________________________
___________________________________________________________________________
______

33
E. Employee comments:
___________________________________________________________________________
___________________________________________________________________________
______

Employee: ______________________ Date: __________________________

Reviewer: _________________________ Date: __________________________

 SOCIAL MEDIA SPECIALIST:

Accountabilities:
 Develop, use and manage social media platforms
 Manage social media content
 Rate the success of any marketing campaign
 Stay up to date with the latest forms of communication and technology
 Attend educational conferences
 Work with copywriters and designers to ensure that the content is informative and
appealing
 Collaborate with Marketing, Sales and Product Development teams
 Give constructive feedback
Competencies:

 Communication
 Decision making
 Analytical competencies
 Creative mind

Critical behavioral indicators competencies:

1. Communication:

Listen carefully to others and make sense of it to others and communicate effectively with
other team members

2. Decision making:

34
 Listen to others and raise their voices in decision-making and decisions should not cause
any conflict in the organization.

3. Analytical competencies:

Staying updated with the rise of digital media, knowing how to market trends and you
should know what else is required in terms of changing circumstances.

4. Creative mind

Create new and creative ideas and your ideas should attract attention that should get
attention

Indicator High Average Poor

Performance performance Performance
Promote influential Give unique ideas Give ideas for Give no idea for
advertising for advertising advertising campaigns.
campaigns and campaigns that campaigns
attract targeted persuade the
audiences. audience
Demonstrate the Provide creative Take part in Does not provide
ability to offer new ideas according to giving ideas but any idea.
ideas. the market trend. are not much
unique
Demonstrates the Provide creative Provide Does not get
ability to work with ideas and information and involved in
others and take their information and takes part in discussions and
ideas into account unique solution to discussion provides no idea.
different
problems
Provide expert Give good Provide relevant Gives no
advice on marketing information and information information and
and advertising advice on new advice regarding
methods for new or technologies the new trends.
existing products or
services.

35
 Work with Work and discuss Take part in Take no part in
department heads or topics such as discussion with discussion with
staff to discuss budget and the staff and the heads.
topics such as contracts, heads.
budgets and marketing plans.
contracts, marketing
plans, and
advertising media
options
It considers the costs Takes part in Takes part but Does not
associated with the different projects does not provide participates in
benefits of actions and upcoming any idea related any activity.
that may be the most activities to the decision
appropriate option. making

Scales:

 Communication

5 Exceptional; introduces the concept in a logical way

3 Competent; language is clear and well used
1 Significant improvement is needed; non-participation in group meetings can lead
to conflicts.

 Decision making

5 Exceptional; others opinions are considered first and have importance

3 Competent; The decision includes the views of all employees
1 Major improvement needed; one decision should not create conflict in the
organization.

 Analytical competencies

5 Exceptional; Breaks down raw information and undefined problems into specific

36
 workable component.
3 Competent; he thinks carefully about the problem and does good research
1 Major improvement needed; The ability to solve problems is improper

 Creative mind

5 Exceptional; new ideas presented with market trends and customer needs.
3 Competent; customers need is given much importance
1 Major improvement needed; copied ideas and which are not new would result in
customer loss.

ii. SOCIAL MEDIA SPECIALIST PERFORMANCE APPRAISAL FORM

Employee name: ________________
Department: __________________
Date of Hire: __________________
Date of Performance Review: __________________
PERFORMANCE PLANNING AND RESULTS

Performance Review
 Use a current job description.
 Rate the person's level of performance, using the definitions below.
 Review with employee each performance factor used to evaluate his/her work
performance.
 Give an overall rating in the space provided, using the definitions below as a guide.

Rating scale:
Employee attributes or competencies such as analytical skills, team work, communication, or
initiative, for example, are scored on scales of points ranging from "outstanding" to "poor"
Each action can be rated on one of the five scales listed below .
Outstanding (5 points) Performance is consistently superior

Exceeds Expectations (4 points) Performance is routinely above job requirements

Meets Expectations (3 points) Performance is regularly competent and

dependable

37
 Below Expectations (2 points) Performance fails to meet job requirements

Poor (1 point) Performance is consistently unacceptable

A. PERFORMANCE FACTORS
Ratings: Please rate the employee on the following factor
Outstandin Exceed Meet Below Poor
g expectations expectations expectation
1. Familiar with web
designing and publishing
2. Critical thinking skills
and problem solving
3. Communication skills in
writing and verbal
4. Maintain relationship
with online community
i.e. social media
influencers and bloggers
5. Understanding of major
marketing channels
6. Ability to work in fast,
high-pressure
environment
7. Managing high volume
daily postings on social
media.
8. Exceptionally skilled in
computer work
9. Excellent skills to
perform multiple tasks
10. A team player -
confidently to lead and
direct other departments
where needed

B. Employee strengths/areas of expertise:

38
___________________________________________________________________________
___________________________________________________________________________
_______

C. Development areas:
___________________________________________________________________________
___________________________________________________________________________
_______

D. Goals for upcoming year in relation to job responsibilities and developmental areas:
___________________________________________________________________________
___________________________________________________________________________
______

E. Employee comments:
___________________________________________________________________________
___________________________________________________________________________
______

Employee: ______________________ Date: __________________________

Reviewer: _________________________ Date: __________________________

4. Prerequisite for implementation of proposal:

i. Communication plan:
The communication plan defines what the organization wants to achieve with the information
it sends to it. It lists the objectives, the tools used to generate communication with the
intended recipients. The plan describes what information will be shared and how it will be
distributed. The basic communication plan includes a stakeholder analysis of the respondents
and procedures for what should be included in those discussions. It includes an overview of
the business, potential communication challenges, and a risk management strategy.

1. What is performance management?

39
Performance management is an ongoing process of communication between manager and
employee that takes place throughout the year, in support of achieving organizational goals.
The communication process includes specifying expectations, setting goals, identifying goals,
providing feedback, and reviewing results. It is a set of processes and programs that aim to
develop an employee so that they can do their job to the best of their ability. Performance
management is not intended to develop all skills. In fact, good performance management is
focused on improving the skills that help the employee to do his or her job better. This means
that it is about the strategic alignment of individual work with the group and the goals of the
organization.

2. How does performance management fit into our strategy?

In Engro Foods strategic HR decisions establish standards for each role to define its
capabilities. After that, performance management systems measure employee success based
on their skills. Managers use performance management systems to evaluate and reward the
performance of their employees. The day to day communication of managers with employees
make them able to achieve the strategic goals. With the help of hardworking employee, a
company is able to reach the goals of the company.

3. What is in it for me?

An effective communication strategy explains the advantages of implementing performance

management for all parties involved. It is obvious that organization’s success is ultimately the
success of every individual working for the organization. Some of the benefits that
performance management system of Engro foods includes are:

 Consistency: The selection of employees for promotion, transfer, or other action

should be more consistent. 
 Motivation: All the organization’s employees (as well as supervisors and managers)
should be more highly motivated.
 Morale and retention: More highly motivated employees are likely to be more loyal,
as well, so that management will have better success retaining valuable employees
even as the nation’s workforce becomes more mobile.

4. How does it work?

Employees at Engro foods are guided about the deadlines of the project, their roles and
rewards in a proper way which boosts up their confidence and also helps them out to perform

40
their duty effectively. Engro foods offend in giving indirect messages. There are monthly and
annual meetings held in the organization which focuses on their growth and also there is
discussing on the financial conditions of the company. The term meetings also held in the
organization. The meetings between manger and employee focus on attaining the business
objective and the strategy in attaining that objective. The decision for the rewards is also
made once a year on the basis of the performance of employees.

5. What are my responsibilities?

The communication plan should provide details on each person's task and responsibilities at
each point of the process. Engro foods gives the description of the job firstly in the
advertisement for the job. They explain the roles and responsibilities of each person clearly
so they are well familiar with their jobs tasks. the mangers motivate employees in their work
which boost their confidence towards their daily work. This result in more productive
workers and an improvement in productivity. The employees also discuss their problems with
their managers.

6. How is performance management related to other initiatives?

The communication strategy should provide knowledge about the relationship between
performance management and other policies and processes, such as recruitment, promotion,
and strategic planning. The HR department, besides carrying out Succession planning
maintains and implements HR policies pertaining to employees training, retention and
superannuation. Assessing training needs of employees and ensuring adequate training is also
carried out by the professional HR team at Engro Foods. The food company Engro firmly
believes that people grow and learn with great success through experience. Therefore, every
opportunity is required to try to improve the employee with work-related experience. Such
development means the expansion or expansion of skills or abilities. It should be based on
knowledge, skills, and desires.

This process of development needs to be understood and actively supported by the employee
and the manager. Open communication across all employee communications is encouraged
and serves as an effective communication tool. Engro Foods Company has a variety of
training programs, both basic and technical management, which are often used to develop
skills and knowledge. In addition, Engro foods requires testing of training programs and leads
to inclusion in the company's overall training programs to help them work towards their full
potential. Staff input in assessing their training needs is welcomed as well as in the relevant

41
program proposals. To address the company’s future needs of the company, staff activities,
training and succession planning activities are conducted annually.

ii. Raters training

RATER ERROR TRAINING:

RET is based on the assumption that measurers have certain charges that reduce the
accuracy of the measurement. Effective rater training should improve the accuracy of the
measurements by minimizing "rater bias" or "measurement errors" Value Errors in
Performance Testing. Rater errors are errors in judgment that occur in a systematic way when
one looks at and analyzes another. Following are the types of error.

Similar-to-me Error: Similar-to-me error is when the rater’s tendency is biased in

performance evaluation toward those employees seen as similar to the raters themselves. We
can all relate to people who are like us but cannot let our ability to relate to someone
influence our rating of their employee performance. Following are the tips through which we
can reduce similar-to-me error:

 Having an open mind

 By following a structured and consistent interview process
 Having a complete knowledge of a target position foe which company is looking for
 Hiring of those who are similar to you

Contrast Error: Contrast error is a concept during a candidate's performance appraisal when
his or her rating is affected by the fact that previous candidates were either good or bad. It is
an error where a person places a particular benchmark, affecting the rating of the chosen
person interviewed. Following are the ways of avoiding contrast error:

 We can avoid the mistake of comparing yourself to having a good evaluation of each
employee according to their actual performance.
 We must use the correct measurement method; we first assess each person based on
the items in the test form - and then rank the people according to their assessment.

Leniency and Severity Error: The one gives the Lenient (high) or severe (low) ratings to
the principal or assistant principal in a manner inconsistent with the principal or assistant

the actual performance of the principal. To avoid these:

42
  Be sure to pay close attention to the anchors on the scale while making your
estimates.
 Review the anchors to understand how they performance is defined in each area of the
scale.
 The one should not deliberately try to be easy or difficult rater.

Central tendency Error: The rater checks the principal or assistant using points between
scale and avoid very high or very low ratings. To avoid these:

 Be sure to pay close attention to the moral anchors that describe the performance of
each activity in each area of the scale.
 Compare the information on the performance of the principal or assistant principal
with these examples of behavior.
 Also, remember that moral anchors are exemplary. Therefore, if the principal or
assistant principal does not display all the same behaviors of a certain standard, this
situation does not prevent you from using that standard.

Halo Error: The rater allows ratings on a single behavior indicator to influence ratings on
another moral indicator. To avoid this type of error:

 Remember that moral indicators are independent. Therefore, your values in one
behavioral index should not influence values in another behavioral index. Instead,
think of the performance of the principal or assistant principal in each behavior
indicator.

Use only relevant information that you are measuring out.

CONTENT AREAS THAT CAN BE INCLUDED IN RATERS ERROR TRAINING

Reasons for implementing the performance management system

Engro foods implement the performance appraisal system to:

 Align its performance to objectives and goals of the company

 Provide the basis of transfer/termination/promotion of its employees
 Improve communication between manager and employees
 Develop the interpersonal relationships
 Build teams to counsel the misconception of the employees

43
  Remove disconnections as it motivates employees to perform better
 Enhance the effectiveness of employees
 Provide a support in design of training and development programs

Information on the appraisal form and system mechanics

Engro Food has a well-established Human Resources department that supports the company’s
growth. It has new, efficient and talented employees. Engro food's HR is one of the best
workers in the country, which is because it is up to date. The Engro performance appraisal
system has been declared the best in Pakistan's industrial sector. The Human Resources
Department at Engro Foods does the planning sequence and implements other HR policies
related to the promotion, retention, and training and development of employees.

How to identify and rank job activities?

This includes information about how to conduct a job analysis. In conducting the job
analysis Engo foods managers review the job requirements, search for the similar job
descriptions, identify those outcomes which are required by the job, examine the efficiencies
of the job, determine the required training and skills and continue to evolve the job more.

How to observe, record and measure performance?

Each department manager evaluates staff performance. In fact, they described performance
measurement performance tests. They assist staff work and monitor their results according to
a defined standard. If the results do not match the standards, it provides them with training.
They use a computer to manage the performance of employees.

How to minimize ratings errors?

To minimize the ratings error 360 feedbacks system is implemented. It is a good practice to
collect performance measurements from multiple sources. This gives company a more
complete picture of what to do while minimizing the impact of any particular person’s
discrimination. Naturally they allow feedback from various sources, including managers,
direct reports, peers, and even customers. This provides more information on staff
performance, and gives you greater confidence in the accuracy of the review process.

How to conduct an appraisal interview?

For conducting an appraisal interview following are some steps that Engro foods follow:

44
Step 1: Prepare

Preparation for the interview is very important, having the interviewer prepared will ensure
that their performance review is done well and this will enable them to listen to the advice
given.

Step 2: Clear Connection

Evaluation is about open communication within an organization, finding the point of

objectives and reviewing it when the time comes.

While most senior executives often decide on goals, appraisals are a good time to discuss
their goals. This allows managers to get an idea of what employees think they will achieve
and allows them to see how they can force their employees to reach higher heights.

During the test individuals need to participate in thinking, which means that the reviewer
needs to use appropriate language and techniques to try to meet the best enlightenment and
get the information he or she needs.

Step 3: Negotiating Personally

Another important aspect of conducting an interview is to make sure that you are
communicating with the person in the right way. For example, most tests will be done with
people who have been in the department for a while, and know what is going on, so they have
a lot to say and the test should be done in two ways, in an equal way.

The interview also needs to be done in accordance with the way the organization is run. If the
culture of the organization is strong then the interview needs to be straightforward and set so
that people do not suspect it, if you suddenly start to be very open the staff may wonder why
the culture has changed.

How to train, counsel and couch?

At Engro, organizational development is important and is an important factor in promoting

close corporate relationships from time to time, in building and setting a company value plan
and its long-term organizational goals. Employees are given the opportunity to have their
own ideas and ideas for the future of the company. This helps Engro in training its staff,
building their career skills and recognizing talent. Their philosophy for their employees is
that they are the most important and most valuable asset. Philosophy is applied through a set
of rules and regulations that focus on employee development and management.

45
There are three main principles of staff training;

 In the house
 Outside
 Training need training

The Engro foods often uses external training for its current employees. The current
employees of the company are sent to meetings with various organizations for training
purposes.

iii. Coaching style:

Coaching in Engro Foods is a collaborative, ongoing process in which the manager interacts
with his or her employees and takes an active role and interest in their performance. The
coaching involves directing, motivating, and rewarding employee performance. It is about
long-term performance and involves ensuring that the development plan is achievable. So
being a coach is like being a mentor for employees and, for the training to be successful, the
coach must build a supportive relationship.

MAJOR FUNCTIONS:

Coaching in Engro foods involves the following major functions:

 Give advice: Managers provide advice to help employees improve their performance.
In other words, it involves not only explaining what needs to be done but also how
things are done it needs to be done. Coaching is about results and behavior.
 Provide Guidance: Managers provide guidance to employees so that employees can
improve their skills as well information accordingly. It involves providing
information about skills and knowledge required to perform the job properly and
details. A lesson on how an employee can acquire these skills and knowledge.
 Give support: Managers provide support to supervisor when it is needed for
employees. It involves being there when an employee needs help, but it is also
involved monitoring and controlling all employee activities. Ultimately, coaching is
about simplification. The obligation to improve performance ultimately remains on
the shoulders of the employee.
 Give confidence: Managers in Engro foods gives employees confidence that will
enable them to improve their performance by continually developing their sense of
commitment to their own management performance. It involves providing positive

46
 feedback that allows employees to feel confident about what they are doing, but also
involves putting feedback on it things that can be improved.
 Promote greater competence: Managers helps employees acquire greater skills by
guiding them in acquiring more knowledge and sharpening skills, which can prepare
them for further developing activities and high-level positions.

KEY BEHAVIORS:

 Establish development goals: The manager in Engro foods works closely with the
staff at formulate a development plan and its objectives.
 Communicate well: The managers maintain a clear and concise connection and
employees regarding their performance, including both conduct and outcomes.
 Encourage employees: Managers in Engro foods reward good performance of the
employees. As, when employees are sure that their performance rewarded, it
encouraged them to repeat the same level of good performance in the future.
 Documenting Performance: Managers look at employee behavior and outcomes.
They collect evidences in terms of good and bad working conditions.
 Provide feedback: Managers measure employee performance and progress towards
monitoring goals. They recommend good performance and identify substandard
conditions performance. Managers also help employees avoid misconduct in the
future.
 Diagnose performance issues: Managers in Engro foods listen to employees and
collect details of finding that performance deficit is the result of shortages knowledge
and skills, skills, or inspiration whether based on location temporary features beyond
the work force.
 Develop staff: Managers provide financial support and resources for staff
development (e.g., financial training, which allows for time away from work
development activities) by helping employees plan for the future and providing
challenging assignments that force employees to learn new things.

5. Reward System

47
  Compensation and Incentives of Engro Food
Compensation package has a vital role to play in getting new jobs and is essential for both
workers and employers. Pay is an employee's essential resource for living, although rewards
include quality healthcare, the ability to enjoy a vacation in the business at a favorable price
and other benefits. The choices made by employees in terms of reward influence both the
costs of their business and the opportunity to deliver goods at a fair price on the market.
Rulings on rewards can often improve the employer's capacity to bid for workers on the job
market. The incentives that he warrants are either intended to retain their positions or to
leave.
 Reimbursement programmed for EFL
The EFL offset has two parts;

 Salary

 Promotions

The EFL salary elements are as follows,

 Basic salary
 House Rent Amount (45 percent of the basic pay)
 Allowance for utilities (10 percent of the basic pay)
 Transport quota (10 percent of the basic pay)
 Additional wages (23 percent of the basic pay)
 The additional pay is the extra pay provided to the workers by the EFL.
 Incentives / Aid
EFL offers the field staff bonuses. Meanwhile, the ground workers get bonuses based on the
relevant sector's results. The higher the results the benefits would be.
The second issue is the benefits provided to the staff of the workplace. The allocations are
generally placed. From grade 11 to grade 19 it is Rs. 3000 and it is Rs. 8000 for 20 and up.
 Income

The funds provided by EFL to workers are as follows;

 Forecast fund (10 percent of the gross basic pay)

 Fund free of charge (10 percent of the gross basic pay)
 The VPP (variable pay plan) (10% of the total minimum salary) shall be charged on
an annual basis.

48
  Payment vehicles
 Field vehicle + motorcycle
 Cover for OPD (medical)
 Currency coverage (50 percent by employee + 50 percent by company)
 Insurance coverage (50 percent staff premium + 50 percent business premium)
 Rewards of mortality (12 basic salaries)
 Expedite house rental (4 gross salaries)
EFL has two main issues in establishing an international scheme of payments and rewards.
The first is the question of standardization. An effective pay scheme pays wages to
appropriately equivalent and efficient employers in the sector. For instance, a senior
supervisor's compensation is normally greater than that of a manager and a sum within the
local market should be paid to each job. The EFL must therefore take into account the
remuneration of individuals who may move from elsewhere.
The second biggest issue is expense. Organizations are committed to minimizing all
costs, and one of the biggest is payroll.
EFL financial compensation and incentives, even though an organization adopts an
egocentric or polycentric policy, are directly linked to local labor market conditions. The
supply of local skilled people to occupy posts, existing salary scales, the usage of foreigners
and local legislation combine to affect pay and benefits levels. For example, if few candidates
for jobs are eligible, the pay for such positions usually rises. The human resource
management officer should then recommend taking an emigrant in order to minimize
expenditure.
 Retirement Worker Incentive
As this company is private, it has not as many retirement insurance as the government
organizations.
 End of arbitration
 Forecast Fund (10 percent )
 Gratuitousness
 Retirement benefits
 Command period
Engro has a broader control range. It trusts in diverse views. Engro argues that broader
controls will enhance cooperation between workers, which tends to improve efficiency.
 Scheduling

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Engro prepare both on the near and long term. Engro has mostly hard plans and brief plans to
achieve these hard objectives.
 Plan of Encouragement
We provided these defined contribution funds, annual bonuses and medical services for the
motivation of our workers.

Conclusion:
Engro will be the market leader for various reasons such as his financial situation, product
quality, R&D, market share, sales growth etc. Its price is about the same as its competitors,
similar to its quality with our competitors and holding the share of a competitor in the market.
Engro uses its brand name and its packaging is good for producing its products and EFL is
becoming increasingly popular compared to its competitors. The company plans to produce a
world-class Omore product such as existing Engro Foods products. The company is also
operating on grain for years to come. They plan to distribute other dairy products as given to
Nestle's competitors such as yogurt, aromatic yogurt, baby cereals etc. Food rivals Nestle and
Haleeb are very dangerous. There are opportunities and doors for new players open that could
be future competitors. The consumer knows now, there is a need to maintain the quality of
the products.
In short Engro Foods should grow and maintain its position. It is the policy of Engro
Corporation Limited to attract, incorporate, develop, retain and promote highly qualified
competitors who are competent, capable and willing to contribute their best to achieving the
Company's objectives.
Employees at Engro believe in practical learning. Therefore, adequate arrangements are made
for organizational training. The idea of a large organization that is not only involved in
producing quality products like Olpers but also contributing to social welfare has had a very
positive impact on the Engro Food image.
The result of good human resource management is the improved ability to attract and retain
qualified employees who are motivated to perform, and the consequences of having the right
employees motivated to perform are numerous. We therefore say that the Engro diet
controlled HR practices in the best possible way. And the organization handles HR issues and
issues in a very efficient way. Thus marketing department is also trying to attract large
number of customers and trying to hire employees in marketing department that have the
capabilities to manage marketing activities efficiently.

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