HRM PROJECT ON ENGRO FOODS.

PRESENTED BY;
MUHAMMAD AMIR ALI (L1S20BSAF0008).
MUHAMMAD AFTAB AHMED
(L1S20BSAF0002).
MUHAMMAD SAAD ULLAH
(L1S20BSAF0012).

PRESENTED TO; MISS SHAFAQ AFTAB.

Engro Corporation is a Pakistani public multinational corporation based in

Karachi with subsidiaries involved in production of fertilizers, foods, chemicals,
energy and petrochemicals. Engro company was established in 2003, after
which in 2005 Engro decided to diversify their business more by venturing into
the food business by establishing Engro Foods Limited. Engro also ventured
into the power generation business by setting up Engro Energy Limited in 2006,
which later on was renamed as "Engro Power gen Limited" in 2008. It was
established with the basic aim to play Engro's part to tackle the energy crisis in
the country. In year 2007, Engro Asahi polymer divested its share in joint
venture with Mitsubishi and the company renamed as Engro Polymer and
Chemicals Limited. In 2010, keeping in view the immense diversification of
Engro Chemical Pakistan Limited, it was decided to rename the company as
Engro Corporation as the holding company.
Engro food is now becoming the biggest and fastest growing company in
Pakistan. From the beginning till date Engro Foods Limited 100% owned
supplementary company of Engro Corporation. Engro Foods Limited operations
began in the year of 2006 and within 5 years company started to climb the
ladder of growth rapidly. It has manage to be the market leaders in Ultra High
Temperature (UHT) Industry at the end of 2010 and has launched multiple new
products including Ice Cream, Flavoured Milk, Fruit Juices and Milk Powders,
that show great potential for future. In order to back these products and to
achieve high quality standards Engro Foods Limited made backward integration
strategy in which they heavily invested in milk processing and collection
infrastructure. The Company has innovated by venturing out of the dairy sector
and stepping in the Beverage Industry by launching ice cream industry by
launching Omore.

Mission Statement
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 and other Agricultural
sectors. In pursuing the mission we shall at all time be guided in our conduct
and decision making by our Core Values.
Vision Statement
“To be the premier Pakistani enterprise with a global reach, passionately
pursuing value creation for all stake holders.

Departments
Administration
Efficient management of all administrative affairs of Engro Foods (Pvt.)
Limited is the job of the Administration department. From legal matters to
general day-to-day operations of the office, the Administration department
ensures that all affairs run smoothly.
Finance and accounts
The Finance and Accounting departments at Engro Foods are responsible for
the total financial management of the different businesses of the company. From
the usual accounting statements and sheets to risk and portfolio management,
the team ensures that every rupee coming into and out of the Companies’
pockets is properly documented and audited.
Human resource
The Human Resource department at Engro Foods (Pvt.) Limited spearheads the
recruitment process to ensure that the finest human resource is taken on board at
Engro Foods. Resumes of candidates are carefully filed and documented for
current or future reference. The department, besides carrying out succession
planning, maintains and implements HR policies pertaining to employment,
retention and superannuation. Assessing training needs of employees and
ensuring adequate training is also carried out by the professional HR team at
Engro Foods.
Marketing
Consisting of leading marketing professionals of the industry, who are
graduates of top business schools of Pakistan, the Marketing Department
ensures that from product need identification to product development, launch
and post-launch, all strategic decisions are made based on authentic information
and research. Identifying the target markets, effectively communicating to them
and building the image of the brands as well as the Companies, is the job of the
professionals running the marketing at Engro Foods.
Milk procurement
As all of our food products are milk based, the entire Milk Procurement
department plays a critical role in defining the quality of the end product that
reaches our customers. Ensuring regular collection of fresh and pure milk right
from the farmer to the factory and ascertaining the freshness of milk all across
the milk procurement process, is the responsibility of Milk Procurement
department, consisting of food technologists working at the collection centers
and veterinary doctors providing service to the farmers.
MIS
The MIS department at Engro Foods ensures that all automation is running
error-free at all times. Regularly modifying and updating the Company’s
accounting software is also the MIS team’s responsibility.
Production
Modern technology is part and parcel of Production at Engro Foods. The state-
of-the-art plant set up near Sukkhar has a processing capacity of more than
300,000 liters of milk per day, making it one of the largest in the country.
Professionally qualified human resource efficiently works night and day to
maintain highest hygiene standards.
Quality assurance
Quality Assurance is strictly followed in Engro Foods. Qualified food
technologists at this department ensure that highest quality parameters are
adhered to through all steps of production and that the products reach the
consumers as per promise.
Supply and distribution
This department ensures timely and effective distribution of the products to
different shops and stores spread all across Pakistan. From transportation
management to obtaining route permits and approvals, is done by this
department.
Culture at engro
The people of Engro are a special part of Engro Corporation. Engro culture is
strenuous and projectile and with the emphasis of their core values and honesty
to the employees. • The culture of Engro foods contains leadership, diversity
and excellence.
Operating in diverse industries and spread over geographical landscapes, the
engro employees are knit into one big family, united by the same core values,
drive for success and passion for Pakistan.

Every day at Engro is an opportunity to grow personally and professionally.

Every day is about becoming a better person surrounded by colleagues
challenging you to become the best version of yourself. Every day we are driven
by a goal to change the game, to focus on a problem that matters and to make a
difference today, for a better tomorrow.
We discover new markets, set high benchmarks and are constantly redefining
business horizons. We are resilient, agile and believe in pushing our limits to go
above and beyond the call of duty.
At Engro, we support our leadership culture through unique systems and
policies which ensure open communication, foster an environment of employee
and partner privacy, and guarantee the well-being and safety of our employees.
Our core values form the basis of everything we do at Engro; from formal
decision-making to how we conduct our business to spot awards and
recognition. At Engro, we never forget what we stand for.

Internal control framework

The company maintains an established control framework comprising clear
structures, authority limits and accountabilities, well understood policies and
procedures. All policies and control procedures are documented in manuals.
Internal Control Framework Directors Board comprises of four independent
Directors, 5 non- executive Directors of whom three are executives in other
Engro companies, who have the collective responsibility for ensuring that the
affairs of Engro Foods are managed competently and with integrity.
Governance Principles. Framework The company maintains an established
control framework comprising clear structures, authority limits and
accountabilities, well understood policies and procedures and budgeting for
review processes. All policies and control procedures are documented in
manuals.
Internal Control Framework Audit Engro has an Internal Audit function. The
Board Audit Committee annually reviews the appropriateness of resources and
authority of this function. The Internal Audit function carries out reviews on the
financial, operational and compliance controls and reports to the Audit
Committee. Review the Board meets quarterly to consider Engro's financial
performance, financial and operating budgets and forecasts, business growth
and development plans, capital expenditure proposals and other key
performance indicators.
HR role in engro foods
 There are two different roles within the HR department of Engro Foods
Company: the organizational ones and the operational ones. The organizational
roles of HR department of Engro Foods Company includes:, HR support to
business and HR design & delivery and Legal obligations including employee
relations and well-being programs. The operational roles of HR department of
Engro Foods Company includes: People management, including company
manager and Personnel management, including industrial relations managers.
(HR local specialists) who maintain relationships with other dairy's HR
specialist in order to remain competitive in this global world and to sustain
long-term growth for the company.
HR PRACTICES
The company maintains an established control framework comprising clear
structures, authority limits and accountabilities, well understood policies and
procedures. All policies and control procedures are documented in manuals.
Recruitment and selection
The HR Committee comprises of three members, including the chairman, from
the non-executive Directors of the Board. The HR Committee has been
delegated the role of assisting the Board of Directors in ensuring that the
Company is able to attract and retain a professional, motivated and competent
workforce. The Committee evaluates and recommends salary structures,
variable-pay, key-position recruitments & succession plans to the BOD for their
review and approval.
Responsible for ensuring that the Company adds only top-class talent to its
existing talent pool in order to sustain the already-high standards of
professionalism and competence in the Company. – The committee consists of
managers with diversified experience in order to ensure recruitment of well-
rounded individuals
• Recruits include:
 GRADUATES
 MASTERS & MBAs
 UNDERGRADUATES
– Engro regularly recruits graduates through career fairs
and graduate recruitment programs
– The Graduate Trainee Program at EFL (Karachi)
 PROJECT TRAINEES & INTERNEES
– Engro offers internship & short project opportunities to
students
• Their selection process has several stages:
– Application form and resume
– Cognitive ability tests
– Telephone interviews
– In-person interviews/site visits
• ONLINE SOURCES OF RECRUITMENT
– ROZEE.PK (LEAST COST MAXIMUM BENEFIT RECRUITMENT
STRATEGY)
ROZEE.PK IS PAKISTAN'S MOST POWERFUL
RECRUITING PLATFORM USED BY OVER 850,000
PROFESSIONALS AND 18,000 EMPLOYERS.

Training and development

• The training and development unit of Engro Foods
is located in Karachi
• Employees are provided with both technical and
personal training to enhance their working
capabilities
• WOMEN NETWORK: WEAVE
– Functions on the belief that networking,
coaching and mentoring provides
opportunities for people to grow personally and
professionally throughout their careers
– Engro is known to be an equal opportunity
employer. As part of its diversity initiatives,
“WEAVE” was formed to facilitate informal
networks and relationships among women
employees of Engro.
 Engro Foods’ Training Policy
There are three main policies for the training of the employees;
In house
External
Training need assessment
EFL most of the times use the external training for its current employees. The
current employees of the company are sent to the different seminars and
organizations for the training purposes.
Types of Training in EFL
There are two main types of training in EFL:
Technical Training
It is given to the persons who work in the labor force or doing any type of
technical work. Due to change in the technology or any type of change in
machinery, technical training is required to those persons.
Soft Skill Training
It is given to those persons who are working in the office. It is also called the
development of the persons. It is given to the middle level managers in the
organization.
Training
To get the outbreak team building experience, we send our employees abroad.
Engro foods bear many expenses for the training of the employees.

Compensation and benefits

Engro Foods Limited provides its employees extremely good medical coverage
where OPD is 100% free. Furthermore, EFL also provides 50% expenses of
hospitalization. Engro foods limited is also one of the few firms in Pakistan
which provide Dental benefits as well. Usually, firms avoid providing dental
plans because they are very expensive. Engro is not only limited to insurance
plans only but if an employee or any of his/her family member is having a
severe health issue which he/she cannot afford Engro goes an extra mile to help
him/her. One of the greatest policies Engro Foods Limited has is to take care of
the family of any employee if he dies on job. When an individual dies being a
member of Engro Foods after his death for the next 4 years his family receives
full salary with a 10% increment on it.
The compensation in EFL has two parts;
Salary
Incentives
Salary
Salary in the EFL has the following components,
Basic pay
Home rent allowance (45% of the basic pay)
Utilities allowance (10% of the basic pay)
Conveyance allowance (10% of the basic pay)
Supplementary pay (23% of the basic pay)
The supplementary pay is the special pay given by the EFL to its employees.
Incentives/ Allowances
EFL gives incentives to the employees of the field. Mean the field based
employees are given the incentives on the basis of there performance in the
related sector. Greater is the performance greater will be the incentives.
Then the second thing is the allowances which are given to the office based
employees. Normally the allowances are fixed. From grade 11 to 19 it is Rs.
3000 and for 20 and up it is Rs. 8000.
The benefits which are given to the employees by EFL are as follows;
Provident fund (10% of the gross basic pay)
Gratuity fund (10% of the gross basic pay)
VPP (variable pay plan) (10% of the gross basic pay) it is paid on the yearly
basis.
Compensation cars
Field car + bike
OPD cover (medical)
Hospitalization cover (50% by employee + 50% by the company)
Life insurance (50% premium by employee + 50% premium by the company)
Death benefits (12 basic salaries)
House rent advance (4 gross salaries)
Out breaks
In developing an international system of compensation and benefits, EFL has
two primary concerns.
The first is comparability. A good compensation system assigns salaries to
employees that are internally comparable and competitive within the
marketplace. For example, the salary of a senior manager is usually higher than
that of a supervisor, and each position should receive an amount within the local
market range. The EFL must also consider the salaries of people who may
transfer from other locations.
The second major concern is cost. Organizations strive to minimize all
expenses, and payroll is one of the largest.
Remuneration and benefits in EFL are closely tied to local labor market
conditions, even when an organization takes an ethnocentric or geocentric
approach. The availability of qualified local people to fill positions, prevailing
wage rates, the use of expatriates, and local laws interact to influence the level
of remuneration and benefits. For example, if there are few applicants available
for positions, the remuneration for those positions generally increases. To
reduce expenses, the human resources manager might then consider bringing in
an expatriate.

Reward system
Remuneration of employees has a key role in acquiring new employees and is
important for employees as well as for the employers. Pay is the basic resource
of living of the employees, while benefits cover better health care, the
possibility of spending holidays in the company’s holiday facilities at a
favourable price and also other advantages. The decisions the employers make
concerning remuneration are a factor that has an impact on the expenses of their
company as well as on the ability of selling the products at a competitive price
in the market. The decisions about remuneration may also enhance the ability of
the employer to compete for employees on the labour market. The rewards he
warrants make the standing personnel either want to keep their jobs or quit.

Pay policies and programs are considered as the most important way of
motivating the employees. Advantage of giving high pay is that it attracts and
retains the top talent available in the market which can be transformed into the
most effective and productive work force.
Career development
Engro Fertilizers gives you the opportunity to work in energetic small settings
while still tapping big opportunities. We combine the agility of small business
environments with the growth potential of a large conglomerate. Here, you own
more than the work on your desk – you are part of a culture that draws on your
expertise and empowers you to decide.
Performance appraisal
 In companies, the performance evaluation is most frequently carried out for
administration or development intentions (Cleveland and others, 1989). For
administration purposes, performance evaluation is called for when the
decisions on work conditions of employees, promotions, rewards and/or layoffs
are in question. Development intention of performance evaluation is oriented to
the improvement of the work performance of employees, as well as to the
enhancement of their abilities on the ground of the adequate training program
and advising employees regarding behavior in the work environment.

Recruitment
Recruitment and selection are the processes through which an organization
takes in new members. Recruitment involves attracting a pool of qualified
applicants for the positions available. Selection requires choosing from this pool
the candidate whose qualifications most closely match the job requirements.
In companies like Engro that function in a global environment we have to
distinguish different types of employees. Traditionally, they are classified as
one of the three types:
Parent country national
The employee’s nationality is the same as the organizations. For example, an
American citizen working for an American company in Pakistan.
Host country national
The employee’s nationality is the same as the location of the subsidiary. For
example, a Macedonian citizen working for a Slovenian company in
Macedonia.
Third country national
The employee’s nationality is neither that of the organization nor that of the
location of the subsidiary. For example, an Albanian citizen working for a
Slovenian company in Macedonia.
Recruitment Policy of EFL
There are five recruitment channels of EFL.
Internal movement
Online-portal
News paper ad
Write ins & walk ins
Customize hunting

Internal movement
HR departments become involved when internal job openings are publicized to
employees through job positioning programs, which informs employees about
opening and required qualifications and invite qualify employees to apply. The
notices usually are posted on company bulletin boards or are placed in the
company newspaper. Qualification and other facts typically are drawn from the
job analysis information.
The purpose of job posting is to encourage employees to seek promotion and
transfers to help the HR department fill internal opening and meet employee’s
personal objectives. Not all jobs openings are posted. Besides entry level
positions, senior management and top stuff positions may be filled by merit or
with external recruiting. Job posting is most common for lower level clerical,
technical and supervisory positions.
Online-portal
Now today no body thinks anything without internet. So EFL give advertise on
internet. EFL most of the times use the online-portal for the recruitment of the
employees.
News Paper Ads
EFL also place their ads in news papers for the recruitment of the employees.
Walk-ins and Write-ins
Walk-ins are some seekers who arrived at the HR department of EFL in search
of a job; Write-ins are those who send a written enquire. Both groups normally
are ask to complete and application blank to determine their interest and
abilities. Usable application is kept in an active file until a suitable opening
occurs or until an application is too old to be considered valid, usually six
months.
Selection Procedure in EFL
The selection procedure in EFL consists of 7 steps;
Test (aptitude)
Interview (3 to 7)
Medical evaluation
Reference & background check
Offer
Placement
The selection in the EFL is done on the basis of above 7 steps. First of all an
aptitude test is conducted and the successful candidates are called for the
interview and most of the times 3 to 7 interviews are conducted. The successful
candidates in the interview are called for the medical evaluation, that they do
not have any serious medical problem. After it any reference of the employee is
checked, and the background of the employee is checked, they he or she doesn’t
have any criminal background or have any problem in the background. If
everything is clear then he or she is offered for the job and if the offer is
accepted the person is called for the job.
Recruitment and Selection
Resume Short Listed
Interview Selection
1st Interview
2nd Interview
Medical Test
Final Interview
Offers
Select

Career development
Engro assess our candidates for listed criteria through a three-tiered process –
Application, Test, Interviews. These recruitment procedures are designed to
maintain complete integrity and fairness in need evaluation and remuneration
offers. Engro prides itself for being a priority spot for industry’s most ambitious
and capable professionals.
Engro is constantly on the look for fresh blood. You can refer to your university
recruitment program or meet us while we visit your campus. We are also regular
attendees for various job and career fares. We routinely recruit human resource
via our Outreach channels as well as via newspaper advertisements and partner
job websites.
Engro offers exciting internship and short project opportunities to students who
are willing to prove themselves in an executive business environment. We look
for people with the drive and ability to execute tasks with maturity and
responsibility. These programs offer invaluable opportunities to consolidate
academic learning and further students’ professional development.
Engro provides a highly enabling environment to fresh professionals and brings
them to the forefront of career development opportunities. We celebrate the
endless energy, ambition and dedication of fresh professionals and see in them a
reflection of our own core values. If you have completed your
undergraduate/bachelors study, Engro can provide you the right mix of
experience, opportunities and working environment that remains unmatched in
industry.
Engro continually strives to stay at the frontiers of business development. We
are a dynamic company attuned to the needs of bringing best value to our
shareholders and customers. In our constant lookout for new business
opportunities, we highly appraise critical knowledge, expertise and experience.
That gives us the right environment, business strategy and outlook to match
your credentials.
Performance evaluation
In Engro Foods Ltd the performance evaluation is done on the basis of
performance appraisal development process. In EFL it has two parts;
In the first part at the start of the year the employee himself define the
objectives for the whole year and then lock these objectives to his or her
supervisor and then start doing work on that.
In the second part at the end of the year the employee firstly define the
objectives for the next year and secondly performance evaluation is done by
him self before it present in front of the supervisor. That person evaluate that
whither he has achieved his goal or not and then held a detail meeting with the
supervisor. They made a discussion on that objective and try to meet each other
points if the person is not satisfied or the supervisor is not satisfied then that
person goes to the top level management.

Performance evaluation is challenging for any organization. At the international

level, the complexity is greater because the organization must evaluate
employees from different areas working in different subsidiaries. The need for
consistency across subsidiaries for performance comparisons conflicts with the
need to consider the cultural background of employees to make the evaluation
meaningful. Consequently, the delivery of a balanced performance review,
including both strengths and weaknesses, requires tact and delicacy.
Punishment ways
Engro foods have very strict policies against the fraudulent behavior
Employee have to follow the rule and regulations.
Warning
Discipline that puts a tiered system of discipline in place in an organization is
often referred to as progressive discipline. This type of discipline relies on a
warning to the employee and then a chance for the employee to correct the issue
before further disciplinary action is taken. Disciplinary meetings should attempt
to provide the employee with ways to solve the problems and give them clear
directives on future expectations and the consequences if those expectations
aren't met. This can work well for common workplace difficulties such as
excessive tardiness or absence and poor job performance. Of course, serious
violations such as theft and violence should be handled in accordance with
company policy, typically resulting in termination of the employee.
Future difficulties
In cases where the employee fails to improve after the initial warning,
subsequent action may be necessary. When this occurs, management should
provide formal documentation to the employee explaining the problem,
providing notes about previous requests to correct the behavior and laying out
the appropriate course of action in relation to discipline and punishment.
Possible options for further discipline include suspension, termination and
possible alternative discipline programs, such as an anger management class or
substance abuse program.
Engro for the post lockdown period.
At engro practice social distancing, especially from people who are not well
wash hands regularly, and avoid touching our eyes, nose, and mouths with
unwashed hands …ensure we cough or sneeze in tissues or in our elbows; not in
our hands, in the air, on surfaces, or near others …try to keep our places as
clean as possible. If we display symptoms of COVID-19 (e.g. fever, cough,
body aches, shortness of breath) …try our best to remain positive, kind,
compassionate, and resilient in this difficult time
• Make sure your workplace is safe and sanitized
• Classifying your employees with respiratory ailments or other diseases
• Arranging safe transportation means for your employees
• Implementing measures for ensuring psychological safety
• Minimizing all business-related travels across the organization

THE END.

THANK YOU.