Motivation at engro

Motivation at Engro

Introduction

• In 1957 Esso/Mobil led to discovery of new gas field somewhere near Dharaki, Pakistan

• Urea Plant is proposed and is operational by 1968

• 1978 name changed to Exxon Chemical Pakistan Ltd, It further renames into Engro Chemicals Pakistan Ltd

Introduction

• In 2005 it enters into food industry as Engro Foods• Engro Energy later renamed into Engro Powergen

Ltd is setup in 2008 to tackle the energy crisis faced by the country

• In 2011, Engro had a major global diversification with the acquirement of a US based company, Al Safa Halal. This targets 7 million population of Muslims in North America

Vision Statement

“Aims at transforming the company within the next five years into first a national food industry giant, then into a regional force and finally into a global player”

Mission Statement

“Build branded food business to improve quality of life by offering tasty affordable and highly nutritional products to our consumers while maximizing stakeholders’ value”

Departments at Engro

• Administration: Assure efficient management

• Human Resource (HR): Recruitment and

implementation of HR policies

• Finance and Accounts: responsible for financial

management and business portfolios


• Milk Procurement: Ensures the daily supply and freshness of milk• Management Information Sysytems(MIS): It maintains all the automated systems

• Marketing: the need identification to the product development, its

launch and post-launch everything is looked after by marketing department.


• Quality Assurance: who ensure the highest quality

parameters are adhered to all the steps of production

Organizational Culture at Engro

• Following are the points which explain Engro’s organizational culture in a very brief way;

Engro is a Japanese cultured organization It has low power distance and open culture It is working on open door policy Suggestions are always welcomed It has always got award for the highest paying company since

many years.


• Working Environment: Its working environment is such

where its employees feel certain, esteemed, and in particular, motivated

• Work-Life Balance: Engro understands the significance of family

and appreciates that its employees need to adjust their professional and personal obligations


• Employee Friendly Policies: Engro’s steady interest towards the

welfare of its employees has prompted the plan of numerous one of a kind strategies, to make a more positive workplace

• Engro Women Network: "WEAVE" was framed to

encourage casual systems and connections among ladies workers of Engro crosswise over capacities and partners.

Policies at EngroEngro will pursue high standards of Human ResourceManagement practices encompassing the Following principles :

• Equal Opportunity• Training and Development• Performance Management• Compensation and Benefits• Diversity and Non-Discrimination

Motivation techniques used by Engro

• Rumuneration as compared to the industry: Engro’s salary package is far better than the industries average. Within

Engro, the Sales and Marketing department people get more benefits. Following are the benefits which the employees at Engro have:

• Rent Allowances• Company Car• Travel Allowances• Medical • Insurance Policies• Annual Vacations• Maternity Leaves• Employee Old Age Benefits


• Reward System: Pay policies and programs are

considered as the most important way of motivating the employees. Advantage of giving high pay is that it attracts and retains the top talent available in the market which can be transformed into the most effective and productive work force.

• Flexitime: Engro does provide the advantage of flextime to

employees who are parents.


• Compensations: Engro has its separate compensation

department which looks after making the compensation plans for each and every employee. Compensation plans and benefits are clearly based on the performance of the employees. Results are rechecked and matched with the performance standard of the company once the performance evaluation is done and then the compensation plans are made according to those results.


• Employee Development and Training Programs:

Engro has its own training and skill development department in all the big cities. Engro also conducts different motivational sessions, sessions for skill grooming, sessions for personal grooming and also sessions on how to improve communication and presentation skills. it arranges picnics in which employees from every department joins hands with each other


• Job Rotation: Job rotation is applied to the engineering

department where engineers are rotated to different jobs.In other departments like CSR, Marketing, Media, Research etc. job rotation is not done but Engro has introduced the Management Trainee Program through which it rotates the fresh graduates into different departments.


• Employee Engagement and Involvement: Engro follows a vertical hierarchy, employees at every

level have their specific decision making power. Employees are provided with complete freedom to express their ideas with complete autonomy. It also has an alternate plan for all those employees who feel shy in taking part publically and that is they can participate via emails, calls and even via text messages.


• Non-Confidential Salary Structure: Engro does not try to hide the salary of its employees

because the management feels that in this era in which everyone is closely connected through various means, it is impossible to give a try to keep the salary structure confidential. Engro has a salary structure in which employees working on the same scale lies in the same salary scale level. This helps in eradicating the feeling of inequity which can de motivate the employee.

Measurements of Motivation Techniques

• Employee Engagement Survey: Engro measures the motivation of it’s employees by an

employee engagement survey which is conducted by a 3rd party company, Mercer Consulting, An employee engagement index is made which is used to measure the motivation level of the employee. If the employee is highly engaged, then the company considers that employee as motivated.

Effectiveness of Motivation Techniques

• Job Satisfaction: Since Engro pays a good salary to its employees,

the employees are satisfied with their jobs and also they enjoy working at Engro. Our resource quotes that more than 95% of the employees are satisfied with their jobs.

• Attitude of Employees: Attitude surveys conducted time to

time confirm that the Engro employees have a really good and positive attitude towards their jobs.

Effectiveness of Motivation Techniques

• Absenteeism: Engro usually faces the absenteeism in

the sales, customer service and technical department. This is due to the fact that these departments are constantly in a direct link with the customers and customers often misbehave which somehow de-motivates the employee and he/she tries to remain absent from the job on the days they have to meet the same customers.

Recommendations• The company should also focus on the intrinsic motivation

methods which play a very important role in motivating the employees in the hard times of the company. The sole association of job with money can be harmful.

• Engro should ensure that it’s workers have some type of job security as it will help them to be more focused and hence lead to increased productivity

• They should reintroduce employee recognition programs and recognize the efforts of employees who perform excellently in their jobs and who go out of their way to benefit the company.

THE END

Motivation at engro

Business