Professional Documents
Culture Documents
Group Members
1.
2.
3.
4.
5.
6.
Contents
Executive Summary....................................................................................................
Acknowledgement Letter............................................................................................
Section: I....................................................................................................................
1.0
1.1
1.2
Section: II...................................................................................................................
2.0
HRM Functions:.................................................................................................
2.1
2.2
Job Analysis....................................................................................................
2.2.1
2.2.2
3.0
3.1
Internal Hiring........................................................................................
3.2.2
External Hiring.......................................................................................
3.2.3
3.2.4
3.2.5
Resumes................................................................................................
4.0
4.1
Internal Hiring...........................................................................................
4.2
External Hiring..........................................................................................
4.3
Management Trainees...............................................................................
5.0
Interviewing Candidates..............................................................................
6.0
Organizational Requirements:............................................................................
Individual Training and Development Requirements:.........................................
6.1
On-the-job experience..............................................................................
7.0
8.0
8.1
9.0
9.1
9.2
9.3
9.4
Job Scope..................................................................................................
9.5
9.6
Broad banding..........................................................................................
Executive Summary
This report provides us a detailed view into the Human Resource Department of
Engro Eximp of how the Human Resource Workforce carries out its tasks and how
the structure is defined within the company and a detailed account of all the
ways tasks are carried out within all of the HR Functions of the organization
including training, recruiting, appraising, compensating, etc.
Acknowledgement Letter
We would like to this opportunity to extent our deepest gratitude towards Ms.
Samar Hussain for assisting and guiding us throughout the course to enable us to
write such a detailed report on Human Resource and its functions.
This would not have been possible without her cooperation and the knowledge
she has transformed to us regarding the subject.
Section: I
1.0 Introduction-Engro EXIMP Private Limited
Engro Eximp (Private) Limited is the groups commodity trading business that
deals primarily in the import and trading of phosphate-based fertilizers for Engro
Fertilizers Limited such as DAP, MAP, MOP and SOP, and also imports
micronutrients like Zinc Sulphate, which it supplies as raw materials to Engro
Fertilizers Zarkhez plant for manufacturing blended fertilizers.
Over the past five years, Engro Eximp has become the single largest importer of
phosphates and potash fertilizers in Pakistan. Engro Eximp is also engaged in
imports of food and energy commodities such as sugar, palm oil, wheat and coal.
EXIMP owns 100% stake in Engro EXIMP Agriproducts Ltd. which is involved
in procurement, processing and export of rice to markets in the Middle East and
the European Union along with local sales. The company owns and operates a
state-of-the-art paddy processing plant in Pakistans core basmati belt with
processing capacity of 120 KT of paddy, making it the largest rice processing and
finishing mill in the country.
Total Employees
Total Sales Revenue
CEO
311
Rs. 20977 million
Abdul Samad Khan
Manager
Compensa
tion
Manager
Recruitmen
t&
Selection
Asst.
Manager
Compensati
on
Asst.
Manager
Recruitment
& Selection
Officer
Compensati
on
Officer
Recruitme
nt &
Selection
Manager
Training
and
Develop
ment
Asst.
Manager
Training
and
Develop
ment
Officer
Training
and
Developme
nt
Manager
Administra
tion
Asst.
Manager
Records
& HRIS
Officer
Records
& HRIS
Asst.
Manage
r
Employe
e/Labor
Relation
s
Officer
Employe
e/Labor
Relation
s
Asst.
Manager
Employe
e
benefits
Officer
Employe
e
benefits
Section: II
2.0 HRM Functions:
2.1 Strategic Human Resource Management
We know already Engro EXIMP is the groups commodity trading business and
deals in a highly competitive environment of imports and exports of agri
products with both local traders and international investors in Pakistan. Now
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Job Analysis
Job Specifications
Rescuitin
g and
Selection
Discount
s
Job Descriptions
Job
Evaluatio
n - wage
and
salary
Perfoma
nc
Appraisal
Training
Requiremen
ts
The person is responsible for getting export and import clients on board for agriculture
products of Pakistan only. Also, maintain relations with such employees through customer
service and client retention. They are also responsible for maintaining a business
environment keeping in mind the legal terms and making such terms easy and compatible
for the clients.
C. SUMMARY OF RESPONSIBILITIES/DUTIES
LIST FOR IMPORTANT DUTIES
Find new clients for imports and exports of agricultural products
Maintain relationships with these clients as to retain these clients
through superior customer service.
Make sales reports to keep track of targets met.
Maintain legal documents and LC documents.
Maintain audit and quality if service.
Total
Weightage
25%
25%
20%
20%
10%
100%
3. Management Trainees.
Engro being the large organization it is, takes it human resource planning and
recruitment process very seriously this is because they need to hire the right
people who can sustain their continuing success that has been visible to all since
years.
3.1
3.2
For Existing Openings/ Job Positions Looking for Experienced
Individuals
3.2.1Internal Hiring
Before Engro Eximp decides to recruit externally, they internally assess if there is
a need or position open for anyone to be hired in the first place. This again leads
to two sections, is there an already existing position that has become vacant or
does the company see the need to open and develop some new vacancy
positions for some need whatsoever. If theres an already existing vacancy then
the department with the opening notifies the HR Department that does an
internal analysis if anyone can be hired for the post so that from the same
human resource someone capable could be given that opening as a promotion.
For these openings the HR Department can use their HR System to find who is
capable or place the notification of this opening on the notice board and also
circulate an email for the job opening for interested and capable replacements.
3.2.2 External Hiring
If theres an already existing vacancy then the department with the opening
notifies the HR Department who sees that there is no existing person from the
human resource that can fill that position then they will place an advertisement
in the newspaper and can also upload the details on their career tab on their
website.
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Internal Hiring
Since the department is already aware of their internal employees and their
performance from their time spent in the organization, they simply involved in an
interview to see if this existing employees is fit for the opening (no test is taken),
if so they candidate is hired for the position, and the position that he leaves
vacant is then again seen for internal or external hiring. Selection here is on the
basis of past record and eligibility.
4.2
External Hiring
The testing and selection process of external hiring for experience and technical
positions is rather longer.
For the external candidates being hired, if its for a non-technical position then
simply they will be asked to appear in a written test at the organizations office,
where they candidate will take a test which will comprise of questions relevant to
the field of the department where the position exists in depending of nature of
the job, if its a more simple non-technical job like that of the work staff required
in the administration and domestic staff then a simple interview in some cases
and then submission of documents would be required in all cases with some
recommendation.
Its for a technical position then the candidate will not only appear in a written
test at the organization comprising of technical questions of his field and the
field of the opening and also be engaged in a practical test to see if the
candidate is capable enough to carry out the desired technical work. If the
technical person clears these two areas then he/she shall be passed to the
interview round.
4.3
Management Trainees
Those legible from fitting the criteria of the organization after the evaluation of
their resume get to appear for the test that is usually an online test but can also
be a written one carried out at campus or location. The test is prepared by the
HR department to analyse and assess the cognitive ability through a series of
questions on Logic, English and IQ level of the candidates. The test is for a
standard 1hour and is received back by the HR Department who has them
checked.
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The candidates who meet the score requirement of the test are then called for
interview.
reluctance to train. This can be due to cost or the desire not to have people away
from their job for any length of time.
The HR department maintains and implements HR policies pertaining to
employees training and development. Adequate training is carried out by
professional of the HR team.
Engro EXIMP 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. This form of development needs
to be understood and actively supported by the employee and the supervisor.
Candid discussion in all employee interactions is encouraged and serves as an
effective communication tool. Engro EXIMP has a range of training programs,
both core management and technical, which are used on a regular basis to
develop skill and knowledge.
Once an employee is taken on board at Engro EXIMP, an orientation takes place.
Employee orientation is a procedure for providing new employees with basic
background information about the firm. Our basic objective is, firstly, to make the
employee feel welcomed and part of our team. Secondly, making sure the new
employees has the all the basic information with respect to email access,
personal policies, his/her rights, human resource policies and benefits and also
what are expected of him/her. Thirdly, ensuring the employee has the general
knowledge about the firm, its past, its workings, its future and most importantly
its strategies. Last objective in employee objective is familiarizing the new
employed individual jells in, knows the culture of the organization and all the
ways of doing work around Engro EXIMP. An employee handbook covering mostly
all the objectives mentioned above is also provided to the employee. For such
newly hired members of our organization, we also provide personal digital
assistants. Every new employee is paired with another member of the same
department for his/her first week, so that he/she familiarizes easily and quickly.
As soon as a person is hired into the firm, there is a need to begin training. Rapid
changes in technology, products, and business applications make it necessary for
small firms to devote time to the ongoing training and development of their staff.
Training is not only necessary to keep the skill of the creative person current; it
also contributes to your company's needs and goals.
Thus, training and development can be considered from two angles: the
organization and the employee.
Organizational Requirements: What skills and knowledge
organization require to keep it up to date and competitive?
does
our
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On-the-job experience
6.1.1 Conferences
Employees can attend conferences that focus on topics of relevance to their
position and the organization
Upon their return, have the employee make a presentation to other staff as a
way of enhancing the individual's learning experience and as a way of
enhancing the organization. (Some conferences and forums may be considered
off-the-job learning)
6.1.2 Job aids
Tools can be given to employees to help them perform their jobs better. These
tools include: manuals, checklists, phone lists, procedural guidelines, decision
guidelines and so forth.
Job aids are very useful for new employees, employees taking on new
responsibilities and for activities that happen infrequently
6.1.3 Job expanding
Once an employee has mastered the requirements of his or her job and is
performing satisfactorily, he/she may want greater challenges; consider
assigning new additional duties to the employee.
6.1.4Job rotation
On a temporary basis, employees can be given the opportunity to work in a
different area of the organization.
The employee keeps his or her existing job but fills in for or exchanges
responsibilities with another employee.
6.1.5 Job shadowing
If an employee wants to learn what someone else in your organization does, your
employee can follow that person and observe him or her at work
6.1.6 Special projects
Give an employee an opportunity to work on a project that is normally outside
his or her job duties.
6.1.7 Other methods of training and developing employees:
Internet based learning: In today's fast and modernizing time, internet can
help one reap benefits to the maximum. Internet leaning has proved to
more effective the classroom learning's.
Outside Seminars
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18
ranked.
Critical Incident Method involves keeping a record of uncommonly or
undesirable work from an employees behavior and reviewing it with the
employee at predetermined times.
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weaknesses.
Organizing Career Success team: Small groups of employees meet
Engro
Eximp
conducts
different
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9.2
by
rewarding
individual
and
group
contributions,
including
9.4
Job Scope
Engro EXIMP compares the scope, impact, responsibility and required skills and
abilities for each job. It will result in relative ranking of each designation from
higher to lower grade. The process of job evaluation would be independent of an
individual employee or his/her job performance.
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9.5
23
9.6
Broad banding
The minimum salaries of clerical staff will start from the Rs. 12000 which is Rs.
2000 above the minimum wage standard, set by the Government of Pakistan.
This above figure shows the different bands which comprises the different staff of
300 employees of Engro Eximp. Band A includes Clerical staff or lower level staff
who will be paid a minimum of Rs. 12000 and maximum upto the Rs. 30,000
depending upon the nature of job, skills and time required to perform the specific
jobs. This band will also be provided other facilities by the company including
health and benefits services.
The Band B comprising of middle level staff such as the Department Managers,
assistant managers, accountants etc. they will be paid minimum of Rs. 50,000
and maximum upto Rs. 120,000 along with the other benefits by the company.
The compensation to the Band C will be decided by the BODs, which will include
different parameters but the minimum or fixed of Rs. 500,000 will be paid in all
situations. Further it will depend on the performance of the executives the way
they will manage and run the company, their pay will be decided accordingly by
the BODs.
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to
the
individuals
and
the
group
performance
and
work
accomplishments. Engro Eximp with its staff of approximately 300 employees will
be given a high recognitions and rewards on yearly and monthly basis.
10.1 Straight Piecework
The lower level staff will be given a certain share as a reward on monthly basis
whether they perform high or low. This will be certain percentage decided.
10.2
Goo
Margin
Unaccepta
d
0.65
0.6
0.55
_
_
al
0.55
0.5
0.45
_
_
ble
0
0
0
_
_
or employer
Will be provided with
outstanding criteria
Will be sent on training or workshop within or outside country along with
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recognition awards
Company will provide the merchandize incentives such as (TV, Laptop, or
any other stuff) on their performance.
suffers the loss or achieves the breakeven, the employees will not be provided
with this incentive plan.
10.5
All employees especially the lower level staff will be given the high recognition in
companys magazine or newsletter by conducting their interview or anything
that matters the most to these employees, in order to keep them motivated.
The middle level staff will be given such recognition through companys website
or by giving them the entitlements of:
This will be the great incentive for middle management to work sincerely and
loyally towards the company.
companys operations. Engro Eximp will monitor and review its benefit program
annually and semiannually, if found any discrepancies then company will make
amendments to make the benefits program much better looking at companys
condition.
11.1 Eligibility for Benefits
Full-time permanent employees will be eligible to avail all these benefits
mentioned thoroughly in this manual. But those employees who are part-time
will be excluded of such benefits.
Employees who are full-time employees but are hired on temporarily or contract
basis will not enjoy such benefits.
11.2 Absence paid Leaves
If the employee couldnt come due to any reason on the work, he will be adjusted
with his allotted sick leaves with no deduction in the pay. After his/her sick leaves
are adjusted with the absence, and then employee absence will be adjusted with
his/her vacation allotted time. Any absence after this will be resulting in
deduction of their salary.
11.3 Employee Holidays
Permanent and full-time employees will be eligible to receive the holiday pays.
Whereas newcomers, part-time and temporary employees will not be eligible to
receive the holiday pays.
11.4 Holidays Recognized by Engro Eximp
Engro eximp recognizes the following holidays under which full-time and
permanent employees will be eligible for the pay.
11.5 Vacations
Vacations are benefits to Engro Eximp to enjoy their life, rest and relax at home
and spending time with family. This is one of our ways in which we show our
appreciation to our loyal employees and their services. Only permanent and fulltime employees are eligible for this paid vacation, whereas no other part-time,
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family
member
(mother,
father,
son,
daughter,
grandmother,
grandfather, brother, husband, wife or anybody living under one roof). Employee
will be provided with one (1) day paid funeral leave. Only the permanent and fulltime employees will be eligible under this policy.
11.7.2
Sick Leave
Employee must be a full-time and permanent employee in order to become
eligible for the paid sick leave. Employee ill or sick leave will be availed only in
case of employees personal illness. Employee would be paid the straight pay for
8(hours) per day for six (6) days for a calendar year. Employees manager must
be informed as soon as possible that employee will remain absent due to his/her
personal illness.
Employee must bring the proof of his/her illness doctor recommendations, or
medical record file etc.
11.7.3
Disability/ Pregnancy Leave
If the permanent and full time employee of Engro Eximp becomes disabled and
cant come at work for an extended time period, will provided with paid leaves
over that period. This plan is applicable under the short term disability plan of
Engro Eximp.
11.8 Insurance Coverage
11.8.1
Employee Group Insurance
Engro Eximp is devoted for the wellbeing of its employees and their families.
Company has availed its employees a comprehensive insurance plan. Company
will provide its employees with these benefits underwritten by the EFU life
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11.8.2
Disability Insurance
Engro Eximp employees are covered under the short-term insurance program
due to the financial hardship which cause them serious illness and result their
disability which is not job related. This insurance package will cover Rs. 300,000
(3 lac). If any cost incurred above this limit will be beard only by the employee on
personal behalf. Company will only pay upto the limit of Rs. 250,000.
11.8.3
Life Insurance
Engro Eximp full-time and permanent employees will be able to benefit from
Group Life Insurance. If anyone of employees immediate family meets a certain
death due to any cause will be availed with insurance in different installments as
per the policy set by the employee.
11.9 Coverage Required by the Government:
11.9.1
Workers Compensation
If any of Engro Eximp employees gets injured at work he will be eligible for the
100% pay. Therefore employees will be eligible to apply for the workers
compensation if any such situation occurs at work.
11.9.2
Employee Retirement Plan
Engro Eximp employees, who have completed their services tenure at this
company, will eligible to receive every month the pension installments. The
retirement plan holds only when employees age becomes (60 years), if any of
the employees ask for the early retirement it will consider certain qualifications.
11.10 Other benefits provided by Engro Eximp:
Annual family dinner: employees will be availed with a yearly event of family
dinner where all employees will be able to come with their families and they will
be having dinner and get together.
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11.10.1
Education Assistance
Those permanent and full-time employees who want to pursue their further
education will be availed with the assistance of their tuition fees. Employees will
have to submit their education and institution details to the manager. Employee
should take an approval from the manager before he/she take the specific
courses. Employee will have to show their transcript or certificate after
completing the degree or course. Employees will only be assisted with such
facility that has shown excellent or average performance.
11.10.2
Bonuses
Engro Eximp will distribute bonuses every year based on the employees
attendance, competency, efficiency, knowledge of the field, attitude and
behavior with colleagues, cooperation etc.
Promotion Policy: Engro Eximp will advise its employees about any opportunities
within the company, by mentioning on the bulletin boards or sending them
emails etc. If there is any vacant position available within the company, every
effort will be made to promote the qualified employee to that position.
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