EVERYONE

Presentation on

“HRM PRACTICES AND THEIRIMPLEMENTATION IN

ENGRO FOODS”

PRESENTED TO:

MAM BISMA RAJA

PRESENTED BY:

Ahmad Kamal.Hina Tahir.M .Hanif.

M.COM (II)

HR PRACTICES IN ENGRO FOODS.

Learning outcomes HR concept.

Purpose of study.

Engro foods history and introduction.

Profile of Engro foods.

Internal control frame work.

HR highlights.

HR practices in Engro foods.

Issues and problems faced.

Conclusion.

“HR concept”

Human resources is the set of individuals who make up

the work force of an organization, or economy. “Human

capital is sometimes used synonymously with human

resources, although human capital typically refers to a

more narrows view (i.e., the knowledge the individuals

embody and can contribute to an organization).

Likewise, other terms sometimes

used include "manpower",

"talent", "labor", or simply “

people".

Purpose of study:

The main purpose of this study is explain the concept

of HRM. We will explain the HR practices and their

implementation.

After listening the complete presentation you will all are

able to understand the complete concept of HRM and the

HR practices.

ENGRO FOODS HISTORY

Engro EXIMP 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 Foods Limited was officially launched as a fully

owned subsidiary of Engro in 2004. Using dairy as a

stepping stone to enter into the food business.

INTRODUCTION

• Engro Corporation is a Pakistani public multinational

corporation based in Karachi with subsidiaries

involved in production of fertilizers, foods, chemicals,

energy and petrochemicals.

Engro foods which manufactures,

processes and markets dairy

products, frozen desserts and fruit

drinks including the ice cream

brand of OMORE.

Profile of Engro foods

VISION:"Elevating Consumer Delight Worldwide".

Mission: “Our mission is to create wealth by creating

new businesses based on company and country strength in information technology,

petrochemicals, infrastructure, foods and other agriculture sectors

portfolio

brands

Departments.

• Administration.

• Finance and accounts.

• Human resource.

• Human resource.

• Marketing.

• Milk procurement.

• MIS.

• Production.

• Quality Assurance.

• Supply and distribution

Culture at Engro:

• The people of Engro are a special part of EngroCorporation. Engro culture is strenuous andprojectile and with the emphasis of their core valuesand honesty to the employees.

• The culture of Engro foods contains leadership,diversity and excellence.

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.

.

• The Board establishes corporate strategy and the

Company's business objectives. Divisional

management integrates these objectives into

divisional business strategies with supporting

financial objectives.

HR HIERARCHY:

• Following are the hierarchy:

• Director HR.

• Talent acquisition manager.

• Compensation benefits manager.

• Training organization development manager.

• Supply chain manager.

• General Manager supply chain.

• Site assistant manager.

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:

Recruitment.

Selection.

Training and development.

Compensation and benefits.

Reward system.

Career development.

Performance appraisal.

Recruitment

• IDENTIFICATION OF NEED:

• ADVERTISEMENT:

• JOB DESCRIPTION:

• JOB SPECIFICATIONS:

• APPLICATION FORM\ SUBMISSION OF RESUME:

• EVALUATION OF RESUME:

• SHORT LISTING:

• TEST:

• INTERVIEW:

• RECOMMENDATION HR DEP.

• MEDICAL:

• HIRING

SELECTION ELEMENTS.

• Attitude

• Ability to express ideas.

• Drive/energy.

• Team player

• Organization fit

• Passion/enthusiasm for work

• Believe in continuous working

• Acceptability of new technology

and ideas.

TRAINING ANDDEVELOPMENT

1. Training and Education at Olpers.

2. On-the-Job Development at Olpers.

Cross training

Distance learning

Multimedia training

Near transfer training

On-the-job training (OJT)

Team leader training, etc

COMPENSATION, BENEFITS AND REWARD• Smart/Quality work

• Exceptional performance in a project

• Targets achievements

• Special assignments

• Medical care

• Life insurance

• Vacations

• Relocation

• Recreation

• Club Policy Travel.

• Education assistance policy

• Mobile phone

• Business mobile phone policy

• Official Blackberry Policy

• Life insurance.

• Health scheme.

• Highest salary.

CAREER DEVELOPMENT

• Engro is an energizing company that provides exciting

career opportunities to its experienced professionals.

Engro provides a great culture to its employees in

which they achieve the organizational goals and as well

as professional goals.

• Engro is committed to the essential concept that career

development is a shared responsibility, with employee’s

part in it being an active and positive one.

Performance review:

• To measure the work performance.

• To motivate and assist employees in improving their

performance .

• And achieving their professional goals.

• To identify employees with high potentials for advancements.

• To identify employees training and development needs.

• To provide a solid path for career planning for each

individual.

Punishment way.

There is proper procedure of the punishment that is

as under:

• Firstly, verbally warning is given.

• Then warning certificate issues.

• Then show cause latter is issued. in this stage

employee give justification.

• Then final decision is issue.

SALARY CALCULATION METHOD.

Salary is calculated in following way.

Firstly is basic salary of the employees.

Then added the utility allowance in basic salary.

Then it is gross salary.

Provident fund is deducted in the gross salary.

Income tax and the gratuity is also deducted.

Life insurance is also deducted in the gross salary.

Medical allowance also deducted.

Then the remaining salary is called the

net salary that is pay to the

employees.

Innovation and change:

• NEW IDEAS.

• Continuously experiment.

• Take risk.

• Have fun.

• Retain a focus on results.

• Operate on the edge of chaos.

CONCLUSION:• Human Resource at Engro believes in

learning by doing. Therefore adequate

arrangements are made at the organization to

impart training to the staff.

• The concept of a big organization involved

not only in producing excellent products like

Olpers but also involved in community

welfare has had a very positive impact on the

image of Engro Food.

CONCLUSION:• The result of effectively managing human resources

is an enhanced ability to attract and retain qualified

employees who are motivated to perform, and the

results of having the right employees motivated to

perform are numerous.

• So we say that Engro foods managed HR practices

in a best way. And this organization deals the HR

issues and the problems in very efficient way.