Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
6/6/2011
Project is submitted to
The Recruitment Process: .................................................................................................................. 13 Management Profession and Technician: ........................................................................................... 13 Identification of need: .................................................................................................................... 13 Advertisement by Engro: ................................................................................................................ 13 Job description for candidates:....................................................................................................... 14 Job specifications for candidates: ................................................................................................... 14 Masters and MBAs in Engro: .......................................................................................................... 14 Undergraduates at Engro: .............................................................................................................. 14 Project trainees and internees: ...................................................................................................... 14 Work life balance: .............................................................................................................................. 14 Friendly policies for employees: ..................................................................................................... 14 Engro women network: .................................................................................................................. 15 Work at Engro: ................................................................................................................................... 15 Opportunity for an undergraduate student: ................................................................................... 15 Opportunities if undergraduate study is completed: ...................................................................... 15 Opportunity for a Graduate/MBA: ................................................................................................. 15 Opportunity for an experienced professional: ................................................................................ 16 Selection:............................................................................................................................................... 17 Training and development: .................................................................................................................... 18 Training and education system at Engro: ............................................................................................ 18 AGRICULTURE ................................................................................................................................ 19 QUALITY......................................................................................................................................... 19 ENGINEERING ................................................................................................................................ 19 Appraisal: .............................................................................................................................................. 20 Appraisal system of Engro: ................................................................................................................. 20 Compensation and benefit:.................................................................................................................... 21 Career Development:............................................................................................................................. 23 Job function composition of Engro: ........................................................................................................ 24 Annual Company (Engro) growth: .......................................................................................................... 25 Engro years of work experience: ............................................................................................................ 26 Highest educational degree at Engro: .................................................................................................... 27 Most common universities attended by Engro employees: .................................................................... 27 Board of directors at Engro: ................................................................................................................... 28 Conclusion: ............................................................................................................................................ 29 References: ................................................................................................ Error! Bookmark not defined.
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Introduction to Engro:
Engro corporation is Pakistans one of the largest amass (conglomerate) and its business ranges from fertilizers to power generation. After it, for the overseeing of its business subsidiaries Engro chemical limited converted to a holding company structure. And then two major changes occurred in Engro chemical limited, it was renamed as Engro Corporation limited and transferred its fertilizer business to a separate subsidiary, Engro Fertilizers limited. Engro Corporation currently consists of seven businesses that include chemical fertilizers, industrial automation, PVC resin, power generation, foods, commodity trade and a bulk liquid chemical training. Engro Corporation limited provides a long term vision for the company and also overseeing the performance of the its subsidiaries, it is also responsible for leadership development, allocation of capital, human resource guiding, CSR activities, management of talent, control structures, legal & IT support, control structures and leadership roles in public relations. Engro is working continually towards its vision and has come a long way to becoming a premier Pakistani company globally. In the journey of Engro for becoming a profitable company and a growth oriented company, their management structure has played an important role for creating an accessible and more transparent organization.
History:
From ESSO to ENGRO:
In 1957 Pak Stanvac, an ESSO/Mobil endeavor in search of oil discovered Mari Gas in a small remote area in upper Sindh. Esso then established urea plant, after that Esso Pakistan Fertilizer Company Limited was established. The nation first fertilizer brand Engro helped a lot to revolutionize traditional practices to increase the production in farm. As a result of these efforts consumption of fertilizers was increased and it paved the way for the companys branded urea called Engro
Head Office: Engro Corporation limited 8th Floor, Harbor Front Building Marine Drive, Block 4, Clifton Karachi, Pakistan
Head Office:
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Engro Polymer and Chemicals Limited 1st Floor, Bahria Complex I 24 M T Khan Road Karachi, Pakistan
Head Office: Engro Foods Limited 6th Floor, Harbor Front Building Marine Drive, Block 4, Clifton Karachi, Pakistan
Vision:
To be the premier Pakistani enterprise with a global reach, passionately pursuing value creation for all stakeholders
Mission:
Our mission is to create wealth by creating new businesses based on company and country strength in information technology, petrochemicals, infrastructure, foods and other agriculture sectors
Culture at Engro:
The people of Engro are a special part of Engro Corporation. Engro culture is strenuous and projectile and with the emphasis of their core values and honesty to the employees. The leadership, diversity, excellence
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and team work is promoted by the work environment of Engro. Engro is determined to keep their culture open and transparent and widespread for its employees.
Values at Engro:
The leadership culture at Engro is supported by their policies and unique system that ensures open communication. Engro promoted the environment of employee and partner privacy, and ensure about the safety and wellbeing of employees. Engro never forget that what its stands for. The core values of Engro are the basis or everything that is from simple decision making to the business accompanied for spot awards and recognition.
8. Enthusiastic search of profit: The important basis of our career security and personal growth depends on the distribution of responsibilities to the shareholders of Engro for improvement of the long-term profitability and growth of the Engro Corporation. 9. Fun and Enjoyment: Engro believe that for the creative, healthy and high performing work environment the satisfaction and excitement and recognition are the important elements. Engro believes that having fun in work is a great experience. 10. Partnership and Teamwork: Team is strength of any company and there are high performing teams in Engro and they retain building teams in their organization so that a good partnership can be build. 11. Development and Individual growth: Engro believe in value and dignity of their people and they believe that they must show respect for each other should create an environment that provides opportunities to the individuals so they can grow and progress. 12. International focus and Diversity: For achieving the business goals and for meeting the customers needs we must make structure and approaches like that way and Engro always value the differences in race, nationality, gender, personality, culture and style of people.
Engro Businesses:
The diversified businesses of Engro Corporation represent the growth potential for the company and its stakeholders. Engro Foods limited Engro Fertilizers limited Engro EXIMP private limited Avanceon limited Engro Powergen limited Engro Vopak Terminal limited Engro Polymer and Chemicals limited Engro Foods limited
After the success of Engros dairy products, to which Engro customers are testify, Engro foods now planning to expand its business beyond the dairy products and in 2011 Engro started its sales of rice from its own rice processing plant. In North America and Canada, Engro food is entering in Halal food businesses through its planned achievement of Al-Safa Halal and this will be foods first International endeavor. Elevating consumer delight worldwide is Engros food vision and the companys objective is to generate greater revenue from its foreign operations.
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Avanceon limited:
Avanceon limited is a leading global automation business as an Engro subsidiary. It delivers process and control solutions with subsidiaries functioning in UAE and the United States. The Avanceon limited also offers power and energy management assimilated solutions and as well as high end software that assimilate production and business applications. Avanceons driving force as its vision to develop rational property to expand the energy footprint of the manufacturing industry.
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and electrical manager and general manager for human resource and public affair. Mr. Tahir Jawaid worked in the United States in numerous capacities for system and design engineering companies before joining the Engro Corporation. Mr. Tahir Jawaid has a degree of Master of Science in industrial engineering from the University Houston, USA and a Bachelor of Science in mechanical engineering from the University Engineering and technology, Pakistan.
Recruitment:
The process in which companies or organizations identify and hire the best qualified applicants within or outside the organization for the job position in their organization in a most timely and cost operative manner. Engros long term vision is to become a diversified chemical and food company operating internationally, and as we all know for a company to achieve its long term goals and develop competencies it has to develop its human resource. The human resource can be developed by recruiting and selecting the best possible applicants from the candidate pool. To do that firstly we need to develop the candidate pool, and the candidate pool can only be developed by effective recruitment. So, here is a brief explanation of the recruitment process of Engro
Advertisement by Engro:
After the identification of the need, the HR department places the advertisement in the newspaper to call for resumes. The advertisement specifies the job description and the job specification.
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Undergraduates at Engro:
Engro regularly recruits graduates through career fairs and graduates recruitment programs. Engro prides itself at providing challenging learning environments where you will be working with top industry professionals, who offer unparalleled professional advice and mentoring.
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gift policy, non-discrimination and anti-harassment policy, maternity leave policy, part time work policy and off track policy.
Work at Engro:
Engro values each employee, their input and views. Engros innovation and financial strength help make it a dynamic place to work, giving its employees the advantage of a large company, with the agility of a small company, where their voices are heard. Engro has never been a Company to rest on its laurels. Its people and its culture drive it to achieve greater success. Engro looks for new and exciting ways to return value to its customers and its shareholders. Its tough and demanding but also fun and always interesting. Employees will have every opportunity to succeed as an individual and as part of a team. Engros businesses give employees the flexibility for change, the opportunity to learn about new markets and provide unparalleled career options. Engro people are some of the best in the world with a shared passion to learn and stretch beyond their limits. It is our people who make Engro a great Company and an exciting place to work.
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Selection:
Selection is the process of choosing is the best out of those recruited candidates as selection is different from recruitment, where recruitment heralds selection. Recruitment involves recognizing the sources of manpower and thought-provoking them to apply for jobs in the organizations. If you think you have what it takes to do well at Engro, we promote you to settle knowledgeable about job opportunities at our corporation. We often recruit graduates through career now and university recruitment course. We also advertise point through career websites of our relevant corporation as well as in the course of national and local newspapers. Opportunities occurs in more than a few areas contain but not restricted to sales, marketing, manufacturing, human resources, information systems, supply chain, procurement, finance and accounting, administrative services, public affairs and corporate communications. Engros selection process may involve you to complete some or all of the following steps: Application form and resume Cognitive ability tests Telephone interviews In-person interviews / site visit Reference checks Pre-employment medical (if required) Offer of employment We value our workers, whose craze and devotion makes us one of the most important workers in the section we work in our self-motivated workplace agree to you to understand your true would-be and gives you the reward of working with a large corporation, with the mobility of a small business. At Engro we observe our culture of excellence and appear for likeminded people who share our center values and struggle to make a difference, our widespread workplace and a varied platform of businesses will provide you with matchless career options and every chance to outshine. Whether you are fresh to the business world or an experienced professional, Engro will value your group spirit while maintain youre individually. And selection of sites in such a manner to support the socioeconomic growth of communities According to the news of Engro foods Engro Chemical Pakistan Ltd confirmed on Monday that it was going to form a joint proposal with Ferrous of Algeria to generate DAP, sulphuric acid, phosphoric acid and associated utilities. The project is estimated to be constructing in a era of four years in Algeria after the conclusion of viability study by the shared project, Engro thought in an announcement to the Karachi Stock Exchange. Engro is paying attention in variety a joint venture with Ferrous, the national iron ore and mining company of Algeria, for instituting a phosphatefertilizer complex in Algeria after perform a detailed viability study, the report said. The complex will consist of one, 3,000 tons per day unit of DAP; three 4,500 tons per day units of sulphuric acid, three 1,500 tons per day units of phosphoric acid and related utilities facilities, it added. The corporation explained that it had contribute in an open and visible international affectionate process that took place in May 2007 and protected the top pose as Ferrous favored partner for formation of this shared venture.
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However, the official report of this was not made as confident approvals from the government of Algeria were expected. In February-2008, the Algerian Council for state contribution, relevant Algerian government body for attractive conclusion on foreign investments, agreed the creation of the shared venture between Ferrous and a foreign partner (i.e. Engro). But for some cause, the name of Engro was until now to be revealed in Algerian media. Engro Chemical Pakistan was still now in the making for the official authorization of its selection as the ferrous partner from the government authorities worried in Algeria. This decision is probable within the next few weeks after the declaration of some matter regarding the particular place of the venture site, the corporation other.
Engro provide opportunities to employees to get knowledge and develop technical and managerial skills through class room training and on the job progress that convene employee and company needs.
AGRICULTURE
Agriculture Engineering Veterinary Medicine Agriculture Economics Entomology Agronomy
QUALITY
Applied Chemistry Bio Chemistry Food Technology Microbiology
ENGINEERING
Mechanical Electrical Electronics Chemical
in district Sahiwal, in partnership with Tetra Pak. It offers strong training and services on animal physical condition, nutrition and fertility, as well as chillers and logistical arrangement, to enhance milk production capability in a group of 20 villages. Training and Safety is about following policy to keep the place of work free from any risk. All employees should be trained, and to informed about all the equipment that they are using to check anyone from getting injured. Training passes on to a planned effort by a company to facilitate employees learning of job associated competencies. Those competencies include information, skills, and behaviors that are significant for successful job performance. The objective of training is for employees to master the knowledge, skills, and behaviors highlight in training programs and to apply them to their habitual activities .All managers are responsible for all employees are trained well to all of the equipment that they might use in the future to do their work professionally. Basic rules for food services safety is that all employees should train to earlier than they start functioning and working.
Appraisal:
The process of examining and evaluating employees work behavior by a manager or counselor and comparing it with predetermined standards, documents the results of comparison, and use that result to provide feedback to the employees to show where enhancements are needed and why these improvements are required. Once you are recruited Engro expect you to contribute to Engro from the start. Training and development programs support your personal and professional training. To ensure mutual expectations are satisfied your performance will be monitored by means of appraisals. Moving forward: Engro has no fixed career path. Once you work at EVTL you take charge of your own career with your ambitions and opportunities that are provided to you. Depending on your professional capability, knowledge expertise excellence you will move within EVTL. This may be within your own working expertise to fulfill your assignment. At Engro we are dedicated towards promotion an energizing, positive environment. Our people are some of the best in the field with a mutual excitement to stand out and achieve excellence; making Engro a truly exciting place to work. We constantly invest in development the true possible and capabilities of our employees. Through complete professional development programs, our employees are specified the opportunity to achieve their profession goals. On-the-job training, regular in-house and external programs and career-focused appraisal systems allow our employees to be a full of life part of our energetic work system.
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After thorough analysis they came up with Perform Max Commitment appraisal system which not only emphasizes on a better relationship between manager and employees but also increases the overall productivity of the whole organization; aligned with ones self interest. Their proposed system is an ongoing process that focuses on ones development rather than just rewards. Moreover, both the manager and employee play efficient roles in this Performa Commitment by sharing responsibilities effectively and efficiently using a positive approach. The company joined hands with a leading Dutch company to form a joint corporation (Engro Pattack Terminal Ltd.) for the development of a jetty cum liquid chemical terminal at Port Qasim. The project is under construction and is expected to be completed in September 1997, in time to service ICI's new PTA project at Port Qasim. Prospects for further expansion of this terminal facility are highly promising as the chemical industry of Pakistan takes off. Engro's management is confident that it is well positioned to play an important role in the growth of the petrochemical business in Pakistan. To know its tasks it has acquired large areas of land at bin Qasim port. The first product recognize to start its entry into petrochemicals is PVC resin. The company has already signed a Moue with two well-known Japanese organizations namely Mitsubishi and Asahi Glass to jointly form a 100,000 tons p.a. PVC plant at bin Qasim port. The completion of this contract is being focused for mid-1999 and it is expected to give the based for further upstream, downstream and side way joint possibilities. To realize its objectives of development and expansion the company recognizes that one of the crucial success factors will be the quality of its human resources. Resultantly Engro's Human Resource Management is based on the philosophy that its employees are its most valuable and important asset. The philosophy is put into practice through a large and expanded set of rules and regulations and procedures and processes focused on human resource development and management. A significant and important feature of Engro's organizational development is to motivate close relation of the employees and on occasions, their partners also, in structuring upon the forming and mapping the company's value systems and its long-term organizational tasks. With the help of renowned experts high quality programmers are organized in informal and creative settings to provide an opportunity to employees to have their views about the company's future. 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 decision-making and three managers. All the four interviewers should if possible 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 move toward 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 touching which different candidates are differentiated.
Thought, not ranked important, compensation is an important factor in job quality. It is a deciding factor for people when they consider a job. Employee compensation and benefits are basically divided into four categories 1. Guaranteed Pay, monetary (cash) reward paid by an employer to an employee on employee/employer relations. The most common form of guaranteed pay is the basic salary 2. Variable pay, monetary (cash) reward paid by an employer to an employee that is contingent on discretion, performance or results achieved. The most common forms are bonuses and sales incentives. 3. Benefits, programs and employer use to supplement employees compensation, such as paid time off, medical insurance, company car and more 4. Equity based compensation. A plan using the employers share as compensation, the most common examples are stock options
Engro gives all these compensations and benefits, a good guaranteed pay according to the level, type and the degree of work associated with the job, an effective system of performance management and various share options. The companys compensation package is competitively aligned to the best in the industry and is appropriately balanced between providing cash compensation and benefits, including medical and retirement benefits. The companys compensation plan is clearly linked with the performance and potential of the employee. The annual salary rewards are linked to employee performance. An Employee Share Option Scheme operated by the Employees Trust offers new employees the opportunity to acquire ownership in the Company. The company also considers the health and safety of its employees more important than protection and enhancement of its own facilities. The reward system is strictly performance driven; 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, an elaborate performance assessment and employee development system has been institutionalized which by design forces objectivity in employee appraisal against given dimensions of performance evaluation. The Company's whole compensation package is competitively associated to the best in the manufacturing and is suitably reasonable between providing cash compensation and benefits, including, medical and retirement benefits. The annual income rewards are linked to employee presentation. An Employee contribute to alternative system operated by the Employees expectation offers new employees the opportunity to obtain possession in the corporation. Compensation Organization and Executive Development Committee (COED): The reward Organization and Executive Development Committee define a new position whenever it is required. When a department wants a new position to be recognized it goes to COED. The COED then asks for the reasons for the new location. If the COED accepts the way of thinking, it gives its agreement to the responsibility and the announcement is position in the newspapers.
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The COED is also responsible for encouragement within the organization. Whenever a position is unoccupied and a member of the organization is to be promoted, a member of COED brings his case to the COED meeting where it is methodically discussed. After the case is discussed a voting is carried out and it decides whether to promote the person or not. The third function of COED is to rate individuals within the association. The commission rates the employees according to their performance and skills. They then distribute the employees in the three groups, with the best member in the top one-third and the least performers in the lower one-third.
Career Development:
Career development is the process of managing your career whichever within or between the organization and it also includes learning new skills and making developments to help you in your career. It is an enduring lifelong process to help you learn and achieve more in your life. Planning your own career development will help you succeed when you are looking at making a career change or moving up within the company or organization. Engro is committed to encourage inspiring and positive environment in their corporation. Engro is positive about that their many of people are best at their field with a great passion to excel and could reach at the top of the industries and these are the people who make Engro a really exciting place to work on. Engro always invest for evaluating the true potential and capabilities of their people and Engro provides opportunities to their employees to achieve their goals through comprehensive professionals development programs. Engro is an energizing company that provides exciting career opportunities to its experienced professionals. Engro provides a great culture to its employees in which they achieve the organizational goals and as well as professional goals. Engro always tried to hire experienced and professional people and invest for their growth and constantly provide them with more and more opportunities. Engro is committed to the essential concept that career development is a shared responsibility, with employees part in it being an active and positive one. Its aim is to match employees personal needs, desires and skills with the requirements of the Company for the right person in the right job at the right time. Our system requires employees contribution to the discussion about the future at the time of the appraisal interview. The extensive set of policies and practices focuses on human resource development and management put philosophy into practices. Engro always encourages close relationship and involvement of employees and on occasion, is an important feature of Engro Corporation and their partners, in considering upon the shaping of the organizations value system and its long-term business goals. In Engro high quality programs are organized in creative and informal way that provides an opportunity to employees to express their views for the companys future. Engro puts a lot of consideration on its employees training, job performance, development needs, career aspirations and any other employees related items that need to be addressed for the assurance of employee commitment and participation to the system. When employees are interacted then an open
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conversation is encouraged and is served as an effective communication tool. Engro also focuses on the development of its technical resources with contrast to its other chemical companies. In this way Engro completed its projects successfully and efficiently. Succession planning programs and career development programs are taken on annual basis to address the future manpower needs of the company. Within the next five year an employees career plan will be developed with the help of employees help to ensure the structured approach to employee career approach. Looking forward, Engro is playing an important role in economic development of Pakistan. Engro is a locally managed company with the professionals impute of multinational. For the growth and diversification of the company Engro has developed well strategies. With the help of human resource capabilities and companys financial strength Engro is on its way for the success. Engro also provides opportunities to new graduates for gaining experiences and enable them to carry on their career paths and also provides them different inspiring and energetic paths for their development. Employee development is one of essential areas for organizational development. For enhancing organizational proficiency levels, new training programs surrounding performance management, capability development and leadership are introduced. Engro is committed to the necessary perception that career expansion is a shared accountability, with employees part in it being an active and encouraging one. It aspire is to match employees personal needs, needs and skills with the necessities of the Company for the right person in the right job at the right occasion. Our system requires employees contribution to the conversation about the future at the time of the evaluation meeting. The long term vision is to become a diversified chemical corporation in service globally. To achieve this plan we need the best people. We therefore aim to hire high quality people and give them the opportunity to grow and to expand their talents. We look for long-standing promise on the part of both Company and employee and have calculated our systems to fulfill the Company's division of this promise
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Conclusion:
As the Engro Corporation is Pakistans biggest company with different businesses currently in operation is also now recognized globally due to some of its global projects. Engro is always busy in doing different projects which involve its professionals, technicians, engineers, and even labor employees equally which is the best way to increase the motivation of employees. Engros culture and its values show that the people are a special part of the company and employees are considered a great asset and Engro always supports the leadership environment as well as team work in the company which promotes excellence, diversity and motivation of the employees, Engro also promotes friendly environment with partner privacy and the candid communication between employees in the company. The human resource department of Engro Corporation is very efficient in doing their work and has always shown excellent performance by fulfilling their duties, which in turn gives the best performances by the company as whole. The vice president HR Mr. Tahir always encourages the work of human resource
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managers and has tried to resolve all issues as soon as possible. The human resource department has its own committee that works for the welfare of the employees and makes its contributions to other departments and management developments and structures. All the functions of the human resource department are performed efficiently and effectively. They recruit, select and hire the employees and then train them for the best performances and then always care for their employees by providing them with different compensation and benefits by the appraisal system of their company. They use the best process for recruitment of the candidates which produces the best pool of the candidates, and eventually apply different tests on candidates before selecting them thus their employees are best at what they do. They polish their employees by training them in different workshops and conducting different seminars relating to different fields. Engro always considers its employees an important and a great asset of the company and provides them with different facilities so that they may get motivated and enhance their performances, thus producing greater productivity. Engro used a proficient appraisal system for evaluating their employees. They use different tools that tell them about their employees performance and according to this information Engro sets the salaries, bonuses and benefits related to medical facilities, housing facilities and other compensations of its employees. Thus it is concluded that Engro Corporation provides good working environment to its employees giving them healthy and safe working conditions, take care of their employees professional and personal needs, encourage the team work of its people and train them for becoming great leaders in the company.
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