Professional Documents
Culture Documents
CONTENTS
LETTER OF TRANSMITTAL.................................................................................3
history of ici.....................................................................................................6
human Resource Organogram.......................................................................25
HUman resource Department.....................................................................26
human resource problem..........................................................................26
problem analysis............................................................................................30
Rationale:....................................................................................................30
Methodology...............................................................................................30
Result Analysis...............................................................................................30
employee-employer relation.......................................................................30
recruitment.................................................................................................31
job analysis.................................................................................................31
performance management..........................................................................32
training & development..............................................................................32
compensation & benefits............................................................................33
financial benefits......................................................................................33
Employee Questionnaire Analysis..................................................................33
employee job satisfaction...........................................................................33
Job Specification and Job Description been Revised....................................34
job passion & self evaluation......................................................................35
Page
LETTER OF TRANSMITTAL
Dear Sir
This is to transfer the Term Report given to apply our theoretical knowledge of Human Resource
Management in finding out a problem of an Organization and then doing the root cause analysis
of the problem and giving recommendations and Action Plan.
The Report gave us a thorough experience and practical knowledge of the Course Contents and
gave us Practical Learning by interacting with the Organization too.
Kindly accept the Term Report based on the structure you provided.
Regards
Naila Ansari
Student Human Resource Management
IoBM
Student ID: 15445
Page
Page
INTRODUCTION
ICI has consistently developed new and innovative areas of businesses, since
its formation in December 1926, by the merger of four of the largest
chemical companies in the UK. ICI today is a collection of world class
businesses, many of them leaders in their sectors. They are strongly led,
technologically sophisticated with healthy and sustainable long-term growth
prospects.
ICIs paints brands are some of the most successful in the world. Its starches
and adhesives find their way into everything from foods to building materials
and from sports shoes to medical electronics. Its lubricants make vehicle
transmission and fridges run smoothly, and the vital ingredients in many
personal and household care products come from ICI.
ICI brings together a family of businesses with an impressive record of
innovation and an ability to meet the changing needs of an increasingly
global marketplace. The Company has a range of over 50,000 products, more
than 38,000 employees and over 200 manufacturing facilities in 55 countries
worldwide.
ICI Pakistan Limited is a 75.81% owned subsidiary of ICI Plc, UK. It was set
up as a public limited company in Pakistan in 1952. ICIs presence in this part
of the world, however, predates the formation of the public limited company
and indeed, Pakistan itself. The Khewra Soda Ash Company, a predecessor of
ICI Pakistan Limited, set up a soda ash manufacturing facility in Khewra in
1944 with a capacity of 18,000 tons per annum. This facility was sited next
to the salt range as rock salt and limestone; two key raw materials for
manufacturing soda ash were available here in abundance
Page
HISTORY OF ICI
The history of ICI Pakistan predates the formation of Pakistan. From a small
trading concern with a single manufacturing unit, over the decades, the
company has transformed into one of the largest industrial conglomerates of
the country enjoying an iconic stature.
ICI establishes its first manufacturing site for the production of Soda Ash
1944 at Khewra
1953
1966
1982
1991
1994
1996
1998
2000
2001
2002
2006
2009
2010
ICI
As the partner of
choice we
spire to INFORMATION
COMPANY
buld our local and
international
Vison
footprint through
sustainable growth
and by creating
value for our
stakeholders
Mission
BOARD OF DIRECTORS
Organizational
structure
Products
Polyester
One with the Fiber of Life
Being manufacturers of Polyester Fiber weaves us tightly
into the fabric of your life.
Our Polyester Staple Fiber (PSF) is spun into yarn, which is
then woven or knitted into fabric used to make clothing,
bed sheets and other textile products that each one of us
uses.
This man-made fiber is a key substitute and complement
for cotton, making it a highly critical raw material in a
textile-intensive country such as Pakistan. We introduced
this wonderful product to this country over 20 years ago.
As one of the pioneers of the PSF technology in Pakistan,
we enabled the cotton-rich textile industry to diversify
their products and be more competitive in the
international arena where growth of man-made fibers has
been phenomenal.
Our high quality product has set the trend and the PSF
industry in
Pakistan now competes internationally with comparable
output and production rates.
Life Sciences
One with the Sanctity of Life
Our name says it all; ours is the science of life your life.
Helping you maintain and improve the quality of life is a
role we are proud of and take very seriously.
Whether you need advanced pharmaceuticals for your
healthcare needs, superior seeds to improve the quality
of essential crops or solutions for livestock management,
we work hard to ensure you get the best.
We market some of the leading drugs available today,
geared to address life threatening ailments like
cardiovascular disease and cancer as well as providing
veterinary and agricultural brands, so that you have a
range of options for improving the quality of your life.
Being entrusted with such a serious responsibility, we are
even more committed to innovation and keeping ahead of
the curve with products and services that draw on the
newest research and latest advances.
We want to make sure our customers trust in us remains
solid and that our brands remain synonymous with
quality and consumer confidence.
Chemicals
One with the Ingredients of Life
Our chemical ingredients translate into hundreds of
products that you use in daily life.
Were not stretching the truth when we say we service
practically every industry in the country!
Our products
are essential in all kinds of manufacturing processes and
in products from adhesives to paint, and from insulation
for housing and refrigeration to textile auxiliaries that
determine the finish of fabrics we use.
Where chemicals are involved, we know we have to be
extra careful about our impact on people and the world
around us.
Our strong emphasis on health, safety, and environment
means we incorporate the best practices from around the
world, providing full safety information to customers, a
safe workplace for employees, and care for the
environment through many of our projects focusing on
sustainability.
HR highlights
In ICI Pakistan, one can find a unique workplace with a diverse mix of
personalities and expertise. ICI people have talent, creative drive and
enthusiasm. And thats reflected in an atmosphere where theyre encouraged
to achieve full potential in their area of business.
Their ambition, Tomorrows Answers Today is reflected in ICI people. Theyre
entrepreneurial in their thinking and pragmatic in solving problems.
Everything they do is done with integrity and responsibility. Most of all, they
have the courage and curiosity to question accepted wisdom and provide
answers others havent even thought of.
Talent Factory
Over 1,300 people are a part of ICI Talent Factory, and are proud that these
employees are the ones who shape the future of our company. They want
their employees, and those thinking of joining them, to see ICI as a place
where they can grow. Talent Factory aims to develop strong leaders, who can
make a real impact on ICI performance and market value, and be noticed.
In line with ICI company value Developing the talents of people, provide
development opportunities through cross-functional exposure. Capability
groups within the company have been formed to ascertain bench strength in
each functional area and plan future career roadmaps for our key talent. This
ensures a strong line of succession within the organization, in areas of
commercial, technical, finance and HR.
For many years, the ICI Graduate Recruit Program has been primary source
of hiring and attracting new talent. In fact, several of senior executives today
joined ICI through this channel. In 2009, ICI added seven Graduate Recruits
from different leading universities of Pakistan. While ICI talent pipeline is
steadily augmented by a stream of young recruits, it also has employees who
have been part of ICI family for over twenty years. For the Talent Factory to
really take shape, ICI concentrate on these three building blocks:
High
performan
ce Culture
Talent
developme
nt
Leadership
Human
Resource
Manager
Assistant
Recruitmen
t Manager
Assistant
HR
Manager
ICI has a well established and fully functional HR department and it performs
all the functions of human resource department. The HR department
conducts Job analysis, Job description & Job specification practices annually ,
recruitment & selection according to vacancy available, orientation of new
hire, training & development of current employee in regards to succession
planning , placement & promotion, career planning, performance evaluation
& compensations, staff welfare & medical policies, procurements and
employees relationship.
IMPACT OF PROBLEM
Hiring
Hiring
Cost
Cost
Managemen
Managemen
t
t
T
raining
Training
Cost
Cost
Time
loss
Time loss
Employ
ee
Turnove
r
Cultural
Cultural
Impact
Impact
Customer
Customer
Service
Service
Loss
Loss
Engageme
Engageme
nt
nt
Loss
Loss
Prductivit
Prductivit
y
Loss
y Loss
HIRING COST
Each time an employee leaves the firm, ICI presume that productivity drops
due to the learning curve involved in understanding the job and the
organization voluntary turnover incurs significant cost, both in terms of direct
costs (replacement, recruitment and selection, temporary staff, management
time), and also (and perhaps more significantly) in terms of indirect costs
(morale, pressure on remaining staff, costs of learning, product/service
quality, organizational memory) and the loss of social capital.
ENGAGEMENT LOSS
Turnover burdens the employees as they have to take over the work as the
company has job enrichment too in the policy and continuous additional
burden leads to employee frustration. This also unbalances employee worklife relationship and causes engagement loss in their respective jobs due to
work load.
CUSTOMER SERVICE LOSS
Employees with less knowledge and less experience in your business and
with their jobs won't produce as well as those who know more about what
they are doing. As new employees take time to settle in the organization and
with the work so initially the performance remains low and company has to
bear with that. In sales, the sales results are affected. The major challenge
that high turnover contributes to a downward spiral that is tough to get out
of and takes time.
PROBLEM ANALYSIS
RATIONALE:
The purpose of the study was to find out the reasons leading to high turnover
in ICI Pakistan. As the high turnover problems are like vicious cycle which
eventually will cause low employee morale, poor performance of employees,
management frustration, financial loss to company and eventually higher
turnover. The problems need to be identified which are causing high turnover
and need to be rectified.
METHODOLOGY
To find out the causes of high turnover, the relationship between the
Employer and Employee should be healthy. Problem in this relationship will
lead to problems like employee dissatisfaction and employer loss and high
employee turnover.
To study the relationship, a questionnaire was asked from the employer and
the employees.
The Questionnaire A was asked from the Assistant Manager of the HR
Department which is attached at the end in the Annexure and Questionnaire
B was filled from the employees of the company through online survey site.
Only 10 samples could be collected from the respondents due to strict policy
of the company to fill any survey questionnaire.
RESULT ANALYSIS
EMPLOYEE-EMPLOYER RELATION
RECRUITMENT
After getting Resume, HR Department does the reference checking and then
conducts the interviews of the candidates and transfers the short listed
candidates to the line manager and Department finalizes the candidate after
conducting further interview. Senior positions interviews are finalized by
Managing Director himself.
After selection, the orientation process takes place by HR department and
socialization is taken by the respective department itself.
JOB ANALYSIS
The performance appraisal is carried out twice a year, 1st in January thats
the performance measurement conducted by the line manager with consent
Not performing
Below performing
Average performing
Good performing
Excellent performing
ICI Pakistan wants to attain the Competitive Advantage and wants to attract
the best resource of skills and knowledge. To maintain this, they have
maintained Compensation and Benefits as per the market level after
analyzing through market surveys and able to maintain External Equity and
to maintain Internal Equity, they have grade level classification, 1-40, and
annually update their job size, description and specification
ICI is giving only financial benefits to the employees.
FINANCIAL BENEFITS
Annual Bonuses
Health insurance
Life insurance
Provident fund
Child education
Travel allowances
The job satisfaction survey reveals that 80% f the employees of ICI are
satisfied with their job and work responsibilities. The dissatisfied employees
lie within range of less than 1% which shows that employee are motivated
towards their job and agrees with management policies and procedures.
Job Satisfaction
Strongly agree
Somewhat disagree
Neither agree nor disagree
Somewhat agree
Strongly disagree
The majority of the employees told that their job description and job
specification have been revised after joining the organization. But this was
revised by HR Department and no consultancy was outsourced. The
responses of candidates can be seen in the chart below. 20% employees said
that they dont know which shows that employees are not taking interest in
the company and this is the sign of employee dissatisfaction
No
Don't Know
20%
10%
70%
The self evaluation and passion survey reveals that most of the employees
are satisfied with job and are passionate about their work to accomplish
organizational and individual goals.
It shows that organization has positive image about them and rewards them
according to their performance and supervisor leadership helps them in
achieving goals. Employees also believes that their job help in creating
difference among lives of other and especially in solving customers problem
Satisfied
Positive image
Strongly Disagree
Somewhat disagree
Rewards
Neutral
Somewhat agree
Strongly agree
Management Forces
Personal growth
0
EMPLOYEE RETENTION
Discrimination
Flexibility
Agree
Task Variety
Neutral
Disagree
Satisfied
Motivated
0
0.5
1.5
2.5
3.5
4.5
RECOMMENDATIONS
In order to decrease the turnover rate, the company should implement retention strategy. Such
strategy calls for strengthening exit interview and developing employee surveys to ascertain the
reasons for leaving the organization and then that problem should be directly targeted
SUCCESSION PLANNING
At the time of Interviews, the employee should be selected after thorough analysis in all
aspects and should be assured that employee will remain loyal if given a good career
growth. Then after his entrance, his line manager should have his career plan for five
years and should do Promotions on Performance Management accordingly and also on
the basis of performance and behavior. The abrupt promotion and rewards only on the
basis of performance only will make the employee reach its ULTIMATE POTENCIAL
within the company very early and will create boredom for him
EMPLOYEE FEEDBACK SURVEY
Quarterly employee feedback Survey should be done via third person or very fair system
which gives the employees feedback and highlights if there is any grievance and it should
not come out only at the time of resignation. This feedback will help the management to
develop the better strategy plan for employee satisfaction, motivation and Retention.
INDUCTION/INITIAL TRAINING
Employees who feel mistreated by management are more likely to pack their bags. The
HR department should conduct Performance Management Biannually to review the
progress
potential candidates who have the ability to learn and lead in the future and take the
company in new direction of market leadership. Such employees should be given
training and a proper development plan should be prepared, highlighting their career
path and according to the future positions that they will be holding, they should be given
training in those areas in particular.
REWARD AND RECOGNITION
Employees are more willing to stay with a company if they feel a sense of pride and
success in their work. When employees meet or succeed employers expectations, show
appreciation for a job well done .Provide an employee-friendly work environment.
Provide career advancement opportunities. Whenever possible, provide opportunities
within the company for cross-training and career progression. Employees are seeking to
develop themselves, and offering that opportunity to them may provide the satisfaction
and stability they are seeking. Provide efficient career planning and development
programs.
Employers who offer awards and incentives for a job well done are also more likely to
retain their employees. Although ICI gives recognition to the employees through
Employee of the month and other monetary rewards but the recognition words and
titles are more valuable then monetary bonuses. Simple emails of praise at the completion
of a project, monthly memos outlining achievements of your team to the wider division,
and peer-recognition programs are all ways to inject some positive feedback into a
workforce. Also, consider reporting accomplishments up the chain.
ACTION PLAN
Reasons
Months
Recruitment
TNA
Performance
Managemen
t
Compensati
on
&
Benefits
Employee
Feedback
Action Plan
First Quarter
Jan Fe
Ma
b
r
Analysis of Net
Human Capital
Requirement
and not only on
need basis
Evaluation of
the employees
according to
their career
path and
decision of
trainings that
will be needed
Performance
Management
Survey and
rewards and
also targets for
next survey
Compensation
and Benefits
Survey within
Employees to
measure
satisfaction
level and also
according to
job sizes
Employee
Feedback
Second Quarter
Apr May Jun
Re-evaluate the
requirement
Third Quarter
Jul
Aug
Se
pt
Re-evaluate
Fourth Quarter
Oct Nov
De
c
Re-evaluate
Observe and
coaching
Observe and
coaching
Observe and
coaching
Observe and
Coaching
Performance
Management
Survey and
rewards and
targets for next
survey
Observe
Observe and
Coaching
Check motivation
through Job
Enrichment
Manual Coaching
and Grievance
Employee
Feedback Survey
Market Survey of
Compensation
and Benefits of
the Competitors
Coaching and
Grievance
Survey should
be done and
resolving
issues
highlighted
handling
Handling
Compensation &
Benefits
Individual Problems
No nonfinancial
benefits
No
involvement of
employee in
training
High
No communication
of Career
development
TNA
Job Security
Individual
After merger no
clear growth
performance
Organizational Culture
Employe
e
Turnover