Naila Ansari 15445

CONTENTS

LETTER OF TRANSMITTAL.................................................................................3
history of ici.....................................................................................................6
human Resource Organogram.......................................................................25
HUman resource Department.....................................................................26
human resource problem..........................................................................26
problem analysis............................................................................................30
Rationale:....................................................................................................30
Methodology...............................................................................................30
Result Analysis...............................................................................................30
employee-employer relation.......................................................................30
recruitment.................................................................................................31
job analysis.................................................................................................31
performance management..........................................................................32
training & development..............................................................................32
compensation & benefits............................................................................33
financial benefits......................................................................................33
Employee Questionnaire Analysis..................................................................33
employee job satisfaction...........................................................................33
Job Specification and Job Description been Revised....................................34
job passion & self evaluation......................................................................35

Page

LETTER OF TRANSMITTAL

Mr. Shah M. Saad Hussain

Lecturer
Human Resource Management
IoBM, Karachi

25th April 2015

Subject: Report Transmittal of Human Resource Problem in an Organization

Dear Sir

This is to transfer the Term Report given to apply our theoretical knowledge of Human Resource
Management in finding out a problem of an Organization and then doing the root cause analysis
of the problem and giving recommendations and Action Plan.
The Report gave us a thorough experience and practical knowledge of the Course Contents and
gave us Practical Learning by interacting with the Organization too.

Kindly accept the Term Report based on the structure you provided.

Thanking you in anticipation

Regards
Naila Ansari
Student Human Resource Management
IoBM
Student ID: 15445

Page

Page

INTRODUCTION
ICI has consistently developed new and innovative areas of businesses, since
its formation in December 1926, by the merger of four of the largest
chemical companies in the UK. ICI today is a collection of world class
businesses, many of them leaders in their sectors. They are strongly led,
technologically sophisticated with healthy and sustainable long-term growth
prospects.
ICIs paints brands are some of the most successful in the world. Its starches
and adhesives find their way into everything from foods to building materials
and from sports shoes to medical electronics. Its lubricants make vehicle
transmission and fridges run smoothly, and the vital ingredients in many
personal and household care products come from ICI.
ICI brings together a family of businesses with an impressive record of
innovation and an ability to meet the changing needs of an increasingly
global marketplace. The Company has a range of over 50,000 products, more
than 38,000 employees and over 200 manufacturing facilities in 55 countries
worldwide.
ICI Pakistan Limited is a 75.81% owned subsidiary of ICI Plc, UK. It was set
up as a public limited company in Pakistan in 1952. ICIs presence in this part
of the world, however, predates the formation of the public limited company
and indeed, Pakistan itself. The Khewra Soda Ash Company, a predecessor of
ICI Pakistan Limited, set up a soda ash manufacturing facility in Khewra in
1944 with a capacity of 18,000 tons per annum. This facility was sited next
to the salt range as rock salt and limestone; two key raw materials for
manufacturing soda ash were available here in abundance

Page

HISTORY OF ICI

The history of ICI Pakistan predates the formation of Pakistan. From a small
trading concern with a single manufacturing unit, over the decades, the
company has transformed into one of the largest industrial conglomerates of
the country enjoying an iconic stature.

ICI establishes its first manufacturing site for the production of Soda Ash
1944 at Khewra

1953

The Khewra Soda Ash Company is incorporated as a public limited

company

1965 ICI Pakistan acquires Fuller Paints Limited

1966

The name of Khewra Soda Ash Company changes to ICI Pakistan

Manufacturers Limited

ICI Pakistan Manufacturers Limited commissions its Speciality Chemicals

1968 Plant in Karachi
ICI Pakistan Manufacturers Limited set up Pharmaceutical company in
1970 Naryanganj East Pakistan. After 1971, it became part of ICI Bangladesh
Private limited
1973 Fuller apints change its name to Paintex Limited

1982

ICI Pakistan Manufacturers Limited set up a Polyester plant at Sheikhupura

with a capacity of 12,000 tons

Imperial Chemical Industries Pakistan (Pvt)Ltd. and Paintex limited merges

1985 into ICI Pakistan Manufacturers Limited
1987 The company changes its name to ICI Pakistan Limited

1991

1994

1996

1998

2000

2001

2002

2006

ICI Pakistan powergen ltd is incorporated as a public limited company

ICI Pakistan increases capacity of Soda Ash by 50000 tons

ICI Pakistan increases capacity of polyester fiber capacity to 60000

tons and Polymerization capacity to 91000 tons

ICI comissions its PTA plant at Port Qasim

PTA business demerges to form a separate entity, Pakistan PTA limited

Soda Ash completes automation cogeneration and debottlenecking

project

ICI pakistan increases capacity of Polyester plant by 44000 tons. The

Animal Health and Pharmaceutical health was combined with
Agrochemicals and seed segment to form company's life science
business

As a part of asset modernization and improvement plan the Polyester

Business comissions a sixth processing line.

 ICI Pakistan completes its 50,000 tons expansion of Soda

Ash
2007
AkzoNobel, one of the largest coating and chemical
company in the world becomes the ultimate holding
2008
company of ICI pakistan Limited

2009
2010

ICI completes its 65,000 tons expansion of soda Ash

ICI
As the partner of
choice we
spire to INFORMATION
COMPANY
buld our local and
international
Vison
footprint through
sustainable growth
and by creating
value for our
stakeholders

To be the partner of first

choice for customers and
suppliers, ensuring
sustained leadership
position in the markets
where we compete,
delivering long-term
business value through a
high performance culture,
innovation, ethics and
responsible care

Mission

BOARD OF DIRECTORS

Organizational
structure

Products

Polyester
One with the Fiber of Life
Being manufacturers of Polyester Fiber weaves us tightly
into the fabric of your life.
Our Polyester Staple Fiber (PSF) is spun into yarn, which is
then woven or knitted into fabric used to make clothing,
bed sheets and other textile products that each one of us
uses.
This man-made fiber is a key substitute and complement
for cotton, making it a highly critical raw material in a
textile-intensive country such as Pakistan. We introduced
this wonderful product to this country over 20 years ago.
As one of the pioneers of the PSF technology in Pakistan,
we enabled the cotton-rich textile industry to diversify
their products and be more competitive in the
international arena where growth of man-made fibers has
been phenomenal.
Our high quality product has set the trend and the PSF
industry in
Pakistan now competes internationally with comparable
output and production rates.

One with the Essentials of Life

Did you know that every time you pick up a glass, read a
newspaper or do your laundry, you experience the use of
soda ash?
Without soda ash, the manufacturing of necessary
commodities such as glass, paper and detergents would
not be possible. Most people are probably not even
aware of the importance of this basic raw material, still,
we as a company know that we touch practically every
life in the country in some way through the use of these
essential everyday products.
Our Soda Ash Plant in Khewra was established in the
1940s, even before the creation of Pakistan! Were
market leaders for this key ingredient and are proud to
be the largest producers of it in the country.
Our remarkable growth over the years has enabled
development and enhancement of the industries we
furnish thereby providing you with a wider array of quality
products to enhance your lifestyle.

One with the Colors of Life

Everywhere you go, you will find the colors of your life
enhanced by our paint products. We have been coloring
Pakistan for 44 years, and through the decades weve
worked hard to provide you the right backdrop for life by
transforming your homes and your workplaces with our
paint solutions. But its not just about adding colors
through the assortment of our palette; our products touch
your life in many different ways.
We offer industrial coatings that help protect everything
from refrigerators and radios to boiler plants and
manufacturing facilities while our refinish paint products
maintain and extend the life of your vehicles. Being able
to influence so much makes us a direct part of your lives,
and this is a responsibility we take very seriously.
Being the largest provider of paint solutions in Pakistan,
delivering results is a part of our DNA, and we strive to
ensure that our customers have access to a broad range
of high quality products.
Of course, we now have the added advantage of being
part of the largest global paints and coatings company.

Life Sciences
One with the Sanctity of Life

Our name says it all; ours is the science of life your life.
Helping you maintain and improve the quality of life is a
role we are proud of and take very seriously.
Whether you need advanced pharmaceuticals for your
healthcare needs, superior seeds to improve the quality
of essential crops or solutions for livestock management,
we work hard to ensure you get the best.
We market some of the leading drugs available today,
geared to address life threatening ailments like
cardiovascular disease and cancer as well as providing
veterinary and agricultural brands, so that you have a
range of options for improving the quality of your life.
Being entrusted with such a serious responsibility, we are
even more committed to innovation and keeping ahead of
the curve with products and services that draw on the
newest research and latest advances.
We want to make sure our customers trust in us remains
solid and that our brands remain synonymous with
quality and consumer confidence.

Chemicals
One with the Ingredients of Life
Our chemical ingredients translate into hundreds of
products that you use in daily life.
Were not stretching the truth when we say we service
practically every industry in the country!
Our products
are essential in all kinds of manufacturing processes and
in products from adhesives to paint, and from insulation
for housing and refrigeration to textile auxiliaries that
determine the finish of fabrics we use.
Where chemicals are involved, we know we have to be
extra careful about our impact on people and the world
around us.
Our strong emphasis on health, safety, and environment
means we incorporate the best practices from around the
world, providing full safety information to customers, a
safe workplace for employees, and care for the
environment through many of our projects focusing on
sustainability.

HR highlights
In ICI Pakistan, one can find a unique workplace with a diverse mix of
personalities and expertise. ICI people have talent, creative drive and
enthusiasm. And thats reflected in an atmosphere where theyre encouraged
to achieve full potential in their area of business.
Their ambition, Tomorrows Answers Today is reflected in ICI people. Theyre
entrepreneurial in their thinking and pragmatic in solving problems.
Everything they do is done with integrity and responsibility. Most of all, they
have the courage and curiosity to question accepted wisdom and provide
answers others havent even thought of.

Talent Factory
Over 1,300 people are a part of ICI Talent Factory, and are proud that these
employees are the ones who shape the future of our company. They want
their employees, and those thinking of joining them, to see ICI as a place
where they can grow. Talent Factory aims to develop strong leaders, who can
make a real impact on ICI performance and market value, and be noticed.
In line with ICI company value Developing the talents of people, provide
development opportunities through cross-functional exposure. Capability
groups within the company have been formed to ascertain bench strength in
each functional area and plan future career roadmaps for our key talent. This
ensures a strong line of succession within the organization, in areas of
commercial, technical, finance and HR.
For many years, the ICI Graduate Recruit Program has been primary source
of hiring and attracting new talent. In fact, several of senior executives today
joined ICI through this channel. In 2009, ICI added seven Graduate Recruits
from different leading universities of Pakistan. While ICI talent pipeline is
steadily augmented by a stream of young recruits, it also has employees who
have been part of ICI family for over twenty years. For the Talent Factory to
really take shape, ICI concentrate on these three building blocks:

High
performan
ce Culture

Talent
developme
nt

Leadership

Diversity & Inclusion

ICI have a very strong commitment to diversity and inclusion. ICI is an equal
opportunity employer and this is practiced in all aspects of business
activities, including recruitment and employment. Combined with state of the
art technology and HR Information systems, the result is a high performance
environment within which individuals can achieve their professional and
personal aspirations. ICI take pride in demographically diverse workforce that
works together to create synergies and produce results.

HUMAN RESOURCE ORGANOGRAM

Human
Resource
Manager

Assistant
Recruitmen
t Manager

Assistant
HR
Manager

HUMAN RESOURCE DEPARTMENT

ICI has a well established and fully functional HR department and it performs
all the functions of human resource department. The HR department
conducts Job analysis, Job description & Job specification practices annually ,
recruitment & selection according to vacancy available, orientation of new
hire, training & development of current employee in regards to succession
planning , placement & promotion, career planning, performance evaluation
& compensations, staff welfare & medical policies, procurements and
employees relationship.

HUMAN RESOURCE PROBLEM

The problem faced by the company in terms of HR is Employee Retention

and High Turn Over after the acquisition with Akzo Nobel. ICI lost their most
beneficial human capital after the acquisition, because most of the employee
felt insecure about their job.

IMPACT OF PROBLEM

From the perspective and view of organization, employee turnover is very

expensive. When employee leave an organization, it has become imperative
for that specific organization to make a costly replacement as soon as
possible. These replacement costs include for example, search of the
external labor market for a possible substitute, selection between competing
substitutes, induction of the chosen substitute, and formal and informal
training of the substitute until he or she attains performance levels
equivalent to the individual who quit.

Hiring
Hiring
Cost
Cost
Managemen
Managemen
t
t

T
raining
Training
Cost
Cost

Time
loss
Time loss

Employ
ee
Turnove
r

Cultural
Cultural
Impact
Impact

Customer
Customer
Service
Service
Loss
Loss

Engageme
Engageme
nt
nt
Loss
Loss

Prductivit
Prductivit
y
Loss
y Loss

HIRING COST

High turnover is overall a financial loss to a company. According to ICI hiring

process costs a company an average of Rs.35,000 per employee, including
separation costs, paperwork, unemployment; vacancy costs, including
overtime or temporary employees and replacement costs including
advertisement, interview time, relocation, training and decreased
productivity when colleagues depart.
MANAGEMENT TIME COST

Managerial concern on employee turnover has suddenly become heightened,

the cost of the internal recruiter's time to understand the position
requirements develop and implement a sourcing strategy, review candidates
backgrounds, prepare for interviews, conduct interviews, prepare candidate
assessments conduct reference checks, make the employment offer and
notify unsuccessful candidates covers the 50% cost of total recruitment
process
PRODUCTIVITY LOSS

Each time an employee leaves the firm, ICI presume that productivity drops
due to the learning curve involved in understanding the job and the
organization voluntary turnover incurs significant cost, both in terms of direct
costs (replacement, recruitment and selection, temporary staff, management
time), and also (and perhaps more significantly) in terms of indirect costs
(morale, pressure on remaining staff, costs of learning, product/service
quality, organizational memory) and the loss of social capital.
ENGAGEMENT LOSS

Turnover burdens the employees as they have to take over the work as the
company has job enrichment too in the policy and continuous additional
burden leads to employee frustration. This also unbalances employee worklife relationship and causes engagement loss in their respective jobs due to
work load.
CUSTOMER SERVICE LOSS

Employees are important in any running of a business; without them the

business would be unsuccessful. Employees are seen as major contributors
to organizations competitive advantage and as such for the competitive
advantage to be maintained, labor turnover should be discouraged by

management. Research estimates indicate that hiring and training a

replacement worker for a lost employee costs approximately 50 percent of
the workers annual salary.
It can sometimes take months, or even years, to find qualified employees to
fill the positions in our company. Losing top level talent from within the
company lowers the quality of work the company can do, affects customer
service by removing employees that customers trusted and negatively
affects the ability to be competitive in the marketplace
TRAINING COST

Employees with less knowledge and less experience in your business and
with their jobs won't produce as well as those who know more about what
they are doing. As new employees take time to settle in the organization and
with the work so initially the performance remains low and company has to
bear with that. In sales, the sales results are affected. The major challenge
that high turnover contributes to a downward spiral that is tough to get out
of and takes time.

PROBLEM ANALYSIS
RATIONALE:

The purpose of the study was to find out the reasons leading to high turnover
in ICI Pakistan. As the high turnover problems are like vicious cycle which
eventually will cause low employee morale, poor performance of employees,
management frustration, financial loss to company and eventually higher
turnover. The problems need to be identified which are causing high turnover
and need to be rectified.
METHODOLOGY

To find out the causes of high turnover, the relationship between the
Employer and Employee should be healthy. Problem in this relationship will

lead to problems like employee dissatisfaction and employer loss and high
employee turnover.
To study the relationship, a questionnaire was asked from the employer and
the employees.
The Questionnaire A was asked from the Assistant Manager of the HR
Department which is attached at the end in the Annexure and Questionnaire
B was filled from the employees of the company through online survey site.
Only 10 samples could be collected from the respondents due to strict policy
of the company to fill any survey questionnaire.
RESULT ANALYSIS
EMPLOYEE-EMPLOYER RELATION

ICI Pakistan started as a Multinational Company but recently has merged

with national, Younus group of companies and has its standard Human
Resource Practices. But the department consists of 3 HR employees and 5
admin employees which makes of about 8 people in HR and Admin
Department. Overall there is only one office in Karachi which is Corporate
Office. The Training of the Employees is conducted by the HR department
with recommendation of line manager.

RECRUITMENT

The recruitment is conducted by Assistant HR manager. It is done on need

basis. When the employee need is felt and there is no one eligible for internal
recruitment or for promotion then the requisition form is filled by line
manager. After that HR Department follows the whole recruitment process
which includes getting resume and the channels followed for this are;
1.
2.
3.
4.

Candidate pool available on website

References
Placement Agencies
Linked In

After getting Resume, HR Department does the reference checking and then
conducts the interviews of the candidates and transfers the short listed
candidates to the line manager and Department finalizes the candidate after
conducting further interview. Senior positions interviews are finalized by
Managing Director himself.
After selection, the orientation process takes place by HR department and
socialization is taken by the respective department itself.
JOB ANALYSIS

The job analysis is conducted under the supervision of HR manager on yearly

basis. Annually job description & specification is updated, which provide
relevant performance measurement key points and help in building up the
morale and satisfaction of the employee. It provides factual job size which
builds employee engagement and help in achieving organizational goals
PERFORMANCE MANAGEMENT

The performance appraisal is carried out twice a year, 1st in January thats
the performance measurement conducted by the line manager with consent

of the position holder. 2nd is conducted in June, which involves midyear

review and bonuses for the respective employees.
The problem that is analyzed, performance appraisal of ICI contains 5
grading spectra;
1.
2.
3.
4.
5.

Not performing
Below performing
Average performing
Good performing
Excellent performing

The grading sheet should be of 3-grades to better allocate the resources

involved in employee development & recruitment
1. Not performing
2. Performing
3. Out standing

TRAINING & DEVELOPMENT

ICI Pakistan believes in developing their employees. They have Internal

Trainers through which they arrange different training sessions and often
invite Guest Speaker also for the Guest Speaker Sessions. Trainings are given
on need basis, on recommendation over performance management and
some by HR Department itself when they arrange it. Succession Planning is
also done By Line Manager and HR Manager but its accordingly on the
employees Performance and most of the employees who enter as a
Management Trainee reaches a higher level position in respective years.
ICI has 2 years of Management trainee program which help in developing
new talent for their organization, and after the respective time period best
trainee for the organization is offered with employment.
The problem observed in this section is there is no transparency of career
planning with employee due to which employee is unaware of management
strategy and vision involved in his growth & performance.

COMPENSATION & BENEFITS

ICI Pakistan wants to attain the Competitive Advantage and wants to attract
the best resource of skills and knowledge. To maintain this, they have
maintained Compensation and Benefits as per the market level after
analyzing through market surveys and able to maintain External Equity and
to maintain Internal Equity, they have grade level classification, 1-40, and
annually update their job size, description and specification
ICI is giving only financial benefits to the employees.
FINANCIAL BENEFITS

ICI Pakistan stands at 75th percentile among competitive market hence

provide better financial benefits as compare to others.
The benefits of ICI includes
1.
2.
3.
4.
5.
6.

Annual Bonuses
Health insurance
Life insurance
Provident fund
Child education
Travel allowances

EMPLOYEE QUESTIONNAIRE ANALYSIS

The questionnaire covered all functions of Human Resource Management to

know the employee feedback. The remarkable and relative results have been
heighted in this.
EMPLOYEE JOB SATISFACTION

The job satisfaction survey reveals that 80% f the employees of ICI are
satisfied with their job and work responsibilities. The dissatisfied employees
lie within range of less than 1% which shows that employee are motivated
towards their job and agrees with management policies and procedures.

Job Satisfaction

Strongly agree
Somewhat disagree
Neither agree nor disagree
Somewhat agree
Strongly disagree

JOB SPECIFICATION AND JOB DESCRIPTION BEEN REVISED

The majority of the employees told that their job description and job
specification have been revised after joining the organization. But this was
revised by HR Department and no consultancy was outsourced. The
responses of candidates can be seen in the chart below. 20% employees said
that they dont know which shows that employees are not taking interest in
the company and this is the sign of employee dissatisfaction

Job Specification and Job Description revised

Yes

No

Don't Know

20%

10%
70%

JOB PASSION & SELF EVALUATION

The self evaluation and passion survey reveals that most of the employees
are satisfied with job and are passionate about their work to accomplish
organizational and individual goals.
It shows that organization has positive image about them and rewards them
according to their performance and supervisor leadership helps them in
achieving goals. Employees also believes that their job help in creating
difference among lives of other and especially in solving customers problem

Satisfied

Positive image
Strongly Disagree
Somewhat disagree

Rewards

Neutral
Somewhat agree
Strongly agree

Management Forces

Personal growth
0

EMPLOYEE RETENTION

The employee retention reveals that no discrimination is observed within

organization whether or gender basis, racial or etc. The flexibility within
organization helps employee in achieving work life balance and keeps them
motivated and satisfied towards organization.
Motivated and satisfied employee helps in achieving organizational goals and
is the main factors for the growth and success of employee.

Discrimination

Flexibility
Agree

Task Variety

Neutral
Disagree

Satisfied

Motivated
0

0.5

1.5

2.5

3.5

4.5

RECOMMENDATIONS

In order to decrease the turnover rate, the company should implement retention strategy. Such
strategy calls for strengthening exit interview and developing employee surveys to ascertain the
reasons for leaving the organization and then that problem should be directly targeted
SUCCESSION PLANNING

At the time of Interviews, the employee should be selected after thorough analysis in all
aspects and should be assured that employee will remain loyal if given a good career
growth. Then after his entrance, his line manager should have his career plan for five
years and should do Promotions on Performance Management accordingly and also on
the basis of performance and behavior. The abrupt promotion and rewards only on the
basis of performance only will make the employee reach its ULTIMATE POTENCIAL
within the company very early and will create boredom for him
EMPLOYEE FEEDBACK SURVEY

Quarterly employee feedback Survey should be done via third person or very fair system
which gives the employees feedback and highlights if there is any grievance and it should

not come out only at the time of resignation. This feedback will help the management to
develop the better strategy plan for employee satisfaction, motivation and Retention.
INDUCTION/INITIAL TRAINING

It is critical that a new employees introduction to an organization is a positive experience

that reinforces their decision to accept the employment offer. How a new employee is
inducted has a major influence on the perception that employee has of the organization,
its people and its level of professionalism. It is not uncommon for a new employee to
leave within days and weeks of starting. So the new employee should not be just
introduced to the family but should be socialized for the couple of days to get
comfortable to the culture and environment.
PERFORMANCE MANAGEMENT

Employees who feel mistreated by management are more likely to pack their bags. The
HR department should conduct Performance Management Biannually to review the
progress

of performance of employees. This will help the department identify the

potential candidates who have the ability to learn and lead in the future and take the
company in new direction of market leadership. Such employees should be given
training and a proper development plan should be prepared, highlighting their career
path and according to the future positions that they will be holding, they should be given
training in those areas in particular.
REWARD AND RECOGNITION

Employees are more willing to stay with a company if they feel a sense of pride and
success in their work. When employees meet or succeed employers expectations, show
appreciation for a job well done .Provide an employee-friendly work environment.
Provide career advancement opportunities. Whenever possible, provide opportunities
within the company for cross-training and career progression. Employees are seeking to
develop themselves, and offering that opportunity to them may provide the satisfaction
and stability they are seeking. Provide efficient career planning and development
programs.

Employers who offer awards and incentives for a job well done are also more likely to
retain their employees. Although ICI gives recognition to the employees through
Employee of the month and other monetary rewards but the recognition words and
titles are more valuable then monetary bonuses. Simple emails of praise at the completion
of a project, monthly memos outlining achievements of your team to the wider division,
and peer-recognition programs are all ways to inject some positive feedback into a
workforce. Also, consider reporting accomplishments up the chain.
ACTION PLAN

Reasons
Months

Recruitment

TNA

Performance
Managemen
t

Compensati
on
&
Benefits

Employee
Feedback

Action Plan
First Quarter
Jan Fe
Ma
b
r
Analysis of Net
Human Capital
Requirement
and not only on
need basis
Evaluation of
the employees
according to
their career
path and
decision of
trainings that
will be needed
Performance
Management
Survey and
rewards and
also targets for
next survey
Compensation
and Benefits
Survey within
Employees to
measure
satisfaction
level and also
according to
job sizes
Employee
Feedback

Second Quarter
Apr May Jun
Re-evaluate the
requirement

Third Quarter
Jul
Aug
Se
pt
Re-evaluate

Fourth Quarter
Oct Nov
De
c
Re-evaluate

Observe and
coaching

Observe and
coaching

Observe and
coaching

Observe and
Coaching

Performance
Management
Survey and
rewards and
targets for next
survey
Observe

Observe and
Coaching

Check motivation
through Job
Enrichment

Manual Coaching
and Grievance

Employee
Feedback Survey

Market Survey of
Compensation
and Benefits of
the Competitors

Coaching and
Grievance

Survey should
be done and
resolving
issues
highlighted

handling

Handling

Compensation &
Benefits

Individual Problems

No nonfinancial
benefits

No
involvement of
employee in
training

High

No communication
of Career
development

TNA

Job Security

Individual

After merger no
clear growth
performance

Organizational Culture

Employe
e
Turnover