Finalized Engro Report

7/28/2019 Finalized Engro Report

1/24

2011

RABAIL GUL

STD ID: 11395

HUMAN RESOURCE MANAGMENT

11/7/2011

HUMAN RESOURCE PLANNING AT ENGRO FERTILIZERS

Submitted to:MS Deep Kiran


2/24

LETTER OF TRANSMITTAL

Dated: 11/07/ 2011,

To: Ms. Deep kiran

Faculty of human resource management,

Institute Of Business Management.

Korangi Creek, Karachi-75190

Dear Madam,

I am pleased to submit the report on, human resource planning at Engro fertilizers, a course

requirement for Human Resource Management in the MBA program at Institute of Business

Management.

During all the phases and stages of report research, writing and designing the report, I have gained

useful knowledge about the topic.

I have tried out my level best to cover my targeted aspects of the topic for the research and I hope

that this report will serve its purpose. All rules and regulations for the preparation of the formal

report have been taken into consideration.

I would dearly like to thank you for the faith you showed in my capabilities & the

encouragement you gave me when assigning the report. If there is anything else you wish to

know, I will be glad to assist.

Thanking You,

Rabail GUL

Student id: 11395

MBA (regular)


3/24

LETTER OF ACKNOWLEDGEMENT

Dear Reader:

It has been an honor for me to prepare a report on Human Resource Planning at

Engro fertilizers which was assigned to us by Ms: deep kiran, Without her rich

guidance such a report would not have been any easy task to achieve.

I would again like to take this opportunity and express my acknowledgement

distinctly to Ms. Deep kiran for directing me about the technical aspects of the

report and I express sincere gratitude to my parents for their continuous support

throughout the preparation of this report.

Sincerely,

RABAIL GUL

STD ID: 11395

MBA (REGULAR)


4/24

EXECUTIVE SUMMARY


5/24

INTRODUCTION OF THE COMPANY

Engro-An Overview

Engro is a diversified business enterprise, comprising of 5 subsidiaries and a joint venture

company. Its business line includes chemical fertilizers, PVC resin, a bulk liquid chemical

terminal, industrial automation, foods and power generation. Engro is currently serving

customers in 17 countries globally through 11 offices in 3 countries in Asia and North America.

A national company with an international reach, Engro is one of the largest and fastest growing

companies in Pakistan today.

Vision

"To be the premier Pakistani enterprise with a global reach, passionately pursuing value

creation for all stakeholders.

Divisions

Engro today stands recognized as a successful business operation and a role model for doing

business in Pakistan.

Engro Chemical Pakistan Limited (ECPL)

Engro Vopak Terminal Limited (EVTL)

Engro Polymer and Chemicals Limited (EPCL)

Avanceon (formerly known as Engro Innovative Automation Pvt. Limited)

Engro Foods Limited (EFL)

Engro Energy Limited (EEL)Engro Eximp (Pvt.) Limited (EEPL

ENGRO FERTILIZERS

Engross Fertilizers Limited, a wholly owned Engross subsidiary, is a premier fertilizer

manufacturing and marketing company with products that focus on balanced crop

nutrition and increased yield. The company markets primary and secondary

fertilizers like Engross Urea, Engross DAP, Engross Zorawar, Engross Zarkhez and

Zinger.

Engross Fertilizers has successfully developed a loyal customer base all across

Pakistan, not only by providing farmers with quality fertilizers, but also through

extensive market development activities. A premier brand and nationwide presence

of the company ensures sell out production. Additionally, the company sells

phosphate fertilizers for balanced fertility and improved farm yields. Engros share of

Pakistans phosphates market mirrors or exceeds its urea market share.


6/24

In 2010, the company achieved mechanical completion and started trial production

of its urea expansion project at Daharki which is the worlds largest single train urea-

ammonia plant. It is the largest private sector industrial investment in Pakistan.

Facts & Figures

Total Employees: 1210

Sales Revenue: Rs. 19,018 Million

Profit for the year 2010 Rs. 372,959,600,0

Earning per share Rs. 3.48

Market share 16 % by 30 June 2010

Employees Turnover (figure was not given due to confidentiality) but fair

interms of market

Products

1. Engro Urea2. Engro DAP3. Engro Zorawar4. Engro NP5. Engro Zarkhez6. Zing

Culture at Engro fertilizer

The people of Engro are a special part of Engro fertilizer. Engro culture is strenuous and

projectile and with the emphasis of their core values and honesty to the employees. The

leadership, diversity, excellence 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.Their workforce is their biggest asset and the driving force behind their success.At Engro, they pride themselves in fostering a culture of excellence which recognizes and

rewards the dedication and ambitions of all our employees


7/24

Core Values

Our core values form the basis of everything we do at Engross; from formal decision making to

how we conduct our business to spot awards and recognition. At Engross we never forget what

we stand for. Following are our 12 core values:

Safety, Health & Environment

Ethics and Integrity

Leadership

Quality and Continuous Improvement

Enthusiastic Pursuit of Profit

External and Community Involvement

Candid and Open Communications

Enjoyment and Fun

Innovation

Individual Growth and Development

Teamwork and Partnership

Diversity and International Focus

Long-term Commitment

The long term vision is to become a diversified company operating internationally. To achieve this aim

we need the best people. We therefore aim to recruit high caliber people and give them the opportunity

to grow and to develop their talents. We look for long-term commitment on the part of both Company

and employee and have designed our systems to fulfill the Company's part of this promise.

Work With Engro

Engros innovation and financial strength help make it a dynamic place to work, giving itsemployees 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 succeedas an individual and as part of a team. Engros
http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/http://engro.com/our-company/our-values/


8/24

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.

Workforce at Engro Fertilizer

They claim employees are their biggest asset. They employ more than 2700 employees whose

passion and dedication is the driving force behind their success. Engro is an equal opportunity

employer and is proud of its diverse workforce.

They are committed to living up to their promise of establishing and maintaining the highest

levels of professional and personal standards. Governed by our core values, we think and act

with integrity; its the way we live at Engross.

This is also reflected in the way they operate. All their employees are expected to comply with

the Statement of Ethics and Responsible Business Conduct, which they are required to sign

annually.

Governance

Their commitment to highest standards of integrity and transparency has shaped Engros

governance framework and processes, which are aligned to the industrys best practices. Every

employee at Engro is a part of the governance system and is required to adhere to clearly laid

out policies and procedures.

Leadership

Engros leadership comprises of some of the most enterprising leaders of the corporate world

in Pakistan. These individuals are responsible for conceptualizing and articulating goals that

bring their people together in pursuit of set objectives. They lead the company with a firm

commitment to the values and spirit of Engross. In their journey to become a profitable,

growth-oriented and sustainable company, their management structure has evolved to create a

more transparent and accessible organization. At Engro, they support their leadership culture

through unique systems and policies which ensure open communication, foster an environment

of employee and partner privacy, and guarantee the well being and safety of our employees.

Awards 2009

Engross Fertilizers Limited won the National Forum of Environment & Health annual

environment excellence award for the sixth consecutive time.

Engro Fertilizers Limited brands, Engro Urea and Zinger, were awarded the prestigious Brands of the

Year Award


9/24

Working Environment

At Engro, they strive to uphold the tradition of excellence and become the employer of choice.

They claim that their workplace gives employee a feel of confidence, valued, and most

importantly, inspired.

Work life Balance

They say we understand the importance of family and appreciate that our employees need to

balance their professional and personal responsibilities. It is our intent to make it easier for our

employees to manage their work/life balance more effectively. We also encourage our

employees to take part in numerous programs aimed at strengthening their overall wellbeing.

Employee Friendly Policies

Their constant pursuit towards the welfare of their employees has led to the formulation of

many unique policies, to create a more positive work environment, promote greater genderdiversity, provide opportunities for training and development and build career opportunities.

Such policies include ethics policy, gift policy, non-discrimination and anti-harassment policy,

maternity leave policy, part time work policy and off track policy.

Sustainability

In addition to growing business in a profitable, ethical and sustainable way, they are committed

to invest in host communities, as well as to mitigate their environmental footprint. As

responsible corporate citizens, they continue to strive towards integrating sustainability into

their business.

Work Force Safety

Every Engro employee involved in plant operations is given an overview of the process and

operating procedures, with an emphasis on the specific HSE hazards, emergency operations

including shutdown, and safe work practices applicable to the employees job tasks.

They also keep their employees trained and up-to-date on all technological changes and ensure

control mechanisms duly account for employees performance on safety related aspects of

their jobs.


10/24

HUMAN RESOURCE PLANNING AT ENGRO FERTILIZER

Human resource planning involves the process to ensure that it has the right amount and the

right kind of people to deliver a particular level of output or services in the future.

Human resource planning involves the planning in which an organization does planning fordifferent aspects of organization in order to meet its strategic goals. But the most important

work that is to forecast and estimate the people for particular project which is expected to start

in future. its is really necessary for every organization to do human resource planning gin order

to meet the challenges .Engro fertilizer also do human resource planning,and we can say it is

the key for any organization to success if it does proper human resource planning.

Human resource planning helps Engro fertilizer for following purposes:

Determining the numbers to be employed

Every organization has to determine the no of employees it will hire before starting any project

of if it has to meet certain challenges, so at Engro fertilizers by human resource planning they

ensure that they are not overdoing the size of workforce or underutilizing the staff.

Alternatively, if the opposite misjudgment is made, staff may be overstretched, making it hard

or impossible to meet production or service deadlines at the quality level expected. So the

questions which should be taken into account are:

What techniques can be used to establish workforce requirements? Have more flexible work arrangements been considered? How the staffs are need to be acquired?

Retaining highly skilled staff

Employees are asset to the Engro fertilizer, therefore they are very concerned about their

employees, issues may arise about the retention of the skilled staff, so it is really necessary to

understand the pattern of resignation, and therefore Engro keeps an eye over following points:

monitor the extent of resignation

discover the reasons for it

establish what it is costing the organizationCompare loss rates with other similar organizations.

If Engro does not understand this thing, management may be unaware of how many good

quality staff is being lost. This will cost the Engro directly through the bill for separation,

recruitment and induction, but also through a loss of long-term capability. Having understood

the nature and extent of resignation steps can be taken to rectify the situation. These may be


11/24

relatively cheap and simple solutions once the reasons for the departure of employees have

been identified. But it will depend on whether the problem is peculiar to organization, or

whether it is concentrated in particular groups (e.g. by age, gender, grade or skill).

Managing an effective downsizing program

This is an all too common issue for managers at Engro. How is the workforce to be cut

painlessly, while at the same time protecting the long-term interests of the organization? A

question made all the harder by the time pressures management is under, both because of

business necessities and employee anxieties. HRP will help managers by considering:

the sort of workforce envisaged at the end of the exercise

the pros and cons of the different routes to get there

the utility of retraining, redeployment and transfers

What the appropriate recruitment levels might be.

Where will the next generation of managers come from?

Senior manager may have trouble regarding this issue, for this they have to determine whether

they will have to bring senior staff from some where else or should promote their own

employees, to hire senior staff from some where else can deal with short term skill shortage

but in order to meet the long term demand and fulfill the requirement of short skills. Manager

at Engro considers following questions in the mind. What sort of managers, how many, and

where will they come from? To address these questions at Engro following points are being

kept in mind.

the present career system (including patterns of promotion and movement, of recruitmentand wastage)

the characteristics of those who currently occupy senior positions

The organizations future supply of talent.

Then Hrm manager compares with future requirements, in number and type. And for this Hrm

manager also have to consider the internal structure changes and external business or political

changes. they compare current supply of employees with the demand,by this they can

determine that they have surplus or shortage of the employees they require. In order to meet

these shortage or surplus of the employees, usually management keeps in mind the following

points in the mind

allowing faster promotion to fill immediate gaps

developing cross functional transfers for high fliers

hiring on fixed-term contracts to meet short-term skills/experience deficits

Reducing staff numbers to remove blockages or forthcoming surpluses.


12/24

This decision Is made very carefully as process can be haphazard and inconsistent if appropriate

recruitment, deployment and severance policies are not pursued. Ifwrong sort of staff is engaged at

the wrong time on the wrong contract. It is expensive and embarrassing to put such matters

right.

Importance of human resource planning

An HR department that is well-versed and experienced in planning can make a company much more

productive and cost-efficient. It can also make a real difference in the employees morale if workers

know that decisions affecting their careers are being made in accordance with thoughtful, proactive

analysis instead of last-minute reactive actions.

Minimize wasted money on excess personnel

Forecast future need and expenses

Scheduling work shifts through staffing levels when production and HR department work

together in order to fulfill a big order to complete within time limit.

When workers being replaced because of personal losses, HRP helps HR department to hire new

employee and to determine the benefits and salaries will be given to them.

Effective training can't be a without a plan that details what knowledge needs to be

communicated, who will provide the training and how the training will be done. The HR

department that ensures employees are thoroughly trained and competent makes the

difference in productivity, reliability and employee safety.

Elements of effective human resource planning

1. forecasted demand for employees2. forecasting supply of employees3. balancing supply and demand consideration

Who is involved in HRM PLANNING?

As HRM planning is very important for any organization, so in order to make it effective HR

department consult with the other departments of the Engro fertilizer, in order to determine

the challenges and requirement of other departments, an in order to meet those challenges

and requirements policies and procedures are decided for HRM planning.


13/24

Long term Planning

Long term planning covers mostly those projects which supports our vision, suppose if we say

we provide the best fertilizers to farmers at cheap rate but better quality. if that is our vision,

then we will start projects and will do long term planning, how we improve quality of our

product and decrease its cost than our competitors. Long term planning also covers budgeting

which can be yearly and quarterly.

Short term planning

Short term planning covers those small and temporary steps and goals which supports the long

term planning for different aspect which supports our vision.

Succession planning

Succession planning is really important for any organization In the time when there is high turn

over in the company, Engro fertilizer claim that they have very low turnover rate but inspite of

that they do succession planning by keeping in mind the key position, they mostly consider

their internal staff who posses the skills for the vacant job. they say that to do a sound

succession planning is cost saving, it can reduce potential losses due to unfilled vacancies in

key positions, some times it became really expensive to hire externally and then train that

employee. it also motivate an internal employee to work hard if he is promoted to upper level

as well as loyalty, we think in order to maintain equity we give priority to our internal staff in

order to fill key positions.

HR Department

As Engro fertilizer is part of Engro corp, each part of Engro corp has its own HR department

which works in collaboration with the HR department of the Engro Corp, we can say this makes

Engro powerful, as its every department is empowered and have its own Hr department as it

can deal efficiently with its employees more effectively.HR department of Engro is being

involved in the following activities.

HR Planning

Recruitment and Selection

Training and Development

Performance Appraisal

Compensation and Benefits


14/24

Career Planning and Development

Health and Safety measures

Retention Of employees

RECRUITMENT AND SELECTION AT ENGRO FERTILIZER

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 experience

recruitment professional 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

sources of Internal Recruitment

Employee Referrals

Sources of External Recruitment

Job Fairs

University Hunts

AdvertisingOutsourcing Agencies (Rozee.com)

Walk-in Interviews


15/24

]Policies related to recruitment

At Engro fertilizer staff working is a permanent staff, seasonal staff is hired if the department feels

shortage of employees on temporary basis they hire seasonal staff on contract basis. As they have fixed

no to hire, AS far as policy for recruitment is concerned for permanent staff, in order to fill any vacany,

candidate has to be undergo an entrance test which I mandatory to pass, that test is compulsory for

every position, a candidate if applying internally will also have to take test if he Is applying for the new

position.

Identification of required workforce

Before starting any project we asses the worth of the project, if the project is for short time and we have

enough employees for that project internally we dont hire any employee, but if the project need more

skilled people, it cost us less to hire those people and without them projects quality will be affected,

then with the help of our employees already working on the project we determine the no of people and

skilled required. we ha recently started a project named TALENT HUNT for which we contracted to

third party in order to hire fresh and young talent, our team use to go to different universities in search

if talent.

Role of COED in Job Analyses

The Compensation Organization and Executive Development Committee define a new position

whenever it is required. When a department wants a new position to be established it goes to

COED. The COED then asks for the reasons for the new position. If the COED accepts the

reasoning, it gives its permission to the department and the advertisement is place in the

newspapers.

The COED is also responsible for promotion within the organization. Whenever a position is

vacant and a member of the organization is to be promoted, a member of COED brings his case

to the COED meeting where it is thoroughly 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 organization. The committee 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.

Advertisement

After the identification of need, the Human Resource department places the advertisement in

the newspaper to call for resumes. The advertisement specifies the job description and the job

specification.


16/24

Job Description

We do provide job b description to our new hired employees, but we are still in process to

prepare job description for our old employees because we had incident of fire at Engro building

in 2007 in which our whole record burnt, and we have to start from the scrap. Job description

and job specification varies from nature of job

Job Specification

These are the characteristics and the abilities required from a person to work in that position

such as leadership and teamwork qualities or command over English. job specification is being

mentioned in the advertisement placed in news paper or at any website. Job specification also

varies from job to job nut there are some skills which we ensure that a candidate have, hard

worker, good communication skills, passionate to work and should have good level ofmotivation.

Requisition Form

When someone leaves the organization then usually need occur for hiring new employees on

the demand of that department, such positions can be fulfilled through external source or if

someone left from the top executive positions then it can be fulfilled through internal

recruitment by giving chance the potential executives employees which is observed by

Compensation organization and executive development committee COED to hire the

employees in such department. It is a document in which just overview of required specification

is mentioned like age of employees, Qualities required to perform that job.

RECRUITMENT AND SELECTION PROCESS

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.


17/24

Recruitment Objectives

The policy is meant to ensure an effective and efficient method of recruitment and selection. It is aimed

at hiring without any discrimination based on race, color, sex, nationality, ancestry, religion or disability.

a) External RecruitmentNo candidate under the age of eighteen will be considered.

Human Resources will advise Department Heads on salary ranges to be offered to the applicant

keeping internal and external equity in perspective.

b) Internal Recruitment:Internal candidates must be confirmed employees of Engro fertilizer who have completed one year

of service. However exceptionally good having potential candidates may be considered.

Selected candidates will join the new job/position after getting clearance on the test which is being

conducted in order to fill the position

General Conditions for Recruitment

All recruitment will be done through the Human Resources Department in consultation with the

Officers and COED. The recruitment process plays a vital role in selection of right people for the

right position at the right time by keeping in view the essential qualities of people for its

continued success. Its human resource is strong because Engro fertilizer has its own human

resource management system If we talk about hiring new employees for new vacant positions

then they can use source ofexternal recruitment or even they can refer to existing employees

for the current vacancy means Internal recruitment, even in such situation they can observe

and use Management replacement chart in order to fill executive position internally from

management staff. Incase of management staff, they get hired on permanent basis and non

management staffs hired first on prohibition period for 3 months and then get permanent.

Even incase of management they can recruit through outsourcing like through agency even

through by surfing on net i.e. rozee.com are the probably most important source.

Selection

Engros selection process may involve you to complete some or all of the following steps:

Application form and resume

Cognitive ability tests

Telephone interviews


18/24

In-person interviews / site visit

Reference checks

Pre-employment medical (if required)

Offer of employment

S Sources of Internal

Recruitment Process for Management Employees

I. Application Form\ Submission Of ResumeSubmission of form is the basic criteria to show the true picture of their talents, interest,

and ambitions in order to get the job. It is the initial criteria to know and analyze the

candidate through its CV pattern, and mentioned qualification, experience and their skills in

the resume which are considered keys to judge for initial selection.

II.

Evaluation of Resume

After receiving the resume of expected candidates, they need to observe and match the

experience and qualification of individual applied candidates with the requirement of the

job description and job specification. They also see the format of making CV that either it is

up-to-date or not.

III. Short Listingcandidates are short listed after evaluation in which resume of those candidates are kept

who fulfill minimum Requirement of Job Description and job specification and can be

considered them as few would be potential candidates.

IV. TestThe test is conducted by the HR department; the evaluation of Test is on the basis of

individual IQ levels, English Composition and Mathematics Tests. The duration of test is 1

hour and it is checked manually by HR department. it is mandatory for every position. Even

an internal candidate also has to take test if he is applying for the new position.

V. InterviewThe 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, one

executive and three managers. All the four interviewers should preferably be from within

the department but often that is not the case.


19/24

VI. Recommendation to human resource departmentFollowing the interview the employee of the particular department goes to the HR and

gives recommendation to the HR manager regarding the interview of the candidate. The

HR then conducts an interview with the candidate where they decide the Grade scale of

the candidate, the different benefits and the pay scale.

VII. Medical ExamineIn this case, they examine the selected candidates through medical test, for that purpose

they are send to Aga Khan Hospital and the candidates whose medical test is cleared, will be

finally considered as potential candidate and will be hired in the organization.

VIII. Final SelectionAfter Passing successful candidates through Medical test, the officer of HR will be finally

offered to have contract with selected successful candidates under the policy of the

compaz.HR officer mainly emphasize in IQ level in test and in subjective attributes and skills

of Individuals for judging them incase of selection.

Recruitment of Non Management Profession and Technician

The non Management Profession and Technician recruitment procedure is the same except for

the basic difference that they dont sit the test. They only have to send the resume and pass the

interview. There also is a difference in the interview. While for MPT there are three managers

and one executive, in the NMPT procedure there are no executives. The managers may or maynot be present in the interviews. Otherwise it has the same procedure.

Identification of need

Advertisement

Application Form\ Submission of Resume

Evaluation of Resume

Short Listing

Interview

Recommendation to Human Resource Management

MedicalHiring


20/24

ORIENTATION

When a new employee joins, HRD will explain the general HR Policies and procedures of

the Company. The talent acquisition team will discuss the detailed orientation plan for the new

employee with the line manager concerned

TERMINATION

Approval of the SVP is necessary before terminating employment of VP and above and

below that, only respective Director, and GM HR approval is necessary.

EXIT INTERVIEW

When an employee resigns an exit interview is conducted jointly or either by HRD and

one level up manager. Exit interview is being conducted in order to determine the reason for

resignation and if that employee is really important to organization, then to convince him to be

on the job.

Opportunities

For an Opportunity 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.


21/24

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.

Training and development

Engros 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.

On-the-Job Development

The Company believes strongly that people grow and learn most effectively through

experience. Therefore, every opportunity is sought to try to develop an employee through work

related experience. Such development implies an expansion or stretching of abilities or

aptitudes. It has to be based on the knowledge, skills, and aspirations within oneself. This form

of development needs to be understood and actively supported by the employee and the

supervisor.

Training and Education

The Company has a range of training programs, both core management and technical, which

are used on a regular basis to develop skill and knowledge. In addition, specific one-offprograms may be developed where there is a need. Alternatively, individuals may attend

externally run programs and there may be cases where learning by planned job experience is

the best answer. Employees contribution to assessing own training needs are welcomed as are

the suggestions for suitable programs. Engros appraisal system has a structure which calls for


22/24

employee input to this discussion.

Career Development

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.

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 neededand why these improvements are required.

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

Engro uses the 360 performance appraisal system in order to assess the performance of the

employees, as gives proper attention to the appraisal system as it will help them to identify the

required performance and if employee is not performing up to the standards,the will search out

for the lower performance of the employees and performance appraisal system is the only way

they can assess it.


23/24

Feedback

Workers at Engro fertilizers are informed of their performance and given the opportunity to express

their opinion over their own level of performance against each competence. This serves the following

two main purposes:

It enables the reviewer to redefine whether the initial assessment was correct, as

circumstances may exist that the reviewer is unaware of.

By asking the worker what he sees to be his own strengths and development areas often

help to reduce negative responses and makes planning training needs/inputs activities

easier if the person is able to express for himself the areas in which he feels he can improve.

Compensation and Benefits

The Company's Total Remuneration 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 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.

Toughest year for the Engro

2007 was the toughest year for the company as an incident of fire occurred ,in that incident welost our records, we faced very difficulty even until today we dont have the proper records for

the pension of retired and dead people. Even we had not any back of all our records in our IT

system, till two months we were lacking the proper payroll system. We were not prepared for

any incident and that was our mistake for which we have suffered a lot. We had to start from

the scrap. but we are planning to overcome that incident and also making strategies if any

incident we will face in the future.


24/24

RECOMMENDATION:

Documents

Finalized Engro Report