ACKNOWLEDGMENT

First of all we offer our humblest sincerest thanks to Almighty Allah, the
Gracious, Compassionate, Beneficent and the Merciful Who bestowed us the
ability to perceive and pursue higher ideas of life. It is one of infinite blessing of
God that bestowed us with the potential and ability to complete the present
project in time. We humble pay our respect and praise the Holy Prophet (P B U
H) who is the originator, source of knowledge and greatest social reformer and
put lesson for all humanity, those spiritual, ethical and moral guidelines
enlightened our soul.

It is a matter of great honor and pleasure for us to express our ineffable

gratitude and profound indebtedness to our honorable teacher SIR ZARGHAM
for their kind supervision, valuable suggestions, humble guidance, and untiring
help and in exhaustive energy to steer forth us.
BRIEF HISTORY:
Packages limited is the outcome of an idea to develop and build
local skills and competence in sophisticated Packaging industry, based upon
indigenous raw material and talent. In July 1954, an agreement was signed to
set up a plant in collaboration with AB Akerlund and Rausing of Sweden, one of
the World’s leaders in Packaging Industry.

Packages Limited started business/production in May 1957, as a

Private Limited Company with a total of about 300 employees. Initially the
emphasis was on the conversion business and raw material was purchased
from outside. Encouraged by the response and confidence reposed by the
Industry at large, in 1965 it was decided to convert the Organization into a
Public Limited Company.

It was soon realized that self-sufficiency in all the raw materials

was a pre-requisite for maintaining growth. Accordingly in 1968, a 24,000
tones Pulp, Paper and Board Mill was built and integrated into the Packaging
Plant. In order to make the plant fully self-reliant vis-à-vis Services-Research
and Department ancillary thereto, a full fledged workshop, capable of meeting
and handling all sorts of mechanical demands and requirements of a
sophisticated plant, was set up along with a Control and Research Department
to look after the requirements of process by revolving and developing new
methods and techniques.

After the modernization and balancing of the machinery in the

Paper and Board Mill, its capacity has been increased by 50,000 tones a year.
Packages is also manufacturing and selling various varieties of tissues under
the brand name of Rose Petal. Today, Packages Limited has approximately
3000 employees and is considered amongst the leading fully integrated
packaging complexes in Asia.
MISSION:
TO BE...

... a market leader by providing quality products and superior service to our
customers, while learning from their feedback to set even higher standards for
our products.

... a company that continuously enhances its superior technological

competence to provide innovative solutions to cater to customer needs.

... a company that attracts and retains outstanding people by creating a culture
that fosters openness and innovation, promotes individual growth, and
rewards initiative and performance.

... a company which combines its people, technology, management systems,

and market opportunities to achieve profitable growth while providing fair
returns to its shareholders.

... a company that endeavors to set the highest standards in corporate ethics in
serving the society.

VISSION STATEMENT:

 To position ourselves to be a regional supplier of quality packaging and

tissue products.

 To improve on contemporary measures such as cost, quality, service,

speed of delivery and mobilization.

 To keep investing in technology, systems and human resources to

effectively meet the challenges every new dawn brings.

 To develop relationships with all our stakeholders based on sustainable

co-operation, upholding ethical values which the shareholders,
management and employees represent and continuously strive for
CORE VALUES:
 Smart governance
 Our people
 Customer satisfaction
 Work environment
 Conservation
 Ethical behavior

BOARD OF DIRECTORS

 Towfiq Habib Chinoy  Syed Hyder Ali

   (Chairman)    (Managing Director)

 Syed Aslam Mehdi  Shamim Ahmad Khan

 Khalid Yacob  Mujeeb Rashid

 Matti Ilmari Naakka  Syed Shahid Ali

 Shahid Aziz Siddiqui  Tariq Iqbal Khan

ADVISOR
 Syed Babar Ali
 COMPANY SECRETARY
 Adi J. Cawasji

CORPORATE STRUCTURE:
Packages Limited has three main manufacturing divisions:

The Paper and Board Division, which manufactures paper and board
from a mixture of wood, pulp and other raw materials, and treats
effluent.

The Packaging Division, which takes materials from the Paper and Board
Division and converts customer ideas into finished products

     The Consumer Products Division, which manufactures off-the-shelf

branded consumer products

Packages Lanka is a joint venture between Packages Limited and the

Print Care Group of Sri Lanka, and DIC Pakistan a joint venture between
Packages Limited and Dainippon Ink and Chemicals, Inc. of Japan.

PAPER & BOARD:

 
We are producing high quality paper and board since 1965 using
environment friendly manufacturing processes. We specialize in making
a variety of duplex boards and paper. Our products are tested for high
performance in terms of strength, stiffness and gloss.

From coffee cups to the books we read, from Tetra Pak juice containers
to huge shipping containers, paper and board products touch our lives in
a thousand ways every day.

PAPER
We produce:

high gloss writing paper

machine glazed / special poster paper
fluting paper
liner for shipping cartons
corrugating medium paper
wood-free writing/printing paper
Paper quality and weight is determined by
the client's specific requirements and
Packages ensures this is carried out to the
exact specifications provided. 

Paper is available in the following weights:

Type of Paper Weight (g/m2)
Test liner 125-220
Corrugated medium Paper/Fluting 120-170
Wrapping Paper 70-90
High gloss writing paper 58-68
Poster Paper 40-90
BOARD
We manufacture several types of
board. Food Board, a basic raw material in
liquid food packaging, is being
manufactured since 1979 for Tetra Pak
Pakistan Limited. This material is used in
making aseptic packaging for milk, cream,
oil, fruit juices and
other perishable food items.

Some of our board products are:

liquid packaging board

food grade board
duplex board / chipboard
bleached board
tobacco board and cardboard
liner board
Board is available in the following weights:
Type of White Board Weight (g/m2)
Bleached Board 195 - 205
Duplex Board 150 - 450
Cardboard 160 - 250
Liquid Packaging Board 150 - 290
Poster Paper 40 - 90

TECHNICAL EXPERTISE
Our production capacities exceed 100,000 tonnes per annum, from four
main paper machines of different capabilities. These paper machines are
supported by two pulp mills and a chemical recovery and effluent
treatment plant along with allied support services.

Packages Limited is among the first companies in the world to

manufacture paper & paper board using a pulp mixture of wheat straw,
kahi grass, cotton linter, recycled pulp and wood
pulp. These environment-friendly processes use fewer chemicals, 
resulting in improved strength properties and increased stacking
strength of containers.
CARTON BUSINESS UNIT
The carton business unit is an integral part of the manufacturing facilities
at Packages. Constant improvements in technology help our
customers exert exact control over each stage of the
manufacturing process. Our customized packaging and
consistent quality give all our cartons superior shelf visibility.

The foundations of this business line were laid about 50 years

ago with the formation of the offset printing department.
Carton Business Unit production experts work closely with pre-
press and technical staff to deliver a durable, aesthetically
pleasing and technically sound package to the customer.

The total board consumption of the carton line is around 18 -

20 thousand tonnes per annum. The strong backward
integration within the Packages value chain has given the
carton line a competitive edge in terms of backend material
availability. Prompt material availability reduces turn around
time and ensures timely delivery.

INDUSTRIES
Food and Beverages
Soap / Detergent
Pharmaceuticals
Match
Electronics
Shoe
Tobacco
Paper Cup

TECHNICAL EXPERTISE
 The Carton Business Unit's technical competence is reflected
through two modes of printing: offset and rotogravure. The
former is a high end tool for more complex design themes
while the latter consistently services high volume
orders. Packages expanded the line through installation of a
new Lemanic rotogravure printing and inline cutting creasing
machine in the year 2000.

New lines have been introduced with the addition of a Roland

700 double coater in the Offset Printing department, a Bobst
Evoline in the Cutting and Creasing and a Bobst Media 100 in
the Folding and Gluing departments. The state-of-the-art
Roland 700 with twin coating has enabled Packages to
introduce innovative printing with special effect coating and
gold coatings.

The commissioning of the new in-house CIM Line has made

advanced counter milling, laser cutting, and blade bending
machines available for high quality die making. Customers can
now take advantage of even higher precision and consistency
in cutting and creasing.

CORRUWAL
BUSINESS UNIT

Packages has been manufacturing corrugated cartons

since 1974. Produced in a variety of sizes, these
cartons are of great value for in-country goods
distribution and export. Capacity increase and
product development continue to be of high priority.

Corrugated cartons are of great value to our diverse

portfolio of customers for secure transportation of
their products to local and international
markets. With the commissioning of our corrugated
plant in Karachi, we have the capability of producing
 seven million corrugated cartons to cater to the ever-
increasing demand of high quality shipping cartons.

INDUSTRIES

Textile
Food
Tobacco
Soap
Detergent

TECHNICAL EXPERTISE

Our corrugated finishing division can print in up to

three colors. Customers have the flexibility to choose
from regular slotted containers (RSC), glued, RSC
stitched or die cut cartons.

PRODUCT DEVELOPMENT

After customer feedback and extensive research,

Packages has developed special liner and fluting that
gives extra strength to containers, in particular
increasing their stacking strength and their resistance
to bursting.

Flexible business unit

With improved barrier properties and lower cost
compared to rigid packaging, flexible packaging is
steadily gaining importance in the packaging
industry. Our flexible line makes high quality
packaging films and laminates, and offers other
specialized services such as rotogravure printing and
sleeve-making.

Flexible packaging combines different plastic films,

aluminium foil and paper to produce laminates of
two or more layers for providing layered protection
against moisture, gases and odours. Used where
colourful package design and preserving product
quality are important, such as in the food and
pharmaceutical industries,flexographic printing
offers economy with quality.

INDUSTRIES
Soap
Tobacco
Tea
Food
Diary Ice-Cream
Milk powder
Confectionery
Shampoo
Pesticide
Pharmaceutical

TECHNICAL EXPERTISE

Flexographic Printing
On our flexographic line,
flexographic printing in up to
eight colours can be done on
paper, poly-coated paper and
films. We have the first ever
gearless press in the country
which has the ability to print
lifelike images on materials like
Polyethylene, OPP, and
Polyester.

Rotogravure Printing
With the help of latest in-
house cylinder making and
engraving facilities, customers
can choose from up to ten
colors Cerrutti presses of very
high quality printing results.
Commonly used printing
substrates on our rotogravures
are: PET, BOPP, Metalized OPP,
Pearlised OPP, Paper and PVC.

Lamination
Packages has both solvent
based and solvent-less
laminators. With the help of
our modern machines even
complex structures of three to
four laminations can be done
on our lamination facilities.
Equipped with Italian
technology, computerized
control and auto splicing, we
can laminate BOPP, Polyester,
Al foil, Met OPP, Met PET, .E.
paper as fast as 250 m/min
with continuous production.
An automatic viscosity control
system ensures consistent
quality. The R&D center at
Packages helps customers
develop cost effective
laminates to suit their needs.

Extrusion
We have our own mono- and
multi-layer extrusion facility
 Bag & Sleeve making
Bag making is an integral part
of our Flexible Line. We have
the capability to provide the
following variety of bag
constructions: Side Seal,
Double Side Seal, Bottom Seal,
Three Side Seal, Bottom Gusset
Bags and Side Gusset Bags. We
have automated sleeve-making
machines on which we make
shrinkable PVC sleeves.

  Consumer products:

A range of products for those annoying problems in life: our

consumer products
feature great ideas for making everyday living easier and
more comfortable, both
indoors and out. 

      Tissue Products

      Personal Hygiene
      Paper Products

Reflecting our core values of exceeding customer

expectations through innovation, leadership and teamwork,
the Rose Petal and Tulip brands continue to hold over 80% of
the domestic market share of the tissue paper market in
Pakistan. We also have a leading market share in the away-
from-home business: we supply custom-printedboxes, table
napkins, coasters and paper cups to institutions such as
 hotels, fast food chains, restaurants, businesses and the
airline industry.

Our Methodology:
At the heart of our corporate methodology is the certainty that
every customer relationship is unique. While every process is
customized for each customer, our methodology embodies a set
of core principles. Whether you need a readymade carton or a
complex custom made solution, the consulting process starts
with a thorough understanding of the customer's objectives.
Requirements are defined, environmental interests considered,
and deadlines and costs determined to ensure a clear
understanding of the issues involved. Custom orders are headed
on to the Art and Design and Research and Development (R&D)
departments, which provide a complete design solution based on
customer needs.

Product realization requires interaction with one or more of the

product business units - paper/board, corruwal, carton, or
flexible. Inputs for the manufacturing process come from our
paper and board mills.
 

Quality policy:
We at Packages Limited are committed to producing quality products
which conform to our customer requirements and strengthen our
position as a quality-managed company. Our pledge is to provide the
market with the best quality products at competitive prices through a
customer-driven and service-oriented, dynamic management team. To
meet this obligation, the company will continue updating skills of its
employees by training, acquisition of new technology, and regular re-
evaluation of its quality control and assurance systems. Appropriate
resources of the company will be directed towards achieving the
quality goals through employee participation.
Environment, health and safety (EH&S)
policy:

Packages Limited shall:

 
Minimize its environmental impact, as is economically and practically
possible .

Save raw materials including energy and water, avoid waste.

Ensure that all its present and future activities are conducted safely,
without endangering the health of its employees, its customers and
the public.

Develop plans and procedures and provide resources to successfully

implement this policy and for dealing effectively with any emergency.

Provide environmental, health and safety training to all employees

and other relevant persons to enable them to carry out their duties
safely without causing harm to themselves, to other individuals and to
environment.

Ensure that all its activities comply with national environmental,

health and safety regulations.

This policy shall be reviewed as and when required for betterment

ofthe same.

Community initiatives:
  Rural Sector Improvement   Propagating Horticulture
  Worldwide Technical Aid
    Encouraging Sport Programs
We believe that the community in which we operate should benefit not only
from our economic success, but from the time and energy which we invest.
Packages, as a responsible corporate citizen, has always undertaken to make a
positive contribution to the community it works in through employee
volunteer efforts and corporate initiatives.

Our community efforts reflect our corporate culture by building strength and
value through mutual assistance and goodwill.
 

Corporate Culture:
Our management style can best be described as egalitarian, with everyone
having an equal opportunity for development and growth. People are recruited
into the company based purely on merit and with total disregard to
considerations of gender, race, color or creed. Merit alone is the criterion of all
subsequent professional growth. Performance evaluations are conducted on
the basis of achievement of individual objectives that are in conformance with
the departmental and overall corporate objectives of the company.
Promotions are similarly guided by merit and the suitability of an employee to
the position for which he or she is being considered. Our working environment
is so relaxed as to be almost casual; there is no bossing around or
subordination, no name tags on offices, and no appointments required for
calling on seniors. People are encouraged to communicate informally at all
levels and interpersonal relationships are greatly valued. Written
communication is simple and to the point, with even personal names
abbreviated to initials to save time. Our leadership follows the principle of
'management by walking around', where managers are expected to make daily
rounds of all areas of responsibility, and have first-hand information of all
significant happenings. This informal style of management may seem arbitrary,
but is serious without being intimidating and has stood the company in good
stead over the years. Today, our corporate culture is so attractive that most
people join us straight from an educational institute and leave only after
serving their full tenure

Global partners:
One of the best ways for a business to leverage its products and increase
growth is through association. Our business alliances help us manage our
business more effectively, as well as helping us and our partners develop and
diversify our interests. Customers also benefit from the increased knowledge
base, as we transform our market awareness and shared technology into
innovative and cost effective solutions for customers.

The Packages Group is proud of its long standing network of friends and
family, with key business partners as diverse as Print Care, Coca-Cola, Tetra
Pak and Mitsubishi Corporation.

 Nestle Pakistan Ltd

 Tetrapak Pakistan Ltd.

 Tri-pack Films Ltd.

 DIC Pakistan Ltd.

 Packages Lanka Pvt. Ltd.

 IGI  Insurance Ltd.

 IGI Investment Bank Ltd.

  Coca-Cola Beverages Pakistan Ltd.

 Human Resource
Department of
PACKAGES Ltd.

INTRODUCTION:
HR department play an important role in the success of any
organization. It organizes those resources which a company requires. It is
working of that department that differentiates an organization from its
competitors. Similarly the human resource department of Packages is
contributing a lot in its success by managing its resources efficiently. The
human resource department of Packages Limited is known as ‘HRD’.HRD
manager performs the line authority and Staff authority.

HRD manager performs the line authority in its own department

by giving orders to its subordinates and performs the staff authority by giving
advices to other department heads. HRD manager also assists the top
management in making the company’s strategy. They are able in explaining
human resource activities in financial measureable terms.

In Packages, IR & HRD work in collaboration with each other. IR department is

directly headed by IR Manager who is autonomous in decision making
regarding factory workers, Union negotiation and recruitment of workers up to
grade I to V. While HR involves personnel activities for Junior Executives (JE &
above). The IR department consists of four sections.

1. Time Office (Packages,PBD)

2. Establishment

3. Legal Cell

4. Labor Welfare

HRD hierarchy:
HRD head is the HR manager, next to him is his assistant manager, and under
him are his subordinates i.e. HRD executives. The HRD keep an eye on all the
functions of all the departments. And performs the staff authority. HRD
manager reports to the general manager.

FUNCTIONS:
HRD performs the following basic functions.

1. Recruitment and selection

2. Orientation
 3. Training
4. Succession planning
5. Performance appraisal

1.Recruitment and selection:

HRD performs this function efficiently. When a job vacancy is
created in a department, the concerned manager of that department writes to
the HRD to recruit a person. For that they provide HRD with the specification
required i.e. the qualification, experience, skills etc needed for the required
vacancy.

HRD then publish the job vacancy in the national newspapers.

With the eligibility criteria.HRD invites the candidates through the following
mediums.

(1)Newspaper

Vacancies are advertised in Lahore, Karachi and Islamabad's

leading newspapers like "Dawn, Jung and The News" on Sundays depending on
the post. The newspaper ad is designed by "Prestige" advertising agency
through which the ad is also placed in the newspaper.

(2)Online Recruitment

Application forms are available online at Packages website

www.packages.com. pk.
Interested people can fill and submit them online.

(3)Walk In Applicants

Interested people can personally drop their CVs at HRD department.

(4)Educational Institutes
The HRD department conducts annual job fairs in various educational institutes
in which presentation about prospects and the company is given. Packages
also display its career opportunity notices on notice boards of various
universities.

(5)Mail

Interested persons can e-mail their CVs to HRD department, which are
collected in a file and consulted whenever job opportunities for one or two
persons arise.

After this HRD receive CV’s for the required vacancy.HRD sort them out
according to the eligibility criteria. Those who are eligible receives a call from
the HRD for the initial test.

For marketing and accounts related jobs, their test is based on G-MAT. But for
engineering related jobs, their test is a mixture of G-MAT+technical portion.
Those who qualify the test are then passed through an interview (Initial
interview) which is basically a panel interview in which there are two or more
managers and HRD manager.

They then select those candidates who fall under the departments criteria.
The recruitment and selection ends here.

INTERNAL RECRUITMENT:
Normally when a vacancy is created HRD recruits a person externally i.e. from
outside of the organization. But in case, if a vacancy is created for a key
position they prefer to recruit a person internally (internal recruitment). It is
done in a way that the employee of that relevant department who is skilled
enough for that post is promoted to that post.

A contract of service is issued.

CONTRACT OF SERVICE:-
APPOINTMENT:
a) Each selected candidate is given a Letter of Appointment (in duplicate)
specifying his terms and conditions of service.
b) An offer of appointment shall become effective only when the candidate
confirms his intention to accept the position by endorsing the duplicate
copy of Letter of Appointment to the industrial relations department.
c) The candidate has to pass the medical examination conducted by the
Company’s Doctor before he is confirmed.

INDUCTION:
a) The appointee shall submit his joining report, in writing, to his Head of
Department, on the date he joins his duty.
b) The Time Office shall issue an Identity card which shall indicate the
Department, Designation and the Employee Number of the appointee.

PROBATION:
a) New employee is initially kept on probation for a period of 1 year unless
otherwise specified in the Letter of Appointment.
b) On successful completion of the probationary period, the Company shall
inform the employee in writing, about his confirmation.
 c) Before this the employee shall present a final presentation to the
General Manager of Packages and to the concerned department
manager and HRD manager.
d) He will then be interviewed for the final time. General manager and the
HRD will conduct this interview.
e) In case, the employee fails to come up to the desired standard, his
probation may be extended, at the discretion of the Company, in order
to give him a chance to improve his performance or he may be
terminated.
f) On confirmation, the new employee shall be given a permanent Identity
Card which he/she must carry on his/her person while inside the factory
perimeter and produce the same on demand.
g) The probationary period served by an employee shall be taken in
consideration while computing the employee’s total length of service.

SEPARATION:-
(a) TERMINATION:

I. During the probationary period, an employee’s service may be

terminated at any time without assigning any reason for the same.
II. A confirmed employee may be terminated by the Company by giving
notice of termination as per the Letter of Appointment or salary in lieu
thereof.
III. Notice of termination shall be in writing. It shall become effective as
specified.

(b) RETIREMENT:
An employee shall retire from service of the company on attaining
superannuation i.e. 58 years of age, or early, if found, medically unfit by
the company’s appointed Doctor.
(c) DISMISSAL:
An employee shall be dismissed from service, if found guilty of
misconduct as specified under the law. Such employee shall not be entitled to
any notice or pay in lieu thereof.

(d) RESIGNATION:
I. A probationer may resign from the service of the Company by giving 24
hours notice in writing.
II. A permanent employee may resign from the service of the company
either by giving notice, in writing, as per the terms of his appointment or
depositing salary in lieu thereof.

Recruitment of Labour:
This is not done by the HRD but by the IR (industrial relations). This department is
under the supervision of HRD. It recruits the labour and keep an arranged record of their
files and folders.

2. ORIENTATION:
Employee orientation provides employees with the basic background
information they need to work in the organization. Orientation mainly covers
four things:
  The new employee should feel welcome and at ease in the new
environment.
 Should understand the organization in a broad sense.
 Should get familiar with the policies and procedures.
 The employee should be clear about what is expected in terms of work
and behavior from him.

Orientation is an important function. Because without

information on basic things an employee can make time consuming or
even dangerous errors.

HRD of PACKAGES Ltd. gives the new recruited employees

the orientation. This continues for about 2 to 3 weeks.HRD manager
performs the orientation by explaining basic matters like working hours,
benefits and vacations. HRD manager then introduces the new
employee to his or her supervisor.
At PACKAGES Ltd. HRD provides new employees with a
handbook(service rules).

3.Training:
We develop our strengths through learning. People develop the most when
they are able to identify and cultivate their individual strengths and are
provided with the right support and encouragement to do so. This philosophy
lies at the core of our training and development programs.

We have an institutionalized in-house training function, reflecting our

commitment to building a workforce culture where all employees have access
to personal and professional growth opportunities. Staff at all levels is
encouraged to participate in these development programs. In-house training
courses and workshops are regularly organized: some recent topics included
Communication Skills, Time Management, Leadership, Language
Improvement, Productivity Enhancement and Development Course for
 Supervisors.

We send approximately 60 to 70 employees abroad annually for training

purposes, while over 300 persons are trained locally every year.

Adult education classes are held regularly for the workers' benefit.

Training basic role is to give the new employee skills required to

perform his respective job, train him to be productive. It should be mentioned
here that this training program is not only for the new recruited employees
but also for the current working employees, so that they can cope up with the
changing environment.

TRAINING METHOD :
The next component is to determine the best training method out of
the following.

i. In-House Training
ii. On-The-Job Training
iii. Off-The-Job Training

(a) In-House Training:

At Packages in-house training is conducted at Irshad hall and the

method used for in-house training are:
 Guest speakers
  Panel discussions
 Audiovisual techniques

 Presentations

(b) On-The-Job Training:

New or inexperienced employees learn through observing managers'

performing on the job and trying to mould their behavior. Self directed
learning takes place in on- the-job training.

(c) Off-The-Job Training :

HRD department sends employees from different departments to different

institutes for off-the-job training where the variety of techniques for off-the-
job training which includes:

 Simulations
 Case studies
 Business games
 Role-play
 Behavior modeling

SELECTING THE TRAINING SOURCE :

The next component is to select a professional training center for the

training course.
Packages use the service of the following institutes for training its
employees.
 LUMS
 PIM
 Beacon House Informatics
 IMS
 Employees' Federation of Pakistan
 PIQC

EVALUATION :
Evaluation refers to the process of collecting the training outcomes
to determine if training was effective or not. There are two
evaluation criteria in Packages.

 Formative evaluation
 Summative evaluation

Formative Evaluation :

Through Formative Evaluation HRD department determines:

 The training program is well organized and runs smoothly.
  Trainees learn and are satisfied with the program.
 How to make the training program better.
Note: Training course evaluation form has been attached in
appendix.

SUMMATIVE EVALUATION :
It refers to determining the extent to which employees have changed
as a result of participating in the training program. It is done through:
 Direct feedback from employees
 Verbal feedback from employees
 Next year's performance appraisal
 Presentation evaluation

After attending the training program, each participant has to give a

presentation to his/her department about his learning.

4. SUCCESSION PLANNING :
Packages is a company that offers long term career opportunities to its
employees. There is no concept of lateral entry in Packages. An individual
begins his career as a management trainee. Management trainee is trained
and groomed according to the company's requirement. As the individual grows
and shows his potential, he is considered for higher vacant post for which he is
transferred or promoted. The following are the grades of employees in
Packages:

 Manager II & above

 Manager

 Executive I

 Executive II

 Executive III

 Management Trainee

For succession planning, a panel meeting is held annually where a list

of employees for promotion is evolved. The panel comprises of:

 GM
 DGM
 HR manager
 Head of respective department

The panel holds discussions about employees of departments. The panel

discusses various issues regarding employees like strengths, weaknesses,
qualification, performance, experience, seniority, and suitability for the position.
These discussions are then recorded and reviewed periodically so that action
can be taken accordingly.

PROCEDURE :
When a need for external executive recruitment arises, it is communicated via
departmental head along with the requirements to the HRD department. The
HRD department advertises in newspapers and collects CVs of interested
persons from mail and internet. The eligible applicants are listed according to
their merit, which is calculated through a formula. The number of applicants to
be called for the written test varies according to the number of vacant posts
and is strictly on merit(at least the HR Manager says so). Candidates are invited
for written tests via mail through courier or e-mail at least five to ten days prior
to the test. The HRD department decides the date and venue of test. The
candidates are provided with the information about the pattern of test, which
carries 100 marks. The test consists of the following parts:

 Qualitative skills
 Quantitative skills
 Writing skills
 Technical knowledge
 IQ
The successful candidates are informed via mail, e-mail (and
telephone call, if urgent) about the interview. However, the
candidates who fail the written test once are not given a second
chance for the same vacancy.

The first interview is called "preliminary interview" which is

conducted by a panel of managers to access the potential of
candidates. It takes approximately 15 minutes for the panel to
interview a candidate. The panel consists of 4-6 people. HRD
department is responsible for constituting the panel, which
comprises of HRD manager and a team of relevant departmental
heads.
The basic purpose of the initial screening of the applicants is to
eliminate those who do not meet the requirements of the position
although they have passed the written test. After the results are
compiled, successful candidates are called 2-3 days later for final
interview.
The final interview is a goal-oriented conversation in which the most
promising candidates appear. In the second interview, GM makes the
final selection and his decision is considered to be final. During the
interview the HRD head accompanies GM. The last step is the
candidate's medical examination, which is conducted by Packages
clinic Gulberg. Those candidates who pass the medical test are sent
an appointment letter at least one week before the joining date
whereas the unsuccessful candidates are sent regret letters.

5.Performance appraisal:
Performance appraisal is a periodic review or evaluation of an
individual job performance. It is always a continuous process. In
Packages Ltd.
 Performance appraisal is conducted annually

 The employees in connection with their respective managers

set their objectives at the beginning of the year (MBO), and
they are evaluated against these objectives at the end of the
year.
 The new management trainees are evaluated quarterly by their
immediate supervisor

 The employees are evaluated sixty percent against the set

objectives and forty percent against different attributes like
personal behavior, leadership qualities, decision-making, vision
and innovation/initiative competencies.
  Performance appraisal is used here for succession planning,
selection, HR development, career planning and development,
assessment of employee potential.
 Performance appraisal is used to evaluate
1. Behaviors
2. Task outcomes
3. Improvement potential
4. Training needs evaluation

POLICIES & BENEFITS:

Your job is an important part of your life, and to do it well, you need
an appropriate environment for your mind as well as your body. We
like to make sure that you do: our corporate culture emphasizes
people, and the need to satisfy their potential.

The attractiveness of any company's corporate environment can be

gauged by the employees it hires and retains. An impressive 42% of
our employees have been with us for more than 10 years, and almost
26% for more than 20. This is just one of the reasons why you would
consider Packages as a prospective employer.

Another is the technical excellence of our employees. 33% of our

employees working as technical personnel have a bachelors or
advanced degree. We take pride in the diversity of our staff, with
chartered accountants, MBAs, engineers and even qualified lawyers
on board.
For us, the resources running Packages are not the machines, but the
people. We do not seek employees. We seek people who will think,
feel, express themselves, learn, teach, and grow with us. Their
growth is the company's growth. That's how personal it is, for us. We
have designed an impressive range of facilities and services to free
our people from worries and allow them personal and professional
freedom. These are just a few of the benefits we provide for
employee welfare:

Bonus
A cash bonus is paid annually to all employees.
 
Conveyance Allowance 
 This is also paid to all employees. Employees are also offered the
option of buying vehicles at reduced prices.
 
House Rent Allowance  
This is paid to all employees as a hefty percentage of their basic
salaries.
 
Employees' Old Age Benefit Scheme 
 The company contributes a percentage of workers' wages towards
this government scheme, which ensures a reasonable pension on
retirement.
 
Subsidized Food 
 The company has extensive cafeteria facilities which serve breakfast,
lunch and dinner to all employees at highly subsidized rates.
 
Employees' Children Education
The company pays an education cess to the government to ensure
free education up to high school level of at least one child of each
employee, subject to rules and regulations.

“We offer a progressive and productive work environment, so you

have ample room to grow in whatever direction our goals and your
ambition lead you. We have people from all ages and academic
backgrounds, so we expect you to share your skills with others. Our
learning and development programs ensure that you have the
opportunity to realize your potential. Advancement is based strictly
on performance: we do not discriminate on the basis of race, colour,
nationality, religion, gender, age, or any such factor.”

Conclusion and Recommendations:

Having analyzed the policies and procedures and through interviews

with lower management and higher management level and also
 workers grade I-V, I inferred some recommendations which are as
following:

1. First of all, the human resource management has not assumed its
mature shape in true sense of the word. The activities are limited
only to payroll and record keeping;
2. While HRD department has limited roles and responsibilities which
should be enhanced.

3. Secondly, on employee’s level, there is a dissatisfaction regarding

pay and benefits, that’s why employee’s motivation level is low. HRD
should seriously work on that apart from training and development
activities.

4. Employees should have a lot of autonomy in planning their tasks of

daily routine. Every employee must set their objectives by
themselves.

5. Employees are not sure about company’s concerns for their

grievances and complaints.

6. Career ladder for each employee should be well defined.

7. Steps should be taken to improve the network system which gets

too slow due to uneven networking. Server gets more strikes at one
time which create hindrances in the smooth work flow of
organization.

8. Negligence of shift workers should strictly be watched by

supervisors.

9. The production workers should be made aware of the safety needs in

a workplace environment.
10. Training need assessment methods should be applied for the
accuracy and precision of such a large workforce.

11. HR must be made an autonomous body for Career

management, training and employee’s development. Its area of
action needs to be restructured and well defined.
12. The employee’s grievances should be attended to and be
considered.