Iffco Pakistan
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Transcript of Iffco Pakistan
HUMAN RESOURCE MANAGEMENT
BYIFFCO PAKISTAN LTD.
Mehwish Yasmin
(11823)
PRESENTED BY:
NOOR HUSSAIN AWAN (10332)
NADEEM AZMAT JADOON(6085)
IMTIAZ ALI (9661)
MEHWISH YASMEEN (11823)
YOUSUF RIZVI (8819)
ABDUL WAHAB (7669)
Introduction
Iffco established in 1975 in United Arab Emirates.
Iffco offered wide range of consumer products.
Over last decades Iffco become a strong brand.
Iffco came to Pakistan in 2005 by acquiring two companies Evain and Bot.
Iffco start its sales operation in Pakistan in 2006
MISSION
“Creating Trust, Delivering Value”
“The Preferred Provider of Essential and Value Added Foods for Everyone, Everywhere & Everyday”
Vision
Company General Overview
Iffco Pakistan is working in five differentsectors Iffco serving it’s customers:
Fast Moving Consuming goods Oil & Fats Frozen foods Institution Commodities
ORGANIZATIONAL ORGANOGRAM
CEO
GENERAL MANAGER
MARKETING
MANAGER
ASSISTANT MARKETING MANAGER
ASSISTANT MARKETING MANAGER
FINANCE MANAGE
R
ASSISTANT FINANCE MANAGER
ASSISTANT FINANCE MANAGER
HUMAN RESOURCE MANAGER
ASSISTANT HR
MANAGER
ASSISTANT HR
MANAGER
SUPPLY CHAIN
MANAGER
ASSISTANT SUPPLY CHAIN
MANAGER
ASSISTANT SUPPLY CHAIN
MANAGER
ABDUL WAHAB
(7669)
The Target Market
Iffco Pakistan has many brands and it is also working in several kinds of products, services, and Business sectors so the Target Market of Iffco Brands and Products are people every field of life. Including Children, Women, Men, Older, Youngsters, teenagers of all ages and every class like Upper to Masses are Target Market of the Company.
CHALLENGES FACED BY IFFCO PAKISTAN
Technology
Market Competitors e.g. Uniliver, Engro, P&G.
Diverse Workforce/ Ethnic Issues
Employee Satisfaction
Multiple Stakeholders
CHALLENGES FACED BY IFFCO PAKISTAN
Responsiveness
Rapid Changes
Globalization
Uncertain Political/ Legal Environment of Pakistan
HR DEPARTMENT ORGANOGRAM
ALAMCEO
SHUJA SHAMSGM HR
HR MANAGER(FACTORY) ALAM SIDDIQUI
IRFAN PAY ROLL
EXECUTIVE
FAHADDATA BANK
ANDTRAININF
EXECUTIVE
TARIQADMIN
EXECUTIVE SERVICES
HR MANAGER) H.O.) DARRIAL
SANA PAY ROLL
EXECUTIVE
OMERDATA BANK
AND TRAINING EXECUTIVE
AZAMADMIN
EXECUTIVE SERVICES
Syed Muhammad Yousaf Rizvi
(11823)
ORGANIZATIONAL CULTURE
Organization Commitment
Organization Expectation
Integrity
Excellence
Consumer
Entrepreneur
HR DEPARTMENT ROLE IN ORGANIZATION
Understanding and relating to employees as individuals
Developing positive interactions between workers
Identify areas that suffer lack of knowledge and insufficient training
Innovate new operating practices to minimize risk
Training & Professional Development Programs
Rewards and Recognition
Human Resources Operations
HR DEPARTMENT ROLE IN ORGANIZATION
IMTIAZ ALI
(9661)
HIRING PROCESS
Search strategy and planning
Advertise for active candidates
Recruit passive candidates
Resume review and top talent selection
Phone screen and interview
Negotiation and offer
HIRING PROCESS
HIRING SOURCES
Online source
Reference source
Advertise source
Different Agencies provide workforce
Cont……
Permanent hiring
IFFCO follow permanent hiring policy
Temporary hiring
IFFCO never hires temporary
EMPLOYEE DEVELOPMENT PROGRAMS
Employee Orientation
Skill Building
Management and Supervisor Training
Leadership Development Training
Nadeem Azmat
(6085)
EMPLOYEE RETENTION PLANS
Courtship
Coaching
Communication
Compensation
Collaboration
Commitment
Continuous
EMPLOYEE RETENTION PLANS
EMPLOYEE TURNOVER
IFFCO Pakistan employees have 89% job satisfaction rate.
Mostly employees are happy to work for IFFCO company.
According MR. OMER employee turnover rate is 11%
By the other surveys of Iffco 90% to 96% Employees are satisfied with their jobs and responsibilities.
Only 1% to 3% Employees become dissatisfy when they need something more than they are doing they don’t wait for the perfect time to come
EMPLOYEE SATISFACTION
PERFORMANCE MANAGEMENT POLICY
Define the purpose of the job, job duties, and responsibilities.
Define performance goals with measurable outcomes.
Define the priority of each job responsibility and goal.
Define performance standards for key components of the job.
Noor Hussain Awan10332
Maintain a record of performance through critical incident reports.
Provide the opportunity for broader feedback.
Develop and administer a coaching and improvement plan if the employee is not meeting expectations.
PERFORMANCE MANAGEMENT POLICY (Cont..)
Manpower planning
Predict manpower plans
Design job description and the job requirements
Find adequate sources of recruitment.
Give boost to youngsters by appointment to higher posts.
Best motivation for internal promotion.
Look after the expected losses due to retirement, transfer and other issues.
See for replacement due to accident, death, dismissals and promotion.
Manpower planning (Cont..)
COMPENSATION
Competitive salaries
Ensure the plan is win-win
Use both satisfiers and motivators
Management and employees both involved
Balance rewards for results and efforts
Identify measures, define targets and track performance
Reengage
Budget for bonuses
Pay for performance
COMPENSATION
CONCLUSION
Iffco is following all corporate rules and regulations.
Iffco is not just satisfying its customers and employees but other business partners like vendors, dealers and other financial institution as well.
The management process of Iffco Pakistan is totally following the ISO standards and more than it.
The management of Iffco Pakistan is well organized and is very friendly and helpful for its employees, the motivation level of employees at Iffco Pakistan is also high by comparing with the employees of other FMCG organizations.
We hope with best regards to the Management of Iffco to continue to achieving its goals by the more Improvement of quality and services and to develop its employees more
CONCLUSION
Thank You…