HUMAN RESOURSE DEPARTMENT OF ENGRO FOODS:

The Human Resource department at Engro Foods (Pvt.) Limited spearheads the recruitment
process to ensure that the finest human resource is taken on board at Engro Foods. Resumes of
candidates are carefully filed and documented for current or future reference. The department,
besides carrying out succession planning, maintains and implements HR policies pertaining to
employment, retention and superannuation. Assessing training needs of employees and ensuring
adequate training is also carried out by the professional HR team at Engro Foods. The company
believes that the best way to become integrated into their organization is to start contributing to it
and to become accepted as part of its working community. For this reason the company
concentrates on:
Placing an employee in an initial job which starts to use strengths and matches stated
interests.
Providing an orientation program which helps understand the Company and its
Environment.
Introducing an employee early in the career to the people development system and giving
him/ her feedback on own performance from the first year. In cases where traineeships
are provided, these are designed to bring employee up to the standard of skill and
knowledge required in the shortest practicable time. The principle of early job
responsibility is followed wherever the company can.

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.
Engros 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. Engros
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.
RECRUITMENT POLICY OF EFL:
There are five recruitment channels of EFL.
Internal movement
Online-portal
Newspaper ad
Write ins & walk ins
Customize hunting
INTERNAL MOVEMENT:
HR departments become involved when internal job openings are publicized to employees
through job positioning programs, which informs employees about opening and required
qualifications and invite qualify employees to apply. The notices usually are posted on company
bulletin boards or are placed in the company newspaper. Qualification and other facts typically
are drawn from the job analysis information.
The purpose of job posting is to encourage employees to seek promotion and transfers the help
the HR department fill internal opening and meet employee's personal objectives. Not all jobs
openings are posted .Besides entry level positions, senior management and top stuff positions
may be filled by merit or with external recruiting. Job posting is most common for lower level
clerical, technical and supervisory positions.
ONLINE-PORTAL:

Now today nobody thinks anything without internet. So EFL give advertise on internet. EFL
most of the times use the online-portal for the recruitment of the employees.
NEWS PAPER ADS:
EFL also place their ads in newspapers for the recruitment of the employees.
WALK-INS AND WRITE-INS:
Walk-ins are some seekers who arrived at the HR department of EFL in search of a job;
Write-ins are those who send a written enquire .both groups normally are ask to complete and
application blank to determine their interest and abilities. Usable application is kept in an active
file until a suitable opening occurs or until an application is too old to be considered valid,
usually six months.
CUSTOMIZE HUNTING:
EFL prefer foreign qualifier and students of LUMS.

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:
Engros 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, 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 employees
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. Engros 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. Its 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. Engros
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.
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 Engros 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. Engros 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 Engros 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.

Engros 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 Engros 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.

SELECTION PROCEDURE IN EFL:

The selection procedure in EFL consists of 7 steps;
Test (aptitude)
Interview (3 to 7)
Medical evaluation
Reference & background check
Offer
Placement
The selection in the EFL is done on the basis of above 7 steps. First of all an aptitude test is
conducted and the successful candidates are called for the interview and most of the times 3 to 7
interviews are conducted. The successful candidates in the interview are called for the medical
evaluation, that they do not have any serious medical problem. After it any reference of the
employee is checked, and the background of the employee is checked, they he or she doesn't
have any criminal background or have any problem in the background. If everything is clear then
he or she is offered for the job and if the offer is accepted the person is called for the job.

RECRUITMENT AND SELECTION:

Resume Short Listed

Interview Selection
1st Interview
2nd Interview
Medical Test
Final Interview
Offers
Select

De-recruitment:
EFL do not de-recruit because our business is started newly and It only recruit new employees
for the expansion of our business.

TRAINING AND DEVELOPMENT:

Training and development is the part of the human resource management that precisely deals
with training and development of companys 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.

ENGRO FOODS' TRAINING POLICY:

There are three main policies for the training of the employees;
In house
External
Training need assessment
EFL most of the times use the external training for its current employees. The current employees
of the company are sent to the different seminars and organizations for the training purposes.

TYPES OF TRAINING IN EFL:

There are two main types of training in EFL:
TECHNICAL TRAINING:
It is given to the persons who work in the labor force or doing any type of technical work. Due to
change in the technology or any type of change in machinery, technical training is required to
those persons.
SOFT SKILL TRAINING:
It is given to those persons who are working in the office. It is also called the development of the
persons. It is given to the middle level managers in the organization.

APPRAISAL:
The process of examining and evaluating employees 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.

PERFORMANCE MANAGEMENT OF ENGRO FOODS:

In companies, the performance evaluation is most frequently carried out for administration or
development intentions (Cleveland and others, 1989). For administration purposes, performance
evaluation is called for when the decisions on work conditions of employees, promotions,
rewards and/or layoffs are in question. Development intention of performance evaluation is
oriented to the improvement of the work performance of employees, as well as to the
enhancement of their abilities on the ground of the adequate training program and advising
employees regarding behavior in the work environment.

PADP IN EFL:
In Engro Foods Ltd the performance evaluation is done on the basis of performance appraisal
development process. In EFL it has two parts;
In the first part at the start of the year the employee himself define the objectives for the whole
year and then lock these objectives to his or her supervisor and then start doing work on that.
In the second part at the end of the year the employee firstly define the objectives for the next
year and secondly performance evaluation is done by himself before it present in front of the
supervisor. That person evaluate that whither he has achieved his goal or not and then held a
detail meeting with the supervisor. They made a discussion on that objective and try to meet each
other points if the person is not satisfied or the supervisor is not satisfied then that person goes to
the top level management.
In EFL, performance appraisals are usually done yearly and use a standardized evaluation form.
Sometimes, the organization also requires supervisions to discuss the results of the appraisals
with each employee.

Performance evaluation is challenging for any organization. At the international level, the
complexity is greater because the organization must evaluate employees from different areas
working in different subsidiaries. The need for consistency across subsidiaries for performance
comparisons conflicts with the need to consider the cultural background of employees to make
the evaluation meaningful. Consequently, the delivery of a balanced performance review,
including both strengths and weaknesses, requires tact and delicacy.
As with other functions, the approach to performance evaluation depends on the organization's
overall human resource management strategy. A company with an ethnocentric approach is likely
to use the same performance evaluation process used at the headquarters for its subsidiaries.
Some companies translate evaluation forms into local languages, whereas others use the original
language everywhere. A company with a polycentric approach develops local procedures within
each country. Finally, a company with a geocentric approach uses the same performance
evaluation system worldwide, but it has universal applicability. Developing a global system is
the most challenging.

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.
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
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
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.
Benefits, programs and employer use to supplement employees compensation, such as
paid time off, medical insurance, company car and more

 Equity based compensation. A plan using the employers share as compensation, the
most common examples are stock options

EFL COMPENSATION PROGRAM:

The compensation in EFL has two parts;
Salary
Incentives
SALARY:
Salary in the EFL has the following components,

Basic pay
Home rent allowance (45% of the basic pay)
Utilities allowance (10% of the basic pay)
Conveyance allowance (10% of the basic pay)
Supplementary pay (23% of the basic pay)

The supplementary pay is the special pay given by the EFL to its employees.
INCENTIVES/ ALLOWANCES:
EFL gives incentives to the employees of the field. Mean the field based employees are given the
incentives on the basis of their performance in the related sector. Greater is the performance
greater will be the incentives. Then the second thing is the allowances which are given to the
office based employees. Normally the allowances are fixed. From grade 11 to 19 it is Rs. 3000
and for 20 and up it is Rs. 8000.

BENEFITS:
The benefits which are given to the employees by EFL are as follows;
Provident fund (10% of the gross basic pay)
Gratuity fund (10% of the gross basic pay)

VPP (variable pay plan) (10% of the gross basic pay) it is paid on the yearly basis.
Compensation cars
Field car + bike
OPD cover (medical)
Hospitalization covers (50% by employee + 50% by the company)
Life insurance (50% premium by employee + 50% premium by the company)
Death benefits (12 basic salaries)
House rent advance (4 gross salaries)

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.

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
professionals 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 employees
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 organizations value system and its longterm 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 companys future.
Engro puts a lot of consideration on its employees training, job performance, development needs,
career aspirations and any other employees 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 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 employees 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 companys 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.