Hrm of Engro Chemicals 2

8/8/2019 Hrm of Engro Chemicals 2

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HRM OF ENGRO CHEMICALSPGD (winter-2008)

Course Director: Mr. Muhammad SaleemPresented by:

Mr. Sawood Siddiqui (PGDN-0000)Mr. Junaid Wasti (PGDN-0211)

Hamdard Institute of Management Sciences


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Index

Introduction History Vision Core Values

Culture Corporate Responsibility Philosophy Recruitment Compensation and Benefits Introduction to the Company

On-the-Job Development Training and Education Career Development


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General HRM Objectives


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General HRM Benefits


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General HRM Benefits


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Introduction A premier fertilizer manufacturing and marketing Company with specific

product line that focuses on balanced crop nutrition and increased yield forthe farmer.

The years since Exxon became Engro have been both exciting andrewarding for the organization and its people. Challenges have beenovercome, goals achieved and new goals set.

Engro today stands recognized as a successful business operation and arole model for doing business in Pakistan. The Companys current manufacturing base includes urea name plate

capacity of 975,000 tons per annum and blended fertilizer (NPK) capacityof 160,000 tons per year.

A premier brand and nationwide presence ensure sellout production. Additionally, the company imports and sells phosphatic fertilizers for

balanced fertility and improved farm yields. Engros share of Pakistans phosphates market mirrors or exceeds its urea

market share. Expansion plans include a new urea plant of 1.3 million tons annual

capacity, also at Daharki. The US$ 1 billion project is well underway and ontrack for commercial production in mid 2010. This addition will increaseEngros urea market share to 35% from 19% at present.


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Introduction


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Vision

"To be the premier Pakistani enterprise with aglobal reach, passionately pursuing valuecreation for all stakeholders. "


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CoreValues

SAFETY, HEALTH & ENVIRONMENT

ETHICS AND INTEGRITY

LEADERSHIP

QUALITY &CONTINUOUS IMPROVEMENT

ENTHUSIASTIC PURSUITOF PROFIT EXTERNAL & COMMUNITY INVOLVEMENT

CANDID & OPEN COMMUNICATIONS

ENJOYMENT & FUN

INNOVATION

INDIVIDUAL GROWTH & DEVELOPMENT

TEAMWORK & PARTNERSHIP

DIVERSITY & INTERNATIONALFOCUS


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CoreValues


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Culture Our People More than 700 employees bring expertise and dedication to the

workplace. We value each employee, value their input and views. Continuously striving to become employer of choice, we provide a

workplace where people feel confident, valued and inspired.

Quality and Training Employee development is one of the pivotal areas forOrganizational

development. To organizational competence levels, new training programs

encompassing Performance Management, Leadership, andCompetency Development are introduced.

Engro is among the first Pakistani companies implementing sixsigma across all areas and utilizing it as a management system toexecute its strategic objectives.

Among the focus areas, employee development is the most criticaland six sigma is leveraged to help bring out the best in our people.

Employees will drive improvements in other areas; speed,innovation, perfection and in becoming world class professionals.


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Culture

Six Sigmas robust problem solving methodology and statisticaltoolkit allows the company to benchmark processes against globalstandards in a language that is comparable across any industry orfunction.

It helps ensure that Engro sustains its promise of delivering high

quality products and services to its customers on time, every time. The learning does not stop here. The Company has a range of

additional training programs, both core management and technical,which are used on a regular basis to develop skills and knowledge.

In addition, specific one-off programs may be developed on a needbasis.

Alternatively, individuals may attend externally run programs andthere may be cases where learning by planned job experience is the

best answer. Employees contributions to assessing their own training needs are

welcomed as are the suggestions for suitable programs.


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Corporate Responsibility

Since inception, Engro has recognized that a positive relationshipwith key stakeholders guarantees long-term success. Based on trustand equity, Engros commitment to this relationship captures whatsustainability means to Engro.

Today Engro is known as a successful and conscientious company

because of its emphasis on high ethical standards and for giving tothe community. While working to continually soften its environmentalfootprint, Engro believes in sharing the success living our values hasguaranteed us.

Engro has long believed in its social commitments. Its diversificationmission is firmly rooted in its corporate citizenship goals.

As Corporate Social Responsibility emerges into a mainstreammanagement consideration, Engro finds itself at an advantage.Engro understands that its tradition of corporate philanthropy is butone element of social responsibilitys wider aim. Health & Safety Environment Engro in the Community


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HRM Philosophy

Recruitment

The long term vision is to become a diversified chemicalcompany operating internationally.

To achieve this aim we need the best people. We therefore aim to recruit high caliber people and give them the

opportunity to grow and to develop their talents. We look for long-term commitment on the part of both Company

and employee and have designed our systems to fulfill theCompany's part of this promise.


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HRM Philosophy

Compensation and Benefits

The Company's Total Remuneration package is competitivelyaligned to the best in the industry and is appropriately balancedbetween providing cash compensation and benefits, including,medical and retirement benefits.

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 ownershipin the Company.


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HRM Philosophy

Introduction to theCompany

Placing an employee in an initial job which starts to usestrengths and matches stated interests.

Providing an orientation program which helps understand theCompany and its environment.

Introducing an employee early in the career to the peopledevelopment system and giving him/ her feedback on ownperformance from the first year.

In cases where traineeships are provided, these are designed tobring employee up to the standard of skill and knowledgerequired in the shortest practicable time.

The principle of early job responsibility is followed wherever wecan.


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HRM Philosophy

On-the-Job Development

The Company believes strongly that people grow and learn mosteffectively through experience.

Therefore, every opportunity is sought to try to develop anemployee through work related experience.

Such development implies an expansion or stretching of abilitiesor aptitudes.

It has to be based on the knowledge, skills, and aspirationswithin oneself.

This form of development needs to be understood and activelysupported by the employee and the supervisor.


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HRM Philosophy

Training and Education

The Company has a range of training programs, both coremanagement and technical, which are used on a regular basis todevelop skill and knowledge.

In addition, specific one-off programs may be developed where

there is a need. Alternatively, individuals may attend externally run programs and

there may be cases where learning by planned job experience isthe best answer.

Employees contribution to assessing own training needs arewelcomed as are the suggestions for suitable programs.

Our appraisal system has a structure which calls for employeeinput to this discussion.


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HRM Philosophy

Career Development

Engro is committed to the essential concept that careerdevelopment is a shared responsibility, with employees part in itbeing 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 theright job at the right time. Our system requires employees contribution to the discussion

about the future at the time of the appraisal interview.


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THANK YOU

Documents

Hrm of Engro Chemicals 2