my assignment u can download friend if u want

1. Engro Foods Corporation limited Pakistan
Engro stands for “energy for growth. From inception, Engro is a legacy of
continuous growth, new challenges and fulfilled promises. From fertilizers to dairy
products, business solutions to PVC resin, power generation to commodity trade,
at Engro their ambition is to become the premier Pakistani enterprise with a
global reach.
Engro Corporation is one of the leading Pakistani business conglomerates
with stakes in the fertilizer, food, power generation, petrochemicals, automation
and terminal storage industries. Having had undergone an employee led buyout in
1992 it has expanded phenomenal in the past two decades. As a holding company
its subsidiaries include:
Engro Fertilizers Limited
Engro Foods Limited
Avanceon Limited
EngroPowerGen Limited
Engro Polymers and Chemicals Limited
EngroVopak Limited

2. Departments
Administration
Finance &
Account
Marketing
Milk
Procurement
Manager Plant Manager procurement
Manager Q.C Manager Purchase
Quality Assurance
Officer
Logistics Officer
Human
Resource
Quality
Assurance
Supply
Chain
ENGRO’S Departmental CHART:

3. Human Resources Management of Engro Foods
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.
The company believes that the best way to become integrated into their organization is to start
contributing to it and to become accepted as part of its working community. For this reason the
company concentrates on:
Placing an employee in an initial job which starts to use strengths and matches stated interests.
Providing an orientation program which helps understand the Company and its Environment.
Introducing an employee early in the career to the people development system and giving him/
her feedback on own performance from the first year.
In cases where traineeships are provided, these are designed to bring employee up to the
standard of skill and knowledge required in the shortest practicable time.
The principle of early job responsibility is followed wherever the company can.
THE RECRUTMENT PROCESS
The recruitment process is taken very seriously. It is vital that Engro select people with qualities
essential for its continued success. Its human resource team is comprised of experience
recruitment professional with diverse backgrounds.
During the recruitment process objective view is taken and best practices are followed. Engro’s
recruitment methodology is based on examining capabilities or competencies. These
capabilities are sets of behavior skills and knowledge that can be determinants of job success
and focus on the role requirements. Thereby insuring consistency and accuracy in assessments
and increasing the reliability of the selection process.
The recruitment is different for two different categories of people. First is the Management
Profession and Technician and the second is Non-Management Profession and Technician.
There are seven different division of Engro. All have separate HR departments which evaluate
the candidates for respective positions in their division

4. IDENTIFICATION OF NEED:
The first step is to check whether there is a requirement for new selection. If there is a new
position to be developed then COED checks for that. If an already existing position has become
vacant due to any reason, then the department notifies the Human Resource Department to
place advertisement in the newspapers.
ADVERTISEMENT:
After the identification of need, the Human Resource department places the advertisement in
the newspaper to call for resumes. The advertisement specifies the job description and the job
specification.
JOB DESCRIPTION:
These are the listing of duties as well as desirable qualifications for a particular job e.g. the
advertisement also specifies number of years’ worth of experience to apply for the job.
JOB SPECIFICATIONS:
These are the characteristics and the abilities required from a person to work in that position
such as leadership and teamwork qualities or command over English.
APPLICATION FORM SUBMISSION OF RESUME:
Application forms enable the candidates to present a complete picture of their talents, interests
and ambitions. It is the first stage of evaluation and the basic criteria for initial selection. The
candidates must present a resume which makes the person stand out.
EVALUATION OF RESUME:
After the resumes of hopeful candidates have been received, the HR department checks all the
resumes of the people who have applied. In its evaluation the HR department checks the
experience and the qualities of the individual and matches them to the requirement of the job.
SHORT LISTING:
After the evaluation of the resumes the HR shortlists the candidates who have fulfilled the
minimum requirement of the job description and specification.
TEST:
The test is conducted by the HR department. In the test the managers check the IQ level,
English Composition and Logic. The duration of the test is exactly one hour. The test is checked
manually and is done by the HR department.

5. INTERVIEW:
The candidates who have successfully cleared the tests and have scored above than relevant
mark are then called for interview. The interview is conducted by four people, on executive and
three managers. All the four interviewers should preferably be from within the department but
often that is not the case.
The purpose of the interviews is to check the person’s subjective skills which are difficult to
measure such as attitude, communication skills, abilities and personality. During the interview
all four person mark the candidate individually and then put forward a cumulative mark. These
are the marks against which different candidates are differentiated.
RECOMMENDATION TO HUMAN RESOURCE DEPARTMENT:
Following the interview the employee of the particular department goes to the HR and gives
recommendation to the HR manager regarding the interview of the candidate. The HR then
conducts an interview with the candidate where they decide the Grade scale of the candidate,
the different benefits and the pay scale.
MEDICAL:
After the terms of contract is agreed upon, the candidate is asked to have a medical test.
HIRING:
After the medical test, the candidate is referred back to the relevant department with the
contract. If the department agrees upon it, then the candidate is hired.
TRAINING AND DEVELOPMENT MODEL:
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. In year 2005, the Ministry of Industries and Production also established
Olpers (Dairy Pakistan Company) on the lines and the main objectives of the company is to
promote training and skills development of human resources associated with the dairy sector.

6. On-the-Job Development at Olpers:
The Engro foods company believes strongly that people grow and learn most effectively
through experience. Therefore, every opportunity is sought to try to develop an employee
through work related experience. Such development implies an expansion or stretching of
abilities or aptitudes. It has to be based on the knowledge, skills, and aspirations within oneself.
This form of development needs to be understood and actively supported by the employee and
the supervisor. Candid discussion in all employee interactions is encouraged and serves as an
effective communication tool. Relative to other dairy companies, Engro places a lot of emphasis
on development of its technical resources also. This has resulted in Engro being able to
efficiently develop and implement large technological projects successfully.
Training and Education at Olpers:
The Engro Foods Company has a range of training programs, both core management and
technical, which are used on a regular basis to develop skill and knowledge. In addition ENGRO
FOODS COMPANY do need assessment of training programs and leads to inputs into the overall
training plans of the company to help them work towards realizing their full potential and then
after that they do formularize evaluation of those programs and also uses different Training
methods for their employees which are as follows:
Ø Continuous learning.
Ø Cross training
Ø Distance learning
Ø Multimedia training
Ø Near transfer training
Ø On-the-job training (OJT)
Ø Team leader training, etc
Alternatively, individuals may attend externally run programs and there may be cases where
learning by planned job experience is the best answer according to different circumstances
within the company. Employees contribution to assessing own training needs are welcomed as
are the suggestions for suitable programs. To address future manpower needs of the company,
employee career, training and succession planning activities are undertaken on an annual basis.

7. Training and Resource Centre at Olpers:
Training and Resource Centre is the only teachers training facility in Ghotki district. Since its
inception in 1999, more than 2500 teachers of Ghotki district have been trained at the centre. A
team of 4 full time PDTs carryout general and subject specific training sessions.
Sahara Welfare Society:
The reach of vocational training program was increased with co-funding of USAID
and(International Youth Foundation’s) program – (Education and Employment Alliance). Sahara
Welfare Society, a non-profit voluntary organization managed by company employees at
Daharki, runs a primary school, vocational training school and a free clinic.
HR MODEL
Engro Foods Company uses this HR Organizational model which basically describes the
difference between main HR actors in their company to makes sure, on the one hand, that the
company acts in the interests of employees by giving them opportunities to advance their
careers; and on the other hand, that employees bring as much value-added as possible during
their stay in the company. 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: Human Resources management, including 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. Both roles are in fact involved in the HR
process as far as they are responsible for the day-to-day HR management in the Engro Foods
Company.
COMPENSATION AND BENEFITS/ PERFORMANCE APPRAISALS:
The Company's Total Remuneration package is competitively aligned to the best in the industry
and is appropriately balanced between providing cash compensation and benefits, including,
medical and retirement benefits. The annual salary rewards are linked to employee
performance. An Employee Share Option Scheme operated by the Employees Trust offers new
employees the opportunity to acquire ownership in the Company.

8. Highest Salaries:
The salary packages Engro foods offer its employees the highest remuneration package that’s
far above the industry average. And that's a major part of its compensation philosophy – to
always keep employees above their profile's market value. So be you an experienced
professional or a fresher, at Engro foods, you'll get the highest salaries ever.
Gain Sharing:
On top of their highest salaries and outstanding benefits are their performance based bonuses.
And its performance gauge is very different. They don't base employee’s performance on
defined targets - they base it on a certain percentage of the top performers among you. So
every quarter, the top 50% performers qualify for bonuses.
Benefits:
At Engro Foods, they value quality human resource. Their employees lend the creativity and
passion to meet business challenges with bold new ideas. It offers unparalleled employee
benefits, ranging from medical, to financial and recreational. They want to keep their most
important asset - their people - healthy and happy.
Travelling and Subsistence Expenses:
All employees will be reimbursed for any travel and subsistence expenses incurred in the course
of their duties.
Holiday:
Each employee is entitled to a basic 23 days holiday per year. However, for some people this
amount is either too much or not enough. For this reason, all their employees have the
flexibility to trade salary and holiday. Employees can choose between 15 days and 30 days
holiday per year, with the maximum rising to 40 days per year after two years' service.
Car Allowance:
For consulting positions a car allowance is included in the package.
Pension and Life Assurance:
After three months' service, every employee has the option to join the company's group
personal pension scheme, or to take a cash alternative. All employees are covered under Life
Assurance from their first day with Engro foods. The company contributes to the scheme and
reviews its contributions on a periodic basis, to ensure that these remain suitable, attractive
and fair.

9. Permanent Health Insurance:
Engro Foods provides Permanent Health Insurance to all employees from their first day.
Health Scheme:
After six months' service, an employee can elect to join the company's VIP
Private health
To ensure employee participation and commitment to the system, the format draws heavily on
the employees own assessment of his job performance, training and developmental needs,
career aspirations and any other employee related item that needs to be addressed. Candid
discussion in all employee interactions is encouraged and serves as an effective communication
tool. The system also focuses on the employee's training needs and leads to inputs into the
overall training plans of the company to help them work towards realizing their full potential.
Relative to other chemical companies, Engro places a lot of emphasis on development of its
technical resources. This has resulted in Engro being able to efficiently develop and implement
Large technological projects successfully. To address future manpower needs of the company,
employee career and succession planning activities are undertaken on an annual basis. Engro
values people with passion, creativity, leadership, strong communication skills and the drive to
deliver and compensates them according to their relative performances. Engro Foods Limited
carried out certain compensation and performance
APPRAISAL PROJECTS:
REWARD MANAGEMENT:
The reward management however is strictly performance driven and every opportunity is used
to reinforce the culture of reward for performance. To promote and strengthen a keenly
competitive environment within the organization for enhanced quality and productivity, en
elaborate performance assessment and employee development system has been
institutionalized which by design forces objectivity in employee appraisal against given
dimensions of performance evaluation.
PROJECT HOPE TELEMEDICINE INITIATIVE:
The Project Hope Telemedicine initiative by Engro makes available doctors in no less than
fifteen medical specialties ranging from neonatology to cardiology on a daily basis - and free of
cost, to the communities. The project has provided online consultation by specialist doctors to
about 1400 patients to date