Leadership report 2015

SHAMIM & CO
May 9, 2015
Authored by: 4S HR Group
Leadership Report 2015

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LeadershipReport2015|5/9/2015
Leadership Report 2015
Shamim & Co
Report Submitted To:
Dr. Imran Hanif
Report Submitted By:
4S HR Group
Members Roll No:
Shahzaib Safdar MBH-12-39
Shakeel Umar MBH-12-04
Shabnum Naz MBH-12-36
Sadia Riasat MBH-12-56
MBA (HRM)
6th
Semester
Bahauddin Zakariya University

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Table of Contents:
Acknowledgement
Introduction of PepsiCo & Shamim & Co
Vision & Mission
Products
Competitors
Management Hierarchy
Introduction of Human Resource Management Department
Scope of Project
Head of Training & Development Department
More Successful Leaders in Pepsi
SWOT Analysis
Leadership Management in Pepsi
Characteristics of Leaders
Leadership Styles or Approaches in Pepsi
Leadership Training Programs
Challenges in Leadership
Changing Nature of Leadership
Conclusion

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ACKNOWLEDGEMENT
All the Praise to Allah, the Most Merciful
We are grateful to almighty Allah for enabling us to complete the work presented in this term
report. It is through His unending Mercy that this task moved towards success.
We were assigned the project report on LEADERSHIP by our course instructor DR Imran Hanif.
We went to Shamim & Co (Khawar Center) to complete our project. We have formal Meeting
with International HR Trainer MR Jawad Zafar in Shamim & Co Multan. We are grateful to
respected Mr. Jawad Zafar (HEAD OF TRAINING & DEVELOPMENT DEPARTMENT) for
their moral support and encouragement throughout our project work. We gain practical knowledge
about the leadership in Shamim & Co.

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Introduction to PepsiCo:
Pepsi cola is being produced and consumed in 48 countries of world including Pakistan.
At present, Pepsi Cola is No. 1 in Pakistan in terms of sales wise and in market share. It is the
market leader. But overall in the world Coca-Cola is No. 1. In Pakistan, there are nine territories
where the franchised unit produce and sell Pepsi Cola. Some of these territories are:
1. Lahore
2. Karachi
3. Rawalpindi
4. Peshawar
5. Multan (Shamim & Co)
6. Gujranwala
7. Sakhar
8. Faisalabad
9. Baluchistan
Shamim & Co, MULTAN:
Shamim & company (Pvt.) Limited is a franchise of “Pepsi Cola International”. The company
established in 1964. Mr. Allah Nawaz Khan Tareen was the founder of the company and also
chairman. Now a day MD of Pepsi Cola Multan is Alamgeer Khan Tareen son of Allah Nawaz
Khan Tareen. It is a great pleasure of “Shamim & Company” that it was Second Beverage
Company of Pakistan that time and this time one of famous Beverage Company of South Asia.
PepsiCo Franchise Shamim & Company covering 11 districts. Shamim & Co Multan has very
committed staff and this is the reason that it captures more than 80% of market share. Company
has now serviced new experienced & competent sales staff & increases this share to 90% and
above. Depending on the potential of the town we have one and more than one distribution in each
town. At this time four distributions are working in Multan. Sales supervisor, sales officer is
responsible for all the activities of the entire distributor.

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Vision
Our vision is put into action through programs and a
focus on environmental stewardship, activities to
benefit society, and a commitment to build
shareholder value by making PepsiCo a truly
sustainable company.

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Mission
Our Mission is to be the world's premier consumer
Products Company focused on convenient foods and
beverages.

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Products:
Pepsi cola
Pepsi Diet
7UP
Mirinda
Mountain Dew
Sting
Slice juice
Lemonade

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Competitors:
Following are the competitors of Shamim & Co
 Coca cola is one of the major competitors
 Gourmet Cola
 Amrat Cola

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MANAGEMENT HIERARCHY
Managing
Director
General Manager
Technical
General Manager
Sales
General Manager
Finance
General Manager
Operations
Manager SIS &
Research
Manager
Production
Manager Quality
Control
Manager Finance Manager Account
Manager Sales &
Marketing
Manager Admin
Manager
Personal
Manager
Shipping

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Introduction of Human Resource Management Department:
All hiring and firing decisions are done locally by the franchise. There is no involvement of even
Country Office. All decisions regarding pay scales, promotions, demotions and increments are
done by the franchise itself. All training arrangements are made by franchise itself. Hiring is also
done through references and also use Rozee.pk for post the advertisement of required positions.
HR Objectives:
To look out for the well-being of all employees of the company.
Provide leadership and direction to employees of the company.
Career Development planning for all employees of the company.
Ensure thorough training of nationwide employees.
To provide individual employees with orientation on the company at the time of joining.
To provide employees with solutions to their problems.
Maintaining data records of all employees of PEPSICO (HR Information System).
To evaluate and retain those employees who are assets to the company.
HR Policies:
Policies are legally compliant with clearly expressed processes for timely revisions and a
framework in place to foster employee adherence.
Friendly, conversant, flexible and congruent with business environment.
HR PLANNING:
HR planning’s purpose is to determine what HRM requirements exist for current & future
supplies & demands of workers. The organization ensures that they have the right number and
kinds of people at the right place; this task is accomplished by regular recruitment and selection,
performance evaluation, Promotions, Regular Training and development programs.
Recruitment Procedure:
Major sources of potential job candidates are:
Newspaper Adds
Internal Search Advertisement
Employees Referrals (Permanent Employees of SCL)
Manager’s Recommendations

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CV acceptance Qualification
Experience
Written
Test
Demand generation by
respective department
If Qualified
Final
Selection
Joining
Process of Recruitment and Selection Chart:
RJP
3rd Interview 2nd Interview 1st Interview
Panel interview By Team Tracking Manager with GM Respected Department

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The candidates are selected on the basis of
 Written Test
 Interview by HR Manger
 Interview by Concerned Department Head
 Final Interview by MD/Director
 Interviews for worker level job where qualification and skill requirement is low, this formal
procedure is not adopted rather candidates abilities are fledged by department head and
sent to factory manager for approval. Orientation is the introduction of new into his or her
job & the organization.
 Selected candidates in Shamim & Co training is generally on the job. Employees in all
departments are learning by the time or with the help of seniors.
Scope of Project:
The scope of this project has great importance because now a days companies wants to become
more competitive and Benchmark. They want to gain sustainable competitive advantage in their
industry and this become possible with Leaders. When companies polish the skills and abilities of
their competent and talented employees through training then they definitely play the leader role
and become more beneficial for their companies. Leadership has great worth because without
leaders the team or employees can’t learn and reach their destiny. Leaders provide clear direction
to their employees or team members. They encourage and support them so that they achieve their
tasks and goals. We learn more from our project of leadership. We come to know about the success
story of Mr. Jawad Zafar and it happens only due to our course instructor Dr. Imran Hanif who
suggests for us to learn practically about the leadership.

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Head of Training & Development Department:
Mr. Jawad Zafar
Email: Training.mba@gmail.com
www.linkedin.com/in/jawadzafarcorporatetrainer
Jawad Zafar, a Pakistani American highly dynamic professional trainer, expertise in Advanced
Business Management, Corporate Psychology, Communications & Linguistics. He is Recipient of
Many local & International Awards. He has worked in numerous multinationals in Pakistan and
the US, taught in many universities in Pakistan. Hence, he is a UNIQUE mixture of a professional
with practical experience both in USA and Pakistan. These days he is heading the Training &
Development Department at Shamim & Co Multan with an additional charge of Organizational
Development, where he has launched Pepsi Learning Center.
We met with him. He play the leader role in Training & Development Department at Shamim &
Co. He is an International Trainer who come from USA. Shamim & Co hired him so that they
bring change through his training capabilities. We come to know about himself that how he lead
his department and solve the problems. We also ask him some questions that he answered to us.
More Successful Leaders in Shamim & Co:
1. MANAGING DIRECTOR (OWNER):
MR. ALAMGIR KHAN TAREEN
2. GENERAL MANAGER:
MR. AMIR HAMEED
3. SALES CAPABILITY MANAGER:
MR. SHAHZAD KHAN
4. TEAM TRACKING MANAGER/HR MANAGER:
MISS SADAF TAHIR

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SWOT Analysis:
Mr. Jawad Zafar first do SWOT Analysis of Shamim & Co and then develop the training
programs to train the employees.
Strengths
Strong image of PEPSI in consumer’s mind.
Pepsi is currently the market leader with more than 80% of market share.
Strong coordination between different departments.
Pepsi provides its own transport to distributors.
Customer loyalty
Weaknesses
Poor feedback from employees
Communication can only take place in a formal communication path which leads to delay in
decision making.
Record keeping is mostly done manually.
No involvement of lower level subordinates in decision making.
Factory is located in the residential areas with no proper parking arrangements for its
vehicles.
Opportunities
Opening of new outlets
They are planning for new production plant which will increase production capacity.
Training of sales officer and salesman
Expanding markets through its strong advertisement
Threats
Coca- Cola is on its way to get market share.
Threats of new entrants.
Low graded PEPSI is also available in the market.

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Leadership Management in Shamim & Co:
Leadership Management in Shamim & Co steps up in times of crisis, and is able to think and
act creatively in difficult situations. Unlike management, leadership cannot be taught, although it
may be learned and enhanced through coaching or mentoring. There is strict management in
Shamim & Co and no system to educate the employees.
Characteristics of Leaders:
He would say self- motivation. Because a leader is a human being who has his or her own
professional problems along with personal problems as well. And that leader might get not
motivation for himself or herself but the he or she have to keep all the team motivated. This
can be a little problematic to keep themselves motivated and be so charismatic that never
be down their employees always see them in a very positive environment. So this is a very
difficult part of being a leader. Maintaining a very good energetic positive face even when
you are hurt, when you are disappointed, when you are sad when you facing some grief
moments in life.
Definitely leader leads to be a motivated. Once a principle of a leader is to motivate not
only himself or herself but to motivate entire team or the entire organization. If the leader
representative is like a model figure the employee follow up. Is the leader is demotivated,
lazy dull unpunctual lethargic. The whole team will get feel this is the norm this is how
things should be done. This the very bad example that’s why leader must have been
Motivated. This motivation of a leaser increase productivity in work anywhere 20 to 30
percent.

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Leaders are definitely more advance mentally than employees or mature. They always have
keep in mind the end goals. This is also Steven kiwis 7 habits of highly effective people
that keep the goal in mind. One the basic factor how a leader can motivate himself is to
keep the end goal in mind. This is our goal vision dream a target or a goal. They must
mentally prepare themself for problems, obstacles or issues. Many tactics used by leader
can themselves motivated including financially, in the form of there development and
organization Development.
One of the main characteristic have leader must possess which sometimes I see sometimes
don’t is patience because leading many people or large organizations you would get
bounced with information right left you know up and down. You know information would
be popping in from all directions but you as a leader have to be patient and see what actions
should be put on hold what actions need an immediate action to be taken. So the first
characteristic is they should have patience.
Second a leader must have humanity. If a leader is only focus on the business and nothing
other than business and not on humanity and not on human values and not on social values
or not on moral values or values that are important for the staff or for the employees or for
the clients then that leader is ineffective and is very dry and rigid and business minded
only. And these days people do not like these type of a business person or a business
oriented company that’s why organizations spending a lot on corporate social
responsibility. That they want to give a message out that we are helping the society and
people. So patience no 1 and no 2 humanity.
In personal view this is excellent formula to maintain leader himself or herself. Why these
are core essential and the main categories in which leader perform his or her role Finance
is the main thing leader focus on that because the end of the day finances are strong the
team will go on or company will go on but if the finances are weak than the future of the
team or organization will locks bleak.

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One of the main focus of leader respective is to maintain quality not only maintain it to
keep it increase the level of Quality. For Example. Steve job I-Phone Apple gradually
increase the quality in very face of time. He did divide this time for Quality Relationships.
This include not only external relationship but internal as well. Business is going strong
PR Whether with of your customer or employees. If we take his relationship out of the
business that business is not very strong it can claps many time. Especially in Pakistan are
mainly base healthy relation with employee or a client’s.
He mentally prepare with his staff for something is negative about to come but he don’t
hide anything from them. Because this his ethical value that I don’t hide anything for his
Team. They should Know about them in which there future in stake. Secondly if employees
are not working well he still motivated them. The company says you should bash them
penalize, punish them. He still motivate them. He try to find what the root cause of the
problem are. He sill motivate them and talk with his team But still they are not working
after my lot of trying than He take serious action.
Leader not only managing the team or organization. Manager managing who is leading
his department or staff is also the role model for the team or Company. A manger is
effective in large scale. A manager does effective in handling the team as a good leader.
He and She Quickly promote of a bigger role so leadership increasingly day by day
efficiently or effectively in good competency.

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Leadership Styles or Approaches in Pepsi:
Mr. Jawad Zafar use the democratic style in Shamim & Co.
He fully participate his employees in training sessions and encourage them and support
them.
Trainees are encouraged to share ideas and opinions, even though the leader retains the
final say over decisions.
Members of the training feel more engaged in the process.
Creativity is encouraged and rewarded.
Ideas move freely amongst the group of trainees and are discussed openly. Employees feel
free to share their ideas.
Leadership Training Programs:
Shamim & Co hired an international trainer for train their employees last year. It is the first time
in the history of Shamim & Co, Multan that they hired the international trainer from USA for
training. In training department he train their all employees. He start training session from lower
to high positions onward. He develop training sessions and after that also evaluate the training
sessions through testing and also evaluate the performance of the trainer through trainees feedback
form. He also maintain all records of training sessions and then which employees score high in
training give rewards to that employees. This type of activity develop the interest for employees
and they willingly come to join the training session. Through this training session employees seem
to be more motivated of Shamim & Co. He also solve the problems of all employees in this training
session because in these training sessions the line manager of that department and HR Manager
also join this training sessions.

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Challenges in Leadership:
Challenges face by Mr. Jawad Zafar in his Leadership & how he tackle these challenges or
issues these are as follows:
1st Challenge & Solution:
Last Year Shamim & Co laid down their 200 employees. This is very tough situation
He receive many calls of people who are complaining that what is the situation? Why are
the issue? Why you are fired the colleagues or friends? Why they are getting fired?
He had to handle gently with keep them motivated. He had to tackle or build the staff
morale as he give them a mental training session that your future depend on your skills not
on the job. Example:
Company lets you go but still have you skills which many companies can use so until the
time decision against you to fire you. Keep on working giving the best shot and the perhaps
they don’t fire you even they fire you than you can cash the skills and go to other
organization.
2nd Challenge & Solution:
He educated the employees because there is no system in Pepsi before. If a person
handling a tough problem and handling his team than he use to educate on good team
management. If a person is having a bad relationship whom how he can do it. If a person
have time management problem than he use to give him a training and personal Coaching
and how to be a better time manager. So when problems came across him, he did not swept
them under the carpet, he did not hide them but he try his best to tackle them and to educate
them and to motivate them.

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3rd Challenge & Solution:
Lack of good quality of HR that in order for them to become effective leader they need
effective teams. And when teams keep on rude and keep on leaving and coming so leader
cannot get optimum results. So good HR and HR that stays that would we call the recruit
and we call this retention strategy. If a company or leader is not focusing on retention then
whenever employee gets a good offer they would merely jumps to another organization
chances are there so a good leader tries to finish this chance and work on retention strategies
that means they show a road map of the future of the employee in the organization along
with the career growth that for example come on you can do it and give me the good results
in a year or two then I will give you a promotion and you will be the benefer. This is the
big challenge facing leaders in retaining good employees and hiring good employees.
4th Challenge & Solution:
There are many external challenges as well for example: that is from the government and
from the social system or from the political system in which they have to manage their
business along with these norms. So this is another big challenge as well. So recruiting
good HR, maintaining good HR and facing these external challenges are the biggest
three challenges that I have seen these days.
5th Challenge & Solution:
Over there is another time when I had a complained of an order booker because his
percentage on the paper will extremely low. For example 12% productivity which is
very less. Now my boss said that am I want this person fired but I did not fire this guy. I
made it to get another decision. First I have to go to the distributor, distribution setup and
I ask the distributor and he said this order booker is excellent don’t kick him out. When I
saw this disparity I figure that there is some problem so I fixed his statistics and there was
a long process we fixed his statistics because he had some wrong statistics in his report
writing. When we fixed those his productivity from 12% to 48 % so instead of immediately
hiring a person I try to work on the issue and fix the issue and when then a person is not
get to fixed up then I take a strong step.

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Changing Nature of Leadership:
Changing Nature of Leadership now a days in companies is that they adopt the democratic style.
Companies now encourage their employees and provide them a proper guidelines to achieve the
targets. They participate their employees in decision making so that they feel themselves as the
assets of the company. Through this nature of leadership employees easily accept the change and
they willingly wants to gain training. In Shamim & Co Autocratic Style has been preferred but Mr.
Jawad focus on democratic Style of Leadership. The achievements of Mr. Jawad in Shamim & Co
regarding changing nature of leadership are as follows:
He introduce soft management in fast moving consuming like Pepsi organization
in which no motivation or hardly motivation instead of cariton stick there is only a
stick not a carrot so bashing or blaming people and allegation this is very common
in Pepsi. He give them a comfortable level to share their views with him why you
are not achieving the target or reach the main problem. Open with him even to
junior’s level or senior’s level to share with him the main issue.
The main change he brought is to educate the employees because there is no
education system in Pepsi before. If a person having tough problem handling his
team then he use to educate him on good team management. Or if a person having
problem with time management then he use to give him training and personal
coaching and how to know be a better time manager.
We decided a Pepsi to give electronic devices to everyone in our sale staff.
Everyone in the sale staff starting order book alive. Now we decide top of the odd
software system that was quite expensive and we try to implement it but we have
to change our decision that first of all our lower staff that order book that was not
educated they were usually matric or intermediate and they could not cope with the
complex of their system. So we had to redesign it all in Urdu wide to enhance their
learning and to minimize the chances of mistakes. So this was a time when we had
to change a decision.

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Technology fastly changing the face of modern leadership. As leader use to be
physically present in order to get the effective work done. These days because of
technology leader remotely control the team or organization. What is remote
controlling? This is remote Management the organization they have HTT TV, CC
TV setup and due to technology leader can manage overview of the office or team
by ELECCIA software on his cell phone. Even you are out of the city across
country. Online you check what is happening company the inside the office or the
organization.
Technology makes everything Faster such as Reporting, Access to Information,
Management and Coordination. Technology great tool that a leader must use if they
want to be very effective in his work. Organization like Pepsi they heavily use
technology to monitor and motivate the team.
For Example every employee has GPS tracker device (service Activities on the
Sim) company knows where is the person whether is it. Secondly Pepsi develop the
very expensive software near about 1 crore rupee that interlink every single
distribution of our region from Okara to Sadqabad has about 400 hundreds
distributers. So push up the button we can send the message intently to all 400.
Which is previously not possible.
He has keep very open friendly atmosphere in his training sessions. No merit no
questions to pay you can say anything you want to know or make fun of you and
we all are here to learn. He encourage this so people stepped up and they question
him again and again or they question many other trainers. He don’t understand that
please explain to him the ABC’s. So we took these in heavy initiatives in Pepsi to
for their learning and development.
Leadership role gets modified or easier for leader. He have really initiative in this
Pepsi because there was hardly a culture of learning and development in Pepsi. But
he introduced a reward system. What is a reward system? That the more training
they receive in and more they learn they receive not only a certification but point
system that would raise their pay in the next salary depending on how many points
they got. For example if a person only attend 3 or 4 sessions and receive 2 points

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their salary might be increase 1000 Rs while a person received 15 they might
receive 5000 Rs extra. So financial setup is there because when they learned they
had a better grip on the work. When they had a better grip on the work there should
more productivity it irately met the targets that mend handsome commissions and
incomes. So people I made them aware that you more the learn the more income
you will increase. This was a huge way how I motivated the whole organization.
Conclusion:
We first of all thankful to our Course Instructor Dr. Imran Hanif who teach us leadership and
give us opportunity to learn practically by visiting in any organization. He guide us to reach that
platform who helped us in future to solve the problems as a leader.
Secondly, this project help us to understand the term Leadership and its practical implementations.
Mr. Jawad Zafar tells us about the leadership practices in Shamim & Co. He tells us that how he
face the problems and how he tackle those problems by using leadership techniques. He face many
challenges in Shamim & Co and change the working nature of Shamim & Co.
Our learning is that Leaders influence their followers with his unique qualities. When they have
work with coordination and participate or involve their team members then they successfully
achieve the goals. Goals are achieved timely and efficiently. Employees feel themselves important
assets of the company and highly motivated that’s leads toward company’s success.

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