finalized engro report
TRANSCRIPT
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2011
RABAIL GUL
STD ID: 11395
HUMAN RESOURCE MANAGMENT
11/7/2011
HUMAN RESOURCE PLANNING AT ENGRO FERTILIZERS
Submitted to:MS Deep Kiran
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LETTER OF TRANSMITTAL
Dated: 11/07/ 2011,
To: Ms. Deep kiran
Faculty of human resource management,
Institute Of Business Management.
Korangi Creek, Karachi-75190
Dear Madam,
I am pleased to submit the report on, human resource planning at Engro fertilizers, a course
requirement for Human Resource Management in the MBA program at Institute of Business
Management.
During all the phases and stages of report research, writing and designing the report, I have gained
useful knowledge about the topic.
I have tried out my level best to cover my targeted aspects of the topic for the research and I hope
that this report will serve its purpose. All rules and regulations for the preparation of the formal
report have been taken into consideration.
I would dearly like to thank you for the faith you showed in my capabilities & the
encouragement you gave me when assigning the report. If there is anything else you wish to
know, I will be glad to assist.
Thanking You,
Rabail GUL
Student id: 11395
MBA (regular)
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LETTER OF ACKNOWLEDGEMENT
Dear Reader:
It has been an honor for me to prepare a report on Human Resource Planning at
Engro fertilizers which was assigned to us by Ms: deep kiran, Without her rich
guidance such a report would not have been any easy task to achieve.
I would again like to take this opportunity and express my acknowledgement
distinctly to Ms. Deep kiran for directing me about the technical aspects of the
report and I express sincere gratitude to my parents for their continuous support
throughout the preparation of this report.
Sincerely,
RABAIL GUL
STD ID: 11395
MBA (REGULAR)
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EXECUTIVE SUMMARY
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INTRODUCTION OF THE COMPANY
Engro-An Overview
Engro is a diversified business enterprise, comprising of 5 subsidiaries and a joint venture
company. Its business line includes chemical fertilizers, PVC resin, a bulk liquid chemical
terminal, industrial automation, foods and power generation. Engro is currently serving
customers in 17 countries globally through 11 offices in 3 countries in Asia and North America.
A national company with an international reach, Engro is one of the largest and fastest growing
companies in Pakistan today.
Vision
"To be the premier Pakistani enterprise with a global reach, passionately pursuing value
creation for all stakeholders.
Divisions
Engro today stands recognized as a successful business operation and a role model for doing
business in Pakistan.
Engro Chemical Pakistan Limited (ECPL)
Engro Vopak Terminal Limited (EVTL)
Engro Polymer and Chemicals Limited (EPCL)
Avanceon (formerly known as Engro Innovative Automation Pvt. Limited)
Engro Foods Limited (EFL)
Engro Energy Limited (EEL)Engro Eximp (Pvt.) Limited (EEPL
ENGRO FERTILIZERS
Engross Fertilizers Limited, a wholly owned Engross subsidiary, is a premier fertilizer
manufacturing and marketing company with products that focus on balanced crop
nutrition and increased yield. The company markets primary and secondary
fertilizers like Engross Urea, Engross DAP, Engross Zorawar, Engross Zarkhez and
Zinger.
Engross Fertilizers has successfully developed a loyal customer base all across
Pakistan, not only by providing farmers with quality fertilizers, but also through
extensive market development activities. A premier brand and nationwide presence
of the company ensures sell out production. Additionally, the company sells
phosphate fertilizers for balanced fertility and improved farm yields. Engros share of
Pakistans phosphates market mirrors or exceeds its urea market share.
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In 2010, the company achieved mechanical completion and started trial production
of its urea expansion project at Daharki which is the worlds largest single train urea-
ammonia plant. It is the largest private sector industrial investment in Pakistan.
Facts & Figures
Total Employees: 1210
Sales Revenue: Rs. 19,018 Million
Profit for the year 2010 Rs. 372,959,600,0
Earning per share Rs. 3.48
Market share 16 % by 30 June 2010
Employees Turnover (figure was not given due to confidentiality) but fair
interms of market
Products
1. Engro Urea2. Engro DAP3. Engro Zorawar4. Engro NP5. Engro Zarkhez6. Zing
Culture at Engro fertilizer
The people of Engro are a special part of Engro fertilizer. Engro culture is strenuous and
projectile and with the emphasis of their core values and honesty to the employees. The
leadership, diversity, excellence and team work is promoted by the work environment of Engro.
Engro is determined to keep their culture open and transparent and widespread for its
employees.Their workforce is their biggest asset and the driving force behind their success.At Engro, they pride themselves in fostering a culture of excellence which recognizes and
rewards the dedication and ambitions of all our employees
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Core Values
Our core values form the basis of everything we do at Engross; from formal decision making to
how we conduct our business to spot awards and recognition. At Engross we never forget what
we stand for. Following are our 12 core values:
Safety, Health & Environment
Ethics and Integrity
Leadership
Quality and Continuous Improvement
Enthusiastic Pursuit of Profit
External and Community Involvement
Candid and Open Communications
Enjoyment and Fun
Innovation
Individual Growth and Development
Teamwork and Partnership
Diversity and International Focus
Long-term Commitment
The long term vision is to become a diversified company operating internationally. To achieve this aim
we need the best people. We therefore aim to recruit high caliber people and give them the opportunity
to grow and to develop their talents. We look for long-term commitment on the part of both Company
and employee and have designed our systems to fulfill the Company's part of this promise.
Work With Engro
Engros innovation and financial strength help make it a dynamic place to work, giving itsemployees the advantage of a large company, with the agility of a small company, where their
voices are heard.
Engro has never been a Company to rest on its laurels. Its people and its culture drive it to
achieve greater success. Engro looks for new and exciting ways to return value to its customers
and its shareholders. Its tough and demanding but also fun and always interesting. Employees
will have every opportunity to succeedas an individual and as part of a team. Engros
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businesses give employees the flexibility for change, the opportunity to learn about new
markets and provide unparalleled career options. Engro people are some of the best in the
world with a shared passion to learn and stretch beyond their limits. It is our people who make
Engro a great Company and an exciting place to work.
Workforce at Engro Fertilizer
They claim employees are their biggest asset. They employ more than 2700 employees whose
passion and dedication is the driving force behind their success. Engro is an equal opportunity
employer and is proud of its diverse workforce.
They are committed to living up to their promise of establishing and maintaining the highest
levels of professional and personal standards. Governed by our core values, we think and act
with integrity; its the way we live at Engross.
This is also reflected in the way they operate. All their employees are expected to comply with
the Statement of Ethics and Responsible Business Conduct, which they are required to sign
annually.
Governance
Their commitment to highest standards of integrity and transparency has shaped Engros
governance framework and processes, which are aligned to the industrys best practices. Every
employee at Engro is a part of the governance system and is required to adhere to clearly laid
out policies and procedures.
Leadership
Engros leadership comprises of some of the most enterprising leaders of the corporate world
in Pakistan. These individuals are responsible for conceptualizing and articulating goals that
bring their people together in pursuit of set objectives. They lead the company with a firm
commitment to the values and spirit of Engross. In their journey to become a profitable,
growth-oriented and sustainable company, their management structure has evolved to create a
more transparent and accessible organization. At Engro, they support their 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.
Awards 2009
Engross Fertilizers Limited won the National Forum of Environment & Health annual
environment excellence award for the sixth consecutive time.
Engro Fertilizers Limited brands, Engro Urea and Zinger, were awarded the prestigious Brands of the
Year Award
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Working Environment
At Engro, they strive to uphold the tradition of excellence and become the employer of choice.
They claim that their workplace gives employee a feel of confidence, valued, and most
importantly, inspired.
Work life Balance
They say we understand the importance of family and appreciate that our employees need to
balance their professional and personal responsibilities. It is our intent to make it easier for our
employees to manage their work/life balance more effectively. We also encourage our
employees to take part in numerous programs aimed at strengthening their overall wellbeing.
Employee Friendly Policies
Their constant pursuit towards the welfare of their employees has led to the formulation of
many unique policies, to create a more positive work environment, promote greater genderdiversity, provide opportunities for training and development and build career opportunities.
Such policies include ethics policy, gift policy, non-discrimination and anti-harassment policy,
maternity leave policy, part time work policy and off track policy.
Sustainability
In addition to growing business in a profitable, ethical and sustainable way, they are committed
to invest in host communities, as well as to mitigate their environmental footprint. As
responsible corporate citizens, they continue to strive towards integrating sustainability into
their business.
Work Force Safety
Every Engro employee involved in plant operations is given an overview of the process and
operating procedures, with an emphasis on the specific HSE hazards, emergency operations
including shutdown, and safe work practices applicable to the employees job tasks.
They also keep their employees trained and up-to-date on all technological changes and ensure
control mechanisms duly account for employees performance on safety related aspects of
their jobs.
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HUMAN RESOURCE PLANNING AT ENGRO FERTILIZER
Human resource planning involves the process to ensure that it has the right amount and the
right kind of people to deliver a particular level of output or services in the future.
Human resource planning involves the planning in which an organization does planning fordifferent aspects of organization in order to meet its strategic goals. But the most important
work that is to forecast and estimate the people for particular project which is expected to start
in future. its is really necessary for every organization to do human resource planning gin order
to meet the challenges .Engro fertilizer also do human resource planning,and we can say it is
the key for any organization to success if it does proper human resource planning.
Human resource planning helps Engro fertilizer for following purposes:
Determining the numbers to be employed
Every organization has to determine the no of employees it will hire before starting any project
of if it has to meet certain challenges, so at Engro fertilizers by human resource planning they
ensure that they are not overdoing the size of workforce or underutilizing the staff.
Alternatively, if the opposite misjudgment is made, staff may be overstretched, making it hard
or impossible to meet production or service deadlines at the quality level expected. So the
questions which should be taken into account are:
What techniques can be used to establish workforce requirements? Have more flexible work arrangements been considered? How the staffs are need to be acquired?
Retaining highly skilled staff
Employees are asset to the Engro fertilizer, therefore they are very concerned about their
employees, issues may arise about the retention of the skilled staff, so it is really necessary to
understand the pattern of resignation, and therefore Engro keeps an eye over following points:
monitor the extent of resignation
discover the reasons for it
establish what it is costing the organizationCompare loss rates with other similar organizations.
If Engro does not understand this thing, management may be unaware of how many good
quality staff is being lost. This will cost the Engro directly through the bill for separation,
recruitment and induction, but also through a loss of long-term capability. Having understood
the nature and extent of resignation steps can be taken to rectify the situation. These may be
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relatively cheap and simple solutions once the reasons for the departure of employees have
been identified. But it will depend on whether the problem is peculiar to organization, or
whether it is concentrated in particular groups (e.g. by age, gender, grade or skill).
Managing an effective downsizing program
This is an all too common issue for managers at Engro. How is the workforce to be cut
painlessly, while at the same time protecting the long-term interests of the organization? A
question made all the harder by the time pressures management is under, both because of
business necessities and employee anxieties. HRP will help managers by considering:
the sort of workforce envisaged at the end of the exercise
the pros and cons of the different routes to get there
the utility of retraining, redeployment and transfers
What the appropriate recruitment levels might be.
Where will the next generation of managers come from?
Senior manager may have trouble regarding this issue, for this they have to determine whether
they will have to bring senior staff from some where else or should promote their own
employees, to hire senior staff from some where else can deal with short term skill shortage
but in order to meet the long term demand and fulfill the requirement of short skills. Manager
at Engro considers following questions in the mind. What sort of managers, how many, and
where will they come from? To address these questions at Engro following points are being
kept in mind.
the present career system (including patterns of promotion and movement, of recruitmentand wastage)
the characteristics of those who currently occupy senior positions
The organizations future supply of talent.
Then Hrm manager compares with future requirements, in number and type. And for this Hrm
manager also have to consider the internal structure changes and external business or political
changes. they compare current supply of employees with the demand,by this they can
determine that they have surplus or shortage of the employees they require. In order to meet
these shortage or surplus of the employees, usually management keeps in mind the following
points in the mind
allowing faster promotion to fill immediate gaps
developing cross functional transfers for high fliers
hiring on fixed-term contracts to meet short-term skills/experience deficits
Reducing staff numbers to remove blockages or forthcoming surpluses.
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This decision Is made very carefully as process can be haphazard and inconsistent if appropriate
recruitment, deployment and severance policies are not pursued. Ifwrong sort of staff is engaged at
the wrong time on the wrong contract. It is expensive and embarrassing to put such matters
right.
Importance of human resource planning
An HR department that is well-versed and experienced in planning can make a company much more
productive and cost-efficient. It can also make a real difference in the employees morale if workers
know that decisions affecting their careers are being made in accordance with thoughtful, proactive
analysis instead of last-minute reactive actions.
Minimize wasted money on excess personnel
Forecast future need and expenses
Scheduling work shifts through staffing levels when production and HR department work
together in order to fulfill a big order to complete within time limit.
When workers being replaced because of personal losses, HRP helps HR department to hire new
employee and to determine the benefits and salaries will be given to them.
Effective training can't be a without a plan that details what knowledge needs to be
communicated, who will provide the training and how the training will be done. The HR
department that ensures employees are thoroughly trained and competent makes the
difference in productivity, reliability and employee safety.
Elements of effective human resource planning
1. forecasted demand for employees2. forecasting supply of employees3. balancing supply and demand consideration
Who is involved in HRM PLANNING?
As HRM planning is very important for any organization, so in order to make it effective HR
department consult with the other departments of the Engro fertilizer, in order to determine
the challenges and requirement of other departments, an in order to meet those challenges
and requirements policies and procedures are decided for HRM planning.
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Long term Planning
Long term planning covers mostly those projects which supports our vision, suppose if we say
we provide the best fertilizers to farmers at cheap rate but better quality. if that is our vision,
then we will start projects and will do long term planning, how we improve quality of our
product and decrease its cost than our competitors. Long term planning also covers budgeting
which can be yearly and quarterly.
Short term planning
Short term planning covers those small and temporary steps and goals which supports the long
term planning for different aspect which supports our vision.
Succession planning
Succession planning is really important for any organization In the time when there is high turn
over in the company, Engro fertilizer claim that they have very low turnover rate but inspite of
that they do succession planning by keeping in mind the key position, they mostly consider
their internal staff who posses the skills for the vacant job. they say that to do a sound
succession planning is cost saving, it can reduce potential losses due to unfilled vacancies in
key positions, some times it became really expensive to hire externally and then train that
employee. it also motivate an internal employee to work hard if he is promoted to upper level
as well as loyalty, we think in order to maintain equity we give priority to our internal staff in
order to fill key positions.
HR Department
As Engro fertilizer is part of Engro corp, each part of Engro corp has its own HR department
which works in collaboration with the HR department of the Engro Corp, we can say this makes
Engro powerful, as its every department is empowered and have its own Hr department as it
can deal efficiently with its employees more effectively.HR department of Engro is being
involved in the following activities.
HR Planning
Recruitment and Selection
Training and Development
Performance Appraisal
Compensation and Benefits
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Career Planning and Development
Health and Safety measures
Retention Of employees
RECRUITMENT AND SELECTION AT ENGRO FERTILIZER
The Recruitment 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. Engros
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
sources of Internal Recruitment
Employee Referrals
Sources of External Recruitment
Job Fairs
University Hunts
AdvertisingOutsourcing Agencies (Rozee.com)
Walk-in Interviews
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]Policies related to recruitment
At Engro fertilizer staff working is a permanent staff, seasonal staff is hired if the department feels
shortage of employees on temporary basis they hire seasonal staff on contract basis. As they have fixed
no to hire, AS far as policy for recruitment is concerned for permanent staff, in order to fill any vacany,
candidate has to be undergo an entrance test which I mandatory to pass, that test is compulsory for
every position, a candidate if applying internally will also have to take test if he Is applying for the new
position.
Identification of required workforce
Before starting any project we asses the worth of the project, if the project is for short time and we have
enough employees for that project internally we dont hire any employee, but if the project need more
skilled people, it cost us less to hire those people and without them projects quality will be affected,
then with the help of our employees already working on the project we determine the no of people and
skilled required. we ha recently started a project named TALENT HUNT for which we contracted to
third party in order to hire fresh and young talent, our team use to go to different universities in search
if talent.
Role of COED in Job Analyses
The Compensation Organization and Executive Development Committee define a new position
whenever it is required. When a department wants a new position to be established it goes to
COED. The COED then asks for the reasons for the new position. If the COED accepts the
reasoning, it gives its permission to the department and the advertisement is place in the
newspapers.
The COED is also responsible for promotion within the organization. Whenever a position is
vacant and a member of the organization is to be promoted, a member of COED brings his case
to the COED meeting where it is thoroughly discussed. After the case is discussed a voting is
carried out and it decides whether to promote the person or not.
The third function of COED is to rate individuals within the organization. The committee rates
the employees according to their performance and skills. They then distribute the employees in
the three groups, with the best member in the top one-third and the least performers in the
lower one-third.
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.
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Job Description
We do provide job b description to our new hired employees, but we are still in process to
prepare job description for our old employees because we had incident of fire at Engro building
in 2007 in which our whole record burnt, and we have to start from the scrap. Job description
and job specification varies from nature of job
Job Specification
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. job specification is being
mentioned in the advertisement placed in news paper or at any website. Job specification also
varies from job to job nut there are some skills which we ensure that a candidate have, hard
worker, good communication skills, passionate to work and should have good level ofmotivation.
Requisition Form
When someone leaves the organization then usually need occur for hiring new employees on
the demand of that department, such positions can be fulfilled through external source or if
someone left from the top executive positions then it can be fulfilled through internal
recruitment by giving chance the potential executives employees which is observed by
Compensation organization and executive development committee COED to hire the
employees in such department. It is a document in which just overview of required specification
is mentioned like age of employees, Qualities required to perform that job.
RECRUITMENT AND SELECTION PROCESS
If you think you have what it takes to do well at Engro, we promote you to settle
knowledgeable about job opportunities at our corporation. We often recruit graduates through
career now and university recruitment course. We also advertise point through career websites
of our relevant corporation as well as in the course of national and local newspapers.
Opportunities occurs in more than a few areas contain but not restricted to sales, marketing,
manufacturing, human resources, information systems, supply chain, procurement, finance and
accounting, administrative services, public affairs and corporate communications.
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Recruitment Objectives
The policy is meant to ensure an effective and efficient method of recruitment and selection. It is aimed
at hiring without any discrimination based on race, color, sex, nationality, ancestry, religion or disability.
a) External RecruitmentNo candidate under the age of eighteen will be considered.
Human Resources will advise Department Heads on salary ranges to be offered to the applicant
keeping internal and external equity in perspective.
b) Internal Recruitment:Internal candidates must be confirmed employees of Engro fertilizer who have completed one year
of service. However exceptionally good having potential candidates may be considered.
Selected candidates will join the new job/position after getting clearance on the test which is being
conducted in order to fill the position
General Conditions for Recruitment
All recruitment will be done through the Human Resources Department in consultation with the
Officers and COED. The recruitment process plays a vital role in selection of right people for the
right position at the right time by keeping in view the essential qualities of people for its
continued success. Its human resource is strong because Engro fertilizer has its own human
resource management system If we talk about hiring new employees for new vacant positions
then they can use source ofexternal recruitment or even they can refer to existing employees
for the current vacancy means Internal recruitment, even in such situation they can observe
and use Management replacement chart in order to fill executive position internally from
management staff. Incase of management staff, they get hired on permanent basis and non
management staffs hired first on prohibition period for 3 months and then get permanent.
Even incase of management they can recruit through outsourcing like through agency even
through by surfing on net i.e. rozee.com are the probably most important source.
Selection
Engros selection process may involve you to complete some or all of the following steps:
Application form and resume
Cognitive ability tests
Telephone interviews
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In-person interviews / site visit
Reference checks
Pre-employment medical (if required)
Offer of employment
S Sources of Internal
Recruitment Process for Management Employees
I. Application Form\ Submission Of ResumeSubmission of form is the basic criteria to show the true picture of their talents, interest,
and ambitions in order to get the job. It is the initial criteria to know and analyze the
candidate through its CV pattern, and mentioned qualification, experience and their skills in
the resume which are considered keys to judge for initial selection.
II.
Evaluation of Resume
After receiving the resume of expected candidates, they need to observe and match the
experience and qualification of individual applied candidates with the requirement of the
job description and job specification. They also see the format of making CV that either it is
up-to-date or not.
III. Short Listingcandidates are short listed after evaluation in which resume of those candidates are kept
who fulfill minimum Requirement of Job Description and job specification and can be
considered them as few would be potential candidates.
IV. TestThe test is conducted by the HR department; the evaluation of Test is on the basis of
individual IQ levels, English Composition and Mathematics Tests. The duration of test is 1
hour and it is checked manually by HR department. it is mandatory for every position. Even
an internal candidate also has to take test if he is applying for the new position.
V. InterviewThe 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, one
executive and three managers. All the four interviewers should preferably be from within
the department but often that is not the case.
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VI. Recommendation to human resource departmentFollowing 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.
VII. Medical ExamineIn this case, they examine the selected candidates through medical test, for that purpose
they are send to Aga Khan Hospital and the candidates whose medical test is cleared, will be
finally considered as potential candidate and will be hired in the organization.
VIII. Final SelectionAfter Passing successful candidates through Medical test, the officer of HR will be finally
offered to have contract with selected successful candidates under the policy of the
compaz.HR officer mainly emphasize in IQ level in test and in subjective attributes and skills
of Individuals for judging them incase of selection.
Recruitment of Non Management Profession and Technician
The non Management Profession and Technician recruitment procedure is the same except for
the basic difference that they dont sit the test. They only have to send the resume and pass the
interview. There also is a difference in the interview. While for MPT there are three managers
and one executive, in the NMPT procedure there are no executives. The managers may or maynot be present in the interviews. Otherwise it has the same procedure.
Identification of need
Advertisement
Application Form\ Submission of Resume
Evaluation of Resume
Short Listing
Interview
Recommendation to Human Resource Management
MedicalHiring
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ORIENTATION
When a new employee joins, HRD will explain the general HR Policies and procedures of
the Company. The talent acquisition team will discuss the detailed orientation plan for the new
employee with the line manager concerned
TERMINATION
Approval of the SVP is necessary before terminating employment of VP and above and
below that, only respective Director, and GM HR approval is necessary.
EXIT INTERVIEW
When an employee resigns an exit interview is conducted jointly or either by HRD and
one level up manager. Exit interview is being conducted in order to determine the reason for
resignation and if that employee is really important to organization, then to convince him to be
on the job.
Opportunities
For an Opportunity undergraduate student
Engro offers you exciting internship and short project opportunities if you are willing to
prove yourself in an executive business environment. Engro is always looking for people with
the drive to execute tasks with maturity and responsibility. In the end there programs will offer
you an invaluable opportunity to consolidate academic learning and further your professional
development.
Opportunities if undergraduate study is completed
Engro provides a highly enabling environment to fresh professionals and brings them to the
forefront of career development opportunities. Engro celebrates the endless energy, ambition
and dedication of fresh professionals and see in them a reflection of its own core values, so it
you have completed your undergraduate/bachelors study, then Engro can and will provide you
the right mix of experience and opportunities and working environment that remains unmatched in the
industry.
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Opportunity for a Graduate/MBA
Engro provides a highly enabling executive business environment to match your capabilities. It
will value you dedication and pursuit for career development and will provide unmatched
growth opportunities in various specialized disciplines. At Engro you will find yourself absorbed
in a diverse range of enterprises, each offering its own breakthrough openings and
opportunities. You will enjoy freedom of setting personal objectives, learning, implementing
and excelling.
Training and development
Engros strategy to attracts train, retain ,develop and motivate high quality ability who are qualified
eligible and prepared to contribute their best towards achievement of company goals. For getting this
goal Engro will follow high standards of human resource Management perform encompassing following
rules:-
Equal opportunity,
Training and development performance Management ,
Compensation and benefits
Nondiscrimination and diversity.
On-the-Job Development
The 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.
Training and Education
The 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, specific one-offprograms may be developed where there is a need. Alternatively, individuals may attend
externally run programs and there may be cases where learning by planned job experience is
the best answer. Employees contribution to assessing own training needs are welcomed as are
the suggestions for suitable programs. Engros appraisal system has a structure which calls for
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employee input to this discussion.
Career Development
Engro is committed to the essential concept that career development is a shared responsibility,
with employees part in it being an active and positive one.
Its aim is to match employees personal needs, desires and skills with the requirements of the
Company for the right person in the right job at the right time. Our system requires employees
contribution to the discussion about the future at the time of the appraisal interview.
Appraisal
The process of examining and evaluating employees work behavior by a manager or counselor
and comparing it with predetermined standards, documents the results of comparison, and use
that result to provide feedback to the employees to show where enhancements are neededand why these improvements are required.
Objectives of Performance Appraisals
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
Engro uses the 360 performance appraisal system in order to assess the performance of the
employees, as gives proper attention to the appraisal system as it will help them to identify the
required performance and if employee is not performing up to the standards,the will search out
for the lower performance of the employees and performance appraisal system is the only way
they can assess it.
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Feedback
Workers at Engro fertilizers are informed of their performance and given the opportunity to express
their opinion over their own level of performance against each competence. This serves the following
two main purposes:
It enables the reviewer to redefine whether the initial assessment was correct, as
circumstances may exist that the reviewer is unaware of.
By asking the worker what he sees to be his own strengths and development areas often
help to reduce negative responses and makes planning training needs/inputs activities
easier if the person is able to express for himself the areas in which he feels he can improve.
Compensation and Benefits
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.
Toughest year for the Engro
2007 was the toughest year for the company as an incident of fire occurred ,in that incident welost our records, we faced very difficulty even until today we dont have the proper records for
the pension of retired and dead people. Even we had not any back of all our records in our IT
system, till two months we were lacking the proper payroll system. We were not prepared for
any incident and that was our mistake for which we have suffered a lot. We had to start from
the scrap. but we are planning to overcome that incident and also making strategies if any
incident we will face in the future.
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