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Engro Foods Limited:

Engro Foods (Pvt.) Limited (EFL) has been established in 2005 as part of a diversification
process at the Engro Group. The plant located at Sukkur on 23 acre land, has the raw milk
reception capability of 300,000 liters per day and UHT milk capacity of 200,000 liters per day.
The plant has been established at a cost of Rs. 1 billion which provides direct employment to 750
people. Engro Foods has entered the Food business through milk processing and sale with the
company’s vision to pursue growth opportunities based on country fundamentals and own
strength. It also positions the company to influence its corporate social responsibility initiatives
and work closely with rural communities to promote integrated farming and livestock
development. This effort is expected to play a pivotal role in poverty alleviation and improving
livelihoods of the poor in the milk collection areas.

Another plant near Sahiwal in the Punjab is completed. The EFL plan envisages growth by
innovative launches to command a product range across the dairy spectrum backed by milk
collection infrastructure and top end in the distribution of products. EFL is well positioned to
become a substantial player in the dairy sector.

Training and development of Engro Foods:

Engro foods limited’s training need assessment process is very strong and effective which helps
it to analyze the type of training required by the employees.
IN HOUSE TRAINING
Training sessions to educate, develop, and improve employees’ skills are conducted within the
premises of the company. These training sessions include all technical and soft skills.
EXTERNAL TRANING
Engro Foods Limited mostly uses external training for its employees. They are sent abroad to
attend seminars, workshops and other training and development programs.
LEADERSHIP TRUST
Last year Engro Foods Limited launches leadership trust program for its employees in which
every individual across the organization who possesses the potential to become future leader
wassent to Sri Lanka. This program was conducted by a British trainer Mark Acumen for 4 days.
Over 100 employees attended this program.
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PERFORMANCE APPRAISAL
Performance appraisals are conducted every year to evaluate working conditions of employees.
They help in developing a result on where the employee stands to meet the expectations and
improving the performance, abilities, output, and satisfaction and they decrease turnovers.
PADP
In Engro Foods Limited the performance evaluation is done on the basis of performance
appraisal development process. At the start of the year an employee is assigned particular tasks
and objectives for the whole year.During the year he/she starts working on them. At the end of
the year his/her performance is evaluated by the supervisors. This process helps EFL to assess
the needs of training and development for each employee.
TRAINING AND DEVELOPMENT MODEL:
The HR department, besides carrying out Succession planning maintains and implements HR
policies pertaining to employees training, retention and superannuation. Assessing training needs
of employees and ensuring adequate training is also carried out by the professional HR team at
Engro Foods. In year 2005, the Ministry of Industries and Production also established Olpers
(Dairy Pakistan Company) on the lines and the main objectives of the company is to promote
training and skills development of human resources associated with the dairy sector. Company is
to promote training and skills development of human resources associated with the dairy sector.
The company believes that the best way to become integrated into their organization is to start
contributing to it and to become accepted as part of its working community. For this reason the
company concentrates on: Placing an employee in an initial job which starts to use strengths and
matches stated interests. Providing an orientation program which helps understand the Company
and its Environment. Introducing an employee early in the career to the people development
system and giving him/her feedback on own performance from the first year. In cases where
traineeships are provided, these are designed to bring employee up to the standard of skill and
knowledge required in the shortest practicable time. The principle of early job responsibility is
followed wherever the company can.
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EFL Orientation/Induction:

EFL make a plan for the orientation and induction of its new employees, most of the times a 15
to 30 days plan is created for the new employees. The new employee has to work with the
managers of the different departments in the organization. And the work of the different
departments is told to the employee. After the completion of the plan the feedback is taken from
all the managers and also from the employee. If the feedback is satisfactory then the person is
assigned its seat and he or she start doing his/her work. On the other hand if the feedback is not
satisfactory then the entire plan is repeated.

At the organization, human resource development professionals are responsible for:

1. Training and development of employees located in subsidiaries around the world,

2. Specialized training to prepare expatriates for assignments abroad, and

3. Development of a special group of globally minded managers.

Creation and transfer of international human resource development programs may be carried out
in two ways:

Centralized

Decentralized

With a centralized approach, training originates at the headquarters and corporate trainers travel
to subsidiaries, often adapting to local situations. This fits the ethnocentric model. A geocentric
approach is also centralized, but the training develops through input from both headquarters and
subsidiaries staff. Trainers could be sent from various positions in either the headquarters or
subsidiaries to any other location in the company.

In a decentralized approach, training is on a local basis, following a polycentric model. When

training is decentralized, the cultural backgrounds of the trainers and trainees are usually similar.
Local people develop training materials and techniques for use in their own area.
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EFL most of the time use the decentralized approach in its organization.

To maximize training effectiveness, it is important to consider how trainees learn most

effectively. Cultural factors have a strong impact on training practices in different parts of the
world. For example, in North America, where power distance is small, the relationship between
the trainer and trainees tends toward equality. The trainer and trainees use first names, and the
trainees feel free to challenge or question what the trainer says.

As global competition increases, it is increasingly important for successful companies to have a

group of managers with a global perspective. Companies must identify managers with global
potential and provide them with various training and development opportunities. For example,
having one or more international assignment(s), working on cross-national teams and projects,
and learning other languages and cultures contribute to making a manager more globally minded.
In addition, an organization should include not only parent country nationals, but also host
country nationals and third country nationals in this group.

Engro Foods’ Training Policy

There are three main policies for the training of the employees;

In house

External

Training need assessment

EFL most of the times use the external training for its current employees. The current employees
of the company are sent to the different seminars and organizations for the training purposes.

Types of Training in EFL

Engro Foods is one of the organizations in Pakistan that have its own training and skill
development departments in all metro cities. We offer trainings and skill development sessions
throughout the year, and it is compulsory for every employee to attend these sessions. Company
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conducts sessions for employee motivation, skills grooming, personal grooming, and
communication and presentation skills. Company also take employees to outside the office in
different clubs and farm houses where people spend time together and play different games so
that they can better understand each other and all these activities have a positive impact on their
professional as well as personal life.

There are two main types of training in EFL:

Both companies have training sessions to mitigate such conflicts, few training session are,
* Conflict management training
* People management training
* Communication skills
* Anger management
* Time management training
* Teamwork training etc

Other methods of training are as followed:

1.Technical Training

It is given to the persons who work in the labor force or doing any type of technical work. Due to
change in the technology or any type of change in machinery, technical training is required to
those persons.

2. Soft Skill Training

It is given to those persons who are working in the office. It is also called the development of the
persons. It is given to the middle level managers in the organization.

To get the outbreak team building experience, we send our employees abroad. Engro foods bear
many expenses for the training of the employees.

On the Job Training

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Trainees, who have completed six training modules, are placed on commercial farms, where they
receive on the job training. Mentorship and support during the on the job training process is
given to ensure that the trainee is achieving his/her learning objectives and getting a chance to
practice his/her classroom learning

Implementation of Training:

Pakistan is reported to be the 4th largest producer of milk globally. Almost 90% of the milk
produced comes from the small farmer, who practices subsistence farming and has little
knowledge of best dairy farming practices.

Gradually the market is moving towards more commercialized farming, but lack of skilled labor
is proving to be a bottleneck. The dairy sector has a huge potential to provide employment
opportunities especially in the rural areas. Engro Foods implemented a specialized training
program under TVET SSP to address the skills shortage in dairy sector.

The beneficiaries have been trained under the project using the CVT method, out of 1260+
trainees 35% were women dairy farmers. Classroom trainings were conducted at 4 locations and
workplace based trainings were executed at multiple farms across Sindh.

Currently more than 80% of the trainees are working at farms or have started their own micro-
enterprises. The farmers and farm owners have been able to increase their productivity by
adopting practices such as providing proper nutrition to the animals, improving animal hygiene,
providing livestock free access to water, leveling farm ground, keeping the animals in shade and
improving the milking process.

Dairy Development

Two years ago, Engro Foods picked up quite a good team of people from each of the subsidiaries
in the different countries. These people spent three to six months in each of the subsidiaries
across the world. The training program was associated with the London Business School and has
been very useful. Now that those team members are back, they are adding a lot of value to
company.

We have a network of more than 1,300+ milk collection centers which collects milk and
provides livelihood to 250,000+ farmers and milk suppliers across Pakistan. Through our
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numerous dairy development initiatives, Engro Foods directly contributes to the growth in dairy
and livestock sector in Pakistan, which is around 11% of AGDP (Aggregate Gross Domestic
Product) and accounts for 56.3% share in the agriculture sector. As part of our regular dairy
development programs, we have trained 71,900+ farmers in 2018 on livestock and silage
management. In addition to this, to overcome the scarcity of fodder in farms affiliated with
Engro Foods, our teams have assisted farmers in silage making and bales of 103,405 tons worth
Rs. 545 million.

Enhancing Dairy skills through specialized training

Engro Foods is committed to create social progress through programs devoted to improving
livelihoods and capacity building via skills training. In the dairy value chain that Engro Foods
operates in, there is a severe skill shortage, which leads to less than optimal milk production. To
address this skills shortage, Engro Foods has implemented a number of projects. Enhancing
Dairy Skills through Specialized Training is the most recent project among those. The project is
co-funded by the European Union, the Federal Republic of Germany and the Royal Norwegian
Embassy. Building on our dairy farming expertise, Engro Foods designed a training program to
develop Farm Supervisors for 1,250 trainees. The training program utilizes a blended learning
approach and includes classroom training, demonstrative training, workplace based training and
exposure trips.