Ici Report
Ici Report
Ici Report
VISION:
Tomorrows Answers Today Often people achieve only incremental progress, because their view of tomorrow is determined by what they see today. We believe the future belongs to those smart enough to challenge it. We believe that real progress belongs to those who not only think with courage, but also have the courage to deliver on the thought. Tomorrows answers, delivered today. What drives us is knowing that what is good for our customers today is not necessarily good enough for them tomorrow. What excites us is asking the unasked question. What inspires us is seeing the opportunity others cannot. What unites us is the intelligence to deliver where others have not. This benefits our customers because we sustain their future competitiveness and meet the consumers unspoken needs. This ambition defines us. This is the way we work. This is why we come to work.
MISSION:
To be the partner of first choice for customers and suppliers, ensuring sustained leadership positions in the markets where we compete, delivering long-term business value through a high performance culture, innovation, ethics and responsible care.
With five diverse businesses they have been a household name for years. They are leading players in their respective industries, and now they are ready to become even more dynamic with vast opportunities for growth and innovation from AkzoNobel. They were formally acquired by AkzoNobel on January 2, 2008, and since they have functioned as an independent business unit within AkzoNobel.
CODE OF CONDUCT:
Business principles
Each employee should implement our core values, comply with and observe applicable laws, support fundamental human rights and give due regard to health, safety and environment.
Business integrity
Bribery and any other form of unethical business practices are prohibited. We promote free enterprise and require strict compliance with competition laws. As responsible corporate citizens, we encourage participation in community activities and take all measures for the safety and health of our employees as well as for the protection of the environment. Employees are expected to maintain confidentiality and to act in the Companys interests at all times
adopt the spirit of open communication provide equal opportunities and a healthy, safe and secure environment ensure the rights of employees to join unions/associations protect personal data of employees engage in an active performance and development dialog.
Employee responsibilities The Code provides employees guidance on their responsibilities with regard to:
Media relations and disclosures Inside information Corporate identity, Protecting our intellectual property Internet use Business travel policy Prohibition on substance abuse. punishment
It is clear to us that developing their people is the way to grow their business for the long term, making it more sustainable and more competitive. They aim to develop people who are guardians of their culture, champions of our legacy and drivers of their growth ambition. They develop and train our people enabling them to excel and then of course, they take care of their people. They harness their energies, cultivate their talent, manage their wellbeing and, very importantly, ensure they have a work environment conducive for development and growth. In short, they simply have a Passion for People, a passion that motivates us to bring out the best in our people, creating stronger grounds for sustainable growth. Zainab Khan HR manager of ICI Pakistan limited given her valuable time and answers our questions. 1) We want to have your view point on how you differentiate between a successful manager (defined in terms of speed of promotion) & an effective manager (defined in terms of quality and quantity of their performance and the satisfaction and the commitment of their employees)?
2) How do you measure job satisfaction in your organization? Problem: One of th key problems related to employees in our organization is how to measure job satisfaction in the organization. It is very difficult to distinguish among employees which of them are satisfied and which of them are not Solution: The Company aims to build a meaningful and productive relationship with its employees and unions in order to resolve issues and seek ways to bring about improvements in the terms and conditions of employment. We started on-line electronic surveys to measure job satisfaction and process improvements in 2006. Job satisfaction is also measured through manpower productivity as measured by sale per employee. 3) In the process of recruitment/selection, what is the importance of bio-graphical characteristics? (age, gender etc.)
4) For employee training, which learning theory is most applied in your organization? Problem: Training employees to increase productivity needed to be impeccable in ICI. Solution: In ICI, not only one theory is used to train employees. Conditioning, operant and social leaning theories used at different level but prefer operant condition theory. They believe that employee can be more motivated and productive if they get reward after completing the task. For getting desired behavior ICI gives their
5) what are the different tools, you use to shape up employee behavior in your organization? (Reinforcement, etc.) Problem: It was very important to track performances of employees and shaping behavior of employees in the organization. We also managed to implement motivation factor to employee so as to focus precisely more on reinforcement. Solution: Managerial Tools for shaping employees behavior Success Factor is very much important in their organization which simplify as the appraisal of any employee in the form of feedback or rating forms that are filled annually. Mid-year reviews are also made that are for the analysis of employees performances and are followed by discussions. Success Factors (appraisal system)
Performance =
Result
Behavior
Continuous
Intermittent
Interval
Ratio
Fixed Variable
Variable
Fixed
As we talk about ICI, reinforcement is done continuously. They do not reinforce employees periodically and every employee, if does anything wrong has to face the consequences every time. There is no excuse in any case. They have been penalized for if they didnt work.
adopt the spirit of open communication provide equal opportunities and a healthy, safe and secure environment ensure the rights of employees to join unions/associations protect personal data of employees engage in an active performance and development dialog.
Problem: I, being a HR Manager, was very keen in seeing employees as what we say in our Code of Conduct to keep the organization on track. Solution; In ICI have a code of conduct designed to perform every activity. This helps the employees to keep themselves matched with the organization standards. They call this set of values the ICI Way, and this Code of Conduct is designed to ensure that
11) The Two-factor theory (Herzberg's motivation-hygiene theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. How two factor theory is applied in your organization? Problem: Tdissatisfaction. Now, here at ICI we have set this theory in a way that every employee is addressed. Solution: Two-Factor Theory Motivation-Hygiene factors
Motivation Factors: Intrinsic factors are advancement, recognition, responsibility and achievement related to job satisfaction, Hygiene Factors: Extrinsic factors are associated with dissatisfaction such as supervision, pay, company policy and working condition
12) Performance management (PM) includes activities that ensure that goals are consistently being met in an effective and efficient manner focusing on the performance of an organization. What do you use for employee performance management? (Goal-setting, Management by objectives (MBO) etc.)
Problem: Goals are designed to as to meet them in an effective manner and performance is managed to achieve high and efficient performance. Solution: Since the company operates as a High Performance Organization, HR team works very closely with the businesses to design efficient people solutions that will effectively deliver business goals. It is very important to praise employees for their work and give them incentives. Some criterias are defined and developed and employees falling in those criterias are compensated accordingly.
Problem: To motivate employees, certain techniques should be implemented in our organization Solution: In ICI all of employee database is kept on companys employee database system. So all recruitment, hiring, firing, incentives, wages, surveys and other evaluation database is kept on companys online database. Employees performance evaluations can give idea about employee motivation so motivation techniques are applied when needed. Employees are then given incentives accordingly so that they can be kept motivated and loyal to the company.
14) What is the application of job characteristic model in your organization? Skill variety: In ICI task are designed in such a way in which employees use multiple skills at a time. It is done through Job rotation. In this way employees find their work is interesting and job involvement and commitment increase that result high job satisfaction. Task identity: High and low task identity both types of jobs are there. The task whose significance is more are get high score on task identity like a head of department job and their subordinate job. Task significance: In every organization there are two types of jobs. First that score high on task significance and second that score low on task significance. Like head of department job in ICI scores high on task significance as he is the leader of all
15) Quality circles is a work group of employees (8-10 peoples) who meet regularly (typically once a week) to discuss their quality problems, investigate causes, recommend solutions and take corrective actions. How this circle is applied in your organization. ICI Pakistan encourages its employees to report their concerns and problems through the local management grievance handling procedure. If these issues are not dealt with, the employees can report such problems through Speak Up, ICI Groups Whistle-Blowing program. This provides an anonymous, confidential and free telephone service for all ICI employees, helping to achieve an open, honest and ethical work environment.