(Department of Business Administration)



 Name: Naveed Ahmad  Roll No: AH523400  Assignment No: (02)  Semester: (4th)  Level: MBA (HRM)

TOPIC Designing Training Programs

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 1 of 25

I am very much obliged to my ever caring and loving parents whose prayers have enabled to reach this stage. I am grateful to almighty ALLAH who made me able to complete the work presented in this report. It is due to HIS unending mercy that this work moved towards success. I am highly indebted to my course instructor for providing me an opportunity to learn. I feel great pride and pleasure on the accomplishment of this report.

Name: Naveed Ahmad Roll No: AH523400

Allama Iqbal Open University

Page 2 of 25

Yet. Achievement of all of the learning objectives should result in accomplishing all of the overall training goals of the training and development experience(s). webinar. such as a course. many of us have no idea how to carefully design an approach to training and development.and learning is typically viewed as new knowledge. You will also identify the learning activities (or methods) you will need to conduct to achieve your learning objectives and overall training goals.An abstract Training and development -. we highly value learning.or "learning and development" as many refer to it now -. skills and competencies or abilities. self-study or group activity. The purpose of the design phase is to identify the learning objectives that together will achieve the overall goals identified during the needs assessment phase of systematic training design.) In our one of the most important aspects of our lives and our work. despite our having attended many years of schooling. Learning objectives specify the new knowledge. skills and abilities that a learner should accomplish from undertaking a learning experience. (Many people view "training" as an activity that produces the result or outcome of "learning" -. Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 3 of 25 .

Table of Contents Introduction Determine what training is needed Organizational Analysis Task Analysis Person Analysis Determine what training approach to use Putting together your own training program Training employees Evaluating your program Fatima Fertilizer Company Ltd Vision & Mission Company Overview Core Values Code of Conduct Profile of the Company Board Structure & Committees Organizational Chart Human Resource Management Training and Development Products Distribution Networks Social Responsibility Social Contributions Clean Development Mechanism Major Competitors SWOT Analysis Opportunity Threats Conclusion Recommendations for improvements Reference Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University 5 5 5 6 7 7 9 10 10 12 12 12 13 13 15 16 19 19 20 22 22 22 23 23 23 24 24 24 24 25 25 Page 4 of 25 .

you need to develop a training system that is streamed-lined. Timing and personnel climate also can have a major impact on the effectiveness of a training program. Companies that have high employee turnover rates will probably not want to spend a lot of money on training because the employees usually don’t stay very long after the training period. Step One: Determine what training is needed. Examples: 1. For instance if a company has recently undergone a reorganization Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 5 of 25 . Finding the balance between too much and too little information is the key to designing the most effective training system for your company. effective. and company resources available for training purposes. The amount of money that is allocated to training will most likely be based on your company’s turnover rate. a task analysis. especially if your business has a high turnover rates. In order to reduce the amount of time it takes to train your new employees to reach their full potential. employee relations and attitudes. The first step in designing a training system for your company is to determine what kinds of training is needed. These factors include such things as money available for training programs. Organizational Analysis An organizational analysis is used to identify company factors that can negatively or positively impact the effectiveness of a training program. and to identify employees that need to be trained. person power analysis and planning resources. and efficient and gives your new employees the skills needed to be a good employee without overburdening them with too much information. the difficulty of the jobs performed. such as retail. and the amount of cash flow that your company has. 2. You will need to conduct an organizational analysis. This three-tiered examination of your company’s training needs is required to identify: factors that will inhibit and aid training. to identify tasks that most employees will need to be trained in. and a person analysis.Introduction Keeping your company operating like a well-oiled machine is not an easy task. and therefore it is a waste of money to invest a great deal of time and money on training certain employees.

Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 6 of 25 . Task Analysis A task analysis is a process of identifying what skills and activities need to be taught. Instead. A job analysis is basically just an examination of a job and a listing of the "minimum" duties and skills that are required to successfully perform the job. this list is very basic. and generalized to the skills required of just about any secretarial position. and the company has not given its employees raises or promotions in several years. it would be a better investment to allocate money to improving employee relations and morale. 10-key Word processing General computer skills Operation of office machines Phone skills Spread sheet skills Filing As you can see. these are the minimum skills that are needed to be able to "successfully" function in this position.p. Example: Job Title: Secretary Job Skills: Typing 55-65 w. While the secretary that holds this position may perform many other tasks during the course of a week. Employees in this situation may harbor hostile feelings towards the company and management. implementing a new training program may not be the best investment of company resources.m. To generate a list of skills that employees need to learn you can conduct a job analysis. and may not be receptive to new training.where many people were laid-off or displaced.

as can skill and knowledge tests. that specific employees or departments need to improve. After you have identified who needs to be trained in what areas. First an examination of past and current performance appraisals can be made to identify employees that have areas that need improvements. If an employee already has an identified skill it is a waste of money to train them in that skill. The benefits of this type of training methodology are: that they are usually given by an expert or organization that has extended knowledge of the area. (2) how the trainee is to learn the skill. Person Analysis The final step in determining what training is needed is to conduct a person analysis. and (3) how proficient they need to be in the skill after the training process is completed. If you identify a skill that does require additional training then you will need to formally identify it as a training objective in writing. The final way a person analysis can be conducted is to evaluate and review critical incident reports that have been filed in personnel. and to protect you against lawsuits if you need to discipline or terminate an employee for not meeting the standards set out by the objectives.After identifying what tasks are involved in each job. the next step is to identify what tasks need training. Interviewing employees can also be used to identify skills that are needed or desired by employees. Seminars are a popular choice for large-scale training issues like professional standards updates and customer service issues. This documentation is needed to not only to let employees know what is expected of them. etc. you will need to determine what training methodology to use. These incidents can pinpoint specific skills like customer service. A person analysis is the identification of people in your company that need training. training materials are provided. Step Two: Determine what training approach to use. and employees enjoy the fact that they get out of work to attend the seminar. but also for personnel to maintain a common standard of training for all employees. This objective should identify (1) what the skill is. The drawbacks of Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 7 of 25 . they cover all the issues related to the issue is a short period of time. Surveys can also be used to identify skills that the employees themselves think that they should have or that they need to have to perform their jobs more successfully. There are many ways that this identification process can be handled. assembly. Today there are many options managers and business owners can exercise to train their employees.

latent ink booklets. The drawback to this type of training methodology is the costs associated with purchasing training materials for every employee. and meals while the employee is at the seminar. The advantages of this type of training methodology are that the issues addressed are specific to the company. The main drawback to this methodology is that employees may feel singled out if the case study is about them. you may need to word the case study in a manner that gives the employee anonymity and that changes the situation enough so it cannot be attributed to a specific employee. especially if the company has a high turnover rate. The drawbacks to simulation are again based on money. programmed instruction can be used to deliver training materials. To overcome this. All of these formats allow employees to progress at their own pace. and simulations help train employees to respond appropriately to unexpected events in a controlled environment. the cost can be extraordinarily Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 8 of 25 . This methodology does not take into consideration different learning styles or paces of individual employees. Employees are away from their jobs for one or more days to attend the seminar so the company must either do without their services during this time or pay for a temporary replacement. travel. Employee meetings can be held in which critical incidents are reviewed and alternative solutions or actions can be discussed. lodging. Programmed instruction is basically a hard copy format of training that is delivered either through: step-by-step booklets. and that employees can see the connection between a skill and its result easier in this situation than they can in a made up example printed in a training booklet. In addition to losing money for missed work. The benefits of this training methodology are that they train employees to perform specific skills needed for their job. and to go back over material as many times as needed. In certain cases where simulating machines are needed. In order to overcome pacing issues of training materials. Simulation is basically just walking an employee through the motions of a skill in a controlled environment until they master the skill. and therefore some employees may be bored while others may feel overwhelmed by the amount of material being presented to them in a short period of time. Simulation is yet another training methodology that can be utilized.seminars are based on the time and money that they require. the company also has to pay for the seminar. Another drawback to this type of training is that the material is presented to all employees at the same pace and in the same manner. or through computerassisted instruction or computer-based training. Examining case studies is another training methodology that can be used.

high. and they may not learn well under the pressure. personality conflicts impact the quality of the training and results of the program. Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 9 of 25 . The following training materials need to be cemented in writing. Once you have identified the skills that need to be focused on. In this case employees act out scenes from their job in which they face challenges and situations that they normally will come across during the average day. Role-playing is an inexpensive training methodology that most companies can use. and the overall productivity of the company is hindered during the training process. As they walk through these situations they respond in a way that they think is appropriate following written procedure models. In this type of training programs new employees follow the lead of an experienced employee in order to learn new skills and to learn how to function properly in the job in question. Documentation is the key to protecting yourself against lawsuits relating to employee relations. it can be used successfully in office situations as well. 1. The benefits of this type of training are: (1) it is relatively inexpensive. Apprentice training is another category of training methodologies that can be used to train employees. The drawbacks are that some employees may not feel comfortable in this situation. Step Three: Putting together your own training program. and it provides new employees with personal support during their training. For example. and the methodologies that will be used. Training objectives. Training objectives need to identify (1) the skill. a person training to be a personnel assistant may be placed in a role playing training model where they sit at a desk in personnel and take mock-phone calls and walk-in inquiries. The drawbacks to this type of training program are that it hinders the ability of the experienced employee to do their work. Therefore simulation exercises that utilize these kinds of devises are often times limited to larger businesses or to companies that are located close to companies that lend out simulators. the employees that need training. and (3) what proficiency the employee needs to attain by the end of the training process. etc. hand out personnel forms. you need to put everything down in writing. They may answer questions. however. The benefits of this type of training program are that it gives the new employee a role model for proper work behavior and functioning. and (2) it covers skills that are specific to the job in question. This type of training is most commonly used in trade and craft industries. (2) how training is to be conducted.

Evaluation materials. and what paper work is required. should be written out in a manner that is easy to understand and easy to follow. (5) step-by-step instructions. Training materials. An instruction sheet should include (1) the skill title. and (4) response (rebuttal) form. if there are any areas that seemed redundant or unnecessary. and (5) any professional organization forms such as a CPE tracker. Step Five: Evaluating your program. what training methodologies are available and which ones are required. 4. You. will also need to fill out an evaluation form on the employee’s progress and proficiency in the skill or skills that were focused on during the training Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 10 of 25 . or a manager. no matter how insignificant it may seem to the employer. Make sure that all of your employees understand all of these things and have them sign a statement attesting to this. They will let you know how effective your training materials are and whether you need to adjust any of your methodologies. if there are any areas that need improvement. Step-by-step instructions should be written out for every job. Out-of-house materials. If your company utilizes outside sources for training you will need the following materials: (1) purchase order for educational services. 3. depending on the nature of the skill. Again this documentation will help to protect you from unfounded lawsuits. if they found the training helpful. Training materials. how their progress will be monitored. Step Four: Training employees. (3) evaluation form for the employer (or manager). (4) what supplies are needed and where they can be found. (3) who is to perform it. Evaluation materials are as important to a training program as the actual training materials. Now that you have all of your training materials in order you will need to let your employees know about the programs and their processes. (2) when it is to be performed. After an employee has completed a training program you will want to have them fill out an evaluation form of the program that goes over how well the information was presented. (2) expense forms. and (6) what to do with the end product. The evaluation materials that you need are: (1) evaluation procedures. They will need to know what your training objectives are. (3) approval forms. (2) evaluation form for employees. (4) evaluation forms.2. and if there are any other skills that they feel that they need to perform their jobs.

Proficiency tests can be used to measure the employee’s abilities. then you should make the changes to the training program as soon as possible so that the next trainee will get ALL of the training that they need. Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 11 of 25 . If you notice that there are still areas that need to be trained in.program. or physical observation of the employees performance can be used. Also you can use the evaluation forms to identify areas that really don’t need to be covered and you can eliminate these things from your training program and save your company time and money spent on employee training.

Nitro Phosphate (NP) and Nitrogen Phosphorous Potassium (NPK) at Sadiqabad. business associates and suppliers by providing quality products and services. Company Overview The Fatima Fertilizer Company Limited was incorporated on December 24. Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 12 of 25 . aiming to encourage investors in this field.Fatima Fertilizer Company Ltd Fatima Fertilizer Company Limited is the first and the only green field project which has materialized under the 2001 Fertilizer Policy of the Government of Pakistan. enabling and supportive environment to excel in. Rahim Yar Khan. entrepreneurial in an ethical and safe working place based on meritocracy and equal opportunity.e.  To be a responsible corporate citizen with a concern for the environment and the communities we deal with. capable of producing two intermediate products. as a joint venture between two major business groups in Pakistan namely. be innovative. 2003.  To provide employees with an exciting. in view of growing demand of fertilizer in the Country. quality and positive contribution to national economic growth and development. We will care for the environment and the communities we work in while continuing to create shareholders' value. The fertilizer complex is a fully integrated production facility. Ammonia and Nitric Acid and four final products which are Urea. Vision & Mission Vision: To be a world class manufacturer of fertilizer and ancillary products. with a focus on safety. Calcium Ammonium Nitrate (CAN). Mission:  To be the preferred fertilizer company for farmers. Fatima Group and Arif Habib Group.. i.

Employees must Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 13 of 25 . employees and other stakeholders. the Company has developed comprehensive Code of Conduct which guides the behavior of our directors and employees and is reproduced in the form of a Policy Statement of Ethics and Business Practices as follows: Fatima Fertilizer Company Limited conducts its business with the highest ethical standards in full compliance with all applicable laws. fairness and transparency Innovation We encourage creativity and recognize new ideas Teamwork We work collectively towards a common goal Safety. Environment & CSR We care for our people and the communities around us Customer Focus We believe in listening to our customers and delivering value in our products and services Excellence We strive to excel in everything we do Valuing People We value our people as our greatest resource Code of Conduct A commitment to honesty. protects and improves the environment and provides employees with a safe and healthy workplace. ethics. Honesty and integrity take precedence in all relationships including those with customers.The Complex has a 56MW captive power plant in addition to off-sites and utilities. Core Values Integrity Our actions are driven by honesty. ethical conduct and integrity is the leading objective of the Company. Health. Ethics and Business Practices WE believe in conducting the company’s business in a manner that respects. suppliers. The Complex has been allocated 110 MMCFD of gas from the dedicated Mari Gas fields. We conduct our business in an environmentally responsible and sustainable manner. To assist employees in achieving this objective and implement its commitment.

and from competing with the Company. both physical and intellectual. Health Safety and Environment policy. very valuable. and expect the same from them. Our Company will not knowingly do business with any persons or businesses that operate in violation of applicable laws and regulations. suppliers. Company property or information for personal gain. All employees are expected to understand the laws and business regulations related to their work and comply fully so that our shareholders. Employees are also prohibited from taking advantage from opportunities that become available through the use of Company information. Employees are prohibited from using their completely familiar with the permits. Protection of the Company’s information is important for our business. Inducements intended to reward favorable decisions and governmental actions are unacceptable and prohibited. Employees are responsible for applying all available tools to manage the Company’s information resources and records. safety and environmental laws. All employees are expected to know what information is proprietary and which must not be disclosed to unauthorized sources. We shall take steps to assure that our suppliers. health. including employment. local laws and regulations that apply to their work. stakeholders and the Government have complete faith in the way we operate and that our business decisions are made ethically and in the best interests of the Company. W e have. customers. Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 14 of 25 . Relations with Business partners WE seek to do business with suppliers. property or their position. Assets and Proprietary information WE consider our Company’s assets. therefore an obligation to protect these assets in the interest of the Company and its shareholders. employees. contractors and other independent businesses who demonstrate high standards of ethical business behavior. vendors. vendors and contractors understand the standards we apply to ourselves. Employees are obligated to act in accordance with the Company’s code of Ethics and Business Conduct and are restricted to using only legitimate practices in commercial operations and in promoting the Company’s position on issues before governmental authorities.

self-development and innovation. We provide employees with tools. The Complex has 56MW captive power plants in addition to off-sites and utilities.Our Employees WE believe that highly engaged employees are the key ingredient in professional development and business success. We are an equal opportunity employer and promote gender diversity. Profile of the Company The fertilizer complex is a fully integrated production facility. broaden their skills. Japan and Europe. at its construction peak engaged over 4. Ammonia and Nitric Acid and three final products which are Urea. capable of producing two intermediate products.e. The construction of the Complex commenced in March 2007 and is housed on 947 acres of land. and training to master their current jobs. Calcium Ammonium Nitrate (CAN) and Nitro Phosphate (NP) at Mukhtar Garh. 200 million ordinary shares were offered to the public bringing the issued Ordinary Share Capital from 1. we invite our employees to contribute their best and to avail the opportunities for improvement and growth. through a successful initial public offering (IPO) in February 2010. China. Foundation stone was laid on April 26.800 million to 2. The Complex provides modern housing for its employees with all necessary facilities. a medical centre and sports facilities. The Complex is designed to produce annually:    500. techniques. USA.000 engineers and technicians from Pakistan. i.000 million shares. Sadiqabad. 2006 by the then Prime Minister of Pakistan.000 Metric Tons of Urea 420. and advance their career goals. This includes a school for children of employees and the local community.000 Metric Tons of Calcium Ammonium Nitrate (CAN) 360. Therefore. The Audit Committee of the Board ensures the compliance of above principles. Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 15 of 25 . The Complex has been allocated 110 MMCFD of gas from the dedicated Mari Gas Fields.000 Metric Tons of Nitro Phosphate (NP) The Complex. The Company is listed at all stock exchanges of Pakistan.

The Board provides leadership and strategic guidance to the Company.Board Structure & Committees Board Structure Fatima’s Board consists of eminent individuals with diverse experience and expertise. Other than the Chief Executive Officer (CEO). Allama Iqbal Open University Page 16 of 25 Name: Naveed Ahmad Roll No: AH523400 . the main purpose of the Audit Committee is to assist the Board by performing the following main functions:   to monitor the quality and integrity of the Company’s accounting and reporting practices. 2014 and one director is nominee of National Bank of Pakistan. Board Committees The standing committees of the Board are: Audit Committee Composition The Audit Committee consists of five members of the Board. there are two executive director and five nonexecutive directors including the Chairman and nominee director. to oversee the performance of Company’s internal audit function. accounting and reporting standards and other significant areas of management. seven of whom have been elected by the shareholders for a term of three years expiring on April 30. It also reviews and approves the annual budget and longer term strategic plans. overall performance. The members are:     Chairman Member Member Member Terms of Reference In addition to any other responsibilities which may be assigned from time to time by the Board. corporate governance and regulatory compliance. oversees the conduct of business and promotes the interests of all stakeholders. It reviews corporate policies. Majority of the members of the Audit Committee are nonexecutive including the Chairman. The Board is headed by the Chairman who manages the Board’s business and acts as its facilitator and guide. It comprises of eight directors. The Board is assisted by an Audit Committee and a Human Resource and Remuneration Committee while the CEO carries responsibility for day-to-day operations of the Company and execution of Board policies.

review of preliminary announcements of results prior to publication. b. The Terms of Reference of the Audit Committee have been drawn up and approved by the Board of Directors in compliance with the Code of Corporate Governance. performance and competence. half-yearly and annual financial statements of the Company. i. accounting system and reporting structure are adequate and effective.  to review the external auditor’s qualification. f. the Audit Committee carries out the following duties and responsibilities for the Company as per its Terms of Reference: a. where necessary). ascertaining that the internal control system including financial and operational controls. compliance with applicable accounting standards. review of management letter issued by external auditors and management’s response thereto. independence. Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 17 of 25 . significant adjustments resulting from the audit. In addition to compliance with Code of Corporate Governance. focusing on:       major judgmental areas. review of the scope and extent of internal audit and ensuring that the internal audit function has adequate resources and is appropriately placed within the Company. e. the going-concern assumption. and Compliance with listing regulations and other statutory and regulatory requirements. and To comply with the legal and regulatory requirements. facilitating the external audit and discussion with external auditors of major observations arising from interim and final audits and any matter that the auditors may wish to highlight (in the absence of management. review of quarterly. prior to their approval by the Board of Directors. g. ensuring coordination between the internal and external auditors of the Company. h. determination of appropriate measures to safeguard the Company’s assets. consideration of major findings of internal investigations and management’s response thereto. Company’s by-laws and internal regulations. c. any changes in accounting policies and practices. d.

authorities and powers that the Committee carries out on behalf of the Board are as follows:    Duties and Responsibilities Reporting Responsibilities Authorities and Powers Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 18 of 25 . Majority of the members of the Committee are non-executive directors.j. determination of compliance with relevant statutory requirements. and n. in consultation with the Chief Executive and to consider remittance of any matter to the external auditors or to any other external body. l. Consideration of any other issue or matter as may be assigned by the Board of Directors. Human Resource and Remuneration Committee Composition The Human Resource and Remuneration Committee consists of four members of the Board. monitoring compliance with the best practices of corporate governance and identification of significant violations thereof. The members are:     Chairman Member Member Member Terms of Reference The Human Resource Committee is a means by which the Board provides guidance on human resources excellence. The specific responsibilities. instituting special projects. value for money studies or other investigations on any matter specified by the Board of Directors. review of the Company’s statement on internal control systems prior to endorsement by the Board of Directors. k. m.

in year 2011 the Company conducted recruitment drives at the following Institutions:     LUMS IBA. Company Assigned Car and Car Allowance Policies.Organizational Chart Human Resource Management Composition Company is committed to improving business performance by enhancing human capital standards in the areas of Organizational Development and Reward Management. Karachi NUST. These policies include the recruitment policy. leave policy. we have upgraded our Performance Management process and also participated in the Mercer’s remuneration as well as employee benefits survey using benchmarking tools so as to be able to benchmark our employees’ salaries and benefits with the Company has revised and formulated new policies for the betterment of the human capital. medical policy. As per the new recruitment strategy. Islamabad Ghulam Ishaq Khan Institute Allama Iqbal Open University Page 19 of 25 Name: Naveed Ahmad Roll No: AH523400 . transfer policy and harassment policy. For this purpose.

This not only enhances employee commitment to the company’s growth agenda but also makes them more productive.    NED. Our belief is that in order to grow business it is important to enhance knowledge and skill base of employees. contact information. Trainings conducted in 2012            Effective contract management Leadership Grid Management by Objectives (MBO) Introduction to Management Advanced training for MS Excel Succession Management Compensation & Benefits High performance Sales Management HSE Skills-Human Factors based Safety Brand Matrix Leveraging Organizational & cultural Change Allama Iqbal Open University Page 20 of 25 Name: Naveed Ahmad Roll No: AH523400 . Lahore HRMS Oracle R12 development in the year 2011 has progressed further with important advances in the following areas:         Organizational Hierarchy defined Employee database formed (personal details. job assistance) Employee separation process Medical claims process and database Trainings database Payroll Module Self-Service portal Report generation Training and Development Your company is committed to building employees’ capabilities through a structured training program. Karachi Lahore School of Economics UET. Lahore Punjab University.

The Human Resource Committee is a means by which the Board provides guidance on human resources excellence. Great Results. 1. authorities and powers that the Committee carries out on behalf of the Board are as follows:    Duties and Responsibilities Reporting Responsibilities Authorities and Powers Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 21 of 25 . Great Teams. The HR team developed the 2012 objectives during this exercise. Core T&D Stream All management employees will now be required to be trained in the CORE T&D program which builds skills and efficiencies in the following areas. 2. Further strengthening for employee capability building programme.    Management Essentials Business Skills Leadership Competencies The CORE program courses are designed separately for each management level. The specific responsibilities. Team-building exercise for the HR function was conducted at Green Fields Country Club.    Functional Competencies identified through TNA (training needs analysis) Development of medium and high potential employees as per their IDPs (Individual Development Plans) Project and/or change initiative-based training. Leadership. Strategic T&D Stream Strategic T&D stream offers programs to managers to meet the following business and organizational requirements. The program has been made mandatory for employees to progress from one level to another.Great Leaders. we have now put a roadmap in place which will have following two basic streams.

the efficient supply of nutrients to the plants. with a low level of losses. Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 22 of 25 . is of great importance. healthy and clean environment for all the employees. Safety & Environment Fatima Fertilizer is committed to maintain safe. This applies primarily to nitrogen. Safety and Environment (HSE) through Process Safety Management. which has a direct influence on crop growth and development. the soils are calcareous. visitors and community by applying standards. which makes the production of Sarsabz urea considerably high in comparison to other fertilizers in the country. choosing the right fertilizer for their soil is very important. Distribution Networks Social Responsibility Health. have high pH and are alkaline in nature. Sarsabz Calcium Ammonium Nitrate (CAN) | Fertilizer In farming. In Pakistan. laws and regulations for Health. the supplies of nutrients are quick and for a longer time. Due to its special properties. Sarsabz Nitrophos (NP) being highly acidic is the most suitable fertilizer for these soil types.Products Sarsabz Nitrophos (NP) | Fertilizer For farmers. Sarsabz Urea | Fertilizer Urea is widely used in the agriculture sector both as a fertilizer and animal feed additive.

The Company. It is expected that about 1. under the guidance of Government of Punjab has undertaken to establish a modern welfare hospital in the vicinity of Plant site. to cater for the needs of underprivileged of the area. the Management endeavors to get Clean Development Mechanism (CDM) Project of the Company registered with United Nations. Emergency Preparedness We believe the best way to avoid Emergency is to prepare for it first. Clean Development Mechanism In order to care for the environment and greenhouse effect.3 million CER's per annum will accrue from the start of the project up to 2020. Mitsubishi Corporation is assisting in implementation and registration of Fatima Fertilizer's CDM Project with the United Nations. team work and training. Safety History We are dedicated for continuous improvement in HSE practices through effective communication. Uhde is providing technology and equipment and also helping with the implementation of CDM for Fatima Fertilizer. HSE Mission To implement internationally recognized and industry best practice HSE standards in Fatima.HSE Policy Our goal is to become a benchmark for industry by achieving excellence in Health Safety and Environment. Major Competitors   Fauji Fertilizer Company Limited Pakarab Fertilizers Limited Allama Iqbal Open University Page 23 of 25 Name: Naveed Ahmad Roll No: AH523400 . motivation. Social Contributions Fatima Fertilizer Welfare Hospital Fatima Fertilizer Welfare Hospital (FFWH) is a key project of Company's vision towards community welfare.

Threats: Political instability Changed of government policies Gas shortage International financial crises Conclusion: Fatima Fertilizer Company Limited is one of the leading groups in Pakistan. Organization can hire more well educated and experienced persons. the management style. Organization can reduce the cost by proper utilization of resources.  Engro Fertilizers Limited Dawood Hercules Fertilizers Limited SWOT Analysis Strengths:       Fast growing Fertilizer Company in Pakistan Strong Security System High Quality Product Latest mechanized machinery Fast growing market positioning High quality and skilled management Weaknesses:      Some gaps in range for certain sectors Weak image in the international market Small international market share Less promotional activities Limited manpower for customer services Opportunity:         Organization can expand product lines Organization can capture new market segments around the world. The system. the policies & decentralized decision making environment is really Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 24 of 25 .

This is really appreciable for the devotion and hard work of all the employees of the company. This report is basically an attempt to identify the areas which need to be improved. Special incentive should also be given to Head Office staff on Eid and on other special days.remarkable. Reference: HR department of Fatima Fertilizer Company Limited Name: Naveed Ahmad Roll No: AH523400 Allama Iqbal Open University Page 25 of 25 . Recommendations for improvements are:    At present facility of bonus is given only to management & production staff but such incentives should also be given Head Office staff. Medical facilities are given to families of permanent employees but such facilities should also be given to contract employees.

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