For more than a century, British American Tobacco has built a reputation as one of the world¶s leading fast

moving consumer goods companies. The Group's organisational culture is both cohesive and able to benefit from the rich differences across the many markets and among the diverse people they work with. British American Tobacco is a truly global organisation, employing over 50,000 people around the world, over 1,700 of them in Pakistan, most of whom stay with us for many years. So what are we doing right? Well, we offer high rewards, substantial investments in training and development and truly international careers - but then you'd expect that from any world class organisation. We believe that people stay with us because they have a passion for the business. They are excited by the diversity of opportunities we offer to make the most of their talents and broaden their portfolio of skills but most importantly, they derive personal fulfilment from what they do. Obviously, if you join Pakistan Tobacco Company, we cannot guarantee you success. What we will say is that we will challenge you, give you responsibility early, engage you and sometimes put you in tough situations. What we won't do is bore you and waste your talents. British American Tobacco's vision is to achieve true leadership of the industry. There are genuine issues surrounding our products and it's up to us to take the lead in looking for substantial solutions and we're determined to do that. We're under no illusions that this will be easy, but we are totally committed to making that journey.

British American Tobacco:

British American Tobacco is the world¶s most international tobacco company with an impressive market position in Latin America and a robust position in all the other regions including America pacific, Asia-Pacific, Europe and Africa and Middle East (AME).for 100 years, British American Tobacco has been building an international reputation for producing high quality tobacco products to meet the diverse preferences of consumers. Leading edge manufacturing BAT focuses on quality and excellent distribution capabilities enabling consistently to deliver premium products in 180 markets.

Vision:

³To achieve leadership of the global tobacco industry in both a quantitative and qualitative sense.´

Productivity: BAT expect to be able to reduce costs by sharing services between markets .BAT has 15% of the global market and is the second largest international tobacco company and the market leader outside the US. Business focus: BAT has clear priorities for investment: 1. For BAT leadership is about being recognized as a high quality business with excellent people and products and being seen as a benchmark company. International Brands. Market leadership or premium position: Focus on markets where it can retain or achieve portfolio leadership and build premium positions such as Middle East. full flavour lower price brands towards the growing. 2. 3. South Korea and Taiwan. Japan. Premium and : The key to profitable growth is to developing business from its origins in local. Lights. . more profitable segments.as well as by taking advantage of significant opportunities to achieve savings from intelligent application of ³e´ business to entire global supply chain.

designed to address consumer needs and societal expectations. 2. Leading positions in priority markets. talented people and personal fulfillment. processes and business partners. A winning environment inspiring passion for the business. Industry leading product portfolio. 3.Strategic Imperatives: 1. . Recognition as a responsible company in an industry seen as controversial. places. 6. 5. Wired for # 1: Aim to reduce blockages to efficient. Focused brand portfolios communicated through state-of-the -art adult smoker engagement programmes. effective and timely operations by connecting network of people. 7. 4. Optimum product availability through world-class customer service.

The purpose of HR is to help shape the culture of this dynamic business. rewarding performance. . Managing Organizational Learning and Development: Managing change. career development systems. HR is essentially about managing people and their expectations. managing organizational climate. learning in the organization. coaching and mentoring. Managing Careers and Development: Assessing competencies and potential. HR arena includes exposure and training in the areas of: Managing Performance: Measuring and aligning performance. organizing assessment centers. whilst supporting learning and development. HR planning. managing HR customer service. training and development. assessing application forms. training assessors and facilitating the selection decision making process. Attracting and recruiting the very best people is of major importance to the company. managing and administrating benefits. selecting and assessing. interviewing potential recruits. Managing Employee Relations: Managing employment legislation. develop and retain the most talented people around the world. designing and development the organization. this has involved coordinating presentations at leading universities. managing work place relations. Resourcing: Recruiting. creating an environment that emphasizes and reward performance.Human Resource (HR) At British American Tobacco: Human Resource in British American Tobacco aims to attract.

. works in all area of the business ³from seed to smoke´.They hold strong market positions in each of their regions and enjoy a market leadership present in more than 50 BAT manufactures with over 300 brands in its portfolio and a market share of 15 percent.In 1948 commenced pioneering of Virginia Tobacco Cultivation. which is now in 2002. They have nearly 100.000 people around the globe and have over 80 factories in 64 countries. from tobacco cultivation to packaging but what is really significant about these fifty ±five years is the tremendous effort that Pakistan Tobacco Company has played in the development of the country . BAT holds 94% shares in PTC . It produces high quality tobacco products to meet the diverse preferences of million of consumers. They make the cigarette chosen my one in seven of the world¶s one billion adult smokers. which is the largest international tobacco group and has its business in 180 countries all over the world. Its operations began in 1902. is over 2 billion cigarettes per month. Pilot production plant was set up in a warehouse near Karachi port with a monthly production of 30 million cigarettes.By spear heading the campaign for modern agriculture and industrial practices. Pakistan Tobacco Company has come a long way from being just a single factory operation to a company which is involved in every aspect of cigarette production. The company¶s principal activities are manufacturing and selling of cigarettes and edible oils (Sundrop).ntroduction to PTC: Pakistan Tobacco Company was the first multinational to set up its business in 1947 in Pakistan it took over business from Imperial Tobacco Company that was operating since 1929 . and its companies are committed to providing consumers with pleasure through excellent products and to demonstrating that they are meeting their commercial goals in ways that are consistent with reasonable societal expectations a responsible tobacco group in the 21st century. they have been instrumental in the development and progress of the agriculture and industrial sector in the country. PTC is a subsidiary of British American tobacco (BAT) group. The rapid expansion in the cigarette market over the years led to the establishment of our state of the art manufacturing facilities in Jehlum and Akora Khattak.

³Our people are the heart of our business and these world class people work as a team to meet challenges in an ever changing environment . PTC is returning its debt in the form of various altruistic activities. Brands. PTC has contributed a lot in both monetary and non-monetary terms.The role it has played in the economic development is commendable. Milestones: PTC has come a long way from being just a single factory with restricted operations .We believes in open and honest communication and this belief has harnessed an open and transparent culture within the company´. afforstation and sponsorship of sports. Over the last half ±century PTC have been supporting and giving donations to various causes of national interest educating growers in the latest techniques and technology in agriculture.Pakistan Tobacco Company has been leader in innovative marketing campaigns. Through these fifty-five years. which brought a whole new competitive edge to Pakistan business world. . PTC believes in its people as most important asset of business. technology innovation and the communities in which it operates has borne fruit in the form of transforming into a company strong enough to go through thick and thin with the country. PTC continual investment in People. Pakistan Tobacco Company is responsible for generating a lot of economic activity and introducing innovative ideas and break-through within Pakistan. From the spearheading of modern machinery and industrial practices to incorporating the global standards within the structure of the company.

y It became the first company in Pakistan. which include issues of child labor. y Striving to meet stakeholders expectations. working hour¶s compensation and management systems. y The SA8000 is the largest feather in the hat awarded to the company for the best employee practices. empowered and fun loving culture. y Driving world-class standards in products processes and service through passionate. which was awarded class A as part of the international total business excellence programme MRPII audited by the international consultants. skilled and confident people. y Create an open. Vision of PTC: First Choice For Everyone y Regaining volume and value leadership by positioning viable brands in all relevant segments. . health and safety. discrimination. y Further more both the factories and the leaf areas were awarded ISO 9001 and 14001 certification proving the world-class standards of the company. freedom of association and right to collective bargaining. disciplinary practices.

consumer focused company´ Together we will be the best in everything we do Motto OF PTC: Dare to be different --Dare to dream --Dare to try --Dare to frail --Dare to succeed . flexibility and enterprising spirit of an innovative.y Becoming the preferred consultants on industry issues. Mission Statement: The mission statement of PTC ³Transform PTC to perform with the speed.

At PTC the people have been empowered to a large degree by minimizing out dated rules /regulations and plan to further eliminate the bureaucratic barriers to capitalize on their ingenuity and talent . PTC will achieve this by: y y y Inspiring and motivating its people. Plan for People Development: . Driving an open minded and enterprising corporate culture where people through leadership at all levels dare to dream.The top team continue to play its role in providing the guidance and support to people at all levels. dare to try. The active and effective role played by HR in people development at different levels organizational. dare to fail and dare to succeed. and enhancing the leadership qualities of managers.HR Mission Statement at PTC: To lead the organization in enhancing its human capital and creating a winning environment where everyone enjoys contributing to the best of one¶s ability. y Attracting and recruiting the best talent fulfilling customer¶s expectations. departmental and individual is considered in PTC to be one of the most critical factor leading to the development of a winning corporate culture. which would help in converting the huge potential at disposal of the company into world-class performance. The effort continues to be directed towards developing the skills of the shop floor employees. improving competencies of Business Support Officers (BSOs). Developing its people to strive for higher standards. Human Resource Strategies: Human resource department will continue its effort towards nurturing a winning corporate culture and building organizational capabilities by ensuring that its people at all levels are both able and willing to perform at consistently exceptional levels. The HR (people¶s) function ensures that it leads the transformational change by nurturing a climate.

1. y Integration of training activities throughout the company y y y y Become a 1st choice employer in a growing environment where talents supply will fall short of demand. Ensure that PTC becomes a learning organization where knowledge management becomes an established way of developing people..g. CDM feed back to be shared with the individuals without holding any bars . Career Management: Strengthen the CDM process to bring more transparency and commitment to career management and development plans and as far as possible will match the aspiration and capabilities of individuals with the needs of the business with a view to ensure personal fulfillment.. y People at all level take charge for their development and constantly look for opportunities to enhance their knowledge. Prepare and develop the line managers to take ownership of the ³HR Tools´ e. y To enhance the employability of employees for keeping them motivated and secured. y Ensure to develop people at all levels. 2. skill and leadership attributes. Develop emotional and professional maturity of managers to enable them to demonstrate inspiring . match the individual aspiration with the organizational needs to encourage personal fulfillment.This would bring more authenticity to the process where career moves will take place as far as possible in a planned way. Embed Coaching And Mentoring Culture: Create an environment where people development is one of the key drivers for success. Pushing down the involvement of line managers so that careers are managed by them with the advice and tools provided by HR. both in terms of skills to undertake challenging assignments and the ³will´ to take greater responsibilities. y Ensure transparency in career management to encourage and recognize talent as well as performance. open minded and caring leadership at all levels with an enterprising spirit of ³Dare to dream« Dare to try to try«dare to fail «and dare to succeed´. As far as possible. developing people. Sharing of learning (HR Intranet).y Continue to nurture strong. more active involvement in career management (CDM).

Develop a system for knowledge management . Cross-functional moves 2. This will support efforts for enabling people to understand the impact of their role on other functions and overall business. Cross-functional project teams. 6.g. 5. Encourage people to think differently. Top team gives more focus to the mentoring process of selected managers. Performance Appraisal and Development Activities: Encourage managers to read ³Accelerating Growth´ on the intranet to self learn the new process. Re-Engineering the Human Capital (Attitudinal Change): Focus on individual to inspire them and provide them with tools to pursue personal excellence without getting bogged down through self-imposed limitation in thinking and actions. Incorporate people development in principal accountabilities of each jobholder. T&D will provide a platform to get one/two day¶s courses organized each year. 3. e. Emphasizing to people that through coaching others will also develop themselves. Developing Business Managers: To reduce silo thinking and develop ³Business Managers´ they create more awareness and appreciation about how various functions contribute to the overall objectives of the company. Training inputs on leadership. 4. y CORA Appreciation y Leaf Appreciation y Language of finance for non-finance managers y Winning through consumer focus y HR processes y Product knowledge y Management Development Courses etc 1. Top team to act as role model and encourage people below to demonstrate and inculcate coaching culture for coaching.train managers on ³Self Service´ . Provide the necessary platform to develop and inspire individuals and teams to share rapidly and effectively their knowledge /success and failure to enhance team potential and competence. Learning And Knowledge Management: To nurture an environment where all people are allowed and encouraged to develop themselves and give willingly their very best without fear. Supporting people to learn from mistakes in pursuit of business excellence.top team to fully subscribe to the philosophy and encourage the managers to use the new tool as a ³Business Tool´ instead of ³HR Tool´. Drive to transfer the ownership for learning and development to individuals ±no spoon-feeding . emotional intelligence and lateral thinking.leadership traits.

PTC mainly rely on MBA¶s graduating from local institutions. y Expanding the base of comparator companies. Constant review of role profiles through job evaluations. Well-managed internship program will help to ³catch them young´ rather than waiting for the graduating students up to the last moment. Involvement with the students joining the professional institutions starting first year they join. on need basis. giving more freedom to the line managers when reviewing the salaries of their teams y Raising bar by moving up from the 75th percentile for specialist jobs.. y 9. Learning resource center to cater for the self-learning opportunities e. improve the concept of performance-linked bonus. Reduce Emphasis On Training Only Approach: Create an understanding that ³Training Only ³would not be sufficient to develop people and that other development opportunities should be identified and agreed by the individuals and line managers e. Attracting the Best Talent: To recruit management trainees in Marketing. Annual survey of job market (comparative companies) to remain competitive. 7. y Further. e-based training. y Keep reviewing organization structure. Ingenuity in use of Merit Matrix. barring a few students returning home after qualifying from foreign universities.g. Retaining Talent: PTC aim to be the most attractive employer in local job market. for right sizing. A flexible approach in designing the remuneration package for y .. 10. On the job development y Special projects y Short-term assignments Short-term attachments with other functions/sections y Cross ±functional projects / teams etc. Benchmarking: Conducted benchmarking of Training & Development activities with other multinationals within Pakistan and with other regional companies. IT and HR.and resource allocation in the form of personnel to facilitate.g. y 8. Finance. this is done through.

y Involving the families of workers in various cultural activities. The cross culture team continues its efforts towards integrating the various cultural element of the organization. PTC has demonstrated Fair &Firm deal on issues and principles to ensure good working environment and business partnership with unions. Some of the activities that would further cement efforts in the plan to achieve excellence through a highly integrated and fully committed team include: y Re-engineering of communication process across the organization. Different HR Practices at PTC: These are few of the HR practices that I have learned at PTC from my resource person.still planning to widen the gap between excellent. satisfactory and weak performers to appropriately incentives high performance . Alignment with the Global Reward Strategy: Salary increment for those with ³A´ rating is 17% higher than those with ³C´ ratings whilst no salary increment was granted to those with ³D´ ratings. Continuous education and visit to other BAT companies and multinational in Pakistan further broaden vision to support initiatives for change and inculcate entrepreneurial spirit.The incentive schemes and incentive objective have been clearly communicated to all individuals and weekly progress report is also communicated to all concerned. y Enhancing the literacy standard of work force. 13. People and Team Processes: Building morale of people and creating a winning culture continues to be the foremost objective where ordinary people can achieve the extra-ordinary by performing willingly to the best of their abilities.the new generation managers who are more interested in higher take home pay rather the retirement plans. y y Recruitment process y Training Performance appraisal y Compensation y Discipline Recruitment Process for BSO¶s . y Engaging business partners in the overall organizational activities. Instant recognition of outstanding performance /contributions towards productivity improvements 11. 12. Industrial Relations (IR): IR is given special importance by increasingly involving unions and employees to sustain the environment of trust. empowerment and mutual respect.

the candidate at the assessment center has three experienced and knowledgeful person who evaluate him at different stages. These competencies include knowledge. skills or behaviors that are critical for the successful job performance.Recruitment starts from the requisition by the line manager and ends on appointment /documentation. making power) y Presentation (to check the communication skills) y Group discussions (teamwork abilities) Training: Training is a planned effort by a company to facilitate employees learning of job-related competencies. y y Role profile to fill a vacancy Approvals by line managers and HR manager y Job/person specification y Advertising Invite applicants through any of the following resources Head hunters y y y Direct Applicants Campus Campaign Short-listing of candidates Preliminary interviews Assessment canter/selection tests y y y Final interviews Medical examination Appointment /documentation Recruitment Process for Managers: The process is same accept that after the preliminary interview the panel recommends few candidates who are tested for their managerial capabilities they have to go through stages of assessment . The different phases upon which the candidates assessed are: y Case study analysis (to check the decision. .

for the further enhancement of these skills formal training programmes are offered at all levels. apply them on job and share this information with other employees. Employees are expected to acquire new skills and knowledge. The employees are provided wit opportunities to put these skills into practice. in preparation for the move to a managerial role. Training is viewed at PTC as a way of creating intellectual capital. and farmers together where they interact in a harmonious environment. The training is cross-functional for sharing of skills. Attitudinal Programs: y NLP y Caring Leadership y Emotional Intelligence In-house Courses: y Leadership y Influencing Creative Problem Solving y A new initiative has been taken which covers all employees is the course ³lets lead change from inside out´ in which employees are taught how to react to environmental and technological changes and how to cope with the situation. The challenge of WOW is ³Nurturing a winning culture that drives to achieve the extraordinary by performing to the best of abilities´.At PTC. WOW: WOW ³Winning In Our World´ is a workshop held every week to bring employees. suppliers. The training programmes also include International Seminars. Objectives of WOW: y Know y Understanding y Believe y Act Elements of WOW: Achievement . there is a continuous assessment of the technical and managerial skills . distributors.

Demonstrate a low skill /knowledge level in most of the core priority areas for the job. In PTC. placement. selection. The appraisal forms are rated by the managers or concerned authorities on the basis of Core Skills andFunctional /Technical Skills. training and other activities. This kind of formal appraisal in PTC for Business Support Officer is called STEPS or Success Through Performance Evaluation the method used for managers is calledPACE or the Performance Appraisal For Career Enhancement. Highly intensive or re-education regarding approach is required. . a training program is arranged to overcome the problems. The comparison of the actual level of competency and the expected competency level which is also defined as meeting the success criteria gives a true picture of where these employee stands. The strength and weaknesses are analyzed and according to that. a standard measure is a Success Criteria that reflect the behaviors needed to embrace to meet the future demands. Rating System: y y The rating system is against competencies. pay and other decisions. Formal appraisals are needed to help managers with placement. orientation.y y Vision y Map Consumer focus Commitment: y y Confidence Standard y Drive Trust: y Teamwork y Support y Belonging Performance Appraisal: Performance appraisal at PTC is used to evaluate the job performance of employees. HR department use the information gathered through performance appraisal to evaluate the success of recruitment.

y Is extremely effective in all skills/ knowledge areas required in the job. Demonstrate effective skills/knowledge in the majority of the core priority areas for the job. There are still some areas to be developed. he shall be entitled in respect of overtime worked to pay at the rate of twice of his ordinary pay. y BRAND PORTFOLIO OF PTC PREMIUM BRANDS Benson &Hedges John Player Gold Leaf MEDIUM BRANDS Capstan Wills International Wills Navy Cut Wills King LOW BRANDS . which can translate into highly effective and productive work force. The disciplinary procedure is intended only as a statement of Company policy and management guidelines. Has attained standard expected of target group given the constraints of the environment and job role. Compensation: PTC considers its employees not just as a cost but as a resource in which the company has invested from which it expects valuable returns. The advantage of paying above the market average is the ability to attract and retain the top talent available. Discipline: It is the company policy to ensure that the required standards of performance and conduct are maintained. It does not form part of the contract of employment or otherwise have contractual effect.y Demonstrates some effective skills /knowledge in the competencies areas for the job but there are some important core skill gap to be developed. Is performing at the highest standards expected in the role. Pay policies and programs are one of the most important human resource tools for encouraging desired employee behaviors. Extra Pay for Overtime: If a worker works for more than nine hours in any day or for more than 48 hours in any week in a non ±seasonal or seasonal factory.

Embassy Filters Gold Flake Embassy King Player¶s No.6] .

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