EVERYON

Presentation on

HRM PRACTICES AND THEIR

IMPLEMENTATION IN
ENGRO FOODS

PRESENTED
TO:
MAM BISMA RAJA
PRESENTED BY:
Ahmad Kamal.
Hina Tahir.
M .Hanif.
M.COM (II)

HR PRACTICES IN
ENGRO FOODS.

Learning outcomes
HR concept.
Purpose of study.
Engro foods history and introduction.
Profile of Engro foods.
Internal control frame work.
HR highlights.
HR practices in Engro foods.
Issues and problems faced.
Conclusion.

HR concept
Human resources is the set of individuals who make up
the work force of an organization, or economy. Human
capital is sometimes used synonymously with human
resources, although human capital typically refers to a
more narrows view (i.e., the knowledge the individuals
embody and can contribute to an organization).
Likewise, other terms sometimes
used include "manpower",
"talent", "labor", or simply
people".

Purpose of study:
The main purpose of this study is explain the concept
of HRM. We will explain the HR practices and their
implementation.
After listening the complete presentation you will all are
able to understand the complete concept of HRM and the
HR practices.

ENGRO FOODS
HISTORY
Engro EXIMP was established in 2003, after which in
2005 Engro decided to diversify their business more by
venturing into the food business by establishing Engro
Foods Limited.
Engro Foods Limited was officially launched as a fully
owned subsidiary of Engro in 2004. Using dairy as a
stepping stone to enter into the food business.

INTRODUCTION
Engro Corporation is a Pakistani public multinational
corporation based in Karachi with subsidiaries
involved in production of fertilizers, foods, chemicals,
energy and petrochemicals.
Engro foods which manufactures,
processes and markets dairy
products, frozen desserts and fruit
drinks including the ice cream
brand of OMORE.

Profile of Engro foods

VISION:
"Elevating Consumer Delight Worldwide".

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

portfolio

brands

Departments.

Administration.
Finance and accounts.
Human resource.
Human resource.
Marketing.
Milk procurement.
MIS.
Production.
Quality Assurance.
Supply and distribution

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 culture of Engro foods contains leadership,
diversity and excellence.

Internal Control Framework

The company maintains an established control framework
comprising clear structures, authority limits and
accountabilities, well understood policies and procedures.
All policies and control procedures are documented in
manuals.
.

 The Board establishes corporate strategy and the

Company's business objectives. Divisional
management integrates these objectives into
divisional business strategies with supporting
financial objectives.

HR HIERARCHY:

Following are the hierarchy:

Director HR.
Talent acquisition manager.
Compensation benefits manager.
Training organization development manager.
Supply chain manager.
General Manager supply chain.
Site assistant manager.

Hr role in Engro foods

There are two different roles within the HR department of
Engro Foods Company: the organizational ones and the
operational ones.
The organizational roles of hr department of Engro Foods
Company includes:, HR support to business and HR
design & delivery and Legal obligations including
employee relations and well-being programs.

 The operational roles of hr department of Engro Foods

Company includes: People management, including
company manager and Personnel management,
including industrial relations managers (HR local
specialists) who maintain relationships with other dairy's
HR specialist in order to remain competitive in this
global world and to sustain long-term growth for the
company.

Hr practices:
Recruitment.
Selection.
Training and development.
Compensation and benefits.
Reward system.
Career development.
Performance appraisal.

Recruitment

IDENTIFICATION OF NEED:
ADVERTISEMENT:
JOB DESCRIPTION:
JOB SPECIFICATIONS:
APPLICATION FORM\ SUBMISSION OF RESUME:
EVALUATION OF RESUME:
SHORT LISTING:
TEST:
INTERVIEW:
RECOMMENDATION HR DEP.
MEDICAL:
HIRING

SELECTION ELEMENTS.

Attitude
Ability to express ideas.
Drive/energy.
Team player
Organization fit
Passion/enthusiasm for work
Believe in continuous working
Acceptability of new technology
and ideas.

TRAINING AND
DEVELOPMENT
1. Training and Education at Olpers.
2. On-the-Job Development at Olpers.
.
Cross training
.
Distance learning
.
Multimedia training
.
Near transfer training
.
On-the-job training (OJT)
.
Team leader training, etc

COMPENSATION,
BENEFITS AND
REWARD

Smart/Quality work
Exceptional performance in a project
Targets achievements
Special assignments
Medical care
Life insurance
Vacations
Relocation
Recreation
Club Policy Travel.

Education assistance policy

Mobile phone
Business mobile phone policy
Official Blackberry Policy
Life insurance.
Health scheme.
Highest salary.

CAREER DEVELOPMENT
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 is committed to the essential concept that career
development is a shared responsibility, with employees
part in it being an active and positive one.

Performance review:
To measure the work performance.
To motivate and assist employees in improving their
performance .
And achieving their professional goals.
To identify employees with high potentials for
advancements.
To identify employees training and development needs.
To provide a solid path for career planning for each
individual.

Punishment way.
There is proper procedure of the punishment that is
as under:
Firstly, verbally warning is given.
Then warning certificate issues.
Then show cause latter is issued. in this stage
employee give justification.
Then final decision is issue.

SALARY CALCULATION
METHOD.
Salary is calculated in following way.
Firstly is basic salary of the employees.
Then added the utility allowance in basic salary.
Then it is gross salary.
Provident fund is deducted in the gross salary.
Income tax and the gratuity is also deducted.
Life insurance is also deducted in the gross salary.
Medical allowance also deducted.
Then the remaining salary is called the
net salary that is pay to the
employees.

Innovation and change:

NEW IDEAS.
Continuously experiment.
Take risk.
Have fun.
Retain a focus on results.
Operate on the edge of chaos.

CONCLUSION:
Human Resource at Engro believes in
learning by doing. Therefore adequate
arrangements are made at the organization to
impart training to the staff.
The concept of a big organization involved
not only in producing excellent products like
Olpers but also involved in community
welfare has had a very positive impact on the
image of Engro Food.

CONCLUSION:
The result of effectively managing human resources
is an enhanced ability to attract and retain qualified
employees who are motivated to perform, and the
results of having the right employees motivated to
perform are numerous.
So we say that Engro foods managed HR practices
in a best way. And this organization deals the HR
issues and the problems in very efficient way.