ICI Pakistan Limited

VISION:
Tomorrows Answers Today Often people achieve only incremental progress, because their view of tomorrow is determined by what they see today. We believe the future belongs to those smart enough to challenge it. We believe that real progress belongs to those who not only think with courage, but also have the courage to deliver on the thought. Tomorrows answers, delivered today. What drives us is knowing that what is good for our customers today is not necessarily good enough for them tomorrow. What excites us is asking the unasked question. What inspires us is seeing the opportunity others cannot. What unites us is the intelligence to deliver where others have not. This benefits our customers because we sustain their future competitiveness and meet the consumers unspoken needs. This ambition defines us. This is the way we work. This is why we come to work.

MISSION:
To be the partner of first choice for customers and suppliers, ensuring sustained leadership positions in the markets where we compete, delivering long-term business value through a high performance culture, innovation, ethics and responsible care.

ICI FIVE DIVERSE BUSINESSES ARE:

Paints Soda Ash Polyester Chemicals Life Sciences

With five diverse businesses they have been a household name for years. They are leading players in their respective industries, and now they are ready to become even more dynamic with vast opportunities for growth and innovation from AkzoNobel. They were formally acquired by AkzoNobel on January 2, 2008, and since they have functioned as an independent business unit within AkzoNobel.

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They know exactly what their customers need and work hard to provide them superior products created through leading technology with strong focus on quality and they are also constantly improving on what they have to offer. They protect their people and communities by focusing on Health, Safety, Environment and Security (HSE&S), and engage in a variety of community development and volunteer activities.

FIVE MAIN VALUES OF ICI:

1. 2. 3. 4. 5. Focusing on customers future first Embracing entrepreneurial thinking Developing the talents of their people The courage and curiosity to question Integrity and responsibility in our action

CODE OF CONDUCT:
Business principles

Each employee should implement our core values, comply with and observe applicable laws, support fundamental human rights and give due regard to health, safety and environment.

Business integrity

Bribery and any other form of unethical business practices are prohibited. We promote free enterprise and require strict compliance with competition laws. As responsible corporate citizens, we encourage participation in community activities and take all measures for the safety and health of our employees as well as for the protection of the environment. Employees are expected to maintain confidentiality and to act in the Companys interests at all times

Company responsibilities The Code encourages us to:

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adopt the spirit of open communication provide equal opportunities and a healthy, safe and secure environment ensure the rights of employees to join unions/associations protect personal data of employees engage in an active performance and development dialog.

Employee responsibilities The Code provides employees guidance on their responsibilities with regard to:

Media relations and disclosures Inside information Corporate identity, Protecting our intellectual property Internet use Business travel policy Prohibition on substance abuse. punishment

It is clear to us that developing their people is the way to grow their business for the long term, making it more sustainable and more competitive. They aim to develop people who are guardians of their culture, champions of our legacy and drivers of their growth ambition. They develop and train our people enabling them to excel and then of course, they take care of their people. They harness their energies, cultivate their talent, manage their wellbeing and, very importantly, ensure they have a work environment conducive for development and growth. In short, they simply have a Passion for People, a passion that motivates us to bring out the best in our people, creating stronger grounds for sustainable growth. Zainab Khan HR manager of ICI Pakistan limited given her valuable time and answers our questions. 1) We want to have your view point on how you differentiate between a successful manager (defined in terms of speed of promotion) & an effective manager (defined in terms of quality and quantity of their performance and the satisfaction and the commitment of their employees)?

ICI Pakistan Limited

In ICI for every successful manager it is necessary that he is an effective manger. If he is effective he is successful (promote in organization). If we are talking about networking and communication, these things are also important for effective manager because his work in organization is not isolated. Effective manager need to develop good relationships with his colleagues and supervisor. ICI is a performance oriented organization. In organization work is designed in such a way in which every person has to achieve the task that is appointed to him and that task is need to sustain their position and to get promotion. But during recruitment if a candidate has good networking that person gets a job where these networks are used. So you can say related person for related job. We develop job fit.

2) How do you measure job satisfaction in your organization? Problem: One of th key problems related to employees in our organization is how to measure job satisfaction in the organization. It is very difficult to distinguish among employees which of them are satisfied and which of them are not Solution: The Company aims to build a meaningful and productive relationship with its employees and unions in order to resolve issues and seek ways to bring about improvements in the terms and conditions of employment. We started on-line electronic surveys to measure job satisfaction and process improvements in 2006. Job satisfaction is also measured through manpower productivity as measured by sale per employee. 3) In the process of recruitment/selection, what is the importance of bio-graphical characteristics? (age, gender etc.)

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Problem: It was difficult to separate males and females as well as employees on the bases of their age while recruitment. Solution: Recruiting is done through both conventional sources and also through companys website. Online recruiting is a growing trends it is easy for a lot of number of people to access recruiting forms and applications online. However, the factors like age, gender are dependent upon the type of job where the HR department does its best. HR department keep in track of changes in the companys workforce and all of the requirements are then mentioned in the job description. The organization strongly believes in providing individuals equal opportunity to serve the company regardless of age, sex, ethical or religious differences Not unfair hiring practice Quota is not fixed for women/minorities For recruiting last job references is needed Candidates are selected on the base of job specification and job description

4) For employee training, which learning theory is most applied in your organization? Problem: Training employees to increase productivity needed to be impeccable in ICI. Solution: In ICI, not only one theory is used to train employees. Conditioning, operant and social leaning theories used at different level but prefer operant condition theory. They believe that employee can be more motivated and productive if they get reward after completing the task. For getting desired behavior ICI gives their

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employees specific task and use reward system to enhance the employees motivation level. Increase Productivity: First they give their employees orientation about the project, and give them responsibility to do the task, during task guidelines also provided by his boss. These responsibilities give employee motivation to work with information and on the time. Employees get points on their good performance that is deposited by supervisor on employees reward account. Completing the task efficiently will reward him that directly increases productivity. ICI prefer teamwork, employees work together to achieve a common goal. Here keeping all employees accountable for their actions and rewarding high performing in teams that can help ensure projects are completed on time and within a set budget. Social learning theory used when employees (trainee) learn skills by observing their boss like a sale person learn how to talk and treat customers In ICI Classical Conditioning is used when each employee has to submit his daily task achievement report to his immediate boson on which his boss evaluates him. So employees show his best or positive behavior to get positive feedback.

ICI Pakistan launches Ilm-o-Hunar Program

2 February 2011 Karachi, February 2, 2011: ICI Pakistan Foundation launched its Ilm-o-Hunar skill development program by signing an MOU with the Construction Technology Training Institute (CTTI) Islamabad to start a vocational training program for painters in February 2011. ICI Paints team in collaboration with CTTI shall train building painters in paint application techniques, trouble shooting, color selection and good safety and environmental practices. Painters will receive certification at

ICI Pakistan Limited

the end of the three month course which will be a step towards formalizing the profession. ICI aims to expand the extent and scope of this program to train painters across Pakistan. Through its Ilm-o-Hunar program ICI plans to establish skill development programs across Pakistan with the aim of creating opportunities for sustainable development.

5) what are the different tools, you use to shape up employee behavior in your organization? (Reinforcement, etc.) Problem: It was very important to track performances of employees and shaping behavior of employees in the organization. We also managed to implement motivation factor to employee so as to focus precisely more on reinforcement. Solution: Managerial Tools for shaping employees behavior Success Factor is very much important in their organization which simplify as the appraisal of any employee in the form of feedback or rating forms that are filled annually. Mid-year reviews are also made that are for the analysis of employees performances and are followed by discussions. Success Factors (appraisal system)

Performance =

Result

Behavior

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Behavior: what employees say & what they do. That base upon their values and beliefs. Their values and belief define what they are and what they aim to be. Those reflect the way they should operate both internally and externally. These values give standards to measure themselves particularly in their dealings with customers, suppliers, their own people (employees) and the wider world. The values have real meaning for them and the way they behave. And theyre summed up in the line Tomorrows Answers Today. Employees behavior depends on these values and beliefs. They dont belief in wrong promises with customers. Positive and negative reinforcement attached with employees behavior. If employees behavior is aligned with companies values and beliefs then employees are positively reinforce and get maximum marks. Example: employees are praised on their better performances and got maximum marks. As a result they get increment in their yearly salary or they will be eligible to get promotion. If employee behavior doest follow companies values and beliefs then employee are negatively reinforce and dont get any increment. Example: if gap between employees behavior and companies values then employees are negatively reinforced and marked poor or less and dont get increment in their salary. Punishment is based on code of conduct. That is the strong sense of business principles and high ethical standards for conducting the business. Here business principles and ethical standards were initially set down in the ICI Pakistan Code of Conduct. In view of acquisition by Akzo Nobel in January 2008, the Code was revised to bring it in line with the code of conduct of Akzo Nobel. Employees are not allowed to breach the code of conduct and if done so, they could get a warning letter that is form of punishment. For example if one employee sign the paper without checking and show negligence, they warn him to do it properly by giving a warning letter.

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If the issue is more serious then harsh punishment is given that is in the form of resignation or terminate the employee. In case of resignation they give experience letter but in case of termination no experience letter is given. In a scenario asked, where the employee commits a crime does results in direct termination as punishment. However, in every scenario, each employee involved is given a chance to explain his position and managers are also allowed to do verbal counseling. They strictly deal with employees upon any irresponsible or bad act and there is no extinction in ICI for any employee Example: Every employee is an example for other employees in ICI. Super performer employee but he is late, making exceptional for him is not suitable because there is other employees in company and they are watching, they feel bad and getting bad impression so company cant accept such behavior from employee. Schedules of Reinforcement:

Continuous

Intermittent

Interval

Ratio

Fixed Variable

Variable

Fixed

As we talk about ICI, reinforcement is done continuously. They do not reinforce employees periodically and every employee, if does anything wrong has to face the consequences every time. There is no excuse in any case. They have been penalized for if they didnt work.

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6) Do you give importance to OCB (Organization Citizenship Behavior)? Why & How? Employees were not involved in decisions in the start but later on it was planned to involve employees more in the decision making process to motivate them as well as bring some betterments in the steps of every task. I would not recommend this as a problem, it is more of a strategy sort of thing. Solution: In OCB satisfied employees would seem more likely to talk positively about the organization, help others, & go beyond the normal expectations in their job. Now in the dynamic world Organization Citizenship Behavior is important for every successful organization and they need employee who does more than their job duties. ICI gives importance to their employees and consider them most valuable assets for the organization. For OCB it is necessary that employees are more committed to the organization and their satisfaction level also increases. For this when ICI plans a new project or brings change in some strategy they call a meeting of employees and present the project in front of them. They get suggestions and recommendations of their employees and also appreciate their suggestions. In this way employees are involve in decision making. Potential Employees send abroad or other cities for different projects and training program that give them maximum satisfaction. Company also appreciate their work by giving different rewards In ICI employees are very satisfied and motivated and loyal with the organization and ready to voluntarily work for achieving organizational goals. If one employee is not able to work well or facing any problem then other employee voluntary helps them.

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7) How do you judge the personality of your employee? (Big 5, MBTI ) Which one model you used? Setting standards for every post was a big job and then judging the personality of employee on the platform of Big Five personality traits model was a big challenge. ICI use Big Five model during recruiting to judge their employees personality. It is a useful tool to judge or determine how employees usually feel or act in particular situations. MBIT test for personality judgment is not used for recruiting purpose because it is a valuable tool for increasing self-awareness and proving career guidance. Its drawback is that it tells us the extreme ends of personality. ICI has standard for specific post if the person has the matching skill set for a position at ICI they will select that person. In ICI if recruit a sales man, they will prefer that person who is more extroversion; have interpersonal skills and social dominance. For employees judgment ICI give employees a specific and tough task that has submitted in limited time. If employee is willing to put greater efforts and persistence, they give him opportunity to work big projects because he has the ability of leadership. In this way they judge conscientiousness. Those employees have high standards and always strive to achieve goals. This trait is related to job performance. They also judge their employees emotional stability, how much an employee face pressure. For example: sometimes unexpected increase in sales put pressure on employees, in that situation employees who have the ability to work in pressure lead other employees and handle critical situation.

8) How do you motivate your employees?

ICI Pakistan Limited

ICI Paints introduced a new Employee Rewards Program in 2008 in order to recognize the invaluable contributions of its many employees throughout the country and increase their motivation level. In the current rewards program, employee of ICI will be automatically registered in this program and will be given own Web rewards point account. Their personal user name and password will allow them to access their account at any time in order to check their rewards point balance. Employee Motivation Employees who demonstrate excellence in the areas of performance, safety, training, values, vision and contests. Employee reward point requests are submitted by supervisors employee work with and are then reviewed and approved by ICI management. Approved points are then deposited in their account and appear in their personal employee rewards account. Code of Conduct In ICI through code of conducts also motivate employees Company responsibilities The Code encourages us to:

adopt the spirit of open communication provide equal opportunities and a healthy, safe and secure environment ensure the rights of employees to join unions/associations protect personal data of employees engage in an active performance and development dialog.

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Problem: Another big problem is level of employee turnover in our organization and we were in need to come up with a strategy to address this issue. Solution: Employee Turnover is an issue that is faced by every organization and to cope with it, we keep in track of changes in the companys workforce. So if new employees are needed or some post is vacant because of demotion or promotion it can be identified. To fill the vacant posts, online recruitment is usually the most effective way since it is easily accessible and also a growing trend. In ICI turnover rate is very low because of good working environment, good pay, appraisals system and training and development. 10) Decision making can be regarded as the mental processes (cognitive process) resulting in the selection of a course of action among several alternative scenarios. Every decision making process produces a final choice. Which model do you use most for decision making & why? (Rational, bounded rationality or intuition)

Problem: I, being a HR Manager, was very keen in seeing employees as what we say in our Code of Conduct to keep the organization on track. Solution; In ICI have a code of conduct designed to perform every activity. This helps the employees to keep themselves matched with the organization standards. They call this set of values the ICI Way, and this Code of Conduct is designed to ensure that

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they translate the ICI Way into practice. They will be helping to build a successful, world class company that they can truly be proud of by adhering to the standards set out in the Code, in each of its five sections: Business Integrity Employee Responsibility Environmental Stewardship Customer and Supply Chain Relationships Community and Social Awareness

11) The Two-factor theory (Herzberg's motivation-hygiene theory) states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. How two factor theory is applied in your organization? Problem: Tdissatisfaction. Now, here at ICI we have set this theory in a way that every employee is addressed. Solution: Two-Factor Theory Motivation-Hygiene factors

Motivation Factors: Intrinsic factors are advancement, recognition, responsibility and achievement related to job satisfaction, Hygiene Factors: Extrinsic factors are associated with dissatisfaction such as supervision, pay, company policy and working condition

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In ICI two factors theory is implemented. They try to make good company policy, better relation with supervisors, good salary package, relation with peer, subordinates, taking care of personal life (health benefits) and provide good working condition to reduce the dissatisfaction (hygiene factors). ICI also provide its employee career advancement, recognition, a sense of responsibility and achievement to increase satisfaction.

12) Performance management (PM) includes activities that ensure that goals are consistently being met in an effective and efficient manner focusing on the performance of an organization. What do you use for employee performance management? (Goal-setting, Management by objectives (MBO) etc.)

Problem: Goals are designed to as to meet them in an effective manner and performance is managed to achieve high and efficient performance. Solution: Since the company operates as a High Performance Organization, HR team works very closely with the businesses to design efficient people solutions that will effectively deliver business goals. It is very important to praise employees for their work and give them incentives. Some criterias are defined and developed and employees falling in those criterias are compensated accordingly.

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Success Factor is very much important in their organization which simplify as the appraisal of any employee in the form of feedback or rating forms that are filled annually. Mid-year reviews are also made that are for the analysis of employees performances and are followed by discussions. ICI Pakistans policy is to encourage healthy trade union activity to build a meaningful and productive relationship with its employees and unions in order to resolve issues and seek ways to bring about improvements in the terms and conditions of employment, enhancing productivity and efficiency in the process. ICI Pakistan encourages its employees to venture forth in new and dynamic areas leading to organizational progress, along with individual growth. 13) How do you motivate your employees?

Problem: To motivate employees, certain techniques should be implemented in our organization Solution: In ICI all of employee database is kept on companys employee database system. So all recruitment, hiring, firing, incentives, wages, surveys and other evaluation database is kept on companys online database. Employees performance evaluations can give idea about employee motivation so motivation techniques are applied when needed. Employees are then given incentives accordingly so that they can be kept motivated and loyal to the company.

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ICI Motivational techniques: Job fit /proper placement Challenging assignment Employee recognition Empowerment Job Enrichment, job enlargement and job rotation

14) What is the application of job characteristic model in your organization? Skill variety: In ICI task are designed in such a way in which employees use multiple skills at a time. It is done through Job rotation. In this way employees find their work is interesting and job involvement and commitment increase that result high job satisfaction. Task identity: High and low task identity both types of jobs are there. The task whose significance is more are get high score on task identity like a head of department job and their subordinate job. Task significance: In every organization there are two types of jobs. First that score high on task significance and second that score low on task significance. Like head of department job in ICI scores high on task significance as he is the leader of all

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employees under his head and direct them to achieve their companys goal. While there is job of the sweeper scoring low on task significance. Autonomy: It is the degree to which a job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out. In ICI the manager who are responsible, empowered, organized and persistent are get high score on autonomy. Feedback: In ICI feedback system is well developed and used on daily and weekly bases.

15) Quality circles is a work group of employees (8-10 peoples) who meet regularly (typically once a week) to discuss their quality problems, investigate causes, recommend solutions and take corrective actions. How this circle is applied in your organization. ICI Pakistan encourages its employees to report their concerns and problems through the local management grievance handling procedure. If these issues are not dealt with, the employees can report such problems through Speak Up, ICI Groups Whistle-Blowing program. This provides an anonymous, confidential and free telephone service for all ICI employees, helping to achieve an open, honest and ethical work environment.

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16) What is the structure of your organization? With a human capital of around 1300 employees, ICI Pakistan believes that their employees are the vital ingredients in shaping companys future, where each individual contributes directly to the success of the organization. ICI is committed to meeting the expectations of customers and consumers by conducting its business in a sustainable way responsibly and with integrity. They believe their activities should generate economic benefits, create opportunities for enhanced quality of life, respect the environment, and is a positive influence in the communities in which they operate.