Professional Documents
Culture Documents
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
IDENTIFICATION OF NEED:
The first step is to check whether there is a requirement for new selection. If there is a new
position to be developed then COED checks for that. If an already existing position has become
vacant due to any reason, then the department notifies the Human Resource Department to place
advertisement in the newspapers.
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.
JOB DESCRIPTION:
These are the listing of duties as well as desirable qualifications for a particular job e.g. the
advertisement also specifies number of years worth of experience to apply for the job.
JOB SPECIFICATIONS:
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.
EVALUATION OF RESUME:
After the resumes of hopeful candidates have been received, the HR department checks all the
resumes of the people who have applied. In its evaluation the HR department checks the
experience and the qualities of the individual and matches them to the requirement of the job.
SHORT LISTING:
After the evaluation of the resumes the HR shortlists the candidates who have fulfilled the
minimum requirement of the job description and specification.
TEST:
The test is conducted by the HR department. In the test the managers check the IQ level, English
Composition and Logic. The duration of the test is exactly one hour. The test is checked
manually and is done by the HR department.
INTERVIEW:
The 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, on executive and three
managers. All the four interviewers should preferably be from within the department but often
that is not the case.
The purpose of the interviews is to check the persons subjective skills which are difficult to
measure such as attitude, communication skills, abilities and personality. During the interview all
four person mark the candidate individually and then put forward a cumulative mark. These are
the marks against which different candidates are differentiated.
MEDICAL:
After the terms of contract is agreed upon, the candidate is asked to have a medical test.
HR MODEL
Engro Foods Company uses this HR Organizational model which basically describes the
difference between main HR actors in their company to makes sure, on the one hand, that the
company acts in the interests of employees by giving them opportunities to advance their careers;
and on the other hand, that employees bring as much value-added as possible during their stay in
the company. There are two different roles within the HR department of Engro Foods Company:
the organizational ones and the operational ones. The organizational roles of hr department of
Engro Foods Company includes: Human Resources management, including HR support to
business and HR design & delivery and Legal obligations including employee relations and wellbeing programs. The operational roles of hr department of Engro Foods Company includes:
People management, including company manager and Personnel management, including
industrial relations managers (HR local specialists) who maintain relationships with other dairys
HR specialist in order to remain competitive in this global world and to sustain long-term growth
for the company. Both roles are in fact involved in the HR process as far as they are responsible
for the day-to-day HR management in the Engro Foods Company.
Highest Salaries:
The salary packages Engro foods offer its employees the highest remuneration package thats far
above the industry average. And that's a major part of its compensation philosophy to always
keep employees above their profile's market value. So be you an experienced professional or a
fresher, at Engro foods, you'll get the highest salaries ever.
Gain Sharing:
On top of their highest salaries and outstanding benefits are their performance based bonuses.
And its performance gauge is very different. They don't base employees performance on defined
targets - they base it on a certain percentage of the top performers among you. So every quarter,
the top 50% performers qualify for bonuses.
Benefits:
At Engro Foods, they value quality human resource. Their employees lend the creativity and
passion to meet business challenges with bold new ideas. It offers unparalleled employee
benefits, ranging from medical, to financial and recreational. They want to keep their most
important asset - their people - healthy and happy.
Holiday:
Each employee is entitled to a basic 23 days holiday per year. However, for some people this
amount is either too much or not enough. For this reason, all their employees have the flexibility
to trade salary and holiday. Employees can choose between 15 days and 30 days holiday per
year, with the maximum rising to 40 days per year after two years' service.
Car Allowance:
For consulting positions a car allowance is included in the package.
Health Scheme:
After six months' service, an employee can elect to join the company's VIP
Private health
To ensure employee participation and commitment to the system, the format draws heavily on
the employees own assessment of his job performance, training and developmental needs, career
aspirations and any other employee related item that needs to be addressed. Candid discussion in
all employee interactions is encouraged and serves as an effective communication tool. The
system also focuses on the employee's training needs and leads to inputs into the overall training
plans of the company to help them work towards realizing their full potential. Relative to other
chemical companies, Engro places a lot of emphasis on development of its technical resources.
This has resulted in Engro being able to efficiently develop and implement
large technological projects successfully. To address future manpower needs of the company,
employee career and succession planning activities are undertaken on an annual basis. Engro
values people with passion, creativity, leadership, strong communication skills and the drive to
deliver and compensates them according to their relative performances. Engro Foods Limited
carried out certain compensation and performance
APPRAISAL PROJECTS:
REWARD MANAGEMENT:
The reward management however is strictly performance driven and every opportunity is used to
reinforce the culture of reward for performance. To promote and strengthen a keenly competitive
environment within the organization for enhanced quality and productivity, en elaborate
performance assessment and employee development system has been institutionalized which by
design forces objectivity in employee appraisal against given dimensions of performance
evaluation.
CONCLUTION:
Human Resource at Engro believes in learning by doing. Therefore adequate arrangements are
made at the organization to impart training to the staff. It can take the shape of internal (inhousetraining) or external training depending on the specific need of the target audience. Staff is
made to do things so that they get a firsthand experience.
Engro Food is one of the few organizations that have through training contributed not only to the
employees but to the community at large. Social investment projects were organized and more
than 1,30,000 people from a cross-section of society benefitted from it. The concept of a big
organization involved not only in producing excellent products like Olper but also involved in
community welfare has had a very positive impact on the image of Engro Food. All these factors
helped Engro Food not only to enter the market but capture 22% of the market is a very big
achievement against any local or international benchmark. It had to fight against an image of
chemicals, fertilizers to that of quality milk, not an easy transition, still they belief where there is
a will there is a way. The result of effectively managing human resources is an enhanced ability
to attract and retain qualified employees who are motivated to perform, and the results of having
the right employees motivated to perform are numerous. They include greater profitability, low
employee turnover, high product quality, lower production costs, and more rapid acceptance and
implementation of corporate strategy. These results, particularly if coupled with competitors who
do not have thigh people motivated to perform, can create a number of competitive advantages
through human resource management practices.