Voluntarism

Engro fully supports employees who wish to positively impact the communities around them. Their
volunteering efforts are supported through the company-wide initiatve “EnVison” (Engro Volunteers in
Service of the Nation).
The initiative is managed by a team of Engro employee volunteers through an EnVison Council. The
EnVison ouncil is jointly responsible for selecting, implementing and promoting volunteering opportunities
for employees across engro companies. Employees self nominate themselves to become part of the
EnVison Council; this processe empowers employees to demonstrate strong leadership skills to bring
positive social change.
5.1. The corporate hierarchy? Flat or vertical
Engro Foods: The hierarchy is vertical and there is a proper reporting line
5.6. Is your organization networked? How are people managed?
Engro Foodfl Engro Foods have dedicated teams within our HR setup that engages employees in a
variety of different work life-balance activities, angling, camping, sports leagues, talk shows are just a few
to names. Communication on healthy living is a major topic of discussion on all our employee
communication forums.
. Remuneration as compared to industry? Benefits and incentives
Engro Foods: It depends from department to department and employee to employee, but we give better
benefits and incentives thats why people are reluctant to switch from organization, usually sales and
marketing people are more privileged with perks as compare to other employees, however we offer
following benefits and incentives
* Rent Allowances
* Company Car
* Travel Allowances
* Medical Entitlement
* Insurance Policy
* Annual Vacations
* Maternity Leaves
* Employee Old Age Benefit
HR Practices:
These are few of the HR practices that we have learned from our resource person.
* Planning
* Recruitment
* Selection
* Training & Development
* Compensation
* Performance Appraisal System
* Occupational Health and Safety measures
* Career Planning and Development
* Research and Development
Performance Review:
At Engro Foods, a review is intended to be an open and frank discussion between an employee and their
Team Leader/Manager. Generally there are two elements: first is the element in which discussion takes
place over the strengths and areas which need to be developed as displayed by the job holder over the
past 12 months. The performance is of course judged comparing the performance against the core
indicators of Job. The second element is concerned with discussing the training needs/inputs activities
that are considered to be appropriate to help the job holder overcome some of development areas
discussed in the review and also those activities that are deemed appropriate to build upon their current
Strengths
Objectives of Performance Appraisals
* 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
5.9. What are the compensation policies? How do you reward and employee?
Engro Foods: The active and effective role played by HR in people development at different levels
organizational, departmental and individual is considered to be one of the most critical factors leading to
the development of a winning corporate culture.
Reward System:
Engro Foods considers its employees not just as a cost but also as a resource in which the company has
invested from which it expects valuable returns. Pay policies and programs are one of the most important
human resource tools for encouraging desired employee behaviors. The advantage of paying above the
market average is the ability to attract and retain the top talent available, which can translate into highly
effective and productive work force. The incentive schemes and incentive objective have been clearly
communicated to all individuals
and weekly progress report is also communicated to all concerned
Compensation and benefit plans:
Engro Foods has a separate department for compensation. That department deals in staffing and
compensation planning. First of all this department has all the information regarding who is being
employed and how it is performing. What so ever promises are made to the employees, they know that.
So it’s easy for them to design compensation plans because they know every employee which is being
hired. Compensation and benefit plans are particularly based on performance. If performance is up to the
standards and the employee has good conducts he is rewarded. After performance evaluation, results are
rechecked and matched with the standards. Based on that, proper compensation plans are designed.
Reward Categories at Engro Foods
Intrinsic and Extrinsic rewards include:
* 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
* Medical entitlement
Medical Insurance is given to employees by Adam Jee Health Insurance between the band of Rs. 40,000
to 80,000 depending upon the rank or grade of the person. Hospitalization is given between Rs 10,000 to
50,000.
Millac Foods: We did not find any compensation for employees and facilities, however they offer following
rewards and benefits to the employees.
* Medical
* Gratuity fund
* Incentives
* Bonuses
* Recognition
* Appreciation
* Workplace program
* Food Subsidy
* Loan Insurance
* EOBI
* Children Education allowa
* Overtime Clai
* Medical Claim
* Mobile deduction Claim
* House Rent
5.10. Is there a gender bias?
Engro Foods: No. Most organizations these days don’t have any gender bias while recruiting for the
required job. It is unethical and even illegal to deprive someone a job based on their gender.
Millac Foods: There are few jobs at which you can not hire females, like at production plant you always
need a male with enough strength to perform regular work, overall company does not believe in gender
biasness; currently company has all female brand managers.
5.11. What are the gaps in communication process at organization?
Engro Fi Yes there are People – system gaps: People-system gaps occur when the information a person
needs from a system is not easily accessible, readily available, or accurate. When people-system gaps
occur, systems fail to provide people with the information they need to do their jobs and inefficiencies
occur. Likewise, people-system gaps occur when people fail to enter the appropriate information back into
systems.
Take the example of a difficult-to-access database. People may neglect to update the database,
rendering it useless to anyone who seeks up-to-date information. Likewise, employees may create a
“work-around” solution, defeating the purpose of having a database at all. When people can’t easily pull
or push information to and from systems, the systems themselves risk becoming obsolete.
System – system gaps: Often times, system-system gaps occur when a business process is cross-
departmental or cross-functional. Sharing information among systems from different departments, or
among multiple systems in different areas, can present a communication challenge. When different
departments or business units use different IT systems, data must be entered and re-entered, leaving
room for data entry mistakes and creating gaps between different parts of an organization.
When communication lapses or errors occur in any of these information transfers, it can cause significant
inefficiencies, waste, and business process delays.
Millac Foods: In Millac Foods, when communication lapses or errors occur in any of these information
transfers, it can cause significant inefficiencies, waste, and business process delays
and to mitigate these issues we conduct weekly meetings to discuss and resolve.
. What kind of relationship exists between the leaders and the followers?
In both companies relationship between leaders and followers is a democratic one where there is good
consultation and the employees can feel free to discuss their issues with the Management and seek help
if wanted
6.2. How you improve ethical behavior?
Engro Foods & Millac Foods:
Ways to positively impact ethical behavior include:
* Act as a role model for the ethical behavior you wish to see in your employees
* Ensure your company has established and regularly trains employees in business codes of conduct and
business ethics
* Work with your HR department to ensure potential candidates are screened for highly ethical conduct
* Train all new employees on their expected ethical behavior such as arriving to work on time, treating
company expenses as if it were their own personal checkbook, keeping personal time to a minimum.
* Provide an employee ethics hotline.
* Hold open discussions with your employees on how your company or department can improve their
ethical behavior
6.4. What is the most important factor at the time of selection?
Engro Foods & Millac Foods:
Both Companies have almost same criteria for employment.
* Attitude
* Ability to express ideas
* Drive/energy
* Team player
* Organization fit
* Passion/enthusia
* Believe in continuous working
Acceptability of new technology and ideas

How do you handle conflict?

Engro Foods & Millac Foods:
Both companies have training sessions to mitigate such conflicts, few training session are,
* Conflict management training
* People management training
* Communication skills
* Anger management
* Time management training

6.8. What kind of leadership does your organization has and how they influence the subordinates?
Engro Foods: The leadership in Engro Foods is democratic and open to discussion and friendly. As a
consequence the employees feel free to talk to the superior management and discuss their problems that
make for a healthy and good working atmosphere and good team work making a family like environment

7.6. Do the employees feel proud working at this organization?

Engro Foods: Yes! Employee feel proud of working in company, satisfied employee ratio is very high,
usually people resign from organization, when they find a better opportunity only, nobody resign because
of internal issues or work load or salary issues. Company pays good salaries and gives the employees a
very good professional development environment and employees are Happy with the company and its
rules.

9.8. How do you identify issues down the line?

Engro Foods & Millac Foods:
Both companies have few options to identify the issues down the line, they are common everywhere.
Communication meeting: Head of the department or president dedicate 1 or 2 days in a year in which
employee calls him and discuss issues without showing their identity.
Whistle blower policy: If you have any problem with any one you can direct send an email to the HR
manager by bypassing your upper management.
Face to face meetings: if there is some misunderstanding between the employees, HR arrange face to
face meetings to resolve conflicts and all issues, this helps a lot and company usually use this method to
resolve issues.
Suggestion box: Both companies are suggestion boxes in each department; employees can drop a letter
without showing their identity.

9.11. Do the employees feel their job is worthwhile / worse than most/enjoyable/desirable?
Engro Foods: Company always encourages employees to discuss their job circumstances with concerned
person in HR, they discuss their problems with us and we try our best to figure them out. Job rotation, if
possible is the best way to solve their situation. Mostly people feel like that when they have a problem
with their boss or sub ordinate.
Engro Foods : All professional working in organization are the master of their field, they know their work
and have guts to impress people with their work. All senior people are role model for their juniors and
special trainings are conducted to minimize gap between executives and managerial level employees.

Organizational Structure of Engro Foods:

President/CEO

Secretary

Secretary

Vice President Manufacturing

Vice President Marketing

Manager Public Affair

Manager Internal Audit

Special Projects

Vice President HR

Vice President HR

Compensation & Benefits

Sales

Production

Accounting

Recruitment

Planning & development

Maintenance

Treasury

Training & development

Technical Services

Process Engineering

Industrial Trade

Instrumental/Fleet

Purchasing

Administration

Legal