ENGRO

CORPORATION
LIMITED
HUMAN RESORCE MANAGEMENT
Project is submitted to
Sir Ali Hassan
Project is prepared by
Contents
Introduction to Engro:.................................................................................................................................4
History:........................................................................................................................................................5
From ESSO to ENGRO:.............................................................................................................................5
From EXXON TO ENGRO:.........................................................................................................................5
HISTORY OF ENGRO CHEMICALS:............................................................................................................6
HISTORY OF ENGRO FOODS:....................................................................................................................6
Vision:..........................................................................................................................................................7
Mission:.......................................................................................................................................................8
Hierarchy structure of Engro Corporation limited:......................................................................................9
Culture at Engro:.........................................................................................................................................9
Values at Engro:.........................................................................................................................................10
Core values of Engro Corporation:............................................................................................................10
Engro Businesses:......................................................................................................................................11
Engro Foods limited:..............................................................................................................................12
Engro Fertilizers limited:........................................................................................................................12
Engro EXIMP private limited:.................................................................................................................13
Avanceon limited:..................................................................................................................................13
Engro Powergen limited:.......................................................................................................................14
Engro Vopak terminal limited:...............................................................................................................14
Engro Chemicals and Polymers limited:.................................................................................................15
Human resource department:...................................................................................................................15

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Recruitment:..............................................................................................................................................16
The Recruitment Process:......................................................................................................................16
Management Profession and Technician:..............................................................................................16
Identification of need:.......................................................................................................................16
Advertisement by Engro:...................................................................................................................17
Job description for candidates:..........................................................................................................17
Job specifications for candidates:......................................................................................................17
Masters and MBAs in Engro:..............................................................................................................17
Undergraduates at Engro:.................................................................................................................17
Project trainees and internees:.........................................................................................................17
Work life balance:..................................................................................................................................17
Friendly policies for employees:........................................................................................................18
Engro women network:.....................................................................................................................18
Work at Engro:.......................................................................................................................................18
Opportunity for an undergraduate student:......................................................................................18
Opportunities if undergraduate study is completed:.........................................................................18
Opportunity for a Graduate/MBA:....................................................................................................18
Opportunity for an experienced professional:...................................................................................19
Selection:...................................................................................................................................................20
Training and development:.......................................................................................................................21
Training and education system at Engro:..............................................................................................21
AGRICULTURE....................................................................................................................................22
QUALITY.............................................................................................................................................22
ENGINEERING....................................................................................................................................22
Appraisal:...................................................................................................................................................23
Appraisal system of Engro:....................................................................................................................23
Compensation and benefit:.......................................................................................................................24
Career Development:................................................................................................................................26
Job function composition of Engro:...........................................................................................................28
Annual Company (Engro) growth:.............................................................................................................28
Engro years of work experience:...............................................................................................................29
Highest educational degree at Engro:.......................................................................................................30
Most common universities attended by Engro employees:......................................................................30
Board of directors at Engro:......................................................................................................................31
Conclusion:................................................................................................................................................35

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References:................................................................................................................................................36

ENGRO CORPORATION LIMITED

Introduction to Engro:
Engro corporation is Pakistan’s one of the largest amass (conglomerate) and its business ranges from
fertilizers to power generation. After it, for the overseeing of its business subsidiaries Engro chemical
limited converted to a holding company structure. And then two major changes occurred in Engro
chemical limited, it was renamed as Engro Corporation limited and transferred its fertilizer business to a
separate subsidiary, Engro Fertilizers limited.

Engro Corporation currently consists of seven businesses that include chemical fertilizers, industrial
automation, PVC resin, power generation, foods, commodity trade and a bulk liquid chemical training.

Engro Corporation limited provides a long term vision for the company and also overseeing the
performance of the its subsidiaries, it is also responsible for leadership development, allocation of capital,
human resource guiding, CSR activities, management of talent, control structures, legal & IT support,
control structures and leadership roles in public relations.

Engro is working continually towards its vision and has come a long way to becoming a premier Pakistani
company globally.

In the journey of Engro for becoming a profitable company and a growth oriented company, their
management structure has played an important role for creating an accessible and more transparent
organization.

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History:
From ESSO to ENGRO:
In 1957 Pak Stanvac, an ESSO/Mobil endeavor in search of oil discovered Mari Gas in a small remote
area in upper Sindh. Esso then established urea plant, after that Esso Pakistan Fertilizer Company Limited
was established. The nation first fertilizer brand Engro helped a lot to revolutionize traditional practices to
increase the production in farm. As a result of these efforts consumption of fertilizers was increased and it
paved the way for the company’s branded urea called “Engro”

From EXXON TO ENGRO:

As the part of International name change program, Esso became Exxon and company was renamed
“Exxon chemical Pakistan limited. Exxon then decided to differentiate its fertilizer business on global
level that’s why the company name was changed to Engro chemical Pakistan limited.

Engro chemical Pakistan limited then started diversifying its self into other sectors as foods, energy, PVC
resin manufacturing and marketing, chemical closure and storage and industrial control and
mechanization.

In 2009 plans were to demerge fertilizer business into independent operating company. Engro fertilizer
business was unified to manage fertilizer business.

To reflect the change in the scope of directive and scale of operations, Engro Chemical Pakistan Limited
has been renamed as ‘Engro Corporation Limited’.

Head Office:
Engro Corporation limited
8th Floor, Harbor Front Building
Marine Drive, Block 4, Clifton
Karachi, Pakistan

HISTORY OF ENGRO CHEMICALS:

In 1978, it was decided to rename the company from Esso Pakistan Fertilizer Company limited to Exxon
Chemical Pakistan Limited.

In 1991, Exxon decided to deprive its fertilizer business on a global basis. The employees of Exxon
Chemical Pakistan Limited, in partnership with leading international and local financial institutions,
bought out Exxon’s 75% equity. This was at the time and perhaps still is the most successful employee
buy-out in the corporate history of Pakistan. Renamed as Engro Chemical Pakistan Limited, the Company
has gone from strength to strength, reflected in its dependable financial performance, growth of the core
fertilizer business, and diversification into other businesses.

Head Office:

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Engro Polymer and Chemicals Limited
1st Floor, Bahria Complex I
24 M T Khan Road
Karachi, Pakistan

HISTORY OF ENGRO FOODS:

Engro Foods Limited was officially launched as a fully owned subordinate of Engro in 2004. To enter
into food business they use dairy products and the company started establishing processing units in
Sukkur and Sahiwal along with ice cream manufacture facility. Top quality brands like Olper’s, Olwell,
Tarang, Omore and Owsum have been successfully launched under the tiller of Company’s dairy
products. To support these brands and their highest standards of quality, Engro Foods has invested
heavily in milk processing and milk collection substructure.

Head Office:
Engro Foods Limited
6th Floor, Harbor Front Building
Marine Drive, Block 4, Clifton
Karachi, Pakistan

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Vision:
“To be the premier Pakistani enterprise with
a global reach, passionately pursuing value
creation for all stakeholders”

Mission:
“Our mission is to create wealth by creating
new businesses based on company and
country strength in information technology,
petrochemicals, infrastructure, foods and
other agriculture sectors”

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Hierarchy structure of Engro Corporation
limited:

Culture at Engro:
The people of Engro are a special part of Engro Corporation. Engro culture is strenuous and projectile and
with the emphasis of their core values and honesty to the employees. The leadership, diversity, excellence

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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.

Values at Engro:
The leadership culture at Engro is supported by their policies and unique system that ensures open
communication. Engro promoted the environment of employee and partner privacy, and ensure about the
safety and wellbeing of employees.

Engro never forget that what its stands for. The core values of Engro are the basis or everything that is
from simple decision making to the business accompanied for spot awards and recognition.

Core values of Engro Corporation:

There are 12 core values of Engro Corporation limited.

1. Integrity& Ethics: Engro sustain ethical behavior and loyalty in all their activities that show their
care for the achievement of the results. Highest integrity is their best interest and they maintain
the highest standards and professionals.

2. Health, safety& environment: Engro always ensured the safety of their people, customers,
neighbors and visitors and for this they use their resources and operations smoothly. It is the
belief of Engro that their health, safety and environmental responsibilities have extended beyond
their own facilities.

3. Quality improvement: For the ongoing success of Engro the persistent commitment and quality to
the continuous improvement is the most important factor. “Quality in all we do” is the motto of
Engro Corporation.

4. Innovation: in any field of business, innovation is very important. Engro makes sure of an
environment that provides paths towards the creative thinking and make possible for its people to
work that generated ideas as Engro happily accept challenges to its status quo.

5. Leadership: People skills are required for inspiring a group or any organization and for it Engro
set high goals and surly achieve them. Engro have great leaders at their company that are very
energetic, enthusiastic and loyal.

6. Community and External involvement: The industrial organizations must be trusty and the trust
and confidence can be earned by different ethical ways. The performance of the Engro, its direct
and open communication and the active involvement in the communities earned that trust and
confidence.

7. Open and Candid communications: communication must be gracious, open and plain spoken that
enables people to do their jobs effectively. And this type of communication is valued at Engro
that contribute to their decision making process.

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 8. Enthusiastic search of profit: The important basis of our career security and personal growth
depends on the distribution of responsibilities to the shareholders of Engro for improvement of
the long-term profitability and growth of the Engro Corporation.

9. Fun and Enjoyment: Engro believe that for the creative, healthy and high performing work
environment the satisfaction and excitement and recognition are the important elements. Engro
believes that having fun in work is a great experience.

10. Partnership and Teamwork: Team is strength of any company and there are high performing
teams in Engro and they retain building teams in their organization so that a good partnership can
be build.

11. Development and Individual growth: Engro believe in value and dignity of their people and they
believe that they must show respect for each other should create an environment that provides
opportunities to the individuals so they can grow and progress.

12. International focus and Diversity: For achieving the business goals and for meeting the
customer’s needs we must make structure and approaches like that way and Engro always value
the differences in race, nationality, gender, personality, culture and style of people.

Engro Businesses:
The diversified businesses of Engro Corporation represent the growth potential for the company and its
stakeholders.

Engro Foods limited

Engro Fertilizers limited
Engro EXIMP private limited
Avanceon limited
Engro Powergen limited
Engro Vopak Terminal limited
Engro Polymer and Chemicals limited
Engro Foods limited

Engro Foods limited:

In 2004 Engro launches its totally owned subsidiary Engro Foods limited. Engro used dairy as a stepping
stone for entering in the food business and established the state-of-the-art processing units in Sukkur and
Sahiwal and also established ice-cream production unit in Sahiwal. Under the wheel of company’s dairy
products Engro successfully launched its top quality brands like Olwell, Tarang, Olper’s, Owsum and
Omore. For the support of these high quality brands Engro invested heavily in milk processing and milk
collection infrastructure.

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After the success of Engro’s dairy products, to which Engro customers are testify, Engro foods now
planning to expand its business beyond the dairy products and in 2011 Engro started its sales of rice from
its own rice processing plant.

In North America and Canada, Engro food is entering in Halal food businesses through its planned
achievement of ‘Al-Safa Halal’ and this will be foods first International endeavor.

“Elevating consumer delight worldwide” is Engro’s food vision and the company’s objective is to
generate greater revenue from its foreign operations.

Engro Fertilizers limited:

A premier fertilizer manufacturing and marketing of Engro Corporation is Engro Fertilizers limited that is
a wholly owned subsidiary with the products focused on balanced crop nourishment and increased
harvest. Engro Urea, Engro Zorawar, Engro DAP, Engro Zarkhez, and Zingro are some of Engro’s
primary and secondary fertilizers.

Through Extensive market development activities and providing high quality fertilizers, Engro Fertilizers
has developed a reliable customer base in overall Pakistan. A premier brand and nationwide existence of
company guarantee sellout production. For balanced fertility and improved farm yields Engro also sells
phosphate fertilizers.

The company achieved mechanical completion and started experimental production of its urea extension
project in 2010 at Dharki which is the world’s largest single train urea-ammonia plant.

Engro EXIMP private limited:

Engro Corporation limited establishes its wholly owned subsidiary Engro EXIMP private limited in 2003.
Company trades in product fertilizers like MAP, DAP, SOP and MOP, and micro nutrients also like zinc
sulphate. Then Engro EXIMP supplies these fertilizers as raw materials to Engro fertilizer Zarkhez plant
for industrial unified compound fertilizers. I addition to these Engro also market them locally. The largest
trader of phosphates and potash fertilizers are Engro EXIMP limited, in Pakistan for the last five years
and also expanded into provincial trade of fertilizers.

Engro EXIMP has established a fast growing basmati rice trading business to enlarge into new and
profitable interchange avenues. The Engro acquire high quality basmati paddy from farmers and export
finished basmati rice to B2B customers crosswise the world. Engro is starting up a large and state-of-the-
art rice processing mill, as a part of this creativity, in the heart of the basmati growing area in Pakistan. In
the late 2010 the mill has started its operations.

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Avanceon limited:
Avanceon limited is a leading global automation business as an Engro subsidiary. It delivers process and
control solutions with subsidiaries functioning in UAE and the United States. The Avanceon limited also
offers power and energy management assimilated solutions and as well as high end software that
assimilate production and business applications. Avanceon’s driving force as its vision to develop
rational property to expand the energy footprint of the manufacturing industry.

Engro Powergen limited:

As a fully owned subsidiary Engro Powergen was amalgamated in 2008, to develop power projects in
Pakistan. In this way power shortage can be reduced in the country and earn a reasonable return for
shareholders.

A joint venture between government of Sindh and Powergen is the Sindh Engro Coal mining company
limited. The company aims to utilize the plentiful reserves of coal in Thar Deserts for power generation,
although the projects in its early stages of technical and economic practicability assessments.

Through exploring and applying cleaner, efficient and economic methods of power generation, Engro
powergen pursues to reduce power shortage in the country. In this chase wind, hydro and solar power
projects are being actively evaluated as alternative energy options for Pakistan.

Another Engro Corporation subsidiary, Engro Energy limited, has developed a 220 MW plant in
Qadirpur. This will be Engro’s first independent power project which will utilize saturate gas currently
being broadening from the Qadirpur gas field thus helping reduce carbon emission. This will be the first
‘Green’ power plants in the country.

Engro Vopak terminal limited:

An innovation in chemicals and LPG storage, Engro Vopak terminal limited is a company of Royal
Vopak of the Netherlands and the Engro Corporation. The world class services are provided by Engro
Vopak to the growing chemical and petrochemical industry of Pakistan. The company suggestions storage
and handling solutions for liquid, oil products, vegetable oils, bio-fuels, gaseous chemicals,
petrochemicals and liquefied natural gas.

Engro Vopak sustains safety and quality as per international principles of OHSAS 18001, ISO 9001,
14001, CDI-T (THA) and ISPS. Engro Vopak has achieved another milestone in the terminal industry of
Pakistan, with successful commissioning of Pakistan’s first cryogenic import facility for Ethylene.

Engro Vopak’s growth is powered by its desire for excellence and we are currently trailing investment
opportunities in the energy sector of Pakistan.

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Engro Chemicals and Polymers limited:
Pakistan’s leading manufacturer and marketer of PVC (polyvinyl chloride) resin, is an Engro subsidiary,
that is Engro Polymer and Chemicals limited that has an annual production 150,000 tons. The products of
the Engro polymer are market under the name of SABZ. The company now has a unified facility with the
competence to manufacture VCM, EDC, Chlorine and caustic soda.

The company plays an essential role in ensuring the sustainability of the local PVC industry and provides
support through the endowment of quality products and technical services as the company is the sole
producers of PVC resins. Engro polymer also invests in emerging new products and markets as part of
market development it is looking to set up a complete business line for the construction industry by
endorsing PVC based doors and windows.

Human resource department:

The human resource department at Engro Corporation forefronts the recruitment process to guarantee that
the finest human resource is taken on board at Engro. The resumes by the candidates are sensibly filed
and documented for current or future references. The department preserves and implements the human
resource policies relating to employment, retention and retirement along with carrying out succession
plans.

The year 2009 was one of the most thought-provoking years for the business groups in Pakistan owed
largely to global economic slowdown, energy crises and security situations of the country. Workers
become the first victim of an unwarranted and undefined economy. But with the grace of ALLAH, Engro
Corporation was able to continue its strategic authoritative of investing in its people and there was not any
single dismissal at any level, in fact Engro has hired employees and workers in 2009. Engro believe that
the astonishing production, sales and safety records attained during the year are the outcome of the
combined efforts of a highly capable and dedicated workforce operating in a performance determined
high energy environment. Engro hire employees seeing them as soft assets in the company who will
manage and enhance the use of the hard assets of the company in the future. Employees are the only
physical assets that escalate in values. As the employees, learn more and more about the business and
they also learn about their own roles, thus their performance upsurges over the time.

The human resource department has made their own committee and thus the human resource committee
contributes and makes recommendations to the board of directors on matters concerning to organizational
structure and management development, succession planning and establishing compensation policies. The
Executive committee is regulated by the president and CEO of the Engro Corporation and also comprises
the corporate functional heads of HR and Finance and the CEOs of all Engro Corporation subsidiaries.
The committee encounters to plan performance appraisal and annual business plans. Engro Corporation
has launched an organization wide determination to manage different categories of wastes and separate
bins have been provided. The wastes are paper waste, glass waste, and metal wastes etc.

The vice president of human resource and public affairs of Engro Corporation limited is Mr. Tahir
Jawaid. Tahir Jawaid is mainly responsible for talent management and leadership development as part of
a senior leadership team. In 1992 Mr. Tahir Jawaid joined the Engro Corporation and since has
apprehended many positions like planning unit manager, materials warehouse section head, instrument

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and electrical manager and general manager for human resource and public affair. Mr. Tahir Jawaid
worked in the United States in numerous capacities for system and design engineering companies before
joining the Engro Corporation. Mr. Tahir Jawaid has a degree of Master of Science in industrial
engineering from the University Houston, USA and a Bachelor of Science in mechanical engineering
from the University Engineering and technology, Pakistan.

Recruitment:
The process in which companies or organizations identify and hire the best qualified applicants within or
outside the organization for the job position in their organization in a most timely and cost operative
manner.

Engro’s long term vision is to become a diversified chemical and food company operating internationally,
and as we all know for a company to achieve its long term goals and develop competencies it has to
develop its human resource. The human resource can be developed by recruiting and selecting the best
possible applicants from the candidate pool. To do that firstly we need to develop the candidate pool, and
the candidate pool can only be developed by effective recruitment.

So, here is a brief explanation of the recruitment process of Engro

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 experienced recruitment professionals
with diverse backgrounds.

During the recruitment process objective view is taken and best practices are followed. Engro’s
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.

Management Profession and Technician:

Identification of need:
The first step is to check whether there is a requirement for a new selection. If there is a new position to
be developed then Compensation Organization and Executive Development Committee (COED) checks
for that. If an already existing position has become vacant due to any reason, then the department notifies
the Human Resource Department to place an advertisement in the newspapers.

Advertisement by Engro:
After the identification of the need, the HR 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 for candidates:
These are the listings of duties as well as desirable qualifications for a particular job e.g. the
advertisement also specifies number of years’ worth of experience to apple for the job.

Job specifications for candidates:

These are the characteristics and the abilities required from the person to work in the position such as
leadership and teamwork qualities or command over English.

So through this Engro is able to target the right candidate pool and implement its candidate attraction
methods. The other departments are involved in the selection procedure, like analyzing resumes,
evaluation of the candidates, screening, interviewing, hiring and training etc.

At Engro they do not generate jobs; they make careers. Engro has a strong history of developing and
nurturing talent and creating job opportunities. Employees are key stakeholders at Engro and Engro prides
itself at providing challenging learning environments, this couple with dynamic leadership furthers
employee growth. If you are talented and ambitious, Engro will offer you exciting and rewarding career
opportunities on the level and nature of your qualification.

Masters and MBAs in Engro:

At Engro, they not only put the knowledge and skills of the people to best use but also foster an
environment of growth. Engro gives you the unparalleled option to start your professional life from a
diverse range of business, where you will have plenty of opportunities to set objectives, learn, implement
and excel.

Undergraduates at Engro:
Engro regularly recruits graduates through career fairs and graduates recruitment programs. Engro prides
itself at providing challenging learning environments where you will be working with top industry
professionals, who offer unparalleled professional advice and mentoring.

Project trainees and internees:

Engro offers exciting internship and short project opportunities to students who are willing to learn and
have the ability to execute tasks with maturity and responsibility. There opportunities help put in
perspective academic learning and further students’ professional development.

Engro strives to uphold the tradition of excellence and become the employer of choice. Its workplace is a
place where the employees feel confident, valued and most importantly inspired.

Work life balance:

Engro fully understands the importance of family and appreciates that its employees need to balance their
professional and personal responsibilities. It is the intent to make it easier for its employees to manage
their work/life balance more effectively. Engro also encourages its employees to take part in numerous
programs aimed at strengthening their overall wellbeing.

Friendly policies for employees:

Engro’s constant pursuit towards the welfare of its employees has led to the formulation of man unique
policies, to create a more positive work environment, promote greater gender diversity, provide
opportunities of training and development and build career opportunities. Such policies include ethics,

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gift policy, non-discrimination and anti-harassment policy, maternity leave policy, part time work policy
and off track policy.

Engro women network:

Engro believes that networking, coaching and mentoring provide opportunities fot people to grow
personally and professionally throughout their careers at Engro. Engro is known to be an equal
opportunity employer. As part of their diversity initiatives, “WEAVE” was formed to facilitate informal
networks and relationships among women employees of Engro across functions and affiliates.

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 employee’s contribution to the
discussion about the future at the time of the appraisal interview.

Work at Engro:
Engro values each employee, their input and views. Engro’s innovation and financial strength help make
it a dynamic place to work, giving its employees 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. It’s
tough and demanding but also fun and always interesting. Employees will have every opportunity to
succeed – as an individual and as part of a team. Engro’s 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.

Opportunity for an 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.

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.

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Opportunity for an experienced professional:
Engro continually strives to stay at the frontiers of business development. It is a dynamic company
attuned to the needs of bringing best value to its stakeholders and customers. In their constant search for
new business opportunities, they highly appraise critical knowledge, expertise and experience. That helps
them achieve their long term strategic goals.

Engro Recruitment Drive 2010-2011(and example of Engro’s recruitment plans and strategy)

Engro Recruitment Drive 2010-2011 kicked off in the midst of December at key Engineering and
Business schools in big cities of Pakistan. The continuing campaign was designed to attract the best of the
best among the talented fresh blood of Pakistan. All of the Engro associates were embodied under the
Engro Corp umbrella. Engro’s aim was to draw attention to the values that each of their companies have
in common while also briefing students about the great range that Engro has to offer.

Overall response in each of the universities has been phenomenal, though different companies attracted
students in different fields. Engro fertilizer stalls were crowded in engineering schools while Engro Foods
swept the charts in virtually all the business schools. Engro Corp also has software and chemicals
concerns, which increased Engro’s outreach to students with different concerns and career ambitions. All
the companies were strung together by a strong brand portrayal of Engro Corp –which is quickly taking
up the top Employer Choice slots for different industries.

The Recruitment camps started off in each university with Engro Corp Recruitment mixture. This
segment highlighted the common values and culture that each of the Engro associates share. Engro’s key
focus, priorities and work ethics were expressed, as well as the leadership opportunities that Engro seeks
to offer to its new recruits.

This year, a Leadership Panel was added to Engro’s Recruitment Camps where Engro pioneers gave
presentations to the candidates with their own career stories at Engro. The leadership panel enlightened
students about the material benefits of the Engro culture and how it helps them in balancing their work
and personal lives. They also had their career stories to tell about how Engro has helped them shape and
define their career interests and goals.

It was not finished until the recruitment process was explicated. Applying for Engro is easy, but the key
areas that recruiters look for were notified. A test was also conducted by each camp that evaluated
performances and directed students’ concentration to areas that might be of help while applying to Engro.

So, in the end we can safely say that Engro believes in the dignity and value of its people, in the honest
ethical and professional achievement of its goals and objectives, in diversity and valuing the differences
in gender, culture, race, nationality and personality, that excitement, satisfaction and recognition are
essential elements of a healthy, creative and high-performing work environment.

If you become a part of Engro, it is certain that your initiative will be valued and you will be shown the
right path for the highest organizational, professional and personal goals.

All of these factors are very important in attracting competent, qualified, loyal, honest and ultimately
successful candidates to give their applications and become a part of the Company, to help make it
achieve its long term strategic goals.

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Selection:
Selection is the process of choosing is the best out of those recruited candidates as selection is different
from recruitment, where recruitment heralds selection. Recruitment involves recognizing the sources of
manpower and thought-provoking them to apply for jobs in the organizations.

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.

Engro’s selection process may involve you to complete some or all of the following steps:

Application form and resume

Cognitive ability tests
Telephone interviews
In-person interviews / site visit
Reference checks
Pre-employment medical (if required)
Offer of employment

We value our workers, whose craze and devotion makes us one of the most important workers in the
section we work in our self-motivated workplace agree to you to understand your true would-be and gives
you the reward of working with a large corporation, with the mobility of a small business.

At Engro we observe our culture of excellence and appear for likeminded people who share our center
values and struggle to make a difference, our widespread workplace and a varied platform of businesses
will provide you with matchless career options and every chance to outshine.

Whether you are fresh to the business world or an experienced professional, Engro will value your group
spirit while maintain you’re individually. And selection of sites in such a manner to support the socio-
economic growth of communities

According to the news of Engro foods Engro Chemical Pakistan Ltd confirmed on Monday that it was
going to form a joint proposal with Ferrous of Algeria to generate DAP, sulphuric acid, phosphoric acid
and associated utilities. The project is estimated to be constructing in a era of four years in Algeria after
the conclusion of viability study by the shared project, Engro thought in an announcement to the Karachi
Stock Exchange.

“Engro is paying attention in variety a joint venture with Ferrous, the national iron ore and mining
company of Algeria, for instituting a phosphatefertilizer complex in Algeria after perform a detailed
viability study,” the report said.

The complex will consist of one, 3,000 tons per day unit of DAP; three 4,500 tons per day units of
sulphuric acid, three 1,500 tons per day units of phosphoric acid and related utilities facilities, it added.

The corporation explained that it had contribute in an open and visible international affectionate process
that took place in May 2007 and protected the top pose as Ferrous favored partner for formation of this
shared venture.

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However, the official report of this was not made as confident approvals from the government of Algeria
were expected. In February-2008, the Algerian Council for state contribution, relevant Algerian
government body for attractive conclusion on foreign investments, agreed the creation of the shared
venture between Ferrous and a foreign partner (i.e. Engro). But for some cause, the name of Engro was
until now to be revealed in Algerian media.

Engro Chemical Pakistan was still now in the making for the official authorization of its selection as the
ferrous partner from the government authorities worried in Algeria. This decision is probable within the
next few weeks after the declaration of some matter regarding the particular place of the venture site, the
corporation other.

Training and development:

Training and development is the part of the human resource management that precisely deals with
training and development of company’s employees. In the process of human resource development there
is the training of a freshly hire person providing him or her opportunities for developing new skills in
them and distributing the resources that are valuable for employees development and tasks.

Engro foods ‘ 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.

Engro said employees are our main asset. They employ more than 2700 employees whose passion and
loyalty is the motivating strength at the back our success. Engro is an equal opportunity employer and is
proud of its diverse workforce. It is our intention to make it easier for our employees to deal with their
work life balance more efficiently. We also give confidence our employees to obtain part in many
programs probable at growth their overall security.

Our stable search towards the interests of our employees has guide to the formulation of many single
policies, to make a more positive work atmosphere, encourage greater gender diversity, offer prospects
for training and enhancement and make career opportunities. These policies include ethics policy, gift
policy, non-discrimination and anti-harassment policy, maternity leave policy, part time work policy and
off track policy.

Training and education system at Engro:

The company (Engro Corporation) provides different ranges of training facilities in two main programs
that is technical and core management. And if any need is there of one- off programs then they also are
developed. The people of Engro attend internal training programs as well as externally run programs too.
And there are many cases where learning from planned experience is a very best answer to the training
programs. If there are suggestions from the employees for evaluating their own training programs then
they are always welcomed.

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Engro provide opportunities to employees to get knowledge and develop technical and managerial skills
through class room training and on the job progress that convene employee and company needs.

Pidc, Engro chemicals to set up training center in Dharki (Sindh)

AGRICULTURE
Agriculture Engineering
Veterinary Medicine
Agriculture Economics
Entomology
Agronomy

QUALITY
Applied Chemistry
Bio Chemistry
Food Technology
Microbiology

ENGINEERING
Mechanical
Electrical
Electronics
Chemical

Pidc, Engro chemicals to set up training center in Dharki (Sindh)

According to the news of Nov 22, 2008.Pakistan Industrial Development Corporation (PIDC) and Engro
Chemicals Pakistan Limited have agreed an Rs210 million public-private partnership project for the
concern of a Technical Training Center in Dharki, District Ghotki, to expand trained manpower for the
narrow industry, said by an official statement on Friday. The agreement was given in a meeting held this
week in Karachi. It was led by Shahab Khawaja, Secretary, Ministry of Industries and Production. CEO
PIDC Abdul Bari and other directors Ahmad Bux Lehri, Viqar Rustam Bakhshi, Salman Burney, Iqbal
Awan, Usman Wahid and Arshad Nasar were also there.

Engro foods limited At a Glance (as of December 2010) total are Employees 1223 and total Revenue is
PRs 21,050 Million

The project reduce under the Ministry of Industries, Production and Special proposal and is heading for
towards providing skilled manpower from among the local population for the group of energy and
chemical industry located in upper Sindh.

Engro has devoted Rs44 million, in addition to, technical support over the next few years to the project.
PIDC will donate Rs100 million. According to safe estimates, first phase of the project, land and campus,
is estimated to be Rs208 million that includes running costs for early three years.

Engro devote in development the true potential and ability of employees. Through comprehensive and
inclusive ‘specialized professional development’ programs, our employees are given the chance to
achieve their career goals. On-the-job training, standard in-house and external programs and career-
focused appraisal systems permit our employees to be an active part of our dynamic organization. In
CELDAC, over 1200 female livestock workers have been trained, contributing considerably to the social
and economic empowerment of women in countryside areas. Develop and apply the concept of Dairy

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Hub in district Sahiwal, in partnership with Tetra Pak. It offers strong training and services on animal
physical condition, nutrition and fertility, as well as chillers and logistical arrangement, to enhance milk
production capability in a group of 20 villages.

Training and Safety is about following policy to keep the place of work free from any risk. All employees
should be trained, and to informed about all the equipment that they are using to check anyone from
getting injured. Training passes on “to a planned effort by a company to facilitate employees ‘learning of
job associated competencies. Those competencies include information, skills, and behaviors that are
significant for successful job performance. The objective of training is for employees to master the
knowledge, skills, and behaviors highlight in training programs and to apply them to their habitual
activities .All managers are responsible for all employees are trained well to all of the equipment that they
might use in the future to do their work professionally. Basic rules for food services safety is that all
employees should train to earlier than they start functioning and working.

Appraisal:
The process of examining and evaluating employee’s 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 needed and why these improvements
are required.

Once you are recruited Engro expect you to contribute to Engro from the start. Training and development
programs support your personal and professional training. To ensure mutual expectations are satisfied
your performance will be monitored by means of appraisals.

Moving forward:

Engro has no fixed career path. Once you work at EVTL you take charge of your own career with your
ambitions and opportunities that are provided to you. Depending on your professional capability,
knowledge expertise excellence you will move within EVTL. This may be within your own working
expertise to fulfill your assignment.

At Engro we are dedicated towards promotion an energizing, positive environment. Our people are some
of the best in the field with a mutual excitement to stand out and achieve excellence; making Engro a
truly exciting place to work.

We constantly invest in development the true possible and capabilities of our employees. Through
complete ‘professional development’ programs, our employees are specified the opportunity to achieve
their profession goals.

On-the-job training, regular in-house and external programs and career-focused appraisal systems allow
our employees to be a full of life part of our energetic work system.

Appraisal system of Engro:

Infrastructure of ENGRO suffers from much performance appraisal fallacies. The employees must try
very hard to build a corporation not just with their own managers but also with the managers of other
areas. The appraisal system uses performance related salaries, forced posts, check mark rating process and
produces an unhealthy condition of competitiveness.

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After thorough analysis they came up with Perform Max Commitment appraisal system which not only
emphasizes on a better relationship between manager and employees but also increases the overall
productivity of the whole organization; aligned with one’s self interest. Their proposed system is an
ongoing process that focuses on one’s development rather than just rewards. Moreover, both the manager
and employee play efficient roles in this Performa Commitment by sharing responsibilities effectively and
efficiently using a positive approach.

The company joined hands with a leading Dutch company to form a joint corporation (Engro Pattack
Terminal Ltd.) for the development of a jetty cum liquid chemical terminal at Port Qasim. The project is
under construction and is expected to be completed in September 1997, in time to service ICI's new PTA
project at Port Qasim. Prospects for further expansion of this terminal facility are highly promising as the
chemical industry of Pakistan takes off. Engro's management is confident that it is well positioned to play
an important role in the growth of the petrochemical business in Pakistan. To know its tasks it has
acquired large areas of land at bin Qasim port. The first product recognize to start its entry into petro-
chemicals is PVC resin.

The company has already signed a Moue with two well-known Japanese organizations namely Mitsubishi
and Asahi Glass to jointly form a 100,000 tons p.a. PVC plant at bin Qasim port. The completion of this
contract is being focused for mid-1999 and it is expected to give the based for further upstream,
downstream and side way joint possibilities. To realize its objectives of development and expansion the
company recognizes that one of the crucial success factors will be the quality of its human resources.
Resultantly Engro's Human Resource Management is based on the philosophy that its employees are its
most valuable and important asset.

The philosophy is put into practice through a large and expanded set of rules and regulations and
procedures and processes focused on human resource development and management. A significant and
important feature of Engro's organizational development is to motivate close relation of the employees
and on occasions, their partners also, in structuring upon the forming and mapping the company's value
systems and its long-term organizational tasks. With the help of renowned experts high quality
programmers are organized in informal and creative settings to provide an opportunity to employees to
have their views about the company's future.

The 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, on decision-making and three managers.
All the four interviewers should if possible be from within the department but often that is not the case.

The purpose of the interviews is to check the person’s subjective skills which are difficult to measure
such as move toward communication skills, abilities and personality. During the interview all four person
mark the candidate individually and then put forward a cumulative mark. These are the marks touching
which different candidates are differentiated.

Compensation and benefit:

Employee benefits typically refers to retirement plans, health life insurance, life insurance, disability
insurance, vacation, employee stock ownership plans etc. benefits are increasingly expensive for business
to provide employees, so the range and options of benefits are changing rapidly.

Compensation includes topics in regard to wage and/or salary programs and structures, for example,
salary ranges for job descriptions, merit based programs, bonus based programs, commission based
programs etc.

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Thought, not ranked important, compensation is an important factor in job quality. It is a deciding factor
for people when they consider a job.

Employee compensation and benefits are basically divided into four categories

1. Guaranteed Pay, monetary (cash) reward paid by an employer to an employee on

employee/employer relations. The most common form of guaranteed pay is the basic salary
2. Variable pay, monetary (cash) reward paid by an employer to an employee that is contingent on
discretion, performance or results achieved. The most common forms are bonuses and sales
incentives.
3. Benefits, programs and employer use to supplement employees’ compensation, such as paid time
off, medical insurance, company car and more
4. Equity based compensation. A plan using the employer’s share as compensation, the most
common examples are stock options

Engro gives all these compensations and benefits, a good guaranteed pay according to the level, type and
the degree of work associated with the job, an effective system of performance management and various
share options.

The company’s compensation 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 company’s compensation plan is clearly linked with the performance and
potential of the employee. 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. The company also considers the health and safety of its employees more
important than protection and enhancement of its own facilities.

The reward system is strictly performance driven; every opportunity is used to reinforce the culture of
reward for performance. To promote and strengthen a keenly competitive environment within the
organization for enhanced quality and productivity, an elaborate performance assessment and employee
development system has been institutionalized which by design forces objectivity in employee appraisal
against given dimensions of performance evaluation.

The Company's whole compensation package is competitively associated to the best in the manufacturing
and is suitably reasonable between providing cash compensation and benefits, including, medical and
retirement benefits. The annual income rewards are linked to employee presentation.

An Employee contribute to alternative system operated by the Employees expectation offers new
employees the opportunity to obtain possession in the corporation.

Compensation Organization and Executive Development Committee (COED):

The reward Organization and Executive Development Committee define a new position whenever it is
required. When a department wants a new position to be recognized it goes to COED. The COED then
asks for the reasons for the new location. If the COED accepts the way of thinking, it gives its agreement
to the responsibility and the announcement is position in the newspapers.

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The COED is also responsible for encouragement within the organization. Whenever a position is
unoccupied and a member of the organization is to be promoted, a member of COED brings his case to
the COED meeting where it is methodically 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 association. The commission 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.

Career Development:
Career development is the process of managing your career whichever within or between the organization
and it also includes learning new skills and making developments to help you in your career. It is an
enduring lifelong process to help you learn and achieve more in your life. Planning your own career
development will help you succeed when you are looking at making a career change or moving up within
the company or organization.

Engro is committed to encourage inspiring and positive environment in their corporation. Engro is
positive about that their many of people are best at their field with a great passion to excel and could
reach at the top of the industries and these are the people who make Engro a really exciting place to work
on.

Engro always invest for evaluating the true potential and capabilities of their people and Engro provides
opportunities to their employees to achieve their goals through comprehensive professional’s
development programs.

Engro is an energizing company that provides exciting career opportunities to its experienced
professionals. Engro provides a great culture to its employees in which they achieve the organizational
goals and as well as professional goals.

Engro always tried to hire experienced and professional people and invest for their growth and constantly
provide them with more and more opportunities.

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 employee’s contribution to the
discussion about the future at the time of the appraisal interview.

The extensive set of policies and practices focuses on human resource development and management put
philosophy into practices. Engro always encourages close relationship and involvement of employees and
on occasion, is an important feature of Engro Corporation and their partners, in considering upon the
shaping of the organization’s value system and its long-term business goals.

In Engro high quality programs are organized in creative and informal way that provides an opportunity
to employees to express their views for the company’s future.

Engro puts a lot of consideration on its employees training, job performance, development needs, career
aspirations and any other employee’s related items that need to be addressed for the assurance of
employee commitment and participation to the system. When employees are interacted then an open

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conversation is encouraged and is served as an effective communication tool. Engro also focuses on the
development of its technical resources with contrast to its other chemical companies. In this way Engro
completed its projects successfully and efficiently. Succession planning programs and career development
programs are taken on annual basis to address the future manpower needs of the company.

Within the next five year an employee’s career plan will be developed with the help of employees help to
ensure the structured approach to employee career approach. Looking forward, Engro is playing an
important role in economic development of Pakistan. Engro is a locally managed company with the
professionals impute of multinational. For the growth and diversification of the company Engro has
developed well strategies. With the help of human resource capabilities and company’s financial strength
Engro is on its way for the success.

Engro also provides opportunities to new graduates for gaining experiences and enable them to carry on
their career paths and also provides them different inspiring and energetic paths for their development.

Employee development is one of essential areas for organizational development. For enhancing
organizational proficiency levels, new training programs surrounding performance management,
capability development and leadership are introduced.

Engro is committed to the necessary perception that career expansion is a shared accountability, with
employees’ part in it being an active and encouraging one.

It aspire is to match employees’ personal needs, needs and skills with the necessities of the Company for
the right person in the right job at the right occasion. Our system requires employee’s contribution to the
conversation about the future at the time of the evaluation meeting.

The long term vision is to become a diversified chemical corporation in service globally. To achieve this
plan we need the best people. We therefore aim to hire high quality people and give them the opportunity
to grow and to expand their talents. We look for long-standing promise on the part of both Company and
employee and have calculated our systems to fulfill the Company's division of this promise

Job function composition of Engro:

The following graph shows the job composition of the Engro Corporation limited, comparing with other
similar companies that are grouped at the same industry category.

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Annual Company (Engro) growth:
The monthly growth of the Engro Corporation limited employees are shown by the following graph and
compared it with the other employees of the similar companies and it shows that the growth of the
employees at Engro Corporation is more and going fast as compared to the other employees of the similar
companies to Engro.

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Engro years of work experience:
It shows the work experience of the Engro Corporation limited employees.

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Highest educational degree at Engro:
The highest educational degree attained at Engro by their employees is shown by the graph and it also
shows the comparison of its employees with other employees of the similar companies.

Most common universities attended by

Engro employees:
The most common universities attended by the Employees of Engro limited are shown by the graph. And
this graph shows that the most of the common university attended by the employees of the Engro
Corporation limited is Institute of business administration.

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Board of directors at Engro:

Hussain Dawood
Chairman

Asad Umar
Chief Executive

Arshad Nasar
Director

Asif Qadir
Director

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Isar Ahmad
Director

Khalid Mansoor
Director

Khalid Siraj Subhani

Director

Ruhail Mohammed
Director

Shahzada Dawood
Director

Shabbir Hashmi
Director

Conclusion:
As the Engro Corporation is Pakistan’s biggest company with different businesses currently in operation
is also now recognized globally due to some of its global projects. Engro is always busy in doing different
projects which involve its professionals, technicians, engineers, and even labor employees equally which
is the best way to increase the motivation of employees. Engro’s culture and its values show that the
people are a special part of the company and employees are considered a great asset and Engro always
supports the leadership environment as well as team work in the company which promotes excellence,
diversity and motivation of the employees, Engro also promotes friendly environment with partner
privacy and the candid communication between employees in the company.

The human resource department of Engro Corporation is very efficient in doing their work and has
always shown excellent performance by fulfilling their duties, which in turn gives the best performances
by the company as whole. The vice president HR Mr. Tahir always encourages the work of human

27
resource managers and has tried to resolve all issues as soon as possible. The human resource department
has its own committee that works for the welfare of the employees and makes its contributions to other
departments and management developments and structures.

All the functions of the human resource department are performed efficiently and effectively. They
recruit, select and hire the employees and then train them for the best performances and then always care
for their employees by providing them with different compensation and benefits by the appraisal system
of their company. They use the best process for recruitment of the candidates which produces the best
pool of the candidates, and eventually apply different tests on candidates before selecting them thus their
employees are best at what they do. They polish their employees by training them in different workshops
and conducting different seminars relating to different fields.

Engro always considers its employees an important and a great asset of the company and provides them
with different facilities so that they may get motivated and enhance their performances, thus producing
greater productivity. Engro used a proficient appraisal system for evaluating their employees. They use
different tools that tell them about their employee’s performance and according to this information Engro
sets the salaries, bonuses and benefits related to medical facilities, housing facilities and other
compensations of its employees.

Thus it is concluded that Engro Corporation provides good working environment to its employees giving
them healthy and safe working conditions, take care of their employee’s professional and personal needs,
encourage the team work of its people and train them for becoming great leaders in the company.

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