Interwood Pakistan

Group Members
• Aiman Saleem
• Ayesha Ayub
• Sohayma Kamdar
• Areej Fatima
 Interwood Mobel (Pvt.) Ltd. is a leading private limited
liability company in Pakistan, specializing in manufacturing
and marketing premium-quality furniture.

Notably, Interwood expanded its product range, allowing

greater customization and collaborating with international
specialists like Italian architect Alfredo Scenario for modern
INTRODUCTION designs.

As a member of the International Wood Association (IWA),

Interwood Mobel has established itself as Pakistan's top
luxury furniture and accessories producer since its inception
 VISION STATEMENT
To make products up to the highest international
standards and at the best price–quality ratio
 Interwood Mobel (PVT) Ltd. strives to become a world-class
manufacturer of furniture, kitchens, doors etc. We are committed to
MISSION constant improvement in the designs, systems and quality of our
products. Our goal is to give the customers best value for money.
STATEMENT Our earnest endeavour is to upgrade the skill, knowledge and
standards of living of all employees to international standards
 1 2 3 4 5
Climbing Boosting Enriching Optimizing Strengthening
Brand Online Sales Product Operations Partnerships
Awareness Offerings

SHORT-TERM GOALS
 • Market Leadership
LONG-TERM • Global Expansion
GOALS • Sustainablity
• Tech-Driven Transformation
 MANAGERIAL FUNCTIONS
Planning:
• Strategic planning
• Operational planning
• Contigency planning
Organizing:
• Structuring Production Teams
• Sales and Marketing Teams
• Supply Chain Organization
 Leading:
• Inspiring Creativity
• Motivating
• Leadership development
(CONTD.) Controlling:
• Quality Control
• Financial Controls
• Performance Monitoring
KEY DEPARTMENTS IN INTERWOOD

• Sales
• Finance
• HR
• Marketing
• IT
• Operations
• Audit
• Design
ORGANIZATIONAL HIERARCHY

CHAIRMAN
MR FAROOQ MALIK

DIRECTOR SALES AND

CEO MARKETING
MR. OMER FAROOQ MR ALI FAROOQ

HEAD OF HR HEAD OF
DIRECTOR DESIGN
MARKETING
MS.MADIHA MS.SAIMA BILAL
MR.SHAHZAIB
JALAL
ANWAR
 HEAD OF SALES:
MR. MUBASHIR AHMED
SENIOR MANAGER MARKETING:
MR. ALTAMASH WALI
DEPUTY MANAGER COSTING:
MR. ALI RAZA

DEPARTMENTAL HUMAN RESOURCE CONSULTANT:

MANAGER MS. NOVERA SHAMIM

ROLES IT MANAGER:
MR. MUHAMMAD WAQAR
PRODUCT IN CHARGE:
MR. AFZAL AHMED
SHOWROOM MANAGER:
MR. RAYHAN QURESHI
 HEAD OF SALES:
• Negotiation
• People management
MANAGEMENT • Market knowledge
SKILLS SENIOR MANAGER MARKETING:
• Marketing strategy
• Budgeting and financial management
• Market research
 DEPUTY MANAGER COSTING:
• Cost accounting
• Budgeting and financial analysis

MANAGEMENT
• Pricing
SKILLS HUMAN RESOURCE CONSULTANT:
• Recruitment
• Employee relations
• Performance management
• Compensation and benefits
 IT MANAGER:
• Strategic planning
• Project management
• Budgeting and financial management
MANAGEMENT PRODUCT INCHARGE:
SKILLS • Inventory Management
• Quality Control
• Data analysis
• Vendor management
 • 1. Collaboration and Teamwork
• 2. Flexibility and Adaptability
MANAGEMENT • 3. Attention to Detail and Quality
STYLES IN
• 4. Customer Focus and Service
INTERWOOD
• 5. Data-Driven Decision Making
• 6. Sustainability and Environmental Awareness
MANAGERIAL APPROACHES

•Rational Approach
•Bounded Rationality
•Intuition
•Evidence-Based
 Decision Making
INCLUSIVE DECISION-MAKING:

Input from all levels.

DATA-DRIVEN ANALYSIS:

Decisions informed by thorough data.

CROSS-FUNCTIONAL COLLABORATION:

Teams from various departments.

CONSENSUS-BUILDING:

Strive for agreement and alignment.

STRATEGIC VISION ALIGNMENT:

Decisions align with long-term goals.

ADAPTABILITY AND FLEXIBILITY:

Emphasis on adjusting strategies.

RISK-INFORMED DECISION-MAKING:

Consideration of potential risks

SWOT Analysis
• Strengths:
• Robust infrastructure, Diverse Portfolio, Skilled Workforce.
• Weaknesses:
• Supply Chain Complexities, Economic Sensitivity, Need for
Innovation.
• Opportunities:
• Sustainable Furniture, E-commerce Expansion, International
Markets.
• Threats:
• Intense Competition, Raw Material Price Volatility, Regulatory
Changes.
 PESTLE Analysis
POLITICAL:
Compliance with policies and regulations.
ECONOMIC:
Adaptation to economic shifts.
SOCIAL:
Understanding consumer preferences.
TECHNOLOGICAL:
Embracing tech advancements.
LEGAL:
Adherence to laws and standards.
ENVIRONMENTAL:
Focus on sustainability.
Competitors and Advantages

COMPETITORS:
• Habitt,
• Master MoltyFoam,
• Vital Foam,
• ChenOne.
ADVANTAGES:
• Innovation,
• Quality,
• Customer-Centric Approach
Issues and Mitigation
ISSUES:
• Supply Chain Disruptions,
• Market Competition,
• Consumer Behavior Shifts.
MITIGATION:
• Diversification,
• Market Research,
• Innovation.
Challenges and
Mitigation

CHALLENGES:
• Design Trends,
• Global Supply Chain,
• Cost Competitiveness.
MITIGATION:
• Innovation,
• Supply Chain Management,
• Cost Optimization.
 Organizational Culture
• Innovation & Creativity: Encourages out-of-the-box thinking.
• Quality Excellence: Prioritises high-quality production.
• Employee Empowerment: Values autonomy and skill development.
• Collaboration & Teamwork: Promotes cross-functional
collaboration.
• Ethical Practices: Emphasizes integrity and transparency.
• Diversity & Inclusion: Values a diverse workplace..
• Adaptability & Agility: Embraces industry adaptability.
• Celebration of Success: Recognizes and rewards achievements.
Global Presence
MARKET PENETRATION:
• Strategic entry into international markets.
DIVERSE PRODUCT
• Adaptation
• Tailoring designs to diverse cultural preferences.
RETAIL PARTNERSHIPS:
• Collaborating with international retailers for
extended reach.
 PERT Chart

Determine
Identify Tasks Task
Dependencies

Estimate Identify
Task Critical Path
Durations
 Managing Workforce Diversity

Generating Fresh Ideas Improving firm growth

• Diversity is a mixture of components
with similarities and differences.
• Components include races, ages, Benefits of
Diversity
genders, educational levels, religions, Management
geographical origins, and work styles.
Hiring valuable human
Enhancing firm image
resources
EFFECTIVE DIVERSITY MANAGEMENT
STRATEGIES:
1. Incorporate Diversity Skills in Job
Requirements
2. Proactive Recruitment for Diversity
3. Holistic Evaluation in Interviews
4. Panel Interview Format with Diverse
Representation
5. Consult to Eliminate Bias
CHALLENGES:
1. Resistance to Change
2. Communication Barriers
3. Lack of Representation
4. Stereotyping and Bias
5. Cultural Differences
6. Retention Challenges
Resource Allocation
 Functional
Specialization

Project-Based Task
Division Specialization

Division
Time-Based
Division of Skill-Based
Division
Labor

Customer-
Based Geographical
Division Division

Product-
Based
Division
 Corporate Social Responsibility
(CSR)

Interwood demonstrates a strong sense

of social responsibility through its
active involvement in CSR activities.
 Ethical Considerations
“Our commitment to ethics and transparency is
evident in the longevity of our relationships with our
stakeholders. We have nurtured a community where
customers come back not just for our products but for
the reliability and integrity that Interwood stands for.
As we navigate the complex waters of global
business, the importance of ethics and transparency
cannot be overstated. These values have steered
Interwood through decades of industry change and
allowed us to emerge as leaders. In a world that is
watching closer than ever, we remain steadfast in our
commitment to these principles, ensuring that we
continue to build a legacy as durable and beautiful as
the furniture that we craft.”
-CEO of Interwood, Mr. Omar Farooq
 • Encouraging a Culture of Creativity
• Cross-Functional Collaboration
Stimulating • Investing in Research and Development
Innovation • Rewarding Innovation
• Entrepreneurial Initiatives
 Leadership
Support

Innovation Risk
Teams Management

Managerial
Roles in
Innovation

Communication Resource
and Feedback Allocation
 EMPLOYEE ON BOARDING:
•Providing orientation programs to familiarize new employees with the
organization's policies, culture, and expectations.
SKILLS DEVELOPMENT:
•Offering training programs to enhance employees' skills and
competencies relevant to their roles.
TRAINING & LEADERSHIP DEVELOPMENT:
DEVELOPMENT •Developing programs to groom and train employees for leadership roles
within the organization.
CONTINUOUS LEARNING:
•Encouraging a culture of continuous learning through workshops, online
courses, and other learning opportunities.
SUCCESSION PLANNING:
•Identifyingand preparing employees for key roles in the organization to
ensure a smooth transition in leadership.
 Work Hours Leave
and Overtime Policies
Compensation Performance
and Benefits Management

Harassment Training and

and Bullying Development

Equal Employment
Opportunity (EEO) Health and
and Anti- Safety
Discrimination

HR Confidentiality
Code of
and Data
Conduct Policies Privacy
 ➢ Environmental Scanning for Interwood
➢ Internal Analysis for Interwood
STRATEGIC ➢ Strategy Formulation for Interwood
MANAGEMENT ➢ Strategy Implementation for Interwood
PROCESS ➢ Strategic Evaluation for Interwood
➢ Control and Adjustment for Interwood
 ICT STRUCTURE
Information and communication
technology infrastructure
 USPs of Interwood

• Customization

• Quality Craftsmanship

• Innovative Designs

• Customer Service etc

Performance Management System: Employee Engagement Strategies:

✓ Description of the performance ✓ Design Competitions or Workshops

management system ✓ Product Showcases
✓Appraisal methods adopted ✓ Client Interaction Opportunities
✓ Cross-Departmental Collaboration
FINANCIAL PLANNING PROCESSES: CONTROL MECHANISMS:
Budgeting Financial Reporting
Forecasting Internal Audit
Cash Flow Management
Risk Management

FINANCIAL PLANNING & CONTROLS

Value Chain Analysis
➢ Operations

➢ Outbound Logistics

➢ Marketing and Sales

➢ Service etc
Recommendations:

➢ Expanded Showroom Experience

➢ Digital Transformation
➢ Materials Innovation
➢ Upskilling Workforce
➢ Strategic Partnerships
 Managerial Interview
HR Manager of Interwood Pakistan
Mr. Rehan Sheikh
 IKEA VS INTERWOOD

Interwood Pakistan:

➢ Scope and Market Presence

➢ Product Range

➢ Distribution Network
Ikea:

➢ Global Presence

➢ Product Range and Global

Standardization

➢ Iconic Retail Pictures

➢ Emphasis on Cost Leadership

KEY DIFFERENCES :

1. Market Focus:

Interwood primarily caters to the Pakistani market, providing localized

products. In contrast, Ikea operates globally, adapting products for various
markets while maintaining a standardized
core range.

2. Scale and Global Recognition:

Interwood is recognized locally in Pakistan while Ikea is internationally

renowned, with a global brand presence and recognition.
3. Retail Model:
Interwood employs a variety of retail models, including showrooms and outlets.
On the other hand, Ikea is known for its large-format, self-service stores.

4. Supply Chain Strategy:

Interwood relies more on local suppliers and manufacturing while Ikea utilizes a
global supply chain for cost-effectiveness and efficiency.

5. Product Assembly:
Interwood typically provides fully assembled or minimally assembled products
while Ikea is known for self-assembly furniture, contributing to cost savings and
customer involvement in the assembly process.
 Interwood Mobel, originating as a small wood workshop in 1974,
has swiftly become a leading furniture brand in Pakistan. With a
diverse range including home and office furniture, it serves both
local and international markets. Its extensive presence spans
Conclusion multiple cities in Pakistan and caters to various sectors globally.
Notably, the company's commitment to customer satisfaction is
reflected in its dedicated after-sales support, fostering strong
customer loyalty.
Thank You for Listening.