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…