packages limited [final]

8/12/2019 Packages Limited [Final]

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INTRODUCTION:Established in 1956 as a joint venture between the ALI GROUP OF PAKISTAN and AKERLUND

and RAUSING OF SWEDEN, Packages Limited provides premium packaging solutions for

exceptional value to individuals and businesses in the most efficient, profitable and

sustainable way. We offer a complete range of packaging solutions including offset printed

cartons and flexible packaging materials to individuals and businesses world-wide. Our

clientele includes illustrious names such as Unilever and Pakistan Tobacco Company, who

have been our customers for over 50 years.

Packages Limited is listed on all three stock exchanges in Pakistan. Our joint ventures and

business alliances with some of the world's biggest names reflect our forward-looking

strategy of continuously improving customer value through improvements in productivity.Packages has always been at the forefront of new developments in packaging research and

has pioneered several innovations, including the use of wheat straw as a raw material for

paper and board manufacture.

VISION:Position ourselves to be a regional player of quality packaging and consumer products.

Improve on contemporary measures including cost, quality, service, speed of delivery and

mobilization. Keep investing in technology, systems and human resource to effectively meet

the challenges every new dawn brings. Develop relationships with all our stakeholders

based on sustainable cooperation, upholding ethical values, which the shareholders,

management and employees represent and continuously strive for.

MISSION STATEMENT: A leader in the markets we serve by providing quality products and superior service to our

customers, while learning from their feedback to set even higher standards for our

products.

A Company that continuously enhances its superior technological competence to provideinnovative solutions to customer needs.

A Company that attracts and retains outstanding people by creating a culture that fostersopenness, innovation, promotes individual growth, rewards initiative and performance.


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A Company which combines its people, technology, management systems and marketopportunities to achieve profitable growth while providing fair returns to its investors.

A Company that endeavors to set the highest standards in corporate ethics in serving thesociety

CORE VALUE: Good Governance Our People Customer Satisfaction Work Environment Conservation Ethical Behavior Whistle blowing Policy

Underlying everything we do and everything we believe in is a set of core values. These

guide us to deal with every aspect of any issue we might encounter in our personal andprofessional lives. These values help us grow inside & outside, personally and as an

organization.

GOOD GOVERNANCE:We are committed to running our business successfully and efficiently, providing long-term

benefits to our employees and shareholders, and enriching the lives of those whom we

serve by fulfilling our corporate responsibility to the best of our ability. We expect

excellence from all processes, whether they relate to policy formation and accounting

procedures or product development and customer service.

OUR PEOPLE:The success of any organization is largely dependent on the people working for it. Each

member of our team is considered equally important and provided constant training,

motivation and guidance. We possess a dedicated staff of the highest caliber committed to

making our business a success. We ensure that every employee has the opportunity for

maximum professional development. To achieve this goal, we seek to provide challenging

work prospects for all employees. Each person is compensated and rewarded for his or her

performance and hard work on a strict merit basis.

EMPLOYEE DEVELOPMENT:

How do we develop our strengths? Through learning. People develop the most when they

are able to identify and cultivate their individual strengths and are provided with the right

support and encouragement to do so. This philosophy lies at the core of our training and

development programs.

We have an institutionalized in-house training function, reflecting our commitment to

building a workforce culture where all employees have access to personal and professional

growth opportunities. Staff at all levels is encouraged to participate in these development

programs. In-house training courses and workshops are regularly organized: some recent

topics included Communication Skills, Time Management, Leadership, LanguageImprovement, Productivity Enhancement and Development Course for Supervisors.


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We send approximately 60 to 70 employees abroad annually for training purposes, while

over 300 persons are trained locally every year.

Adult education classes are held regularly for the workers' benefit.

CUSTOMER SATISFACTION:

We are customer-driven; we go the extra mile to make sure our clients expectations are met and

exceeded on every issue. We partner with leading companies to arm ourselves with the latest

technology and provide customers with innovative solutions in the most cost-effective manner

available.

To serve customers:

We try make our customer not only satisfied but delighted. Personnel problems are addressed. Even

investments are also made for customers. We have installed two new plants in 2001 & 2007 on the

recommendation of our customers. Our most customers are multinational, because they need good

quality at right time.

WORK ENVIRONMENT (CERTIFIED ISO 14001):

We have open door policy. Suggestions and recommendations of employees are always

considered. Employees are encouraged to give feedback. If the suggestion of employees are

beneficial for the organization then reward are also given to them. Our policies and core

values are aimed towards creating an informal yet stimulating team-oriented work

environment with a culture of sharing and open communication. We cherish the diversity of

viewpoint of every individual; we realize this encourages innovation and develops character.

All employees have the right to a stress and injury free work environment. We ensure ouremployee health and safety by providing various in-house facilities such as a gym and

making sure that all staff understand and uphold our safety policy.

All our employees are permitted and encouraged to afford time and attention to personal

concerns.

ETHICAL BEHAVIOR:

We make it clear that being a sincere, honest and decent human being takes precedence

over everything else. In the Packages family, there is an all-round respect for elders,

tolerance for equals and affection for youngsters. Managers are expected to lead from thefront, train junior colleagues through delegation, resolve conflicts quickly, be visible at all

times and act as role models for others.

WHISTLEBLOWING POLICY:

We are committed to high standards of ethical, moral and legal business conduct. In line

with our commitment to open communication, this policy aims to provide an avenue for

employees to raise concerns and reassurance that they will be protected from reprisals or

victimization for whistle blowing.

This whistle blowing policy is intended to protect the staff if they raise concerns such as:

incorrect financial reporting;


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unlawful activity; activities that are not in line with Packages policy, including the Code of Conduct; or activities which otherwise amount to serious improper conduct

" We make sure that all our processes and methods conform to the highest ideals of

professional behavior. Our organizational structur e is straight-forward and need-based;accountabil ity is transparent, consistent and both hor izontal and ver tical."

VALUE STATEMENT:We make sure that all our processes and methods conform to the highest ideals of

professional behavior. Our organizational structure is straight-forward and need-based;

accountability is transparent, consistent and both horizontal and vertical.

NATURE OF THE ORGANIZATION:

Packages Limited is a manufacturing business entity. In manufacturing it is renowned

specifically for its unique ideology behind packaging. Company chose this business because

the evaluation of packaging in essence is the evaluation of mankind. It seems that the

earliest cues were provided by the nature. The form and shape of natures packaging varies

from rigid to flexible, simple to complex.The classic example of natures packaging is an

egg.

Basically, Packaging can be described as a coordinated systemof preparing goods for

transport, warehousing, logistics, sale, and end use. Packaging contains, protects, preserve,

transports, informs, and sells. It is fully integrated into government, business, institutional,

industry, and personal use.

VOLUME:

Packages has 1600 employees out of which 800900 is workforce, others are officers.

NET SALES(2013): TOTAL NET SALES USD 135 MILLION. PROJECTED NET SALES 2014USD 152 MILLION.

CAGR 2013PKGS

10%20%30%


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CAPITAL SHARE -DECEMBER31, 2013:

PRESENT PAID UP CAPITAL Rs. 844 M US $ 8.0 M PRESENT SHAREHOLDERS EQUITY Rs. 42,090 M US $ 401 M MARKET CAPITALIZATION Rs. 23,004 M US $ 219 M SHAREHOLDINGS:

o FOREIGN SHAREHOLDERS 16%o LOCAL SPONSORS 49%o STATE OWNED / CONTROLLED CORPORATION 11%o GENERAL PUBLIC 24%o TOTAL 100%

PRODUCTS:

Carton Business Unit Flexible Business Unit Consumer Products Mechanical Fabrications & Roll Covers

CULTURE OF ORGANIZATION:

The culture of our organization is Traditional, which is based on more than 50 years. We

maintain our culture by employing fresh people and train them according to culture.

Here are some key elements of Packages culture:

Openness and speech freedom. Fostering innovation.

`

Flexible PackagingUSD 75 million55%

TissueUSD 26 million19%

Folding CartonsUSD 34 million25%


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HR Department:

HRD was established in 1995 and MR. NAYAB was first HR manager. In 1997 MR NAYAB left

Packages Limited and MRS. ASMA JAVED took charge as the HR manager. Currently 3 people

are running HR department MRS. ASMA JAVED- the HRD Manager and HR executives MISS

SAIRA ASIF & MISS ASMA YOUSAF. The ORGANOGRAM of HRD is given below:

MISSION:

To make sure that employees perceive their individual targets this ultimately helps in

achieving companys goals.

CURRENT SCENARIO:

We are restructuring the HR department of our organization to meet challenges.

Earlier, HR department was only responsible for training & development. Now the role

of HR department will be wider. New hierarchy will be developed.

OVERVIEW OF HRD:

As HRD is going to expand its limitations so it has to cater all the HR

functions.(Recruitment & selection, compensation & benefits, training& development,

planning, orientations etc.) The HR policies and strategies are disclosed to the full

among the employees and management body for better understanding and practice

without any bias and deviation. The employees have sufficient access to them in case

of any need felt. The policies are also helping the company to get better managed

working environment.

HRD Manager

Asst. ManagerHRD

HR Executive


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COMMUNICATION:

It is cardinal principle of management that in order to be efficacious its communication

with its employees should be very effective. In packages following mediums are used

to communicate with the employees.

Office orders using dept. notice boards Packages AKHBAR Suggestion system Back word integration strategies MeetingsThe employees are satisfied with the HR policies as they are fully disclosed and

neutrally practiced. If anyone has any kind of issue or any suggestions he/she can have

the access to management. The company is practicing with open door policy so the

beneficial suggestion is not only implemented but also rewarded.

EMPLOYEE MOTIVATION:

Fair evaluation Growth Opportunities Job Rotation Fair Compensation Job Security Incentives

Subsidized Food- The Company has extensive cafeteria facilities which serve

breakfast, lunch and dinner to all employees at highly subsidized rates.

House Rent Allowance- This is paid to all employees as a hefty percentage of their

basic salaries.

ROLE OF HR DEPARTMENT IN GOAL SETTING:HR department take part in goal setting policies. We set goals at the start of the year basedon our previous performance. HRD act as a business partner.

COMPETITIVE STRATEGIES:

Our main focus is on the career development of employees. We provide learning

opportunities and training to our new entrants as well as current employees. Our training

program is almost budget free. Whether the trainings programs are of Pakistan or outside

the country, all are considered


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COMPETITIVE EDGE:

Job rotation is considered important.

MOST CHALLENGING THING IN THE JOB OF HR:

All HR jobs are challenging. Employee branding, retention of employees

FACTOR OF EFFECTIVENESS:

Training Recruitment & selection Policies: Fresh people are hired on the basis of test and interview. Hiring is only job based.

COST BENEFIT:When HR functions will be strong, only then the right person will be on the right job. HR

department works for the skill enhancement of employees. It finds the needs of employee

and try to fulfill them in order to motivate them.

SAP(SYSTEM APPLICATION PROGRAM):

A TOOL OF INTERPRISE RESOURCE PLANNING

Packages limited implemented software applications program in the year 2000, and isusing SAP to fully integrate all its business processes SAP is an enterprise resource

planning (ERP), which through a common data base allows the company to be fully

integrated and be live in respect of its business process information SAP products

empower people to respond Quickly and decisively to dynamic market conditions,

helping business achieve and maintain a competitive advantage by improving the

response time and service to its customer.

FUNCTIONS OF HUMAN RESOURCE DEPARTMENT: Recruitment & Selection. Succession Planning. compensation$ benefit. Performance Appraisal. orientation. Training & Development. Assigning Projects to Internees.


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RECRUITMENT & SELECTION:

Packages LTD is an equal employment opportunity employer. Human Resource

department is responsible for recruitment and selection of executives of Packages. The

complete process of recruitment and selection takes APPROXIMATELY 30 DAYS. It

starts when HRD receives a request from the departmental head for hiring newemployees for a vacant position. On getting informed the HRD invites a wide pool of

applicants through any or all of the following mediums:

Newspaper Online Recruitment Walk In Applicants Educational Institutes Mail

Types of Recruitment:

Recruitment at packages is both internal and external. If an executive leaves the job, another employee of the organization through

promotion or transfer replaces him/her, however there is no concept of lateral

entry in Packages,

Fresh graduates from reputable universities are hired in batches. Entry is atmanagement trainee level.

SUCCESSION PLANNING:

Packages is a company that offers long term career opportunities to its employees.

There is no concept of lateral entry in packages an individual begins his career as a

management trainee. Management trainee is trained and groomed according to the

company's requirements. As the individual grows and shows his potential, he is

considered for higher vacant post for which he is transferred or promoted. The

following are the grades of employees in Packages:

Manager II an above Manager Executive I Executive II Executive III Management Trainee For succession planning, a meeting is held annually where a list of employees for

promotion is evolved. The panel comprises of:

DM

DGM HR Manager


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Head of respective departmentThe panel holds discussion about employees of departments. The panel discusses

various issues regarding employees like strength, weaknesses, qualification,

performance, experience, seniority, and suitability for the position. These discussions

are then recorded and reviewed periodically so that action can be taken accordingly.

PROCEDURE:

When a need of external executive recruitment arises, it is communicated via

departmental head along with the requirements to the HRD department

COMPENSATION & BENEFITS:

Employees job is an important part of her life, and to do it well, you need an

appropriate environment for your mind as well as your body. We like to make sure

that you do: our corporate culture emphasizes people, and the need to satisfy their

potential.

As compensation refers to all kind of rewards going to employees. So packages follow

the market trends to compensate employees. Same compensation given to every

employee for same level.

For us, the resources running Packages are not the machines, but the people. We do

not seek employees. We seek people who will think, feel, express themselves, learn,teach, and grow with us. Their growth is the company's growth. That's how personal it

is, for us. We have designed an impressive range of facilities and services to free our

people from worries and allow them personal and professional freedom. These are

just a few of the benefits we provide for employee welfare:

BONUS

- A cash bonus is paid annually to all employees.

HOUSE RENT ALLOWANCE

- This is paid to all employees as a hefty percentage of their basic salaries.

EMPLOYEES' OLD AGE BENEFIT SCHEME

The company contributes a percentage of workers' wages towards this government

scheme, which ensures a reasonable pension on retirement.

SUBSIDIZED FOOD:

The company has extensive cafeteria facilities which serve breakfast, lunch and dinner

to all employees at highly subsidized rates.


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EMPLOYEES' CHILDREN EDUCATION

The company pays an education cess to the government to ensure free education up

to high school level of at least one child of each employee, subject to rules and

regulations.

Hajj Facility Interest Free Motorcycle Loan Facility Fair Price Shop Facility Provident Fund & Gratuity Management Pension Fund Car Loan Facility Sports Activities Uniform and shoes facility Free Milk Facility Long Services Awards MURREE Rest Houses Facility Farewell Parties Funeral Expenses Medical Facility

Conveyance Allowance -This is also paid to all employees. Employees are also

offered the option of buying vehicles at reduced prices.

PAY DETERMINANTS: Industry wise Trend Market Trend for the particular job Internal pay structure Pay structure in Multinationals Minimum wages as announced by the Government Agreement with the Collective Bargaining Agent

PAY GRADES:

Workers Grades:o Grade 1 to 5o Grade D to A

Executive Gradeso Grade JE, JE-1, E3, E2, E1, E

Technical Gradeso Grades TE, TE-1 to TE-6

Specialist Gradeso

Grades S-1 to S-4 Management Grades


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o Grade M to M-4, & SMTRAINING & DEVELOPMENT:

Usually first three months act as the probationary period for the fresh recruit. This also

acts as the training period of the employee. In these three months the employee is

usually not allowed to work in any real life projects and based on the level of expertise

they are induced to the real life projects. In these three months the employee is tested

indirectly and monitored and his/her caliber judged and hence the management take

the decision of where to place him.

As we know training means the process of teaching new employees the basic skills

they need to perform their jobs. So in packages training is given after the orientation,

it has a specific time period in which training is given to the employees. Almost 2 to 3

weeks are assigned for training session. Our training program is almost budget free.

Whether the trainings programs are of Pakistan or outside the country, all are

considered.

It depends whether the test is needed or not. Usually no test is conducted after

training. Training is basically given to the employee to learn so in these kind of training

test are not conducted it depends on the nature of the work or job to conduct a test or

not.

As they said they didnt conduct test after training session so they mostly employ their

workers after basic training session. Most probably if they conduct a test they willconduct it to how to use machineries. The basic purpose of training is to focus on the

technical skills.

PERFORMANCE $ APPRAISAL:

performance $appraises are two side of a coin. immediate officer appraises performance.

For the appraisal of the performance there is a Performa, which is filled by immediate

officer

This Performa is named as PERFORMANCE PLANNING $ EVALUATION(PPL).

There are seven sections in this form. the particulars of the candidates are written on the

top of the form.

ORIENTATION:

An introduction as to guide one in adjusting to new surroundings employment activity

or the like is known as orientation. The main purpose of orientation is to guide the

new employees with basic knowledge of the organization and basic information aboutthe work. Orientation is guideline for the new employees. As every new employee


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didnt have enough knowledge about the firm, so its the duty of the organization to

tell about the organization. Employee should understand the organization in a board

sense so each and every kind of information should be given (the past, present, culture

and vision of the future). In orientation organization should keep in focus the policies

and procedures of the company.

In packages the duration of the orientation is normally 2 weeks. After two weeks the

basic training session starts.

In packages Information about current scenario, processes and overview of whole

organization is given in orientation.

Workforce Diversity:

Company has developed Systems, policies, procedures to work within the

organization. Each individual is bound to operate within these SOPs. Company does

not interfere in the personal attachments of the employees and nor the employees are

allowed to reveal and practice their personal affiliations within the company. Training

relating to diversity is also given to them.

Integrated management system policy:

We intend to be a world class Company that not only delivers quality products & services

but also takes care of its personnel health, safety & environment as a whole. We are

committed to achieving this by:

Packages Limited shall:

Complying with all applicable laws and regulatory requirements.

Setting objectives and targets for reviewing and improving management systems.

Developing an effective IMS system to prevent incidents/accidents, ill health, pollution,

waste reduction, hazards elimination and environmental impacts mitigation.

Ensuring that all food related packaging material is produced, stored and delivered in safe

and hygienic condition as per relevant requirements

Continually improving our EHS and food safety management system e effectiveness.

Creating a safe and work friendly environment for all stakeholders.

Implementing individual accountability to comply with IMS requirements.

EFFLUENT AND WASTE MANAGEMENT


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Discharged water from the paper and board mill goes to a septic tank where

heavy, insoluble material settles down and is constantly scooped out. Specialized

cleaning equipment removes the residual sludge and suspended particles. The

suspended solids are separated and treated on sludge de-watering equipment

and thickened for disposal.

The introduction of the new method of using wheat straw as a raw material was

a bold step partly aimed at reducing the chemical load of the effluent. An even

bolder step was taken with the import of Chemical Recovery Plant in 1997. Black

liquor, which poses severe difficulties in the effluent treatment system in any

pulp mill, is concentrated in this plant to 58% solids and then incinerated in a

waste heat boiler, where organic impurities are destroyed and the steam

generated is utilized for evaporating the incoming liquor. The ash, containing

inorganic compounds, is dissolved in water to recover any available chemicals.

WATER MANAGEMENT

This is a recent part of the green policy adopted by Packages. It includes

reduction of the usage of water in all stages of its processes. Better water

management has led to better utilization of water and other raw inputs.

At 300 tonnes per tonne of pulp produced, the quantity of water itself poses

serious problems of extraction and disposal. To reduce it, a dissolved air

flocculation system and special filters have been added to different streams of

reusable water and wherever possible, fresh water in various processes has

gradually been replaced with this water.

INDEPENDENT ENERGY HOUSE

Packages is self-sufficient in its power generation capabilities with an installed

capacity of 26MW. A local boiler meets the company's steam demands.

RESULTS

These efforts were streamlined in 1997 through the formation of a committee of

internal experts to look regularly into issues concerning environment, health and

safety. The committee is currently involved in the management of fresh water

use, effluent management, control on air emissions, energy conservation and

maintenance of health and safety standards in the company. It uses guidelines

provided by the National Environment Quality Standards (NEQS) as a benchmark,

even modifying processes to conform to its objectives.

As a result of combined efforts, the quantity of water used, as well as its BOD andCOD has been reduced significantly. Steam consumption and heat energy


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consumption in 2003 have both shown a reduction of over 16% each compared

to 1999. The electricity use in the same period has gone down by an impressive

25%.

These activities have acquired such importance for the company that out of US$100 million spent on new processes and technology in the last few years, 20%

were spent on environmental issues alone.

STATEMENT OF ETHICAL PRACTICES

It is the basic principle of Packages Limited to obey the law of the land and

comply with its legal system. Accordingly every director and employee of the

Company shall obey the law. Any director and employee guilty of violation willbe liable to disciplinary consequences because of the violation of his / her

duties.

Employees must avoid conflicts of interest between their private financial

activities and conduct of Company business.

All business transactions on behalf of Packages Limited must be reflected

accordingly in the accounts of the Company. The image and reputation of

Packages Limited is determined by the way each and every one of us acts and

conducts himself / herself at all times.We are an equal opportunity employer. Our employees are entitled to a safe

and healthy workplace.

Every manager and supervisor shall be responsible to see that there is no

violation of laws within his / her area of responsibility which proper supervision

could have prevented. The manager and supervisor shall still be responsible if he

/ she delegates particular tasks.

Feed Back:

As Packages is mainly producing industrial product and therefore it uses B to B marketstrategies. Most of its customers are multinational organization. Companys marketing and

sales force remains in contact with these customers and seeks their feedback on regular

basis. They work with the customers very closely to work on their problem and to resolve

them as well. Company does have a R&D Department who also introduce new methods and

techniques to overcome the customers problems.

Conclusion:

Packages is one of the latest and pioneer packaging unit in Pakistan. It also assist the other countries in paper technology and management.


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It is leader in plup & paper and packaging industry in Pakistan. It pays a huge amount annually in the form of taxes to the governmentof Pakistan.

This year they have paid one Arab and twenty three karor Rs. With the total profit of

Six Arab.

Company's distribution channels are very effective.

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packages limited [final]

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